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Prevention Expectations

Administrators, managers and supervisors are expected to:

  • Administer and support the sexual harassment policy.
  • Be able to identify behaviors that legally constitute sexual harassment and those defined under Iowa State University's sexual harassment policy, aimed at preventing sexual harassment.
  • Assume the appropriate administrative role in taking action to prevent sexual harassment.
  • Take steps to ensure that employees and students have a working and learning environment free of sexual harassment.
  • Review the sexual harassment policy with all employees on an annual basis.
  • Ensure that all new employees have a copy of the policy, and it has been reviewed with the direct supervisor.
  • Distinguish between the formal and informal resolution process.
  • Implement the informal resolution process by responding to complaints and hostile or potentially hostile situations in a timely manner.
  • Support the assister role and those individuals acting as assisters with victims.
  • Provide access to support and assistance in finding resources for counseling to victims of sexual harassment.
  • Take appropriate steps to prevent retaliation from occurring and if it does, deal with it in an appropriate and timely manner.
  • Be a role model and set the tone for appropriate workplace behavior.

In addition, administrators, DEOs and directors are expected to:

  • Oversee the implementation of the sexual harassment policy within the department.
  • Ensure that training is provided so that manager and supervisors are adequately prepared to carry out their responsibilities.
  • Continuously review, monitor, and are prepared to report activity within their department, division or college.
  • Assess the extent to which the policy has been administered and include such assessment as a part of the administrative performance evaluation.