Respect Boundaries

Sexual Harassment

What is sexual harassment?

Sexual Harassment – Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

  • Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or academic standing.
  • Submission to, or rejection of, such conduct by an individual is used as the basis for employment decisions or academic decisions affecting such individual.
  • 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/academic environment.

Sexual harassment does not include personal compliments welcomed by the recipient and social interaction of relationships freely entered into by students, employees, or prospective employees; however the potential for sexual harassment even in consensual relationships must be recognized, especially in situations where a professional power differential exists (e.g., administrator/student, faculty/student, supervisor/employee, tenured/non-tenured faculty.) Sexual harassment does not include behavior which is considered to be appropriate to an academic discipline for the purpose of instruction or individual safety.

Who perpetrates sexual harassment?

Perpetrator can be anyone regardless of gender, age, ability, sexual orientation, gender identity, socio-economic status or race. They do not have to be the opposite sex of the victim. This is to include but not limited to the victim's supervisor, a client, a co-worker, a teacher or professor, a schoolmate, a stranger, even a family member.

Who are victims of sexual harassment?

Sexual harassment can happen to anyone regardless of gender, age, ability, sexual orientation, gender identity, socio-economic status or race. The victim does not have to be the person directly harassed but can be anyone who finds the behavior offensive and is affected by it.

What to do if you have been sexually harassed?

  • Tell the perpetrator in person or other documented way (in a manner or at a time when it is reasonably certain that such action will not jeopardize the student’s personal safety, academic status or professional future)that the behavior is neither humorous nor welcomed and should cease immediately.
  • Keep a written record, documenting, as precisely as possible, what happened, when it took place, the names of witnesses, if any, the student’s response, and any other information that may be helpful later. 
  • Seek advice on how to deal with the situation from a supportive and knowledgeable person.
  • File a complaint regarding the sexual harassment
    • For a student on a student violation contact;
      • UNK Senior Student Affairs Officer (Dean), Memorial Student Affairs Building, #180, (308) 865-8528
      • Associate Dean: Conrad Hall, (308) 865-8519;
      • Associate Director Residence Life: Conrad Hall, (308) 865-8519
      • Title IX Coordinator, Director Human Resources: Founders Hall #1200, (308) 
  • For an employee on a student or employee violation contact;
    • Title IX Coordinator, Director Human Resources: Founders Hall #1200, (308) 865-8388.
  • Talk with a confidential advocate who is trained to assist sexual harassment victims with the emotional and physical impacts of the harassment.  Advocates are available 24-hours a day, 365 days a year.
    • Students can contact:  Women’s Center at (308) 865-8248, Counseling Care at (308)865-8248 (24/7), or contact your local counselor.
    • Employees can contact Best Care EAP at (800) 666-8606 or contact your local counselor.
    • For additional resources go here.
  • Report the incident to the university police at (308) 627-4811 or local police at (308) 237-2104 or 911.   
  • Preserve all physical evidence of the harassment.
  • Students who have been sexually assaulted or harassed or complainants have access to University assistance in changing academic, living, working and transportation situations after an alleged incident.  If the request is made by the student or complainant and if such changes are reasonably available,  accommodations to minimize burden on the student or complainant may include:
  • Additional resources about legal issues, health care, or other concerns related to harassment can be found here.