Integrated Statistics Sexual Harassment Policy
If you feel that you are harassed in the work place, please
submit a written description of the incident to Dr. Laura Shulman, 16 Sumner Street, Woods Hole, MA 02543.
Once the description is submitted we will take steps to
contact the people involved and resolve differences and/or issues.
Statistics is committed to maintaining a positive working environment. We do not
discriminate on the basis of race, color, national origin, sex, age,
disability, creed, religion, sexual orientation. In pursuit of these goals, Integrated
Statistics will not tolerate acts of sexual harassment or related retaliation
against or by any employee. This Policy (1) provides a general definition of
sexual harassment and related retaliation; (2) prohibits sexual harassment and
related retaliation; and (3) sets out procedures to follow when an employee believes
a violation of the Policy has occurred. It is also a violation of this Policy
for anyone acting knowingly and recklessly either to make a false complaint of
sexual harassment or to provide false information regarding a complaint.
is intended that individuals who violate this Policy be disciplined or
subjected to corrective action, up to and including termination.
For Integrated Statistics employees supporting NOAA, also see
Integrated Statistics Workplace Harassment Training.
- Appointing authority/disciplinary
authority: an appointing authority is the individual with the authority or
delegated authority to make ultimate personnel decisions concerning a
particular employee. A disciplinary authority is the individual who has
the authority or delegated authority to impose discipline upon a
- Complainant: a complainant is a person
who is subject to alleged sexual harassment.
- Respondent: a respondent is a person
whose alleged conduct is the subject of a complaint.
- Sexual harassment: sexual harassment
consists of interaction between individuals of the same or opposite sex
that is characterized by unwelcome sexual advances, requests for sexual
favors, and other verbal or physical conduct of a sexual nature when: (1)
submission to such conduct is made either explicitly or implicitly a term
or condition of an individual's employment, living conditions and/or
educational evaluation; (2) submission to or rejection of such conduct by
an individual is used as the basis for tangible employment or educational
decisions affecting such individual; or (3) such conduct has the purpose
or effect of unreasonably interfering with an individual's work or
academic performance or creating an intimidating, hostile, or offensive working
or educational environment.
- Hostile environment sexual harassment:
(described in subpart (3) above) is unwelcome sexual conduct that is
sufficiently severe or pervasive that it alters the conditions of
education or employment and creates an environment that a reasonable
person would find intimidating, hostile or offensive. The determination of
whether an environment is "hostile" must be based on all of the
circumstances. These circumstances could include the frequency of the
conduct, its severity, and whether it is threatening or humiliating.
POLICIES AND PROCEDURES
Obligation to Report
order to take appropriate corrective action, Laura Shulman must be aware of
sexual harassment or related retaliation. Therefore, anyone who believes that s/he
has experienced or witnessed sexual harassment or related retaliation should
promptly report such behavior to her.
Supervisor's Obligation to Report
supervisor who experiences, witnesses or receives a written or oral report or
complaint of sexual harassment or related retaliation shall promptly report it
to Laura Shulman.
- Reports or complaints under this Policy shall be addressed and resolved as promptly as
practicable after the complaint or report is made. Ordinarily, investigations
shall be concluded and reports submitted to the reviewing committee no later
than 90 days following the receipt of a complaint. It is Laura Shulman’s
responsibility to determine the most appropriate means for addressing the
report or complaint. Options include: 1) investigating the report or complaint
in accordance with paragraph C.3. below, 2) with the agreement of the parties,
attempting to resolve the report or complaint through a form of alternative
dispute resolution (e.g., mediation), or 3) determining that the facts of the
complaint or report, even if true, would not constitute a violation of this
Policy. Laura Shulman may designate another individual (either from within Integrated
Statistics, or from outside) to conduct or assist with the investigation or to
manage an alternative dispute resolution process. Outside investigators shall
have training, qualifications and experience as well, in the judgment of Laura
Shulman, facilitate the investigation.
reports or complaints shall be made as promptly as feasible after the
occurrence. (A delay in reporting may be reasonable under some circumstances,
as determined on a case-by-case basis. An unreasonable delay in reporting,
however, is an appropriate consideration in evaluating the merits of a
complaint or report.)
- If an investigation is conducted: The
complainant and the respondent shall have the right to:
- Receive written
notice of the report or complaint, including a statement of the allegations, as
soon after the commencement of the investigation as is practicable and to the
extent permitted by law
- Present relevant information to the investigator(s); and
- Receive, at the conclusion of the investigation and appropriate review, a
copy of the investigator's report, to the extent permitted by law.