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Equal opportunity,
as required in Chapter 38 and the Wisconsin Fair Employment Law (Sec.
111.31-111.395, Wis. Stats.), is for all persons regardless of political
affiliation, age, race, creed, color, handicap (disability), marital status,
sex, national origin, ancestry, sexual orientation, arrest or conviction
record, service in the armed forces, genetic testing and the use or nonuse
of lawful products off the employers' premises during nonworking hours.
Affirmative action
is required throughout the MATC District for women, racial/ethnic groups
and persons with disabilities in educational programs and job categories.
The purpose of the statement is to identify areas of concern and establish
measures to correct areas of significant under-representation, better
balance the work force, and implement the minority recruitment and retention
guidelines established in the Governor's Task Force.
Affirmative action
will be implemented in all employment practices including but not limited
to recruitment, hiring, transfers, promotions, training, layoffs, terminations,
retention, certification, testing and committee appointments.
Reasonable accommodations
for persons with disabilities will be made to assure access to programs
and employment. In addition, the district will ensure physical accessibility
to programs and facilities. The district will also provide reasonable
accommodation to employees for religious observances and practices.
Madison Area Technical
College commits to providing all services to students in a nondiscriminatory
manner, and an educational climate that is conducive to and supportive
of cultural and ethnic diversity.
MATC's Commitment
to Diversity
MATC's response to the changing nature of diversity, which goes beyond
categories such as gender, race, and disability, requires a commitment
by each member of the MATC community to create and sustain a learning
environment built on respect for the unique experiences and potential
of all. This ensures that MATC is preparing students personally and professionally
to become active and successful participants in a complex, diverse world.
Harassment
The MATC District Board, through its commitment to equal rights, will
ensure that all employees and students work, learn and study in an environment
free of harassment. Harassment infringes upon equal respect in work and
academic relationships, causes serious harm to the operation of the college
and to the future careers and success of students.
The MATC District
Board will take steps necessary to prevent harassment from occurring.
Such steps include affirmatively raising the subject, expressing strong
disapproval, informing employees and students of their rights to raise
and how to raise the issue, and developing methods to sensitize all concerned.
District policies and procedures will allow for the resolution or investigation
of complaints and will allow for the discipline, discharge or dismissal
of students, staff or faculty who have engaged in harassment. Harassment
will not be tolerated.
Definition
Harassment is illegal if it is based on the following protected group
statuses: age, disability, national origin, ancestry, race, color, record
of arrest or conviction (which does not relate directly to the job, academic
program, or student status), religion, creed, sex, sexual preference or
marital status, or retaliation for having engaged in a prior equal rights
complaint process. Harassment is unwanted, deliberate or repeated unsolicited
comments, slurs, demeaning references, gestures, graphic materials, physical
contacts, solicitation of favors, advances, or other adverse treatment
based on a protected group status 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 which tangibly affects or interferes with an
individual's job performance or other employment or academic opportunities.
Discrimination & Harassment Complaint Procedure
Any person who believes that he or she has been discriminated against
or harassed may follow either the informal or formal procedure without
fear of recrimination and shall be assured a prompt and confidential investigation.
Any person who has a complaint brought against him/her shall have the
same assurance of a prompt and confidential investigation before any determination
of probable cause is made.
Responsibility
of Staff Members in Dealing with Discrimination/Harassment
Under both Wisconsin and federal laws, MATC has a responsibility to address
discrimination/harassment which comes to the attention of its administrative
or supervisory personnel, whether or not the affected individual files
a formal complaint.
Any staff member
who becomes aware of the discrimination/harassment of any employee or
student shall promptly convey that information to either his/her supervisor
or department chairperson. Any supervisor or chairperson who receives
information about an employee discriminating against or harassing a student
shall promptly convey that information to the affirmative action officer.
Any supervisor or chairperson who receives information about a student
discriminating against or harassing another student or faculty/staff member
shall promptly convey that information to Conflict Management Services.
If no discrimination/harassment
complaint is filed, but discriminating/harassing behavior is discovered,
the Affirmative Action Office or Conflict Management Services may investigate
and act appropriately to see that the discrimination/harassment ceases.
Informal Procedure
for Dealing with Discrimination/Harassment
Any student or faculty/staff member who believes that he/she has been
a victim of discrimination/harassment by a student should consult with
personnel at Conflict Management Services. Any student who believes that
he/she has been a victim of discrimination/harassment by a staff member
should also consult Conflict Management Services. In doing so, the individual
will receive information about what constitutes discrimination/harassment,
policies governing behaviors, and informal and formal options and procedures
available to the complainant.
A written record
of the number and type of informal complaints received shall be kept for
each academic year. However, the names of the accused shall be held in
confidence and not revealed unless a formal complaint is later filed or
the matter becomes part of a subsequent formal disciplinary process or
legal proceeding.
Formal Procedure
for Discrimination/Harassment
If informal attempts to resolve matters of discrimination/harassment fail,
a formal complaint may become necessary.
A formal complaint
of discrimination/harassment may be filed no later than 300 calendar days
following the alleged incident of discrimination/harassment. Complainants
should be aware that the longer they wait, the more difficult it will
be to gather the information to resolve discrimination/harassment allegations.
Therefore, complainants are encouraged to file within 40 calendar days
of the incident. Complaints initiated by students must be filed with Conflict
Management Services, Room 159. Complaints initiated by a staff member
against a student should also be filed with Conflict Management Services.
Complaints may be filed in person or may be mailed to Conflict Management
Services, Room 159-Truax, Madison Area Technical College, 3550 Anderson
Street, Madison, WI 53704.
These steps shall
be followed in case of a discrimination/harassment complaint:
Step 1. A complaint
should include the time, place, pertinent facts, and circumstances of
the alleged discrimination/harassment. The complaint must be in writing,
dated and signed by the complainant, and filed with Conflict Management
Services.
Step 2. A copy
of the complaint shall be provided to the person against whom the allegations
have been made within 10 working days of the date Conflict Management
Services receives the complaint. The accused person shall be given 10
working days to respond to the complaint.
Step 3. Within
30 calendar days after the Step 2 response is received or is due, Conflict
Management Services and, when appropriate, Human Resources shall investigate
the complaint, attempt to resolve it, and prepare a written report of
the findings. The time limits in this step may be extended where necessary.
The investigator(s) will send a written notice to the involved parties
stating the reasons for any extension. The report of the findings shall
be given to the appropriate vice president of the College.
Step 4. The
appropriate vice president may attempt to resolve the complaint but shall
make a decision on the complaint within 20 working days of receiving the
report of the findings from Conflict Management Services/Human Resources.
The vice president or designee may order any reasonable and appropriate
remedy if there is substantial evidence that the discrimination/harassment
occurred. A copy of the decision of the vice president shall be given
to the involved parties.
Employees found to
have violated college discrimination/harassment policies are subject to
discipline in accordance with applicable personnel policies and/or collective
bargaining agreements. Students found to have violated college discrimination/harassment
policies are subject to discipline in accordance with the Student Code
of Conduct/Discrimination/Harassment policy.
Step 5. Any
party who is dissatisfied with the decision at Step 4 shall have the right
to one appeal to the college president. The appeal must be in writing
and filed with the office of the president within 14 working days of the
date of the decision at Step 4. Written appeals should be addressed to
the president and should be sent to 3550 Anderson Street, Madison, WI,
53704. All parties will be notified of the decision of the president/designee
within 30 calendar days of the receipt of the appeal. The decision of
the president/designee is final.
General Information
The filing of a formal complaint with Conflict Management Services
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.
Complaints will be
maintained as confidential as possible with due regard for the rights
of all parties in the process.
In the event a complainant
files both a discrimination/harassment complaint and some other form of
MATC complaint based on the same set of circumstances, there shall be
a consolidated co-investigation by Conflict Management Services and the
administrator responsible for the other complaint process.
If a person against
whom allegations have been made is covered by a collective bargaining
agreement, that person may have a union representative present when interviewed
during the investigation.
Members of the public
may utilize this process whenever they have a concern relating to discrimination/harassment
that would come under the authority or jurisdiction of the college. Complaints
relating to employment matters should be filed with the Human Resources
Office.
Any questions concerning
the complaint process should be directed to Conflict Management Services.
Madison Area Technical
College does not discriminate on the basis of race, color, ancestry, national
origin, sex, sexual preference, disability, age, religion, creed, marital
status, or lack of English skills in admissions or participation. Community
Affairs Coordinator/ Affirmative Action Officer Eugene Fujimoto is the
administrator for and handles inquiries regarding the following: Titles
VI, VII, and IX, Section 504, and the Americans with Disabilities Act.
Inquiries regarding this policy or other issues can be directed to him
at Madison Area Technical College, 3550 Anderson Street, Madison, WI 53704,
(608) 243-4203.
El Colegio Técnico
Del Area de Madison no discrimina por razones basadas en raza, color,
herencia cultural, origen nacional, género, preferencia sexual, impedimentos
físcios/emocionales, edad, religión, status matrimonial, o por
carecer de conocimiento del idioma inglés en admisión o participación.
Eugene Fujimoto, Administrador
de Relaciones Comunitarias/Oficial de Acción Afirmativa está a
cargo de los siguientes Titulos legislativos y responde a preguntas relacionadas:
Titulo VI, VII y IX, Seccion 504, y El Acta para personas con impedimentos.
Se le puede comunicar a: Madison Area Technical College, 3550 Anderson
Street, Madison, WI. 53704, (608) 243-4203.
The complete policy
is located in the college's Equal Opportunity/Affirmative Action Plan
which is available from the affirmative action officer. Upon registration,
each student is provided a copy of the MATC Catalog. Additional copies
are available at each MATC facility.
Last Modified:
January 25, 2007
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