Policy 7.12: Workplace Nondiscrimination and Harassment

Original Date of Issue: 4/20/05
Revised: 6/15/16
Revised: 9/20/23

Workplace Nondiscrimination and Harassment Policy

The Trustees of 大发六合彩 (鈥淒CCC鈥�) are strongly committed to聽providing a College environment free from discrimination and all forms of harassment. 大发六合彩is聽committed to fostering a nurturing and vibrant community founded upon the fundamental dignity聽and worth of all of its members. 大发六合彩will not tolerate any form of harassment, discrimination,聽or retaliation in any way against an employee who has brought a complaint alleging harassment or聽discrimination.

It is the policy of 大发六合彩not to discriminate on the basis of race, color, religion, sex, age, national聽origin, disability, veteran status, sexual orientation, or any other characteristic protected by state聽or federal laws in its educational programs, activities, admission, or employment policies.聽

It is the policy of 大发六合彩to protect employees from harassment by anyone. Such conduct is聽unacceptable. Anyone who becomes aware of any harassment of an employee or student should聽report such harassment as provided in this policy.

It is the policy of 大发六合彩that, once it has notice of possible workplace harassment, 大发六合彩will聽take immediate and appropriate steps to investigate what occurred and take prompt action to end聽the harassment and prevent it from occurring again. These steps will be taken whether or not the聽individual who was allegedly harassed makes a complaint or otherwise asks 大发六合彩to take action.聽

大发六合彩encourages any employee to raise questions that he or she may have regarding harassment聽including sexual harassment with the Vice President of Human Resources or any other聽representative designated by the President.

Definitions

Harassment - Harassment is any conduct, on or off campus, that is sufficiently severe or聽pervasive to substantially disrupt or materially interfere with a person鈥檚 ability to participate in
or to receive the benefits, services or opportunities of the College. It is conduct that objectively聽and subjectively creates a hostile environment or substantially interferes with an individual鈥檚聽work. While sexual harassment is a form of harassment, it is further defined herein to draw聽attention to its importance.

Sexual Harassment - Sexual harassment is defined as any unwelcome sexual advances, request聽for sexual favors, or other verbal or physical conduct of a sexual nature when:

Submission to such conduct is made either explicitly or implicitly a term or condition聽of an individual鈥檚 employment or attendance.
Submission to or rejection of such conduct is used as the basis for employment or聽academic decisions affecting that individual.

Such conduct has the purpose or effect of interfering with an individual鈥檚 work performance or聽creates an intimidating, hostile, or offensive work or education environment. For the purposes of聽this policy, the term 鈥渉arassment鈥� includes, but is not necessarily limited to, intimidation,聽unwelcome slurs, jokes, comments, and other verbal, graphic, or physical conduct. The following聽is a list of examples of sex harassment, which is not exhaustive:

Unwanted sexual advances, propositions, or other sexual comments such as:聽Sexually oriented gestures, noises, remarks, jokes or comments about a person鈥檚聽sexuality or sexual experience directed at or made in the presence of any employee聽who indicates or has indicated in any way, that such conduct in his or her presence聽is unwelcome.
鈥淪exting鈥� or electronically sending messages with sexual content, including images聽or videos, the use of sexually explicit language, harassment, cyber stalking and聽threats via forms of electronic communication (including email/text/picture/video聽messages, online postings, blogs, instant messages and social network websites like聽Facebook and Twitter).
Preferential treatment or promise of preferential treatment to an employee for聽submitting to sexual conduct, including soliciting or attempting to solicit any聽employee to engage in sexual activity for compensation or reward.
Threats of, or subjecting an employee to, unwelcome sexual attention or conduct or聽intentionally making performance of the employee鈥檚 job more difficult because of聽that employee鈥檚 sex.
Sexual or discriminatory displays of publications in the workplace, such as:聽Displaying pictures, objects, calendars, graffiti, posters, promotional materials,聽reading materials, or other materials that are sexually suggestive, sexually聽demeaning, or pornographic.
Displaying signs or other materials purporting to segregate an employee by sex in聽any area of the workplace, other than restrooms and similar semiprivate聽lockers/changing rooms.

Unlawful Discrimination includes, but is not limited to:

Derogatory remarks, slurs, or actions motivated by an employee鈥檚 race,聽color, religion, national origin, creed, ancestry, disability, age, sex, pregnancy, veteran鈥檚聽status, marital or family status, sexual orientation or gender identity, genetic information聽or other status protected from discrimination.
Display or circulation of offensive printed or visual material (including聽through email or the Internet) of offensive physical actions motivated by an employee鈥檚聽race, color, religion, national origin, creed, ancestry, disability, age, sex, pregnancy,聽veteran status, marital or family status, sexual orientation or gender identity, genetic聽information or other status protected from discrimination.

Retaliation for filing harassment complaints includes, but is not limited to:

Disciplining, changing work assignments of, providing inaccurate work聽information to, or refusing to cooperate or discuss work related matters with any employee聽because that employee had complained about, or resisted harassment, discrimination or聽retaliation.
Intentionally pressuring, falsely denying, lying about or otherwise covering up or聽attempting to cover up conduct.

Discrimination - Discrimination can include the treating of members of a protected class less聽favorably because of their membership in that class when the treatment substantially disrupts or聽materially interferes with the person鈥檚 access to education. The protected classes are outlined聽below. Discrimination also includes harassment as defined above, based on sex, race, color, age,聽national origin, disability, religion, sexual orientation, veteran status, or any other characteristic聽protected by state or federal laws, including harassment of an individual in terms of a stereotyped聽group characteristic or because of that person鈥檚 identification with a particular group.

Procedures

All employees of 大发六合彩are expected to adhere to the policy stated herein and to cooperate with聽the procedure it describes for responding to complaints of discrimination and harassment.聽Any employee of 大发六合彩who believes that he or she has been a witness to or a victim or target聽of discrimination or harassment is urged to report promptly the facts of the incident to the Vice聽President of Human Resources. Delay in reporting may impede DCCC鈥檚 ability to take appropriate聽action. No member of the 大发六合彩community will be retaliated against for making a good-faith聽report of alleged harassment, discrimination, or for participating in an investigation proceeding or聽hearing conducted by 大发六合彩or by a state or federal agency.

Never assume that 大发六合彩is aware of the harassment or discrimination. It is your responsibility聽to promptly report incidents of which you are aware.聽Any conduct that constitutes a violation of this policy by an employee shall subject that employee聽to disciplinary action, up to and including immediate discharge. Failure to report such聽conduct may also constitute a violation of this policy and subject an employee to disciplinary聽action.

Complaint Procedures

大发六合彩is firmly committed to resolving all allegations of discrimination and harassment fairly and聽expeditiously. 大发六合彩may, at any time, elect to address reports of discrimination or harassment by聽investigation or other appropriate action.

Any employee who believes that he or she has been discriminated against or harassed may聽initially choose to deal with the alleged offender through a face to face discussion, a
personal telephone conversation, e-mail correspondence, or letters. In some cases, this may聽effectively resolve the situation. However, individuals should not feel pressured to address
the individual directly. Such an approach may be ineffective in correcting the problem or聽an individual may be uncomfortable in handling the situation alone. If so, assistance
through 大发六合彩is available and will be provided if sought.
If you believe that you have been subject to or have witnessed unlawful discrimination,聽including sexual or other forms of unlawful harassment, or other inappropriate conduct,聽you are requested and encouraged to make a complaint.
You may complain directly to your immediate supervisor or department manager, Vice聽President or Director, a member of the Human Resources team, including the Vice聽President of Human Resources, or any other member of management with whom you feel聽comfortable bringing such a complaint.聽
Similarly, if you observe acts of discrimination toward or harassment of another employee,聽you are requested and encouraged to report this to one of the foregoing individuals.
The employee who receives the complaint will immediately report the complaint to the聽Vice President of Human Resources.
All complaints will be investigated promptly, and confidentiality will be protected to the聽extent possible. A timely resolution of each complaint should be reached and
communicated to the parties involved.
If the investigation confirms that the subject conduct violates this policy, the College will聽take immediate, appropriate, corrective action, including disciplinary action, up to and聽including immediate termination. No reprisal, retaliation, or other adverse action will be聽taken against an employee for making a good faith complaint or report of discrimination聽or harassment or for assisting in the investigation of any such complaint or report.

The College reserves the right to designate the investigator(s) and the investigatory process. At聽the conclusion of the investigation, the complainant and the person(s) alleged to have committed聽the subject conduct shall be advised of the decision rendered by the College.