Employee Non-Discrimination Non-Harassment Policy

Responsible Executive: VP Administration
Review Cycle: Annual
References: CPCO—01

Purpose and Scope

This College Policy applies to all College employees.

Policy Statement

Tompkins Cortland Community College is committed to providing an environment in which all individuals can work in a professional atmosphere that promotes equal employment opportunities, prevents harassment in the workplace (including sexual harassment) and prohibits unlawful discriminatory practices, including retaliation for reporting suspected harassment or discrimination or opposing any such practices. Discrimination, including harassment, will not be tolerated. Employees are urged to report instances of suspected harassment or discrimination. Guidance for reporting can be found in College policy HR 1.05 Reporting Harassment, Sexual Harassment Discrimination and/or Retaliation.

Definition and Examples

Harassment: Harassment is unlawful discriminatory conduct when it subjects an individual to inferior terms, conditions or privileges of employment because of the individual's membership in one or more of the protected categories including age, race/color, national origin, sex, sexual orientation, gender identity or expression, familial status, marital status, creed, disability, pregnancy-related condition, prior arrest or conviction record, domestic violence victim status, military status, predisposing genetic characteristics or any other protected category.

Examples of such hostile environment, discrimination, or harassment include but are not limited to:

• Transfer, demotion or termination of employees on the basis of race, color, creed or religion, national origin, sex, sexual orientation, gender identity or expression, age, disability, citizenship status, military status, including Vietnam era or special disabled veteran status, HIV/AIDS status, familial status, pregnancy, predisposing genetic characteristics, domestic violence victim status or any other protected status.

• Interference in or denial of opportunities on the basis of race, color, creed or religion, national origin, sex, sexual orientation, gender identity or expression, age, disability, citizenship status, military status, including Vietnam era or special disabled veteran status, HIV/AIDS status, familial status, pregnancy, predisposing genetic characteristics, domestic violence victim status or any other protected status.

• Unwelcome, offensive, or demeaning comments, slurs, language, jokes or gestures related to or referring to an individual’s race, color, creed or religion, national origin, sex, sexual orientation, gender identity or expression, age, disability, citizenship status, military status, including Vietnam era or special disabled veteran status, HIV/AIDS status, familial status, pregnancy, predisposing genetic characteristics, domestic violence victim status or any other protected status.

• The presence of books, magazines, pictures or other objects that may be reasonably construed as offensive or demeaning based on race, color, creed or religion, national origin, sex, sexual orientation, gender identity or expression, age, disability, citizenship status, military status, including Vietnam era or special disabled veteran status, HIV/AIDS status, familial status, pregnancy, predisposing genetic characteristics, domestic violence victim status or any other protected status.

• Creating or contributing to an intimidating, hostile, or offensive working environment on the basis of race, color, creed or religion, national origin, sex, sexual orientation, gender identity or expression, age, disability, citizenship status, military status, including Vietnam era or special disabled veteran status, HIV/AIDS status, familial status, pregnancy, predisposing genetic characteristics, domestic violence victim status or any other protected status.