The University of Miami is committed to providing an environment free from all forms of discrimination including sexual harassment. Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964 and the University’s Sexual Harassment Policy. Sexual harassment includes, but is not limited to, physical or verbal abuse of a sexual nature including graphic commentaries about an individual’s body, sexually degrading remarks used to describe an individual, or unwelcome propositions and physical advances of a sexual nature. Sexual harassment also includes the threat or insinuation that sexual submission or the lack thereof will be used as a basis for employment or educational decisions affecting or interfering with an individual’s salary, academic standing, or other conditions of employment, educational, or career development. It is the policy of the University to promote a cooperative work and learning environment in which mutual respect exists for all University students, faculty members, and employees. Sexual harassment is inconsistent with this objective and contrary to the University’s policy.
Any individual who believes they are the victim of sexual harassment, as well as those who believe they have observed sexual harassment, are urged to act promptly and report such conduct to the Workplace Equity and Performance Office, a Sexual Harassment Counselor, their immediate supervisor, or a Human Resources manager. The University recognizes that confidentiality is important; therefore, all complaints of sexual harassment shall be processed in a manner to protect the privacy of all parties in accordance with University policies. Any person found to be in violation of the University’s Sexual Harassment Policy will be subjected to disciplinary action, up to and including dismissal from the University.
In addition to sexual harassment being illegal, it is also against the law to retaliate against someone for complaining about sexual harassment, or for participating in an investigation of sexual harassment. Retaliation is against the University’s policy and any acts of retaliation should be immediately reported to Workplace Equity and Performance. Retaliation against any person who, in good faith reports alleged harassment or who participates in an investigation or who knowingly makes false and malicious complaints of sexual harassment may be subjected to appropriate discipline.