". . .sexual harassment of students and employees in the University of Wisconsin System is unacceptable and impermissible conduct which will not be tolerated. 

Sexual harassment is a form of sex discrimination. It occurs in a variety of situations which share a common element: the inappropriate introduction of sexual activities or comments into the work or learning situation. Often sexual harassment involves relationships of unequal power, and contains elements of coercion--as when compliance with requests for sexual favors becomes a criterion for granting work, study or grading benefits. However, sexual harassment may also involve relationships among equals, as when repeated sexual advances or demeaning verbal behavior have a harmful effect on a person's ability to study or work in the academic setting." 

University of Wisconsin Board of Regents Policy Document 81-2 and revisions from Regent Policy Document 87-2 require each institution in the UW System to address allegations of sexual harassment.

(a)  Submission to such conduct is made either explicitly or implicitly a term or condition of a student's grades, recommendations, or other factors related to the student's academic career, or 
(b)  Such conduct has the purpose or effect of unreasonably interfering with a student's academic performance or of creating a university learning environment that is intimidating, hostile, or offensive. 

(a)  Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, or 
(b)  Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or 
(c)  Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or of creating a university work environment that is intimidating, hostile, or offensive to a reasonable person.

3.2  Any retaliatory action against a person lodging a sexual harassment complaint may be considered a violation of the UW-Stout Policy on Sexual Harassment and is subject to the same complaint grievance procedures and sanctions as the act of sexual harassment itself. 

3.3  This policy does not address consensual relationships that do not involve sexual harassment. However, the university discourages consensual relationships between an instructor and student or a supervisor and employee because of the inherent differences in power and authority. A statement which further defines and discusses Consensual Relationships appears as Appendix A.

4.1.1  The procedures for dealing with alleged discrimination allow several options. The options range from informal procedures described in Appendix B which allow for resolution by mutual consent to the full-fledged investigation, filing of a grievance, and formal hearing procedures in accordance with due process requirements identified in Appendix C. 

4.1.2  Options may be pursued in a sequential fashion, beginning with those in Appendix B and moving through Appendix C until a satisfactory resolution has been achieved. On the other hand, a formal complaint may be initiated at any stage individuals involved in alleged discrimination deem appropriate. 

4.1.3  It is recommended that individuals who feel they have been the victims of sexual harassment try to resolve the issue as expeditiously as possible. They should be aware that complaint grievance time limits may apply.