The 2011 - 2013 General Catalog - East Los Angeles College

General Information
General
Information
marital status, cancer-related medical condition of an employee, sexual
orienation, age, physical or mental disability, or veteran status.
Definition of Sexual Harassment
Sexual harassment is unwelcome sexual advances, requests for sexual
favors, and other verbal, visual, or physical conduct of a sexual
nature where:
• Submission to the conduct is made either explicitly or implicitly
a term or condition of employment, academic status, or progress;
• Submission to, or rejection of, the conduct is used as the basis for
employment or academic decisions;
• Conduct has the purpose or effect of having a negative impact upon
work or academic performance, or creating an intimidating, hostile,
or offensive work or educational environment;
• Submission to, or rejection of, the conduct by the individual is used
as the basis for any decision affecting the individual regarding benefits,
services, honors, programs, or activities available at or through
the district.
Retaliation
Retaliation against anyone who makes a complaint, refers a matter
for investigation or complaint, participates in investigation of a complaint,
represents or serves as an advocate for an alleged victim or
alleged offender, or otherwise furthers the principles of this policy is
prohibited.
False Allegations
Anyone who files a complaint pursuant to this policy in which he or
she knowingly makes false allegations of fact shall also have violated
this policy and be subject to applicable or appropriate disciplinary process.
Complaints that a complainant has made false allegations about
a violation of this policy shall be made through this policy only.
Confidentiality
All persons involved in investigation of complaints shall have a duty
to maintain the confidentiality of the matters discussed, except as may
be required or permitted by law, which include the rules and regulations
of the District.
A complete record of each complaint and investigation shall be kept by
the Director of Diversity Programs.
The Written Decision or any Settlement Agreement regarding
the results of the investigation shall be placed in the personnel file
of each employee involved as an alleged offender, alleged victim or
complainant.
The specific rules and procedures for reporting charges of sexual
harassment and for pursuing available remedies are incorporated in
the LACCD Board Rules, Chapter XV. Copies of the policy may
be obtained from the college sexual harassment compliance officer,
Angelica Toledo at (323) 267-3746, the office of the Vice Chancellor
of Educational Programs and Institutional Effectivness, and the District
Diversity Programs Office.
Equal Employment Opportunity is the Law
Applicants to and employees of most private employers, state and local
governments, educational institutions, employment agencies and
labor organizations are protected under Federal law from discrimination
on the following bases:
RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN
Title VII of the Civil Rights Act of 1964, as amended, protects applicants
and employees from discrimination in hiring, promotion, discharge,
pay, fringe benefits, job training, classification, referral, and
other aspects of employment, on the basis of race, color, religion, sex
(including pregnancy), or national origin. Religious discrimination
includes failing to reasonably accommodate an employee’s religious
practices where the accommodation does not impose undue hardship.
DISABILITY
Title I and Title V of the Americans with Disabilities Act of 1990,
as amended, protect qualified individuals from discrimination on the
basis of disability in hiring, promotion, discharge, pay, fringe benefits,
job training, classification, referral, and other aspects of employment.
Disability discrimination includes not making reasonable accommodation
to the known physical or mental limitations of an otherwise
qualified individual with a disability who is an applicant or employee,
barring undue hardship.
AGE
The Age Discrimination in Employment Act of 1967, as amended, protects
applicants and employees 40 years of age or older from discrimination
based on age in hiring, promotion, discharge, pay, fringe benefits,
job training, classification, referral, and other aspects of employment.
SEX (WAGES)
In addition to sex discrimination prohibited by Title VII of the Civil
Rights Act, as amended, the Equal Pay Act of 1963, as amended, prohibits
sex discrimination in the payment of wages to women and men
performing substantially equal work, in jobs that require equal skill,
effort, and responsibility, under similar working conditions, in the
same establishment.
GENETICS
Title II of the Genetic Information Nondiscrimination Act (GINA) of
2008 protects applicants and employees from discrimination based on
genetic information in hiring, promotion, discharge, pay, fringe benefits,
job training, classification, referral, and other aspects of employment.
GINA also restricts employers’ acquisition of genetic information
and strictly limits disclosure of genetic information. Genetic information
includes information about genetic tests of applicants, employees,
or their family members; the manifestation of diseases or disorders in
family members (family medical history); and requests for or receipt
of genetic services by applicants, employees, or their family members.
RETALIATION
All of these Federal laws prohibit covered entities from retaliating
against a person who files a charge of discrimination, participates in a
discrimination proceeding, or otherwise opposes an unlawful employment
practice.
WHAT TO DO IF YOU BELIEVE
DISCRIMINATION HAS OCCURRED
There are strict time limits for filing charges of employment discrimination.
To preserve the ability of the U.S. Equal Employment Opportunity
Commission (EEOC) to act on your behalf and to protect your
right to file a private lawsuit, should you ultimately need to, you should
contact EEOC promptly when discrimination is suspected: The U.S.
Equal Employment Opportunity Commission (EEOC), 1-800-669-
4000 (toll-free) or 1-800-669-6820 (toll-free TTY number for individuals
with hearing impairments). EEOC field office information is
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