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Procedures for
Addressing Sexual Harassment Complaint
There are two types of resolutions
that can be implemented when resolving a complaint of sexual
harassment. They are Informal and Formal processes:
Informal Resolution:
Any member of the Tufts
community who believes that he/she has been sexually harassed
may first attempt to resolve the problem through discussion
with the other party. When discussing the problem with that
person presents particular stress or difficulties, the complainant
has the right to consult with management or a University
Sexual Harassment Resource Persons listed on this website.
The complainant should make contact with a Sexual Harassment
Resource Person for consultation and assistance with resolution
of the problem on a timely basis so that the time period
for filing a grievance can be met if he or she chooses to
do so. The complainant has the right to institute formal
proceedings at anytime during this process.
*Temporary Measures
The University may at any point in the complaint process
elect to place the alleged harasser on investigative leave,
reassignment or authorize other types of temporary measures
while an investigation is pending. The University also reserves
the right to issue stay-away orders, or no contact provisions
to any or all the parties involved in the procedures.
Formal Resolution: The
Sexual Harassment Grievance
Procedure
If the problem has not been
resolved to the satisfaction of the complainant through
informal discussion, she/he has the right to file a grievance
in accordance with the following procedure.
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If the person alleged
to be responsible for the harassment is:
- A staff member or an administrator
- file with the Director of the Office of Equal Opportunity,
the Vice President of Human Resources, or the Director
of Employee Relations/Employment.
- A faculty member - file
with the appropriate Dean of college/school or the
Provost
- A student - file with the
Dean of Students or the Dean of the college/school
The grievance should be
in writing and should summarize the harassment complained
of, the person alleged to be responsible, and the resolution
sought. A Sexual Harassment Resource Person may assist
in writing the formal grievance if the complainant wishes,
with the exception of the Title IX Coordinator.
Students:
The grievance should normally be filed within the time
period specified for filing complaints in the applicable
student handbook or if none is provided, then within one
year. The University may extend this period if it finds
that there are extenuating circumstances.
Staff/Faculty:
The grievance should normally be filed within (90) ninety
days of the incident(s). The University may extend this
period if it finds that there are extenuating circumstances.
Students:
If the person alleged to be responsible for the harassment
is a student, the grievance will be processed according
to the student's specific school/college disciplinary
procedure.
Staff/Faculty:
- If the alleged harasser is a staff
member, administrator, or faculty member, the person
with whom the grievance is filed, if other then the
Director of OEO, will notify the Director of OEO of
the complaint within five (5) working days of receiving
the written grievance.
- The Director of OEO, upon receiving
the grievance, will immediately notify the charged
party of the complaint and request that he/she submit
a written response to the charges within ten (10)
working days. Response to a complaint is required
and will be pursued to see that it is obtained in
a timely fashion.
- Upon receiving the written response
from the charged party, the OEO Director will attempt
to resolve the situation through discussion, investigation,
hearing or other steps that he/she feels is necessary.
The OEO Director may appoint a panel to further investigate
and review the matter (although this is not a requirement).
The complainant will be informed by the Director (or
his/her designee) of any action to be taken.
Investigation
by Panel: If a panel is utilized, the findings
and recommendations of the panel will be sent to
the President. A panel may include staff, faculty,
or students (when involving a student complaint).
The President or his/her designee will review the
panel's findings and recommendations and other facts
relating to the grievance, and will communicate
results of the investigation to both parties in
writing. A decision of the President is binding
and shall not be subject to review under any other
grievance procedure in effect at Tufts University.
Within the constraints of the academic
schedule, the University will strive to conclude the
investigation within thirty (30) working days from
the date the original grievance was filed.
*Note: the time limits
mentioned on this webpage are intended as reasonable
amounts of time for specific activities to occur. The
appropriate University officials may adjust the time
lines for extenuation circumstances that will further
ensure a fair and equitable process for all parties.
Central Reporting &
Coordination - Title IX regulations of the Education
Amendments of 1972 require all University personnel to
report any case of sexual harassment whether resolved
informally or formally through the grievance procedure
to the University's Title IX coordinator. (The role and
responsibilities of the Title IX coordinator are assigned
to the Director of the Office of Equal Opportunity as
noted under the section entitled Where to Find Help
on this website.) Such reports should not include the
names or identities of the persons involved. They
should include, however, a description of the complaint
and the schools or administrative units with which the
participants are affiliated. Reports from decentralized
areas will allow the Title IX coordinator to identify
patterns of frequency in a particular area or location
within the University and report these findings to the
President on an annual basis and to coordinate compliance
with federal regulations.
For a Title IX Reporting
form, click
here.
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