Policy on Harassment
It is the policy of Chemeketa Community College and its Board that there will be no discrimination or harassment on the basis of race, religion, color, sex, age, national origin, ethnic origin, sexual orientation, gender identity, marital status, citizenship status, pregnancy and related conditions, family relationship, veteran’s status, disabilities and tobacco usage in any educational programs, activities or employment. Persons having questions about equal opportunity/affirmative action should contact the Affirmative Action Officer at 4000 Lancaster Dr. NE, Salem, Oregon 97309-7070, or call 503.399.4784. To request this publication in an alternative format, please call 503.399.5192.
Chemeketa is committed to providing everyone with an environment focused on learning and growth, free of discrimination or harassment. Such behaviors are against college policies and will not be tolerated. Every member of the college community is expected to keep Chemeketa's work and educational environment free of any conduct that causes intimidation, hostility, or discrimination.
Given these goals, the college makes every effort to notify students and employees of their rights and responsibilities under its Harassment/Discrimination, Sexual Harassment, Respectful Workplace, and Consensual Relationships policies and procedures.
What is Harassment?
Harassment is any verbal, visual or physical behavior that meets the following criteria:
- is reasonably perceived by the receiver as unwelcome or offensive.
- refers in a demeaning way to a person ’s race, religion, color, sex, marital status, national origin, ethnic origin, citizenship status, age, sexual orientation, gender identity, disability, pregnancy and related conditions, family relationship, veteran’s status, or tobacco usage; creates a hostile or adverse work or educational environment; and/or subjects employees or students to different terms or conditions based on the characteristics listed above.
Most Common Types of Harassment
Sexual Harassment: sexual advances, request for sexual favors, and other verbal or physical conduct of a sexual nature. The courts have defined two principle types of sexual harassment: (1) Quid Pro Quo (something for something)—unwelcome sexual advances Inappropriate conduct directed toward an individual because of his/her sex; and (2) Hostile Environment—inappropriate behavior that is sex-related and creates an environment that is hostile, intimidating or offensive
Sex-Based Harassment: behavior that degrades, denigrates, ridicules, or is verbally or physically abusive to an employee or student because of his or her perceived sex.
Racial Harassment: behavior that degrades, denigrates, ridicules or is verbally or physically abusive to an employee or student because of his or her perceived race.
Harassment Based on National Origin: behavior that degrades, denigrates, ridicules or is verbally or physically abusive to an employee or student because of his or her perceived ancestry heritage or cultural identification.
Sexual Orientation Harassment: behavior that degrades, denigrates, ridicules, or is verbally or physically abusive to an employee or student because of his or her sexual orientation.
Sex-Based Harassment: behavior that degrades, denigrates, ridicules, or is verbally or physically abusive to an employee or student because of his or her perceived sex.
Racial Harassment: behavior that degrades, denigrates, ridicules or is verbally or physically abusive to an employee or student because of his or her perceived race.
Harassment Based on National Origin: behavior that degrades, denigrates, ridicules or is verbally or physically abusive to an employee or student because of his or her perceived ancestry heritage or cultural identification.
Sexual Orientation Harassment: behavior that degrades, denigrates, ridicules, or is verbally or physically abusive to an employee or student because of his or her sexual orientation.
Consensual Relationships Statement
The college has a responsibility to promote an atmosphere of professionalism, respect, and trust, and to prevent any appearance of impropriety. The decision-making processes must be seen by employees and students as fair and without favoritism.
A consensual relationship is a close personal relationship of a romantic or sexual nature between willing participants who both are of legal age and possess legal capacity. College Policy and Procedure #1753 addresses consensual relationships between students and college employees, and supervisors and employees. Employees involved in a consensual relationship with another employee or student are prohibited from supervising or making grading decisions related to that person.
In consensual relationships involving employees, or employees and students, it is the responsibility of the person with the most power to make explicit arrangements to assure that the decision-making processes will be fair and without favoritism. Employees will work with their supervisor in making arrangements to comply with this policy.
A consensual relationship is a close personal relationship of a romantic or sexual nature between willing participants who both are of legal age and possess legal capacity. College Policy and Procedure #1753 addresses consensual relationships between students and college employees, and supervisors and employees. Employees involved in a consensual relationship with another employee or student are prohibited from supervising or making grading decisions related to that person.
In consensual relationships involving employees, or employees and students, it is the responsibility of the person with the most power to make explicit arrangements to assure that the decision-making processes will be fair and without favoritism. Employees will work with their supervisor in making arrangements to comply with this policy.
Nonretaliation Statement
It is critical that everyone feel free to come forward with complaints or concerns regarding inappropriate conduct. Retaliation against any person for making a complaint or for providing information concerning a complaint is prohibited.
Any acts of retaliation may result in a sanction including, but not limited to, expulsion, suspension or termination.
Any acts of retaliation may result in a sanction including, but not limited to, expulsion, suspension or termination.
Complaint Procedure
Step 1: Informal Complaint Procedure
If appropriate and safe, anyone alleging a violation should meet with the person and ask them to stop the offensive behavior. You might also write to the person, stating that you view the behavior as unlawful harassment and that you will report these actions if they continue. Be sure to keep a copy.
—or—
Consult with a member of the Harassment Network (see back page) to explore your options and begin to keep a record of the harassment: track dates, times, places and statements.
—or—
Conflict Resolution: Employees contact the college's Human Resources Director/Affirmative Action Officer. Students contact the Dean of Students.
You may file a complaint with:
If warranted, the Human Resources Director/Affirmative Action Officer or that official's designee will conduct an investigation. The investigation will be done as promptly and impartially as possible.
If appropriate and safe, anyone alleging a violation should meet with the person and ask them to stop the offensive behavior. You might also write to the person, stating that you view the behavior as unlawful harassment and that you will report these actions if they continue. Be sure to keep a copy.
—or—
Consult with a member of the Harassment Network (see back page) to explore your options and begin to keep a record of the harassment: track dates, times, places and statements.
—or—
Conflict Resolution: Employees contact the college's Human Resources Director/Affirmative Action Officer. Students contact the Dean of Students.
- Students: See section V in Students Rights & Responsibilities.
- Employees: See College Policy and Procedures 1750, 1751, 1752, and 1753.
You may file a complaint with:
- Human Resources Director/Affirmative Action Officer
- The Executive Dean
- The Dean of Students
- The Director of Legal Resources
If warranted, the Human Resources Director/Affirmative Action Officer or that official's designee will conduct an investigation. The investigation will be done as promptly and impartially as possible.
Who Can Assist You?
Make an appointment to see one of the following individuals to discuss the situation with you and advise you of the available options:
Peggy Borjesson—503.399.4784
Irma Guzman*—503.316.3255
Grant Matthews—503.589.7715
Rod Maskew—503.316.3284