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May also be referred to as the Responding Party.(h) “Responsible Employee” is any employee who meets at least one of the following criteria: (1) has the authority to take action to redress sexual violence or other misconduct; (2) has been given a duty of reporting incidents of sexual violence or other misconduct to the Equity Compliance Officer (who is the Title IX Coordinator) or designee; or (3) is an employee whom an individual could reasonably believe has the above authority or duty.(i) “Retaliation” for purposes of this policy is defined in Section IV. The University encourages prompt reporting because witnesses’ memories and availability typically are better closer in time to the incident(s).

E of this policy.(j) “Sexual harassment” is defined in Section IV. General Information (Including Background and Contact Information)II. All reports are acted upon promptly (including investigations, as appropriate) and reasonable effort is made by the University to protect the privacy of involved parties (including protecting privacy of witnesses to the extent within the University’s control).

A primary assertion of both our religious and civil traditions is the inviolable dignity of each person. Privileged and Confidential Communications for All Protected Class Based Claims B. This policy is subject to resolution using the University’s Equity Complaint Process for Resolving Complaints of Harassment, Sexual Misconduct and Other Forms of Discrimination (the “Equity Complaint Process”), as detailed below.

It shines forth in the communion of persons, in the likeness of the unity of the divine persons among themselves.” , 1700, 1701). Confidentiality and Communicating Offenses Under this Policy A. Federal Timely Warning Obligation The University affirms its commitment to promoting the goals of fairness and equity in all aspects of its operations.

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Rather, there has to be an element of oppression; that the victim’s will is being subjugated and that she (most often it is a female though we have had cases where the victim was a male) is submitting because of the work relationship.

However, both Ohio and federal law offers protection to employees who have been subject to sexual harassment or a hostile work environment.

Rather, sexual harassment has been defined as “unwelcomed” sexual advances, requests for sexual favors, or other verbal or physical contact of a sexual nature at work.

The key here is “unwelcomed.” Willing participation, mutual flirtation, and similar conduct is rarely sexual harassment.

Sexual harassment is more than lewd or crude comments at work.

Just because it may be offensive and sexual in nature does make it to sexual harassment.