Policies
General Policies and Procedures
Guttman Community College seeks to create and maintain a safe environment in which all members of the University community—students, faculty, and staff—can learn and work free from sexual harassment, violence, or discrimination. It is Guttman’s policy to admit and provide services for students, and to recruit, employ, retain and promote staff, without regard to race, color, creed, national origin, ethnicity, ancestry, religion, age, sex, sexual orientation, gender, gender identity, marital or partnership status, disability, genetic information, alienage, citizenship, military or veteran status, pregnancy (including childbirth and related conditions), status as a victim of domestic or other sexual violence, or any other legally prohibited basis, in accordance with federal, state and city law.
Guttman’s policies on workplace and domestic violence apply to all acts of violence that occur in the workplace or classroom. The College’s Sexual Misconduct Policy prohibits many forms of unwelcome conduct, including sexual assault, stalking, domestic/intimate partner violence and the physical or electronic stalking of students or staff.
These policies prohibit retaliation for reporting or opposing harassment or discriminatory behavior. In addition, during any investigation or disciplinary process, if any person or third-party acting on his/her behalf attempts to contact another participant in the process to harass, intimidate, threaten or coerce that individual in any way, Guttman reserves the right to bring disciplinary action against both individuals. Such conduct by any member of the Guttman community will not be tolerated.
Additionally, “Responsible Employees” have a duty to report incidents of sexual harassment, gender-based harassment or sexual violence, including all relevant details, to the Title IX Coordinator. Such employees are not permitted under any circumstances to maintain a complainant's confidentiality.
Sexual harassment, gender-based harassment and sexual violence, forms of sex or gender discrimination, are also prohibited at CUNY. Retaliation for reporting or opposing discrimination, cooperating with an investigation of a discrimination complaint, or requesting an accommodation is also prohibited. This policy is set forth fully in CUNY’s Policy on Sexual Misconduct.
It is also the University’s policy to provide reasonable accommodations and academic adjustments when appropriate to individuals with disabilities, individuals observing religious practices, individuals who have pregnancy or childbirth-related medical conditions, or are victims of domestic violence/stalking/sex offenses. Guttman Community College has ongoing Title IX-related training throughout the academic year for employees and students.
The following person has been designated at Stella and Charles Guttman Community College to handle inquiries and complaints relating to CUNY’s Policy on Equal Opportunity and Nondiscrimination as well as CUNY’s Policy on Sexual Misconduct:
Jaclyn Helms, Title IX Coordinator
Room 706B
Jaclyn.Helms@guttman.cuny.edu
646-313-8015
EQUAL OPPORTUNITY AND NON DISCRIMINATION POLICY
Notice of Non-Discrimination
It is the policy of The City University of New York—applicable to all colleges and units—to recruit, employ, retain, promote, and provide benefits to employees and to admit and provide services for students without regard to actual or perceived race, color, creed, national origin, ethnicity, ancestry, religion, age, sex, sexual orientation, gender, gender identity, marital status, partnership status, disability, genetic information, alienage, citizenship, military or veteran status, pregnancy, or status as a victim of domestic violence/stalking/sex offenses, unemployment status, or any other legally prohibited basis in accordance with federal, state and city laws. This policy is set forth more fully in CUNY’s Policy on Equal Opportunity and Nondiscrimination.
The City University of New York Policy on Equal Opportunity and Non-Discrimination
Guttman enforces CUNY’s policies on:
Sexual Misconduct:
CUNY Policy on Sexual Misconduct
Student Sexual Misconduct Complainants’ Bill of Rights
Domestic Violence in the Workplace
Complaint Procedures
Students who experience sexual harassment, violence or discrimination should bring their complaint to one of the following campus officials/offices:
Title IX Coordinator: Jaclyn Helms, Room 706B, 646.313.8015
Office of Public Safety: Karige Wambugu, Room 015, 646.313.8112
Chief Student Affairs Officer: Charles H. Pryor, Room 206, 646.313.8818
Office of Student Engagement: Carolee Ramsey, Room 009, 646.313.8019
Employees who experience harassment based on gender, gender identity, sexual harassment, sexual violence should bring their complaint to one of the following college officials trained to help:
Title IX Coordinator: Jaclyn Helms, Room 706B, 646.313.8015
Executive Director of Human Resources: Nila Bhaumik, Room 708, 646.313.8862
Office of Public Safety: Karige Wambugu, Room 015, 646.313.8112
Visitors who experience sexual harassment, violence or discrimination should bring their complaint to one of the following campus officials/offices:
Title IX Coordinator: Jaclyn Helms, Room 706B, 646.313.8015
Office of Public Safety: Karige Wambugu, Room 015, 646.313.8112
Once any of the individuals above is notified about any harassment, violence or discrimination, the College Official will coordinate with the appropriate college offices to investigate, prevent its recurrence, and address its effects.
The City University of New York (CUNY) Policies and Procedures
CUNY HR Policies and Procedures
CUNY Office of Labor Relations
CUNY Conflict of Interest Policy
CUNY Policy against Drugs and Alcohol
CUNY Computer Resources Use Policy
CUNY Policy on Sexual Misconduct
CUNY Equal Opportunity and Non-Discrimination Policy
CUNY Maintenance of Public Order
All policies and procedures may also be found in the Guttman Human Resources Webpage - CUNY and College Policies
For general information on the College visit - Guttman Human Resources Webpage.
For new CUNY regulations and policies related to COVID -19, vaccination updates and the workplace, please refer to the CUNY Vaccination Updates page or the Guttman Human Resources Website.
Guttman Community College Workplace Violence Prevention Program –
Workplace Violence Prevention Policy 2021
In accordance with the City University of New York’s commitment to the prevention of workplace violence, the Guttman Community College (“College”) adopts the following Workplace Violence Prevention Program.
1. Purpose
It is the policy of Guttman Community College (“College”) to promote a safe environment for all members of the community, free from violence, harassment and other threatening behavior. Any act of violence, such as physical attack, property damage, direct or indirect threat will not be tolerated. The College’s Workplace Violence Prevention Program seeks to ensure that any incident, complaint or report of workplace violence is taken seriously and dealt with appropriately.
Workplace violence is any physical assault or act of aggressive behavior occurring where an employee performs work during the course of his or her employment, including but not limited to:
a) An attempt or threat, whether verbal or physical, to inflict physical injury upon an employee;
b) A display of force that would give an employee reason to fear or expect bodily harm;
c) Physical contact with an employee without his or her consent that causes injury, or
d) Stalking an employee in a manner that may cause the employee to fear for his or her physical safety or mental health.
Individuals who engage in workplace violence may be removed immediately from College property and are subject to disciplinary or personnel action up to and including termination, consistent with College and University policies, rules and collective bargaining agreements, or referral to law enforcement authorities for civil or criminal prosecution.
Members of the Workplace Violence Advisory Team (WVAT)- Guttman Community College
Rufus Massiah (Chair)
Campus Security Director,
Office of Public Safety
Rufus.Massiah@guttman.cuny.edu
Teams: Rufus.Massiah86
646-313-8001
Karige Wambugu
Assistant Campus Security Director,
Office of Public Safety
Karige.Wambugu@guttman.cuny.edu
Teams: Karige.Wambugu32
646-313-8112
Nila Bhaumik
Executive Director of Human Resources,
Office of Human Resources
Nila.Bhaumik@guttman.cuny.edu
Teams: Nilanjana.Bhaumik95
646-313-8862
Nestor Melendez
Director of Campus Life
Student Engagement
Nestor.Melendez@guttman.cuny.edu
Teams: Nestor.Melendez46
646-313-8121
Courtney Stevenson
Director of Counseling Services, OSE
Student Engagement
Courtney.Stevenson@guttman.cuny.edu
Teams: Courtney.Stevenson63
646-313-8165
Elie Yoesoep (Training Liaison)
Associate Director of Human Resources
Office of Human Resources
Elielce.yoesoep@guttman.cuny.edu
Teams: Elielce.Yoesoep12
646-313-8173
Melissa Arias
Facilities Property Specialist
Office of Facilities
Melissa.Arias@guttman.cuny.edu
Teams: Melissa.Arias19
646-313-8108
Marcus Allen
Professor of Political Science
Office of Academic Affairs
Marcus.Allen@guttman.cuny.edu
Teams: Marcus.Allen85
646-313-8072
For more information, please refer to the Guttman Workplace Violence Prevention Policy
CUNY Domestic Violence and Workplace Policy Statement
For more information about the CUNY Domestic Violence and the Workplace committee, you may contact:
Rufus Massiah (Chair)
Campus Security Director,
Office of Public Safety
Rufus.Massiah@guttman.cuny.edu
Teams: Rufus.Massiah86
646-313-8001
Karige Wambugu
Assistant Campus Security Director,
Office of Public Safety
Karige.Wambugu@guttman.cuny.edu
Teams: Karige.Wambugu32
646-313-8112
Nila Bhaumik
Executive Director of Human Resources,
Office of Human Resources
Nila.Bhaumik@guttman.cuny.edu
Teams: Nilanjana.Bhaumik95
646-313-8862
Elie Yoesoep (Training Liaison)
Associate Director of Human Resources
Office of Human Resources
Elielce.Yoesoep@guttman.cuny.edu
Teams: Elielce.Yoesoep12
646-313-8173
CUNY Procedures for Implementing Reasonable Accommodations and Academic Adjustments
I. Policy Statement
The City University of New York (“CUNY”) is committed to providing reasonable accommodations and academic adjustments to allow qualified individuals the opportunity to participate in programs, activities and employment. CUNY recognizes that there may be times when employees and their supervisors, as well as, students and their instructors can resolve accommodation requests informally. However, in many cases, such requests require a more formal process with the request being made to and considered by a designated decision-maker, with the opportunity for an appeal as provided for in these procedures.
The following procedures apply to reasonable accommodations and academic adjustments in connection with:
• a disability,
• pregnancy, childbirth, or a medical condition related to pregnancy or childbirth,
• religious practices, and
• status as a victim of domestic violence, sex offense or stalking.
CUNY will thoroughly review all requests on a case-by-case basis in accordance with applicable federal, state, and New York City law.
CUNY prohibits retaliation against individuals for requesting reasonable accommodations or academic adjustments, appealing decisions concerning such requests, or for making or participating in claims of discrimination.
All requests for accommodations, academic adjustments and all supporting documentation, including but not limited to medical information, are considered confidential and will be shared with college officials only on a need-to-know basis. Such documentation will only be used to evaluate the requested accommodation. Employee and applicant accommodation documentation will be kept in a separate file in the Office for Human Resources or the Office of Recruitment and Diversity, depending on which office is evaluating the accommodation request. Student accommodation documentation will be kept in the Office for Student Disability Services, the Office of Student Affairs, or the Office of Recruitment and Diversity, depending on which office is evaluating the accommodation request.
For more information about Guttman Community College Procedures for requesting Reasonable Accommodations for employees, you may contact:
Elie Yoesoep
Associate Director of Human Resources
Elielce.Yoesoep@guttman.cuny.edu
Teams: Elielce.Yoesoep12
646-313-8173
Nila Bhaumik
Executive Director of Human Resources
Nila.Bhaumik@guttman.cuny.edu
Teams: Nilanjana.Bhaumik95
646-313-8862
Jaclyn Helms
Chief Diversity Officer/Section 504/ADA Coordinator
Jaclyn.Helms@guttman.cuny.edu
Teams: Jaclyn.Helms91
646-313-8015
Crystal Vazquez
Director of Accessibility Services/Office of Student Engagement
Crystal.Vazquez@guttman.cuny.edu
Teams: Crystal.Vazquez87
646-313-8812
For more information, please refer to the Guttman Office of Human Resources Policies and Procedures webpage and follow link to “Procedures for Implementing Reasonable Accommodations and Academic Adjustments”.
Guttman Community College Lactation Policy:
Guttman Community College has a dedicated lactation room available for nursing mothers. The Office of Human Resources maintains the schedule for the lactation room. Please contact Guttman HR via email hr@guttman.cuny.edu or by calling 646-313-8177.
Leave for Cancer Screening and Blood Donation:
NYS Civil Service Law has been amended to allow employee to take up to 4 hours of paid leave in a calendar year for “cancer screening” if the screening is performed during regular work hours. The four hours include travel time. Satisfactory documentation must be attached to timesheets to verify absence for the purpose of “cancer screening”.
Section 202-J of the Labor Law mandates that employers provide leave time to an employee (working on average for twenty hours or more) for donating blood – up to three hours of unpaid leave for off-premises and paid time for on-site or employer designated location.
All other CUNY and Campus Safety Policies may be found on the Guttman Community College website.