Sexual Harassment

Personal Conduct Policy

The definition of harassment is when an individual is subjected to unwelcome verbal or physical conduct or other offensive behavior, which is sexual in nature or based on gender, especially where:

  • Submission to such conduct is made either explicitly or implicitly a term or condition of employment.
  • Submission to or rejection of such conduct is used as the basis for decisions affecting an individual’s employment; or
  • Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive environment.

The Great Plains Annual Conference prohibits all forms of sexual and other unlawful harassment. The Conference will not tolerate any offensive physical, written or spoken conduct, including the use of a computer, regarding any of the following subjects:

  1. Unsolicited and unwelcome or unwanted written, verbal, physical and/or visual contact with sexual overtones. (Written examples: suggestive or obscene letters, notes and unwelcome invitations. Verbal examples: derogatory comments, slurs, jokes and epithets. Physical examples: assault, touching, impeding or blocking movement. Visual examples: leering, gestures, display of sexually suggestive objects or pictures, cartoons, posters or magazines.);
  2. Unwelcome requests or demands for sexual favors. This includes either subtle or blatant solicitations, pressures or requests for any type of favor, including unwelcome requests for dates, when it is known they are unwelcome, and whether or not they are accompanied by an implied or stated promise of preferential treatment or negative consequence concerning employment;
  3. Verbal abuse or kidding that is sexually oriented and considered unwelcome such as telling “dirty jokes” or any tasteless, sexually oriented comments, innuendo or actions that offend;
  4. Creating a work environment that is intimidating, hostile, abusive or offensive because of unwelcome or unwanted conversations, suggestions, requests, demands, physical contacts or attentions related to a prohibited form of harassment;
  5. Continuing to express sexual or romantic interest after being informed that the interest is unwelcome. (Reciprocal or mutual attraction is not considered sexual harassment);
  6. Making reprisals, threats of reprisals, or implied threats of reprisals following a negative response to efforts to establish relationship, where the reprisal relates to compensation, promotion, discipline, tenure or job assignments;
  7. Engaging in coercive sexual behavior which is used to control, influence or affect the career, salary, and/or work environment of another employee; or which may have that effect;
  8. Offering favors or employment benefits, such as promotions, favorable performance evaluations, favorable assigned duties or shifts, recommendations or reclassifications in return for sexual/romantic favors;
  9. Offering sexual favors in exchange for employment benefits, such as promotions, favorable performance evaluations, favorable assigned duties or shifts, recommendations or reclassifications; and
  10. Sending pornographic, sexually explicit, or sexually erotic material through the computer or other means.

Normal courteous, mutually respectful, pleasant, non-coercive interaction among employees, both men and women, that is acceptable to both parties, is not considered to be harassment, including sexual harassment.