Victims who report incidents of sexual harassment can expect prompt resolutions now that policy sanctions have been added by the Office of Affirmative Action.

The sanctions were added to “Let the students, faculty, and staff know the actions taken against perpetrators would go far beyond mere philisophical statements,” said Marilyn Monteiro, director of the office of affirmative action.

Sanctions can include a letter of warning, an official reprimand, a required treatment program, a required medical evaluation and report, suspension without pay for a designated time period, or termination. Other sanctions may be issued if necessary, Monteiro said.

Between July 1, 1988 and May 10, 1989 the office received only four complaints of sexual harassment. Monteiro feels that this is not an accurate account of actual incidents reported since there are so many different places that people can go for help.

Many people do not report sexual harassment simply because they do not realize that it has occurred. People need to be educated on the subject so that they will be able to recognize it if it happens, said Sharon Howard, university resources for women, on assignment to the office of affirmative action.

“We care, because this kind of behavior (discrimination and harassment) is an abusive power, and it can render the education and work place non-productive,” Howard said.

A 90-minute videotape entitled “Impact v. Intent” is currently being used by the office to educate the NIU administration and faculty.

The tape is intended to teach about discrimination and harassment; how to recognize it, how to respond to complaints, and the administration’s responsibilities and liabilities toward it, Howard said.

Monteiro said she would like to encourage the faculty to invite the office to give awareness seminars during their classes. “If not 90 minutes, 20 minutes. It is very important that we get the entire university educated on this issue.”

The office also handles complaints of age, race, and national origin discrimination, but sexual harassment is the most current concern being addressed by the office’s constituents, Howard said.

“Many people come in with legitimate complaints, but they vehemently request that we don’t take action. Persons who do it once (discrimination and harassment) will do it again. We need to get to these persons so they don’t,” Howard said.

The office is currently creating a procedure that can be used by people who do not want to file a complaint. It is to become apart of all administrative publications that the office produces, Howard said.