POLICY ON SEXUAL HARASSMENT
Title VII, Section 703 of the Civil Rights Act of 1964 and Title IX of the Education Amendments of 1972 (Higher Education Act) state that the College will provide workers and students with an environment free from any harassment based on their race, color, religion, sex, age, marital status, national origin, or handicap. The College believes that sexual harassment is intrinsically harmful and corrupts the integrity of the educational process. The College is committed to maintaining an educational environment that is fair, responsible, and free from unsolicited and unwelcome sexual overtures.
Based on the Equal Employment Opportunity guidelines, King's College defines sexual harassment as follows:
"Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, constitute sexual harassment when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment."
It is the policy of the College that an act of sexual harassment is prohibited conduct at the College, subject to disciplinary action by the College.
Complaints of discrimination and/or sexual harassment should be brought directly to the equal employment opportunity director (director of human resources) or to the vice president for academic affairs, the vice president for student affairs, or the vice president for business affairs. Any complaint received by the above-mentioned vice presidents, or by any other employee of the College shall be referred to the EEO director.

PROCEDURES IN CASES OF ALLEGED SEXUAL HARASSMENT BY AN
EMPLOYEE
1. The Complaint
Complaints of sexual harassment should be brought to the Equal Opportunity Director (Director of Human Resources). The complaint shall be in the form of a written statement that sets forth the name of the individual alleged to have committed an act of sexual harassment (the "respondent") and a description of the conduct comprising the alleged harassment. The complaint shall be signed and dated by the complainant.
Within two (2) days* of receiving the complaint, the EEO director shall give the respondent a copy of the complaint. The respondent shall have three (3) days from receipt of the complaint to provide a written response.
The EEO director shall then review the complaint and response and, if warranted, initiate an investigation into the matter. Any such investigation shall be conducted by the EEO director or by a person designated by the EEO director. The investigation may include interviewing the parties, obtaining statements from witnesses, and gathering documents.
Within fifteen (15) days of receipt of the complaint, the EEO director shall issue a report of finding's (the "report") to the parties. The EEO director may include in the report a recommendation for a voluntary resolution of the complaint. If the complainant and respondent accept the voluntary resolution recommended by the EEO director, the matter shall be closed. If the EEO director does not recommend a voluntary resolution or if the complainant or respondent reject the proposed voluntary resolution a hearing shall be held. The decision of the complainant and respondent to accept the voluntary resolution, or to reject it and proceed to a hearing, shall be communicated in writing to the EEO director within five (5) days of the date of the report.

2. Formal Hearing
The EEO director in consultation with the president shall initiate the hearing proceeding by selecting a member of senior staff to serve as the hearing officer. A copy of the complaint, response, and the report of findings will be sent to the hearing officer. This report will be delivered within three (3) days of either the report of findings or receipt of the notice of rejection by either the complainant or the respondent. The hearing officer shall conduct the hearing. The hearing shall be held within fifteen (15) days of receipt by the senior staff of the aforementioned complaint, response and report of notice of rejection from the EEO director. The officer shall notify the complainant and respondent in writing of the date and time of the hearing. The notification of hearing to complainant and respondent shall advise them that they are entitled to be accompanied at the hearing by a co-employee (or in a student's situation a King's College employee or student) who may assist them throughout the proceeding.
Within ten (10) days of the conclusion of the hearing, the officer shall issue a written decision. The decision shall set forth the finding of the officer as to whether respondent has or has not committed an act of sexual harassment. If the officer finds that no act of sexual harassment has been committed, the complaint shall be dismissed. If the officer finds an act of sexual harassment has been committed, the officer shall discipline the respondent (recommend to the appropriate supervisor appropriate disciplinary action to be imposed upon the respondent).

3. Appeal of the Decision
The complainant or respondent may appeal any aspect of the decision to the president of the College. The notice of appeal shall be in writing and received by the president of the College within ten (10) days of the date of the decision. The notice of appeal shall set forth the matters the appealing party seeks review of by the president. The president may affirm, modify or reverse the hearing decision. The president shall notify the parties in writing of the determination of the appeal. The determination of the appeal by the president shall be the final decision in all regards of the College's resolution of the complaint, except a tenured faculty member may file a further appeal as provided for in Part One, VII, and Part Two, V.B. of the faculty manual.

Confidentiality
The proceedings provided for under Part (1) herein shall be confidential. The proceedings provided for under Part (2) and (3) shall be confidential unless the complainant or respondent waive confidentiality by notifying the EEO director in writing.

*All times indicated shall be computed on the basis of the College work day and exclusive of official school holidays. Extension of time may be permitted by mutual consent of the parties and with the approval of the EEO director.

Students having reason to believe that they are being harassed or intimidated, as set forth in the guidelines, by a faculty member or any King's College employee may contact the director of human resources or the vice president for student affairs. All cases will be referred to and thoroughly investigated by the equal employment opportunity director, (director of human resources). If a student feels that they are being sexually harassed by a peer, they should notify the associate vice president for student affairs who will refer them to the Student Judicial System. No employee or student shall be discharged, discriminated against, or looked upon unfavorably in any manner by the College because of charges made under this policy.

SEXUAL HARASSMENT: WHERE TO GO FOR HELP
If you are being harassed by an employee, including faculty, staff, or administration, contact Director of Human Resources, 108 North Franklin Street. Telephone 208-5925.
If you are being harassed by another student, contact associate vice president for student affairs, John Lane House, 166 North Franklin Street, telephone 208-5875. The victim can request that a Student Affairs staff member of the same gender be available to assist the victim in the process.
If you would like information on the sexual harassment policy and procedures, you may contact any of the following offices for assistance:
Associate Vice President for Student Affairs Office, John Lane House, 166 North Franklin Street
Human Resources Office, 108 North Franklin Street
Counseling Center, Administration Building
Campus Ministry Center