Sexual harassment is not only against University policy - it's illegal. A person who sexually harasses another can be held liable for his or her actions. Differences between behavior that is friendly or complimentary and behavior that is sexually harassing are recognizable. However, it is important that people consider how their behavior is viewed by others. Many accused harassers are surprised to learn how their behavior is perceived by those who feel victimized. Consider the following:

• Review your attitudes and actions toward others. Is your behavior sex neutral and bias free?
• Do not assume that colleagues, peers, employees, or students enjoy sexually oriented comments, jokes, inappropriate comments about their appearance, or even minor physical contact.
• Do not assume that others are comfortable telling you that they are offended or harassed by what you say or do.
• Be sensitive to cultural and experiential differences of those with whom you interact.
• Consider the impact your position of power may have on others' feeling, behaviors, and responses.
The University actively investigates complaints of sexual harassment. Appropriate disciplinary action, which may include termination of employment for offending employees or expulsion from the University for offending students, will be taken if it is determined that sexual harassment has occurred.

Sexual harassment has been defined by the U.S. Equal Employment Opportunity Commission as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

• submission to such conduct is a condition for employment, promotion, grades, or academic status;
• submission to or rejection of such conduct is used as the basis for employment or academic decisions affecting an individual;
• such conduct has the purpose or effect of interfering unreasonably with the individual's work or academic performance or creates an offensive, hostile, or intimidating working or learning environment.

Romantic and/or sexual relationships between faculty and students, staff and students or supervisors and subordinate employees are strongly discouraged. Such relationships have the potential for adverse consequences, including the filing of charges of sexual harassment. Given the fundamentally asymmetric nature of the relationship where one party has the power to give grades, thesis advice, evaluations, recommendations, promotions, salary increases or performance evaluations, the apparent consensual nature of the relationship is inherently suspect.

Even when both parties have consented to the relationship, there may be perceptions of conflicts of interest or unfair treatment of others. Such perceptions undermine the atmosphere of trust essential to the educational process or the employment relationship. Under such circumstances, the person in the position of supervision or academic responsibility must report the relationship to his or her immediate supervisor. If you are involved in a romantic relationship of the sort described above, and that relationship has not been reported, you can seek confidential guidance from the Affirmative Action Office. Once the consensual relationship is reported, the immediate supervisor is responsible for eliminating or mitigating the conflict of interest to the fullest feasible extent and ensuring that fair and objective processes are in place for decisions relative to grading, thesis advice, evaluations, recommendations, promotions, salary increases or performance evaluations. The new supervisory or academic arrangement should be documented. (University Policy AD41)

Penn State has a policy prohibiting sexual harassment (AD41) and a complaint procedure to assist students, faculty, and staff. Many problems can be resolved through the information resolution portion of the process. Complaints of sexual harassment may be brought to the attention of a sexual harassment resource person in your area, who will attempt to resolve the complaint at the departmental, college, or work-unit level, with the assistance of the Affirmative Action Office. Complaints also may be taken directly to the Affirmative Action Office. People available to help can answer questions, listen to complaints, advise on procedures, see that appropriate action is taken, and monitor protection from retaliation. All situations are handled in the most confidential manner possible.

To file a complaint against a student, contact:

To file a complaint outside the University, contact: