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Anti Discrimination, Anti Harassment Policy and Complaint Procedure

The National Labor College (NLC) is committed to providing all of its staff, faculty, students and participants with a work and academic environment that is free from discrimination and harassment. The NLC does not discriminate because of race, religion, creed, color, sex, age, national origin, sexual orientation, physical or mental disability or handicap, marital status, any other basis prohibited by law, or protected activity under the anti discrimination statues (that is, opposition to prohibited discrimination or participation in the statutory complaint process.)

In keeping with this policy, the NLC reaffirms that it will not tolerate discrimination or harassment in any form. This prohibition covers discrimination or harassment by a staff member, faculty member, student, participant, or vendor toward a staff member, faculty member, student or participant, including conduct by a staff member or faculty member toward another staff member or faculty member or conduct of a student, staff member, or faculty member toward a student or participant.

As a means to ensuring an environment that is free from discrimination and harassment, the NLC has established a formal procedure for the handling of all complaints of discrimination or harassment other than sex discrimination or sexual harassment.

This procedure for the handling of complaints of discrimination or harassment is intended to supplement, not to replace or supersede the other procedures available to staff, faculty, students, or participants such as under an applicable collective bargaining agreement, Title VII of the Civil Rights Act of 1964, the Maryland Human Relations Act or otherwise, or to students under Title VI of the Civil Rights Act of 1964 or otherwise. A staff member, faculty member, student or participant who believes he or she is the victim of such harassment may file a complaint with the Equal Employment Opportunity Commission (Title VII) or the Office for Civil Rights of the U.S. Department of Education (Title IX), as applicable. A staff member also may file a grievance under any applicable collective bargaining agreement or a complaint with the Maryland Human Relations Commission.

Definition of Sexual Harassment

Sexual harassment (1) can take many forms - including unwelcome sexual advances, requests for sexual favors and other communicative or physical conduct of a sexual nature, (2) can involve behavior by a person of either gender against a person of the same or opposite gender and (3) may, depending on the circumstances, include conduct of a staff member, faculty member, student, participant or vendor toward a staff member, faculty member, student or participant or vendor toward a staff member, faculty member, student or participant, including conduct of a staff or faculty member toward another staff or faculty member, or conduct of a staff or faculty member toward a student or participant. Unwelcome sexual conduct constitutes harassment when:

  • Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or academic participation.
  • Submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting such individual, or
  • Such conduct has the purpose or effect of unreasonably interfering with an individual’s performance or academic participation or creating an intimidating, hostile or offensive working or academic environment.

NLC strongly encourages students to come forward with a complaint at the earliest possible point; for example, before harassment becomes severe and pervasive. NLC is committed to stopping harassment even if the conduct has not risen to the level of a violation of law.

Efforts will be made to investigate and resolve complaints, promptly, thoroughly, and impartially, and in as confidential a manner as is possible consistent with proper investigation of the complaint.

If a person is accused of discrimination or harassment, he or she shall not play any role in administering or making decisions under this procedure.

Complaint and Investigation Procedure

If an individual believes that he or she has been the target of discrimination or harassment, NLC encourages the individual to report the alleged incident(s) as soon after the incident occurs as possible to the Human Resources Department.

If they choose, staff members, faculty members, students, and participants may instead report the incident(s) to any supervisor or manager. It is the responsibility of the manager who receives the complaint to ensure that the Human Resources Department is informed of the allegations so that in investigation may be conducted.

The individual is not required under this procedure to complain directly to the offending individual.

When discrimination or harassment is alleged, if appropriate, the Human Resources Department will attempt to resolve the matter informally.

Refer to the Student Handbook for more information about the Complaint and Investigation Procedure.