Reporting an Incident of Sexual or Unlawful Harassment
Reporting Harassment
Everyone must work toward preventing sexual and other unlawful harassment, but leadership matters. Supervisors and managers have a special responsibility to make sure employees feel safe at work and that workplaces are free from harassment and discrimination. Preventing sexual and other unlawful harassment is everyone’s responsibility. The College cannot prevent or remedy harassment unless it knows about it. Any employee or other person covered by this policy who has been subjected to behavior that may constitute harassment or anyone who witnesses or becomes aware of potential instances of harassment should report such behavior to their immediate supervisor, The Office of Human Resources, or the Title IX Coordinator,. If an employee makes a report to their supervisor and believes the supervisor is not taking appropriate action, the employee should report this inaction to Human Resources, the Title IX Coordinator or the President. If an employee believes that their supervisor or manager has violated this policy, the employee should report the matter to the Title IX Coordinator.
Reports can be made utilizing the College’s online Title IX “Gender and Sex-Based Harassment and Sexual Misconduct Report” system. Reports of harassment may be made verbally or in writing. A form for submission of a written report is available in The Office of Human Resources and from the Title IX Coordinator and is also available at the end of this Employee Handbook as Appendix A. All employees are encouraged to use this report form, but using the form is not required. Employees who report sexual harassment on behalf of another person should state clearly that the report is being made on another person’s behalf. For concerns involving sexual harassment, the Title IX Coordinator will review and evaluate the allegations and determine if they shall proceed pursuant to the Title IX Policy or pursuant to this harassment prevention policy.
The availability of this reporting procedure does not preclude individuals who believe they are being sexually harassed from promptly advising the offender that their behavior is unwelcome and requesting that the behavior stop.
Supervisory Responsibilities
Supervisors and managers have a responsibility to prevent sexual and other forms of unlawful harassment and discrimination. All supervisors and managers who receive a complaint or information about suspected sexual harassment, observe what may beharassing or discriminatory behavior, or for any reason suspect that harassment or discrimination is occurring, are required to report such suspected harassment to the Office of Human Resources. Suspected sexual harassment should be reported to the Title IX Coordinator. Managers and supervisors should not be passive and wait for an employee to make a claim of harassment. If they observe such behavior, they must act. Any supervisor or manager who receives a report or information about suspected harassment, or who observes conduct that may constitute harassment is required to take appropriate responsive action.
In addition to being subject to discipline if they personally engaged in harassing or retaliatory conduct, supervisors and managers will be subject to discipline for failing to report suspected harassment to the College or otherwise knowingly allowing harassment to continue.
While supervisors and managers have a responsibility to report harassment and discrimination, supervisors and managers must be mindful of the impact that harassment and a subsequent investigation has on victims. Being identified as a possible victim of harassment and questioned about harassment and discrimination can be intimidating, uncomfortable and re-traumatizing for individuals. Supervisors and managers must accommodate the needs of individuals who have experienced harassment to ensure the workplace is safe, supportive, and free from retaliation for them during and after any investigation.