Administrative Rules

It is the policy of Austin Community College that any practice or behavior that constitutes harassment of employees, students or any other persons associated with Austin Community College will not be tolerated.  Anyone who is found to have engaged in such conduct shall be subject to disciplinary action which may include termination.

Austin Community College seeks to maintain an environment free from harassment and intimidation in accordance with Title VII of the Civil Rights Act of 1964. 

DEFINITIONS

Sexual harassment is defined by the Equal Employment Opportunity Commission as, "unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature." There are two types of sexual harassment:

Quid Pro Quo is the request for sexual favors, when submission to or rejection of such request becomes a basis for employment or academic related decisions.

Hostile environment is when an atmosphere is fused with unwelcome sexual conduct that interferes with an individual’s job performance or learning environment or creates an intimidating, hostile or offensive environment.

Racial harassment is conduct which includes racially derogatory remarks, racial slurs or any other racially motivated action. Provisions of this rule will be applied without regard to the race of the employee(s) involved.

COMPLAINT PROCESS

Any person who has a formal or informal complaint, or observes potentially harassing conduct, in the workplace or at college activities, should bring the complaint to the attention of their immediate supervisor, instructor, or the Associate Vice President of Human Resources. The Office of Human Resources has designated individuals who are empowered to investigate harassment complaints. 

RETALIATION

Retaliation is prohibited against persons filing a complaint of harassment or assisting in an investigation of harassment. All complaints will be held in confidence and will be revealed to other individuals only on a "need to know" basis.

 INVESTIGATION PROCESS

The College’s investigation will include interviews with all relevant persons including the complainant, the alleged harasser, and other potential witnesses.  If the investigation reveals that the complaint appears to be valid, immediate and appropriate corrective action, up to and including discharge, will be taken to stop the harassment and prevent its reoccurrence.  If the validity of the complaint cannot be determined, immediate action will be taken to reacquaint all parties with harassment prevention provisions to avoid harassment in the future.  The College will review its finding with the complainant.