For a staff complaint of sex-based misconduct (including sexual harassment and/or retaliation) by
a student or another staff member, the staff complaint may be reported to the immediate supervisor,
with the supervisor report/referral to the Title IX/EEO Coordinator or the Human Resources
Director. A direct report to the Title IX/EEO Coordinator or Human Resources Director will be
more expeditious in terms of processing the complaint. If the complaint is against the Title IX/EEO
Coordinator, or his or her relative attending or working for the College, the complainant should
report the matter directly to the President’s office for referral to an alternate designee.
6.0 Investigation Procedure
Upon receiving a discrimination complaint, the Title IX/EEO Coordinator will assess the written
complaint and determine the appropriate steps necessary to ensure all relevant evidence is obtained
and all critical elements are addressed. The Title IX/EEO Coordinator shall be responsible for
overseeing all investigations. Investigations may be conducted by the Title IX/EEO Coordinator or
his or her designee. If the investigation is assigned to someone other than the Title IX/EEO
Coordinator, the Title IX/EEO Coordinator shall inform the complainant and respondent(s) of the
appointment of an investigator.
6.1 Interim Measures. The Title IX/EEO Coordinator may impose interim measures to protect
the complainant and/or respondent and/or others pending the conclusion of the
investigation. Interim measures may include, but are not limited to, imposition of no
contact orders, rescheduling classes, temporary work reassignments, referrals for
counseling or medical assistance, and imposition of summary discipline on the respondent
consistent with the College’s Student Conduct Code or the College’s employment policies
and collective bargaining agreements.
6.2 Investigation. Complaints shall be thoroughly and impartially investigated. The
investigation shall include, but is not limited to, interviewing the complainant and the
respondent, relevant witnesses, and reviewing relevant documents. The investigation shall
be concluded within a reasonable time, normally sixty days barring exigent circumstances.
At the conclusion of the investigation the investigator shall set forth his or her findings and
recommendations in writing. If the investigator is a designee, the investigator shall send a
copy of the findings and recommendations to the Title IX/EEO Coordinator. The Title
IX/EEO Coordinator shall consider the findings and recommendations and determine,
based on a preponderance of the evidence, whether a violation of the discrimination and
harassment policy occurred, and if so, what steps will be taken to resolve the complaint,
remedy the effects on any victim(s), and prevent its recurrence. Possible remedial steps
may include, but are not limited to, referral for voluntary training/counseling, development
of a remediation plan, limited contact orders, and referral and recommendation for formal
disciplinary action. Referrals for disciplinary action will be consistent with the Student
Conduct Code or College employment policies and collective bargaining agreements.
6.3 Written Notice of Decision. The Title IX/EEO Coordinator will provide each party and
the appropriate student services administrator or appointing authority with written notice
of the investigative findings and of actions taken or recommended to resolve the complaint,
subject to the following limitations.
6.3.1 Complainant Notice. The complainant shall be informed in writing of the findings
and of actions taken or recommended to resolve the complaint, if any, only to the
extent that such findings, actions or recommendations directly relate to the
complainant, such as a finding that the complaint is or is not meritorious or a