Human Resources Policies and Procedures

Union Contracts and HR Policy Manual
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Roxbury Community College Employee Affirmative Action, Diversity and Equal Employment Opportunity
Roxbury Community College is an Affirmative Action/Equal Opportunity employer and does not discriminate on the basis of race, creed, religion, color, gender, sexual orientation, age, disability, genetic information, maternity leave, national origin, or gender identity in its education programs or employment pursuant to the following: Massachusetts General Laws, Chapters 151B and 151C; Title VI of The Civil Rights Act of 1964; Title IX of the Education Amendments of 1972; Section 504 of the Rehabilitation Act of 1973; The Americans with Disabilities Act, and regulations promulgated thereunder; Code of Federal Regulations: 34 C.F.R. Part 100 (Title VI), Part 106 (Title IX) and Part 104 (Section 504).  All inquiries concerning application of the above should be directed to the College's Affirmative Action Officer, Coordinator of Title IX, and/or the Section 504 Coordinator.

Contact: Patricia West, Chief Human Resources/Affirmative Action Officer & Title IX Coordinator, at 617-541-5386, Administration Building Room 313; Jamica Love, Dean of Student Life and 504 Coordinator, at 617-933-7450.

Please note that the RCC policy on Affirmative Action, Equal Opportunity & Diversity may be found here.

Anti-Sexual Harassment Policy:
Sexual harassment is a form of sex discrimination and a violation of Title VII of the Civil Rights Act of 1964 and Title IX of the Educational Amendments of 1972. In 2004, the Commonwealth of Massachusetts Board of Higher Education – Massachusetts Community Colleges implemented a Policy on Affirmative Action which is the guideline for the fifteen (15) Community Colleges. This Plan contains a specific policy statement regarding sexual harassment which reads: Sexual harassment of a student, an employee, or any other person in the College is unacceptable, impermissible, and intolerable. Sexual harassment is a form of sex discrimination. It occurs in a variety of situations which share a common element: the inappropriate introduction of sexual activities or comments into the work or leaning environment. Often, sexual harassment involves relationships of unequal power and contains elements of coercion, as when compliance with requests for sexual favors becomes a criterion for granting work, study, or grading benefits. However, sexual harassment may also involve relationships among equals, as when repeated sexual advances or demeaning verbal behaviors have a harmful effect on a person’s ability to study or work in the academic setting.

For general purposes, sexual harassment may be described as unwelcome advances, requests for sexual favors, and other physical conduct and expressive behavior of a sexual nature when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or education; (2) submission to or rejection of such conduct by an individual is used as the basis for academic or employment decisions affecting that individual; or (3) such conduct has the purpose or effect of substantially interfering with an individual’s academic or professional performance and creating an intimidating, hostile, or demeaning employment or educational environment.

In addition to sexual harassment being unlawful, it is also unlawful to retaliate against a student, employee, or any other person in the College for filing a complaint of sexual harassment or for cooperating in an investigation of sexual harassment.

A student, employee, or any other person in the College who is found to have engaged in sexual harassment is subject to discipline up to and including, termination of employment or expulsion.  All disciplinary proceedings will be conducted in accordance with applicable collective bargaining agreements and/or personnel policies.

In keeping with these regulations, a concerted effort will be made to protect employees, students, and others from sexual harassment as defined. The final authority and ultimate responsibility for the prevention of sexual harassment will rest with the President of each Community College. The President or his/her designee will take all reasonable measures to prevent sexual harassment and will act positively to investigate alleged harassment and to affect a remedy when an allegation is determined to be valid, whether or not a formal grievance has been filed. However, the Affirmative Action & Title IX Officer will have the responsibility for the overall development, administration, and monitoring of all programs, policies, procedures, and regulations related to sexual harassment. Complaints about sexual harassment should be registered with P. Paul Alexander, Chief Human Resources and Affirmative Action Officer, and Title IX Coordinator for employees.  The College’s Dean of Enrollment Management and Student Affairs is the Title IX Coordinator for students.

The Affirmative Action Plan also contains a grievance process which is available to any college employee who believes that he/she has been subjected to discriminatory employment practices including, e.g., sexual harassment. An employee who believes that he/she has been subjected to sexual harassment may therefore utilize the process to discuss the problem with an appropriate college official of the same sex, if desired. A complete copy of the Affirmative Action Plan and Grievance Procedure is available on request, from the College’s Human Resources Department.

Sexual Violence – Victim’s Rights and Information pdf icon

Students and employees participating in an academic, community or clinical program that involves the potential for unsupervised contact with children, the disabled, or the elderly, are required to undergo a Criminal Offender Record Information (CORI) check and/or a Sex Offender Registry Information (SORI) check. Students found to have certain criminal convictions or pending criminal actions will be presumed ineligible to participate in such activities. Applicants with CORI and/or SORI records may be denied college employment under certain circumstances. The College's access to CORI and SORI records is authorized by the Commonwealth's Criminal History Systems Board pursuant to Massachusetts General Laws, and regulations issued by the Executive Office of Health and Human Services.

For more information regarding the College's CORI/SORI process, please contact Faye Naderi, Assistant Director of Human Resources and Affirmative Action, at 617-541-5378.