ADDENDUM to the Rasmussen College Catalog 2016-2017 May 18, 2017 directly linked to compliance with sexual advances. Therefore, only someone in a supervisory capacity (with the authority to grant such benefits) can engage in quid pro quo harassment. Example: A supervisor promising an employee a raise if she goes on a date with him; a manager telling an employee she will fire him if he does not have sex with her. b. “Hostile work environment,” where the harassment creates an offensive and unpleasant working environment. i. Hostile work environment can be created by anyone in the work environment, whether it be supervisors, other employees, or customers. Hostile environment harassment consists of verbiage of a sexual nature, unwelcome sexual materials, or even unwelcome physical contact as a regular part of the work environment. ii. Cartoons or posters of a sexual nature, vulgar or lewd comments or jokes, or unwanted touching or fondling all fall into this category. iii. Sexual harassment includes harassment based on sexual orientation. Sexual orientation harassment is verbal or physical conduct that is directed at an individual because of their sexual orientation and that is sufficiently severe, pervasive, or persistent so as to have the purpose or effect of creating a hostile work or educational environment. “Stalking” means: 1. engaging in a repeated course of conduct directed at a specific person that would cause a reasonable person to: a. fear for their own safety or the safety of others, or b. suffer substantial emotional distress. This addendum replaces all previously issued versions. 2. This definition includes “cyberstalking,” which is stalking conducted with technology such as computers or mobile devices, often occurring on or delivered through the Internet, e-mail, or text messages. “Victim/Survivor” means the person upon whom the alleged harm was inflicted. These terms are used together throughout this policy to respect individuals who may identify as one or the other, or both. C. Victim’s/Survivor’s Rights and Options Victims/Survivors have the following rights and options under College policy. 1. If sexual assault is alleged, the Victim/Survivor is strongly encouraged to preserve physical evidence of the sexual assault. No attempt should be made to bathe, change clothes, or otherwise clean prior to examination by a medical practitioner to make determinations regarding sexual assault. The preservation of physical evidence is very important for any criminal or civil action that the Victim/Survivor may choose to pursue against the Respondent, and will also be useful in a College complaint Investigation and resolution process. A medical forensic examination shall be completed at no cost to the Victim/Survivor, and may be conducted at any medical facility. A list of medical facilities near each campus can be found at http://www.rasmussen.edu/student-life/title- ix/ 2. Victims/Survivors are strongly encouraged to create a detailed written summary of the incident while the memory is still clear. 3. The Victim/Survivor has a right to privacy, which includes the decision whether to report or not report an alleged incident to the College, law enforcement, both, or neither. At the request of the Victim/Survivor, College employees will promptly assist the Victim/Survivor in making a report. 4. College personnel must treat a Victim/Survivor with dignity, and shall not suggest to a Victim/Survivor that the Victim/Survivor is at fault for the crimes or violations that occurred, or that the Victim/Survivor should have acted in a different manner to avoid such a crime. 5. A Victim/Survivor may contact, or request assistance from College personnel with accessing and navigating, fair and respectful health care, mental health, counseling, and advocacy services that are available in the Victim’s/Survivor’s area. A list of services can be found at http://www.rasmussen.edu/student-life/title-ix/ 6. Confidentiality and privacy will be maintained within the scope of the Inquiry, Investigation, Page 34 / 53
