Introduction
Surry Community College recognizes the human dignity of each member of the college community and believes that each member has a responsibility to promote respect and dignity for others so that all employees and students are free to pursue their goals in an open environment, able to participate int he free exchange of ideas, and able to share equally in the benefits of the college's employment and educational opportunities. To achieve this end, the college fosters an academic and work environment that is free form harassment on the basis of race, religion, color, national origin, ancestry, age, gender, sexual orientation, disability, marital or vetern status. The college's Workforce Harassment Policy covers this issue for employees. The following policy applies to student behaviors. In addition, the college's more specific Sexual Harassment Policy applies to both employees and students.
Policy Statement
It is the policy of Surry Community College that no student may engage in conduct that falls under the definition of harassment as described above and defined below. All students and employees are assured of the right to study and work in an environment free from harassment and retaliation.
Definitions and Examples
Harassment is unwelcome, offensive, abusive, belittling, or threatening behavior directed at students or staff. It is usually based on some real or perceived difference such as gender, race or disability, and may lead to the person harassed being offended, humiliated, intimidated or disadvantaged. Harassment of stuents or staff is against college policy, and certain forms of harassment may also be unlawful under both state and federal legislation.
Examples of conduct that may constitute harassment include, but are not limited to the following types of behavior:
- unnecessary or unwanted physical contact
- blocking someone's pth or impeding movement
- physical interference with work
- stalking, physical assault or coerced or forced sexual activity
- deliberate destruction of property
- display of offensive material or objects
- insulting comments, gestures, sounds, or whistles
- innuendo or other suggestive, offensive or derogatory comments or jokes about sex or gender-specific traits
- obscene or harassing messages sent via computer or left on an answering machine or voice mail
Retaliation is adverse treatment or action taken toward anyone who, in good faith, alleges harassment or who provides information related to a grievance. Such retaliation may be the basis for an additional grievance. To the extent possible, the college will maintain the confidentiality of anyone who reports an alleged violation of this policy.
Complaint Procedures
Anyone who believes that he or she has been subjected to prohibited harassment under the preceding definition is encouraged to report the situation before it becomes severe or pervasive. Complainants must submit a written complaint to the Vice President for Student Services within thirty calendar days of the harassig action. In each case, the Vice President will determine whether an immediate facat-finding investigation is necessary. Although circumstances will affect the time needed to conduct such an investigation, response to an alleged violation of this policy will be handled in a timely manner and a determination reached as soon as possible. In all cases, the college will take appropriate remedial action within sixty calendar days from receipt of the written complaint. The college president will receive a report of each complaint.
