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Discrimination, Harassment or Retaliation Policy 420.01
Johnson County Community College
Series: 400 Personnel
Section: Employee Complaints and Discipline

Cross-Reference: Employee Discrimination, Harassment or Retaliation Complaint Operating Procedure 420.01

The Board of Trustees of Johnson County Community College is committed to providing a working environment free from harassment, discrimination and retaliation. Specifically, the College and its employees shall not participate in any harassment, discrimination or retaliation as set forth in the College’s Non-Discrimination Policy.

Examples of prohibited conduct include, but are not limited to, the following:

  • Sexual Misconduct as defined in the Sexual Misconduct Policy.
  • Harassment or discrimination based on sex, race, color, national origin, disability, age, religion, marital status, veteran's status, sexual orientation, gender identity, genetic information or other factors that cannot be lawfully considered in its programs and activities as required by all applicable laws and regulations.
  • Retaliation against any person for filing or participating in the review of a complaint of prohibited conduct.
  • Retaliation against any person engaging in otherwise protected activity.

Prohibited harassment or discrimination includes any unwelcome conduct or behavior of an inappropriate nature where:

  • Submission to the conduct is made either explicitly or implicitly a term or condition of employment or academic success; or
  • Submission to or rejection of the conduct is used, threatened or suggested to be used as a basis of employment-related decisions (e.g. promotion, pay, discipline, or work assignments) or academic decisions; or
  • Such conduct is sufficiently severe or pervasive that it has the purpose or effect of substantially interfering with an employee’s or student’s performance or creating a hostile, intimidating or offensive work or educational environment.

Prohibited retaliation includes taking any action which may have a materially adverse impact on the educational environment or terms or conditions of employment including, but not limited to, increasing discipline, demotion, changes in pay or hours, or material changes in job duties or functioning, if such action is taken because of the individual’s filing of or participation in a complaint under this Policy, whether or not such complaint is determined to be valid.

Persons violating this Policy will face strict discipline up to and including termination of employment.

Any person believing that he/she has been subject to prohibited harassment, discrimination or retaliation as set forth in this Policy may file a complaint as set forth in the applicable Employee or Student Discrimination, Harassment or Retaliation Complaint Operating Procedure.

Date of Adoption:
Revised: 05/15/1997, 03/15/2007, 5/14/2015, 4/20/2017, 04/18/2019, 11/05/2019