282.1: Discrimination and Harassment Claim Procedure

INTRODUCTION

The Seattle District College recognizes its responsibility, described in Policy 282, to investigate, resolve, implement corrective measures, and monitor the educational environment and workplace to stop, remediate, and prevent all manners of discrimination and harassment. To effectuate this policy, the Seattle District College has enacted the following procedure for handling allegations by members of the college community, including but not limited to employees, students, applicants, and visitors, that they have been subject to discrimination or harassment based on their membership in a legally defined protected class.

Employees or students found to be in violation of Policy 282 are subject to disciplinary action up to and including termination of employment or dismissal as a student from the College. Student discipline for discrimination and harassment is addressed under the student conduct code, WAC 132F-121). Employee discipline for violation of Policy 282 is addressed through disciplinary procedures in applicable employment contracts, employee handbooks, and collective bargaining agreements (CBAs).

Any member of the college community who believes they have been the subject of discrimination or harassment should report the incident or incidents to the Colleges District’s Compliance Officer or one of the Colleges’ Title IX / EEO Coordinators identified below. All District employees (faculty, staff, student employees and administrators) are designated as “responsible employees” and must report actual or suspected discrimination or harassment promptly to one of the District’s Title IX/ EEO Coordinators subject to limited exceptions for employees, like college counselors, who are legally required to maintain client confidentiality and may not share client information without express consent from their client. If an allegation is against that Compliance Officer or Title IX /EEO Coordinator, the responsible employee should report the matter to the President’s or Chancellor’s office for referral to an alternate designee.

District Compliance Officer and Title IX / EEO Coordinators

Seattle District College Office:
Compliance Officer
Title IX / EEO Coordinator
TitleIX.District@seattlecolleges.edu
Contact info: (206) 934-3873
1500 Harvard Avenue, Seattle, WA 98122

Seattle Central College:
Human Resources Director
Title IX / EEO Coordinator
TitleIX.District@seattlecolleges.edu
Contact info: (206) 934-4017
1701 Broadway, Seattle, WA 98122  

North Seattle College:
Human Resources Director
Title IX / EEO Coordinator
TitleIX.District@seattlecolleges.edu
Contact info: (206) 934-4710
9600 College Way North, Seattle, WA 98103   		South Seattle College:
Human Resources Director
Title IX / EEO Coordinator
TitleIX.District@seattlecolleges.edu
Contact info: (206) 934-6415
6000 16th Avenue S.W., Seattle, WA 98106

The Title IX / EEO Coordinator or designee:

  • Will accept all Claims and referrals from College or District employees, applicants, students, and visitors.
  • Will make determinations regarding how to handle requests by impacted parties for confidentiality.
  • Will keep accurate records of all Claims and referrals for the required time-period.
  • May conduct investigations or delegate and oversee investigations conducted by a designee.
  • May impose interim remedial measures to protect parties during investigations of discrimination or harassment.
  • Will issue written findings and recommendations upon completion of an investigation.
  • May recommend specific corrective measures to stop, remediate, and prevent the recurrence of inappropriate conduct.

B. FILING A CLAIM OF DISCRIMINATION OR HARASSMENT

Any student, employee, applicant, or visitor can file a discrimination or harassment Claim. The Seattle District College encourages the timely reporting of allegations of discrimination or harassment either orally or by submitting a written claim through Seattle Colleges’ internal reporting system, Maxient. A formal Claim form is available online at seattlecolleges.edu/administration/human-resources/discrimination-and-harassment-statement/reportingclaim-forms. Hardcopies of the Claim form are also available at the following locations on campus or the District office

Seattle District College Office
1500 Harvard Avenue, Seattle, WA 98122
2nd Floor Reception Desk

Seattle Central College
1701 Broadway, Seattle, WA 98122
Student Services Office: Room BE4180  
HR Office: BE4180 		North Seattle College:
9600 College Way North, Seattle, WA 98103  
Student Services Office: 3NC2449A
HR Office: 3NC2261G 		South Seattle College:
6000 16th Avenue S.W., Seattle, WA 98106
Student Services Office: Room CC2354
HR Office: Room CC2160A

Georgetown Apprenticeship and Education Center
Main Office: 4GT100

All correspondence related to a claim and any resulting investigation will be sent to the employee’s or student’s Seattle Colleges email account. Correspondence may also be delivered by letter sent to an individual’s last known address, or by hand delivering a hard copy, as appropriate.


C. DEFINITIONS

Impacted Party:
an employee(s), applicant(s), student(s), or visitors(s) of the Seattle District College who alleges that they have been subjected to discrimination or harassment based on their membership in a legally protected class. The impacted party is not necessarily the reporting party; witnesses or other third parties may report concerns.
Claim:
a description of facts that allege a violation of the district’s prohibition against discrimination or harassment based on membership in a legally protected class.
Consent:
knowing, voluntary and clear permission by word or action, to engage in mutually agreed upon sexual activity. Each party has the responsibility to make certain that the other has consented before engaging in the activity. For consent to be valid, there must be at the time of the act of sexual intercourse or sexual contact actual words or conduct indicating freely given agreement to have sexual intercourse or sexual contact.

A person cannot consent if they are unable to understand what is happening or are disoriented, helpless, asleep, or unconscious for any reason, including due to alcohol or other drugs. An individual who engages in sexual activity when the individual knows, or should know, that the other person is physically or mentally incapacitated has engaged in non-consensual conduct. Intoxication is not a defense against allegations that an individual has engaged in non-consensual sexual conduct.

Discrimination:
unfavorable treatment of a person based on that person’s membership or perceived membership in a legally protected class. Harassment based on a party’s membership in a protected class is a form of discrimination.
Harassment:
a form of discrimination consisting of physical or verbal conduct that denigrates or shows hostility toward an individual because of their membership in a protected class or their perceived membership in a protected class. Harassment occurs when the conduct is objectively offensive and sufficiently severe, persistent, or pervasive that it has the effect of altering the terms or conditions of employment or substantially limiting the ability of a student to participate in or benefit from the Colleges' educational and/or social programs. Petty slights, annoyances, offensive utterances, and isolated incidents (unless extremely serious) typically do not qualify as harassment. Examples of conduct that could rise to the level of discriminatory harassment include but are not limited to the following:
  1. Epithets, "jokes," ridicule, mockery or other offensive or derogatory conduct focused upon an individual's membership in a protected class.
  2. Verbal or physical threats of violence or physical contact directed towards an individual based upon their membership in a protected class.
  3. Making, posting, emailing, texting, or otherwise circulating demeaning or offensive pictures, cartoons, graffiti, notes, or other materials that relate to protected classes.
Protected Class:
persons who are protected under state or federal civil rights laws, including laws that prohibit discrimination on the basis race or ethnicity, color, age, national origin, religion, creed, marital status, sex, pregnancy, gender, gender identity, sexual orientation, gender expression, status as an honorably discharged veteran or disabled veteran or military status, or use of a trained guide dog or service animal, or presence of perceived or actual physical, sensory, or mental disability.
Resolution:
How a Claim is finally addressed. This may be accomplished through informal or formal processes, including counseling, mediation, or the formal imposition of disciplinary sanctions.
Responding Party or Respondent:
person or persons who are members of the campus community who allegedly discriminated against or harassed another person or persons in violation of this policy.

Acts of sexual harassment may also violate the District’s Title IX policy and procedures. If you are reporting a Claim of sexual harassment or sexual violence, please read Policy and Procedure 283: Title IX, and the definitions below.

Sexual Harassment:
a form of discrimination consisting of unwelcome, gender-based verbal, written, electronic and/or physical conduct. Sexual harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person's gender, gender identity, sexual orientation, or sexual expression. There are two types of sexual harassment.
  • Hostile Environment Sexual Harassment occurs when the conduct is objectively offensive and sufficiently severe, persistent, or pervasive that it has the effect of altering the terms or conditions of employment or substantially limiting the ability of a student to participate in or benefit from the Colleges' educational, social programs, and/or student housing.
  • Quid Pro Quo Sexual Harassment occurs when an individual who holds a position of real or perceived authority conditions the provision of aid, benefit, or services on an individual’s participation in unwelcome sexual conduct.

Examples of conduct that may qualify as sexual harassment include:

  • Unwelcome and persistent comments or questions of a sexual nature.
  • A supervisor who gives an employee a raise in exchange for submitting to sexual advances.
  • An instructor who promises a student a better grade in exchange for sexual favors.
  • Unwelcome sexually explicit statements, questions, jokes, or anecdotes.
  • Unwelcome touching, patting, hugging, kissing, or brushing against an individual’s body.
  • Unwelcome remarks of a sexual nature about an individual’s clothing, body, or speculations about previous sexual experiences.
  • Persistent, unwanted attempts to change a professional relationship to an amorous relationship.
  • Unwelcomed direct or indirect propositions for sexual activity.
  • Unwelcome letters, emails, texts, telephone calls, or other communications referring to or depicting sexual activities.
Sexual Violence:
is a type of sexual discrimination and harassment that includes:
  • Nonconsensual sexual intercourse. Any actual or attempted sexual intercourse (anal, oral, or vaginal), however slight, with any object or body part, by a person upon another person, that is without Consent and/or by force. Sexual intercourse includes anal or vaginal penetration by a penis, tongue, finger, or object, or oral copulation by mouth to genital contact or genital to mouth contact.
  • Nonconsensual sexual contact. Any actual or attempted sexual touching, however slight, with any body part or object, by a person upon another person that is without Consent and/or by force. Sexual touching includes any bodily contact with the breasts, groin, mouth, or other bodily orifice of another individual, or any other bodily contact in a sexual manner.
  • Incest. Sexual intercourse or sexual contact with a person known to be related to them, either legitimately or illegitimately, as an ancestor, descendant, brother, or sister of either wholly or half related. Descendant includes stepchildren and adopted children under the age of eighteen (18).
  • Statutory Rape. Consensual intercourse between a person who is eighteen (18) years of age or older, and a person who is under the age of sixteen (16).
  • Domestic violence. Physical violence, bodily injury, assault, the infliction of fear of imminent physical harm, sexual assault, or stalking committed by a person with whom the victim shares a child in common, by a person who is cohabitating with or has cohabitated with the victim as a spouse, by a person similarly situated to a spouse of the victim under the domestic or family violence laws of State of Washington, or by any other person against an adult or youth victim who is protected from that person’s acts under the domestic or family violence laws of the State of Washington, RCW 26.50.010.
  • Stalking. Engaging in a course of conduct directed at a specific person that would cause a reasonable person to (i) fear for their safety or the safety of others; or (ii) suffer substantial emotional distress.

    Dating violence, physical violence, bodily injury, assault, the infliction of fear of imminent physical harm, sexual assault, or stalking committed by a person
    (i) who is or has been in a social relationship of a romantic or intimate nature with the victim; and
    (ii) where the existence of such a relationship shall be determined based on a consideration of the following factors:

    1. The length of the relationship;
    2. The type of relationship; and
    3. The frequency of interaction between the persons involved in the relationship

D. CONFIDENTIALITY AND RIGHT TO PRIVACY

The Seattle District College will seek to protect the privacy of the impacted party to the extent possible, consistent with its legal obligation to investigate, take appropriate remedial and/or disciplinary action, and comply with the federal and state law, as well as District policies and procedures. Although Seattle District College will attempt to honor impacted party’s requests for confidentiality, it cannot guarantee complete confidentiality. Determinations regarding how to handle requests for confidentiality will be made by the Title IX / EEO Coordinator.

Confidentiality Requests and Sexual Violence Claims. The Title IX / EEO Coordinator will inform and obtain consent from the impacted party before commencing an investigation into a sexual violence Claim. If an impacted party making allegations of sexual violence asks that their name not be revealed to the responding party or that the College/District not investigate the allegation, the Title IX / EEO Coordinator will inform the impacted party that maintaining confidentiality may limit the District’s or Colleges' ability to fully respond to the allegations and that retaliation by the responding party and/or others is prohibited. If the impacted party still insists that their name not be disclosed or that the College/District not investigate, the Title IX /EEO Coordinator will determine whether the College/District can honor the request and at the same time maintain a safe and non-discriminatory environment for all members of the District’s community, including the impacted party

Factors to be weighed during this determination may include, but are not limited to:

  • the seriousness of the alleged sexual violence;
  • the age of the impacted party;
  • whether the sexual violence was perpetrated with a weapon;
  • whether the responding party has a history of committing acts of sexual violence or has been the subject of other sexual violence Claims;
  • whether the responding party threatened to commit additional acts of sexual violence against the impacted party or others; and
  • whether relevant evidence can be obtained through other means (e.g., security cameras, other witnesses, physical evidence).

If the College/District is unable to honor an impacted party’s request for confidentiality, the Title IX / EEO Coordinator will notify the impacted party of the decision and ensure that impacted party’s identity is disclosed only to the extent reasonably necessary to effectively conduct and complete the investigation.

If the College/District decides not to investigate or not to take disciplinary action because of a request for confidentiality, the Title IX / EEO Coordinator will evaluate whether other measures are available to limit the effects of the harassment and prevent its recurrence and implement such measures if reasonably feasible.


E. INVESTIGATION PROCEDURE

Upon receiving a discrimination Claim, the College/District shall commence an impartial investigation. The Title IX / EEO Coordinator shall be responsible for overseeing all investigations. Investigations may be conducted by the Title IX / EEO Coordinator or their designee. If the investigation is assigned to someone other than the Title IX /EEO Coordinator, the Title IX / EEO Coordinator shall inform the impacted party and responding party(s) of the appointment of an investigator.

Interim Measures.
The Title IX / EEO Coordinator may impose interim measures to protect the impacted party and/or responding party pending the conclusion of the investigation. Interim measures may include, but are not limited to, imposition of no contact orders, rescheduling classes, temporary work reassignments, referrals for counseling or medical assistance, and imposition of a summary suspension on the responding party consistent with the District’s/Colleges' student conduct code or the District’s/Colleges' employment policies and collective bargaining agreements.

Informal Dispute Resolution.
Informal dispute resolution processes, like mediation, may be used to resolve Claims, when appropriate. Informal dispute resolution shall not be used without written permission from both the impacted party and the responding party. If the parties elect to mediate a dispute, either party shall be free to discontinue mediation at any time. In no event shall mediation be used to resolve Claims involving allegations of sexual violence.

Investigation.
Claims shall be thoroughly and impartially investigated. The investigation shall include, but is not limited to, interviewing the impacted party and the responding party, relevant witnesses, and reviewing relevant documents. The investigation shall be concluded within a reasonable time, which normally will be within sixty days. If the investigation will take longer than 60 days to complete, the Title IX / EEO Coordinator will notify the parties, describe the reasons for the delay, and provide an estimated time for completing the investigation.

At the conclusion of the investigation, the investigator shall set forth their findings in writing. If the investigator is someone other than the Title IX / EEO Coordinator, the investigator shall send a copy of the findings to the Title IX / EEO Coordinator.

The Title IX / EEO Coordinator will provide each party with written notice of the investigative findings, subject to the following limitations: The impacted party shall be informed in writing of the findings only to the extent that such findings directly relate to the impacted party’s allegations. The impacted party may be notified generally that the matter has been referred for disciplinary action. The responding party shall be informed in writing of the findings and shall be notified of referrals for disciplinary action. The responding party is entitled to review the investigative report subject to any FERPA and/or other confidentiality requirements. The impacted party is entitled to review the investigative report only to the extent that such findings directly relate to the impacted party’s allegations of Discrimination or Harassment and subject to any FERPA and/or other confidentiality requirements.

Post Investigative Findings Reconsideration Process:
Either the Complainant or Respondent may request reconsideration of the investigative findings within ten (10) calendar days of receiving an outcome letter. Requests for reconsideration should be in writing and provide specific information on what findings of fact in the final investigation report the party believes to be erroneous and why. The reconsideration request should be submitted to the appropriate Title IX/ EEO Coordinator. A copy of the final investigation report will be made available upon request. The Title IX/ EEO Coordinator will respond to the request for reconsideration within thirty (30) calendar days of notice.

If a party fails to submit a written request for reconsideration complying with the procedure set forth above within ten (10) days, the party will be deemed to have waived their right for reconsideration, and the report will be finalized.


F. PUBLICATION OF ANTI-DISCRIMINATION POLICIES AND PROCEDURES

The policies and procedures regarding Claims of discrimination and harassment shall be published and distributed on an annual basis to all current and prospective students and employees. Any person who believes they have been subjected to Discrimination or Harassment in violation of District policy will be provided a copy of these policies and procedures.


G. EMERGENCY REMOVAL

Student respondents may be summarily suspended from the District pending final resolution of the allegation pursuant to WAC 132F-121-250. To impose a summary suspension, the District must have probable cause to believe that the student violated the student conduct code, and that the student poses an immediate threat to the health and safety of the College Community or an immediate threat of significant disruption to College operations. Nothing in this procedure prohibits the College from placing non-student employees on administrative leave pending final resolution of the allegations.


H. NON-RETALIATION, INTIMIDATION AND COERCION

Retaliation by, for or against any participant (including impacted party, responding party, witness, Title IX / EEO Coordinator, or investigator) is expressly prohibited. Retaliatory action of any kind taken against individuals as the result of seeking redress under the applicable procedures or serving as a witness in a subsequent investigation or any resulting disciplinary proceedings is prohibited and subject up to and including dismissal from the College or termination of employment.

Any person who believes they have been subject to retaliation for filing a discrimination of harassment Claim or for participating in investigatory or disciplinary proceedings pursuant to this procedure should contact the Title IX / EEO Coordinator promptly.


I. CRIMINAL CLAIMS

Discriminatory or harassing conduct may also be, or occur in conjunction with, criminal conduct. Criminal Claims may be filed with the applicable law enforcement authorities.

Call 911 in case of emergency.
Campus Security Offices
North Seattle College: CC 1252, 206.934.3636
Seattle Central College: BE 1108, 206.934.5442
Seigal Center: BE 1108, 206.934.5442
Wood Technology Center: 206.934.5442
Health Education Center: 206-255-3974 / 206.934.5442. Security officers usually sit at a table just inside the main entrance on the south side of the Pacific Tower Building.
Seattle Maritime Academy: 206.934.5442
South Seattle College: RSB62A, 206.934.5157
Georgetown Apprenticeship and Education Center: C102, 206.354.6185

The College reserves the right to proceed with an investigation of harassment and discrimination Claims regardless of whether the underlying conduct is subject to civil or criminal prosecution.


J. OTHER DISCRIMINATION CLAIM OPTIONS

Discrimination Claims may also be filed with the following federal and state agencies:



282.2 Procedure for Reporting Bullying

A. INTRODUCTION

The following procedure implements SDC Policy 282.2 Anti-Bullying, which prohibits bullying behavior by members of the college community, including employees, students, applicants, and visitors, on District property and during District-sponsored programs and activities, including student housing. This procedure defines “bullying,” and outlines the process for receiving, responding to, and resolving claims by members of the college community alleging violations of SCD Policy 282.2.


B. REPORTING A CLAIM OF BULLYING

All claims of bullying should be reported to their college Human Resources Director, or Student Conduct Officer. The Seattle District College encourages reporting incidents of bullying in a timely manner. Individuals with concerns about their immediate safety or who believe they are the victim of a crime should call 911 and then contact their campus Safety and Security office.

Claims may also be submitted in writing through Seattle Colleges’ internal reporting system, Maxient.

For reporting parties who wish to submit a written Claim, a formal Claim form is available online: seattlecolleges.edu/administration/human-resources/discrimination-and-harassment-statement/reportingclaim-forms.

Hardcopies of the Claim form also are available at the following locations on campus or the District office:

Seattle District College Office
1500 Harvard Avenue, Seattle, WA 98122
2nd Floor Reception Desk
206) 934-3873
Seattle Central College
1701 Broadway, Seattle, WA 98122
Student Services Office: Room BE4180  
HR Office: BE4180
206) 934-4017 		North Seattle College:
9600 College Way North, Seattle, WA 98103  
Student Services Office: 3NC2449A
HR Office: 3NC2261G
(206) 934-4710 		South Seattle College:
6000 16th Avenue S.W., Seattle, WA 98106
Student Services Office: Room CC2354
HR Office: Room CC2160A
(206) 934-6415

Georgetown Apprenticeship and Education Center
Main Office: 4GT100
(206) 934-6415

College Campus Security Offices
Central/Siegal Center: 206.934.5442 | North: 206.934.3636 | South: 206.934.5157

All correspondence related to a claim and any resulting investigation will be sent to the employee’s or student’s Seattle Colleges email account. Correspondence may also be delivered by letter sent to an individual’s last known address, or by hand delivering a hard copy, as appropriate.


WHO MAY FILE A CLAIM
Any member of the Seattle District Colleges community who believes they have been subjected to bullying behavior that violates the District’s anti-bullying policy may file a Claim of Bullying. Claims may be submitted in writing or verbally.

Alleged abusive behavior that is directed at an individual or group based on their membership in a protected class may qualify as discriminatory harassment and be subject to action under the College’s Discrimination and Harassment Grievance Procedures (SDC PP 282.1). Alleged abusive behavior that involves physical contact or verbal, or physical threats of violence may be subject to action under the College’s Workplace Violence Prevention Policy (SDC PP 451). Claims of Hostile Work Environment based on membership in a protected class, Quid Pro Quo Harassment, or Sexual Violence, will be investigated pursuant to the District’s policy and procedure prohibiting Discrimination and Harassment (PP 282.1) or the District’s Title IX policy and procedure (PP283).


C. DEFINITIONS

Bullying:

Bullying is unwelcome conduct, whether verbal, physical or otherwise, including “cyber” bullying, that is objectively offensive and sufficiently severe, persistent, and/or pervasive, as to alter the terms or conditions of employment or substantially limit the ability of a student to participate in or benefit from the Colleges' educational and/or social programs, including student housing.

Bullying may be top-down, perpetuated by someone with greater positional power towards another with lesser positional power; bottom-up, perpetuated by someone with lesser positional power towards someone with greater positional power; or peer-to-peer.

This policy is not intended to restrict constitutionally protected expressive activity, the exercise of academic freedom, or other conduct otherwise protected by law.

Petty slights, annoyances, offensive utterances, and isolated incidents (unless extremely serious) typically do not qualify as bullying.

A member of the District Community, including employees, students, applicants, or visitors, who claims they have been subjected to bullying as defined in this procedure.
Claim:
An allegation(s) by a reporting party that they have been subject to conduct that violates the District’s prohibition against bullying.
Protected Class:
Persons who are protected under state or federal civil rights laws, including laws that prohibit discrimination on the basis race or ethnicity, color, age, national origin, religion, creed, marital status, sex, pregnancy, gender, gender identity, sexual orientation, gender expression, status as an honorably discharged veteran or disabled veteran or military status, or use of a trained guide dog or service animal, or presence of perceived or actual physical, sensory, or mental disability.
Resolution:
The means by which a Claim is finally resolved. This may be accomplished through informal or formal processes, including counseling, mediation, or the formal imposition of disciplinary sanctions.
Respondent:
A District employee, student, volunteer, or visitor who is alleged to have bullied another person or persons.

E. CONFIDENTIALITY

The Seattle District College will seek to protect the privacy of the reporting party to the full extent possible, consistent with the legal obligation to investigate, take appropriate remedial and/or disciplinary action, and comply with the federal and state law, as well as District policies and procedures. Although the Seattle District College will attempt to honor reporting party’s requests for confidentiality, it cannot guarantee complete confidentiality. Determinations regarding how to handle requests for confidentiality will be made by the Investigator.


F. INVESTIGATION PROCEDURE

Upon receiving a Bullying Claim, the College/District shall commence an impartial investigation consistent with the collective bargaining agreement(s) (as applicable) and District Policies governing student and employee discipline.


G. NON-RETALIATION, INTIMIDATION AND COERCION

Retaliation of any kind by, for, or against any participant in an investigation or disciplinary proceeding (including, but not limited to, the reporting party, responding party, witness, investigator, or hearings officer) is expressly prohibited. and subject to discipline, up to and including dismissal from the college or termination of employment.

Any person who thinks they have been the victim of retaliation should contact their college Human Resources Director or Student Conduct Officer Services college security officer immediately.


H. CRIMINAL CLAIMS

Conduct that constitutes Bullying may also be, or occur in conjunction with, criminal conduct. Criminal Claims may be filed with the applicable law enforcement authorities.

The College reserves the right to proceed with resolution of Bullying Claims regardless of whether the underlying conduct is subject to civil or criminal prosecution.

Call 911 in case of emergency, or the campus security office.
Campus Security Offices
North Seattle College: CC 1252, 206.934.3636
Seattle Central College: BE 1108, 206.934.5442
Seigal Center: BE 1108, 206.934.5442
Wood Technology Center: 206.934.5442
Health Education Center: 206-255-3974 / 206.934.5442. Security officers usually sit at a table just inside the main entrance on the south side of the Pacific Tower Building.
Seattle Maritime Academy: 206.934.5442
South Seattle College: RSB62A, 206.934.5157
Georgetown Apprenticeship and Education Center: C102, 206.354.6185


I. CORRECTIVE ACTION/ DISCIPLINE

Employees or students found responsible for Bullying or Retaliation may be subject to disciplinary action up to and including termination of employment or dismissal from the District.

Student discipline for bullying is addressed under the student conduct code and associated student conduct procedures PP 375 (WAC 132F-121).

Employee discipline for violation of Policy 282.2 is addressed through procedures in employment contracts, employee handbooks, and applicable collective bargaining agreements (CBA).



Companion Document : Pol
Adoption Date : 2023/05/11
Revision Date : 0001/01/01