participation in a school program or activity or the basis for an educational decision affect- ing a student; or •  Such conduct is so severe, persistent or pervasive that it affects a student’s ability to par- ticipate  in  or  benefit  from  an  education  program  or  activity  or  creates  an  intimidating, threatening or abusive educational environment. Prohibited acts of sexual harassment can take a variety of forms, ranging from off-color jokes to sub- tle pressure for sexual activity to physical assault. It is not possible to identify each and every act that may constitute sexual harassment. Examples of conduct that may constitute sexual harassment are: •  Repeated or unwelcome sexual flirtations, advances, propositions, touching, remarks or requests for sexual favors; •  Repeated verbal abuse of a sexual nature; •  Graphic verbal comments about a person’s body; •  Sexually degrading words used to describe a person; •  The display of sexually suggestive objects or pictures; •  Unwelcome questions or comments about private sexual matters; •  Slurs, “off color” jokes, or degrading comments related to gender; •  Demeaning, discourteous conduct or negative stereotyping; or •  A sexual relationship with a subordinate or a student. No Retaliation It  is  strictly  against  University  policy  to  retaliate  against  anyone  who  reports  or  assists  in making a complaint of prohibited harassment. Retaliation is contrary to this policy statement and may result in discipline up to and including termination for employees and dismissal for students. Anyone who feels that retaliatory action has been taken because of his or her report or assistance in making a complaint of prohibited harassment should immediately bring the matter to the University’s attention as described below. How To Report Instances of Harassment or Retaliation The  University  cannot  resolve  matters  that  are  not  brought  to  its  attention. Any  student  or employee, regardless of position, who has a complaint of or who witnesses harassment or retal- iation at work by anyone, including instructors, students, supervisors, managers, employees or even non-employees, has a responsibility to immediately bring the matter to the University’s attention. If the complaint or observation involves someone in the employee’s direct line of com- mand or if the employee is uncomfortable discussing the matter with his or her direct supervi- sor, the employee is urged to go to another supervisor, a University vice president or to the direc- tor of human resources. If the complaint or observation involves a student, the report should go to  the  vice  president  for  academic  affairs  or  the  vice  president  and  dean  for  student  affairs. Student-to-student  harassment  complaints  may  be  referred  to  the  disciplinary  system  in  the school’s Code of Conduct for the appropriate investigation and resolution of such complaints. How the University Will Investigate Complaints The University will thoroughly and promptly investigate all claims of harassment or retalia- tion. A complainant will be given the opportunity to provide a good faith list of persons who may have information regarding the subject matter of the complaint, and those persons will be contacted by a representative of the University. If an investigation confirms that harassment or retaliation has occurred, the University will take AVILA UNIVERSITY 14