Purpose
St. Cloud Technical & Community College (SCTCC) has an enduring commitment to enhancing Minnesota’s quality of life by developing and fostering understanding and appreciation of a free and diverse society and providing equal opportunity for all its students and employees. SCTCC is committed to a policy of equal opportunity and nondiscrimination in employment and education.
Definitions
Discrimination: Employment decisions, education decisions, or treatment of an individual because of protected class status or perceived protected class status that subjects the individual to different treatment to interfere with or limit the ability of the individual to participate in, or benefit from, the services, activities, or privileges provided by SCTCC or otherwise adversely affects the individual’s employment or education.
Employee: Any individual employed by SCTCC, including student workers.
Responsibility
This policy applies to all individuals affiliated with SCTCC, including but not limited to, its students, employees, applicants, volunteers, and administration, and is intended to protect the rights and privacy of all involved individuals, as well as prevents retaliation. Complaints of conduct by an employee at locations other than campus property, including online, are covered by this policy. Complaints of conduct on campus property, including online, by individuals who are not students or employees are subject to appropriate actions by SCTCC, including but not limited to, pursuing civil action against them, referral to law enforcement, or pursuing a no trespass. Individuals who violate this policy will be subject to disciplinary or other corrective action.
This policy supersedes all existing college equal opportunity and nondiscrimination policies.
Harassment
Discriminatory Harassment
Unwelcome conduct or communication that is based on actual or perceived membership in a protected class, including stereotypes of protected classes, that has a negative effect or is likely to have a negative effect on the complainant or the workplace or educational environment. Harassment may occur in a variety of relationships, including faculty and student, supervisor and employee, students and student, staff and student, employee and employee, and other relationships with persons having business at, or visiting the educational or working environment. Discriminatory harassment includes, but is not limited to:
- Oral or written conduct such as jokes, innuendo, slurs, name-calling, negative comments about cultural norms, circulating rumors
- Physical contact, battery, blocking movement
- Non-verbal derogatory gestures, stalking, interference with work performance
- Visual displays, including but not limited to, posters, drawings, screen savers, emails and texts with derogatory meaning, epithets written on complainant’s personal property or other symbols associated with particular protected classes.
Sexual Harassment
SCTCC further defines sexual harassment as a form of sex discrimination and discriminatory harassment. Sexual harassment is conduct or communication of a sexual nature that is unwelcome, that has a negative effect or is likely to have a negative effect on the complainant or the workplace or educational environment. Sexual harassment includes, but is not limited to:
- Unwelcome sexual innuendoes, suggestive comments, jokes of a sexual nature, sexual propositions, degrading sexual remarks, threats
- Unwelcome sexually suggestive objects or pictures, graphic commentaries, suggestive or insulting sounds, leering, whistling, obscene gestures
- Unwelcome physical contact, such as sexual assault and sexual violence molestation, or attempts to commit these assaults; unwelcome touching, pinching, or brushing of or by the body
- Preferential treatment
Protected class
Protected class includes race, sex (including pregnancy, child birth, and related medical conditions), color, creed, religion, age, national origin, disability, marital status, status with regard to public assistance, sexual orientation, gender identity, gender expression, veteran status, familial status, and membership or activity in a local human rights commission. Protected class also includes genetic information for employees.
Retaliation
Retaliation includes, but is not limited to, engaging in any form of intimidation, reprisal, or harassment against an individual because the person:
- Made a complaint or other communication under this policy or opposes conduct prohibited by this policy
- Assisted or participated in any manner in an investigation, or process under this policy, regardless of whether a claim of discrimination or harassment is substantiated
- Associated with a person or group of persons who are members of a protected class; or
- Made a complaint or assisted or participated in any manner in an investigation or process with the Equal Employment Opportunity Commission, the U.S. Department of Education Office for Civil Rights, the Minnesota Department of Human Rights or other enforcement agencies, under any federal or state nondiscrimination law, including the Civil Rights Act of 1964; Section 504 of the Rehabilitation Act of 1973; the Minnesota Human Rights Act, Minn. State Ch. 363A, and their amendments.
Retaliation may occur whether or not there is a power of authority differential between the individuals involved.
Sexual harassment and violence as sexual abuse
Minnesota law provides special protection for children under 18 and vulnerable adults. These laws, Minnesota Statutes sections 260E and 626.557, identify those who are mandated to report neglect or abuse of children under 18 and maltreatment of vulnerable adults. Faculty, student teachers or clinical participants, day care personnel, and others involved in education or services to children or vulnerable adults may be considered mandated reporters under both of these laws. Reports of abuse or neglect of a child or vulnerable adult, must be made to law enforcement or state or county social service agencies.
Student
For purposes of this policy, the term “student” includes all persons who:
- Are enrolled in one or more courses, either credit or non-credit, through a college or university
- Withdraw, transfer, or graduate, after an alleged violation of the student conduct code
- Are not officially enrolled for a particular term but who have a continuing relationship with the college
- Have been notified of their acceptance for admission or have initiated the process of application for admission or financial aid; or
- Are living in a college or university residence hall although not enrolled in, or employed by, the college.
Consensual Relationships
A consensual relationship is a sexual or romantic relationship between two or more persons who voluntarily enter into such a relationship. An employee of Minnesota State shall not enter into a consensual relationship with a student or an employee over whom the person exercises direct or otherwise significant academic, administrative, supervisory, evaluative, counseling, or extracurricular authority or influence. In the event a relationship already exists, each college, university, and the system office shall develop a procedure to reassign evaluative authority as may be possible to avoid violations of this policy. This prohibition does not limit the right of an employee to make a recommendation on personnel matters concerning a family or household member where the right to make recommendations on such personnel matters is explicitly provided for in the applicable collective bargaining agreement or compensation plan.
Retaliation
Retaliation is prohibited at Minnesota State. Any individual covered by this policy who engages in retaliation is subject to disciplinary or other corrective action as appropriate.
Policies and Procedures
SCTCC’s policies and procedures on equal opportunity and nondiscrimination in employment and education comply with Minnesota State Board Policy 1B.1 and Minnesota State System Procedure 1B.1.1.