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Chairperson Responsibilities Concerning Harassment
As supervisors of faculty, staff and students, department chairpersons have a responsibility to take action when they know of a harassment situation. It is important not to ignore suspicions or knowledge that someone is being harassed on the basis of the individual's race, religion, color, national origin, ancestry, age, sex, sexual orientation, disability and marital or veteran status. Keep a copy of the university’s Policy Prohibiting Harassment, Harassment Complaint Process, and the Chairperson's Guide to Supervising at hand for referral.
If someone comes to you with a complaint of sexual harassment:
- Get the facts,
- Document the conversation,
- Suggest the complainant speak with a Harassment Adviser who is trained in handling complaints,
- Ask the person how you might be helpful,
- Reassure that retaliation against the complainant constitutes a violation of the policy and is not tolerated, and
- Call the Office of Employment Equity for advice and to notify of the situation
If you observe, know of, or suspect sexually harassing behavior:
- Speak with the alleged harasser, describing the objectionable behavior and why it may be offensive,
- Speak with the individual harassed, explaining any actions you may have taken and refer her or him to this office's website for information, and to a Harassment Adviser and
- Contact the Office of Employment Equity for advice and to notify of the situation.
If you think it would be helpful, call the Office of Employment Equity to arrange for an informational session with the faculty members and/or staff in your department to discuss sexual harassment issues and responsibilities.
| Resources To Help You | |
| Office of Employment Equity | 732-932-3020, ext. 4030 |
| Harassment Adviser | |
| Policy Prohibiting Harassment | |
