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Step II. Decision: (Area Vice President)
The area vice president in consultant
with appropriate area supervisor (e.g. a dean or director), makes a determination
based upon HR’s written findings within ten business days and notifies all parties. If
the complainant or respondent does not agree with the decision, he/she may appeal
to the president within ten business days.
Step III. Appeal: (President)
The president or his/her designee (someone other
than the area vice president involved in the “Decision”) either makes a final
determination or convenes a review committee. If a review committee is convened,
a chair is selected by the president or his/her designee. The complainant and
respondent each select a committee member from within the college community.
(Any committee member selected will have had no involvement in the Informal
Resolution, the “Investigation and Recommendation,” or the “Decision.”) The
committee must present a recommendation to the president within thirty business
days of the appeal to the president. The president or his/her designee (someone
other than the area vice president involved in the “Decision”) reviews the information
from the investigation and the review committee’s recommendation and renders a
final decision within ten business days.
III. Sanctions
Appropriate remedial and/or discipline action up to and including dismissal from the
college will be implemented against individuals found to have violated this policy.
IV. Prohibitions
Persons who knowingly fabricate allegations of harassment, discrimination, or
retaliation violate this policy. In such instances, the complainant will be subject to
disciplinary action. However, failure to prove a claim of harassment, discrimination,
or retaliation does not constitute proof of a false and/or malicious accusation.
Individuals who withhold information, purposely provide inaccurate facts, or
otherwise hinder an investigation of misconduct shall be subject to disciplinary
action.
V. Confidentiality of Proceedings
Although absolute confidentiality cannot be promised, the highest degree of
confidentiality possible will be maintained by the college to protect the parties
involved in these investigations. Only those persons who have a need to know for
purposes of the investigation or resolution of the complaint shall be informed of the
matter. Any individual who releases information relating to the complaint or the
investigation during the course of the investigation to unauthorized individuals may
be subject to disciplinary action. A complainant or respondent may seek procedural
or legal advice from supervisors or consultants as long as conversations remain
confidential.
DRUG AND ALCOHOL POLICY
Georgia Perimeter College recognizes that the uses of certain drugs are harmful and
damaging to the health and safety of students. In compliance with Federal and
State Laws, Georgia Perimeter College has a Drug and Alcohol Policy. Please read
this important information.
