In accordance with Quincy College’s commitment to equal opportunity in education and employment, and to promoting equal opportunity and ensuring that students, employees, applicants for admission and employment have equal opportunity, Quincy College prohibits discrimination against any individual on the basis of race, traits historically associated with race which shall include but not be limited to hair texture, hair type, hair length and protective hairstyles, color, religion, religious creed, sex, gender, age, national origin, ancestry, ethnicity, physical or mental disability, sexual orientation, gender identity and/or expression, genetic information, military service, veteran status, marital status, pregnancy or pregnancy-related condition which shall include but not be limited to lactation or the need to express milk for a nursing child, marital or parental status, marital or parental status and any other legally protected category (also referred to in this policy as protected class or protected characteristics).
The College prohibits discrimination against an individual based upon their relationship with someone in a protected class described above. The College prohibits discrimination against an individual for bringing a complaint of discrimination or participating in complaint-related activity such as cooperating and/or assisting in an investigation of any complaint of discrimination based upon protected status.
This policy extends to all rights, privileges, programs, and activities of the College.
The coordination and implementation of this policy is the responsibility of the Vice President of Student Success and Partnerships and Human Resources.
Individuals requesting information or needing to report complaints or concerns are encouraged to contact the College. The following is important contact information for students, employees, applicants, or anyone seeking to gain information or bring forward a complaint or concern.
Students:
Meghan Giovannoni
504 Coordinator, EEO Coordinator and Student Accessibilities
Vice President of Student Success and Partnerships
Phone: (617) 984-1724
mgiovannoni@quincycollege.edu
Staff:
Elizabeth M. LaForest, Human Resources
EEO Coordinator Phone: (617) 984-1610 ,br>
elaforest@quincycollege.edu
Students and employees may also contact:
Jessica Cherry, Esq. Chief of Staff
Phone: (617) 984-1774
- Anti-Discrimination Commitment and Confidentiality
- Commitment to Providing Reasonable Accommodations - Accommodations of Individuals with Disabilities; Accommodation of Religious Beliefs, Pregnancy and Pregnancy Related Conditions
- Procedures
- Employee Responsibility
- Ensure that his/her conduct does not discriminate against other employees, students, applicants for employment, applicants for admission or any other individuals in the workplace;
- Confidentially and thoroughly cooperate in any investigation of alleged discrimination by providing any/all information they possess concerning the matter being investigated;
- Not retaliate against any individual who puts forth a claim of discrimination or cooperates with an investigation of an allegation of discrimination; and
- Actively participate in the College’s efforts to prevent and eliminate discrimination in the workplace and learning environment.
- Coordination with other Policies
Quincy College is committed in spirit as well as in action, to not only meet, but also to exceed all federal, state and local statutes governing equal opportunity and inclusion. The College is an academic community dedicated to openness, tolerance and respect. Our doors are open to all students and employees, and it is our policy to guarantee equal employment and educational opportunities without regard to age, race, sex, gender, religious creed, color, religion, traits historically associated with race which shall include but not be limited to hair texture, hair type, hair length and protective hairstyles, marital or parental status, national origin, ancestry, ethnicity, veteran status, military service, sexual orientation, gender identity or expression, pregnancy and pregnancy- related medical conditions, genetic information, physical or mental disability and any other legally protected categories.
The College is committed to maintaining and promoting a policy of non-discrimination in all aspects of its educational programs and employment. The College does not discriminate, and does not permit discrimination in any aspect of the College existence, including but not limited to its education programs or in admissions to, access to, treatment in its educational programs, or employment in its programs and activities and does not tolerate discrimination.
As is discussed more in the below policy, all investigations of violations of this policy will be conducted in such a way as to maintain confidentiality to the extent practicable under the circumstances. Adherence to confidentiality is expected of all individuals directly and indirectly involved with the investigation process.
For additional information, please also see other College’s Policies on Student Accessibility and Accommodations
In accordance with Section 504, the Americans with Disabilities Act, and all other State and Federal laws, the College prohibits any form of discrimination against persons with disabilities and is committed to providing equal access to individuals with disabilities and ensuring that students, employees, and others with disabilities, are not denied access to programs or activities, employment opportunities, property and facilities, or any other aspect of the College employment and/or education.
In accordance with all applicable laws and policies (including the ADA, Section 504 and State laws), the College provides accommodations to persons with disabilities to ensure access to College, which includes but is not limited to, programs, employment, activities, facilities, and any other aspect of the College and College experience.
The College is committed to and will provide reasonable accommodations in accordance with all applicable laws for religious practices and beliefs.
The College is committed to and will provide reasonable accommodations in accordance with all applicable laws for pregnancy and pregnancy-related conditions.
As discussed more below and in other policies, the College will investigate any complaints or concerns of violation of this policy. Investigations will be conducted in accordance with this or any other applicable policy and law, such as the College’s Sex Discrimination Policy, Title IX, Title VI, Section 504, and the state and federal workplace anti- discrimination laws.
As noted above, all employee questions, concerns, or complaints regarding Sections 503 and 504 of the Rehabilitation Act of 1973; the Americans with Disabilities Act of 1990 or regarding services for students with disabilities or student concerns or complaints regarding Sections 503 and 504 of the Rehabilitation Act of 1973; the Americans with Disabilities Act of 1990 should be forwarded to Meghan Giovannoni, Vice President of Student Success and Partnerships at 617-984-1774. Please also see other College Policies addressing Accommodations.
In accordance with laws and policies, all College employees (including student employees) have the responsibility to:
This policy applies to all services, education programs, employment practices and employment programs sponsored by the College and incorporates by reference and where applicable, the requirements of Federal Executive Orders 11246 and 11375 as amended; the Civil Rights Act of 1964 as amended; the Civil Rights Restoration Act of 1988; the Civil Rights Act of 1991; Title IX of the Higher Education Amendments of 1972, as amended; Sections 503 and 504 of the Rehabilitation Act of 1973; the Americans with Disabilities Act of 1990, as amended; Section 402 of the Vietnam Era Veterans Readjustment Assistance Act of 1974 and the Family and Medical Leave Act of 1993; applicable state laws.
This policy is in addition to other College policies addressing anti-discrimination and accommodations such as Title IX, College policy on Sex Discrimination, reasonable accommodations, and student accessibility. Please also see College Policies which further address accommodations to all individuals, including applicants, employees, students and guests, which allow them equal access to educational opportunities, the ability to perform the essential functions of a job, equal access to the application process (students and employees).
In the event of an inconsistency between this policy and the law, the law will govern.
II. Quincy College Policy and Campus ResponsibilityThese procedures are designed to implement Quincy College’s policies which require equal opportunity for all members of the Quincy College community as described above, and which prohibit any form of discriminatory harassment of any member of the Quincy College community. Quincy College is committed to enforcing the requirements of applicable federal and state laws, including but not limited to Title VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of1972, and Chapter 151B of the Massachusetts General Laws.
Furthermore, it is the policy of Quincy College to promote a College community that is free of discriminatory harassment of any type, including sexual harassment. Harassment consists of conduct, whether verbal or physical, that is based on a characteristic or class protected by law, such as race, color, religion, religious creed, gender, sex gender identity or expression, age, sexual orientation, national origin, ancestry, ethnicity, disability, veteran status, military status, pregnancy or pregnancy-related medical condition, genetic information, traits historically associated with race which shall include but not be limited to hair texture, hair type, hair length and protective hairstyles, marital or parental status, and any other legally protected categories. Harassment includes conduct that is based upon an individual’s relationship with someone in a protected class. Harassment includes conduct that is in retaliation toward an individual because they have provides information about, complained about, cooperated and/or assisted in an investigation of any complaint of discrimination, i.e. protected complaint-related activity.
Quincy College will not tolerate such harassing conduct that affects employment or educational condition or interferes unreasonably with an individual’s school or work performance, or that creates an intimidating, hostile, or offensive work or school environment.
Harassment of employees or students occurring on campus, in connection with work- related travel, and/or at Quincy College sponsored events will not be tolerated.
As noted above, retaliation against an individual who has complained about harassment or retaliation against individuals for cooperating with an investigation of a harassment complaint is similarly unlawful and will not be tolerated.
Quincy College takes allegations of harassment and violations of equal opportunity seriously and will respond promptly to complaints. Where it is determined that inappropriate conduct has occurred, Quincy College will act promptly to eliminate the conduct and will impose corrective action as necessary, including disciplinary action where appropriate, which may include termination of employment or school-related discipline. Each campus is responsible for disseminating and enforcing the policy and procedures so that each member of the college community is aware of the policy and held responsible for his/her behavior.
Equal Opportunity - Definition
“Equal opportunity” means the right to enjoy equal opportunity in employment, admission to, and participation in Quincy College’s programs and activities, the provision of College services, and the selection of vendors who provide services or products to Quincy College, without regard to an individual’s race, color, religion, religious creed, sex, gender, age, sexual orientation, gender identity and expression, national origin, ancestry, ethnicity, pregnancy or pregnancy-related medical condition, disability, military, veteran status, traits historically associated with race which shall include but not be limited to hair texture, hair type, hair length and protective hairstyles, marital or parental status, or any other legally protected category.
Discriminatory Harassment - Definition
Discriminatory harassment prohibited by the College includes any inappropriate verbal or physical conduct toward an individual(s) on the basis of race, color, religious creed, religion, national origin, sex, gender, sexual orientation, ancestry, ethnicity, age, disability, genetic information, veteran status, military status, gender identity or expression, pregnancy and pregnancy- related medical condition, traits historically associated with race which shall include but not be limited to hair texture, hair type, hair length and protective hairstyles, marital or parental status, or any other characteristic protected by law (also referred to as “Protected Class or Characteristic”). Discriminatory harassment can take any number of forms and may include, but is not limited to, the following:
- Verbal harassment (including if made electronically); e.g., suggestive, insulting or derogatory comments, epithets, innuendoes, sounds, jokes, teasing or slurs based on any of the above categories, and sexual propositions or threats.
- Physical harassment; e.g., assault, impeding or blocking movement, or any unwanted physical contact or interference with normal work or movement, including touching, pinching, brushing the body, sexual contact or assault when directed at an individual because of any of the above categories.
- Nonverbal harassment; e.g., derogatory posters, cartoons, suggestive objects, pictures, letters or drawings; also such actions as leering, whistling, or obscene gestures based on any of the above categories.
- Display or circulation of written materials or pictures that are degrading to a person or group as previously described; and
- Verbal abuse or insults about, directed at, or made in the presence of an individual or group as previously described.
Sexual Harassment: For information regarding Sexual Harassment, please refer to the Quincy College Sex Discrimination Policy and Procedures in Accordance with the Violence Against Women Act.
Prohibited Retaliation - Definition
Retaliation against an individual who makes a report of harassment prohibited by this policy or cooperates in an investigation of a complaint regarding such harassment will not be tolerated. Retaliation is unlawful and is a serious violation of this policy and should be reported immediately. An individual who has engaged in a protected activity is protected against retaliation. A protected activity consists of the following:
1) opposing a practice made unlawful by one of the employment discrimination statutes or College policy; or 2) filing a charge, testifying, assisting, or participating in any manner in an investigation, proceeding, or hearing under the applicable statute. Any individual who believes they are the victim of retaliation as described above, may file an oral or written complaint of retaliation with Human Resources, the Title IX Coordinator(s) or designee. The complaint of retaliation will be addressed in accordance with the provisions of these Equal Opportunity and Anti-Harassment Complaint Procedures. The complaint of retaliation will be treated as a new and separate complaint.
Confidentiality
The investigation will be conducted in such a way as to maintain confidentiality to the extent practicable under the circumstances. Adherence to confidentiality is expected of all individuals directly and indirectly involved with the investigation process and its final determination.
Complaint Procedures
When a complaint is received, the College will promptly investigate the complaint in a fair and expeditious manner.
These complaint procedures are available to any member of the Quincy College community who believes that he or she has been discriminated against or harassed, and/or believes that s/he has facts or information indicating a potential violation of this policy. In addition, applicants; visitors; guest lecturers; contractors, their agents and employees may use these procedures where applicable to bring complaints against members of the Quincy College community whom they believe have engaged in discrimination or harassment or retaliation in the course of the educational, work or other official activities of Quincy College, such as sporting events or lectures. Members of the Quincy College community includes, of students, faculty, and other full and part- time employees of Quincy College.
These procedures are available regardless of whether the person alleging discrimination or harassment or retaliation (the “complainant”) has filed a complaint with any outside agency or court.
The Provost/Chief Academic Officer will be notified whenever the person accused of discrimination or harassment or retaliation (the “respondent”) is a Quincy College student or faculty member.
The Director of Human Resources will be notified whenever the person accused of discrimination or harassment or retaliation (the “respondent”) is a Quincy College faculty or staff member.
Those found to be in violation of Quincy College’s discrimination or harassment or retaliation policy will be subject to disciplinary sanctions. Disciplinary sanctions shall be based on the nature and severity of the offense as well as any record of prior disciplinary action imposed on the respondent. In general, sanctions may include, but are not limited to, one or more of the following: apologies, public reprimands, written warnings, letters of reprimand, attendance at appropriate workshops, and, in the case of employees, suspension, denial of merit pay for a specified period of time, involuntary demotion, removal from administrative or supervisory duties, and/or termination of employment. Students may also be issued oral reprimands, put on disciplinary probation, suspended from Quincy College for a stated period of time, and/or expelled from Quincy College.
In investigating complaints under this procedure, Quincy College may impose discipline for inappropriate conduct without regard to whether the conduct constitutes a violation of the law and may take corrective action even if the conduct does not rise to the level of violating Quincy College’s equal opportunity and anti-harassment policies.
Investigations which fall within the scope of certain laws or procedures will be conducted accordingly. This includes the College Sex Discrimination Policy and Procedures as well as
Federal Grievance Procedure Requirements under Title IX, Section 504, the Americans with Disabilities Act, Age Discrimination Act, and Title VI.
The primary responsibility for ensuring that a proper investigation and resolution of discrimination or harassment or retaliation complaints rests with individuals responsible for complaints in various areas.
Initiating Complaints
Any individual has the right to file a complaint with the College. This may be done in writing or orally. Complaints may be brought to any of the following individuals:
Meghan Giovannoni,
Title IX Coordinator, 504 Coordinator, EEO Coordinator and Student Accessibilities
Vice President of Student Success and Partnerships
Phone (617) 984- 1724
mgiovannoni@quincycollege.edu
Elizabeth M. LaForest, EEO Coordinator and Vice President of Human Resources
Phone (617) 984-1610
elaforest@quincycollege.edu
Students and employees may also contact:
Jessica Cherry, Esq. Executive Vice President/General Counsel Phone:
(617) 984-1774,
jcherry@quincycollege.edu
In the event an individual is not comfortable with contacting one of the above individuals, they may also contact a member of management or faculty member, who has a responsibility to forward the complaint to the proper coordinator and/or department for processing.
Notwithstanding any provision of this policy, Quincy College reserves the right to investigate and take action on its own initiative in response to behavior and conduct which may constitute discrimination or harassment or retaliation or otherwise be inappropriate, regardless of whether an actual complaint has been filed.
Complaint Investigation
All complaints will be promptly, thoroughly, and fairly investigated in accordance with appropriate procedures and applicable laws. Investigations which fall within the scope of certain laws or procedures will be conducted accordingly. This includes the College Sex Discrimination Policy and Procedures as well as Federal Grievance Procedure Requirements under Title IX, Section 504, the Americans with Disabilities Act, Age Discrimination Act, and Title VI. Subject to other policies and procedures, investigation of complaints shall generally include, but not necessarily be limited to, interviews with the individual alleging harassment or discrimination, the person alleged to have committed misconduct, and other individuals or parties as appropriate. The investigation will be conducted in such a manner as to maintain the confidentiality. Upon completing the investigation of a complaint, the College will communicate to the extent appropriate to the complainant and to the person alleged to have committed misconduct regarding the results of the investigation. If the College finds that inappropriate conduct has occurred, the College will act promptly to eliminate the conduct and where it is appropriate, also impose disciplinary action, such as listed below.
State and Federal Remedies
In addition to the above, reporting parties who believe they have been subjected to harassment may file a complaint with the respective state agency and/or the United States Equal Employment Opportunity Commission (EEOC). Using Quincy College’s complaint process does not prohibit an employee from filing a complaint with these agencies. Each agency has a specific time period for filing a claim: the EEOC allows 300 days; and the Massachusetts Commission Against Discrimination (MCAD) allows 300 days from the alleged incident or when the complainant became aware of the incident; The OCR allows 180 days (maybe longer in some circumstances) from the alleged incident or when the complainant became aware of the incident for filing a claim.
U.S. Equal Employment Opportunity Commission (EEOC)
https://www.eeoc.gov
John F. Kennedy Federal Building
475 Government Center
Boston, MA 02203
Phone 1-800-669-4000/Fax 617-565-3196/TTY 1-800-669-6820
Massachusetts Commission Against Discrimination (MCAD) Boston Office:
https://www.mass.gov/orgs/massachusetts-commission-against-discrimination
One Ashburton Place, Room 601 Boston, MA02108
Students may also file complaints with the Massachusetts Commission Against Discrimination at the address listed above or with the United States Department of Education’s Office for Civil Rights (OCR).
Office for Civil Rights (OCR)
U.S. Department of Education 8th Floor, 5 Post Office Square
Boston, MA 02109-3921
Phone: 617-289-0111/Fax: 617-289-0150
Approved by Quincy College Board of Governors: May 21, 2015
Revised: August 2020
Updated: August 2021, August 2022, August 2023, August 2024