General Statement of Policy 

Greenville College is committed to providing a quality education in an educational and employment environment free from all kinds of harassment. Greenville College considers such goal consistent with its educational and Christian mission. Any behavior by a student or employee of Greenville College that constitutes sexual or other harassment is a form of misconduct that may result in disciplinary action up to and including termination of employment for employees and expulsion for students.

Greenville College thus prohibits any form of sexual or other unlawful harassment. It shall be a violation of this policy for any student, employee or other representative of Greenville College to harass a student, employee or representative through conduct or communication in a sexual manner or in any other manner prohibited by law.

Greenville College will act promptly to investigate all complaints, formal or informal, verbal or written, of sexual or other unlawful harassment and to discipline any person who sexually or otherwise unlawfully harasses another within the jurisdiction of Greenville College.

Scope of Policy

This policy prohibiting sexual and any other unlawful harassment governs all matters over which Greenville College has jurisdiction. Board members, administrators, faculty, associates, staff, students, vendors and any others having business or other contact with Greenville College and who are subject in any way to its governing jurisdiction, are covered by this policy and are prohibited from participating in sexual or other unlawful harassment.

Sexual Harassment Defined

Sexual harassment consists of unwelcome sexual advances, requests for sexual favors, sexually motivated physical conduct or other verbal or physical conduct or communication of a sexual nature when:

(1) Submission to that conduct or communication is made a term or condition, either explicitly or implicitly, of obtaining or retaining employment, or of obtaining an education or participating in any college-sponsored education program or activity; (2) Submission to or rejection of that conduct or communication by any person is used as a factor in decisions affecting that person's employment, education or participation in educational programs or activities; or (3) That conduct or communication has a purpose or effect of substantially or unreasonably interfering with a person's employment, education, or participation in an educational program or activity, or of creating an intimidating hostile, or offensive employment or educational environment.

This definition is not meant to restrict or limit what constitutes sexual harassment, but rather to express in general terms the prohibited conduct or communication. In addition to the above, sexual harassment may, by way of example, include, but is not limited to the following:

•  Verbal harassment or abuse;

•  Subtle pressure for sexual activity;

•  Inappropriate patting, pinching, or touching;

•  Use of power inherent in interpersonal relationship to threaten, coerce, or intimidate another person to accept such sexual harassment;

•  Demanding sexual favors: and

•  Any sexually motivated unwelcome touching.

Sexual harassment includes the definitions in Article 2 and Article 5A of the Illinois Human Rights Act addressing Employment and Higher Education, respectively. (775ILCS 5/2-101 (3) and 5/5A-101 (E).

Reporting, Investigation and Appeal

Any person who believes he or she has been the victim of sexual or other unlawful harassment or any person with knowledge or belief of conduct that may constitute such harassment prohibited by this policy should report the alleged acts immediately to the designated Greenville College compliance officers as set forth below. Greenville College encourages the reporting party or complainant to use the written report forms available in the offices of Student Development, Business Affairs and Academic Affairs.

The President of Greenville College will, from time to time, designate a Compliance Officer under this policy. Such person shall receive reports or complaints of sexual or other unlawful harassment and to promptly investigate such reports or complaints. In the event any complaint is directed toward the compliance officer, such complaint shall be filed directly with the College President.

Upon receipt of a report or complaint alleging sexual or other unlawful harassment, the compliance officer shall initiate an immediate investigation, and may designate other college employees to assist in such investigation, as circumstances shall recommend. The compliance officer and/or such designee(s) shall conduct interviews and obtain statements, and shall offer to meet with the person who is alleged to have committed the act or acts of harassment in order to obtain such person's statement of relevant facts. Such person may be accompanied by any representative of his or her choice during any meeting or hearing under this policy, and may produce such witnesses and testimony as are appropriate to the complete investigation of the complaint.

Upon completing the investigation, the compliance officer shall make a written report of findings and disciplinary recommendation, if any to the President, and the compliance officer and President will thereafter determine whether further investigation is warranted. Upon completion of all investigative activities, the President shall take appropriate disciplinary action. Regardless of whether disciplinary action is recommended or taken, the compliance officer shall report a summary of investigative findings to the Complainant.

If either the Complainant or the person alleged to have committed the act or acts of sexual or other unlawful harassment is not satisfied with the results of the investigation or the recommended disciplinary action, then either party may seek review of the matter before a committee of the Board of Trustees which shall be appointed by the Chairperson of the Board. The committee shall promptly review the entire matter and shall conduct a hearing if requested by either party. Upon completion of its review, the committee may direct the compliance officer and President to amend the investigative report, and direct the President as to appropriate action.

In the event the President or a member of the Board of Trustees shall be accused of an act or acts of sexual or other unlawful harassment hereunder, then the compliance officer shall report findings and make disciplinary recommendations, if any, directly to said committee of the Board, and disciplinary action may thereafter be taken by the entire Board.

In the event alleged misconduct under this policy is of such severity as to reasonably suggest ongoing damage to the Complainant and/or College community, and preliminary findings support the truth of the alleged act or acts of sexual harassment, then the person alleged to have committed such act or acts may be suspended by the President pending completion of the investigative process.

Confidentiality

All reasonable efforts shall be made by the College to maintain the confidentiality of the complainant and alleged offender. Due to the necessity of conducting a complete and thorough investigation, complete confidentiality may be impractical or impossible, however.

Discipline

If any complaint under this policy shall be found to have a valid basis, the disciplinary action taken by the President or Board of Trustees, as the case may be, shall be appropriate to all relevant facts and circumstances, including but not limited to, the nature of the offense, and the detrimental impact of the offense upon the Christian and educational mission of the College. Disciplinary action may range from warning letters or letters of reprimand up to and including a suspension without pay or dismissal of a college employee or expulsion of a Greenville College student.

Education and Training 

The commitment of Greenville College to providing a Christian and educational atmosphere free from sexual and other unlawful harassment shall be advanced by annual training and awareness programs regarding harassment. Copies of this policy shall be made available to college departments and representatives of the student body.

Greenville College will discipline any individual who retaliates against any person who reports alleged sexual or other unlawful harassment or who retaliates against any person who testifies, assists or participates in an investigation, proceeding or hearing in connection with a harassment complaint.

False and Frivolous Complaints 

A false and frivolous complaint is one in which the accuser brings the complaint to accomplish some end other than stopping harassment. It does not refer to a charge made in good faith which cannot be proven. Given the seriousness of the consequences for the accused, a false and frivolous complaint is a severe offense that can itself result in disqualifying action, up to and including termination of employment for employees and expulsion of students.