Harassment in violation of this policy can take many forms and this conduct will not be tolerated by the University. Harassment in violation of this policy includes conduct or behavior that is insulting or derogatory to an individual based on race, sex, pregnancy, religion, color, national origin, age, disability, genetic information, military or veteran status, status as a disabled or special disabled veteran, veteran of the Vietnam Era, Armed Forces Service Medal veteran, newly or recently separated veteran, or other protected veteran or protected activity.
Harassment in violation of this policy can include, for example, racial, ethnic, sexual, or religious insults or jokes, unwelcome comments, or conduct or stereotyping on the basis of one of the above delineated protected classifications. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature.
Any unwelcome behavior constitutes harassment in violation of this policy when: (1) submission to such conduct is made a term or condition of an individual's employment, (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creates an intimidating, hostile or offensive working environment.
If anyone believes that he or she has been a victim of, or a witness to, any type of unlawful harassment during the course of employment, please follow the procedures set forth in Section 2.3 below, except for complaints of sexual harassment which are handled as set forth herein. If anyone believes that he or she has been a victim of, or witness to any type of sexual harassment, they should promptly notify the Sexual Harassment and Misconduct Committee by submitting a written complaint to P.O. Box 6181, Hampton University, Hampton, VA 23668. Complaints may be submitted anonymously.
The Sexual Harassment and Misconduct Committee will then investigate the complaint. The investigation will involve meeting with the alleged victim, the alleged wrongdoer, and relevant witnesses. Although the University must necessarily investigate the complaint and cannot assure complete confidentiality, the University will maintain the confidentiality of the complaint to the extent possible. Once the investigation is complete, the University will take any warranted remedial action the University deems necessary to end the discrimination or harassment or to prevent an offense from being repeated. Employees who are not satisfied with the determination of the Sexual Harassment and Misconduct Committee can appeal the decision through the University's grievance procedure.
Employees may be confident that the University will not tolerate any form of retaliation against employees who, in good faith, make a complaint of discrimination or harassment, assist in making such a complaint or cooperate in an investigation of such complaint.
The grievance procedure for harassment is the same as that of discrimination.