Preproposal statement of inquiry was filed as WSR 05-07-015.
Title of Rule and Other Identifying Information: Chapter 132A-156 WAC, College housing, WAC 132A-156-006 Applications, 132A-156-011 Fees, 132A-156-016 Discipline, and chapter 132A-350 WAC, Grievances -- Discrimination.
Hearing Location(s): Peninsula College, Room A12, 1502 East Lauridsen Boulevard, Port Angeles, WA 98362, on June 21, 2005, at 5:00 p.m.
Date of Intended Adoption: April [June] 26, 2005.
Submit Written Comments to: Bonnie Cauffman, 1502 East Lauridsen Boulevard, Port Angeles, WA 98362, e-mail email@example.com, fax (360) 417-6315, by June 21, 2005.
Assistance for Persons with Disabilities: Contact Bonnie Cauffman by June 10, 2005, TTY (360) 417-6339.
Purpose of the Proposal and Its Anticipated Effects, Including Any Changes in Existing Rules: WAC 132A-350-015, correction to get WAC in line with current board policy.
WAC 132A-156-006, 132A-156-011, and 132A-156-016, repeal as we no longer have need for such a policy.
Reasons Supporting Proposal: To correspond with current policies, practices, and procedures.
Statutory Authority for Adoption: RCW 28B.50.140 and chapter 28B.50 RCW.
Statute Being Implemented: RCW 28B.50.140.
Rule is not necessitated by federal law, federal or state court decision.
Name of Proponent: [Peninsula College], public.
Name of Agency Personnel Responsible for Drafting, Implementation and Enforcement: Bonnie Cauffman, Peninsula College, Port Angeles, Washington 98362, (360) 417-6212.
No small business economic impact statement has been prepared under chapter 19.85 RCW.
A cost-benefit analysis is not required under RCW 34.05.328.
May 9, 2005
AMENDATORY SECTION(Amending WSR 99-15-072, filed 7/20/99, effective 8/20/99)
WAC 132A-350-015 Peninsula College antidiscrimination policy. (1) Preamble. Peninsula College is committed to protecting the rights and dignity of each individual in the campus community and will not tolerate any form of discrimination. All Peninsula College employees and students may report alleged discriminatory behavior without fear of restraint, reprisal, interference, or coercion. No employee's or student's status with the college shall be adversely affected in any way because he or she utilizes the following procedures. Peninsula College's informal and formal grievance procedures are designed to ensure fairness and consistency in the college's relations with its employees and students. Nothing in these procedures shall be construed as abridging the right of an employee or student to allege discrimination in exercising constitutional or statutory rights which may be available.
(2) Informal review procedures. Any employee or student is urged to communicate his or her discrimination grievance to the appropriate supervisor. Every effort should be made to resolve the grievance informally within the department. However, should an employee or student feel that he or she is unable to discuss the grievance with the appropriate supervisor, then that employee or student should go to the major administrator for that unit, department, or division to discuss the problem. The employee or student may also wish to exercise his or her rights to pursue an informal resolution, which may include mediation with the assistance of the affirmative action officer.
(3) Formal review procedures. The following formal review procedures have been established for those kinds of discrimination problems which remain unsolved after informal review has occurred and when the informal procedure has failed to resolve the conflict to the satisfaction of the parties.
(a) Any employee or student who believes he or she has been discriminated against in connection with a violation of the college's affirmative action policy may, after the informal procedures have failed, file a formal complaint in writing with the college's affirmative action officer, stating the grievance and requesting a remedy. Within five working days of the filing, the affirmative action officer shall serve a copy of the complaint to the respondent and notify the respondent's major administrator. The respondent has five working days in which to respond to the allegations in the complaint in writing and submit the reply to the affirmative action officer. Within five working days of the receipt of the reply, the affirmative action officer shall show the reply to the complainant, and ask both the complainant and respondent if they will mediate the complaint. If so, the affirmative action officer will initiate the mediation within ten working days of receiving the reply, unless availability of the parties involved necessitates an extension.
(b) If the complaint is unresolved after mediation, or if
either party refuses to mediate, the affirmative action
officer, or a qualified designee shall then investigate the
complaint. Depending upon the circumstances, this
investigation may include meetings with the employee, the
immediate supervisor, the major administrator, and any other
person who may be involved. A finding of probable cause or no
probable cause shall be given to the employee or student by
the affirmative action officer within sixty working days of
the filing of the complaint. This time may be extended by
mutual agreement between the complainant and the ((
(c) If the complainant or respondent is not satisfied with the results of the review as indicated above, that person may appeal to the college president. All information regarding the complaint shall be forwarded to the president by the affirmative action officer, and the complainant or respondent may submit any further information desired. The president shall, within ten working days, communicate in writing to the complainant or respondent a decision, with a copy to the affirmative action officer. Again, the time may be extended by mutual agreement. The decision of the president shall be the college's final decision.
[Statutory Authority: RCW 28B.50.140 and chapter 28B.50 RCW. 99-15-072, § 132A-350-015, filed 7/20/99, effective 8/20/99.]
The following chapter of the Washington Administrative Code is repealed: