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Harassment-Free Environment

RRC prohibits harassment on the basis of race, color, age, disability, sex, sexual orientation, gender identity, gender expression, marital or partnered status, parental status, ancestry, national or ethnic origin, alienage and citizenship, status as a veteran, or religion. It is a violation of this policy for any RRC community member, including board, faculty, students, members of the administration and other employees and lay volunteers, to harass another RRC community member by (a) making inappropriate comments or remarks regarding race, color, age, disability, sex, sexual orientation, gender identity, gender expression, marital or partnered status, parental status, ancestry, national or ethnic origin, alienage and citizenship, status as a veteran or religion; (b) creating an intimidating, hostile or offensive environment by such conduct; (c) making unwelcome/inappropriate sexual advances, unwelcome/inappropriate requests for sexual favors or other unwelcome/ inappropriate verbal or physical conduct of a sexual nature such that they have the purpose or effect of unreasonably interfering with an individual's work performance by creating an intimidating, hostile, humiliating or sexually offensive work environment.

While it is not possible to list all those additional circumstances that may constitute sexual harassment, the following are some examples of conduct, which if unwelcome, may constitute sexual harassment depending upon the totality of the circumstances including the severity of the conduct and its pervasiveness:

  1. Unwelcome sexual advances—whether they involve physical touching or not
     
  2. Sexual epithets, jokes, written or oral references to sexual conduct, gossip regarding one’s sex life; comment on an individual’s body, comment about an individual’s sexual activity, deficiencies, or prowess
     
  3. Displaying sexually suggestive objects, pictures, cartoons
     
  4. Unwelcome leering, whistling, brushing against the body, sexual gestures, suggestive or insulting comments
     
  5. Inquiries into one’s sexual experiences
     
  6. Discussion of one’s sexual activities
     
  7. Using submission to or rejection of any of the conduct described above as a basis for decisions affecting the RRC community member

Any RRC community member who believes that he or she has been subjected to harassment should report the conduct to the president, the vice president for academic affairs, the vice president for administration or the vice president for student development. If the complaining party is uncomfortable speaking to any of these people, he or she may designate a member of the regular faculty or student body to make a formal complaint to one of these people on his or her behalf. An investigation of the complaint, including discussion with the complaining party, will be undertaken by the administration, and appropriate action will be taken. Depending on the investigation’s assessment of the severity of the conduct determined to have occurred, such action might include education, separation, a reprimand, suspension or termination.

Everyone should take special note that retaliation against an individual who has complained about harassment, and retaliation against individuals for cooperating with an investigation of a harassment complaint is unlawful and will not be tolerated by this institution.