Policies and Procedures

Skip Navigation LinksC0102 Anti-Harassment (Employees)


‚ÄčThe College will not tolerate any harassment by anyone, including but not limited to other employees, students, contractors, campus visitors, or other customers of the College. This prohibition includes but is not limited to the use of derogatory comments, names, slurs, epithets, jokes, innuendo, or other forms of harassment based on race, color, sex, sexual orientation, religion, creed, national origin, ethnicity, ancestry, age, disability, marital status, veteran status or military service, genetic information, pregnancy, off campus use or nonuse of lawful products, arrest or conviction record, or any other characteristic protected by federal, state, or local law (herein "Protected Characteristic(s)"). 

This prohibition also includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature as well as all forms of verbal, non-verbal, and physical harassment.

Employees are expected to conduct themselves professionally, in a manner befitting the work environment and with respect for co-workers and students.  Employees are expected to understand that behavior which one individual considers innocent and harmless may be regarded as harassment by another person.  Beyond being in violation of this policy, workplace harassment may be against the law.  Harassment can also occur through use or abuse of the College's electronic communications system and the internet.

HARASSMENT

Although any form of harassment based on a Protected Characteristic(s) is prohibited, sexual harassment differs from other forms of harassment in a number of ways. Sexual harassment is defined as:

  • Quid Pro Quo Harassment: The harasser makes employment decisions, conditions, or benefits contingent upon sexual cooperation or conduct and forces the victimized individual to choose between suffering personal or professional detriment and submitting to sexual demands.
  • Creation of a Hostile or Intimidating Work or Educational Environment: There is severe or pervasive verbal or physical conduct of a sexual nature that results in unreasonable interference with an individual's ability to work or learn and/or creates an intimidating, hostile, or offensive working environment.

Behavior resulting in a perception of sexual harassment can include, but is not limited to, foul language; sexual innuendo; propositions; vulgar or suggestive comments; display of pictures in any medium, calendars, or magazines showing nude or scantily clad people; physical touching; or patterns of conduct that create an intimidating and hostile working environment.

HARASSMENT COMPLAINTS

The key to identifying harassment is determining the behavior is unwelcome and considered undesirable or offensive.  If you feel you are being harassed, we recommend that you first try to make it clear to the other person that his/her behavior is unwelcome.  Although you are encouraged to do this, you are not required to take such steps before making a harassment complaint.

Any employee who believes s/he has been harassed for reasons based on a Protected Characteristic(s) is urged to report the matter to:

  • His/her supervisor
  • Any administrator that he/she chooses
  • Dean of Students (if conduct is student related)
  • Employment, Benefits, and EEO Manager and/or
  • Director of Human Resources

Any employee or instructor or staff member receiving such a report must report it immediately to the:

  • Dean of Students (if student related)
  • Employment, Benefits, and EEO Manager and/or
  • Director of Human Resources

The College does not condone any form of harassment. Any employee who engages in such conduct will be subject to disciplinary action up to and including suspension, discharge, or dismissal depending on the specific facts. Any person who engages in such conduct may be banned from the campus.


Revised January 7, 2015 (grammatical changes)
Revised May 2, 2013 (grammatical changes)
Revised January 17, 2012
Revised January 20, 2009
Revised December 21, 2004
Reviewed March 11, 1993 (grammatical changes)
Revised April 18, 1989
Revised September, 1984
Adopted December 16, 1980

‚ÄčReference Procedure: C0102p Anti-Harassment (Employees)