VCOM College Catalog and Student Handbook

Violation of the Nondiscrimination and Nonviolence Policy Any individual violating the policy against discrimination may be subject to disciplinary action. Failure by anyone vested with the responsibility to report allegations of discrimination is considered a violation of this policy. It is the intent of this policy to comply with the requirements under Title VII of the 1964 Civil Rights Act and Title IX of the 1972 Education Amendments, as well as other applicable statutory laws and regulations of the Commonwealth of Virginia, State of South Carolina, State of North Carolina, State of Alabama, and State of Louisiana. Discrimination VCOM recognizes, values, and affirms that diversity contributes richness to the college and enhances the quality of education. Students, faculty, staff, and administrators are valued for their diversity. VCOM is committed to providing an academic and employment environment in which students and employees are treated with courtesy, respect, and dignity. It is the policy of VCOM that no student or employee shall be excluded from participating in, be denied the benefits of, or be subjected to discrimination in any program sponsored by VCOM. VCOM’s commitment to the principles of non-discrimination includes and extends far beyond the federally protected classes of age, gender, sex, race, color, creed, national origin, religion, ancestry, marital status, ethnicity, disability, sexual orientation, gender identity, or status as a protected veteran. VCOM has a commitment to nondiscrimination against any individual or group of individuals. VCOM has zero tolerance to inappropriate behavior exhibited as an act of discrimination. Sexual Discrimination Title VII of the Civil Rights Act of 1964 and Title IX of the Education Amendments of 1972 (amending the Higher Education Act of 1965) prohibits discrimination based on sex, including in education programs and activities that receive federal funding. Title IX states: “No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving federal assistance.” (20 U.S.C. section 1681) Harassment According to the U.S. Equal Employment Opportunity Commission, harassment is a form of discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities Act of 1990, (ADA). Harassment is unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. Offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance. Harassment can occur in a variety of circumstances, including, but not limited to, the following: • The harasser can be the victim's supervisor, a supervisor in another area, an agent of the employer, a co- worker, or a non-employee. • The victim does not have to be the person harassed, but can be anyone affected by the offensive conduct. • Unlawful harassment may occur without economic injury to, or discharge of, the victim. Sexual Harassment Sexual harassment at the institution is unacceptable behavior and will not be tolerated. Sexual harassment includes unwanted sexual advances, requests for sexual favors, and other intimidating verbal or written communications or


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