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4. Offensive or unwelcome sexual advances or propositions;
5. Sexual or degrading verbal or written comments about an individual,
his/her clothing or his/her physical attributes;
6. Display of sexually suggestive objects, pictures, text, cards, letters or other
printed materials that do not serve an academic purpose;
7. Lewd or suggestive comments or gestures;
8. Off-color language or jokes or e-mails of a sexual nature;
9. Unwelcome, intentional touching of intimate body parts;
10. Demanding sexual favors accompanied by implied or overt threats
concerning an individual’s employment or academic status;
11. Demanding sexual favors accompanied by implied or overt promises of
preferential treatment with regard to an individual’s employment of
academic status;
12. Sexual violence, a physical act of aggression that includes a sexual act or
purpose.
Sexual harassment consists of exposure to a pattern of objectionable sexual behavior
or exposure to a single, serious act (such as items 9-12 above). Sexual harassment
can occur regardless of the relationship, position, or respective sex of the parties.
Same sex harassment violates this policy as well as harassment by a subordinate
employee of his/her supervisor. Although not acted upon, threats or suggestions of
preferential or adverse treatment with regards to an individual’s employment,
academic program, or activity may constitute harassment. Conduct may be
determined to be sexual in nature or to create a hostile work environment only if it
would be viewed as such by a reasonable person.
Anyone involved in a romantic or sexual relationship with someone with who he or
she teaches or over whom he or she has supervisory power must immediately recuse
himself or herself from decisions that affect the compensation, evaluation,
employment conditions, instruction, and/or academic status of the involved
individual.
C. Retaliation
Retaliation against individuals who file complaints of harassment, discrimination, or
retaliation is expressly prohibited. Retaliation includes but is not limited to any forma
of intimidation, reprisal, or harassment due to filing a complaint of misconduct.
Appropriate disciplinary action shall be imposed for verified acts of retaliation.
II. Complaint Resolution Process
Any employee, student, or visitor of the college who feels he or she has suffered any
form of harassment, discrimination, or retaliation should immediately report the
alleged conduct to any individual at the next supervisory level (above the level of the
person identified in the complaint) and/or the Director Human Resources AA/EEO
and Compliance. The supervisor must report the complaint to the Director Human
Resources AA/EEO and Compliance within two business days of receiving the
complaint.
All supervisory personnel have an affirmative obligation to report, prevent, and
eliminate harassing, discriminatory, and retaliatory conduct. Faculty members have
an obligation to address any inappropriate behavior and report it to appropriate
supervisory personnel and, in the case of sexual violence, to public safety. Chairs,
deans, directors, executive directors, associate vice presidents, vice presidents,
members of public safety, and the Office of the President have been designated as
officials who have the authority to address allegations of harassment, discrimination,
