Sexual harassment is prohibited by the University of West Georgia, the University System of Georgia and by state and federal law. The University of West Georgia is firmly committed to maintaining a work environment free of sexual harassment and does so by providing training for all employees explaining the definition of sexual harassment, how to report sexual harassment and the consequences for sexually harassing a member of the University community. Sexual harassment of any member of the University community is prohibited and will subject the offender to disciplinary action which may include termination.

Definition of Sexual Harassment

The Equal Employment Opportunity Commission definition, adopted by the University of West Georgia, states that unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature constitute sexual harassment when:

  • Submission to such conduct is made explicitly or implicitly a term or condition of an individual’s employment
  • Submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting an individual; or
  • Such conduct unreasonably interferes with an individual’s work performance or creates an intimidating, hostile or offensive working or academic environment.

The University of West Georgia will not tolerate any form of harassing behavior to employees by consultants, contractors, or other non-employees.

Reporting Procedures

Any employee who feels that he or she has been the victim of harassment is encouraged to use the University’s internal procedures to resolve complaints. The complainant may elect to use any of the two UWG Employee Handbook procedures.

The complainant may consult informally with the University Ombudsperson, or the complainant may submit a formal complaint with the Human Resources Department or Title IX Coordinator.

Complainants should note that informal resolution through the Ombudspersons Office does not constitute “putting the University on notice” of harassment. Actions of the Ombudsperson focus on communication, education, and possible resolution.

Formal complaint procedures through the Human Resources Department focus on investigation and discipline. A complainant may use any of the procedures initially, and may move among them as the situation dictates. Employees may also file harassment complaints with the appropriate state or federal agencies under Title VII and Title IX. Contact information for the Title IX Coordinator can be found here.

Information reproduced from UWG Employee Handbook online at

IF AN INDIVIDUAL PERCEIVES THAT HE/SHE HAS BEEN SEXUALLY HARASSED, a formal complaint must be filed with Human Resources. Employees should contact the Human Resources Office at (678) 839-6403 or the Title IX Coordinator if assistance is needed related to this policy or any acts of sexual harassment.