Following is general information about Sexual, Racial and any other kinds of harassment and the possible options for resolution regarding incidents of these forms of harassment:
Sexual Harassment constitutes unlawful discrimination, violates both law and University policy, and will not be tolerated in the University community. The University encourages reporting of such incidents and seeks to respond in a manner which expeditiously helps the grievant find resolution of the complaint.
The University recognizes that not every act that might be offensive to an individual or a group will necessarily constitute a violation of University policy. Because of the sensitive nature of alleged harassment incidents, a reasonable effort should be made to resolve them on an informal basis when possible. There are several mechanisms for resolution: 1) Direct Approach; 2) Evaluation and Education; 3) Informal Administrative Review; and 4) Formal Grievance Procedure. University policy and procedures regarding reporting and response to incidents of harassment apply to University students, agents, and employees, including faculty, EPA nonfaculty, staff, and student employees.
Definition
Sexual Harassment is defined as unwelcome sexual advances,
requests for sexual favors, or other verbal or physical conduct of a sexual
nature when such conduct:
(i) constitutes an express or implied condition to another person's academic pursuits, University employment, or participation in activities sponsored by the University or organizations or groups related to the University, or
(ii) is engaged in for the purpose of interfering with such pursuits, employment or participation, or
(iii) creates an intimidating, hostile, or demeaning environment for such pursuits, employment, or participation.
This subsection does not apply when a student engages in the proscribed conduct while acting in the capacity of University employee or teacher.
Racial Harassment or discrimination constitutes unlawful discrimination, violates both law and University policy, and will not be tolerated in the University community. The University encourages reporting of such incidents and seeks to respond in a manner which expeditiously helps the grievant resolve the complaint.
The University recognizes that not every act that might be offensive to an individual or a group will necessarily constitute a violation of University policy. Because of the sensitive nature of alleged harassment incidents, a reasonable effort should be made to resolve them on an informal basis when possible. There are several mechanisms for resolution: 1) Direct Approach; 2) Evaluation and Education; 3) Informal Administrative Review; and 4) Formal Grievance Procedure. University policy and procedures regarding reporting and response to incidents of harassment apply to University students, agents, and employees, including faculty, EPA nonfaculty, staff, and student employees.
Definition
Racial Harassment is defined as conduct that is directed toward a particular person or persons and discriminates on the basis of race in (a) University employment, including the condition, working environment, and privileges of such employment, (b) opportunity for participation in any University benefit, service, or offering, or (c) participation in University sponsored extracurricular activities.
Harassment constitutes unlawful discrimination, violates both law and University policy, and will not be tolerated in the University community. The University encourages reporting of such incidents and seeks to respond in a manner which expeditiously helps the grievant resolve the complaint.
The University recognizes that not every act that might be offensive to an individual or a group will necessarily constitute a violation of University policy. Because of the sensitive nature of alleged harassment incidents, a reasonable effort should be made to resolve them on an informal basis when possible. There are several possible mechanisms for resolution: 1) Direct Approach; 2) Evaluation and Education; 3) Informal Administrative Review; and 4) Formal Grievance Procedure. University policy and procedures regarding reporting and response to incidents of harassment apply to all University students, agents, and employees, including faculty, EPA nonfaculty, staff, and student employees.
Definition
Each individual is entitled to be treated with respect and consideration. Therefore, the University prohibits intentionally inflicting physical injury upon a person, intentionally placing a person in fear of imminent physical injury or danger, or intentionally inflicting severe mental or emotional distress upon a person through a course of conduct involving repeated abuse or disparagement. Additionally, conduct that is directed toward a particular person or persons and discriminates on the basis of religion, creed, sexual preference, age, national origin, or disability in (a) University employment, including the conditions, working environment and privileges of such employment, (b) opportunity for participation in any University benefit, service, or offering, or (c) participation in University sponsored extracurricular activities, is prohibited.
Options for Resolution Regarding Incidents of Harassment Involving a Student vs. an Employee
Options for Resolution Regarding Incidents of Harassment Involving a Student vs. another Student
Back to The Dean of Students: How We Can Help You
Division
of Student Affairs
University of North Carolina at Chapel Hill
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