Academic Syllabus Supplement

In support of its commitment to its students, Three Rivers Community College provides students with many policies, processes and guidelines to ensure that the educational journey runs smoothly to student goals. Click each of the headings on this page to expand the sections.

This page is intended to be a supplement to the syllabus of all college classes. Many of the items are from the student handbook. It is recommended that you review it for more details.

Academic Calendar

Three Rivers Community College follows an academic calendar with four terms per year: fall, winter, spring and summer, which is subject to change throughout the academic year. Refer to the web link for the most up-to-date version. https://catalog.threerivers.edu/content.php?catoid=6&navoid=357

Delayed Opening/Closing/Early Releases

(860) 215-9000

www.trcc.commnet.edu

 College Closing

Notification of cancellation due to inclement weather, whether on-campus or at off-campus locations, will be available by telephone by 6:00 am for daytime classes and by 2:30 pm for evening classes by calling the College’s main telephone at (860) 215-9000, pressing 1, and listening to the taped announcement. The College’s website will also have announcements P a g e |9 available by accessing the www.threerivers.edu home page. The myCommnet Alert Notification System will also be used to deliver important information to students, faculty, and staff regarding weather-related class cancellations, via both email messages and text messages, to registered individuals. To register, log on to your myCommnet account at http://my.commnet.edu/ and follow the link to myCommnet Alert. In addition, delays or further information will be announced on the following:

Radio Stations:

• WBMW 106.5 FM – Ledyard
• WICH 1310 AM/WCTY 97.7 FM – Norwich
• WINY 1350 AM – Putnam
• WNLC 1510 AM/WTYD – 100.9 FM – New London
• WQGN 105.5 – Groton
• WSUB 980 AM – New London
• WVVE 102.3 FM/104.7 FM Stonington
• WILI 1400 AM/i98.3 FM WWRX 107.7
• WTCI 96.5 FM WRCH 100.5 FM
• WZMX 93.7 FM
• News Now 94.9
• US Country 99.5

Television Stations:

• Channel 3 WSFB – Hartford
• Channel 4 WVIT 30 – Hartford/New Britain
• Channel 8 WTNH – New Haven

If the location of an off-campus class is closed the TRCC class will not be held.

When the president directs that the college will be closed, employees are not expected to report to work, except when the president may require the attendance of employees in critical service positions such as maintenance and security and their supervisors. Employees who are not expected to report to work need not charge the time off to accrued leave balances. If the president authorizes cancellation of classes and scheduled educational activities for an entire day, the college will be closed.

Delayed Openings Delayed openings are similar to college closings in that, with the exception of employees in critical service positions and their supervisors who may be required to report, staff members are not expected to report to work until the specified opening time and need not charge the time off to accrued leave balances. Employees who do not report to work by the specified opening time who are covered by a collective bargaining agreement that excuses late arrivals under specified conditions are entitled to the benefit of such provision. However, provisions for late arrival are to P a g e |10 be measured from the beginning of the employee’s shift. Employees who do not report to work at all on a day when the college opening has been delayed will charge the entire shift to an appropriate leave balance.

Early Release

If the president directs an early release, the president shall indicate the time when the college will be closed for the day. Employees who are at work and who leave when the college closes need not charge the time remaining in their shift to an accrued leave balance. Employees whose scheduled work shifts have not begun when the president announces early release need not report to work; however, any time between the scheduled commencement of a shift and the time of college closing shall be charged to an accrued leave balance. Employees whose work shifts would not begin before the time of college closing need not charge the time to an accrued leave balance. Employees in critical service positions (e.g., snow and ice removal, facility security) and their supervisors may not be subject to the early release provisions of this policy.

Digication

All students are required to maintain an electronic portfolio using the College template within Digication. Digication can be accessed at threerivers.digication.com. Information about Digication including login and tutorials are located on the ePortfolio/Digication page (www.trcc.commnet.edu/eportfolio) on the Extranet.

Affirmative Action and Non-Discrimination

Three Rivers Community College does not discriminate on the basis of race, color, religious creed, age, sex, national origin, marital status, ancestry, present or past history of mental disorder, learning disability or physical disability, sexual orientation, gender identity and expression, or genetic information in its programs and activities. In addition, the College does not discriminate in employment on the basis of veteran status or criminal record.

Title IX Coordinator: Maria Krug
Three Rivers Community College
574 New London Turnpike
Norwich CT 06360
860-215-9280

Code of Conduct

The code of conduct operates on the values of respect for the safety, dignity, rights, and individuality of each member of the CSCU Community. Read more about the code of conduct in the “Student Handbook Policies – Student Code of Conduct” menu.

Code of Academic Integrity

Academic integrity  is essential to a useful education. Read more about academic integrity in the

ADA

The Americans with Disabilities Act (ADA), a civil rights law, prohibits discrimination against people with disabilities. Read more in the Student Handbook Policies – Academic Dishonesty through Aids menu.

Title IX

Title IX, a civil rights law, prohibits discrimination based on sex in education programs or activities that receive Federal financial assistance.  Read more in the Student Handbook Policies – Racism and Acts of Intolerance through Title IX menu.

Advising & Counseling

A113; 860.215.9017
TRCC’s staff of professional counselors and advisors provides comprehensive services to support students in making decisions relative to academic, career, personal and special needs issues, including selecting courses and majors, overcoming academic or personal challenges and making sense out of their college experience. Counselors also help students identify and overcome obstacles to effective learning. Counselors see students year-round with both drop-in and pre-scheduled appointments.

Tutoring and Academic Success Centers (TASC)

C117; 860.215.9082; https://www.trcc.commnet.edu/learning-resources/tutoring-tasc/ TASC provides free academic support to TRCC students primarily through face-to-face tutoring. Additionally, handouts, books, and other academic resources are available for loan. Visit TASC’s website for information about hours and online workshops.

Tutoring Center

The Tutoring Center provides free one-to-one and group tutoring for most courses and is available by appointment or walk-in; appointment are suggested and can be made in person or by phone. Contact us at TASC@threerivers.edu.

Writing Center

Writing reviews are available on a walk-in basis, by appointment, or by e-mail. Services are intended to help students learn to improve their writing, edit, and revise their own work successfully. Send questions or paper submissions to: TRWritingCenter@threerivers.edu.

Online tutoring is also available! Ask TASC consists of two components: the Ask TASC discussion board and a link to the Writing Center’s e-mail instructions. All currently enrolled students can access “Ask TASC” by logging into “Blackboard” and selecting “Ask TASC” from their course list.

The Library

C119; 860.215.9051 www.trcc.commnet.edu/learning-resources/library

Monday – Thursday, 8:30 am – 8:00 pm; Friday, 8:30 am – 3:00 pm

The Donald R. Welter Library is committed to supporting the research and information needs of faculty, staff and students by providing quality library services and resources for the diverse community of TRCC.

Physical resources available in the Library include books, DVDs, magazines, newspapers, audiobooks, a popular reading collection, and a reserve collection that includes course textbooks. Also available are computers, color and black and-white printers, a self-service photocopier/scanner, group study rooms, laptops, and wireless internet access. Laptops, course textbooks and other course reserve materials may be borrowed for two hours for use within the Library. All library materials must be returned in good condition. If library materials are lost or damaged, students will be charged for the replacement of the item. If items are not returned within a month of the due date, a hold will be placed on the student’s account.

Materials not available at the Donald R. Welter Library may be requested from any of the CSCU libraries through Search4It, a unified database of the CSCU Library catalogs, or through inter-library loan. Online library resources also include electronic books, reference books, streaming videos, and databases of articles from academic journals, magazines, and newspapers. Research assistance and individual or group instruction on the use of library resources are also provided.

Refer to the Library’s webpage for more information as well as to access the Library’s catalog, electronic databases, web resources, instructional materials and online request forms.

Testing Center

A117; 860.215.9061

Placement Testing: The Center provides Accuplacer placement testing for students needing an assessment of basic skills in math, reading and writing. Testing is by appointment only; refer to www.timecenter.com/trcc and follow the Accuplacer Placement Testing Calendar. Make-Up Exams: The Testing Center provides make-up exams for students in traditional and online courses.

Make-up exams are granted at the discretion of the instructor. Testing is by appointment only; refer to www.timecenter.com/trcc  and follow the Make Up, Special Accommodations & Workforce Testing Calendar. Dates are available for students to reserve their seats online, or stop into the Welcome Center, Room A113.

Computer Labs

Computer labs are available in the E wing. The main lab for PCs is in E112. Additionally, the Mac Lab is available to students enrolled in the graphic design program when classes are not being held. Computers are also available in the library but you may find additional software needed for your classes in the E112 lab.

Fifty student-accessible computers are located in the Open Computer Lab in Room E112. The Lab is open during the fall and spring semesters:

Mon –Thurs: 8 am to 9 pm

Friday: 8 am to 6 pm

The Open Computer Lab Room (E112) schedule for summer is: Mon – Friday: 8 am to 6 pm

Bookstore

A101; 860.887.6842; 0807 mgr@fheg.follett.com;  www.efollett.com 
The TRCC Bookstore is operated by Follett Higher Education Group. Students are advised to bring their course schedule or registration form when purchasing books in person. Students receiving financial aid are to check with the Financial Aid Office for availability of Bookstore credit. The Bookstore provides new and used books as well as rental textbooks (when available), school supplies, clothing, laptops, software and other college items. The Bookstore’s regular hours are Mondays, Tuesdays, and Thursdays from 9 am to 4:30 pm, Wednesdays from 9 am to 5:30 pm, and Fridays at 9 am to 1 pm (hours may change when classes are not in session).

A complete list of all policies and guidelines are available in the student handbook.

Academic Dishonesty in a Service Learning, Practicum, Internship, Co-operative, or Fieldwork Environment

Conduct in community settings entered by a student as part of coursework must be equally characterized by integrity and honesty. Dishonest conduct proscribed under this policy includes but is not limited to (a) making false statements to community partners about the student’s skills, credentials and accomplishments, (b) making false statements to community partners or the instructor about progress in the work the student has agreed to do in the community, including supplying false documentation of work, (c) failing to abide by the rules and policies of the community partners that the student agreed to accept as a condition of entrance into the community setting, (d) failing to returnmaterials belonging to the community partner or instructor (e) violating the ethical principles common to professional researchers, including violation of confidentiality or anonymity agreements with research subjects, deceiving or harming research subjects, or coercing participation in research.

When Academic Dishonesty is Suspected* 1) The faculty member will meet with the student and discuss the incident in question. If the faculty member is not comfortable with meeting the student privately, the Academic Dean or designee may be invited to attend the meeting. A faculty member may instead refer a suspected incident of academic dishonesty to the Dean’s office. 2) During the course of the meeting, the faculty member should explain why he or she suspects academic dishonesty. 3) The student should be given a full opportunity to respond to the faculty member’s concerns. 4) a) If, at the end of the meeting the faculty member is convinced that no academic dishonesty has in fact occurred, the incident is considered resolved. b) If, at the end of the meeting, the faculty member is not certain that an incident of academic dishonesty has occurred, the faculty member may warn the student that the assignment is questionable and that future assignments will be scrutinized carefully. The incident is then considered resolved. c) If at the end of the meeting the faculty member feels strongly that an incidence of academic dishonesty has occurred, he or she may assign a grade of F or of 0 for the assignment in question, or the faculty member may require that the student complete a make-up assignment or a corrected revision in lieu of the questionable assignment. In a situation where the incident of academic dishonesty does not involve a gradable assignment, the faculty member may require the student to complete some other form of correction (e.g., returning materials taken from a community partner). 5) a) If the student accepts the penalty assigned in Step 4, the faculty member is encouraged to report the student’s name, date, assignment type, type of academic dishonesty and any disciplinary measures taken to the Academic Dean’s Office for confidential tracking of repeat offenders, and the incident is considered resolved. b) If the student refuses to accept the penalty assigned in Step 4, the faculty member will report the student’s name, date, assignment type, type of academic dishonesty and any recommended disciplinary measures to the Academic Dean’s Office for confidential tracking of repeat offenders. Furthermore, the faculty member will initiate the Discipline Procedures as defined by the Connecticut Board of Regents for Higher Education, in the Student Discipline Policy, Section 3:1-10 by submitting a statement of possible violation with the Academic Dean.

*Please note: Withdrawal (“W”) will not be permitted if the student seeking to withdraw is suspected of having committed academic misconduct in the course from which withdrawal is sought. A withdrawal will be permitted when such suspicion is resolved by the faculty member without a conclusion the student engaged in academic misconduct in the course. The College reserves the right to substitute a final course grade for a previously recorded “W” when the final course grade reflects the judgment of a faculty member that the student committed academic misconduct in the course for which a “W” had been previously recorded.

Academic/Progress Warning

Students who have completed less than 12 credits whose Cumulative Grade Point Average (CGPA) falls below 1.5 and/or have not completed 50% of all attempted credits will receive a Written Warning.

Academic/Progress Probation

Students who have completed between 12 and 30.99 credits inclusive whose CGPA falls below 1.7 and those who have completed 31 or more credits whose CGPA fall below 2.0 will be given a written notice that they are placed on Academic Probation. Students will receive written notification of the academic probation status and will be required to reduce their registered course load for the next enrollment period. Financial Aid recipients placed on academic probation may also have their funding suspended until they regain satisfactory academic progress. See the College Catalog for a more detailed description.

Academic Suspension and Progress Probation

Students who fail to regain satisfactory academic progress at the conclusion of the Academic Probation semester will be subject to Academic Suspension. Suspension can result in ineligibility to return to the College for a minimum of one semester. Students placed on academic probation or suspension, who believe extenuating circumstances affected their performance, including financial aid recipients who have their funding suspended due to unsatisfactory academic progress, may submit a written letter of appeal to the Academic Dean.

Academic Integrity

The effective operation of any organization is dependent on the honesty and goodwill of its members. In an organization devoted to the pursuit of knowledge, acting with integrity is essential to effective teaching and learning. Furthermore, academic dishonesty erodes the legitimacy of every degree awarded by the College. To emphasize the importance of academic integrity, Three Rivers Community College adheres to the Student Code of Conduct and Discipline Policy, as provided by the Connecticut State Colleges and Universities (CSCU) – Board of Regents for Higher Education. Since collaboration is central to the learning community, Three Rivers wishes to emphasize that this policy is not intended to discourage collaboration when appropriate, approved, and disclosed.

ADA Grievance Procedure for the General Public

A grievance is an allegation that an agent of the college has discriminated against the grievant on the basis of disability in violation of the Americans with Disabilities Act, 42 U.S.C. 12101 et. seq. (ADA). The following procedure shall apply only to members of the public.

1. How to file a grievance: A grievance must be submitted in writing to the ADA coordinator or such other college official as the president may designate within thirty days of the date the grievant knew or reasonably should have known of the alleged violation. The written grievance shall describe the discriminatory action and state briefly the underlying facts.

2. Procedure for grievance resolution: The ADA coordinator shall investigate the grievance in consultation with the college’s affirmative action person and, within thirty days from the time the grievance was submitted, recommend to the president a disposition of the grievance. The president may accept or reject the recommendation or direct such further investigation as he or she deems appropriate. The president shall notify the grievant of the final disposition of the grievance within fifteen days of receiving the recommendation.

BOARD OF REGENTS FOR HIGHER EDUCATION AFFIRMATIVE ACTION AND EQUAL EMPLOYMENT OPPORTUNITY POLICY STATEMENT

As the statewide policymaking authority for public higher education in Connecticut, the Board of Regents for Higher Education is committed to leading, by example, in the areas of equal employment opportunity and affirmative action. Additionally, the Board of Regents has been charged by state statutes to promote representative racial and ethnic diversity among the students, faculty, administrators and staff at public institutions of higher education. The Board of Regents for Higher Education’s policies also advance compliance with Title IX requirements and the Americans with Disabilities Act (ADA) at all Connecticut State Colleges and Universities. Equal employment opportunity and affirmative action are essential to achieving higher education’s goals of academic excellence and equity. The Board of Regents for Higher Education recognizes that affirmative action is positive action undertaken with diligence and conviction 60 to: Overcome any remaining effects of past practices, policies or barriers to equal employment opportunity, and; Achieve the full and fair participation of all protected class members found to be underutilized in the workplace, or adversely impacted by policies or practices. The Board of Regents for Higher Education deems equal employment opportunity to be the education or employment of individuals without consideration of race, color, age, sex, including pregnancy, sexual harassment and sexual assault, religious creed, marital status, national origin, ancestry, physical or mental disabilities (including learning disabilities, intellectual disabilities, past or present history of a mental disability), gender identity or expression, sexual orientation, transgender status, workplace hazards to reproductive systems or other factors which cannot lawfully be the basis for employment actions, unless there is a bona fide occupational qualification. The Board will not request or require genetic information from job applicants or employees, or otherwise discriminate against any person in employment conditions on the basis of genetic information. Additionally, the Board of Regents for Higher Education will not unlawfully discriminate against persons with a prior criminal conviction. Equal opportunity is the purpose and goal of affirmative action. It is the policy of the Board of Regents for Higher Education to administer all personnel policies in manners that insure that there is no discrimination based upon race, color, age, sex, including pregnancy, sexual harassment and sexual assault, religious creed, marital status, national origin, ancestry, physical or mental disabilities (including learning disabilities, intellectual disabilities, past or present history of a mental disability), gender identity or expression, genetic information, sexual orientation, transgender status, criminal record, workplace hazards to reproductive systems or other factors which cannot lawfully be the basis for employment actions, unless there is a bona fide occupational qualification or other factors which cannot lawfully be the basis for employment actions. The Board’s personnel policies involve employment applications, job qualifications, job specifications, recruitment practices, job structuring, orientation, training, counseling, grievance procedures, evaluation procedures, layoffs and terminations. To ensure the full and fair participation of protected group members in the employment process the Manager of Diversity and Inclusion shall be consulted and shall monitor the complete employment process. In addition, the Manager of Diversity and Inclusion has sign off responsibilities in all aspects of the staff recruitment and selection process. The Board of Regents for Higher Education recognizes the hiring difficulties experienced by persons with disabilities and by many older persons. If necessary, the Board shall establish program goals within the Affirmative Action Plan for action eliminating hiring barriers and actively recruiting members from these groups, to overcome any remaining effects of past discrimination against these groups and to achieve full and fair participation of such persons in the workforce. The Board of Regents for Higher Education shall explore alternative approaches wherever personnel practices have a negative impact on protected classes and establish procedures for the extra 61 effort deemed necessary to assure that the recruitment and hiring of protected group members reflect their availability in the job market. To this end, the Board of Regents for Higher Education shall continuously review its personnel policies and procedures to ensure that barriers that unnecessarily exclude protected classes and practices that have a discriminatory impact are identified and eliminated. Recognizing that there are residual effects of past discrimination, the Board of Regents for Higher Education pledges not only to provide services in a fair and impartial manner, but also establish, through this policy, affirmative action and equal opportunity as immediate and necessary Board objectives. The Board of Regents for Higher Education is committed to maintaining a work environment free from influence or prejudicial behavior and sexual harassment and a workplace in which all terms, conditions, privileges and benefits are administered in an equitable manner. The Board of Regents for Higher Education has an internal complaint procedure and system to process and resolve grievances. Mark Ojakian, the President for the Board of Regents for Higher Education, is committed to successfully implementing the Affirmative Action Plan and goals within timetables set forth. The President assures that all employees, especially managers and professionals, understand the policies and their responsibilities for implementing such and take positive steps to ensure compliance with the Affirmative Action Plan, AA/EEO, Americans with Disabilities Act (ADA) and Title IX policies, procedures and programs. Leah Glende, Manager of Diversity and Inclusion is the appointed Equal Employment Opportunity Officer for the Board of Regents for Higher Education and reports directly to the President regarding all AA/EEO, diversity, inclusion, ADA and Title IX matters. The Affirmative Action Plan is available to all members of the workforce through the Human Resources Office which is located at 61 Woodland Street, Hartford, CT 06105. Ms. Glende can be reached by telephone at (860) 723-0727 or by email at glendel@ct.edu.  //s// Mark Ojakian President.

For more information, contact the Equal Employment Opportunity Officer, 574 New London Turnpike, Norwich, CT 06360.

To see the complete Affirmative Action and Equal Employment Opportunity Policy Statement: http://www.ct.edu/files/pdfs/policy-affirmative-action.pdf.

AIDS and Other Communicable Diseases Policy

The Community College System reaffirms its commitment to provide a safe and healthy educational environment, safeguard the rights of individuals, and comply with state and federal anti-discrimination laws and regulations. Sound and compassionate legal, ethical, moral, and educational principles require that students and employees with AIDS, HIV infection, and other communicable diseases be accorded the same rights and assume the same responsibilities as all other members of the Community College community. It is recognized that the best method of allaying fears and promoting understanding is education: the dissemination of information based on fact and current scientific knowledge. People with AIDS and other communicable diseases shall be accorded the same rights as all other students and employees. State and federal laws and regulations prohibit discrimination against and harassment of individuals solely because of disability. No individual shall be discriminated against in any college programs, services, or employment solely because of his or her status as AIDS or HIV-infected or having any other communicable disease. Each college shall provide information and educational programs and activities concerning AIDS and other communicable diseases for students and employees. Such information and programs shall rely on the most current knowledge about such diseases and shall focus on how such diseases are and are not transmitted, how they can be prevented, and the rights of persons with such diseases. Each college president shall designate an individual responsible for coordination, delivery, and evaluation of the college AIDS education program. A committee representative of the college community should be involved in formulating educational and information activities. Restrictions shall not be placed on admission, programs, services, or employment offered to an individual on the basis of a diagnosis of AIDS, HIV infection, or other communicable disease, except in individual cases when it has been medically determined that there is risk of infection or danger to others or in programs from which individuals with specific communicable diseases are excluded by law or regulation. Colleges shall not require testing of students or employees for AIDS, HIV infection, or other communicable diseases for participation in employment, programs, or services of the college, except as required by law or regulation. Where possible, 63 colleges shall maintain a listing of local referral sources for such testing and shall publish such listing with other educational information. All student or employee information related to inquiries, testing, and disclosure of AIDS, HIV, or other infection status shall be treated confidentially as all other health records. All reasonable steps shall be taken to protect the identity of an individual with AIDS. Students and employees involved in the direct delivery of health care services and those who might otherwise come in contact with blood and other body fluids (such as in science laboratories or allied health practica) shall at all times follow the guidelines regarding precautions to be taken in the handling of such fluids disseminated by the Department of Health Services (January 1987) or other approved guidelines. Violations of any part of this Policy shall be dealt with under the appropriate disciplinary procedures for students or employees. This policy shall be published in all college catalogs and student handbooks and shall be made available to all employees.

A complete list of all policies and guidelines are available in the student handbook.

Bullying

Hazing, bullying, menacing or abuse of students or staff members will not be tolerated. Any staff member, employee or student who engages in an act that injures, degrades, or disgraces another student or staff member is disrupting the educational process and interfering with a student’s opportunity to obtain an education. See Code of Conduct.

Campus Disturbances Policy

In the interest of assisting in the preservation of academic freedom, including the important characteristics of access to sources of knowledge, freedom to reach unpressured conclusions and respect for freedom of movement, and the performance of responsibilities relating to this, the Connecticut Board of Regents for Higher Education sets forth the following policies to guide faculty, students, and administrators in cases of disruptions on campuses of the public Community Colleges of Connecticut.

1. College staff, faculty, and students shall be free to exercise their rights as professional staff, students, and citizens of the United States or as foreign nationals protected by the laws of the United States respecting those professionals and humane courtesies which contribute to the success of the academic community.

2. The president, staff, faculty, and students should work to maintain study and research of ideas and facts of humanity and the universe, lawful free assembly, access to sources of knowledge, and the freedom of staff to perform teaching and administrative functions.

3. The Board of Regents believes that activities as listed below and those akin to them might result in the need to take disciplinary action to 64 maintain the right and opportunities for all segments of the campus community to learn and to teach and to administer: a. occupying and preventing authorized use of facilities b. damaging, removing, or destroying college property c. preventing instruction, research, or other authorized activity by disorderly conduct and/or interfering with access to facilities d. physically detaining or removing any person engaged in lawful and/or normal college functions e. failing to comply with directives from college officials or law enforcement personnel issued in the performance of their duties.

Cell Phones

Cell phones and beepers are allowed only if they are turned off or turned to silent mode in classrooms, academic support areas and the Library. Under no circumstances are phones to be used in class. If there are extenuating circumstances, the student is to make specific arrangements with their instructor before the class begins.

Children/Adolescents on Campus

Children (defined as ages 11 and under) on campus must be attended to at all times. With the instructor’s permission, children may be permitted to be with their responsible adult in a general classroom if space is available. Adolescents (defined as ages 12 to 17) should only be on campus if they are attending a specific program or event or accompanying a responsible adult who is either a student or attending a College program. Adolescents are permitted to read or work quietly in the College Library or Cafeteria, and the adult responsible for them is to periodically check on them throughout their time at the College. For safety reasons, children and adolescents are not permitted in the College laboratories (except for controlled demonstrations and selected classes), workshops, lockers and storerooms, kitchen and food prep areas, children’s center playground and unsupervised offices or classrooms.

Consensual Relationships

The Board of Regents for Higher Education (BOR) of the Connecticut State Colleges and Universities’ respects that the educational mission of its institutions is founded on an atmosphere of mutual trust and respect between all members of the academic community. Faculty members, as well as those individuals upon whom the institution confers managerial, supervisory, or evaluative responsibilities, (including graduate assistants or undergraduate teaching assistants) carry a special responsibility to adhere to the highest ethical and professional standards and to avoid any actions that may appear to undermine this atmosphere of trust and respect and thereby hinder the institution’s educational mission.

Because of the inherent imbalance of power and need for trust, faculty members, supervisory staff, and those with evaluative authority should be 94 aware that dating or sexual relationships that might be appropriate in other circumstances have inherent dangers when they occur between a faculty and or staff member and a student as well as when they occur between a supervisor and employee.

Such relationships can create real conflicts, are susceptible to an appearance of exploitation, and can impair the trust and integrity of the teaching, coaching, or other supervisory or evaluative relationship and may cause a perception of favoritism or bias on the part of the staff. In addition, although these relationships may begin and remain consensual, they may easily be later characterized as non-consensual and could potentially lead to sexual harassment charges.

Affirmative consent is the standard used to determine whether sexual activity was consensual. As defined by Public Act 16-106, “Affirmative consent” means an active, clear and voluntary agreement by a person to engage in sexual activity with another person.

Policy Prohibited Between Employee and Student
Consensual romantic, dating, or sexual relationships between any employee and any student over whom that employee exercises direct or otherwise significant academic, supervisory, or evaluative authority or influence are prohibited at all State Universities and Colleges. The evaluative relationship can take a variety of forms, such as teacher to student, advisor to advisee, coach to athlete, supervisor to student employee, or similar relationship.

Strongly Discouraged Between Employee and Student
Romantic, dating or sexual relationships between employees and students over whom said employee does not have supervisory or evaluative authority are strongly discouraged. Such relationships are not only susceptible to future conflicts of interest, but also may present the appearance of impropriety. If this situation exists, no employee should agree to supervise or evaluate a student with whom he or she has, or formerly had, a consensual relationship. A faculty member should inform the Dean if such a student wishes to enroll in a credit-bearing course that he or she is teaching so that alternate arrangements can be made. Nor should a faculty member direct the student’s independent study, internship, or thesis; participate in decisions regarding grades; or write letters of recommendation or reference.

Between Employee and Employee
BOR discourages employees with supervisory or evaluative authority from engaging in romantic, dating or sexual relationships with employees who they supervise or evaluate. If such a relationship exists or develops, the supervisory employee must notify his/her manager so that arrangements 95 can be made for the unbiased supervision and evaluation of the employee. These situations are handled on a case-by-case basis and may require transfer or reassignment of one or more employees.

In the Event of a Sexual Harassment Charge
Anyone who enters into a romantic, dating or sexual relationship where a professional power differential exists must realize that if a charge of sexual harassment is subsequently filed, it may be difficult to defend the charge by claiming that there was mutual consent. Employees could be held personally liable in a criminal or civil lawsuit. Affirmative consent is the standard used to determine whether sexual activity was consensual. As defined by Public Act 16-106, “Affirmative consent” means an active, clear and voluntary agreement by a person to engage in sexual activity with another person.

Sanctions
All violations of this policy should be reported to Human Resources for investigation and appropriate administrative action, up to and including disciplinary action.

Definition of Academic Misconduct

Academic misconduct includes but is not limited to, plagiarism and all forms of cheating as defined below.

Plagiarism is defined as the submission of work by a student for academic credit as one’s own work of authorship which contains work of another author without appropriate attribution.

Cheating includes but is not limited to: (i) use of any unauthorized assistance in taking quizzes, tests, or examinations; (ii) use of sources beyond those authorized by the instructor in writing papers, preparing reports, solving problems or carrying out other assignments; (iii) the acquisition, without permission, of test or other academic material belonging to a member of the University faculty or staff; and (iv) engaging in any other behavior specifically prohibited by a faculty member in the course syllabus.

Drugs and Alcohol in the Community Colleges

The Connecticut Board of Regents for Higher Education endorses the statement of the network of colleges and universities committed to the elimination of drug and alcohol abuse, which is based on the following premise: American society is harmed in many ways by the abuse of alcohol and other drugs — decreased productivity, serious health problems, breakdown of the family structure, and strained social resources. Problems of illicit use and abuse of substances have 65 a pervasive effect upon many segments of society — all socio-economic groups, all age levels, and even the unborn. Education and learning are especially impaired by alcohol abuse and illicit drug use. The Board recognizes that education regarding alcohol and substance abuse is an appropriate and even necessary part of contemporary college life. Since the unauthorized use of controlled substances, in addition to the potential harmful effect it may have on students and employees, is contrary to state and federal law and regulation, it must be prohibited in any college activity, on or off the college campus. Although the conditions of alcohol and drug dependency may be considered disabilities or handicaps under state and federal law and regulation and Board of Regents policy, and employees and students will not be discriminated against because they have these disabilities, all students and employees are considered to be responsible for their actions and their conduct. These provisions shall apply to all colleges under the jurisdiction of the Board:

1. No student or employee shall knowingly possess, use, distribute, transmit, sell, or be under the influence of any controlled substance on the college campus or off the college campus at a college-sponsored activity, function, or event. Use or possession of a drug authorized by a medical prescription from a registered physician shall not be a violation of this provision.

2. All colleges shall develop and enforce policies regarding the sale, distribution, possession, or consumption of alcoholic beverages on campus, subject to state and federal law. Consistent with Board policy, the consumption of alcoholic beverages on campus may only be authorized by written permission of the President for special events as appropriate.

3. All colleges shall provide educational programs on the abuse of alcohol and other drugs and referral for assistance for students and employees who seek it. Colleges are encouraged to establish campus-wide committees to assist in the development of these programs in response to particular campus needs and identification of referral resources in their respective service planning regions. Failure to comply with this Policy will result in the invocation of the appropriate disciplinary procedure and may result in separation from the college and referral to the appropriate authorities for prosecution.

Students are urged to seek information, advice, or confidential counseling regarding drugs and/or alcohol by contacting the counseling staff. Also, Three Rivers is prepared to refer students to appropriate professionals (medical, legal, psychiatric, etc.) according to the needs of the individual student. Contact will be held in complete confidence. A student who ignores opportunities for help and assistance and who willfully violates College policies and the law faces disciplinary action as outlined in the BOR/CSCU Student Code of Conduct.

The College’s full policies and programs on the Drug Free Workplace and Drug Prevention are published separately. Copies of these policies and programs are available to students through the Dean of Student Services.

A complete list of all policies and guidelines are available in the student handbook.

Directory Information Opt-Out Procedure

The Board has designated the following as directory information: student names and addresses, dates of attendance, full vs. part-time student status, awards, major or program of study, honors and graduation date. For purposes of access by military recruiters only, telephone listings and, if known, age and level of education are also designated as directory information.

If you do not want the College to disclose directory information from your education records without your prior written consent, you must complete an OPT- Out Form and return it to the Registrar/Records Office. Your information will not be released from the time we receive your form until the request is rescinded. If Directory information is released prior to receiving your opt-out request, the College may not be able to stop the use of your information. Therefore, it is recommended that you file the opt-out form at registration.

Please complete the information requested at the end of this section if you do not wish to have your directory information disclosed to third parties. Upon receipt, your request will remain in effect until such time as you tell us that you no longer wish to keep your information private. Prior to filing your request, please consider all the consequences of opting out. For example, if you tell us not to disclose your directory information to third parties, we will not share your information with anyone (except persons who have a right to see your information under the law and the attached Notice), including persons or agencies offering jobs and educational benefits such as scholarships and discounts; media sources; companies that manufacture class rings and publish yearbooks, etc. Also, note that if you have requested that we not disclose your directory information but you would like to have your name appear in the college commencement program, you must provide your signed written consent prior to that time.

Family Educational Rights and Privacy Act (FERPA)

The Family Educational Rights and Privacy Act (FERPA) affords students certain rights with respect to their education records. These rights include:

1. The right to inspect and review the student’s education records within 45 days of the day the College receives a request for access. Students should submit to the Registrar, Dean, head of the academic department, or other appropriate official, written requests that identify the record(s) they wish to inspect. The College official will make arrangements for access and notify the student of the time and place where the records may be inspected. If the records are not maintained by the College official to whom the request was submitted, that official shall advise the student of the correct official to whom the request should be addressed.
2. The right to request amendment of an education record that the student believes is inaccurate. Students may ask an appropriate College official to amend a record that they believe is inaccurate. The student should write to the College official, clearly identify the part of the record he or she wants changed, and specify why he/she believes it is inaccurate. The College will notify the student of the decision. If the College decides not to amend the record as requested by the student, the College will advise the student of his or her right to a hearing regarding the request for amendment. Additional information regarding the hearing procedures will be provided to the student when notified of the right to a hearing. NOTE: FERPA is not intended to provide a process to question substantive judgments that are correctly recorded. For example, the right of challenge does not allow a student to contest a grade in a course because the student believes that a higher grade should have been assigned.
3. The right to consent to disclosure of personally identifiable information contained in the student’s education records, except to the extent that FERPA authorizes disclosure without consent. FERPA permits disclosure without consent to school officials with legitimate educational interests. A “school official” includes, but is not limited to, the following: a person employed by the College in an administrative, supervisory, academic, research or support staff position (including law enforcement and security personnel, counseling and health staff); a person or company with whom the College has contracted (such as an attorney, auditor, collection agent or official of the National Student Clearinghouse); a person serving on the Board of Regents who is authorized to act on its behalf; or a student serving on an official committee, such as a disciplinary or grievance committee, or assisting another school official in performing his or her tasks. A school official has a legitimate educational interest if the official needs to review an education record in order to fulfill his or her professional responsibilities.

FERPA also permits disclosure of education records without consent in connection with, but not limited: ü to comply with a judicial order or a lawfully issued subpoena

• to appropriate parties in a health or safety emergency
• to officials of another school, upon request, in which the student seeks or intends to enroll
• in connection with a student’s request for or receipt of financial aid, as necessary to determine the eligibility, amount or conditions of the financial aid, or to enforce the terms and conditions of the aid
• to certain officials of the U.S. Department of Education, the Comptroller General, to state and local educational authorities, in connection with certain state or federally-supported education programs
• to accrediting organizations to carry out their functions
• to organizations conducting certain studies for or on behalf of the College
• the results of an institutional disciplinary proceeding against the alleged perpetrator of a crime of violence to the alleged victim of that crime with respect to that crime
• directory information as defined in the policy of the Board of Regents

4. The right to refuse to permit the College to release directory information about the student, except to school officials with a legitimate educational interest and others as indicated in Paragraph 3. This is called the “Opt-Out” option. A student exercising this right must notify the Registrar in writing. There is an “Opt-Out” form on Page 96 and on the College website that can be used for this purpose. Once filed, this notification becomes a permanent part of the student’s record until the student instructs the College, in writing, to remove it.
5. The right to file a complaint with the U.S. Department of Education concerning alleged failures by College to comply with the requirements of FERPA. The name and address of this Office is available in the Registrar’s Office.

See the student handbook for the FERPA Opt-out and consent for disclosure forms.

Gambling

Gambling and/or “games of chance” for money are strictly prohibited on campus. Violators shall be subject to College disciplinary action.

Hoverboards, Use of

CSCU System Office offers the following guidance regarding the use of “hoverboards” or other electronically operated skateboard type devices.

Due to safety concerns about both fire and rider safety, hoverboards shall not be allowed to be either charged, operated or stored on CSCU campuses. This prohibition is consistent with the CSCU Student Code of Conduct, Article I, Part D, Section 12 which prohibits “behavior or activity which endangers the health, safety or well-being of others.” Further, the practice of prohibiting hoverboards on CSCU campuses is consistent with other colleges and universities across the country.

This guidance is offered due to the concern about fire safety and collisions. Due to the abundance of reported safety issues with the devices, the U.S. Consumer Product Safety Commission is investigating the safety of hoverboards. Moreover, the National Association of Fire Marshals has also issued a warning regarding fire safety due to spontaneous fires potentially linked to the battery which powers the board. Given the warnings and concerns of these organizations, CSCU has issued this prohibition.

For more information please contact Stephen Goetchius, Dean of Administration & IT.

People with Disabilities

The Connecticut Board of Regents for Higher Education and all of the colleges under its jurisdiction are committed to the goal of achieving equal educational opportunity and full participation for people with disabilities in the Community Colleges. To that end, this statement of policy is put forth to reaffirm our commitment to ensure that no qualified person be excluded from participation in, be denied the benefits of, or otherwise be subjected to discrimination under any program or activity on a Community College Campus or in the Central Office of the Board of Regents. The Board recognizes that a physical or functional impairment is a disability only to the extent that it contributes to cutting the 67 person off from some valued experience, activity, or role. Higher education is therefore especially important to people with disabilities, since it aims to increase every student’s access to valued experiences, activities, and roles. Improving access for students and employees means removing existing barriers that are physical, programmatic, and attitudinal; it also means taking care not to erect new barriers along the way. The efforts of the Community Colleges to accommodate people with disabilities should be measured against the goals of full participation and integration. Services and programs best promote full participation and integration of people with disabilities when they complement and support, but do not duplicate, the regular services and programs of the college. Achieving the goal of full participation and integration of people with disabilities requires cooperative efforts within and among institutions of higher education. The Board of Regents will work to achieve a higher level of services and appropriate delivery methods at all Connecticut Community Colleges. This statement is intended to reaffirm the Board’s commitment to affirmative action and equal opportunity for all people and in no way to replace the Equal Opportunity Policy Statement.

Pets: Service and Support Animals

Service Animals
The Americans with Disabilities Act of 1990 and Section 504 of the Rehabilitation Act of 1973 require public colleges and universities to modify their policies, practices and procedures to permit the use of trained dogs that qualify as service animals by individuals with a disability. The ADA’s definition of a service dog is one that is individually trained to do work or perform tasks for the benefit of an individual with a disability, including a physical, sensory, psychiatric, intellectual, or other mental disability.

A college need not accommodate/make an academic adjustment for a service animal if the owner cannot effectively control it, if the animal is not housebroken, if the animal’s behavior or presence poses a direct threat to the health or safety of others, if its presence fundamentally alters the nature of a program or activity, if the animal is disruptive, if its presence would result in substantial physical 69 damage to the property of others, or if it substantially interferes with the reasonable enjoyment by others. In addition, the owner of the animal is required to meet all requirements for the service animal regarding vaccination, licensure, leash control, cleanup rules, animal health, etc.

When responding to a request for an accommodation/academic adjustment regarding a service animal, a college is not permitted to inquire about the nature or extent of a person’s disability, but may make two inquiries to determine whether an animal qualifies as a service animal. A college may ask if the animal is required because of a disability and what work or task the animal has been trained to perform. A college shall not require documentation, such as proof that the animal has been certified, trained, or licensed as a service animal. Generally, a college or any public entity may not make these inquiries about a service animal when it is readily apparent that an animal is trained to do work or perform tasks for an individual with a disability (e.g., the dog is observed guiding an individual who is blind or has low vision, pulling a person’s wheelchair, or providing assistance with stability or balance to an individual with an observable mobility disability).

Support Animals
Emotional support, comfort or companionship animals are not considered service animals. There is a clear distinction between service dogs that are trained to respond to an individual’s needs and untrained “emotional support” animals whose mere presence may positively affect a person’s disability. Service Dogs, with their recognition and response training are covered under the ADA, while Support Dogs, therapeutic as they may be to the disabled individual, are not covered and are not allowed on Campus.

In extenuating circumstances, a student may request approval from the Disabilities Office to have a Support Dog accompany them to class. Such requests will be considered on a case by case basis consistent with applicable laws. With the exception of guide and assistance dogs, pets are not permitted on campus. For questions, please contact Stephen Goetchius, Dean of Administrative Services, IT, and Human Resources at 860-215-9002.

Promoting Academic Integrity at Three Rivers

Faculty are encouraged to distribute and discuss this document in their classes and are encouraged to include the following statement in their syllabi:
Academic integrity is essential to a useful education. Failure to act with academic integrity severely limits a person’s ability to succeed in the classroom and beyond. Furthermore, academic dishonesty erodes the legitimacy of every degree awarded by the College. In this class and in the course of your academic career, present only your own best work; clearly document the sources of the material you use from others; and act at all times with honor.
Faculty are encouraged to have students write and sign Honor Statements for assignments where they would be appropriate. For example: “I have not given nor received any unauthorized assistance in completing this assignment.”

Or:

“I assert that the work presented in this assignment is my own original effort.” These assertions are intended to confirm the understanding between faculty and students that academic integrity is essential and not to imply a lack of integrity on the part of any student. Faculty should specify the consequences of failure or refusal to sign and may consider alternative means of affirming academic integrity.

A complete list of all policies and guidelines are available in the student handbook.

Racism and Acts of Intolerance

The Community Colleges have long been committed to providing educational opportunities to all who seek and can benefit from them, as evidenced in the 68 Mission Statements and Policies concerning Student Rights, Affirmative Action, and Equal Opportunity. The Board and the colleges recognize that an important part of providing opportunity is creating a welcoming environment in which all people are able to work and study together, regardless of their differentness. At the same time, colleges and universities have traditionally been at the cutting edge of protection of our most cherished freedoms, most notably freedom of speech and non-violent action, which protect even unpopular or divisive ideas and perspectives. Such constitutionally-protected expression can contribute to an unwelcoming and even offensive social and educational environment for some individuals in the college community, particularly when it concerns race, religion, sex, sexual orientation, disability, national origin, or ethnicity, and the First Amendment does not preclude colleges from taking affirmative steps to sensitize the college community to the effects of creating such a negative environment. Therefore, the Community Colleges recognize that they have an obligation not only to punish proscribed actions, but also to provide programs which promote pluralism and diversity and encourage the college community to respect and appreciate the value and dignity of every person and his or her right to an atmosphere not only free of harassment, hostility, and violence but supportive of individual academic, personal, social, and professional growth. Acts of racism or harassment directed against individuals or specific groups of individuals will not be tolerated and will be dealt with under the employee affirmative action grievance procedures and the student grievance and disciplinary procedures. Each college will provide a comprehensive educational program designed to foster understanding of differentness and the value of cultural diversity. This will include plans to (1) promote pluralism, (2) educate the college community about appropriate and inappropriate behaviors to increase sensitivity and encourage acceptance, and (3) widely disseminate this Policy statement to the entire college community.

Sexual Misconduct Reporting and Processes

This information is in its own menu.

Smoking / Use of Tobacco

Use of tobacco products (including e-cigarettes and smokeless tobacco) is only permitted on the Three Rivers campus in two specifically designated locations – at the end of each sidewalk extending from the A to B Wing next to the Clock Tower entrance, and across from the Central Utility Plant. These areas are designated by signs and have containers for extinguishing and disposing of tobacco materials. Do not smoke or use tobacco products or e-cigarettes in front of the Main Campus or within 100 feet of any entrance or window (unless in a specifically-designated smoking area).

Please extinguish smoking materials before leaving your vehicle. Only use tobacco products within the designated areas, not on route to these locations. Dispose of used tobacco products only in the trash receptacles provided, not on the ground.

If violations are noted, please remind students, staff or visitors involved about these rules and about the location of authorized areas for tobacco use. Please report any habitual or flagrant violations to the Security Desk. The success of this program is dependent on the support of the entire College community

Student Code of Conduct

This information is in its own menu.

Student Complaint

In compliance with the Higher Education Opportunities Act of 2008, the Connecticut State Colleges and Universities (CSCU) investigates Request for Review of all written and signed student complaints against the colleges and universities in the CSCU system. Additionally, CSCU also provides prospective and enrolled students with contact information for filing complaints with our accrediting agency and other appropriate state agencies.

Initiating a Request for Review

In order for the CSCU system to consider a Request for Review, the following must be true:

• The student has exhausted all available grievance procedures established by the institution.
• The student did not receive a satisfactory resolution and is contacting CSCU as a last resort in the grievance process.
• The student has submitted the claim in writing to CSCU. The student complaint must provide CSCU with a detailed description of the claim(s), including dates, times, and full names of all involved, as well as the actions taken by both the student and the school to resolve the matter.
• The student has signed the Request for Review, electronically, or by signature, attesting to the truth and accuracy of the request.
• By signing the request, the student acknowledges that CSCU may share the information provided with the school or other relevant organizations, in order to help resolve the dispute. CSCU does not guarantee a resolution resulting from the submission or its investigation into the allegation(s).

Upon receiving a Request for Review, CSCU will determine whether the matter being disputed falls within its jurisdiction, based on the elements stated above. If it does, CSCU initiates an investigation into the allegation(s). If preliminary findings indicate an inconsistency with CSCU policy by the institution, CSCU will resolve the request administratively through mediated discussion. All parties are notified in writing of the outcome of the investigation. If the claim(s) in the Request for Review is outside of CSCU jurisdiction, it may be directed to the accrediting body, or to another agency that is authorized to resolve the matter, if appropriate. CSCU will not investigate anonymous Request for Reviews.

Filing a Request for Review Request for Reviews can be filed electronically at the online submission form. The Request for Review Form can be found at the following web address: https://25.selectsurvey.net/easternct/TakeSurvey.aspx?PageNumber=1&Sur veyID=l2LK472&Preview=true#. The online form also permits students to 74 submit supporting evidence and documentation electronically. If you cannot submit your complaint online, please mail it to:

CT Board of Regents for Higher Education

Attention: State Complaint Department

61 Woodland Street

Hartford, CT 06105

Or call: 860-723-0000

The student and/or the institution may be contacted during the investigation to submit documented evidence regarding the complaint, which may include but is not limited to, copies of enrollment documentation, contracts, syllabi, receipts, financial aid notices, promissory notes, or other relevant correspondence.

Students should be aware that they have the right to seek advice from a private attorney.

Questions regarding a Request for Review can sent to CSCU-Legal@ct.edu.

Accrediting Agency

Three Rivers Community College is accredited by the New England Commission of Higher Education (formerly the Commission on Institutions of Higher Education of the New England Association of Schools and Colleges (NEASC). The link https://www.neche.org/for-the-public/comments-complaints/ provides information for students to address public comments, complaints against affiliated institutions, and complaints against the Commission.

State of Connecticut

The link to access the complaint form for the State of Connecticut is located at the Connecticut Attorney General’s website: http://www.ct.gov/ag/site/default.asp.

Student Rights Policy

Section 1: Rights of Students

It is the policy of the Board of Regents of Community- Technical Colleges that the educational offerings of the Community Colleges be available to students without regard to the individual’s race, color, religious creed, sex, gender identity or expression, age, national origin, ancestry, present or past history of mental disorder, genetic information, marital status, sexual orientation, learning disability, or physical disability, including, but not limited to, blindness, or prior conviction of a crime (unless the provisions of sections 46a-60(b), 46a-80(b), or 46a- 81(b) of the Connecticut General Statutes are controlling or there is a bona fide educational qualification excluding persons in one of the above protected groups). With respect to the foregoing, discrimination on the basis of sex shall include sexual harassment as defined in Section 46a-60(8) of the Connecticut General Statutes. Further, the system will not discriminate against any person on the grounds of political beliefs or veteran status. Students are entitled to an atmosphere conducive to learning and to impartial treatment in all aspects of the teacher-student relationship. The student should not be forced by the authority inherent in the instructional role to make particular personal choices as to political action or his or her own part in society. Evaluation of students and the award of credit must be based on academic performance professionally judged and not on matters irrelevant to that performance, whether personality, race, religion, degree of political activism, or personal beliefs. Students are free to take reasoned exception to the data or views offered in any course of study, but 71 they are responsible for learning the content of the course of study as defined by official college publications. Community College students are both citizens and members of the academic community. As citizens they enjoy the same freedom of speech, peaceful assembly, and right of petition that other citizens enjoy, and as members of the academic community they are subject to the obligations which accrue to them by virtue of this membership.

Section 2: Student Grievance Procedure

1. Definition: A grievance is an allegation by a student that, as to him or her, an agent of the college has violated board or college policies relating to students other than assignment of grades or other academic evaluation (see Section 3).
2. How to file a grievance: A grievance is to be submitted in writing to the dean of students or such other college official as the president may designate (hereinafter, the dean of students), within thirty days of the date the grievant knew or reasonably should have known of the alleged violation. The written grievance shall specify the right claimed to have been violated and state briefly the underlying facts.
3. Procedure for grievance resolution: The dean of students shall investigate the grievance and, within thirty days from the time the grievance was submitted recommend to the president a disposition of the grievance, except as provided hereinafter:
4. In the course of each investigation, the dean of students shall consult with the dean responsible for the area of college operations in which the grievance arose
5. In the case of a grievance alleging discrimination based on race, color, religious creed, sex, gender identity or expression, age, national origin, ancestry, present or past history of mental disorder, marital status, physical disability, prior conviction of a crime, political beliefs, veteran status, or sexual preference, the dean of students shall consult with the college’s affirmative action person during the course of the investigation
6. In the case of a grievance against a dean, the grievance shall be filed with the president. The president may accept or reject the recommendation, or direct such further investigation as he or she deems appropriate. The president shall notify the student of the final disposition of the grievance within fifteen days of receiving the recommendation, except for good cause or as provided in number
7. 4. Advisory Committee: The president may establish an advisory committee of students and staff which may be charged with the responsibility of making 72 recommendations at either the level of the deans or the president. The president may appoint and remove members of the committee. If an advisory committee is appointed, the president shall establish a reasonable time frame within which the committee must make recommendations.

Section 3: Review of Academic Standing

A student may seek review of the assignment of a grade or other decision affecting academic status in accordance with the following procedure:

1. The grade or academic decision affecting academic status should be discussed informally with the instructor or official responsible for the decision within fifteen calendar days of the student’s awareness of the decision.
2. If the matter is not satisfactorily adjusted within ten calendar days of this appeal or the instructor is not available, the student may refer the matter to the academic dean by filing a written appeal. The appeal must be filed with the academic dean within thirty calendar days of the student’s awareness of the decision, which is being appealed. Upon receipt of such appeal, the dean shall meet with the instructor, if he or she is available, to determine that step 1 has taken place or is not possible and to receive relevant information from the instructor responsible for the decision. The dean may then refer the matter to the academic supervisor for informal consideration prior to step 3.
3. The academic dean or other designated official(s) shall afford review as provided below. The president may designate an official or an academic appeals committee to provide review at this step in lieu of the academic dean.
4. The student shall be afforded the right to present a statement of appeal and relevant information in support of it. It is the student’s responsibility to show that the decision in question is arbitrary (i.e., without a reasonable basis) or was made for improper reasons in violation of section 1 of this policy. The student is entitled to a written response within thirty days of the completion of his or her presentation. A decision to change the grade or modify the decision, which has been appealed, is advisory to and subject to the approval of the president.
5. The foregoing decision may be appealed to the president by filing a statement of appeal within ten calendar days of the date of the decision. Review by the president shall be on the basis of the written record unless he or she decides that fairness requires broader review. The decision of the president shall be final. 6. The time frames provided herein may be modified by the president for good cause.

Title IX (Discussion, Reporting Process)

“No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving Federal financial assistance.” This applies to recruitment, admissions, counseling, financial aid, academic access, discipline, single-sex education, athletics, and employment.

“Also, a recipient may not retaliate against any person for opposing an unlawful educational practice or policy, or making charges, testifying or participating in any complaint action under Title IX” (US DoEd).
The following person has been designated to handle student inquiries regarding the non-discrimination policies:

Title IX Coordinator, Three Rivers Community College, 574 New London Turnpike, Norwich, CT 06360 (860) 215-9208.

A complete list of all policies and guidelines are available in the student handbook.

Sexual Misconduct Reporting and Processes

Statement of Policy

The Board of Regents for Higher Education (BOR) in conjunction with the Connecticut State Colleges and Universities (CSCU) is committed to insuring that each member of every BOR governed college and university community has the opportunity to participate fully in the process of education and development. The BOR and CSCU strive to maintain a safe and welcoming environment free from acts of sexual misconduct, intimate partner violence and stalking. It is the intent of the BOR and each of its colleges or universities to provide safety, privacy and support to victims of sexual misconduct and intimate partner violence.

The BOR strongly encourages victims to report any instance of sexual misconduct, including sexual harassment, sexual assault, sexual exploitation, stalking and intimate partner violence, as an effective means of taking action by reporting such acts to the appropriate officials and pursuing criminal or disciplinary remedies, or both. The only way that action can be taken against anyone who violates another in such a manner is through reporting. Each and every BOR governed college and university shall provide those who report sexual misconduct with many supportive options, including referral to agencies that provide medical attention, counseling, legal services, advocacy, referrals and general information regarding sexual misconduct. Each and every BOR governed college and university will preserve the confidentiality of those who report sexual misconduct to the fullest extent possible and allowed by law. All BOR and CSCU employees, victim support persons and community victim advocates being consulted will make any limits of confidentiality clear before any disclosure of facts takes place. Other than confidential resources as defined above, in addition to employees who qualify as Campus Security Authorities under the Jeanne Clery Act, all BOR and CSCU employees are required to immediately communicate to the institution’s designated recipient any disclosure or report of sexual misconduct received from a student as well as communicate any disclosure or report of sexual misconduct the employee received from another employee when misconduct is related to the business of the institution. Affirmative consent must be given by all parties before engaging in sexual activity. Affirmative consent means an active, clear and voluntary agreement by a person to engage in sexual activity with another person. Sexual misconduct, as defined herein, is a violation of BOR policies and, in addition, may subject an accused student or employee to criminal penalties. The BOR and each of its governed colleges and universities are committed to providing an environment free of personal offenses. Sexual relationships of any kind between staff/faculty and students are discouraged pursuant to BOR policy.

The Board of Regents for Higher Education hereby directs the Connecticut State Colleges and Universities to implement the Policy stated above pursuant 86 to the following provisions: Sexual Misconduct Reporting Support Services and Processes Policy.

Terms, Usage and Standards

Consent must be affirmed and given freely, willingly, and knowingly of each participant to desired sexual involvement. Consent is a mutually affirmative, conscious decision – indicated clearly by words or actions – to engage in mutually accepted sexual contact. Consent may be revoked at any time during the sexual activity by any person engaged in the activity. Affirmative consent may never be assumed because there is no physical resistance or other negative response. A person who initially consents to sexual activity shall be deemed not to have affirmatively consented to any such activity which occurs after that consent is withdrawn. It is the responsibility of each person to assure that he or she has the affirmative consent of all persons engaged in the sexual activity to engage in the sexual activity and that affirmative consent is sustained throughout the sexual activity. It shall not be a valid excuse to an alleged lack of affirmative consent that the student or employee responding to the alleged violation believed that the student reporting or disclosing the alleged violation consented to the activity (i) because the responding student or employee was intoxicated or reckless or failed to take reasonable steps to ascertain whether the student or employee reporting or disclosing the alleged violation affirmatively consented, or (ii) if the responding student or employee knew or should have known that the student or employee reporting or disclosing the alleged violation was unable to consent because the student or employee was unconscious, asleep, unable to communicate due to a mental or physical condition, or incapacitated due to the influence of drugs, alcohol or medication. The existence of a past or current dating or sexual relationship between the persons involved in the alleged violation shall not be determinative of a finding of affirmative consent.

Report of sexual misconduct is the receipt of a communication of an incident of sexual misconduct accompanied by a request for an investigation or adjudication by the institution.

Disclosure is the receipt of any communication of an incident of sexual misconduct that is not accompanied by a request for an investigation or adjudication by the institution.

Sexual misconduct includes engaging in any of the following behaviors:

(a) Sexual harassment, which can include any unwelcome sexual advance or request for sexual favors, or any conduct of a sexual nature when submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s education or employment; submission to or rejection of such conduct by an individual is used as a basis for academic or employment 87 decisions affecting the individual; or such conduct has the purpose or effect of substantially interfering with an individual’s academic or work performance or creating an intimidating, hostile or offensive educational or employment environment. Examples of conduct which may constitute sexual harassment include but are not limited to:

• sexual flirtation, touching, advances or propositions
• verbal abuse of a sexual nature
• pressure to engage in sexual activity
• graphic or suggestive comments about an individual’s dress or appearance
• use of sexually degrading words to describe an individual
• display of sexually suggestive objects, pictures or photographs
• sexual jokes • stereotypic comments based upon gender
• threats, demands or suggestions that retention of one’s educational status is contingent upon toleration of or acquiescence in sexual advances.

Retaliation is prohibited and occurs when a person is subjected to an adverse employment or educational action because he or she made a complaint under this policy or assisted or participated in any manner in an investigation.

(b) Sexual assault shall include but is not limited to a sexual act directed against another person without the consent (as defined herein) of the other person or when that person is not capable of giving such consent. Sexual assault is further defined in sections 53a-70, 53a-70a, 53a-70b, 53a-71, 53a72a, 53a-72b and 53a-73a of the Connecticut General Statutes.

(c) Sexual exploitation occurs when a person takes non-consensual or abusive sexual advantage of another for anyone’s advantage or benefit other than the person being exploited, and that behavior does not otherwise constitute one of the preceding sexual misconduct offenses. Examples of behavior that could rise to the level of sexual exploitation include:

• Prostituting another person;
• Non-consensual visual (e.g., video, photograph) or audio-recording of sexual activity;
• Non-consensual distribution of photos, other images, or information of an individual’s sexual activity, intimate body parts, or nakedness, with the intent to or having the effect of embarrassing an individual who is the subject of such images or information;
• Going beyond the bounds of consent (for example, an individual who allows friends to hide in the closet to watch him or her having consensual sex);
• Engaging in non-consensual voyeurism; 88
• Knowingly transmitting an STI, such as HIV to another without disclosing your STI status;
• Exposing one’s genitals in non-consensual circumstances, or inducing another to expose his or her genitals; or
• Possessing, distributing, viewing or forcing others to view illegal pornography.

Sexual exploitation is further defined as a crime in Connecticut State Law.

(d) Intimate partner, domestic and/or dating violence means any physical or sexual harm against an individual by a current or former spouse of or person in a dating or cohabitating relationship with such individual that results from any action by such spouse or such person that may be classified as a sexual assault under section 53a-70, 53a-70a, 53a-70b, 53a-71, 53a-72a, 53a-72b or 53a-73a of the general statutes, stalking under section 53a-181c, 53a-181d or 53a-181e of the general statutes, or domestic or family violence as designated under section 46b-38h of the general statutes. This includes any physical or sexual harm against an individual by a current or former spouse or by a partner in a dating relationship that results from (1) sexual assault (2) sexual assault in a spousal or cohabiting relationship; (3) domestic violence; (4) sexual harassment (5) sexual exploitation, as such terms are defined in this policy.

Offenses that are designated as “domestic violence” are against family or household members or persons in dating or cohabitating relationships and include assaults, sexual assaults, stalking, and violations of protective or restraining orders issued by a Court. Intimate partner violence may also include physical abuse, threat of abuse, and emotional abuse.

• Physical abuse includes, but is not limited to, slapping, pulling hair or punching.
• Threat of abuse includes but is not limited to, threatening to hit, harm or use a weapon on another (whether victim or acquaintance, friend or family member of the victim) or other forms of verbal threat.
• Emotional abuse includes but is not limited to, damage to one’s property, driving recklessly to scare someone, name calling, threatening to hurt one’s family members or pets and humiliating another person.
• Cohabitation occurs when two individuals dwell together in the same place as if married.
• The determination of whether a “dating relationship” existed is to be based upon the following factors: the reporting victim’s statement as to whether such a relationship existed, the length of the relationship, the type of the relationship and the frequency of 89 the interaction between the persons reported to be involved in the relationship.

(e) Stalking, which is defined as repeatedly contacting another person when contacting person knows or should know that the contact is unwanted by the other person; and the contact causes the other person reasonable apprehension of imminent physical harm or the contacting person knows or should know that the contact causes substantial impairment of the other person’s ability to perform the activities of daily life.

As used in this definition, the term “contacting” includes, but is not limited to, communicating with (including internet communication via e-mail, instant message, on- line community or any other internet communication) or remaining in the physical presence of the other person.

Confidentiality

When a BOR governed college or university receives a report of sexual misconduct all reasonable steps will be taken by the appropriate CSCU officials to preserve the privacy of the reported victim while promptly investigating and responding to the report. While the institution will strive to maintain the confidentiality of personally identifiable student information reported, which information is subject to privacy requirements of the Family Education Rights Privacy Act (FERPA), the institution also must fulfill its duty to protect the campus community.

Confidential resources are defined as follows: For the universities, entities with statutory privilege, which include campus based counseling center, health center and pastoral counseling staff members whose official responsibilities include providing mental health counseling to members of the University community as well as off campus counseling and psychological services, health services providers, member(s) of the clergy, and the local Sexual Assault Crisis Center and Domestic Sexual Misconduct Reporting Support Services and Processes Policy Violence Center. For the Colleges, confidential resources are limited to entities with statutory privilege, such as off campus counseling and psychological services, health services providers, member(s) of the clergy, and the local Sexual Assault Crisis Center and Domestic Violence Center. The personnel of these centers and agencies are bound by state statutes and professional ethics from disclosing information about reports without written releases.

Information provided to a confidential resource by a victim of a sexual misconduct or the person reported to have been the victim of sexual misconduct cannot be disclosed legally to any other person without consent, except under very limited circumstances, such as an imminent threat of danger to self or 90 others or if the reported victim is a minor. Therefore, for those who wish to obtain the fullest legal protections and disclose in full confidentiality, she/he must speak with a confidential resource. Each BOR governed college and university will provide a list of such confidential resources in the College or University’s geographic region to victims of sexual misconduct as well as publish these resources on-line and in various publications.

Where it is deemed necessary for the institution to take steps to protect the safety of the reported victim and/or other members of the campus community, the institution will seek to act in a manner so as not to compromise the privacy or confidentiality of the reported victim of sexual misconduct to the extent reasonably possible.

Mandated Reporting by College and University Employees

Other than confidential resources as defined above, in addition to employees who qualify as Campus Security Authorities under the Jeanne Clery Act, all employees are required to immediately communicate to the institution’s designated recipient (e.g., Title IX Coordinator) any disclosure or report of sexual misconduct received from a student regardless of the age of the reported victim. All employees are also required to communicate to the institution’s designated recipient (e.g., Title IX Coordinator) any disclosure or report of sexual misconduct received from an employee that impacts employment with the institution or is otherwise related to the business of the institution.

Upon receiving a disclosure or a report of sexual misconduct, employees are expected to supportively, compassionately and professionally offer academic and other accommodations and to provide a referral for support and other services.

Further, in accordance with Connecticut State law, with the exception of student employees, any paid administrator, faculty, staff, athletic director, athletic coach or athletic trainer who, in the ordinary course of their employment, has a reasonable cause to suspect or believe that a person under the age of 18 years has been abused or neglected, has been placed in imminent harm or has had a non-accidental injury is required by law and Board policy to report the incident within twelve hours to their immediate supervisor and to the Department of Children and Families.

Rights of Parties

Those who report any type of sexual misconduct to any BOR governed college or university employee will be informed in a timely manner of all their rights and options, including the necessary steps and potential outcomes of each option. When choosing a reporting resource the following information should be considered: 91

• All reports of sexual misconduct will be treated seriously and with dignity by the institution.
• Referrals to off-campus counseling and medical services that are available immediately and confidential, whether or not those who report feel ready to make any decisions about reporting to police, a college or university employee or the campus’s Title IX Coordinator.
• Those who have been the victim of sexual misconduct have the right to take both criminal and civil legal action against the individual allegedly responsible.
• Those who seek confidentiality may contact a clergy member(s), a University counseling center psychologist, a University health center care provider, the Sexual Assault Crisis Center of Connecticut and/or the Connecticut Coalition Against Domestic Violence − all of whom are bound by state statutes and professional ethics to maintain confidentiality without written releases.

Right to Notify Law Enforcement & Seek Protective and Other Orders

Those who report being subjected to sexual misconduct shall be provided written information about her/his right to:

(1) notify law enforcement and receive assistance from campus authorities in making the notification; and,

(2) obtain a protective order, apply for a temporary restraining order or seek enforcement of an existing order. Such orders include:

• standing criminal protective orders; · protective orders issued in cases of stalking, harassment, sexual assault, or risk of injury to or impairing the morals of a child;
• temporary restraining orders or protective orders prohibiting the harassment of a witness;
• family violence protective orders.

Options for Changing Academic, Housing, Transportation and Working Arrangements

The colleges and universities will provide assistance to those involved in a report of sexual misconduct, including but not limited to, reasonably available options for changing academic, campus transportation, housing or working situations as well as honoring lawful protective or temporary restraining orders. Each and every BOR governed college and university shall create and provide information specific to its campus detailing the procedures to follow after the commission of such violence, including people or agencies to contact for reporting purposes or to request assistance, and information on the importance of preserving physical evidence. 92 Support Services Contact Information It is BOR policy that whenever a college or university Title IX Coordinator or other employee receives a report that a student, faculty or staff member has been subjected to sexual misconduct, the Title IX Coordinator or other employee shall immediately provide the student, faculty or staff member with contact information for and, if requested, professional assistance in accessing and using any appropriate campus resources, or local advocacy, counseling, health, and mental health services. All CSCU campuses shall develop and distribute contact information for this purpose as well as provide such information on-line. Employee Conduct Procedures Employees who are reported to have engaged in sexual misconduct are subject to discipline in accordance with the procedures applicable to the employee’s classification of employment.

Student Conduct Procedures

The Student Code of Conduct provides the procedures for the investigation, definitions of terms, and resolution of complaints regarding student conduct, including those involving sexual misconduct, as defined herein. The Title IX Coordinator can assist in explaining the student conduct process. The Student Code of Conduct provides an equal, fair, and timely process (informal administrative resolution or a formal adjudication) for reported victims and accused students. Reported victims of sexual misconduct shall have the opportunity to request that an investigation or disciplinary proceedings begin promptly; that such disciplinary proceedings shall be conducted by an official trained annually in issues relating to sexual misconduct and shall use the preponderance of the evidence (more likely than not) standard in making a determination concerning the alleged sexual misconduct. Both the reported victim of sexual misconduct and the accused student are entitled to be accompanied to any meeting or proceeding relating to the allegation of sexual misconduct by an advisor or support person of their choice, provided the involvement of such advisor or support person does not result in the postponement or delay of such meeting as scheduled and provided such an advisor or support person may not directly address the Hearing Body, question witnesses or otherwise actively participate in the hearing process or other meeting pertaining to a report of sexual misconduct and each student shall have the opportunity to present evidence and witnesses on her/his behalf during any disciplinary proceeding. 93 Both the reported victim and accused student are entitled to be provided at the same time written notice of the results of any disciplinary proceeding, normally within one (1) business day after the conclusion of such proceeding, which notice shall include the following: the name of the accused student, the violation committed, if any, and any sanction imposed upon the accused student. Sanctions may range from a warning to expulsion, depending upon the behavior and its severity of the violation(s). The reported victim shall have the same right to request a review of the decision of any disciplinary proceeding in the same manner and on the same basis as shall the accused student; however, in such cases, if a review by any reported victim is granted, among the other actions that may be taken, the sanction of the disciplinary proceeding may also be increased. The reported victim and the accused student are entitled to be simultaneously provided written notice of any change in the results of any disciplinary proceeding prior to the time when the results become final as well as to be notified when such results become final. In accordance with the Family Educational Rights and Privacy Act (FERPA), the accused student and the reported victim have the right to keep their identities confidential.

Dissemination of this Policy

Upon adoption by the Board all CSCU institutions shall, upon receipt, immediately post and maintain this policy at all times in an easily accessible manner on each institution’s website. This policy shall thereafter be annually provided to all Title IX Coordinators, campus law enforcement officers and security personnel, and other campus personnel. Further, this policy shall be presented at student orientation and at student awareness and prevention trainings, and made broadly available at each campus. The policy shall be expanded upon by each institution to provide resources and contact information specific to their institution and geographic area as set forth above.

A complete list of all policies and guidelines are available in the student handbook.

Student Code of Conduct

Please note: The Policies discussed in the following sections are paraphrased and/or excerpted from the Board of Regents’ complete Student Code of Conduct (2014; amended 2015 and 2016), which is available for review electronically at https://www.trcc.commnet.edu/wp-content/uploads/2017/06/borstudentcodeofconductpolicy.pdf, or in hard copy at Three Rivers Community College’s Donald R. Welter Library. The sections from which material below has been taken are identified in each heading.

Section 1: Student Code of Conduct (Preamble and Introduction)

Academic institutions exist for the transmission of knowledge, the pursuit of 75 truth, the development of students, and the general well-being of society. In line with this purpose, the Board of Regents for Higher Education (“BOR”) in conjunction with the Connecticut State Colleges and Universities (“CSCU”) has the duty to protect the freedoms of inquiry and expression, and furthermore, has the responsibility to encourage all of its members to develop the capacity for critical judgment in their sustained and independent search for truth.

CSCU has certain self-defined institutional values. Principal among these values is respect for the safety, dignity, rights, and individuality of each member of the CSCU Community. The opportunity to live, study, and work in an institution which values diverse intellectual and cultural perspectives and encourages discussion and debate about competing ideas in an atmosphere of civility is a basic component of quality higher education.

All members of CSCU must at all times govern their social and academic interactions with tolerance and mutual respect so that the students who pass through a CSCU door are enriched by these experiences and are prepared for full and enlightened participation in a multi-cultural society. Because of the BOR’s and CSCU’s commitment to principles of pluralism, mutual respect, and civility, certain activities are not acceptable on CSCU campuses. Acts of intolerance, of hatred or violence based on race, religion, sexual orientation or expression, disability, gender, age, or ethnic background are antithetical to the BOR’s and CSCU’s fundamental principles and values. It is the BOR’s and CSCU’s responsibility to protect our students’ right to learn by establishing an environment of civility.

Part B: Application, Distribution, and Administration of the Student Code of Conduct

An alleged violation of the Student Code shall be addressed in accordance with the Code of Conduct, even if the accused student has withdrawn from the Institution prior to the completion of the disciplinary procedures.

The Student Code shall apply to students and to university student organizations. The term “student” shall generally apply to the student as an individual and to a student organization as a single entity. The officers or leaders of a particular student organization usually will be expected to represent the organization during the disciplinary process. Nothing in this Student Code shall preclude holding certain members of a student organization accountable for their individual acts committed in the context of or in association with the organization’s alleged violation of this Code.

Part C: Scope of Authority

Students must be aware that, as citizens, they are subject to all federal and state laws in addition to all CSCU regulations governing student conduct and 76 responsibilities. Students do not relinquish their rights nor do they shed their responsibilities as citizens by becoming members of the CSCU Community. However, where a court of law has found a student to have violated the law an institution has the right to impose the sanctions of this Code even though the conduct does not impair institution-related activities of another member of the university or college community and does not create a risk of harm to the college or university community. The decision to exercise this right will be in the sole discretion of the President of the impacted institution or his/her designee.

Part D: Prohibited Conduct

The following list of behaviors is intended to represent the types of acts that constitute violations of this Code.

1. Academic misconduct, which includes, but is not limited to, plagiarism and all forms of cheating (as defined on Page 43 of this Handbook).
2. Acts of dishonesty, which include, but are not limited to, forgery or deliberate misuse of any institution-issued document or record, or knowingly furnishing false information to any CSCU Official, faculty member, or office.
3. Theft of property or services, or damage to, defacement or destruction of, or tampering with, real or personal property owned by the State of Connecticut, CSCU/BOR, the institution, or any member of the CSCU Community.
4. Actual or threatened physical assault or abuse, threatening behavior, intimidation, or coercion.
5. Sexual misconduct may include engaging in one of more behaviors: sexual harassment, sexual assault, sexual exploitation, or intimate partner violence. (For complete definitions of these terms, please review the Sexual Misconduct Policy beginning on Page 69 of this Handbook).
6. Intimate partner violence, defined as any physical or sexual harm against an individual by a current or former spouse or by a partner in a dating relationship; physical abuse; threat of abuse; or emotional abuse.
7. Violations of privacy, including, but not limited to, voyeurism and the use of web-based, electronic or other devices to make a photographic, audio or video record of any person without his or her express consent when such a recording is intended or likely to cause injury or distress.
8. Hazing, which is defined as an act which endangers the mental or physical health or safety of a Student, or which destroys, damages, or removes public or private property for the purpose of initiation or admission into, affiliation with or as a condition for continued membership in a group or organization. The express or implied consent of the victim will not be a defense to an allegation of hazing. Consenting to the activity by remaining silent or not objecting in the presence of hazing is not a 77 neutral act and is also a violation of this Student Code.
9. Stalking, which is defined as repeatedly contacting another person when the contacting person knows or should know that the contact is unwanted by the other person and may cause substantial impairment of the other person’s ability to perform the activities of daily life.
10. Harassment, which is defined as conduct which is abusive or which interferes with a person’s pursuit of his or her customary or usual affairs.
11. Conduct that is disorderly, lewd or indecent.
12. Behavior or activity which endangers the health, safety, or well-being of oneself or others.
13. Offensive or disorderly conduct which causes interference, annoyance or alarm or recklessly creates a risk thereof, i n c l u d i n g , but not limited to cyber bullying.
14. Unauthorized possession, duplication or use of keys to any CSCU premises, or forcible and/or unauthorized entry on or into CSCU premises.
15. Starting fires, causing explosions, falsely reporting the presence of fire, bombs, incendiary or explosive devices, or falsely reporting an emergency.
16. Unauthorized or improper possession, use, removal, tampering or disabling of fire and/or safety equipment and warning devices, failure to follow standard fire and/or emergency safety procedures, or interference with firefighting or emergency response equipment or personnel.
17. Use, possession, purchase, sale or distribution of alcoholic beverages, except as expressly permitted by law and CSCU regulations. Alcoholic beverages may not, under any circumstances, be used by, possessed by, or distributed to any person under twenty-one (21) years of age.
18. Use, possession, purchase, sale, distribution or manufacturing of narcotics, controlled substances and/or drugs, including, but not limited to, marijuana and heroin, or drug paraphernalia, except as expressly permitted by law.
19. Use, possession or distribution of firearms, ammunition for firearms, other weapons or dangerous instruments, facsimiles of weapons or firearms, fireworks, explosives or dangerous chemicals. The possession of a deadly weapon or dangerous instrument on campus is strictly prohibited, even if such item is legally owned.
20. Gambling, including, but not limited to, promoting, wagering, receiving monies for wagering or gambling for money or property on CSCU premises.
21. Disruption or obstruction of any College or University function, activity or event, whether it occurs on or off the campus, or of any non-University or College function, activity or event which is authorized by the institution to occur on its premises.
22. Intentional obstruction of pedestrian or vehicular traffic on campus or at 78 College functions
23. Failure to comply with the directions of CSCU officials or law enforcement officers acting in the performance of their duties and/or failure to identify oneself to these persons when requested to do so.
24. Conduct that violates published BOR/CSCU policies, rules, and regulations, including, but not limited to, residence hall rules and regulations.
25. Conduct prohibited by any federal, state, and/or local law, regulation or ordinance.
26. Unauthorized use of CSCU property or the property of members of the CSCU Community or of CSCU Affiliates.
27. Theft, unauthorized use, or abuse of University or College computers and/or peripheral systems and networks.
28. Abuse of the CSCU conduct and disciplinary system.

Part E: Hearing Procedures for Sexual Misconduct, Sexual Intimate Partner, Domestic Violence & Stalking Reports

In addition to disciplinary procedures applicable to Community College students, or any hearing conducted involving allegations of sexual misconduct the reported victim and the accused student shall each have the following rights:

1. At any meeting or proceeding, both the reported victim and accused student may be accompanied by an advisor or support person of the student’s choice;
2. The reported victim of sexual misconduct is entitled to request that disciplinary proceedings begin promptly;
3. Any hearing regarding an accusation of sexual misconduct shall (i) be fair, prompt and impartial; (ii) be conducted by a Hearing Body annually trained in issues relating to sexual misconduct (iii) use the preponderance of evidence (more likely than not ) standard; (iv) shall allow both the accused student and reported victim the opportunity to present evidence and witnesses on their behalf during any disciplinary proceeding; and (v) shall provide both the accused student and the reported victim with equal access to any information that will be used during meetings and hearings; and (vi) invoke the standard of “affirmative consent” in determining whether consent to engage in sexual activity was given by all persons who engaged in sexual activity (the standard of “Affirmative Consent” is set forth in the BOR Sexual Misconduct Reporting, Support Services and Processes Policy and is incorporated herein by reference);
4. In accordance with the Family Educational Rights and Privacy Act (FERPA), the accused student and the reported victim have the right to keep their identities confidential; 79
5. Any reported victim shall be provided written notice of the decision of the Hearing Body at the same time as the accused student, normally within one (1) business day after the conclusion of the Hearing.
6. The reported victim shall have the same right to request a review of the decision of the Hearing Body (appeal rights) in the same manner and on the same basis as shall the accused student;

Part F: Conduct and Disciplinary Records

The written decision resulting from an administrative conference or a hearing under this Code shall become part of the student’s educational record and shall be subject to the provisions of the Family Educational Rights and Privacy Act (FERPA).

Part G: Interpretation and Revision

Questions regarding the interpretation of this Code shall be referred to the Community College’s Dean of Students or their designees for the administration of the Non-Academic Misconduct portion of the Student Code and to the Community College’s Dean of Academic Affairs or their designees for the administration of the Academic Misconduct portion of the Student Code. This Code shall be reviewed and revised, if and as necessary, every five (5) years, or as directed by the President of the Board of Regents for Higher Education.

Section III: Conduct and Disciplinary Procedures Applicable to Community College Students

Part A: Disciplinary Procedures (Academic and Non-Academic Misconduct)

1. Information that a student may have violated the Code should be submitted to the Dean of Students, Dean of Academic Affairs or other designee of the President normally within thirty (30) calendar days of the date of a possible violation.
2. Upon receipt of information relating to a possible violation, the Dean may immediately place restrictions on or suspend a student on an interim basis if, in the judgment of the Dean, the continued presence of the student at the College or continued participation in the full range of college activities poses a danger to persons or property or constitutes an ongoing threat of disrupting the academic process.
3. “Interim restrictions” are limitations on the Student’s participation in certain College functions and activities, access to certain locations on campus or access to certain persons, that do not prevent the Student from 80 continuing to pursue his/her academic program. A Student upon whom the Dean has placed interim restrictions shall be afforded written reasons for the restrictions, as well as the time period during which the interim restrictions shall apply. The decision of the Dean regarding interim restrictions shall be final.
4. “Interim suspension” is the temporary separation of the Student from the College that involves the denial of all privileges, including entrance to College premises. Prior to imposing an interim suspension, the Dean shall make a good faith effort to meet with the Student. At this meeting, the Dean shall inform the Student of the information received and provide the Student an opportunity to present other information for the Dean’s consideration. Based upon the information available at that time, the Dean shall determine whether the Student’s continued presence on campus poses a danger to persons or property or constitutes an ongoing threat of disrupting the academic process. A Student suspended on an interim basis by the Dean shall be provided written reasons for the suspension and shall be entitled to an administrative conference or a hearing as soon as possible, normally within ten (10) calendar days from the date the interim suspension was imposed. The decision of the Dean regarding an interim suspension shall be final.
5. Following the imposition of interim restrictions or interim suspension, if any, the Dean shall promptly investigate the information received by meeting with individuals who may have knowledge of the matter, including the accused Student, and by reviewing all relevant documents.
6. If upon the conclusion of the Dean’s investigation, the Dean determines that there is reason to believe the Student has committed a violation of any part of Section I. D. of this Code and, after considering both the possible violation and the prior conduct record of the Student, that a sanction of less than suspension or expulsion is appropriate, the Dean shall schedule an administrative conference with the Student. At the conclusion of the administrative conference, the Dean shall determine whether it is more likely than not that the Student has violated the Policy and, if so, impose a sanction less than suspension or expulsion. The Dean shall provide the Student with a written explanation for the determination. The decision of the Dean shall be final. 81
7. If upon the conclusion of the Dean’s investigation, the Dean determines that there is reason to believe the Student has committed a violation of any part of Section I.D. of this Code and, after considering both the violation and the prior conduct record of the Student, that a sanction of suspension or expulsion is appropriate, the Dean shall provide the Student with reasonable written notice of a meeting and shall inform the Student that his/her failure to attend the meeting or to respond to the notice may result in the imposition of the maximum permissible sanction.
8. If the Student requests a hearing, he/she is entitled to the following: a. to be heard within five (5) days or as soon as reasonably possible, by an impartial party or panel whose members shall be appointed by the Dean; b. if the Dean appoints an impartial panel, to have a Student on the panel if requested by the Student; c. to appear in person and to have an advisor who not shall attend as a representative of the Student. However, if there is pending at the time of the hearing a criminal matter pertaining to the same incident that is the subject of the hearing, a lawyer may be present for the sole purpose of observing the proceedings and advising the Student concerning the effect of the proceedings on the pending criminal matter; d. to hear and to question the information presented; e. to present information, to present witnesses, and to make a statement on his or her behalf; and f. to receive a written decision following the hearing.
9. As used herein, the term “impartial” shall mean that the individual was not a party to the incident under consideration and has no personal interest in the outcome of the proceedings. Prior to the commencement of the hearing, the Student who is subject to the hearing may challenge the appointment of an impartial party or panel member on the ground that the person(s) is (are) not impartial. The challenge shall be made in writing to the Dean and shall contain the reasons for the assertion that the person(s) is (are) not impartial. The decision of the Dean shall be final.
10. The written decision of the impartial party or panel shall specify whether, based on the information presented, it is more likely than not that the Student committed the violation(s) reported and shall state the sanction to be imposed, if any. The written decision shall be provided to the Student.
11. Sanctions imposed by an impartial party or panel are effective 82 immediately. The President may, for good cause, suspend imposition of the sanctions imposed by the impartial party or panel to allow the Student time to prepare a written request for review. If a written request is received, the President may continue to suspend imposition of the sanctions until he has reviewed and acted on the Student’s request.
12. A written request for review of the decision of the impartial party or panel must be received by the President within three (3) calendar days after the Student is notified of the decision and must clearly identify the grounds for review. The review by the President is limited to the record of the hearing, the written request, and any supporting documentation submitted with the request by the Student. The decision of the impartial party or the panel shall be upheld unless the President finds that:
13. a violation of the procedures set forth herein significantly prejudiced the Student; and/or
14. the information presented to the impartial party or panel was not substantial enough to justify the decision; and/or,
15. the sanction(s) imposed was (were) disproportionate to the seriousness of the violation.
16. Decisions under this procedure shall be made only by the college officials indicated.

Part B: Disciplinary Sanctions

The prior conduct record of a student shall be considered in determining the appropriate sanction for a Student who has been found to have violated any part of Section I.D. of this Code. Sanctions shall be progressive in nature; that is, more serious sanctions may be imposed if warranted by the prior conduct record of the student.

A “sanction” may be any action affecting the status of an individual as a student taken by the College in response to a violation of this Policy, and for the purposes of this Section III of the Code include but are not limited to the following: A “sanction” may be any action affecting the status of an individual as a student taken by the College in response to a violation of this Policy, and for the purposes of this Section III of the Code include but are not limited to the following:

1. “Expulsion” is a permanent separation from the College that involves denial of all student privileges, including entrance to College premises;
2. “Suspension” is a temporary separation from the College that involves denial of all Student privileges, including entrance to college premises for the duration of the suspension, and may include conditions for reinstatement; 83
3. “Removal of College Privileges” involves restrictions on s t u d e n t access to certain locations, functions and/or activities but does not preclude the student from continuing to pursue his/her academic program;
4. “Probation” is a status that indicates either (a) serious misconduct not warranting expulsion, suspension, or removal of College privileges, or (b) repetition of misconduct after a warning has been imposed;
5. A “Warning” is a written notice to the student indicating that he or she has engaged in conduct that is in violation of Section I.D. of this Code and that any repetition of such conduct or other conduct that violates this Code is likely to result in more serious sanctions;
6. “Community Restitution” requires a student to perform a number of hours of service on the campus or in the community at large.