Isothermal Community College

Learning College Manual

Human Resources

Sexual, Gender and Other Unlawful Harrassment

Isothermal Community College is committed to providing and promoting an atmosphere in which employees realize their maximum potential in the workplace and students can engage fully in the learning process.  Accordingly, sexual, gender and other unlawful harassment is prohibited by this policy.

I.    DEFINITIONS

  1. Sexual Harassment 
    Unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature constitutes sexual harassment when:
    1. Submission to the conduct is made, either explicitly or implicitly, a term or condition of an individual’s employment, academic progress or completion of a school-related activity;
    2. Submission to or rejection of such conduct is used as the basis for employment decisions affecting such individual, or in the case of a student, submission to or rejection of such conduct is used in evaluating the individual’s performance within a course of study or other school-related activity; or
    3. Such conduct is sufficiently severe, persistent or pervasive so that it has the purpose or effect of unreasonably interfering with an employee’s work or performance or a student’s educational performance; limiting a student’s ability to participate in or benefit from an educational program or environment; or creating an abusive, intimidating, hostile or offensive work or educational environment.

            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; 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).

It is possible for sexual harassment to occur at various levels:  between fellow students or co-workers; between supervisors and subordinates; between employees and students; or imposed by non-employees, including between visitors and employees and/or students.  In addition, sexual harassment can occur between members of the opposite sex or the same sex.

  1. 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 employees or students of one gender should not engage in certain activities because of their gender;
    4. Impeding the employment or 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 or employment opportunities;
    6. Using sexist humor as a classroom teaching technique;
    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.
  2. Other Unlawful Harassment 
    Other unlawful harassment may consist of verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, age, national origin, disability, veteran’s status, 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, veteran’s status, creed, sexual orientation, political affiliation or any legally protected status not listed herein.
    4. Stalking, for purposes of the 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.

II.    REPORTING AND COMPLAINTS PROCEDURE

Employees may report complaints of sexual, gender, or other unlawful forms of harassment to the following persons: Stephen Matheny, Vice President of Administrative Services or Cindy Moore, Director of Human Resources.

If necessary, the College will investigate the complaint and take appropriate action if warranted

Policy No: 306-01-02BP

Adopted:  June 29, 2010
Amended:  May 24, 2011