which would disrupt, impair, interfere with, or obstruct the lawful missions, processes, procedures,
or functions of the institution.
(5) “Nothing in this section shall be construed to prevent lawful assembly and peaceful and orderly
petition for the redress of grievances, including any labor dispute between the institution of higher
education and its employees.
(6) “Any person who violates any of the provisions of this section shall be deemed guilty of a
misdemeanor and, upon conviction thereof, shall be punished by a fine not to exceed five
hundred dollars ($500), or imprisoned in the county jail for a period not to exceed one (1) year, or
by both.”
SECTION 7: POLICIES
SEXUAL HARASSMENT POLICY
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NIC Policy #3.03.01 (As of May, 2016 Policy
currently under review. Please refer to NIC Title IX Policy on Sexual Harassment, Discrimination and
Sexual Misconduct on the NIC website).
The College Welfare Committee recommends that the policy and procedures on sexual harassment
be instituted for an initial three year period and reviewed by the College Welfare Committee at the end
of that three year experience.
1. Sexual harassment subverts the missions of North Idaho College and threatens, in both obvious
and subtle ways, the careers of students, faculty, and staff.
2. Definition of Sexual Harassment
Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, other
verbal or physical conduct of a sexual nature, and/or discrimination based on gender differences
when:
a. Submission to such conduct is made either explicitly or implicitly a term or condition of an
individual’s employment or academic advancement.
b. Submission to or rejection of such conduct by an individual is used as the basis for
employment decisions or academic decisions affecting such individual.
c. Such conduct has the purpose or effect of unreasonably interfering with an individual’s work or
academic performance or creating an intimidating, hostile, or offensive working or academic
environment.
3. Sexual harassment is a form of sex discrimination. As such, it is recognized both by the Equal
Employment Opportunity Commission as a violation of the Civil Rights Act of 1964, as amended,
and by the Office of Civil Rights as a violation of Title IX of the Education Amendment of 1972.
4. Sexual harassment is primarily an issue of power. It exploits the power inherent in a faculty
member’s or supervisor’s relationship to his/her students or subordinates. Through the
manipulation of grades, wages, recommendations, job status, and the like, a teacher or a
supervisor can have a decisive influence on a student’s or employee’s success and future career
at the college and beyond.
5. While sexual harassment most often takes place in a situation of power differential between the
persons involved, this policy recognizes that sexual harassment may occur between persons of:
a. The same college status (e.g. student-student, faculty-faculty, staff-staff).
b. Differing college status (e.g. student-employee, student-persons providing/receiving services
to or from North Idaho College, employee-persons providing/receiving services to or from
North Idaho College).
6. North Idaho College discourages consensual sexual relationships between employees and their
subordinates.
a. Instructors especially are discouraged from involvement with students currently enrolled in
their classes.
b. Persons in positions of power, authority, or control over others should be aware of and,
sensitive to, problems which may arise from those
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