Harassment based on Sexual Orientation, Gender Identity, Gender Expression, Religion, or Disability

Type: 
Policy
Category: 
Institutional Integrity
Department: 
Executive Team
Phone: 
(541) 463-5585
Primary Contact: 
Dennis Carr
Contact Email: 
Narrative: 

These forms of harassment are defined as unwelcome verbal, written or physical conduct based on a person's actual or perceived sexual orientation, gender identity, gender expression, religion or disability, that unreasonably interferes with an individual's work or academic performance, adversely affects the targeted individual's or others' work or learning opportunities or creates an intimidating, hostile or offensive environment.

Examples of harassing conduct include, but are not limited to:

  • derogatory remarks or graffiti
  • demeaning jokes or comments
  • slurs or name calling
  • physical contact or acts of aggression
  • intimidating and threatening behavior

Lane has a zero tolerance policy regarding harassment. Any proven harassment will result in immediate and appropriate action to stop the harassment and prevent its recurrence, including employee discipline consistent with collective bargaining agreements, or student sanctions.  This remedial action will be designed to stop the harassing behavior.  If the alleged harassing behavior is not sufficiently severe or pervasive to be judged a violation of this policy, the college may nevertheless take appropriate action to address the complainant's concerns and to ensure that Lane, as a workplace and an academic institution, maintains a respectful environment.

All levels of harassment, including student to student harassment, are covered by Lane's harassment policies.

Findings of harassment will depend upon the context of the behavior and all relevant surrounding circumstances. Normally a persistent, pervasive pattern of unwelcome behavior must be present for conduct to be defined as hostile environment harassment, although one instance may constitute harassment if it is sufficiently severe or serious. Third parties may report incidents of harassment.  Findings of harassment will consider issues of expression or speech that are protected by the First Amendment.

All efforts will be made to provide a supportive environment for staff and students filing complaints.

Lane strictly prohibits retaliation against people who report incidents of harassment or who participate in  investigations and/or proceedings related to sexual harassment complaints.

Consequences

If harassment is found to occur, the college will impose consequences and remedies appropriate to the situation.

Examples of consequences and remedies for employees include but are not limited to:

  • Mediation
  • Education
  • Training
  • Verbal or written warnings
  • Verbal or written reprimands
  • Suspension with pay
  • Suspension without pay
  • Termination

The college may combine consequences as needed to correct and prevent harassment. 

Consequences for students in violation of this policy will be in accordance with the Student Code of Conduct and include:

  • Counseling, education & /or training
  • Written warnings
  • Probation for a specified period of time
  • Loss of privileges
  • Fines
  • Required restitution
  • Discretionary sanctions
  • Suspension from the college
  • Expulsion from the college

See also Discrimination and Harassment Complaint Process.

Date Adopted: 
Friday, September 1, 2006
Date Last Reviewed: 
Friday, September 1, 2006