CUNY Equal Opportunity, Non-Discrimination and Sexual Harassment Policy
As of November 2012, the City University of New York has a new Equal Opportunity, Non-Discrimination and Sexual Harassment Policy.
CUNY is committed to maintaining an employment and academic environment free from all forms of exploitation, intimidation or harassment, including sexual harassment. CUNY does not tolerate sexual harassment. It is demeaning, offensive, illegal and prohibited by university policy. The university strives to foster a harassment-free environment — one in which all its members can work, study and learn in an atmosphere of courtesy and mutual respect.
All members of the college community are encouraged to participate in CUNY's online Preventing Sexual Harassment training program.
Sexual Harassment Awareness and Intake Committee
The Sexual Harassment Awareness and Intake Committee, appointed by the president of Brooklyn College, resolves sexual harassment complaints and educates the Brooklyn College community about the nature and seriousness of sexual harassment.
If you are a student at the college — on campus, on an assignment off campus, participating in an internship, interviewing for employment or seeing a mentor — and you believe you have been sexually harassed, please make a complaint to the Brooklyn College Sexual Harassment Coordinator Miriam Deutch. Associate Professor Deutch is the coordinator of the college’s Sexual Harassment Awareness and Intake Committee. The committee is composed of faculty and staff. Associate Professor Deutch and Robert Oliva, the deputy coordinator, are responsible for investigating complaints.
Associate Professor Miriam Deutch
Director, Magner Career Center
1303 James Hall
Natalie L. Mason-Kinsey
Title IX Coordinator
Director, Office of Diversity and Equity Program
2147 Boylan Hall
Deputy Director, Office of Campus and Community Safety Services
0202 Ingersoll Hall
Liaison, Campus and Community Partnerships
3309A James Hall
Investigation of Complaints
Investigations of complaints of sexual harassment are conducted promptly, fairly, thoroughly and as confidentially as possible under the circumstances. After the investigation, if a complaint is found to be true, appropriate action is taken.
Defining Sexual Harassment
Sexual harassment is unwelcome conduct of a sexual nature when:
- submission to such conduct is explicitly or implicitly a term or condition of employment or academic standing,
- submission to or rejection of such conduct is used as a basis for employment or academic decisions, or
- such conduct is meant to unreasonably interfere with an individual's work or academic performance or create an intimidating, hostile or abusive work or academic environment.
Examples of Sexual Harassment
Using a person's response to a request for sexual favor as a basis for an academic or employment decision is one form of sexual harassment. This type of sexual harassment, known as quid pro quo harassment, includes, but is not limited to, the following:
- Requesting or demanding sexual favors as a basis for access to opportunities, such as hiring, promotions, grades or recommendations
- When sexual advances are rejected, retaliation in the form of unfair or inaccurate evaluations or grades, or the withholding of training, promotion or other opportunities
Unwanted conduct of a sexual nature that creates a hostile, intimidating or offensive work or academic environment is another form of sexual harassment. Examples include, but are not confined to, the following:
- Sexual comments, teasing, jokes, slurs or derogatory statements, or other verbal abuse of a sexual nature
- Graphic or sexually suggestive comments about bodies or clothing
- Graphic or sexually suggestive gestures
- Pressure to accept social invitations, meet privately, date or have sexual relations
- Sexual touching, brushing up against another in a sexual manner, cornering, grabbing, kissing or fondling
- Coerced sexual intercourse or sexual assault
- Inquiries or discussions about sexual activities
Resolution of Complaints
Following the investigation, the coordinator may recommend a range of informal measures to resolve the complaint or, if circumstances warrant, may recommend formal disciplinary action up to and including termination of employment and suspension or expulsion of students.
Any form of retaliatory action against anyone availing themselves of these procedures or participating in the investigation is prohibited by the policy.
Members of the City University of New York who intentionally make false complaints of sexual harassment will be subject to disciplinary action.
Relationships Between Faculty or Employees and Students
Faculty members and other employees are prohibited from engaging in intimate relationships with students for whom they have a professional responsibility.
Relationships Between Supervisors and Employees
Intimate relationships between supervisors and employees they supervise are strongly discouraged. Supervisors shall disclose any such relationships to their supervisors in order to avoid or mitigate conflicts of interest.
Your privacy, and the privacy of those who are otherwise involved in the complaint process, is respected. Information obtained in connection with the complaint and its resolution is handled as confidentially as possible. However, we cannot guarantee absolute confidentiality