Information for Supervisors, Managers, Administrators, Faculty, and any other people who are responsible for others.

Guidelines for Handling Harassment, Sexual Harassment or Discrimination

  1. Thank the person for coming to you, and let him or her know that you take the matter seriously.
  2. Provide the person with information about Board Policy 52 and contact information for the Title IX Officer. Be sure to let him or her know where to pursue a formal complaint, even if the person says he or she does not wish to do so. You can tell the person that you're neither encouraging nor discouraging a formal complaint, but that you just want the person to have the information.
  3. Explain that you will keep the matter private, but do not promise confidentiality, even if the person requests it. Tell the person that if any information needs to be shared, it will be on a need-to-know basis only. Be sure to respect that promise.
  4. Promptly contact the Title IX Coordinator and discuss the matter, even if the next step seems obvious.
    1. Do not offer any comments, guesses or opinions about possible outcomes.
    2. Do not offer any comments, guesses or opinions about the respondent (person complained of).
  5. Doing nothing is always the wrong thing, and time is of the essence
  6. Treat all complaints seriously.
    1. It is a major error to assume that a complaint has no merit or is unimportant, and fail to do anything about it. The Title IX Coordinator is available to help determine what response is necessary for any given situation and what disposition is consistent with University practice.
  7. Be aware that the complainant’s requests do not control how a case is handled.
  8. Guard against retaliation.
    1. Assure the complainant that retaliation is prohibited under the policy and warn the respondent of this same principle. Determine whether the complainant has any concerns that there will be negative consequences for disclosing the complaint, and ask him or her to inform you if retaliation occurs.
  9. Actively protect the safety and well-being of both parties.
  10. As a rule, parties on all sides experience great distress in harassment matters. It is advisable routinely to provide both parties with information about GovState support services, including counseling services and other services that may be needed.
  11. Carefully document all actions and communications.
  12. Corrective action must be appropriate.

Decisions about disciplinary action should be made in consultation with Human Resources.

For more information, see the following materials:

US Department of Education "Dear Colleague Letter" of April 2011
U.S. Department of Education Revised Sexual Harassment Guidance of 2001