There are several offices that can be resources for reporting or seeking information regarding harassment or sexual misconduct. The central authority is the Gender Equality Committee and Women’s Councilbut members of the TSUULL community have a number of options.
i. The Diversity, Equity, and Equality (DEE) Hub https://sdg5.tsuull.uz/ which interprets and implements the principles of this policy. Further, this hub is designated as the university’s primary Equal Opportunity official. The DEE Hub serves as a catalyst for positive change, fostering environments where diversity is celebrated, equity is promoted, and equality is pursued. It plays a crucial role in advancing social justice and creating inclusive societies. There is an anonymous online questionnaire form which helps to address sensitive problems.
ii. Faculty. In situations that involve faculty, the Registration Office also plays an important role in implementing this policy.
iii. Staff. In situations that involve staff, the Human Resources Office plays an important role in implementing this policy.
iv. Students. In situations that involve students, the registration Office which mainly deals with direct problems of students.
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Discrimination. Discrimination occurs when a student or employee is denied equal opportunity and suffers unfavorable or disparate treatment because of that individual’s protected class; i.e., their race, color, religion, sex (including pregnancy), sexual orientation, gender identity, national or ethnic origin, genetic information, ancestry, age, disability, veteran status, or other protected categories under the law. Discrimination may also occur when an educational or employment policy or practice has a disproportionately adverse impact on protected class members.
Harassment. Harassment is unwelcome conduct (whether physical, verbal, written, or via technology) that is based on a protected class. Harassment has the purpose or potential effect of unreasonably interfering with an individual’s work performance or educational participation. Harassment violates this policy and is subject to disciplinary action when 1) enduring the offensive conduct becomes a condition of continuing in or receiving benefits in one’s employment or educational program, or 2) the conduct is severe or pervasive enough to create a work or educational environment that a reasonable person would consider intimidating, hostile, or abusive. Behaviors that could support a finding of harassment, if pervasive or severe, may include, but are not limited to: epithets or slurs, negative stereotyping, threatening, intimidating or hostile acts, bullying, denigrating jokes and display or circulation (including through e-mail) of written or graphic materials that are based on protected class and occurring within the learning, living, or working environment.
Hate speech is any act of harassment that incites imminent criminal activity or consists of specific threats of violence targeted against a person because of that person’s membership to a protected class. Hate speech does not cover speech that is ordinarily considered constitutionally protected speech or expression in the educational or public sphere.
Sexual Harassment encompasses unwelcome sexual advances, requests for sexual favors, and other verbal or physical behavior of a sexual or gendered nature. It can include such behaviors as unwanted touching or unwelcome conduct (whether physical, verbal, written, or via technology) of a sexual or gendered nature. Sexual harassment occurs when:
A. submission to such conduct is made either explicitly or implicitly a term or condition of an individual's education or employment; or
B. submission to or rejection of such conduct by an individual is used as the basis for educational or employment decisions affecting that individual; or
C. such conduct is reasonably regarded as offensive and has the purpose or effect of interfering with an individual's work performance or educational participation, or creating an intimidating, hostile, or offensive educational or working environment.
Complainant means the person who believes they have been subjected to harassment, sexual harassment, sexual assault, dating violence, or stalking.
Respondent. A person who has been accused of violating this policy.
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This policy applies to all faculty, staff, and students of TSUULL, including people with temporary appointments. It also applies to all campus visitors, volunteers, and vendors and contractors doing business with TSUULL. It is intended to apply to our University activities and community, whether on or off university property, to the extent allowable by law.
Faculty and staff are not required to report an incident in which they were the victim of sexual harassment, sexual assault, dating violence, or stalking, though the University strongly encourages them to utilize the available reporting mechanisms and resources.
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