Finger Lakes Community College - Nondiscrimination Notice

Finger Lakes Community College does not discriminate against any employee, applicant for employment, intern, whether paid or unpaid, contractor, student, or applicant for admission based on an individual's race, color, national origin, religion, creed, age, disability, sex, gender identification, gender expression, sexual orientation, self-identified or perceived sex, the status of being transgender, familial status, pregnancy, predisposing genetic characteristics, military status, veteran status, domestic violence victim status, criminal conviction or any other category protected by law. The College adheres to all federal and state laws prohibiting discrimination and sexual harassment in public institutions of higher education.

The College prohibits conduct by any employee or a student that disrupts or interferes with another's work performance or educational experience, or that creates an intimidating, offensive, or hostile work or educational environment due to discrimination based on protected status or sexual harassment. In keeping with this goal, the College is committed to educate employees in the recognition and prevention of workplace and educational discrimination and sexual harassment. Improper conduct may violate the College's policy, when it is more serious than petty slights or trivial inconveniences.

Applicability of Policy:

This policy applies to all employees, applicants for employment, interns, whether paid or unpaid, contractors and persons conducting business with the College, regardless of immigration status, students and applicants for admission. Students who are only employed with the College as student aides or work study, or who are interns inside and outside the College as a part of their course study, will be categorized as students.

*There will be instances of sexual harassment as defined by Title IX and it's implementing regulations when a report of sexual harassment will be deferred to the College's Title IX Grievance Policy. The final rule on Title IX effective August 14, 2020 determined the Title IX Grievance Policy should be applied when the sex based conduct reported meets the threshold of severe AND pervasive AND objectively offense. Quid pro quo harassment and Clery Act / VAWA offenses which also may fall under the Title IX Grievance Policy are NOT evaluated for severity, pervasiveness, offensiveness, or denial of equal educational access, because these types of misconduct are sufficiently serious to deprive a person of equal educational access. Jurisdiction for Title IX is to address conduct that takes place in a school's education program or activity, for which the conduct occurred in the United States and for a current student or employee. The Non-Discrimination and Sexual Harassment Response and Prevention Policy includes expanded jurisdiction and a different threshold to establish sexual harassment, and all forms of harassment or discrimination.

Inquiries about and reports regarding this policy and procedure or the College's Title IX Grievance Policy may be made internally to:

Michelle Polowchak, Chief Human Resources Officer
Civil Rights Compliance Officer (CRCO), Title IX Coordinator
ADA / 504 Coordinator
Room 1350, 585.785.1451
Michelle.Polowchak@flcc.edu

Catherine (Kate) Burns, Burns, Human Resources Compliance Coordinator
Deputy Title IX Coordinator
Room 1341, 585.785.1466
Catherine.Burns@flcc.edu

Sarah Whiffen, Associate Vice President of Student Affairs
Deputy Title IX Coordinator
Room 2153, 585.785.1284
Sarah.Whiffen@flcc.edu

Sara Iszard, Director of Community Standards and Counseling
Title IX Investigator
Room 1155, 585.785.1554
Sara.Iszard@flcc.edu


Non-Discrimination and Sexual Harassment Response and Prevention Policy Adobe Acrobat, PDF