The New York Police Department arrested Cornell alumnus Eric Cho ’18, an Applied Economics and Management major, after an altercation involving two New York Police Department officers. According to an NYPD statement sent to The Sun, during the altercation, Cho ran to the driver’s side of the police car, grabbed the officer behind the wheel by his throat, choked him and punched him in the chest.
We are writing in regard to the recent guest column, “Being a Graduate Student in a Harvey Weinstein World at Cornell University,” to emphasize that sexual harassment or coercion of any kind has no place at Cornell. The author is absolutely correct that graduate students and, indeed, all members of the Cornell community should be protected from sexual coercion and that academic success should never be linked to such pressures. For that reason, it is important to be aware that Cornell Policy 6.4 clearly prohibits such misconduct. That policy defines “Sexual Coercion” as follows:
“To obtain compliance with sexual acts by using physically or emotionally manipulative actions or statements or expressly or implicitly threatening the person or another person with negative actions. Examples of sexual coercion include statements such as “I will ruin your reputation,” or “I will tell everyone,” or “your career (or education) at Cornell will be over.”
The policy also defines Sexual Harassment as follows:
A form of protected-status harassment that constitutes unwelcome sexual advances, requests for sexual favors, or other oral, written, visual, verbal or physical conduct of a sexual nature that unreasonably interferes with the individual’s work or academic performance, or creates an intimidating, hostile, or offensive working or learning environment under any of the following conditions:
Submission to, or rejection of, such conduct either explicitly or implicitly is (1) made a term or condition of an individual’s employment or academic status, or (2) used as a basis for an employment or academic decision affecting that person; or
The conduct is sufficiently (1) persistent, severe or pervasive, and (2) has the purpose or effect of altering the conditions of an individual’s employment or academic pursuits in a way that a reasonable person would find abusive, hostile, or offensive.
Alternative to Tapestry and Speak About It, “What would be more effective is if LGBTRC, Women’s Resource Center, A3C and other resource centers and identity groups could partner together and have a mandatory workshop during orientation week,” Scott Ho ’18 said.