Human Resources
Office: (417) 873-7434
Toll Free: 1 (800) 922-2274
Fax: (417) 873-7529

Sexual Harassment

Policies & procedures regarding sexual harassment

Policy Statement
Drury University is committed to excellence in education and believes that excellence may only be reached in an environment free of sexual harassment. Sexual harassment threatens the careers of students, faculty and staff and undermines the mission of the university.

Student Services affirms that sexual harassment is unacceptable and will not be condoned; and its intent to provide an environment for students and employees which is free from sexual harassment.

It is the policy of Drury University that a member of the faculty shall not engage in amorous or sexual relations with, or make amorous or sexual overtures to, any student over whom he or she holds a position of authority with regard to academic or administrative judgments and decisions.

Sexual harassment is the use of personal authority or power to coerce or influence another person into unwanted sexual relations or to create a sexually intimidating, hostile or offensive academic or work environment.

Sexual harassment is defined as unwelcome sexual advances or comments, requests for sexual favors and other verbal or physical conduct of a sexual nature. These actions constitute sexual harassment when:

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

Violators of this policy will be subject to sanction ranging from letters of reprimand to dismissal, according to the severity of the offense.

In support of this policy, the university shall conduct periodic orientation and educational programs for faculty, students and staff on the nature of sexual harassment in order to ensure an academic and work environment free of sexual harassment.

Procedure For Handling Sexual Harassment Complaints
A member of the Drury University community who feels she/he has been sexually harassed should advise one of the following individuals: the dean of the college, the dean of students, the human resources officer or the chaplain.

The individual contacted will in turn see that the appropriate officer of the university is aware of the complaint and that an investigation of the complaint is made. The appropriate officer for a complaint against a faculty member is the dean of the college; for complaint against a staff member, the human resources officer; for a complaint against a student, the dean of students.

The investigation of the complaint will be conducted by one or a combination of the above listed officers and should adhere to the following guidelines:

  1. The investigation shall be conducted by the appropriate officer(s) as soon as possible after the complaint has been received.
  2. The investigation should be done as discreetly as possible with the identity of the parties involved and the information collected treated as highly confidential.
  3. The individual making the complaint in good faith shall have no fear of reprisal.
  4. At the time a formal investigation is undertaken, the individual shall make the complaint in writing.
  5. The results of the investigation will be reported in writing to the parties involved.

If the investigation proves the complaint valid, appropriate counseling will be provided and/or disciplinary action may be taken. If disciplinary action is deemed appropriate, it will be determined by the president in consultation with the investigating officer(s). Sexual harassment is a serious matter which may lead to dismissal of the student or employee. It is grounds for termination of tenured faculty.

If the disciplinary action involves a faculty member who feels she/he has been misjudged, she/he has recourse to the Grievance Committee through the Academic Freedom And Tenure Policy, regulations 5 and 6, as stated in the Faculty Handbook.