116 Chabot College 2024-2026 STUDENT RIGHTS AND RESPONSIBILITIES The District shall send a written notice to the Complainant and to a Respondent who is aware of an investigation indicating the necessity of an extension, the justification for the extension, and the number of days the deadline will be extended. The District shall send this notice no later than 10 days prior to the initial time to respond. The District may request additional extensions from the California Community Colleges Chancellor’s Office after the initial 45-day extension. The District shall send a copy of the extension request to the Complainant and to a Respondent who is aware of an investigation. The Complainant and Respondent may each file a written objection with the California Community Colleges Chancellor’s Office within 5 days of receipt. DISCLOSURES TO THE CALIFORNIA COMMUNITY COLLEGES CHANCELLOR’S OFFICE Upon request of the California Community Colleges Chancellor’s Office, the District shall provide copies of all documents related to a discrimination complaint, including the following: the original complaint, any investigative report unless subject to the attorney-client privilege, the written notice to the Complainant setting forth the results of the investigation, the final administrative decision rendered by the Board or a statement indicating the date upon which the decision became final, and a copy of the notification to the Complainant of his/ her/their appeal rights, the Complainant’s appeal of the District’s administrative determination, any other non-privileged documents or information the Chancellor requests. The District shall provide to the California Community Colleges Chancellor’s Office an annual report with the following information: the number of employment and non-employment discrimination complaints and informal charges received in the previous academic year; the number of complaints and informal charges resolved in the previous academic year; the number of complaints of unlawful discrimination received in the previous academic year, and the number of those complaints that were sustained in whole or in part; and any other information requested by the Chancellor. FILE RETENTION The District will retain on file for a period of at least five years after closing the case copies of: • the original complaint; • the investigatory report; • the summary of the report if one is prepared; • the notice provided to the Parties, of the District’s administrative determination and the right to appeal; • any appeal; and • the District’s final decision. For any appeal to the California Community Colleges Chancellor’s Office, the District shall provide all relevant, non-privileged documents upon request of the Chancellor. DISSEMINATION OF POLICY AND PROCEDURES District Policy and Procedures related to harassment will include information that specifically addresses sexual violence. District policy and procedures will be provided to all students, faculty members, members of the administrative staff and members of the classified professionals and will be posted on campus and on the District’s website. When hired, employees are required to sign that they have received the policy and procedures, and the signed acknowledgment of receipt is placed in each employee’s personnel file. In addition, these policies and procedures are incorporated into the college catalogs and orientation materials for new students. TRAINING By January 1, 2021, the District shall provide at least two hours of classroom or other effective interactive training and education regarding sexual harassment to all supervisory employees and at least one hour of classroom or other effective interactive training and education regarding sexual harassment to all nonsupervisory employees. All new employees must be provided with the training and education within six months of their assumption of his/her/their position. After January 1, 2021, the District shall provide sexual harassment training and education to each employee once every two years. An employee who received this training and education in 2019 is not required to have refresher training until after two years thereafter. The training and education required by this procedure shall include information and practical guidance regarding the federal and state statutory provisions concerning the prohibition against and the prevention and correction of sexual harassment and the remedies available to victims of sexual harassment in employment, a review of “abusive conduct,” and harassment based on gender identity, gender expression, and sexual orientation. The training and education shall also include practical examples aimed at instructing supervisors in the prevention of harassment, discrimination, and retaliation, and shall be presented by trainers or educators with knowledge and expertise in the prevention of harassment, discrimination, and retaliation. Supervisor’s harassment training must also address potential exposure and liability for employers and individuals, supervisor’s obligation to report sexual harassment, discrimination, and retaliation when they become aware of it, appropriate remedial measures to correct harassing behavior.
