VII.D. Sexual Harassment and Sexual Violence Policy - Revision history

Boardaa: /* Replaced MRC to MCCL and DCX under Responsible Employees section */

2026-02-04T23:05:19Z

Replaced MRC to MCCL and DCX under Responsible Employees section

← Older revision		Revision as of 16:05, 4 February 2026
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	'''Responsible employees''' are individuals who must report Conduct Code violations and other safety concerns that may pose a danger to an individual or others. Once made aware of such issues, the responsible employee must notify the BSC Central Office of the known details related to the event, as well as the names and contact information of parties involved. This notification must be made to the responsible employee’s supervisor, liaison, and/or the ~~Member Resources Supervisor~~ within 24 hours of finding out about the incident via email, in phone, or in person. As a result, this may reveal details about the person reporting, a person who has reached out to a responsible employee, and/or the person who has allegedly violated a Conduct Code policy. This may also reveal information about a person who is possibly a threat to themselves or others. Many BSC employees are considered responsible employees including all BSC professional staff, Board Directors, and the following unit-level managers: Presidents, Assistant Apartment Managers, House Managers, Kitchen/Food Managers, Maintenance Managers, Workshift Managers, Theme Managers, Social Managers, and Health Workers.		'''Responsible employees''' are individuals who must report Conduct Code violations and other safety concerns that may pose a danger to an individual or others. Once made aware of such issues, the responsible employee must notify the BSC Central Office of the known details related to the event, as well as the names and contact information of parties involved. This notification must be made to the responsible employee’s supervisor, liaison, and/or the Mediation and Conduct Committee Liaison and/or Director of Cooperative Experience within 24 hours of finding out about the incident via email, in phone, or in person. As a result, this may reveal details about the person reporting, a person who has reached out to a responsible employee, and/or the person who has allegedly violated a Conduct Code policy. This may also reveal information about a person who is possibly a threat to themselves or others. Many BSC employees are considered responsible employees including all BSC professional staff, Board Directors, and the following unit-level managers: Presidents, Assistant Apartment Managers, House Managers, Kitchen/Food Managers, Maintenance Managers, Workshift Managers, Theme Managers, Social Managers, and Health Workers.

	If concerned about maintaining confidentiality, please use confidential resources such as:		If concerned about maintaining confidentiality, please use confidential resources such as:

Boardaa: /* Updated new job title for CXM and Conduct Hearing Coord to MCCL */

2026-01-13T23:35:52Z

Updated new job title for CXM and Conduct Hearing Coord to MCCL

← Older revision		Revision as of 16:35, 13 January 2026
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	'''Trained Survivor Advocate'''		'''Trained Survivor Advocate'''
	The complainant in a sexual harassment or sexual violence case may opt to waive the use of the Conduct Member Advisor and instead to utilize a trained survivor advocate in their place. In this case, the BSC Conduct ~~Hearing Coordinator~~ will coordinate communication between the survivor advocate and others involved in the BSC conduct process.		The complainant in a sexual harassment or sexual violence case may opt to waive the use of the Conduct Member Advisor and instead to utilize a trained survivor advocate in their place. In this case, the BSC Mediation and Conduct Committee Liaison will coordinate communication between the survivor advocate and others involved in the BSC conduct process.


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	The following describes the Conduct Committee’s role with respects to cases involving Harassment, Sexual Harassment and Sexual Violence. For a full description of ConCom please refer to XXVI of the Policy Directory.		The following describes the Conduct Committee’s role with respects to cases involving Harassment, Sexual Harassment and Sexual Violence. For a full description of ConCom please refer to XXVI of the Policy Directory.
	:1. The conduct committee consists of the Conduct Chair, Conduct Member Advisor, and the Conduct ~~Hearing Coordinator~~. (If needed, the Cooperative Experience ~~Manager~~ or other staff member designated by the Executive Director will serve in the place of the Conduct ~~Hearing Coordinator~~).		:1. The conduct committee consists of the Conduct Chair, Conduct Member Advisor, and the Mediation and Conduct Committee Liaison. (If needed, the Director of Cooperative Experience or other staff member designated by the Executive Director will serve in the place of the Mediation and Conduct Committee Liaison).

Boardaa: /* Corrected the bad link under Confidentiality/Privacy section */

2024-09-17T21:25:54Z

Corrected the bad link under Confidentiality/Privacy section

← Older revision		Revision as of 14:25, 17 September 2024
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	Every reasonable and appropriate effort will be taken by the BSC to protect the privacy of all individuals involved in a member grievance hearing, as well as the confidentiality of the details and content of the member discipline process, including, but not limited to the preliminary investigation, Conduct Committee hearing, and appeal process, and except where permitted by BSC policy and consistent with applicable law, the sanctions imposed and on whom. It must be noted that the BSC cannot guarantee absolute confidentiality. Members involved in the Conduct process, either directly, or as a witness, are expected to maintain the confidentiality of the process and be mindful of the privacy of others involved.		Every reasonable and appropriate effort will be taken by the BSC to protect the privacy of all individuals involved in a member grievance hearing, as well as the confidentiality of the details and content of the member discipline process, including, but not limited to the preliminary investigation, Conduct Committee hearing, and appeal process, and except where permitted by BSC policy and consistent with applicable law, the sanctions imposed and on whom. It must be noted that the BSC cannot guarantee absolute confidentiality. Members involved in the Conduct process, either directly, or as a witness, are expected to maintain the confidentiality of the process and be mindful of the privacy of others involved.

	When it comes to sharing information about Sexual Harassment and Sexual Violence complaints, representatives of the BSC have a responsibility to practice ethical business conduct as enumerated in [https://policy.bsc.coop/index.php/IV.G._Business_Conduct_Policies\| IV.G. Business Conduct Policies]. As an interim health and safety measure until an investigation is concluded by proper authorities, in addition to being necessary for the maintenance of an anti-oppressive (as defined by the Anti-Oppression Policy) cooperative community, BSC staff included but not limited to the Executive Director and the Mediation and Conduct Committee Liaison, will inform the unit-level managers of the unit in which the respondent is living in that the respondent is being accused of a Sexual Harassment and Sexual Violence conduct violation. If/when a member accused of a reported SHSV violation is moved or transferred into another unit, the major manager team of the unit that the respondent is transferring from, as well as the major manager team of the unit that the respondent is transferring to, must both be notified of the ongoing case by the Executive Director and the Mediation and Conduct Committee Liaison within 24 hours of the move-in. Both manager teams will receive support regarding de-escalation, how to communicate with other members of the unit, leads to external services, and how to explicitly avoid potentially violating the Anti-Retaliation Policy. Until investigation, adjudication, and judgment is rendered by organizational authorities designated to handle Conduct Code violations, the BSC must not project an outcome that has not yet been determined by organizational authorities as true and must avoid potentially violating the Anti-Retaliation Policy.		When it comes to sharing information about Sexual Harassment and Sexual Violence complaints, representatives of the BSC have a responsibility to practice ethical business conduct as enumerated in [https://policy.bsc.coop/index.php/IV.G._Business_Conduct_Policies IV.G. Business Conduct Policies]. As an interim health and safety measure until an investigation is concluded by proper authorities, in addition to being necessary for the maintenance of an anti-oppressive (as defined by the Anti-Oppression Policy) cooperative community, BSC staff included but not limited to the Executive Director and the Mediation and Conduct Committee Liaison, will inform the unit-level managers of the unit in which the respondent is living in that the respondent is being accused of a Sexual Harassment and Sexual Violence conduct violation. If/when a member accused of a reported SHSV violation is moved or transferred into another unit, the major manager team of the unit that the respondent is transferring from, as well as the major manager team of the unit that the respondent is transferring to, must both be notified of the ongoing case by the Executive Director and the Mediation and Conduct Committee Liaison within 24 hours of the move-in. Both manager teams will receive support regarding de-escalation, how to communicate with other members of the unit, leads to external services, and how to explicitly avoid potentially violating the Anti-Retaliation Policy. Until investigation, adjudication, and judgment is rendered by organizational authorities designated to handle Conduct Code violations, the BSC must not project an outcome that has not yet been determined by organizational authorities as true and must avoid potentially violating the Anti-Retaliation Policy.

	'''Rights of the Individual Alleging the Violation/Complainant'''		'''Rights of the Individual Alleging the Violation/Complainant'''

Boardaa: /* 4. Updated the policy as per board approval at Board #2 (10/27/2022) */

2022-10-28T23:48:46Z

4. Updated the policy as per board approval at Board #2 (10/27/2022)

← Older revision		Revision as of 16:48, 28 October 2022
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	:(Where a current BSC member is the alleged perpetrator)		:(Where a current BSC member is the alleged perpetrator)

	Upon receipt of a report or complaint, whether oral or written, of an alleged violation, the Conduct ~~Hearing Coordinator~~ or a designee of the Executive Director, as appropriate, will begin a preliminary investigation and determine if there is enough information to merit a disciplinary hearing regarding the allegation. If it is determined that a hearing is warranted, they will meet with the complainant and the respondent separately to explain the member Grievance Procedure and obtain from each a statement and list of witnesses, if any, who have information pertinent to the incident.		Upon receipt of a report or complaint, whether oral or written, of an alleged violation, the Mediation and Conduct Committee Liaison or a designee of the Executive Director, as appropriate, will begin a preliminary investigation and determine if there is enough information to merit a disciplinary hearing regarding the allegation. If it is determined that a hearing is warranted, they will meet with the complainant and the respondent separately to explain the member Grievance Procedure and obtain from each a statement and list of witnesses, if any, who have information pertinent to the incident.

	After meeting with the complainant and respondent, the Central Level Manager or Supervisor handling the case will prepare the case to be heard by the Enforcement Committee. The complainant and respondent will generally be given at least three business days advance notice (exceptions only being during holidays, or Central Office closures) of the scheduled meeting time for the Enforcement Committee hearing.		After meeting with the complainant and respondent, the Central Level Manager or Supervisor handling the case will prepare the case to be heard by the Enforcement Committee. The complainant and respondent will generally be given at least three business days advance notice (exceptions only being during holidays, or Central Office closures) of the scheduled meeting time for the Enforcement Committee hearing.
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	'''Confidentiality/Privacy'''		'''Confidentiality/Privacy'''

	Every reasonable and appropriate effort will be taken by the ~~Central Level Manager or Supervisor and all other involved staff~~ to protect the privacy of all individuals involved in a member grievance hearing, as well as the confidentiality of the details and content of the member discipline process, including, but not limited to the preliminary investigation, Conduct Committee hearing, appeal process, and except where permitted by BSC policy and consistent with applicable law, the sanctions imposed and on whom. ~~However,~~ the BSC cannot guarantee absolute confidentiality. Members involved in the ~~student discipline~~ process, either directly, or as a witness, are expected to maintain the confidentiality of the process and be mindful of the privacy of others involved.		Every reasonable and appropriate effort will be taken by the BSC to protect the privacy of all individuals involved in a member grievance hearing, as well as the confidentiality of the details and content of the member discipline process, including, but not limited to the preliminary investigation, Conduct Committee hearing, and appeal process, and except where permitted by BSC policy and consistent with applicable law, the sanctions imposed and on whom. It must be noted that the BSC cannot guarantee absolute confidentiality. Members involved in the Conduct process, either directly, or as a witness, are expected to maintain the confidentiality of the process and be mindful of the privacy of others involved.

			When it comes to sharing information about Sexual Harassment and Sexual Violence complaints, representatives of the BSC have a responsibility to practice ethical business conduct as enumerated in [https://policy.bsc.coop/index.php/IV.G._Business_Conduct_Policies\| IV.G. Business Conduct Policies]. As an interim health and safety measure until an investigation is concluded by proper authorities, in addition to being necessary for the maintenance of an anti-oppressive (as defined by the Anti-Oppression Policy) cooperative community, BSC staff included but not limited to the Executive Director and the Mediation and Conduct Committee Liaison, will inform the unit-level managers of the unit in which the respondent is living in that the respondent is being accused of a Sexual Harassment and Sexual Violence conduct violation. If/when a member accused of a reported SHSV violation is moved or transferred into another unit, the major manager team of the unit that the respondent is transferring from, as well as the major manager team of the unit that the respondent is transferring to, must both be notified of the ongoing case by the Executive Director and the Mediation and Conduct Committee Liaison within 24 hours of the move-in. Both manager teams will receive support regarding de-escalation, how to communicate with other members of the unit, leads to external services, and how to explicitly avoid potentially violating the Anti-Retaliation Policy. Until investigation, adjudication, and judgment is rendered by organizational authorities designated to handle Conduct Code violations, the BSC must not project an outcome that has not yet been determined by organizational authorities as true and must avoid potentially violating the Anti-Retaliation Policy.

	'''Rights of the Individual Alleging the Violation/Complainant'''		'''Rights of the Individual Alleging the Violation/Complainant'''

Boardaa at 16:33, 3 October 2019

2019-10-03T16:33:33Z

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WikiSysop: WikiSysop moved page VII.D. Residential Sexual Harassment Policy to VII.D. Sexual Harassment and Sexual Violence Policy

2015-09-12T17:46:13Z

WikiSysop moved page VII.D. Residential Sexual Harassment Policy to VII.D. Sexual Harassment and Sexual Violence Policy

← Older revision	Revision as of 10:46, 12 September 2015
(No difference)

WikiSysop: SumCom approved Summer 2015.

2015-09-12T17:45:18Z

SumCom approved Summer 2015.

Show changes

xx>Willkrantz: moved VII.E. Residential Sexual Harassment Policy to VII.D. Residential Sexual Harassment Policy

2012-01-26T19:23:34Z

moved VII.E. Residential Sexual Harassment Policy to VII.D. Residential Sexual Harassment Policy

← Older revision	Revision as of 12:23, 26 January 2012
(No difference)

xx>Willkrantz: /* A. Introduction */ amendment that policy was passed with at 12/8/11 meeting

2012-01-26T05:57:27Z

A. Introduction: amendment that policy was passed with at 12/8/11 meeting

← Older revision		Revision as of 22:57, 25 January 2012
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	Prompt action shall be taken on the behalf of any member who notifies the Coordinator for Outreach, Diversity, and Anti-Discrimination (CODA), the Member Resources Supervisor or any Central Level Supervisor that such behavior/incident/situation has occurred. Members who feel they have been or are being sexually harassed or have witnessed sexual harassment should inform their supervisor, a house-level official, the CODA, or any Central Level Supervisor at 848-1936. All calls and complaints will be handled ~~confidentially~~.		Members who feel they have been or are being sexually harassed or have witnessed sexual harassment should inform their supervisor, a house-level official, the CODA, or any Central Level Supervisor at 848-1936. Prompt action shall be taken on the behalf of any member who notifies the aforementioned bodies that such behavior/incident/situation has occurred. All calls and complaints will be handled.”


	===B. Applicable Standards===		===B. Applicable Standards===

xx>Willkrantz: replaced old policy with a completely new one. board approved 12/8/11

2012-01-26T05:55:32Z

replaced old policy with a completely new one. board approved 12/8/11

@@ Line 1: / Line 1: @@
-Sexual Harassment in the BSC will not be tolerated.  This includes sexual harassment on the job, and in the living environment.  Prompt action shall be taken on the behalf of any member or employee who notifies the Coordinator for Outreach Diversity & Anti-Discrimination (CODA) or any Central Level Supervisor that such behavior/incident/situation has occurred.  Appropriate corrective action will be taken if any member or employee is found to have sexually harassed any employee or member of the BSC.
+===A. Introduction===
-#	Offering employment or membership benefits in exchange for sexual favors;
+Prompt action shall be taken on the behalf of any member who notifies the Coordinator for Outreach, Diversity, and Anti-Discrimination (CODA), the Member Resources Supervisor or any Central Level Supervisor that such behavior/incident/situation has occurred. Members who feel they have been or are being sexually harassed or have witnessed sexual harassment should inform their supervisor, a house-level official, the CODA, or any Central Level Supervisor at 848-1936. All calls and complaints will be handled confidentially.
-Employees or members who feel they have been or are being sexually harassed or have witnessed sexual harassment should inform their supervisor, a house-level official, the CODA, or any Central Level Supervisor at 848-1936. '''''All calls and complaints will be handled discreetly'''''
+Whether or not the criminal justice authorities choose to prosecute, the BSC can pursue formal disciplinary action against a member alleged to have committed sexual harassment and/or assault. Responsibility for adjudicating BSC disciplinary actions involving members rests with the Conduct Committee or the Cabinet when the Conduct Committee is not in session or cannot otherwise be convened.
 ----
-(revised 10/18/96)
+Any employee or member who sexually harasses another employee or member will be subject to disciplinary measures up to and including termination of employment or membership. Corrective actions/options may include advising, counseling and training.