Procedure 6.27.1: Sexual Harassment Procedure

Amended Date: Tue, May 13, 2008

Definitions

  1. Covered employees are the President of the College and all full-time faculty and staff.
  2. Secondary employment is any employment (IRS reportable income) which the employee engages other than the primary position held at the College.

Administration of policy

Secondary employment shall not be permitted when it would:

  • Create either directly or indirectly a conflict of interest with the primary employment
  • Impair in any way the employee’s ability to perform all expected duties, to make decisions and carry out in an objective fashion the responsibilities of the employee’s position.

The President must have approval of the Board of Trustees before beginning any secondary employment. Faculty and staff members must seek approval from the College before engaging in any secondary employment.

  • Form SE1, “Request for Approval of Secondary Employment” must be completed by the employee.
  • Form SE1 is then submitted to the immediate supervisor.
  • The supervisor and the employee will discuss the circumstances of the secondary employment and determine if there are any conflicts between the primary and secondary employment.
  • If it is determined that there are no conflicts, then approval will be obtained from the Division Vice President and the President.

Complaint Procedure

If you are being harassed by your supervisor, instructor, another employee/student, or a non-employee/student, or other person interacting with the college (such as vendors and relatives of persons employed by or enrolled in the College), there are three alternative complaint procedures:   

Alternative 1

Notify your supervisor/instructor or Vice President of Academic Services of the situation. These individuals are responsible for notifying the President’s Office of the Complaint, and cooperating in investigating the situation and taking corrective action.

Alternative 2

If you do not feel that you can talk with your supervisor/ instructor about the problem, or if the harassment is coming from your supervisor/instructor, you are encouraged to seek out another superior within your department and notify him or her of the situation. If the matter is not resolved to your satisfaction, you may file a formal written Complaint with the President.

Alternative 3

If at any point in the process you prefer to do so, students may go to the Vice President of Student Services and employees may go to their supervisor or the Personnel Officer. These individuals notify the President’s Office of the Complaint, and cooperate in investigating the situation and taking reasonably prompt, appropriate action.

Reporting

Whenever the Vice President of Academic Services, Vice President of Student Services, Personnel Officer, or any other supervisor or superior referred to in Alternative 1, Alternative 2, or Alternative 3, receives a complaint of sexual harassment, he or she shall promptly notify the President’s Office of such complaint.

Resolution

Upon receiving notice of a sexual harassment complaint, the President, or the President’s designee shall, based upon the particular circumstances, arrange for the complaint to be investigated, and a report of the investigation to be submitted by the appropriate person(s). Arrangements for particular aspects of the investigation, including direction as to the person(s) (employed and/or not employed by the College) whom will make inquires, the degree of formality used in the investigation, and other considerations, shall be provided by the President or the President’s designee. The College will thereafter implement such corrective action as it deems necessary or appropriate.

The College reserves its authority to, in its judgment and discretion; take various precautionary measures, before, during, or after investigating a sexual harassment complaint, in order to ensure that sexual harassment and retaliation, actual and/or perceived, does not occur. Such precautionary measures (which may or may not include cautionary letters, temporary reassignment of duties, etc.) are not, absent explicit written statement to the contrary, to be considered as disciplinary in nature.

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