Greenfield Community College

Policies

• Bomb threat and suspicious package policy
• Building access policy (PDF)
• Smoking policy (PDF)
• Drug and alcohol policies
• Sexual assault policy
• Sexual harassment policy

Drug and alcohol policies

The college at all times prohibits the use, possession, or sale of illegal substances by any student and the sale and consumption of alcoholic beverages by minors.

Consumption of alcoholic beverages on college property or at college-sponsored activities is prohibited except at such times and places as the college may expressly permit. On such occasions, everyone is expected to refrain from excessive consumption of alcoholic beverages. The failure of any student to abide by this policy shall be grounds for disciplinary action. Under no circumstances are individuals under 21 permitted to consume alcohol.

[ Back to Top ]

Sexual assault policy

Sexual assault, as defined in the Federal Bureau of Investigation Uniform Crime Reporting System, includes forcible and non-forcible offenses for which an individual may be prosecuted under the law and/or disciplined in accordance with campus disciplinary procedures.

When an allegation of sexual assault is made, the college will advise the alleged victim of their option to pursue criminal prosecution under the Massachusetts criminal statutes. In addition, appropriate campus disciplinary action may be pursued. Sanctions for sexual assault violations may include, in addition to criminal charges, suspension, dismissal, or expulsion from the college.

If a person receives a report of or discovers a possible sexual assault on campus he/she should notify the Director of Public Safety immediately; or, if in the evening, the Campus Police Officer on duty or security personnel at the Public Safety Office, or a faculty or staff member. It is extremely important that these procedures be followed to ensure that appropriate medical and administrative services be provided. Once an assault is reported, the person to whom the report is made becomes responsible for implementing established procedure.

[ Back to Top ]

Sexual Harassment Policy

The college defines sexual harassment as unwanted, unwelcome sexual advances, requests for sexual favors and other verbal, visual or physical conduct of a sexual nature when it takes place under any of the circumstances listed below: 

• The conduct is a condition of employment or academic status.  This can be explicit (quid pro quo), such as a supervisor's or instructor's demand for a sexual favor or suffer a bad evaluation or grade or promotional or educational opportunity; or it can be implicit (environmental), such as a pattern of abuse which affects the employee's or student's daily working or academic life.  Often some tangible benefit is denied or granted.
• If employment or academic decisions are based on whether or not an employee or student submitted to or rejected the harassing actions.
• If the conduct unreasonably interferes with an employee's or student's on-the-job or class performance, or creates an intimidating, hostile or offensive working or academic environment.

These circumstances are meant not only to apply to power relationships (i.e., student/teacher, supervisor/employee relationship), but also to relationships between peers where fear from authoritative reprisal is non-existent.  Furthermore, this policy is intended to cover actions taken by any employee of the college toward any student, or vice versa. 

The college is prepared to take prompt action against any person found to be in violation of this policy. 

The determination of what constitutes sexual harassment may vary with particular circumstances, but it may generally be described as unwanted, unwelcome behavior that is offensive and of a sexual nature, such as physical or verbal comments or suggestions which adversely affect the working or learning environment of an individual, or create an environment which is oppressive to anyone because of the actions of others. 

Greenfield Community College seeks to maintain a learning and working environment free from sexual harassment.  Sexual harassment is a barrier to the overall educational purposes of the college. 

Sexual Harassment Can Take Many Forms and Come From Many Sources.

Sexual harassment affects both women and men (female vs. male, male vs. female, female vs. female, and male vs. male).  It can be subtle or blatant; it can make a person uncomfortable on the job or in the academic environment, impede the ability to work, interfere with employment opportunities, or educational achievements.  The common ingredient is an element of intimidation that gives the harasser control of the situation.  Sexual harassment is commonly an issue of abuse of authority (power).

Sexual harassment embraces a wide spectrum of conduct, which may include:

• Display of photographs, pin-ups, calendars, etc., which portray sexually explicit, offensive or demeaning images
• Looks, leering, gestures, jokes, innuendos, sexual slurs, comments, or epithets of a sexual nature
• Verbal abuse
• Subtle pressure for sexual activity
• Sexual remarks about a person's clothing, body or sexual activity
• Unnecessary touching in any form
• Demanding sexual favors, accompanied by implied or overt threats concerning one's job, grades, letters of recommendation, etc.
• Physical assault, including rape

What Can I Do If I Think I Am the Victim of Sexual Harassment?

If you have reason to believe you are a victim of sexual harassment, or know of a similar situation existing in the college, the following procedure and policy have been implemented to protect your rights: 

• Report the incident(s) to a college employee who you think can help. Tell someone!  Don't keep it to yourself!
• If the situation warrants a formal complaint and/or informal solutions do not remedy the situation, a formal written complaint should be filed with the Affirmative Action Officer.
• Your written complaint will be acted upon swiftly and will receive a thorough investigation of all the pertinent facts and allegations.  A complete copy of the Equal Opportunity and Affirmative Action Grievance Procedure can be obtained from the Affirmative Action Officer.

PLEASE NOTE:Sexual harassment in the workplace is unlawful and it is unlawful to retaliate against an employee for filing a complaint of sexual harassment or cooperating in an investigation of such a complaint.  As you will see in the attached statewide policy, while the President of the College has the final authority and ultimate responsibility for the prevention of sexual harassment at the college, the Director of Diversity, Herb Hentz (Ext. 1809) or Sexual Harassment Co-officer, Terry Boyce (Ext. 1811) have the responsibility for the overall development, administration and monitoring of all programs, policies, procedures and regulations related to sexual harassment.

[ Back to Top ]