Lakeland Community College continues its policy that, in its educational and employment opportunities, there shall be no harassment or discrimination against any person because of sex, race, color, religion, sexual orientation, national origin, disability, ancestry, veteran or Vietnam-era veteran status, age, or familial status.

1. Educational programs and activities include all academic, educational, extracurricular, athletic, and other programs of the College receiving federal financial assistance regardless of whether those programs take place in the College's facilities, or at a class, program, or activity sponsored by the College at another location.
2.  For purposes of Title IX, sex-based discrimination, harassment or misconduct occurs when a person is excluded from participation in, or is denied the benefits of, a federally assisted program or activity because of the person's gender. Sexual harassment is a form of sex discrimination which violates state and federal laws respecting both employees and students. Sexual misconduct is a broad term that includes but is not limited to sexual assault, sexual exploitation, sexual harassment, stalking, dating violence, and domestic violence.
3. Prohibited Conduct
   1. The College prohibits sexual harassment and sexual misconduct.
   2. The College prohibits gender-based harassment, that includes but is not limited to acts of verbal, nonverbal, or physical aggression, intimidation, or hostility based on sex or sex-stereotyping, even if those acts do not involve conduct of a sexual nature.
   3. The College also prohibits aiding or facilitating the commission of a violation of this Procedure and retaliation for making a complaint under this Procedure.
4. This policy applies to alleged sexual harassment or sexual misconduct that takes place on College property or in connection with any activity sponsored, conducted, or authorized by the college or by a recognized student organization, regardless of the location of the activity.
5. This policy may also apply to alleged sexual harassment or sexual misconduct that occurs off-campus when the Title IX Coordinator determines that the alleged off-campus conduct could reasonably create a hostile environment or a continuing adverse effect on campus, or where the sexual harassment or sexual misconduct undermines the security of the College community or the integrity of the educational process.
6. The Title IX Coordinator for Lakeland Community College is the Director for Human Resources and can be located through the college website, www.lakelandcc.edu.
7. Reporting
   Any person who believes he or she has been a victim of discrimination or harassment is strongly encouraged to pursue relief by reporting the discriminatory or harassing behavior to the Title IX Coordinator as outlined in the appropriate procedure.

1. Lakeland Community College is committed to act affirmatively to promote equal employment opportunities and practices for employees. Equal employment opportunity consists of all the procedures and cultural diversity activities of the college which contribute to nondiscrimination, and ensure equal employment opportunity for all.
2. Lakeland Community College will recruit, select, and employ the individual most likely to succeed in a position in accordance with equal employment opportunity. The skills, education, work experience established as requirements for employment in a position will be reasonable, bona fide occupational qualifications.
3. All tenure-track faculty positions and continuing status administrative positions will be announced nationwide.
4. Lakeland's equal employment opportunity policy shall be widely disseminated within the college and the community. This is an official policy of the college and shall be considered a public document and distributed by the Human Resources department.
5. The president shall have the ultimate responsibility for achieving equal employment opportunity and related decisions.
6. The operating responsibility to implement and evaluate the equal employment opportunity program is assigned by the President to the Director for Human Resources.
7. All supervisory personnel are responsible for compliance with the equal employment opportunity policy within their area.

There shall be no discrimination in the provision or rental of facilities with the exception of the availability of segregated facilities where the traditional right of privacy dictates usage segregated by sex.

All construction contractors and sub-contractors shall be informed of the college non-discrimination requirements of the equal employment opportunity policy and notified that the college expects them to conform to applicable federal and state guidelines.

All contractors and suppliers shall be informed of the college's non-discrimination requirements of the equal employment opportunity policy and notified that the college expects them to conform to applicable federal and state guidelines.