UPDATES TO THE POLICY

The University of Iowa Policy on Sexual Harassment has been updated effective March 21, 2005.
 
The updates were developed by the Dispute Resolution Group, a committee of campus administrators and faculty who work with conflict resolution processes.  The updates do not change the basic purpose or substance of the Policy, but they do clarify the Policy and the procedures for resolving complaints of sexual harassment within the University community.  
 
The Policy on Sexual Harassment was last revised in 2002. The 2002 revisions called for the Policy to be reviewed within three years, or no later than 2005.  
 
The 2002 revisions required “academic or administrative officers” to report specific and credible allegations of sexual harassment to the Office of Equal Opportunity and Diversity for assistance in evaluating the situation and determining appropriate action. After a period of time utilizing the new procedures, members of the University community needed further clarification as to who met the definition of an “academic or administrative officer.”  These questions prompted the development of a “Definitions” section and refinement of the definition of “academic or administrative officer.”  The entire Policy was also reviewed, and updates were made where necessary, to comply with the requirement for the Policy to be reviewed and revised by 2005.
 
Specifically, the updates consist of the following:

• A list of definitions of key terms used in the Policy was added. See 4.1b(3).
  
• The definition of the term “academic or administrative officer” has been revised.
  
  • The previous definition indicated that “students’ academic advisors” were included.  The definition now includes “staff member[s] whose primary job responsibility is to provide advice regarding a student’s academic pursuits.”  Faculty members who advise students are not included in this definition. See 4.1b.(3).
    
  • Faculty members are not “academic or administrative officers” except for those who have administrative responsibilities as DEO or above, and those who serve as Director of Undergraduate or Graduate Studies for their department or college.  See 4.1b.(3)(a).
    
• A “supervisor” is now defined as one who has the authority to undertake or recommend tangible employment decisions affecting an employee, or to direct the employee’s daily work activities.  See 4.1b.(3)(j).  Supervisors are “academic or administrative officers.”
  
• The list of Confidential Resources is now found in two places within the Policy. See 4.1c.(3)(a) and 4.2i. This list was previously located in the section on Bringing a Complaint.  It has now been added to the section on Confidentiality as well.
  
• Additional guidance is provided relating to determining appropriate sanctions and remedial measures for violations of the Policy.  See 4.2d.
  
• If the violation is egregious, separation from the University may be appropriate even in cases of first offense. See 4.2d(3).
  
• In addition to disciplinary action, other remedial measures may be required including counseling, community service, academic or educational courses, and economic restitution for the victim. See 4.2d(4).
  
• The administrator that determines disciplinary sanctions and/or remedial measures must follow-up with the parties to assess compliance.  See 4.2d(5).
  
  The full text of the updated Policy on Sexual Harassment is available at http://www.uiowa.edu/~our/opmanual/ii/04.htm.

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