UW looking to weed out sexual harassers
Proposal calls for system to share personnel files
At the request of Gov. Scott Walker, the University of Wisconsin System next week will consider tightening its hiring processes and reference checks to keep potential employees with a history of sexual harassment from slipping through the cracks.
A proposed policy change would require all UW campuses to share personnel files of current or former employees with other UW campuses or state agencies as part of a hiring review.
It also would require campuses to appropriately document any allegations or investigations of sexual harassment in personnel files.
The change was prompted in part by a Stevens Point Journal report about a UW-Stevens Point assistant dean who sexually harassed an employee of a business on campus, then landed the same job at UW-Eau Claire after reference checks failed to turn up his history.
The Milwaukee Journal Sentinel earlier this year requested all sexual harassment complaints from UW System campuses since 2014 involving supervisors and those in a teaching role with students.
The Stevens Point Journal, which is part of the same USA TODAY NETWORK, examined and reported cases from UW-Stevens Point.
In disclosing allegations of sexual harassment against employees, several campuses reported that they either did not have detailed records or the personnel files were incomplete.
The Journal Sentinel requested additional information on discipline and whether the employees were still employed after allegations were substantiated.
“In light of recent reports, Gov. Walker felt it was important for the UW System to reform their policies,” his press secretary said.
Under the proposed UW System policy, personnel files must appropriately document the final resolution of any allegations or investigations, including whether the employee was found not responsible, resigned, was disciplined or was terminated.
One of the most shocking cases involved Shawn Wilson, a former UWStevens Point official whose job involved handling sexual and behavioral misconduct complaints.
Wilson resigned after he was accused of sexually harassing a female employee of a campus vendor in 2015, then was hired by UW-Eau Clare for the same job because reference checks failed to turn up his history.
“The UW System has zero tolerance for sexual harassment. There is no room for compromise on that commitment,” UW System President Ray Cross said Wednesday in announcing the review.
“We will continue to work tirelessly to assess our policies and revise them as necessary to ensure that our campus communities are safe and welcoming places to live, learn and work.”
Under the proposed policy that the UW System Board of Regents will consider at its next meeting at UW-Milwaukee on June 7, hiring and reference check processes at all UW System institutions will be reviewed.
The review will ensure that allegations or investigations of sexual harassment for current or former employees are “appropriately disclosed” when an individual is being considered for a job at a UW institution or by an outside entity.
The UW System adopted a new sexual assault and harassment policy in 2016. That policy was intended to formalize the UW System’s commitment to address the issue.
It also required all employees to receive training to prevent and identify sexual harassment and was to have created a clear reporting path requirement.