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This policy is intended to comply with the following laws and regulations: Titles IV, VI, and VII of the Civil Rights Act of 1964; 34 C. The RO can also provide expertise and advice to help identify conduct that might be a warning sign of or constitute sexual harassment or hostile environment harassment prohibited by this policy and address concerns appropriately.
Please do not wait to report conduct of concern until harassment becomes sufficiently serious (i.e., severe, pervasive, or persistent) to create a hostile environment.
Mere offensiveness is not enough to create a hostile environment.
Although repeated incidents increase the likelihood that harassment has created a hostile environment, a serious incident, such as a sexual assault, even if isolated, can be sufficient.
200.30 Off Campus Conduct Conduct that occurs off campus can be the subject of a complaint or report and will be evaluated to determine whether it violates this policy, e.g., if off-campus harassment has continuing effects that create a hostile environment on campus.
It is central to the values of this University that any individual who believes they may have been the target of unlawful discrimination or harassment feel free to report their concerns for appropriate investigation and response, without fear of retaliation or retribution.
male/masculine or a failure to conform to those gender stereotypes.
223.00 Sexual Harassment includes: unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature, including sexual misconduct.
This includes failing to provide reasonable accommodation, consistent with state and federal law, to persons with disabilities.
An employee is strongly encouraged, but is not required, to report if they themselves are the victim of one of these types of prohibited behavior.
Employees who are hired by the University to work under a license or statutory privilege under Montana law that provides for confidentiality are not required to repot but may be required to provide de-identified statistics annually.
Upon receiving a report of alleged or possible actions that could violate this Policy, the RO will evaluate the information and determine what further action should be taken, following the procedures described in the Discrimination Grievance Procedures.
The RO will take steps, either directly or through a reporting person, to provide information about the University’s Discrimination Grievance Procedures, as well as available health and advocacy resources, and options for criminal reporting. 200.10 Disability Discrimination The University is committed to eliminating disability-based discrimination against persons with disabilities and making reasonable accommodation for any known disability that interferes with an applicant's ability to compete in a selection process, an employee's ability to perform the essential functions of a job, a student's ability to meet the essential requirements of an academic program, or a person's ability to benefit from a University service or participate in a University sponsored or hosted activity or event.