Sexual Harassment Policy - Benjamin Franklin Institute Of Technology

Sexual Harassment Policy

Legal Basis
Title VII of the 1964 Civil Rights Act
Title XI of the 1972 Educational Amendments
Governor’s Executive Order 200, as amended by Executive Order 240

Sexual harassment of a student, an employee, or any other person at the Benjamin Franklin Institute of Technology (BFIT) is impermissible and intolerable. Sexual harassment is a form of sex discrimination and a violation of Title VII of the Civil Rights Act of 1964 and Title XI of the Educational Amendments of 1972.

It is against the policies of BFIT for any member of the student body, administration, faculty or staff to sexually harass another person at BFIT. Sexual harassment includes, but not limited to, unwelcome sexual advances, requests for sexual favors, or other physical conduct or expressive behavior of a sexual nature. Examples of sexual harassment include:

  • Threats that the rejection of sexual advances will adversely affect academic or professional progress.
  • Conduct that has the purpose or effect of substantially interfering with a person’s academic or professional performance, or of creating an intimidating, hostile or demeaning educational or employment environment. 

Violations of this policy by faculty, administrators, staff or students will lead to disciplinary action, including suspension, expulsion or termination.

Grievance Procedures
Informal Grievance Procedure
The informal process will encourage individuals who believe that BFIT’s Equal Employment Opportunity/ Affirmative Action Policy and/or Sexual Harassment Policy has been breached, to discuss the concern or breach with any involved BFIT official who may be helpful in resolving the matter, including the Dean of Students, Academic Advisor, Supervisor, Dean of Academic Affairs, etc.The purpose of the informal grievance process is to allow for any misunderstanding to be aired and resolved and to provide an opportunity for the aggrieved individual and the alleged perpetrator to attempt to resolve the concern prior to the formal grievance process. The aggrieved individual should use this process to clarify the problem, seek counsel for himself or herself, and decide on a course of action.

A student shall initiate the informal grievance process by informing the Dean of Students, or designee.

The individual initiating the complaint must do so within twenty (20) calendar days from the date s/he knew or should have known of the alleged discriminatory action.

Within seven (7) calendar days of the initial complaint, the individual, the Dean of Students, and other involved persons, shall meet to discuss the complaint with the intention of finding a satisfactory solution. Within seven (7) calendar days from the date of discussion, the Dean of Students shall offer the proposed initial resolution to the individual in writing. Every effort is made to resolve the complaint informally at this level.

Formal Grievance and Hearing Procedure
If the initial resolution does not resolve the complaint to the satisfaction of the student, s/he, within seven (7) calendar days from the date the resolution was offered, may initiate the formal grievance procedure by filing a grievance in writing with the Equal Employment Opportunity/Affirmative Action Officer. The Business Office Manager located on the 3rd floor of the Administration Building currently serves as the EEO/AAO.

The grievance shall contain a statement of all known facts pertaining to the alleged violation and shall be filed with the EEO/AA Officer.

Within seven (7) calendar days from the date the formal grievance is filed, the EEO/AA Officer shall attempt to resolve the complaint through discussion with the complainant, the Dean of Students, and other involved persons.