Please be aware that UW-Madison has adopted a specific policy on Sexual Harassment and Sexual Violence, effective January 2018.
This policy prohibits acts of sexual harassment and sexual violence (including sexual assault, dating violence, domestic violence, and stalking) in all programs and activities of the University. Individuals who engage in such acts, hereafter referred to collectively as sexual harassment and sexual violence, are in violation of this policy and are subject to disciplinary action. This policy also prohibits retaliation against individuals who report sexual harassment or sexual violence, who assist others in reporting, or who participate in University proceedings related to such a report. Individuals who engage in retaliation are subject to disciplinary action.
The University will provide appropriate education about sexual harassment and sexual violence and this policy. All participants in University programs and activities are responsible for helping to ensure that our campus community is kept free of sexual harassment and sexual violence by refraining from engaging in such conduct, completing required training, and complying with reporting requirements when they become aware of sexual harassment or sexual violence.
Individuals who are subjected to acts of sexual harassment or sexual violence in violation of this policy are encouraged to report these incidents. All complaints will be treated seriously and investigated fully using a trauma-informed approach. Individuals who experience sexual harassment and sexual violence will have access to appropriate resources regardless of their decision to report.
This policy applies to:
A. University programs and activities held both on and off campus, including those held in other municipalities, states, and nations.
B. All students while they are on campus or if their off-campus conduct meets and of the following criteria:
1. The conduct constitutes or would constitute a serious criminal offense, regardless of the existence of any criminal proceedings;
2. Conduct indicates that the student presented or may present a danger or threat to the health or safety of self or others; or
3. The conduct demonstrates a pattern of behavior that seriously impairs the University’s ability to fulfill its teaching, research or public service missions. (UWS Chapter 17.02(1) and 17.08).
C. All other members of the University community (including, but not limited to: employees, volunteers, visitors, guests, contractors, and third-party vendors) while they are on campus or engaged in activities associated with University programs and activities.
WHAT TO DO ABOUT SEXUAL HARASSMENT?
We encourage early contact: consultation is not escalation. Timely discussion of people’s concerns may allow resolution before alternatives become limited. The university will protect confidentiality to the extent possible under the law.
…if you feel you’ve been sexually harassed
- Seek advice. Consult your supervisor, manager, HR representative, department chair, director, dean, or any campus resource to discuss options for resolution.
- You may choose to seek informal resolution or file a sexual harassment complaint.
- You may find it helpful to seek support from a trusted colleague. Be aware of your interest in keeping the matter as confidential as possible.
- Keep notes of what happened, when, where, and who was present. Retain copies of any correspondence.
- Consider informing the individual(s) involved that the conduct is unwelcome and that you expect it to stop.
…if you are accused of inappropriate conduct
- Early consultation may help avoid claims of retaliation and facilitate resolution of the situation.
- You will be informed of any complaint filed against you and provided with an opportunity to respond to the specific allegations.
- You should contact the Office of Equity and Diversity or another campus resource.
- You may choose to seek private legal advice.
- Be honest when questioned about alleged conduct and explain its context.
…if you are in a position of authority
(E.g., principal investigator, supervisor, manager, department chair director, dean)
- You are responsible for:
- Taking reasonable steps to prevent sexual harassment in your unit,
- Taking immediate and appropriate corrective action to stop harassment when you know or have reason to know it may exist,
- Preventing its recurrence, and
- Remedying effects that could reasonably have been prevented.
- Sexual harassment can arise in a healthy environment but it often develops in negative climates. If you have concerns about the climate in your area, consult with a campus resource to learn about proactive measures to improve the climate for all individuals.
- Distribute relevant policies to new faculty and staff and to all employees periodically and when there are modifications to the policy.
- Schedule sexual harassment information sessions and promote attendance by all department members.
- Encourage employees and students to come forward with questions concerns, and allegations. Avoid discouraging people from “going outside the department with problems.” (A person may not be comfortable reporting within the department and may not seek help if the department’s culture discourages outside assistance.)
- Take every complaint seriously and ensure that others do as well. Ensure that your department adequately addresses all complaints. If you have questions about the scope of your responsibility, contact the Office for Equity and Diversity (OED) or another campus resource. Keep the advice for conversations offered in this site in mind during your conversation(s).
- Keep allegations confidential except on a “need to know” basis.
- Ensure that no retaliation occurs against the person making the allegations and that the person charged with harassment is not assumed guilty and/or disciplined on the basis of allegations.
- For the protection of both parties, comply with all applicable university procedures and ensure that your department fully cooperates with any investigation.
…if you are a colleague or peer
- Listen to the report of alleged harassment sympathetically but objectively. Keep the expectations and advice for conversations offered in this site in mind during your conversation(s).
- Encourage the individual to contact someone who can explain alternatives available to resolve the situation (a sexual harassment contact person, department chair or other divisional resource, the Office for Equity and Diversity, or another campus resource.
- If requested, and if you hare comfortable doing so, assist the individual in reporting the behavior. Policies prohibiting retaliation are designed to protect you as well as the person bringing allegations forward.
- Keep allegations confidential, except as necessary to cooperate with appropriate university officials.