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Students and employees should feel empowered to understand the policies and procedures at PPSC that offer protection and safeguards against discrimination. Complying with various local, state, and federal laws known as “civil rights laws,” Pikes Peak State College (PPSC) ensures that all individuals affiliated with PPSC are committed to non-discrimination in education and employment. Within this webpage, you may find the following protections against discriminatory practices:
As a college within the Colorado Community College System (CCCS), Pikes Peak State College follows the policies and procedures set by CCCS. The guiding policies on non-discrimination can be found in Board Policy 19-60 and System Procedure 19-60a.
Prohibition of Discrimination, Harassment or Retaliation (Board Policy 19-60)
(Effective August 12, 2020 | Revised August 9, 2023)
BP 19-60 provides that Individuals affiliated with CCCS shall not discriminate or harass on the basis of sex, gender, race, color, age, creed, national or ethnic origin, ancestry, physical or mental disability, familial status, veteran or military status, pregnancy status, religion, genetic information, gender identity, sexual orientation, or any other protected class or category under applicable local, state or federal law (also known as “civil rights laws”), in connection with employment practices or educational programs and activities (including in admissions). Individuals affiliated with CCCS shall not retaliate against any person who opposes discrimination, harassment, or retaliation, or participates in any complaint or investigation process.
Civil Rights and Sexual Misconduct Resolution Process (System Procedure 19-60)
(Applicable to incidents after August 1, 2024 | Revised August 1, 2024)
SP 19-60a details the reporting requirements, process by which investigations are conducted depending on the type of case, definitions of discrimination, harassment, retaliation, and sexual misconduct, PPSC's responsibility in the processes, the rights of involved parties, and procedures for live hearings in cases involving sexual misconduct allegations arising from conduct within the United States.
There are several state and federal civil rights laws that prohibit discrimination in education and in employment within educational institutions. The following list describes various civil rights laws and protections:
Title IX of the Education Amendments Act of 1972 (20 U.S.C. §§1681 - 1688); U.S. Department of Education’s Rules & Regulations under Title IX
Title IX and its regulations protects against discrimination based on sex, sexual orientation, gender identity, parental, family, or marital status, pregnancy or related conditions, and sex stereotypes and sex characteristics. Title IX prohibits sex-based harassment in the form of quid pro quo harassment (e.g., when an employee conditions a benefit on a person’s participation in unwelcome sexual conduct) and specific offenses (eg., sexual assault, dating violence, domestic violence, and stalking).
Title IX additionally prohibits retaliation against an individual who either (1) made a complaint, (2) participated in an investigation, proceeding, or hearing, or (3) opposed an unlawful educational practice of policy.
Titles IV, VI, and VII of the Civil Rights Act of 1964 (42 U.S.C. §§ 2000)
Title IV authorizes the United States Attorney general to address certain equal protection violations based on race, color, national origin, or sex. Title VI prohibits discrimination based on race, color, or national origin in programs and activities receiving federal financial assistance, while Title VII prohibits the same in employment. The Civil Rights Act of 1964 additionally requires that employers reasonably accommodate applicants' and employees' sincerely held religious practices, unless doing so would impose an undue hardship on the operation of the employer's business.
The Pregnancy Discrimination Act
This law amended Title VII to make it illegal to discriminate against a woman because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
Sections 501, 504, and 505 of the Rehabilitation Act of 1973
The Rehabilitation Act of 1973 and its amendments prohibit discrimination based on disability in employment and in education (or activities receiving federal funding). The law also requires that employers and schools reasonably accommodate the known physical or mental limitations of an otherwise qualified individual with a disability, whether they are an applicant, employee, or student, unless doing so would impose an undue hardship. In addition, the law makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
The Americans with Disabilities Act of 1990 (42 U.S.C. §§ 12101-12213)
Title I, II, and II of the Americans with Disabilities Act (ADA) prohibits discrimination against people with disabilities in employment, state, and local government programs and services along with private sectors. Under this law, Title II ensures colleges and universities do not deny access to programs and activities because of inaccessible facilities, including academic buildings, walkways, restrooms, athletic facilities, and parking spaces. Under the ADA, PPSC must ensure that every program and activity of the college be made accessible.
Age Discrimination Act of 1975 (42 U.S.C. §§ 6101-6107)
The Age Discrimination Act prohibits discrimination on the basis of age in programs and activities receiving federal financial assistance.
Equal Educational Opportunities Act of 1974 (20 U.S.C. §§ 1701-1758)
The Equal Educational Opportunities Act prohibits deliberate segregation in school systems based on race, color, and national origin.
Colorado Anti-Discrimination Act (CADA) (C.R.S. § 24-34-601 et seq)
CADA prohibits discrimination at places of public accommodation (such as educational institutions) based on disability, race (includes hair texture, hair type, hair length, or a protective hairstyle commonly or historically associated with race) , creed, color, sex, sexual orientation, gender identity, gender expression, marital status. To ensure accessibility for individuals with a disability, places of public accommodations may need to make reasonable accommodations in its policies, procedures, or practices, and/or ensure accessibility. CADA additionally prohibits retaliation against any person who has engaged in a protected activity, such as making a complaint of discrimination or requesting a reasonable accommodation.
The Equal Pay Act of 1963 (EPA)
This law makes it illegal to pay different wages to men and women if they perform equal work in the same workplace. The law also makes it illegal to retaliate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.
Sections 102 and 103 of the Civil Rights Act of 1991
Among other things, this law amends Title VII and the ADA to permit jury trials and compensatory and punitive damage awards in intentional discrimination cases.
The Genetic Information Nondiscrimination Act of 2008 (GINA)
Protects individuals from genetic discrimination in employment and health coverage.