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South Florida State College
Administrative Procedures

Procedure: 5230

Title: Sexual Harassment of Employees and/or Job Applicants

Based on Policy: 5.23 - Prohibited Discrimination

Office of Primary Responsibility: Vice President for Administrative Services/Human Resources/Equity

  1. Purpose:

    To provide procedures for the reporting of sexual harassment, efficient processing of charges, and enforcement of penalties for violations when the charges are being levied by college employees or job applicants
  2. Procedure:
    1. Any college employee or job applicant who believes that he/she has been the victim of sexual harassment should report the incident immediately to the equal access/equal opportunity (EA/EO) officer.  The incident must be reported within 180 days of its occurrence for the complaint to be considered.
    2. The initial discussion between the complainant and the EA/EO officer should be informal, with no written record of events.  The EA/EO officer shall attempt to resolve the matter between the individuals directly involved with as much confidentiality as possible.  If the complainant desires, he/she shall be permitted to explain the details of the incident(s) to the EA/EO officer while in the presence of an additional South Florida State College employee of his/her choice.
    3. If the complainant is not satisfied with the results of this initial meeting or if the alleged harassment appeared intentional or blatantly offensive, the complainant should submit a written statement to the EA/EO officer.  The statement should include precise details (time, date, location, etc.) of the incident(s) prompting the complaint, the individual(s) involved, and the remedy requested.
    4. The EA/EO officer shall present the written complaint to the director, human resources who will investigate the alleged incidents promptly.  Any college employee found to have engaged in sexual harassment of another employee, job applicant, student or admissions applicant shall be subject to disciplinary action, up to and including termination of employment, as per college disciplinary procedures.  Any college employee recommended for disciplinary action shall have the right to appeal in accordance with college grievance procedures.
    5. Cases involving sexual harassment charges are particularly sensitive and demand special attention to issues of confidentiality.  Dissemination of information relating to the case should be limited in order that the privacy of all individuals involved is safeguarded as fully as possible.
    6. The complainant shall be notified in writing by the EA/EO officer of the result of the investigation and the disciplinary action to be recommended, if any, within 60 days of receipt of the written complaint.
    7. If the complainant is satisfied with the proposed resolution, he/she shall sign a copy of the written response by the EA/EO officer, indicating acceptance of the findings.  If the complainant is not satisfied with the resolution proposed, written appeal to the president within 72 hours of receiving the proposed complaint resolution should be filed.  The decision of the president shall be final, and the complainant shall be informed of the president’s determination promptly.
    8. If it is determined that the complainant’s charge is totally without merit and was filed in a frivolous manner or with retaliatory intent, the complainant shall be subject to appropriate disciplinary action.
    9. If a charge of sexual harassment is made against the EA/EO officer, the dean, student services shall coordinate the aforementioned process.  If the charge implicates the director, human resources, the president shall select an alternate administrator to pursue the investigation.

History: Last Reviewed: 10/29/07

Adopted: 5/31/1990

Reviewed: 10/29/04, 10/29/07

Revised: 10/30/01