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Seoul National University of Science and Technology Policy Against Sexual Harassment

Article 01. (Purpose) It is to define and outline a policy of the Seoul National University of Science and Technology (the "University") regarding sexual harassment which is a violation of Section 7, subsection 2 of the『 Sexual discrimination prevention and relief Law』, and Section 4, subsection 2 of the law against sexual harassment in a public institution and 『Seoul National University of Science and Technology Committee Against Sexual Discrimination and Procedure』
Article 02. (Applicability) This policy is committed to protecting the rights and dignity of all employees (including professors,
part-time lecturers, staffs, contract and part-time workers) and students of the University.
Article 03. (Definition of sexual harassment and term)
① Pursuant to Section 2, subsection 2 regulation of『Sexual discrimination prevention and relief Law』,
    "Sexual harassment" is that unwelcome sexual advances, requests for sexual favors, and other verbal or
    physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this
    conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's
    work performance or creates an intimidating, hostile or offensive work environment imposed by a supervisor,
    employee or agent who gives an individual disadvantages in employment.
② Definition
   1. "Employment" means and includes employees of the University, who are performing services as employees.
   2. "Imposed by a supervisor" means that sexually harassing conduct is committed by a supervisor, managing
       director, or individual in work regardless of the place the act is committed.
   3. "Verbal or physical conduct" means unwelcome verbal, physical or visual conduct of a sexual nature.
   4. "Disadvantages in employment" shall mean that denies, limits, conditions, or provides different aid, benefits,
       services or treatment.
   5. Types of sexual harassment
A. Physical
- Kissing, hugging or patting.
- Touching a particular part of body, such as the breast and buttocks.
- Requesting sexual favours such as a massage or petting.
B. Verbal
- Sexually slanted or obscene jokes.
- Sexual innuendo about physical appearance.
- Asking private questions or spreading rumors about a sexual nature.
- Sexual proposition.
- Obscene phone calls.
- Forcing to serve the superiors.
C. Visual
- Displaying obscene pictures, drawings, publications.
- Content in letters and notes, facsimiles, e-mail, graffiti that is of a sexual nature or sexually abusive.
- Intentionally exposing or touching particular parts of the body.
Article 04. (President's Responsibility) A President must provide a sexual harassment prevention education, and operate a
sexual harassment relief center to prevent it. A president who has knowledge of conduct involving sexual harassment must take immediate action to address the matter.
Article 05. (Sexual harassment Prevention Education)
① A dean must submit a specific plan about operating period, contents, methods of sexual harassment
    prevention
    education for next year, by the end of December.
② Sexual harassment Prevention Education must be taken for at least 1 hour, and it must include a professional
    instructor's lecture and audio-visual materials, and the followings:
1. Relevant laws against sexual harassment and sexual discrimination prohibition criteria.
2. Procedures and action criterion when it occurs.
3. Complainant counselation and resolution procedure.
4. Disciplinary action for the guilty.
5. Other relevant articles about preventing sexual harassment.
③ After sexual harassment prevention education, a dean shall submit the results to a president, such as date,
    method, contents, and participants of the education.
Article 06.
 
(Grievance Resolution center)
① A grievance resolution center (hereinafter "resolution center") in the student center must fulfill its duties such as sexual harassment prevention and complainants counselation for employees.
② A resolution center must include one personnel position worker and one counsel from the faculty members, who are appointed by the director of the general affairs department, and must be included at least one public-sector worker of each gender.
③ Duties of Resolution center
   1. Receive complaints, and advise the complainants.
   2. Investigate complaints and proceed.
   3. Mediate and cooperate with relevant departments.
   4. Establish and operate a recurring sexual harassment prevention plan.
   5. Educate and inform to prevent.
④ The Resolution center must keep documents for service status and a register process. (Form #1 is attached)
Article 07.
(Sexual harassment Grievance request)
① If an complainant wants a counselation or resolution relevant to sexual harassment, the complainant or 
    authorized person may request for it via a letter, phone call, or visit. 
② Request for resolution under section 1 regulation must be filed in a specific format「Attachment; form 2」.
Article 08.
(counselation and Investigation) 
① An administrator must respond to a complainant for a counselation immediately and take action to address the   
    matter, if necessary. 
② An investigation must be completed within 20 calendar days from being reported under section 1 regulation. 
    However, the period may be extended for 10 calendar days maximum, if necessary. 
③ If an investigation under section 1 regulation is taken by a lawful agency, or the complainant refuses to
    cooperate, it may be suspended.
④ A dean may request a cooperation with a relevant department, and the department must be supportive. 
Article 09.
(Anti-retaliation Assurance and Confidentiality)
① A president must not take any act of reprisal against a complainant and supporting people. 
② Administrators responsible for implementing this Policy will respect the privacy and confidentiality of  
    individuals reporting or accused of sexual harassment to the fullest extent possible, unless the information is
    used for investigation or procedure. 
Article 10.
(Investigation Result Report) 
① An administrator must submit a written report of the outcome to a president as soon as the investigation is 
    completed. 
② A president may request a review to sexual harassment and sexual violence investigation committee under section 11 regulation. 
Article 11.
 (Sexual harassment . sexual violence Investigation Committee establishment and organization) 
① A Sexual harassment and sexual violence Investigation Committee (hereinafter "committee") review and
    inspect the president's references on a sexual harassment. 
② Committee constitutes 5 commissioners including a chairperson. 
③ The dean is the chairman, and she/he may appoint commissioners. The term is expired with completion of
    the case. 
④ If a complainant is a student, the committee constitutes 1 student commissioner. If it is an employee, there
    must be 1 employee commissioner. If a woman is a complainant, there must include 2 women commissioners. 
⑤ A chairperson has a right to replace a commissioner if a complainant requests withdrawal for a particular 
    individual. When a chairperson has to be withdrawn, a president may appoint a member. 
Article 12.
(Committee Council) A chairperson can call a committee council, if necessary, and 3/5 registered members have to agree on a matter to vote on a bill. 
Article 13.
(Investigation Termination) If the investigation does not classify the case as sexual harassment, it is terminated with a notification to the accused. 
Article 14.
(Recurrence Prevention process and Discipline)
① A president may transfer a complainant and accused to prevent recurrence of sexual harassment, if
    necessary. 
    However, in this case, a complainant must not be disadvantaged through the process. 
② A president must take a disciplinary action against an accused, if the sexual harassment is obvious under
    the law in routine circumstance. 
③ After completion of a sexual harassment case under subsection 1 and 2, a president notifies the outcome in a       
    written document. 


Additional Rules

① (Effective Date) This Policy becomes effective on the date proclaimed.

 


     Behaviors that Constitute Sexual Harassment

        1. Type of Sexual Harassment

A. Physical
- Kissing, hugging or patting.
- Touching a particular part of body, such as the breast and buttocks.
- Requesting sexual favours such as a massage or petting. B. Verbal
- Sexually slanted or obscene jokes. (including obscene phone calls)
- Sexual innuendo about physical appearance.
- Asking private questions or spreading rumors about a sexual nature.
- Sexual proposition.
- Forcing to serve the superiors.
C. Visual
- Displaying obscene pictures, drawings, publications.
- Content in letters and notes, facsimiles, e-mail, graffiti that is of a sexual nature or sexually abusive.
- Intentionally exposing or touching particular parts of the body.
D. Socially unacceptable verbal or physical sexual insults.


     2. Quid Pro Quo

If have suffered unfair treatment in a class in which a professor has made an unwelcome advance to you which you rejected, then you are a victim of sexual harassment.


     3. Environmental Sexual Harassment

If you feel that you are unable or uncomfortable to do your work due to intimidating, hostile or offensive sexual advances, requests for sexual favors, verbal or physical contact of a sexual nature, then you are a victim of sexual harassment.

 



     A harassment-free environment
          

1. Defin​ition of sexual harassment in an academic environment
According to a sexual discrimination prevention and relief Law, a "sexual harassment in an academic environment" is that Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when submission to or rejection of this conduct explicitly or implicitly affects an individual's employment or academic performance, unreasonably interferes with an individual's work or academic performance or creates an intimidating, hostile or offensive work or academic environment imposed by a supervisor, employee, or faculty member.


2. It is a sexual harassment behavior. (Sexual harassment in an academic environment.)
A. Between Instructors and students
① Physical
- Touching in an isolated environment such as gym, field house, laboratory, student health service facility, etc.
- Holding hands for a long period of time or contacting a particular part of body.
- Body contact or coercing to sit on his or her lap or too close.
- Checking and correcting student's dress or touching one's hair, shoulder, stomach, waist or ear as a friendly expression.
- Brush up against a breast while checking student's nameplate, touching during an instruction to wear underwear.
- Patting a buttocks during a physical education or excessive hugging from behind in a computer class.
- Put an arm around shoulder or patting a shoulder.
② Verbal
- Reading obscene articles during a class.
- Sexual innuendo about a student's physical characteristic.
- Obscene jokes or forcing a physical contact as a joke.
- Inappropriate naming which is used between lovers.
③ Visual
- Displaying obscene drawings in a classroom.
- Write and erase obscene words repeatedly.
- Unwelcome and coerced leering.
- Lifting females' skirt by using a lecturing pointer.
B. Between Instructors
① While dining
- Moving around a table with a drink, and forcing an individual to drink.
ex.) Sit close and holding hands while offering a drink.
② In a singing room
- Forcing an individual to sing a song, and using a physical contact.
ex.) Pulling an individual's hand to a stage to make one sing while dancing and flirting with.
③ At Instructor Training
- Go into a female instructors' bedroom without any reason.
④ At School
- Name-calling, including sexual contents (offensive sexual comments, private parts of women's body) in a circumstance of
work arguments.
- Make an innuendo about menstrual leave.

3. Behavioral Guideline to Prevent Sexual harassment
A. Do not Be a Victim
- Express your feeling clearly, behave with confidence.
- Understand the sexual mental state of females and males.
- Draw a strict boundary line between work and self.
B. Not To Be an Offender
- Be careful with behavior and expression, and respect others.
- If a woman say, "NO" means "No".
- Prohibit behavior or expression that can be interpreted as sexual discrimination or unpleasant.
- Draw a strict boundary line between a work and self.
- If it is not clear whether it is a sexual harassment or not, put yourself in a same situation.

4. Coping Strategy for Sexual Harassment Victims
A. Personal Coping Strategy
- Express precisely what you do not want, and demand it stop.
- When it is impossible to express it verbally, send a letter or e-mail. (Make a copy)
- counsel with a reliable person. (co-worker, friend, or supervisor)
- Make a detailed document about complaints and circumstances. (Using 5W1H formula)
B. Institutional Coping Strategy
① Procedure in an academic environment
- Attempt to resolve the matter officially through a counseling service, relief center (sexual violence counseling service) in the
school.
- Request confidentiality to prevent psychological damage to a victim and offender.
- Suggest a resolution such as apology, shifting position or disciplinary action.
② Representation to a Superior Agency
- In case of an elementary, Junior high, and high school, report the case to a sexual harassment administration of a
metropolitan or provincial office of education.
- In case of a university, report to the sexual discrimination reporting center of Ministry of Gender Equality.

5. Case Procedure
Procedure In Higher Education, University
1st step: Resolve the matter in a school setting where the conduct occurred.
- Receive a relief counselation from a victim.
- Investigate and report the result. (Counselor, chief of agency)
- After Mutual agreement or adjustment (Recurrence prevention contract, note), the case is completed. (Chief of agency must
establish a recurrence prevention strategy.)
- If the case is severe, it must be reported to Ministry Education and Human Resources Development, and the sexual
discrimination report center.
2nd step: Report to the sexual discrimination reporting center or relevant agency.
- Process under a decision of a relevant agency.
- Source : Ministry of Education and Human Resources Development ?

 


 

Am I a potential offender?

* Answer the following with Yes or NO.
01. Women's provocative dress or guestianable behavior plays a role in sexual violence.
02. When a friend boasts about a rape-like sexual experience, I think it's great, or I just ignore it even though I feel it was wrong.
03. Women with provocative dress are open to a sexual relationship.
04. Men cannot control sexual desire.
05. If a woman does nothing about man's sexual proposition, it means yes.
06. I believe that little strokes fell great oaks in men's and women's relationships.
07. Going to a hotel together is a permission to have sex.
08. Love is to be obtained.
09. Occasionally women behave in a way that creates a misunderstanding.
10. I want to show my affection to her in my actions, not words.
11. I give credit to a person who makes continuous advances to a woman even though she turns him down.
12. Sexual violence is a personal issue, so it has to be dealt with between the two parties, not publicly.
13. I have experienced kissing or having sex without consent.
14. I check my friend's schedule, and I make comments about her physical appearance.
15. I plan for a date thoroughly without my date's opinion.
16. When a friend complains to me about sexual harassment, I say "just accept it" or "it's not a big deal."
17. I have watched violent pornographic films because of peer pressure.
18. Contraception is a woman's responsibility.
19. Using a condom dulls my sensations, so I don't use one often.
20. Victims of sexual violence deserve it.
21. Women who wear provocative dress are open to sexual relations.
22. Men have to take the lead in sexual relations.
23. A woman who is offering sex to a man is easy.
24. Women might want to have rough or aggressive sex.
25. I have forced a girl to drink at times.

If you answered Yes to any one of these questions, you are a potentially violent sex offender.
Why? We have dangerous misconceptions about "Normal" or "Romantic" sexual relations. Some offenders do not even know that they are threatening to women. We need to learn what sexual violence is and how to prevent it. You might be an offender or have the potential to be one.
Overt sexual violence is not the only problem. Ignoring sexual violence and criticizing or shifting responsibility to the victim are also to blame. People's reactions, silence and ignorance can hurt the victims even more than sexual violence itself.
- Source : Sonorous sex, safe sex, gratifying sex, I own my body ?

 



     How to avoid being a sexual offender


- Express yourself freely and appropriately.
- Take time to consider other people's thoughts, feelings and emotions.
- Do not believe that 'little strokes fell great oaks.'
- Realize that love cannot be won or conquered.
- Physical contact can be an expression of love, but it can also be one of violence if it is one-sided.
- Silence does not mean she is saying YES to your sexual proposition.
- Do not decide what others think.
- You are not a mind reader. You can be wrong.
- A common misbelief: men are aggressive, while women are sexually passive.
- Men do not have to take the lead in sexual relations. Reasonability should to be shared.
- If your girlfriend is drunk it's because she trusts you; it is not a permission for sexually violent behavior.
- Source : Sonorous sex, safe sex, gratifying sex




Emergency Call

 

Female Emergency call

1366
 

Violence or Crime Office

112
 

Female Detectives squad

02-738-8080


Female violence Emergency Medical center
  National Police Hospital

#58, Garakbon-dong, Songpa-gu, Seoul

02-3400-1114

 
  Korea Rape Crisis Center

5th floor, Daeseong building, 711-4, Bongcheon1-dong,
Gwanak-gu, Seoul

02-883-9285

 
  Korea Veterans welfare and
healthcare corporation
Seoul veterans hospital

#6-2, Dunchon2-dong, Gwandong-gu, Seoul

02-2225-1111

 
  Inje University Sanggye
Paik hospital

#761-1, Sanggye-dong, Nowon-gu, Seoul

02-3400-1114

 
  Park Geum Ja Obsterics &
Gynecology Clinic

#993-3, Daerim-dong, Yeongdeungpo-gu, Seoul

02-846-1503

 
  College of Medicine Pochon
CHA University, Bundang
CHA hosiptal

#351, Yatap-dong, Bundang-gu, Seongnam-si, Gyeonggi-do

031-780-5000

 

Supportive Medical Agency 
  The Catholic University of Korea,
Kangnam St. Mary's Hospital

#505, Banpo-dong, Seocho-gu, Seoul

02-590-1114

 
  Choi Cha Hye Obsterics &
Gynecology Clinic

#21-20, Hwayang-dong, Gwangjin-gu, Seoul

02-463-2311

 
  Lee Geunduk's department of
neuropsychiatry

#208-15, Jamsil-dong, Songpa-gu, Seoul

02-419-0152

 
  Dr. Soh's child & adolescent mental health clinic

Mokwon building 6th floor, #952-10, Dogok-dong,
Gangnam-gu, Seoul

02-3463-3505

 
  Namgang Oriental Medical Clinic

#36, Dohwa-dong, Mapo-gu, Seoul

02-719-4231

 
  Hamchoon Women's clinic

#1621-7, Seocho1-dong, Seocho-gu, Seoul

02-522-0123

 

Sexual violence counseling Agency and Organization
  Korea Sexual Violence Relief Center

www.sisters.or.kr

#366-24, Hapjeong-dong,
Mapo-gu, Seoul

02-338-2980  
  Seoul Women's Hotline

www.womanrights.org

Euli building 5th floor, #236-509,
Sindang1-dong, Jung-gu, Seoul

02-2272-2161  
  Korean Women link

www.womenlink.or.kr

Dongpyeong building 4th floor, #27-9,
Pyeong-dong, Jongno-gu, Seoul

02-737-5763  
  Korean Feminist Counseling Center

www.iffeminist.or.kr

#101, 213, Dongsun-dong,
Seongbuk-gu, Seoul

02-953-1504  
  Cyber Defamation and
Sexual violence counseling
center

www.
cyberhumanrights.or.kr

Donga tower 5th floor, 1321-6,
Seocho-dong, Seocho-gu, Seoul

02-3415-0182  
  Christian Center for
Violence Against Women in KAWT

www.8275.org

#38-84, Jangchung-dong,
Jung-gu, Seoul

02-2285-4275  
  Sexual Violence Counseling Center
for Women with Disabilities

www.was.or.kr

#705, Seojongplaza, Myeongil-dong,
Gangdong-gu, Seoul

02-3013-1367  

Other Supportive Agency
  Ministry of Gender Equality

www.moge.go.kr

Central Government Complex,
Sejongno 55, Jongno-gu, Seoul

02-3703-2500  
  Womenlaw

www.womenlaw.co.kr

Kimyoung building 10th floor,
Seocho-dong, Seocho-gu, Seoul

02-535-4003  
  Korean Women Legal Aid Center

www.kiwi.or.kr

#701, Platinum building, Gwanghwamun,
Jeokseon-dong, Jongno-gu, Seoul

02-725-7477  
  Korean Feminist Counseling Center

www.iffeminist.or.kr

#101, 213, Dongsun-dong,
Seongbuk-gu, Seoul

02-953-1504  
 

 



     Resolution center Information

1. Introduction
A grievance resolution center (hereinafter "resolution center") in Seoul National University of Science and Technology is established to prevent sexual harrassment and sexual violence through providing an accurate and sufficient information about it. We also support the students who are victimized to cope with it.
counselation will be taken under complete confidentiality.

2. Information
* Location - Student Welfare Service Center (2nd cafeteria) #214, 2nd floor
* Contact Number- 02-970-7101
* Business Hour - Monday through Friday (10 AM - 5 PM)

3. counselation
* Call - Anytime during business hours
- Phone Number: 02-970-7101
- Business Hours: Monday through Friday (10 AM - 5 PM)
* Visit - Business Hours: Monday through Friday (10 AM - 5 PM)
- Location - Student Welfare Service Center (2nd cafeteria) #214, 2nd floor
* E-mail - help@snut.ac.kr
* On-line - Resolution center website
- URL : http://helpsnut.cafe24.com/

4. counselation and Procedure
* Formal Procedure - Report: Inform the Resolution center (visit, call, e-mail or provide documentation)
- counselation and Investigation: Complainant, accused, relevant persons
- Reviewing and Resolution: Investigation Committee determines whether alleged conduct constitutes Sexual harrassment or
sexual violence.
- Report the outcome
* Informal Procedure- Arbitration between two parties by the Resolution center.

5. Sexual harrassment and sexual violence Procedure and Resolution
* 1st - Resolve the matter in a school setting where the conduct occurred
* 2nd - File to The sexual discrimination reporting center of the Ministry of Gender Equality.
Report (02-3703-2500)
counselation (1544-9995)

Resolution center in Seoul National University of Science and Technology


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