Roxbury Community College
Employee Affirmative Action, Diversity and Equal Employment Opportunity
Roxbury Community College is an Affirmative Action/Equal Opportunity Employer. We encourage applications from candidates who will enrich and contribute to the cultural and ethnic diversity of our College and do not discriminate on the basis of age, race, creed, color, religion, marital status, gender, sexual orientation, veteran status, national origin or disability status in its education programs or in admissions to, access to, treatment in, or employment in its programs or activities as required by the Title VI Civil Rights Act of 1964, Title IX, Education Amendments of 1972; Section 504 of the Rehabilitation Act of 1973; and regulations promulgated thereunder; 34 C.F.R. Part 100 (Title VI), Part 106 (Title IX), and Part 104 (Section 504); and the Americans with Disabilities Act of 1990. RCC is committed not only to meeting the requirements of laws, but also to creating an atmosphere of civility, collegiality, mutual respect, and inclusion that stimulates and supports all employees in their work at RCC. The equal employment opportunity and anti-discrimination laws informing RCC's policies and procedures include: Title VII of the Civil Rights Act of 1964 Civil Rights Act of 1991 Equal Pay Act of 1963 Age Discrimination in Employment Act of 1967 Rehabilitation Act of 1973 Americans with Disabilities Act of 1990 Chapter 151B of the General Laws of Massachusetts.
All inquires concerning application of the above and inquires concerning the College Sexual Harassment Policy/Title IX should be directed to Lance Toron Houston, Director of Human Resources and Affirmative Action, 617-427-0060, ext. 5368.
For RCC's Complete Affirmative Action Policy, click here...
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 XI of the Educational Amendments of 1972. In May of 1984 the Massachusetts Board of Regents of Higher Education approved an Affirmative Action Plan covering the fifteen (15) Community Colleges. That 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 situation. 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 Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment or education; Submission to or rejection of such conduct by an individual is used as the basis for academic or employment decisions affecting that individual; or 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 education environment. Such behavior is expressly forbidden by federal and state regulations; and recent action by the federal government has established that such behaviors are actionable under provisions of Title VII of the 1964 Civil Rights Act and the provisions of Title IX of the 1972 Educational Amendments.
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 will take all reasonable measures to prevent sexual harassment and will act positively to investigate alleged harassment and to effect remedy when an allegation is determined to be valid. 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 Lance Toron Houston, Director of Human Resources and Affirmative Action & Title IX Officer, 617-427-0060, ext. 5368.
The Affirmative Action Plan also outlines 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. Of particular note is the informal process which allows the employee to discuss his/her concern with any college official who may be helpful to an informal resolution. An employee who believes that he/she has been subjected to sexual harassment may therefore utilize the informal process to discuss the problem with a college official of the same sex, if desired. A complete copy of the Affirmative Action Plan and Grievance Procedure is available for review through the College’s Office of Human Resources.
Cori/Sori Policy
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. The College's access to CORI records is authorized by the Commonwealth's Criminal History Systems Board pursuant to Massachusetts General Laws, Chapter 6, Sections 167-178B. The College's assessment of CORI records is based on regulations issued by the Executive Office of Health and Human Services, 101 Code of Massachusetts Regulations 15.00-15.17. SORI checks are performed pursuant to Massachusetts General Laws, Chapter 6, Section 178C.
Payroll Public Record Exemption Form
For more information regarding the College's CORI/SORI process, please contact Lance Toron Houston, Director of Human Resources, at 1-617-427-0060, ext. 5368.
