It is the policy of the College that sexual harassment in any form will not be tolerated at the institution. All students found in violation of this policy shall be subject to disciplinary action up to and including suspension or expulsion from the College. All College employees found in violation of this policy shall be subject to disciplinary action up to and including termination in accordance with the procedures set forth in the Stanly Community College Due Process Policy.
In an effort to prevent sexual harassment from occurring at the institution, it is the policy of the College to encourage the reporting of any incidents of sexual harassment and to provide a just procedure for the presentation, consideration, and disposition of sexual harassment grievances.
The College further prohibits internal interference, coercion, restraint, or reprisal against any student or employee who files a grievance concerning an occurrence of alleged sexual harassment.
I. Policy
In keeping with efforts to maintain an environment in which the dignity and worth of all members of the institutional community are respected, it is the policy of Stanly Community College that sexual harassment of employees and students (employee by another employee, student by an an employee, employee by a student, or student by another student) is unacceptable conduct, will not be tolerated, and may result in employment termination or suspension or expulsion from the College. Sexual harassment may involve the behavior of a person of either sex against a person of the opposite or same sex when the behavior falls within the definition outlined below.
II. Definition
Sexual harassment at Stanly Community College is defined as any deliberate, unsolicited, and unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when:
III. Complaint Procedures
Students, without any fear of reprisal, have the right and responsibility to bring any form of sexual harassment to the attention of the Dean of Students so that a confidential investigation may be begun into the circumstances of the incident and the alleged harassment. If a student is uncomfortable reporting such harassment to the Dean of Students, he or she should talk to the Dean of Instruction.
Employees, without any fear of reprisal, have the right and responsibility to bring any form of sexual harassment to the attention of their supervisor or department head so that a confidential investigation may be immediately begun into the circumstances of the incident and the allegations of an employee who believes that he or she is or has been the object of sexual harassment. Any supervisor, department head, or other College administrator who receives a report from an employee alleging sexual harassment will handle the matter immediately. If an employee is uncomfortable reporting such harassment to the supervisor, he or she should report directly to Human Resources or the President.
Additionally, any employee who is aware or is made aware of behavior fitting the definition of sexual harassment directed toward any student or employee has the responsibility to bring this to the attention of his or her supervisor or department head. If the individual is uncomfortable discussing this with his or her supervisor or department head, the employee should contact Human Resources or the President.
IV. Investigation
When an allegation is made, a prompt investigation will be conducted. The investigation will review all circumstances to determine whether the alleged conduct constitutes sexual harassment. This will include interviewing the complainant, the person whom the complaint is against, and any witnesses necessary to provide all the necessary information to make a determination of whether sexual harassment has occurred.
If the complaint is not resolved, the person complaining will be informed that he or she may go to a higher level administratively or file a written request for a hearing under the College Grievance Procedures.
Appropriate disciplinary actions for conduct determined to constitute sexual harassment will be implemented on a case-by-case basis. Disciplinary action may include dismissal. Normally, the President of the College will determine disciplinary action and make a report to the Board of Trustees if appropriate. In cases involving the President, the Board Chairman will refer the matter to the Board of Trustees for action.
V. False Allegations
Failure to substantiate a complaint is not equivalent to a false allegation. However, a false allegation brought forth with malicious intent or without regard for truth will subject the complainant to disciplinary action.
VI. Administrative Implementation
The administration of the College will develop from time to time such regulations as necessary to implement the above policy.
In all cases, except those involving the President, the President of the College will receive a report of each complaint.
The intent is to assure that no decision be made on the basis of a granting or denial of sexual favors. The policy adopted by the Board of Trustees sets out the posture of the College, the definition of sexual harassment, and the complaint procedure. It is the responsibility of all employees and students to be familiar with that policy.
When appropriate, explanations of the policy, its enforcement, and any changes will be made to faculty, staff, and students. It will be reviewed with new employees as soon as practical after employment. All current part-time and full-time employees and all new part-time and full-time employees must sign a statement of understanding and support of the policy.
Students will receive information concerning the policy in the Student Handbook.
Adopted by Board of Trustees: January 23, 1999.
Student Development Links: