college. Consistent with the law, some forms of harassment are prohibited even
when the parties are off duty.
The two types of harassment are defined below with the two conditions essential
to the definition of each type.
A. Protected Class Harassment is defined as any unwelcome remarks,
behaviors or communications based on race, color, religion, gender, age,
sexual orientation, marital status, veteran status, citizenship status, national
origin or disability which causes offense and humiliation to any person.
B. Sexual Harassment is defined as unwelcome sexual advances, requests for
sexual favors and other verbal or physical conduct or communication of a
Informal and Formal Complaint Procedures
Anyone who is subjected to harassment is encouraged to report the offensive
behavior immediately and before it becomes severe or pervasive. The college will
investigate all complaints. If appropriate, an individual may advise the harasser
directly that their behavior is objectionable and request that the behavior
immediately cease. Florida Keys Community College emphasizes that employees
and students are not required to complain to a supervisor, faculty member or
administrator if that person is the individual allegedly harassing the employee or
A. College employees or students who receive complaints or observe
harassing behavior should immediately contact the Director of Human
Resources/Equity Coordinator. As an alternate point of contact, the Provost
may be contacted.
B. Informal complaint procedures allow for complaints to be resolved by
mutual agreement between the complaint and the person accused of the
harassment. Informal complaints, whether oral or in writing, should be
directed to the Director of Human Resources/Equity Coordinator or the
Provost, as an alternate point of contact. The accused will be informed
about the nature of the informal complaint and will have an opportunity to
C. If informal resolution fails to resolve the matter to the complainant’s
satisfaction, the complainant may file a formal complaint, with the Director
of Human Resources/Equity Coordinator with the Provost as an alternate
point of contact. Formal complaint must be documented in writing
within twenty (20) calendar days of the incident or event giving rise to the