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Contact UsIt is the policy of Biola University to maintain the university environment as a Christian community that provides a place for spiritual growth, work, and study, free of all forms of sexual intimidation and exploitation. All students, staff, and faculty should be aware that the university is prepared to take action to prevent such intimidation and exploitation and that individuals who engage in such behavior are subject to discipline.
Sexual harassment can vary with particular circumstances, but, generally, it is defined as unwelcome or offensive sexual advances, requests for sexual favors, unwanted or uninvited verbal suggestions or comments of a sexual nature, or objectionable physical contact. None of these reflect a Christian attitude or commitment, and all adversely affect the working or learning environment. Coercive behavior, including suggestions that academic or employment reprisals or rewards will follow the refusal or granting of sexual favors, or conduct that unreasonably interferes with an individual's work performance or creates an intimidating, hostile, or offensive work environment, constitutes a violation of the university's spiritual and/or educational standards, objectives and goals; such misconduct will not be tolerated.
Under the direction of the appropriate administrator, the university will fully and effectively investigate any such report and will take whatever corrective action is deemed necessary, including disciplining or discharging any individual who is found to have violated this prohibition against harassment. The reporting employee will be informed of the action taken. These university officials will also take action to protect the reporting employee, to prevent further harassment or retaliation and, as appropriate, to redress any harm done.
It is the policy of the university not to tolerate sexual harassment, and appropriate disciplinary action will be taken whenever such harassment is demonstrated. Individuals engaging in such conduct contrary to university policy may be personally liable in any claim brought against them.
An employee who feels that he or she has been sexually harassed may meet with a person officially designated to receive reports of discrimination, and they will work for resolution in such situations. This reporting procedure is outlined in section 3.21, Complaint Procedure for Discrimination/Sexual Harassment.
