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Article IV.01 Non-Discrimination and Equal Opportunity Procedures
⇓ Procedures ⇓
Non-Discrimination Complaint Procedures, Excluding Sexual Misconduct
The following complaint procedures apply to complaints concerning discrimination and equal opportunity regarding the treatment of students, faculty, and staff; and prospective students, faculty, and staff.
The College takes all reports of concerns seriously and will respond in a prompt, equitable, and impartial manner.
How to File a Report of Concern
Complaints involving discrimination and harassment by a student that is not a sexual misconduct or sex discrimination concern:
Heather McDorman, Vice President
Complaints involving discrimination and harassment by an employee, vendor, or visitor that is not a sexual misconduct or sex discrimination concern:
Donna Davis, Vice President
Intentional False Reporting and Reports Made in Bad Faith
The College expects all reports of concern to be made in good faith, and intentionally false reporting of concerns and reports made in bad faith, such as an act of retaliation, may result in disciplinary sanctions. False reporting may also be a violation of state criminal statutes and civil defamation laws.
Other Responsible Parties
Ensuring that St. Charles Community College free of discrimination and harassment is a shared responsibility of all members of the College community. A person does not have to be the direct target or victim to report it. If a College official (administrators, managers, and supervisors) becomes aware of a possible concern, then that official has the duty to immediately report the matter. College employees who are not in supervisory positions are encouraged to report concerns when they become aware of them.
The College strictly prohibits retaliation against an individual for reporting discrimination and harassment, an individual assisting someone with a complaint, and an individual who participates in an investigation. Any incidents of alleged retaliation should be immediately reported. In the event that retaliation is found to have taken place, sanctions will be governed by policy noted below in the Sanctions and Appeals section.
Methods for Resolving Complaints
The purpose of the informal resolution process is to allow an individual who believes she/he has been unlawfully discriminated against to resolve the issue through a facilitated process. When the College determines that informal resolution is appropriate based on the review of facts associated with the complaint, the Vice President or designee will assist involved parties who wish to voluntarily participate in informal resolution. Informal resolution does not involve a full investigation.
When the initial review of facts associated with the complaint results in reasonable cause that violations of this policy/procedures may have occurred, following Informal Resolution as applicable, the Vice President or designee will conduct a prompt, thorough and impartial formal investigation and adjudication. Adjudication may occur in partnership with the division Vice President.
If there is a finding that the individual is not responsible for violation of this policy/procedure, the parties will be notified. If there is a finding that the individual is responsible for violation of this policy/procedure, the parties will be notified and sanction(s) may be applied in accordance with the policy noted in the Sanctions and Appeals section below.
Right of Appeal
Appeals are handled within the policy listed in the Sanctions and Appeals section below.
Sanctions and Appeals
For the individual found to be responsible for violation of this policy/procedures, sanctions and appeals are governed by the following:
Content Owner: Human Resources