There are three (3) policies that govern faculty and/or staff behavior directed toward students.
First, the College Anti-Discrimination Policy prohibits discrimination on the basis of race, color, national origin, gender, sex, age, religion, disability, or sexual orientation in its educational programs and activities or employment practices. This includes harassment, which includes a wide range of abusive and humiliating verbal or physical behaviors that are directed against a particular person or persons because of one of the above named qualities. This includes creating a “hostile environment” where the conduct is sufficiently severe or pervasive to alter the conditions of the person’s employment or educational experience at the college. Discrimination occurs when race, national origin, color, gender, sex, age, religion, disability, or sexual orientation are used as irrelevant criteria for action in employment or educational programs.
Students, faculty, or staff who believe they have been discriminated against may obtain redress through
- Informal resolution procedures, which may include several forms of direct and/or indirect communication with the person who has allegedly engaged in discriminatory behavior. The complainant may communicate directly, have an advisor communicate directly, either may communicate with a supervisor, or both parties can engage in a mediated process. Advisors for this process include the Title IX Coordinator, the Chaplain and the Sexual Assault Response Coordinator.
- Formal Grievance procedures, which entails filing a formal written complaint with the college’s Title IX coordinator. Although informal resolution is highly encouraged, formal complaints may be filed without first proceeding through informal consultation, except in the case of a student complaint about a faculty member's conduct within the classroom or other academic contexts. In this situation, the student must first consult informally with the dean or associate dean of the college, or the vice president for student life/dean of students, or the either of the associate deans of students. If the administrator determines that the behavior complained about is within a faculty member’s academic freedom and/or does not come within this policy’s definition of harassment, the administrator will attempt to resolve the problem by means of the informal procedures outlined in this policy. If this is not possible, the administrator will issue a written report of his or her findings. This report will be available to the grievance committee, if a formal complaint is filed.
The formal complaint should be filed as soon as possible after the allegedly discriminatory conduct but, in no event, later than six months after the last alleged incident of discrimination. Formal complaints are investigated by a five-person committee selected by the college's Title IX coordinator.
A second policy that addresses faculty or staff behavior is the Sexual Harassment Policy. Sexual harassment includes, but is not limited to: unwelcome sexual advances, requests for sexual favors, and other unwelcome verbal or physical conduct of a sexual nature where submission to such conduct is made a term or condition of the student’s employment or education; or submission or rejection of such conduct is used as the basis for employment or educational decisions affecting the student, or such conduct has the effect or purpose of substantially interfering with a student’s work or academic performance or of creating an intimidating, hostile or demeaning employment or learning environment. Formal complaints of staff or faculty behavior are handled through the Anti-Discrimination policy, above.
A third policy that addressed faculty behavior is the Consensual Relations Policy. The educational mission of Colorado College depends upon a learning and working environment marked by mutual respect and trust among members of the College community and by confidence in the fundamental fairness of decisions that affect their well-being. Personal relationships that have the potential to undermine personal trust or the perception of fairness are thus contrary to the College’s central purpose. Particularly problematic are consensual sexual relationships, past or present, between two members of the College community in which one person exercises supervisory or evaluative authority over the other. In the interest of ensuring a living, learning, and working environment that supports its mission, Colorado College has adopted the following policy regarding consensual sexual relationships: 1) Colorado College prohibits all sexual relationships between members of the faculty and students. 2) Colorado College does not allow any member of the College community who is involved in a sexual relationship with a person over whom he or she has supervisory or evaluative authority to continue to exercise such authority over the subordinate party.