Employee Relations and Equity

CCBC is committed to providing a learning and work environment that is free from discrimination and/or harassment in any form. Students, faculty, and staff are expected to uphold the college’s values by maintaining ethical and collaborative relationships and exhibiting fairness, mutual respect, collegiality, and civility at all times.

CCBC recognizes the value of a diverse workforce that is reflective of the students and of the community we serve, and as such, the college is committed to welcoming, respecting, and embracing the differences and similarities of our employees and our students. We acknowledge the richness of multiculturalism and diversity. We hold each member of the college community responsible and accountable for fostering a climate of acceptance, inclusion, respect, and dignity of all persons.

CCBC is committed to providing a work environment free from discrimination and/or harassment of any nature including, but not limited to, racial, religious, sexual orientation, age, gender, national origin, ancestry, veteran status, disability, or any other type of harassment. Harassment is unwanted verbal, physical, or visual conduct relating to an individual’s race, religion, gender, sexual orientation, age, national origin, ancestry, veteran status, or disability. This behavior will not be condoned or tolerated by CCBC.

CCBC is committed to ensuring equal opportunity and non-discrimination in all of its hiring and employment practices. All applicants for employment, promotion, and/or transfer will be assessed based on their education, training, experience, and qualifications. Applicants and employees will not be discriminated against based on race, color, religion, gender, age, national origin, ancestry, veteran status, disability, sexual orientation, or any other basis protected by law. This policy applies to all terms, conditions and privileges of employment including, but not limited to, hiring, placement, promotion, demotion, layoff, recall, transfer, leave of absence, compensation, training, and referrals for employment.

Discrimination and harassment are extremely serious allegations. According to the US Equal Employment Opportunity Commission (EEOC), “To ‘discriminate’ against someone means to treat that person differently, or less favorably, for some reason.” To rise to the level of unlawful discrimination in the workplace, this treatment must be because of an employee’s race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, disability, age (age 40 or older), or genetic information).

Harassment is a form of discrimination and is unwelcome conduct by a manager, co-workers, or others in the workplace because of the employee’s race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, disability, age (age 40 or older), or genetic information.

According to the EEOC, this harassing behavior becomes unlawful where:

• Enduring the offensive conduct becomes a condition of continued employment, or;
• The conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive

Any college community member who feels that they have been discriminated against or harassed is encouraged to bring it to the attention of the appropriate official.

• Complaints related to potential Title IX violations involving sexual assault, intimate partner violence, and other violations covered under the college's Sexual Misconduct policy must be reported to the college's Title IX Coordinator, Dr. Scott Eckhardt. He can be reached at 443.8402827 or seckhardt@ccbcmd.edu.


• Complaints related to academic areas such as grading, etc. should be presented to the Dean of the school in which the alleged infraction took place.

The Community College of Baltimore County's Office of Employee Relations, Equity, Training & Organizational Development investigates issues related to the college's policies on discrimination and harassment, retaliation, and similar guidelines.

The Community College of Baltimore County's Office of Employee Relations, Equity, Training & Organizational Development investigates issues related to the college's policies on discrimination and harassment, retaliation, and similar guidelines.

Complaints can be submitted directly to Human Resources.

Submit a complaint online»

Submit the hard copy Complaint Form to:

• Email: equity@ccbcmd.edu
• Fax: 443.840.5167
• Confidential Mail:
  Community College of Baltimore County
  Human Resources - Employee Relations and Equity
  Business, Education and Social Sciences Building, Suite 102
  800 South Rolling Road
  Catonsville, MD 21228

Contact us at equity@ccbcmd.edu if you have questions.

Retaliation is not tolerated by CCBC and is considered unlawful when it involves punishing job applicants or employees who assert their rights to be free from employment discrimination, including harassment, according to the EEOC. However, it is a common question as to what constitutes retaliation. It is important to note that employees are still subject to discipline or termination where “the action is motivated by non-retaliatory and non-discriminatory reasons that would otherwise result in such consequences.” Equal Employment Opportunity Commission

According to the EEOC, actions are considered retaliatory against applicants or employees for:

• Filing or being a witness in an EEO charge, complaint, investigation, or lawsuit.
• Communicating with a supervisor or manager about employment discrimination, including harassment.
• Answering questions during an employer investigation of alleged harassment.
• Refusing to follow orders that would result in discrimination.
• Resisting sexual advances, or intervening to protect others.
• Requesting accommodation of a disability or for a religious practice.
• Asking managers or co-workers about salary information to uncover potentially discriminatory wages.

Retaliation or attempted retaliation is a violation of CCBC policy and no penalty may be imposed on an employee as punishment for the following:

• Filing or responding to a bona fide complaint of harassment;
• Serving or appearing as a witness in the investigation of a complaint; or
• Serving as an investigator.

Retaliation against any employee who has filed a complaint or against any witness questioned during an investigation is strictly prohibited, as is any retaliatory action by instructors, supervisors, managers, academic professionals, administrators, or other employees who have the authority to take adverse action, up to and including dismissal. Any employee who feels they have been subjected to such adverse actions should report it to their supervisor or directly to Human Resources.

Likewise, any employee who knowingly provides false information pursuant to an investigation of harassment, or is found to have knowingly made a false accusation of sexual harassment or retaliation, will be subject to appropriate disciplinary action, up to and including dismissal.

It is the policy of Community College of Baltimore County to establish and maintain an environment in which all members of the Community College of Baltimore County community can work or participate in College education programs and activities free from all forms of sexual misconduct. Sexual misconduct is a form of sex discrimination prohibited by Title IX of the Education Amendments of 1972. In addition, some forms of sexual misconduct violate the criminal laws of the State of Maryland. Sexual misconduct in any form will not be tolerated by the Community College of Baltimore County. The College will take immediate action to preserve and restore equal educational access when the College has actual knowledge of sexual misconduct.

For more information on the Community College of Baltimore County’s Sexual Misconduct awareness policy, process, and practices, please visit the Sexual Misconduct Policy.

A formal complaint may be filed with the college’s Title IX Coordinator, Dr. Scott Eckhardt. He can be reached at 443.840.2827 or seckhardt@ccbcmd.edu.

Complaints may be filed in person, by mail, or online using the Formal Title IX Complaint form.

The Americans with Disabilities Act Amendments Act (hereafter ADAAA), defines an individual with a disability specifically. A person with a “disability” is defined as an individual who:

• has a physical or mental impairment that substantially limits one or more of their major life activities; examples of major life activities include, but are not limited to seeing, hearing, breathing, speaking, lifting, walking, learning, concentrating, caring for self, interacting with others, performing manual tasks and more.
• has a physical or mental impairment that substantially limits the operation of a major bodily function; examples include, but are not limited to brain, digestive, neurological, respiratory, circulatory, musculoskeletal, cardiovascular, immune, bowel, bladder, lymphatic, endocrine, special sense organs and skin, hemic and more.
• has a record of such an impairment, or is regarded as having an impairment.

Upon approval, support will be provided for individuals with learning disabilities, attention deficit disorders, psychiatric disabilities, autism spectrum disorders, traumatic brain injuries and other disabilities.

The ADAAA prohibits employment discrimination against “qualified individuals with disabilities.” A qualified individual with a disability is an individual with a disability who meets the skill, experience, education, and other job-related requirements of a position held or desired, and who, with or without reasonable accommodation, can perform the essential functions of a job.

CCBC is committed to complying with the Americans with Disabilities Act Amendment Act (ADAAA), and all other applicable federal and state regulations, to ensure equal access to employment opportunities for qualified applicants and employees with disabilities. A qualified individual with a disability is anyone who has the skills, experience, and education required for the position and who can perform the job’s essential functions, with or without reasonable accommodation. CCBC is committed to making reasonable accommodations (reasonable changes in the work environment or in the manner in which duties are performed) for qualified individuals with a disability, unless doing so would present an undue hardship to the college. Undue hardships include accommodations that are unduly costly and/or those which fundamentally alter the nature or operation of the college.

Requesting an accommodation is voluntary. Participation in the ADAAA Interactive Process means that employers and employees with disabilities who request accommodations work together to develop effective accommodations for implementation.

In order to determine if your medical condition warrants the need for a reasonable accommodation, a medical assessment must be conducted by your provider, in conjunction with a review of the essential functions of your job.

This process will include communication between the employee, the Employee Relations Administrator and, at a minimum, the employee’s direct supervisor. Other employees advised will be determined on a case-by-case basis and their need-to-know; such as chair, dean, director or vice president.

For inquiries related to the employee accommodations process, please contact the Employee Relations & Equity team at 443.840.5150 or equity@ccbcmd.edu.

If your situation requires immediate intervention, please contact CCBC Public Safety at 443.840.1111 or x1111 on campus. Also, if you are an employee, you may use the panic button on your computer.

The Office of Student Conduct serves CCBC students and promotes standards of behavior that support the CCBC Mission, Vision, and Values of Learning, Integrity, Inclusiveness and Excellence.

Disability Support Services (DSS) is committed to providing reasonable accommodations to qualified students with disabilities to ensure that they have an equal opportunity to succeed in their academic endeavors at CCBC.

443.840.3832 or x3832 on campus or dssccbc@ccbcmd.edu.

The Human Resources Department provides leadership and support to the college to support its human capital needs. The department focuses on the five key areas of human resources: employment, compensation, benefits, employee & labor relations and professional development.

We support the college’s overarching goal of assuring equity and fair treatment while attracting and retaining high quality staff and faculty who support its mission. 443.840.5150 or x5150 on campus.

The Employee Assistance Program (EAP) is available for employees 24/7 for confidential assistance, crisis support, and more via 1.800.622.4327.

Success Navigators serve as the first stop for students in need of human services assistance.

Students can schedule an online appointment»

Faculty and staff my refer students by using the CCBC CAREs and Concern form.