Affirmative Action Policies
Everett Community College does not discriminate on the basis of race, color, religious belief, sex, marital status, sexual orientation, gender identity or expression, national or ethnic origin, disability, genetic information, veteran status, or age in its programs and activities or employment.
- The Executive Vice President of Instruction and Student Services has been designated to handle inquiries regarding student-related non-discrimination policies and can be reached at 2000 Tower Street, Everett, WA 98201, or by phone at (425)388-9216.
- The Vice President of Administrative Services/Human Resources has been designated to handle employment-related inquiries regarding the non-discrimination policies and can be reached at 2000 Tower Street, Everett, WA 98201, or by phone at (425)388-9232.
- The Vice President of Administrative Services has been designated to handle Title IX grievances/ complaints and can be reached at 2000 Tower Street, Everett, WA 98201 or by phone at (425) 388-9232.
Sexual Harassment Policy
Everett Community College as a place of work and study for staff, faculty and students is to be maintained free of sexual harassment and all forms of sexual intimidation and exploitation. All staff, faculty and students should be aware both that the College is concerned and prepared to take action to prevent and correct such behavior, and that individuals who engage in such behavior are subject to discipline.
Sexual harassment is a form of discriminatory misconduct and is illegal. It will not be tolerated at this institution.
The determination of what constitutes sexual harassment will vary with the particular circumstances, but it may be described generally as repeated and unwanted/uninvited sexual behavior, such as physical contact and verbal comments or suggestions, which adversely affects the working or learning environment.
Examples of behaviors that may constitute sexual harassment may include, but are not limited to, the following:
- Persistent, unwelcome flirtation, advances and/or propositions of a sexual nature;
- Repeated, offensive and unwelcome insults and/or jokes that are sexual in nature;
- Repeated, unwelcome comments of a sexual nature about an individual’s body or clothing;
- Deliberate and unwelcome touching, such as patting, pinching, hugging or repeated brushing against an individual’s body;
- Unwelcome and offensive displays of sexually suggestive objects or pictures;
- Pressure for dates or sex, if unwelcome and repeated;
- Pressure for dates or sex in exchange for grades, promotions, salary increases or benefits;
- Stating or implying to an applicant that he/she will be hired with sexual relations as a condition of employment; and/or,
- Defaming the reputation of an employee or student in front of others by implying sexual involvement.
Sexual harassment occurs through improper sexual advances, requests for sexual favors and other unwelcome verbal or physical conduct of a sexual nature while on campus or otherwise within the context of the campus environment when:
Submission to such conduct is made, either explicitly or implicitly, a term or condition of an individual’s employment or academic success.
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 creating an intimidating, hostile or offensive environment.
Anyone who is subjected to offensive sexual behavior is encourage to pursue the matter through either specific procedures established by College policy, appropriate formal grievance procedures, or the means afforded them through RCW, Chapter 49.60, or under Title VII of the Civil Rights Act of 1964, as amended in 1972.
Contact the Human Resources office for more information, or assistance.
Discrimination / Sexual Harassment Complaint Procedures
Everett Community College affirms its commitment to assure that there is no discrimination against any employee or applicant for employment on the basis of race, religion, creed, color, national origin, age, sex, sexual orientation, marital status, the presence of any physical, sensory or mental disability, or status as a disabled or Vietnam era veteran in accordance with state and federal laws. This policy extends to all areas of employment and to all relations with employees.
EvCC also affirms its commitment to attain equal educational opportunity for all its students, and its commitment to assure that there is no discrimination against any student on these same grounds.
In order to provide recourse for individuals who feel they may have been discriminated against, the following procedure has been implemented:
A. Informal Complaints
Discrimination may take many forms and the perpetrator may not understand that his/her behavior is being perceived as discriminatory. Therefore, any College staff, faculty, or student who feels that she/he is being subjected to discriminatory behavior is encouraged to discuss the offensive behavior directly with the person involved. If direct communication is either impractical or feels too intimidating to the complainant, there are others on campus who can either intercede or assist with this conversation. Students may contact the Vice President for Instruction and Student Services or a Counselor for assistance, and staff/faculty may contact their supervisor/Director/VP, or the Vice President of Administrative Services.
Any college official receiving a report or complaint of such a nature should immediately provide a copy of the Sexual Harassment Policy or the Equal Opportunity/Anti-Discrimination Policy to the complainant, as appropriate. Sexual harassment, and other forms of discrimination, are illegal activities requiring a response from the College, and as such must be reported to the Vice President of Administrative Services. Total confidentiality should not be promised when dealing with reports of illegal behavior, since at least one other person on campus (the Vice President of Administrative Services) must be brought into the situation.
If the situation cannot be settled informally, the complainant may file a formal internal complaint. Employees and students are not required to utilize informal procedures, but may go directly to the following formal internal complaint procedure. Students may wish to consult the Student Handbook, Student Rights and Responsibilities, Discrimination/Sexual Harassment for guidance in addition to this procedure.
B. Formal Internal Complaints
Without feeling constrained by specific definitions of discrimination, or by reporting relationships, EvCC community members may make a written complaint concerning allegations of discrimination to the Vice President of Administrative Services. The Vice President may elect to advise the immediate supervisor (in the case of an employee complaint), or the Vice President for Instruction and Student Services (in the case of a student complaint), of the allegation at this point.
Complaints will be held in confidence to the extent possible, however as noted above, discrimination is an illegal activity requiring an active response from the College. Parties to the complaint will become directly involved, and any subsequent legal actions may result in discovery or public disclosure requests. Complainants have the right to bring a person of his/her choice to all subsequent meeting with the Vice President of Administrative Services.
The Vice President of Administrative Services shall assure that both the person making a formal complaint, and the accused, have been provided copies of the Sexual Harassment and/or the Equal Opportunity/Anti-Discrimination policies and this procedure.
Following consultation with the complainant the College may elect to pursue an investigation. The investigation shall be conducted by the Vice President of Administrative Services or their designee(s). Since discrimination represents an illegal activity, the College may elect to investigate even those cases where the complainant has withdrawn the complaint, or otherwise refuses to cooperate in the investigation.
A draft or preliminary report shall be produced at the end of the investigation and copies provided to the accused, and to the complainant. The two parties shall each have ten calendar days to prepare a response to the report before any action is taken. Once responses have been received, the investigator shall, with in five days, produce a final report. Copies will be distributed to the complainant, the accused, and the EvCC President.
The Vice President of Administrative Services shall make a recommendation for action based on the final report to the President within ten days of its completion.
If the complainant and accused agree, informal meetings may be held in lieu of an investigation. However, the College shall remain free to conduct an investigation as is determined to be necessary by the Vice President of Administrative Services. Any such informal meetings shall occur with the Vice President of Administrative Services present, who will subsequently make a written recommendation for action on the complaint to the President within ten days following the last meeting regarding the complaint.
The decision regarding what action to take on the complaint, including appropriate corrective or discipline measures, shall be made by the President in conjunction with the Vice President of Administrative Services (for staff/admin/faculty issues), or the Vice President for Instruction and Student Services (for student issues).
Discipline actions or formal reprimands will be entered in the appropriate student file, or employee personnel file. If any disciplinary action is imposed, the disciplined employee or student may appeal the action thru established grievance or appeal channels.
A copy of the final report, and all supplemental materials shall be maintained in the confidential files as located in Human Resources. These records shall be considered "personal information in files maintained for employees which affects their right to Privacy," within the meaning of Washington State’s public disclosure law, RCW 42.17. Complainants and the accused will be asked to respond to a questionnaire at the close of the informal/formal process. The information will be used to assess satisfaction with the handling of complaints and their resolution, and to help determine policy and procedural effectiveness.
C. External Complaints
Inquires or appeals beyond the institutional level may be filed with the following agencies, or any other agency with the jurisdiction to hear such complaints:
Equal Employment Opportunity Commission (a federal agency)
909 First Avenue
Seattle, WA 98104
Human Rights Commission (a state agency)
1511 Third Avenue
Seattle, WA 98101
Department of Education (a federal agency)
Office for Civil Rights
915 – 2nd Ave, Room 3310
Seattle, WA 98174