Sexual Harrassment Policy

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Policy Purpose

1. To inform all employees and students that harassment because of age, race, sex, color, religion, disability, national origin, political affiliation, and marital status is unacceptable behavior.

2. To provide a procedure to address and resolve complaints of harassment of employees and/or students by supervisors, instructors, fellow employees/students, or non-employees/non-students.

Definition

Sexual harassment is defined by federal guidelines as “unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when:

1. submission to such conduct is made, either explicitly or implicitly, a term or condition of employment/enrollment, or

2. submission to or rejection of such conduct by an individual is used as a basis for employment/enrollment decisions affecting such individuals, or

3. conduct has the purpose or effect of unreasonably interfering with an individual’s work or study performance or creating an intimidating, hostile, or offensive work or study environment.”

Coverage

All employees and students of the College are covered by this policy. Policy The College expressly forbids harassment of employees and/or students because of age, race, sex, color, religion, disability, national origin, political affiliation, and marital status. All employees and students should clearly understand that, even in mild forms, such harassment constitutes unsatisfactory job/school performance and is subject to disciplinary action. More serious instances of harassment will carry more serious penalties up to and including dismissal.

Complaint Procedure

If you are being harassed by your supervisor, instructor, another employee/ student, or a non employee/student, or other person interacting with the college (such as vendors and relatives of persons employed by or enrolled in the College), there are three alternative complaint procedures:

Alternative 1

Notify your supervisor/instructor or Vice President of Academic Services of the situation. These individuals are responsible for notifying the President’s Office of the complaint and cooperating in investigating the situation and taking corrective action.

Alternative 2

If you do not feel that you can talk with your supervisor/instructor about the problem, or if the harassment is coming from your supervisor /instructor, you are encouraged to seek out another superior within your department and notify him or her of the situation. If the matter is not resolved to your satisfaction, you may
file a formal written complaint with the President.

Alternative 3

If at any point in the process you prefer to do so, students may go to the Vice President of Student Services, and employees may go to their supervisor or the Personnel Officer. These individuals notify the President’s Office of the complaint and cooperate in investigating the situation and taking reasonably prompt, appropriate action.

Reporting

Whenever the Vice President of Academic Services, Vice President of Student Services, Personnel Officer, or any other supervisor or superior referred to in Alternative 1, Alternative 2, or Alternative 3 receives a complaint of sexual harassment, he or she shall promptly notify the President’s Office of such complaint.

Resolution

Upon receiving notice of a sexual harassment complaint, the President, or the President’s designee shall, based upon the particular circumstances, arrange for the complaint to be investigated, and a report of the investigation to be submitted by the appropriate person(s). Arrangements for particular aspects of the investigation, including directions as to the person(s) (employed and/or not employed by the College) who will make inquires, the degree of formality used in the investigation, and other considerations, shall be provided by the President or the President’s designee. The college will thereafter implement such corrective action as it deems necessary or appropriate.

The college reserves its authority to, in its judgment and discretion take various precautionary measures, before, during, or after investigating a sexual harassment complaint, in order to ensure that sexual harassment and retaliation, actual and/or perceived, does not occur. Such precautionary measures (which may or may not include cautionary letters, temporary reassignment of duties, etc.) are not, absent explicit written statement to the contrary, to be considered as disciplinary in nature.