Page 66 - BSC Faculty Handbook

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
the identity of the complainant. The complainant's written statement will be given to the
alleged offender at the time he or she is informed of the complaint. Every effort should be
made to protect the complainant from retaliatory action by the person(s) named in the
complaint. The College expressly forbids any retaliation against persons who utilize this
policy. If pertinent, personal safety and security issues should be addressed.
Resolution of a Complaint
Promptly after a written complaint is submitted, the grievance officer should initiate
whatever steps he or she deems appropriate to effect an informed resolution of the
complaint acceptable to both parties. The grievance officer will provide the Director of
Human Resources and the alleged offender with a copy of this request.
The complainant, if unsatisfied with the resolution proposed by the grievance officer, will
have access to special grievance procedures upon prompt submission of a written request
to the grievance officer. The grievance officer will provide the Director of Human
Resources and the alleged offender with a copy of this request.
At the request of the Director of Human Resources, the Faculty Advisory Committee will
serve as the sexual harassment grievance committee. The committee may determine its
own rules of procedure, ensuring due process, to include but not limited to: conduct its
own inquiry, call witnesses including the parties to the dispute individually or jointly, and
gather whatever information necessary to determine the merits of allegations. The
committee will not be bound by rules of legal evidence, and may admit any probative
evidence. Legal counsel will not be permitted to appear before any hearings or meetings
of the sexual harassment grievance committee. Once a determination about the validity of
the allegations has been reached, the committee's opinion will be communicated in
writing to both parties, and the Director of Human Resources and the Provost of the
College. A written summary of the basis for the determination will be provided to either
party upon request.
The Provost of the College will determine what corrective actions and/or disciplinary
measures, if any, are warranted. Should the Provost decide that a major sanction such as
dismissal or suspension from service for a stated period of time be imposed, he or she
may initiate proceedings to impose a severe sanction as governed by the procedures for
granting promotion and tenure and non-reappointment. If the Provost decides that the
conduct of the Faculty member justifies imposition of a minor sanction such as a
reprimand, he or she shall notify the Faculty member in writing and provide the Faculty
member with an opportunity to provide evidence that such a sanction is unwarranted or
improper. A Faculty member who believes that a major sanction has been incorrectly
imposed may petition the special College Grievance Committee in accordance with the
procedures for granting promotion and tenure and non-reappointment described in the
Faculty Handbook