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Policies

Sexual Abuse Policy

Effective Date Dec 1, 2014

Applicable Employee Classes:

All Florida Tech Employees

Reviewed Date:

December 2014

Approved by:

Dr. T. Dwayne McCay, President

5.13 Sexual Abuse

Policy

Florida Tech will not tolerate and will seek to eradicate any behavior by its employees or volunteers, which constitutes sexual abuse. Sexual abuse means any actual, attempted or alleged criminal sexual conduct of a person by another person or persons, acting together regardless if criminal charges or proceedings are brought, which causes physical and/or mental injuries.
Sexual abuse also means actual attempted or alleged criminal: sexual molestation, sexual assault, sexual exploitation or sexual injury, as defined by Florida statute. Sexual abuse does not include sexual harassment.

Procedure

It is the express policy of Florida Tech to encourage victims of sexual abuse, to come forward with such claims. All formal complaints will be given a full, impartial and timely investigation which shall include preparation of a Sexual Abuse Incident Report. During such investigation, every effort will be made to protect the privacy rights of all parties to the extent possible.

In order to conduct an immediate investigation, any incident of sexual abuse must be reported as quickly as possible, as follows:

  1. Employees are required by law to report any known or suspected incidents of sexual abuse. They should report any incidents to the Associate Vice President of Human Resources (321) 674-8100.
  2. Each year parents and /or legal guardians of students shall be advised of the contents of this Sexual Abuse Policy and Procedures and be instructed to report any incident of known or suspected sexual abuse to Florida Tech personnel as listed above.

Any employee or volunteer who is determined, after an investigation, to have engaged in sexual abuse in violation of this policy will be subject to disciplinary action up to and including discharge. False accusations regarding sexual abuse will not be tolerated and any person knowingly making a false accusation will likewise be subject to disciplinary action up to and including discharge. Furthermore, any individual who retaliates against any person who reports alleged sexual abuse or who retaliates against any person who testifies assists or participates in an investigation, a proceeding or a hearing relating to a sexual abuse complaint will be subject to disciplinary action. Retaliation includes, but is not limited to, intimidation, reprisal or harassment.

Title VII of the Civil Rights Act of 1964

Ref.: employee handbook 2007