Policy:   Harassment based on Sexual Orientation, Gender Identity, Gender Expression, Religion, or Disability
Authority:   Executive Team
Contact:     Dennis Carr, 541-463-5585         carrd@lanecc.edu

These forms of harassment are defined as unwelcome verbal, written or physical conduct based on a person’s actual or perceived sexual orientation, gender identity, gender expression, religion or disability, that unreasonably interferes with an individual’s work or academic performance, adversely affects the targeted individual’s or others’ work or learning opportunities or creates an intimidating, hostile or offensive environment. 

Examples of harassing conduct include, but are not limited to:        

      derogatory remarks or graffiti
      demeaning jokes or comments
      slurs or name calling
      physical contact or acts of aggression
      intimidating and threatening behavior

Lane has a zero tolerance policy regarding harassment. Any proven harassment will result in immediate and appropriate action to stop the harassment and prevent its recurrence, including employee discipline consistent with collective bargaining agreements, or student sanctions.  This remedial action will be designed to stop the harassing behavior.  If the alleged harassing behavior is not sufficiently severe or pervasive to be judged a violation of this policy, the college may nevertheless take appropriate action to address the complainant’s concerns and to ensure that Lane, as a workplace and an academic institution, maintains a respectful environment.

All levels of harassment, including student to student harassment, are covered by Lane’s harassment policies.

Findings of harassment will depend upon the context of the behavior and all relevant surrounding circumstances. Normally a persistent, pervasive pattern of unwelcome behavior must be present for conduct to be defined as hostile environment harassment, although one instance may constitute harassment if it is sufficiently severe or serious. Third parties may report incidents of harassment.  Findings of harassment will consider issues of expression or speech that are protected by the First Amendment.

All efforts will be made to provide a supportive environment for staff and students filing complaints.

Lane strictly prohibits retaliation against people who report incidents of harassment or who participate in  investigations and/or proceedings related to sexual harassment complaints.

Consequences

If harassment is found to occur, the college will impose consequences and remedies appropriate to the situation.  Examples of consequences and remedies for employees include but are not limited to:

Mediation   
Education
Training
Verbal or written warnings
Verbal or written reprimands
Suspension with pay
Suspension without pay
Termination

The college may combine consequences as needed to correct and prevent harassment. 

Consequences for students in violation of this policy will be in accordance with the Student Code of Conduct and include:

Counseling, education & /or training
Written warnings
Probation for a specified period of time
Loss of privileges
Fines
Required restitution
Discretionary sanctions
Suspension from the college
Expulsion from the college

See also Harassment Based on Sexual Orientation, Gender Identity, Gender Expression, Religion, or Disability : Formal Complaint Process.