Harassment and Discrimination Policy

Madison Area Technical College strives to provide an educational environment that preserves the safety and dignity of our students, staff, and community. All students and employees should be able to learn and work in an educational environment free from harassment of any nature. Madison College does not permit discrimination against any student or any employee on any basis prohibited by law.

Madison College defines discrimination as an unfairness or prejudice based on a person’s age, arrest record, color, conviction record, creed/religion, disability, gender, genetic testing, honesty testing, marital status, military service, national origin/ancestry/ethnicity, pregnancy, race, sexual orientation or use/nonuse of lawful products.

Harassment is unwanted, deliberate or repeated unsolicited comments, slurs, demeaning references, gestures, graphic materials, physical contact, solicitation of favors, advances, bullying or other adverse treatment when:

  • Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, student status or academic participation.
  • Submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting an individual.
  • The conduct has the purpose or effect of substantially creating an intimidating, hostile, or offensive environment that tangibly affects or interferes with an individual's job performance or other employment or academic opportunities.

Madison Area Technical College will provide a working and learning environment that is free of harassment, discrimination, and unfair treatment (see College Policy #418). For details on gender/sex-based harassment or discrimination, refer to Title IX and Sexual Misconduct.

  • Informal Complaint Procedure

    If you believe that you have been discriminated against, or harassed, you may follow the complaint procedure without fear of retaliation. All parties are assured a prompt investigation. To receive information about informal and formal options and complaint procedures available, you are encouraged to consult with Conflict Management Services if your complaint is related to a student, or Human Resources if your complaint is related to a faculty/staff member or a guest.

    Informal options include receiving coaching on how to most effectively speak directly to the person(s) with whom you have a concern; talking to the appropriate administrator; or participating in mediation, which is facilitated by a neutral third party and is designed to achieve a mutually acceptable resolution between the parties involved. It is used only if the appropriate parties agree to participate. Mediation is private and expedient. If informal attempts to resolve matters of harassment/discrimination fail or are not advisable, a formal complaint may become necessary.

  • Formal Complaint Procedure

    Madison College’s Harassment/Discrimination Procedure seeks to ensure a thorough, reliable, and impartial investigation and resolution.

    The standard of evidence used in adjudication of cases of harassment/discrimination is the preponderance of evidence standard-it is more likely than not, that a violation of the Harassment/Discrimination Policy has occurred. When a violation is determined, Madison College will take prompt corrective action and impose appropriate sanctions. Madison College will provide resources to any person who has been a victim of discrimination or harassment, and will apply appropriate disciplinary measures to those who violate the Harassment/Discrimination Policy. The College complies with federal, state and local laws, including the reporting of certain crimes to law enforcement authorities.

    *If you have difficulty opening the Harassment/Discrimination Procedure or Complaint Form, try saving it to your computer first and then open it with Adobe Reader.

    Madison College Harassment/Discrimination Procedure* (PDF, 1715KB)

    1. File a complaint for action by Madison College by using the Harassment/Discrimination Complaint Form
    2. Initial Review and Preliminary Assessment
    3. Notice of Harassment/Discrimination Complaint
    4. Investigation
    5. Review of Investigation Findings and Decision
  • Faculty & Staff Responsibilities

    Under both Wisconsin and federal laws, Madison College has a responsibility to address harassment/discrimination that comes to the attention of its administrative or supervisory personnel, whether or not the affected individual files a formal complaint.

    Any faculty or staff member who becomes aware of any possible harassment/discrimination of any member of the Madison College community will promptly convey that information to his/her supervisor, or appropriate parties as defined in this document. Any party who receives information about an employee discriminating against or harassing a student, or faculty/staff member, will promptly convey that information as defined in this document. Any supervisor who receives information about a student discriminating against or harassing another student or faculty/staff member will promptly convey that information to the Dean of Students Office via completion of the Harassment/Discrimination Complaint Form.

    If no complaint is filed, but discriminating or harassing behavior is discovered, the Affirmative Action/EEO Officer or the Dean of Students Office may investigate and takes appropriate steps to ensure that the harassment/discrimination ceases.

  • General Information

    The filing of a formal complaint with Madison College does not restrict the right of a person to complain to state or federal equal rights agencies or to take other legal action. There are time limits applicable to the filing of such complaints with external agencies. Waiting too long may jeopardize the right to initiate an action. Contact the appropriate external agency for more information.