Page 48 of Antelope Valley College 1995-1996 Catalog by Antelope Valley Community College Lancaster California

46 Academic Policies/Programs financial assistance extracurricular activities comments consistently targeted only at one gender Sexual harassment and/or sex discrimination and the associated behaviors as stated, but not limited to the examples, are unacceptable within the college environment and during any off-campus college-sponsored activities. In evaluating behavior, the standard to be applied is that of a reasonable victim of the same gender as the victim. This policy covers all individuals in the workplace. Antelope Valley College will not tolerate, condone, or allow sexual harassment and/or sex discrimination, whether engaged in by employees or non- employees who conduct business with the district. The district encourages reporting of all incidents of sexual harassment and/or sex discrimination, regardless of who the offender may be, or the offenders relationship to the district. Sanctions shall be taken against any student, employee, or non-employee conducting business with the district who engages in sexual harassment and/or sex discrimination. Sexual Harassment Purpose of Policy The purpose of the districts sexual harassment policy is to: 1. prohibit and discourage any person in the work or education setting from sexually harassing any other person including students in the work or educational setting; 2. provide a harassment-free work and educational environment; 3. remedy in a speedy manner and consequences of sexual harassment; 4. provide on-going education and awareness of the problem of sexual harassment; and 5. provide information about how to pursue claims of sexual harassment. General Definitions To be unlawful, gender-based harassment has to be pervasive and severe enough to alter the conditions of the victims employment or educational environment. Trivial, isolated incidents will not necessarily create a hostile atmosphere. Moreover, the conduct generally must be repetitive, although when physical behavior is involved, a one-time occurrence sometimes will be sufficient. Generally, sexual harassment occurs when unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature: 1. is made either explicitly or implicitly a term or condition of an individuals education status or employment; 2. is used as a basis for educational or employment decisions affecting such individual; 3. creates an intimidating, hostile or offensive educational or working environment. Specific Examples For the purpose of further clarification, sexual harassment includes but is not limited to: 1. Continuing unsolicited and/or unwelcome written, verbal, physical and/or visual contact with sexual overtones. Written examples include, but are not limited to: suggestive or obscene letters, notes, invitations. Verbal examples include, but are not limited to: derogatory comments, innuendoes, slurs, jokes, epithets. Physical examples include, but are not limited to: assault, touching, impeding or blocking movement. Visual examples include, but are not limited to: leering, gestures, display of sexually offensive objects or pictures, cartoons, or posters. 2. Continuing to express sexual interest after being informed that the interest is unwelcome. (Reciprocal attraction is not considered sexual harassment, however, this type of situation could create a hostile environment for others.) 3 .Submission to, or rejection of, the conduct by the individual is used as the basis for any decision affecting the individual regarding benefits and services, honors, programs, or activities available at or through the educational institution. For example, within the work environment, either implying or actually withholding support for an appointment, promotion, or change of assignment; suggesting a poor performance evaluation will be prepared, or suggesting probation will be failed. Within the educational environment, either implying or actually withholding grades earned or deserved; or suggesting a scholarship recommendation or college application will be denied. 4. Within the work environment, engaging in implicit or explicit coercive sexual behavior which is used to control, influence, affect the career, salary, and/ or work environment of another employee. Within the educational environment, engaging in implicit or explicit coercive sexual behavior which is used to control, influence, or affect the educational opportunities, grades, and/or learning environment of a student. 5. Offering favors or educational or employment benefits, such as grades or promotions, favorable performance evaluations, favorable assignments, favorable duties or shifts, recom- mendations, reclassifications, etc., in exchange for sexual favors. 6. A pattern of conduct that would cause discomfort and/or humiliate a reasonable person at whom the conduct was directed and that includes one or more of the following: a. unnecessary touching, patting, hugging, or brushing against a persons body; b. remarks of a sexual nature about a persons clothing or body; or remarks about sexual activity or speculations about previous sexual experiences. General Provisions and Guidelines Charges/Complaints 1. Filing Charges/complaints should be in writing and shall be filed with the Affirmative Action Officer or designee. Any charge/ complaint received, whether in writing or not, shall be investigated. 2. Content of Charge/Complaint The charge/complaint shall identify the offending person or persons; include reference to specific examples of offensive conduct, including dates, times and places; identify the remedy sought; and describe the informal efforts made to correct the situation.

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