Sexual Misconduct Policies

Definitions, Reporting & Support

• What Is Sexual Harassment?

  Sexual harassment is defined as unwelcome, inappropriate behavior of a sexual nature that is so severe, pervasive and objectively offensive that it unreasonably interferes with, denies or limits, on the basis of sex, an individual’s ability to perform their work or participate in or benefit from the college’s education program and/or activities. This can include such acts as comments, gestures, or physical contact that meet the standard set forth above. Sexual harassment can involve a quid pro quo in which an employee with authority demands sexual favors of a subordinate employee or a student with either a reward promised or punishment threatened. Sexual harassment can involve the establishment of a hostile work or school environment.

  Note that students may be the one to harass students. Staff and faculty may be the one to harass students or other staff. Students may establish a hostile environment for faculty and staff. Anyone of any gender identity or sex may be harassers and anyone of any gender identity or sex may be targets; women, men, intersex, transgender and/or non-binary populations may all be the one to harass or the one to experience being harassed.

  Sexual assault is considered an instance of sexual harassment.

• What Should I Do?

  If something like this happens to you or to someone you know:

  • Document the incident(s), including dates, times, witnesses, and how you felt at the time.
  • Consider writing a letter documenting your feelings in relation to the other person’s conduct

  Ask for help from the campus Affirmative Action Officer or Title IX coordinator who are charged with investigating incidents of discrimination, including sexual harassment. The people to contact are:
  
  Kim Irland, Title IX coordinator: Phone: 518-564-3281 Email: [email protected]

• What Will Happen If I Report the Harassment?

  If you choose to speak with the Affirmative Action Officer (AAO) or Title IX Coordinator, you may do so informally. We can keep your information on file. However, we will not be able to confront the responding individual (accused), since we do not have your permission to use your name. We can give you information and some referrals. You are entitled to change your mind later about going forward.

  You may also file a formal complaint, but you are required to do this within 180 days of the alleged incident (or within 180 days of receiving your grades if the responding individual is a faculty member). We will then talk with you and with any witnesses you identify. We will talk with the responding individual and any witnesses the responding individual recommends. We will attempt to resolve the issue. For example, the responding individual may agree to attend a workshop on sexual harassment, and will agree to stop the unwanted behavior.

  If the responding individual is an employee (faculty or staff) and if the AAO's investigation shows that the complaint respondent's behavior may warrant discipline, the AAO will make that recommendation to the college president. If the president agrees, Human Resource Services will conduct a separate investigation. Discipline could involve a warning letter in the employee's file or even termination.

  If the reporting individual is a student, the matter may be referred to either the Title IX coordinator for investigation for allegations that fall within the jurisdiction of the Title IX Office or to the director of student conduct for matters that fall with the jurisdiction of the Student Conduct Office.

  If the reporting individual remains dissatisfied with the college's response, the reporting individual may contact the New York State Division of Human Rights, the New York State Department of Education, the Federal Department of Education, Office for Civil Rights, or the Federal Equal Employment Opportunity Commission.

  You may do this at any time, but doing so may end the campus process.

  Read more about the complaint process