In this event, their absence from the workplace should not be interpreted as meaning they are guilty of any wrongdoing. Whenever a charge of harassment, threat, violence, etc., is considered by the College Affirmative Action Officer to warrant investigation beyond the initial complaint the next step will be to inform the accused that the charge has been lodged and the accused will at that time be given an opportunity to respond to the allegations. The accused will always have the right to bring a support person to any proceeding the accused attends. It should be the intention of every member of the community to maintain a working and learning environment free of harassment and violence. Therefore, no retaliatory action may be taken at any point in the process, against any individual because he or she makes a good-faith complaint against any member of the community.
False accusations can have serious effects on innocent men and women.
Accordingly, accusations which are not made in good faith may also be grounds for discipline, up to and including termination. The College has the discretion to apply any sanction, or combination of sanctions, to eliminate any unlawful conduct and remedy the impact of any harassment or threats. Faculty members charged with a violation of this policy will be governed by the Grievance and Dismissal Procedure as written in the Faculty Handbook. Members of the Operating Engineers, Local 70, will be governed by their current contract procedures for grievance and dismissal. Students charged with a violation of this policy will be governed by the sanctions outlined in the Judicial Procedures section of the Student Handbook.