Harassment and Discrimination Prevention

Riverland Community College is committed to a policy of nondiscrimination in employment and education. Harassment and discrimination have no place in a learning or work environment.

In order to provide equal opportunities for all students and employees, Riverland has adopted Minnesota State Board Policy 1B.1, Equal Opportunity and Nondiscrimination in Employment and Education, and Minnesota State Board Procedure 1B.1.1 Report/Complaint of Discrimination/Harassment Investigation and Resolution in full.           


What is Discrimination?

Discrimination means conduct that is directed at an individual because of his or her protected class and that subjects the individual to different treatment than others and interferes with or limits the ability of the individual to participate in, or benefit from, the services, activities, or privileges provided by the college, or adversely affects the individual's employment or education.



What is Harassment?

Discriminatory harassment means verbal or physical conduct that is directed at an individual because of his or her protected class; that is sufficiently severe, pervasive, or persistent, and has the purpose or effect of creating a hostile work or educational environment.

Protected Class includes: race, sex, color, creed, religion, age, national origin, disability, marital status, status with regard to public assistance, sexual orientation, gender identity, or gender expression. In addition, familial status and membership or activity in a local human rights commission are protected classes in employment.

Harassment may occur in a variety of relationships, including faculty and student, supervisor and employee, student and student, staff and student, employee and employee, and other relationships with persons having business at, or visiting the educational or working environment.

Nondiscriminatory Harassment means verbal or physical conduct that is directed at an individual for reasons other than his or her protected class, that is sufficiently severe, pervasive, or persistent, and has the purpose or effect of interfering with an individual’s work or educational environment.


First Steps

What to Do if I Experience Harassment or Discrimination?

  • Any individual who believes she or he has been or is being harassed is encouraged to report the incident to the designated officer. The report/complaint should be brought as soon as possible after an incident occurs.
  • Any student, faculty member or employee who knows of, receives information about or receives a complaint of discrimination/harassment is strongly encouraged to report the information or complaint to the designated officer.
  • Administrators and supervisors shall refer allegations of conduct that they reasonably believe may constitute discrimination or harassment under Board Policy 1B.1 to the designated officer, or in consultation with the designated officer may inquire into and resolve such matters.



To Whom and When Do Riverland Harassment and Discrimination Policies & Procedures Apply?

Riverland’s Harassment and Discrimination Policies & Procedures Apply to:

  • The conduct of all Riverland Community College students and employees when they are on college property or participating in any Riverland Community College course or sponsored activity.
  • The conduct of individuals who are not Riverland Community College students or employees who come on college sites.
  • The off-campus conduct of students and employees if it results in a hostile educational or work environment for Riverland Community College students or employees.


Contact Information

Riverlands’s designated officers:

Chelsea Anderson
Dean of Student Affairs/Title IX Coordinator
Austin Campus - East Building N118

Britani Espe
Accessibility Services
Austin Campus – East Building Lower Level N002

Karen Irwin
Chief Human Resources Officer/ADA Coordinator (for Employees)
Austin Campus – West Building A 140

Dani Heiny
Chief Diversity Officer
Austin Campus – West Building A209