Sexual Harassment is defined as sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: (1) submission to such conduct is made, either explicitly or implicitly, a term or condition of an individual's employment or academic experience; or (2) submission to or rejection of such conduct by an individual is used as the basis for any employment or academic decision; or (3) the conduct is unwelcome and sufficiently severe or pervasive that it has the effect of creating an intimidating, hostile, or offensive environment. (See OAR 571-003-0025 (1)(e)).
Sexual harassment complaints often heighten feelings of distress and engender adversarial attitudes. Under these conditions any interaction between parties to a grievance may be perceived as retaliatory or motivated by ill will.
University rules prohibit retaliatory actions against individuals in response to filing sexual harassment grievances or participating in any manner in an investigation under university administrative rules. A claim that a detrimental action is retaliatory is established by proof that: (1) the complaining party participated in any manner in a sexual harassment grievance or investigation; (2) retaliation occurred; and (3) there was a causal connection between participation in the grievance or investigation and the retaliation. (OAR 571-003-0025(9)).
For information and referral please contact the Office of Affirmative Action & Equal Opportunity, 474 Oregon Hall, 346-3123; ask for Sid Moore.
Sidney E. Moore, Jr.
Human Rights Investigator
474 Oregon Hall
Tel: 346-3123
sidmoore@aaeo.uoregon.edu