Learning College Manual
Isothermal Community College (“College”) is committed to providing and promoting an atmosphere in which students can engage fully in the learning process. Accordingly, forms of unlawful harassment, discrimination, and other violations of civil rights are prohibited by this Policy.
The purpose of the student unlawful harassment and discrimination policy is to provide a system to channel student complaints against faculty, staff, and others in the college community concerning sexual harassment, gender harassment and other unlawful harassment or discrimination. Student complaints involving harassment or discrimination against another student will be addressed under the student code of conduct (Student Handbook Appendix A: III)
A. Sexual Harassment
Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature constitute sexual harassment. Examples of sexually harassing conduct include, but are not limited to:
1. deliberate, unwelcome touching of a sexual nature or that takes on sexual connotations;
2. suggestions or demands for sexual involvement accompanied by implied or overt promises of preferential treatment or threats; pressure for sexual activity;
3. continued or repeated offensive sexual flirtations, advances or propositions;
4. continued or repeated verbal remarks of a sexual nature;
5. sexually degrading words used towards an individual or to describe an individual;
6. the display of sexually suggestive objects or pictures (1); or
7. use of personal or College electronic communications to convey sexually inappropriate words, pictures or images. Electronic communications include, but are not limited to, email, text messaging, instant messaging, chat rooms, blogging, website and social networking websites (e.g., Facebook or MySpace).
Furthermore, conduct will constitute harassment when:
1. submission to such conduct is made either explicitly or implicitly a term or condition of employment or academic status;
2. any such proposals are made under circumstances implying that one's response might affect the academic or employment decisions that are influenced by the person making such proposals;
3. such conduct is abusive of others and implies a discriminatory hostility toward their personal or professional interests because of their sex or sexual orientation;
4. such conduct has the purpose or effect of unreasonably interfering with an individual's work;
5. learning performance or creating an intimidating, hostile, or offensive working or learning environment; or
6. the sexual attention is unwanted, regardless of consequences and relationships
In addition, sexual harassment can occur between members of the opposite sex or the same sex.
B. Gender Harassment
Gender harassment is defined as behavior that targets someone for offensive, hostile, degrading or insulting treatment because of their gender.
The following are examples of conduct that may constitute gender harassment:
1. Using derogatory, gender-based terms;
2. Making derogatory jokes about gender-specific traits or based on negative gender stereotypes;
3. Suggesting that students of one gender should not engage in certain activities because of their gender;
4. Impeding the educational progress of a person of one gender either explicitly or implicitly, such as by questioning an employee’s or student’s ability because of his/her gender or suggesting that it is abnormal for a person of that gender to hold a particular interest;
5. Limiting or denying employees or students of one gender access to educational opportunities;
6. Using sexist humor in the classroom;
7. Use of personal or College electronic communications (as defined herein) to convey inappropriate gender-based remarks, pictures or images; or
8. Using verbal, graphic or physical conduct which threatens, ridicules, or demeans an individual because of gender.
C. Other Unlawful Harassment/Discrimination
Other unlawful harassment may consist of verbal or physical conduct that excludes, denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, age, national origin, disability, creed, sexual orientation, political affiliation or any legally protected status not listed herein, or that of his/her relative, friends or associates, and has the purpose or effect of creating an intimidating, hostile or offensive work or learning environment; has the purpose or effect of interfering unreasonably with an individual’s work or academic performance; or otherwise adversely affects an individual’s employment or educational opportunities.
Other unlawful harassment may include but is not limited to:
1. Threatening or intimidating conduct directed at another because of the individual’s race, color, religion, age, national origin, disability, veteran’s status, creed, sexual orientation, political affiliation, or any legally protected status not listed herein;
2. Jokes, name calling, or rumors based upon an individual’s race, color, religion, age, national origin, disability, veteran’s status, creed, sexual orientation, political affiliation, or any legally protected status not listed herein; or
3. Ethnic slurs, negative stereotypes and hostile acts based on an individual’s race, color, religion, age, national origin, disability, creed, sexual orientation, political affiliation or any legally protected status not listed herein.
4. Stalking, which purposes of this Policy, is when a person intentionally and repeatedly follows or harasses another person and who makes a credible threat, either expressed or implied, with the intent to place that person in reasonable fear of death or bodily harm.
5. The exclusion of a student in a College activity based upon an individual’s race, color, religion, age, national origin, disability, veteran’s status, creed, sexual orientation, political affiliation, or any legally protected status not listed herein.
III. REPORTING AND COMPLAINTS PROCEDURE
Students may report complaints of sexual, gender, or other unlawful forms of harassment to the Dean of Student Services or Dean of Continuing Education. The College will investigate the complaint and take appropriate action as outlined in the college personnel policies, including but not limited to disciplinary action, if warranted. Complaints about the Dean of Student Services or Dean of Continuing Education should be made directly to the Vice President of Academic and Student Services and Institutional Assessment. Complaints about the Vice President of Academic and Student Services and Institutional Assessment may be made directly to the President. The College may disclose to the alleged victim the result of the investigation within the bounds of state and federal law.
If the student making the complaint of harassment is not satisfied with the Dean of Student Services’ decision, s/he may appeal that decision to the Vice President of Academic and Student Services and Institutional Assessment.
Student grievances that directly involve an action of the President shall be referred to the Chair of the Board.
No one who makes a complaint testifies as a witness, assists, or participates in any investigation, proceeding, or hearing on a complaint of sexual harassment will be retaliated against, nor will they be coerced, intimidated, threatened, or interfered with in the exercise of any rights under Title VII of the Civil Rights Act of 1964, as amended. This policy also applies to volunteer faculty and staff.
(1) This does not include objects or pictures used for academic purposes.
Policy No: 601-02-05BP
Adopted: May 22, 1991
Amended: July 20, 2006; January 28, 2009; June 29, 2010; February 21, 2011