HRP04/2011
BINDURA UNIVERSITY OF SCIENCE EDUCATION
SEXUAL HARASSMENT POLICY
Approved by the Salaries and Conditions of Service Committee on 6 May 2011
Adopted by the Bindura University of Science Education Council on 14 October 2011
REGISTRY DEPARTMENT
OCTOBER 2011
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1.
PREAMBLE
As a University driven by the pursuit of knowledge and innovation, which seeks to
produce highly acclaimed graduates equipped with research, entrepreneurial,
social and technical skills based upon the values Bindura University of Science
Education espouses, the University adopts this Sexual Harassment Policy for its
staff and students.
2.
OBJECTIVES OF THE POLICY
To provide an atmosphere of mutual respect, free from all forms of discrimination
and sexual harassment.
To educate, inform and guide University members and students on the procedures
to take in addressing and resolving sexual harassment complaints.
3.
SCOPE OF APPLICATION
The policy is applicable to all BUSE students, permanent staff members and
those on contract basis.
4.
GUIDING PRINCIPLES
4.1
Bindura University of Science Education is committed to and promotes a
safe and productive educational and working environment free from
harassment and discrimination. The University maintains that sexual
harassment in the workplace or the educational environment is an
unacceptable conduct and will not be accepted. In this regard sexual
harassment is subject to discipline. It is the goal of the University to promote
a workplace that is free from sexual harassment. To achieve this goal, this
policy describes the conduct that is acceptable and provides procedures to
take when dealing with inappropriate conduct if encountered by employees
and students. For staff it is in compliance with the provisions of the Labour
Act 28:01when dealing with cases of employment relations. For students it
is guided by the rules of student conduct and discipline Ordinance 4 of 2001.
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4.2
HARASSMENT PROHIBITION STATEMENT
Bindura University is against sexual harassment because it is unlawful and
against University policy. Any harassing conduct when reported will warrant
prompt disciplinary action.
The Staff Disciplinary Committee will confidentially investigate all
allegations and decide on the most appropriate course of action to take in
line with the University Act Chapter 25:22. In addition the committee can
recommend referral for counseling where appropriate.
The Staff Disciplinary Committee is responsible for coordinating the
implementation of this policy while the Staff Development section will be
committed to educating staff on sexual harassment, and so will be
responsible for planning, coordinating and implementing educational
programs on sexual harassment for staff members. Campus life and
Student Development section will be committed to educating students and
responsible for planning and implementing educational programmes on
sexual harassment for students.
4.3
DISCIPLINARY MEASURES
Upon receiving an accusation of sexual harassment against a member of
the faculty, staff, or student body, the University will initiate the appropriate
disciplinary procedures. The disciplinary procedures shall be in accordance
with BUSE Act chapter 25:22 and the Labour Act chapter 28:01. For
students the matter shall be referred to the Senior Proctor and copied to the
Dean of students who institute investigations according to procedures
stipulated in Ordinance 4 of 2001.
An individual who makes an accusation of sexual harassment will be
informed at the close of the investigation, whether or not disciplinary
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procedures will be initiated; and at the end of any disciplinary procedures,
of the discipline imposed, if any.
5
POLICY DETAILS
5.1
DEFINITIONS
Sexual harassment is defined for this policy as:
Any unwelcome sexual advances, requests of sexual activity and other
verbal or physical conduct of a sexual nature by;
Either a University employee in a position of power or authority to a
University employee or a member of the student body, or vice versa,
Or a student to a member of the student body, or towards a member of
staff
Or a junior member of staff to another member staff
The effect of such conduct is to interfere unreasonably with work or
academic performance of the person being harassed thereby creating an
intimidating, hostile, or offensive environment.
5.2
EXAMPLES OF HARASSING BEHAVIORS
Pressing against one’s body.
Posters/calendars of naked women and
those copper plaques with wise cracks
about women
Patting of any body parts
Suggestive handshakes (with a little
pinch)
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Rubbing one’s back or winking, tickling
etc
Carpet interviews
Threats of no promotion or failure if one
does not comply or even more overt
victimization
Being
persistently
asked
on
a Black
date/lunch after having refused
mailing
a
woman/male
or
female/male student who has made a
mistake at work or in lectures
Sexually explicit jokes
Passing notes with sexual innuendoes
Being called sugar, darling, sweetheart Rude jokes and suggestive stories
etc.
Giving co-workers the impression that The boss sitting on your desk or leaning
there is a sexual relationship going on over you when talking or giving orders.
between you and the person.
5.3
COMPLAINT PROCEDURES
Employees or students who have complaints or feel they are being sexually
harassed should report such conduct. An informal or formal complaint can
be lodged to the Assistant Registrar, Human Resources for staff and Dean
of Students for students. Allegations of harassment will be promptly
investigated, giving due regard to the
5.4
need for confidentiality.
PROTECTION AGAINST RETALIATION
An employee/student has the legal right at any time to raise the issue of
sexual harassment without fear of reprisal. The policy prohibits retaliation
against any person who brings an accusation of sexual harassment or who
assists with investigations or resolution of sexual harassment.
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The University may discipline an employee or student who has been
determined to bring an accusation of sexual harassment in bad faith.
6.
GOVERNANCE, MANAGEMENT ROLES AND ACCOUNTABILITIES
The University’s Human Resources Department shall review this policy regularly
and revise it when necessary in consultation with staff and management.
7.
Employee Acknowledgement
By signing below, I acknowledge that I have read, understood, and agree to
abide by the provisions set forth in the sexual harassment prevention policy.
----------------------------Name
-----------------------------------Signature
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-----------------Date