6.8 Remote Work (NEW)
- Establishes a formal policy and agreement to allow for remote work arrangements when appropriate
- Responds to Covid “lessons learned” about the advantages of remote work in some circumstances.
- Establishes criteria for remote work arrangements to ensure consistent treatment of remote work requests by employees or supervisors.
- Requires annual review of remote work arrangements
11.22 Economic Development Participation
6.5 Title IX Sexual Harassment
6.4 Sexual Misconduct (revised)
IIIB. Clarified that a Responsible Employee’s Duty to Report includes reporting “potential” violations and is required regardless of what capacity the employee is in when they become aware of the concern.
IIIC. Retaliation: Include portion of definition consistent with EO and Non-discrimination policy.
IIID. Added language to “False statements” section to clarify that a “not responsible” finding is not sufficient to meet burden of showing a false statement was knowingly, intentionally and maliciously made.
- Added “intimidation” to explanation of how consent may be coerced.
- Also added “Any sexual activity without consent is prohibited by this policy when a participant knew or reasonably should have known that consent was not present or had been withdrawn.”
IXK. Sexual exploitation: remove “student” from definition to clarify that prohibition on sexual exploitation includes non-students.
IXL. Sexual Harassment: removed gendered language so definition now includes: “Unsolicited, offensive behavior may involve harassment of an individual(s) of any gender against another individual or individuals of any gender.”
XA2. Add specific language clarifying that programming includes information about the “procedures for institutional disciplinary action”.
XB1. Language specifies that Clery-crimes reported to Campus Police will be referred to Title IX Coordinator; edited to add that other possible violations of this policy that are reported to GRCC police will also be referred to Title IX Coordinator. Also added clarification that GRCC police can help complainants identify correct jurisdiction for a possible crime that occurred off campus.
XB2. Added clarifying language to provide additional information about:
- Victims’ rights; this information is available to every complainant regardless of whether they pursue a criminal complaint or whether the offense is alleged to have occurred on campus.
- written notification is provided to complainants about protective measures, including assistance in requesting them and how to do so.
- institutional no-contact orders
XB3. Withdrawal of complaint: Added language to address circumstance where Complainant withdraws complaint after the investigation is completed: “If the Complainant withdraws the complaint at any point before the final appeal options have been exhausted, this may affect the outcome of the investigation.”
XB5. Provision of Resources: Updated language throughout policy indicating that the Center for Women in Transition in Ottawa County has been renamed to Resilience, and is gender inclusive.
XB6. Added clarification of the content of training provided to employees involved with the investigation and adjudication process under this policy.
For more information, please visit the policy website.