Loyola University Maryland

Public Safety

Sexual Aggression Policy

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A. Sexual Harassment

It is the policy of Loyola that no member of the community may sexually harass another. For purposes of this policy, sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, or verbal or physical conduct of a sexual nature which implies that one's response may affect one's academic, professional or vocational interests, or which has the purpose or effect of interfering with the individual's academic or work performance or creates an intimidating, hostile or offensive environment.

B. Sexual Verbal Abuse

Sexual verbal abuse is using language which is sexual in nature and unwanted on the part of another person. Examples would include, but are not limited to phone calls or use of written and/or verbal communication which in the common estimation of persons would be considered obscene messages.

C. Sexual Misconduct

Sexual misconduct includes any sexual act or sexual contact, without consent, including intercourse, oral sex, unwanted touching of an intimate part of another person, such as sexual organs, buttocks or breasts; or an attempt of any of the above (this description is not intended to be inclusive of all conduct that could fall within this category).

For purposes of this Policy, consent is defined as an affirmative indication of a voluntary agreement to engage in the particular sexual act or conduct in question. Consent cannot be obtained through the use of force, threat or intimidation. Consent cannot be given by someone who is so intoxicated and/or incapacitated by drugs or alcohol or for any other reason as not to be able effectively to communicate an unwillingness to consent or so as not to be able to understand the nature of the conduct being engaged in. Silence on the part of the victim does not necessarily constitute consent.

Each case will be judged on its particular facts. Drug or alcohol intoxication of the offender is not a defense to a charge of sexual misconduct and will not be considered a mitigating factor in assessing an appropriate sanction.

Complaint Procedures

  • Informal: An individual may wish to go to the supervisor or director of personnel.
  • Formal: Formal complaints against administrative and/or staff personnel should follow the grievance procedures in Section 3.10 of the policy manual.
    • Formal complaints against faculty members or students should follow the procedure outlined in the Loyola University Grievance Policy. Copies are available from Personnel and/or the Provost's Office.

If you have been sexually harassed

  • Seek advice and report incidents of sexual harassment.
  • Tell the harasser to stop. Tell the harasser firmly and assertively that the behavior is unwanted and unwelcome, and that you want to keep the relationship professional.
  • Tell at least one person about the incident. A "fresh complaint witness" could prove beneficial if you later decide to file a formal complaint.
  • Keep a record of all incidents of sexual harassment. Record all incidents with as much detail as possible: dates, times, places, any witnesses, and who you told about the incident and when you told them.
  • Save all relevant documents. Keep copies of performance evaluations, attendance records, grades, classroom projects, exams, and other documents that demonstrate the quality of your work. 

If you have been accused of sexual harassment

  • Seek advice.
  • Take the complaint seriously.
  • Record all contacts with complainant. Document all contacts with the complainant and include dates, times, locations, and any possible witnesses.
  • Cooperate with the complaint investigator to bring the grievance to a quick, equitable resolution.