Faculty Endorsed 5/12/03, Board Approved 5/15/03
Faculty Amended/Endorsed 9/20/04, Board Amended/Approved 10/7/04
Faculty Amended/Endorsed 10/17/05, Board Amended/Approved 10/21/05
Faculty Amended/Endorsed 8/24/07, Academic Affairs Committee Amended/Approved 4/10/07
Faculty Amended/Endorsed 5/6/08, Board Amended/Approved 5/9/08
Faculty Amended/Endorsed 4/14/09, 5/5/09; Board Approved 5/8/09
Faculty Amended/Endorsed 12/7/2011; Board Approved 1/27/12
STATEMENT OF POLICY ON SEXUAL HARASSMENT CONCERNING FACULTY
It is the policy of this College that no member of the College community may sexually harass
another. Sexual harassment is unacceptable conduct and will not be tolerated. Sexual harassment
is defined as any unwelcome sexual advances, requests for sexual favors, and other verbal or
physical conduct of a sexual nature when: (1) Submission to such conduct is made either
explicitly or implicitly a term or condition of an individual's employment; (2) Submission to or
rejection of such conduct by an individual is used as the basis for employment decisions
affecting such individual; (3) Such conduct has the purpose or effect of unreasonably interfering
with an individual's work performance or educational experience or creates an intimidating,
hostile, or offensive work or educational environment.
Bringing a Complaint
Any member of the College community (the complainant) who believes that he or she has
been the victim of sexual harassment by a Faculty member may bring the matter to the
attention of the chairperson of the Faculty Advisory Committee, who will then notify the
Director of Human Resources
that a complaint has been made.
The College cannot be responsible for conduct of which it is unaware and, thus, for this
policy to be effective it must have the support of the College community and violations
must be reported in accordance with this policy. The complainant is strongly encouraged
to present the complaint promptly after the alleged harassment occurs.
The chairperson of the Faculty Advisory Committee will act as grievance officer to hear
the complaint. If the chairperson of the Faculty Advisory Committee or the Director of
decides it is undesirable or inappropriate that the chairperson serve as
grievance officer to hear a particular complaint, the chairperson of the Faculty Advisory
Committee will suggest to the Director of Human Resources
another member of the
Faculty Advisory Committee to serve as grievance officer for that particular complaint.
Any member of the Faculty Advisory Committee who is a party to the complaint will
seek a recusal from his or her duties as a member of the Faculty Advisory Committee.
Parties to the complaint are prohibited from participating in the activities of the Faculty
Advisory Committee when the Advisory Committee is reviewing the complaint.
The initial discussion between the complainant and the grievance officer should occur
within ten working days of the initiation of the complaint and will be kept confidential,
with no written record. If the complainant, after an initial meeting with the grievance
officer, decides to proceed, the complainant should submit a written statement to the
grievance officer. Cases involving sexual harassment are particularly sensitive and
demand special attention to issues of confidentiality. Dissemination of information
relating to the complaint should be strictly limited, in order that the privacy of all
individuals involved is safeguarded as fully as possible.
The grievance officer will immediately inform the alleged offender of the allegation and