It is the policy of Salish Kootenai College to maintain an environment free of discrimination and harassment for all employees, students, vendors, visitors, or contractors. Discrimination and harassment are contrary to the standards of the college community. They diminish individual dignity and impede educational and professional opportunities, equal access to freedom of academic inquiry, and equal employment.

1. Definition of Discrimination and Harassment
   For the purposes of determining whether a course of conduct constitutes discrimination or harassment under this policy, the following definition will be used:
   1. Discrimination is conduct that is based on an individual’s race, color, religion, national origin, creed, service in the uniformed services (as defined in Tribal and federal law), veteran status, sex, age, political ideas, marital or family status, pregnancy, disability, genetic information, gender identity, gender expression, sexual orientation, height, or weight that:
      1. Adversely affects a term or condition of an individual’s employment, working environment or participation in a College role or activity;
      2. Is used as the basis for or a factor in decisions affecting that individual’s employment, working environment, or participation in a College role or activity; or
      3. Has the purpose or effect of unreasonably interfering with an individual’s employment performance or creating an intimidating, hostile, offensive, or abusive environment for that individual’s employment, working environment, or participation in a College role or activity.
   2. Harassment is defined as unwelcome or hostile conduct directed at a person under based upon an individual’s race, color, religion, national origin, creed, service in the uniformed services (as defined in state and federal law), veteran status, sex, age, political ideas, marital or family status, pregnancy, physical or mental disability, genetic information, gender identity, gender expression, or sexual orientation. 
      1. Harassing conduct may take various forms, including, name-calling, graphic or written statements (including the use of cell phones or the Internet), or other conduct that may be physically threatening, harmful, or humiliating.  Harassment does not have to include intent to harm, be directed at a specific target, or involve repeated incidents.  Sex-based harassment includes sexual harassment, which is further defined below, and non-sexual harassment based on stereotypical notions of what is female/feminine v. male/masculine or a failure to conform to those gender stereotypes.
2. Discrimination and/or harassment will not be tolerated at Salish Kootenai College.
   The College is firmly committed to an environment free of discrimination and harassment as prohibited by this policy and tribal law. The College has a compelling interest in assuring an environment in which learning and productive work thrives. At the same time, the College has an equally compelling interest in protecting freedom of speech and academic freedom and in preserving the widest dialogue within its instructional, research, and employment settings.
   The College considers discrimination and harassment to be very serious matters that have far-reaching, current and future impact on the lives, professional experience, and careers of individuals. Intentionally false accusations can have a similar impact. A person who knowingly and intentionally files a false complaint under this policy is subject to college discipline. Both a person who impermissibly discriminates against another, and a person who knowingly and intentionally files a false complaint under this policy, are subject to college discipline.
3. The College is committed to preventing and eliminating discrimination and harassment of faculty, staff, employees, vendors, visitors, or contractors. To that end, this policy will be published on the College’s web site. Information regarding discrimination and this policy will be included in orientation materials for new faculty and staff and made available in the Human Resources Department and other appropriate campus locations. In addition, appropriate educational sessions will be conducted by the College on an ongoing basis to (1) inform faculty and staff about identifying and preventing discrimination and harassment and the problems they cause, (2) advise members of the College community about their rights and responsibilities under this policy, and (3) train personnel in the administration of this policy.
   The Human Resource Department and the Title IX Coordinator are responsible for ensuring and monitoring the College’s compliance with federal and tribal nondiscrimination laws. However, an environment free of impermissible discrimination and harassment is the responsibility of every member of the college community.
   The College can take corrective action only when it becomes aware of problems. Therefore, the College encourages persons who believe that they have experienced or witnessed discrimination or harassment as prohibited by this policy to come forward promptly with their inquiries, reports, or complaints and to seek assistance within the College.
   An individual who wishes to complain to the College about alleged discriminatory or harassing behavior or retaliation must, within 24 hours of receiving the information, report all information they have about alleged or possible discrimination, harassment, and sexual misconduct involving any faculty, staff, employees, vendors, visitors, or contractors to the Human Resource Department or Title IX Coordinator. Employees who are statutorily prohibited from reporting such information are exempt from these reporting requirements. This policy does not in any way impact curriculum or in any way prohibit or abridge the use of textbooks or curricular material.

The President appoints a Title IX Coordinator. For information on the identity of and how to reach the College’s Title IX Coordinator, please see the Human Resource Department. The Human Resource Department and the Title IX Coordinator will provide equitable and remedial action and investigation of all complaints using the Discrimination Grievance Procedures located in Appendix F.

History: 

Adopted: Policy has been in place prior to Sept. 2003
Revised: 3/13/13, 8/21/13, 04/15/15, 05/12/2017
Reviewed September 2016