Academic & Workplace Supportive Measures for Survivors
Experiences of sexual harassment, stalking, sexual assault, intimate partner/domestic violence can have wide-ranging effects, including impacts on academic and work life.
The University of California Policy on Sexual Harassment and Sexual Violence, in alignment with Title IX of the Education Amendments of 1972, requires the campus to provide appropriate supportive measures to survivors of sexual harassment, stalking, sexual assault, dating violence and domestic violence. Survivors (students and employees) can start by contacting the PATH to Care Center. Requests for supportive measures may come from any of a number of campus offices, including but not limited to:
Information for instructors, managers, and supervisors
Instructors, managers, and supervisors are reminded of their responsibility, under the Policy, to provide these supportive measures to a student or employee on the recommendation of an appropriate office on campus, and to preserve the confidentiality of a request made on behalf of a student or employee. Questions about the appropriateness, suitability, and/or feasibility of a requested supportive measure may be directed to the campus office that has recommended it. Instructors, managers, and supervisors should not initiate action against others (for example, the person perceived to cause harm) in an attempt to support the requesting student or employee. For more information, see the UC SVSH Policy or contact the Office for the Prevention of Harassment and Discrimination.
Example measures for students
The SVSH policy identifies a number of appropriate measures for students, including but not limited to the following:
- excusing absences
- issuing Incomplete grades
- making reasonable academic & work adjustments in the areas of class sessions, exams, tests, projects, deadlines, field trips, and any other required activities
- developing alternative assignments
- permitting test-taking & course attendance in alternative locations
Example measures for employees
The UC SVSH policy identifies a number of appropriate measures for employees, including academic, staff and student employees,including but not limited to the following:
- change to a different workstation, schedule, work location, unit, department, or position for which the employee is qualified provided that, in the case of a Complainant the change is voluntary and equitable
For more information specific to your job title, contact your Human Resources office, or union representative.
"An employee who is a victim of domestic violence, sexual assault, or stalking may take leave from work to obtain, or attempt to obtain any relief, including, but not limited to, a temporary restraining order, restraining order, or other court assistance, to help ensure the employee’s own health, safety, or welfare – or that of the employee’s child." (PPSM 2.210)