Sexual Harassment

It is the policy of Southern State Community College to provide employees and students with an environment free from sexual harassment. Sexual harassment is a violation of both state and Federal law, and the College will not tolerate any employee or student, male or female, sexually harassing another individual, whether employee or student, in any way.

Sexual harassment is defined as unwelcome advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature, by either a male or female toward either a male or female or group, when


1. Submission to such conduct is made, either explicitly or implicitly, a term or condition of an individual’s employment or status in a course, program, or activity; or

2. Submission to or rejection of such conduct is used as a basis for employment or educational decisions affecting an individual; or


3. Such conduct has the purpose or effect of unreasonably interfering with an individual’s work or educational performance, or of creating an intimidating, hostile or offensive working/learning environment.



Sexual harassment refers to behavior that is not welcome, that is personally offensive, that fails to respect the rights of others and that, therefore, interferes with the individual’s work/learning effectiveness. Sexual harassment may take different forms, which may include but are not limited to:

Verbal: Comments of a sexual nature, including innuendoes, suggestive comments, jokes, propositions, threats and degrading or discriminating/stereotypical words; comments directed primarily at one sex,

Nonverbal: Sexually suggestive objects or pictures, graphics commentaries, suggestive or insulting sounds, leering, whistling, obscene gestures,
Physical: Unwanted physical contact, including touching, pinching, brushing the body, pushing.


Sexual harassment is insulting and demeaning to the recipient, and will not be tolerated at Southern State Community College. All employees—administrators, faculty, staff—are responsible for maintaining an environment that is free from sexual harassment. Students, as well, are expected to comply with this policy and to take appropriate measures to ensure that such conduct does not occur. Employees or students who violate this policy will be subject to appropriate disciplinary action up to and including termination or expulsion.

Any employee who believes that he/she has been sexually harassed by a supervisor or coworkers, or by anyone else associated with the College, or who believes that another employee is being subjected to sexual harassment, should report the matter immediately to the Title IX Coordinator so that appropriate corrective action may be taken. An employee who, because of his/her specific circumstances, does not feel free to report to the Title IX Coordinator may report the situation instead to the President.

Any student who believes that he/she has been the subject of sexual harassment or who believes that another student is being sexually harassed, should report the situation immediately to the Title IX Coordinator so that appropriate corrective action can be taken. A student who, because of his/her specific circumstances, does not feel free to report to the Title IX Coordinator may report the situation instead to an alternate staff member designated by the President, or to the President.

Following a complaint of sexual harassment, an investigation will be undertaken by the college. The College will, to the extent possible, maintain the confidentiality of all complaints on a need-to-know basis. However, an adequate investigation of such complaints generally will require disclosure to the accused party and other witnesses in order to gather pertinent facts.

No retaliatory measure will be taken against any student or any employee who complains of sexual harassment. Likewise, no retaliatory actions will be taken against any individual who assists or cooperates with the College in the investigation of sexual harassment complaints.

Any employee or student who has reported a violation but does not feel that appropriate corrective action has been taken, should set forth in writing: (1) a description of the incident or incidents of sexual harassment; (2) the response, if any, taken by the Title IX Coordinator, President, or alternate staff member designated by the President, and (3) the response the employee or student believes would be appropriate. She/He should forward the information to the Title IX Coordinator for a hearing by a Sexual Harassment Panel appointed by the President.

For further information, contact the Title IX Coordinator/Vice President of Academic Affairs.

Southern State Community College complies with the Jacob Wetterling Crime Against Children and Sexual Abuse act.

Click below to access the local sheriff’s departments sexual offenders site.