However, this Policy prohibits all forms of sexual harassment, regardless of whether the harassment
may give rise to a legal claim. A single incident of inappropriate sexual behavior may be enough to rise
to the level of sexual harassment, depending on the severity of such incident.
Prohibited sexual harassment includes, but is not limited to the following:
• Physical assaults of a sexual nature,
o Rape, sexual battery, molestation, or attempts to commit these assaults; and
o Intentional or unintentional physical conduct which is sexual in nature, such as
touching, pinching, patting, grabbing, brushing against another employee’s body, or
poking another employees’ body.
• Unwanted sexual advances, propositions or other sexual comments, such as:
o Requests for sexual favors;
o Subtle or obvious pressure for unwelcome sexual activities;
o Sexually oriented gestures, noises, remarks, jokes or comments about a person’s
sexuality or sexual experience;
o Spoken, written, and/or electronically transmitted verbal remarks of a sexual nature
(whether directed to an individual or a group);
o Sexually explicit, offensive, or sex-based jokes and comments; and
o Sexual or gender-based comments about an individual or an individual’s appearance.
• Sexual or discriminatory displays or publications anywhere in the workplace, such as:
o Displaying pictures, posters, calendars, graffiti, objects, promotional material, reading
materials, or other materials that are sexually demeaning, pornographic.
A type of sexual harassment known as “quid pro quo” harassment occurs when a person in authority
tries to trade job or academic benefits for sexual favors. This can include hiring, promotion, grading,
scheduling, continued enrollment or employment, or any other terms conditions or privileges of
enrollment or employment. To avoid the potential for quid pro quo sexual harassment, it is the policy
of the College that no sexual relationship should exist between supervisor (or evaluator) and
subordinate, including between student workers and their supervisors, or between faculty and
students, except as expressly permitted by the College’s Policy on Consensual Relationship, No. 2.28,
(August 20, 2018) available at
ConsensualRelationshipPolicy.pdf?ver=2018-08-23-160401-937 . If a prohibited sexual relationship
develops, the supervisory authority and/or responsibility for grading, evaluation, etc. should be
promptly transferred to another individual.
Sexual harassment is neither limited by the gender of either party, nor limited to supervisor-
subordinate or teacher-student relationships. Sexual harassment can occur between male and female
Any complaint of sexual assault, including rape or fondling, will be addressed pursuant to the
College’s Sexual Assault, Relationship Violence, and Stalking Policies for Students and Employees,
No. 3.16, (November 19, 2018) available at http://sunysccc.edu/Portals/1/PDF/About SCCC/Policies and