| Sexual
harassment and sexual misconduct. UTMB is committed
to providing a working environment that is free from inappropriate
conduct of a sexual nature. Sexual harassment and sexual misconduct
are illegal and unprofessional. Employees who engage in such conduct
will be subject to disciplinary action, including termination.
The definition of sexual harassment is as follows: “Any unwelcome
sexual advances, requests for sexual favors and other verbal or
physical conduct of a sexual nature constitute sexual harassment
when:
-
Submission to such conduct is made either explicitly or
implicitly a term or condition of an individual’s employment
or academic advancement;
-
Submission to or rejection of such conduct by an individual
is used as the basis for employment or academic decisions
affecting that individual;
-
Such conduct has the purpose or effect of unreasonably interfering
with an individual’s work or academic performance or
creating an intimidating, hostile or offensive work, learning
or social environment.”
Examples of behavior that could be considered sexual misconduct
or harassment include but are not limited to:
-
Physical contact of a sexual nature including touching,
patting, hugging, or brushing against a person's body;
-
Explicit or implicit propositions or offers to engage in
sexual activity;
-
Comments of a sexual nature including sexually explicit
statements, questions, jokes or anecdotes; remarks of a sexual
nature about a person's clothing or body; remarks about sexual
activity; speculation about sexual experience; and
-
Exposure to sexually oriented graffiti, pictures, posters,
or materials.
Workplace
violence. UTMB strives to assure that employees are
provided a safe working environment. Violence in the workplace
is not tolerated at UTMB. Workplace violence may be considered
illegal and it is certainly unprofessional. Employees who are
involved in violent actions against other individuals or who direct
verbal or written threats at other individuals will be subject
to disciplinary action, including termination. Examples of behavior
that may be considered workplace violence include but are not
limited to:
-
Physical interference with or restriction of an individual's
movement;
-
Physical fighting with anyone on UTMB property; and
-
Making verbal or written threats against another employee.
Employees who observe or experience any form of harassment or
violence should report the incident to their supervisor, the Affirmative
Action Office, your department administrator, the UTMB Compliance
Office, or the UTMB Fraud and Abuse Hotline (1-800-898-7679).
The UTMB policy 3.2.4, Sexual Harassment and the Workplace Violence
policy 8.1.4 may be accessed via the Internet at http://www.utmb.edu/policy/ihop/ |
|
Q |
An
employee has a picture of his girl friend on his desk. The
picture is somewhat sexually suggestive but does not include
nudity. A coworker complains about the picture. Should the
employee be made to remove the picture from the workplace? |
A |
A
supervisor who receives this complaint should review the
picture and determine whether it is appropriate for the
workplace. |
Q |
My
supervisor makes remarks laden with sexual innuendo clearly
directed at me. What can I do? |
A |
The
employee should ask the supervisor to stop his/her remarks.
If he/she does not, the employee should immediately contact
the UTMB Affirmative Action Office (409) 772-1463. Even
though the behavior is not physical, the verbal sexual innuendo
may create a hostile work environment. |
Q |
John
is an employee in the School of Medicine. His supervisor,
the research coordinator, pesters him for dates and he has
always refused her. She continues to ask him out and leaves
notes on his desk making it uncomfortable for him to come
to work. Is this appropriate? |
A |
No.
Repeated 'unwelcome' behavior such as this could constitute
a hostile environment sexual harassment. The repetition
of the request after repeated refusal creates the problem.
John should contact the Affirmative Action Office in a timely
manner. |
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