Retaliation Policy

Retaliation against an individual for reporting sexual harassment or for participating in an investigation is prohibited. Retaliation is a serious violation which can subject the offender to sanctions independent of the merits of the sexual harassment allegation. Examples of retaliatory actions may include but are not limited to punitive uses of:

• grades;
• performance evaluations;
• employee action (e.g., termination, transfer, or demotion);
• scheduling;
• resource allocation;
• work assignments.

Consensual Relationships

Consensual romantic or sexual relationships between supervisor and employee or between faculty and their students are strongly discouraged. No person involved in a consensual relationship should have direct responsibility for evaluating the employment or academic performance or for making decisions regarding the promotion, tenure, or compensation of the other party to the relationship. In the event of an allegation of sexual harassment, the University will be less sympathetic to a defense based upon consent when the facts establish that a professional power differential existed within the relationship.

False Allegations

It is a violation of this policy for anyone knowingly to make false accusations of sexual harassment. Failure to prove a claim of sexual harassment is not equivalent to a false allegation. Those who are falsely accused may avail themselves of other grievance procedures (see appropriate grievance procedures).

Processing of Complaints

Alleged incidents of sexual harassment should be promptly reported. The complainant may choose to file the initial complaint with any chair, administrator, or member of the Sexual Harassment Committee. All complaints consistent with the definitions of sexual harassment herein should be forwarded to and processed by the Sexual Harassment Committee. It should be noted that immediate supervisors, instructors, members of the Sexual Harassment Committee, etc., who are considered to be the offending party in a sexual harassment complaint may be bypassed in processing a complaint.

The names of the members of the Sexual Harassment Committee are listed on the annual Augusta State University Statement on Sexual Harassment, which is posted on central bulletin boards throughout the campus and on this University web site. Names and copies of the policy are also available through the following departments:

• Human Resources (Katherine and Pickens Street)
• Student Activities (Jaguar Student Activities Center)
• Vice President for Academic Affairs (Bellevue Hall)
• Vice President for Business and Student Services (Fanning Hall)
• Dean of Students (Bellevue Hall)

The complainant will be advised about both the informal and formal steps that can be taken to redress the situation. All allegations of sexual harassment will be investigated promptly and thoroughly by the Sexual Harassment Committee. NOTE: This Policy is consistent with Board of Regents Personnel Policy 802.18 and Section 703 of Title VII of the Civil Rights Act of 1964, as amended. Legal actions for claims of sexual harassment may also be taken under Title IX and Executive Order 11246.

The committee will use its best efforts to keep complaints and reviews of complaints confidential. Only proper authorities will be advised of the situation. Any complaint, informal or formal, received by a member of the Sexual Harassment Committee will be reviewed by the entire committee and will be considered confidential.

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