CCBC is committed to providing an environment that is free from all forms of discrimination and conduct that can be considered harassing, coercive, or disruptive, including sexual harassment.
This policy applies to all individuals (employees, students, and visitors) while on College premises, and/or at a College sponsored event and/or activity.
Actions, words, jokes, or comments based on an individual's sex, race, color, national origin, age, religion, disability, sexual orientation, or any other legally protected characteristic will not be tolerated.
Sexual harassment is defined as unwanted sexual advances, or visual, verbal, or physical conduct of a sexual nature. This definition includes many forms of offensive behavior and includes gender-based harassment of a person of the same sex as the harasser. The following is a partial list of sexual harassment examples:
Unwelcome sexual advances (either verbal or physical), requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of employment; (2) submission or rejection of the conduct is used as a basis for making employment decisions; or, (3) the conduct has the purpose or effect of interfering with work performance or creating an intimidating, hostile, or offensive work environment.
If an employee, student, or a visitor experiences or witnesses a sexual or other unlawful harassment activity while at CCBC and/or at a College sponsored event and/or activity, report it immediately to Chief Student Services Officer (students) or to a supervisor (employees and visitors). If the Chief Student Services Officer or a supervisor is unavailable or if it would be inappropriate to contact that person, the Human Resources department should be contacted immediately or any other member of management. All concerns and reports can be made without the fear of reprisal or retaliation.
All allegations of sexual harassment will be quickly and discreetly investigated. To the extent possible, confidentiality of the person reporting the activity and the identity of any witnesses and the alleged harasser will be protected against unnecessary disclosure. When the investigation is completed, the individual reporting the activity will be informed of the outcome of the investigation.
Any supervisor or manager who becomes aware of possible sexual or other unlawful harassment must immediately advise the Human Resources Department or any member of management so it can be investigated in a timely and confidential manner. Anyone engaging in sexual or other unlawful harassment will be subject to disciplinary action, up to and including termination of employment.