Note: This Policy is currently undergoing revision to comply with applicable law.
a. “Biased-Related Harassment” means all unlawful harassment plus harassment based on political affiliation or sexual orientation that create a hostile working or learning environment or circumstances involving quid pro quo.
b. “Hostile Environment Harassment” means unwelcome conduct that has the effect of either
i. unreasonably interfering with an individual’s work, academic, artistic, or administrative performance; OR
ii. creating an intimidating, hostile, or offensive working or learning environment for the harassed individuals and/or others.
c. “Quid Pro Quo Harassment” means unwelcome conduct such as unwelcome sexual advances, request for sexual favors, or other verbal or physical conduct when i. submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, employment decisions, academic or artistic standing or receipt of a needed UNCSA service; OR ii. submission to, or rejection of, such conduct by an individual is used as the basis for decisions affecting such individual in matters of employment, academic or artistic standing, or receipt of a needed UNCSA service.
d. “Unlawful Harassment” means unwelcomed or unsolicited speech or conduct based upon race, color, gender, age, national origin, religion, creed, genetic information, disability as defined by N.C.G.S. § 168A-3, veteran’s status, sexual orientation, gender identity, or gender expression that creates a hostile work environment or circumstances involving quid pro quo.