Sexual Harassment
Title IX of the Education Amendments of 1972 prohibits sex discrimination in educational programs. FRCC, by virtue of its commitment to the ideals of dignity, equality, and mutual respect for all people, deplores, and condemns any form of sexual harassment. It is the intent of FRCC to comply with both the letter and the spirit of Title IX to make certain discrimination does not occur or adversely affect the educational environment. FRCC has a legitimate and compelling interest in prohibiting sexual harassment. Further, FRCC has an obligation to discipline those who do engage in sexually harassing behavior.
Sexual harassment in the educational environment may occur among students, administrators, faculty, staff, visitors, or other persons on campus or at college-related activities. The range of unwelcome, unwanted, and inappropriate behaviors may include, but are not limited to:
- An attempt to coerce an unwilling person into a sexual relationship.
- To repeatedly subject a person to egregious, unwelcome sexual attention.
- To punish a refusal to comply with a sexual based request.
- To condition a benefit on submitting to sexual advances.
- Sexual violence which is defined as threatening or causing physical harm, extreme verbal abuse, or other conduct which threatens or endangers the health or safety of any person.
- Violence between those in an intimate relationship.
- Stalking that is gender-based which is defined as repetitive and/or menacing pursuit, following, harassment and/or interference with the peace and/or safety of a member of the community; or the safety of any of the immediate family of members of the community.
- Gender-based bullying which is defined as repeated and/or severe aggressive behavior likely to intimidate or intentionally hurt, control or diminish another person, physically or mentally (excluding speech or conduct otherwise protected by the 1st Amendment).
- Gender expression/stereotyping which is defined as simplistic generalizations about gender attributes, differences, and roles of individuals and/or groups. Stereotypes rarely communicate accurate information about others. When people automatically apply gender assumptions to others regardless of evidence to the contrary, they are perpetuating gender stereotyping.
- Hazing which is defined as acts likely to cause physical or psychological harm or social ostracism to any person within the college community on the basis of gender, when related to the admission, initiation, pledging, joining, or any other group-affiliation activity.
- Discrimination which is defined as actions that deprive other members of the community of educational or employment access, benefits or opportunities on the basis of gender.
- Intimidation that is gender-based which is defined as implied threats or acts that cause a reasonable fear of harm in another.
Sexual harassment will not be tolerated at FRCC because it creates an unacceptable educational environment. Some situations may be resolved informally. Students who feel that they have been subjected to sexual harassment by other students should contact the Dean of Student Services or Human Resources at the Boulder County, Larimer, or Westminster Campuses. Complaints against FRCC employees should be filed with the Human Resources Office. Please see the Student Tab/General Information Channel of eWOLF for the current Student Sexual Harassment Complaint Procedure documents or go to https://publicdocs.maxient.com/incidentreport.php?FrontRangeCC.
The College prohibits and will not tolerate discrimination or harassment that violates federal, state law, or Board Policy 3-120 or Board Policy 4-120. The College does not discriminate on the basis of gender, sex, race, color, age, creed, national or ethnic origin, physical or mental disability, veteran status, pregnancy status, religion, genetic information, gender identity or sexual orientation. The College complies with Titles VI and VII of the Civil Rights Act of 1964, the Civil Rights Act of 1991, the Education Amendments of 1972 (Title IX), the Age Discrimination in Employment Act, the Rehabilitation Act of 1973, the Americans with Disabilities Act Amendments Act (2008), Pregnancy Discrimination Act of 1978, Vietnam Era Veterans Readjustment Assistance Act of 1974; Executive Order 11246, and sections 24-34-301, C.R.S. et seq. For the proper procedures regarding sexual misconduct, please refer to the System President's Procedures SP 3-120a and SP 4-120a, or contact Paul Meese, Executive Director for further information at 303-678-3707.