Work Environment Free from Discrimination and Harassment
CCBC recognizes the value of a diverse workforce that is reflective of the students and of the community we serve, and as such, the college is committed to welcoming, respecting and embracing the differences and similarities of our employees and our students. We acknowledge the richness of multiculturalism and diversity. We hold each member of the college community responsible and accountable for fostering a climate of acceptance, inclusion, respect and dignity of all persons.
CCBC is committed to providing a work environment free from discrimination and/or harassment of any nature including, but not limited to, racial, religious, sexual orientation, age, gender, national origin, ancestry, veteran status, disability or any other type of harassment. Harassment is unwanted verbal, physical, or visual conduct relating to an individual’s race, religion, gender, sexual orientation, age, national origin, ancestry, veteran status, or disability. This behavior will not be condoned or tolerated by CCBC.
Non-Discrimination in Hiring and Employment Practices
CCBC is committed to ensuring equal opportunity and nondiscrimination in all of its hiring and employment practices. All applicants for employment, promotion and/or transfer will be assessed based on their education, training, experience and qualifications. Applicants and employees will not be discriminated against based on race, color, religion, gender, age, national origin, ancestry, veteran status, disability, sexual orientation, or any other basis protected by law. This applies to all terms, conditions and privileges of employment including, but not limited to, hiring, placement, promotion, demotion, layoff, recall, transfer, leave of absence, compensation, training, and referrals for employment.
Sexual harassment includes unwelcome sexual advances or visual, verbal, or physical conduct of a sexual nature which creates an offensive, intimidating or hostile work environment. Sexual harassment includes requests for sexual favors, sexual comments, quid-pro-quo, suggestions, jokes, and the display of sexually suggestive pictures, calendars, or other objects.
Title IX and CCBC
Title IX of the Education Amendments of 1972 requires that all entities in receipt of any federal funds or financial assistance must prohibit sex discrimination in their education programs and activities. Sexual harassment is a form of prohibited sex discrimination. Title IX requirements apply to all aspects of education programs and activities at CCBC, including student admissions, financial assistance, access to academic offerings, and athletics. The law also applies to all aspects of CCBC’s employment process, including hiring, tenure, compensation, and training.
CCBC is obligated to:
Provide assurances that all education programs and activities are in compliance with Title IX
Designate a Title IX Coordinator to oversee compliance efforts
Establish procedures to resolve student and employee Title IX complaints
Provide notification to students and employees that sex discrimination is prohibited within its programs
Ensure that all administrators, managers, deans, and program directors familiarize themselves with, and implement Title IX provisions
Complaints under Title IX
Under Title IX, the Community College of Baltimore County is required to prevent and address discrimination which includes unfair treatment based on a protected characteristic, harassment because of a protected characteristic, denial of an entitled reasonable accommodation under state and federal laws, or retaliation because of a complaint about discrimination or assistance in a discrimination investigation or lawsuit. The Title IX Coordinator is responsible for supervising investigations of potential gender discrimination, sexual harassment, and sexual assault. Accordingly, complaints of gender discrimination, sexual harassment, or sexual assault should be reported to the Title IX Coordinator in the Office of Student Conduct.
Sexual harassment includes, but is not limited to any unsolicited, offensive behavior that uses sexuality to disadvantage another, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when submission to sexual harassment is made either explicitly or implicitly a term or condition of employment or academic admission or advancement, or submission to or rejection of sexual harassment is used as the basis (or threatened to be used as the basis) for employment actions or academic decisions or evaluations, or such conduct has the purpose or effect of unreasonably interfering with an individual’s work or educational performance or creating an intimidating, hostile or offensive work or learning environment. Unsolicited, offensive behavior may involve harassment of women by men, harassment of men by women, and harassment between persons of the same sex. Complaints alleging sexual discrimination, sexual harassment, or sexual assault should be reported to the Title IX Coordinator. Complaints may also be reported to the CCBC’s Public Safety Office, or any College official. Complaints of sexual misconduct between CCBC students or where the individual allegedly committing the misconduct is a CCBC student are governed by the CCBC Student Code and applicable state and federal law.
CCBC Employee Complaints
Any College employees with complaints alleging gender discrimination, sexual harassment, sexual assault, or violation of CCBC’s Misconduct, Sexual Misconduct, or Harassment Policies should report them to the Title IX Coordinator. Complaints may also be reported to the Human Resources Division (Employee Relations), CCBC’s Public Safety Office, or any College official.
If you have any questions regarding your rights, please contact the Title IX Coordinator.
Violence Against Women Act
CCBC is committed to preventing, to the extent possible, violence in the work place. Dating violence, domestic violence, sexual assault and/or stalking are strictly prohibited. Policies are in place under the Title IX Coordinator and Public Safety to investigate an incident of sexual assault, domestic violence, dating violence or stalking. Employees who have engaged in such activity will be disciplined, up to and including termination.
Compliance with Americans with Disabilities Act Amendment Act
CCBC is committed to complying with the Americans with Disabilities Act Amendment Act (ADAAA), and all other applicable federal and state regulations, to ensure equal access to employment opportunities for qualified applicants and employees with disabilities. A qualified individual with a disability is anyone who has the skills, experience, and education required for the position and who can perform the job’s essential functions, with or without reasonable accommodation. CCBC is committed to making reasonable accommodations (reasonable changes in the work environment or in the manner in which duties are performed) for qualified individuals with a disability, unless doing so would present an undue hardship to the college. Undue hardships include accommodations that are unduly costly and/or those which fundamentally alter the nature or operation of the college.
Health Insurance Privacy and Portability Act
The Health Insurance Privacy and Portability Act (HIPAA) Privacy Rule provides federal protections for individually identifiable health information held by CCBC and our business associates and gives employees an array of rights with respect to that information. At the same time, the Privacy Rule is balanced so that it permits the disclosure of health information needed for patient care and other important purposes.
CCBC maintains a series of administrative, physical, and technical safeguards to assure the confidentiality, integrity, and availability of electronic protected health information.
How to Report Discrimination or Harassment Violations
Any employee who feels that he or she has been discriminated against or harassed is encouraged to bring it to the attention of the CCBC Executive Director of Human Resources or the Director of Employee Relations immediately. Likewise, any supervisor who observes conduct that is discriminatory or harassing, or who becomes aware that an employee is in need of a disability-related accommodation, is required to report it immediately to the CCBC Executive Director of Human Resources or the Director of Employee Relations. The Executive Director or designee will conduct a thorough investigation and recommend the appropriate measures based on the outcome of the investigation. Supervisors are responsible for implementing any resulting recommendations and for maintaining the confidentiality of the employee and anyone registering a complaint.
The victim, supervisory personnel, or any other person having knowledge of suspected harassment, including sexual harassment, may report the incident either verbally or in writing. Any employee who feels he or she has been a victim of harassment is to report the information to his or her supervisor immediately. If an employee feels uncomfortable speaking with the supervisor or if the supervisor is the source of harassment, the employee is advised to report the matter to the CCBC Executive Director of Human Resources or the Director of Employee Relations within 30 calendar days of the event giving rise to the complaint. Upon receipt of the information, the CCBC Equity Officer or designee will conduct a prompt and thorough investigation.
The college encourages individuals to use the internal complaint procedures for resolution of harassment complaints. Individuals also have the right to file complaints externally with the Maryland Human Relations Commission or the Equal Employment Opportunity Commission.
Confidentiality Regarding Complaints
The CCBC Executive Director of Human Resources or the Director of Employee Relations Equity Officer and/or the supervisor will make every effort to maintain the confidentiality of the parties involved during the processing of complaints. Records will be maintained in a confidential manner to the extent permitted by law, and insofar as they do not interfere with the college’s legal obligation to investigate and resolve issues of harassment.
No Retaliation for filing a complaint
Retaliation or attempted retaliation is a violation of this policy and no penalty may be imposed on an employee as punishment for the following:
- Filing or responding to a bona fide complaint of harassment;
- Serving or appearing as a witness in the investigation of a complaint; or
- Serving as an investigator.
Retaliation against any employee who has filed a complaint or against any witness questioned during an investigation is strictly prohibited, as is any retaliatory action by instructors, supervisors, managers, academic professionals, administrators, or other employees who have the authority to take adverse action, up to and including dismissal. Any employee who feels he or she has been subjected to such adverse actions should report it to his or her supervisor or directly to Human Resources.
Likewise, any employee who knowingly provides false information pursuant to an investigation of harassment, or is found to have knowingly made a false accusation of sexual harassment or retaliation, will be subject to appropriate disciplinary action, up to and including dismissal.
Nondiscrimination Education and Training
The Community College of Baltimore County is committed to providing ongoing educational training programs to inform all employees of methods and procedures to prevent, identify, and handle all types of prohibited discrimination and harassment, including sexual harassment. These programs may be training seminars provided by Human Resources.
Faculty and Staff are required to complete Sexual Misconduct Prevention Training each calendar year. Training is provided in-person and on-line by the Human Resources Department.
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