CRR 1.4-Policy on Discriminatory Harassment
Students, staff, managers, and faculty are entitled to an employment and educational environment that is free of discriminatory harassment on the actual or perceived basis of race (including natural hair), religion, color, sex, pregnancy, creed, ethnicity, national origin (including ancestry), physical or mental disability, age, marital status, sexual orientation, gender identity, gender expression, veteran or military status, predisposing genetic characteristics, victim of domestic (or intimate partner) violence, sexual assault, or stalking, or any other protected category under applicable local, state, or federal law.
Discriminatory harassment is unwelcome verbal, visual, or physical conduct based on protected status that is so severe, persistent, or pervasive that it interferes with or limits a student, staff, or faculty member’s ability to participate in or benefit from the College’s education and/or employment opportunities, programs or activities. When speech or conduct is constitutionally protected, it will not be considered a violation of PCC policy, though remedies or support may be offered to those impacted.
Unwelcomeness is subjective and determined by the Complainant (except when the Complainant is below the age of consent). Severity, pervasiveness, and objective offensiveness are evaluated based on the totality of the circumstances from the perspective of a reasonable person in the same or similar circumstances (“in the shoes of the Complainant”), including the context in which the alleged incident occurred and any similar, previous patterns that may be evidenced. Additionally, PCC recognizes the intersectional nature of the human experience. Due to that intersectionality, an individual’s experience may include aspects of multiple forms of discrimination and harassment. When determining “reasonableness under this policy, PCC will consider a reasonable person to have the Complainant’s intersectional identities.
The complaint will be processed under the appropriate grievance procedure in Part 2 of this policy.