Roosevelt University Policy on Sexual Harassment
Policies and Procedures | Human Resources

A. Policy Statement

As part of its commitment to the preservation of the dignity and worth of all members of the University community, Roosevelt University deplores sexual harassment of students, employees, and faculty. Because sexual harassment is unlawful and can harm the environment for learning and for working, it will not be tolerated.

An employee engaging in sexual harassment will be subject to discipline, up to and including termination. A student engaging in sexual harassment will be subject to discipline, up to and including expulsion from the University.

Sexual harassment is a violation of (1) Section 703 of Title VII of the 1964 Civil Rights Act and (2) Title IX of the 1972 Educational Amendments and (3) the Illinois Human Rights Act, III. Rev. Stat. Ch. 68, par. 1-101 et seq. Title VII of the 1964 Civil Rights Act prohibits sex discrimination in employment, and its implementing regulation at 29 C.F.R. 1604.11 delineates sexual harassment as a form of sex discrimination. Title IX of the 1972 Educational Amendments prohibits sex discrimination against employees and students. The Illinois Human Rights Act prohibits sex discrimination and sexual harassment of employees, and prohibits sexual harassment against students in institutions of higher education.

B. Definition of Sexual Harassment

Sexual harassment can occur in a variety of situations sharing a common element: the inappropriate introduction of sexual activities or comments into the work or learning situation.

It is illegal and against Roosevelt University policy for any student or employee, male or female, to sexually harass another employee or student by:

a) making unwelcome sexual advances for sexual favors and other verbal or physical conduct of a sexual nature a condition of an employee’s continued employment, or a student’s academic status;

b) making submission to or rejections of such unwelcome conduct the basis for employment or academic decisions affecting an employee or student; or

c) creating an intimidating, hostile or offensive working or education environment by such conduct.

C. Counseling Services

Services of the Counseling Center are available to any student or employee who has been a victim of sexual harassment.

D. Grievance Procedure

1. Submitting a Complaint of Sexual Harassment

If an employee or student (“Complainant”) believes that he or she has been sexually harassed, the Complainant should report the alleged action and the person involved to the Provost of Senior Vice President, Finance and Operations, and Chief Financial Officer as soon as possible. If the Complainant is more comfortable initially discussing the allegations with another employee, he or she should do so.

The employee who receives an allegation of sexual harassment should immediately bring the allegation to the Provost or the Senior Vice President, Finance and Operations, and Chief Financial Officer.

2. Investigation of a Complaint of Sexual Harassment

a. The Provost or the Senior Vice President, Finance and Operations, and Chief Financial Officer shall undertake an investigation by appointing another administrator or other qualified person to conduct the investigation. The Provost or the Senior Vice President, Finance and Operations, and Chief Financial Officer may provide for the assistance of the University’s attorneys in the investigation.

b. Neither the complaint nor the identity of a Complainant will be disclosed except when necessary for a full investigation of the complaint, and then only to those persons directly involved in the investigation.

c. The investigator shall file a written report of his / her findings with the Provost or the Senior Vice President, Finance and Operations, and Chief Financial Officer within twenty-eight (28) days after the complaint has been made. In the event the report cannot be completed within twenty-eight (28) days, the report shall state the reasons for the delay. The Complainant shall be notified of the findings of the investigation.

d. If the complainant is not satisfied with the results and findings of the investigation, he / she may appeal the findings of the investigation to the President unless the President is the person against whom the complaint has been filed. In such case the appeal shall be to the Board of Trustees.

3. Protection From Retaliation

The complainant shall be protected from any form of retaliation in connection with the filing of a sexual harassment complaint. Examples of retaliation that will not be permitted includes disciplinary action, prejudice in promotion or transfer, and awarding of grades and scholarships.

E. Recourse through State Agencies

A complainant may file a sexual harassment claim with the Illinois Department of Human Rights, 100 West Randolph Street, Suite 10-100, Chicago, Illinois 60601, (312) 814-6245. The Department will investigate the charge and make a recommendation as to whether there is substantial evidence to believe that sexual harassment has occurred.

If the charge is dismissed, the complainant may appeal the dismissal to the Illinois Human Rights Commission, 100 West Randolph, Suite 5-100, Chicago, Illinois 60601, (312) 814-6269.

F. Dissemination of Policy

1. Any employee or student is encouraged to raise questions he or she may have regarding sexual harassment with the Director of the Counseling Center, the Director of Human Resources, or the Associate Provost.

2. A copy of this University policy and its implementing regulations shall be distributed to each employee and student annually through employee and student communications such as employee and student handbooks.

3. The Dean of each College shall discuss this policy and its implementing regulations with the University’s employees each year.

4. The Counseling Center shall discuss this policy with the University’s students at appropriate intervals during their enrollment at Roosevelt University.

Adopted by the Administrative Council November 5, 1992

Human Resources | Policies and Procedures