VII.D. Sexual Harassment and Sexual Violence Policy

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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.


Sexual harassment includes unwelcome sexual advances, request for sexual favors, and other verbal or physical conduct of a sexual nature. Sexual harassment includes, but is not limited to, the following examples:

  1. Offering employment or membership benefits in exchange for sexual favors;
  2. Making or threatening reprisals after a negative response to sexual advances;
  3. Unwelcome or irrelevant comments, gestures, intrusive questioning, or other forms of personal attention which are perceived as sexual overtures or denigration;
  4. Making or using sexually derogatory comments, epithets, slurs, and jokes;
  5. Unwanted advances including sexual propositions, touching, patting, tickling, kissing, grabbing, impeding or blocking movements, or any other invasion of personal space;
  6. Advances of the type mentioned immediately above with threatened or implied sanctions, including physical or emotional violence, loss of job security, or public humiliation;
  7. Graphic verbal commentaries about an individual’s body, sexually degrading words used to describe an individual, suggestive or obscene letters, notes or invitations;
  8. Leering, making sexual gestures, displaying sexually suggestive or derogatory objects, posters, cartoons or drawings;
  9. Assault -- any sexual intimacy that is coerced, accompanied or not by physical violence.


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.


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




(revised 10/18/96)