Madison College is committed to Equal Opportunity and Affirmative Action for its students as required by law. The Dean of Students Office seeks to create equal opportunity for students and employees to work and learn together in an atmosphere free of all forms of harassment and discrimination.
Creating a safe campus environment is the responsibility of all members of the College community.
- Discrimination and Harassment
The College does not permit any form of discrimination or harassment on any basis prohibited by law. Discrimination is defined as an unfair or unequal treatment on the actual or perceived basis of:
- Arrest or conviction record
- Gender Identity
- Genetic Testing
- Marital Status
- Military Service
- Race and National Origin
- Political Affiliation
- Sex or Sexual Orientation
- The use or non-use of lawful products during non-working hours
Learn more in Madison College’s Equal Opportunity, Harassment and Nondiscrimination Policy (PDF).
If you believe that you have been discriminated against, you may follow the informal or formal grievance process without fear of retaliation. All parties are assured of a prompt investigation.
To receive information about options and procedures available, we encourage you to consult with:
- Conflict Management Services if your complaint is related to a student or a guest.
- Human Resources if your complaint is related to an employee.
- Discriminatory Harassment
Discriminatory harassment is unwanted, deliberate, or repeated unsolicited comments, slurs, demeaning references, gestures, graphic materials, physical contact, solicitation of favors, advances, bullying, or other adverse treatment when:
Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, student status, or academic participation.
Submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting an individual.
The conduct has the purpose or effect of substantially creating an intimidating, hostile, or offensive environment that tangibly affects or interferes with an individual's job performance or other employment or academic opportunities.
Learn more in Madison College’s Equal Opportunity, Harassment and Nondiscrimination Policy. (PDF)
- Informal Grievance Process
Informal options include:
- receiving coaching on how to speak directly to the person(s) with whom you have a concern.
- talking to the appropriate administrator
- participating in mediation, which is facilitated by a neutral third party and is designed to achieve a mutually acceptable resolution between the parties involved.
Informal options are used only if the appropriate parties agree to participate. Mediation is private and expedient.
If informal attempts to resolve matters of harassment/discrimination fail or are not advisable, a formal complaint may become necessary.
- Formal Grievance Process
Our Formal Grievance Process seeks to ensure a thorough, reliable and impartial investigation and resolution.
The preponderance of evidence standard is used during harassment and discrimination cases. Simply put, it is more likely than not that a violation of the Equal Opportunity, Harassment, and Non-Discrimination Policy has occurred.
When a violation is determined, Madison College will provide resources to any person who has been a victim of discrimination or harassment.
Appropriate disciplinary measures will be applied to those who violate the Policy. The College complies with federal, state, and local laws, including the reporting of certain crimes to law enforcement authorities.
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- File a report for action by Madison College by using the Harassment/Discrimination Report Form.
- Initial Review and Preliminary Assessment
- Notice of Harassment/Discrimination Complaint
- Review of Investigation Findings and Decision
The filing of a formal complaint with Madison College does not restrict the right of a person to complain to state or federal equal rights agencies or to take other legal action. There are time limits applicable to the filing of such complaints with external agencies. Waiting too long may jeopardize the right to initiate an action. Contact the appropriate external agency for more information.
Faculty and Staff Responsibilities
All employees, except for counseling staff, have a duty to report allegations of discrimination, harassment, or retaliation to the Title IX Coordinator, or other appropriate College designees. Those observing or receiving reports of a potential violation of the Policy must promptly file a report.
This report should include the name of the alleged Respondent (if known), the individual who experienced the alleged incident, possible witnesses, as well as relevant details such as date, time and location.
If no complaint is filed, but discriminating or harassing behavior is discovered, the Title IX Coordinator may investigate and take appropriate steps to ensure that the harassment or discrimination stops.