Nondiscrimination Statement

Illinois Eastern Community College District No. 529 is committed to the most fundamental principles of human dignity, equality of opportunity, and academic freedom. Decisions involving students and employees are based on individual merit and free from discrimination or harassment in any form.

IECC operates pursuant to all applicable state and federal laws relating to equal educational opportunity and affirmative action, including but not limited to Executive Orders 11246 and 11375 as amended, Title VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, the Human Rights Act of 1977, Section 503/504 of the Rehabilitation Act of 1973, Section 402 of the Vietnam Era Readjustment Act of 1974, the Americans with Disabilities Act of 1990, the Genetic Information Nondiscrimination Act of 2008, and the Illinois Human Rights Act.

Illinois Eastern Community College District No. 529 does not discriminate on the basis of race, color, sex, pregnancy, gender identity, sexual orientation, age, marital status, parental status, religious affiliation, veteran status, national origin, ancestry, order of protection status, conviction record, physical or mental disability, genetic information, or any other protected category.

The IECC Nondiscrimination policy is applicable to educational programs and offerings, activities, and services provided or operated by IECC. Additionally, this policy applies to all conditions of employment, including but not limited to hiring, placement, promotion, transfer, demotion, selection, recruitment, employment, advertising, layoff and termination, and compensation.

Retaliation against a person who files a charge of discrimination, participates in a discrimination proceeding, or otherwise opposes an unlawful discriminatory practice is prohibited.

Reporting and Processing Complaints
Students and employees are encouraged to resolve grievances through informal methods. However, if either party, the complainant or respondent, is dissatisfied with the informal process, he or she may file a formal complaint with the designated Compliance Coordinator at any point.

When the Compliance Coordinator receives a complaint, the following steps will be taken.

Step 1. The Compliance Coordinator shall review the report and coordinate the Civil Rights Investigator to investigate the alleged conduct violation through
prompt  and fair measures. The Civil Rights Investigator is defined as the Program Director of Grants and Compliance (or designee) for employee 
grievances and the Director of Human Resources (or designee) for student grievances.

Step 2. Within 10 business days of receipt of a complaint by the Compliance Coordinator, the complainant and respondent will be notified in writing of the 

  • The name of the respondent;
  • The name of the complainant (unless determined to honor a request by the complainant to remain confidential);
  • The date(s) of the alleged discrimination;
  • A brief description of the allegation, including how the nondiscrimination policy was violated;
  • The identity of the individual(s) with authority to make a finding or impose a sanction prior to any contact from the individuals; and
  • The investigatory process that will follow.

Step 3. Investigations shall include a review of involved parties’ testimonies, an equal opportunity for interview and response, witness interviews, and any other pertinent information to the case. The clear and convincing evidence standard shall be used to determine the outcome of the allegation.

Step 4. At the conclusion of the investigation, the Civil Rights Investigator will prepare a thorough report outlining:

  • The complaint;
  • The investigation conducted and all relevant evidence obtained;
  • The investigator’s conclusions with an explanation of reasoning and/or support for such conclusions; and
  • The recommendations for sanctions or other remedial action, as appropriate. 

     The report will be submitted to the Compliance Coordinator within 7 business days of the conclusion of the investigation.

Step 5. The Compliance Coordinator shall review the investigator’s report to determine if the alleged discrimination violated the Nondiscrimination Policy.

Step 6. Within seven business days after receipt of the investigator’s report, the Compliance Coordinator shall prepare a written Notice of Decision supporting the decision and deliver it to both parties simultaneously.  The Notice of Decision shall contain:

  • The identity of who is issuing the decision;
  • Notice of the finding of whether the alleged conduct occurred;
  • Any individual remedies for the complainant;
  • Notice of any sanctions imposed;
  • Steps to eliminate the discrimination from recurrence; and
  • Process to file an appeal of decision.

Generally, the investigation will conclude within 60 calendar days, unless the allegations are complex or other factors delay the investigative process. In the event of delay, the Compliance Coordinator will notify the complainant and respondent of an extended investigation. 

Appeal Process
Individuals who wish to appeal the decision administered by the Compliance Coordinator at the conclusion of a formal investigation, must submit a written request for appeal to the Compliance Coordinator within 10 business days after the Notice of Decision has been sent. In the event of no appeal, the Notice of Decision is final.

The appeal request must be made on the basis of one or more of the following reasons:

  1. Procedural error was committed.
  2. Evidence not offered during the investigation is now available. In such cases, the new evidence must be  described in the written request.
  3. The sanction imposed is lenient, excessive or otherwise inappropriate.

The Compliance Coordinator shall review the report and coordinate the Appeal Authority. The Appeal Authority is defined as the Chancellor for employee grievances and the Associate Dean of Admissions and Records for student grievances.  The Appeal Authority shall review the original case, gather additional evidence as necessary, and provide an equal opportunity for interview and response to all parties involved. The Appeal Authority shall determine the outcome of the allegation within a reasonable time from the date of appeal.

The Appeal Authority shall render a written Notice of Decision to the respondent and complainant, within 10 days of the conclusion of investigation. The Notice of Decision shall include the decision, the sanctions imposed (if applicable), an opportunity to schedule a meeting to discuss the report, and a brief explanation of the investigation.

If the Appeal Authority determines that there has not been a policy violation, IECC will repeal any invoked sanctions.

If the Appeal Authority determines that there has been a policy violation, the decision is final.

Compliance Coordinators
Student inquiries and complaints should be directed to:
Libby McVicker
Program Director of Grants and Compliance 
Illinois Eastern Community Colleges
320 East North Avenue
Noble, IL  62868
Ph. 618-393-3491

Employee inquiries and complaints should be directed to:
Andrea McDowell
Executive Director of Human Resources
llinois Eastern Community Colleges
233 East Chestnut Street
Olney, IL 62450-2298
Ph: 618-393-2982

Illinois Eastern Community College is an Equal Access/Equal Opportunity Affirmative Action Institution.

Inquiries may also be made directly to the U. S. Department of Education, Office for Civil Rights:
Office for Civil Rights, Chicago Office
U.S. Department of Education
Citigroup Center
500 W. Madison St., Suite 1475
Chicago, IL 60661-4544

Related Policies & Procedures
Consult the following policies which are specific to the form of discrimination or harassment for which they address:
100.12 Americans with Disabilities Act
100.31 Preventing Sexual Misconduct  /  Rights of Pregnant and Parenting Students