Chapter Eight - Miscellaneous

I. Sexual Harassment

Sexual Harassment is unwanted sexual attention. The University defines Sexual Harassment as follows: The unwelcome sexual advances, request for sexual favors and other verbal or physical conduct of a sexual nature constitutes sexual harassment when:

• submission to such conduct is made, either explicitly or implicitly, a term or condition of an individual's employment or academic status; and
• submission to or rejection of such conduct by an individual is used as the basis for an employment decision or an academic decision affecting that individual.

Academic Sexual Harassment Advisors for the School are identified annually by the Dean.

The primary responsibilities of the Sexual Harassment Advisors are to listen and to make individuals aware of the options available and to assist in implementing that which one chooses. The choice, however, of which avenue to pursue, remains that of the individual. Advisors are appointed to counsel anyone wishing to discuss perceptions of sexual harassment. All discussions are strictly confidential unless explicit permission is given to the Advisor to pursue the matter further.

There are a variety of procedures, formal and informal, when dealing with cases of Sexual Harassment, depending on the severity of the situation and the institutional affiliation of those involved. An informal, but often effective, procedure can be as simple as sending a letter to the individual perceived as a harasser, describing the incident in question and asking that it cease. Usually taking this direct action can stop sexual harassment.

However, more formal procedures do exist to protect all students, faculty and staff. Copies of the Grievance Procedures are available to members of the University's community through the Harassment Advisors or directly through the Office of Workforce Diversity, Equity and Life Quality, 160 Day Hall, X5-3976.

The President's statement on Sexual Harassment reads:

"Beyond the policy itself and its enforcement, there remains a question of institutional culture. Each of us, by example, should make clear to those around us our rejection of sexual harassment in all its forms. Deans, directors, and vice presidents should use their authority to take appropriate action when cases of this kind come to their attention. There must be no mistake about our determination to remove sexual harassment from our campus as we strengthen our resolve to make Cornell University a more civil and more humane community."

II. Protests and Demonstrations of Campus Code of Conduct

Any actions within Sage Hall that disrupt normal classroom activity, special lectures, students studying, administrative operations, faculty-work pursuits or other School activities are forbidden.

III. Fund Raising and Educational Policy Commitments

It is the responsibility of the faculty to determine the educational policies of the School. The faculty recognizes that financial support from outside donors is essential if the School is to achieve its potential, and it welcomes support that is consistent with that goal.

Subject to the approval of the Trustees, educational policy and its implementation is established by the faculty. Wherever feasible, the Dean is encouraged to seek the advice of the faculty before a commitment is made to a prospective donor on any matter that portends substantive educational implications.

Last Modified: March 25, 2003