Human Resources Office
University of Wisconsin-Superior
Old Main 201
Belknap and Catlin
P.O. Box 2000
Superior, WI 54880
Human Resources Office
Sexual Harassment Prevention Training
This Training will help you identify sexual harassment behaviors and understand the responsibility of each employee and supervisor in maintaining an environment free of harassment. The online training will take approximately 30 minutes to complete. After reviewing the materials, click "Take the Test". Answer each quiz question with the most correct answer. You will need to achieve 100% on the quiz to complete the training, and you can take the quiz more than once. After you achieve 100% on the quiz, an email of "Sexual Harassment Training Completion Certificate" will be sent to you and to the Human Resources Office and placed in your personnel file.
Thank you for taking this required training. Please contact Human Resources if you have any questions (715-394-8220).
To enable you to identify sexual harassment behaviors, understand the subtle forms and how it impacts people.
With this knowledge, you will understand the responsibility of each employee and supervisor in maintaining an environment free of harassment and where employees value and respect each other.
Harassment of any kind is bothersome, demeaning, irritating, and annoying behavior. Sexual harassment is specifically harassment of a sexual nature. The involved parties can be men or women, supervisors, subordinates, students or peers. We all suffer when our workplace tolerates abusive and demeaning behavior. To eliminate sexual harassment, we need to understand it.
Sexual harassment is a form of employment discrimination prohibited under Title VII of the Civil Rights Act of 1964, as amended. If falls under the category of discrimination based on sex.
The law describes two different forms of sexual harassment:
Quid Pro Quo
Quid pro quo is Latin for "this for that" or "something for something" and refers to an exchange. In this case, the exchange is between individuals, where one is asked to provide sexual favors in exchange for something else, such as favorable treatment in work assignments, pay or promotion.
- "Have sex with me and you will get promoted"
- "Have sex with me or you won't get promoted"
Hostile Work Environment
A hostile work environment is one in which unwelcome conduct of a sexual nature creates an uncomfortable work environment for employees and is severe or pervasive enough to affect the persons work environment. Examples of this conduct may include sexually explicit talk or emails, sexually provocative images, comments on physical attributes or inappropriate touching.
Mandy has a habit of leaning in close to Rachel and brushing her hand against her thighs when they are working at a shared workstation. Rachel has brushed her away and asked her to stop several times, but Mandy continues to annoy her.
Anyone! Sexual harassment does not occur just between a male boss and a female subordinate. Sexual harassment may occur in a variety of circumstances.
The gender of the harasser and victim are irrelevant when determining harassment.
It is important to understand that intent is not relevant in determining whether or not a behavior is sexual harassment. All that matters is the impact of the behavior on the work environment. Regardless of intent, the behavior will be judged on its impact upon the work environment.
Conduct will be evaluated from the victim's perspective. Courts have often applied a "reasonable person standard," asking whether a reasonable person would have found the conduct in question so severe and pervasive that it created a hostile environment.
People often have such different perspectives on behaviors that it is easy to offend someone through ill-considered attempts at humor, teasing or sarcasm. Remember that only the impact, not the intent, matters in determining if a reasonable person would consider the behavior sexual harassment. Before taking any risks, make certain that your behavior, whether in person, by phone or via email, is welcome. A careless mistake may become very costly to the respect others have for you and your financial and job security.
Many people touch others in the normal course of life and work, but unwanted touching can be offensive and uncomfortable to others. This is especially important to know for people who are accustomed to touching others. The best policy is always to avoid touching someone else unless you are sure it is welcome.
Peer to Peer Harassment
Subordinate Harassment of a Supervisor
Same Sex Harassment
Third Party Harassment
Supervisors are responsible for protecting employees from anyone the employer exercises some control over.
Retaliation against an employee after he or she has complained about harassment or participated in an investigation of harassment (or threatening to retaliate if he or she complains or participates in an investigation) is unlawful and can lead to serious consequences, including liability.
Once the allegation of potential sexual harassment is raised, all persons who have knowledge of the issue are on notice of retaliation, and the employer is responsible for ensuring that a proper investigation is undertaken.
If you report an incident of sexual harassment, or ask for help on a question of sexual harassment, you are entitled to confidentiality within certain limits.
If you request confidentiality, you will be advised that your employer needs to conduct an investigation. Those involved will need to be interviewed. Confidentiality will be protected where possible. Some people may "need to know". In such cases these people will ask to keep matters confidential where possible. If the issue later becomes a lawsuit, any request for confidentiality may not be able to be honored at that future time if personnel files are demanded, or if employees are interviewed by attorneys. Otherwise, access to your files on the issue can and should be limited to a "need to know" basis.
Employees who object to behavior of others should:
For more information please visit: http://www.uwsuper.edu/affirmativeaction
Supervisors exercise authority on behalf of their employer, which gives them important additional responsibilities regarding sexual harassment.
It is essential that all supervisors are aware of their responsibilities. Anyone who ignores this responsibility and is found guilty of sexual harassment may be held personally liable and may incur discipline up to and including termination of employment.
If you become aware of sexual harassment situation, it is your obligation to report it to the Affirmative Action officer or Human Resources for further investigation.
The University of Wisconsin-Superior will not tolerate discriminatory conduct or sexual harassment by university employees, including administrators, faculty, staff, or by students.
The University strongly urges the reporting of all incidents of discrimination, harassment or retaliation, regardless of the offender's identity or position. Employees should file a complaint through the lines of supervision, beginning with the employees own supervisor. If that is not desirable or appropriate, discuss the complaint with the EEO/AA representative or the Human Resource Director.
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University of Wisconsin-Superior is an equal opportunity educator and employer