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Harassment Policy
Marquette University, as a Catholic, Jesuit institution,
insists that all human beings possess an inherent dignity
and equality because they are made in the image and
likeness of God. The university entirely and consistently
disowns, as a matter of principle, any unlawful or wrongful
discrimination against the rights of others.
As the university is committed to maintaining an environment
in which the dignity and worth of each member of
its community is respected, it will not tolerate harassment
of or by students, faculty, staff, and guests or visitors.
Such behavior of identified individuals or groups will be
subject to appropriate action, including, but not limited to,
education, probation, suspension or expulsion from the
institution or the campus, and/or civil or criminal action in
some instances.
Harassment is defined as verbal, written or physical conduct
directed at a person or a group based on color, race,
national origin, ethnicity, gender or sexual orientation where
the offensive behavior is intimidating, hostile or demeaning,
or could or does result in mental, emotional or physical discomfort,
embarrassment, ridicule or harm.
Harassment includes not only offensive behavior that
interferes with a person’s or group’s well-being or development,
but also such behaviors that interfere with one’s
employment or educational status or performance, or that
create a hostile working, academic or social environment.
It is a violation for a university person — student, faculty,
staff, guest or visitor or anyone else acting at the instigation
of a university person — to:
1. Engage in any form of harassment whether intentional
or unintentional on the campus or in the off-campus
area.
2. Retaliate against a person who has initiated an inquiry
or complaint having to do with harassment.
Racial Harassment
Racial harassment is defined as verbal, written or physical
conduct — either a single incident or a persistent pattern
of behavior — directed at a person or a group based on
one’s color, race, national origin or ethnicity, where the
offensive behavior is intimidating, hostile or demeaning,
or could or does result in mental, emotional or physical
discomfort, embarrassment, ridicule or harm.
Harassment on the Basis of Sexual Orientation
Harassment on the basis of sexual orientation is defined as
any verbal, written or physical conduct directed at a person
or a group based on sexual orientation or perceived sexual
orientation where the offensive behavior is intimidating, hostile
or demeaning or could or does result in mental, emotional or
physical discomfort, embarrassment, ridicule or harm.
Procedures
Information about harassment is available from the following
offices: Student Development, Multicultural
Center, Residence Life, Student Affairs, Campus Ministry,
Counseling Center, Recreational Sports, Student Health
Service, International Programs and Public Safety. The
Office of Human Resources may be contacted for counseling
and assistance relating to affirmative action issues.
Anyone with a question or concern about harassment is
encouraged to contact one of the above offices for counsel
and assistance.
Harassment complaints about a student should be filed
with the Office of Student Development.
Harassment
complaints about an employee (including a student
employee) should be filed with the employee’s immediate
supervisor. If the complaint is with the immediate supervisor,
the employee should contact the supervisor’s immediate
superior. A complaint about a guest or visitor should
be called to the attention of the host or the supervisor of
the area or event where the concern has arisen.
The right of confidentiality for any party involved in a harassment
incident, including the complainant and the charged,
will be respected insofar as it does not interfere with the
university’s obligation to investigate allegations of misconduct
and to take corrective action where appropriate.
Any student or employee may also contact the affirmative
action officer for counseling and assistance.
Sexual Harassment
Marquette University is committed to maintaining an environment
in which the dignity of each member of its community
is respected. Sexual harassment by or of either sex
is prohibited by state and federal law. It is a violation of the
university sexual harassment policy for anyone — faculty,
staff, students or other individuals who may be present
on Marquette’s campus or in any other location for a
Marquette-sponsored activity — to engage in any form of
sexual harassment or to retaliate in any way against an individual
who has initiated a sexual harassment complaint.
The university maintains a zero tolerance stance toward
sexual harassment and will address and investigate all
complaints in a timely, comprehensive and equitable fashion.
Violators of this policy will be subject to appropriate
corrective and disciplinary action, up to and including separation
or termination from the university. Academic and
non-academic management and supervisory personnel, at
all levels, are responsible for taking reasonable and necessary
action to prevent sexual harassment. All members of
the university community, faculty, staff and students are
required to promptly report, pursuant to these policies and
procedures, conduct that could be in violation of this policy.
Sexual harassment is defined, within the workplace for
employees and/or within the academic and/or residential
experience for students, as any unwelcome sexual
advances, demands, requests for sexual favors, innuendoes
or any other verbal or physical conduct of a sexual
nature when:
1. Submission to such conduct is made either explicitly
or implicitly a term or condition of an individual’s
employment or educational experience;
2. Submission to or rejection of such conduct by an
individual is used as the basis for employment or
educational decisions affecting such individual;
3. Such conduct is sufficiently severe and pervasive so
as to alter the conditions of, or have the purpose or
effect of substantially interfering with, an individual’s
work or academic performance by creating an intimidating,
hostile or offensive working or educational
environment.
Harassment does not include verbal expressions or
written material that is relevant and appropriately related
to course subject matter or curriculum, and this policy
shall not abridge academic freedom. Bona fide consensual
relationships likewise shall not be considered harassment
under the intent of this policy.
The university will:
1. Respond to every formal complaint of sexual harassment
reported;
2. Take action to provide remedies when sexual harassment
is discovered;
3. Impose appropriate sanctions on offenders in a caseby-
case manner; and
4. Protect the privacy of all those involved in sexual
harassment complaints to the extent it is possible.
Reporting Suspected Sexual Harassment
Any employee or student with a sexual harassment concern
or question, before filing a formal complaint, may
contact the Department of Human Resources affirmative
action officer for counsel and assistance. Any individual,
employee or student who believes that he/she may have
experienced sexual harassment or who believes that he/
she has observed sexual harassment taking place must
report this information immediately to one of the following
reporting officials:
1. The affirmative action officer
2. The director of human resources and employee benefits
3. The dean of students
4. The vice provost
5. The Department of Public Safety
6. The complainant’s supervisor, when the supervisor is
not the accused
Reports/complaints received in any of these offices in
which the accused is an employee (faculty, administrator,
staff or student employee) must, in turn, be immediately
reported to the Department of Human Resources affirmative
action officer.
Reports/complaints received by any
of these offices in which the accused is a student (other
than students accused in their capacity as employees)
must, in turn, be immediately reported to the dean of
student development, who will process such complaints
pursuant to the procedures set forth in the university
policies and procedures. Reports/complainants in which
the accused is neither a Marquette employee nor student
(e.g., vendors, visitors, etc.) shall be processed consistent
with any other complaint by notifying one of the six reporting
officials above, although the university reserves the right
to alter or modify the procedures outlined below, in its sole
discretion, in order to effectively handle these complaints.
Copies of all sexual harassment complaints shall be
forwarded immediately upon receipt by the Department
of Human Resources or the dean of students to the
senior vice president or provost or his/her designee. The
director of human resources and employee benefits (in
cases where the accused is an administrator, member of
the support staff or student employee) or the vice provost
(in cases where the accused is a faculty member) shall also
be immediately notified by the Department of Human
Resources affirmative action officer that a complaint has
been received.
For additional information about the investigation and resolution
of sexual harassment complaints, please contact
the affirmative action officer in the Department of Human
Resources or the dean of students. The university’s complete
policy on harassment can be viewed at
http://www.marquette.edu/hr/documents/SexualHarassmentPolicyFeb2007.pdf.
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