Discrimination and Harassment

Young Harris College is committed to maintaining a fair, respectful, and inclusive environment for living, work, and study. To that end, and in accordance with federal and state law, the College has adopted the following Non-Discrimination Policy which is applicable to employees, students, and any visitors, guests, patrons, contractors, or clients of Young Harris College.

 

Young Harris College does not discriminate on the basis of sex, gender, race, color, creed, religion, age, national origin, disability, genetic information, marital status, pregnancy, parental status, gender identity, gender expression, sexual orientation, military or veteran status (including status as a veteran of the Vietnam era), or any other protected category under applicable local, state, or federal law, ordinance or regulation. Further, Young Harris College prohibits retaliation for reporting or confronting harassment and/or discrimination and retaliation for using any process intended to address harassment and/or discrimination.

 

The Young Harris College Policy on Non-Discrimination applies to administering all educational programs and activities, admissions, financial aid, hiring and employment practices.  

 

If the behavior is sexual in nature, the student should follow the procedures set forth in the Sexual Misconduct Policy.

 

• A student who alleges sex or gender discrimination or harassment should contact the Title IX Coordinator, Naveela Philbeck, Director of Human Resources, (706) 379-5276, whose office is on the 2nd floor of the Pruitt Barrett building.
   
• For employees, allegations of sex discrimination or harassment may be reported to their supervisor, their supervisor’s supervisor, the Provost, or the Title IX Coordinator. For employees, the process for resolution may be through the Title IX process or through the process outlined in Policy 703 of the Employee Handbook, depending on the allegations presented.

 

All other claims of discrimination or harassment should follow the procedures outlined. The report should include as much detail as possible, such as the name(s) of the individual(s) involved, the names of any witnesses, direct quotations if language is relevant, the date, time, and location of the incident, descriptions of any conduct or gestures, and any documentary evidence (notes, pictures, cartoons, etc.) the student may have in their possession or is aware exists. All complaints shall be investigated according to the following procedures:

 

• Allegations of disability discrimination or harassment should be reported to the Vice President of Student Development or the Vice President of Student Development’s Designee located in the Student Development Office of the Rollins Campus Center (RCC).
   
• Allegations of age discrimination or harassment should be reported to the Vice President of Student Development or the Vice President of Student Development’s Designee located in the Student Development Office of the Rollins Campus Center (RCC).
   
• Allegations of race discrimination or harassment or national origin discrimination or harassment should be reported to the Vice President of Student Development or the Vice President of Student Development’s Designee located in the Student Development Office of the Rollins Campus Center (RCC).

 

The College follows the following steps once a harassment allegation is made:

 

1. The College shall issue a written notice indicating receipt of the complaint to both the accused and the complainant when an investigation will be initiated.
    
2. Any investigation will be conducted in an impartial manner.
    
3. The College will take reasonable efforts to maintain the confidentiality of students alleging a violation of the Discrimination and Harassment policy, however, such information may be revealed in order to carry out the College’s policies, in response to lawfully issued subpoenas and court orders, and in compliance with applicable law.
    
4. Any attempts to solve the matter informally by the parties must be mutual, voluntary, and facilitated by the appropriate coordinator listed above.
    
5. Upon completion of the investigation or resolution, parties will be provided with a written resolution of the complaint.
    
6. If prohibited behavior is substantiated, appropriate disciplinary action will be taken and communicated to the parties, as appropriate. For conduct that violates the Student Code of Conduct or the Employee Handbook, the appropriate hearing processes will be followed.

 

Young Harris College will take all steps necessary to prevent the recurrence of discrimination and/or harassment, and to correct the effects that discrimination and/or harassment may have on others.