Cuny queens Colleg

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between fellow students or coworkers),
or in some circumstances even where it
appears that the harasser has less
power than the individual harassed (for
example, a student sexually harassing
a faculty member). A lack of intent to
harass may be relevant to, but will not
be determinative of, whether sexual
harassment has occurred.
Examples of Sexual Harassment
Sexual harassment may take different
forms. Using a person’s response to a
request for sexual favors as a basis for
an academic or employment decision is
one form of sexual harassment. Exam-
ples of this type of sexual harassment
(known as quid pro quo harassment)
include, but are not limited to, the fol-
lowing:
s
requesting or demanding sexual
favors in exchange for employment or
academic opportunities (such as hiring,
promotions, grades, or recommenda-
tions);
s
submitting unfair or inaccurate job
or academic evaluations or grades, or
denying training, promotion, or access
to any other employment or academic
opportunity, because sexual advances
have been rejected.
Other types of unwelcome conduct of a
sexual nature can also constitute sexu-
al harassment, if sufficiently severe or
pervasive that the target does find, and
a reasonable person would find, that an
intimidating, hostile, or abusive work
or academic environment has been cre-
ated. Examples of this kind of sexual
harassment (known as hostile environ-
ment harassment) include, but are not
limited to, the following:
s
sexual comments, teasing, or jokes;
s
sexual slurs, demeaning epithets,
derogatory statements, or other verbal
abuse; 
s
graphic or sexually suggestive com-
ments about an individual’s attire or
body;
s
inquiries or discussions about sexual
activities;
s
pressure to accept social invitations,
to meet privately, to date, or to have
sexual relations; 
s
sexually suggestive letters or other
written materials;
s
sexual touching, brushing up against
another in a sexual manner, graphic or
sexually suggestive gestures, cornering,
pinching, grabbing, kissing, or fondling;
s
coerced sexual intercourse or sexual
assault.
Consensual Relationships
Amorous, dating, or sexual relation-
ships that might be appropriate in
other circumstances have inherent dan-
gers when they occur between a faculty
member, supervisor, or other member
of the University community and any
person for whom he or she has a profes-
sional responsibility. These dangers
can include: that a student or employee
may feel coerced into an unwanted rela-
tionship because he or she fears that
refusal to enter into the relationship
will adversely affect his or her educa-
tion or employment; that conflicts of
interest may arise when a faculty mem-
ber, supervisor, or other member of the
University community is required to
evaluate the work or make personnel or
academic decisions with respect to an
individual with whom he or she is hav-
ing a romantic relationship; that stu-
dents or employees may perceive that a
fellow student or coworker who is
involved in a romantic relationship will
receive an unfair advantage; and that if
the relationship ends in a way that is
not amicable, either or both of the par-
ties may wish to take action to injure
the other party.
Faculty members, supervisors, and
other members of the University com-
munity who have professional responsi-
bility for other individuals, accordingly,
should be aware that any romantic or
sexual involvement with a student or
employee for whom they have such a
responsibility may raise questions as to
the mutuality of the relationship and
may lead to charges of sexual harass-
ment. For the reasons stated above,
such relationships are strongly discour-
aged.
For purposes of this section, an indi-
vidual has “professional responsibility”
for another individual at the University
if he or she performs functions includ-
ing, but not limited to, teaching, coun-
seling, grading, advising, evaluating,
hiring, supervising, or making deci-
sions or recommendations that confer
benefits such as promotions, financial
aid or awards or other remuneration, or
that may impact upon other academic
or employment opportunities.
Academic Freedom
This policy shall not be interpreted so
as to constitute interference with acad-
emic freedom.
False and Malicious Accusations
Members of the University community
who make false and malicious com-
plaints of sexual harassment, as
opposed to complaints which, even if
erroneous, are made in good faith, will
be subject to disciplinary action.
Procedures
The University shall develop proce-
dures to implement this policy. The
President of each constituent college of
the University, the Deputy Chancellor
at the Central Office, and the Dean of
the Law School shall have ultimate
responsibility for overseeing compliance
with this policy at his or her respective
unit of the University. In addition, each
dean, director, department chairperson,
executive officer, administrator, or
other person with supervisory responsi-
bility shall be required to report any
complaint of sexual harassment to an
individual or individuals to be designat-
ed in the procedures. All members of
the University community are required
to cooperate in any investigation of a
sexual harassment complaint.
Enforcement
There is a range of corrective actions
and penalties available to the Universi-
ty for violations of this policy. Students,
faculty, or staff who are found, follow-
ing applicable disciplinary proceedings,
to have violated this policy are subject
to various penalties, including termina-
tion of employment and permanent dis-
missal from the University.
Sexual Harassment Panel
The President has designated the fol-
lowing persons to serve on the College
Sexual Harassment Panel. Complaints
of sexual harassment may be made to
any member of the panel.
Dr. Elizabeth McCaffrey
Coordinator
Counseling and Advisement
Powdermaker 128
997-5421
Professor Helen Cairns
Deputy Coordinator
Communication Arts and Sciences
G Building, Room 100A
520-7355
Ms. Valli Cook
Director of Affirmative Action
Kiely Hall, Room 1311
997-5554
Professor Elaine Ludman
Family, Nutrition, and Exercise 
Sciences
Remsen Hall, Room 306
997-4150
Mr. Robert Weller
Director, ACE Program
Kiely Hall, Room 134B
997-5717
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