The Southeast Community College policies linked below are designed to ensure that everyone has equal opportunity and access to Southeast Community College programs and services in a respectful and supportive environment. The Access/Equity & Diversity Office oversees implementation of these policies, along with federal, state and local laws, requiring equal opportunity and affirmative action.
Nondiscrimination Statement (English)
Equal Opportunity/Non-Discrimination Policy - It is the policy of Southeast Community College to provide equal opportunity and nondiscrimination in all admission, attendance and employment matters to all persons without regard to race, color, ethnicity, religion, sex, age, marital status, national origin, veteran status, sexual orientation, disability, or other factors prohibited by law or College policy. Inquiries concerning the application of Southeast Community College’s policies on equal opportunity and nondiscrimination should be directed to the Vice President for Access, Equity and Diversity, SCC Area Office, 301 S. 68th St. Place, Lincoln, NE 68510, (402) 323-3412, FAX (402) 323-3420, or jsoto@southeast.edu.
Nondiscrimination Statement (Spanish)
Declaración de política sobre equidad/antidiscriminación - La política publica de Southeast Community College es de proveer equidad, y prohíbe discriminación, en todos asuntos referentes a la admisión, participación, y empleo contra toda persona por motivo de raza, color,grupo etnico, religión, sexo, edad, estado civil, origen nacional, condición de veterano, orientación sexual, incapacidad, u otros factores prohibidos por ley o política del Colegio. Preguntas relacionadas a la política sobre equidad/antidiscriminación de Southeast Community College deben dirigirse a: Vice President for Access, Equity and Diversity, SCC Area Office, 301 S 68 Street Place, Lincoln, NE 68510, (402) 323-3412, FAX (402) 323-3420, o jsoto@southeast.edu.
Nondiscrimination - Employment Statement (Handbook –A-15)
It is the policy of Southeast Community College to provide equal opportunity and non-discrimination in employment and advancement for all qualified persons, employed by or seeking employment with the College, without regard to race, color, ethnicity, religion, sex, age, marital status, national origin, veteran status, sexual orientation, disability, or other factors prohibited by law. This policy applies to every aspect of recruitment, employment, advancement, transfer, demotion, reduction-in-force, termination, rates of pay or other compensation, training opportunities, and other terms and conditions of employment. The College and its employees shall take no action which is inconsistent with state or federal equal opportunity/anti-discrimination laws governing any aspect of employment and employer-employee relations.
Nondiscrimination – Admission Statement (Handbook –A-14)
It is the policy of Southeast Community College to provide equal opportunity and non-discrimination in admission and attendance for all qualified persons, attending or seeking admission to the College, without regard to race, color, ethnicity, religion, sex, age, marital status, national origin, veteran status, sexual orientation, disability, or other factors prohibited by law. This policy applies to every aspect of recruitment, admission, attendance, advancement, financial assistance, and other terms and conditions of participation in all College-administered programs and activities. The College and its employees shall take no action which is inconsistent with state or federal anti-discrimination laws governing any aspect of admission to, or participation in, College programs or activities.
Discriminatory Harassment Prohibited - (Handbook – E-3f
(1) Southeast Community College is committed to maintaining learning and working environments that are free from all forms of illegal harassment and discrimination. Accordingly, harassment based on an individual’s race, color, ethnicity, religion, sex, age, marital status, national origin, veteran status, sexual orientation, disability, or other factors prohibited by law is prohibited. The College will not tolerate harassment or retaliation in the workplace or educational environment, whether committed by faculty, staff or students, or by visitors to the College while they are on College property or at events conducted, sponsored or sanctioned by the College. Each member of the College community is responsible for fostering civility, for being familiar with this policy, and for refraining from conduct that violates this policy. The College is further committed to providing its staff, faculty and students the opportunity to pursue excellence in their academic and professional endeavors. This opportunity can exist only when each member of our community is assured an atmosphere of mutual respect. The free and open exchange of ideas is fundamental to the College’s purpose. It is not the College’s intent in promulgating this policy to inhibit free speech or the free communication of ideas by members of the college community. Conduct that constitutes a protected exercise of an individual’s rights under the First Amendment to the United States Constitution shall not be deemed a violation of this policy.
Discriminatory Harassment Defined - (Handbook – E-3f)
(2)Prohibited discriminatory harassment is defined as conduct that is sufficiently severe, pervasive and objectively offensive as to substantially disrupt or undermine a person’s ability to participate in or to receive the benefits, services or opportunities of the College, and/or has the effect of creating an intimidating, hostile or offensive environment. Harassment when directed at an individual because of his/her race, color, ethnicity, religion, sex, age, marital status, national origin, veteran status, sexual orientation, disability, or other factors prohibited by law may include, but is not limited to: unwanted physical contact; use of epithets, inappropriate jokes, comments or innuendos; obscene or harassing telephone calls, e-mails, letters, notes or other forms of communication; and, any conduct that may create a hostile working or academic environment.
Reporting and Responding to Harassment - (Handbook – E-3f )
(3)Any person who believes he or she has been subjected to harassment should follow these procedures:
The person should inform the person engaging in the harassing conduct or communication that such conduct or communication is offensive and must stop.
If an employee does not wish to communicate directly with the person whose conduct or communication is offensive or if direct communication with the offending person has been ineffective, the employee may contact the individual(s) designated for the campus.
If a student does not wish to communicate directly with the person whose conduct or communication is offensive or if direct communication with the offending person has been ineffective, the student may contact the individual(s) designated for the campus.
Two people shall be identified on each campus as individuals to contact if an employee or student believes he/she has been subject to harassment.
An aggrieved person alleging:
(1) harassment by anyone with supervisory authority or (2) the failure of a supervisor to take action on the complaint should communicate with the Vice President for Access/Equity/Diversity, or follow the grievance procedure outlined in the College Handbook.
Allegation of harassment shall be investigated and if substantiated, corrective or disciplinary action taken, up to and including dismissal from employment if the offender is an employee, or suspension if the offender is a student.
Regardless of the means selected for resolving the problem, the initiation of a complaint of harassment will not cause any reflection on the complainant, nor will it affect his/her employment, compensation or work assignments or status as a student.
College employees have an affirmative duty to report conduct they reasonably believe to violate this policy.
Administrative Responsibility
The Vice President for Access/Equity/Diversity is assigned lead administrative responsibility for implementing, monitoring and ensuring compliance with requirements/expectations pursuant to this policy. The Access/Equity & Diversity Office also assists in the preparation and publication of the following annual reports as required by federal law: Crime/Safety Statistics brochure. (PDF)
Sex Offenders on Campus
The Nebraska Sex Offender Registration Act (Neb. Rev. Statute 29-4001-29-4115) requires certain classes of sex offenders to register with local law enforcement officials.
Registry information regarding Level 3 (high risk) offenders is published in local newspapers and also is available to the public at www.nsp.state.ne.us on the Nebraska State Patrol’s Web site. Should you have an interest in accessing registry information while on campus, computers are available in the Learning Resource Center at each SCC facility.
The act also requires certain institutions, including colleges and universities, to monitor the presence of Level 2 (moderate risk) sex offenders at their facilities. SCC officials will routinely receive information regarding moderate-risk sex offenders residing in counties where SCC campuses are located. This information is not available to the public, and will only be shared with designated staff responsible for monitoring activities on campus.
To report any persons, activities or behaviors you deem to be suspicious or questionable, please contact the Dean of Student Services at your campus location. NOTICE: You are advised to immediately contact law enforcement by dialing 911 to report crimes, or if you feel a reasonable threat to your safety and security.