This procedure covers the following two (2) topics:

  • 282.1: Discrimination and Harassment
  • 282.2: Bullying
  1. UNDERSTANDING THE SCOPE OF THIS PROCEDURE

    Seattle Colleges is committed to maintaining a safe, respectful, and inclusive environment for all members of its community. This Harassment, Discrimination, and Bullying Procedure outlines the expectations for behavior and the processes for addressing misconduct that does not fall under Title IX but still violates our institutional values and policies.

    It is important to distinguish between Policy and Procedure 2831, Title IX Sexual Harassment, and Policy and Procedure 282, which addresses other forms of harassment, discrimination, or bullying. While the behaviors described in both policies may seem similar, Title IX Sexual Harassment is governed by specific federal regulations that apply only to conduct meeting defined legal criteria — including where it occurred, the relationship between the parties, and the nature of the behavior (e.g., quid pro quo harassment, sexual assault, stalking, or dating violence).

    Both policies and procedures are essential to fostering a healthy campus culture, but they serve different legal and procedural roles. When a complaint is made, the college will assess which policy applies and ensure the matter is addressed through the appropriate process.

    If any federal, state, or local law or regulation enacted after the effective date of this policy/procedure conflicts with its provisions, the updated legal requirement shall govern.

  2. REPORTING A COMPLAINT OF DISCRIMINATION, HARASSMENT, OR BULLYING

    Seattle Colleges encourages the timely reporting of all incidents involving discrimination, harassment, or bullying. Complaints may be submitted through the College’s internal case management system (Maxient2), in writing, or in person with any of the following:

    • The District’s Title IX/EEO Coordinator
    • The Student Conduct Officer
    • The Human Resources Director/Deputy Title IX Coordinator

    Individuals who have concerns about their immediate safety or believe they are the victim of a crime should first call 911 and then contact their campus Safety and Security office.

    District Title IX Coordinator, Human Resources, and Student Conduct Officers
    Location Role Phone Address Additional Email
    Siegal Center (District) Director of Compliance/Deputy Title IX Coordinator (206) 934-3873 1500 Harvard Avenue, Seattle, WA 98122 Compliance@seattlecolleges.edu
    Siegal Center (District) District Title IX/EEO Coordinator (206) 934-3873 1500 Harvard Avenue, Seattle, WA 98122 TitleIX.District@seattlecolleges.edu
    Seattle Central College Student Conduct Officer (206) 934-6946 1701 Broadway, Seattle, WA 98122 TitleIX.Central@Seattlecolleges.edu
    Seattle Central College Human Resource Director/Deputy Title IX Coordinator (206) 934-4017 1701 Broadway, Seattle, WA 98122 HR.Central@seattlecolleges.edu
    North Seattle College Student Conduct Officer (206) 934-7665 9600 College Way North, Seattle, WA 98103 TitleIX.North@Seattlecolleges.edu
    North Seattle College Human Resource Director/Deputy Title IX Coordinator (206) 934-4710 9600 College Way North, Seattle, WA 98103 HR.North@seattlecolleges.edu
    South Seattle College Student Conduct Officer (206) 934-5265 6000 16th Avenue S.W., Seattle, WA 98106 TitleIX.South@Seattlecolleges.edu
    South Seattle College Human Resource Director/Deputy Title IX Coordinator (206) 934-6415 6000 16th Avenue S.W., Seattle, WA 98106 HR.South@seattlecolleges.edu
  3. THE TITLE IX/EEO COORDINATOR, DEPUTY TITLE IX COORDINATOR OR DESIGNEE
    • Will accept complaints and referrals from College or District employees, applicants, students, and visitors.
    • Will review the allegation and supporting documentation to see if it rises to a policy or procedural violation.
      • If the allegation does not meet the threshold of an alleged policy or procedural violation, they will explain to the Complainant their reasoning and will refer the issue back to the College’s Human Resources Department and/or leadership for an informal resolution.
      • If the allegation and/or supporting documents and evidence meet the threshold of a policy or procedure violation, they will conduct an intake meeting with the Complainant and inform them in writing of the College’s Discrimination, Harassment, and Bullying policy and procedure, including the informal resolution process and other relevant policies and procedures.
      • During the intake meeting, they will further determine if the alleged allegation meets the threshold of a policy or procedure violation and determine if the Complainant wants the College to investigate the Discrimination, Harassment, or Bullying complaint.
    • Will, at any stage of the investigation, if it is determined based on the evidence that no policy or procedural violation has occurred, cease the investigation and refer the allegation back to the Complainant's College Human Resources and/or leadership for an informal resolution.
    • Will make determinations regarding how to handle requests by impacted parties for confidentiality.
    • Will keep accurate records of all complaints and referrals for the required time period.
    • Will either assign an Investigator or carry out impartial investigations themselves.
    • Will collaborate with the College or District Human Resources Department and/or leadership to implement interim measures to safeguard both parties during an investigation. Interim measures will cease at the conclusion of the investigation.
    • Upon the conclusion of an investigation, they will provide written findings, determinations, and recommendations to the College or District disciplinary authorities or administrators, intended to stop, remediate, and/or prevent discrimination, harassment, or bullying from recurring.
  4. TITLE IX/EEO COORDINATOR AND DEPUTY TITLE IX/EEO COORDINATOR INITIATED COMPLAINT

    In the absence or withdrawal of any or all allegations in a complaint, the Title IX/EEO Coordinator and/or the Deputy Title IX/EEO Coordinator may file a complaint based on their evaluation of any or all of the following factors:

    1. A Complainant’s reasonable safety concerns regarding the initiation of a complaint;
    2. The risk of additional acts of discrimination, harassment, or bullying would occur if the complaint is not initiated.
    3. The seriousness of the alleged discrimination, harassment, or bullying, including whether, if substantiated, it would necessitate removal of the Respondent from the College or the implementation of other disciplinary measures to address and prevent recurrence of such conduct.
    4. The scope of the alleged discrimination, harassment, or bullying, including information suggesting a pattern of ongoing discrimination or harassment alleged to have impacted multiple individuals.
    5. The availability of evidence to assist the College or District's leadership, Title IX/EEO Coordinator, or the Deputy Title IX/EEO Coordinator in determining whether discrimination, harassment, or bullying occurred.
    6. Whether the College could end the alleged discrimination, harassment, or bullying and prevent its recurrence without initiating an investigation and disciplinary procedure.
  5. PRINCIPLES OF INVESTIGATION

    The District Office or College shall provide an adequate, reliable, and impartial investigation of complaints by:

    • Treating Complainants and Respondents equitably.
    • Presuming that the Respondent is not responsible for the alleged misconduct unless or until a determination of responsibility is reached after the investigation processes are completed.
    • Having the investigation conducted by a neutral and unbiased investigator without a conflict of interest or bias for or against Complainants or Respondents generally, or an individual Complainant or Respondent.
    • Having the investigator make findings of fact based on the preponderance of the evidence standard (more likely than not).
    • Placing the burden on the Investigator, Title IX/EEO Coordinator, or Designee — not on the Parties — to conduct an investigation that gathers sufficient evidence to determine whether a policy and/or procedural violation occurred.
    • Objectively evaluate all evidence that is Relevant and not otherwise impermissible — including inculpatory and exculpatory — and provide credibility determinations that are not based solely on a person’s status as a Complainant, Respondent, or Witness.
    • Providing an equal opportunity for Parties to present fact witnesses and other inculpatory or exculpatory evidence that is Relevant and not otherwise impermissible.
    • Taking reasonable steps to prevent and address the Parties’ unauthorized disclosure of information and evidence obtained solely through the investigation procedure. Such steps shall not prevent the Parties from using the information or evidence for related disciplinary proceedings or litigation.
  6. CONFIDENTIALITY AND RIGHT TO PRIVACY

    The Seattle District College will seek to protect the privacy of the impacted party to the extent possible, consistent with its legal obligation to investigate, take appropriate remedial and/or disciplinary action, and comply with federal and state law, as well as District policies and procedures. Although Seattle District College will attempt to honor the Reporting party’s request for confidentiality, it cannot guarantee complete confidentiality. Determinations regarding how to handle requests for confidentiality will be made by the Title IX/EEO Coordinator, Director of Compliance, and/or Title IX/EEO Deputy Coordinator.

    Confidentiality Requests and Sexual Violence Claims.
    Before initiating an investigation, the Title IX/EEO Coordinator will inform and seek consent from the impacted party. If the impacted party requests confidentiality or asks that the College/District not pursue an investigation, the Coordinator will explain that such requests may limit the College’s ability to respond, and that retaliation is strictly prohibited. If the request is maintained, the Coordinator will evaluate whether it can be honored while ensuring a safe and non-discriminatory environment. This determination may consider factors such as the severity of the allegations, the use of weapons, the age of the impacted party, any history of misconduct by the responding party, threats of further harm, and the availability of other evidence. If the College/District is unable to honor an impacted party’s request for confidentiality, the Title IX/EEO Coordinator and/or Title IX/EEO Deputy Coordinator will notify the impacted party of the decision and ensure that the impacted party’s identity is disclosed only to the extent reasonably necessary to conduct and complete the investigation effectively.

    If the College/District decides not to investigate or not to take disciplinary action because of a request for confidentiality, the Title IX/EEO Coordinator and/or Title IX/EEO Deputy Coordinator will evaluate whether other measures are available to limit the effects of the harassment and discrimination, prevent its recurrence, and implement such measures if reasonably feasible. See section D. Title IX/EEO Coordinator and Deputy Title IX/EEO Coordinator Initiated Complaint.

  7. INVESTIGATION PROCESS
    1. Intake & Initial Assessment
      • Upon receiving a complaint, the District Title IX/EEO Coordinators' Office will review the complaint.
      • If the complaint is unclear and further information is needed, and/or the supporting documents indicate a possible violation, the Title IX/EEO Coordinator's Office will conduct an intake meeting.
        • The purpose of an intake meeting is to gather information to further evaluate whether a policy or procedural violation has occurred. This meeting allows the opportunity for the Complainant and relevant parties to submit relevant information, provide the names of witnesses, and inquire about the process.
      • After collecting the necessary information, the Title IX/EEO Coordinator or designee will determine if the allegation constitutes an alleged violation of any Seattle Colleges policies or procedures. If it is determined that a policy or procedure violation allegedly occurred, the Title IX/EEO Coordinator’s Office will commence an impartial investigation.
      • The Title IX/EEO Coordinator or the Director of Compliance shall be responsible for overseeing investigations. Investigations may be conducted by the Title IX/EEO Coordinator, Investigation Specialist, their designee, or an external investigator. The Title IX/EEO Coordinator or Director of Compliance shall inform the Complainant and Respondent of the name of the investigator assigned to their case. If a conflict of interest cannot be resolved or the allegations involve executive leadership, the Chancellor, Vice Chancellor of Human Resources, or the Director of Compliance may choose to hire an external investigator for Seattle Colleges.
    2. Interim Measures (may occur at any stage)

      The Title IX/EEO Coordinator, the Director of Compliance, or the Human Resource Director will work in collaboration with the school's or district's Human Resources Department and/or leadership to implement such measures. These steps are taken to protect both parties during discrimination, harassment, or bullying investigations until the investigation is concluded.

      Interim measures may include, but are not limited to:

      • Imposition of no-contact orders
      • Temporary rescheduling of classes
      • Extensions for deadlines and other course-related adjustments
      • Temporary work reassignments
      • Campus escort services
      • Increased security and monitoring of certain campus areas
      • Restriction on contact applied to one or more parties
      • Paid administrative leave
      • Job reassignment
      • Temporary supervisor change
      • Referrals for counseling or medical assistance
      • Summary suspension of the responding party consistent with the District’s student conduct code
      • Administrative leave of absence in compliance with College employment policies and collective bargaining agreements

      The Title IX/EEO Coordinator, Director of Compliance or the school’s Human Resources Department and/or leadership may modify or terminate interim measures during the informal resolution procedures. Interim measures will be terminated after a resolution has been determined.

    3. Informal Resolution (optional)

      The College encourages voluntary, collaborative approaches to resolving complaints that may be less adversarial and timelier than a full investigation. The Informal Resolution process enables the impacted party and the responding party to collaborate with a neutral facilitator, identifying concerns, exploring solutions, and reaching a mutually acceptable outcome. Participation is entirely optional and confidential, and any agreement reached is documented in writing.

      • Eligibility & Consent
        • Informal resolution (e.g., mediation) may be used when both parties agree in writing.
        • Not available for sexual violence allegations (those go through Policy 283).
      • Voluntary Participation
        • Either party can choose to enter mediation at any time during the process.
        • Either party may withdraw at any time; formal investigation then resumes.
      • Documenting Resolution
        • To resolve the matter, a written agreement is drafted collaboratively by the parties with the assistance of a third-party facilitator and signed by both parties.
        • A written notice will be sent to both parties confirming the complaint is closed.
      • Reconsideration Window
        • Either party may request reconsideration within 10 days of signing the agreement.
        • Requests must be in writing and follow the Post-Investigative Findings Reconsideration Process.
      • Sexual Violence Exception
        • In no event shall mediation be used to resolve allegations of sexual violence. If allegations of sexual violence are substantiated and meet the policy and procedural threshold outlined in Policy and Procedure 283, the investigation will follow the Title IX Sexual Harassment protocol as per Policy and Procedure 283.
    4. Formal Investigation
      • If, after the intake meeting, it is determined that a possible Policy 282 violation has occurred, the complaint will be thoroughly and impartially investigated.
      • The investigation process starts when a Notice of Investigation (NOI) has been sent from the Title IX/EEO Coordinators Office to the Complainant and Respondent and shall be concluded within a reasonable time, generally within 90 days.
        • If the investigation takes longer than 90 days to complete, the Title IX/EEO Coordinator Office will notify the Complainant and Respondent, describe the reasons for the delay, and provide an estimated time for completing the investigation.
      • The investigation shall include, but is not limited to, interviewing the Complainant, the Respondent, and any relevant witnesses; reviewing relevant documentation such as emails, text messages, photographs, video footage, personnel files, and prior reports or complaints; and examining any other evidence that may support or refute the allegation.
      • The investigator may also review policies, procedures, timelines, and contextual information to ensure a thorough and impartial assessment of the facts.
    5. Findings and Notice
      • At the conclusion of the investigation, the Investigator shall set forth their findings in writing and submit them to the District Title IX/EEO Coordinator.
      • The Title IX/EEO Coordinator or Designee will provide each party with written notice of the investigative findings, subject to the following limitations:
        • The Complainant shall be informed in writing of the findings only to the extent that such findings directly relate to the Complainant’s allegations.
        • The Complainant may be notified generally that the matter has been referred for any relevant disciplinary action.
        • The respondent shall be informed in writing of the findings only to the extent that such findings directly relate to the Complainant’s allegations.
      • The Respondent is entitled to review the investigative report, subject to any FERPA3 and/or other confidentiality requirements.
      • The Complainant is entitled to review the investigative report only to the extent that such findings directly relate to the impacted party’s allegations of Discrimination, Harassment, or Bullying, and subject to any FERPA and/or other confidentiality requirements.
      • Following the completion of an investigation:
        • For employee matters, post-investigative sanctions are issued by the College Leadership in consultation with the College Human Resources Department.
          • For student matters, sanctions are issued by the Student Conduct Officer and/or College Leadership, who are responsible for determining and imposing disciplinary action (see WAC 132F-121-110, Student Conduct Officer—Responsibilities).
          • In all cases, Investigators or the Title IX/EEO Coordinator do not determine or issue disciplinary outcomes; however, the Title IX Coordinator will review the sanctions imposed by College or District leadership to ensure that standards of fairness, equity, and uniformity are upheld.
      • For active employees and currently enrolled students, all official correspondence related to a complaint, and any resulting investigation, will be sent to the individual’s Seattle Colleges email account.

        For former employees, former students, and members of the public, correspondence will be sent to the email address provided upon submission of the complaint.

        Upon request, and when appropriate, official correspondence may also be sent to the individual’s last known mailing address or hand delivered.

  8. CONSOLIDATION OF ALLEGATIONS

    Allegations of discrimination, harassment, bullying, or hostile work environment may be consolidated into a single investigation when they involve multiple Respondents, multiple Complainants against one or more Respondents, or when one Party brings allegations against another Party arising from the same facts or circumstances.

  9. POST INVESTIGATIVE FINDINGS RECONSIDERATION PROCESS

    Either the Complainant or Respondent may request reconsideration of the investigative findings within ten (10) calendar days of receiving an outcome letter. Reconsiderations are only allowed for allegations of 282.1 Harassment and/or Discrimination. Requests for reconsideration should be in writing, specify which portion of the findings should be reconsidered, and be limited to the following grounds:

    1. A procedural error or omission occurred that significantly impacted the outcome of the investigation (e.g., substantiated bias, material deviation from established procedures). A summary of the procedural errors or omissions and their potential impact must be included in the submitted request for reconsideration.
    2. Consideration of new evidence unknown during the original investigation that could substantially impact the original finding or sanction. The request for reconsideration must include the reason this evidence was not submitted during the investigation process, a summary of the new evidence, and its potential impact on the investigation outcome.

    If the Complainant or Respondent fails to submit a written request for reconsideration complying with the procedure set forth above within ten calendar (10) days, the party will be deemed to have waived their right for reconsideration, and the report will be final.

    The conclusions reached during the reconsideration request process are final, concluding the investigation related to the filed complaint. However, this does not preclude the potential pursuit of other avenues of recourse available under different dispute resolution processes.

  10. NON-RETALIATION, INTIMIDATION AND COERCION
    1. Prohibition and Disciplinary Grounds
      • Retaliation against any person for reporting or participating in a complaint or in an investigation of a complaint under this policy constitutes independent grounds for disciplinary action.
    2. Protected Activities

      Retaliatory treatment is prohibited when it occurs because an individual has:

      1. Made a report of discrimination or harassment
      2. Acted as a witness
      3. Assisted someone else with a complaint
      4. Participated in prevention, education, or training related to discrimination or harassment
    3. Examples of Retaliatory Actions - including, but not limited to, the following:
      • For Students:
        • Receiving an undeserved low or failing grade on academic work
        • Being denied or given a poor reference for academic or campus employment
        • Negative changes to campus employment or financial aid
      • For Employees:
        • Demotion, suspension, or dismissal
        • Denial of promotion or tenure support
        • Unwarranted negative performance evaluations
        • Unfavorable schedule changes or punitive assignments
        • Reassignment to undesirable locations or tasks
        • Withholding of deserved professional support or resources
    4. Reporting Retaliation
      • Any person who believes they have been subject to retaliation based on a complaint or an investigation process should promptly contact:
        • The Title X / EEO Coordinator, or
        • The Human Resources Director
    5. Linkage to Main Procedure
      • Retaliation is handled as part of Procedure 282.1.2 (Non Retaliation) and is not a separate, standalone process.
  11. EMERGENCY REMOVAL (students)

    Student respondents may be summarily suspended from the District pending final resolution of the allegation pursuant to WAC 132F-121-250.

    To impose a summary suspension, the District must have probable cause to believe that the student violated the student conduct code, and that the student poses an immediate threat to the health and safety of the College Community or an immediate threat of significant disruption to College operations. Nothing in this procedure prohibits the College from placing non-student employees on administrative leave pending final resolution of the allegations.

  12. SANCTIONS AND DISCIPLINE (employees and students)

    Employees or students found responsible for discrimination, harassment, bullying and/or retaliation may be subject to disciplinary action up to and including termination of employment or dismissal from the District.

    Student discipline for discrimination, harassment or bullying is addressed under the student conduct code and associated student conduct procedures PP 375 ( WAC 132F-121).

    Employee discipline for violation of Policy 282 is addressed through procedures in employment contracts, employee handbooks, and applicable Collective Bargaining Agreements4 (CBA).

  13. CRIMINAL CLAIMS

    Discriminatory or harassing conduct may also be, or occur in conjunction with, criminal conduct. Criminal Claims may be filed with the applicable law enforcement authorities.

    Call 911 in case of emergency.

    Security Contacts
    Location Office/Room Phone Number Notes
    North Seattle College CC 1252 206.934.3636
    Seattle Central College BE 1108 206.934.5442
    Seigal Center BE 1108 206.934.5442
    Wood Technology Center 206.934.5442
    Health Education Center 206-255-3974
    / 206.934.5442     		Security officers usually sit at a table just inside the main entrance on the south side of the Pacific Tower Building.
    Seattle Maritime Academy 206.934.5442
    South Seattle College RSB62A 206.934.5157
    Georgetown Apprenticeship and Education Center C102 206.354.6185
    Emergency 911 Call in case of emergency.

    The College reserves the right to proceed with an investigation of harassment and discrimination Claims regardless of whether the underlying conduct is subject to civil or criminal prosecution.

  14. OTHER DISCRIMINATION CLAIM OPTIONS

    Discrimination Claims may also be filed with the following federal and state agencies:

    Federal / State Agencies
    Agency Website
    Washington State Human Rights Commission www.hum.wa.gov
    US Department of Education Office for Civil Rights www2.ed.gov/about/offices/list/ocr/
    Equal Employment Opportunity Commission www.eeoc.gov
  15. GLOSSARY
    Allegation:
    A description of facts that allege a violation of the district’s prohibition against discrimination or harassment based on membership in a legally protected class.
    Bullying:
    Bullying is unwelcome conduct, whether verbal, physical or otherwise, including cyberbullying, cyberstalking, cyber misconduct or online harassment, that is objectively offensive and sufficiently severe, or persistent, and/or pervasive, as to alter the terms or conditions of employment or substantially limit the ability of a student to participate in or benefit from the Colleges' educational and/or social programs, including student housing.

    Bullying may be top-down, perpetuated by someone with greater positional power towards another with lesser positional power; bottom-up, perpetuated by someone with lesser positional power towards someone with greater positional power; or peer-to-peer.

    Mobbing is another form of bullying and occurs when abusive behaviors stem from a group of individuals targeting one individual across any power-level. For example:

    1. A group of subordinate employees may mob against a supervisor.
    2. A group of workers may mob against a fellow worker on the same power-level.
    3. A group of employees and supervisor(s) may mob against a subordinate employee or even another supervisor on the same or different power-level.

    Providing feedback or directives to employees as part of their job duties falls within the scope of a supervisor's responsibilities and does not constitute bullying. Supervisors are integral to overseeing daily operations and ensuring team efficiency. Their duties include offering clear and constructive feedback to support employees' professional development and the team's overall success.

    This policy is not intended to restrict constitutionally protected expressive activity, the exercise of academic freedom, or other conduct otherwise protected by law.

    Petty slights, annoyances, offensive utterances, and isolated incidents (unless extremely serious) typically do not qualify as bullying.

    Complainant/Impacted Party:
    An employee(s), applicant(s), student(s), or visitor (s) of the Seattle District College who alleges that they have been subjected to or have witnessed discrimination, harassment, or bullying. The impacted party is the individual who may have allegedly been directly impacted by discrimination, harassment, or bullying, and is not necessarily the Complainant; witnesses or other third parties may report concerns.
    Conflict of Interest:
    When the person conducting the investigation has a personal connection or interest that could potentially bias their judgment or influence the outcome of the inquiry, preventing them from being impartial, such as having a personal relationship with the accused, the complainant, or key witnesses involved in the case; or having a financial stake in the investigation's result could compromise their judgment, decisions, or actions during an investigation.
    Consent:
    Knowing, voluntary and clear permission by word or action, to engage in mutually agreed upon sexual activity. Each party has the responsibility to make certain that the other has consented before engaging in the activity. For consent to be valid, there must be at the time of the act of sexual intercourse or sexual contact actual words or conduct indicating freely given agreement to have sexual intercourse or sexual contact.

    A person cannot consent if they are unable to understand what is happening or are disoriented, helpless, asleep, or unconscious for any reason, including due to alcohol or other drugs. An individual who engages in sexual activity when the individual knows, or should know, that the other person is physically or mentally incapacitated has engaged in non-consensual conduct. Intoxication is not a defense against allegations that an individual has engaged in non-consensual sexual conduct.

    Disciplinary Sanction:
    Means consequences imposed on a Respondent following a determination that the Respondent violated the College’s policy prohibiting discrimination and/or harassment. Sanctions may include, but are not limited to:
    • mandatory training or counseling
    • transfer or reassignment
    • verbal or written warning
    • censure
    • demotion
    • reduction in pay
    • withholding of pay increases
    • denial of professional or retraining leave
    • withholding of promotion
    • suspension
    • student summary suspension
    • administrative leave
    • dismissal
    • expulsion
    Discrimination:
    Unfavorable treatment of a person based on that person’s membership or perceived membership in a legally protected class. Harassment based on a party’s membership in a protected class is a form of discrimination.
    Harassment:
    A form of discrimination consisting of physical or verbal conduct that denigrates or shows hostility toward an individual because of their membership in a protected class or their perceived membership in a protected class.

    Harassment occurs when the conduct is objectively offensive and sufficiently severe, persistent, or pervasive that it has the effect of altering the terms or conditions of employment or substantially limiting the ability of a student to participate in or benefit from the Colleges' educational and/or social programs.

    Petty slights, annoyances, offensive utterances, and isolated incidents (unless extremely serious) typically do not qualify as harassment.

    Examples of conduct that could rise to the level of discriminatory harassment include but are not limited to the following:

    1. Epithets, "jokes," ridicule, mockery or other offensive or derogatory conduct focused upon an individual's membership in a protected class.
    2. Verbal or physical threats of violence or physical contact directed towards an individual based upon their membership in a protected class.
    3. Making, posting, emailing, texting, or otherwise circulating demeaning or offensive pictures, cartoons, graffiti, notes, or other materials that relate to protected classes.
    Hostile Work Environment:
    Under Seattle Colleges District procedures, the definition and required elements of a hostile work environment differ depending on whether the alleged behavior constitutes discrimination/harassment (Procedure 282.1) or bullying (Procedure 282.2):
    • Under Procedure 282.1 (Discrimination and Harassment):
      Hostile work environment is a form of harassment that must be based on the complainant’s membership in a protected class. The conduct must be objectively offensive and sufficiently severe, persistent, or pervasive to alter the terms or conditions of employment.
    • Under Procedure 282.2 (Bullying):
      Hostile work environment shares the same elements as bullying. The conduct must be unwelcome, objectively offensive, and persistent and/or pervasive enough to change the terms of employment. However, unlike 282.1, this behavior does not need to be based on the complainant’s membership in a protected class.
    Informal Resolution:
    Is a voluntary process, such as mediation, used to resolve complaints with written agreement from both parties. Either party may withdraw at any time, resuming the formal investigation. If a resolution is reached, it is documented in a signed agreement, with an option to request reconsideration within 10 days. Informal Resolution is not allowed for allegations of sexual violence.
    Intake Meeting:
    An intake meeting aims to gather information to evaluate further whether a policy or procedural violation has occurred. It is a preliminary step before an investigation, not the start of one.
    Investigation Procedure:
    This is the method the College employs to address and resolve issues, including misconduct and policy or procedural violations. It involves assessing the validity of complaints, collecting evidence, developing allegations, making determinations, and managing the investigation's outcomes.
    Preponderance of Evidence:
    Refers to a standard of proof where something is more likely to be true than not. It is the lowest burden of proof. This standard requires that the evidence shows the allegations are more than 50% likely to be true.
    Protected Class:
    Persons who are protected under state or federal civil rights laws, including laws that prohibit discrimination on the basis race or ethnicity, color, age, national origin, religion, creed, marital status, sex, pregnancy, gender, gender identity, sexual orientation, gender expression, status as an honorably discharged veteran or disabled veteran or military status, or use of a trained guide dog or service animal, or presence of perceived or actual physical, sensory, or mental disability.
    Resolution:
    How an allegation is finally addressed. This may be accomplished through informal or formal processes, including but not limited to counseling, mediation, the formal imposition of disciplinary sanctions, or a combination of processes.
    Respondent:
    A Seattle Colleges employee, student, volunteer, or visitor who is alleged to have harassed, discriminated against or bullied another person or persons in violation of this policy.
    Retaliation:
    Retaliation means intimidation, threats, coercion, or any other adverse action taken against a person by the College, a student, an employee, or any other individual authorized by the College to provide aid, benefit, or service under its education programs or activities, for the purpose of:
    • Interfering with any right or privilege secured by College policies and procedures; or
    • Punishing a person because they have reported information, made a complaint, testified, assisted, participated in — or refused to participate in — any manner in an investigation, proceeding, hearing, informal resolution process, or disciplinary action.

    Nothing in this definition precludes the College from requiring an employee to provide aid, benefit, or service under the College’s education program or activity to participate as a witness in, or otherwise assist with, an investigation, proceeding, or hearing.

    Stalking:
    Stalking is a course of conduct whether in person or online where a person knows or reasonably should know that their actions would cause a reasonable individual to feel frightened, intimidated, or harassed, even if the person lacks that specific intent. Cyber-stalking includes the use of electronic communications such as email, instant messaging, learning-management-system messages, electronic bulletin boards, or social-media sites — to harass, abuse, bully, or engage in other conduct that harms, threatens, or is reasonably perceived as threatening the health or safety of another person.
    Summary Suspension:
    Means an emergency suspension of a student Respondent pending investigation and resolution of disciplinary proceedings pursuant to the procedure and standards set forth in WAC 132F-121-250. A summary suspension is not a form of discipline and is not a finding of responsibility for violating the student conduct code.

Companion Document : Pol
Adoption Date : 2023/05/11
Revision Date : 2026/06/19