All employees and students of East Central College are to be treated fairly and equally.
Sexual harassment is inconsistent with this environment and will not be tolerated.
Definition
(a) Sexual harassment may be
defined as unwelcomed sexual advances, requests for sexual favors,
and other communication or physical conduct of a sexual nature that
takes place under any of the following conditions:
(1) Submission to such
conduct is made either explicitly or implicitly a term or condition
of a student's status as a student.
(2) Submission to or
rejection of such conduct by an individual is used as the basis for
decisions affecting student's status.
(3) Such conduct has the
purpose or effect of unreasonably interfering with an individual's
performance as a student or creating an intimidating, hostile, or
offensive environment.
(b) Sexual harassment may consist of a variety of behaviors directed to students, including but not limited to, subtle pressure for sexual activity, inappropriate touching, inappropriate language, demands for sexual favors, and physical assault.
Other behaviors which may be experienced as intimidating or offensive, particularly when repeated or when one person has authority over another, include:
(1) Sexually-oriented jokes,
kidding, or stories;
(2) Veiled suggestions of sexual activity;
(3) Display of pictures, posters, or other sexually suggestive,
demeaning, or pornographic material; and/or
(4) Touching,
patting, pinching, or hugging.
Prohibited Practices While it is not the intent of the college to regulate students' social interactions or relationships freely entered into, the college will not tolerate any behavior or communication or physical contact, by any student , which constitutes sexual harassment of another student.
Complaint Process (Revised
September 12, 2001)
Students who feel they have been victims of
sexual harassment are encouraged to resolve the situation by first
using the informal procedure.
(a) Informal Procedure
(1) Clearly say "no"
to the person whose behavior is unwelcomed;
(2) Communicate
verbally or in writing with the person whose behavior is unwelcomed,
describing the incident(s) factually, describing feelings or
consequences of the incident(s), and request that the unwelcomed
behavior stop immediately; and/or
(3) Speak with the appropriate
supervisor or instructor who may speak with the person whose behavior
is unwelcomed.
(b) Formal Procedure
If
informal resolution has been unsuccessful, a formal grievance may be
filed with the director of human resources. Formal grievances brought
to the deans or other administrators will be referred to the director
of human resources for investigation and action. A complaint form is
available from Human Resources.
(c) Procedure for Investigation of Claims
It is essential that
complaints of sexual harassment be investigated promptly and
discreetly. The following procedures will be used as a guideline for
investigating sexual harassment claims:
(1) Interview complainant
regarding the nature and specifics of the incident(s);
(2)
Interview the person accused of sexual harassment; and
(3)
Interview other possible witnesses, if appropriate.
(d) Action
The director of human resources will:
Review with the president of
the college any disciplinary action or steps to be taken. These may
include:
(a) Verbal warning.
(b) Suspension and/or probation.
(c) Termination.
(d) Dismissal of the case.
Appropriate action will depend on the nature of the complaint, the conclusiveness of the evidence and other circumstances. Records of all investigations will be kept for a reasonable period of time.
Source: Policy 5.36, East Central College, Policies and Procedures