Procedures for filing a complaint
The grievance procedures and guidelines below are for Lansing
Community College students and employees who file a complaint
regarding discrimination and/or sexual harassment. The investigation
of all sexual harassment/discrimination complaints will be handled
through the
Office of Equal Opportunity and Diversity Programs.
Responsibility to report
Prompt reporting of all complaints is critical and necessary as it is
often difficult to trace the facts of an incident or incidents long after
they have occurred. It is recommended that complaints be filed within
sixty (60) calendar days of the alleged incident. All complaints will be
investigated. The Director of Equal Opportunity and Diversity Programs
is given the responsibility to identify and respond with the appropriate
level of fact finding for discrimination complaints.
Retaliation/Reprisal
If staff receive a complaint from a student or an employee regarding
discrimination and/or sexual harassment, ask the student or employee
to complete a complaint form and then forward the signed form to the
Director of Equal Opportunity and Diversity Programs Office.
Discrimination/sexual harassment forms are available in the
following offices: College Human Resources Office, Executive
Office, Divisional Dean’s Offices, and the Equal Opportunity and
Diversity Programs Office.
Do not investigate or discuss the complaint with others. Confidentiality
should be maintained by all involved in the complaint to protect the
creditability and integrity of the fact finding process.
If for some reason the form is not filled out, report the name of
the complainant, and his/her phone number, if known, to the Director
of Equal Opportunity and Diversity Programs (the Equal Opportunity (EO)
Officer) and encourage the complainant to contact the EO Officer.
The grievance procedures and guidelines below are for Lansing Community
College students and employees who file a complaint regarding discrimination
and/or sexual harassment. The investigation of all sexual
harassment/discrimination complaints will be handled through the
Office of Equal Opportunity and Diversity Programs.
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Investigation procedures
Actions may be taken by the Equal Opportunity Officer to informally
resolve a complaint which include, but is not limited to:
-
listening to the complainant to determine
desired action;
-
advising the parties about the College's
anti-discrimination policy and procedures;
-
having the complainant meet with the
respondent and the Equal Opportunity Officer to discuss the complaint;
and
-
meeting with supervisors or other
appropriate individuals to resolve the matter.
The EO Officer may investigate the
complaint or designate a person(s) who has been trained to investigate
the alleged complaint.
Functions of the investigator or investigation team
-
To help educate the LCC community about
discrimination and/or sexual harassment.
-
To assist in the investigation of
complaints of discrimination and/or sexual harassment brought by LCC
students or employees.
-
To make recommendations for resolution,
corrective action and/or disciplinary action when designated by the EO
Officer.
Timetable
An investigation will
begin no later
than twenty (20) working days following the receipt of the
discrimination/sexual harassment complaint form or immediately following
a request from the EO Officer. The investigation will conclude
once all appropriate information has been gathered or witnesses
interviewed.
Complaints
The EO Officer will contact the complainant
and inform him/her when the investigation will occur. The
complainant may be asked to submit additional information, if necessary,
for the investigation to continue. An exit interview will be
conducted with the complainant to review the results of the fact
finding.
Notification
The EO Officer will inform the alleged harasser/discriminator of the
complaint as soon as is practicable or if appropriate, within the timeliness
specified within the designated Master Agreement. The results of the investigation
will be reviewed with the alleged harasser/discriminator in the exit interview
upon the completion of the fact finding.
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