It is the policy of Bowling Green State University that sexual harassment will not be condoned. This policy applies equally to faculty, administrators, classified staff and students and is in keeping with the spirit and intent of guidelines on discrimination because of sex.

Policy guidelines

1. Definition
Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:

A. submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or academic pursuits;

B. submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting such individual; or

C. such conduct has the purpose or effect of unreasonably interfering with an individual’s employment or academic performance or creating an intimidating, hostile or offensive working or educational environment.

2. Regulations

A. It is a violation of University policy for any member of the faculty, administrative and classified staff, or student body to engage in sexual harassment, as defined in Section 1.

B. It is a violation of University policy to retaliate against anyone bringing forth an honestly perceived complaint of sexual harassment.

3. Responsibilities

A. On a University-wide basis, the Office of Equity and Diversity (705 Administration Building) is responsible for the coordination and implementation of Bowling Green State University’s sexual harassment policy. This office will serve as the resource with regard to all matters of this nature.

B. Each dean, director, department chair, and administrative head of an operational unit is responsible for the dissemination and implementation of this policy within his or her area of responsibility. Persons at this level are also responsible for referring reported incidents of sexual harassment to the Office of Equity and Diversity.

C. It is expected that each faculty member, administrative staff member and classified staff member will ensure adherence to this policy within his or her area of responsibility. Such efforts are largely a matter of good faith.

D. It is the responsibility of all members of the University community to discourage sexual harassment, report such incidents, and cooperate in any investigation which might result.

4. Grievance Operating Procedures

A. Operating procedures for processing complaints of sexual harassment or other forms of discrimination prohibited by University policies are available in the Office of Equity and Diversity (705 Administration Building) and the Office of the Dean of Students (301 Bowen-Thompson Student Union). These procedures may also be found on the University Web site for the Office the Dean of Students (www.bgsu.edu/offices/sa/life) and for the Office of Equity and Diversity (www.bgsu.edu/offices/oed/index.html). The procedures are designed to be an efficient and effective way of addressing a complaint from a student that some act or incident has abridged that student’s right under University policies to live, learn and work in an environment that is free of harassment, discrimination and intimidation. Allegations of wrongdoing will be investigated fully, as warranted by the facts and circumstances, and every investigation will be conducted under procedures that give full recognition to the rights of all concerned parties. Students are urged to review our policies and procedures and to address any questions that they may have on these issues to the Office of the Dean of Students, 301 Bowen-Thompson Student Union, 419-372-2843, or the Office of Equity and Diversity, 705 Administration Building, 419-372-8472.

The procedures outlined below are designed to provide sufficient flexibility in which to deal with the wide range of incidents which fall under the term “sexual harassment.” They are intended to be responsive to the particular situation at hand and will be investigated as the allegations under review indicate.

In Investigating complaints of sexual harassment, the following principles will be adhered to

1) Each complaint will be handled on an individual, case-by-case basis, taking a look at the record as a whole and at the totality of circumstances.

2) The investigation will be conducted as fairly and expeditiously as possible.

3) In investigating complaints, every effort will be made to ensure confidentiality.

4) An individual bringing forth an honestly perceived complaint will not suffer any type of retaliation regardless of the outcome of the complaint.

5) The complaint will be resolved in a manner which is consistent with this policy and also fair and equitable all parties concerned.