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Show focus from page seven But this is not always the case. "Sexual harassment occurs all across the board." Hannah said. "It happens to staff, faculty, men and women." In addition, sexual harassment may occur between two men or two women. "Gender is totally irrelevant to sexual harassment," Loveridge said. was about to graduate and went to his departmental adviser to check his progress toward the degree. going through a real bad time," Brent said. "I guess I was depressed." The adviser noticed Brent's disposition and offered counseling. After several counseling sessions, Brent and his adviser became friends. "It was nice to explore what was going on in my head and to have a friend," Brent said. Slowly, Brent alleges, the relationship became inappropriate and uncomfortable. The two men often went to restaurants together. Once after dinner, the adviser invited Brent back to his apartment. "When we got there, he said that in order for me to I would need to take my clothes off and gain my the look in mirror at the real me," Brent said. "I did. But when I looked in the mirror. I was aghast with myself, and I cried. "Then we went into his living room, and he put his mouth on me. I found that strange, but he gave me a reason afterward why it occurred. But that really threw me for a loop. "This occurred about four times, and I kept thinking, 'this should not be happening.' I stopped contact with him, but I still saw him around on campus. I'd see other guys in his office and I'd think, wonder if it is happening to them too?'" Brent never reported the incident "Why mess around with that kind of stuff?" he said. It was too embarrassing and too personal to report. He also wondered if the adviser felt entitled to take something for the free counseling he was giving to Brent. "He helped me, but he abused me too." But does this scenario constitute sexual harassment? "It depends," said Loveridge, who has handled such cases for seven years. "It always depends." Was the conduct unwelcome and unwanted? Was there clearly the abusive use of power by the superior, creating a situation? or Did the offended party let the alleged offender know the conduct was offensive? Even these questions hold technicalities and intricacies that make each situation unique, Loveridge said. To balance the situation, both sides of the issue are heard by the office before any investigation. Upon investigating, the office often finds that the issue is more complex and less outrageous than was originally presented. "It handling sexual harassment complaints has changed my way of thinking." THE COMPLAINT PROCESS U. policy encourages students who feel they have been sexually harassed to contact: (1) the dean or academic chair of the department in which the conduct occurred; (2) the supervisor Brent self-estee- i quid-pro-qu- this-for-th- at o. or director of the operational unit in which the conduct occurred; (3) the Human Resources Department; (4) directors or deans of Student Affairs or Services. However, the U. has designated the Office of Equal OpportunityAffirmative Action as the official campus entity to handle all matters of sexual harassment allegations. Though it is part of the Office of University President Arthur Smith, it maintains neutrality in all matters of campus discrimination. "Sexual harassment has no business here at the U.l." Loveridge said. "We take it very seriously, and always have the full support of the university vice president and the president" The office will handle complaints either informally or formally, at the victim's discretion. "Most people usually want the behavior to stop," Loveridge said, for which the informal approach is implemented. The offended party alerts the office of the situation, either by phone or in person. The office will explain the complaint to the alleged offender and try to resolve it If the problem is not alleviated at that point, the office will ask both parties to meet, discuss the problem and find a solution together, according to Loveridge. Offended parties opt for a formal investigation less often. In those cases, office officials will as discreetly as possible investigate all aspects of the situation in question, Colman said.. "We often go to the place where the incident took place to gain perspective and put all contributing factors in context" Depending on where the incident took place, the office will investigate on behalf of the vice president of academic affairs, health sciences or student services. "We investigate the situation, write a report on our findings, draw conclusions, make recommendations to the cognate vice president and work with the corresponding administration on how to respond," Loveridge said. The office may recommend the offender be fired, put on probation or transferred, though it usually does not go that far, he added. Although the Office of Equal Opportunity Affirmative Action may work with the campus police department in some instances, it must not be confused with a law enforcement agen- cy or legal counsel. "We simply work with campus administration to solve problems of sexual harassment," according "We have interests beyond the court...If you want to take legal action, our office is not where to go." Those wishing to pursue lawsuits are encouraged to inquire within the State Department of Education, or another state office, he said. EDUCATION a student who also works on campus, alleges harassed by her supervisor. "He was always on my chest size," she said. "I've heard him make other comments to women, such as, 'I really like those jeans on you you should wear them more often.' "One time he was introducing me to another man in the office. He grabbed the sides of my blazer, opened it up and said, 'And this is Michelle."' Michelle transferred to a different section within the same office. Although she runs into her former supervisor from time to time, "I now respond to him minimally," she said. "I will walk out of the room when he walks in. I can Michelle, not stand the sight of him." Michelle alleges her former supervisor acts as if nothing happened. "I dont even know if he feels it was inappropriate." The Office of Equal OpporhinityAffirmative Action attempts to explicitly define the gray areas of what is or is not appropriate in certain settings. U. President Arthur Smith requires all university employees to participate in sexual harassment education seminars offered by the office, according to Loveridge. though students may attend as well Participants are taught definitions of sexual harassment and how to handle such complaints, according to Clifton Mcintosh, philosophy professor and undergraduate adviser. "For instance, an administrator in philosophy last year called a faculty meeting to discuss inappropriate jokes that made some people feel uncomfortable," Mcintosh said. "The purpose was to solve the problem, not to punish people." However, the educational process has not reached everyone as sexual harassment persists on campus. like Michelle, works on campus with a Joanna she alleges makes inappropriate comments. "He discusses having sex with his wife," she said. He also makes other inappropriate remarks about women, according to Michelle. filed a complaint about the supervisor's A fellow to "He made her life miserable," she Joanna. conduct, according said. "I don't want to make waves. He'll make my life a living hell." The supervisor has also allegedly been warned by his superiors about his conduct, "but the boss is not there to enforce the sexual harassment laws," Joanna said. "Even though the boss talks to him the supervisor, he talks himself out of it...I'm currently looking for another office to work in." er Serious repercussions may follow this common form of sexual harassment, according to Loveridge. "Absolutely, the stupidest, most idiotic thing for people to do would be to ignore a sexual harassment allegation," he said. For instance, the accused offender is not the only party involved in a sexual harassment case. If sexual harassment continues following a complaint, and if a supervisor either ignores the complaint or should have known about it, the organization, the executives and all superiors are liable for damages. And if they are found negligent, damages fees quickly accumulate. For example, within the last five years, a case of sexual harassment on U. campus went to trial. The plaintiff received compensation for the $1 million spent in attorney's fees, plus $300,000 in damages. Other fees included expert witness fees, the jury trial, and the defendant's attorney's fees. TAKE ACTION choose reticence when they are sexually Many people harassed. Joanna, Michelle and Brent said they would not report their experiences largely due to fear or embarrassment. "Most people are unwilling to be known as 'the one'," Loveridge said. "But we respect this difficulty and the discomfort of coming forward." "Get it out in the open, do not wait," Hannah said. "We have allowed leeway with the statute of limitations. Power is in telling. Everyone should be encouraged to do that ast Chance n s QH1 oncer h 486 DX2 66 mHz processor 4mb RAM 210 mb hard drive 3 K" 1 AA mVi flnnnv rlrivo 5.25" 1.2mb floppy drive MS DOS 6.2 & Windows 3.1 14" SVGA monitor CD mutimedia kit with software Mouse rM Daie r i i WordPerfect and Quattro Pro for Windows non-interlac- ed Only $135 00 Reg. Price $1,999 One of four 14,400 baud modems Limited Quantities While Supplies Last University Policy: Restrictions: Available only to UofU departments, faculty, staff and students. Valid UofU ID is required, except for newly entering freshman who must present proof of high school graduation and evidence of university enrollment. (Drawing to be held weekly) UNIVERSITY UNIVERSITY T J. OF JLL BOOKSTORE UTAH 21 CAMPUS 1 B University Bookstore Information: Prices: Subject to change without notice (add applicable sales tax). 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