Antioch University is committed to creating and sustaining a University environment in which students, faculty, and administrators can study and work in an open atmosphere, free from sex discrimination in the form of sexual harassment or other sex-related offenses.
Sexual harassment may be defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when 1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's progress or employment, 2) submission to or rejection of such conduct by an individual is used as the basis for decisions affecting such individual, or 3) such conduct has the purpose or effect of substantially interfering with an individual's work or educational performance creating an intimidating, hostile, or offensive environment. Examples include: persistent, unwanted attempts to change a professional relationship to a personal one; repeated intimations, hints, or suggestions that sexual relations are terms of continued participation in an Antioch education or
work-related activity.
Potential complainants can include third parties as well as the direct complainant. A third party may perceive favoritism or bias occurring in the other relationship and thus feel that his or her own performance is not rated fairly.
Sexual Harassment Grievance Procedures
An individual who believes s/he is experiencing sexual harassment is encouraged to deal directly with the alleged offender with the intent of communicating her/his discomfort and resolve that the situation will not be repeated. It is important to keep a record of all events or incidents that comprise the offending behavior and any subsequent communication about the behavior.
If the individual does not feel that this action would be appropriate or prefers not to handle it in this manner, s/he may follow the procedures outlined below:
A complainant may choose to:
a) initiate a formal grievance,
b) indicate that s/he does not want to initiate a formal grievance, but wants help in handling the case personally,
c) ask for assistance from the program in resolving the case at an informal level.
Informal
An informal resolution may include determining the most appropriate member of the Antioch community to speak with the alleged offender about the complainant's concerns, and asking that the behavior immediately change or stop.
A student who seeks this approach, is encouraged to talk with the Program Administrator for help in determining who might be most appropriate, although that is not necessary if the student feels like s/he would like to make that decision on her/his own. Any member of the Ph.D. Program may approach the Program Administrator to air concerns or questions without necessarily instituting formal procedures. The complainant will be told of his/her rights regarding procedures for handling complaints at this time.
Formal
The student must indicate in writing to the Program Director that s/he has a formal sexual harassment complaint. The Program Director will designate a senior member of the program to investigate once the grievant brings a formal complaint. Anyone lodging a complaint of sexual harassment must begin the procedure within 180 days of the alleged incident.
It shall be the role of the appointed designee to listen to the complaint with sensitivity and discretion. Every effort will be made to keep the information as confidential as possible up to the legal constraints visited upon the University. The information will not be shared with the rest of the community, and it will be treated with extreme respect and appropriate propriety. However, the University cannot assure complete confidentiality.
Within 10 days of receiving the written complaint, the Committee will investigate the complaint.
The designee will function as follows:
1. S/he will conduct a confidential investigation of the complaint promptly.
2. S/he will solicit information from the grievant as well as the accused individual(s).
Both the accuser and the accused are entitled to the same opportunities to have others present during a campus disciplinary proceedings.
3. S/he will make a written determination regarding the complaint normally within 30 days after his/her appointment. If it is determined that no sexual harassment has occurred, the designee will notify all parties involved. In cases where it is determined that sexual harassment has occurred, the designee will review suitable sanctions with the Program Director. Both the accuser and the accused shall be informed of the outcome of any campus disciplinary proceeding brought alleging a sexual offense.
4. If the grievant is not satisfied with the findings of the designee, s/he may, within 30 days of the receipt of the determination, file an appeal with the Program Director. If the director is named in the complaint, the grievance would begin with the Chancellor or his designee.
An attempt to penalize a grievant for initiating a complaint or any other form of retaliation is prohibited and will be treated as a separate incident. Students will be informed of their options to notify proper law enforcement authorities, including on-campus and local police, and the option to be assisted by campus authorities in notifying such authorities, if the student so chooses. Students will also be notified existing counseling, mental health, or student services for victims of sexual offenses, both on campus and in the community.
Notification of students of options for, and available assistance in, changing academic and living situations after an alleged sexual offense incident, if so requested by the victim and if such changes are reasonably available.
The Ph.D. Program is responsible to inform all members of the learning community of its sexual offense policy and engage in ways to promote the awareness of sex offenses.
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