All Casper College employees, students, vendors, as well as campus visitors and volunteers are affected by this policy.
Nondiscrimination Policy
Casper College is an equal opportunity institution and as such, does not discriminate on the basis of race, sex, color, national origin, religion, age, veteran status, political affiliation, disability, sexual orientation, gender identity, or any other characteristic protected under applicable federal, state, or local law in admission or access to or treatment or employment in its educational programs or activities. Direct inquiries or complaints concerning Title IV, Title IX, and Section 504 to Corey Peacock, vice president for student affairs, at 125 College Dr., Casper, WY 82601, 307-268-2667, or the U.S. Department of Education, Office for Civil Rights, 1244 Speer Blvd., Ste. 310, Denver, CO 80204-3582, 303-844-5695 or TDD 303-844-3417.
The policy of Casper College is to ensure the following:
The college strives to provide a safe academic and work environment in which people are treated with dignity, decency, and respect.
The college has an established procedure to report and address harassment.
The college conducts all investigations in a confidential manner.
The college prohibits any retaliation against anyone who reports harassment or participates in a harassment investigation.
The college abides by all applicable federal, state, and local anti-discrimination and harassment laws and regulations, including but not limited to, Title VII of the Civil Rights Act 1964, the Age Discrimination Act of 1975, and the Americans with Disabilities Act of 1990.
Definitions
Harassment. Any verbal or nonverbal conduct or unwelcomed physical contact directed towards a person because of the person’s race, sex, color, national origin, religion, age, veteran status, political affiliation, disability, sexual orientation, gender identity, or any other characteristic protected under applicable federal, state, or local law that to a reasonable person is designed to create a threatening, intimidating, demoralizing, hostile, or offensive work or academic environment. This policy also includes such conduct towards persons of non-protected groups, which are not necessarily illegal discrimination, but are nonetheless prohibited.
Verbal Conduct: Examples include unwelcome or offensive comments such as epithets, slurs, lewd remarks, threats, jokes, innuendos, name-calling, and negative stereotyping.
Nonverbal Conduct: Examples include distribution or display of written or graphic material, suggestive or insulting sounds, leering, staring, obscene gestures, or other nonverbal communication that ridicules, denigrates, insults, belittles, or shows hostility, aversion, or disrespect.
Unwelcomed Physical Contact: Examples include hitting, pushing, groping, grabbing, hugging, touching, or other unsolicited, unwelcomed, or unincited physical gestures.
Sexual Harassment. A form of unlawful employment discrimination under Title VII of the Civil Rights Act of 1964 and is prohibited under this policy. Sexual Harassment is the umbrella category including the offenses of sexual harassment, sexual assault, stalking, and dating violence and domestic violence. The Equal Employment Opportunity Commission (EEOC) defines this behavior as unwelcome sexual advances, requests for sexual favors, and other verbal or nonverbal conduct or unwelcomed physical contact of a sexual nature especially when any of the following applies:
Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or academic status.
Submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting the individual.
Such conduct unreasonably interfering with an individual’s employment or educational performance or creating an intimidating, hostile, or offensive work or academic environment.
Harassment does not include verbal expressions or written material that is relevant and appropriately related to course subject matter or curriculum, and this policy shall not abridge academic freedom or the college’s educational mission. In particular, this policy does not limit teaching of sexual topics legitimately related to the content or purposes of a course, even though such topics may elicit discomfort in a class member. Nor is this policy intended to limit scholarly research, publication, or public speaking on gender-related topics. Instructors are encouraged to communicate clearly with their students when they plan to use sexually explicit content or material in their teaching.
Procedures
Reporting. Harassment may often be resolved when the reporter addresses the matter directly. When such a resolution is not feasible or safe, the reporter or person(s) who witness another person being harassed or retaliated against should report the harassment or retaliation as soon as possible. Employees report any incidents to their supervisor or to the HR director. All others report any incidents to campus security or the HR director.
Investigation. After receiving a complaint, the HR director will determine if there is a reasonable basis for thinking that the alleged violation has occurred and if further investigation is needed. The HR director will conduct the investigation.
Outcomes. The HR director will notify all parties separately of the findings of the investigation.
Title IX Coordinator
Corey Peacock serves as the Title IX coordinator and ADA/504 coordinator and oversees implementation of the disability compliance. Marqui Siscoe (deputy coordinator), interim director of Human Resources, oversees implementation of Casper College’s Affirmative Action and Equal Opportunity plan. The Title IX coordinator has the primary responsibility for coordinating Casper College efforts related to the intake, investigation, resolution, and implementation of supportive measures to stop, remediate, and prevent discrimination, harassment, and retaliation prohibited under this policy.
For more information: Harassment and Sexual Misconduct and Discrimination Policy