The Community College of Baltimore College affirms its commitment to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, creed, religion, national origin, alienage or citizenship status, age, sex, sexual orientation, gender identity or expression, marital or domestic/civil partnership status, disability, protected veteran status, genetic information, or any other basis protected by law.
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 learning and 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.
The Employee Relations and Equity team works with managers and employees to resolve issues related to performance, workplace conflict, workplace accommodations and more. Typically, these issues do not rise to the level of a discrimination or harassment investigation and may be promptly resolved through dialogue.
However, there are some situations that require an investigation to determine if there has been a violation of policy and/or law. If you feel that you have been discriminated against or subjected to harassment, we encourage you to contact a member of the Employee Relations and Equity team, who can help you determine if you should file a formal complaint with the college.
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.
CCBC's office of Employee Relations, Equity, Training and Organizational Development investigates issues related to the college's policies on discrimination and harassment, retaliation, and similar guidelines.
Submit a complaint online»
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. 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,” according to the EEOC.
Actions can be considered retaliatory, if they are taken against employees or applicants for:
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 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.
The office of Employee Relations and Equity investigates sexual misconduct cases involving CCBC faculty and staff as assigned by the College’s Title IX Coordinator.
It is the policy of the Community College of Baltimore County to establish and maintain an environment in which all members of the college community can work or participate in 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 CCBC's sexual misconduct awareness policy, process, and practices, please review 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 Office of Employee Relations & Equity handles workplace accommodations for the college that fall under Americans with Disabilities Act Amendments Act (ADAAA).
ADAAA defines a person with a disability as one who:
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 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. 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 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 and Equity team at 443.840.5150 or equity@ccbcmd.edu.
Certain classified employees of CCBC have union representation. Employees who have access to confidential information, including budgetary and/or fiscal data, security and supervisory employees are not eligible.
The American Federation of State, County and Municipal Employees (AFSCME) represents classified employees employed in grounds, custodial and maintenance positions.
The remaining union eligible classified employees are represented by the Communications Workers of America (CWA).