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ILOFFENSES
<br />Offenses of discrimination, both individual and institutional, by anyone enrolled at or employed by InterCoast, are
<br />behaviors that arenot acceptable. Such behavior is expressly prohibited by the Sexual Harassment Policies & Grievance
<br />Procedures and may also violate federal, state and/or local laws. Behaviors that are considered offensive, while certainly
<br />not an all-inclusive list, are as follows:
<br />A. Verbal, physical, or written communication relating to gender, race, ethnicity, color, sexual preference, or age
<br />which has the purpose or effect of unreasonable interference with an individual's performance, orwhich creates a hostile,
<br />offensive or intimidating atmosphere for members of the target group is considered offensive and is subject to disciplinary
<br />action. InterCoast will not tolerate anyacts of intimidation, or any behaviors that demean, slur or stereotype an individual
<br />or groupon the basis of gender, religion, race, disability, color or descent, or national or ethnic origin, sexual preference
<br />or age.
<br />3. While some examples of harassment, such as physical and verbal assaults, are easily identified, some other
<br />examples— including epithets and "humor" or "tagging" —often go unacknowledged. All of the above instances are
<br />equally demeaningand are in violation of this policy.
<br />C. The Sexual Harassment Policies & Grievance Procedures prohibit sexual harassment. Sexual harassment comprises
<br />a broad range of behaviors focused on sex that may or may not be sexual in nature. Sexual harassment includes a College
<br />employeeconditioning the provision of a College aid, benefit, or service on an individual's participation in unwelcome
<br />sexual conduct. Unwelcome conduct determined by a reasonable person to be so severe, pervasive, and objectively
<br />offensive that it effectively denies a person equal access to the College's education programs or activities also constitutes
<br />sexual harassment. Sexual assault, stalking, domestic violence, and dating violence are all forms of sexual harassment.
<br />Retaliation following an incident of alleged sexual harassment or attempted sexual harassment is strictly prohibited. The
<br />definitions for specific acts of sexual misconduct can be found in the Policy's Definitions of Key Terms.
<br />III.COMPLAINT PROCEDURE
<br />InterCoast strongly encourages any victim of discrimination to report the incident in a timely manner. InterCoast prohibits
<br />retaliation against those who file a complaint or third -party report, or otherwise participate in -the investigative and/or -
<br />disciplinary process (e.g., as a witness). A complaint may be withdrawn or resolved before the procedure is completed.
<br />InterCoast will seek to respect a victim's request for confidentiality to the extent possible, while remaining ever mindful
<br />of the victim's well-being.
<br />Complaints of sexual harassment and misconduct, including sexual assault, domestic violence, dating violence, and
<br />stalking, are governed under the InterCoast Sexual Harassment Policies & Grievance Procedures. This Policy is posted on
<br />the InterCoast website at www.intercoast.edu and also published as part of InterCoast's Annual Security Report. The
<br />Sexual Harassment Policies & Grievance Procedures Guidance Memorandum, published below, summarizes these
<br />important policies and procedures.
<br />Any other incident of harassment or discrimination should be reported promptly to your supervisor, the Campus
<br />President, to any other manager, or to president@intercoast.edu. Upon receipt of such report, InterCoast will take
<br />immediate and appropriate steps to investigate what happened and to resolve the matter promptly and equitable. The
<br />procedures for addressing harassment or discrimination (other than sexual harassment complaints governed by the
<br />Sexual Harassment Policies & Grievance Procedures) may include but are not limited to:
<br />1. Directly address the alleged offender.
<br />2. Participate in appropriate mediation with the alleged offender.
<br />3. File a grievance to remain on file (no immediate action required).
<br />4. Have the appropriate staff address the issue with the alleged offender as directed.
<br />5. File a police report through the President's Office if the alleged offense is a criminal offense.
<br />6. File a formal written complaint.
<br />When a complaint (other than sexual harassment complaints governed by the Sexual Harassment Policies & Grievance
<br />Procedures) has been submitted, the President is responsible for deciding the appropriate offices and/or staff to review
<br />the complaint. While there is no time limit for reporting, reports of discrimination should be brought forward as soon as
<br />possible. All incidents should be reported even if significant time has elapsed, but prompt reporting will better enable
<br />InterCoast to respond, investigate, provide anappropriate remedy, and impose discipline if appropriate. In general, an
<br />investigation may last up to 30 days from the date that written notice of the investigation was sent to the complainant
<br />and respondent.
<br />37 1 Page lnrerCna,t Colleges Schooi Catalog
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