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Faculty Guidelines

Harassment Prohibition (Policy 3.11)

Reproduced in full:

It is the policy of the College that faculty, staff, students, agents and members of the general public shall not engage in any activity that threatens the health, safety, or welfare of any other person involved with the college. This prohibition includes, but is not limited to; assault, battery, or harassment based on race, color, religion, gender, national origin, age, disability, veteran status, or political affiliation. The College shall take appropriate and immediate action to prevent, correct, and respond to any behavior that may violate this policy.

The College strictly prohibits sexual harassment. This policy applies to all officers, students, agents, employers and vendors doing business with the college. Sexual harassment includes, but is not limited to the following:

  • Verbal, visual or physical conduct of a sexual nature which has the purpose or effect of creating an intimidating, hostile or offensive educational or work environment for a reasonable person;
  • Conduct of a sexual nature that unreasonably interferes with or otherwise adversely affects another individual’s employment or educational opportunities and participation; or
  • The denial of or provision of aid, benefits, employment, treatment, grades based on sexual advances or the request of sexual favors.

All employees of the College shall immediately report any violation of this policy to the College’s Equity Officer or the Human Resource Department. Any student who believes that she or he is a victim of sexual harassment shall report immediately any violation of this policy to the College’s Equity Officer or Human Resources Department.

The College shall take appropriate and immediate action to prevent, correct and respond to any behavior that may violate this policy. The College shall swiftly, impartially and equitably investigate all reported violations of this policy. The College shall discipline any member of the faculty, staff or student body that violates this policy.

Sexual Assault & Misconduct (Procedure 311)

The procedure outlines the implementation of the Harassment Prohibition policy. The procedure has two major components: a comprehensive education program for faculty, staff, and students; and the procedure Campus Safety will follow when responding to a sexual assault situation.

Sexual harassment involving College employees must be reported to the Office of Human Resources, those involving students must be reported to the Office of Student Development. These matters will be investigated and disciplinary action taken (if necessary) in accordance with established College procedures.

The criminal offenses of assault, battery, and sexual battery are very serious offenses and will be handled as such by the appropriate staff. The term "sexual assault," although not a specific criminal offense in violation of the Florida Criminal Code, is often used to include instances such as sexual battery, sexual abuse, sexual misconduct, severe types of sexual harassment, and other offenses of this nature. The College maintains a separate administrative procedure on sexual harassment.

Anti-Harassment (Procedure 311(a))

Reproduced in full:


The College is committed to maintaining a work and educational environment that is free of harassment. In keeping with this commitment, the College will not tolerate harassment of College employees or of employees performing services for the College by anyone, including any supervisor, co-worker, vendor, client, or customer of the College or any third party.

  1. Harassment consists of unwelcome conduct, whether verbal, physical, or visual, that is based upon a person’s protected status, such as gender, color, race, religion, national origin, age, physical or mental disability, or other protected group status. The College will not tolerate harassing conduct that affects tangible job benefits or grades, that interferes unreasonably with an individual’s work performance, or that creates an intimidating, hostile, or offensive working or classroom environment. Such harassment may include, for example, jokes about another person’s protected status, kidding, teasing or practical jokes directed at a person based on his or her protected status.

  2. Unwelcome sexual advances, requests for sexual favors, and other physical, verbal, or visual conduct based on sex constitute sexual harassment when (1) submission to the conduct is an explicit or implicit term or condition of employment, (2) submission to or rejection of the conduct is used as the basis for an employment decision, or (3) the conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment. Sexual harassment is conduct based on sex, whether directed towards a person of the opposite or same sex, and may include explicit sexual propositions, sexual innuendo, suggestive comments, sexually-oriented “kidding” or “teasing,” “practical jokes,” jokes about obscene printed or visual material, and physical contact such as patting, pinching, or brushing against another person’s body.

  3. All College employees and students are responsible to help assure that harassment is avoided. If an employee or student feels that they have experienced or witnessed harassment, they are to notify either the Equity and Inclusion Office, the Human Resources Office, or the Student Development Office. The College forbids retaliation against anyone for reporting harassment, assisting in making a harassment complaint, or cooperating in a harassment investigation. If an employee or student feels they have been retaliated against, they are to notify the Human Resources Office or Equity and Inclusion Office.

  4. An employee who believes they were subjected to harassment must file their complaint within sixty (60) days after they believes the incident(s) occurred.

  5. The Human Resources Office, Equity or Inclusion Office or Student Development Office shall thoroughly investigate the allegations of harassment promptly and thoroughly to determine validity. A thorough investigation will follow, and the complainant will be contacted (within 14 days from the complaint file date) of the College’s findings.

    1. In the course of conducting the investigation, the College shall endeavor to maintain the confidential nature of the allegation(s) and the information received to the fullest extent practical.

    2. Employees or students who do not cooperate in the investigation may subject themselves to disciplinary action up to and including termination of employment or dismissal from the College.

    3. Upon the completion of the investigation, the validity of the harassment charge will be determined. The Human Resources Office or the Equity and Inclusion Office shall then make a recommendation to the President for further action. If an investigation confirms that a violation of the policy has occurred, the College will take corrective action, including discipline, up to and including immediate termination of employment or dismissal from the College.

Student Harassment / Discrimination / Violation Of Rights (Procedure 311(b))

Reproduced in full:


To ensure students, prospective students and recently graduated students are provided an equitable approach to address harassment, discrimination or violation of rights.


A. If a student alleges that he/she was subjected to harassment or discrimination or that his/her basic civil rights were violated or privacy invaded, he/she may file a complaint within sixty (60) days of the incident to the Question & Answer Center or the Student Development Office.

1. The Student Development Office will arrange a meeting with the student who, at the time of this meeting, will provide a written or verbal account of the alleged incident(s), providing details, such as time, place, and names of witnesses, if applicable. An investigation will follow, and the complainant will be contacted within thirty (30) days once the investigation has concluded and finding reached.

B. To the extent permitted by law, the College will protect the complaint confidentiality. Application of this procedure for student grievances will be consistent for all students. Retaliation toward any student filing a grievance will not be tolerated by the College.

C. If the student is not satisfied with the results and findings, the student may request an administrative hearing before the Student Disciplinary Committee to review the findings and make a decision.

D. The student may appeal the decision to the Chief Student Development Officer. The Chief Student Development Officer will consult with the Chief Academic Officer or the College Counsel to review the student’s appeal and render a decision. Once a final decision is reached, the student will be contacted within thirty (30) business days.

E. Any student who witnessed sexual harassment should immediately report any incident to the Campus Safety Office, Student Development Office, the Human Resources Office, or the Equity and Inclusion Office.