Sexual Harassment Policy
Federal law provides that it shall be an unlawful discriminatory practice for any employer, because of the sex of any person, to discharge without cause, to refuse to hire, or otherwise to discriminate against any person with respect to any matter directly or indirectly related to employment or academic standing. Harassment of an employee on the basis of sex violates this federal law.
It is the policy of Georgia Highlands College that no member of the College community may sexually harass another. Any employee or student who violates that policy will be subject to dismissal or other sanctions after compliance with procedural due process requirements.
Definition
Unwelcome sexual advances, request for sexual favors, and other verbal or physical conduct of a sexual nature. These behaviors constitute sexual harassment when:
Submission to such conduct is made, either explicitly or implicitly, a term or condition of an individual's employment or education;
Submission to or rejection of such conduct by an individual is used as the basis for academic or employment decisions affecting that individual;
Such conduct has the purpose or effect of substantially interfering with an individual's academic or professional performance or creating an intimidating, hostile, or offensive employment or educational environment.
Examples of Sexually Harassing Behavior
Behaviors which constitute an example of the first part of the definition include those which imply that the receipt of employment and educational enhancements depend on the employee's or student's accepting such conduct from those in positions to bestow such enhancements.
Behaviors that are examples of the second part of the definition include those that seek to require the actual submission to such conduct as the basis for employment or educational decisions.
Those behaviors which are examples of the third part of the definition include such conduct as creates an employment and educational atmosphere which can detrimentally affect one's ability to perform one's duties.
Procedures for Handling Complaints
The following procedures are applicable to complaints against faculty or professional, non-faculty staff and shall be followed by students, classified employees, and other faculty or professional, non-faculty staff in reporting incidents of sexual harassment.
Reports of inappropriate sexual conduct by a faculty member or professional, non-faculty staff should be made in writing to the Division Chairperson or Department Head who is the supervisor of the faculty member or professional, non-faculty staff involved.
The Division Chairperson or Department Head will immediately investigate the allegation of harassment. Failure to do so is also misconduct subject to disciplinary action.
The Division Chairperson or Department Head will immediately report the complaint of harassment to one’s respective Vice President with consultation from the Director of Human Resources.
The Division Chairperson or Department Head, with collaboration from the Director of Human Resources, will conduct a complete investigation of the matter and submit a report of the investigation to the appropriate Vice President of the College who in turn will recommend a disposition of the case to President.
The following procedures are applicable to complaints against classified employees and should be followed by faculty or professional non-faculty staff, students, and other classified employees in reporting incidents of sexual harassment.
Reports of inappropriate sexual conduct by a classified employee should be made in writing to the Human Resource Director.
The Human Resource Director will investigate the allegation of harassment. Failure to do so is also misconduct subject to disciplinary action.
The Human Resource Director will submit a report of the investigation and a recommendation for disposition to the President.
The following procedures are applicable to complaints against students and should be followed by classified employees, faculty or professional, non-faculty staff, and other students in reporting incidents of sexual harassment.
Reports of inappropriate sexual conduct by a student should be made in writing to the Vice President for Student Development.
The Vice President for Student Development, with consultation from the Director of Human Resources, will investigate the allegation of harassment. Failure to do so is also misconduct subject to disciplinary action.
The Vice President for Student Development will submit a report of the investigation and a recommendation for disposition to the President.
Note: If the employee against whom the complaint is made is the supervisor of the person making the complaint, or if any other circumstances exist in which any member of the College community prefers to report the misconduct through other channels, this can be done by contacting the President, the Vice President of Academic Affairs, the Vice President for Finance and Administration, the Vice President for Student Development or the Director of Human Resource. An investigation will be made and appropriate action shall be taken.
Plan For Educating Institutional community to Prevent Sexual Harassment.
The text of the Sexual Harassment plan will be included in every issue of the Student Handbook and the Faculty/Staff Handbook.
President's Statement
Sexual harassment is antithetical to the collegiate atmosphere of the Georgia Highlands College community and will not be condoned or tolerated.