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Gender-Based Harassment may include, but is not limited to, verbal or physical attacks, graphic or written statements, threats, or slurs.Whether the alleged conduct constitutes prohibited Gender-Based Harassment depends on the totality of the particular circumstances, including the nature, frequency and duration of the conduct in question, the location and context in which it occurs and the status of the individuals involved.Pursuant to this policy and Title IX of the Education Amendments of 1972, the University will identify Responsible and Confidential Employees on a regular, ongoing basis, and notify these individuals of their obligations to report (or not report) potential violations.The University will provide regular, mandatory training for all University employees related to issues covered under this Policy.Sexual Harassment committed by an employee or third party can lead to discipline or corrective action when: b.Gender-Based Harassment is behavior consisting of physical or verbal conduct based on gender, sexual orientation, gender-stereotyping, perceived gender, or gender identity, but not involving conduct of a sexual nature, when such conduct is sufficiently severe or pervasive such that it substantially interferes with an individual’s employment, education or ability to participate in or benefit from University programs, activities or opportunities and would detrimentally affect a reasonable person under the same circumstances.This policy is a companion to University Policy AD91, Discrimination and Harassment and Related Inappropriate Conduct.

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This includes the touching of an unwilling person’s intimate parts (defined as genitalia, groin, breast or buttock, or clothing covering them), or forcing an unwilling person to touch another’s intimate parts.If you believe you are the victim of any Prohibited Conduct described in this Policy, please immediately go to the Resources and Reporting Section of this Policy for resources and contact information.To establish the University's policy prohibiting sex and/or gender-based harassment and misconduct, as well as to define types of misconduct that must be reported.Even when both parties have consented to the relationship, there may be perceptions of conflicts of interest or unfair treatment of others.Such perceptions undermine the atmosphere of trust essential to the educational process or the employment relationship.This includes impairment or incapacitation due to alcohol or drug consumption, or being asleep or unconscious, where the respondent knew or reasonably should have known that the person was incapacitated.