Sexual Harassment
IECC strongly believes that the classroom and workplace should be free of sexual harassment, including unwelcome sexual advances, request for sexual favors and other verbal or physical conduct or communications of a sexual nature. Sexual harassment is prohibited by federal and state law, as well as Board of Trustees' policy. If you have questions or believe that you have been subjected to sexual harassment, you should refer to the Sexual Harassment Policy below.

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Sexual harassment of or by students or employees participating in college-sponsored functions is a violation of federal and state law and contrary to the policy of Illinois Eastern Community Colleges. Violation of this policy shall be grounds for disciplinary action up to and including discharge or expulsion.

Sexual harassment means any unwelcome sexual advances or requests for sexual favors or any conduct of a sexual nature when 1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or educational development, 2) submission to or rejection of such conduct by an individual is used as the basis for employment or education decisions affecting such individual, or 3) such conduct has the purpose or effect of substantially interfering with an individual’s work or educational performance or creating an intimidating, hostile, or offensive working or educational environment.

Sexual harassment includes, but is not limited to, gender-specific comments, verbal innuendo, insults, threats and jokes of a sexual nature, sexual propositions, making sexually suggestive noises, leering, whistling, obscene gestures, touching, pinching, brushing the body, coercing sexual intercourse, sexual assault, or any behaviors or actions which might create a sexually hostile environment. Sexual harassment also includes, but is not limited to, occurrences where a student, District employee or representative, either explicitly or implicitly, treats submission to or rejection of sexual conduct as a condition for determining:

• whether a student will be admitted to a college, or a person will be employed by the District;
• the educational or work performance required or expected;
• the attendance or assignment requirements applicable to a student or employee;
• to what courses, fields of study, or programs including honors, a student will be admitted;
• what placement or course proficiency requirements are applicable to a student and professional advancement opportunities are available to an employee;
• the quality of instruction a student will receive;
• what tuition or fee requirements are applicable to a student;
• what scholarship opportunities are available to a student;
• what extracurricular teams a student will be a member of or in what extracurricular competitions a student may participate;
• any grade a student will receive in any examination or in any course or program of instruction in which a student is enrolled;
• any performance evaluation, promotion, or other employment benefit an employee may receive;
• the progress of the student toward successful completion of or graduation from any course or program of instruction in which the student is enrolled; or,
• what degree, if any, the student will receive.

The chief executive officer has designated a minimum of two (2) persons to hear and investigate cases of alleged sexual harassment. A student or staff member who believes that he/she has been the victim of sexual harassment should immediately report such conduct to one of these designated persons and complete the Sexual Harassment Allegation form. An appropriate investigation of each complaint received will be conducted.

Investigations will be initiated within one (1) working day of receiving the complaint. The investigator will schedule a conference within five (5) working days from the date of receipt of the complaint. Complainants may choose to be accompanied by a co-worker, another student, or other individual of their choice when attending meetings to discuss the allegations. Every reasonable effort will be made to determine the facts pertinent to the allegations. The investigator will submit a written report to the college president, including a recommendation for appropriate disciplinary action where deemed necessary. If the allegation is against the president, the report will be submitted to the chief executive officer. At the District level, the report will be submitted to the chief executive officer. If the allegation is against the chief executive officer, the report will be submitted to the chair of the Board of Trustees.

If the complaint can be resolved to the satisfaction of all parties, the matter will be considered closed, subject to reopening upon further complaint or additional information.

If the complainant is dissatisfied with the decision of the president, he/she may appeal to the chief executive officer. A written response shall be provided within five (5) working days of receipt of the appeal. Then, if dissatisfied, the complainant may appeal to the chair of the Board of Trustees or his/her designee. The chair of the Board of Trustees will provide the complainant with a written response within five (5) working days of receipt of the appeal. The chair of the Board of Trustees shall have final appeal authority.

In cases of recurrent complaints, or in cases of flagrant unlawful behavior, immediate action may be taken by the president and/or chief executive officer.

The administration will take all necessary steps to protect the rights of both the complainant and alleged harasser.

Any employee found to have committed sexual harassment while participating in an Illinois Eastern-sponsored program or service will be subject to disciplinary action up to and including discharge. Any student found to have committed sexual harassment while participating in an Illinois Eastern-sponsored program or service will be subject to disciplinary action up to and including expulsion.

Those who feel they have been sexually harassed or discriminated against may seek assistance from the Illinois Department of Human Rights. The Department of Human Rights is a state agency which will investigate the charge without cost to the individual. If the Department of Human Rights determines that there is evidence of harassment or discrimination, it will attempt to conciliate the matter or will file a complaint on behalf of the individual with the Illinois Human Rights Commission. The Human Rights Commission will hear the complaint pursuant to its rules and procedures. The agencies may be contacted at the following addresses:

Illinois Department of Human Rights
State of Illinois Center
100 West Randolph Street, Suite 10-100
Chicago, IL 60601
Telephone: 312/814-6245
Telephone TDD: 312/263-1579

Illinois Human Rights Commission
State of Illinois Center
100 West Randolph Street, Suite 5-100
Chicago, IL 60601
Telephone: 312/814-6269

Illinois Department of Human Rights
222 South College, Room 101
Springfield, IL 62704
Telephone: 217/785-5100
Telephone TDD: 217/785-5125

Persons found to have retaliated or discriminated against an employee or student for complaining about sexual harassment will be subject to appropriate disciplinary action.

The rights to confidentiality, both of the complainant and of the alleged harasser, will be respected consistent with the District’s legal obligations and with the necessity to investigate allegations of misconduct and to take corrective action when this conduct has occurred.

If an investigation results in a finding that the complainant falsely accused another of sexual harassment knowingly or in a malicious manner, the complainant will be subject to appropriate discipline, up to and including discharge or expulsion.

For the names of the individuals appointed by the chief executive officer to receive and investigate sexual harassment allegations, request a copy of Appendix A (Board of Trustees Policy 100.17) in the Student Services Office or in the District Office.