Return to accessibility navigation at the top of the page.

Pima County Community College District Board Policy

Board Policy Title:  Harassment (Including Sexual Harassment)
Board Policy Number: 
BP-1503
Adoption Date: 10/22/99
Revision Date(s): 7/23/98, 6/9/99
Sponsoring Unit/Department: EEO-Affirmative Action Office
Motion Number: 5936
Legal Reference: Title VI & VII of the 1964 Civil Rights Act; Title IX of the Educational Amendments of 1972; Rehabilitation Act of 1973, Section 503 & 504; Americans with Disabilities Act of 1990; Vietnam Era Veterans Readjustment Act of 1974; Uniformed Services Employment & Reemployment Rights Act of 1994
Cross Reference: BP-1501; SPG-1501/AA


Pima County Community College District is committed to promoting and maintaining a productive work and educational environment free of discrimination and harassment.  In keeping with this commitment, Pima County Community College District will not tolerate verbal or physical conduct by an employee or student that harasses, disrupts, or interferes with another's work performance or education or that creates an intimidating, offensive or hostile work or educational environment.

Employees and students are expected to maintain a productive work and educational environment that is free from harassing or disruptive activity.  No form of harassment will be tolerated, including harassment for the following reasons: race, national origin, religion, disability, pregnancy, age, military status or sex.  Special attention should be paid to the prohibition of sexual harassment, which includes harassment by members of the same or opposite sex. 

Each administrator, faculty member and supervisor has a responsibility to keep the workplace free of any form of harassment, and in particular, sexual harassment.  No supervisor is to threaten or insinuate, either explicitly or implicitly, that an employee's refusal or willingness to submit to sexual advances will affect the employee's terms or conditions of employment.

Similarly, each administrator and faculty member has a responsibility to keep the campus and classroom free of any form of harassment, and in particular, sexual harassment.  No faculty member or administrator is to threaten or insinuate, either explicitly or implicitly, that a student's refusal or willingness to submit to sexual advances will affect the student's status, including grades.

Other sexually harassing or offensive conduct, whether committed by administrators, faculty, supervisors, staff, students or non-employees, is also prohibited.  Such conduct includes, but is not limited to:

(a)   Unwanted physical contact or conduct of any kind, including sexual flirtations, touching, advances, or propositions;

(b)   Verbal harassment of a sexual nature, such as lewd comments, sexual jokes or references, and offensive personal references; 

(c)      Jokes of a sexual nature;

(d)   Demeaning, insulting, intimidating, or sexually suggestive comments about an individual's dress or body;   

(e)   The display in the workplace of demeaning, insulting, intimidating or sexually suggestive objects or pictures, including nude photographs;

(f)   Demeaning, insulting, intimidating, or sexually suggestive written, recorded, or electronically transmitted messages.

Any of the above conduct, or other offensive conduct, directed at individuals because of their race, national origin, religion, disability, pregnancy, age, or military status is also prohibited.

Matters with a sexual connotation or sexual content which occur in legitimate educational curricula or endeavors do not violate this policy unless used excessively or improperly.  Although it is not possible to list every act or matter described which can violate this policy, examples include but are not limited to the following:

  1. Repeated focus on topics of a sexual nature;
  2. Use of profanity outside of the subject matter being taught;
  3. Use of vulgarities;
  4. Humiliating, embarrassing or otherwise harassing any individual or group of individuals.

Any member of the College community, especially administrators and supervisors, who believes that the actions or words of any other member of the College community constitute harassment, has a responsibility to report the complaint as soon as possible.  Issues of harassment covered by EEO laws should be directed to the Affirmative Action office or to any Intake Interviewer on any of the campuses or at the District office.  All other forms of harassment should be directed to the Human Resources Employee Relations office.

All complaints of harassment will be investigated in as prompt, impartial and confidential a manner as possible under the ADA and Equal Opportunity/Discrimination Complaint Procedure or under the appropriate College personnel or student handbooks.  All members of the College community are required to cooperate in any investigation.  Both the charging party and the respondent will be given the opportunity to present their side of the incident.

Any employee or student who is found to have violated this harassment policy will be subject to appropriate disciplinary action, depending on the circumstances, up to and including termination for employees or expulsion for students.

Disciplinary action will be taken against any individual who files a false discrimination or harassment complaint and against any individual who provides false testimony during investigations.

Employees are required, as a condition of employment, to cooperate with the College's investigation of harassment complaints.

Retaliation against any member of the College community for filing an internal or external complaint or participating in an investigation is strictly prohibited and will be grounds for disciplinary action up to and including termination for employees or expulsion for students.