GIAL is committed to provide and maintain an environment that is characterized by respect for all and free from any form of sexual harassment. Any complaints of conduct under the definition of sexual harassment will be investigated and appropriate action taken, including the notification and involvement of law enforcement authorities when required. GIAL will not tolerate any behavior which constitutes sexual harassment.
Definition of Sexual Harassment for Employees
Sexual harassment includes, but is not limited to, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature where:
- submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or used as the basis for employment decisions.
- such conduct has the purpose or effect of unreasonably interfering with an individual’s work or creating an intimidating, hostile, or offensive working environment.
Definition of Sexual Harassment for Students
Sexual harassment is conduct that: 1) is sexual in nature; 2) is unwelcome; and 3) denies or limits a student’s ability to participate in or benefit from a school’s education program.
Two general types of sexual conduct can deny or limit a student’s ability to participate in or benefit from a school’s program:
- One form of sexual harassment occurs when a teacher or other school employee conditions an educational decision or benefit on the student’s submission to unwelcome sexual conduct. If this occurs, it does not matter whether the student resists and suffers the threatened harm or submits to and avoids the threatened harm—regardless of the student’s response it is sexual harassment.
- Sexual harassment also occurs when a teacher, school employee, other student, or third party creates a hostile environment that is sufficiently serious to deny or limit a student’s ability to participate in or benefit from the school’s program.
Investigation and Resolution of Sexual Harassment Complaints
If any person believes he or she has been sexually harassed, the first step is to tell the person involved that his/her actions are offensive and unwelcome and ask the person to stop.
If a person believes he or she has been harassed but does not want to confront the person or if the person continues the harassment, the situation should be reported. All GIAL faculty and staff, except for pastoral counselors or other persons with a professional license requiring confidentiality, have an obligation to report incidents of alleged sexual harassment or sexual violence to the appropriate school authority.
|Victim of Harassment||Report Violation to:|
|Students||Title IX Coordinator (Dean of Students)|
|Faculty||Dean of Academic Affairs|
|Non-Faculty Staff||The individual’s Sr. Administrator (Dean / VP level)|
|Complaints of Harassment Against:||Report Violations to:|
|President||Chairman of the Board|
The appropriate administrator or their designee will proceed with an investigation. The investigation will include meeting with the individuals involved who will be able to present facts relevant to the matter under consideration. During the investigation, it may be necessary to take interim measures to end the harassment and ensure the safety of the victim of harassment. It is the responsibility of the administrator to uphold the complaint or to dismiss it. Should the investigation reveal that censure is indicated, the administrator may impose a variety of sanctions, which may include probation or dismissal from the Institute. Allegations of illegal conduct will be referred to the appropriate law enforcement authorities.
In all cases, the administrator shall inform the President and all interested parties of his actions in this matter in writing within 30 business days of the initial complaint.
A written appeal of the decision can be made to the President by either party within five business days after being informed of the decision. A decision will be made by the President or his designee within 10 business days of the written appeal. The decision of the President is final.
The time frames in this document can be extended by mutual agreement of both parties.
GIAL prohibits reprisals or retaliation against any person (a) for alleging or complaining about discrimination or harassment, (b) for filing an internal complaint of discrimination or harassment, (c) for filing an agency action or lawsuit alleging discrimination or harassment, or (d) for participating in a harassment investigation. Any person who retaliates against a complainant will be subject to disciplinary action up to and including dismissal.
Knowingly making false allegations of discrimination or harassment, or providing evidence during an investigation with knowledge that the evidence is false, is also a violation of GIAL policy and will subject a person to disciplinary action up to and including dismissal.