Policy 272 - Complaints

Introduction

This policy describes the general complaint process and does not affect any rights an employee has under their Collective Bargaining Agreement, if applicable. Members of the college community, students, visitors, applicants, and employees are encouraged to report discrimination, harassment, or violations of college policy. 

Retaliation by, for, or against any participant (including complainant, respondent, witness, Title IX Coordinator, or investigator) is expressly prohibited. Retaliatory action of any kind taken against individuals for seeking redress under the applicable procedures or for serving as a witness in a subsequent investigation or any resulting disciplinary proceedings is prohibited and constitutes conduct subject to discipline. Any person who believes they have been the victim of retaliation should contact the Title IX Coordinator at title9@lowercolumbia.edu. 

Complaint Process

Wherever and whenever feasible, employees and students are encouraged to resolve complaints informally, using current procedures for students and supervisory channels for employees. Where informal resolution is not possible or feasible, complaints should follow the guidelines noted below.

Complaints involving harassment, discrimination, bias, or other misconduct may be submitted through the “Make a Report" system or by contacting the Title IX Coordinator directly at title9@lowercolumbia.edu. Complaints submitted via the “Make a Report” system that fall under the jurisdiction of Title IX are referred to the Title IX Coordinator. The Title IX Coordinator will initiate the Title IX Grievance Procedure.  

The college reserves the right to adjust referrals of complaints when normal referrals would result in a conflict of interest for the parties involved. 

Complaints Falling Under the Jurisdiction of Title IX

Title IX allegations involving students or employees other than the President will be referred to the Title IX Coordinator for assignment to the appropriate party or parties. If the complaint is against the Title IX Coordinator, the complaint will be referred to Human Resources.

Title IX allegations involving the LCC President reported through “Make a Report” will be referred to Human Resources and the Chair of the Board of Trustees. Complainants may go directly to the Chair rather than using the “Make a Report” system or going through Human Resources.

Title IX allegations involving any member of the LCC Board of Trustees fall outside the scope of this document and should be filed with the State of Washington Affirmative Action Office if the complainant is an employee or job applicant, or with the Office of Civil Rights of the United States Department of Education if the complainant is a student or community member.

Complaints Not Falling Under the Jurisdiction of Title IX

Students

Regardless of the complainant, when a student is accused of a policy or code of conduct violation, the complaint will be referred to the Director of Security or designee. Submitting a student concern via the Make a Report form will route it to the appropriate person.

When the complaint is from a student and is academic in nature, the complaint will follow the established Student Academic Grievance Resolution Procedures.

When the complaint is from a student, concerns college policies or procedures, and no one is accused of a policy violation, the complaint will be referred to the Director of Security or designee for routing to the appropriate party.

Employees other than the LCC President

Regardless of the complainant, when an employee of the college is accused of a policy violation or other misconduct, the complaint will be referred to Human Resources for referral to the appropriate party or parties. Complainants may go directly to the President or another Executive Leadership Team member of their choosing, rather than through Human Resources, if the complaint involves an employee in Human Resources.

When the complainant is an employee, and the complaint concerns a college policy, procedure, dispute, or other circumstance not already covered, the complaint will be referred to Human Resources for referral to the appropriate party or parties.

LCC President

Regardless of the complainant, when the LCC President is accused of a policy violation or other misconduct, the complaint will be referred to Human Resources and the Chair of the LCC Board of Trustees. Complainants may go directly to the Chair rather than going through Human Resources.

LCC Board of Trustees

Allegations of policy violations or other misconduct involving any member of the LCC Board of Trustees fall outside the scope of this document and should be filed with the Washington State Attorney General’s Office or the Washington State Executive Ethics Board.

Guidelines for Processing Complaints

Formal complaints referred are processed in accordance with the following guidelines.

Students

When a student is accused of a policy violation. In cases where a student is accused of a violation that includes discrimination or harassment, the procedures associated with Policy 235 Non-Discrimination and Anti-Harassment will be used to investigate the complaint and may be referred to the Code of Student Conduct if a violation is found; in cases where a student is accused of another policy violation, the Code of Student Conduct will be used to process the complaint.

When a student has an academic complaint. In cases when a student believes their instructor provided an improper, arbitrary, or capricious academic evaluation, as evidenced by the student’s final course grade, the complainant shall follow the established Student Academic Grievance Resolution Procedures.

When a student has a policy complaint. When a student is the complainant and the complaint concerns a college policy other than Title IX, discrimination, or harassment, the complaint will be processed at the discretion of the Director of Security or designee.

Employees

When an employee is accused of a violation of a collective bargaining agreement. When an employee is accused of violating a collective bargaining agreement (CBA), the process outlined in that CBA will be followed to resolve the complaint.

When an employee is accused of a policy violation. In cases where an employee is accused of a policy violation involving discrimination or harassment, the procedures outlined in Policy 235 Non-Discrimination and Anti-Harassment will be used; in cases where an employee is accused of another policy violation, the complaint will be referred to Human Resources for assignment to the appropriate party or parties.

When an employee has a policy or other complaint. When an employee is the complainant and the complaint concerns a college policy other than Title IX, discrimination, or harassment, the case will be processed at the discretion of Human Resources. In no way does this process impact the rights or timelines an employee has under their applicable Collective Bargaining Agreements (CBA). Typically, complaints should follow the process below, before escalating to Human Resources; however, some circumstances may warrant escalating to a higher level in the reporting structure.

1. Employee complaints are first addressed through supervisor channels beginning at the lowest level of supervision. Complaints should be addressed promptly. Generally, for a complaint to be addressed and resolved in a timely manner, it should be submitted within 10 working days of the event or circumstance.
1. Faculty employees should consult first with the Department Chair, then with the Dean, and finally with the Vice President of Instruction.
2. Staff should address their concerns with their immediate supervisor, then with the second-level supervisor, and finally with the department's Vice President.

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OTHER DISCRIMINATION COMPLAINT OPTIONS Discrimination complaints may also be filed with the following federal and state agencies:

• Washington State Human Rights Commission
• US Dept of Education Office for Civil Rights
• Equal Employment Opportunity Commission

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Historic Information

• Approved by the Executive Leadership Team: July 1, 2026
• Reviewed by the Executive Leadership Team: June 3, 2026
• Reviewed by UMCC: May 19, 2026
• Reviewed by the Operations Council: April 28, 2026
• Reviewed by Governance Council: February 4 and April 15, 2026
• Reviewed by the Operations Council: February 19, 2026
• Reviewed by the Executive Leadership Team: January 7,14, and 28, 2026
• Approved: June 26, 2024
• Reviewed by the Executive Leadership Team: June 26, 2024
• Campus Review: June 4-18, 2024
• Reviewed by the Governance Council: May 20, 2024
• Reviewed by UMCC: April 16, 2024
• Reviewed by the Executive Leadership Team: April 10, 2024

Resources