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Non-Discrimination and Equal Opportunity Policy

Discrimination, harassment, and retaliation on the basis of protected status (see Notice of Non-Discrimination and Equal Opportunity for a definition of "protected status") are strictly prohibited. Persons who engage in such conduct are subject to discipline up to and including termination or dismissal.

Preventing prohibited discrimination, harassment, and retaliation is the responsibility of all members of the College Community. All College employees, supervisors, and administrators who have not been designated as confidential employees because of professional or pastoral confidentiality, are considered responsible employees under the policy and must immediately report any complaints, reports, observations, or other information of alleged discrimination, harassment, or retaliation, to the designated coordinator, even if that College employee is investigating the alleged discrimination as part of the College's student or employee disciplinary process. Employees, supervisors, and employees should also provide complaints with information for filing a complaint of discrimination.

The College will respond to reports of perceived prohibited conduct in an adequate, reliable, impartial manner, as set forth below. If the College determines that discrimination, harassment, or retaliation has occurred, appropriate corrective and remedial actions will be taken.

Scope of Policy

This policy applies to reports of discrimination, harassment, and retaliation on the basis of protected status, other than discrimination, harassment, and retaliation on the basis of sex or gender, which are governed exclusively by the College's Sexual Misconduct Policy.

This policy governs reports of discrimination, harassment, and retaliation in all the College's programs and activities and applies to all members of the College Community. It applies to discrimination, harassment, and retaliation that occurs on campus, during or at an official College program or activity (regardless of location), and to off campus or online conduct when the conduct could deny or limit a person's ability to participate in or benefit from the College's programs and activities.

Prohibited Conduct

Discrimination - adverse treatment of an individual based on protected status. It is a violation of this policy to discriminate on the basis of a protected status in any of the College's programs and activities. A list of protected statuses is located in the Notice of Non-Discrimination and Equal Opportunity.

Harassment - consists of unwelcome verbal, non-verbal, or physical conduct that denigrates or shows hostility or aversion toward an employee, student, or other member of the College Community, including third-parties, because of protected status. Harassment constitutes a form of prohibited discrimination if it denies or limits a person's ability to participate in or benefit from the College's programs and activities ("discriminatory harassment").

Examples of conduct prohibited by this policy may include, but are not limited to, inappropriate gestures, inappropriate written or electronic material, threats or intimidating or hostile conduct, physical acts of aggression, assault, or violence, criminal offenses, jokes or pranks, name-calling, offensive objects or pictures that are hostile or demeaning with regard to a person's protected status or have the purpose or effect of creating an intimidating, hostile, abusive or offensive working or academic environment.

Retaliation - the College prohibits retaliation against anyone for reporting discrimination or harassment, assisting in making a report, cooperating in an investigation or proceeding or otherwise exercising his or her rights or responsibilities under this policy and applicable federal, state, and local laws.

Retaliation prohibited by this policy consists of materially adverse action, such as disparaging comments, uncivil behavior, or other negative treatment of an employee, student, or other member of the College Community because a report has been made pursuant to this policy or because an individual otherwise cooperated with the College's investigation.

Sexual Misconduct - the College's Sexual Misconduct Policy governs the reporting, investigation, and determination of reports of sex and/or gender discrimination and other forms of sexual misconduct.

All reports of sex discrimination, sexual harassment, and sexual violence; domestic violence, dating violence, and/or stalking; and related retaliation will be investigated and resolved pursuant to the College's Sexual Misconduct Policy.

Duties and Responsibilities

The College's Title IX Coordinator is responsible for coordinating the College's compliance with Title IX of the Education Amendments of of 1972; the Director of Student Accessibility Resources is responsible for coordinating the College's compliance with the American with Disabilities Act, as amended, and Section 504 of the Rehabilitation Act of 1973, for students; the Dean for Student Affairs or their designee is responsible for coordinating the College's compliance with Title VI of the Civil Rights Act of 1964 for students; the Executive Director for Human Resources or their designee is responsible for coordinating the College's compliance with the Age Discrimination Act of 1975, Title VII of the Civil Rights Act of 1964, and the Americans with Disabilities Act for employees.

It is the responsibility of the College officials identified above to:

  1. Receive complaints made under this policy;
  2. Coordinate dissemination of information and education and training programs;
  3. Assist members of the College Community in understanding that discrimination, harassment, and retaliation are prohibited by this policy;
  4. Answer questions about this policy;
  5. Appoint investigators, or investigate, and ensure that they are trained to respond to and investigate complaints of discrimination, harassment, and retaliation under this policy;
  6. Ensure that employees and students are aware of the procedures for reporting and addressing complaints of discrimination, harassment, and retaliation;
  7. Oversee the appropriate implementation of this policy;
  8. Document all reports of discrimination, harassment, and retaliation under this policy and establish a protocol for recordkeeping.

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