Employee Handbook  Back to Camelweb Home
Employee Handbook
Table of Contents
Welcome to the Connecticut College Community!
College Policies
Employment Information
Benefits
Leave Benefits
Salary and Wage Policy
College Resources and Facilities
Leaving Connecticut College
Glossary of Terms
Hourly Administrative Addendum
Salaried Administrative Addendum
Campus Safety Addendum
Dining Services Addendum
Physical Plant Addendum
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 Sexual Harassment
 Connecticut College does not tolerate sexual harassment. The College will take appropriate disciplinary action against those found to have committed sexual harassment, up to and including dismissal. This policy applies to all members of the community. Some members of the College community hold positions of authority that may involve the legitimate exercise of power over others. It is the responsibility of those individuals to use that power appropriately. Supervisors, in their relations with students and employees, must be especially aware that sexual motivations have the potential to cause conflicts of interest and the possible compromise of their evaluative objectivity.
 When through fear of reprisal, a student or staff member submits, or is pressured to submit, to unwanted sexual attention, the College's ability to carry out its mission is undermined.
 Sexual harassment is especially serious when it threatens relationships between supervisor and subordinate. In such situations, sexual harassment exploits unfairly the power inherent in a staff member's or supervisor's position. Through wage increases, recommendations for promotion and the like, a supervisor can have a decisive influence on a staff member's career at the College.
 While sexual harassment most often takes place in situations of a power differential between the persons involved, the College also recognizes that sexual harassment may occur between persons of the same College status. The College does not condone sexual harassment between or among members of the College community. This creates an unacceptable working or educational environment. Narrowly defined, sexual harassment may involve women being harassed by men, men being harassed by women and harassment between persons of the same sex. Unwelcome sexual attention constitutes harassment when:
  
  1. submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, admission to or participation in an academic program or college-sponsored activity; or
  2. submission to or rejection of such conduct is used as the basis for decisions affecting an individual's employment status or involvement in college-sponsored activity; or
  3. such conduct has the purpose or effect of unreasonably interfering with an individual's performance on the job or creating an intimidating, hostile or offensive work or social environment.
 Specifically, sexual harassment includes, but is not limited to, the following examples:
  
  1. Behavior which is inappropriate in the classroom, work place, or social setting which may create an environment that interferes with community life and/or the work performance of students or employees, particularly if engaged in by a person in a position of authority, such as the following:
      pressure for dates
    • sexually suggestive gestures
    • persistent following
    • verbal abuse of a sexual nature
  2. More serious examples of harassment:
    • letters, phone calls or interviews which explicitly discuss personal sexual matters
    • display of offensive, sexually oriented slides, photographs, transparencies, graffiti, etc. which are unrelated to course material or job requirements
    • touching, pinching or patting
    • pressure (requests) for sexual favors, especially by a person in authority
    • restriction of physical freedom
    • actual or attempted sexual assault
    • actual or attempted rape
 Closely related to the above narrow definition of sexual harassment, yet intellectually distinctive, is sexual discrimination. Broadly defined, sexual discrimination includes discrimination or discriminatory hostility against someone, or against a group, because of sexual identity or sexual orientation. Discrimination may take the form of repeated offensive behavior with hostile, abusive intent. Discriminatory behavior creates an intimidating and offensive work, study, and social environment.
 Any employee with a complaint of sexual harassment may report it to their supervisor, any manager in their division, the Assistant Director of Human Resources, the Vice President for Human Resources and Professional Development or the Affirmative Action Officer/Staff Ombudsman. The intake supervisor/manager must report the complaint to Human Resources.