HR 9.0 - Sexual Harassment Policy :
SUMMARY/SCOPE
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Edmonds College is committed to a professional working and learning environment free of sexual harassment. The college is committed to providing equal opportunity in education and employment and does not discriminate on the basis of protected classes as required by federal and state law. Prohibited discrimination and/or harassment includes sex discrimination and sex-based harassment.
The college will comply with WAC 132Y-300, Nondiscrimination and Harassment Policy.
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DESCRIPTION
RESPONSIBILITIES OF EMPLOYEES
All college employees, with the exception of those who have job-specific confidentiality requirements, are required to report suspected sex discrimination and sex-based harassment. Employees may be responsible under federal or state law if they know or should have known about sex discrimination and sex-based harassment and failed to take appropriate action. Incidents can be filed orally or in writing to the Title IX Coordinator. If the complaint is against the Title IX Coordinator, the complainant should report the matter to the President’s office for referral to an alternate designee.
RETALIATION PROHIBITED
Edmonds College prohibits retaliatory behavior against any complainant or any participant in the complaint process. The initiation of a complaint of sex discrimination or sex-based harassment will not reflect negatively on the employee or student who initiates the complaint nor will it affect the employee’s job assignment, status, rights, privileges, or benefits.
Any employee who retaliates against any individual who has either made a complaint of sex-discrimination or sex-based harassment or has participated in an investigation of a complaint of sexual harassment will be subject to disciplinary action up to and including dismissal.
Any non-employee doing business with the college who retaliates against any individual who has made a complaint of sexual harassment or participated in an investigation of a complaint of sex discrimination or sex-based harassment will be disciplined subject to the extent that the college has control over the non-employee or his or her employer.
OTHER PROCEDURES AND REMEDIES
Anyone who is subjected to sex discrimination or sex-based harassment is encouraged to pursue the matter through either the specific procedures established in WAC 132Y-300 or by the means afforded them through Chapter 49.60 RCW or under Title VII or Title IX of the federal Civil Rights Act, as amended in 1991.
The procedures outlined in WAC 132Y-300 do not replace an individual’s right to file a complaint with an external agency such as the Office of Civil Rights, Equal Employment Opportunity Commission, or the Washington State Human Rights Commission.
Equal Employment Opportunity Commission (for employees)
909 1st Avenue, Suite 400
Seattle, WA 98104-1061
(206) 220-6883 or 1-800-669-4000
TDD (206) 220-6882
Office of Civil Rights (for student complaints)
915 2nd Avenue, Room 3310
Seattle, WA 98174-1099
(206) 220-7900TDD
(206) 220-7907
Washington State Human Rights Commission (for employees and students)
711 S. Capitol Way, Suite 402
PO Box 42490
Olympia, WA 98504-2490
(360) 753-6770
TDD 1-800-300-7525
SOURCE INFORMATION
(was) C 6.3.106 Sexual Harassment Policy
WAC 132Y-300 Nondiscrimination and Harassment Policy
Chapter 49.60 RCW Discrimination—Human Rights Commission
CONTENT OWNER. The primary responsibility for this policy belongs to:
Vice President for Human Resources
PRIMARY CONTENT CONTRIBUTOR (Director/Dean)
Vice President for Human Resources
REVIEW PERIOD
Three years or sooner if needed. Requires President’s Leadership Team approval.
REVIEW HISTORY
2024-Jul 29 Revised and approved by President’s Leadership Team
2017-Aug 21 Amended by President’s Cabinet
1995-May 03 Amended
1983-Dec Adopted
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