REDWOODS COMMUNITY COLLEGE DISTRICT
College Council
January 25, 2016 3:00 p.m. – Board Room
AGENDA
1. Minutes Dated 11/16/2015 (Page 4)
NEW BUSINESS
1. Review New BP/AP tracking spreadsheet (Page 8)
a. Process to complete all outstanding BP/AP
2. AP 5055 Enrollment Priorities (Page 17)
a. Review policy and procedure changes
3. AP 7211 Faculty Service Areas, Minimum Qualifications, and Equivalencies (Page 19)
a. Review policy and procedure changes
4. BP 7123 Recruitment and Hiring of Contract Faculty (Interim) (Page 22)
a. Review policy and procedure changes
5. AP 4025 Philosophy And Criteria For Associate Degree And General Education (Page 32)
a. Review policy and procedure changes
6. BP 3050 Institutional Code of Ethics (Page 41)
a. Review policy and procedure changes
7. BP 3051 Lowering the Flag to Half Mast (Page 42)
a. Sunset recommendation – no league template
8. BP 3052 Controversial Issues (Page 43)
a. Sunset recommendation – no league template
9. BP/AP 3200 Accreditation (Page 45)
a. Review policy and procedure changes
10. BP/AP 3250 Institutional Planning (Page 47)
a. Review policy and procedure changes
11. BP/AP 3260 Participatory Governance (Page 50)
a. Review policy and procedure changes
12. BP 3281 Gifts, Grants, Donations (Page 65)
a. Review policy and procedure changes
13. AP 3431 Bullying (Page 66)
a. Review policy and procedure changes
14. AP 3435 Discrimination and Harassment Complaints and Investigations (Page 68)
a. Review policy and procedure changes
15. BP/AP 3503 Campus Visitors (Page 93)
a. Sunset recommendation and re-numbering BP/AP 3504 to match league template
numbering
16. BP/AP 3508 Domestic Animals (Page 95)
a. Sunset recommendation - no league template
17. BP/AP 3570 Smoking (Page 97)
a. Review policy and procedure changes
18. BP/AP 3720 Computer and Network Use (Page 99)
a. Review policy and procedure changes
19. BP 3810 Claims Against the District (Page 108)
a. Review policy and procedure changes
OLD BUSINESS:
1. BP 1200 District Mission (Page 109)
a. Review feedback from ACCJC
2. BP 7387 Pre-Retirement Reduction of Workload (Page 110)
a. Review clarification from Human Resources
3. AP 7387-P & AP 7387-S Pre-Retirement Reduction of Workload (Page 113)
a. Review clarification from Human Resources
4. AP 3440 Service Animals (Page 119)
a. Review authors revised version
5. AP 3530 Weapons on Campus (Page 124)
a. Review constituent feedback
6. AP 7400 – Travel Reimbursement (Page 125)
a. Review authors revised version
7. AP 5500 - Standards of Student Conduct (Page 138)
a. Review authors revised version
8.
BP & AP 6800 – Safety
a. Review authors revised version
9.
AP 6850 – Hazardous Materials
a. Review authors revised version
10. Sunset Recommendations
AP 6851 – Eye Protection
BP 6850 – Hazardous Materials
BP 6801 – Injury and Illness Prevention Program
11. Review Table Below
Policy and Procedure Tracking
Date
Number
Title
BP/AP
Parking
6750
Regulations
BP/AP
3515
BP/AP
3720
BP/AP
4100
BP/ AP
6331
BP/AP
3900
BP 4025
BP 4223
10/19/15 SEP
Student
Rep
10/19/15 BP/AP
4300
10/19/15 BP/AP
3260
Status
Tabled – Lee to make
revisions re: Fortuna
Police Dept. issuing
parking tickets.
Crime Reporting Tabled - To Burke for
revisions re addition of
Garberville/Del Norte,
duplicate language on
pages 2 and 4, and
center/instructional site
clarifications
Computer and
Tabled – Lee to make
Network Use
revisions re licensing,
purchasing, and
instillations
Graduation
Council member
Requirements for researching the Ethnic
Degrees and
Studies Requirement –
Certificates
return with BP 4025
Employee
Tabled – waiting for
Microcomputer
negotiations
Purchase
Speech: Time,
In ASPC que
Place, and
Manner
Philosophy and
To Academic Senate for
Criteria for
review – return with BP
Associate degree and AP 4100
and General
Education
Academic
Tabled – can be sent to
Recognition
ASPC with questions
regarding requirements
Awaiting SEP
Committee Membership
Field Trips and
Excursions
Participatory
Governance
ASPC for re-write
ASPC for re-write
Removing, BOT
approved 2/3/15 &
1/13/15
Removed BOT approved
at 6/2/15
College Council Minutes
November 16, 2015
Page 1
REDWOODS COMMUNITY COLLEGE DISTRICT
Minutes of the College Council Meeting
7351 Tompkins Hill Road, Eureka, CA, Board Room
Monday November 16, 2015
MEMBERS
PRESENT
Mark Winter, Angelina Hill, Connie Wolfsen, Rory Johnson (phone), Pru
Ratliff, Debbie Topping, Steve Sandeen, Bob Brown, Pham Minh
MEMBERS ABSENT
Keith Snow-Flamer
CALL TO ORDER
Interim Vice President Mark Winter called the meeting to order at 3:10 p.m.
MINUTES DATED
10/19/2015
ACTION Council approved the minutes as presented.
NEW BUSINESS
SPRING 2016 MEETING
Dates
Proposed 4th Monday 1/25, 2/22, 3/28, 4/25
ACTION A motion was made by Bob Brown and seconded by Steve Sandeen to approve
the proposed meeting dates.
A vote was taken and Council voted unanimously to approve the proposed
meeting dates.
AP 5500 STANDARDS A few formatting and word corrections. Long discussion about 10.2 Admission
of STUDENT CONDUCT or readmission. The council would like clarification from the lawyer. Mark
Winter to work with lawyer on re-write.
ACTION A motion was made by Bob Brown and seconded by Debbie Topping to send
AP 5500 out for a 30 day constituent review.
A vote was taken and Council voted unanimously to send AP 5500 out for a 30
day constituent review.
College Council Minutes
September 21, 2015
Page 2
BP & AP 6800 SAFETY,
BP 6801 INJURY &
ILLNESS PREVENTION
PROGRAM, BP & AP
6850 HAZARDOUS
MATERIALS, AP 6851
EYE PROTECTION
These BP’s and AP’s are being consolidated. In the end we should have BP &
AP 6800 Safety and AP 6850 Hazardous Materials. Sunsetting BP 6801, BP
6850, AP 6851. By consolidating we will then match the league template
system.
Concern from the Council is the BP addresses employees and students while the
AP only mentions employees the majority of the time. Lee Lindsey will re-write
the BP and AP’s.
TABLED A motion was made by Debbie Topping and seconded by Steve Sandeen to table
BP & AP 6800 Safety and AP 6850 Hazardous Materials.
A vote was taken and Council voted unanimously to table BP & AP 6800 Safety
and AP 6850 Hazardous Materials.
AP 7400 TRAVEL
REIMBURSEMENT
Pru Ratliff would like the wording under Travel Rules to be changed to “Travel
must be authorized” Long discussion about last minute travel and using a strong
word as must.
Business Office will re-write this section to convey the importance of paperwork
being completed prior to travel.
TABLED A motion was made by Steve Sandeen and seconded by Debbie Topping to table
AP 7400 Travel Reimbursement.
A vote was taken and Council voted unanimously to table AP 7400 Travel
Reimbursement.
OLD BUSINESS
BP 1200 DISTRICT
MISSION
Connie Wolfsen is concerned about the term “service area” when CR is planning
on expand distance education classes. Angelina Hill has already send the
proposed mission to ACCJC for review and is concerned if we change it now
and recommends we wait to see what ACCJC says.
TABLED A motion was made by Steve Sandeen and seconded by Bob Brown to table BP
1200 awaiting reply from ACCJC.
A vote was taken and Council voted unanimously to table BP 1200 awaiting
reply from ACCJC.
College Council Minutes
September 21, 2015
Page 3
AP 4231 GRADE
CHANGES
Large discussion about defining “Bad Faith” and does it include mistreatment.
The definition was re-worded. “Bad Faith - Assigning a grade that is not based
on the grading system found in the course syllabus or changing the grading
criteria without prior notification to the students.”
ACTION A motion was made by Connie Wolfsen and seconded by Steve Sandeen to send
AP 4231 to the Board of Trustees for first read.
A vote was taken and Council voted unanimously to send AP 4231 to the Board
of Trustees for first read.
BP 7387 PRERETIREMENT
REDUCTION OF
WORKLOAD
Tabling BP until clarifications can be made by Human Resources.
TABLED A motion was made by Bob Brown and seconded by Steve Sandeen to table BP
7387 awaiting Human Resources clarifications.
A vote was taken and Council voted unanimously to table BP 7387 awaiting
Human Resources clarifications.
AP 7387-P & 7387-S
PRE-RETIREMENT
REDUCTION OF
WORKLOAD
Faculty has concerns that items are listed on AP 7387-S but not on AP 7387-P.
Under Eligibility Requirements #9 - Sabbaticals and other approved leaves do
not constitute a break in service, however, such leaves are not used to compute
the five-years full-time service requirement prior to entering the program.
Under Employee/Employer Obligations #4 – Participation in the program must
be for a full academic year, however, the 50% reduction may take place over the
whole academic year or full time in one semester and complete leave in the other
semester.
TABLED A motion was made by Bob Brown and seconded by Steve Sandeen to table BP
7387 awaiting Human Resources clarifications.
A vote was taken and Council voted unanimously to table BP 7387 awaiting
Human Resources clarifications.
AP 3440 SERVICE
ANIMALS
Pru Ratliff received feedback asking for clarification on small horse, PTSD
animals and cleaning up after the animals.
Connie Wolfsen really enjoyed Trish Blair’s weekly newsletter which talked
about Service Animals and would like it incorporated into the AP.
The council would like Trish to blend the 2 documents and then send the AP out
for constituent review.
College Council Minutes
September 21, 2015
Page 4
ACTION A motion was made by Steve Sandeen and seconded by Debbie Topping to have
Trish blend the AP and weekly newsletter then send AP 3440 Service Animals
out for 30 day constituent review.
A vote was taken and Council voted unanimously to have Trish blend the AP
and weekly newsletter then send AP 3440 Service Animals out for 30 day
constituent review.
AP 3530 WEAPONS ON
CAMPUS
The council was happy with the re-write and want to send the AP out for 30 day
constituent review.
ACTION A motion was made by Steve Sandeen and seconded by Pru Ratliff to send AP
3530 out for 30 day constituent review.
A vote was taken and Council voted unanimously to send AP 3530 out for 30
day constituent review.
ADJOURNMENT
Interim Vice President Mark Winter adjourned the meeting at 5:00pm
Redwoods Community College District
Comprehensive Visit October 2017
Latest
Update
BP or AP
District
BP1100
BP1200
BP1201
BP1202
Board of Trustees
BP2010
BP2015
BP2100
BP2105
AP2105
BP2110
AP2110
BP2200
BP2210
BP2220
AP2220
BP2305
AP2305
BP2310
BP2315
BP2320
AP2320
BP2325
AP2325
BP2330
BP2340
AP2340
BP2345
AP2345
BP2350
BP2355
BP2360
BP2361
BP2365
BP2410
AP2410
BP2430
BP2431
BP2432
BP2435
AP2435
BP2510
Expiration
Date
League
Template
Y/N
Status
10/1/2013
7/12/2011
9/2/2012
10/2/2012
10/1/2018
7/12/2016
9/2/2017
10/2/2017
Y
Y
N
N
1/13/2015
7/7/2015
1/13/2015
7/7/2015
7/7/2015
1/14/2014
11/5/2013
9/10/2012
1/13/2015
5/6/2014
5/6/2014
5/6/2014
5/6/2014
9/11/2005
9/11/2005
9/11/2005
9/1/2005
4/7/2015
4/7/2015
9/11/2005
9/10/2012
9/11/2005
9/11/2005
9/11/2005
9/11/2005
9/11/2005
6/6/2006
6/1/1980
9/11/2005
10/2/2012
9/10/2013
10/2/2012
9/11/2005
9/11/2005
6/3/2014
6/3/2014
10/2/2012
1/13/2020
7/7/2020
1/13/2020
7/7/2020
7/7/2020
1/14/2019
11/5/2018
9/10/2017
1/13/2020
5/6/2019
5/6/2019
5/6/2019
5/6/2019
9/11/2010
9/11/2010
9/11/2010
9/1/2010
4/7/2020
4/7/2020
9/11/2010
9/10/2017
9/11/2010
9/11/2010
9/11/2010
9/11/2010
9/11/2010
6/6/2011
Y
Y
Y
Y
y
Y
y
Y
Y
Y
N
Y
N
Y
Y
Y
Y
N
N
Y
Y
Y
Y
Y
Y
Y
Y
N
Y
Y
Y
Y
Y
Y
Y
Y
Y
9/11/2010
10/2/2017
9/10/2018
10/2/2017
9/11/2010
9/11/2010
6/3/2019
6/3/2019
10/2/2017
Red Cell = Over 5 years old Yellow Cell = Due by end of 2017
Red: complete January 2016 and by August 2016
Yellow: complete September 2016 and by May 2017
sunset 7/7/15
BP and AP Tracking
1/20/2016
Redwoods Community College District
Comprehensive Visit October 2017
BP or AP
Latest
Update
9/11/2005
AP2510
9/11/2005
AP2512
6/4/2013
BP2520
9/11/2005
BP2610
1/10/2006
AP2610
12/9/2014
BP2710
12/9/2014
AP2710
12/9/2014
AP2712
1/3/2012
BP2714
12/6/2011
AP2714
3/4/2014
BP2715
9/18/2012
AP2715
2/3/2015
BP2716
2/3/2015
BP2717
2/3/2015
BP2720
12/10/2013
BP2725
4/1/2014
BP2730
9/11/2005
BP2735
1/13/2015
BP2740
1/13/2015
AP2740
8/12/2014
BP2745
8/12/2014
AP2745
General Institution
2/7/2012
BP3050
1/3/2012
AP3050
1/5/1981
BP3051
8/15/1977
BP3052
1/14/2014
BP3100
4/4/2011
BP3200
3/1/2011
AP3200
7/12/2011
BP3250
12/4/2012
AP3250
12/6/2011
BP3260
11/1/2011
AP3260
10/3/1994
BP3261
4/1/2014
BP3280
3/4/2014
AP3280
10/3/1994
BP3281
6/2/2015
BP3300
6/2/2015
AP3300
6/2/2015
BP3310
6/2/2015
AP3310
5/5/2015
BP3410
Expiration
Date
9/11/2010
9/11/2010
6/4/2018
9/11/2010
1/10/2011
12/9/2019
12/9/2019
12/9/2019
1/3/2017
12/6/2016
3/4/2019
9/18/2017
2/3/2020
2/3/2020
2/3/2020
12/10/2018
4/1/2019
9/11/2010
1/13/2020
1/13/2020
8/12/2019
8/12/2019
2/7/2017
1/3/2017
1/5/1986
8/15/1982
1/14/2019
4/4/2016
3/1/2016
7/12/2016
12/4/2017
12/6/2016
11/1/2016
4/1/2019
3/4/2019
10/3/1999
6/2/2020
6/2/2020
6/2/2020
6/2/2020
5/5/2020
League
Template
Y/N
Status
Y
N
N
Y
Y
Y
Y
Y
N
Y
Y
N
Y
Y
Y
Y
Y
Y
Y
N
Y
N
N
Y
N
N
Y
Y
Y
Y
Y
N
N
N
Y
Y
N
Y
Y
Y
Y
Y
Red Cell = Over 5 years old Yellow Cell = Due by end of 2017
Red: complete January 2016 and by August 2016
Yellow: complete September 2016 and by May 2017
sunset 12/10/2013
BP and AP Tracking
1/20/2016
Redwoods Community College District
Comprehensive Visit October 2017
BP or AP
Latest
Update
AP3410
BP3420
AP3420
AP3430
BP3431
AP3431
AP3435
BP3440
AP3440
BP3500
BP3501
AP3501
BP3503
AP3503
BP3504
AP3504
BP3505
AP3505
BP3506
AP3506
BP3507
AP3507
BP3508
AP3508
BP3515
AP3515
BP3516
AP3516
BP3520
AP3520
BP3530
AP3530
BP3540
AP3540
BP3550
AP3550
BP3560
AP3560
BP3570
AP3570
BP3600
AP3600
BP3601
5/5/2015
8/6/2013
4/7/2015
4/7/2015
11/7/2013
11/7/2012
2/4/2003
2/4/2014
2/4/2014
6/2/2015
2/3/2015
1/13/2015
5/3/2005
5/3/2005
2/3/2015
1/13/2015
12/10/2013
12/10/2013
2/3/2015
1/13/2015
2/3/2015
4/7/2015
1/1/1965
11/4/1991
2/3/2015
1/13/2015
2/3/2015
1/13/2015
2/3/2015
4/7/2015
6/2/2015
6/2/2015
2/3/2015
4/7/2015
2/3/2015
12/10/2013
5/5/2015
4/7/2015
6/1/2004
6/1/2004
12/6/2011
11/1/2011
5/5/2015
Expiration
Date
5/5/2020
8/6/2018
4/7/2020
4/7/2020
11/7/2018
11/7/2017
2/4/2008
2/4/2019
2/4/2019
6/2/2020
2/3/2020
1/13/2020
5/3/2010
5/3/2010
2/3/2020
1/13/2020
12/10/2018
12/10/2018
2/3/2020
1/13/2020
2/3/2020
4/7/2020
1/1/1970
11/4/1996
2/3/2020
1/13/2020
2/3/2020
1/13/2020
2/3/2020
4/7/2020
6/2/2020
6/2/2020
2/3/2020
4/7/2020
2/3/2020
12/10/2018
5/5/2020
4/7/2020
6/1/2009
6/1/2009
12/6/2016
11/1/2016
5/5/2020
League
Template
Y/N
Status
Y
Y
Y
Y
N
N
Y
Y
Y
Y
Y
Y
Y
Y
N
N
Y
Y
N
N
N
N
N
N
Y
Y
N
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
N
Red Cell = Over 5 years old Yellow Cell = Due by end of 2017
Red: complete January 2016 and by August 2016
Yellow: complete September 2016 and by May 2017
BP and AP Tracking
1/20/2016
Redwoods Community College District
Comprehensive Visit October 2017
BP or AP
BP3720
AP3720
BP3750
AP3750
BP3810
BP3820
BP3830
AP3830
AP3835
BP3900
BP3912
Academic Affairs
BP4010
AP4010
BP4020
AP4020
AP4021
AP4022
AP4023
BP4025
BP4030
BP4040
AP4040
BP4050
AP4050
AP4102
AP4103
AP4105
BP4220
BP4223
AP4225
BP4231
AP4231
BP4235
AP4235
BP4240
AP4240
BP4250
AP4250
BP4260
AP4260
BP4300
AP4300
Latest
Update
Expiration
Date
4/6/1998
6/3/2003
6/2/2015
6/2/2015
11/4/2003
6/2/2015
10/7/2014
10/7/2014
10/7/2014
10/3/1994
6/2/2015
4/6/2003
6/3/2008
6/2/2020
6/2/2020
11/4/2008
6/2/2020
10/7/2019
10/7/2019
10/7/2019
10/3/1999
6/2/2020
12/5/2006
12/5/2006
12/8/2015
11/3/2015
11/3/2015
4/4/2011
1/3/2012
6/2/2015
6/2/2015
6/2/2015
6/2/2015
4/7/2015
4/7/2015
6/4/2013
12/6/2011
6/3/2014
12/9/2014
12/9/2003
1/4/2005
8/2/2011
12/8/2015
8/7/2012
3/9/2015
5/3/2011
4/4/2011
6/2/2015
6/2/2015
9/10/2013
9/10/2013
8/15/1977
6/1/1983
12/5/2011
12/5/2011
12/8/2020
11/3/2020
11/3/2020
4/4/2016
1/3/2017
6/2/2020
6/2/2020
6/2/2020
6/2/2020
4/7/2020
4/7/2020
6/4/2018
12/6/2016
6/3/2019
12/9/2019
12/9/2008
1/4/2010
8/2/2016
12/8/2020
8/7/2017
3/9/2020
5/3/2016
4/4/2016
6/2/2020
6/2/2020
9/10/2018
9/10/2018
8/15/1982
6/1/1988
League
Template
Y/N
Status
Y
Y
N
Y
Y
Y
N
N
N
Y
N
Y
Y
Y
Y
Y
Y
N
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
N
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Red Cell = Over 5 years old Yellow Cell = Due by end of 2017
Red: complete January 2016 and by August 2016
Yellow: complete September 2016 and by May 2017
BP and AP Tracking
1/20/2016
Redwoods Community College District
Comprehensive Visit October 2017
BP or AP
Student Services
BP5001
AP5001
BP5010
AP5010
AP5011
AP5012
BP5013
AP5013
AP5014
BP5015
AP5015
BP5020
AP5020
BP5030
AP5030
AP5031
BP5035
AP5035
BP5040
AP5040
AP5045
BP5050
AP5050
BP5052
AP5052
BP5055
AP5055
AP5070
AP5075
BP5110
AP5110
BP5120
AP5120
BP5130
BP5140
AP5140
BP5200
AP5200
BP5205
AP5205
BP5210
AP5210
Latest
Update
11/7/1994
11/7/1994
12/6/2011
11/1/2011
11/1/2011
11/1/2011
12/4/2012
12/4/2012
6/3/2003
11/3/2015
10/6/2015
6/2/2015
1/3/2012
8/6/2013
8/6/2013
1/3/2012
5/6/2008
5/6/2008
4/7/2015
4/7/2015
7/12/2011
10/7/2014
10/7/2014
5/6/2008
5/6/2008
12/10/2014
10/7/2014
1/3/2012
5/1/2012
10/3/1994
10/3/1994
12/9/2014
11/5/2013
2/3/2015
6/7/2011
5/3/2011
12/10/2013
11/5/2013
1/3/2012
12/6/2011
1/3/2012
12/6/2011
Expiration
Date
12/6/2016
11/1/2016
11/1/2016
11/1/2016
12/4/2017
12/4/2017
11/3/2020
10/6/2020
6/2/2020
1/3/2017
8/6/2018
8/6/2018
1/3/2017
5/6/2013
5/6/2013
4/7/2020
4/7/2020
7/12/2016
10/7/2019
10/7/2019
5/6/2013
5/6/2013
12/10/2019
10/7/2019
1/3/2017
5/1/2017
10/3/1999
10/3/1999
12/9/2019
11/5/2018
2/3/2020
6/7/2016
5/3/2016
12/10/2018
11/5/2018
1/3/2017
12/6/2016
1/3/2017
12/6/2016
League
Template
Y/N
Status
N
N
Y
Y
Y
Y
N
Y
N
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
N
Y
Y
Red Cell = Over 5 years old Yellow Cell = Due by end of 2017
Red: complete January 2016 and by August 2016
Yellow: complete September 2016 and by May 2017
sunset 12/10/2013
sunset 12/10/2013
sunset 5/5/2015
12/10/2013 - look into
BP and AP Tracking
1/20/2016
Redwoods Community College District
Comprehensive Visit October 2017
BP or AP
Latest
Update
4/7/2015
BP5300
4/7/2015
AP5300
8/2/2011
BP5400
10/3/2011
AP5400
8/2/2011
BP5410
7/12/2011
AP5410
8/2/2011
BP5420
7/12/2011
AP5420
2/3/2015
BP5500
5/5/2015
AP5500
6/2/2015
BP5501
6/2/2015
AP5501
4/7/2015
AP5502
4/7/2015
BP5530
3/7/2012
AP5530
6/2/2015
AP5570
1/3/2012
AP5610
2/7/2012
BP5700
1/3/2012
AP5700
Business and Fiscal Affairs
10/3/2006
BP6100
10/3/2006
AP6100
7/9/2013
BP6150
7/9/2013
AP6150
1/14/2014
BP6200
1/14/2014
AP6200
5/7/2013
BP6250
5/7/2013
AP6250
5/7/2013
BP6300
7/9/2013
BP6320
5/7/2013
AP6320
10/3/2006
BP6330
7/9/2013
AP6330
11/6/1995
BP6331
11/6/1995
AP6331
6/4/2013
BP6340
6/4/2013
AP6340
6/4/2013
AP6345
6/4/2013
AP6350
6/4/2013
AP6360
6/4/2013
AP6365
8/6/2013
AP6370
10/3/2006
BP6400
Expiration
Date
4/7/2020
4/7/2020
8/2/2016
10/3/2016
8/2/2016
7/12/2016
8/2/2016
7/12/2016
2/3/2020
5/5/2020
6/2/2020
6/2/2020
4/7/2020
4/7/2020
3/7/2017
6/2/2020
1/3/2017
2/7/2017
1/3/2017
10/3/2011
10/3/2011
7/9/2018
7/9/2018
1/14/2019
1/14/2019
5/7/2018
5/7/2018
5/7/2018
7/9/2018
5/7/2018
10/3/2011
7/9/2018
11/6/2000
11/6/2000
6/4/2018
6/4/2018
6/4/2018
6/4/2018
6/4/2018
6/4/2018
8/6/2018
10/3/2011
League
Template
Y/N
Status
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
N
N
N
N
Y
Y
Y
Y
Y
Y
Y
Y
N
Y
Y
Y
Y
Y
Y
Y
Y
Y
N
N
Y
Y
Y
Y
Y
Y
Y
Y
Red Cell = Over 5 years old Yellow Cell = Due by end of 2017
Red: complete January 2016 and by August 2016
Yellow: complete September 2016 and by May 2017
BP and AP Tracking
1/20/2016
Redwoods Community College District
Comprehensive Visit October 2017
BP or AP
Latest
Update
10/3/2006
AP6400
2/5/2002
AP6450
2/5/2005
AP6451
10/3/2006
BP6500
10/3/2006
AP6500
9/10/2013
BP6510
9/10/2013
BP6515
9/10/2013
BP6516
9/10/2013
BP6520
9/10/2013
AP6520
10/3/2006
AP6530
3/4/2014
BP6540
1/14/2014
AP6540
12/5/2006
BP6550
12/5/2006
AP6550
12/5/2006
BP6600
12/5/2006
AP6600
5/2/2006
BP6620
2/3/2014
BP6700
2/3/2014
AP6700
5/6/1996
BP6710
3/4/2014
BP6740
3/4/2014
AP6740
4/5/2004
BP6750
4/5/2004
AP6750
9/9/1991
BP6801
8/6/1990
BP6850
8/6/1990
AP6850
5/10/1996
AP6851
11/4/1996
BP6950
11/4/1996
AP6950
Human Resources
8/6/2013
BP7100
8/6/2013
AP7100
12/10/2013
BP7110
11/5/2013
AP7110
3/6/1978
BP7113
2/4/2003
BP7121
2/4/2003
BP7122
4/7/1997
BP7123
9/9/2002
AP7123
6/3/2008
AP7125
6/3/2008
AP7126
Expiration
Date
10/3/2011
2/5/2007
2/5/2010
10/3/2011
10/3/2011
9/10/2018
9/10/2018
9/10/2018
10/3/2011
3/4/2019
1/14/2019
12/5/2011
12/5/2011
12/5/2011
12/5/2011
5/2/2011
2/3/2019
2/3/2019
5/6/2001
3/4/2019
3/4/2019
4/5/2009
4/5/2009
9/9/1996
8/6/1995
8/6/1995
5/10/2001
11/4/2001
11/4/2001
8/6/2018
8/6/2018
12/10/2018
11/5/2018
3/6/1983
2/4/2008
2/4/2008
4/7/2002
9/9/2007
6/3/2013
6/3/2013
League
Template
Y/N
Status
Y
Y
N
Y
Y
N
N
sunset 9/10/2013
N
sunset 9/10/2013
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
Y
N
Y
Y
Y
Y
N
N
Y
N
N
Y
Y
Y
Y
Y
N
N
N
N
N
Y
Y
Red Cell = Over 5 years old Yellow Cell = Due by end of 2017
Red: complete January 2016 and by August 2016
Yellow: complete September 2016 and by May 2017
BP and AP Tracking
1/20/2016
Redwoods Community College District
Comprehensive Visit October 2017
BP or AP
Latest
Update
BP7130
BP7132
BP7160
AP7160
BP7161
AP7161
BP7163
AP7211
AP7217
BP7219
BP7230
BP7238
BP7239
AP7240
BP7242
BP7251
BP7261
BP7262
AP7262
BP7270
BP7310
AP7310
BP7340
AP7340
BP7343
BP7345
AP7345
BP7346
BP7348
BP7349
BP7350
BP7351
BP7365
BP7366
BP7367
BP7370
AP7370
AP7373
AP7374
AP7375
AP7376
AP7377
BP7381
9/19/1977
8/15/1977
12/10/2013
4/7/2015
9/19/1977
3/4/1994
8/1/1988
6/3/2014
10/6/2015
1/9/2001
12/10/2013
2/4/2003
2/4/1980
4/7/2015
11/1/2005
7/9/1990
1/11/1993
5/5/2015
4/7/2015
6/1/1992
7/10/2012
7/10/2012
5/5/2015
4/7/2015
8/15/1977
8/3/2004
8/3/2004
9/19/1977
9/19/1977
12/7/1992
12/1/1980
6/1/1980
4/7/1997
7/11/2000
2/5/1996
2/1/2013
4/5/2005
6/1/1980
6/1/1980
6/1/1980
1/1/1965
1/1/1965
9/19/1977
Expiration
Date
9/19/1982
8/15/1982
12/10/2018
4/7/2020
3/4/1999
8/1/1993
6/3/2019
10/6/2020
1/9/2006
12/10/2018
2/4/2008
2/4/1985
4/7/2020
11/1/2010
1/11/1998
5/5/2020
4/7/2020
6/1/1997
7/10/2017
7/10/2017
5/5/2020
4/7/2020
8/15/1982
8/3/2009
8/3/2009
9/19/1982
9/19/1982
12/7/1997
12/1/1985
6/1/1985
4/7/2002
7/11/2005
2/5/2001
2/1/2018
4/5/2010
6/1/1985
9/19/1982
League
Template
Y/N
Status
Y
N
Y
Y
N
sunset 5/6/2014
N
N
Y
N
N
Y
N
N
Y
N
N
sunset 6/3/2014
N
N
Y
N
Y
Y
Y
Y
N
Y
Y
N
N
1st review 5/6/2014
N
1st review 5/6/2014
Y
N
Y
N
N
Y
Y
N
sunset 5/6/2014
N
N
sunset 5/6/2014
N
sunset 5/6/2014
N
sunset 5/6/2014
N
Red Cell = Over 5 years old Yellow Cell = Due by end of 2017
Red: complete January 2016 and by August 2016
Yellow: complete September 2016 and by May 2017
BP and AP Tracking
1/20/2016
Redwoods Community College District
Comprehensive Visit October 2017
BP or AP
AP7381
BP7384
AP7384
BP7386
BP7387
BP7400
AP7400
BP7600
BP7700
AP7700
Latest
Update
4/6/2009
10/7/2014
10/7/2014
8/5/1985
8/5/1985
6/3/2014
6/1/2014
10/6/2015
4/7/2008
4/7/2008
Expiration
Date
4/6/2014
10/7/2019
10/7/2019
8/5/1990
8/5/1990
6/3/2019
6/1/2019
10/6/2020
4/7/2013
4/7/2013
League
Template
Y/N
Status
Y
N
N
N
N
Y
Y
Y
Y
Y
Red Cell = Over 5 years old Yellow Cell = Due by end of 2017
Red: complete January 2016 and by August 2016
Yellow: complete September 2016 and by May 2017
BP and AP Tracking
1/20/2016
REDWOODS COMMUNITY COLLEGE DISTRICT
Administrative Procedure
AP 5055
ENROLLMENT PRIORITIES
Enrollment in courses and programs may be limited to students meeting properly established
prerequisites and co-requisites.
Enrollment may be limited due to the following:
 health and safety considerations
 facility limitations
 faculty workload
 availability of qualified instructors
 funding limitations
 regional planning
 legal requirements
 contractual requirements
Priority Registration days and times for any semester will be assigned as follows for students who
have completed orientation, assessment, developed student education plans, are in good academic
standing and have completed fewer than 100 units:
1. Documented member or former member of the Armed Forces of the United States within
fifteen years of leaving active duty, foster youth/former foster youth and students
participating in the CalWORKS program, documented eligible students actively participating
in Disabled Student Programs and Services (DSPS), and students participating in Extended
Opportunity Programs and Services (EOPS) or students actively participating in a TRIO
Student Support Services grant program for underrepresented students.
"Foster youth" means a person who is currently in foster care, and "former foster youth"
means a person who is an emancipated foster youth and who is up to 24 years of age. Foster
youth are exempt from the requirements of having good academic standing and completion
of fewer than 100 units.
2. In descending order, continuing students who have attempted or completed fewer than 100
units but at least 0.5 units.
3. New and returning students.
4. Continuing students and returning students who have exceeded 100 units (not including units
in basic English, math or English as a Second Language);
5. All other students who do not meet the above criteria.
6. Concurrently enrolled high school students.
A student may appeal the loss of priority enrollment status due to extenuating circumstances, or
where a student with a disability applied for, but did not receive reasonable accommodation in a
timely manner. Extenuating circumstances are verified cases of accidents, illnesses or other
circumstances beyond the control of the student. A written appeal may be submitted to the Registrar
and must have documentation of the extenuating circumstances.
References: Title 5 Sections 56232, 56026, 58106, 58108; Education Code Sections 66025.8,
66025.9, 66025.91, 66025.92, 76001
Approved: August 7, 2007
Amended: October 7, 2014
Former Policy #500, “Priority Registration,” Adopted by the Board of Trustees: 6/3/91
Amended: 6/5/95; 8/7/07
REDWOODS COMMUNITY COLLEGE DISTRICT
Administrative Procedure
AP 7211
FACULTY SERVICE AREAS, MINIMUM QUALIFICATIONS, AND
EQUIVALENCIES
1.0
Faculty Service Areas
Faculty service areas shall be established after negotiation and consultation as
required by law with the appropriate faculty representatives.
2.0
Minimum Qualifications
Faculty shall meet minimum qualifications established by the Board of
Governors, or shall possess qualifications that are at least equivalent to the
minimum qualifications set out in the regulations of the Board of Governors.
3.0
Equivalencies
The Academic Senate’s Faculty Qualifications Committee is responsible for
fulfilling the requirement of Education Code Section 87359, which states that the
equivalency process “shall include reasonable procedures to ensure that the Board
of Trustees relies primarily upon the advice and judgment of the Academic Senate
to determine that each individual employed under the authority granted by the
regulations possesses qualifications that are at least equivalent to the applicable
minimum qualification…” In order to ensure that the Board of Trustees relies
primarily on the advice and judgment of the Academic Senate, the Academic
Senate Faculty Qualifications Committee shall:
3.1
3.2
3.3
3.4
3.5
3.6
Be availableServe as a resource regarding equivalency determinations.
Recommend all equivalency determinations.
Further clarify the criteria to be used for determining equivalency.
Ensure that careful records are kept of all equivalency determinations.
Periodically review this procedure and recommend necessary changes to
the Academic Senate and Board of Trusteesthe President/Superintendent.
In general, ensure that the equivalency process works well and meets the
requirements of the law.
4.0
Determination of Equivalencies
The following procedure is to be used to determine when an applicant for a
faculty position, although lacking the exact degree or experience specified in the
Disciplines List of the Board of Governors that establishes the minimum
qualifications for hire, nonetheless does possess qualifications that are at least
equivalent to those required by the Disciplines List. The procedure is intended to
ensure a fair and objective process for determining when an applicant has the
equivalent qualifications. It is not intended to grant waivers for lack of the
required qualifications.
All faculty position announcements will state the required qualifications as
specified by the Disciplines List, including the possibility of meeting the
equivalent of the required degree or experience. District applications for faculty
positions will ask applicants to state whether they meet the minimum qualifications
of the Disciplines List or whether they believe they meet the equivalent. Those
claiming equivalency will then be asked to state their reasons and to present
evidence. It will be the responsibility of the applicant to supply all evidence and
documentation for the claim of equivalency at the time of application.
Supporting documentation might include but not be limited to:
• A transcript showing that appropriate courses in general education and the
discipline were successfully completed at a regionally accredited college
or through an appropriate foreign institution; and
• A review of the application and recommendation by the subject matter
expert.
• Other evidence of sufficient mastery and currency of the discipline, such
as publications, portfolios, and appropriate professional experience; or
• Eminence in the field.
Human Resources will initially screen all applicants. Those applicants who
require an equivalency determination will be forwarded to the Academic Senate’s
Faculty Qualifications Committee. The Academic Senate Faculty Qualifications
Committee shall submit its recommendation and evaluation concerning
equivalency and non-equivalency to Human Resources. Only applicants who are
found to meet equivalency may be selected for an interview.
5.0
Process for Granting Associate Faculty an Emergency Equivalency
The Academic Senate Faculty Qualifications Committee shall employ the
following procedures in emergencies or special circumstances:
•
For the purposes of this procedure, an emergency or special circumstance
is defined as a situation in which the full hiring process cannot be carried
•
•
out in a timely manner. Such situations may include, but are not limited to
the following:
Vacancies that occur shortly before the beginning of a session in which
there is not sufficient time for the full equivalency process to take place.
Additional sections of a class added shortly before the beginning of a
session or after the session begins.
An emergency equivalency is valid for one appointment contract. The Faculty
Qualifications Committee’s first agenda item at each meeting is to review
emergency equivalencies granted since the Committee’s previous meeting. Once
the Academic Senate has approved or denied If the Academic Senate denies the
Faculty Qualifications Committee’s recommendation on equivalency for a faculty
member, an emergency equivalency for the same faculty member for the same
discipline cannot be granted.
6.0
Graduate Students as Faculty Interns and Eminence in the Field
In the case of graduate students as faculty interns and qualification by eminence
in the field, refer to the Minimum Qualifications Handbook.
References:
Education Code Section 87001, 87003, 87359, and 87743.2
Title 5 Sections 53400 et seq.
Approved: July 9, 1990
Revised: November 19, 2012 (approved by Senate)
ASPC Meeting January 22, 2016
AGENDA ITEM 3.3
INTERIM AP 7123
REDWOODS COMMUNITY COLLEGE DISTRICT
Administrative Policy
Senate Draft
AP 7123
Red – ASPC 12/11/15
Blue – Mark W12/15/15 w/input from Mark R and Connie
RECRUITMENT AND HIRING OF CONTRACT FACULTY
CONTRACT FACULTY APPOINTMENT PROCEDURES
This procedure shall apply to the selection of faculty members (tenure track, full-time temporary
replacement, and full-time grant funded non-tenure track) within the Redwoods Community
College District. Faculty members are those employees who are employed by the District in
academic positions which are not designated administrative or management. Faculty employees
include, but are not limited to, instructors, librarians, counselors, and professionals in health
services, DSPS, and EOPS
IDENTIFICATION OF POSITIONS
The need for hiring of faculty positions shall be determined by the President/Superintendent in
consultation with the executive officers (Cabinet), taking into consideration recommendations of
the FPC (Faculty Prioritization Committee) through the Faculty Prioritization Process as outlined
in AP 7217.
EQUAL EMPLOYMENT OPPORTUNITY GUIDELINES
The Director of Human Resources/Equal Employment Opportunity (EEO) Officer or his/her
designee (EEO consultant) serves throughout the faculty selection process as a consultant on
equal employment opportunity guidelines and is responsible for monitoring all phases of the
screening and selection process to ensure compliance with equal employment opportunity policies
and procedures.
SCREENING COMMITTEE MEMBERSHIP AND SELECTION
The composition of the screening committee membership is the responsibility of the Academic
Senate Co-Presidents following consultation with the Vice President of Instruction, the area Dean
or Director, and a good-faith effort* to consult* with all full-time discipline faculty.
The composition of the screening committee is as follows:
1. The dean or director, who shall serve as a chair of the committee;
2. Two (2) to three (3) faculty representatives from the discipline or academic area*,
selected by the Academic Senate, based on their knowledge of the position and expertise
in recommending a qualified candidate. Non-tenured faculty will not be asked to serve on
screening committees unless there are no tenured faculty available in the discipline or
academic area
ASPC Meeting January 22, 2016
AGENDA ITEM 3.3
INTERIM AP 7123
3. One (1) faculty representative selected by the Academic Senate for a discipline outside of
the area of recruitment with the expertise in recommending a qualified candidate. Nontenured faculty will not be asked to serve on screening committees unless there are no
tenured faculty available;
4. At the option of the screening committee chair, additional members of the committee
may be appointed, in consultation with CSEA for a classified member, and ASCR for a
student member, based on their knowledge of the position and expertise in recommending
a qualified candidate; and
5. One (1) EEO consultant (a non-voting member) appointed by the Director of Human
Resources).
Before the review of applications begins, the composition of the screening committee is
approved by the Director of Human Resources/EEO Officer to ensure that there is appropriate
diversity among the committee membership. Additional members may be added to the
committee, in consultation with the Academic Senate and committee chair, to achieve the
appropriate diversity.
ROLES AND RESPONSIBILITIES OF SCREENING COMMITTEE MEMBERS
The role of the screening committee is advisory to the President/Superintendent.
Committee members shall participate in all aspects of the process, including but not limited to
the following:
1. Training in the faculty hiring procedures and equal employment opportunity efforts of the
District;
2. Development of rating criteria and interview questions;
3. Establishing timelines for screening and interviewing;
4. Developing the teaching demonstration or other performance testing methods;
5. Evaluation and rating of applicant materials;
6. Interviewing of candidates; and
7. Recommendation of finalists.
Committee members shall maintain strict confidentiality throughout the entire process and after the
process is completed.
RESPONSIBILITIES OF THE COMMITTEE CHAIR
With support from the Office of Human Resources, the committee chair shall be responsible for:
1.
2.
3.
4.
Ensuring compliance with District hiring policies and procedures;
Convening and conducting committee meetings;
Coordinating candidate interviews; and
Conducting or coordinating reference checks.
The Committee chair shall serve as the liaison to the District Director of Human Resources/EEO
Officer, with respect to reporting noncompliance to help ensure that no candidate is
discriminated against on the basis of race, color, gender, sexual orientation, religion, national
origin, age, disability, veteran status, or military status.
ASPC Meeting January 22, 2016
AGENDA ITEM 3.3
INTERIM AP 7123
POSITION ANNOUNCEMENT
The DOHR is responsible for developing a job announcement in collaboration with the dean or
director in consultation with discipline faculty. of the discipline. The position description and
desired qualifications are based on the position request as put forth in the discipline Program
Review and used in the prioritization process.
The position announcement shall include the following information:
1. Job Title;
2. Description of the position and job duties;
3. Required minimum qualifications:
a. The most current minimum qualifications listed in the publication “Minimum
Qualifications for Faculty and Administrators in California Community
Colleges”;
b. Any applicable valid credential(s); and
c. A sensitivity to and understanding of the diverse academic, socioeconomic,
cultural, disability, and ethnic backgrounds of community college students.
4. Desired qualifications: A list of additional qualifications suggested by the
division/discipline faculty in consultation with the dean or director or his/her designee
in consultation with the discipline/division faculty.
a. The EEO consultant will monitor the job related desirable qualifications for
adverse impact.
b. If they appear to be too restrictive, he/she will meet with the dean or director or
his/her designee to review/revise qualifications;
5. Starting date;
6. Salary range and benefits;
7. Statement that the position may be required to work on Saturdays and/or Sundays; and
8. Required application material.
The Human Resources Office shall review the job description for accuracy, clarity, and
consistency with legal requirements and District policy. A final version of the job
announcement will be distributed to the Dean and divisional faculty, normally no later than the
last week of Fall term for immediate comment and revision, after which Human Resources shall
revise and post the finalized announcement (brochure).
RECRUITMENT
Candidates will be recruited locally and regionally as well as at the state and national levels.
Positions will be advertised for up to four calendar weeks. Positions may be advertised for a
minimum of two calendar weeks as business necessity dictates, provided an adequate diverse pool
of applicants is received.
SCREENING OF APPLICATIONS
The Human Resources Office will examine each applicant’s materials for completeness and
evidence of compliance with the required qualifications as advertised in the job announcement.
Incomplete applications will not be forwarded to the committee for consideration.
ASPC Meeting January 22, 2016
AGENDA ITEM 3.3
INTERIM AP 7123
SCREENING COMMITTEE OPERATING PROCEDURES
The EEO consultant meets with the screening committee to discuss the appropriateness of the
applicant pool, the applicant file screening process, the guidelines for issues and questions to be
addressed to the applicants, and the procedures for conducting interviews of candidates and their
references.
The screening committee initially independently reviews each qualified applicant file and
identifies a pool of candidates who best meet the professional and personal qualifications listed
in the recruitment announcement (brochure). The ranking of applicants and selection of
interviewees will be reviewed by the committee’s EEO consultant to ensure compliance with
District policies, equal employment opportunities, and legal requirements.
The screening committee conducts preliminary interviews of these candidates by
teleconference or video conference or video conference.
If the committee deems the pool inadequate, the committee chair shall discuss the matter with
the Director of Human Resources who will recommend a course of action to the CIO/CSSO and
President/Superintendent.
INTERVIEWS
The screening committee identifies candidates for on-campus interviews. The interviews are
scheduled to allow the candidates to meet, whenever possible, with each of the following
individuals and/or groups:
1. Dean or Director or his/her designee
2. Screening committee
3. CIO/CSSO and/or President/Superintendent
The candidates may also be asked to make a presentation or to conduct a class as part of the
interview process.
The circumstances of each interview and teaching demonstration/presentation must be as similar
as practicable.
Committee members shall avoid any discussion of ratings, rankings, or recommendations of the
candidates until all interviews and performance tests have been completed and independent
evaluations have been completed by each committee member.
FINAL SELECTION
Following the interviews, the committee shall engage in a discussion focused on the strengths
and weaknesses of the candidates to determine the candidates to be recommended for hire and
their ranked order. The committee chair shall coordinate and conduct reference checks, and if
necessary, the committee shall reconvene to reevaluate the ranking. The committee’s final
recommendation and ranking shall be forwarded to the CIO/CSSO’s office; normally three
candidates are ranked if the committee finds fewer candidates satisfactory they it must submit
an explanatory report. After review by the committee, the chair forwards the report to the
CIO/CSSO. The chair may will discuss the strengths and weaknesses with the CIO/CSSO, if
ASPC Meeting January 22, 2016
AGENDA ITEM 3.3
INTERIM AP 7123
necessary. All discussions are strictly confidential.
The President/Superintendent, in consultation with the CIO/CSSO, shall select a successful
candidate from the ranked list of finalists.
If the President/Superintendent selects a candidate other than the highest ranked candidate, the
President/Superintendent explains to the chair screening committee the rationale for the selection.
When a candidate is selected, the CIO/CSSO offers the position to the candidate with
provisional salary information, subject to approval by the Board of Trustees.
When the candidate accepts the offer, the vice president CIO/CSSO, in consultation with Human
Resources, verifies the candidate's appropriate position on the faculty salary schedule. Human
Resources explains the benefits to the candidate. When the candidate accepts the offer, the
President recommends the candidate to the Board of Trustees.
If no candidate is selected, the President and/or the CIO/CSSO meets with the screening
committee to discuss options for continuing or reopening the search process.
FAILED SEARCHES
In the event that the recruitment for an approved faculty position results in a “failed
search”, the funding for that position remains in the budget and the search process
will normally continue until filled. However, during this period, exigent circumstances
may cause the President/Superintendent, in mutual agreement with the Academic
Senate, to eliminate the position. (AP 7217)
POSITION FILLED BY INTERNAL SEARCH
In the event that the position is filled in an internal search, the decision of whether or
not to fill the newly vacant position will be made by not normally be filled. However,
during this period, exigent circumstances may cause the President/Superintendent, in
mutual agreement with the Academic Senate. , to open a search to fill the newly
vacant position.
Definition of Terms*
• Consultation: A discussion soliciting solicitation for input. Not to be confused with
mutual agreement or consent.
• Academic Areas: Closely-related disciplines as determined by faculty service area or
discipline minimum qualifications.
• Good-Faith Effort: Three or more emails to faculty over five business (contractual or
non contractual) days. The first email will solicit input; the second email will be a
reminder that reiterates the first email; the third (at the end of five business days) will
close the window for input and will thank also announce the faculty for their input.
members who have been selected to serve on the screening committee.
References:
BP 7120, AP 7120, BP 7218,
Education Code Sections 87602, 87605, 87608 et.
seq., 87608.5 et. seq., and 87609.
ASPC Meeting January 22, 2016
AGENDA ITEM 3.3
INTERIM AP 7123
Former Administrative Regulation No. 305.01, number change only on August 7, 2012
Approved: July 9, 1990
Revised: April 5, 1999; November 1, 2001; September 9, 2002
pril 5, 1999; November 1, 2001; September 9, 2002
REDWOODS COMMUNITY COLLEGE DISTRICT
Administrative Procedure
AP 7123
Number Update only from Administrative Regulation No. 305.01
CONTRACT FACULTY APPOINTMENT PROCEDURES
For teaching faculty and librarian positions at the Eureka campus, the responsibilities of the vice
president are performed by the Vice President for Academic Affairs. For positions at the Del
Norte or Mendocino Coast Education Centers, the responsibilities of the division dean and the
vice president are performed by the Campus Vice President. For Library positions at the Eureka
campus, the responsibilities of the division dean are performed by the Associate Vice President
for Student Learning Support Services. For positions in Student Learning Support Services at
the Eureka campus, the responsibilities of the division dean and the vice president are performed
by the Associate Vice President for Student Learning Support Services.
EQUAL EMPLOYMENT OPPORTUNITY GUIDELINES
The Equal Employment Opportunity Officer or his/her designee serves throughout the faculty
selection process as a consultant on equal employment opportunity guidelines and is responsible
for monitoring all phases of the screening and selection process to ensure compliance with equal
employment opportunity policies and procedures.
SCREENING COMMITTEE MEMBERSHIP AND SELECTION
The composition of the screening committee is as follows:
1. The division dean, or his/her designee;
2. Two to three faculty members from the discipline or academic area where the
appointment is to occur, appointed by the Academic Senate in consultation with the
division dean, the department chair, and department faculty;
3. One faculty member from outside the discipline or academic area where the appointment
is to occur, appointed by the Academic Senate;
4. An optional off-campus representative, who is appointed in consultation with the division
dean, the department chair, and department faculty; and
5. An Equal Employment Opportunity consultant (a nonvoting member appointed by the
Director of Human Resources).
Nontenured faculty will not be asked to serve on screening committees unless there are no
tenured faculty available in their discipline. The screening committee will select one of its
members (either faculty or administration) to serve as chair.
Classified staff and students will be notified when a screening committee is being formed and
will be given the opportunity to request representation on the committee. At the option of the
screening committee, up to two additional members may be added to the committee, one from
the CR classified staff (including classified managers and confidential staff) and one from the
CR students.
Before the review of applications begins, the composition of the screening committee is
approved by the Equal Employment Opportunity Officer to ensure that there is appropriate
diversity among the committee membership. Additional members may be added to the
committee, in consultation with the Academic Senate, to achieve the appropriate diversity.
POSITION ANNOUNCEMENT
The division dean, in consultation with the appropriate division faculty and the Human
Resources Office, is responsible for developing the position announcement. The announcement
is reviewed by the Equal Employment Opportunity Officer, an Academic Senate Copresident,
and the vice president prior to distribution.
RECRUITMENT
Candidates will be recruited locally and regionally as well as at the state and national levels.
Positions will be advertised for a minimum of four weeks.
SCREENING OF APPLICATIONS
The Equal Employment Opportunity Officer meets with the screening committee to discuss the
appropriateness of the applicant pool, the applicant file screening process, the guidelines for
issues and questions to be addressed to the applicants, and the procedures for conducting
interviews of candidates and their references.
The screening committee reviews the applicant files and identifies a pool of the best candidates.
The screening committee conducts preliminary interviews of these candidates by speakerphone
or teleconference.
The screening committee reduces the applicant pool, and the chair or designee conducts
reference checks on the top five to ten candidates. The vice president verifies that each
candidate meets the minimum qualifications or has the appropriate equivalency for the position,
consulting with the Faculty Qualifications Committee if necessary.
INTERVIEWS
The screening committee identifies candidates for on-campus interviews. The interviews are
scheduled to allow the candidates to meet, whenever possible, with each of the following
individuals and/or groups:
1. Department chair
2. Appropriate faculty and staff
3. Division dean or other appropriate administrator
4. Screening committee
5. Representative from the Human Resources Office
6. Vice president and/or President
The candidates may also be asked to make a presentation or to conduct a class as part of the
interview process.
FINAL SELECTION
The screening committee normally identifies at least three final candidates. The final candidates
will be ranked in absolutely confidential order. The screening committee then discusses the
strengths and weaknesses of the ranked candidates with the division dean and the vice president.
The President may also participate in this phase of the committee's discussions. All discussions
are strictly confidential.
The chair prepares the committee report and, after review by committee members, forwards it
and the application files of each of the final candidates to the Human Resources Office. The
report addresses the strengths and weaknesses of each candidate and presents the candidates in
ranked order.
The vice president makes the final selection and discusses the selection process and the final
candidates with the President. If the vice president selects a candidate other than the highestranked candidate, the vice president explains to the committee the rationale for the selection.
The Human Resources Office prepares a report analyzing the screening process and its relation
to the district staff diversity plan. This report is sent to the screening committee, the vice
president, and the President.
When a candidate is selected, the Vice President for Academic Affairs offers the position to the
candidate with provisional salary information, subject to approval by the Board of Trustees.
When the candidate accepts the offer, the vice president, in consultation with Human Resources,
verifies the candidate's appropriate position on the faculty salary schedule. Human Resources
explains the benefits to the candidate. When the candidate accepts the offer, the President
recommends the candidate to the Board of Trustees.
If no candidate is selected, the President and/or the vice president meets with the screening
committee to discuss options for continuing or reopening the search process.
Former Administrative Regulation No. 305.01, number change only on August 7, 2012
Approved: July 9, 1990
Revised: April 5, 1999; November 1, 2001; September 9, 2002
AGENDA ITEM 4.4proc
REDWOODS COMMUNITY COLLEGE DISTRICT
Administrative Procedure
AP 4025
PHILOSOPHY AND CRITERIA FOR ASSOCIATE DEGREE
AND GENERAL EDUCATION
District procedures regarding Associate Degrees and General Education follow the philosophy
and criteria expressed in BP 4025, as well as criteria mandated in Title 5, Section 55601, and
relevant accreditation standards.
The Redwoods Community College District (District) mission is central to the philosophy and
criteria for Associate Degrees and General Education. District programs and Associate Degrees
offered are consistent with this mission and include developmental, career technical, and transfer
education. Program vitality and student success are assured through a continual cycle of
assessment and improvement. New programs may be initiated in response to both internal and
external factors that include, but are not limited to, the following:
•
•
•
•
•
•
•
1.0
Alignment with the Chancellor’s Office priorities, the College mission, and accreditation
standards
Alignment with state and federal requirements
Requirements from transfer institutions
Availability of fulltime and associate faculty
Budget concerns and sufficient funding
Demand in the workforce
Adequate facilities and equipment
The Associate Degree
Associate Degrees (AD) at College of the Redwoods are developed and awarded in accordance
with the philosophy expressed in BP 4025. The AD must contain a minimum of 60 units that
includes both General Education (GE) and Discipline-Specific requirements.
1.1
General Education Requirements
GE courses by their nature are expected to be introductory, broad, and general in scope, not
advanced or specialized. Furthermore, every GE course must satisfy the requirements of one of
the GE Areas defined below. The Curriculum Committee is responsible for determining that
each GE course is both broad and general and meets at least one of the area descriptions below.
AGENDA ITEM 4.4proc
1.1. a. General Education Area Descriptions and Outcomes
Students are required to take a minimum total of eighteen (18) units from the five
GE areas described in detail below. This total must include at least three (3) units
in GE areas A, B, C, D1, D2, and D3 and at least three of these units must satisfy
GE Area E. Alternatively, students earning ADs at College of the Redwoods may
satisfy CSU or UC GE requirements.
A. NATURAL SCIENCE
Courses in the natural sciences are those that examine the physical universe, its
life forms, and its natural phenomena. To satisfy the general education
requirement in natural sciences, a course shall be designed to help a student
develop an appreciation and understanding of the scientific method and to
encourage an understanding of the relationships between science and other human
activities. This category may include introductory or integrative courses in
astronomy, biology, chemistry, environmental science, general physical science,
geology, meteorology, oceanography, physical geography, physics, and other
scientific disciplines.
Students who are successful in a Natural Science course learn to:
•
Communicate scientific ideas;
•
Apply scientific concepts to analyze natural relationships.
B. SOCIAL SCIENCE
Courses in the social and behavioral sciences are those that focus on people,
group relations, and society. To satisfy the general education requirement in
social and behavioral sciences, a course shall be designed to develop an
awareness of the method of inquiry used by the social and behavioral sciences. It
shall be designed to stimulate critical thinking about the ways people act and have
acted in response to their societies and shall promote appreciation of how
societies and social subgroups operate. This category may include introductory or
integrative survey courses in anthropology, cultural geography, economics,
history, political science, psychology, sociology, and related disciplines.
Students who are successful in a Social Science course learn to:
•
Communicate intellectual ideas related to the social sciences;
•
Apply social science concepts to analyze social, historical, political,
anthropological or psychological relationships.
C. HUMANITIES
Courses in the humanities are those that study the cultural activities and artistic
expressions of human beings. To satisfy the general education requirement in the
humanities, a course shall be designed to help the student develop an awareness of
the ways in which people historically and culturally have responded to themselves
and the world around them; in addition, this awareness should extend into artistic
AGENDA ITEM 4.4proc
and cultural creation and help the student develop aesthetic and analytical
understanding. Such courses may include introductory or integrative courses in
the arts, foreign languages, literature, philosophy, and religion.
Students who are successful in a Humanities course learn to:
•
Communicate aesthetic and/or cultural ideas;
•
Analyze ideas or practices specific to the influence of culture on
human expression.
D. LANGUAGE, COMMUNICATION, AND RATIONALITY
Courses in language, communication, and rationality are those that assist the
student in developing the principles and applications of language toward logical
thought, clear and precise expression, and critical evaluation of communication in
whatever symbol system the student uses.
D1. WRITING
Courses fulfilling the written composition requirement shall be designed
to include both expository and argumentative writing.
Students who are successful in a Language, Communication, and
Rationality: Writing course learn to:
•
Generate, compose, revise, and communicate ideas clearly
in writing;
•
Analyze ideas presented in writing, media, speech, or
artistic representations.
D2. ORAL COMMUNICATION
Courses fulfilling the communication requirement include oral
communication and courses in other disciplines that have oral
communication as their primary focus.
Students who are successful in a Language, Communication, and
Rationality: Oral Communication course learn to:
•
Generate, compose, and revise ideas, and clearly
communicate them orally;
•
Analyze ideas presented in writing, media, speech, or
artistic representations.
D3. ANALYTICAL THINKING
Courses fulfilling the analytical thinking requirement include
mathematics, logic, statistics, computer languages and programming, and
related disciplines.
Students who are successful in a Language, Communication, and
Rationality: Analytical Thinking course learn to:
•
Communicate analytical and/or computational ideas;
AGENDA ITEM 4.4proc
•
Apply analytical and/or computational concepts to analyze
relationships.
E. MULTICULTURAL UNDERSTANDING
A course meeting the multicultural understanding requirement shall be designed
to provide a student with the ability to analyze the complexity of diversity through
the perspective of differential power and privilege, identity politics, and/or
multicultural studies. Courses that meet the Area E requirement may be from any
discipline, must satisfy one of the GE areas A-D, and must incorporate an
underlying theme or themes that address at least one of the following:
1.
2.
3.
Intracultural as well as intercultural differences and commonalities
The study of at least one marker of social or identity difference, such
as sexual orientation, gender, language, ability, socio-economic
class, and the material conditions which produce such differences.
Include theoretical perspectives and non-western, non-traditional
approaches for studying gender, ethnicity, class, and/or forms of
expression.
Students who are successful in a course that fulfills the Area E
requirement will demonstrate the ability to:
•
•
1.2
Communicate an awareness of cultures in a diverse global
community.
Analyze issues from multiple perspectives specifically as
they relate to gender, self-identity, ethnicity, race, socio
economic status, sexuality, world view, collective behavior
and/or values.
Discipline-Specific Requirements
In addition to the GE units, Associate Degrees must contain at least 18 units in the major or
discipline of emphasis, and electives. The College may award either an Associate of Arts (A.A)
or an Associate of Science (A.S.) degree. Associate Degrees are created by faculty with
Curriculum Committee, Academic Senate, Board of Trustees, and Chancellor’s Office oversight.
In addition, outside professional accrediting organizations may have specific degree
requirements that must be incorporated. The most current listing of available degrees and their
specific requirements is in the course catalog.
References:
Title 5 Section 55805
Accreditation Standard II.A.3
Academic Standards & Policies Committee of the Academic Senate; November 6, 2015
AGENDA ITEM 4.4proc
NEW Administrative Procedure
REDWOODS COMMUNITY COLLEGE DISTRICT
Administrative Procedure
AP 4025
PHILOSOPHY AND CRITERIA FOR ASSOCIATE DEGREE
AND GENERAL EDUCATION
District procedures regarding Associate Degrees and General Education follow the philosophy
and criteria expressed in BP 4025, as well as criteria mandated in Title 5, Section 55601, and
relevant accreditation standards.
The Redwoods Community College District (District) mission is central to the philosophy and
criteria for Associate Degrees and General Education. District programs and Associate Degrees
offered are consistent with this mission and include developmental, career technical, and transfer
education. Program vitality and student success are assured through a continual cycle of
assessment and improvement. New programs may be initiated in response to both internal and
external factors that include, but are not limited to, the following:
• Alignment with the Chancellor’s Office priorities, the College mission, and accreditation
standards
• Alignment with state and federal requirements
• Requirements from transfer institutions
• Availability of fulltime and associate faculty
• Budget concerns and sufficient funding
• Demand in the workforce
• Adequate facilities and equipment
1.0
The Associate Degree
Associate Degrees (AD) at College of the Redwoods are developed and awarded in accordance
with the philosophy expressed in BP 4025. The AD must contain a minimum of 60 units that
includes both General Education (GE) and Discipline-Specific requirements.
1.1
General Education Requirements
GE courses by their nature are expected to be introductory, broad, and general in scope, not
advanced or specialized. Furthermore, every GE course must satisfy the requirements of one of
the GE Areas defined below. The Curriculum Committee is responsible for determining that
each GE course is both broad and general and meets at least one of the area descriptions below.
1.1. a. General Education Area Descriptions and Outcomes
AGENDA ITEM 4.4proc
NEW Administrative Procedure
The five GE Areas at College of the Redwoods are Natural Science; Social
Science; Humanities; Language, Communication, and Rationality; and
Multicultural Understanding. Students are required to take 3 units from each of
the Areas described below. Alternatively, students earning ADs at College of the
Redwoods may satisfy CSU or UC GE requirements. 1.1.a = saying a student must
take 3 units from each of the areas (there are 5) doesn’t quite describe the
requirement.
Because it isn’t 5 areas x 3 units. Area E overlaps the other 4. Therefore taking only 12
units is required if one selects courses with this in mind. I’m not sure how to clarify this
language - the catalog does a good job but it’s got a table and the visual helps.
A. NATURAL SCIENCE
Courses in the natural sciences are those that examine the physical universe, its
life forms, and its natural phenomena. To satisfy the general education
requirement in natural sciences, a course shall be designed to help a student
develop an appreciation and understanding of the scientific method and to
encourage an understanding of the relationships between science and other
human
activities. This category may include introductory or integrative courses in
astronomy, biology, chemistry, environmental science, general physical science,
geology, meteorology, oceanography, physical geography, physics, and other
scientific disciplines.
Students who are successful in a Natural Science course learn to:
•
Communicate scientific ideas;
•
Apply scientific concepts to analyze natural relationships.
B. SOCIAL SCIENCE
Courses in the social and behavioral sciences are those that focus on people,
group relations, and society. To satisfy the general education requirement in
social and behavioral sciences, a course shall be designed to develop an
awareness of the method of inquiry used by the social and behavioral sciences. It
shall be designed to stimulate critical thinking about the ways people act and
have
acted in response to their societies and shall promote appreciation of how
societies and social subgroups operate. This category may include introductory or
integrative survey courses in cultural anthropology, cultural geography,
economics, history, political science, psychology, sociology, and related
disciplines.
Students who are successful in a Social Science course learn to:
•
Communicate intellectual ideas related to the social sciences;
•
Apply social science concepts to analyze social, historical, political,
anthropological or psychological relationships.
C. HUMANITIES
AGENDA ITEM 4.4proc
Courses in the humanities are those that study the cultural activities and artistic
expressions of human beings. To satisfy the general education requirement in
the humanities, a course shall be designed to help the student develop an
awareness of the ways in which people historically and culturally have
responded to themselves and the world around them; in addition, this awareness
should extend into artistic and cultural creation and help the student develop
aesthetic and analytical
understanding. Such courses may include introductory or integrative courses in
the arts, foreign languages, literature, philosophy, and religion.
Students who are successful in a Humanities course learn to:
•
Communicate aesthetic and/or cultural ideas;
•
Analyze ideas or practices specific to the influence of culture on
human expression.
D. LANGUAGE, COMMUNICATION, AND RATIONALITY
Courses in language, communication, and rationality are those that assist the
student in developing the principles and applications of language toward logical
thought, clear and precise expression, and critical evaluation of communication
in whatever symbol system the student uses.
D1. WRITING
Courses fulfilling the written composition requirement shall be
designed to include both expository and argumentative writing.
Students who are successful in a Language, Communication,
and Rationality: Writing course learn to:
•
Generate, compose, revise, and communicate ideas clearly
in writing;
•
Analyze ideas presented in writing, media, speech, or
artistic representations.
D2. ORAL COMMUNICATION
Courses fulfilling the communication requirement include
oral communication and courses in other disciplines that have
oral communication as their primary focus.
Students who are successful in a Language, Communication,
and Rationality: Oral Communication course learn to:
•
Generate, compose, revise, and communicate ideas clearly
orally;
•
Analyze ideas presented in writing, media, speech, or
artistic representations.
D3. ANALYTICAL THINKING
Courses fulfilling the analytical thinking requirement include
mathematics, logic, statistics, computer languages and programming,
and related disciplines.
AGENDA ITEM 4.4proc
NEW Administrative Procedure
Students who are successful in a Language, Communication,
and Rationality: Analytical Thinking course learn to:
•
Communicate analytical and/or computational ideas;
•
Apply analytical and/or computational concepts to analyze
relationships.
E. MULTICULTURAL UNDERSTANDING
A course meeting the Area E requirement shall be designed to provide a student
with the ability to analyze the complexity of diversity through the perspective
of differential power and privilege, identity politics, and/or multicultural
studies. Courses that meet the Area E requirement may be from any discipline,
must satisfy one of the GE areas A-E (or A-D?), and must incorporate an
underlying theme or themes that address at least one of the following:
1.
Intra-cultural Intracultural as well as intercultural differences and
commonalities
2. The study of at least one marker of social or identity difference, such as
including sexual orientation, gender, language, ability, socio-economic
class, and or material resources conditions and the material
conditions which produce such differences.
3. Include theoretical perspectives and non-western, non-traditional
approaches for studying gender, ethnicity, class, and/or forms
of expression.
Students who are successful in a course that fulfills the Area E
requirement
will demonstrate the ability to:
*Communicate an awareness of cultures in a diverse global community.
*Analyze issues from multiple perspectives specifically as they relate to
gender,
self-identity, ethnicity, race, socio economic status, sexuality, world view,
collective behavior and/or values.
address at least one of the following:
1. Intra-cultural as well as intercultural differences and commonalities
2. The study of at least one marker of social or identity difference including
sexual orientation, gender, language, ability, and/or socio-economic
class
3.1.Include theoretical perspectives and non-western, non-traditional
approaches
for studying gender, ethnicity, and/or class
4. Visual and material culture.
Students who are successful in a Multicultural Understanding course learn to:
Communicate an awareness of cultures in a diverse global community;
NEW Administrative Procedure
AGENDA ITEM 4.4proc
NEW Administrative Procedure
Analyze issues from multiple perspectives, specifically as they relate to gender,
self-identity, ethnicity, race, socioeconomic status, sexuality, worldview,
collective behavior, and/or values.
1.2
Discipline-Specific Requirements
In addition to the GE units, Associate Degrees must contain at least 18 units in the major or
discipline of emphasis, and electives. Colleges The College may award either an Associate of
Arts (A.A) or an Associate of Science (A.S.) degree. Associate Degrees are created by faculty
with Curriculum Committee, Academic Senate, Board of Trustees, and Chancellor’s Office
oversight. In addition, outside professional accrediting organizations may have specific degree
requirements that must be incorporated. The most current listing of available degrees and their
specific requirements is in the course catalog.
References:
Title 5 Section 55805
Accreditation Standard II.A.3
Academic Standards & Policies Committee of the Academic Senate; October 9, 2015
REDWOODS COMMUNITY COLLEGE DISTRICT
Board of Trustees Policy
DRAFT BP 3050
INSTITUTIONAL CODE OF ETHICS
The Redwoods Community College District upholds an institutional supports a written code of
professional ethics for all of its personnel.
The President/Superintendent shall ensure that an institutional code of ethics specifying the responsibilities
of all employees and students is established. The institutional code of ethics shall be reviewed annually and
published in consultation with faculty members, classified staff and managers, administrators, students, and
the Board of Trustees.
This policy is intended to work with, and shall not supersede, existing standards and codes of
conduct, as well as relevant provisions in applicable employee handbooks and collective
bargaining agreements.
Reference: Accreditation Standard III.A.1.d, ACCCA Statement of Ethics
Adopted by Board of Trustees: 02/07/2012
Recommend Sunsetting---No league template
REDWOODS COMMUNITY COLLEGE DISTRICT BP 3051 Board Policy
Number Update only from Board of Trustees Policy No. 808
LOWERING THE FLAG TO HALF MAST
The College President will direct that the flags be lowered to half-mast on the following conditions:
1
A proclamation to that effect has been issued by the President of the United States.
2
A proclamation to that effect has been issued by the Office of the Governor of the State of California.
3
As a sign of mourning upon the death of any currently enrolled student, faculty member, staff member,
or Board of Trustee member upon official request.
Former Board of Trustees Policy No. 808, number change only on June 5, 2012
Adopted by Board of Trustees: January 5, 1981
Recommend Sunsetting—No league template
COLLEGE OF THE REDWOODS BP 3052 Board Policy
Number Update only from Board of Trustees Policy No. 509
CONTROVERSIAL ISSUES
The Board of Trustees of the Redwoods Community College District holds the following assumptions
basic to district policy:
That free discussion is a right extended to thoughtful citizens but that no one has the right to abuse this
freedom by advocating the overthrow of the government by force.
That a free society functions efficiently only if its citizens have the right to discuss, to debate, and to
disagree constructively.
That the Constitutional guarantee of freedom of speech is meaningful only to the extent that the majority is
willing to hear honest expressions of unpopular ideas by minority groups.
That an educated citizenry, fully aware of all the evidence, is best able to preserve the valuable heritage of
American democratic institutions.
That the College of the Redwoods has an obligation to its community to promote healthy discussion as
an educative force.
That the truth will prevail in the market place of ideas.
In the light of these assumptions, the Board of Trustees of the Redwoods Community College District
declares these official statements of policy:
Within the framework of the orderly processes of our democratic constitutional society, the faculty of the
College of the Redwoods will have freedom to consider all issues which will contribute to the
development of its students.
Pursuant to this adopted policy, presentation in open forum of speakers with varying points of view on
current issues may be undertaken by the Board and administration of the Redwoods Community College
District in fulfilling its obligation as an educative force in its community.
The Board of Trustees directs the President of the College to develop procedures which implement this
policy in an orderly manner pursuant to the goals and objectives of the College.
Former Board of Trustees Policy No. 509, number change only on July 10, 2012
Adopted by Board of Trustees: August 15, 1977
REDWOODS COMMUNITY COLLEGE DISTRICT
Board of Trustees Policy
DRAFT BP 3200
ACCREDITATION
The President/Superintendent Chief Executive Officer shall ensure the District complies with the
accreditation process and standards of the Accrediting Commission of Community and Junior Colleges
and of other District programs that seek special accreditation with the standards of other
appropriate agencies that accredit special programs offered by the District.
The President/Superintendent CEO shall keep the Board of Trustees informed of approved
organizations that accredit the District and/or its programs and the status of accreditations reports for the
District and its programs.
The President/Superintendent CEO shall ensure that the Board of Trustees is involved in any
accreditation process in which Board participation is required.
The President/Superintendent CEO shall provide make available to the Board a copy of any District
accreditation report, with a summary of any program accreditation report and any actions taken or to be
taken in response to recommendations in an accreditation report.
Reference: Accreditation Eligibility Requirement 20, Standard IV.B.1.i ACCJC Accreditation
Eligibility Requirement 21;ACCJC Accreditation Standards I.C.12 and 13 (formerly IV.B.1.i);
Title 5 Section 51016
Adopted by Board of Trustees: 04/04/2011
REDWOODS COMMUNITY COLLEGE DISTRICT
Administrative Procedure
DRAFT
AP
3200
ACCREDITATION FOR PROGRAMS WITHIN THE DISTRICT
The District maintains regional accreditation at all times. The District district also recognizes the need for
maintaining accreditation from external agencies in support of career, technical and professional
programs. In accordance with the standards of the external accrediting bodies for Programs within the
District (e.g., Board of Registered Nursing, Automotive Technician, Construction Technology, et.al.), the
District shall support the completion of required accrediting agency documents including accreditation
team visits.
Each accredited program will submit notice of accreditation requirements and dates to the
administration and Board of Trustees.
Self-study reports will be made available to the Board and to the public.
Results of the accreditation visits will be announced to the Board of Trustees.
When a Self-Study is completed, it must undergo review through established institutional processes.
Final approval resides with the president or his/ her designee before submission to the accrediting body.
References: Accreditation Eligibility Requirement 20; Accreditation Standard IV.B.1.i ACCJC
Accreditation Eligibility Requirement 21; ACCJC Accreditation Standards I.C.12 and 13
(formerly IV.B.1.i); Title 5 Section 51016
Approved: 03/01/2011
REDWOODS COMMUNITY COLLEGE DISTRICT
Board of Trustees Policy
DRAFT BP 3250
INSTITUTIONAL PLANNING
The Chief Executive Officer shall ensure that the District has and implements a
broad-based comprehensive, systematic, and integrated system of planning that involves
appropriate segments of the college community and is supported by institutional
effectiveness research.
The planning system shall include plans required by law, including, but not limited to:
• Long Range Educational or Academic Master Plan, which shall be updated
periodically as deemed necessary by the Governing Board
• Facilities Plan
• Equal Employment Opportunity Plan
• Student Equity Plan
• Student Success and Support Program Plan;
• Transfer Center Plan
• Cooperative Work Experience Plan
• EOPS Plan
The President/Superintendent shall ensure that the College has a comprehensive, broad-based
ongoing planning and evaluation cycle that is driven by the College’s Mission and Goals, and
supported by institutional effectiveness research. This institutional planning process involves
appropriate segments of the College and is inclusive of all constituent groups. The planning and
budgeting systems shall be linked, and planning priorities shall be established annually.
The institution assures the effectiveness of its ongoing planning processes by
systematically reviewing, evaluating and modifying, as appropriate, all parts of the
planning processes, including institutional and other research efforts.
The planning system shall include plans required by law, including, but not limited to the long
range educational master plan, facilities master plan, technology master plan, and strategic plans
which shall be updated periodically as deemed necessary by the Board of Trustees.
The President/Superintendent CEO shall submit to the Board those plans for which Board
approval is required by Title 5.
The President/Superintendent CEO shall inform the Board about the status of planning and
various plans, and seek Board input during their development as appropriate.
Reference: Accreditation Standard 1.B, ACCJC Accreditation Standards I.B.9, III.B.4,
III.C.2, III.D.2, IV.B.3, and IV.D.5 (formerly I.B);Title 5 Sections 51008, 51010, 51027,
53003, 54220, 55080, 55190, 55250, 55510, 56270 et seq.
Adopted by Board of Trustees: 07/12/11
REDWOODS COMMUNITY COLLEGE DISTRICT AP 3250 Administrative Procedure
INSTITUTIONAL PLANNING
Established committees, with representation from faculty, administration, classified staff, and
students, will review and recommend planning decisions related to human, facilities, technology, and
budget resources.
Applying the criteria of accreditation standards, the planning process will be guided by adopted
vision, mission and core values statements and will facilitate development of specific goals,
objectives and strategies, which will have measurable outcomes and specific accountability.
Action plans will be reviewed and revised annually and approved by the respective planning
bodies.
Academic Senate will be the representative body for faculty in all academic and
professional matters, as defined by Title 5, Section 53200.
Institutional effectiveness research, program reviews and individual unit plans are utilized in
the planning process, which is intended to complement and inform the resource allocation and
decision making processes.
The Board may assist in developing the general institutional mission and goals for the comprehensive
plans through various means, including, but not limited to, the President’s evaluation process, the
Board retreat, and any time the Board reviews curriculum items.
Planning documents will be submitted to the California Community College (CCC) System
Office in a timely manner when required.
The initial recommendation for integrating institutional planning rests with the
Institutional Effectiveness Committee (IEC).
Processes for developing, reviewing, updating, approving, and implementing plans include:
A. Mission, Vision and Core Values
1. Reviewed and updated at least every five years by Expanded Cabinet. The updated
Mission, vision, and core values will be approved by appropriate governance council(s)
and a recommendation sent to the Board of Trustees.
B. Strategic Plan
1.
Reviewed annual and updated at least every five years by the Institutional Effectiveness
Committee. The updated Strategic Plan will be approved by Expanded Cabinet as a recommendation
to the President/Superintendent.
C. CR District’s Educational Master Plan (EMP), the Facilities Master Plan, and the
Technology Master Plan.
1. Reviewed annually and updated at least every five years by the Institutional
Effectiveness Committee. The updated EMP will be approved by appropriate
governance council(s) and a recommendation sent to the President/Superintendent.
D. Program Review Process
1
Reviewed and updated annually by the Institutional Effectiveness Committee and
recommended to the President/Superintendent.
2
Implemented annually by all programs and services.
E. Program Review/Budget Development Linkage Process
1
Reviewed annually and updated as needed by the Institutional Effectiveness Committee and
Budget Planning Committee and recommended to the President/Superintendent.
2
Implemented annually by all programs and services and supervised by the Budget Planning
Committee.
F. Integrated Planning Process
1. Reviewed annually and updated as needed by the Institutional Effectiveness
Committee and Integrated Planning Committees and recommended to the
President/Superintendent College Council.
G. Budget Planning Calendar
1. Reviewed and implemented on an annual cycle and updated and approved as needed by
the Budget Planning Committee.
Reference: Accreditation Standard I.B; ACCJC Accreditation Standards I.B.9, III.B.4,
III.C.2, III.D.2, IV.B.3, and IV.D.5 (formerly I.B);Title 5 Sections 51008, 51010,
51027, 53003, 54220, 55080, 55190, 55510, 56270 et seq.
Approved: 06/07/2011
Amended: 12/4/2012
REDWOODS COMMUNITY COLLEGE DISTRICT
Board of Trustees Policy
DRAFT BP 3260
PARTICIPATORY GOVERNANCE
Introduction
Governance at College of the Redwoods (CR) is a deliberate process which seeks out creative and
constructive ideas and perspectives of this community of learners. It enables active, responsible
participation of affected parties (which could be functional units and/or employee groups) in the
decision-making process by providing meaningful opportunities to introduce, analyze, discuss and provide
input or recommend courses of action before a final decision is made. Governance at CR is a process of
participatory governance where decisions are made at the broadest possible level of the organizational
structure.
Principles Embodied in Governance
1
Board/Administration Authority. Participatory governance recognizes that the college mission should
drive governance and accepts the authority vested in the Board and the Administration. It also recognizes that
such authority will be exercised after due consideration of the recommendations resulting from the participatory
governance process.
2
Freedom of Expression. Participatory governance is most effective when individuals and groups can
express their opinions and engage in discourse freely and without fear of retaliation. Thus, it is the responsibility
of all parties to conduct themselves and act in a manner that is consistent with this principle.
3
Respect and Implementation of Final Decision. Participatory governance is a process that allows for
many divergent views, opinions and perspectives to be brought forward and discussed. However, participatory
governance will be effective only if all parties agree to accept the final decision and do their part in implementing
it, though they may disagree with the decision itself.
4
Constituent Participation and Influence. Participatory governance recognizes that the participation of
affected constituent groups should be real and meaningful and that this participation should be based on the
principle that each group should have the largest influence in matters that concern it most. As an example,
according to this principle, faculty will have the largest influence when it is a matter of the areas mandated by AB
1725, such as curriculum, while student services staff will have the largest influence when it is a matter of
matriculation.
5
Communication. Participatory governance recognizes that in addition to the involvement of members of
affected groups or functional units, the need for establishing regular communication between and among the
representative bodies and seeking their participation as appropriate.
6
Formal and Informal Processes. Participatory governance recognizes that governance involves
implementation of an organized system of policies, procedures, guidelines and practices. It is recognized that the
deliberate and formal process of participatory governance is appropriate for the first two while informal and
collegial consultation is appropriate for the latter two.
7
Hiring and Evaluation of Administrators. Participatory governance recognizes the necessity and
importance of participation of involved parties in the initial selection of supervisors and administrators and
subsequently in providing feedback in the evaluation process of supervisors and administrators.
8
Decision Making. Participatory governance is most effective when decision-making is distributed
throughout the organization so that decisions can be made at the broadest level of the organizational structure and
when roles, responsibilities and decision-making authority of functional units and committees are clearly
delineated.
9
Exceptions to Collegial Consultation Shared Governance. Participatory governance recognizes that
while there is the presumption that the administration will abide by the advice and recommendation of the
constituents there will be instances where it may choose to disregard such advice or recommendation. In such
cases it is incumbent upon the administration, upon written request, to provide a written rationale for the
decision within ten working days. It also recognizes that, in exceptional circumstances, it may become necessary
to take action affecting institutional constituencies without the full benefit from the shared governance collegial
consultative process. In such cases, the representative bodies will be informed as soon as possible and will have
opportunities to provide feedback.
10
Self-Assessment/Feedback. Participatory governance requires periodic assessment of the process itself.
It is expected that the process will be evaluated at least once a year with the express objective of making it better.
11
Decisions Not Requiring Participatory Governance. Participatory governance recognizes that there are
many administrative decisions made in CR that do not fall under the purview of this process—for example,
developing the facilities master plan is a matter of participatory governance while implementing the plan is not.
12
Timelines. Effective participatory governance requires that constituents and functional units adopt
processes and practices that allow for decision-making in a timely manner.
Reference: Education Code Section 70902(b)(7); Title 5, Sections 53200 et seq., (Academic Senate), 51023.5
(staff), 51023.7 (students); Accreditation Standard IV.A
Adopted by Board of Trustees: 12/06/2011
REDWOODS COMMUNITY COLLEGE DISTRICT
Administrative Procedure
DRAFT AP 3260
PARTICIPATORY GOVERNANCE
College of the Redwoods hereby establishes a model for participatory governance to facilitate broad
participation and involvement in college decision-making by all members of the college community,
including students, faculty, classified staff and administrators. A major role of governance for the college must
rest with the President Chief Executive Officer, directly accountable and responsible to the Board of Trustees
for the educational leadership and effective management of the college's human, physical and fiscal resources.
In keeping with the spirit of the Education Code of the State of California, the success of participatory
governance at College of the Redwoods depends upon the levels of cooperation and trust attained, the values
shared, and the consensus achieved among all college constituencies. The goal of the participatory governance
process is to bring together all constituent groups in order to facilitate the development of college-wide
recommendations.
Participatory governance at College of the Redwoods (CR) must also function harmoniously with, but separate
from, collective bargaining laws and the negotiated agreements between the respective employee bargaining
units and the Redwoods Community College District. The California School Employees Association (CSEA)
and the College of the Redwoods Faculty Organization (CRFO) represent the college classified staff and the
faculty, respectively, in all matters pertaining to hours, wages, and working conditions. The Academic Senate
also has rights and responsibilities that are defined by AB1725 (commonly referred to as the 10 + 1) and
reflected in District Board Policy 203. The participatory governance model should be one that functions within:
• the mandates of AB 1725, the Education Code, and Title V of the Code of Regulations
• the Collective Bargaining Agreement(s), and
• the policies of the Board of Trustees of the Redwoods Community College District.
Vision/Mission/Values
Vision College of the Redwoods is a learning community where lives are transformed.
Mission College of the Redwoods puts student success first by providing outstanding developmental, career
technical, and transfer education. The College partners with the community to contribute to the economic
vitality and lifelong learning needs of its service area. We continually assess student learning, institutional
performance and practices to improve upon the programs and services we offer.
Values
Student Success and Access: We put students first, ensuring that student learning,
advancement, and access are pivotal to all we do.
Educational Excellence and Innovation: We value ongoing and systematic planning and evaluating
methods that move us towards excellence.
Honoring Diversity: We value all members of our community and strive to create a nurturing, honest, open
environment that allows diversity to thrive.
Participatory Governance: We value ethical behavior and strive to create a culture where all students, staff,
faculty and administrators engage in an inclusive, ongoing and self-reflective decision making.
Environmental Awareness: We value the environment and recognize the need to minimize our impacts upon
it.
Community Development: We value the economic and intellectual development of the communities
we serve.
Supportive Culture: We strive to create a supportive, problem-solving culture, and we recognize the
proven usefulness of an interest-based approach (IBA) for achieving trust, cooperation and effective
problem solving.
Accreditation Standards
Redwoods Community College District is accredited by the Accrediting Commission for Community and
Junior Colleges (ACCJC), the two-year higher education division of the Western Association of Schools and
Colleges. Governance, as defined in these accreditation standards, supports institutional effectiveness by
requiring processes in which ethical and broad-based leadership:
 guide the accomplishment of the mission, and
 promote ongoing dialogue focused on continuous improvement.
Governance is addressed in two components of the accreditation standards. Standard IV includes these
statements most relevant to this document:
 governance roles are designed to facilitate decisions that support student learning
programs and services and improve institutional effectiveness, while acknowledging the
designated responsibilities of the governing board and chief administrator.
 the institution establishes and implements a written policy providing for faculty, staff,
administrator, and student participation in decision-making processes. The policy
specifies the manner in which individuals bring forward ideas from their constituencies
and work together on appropriate policy, planning, and special-purpose bodies.
These accreditation standards provide a mandate for collaborative decision making and ongoing cooperation
in decision making among the components of the District.
Value of Participatory Governance
Participatory governance is a process and structure designed to enable those who work and study in an
academic institution to share the responsibility for planning and guiding the direction of the institution and for
the implementation of recommendations and decisions. While decisions are not always based on majority rule,
participatory governance shares the democratic belief in the inherent equality and dignity of persons, and the
goal of promoting mutual benefit and individual liberty through an open deliberative process. It is this process
when embraced by participants that can lead to effective governance and can result in an environment of
innovation, respect, collaboration, and collegiality.
Active service in participatory governance requires a significant expenditure of time and effort, both during,
and in addition to, regularly assigned working hours. Substantial Ffaculty and staff involvement is critical to
the success of this endeavor. Each member of the college community belongs to one or more of the college
constituent groups and has the responsibility to actively participate in the participatory governance process.
This responsibility may be a leadership role or a representative role, in which one may be required to attend
meetings, report information and collect input, or as a general college member it may be to communicate
questions, concerns and opinions to one’s representatives.
Regardless of a member’s role, they may be asked to serve on committees or task forces and they have the
responsibility to keep informed about the issues facing their constituent group.
Whatever the member’s role, it is through active involvement by all members in the participatory government
process that effective governance will occur.
Implementation of Participatory Governance at CR
The College and its governance groups strive to put into practice the spirit and principles of participatory
governance. Effective participatory governance is a partnership between and among those who are charged
with making recommendations and those who are held accountable for outcomes. An inclusive governance
structure enables members of the college community to participate in developing recommendations for
consideration by the Board of Trustees.
Through mechanisms of participatory governance, the knowledge and experience of committed individuals
and organizations will be molded into better decisions than any individual could make alone. In addition,
there is a greater likelihood that participants will understand, embrace, and faithfully execute these
jointly-developed decisions. Toward this end, it is appropriate that each individual and each constituent group
within the Redwoods Community College District make a commitment to the success of our students, our
mission, and the governance process by subscribing to a common set of standards within the participatory
governance process.
The participatory governance process at College of the Redwoods shall be guided by our
commitments to the following standards:
1. We hold as our first priority in each decision the best interests of students and the provision of the
highest quality programs and services.
2. We recognize that we are mutually dependent upon one another to perform our respective roles. The
Board of Trustees, administration, faculty, support staff, and students all play critical roles; none of us
can be successful without the support of others.
3. We affirm that each of us who fulfills a role also has value because of the knowledge and experience we
contribute to making enlightened decisions. Our primary objective will be to make the best decision.
4. We strive to be honest, open, candid, and tolerant; to expect and cultivate the same behavior from all
others in the process; and to refrain from words or behavior that either personally demean another
participant, or discount his or her contribution or legitimate role.
5. We refrain from making decisions in a unilateral and authoritarian manner.
6. We respect the ultimate legal authority of another person or body to make the decision, with the
expectation that there will be an attempt to understand and incorporate the reasoning and perspectives
of the various parties of interest, and with the expectation that there will be a good-faith attempt to gain
consensus about the decision.
7. We guard against tendencies of institutional, group, and personal self-interest that can divert the focus
from making the best decision.
8. We make our positions known to others as clearly and explicitly as possible, and to make every effort to
resolve conflict within the shared governance framework.
9. We consider commitments of time and resources as a cost of governance that should not detract from
our fundamental role of providing direct instruction and services to students.
10. We accept personal and group responsibility for the development of trust and communication.
The intent of AB 1725 and the accreditation standards is actualized in such a spirit of collaboration.
Functionally, the process includes a system of committee meetings and activities designed to solve challenges
at levels closest to the staff and work units affected and to provide the President with assistance in preparing
plans, processes, and policies.
These processes work because members of the College governance, advisory, and operational groups and
administrative staff agree that shared responsibilities are important and are to be protected through adherence
to the following mutual agreements:
All members agree to:
• Working for the greater good of our students.
• Using analytical skills, creativity, and expertise to further District long-range goals, effective
day-to-day functioning, and students’ well-being.
Fulfill group member responsibilities through:
•
Attendance at meetings
•
Clear articulation of constituent needs
•
Function as a team member with other members of the group
•
Follow-through on tasks
•
Report meeting outcomes back to constituent groups W
•
Work toward common understanding and consensus in an atmosphere of respect.
•
Support the implementation of recommendations once group consensus is reached.
•
Welcome change and innovation.
In turn, the President agrees to support the work of District groups by making the commitment
that members will have:
• Flexibility and resources needed to accomplish assigned tasks
• Shared responsibility for outcomes
• Praise and recognition for their work
• Support for change and innovation
• Access to leadership opportunities
Relationship of College Constituency Groups: Roles of Board, President, Faculty, Staff,
Administrators, and Students
The College has developed individualized processes to generate, review, and implement recommendations on
the academic and professional matters defined in law and regulation. However, when the implementations of
recommendations impact the College as a whole, these recommendations are presented at the College
Council. After being reviewed and considered by this group, recommendations flow to the President and
Board of Trustees or return to the originating group for clarification. All groups retain the right to
communicate directly with the Board of Trustees.
Critical to the integrity of the College governance structure is that each member of the community
understands the roles, responsibilities, and accountability of each constituent group in the governance
process.
Members of the College have the authority and responsibility to make recommendations in matters appropriate
in scope. The scope for each constituent group outlined below is derived from several sources: the Government
Code of California, California Code of Regulations Board Policy, and College practices and procedures.
Role of the Board of Trustees
Trustees are guardians of the public’s trust and are accountable to all citizens of the District. As described in
the previous section of this document, Tthe Board’s primary responsibility is to establish District policies that
align with the minimum standards set by the Board of Governors of the California Community Colleges.
The Board of Trustees, as elected representatives of the community, is the final voice in the District
subject to the laws and appropriate regulations of the State Legislature and State Chancellor’s Office. The
Board ensures that this mission and vision will be accomplished by assigning responsibilities to
the President CEO. In this way, the Board remains outside the operations of the District.
As a legislative body, the Board of Trustees conducts deliberations and actions openly within the realm of
public scrutiny consistent with Government Code Section 54953, also known as the Ralph M. Brown Act.
Minutes are prepared for all actions taken by the Board of Trustees to serve as the District’s public record.
Every regular Board meeting provides an opportunity for the public to address the Trustees on any item of
interest to citizens within the jurisdiction of the Board. No action, however, can be taken on an issue unless it
has first been noticed on the Board agenda. In response to unagendized public comments, therefore, Board
members may:
 Request clarification from those making public comments;
 Request staff to provide factual information on the comments being presented;
 Request staff to report back to the Board on the subject of comment at a later meeting; or
 Direct staff to place the matter on a future agenda.
Exceptions to the requirement for open meetings occur when the Board confers in private for
consideration of or to confer with:
 the appointment, employment, evaluation, discipline or dismissal of an employee;
 charges brought against an employee by another;
 national or public security;
 legal counsel regarding litigation;
 student disciplinary actions;
 realproperty transactions;
 District representatives within the scope of collective bargaining;
 honorary degrees or gifts from anonymous donors; or
 any time as current law allows.
Items to be discussed in such a closed session are disclosed in open session through the printed and public
Board agenda. Following a closed session, the Board reconvenes in open session and announces any action
taken in closed session and the vote or abstentions of its members. Trustees do not disclose personnel,
collective bargaining, or other discussions prohibited by law.
Role of District President/Superintendent CEO
The President CEO is the administrative agent of the Board of Trustees and, as such, is the only employee
responsible directly to the Board. The President is accountable for the operation of the District and for
providing policy recommendations to the Board.
The President has the right to accept, reject, or modify recommendations from the College Council. When
the President rejects or modifies a recommendation from the College Council, he/she informs that group of
the objections to their recommendation. The Academic Senate, CRFO, CSEA, Managers Council and
ASCR retain the right to present their comments on the President’s recommendation directly to the Board of
Trustees.
Role of Faculty
Faculty members perform duties as instructors, librarians, or counselors in areas for which they possess
appropriate qualifications; implement activities based on applicable recommendations and District/College
goals; perform contractually identified professional responsibilities; and provide advice and
recommendations regarding relevant policies and procedures through active participation on committees,
councils, and task forces.
Full-time and part-time faculty members at the College are represented in governance by an Academic
Senate. As per Board Policy 203 “Responsibilities of the Academic Senate,” in the following areas the
Board delegates authority and responsibility to the Academic Senate for making recommendations to the
Board. In making decisions in these areas, the Board will rely primarily upon the advice and judgment of the
Academic Senate:
1
Curriculum, including establishing prerequisites and placing courses within disciplines
2
Degree and certificate requirements
3
Grading policies
4
Standards or policies regarding student preparation or success
5
Faculty qualifications, including equivalencies, internships, and the placement of courses in disciplines
for the purpose of establishing minimum qualifications
6
Decisions to offer tenure
7
Policies for faculty professional development activities
In these areas the recommendations of the Senate will normally be accepted, and only in exceptional
circumstances and for compelling reasons will the recommendations not be accepted. If a recommendation is
not accepted, the Board or its representative, upon written request of the Academic Senate, will communicate
its reasons in writing within ten working days.
In the following areas the Board or its representatives will reach mutual agreement with the Academic
Senate, and such agreement will be expressed either by written resolution, administrative regulation,
board policy, or other board action:
1
2
3
4
5
6
Senate
Educational program development, including both the initiation and elimination of programs
College governance structures as related to faculty roles
Faculty roles and involvement in accreditation processes including self-study and annual reports
Processes for program review
Processes for institutional planning and budget development
Other academic and professional matters as mutually agreed upon between the Board and the Academic
In these areas, when agreement cannot be reached between the Board and the Academic Senate, existing
policy shall remain in effect unless continuing with such policy exposes the district to legal liability or causes
substantial fiscal hardship. In cases where there is no existing policy, or in cases where the exposure to legal
liability or substantial fiscal hardship requires existing policy to be changed, the Board will act, after a good
faith effort to reach agreement, only for compelling legal, fiscal, or organizational reasons. In those cases,
upon written request of the Academic Senate, the Board will provide a written rationale to the Academic
Senate within ten working days.
In addition to the specific responsibilities noted above, the Academic Senate is responsible, after consultation
with the President or his or her designee, for making faculty appointments to all committees, task forces, or
other groups dealing with academic and professional matters.
Full-time and part-time faculty members within the District are represented in collective bargaining by
CRFO, which operates under a contract negotiated and approved by its members. The two bodies that
represent faculty are compatible; the Academic Senate is responsible for professional and academic matters,
while the CRFO responds to negotiable matters such as salary, benefits, and working conditions.
Role of Classified Staff
Classified staff members include College employees in a wide range of positions including administrative
assistants, clerks, custodians, and grounds workers. Classified staff members are provided with opportunities
to participate in the formulation and development of recommendations as well as in the processes for
developing recommendations that have or will have a significant effect on their work.
Classified staff members are represented by the CSEA. This collective bargaining unit conducts elections to
appoint classified staff to College governing councils in the areas that have or will have a significant effect on
staff and that are outside the scope of collective bargaining. Prior to the Board of Trustees taking action on
such matters, classified staff are provided with the opportunity to participate in the formulation of
recommendations through committee participation in areas that affect them. The Board gives every reasonable
consideration to recommendations and opinions of staff.
Role of Students
Students are the reason the College exists: Students learn through participation in and completion of approved
courses and involvement in college life activities. Students are represented by an Associated Student College of
the Redwoods (ASCR) organization composed of an elected Student Senate. The student government
organization operates in accordance with its own constitution and bylaws and is responsible for appointing
student representatives to serve on College councils and committees. In their role representing all students, they
offer opinions and make recommendations to the administration of the College and to the Board of Trustees
with regard to policies and procedures that have or will have a significant effect on students. Those areas are
specifically defined as:
• Grading policies
• Codes of student conduct
• Academic disciplinary policies
•
•
•
•
•
•
•
Curriculum development
Courses or programs which should be initiated or discontinued
Processes for institutional planning and budget development
Standards and policies regarding student preparation and success
Student services planning and development
Students fees within the authority of the District to adopt
Any other District and College policy, procedure, or related matter that the District Board of Trustees
determines will have a significant effect on students
Generally, the Board of Trustees shall not take action on a matter having a significant effect on students unless
they have been provided with an opportunity to participate in the recommendation process. The Board of
Trustees ensures that recommendations and positions developed by students are given every reasonable
consideration. Similarly, the Academic Senate will consult with their counterpart ASCR prior to making
recommendations that impact students’ interests.
Role of Administrators and Management Staff
The constituency body of administrators and management staff are held accountable to provide effective
leadership for and support of faculty and staff in the planning, implementation, and monitoring of College
activities while maintaining compliance with state regulations, laws, and College policies.
Structure of Participatory Governance
Participatory governance at College of the Redwoods relies on advisory committees, each concerned with
functions critical to the well-being of the college community. The President chairs College Council. College
Council is assisted by information gathered by many segments of the college. Other governance and
representative groups at the college include:
 Academic Senate (Full-time and Part-time Faculty)
 Administrative Cabinet (Management Team)
 Managers Council
 California State Employees Association (CSEA) (Permanent Full-time & Part-time
Classified)
 College of the Redwoods Faculty Organization (CRFO) (Full-time & Part-time Faculty)
 Student Senate/Associated Students of CR (ASCR) (Students)
Operating Agreements for Groups
Operating agreements outline the rules of conduct, desired behaviors, delegation of authority, and the roles
and responsibilities of committee members. Some groups may develop specific operating agreements.
Following are overall operating agreements for all CR groups.
1. All members of District groups understand that they attend meetings to represent constituent groups at a
College. In this role, members are responsible to serve as a conduit for information and the catalyst for
discussion on topics raised and within the constituent group. These topics include, but are not limited to, the
specific areas outlined in state law and regulation.
2. Team members are committed to their group’s charge and to agreed-upon norms for operating in District
groups. In the first fall meeting, each governance group will:
• Distribute and discuss the group’s charge and reporting structure to ensure the group
• members understand of their relationship in the Colleges’ governance structure
• Develop norms for working as a team
• Develop operating agreements for determining recommendations
• Review or establish task-specific operating agreements, if needed
3. Team members are committed to regular attendance in accordance with their contractual obligations and
understand that matters will be acted upon irrespective of absent members.
4. A record of each meeting is distributed and posted on the District website.
5. Recommendations from all groups are forwarded to the President. The chairs are responsible for tracking the
progress of those recommendations and providing feedback to the group on the approval, rejection, or
modification of the recommendations. All College consultative bodies are expected to conduct their work
efficiently and provide recommendations to the President on a timely basis. Failure to provide
recommendations in a reasonable period of time will result in the President exercising his delegated authority to
act independently for the good of the District.
6. It is everyone’s responsibility to work toward achieving the Mission, Vision, and Strategic Goals of the
College. Additionally, the members and chairs of committees are responsible for ensuring a continuous flow of
communication regarding decision making from the College President, the College Council, committees,
constituency groups, and the campus at large.
7. A self-assessment of group effectiveness will be conducted annually.
Reference: Education Code Section 70902(b)(7); Title 5, Sections 53200 et seq; 51023.5; 51023.7;
Accreditation Standard IV.A.2, IV.A.5
Approved: 11/01/2011
REDWOODS COMMUNITY COLLEGE DISTRICT
Board Policy
DRAFT BP 3281
Number Update only from Board of Trustees Policy No. 702
GIFTS, GRANTS, DONATIONS
The Board will be informed about all grant applications made and grants and gifts received by the
District.
The CEO shall establish procedures to assure timely application and processing of grant
applications and funds, and that the grants that are applied for directly support the purposes of the
District.
Individuals and organizations periodically wish to contribute supplies, equipment, or real property to enhance
college programs.
The District may accept gifts by official Board action.
The District reserves the right to not accept gifts which do not contribute toward the achievement of College
goals or if ownership would deplete the resources of the College or be of only limited use by the College.
Any gift accepted by the Board shall become the property of the District and is subject to the same controls and
regulations as are other District real or personal property.
ln no case shall acceptance of a gift be considered an endorsement by the Board of a commercial product or
business enterprise or institution of learning.
Neither the District, nor its employees or agents, shall establish, for tax purpose, the value of any gift or
donation.
(Education Code 1834)
Former Board of Trustees Policy No. 702, number change only on June 5, 2012
August 15, 1977
Amended October 3, 1994
REDWOODS COMMUNITY COLLEGE DISTRICT
Administrative Procedure
DRAFT AP 3431
BULLYING
College of the The Redwoods Community College District is committed to protecting its students
and employees from bullying, harassment or discrimination for any reason and of any type. All
students and employees are entitled to a safe, equitable and harassment-free educational and
work-place environment.
Bullying is the inflicting of physical hurt or psychological distress on one or more students or
employees. It is further defined as unwanted purposeful written, verbal, nonverbal, physical behavior, or
any severe or pervasive physical or verbal act, including communications made in writing or by means
of an (cyber) electronic act. Including but not limited to any threatening, insulting or dehumanizing
gesture, by an employee or student, that has the potential to create an intimidating, hostile, or offensive
educational/work-place environment or cause long term damage, discomfort or humiliation; or
unreasonably interfere with the individual’s academic or work performance or participation, is carried
out repeatedly and is characterized by an imbalance of power.
DEFINITIONS:
“Harassment, hazing, or bullying” is any gesture or written, verbal, graphic, psychological, or physical
act (including electronically transmitted acts – i.e. internet, cell phone) that meets one of the definitions
below.
“Harassment” is intentional conduct that adversely affects the ability of another person to participate
in or benefit from educational programs or activities because the conduct, as reasonably perceived by
the person, is so severe, pervasive, and objectively offensive as to have this effect.
“Hazing” is any conduct which subjects another person, whether physically, mentally, emotionally, or
psychologically, to anything that may endanger, abuse, degrade, or intimidate the person as a condition
of association with a group or organization, regardless of the person’s consent or lack of consent.
“Bullying” is any action and/or threatening behavior that adversely affects the ability of a person to
participate in or benefit from the educational programs or activities by placing the person in reasonable
fear of physical harm, loss of property, injury to friends or family, or by causing emotional distress.
“Electronic act” means the transmission of a communication via a text, sound or image, or a post on a
social network by means of an electronic device including a telephone, computer or pager, according to
the new law.
RESPONSIBILITIES
Administrators and Managers
•
Be familiar with and behave according to this policy
•
•
•
•
•
Ensure that all employees are aware of the anti-bullying policy and procedure
Ensure that any alleged incident of bullying is investigated regardless of whether a complaint of
bullying has been received
Provide leadership and role-modeling in appropriate professional behavior
Respond promptly, sensitively and confidentially to all situations where bullying behavior is
observed or alleged to have occurred
If you are a witness to bullying, report incidents to the Chief Instructional/Chief Student
Services Officer, Chief Business Officer or Chief Human Resources Officer Vice-President of
Student Development, or Human Resources Director as appropriate
Employees
•
•
•
Be familiar with and behave according to this policy
If you are a witness to bullying, report incidents to your supervisor, Vice-President of Student
Development, or Human Resources Director as appropriate
Where appropriate, speak to the alleged bully(ies) to object to the behavior
College of the Redwoods Centers
•
Be familiar with and behave according to this policy
•
If you are a witness to bullying, report incidents to your Center Dean who will then follow up
with the Vice President of Student Development, or Human Resource Director as appropriate.
No form of bullying, harassment or discrimination will be tolerated and shall be just cause for
disciplinary action. This policy shall be interpreted and applied consistently with all applicable state and
federal laws and the collective bargaining agreements. See Board of Trustee Policy 3431.
References: Education Code Section 32260-32262; 32265; 32270; 35294.10-35294.15; 48900-48927;
Adopted by Board of Trustees: November 7, 2012
REDWOODS COMMUNITY COLLEGE DISTRICT
Administrative Procedure
DRAFT AP 3435
Number Update only from Administrative Regulation No. 809.03
PROCEDURES FOR COMPLAINTS OF UNLAWFUL DISCRIMINATION DISCRIMINATION
AND HARASSMENT COMPLAINTS AND INVESTIGATIONS (Including Title IX
Complaints)
Introduction and Scope
These are the written policies and procedures for filing and processing complaints of unlawful discrimination at
Redwoods Community College District. These policies and procedures incorporate the legal principles
contained in nondiscrimination provisions of the California Code of Regulations, Title 5, sections 59300 et seq.
as well as other state and federal substantive and procedural requirements.
A copy of these written policies on unlawful discrimination will be displayed in a prominent location in the
main administrative building or other area where notices regarding the institution’s rules, regulations,
procedures, and standards of conduct are posted.
Authority: 20 U.S.C. § 1681 et seq.; Ed. Code, §§ 66270, 66271.1, 66281.5; Gov. Code, § 11135-11139.5;
Cal. Code Regs., tit. 5, § 59326. Reference: Cal. Code Regs., tit. 5, § 59300 et seq.; 34 C.F.R. § 106.8(b).
Definitions
Definitions applicable to nondiscrimination policies are as follows:
•
"Appeal" means a request by a complainant made in writing to the Redwoods Community College
District governing board pursuant to Title 5, section 59338, and/or to the State Chancellor’s Office
pursuant to Title 5, section 59339, to review the administrative determination of the District
regarding a complaint of discrimination.
•
"Complaint" means a written and signed statement meeting the requirements of Title 5, section
59328 that alleges unlawful discrimination in violation of the nondiscrimination regulations adopted
by the Board of Governors of the California Community Colleges, as set forth at Title 5, section
59300 et seq.
•
"Days" means calendar days.
•
"Mental disability" includes, but is not limited to, all of the following:
(1) Having any mental or psychological disorder or condition, such as mental retardation, organic brain
syndrome, emotional or mental illness, or specific learning disabilities, that limits a major life activity. For
purposes of this section:
A. "Limits" shall be determined without regard to mitigating measures, such as medications, assistive devices,
or reasonable accommodations, unless the mitigating measure itself limits a major life activity.
B. A mental or psychological disorder or condition limits a major life activity if it makes the achievement of the
major life activity difficult.
C. "Major life activities" shall be broadly construed and shall include physical, mental, and social activities and
working.
(2) Any other mental or psychological disorder or condition not described in paragraph
(1) that requires specialized supportive services.
(3) Having a record or history of a mental or psychological disorder or condition described in paragraph (1) or
(2), which is known to the District.
(4) Being regarded or treated by the District as having, or having had, any mental condition that makes
achievement of a major life activity difficult.
(5) Being regarded or treated by the District as having, or having had, a mental or psychological disorder or
condition that has no present disabling effect, but that may become a mental disability as described in paragraph
(1) or (2).
"Mental disability" does not include sexual behavior disorders, compulsive gambling, kleptomania,
pyromania, or psychoactive substance use disorders resulting from the current unlawful use of
controlled substances or other drugs.[1]
 "Physical disability" includes, but is not limited to, all of the following:
(1) Having any physiological disease, disorder, condition, cosmetic disfigurement, or anatomical loss that does
both of the following:
A. Affects one or more of the following body systems: neurological, immunological, musculoskeletal, special
sense organs, respiratory, including speech organs, cardiovascular, reproductive, digestive, genitourinary,
hemic and lymphatic, skin, and endocrine.
B. Limits a major life activity. For purposes of this section:
i. "Limits" shall be determined without regard to mitigating measures such as medications, assistive devices,
prosthetics, or reasonable accommodations, unless the mitigating measure itself limits a major life activity.
ii. A physiological disease, disorder, condition, cosmetic disfigurement, or anatomical loss limits a major life
activity if it makes the achievement of the major life activity difficult.
iii. "Major life activities" shall be broadly construed and includes physical, mental, and social activities and
working.
(2) Any other health impairment not described in paragraph (1) that requires specialized supportive services.
(3) Having a record or history of a disease, disorder, condition, cosmetic disfigurement, anatomical loss, or
health impairment described in paragraph (1) or (2), which is known to the District.
(4) Being regarded or treated by the District as having, or having had, any physical condition that makes
achievement of a major life activity difficult.
(5) Being regarded or treated by the District as having, or having had, a disease, disorder, condition, cosmetic
disfigurement, anatomical loss, or health impairment that has no present disabling effect but may become a
physical disability as described in paragraph (1) or (2).
(6) "Physical disability" does not include sexual behavior disorders, compulsive gambling, kleptomania,
pyromania, or psychoactive substance use disorders resulting from the current unlawful use of controlled
substances or other drugs.[2]
“District” means the Redwoods Community College District or any District program or activity that is
funded directly by the state or receives financial assistance from the state. This includes the District
Personnel Commission and any other organization associated with the District or its college(s) that
receives state funding or financial assistance through the District.
“
Responsible District Officer”means the officer identified by the District to the State Chancellor's Office
as the person responsible for receiving complaints filed pursuant to Title 5, section 59328, and
coordinating their investigation.
“
Sexual harassment”is unlawful discrimination in the form of unwelcome sexual advances, requests for
sexual favors, and other verbal, visual, or physical conduct of a sexual nature, made by someone from or
in the workplace or in the educational setting, and includes but is not limited to:
(1) Making unsolicited written, verbal, physical, and/or visual contacts with sexual overtones. (Examples of
possible sexual harassment that appear in a written form include, but are not limited to: suggestive or obscene
letters, notes, invitations. Examples of possible verbal sexual harassment include, but are not limited to:
leering, gestures, display of sexually aggressive objects or pictures, cartoons, or posters.)
(2) Continuing to express sexual interest after being informed that the interest is unwelcomed.
(3) Making reprisals, threats of reprisal, or implied threats of reprisal following a rebuff of harassing behavior.
The following are examples of conduct in an academic environment that might be found to be sexual
harassment: implying or actually withholding grades earned or deserved; suggesting a poor performance
evaluation will be prepared; or suggesting a scholarship recommendation or college application will be denied.
(4) Engaging in explicit or implicit coercive sexual behavior within the work environment which is used to
control, influence, or affect the employee’s career, salary, and/or work environment.
(5) Engaging in explicit or implicit coercive sexual behavior within the educational environment that is used to
control, influence, or affect the educational opportunities, grades, and/or learning environment of a student.
(6) Offering favors or educational or employment benefits, such as grades or promotions, favorable
performance evaluations, favorable assignments, favorable duties or shifts, recommendations, reclassifications,
etc., in exchange for sexual favors.
“
Unlawful discrimination”means any complaint of unlawful discrimination based on a category
protected under Title 5, section 59300, including sexual harassment and retaliation.
Authority: Gov. Code, § 12926; Cal. Code Regs., tit. 5, § 59311; Revised Sexual Harassment Guidance:
Harassment of Students by School Employees, Other Students, or Third Parties, Title IX, Office for Civil
Rights, January 19, 2001.
Students and Employees Notice, Training, and Education
The Redwoods Community College District’s responsible officer shall make arrangements for or provide
training to employees and students on the District’s unlawful discrimination policy and procedures. Faculty
members, members of the administrative staff, and members of the support staff will be provided with a copy of
the District’s written policy on unlawful discrimination at the beginning of the first quarter or semester of the
college year after the policy is adopted.
All District employees will receive this training and a copy of the unlawful discrimination policies and
procedures during the first year of their employment. Because of their special responsibilities under the law,
supervisors will undergo mandatory annual training. In years in which a substantive policy or procedural
change has occurred all District employees will attend a training update and/or receive a copy of the revised
policies and procedures.
A training program or informational services will be made available to all students in the college catalog. The
student training or informational services should include an explanation of the policy, how it works, and how to
file a complaint. In addition, a copy of the District’s written policy on unlawful discrimination, as it pertains to
students, will be provided as part of any orientation program conducted for new students at the beginning of
each quarter, semester, or summer session, as applicable.
Authority: Ed. Code, § 66281.5; Cal. Code Regs., tit. 5, §§ 59324 and 59326. Reference: Cal. Code Regs.,
tit. 5, § 59300 et seq.; 34 C.F.R. § 106.8(b).
Unlawful Discrimination Policy
The policy of the Redwoods Community College District is to provide an educational and employment
environment in which no person shall be unlawfully denied full and equal access to, the benefits of, or be
unlawfully subjected to discrimination on the basis of ethnic group identification, national origin, religion, age,
sex, race, color, ancestry, sexual orientation, or physical or mental disability in any program or activity that is
administered by, funded directly by, or that receives any financial assistance from the State Chancellor or Board
of Governors of the California Community Colleges.
The policy of the Redwoods Community College District is to provide an educational and employment
environment free from unwelcome sexual advances, requests for sexual favors, and other verbal or physical
conduct or communications constituting sexual harassment.
Employees, students, or other persons acting on behalf of the District who engage in unlawful discrimination as
defined in this policy or by state or federal law may be subject to discipline, up to and including discharge,
expulsion, or termination of contract.
In so providing, the Redwoods Community College District hereby implements the provisions of California
Government Code sections 11135 through 11139.5, the Sex Equity in Education Act (Ed. Code, § 66250 et
seq.), Title VI of the Civil Rights Act of 1964 (42 U.S.C. § 2000d), Title IX of the Education Amendments of
1972 (20 U.S.C. § 1681), Section 504 of the Rehabilitation Act of 1973 (29 U.S.C. § 794), the Americans with
Disabilities Act of 1990 (42 U.S.C. § 12100 et seq.) and the Age Discrimination Act (42 U.S.C. § 6101)[3].
Authority: Cal. Code Regs., tit. 5, § 59300; Gov. Code, §§ 11135-11139.5; Ed. Code, § 66250 et seq.; 42
U.S.C. § 2000d; 20 U.S.C. § 1681; 29 U.S.C. § 794; 42 U.S.C. § 12100 et seq.; 42
U.S.C. § 6101.
Retaliation
It is unlawful for anyone to retaliate against someone who files an unlawful discrimination complaint,
who refers a matter for investigation or complaint, who participates in an investigation of a complaint,
who represents or serves as an advocate for an alleged victim or alleged offender, or who otherwise
furthers the principles of this unlawful discrimination policy.
Authority: 20 U.S.C. § 1681 et seq.; 34 C.F.R. § 106; Cal. Code Regs., tit. 5, § 59300 et seq.; Revised
Sexual Harassment Guidance: Harassment of Students by School Employees, Other Students, or Third
Parties, Title IX, Office for Civil Rights, January 19, 2001.
Academic Freedom
The Redwoods Community College District Governing Board of Trustees reaffirms its commitment to
academic freedom, but recognizes that academic freedom does not allow any form of unlawful
discrimination. It is recognized that an essential function of education is a probing of opinions and an
exploration of ideas that may cause some students discomfort. It is further recognized that academic
freedom insures the faculty’s right to teach and the student’s right to learn. Finally, nothing in these policies
and procedures shall be interpreted to prohibit bona fide academic requirements for a specific community
college program, course or activity.
Reference: Cohen v. San Bernardino Valley College (1995) 883 F.Supp. 1407, 1412-1414, affd. in part and
revd. in part on other grounds, (1996) 92 F.3d 968; Cal. Code Regs., tit. 5, § 59302.
Responsible District Officer
The Redwoods Community College District has identified Ibrahim “Abe” Ali, Human Resources Director/EEO
to the State Chancellor’s Office and to the public as the single District officer responsible for receiving all
unlawful discrimination complaints filed pursuant to Title 5, section 59328, and for coordinating their
investigation. The actual investigation of complaints may be assigned to other staff or to outside persons or
organizations under contract with the District. Such delegation procedures will be used whenever the officer
designated to receive complaints is named in the complaint or is implicated by the allegations in the
complaint.[4]
Administrators, faculty members, other District employees, and students shall direct all complaints of
unlawful discrimination to the responsible District officer.
Authority: Cal. Code Regs., tit. 5, § 59324; 34 C.F.R. § 106.8.
Informal/Formal Complaint Procedure[5]
When a person brings charges of unlawful discrimination to the attention of the District’s responsible
officer, that officer will:
(1) Undertake efforts to informally resolve the charges;
(2) Advise the complainant that he or she need not participate in informal resolution;
(3) Notify the person bringing the charges of his or her right to file a formal complaint and explain the procedure
for doing so;
(4) Assure the complainant that he or she will not be required to confront or work out problems with the person
accused of unlawful discrimination;
(5) Advise the complainant that he or she may file a nonemployment-based complaint with the Office for Civil
Rights of the U.S. Department of Education (OCR) where such a complaint is within that agency’s jurisdiction.
(6) If the complaint is employment-related, the complainant should also be advised that he or she may file a
complaint with the U.S. Equal Employment Opportunity Commission (EEOC) and/or the California
Department of Fair Employment and Housing (DFEH) where such a complaint is within that agency’s
jurisdiction.
Efforts at informal resolution need not include any investigation unless the responsible District officer
determines that an investigation is warranted by the seriousness of the charges. Selecting an informal
resolution does not extend the time limitations for filing a formal complaint. Efforts at informal resolution may
continue after the filing of a formal written complaint, but after a complaint is filed an investigation is required
to be conducted pursuant to Title 5, section 59334, and will be completed unless the matter is informally
resolved and the complainant dismisses the complaint. Any efforts at informal resolution after the filing of a
written complaint will not exceed the 90-day period for rendering the administrative determination pursuant to
Title 5, section 59336.
In employment-related cases, if the complainant files with the Department of Fair Employment and Housing,
a copy of that filing will be sent to the State Chancellor's Office requesting a determination of whether a
further investigation under Title 5 is required. Unless the State Chancellor's Office determines that a separate
investigation is required, the District will discontinue its investigation under Title 5 and the matter will be
resolved through the Department of Fair Employment and Housing.
The District will provide for representation where required by law and may allow for representation for the
accused and complainant in other circumstances on a case by case basis.
Authority: Cal. Code Regs., tit. 5, §§ 59327, 59328, 59334, 59336, and 59339; NLRB v. Weingarten,
Inc. (1975) 420 U.S. 251.
Filing of Formal Written Complaint
If a complainant decides to file a formal written unlawful discrimination complaint against the District, he or
she must file the complaint on a form prescribed by the State Chancellor. These approved forms are
available from the District and also at the State Chancellor’s website, as follows:
http://www.cccco.edu/divisions/legal/Discrimination/discrimination.htm
The completed form must be filed with the District representative or mailed directly to the State Chancellor’s
Office of the California Community Colleges.
Once a complaint is filed, the individual(s) accused of engaging in prohibited discriminatory conduct should be
advised of that filing and the general nature of the complaint. This should occur as soon as possible and
appropriate under the circumstances. The District will also advise the accused that an assessment of the
accuracy of the allegations has not yet been made, that the complaint will be investigated, that the accused will
be provided an opportunity to present his/her side of the matter, and that any conduct that could be viewed as
retaliatory against the complainant or any witnesses must be avoided.
Authority: Cal. Code Regs., tit. 5, §§ 59311 and 59328.
Threshold Requirements Prior to Investigation of a Formal Written Complaint
When a formal written complaint is filed it will be reviewed to determine if the complaint meets the following
requirements:
 The complaint must be filed on a form prescribed by the State Chancellor's Office.
 The complaint must allege unlawful discrimination prohibited under Title 5, section 59300.
 The complaint must be filed by one who alleges that he or she has personally suffered unlawful
discrimination or by one who has learned of such unlawful discrimination in his or her official capacity
as a faculty member or administrator.
 In any complaint not involving employment, the complaint must be filed within one year of the date of the
alleged unlawful discrimination or within one year of the date on which the complainant knew or should
have known of the facts underlying the specific incident or incidents of alleged unlawful discrimination
 In any complaint alleging discrimination in employment, the complaint shall be filed within 180 days of
the date the alleged unlawful discrimination occurred, except that this period will be extended by no
more than 90 days following the expiration of that 180 days if the complainant first obtained knowledge
of the facts of the alleged violation after the expiration of 180 days.
If the complaint is defective it will be immediately returned to the complainant with a complete explanation of
why an investigation could not be initiated under Title 5, California Code of Regulations, section 59300 et seq.
Additional information about this initial review of complaints can be found in the Guidelines for Processing
Formal Title 5 Unlawful Discrimination Complaints prepared by the State Chancellor's Office.[6]
Authority: Cal. Code Regs., tit. 5, § 59328.
Notice to State Chancellor or District
A copy of all complaints filed in accordance with the Title 5 regulations will be forwarded to the State
Chancellor's Office immediately upon receipt. Similarly, when the State Chancellor's Office receives a
complaint a copy will be forwarded to the District.
Authority: Cal. Code Regs., tit. 5, § 59330.
Confidentiality of the Process
Investigative processes can best be conducted within a confidential climate, and the District does not reveal
information about such matters except as necessary to fulfill its legal obligations. However, potential
complainants are sometimes reluctant to pursue a complaint if their names will be revealed.
The inability to reveal the name of a complainant or facts that are likely to reveal the identity of the complainant
can severely limit the ability of the District to respond. Complainants must also recognize that persons who are
accused of wrongdoing have a right to present their side of the matter, and this right may be jeopardized if the
District is prohibited from revealing the name of the complainant or facts that are likely to disclose the identity
of the complainant.
If a complainant insists that his or her name not be revealed, the responsible officer should take all reasonable
steps to investigate and respond to the complaint consistent with the complainant’s request as long as doing so
does not jeopardize the rights of other students or employees.
It is also important that complainants and witnesses understand the possibility that they may be charged with
allegations of defamation if they circulate the charges outside of the District’s process. In general, persons who
are participating in a District investigative or disciplinary process that is related to a charge of discrimination
are protected from tort claims such as defamation. However, persons who make allegations outside of these
processes or who discuss their claims with persons outside of the process may expose themselves to tort
charges. Complainants, witnesses, and those accused of discrimination will all be asked to sign a
confidentiality acknowledgement statement.
Where an investigation reveals the need for disciplinary action, the complainant may wish to have information
about what disciplinary actions the District took. However, the privacy rights of the persons involved often
prevent the District from providing such information. In student disciplinary actions for sexual
assault/physical abuse charges, Education Code, section 76234 provides that the victim shall be informed of
the disciplinary action, but that the victim must keep the information confidential. Disciplinary actions taken
against employees are generally considered confidential.[7]
Authority: Cal. Const. Art. I, § 1; Civil Code § 47; Ed. Code, §§ 76234 and 87740; Silberg v. Anderson (1990)
50 Cal.3d. 205; Revised Sexual Harassment Guidance: Harassment of Students by School Employees, Other
Students, or Third Parties, Title IX, Office for Civil Rights, January 19, 2001.
Administrative Determination
Within 90 days of receiving an unlawful discrimination complaint filed under Title 5, sections 59300 et seq.,
the responsible District officer will complete the investigation and forward a copy of the investigative report to
the State Chancellor, a copy or summary of the report to the complainant, and written notice setting forth all the
following to both the complainant and the State Chancellor:
(a) the determination of the chief executive officer or his/her designee as to whether there is probable cause to
believe discrimination occurred with respect to each allegation in the complaint;
(b) a description of actions taken, if any, to prevent similar problems from occurring in the future;[8]
(c) the proposed resolution of the complaint; and
(d) the complainant's right to appeal to the District governing board and the State Chancellor.
Authority: Cal. Code Regs., tit. 5, § 59336.
Complainant’s Appeal Rights
Complainants have appeal rights that they may exercise if they are not satisfied with the results of the
District’s administrative determination. At the time the administrative determination and summary is mailed
to the complainant, the responsible District officer or his/her designee shall notify the complainant of his or her
appeal rights as follows:
 First level of appeal: The complainant has the right to file an appeal to the District’s governing board
within 15 days from the date of the administrative determination. The District’s governing board will
review the original complaint, the investigative report, the administrative determination, and the appeal.
 The District’
s governing board will issue a final District decision in the matter within 45 days after
receiving the appeal. Alternatively, the District’s governing board may elect to take no action within
45 days, in which case the original decision in the administrative determination will be deemed to be
affirmed and shall become the final District decision in the matter. A copy of the final decision
rendered by the District’s governing board will be forwarded to the complainant and to the State
Chancellor's Office.
 Second level of appeal: The complainant has the right to file an appeal with the California Community
College Chancellor’s Office in any case not involving employment-related discrimination within 30
days from the date that the governing board issues the final District decision or permits the
administrative determination to become final by taking no action within 45 days.[9] The appeal must be
accompanied by a copy of the decision of the governing board or evidence showing the date on which
the complainant filed an appeal with the governing board, and a statement under penalty of perjury that
no response was received from the governing board within 45 days from that date.
Complainants must submit all appeals in writing.
Authority: Cal. Code Regs., tit. 5, §§ 59338 and 59339.
Forward to State Chancellor
Within 150 days of receiving a complaint, the responsible District officer will forward the following to
the State Chancellor:
 A copy of the final District decision rendered by the governing board or a statement indicating the date
on which the administrative determination became final as a result of taking no action on the appeal
within 45 days.
 A copy of the notice of appeal rights the District sent the complainant.
 Any other information the State Chancellor may require.
Authority: Cal. Code Regs., tit. 5, §§ 59338 and 59340.
Extensions
If for reasons beyond its control, the District is unable to comply with the 90-day or 150-day deadlines
specified above for submission of materials to the complainant and the State Chancellor's Office, the
responsible District officer will file a written request that the State Chancellor grant an extension of the
deadline. The request will be submitted no later than 10 days prior to the expiration of the deadlines
established by Title 5 in sections 59336 and/or 59340 and will set forth the reasons for the request and the date
by which the District expects to be able to submit the required materials.
A copy of the request for an extension will be sent to the complainant, who may file written objections with
the State Chancellor within 5 days of receipt.
The State Chancellor may grant the request unless delay would be prejudicial to the complainant. If an
extension of the 90-day deadline is granted by the State Chancellor the 150-day deadline is automatically
extended by an equal amount.
Authority: Cal. Code Regs., tit. 5, § 59342.
College Employees in Unions
Nothing in this Unlawful Discrimination Complaint procedure supersedes or amends grievance procedures
set forth by valid contractual agreement.
Record Retention
Unlawful discrimination records that are part of an employee’s employment records may be classified as
Class-1 Permanent records and retained indefinitely or microfilmed in accordance with Title 5, California Code
of Regulations, section 59022. Unlawful discrimination records of a student that are deemed worthy of
preservation but not classified as Class-1 Permanent may be classified as Class-2 Optional records or as Class-3
Disposable records, to be retained for a period of three years.
Authority: Cal. Code Regs., tit. 5, § 59020.
Former Administrative Regulation No. 809.03, number change only on June 5, 2012
Adopted by Board of Trustees: 6/83 Revised: 7/86, 3/15/87, 11/4/91, 12/9/91, 2/4/03
[1] If the Americans with Disabilities Act of 1990 definitions would result in broader protection of the civil rights of
individuals with a mental or physical disability, or would include any medical condition not included within these
definitions, then that broader protection or coverage shall be deemed incorporated by reference into, and shall prevail
over conflicting provisions of the definitions in Government Code section 12926 and should be included in district
policy. (Gov. Code, § 12926(l).)
[2] Ibid.
[3] If the federal statutes cited above would result in broader protection of the civil rights of individuals then that broader
protection or coverage shall be deemed incorporated by reference into, and shall prevail over conflicting provisions
of Title 5, section 59300, as cited in the Model Policy.
[4] The Office for Civil Rights (OCR) advises educational institutions to give one official responsibility for oversight and
coordination of all sexual harassment complaints to insure consistent practices and standards in handling complaints as
well as coordination of record keeping. This will help ensure that the educational institution can and will resolve
recurring problems and identify students or employees who have multiple complaints filed against them. The State
Chancellor's Office advises that having the responsible district officer, named pursuant to Title 5, section 59324,
coordinate both sexual harassment and other unlawful discrimination complaints satisfies OCR’s instruction on this
subject.
[5] The purpose of the informal resolution process is to allow an individual who believes she/he has been unlawfully
discriminated against or sexually harassed to resolve the issue through a mediation process rather than the formal complaint
process. Typically, the informal process will be invoked when there is a simple misunderstanding or the complainant does
not wish to file a formal complaint. Resolution of an informal complaint may require nothing more than a clarification of
the misunderstanding or an apology from the respondent and an assurance that the offending behavior will cease. However,
the district is responsible for maintaining a safe and discrimination free educational environment and serious allegations may
need to be investigated even if the complaining party considers the matter resolved. In an informal process the district officer
shall advise the complainant of his or her rights and responsibilities under both the formal and informal processes. If the
complainant declares his or her preference for the informal process, the responsible district officer shall present the
complainant with a document that describes the informal/formal process that contains the basics of complainant’s
allegations of unlawful discrimination. This document will clearly indicate that the complainant opted for the informal
resolution process and should be signed and dated by the complainant. The informal resolution process will not be made a
predicate to the process and investigation of a formal complaint. If a formal complaint is filed, an investigation must be
completed within the time required unless it is voluntarily rescinded by a complainant as a result of a successful informal
resolution.
[6] The Guidelines for Processing Formal Title 5 Unlawful Discrimination Complaints is a procedural aid for processing
formal unlawful discrimination complaints.
[7] Complainants must trust the District to take appropriate action and must understand that the District is generally not at liberty
to discuss personnel or student matters, particularly disciplinary matters. In some disciplinary cases, the complainant may
be required to testify at a hearing, and would therefore be aware of the proposed disciplinary action.
[8] If it is determined that discrimination did occur, possible remedies to prevent similar problems from occurring in the future
include all the standard District disciplinary actions for students and employees, ranging from undocumented reprimand to
termination or expulsion. If formal disciplinary action is inappropriate, other possible remedies include training in the
pertinent area(s) of unlawful discrimination, apology, and restricting or forbidding contact between the perpetrator and
victim.
[9] The Department of Fair Employment and Housing (DFEH) has final jurisdiction over employment-related cases. Therefore,
the State Chancellor's Office has agreed to accept DFEH decisions and generally will not accept appeals in employment
discrimination cases. However, in limited circumstances the State Chancellor's Office will intervene, such as when
intervention might bring about a resolution at the informal level or when some unique aspect of community college
governance is at issue and the expertise of the State Chancellor's Office is needed.
Complaints
Any person who has suffered harassment, discrimination, or retaliation may file a formal or
informal complaint of harassment, discrimination, or retaliation.
A formal complaint is a written and signed statement filed with the District or the State Chancellor’s
office that alleges harassment, discrimination, or retaliation in violation of the District’s Board
Policies, Administrative Procedures or in violation of state or federal law. An informal complaint is
any of the following: (1) An unwritten allegation of harassment, discrimination, or retaliation; (2) a
written allegation of harassment, discrimination, or retaliation that falls outside the timelines for a
formal complaint; or (3) a written complaint alleging harassment, discrimination, or retaliation filed
by an individual who expressly indicates that he/she does not want to file a formal complaint.
Informal Complaints
Any person may submit an informal complaint to the [designate position] or any other District or
college administrator. Administrators receiving an informal complaint shall immediately notify the
Chief Human Resources Officer (CHRO) in writing of all pertinent information and facts alleged in
the informal complaint.
Upon receipt of an informal complaint, the CHRO will notify the person bringing the informal
complaint of his/her right to file a formal complaint, if the incident falls within the timeline for a
formal complaint, and explain the procedure for doing so. The complainant may later decide to file
a formal complaint, if within the timelines to do so. If the individual chooses not to file a formal
complaint, or if the alleged conduct falls outside the timeline to file a formal complaint, the CHRO
shall consider the allegations contained in the informal complaint and determine the appropriate
course of action. This may include efforts to informally resolve the matter, or a fact-finding
investigation.
Investigation of an informal complaint will be appropriate if the CHRO determines that the
allegation(s), if proven true, would constitute a violation of the District policy prohibiting
harassment, discrimination, or retaliation. The CHRO will explain to any individual bringing an
informal complaint that the CHRO may decide to initiate an investigation, even if the individual
does not wish the [designate position] to do so. The CHRO shall not disregard any allegations of
harassment, discrimination, or retaliation solely on the basis that the alleged conduct falls outside
the deadline to file a formal complaint.
Formal Complaints
Formal Complaints must be filed with the State Chancellor or the CHRO unless the party
submitting the Formal Complaint alleges discrimination, harassment, or retaliation against the
responsible district officer, in which case it should be submitted directly to the Chief Executive
Officer (CEO) or the State Chancellor.
Formal Complaints should be submitted on the form prescribed by the State Chancellor. A copy of
the form will be available at the District human resources department office and on district’s web
site.
If any party submits a written allegation of harassment, discrimination, or retaliation not on the
form described above, the District will seek to have the individual complete and submit the form.
However, if the individual chooses not to do so, the District will attach the written allegation(s) to the
form and treat it as a Formal Complaint. In no instance will the District reject a written allegation
of harassment, discrimination, or retaliation on the basis that it was not submitted on the proper
form.
A Formal Complaint must meet each of the following criteria:
• It must allege facts with enough specificity to show that the allegations, if true, would
constitute a violation of District policies or procedures prohibiting discrimination,
harassment, or retaliation;
•
The complainant must sign and date the Formal Complaint;
•
The complainant must file any Formal Complaint not involving employment within one year
of the date of the alleged discriminatory, harassing, or retaliatory conduct or within one year
of the date on which the complainant knew or should have known of the facts underlying the
allegation(s) of discrimination, harassment, or retaliation.
•
The complainant must file any Formal Complaint alleging discrimination, harassment, or
retaliation in employment within 180 days of the date of the alleged discriminatory,
harassing, or retaliatory conduct, except that this period shall extended by no more than 90
days following the expiration of the 180 days if the complainant first obtained knowledge of
the facts of the alleged violation after the expiration of the 180 days.
If the Formal Complaint does not meet the requirements set forth above, the CHRO will promptly
return it to the complainant and specify the defect. If the sole defect is that the Formal Complaint
was filed outside the applicable proscribed timeline, the CHRO will handle the matter as an informal
complaint.
Oversight of Complaint Procedure: The CHRO is the "responsible District officer" charged with
receiving complaints of discrimination or harassment, and coordinating their investigation.
The actual investigation of complaints may be assigned by Keith Snow-Flamer to other staff or to
outside persons or organizations under contract with the District. This shall occur whenever the
CHRO is named in the complaint or implicated by the allegations in the complaint.
Who May File a Complaint: Any student, employee, or third party who believes he/she has been
discriminated against or harassed by a student, employee, or third party in violation of this
procedure and the related policy.
Where to File a Complaint: A student, employee, or third party who believes he/she has been
discriminated against or harassed in violation of these policy and procedures may make a complaint
orally or in writing.
If a complainant decides to file a formal written unlawful discrimination or harassment complaint
against the District, he/she must file the complaint on a form prescribed by the State Chancellor’s
Office. These approved forms are available from the CHRO and at the State Chancellor’s website.
The completed form must be filed with any of the following:
• Chief Instructional Officer/Chief Student Services Officer, Chief Human Resources Officer
and CEO; or
• the State Chancellor’s Office.
Employment-Related Complaints
Complainants filing employment-related complaints shall be notified that they may file employment
discrimination complaints with the U.S. Equal Employment Opportunity Commission (EEOC) or
the Department of Fair Employment and Housing (DFEH).
Complaints filed with the EEOC or the DFEH should be forwarded to the State Chancellor’s Office.
Any District employee who receives a harassment or discrimination complaint shall notify the
CHRO immediately.
Filing a Timely Complaint: Since failure to report harassment and discrimination impedes the
District’s ability to stop the behavior, the District strongly encourages anyone who believes they are
being harassed or discriminated against, to file a complaint. The District also strongly encourages
the filing of such complaints within 30 days of the alleged incident. While all complaints are taken
seriously and will be investigated promptly, delay in filing impedes the District’s ability to
investigate and remediate.
All supervisors and managers have a mandatory duty to report incidents of harassment and
discrimination; the existence of a hostile, offensive or intimidating work environment, and acts of
retaliation.
The District will investigate complaints involving acts that occur off campus if they are related to an
academic or work activity.
Communicating that the Conduct is Unwelcome: The District further encourages students and
staff to let the offending person know immediately and firmly that the conduct or behavior is
unwelcome, offensive, in poor taste or inappropriate.
Intake and Processing of the Complaint: Upon receiving notification of a harassment or
discrimination complaint, the CHRO shall:
• Undertake efforts to informally resolve the charges, including but not limited to
mediation, rearrangement of work/academic schedules; obtaining apologies; providing
informal counseling, training, etc.
•
Advise the complainant that he/she need not participate in an informal resolution of the
complaint, as described above, and has the right to end the informal resolution process at
any time. Mediation is not appropriate for resolving incidents involving sexual violence.
•
Advise a student complainant that he/she may file a complaint with the Office of Civil
Rights of the U.S. Department of Education and employee complainants may file a
complaint with the Department of Fair Employment and Housing. All complainants
should be advised that they have a right to file a complaint with local law enforcement, if
the act complained of is also a criminal act. The District must investigate even if the
complainant files a complaint with local law enforcement. In addition, the District
should ensure that complainants are aware of any available resources, such as counseling,
health, and mental health services. The CHRO shall also notify the State Chancellor’s
Office of the complaint.
•
Take interim steps to protect a complainant from coming into contact with an accused
individual, especially if the complainant is a victim of sexual violence. The CHRO should
notify the complainant of his/her options to avoid contact with the accused individual and
allow students to change academic situations as appropriate. For instance, the District
may prohibit the accused individual from having any contact with the complainant
pending the results of the investigation. When taking steps to separate the complainant
and accused individual, the District shall minimize the burden on the complainant. For
example, it is not appropriate to remove complainants from classes or housing while
allowing accused individuals to remain.
Investigation
The CHRO shall:
•
Authorize the investigation of the complaint, and supervise or conduct a thorough,
prompt and impartial investigation of the complaint, as set forth below. Where
complainants opt for informal resolution, the designated officer will determine whether
further investigation is necessary to ensure resolution of the matter and utilize the
investigation process outlined below as appropriate. In the case of a formal complaint,
the investigation will include interviews with the complainant, the accused, and any other
persons who may have relevant knowledge concerning the complaint. This may include
victims of similar conduct.
•
Review the factual information gathered through the investigation to determine whether
the alleged conduct constitutes harassment, or other unlawful discriminatory conduct,
giving consideration to all factual information and the totality of the circumstances,
including the nature of the verbal, physical, visual or sexual conduct, and the context in
which the alleged incidents occurred.
Investigation of the Complaint: The District shall promptly investigate every complaint of
harassment or discrimination. No claim of workplace or academic harassment or discrimination
shall remain unexamined. This includes complaints involving activities that occur off campus and
in connection with all the academic, educational, extracurricular, athletic, and other programs of the
District, whether those programs take place in the District’s facilities, on a District bus, or at a class
or training program sponsored by the District at another location.
As set forth above, where the complainant opts for an informal resolution, the CHRO] may limit the
scope of the investigation, as appropriate. The District will keep the investigation confidential to
the extent possible, but cannot guarantee absolute confidentiality because release of some
information on a “need-to-know-basis” is essential to a thorough investigation. When determining
whether to maintain confidentiality, the District may weigh the request for confidentiality against
the following factors: the seriousness of the alleged harassment; the complainant’s age; whether
there have been other harassment complaints about the same individual; and the accused
individual’s rights to receive information about the allegations if the information is maintained by
the District as an “education record” under the Family Educational Rights and Privacy Act
(FERPA), 20 U.S. Code Section 1232g; 34 Code Federal Regulations Part 99.15. The District will
inform the complainant if it cannot maintain confidentiality.
Investigation Steps: The District will fairly and objectively investigate harassment and
discrimination complaints. Employees designated to serve as investigators under this policy shall
have adequate training on what constitutes sexual harassment, including sexual violence, and that
they understand how the District’s grievance procedures operate. The investigator may not have
any real or perceived conflicts of interest and must be able to investigate the allegations impartially.
Investigators will use the following steps: interviewing the complainant(s); interviewing the
accused individual(s); identifying and interviewing witnesses and evidence identified by each party;
identifying and interviewing any other witnesses, if needed; reminding all individuals interviewed of
the District’s no-retaliation policy; considering whether any involved person should be removed
from the campus pending completion of the investigation; reviewing personnel/academic files of all
involved parties; reach a conclusion as to the allegations and any appropriate disciplinary and
remedial action; and see that all recommended action is carried out in a timely fashion. When the
District evaluates the complaint, it shall do so using a preponderance of the evidence standard.
Thus, after considering all the evidence it has gathered, the District will decide whether it is more
likely than not that discrimination or harassment has occurred.
Timeline for Completion: The District will undertake its investigation promptly and swiftly as
possible. To that end, the investigator shall complete the above steps, and prepare a written report
within 90 days of the District receiving the complaint.
Cooperation Encouraged: All employees are expected to cooperate with a District investigation
into allegations of harassment or discrimination. Lack of cooperation impedes the ability of the
District to investigate thoroughly and respond effectively. However, lack of cooperation by a
complainant or witnesses does not relieve the District of its obligation to investigate. The District
will conduct an investigation if it is discovered that harassment is, or may be occurring, with or
without the cooperation of the alleged victim(s) and regardless of whether a complaint is filed.
Written Report
The results of the investigation of a complaint shall be set forth in a written report that will include
at least all of the following information:
• A description of the circumstances giving rise to the Formal Complaint;
• A summary of the testimony provided by each witness interviewed by the investigator;
• An analysis of relevant evidence collected during the course of the investigation;
• A specific finding as to whether there is probable cause to believe that discrimination,
harassment, or retaliation occurred with respect to each allegation in the complaint; and
• Any other information deemed appropriate by the District.
Confidentiality of the Process
Investigations are best conducted within a confidential climate. Therefore, the District does not
reveal information about ongoing investigations except as necessary to fulfill its legal obligations.
The District will keep the investigation confidential to the extent possible, but it cannot guarantee
absolute confidentiality because release of some information on a “need-to-know-basis” is essential
to a thorough investigation and to protect the rights of Accused students and employees during the
investigation process and any ensuing discipline.
Administrative Determination
•
In any case not involving employment discrimination, within 90 days of receiving a
complaint, the district shall complete its investigation and forward a copy of the investigative
report to the State Chancellor, a copy or summary of the report to the complainant, and
written notice setting forth all of the following to both the complainant and the Chancellor:
o The determination of the CEO or his/her designee as to whether there is probable
cause to believe discrimination occurred with respect to each allegation in the
complaint;
o A description of actions taken, if any, to prevent similar problems from occurring in
the future;
o The proposed resolution of the complaint; and
o The complainant's right to appeal to the district governing board and the Chancellor.
•
In any case involving employment discrimination, within 90 days of receiving a complaint,
the district shall complete its investigation and forward a copy or summary of the report to
the complainant, and written notice setting forth all the following to the complainant:
o The determination of the CEO or his/her designee as to whether there is probable
cause to believe discrimination occurred with respect to each allegation in the
complaint;
o A description of actions taken, if any, to prevent similar problems from occurring in
the future;
o The proposed resolution of the complaint; and
o The complainant's right to appeal to the district governing board and to file a
complaint with Department of Fair Employment and Housing or the U.S Equal
Employment Opportunity Commission.
Discipline and Corrective Action
If harassment, discrimination or retaliation occurred in violation of the policy or procedure, the
District shall take disciplinary action against the accused and any other remedial action it
determines to be appropriate. The action will be prompt, effective, and commensurate with the
severity of the offense. Remedies for the complainant might include, but are not limited to:
• providing an escort to ensure that the complainant can move safely between classes and
activities;
•
ensuring that the complainant and alleged perpetrator do not attend the same classes or work
in the same work area;
•
preventing offending third parties from entering campus;
•
providing counseling services or a referral to counseling services;
•
providing medical services or a referral to medical services;
•
providing academic support services, such as tutoring;
•
arranging for a student-complainant to re-take a course or withdraw from a class without
penalty, including ensuring that any changes do not adversely affect the complainant’s
academic record; and
•
reviewing any disciplinary actions taken against the complainant to see if there is a causal
connection between the harassment and the misconduct that may have resulted in the
complainant being disciplined.
If the District imposes discipline, the nature of the discipline will not be communicated to the
complainant. However, the District may disclose information about the sanction imposed on an
individual who was found to have engaged in harassment when the sanction directly relates to the
complainant; for example, the District may inform the complainant that the harasser must stay
away from the complainant.
Disciplinary actions against faculty, staff, and students will conform to all relevant statutes,
regulations, personnel policies and procedures, including the provisions of any applicable collective
bargaining agreement.
The District shall also take reasonable steps to protect the complainant from further harassment, or
discrimination, and to protect the complainant and witnesses from retaliation as a result of
communicating the complaint or assisting in the investigation.
The District will ensure that complainants and witnesses know how to report any subsequent
problems, and should follow-up with complainants to determine whether any retaliation or new
incidents of harassment have occurred. The District shall take reasonable steps to ensure the
confidentiality of the investigation and to protect the privacy of all parties to the extent possible
without impeding the District’s ability to investigate and respond effectively to the complaint.
If the District cannot take disciplinary action against the accused individual because the
complainant refuses to participate in the investigation, it should pursue other steps to limit the
effects of the alleged harassment and prevent its recurrence.
Appeals
If the District imposes discipline against a student or employee as a result of the findings in its
investigation, the student or employee may appeal the decision using the procedure for appealing a
disciplinary decision.
If the complainant is not satisfied with the results of the administrative determination, he/she may,
within fifteen days, submit a written appeal to the Board of Trustees. The Board shall review the
original complaint, the investigative report, the administrative decision, and the appeal. The Board
shall issue a final District decision in the matter within 45 days after receiving the appeal. A copy of
the decision rendered by the Board shall be forwarded to the complainant and to the State
Chancellor’s Office. The complainant shall also be notified of his/her right to appeal this decision.
If the Board does not act within 45 days the administrative determination shall be deemed approved
and shall become the final decision of the District in the matter.
In any case not involving workplace discrimination, harassment, or retaliation, the complainant
shall have the right to file a written appeal with the State Chancellor’s Office within thirty days after
the Board issued the final District decision or permitted the administrative decision to become final.
Such appeals shall be processed pursuant to the provision of Title 5 Section 59350.
In any case involving employment discrimination, including workplace harassment, the complainant
may, at any time before or after the issuance of the final decision of the District, file a complaint with
the Department of Fair Employment and Housing.
Extension of Time
Within 150 days of receiving a formal complaint, the District shall forward to the State Chancellor’s
Office the original complaint, the investigative report, a copy of the written notice to the complainant
setting forth the results of the investigation, a copy of the final administrative decision rendered by
the Board or indicating the date upon which the decision became final, and a copy of the notification
to the complainant of his/her appeal rights. If, due to circumstances beyond its control, the District is
unable to comply with the 150-day deadline for submission of materials, it may file a written request
for an extension of time no later than ten days prior to the expiration of the deadline.
File Retention
The District will retain on file for a period of at least three years after closing the case copies of:
• the original complaint;
• the investigatory report;
• the summary of the report if one is prepared;
• the notice provided to the complainant, of the District’s administrative determination and
his/her right to appeal;
• any appeal; and
• the District’s final decision.
The District will make such documents available to the State Chancellor upon request.
Dissemination of Policy and Procedures
District Policy and Procedures related to harassment will include information that specifically
addresses sexual violence. District policy and procedures will be provided to all students, faculty
members, members of the administrative staff and members of the support staff, and will be posted
on campus and on the District’s website.
When hired, employees are required to sign that they have received the policy and procedures, and
the signed acknowledgment of receipt is placed in each employee’s personnel file. In addition, these
policies and procedures are incorporated into the District's course catalogs and orientation
materials for new students.
Training
By January 1, 2006, the District shall provide at least two hours of classroom or other effective
interactive training and education regarding sexual harassment to all supervisory employees who
are employed as of July 1, 2005. All new supervisory employees must be provided with the training
and education within six months of their assumption of a supervisory position. After January 1,
2006, the District shall provide sexual harassment training and education to each supervisory
employee once every two years.
The training and education required by this procedure shall include information and practical
guidance regarding the federal and state statutory provisions concerning the prohibition against and
the prevention and correction of sexual harassment and the remedies available to victims of sexual
harassment in employment. The training and education shall also include practical examples
aimed at instructing supervisors in the prevention of harassment, discrimination, and retaliation,
and shall be presented by trainers or educators with knowledge and expertise in the prevention of
harassment, discrimination, and retaliation.
Training of all staff will be conducted. This includes counselors, faculty, health personnel, law
enforcement officers, coaches, and all staff who regularly interact with students. Training for
academic staff should emphasize environmental harassment in the classroom. The District will also
provide training to students who lead student organizations. The District should provide copies of
the sexual harassment policies and training to all District law enforcement unit employees regarding
the grievance procedures and any other procedures used for investigating reports of sexual violence.
In years in which a substantive policy or procedural change has occurred, all District employees will
attend a training update or receive a copy of the revised policies and procedures.
Participants in training programs will be required to sign a statement that they have either
understood the policies and procedures, their responsibilities, and their own and the District’s
potential liability, or that they did not understand the policy and desire further training.
Education and Prevention for Students
In order to take proactive measures to prevent sexual harassment and violence toward students, the
District will provide preventive education programs and make victim resources, including
comprehensive victim services, available. The District will include such programs in their
orientation programs for new students, and in training for student athletes and coaches. These
programs will include discussion of what constitutes sexual harassment and sexual violence, the
District’s policies and disciplinary procedures, and the consequences of violating these policies. A
training program or informational services will be made available to all students at least once
annually.
The education programs will also include information aimed at encouraging students to report
incidents of sexual violence to the appropriate District and law enforcement authorities. Since
victims or third parties may be deterred from reporting incidents if alcohol, drugs, or other
violations of District or campus rules were involved, the District will inform students that the
primary concern is for student safety and that use of alcohol or drugs never makes the victim at fault
for sexual violence. If other rules are violated, the District will address such violations separately
from an allegation of sexual violence.
References:
Education Code Section 66281.5;
Government Code Section 12950.1;
Title 5 Sections 59320, 59324, 59326, 59328, and 59300 et seq.;
34 Code of Federal Regulations Section 106.8(b)
Recommend Sunsetting
REDWOODS COMMUNITY COLLEGE DISTRICT
Board Policy
BP 3503
CAMPUS VISITORS
The Board desires to inform members of the general public about behavioral standards that apply to visitors
when they are on District property.
Therefore, the Board directs the Administration to develop regulations and guidelines for campus visitors in
accordance with applicable legal requirements.
The Administrative Regulation will apply to persons on District property who are not students or employees of
the District.
See Administrative Regulation #826.01
Reference: Penal Code Sections 626.6, 626.7, 626.8.
Adopted by Board of Trustees: 5/3/05
Recommend Sunsetting
REDWOODS COMMUNITY COLLEGE DISTRICT
Procedure
AP 3503 Administrative
CAMPUS VISITORS
Campus Visitor Defined Any individual who is not currently a registered student in the District or who is not
required by his/her status as an employee of the Redwoods Community College District to be on the campus or
in any other facility owned, operated, or controlled by the Board of Trustees shall be considered in this and
other sections of the Board policies/procedures to be a campus visitor.
Activities of Campus Visitors
1
Any visitor may attend a college event or activity which is defined as open to the public.
2
No visitor to any campus or instructional site within the District shall attend a college activity limited to
enrolled students or college personnel without prior approval of the District President/Superintendent or his/her
representative(s).
3
Campus visitors wishing to access the materials or services of the Learning Resource Center or the
libraries at any of the Districts other instructional locations, will be required to obtain a picture identification
card, which is issued at each site that has library facilities or services.
4
Campus visitors who are visiting students living in the College Residence Halls are subject to the
stipulations for guests that are defined in the Residence Halls “Community Guidelines.”
5
All rules of conduct set forth in the District’s Student Code of Conduct and Discipline, are applicable to
the conduct of any visitor, and violation of said rules of conduct will constitute grounds for the
President/Superintendent of the District to order the visitor to leave the campus pursuant to this policy.
Visitors who Disrupt Whenever a campus visitor enters a campus of facility of the District and it reasonably
appears to the President/Superintendent of his/her designated representative(s) that such person is committing
an act likely to interfere with the peaceful conduct of the activities of the campus or facility or has entered the
campus or facility for the purpose of committing such an act, the President/Superintendent or his/her designated
representative(s) may direct such person to leave such campus or facility. If the person fails to do so, or if the
person willfully and knowingly reenters the campus or facility within 72 hours after being directed to leave,
he/she is guilty of a misdemeanor.
For purposes of this procedure, the Campus Vice President at the Del Norte and Mendocino Coast campuses
will be considered the President/Superintendent’s representative at those sites.
Reference: Penal code sections 626.6, 626.7, 626.8
Approved by the Board of Trustees May 3, 2005
Recommend Sunsetting
REDWOODS COMMUNITY COLLEGE DISTRICT
Board Policy
DRAFT BP 3508
DOMESTIC ANIMALS
In the interest of public health and safety, no domestic animals or livestock (including dogs and cats) shall be
permitted on school grounds, in classrooms, or in buildings. Exceptions animals used in an instructional
program of the college or certified for services to assist the disabled, and under the control of the owner.
References:
Education Code Section 70902,
California Penal Code Section 365.5,
California Vehicle Code Section 21113(a)
Recommend Sunsetting
REDWOODS COMMUNITY COLLEGE DISTRICT
Administrative Procedure
AP 3508
DOMESTIC ANIMALS
It is a misdemeanor to allow any animal to trespass upon public property without consent.
Further, lost and stray animals, and animals left unattended in vehicles will be referred to Humboldt County
Animal Control for removal.
First offenders will be warned and directed to remove the animals from the college grounds. Those who
commit subsequent offenses will be charged with a misdemeanor, fined, and referred to the appropriate college
official for disciplinary action.
Adopted by the Board of Trustees: November 4, 1991
REDWOODS COMMUNITY COLLEGE DISTRICT
Board Policy
DRAFT BP 3570
Number Update only from Board of Trustees Policy No. 804/510
SMOKING
To enforce smoking and tobacco control regulations and procedures, the Chief Executive Officer is
authorized to:
•
•
•
•
Set enforcement standards for all District sites and campuses/sites;
Impose a fine for a first, second, and third offense and for each subsequent offense. The
amount of fines is to be determined by the Board, cannot exceed one hundred dollars ($100).
Direct that the District post signs stating its tobacco use policy on campus, as follows:
o the locations at which smoking or tobacco use is prohibited on campus
o the locations at which smoking or tobacco use is permitted on campus
Inform employees and students of the tobacco use policy and enforcement measures
For the purposes of this policy, smoking shall mean all uses of tobacco, including but not limited to cigar
smoking, cigarette smoking, pipe smoking, and chewing tobacco.
In order to protect students and staff who choose not to smoke from an unhealthy environment, the Board
prohibits smoking within buildings or facilities owned or leased by the District. Smoking is not allowed
except in designated smoking areas and campus parking lots which are at least twenty-five feet from
buildings.
These designated areas will be clearly marked as “Smoking Areas” and are noted on campus maps. All
other smoking and tobacco use in and on College of the Redwoods is expressly prohibited. Furthermore,
smoking is not allowed in college owned or leased vehicles.
Violators will be subject to appropriate disciplinary action.
Tobacco and related products will not be sold or promoted on any other campus of the District.
Former Board of Trustees Policy No. 804/510, number change only on June 5, 2012
Adopted by Board of Trustees: December 19, 1977 Amended: June 1, 1987 ; May 2, 1994 ; October 9, 1995 , June 1, 2004
REDWOODS COMMUNITY COLLEGE DISTRICT
Administrative Procedure
DRAFT AP 3570
Number Update only from Administrative Regulation No. 804.01/510.01
SMOKING ON CAMPUS
The Board prohibits smoking and other tobacco use by individuals except in designated areas. Smoking is
permitted in designated smoking areas and in campus parking lots.
Faculty enforcements of the “No Smoking” regulation in classrooms is required.
Smoking is not allowed except in designated smoking areas and campus parking lots which are at least
twenty-five feet from buildings.
Smoking is prohibited inside any indoor area of any campus building, except for designated
smoking areas lots and residential space.
These designated areas will be clearly marked as “Smoking Areas” and are noted on campus maps. All
other smoking and tobacco use in and on College of the Redwoods is expressly prohibited. Furthermore,
smoking is not allowed in college owned or leased vehicles.
“Residential space” means a private living area, but does not include common areas such as lobbies,
lounges, waiting areas, elevators, stairwells, and restrooms that are a structural part of a
multi-complex building such as a dormitory.
Smoking is prohibited in any enclosed place of employment on campus, including lobbies, lounges,
waiting areas, stairwells, and restrooms that are a structural part of any building that is a place of
employment.
Former Administrative Regulation No. 804.01/510.01, number change only on June 5, 2012
Approved by Board of Trustees June 1, 1987 Revised:
May 2, 1994 , June 1, 2004
REDWOODS COMMUNITY COLLEGE DISTRICT
Board Policy
DRAFT BP 3720
Number Update only from Board of Trustees Policy No. 824
USE OF INFORMATION RESOURCES COMPUTER AND NETWORK USE
The Administration will establish regulations that define acceptable uses of College information resources.
These regulations shall address such uses as copyrights and licenses, integrity of information resources,
unauthorized access, privacy, and political, personal, Internet, and commercial use.
Among the information resources to be included are microcomputers, computer systems, networks, message
systems, facsimile machines, copy machines, telephones, Web Pages, and the Internet. The primary users of
these resources are students, faculty, and staff.
Unacceptable use is prohibited and may be grounds for loss of computing privileges, as well as discipline
and/or legal sanctions under federal, state, and local law.
Employees and students who use District computers and networks and the information they contain,
and related resources have a responsibility not to abuse those resources and to respect the rights of
others. The Chief Executive Officer shall establish procedures that provide guidelines to students
and staff for the appropriate use of information technologies. The procedures shall include that
users must respect software copyrights and licenses, respect the integrity of computer-based
information resources, refrain from seeking to gain unauthorized access, and respect the rights of
other computer users.
References:
Education Code Section 70902;
Government Code Section 3543.1(b);
Penal Code Section 502;
Cal. Const., Art. 1 Section 1;
17 U.S. Code Sections 101 et seq.
Former Board of Trustees Policy No. 824, number update only on June 5, 2012
Adopted, Board of Trustees: April 6, 1998
REDWOODS COMMUNITY COLLEGE DISTRICT
Administrative Procedure
DRAFT AP 3720
Number Update only from Administrative Regulation No. 824.01
USE OF INFORMATION RESOURCES COMPUTER AND NETWORK USE
The District Computer and Network systems are the sole property of Redwoods Community College
District. They may not be used by any person without the proper authorization of the District.
The Computer and Network systems are for District instructional and work related purposes only.
This procedure applies to all District students, faculty, and staff and to others granted use of District
information resources. This procedure refers to all District information resources whether
individually controlled or shared, stand-alone or networked. It applies to all computer and
computer communication facilities owned, leased, operated, or contracted by the District. This
includes personal computers, workstations, mainframes, minicomputers, and associated
peripherals, software and information resources, regardless of whether used for administration,
research, teaching, or other purposes.
Conditions of Use
Individual units within the District may define additional conditions of use for information
resources under their control. These statements must be consistent with this overall procedure but
may provide additional detail, guidelines, or restrictions.
Legal Process
This procedure exists within the framework of the District Board Policy and state and federal laws.
A user of District information resources who is found to have violated any of these policies will be
subject to disciplinary action up to and including but not limited to loss of information resources
privileges; disciplinary suspension or termination from employment or expulsion; or civil or
criminal legal action.
The following regulations are established to define acceptable uses of district records and information
resources, which include microcomputers, computer systems, networks, message systems, facsimile
machines, copy machines, telephones, Web pages, and the Internet. The primary users of these resources are
students, faculty, and staff, although some resources are available to the general public at the district's
Learning Resource Center (LRC) or in the form of publicly accessible district Web pages.
A. Copyrights and Licenses. Computer users must respect the legal protection of copyright and license
agreements for software, data, and other online information.
1
Copying. Software protected by copyright must not be copied except as specifically stipulated by the
owner of the copyright or as otherwise permitted by copyright law. Protected software may not be copied into,
from, or by any district facility or system, except pursuant to a valid license or as otherwise permitted by
copyright law.
2
Number of Concurrent Users. Software license agreements must be respected and strictly followed in
every case. If a software license is based on concurrent use, then the number and distribution of copies must be
handled in such a way that the number of concurrent users does not exceed the number licensed by the district.
3
Copyrights. In addition to software, all other copyrighted information (text, images, icons, programs,
etc.) retrieved from computer or network resources must be used in conformance with applicable copyright and
other law. Copied material must be properly attributed. Plagiarism of computer information is subject to the
same sanctions that apply to plagiarism in any other media.
B. Integrity of Information Resources. Users must respect the integrity of information resources; for
example, users shall not intentionally use computer resources in a wasteful or inappropriate manner or
develop computer programs that harass other users or infiltrate a computer or system and/or damage or
alter the software components of a computer or system.
1. Modification or Removal of Equipment. Computer users must not attempt to modify or remove district
computer equipment, software, or peripherals without proper authorization.
2. Installation of Equipment. In order to ensure proper configuration and safeguard network security and
performance, no computers or printers may be attached to the district's network or telephone lines except by
means of a Work Request submitted to the Information Technology Technical Support Services group (or
appropriate system administrator at a particular site). The only exceptions to the foregoing are the following:
a. Day-use placement of personal laptop computers within specifically posted areas in the district's libraries,
LRC, or other designated sites (in which case local dial-tone service, for access to existing local ISP accounts,
shall be offered rather than direct connection to the district's network); and
b. Temporary connection of specific sets of district-owned and controlled computers to specific district wireless
network access points intended to support those computers. Any unauthorized installation of general network
access devices, such as routers, hubs, sniffers, or wireless access points is strictly prohibited and constitutes a
serious breach of student or employee conduct.
3. Encroaching on Others' Access and Use. Computer users must not encroach on others' access and use of the
district's computers. This includes, but is not limited to: the sending of excessive messages or chain letters,
either locally or off-campus; printing excess copies of documents, files, data, or programs; unauthorized
modification of system facilities, operating systems, programs, or data; attempting to crash or otherwise make
unavailable a district computer or network; and damaging or vandalizing district computing facilities,
equipment, cabling, software, or computer files.
4. Unauthorized, Destructive, or Resource-sharing Programs. Computer users must not intentionally develop or
use programs that disrupt other computer users or that attempt to access private or restricted portions of the
system and/or damage the software or hardware components of the system. Computer users must take all
reasonable precautions to ensure that they do not acquire or propagate "malware" agents, including viruses,
trojans, or worms, which interfere with other computer users or which compromise the integrity or operation of
the district's computing network in part or in whole. Also, unless explicitly authorized by a district official, the
use of any district network or computers for resource-sharing, in conjunction with or on behalf of outside
parties, is forbidden. Some examples of such disallowed resource-sharing include peer-topeer file sharing (e.g.,
Kazaa or Napster), CPU sharing (e.g., "SETI @ home"), or other externally accessible services (e.g.,
unauthorized deployment of Web servers, mail servers, or streaming-media servers). Unauthorized services or
protocols may be blocked at network gateways or firewalls at the district's discretion. The use of any
unauthorized or destructive program, service, or outside connection may result in legal civil action for damages
or other punitive action by any injured party, including the district, as well as criminal action.
5. computers for any use other than that permitted by the lab instructor's directives or by lab, library, or LRC
policies. In particular, actions that are disruptive of instruction-such as the use of external e-mail services or
accounts, Instant Messaging or similar chat mechanisms, and non-instruction-related Web browsing--are not
permitted in labs during class sessions unless explicitly authorized by the lab instructor.
C. Unauthorized Access. Computer users must refrain from seeking to gain unauthorized access to
information resources or enabling unauthorized access.
1
Abuse of Computing Privileges. Users of district information resources must not deploy any programs
or techniques intended to gain for themselves or others access to or control over system resources for which
they have not been officially authorized. Computer users must not use a computer account that they are not
authorized to use, must not mask the identity of any login account or machine that they use, and must not engage
in any action intended to cause a disruption or "denial of service" to any computer or system belonging either to
the district or to outside parties. Unauthorized access or destructive actions directed at outside networks or
computer systems using district resources will be treated as an abuse of district computing privileges. Use of a
district computer resource in an attempt to misrepresent oneself as another party or as an agent of the district is
forbidden.
2
Reporting Problems. Any malfunctioning computer work station must be reported to the appropriate
authority at that location, such as a lab instructor, lab monitor, or library assistant. Users must not attempt to
repair malfunctioning equipment except as part of a class lesson under the supervision of an instructor or
instructional assistant. Any defects discovered in system accounting or system security must be reported to the
appropriate system administrator so that steps can be taken to investigate and solve the problem. Users who
suspect that their district-provided computers or network accounts have been accessed without their permission
are expected to change their passwords and must report the suspected activity to a district official.
3
Password Protection. Responsible use includes choosing passwords that are not identical to the user's
logon ID or otherwise easily deduced by others. A computer user who has been authorized to use a
password-protected account may be subject to civil and criminal liability, and/or employee discipline, if the
user discloses the password or otherwise makes the account available to others without permission of the
administrator who made the authorization. Users should be aware that outsiders may attempt to impersonate
administrators and technicians in an attempt to obtain users' passwords. Users must, therefore, require
appropriate, verifiable identification from anyone asking them to divulge their password.
D. Privacy. Computer users must respect the privacy of other computer users. An attempt to circumvent
mechanisms and systems to gain unauthorized access to any system or to private information is a violation
of district policy and may violate applicable laws. Although the district will attempt to protect the privacy of
individual user's data and files, authorized system administrators may obtain access to computer users' files,
including electronic mail, as necessary to service or troubleshoot network issues, as part of monitoring
network traffic flows, or to investigate suspected violations of this policy, including unlawful activity.
System administrators will report suspected unlawful or improper activities to the proper district
administrator or legal officials.
1
Unlawful Messages. Electronic communication facilities (such as mail, voice, or systems with similar
functions) are intended for legitimate district-related activities only. System users are prohibited from sending
fraudulent, harassing, obscene, threatening, or abusive messages and are cautioned that such messages may
violate applicable federal, state, or local laws as well as the district's Student Code of Conduct (Administrative
Regulation 505.01). All message systems are available for review by authorized institutional representatives in
the event that violations of this policy are suspected.
2
E-mail Lists. Users must respect the purpose and charters of computer mailing lists. The user of an
electronic mailing list is responsible for determining the purpose of the list before sending messages to or
receiving messages from the list. Subscribers to an electronic mailing list will be viewed as having solicited any
material delivered by the list as long as that material is consistent with the purpose of the list. Persons sending to
a mailing list any materials that are not consistent with the purpose of the list will be viewed as having sent
unsolicited material.
3
Advertisements. In general, the district's electronic communication facilities should not be used to
transmit commercial or personal advertisements, solicitations, or promotions (See Section E.5, Commercial
Use, below).
4
Information Belonging to Others. Users must not intentionally seek or provide information on, obtain
copies of, or modify data files, programs, or passwords belonging to other users without the permission of those
other users.
5
Confidentiality. The district does not exist in isolation from other communities and jurisdictions and
their laws. Under some circumstances, as a result of investigations, subpoena, or lawsuits, the district may be
required by law to provide electronic or other records or information relating to use of information resources.
6
Electronic Communications Privacy. While reasonable attempts are made to ensure the privacy of
electronic communication, including electronic mail, there is no guarantee that these communications are
private. Messages sent over the Internet may be intercepted or divulged by various means, including actions of
external senders or recipients. In addition, as noted at the beginning of this section (Section D, Privacy),
routine system operations as well as the investigation of policy violations or crimes may result in the
divulging of e-mail messages.
E. Political, Personal, Internet, Web-page, and Commercial Use. The district is subject to specific federal,
state and local laws regarding sources of income, use of real estate, and similar matters. It also is a
contractor with government and other entities and thus must assure proper use of property under its control
and allocation of overhead and similar costs.
1
Political Use. The district information resources must not be used for partisan political activities where
prohibited by federal, state, or other applicable laws, and may be used for other political activities only when in
compliance with federal, state, and other laws and in compliance with applicable district policies.
2
Personal Use. The district information resources should not be used for personal or private activities not
related to appropriate district functions, except in an incidental manner. Any such incidental use must not
violate any other portion of this policy. In the case of limited resources, such as a limited number of computers
in a library where students are waiting, educational purposes must always be given precedence over personal
use.
3
Internet Use. The use of district resources to access the Internet is a privilege and not a right. The
Internet and its resources are provided to support educational activities, including skills acquisition, research,
and academic inquiry. Use of computer resources to access the Internet must comply with all aspects of this
policy.
4
Web-page Use. The district may provide resources to students and faculty for the development of
Internet Web content in connection with specific instructional activities. All student-, faculty-, or
staff-developed Web pages must conform to copyright laws, relevant local, state, and federal laws, and these
and other district guidelines and policies.
5
Commercial Use. The district information resources must not be used for commercial purposes except
as permitted under other written policies of the district or with the written approval of a district officer having
the authority to give such approval. Any such commercial use must be properly related to district activities, take
into account proper cost allocations for government and other overhead determinations, and provide for
appropriate reimbursement to the district for taxes and other costs the district may incur by reason of the
commercial use. Users also are reminded that the district's ".edu" domain on the Internet has rules restricting or
prohibiting commercial use.
F. Prohibition Against Creation of a Hostile Work or Learning Environment. In conjunction with the values of
free speech and academic freedom, the district is committed to inclusiveness and diversity, reflecting
respect for the wide-ranging diversity of its population as well as for a diversity of good-faith opinions and
views. In light of that commitment, district information resources must not be intentionally used to transmit,
receive, store, or print material that is explicitly threatening, obscene, disruptive, or otherwise belittling or
intolerant of others, to the degree that it could thereby be construed as contributing to the creation of a
hostile work or learning environment.
G. Employee Responsibilities Related to Student Records, Including Electronic Records. Employees of the
district who have access to electronic student records must be aware of and comply with the district
regulations regarding the privacy of student records (specifically including AR 506.01, Student
Records). Compliance with these regulations includes, but is not limited to:
1.
2.
3.
4.
Maintaining security of records and information.
Maintaining appropriate privacy of records.
Avoiding inappropriate discussion of student records.
Destroying and/or deleting records when appropriate.
H. Violations. Violation of regulations regarding the use of information resources and/or regulations
related to student records is grounds for imposing disciplinary action up to and including expulsion,
dismissal from employment, and/or legal action.
Former Administrative Regulation No. 824.01, number change only on June 5, 2012
Approved: April 6, 1998 Revised:
11/5/02; 6/3/03
REDWOODS COMMUNITY COLLEGE DISTRICT
Board Policy
DRAFT BP 3810
Number change only from Board of Trustees Policy No.825
CLAIMS AGAINST THE DISTRICT
Any claims against the District for money or damages, which are not governed by any other statutes or
regulations expressly relating thereto, shall be presented and acted upon in accordance with Title I, Division
3.6, Part 3, Chapter 1 (commencing with Section 900) and Chapter 2 (commencing with Section 910) of the
California Government Code.
Claims must be presented according to this policy and related procedures as a prerequisite to filing suit
against the District.
Claims that are subject to the requirements of this policy include, but are not limited to, the following:
•
Claims by public entities: claims by the state or by a state department or agency or by another public entity.
•
Claims for fees, wages, and allowances: claims for fees, salaries or wages, mileage, or other expenses and
allowances.
The designated place for service of claims, lawsuits, or other types of legal process upon the District is:
Redwoods Community College District
7351 Tompkins Hill Road Eureka , CA 95501-9300
Attention: President/Superintendent
References: Education Code Section 72502 and Government Code Sections 900 et seq.; 910
Former Board of Trustees Policy No. 825, number change only on June 5, 2012
Adopted by the Board of Trustees: 11/4/03
REDWOODS COMMUNITY COLLEGE DISTRICT
Board Policy
Proposed BP 1200
District Mission
College of the Redwoods puts student success first by providing accessible and
relevant outstanding developmental, career technical, and transfer education enhanced
by targeted instructional support strategies. The College partners with the community
to contribute to the economic vitality and lifelong learning needs of its service area. We
The College continually assesses student learning and institutional performance and
practices to embrace diversity, healthy community environment and improve upon the
programs and services we offer, all to promote student learning.
Reference: ACCJC Standard I.A
Adopted: August 15, 1977
Amended: July 12, 2011
Amended:
REDWOODS COMMUNITY COLLEGE DISTRICT
Board Policy
BP 7387
PRE-RETIREMENT REDUCTION OF WORKLOAD
A reduced workload leave of absence may be granted to regular employees who wish to
reduce their workload from full-time to part-time duties in accordance with Education
Code and Government Code.
The President/Superintendent shall establish procedures for employees who wish to
participate in a reduced workload as authorized by law, PERS, STRS, and any collective
bargaining agreements entered into by the District.
Reference: Education Code Sections 22713; 44922; 45139; 87483; 88038; 89516; and
Government Code Sections 20815; 20900; 20905; and 53201.
Approved: NEW
REDUCED WORKLOAD PROGRAM
Initiation of Request: The option of reduced-load employment must be exercised at the timely
request of the employee and by the mutual consent of the District.
Eligibility Requirements:
A. The member must have reached the age of 55 prior to reduction in workload. The
member's last year of eligibility is the year of his/her 70th birthday.
B. The member must have been employed in a full-time position requiring certification for
at least ten years, of which the immediately preceding five years were full-time
employment. For purposes of the Reduced Workload Program, a member of the State
Teacher's Retirement System is considered to have been employed full-time if there was
as agreement between the member and the employer to perform service equal to that
required by the governing board of other full-time employees in similar grades and
positions to receive a full-time compensation for each day the schools of the district were
maintained during the school year. On-the-job performance is not required. As long as
there was an agreement to perform full-time service at the beginning of the school year,
the employee will still be considered as being employed full-time if he or she is
unavoidably absent due to illness, bereavement, etc., during the school year. Sabbaticals
and other approved leaves do not constitute a break in service. Such leave, however, is
1
not used to compute the five years' full-time service requirement prior to entering the
program.
C. The certificated member in community colleges who is a participant in good standing in
the State Teachers' Retirement System may hold any position.
Participation Requirements:
A. The minimum Reduced Workload employment shall be the equivalent of at least half Of
the number of days of service required by the contract of employment during the last year
served in a full-time certificated position. This requirement can be met in many different
ways. The employee can work at least 1/2 time for the complete year; full-time for at
least 1/2 year, etc. The measurement of full and half workload will be by Teacher Load
Units (TLU).
B. The member shall be paid a salary that is the pro rata share of the salary that would have
been earned had the member not elected to enter the Reduced Workload Program. The
salary received must be at least half the salary the member would have earned on a
fulltime basis. If the member is paid less than half of the full-time salary, the minimum
participation requirement will not have been met. It is mandatory that both the minimum
salary and minimum employment requirements are met. If the member has a contract
requiring more or actually serves more than half time, but is not paid at least half fulltime salary, the participation requirements will not have been met and the member will
not be entitled to a full year of service credit. All contracts will be written to provide for
more work than half time so that the member who takes an unanticipated leave for
bereavement, illness, etc., and is docked, will still meet the minimum equivalent of half
the number of days and be paid at least half salary. If this cannot be done, the member
must make up any days docked in the same school year if the participation requirements
are to be met.
C. The employer and employee must contribute to the STRS 12.50% and 8%, respectively,
of the full-time compensation the employee would have earned if employed on a fulltime
basis.
D. The employee cannot participate in the plan for more than five years or beyond the year
in which the 70th birthday falls, whichever comes first. During the period of
participation, the employee is entitled to all other rights and benefits for which payments
are made that would be required if employed full-time, including health benefits as
provided in Section 53201 of the Government Code. The employee failing to meet any
of the above requirements will receive only that service credit based on the ratio of
earnings to earnable salary, and will not receive the service credit that would have been
received if employed on a full-time basis.
Administrative Requirements:
2
A. The agreement or contract must be executed by the employer and member, in writing, and
submitted to the State Teachers' Retirement System through the County Superintendent
of Schools to arrive at STRS at least 15 days prior to the participation in the Reduced
Workload Program at the beginning of the school year or before the beginning of the
second half of the school year, if only the second half is to be considered Reduced
Workload service.
B. The participant must be identified and reported to STRS in accordance with the
County/District Procedures Manual instructions.
C. Contributions for the participant and employer must be submitted to STRS based on the
amount the participant would have earned if employed on a full-time basis regardless of
the schedule of employment.
Former Board of Trustees Policy No. 336, number change only on August 7, 2012
Adopted by Board of Trustees: February 2, 1982
Revised: August 5, 1985
3
REDWOODS COMMUNITY COLLEGE DISTRICT
Administrative Procedure
AP 7387-P
PRE-RETIREMENT REDUCTION OF WORKLOAD FOR PERS MEMBERS
ELIGIBILITY REQUIREMENTS:
1. The employee must be a member of the Public Employees Retirement System (PERS.
2. The employee must have reached the age of 55 prior to the reduction in workload and
may not participate beyond the age of 70.
3. The employee must have 10 years of full-time service and the immediately preceding five
years must be without a break in service.
4. Transfer to the reduced work time is optional to the employee and termination from the
program requires the employee and employer consent.
5. Salary shall be a pro-rata share of the active salary that would have been earned had the
employee not elected to enter the pre-retirement reduction of workload program.
6. During the reduced workload period, no benefit entitlements shall be lost, including
health, survivor benefits, disability benefits, and retirement.
7. The minimum part-time employment level must be 50% of the employee’s previous fulltime employment.
8. Participation in this pre-retirement reduction of workload program shall not exceed five
years, nor extend beyond the end of the school year during which the employee reaches
the age of 70.
EMPLOYEE/EMPLOYER OBLIGATIONS:
1. Notification dates: An employee requesting participation in the pre-retirement reduction
of workload program must apply at least 120 days in advance of the period of reduced
load or at a later time based on mutual consent of the District, Employee, and any
representative bargaining unit, if applicable.
a. The request must be initiated by the employee and forwarded through the
supervisor to the appropriate senior administrator.
b. Final approval of employee participation shall be obtained by the Board of
Trustees through the monthly board personnel action report.
2. The employee shall pay member contributions based on the full-time earnings reported
by Payroll. This will result in full service credit and benefits based on full salary levels.
3. The payroll office shall:
a. Verify eligibility of the employee and maintain the necessary records to identify
the employees involved in the program.
b. Report to PERS employees under the reduced worktime program as if they had
worked full time (i.e., report the pay rate and earnings the employee would
receive if he/she works full time).
4. Unless otherwise provided through a collective bargaining agreement, the District
reserves the right to deny granting a pre-retirement reduction of workload if doing so
1
would create unusual or difficult staffing problems. A denial of participation in the
program shall only be temporary and the employee may reapply for the program within
the request timelines for a later date.
Reference: Education Code Sections 22713; 44922; 45139; 87483; 88038; 89516; and
Government Code Sections 20815; 20900; 20905; and 53201.
Approved:
2
REDWOODS COMMUNITY COLLEGE DISTRICT
Administrative Procedure
AP 7387-S
PRE-RETIREMENT REDUCTION OF WORKLOAD FOR STRS MEMBERS
ELIGIBILITY REQUIREMENTS:
1. The employee must be a member of the State Teachers Retirement System (STRS).
2. The employee must have reached the age of 55 prior to the reduction in workload and
may not participate beyond the age of 70.
3. The employee must have 10 years of full-time service and the immediately preceding five
years must be without a break in service.
4. Transfer to the reduced work time is optional to the employee and termination from the
program requires the employee and employer consent.
5. Salary shall be a pro-rata share of the active salary that would have been earned had the
employee not elected to enter the pre-retirement reduction of workload program.
6. During the reduced workload period, no benefit entitlements shall be lost, including
health, survivor benefits, disability benefits, and retirement.
7. The minimum part-time employment level must be 50% of the employee’s previous fulltime employment.
8. Participation in this pre-retirement reduction of workload program shall not exceed five
years, nor extend beyond the end of the school year during which the employee reaches
the age of 70.
9. Sabbaticals and other approved leaves do not constitute a break in service, however, such
leaves are not used to compute the five-years full-time service requirement prior to
entering the program.
EMPLOYEE/EMPLOYER OBLIGATIONS:
1. Notification dates: An employee requesting participation in the pre-retirement reduction
of workload program must apply at least 120 days in advance of the period of reduced
load or at a later time based on mutual consent of the District, Employee, and any
representative bargaining unit, if applicable.
a. The request must be initiated by the employee and forwarded through the
supervisor to the appropriate senior administrator.
b. Final approval of employee participation shall be obtained by the Board of
Trustees through the monthly board personnel action report.
2. The employee shall pay member contributions based on the full-time earnings reported
by Payroll. This will result in full service credit and benefits based on full salary levels.
1
3. The payroll office shall:
a. Verify eligibility of the employee and maintain the necessary records to identify
the employees involved in the program.
b. Report to STRS employees under the reduced worktime program as if they had
worked full time (i.e., report the pay rate and earnings the employee would
receive if he/she works full time).
4. Participation in the program must be for a full academic year, however, the 50%
reduction may take place over the whole academic year or full time in one semester and
complete leave in the other semester.
5. Unless otherwise provided through a collective bargaining agreement, the District
reserves the right to deny granting a pre-retirement reduction of workload if doing so
would create unusual or difficult staffing problems. A denial of participation in the
program shall only be temporary and the employee may reapply for the program within
the request timelines for a later date.
Reference: Education Code Sections 22713; 44922; 45139; 87483; 88038; 89516; and
Government Code Sections 20815; 20900; 20905; and 53201.
Approved:
REDWOODS COMMUNITY COLLEGE DISTRICT
Board Policy
BP 7387
Number Update only from Board of Trustees Policy No. 336
REDUCED WORKLOAD PROGRAM
Initiation of Request: The option of reduced-load employment must be exercised at the
timely request of the employee and by the mutual consent of the District.
Eligibility Requirements:
A. The member must have reached the age of 55 prior to reduction in workload. The
member's last year of eligibility is the year of his/her 70th birthday.
B. The member must have been employed in a full-time position requiring certification
for at least ten years, of which the immediately preceding five years were full-time
employment. For purposes of the Reduced Workload Program, a member of the State
2
Teacher's Retirement System is considered to have been employed full-time if there
was as agreement between the member and the employer to perform service equal to
that required by the governing board of other full-time employees in similar grades
and positions to receive a full-time compensation for each day the schools of the
district were maintained during the school year. On-the-job performance is not
required. As long as there was an agreement to perform full-time service at the
beginning of the school year, the employee will still be considered as being employed
full-time if he or she is unavoidably absent due to illness, bereavement, etc., during
the school year. Sabbaticals and other approved leaves do not constitute a break in
service. Such leave, however, is not used to compute the five years' full-time service
requirement prior to entering the program.
C. The certificated member in community colleges who is a participant in good standing in the
State Teachers' Retirement System may hold any position.
Participation Requirements:
A. The minimum Reduced Workload employment shall be the equivalent of at least half
of the number of days of service required by the contract of employment during the
last year served in a full-time certificated position. This requirement can be met in
many different ways. The employee can work at least 1/2 time for the complete year;
full-time for at least 1/2 year, etc. The measurement of full and half workload will be
by Teacher Load Units (TLU).
B. The member shall be paid a salary that is the pro rata share of the salary that would have
been earned had the member not elected to enter the Reduced Workload Program. The salary
received must be at least half the salary the member would have earned on a full­ time basis.
If the member is paid less than half of the full-time salary, the minimum participation
requirement will not have been met.
It is mandatory that both the minimum salary and minimum employment
requirements are met. If the member has a contract requiring more or actually serves
more than half time, but is not paid at least half full-time salary, the participation
requirements will not have been met and the member will not be entitled to a full year
of service credit. All contracts will be written to provide for more work than half time
so that the member who takes an unanticipated leave for bereavement, illness, etc.,
and is docked, will still meet the minimum equivalent of half the number of days and
be paid at least half salary. If this cannot be done, the member must make up any
days docked in the same school year if the participation requirements are to be met.
C. The employer and employee must contribute to the STRS 12.50% and 8%, respectively, of
the full-time compensation the employee would have earned if employed on a full­ time
basis.
3
D. The employee cannot participate in the plan for more than five years or beyond the
year in which the 70th birthday falls, whichever comes first.
During the period of participation, the employee is entitled to all other rights and
benefits for which payments are made that would be required if employed full-time,
including health benefits as provided in Section 53201 of the Government Code.
The employee failing to meet any of the above requirements will receive only that
service credit based on the ratio of earnings to earnable salary, and will not receive the
service credit that would have been received if employed on a full-time basis.
Administrative Requirements:
A. The Agreement or contract must be executed by the employer and member, in writing, and
submitted to the State Teachers' Retirement System through the County Superintendent of
Schools to arrive at STRS at least 15 days prior to the participation in the Reduced Workload
Program at the beginning of the school year or before the beginning of the second half of the
school year, if only the second half is to be considered Reduced Workload service.
B. The participant must be identified and reported to STRS in accordance
with the County/District Procedures Manual instructions.
C. Contributions for the participant and employer must be submitted to STRS based on
the amount the participant would have earned if employed on a full-time basis
regardless of the schedule of employment.
Former Board of Trustees Policy No. 336, number change only on August 7, 2012
Adopted by Board of Trustees: February 2, 1982
Revised: August 5, 1985
4
Redwoods Community College District
Administrative Procedure
AP 3440
SERVICE ANIMALS
The Redwoods Community College District District Board Policy addresses the colleges’
compliance with the Americans with Disabilities Act (ADA) and Section 504 of the
Rehabilitation Act. The following procedures implement Board Policy 5640 with regard to the
use of service animals in district facilities and on college campuses.
The purpose of these guidelines and procedures is to ensure that individuals with disabilities who
have service animals can participate in and benefit from district-wide services, programs, and
activities, and to ensure compliance with Title II of the ADA (28 C.F.R. § 36.104) and state
antidiscrimination laws.
I
DEFINITIONS
Disability - A disability is a physical or mental impairment that substantially limits one or more
major life activities of an individual; a record of having such an impairment, or being regarded as
having such an impairment (Title I of the ADA Regulations, 29 C.F.R. § 1630.2 (g)).
Handler – A person with a service animal.
Service Animal - A service animal is any guide dog, signal dog, or other animal individually
trained to work or perform tasks for the benefit of an individual with a disability, including but
not limited to, guiding individuals with impaired vision, alerting individuals with impaired
hearing to intruders or sounds, providing minimal protection or rescue work, pulling a
wheelchair, or fetching dropped items (Title III of the ADA applicable to private entities). While
service animals have been traditionally identified as dogs, it should be noted that ADA currently
considers dogs or miniature horses to be used as service animals. A service animal is sometimes
called an assistance animal.
A companion animal used for its calming influence or a domestic pet is not considered to be a
service animal.
Service Animal Tasks – A service animal may be trained to perform a variety of services
depending on the nature of the disability. Examples include, but not limited to:
•
•
•
For someone with a visual impairment: obstacle avoidance, signaling changes in
elevation, and locating objects.
For someone with a hearing impairment: alerting to specific sounds and other tasks such
as retrieve unheard dropped objects.
For someone with mobility or other health impairment: retrieving, carrying, tugging,
pulling, bracing, and calling for emergency help.
•
•
For someone with a seizure disorder: tasks supporting an individual before, during, and
after a seizure.
For someone with autism: tasks may include alerting the individual of distracting
repetitive movements.
II. GENERAL RULE REGARDING SERVICE ANIMALS
Occasional use of a service animal in district facilities and on District college campuses (i.e.,
attendance at a concert or special event) may not be challenged except if the use of the animal
poses a direct threat to the health or safety of other persons, or if the presence of the service
animal will result in a fundamental alteration of the service, program or activity involved. (Title
II of the ADA Regulations, 28 C.F.R. § 130 [b] [7])
Enrolled students wishing to be accompanied to class by a service dog on a regular basis as an
accommodation are strongly recommended to notify the Disabled Students Programs and
Services (DSP&S) Office. Staff may ask: (1) Is the dog a service animal required because of a
disability? (2) What work or task has the dog been trained to perform? As a general rule, the
colleges will modify policies, practices, and procedures to permit the use of a service animal by
an individual with a disability. When appropriate, students may be issued documentation
verifying that the animal is a service animal to be used at the college.
A person with a disability wishing to be accompanied on campus by a miniature horse should
contact the DSP&S office for an assessment for a miniature horse, which will include the
following four factors: (1) whether the miniature horse is housebroken; (2) whether the miniature
horse is under the owner’s control; (3) whether the facility can accommodate the miniature
horse’s type, size, and weight; and (4) whether the miniature horse’s presence will not
compromise legitimate safety requirements necessary for safe operation of the facility. (Title II
of the ADA Regulations, 28 C.F.R. 35.136 [i])
III. RESTRICTIONS/AREAS OF SAFETY
The District imposes some restrictions on service animals for safety reasons. Restrictions may
include but are not limited to nursing and health sciences programs, food services programs,
rooms with heavy machinery, custodial closets, areas where protective clothing is required, or
areas that can pose a safety risk to the animal. Restrictions are considered individually to
determine if the animal poses a possible danger or could be in possible danger and to determine
if other reasonable accommodations can be provided to assure the student equal access to the
activity. Questions about restrictions on service animals should be directed to the college DSP&S
Coordinator, Vice President for Student Support Services CIO/CSSO, or District Human
Resources Department Director of Human Resources.
IV. RESPONSIBILITIES OF FACULTY, STAFF, AND STUDENTS
Members of the college community are responsible for the following:
•
Allowing a service animal to accompany the partner/handler at all times and in public
area on district property.
•
Not petting a service animal; petting a service animal when the animal is working
distracts the animal from the task at hand.
•
Not feeding a service animal.
•
Not deliberately provoking a service animal.
•
Not separating or attempting to separate a partner/handler from his or her service animal.
V. RESPONSIBILITIES OF SERVICE ANIMAL HANDLERS
An individual with a service animal (handler) is responsible for the following:
Ensuring that the animal meets any licensing requirements of the state of California. (The animal
must be immunized against diseases common to that type of animal. Dogs are required to wear
an owner identification tag, a current rabies tag, and a dog license tag at all times.) California
Health and Safety Code Section 121690(a); County Ordinance Section 541-32(a)
•
For the rabies vaccination and licensing requirement
•
Generally ensuring that the animal is on a leash at all times.
•
Controlling the animal at all times. The care and supervision of an animal is solely the
responsibility of its handler.
•
Ensuring that all city ordinances or other laws regarding are followed cleaning up after
the animal and dispose of waste. defecates are followed. Individuals with disabilities who
physically cannot clean up after their own service animals are not be required to pick up
and dispose of waste feces. However these individuals should use marked service animal
toileting areas where provided.
•
Ensuring that the animal behaves properly in public settings.
•
Ensuring that the animal is in good health. If the animal becomes ill, the handler must
remove it from the area and college staff may require it to leave.
•
Complying with the RCCD district Code of Student Conduct.
VI. TEMPORARY EXCLUSION OF SERVICE ANIMALS AND ACCESS ANIMALS
A college community member may request the exclusion of a service animal or access animal if
he or she believes the handler is not complying with the responsibilities listed above. Such a
request should be made to the college DSP&S Coordinator, Vice President for Student Support
Services CIO/CSSO, or District Human Resources Department Director of Human Resources.
In response to a request, the DSP&S Coordinator, Vice President for Student Support Services
CIO/CSSO, or District Human Resources Department Director of Human Resources will:
•
Inform the handler of the reason that the animal is being asked to leave campus or
district facility, investigate the appropriateness of the request, and determine whether the
animal should be excluded from the campus or district facility.
•
If the DSP&S Coordinator, Vice President for Student Support Services CIO/CSSO,
or District Human Resources Department Director of Human Resources determines the
animal should be excluded he or she must:
a) Inform the individual that the Vice President for Student Services CIO/CSSO
or District Human Resources Department Director of Human Resources must be
contacted before the animal may return to campus.
b) Report the incident in writing to the Vice President for Student Services CIO/CSSO
or the District Human Resources Department Director of Human Resources at the
earliest opportunity.
c) In the event of an emergency involving a student’s service animal or access animal,
the Vice President for Student Support Services CIO/CSSO and DSP&S Coordinator
will consult and work together with the student to resolve the situation.
d) An individual who does not agree with the resolution may file a complaint or
grievance following the district’s student complaint policy and procedures grievance
procedures (BP 5530 & AP 5530) (AR 400.5).
VII. CONFLICTING DISABILITIES
Students or employees with medical issues that are impacted by animals (such as respiratory
diseases) should contact the college DSP&S office or District Human Resources Department if
they have a concern about exposure to a service animal or access animal. The individual may be
asked to identify his/her disability and need for an accommodation, and would need to comply
with all RCCD district procedures regarding accommodations. In consultation with the Vice
President for Student Support Services CIO/CSSO, the DSP&S Coordinator and District Human
Resources Department Director of Human Resources will facilitate a process to resolve the conflict
that considers the conflicting needs/accommodations of all persons involved.
VIII. CLARIFYING AN ANIMAL’S STATUS
In many cases it is easy to discern whether or not an animal is a service animal by observing the
animal’s harness, cape, or backpack, or the individual’s disability. However, in other cases, an
animal may only have a leash or the partner’s disability is not visible. Therefore, it may be
appropriate to ask the student whether or not the dog is a service animal required because of a
disability and what tasks the dog has been trained to perform. RCCD district does not consider a
legitimate inquiry about whether an animal is or is not a service animal as a violation of policy.
As described in Section II, above, individuals may notify the DSP&S Office of their service
animal and be issued documentation verifying that the dog is a service animal to be used at the
College, which the individual could show RCCD district staff in lieu of answering questions
about the service animal. Other questions regarding the status of a service animal should be
referred to the DSP&S Coordinator, Vice President for Student Services CIO/CSSO, or District
Human Resources Department Director of Human Resources.
XI. EMERGENCY SITUATIONS
In the event of an emergency, the colleges’ emergency response personnel should be trained to
recognize service animals and to be aware that the animal may be trying to communicate the
need for help. The animal may become disoriented from the smell of smoke from a fire or
laboratory emergency, from sirens or wind noise, or from shaking and moving ground. The
partner and/or animal may be confused by the stressful situation. Emergency response personnel
should be aware that the animal is trying to be protective and, in its confusion, is not to be
considered harmful. Emergency response personnel should make every effort to keep the animal
with its partner. However, an emergency response personnel’s first effort should be toward the
partner; this may necessitate leaving an animal behind in certain emergency evacuation
situations.
REDWOODS COMMUNITY COLLEGE DISTRICT
Administrative Procedure
AP 3530
WEAPONS ON CAMPUS
All firearms, Tasers, knives, explosives, or any simulated weapons or facsimile
firearm, knife, or explosive, are prohibited on any District campus or at any
District center, or in any facility of the District. Prohibited knives include any dirk,
dagger, ice pick, switchblade, razor with an unguarded blade, or any knife having a
fixed blade longer than 2 1/2 inches.
Exceptions are:
• A weapon in the possession of a duly appointed law enforcement officer, an
honorable retired peace officer, a member of the military on official duty, or
authorized security guards licensed to carry the weapon.
• A weapon possessed by a District employee that is used for a lawful
purpose as an approved part of the employee’s job responsibilities.
• A weapon approved by the College President as instructional equipment.
• Weapons authorized for activities on firearms range facility.
• Any other exception required by law.
Any person who believes that he/she may legally and properly possess a firearm or
other weapon on campus or in a District center or other facility of the District must
notify the Public Safety Director and President’s office. Pursuant to Penal Code
626.9(h), individuals may not possess a firearm on campus without the written
approval of the College President or designee even if in possession of a concealed
weapons permit.
Only members of law enforcement agencies or students involved in training
presented by the Emergency Response Training Center are authorized to use the
range facility. Any training conducted at other campus buildings or locations will
use only simulated weapons and advance notice will be given to the campus
community, along with having signs posted in the area
References:
Penal Code Sections 626.9 and 626.10
REDWOODS COMMUNITY COLLEGE DISTRICT
Administrative Procedure
AP 7400
SUMMARY OF RULES APPLICABLE TO ALL TRAVEL:
1. ALL TRAVEL MUST BE APPROVED IN ADVANCE AS FURTHER DESCRIBED
BELOW.
1.2.
2.3.ONLY EXPENDITURES REQUIRED FOR COLLEGE BUSINESS WILL BE
REIMBURSED.
3.4.ONLY USUAL, CUSTOMARY, AND REASONABLE COSTS OF NECESSARY
EXPENDITURES WILL BE REIMBURSED.
4.5.THE REIMBURSEMENT RATE FOR ALL TRAVEL IS BASED ON THE LEAST COST
OR MOST ECONOMICAL MODE OF TRAVEL, REGARDLESS OF HOW THE
EMPLOYEE ACTUALLY CHOOSES TO TRAVEL.
5.6.ANY CASE OF SUSPECTED ABUSE OR MISUSE OF DISTRICT TRAVEL EXPENSE
ACCOUNTS MUST BE REPORTED TO THE CHIEF BUSINESS OFFICER.
6.7.THE PRESIDENT/SUPERINTENDENT MAY TEMPORARILY SUSPEND TRAVEL
AUTHORIZATIONS AT ANY TIME PURSUANT TO ACCREDITATION STANDARD
IIID AND ELIGIBILITY REQUIREMENT 17 – FINANCIAL RESOURCES.
Travel Rules:
1. Travel must may be authorized in advance by completing the Travel and Advance Request
Form to attend a conference, workshop, or meeting, or to perform other necessary services
for the District at the District’s expense.
2. All out-of-country travel must be preapproved by action of the Board of Trustees. All out-of-state
travel must be preapproved in writing by the President. Where in-state travel is planned in advance,
such travel must be preapproved in writing with the required signatures. Where in-state travel
occurs on an emergency or urgent basis, such travel must be preapproved by the immediate
supervisor or another manager with appropriate signing authority in writing or in an email prior to
the start of travel. In the rare emergency circumstance that travel must occur without preapproval,
approval must be obtained as soon as practical during the trip which shall include emailing the
immediate supervisor. In all cases a Travel and Advance Request Form must be completed and
submitted to the Business Office.
3. Pre-Trip Authorization: All travel must be approved in advance according to the deadlines
in this section. All travel must be authorized in writing and in advance according to the
deadlines in this Administrative Procedure and prior to financially committing to any travel
expense.
All travel must be authorized in writing and in advance according to the deadlines in this
Administrative Procedure and prior to financially committing to any travel expense.
3.1.
The appropriate levels of authority must sign and date the Travel and Advance
Request form indicating approval and certifying budget availability in accordance with
Board Policies and Administrative Procedures;
3.2.
All additional requirements of Board Policies and Administrative Procedures must be
met. All requests for preauthorization to travel must be documented by completing a
Travel and Advance/ReimbursementRequest Form available on the Business Office
website and obtaining authorization according to these deadlines:
3.2.1. For travel in California: Approval is required at least twenty-one (21) days in
advance by the employee's supervisor and appropriate senior administrator
prior to financially committing to any travel expense.
3.2.2. For US travel outside the State of California: Approval is required at least
twenty-one (21) days in advance by the President/Superintendent in addition to
the employee's supervisor and appropriate senior administrator prior to
financially committing to any travel expense.
3.2.3. For travel outside the United States: Approval is required at least thirty (30)
days in advance by the Board of Trustees in addition to the
President/Superintendent, the employee's supervisor, and appropriate senior
administrator prior to financially committing to any travel expense. Note that
the Board typically only meets monthly, so Board meeting notice requirements
must be met as well.
3.3.
Travel requests must be submitted with conference schedules, itineraries, and/or
meeting schedules, as required. Hotel room rates, air travel fares, conference fees and
all other charges known in advance must be noted on the Pre-Trip Travel
Authorization.Travel and Advance Request form in the Estimated Total Cost of Trip
section.
1.4.
2.5.The District will reimburse the usual, customary and reasonable costs of necessary expenses
for District business.
2.1.5.1. Expenses not required for District business and expenses in excess of the least
cost or most economical option shall not be claimed for reimbursement and will not be
reimbursed.
2.2.5.2.
Standard rates are noted below for certain categories below.
3.6.Lodging: Itemized receipts required.
3.1.6.1. Employees shall request a discounted room rate (government rate, state rate, etc.),
if available.
3.2.6.2. Rooms will be reimbursed at the single occupancy rate if one employee is in the
room or the double occupancy rate will be split between each employee’s travel
authorizationTravel Expense Reimbursement when shared with another District
employee.
6.3.
Lodging will only be reimbursed if travel is more than 50 miles from the employee’s
home.
3.3.6.4. On check-in the employee shall present a completed Hotel/Motel Transient
Occupancy Tax Waiver (waiver) form. Waiver forms are available on the Business
Office website and the California Department of General Services website.
Acceptance of the waiver form by the hotel/motel is strictly voluntary, and employees
may lodge at a hotel/motel that does not accept the waiver form.
3.4.6.5.
Non-commercial lodging shall be reimbursed at $15.00 per night.
3.5.6.6. The room cost Wwhenever possible, this fee should be paid for with a District
card instead of a check.must be noted on the Pre-Trip Authorization. Whenever
possible, this fee should be paid for with a District card instead of a check.
4.7.Meals: No receipts required as standard reimbursement rates always apply.
4.1.7.1. Meal allowances are provided up to 80% of the Federal Standard Per Diem Rate.
For 2016, the Federal Standard rate is $51.00. CR’s $3641.00 per day based onreflects
a rate of 89.00 for breakfast, $1011.00 for lunch, and $1821.00 for dinner.
4.2.7.2. No reimbursement will be provided for any meal that was included in a
conference, workshop, or meeting fee, or provided by the hotel/motel, including
continental breakfast.
4.3.7.3. Meal allowances on the initial day of travel are payable if it was necessary to
leave the work site, or residence on or before the following times 7:00 a.m. for
breakfast, 11:00 a.m. for lunch, and 5:00 p.m. for dinner.
4.4.7.4. Meal allowances on the day of return are payable if the return to the work site or
residence, exclusive of eating time, was on or after the following times 9:00 a.m. for
breakfast, 1:00 p.m. for lunch, and 7:00 p.m. for dinner.
5.8.Incidentals: Itemized receipts required for amounts in excess of $5.00 total per day,
otherwise no receipts required.
5.1.8.1. Miscellaneous expenses include such items as telephone, postage, reproduction
costs, facsimile charges, minor supplies, reasonable amount for tips, and internet
access.
5.2.8.2. Laundry expenses may be allowable when an employee's absence from regular
service extends beyond five nights.
5.3.8.3. One "safe on arrival" phone call is also allowed, one departure call is allowed, and
one call for any change of plans is allowed.
6.9.Air Travel: Itemized receipts required.
6.1.9.1. Tickets for air coach and checked baggage shall be purchased at the most
economical rate available. A reminder that the State’s rental car agreement allows for
one-way rentals with no drop-off fee, so an option may be a rental car to Redding,
Sacramento, or San Francisco coupled with air travel to the final destination.
6.2.
The airfare rate must be noted on the Pre-Trip Authorization.
6.3.9.2. Unused, non-refundable tickets must be reported on the Travel
Advance/Reimbursement form with documentation attached. Whenever possible, this
fee should be paid for with a District card instead of a check.
7.10. All drivers of rental vehicles and private vehicles – State and Federal requirements:
7.1.10.1. All District vehicles and drivers must comply with the California Vehicle Code
and Title 13 (Motor Carrier Safety).
7.2.10.2. All drivers of District-owned or leased vehicles, both on and off campus must
have a current license appropriate for the vehicle to be driven.
7.3.10.3. Any vehicle that carries more than ten (10) persons including the driver is defined
in the Vehicle Code as a bus. (Ca.V.C. Section 233). All operators of buses must have
a current Class B license and a current medical certificate (Ca, V.C.12505) on file with
the District. Personal vehicles shall not be used to transport more than 10 persons
including the driver for District business.
7.4.10.4. The District shall not operate or lease a 15-passenger van unless the driver holds
both a valid class B driver's license, and an endorsement for operating a passenger
transportation vehicle issued by the Department of Motor Vehicles. (Public Contract
Code § 10326.1) A "15-passenger van" is any van manufactured to accommodate 15
passengers, including the driver, regardless of whether that van has been altered to
accommodate fewer than 15 passengers.
7.5.10.5. The District will comply with the United States Department of Transportation
regulations implementing the Federal Omnibus Transportation Employee Testing Act
of 1991. Specifically, the District must comply with the regulations of the Federal
Highway Administration (FHWA) and, if applicable, the Federal Transit
Administration (FTA). (Ca.V.C. 34520). All individuals who operate the following
motor vehicles owned or leased by the District shall participate in a District approved
drug testing program:
7.5.1.10.5.1.
A vehicle with a gross combination weight of at least 26,001
pounds inclusive of a towed unit with a gross vehicle weight rating of more than
10,000 pounds;
7.5.2.10.5.2.
A vehicle with a gross vehicle weight of at least 26,001 pounds;
7.5.3.10.5.3.
A vehicle designed to transport 16 or more passengers, including
the driver; or
7.5.4.10.5.4.
A vehicle used to transport those hazardous materials found in the
Hazardous Materials Transportation Act.
7.6.10.6. The District shall comply with and use as the primary reference the United States
Department of Transportation Title 49, Code of Federal Regulation, part 395, which
regulates driver’s Hours of Service or (HOS). (Vehicle Code; 233, 34501):
Passenger-Carrying Drivers
10-Hour Driving Limit: May drive a maximum of 10 hours after 8 consecutive hours off duty.
15-Hour On-Duty Limit: May not drive after having been on duty for 15 hours, following 8
consecutive hours off duty. Off-duty time is not included in the 15-hour period.
60/70-Hour On-Duty Limit: May not drive after 60/70 hours on duty in 7/8 consecutive days.
7.7.10.7. A trip reportTrip Slip will be kept with the vehicle/driver during the trip. The
driver is responsible for entering beginning and ending mileages, class or purpose of
trip, budget numbers, and notations of any problems with the vehicle.
7.8.10.8. Prior to commencing travel, all of the following must be met:
7.8.1.10.8.1.
An Authorization for Use of District, Rental, or Personal Vehicle
Automobile Use Permission form must be completed and approved by the
appropriate supervising administrator.
7.8.2.10.8.2.
A copy of current driver’s license must be on file with the District.
For use of private vehicle, current in-force insurance information must be on
file.
7.8.3.10.8.3.
The employee’s Motor Vehicle Record (MVR) must be submitted.
If any unacceptable items are noted on the record, then the District travel will
not be authorized. The driver record must be received, reviewed and approved
by the Chief Business Officer or designee prior to individual driving on District
business. If three or more points are on driver’s record, driver will be ineligible
to drive for the District. (Ca.V.C. 12810.3). License suspensions make driver
ineligible for driving until such time that DMV records indicate driver has been
re-licensed. Other negative items can also make an employee ineligible to drive
on District business, including but not limited to: Driving under the influence of
a controlled substance or alcohol; Any license revoked or cancelled; Leaving
the scene of an accident; Using a motor vehicle to commit a felony.
7.8.4.10.8.4.
District approved driver safety training must be completed within
the past 48 months.
7.8.5.10.8.5.
For all drivers of any bus and all others required to be enrolled in
the DMV pull program: A signed Authorization of Driver Record Information
must be on file (This allows us to enroll them in the DMV Pull program).
(Ca.V.C 1808.1).
7.8.6.10.8.6.
All vehicles with equipment for transporting the disabled must
comply with all applicable laws and regulations regarding such vehicles.
8.11. Rental Vehicle and Fuel: Itemized receipts required.
8.1.11.1. Rental vehicles shall be mid-sized cars or smaller, unless the number of
passengers or cargo dictates a larger sized vehicle.
8.2.11.2. Vehicles shall be rented from the District’s approved vendor, and another vendor
may only be used if the approved vendor is unable to provide the necessary
transportation or does not serve the area.
11.3. For rental cars under the State contract, a District card or direct bill account must be
used. Fuel should be purchased using a District Fuel card whenever possible.
8.3.11.4. A Trip Slip and District Fuel Card must be obtained from Maintenance and
completed per 10.7 of this AP before taking possession of the vehicle. These items
must be returned to Maintenance upon completion of travel along with the rental car
contract.
9.12. Taxi, Tolls, Shuttle, Parking: Itemized receipts required for amounts in excess of
$15.00 per day, otherwise no receipts required.
9.1.12.1. Includes taxi fares, bridge tolls, parking fees, parking meter fees, airport shuttle,
hotel-bus fares, streetcar, local rapid transit and transportation such as bus fare, ferry,
or commuter train. Parking valet charges will only be reimbursed when reasonable
and appropriate, for example when the hotel does not offer self-parking.
10.13. Private Vehicle Use: Standard mileage reimbursement may be used, otherwise itemized
receipts are required. Effective January 1, 2015, the US General Services Administration rate
per mile is $0.575. This rate may change annually.
10.1.13.1. When employees drive their own vehicles while on District business and are
involved in an accident, they are required by law to use their own liability policy for
coverage. The District liability policy would be used only after the employee's policy
limits have been exceeded. The District does not cover, nor is it responsible for,
comprehensive and collision coverage to the employee's vehicle. Vehicles shall be
shared whenever possible.
13.2. No reimbursements will be paid for any mileage between an employee's work location
and residence. The reimbursement rate shall be not more than the standard mileage
rate as determined by the Internal Revenue Service.
10.2.13.3. An Automobile Use Permission Form must be on file with the District.
11.14. Registration Fees: Itemized receipts required.
11.1.14.1. All conferences, workshops, and meetings require an agenda, except for District,
Chancellor’s Office, and statewide meetings.
11.2.14.2. The registration fee must be noted on the Pre-Trip Authorization. Whenever
possible, this fee should be paid for with a District card instead of a check.
12.15. Other Business Expenses: Itemized receipts required for amounts in excess of $5.00 per
day, otherwise no receipts required.
12.1.15.1. Eligible expenses that do not fall into any of the categories above.
13.16. Prohibited Expenses: These expenditures are not eligible for reimbursement.
13.1.16.1. All expenses when travel is not preauthorized.
13.2.16.2. Any expense where all requirements of all Board Policies and Administrative
Procedures are not met.
13.3.16.3. Expenses not necessary for the conduct of District business.
13.4.16.4. Amounts in excess of usual, customary, and reasonable levels, including
excessive tips.
13.5.16.5. Amounts for personal telephone calls beyond those allowed by this
Administrative Procedure.
13.6.16.6. Entertainment expenses, radio, television or movie rentals, transportation to or
from places of entertainment and similar facilities.
13.7.16.7. Conference-arranged leisure tours or personal side trip expenses.
13.8.16.8. Individual membership dues or fees.
13.9.16.9. Alcoholic beverages.
13.10.16.10.
Hair care or shoe shines.
13.11.16.11.
Traffic or parking citations.
13.12.16.12.
code.
Any expenditure prohibited by Law, Education Code, or other applicable
Pre-Trip Authorization and Reimbursement Procedures
14.1. Pre-Trip Authorization: All travel must be approved in advance according to the
deadlines in this section.
14.1.1.1. All travel must be authorized in writing and in advance according to the deadlines
in this Administrative Procedure and prior to financially committing to any travel
expense.
14.2.1.1. The appropriate levels of authority must sign and date the form indicating
approval and certifying budget availability in accordance with Board Policies and
Administrative Procedures;
14.3.1.1. All additional requirements of Board Policies and Administrative Procedures
must be met. All requests for preauthorization to travel must be documented by
completing a Travel Advance/Reimbursement Form available on the Business Office
website and obtaining authorization according to these deadlines:
14.3.1.1.1.1.
For travel in California: Approval is required at least twenty-one
(21) days in advance by the employee's supervisor and appropriate senior
administrator prior to financially committing to any travel expense.
14.3.2.1.1.1.
For US travel outside the State of California: Approval is required
at least twenty-one (21) days in advance by the President/Superintendent in
addition to the employee's supervisor and appropriate senior administrator prior
to financially committing to any travel expense.
14.3.3.1.1.1.
For travel outside the United States: Approval is required at least
thirty (30) days in advance by the Board of Trustees in addition to the
President/Superintendent, the employee's supervisor, and appropriate senior
administrator prior to financially committing to any travel expense. Note that
the Board typically only meets monthly, so Board meeting notice requirements
must be met as well.
14.4.1.1. Travel requests must be submitted with conference schedules, itineraries, and/or
meeting schedules, as required. Hotel room rates, air travel fares, conference fees and
all other charges known in advance must be noted on the Pre-Trip Travel
Authorization.
15.17. Travel Advance Payment: Requests for an advance to cover the anticipated cost of
travel shall be submitted on the Travel and Advance/Reimbursement Request form at least
twenty-one (21) days in advance. Each individual shall receive a separate advance to cover
only that person's anticipated expenses.
16.18. Post-Travel Expense Report: Within fourteen (14) calendar days after the end of the
trip, a Travel Advance/ReimbursementExpense Request Form must be completed with
itemized receipts attached as appropriate and submitted to the employee’s supervisor for
review and approval. Whether or not a receipt is presented, an expense may be rejected by
the Business Office if the requirements of this administrative procedure were not
met.complied with.
17.19. Reduced Reimbursements: The employee may request reimbursements that are less
than described in this Administrative Procedure by noting the lesser amount requested on the
Travel Advance/ReimbursementExpense Request Form. No employee shall be required to
request a reduced reimbursement as a condition of employment.
18.20. Categorical, Grant, or Other Agency Funded Travel: Travel expenses which are paid
or reimbursed by other than District unrestricted funding sources, may be reimbursed at the
rates established and required by the donor, if different from this Administrative Procedure.
19.21. Payment for Non-employees: Non-employees, such as community members serving on
advisory committees, may be authorized to travel and incur reasonable expenses as
representatives of the Board. Any expenses incurred as a result of non-employee travel shall
be explicitly approved by the President/Superintendent prior to the expenses being incurred
and reimbursements shall not exceed those described in this Administrative Procedure.
20.22. Board of Trustees Travel: Board of Trustees members' travel shall be subject to the
same conditions as employee travel.
Flat Rate Reimbursement Option Procedures
21.23. To streamline travel procedures, travelers have the option to opt for a flat rate
reimbursement for travel of five nights or less. All other requirements of this Administrative
Procedure still apply, except as described in this section. Meal allowances are always
reimbursed on a flat rate basis. A traveler may choose to use some or all of the flat rate
reimbursements. If the flat rate option is exercised for all reimbursement categories, the
traveler simply completes the pre-trip authorizationTravel and Advance Request Form,
attaches a workshop or conference itinerary if applicable, obtains the appropriate approvals,
and is reimbursed based on the pre-trip authorizationTravel and Advance Form. No post
travel receipts or additional documentation are required.
24. Flat Rate Automobile Transportation allowance: Regardless of the mode of travel, the
reimbursement between these cities is as follows. The rates below were calculated at the
lowest cost mode of travel. If the driver chooses to use a District-billed rental car, then the
rental fee and other costs should be billed with receipts, instead of the flat rate option.
City Pair
Miles
Transportation
One Way
each way
Eureka to Crescent
City/Pelican Bay
Eureka to Fort Bragg
94
$54.00
127
$73.00
Eureka to Redding
142
$82.00
Eureka to Sacramento
289
$166.00
Eureka to San Francisco
271
$156.00
Eureka to Klamath-Trinity
76
$44.00
Eureka to Garberville
61
$35.00
Miles
One Way
Transportation
each way
City Pair
Eureka to Crescent City/Pelican
Bay
94
$52.00
Eureka to Fort Bragg
127
$70.00
Eureka to Redding
142
$78.00
Eureka to Sacramento
289
$162.00
Eureka to San Francisco
271
$152.00
Eureka to Klamath-Trinity
76
$43.00
Eureka to Garberville
61
$34.00
25. Flat Rate Lodging allowance: Reimbursement is generally based on the US General
Services Administration (GSA) rates, but is not directly tied to the GSA. Lodging will only
be reimbursed if the travel is more than 50 miles from the employee’s home. Regardless of
the choice of lodging or the actual cost, the following flat rate reimbursements per night,
including all taxes and fees charged by the establishment, are allowed:
City
Crescent City
Fort Bragg
Redding
Lodging Per Night
$89.00
$106.00
$90.00
Sacramento
$112.00
San Francisco
$250.00
Los Angeles
$150.00
San Diego
$140.00
Any other city
$89.00
Non-commercial lodging: All
cities including those listed
above
$15.00
City
Lodging Per Night
Crescent City
$83.00
Fort Bragg
$93.00
Redding
$89.00
Sacramento
$102.00
San Francisco
$172.00
High cost cities: L.A., Napa, San
Diego, San Mateo, Santa Monica,
Sunnyvale, Palo Alto, San Jose,
$139.00
Yosemite Nat’l Park
Any other city
$83.00
Non-commercial lodging: All cities
including those listed above
$15.00
26. Flat Rate Reimbursement Summary: The chart below summarizes the flat rate
reimbursement rates per night for commercial lodging. Standard meal rates may be added to
the figures noted below:
City Pair
Roundtrip
Transport
Lodging
0
$108.00
$0
$108.00
1
$108.00
$89.00
$197.00
Each add’l night
$0
$89.00
Add $89.00
0
$146.00
$0
$146.00
Eureka to Fort Bragg
1
$146.00
$106.00
$252.00
Eureka to Fort Bragg
Each add’l night
$0
$106.00
Add $106.00
Eureka to Redding
0
$164.00
$0
$164.00
Eureka to Redding
1
$164.00
$90.00
$254.00
Eureka to Redding
Each add’l night
$0
$90.00
Add $90.00
Eureka to Sacramento
0
$332
$0
$332.00
Eureka to Sacramento
1
$332
$112.00
$444.00
Eureka to Sacramento
Each add’l night
$0
$112.00
Add $112.00
0
$312
$0
$312.00
1
$312
$250.00
$562.00
Each add’l night
$0
$250.00
Add $250.00
Lodging
Total
Eureka to Crescent
City
Eureka to Crescent
City
Eureka to Crescent
City
Eureka to Fort Bragg
Eureka to San
Francisco
Eureka to San
Francisco
Eureka to San
Francisco
City Pair
Nights (5
nights max)
Nights (5 nights
max)
Roundtrip
Transport
Total
Eureka to Crescent City
0
$104.00
$0
$104.00
Eureka to Crescent City
1
$104.00
$83.00
$187.00
Eureka to Crescent City
Each add’l night
$0
$83.00
Add $83.00
Eureka to Fort Bragg
0
$140.00
$0
$140.00
Eureka to Fort Bragg
1
$140.00
$93.00
$233.00
Eureka to Fort Bragg
Each add’l night
$0
$93.00
Add $93.00
Eureka to Redding
0
$156.00
$0
$156.00
Eureka to Redding
1
$156.00
$89.00
$245.00
Eureka to Redding
Each add’l night
$0
$89.00
Add $89.00
Eureka to Sacramento
0
$324
$0
$324.00
Eureka to Sacramento
1
$324
$102.00
$426.00
Eureka to Sacramento
Each add’l night
$0
$102.00
Add $102.00
Eureka to San Francisco
0
$304
$0
$304.00
Eureka to San Francisco
1
$304
$172.00
$476.00
Eureka to San Francisco
Each add’l night
$0
$172.00
Add $172.00
22.27. The President/Superintendent, Chief Instructional Officer, and Chief Business Officer
may authorize exceptions to this Administrative Procedure.
23. The President/Superintendent may temporarily suspend travel authorizations at any time
pursuant to Accreditation Standard IIID and Eligibility Requirement 17 – Financial
Resources.
Travel and Advance Request
Name ____________________________________________
Signature ________________________________________
Voucher # _________________________
Datatel ID # _______________________
Employee ___ Yes ___ No Department______________________________ Date ______________
DEPARTURE
Date: __________
Time: __________
____ AM
____ PM
RETURN
Date: __________
Time: __________
____ AM
____ PM
*Meals leave on or
before:
Breakfast: 7:00am
Lunch: 11:00am
Dinner: 5:00pm
*Meals return on or
after:
Breakfast: 9:00am
Lunch:
1:00pm
Dinner: 7:00pm
APPROVED*
Date: ________________
Cost Center
Manager:
_______________________
Senior Staff:
_______________________
President:
(out-of-state travel
only)
_______________________
*Travel outside of
the country requires
Board Approval prior
to travel.
____________________
SUBFUND
Attach copies of conference schedules, itineraries, meeting schedule and/or
meeting email confirmation.
TRAVEL PERMISSION REQUEST
I request permission to attend the following meeting/conference:
Name of Organization _______________________________________________________________________
Location of Meeting _______________________________________________________________________
Date(s) of Meeting _______________________________________________________________________
Purpose of Meeting
____ STANDARD RATE OPTION REQUESTED
If using this option for all travel expenses then a Travel Expense Request form is not
required upon return
~See chart in AP 7400 #24 for Mileage and Lodging rate amounts~
Lodging Amount: $_________ per day x ____ days = . . . . . . . . . . . . . . . . . . . . . . . . . .$____________
.
Transportation Allowance: City Pair ______________ and ____________ . . . . . . . . $____________
Other – Description __________________________________________________. . . . . . . . . . .$____________
...........
Meals: Not to exceed $41 per day:
# meals
#provided
Breakfast(s)
Lunch(es)
Dinner(s)
________
________
________
-
________
________
________
=
=
=
Total Meals
________
________
________
@ $ 9.00 ea.
@ $11.00 ea.
@ $ 21.00 ea.
$____________
$____________
$____________
Total Meal Allowance $____________
Total Trip Costs: (Lodging + Transportation Allowance + Meals+ Other) $____________
____ District Vehicle Requested* ___ Rental Vehicle and Gas Card Requested*
*Auto Use Permission Form must be on file.
# of Passengers _______
Estimated total cost of Trip $________________
Names of passengers:
ADVANCE REQUEST
Amount Requested: $______________________
Note: Advance will be drawn only after this request is approved and sent to the Business Office. Allow 10
days processing time for check. Travel Expense form, with original receipts must be completed within 14
days of return.
____________________
COST CENTER
____________________
PROGRAM
____________________
ACTIVITY
____________________
OBJECT
TRAVEL EXPENSE REQUEST
Voucher #:____________________
Datatel ID #:____________________
Name:_______________________________________________
Department________________________________________ Date:_________________________
Location and Purpose:______________________________________________________________
~NOTE: This form must be received in the Business Office within 14 days following the trip end date.
DEPARTARE
Date:_____________
Time:____________
_____ AM
_____PM
RETURN
Date:_____________
Time:____________
_____ AM
_____PM
Receipts must be submitted
with completed form
Out of Pocket
Expenses
Paid by College or
by Cal Card
STANDARD RATE OPTION REQUESTED
Please check box
Air Travel . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $______________
$______________
Car Rental . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $______________
$______________
Conference/Registration Fee . . . . . . . . . . . . . . . . . . . $______________
$______________
Lodging cost: $__________ per day x ______ days = . . $______________
$______________ ___
Parking, bridge and/or ferry tolls . . . . . . . . . . . . . . . $______________
$______________
Private Car: _______ per mile x ___________ miles . . . $______________
$______________
OR Transportation Allowance: . . . . . . . . . . . . . . . . . . $______________
$______________ ___
City Pair ______________ and ____________
~Standard Rate Option – See chart in AP 7400 #24 for rate amounts~
(Auto Use Permission Form must be on file for either option)
Taxi and/or bus fare . . . . . . . . . . . . . . . . . . . . . . . . . . . . $______________
$______________
Meals (receipts not required – see below*) . . . . . . $______________
$______________
Other . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . $______________
$______________
TOTAL COSTS $______________
$______________
Less Advance $______________
Reimbursement to Employee $______________
Reimbursement to District $______________
TOTAL TRIP COSTS $____________________
(ADD TOTAL OUT OF POCKET EXPENSE AND PAID BY COLLEGE OR CAL CARD)
*MEAL ALLOWANCE NOT TO EXCEED $41.00 PER DAY
Breakfast(s)
Lunch(es)
Dinner(s)
#Meals
_____________
_____________
_____________
-
Less meals
provided
______________
______________
______________
*Meal allowances on the initial day of travel
are payable if it was necessary to
leave the work site on or before
the following times:
Breakfast: 7:00am
Lunch:
11:00am
Dinner:
5:00pm
Total # meals
to be reimbursed
______________
=
@ $ 9.00 ea.
______________
=
@ $11.00 ea.
______________
=
@ $ 21.00 ea.
Total Meal Allowance . . .
$______________
$______________
$______________
$______________
*Meal allowance on the day of return are
payable if return to the work site or residence,
exclusive of eating time, was on or after the following
times:
Breakfast: 9:00am
Lunch:
1:00pm
Dinner:
7:00pm
APPROVED DATE: ______________
Division or Supervisor: ____________________________________________ Senior Administrator: ____________________________________________
____________________
SUBFUND
____________________
COST CENTER
____________________
PROGRAM
____________________
ACTIVITY
____________________
OBJECT
REDWOODS COMMUNITY COLLEGE DISTRICT
Administrative Procedure
AP
5500
STANDARDS OF STUDENT CONDUCTS
1.0
Purpose of the Code
The purpose of this code is to recognize student’s rights within the institution to freedom of
speech, inquiry and assembly; to the peaceful pursuit of education; and to the
reasonable use of services and facilities of the College. Consistent with the College of the
Redwoods’ mission is an expectation that students will govern themselves in a manner that
demonstrates appropriate behavior with emphasis on self-respect and respect for
others. It is the practice of all employees and representatives of the College to respect the
properly exercised rights of its students.
The College has adopted a Student Conduct Code and Disciplinary Procedure in order to
maintain a learning environment of respect, civility, safety, and integrity for all members
of the College community. In addition to the code, students must also recognize and
comply with the standards of classroom behavior as stated in their individual course
syllabi. Acts of academic dishonesty, disruptive student behavior in the classroom, and
appeals to sanctions imposed in each case, are under the jurisdiction of the faculty
member and the academic department administrator, and may be referred to the CSSO as
student conduct violations. Further, students must understand that Threats of violence are
considered a serious infringement upon the learning environment and will be acted upon
accordingly.
2.0
Student Conduct Policies
Procedural fairness and due process are basic to the proper enforcement of all College
regulations. Accordingly, no disciplinary action shall be initiated or sanction imposed
against students or student organizations until they have been notified in writing of the
charges against them and their rights under this Code, and given the opportunity to be
heard , with the exception that a hold status (may, shall, or will) be placed on student
records until the specific complaints have been resolved, and except in cases where
interim suspension is warranted for the health and safety of the College community.
In general, the District President/Superintendent delegates authority for implementation
of this administrative procedure to the Chief Student Services Officer (CSSO). The
“CSSO” designation may be assigned by the President/Superintendent to any College
administrator. The CSSO may designate other College officials to conduct investigations
and student disciplinary hearings, if appropriate.
The CSSO shall be responsible for maintaining complete records pertaining to all
activities relating to the implementation of the Student Conduct Code. Those records
shall include a summary of the business of the Conduct Review Committee and report of
the disposition of each disciplinary case handled by any person or group authorized to
impose disciplinary sanctions or other recommendations in the name of the College.
3.0
Student Rights
Any student facing possible disciplinary action is entitled to the following procedural
rights:
4.0
3.1
The right to be notified in writing of the charges against him/her;
3.2
The right to know the nature of the evidence against him/her (unless release of the
evidence would endanger the health or safety of victim(s) or witness(es);
3.3
The right to present information and witnesses relevant to his/her defense;
3.4
The right to freedom from compulsory self-incrimination; and
3.5
The right to appear at a hearing before the Conduct Review Committee with an
advisor.
Proscribed Conduct of the College
Sanctions may be imposed for prohibited conduct which occurs on College premises, at
off-campus instructional sites (e.g., experiential coursework, internships, or lab), at
College-sponsored extra-curricular activities or events when a student serves as a
representative of the College, or in the course of using College technology or property.
Sanctions may also be imposed for conduct that materially and substantially interferes
with the College’s operation or education programs or the safety and welfare of the
College community. Examples of prohibited conduct are described in Section 8.0: Code
of Conduct Violations and Sanctions. To the extent permitted by California law, the
College may respond to alleged sexual assault or sexual exploitation that is not related to
College activity or College attendance.
5.0
Jurisdiction and Privacy
Jurisdiction is maintained between periods of enrollment unless the accused individual’s
official record in the Records Office shows a complete withdrawal prior to the expiration
of the published deadline for registration for the succeeding period of enrollment. For
students enrolled in the spring term, jurisdiction is maintained until the expiration of the
published deadline for registration for the succeeding fall term.
Unless state or federal law requires or permits disclosure or unless the student and the
College determine otherwise, proceedings under this regulation shall be confidential.
Records created by public safety, which were created by that law enforcement unit for
purposes of law enforcement, are not considered “student records” under the Family
Educational Rights and Privacy Act (FERPA) and may be released to third parties as
necessary without violating FERPA.
6.0
Student Code of Conduct Procedures
Any member of the College community may file a complaint against any student for alleged
misconduct. Complaints must be presented in writing to the CSSO or his/her designee and should
be submitted as soon as possible after the event takes place, preferably within fifteen business
days.
For purposes of these procedures, the term “day” refers to any day during which the
District is open for business. Should the final day of a required process fall on a Saturday
or Sunday, the following Monday shall be considered the final day. A final day falling on a
College holiday shall be considered the first weekday following the holiday.
Although specific timeframes are identified in these processes, any of the timeframes
may be extended by the District for good cause upon written notice to the Affected Party
and the Responding accused student, providing such notice includes the reason(s) for the
extension.
A student against whom a complaint has been filed and/or disciplinary charges are
pending will have a hold status placed on his/her records and will not be permitted to
withdraw from the College with a clear education record (e.g., a record without notation
of disciplinary charges and sanctions) until such charges have been resolved.
6.1
Investigation and Notice to Student
Allegations or complaints of student misconduct that are brought to the attention
of the CSSO shall first be analyzed to determine whether the alleged conduct, if
true, would constitute a violation of District policies. Upon a determination that
alleged misconduct, if true, would constitute a violation of District policies, the
CSSO, or his/her designee, shall promptly and thoroughly investigate the matter.
An investigative process should, to the extent possible, be concluded within
twenty (20) days of the initiation of the investigation. An investigative report shall
be prepared that usually includes the following:
6.1.1
A description of the circumstances giving rise to the complaint.
6.1.2
A summary of the testimony provided by each witness.
6.1.3
An analysis of relevant data.
6.1.4
A finding of whether there is probable reasonable cause to believe that
sexual misconduct occurred.
6.1.5
Any other information considered appropriate by the District (Title 5,
section 59334).
The contents of the investigative report may be adjusted to take into account
admissions made by an accused student that eliminate the need for witness
testimony or other factors that might affect the scope of an investigation.
6.2
Imposing Sanctions
If the student does admit responsibility misconduct, and if the CSSO or designee
concludes that there is sufficient information to sustain a finding
of responsibility misconduct that violates specific standards of conduct, the CSSO
or designee may impose or defer one or more of the sanctions listed under Code
of Conduct Violations and Sanctions. No The CSSO or designee may impose a
sanction other than suspension or expulsion if the CSSO or designee concludes by a
preponderance of the evidence that the student violated one or more specific
standards of conduct, even if the student does not admit
misconduct. Recommended sanctions involving separation from the College (i.e.,
Suspension or Expulsion) will be imposed may be imposed or recommended by the
CSSO or designee to Such sanctions are to be recommended to the President by the
Student Conduct Review Committee where the Committee will consider whether
suspension and/or expulsion is an appropriate sanction for the admitted misconduct
in violation of the standards of conduct. The Committee is not required to make
additional factual findings where there is clear evidence that a student has admitted
misconduct.
When the Committee is not readily available, or when convening the Committee is
impractical due to the seriousness of the admitted misconduct, the CSSO may
suspend the student and/or recommend expulsion, and notify the
President/Superintendent of the need for an automatic appeal on the sole basis of
whether or not the proposed discipline is substantially unreasonable in light of the
admitted misconduct. The student may also submit a written appeal to the
President/Superintendent but is not required to do so in order to secure an automatic
appeal under this section. Any recommendation of expulsion requires Board of
Trustee review.
NOTE: The above represents a significant substantive change. Presently, even where the
student admits misconduct, the CSSO cannot impose suspension or recommend expulsion,
but must refer the matter to the Conduct Review Committee. However, if the student
admits to misconduct, a hearing to determine whether the misconduct occurred is not
necessary. Instead, the suggested change is that the CSSO can impose suspension or
recommend expulsion but the Committee would not hold a full fact-finding hearing. The
Committee would only assesses whether the proposed sanction is appropriate.
A second option is also introduced. Where the Committee is not available, for example
during breaks between semesters, or when serious misconduct has been admitted that needs
to be addressed quickly, the CSSO can impose a suspension or recommend expulsion which
carries an automatic appeal to the President/Superintendent to provide a review as to
whether or not the sanction is unreasonable. An automatic appeal would ensure a
Presidential review of the sanction without the need for a written appeal from the student –
although the student can submit a written appeal if he/she wishes. This option would also
apply where a student who has admitted misconduct is unavailable, such as when a student is
in police custody, and may not easily file an appeal. There is still a check/balance on the
authority of the CSSO represented by the automatic appeal to the President/Superintendent.
6.3 Referral to the Student Conduct Review Committee
The CSSO or designee will refer the case to the Student Conduct Committee for a
hearing when the CSSO or designee recommends suspension or expulsion, and:
6.3.1 The student does not admit responsibility;
6.3.2 The CSSO or designee concludes that an Agreement of Resolution (see
section 6.5) is not appropriate;
6.3.3 There is a finding of probable reasonable cause to believe there has been a
violation of the Student Code of Conduct.
6.4
Insufficient Evidence
6.4.1 At any time before the Student Conduct Hearing occurs, if the CSSO
or designee receives new information that establishes a clear lack of
truth of prior information submitted to the CSSO or designee such that
it is determined that the prior evidence must be disregarded and if in
disregarding that prior information the CSSO or designee concludes
that there is insufficient information to sustain a finding of
responsibility, then the CSSO or designee will withdraw the case from
the Student Conduct Committee. This disposition is binding and
terminates all Student Conduct Committee proceedings.
6.4.2 If the CSSO or designee concludes that there is insufficient
information to find the student responsible, the case will not be
referred to the Student Conduct Committee for a hearing.
6.5
Agreement of Resolution (aka Behavior Contract)
When the CSSO or designee and the student agree that the above dispositions are
not appropriate, an Agreement of Resolution may be used to conclude the matter.
This Resolution, while not considered to be a finding of responsibility, is binding.
If the student fails to abide by the terms of the Agreement of Resolution, that
failure may be regarded as actionable misconduct and may subject the student to
disciplinary action by the College. An Agreement of Resolution may include such
terms as:
6.5.1 Agreement by the student to refrain from specific behaviors, and/or to
refrain from contacting others involved in the case;
6.5.2 Agreement by the student to participate in specified educational programs
and/or reconciliation processes such as mediation; and/or
6.5.3 Agreement by the student to participate in specified community service
activities.
The Agreement of Resolution is not a formal disciplinary action but will be
retained in the case file in the Office of the CSSO for a maximum of seven (7)
years from the date of the Agreement. During that time, should the CSSO or
designee have a reasonable basis to believe that the student has engaged in
misconduct related in nature to the conduct which occasioned the Agreement,
both cases may be the subject of College disciplinary action.
6.6
Formal Hearing
6.6.1 Conduct Review Committee
The accused student may request, or the CSSO may require, that the
charges be resolved at a formal hearing provided by the Conduct Review
Committee. The CSSO shall consider the preference of the accused
student, the nature of the charges, and the availability of the committee
members when assigning the case for a hearing. The Conduct Review
Committee will hear cases and make decisions on appropriate sanctions.
The Committee will be established at the beginning of each academic year
and will be composed of:
6.6.1.1
One (1) member of the administration (and an alternate)
appointed by the President/Superintendent.
6.6.1.2
Two (2) members (and an alternate) of the classified staff
appointed by the President of the College from a list of staff
members submitted by the classified bargaining unit. Vacancies
of classified staff members shall be filled by action of the
classified bargaining unit.
6.6.1.3
Two (2) members (and an alternate) of the faculty appointed by
the President/Superintendent from a list of faculty members
submitted by the Academic Senate. Each faculty member must
be a full-time or part-time faculty member at the College.
Vacancies of faculty members shall be filled by action of the
Senate.
6.6.1.4
Two (2) members (and an alternate) of the student body
appointed by the President/Superintendent from a list of students
submitted by the President of the ASCR Senate. Each student
must be enrolled not less than half-time (6 units minimum) and
have a cumulative GPA of at least 2.0. Vacancies of student
members shall be filled by recommendation of the ASCR Senate.
6.6.1.5
The President of the College will appoint the chair of the
Conduct Review Committee.
Conduct Review Committee members and alternates serve on the
committee for the academic year. Alternate members may be reappointed
to serve as full members for the next academic year.
The CSSO or designee shall serve as non-voting Secretary and advisor to
the Conduct Review Committee.
No Conduct Review Committee member may sit on the Committee during a
hearing if that member is a complainant, witness, has a direct or personal
interest in the outcome of the hearing, or has previously acted in an
advisory capacity to the accused student.
The Chair of the Conduct Review Committee may establish a hearing
format consistent with this Code. In cases involving more than one
accused student, the Chair of the Conduct Review Committee and the
CSSO or designee will determine if hearings or conferences concerning
each student will be conducted jointly or separately. The decision of the
Committee Chair shall be final on all matters relating to the conduct of the
hearing unless there is a vote by other members of the panel to the
contrary.
6.6.2. Hearing Officer. In appropriate circumstances, the CSSO may determine
that a disciplinary hearing should be conducted by a neutral hearing officer rather
than a Conduct Review Committee. Such circumstances include, but are not
limited to hearings that are anticipated to require more than one day of hearing
where Committee member educational or employment obligations may be
impacted, when a Committee cannot be convened expeditiously to address a critical
matter, or where technical or legal complexities suggest the need for specialized
expertise. To the extent practicable, where a hearing officer is substituted for a
Conduct Review Committee, the rules related to a Committee shall apply to a
hearing before a hearing officer.
NOTE: The foregoing is another significant substantive recommendation. It creates an
option to use a single hearing officer instead of a Conduct Review Committee in limited
circumstances as described. This is not a requirement to use a hearing officer, only an option
to do so.
6.6.2 Notice of Hearing. Written notice of the hearing shall be provided
simultaneously to the accused and the complainant and shall include the
following:
6.6.2.1 The specific alleged misconduct (accusation).
6.6.2.2 A summary of the investigation and/or a short written statement
of the facts supporting an accusation of misconduct.
6.6.2.3 The right of the parties to attend the hearing or to respond in
writing regarding the party’s position concerning the matter.
6.6.2.4 The nature of the discipline that is being considered.
6.6.3 Notices described in this procedure are sent to the most recent official
student address and/or email address on file with the District. The notice
will inform the student of:
6.6.3.1 The charges alleged to have been violated and sufficient details
of the complaint for the basis of the allegation to be understood;
6.6.3.2 The time, location and place of the hearing;
6.6.3.3 A statement of the respondent student’s rights as stated in the
Code or a copy of this Standard of Student Conduct; and
6.6.3.4 The name of the person(s), group, or College office filing the
charges.
Nothing prohibits the District from amending the notice as deemed
appropriate. The CSSO may request the production of relevant evidence
that was not part of the investigative process for consideration in the
hearing process upon notice to the accused student.
6.7
Conduct of Hearing
The CSSO or designee shall determine how the hearing will be conducted, taking
into account the safety of parties and witnesses. The CSSO or designee may call
and question witnesses he/she believes have relevant information.
Each party may recommend witnesses to be called. To avoid unnecessarily
duplicative or irrelevant testimony, the CSSO or designee may require a party to
indicate the nature of the proposed testimony as a condition to calling
witnesses. Neither the CSSO or designee cannot nor the Committee can compel
the attendance of witnesses recommended by the parties.
The CSSO or designee shall determine on a case-by-case basis how the questioning
of parties and witnesses shall be conducted, given the nature of the allegations and
the safety of parties and witnesses. If the CSSO or designee does not permit direct
questioning by the parties, he/she may consider permitting the parties to submit
questions for the CSSO to ask parties and witnesses.
Formal rules of evidence shall not apply. Any relevant, non-duplicative evidence
may be admitted.
Determination of violations shall be made based on the preponderance of
evidence.
Quorum for a hearing requires that five (5) of the seven Student Conduct Review
Committee members are present for the hearing. If the case is to be heard at the
Mendocino or Del Norte site, a quorum will be three (3) members of the
Committee.
Hearings shall be closed and confidential unless the student requests that it be
open to the public. Any such request must be made no less than five (5) days prior
to the date of the hearing. In a closed hearing, witnesses shall not be present at the
hearing when not testifying, unless all parties and the Chair of the committee
agree to the contrary.
In all cases, the evidence in support of the charges will be presented and
considered whether or not either the accused party is in attendance. If the
accused student has submitted written information in his/her defense but
does not attend the hearing, that information shall be considered by the
Committee as well.
The accused student may be accompanied by an advisor if so desired, conditional
on 24-hour notice to and approval of the CSSO or designee. The advisor may
attend the hearing with the student to counsel him/her and suggest questions. The
accused student and advisor may be present during the entire time of the hearing,
except during the deliberations of the Conduct Review Committee or where the
safety of witnesses is a valid concern. In no event may the advisor participate
directly by speaking for either party or questioning witnesses.
The student shall not be represented by an attorney unless, in the judgment of the
CSSO or designee, complex legal issues are involved, or unless criminal charges
are pending based on the alleged conduct for which disciplinary action is pending.
If the student wishes to be represented by an attorney, a request must be presented
with the name and office address of the attorney not less than
five calendar/business days prior to the date of the hearing. If the student is
permitted to be represented by an attorney, the College presenter may request also
have legal assistance. The Conduct Review Committee may also request legal
assistance; any legal advisor provided to the committee may sit with it in an
advisory capacity to provide legal counsel but shall not be a member of the panel
nor vote with it.
7.0
Notice of Decision.
Within fifteen (15) days following the hearing, the CSSO Committee Chair or his/her
designee on the Committee shall prepare and send a the written decision of the
Committee simultaneously to the parties CSSO or designee. The Notice of Decision shall
include factual findings regarding the accusation and determinations as to whether any
specific section(s) of the Standards of Student Conduct were violated. The Notice of
Decision shall also include a specific decision regarding the disciplinary action to be
imposed, if any, unless expulsion is recommended. The Notice of Decision shall be based
only on the record of the hearing, and not on matters outside of that record. The record
includes the investigative report, any written notices or student statements, and oral and
written evidence produced for, or at, the hearing. If expulsion is recommended, the Notice
of Decision shall verify that expulsions require Board of Trustee action.
The CSSO shall transmit the Notice of Decision to the accused student. If the Decision
calls for disciplinary action, the CSSO shall also notify the accused student of his/her
appeal options.
If the student is found not to be in violation of the Student Code of Conduct, and if
coursework has been missed as a direct result of action taken against the student,
appropriate action will be taken in order to assist the student to complete the course,
reimburse the cost of tuition, or reach other alternatives.
7.1
Appeals of Formal Hearing Decisions
Appeal requests are available to the parties accused student only on the following
bases:
7.1.1 A claim that the initial hearing included a material procedural error. The
appeal request must identify the specific procedural error(s) and how that
claimed error disadvantaged the appealing party.
7.1.2 Relevant evidence that was previously unavailable has been discovered,
and that evidence could significantly impact the outcome of the case. The
appeal request must identify the specific evidence, how the evidence is
relevant, why the evidence was previously unavailable, and how the newly
discovered relevant evidence could impact the outcome of the case.
7.1.3 The proposed discipline is substantially unreasonable in light of the
findings. The appeal request must indicate the claimed unreasonableness of
the proposed discipline and indicate what discipline the student believes
would be appropriate.
Written appeals must be submitted in writing to the President/Superintendent
within five (5) days of the delivery of the CSSO’s Notice of Decision to
the parties student. If no appeal is received within five (5) days, the decision of
the CSSO, including the proposed discipline will take immediate effect.
The President/Superintendent will not hold a hearing. Rather, resolution of the
appeal shall be based upon the written findings and decision from the Conduct
Review Committee, the record of the hearing, as well as any written
documentation submitted by either party during the hearing. The CSSO or
designee will provide all relevant documentation to the President/Superintendent.
The President/Superintendent shall render a decision within ten (10) business days
after receipt of the appeal and shall inform the student immediately by mail and/or
email.
In all cases but expulsion, the President/Superintendent’s decision regarding the
appeal will be final. Any recommendation of expulsion shall be presented to the
Board of Trustees for action.
If the President/Superintendent upholds an expulsion decision that the student
wishes to contest further, the student may appeal in writing to the Board of
Trustees. In this instance, the following procedure will be followed:
 The Board of Trustees shall consider any appeal at the next regularly
scheduled meeting of the Board after receipt of the recommended
decision. The Board may also hold a special meeting to consider the
discipline of a student, provided the notice of a special meeting for
this purpose is posted at least five days prior to the special meeting .
 The Board of Trustees shall consider an expulsion recommendation in
closed session, unless the student has requested that the matter be
considered in a public meeting in accordance with these procedures.
 The student shall be notified in writing, at least three (3) days prior to the
meeting, of the date, time, and place of the Board's meeting.
 The student may, within forty-eight hours after receipt of the notice,
request that the hearing be held as a public meeting.
Even if a student has requested that the Board of Trustees consider an expulsion
recommendation in a public meeting, the Board of Trustees will hold any
discussion that might be in conflict with the right to privacy of any student, other
than the student requesting the public meeting, in closed session.
The Board of Trustees may accept, modify or reject the findings, decisions and
recommendations of the President/Superintendent and/or the hearing panel. If the
Board of Trustees modifies or rejects the findings, decision , or recommendations,
the Board shall review the record of the hearing and any timely appeal, and shall
prepare a new written decision which contains specific factual findings and
conclusions. The decision of the Board of Trustees shall be final.
The final action of the Board of Trustees on the expulsion shall be taken at a
public meeting, and the result of the action shall be a public record of the College.
8.0
Code of Conduct Violations and Sanctions
8.1
Violations
Students are expected to demonstrate qualities of morality, integrity, honesty,
civility, honor, and respect. Students are required to engage in responsible social
conduct that reflects credit upon the CR Community and to model good
citizenship in any community. Disciplinary action may be initiated by the College
and sanctions imposed against any student or student organization found
responsible of committing, attempting to commit, or intentionally assisting in the
commission of any prohibited forms of conduct:
8.1.1 Academic dishonesty, which includes cheating, plagiarism, and hampering
or discrediting the academic work of others, shall be more fully defined in
administrative procedures.
8.1.2 Unauthorized distribution of copyrighted material, including unauthorized
peer-to-peer file sharing, may subject the students to civil and criminal
liabilities.
8.1.3 Continued disruptive behavior¸ or obstructing the work and operation of
the College, as shall be more fully defined in administrative procedures.
including willful disruption of the orderly operation of the campus.
8.1.4 Defamation: An individual shall not use defamatory words or phrases or
distribute defamatory materials. Defamatory words or materials are those
that: (1) are false and expose any person or the college to hatred,
contempt, ridicule, disgust or an equivalent reaction; or (2) are false and
have a tendency to impugn a person’s occupation, business, or office.
8.1.5 Violation of the College’s computer use policy or any conduct that
constitutes a computer-related crime pursuant to Penal Code, section 502.
Use of electronic technology includes, but is not limited to: internet, email, telephone, fax machines, or instant messaging to intimidate another
member of the College community.
8.1.6 Theft (actual or attempted) or destruction of College property or property
belonging to a member of the College community or other abuse of College
computer facilities, programs, technology and equipment as shall be more
fully described in administrative procedures.
8.1.7 Coercion, which is defined as attempting to compel, control, or manipulate
another through the threat of force, intimidation, exploitation of fear or
anxiety, including explicit and implied physical and verbal threats against
another person or bullying as defined in Board Policy 3431 and
Administrative Procedure 3431.
8.1.8 Disruption or obstruction of teaching, research, administration,
disciplinary proceedings, other College activities, including its public
service functions on or off campus, or of other authorized non-College
activities when the conduct occurs on College premises.
8.1.9 Intentionally obstructing or denying access to facilities or services to
individuals entitled to use such services or facilities.
8.1.10 Intentionally interfering with the lawful rights of other persons on campus.
8.1.11 Violation of the District’s nondiscrimination or sexual harassment
policies, or engaging in harassing, or retaliatory behavior in violation of
District policy or sexual assault or misconduct or physical abuse,
including but not limited to rape, domestic violence, dating violence,
sexual assault or , stalking or sexual exploitation. as defined in District
procedures. Sexual misconduct, including discrimination based on
gender, sexual harassment, dating violence, domestic violence, sexual
assault, stalking, sexual exploitation, and hate crimes based on gender are
subject to Administrative Procedure 5502.
8.1.12 Violation of local, county, state, or federal law, whether it be on or off
campus, only when a definite College interest is involved and where the
student misconduct distinctly and adversely affects the College’s pursuit
of its educational mission.
8.1.13 Wearing, transporting, storing, or possessing firearms or other weapons on
College property (including College-owned vehicles and parking lots), at
College-sponsored or College-related functions or events, and during
times when acting as a representative of the College whether on or off
College premises The administrative procedures shall define “Weapons”
prohibited by this policy to procedure include firearms, knives, explosives,
clubs and other items used as a threat to do bodily harm and facsimiles of
such weapons. This does Prohibitions described in this provision do not
apply to any certified law enforcement personnel engaged in official duties.
Activities requiring use of the prohibited items may be conducted on
approval of the activity by the President/Superintendent or his/her designee.
8.1.14 Intentional obstruction of the freedom of movement of pedestrian or
vehicular traffic on College premises.
8.1.15 Participation in a campus demonstration which disrupts the normal
operations of the College and infringes on the rights of other members of
the College community.
8.1.16 Leading or inciting others to disrupt scheduled and/or normal activities
within any campus building or area.
8.1.17 Detention or physical abuse, or assault or battery, extortion, or
intimidation of any person or conduct which is intended to threaten
imminent bodily harm or endanger the health or safety of any person on
any property owned or controlled by the College or at any College
sponsored or supervised functions.
8.1.18 Failure to comply with reasonable directions of College officials or public
safety officers acting in performance of their duties on campus or affecting
conduct on campus.
8.1.19 Unauthorized possession, duplication or use of keys to any College
premises, supplies or equipment, including computing, networking, or
information resources, or unauthorized entry to or use of College
premises.
8.1.20 Being an accessory to any person on the College campus who is or who is
not a member of the College community who violates this code.
8.1.21 Violation of College Board policies, published college policies, rules,
procedures, or regulations.
8.1.22 Conduct that is disorderly, lewd, or indecent; breach of peace; or aiding,
abetting, or procuring another person to breach the peace on CR premises
or at functions sponsored by, or participated in by, CR or members of the
College community.
8.1.23 Unlawful possession, use, sale, offer to sell, or furnishing, or being under
the influence of, any controlled substance listed in California Health and
Safety Code Section 11053 et seq., an alcoholic beverage, or an intoxicant
of any kind; or unlawful possession of, or offering, arranging or
negotiating the sale of any drug paraphernalia, as defined in California
Health and Safety Code Section 11014.5 or use, sale or distribution of any
poison defined in Section 4240 of the Business and Professions Code.
8.1.24 Willful or persistent smoking in any area where smoking has been
prohibited by law or by regulation of the College.
8.1.25 Willful misconduct that results in injury or death to a student or to College
personnel or which results in cutting, defacing, or other injury to any real
or personal property owned by the College or on campus.
8.1.26 Dishonesty; forgery; alteration or misuse of College documents, records or
identification; or knowingly furnishing false information to the College.
8.1.27 Engaging in expression which is obscene, libelous or slanderous, or which
so incites students as to create a clear and present danger of the
commission of unlawful acts on College premises, or the violation of
lawful College regulations, or the substantial disruption of the orderly
operation of the College.
8.1.28 Persistent, serious misconduct where other means of correction have failed
to bring about proper conduct.
8.1.29 Unauthorized preparation, giving, selling, transfer, distribution, or
publication, for any commercial purpose, of any contemporaneous
recording of an academic presentation in a classroom or equivalent site of
instruction, including but not limited to handwritten or typewritten class
notes, except as permitted by any district policy or administrative
procedure.
8.1.30 The use by a student of any electronic listening or recording device in any
classroom without the prior consent of the instructor, except as necessary to
provide reasonable auxiliary aids and academic adjustments to a student
with a disability.
8.1.31 Disengaging smoke or fire detection equipment including tampering with
fire or safety equipment, including pull stations, fire extinguishers, fire
hoses, smoke detectors, alarm horns and bells or any other fire or safety
items, or failure to vacate facilities during fire drills or fire or other
emergencies when directed to do so by District or public safety
representatives.
8.1.32 Initiation of or participation in hate violence.
8.1.33 Solicitation or acceptance of money or other thing of value as an
inducement, encouragement, or reward for intercollegiate participation in
violation of Education Code, section 67361 or false declarations regarding
eligibility for participation in intercollegiate athletics under Education
Code, section 67362;
8.1.34 The offering of any inducement or thing of value to influence the award of
any grade or to alter any official College record.
8.2
Sanctions
Any time a sanction is specifically provided for herein, the employee or officer
authorized to impose such sanctions may impose a lesser sanction. For the
purposes of this rule, expulsion is the most severe sanction, followed by
suspension, probation, and written and oral warning. A student may be given an
interim suspension and, subsequently, may be subjected to further disciplinary
action by the College, up to and including expulsion, if such further sanction is
found to be appropriate in light of the conduct of the student. In all such cases, the
fact of the earlier sanction shall be taken into consideration in determining the
extent of any further sanctions. Disciplinary actions will be enforced by the
College. Consequently, each campus, education center, or instructional site within
the District will honor sanctions imposed by the College.
8.2.1 Individual Sanctions.
8.2.1.1
Warning - a written or oral notice to the student that continuation
or repetition of certain conduct may be cause for disciplinary
action under this regulation.
8.2.1.2
Probation - a reprimand for violation of specified regulations.
Probation is for a designated period of time and includes the
probability of more severe disciplinary sanctions if the student is
found to be violating any institutional regulation(s). If a student
violates any condition of probation or again is charged with a
violation of the standards of student conduct during the
probationary period, such action shall be grounds for revocation
of the student's probationary status and for further disciplinary
action to be taken in accordance with this regulation.
8.2.1.3 Loss of Privilege - a denial of specified privileges for a
designated period of time. This may include, but is not limited to,
access to facilities, services or offices or participation in clubs,
organizations, activities, or College-sponsored events.
8.2.1.4
Restitution - a requirement of any student who has caused nonaccidental damage to College property to pay the College the
cost of replacing or repairing the property in question. The
College may withhold, after appropriate written notice to the
student, grades, transcripts, certificates, diplomas, registration
privileges, or any combination thereof from any student who
fails to repay or refuses to repay any valid debt owed to the
College (Education Code Section 72237 Title 5, section 59410)
8.2.1.5
Community Service - the performance of community service as a
sanction for misconduct. Determination of the type of work to be
performed, the number of hours of service, and the responsibility
for supervising the service will be made in consultation with the
CSSO.
8.2.1.6
Withdrawal from class - an administrative withdrawal with
consequent loss of tuition and fees from a class, classes, or
program.
NOTE: Combined with 8.2.1.9 College suspension.
8.2.1.7
Limited Access - an administrative restriction to selected
parts/locations of campus buildings.
8.2.1.8
Other penalties - the student may be denied a transcript or degree
until all of the obligations specified by a disciplinary body are
met or other penalties as may be imposed as ones determined to
fit the misconduct.
NOTE: While this is an interesting sanction, it is not clear that a degree (for example) can be
denied once it is earned. For example, Title 5, section 55072 requires a Board to award a
certificate “to any student who has completed the prescribed curriculum leading to that
certificate. . . .”
8.2.1.9
College suspension - the separation of the student with
consequent loss of tuition and fees from any or all classes and
activities at the College for a definite period of time, after which
the student is eligible to return. Conditions for readmission may be
specified (Title 5, section 76031).
8.2.1.10 College expulsion - the permanent separation with consequent
loss of tuition and fees of the student from the College.
8.2.1.11 Discretionary Sanctions - a work assignment, service to the
College or neighboring communities, or other related
discretionary assignments (such assignments must have the prior
approval of the disciplinary advisor).
NOTE: Community service is already an option under 8.2.1.5.
8.2.1.12 Counseling or Education Seminars - the requirement to
participate in counseling seminars or educational workshops in
lieu of, or in addition to, the imposition of sanctions.
8.2.1.13 Revocation of Admission or Degree - the admission to the
College may be revoked based on fraud, misrepresentation or
other forms of misconduct related to the admissions process. The
granting of a degree by the College may be revoked based on
fraud, misrepresentation or other forms of misconduct related to
obtaining the degree.
8.2.1.14 Deactivation - the loss of privileges, including College
recognition, for a specified period of time for any student club,
group, or organization.
8.2.1.15 Mental Health Clearance: A mental health clearance is a
restriction that requires a student to obtain the opinion of a
mental health professional indicating whether the student (a)
presents a danger to himself/herself or others or (b) is likely to
repeat the same or similar misconduct. A student shall not be
required to provide a mental health clearance unless such
requirement is imposed by the College’s Student Conduct
Review committee or Behavior Intervention Team.
NOTE: This sanction is problematic for legal and ethical reasons.
8.2.1.16 Loss of housing on District property or housing affiliated with the
District.
NOTE: If a student is suspended or expelled, removal from District housing should also be
an option, but this needs to be coordinated with the housing agreement/rules. There might
also be instances when a student is allowed to continue classes, but should be removed from
the residence halls.
8.2.1.17 Loss of institutional financial aid or scholarships and/or loss of state
financial aid pursuant to Education Code, section 69810 et seq.
NOTE: The loss of “state financial aid” is an option under Education Code, section 69810 et
seq. Sections 69810 – 69813 present a rather complicated scheme that applies if a student is
alleged to have committed “any act likely to disrupt the peaceful conduct of the activities of
the campus and was convicted of a public offense in connection therewith, or is found to have
willfully and knowingly disrupted the orderly operation of the campus, or has been
suspended from an institution of higher education for these acts. . . .” The accused student
must be notified that he/she may lose state financial aid and must be given an opportunity to
present “evidence of mitigating circumstances” at a hearing. If this sanction is pursued, it
must be coordinated with the existing student discipline process to be sure that the specifics
of section 69810 et seq. (which we have not completely described above), can be observed.
The affected student could lose eligibility for state financial aid for the “ensuing two
academic years.” It appears that the ineligibility would follow the student if he/she
attempted to enroll in another institution of higher education during the period of
restriction. “State financial aid” means “any assistance given or guaranteed by the state
that is predicated on attendance at an institution of higher education.” This is a potentially
very powerful sanction, and must be carefully reviewed to ensure that it is properly imposed.
Including it as a potential sanction is the first step towards having it as an option.
8.3
Disruptive Classroom Behavior
8.3.1 Instructors
Course instructors at College of the Redwoods Community College
District have the professional responsibility and authority to maintain
order in instructional settings, which include but are not limited to
classrooms, libraries, group meetings, tutorials, lab sessions, office hours,
and off-campus venues. To assure the best presentation of the course
material, a course instructor shall determine the manner and times during
which students may ask questions, request clarification or express
opinions or points of view in the instructional setting.
8.3.2 Students
Student behavior or speech that disrupts the instructional setting or is clearly
disrespectful of the instructor or fellow students will not be tolerated.
Disruptive conduct may include, but is not limited to: rude or disrespectful
behavior; unwarranted interruptions; failure to adhere to instructor's
directions; vulgar or obscene language; slurs or other forms of intimidation;
physically or verbally abusive behavior.
8.3.3 Records
Instructors are advised to keep careful written records regarding any
incident of disruptive behavior, including dates, times, names of those
present, and details of the incident. Instructors should inform their
department chair or supervising faculty and the CSSO Office of any such
incidents and provide written documentation, if requested. The parties
involved, in conjunction with the department chair or supervising faculty
and appropriate administrator, should may strive for acceptable solutions or
mediate appropriate intervention strategies.
8.3.4 Removal from Class
Any faculty member may, for good cause, order a student removed from
his or her class for the day of the removal and the next class meeting
(Education Code Section 76032).
The faculty member shall immediately report the removal to the
appropriate immediate administrator and the CSSO or designee. The
CSSO or designee shall arrange for a conference between the student and
the faculty member regarding the removal. If the faculty member or the
student requests, the CSSO or designee shall attend the conference.
The student shall not be returned to the class during the period of the
removal without the concurrence of the faculty member. Nothing herein
will prevent the CSSO or designee from recommending further
disciplinary procedures in accordance with these procedures based on the
facts which led to the removal.
8.3.5 Students Who May Present a Danger to Themselves or Others
The College seeks to promote a safe environment where students and
employees may participate in the educational process without
compromising their health, safety or welfare. The Code of Conduct
prohibits a student from engaging in violent conduct and threatening
behaviors toward any member of the College community, including a
student’s threat to harm him-or-herself. In cases of this type, the special
procedures set out in section 8.3.6 may be used to attempt to determine if
the student (1) presents a danger to himself/herself or others, and/or (2) is
likely to repeat the misconduct. All threats or threats to do violence must
be taken seriously and responded to immediately.
8.3.6 Responding to Student Conduct Involving Threats or Violence
Any College employee, student, or visitor who observes or otherwise
becomes aware of violent or threatening student conduct, including a
student’s threat to injure himself/herself, or any other student conduct that
indicates that the student may present a danger to himself/herself or others,
should do the following:
In the case of an emergency, immediately contact the College’s Security
office by calling the emergency number 707- 476-4111. In severe cases,
call 911. In these cases, Security will write an incident report to be filed
in situations where an incident report is deemed warranted.
In cases that do not involve an immediate emergency, promptly file an
incident report with Public Safety or inform the campus or site
administrator.
In the event of any threat on a person's life, whether spoken or written, the
following procedure will be undertaken even if the person hearing/seeing
the threat does not believe it is viable:
The police will be immediately called.
The person(s) threatened will be immediately informed.
The person(s) doing the threatening will be referred to a
psychologist/psychiatrist/counselor for evaluation as to the viability of the
threat and a recommendation made to the District.
A letter of immediate suspension will be issued and conditions placed
upon the person(s) return.
Nothing in this process precludes the District from offering care and
accommodations to students in crisis or from referring students to other
resources for assessment or support.
Parents of minor students will be notified of the person(s) behavior (if
FERPA conditions are met) and violation of the college's code of
conduct.
The College will continue to follow-up with faculty, staff, law
enforcement, parents, etc. and communicate essential information to one
another.
9.0
Immediate Suspension and Denial of Access
9.1
Immediate Suspension
The President/Superintendent may impose an immediate suspension on a student
only where such action is required in order to protect lives or property and to
ensure the maintenance of order on the campus or at a campus function. To the
extent the circumstances reasonably permit, the District's legal advisor will be
consulted on the issue of whether an immediate suspension is appropriate.
Immediate notice of such suspension shall be given to the student either orally or
in writing. Such notice shall advise the student of the right to a hearing.
Within 48 hours of ordering an immediate suspension, the President/Superintendent
or designee shall forward written notice to the student of the basis for the action.
Such notice shall be addressed to the student's last known address and/or email
address and shall advise the student of a right to a hearing and the time and location
of such hearing. Unless the student agrees otherwise, such hearing shall be held no
later than thirty (30) ten (10) days following suspension.
9.2
Withdrawal of Consent to Remain on Campus
The CSSO or his/her designee President/Superintendent, or person designated by
him or her to maintain order may notify a student that the consent to remain on
campus or other facility under the control of the College has been withdrawn
whenever there is reasonable cause to believe that such person has willfully
disrupted the orderly operation of the campus or facility.
Whenever consent is withdrawn by any authorized officer or employee other than
the President/Superintendent, such officer or employee shall, as soon as is
reasonably possible, submit a written report to the President/Superintendent , or, in
the absence of the President/Superintendent, to a person designated by him or her
for the purpose of reviewing the withdrawal of consent to remain on campus. Such
report shall contain all of the following:
9.2.1 Description of the person from whom consent was withdrawn, including,
if available, the person's name, address, and telephone number.
9.2.2 A statement of the facts giving rise to the withdrawal.
If the President/Superintendent or designee the person designated by him or her
for the purpose of reviewing the withdrawal of consent to remain on campus, upon
reviewing the report submitted by the person authorized to maintain order, finds
that there was reasonable cause to believe that such person has willfully disrupted
the orderly operation of the campus or facility, he or she may enter written
confirmation upon the report of the action taken by the officer or employee.
If the President/Superintendent or designee person designated by the
President/Superintendent in his or her absence to review the withdrawal of consent
to remain on campus does not confirm the action of the officer or
employee authorized to withdraw consent within 24 hours after the time the consent
was withdrawn, the action of the officer or employee shall be deemed void and of
no force or effect.
The notice given to the student may be given orally and/or in writing and shall
advise the student of the right to a hearing as set out herein.
In no case shall summary withdrawal of consent under this Article be withdrawn
for longer than fourteen (14) days from the date upon which the consent was
initially withdrawn. During the fourteen (14) day period, the student from whom
consent to remain on campus was withdrawn may file a written request for a
hearing to the Office of the President/Superintendent. Such hearing shall be held
within seven (7) days of receipt before a hearing officer selected by the
President/Superintendent.
Consent to return to the campus within the maximum 14-day period shall be
reinstated by the President/Superintendent whenever he or she has reason to
believe that the presence of the student from whom consent was withdrawn will
not constitute a substantial and material threat to the orderly operation of the
campus or facility.
9.3
Denial of Access
After a hearing, any suspension or expulsion based on conduct that disrupted the
orderly operation of a campus or other facility and that also violates a provision of
a California statute may include denial of access to the campus or facility as a
condition of such suspension or expulsion for the period of the suspension or in
the case of expulsion for a period not to exceed one year (Penal Code, Section
626.2). A student who willfully and knowingly enters the campus or facility
during the period for which access has been denied is guilty of a misdemeanor
pursuant to Penal Code, Section 626.2. In the case of a suspension, such entry
may be grounds for further disciplinary action.
10.0
Fees, Denial of Aid and Readmission, and Student Statement
10.1 Fees
No fees paid by or for a student for the semester, summer session, or other term in
which he or she is suspended or expelled shall be refunded, except as may be
required by law. If the student is readmitted before the close of the semester,
summer session, or other term in which he or she is suspended, the student will not
be charged any additional fees as a result of the suspension.
10.2
Admission or readmission
Admission or readmission may be denied to any person who, while not enrolled
as a student, commits such acts which, were he or she enrolled as a student, would
be the basis for disciplinary proceedings suspension or expulsion under this
regulation. In addition, admission or readmission may be denied to any person who,
while a student, commits acts that are subject to disciplinary action suspension or
expulsion pursuant to this regulation. Any conduct for which admission or
readmission may be denied must be related to a College activity or College
attendance. Appeals regarding denial of admission or readmission shall be made to
the CSSO or designee.
Admission or enrollment may be denied to any person who has been expelled from
another California community college district within the five (5) years preceding
his/her application for admission/enrollment or who is undergoing expulsion
proceedings at another California community college district for offenses described
in Education Code, section 76038 at the time of his/her application to the District
for admission/enrollment.
The offenses that may preclude admission or enrollment include murder or
attempted murder, assault or battery, sexual assault, kidnapping or attempted
kidnapping, robbery or extortion, stalking, or unlawful conduct related to weapons,
all as defined in Education Code, section 76038.
The CSSO or designee shall hold a hearing to determine whether an individual
covered by this section poses a continuing danger to the physical safety of the
District’s students or employees. Notice of the hearing shall be provided to the
affected individual no less than 5 days prior to the hearing. The hearing shall
comply with basic due process standards, including providing the affected
individual with the option to present information in support of his/her ability to
participate as a student of the District without presenting a danger to students or
employees. The CSSO or designee shall issue and deliver a written decision to the
affected individual as to whether the individual poses a continuing danger; and shall
deny admission/enrollment, permit admission/enrollment, or permit conditional
admission/enrollment.
If admission or enrollment is denied, the affected individual may file a written
appeal of the decision to the Board of Trustees within 5 days of delivery of the
decision. Appeals are limited to the following:
1. The individual maintains that he/she was not expelled or subject to expulsion by
another California community college for the offenses described in Education
Code, section 76038, or
2. The individual maintains that he/she did not commit any offense described in
Education Code, section 76038, or
3. The individual maintains that notice of the hearing was not provided a minimum
of 5 days prior to the conduct of the hearing.
The Board of Trustees shall consider any timely appeal at its next regular meeting
following receipt of the appeal or shall hold a special meeting for such purposes.
The Board shall issue a decision on the appeal in writing to the individual filing a
timely appeal.
10.2.2 Denial of Enrollment for Continuing Threat.
In addition, enrollment may be denied to any District student who has been
suspended from the District for conduct involving acts of violence or threats of
violence, including any conduct that potentially endangers the health or safety of
others, until the District determines that the individual does not present a direct threat
to others. A determination that an individual poses a direct threat to others must be
based on an individualized assessment of the individual’s present ability to safely
participate as a District student. This assessment must be based on a reasonable
medical judgment that relies on available objective evidence. In determining whether
an individual poses a direct threat, the District will consider (1) The duration of the
risk; (2) The nature and severity of the potential harm; (3) The likelihood that the
potential harm will occur; and (4) The imminence of the potential harm.1 Any
conduct for which admission or readmission may be denied must be related to a
College activity or College attendance. Appeals regarding denial of admission or
readmission enrollment shall be made to the CSSO or designee.
10.2.3. Denial of Readmission Following Protective Order.
In the event the District secures a protective order against a student that prevents the
student from attending classes and maintaining his/her academic status, the District
may require the student to apply for reinstatement after the expiration of the
protective order and shall consider such application in accordance with Education
Code, section 76030(b). The CCSO or designee shall conduct a review and take
appropriate action on an application for readmission as described in section 76030.
10.3 If a student’s record includes information concerning any disciplinary action taken by
the College, the student may include in the record a written statement or response
concerning the disciplinary action.
NOTE. Any student who is disciplined has notice of the right once he/she is provided with a
copy of the procedure.
References:
California Education Code Sections 66017, 66300, 66301, 72122,
76030 et seq; Accreditation Standard II.A.7.b
Approved: February 1980
Revised: May 5, 2015