Equal Opportunity and Nondiscrimination

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. 

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

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

Madison College Harassment/Discrimination Grievance Process* (PDF, 1715KB)
*If you have difficulty opening the document, try saving it to your computer first and then open it with Adobe Reader.

1. File a report for action by Madison College by using the Harassment/Discrimination Report Form
2. Initial Review and Preliminary Assessment
3. Notice of Harassment/Discrimination Complaint
4. Investigation
5. Review of Investigation Findings and Decision

All employees, except for counseling staff, have a duty to report allegations of discrimination, harassment, or retaliation to the Title IX Coordinator, or other appropriate College designee. Those observing or receiving reports of a potential violation of the Policy must promptly file a report. This report should include the name of the alleged Respondent (if known), the individual who experienced the alleged incident, possible witnesses, as well as relevant details such as date, time, and location.    

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 take appropriate steps to ensure that the harassment/discrimination ceases. 

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.