Harassment Policy - SOCCCD · 2015-11-19 · District policy. Gender-based harassment does not...
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Harassment Policy &
comPlaint Procedure
SOUTHORANGECOUNTY
COLLEGECOMMUNITY
DISTRICT
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What is Harassment 4Definitions 4General Harassment 6Sexual Harassment 7WhatAreYourRights? 9WhatAretheComplaintProcedures? 9WhentoFileaComplaint 12InitialInformationandChoicesProvidedtotheComplainant 13
TA B L E O F CON T E N T S
InformalResolutionofHarassmentComplaints 16DistrictFormalComplaintProcedures 18InvestigationoftheComplaint 22AdministrativeDetermination 24Extensions 28ExternalFormalProcedure 29WhatAretheRemedies 29WhatHelpisAvailable? 30
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s o u t H o r a n g e c o u n t y c o m m u n i t y c o l l e g e d i s t r i c t H a r a s s m e n t P o l i c y & c o m P l a i n t P r o c e d u r e
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Districtpolicy.Gender-basedharassmentdoesnotnecessarilyinvolveconductthatissexual.Anyhostileoroffensiveconductbasedongendercanconstituteprohibitedharassment.Forexample,repeatedderisivecommentsaboutaperson’scompetencytodothejob,whenbasedonthatperson’sgender,couldconstitutegender-basedharassment.Harassmentcomesinmanyforms,includingbutnotlimitedtothefollowingconduct:
Verbal:Inappropriateoroffensiveremarks,slurs,jokesorinnuendoesbasedonaperson’srace,gender,sexualorientation,orotherlegallyprotectedstatus.Thismayinclude,butisnotlimitedto,inappropriatecommentsregardinganindividual’sbody,physicalappearance,attire,sexualprowess,maritalstatusorsexualorientation;unwelcomeflirtingorpropositions;demandsforsexualfavors;verbalabuse,threatsorintimidation;orsexist,patronizingorridiculingstatementsthatconveyderogatoryattitudesbasedongender,race,nationality,sexualorientationorotherlegallyprotectedstatus(es).
Physical:Inappropriateoroffensivetouching,assault,orphysicalinterferencewithfreemovement.Thismayinclude,butisnotlimitedto,kissing,patting,lingeringorintimatetouches,grabbing,pinching,leering,staring,unnecessarilybrushingagainstorblockinganotherperson,whistlingorsexualgestures.Italsoincludesanyphysicalassaultorintimidationdirectedatanindividualduetothatperson’sgender,race,nationalorigin,sexualorientationorotherprotectedstatus.
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WHATISHARASSMENT?
TheSouthOrangeCountyCommunityCollegeDistrict(the“District”)iscommittedtoprovidinganacademicandworkenvironmentfreeofunlawfulharassment.Thispublicationdefinessexualharassmentandotherformsofharassmentprohibitedoncampus,andsetsforththeprocedurefortheinvestigationandresolutionof
complaintsofharassmentbyoragainstanystafforfacultymemberorstudentwithintheDistrict.
Thispolicyprotectsstudentsandemployeesinconnectionwithalltheacademic,educational,extracurricular,athletic,andotherprogramsoftheDistrict,whetherthoseprogramstakeplaceintheDistrict’sfacilities,aDistrictvehicle,orataclassortrainingprogramsponsoredbytheDistrictatanotherlocation.
DEFINITIONS
GeneralHarassment:Harassmentbasedongender,genderidentity,genderexpression,sex,maritalstatus,race,age,color,religion,nationalorigin,ethnicity,disability,medicalcondition,geneticinformation,sexualorientation,oranylegallyprotectedcharacteristic,ortheperceptionthatapersonhasoneormoreofthesecharacteristicsisillegalandviolates
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Physicalsexualharassmentincludesactsofsexualviolence,suchasrape,sexualassault,sexualbattery,andsexualcoercion.Sexualviolencereferstophysicalsexualactsperpetratedagainstaperson’swillorwhereapersonisincapableofgivingconsentduetothevictim’suseofdrugsoralcohol.Anindividualalsomaybeunabletogiveconsentduetoanintellectualorotherdisability.
VisualorWritten:Thedisplayorcirculationofvisualorwrittenmaterialthatdegradesanindividualorgroupbasedongender,race,nationality,sexualorientationorotherlegallyprotectedstatus.Thismayinclude,butisnotlimitedto,posters,cartoons,drawings,graffiti,readingmaterials,computergraphicsorelectronicmediatransmissions.
GENERALHARASSMENT
Environmental:Ahostileacademicorworkenvironmentexistswhereitispermeatedbysexualinnuendo;insultsorabusivecommentsdirectedatanindividualorgroupbasedongender,race,nationality,sexualorientationorotherlegallyprotectedstatus(es);orgratuitouscommentsregardinggender,race,sexualorientation,orotherlegallyprotectedstatus(es)thatarenotrelevanttothesubjectmatteroftheclassoractivitiesonthejob.Forexample,ahostileenvironmentcanarisefromanunwarrantedfocusonsexualtopicsorsexuallysuggestivestatementsintheclassroomorworkenvironment.Itcanalsobe
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createdbyanunwarrantedfocuson,orstereotypingof,particularracialorethnicgroups,sexualorientations,gendersorotherlegallyprotectedstatuses.Anenvironmentmayalsobehostiletowardanyonewhomerelywitnessesunlawfulharassmentinhisorherimmediatesurroundings,althoughtheconductisdirectedatothers.Thedeterminationofwhetheranenvironmentishostileisbasedonthetotalityofthecircumstances,includingsuchfactorsasthefrequencyoftheconduct,theseverityoftheconduct,whethertheconductishumiliatingorphysicallythreatening,andwhethertheconductunreasonablyinterfereswithanindividual’slearningorwork.
SEXUALHARASSMENT
SexualHarassment:Sexualharassingconductcanoccurbetweenpeopleofthesameordifferentgender.Thestandardfordeterminingwhetherconductconstitutessexualharassmentiswhetherareasonablepersonofthesamegenderasthevictimwouldperceivetheconductasharassmentbasedonsex.Sexualharassmentconsistsofunwelcomesexualadvances,requestsforsexualfavors,andotherconductofasexualnaturewhen:
• submissiontotheconductismadeatermorconditionofanindividual’semployment,academicstatus,orprogress;
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environmentashostile.Asingleorisolatedincidentofsexualharassmentmaybesufficienttocreateahostileenvironmentifitissevere,i.e.asexualassault.
WHATAREYOURRIGHTS?
FederalandstatelawsandDistrictpoliciesaffordemployeesandstudentstherighttoworkorlearninanenvironmentfreefromdiscriminatoryintimidation,ridicule,andinsult.TheDistrictanditscollegesareresponsibleformaintainingaclimatethatisfreeofillegalharassmentandextendsthisrighttoallprograms,services,andactivitiesconductedbytheDistrictanditscolleges,including,butnotlimitedto,workexperience,apprenticeship,internship,clinicaltraining,extendedday,communityservices,andotherprograms,services,andactivities.
WHATARETHECOMPLAINTPROCEDURES?
ImportanceofFilingaTimelyComplaintSincefailuretoreportharassmentimpedestheDistrict’sabilitytostopthebehavior,theDistrictstronglyencouragesanyonewhofeelsharassedtofilesuchcomplaintswithin30daysoftheallegedincident.Whileallcomplaintsaretakenseriouslyandwillbeinvestigatedpromptly,delayinfilingimpedestheDistrict’sabilitytoinvestigateandremediate.Allsupervisorsandmanagershaveamandatorydutytoreportincidentsofharassmentordiscrimination,theexistenceofahostile,offensiveorintimidatingworkenvironment,andactsofretaliation.TheDistrictwill
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• submissionto,orrejectionof,theconductbytheindividualisusedasabasisofemploymentoracademicdecisionsaffectingtheindividual;• theconducthasthepurposeoreffectofhavinganegativeimpactupontheindividual’sworkoracademicperformance,orofcreatinganintimidating,hostileoroffensiveworkoreducationalenvironment;or• submissionto,orrejectionof,theconductbytheindividualisusedasthebasisforanydecisionaffectingtheindividualregardingemploymentbenefits,benefitsandservices,honors,programs,oractivitiesavailableatorthroughthecommunitycollege.
Thisdefinitionencompassestwokindsofsexualharassment:
“Quidproquo”sexualharassmentoccurswhenapersoninapositionofauthoritymakeseducationaloremploymentbenefitsconditionaluponanindividual’swillingnesstoengageinortolerateunwantedsexualconduct.
“Hostileenvironment”sexualharassmentoccurswhenunwelcomeconductbasedonaperson’sgenderissufficientlysevereorpervasivesoastoaltertheconditionsofanindividual’slearningorworkenvironment,unreasonablyinterferewithanindividual’sacademicor
workperformance,orcreateanintimidating,hostile,orabusivelearningorworkenvironment.Thevictimmustsubjectivelyperceivetheenvironmentashostile,andtheharassmentmustbesuchthatareasonablepersonofthesamegenderwouldperceivethe
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investigatecomplaintsinvolvingactsthatoccuroffcampusiftheyarerelatedtoanacademicorworkactivity.AcomplaintisrelatedtoanacademicorworkactivityifitinvolvesanyDistrictprogram,whetherthoseprogramstakeplaceintheDistrict’sfacilities,aDistrictvehicle,orataclassortrainingprogramsponsoredbytheDistrictatanotherlocation.
ImportanceofCommunicatingthattheConductIsUnwelcomeExceptincaseswheretherehasbeenanassault,theDistrictfurtherencouragesstudentsandstafftolettheoffendingpersonknowimmediatelyandfirmlythattheconductorbehaviorisunwelcome,offensive,inpoortasteand/orinappropriate.Sexuallyharassingconductcanoccurbetweenpeopleofthesameordifferentgenders.Thestandardfor
determiningwhetherconductconstitutessexualharassmentiswhetherareasonablepersonofthesamegenderasthevictimwouldperceivetheconductasharassmentbasedonsex.
OversightofComplaintProcedure“Designatedofficers”arechargedwithreceivingcomplaints,andcoordinatingtheirinvestigation.TheactualinvestigationsofcomplaintsmaybeassignedtootherstafforoutsidepersonsororganizationsundercontractwiththeDistrictwheneverthe“designatedofficer”isnamedinthecomplaintorimplicatedbytheallegationsinthecomplaint.Individualswhobelievetheyhavebeensubjectedto
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unlawfuldiscrimination,includingharassment,mayreportcomplaintsbycontactinganyofthefollowing“designatedofficers.”
VicePresidentofStudentServicesIrvineValleyCollege5500IrvineCenterDriveIrvine,CA92618(949)451-5624
VicePresidentofStudentServicesSaddlebackCollege28000MargueriteParkwayMissionViejo,CA92692(949)582-4566
ViceChancellor,HumanResourcesandEmployer/EmployeeRelationsSouthOrangeCountyCommunityCollegeDistrict28000MargueriteParkwayMissionViejo,CA92692(949)582-4850
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WHENTOFILEACOMPLAINT
Astudent,employeeorthirdpartywhobelievesheorshehasbeenharassedinviolationofthesepoliciesandproceduresshouldmakeacomplaintorallyorinwritingassoonaspossibleandwithinoneyearofthedateoftheallegedharassmentorthedateonwhichthecomplainantkneworshouldhaveknownofthefactsunderlyingthecomplaint.
AnyDistrictemployeewhoreceivesacomplaintconcerningemployment
harassmentordiscriminationshallnotifytheViceChancellor,HumanResourcesandEmployer/EmployeeRelationsimmediately.
IfacomplainantdecidestofileaformalwrittenunlawfuldiscriminationorharassmentcomplaintagainsttheDistrict,he/shemayfilethecomplaintonaformprescribedbytheCaliforniaCommunityCollegesChancellor’soffice.TheseapprovedformsareavailableontheCaliforniaCommunityCollegesChancellor’swebsite,ortheDistrictwebsite.
Thecompletedformmustbefiledwithanyofthefollowing:
•TheViceChancellor,HumanResources,ifthecomplainantisanemployee;•TheVicePresident,StudentServices,ifthecomplainantisastudent;•TheCaliforniaCommunityCollegesChancellor’sOffice
EmployeecomplainantsmayalsofileemploymentdiscriminationcomplaintswiththeU.S.EqualEmploymentOpportunityCommission(EEOC)ortheCaliforniaDepartmentofFairEmploymentandHousing(DFEH).
ComplaintsfiledwiththeEEOCand/ortheDFEHwillbeforwardedtotheCaliforniaCommunityCollegesChancellor’sOffice.
INITIALINFORMATIONANDCHOICESPROVIDEDTOTHECOMPLAINANT
Whenapersonbringschargesofharassmenttotheattentionofadesignatedofficer,thatofficerwill:
(1)Undertakeeffortstoinformallyresolvethecharges;
(2)Advisethecomplainantthatheorsheneednotparticipateininformalresolutionandthatheorshehastherighttoendtheinformalresolutionprocessatanytime;
(3)Notifythepersonbringingthechargesofhisorherrighttofileaformalcomplaintandexplaintheprocedurefordoingso;
(4)Informthecomplaintifheorshedoesnotdesiretoutilizetheinformalcomplaintresolutionprocessortheprocesshasnotbeensuccessful,thecomplainantmayfollowtheformalresolutionprocess;
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5)Advisethecomplainantthatheorshemayfileanon-employment-basedcomplaintwiththeOfficeforCivilRightsoftheU.S.DepartmentofEducation(OCR)wheresuchacomplaintiswithinthatagency’sjurisdiction;
(6)Ifthecomplaintisemployment-related,thecomplainantwillalsobeadvisedthatheorshemayfileacomplaintwiththeU.S.EqualEmploymentOpportunityCommission(EEOC)and/ortheCaliforniaDepartment
ofFairEmploymentandHousing(DFEH)wheresuchacomplaintiswithinthatagency’sjurisdiction.
(7)Ifthecomplaintincludesallegationsofsexualassault,
advisethecomplainantthathe/shehasarighttofileacomplaintwithlocallawenforcement.Thedistrictwillinvestigateevenifthecomplainantfilesacomplaintwithlocallawenforcement.
(8)Advisethecomplainantofavailableresources,dependingonthesituation,suchascounseling,health,andmentalhealthservices. (9)AdvisethecomplainantthattheDistrictwillalsonotifytheChancellorofCaliforniaCommunityCollegesofthecomplaint.
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Theinformalresolutionprocessisnotaprerequisitetotheformalcomplaintprocessandinvestigation.Ifthecomplainantproperlyfilesaformalcomplaint,theDistrictmustprocessthecomplaintandinvestigationwithinthetimerequiredunlessthecomplainantvoluntarilywithdrawsthecomplaintasaresultofasuccessfulinformalresolution.Similarly,effortsatinformalresolutionmaycontinueafterthefilingofaformalwrittencomplaint,butafteraformalcomplaintisfiledaninvestigationisrequiredtobeconductedpursuanttoTitle5,CaliforniaCodeofRegulations,section59334,andwillbecompletedunlessthematterisinformallyresolvedandthecomplainantdismissesthecomplaint.Effortstoinformallyresolveacomplaintafterthefilingofawrittencomplaintwillnotexceedthe90-dayperiodforrenderingtheadministrativedeterminationpursuanttoTitle5,section59336.
Inemployment-relatedcases,ifthecomplainantfilesachargewiththeDepartmentofFairEmploymentandHousing(DFEH),acopyofthatfilingwillbesenttotheStateChancellor’sOfficerequestingadeterminationofwhetherafurtherinvestigationunderTitle5isrequired.UnlesstheStateChancellor’sOfficedeterminesthataseparateinvestigationisrequired,theDistrictwilldiscontinueitsinvestigationunderTitle5andthematterwillberesolvedthroughtheDFEH.
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INFORMALRESOLUTIONOFHARASSMENTCOMPLAINTS
EffortsatinformalresolutionneednotincludeaninvestigationunlesstheresponsibleDistrictofficerdeterminesthataninvestigationiswarrantedbytheseriousnessofthecharges.Selectinganinformalresolutiondoes
notextendthetimelimitationsforfilingaformalcomplaint.Theinformalresolutionprocessisintendedtoallowanindividualwhobelievesheorshehasbeenharassedtoresolvetheissuethroughaninformalormediationprocessratherthantheformalcomplaintprocess.Acomplainantmaywishtoselecttheinformalprocesswhenthereisasimplemisunderstandingorthecomplainantdoesnotwishtofileaformalcomplaint.Examplesofinformalcomplaintresolutionsincludeclarification
ofamisunderstandingoranapologyfromtherespondentandhisorherassurancethatheorshewillceasetheoffendingbehavior.
Ifthecomplainantdeclareshisorherpreferencefortheinformalprocess,thedesignatedofficerwillpresentthecomplainantwithadocumentthatcontainsthebasicsofcomplainant’sallegationsofharassmentandwillincludeacopyofthispamphletdescribingtheformalandinformalcomplaintproceduresavailabletothecomplainant.Thecomplainantwilldateandsigntheinformalcomplaintdocumentwhichwillclearlyindicatethatthecomplainantoptedfortheinformalresolutionprocess.
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TheDistrictiscommittedtomaintainingasafeandharassmentfreeeducationalenvironmentandmaydeterminethatseriousallegationsmayneedtobeinvestigatedevenifthecomplainingpartyconsidersthematterresolved.TheDistrictmayalsodeterminethatthecomplaintwillnolongerbeheldinformally,andinsteadshouldproceedtotheformalcomplaintprocedure
stage.TheDistrictwillprovidethecomplainantwithwrittennoticeofthisdeterminationviaUnitedStatesmail.
DISTRICTFORMALCOMPLAINTPROCEDURES
ComplainantsmayfileformalwrittencomplaintsonaformprescribedbytheStateChancellor.Theseapprovedformsareavailableatanyofthefollowing:
VicePresidentofStudentServicesIrvineValleyCollege5500IrvineCenterDriveIrvine,CA92618•(949)451-5624
VicePresidentofStudentServicesSaddlebackCollege28000MargueriteParkwayMissionViejo,CA92692•(949)582-4566
ViceChancellor,HumanResourcesandEmployer/EmployeeRelationsSouthOrangeCountyCommunityCollegeDistrict(SOCCCD)28000MargueriteParkwayMissionViejo,CA92692(949)582-4850
SOCCCDwebsite:http://www.socccd.edu
SaddlebackCollegewebsite:http://www.saddleback.edu
IrvineValleyCollegewebsite: http://www.ivc.edu
AdvancedTechnology&EducationParkwebsite:http://www.atep.us
CaliforniaCommunityCollegesStateChancellor’sOfficewebsite: http://www.ccco.edu
ThecompletedformmustbefiledattheOfficeoftheVicePresidentofStudentServicesforstudentsorattheDistrict’sOfficeofHumanResourcesforemployeesandallotherindividualsormaileddirectlytotheStateChancellor’sOfficeoftheCaliforniaCommunityColleges.
Uponreceivingaformalwrittencomplaint,theDistrictwilldetermineifthecomplainthasmetthenecessaryrequirementslistedonthefollowingpage.
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•ThecomplaintshouldbefiledonaformprovidedbytheDistrictortheStateChancellor’sOffice.
•ThecomplaintmustallegeunlawfuldiscriminationprohibitedunderTitle5,section59300.
•Thecomplaintmustbefiledbyanindividualwhoallegesthatheorshehaspersonallysufferedunlawfuldiscriminationorbyanindividualwhohaslearnedofsuchunlawfuldiscriminationinhisorherofficialcapacityasafacultymemberoradministrator.
•Inanycomplaintnotinvolvingemployment,thecomplaintmustbefiledwithinoneyearofthedateoftheallegedunlawfuldiscriminationorwithinoneyearofthedateonwhichthecomplainantkneworshouldhaveknownofthefactsunderlyingthespecificincidentorincidentsofallegedunlawfuldiscrimination.
•Inanycomplaintallegingharassmentinemployment,thecomplaintshallbefiledwithin180daysofthedatetheallegedharassmentoccurred,exceptthatthisperiodwillbeextendedbynomorethan90daysfollowingtheexpirationofthat180daysifthecomplainantfirstobtainedknowledgeofthefactsoftheallegedviolationaftertheexpirationof180days.
TheDistrictwillreturnadefectivecomplainttothecomplainantimmediatelywithacompleteexplanationofwhyaninvestigationcouldnotbeinitiatedunderTitle5,section59300etseq.Uponreceivingaproperlyfiledcomplaint,theDistrictwilladvisetheindividual(s)accused
ofengaginginharassmentofthegeneralnatureofthecomplaint.TheDistrictwillalsoadvisetheaccusedthatithasnotmadeanassessmentoftheaccuracyoftheallegations,thatitwillinvestigatethecomplaint,andthatitwillprovidetheaccusedwithanopportunitytopresenthisorhersideofthematter.TheDistrictwillalsoadvisetheaccusedthatheorsheshouldavoidanyconductthatcouldbeviewedasretaliatoryagainstthecomplainantoranywitnesses.
TheDistrictwillconsiderifinterimprotectiveactionsareneededandappropriate,dependingonthecircumstances.Intakinginterimactions,theDistrictwillrespecttherightsoftheindividualsinvolved.TheDistrictreservestherighttoimplementanindividualizedresponsefortheaccusedorallegedharasser(studentoremployee)pursuanttoitspolicies,and,ifinitssolejudgment,itfindsinterimactionsarewarranted.TheDistrictwillconsiderfactorssuchastheseriousnessoftheallegedoffense,and/orthepotentialforseriousdisruptionordangertoothermembersofitscommunityindeterminingwhetherinterimactionisneeded.Interimactionmayinclude,butisnotlimitedto,separatingtheaccusedfromthecomplainant.TheDistrictwillprovideacopyofallcomplaintsfiledinaccordancewiththeTitle5regulationstotheStateChancellor’sOfficeimmediatelyuponreceipt.
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INVESTIGATIONOFTHECOMPLAINT
InvestigationStepsTheDistrictwillfairlyandobjectivelyinvestigateharassmentcomplaintsutilizingthefollowingsteps:interviewingthecomplainant(s);interviewingtheallegedharasser(s);identifyingandinterviewingwitnesses;identifyingevidencebroughtforthbyeachparty;identifyingandinterviewinganyotherwitnesses,ifneeded;remindingallindividualsinterviewedoftheDistrict’snoretaliationpolicy;consideringwhetheranyinvolvedpersonshouldberemovedfromthecampuspendingcompletionoftheinvestigation;andreviewingwhereappropriate.TheDistrictwillreachawrittenconclusionastotheallegationsandanyappropriatedisciplinaryandremedialactionandseethatallrecommendedactioniscarriedoutinatimelyfashion.
CooperationEncouragedAllstudentsandemployeesareexpectedtocooperatewithaDistrictinvestigationintoallegationsofharassment.LackofcooperationimpedestheabilityoftheDistricttoinvestigatethoroughlyandrespondeffectively.However,lackofcooperationbyacomplainantorwitnessesdoesnotrelievetheDistrictofitsobligationtoinvestigate.TheDistrictwillconductaninvestigationifitdiscoversthatharassmentis,ormaybeoccurring,withorwithoutthecooperationoftheallegedvictim(s)andregardlessofwhetheracomplaintisfiled.
TimelineforCompletionofInvestigationReportTheDistrictwillundertakeitsinvestigationaspromptlyandswiftlyaspossible.TheDistrictshallcompletetheinvestigationandprepareawrittenreportwithin90daysofreceivingthecomplaint.
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ADMINISTRATIVEDETERMINATION
Within90daysofreceivingacomplaintfiledunderTitle5,sections59300etseq.,theresponsibleDistrictofficerwillcompletetheinvestigation.TheDistrictwillalso(1)forwardacopyoftheinvestigativereporttotheStateChancellorand(2)forwardacopyorsummaryofthereporttothecomplainant.TheDistrictmustalsoprovidewrittennoticetoboththecomplainantandtheStateChancellorofthefollowing:
(a)thedeterminationofthechiefexecutiveofficerorhisorherdesigneeastowhetherthereisprobablecausetosustainthechargesraisedinthecomplaint;
(b)descriptionofactionstaken,ifany,topreventsimilarproblemsfromoccurringinthefuture;
(c)theproposedresolutionofthecomplaint;and
(d)thecomplainant’srighttoappealtotheDistrictgoverningboardandtheStateChancellor.
DisciplineandCorrectiveActionTheDistrictprohibitsillegalharassmentincludingtheactsofstudents,employees,andnon-employees.Promptandequitableaction,includingappropriatedisciplinary
action,willbetakenagainstanystudent,employee(supervisoryorotherwise),oragentoftheDistrict,whoengagesinsuchconduct.Theactionwillbeprompt,effective,andcommensuratewiththeseverityoftheoffense.Ifdisciplineisimposed,thenatureofthedisciplinewillnotbecommunicatedtothecomplainant.However,theDistrictmaydiscloseinformationaboutthesanctionimposedonanindividualwhowasfoundtohaveengagedinharassmentwhenthesanctiondirectlyrelatestothecomplainant;forexample,theDistrictmayinformthecomplainantthattheharassermuststayawayfromthecomplainant.
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Disciplinaryactionsagainstfaculty,staffandstudentswillconformtoallrelevantstatutes,regulations,personnelpoliciesandprocedures,includingtheprovisionsofanyapplicablecollectivebargainingagreement.TheDistrictshallalsotakereasonablestepstoprotectthecomplainantfromfurtherharassmentandtoprotectthecomplainantandwitnessesfromretaliationasaresultofcommunicatingthecomplaintand/orassistingintheinvestigation.TheDistrictwillensurethatcomplainantsandwitnessesknowhowtoreportanysubsequentproblems,andwillfurtherinvestigateanynewcomplaintsofretaliationor
harassment.TheDistrictshalltakereasonablestepstoensuretheconfidentialityoftheinvestigationandtoprotecttheprivacyofallpartiestotheextentpossiblewithoutimpedingtheDistrict’sabilitytoinvestigateandrespondeffectivelytothecomplaint.IftheDistrictcannottakedisciplinaryactionagainsttheaccusedindividualbecausethecomplainantrefusestoparticipateintheinvestigation,itwilluseitsdiscretiontopursueothersteps,ifanyareavailableorappropriate,tolimittheeffectsoftheharassmentandtopreventrecurrence.
ComplainantshaveappealrightsthattheymayexerciseiftheyarenotsatisfiedwiththeresultsoftheDistrict’sadministrativedetermination.Atthetimetheadministrativedeterminationandsummaryismailedtothecomplainant,theresponsibleDistrictofficerorhisorherdesigneeshallnotifythecomplainantofhisorherappealrightsasfollows:
Firstlevelofappeal:ThecomplainanthastherighttofileanappealtotheDistrict’sBoardofTrusteeswithin15daysfromthedateoftheadministrativedetermination.TheBoardofTrusteeswillreviewtheoriginalcomplaint,theinvestigativereport,theadministrativedetermination,andtheappeal.
TheBoardofTrusteeswillissueafinalDistrictdecisioninthematterwithin45daysafterreceivingtheappeal.Alternatively,theBoardofTrusteesmayelecttotakenoactionwithin45days,inwhichcasetheoriginaldecisionintheadministrativedeterminationwillbedeemedtobeaffirmedandshallbecometheDistrict’sfinaldecisioninthematter.TheDistrictwillforwardtothecomplainantandtheStateChancellor’sOfficeacopyofthefinaldecisionrenderedbytheBoardofTrustees.
Secondlevelofappeal:ThecomplainanthastherighttofileanappealwiththeCaliforniaCommunityCollegeChancellor’sOfficeinanycasenotinvolvingemployment-relatedharassmentwithin30daysfromthedatethattheBoardofTrusteesdecisionbecomesfinal.TheappealmustbeaccompaniedbyacopyoftheBoardofTrustee’sdecisionorevidenceshowingthedateonwhichthecomplainantfiledanappealwiththegoverningboard,andastatementunderpenaltyofperjurythatnoresponsewasreceivedfromthegoverningboardwithin45daysfromthatdate.
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Complainantsmustsubmitallappealsinwriting.Within150daysofreceivingacomplaint,theDistrictwillforwardthefollowingtotheStateChancellor:
•AcopyofthefinalDistrictdecisionrenderedbythegoverningboardorastatementindicatingthedateonwhichtheadministrativedeterminationbecamefinalasaresultoftakingnoactionontheappealwithin45days.
•AcopyofthenoticeofappealrightstheDistrictsentthecomplainant.
•AnyotherinformationtheStateChancellormayrequire.
EXTENSIONS
Ifforreasonsbeyonditscontrol,theDistrictisunabletocomplywiththe90-dayor150-daydeadlinesspecifiedaboveforsubmissionofmaterialstothecomplainantandtheStateChancellor’sOffice,theDistrictwillfileawrittenrequestthattheStateChancellorgrantanextensionofthedeadline.Therequestwillbesubmittednolaterthan10dayspriortotheexpirationofthedeadlinesestablishedbyTitle5insections59336and/or59340andwillsetforththereasonsfortherequestandthedatebywhichtheDistrictexpectstobeabletosubmittherequiredmaterials.TheDistrictwillforwardacopyoftherequestforanextensiontothe
complainant,whomayfilewrittenobjectionswiththeStateChancellorwithin5daysofreceipt.TheStateChancellormaygranttherequestunlessdelaywouldbeprejudicialtothecomplainant.Ifanextensionofthe90-daydeadlineisgrantedbytheStateChancellorthe150-daydeadlineisautomaticallyextendedbyanequalamount.
EXTERNALFORMALPROCEDURE
ThecomplainanthastherighttofileacomplaintwithanyoftheexternalagenciesthathavethejurisdictionofenforcementoftheapplicablestatutesatanytimeduringtheDistrictprocess.Alistofexternalagenciesisprovidedinthe“WhatHelpisAvailable”sectionofthisdocument.
WHATARETHEREMEDIES?
Avictimofharassmentmaybeentitledtoremediesordamagesasaresolutiontotheircomplaint.Remediesforlossesincurredbythevictimmayinclude,butarenotlimitedto,stoppingtheunlawfulconduct,disciplinaryaction,administrativerelief,andmonetarydamages.TheDistrict,asanorganization,maybeheldliableforactsofsexualharassmentandtheindividual(s)whoengage(s)inthisformofunlawfulbehaviormaybeheldpersonallyliableformonetarydamagesforengaginginsuchbehavior.
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STUDENTS
IrvineValleyCollege:VicePresidentofStudentServices5500IrvineCenterDriveIrvine,CA92618(949)451-5624http://www.ivc.edu
SaddlebackCollege:VicePresidentofStudentServices28000MargueriteParkwayMissionViejo,CA92692(949)582-4566http://www.saddleback.edu
DistrictOffices:ViceChancellor,HumanResourcesandEmployer/EmployeeRelationsSouthOrangeCountyCommunityCollegeDistrict28000MargueriteParkwayMissionViejo,CA92692(949)582-4850http://www.socccd.edu
U.S.DepartmentofEducationOfficeforCivilRights•Region9OldFederalBuilding50UnitedNationsPlaza,#239SanFrancisco,CA94102(415)437-7700•TDD:(415)437-7786http://www.ed.gov
EMPLOYEES
SouthOrangeCountyCommunityCollegeDistrict28000MargueriteParkwayMissionViejo,CA92692(949)582-4850http://www.socccd.edu
CaliforniaDepartmentofFairEmploymentandHousing(DFEH)28CivicCenterPlazaSantaAna,CA92701(714)558-4159•TTY:(213)897-2840or(800)884-1684http://www.dfeh.ca.gov
EqualEmploymentOpportunityCommission(EEOC)LosAngelesDistrictOffice255EastTempleStreet,FourthFloorLosAngeles,CA90012(213)894-1000or(800)669-4000TTY:(213)894-1121or(800)669-6820http://www.eeoc.gov
EqualEmploymentOpportunityCommission(EEOC)SanDiegoDistrictOffice401“B”Street,Suite510SanDiego,CA92101(619)557-7235or(800)669-4000TTY:(619)557-4548or(800)669-6820http://www.eeoc.gov
EqualEmploymentOpportunityCommission(EEOC)NationalHeadquarters1801“L”Street,N.W.Washington,D.C.20507(202)663-4264•TTY:(202)663-4494http://www.eeoc.gov
WHATHELPISAVAILABLE?
Toobtainadditionalinformationortofileaformalcomplaint,contact:
The deadline to file a complaint with the California Department of Fair Employment and Housing (“DFEH”) is 365 days, the deadline for the Equal Employment Opportunity Commission (“EEOC”) is 300 days, and the deadline for the Office for Civil Rights (“OCR”) is 180 days after the occurrence of the alleged sexual harassment, or within 60 days of receipt of a final determination by the District.
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SOUTHORANGECOUNTYCOMMUNITYCOLLEGEDISTRICTBOARDOFTRUSTEES
BarbaraJ.Jay,TimothyJemal,DavidB.Lang,MarciaMilchiker,TerriWhitt,T.J.PrendergastIII,JamesR.Wright
GaryL.Poertner,Chancellor
AnEqualOpportunityEmployer
OfficeofHumanResources
(949)582-4850
socccd.edu
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