Harassment Based on Race or Ethnicity or National Origin: General




Institutional Integrity


Human Resources

Primary Contact

Shane Turner

Contact Email

Responsible Executive Authority

Associate Vice President, Human Resources & Labor Relations


Harassment Based on Race/Ethnicity or National Origin

Harassment based on race, ethnicity or national origin is defined as unwelcome verbal, written or physical conduct based on a person's actual or perceived race, color or national origin that substantially or unreasonably interferes with an individual's work or academic performance, adversely affects the targeted individual's or others' work or learning opportunities, or creates an intimidating, hostile or offensive environment. 

Examples of harassing conduct include, but are not limited to:  

Derogatory remarks of a racial nature or relating to national origin
Demeaning racial jokes or comments
Racial slurs or name calling
Physical contact or acts of aggression that are motivated by the individual's race, ethnicity, or national origin
Intimidating and threatening behavior motivated by race, ethnicity or national origin
Graffiti and other display of written materials or pictures depicting racial/ethnic slurs or derogatory sentiments

Lane has a zero tolerance policy regarding harassment. Any proven harassment will result in immediate and appropriate action to stop the harassment and prevent its recurrence, including employee discipline consistent with collective bargaining agreements, or student sanctions. This remedial action will be designed to stop the harassing behavior, keeping in mind the educational mission of the college. If the alleged harassing behavior is not sufficiently severe or pervasive to be judged a violation of this policy with resulting consequences, the college may still take action to address the complainant's concerns and to ensure that Lane, as a workplace and as an academic institution, maintains a respectful environment.

All levels of harassment, including student to student harassment, are covered by Lane's harassment policies.

Findings of harassment will depend upon the context of the behavior and all relevant surrounding circumstances. Normally a persistent, pervasive pattern of unwelcome behavior must be present for conduct to be defined as hostile environment harassment, although one instance may constitute harassment if it is sufficiently severe or serious. Third parties may report incidents of harassment. Findings of harassment will consider issues of expression or speech that are protected by the First Amendment.

All efforts will be made to provide a supportive environment for staff and students filing complaints.

Lane strictly prohibits retaliation against people who report incidents of harassment or who participate in investigations and/or proceedings related to harassment complaints.


If harassment is found to occur, the college will impose consequences and remedies appropriate to the situation. Examples of consequences and remedies for employees include but are not limited to:

Verbal or written warnings
Verbal or written reprimands
Suspension with pay
Suspension without pay

The college may combine consequences as needed to correct and prevent harassment. 

Consequences for students in violation of this policy will be in accordance with the Student Code of Conduct and include:

Counseling, education and/or training
Written warnings
Probation for a specified period of time
Loss of privileges
Required restitution
Discretionary sanctions
Suspension from the college
Expulsion from the college

See also Discrimination and Harassment Complaint Process.

Date Adopted

Wednesday, August 1, 2001

Date Last Reviewed

Friday, September 1, 2006