What Happens When I File a Complaint?
Upon receipt of a complaint, the Title IX/EO Coordinator will undertake a preliminary inquiry to determine whether there is reasonable cause to believe a civil rights violation has occurred. If so, PPCC will initiate a prompt, thorough, and impartial investigation. If no reasonable cause is found to initiate a formal investigation, the Title IX/EO Coordinator shall inform the complainant of this decision in writing. A preliminary inquiry may, at the discretion of the Title IX/EO Coordinator, include interviews with the complaint, respondent, witnesses, and/or other relevant parties. In the case of a formal investigation, the investigator will contact or request a meeting with the complainant, the respondent, and any relevant witnesses. The investigator may also contact or request a meeting with other involved parties as part of the investigation, at his/her discretion. The complainant and respondent may offer any documentation, witnesses, or other materials in support of their position as it relates to the complaint.
What Happens if Someone Accuses me of Sexual Harassment?
The same process as outlined above will occur. You will be given the opportunity to hear the allegations, respond and present any evidence.
What Should I do if I Witness or Someone Tells me About an Alleged Sexual Harassment Incident?
If you witness or are the victim of sexual harassment, report the incident promptly.*If you are a faculty or staff member, you have an obligation to report.*
What Does an “Obligation to Report” Mean?
As a faculty or staff member of PPCC, you have an obligation to report any incidents of alleged sexual harassment that you may witness or that may be reported to you within 24 hours. You should report these situations to the Title IX Coordinator, Carlton Brooks, Executive Director of Human Resource Services.
I am Afraid of Retaliation – What Should I Do?
Please report. PPCC strictly prohibits retaliation, which is defined as any adverse employment or educational action taken against a person because of the person’s perceived participation in a complaint or investigation of discrimination and/or harassment. If you believe you are being retaliated against after reporting an incident of sexual misconduct or other civil rights discrimination or harassment, inform the investigator immediately. A separate impartial investigation will be conducted as outlined above regarding the allegations of retaliation. If it is found the alleged Respondent retaliated against anyone associated with the initial investigation, the Respondent may be subjected to progressive disciplinary action, up to and including suspension or termination.
Can I Bring an Attorney?
The complainant and the respondent have the opportunity to
be advised by a personal advisor of their choice (including an attorney), at
their expense, at any stage of the process and to be accompanied by that
advisor at any meeting or hearing. An advisor may only consult and advise his
or her advisee, but not speak for the advisee at any meeting or hearing. These
procedures are entirely administrative in nature and are not considered legal
proceedings. The investigator may remove or dismiss an advisor who becomes
disruptive or who does not abide by the restrictions on their participation as
What if I am Found to be Responsible?
In a formal investigation, the investigator will issue the findings in writing and both parties will be informed of the findings. If you are found responsible for the alleged violations, the findings will be sent to the disciplinary authority (Dean of Students for students, hiring authority for employees) to consider appropriate sanctions. If you are found not responsible for the alleged violations, the investigation will be concluded with no further action.