Harassment, Sexual: General

Type

Policy

Category

Institutional Integrity

Department

Human Resources

Phone

(541) 463-5115

Primary Contact

Shane Turner

Contact Email

Narrative

Sexual discrimination in the form of sexual harassment is prohibited. Sexual harassment is defined as unwanted sexual advances, requests for sexual favors, and/or other verbal, written, visual, or physical sexual conduct that makes the terms or conditions of employment contingent on the acceptance of unwanted sexual advances, that negatively affects employment or educational opportunities, or that creates an intimidating, hostile, or offensive environment for one of the parties.

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

  • Unwelcome sexual advances
  • Offensive sexual or gender based comments
  • Telling sexual jokes
  • Making sexual gestures
  • Displaying derogatory sexual visual material such as posters, graffiti, cartoons, and email
  • Subjecting someone to unwanted sexual attention
  • Attempting to coerce someone into a sexual relationship
  • Implying that sexual favors may be a basis for performance evaluation or for grades in a course

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. 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 Board Policy 630, as well as the Discrimination and Harassment Complaint Process.

Date Adopted

Saturday, May 1, 1999

Date Last Reviewed

Tuesday, September 3, 2019