Manchester Community College Grievance Procedures for Discrimination Claims
(Revised July 2012)
Manchester Community College reaffirms that it does not tolerate any form of harassment directed towards any person or group within its community: students, employees, and visitors. Everyone associated with the College is obligated to refrain from actions that could intimidate, humiliate or demean persons or groups, or that undermine their sense of security or self-esteem.
Harassment consists of abusive behavior directed toward an individual or group because of race, ethnicity, ancestry, national origin, religion, gender, sexual orientation, age, or physical or mental disabilities. Harassment is not limited to situations affecting members of a protected class; it is, however, aggravated when motivated by discrimination. The College (a) strictly prohibits making submission to harassment, either explicitly or implicitly, a term or condition of an individual's employment, performance appraisal or evaluation of academic performance; and (b) forbids harassment that has the effect of interfering with an individual's performance or creating an intimidating, hostile or offensive environment.
Behaviors that denigrate others because of their race, ethnicity, ancestry, national origin, religion, gender, sexual orientation, age, or physical or mental disabilities are likewise prohibited.
Most importantly, all members of the Manchester Community College community are responsible for the maintenance of a positive environment in which everyone feels comfortable working and learning. The failure of managers and supervisors at any level to remedy harassment violates this policy as seriously as the original discriminatory act.
All forms of harassment and discrimination are considered serious offenses by the College.Any person who believes that he/she is being harassed or otherwise subjected to discrimination because of race, ethnicity, ancestry, national origin, religion, gender, sexual orientation, age, physical or mental disabilities, or similar characteristics is encouraged to consult Debbie Colucci, Affirmative Action Officer (AAO/EEO, Title IX and Section 504/ADA Compliance) of the College (Lowe L-134c) at 512-3107.
Additional places to receive support and help if you think you are being harassed are: Human Resources Office, any Dean's office, the Office of the President, or the Counseling Center.
MCC assures any employee, applicant for employment, student, applicant for admission or any other person, including visitors, who feels aggrieved by some conduct on the basis of race, color, religious creed, age, gender, sexual orientation, national origin, ancestry, physical disability, learning disability, past or present mental disability, or criminal record, that through its Affirmative Action staff, it will promptly address the complaint and make reasonable efforts to expeditiously effect an equitable resolution.
The investigation of such complaints will be managed with appropriate sensitivity and those who utilize the grievance procedure will not be subject to retaliation.
How to File and Internal Claim of Alleged Discrimination
Who may file:
Any employee, applicant for employment, student, applicant for admission or any other person, including visitors/vendors.
When to file:
Complainant(s) are encouraged to file as soon as possible but employees should file no later than fifteen (15) calendar days and student should file no later than thirty (30) calendar days following the complainant's first knowledge of the alleged discriminatory act. Once filed, the internal complaint must be resolved within ninety (90) calendar days.
Where to File:
The Affirmative Action Office handles all internal complaints of discrimination. The Affirmative Action Officer (AAO/EEO) or his/her designee conducts an investigation into each complaint that, if proven, would constitute a violation of MCC policies.
Once an individual formally files his/her complaint, the AAO/EEO or designee will provide the individual with the College’s policies on non-discrimination and/or sexual harassment, a statement of assurances, and the procedures and timetables for processing internal complaints. A copy of the written internal complaint, signed by complainant, will be provided to the respondent within five (5) calendar days. Disclosure of information shall be in accordance with state and federal law. The AAO/EEO or designee shall be empowered to weigh all evidence pertaining to the internal complaint and determine violation of college policy as well as make recommendations, based upon the findings of fact, to the College President. Without an investigation, the AAO or designee may also mediate issues between parties where the allegations, if proven, would not constitute a violation of MCC policies.
Internal complaints will be investigated and resolved within ninety (90) calendar days of the receipt of the complaint, including the written notification to the complainant(s) and respondent(s) regarding the results of the investigation. Completion of investigation and recommendation to the president will occur within fifteen (15) business days from receipt of written complaint to allow for decision-making and appeal if necessary. Whenever possible, complaints should be resolved in accordance with relevant College policies at the supervisory, Dean or Director's level with the concurrence of the Affirmative Action Officer(s).
Employees: If the administration believes that discipline of the respondent may be warranted at this or a subsequent stage, such discipline will be processed through the appropriate Human Resources personnel policies or collective bargaining agreement.
Students: If the administration believes that further action is warranted at this or a subsequent stage, such actions will be processed through the Office of Student Affairs as outlined in the Student Conduct Policy Process.
Process for Filing an Appeal
Within fifteen (15) calendar days of the issuance of the determination, complainant or respondent may file an appeal of the determination. The appeal and all supporting documentation shall be submitted in writing to the College President, with copies to the Affirmative Action Office and other parties to the complaint.
If an appeal of the AAO/EEO’s determination is filed, the College President shall conduct a review of said appeal and issue a written decision within thirty (30) calendar days of the appeal. The College President shall notify all parties in writing of his/her decision.
A confidential file of each internal complaint received will be maintained under these procedures. All information, including records and correspondence pertaining to said internal complaint will be kept in this file. Access to the file will be in accordance with applicable State and Federal statutes and collective bargaining agreements.
For additional information, contact: Debbie Colucci