Policy Against Discrimination, Harassment, and Bullying In keeping ...

Sexual violence, including physical sexual acts perpetrated against a person’s will or where a
person is incapable of giving consent due to the victim’s use of drugs or alcohol or due to an
intellectual or other disability.
Gender-based harassment, which may include acts of verbal, nonverbal, or physical
aggression, intimidation, or hostility based on sex or sex stereotyping, even if these acts do not
involve conduct of a sexual nature.
Bullying
The College is committed to the elimination of all forms of bullying and will ensure that procedures exist to
allow complaints of bullying to be dealt with and resolved without limiting any person’s entitlement to
pursue resolution of their complaint within the relevant statutory authority.
Definitions:
Bullying is unwelcome or unreasonable behavior that demeans, intimidates, or humiliates people either as
individuals or as a group. Bullying behavior is often persistent and part of a pattern, but it can also occur
as a single incident. It is usually carried out by an individual but can also be an aspect of group behavior.
Context is important in understanding bullying, particularly verbal communication. There is a difference
between friendly banter exchanged by colleagues and comments that are meant to be, or are taken as,
demeaning.
Mobbing is a particular type of bullying behavior carried out by a group rather than by an individual.
Mobbing is the bullying or social isolation of a person through collective unjustified accusations,
humiliation, general harassment, or emotional abuse. Although it is group behavior, specific incidents
such as an insult or a practical joke may be carried out by an individual as part of mobbing behavior.
Bullying is unacceptable behavior because it breaches principles of equality and fairness, and it
frequently represents an abuse of power and authority. It also has potential consequences for everyone
involved.
Reporting Procedures for Discrimination, Harassment, and Bullying
Any employee who believes he/she is being subjected to discrimination, harassment (sexual or other
discriminatory harassment) or bullying shall report the situation to his/her supervisor or the Associate Vice
President for Human Resources. A complaint should be made in writing whenever possible, including as
much information as possible, such as details of the alleged incident, dates, names of those involved in
the harassment, any physical evidence that may exist, and the names of any individuals who may have
observed or witnessed the conduct.
Any employee who witnesses, receives a complaint, or otherwise learns of conduct that is in violation of
the policies related to discrimination, harassment, or bullying is required to refer the matter to his/her
supervisor or the Associate Vice President for Human Resources. Any incident or complaint involving a
student should be reported to the Dean of Students.
The College will act promptly and appropriately upon any information that it obtains which indicates that
any violation of this policy has taken place. Prompt and appropriate action will be taken pending an
investigation to ensure that any prohibited conduct that might exist does not continue.
Informal Resolution
It may be possible and appropriate to resolve the reported offense informally. The supervisor, in
consultation with the Associate Vice President for Human Resources will document the complaint and
informal steps taken to resolve the concern. Documentation falling under the Informal Resolution process
will remain in a separate file in the Associate Vice President for Human Resources office and not placed
in the respondent’s personnel file. This information will be used to monitor repeated complaints within the
same department or involving the same individual. Should additional complaints be received, the