2023-24CatalogFINALweb

EAST CENTRAL COMMUNITY COLLEGE

B. Sexual Harassment-Definitions Two categories of sexual harassment are recognized:

1. Quid Pro Quo – Sexual harassment presented as a “bargain” (quid pro quo). Unwelcome sexual advances, requests for sexual favors, and other verbal and physical conduct of a sexual nature by one in a superior po sition constitutes a “bargain-for sexual harassment” when submission by another is made either an explicit or implicit term or condition of employment or of academic standing. Quid pro quo harassment or “this for that” type harassment occurs when specific academic or employment benefits are withheld as a means of co ercing sexual favors. Examples include, but are not limited to, threat of punishment, such as dismissal from a job or a lower grade in a course for refusal to comply with sexual advances; indicating that sexual favors could lead to a raise or better grades; or extorting sexual favor from an employee or student in exchange for academic or employment benefits. In this case, apparent consent of the submitting party is less relevant than the extent to which the sexual conduct is unwelcome. As defined here, “bargained-for sexual harassment” normally arises in the context of an authority relationship. This relationship may be direct, as in the case of a supervisor and subordinate or teacher and student, or it may be indirect when the harasser has the power to direct others who have authority over the victim. 2. Environmental Sexual Harassment – Unwelcome sexual advances, request for sexual favors, and other verbal and physical conduct of a sexual nature constitute “environmental sexual harassment” when such conduct has the purpose or effect of creating an intimidating, hostile, or offensive environment that unrea sonably interferes with another’s work, academic performance, or privacy. Generally, incidents of sexual harassment must be repeated and pervasive to qualify as environmental harassment. Environmental harass ment can inflict emotional and psychological harm on individuals and can make relationships and the work or study environment unpleasant, threatening, and unproductive. However, there is no requirement that evidence of actual emotional or psychological harm be shown in order for environmental sexual harassment to be found to have occurred. In determining whether alleged conduct constitutes sexual harassment as defined in this policy, the record as a whole will be considered as well as the context in which the conduct occurred. “Environmental sexual ha rassment” normally arises from a repeated and pervasive course of conduct whereas “bargained-for sexual harassment” can be based on a single act. Facts will be judged on the basis of what is reasonable to persons of ordinary sensitivity and not on the particular susceptibility of an individual, unless that susceptibility is known to the alleged harasser. C. Reporting Procedures Reports of sexual harassment will be treated as a grievance and should be reported to the following individuals: 1. Students should report alleged act(s) of sexual harassment involving other students to the Vice President of Student Services. The Vice President of Student Services will counsel the student who reported the alleged act(s) and will attempt to resolve the matter informally, as appropriate. Please note that there are cases when it is appropriate to go directly to the formal grievance resolution process. If informal efforts are not successful in resolving the grievance, the student should refer to Policy 822.1, STUDENT GRIEVANCE PROCEDURES, to file a formal grievance. Upon receipt of a sexual harassment grievance, the Dean of Student Services will report the grievance to the Title IX Coordinator. 2. Employees and students should report alleged acts of sexual harassment involving College employees to the Title IX Coordinator. The Title IX Coordinator will counsel the employee who reported the alleged act(s) and will attempt to resolve the matter informally, as appropriate. Please note that there are cases when it is appropriate to go directly to the formal grievance resolution process. If informal efforts are not successful in resolving the grievance, the employee should refer to Policy 713, EMPLOYEE GRIEVANCE & COMPLAINT PROCEDURES, to file a formal grievance. 3. Students and employees who wish to file a sexual harassment grievance have the right to follow the due process procedures outlined in the Policies and Procedures Manual in Policy 822.1, STUDENT GRIEVANCE

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