Sexual Harassment: Administrator Sexual Harassment: Administrator Responsibilities and ConsiderationsResponsibilities and Considerations

Jaquie Resnick, Ph. D.Jaquie Resnick, Ph. D.

Professor and Director EmeritusProfessor and Director Emeritus

Senior Advisor to Vice President for Student AffairsSenior Advisor to Vice President for Student Affairs

University of FloridaUniversity of Florida

resnick@ufl.edu 352.392.1265 155 Tigert Hall 352.392.1265 155 Tigert Hall

Organizational Climate AssessmentOrganizational Climate Assessment

What does UF convey regarding tolerance of Sexual What does UF convey regarding tolerance of Sexual Harassment? Your college? Your department?Harassment? Your college? Your department?

Are complaints taken seriously? Are complaints taken seriously?

Are perpetrators likely to face consequences?Are perpetrators likely to face consequences?

How is information conveyed? Is it discussed How is information conveyed? Is it discussed systematically? Easily accessible?systematically? Easily accessible?

Obligation to Report Knowledge ofObligation to Report Knowledge of Sexual Harassment of a Student Sexual Harassment of a Student

Any University Official - All EmployeesAny University Official - All Employees

Faculty, USPS, TEAMS, & OPSFaculty, USPS, TEAMS, & OPS

Student Employees with Supervisory Responsibility Student Employees with Supervisory Responsibility (e.g., TAs, GAs, RAs)(e.g., TAs, GAs, RAs)

Exempted: Only Those with Legal PrivilegeExempted: Only Those with Legal Privilege

Sexual Battery is Included inSexual Battery is Included inSexual Harassment PolicySexual Harassment Policy

Reports should be made directly to UFPDReports should be made directly to UFPD

For more information and options, contact the UFPD For more information and options, contact the UFPD Office for Victim Services for a confidential consultOffice for Victim Services for a confidential consult

Clery Act Compliance – Any knowledge of sexual battery Clery Act Compliance – Any knowledge of sexual battery occurring on campus must be reported to UFPDoccurring on campus must be reported to UFPD

How Can Students and Employees Report How Can Students and Employees Report Sexual Harassment?Sexual Harassment?

Office of Institutional Equity and DiversityOffice of Institutional Equity and Diversity

Student Conduct and Conflict Resolution (students only) Student Conduct and Conflict Resolution (students only)

UF Police DepartmentUF Police Department

Any University Official Any University Official

Where Can a Person Obtain Where Can a Person Obtain Confidential Consultation and Counseling?Confidential Consultation and Counseling?

Office for Victim ServicesOffice for Victim Services

Counseling and Wellness Center Counseling and Wellness Center

Employee Assistance ProgramEmployee Assistance Program

Possible Administrative Actions Following a Possible Administrative Actions Following a Sexual Harassment FindingSexual Harassment Finding

Implement appropriate consequences based on reportImplement appropriate consequences based on report

Follow-up on status of ComplainantFollow-up on status of Complainant

Follow-up to see that no retaliation occursFollow-up to see that no retaliation occurs

Evaluate climate issues for secondary victimsEvaluate climate issues for secondary victims

Consult and/or promote relevant campus resources Consult and/or promote relevant campus resources

After a period of time has elapsed, consider repeating After a period of time has elapsed, consider repeating follow-up actions to check for residual issuesfollow-up actions to check for residual issues

Consultation, Communication and OutreachConsultation, Communication and Outreach

Clear, thoughtful and intentional communication so that Clear, thoughtful and intentional communication so that you are operating proactively and within the limits set by you are operating proactively and within the limits set by the institution and the law. the institution and the law.

  Consult with HRS Employee Relations regarding Consult with HRS Employee Relations regarding disciplinary actions.disciplinary actions.

Clarify what can be said to those impacted, including the Clarify what can be said to those impacted, including the secondary victims.secondary victims.

Inform and consult with your supervisor.Inform and consult with your supervisor.

Consultation, Communication and OutreachConsultation, Communication and Outreach

Consider providing harmed parties appropriate Consider providing harmed parties appropriate information and/or the opportunity to ask questions if a information and/or the opportunity to ask questions if a large group has been impacted. Contact the CWC or large group has been impacted. Contact the CWC or HRS Employee Relations for assistance.HRS Employee Relations for assistance.

Reiterate and reinforce to your unit employees and Reiterate and reinforce to your unit employees and students the importance of upholding the University SH students the importance of upholding the University SH policy, including no retaliation.policy, including no retaliation.

Create a climate where employees and students know Create a climate where employees and students know that SH will not be tolerated.that SH will not be tolerated.

Consultation, Communication and Outreach Consultation, Communication and Outreach

Make education and prevention efforts ongoing and Make education and prevention efforts ongoing and systematic.systematic.

Incorporate on-line SH websites on your unit website.Incorporate on-line SH websites on your unit website.

Use student focused on-line prevention program prior Use student focused on-line prevention program prior to professional rotations, externships, and/or study to professional rotations, externships, and/or study abroad experiences.abroad experiences.

Promote campus resources available to students and Promote campus resources available to students and employees.employees.

Campus ResourcesCampus ResourcesReportingReporting

Institutional Equity and DiversityInstitutional Equity and Diversity(352) 273-1778(352) 273-1778http://www.hr.ufl.edu/eeo/sexharassment.htm

Police Department

(352) 392-1111

http://www.police.ufl.edu/inv/inv.asp

Student Conduct and Conflict Resolution Student Conduct and Conflict Resolution (352) 392-1261 x 207(352) 392-1261 x 207http://www.dso.ufl.edu/sccr/

Campus Resources Campus Resources Confidential Consultation and CounselingConfidential Consultation and Counseling

Office of Victim ServicesOffice of Victim Services (352) 392-5648 (Monday - Friday, 8:00 a.m. - 5:00 p.m.) (352) 392-5648 (Monday - Friday, 8:00 a.m. - 5:00 p.m.)(352) 392-1111 (after business hours and on weekends)(352) 392-1111 (after business hours and on weekends)http://www.police.ufl.edu/ovs/vap.asp

Counseling and Wellness Center (re: students)Counseling and Wellness Center (re: students)(352) 392-1575 (352) 392-1575 www.counsel.ufl.edu

Employee Assistance Program (re: employees) Employee Assistance Program (re: employees)

(352) 392-5787 (352) 392-5787 ww.eap.ufl.edu

Campus Resources Campus Resources On-line InformationOn-line Information

Guidelines on Sex Discrimination, Sexual Harassment, and HarassmentGuidelines on Sex Discrimination, Sexual Harassment, and Harassment

http://www.hr.ufl.edu/publications/eeo_harassment_brochure.pdfwww.hr.ufl.edu/publications/eeo_harassment_brochure.pdf

Student InformationStudent Information

http://www.ufsa.ufl.edu/students/sh/sexualharassment.shtmlhttp://www.ufsa.ufl.edu/students/sh/sexualharassment.shtml

Student Sexual Harassment On-line Training ProgramStudent Sexual Harassment On-line Training Program

http://www.ufsa.ufl.edu/students/sh/onlinetraining.shtmlhttp://www.ufsa.ufl.edu/students/sh/onlinetraining.shtml  

Faculty Handbook (Personnel Information/Other Policies/Other Polices Related to Faculty Handbook (Personnel Information/Other Policies/Other Polices Related to Employment)Employment)

http://www.aa.ufl.edu/handbook/http://www.aa.ufl.edu/handbook/

Consensual Relationships and Conflict of Interest (Section 10)Consensual Relationships and Conflict of Interest (Section 10)

http://www.hr.ufl.edu/publications/eeo_harassment_brochure.pdfhttp://www.hr.ufl.edu/publications/eeo_harassment_brochure.pdf

Case Study #1Case Study #1

Professor Rose indicated on her Facebook page Professor Rose indicated on her Facebook page that she is in a romantic relationship with Jack, a that she is in a romantic relationship with Jack, a student in her class. Jack also indicated on his student in her class. Jack also indicated on his Facebook page that he too was in a romantic Facebook page that he too was in a romantic relationship with Professor Rose. A fellow relationship with Professor Rose. A fellow classmate, Chaz, discovers these Facebook entries. classmate, Chaz, discovers these Facebook entries. Chaz talks with the department chair, and contends Chaz talks with the department chair, and contends that his midterm grade and class assignment was that his midterm grade and class assignment was unfair compared to the grade and assignment that unfair compared to the grade and assignment that Jack received.Jack received.

What should the administrator do?What should the administrator do?

Case Study # 2Case Study # 2

Leila, a new community college transfer student, Leila, a new community college transfer student, contacts her undergraduate coordinator to discuss a contacts her undergraduate coordinator to discuss a troubling incident involving her teacher, Professor Frank. troubling incident involving her teacher, Professor Frank. Leila had been attending the informal weekly tutoring Leila had been attending the informal weekly tutoring sessions that Dr. Frank held in the Gator Pub. Leila, sessions that Dr. Frank held in the Gator Pub. Leila, along with some other students and Dr. Frank, often along with some other students and Dr. Frank, often stayed to socialize. This was important to Leila, who stayed to socialize. This was important to Leila, who was very homesick. Often the last to leave, she and Dr. was very homesick. Often the last to leave, she and Dr. Frank would often share a bottle of wine and talk about Frank would often share a bottle of wine and talk about music and politics. He was interested in her opinions, music and politics. He was interested in her opinions, and eventually they shared conversations about their and eventually they shared conversations about their respective problems in personal relationships. respective problems in personal relationships.

Case Study # 2 (con’t)Case Study # 2 (con’t)

The last time they met at the pub, he offered to walk her The last time they met at the pub, he offered to walk her to her car. As she was getting into her car, he leaned to her car. As she was getting into her car, he leaned over and kissed her fully on the mouth. She did not react over and kissed her fully on the mouth. She did not react because she had been taken by surprise. Until then, she because she had been taken by surprise. Until then, she had been under the mistaken impression that his had been under the mistaken impression that his feelings, like hers, were platonic in nature. Leila is feelings, like hers, were platonic in nature. Leila is flattered and uncomfortable at the same time and isn't flattered and uncomfortable at the same time and isn't sure what to do. She requests this conversation remain sure what to do. She requests this conversation remain confidential. confidential.

What should the undergraduate coordinator do?What should the undergraduate coordinator do?

  

Questions?Questions?