PreventingSexualMisconduct
POLICYSTATEMENT
MembersoftheUniversityofMaryWashington
communityareentitledtoacampusfreeofsexual
harassment,violence,andexploitation.Actions
thatcreateanintimidatingoroffensiveworkor
studyenvironmentwillbenotbetolerated,and
willbeaddressedconfidentiallyandappropriately
throughtheenforcementofthispolicy.Every
student,facultyandstaffpersondeservestowork
andstudyinanenvironmentfreeofsexual
misconduct.
SexualViolenceincludes:
Sexualviolencemeansphysicalsexualacts
perpetratedagainstaperson’swillorwherea
personisincapableofgivingconsentduetothe
victim’suseofdrugsoralcohol.Anindividualalso
maybeunabletogiveconsentduetoan
intellectualorotherdisability.
HOWDOYOUKNOWWHENIT’S
HARASSMENT?
Itcanbedifficultattimestoknowyouarebeing
sexuallyharassed.Youmayfeelthattheperson
didn’tmeanwhatheorshesaid,thatyouare
beingoverlysensitiveorthatyoudidn’thearthe
personcorrectly.Iftheattentionisunwanted,ask
yourselfthesequestions:
1. Istheattentionofasexualnature,explicitlyor
implied?
2. Doestheotherpartyexercisepoweror
authorityoveryou,throughsupervisionor
participationinemploymentdecisions?
3. Didtheconductorremarkscreatean
intimidatingorhostileenvironment?
4. Hasyourworkperformancesufferedbecause
ofwhatwassaidofdone?
SexualExploitationIncludes:
Whenapersontakesanon‐consensualorabusive
sexualadvantageofanotherforhis/herown
advantageorbenefit,ortobenefitoradvantage
anyoneotherthantheonebeingexploited,and
thatbehaviordoesnototherwiseconstituteoneof
othersexualmisconductoffenses.Examples
include:
IfyouansweredYEStoanyofthesequestions,
youmaybeavictimofsexualharassment.
SOMECOMMONHARASSMENTEXAMPLESARE:
 directorimpliedthreatsthatsubmissionto
sexualadvanceswillbeaconditionof
employment,workstatus,orpromotion;
 unwantedsexualteasing,jokes,remarks,or
questions;
 unwantedpressurefordates;
 unwantedtouching,patting,hugging,or
brushingagainstaperson’sbody;
 unwantedsexuallooksorgestures;
 unwantedpressureforsexualfavors;and
 unwelcomeletters,telephonecallsor
materialsofasexualnature.
Anumberofactsfallintothecategoryofsexual
violenceincluding:rape,sexualassault,sexual
battery,andsexualcoercion. 




Invasionofsexualprivacy
Non‐consensualvideooraudio‐tapingof
sexualactivity
Goingbeyondtheboundariesofconsent
Engaginginvoyeurism
Sexually‐basedstalkingand/orbullying
(physicalorcyber)
WHATTODOIFYOUEXPERIENCEOR
OBSERVESEXUALVIOLENCE
IfyouexperienceorobservesexualVIOLENCE:
CONTACTTHEUNIVERSITYPOLICE
540‐654‐4444
TheUniversityPolicewillconsultwiththeOfficeof
HumanResourcesandinformtheUniversity’sTitle
IXCoordinatorasrequired.
WHATTODOIFYOUAREHARASSED
Knowyouroptions.Employeesmayseekeither
informalorformalresolution.Noonewillforce
youintoanyactionyoudonotwanttotake,but
willhelptakethestepsofyourchoice.
InformalResolution

Ifcomfortable,say“NO”totheharasser.Usea
directandhonestapproachtotelltheharasser
youdonotliketheactivityandexpectittostop.
MaybeinitiatedwiththeAA/EEOofficer
locatedintheOfficeofHumanResourcesat
(540)654‐1214.

SeekassistancefromHRoroneoftheUniversity
contactpersons(listavailablefromHR).Call654‐
1214.
Mustbeinitiatedwithinoneyearfromthe
dateoftheallegedharassment.

Don’tignoretheharassment.Dealwiththe
situationimmediately,seekingassistanceif
necessary.
Thecomplainantmustbe(orhavebeen)a
memberoftheUniversitycommunityatthe
timeoftheallegedharassment.

Thecomplaintmustbeinwritingandmust
besigned.Itmustdescribethealleged
behaviorandstatetheremedysought.
Keepdetailedrecordsofallharassingactivities
(time,place,natureoftheharassmentand
witnessesifany).
FormalResolution
Thecomplaintprocedurecanbefoundinthe
policyontheHRwebsite:
http://adminfinance.umw.edu/hr/policies‐and‐
procedures/respectful‐workplace‐
policies/university‐sexual‐harassment‐and‐
consensual‐relations/policy
Preventing Workplace Harassment and Discrimination UNIVERSITYOFMARYWASHINGTON
STATEMENTOFNONDISCRIMINATION
TheUniversityofMaryWashingtonsubscribesto
theprinciplesofequalopportunityand
affirmativeaction.TheUniversitydoesnot
discriminateonthebasisofrace,color,religion,
disability,nationalorigin,politicalaffiliation,
maritalstatus,sexualorientation,sex,pregnancy
orageinrecruiting,admitting,andenrolling
studentsorinhiringandpromotingfacultyand
staffmembers.Thisstatementof
nondiscriminationextendstoallaspects,terms,
andconditionsofemploymentandstudenttenure.
DEFINITIONANDEXAMPLESOFWORKPLACE
HARASSMENT
TheUniversityofMaryWashingtonstrictly
forbidsdiscriminatoryharassmentofany
employee,applicantforemployment,vendor,
contractororvolunteer.Discriminatory
harassmentisdefinedasanyunwelcomeverbal,
written,and/orphysicalconductthateither
denigratesorshowshostilityoraversiontowards
apersononthebasisofrace,color,religion,
disability,nationalorigin,politicalaffiliation,
maritalstatus,sexualorientation,sex,age,or
pregnancyand:
(1)hasthepurposeoreffectofcreatingan
intimidating,hostile,oroffensivework
environment;
(2)hasthepurposeoreffectofunreasonably
interferingwithanemployee’sworkperformance;
or
(3)affectsanemployee’semployment
opportunitiesorcompensation.
Examples:
(a)Unwelcomeandrepeateduseofdegrading
language,jokes,orinnuendos;
(b)Threatsorinsinuationsaboutconditionsof
employment;and
(c)Offensivepicturesorobjects.
IFHARASSMENTHASOCCURRED:
Employeesandthirdpartiesshouldreport
incidentsofworkplaceharassmentassoonas
possibleaftertheincidentoccurs.
UMWCOMPLAINTPROCEDURE
Anemployeemayaddressacomplaintwiththe
immediatesupervisororwiththeAA/EEOOfficer.
Pleasecall654‐1214.Undernocircumstanceswill
theindividualallegingharassmentberequiredto
fileacomplaintwiththeallegedharasser.
STATEANDFEDERALCOMPLAINTPROCEDURE
OfficeofEqualEmploymentServiceswithinthe
DepartmentofHumanResourceManagement
(804‐225‐2136).
U.S.EqualEmploymentOpportunity
Commission.(202‐663‐4900)
RetaliationIsProhibited
Retaliationisovertorcovertactsofreprisal,
interference,restraint,penalty,discrimination,
intimidation,orharassmentagainstanindividual
orgroupbringingforthaharassment
complaint.Ifretaliationoccurs,theemployee(s)
shouldreporttheretaliationthroughthe
complaintprocedure.
POLICYVIOLATIONS
EngaginginHarassment:Anyemployeewho
engagesinconductdeterminedtobeharassment
orwhoencouragessuchconductbyothersshall
besubjecttocorrectiveaction,
whichmayincludedischargefromemployment.
AllowingHarassmenttoContinue:Managers
and/orsupervisorswholearnofworkplace
harassmentandfailtotakeappropriatecorrective
actionmaybeconsideredapartytotheoffense,
whethertheyengagedinsuchbehaviorornot.
FailuretoRespond:Managersand/or
supervisorswhofailtotakeappropriateaction
shallbesubjecttodisciplinaryaction,including
demotionordischarge.
Preventing Workplace Violence UMWPOLICYSTATEMENT
TheUniversityofMaryWashingtoniscommittedto
maintainingaworkplacefreefromthreatsandacts
ofintimidationandviolence.Allreportedincidents
willbeproperlyinvestigated.
WHATCONSTITUTESWORKPLACEVIOLENCE?
WorkplaceViolencecanbedefinedasactionsor
wordsthatendangerorharmanotheremployeeor
resultinotheremployeeshavingareasonablebelief
thattheyareindanger.Suchactionsinclude:
•Injuringanotherpersonphysically;
•Behaviorthatcreatesareasonablefearofinjuryin
another;
•Possessing,brandishing,orusingaweaponthatis
notrequiredforworkwhileonstate
premisesordoingstatebusiness;
•Intentionallydamagingproperty;
•Threateningtoinjureanindividualortodamage
property;
•Committinginjuriousactsmotivatedbyorrelated
todomesticviolenceorsexualharassment;
•Retaliatingagainstanyemployeewho,ingood
faith,reportsaviolationofthispolicy;
•Behaviorthatsubjectsanotherindividualto
extremeemotionaldistress.
WHATARESOMEWAYSTOPROTECTTHE
WORKPLACEFROMVIOLENCE?
•Lockcertaindoors;
•Limitofficeaccess;
•Designateanunobstructedsecondaryexit,
wheneverpossible;
•Establisha“codeword”orothersignaltoconvey
theneedtosummonCampusPolice
forhelp;
•Avoidleavingkeysorpurseslyingaboutinthe
office;
•Notifypoliceifyounoticesuspiciouspersonsor
vehicles,especiallyafterworkinghours;
•Postemergencynumbersateveryphone;
•Keeppotentialweaponsofopportunity(scissors,
paperweights,letteropeners)outofcasualreachof
customers;
•Knowandwatchoutforyourco‐workers;
•DialCampusPoliceat4444intheeventofan
emergency!!
WHATARESOMEWAYSASUPERVISORCAN
PREVENTWORKPLACEVIOLENCE?
•Ensurethatallemployeesareawareofthe
WorkplaceViolencepolicy;
•Informallemployeesofemergencyprocedures;
•Manageoperationsandpersonnelcarefullyand
thoughtfullywithopencommunication;
•Bealerttodramaticchangesinbehavior;
•Respondtoallcomplaintsofviolence;
•MakeproperreferralstotheEmployeeAssistance
Program(EAP)bycontactingtheOfficeofHuman
Resourcesforassistance;
•Takethreatsofviolenceveryseriouslyanddial
4444incaseofanemergency.
WHATTODOWHENCONFRONTEDWITHAN
IMMEDIATETHREAT:
‐Takeimmediateactionstoensuresafety;
‐CallCampusPoliceat4444orpressoneoftheblue
buttonsoncampus;and
‐FollowupwiththeOfficeHumanResources.
POLICYVIOLATIONS
IncaseswhereyoufeelthattheWorkplaceViolence
Policyhasbeenviolatedyoucannotify:
•Animmediatesupervisor;
•TheOfficeofHumanResources.
TheOfficeofHumanResourceswillmanagereports
ofworkplaceviolenceinamannerthatprotectsthe
safetyandanonymityofanyonewhocomes
forward.Actsofviolencewillbesubjectto
disciplinaryaction,uptoandincludingtermination,
basedonthesituation.Actsofviolenceoccurring
outsidetheworkplacealsomaybegroundsfor
disciplinaryaction,uptoandincludingdismissal.In
thesesituations,theagencymustdemonstratethat
theviolentconductcommittedhasanadverse
impactontheemployee’sabilitytoperformhisor
herassigneddutiesandresponsibilitiesorthatit
underminestheeffectivenessoftheagency’s
activities.
OfficeofHumanResources
RESPECTFULWORKPLACEPOLICIES
VolunteerName:
IhavereadtheprovidedUMWpolicyinformationon:



PreventingWorkplaceHarassmentandDiscrimination
PreventingWorkplaceViolence
PreventingSexualHarassment
IagreetoadheretotheUniversityofMaryWashington’sRespectfulWorkplacePolicies.
Signature
Date