SEXUAL HARASSMENT IS NOT TOLERATED AT THE UNIVERSITY OF FLORIDA
Please visit the links on this page for Policies, Resources, and Training on Sexual Harassment.
It is the policy of The University of Florida to provide an educational and working environment for its students, faculty, and staff that is free from sex discrimination and sexual harassment. In accordance with federal and state law, the University prohibits discrimination on the basis of sex, including sexual harassment. Sex discrimination and sexual harassment will not be tolerated, and individuals who engage in such conduct will be subject to disciplinary action. The University encourages students, faculty, staff, and visitors to promptly report sex discrimination and sexual harassment.
This policy applies to visitors, applicants for admission to or employment with the University, students, and employees of the University who allege sex discrimination, including sexual harassment, by University employees, students, visitors, or contractors.
Sexual Harassment is a form of sex discrimination that can occur when:
- The submission to unwelcome physical conduct of a sexual nature, to unwelcome requests for sexual favors, or to other verbal conduct of a sexual nature is made an implicit or explicit term or condition of employment or education; or
- The submission to or rejection of unwelcome physical conduct of a sexual nature, unwelcome requests for sexual favors, or other verbal conduct of a sexual nature is used as a basis for academic or employment decisions or evaluations; or
- Unwelcome physical acts of a sexual nature, unwelcome requests for sexual favors, or other verbal conduct of a sexual nature have the effect of creating an objectively hostile environment that interferes with employment or education on account of sex.
Anyone who believes that he or she has been subjected to a violation of this policy or related retaliation is strongly encouraged to promptly report such behavior to the Director of Employee Relations or any university official, administrator, supervisor, manager, or faculty member.
- Except for student-on student sexual harassment, students are strongly encouraged to report such incidents to the Director of Employee Relations. For student-on-student sexual harassment incidents, reports should be directed to the Dean of Students, Office of Student Conduct and Conflict Resolution.
- Incidents should be reported as soon as possible after the time of their occurrence to allow the university to take appropriate remedial action. No employee or student should assume University of Florida officials knows about a situation or incident.
- Any university official (administrator, supervisor or manager) who has knowledge of or receives a written or oral report or complaint of a violation of this policy must promptly report it to the Director of Employee Relations, and may be disciplined for failing to do so.
- Any faculty member, teaching assistant or staff member with knowledge of sexual harassment of a student must promptly report the incident to the Director of Employee Relations, and may be disciplined for failing to do so.
- Other persons who suspect a violation of this policy should report it to an appropriate person in their department / unit or to the Title IX Coordinator.
University Title IX Coordinator
Assistant Director, Office of Institutional Equity & Diversity
Human Resource Services
903 W. University Avenue
PO Box 115010
Gainesville, FL 32611-5010
Participation of a supervisor, faculty member, advisor, or coach in a consensual romantic or sexual relationship with a subordinate employee or student always creates a prohibited conflict of interest that must be reported to the appropriate hiring authority for proper disposition. A conflict of interest is created when an individual evaluates or supervises or has decision making power affecting another individual with whom he or she has an amorous or sexual relationship. Moreover, such relationships, even when consensual, may be exploitative and imperil the integrity of the work or education environment.
It is an essential objective of the University of Florida to maintain a safe and comfortable workplace and academic environment for all members of the University community. Our policy is clear: sexual harassment will not be tolerated at the University and it should not be ignored. Our zero tolerance policy for sexual harassment prohibits any member of the University community—student, faculty, or staff—from harassing any other member or visitor.
Sexual harassment can be identified as the inappropriate introduction of unwelcome sexual advances, requests for sexual favors and other verbal and physical conduct of a sexual nature where sex would otherwise be irrelevant. In addition to violating University policies, sexual harassment violates federal and state laws. It may occur in a variety of situations and under myriad circumstances.
Each member of the University community is asked to participate fully in our collective effort to maintain the University of Florida’s commitment to zero tolerance of sexual harassment.
J. Bernard Machen
Vice President's Message
All of us have a role in preventing and reporting sexual harassment. The Office of Human Resource Services is committed to President Machen’s goal of providing a safe, comfortable workplace and academic environment for everyone at UF: faculty, staff, students, and visitors.
From prevention to resolution, Training and Organizational Development’s online training program is designed to provide a useful framework in articulating expectations concerning the prevention of and response to sexual harassment at UF. The university’s Employee Relations office has extensive experience in the area of harassment investigations. The Office of Human Resource Services take all claims seriously and have a thorough process to review and research each sexual harassment claim.
To this end, Training & Organizational Development’s online training program will provide you with the tools to understand sexual harassment, to help prevent it from occurring at UF, and to aid you in reporting incidents should they occur. We are here to assist you.
Paula Varnes Fussell
Vice President for Human Resource Services
Sexual Harassment Compliance Training
Completion of sexual harassment training is a compliance expectation of employment at the University of Florida. All employees of the university (faculty; TEAMS/USPS; and all OPS, including general, students, and academic)—that is anyone who receives a paycheck from the University of Florida—are expected to complete this training and receive University of Florida training compliance certification.
New hires are expected to meet this training compliance requirement within the first 30 days of employment and provide certification of training completion to appropriate department personnel.
Current employees who have not previously met the compliance requirement through seminar or mini-conference attendance are required to complete the compliance requirement through online training.
All faculty and staff are expected to complete refresher training every two years.
More than 15,000 sexual harassment cases are brought each year to the Equal Employment Opportunity Commission (EEOC). Sadly, studies confirm that most cases go unreported. Sexual harassment is still a very real issue in our society and at the University of Florida.
All employees have a role in ensuring the university is a safe place to work and study and are expected to attend this important seminar as part of their employment at UF.
To take the online sexual harassment prevention training course, log on to the myUFL system and go to > My Self Service > Training and Development > Preventing Sexual Harassment.
Online Training and Other Resource Materials
Human Resource Services provides an online training program, Preventing Sexual Harassment, through New Media Learning. After reviewing the program content and completing the exercises, employees must pass a Mastery Test at the end of the program to attain training compliance certification. Employees should schedule a minimum of one hour to complete the course and have access to myUFL.
If you have questions, please contact Human Resource Services, Training and Development at 392-4626.
Sex Discrimination, Sexual Harassment, and Harassment brochure (PDF)
If you'd like a hard copy, please contact our office.
Writing a Letter to the Harasser example
People often feel powerless when experiencing sexual harassment and are reluctant to confront the harasser personally. An excellent alternative is writing a letter directly to the harasser.
Mail a copy of the letter to the harasser using registered or certified mail. Keep a copy of the letter for yourself.
The letter should consist of three parts:
1) A factual account of what happened - including details of dates and a description of offending behaviors.
2) A description of how you feel about what occurred - including specific feelings and personal thoughts and opinions.
3) A statement of what you want to happen next. Most writers want the behavior to stop; but, if a remedy is necessary, it should be included here.
Questions Or Comments? email@example.com