Procedure For Reporting Harassment And/Or Discrimination
Statement of Institutional Commitment
Mt. Hood Community College’s Right of Freedom from Harassment Policy has the goal of providing an environment that supports students so they may realize their full potential. Mt. Hood Community College values all diverse backgrounds, experiences, special abilities and characteristics students bring to the organization.
Harassment is a form of unlawful discrimination, whether it is based on race, religion, age, color, sex, national origin, sexual identity, disability, or any other status or characteristic protected by applicable state or federal law. Mt. Hood Community College does not tolerate unlawful harassment in any place of work, instruction, study or recreation.
Recognizing Sexual Harassment
Sexual harassment is one form of sex discrimination and is defined as any unwelcome sexual advances, requests for sexual favors or other verbal or physical conduct of a sexual nature when:
- Submission to such conduct is either implicitly or explicitly made a requirement of employment or participation in an academic program or activity;
- Submission to or rejection of such conduct by an individual is used as the basis for employment or education-related decisions affecting such individual; or
- Such conduct has the purpose or effect of unreasonably interfering with an individual’s work or academic performance or creating an intimidating, hostile or offensive environment.
Sexual harassment may involve someone in authority but can also involve a fellow student or co-worker. Sexual harassment may include:
- telling sexual jokes,
- making unwelcome sexual advances,
- making sexual gestures,
- subjecting someone to unwanted sexual attention,
- attempting to coerce someone into a sexual relationship,
- punishing or threatening to punish someone for refusal to comply,
- implying that sexual favors may be a basis for performance evaluation or for grades in a course.
Responding To Complaints of Sexual Harassment
When you feel you have been harassed it is important to remember that there are supportive people at MHCC who are resources for discussing and helping to clarify what constitutes harassment and the action steps you can take. It is important to take action. Tell someone. Not telling someone is silent acceptance of the behavior. Get help if you need it from an instructor, counselor, adviser, dean or vice president.
Students may raise complaints of discrimination or sexual harassment through the Dean of Student Success. To file a complaint, students may seek assistance through the Dean of Student Success. All complaints of alleged harassment or discrimination are taken seriously. Students are not required to discuss the complaint informally with the alleged perpetrator. You will be asked to describe your specific complaint and how the situation developed, and to note any action you have already taken to resolve the situation. Your complaint will be investigated whether it is received in writing or verbally. Information shared in the complaint process will be kept confidential to the greatest degree possible. Although the complaint process is confidential it may be disclosed to the person you are accusing. All complaints will be investigated and addressed in a timely manner.
No Retaliation For Filing A Complaint In Good Faith
No student shall be expelled, suspended, disciplined or in any other way retaliated against for having filed a complaint in good faith, about possible violations of law and/or MHCC policy whether or not the charges were sustained. Willfully false accusations of harassment are as serious a matter as unlawful harassment itself and anyone willfully filing a false complaint is subject to discipline.
The Dean of Student Success shall, within 15 days after the first receipt of the complaint, cause an investigation to be made. During the Dean of Student Success’s investigation she/he shall meet separately with the different parties who may, if they desire, have a representative with them. The Dean of Student Success may question the instructor, staff member, student, supervisor or any person who has first-hand knowledge of the complaint and/or each party’s representative.
The Dean of Student Success shall, in as timely a manner as possible, specifically inform the student, instructor, and/or staff member, and as appropriate the director of human resources of the results and recommendations of the investigation.