5.1.10 Additional Policy Violations
Supervisors, managers, administrators and faculty who disregard or fail to report allegations of sexual harassment
(whether reported by the person who is the subject of the sexual harassment or a witness) are in violation of this
policy.
5.1.11 Responsibility for Policy Enforcement
Employees and students must avoid offensive or inappropriate sexual and/or sexually harassing behavior at work or
in the academic environment.
Employees and students are encouraged (but not required) to inform perceived offenders of this policy that the
commentary/conduct is offensive and unwelcome.
5.1.12 Complaints
1.
Employees
Employees who experience sexual harassment at work (by a supervisor, co- employee, student or visitor)
are urged to report such conduct to the direct attention of their supervisor, their college president or to
the Maricopa Community Colleges Equal Employment Opportunity/Affirmative Action Office. If the
complaint involves the employee's supervisor or someone in the direct line of supervision, or if the
employee for any reason is uncomfortable in dealing with his or her immediate supervisor, the employee
may go directly to the Maricopa Community Colleges EEO/AA Office.
2.
Students
Students who experience sexual harassment or sexual assault in a school's education program and
activities (by a faculty member, administrator, campus visitor or other student) are urged to report such
conduct to the Title IX Coordinator, who is the vice president of student affairs at each college. A
student may also contact the MCCCD EEO/AA Office to obtain the name and phone number of the
college official designated to respond to sexual harassment complaints.
3.
General - Applicable to Both Employees and Students
A.
Complaints will be investigated according to procedures established by the MCCCD EEO/AA
Office. Copies of these procedures may be obtained in the college president's office, Office of
the Vice President of Student Affairs and the MCCCD EEO/AA Office.
B.
The college/center/MCCCD will investigate all complaints in a prompt, thorough, and impartial
manner.
C.
Where investigation confirms the allegations, appropriate responsive action will be taken by the
college/center/MCCCD.
5.1.13 Confidentiality
Records will be maintained in a confidential manner to the extent permitted by law and insofar as they do not
interfere with MCCCD's legal obligation to investigate and resolve issues of sexual harassment.
5.1.14 Violations of Law
An employee or student may be accountable for sexual harassment under applicable local, state, and/or federal law,
as well as under MCCCD policy. Disciplinary action by MCCCD may proceed while criminal proceedings are
pending and will not be subject to challenge on the grounds that criminal charges involving the same incident have
been dismissed or reduced.
5.1.15 False Statements Prohibited
Any individual who knowingly provides false information pursuant to filing a discrimination charge or during the
investigation of a discrimination charge, will be subject to appropriate disciplinary action, up to and including,
employment termination or academic dismissal.
5.1.16 Retaliation Prohibited
Retaliation against an employee or student for filing a sexual harassment complaint, or participating in the
investigation of a complaint, is strictly prohibited. MCCCD will take appropriate disciplinary action, up to and
including employment termination or academic dismissal if retaliation occurs.
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