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Employee Policies & Disclosures

Equal Employment Opportunity Statement

Harrison College is committed to a policy of equal employment opportunity for all applicants and employees. Employment decisions comply with all applicable federal and state laws prohibiting discrimination in employment. It is our philosophy and policy to treat our employees and applicants fairly and without regard to race, color, sex, religion, national origin, age, disability, military status, citizenship, or any other category protected under federal, state, or local law. Discrimination on the basis of these conditions will not be allowed or tolerated. This policy applies to all employment practices including, but not limited to, recruiting, hiring, pay rates, training, promotions, and all other terms and conditions of employment and termination.

Further, irrespective of whether sexual orientation is a legally-protected status, Harrison College does not tolerate discrimination on the basis of an employee's sexual orientation.

Harrison College cares about the safety of its members and community. Harrison College makes security and crime information publicly available. View Campus Safety Information here.

Reasonable Accommodation

Harrison College will take appropriate steps to provide reasonable accommodation upon request to qualified individuals with disabilities so long as doing so does not cause an undue hardship. Harrison College also will take appropriate steps to provide reasonable accommodation upon request to employees whose religious beliefs or restrictions create a conflict with Harrison College's policies, practices, or procedures so long as doing so does not cause an undue hardship. If you need accommodation, please provide a written description of your situation and your needs to the Human Resources Department, and someone will contact you to discuss your request.

Policy of Anti-Harassment

It is also a policy of Harrison College to prohibit any form of harassment on the basis of race, color, sex, religion, national origin, age, disability, military status, citizenship, or any other category protected under federal, state, or local law. To be unlawful, conduct must be so severe and pervasive that it unreasonably interferes with an employee's ability to work. Harrison College does not, however, condone or tolerate any inappropriate conduct based on an employee's race, color, sex, religion, national origin, age, disability, military status, citizenship, or any other category protected under federal, state, or local law.

Further, irrespective of whether sexual orientation is a legally-protected status, Harrison College does not tolerate harassment on the basis of an employee's sexual orientation. Harrison College is also committed to protecting employees from inappropriate conduct whether from other employees or non-employees such as visitors, guests, students, or members of the public.

Examples of Inappropriate Conduct

Inappropriate conduct may include, among other things:

  • Epithets, slurs, or threatening, intimidating, or hostile acts that relate to race, color, sex, age, religion, national origin, disability, military status, citizenship, sexual orientation, or any other category protected under federal, state, or local law; and
  • Written or graphic material that denigrates or shows hostility or aversion toward an individual or group because of race, color, sex, age, religion, national origin, disability, military status, citizenship, sexual orientation, or any other category protected under federal, state, or local law.

Specifically, Harrison College is committed to providing a workplace free of inappropriate conduct of a sexual nature. Such conduct may include a range of subtle and not so subtle behaviors and may involve individuals from the same or different gender.

Such conduct also may include, among other things:

  • Sexual conduct that interferes with another person's work performance or creates an intimidating, hostile, or offensive work environment, including unsolicited and unwelcome comments or conduct of a sexual nature or that are demeaning to women or men as a group (for example, offensive or vulgar jokes, name-calling, comments about one's body or sex life, touching, leering, patting, pinching, indecent exposure, physical gestures, or displaying sexually explicit photographs or objects that interfere with a reasonable person's work);
  • Unsolicited and unwelcome demands or requests for sexual favors or social or sexual encounters;
  • The use of an employee's or applicant's submission to or rejection of sexual conduct as the basis for making, influencing, or affecting an employment decision that has an impact upon the terms and conditions of the individual's employment (for example, hiring, firing, promotion, demotion, compensation, benefits, or working conditions); and
  • Submission to a sexual advance used as a condition of keeping or getting a job, whether expressed in explicit or implicit terms.

Given the nature of this type of conduct and the serious effects such conduct can have on the target of the conduct and the one accused of the conduct, Harrison College treats alleged violations of this policy seriously and, to the extent possible, confidentially. Harrison College expects all to treat alleged violations and those affected by them in a responsible and respectful manner. Please help us maintain a comfortable work environment free from inappropriate and offensive conduct of any type irrespective of whether the conduct is unlawful.

More Information on Policies and Disclosures

For more information on Harrison College's policies and disclosures, please refer to the Harrison College Employee Handbook.