{"id":407,"date":"2024-09-04T20:36:17","date_gmt":"2024-09-04T20:36:17","guid":{"rendered":"https:\/\/www.smcm.edu\/tothepoint-2024\/?page_id=407"},"modified":"2026-10-29T13:51:45","modified_gmt":"2026-10-29T13:51:45","slug":"non-discrimination","status":"publish","type":"page","link":"https:\/\/www.smcm.edu\/tothepoint\/non-discrimination\/","title":{"rendered":"Non Discrimination"},"content":{"rendered":"<article class=\"smcm-policy\" aria-label=\"Non-Discrimination Policy and Procedures\">\n<h2>Contents<\/h2>\n<nav aria-label=\"Policy contents\">\n<ul>\n<li><a href=\"#section-1\">I. Policy Statement<\/a><\/li>\n<li><a href=\"#section-2\">II. Applicability<\/a><\/li>\n<li><a href=\"#section-3\">III. Protected Classes<\/a><\/li>\n<li><a href=\"#section-4\">IV. Prohibited Conduct<\/a><\/li>\n<li><a href=\"#section-5\">V. Procedural Definitions<\/a><\/li>\n<li><a href=\"#section-6\">VI. Complaint Procedures<\/a><\/li>\n<li><a href=\"#section-7\">VII. Appeal<\/a><\/li>\n<li><a href=\"#section-8\">VIII. Recommendations for Corrective Action<\/a><\/li>\n<li><a href=\"#section-9\">IX. Disciplinary Action<\/a><\/li>\n<li><a href=\"#section-10\">X. Protection Against Retaliation<\/a><\/li>\n<li><a href=\"#section-11\">XI. Record Retention and Confidentiality<\/a><\/li>\n<li><a href=\"#section-12\">XII. External Government Agencies that Address Discrimination Complaints<\/a><\/li>\n<li><a href=\"#section-13\">XIII. Training and Prevention<\/a><\/li>\n<li><a href=\"#section-14\">XIV. Authority, Administration, and Related Policies<\/a><\/li>\n<li><a href=\"#appendix-a\">APPENDIX A: Respectful Workplace Expectations and Civility Standards<\/a><\/li>\n<\/ul>\n<\/nav>\n<h2 id=\"section-1\">I. Policy Statement<\/h2>\n<p>St. Mary\u2019s College of Maryland (\u201c<strong>SMCM<\/strong>\u201d or the \u201c<strong>College<\/strong>\u201d) is fully committed to equal employment and educational opportunities for its employees and students. The College is also committed to maintaining an educational and employment environment free from unlawful discrimination, harassment, and retaliation on the basis of race, color, religion, sex (including pregnancy and parental status), national origin, gender identity, sexual orientation, ethnicity, age, marital status, physical or mental disability, protected military status, or any other characteristic protected by law.<\/p>\n<p>The College recognizes that diversity, equity, inclusion, accessibility, and mutual respect are essential to its educational mission and workplace culture. This policy establishes standards of conduct and procedures for addressing complaints of discrimination, harassment, and retaliation affecting students, faculty, staff, applicants, volunteers, contractors, visitors, and other participants in College programs and activities.<\/p>\n<p>Employment decisions, educational opportunities, admissions decisions, financial aid, promotion, tenure, compensation, discipline, and all other institutional actions shall be administered without unlawful discrimination.<\/p>\n<h3 id=\"administration-of-this-policy\">Administration of this Policy<\/h3>\n<p>Responsibility for administering this policy depends upon the nature of the alleged discrimination and the status of the individual affected.<\/p>\n<p><strong>Student and Educational Matters. <\/strong>The Title VI Coordinator is responsible for the College\u2019s compliance with Title VI of the Civil Rights Act of 1964 and for coordinating the College&#8217;s response to allegations of discrimination or harassment based on race, color, or national origin, including shared ancestry and ethnic characteristics, that affect students&#8217; access to or participation in the College&#8217;s education programs or activities.<\/p>\n<p><strong>Employment Matters.<\/strong> The Associate Vice President of Human Resources is responsible for complaints of employment discrimination and harassment arising under Title VII of the Civil Rights Act of 1964 and other applicable employment discrimination laws and College policies.<\/p>\n<p><strong>Title IX Matters. <\/strong>The Title IX Coordinator is responsible for the College&#8217;s compliance with Title IX and retains oversight of all matters arising under the College&#8217;s Title IX policies and procedures. The Associate Vice President of Human Resources serves as a Deputy Title IX Coordinator and may be delegated responsibility by the Title IX Coordinator for matters involving employees. Such delegation does not transfer the Title IX Coordinator&#8217;s responsibility for oversight of the College&#8217;s Title IX compliance program.<\/p>\n<p>When allegations potentially implicate more than one law, policy, or institutional process, the appropriate College officials may coordinate as necessary to determine the applicable process, avoid duplicative proceedings, and ensure an effective institutional response.<\/p>\n<h4 id=\"katie-ringdahl\">Katie Ringdahl<\/h4>\n<p>Title IX and Title VI Coordinator<\/p>\n<p><a href=\"mailto:civilrights@smcm.edu\">civilrights@smcm.edu<\/a><\/p>\n<p><a href=\"tel:2408954195\">240-895-4195<\/a><\/p>\n<p><a href=\"https:\/\/www.smcm.edu\/civil-rights\/\">Office of Title IX Compliance and Training <\/a><\/p>\n<h4 id=\"kathie-dao\">Kathie Dao<\/h4>\n<p>Associate Vice President of Human Resources, Deputy Title IX Coordinator<\/p>\n<p><a href=\"tel:2408954309\">240-895-4309<\/a><\/p>\n<p><a href=\"http:\/\/www.smcm.edu\/hr\">Office of Human Resources<\/a><\/p>\n<p>Complaints of discrimination based on sex, gender identity, and sexual orientation that do not involve misconduct of a sexual nature will be addressed under these Non-Discrimination Procedures (the Procedures). Complaints of sexual harassment, sexual violence, relationship violence, and stalking will be addressed under the College\u2019s Policy Against Sexual Harassment and Grievance Process to Resolve Complaints of Sexual Harassment, as appropriate. These documents are available at <a href=\"https:\/\/www.smcm.edu\/civil-rights\/policies-and-applicable-laws\/\">Policies and applicable laws<\/a>.<\/p>\n<p>When the Title IX and Title VI Coordinator determines through an initial assessment that alleged conduct does not fall within the scope of the College&#8217;s Policy Against Sexual Harassment, the matter may be referred to another applicable College policy or process.<\/p>\n<p>Complaints of discrimination on the basis of disability may be made under these Procedures.<\/p>\n<h2 id=\"section-2\">II. Applicability<\/h2>\n<p>All workplace and academic policies, programs and activities of the College are and shall be in conformity with applicable federal and State laws on non-discrimination including, but not limited to: Title VI of the Civil Rights Act of 1964 as amended, Title VII of the Civil Rights Act of 1964, Title IX of 1972 Education Amendments, Section 504 of the Rehabilitation Act of 1973, the Pregnant &amp; Parenting Student Support Act, and the Vietnam Era Veterans\u2019 Readjustment Assistance Act of 1974. The College\u2019s equal opportunity policy applies to the College\u2019s educational policies, admission policies, scholarship and loan programs and athletic programs. The policy applies to all employment decisions, including those affecting recruitment, advertising, job application procedures, hiring, upgrading, training, promotion, transfer, compensation, job assignments, benefits, and\/or other terms, conditions, or privileges of employment, provided the individual is qualified, with or without reasonable accommodations, to perform the essential functions of the job.<\/p>\n<p>Any member of the St. Mary&#8217;s College of Maryland community (including guests and visitors) whose acts deny, deprive, or limit the educational or employment access, benefits, and\/or opportunities of any member of the College community is in violation of the Policy.<\/p>\n<p>The College will promptly and effectively address any such Discrimination, Harassment, Retaliation, or Other Prohibited Conduct when it has Notice through remedial actions, which may include the applicable resolution process identified in the Procedures.<\/p>\n<h2 id=\"section-3\">III. Protected Classes<\/h2>\n<p>Protected classes include, but are not limited to:<\/p>\n<ul>\n<li>Race<\/li>\n<li>Color<\/li>\n<li>Religion<\/li>\n<li>Creed<\/li>\n<li>National Origin<\/li>\n<li>Shared Ancestry<\/li>\n<li>Ethnicity\/Ethnic Characteristics<\/li>\n<li>Sex<\/li>\n<li>Pregnancy<\/li>\n<li>Childbirth and related medical conditions<\/li>\n<li>Sexual Orientation<\/li>\n<li>Gender Identity<\/li>\n<li>Age<\/li>\n<li>Marital Status<\/li>\n<li>Physical Disability<\/li>\n<li>Mental Disability<\/li>\n<li>Genetic Information where protected by employment law<\/li>\n<li>Military Status<\/li>\n<li>Citizenship Status where protected by employment law<\/li>\n<li>Any other status protected by applicable law<\/li>\n<\/ul>\n<h2 id=\"section-4\">IV. Prohibited Conduct<\/h2>\n<p>Students and Employees are entitled to an education and employment environment that is free of Discrimination, Harassment, and Retaliation. The Policy is not meant to inhibit or prohibit educational content or discussions inside or outside of the classroom that include germane, but controversial or sensitive, subject matters protected by academic freedom.<\/p>\n<p>The sections below describe the specific forms of legally prohibited Discrimination, Harassment, and Retaliation that are also prohibited under St. Mary&#8217;s College of Maryland policy.<\/p>\n<p>When speech or conduct is protected by academic freedom and\/or the First Amendment, it will not be considered a violation of St. Mary&#8217;s College of Maryland policy, though the College will offer supportive measures to those impacted, and will implement remedies addressing the larger community, as appropriate.<\/p>\n<p>All offense definitions encompass actual and\/or attempted offenses.<\/p>\n<p>Any of the following offenses can be charged as or combined as pattern offenses, in which case the Notice of Investigation and Allegation (NOIA) will clearly indicate that both individual incidents and a pattern of conduct are being investigated. A pattern may be alleged when there is a potential substantial similarity between incidents in which the proof of one could make it more likely that the other(s) occurred, and vice versa. Patterns may exist based on target selection, behavior similarity, or other factors. Where a pattern is found, it can be the basis to enhance sanctions accordingly.<\/p>\n<p>Violation of any other St. Mary&#8217;s College of Maryland policies may constitute Discrimination or Harassment when motivated by the aforementioned Protected Classes, and the result is a limitation or denial of education or employment access, benefits, or opportunities.<\/p>\n<p>The following conduct is prohibited:<\/p>\n<ol type=\"A\">\n<li>Discrimination\n<ol type=\"a\">\n<li>Disparate Treatment<\/li>\n<\/ol>\n<\/li>\n<li>Harassment\n<ol type=\"a\">\n<li>Hostile Environment Harassment<\/li>\n<li>Quid Pro Quo Harassment<\/li>\n<\/ol>\n<\/li>\n<li>Retaliation<\/li>\n<li>Process Interference<\/li>\n<li>Knowingly Making False Statements<\/li>\n<li>Failure to Comply with Corrective Actions<\/li>\n<\/ol>\n<h2 id=\"section-5\">V. Procedural Definitions<\/h2>\n<p><strong>\u201cAdvisor\u201d <\/strong>is any person chosen by a party, or appointed by the institution, who may accompany the party to all meetings related to a resolution process, advise the party on that process, and help them to prepare for a hearing, if any.<\/p>\n<p>\u201c<strong>College Official<\/strong>\u201d is the Title IX and Title VI Coordinator, Associate Vice President of Human Resources, or designee responsible for administration of this policy. For all matters involving sexual harassment or discrimination, as well as student complaints involving discrimination based on race, color, or national origin, the appropriate College Official is the Title IX and Title VI Coordinator. For matters involving employee discrimination complaints and all other complaints not covered by Title IX or Title VI, the appropriate College Official is the Associate Vice President of Human Resources.<\/p>\n<p>\u201c<strong>Color<\/strong>\u201d is the actual or perceived pigmentation, complexion, or shade\/tone of a person\u2019s skin (i.e., lightness, darkness, or other color characteristic of a person\u2019s skin), regardless of that person\u2019s Race or Ethnicity<\/p>\n<p>\u201c<strong>Complainant<\/strong>\u201d is the individual alleged to have experienced prohibited conduct.<\/p>\n<p>\u201c<strong>Confidential Resources<\/strong>\u201d are specific College resources, such as counselors, healthcare providers, and the Employee Assistance Program (EAP) who can offer support and advice without triggering a formal institutional investigation. Information shared with these employees is kept private and will not be reported to the Title IX and Title VI Coordinator without the individual\u2019s explicit consent, except in rare cases involving imminent safety threats.<\/p>\n<p>\u201c<strong>Discrimination<\/strong>\u201d is unequal treatment based on a legally protected status that is sufficiently serious to unreasonably interfere with or limit an individual\u2019s opportunity to participate in or benefit from a College program or activity, or that otherwise adversely affects a term or condition of the individual\u2019s employment or education.<\/p>\n<p>\u201c<strong>Disparate Treatment<\/strong>\u201d is a form of Discrimination that includes any intentional differential treatment of a person or persons that is based on a person\u2019s actual or perceived race, color, or national origin (OR protected characteristic(s)) and that:<\/p>\n<ul>\n<li>Excludes a person from participation in;<\/li>\n<li>Denies the person benefits of; or<\/li>\n<li>Otherwise adversely affects a term or condition of a person\u2019s participation in the College\u2019s program or activity<\/li>\n<\/ul>\n<p>\u201c<strong>Education Program or Activity<\/strong>\u201d is all locations, events, or circumstances in which the College exercises substantial control over both the Respondent and the context in which the Discrimination, Harassment, Retaliation, and\/or Other Prohibited Conduct occurs.<\/p>\n<p>\u201c<strong>Ethnicity\/Ethnic Characteristics<\/strong>\u201d is belonging to a population, group, or subgroup of people based on shared culture\/cultural background (e.g., language, food, music, dress, values, and beliefs), history, ancestry, or descent, or having the characteristics commonly attributed to such Ethnicity<\/p>\n<p>\u201c<strong>Harassment<\/strong>\u201d is defined as: (a) unwelcome and offensive conduct based on a legally protected class, including: race, color, religion, sex, national origin, shared ancestry, gender identity, sexual orientation, ethnicity, age, marital status, physical or mental disability, protected military status, or any other characteristic protected by law; and (b) that is so severe or pervasive that it interferes with an individual&#8217; s work or academic performance or creates an intimidating, hostile or offensive working environment.<\/p>\n<p>Harassment in violation of the Policy depends on the totality of the circumstances, including the nature, frequency, and duration of the conduct in question, the location and context in which it occurs, and the status of the individuals involved. Harassing behaviors may include, but are not limited to, the following, when based on a person\u2019s protected status:<\/p>\n<ul>\n<li>conduct, whether verbal, physical, written, graphic, or electronic that threatens, intimidates, offends, belittles, denigrates, or shows an aversion toward an individual or group;<\/li>\n<li>epithets, slurs, or negative stereotyping, jokes, or nicknames;<\/li>\n<li>written, printed, or graphic material that contains offensive, denigrating, or demeaning comments, or pictures; and<\/li>\n<li>the display of offensive, denigrating, or demeaning objects, e-mails, text messages, or cell phone pictures.<\/li>\n<\/ul>\n<p>\u201c<strong>Hostile Environment Harassment<\/strong>\u201d is unwelcome conduct on the basis of actual or perceived Protected Characteristic(s), based on the totality of the circumstances, that is subjectively and objectively offensive, and is so severe or pervasive, that it limits or denies a person\u2019s ability to participate in or benefit from the College\u2019s program or activity.<\/p>\n<p><strong>\u201cMandatory Reporter<\/strong>\u201d is any College Employee, including faculty, staff, coaches, administrators, (Resident Assistants) RA\u2019s, Residence Hall Coordinators (RHC\u2019s), and Orientation Leaders only when acting within the scope of their employment, who is obligated by Policy to share Notice or reports of Discrimination, Harassment, Retaliation, and\/or Other Prohibited Conduct with the Title IX and Title VI Coordinator. This does not include employees designated as Confidential Resources.<\/p>\n<p>\u201c<strong>National Origin<\/strong>\u201d is a person\u2019s actual or perceived place of origin, ancestry, ethnicity\/ethnic characteristic, language or accent, cultural heritage, surname or name associated with a nation, or association with people of a particular nation or origin, regardless of a person\u2019s citizenship or immigration status.<\/p>\n<p>\u201c<strong>Process Interference<\/strong>\u201d is the intentional interference with a resolution process, including, but not limited to: destroying or concealing evidence, seeking or encouraging false testimony or providing false testimony or evidence, intimidating or bribing a witness or party.<\/p>\n<p>\u201c<strong>Race<\/strong>\u201d is a person\u2019s actual or perceived (by others) membership in a group characterized by shared physical, cultural, or ethnic traits<\/p>\n<p>\u201c<strong>Respondent<\/strong>\u201d is the individual alleged to have engaged in prohibited conduct.<\/p>\n<p>\u201c<strong>Retaliation<\/strong>\u201d refers to adverse action that is taken against an individual because they reported discrimination, filed a complaint of discrimination, opposed prohibited conduct, requested accommodation, exercised rights protected by law, or participated in an investigation or proceeding concerning a discrimination complaint. Adverse actions may include, but are not limited to, impeding an individual\u2019s academic advancement; terminating, refusing to hire, or refusing to promote an individual; or transferring or assigning an individual to a lesser position in terms of wages, hours, job classification, or job security.<\/p>\n<p>\u201c<strong>Shared Ancestry<\/strong>\u201d is actual or perceived ethnic, cultural, or ancestral background (e.g., lineage, familial origins, genetic inheritance, language, customs, societal norms, and heritage). Discrimination on the ground of Shared Ancestry can include Discrimination based on actual or perceived religion (e.g., Jewish, Christian, Muslim, Sikh, Hindu, Buddhist, Shinto, indigenous\/religious group), when that Discrimination is interwoven with Shared Ancestry or Ethnicity\/Ethnic Characteristics<\/p>\n<h2 id=\"section-6\">VI. Complaint Procedures<\/h2>\n<p>Generally, a complaint filed under other College procedures cannot also be addressed under these Procedures. Students, staff, and faculty must choose between the different complaint processes available to them in consultation with the appropriate College Official.<\/p>\n<p>When conduct falls outside the jurisdiction of this policy, the College Official will assist individuals in identifying the appropriate institutional process and facilitate referrals whenever appropriate.<\/p>\n<h3 id=\"a-reporting\">A. Reporting<\/h3>\n<p>All members of the community are urged to promptly report any conduct that may violate this policy to the Title IX and Title VI Coordinator and\/or the Associate Vice President of Human Resources (the \u201c<strong>College Officials<\/strong>\u201d). Unless the College is aware of misconduct, it cannot address it. Failure to report by a Mandatory Reporter may result in corrective action.<\/p>\n<p>Employees who experience violations of this Policy are encouraged to promptly file a complaint or bring it directly to the attention of their supervisor or submit a complaint to a College Official.<\/p>\n<p>Students are similarly urged to file a complaint or inform the Title IX and Title VI Coordinator, an administrator or a College Official if they have been subjected to harassment or discrimination.<\/p>\n<p>Employment discrimination Reports should generally be submitted to the Associate Vice President of Human Resources within ninety (90) business days of the alleged conduct. The College may investigate reports filed outside this timeframe when circumstances warrant.<\/p>\n<p>A Complainant or individual may initially make a report of Discrimination, Harassment, Retaliation, and\/or Other Prohibited Conduct using any of the following options:<\/p>\n<ol>\n<li>Report to the Title IX and Title VI Coordinator, or any other Mandatory Reporter. Such a report may be made at any time via telephone, 240-895-2012, email, <a href=\"mailto:civilrights@smcm.edu\">civilrights@smcm.edu<\/a>, or in-person, Glendening Annex Suite 190.<\/li>\n<li>Report online using the <a href=\"https:\/\/cm.maxient.com\/reportingform.php?StMarysMD&amp;layout_id=110\">Title VI Incident Report<\/a> if you are a Student or use the <a href=\"https:\/\/cm.maxient.com\/reportingform.php?StMarysMD&amp;layout_id=0\">Incident Reporting Form<\/a> if you are an Employee. Anonymous reports are accepted but the report may give rise to a need to try to determine the Parties\u2019 identities if not provided. Anonymous reports may limit the College\u2019s ability to investigate, respond, and provide remedies, depending upon what information is shared, however, the College will assess available information, offer supportive measures where possible, evaluate potential hostile environments, and implement remedies as appropriate. It also may not be possible to provide supportive measures to unidentified Complainants who are the subject of anonymous reports.<\/li>\n<li>College Employees may report to the Associate Vice President of Human Resources via telephone, 240-895-4309, or in-person, Glendening Suite 170.<\/li>\n<li>Report to the Office of Public Safety via telephone, 240-895-4911, or in-person. Public Safety Officers and other Public Safety staff are available 24 hours a day, 7 days a week, even when the College is closed. Public Safety staff are required to notify the Title IX and Title VI Coordinator of any reports that may involve sexual misconduct or discrimination based on protected characteristics such as gender, sex, race, color, or national origin.<\/li>\n<li>In most situations, St. Mary&#8217;s College of Maryland will respect a Complainant\u2019s request to not initiate an investigation or other appropriate resolution procedures. However, there may be circumstances, such as pattern behavior, allegations of severe misconduct, or a compelling threat to health and\/or safety, in which the College may need to initiate an investigation or other appropriate resolution procedures. The College will maintain the privacy of information to the extent possible. The Complainant should not fear a loss of privacy by submitting a report that allows the College to discuss and\/or provide supportive measures, in most circumstances.<\/li>\n<\/ol>\n<p>Employees are instrumental in preventing and reporting conduct that may violate this policy. To that end, employees are required to report harassment that they directly observe or learn of to a College Official, unless that Employee is designated as a Confidential Resources.<\/p>\n<p>The College recognizes that individuals who experience harassment or discrimination may wish to seek support from a confidential resource. Students seeking support from Counseling Services and Health Services can expect that their experiences will not be shared with the Title IX and Title VI Coordinator and will remain confidential unless and\/or until the student contacts the Title IX and Title VI Coordinator l directly.<\/p>\n<p>In addition to counseling services, licensed medical providers, and licensed mental health professionals, the Employee Assistance Program is available to employees. Information shared with these confidential resources generally will not trigger a College investigation unless required by law.<\/p>\n<h3 id=\"b-supportive-measures-accommodations\">B. Supportive Measures\/Accommodations<\/h3>\n<p>Upon notice of alleged Discrimination, Harassment, Retaliation, and\/or Other Prohibited Conduct, the College will offer and implement appropriate and reasonable supportive measures.<\/p>\n<p>Supportive measures are non-disciplinary, non-punitive individualized services offered as appropriate and as reasonably available. They are offered, without fee or charge to the Parties, to restore or preserve access to the College\u2019s Education Program or Activity, including measures designed to protect the safety of all Parties and\/or the College\u2019s educational and employment environment and\/or to deter Discrimination, Harassment, Retaliation, and\/or Other Prohibited Conduct.<\/p>\n<p>The College Official promptly makes supportive measures available to the Parties upon receiving Notice or a Complaint. At the time that supportive measures are offered, if a Complaint has not been filed, St. Mary&#8217;s College of Maryland will inform the Complainant, in writing, that they may file a Complaint with St. Mary&#8217;s College of Maryland either at that time or in the future. The College Official will work with a party to ensure that their wishes are considered with respect to any planned and implemented supportive measures.<\/p>\n<p>Supportive measures are available upon Notice even if the reported behavior may be protected free expression, occurred outside of the College\u2019s jurisdiction, or for any other reason is not subject to St. Mary&#8217;s College of Maryland\u2019s grievance procedures. Supportive measures may be available to other Students or Employees who are not the Complainant, depending on the nature of the allegations and their impact.<\/p>\n<p>St. Mary&#8217;s College of Maryland will maintain the confidentiality of the supportive measures, provided that confidentiality does not impair the College\u2019s ability to provide those supportive measures. St. Mary&#8217;s College of Maryland will act to ensure as minimal an academic\/occupational impact on the Parties as possible. The College will implement measures in a way that does not unreasonably burden another party.<\/p>\n<p>These actions may include, but are not limited to:<\/p>\n<ul>\n<li>Referral to counseling, medical, and\/or other healthcare services<\/li>\n<li>Referral to the Employee Assistance Program<\/li>\n<li>Referral to community-based service providers<\/li>\n<li>Visa and immigration assistance for Faculty and Staff<\/li>\n<li>Student financial aid counseling<\/li>\n<li>Education to the institutional community or community subgroup(s)<\/li>\n<li>Altering campus housing assignment(s)<\/li>\n<li>Altering work arrangements<\/li>\n<li>Safety planning<\/li>\n<li>Providing campus safety escorts<\/li>\n<li>Providing transportation assistance<\/li>\n<li>Implementing contact limitations (e.g., no contact orders) between the Parties<\/li>\n<li>Academic support, extensions of deadlines, or other course\/program-related adjustments<\/li>\n<li>Trespass orders<\/li>\n<li>Timely warnings<\/li>\n<li>Class schedule modifications, withdrawals, or leaves of absence<\/li>\n<li>Increased security and monitoring of certain areas of the campus<\/li>\n<li>Any other actions deemed appropriate by the appropriate College Official<\/li>\n<\/ul>\n<p>Violations of no contact orders or other restrictions may be referred to appropriate Student or Employee conduct processes for enforcement or added as collateral misconduct allegations to an ongoing resolution process under the Policy.<\/p>\n<h3 id=\"c-timeliness\">C. Timeliness<\/h3>\n<p>Employment Discrimination Complaints must be made within ninety (90) business days of the incident(s). The College Official may waive the time limit upon a showing of good cause.<\/p>\n<p>There is no time limitation on providing Notice\/Complaints to the Title IX and Title VI Coordinator. However, if the Respondent is no longer subject to the College\u2019s jurisdiction, and\/or significant time has passed, the ability to investigate, respond, and\/or provide remedies may be limited or impossible.<\/p>\n<p>Acting on reports or Notice significantly impacted by the passage of time (including, but not limited to, the rescission or revision of Policy) is at the Title IX and Title VI Coordinator\u2019s discretion; they may document allegations for future reference, offer supportive measures and\/or remedies, and\/or engage in informal or formal action, as appropriate.<\/p>\n<h3 id=\"d-initial-assessment\">D. Initial Assessment<\/h3>\n<p>Written complaints are encouraged but not required. If a verbal complaint is made, the College Official will prepare a written statement of the allegations, and the \u201c<strong>Complainant<\/strong>\u201d will be required to acknowledge its accuracy in writing.<\/p>\n<p>For Title VI matters, the Title IX and Title VI Coordinator conducts the initial assessment.<\/p>\n<p>The appropriate College Official will acknowledge receipt of the complaint by sending a notification letter or contacting the Complainant directly within five (5) business days of receipt. The College Official will then conduct an initial assessment of the complaint to determine whether the complaint should be investigated and will consider the Complainant\u2019s request that the complaint be investigated or not investigated. The initial assessment typically includes:<\/p>\n<ul>\n<li>Assessing whether the reported conduct may reasonably constitute a Policy violation<\/li>\n<li>Determining whether the College has jurisdiction over the reported conduct<\/li>\n<li>Offering and coordinating supportive measures for the Parties<\/li>\n<li>Notifying the Complainant, or the person who reported the allegation(s), of the available resolution options<\/li>\n<li>Determining whether the Complainant wishes to file a Formal Complaint<\/li>\n<li>Notifying the Respondent of the available resolution option if a Formal Complaint is made<\/li>\n<\/ul>\n<p>If the College Official determines that the complaint is not appropriately filed, the College Official will inform the Complainant of the reason. Reports that do not rise to the level of a potential Policy violation may be referred to other campus resources, such as the <a href=\"https:\/\/www.smcm.edu\/inclusive-diversity-equity-access-accountability\/bias-prevention-and-support-team\/\">Bias Prevention and Support Team<\/a>.<\/p>\n<h3 id=\"e-alternative-dispute-resolution-process-employees\">E. Alternative Dispute Resolution Process &#8211; Employees<\/h3>\n<p>When determined appropriate by the College Official, an Employee Complainant may elect to resolve a complaint through Alternative Dispute Resolution. The purpose of Alternative Dispute Resolution is to resolve the complaint by conference and conciliation.<\/p>\n<p>The College Official will notify and advise supervisors and other administrators, as appropriate, of the complaint and efforts by the parties to proceed with Alternative Dispute Resolution. The College Official shall document efforts to resolve the complaint and whether or not those efforts were successful. When Alternative Dispute Resolution is successful, the College Official shall summarize the resolution in writing, have it signed by the parties, and provide signed copies to the respective parties and supervisors and administrators, as appropriate. The College Official will also monitor implementation of the resolution agreement and\/or close the case. If Alternative Dispute Resolution does not succeed within forty-five (45) business days of the date the complaint is filed, the College Official will cease that process and begin the investigation process. If the forty-five business days fall under a time period in which the College is closed due to scheduled breaks or weather, the College Official can determine if an extension of this period is necessary.<\/p>\n<p>If a Complainant is a bargaining unit-eligible individual, a Complainant\u2019s request for Alternative Dispute Resolution may also include a request for a delay in the timeline for discipline as outlined in the relevant Memorandum of Understanding. Under these circumstances, management may give notice of additional time to investigate as a result of granting the delay.<\/p>\n<h3 id=\"f-informal-resolution-students\">F. Informal Resolution &#8211; Students<\/h3>\n<p>To initiate Informal Resolution, a Student Complainant or Respondent may make such a request to the College Official at any time prior to a Final Determination, or the College Official may offer the option to the Parties. The College will obtain voluntary, written confirmation that all Parties wish to resolve the matter through Informal Resolution before proceeding and will not pressure the Parties to participate in Informal Resolution.<\/p>\n<p>When appropriate and voluntary, the College may offer:<\/p>\n<ul>\n<li>Mediation<\/li>\n<li>Facilitated discussions<\/li>\n<li>Educational interventions<\/li>\n<li>Restorative practices<\/li>\n<\/ul>\n<p>Informal resolutions may not be used when prohibited by law or when the College determines a formal investigation is necessary.<\/p>\n<p>It is not necessary to pursue Informal Resolution first in order to pursue a Formal Investigation. Any party participating in Informal Resolution can withdraw from the Informal Resolution Process at any time and initiate or resume the Formal Investigative Process.<\/p>\n<h3 id=\"g-formal-investigation\">G. Formal Investigation<\/h3>\n<p>When the Initial Assessment, informal resolution, or a failure of the Alternative Dispute Resolution process results in a determination that the College will formally investigate the Complaint, or a Formal Investigation is requested, the College Official shall advise the Complainant and Respondent of their rights under this Policy and Procedures, including the following:<\/p>\n<ul>\n<li>both parties have a right to an impartial investigation;<\/li>\n<li>both parties have a right to produce relevant documents, witnesses, and other material they would like the investigation to include; and<\/li>\n<li>both parties may have an advisor of their choice present to provide advice during the investigative interview; however, the advisor may not speak or act on behalf of the party.<\/li>\n<\/ul>\n<h4 id=\"1-standard-of-review\">1. Standard of Review<\/h4>\n<p>In making the determination of whether a Policy violation has occurred, the standard of review is \u201cpreponderance of the evidence,\u201d which means it is more likely than not that a Policy violation occurred.<\/p>\n<h4 id=\"2-expectation-of-cooperation\">2. Expectation of Cooperation<\/h4>\n<p>Absent good cause, all parties and identified witnesses shall cooperate during the investigation by being available during reasonable business hours to discuss the complaint and by making available any relevant information requested by the investigator.<\/p>\n<h4 id=\"3-investigation-timeline\">3. Investigation Timeline<\/h4>\n<p>The College seeks to complete an investigation within sixty (60) business days. The time frames set forth in this Policy may be extended for good cause. Exceptions to this timeframe may vary depending on the complexity of the investigation, access to relevant parties, and the severity and extent of the alleged discrimination.<\/p>\n<h4 id=\"4-false-information\">4. False Information<\/h4>\n<p>Anyone who knowingly files a false complaint under this Policy or who knowingly provides false information to the College during an investigation will be subject to appropriate disciplinary action.<\/p>\n<h4 id=\"5-appointment-of-investigators\">5. Appointment of Investigators<\/h4>\n<p>The College Official will assign one or more investigators who will conduct an adequate, reliable, and impartial investigation of the complaint. The College Official may serve as an investigator. The investigator(s) may be employees of the College or external investigator(s) engaged to assist the College in its fact-gathering. The College Official may appoint a team of two investigators, which may include the pairing of an external investigator with a College employee. Any investigator chosen to conduct the Investigation must be impartial and free of any conflict of interest.<\/p>\n<p>A conflict of interest may arise if the investigator is related to, has a friendship with, or otherwise has had interactions with one of the parties or witnesses that may compromise the fairness or impartiality of the investigation. In the rare situation in which an actual or perceived conflict of interest arises from the involvement of an investigator, that conflict must be disclosed to all parties and any potential or actual conflict must be appropriately addressed.<\/p>\n<p>If a Complainant or Respondent has reason to believe that an investigator for the case has a conflict of interest, the party should notify the College Official immediately via email and provide the reasons why the party believes there is a conflict of interest. Likewise, an investigator must promptly disclose any potential conflict of interest the investigator might have in a particular case. The College Official will review the information provided and make a determination regarding whether the investigator should be replaced with another investigator.<\/p>\n<h4 id=\"6-investigative-interviews\">6. Investigative Interviews<\/h4>\n<p>The investigator(s) will interview the Complainant and the Respondent and any other available relevant witnesses and review available relevant documents.<\/p>\n<p>After each investigative interview, the investigator(s) shall prepare a written summary of the interview and shall email a copy of the summary of the interview to the party or witness who was interviewed as soon as practicable after the interview is conducted. The party or witness shall have two (2) business days, from the date upon which the investigator(s) sent the summary of the interview, to provide any comments or additional information via email to the investigator(s).<\/p>\n<p>If the party or witness does not provide comments or additional information to the investigator(s) within this time period, the summary of the interview will be included in the Investigation Report and Findings, as defined below, without comment from the party or witness. If the party or witness provides comments or additional information to the investigator(s) within this time period, the investigator(s) shall include the comments and additional information in the Investigation Report and Findings, and may, in the investigator(s)\u2019 discretion, conduct another interview of the party or witness.<\/p>\n<h4 id=\"7-preliminary-investigation-report-and-findings\">7. Preliminary Investigation Report and Findings<\/h4>\n<p>The investigators shall complete a preliminary written report of its investigation, including a summary of the allegations, evidence reviewed and witness statements, findings of material fact and an analysis of those facts, and a conclusion stating whether the Policy was violated, based on the preponderance of evidence standard (the \u201c<strong>Preliminary Report<\/strong>\u201d). The College Official will review the Preliminary Report and findings for consistency with College policy and practice, and the College\u2019s legal counsel will review the Preliminary Report for legal sufficiency.<\/p>\n<p>The College will send the Preliminary Report to each party. Each party will have ten (10) business days to submit a response, which the investigators will consider prior to the completion of the final investigative report. The investigator(s) will carefully review all of the information submitted by the parties in response to the Preliminary Report. The Investigator(s) may conduct additional interviews to the extent reasonable, based on the relevancy and materiality of the statement of information known by a witness.<\/p>\n<h4 id=\"8-final-investigative-report-and-findings\">8. Final Investigative Report and Findings<\/h4>\n<p>After the investigator(s) review the responses to the Preliminary Report and conduct any additional investigation, the investigator(s) will prepare the final investigative report and findings (the \u201c<strong>Final Report<\/strong>\u201d). The College Official will review the Final Report and findings for consistency with College policy and practice, and the College\u2019s legal counsel will review the Final Report for legal sufficiency.<\/p>\n<p>The College Official will then issue a Notice of Findings and\/or provide a copy of the Final Report to the parties and to the appropriate supervisors or department\/unit heads, or the Student Conduct Officer, depending on the status of the parties. Copies of the Final Report may be redacted to comply with applicable law.<\/p>\n<h2 id=\"section-7\">VII. Appeal<\/h2>\n<p>The Complainant and\/or Respondent may appeal the investigation finding within five (5) business days of the date of receipt of the Notice of Findings by submitting a written statement of their intent to appeal, and the stated grounds, to the College Official via email.<\/p>\n<p>The scope of the appeal is limited to the grounds set forth below. Mere dissatisfaction with the finding is not a valid basis for appeal. If an appeal is received by the College Official, the other party will be notified and given five (5) business days from the date of receipt of that notice to respond by submitting a written statement to College Official. Appeals filed by more than one party will be considered together in one appeal review process. All appeal documents submitted by a party will be shared with the other party.<\/p>\n<p>If neither party submits an appeal, the decision will be considered final five (5) business days after the last date either party received the Notice of Findings. Appeals submitted after five (5) business days shall be denied, except upon a showing of good cause.<\/p>\n<h3 id=\"a-grounds-for-appeal\">A. Grounds for Appeal<\/h3>\n<p>Either party may appeal the Finding only on the following grounds:<\/p>\n<ul>\n<li><strong>Substantial Procedural Error: <\/strong>Procedural errors or errors in interpretation of College policy were so substantial as to effectively deny a Complainant or Respondent notice or a fair opportunity to be heard.<\/li>\n<li><strong>New Evidence: <\/strong>New relevant, material evidence that a reasonably diligent person could not have discovered prior to the issuance of the Notice of Findings has become available.<\/li>\n<\/ul>\n<h3 id=\"b-review\">B. Review<\/h3>\n<p>The appealing party has the burden of proof to overturn the finding. The standard of proof is preponderance of the evidence. Appeals are not intended to allow for a review of the entire investigation, with the exception of new evidence, as referenced above. The appellate review will be based on the written record; parties are not entitled to a hearing or meeting with the reviewing administrator or designee.<\/p>\n<p>Appeal officers may be members of the College\u2019s Executive Council or may be external personnel with specific training and experience, appointed for this purpose. Appeal officers must be unbiased and without any conflicts of interest (as described above in section (IV)(E)(5)).<\/p>\n<h3 id=\"c-appeal-outcome\">C. Appeal Outcome<\/h3>\n<p>Upon receipt of the appeal and response, the College Official will forward them to the appeal officer. Within five (5) business days, the appeal officer will issue a written determination stating whether the Appeal was granted or denied, including a summary of its rationale (the \u201c<strong>Appeal Outcome<\/strong>\u201d). The Appeal Outcome shall either:<\/p>\n<ul>\n<li>affirm the finding,<\/li>\n<li>overturn and reverse the finding, or<\/li>\n<li>send the case back to the investigator(s) with specific directions to reconsider the finding.<\/li>\n<\/ul>\n<p>The decision of the appeal officer as set forth in the Appeal Outcome shall be final. The appeal officer shall forward a copy of the Appeal Outcome to the College Official via email. The College Official will forward a copy of the Appeal Outcome to the parties and respective supervisor\/unit head\/department chair\/Student Conduct Officer as soon as possible.<\/p>\n<h2 id=\"section-8\">VIII. Recommendations for Corrective Action<\/h2>\n<p>For matters involving employees, the College Official may provide the appropriate Vice President, supervisor, and department chair with a recommendation for corrective action. The final decision for determining and implementing any necessary corrective action shall remain the responsibility of the appropriate Vice President or designee. The Vice President or designee will notify the College Official within ten (10) business days of any corrective action that has been implemented.<\/p>\n<p>Corrective actions may include education and training, coaching, performance improvement plans, workplace restrictions, reassignment, other remedial measures to stop misconduct, prevent recurrence, address impacts on affected individuals, and restore equal access.<\/p>\n<p>The College Official is responsible for monitoring efforts to ensure that any ongoing violations of the Policy cease. In the event corrective action requires specific anti-discrimination training not readily available to the parties, the College Official will work with the supervisor and\/or department\/unit head to ensure training occurs as soon as feasible.<\/p>\n<h2 id=\"section-9\">IX. Disciplinary Action<\/h2>\n<p>Violations may result in disciplinary action up to and including termination of employment, dismissal from academic programs, expulsion, suspension, or removal from campus.<\/p>\n<h3 id=\"a-student-respondents\">A. Student Respondents<\/h3>\n<p>With respect to Student Respondents, the Student Conduct Officer, in accordance with the provisions of the Code of Student Conduct, is responsible for imposing disciplinary action. See the <a href=\"https:\/\/www.smcm.edu\/tothepoint\/code-of-student-conduct\/\">Code of Student Conduct<\/a> for more information on disciplinary sanctions.<\/p>\n<p>The College Official may consult with the Student Conduct Officer when appropriate to develop and provide other remedies. These remedies will identify reasonable long-term or permanent remedies to address the effects of the conduct on the Complainant, restore the Complainant\u2019s safety and well-being, and maximize the Complainant\u2019s educational and employment opportunities. Remedies may also be identified to address the effects of the conduct on the College community.<\/p>\n<p>Students may appeal discipline imposed as a result of a violation of these Procedures in accordance with the Code of Student Conduct.<\/p>\n<h3 id=\"b-other-respondents-including-staff-and-administrators\">B. Other Respondents Including Staff and Administrators<\/h3>\n<p>With respect to Other Respondents, any disciplinary action or corrective measures will be imposed by the appropriate supervisor and unit head, in consultation with the Associate Vice President of Human Resources and\/or the College Official, and other relevant administrators, as needed. Information about disciplinary action may be found in the <a href=\"https:\/\/www.smcm.edu\/hr\/current-employees\/\">Employee Handbook<\/a> (for non-bargaining unit employees) and <a href=\"https:\/\/www.smcm.edu\/hr\/wp-content\/uploads\/sites\/43\/2019\/05\/mou_032619_032622.pdf\">Memorandum of Understanding<\/a> (for bargaining-unit employees).<\/p>\n<p>Collective bargaining agreements, Faculty Bylaws, and applicable due process rights shall be observed.<\/p>\n<h3 id=\"c-faculty-respondents\">C. Faculty Respondents<\/h3>\n<p>With respect to Faculty Respondents, disciplinary action or corrective measures will be imposed by the appropriate supervisor and unit head, in consultation with the Provost\/Dean of Faculty, the College Official, and other relevant administrators, as needed.<\/p>\n<p>Faculty may submit a grievance regarding any discipline imposed as a result of a violation of this Policy in accordance with their respective grievance rights, as described in the Employee Handbook and\/or Faculty Bylaws.<\/p>\n<h3 id=\"d-records-retention\">D. Records Retention<\/h3>\n<p>The College Official will maintain the records relating to the investigation. The respective unit responsible for issuing any discipline will maintain any disciplinary records in accordance with the College\u2019s records retention schedule. The respective unit shall also provide a copy of the disciplinary records to the College Official.<\/p>\n<p>The College Official will maintain the records for a period of seven (7) years.<\/p>\n<h2 id=\"section-10\">X. Protection Against Retaliation<\/h2>\n<p>Retaliation is strictly prohibited.<\/p>\n<p>Reports of retaliation shall be investigated independently and may constitute separate policy violations.<\/p>\n<h2 id=\"section-11\">XI. Record Retention and Confidentiality<\/h2>\n<p>The Office of Human Resources and Office of Civil Rights shall maintain records relating to reports, investigations, findings, corrective actions, and appeals in accordance with the College\u2019s Records Retention Policy and applicable Maryland law.<\/p>\n<p>Investigation records shall generally be retained for a minimum of seven (7) years.<\/p>\n<h2 id=\"section-12\">XII. External Government Agencies that Address Discrimination Complaints<\/h2>\n<p>Filing an employment discrimination complaint under this Policy or an alternative campus procedure does not preclude an employee from filing a complaint with the Maryland Commission on Civil Rights, the Equal Employment Opportunity Commission, or the Office for Civil Rights of the U.S. Department of Education.<\/p>\n<p>Complainants who wish to file discrimination complaints that are not connected with the official functions of the College or not falling within the scope of this Policy, will be referred to appropriate College, County, State, or Federal agencies by the College Official.<\/p>\n<h3 id=\"office-for-civil-rights-u-s-department-of-education\">Office for Civil Rights U.S. Department of Education<\/h3>\n<p>Philadelphia Office (Regional Office for Maryland)<\/p>\n<p>The Wanamaker Building<\/p>\n<p>100 Penn Square East, Suite 515<\/p>\n<p>Philadelphia, PA 19107-3323<\/p>\n<p>Phone: <a href=\"tel:2156568541\">215-656-8541<\/a><\/p>\n<p>FAX: <a href=\"tel:2156568605\">215-656-8605<\/a><\/p>\n<p>TDD: <a href=\"tel:8008778339\">800-877-8339<\/a><\/p>\n<p>Email: <a href=\"mailto:OCR.Philadelphia@ed.gov\">OCR.Philadelphia@ed.gov<\/a><\/p>\n<p>Website: <a href=\"http:\/\/www2.ed.gov\/about\/offices\/list\/ocr\/index.html\">Office for Civil Rights U.S. Department of Education Website<\/a><\/p>\n<h3 id=\"maryland-commission-on-civil-rights\">Maryland Commission on Civil Rights<\/h3>\n<p>Phone: <a href=\"tel:4107678600\">410-767-8600<\/a><\/p>\n<p>Website: <a href=\"http:\/\/mccr.maryland.gov\/\">Maryland Commission on Civil Rights Website<\/a><\/p>\n<h3 id=\"equal-employment-opportunity-commission\">Equal Employment Opportunity Commission<\/h3>\n<p>Phone: <a href=\"tel:8006694000\">800-669-4000<\/a><\/p>\n<p>TTY: <a href=\"tel:8006696820\">800-669-6820<\/a><\/p>\n<p>Website: <a href=\"https:\/\/egov.eeoc.gov\/eas\/\">Equal Employment Opportunity Commission Website<\/a><\/p>\n<p>Use of external complaint processes does not prohibit reporting through College procedures.<\/p>\n<p>It is important to note that in order to protect certain legal rights and remedies, Complainants must comply with certain time limits and deadlines. Affected persons should contact the relevant agencies listed above to verify time limits for filing. Failure to meet required deadlines may result in a loss of rights to seek a legal remedy.<\/p>\n<h2 id=\"section-13\">XIII. Training and Prevention<\/h2>\n<p>The College shall provide periodic training regarding equal employment opportunity, anti-discrimination requirements, harassment prevention, supervisor reporting obligations, and bystander intervention and respectful workplace expectations.<\/p>\n<h2 id=\"section-14\">XIV. Authority, Administration, and Related Policies<\/h2>\n<h3 id=\"policy-owner\">Policy Owner:<\/h3>\n<ul>\n<li>Title IX and Title VI Coordinator<\/li>\n<li>Associate Vice President for Human Resources \/ Chief Human Resources Officer<\/li>\n<\/ul>\n<h3>Responsible Offices:<\/h3>\n<ul>\n<li>Office of Human Resources<\/li>\n<li>Office of Civil Rights and Compliance<\/li>\n<li>Office of Student Affairs<\/li>\n<\/ul>\n<h3>Approved By:<\/h3>\n<ul>\n<li>President<\/li>\n<li>Board of Trustees<\/li>\n<\/ul>\n<h3>Review Cycle:<\/h3>\n<p>Every Three Years<\/p>\n<h3>Related Policies:<\/h3>\n<ul>\n<li>Policy Against Sexual Harassment<\/li>\n<li>ADA Accommodation Policy<\/li>\n<li>Equal Employment Opportunity Policy<\/li>\n<li>Employee Handbook<\/li>\n<li>Faculty Bylaws<\/li>\n<li>Code of Student Conduct<\/li>\n<li>Telework Policy<\/li>\n<li>Background Check Policy<\/li>\n<li>PFML Policy<\/li>\n<li>FMLA Policy<\/li>\n<li>Applicable Collective Bargaining Agreements<\/li>\n<\/ul>\n<h2 id=\"appendix-a\">Appendix A: Respectful Workplace Expectations and Civility Standards<\/h2>\n<h3 id=\"purpose\">Purpose<\/h3>\n<p>St. Mary\u2019s College of Maryland is committed to fostering a workplace and learning environment characterized by professionalism, mutual respect, collaboration, inclusion, and accountability. While not all inappropriate or unprofessional behavior rises to the level of unlawful discrimination, harassment, or retaliation, all employees, faculty, staff, administrators, students, and members of the College community are expected to conduct themselves in a manner that supports the College\u2019s mission and values.<\/p>\n<h3 id=\"standards-of-professional-conduct\">Standards of Professional Conduct<\/h3>\n<p>Members of the College community are expected to:<\/p>\n<ol>\n<li>Treat others with dignity, courtesy, and respect.<\/li>\n<li>Communicate professionally, honestly, and constructively, even when disagreements occur.<\/li>\n<li>Demonstrate respect for differing perspectives, experiences, and viewpoints.<\/li>\n<li>Engage in collaborative problem-solving and conflict resolution whenever possible.<\/li>\n<li>Support a workplace and learning environment free from intimidation, hostility, bullying, and disruptive behavior.<\/li>\n<li>Accept supervisory direction and institutional decisions professionally, even when disagreement exists.<\/li>\n<li>Raise concerns through appropriate College channels.<\/li>\n<li>Refrain from conduct that undermines teamwork, trust, or operational effectiveness.<\/li>\n<\/ol>\n<h3 id=\"examples-of-conduct-inconsistent-with-college-expectations\">Examples of Conduct Inconsistent with College Expectations<\/h3>\n<p>Examples include, but are not limited to:<\/p>\n<ul>\n<li>Repeated disrespectful or dismissive communications;<\/li>\n<li>Verbal hostility, sarcasm, or personal attacks;<\/li>\n<li>Public criticism intended to embarrass or demean another individual;<\/li>\n<li>Intimidating, threatening, or aggressive behavior;<\/li>\n<li>Disruptive conduct during meetings or College activities;<\/li>\n<li>Refusal to cooperate with reasonable workplace expectations;<\/li>\n<li>Knowingly spreading false information about colleagues or College operations;<\/li>\n<li>Repeated failure to engage in professional communication after coaching or corrective feedback.<\/li>\n<\/ul>\n<h3 id=\"relationship-to-other-policies\">Relationship to Other Policies<\/h3>\n<p>Conduct that violates these Civility Standards may not necessarily constitute discrimination or harassment under applicable law. However, such conduct may violate College policies, performance expectations, workplace conduct standards, Faculty Bylaws, collective bargaining agreements, or the Employee Handbook and may result in corrective or disciplinary action.<\/p>\n<h3 id=\"shared-responsibility\">Shared Responsibility<\/h3>\n<p>All members of the College community share responsibility for maintaining a respectful, inclusive, and productive environment that supports learning, scholarship, service, and employment.<\/p>\n<\/article>\n","protected":false},"excerpt":{"rendered":"<p>Contents I. Policy Statement II. Applicability III. Protected Classes IV. Prohibited Conduct V. Procedural Definitions VI. Complaint Procedures VII. Appeal VIII. Recommendations for Corrective Action IX. Disciplinary Action X. Protection Against Retaliation XI. Record Retention and Confidentiality XII. External Government Agencies that Address Discrimination Complaints XIII. Training and Prevention XIV. Authority, Administration, and Related Policies [&hellip;]<\/p>\n","protected":false},"author":258,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","jetpack_post_was_ever_published":false,"footnotes":""},"class_list":["post-407","page","type-page","status-publish","entry"],"acf":[],"jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/www.smcm.edu\/tothepoint\/wp-json\/wp\/v2\/pages\/407","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.smcm.edu\/tothepoint\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.smcm.edu\/tothepoint\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.smcm.edu\/tothepoint\/wp-json\/wp\/v2\/users\/258"}],"replies":[{"embeddable":true,"href":"https:\/\/www.smcm.edu\/tothepoint\/wp-json\/wp\/v2\/comments?post=407"}],"version-history":[{"count":4,"href":"https:\/\/www.smcm.edu\/tothepoint\/wp-json\/wp\/v2\/pages\/407\/revisions"}],"predecessor-version":[{"id":632,"href":"https:\/\/www.smcm.edu\/tothepoint\/wp-json\/wp\/v2\/pages\/407\/revisions\/632"}],"wp:attachment":[{"href":"https:\/\/www.smcm.edu\/tothepoint\/wp-json\/wp\/v2\/media?parent=407"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}