Article I: General Administration
Article I
- Article I.01 Disability and Accommodation
- Article I.02 Non-Discrimination and Equal Opportunity
- Article I.03 Prohibition of Tobacco Use, Smoking, and Simulated Smoking
- Article I.04 Prohibition of Violence
- Article I.05 Romantic or Sexual Relationships
- Article I.06 Drug-Free Environment
- Article I.07 Sexual Harassment
- Article I.08 Drug and Alcohol Screening
- Article I.09 Background Investigation for Designated Sites
- Article I.10 Copyright
- Article I.12 Whistleblower Protection
- Article I.13 Use of Social Security Numbers
- Article I.14 Release of Student Information
- Article I.15 Student Success Policy
Article I.01 Disability and Accommodation
The College is committed to having a supportive and accessible environment for students and employees with disabilities. The College complies with the Americans with Disabilities Act (ADA), the Americans with Disabilities Act Amendments Act of 2008 (ADAAA), Section 504 of the Rehabilitation Act of 1973, and applicable similar state and federal laws in all student and employee matters including access, treatment, admission, educational programs, activities, employment application procedures, hiring, advancement, compensation, and training. SCC is committed to providing reasonable accommodations that will not result in an undue hardship to the College or fundamentally alter the educational program, service, or essential functions of the job.
Content Owner: Human Resources/Student Services
Issued: 02/2013
Revised: 11/2015, 12/2020
Audiovisual Media
Audiovisual media used in the classroom and on distance learning platforms for training
or instructional purposes will provide either closed or open captions, interactive
transcripts, or subtitles, whichever is most appropriate. These accommodations will
also be provide (upon request) for all campus-sponsored events.
Students
Students who need accommodation should contact Disability Support Services at 636-922-8627
or 636-922-8581. Additional information can be found on the Disability Support Services
webpage.
All students are expected to adhere to the Student Code of Conduct. If behavior negatively impacts instruction or learning opportunities for other students, it becomes a conduct issue and will be addressed per the college conduct policy.
Employment Applicants
Employment applicants who need accommodation should contact the Director of Human
Resources at 636-922-8593. Employment applicants who request accommodation and can
be reasonably accommodated without creating an undue hardship or causing a direct
threat to workplace safety will be given the same consideration for employment as
any other applicant. Hiring managers must report all requests for accommodation to
the Director of Human Resources.
Employees
Employees who need a workplace accommodation due to disability are responsible for
requesting the accommodation either to their supervisor or to the Director of Human
Resources. When supervisors receive a request, they must forward to the Director of
Human Resources. The Director of Human Resources will initiate a collaboration process
involving Human Resources, the employee, and department management to determine the
type of documentation necessary to verify the disability, and it is the responsibility
of the employee to provide the requested documentation.
Following verification, the Director of Human Resources and the employee, with input from department management, will identify possible accommodation. The Director of Human Resources will make the final determination regarding accommodation and will provide the employee with written notification of the determination. If the employee is not satisfied with the determination, they may follow up with the Director of Human Resources to discuss alternate accommodations. If additional follow up is needed, the employee may use the Problem Solving process.
All College employees have a legal obligation to maintain confidentiality regarding student or employee disability information and records. Student information is maintained by Disability Support Services and employee information is maintained by Human Resources. Records are shared on a limited basis only to the extent necessary to provide accommodations.
Additional Resources:
ADA Accessibility Map
Information on Accessibility for Campus Guests
Any individual who requires a stair lift may contact the Department of Public Safety
at 636-922-8545.
Definitions
Disability: a physical or mental impairment that substantially limits one or more major life
activities of the individual, and having a record of such an impairment or being regarded
as having such an impairment.
Major Life Activities: include, but are not limited to the following: caring for oneself, performing manual tasks, seeing, hearing, eating, sleeping, walking, standing, lifting, bending, speaking, breathing, learning, reading, concentrating, thinking, communicating, and working.
Reasonable Accommodation: includes any changes to the work environment and may include making existing facilities readily accessible to and usable by individuals with disabilities; appropriate adjustment or modifications of examinations, training materials, or policies; the provision of qualified readers or interpreters; job restructuring; part-time or modified work schedules; telecommuting; reassignment to a vacant position; acquisition or modification of equipment or devices; and other accommodations as appropriate.
Captions: Text aimed at describing all audio content of media including spoken dialogue, non-speech information (such as the identity of speakers and manner of speaking), music, and sound effects.
Closed Captioning: Captions which are only displayed if the viewer chooses to decode or activate them.
Open Captioning: Captions which are visible to all viewers and cannot be activated.
Interactive Transcripts: Transcripts which are viewed side-by-side with audiovisual material and can be scrolled and reviewed as it is streaming. Interactive transcripts may be an acceptable alternative to captioning of video or other media if captions are not available.
Content Owner: Student Services
Issued: 02/2013
Revised: 11/2015, 12/2020
Article I.02 Non-Discrimination and Equal Opportunity
The College is committed to non-discrimination and equal opportunity regarding the treatment of students, faculty and staff. In compliance with Title IX of the Education Amendments of 1972, Title VII of the Civil Rights Act of 1964, Section 504 of the Rehabilitation Act of 1973, and other federal and state laws and regulations, the College adheres to a strict non-discrimination policy in student admission, educational programs, activities, and employment regardless of race, color, sex, sexual orientation, religion, creed, national origin, ancestry, age, veteran status, disability, genetic information, or any other status protected under applicable federal, state, or local laws.
Addressing Concerns
The College takes all reports of concerns seriously and will respond in a prompt,
equitable, and impartial manner.
Complaints involving sexual misconduct by a student:
Student Affairs
See Procedure for Contact Information
Complaints involving discrimination and harassment by a student that is not of a sexual
or sex nature:
Student Affairs
See Procedure for Contact Information
Complaints involving sexual misconduct by an employee, vendor, or visitor:
Human Resources
See Procedure for Contact Information
Complaints involving discrimination and harassment by an employee that is not of a
sexual or sex nature:
Human Resources
See Procedure for Contact Information
Reports involving sexual misconduct or sex discrimination may also be reported externally
to:
Office for Civil Rights, Kansas City Office
U.S. Department of Education
One Petticoat Lane
1010 Walnut Street, Suite 320
Kansas City, MO 64106
Telephone: 816-268-0550
Email: OCR.KansasCity@ed.gov
Content Owner: Human Resources
Revision Dates: 02/2011, 08/2015, 07/2018, 11/2019, 02/2023
Non-Discrimination Complaint Procedures, Excluding Sexual Misconduct
The following complaint procedures apply to complaints concerning discrimination and
equal opportunity regarding the treatment of students, faculty, and staff; and prospective
students, faculty, and staff. The College takes all reports of concerns seriously
and will respond in a prompt, equitable, and impartial manner.
How to File a Report of Concern
Complaints involving discrimination and harassment by a student that is not a sexual
misconduct or sex discrimination concern:
Executive Director of Student Engagement
636-922-8211
7-RC 102
Complaints involving discrimination and harassment by an employee, vendor, or visitor that is not a sexual misconduct or sex discrimination concern:
Human Resources
636-922-8300
2-SC 203
Intentional False Reporting and Reports Made in Bad Faith
The College expects all reports of concern to be made in good faith, and intentionally
false reporting of concerns and reports made in bad faith, such as an act of retaliation,
may result in disciplinary sanctions. False reporting may also be a violation of state
criminal statutes and civil defamation laws.
Other Responsible Parties
Ensuring that St. Charles Community College free of discrimination and harassment
is a shared responsibility of all members of the College community. A person does
not have to be the direct target or victim to report it. If a College official (administrators,
managers, and supervisors) becomes aware of a possible concern, then that official
has the duty to immediately report the matter. College employees who are not in supervisory
positions are encouraged to report concerns when they become aware of them.
Retaliation
The College strictly prohibits retaliation against an individual for reporting discrimination
and harassment, an individual assisting someone with a complaint, and an individual
who participates in an investigation. Any incidents of alleged retaliation should
be immediately reported. In the event that retaliation is found to have taken place,
sanctions will be governed by policy noted below in the Sanctions and Appeals section.
Methods for Resolving Complaints
Informal Resolution
The purpose of the informal resolution process is to allow an individual who believes she/he has been unlawfully discriminated against to resolve the issue through a facilitated process. When the College determines that informal resolution is appropriate based on the review of facts associated with the complaint, the Vice President or designee will assist involved parties who wish to voluntarily participate in informal resolution. Informal resolution does not involve a full investigation.
Formal Resolution
When the initial review of facts associated with the complaint results in reasonable cause that violations of this policy/procedures may have occurred, following Informal Resolution as applicable, the Vice President or designee will conduct a prompt, thorough and impartial formal investigation and adjudication. Adjudication may occur in partnership with the division Vice President. If there is a finding that the individual is not responsible for violation of this policy/procedure, the parties will be notified. If there is a finding that the individual is responsible for violation of this policy/procedure, the parties will be notified and sanction(s) may be applied in accordance with the policy noted in the Sanctions and Appeals section below.
Right of Appeal
Appeals are handled within the policy listed in the Sanctions and Appeals section
below.
Any appeal to the Board must be submitted to the Chief of Staff. The Board will not consider or act on any information sent directly from the employee to the Board or any appeal that does not adhere to policy or provisions contained in an Memorandum of Understanding.
Sanctions and Appeals
For the individual found to be responsible for violation of this policy/procedures,
sanctions and appeals are governed by the following:
Students:VI.21 Student Conduct, Discipline, and Due Process
Full-time Faculty: MOU Section VIII Grievance Procedures, beginning at Step 3 for
disciplinary action(s) up to and including Written Warning; and MOU Section XVIII
Misconduct and Other Violations for Dismissal
Staff and Part-time Faculty: Problem Solving and Appeals under IV. Performance Deficiences
Content Owner: Human Resources
Revision Dates: 02/2011, 08/2015, 07/2018, 11/2019, 08/2023
Article I.03 Prohibition of Tobacco Use, Smoking, and Simulated Smoking
The College is committed to providing an environment that is safe and healthy. Consistent with this policy, the use of tobacco, smoking, and simulated smoking products are prohibited on all College property and in all College vehicles.
Signage
Policy statement signage will be clearly posted on the perimeter of the property,
at all entrances, and other prominent places.
Compliance
Compliance with this policy is the shared responsibility of College personnel. Employees
are encouraged to communicate the policy with courtesy, respect, and diplomacy. If
difficulties arise with compliance, the Department of Public Safety should be notified.
Students and Visitors
Students and visitors violating this policy repeatedly are required to meet with the
Public Safety Supervisor. The Public Safety Supervisor will discuss the policy and
may issue a warning, fine, require the violator to attend a workshop sponsored on
campus, or be prohibited from campus, or a combination thereof. Students repeatedly
violating the policy will be referred to the Student Code of Conduct Officer and may
be disciplined under the student code of conduct as appropriate.
Employees
Violation of this policy by an employee should be reported to the employee’s supervisor.
Employees violating this policy will be counseled and may be subject to Disciplinary
Action, including termination of employment.
Definitions
Prohibited usage of products include, but are not limited to, cigarettes, vaping,
cigars, pipes, electronic cigarettes, E-cigarettes, and smokeless tobacco.
Content Owner:
Issued: 04/2010
Revised: 05/2022, 02/2023
Article I.04 Prohibition of Violence
St. Charles Community College is committed to providing an environment that is free from violence or threats of violence. Consistent with this policy, acts or threats of physical violence, including intimidation, harassment, and/or coercion, which involve or affect the College, whether on or off College property, are prohibited.
Imminent Threat of Violence
When there is imminent threat of violence or if any parties are in need of medical
attention, emergency personnel must be contacted immediately by calling the Department
of Public Safety (DPS) at 636-922-8545 or 911.
Reporting Threats of Violence
Individuals must report incidents immediately to the college’s Department of Public
Safety (DPS) of threats or acts of physical violence of which they are aware. Students
should report incidents immediately to DPS and the Vice President for Student Services.
Employees must report incidents immediately to DPS, the Vice President for Human Resources,
the employee’s supervisor, or a member
of management.
Prohibited Locations
Locations
The College's prohibition against threats and acts of violence applies to all college
locations, field
locations or other sites where College business is conducted and includes offices,
worksites, vehicles,
and college owned/leased equipment
Applicable Persons
All members of the College community are covered by this policy, including faculty,
staff, students, contract and temporary workers, and any individual on College property
or other locations as listed above and applies to anyone serving as a representative
of the College outside of such locations. The policy applies to violence or threats
of violence by employees directed toward other employees, students or visitors, and
by students or visitors directed towards employees, other students, or visitors
Violations
Disciplinary Action
Violations of this policy may lead to disciplinary action, including termination of
employment, removal from campus, and/or involvement of law enforcement agencies, as
applicable.
Definitions and Examples
Acts or Threats of Violence and Violent Conduct
Acts or threats of violence include but are not inclusive of:
1. Conduct that is severe, offensive, or intimidating which alter’s the employment
conditions at the College or creating a hostile, abusive or intimidating work environment
for one or more employees or individuals.
2. Threats or acts of violence occurring on College premises, regardless of the relationship
between the College and the parties involved.
3. Threats or acts of violence occurring off College premises involving someone who
is
acting in the capacity of a representative of the College.
Examples of violent conduct include but are not inclusive of:
1. Hitting, slapping, punching or shoving an individual, including throwing objects
at
individuals.
2. Intimidating, threatening or directing abusive language toward an individual or
the
individual’s family, friends, associates, or property with harm.
3. Intentional destruction or threatening to destroy college property.
4. Making harassing or threatening phone calls, including text messages.
5. Harassing surveillance or stalking (following or watching someone).
6. Brandishing a weapon or an object that appears to be a weapon.
7. Unauthorized possession or inappropriate use of firearms or weapons.
Content Owner: Human Resources
Issued: 05/2006
Revised: 02/2023
Article I.05 Romantic or Sexual Relationships
St. Charles Community College shall establish Administrative Procedures to address situations involving romantic or sexual relationships between employees and students of the College including employee, faculty-student, advisor-advisee, employee-student, and coach-athlete relationships.
Content Owner: Human Resources
Issued:
Revised: 03/2006, 10/2009, 2/2023
General Information, Risks, and Ethics
St. Charles Community College is committed to providing an environment that is collegial,
respectful and productive for all individuals. This procedure establishes boundaries
for personal relationships between employees and employee-students to provide conflicts
in maintaining a productive and safe learning and working environment.
A “romantic or sexual relationship” is defined as a relationship between individuals who have or have had a continuing relationship of a romantic or intimate nature.
Employee-Employee Relationships
An employee who is involved in a personal relationship with another employee may not
occupy a position in the same department when one person is in a position of greater
authority or power including a supervisory role or performance evaluation over the
other person.
Accountability
When a situation occurs which may violate this policy, the party with the greater
authority is required to notify the department supervisor. The department supervisor
will notify the appropriate Vice President and the Vice-President of Human Resources
who will evaluate the situation and provide the final determination of employment.
Employee-Student Relationships
The College discourages employees establishing a romantic or sexual relationship with
any student enrolled at the college. The college prohibits employees from engaging
in a romantic or sexual relationship with a student enrolled in his or her class or
who is under the employee’s supervision. Employee-student relationships may include,
faculty and student, adviser and advisee, employee and student, and coach and athlete.
Pre-Existing Relationships
Where a romantic or sexual relationship exists between an employee and a student,
the employee is required to notify their supervisor, the appropriate Vice President,
and the Vice President of Human Resources who will evaluate the situation and provide
the final determination.
Reporting Romantic or Sexual Relationships
When a student becomes aware of a violation of this policy, the violation should be
reported immediately to the Vice President for Student Services, Student Code of Conduct
Officer, or the Vice President of Human Resources. The College will respond to a reported
violation in a prompt and equitable manner and will respond appropriately.
When an employee becomes aware of a violation of this policy, the violation should be reported immediately to the Vice President for Human Resources or the Chief Operating Officer of the College. The College will respond to a reported violation in a prompt and equitable manner and will respond appropriately.
Failure to comply with these procedures may lead to disciplinary action, including termination of employment.
Content Owner: Human Resources
Issued:
Revised: 03/2006, 10/2009, 02/2023
Article I.06 Drug-Free Environment
St. Charles Community College shall be a drug-free institution and operate within the guidelines set forth in the Drug-Free Schools and Communities Act of 1989, the Anti-Drug Abuse Act of 1988, and the Drug-Free Workplace Act of 1988. The unlawful manufacture, possession, use, or distribution of drugs shall be prohibited on campus, College sites, client sites, or at any College-sponsored event. The possession, use, or distribution of alcoholic beverages shall be prohibited on campus, college sites, client sites, instructional activities, and at College-sponsored events unless specifically approved by the College President.
Content Owner: Administrative Services/Human Resources
Issued: 08/1993
Revised: 06/2001, 04/2010, 07/2012, 12/2020
Alcohol at Campus Events
The use of alcoholic beverages at any campus event is subject to approval from the
College President and supervision by the College. Requests for approval from the College
President must be submitted at least 60 days in advance of the event. Following such
approval, notification that alcohol will be present at an event must be given to the
Vice President for Administrative Services and the Director of Department of Public
Safety/Chief of Police. Event organizers are responsible for obtaining all applicable
government liquor licenses and for the cost of all such licenses.
Missouri State Liquor Control Law (Sec. 311.325 RSMo) stating that any person under the age of 21 cannot purchase, attempt to purchase, possess, or be served any intoxicating beverage. All faculty, staff, students and visitors are expected to observe and obey this law at campus events for which alcohol use has been approved.
St. Charles Community College does not intend to encourage the use of alcoholic beverages or to force consumption upon those who object to the use of alcohol on moral, ethical, or religious grounds. These procedures are designed to promote legal and responsible behavior regarding alcohol use.
Federally Controlled Substances
While Missouri law as of December 6, 2018, may allow certain marijuana-related activities
such as limited medical marijuana use, using and possessing marijuana in any form
is a crime under federal law. As a recipient of federal funding such as student financial
aid and grants, St. Charles Community College will continue to prohibit the use, possession,
and distribution of all federally controlled substances, including marijuana. The
St. Charles Community College Career Services Center will not approve job postings,
recruitment, or internships involved with the use, production, testing, or distribution
of medical or recreational marijuana.
Tobacco Use on College Property
The use of tobacco products is prohibited on all College property and in all College
vehicles (see Article I.03 Tobacco Use).
Violation of Drug-Free Environment Policy and Procedures
Violation of this policy and accompanying procedures may result in disciplinary action,
including dismissal.
Content Owner: Administrative Services/Human Resources
Issued: 08/1993
Revised: 06/2001, 04/2010, 07/2012, 12/2020
Article I.07 Sexual Harassment
The College prohibits any actions of sexual harassment by students, employees, or visitors. The College adheres to Title IX of the Education Amendments of 1972, Violence Against Women Act (VAWA), Title VII of the Civil Rights Act, Jeanne Clery Act, and similar laws and regulations and takes appropriate action to address concerns of sexual harassment in a fair and timely manner.
Content Owner: Human Resources
Revised: 05/2008, 10/2009, 01/2013, 04/2014, 10/2014, 07/2015, 08/2015, 06/2017, 08/2017,
07/2018, 08/2020
Sexual harassment is prohibited and the College provides comprehensive procedures in compliance with Title IX of the Education Amendments of 1972, Violence Against Women Act (VAWA), Title VII of the Civil Rights Act, Jeanne Clery Act, and similar laws and regulations.
Sexual harassment is defined as conduct on the basis of sex that satisfies one or more of the following:
- An employee conditioning the provision of an aid, benefit, or services on an individual’s participation in unwelcome sexual conduct;
- Unwelcome conduct determined by a reasonable person to be so severe, pervasive, and objectively offensive that it effectively denies a student’s equal access to an education program or activity; or unreasonably interferes with an employee's work performance or creates an intimidating, hostile or offensive work environment.
- Sexual assault (as defined in the Clery Act), or dating violence, domestic violence, or stalking as defined in the Violence Against Women Act (VAWA).
SAFETY IS FIRST PRIORITY
After an incident of sexual violence, consider seeking medical attention as soon as possible. As time passes, evidence may dissipate or become lost or unavailable, thereby making investigation, possible prosecution, disciplinary proceedings, or obtaining protection from abuse orders related to the incident more difficult.
Campus Police
SCC Main Campus,Police Station
636-922-8545
Public Emergency Services
911
Barnes-Jewish St. Peters Hospital
10 Hospital Drive
St Peters, MO 63376
Phone: 636-916-9000
Progress West HealthCare Center
2 Progress Point Parkway
O'Fallon, MO 63368
Phone: 636-344-1000
SSM St. Joseph Health Center
300 First Capitol Drive
St. Charles, MO 63301
Phone: 636-947-5000
SSM St. Joseph Hospital West
100 Medical Plaza
Lake Saint Louis, MO 63367
Phone: 636-625-5200
Evidence Preservation
It is important that a victim of sexual assault does not bathe, douche, smoke, change
clothing or clean the bed/linen/area where assaulted if the offense occurred within
the past 96 hours, so that evidence may be preserved that may assist in proving that
the alleged criminal offense occurred or may be helpful in obtaining a protection
order. In circumstances of sexual assault, if victims do not opt for forensic evidence
collection, health care providers can still treat injuries and take steps to address
concerns of pregnancy and sexually transmitted disease. Victims of sexual assault,
domestic violence, stalking, and dating violence are encouraged to also preserve evidence
by saving text messages, instant messages, social networking pages, other communications,
pictures, and available logs.
Law Enforcement
Although the College strongly encourages individuals to report violations of this
policy to law enforcement, it is the individual’s choice whether or not to make such
a report and to accept or decline involvement with law enforcement. The College will
assist with notifying the police if desired. Reports of sexual violence to the Department
of Public Safety/Campus Police (DPS) will be considered a report to law enforcement
and Campus Police may proceed with pursuing a criminal investigation and/or criminal
charges with or without the complainant’s consent.
The College does not publish the name of crime victims nor house identifiable information regarding victims in the DPS Daily Crime Log or online. Victims may request that directory information on file be removed from public sources by request from the Student Life office.
Ex-Parte Orders of Protection
The College complies with Missouri law in recognizing an Ex-Parte Order of Protection
or Full Order of Protection. Any person who obtains an order of protection against
a member of the campus community should provide a copy to Department of Public Safety/Campus
Police (DPS) and the Title IX Coordinator. The individual may then meet with DPS/Campus
Police to develop a Safety Action Plan, which is a plan for DPS and the individual
to reduce risk of harm while on campus or coming and going from campus. This plan
may include, but is not limited to escorts, special parking arrangements, changing
classroom or work locations, and allowing a student to complete assignments from home.
The College cannot apply for a legal order of protection, no-contact order, or restraining
order on behalf of an individual. The individual is required to apply directly for
these services.
CONFIDENTIAL HELP WITHOUT FILING A REPORT
Students:
On-Campus Confidential Help:
Timely Care: Virtual Care Services
Student Life
636-922-8211
7-RC, 102
Faculty/Staff:
Employee Assistance Program
800-356-0845
CONFIDENTIALITY
Credit-seeking students who wish to maintain confidentiality may contact Timely Care free of charge.
Credit-seeking students can speak with the mental health counselor confidentially and, absent the student’s consent, such reports or conversations will not be reported to the Title IX Coordinator for further investigation. Please note that the mental health counselor will not be able to maintain confidentiality when there is a threat of harm to oneself or another.
Employees who wish to maintain confidentiality may contact the Employee Assistance Program at 800-356-0845 for confidential assistance.
Credit and non-credit students and employees who wish to maintain confidentiality may also speak with off-campus rape crisis or domestic violence counselors and off-campus members of the clergy and chaplains.
ADDITIONAL OFF-CAMPUS RESOURCES
Counseling:
ALIVE: 314-993-2777
Behavioral Health Response: 800-811-4760
Safe Connections: 314-531-2003
Victim Advocacy:
Crime Victim Advocacy Center: 314-524-0686
YWCA St. Louis Area Sexual Assault Center: 314-531-RAPE (7273)Health:
Crider Health Center: 636-332-6000
Volunteers in Medicine: 636-724-4848
Legal Assistance:
Legal Advocates for Abused Women: 314-664-6699
Legal Services of Missouri: 800-440-0514
Mental Health:
Lutheran Family and Children’s Services: 636-949-5522
Crider Health Center: 636-332-6000
Catholic Family Services: 636-281-1990
Visa and Immigration Assistance:
U.S. Immigration and Customs Enforcement (ICE): 866-341-2423
Homeland Security, Blue Campaign (Fight Against Human Trafficking): 866-341-2423 or
888-373-7888 (victim support)
Shelters:
Woman’s Place: 636-373-7911
The Women’s Safe House: 314-772-4535
National Domestic Violence Hotline:
800-799-SAFE (7233)
National Sexual Assault Hotline:
800-656-HOPE (4673)
Other resources available to persons who have experienced sexual assault, domestic violence, dating violence, stalking, or sexual exploitation include:
http://www.rainn.org – Rape, Abuse and Incest National Network
http://www.ovw.usdoj.gov/sexassault.htm – Department of Justice
http://www2.ed.gov/about/offices/list/ocr/index.html – Department of Education, Office of Civil Rights
http://www.courts.mo.gov/page.jsp?id=533 – Adult abuse/stalking orders of protections forms
RISK REDUCTION
With no intent to blame the victim and recognizing that only rapists are responsible
for rape, the following are some strategies to reduce one’s risk of sexual assault
or harassment (taken from Rape, Abuse, & Incest National Network, www.rainn.org)
- Be aware of your surroundings. Knowing where you are and who is around you may help you to find a way to get out of a bad situation.
- Try to avoid isolated areas. It is more difficult to get help if no one is around.
- Walk with purpose. Even if you don’t know where you are going, act like you do.
- Trust your instincts. If a situation or location feels unsafe or uncomfortable, it probably isn’t the best place to be.
- Try not to load yourself down with packages or bags as this can make you appear more vulnerable.
- Make sure your cell phone is with you and charged and that you have cab money.
- Don't allow yourself to be isolated with someone you don’t trust or someone you don’t know.
- Avoid putting music headphones in both ears so that you can be more aware of your surroundings, especially if you are walking alone.
- When you go to a social gathering, go with a group of friends. Arrive together, check in with each other throughout the evening, and leave together. Knowing where you are and who is around you may help you to find a way out of a bad situation.
- Trust your instincts. If you feel unsafe in any situation, go with your gut. If you see something suspicious, contact law enforcement immediately (local authorities can be reached by calling 911 in most areas of the U.S.).
- Don't leave your drink unattended while talking, dancing, using the restroom, or making a phone call. If you have left your drink alone, just get a new one.
- Don't accept drinks from people you don't know or trust. If you choose to accept a drink, go with the person to the bar to order it, watch it being poured, and carry it yourself. At parties, don’t drink from the punch bowls or other large, common open containers.
- Watch out for your friends, and vice versa. If a friend seems out of it, is way too intoxicated for the amount of alcohol they have had, or is acting out of character, get him or her to a safe place immediately.
- If you suspect you or a friend have been drugged, contact law enforcement immediately (local authorities can be reached by calling 911 in most areas of the U.S.). Be explicit with doctors so they can give you the correct tests (you will need a urine test and possibly others).
- If you need to get out of an uncomfortable or scary situation, here are some things
that you can try:
- Remember that being in this situation is not your fault. You did not do anything wrong; it is the person who is making you uncomfortable that is to blame.
- Be true to yourself. Don't feel obligated to do anything you don't want to do. "I don't want to" is always a good enough reason. Do what feels right to you and what you are comfortable with.
- Have a code word with your friends or family so that if you don’t feel comfortable you can call them and communicate your discomfort without the person you are with knowing. Your friends or family can then come to get you or make up an excuse for you to leave.
- Lie. If you don’t want to hurt the person’s feelings it is better to lie and make up a reason to leave than to stay and be uncomfortable, scared, or worse. Some excuses you could use include: needing to take care of a friend or family member, not feeling well, having somewhere else that you need to be, etc.
- Try to think of an escape route. How would you try to get out of the room? Where are the doors? Windows? Are there people around who might be able to help you? Is there an emergency phone nearby?
- If you and/or the other person have been drinking, you can say that you would rather wait until you both have your full judgment before doing anything you may regret later.
The College takes all formal complaints seriously and will respond in a prompt, equitable, and impartial manner, without presumption of fault or guilt of the complainant or respondent, for complaints alleging an action that would be prohibited by the policy/procedure.
Complaints involving sexual harassment by a student:
Director of Student Life
636-922-8211
7-RC, 102
Complaints involving sexual misconduct by an employee, vendor, or visitor:
Human Resources
636-922-8300
2-SC, 2023
Reports involving sexual misconduct or sex discrimination may also be reported externally to:
Office for Civil Rights, Kansas City Office
U.S. Department of Education
One Petticoat Lane
1010 Walnut Street, Suite 320
Kansas City, MO 64106
Telephone: 816-268-0550
Email: OCR.KansasCity@ed.gov
The Title IX Coordinator will work collaboratively with the Department of Public Safety/Campus Police (DPS) and the local police department unless otherwise prohibited by law. The College will not delay its formal complaint procedures due to pending results of a criminal investigation or proceeding.
Following a report of sexual harassment, the Title IX Coordinator will determine whether
nondisciplinary interim accommodation and protective measures should be implemented
and are reasonably available, and, if so, take steps to implement those interim interventions
as soon as possible. Any non-disciplinary interim accommodation and protective measure
taken will be done so without the presumption of fault or guilt on the part of any
involved party.
Examples of interim accommodation and protective measures applied to one or more parties
include: a college order of no contact, adjustment of class schedules, and reassignment
to a different supervisor or position. Violations of directives and/or interim measures
may result in sanctions in accordance with the Sanctions and Appeals section below.
In limited situations, the Title IX Coordinator may remove a respondent from the college
on an emergency basis, following an individualized risk/threat assessment, for posing
an immediate threat to the campus community, or cannot otherwise safely participate
in an
educational program or activity while the sexual harassment grievance process is being
conducted. When a removal decision takes place, the Title IX Coordinator will provide
the respondent with written notice of the decision and an opportunity for an expedited
appeal of the decision.
In the situation of a report of sexual violence, the Title IX Coordinator will:
- Provide the complainant and respondent with referrals for medical care as needed;
- Assess the immediate safety needs of the complainant, respondent; and campuscommunity;
- Provide the complainant and respondent with contact information for the Department of Public Safety/Campus Police (DPS) and assist with making the contact if the complainant requests;
- Inform the complainant and respondent of the availability of supportive measures and off-campus resources;
- Assess the need to implement interim accommodation & protective measures;
- Provide the complainant and/or respondent with written instructions on how to apply for a protective order if desired; and
- Provide the complainant and/or respondent with a copy of applicable policies and procedures.
Students and employees may contact the below resources to request interim accommodations and protective measures.
(Students)
Kristen Drummond
Executive Director
Student Engagement & Title IX
7-RC 102
636-922-8238
kdrummond@stchas.edu
(Employees)
Terri Edrich
Executive Director
12-CH 2108
636-922-8300
tedrich@stchas.edu
Informal Resolution
Informal resolution to a formal complaint of sexual harassment can be reached when
the complainant and respondent are equally and voluntarily agreeable to reaching a
determination of responsibility without investigation and live hearing. The informal
resolution process is available at any time during the grievance process, with the
voluntary, written consent of both the complainant and respondent, except in the case
of alleged sexual harassment of a student by an employee. A complainant or respondent
also retains the right to withdraw from an informal resolution process and resume
the formal resolution process at any time.Upon resolving a formal complaint through
the informal resolution process, the complaint will be closed with signatures from
all involved parties.
Formal Resolution
The purpose of the formal resolution process is to provide prompt, equitable, and
impartial investigation, without the presumption of fault or guilt, for complaints
alleging any action that would be prohibited by this policy/procedure.
The formal resolution process may result in disciplinary sanction of parties found responsible for sexual harassment policy/procedures violation.
Process Timeframe
Investigation into allegations of sexual harassment will be completed as soon as practicable
and typically concludes within 90 days. In the event the timeframe will extend beyond
90 days, the reporting and responding parties will be notified in writing.
Evidence Standard
Determinations of whether the respondent is deemed responsible for the alleged behavior
will be based on a preponderance of the evidence standard. A preponderance of the
evidence exists when a reasonable person, after a careful balancing of available information,
would conclude that it is more likely than not that a policy violation occurred or
more than likely a policy violation did not occur.
Advisors
Both the complainant and the respondent may appoint an individual to serve as their
individual advisor at their cost and choosing to be present during meetings, or the
complainant and the respondent may request to have an advisor appointed by the College
at no cost to them.
Formal Resolution Process Steps
When a formal complaint results in reasonable cause that violations of this policy/procedures
may have occurred, the Title IX Coordinator will notify the complainant and respondent
in writing that an investigation will occur and a tentative process timeframe will
be provided. The written notice to the respondent will include sufficient details
and the parties will be provided with sufficient time to prepare a response before
any initial interview. Sufficient details may include the identities of the parties
involved, the specific section of the policy allegedly violated, the conduct constituting
the alleged violation, and as applicable, the date/time/location of the alleged incident.
The Title IX Coordinator will assign one or more investigator(s) to gather facts and information related to the formal complaint. Investigator(s) will meet with the complainant, the respondent, conduct additional interviews with witnesses, and gather relevant documentation. During the course of the investigation, the Investigating Officer may receive counsel from College administrators, the College’s attorneys, or other parties as needed.
Both the complainant and the respondent may provide evidence, documentation, and names of witnesses to the investigator for inclusion into the investigative process.
If the complainant or the respondent believes an individual investigating the complaint has a conflict of interest or bias for or against either party, he/she shall notify the Title IX Coordinator as soon as reasonably possible to determine whether a conflict of interest or bias exists, and an alternative investigator will be appointed.
Upon completion of the investigator’s initial gathering of evidence, the complainant and respondent will have 10 days to review, inspect and respond to all evidence directly related to allegations and provide a written response.
The investigator will consider responses to evidence, determine what evidence is relevant, and summarize all evidence into an investigative report.
The complainant and respondent will be given equal access to review any evidence and the investigative report provided by the assigned investigator(s).
Upon completion of the investigative report, the complainant and respondent will have 10 days to review the final investigative report and provide a written response in advance of the live hearing conducted by the Hearing Officer.
Live Hearing and Cross Examination
A live hearing will be conducted by a College-appointed Hearing Officer in order to
reach a determination of responsibility for sexual harassment policy/procedures violation.
Prior to the live hearing, the complainant and respondent are strongly encouraged
to submit questions to the Hearing Officer in order to determine relevancy and compliance
with the rules of decorum. Any questions deemed not relevant by the Hearing Officer,
and thereby excluded from the live hearing, will be communicated in writing to the
party submitting the question(s).
The live hearing may be conducted at any SCC campus location or may be conducted through video conferencing technology as determined by the Hearing Officer. Live hearings conducted virtually will be done in a manner whereby all parties can simultaneously see and hear each other. Disability-related accommodations for participation in a live hearing will be coordinated by the Office of Disability Support Services (for students) and by the Human Resources Department (for employees). An audio or audiovisual recording of the live hearing will be made available equally to both the complainant and respondent for inspection and review.
During the live hearing, each advisor will ask all relevant questions directly to the other party and/or witnesses, including follow-up questions and questions challenging credibility The Hearing Officer has authority to interject and disallow a question; when this occurs, a response to the question will not be given. The Hearing Officer will not consider or rely on statements from any individual who does not participate in the live hearing or who refuses to submit to cross examination. In addition, the Hearing Officer will not reach a determination of responsibility based solely on a party’s or witness’ absence from the live hearing or refusal to submit to cross examination.
At no time during the investigation or the live hearing will either the complainant or respondent be subjected to questions that constitute, or seek disclosure of, information protected under a legally recognized privilege (unless such privileges have been voluntarily waived). Likewise, neither complainant nor respondent will be subjected to questions about sexual predisposition, previous sexual behavior or other circumstances protected under federal and state rape shield laws.
Final Determination, Remedy, and Resolution
After a thorough examination of the evidence and cross examination presented during
the live hearing, the Hearing Officer will make a final determination of responsible
or not responsible for violations of the College’s sexual harassment policy/procedures
using the preponderance of the evidence standard. The Hearing Officer’s final determination
indicates there is sufficient evidence to conclude that it is more likely than not
that the respondent engaged in conduct that meets the College’s definition of sexual
harassment or that it is more likely than not the respondent did not engage in conduct
that meets the College’s definition of sexual harassment.
The Hearing Officer will draft a final determination letter, outlining the rationale and analysis for the decision. The letter will be distributed simultaneously to both the complainant and respondent by the Title IX Coordinator. In addition to details relating to the allegations constituting sexual harassment, procedural steps, findings of fact, conclusions and rationale, the final determination letter will include information regarding disciplinary sanctions and remedies.
In cases of sexual harassment or sexual violence, both the complainant and the respondent have the right to appeal. The appeal must be in writing and contain the following:
- Name of the complainant;
- Name of the respondent;
- A statement of the determination of the complaint, including corrective action if any;
- A detailed statement of the basis for the appeal including the specific facts, circumstances, and argument in support of it; and
- Requested action, if any.
The appeal must cite at least one of the following criteria as the reason for appeal and provide supporting arguments:
- A procedural irregularity that affected the outcome of the matter;
- Newly discovered evidence that was not reasonably available when the determination of responsibility was made that could affect the outcome of the matter; or
- Title IX Coordinator, Investigator or Hearing Officer had a general or specific conflict of interest or bias against the complainant or respondent that affected the outcome of the matter.
Status During Appeal
The sanction that was rendered by the Hearing Officer is in effect during the period
of appeal.
In the case that the respondent is an employee, the Appeals Officer is the Vice President for Administrative Services/COO. In the case that the respondent is a student, the Appeals Officer is the Vice President for Student Services. If the Appeals Officer determines that criteria for an appeal has not been met, the determination of the Hearing Officer stands. If the Appeals Officer determines that the criteria for an appeal has been met, the Appeals Officer will then review the information gathered as part of the investigation and hearing procedures, including any documentary evidence.
The Appeals Officer may:
- Reverse the finding regarding whether the student/employee is responsible/not responsible;
- Return the matter to the Hearing Officer for review and/or reconsideration on whether the student is responsible/not responsible;
- Convert any sanction imposed to an alternate sanction;
Rescind any previous sanction; - Return a recommended sanction to the Hearing Officer for review and/or reconsideration; or
- Uphold the determination of the Hearing Officer.
Resolution of the Appeal
The appeal will be resolved within ten (10) College business days of receiving it.
The Appeals Officer may take any and all actions in the interest of a fair and just
decision. The decision of the Appellate Officer is final, unless otherwise noted in
the Sanctions section.
A written statement of the resolution of the appeal will be provided by the Appeals Officer to the complainant, respondent, and the Title IX Coordinator within three (3) College business days of the resolution.
A formal complaint may be dismissed at any time during the sexual harassment grievance process. The following are reasons a formal complaint will be dismissed (procedurally or voluntarily):
- The conduct alleged in the formal complaint would not constitute sexual harassment as defined in this policy, even if proven;
- The conduct alleged did not occur against a person in the United States;
- The conduct alleged did not occur in SCC’s education program, activity, or College property;
- The complainant notifies the Title IX Coordinator in writing that the complainant would like to withdraw the formal complaint or any allegations therein;
- The respondent is no longer enrolled or employed at the College;
- Specific circumstances prevent SCC from gathering evidence sufficient to reach a determination as to the formal complaint or allegations therein
Upon dismissal, a notification will be sent, simultaneously in writing, to both parties, giving the dismissal reason(s) the complaint was dismissed.
Please note that dismissal does not prevent action under another provision of the College’s code of conduct or by law enforcement.
For the individual found to be responsible for policy/procedure violation, the potential sanctions that may be applied are governed by and listed within the following:
- Students: VI.21 Student Conduct, Discipline and Due Process
- Full-time Faculty: MOU Section: Misconduct and Other Violations Article guides sanctions. Only in the case of dismissal being the sanction, are the due process procedures within Misconduct and Other Violations app In the case of a dismissal sanction, due process will begin at Step 2: Attempt at Resolution.
- Staff and Part-time Faculty: Policy IV.24 Performance Deficiencies guides sanctions. Only in the case of dismissal being the sanction, does the Problem Solving and Appeals portion of the procedure apply, and the process will begin at Step 3.
The College recognizes that students who have been drinking and/or using drugs (whether such use is voluntary or involuntary) at the time an incident of sexual violence occurs may be hesitant to report such incidents due to fear of potential consequences for their own conduct. The College strongly encourages students to report incidents of sexual violence to campus officials. A student bystander reporting in good faith or a student reporting sexual violence will not be subject to campus conduct action for violations of alcohol and/or drug use policies occurring at or near the time of the sexual violence.
The College expects all reports of concern to be made in good faith. Intentionally false reporting of concerns and reports made in bad faith, such as an act of retaliation, may result in disciplinary sanctions. False reporting may also be a violation of state criminal statutes and civil defamation laws.
The College strictly prohibits retaliation of any kind against an individual for reporting sexual harassment pursuant to this policy, assisting someone with a complaint of sexual harassment, or participating in an investigation following a complaint of sexual harassment. Examples of such prohibited retaliation include threats, intimidation, reprisals, adverse employment actions, or adverse educational actions. Any incidents of alleged retaliation should be immediately reported. In the event that retaliation is found to have taken place, sanctions will be governed by policy noted below in the Sanctions and Appeals section.The College strictly prohibits retaliation of any kind against an individual for reporting sexual harassment pursuant to this policy, assisting someone with a complaint of sexual harassment, or participating in an investigation following a complaint of sexual harassment. Examples of such prohibited retaliation include threats, intimidation, reprisals, adverse employment actions, or adverse educational actions. Any incidents of alleged retaliation should be immediately reported. In the event that retaliation is found to have taken place, sanctions will be governed by policy noted below in the Sanctions and Appeals section.
College employees involved in Title IX processes including report intake, investigation, adjudication, and appeals must complete training annually. Training topics include related subject matter such as College policy and procedures, domestic violence, dating violence, sexual assault, stalking, trauma-informed practices, conducting investigations, adjudicating, and appeal of cases.
Details regarding training may be reviewed at: https://www.stchas.edu/about-scc/employment/title-ix/training
A Responsible Party of the College with actual knowledge of sexual harassment in a St. Charles Community College (SCC) education program or activity, whether on-campus or off-campus, (such as on athletic fields, SCC-sponsored events or activities, educational programs, practice or rehearsals, on-campus housing, or the housing of an SCC-sanctioned organization in the United States) against a person, must respond promptly to the College’s Title IX Coordinator or other official who has the authority to institute corrective measures on behalf of the College.
Complainant
A person who is alleged to be the victim of conduct that could constitute sexual discrimination/harassment,
violating our institution’s policy.
Consent
In order for individuals to engage in sexual activity of any type with each other,
there must be clear, knowing and voluntary consent prior to and during sexual activity.
Consent can be given by word or action, but non-verbal consent is not as clear. Consent
to some form of sexual activity cannot be automatically taken as consent to any other
form of sexual activity. Consent must be freely given.
In order to give effective consent, one must be of legal age and capable of making such a decision. Agreement does not constitute consent if: it is given by a person who lacks the mental capacity to authorize the conduct; or it is given by a person unable to make a reasonable judgment about harmfulness of the conduct due to youth, mental disease, incapacitation, a drug-induced state, or similar; or it is induced by force, duress, or deception.
Dating Violence
Dating violence is violence committed by a person who is or has been in a social relationship
of a romantic or intimate nature with the victim. The existence of such a relationship
shall be based on the complainant’s statement and with consideration of the length
of the relationship, the type of relationship, and the frequency of interaction between
the persons involved in the relationship. Dating violence includes, but is not limited
to, sexual or physical abuse or the threat of such abuse. Dating violence does not
include acts covered under the definition of domestic violence.
Domestic Violence
Domestic violence is a felony or misdemeanor crime of violence committed:
- by a current or former spouse or intimate partner of the victim;
- by a person with whom the victim shares a child in common;
- by a person who is cohabitating with or has cohabitated with the victim as a spouse or intimate partner;
- by a person similarly situated to a spouse of the victim under the domestic or family violence laws of the jurisdiction in which the crime of violence occurred; or
- by any other person against an adult or youth victim who is protected from that person’s acts under the domestic or family violence laws of the jurisdiction in which the crime of violence occurred.
Formal Complaint
A document filed by a complainant in writing and signed or signed by the Title IX
Coordinator alleging sexual harassment against a respondent and requesting that the
College investigate the allegation of sexual harassment.
Respondent
A person who has been reported to be the perpetrator of conduct that could constitute
sexual harassment, violating our institution’s policy.
Responsible Party
A college official who is an administrative officer (President, Vice Presidents, Campus
Provosts, Associate Vice Presidents, Assistant Vice Presidents, and Executive Directors),
and/or an administrator (Deans, Department Chairs, Directors, Managers, and Supervisors)
who holds a duty to report matters of sexual harassment to the Title IX Coordinator.
Sexual Assault
Sexual assault is actual or attempted physical sexual contact with another person
without that person’s consent. Sexual assault includes, but is not limited to:
- Intentional touching of another person’s intimate parts without that person’s consent;
- Other intentional sexual contact with another person without that person’s consent;
- Coercing, forcing, or attempting to coerce or force a person to touch another person’s intimate parts without that person’s consent;
- Penetration, no matter how slight, of (1) the vagina or anus of a person by any body part of another person or by an object, or (2) the mouth of a person by a sex organ of another person, without that person’s consent;
- Non-forcible sexual intercourse between persons who are related to each other within the degrees wherein marriage is prohibited by law; or
- Non-forcible sexual intercourse with a person who is under the statutory age of consent.
Sexual Violence
For purposes of this policy, sexual violence collectively refers to the terms sexual
assault, domestic violence, dating violence, stalking, and sexual exploitation as
defined in this policy.
Stalking
Stalking is engaging in a course of conduct directed at a specific person that would
cause a reasonable person to fear for her or his safety or the safety of others or
suffer substantial emotional distress.
For purposes of this definition:
- Course of conduct means two or more acts, including, but not limited to, acts which the stalker directly, indirectly, or through third parties, by any action, method, device, or means follows, monitors, observes, surveils, threatens, or communicates to or about, a person, or interferes with a person’s property;
- Substantial emotional distress means significant mental suffering or anguish that may, but does not necessarily, require medical or other professional treatment or counseling; and
- Reasonable person means a reasonable person under similar circumstances and with similar identities to the victim.
Content Owner: Human Resources
Revised: 05/2008, 10/2009, 01/2013, 04/2014, 10/2014, 07/2015, 08/2015, 06/2017, 08/2017,
07/2018, 08/2020
Article I.08 Drug and Alcohol Screening
St. Charles Community College shall have procedures in place for drug and alcohol screenings as mandated by designated institutions that host faculty/students in the course of specific academic programs and to conform to common practices specific to Police department employees.
Content Owner: Human Resources
Issued: 12/20
Revised: 7/21
Background and Purpose
As a condition of participating in academic programs hosted at designated institutions,
the College is required to certify all persons participating in the educational programs
at their site submit and pass an initial screening for illegally used drugs. A prescription
for medical marijuana use is not a permissible explanation for students participating
in academic programs hosted at designated institutions. Refer to Board Policy Article
1.06 Drug-Free Environment: Policy for more information.
The drug and alcohol screening process does not affect other College policies or practices of the College regarding drug or alcohol possession or use, including the College’s Drug-Free Workplace policy. A prescription for medical marijuana use is not a permissible explanation for employment at the College. Refer to Board Policy Article 1.06 Drug-Free Environment: Procedures for more information.
Covered Individuals
Participation in Academic Programs at Designated Host Sites
Individuals who through admission and enrollment or through employment in educational activities at designated sites must consent to and successfully pass the initial drug screening. Individuals who do not consent or who do not successfully pass the screening, cannot remain a student in the program or be employed by the college.
Department of Public Safety (Campus Police Department)
Staff employed to work in the Department of Public Safety (Campus Police Department) must consent to and successfully pass drug and alcohol screening during the pre-employment process or throughout employment at the discretion of the College. Individuals who do not consent or who do not successfully pass the screening, cannot remain employed at the College.
At the discretion of the College, drug and alcohol screening may be requested when an official of the College has reasonable suspicion that the employee may be under the influence of drugs and/or alcohol, or in certain post-accident situations as determined by the college Chief of Police.
The applicable College department will pay for testing of employees under this program.
Collection Site
The College will secure an approved Testing Site to conduct the drug and alcohol screening
tests within local, state, and federal guidelines.
The Collection Site will provide the collection sample to a Medical Review Officer who will analyze the collection and send the results to the College.
Failed Screening Results
If after testing and verification, an individual fails to satisfactorily pass the
drug and/or alcohol screening, the individual will not be allowed to participate in
the academic program at designated sites and will not be allowed to be employed at
the College.
Content Owner: Human Resources
Issued:
Revised: 12/2004, 07/2021, 02/2023
Article I.09 Background Investigation for Designated Sites
St. Charles Community College shall ensure that all persons participating in the educational programs at designated institutions have an acceptable background investigation on file at the College.
Content Owner: Human Resources
Background and Purpose
Certain partner institutions require all persons participating in an educational program
at their site have an acceptable background investigation on file at the College.
Individuals required to participate in the educational program/activity at a designated
sites, through admission and enrollment or through employment, are required to consent
to a background investigation.
Consent
Students are required to provide a written consent of the Background Investigation
coordinated and administered by the applicable department of the educational program.
Employees are required to provide a written consent of the Background Investigation coordinated and administered by the Human Resources department.
Individuals who do not consent to a background investigation cannot remain as students or be employed in the selected program.
Privacy and Confidentiality
Files regarding background investigations are retained separately from the student’s
school file and are maintained in a secure location in the department. Results will
not be shared with College officials other than the appropriate administrators of
the program, program Chair, and Human Resources.
Consequences of Unacceptable Background Investigation
Negligent or intentional disclosure of background investigation information may be
grounds for disciplinary action.
Failure of an acceptable background investigation may result in non-enrollment or employment in the educational program. Background investigation results are subject to review by the department administrator for applicability to the program or employment. The college reserves the right to the final determination of admittance.
Content Owner: Human Resources
Article I.10 Copyright
St. Charles Community College shall adhere to federal copyright laws and shall provide basic information, guidelines, and links to resources that allow faculty, staff, and students to comply with these laws in the performance of College-related activities.
Content Owner: Academic Affairs
Revised: 03/2017, 03/2021
Definition
Copyright is a form of protection provided by the laws of the United States (title
17, U. S. Code) to the authors of “original works of authorship,” including literary,
dramatic, musical, artistic, digital and certain other intellectual works. This protection
is available to both published and unpublished works. There are some specific exceptions
in the Copyright Act for certain academic uses under the doctrine of “fair use”; however,
there are some limitations to this principle that must be identified. If an individual
is not a copyright holder for a particular work, as determined by the law, that individual
must ordinarily obtain copyright permission prior to reusing or reproducing that work.
A complete version of U.S Copyright Law can be viewed at http://www.copyright.gov/title17/.
Copyright Laws
Under any circumstance in which copyright laws may apply, faculty, staff and students
of SCC are encouraged to refer to the resources provided within this policy to ensure
compliance with applicable laws. Due to the complexity and quantity of copyright issues,
the following links are provided to assist users in finding the relevant information
for each situation and the applicability of copyright laws. The resources listed are
not all-inclusive. Additional information or clarification may be obtained through
professional associations related to the discipline or subject.
College Resources
Use the library's Copyright Resources Guide to access relevant resources and links, including instructions for requesting copyright
permission and infringement penalty information. Additional guidance can be obtained
by contacting the Library Reference Desk at ext. 8620 or click SCC Library Copyright Policy for more information. The Library Reference Desk may request copyright permission
on behalf of faculty, staff and students. To obtain copyright permission, please contact
the SCC Library Reference Desk.
Reports of Infringement
Report copyright infringement
Higher Education Opportunity Act (HEOA) Compliance Plan
The College maintains a Higher Education Opportunity Act (HEOA) compliance plan to combat unauthorized distribution of copyrighted materials by users of SCC's networks.
In accordance with this plan, a disclosure is distributed to students annually.
Content Owner: Academic Affairs
Revised: 03/2017, 03/2021
Artcle I.11 Recording of Meetings or Other Conversations
St. Charles Community College expects faculty and staff to respect the privacy of other individuals in the workplace and educational setting. To promote an environment of trust and collegiality, audio or video recordings may be allowed only with the prior consent of all involved parties or the Senior Vice President of Administrative Services. Undisclosed or secret recordings (audio or video) of meetings, or conversations, including telephone calls and virtual meetings, is strictly prohibited. The only exception to this policy is recording of classroom instruction, which is determined by each faculty and recording of Board of Trustees Open meetings.
This policy applies to all types of recording devices on College property. Recording that is permitted by the College as an accommodation under state or federal law is not prohibited by this policy.
Article I.12 Whistleblower Protection
Internal practices and procedures will promote responsible stewardship of College resources and funds. The College will respond to allegations of impropriety by investigating the allegations and protecting those individuals who have, in good faith, reported alleged illegal or improper activities.
Content Owner: Human Resources
Date Issued: 12/05/2006
Revision Dates: 10/07/2009; 03/2019
Reporting Illegal or Improper Activities
Any employee or student having knowledge or good faith suspicion of illegal or improper
activities may
report the activities to any of the following Administrative Officers:
College President
Conoyer Hall (12CH, 2104)
636-922-8380
Vice President for Academic and Student Affairs
Conoyer Hall (12CH, 2110)
636-922-8356
Execuitve Vice President
Conoyer Hall (12CH, 2108)
636-922-8359
The Administrative Officer receiving the report of illegal or improper activity must disclose the report to the Board of Trustees and will disclose, in a timely manner, in writing to any State or Federal awarding agency or pass-through entity all violations potentially affecting a State or Federal award.
In situations where administrative involvement is suspected in an alleged impropriety, a report may be made to the President of the Board of Trustees.
It is preferred that allegations of illegal or improper activity be made in writing, but they may be made verbally. Reports should contain as many specifics as possible to assist in investigation of the actions. Allegations may be made anonymously. All complaints will be investigated promptly and discreetly, and corrective action will be taken as necessary.
In addition to internal reporting procedures as outlined above, any employee or student who has information concerning alleged illegal or improper activity may make a good faith report of the conduct to the appropriate government agency. This report will be considered a protected disclosure.
Protection from Retaliatory Conduct
Retaliation will not be tolerated against any College employee or student who in good
faith makes a protected disclosure or who refuses to obey an illegal or improper directive.
No College employee may use the influence of his or her position to interfere with
or discourage another employee or student from making a protected disclosure.
Any employee or student who believes he or she has been the victim of retaliatory conduct in response to a protected disclosure or refusal to engage in illegal or improper activity should report the retaliation to any of the Administrative Officers listed above. In the event there is suspected administrative involvement in the retaliation, a report may be made to the President of the Board of Trustees.
False Reports
While retaliation against an employee or student making a good faith disclosure is
not tolerated, disciplinary action may be taken against an employee or student who
discloses information which he or she knows to be false or who does not have a reasonable
belief for making the disclosure.
Term Definitions
- A “good faith” report of illegal or improper activity is information that a reasonable person, based on the facts and circumstances, could believe to be true and accurate.
- A good faith report of illegal or improper activity as outlined in the procedures above is defined as a “protected disclosure.”
Content Owner: Human Resources
Date Issued: 12/2006
Revision Dates: 10/2009, 03/2019, 09/2023
Article I.13 Use of Social Security Numbers
St. Charles Community College shall protect the confidential nature of social security numbers in a manner that does not create unreasonable obstacles to the conduct of College business. The College is committed to the proper and confidential handling of social security numbers of its students, employees, and individuals associated with the College.
Content Owner: Human Resources
Revised: 03/2021
Article I.14 Release of Student Information
The College shall release student information in accordance with the Family Educational Rights and Privacy Act of 1974 (FERPA), also known as the Buckley Amendment.
Content Owner: Human Resources
Revised: 05/2006, 03/2013
Student Inspection of Educational Records
Students have the right to inspect educational records maintained by the College under
their name and to request correction of any records found to be inaccurate or misleading.
Directory Information
In accordance with the Family Educational Rights and Privacy Act of 1974 (FERPA),
the College may release the following directory information without student consent:
student name, date and place of birth, major field of study, participation in officially
recognized activities and sports, weight and height of athletic team members, dates
of attendance, current enrollment status, degrees and awards received, and the most
recent previous educational agency or institution attended.
Non-Directory Information
Written consent from the student is required for release of non-directory information
from College records.
Release of Information to Colleges and Universities
Upon request, the College will release to four-year colleges and universities the
names, addresses, telephone numbers, email addresses, academic program(s), and dates
of graduation for currently enrolled students, graduates, or candidates for graduation.
Requests for Student Lists
Lists of names and addresses of students will not be provided to persons or organizations
for non-college related commercial or solicitation purposes. Requests for such lists,
for any purpose, from external persons or organizations will not be granted without
permission of the College President except as required by law.
Student Request to Withhold Directory Information
Students who prefer directory information not be disclosed without prior written consent
must inform the Office of Admissions and Recruitment prior to the end of the second
week of classes in each regular term and prior to the end of the first week of classes
in each summer term. A request to withhold directory information must be renewed each
semester.
Exceptions for Disclosure
The College may disclose records to the following parties without student consent:
- College employees who have a need to know
- Other colleges to which a student is transferring
- Certain government officials in order to carry out lawful functions
- Appropriate parties in connection with financial aid to a student
- Organizations conducting certain studies for the College
- Accrediting organizations
- Individuals who have obtained court orders or subpoenas
- Persons who have a need to know in cases of health or safety emergencies
- State and local authorities, within a juvenile justice system, pursuant to specific State law
Employee Responsibilities
All employees are informed of their responsibilities under FERPA and are expected to fully comply with Board policies and administrative procedures regarding release of student information.
Content Owner: Human Resources
Revised; 05/2006, 03/2013, 11/2020
Article I.15 Student Success Policy
The success of St. Charles Community College (SCC) will be measured primarily by the success of its students. SCC will make data informed decisions related to organizational processes and practices by consistently focusing on student access, retention, and success. SCC will embrace the pathways model to advance the delivery of courses and services that contribute to intentionally designed, clear, coherent and structured educational experiences, helping each student successfully journey from admissions through to attainment of degrees, certificates, and industry credentials.
To guide the college’s efforts in increasing student success, SCC will establish benchmarks that equal or exceed state and national standards. Regular reports will be provided to the Board that demonstrate the efforts made in meeting these standards.