SEXUAL HARASSMENT Statement of Student Rights and Responsibilities Statement on Peer-to-Peer File Sharing Class Syllabus Standards for Student Conduct Student Conduct Procedures Student Grievance Procedures Family Educational Rights Student Notification of Drug-Free Campus Policy Policy on Campus Violence Non Discrimination Policy Sexual Harassment Guidelines on Acquired Immune Deficiency Syndrome (AIDS) American with Disabilities Act Provision of Accommodations and Support Services to Student with Disabilities Guidelines for the Assessment and Verification of Students with Learning Disabilities Campus Parking Regulations Academic Honesty    SEXUAL HARASSMENT           California State University, Los Angeles will take to action to prevent and eliminate sexual harassment, as mandated by the Chancellor’s Executive Order No. 345. Sexual harassment is conduct subject to disciplinary action, including termination. Sexual harassment* includes but is not limited to:               1) Unwanted sexual advances, request for sexual favors, and other verbal or physical conduct of a sexual nature.               2) Any act which contributes to a workplace or learning environment that is hostile, intimidating, offensive, or adverse to persons because of the sexual nature of the conduct.               3) Conditioning an act, decision, evaluation, or recommendation on the submission to or tolerance of any act of a sexual nature. Although this policy focuses on the treatment of persons lacking or holding lesser authority by persons possessing greater authority, it does not preclude the possibility that sexual harassment may also be perpetrated by persons lacking or holding lesser authority, e.g., employee, student, or applicant. In determining whether conduct constitutes sexual harassment, the circumstances surrounding the conduct are considered. The prohibition against sexual harassment applies to all transactions of University business, whether on or off campus. Individuals with supervisory authority are responsible for reporting a formal complaint about sexual harassment to a designated complaint investigator. Failure to do so may lead to appropriate administrative action. Specific rules and procedures for reporting charges of sexual harassment and for pursuing available remedies are available in the following locations: Division of Human Resource Management, Office for Equity and Diversity; Office of the Vice President for Student Affairs University Counseling Center; and Women's Resource Center. * The parameters of "sexual harassment" are legally defined by State and Federal statutes and Court decisions. While the policy set forth above describes actions which fall generally within the scope of "sexual harassment," all CSU employees and students are required to conduct themselves in a manner that avoids sexual harassment as defined by State and Federal law.       PROCEDURES:           1) An individual files a complaint by tilling out and providing a complaint form to the Office for Equity and Diversity.           2) Prior to the filing of. a complaint, an individual may seek the advice of the Office for Equity; and Diversity in an informal meeting in order to determine the nature of any claim of discriminatory practices and/or harassment or retaliation and to facilitate an expeditious resolution of the complaint           3) The Equity and Diversity Specialist makes contact with the complainant within 24 hours of his/her initial contact and holds an initial meeting with the complainant within seven (7) calendar clays.           4) The Equity and Diversity Specialist discusses the complaint with the complainant, recording al appropriate information on the complaint and reviews it with the complainant to ensure accuracy.           5)The Equity and Diversity Specialist discusses the matter with any witnesses, the respondent(s) and all appropriate parties within 21 days of the interview with the complainant; and reviews appropriate records. The Equity and Diversity Specialist determines whether or not the alleged discrimination or harassment has been demonstrated and, if so, discusses the determination as to what, if any, corrective action shall be taken with the Director, Human Resource Management/Equity and Diversity.           6) If the complaint investigation cannot be completed within 30 days, the complainant and respondent(s) will be informed and agreement of an extension of the timelines' will be obtained in writing from all parties:           7) At the end of the investigation and following corrective action, if any, the Equity and Diversity Specialist files all documentation with the Office far Equity and Diversity.           8) If disciplinary action is warranted, the grievance procedure within the appropriate collective bargaining unit or student disciplinary process will be followed.       APPEAL PROCEDURES:       If a complainant is not satisfied with the outcome of the complaint process described above, he/she may file a written appeal with the President or the President's designee within five (5) working days of receipt of the decision from the Equity and Diversity Specialist. The appeal shall outline the basis upon which the complainant believes the appeal should be granted       The President or the President's designee will acknowledge receipt of the appeal within five (5) working days and will, within twenty (20) working days, provide a written decision to the complainant and respondent. The President's decision will be the final University decision.