91ÐÞ³µ³§

91ÐÞ³µ³§ (HCU) is committed to maintaining an environment that is free from sexual harassment, in alignment with our Christian values, ethical standards, and federal regulations such as Title IX of the Education Amendments of 1972 and Title VII of the Civil Rights Act of 1964. This policy outlines definitions, examples, reporting procedures, and measures to prevent and address sexual harassment among faculty, staff, student workers, and contractors.

Responsible Official: Title IX Coordinator

Responsible Office(s): Office of Title IX Compliance, Office of Human Resources

Contact(s):
Title IX Coordinator
Email: TitleIX@HC.edu
Phone: (281) 649-3076 (x3076)

Office of Human Resources
Email: humanresources@hc.edu
Phone: (281) 649-3321 (x3321)

91ÐÞ³µ³§ prohibits all forms of sexual harassment, which undermine the dignity of individuals and the mission of the university. This policy defines sexual harassment, outlines procedures for addressing complaints, and establishes responsibilities for all members of the university community.

This policy applies to all faculty, staff, student workers, contractors, and affiliates of HCU, regardless of their role or employment status. It covers interactions occurring on university property, at university-sponsored events, and in any setting where the conduct affects an individual’s educational or work environment.

Quid Pro Quo Harassment: Occurs when submission to or rejection of sexual conduct is used as the basis for employment or academic decisions.

• Example: A professor offers a student a better grade in exchange for a date.
• Example: A supervisor implies that an employee’s job security depends on accepting romantic advances.

Hostile Work Environment Harassment: Occurs when unwelcome sexual conduct is so severe, persistent, or pervasive that it interferes with an individual’s ability to work or learn in a professional environment.

• Example: Persistent sexually suggestive jokes in the workplace that make employees uncomfortable.
• Example: Unwanted physical contact or repeated unsolicited romantic advances.

Retaliation: Any adverse action taken against a person who has reported sexual harassment, filed a complaint, or participated in an investigation.

• Example: A faculty member reduces a student’s grade after they report inappropriate comments.
• Example: An employee faces demotion after reporting their supervisor for misconduct.

Prohibited Conduct
Sexual harassment can take many forms, including but not limited to:

• Unwanted sexual advances, including pressure for dates or sexual favors.
• Verbal harassment, such as sexually suggestive comments, jokes, or inquiries about an individual’s sex life.
• Physical harassment, including unwelcome touching, groping, or blocking someone’s movement.
• Displaying sexually explicit images, videos, or objects in a work or educational setting.
• Sexual coercion, threats, or blackmail involving sexual conduct.

Legal Framework
This policy complies with:

• Title IX: Applies to educational institutions receiving federal funding and prohibits sexual harassment and discrimination in education.
• Title VII of the Civil Rights Act of 1964: Prohibits sexual harassment in the workplace.
• Clery Act: Requires universities to report campus crimes, including sexual harassment.
• Texas State Laws regarding sexual misconduct in higher education settings.

Christian Values and Expectations
HCU upholds a Christ-centered approach to dignity and respect in interpersonal relationships. Faculty, staff, and students are expected to adhere to ethical standards aligned with biblical principles, fostering a culture of integrity, accountability, and mutual respect.

Reporting Sexual Harassment
Any individual who experiences or witnesses sexual harassment is encouraged to report the incident. Reports may be submitted to:

• Title IX Coordinator
• Office of Human Resources
• Campus Security (if safety concerns arise)

Reports may be made confidentially and can be submitted in person, via email, or through an anonymous reporting system.

Investigation Process

1. Initial Review – The Title IX Coordinator or HR representative will assess the complaint and determine whether it falls within this policy.

2. Interim Measures – If necessary, the university may take immediate steps such as temporary reassignments, class schedule changes, or campus no-contact orders.

3. Formal Investigation – The university will conduct a fair, neutral, and prompt investigation, which may include:

   • a. Interviews with the complainant, respondent, and witnesses.

   • b. Review of evidence such as emails, messages, and security footage.

   • c. Coordination with law enforcement if applicable.

4. Resolution – If a violation is found, the university will take disciplinary action, which may include:

   • a. Verbal or written warnings

   • b. Mandatory training

   • c. Suspension or termination (for employees)

   • d. Expulsion or academic probation (for students)

Confidentiality
The university is committed to protecting the privacy of all individuals involved in a sexual harassment complaint. Information related to reports and investigations will be handled with sensitivity and discretion, ensuring that details are shared only with those who have a legitimate need to know. Confidentiality will be maintained in compliance with Title IX, Title VII, the Family Educational Rights and Privacy Act (FERPA), and other applicable privacy laws. Any disclosure of information will be managed in accordance with federal and state regulations to ensure legal compliance and protect the rights of all parties involved.

Retaliation Protection
Retaliation against any individual involved in a sexual harassment complaint is strictly prohibited. Acts of retaliation will be investigated separately and may result in disciplinary action.

Complaints Against the President
If a formal complaint of sexual harassment is filed against the University President, it must be submitted directly to the Chair of the Board of Trustees.

1. Investigation by the Legal Committee – The Board’s Legal Committee will conduct a full, impartial, and timely investigation.

2. Written Statement – The Committee will provide the President with a written statement of the allegations. The President must respond in a timely manner.

3. Report to the Executive Committee – A detailed report will be submitted to the Executive Committee of the Board, outlining:

   • a. The allegations

   • b. The investigatory process

   • c. The evidence in the case

   • d. The persuasiveness and consistency of the evidence

   • e. The credibility of the witnesses

4. Final Decision – The Executive Committee will determine what action is warranted and inform the President of the final disposition of the complaint.