To hug or not to hug: not for everyone!

Leering: the creepy looks and stares

Suggestive language, sexual comments, sexual jokes, discussing sexual exploits

Touching, grabbing, or rubbing—your body or theirs

At the extreme: stalking, sexual assault, sexual violence, trading sexual favors in exchange for anything

Prohibits conditioning any educational benefit on the receipt of sexual favors

Prohibits discriminating against applicants and students on the basis of sex or sexual orientation

Prohibits sex-based conduct has the effect of denying the student equal access to an educational activity

Covers all classroom and other educational activities outside the classroom, such as student events/ activities, clubs, clerkships, and residencies.

(1) quid pro quo harassment by an employee of an educational institution—meaning that an employee offers something to a student or other person in exchange for sexual conduct;

(2) unwelcome conduct that a reasonable person would find to be so severe, pervasive, and objectively offensive that it effectively denies a person equal access to an education program or activity; or

(3) sexual assault (as defined in the Clery Act), dating violence, domestic violence, or stalking (as defined in the Violence Against Women Act). Each of these categories of misconduct is a serious violation that jeopardizes a person’s equal access to education.

Examples of Prohibited Conduct:

- Hugging students. Many other folks find it offensive, and the burden is on you to make sure that it is in fact okay.

-“I’ll let you into the [lab] if you’ll go out on a date with me.”—not okay

-“Cat calls”, sexual hand gestures, sexual conversations—not ever okay around coworkers or students

-Asking students for dates (never ok) or other coworkers for dates (you can only ask ONCE)

Sexual harassment includes:

Unwelcome sexual advances

Requests for sexual favors

Other verbal or physical conduct of a sexual nature

ACOM is committed to maintaining a safe and healthy educational and work environment free from discriminatory harassment based on age, race, color, sex, sexual orientation, religion or creed, national or ethnic origin, or disability.

Sexual or other discriminatory harassment of ACOM students is prohibited; likewise, students are prohibited from engaging in harassing behavior directed at ACOM's employees, visitors, vendors and contractors.

All students and employees are expected to comply with our Title IX policy and take appropriate measures to create an atmosphere free of harassment and discrimination.

Please refer to ACOM’s website or contact the Title IX Coordinator for the full policy.

Right

Right to receive supportive measures.

• Upon receiving a report of sexual harassment, ACOM will offer supportive measures to the person impacted by the alleged misconduct.

Right

Right to file a formal complaint.

• A “formal complaint” is a document alleging sexual harassment against a respondent and requesting that ACOM investigate the allegation.

Right

Right to a complaint resolution process.

• ACOM has an established complaint resolution process for resolving formal complaints of sexual harassment.

• Document thoroughly what you heard/ saw / observed
• ProgressIQ, or Maxient report
• Facts, not conclusions

Document

• Remind the student that there are resources to assist them as well as an entire Title IX process
• Academic Live Care and others- see Student Services

Remind

• Escalate the concern
• To CCO, Dr. Reynolds, Dr. May, or to any Associate Dean

Escalate

• Support the Student and help connect them to resources

Support the Student