Sexual Harassment by Hostile Environment:
Such conduct has the purpose or effect of unreasonably interfering with a person’s work or academic performance or creating an intimidating, hostile, or offensive environment for working, learning, or living on campus.
* Sexual conduct that interferes with an individual’s work or academic performance or creates an intimidating, hostile, or offensive environment.
An intimidating, hostile, or demeaning
environment is defined as one that is so severe,
pervasive, or objectively offensive that it interferes
with a person’s ability to learn, exist in living
conditions, work (if employed by the College), or have
access and opportunity to participate in all and any
aspect of campus life.
In Massachusetts, the legal definition of sexual harassment is as follows: “sexual harassment” means sexual advances, requests for sexual favors and verbal or physical conduct of a sexual natures when: … such advances, requests or conduct have the purpose or effect of unreasonably interfering with an individual’s work or educational performance by creating an intimidating, hostile, humiliating or sexually offensive work or educational environment.
Hostile environment harassment occurs when unwelcome sexually harassing conduct is so severe, persistent or pervasive that it affects a student’s ability to participate in University activities or creates an intimidating, threatening or abusive educational environment. If a supervisor (or coworker or fellow student) makes sexual jokes, obscene gestures and/or posts sexual pictures that make people uncomfortable, this is called “hostile environment” sexual harassment.
A Hostile Work, Learning, Co-curricular, Social or Living Environment occurs when a member of the Lehigh University community or a guest is subjected to unwelcome statements, jokes, gestures, pictures, touching, or other conducts that offend, demean, harass, or intimidate. Harassment includes offensive verbal or physical conduct that has the purpose or effect of interfering with an individual’s work or educational performance, or has the purpose or effect of creating an intimidating, hostile, or offensive environment. The violating conduct may involve a very serious and offensive event, or may involve persistent harassing behavior.
A. “Biased-Related Harassment” means all unlawful harassment plus harassment based on political affiliation, or sexual orientation that create a hostile working environment or circumstances involving quid pro quo.
B. “Hostile Environment Harassment” means unwelcome conduct that has the effect of either
1. unreasonably interfering with an individual’s work, academic, artistic, or administrative performance; OR
2. creating an intimidating, hostile, or offensive working or learning environment for the harassed individuals and/or others.
C. “Prohibited Harassment” means bias-related harassment, hostile environment harassment, quid pro quo harassment, or unlawful harassment, all as defined by this policy.
Sexual Harassment in the Educational Setting is defined as:
Unwelcome conduct of a sexual nature. Sexual harassment can include unwelcome sexual
advances, requests for sexual favors, and other verbal, nonverbal, or physical conduct of a
sexual nature. Sexual harassment of a student denies or limits, on the basis of sex, the
student’s ability to participate in or to receive benefits, services, or opportunities in the
educational institution’s program.
Sexual harassment can be verbal, visual, physical or communicated in writing or electronically. Continuous incidents of unwelcome sexual harassment such as sexual comments, gestures, sexual advances or touching constitute sexual harassment when they result in a pattern of behavior that creates a hostile environment which impairs an individual’s ability to work, learn, or participate in any College function.
The “hostile work or learning environment” form of sexual
harassment may include offensive language, jokes, gestures, comments, pictures,
calendars, or graffiti. In order to determine whether a hostile environment exists,
the standard applied by the Sexual Harassment Grievance Council shall be what
type of conduct a “reasonable person” would think is offensive, intimidating, or
Occurs when an individual is subjected to unwelcome repeated sexual comments, innuendoes, visually offensive material or touching, which alters or interferes with school or employment performance or access to opportunities
* The conduct has either the purpose or effect of interfering with a person’s education or employment
* The conduct creates an “intimidating, hostile or offensive” educational or work environment
* This form of harassment does not have to involve your grade status and can be initiated by your professor, a school official or fellow student.
* when physical, verbal or visual sexual harassment is severe enough to interfere with your schoolwork.
“Hostile work environment” harassment occurs where a person’s
severe and pervasive harassing conduct creates an offensive and unpleasant working environment. “Hostile work environment” harassment consists of language/verbiage of a
sexual nature, unwelcome sexual materials, or even unwelcome physical contact as a regular part of the work
environment. Cartoons or posters of a sexual nature, vulgar or lewd comments or jokes, or unwanted touching or
fondling all fall into this category.
Sexual harassment also can involve verbal or written communications of a sexual nature that create an intimidating, hostile, or offensive educational or work environment.
I.07. INTIMIDATION/INVASION OF PRIVACY >> Threatening or abusive behavior will not be tolerated; this includes, but is not limited to, sexual, racial or religious harassment, intimidation, hazing, stalking, prank or unwanted telephone calls, invasion of privacy, or any other behavior that creates a hostile living environment.