Sexual harassment is a crime. However, frequently it is not reported. Whatever the reasons for failure to talk about or report sexual harassment, if ignored, sexually harassing behaviors usually worsen. As such, it is important to recognize why many people are uncomfortable talking about sexual harassment and to understand what to do if you or someone you know is being sexually harassed. This section suggests possible avenues for addressing and dealing with sexual harassment.

One important way of confronting and reporting sexual harassment is understanding the Guilderland Central School District procedures as outlined in the Sexual Harassment Policy document. Informal or Formal Complaint procedures may be initiated by conferring with the building principal or immediate administrative supervisor of the accused. Please refer to the policy document for details of Conciliation and Complaint Procedures.

Why Some People Fail to Talk about or Report Sexual Harassment:

• Embarrassment

• Fear that if they talk about it they won’t be taken seriously or nothing will be done

• Fear of reprisal from the harasser, especially if that person is a superior

• Concern that they will be labeled a troublemaker, especially if new to the job or school

• Fear of being fired, demoted, transferred or not promoted. Fear that grades will suffer or they will not receive complimentary recommendations

• Blame themselves

• Told they should be flattered

• Fear for their personal safety

• Don’t want harasser to get in trouble

• Don’t know what to do or whom to speak to

• Unaware of the school’s policy on sexual harassment

• Being told to "Be a good sport" or "Have a sense of humor" or "Boys will be boys" or "What did you expect?"

• Tell the harasser that his/her behavior is unwelcome and offensive.

Confronting the harasser either in person or in writing may be enough to end sexual harassment. At times, such confrontation may be inappropriate or too uncomfortable. In such cases, report the situation to the building principal or the immediate supervisor of the harasser. If you decide to approach the harasser personally, the following may be addressed . . .

1) Describe the unwelcome behavior and indicate that the behavior must stop.

2) Explain why the behavior is unwelcome/offensive and how it makes you feel.

3) Describe how you would like the behavior to change and what is and is not acceptable.

• Publicly draw attention to harassing behaviors.

Often, pointing out unwelcome behaviors in front of others, as they occur, effectively discourages harassers. Be clear but not threatening. You may say, "I do not like it when you (put your arm around me). It makes me very uncomfortable. Please do not do that again."

• Document Incidents of Sexual Harassment and Actions Taken in Response.

Frequently, sexual harassment involves more than one incident. However, regardless of the nature of the harassment, it is helpful to record descriptions of the incidents, times, dates, locations and witnesses. Also, note your physical and emotional reactions to the harassment as well as any actions you took to end the harassment or communicate your feelings to the harasser. Keep copies of all letters or relevant written materials and record appointments with and responses of supervisors regarding the situation.

• Talk to Others.

Determine if others are experiencing sexual harassment. If so, stick together and support each other. Also, solicit witnesses who have seen the harassment take place.

• Use the Complaint Procedures.

Be sympathetic and demonstrate sincere interest and concern. Give complaints your undivided attention. Make time to hear complaints, even if you are very busy.

Indicate that confidentiality will be maintained as much as possible. Make your reporting obligations clear.

Determine what happened, where and when the event occurred, who was involved, names of witnesses, who the complainant has talked with about the incident, whether similar incidents have occurred before and for how long, how the complainant responded. Also, record any advice that you gave to the complainant. Use complaint forms and witness forms attached to the Sexual Harassment Policy document.

Continue documenting additional events of harassment as well as actions you have taken to deal with the situation. Such actions may include referring the complainant to a more appropriate contact person (building principal, social worker, Title IX coordinator, etc.) or intervening on behalf of the complainant and discussing the complaint with the alleged harasser.

If the complaint is informal, remember, New York State teachers and administrators are obligated to stop any classroom or school behavior which interferes with another student’s right or ability to learn or work in a comfortable and safe environment. Therefore, it is important that you are familiar with the Guilderland Central School District Sexual Harassment Policy and its conciliation and complaint procedures.

Investigate the situation immediately. Inform the harasser that someone has complained about their behavior and ask for their side of the story. If possible, do not identify the complainant. Follow procedures outlined in the policy document. If you have referred a complainant to another person (such as a school administrator) check back with them to make certain that concerns are being addressed.