Glossary

Abandonment of Position
	Any employee who fails to work for three (3) consecutive days without notice to the College shall be considered to have voluntarily resigned.

Academic Adjustments and Auxiliary Aids and Services
	Steps necessary to ensure that no student with a disability is denied the benefits of, or excluded from, participation in programs or services because of absence of educational auxiliary aids.

Accommodation
	Correctly used in the context of public accommodations and facilities, an individual with a disability may not be excluded, denied services, segregated or otherwise treated differently.

Complaints
	Employees or applicants for employment who believe that there has been a violation of the College's policies prohibiting discrimination, harassment, sexual harassment or retaliation please see Policy 6Hx2-3.34 and Policy 6Hx2-3.31. Employees and applicants for employment may use college Procedure A6Hx2-3.34, Procedure for Reporting Violations & Conducting Investigations of Complaints Alleging Discrimination, Harassment, and/or Retaliation. The appropriate procedure for students or candidates for admission to file a complaint is set forth in Procedure A6Hx2-5.22, Non-Discrimination & Harassment Procedure for Students. The informal complaint process does not have to be exhausted prior to filing a complaint under the formal complaint process. Additionally, individuals who believe that they have been victims of unlawful discrimination may file a complaint with appropriate federal, state or local agencies. Information about how to contact these agencies is available in the Office of Employee Relations & Affirmative Action Programs.

Discrimination
	Discrimination is defined as treating any member of the College community differently than others are treated based upon race, color, religion, age, disability, sex, national origin, marital status, sexual orientation, and/or veteran status. This policy extends to all officers, administrators, staff, department heads, consultants, contractors, instructors (whether tenured or annual contract), employees, applicants for employment, and any others who have any relationship with BC whatsoever. Conduct which falls into the definition of discrimination and which is prohibited by this policy includes, but is not limited to: Disparity of treatment in recruitment or recruitment advertising, hiring, training, promotion, demotion, transfer, reassignment, termination, layoffs, recalls, leaves of absence, salary and other economic benefits, and all other terms and conditions of employment based upon membership in one of the above-listed group. Disparity of treatment in employment programs and related support services based upon membership in one of the above-listed groups. Limitation in access to participation in athletic, social, and cultural or other activities of the College based upon membership in one of the above-listed groups. Retaliation for filing complaints or protesting practices are prohibited under this policy. Discrimination in the terms and conditions of employment based upon a bona fide occupational requirement or distinction (i.e., gender-specific restrooms, athletics, and other such areas) is not a violation of this policy.

Equal Access
	Means equal opportunity for a qualified person with a disability to participate in, or benefit from, educational programs, services or activities.

Harassment
	Harassment includes, but is not limited to, harassment based on race, color, religion, age, disability, gender, national origin, marital status, sexual orientation, or veteran status. (For harassment on the basis of sex, see Policy 6Hx2-3.31, Sexual Harassment). Harassment is defined as conduct that is unwelcome and unreasonably interferes with an employee's or applicant's status or performance by creating an intimidating, hostile, or offensive working environment. It includes offensive or demeaning language or treatment of an individual, where such language or treatment is based on prejudicial stereotypes of the group to which an individual may belong. It includes, but is not limited to, objectionable epithets, threatened or actual physical harm or abuse, or other intimidating or insulting conduct directed against the individual.

Personnel Contract
	Each person employed in an administrative or instructional capacity by the College shall be issued a contract. The contract shall specify definite terms of service, including beginning and ending dates, and salary according to appropriate salary schedule. Instructional personnel contracts may be conditioned on a minimum number of students but may not be conditioned on availability of funds, unless funded by grants or special project funds.

Reasonable Accommodation
	A term used in the employment context to refer to modifications or adjustments employers make to a job application process, the work environment, the manner or circumstances under which the position held or desired is customarily performed, or that enable an employee with a disability to enjoy equal benefits and privileges.

Sexual Harassment
	Sexual Harassment is defined as any unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature which (1) makes submissions to, or rejection of, such conduct either an explicit or implicit basis for employment and/or academic decisions affecting the individual or (2) unreasonably interferes with the individual's employment or academic performance by creating an intimidating, hostile, or offensive environment. Conduct which falls into the definition of sexual harassment includes, but is not limited to: Unwelcome physical contact of a sexual nature such as patting, pinching, or unnecessary touching. Overt or implied threats against an individual to induce him/her to perform sexual favors or to engage in an unwelcome sexual relationship. Verbal innuendoes or jokes of sexual nature, including graphic or degrading verbal comments about an individual and/or his or her appearance. Use of sexually suggestive terms or gestures to describe a person's body, clothing, or sexual activities. Displaying or posting offensive sexually suggestive pictures or materials in the work place.