Student Discrimination

Student Discrimination

Policies & Procedures - Student Discrimination

The MSTC District Board, through its commitment to equal opportunity and nondiscrimination, will affirmatively provide that all employees and students can work or study in an environment free of sexual harassment and/or assault in accordance with the laws of the United States and the State of Wisconsin.

Sexual harassment of students and employees of MSTC is unacceptable and impermissible conduct which will not be tolerated. Whenever knowledge is received that a sex-based condition is being imposed, prompt and remedial action will be taken. This action may include discharge from employment or suspension from classes, if the individual is a student. No permanent action will be taken without due process.

Sexual harassment is defined as "unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature."

Sexual assault is defined as "any sexual contact by a person(s) without the consent of the other person by use or threat of force or violence."

MSTC complies with state and federal equal opportunity laws and regulations, and does not discriminate in its services, employment programs and/or its educational programs and activities. "Discrimination" shall mean a difference in treatment in any service, program, course, or facility of MSTC on the basis of race, color, creed, national origin or ancestry, religion, sex, age, disability, arrest or conviction record, political affiliation, pregnancy, marital or parental status, sexual orientation and membership in any reserve component of the military forces of the United States or this state. A person who believes he/she may have been the victim of discrimination, sexual harassment or assault should follow these procedures:

  • Discuss the problem or concern with the Campus Dean or counselor on the Stevens Point or Marshfield campuses; with the Disabilities Services Coordinator or a counselor on the Wisconsin Rapids campus; with the Center Supervisor at the Adams County Center; or with any instructor. If this action does not resolve the problem, a formal complaint can be presented.
  • A formal complaint must be presented, preferably in writing, within 300 days of the alleged act(s) of discrimination or sexual harassment. However, a more immediate reporting of the incident will facilitate a prompt and thorough investigation of the facts and circumstances involved. Complaint report forms can be obtained from the District Office or Human Resources Office. Complaints should be presented to Richard O'Sullivan, Equal Opportunity Officer. In the event that the Equal Opportunity Officer is a party to the action, a complaint can instead be presented to the College President. Retaliatory action against a person who files a complaint or against any person identified as a witness is prohibited. Students discriminating against or harassing other students or employees of the college will be subject to discipline. Employees discriminating against or harassing students or other employees will be subject to discipline under appropriate MSTC employment policies and, as applicable, collective bargaining agreements. The college will take other necessary corrective action to remedy any instances where discrimination or harassment is determined to have occurred. No action relating to enrollment and/or employment will be taken for or against a person until the complaint of discrimination or harassment has been resolved, unless such action is deemed necessary to the well being of the person(s) involved in the action or to the function of the college.
  • Within ten working days of receipt of the complaint, the Equal Opportunity Officer, in an attempt to resolve the problem, shall: Notify the President that a complaint has been filed and is pending review. Investigate the complaint by conducting meetings with the complainant, respondent, and any witnesses to the alleged act(s) of discrimination or harassment.
  • If the complaint is resolved as a result of the above meetings, a written statement will be forwarded to both the complainant and respondent. The President will be notified that the complaint has been resolved.
  • If either the complainant or respondent is in disagreement with the written statement, a request for an impartial review by the Executive Committee must be made within three working/ academic days. The committee will convene within ten working days of the notice, to review preliminary testimony, study the evidence, and conduct further interviews and deliberations as necessary. The President shall issue a written decision to the principal parties involved within ten working/academic days of the conclusion of the review process.
  • Within five working/academic days following the notification of the action taken by the President, either of the principal parties involved may file and appeal to the District Board Chairperson. The appeal must be made in writing and include a brief statement of the reasons why the decision should be reviewed. The board will review the complaint at the next regularly scheduled board meeting, providing the appeal is received prior to the establishment of the agenda. The Board Chairperson shall issue a written decision to the complainant and respondent in a timely manner. Nothing in this procedure shall preclude a student's or employee's right to seek other avenues of redress outside of the district.