Chapter 2 – Human Resources

2.30.01 Equal Employment and Non-Discrimination 

Community Colleges of Spokane (CCS) recognizes its responsibilities pursuant to state and federal law, rules and regulations including the responsibility for investigation, resolution, implementation of corrective measures, and monitoring the educational environment and workplace to stop, remediate, and prevent discrimination, harassment, sexual misconduct and retaliation consistent with these provisions.  The purpose of this policy is to establish CCS’s commitment to provide equal opportunities in employment and to provide a work and academic environment that is free from conduct or behaviors that constitute discrimination, harassment, sexual misconduct, domestic violence, dating violence, stalking and/or retaliation by or against its employees, students, guests, visitors and contractors.  This policy is subject to constitutional protections related to freedom of speech, association, and the press.

Fostering and developing the understanding of diverse social and cultural traditions of all people in the workplace is a fundamental role of the district. Prejudice and bigotry, including racism, sexism, and any other bias that creates barriers, perpetuates stereotypes or promotes ignorance, and is contrary to the mission and obligations of the district.  It has no value or place in this academic community, shall not be tolerated, and pursuant to this policy, shall be prohibited.  Confirmed violations of this policy may lead to disciplinary action, up to and including termination.

1.            Equal Employment Opportunity

CCS is an equal opportunity employer and in accordance with applicable state and federal laws and regulations provides equal opportunity in employment without regard to status as a member of a projected class including race, creed, color, religion, national or ethnic origin, age, sex, marital status, pregnancy, parental status or families with children, status as a mother breastfeeding her child, AIDS/HIV or hepatitis C, honorably discharged veteran status, sexual orientation, gender identity or expression, disability, use of trained guide dog or service animal by a person with disability, or genetic information.

 

2.            Non-discrimination, Anti-harassment, Prohibitions on Sexual Misconduct and Reasonable Accommodation

CCS’s goal is to provide a work and academic environment free from conduct or behaviors that constitute discrimination, harassment, sexual misconduct and/or retaliation.  As a result, the following conducts and behaviors are prohibited.  This policy applies to individuals while on campus; while on property and facilities leased or used by CCS for any District activities; and/or while conducting CCS business off-campus such as business trips, field trips, athletic events, student activities, and internships.

a.    Discrimination:  Prohibited unfavorable treatment of a person based on that person’s membership or perceived members in a protected class. 

 

b.    Harassment:  A prohibited form of discriminatory conduct that includes physical, verbal, or other conduct that denigrates or shows hostility toward an individual or group because of their legally protected or perceived membership in a protected status; and is sufficiently severe, pervasive, and objectively offensive so as to substantially interfere with the terms and conditions of employment. 

 

c.    Sexual Harassment:  A prohibited form of discriminatory conduct that includes unwelcome conduct of a sexual nature and may include unwelcome verbal, written and electronic communications; nonverbal conduct; and/or physical conduct of a sexual nature, including sexual assault.  It may include gender-based harassment by a person of the same sex. 

 

d.    Sexual Misconduct:  Prohibited sexual misconduct includes sexually violent conduct including domestic violence, dating violence, stalking, nonconsensual sexual intercourse, and nonconsensual sexual contact. 

 

e.    Reasonable Accommodation:  It is the policy of CCS, being aware of its obligations under Washington State Executive Order 96-04, chapter 49.60 RCW, and the Americans with Disabilities Act of 1990 as amended, to ensure persons with disabilities the right to request and, where determined appropriate, receive reasonable accommodation in all aspects of employment. This includes good-faith consideration and interactive engagement regarding reasonable accommodation requests from all candidates for employment and employees.

 

3.            Retaliation

Actual or threatened retaliation or any act of intimidation against any participant (accused, accuser, or witness) intended to prevent or otherwise obstruct the reporting, subsequent investigation, or enforcement of a complaint under this policy is prohibited.

 

4.            Educational Program

The Chief Executive Officer shall ensure CCS implements an educational program that makes this policy and related complaint procedures generally known to employees and students. The educational programs will be consistent with applicable state and federal laws and will include prevention and awareness programs for all incoming students and new employees; and ongoing prevention and awareness programs for students and employees.  Annual training shall also be given to CCS employees who investigate or participate in institutional proceedings on the issues of domestic violence, dating violence, sexual assault and stalking, on how to investigate, and how to conduct hearings in a manner that “protects the safety of victims” and “promotes accountability.”

5.            Complaint Procedure

The Chief Executive Officer shall ensure that an internal complaint procedure(s) for filing complaints under this policy is implemented.  The procedure(s) should include information regarding how visitors, employees and students can file complaints and ensure complaints are reviewed, and if appropriate, investigated in a timely manner; that accurate records of all complaints, referrals, and investigative reports are kept consistent with applicable record retention schedules; and that following initial review or investigation of complaints that when appropriate matters are referred to the designated supervisor or manager to review and determine what, if any, action is appropriate.  The Chief Executive Officer shall designate at least one employee to coordinate CCS’s efforts to comply with and carry out the institution’s obligations under Title IX, Equal Employment, and Affirmative Action.

[Adopted 6/21/05, Effective 07/01/05; Amended 10/28/14, Motion 14-29]


2.30.01 Administrative Procedures  

  1. Complaints of Discrimination, Sexual Harassment or Misconduct, Domestic or Dating Violence, Stalking and Retaliation 
      1.
    Chancellor/Chief Executive Officer's Directive
  2. Reasonable Accommodations & Return to Work
  3. Affirmative Action Plan