Faculty Manual - COST Home Page - Texas Southern University

Sexual Harassment Policy
In compliance with Title VII of the Civil Rights Act of 1964, as amended provides that it shall be
an unlawful discriminatory practice for an employer, because of the sex of any person, to
discharge without just cause, to refuse to hire, or otherwise discriminate against any person with
respect to any matter directly or indirectly related to employment. The Equal Opportunity
Commission (EEOC) has issued guidelines as to what constitutes sexual harassment of an
employee under Title VII.
Title IX of the Education Amendments of 1972,as amended prohibits sexual discrimination in
any educational program or activity receiving federal financial assistance. This applies to Texas
Southern University.
The Board of Regents has extended the policy to students at the university. Furthermore, under
the EEOC guidelines, adopted by Texas Southern University, as well as case law the following
conduct and activities are prohibited:
(1). Unwelcome sexual advances;
(2) requests for sexual favors, whether or not accompanied by promises or
threats is made relating to the employment relationship (and in the case of
students – their academic standing).
(3) any verbal or physical conduct of a sexual nature that threatens or implies,
either explicitly or implicitly, that an employee’s submission to or rejection
of sexual advances will in any way influence any personnel decision
regarding his or her employment (and in the case of students – their
academic standing, employment, or career development).
Sexual harassment of university faculty, staff, or students is strictly prohibited and subjects the
offender to oral or written warnings, suspensions, transfer, demotion, or dismissal. A claimant
may utilize the University’s compliance officer in the Human Resources Department to pursue a
claim of sexual harassment.
Hostile Work Environment Policy
Combined with the new sexual harassment policy, the Board of Regents adopted a hostile work
environment policy. It prohibits the following conduct:
(1) Any verbal or physical conduct that has the purpose or effect of substantially interfering
with an employee’s ability to do his or her job,
(2) Any verbal or physical conduct that has the purpose or effect of creating an intimidating,
hostile or offensive working environment,
(3) Certain conduct in the workplace, whether physical or verbal, committed by supervisors or
non-supervisory personnel, including but not limited to references to an individual’s body;
use of sexually degrading words to describe an individual; offensive comments; off-color
language or jokes; innuendoes; and sexually suggestive objects or behavior, books,
magazines, photographs, cartoons or pictures.
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