complaint a written complaint is required in order that the College can further address the complaint under these procedures.
e) If the complainant, after the initial meeting with the person designated to receive the complaint, decides to proceed, the complainant must submit a written statement to the person designated to receive the complaint describing with particularity the alleged harassment. The written statement should identify any persons with knowledge of any facts relevant to the harassment complaint.
f) Except as reasonably necessary to investigate the written complaint and to give the person accused of harassment an opportunity to respond, all written complaints of harassment shall be kept confidential.
g) The written complaint shall be promptly forwarded to the person accused of harassment and the person accused of harassment shall submit a written response to the allegations within seven days. The response should identify any persons with knowledge of any facts relevant to the harassment complaint.
h) Upon receipt of the response, the person designated to receive the complaint or an impartial investigator appointed by the person receiving the complaint shall promptly investigate the complaint. Normally, the investigation period should not exceed 21 days. During the investigation, the person receiving the complaint shall take whatever steps he or she deems appropriate to effect an informal resolution of the complaint acceptable to the College, the person making the complaint and the person accused of harassment.
i) Upon completion of the investigation and if an informal resolution has not been reached, the person receiving the complaint shall promptly provide a written statement of the findings of the investigation and any discipline to be imposed to both the person making the complaint and the person accused of harassment.
j) Either the person making the complaint or the person charged with harassment may appeal the findings or the decision to impose or not to impose disciplinary action by filing a written appeal within two business days of receipt of the findings.
k) If the person accused of harassment is a staff member, the appeal shall be directly to the College President in accordance with the Grievance Procedures set forth in the Employee Handbook.
l) If the person accused of harassment is a faculty member, the appeal shall be communicated to the College President who shall convene a Committee to hear the appeal. The Committee shall consist of three tenured faculty members from three different divisions, except that if the complainant is a student, an Officer of the Student Body shall also sit on the Committee. The Committee may conduct its own investigation, call witnesses, and gather whatever information it deems necessary to assist it in reaching a determination of the merits of the allegation. Once such a determination has been reached, the Committee shall communicate its findings in writing to the person making the complaint and the person accused of harassment. If the Committee determines that no harassment has occurred, its decision shall be final. A finding that harassment has occurred requires a majority vote of Committee members. Prior to communicating its decision, the Committee shall also have the opportunity to seek an informal resolution of the matter satisfactory to the College and the other parties involved. If the Committee finds harassment and further finds that reasonable cause exists for seeking sanctions against the faculty member, the Committee shall forward its recommendations for sanctions directly to the College President. A recommendation for sanctions requires the
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