When a complainant(s) and/or respondent(s) is a student, the System and Colleges will comply with Title IX of the Education Amendments of 1972 (Title IX).
For all individuals who this procedure applies to, the System and Colleges will adhere to its obligations under the Violence Against Women Reauthorization Act (VAWA) of 2013.
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System President This procedure applies to all Administrators/Professional Technical employees, Faculty, Adjunct Instructors, Classified employees, hourly employees, which would include student hourlys and workstudys (CCCS employees), students, authorized volunteers, guests, and visitors within the Colorado Community College System (CCCS).
CCCS believes in a zero tolerance policy for sex/gender-based misconduct.
Examples of Sexual Harassment include, but are not limited to: While a particular interaction must be offensive to both a reasonable person and to the complainant to be defined as harassment, CCCS employees and other persons of authority should be sensitive to questions about mutuality of consent that may be raised and to the conflict of interests that are inherent in personal relationships that result from professional and educational interactions.
Harassment is particularly damaging when it exploits the educational dependence and trust between students and faculty/staff.
Force is the use of physical violence and/or imposing on someone physically to gain sexual access.
Force also includes threats, intimidation (implied threats) and coercion that overcomes resistance or produces consent.
Sexual Misconduct (refer to footnote 1) offenses include, but are not limited to: Hostile Environment includes any situation in which there is harassing conduct that is sufficiently severe, persistent, or pervasive that it alters the conditions of employment or limits, interferes with or denies educational benefits or opportunities, from both a subjective (the alleged victim’s) and an objective (reasonable person’s) viewpoint.
The determination of whether an environment is “hostile” can be based on the following circumstances: Retaliatory harassment is any adverse employment or educational action taken against a person because of the person’s perceived participation in a complaint or investigation of discrimination or sexual misconduct.
When someone makes clear to you that they do not want sex, that they want to stop, or that they do not want to go past a certain point of sexual interaction, continued pressure beyond that point can be coercive.
Sexual activity with someone whom one should know to be—or based on the circumstances should reasonably have known to be—mentally or physically incapacitated (by alcohol or other drug use, unconsciousness or blackout), constitutes a violation of this procedure.
A substantial System or College interest is defined to include: Any online postings or other electronic communication by students, including cyber-bullying, cyber-stalking, cyber-harassment, etc . Off-Campus discriminatory or harassing speech by employees may be regulated by the System or College only when such speech is made in an employee’s official or work-related capacity.