Individuals who believe they have been sexually harassed may strive for satisfactory resolution through the following options: 

1.0   OPTION 1 

Approach the individual allegedly responsible for the sexual harassment for the purpose of discussing and clarifying the offensive experience. It is recommended that this discussion be a private opportunity for persons involved to share their points of view and potentially reach a satisfactory resolution. 

Write a confidential letter to the individual allegedly responsible for the sexual harassment, identifying what happened and when; sharing the feelings experienced; and stating the resolution desired.

Consult in a strictly confidential manner with the sexual harassment advisor appointed by the Chancellor. 

3.1  Responsibilities of the sexual harassment advisor include: 
 

(1)  Helping individuals who claim sexual harassment to clarify their perceptions of the offensive behavior/act; 
(2)  Delineating the various courses of action available to individuals who may have been sexually harassed; 
(3)  Referring individuals to professional counseling for additional guidance/support; 
(4)  Assisting individuals who claim sexual harassment in communicating with the individual allegedly responsible for the sexually harassing act(s), either in writing or in person, where either one or both seems warranted; 
(5)  Providing follow-up with individual who claims sexual harassment if the individual has taken the initiative in attempting resolution of the incident(s); and 
(6)  Maintaining communication with the Affirmative Action Office so a developing pattern may be recognized and so record-keeping can be maintained. 
3.2  No sanctions or disciplinary action against the accused may be established by the sexual harassment advisor. 

Bring an allegation of sexual harassment to the Affirmative Action Office for investigation and review. A representative of the Affirmative Action Office will investigate the allegation within the following limits: 

(1)  A member of the Affirmative Action Office staff will be present, at the request of the individual making the allegation, in all meetings involving that individual. 

(2)  At the option of the individual making the allegation, his/her identity will be kept confidential to the extent possible in an investigation. 

(3)  In the attempt to achieve resolution, the Affirmative Action Officer may talk to the individual against whom the allegation is made.  The purpose of this discussion will be to allow the individual to respond to the allegation.  Should he/she respond that the allegation is based on fact, the Affirmative Action Officer will inform him/her of the implications of the behavior and attempt to resolve the issue to the mutual satisfaction of both parties and to the university. 

(4)  If a resolution has not been effected and the merits of the issue warrant further consideration, a representative of the Affirmative Action Office will serve as mediator in attempting to achieve resolution, which may include discussions with the complainant, the alleged harasser, his/her supervisor, other line supervisors, the Chancellor, System Legal Counsel and, depending upon the division(s) housing the complainant and the alleged harasser, the Vice Chancellor, the Assistant Chancellor for Student Services, or the Assistant Chancellor for Administrative Services. At this point, strict confidentiality will no longer be possible. 

(5)  If the matter has been resolved, a written record of the resolution will be shown to both parties and kept in a confidential file in the Affirmative Action Office for three (3) years commencing on the date the form is filed.  The content of the confidential file will be available only to the Director of Affirmative Action, Chancellor, complainant, alleged harasser, and, depending upon the division(s) housing the grievant and respondent, the Vice Chancellor, Assistant Chancellor for Administrative Services or the Assistant Chancellor for Student Services.