Employee Relations
Employee Handbook

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 Sexual Harassment

Policy

Pursuant to Board Policy 3.01.09 and in keeping with efforts to establish an environment in which the dignity and worth of all members of the institutional community are respected, it is the policy of the College that sexual harassment of students and employees of the College is unacceptable conduct and will not be tolerated. Sexual harassment may involve the behavior of a person of either gender against a person of the opposite or same gender when that behavior falls within the definition outlined below.


Definition

Sexual harassment of employees and students at the College is defined as any unwelcome sexual advances, requests for sexual favors or other verbal or physical conduct of sexual nature, when:


  • Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment;
  • Submission to or rejection of such conduct is used as the basis for employment decisions affecting that individual; or
  • Such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or educational experience or creates an intimidating, hostile or offensive work or educational environment.

Employee Rights and Responsibilities

  • Employees have the right to work in an environment free from sexual harassment;
  • Each employee has a responsibility not to engage in behaviors that constitute sexual harassment;
  • If an employee feels that he/she is being harassed, that employee has the right and the responsibility to either communicate this directly to the harasser or to a supervisor;
  • Supervisors have a responsibility for preventing sexual harassment in the workplace and for taking prompt effective action if the supervisor knows or should have reason to know of harassment in the workplace.

Complaint Procedures

Persons who feel that they have been sexually harassed under the above definition and wish further information or assistance in filing a complaint, should contact the Associate Vice President of Employee Relations; any administrator; or any College instructor, counselor or librarian. College Procedure 3.43.01.10 outlines the specific process to address complaints of discrimination against College employees, student or applicants. The College, however, reserves the right to administratively review such complaints waiving the standard complaint procedure and to take immediate and appropriate corrective action as deemed necessary.


Consenting Relationships

Consensual sexual relationships between faculty and students or between supervisors and subordinate employees cause special concerns with respect to the existence or appearance of exploitation, abuse of position, or favoritism. In such cases, apparent mutual consent does not preclude initiation of a sexual harassment complaint or a finding of sexual harassment.


Thus, it is advisable for a faculty member not to date or become romantically involved with a current student in his/her class. Further, it is considered inappropriate and unprofessional for a supervisor to date and/or to become romantically involved with a subordinate employee under his/her supervision.


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