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Supervisor's Reference Guide
Workplace Harassment

Main

Contact:	Don Shore	334-4508	dcshore@uncg.edu
	HRS Program Manager
	Angela Mahoney	334-5009	almahone@uncg.edu
	HRS Program Manager
Policy Reference:	Unlawful Workplace Harassment (.pdf) Sexual Harassment Policy & Procedures Policy on Discriminatory Conduct
Definition:	Unlawful Workplace Harassment is unwelcomed or unsolicited speech or conduct based upon race, sex, creed, religion, national origin, age, color, or handicapping condition as defined by G.S. 168A-3 that creates a hostile work environment or circumstances involving quid pro quo. Retaliation is adverse treatment which occurs because of opposition to unlawful workplace harassment.
When to use:	Employees experiencing harassment from another employee or student should be advised of the Unlawful Workplace Harassment and/or Sexual Harassment Policies. Supervisors who receive complaints from any employee or student should also refer to these policies in order to best advise the employee of their rights and options in resolving any complaints or charges.
Procedures:	Each agency head or university chancellor shall develop an unlawful workplace harassment prevention plan or policies and procedures to comply with and implement the law and rules pertaining to unlawful workplace harassment. See Grievance Procedures section of the Supervisor's Reference Guide
Reminders:	This policy shall not be used to bring frivolous or malicious complaints against students or employees. If a complaint has been made in bad faith, disciplinary action will be taken against the person bringing the complaint. Information generated in the course of informal reviews and formal investigations necessary to enforcing this policy will be given the full extent of confidentiality accorded by law to employee personnel records and student educational records An employee in a supervisory position who has knowledge of conduct involving sexual harassment that may have occurred in his or her unit must take action to address the matter immediately. Not to do so may result in serious consequences for the University and will be considered a breach of supervisory responsibility.
FAQs:	What are my duties as a supervisor when I receive a complaint of sexual harassment from an employee? The Supervisor's Duties after receiving a complaint are: Advise the complainant of the meaning and importance of this policy, the seriousness of the complaint, the penalties for making improper complaints, and the University's commitment to prevent retaliation. Make written notes of the allegations Explain the options for handling the complaint as described in Section II. C., document the complainant's choice, and explain that the complaint must be submitted in writing before any review or other action takes place. Advise the complainant of the University's policy on confidentiality. Notify the University Counsel and the Affirmative Action Officer, in writing, of the complaint, of the advice given to the complainant, and of the option chosen by the complainant.
Forms:	Supervisors are strongly encouraged to keep detailed and accurate documentation regarding all harassment complaints from employees and students.

Page updated: 23-Jul-2009

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