6.01 NON-DISCRIMINATION POLICY (Rev: 2/00;10/03)
Discrimination Grievance Form
Non-Discrimination Grievance Form
The College of Southern Idaho is committed to maintaining a working and educational
environment that fosters appropriate and respectful conduct and communication
between all persons within the College community. CSI complies with Federal
and State Equal Employment Opportunity (EEO) regulations and strives to keep
the College free from all forms of discrimination/harassment, including sexual
harassment.
Discrimination or harassment is defined as repeated, health-harming mistreatment that could involve verbal abuse, threatening, humiliating, or offensive behavior or actions, or work interference. The College considers discrimination and harassment in all forms to
be a serious offense. Accordingly, the College will continue to make every effort
to provide equal opportunity rights to all persons regardless of race, color,
religion, sex, age, national origin, pregnancy and disability.
This policy is designed to protect the entire College community from illegal discrimination or harassment, including sexual harassment. Violation of this Policy may result in disciplinary action up to and including expulsion or termination. (See also 2.05 Policy and Procedures on Harassment and Discrimination.)
Individuals who believe they have been subject to prohibited discrimination or harassment should immediately report the incident to their supervisor or to the appropriate administrator within the College. If, due to the situation, the employee is not comfortable with reporting the issue to their supervisor, he/she may contact the Director of Human Resources directly. Complaints may be resolved informally or through a formal investigation. (See 2.03 Problem Solving & Grievance Procedure, including Discrimination Complaints.) Supervisors should inform the Director of Human Resources of any discrimination and harassment concerns.
Complaints are investigated in a timely manner and handled as confidentially as possible. Confidentiality, however, must be distinguished from anonymity. Due process and fair treatment requires that an individual accused of an offense and subject to sanctions be informed of the allegations, which may require disclosure of the identity of the complainant. The complainant must therefore be prepared to be identified.
Due to the damage that could result to the career and reputation of any person falsely or in poor faith accused of sexual harassment, all investigations and hearings surrounding such matters will be designed to the maximum extent possible to protect the privacy of, and minimize suspicion toward, the complainant, as well as the accused. Only those persons responsible and involved in the investigation will have access to confidential information.
The College has identified Monty Arrossa, Director of Human Resources, as the Coordinator for Title VII of Education Amendments of 1964, Title IX of the Education Amendments of 1972, and Sections 503 & 504 of the Rehabilitation Act of 1973, to help employees and students deal with discrimination and harassment issues. He may be contacted at 208-732-6267 or by E-mail to Monty Arrossa .
6.02
POLICY & PROCEDURES ON SEXUAL HARASSMENT (Added: 2/00; Rev:
10/03; 7/06)
The College of Southern Idaho is committed to an environment that is safe, secure, and free from all forms of sexual harassment. This commitment encompasses all relationships among administration, faculty, staff, or students. To this end, the college, in conjunction with federal and state guidelines, operates with the following policy designed to:
Sexual assault and/or sexual harassment are crimes that will not be tolerated on campus under any circumstances.
Sexual Assault/Sexual Battery
Sexual assaults that occur on campuses are referred to as "campus rapes." Although some assaults are committed by strangers, the majority are perpetrated by someone the victim knows. These assaults are called "acquaintance, or date rapes."
Rape is generally defined as forced sexual intercourse that is perpetrated against the will of the victim. The same definition applies regardless of whether the assailant is a stranger or an acquaintance. The type of force employed may involve physical violence, coercion, or the threat of harm to the victim. A sexual assault may also occur with incidents where there is no penetration. An example would be an assailant ripping off a victim's clothes and touching an intimate part of his/her body against his/her will. This type of assault is referred to as "sexual battery," which is generally defined as the unwanted touching of an intimate part of another person, such as a sexual organ, buttocks, or breasts for the purpose of sexual arousal. Regardless of the relationship between them, if one person uses force to coerce another into submitting to sexual intercourse, the act is defined as rape.
Sexual Assault and/or Sexual Battery are felony crimes defined by law in the state of Idaho. The college both recognizes and supports the jurisdiction that law enforcement officials have in such matters and commits to working cooperatively with the appropriate law enforcement personnel where appropriate action can ensue.
Sexual Harassment
Any form of sexual harassment is an affront to the culture of the College of Southern Idaho as well as a direct violation of federal law. Any member of the faculty, staff, student body or other employee of the college who engages in such harassment is violating the college's ethical standards and this policy. Sexual harassment is also prohibited by Title VII of the Civil Rights Act of 1964 and Title IX of the Educational Amendments of 1972.
Under law, sexual harassment is a type of gender discrimination that can occur in either a workplace or academic environment. This harassment manifests itself in both attitude and action.
Sexism is an attitude held by a person of one sex that he or she is superior to a person of the opposite sex. For example, a male who thinks that women are too emotional or a woman who thinks men are chauvinistic.
Sex discrimination is behavior that occurs when employment decisions are based upon an individual’s gender or when an employee is treated differently because of his or her gender. For example, an administrator who only promotes men because he thinks women will have to spend too much time away from work with their families has a sexist attitude that results in discriminatory behavior.
Sexual harassment is a behavior. It is defined as unwelcome behavior of a sexual nature. Sexual harassment at work or academia occurs whenever unwelcome conduct on the basis of gender affects a person’s job or educational opportunity. It is defined by the Equal Employment Opportunity Commission (EEOC) as:
“Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
Persons need not intend or be aware that their actions are offensive in order for them to be culpable. If the complainant has previously told the accused that the behavior in question is offensive and the behavior continues, alleged conduct will be evaluated from the standpoint of a "reasonable person." Typically, the alleged conduct may substantially affect a reasonable person's work or academic environment, including residence halls, and official college-sponsored events. The "reasonable person" standard should take into account the context in which the alleged harassment took place as well as the complainant's perspective.
There are two legally recognized types of sexual harassment:
Employers, supervisors, coworkers, students, peers, and/or clients can create a hostile work environment.
Examples of Sexual Harassment
Examples of behaviors that could constitute Quid Pro Quo and Hostile Environment sexual harassment include but are not limited to:
Examples Cases of Sexual Harassment
Student A Reports:
Student A is a female enrolled in a program that traditionally attracts males, and she does not want to go to class anymore. Each day a group of male students sit in the back of the classroom and tell jokes of a sexual nature, and engage in conversation about their sexual experiences. Even though Student A is not the target of their conversation, she can clearly hear what is being said because she sits close to them in the back. Several times she has told them to stop and told them that others in the class do not want to hear their sexual jokes and all about their sex lives. They laugh and tell her to move to another seat if she does not want to hear.
Student B Reports:
Student B is a female enrolled in the XYZ program. One male instructor has been very friendly with her since the beginning of the semester. She feels he goes out of his way to talk to her about personal things that don't pertain to class. She is not doing well in the class and is close to failing, but needs this class to graduate. One day, she went to the instructor's office to talk about her grade. To her surprise, he offered her a passing grade if she would have sex with him. He told her that no one would have to know; that it would be their secret and with a passing grade she would be able to graduate.
Student C Reports:
Student C is in the Auto Body Repair and Painting program. She participates in the Cooperative Education Program which gives her the opportunity to gain valuable work experience in auto body repair and painting. As a co-op student this semester, she is working for LCK's Auto Body Repair and Painting Shop. She has reported that each time she goes to the shop, one of LCK's employees often touches her on the shoulder or waist, pats her thigh and slaps her on the rear end. He refers to her and other women in a very demeaning way, and tells her that her place is in the kitchen.
Employee A Reports:
Within the first few month of her employment, Employee A began to experience behavior from her immediate supervisor that made her feel very uncomfortable about coming to work. He often questioned her about her sex life and told her how bad his sex life was, complimenting her on how good she looks after having a baby, and made sexual comments about other female employees. All of the unwanted, unsolicited behavior began to make her sick to her stomach. There were many days that she called in sick because she did not want to face her supervisor.
Girl A came to a Resident Advisor with some complaints about a boy (Boy B) following her to her room, staring at her for two hours straight, and waiting outside the women's bathroom watching numerous girls going in and out, including her, of the women's bathroom. The RA informed the Resident Director and had Girl A document the situation. Girl A gave the information to the dorms Supervisor. The documentation state that the problem had been going on for two weeks. Girl A stated that she did not feel safe with this resident and felt like she was being harassed.
Student G is a non-traditional student who returned to school. Having had a hard time adjusting after almost ten years away, he visits one of his professors to discuss ways to improve his grade. She suggests that he visits her in her office after four o'clock class so that they can discuss the situation. When he arrives, she suggests they have dinner together so they can get to know each other better and find ways to help him get better grades. He declines. Following this, the professor will not see Student G during office hours. He receives a "D" for the course
Employee F worked as an administrative assistant at the College. Over a five-week period: her supervisor told employee F that she had a "good body" and that "If you worked out, you'd have a great body." Employee F made no response and redirected the conversation; two weeks later, her supervisor approached employee F to within a foot, scanned her body from head to toe and in a soft voice said, "You look good in tight skirts. They show off your butt." Employee F thereafter turned around and walked away; her supervisor repeated the statement "You look good in tight skirts" to employee F on a subsequent day when she was similarly dressed. Employee F ignored the statement; during lunch at a local restaurant, the supervisor took employee F’s hands, looked at her and commented "I like my women with good looks and brains." Employee F removed her hands and, after a brief period of silence, started talking about office matters.
Campus-Wide Sexual Harassment Education
The College shall make every effort to ensure that all members of the campus community are provided with sexual harassment training. To this end:
Procedures for Reporting and Responding to Reports of Sexual Harassment
Reporting and Responding
Making Reports of Sexual Harassment
All members of the CSI community are required to contact appropriate personnel if they observe or encounter conduct that may be defined as sexual harassment. Reports of sexual harassment may be brought to the Director of Human Resources, to any manager, supervisor, administrator, or other designated employee responsible for responding to reports of sexual harassment. If the person to whom harassment normally would be reported is the individual accused of harassment, reports may be made to another manager, supervisor, human resources coordinator, or designated employee. Managers, supervisors, and all other employees shall be required to notify the Director of Human Resources when a report is received. The campus shall respond, to the greatest extent possible, to reports of sexual harassment brought anonymously or brought by third parties not directly involved in the harassment. However, the response to such reports may be limited if information contained in the report cannot be verified by independent facts.
Conflict Resolution
The College recognizes that some problems of sexual harassment are a result of miscommunication or misunderstanding of intentions. As such, when appropriate, the College will attempt to resolve complaints through discussion and education/training. The campus encourages this option when the parties desire to resolve the situation cooperatively and/or when a formal investigation is not likely to lead to a satisfactory outcome. This may include inquiry into the facts, but typically does not include a formal investigation. This shall be a flexible discussion and encompass a full range of possible appropriate outcomes including mediating an agreement between the parties, separating the parties, referring the parties to counseling programs, negotiating an agreement for disciplinary action, conducting targeted educational and training programs, or remedies for the individual harmed by the harassment. It can also include options such as discussions with the parties, making recommendations for resolution, and conducting follow-up after a period of time to assure that the resolution has been implemented effectively.
While the College encourages non-adversarial resolution of a complaint, it recognizes that some reports of sexual harassment may not be appropriate for such resolution, and may require a formal investigation at the discretion of the victim and/or the Human Resource Director.
Procedures for Formal Investigation
If the conflict cannot be resolved by informal means, the campus may conduct a formal investigation. In such cases, the individual making the report shall be encouraged to file a written request for formal investigation. The wishes of the individual making the request shall be considered, but are not determinative, in the decision to initiate a formal investigation of a report of sexual harassment. In cases where there is no written request, the Human Resource Director, in consultation with the administration, may initiate a formal investigation after making a preliminary inquiry into the facts.
Formal investigation of reports of sexual harassment shall incorporate the following standards:
The individual(s) accused of conduct violating the Policy on Sexual Harassment shall be given a full and complete written statement of the allegations, and a copy of the Policy on Sexual Harassment and Procedures for Responding to Reports of Sexual Harassment.
Privacy
The College shall protect the privacy of individuals involved in a report of sexual harassment to the extent required by law and College policy. A report of sexual harassment may result in the gathering of extremely sensitive information about individuals in the College community. While such information is considered confidential, College policy regarding access to public records and disclosure of personal information may require disclosure of certain information concerning a report of sexual harassment. In such cases, every effort shall be made to redact the records in order to protect the privacy of individuals. An individual who has made a report of sexual harassment may be advised of sanctions imposed against the accused when the individual needs to be aware of the sanction in order for it to be fully effective (such as restrictions on communication or contact with the individual who made the report). However, information regarding disciplinary action taken against the accused shall not be disclosed without the accused's consent, unless it is necessary to ensure compliance with the action or the safety of individuals.
Confidentiality of Reports of Sexual Harassment
Confidential resources provide members of the College community who may be interested in talking to someone about a sexual harassment situation with a safe place to discuss their concerns and learn about the procedures and potential outcomes involved. Confidential resources include:
Because content of discussions with confidential resources is not reported to an office of record, such discussions do not serve as notice to the College to address the alleged sexual harassment. However, individuals should be informed of the appropriate campus offices to which sexual harassment incidents may be reported.
6.03 AMERICANS WITH DISABILITIES ACT (ADA) (Added: 2/00; Rev: 12/02)
ADA Medical Certification Form
ADA Request Form
The College of Southern Idaho complies with the Americans with Disabilities
Act of 1990 and the Rehabilitation Act of 1973. The Americans with Disabilities
Act (ADA) prohibits discrimination against qualified individuals with disabilities
in any aspect of employment. The Americans With Disabilities Act (ADA) requires
that employers provide opportunities for selection, testing and hiring of qualified
applicants with disabilities. Monty Arrossa,
Director of Human Resources, serves as the Title II ADA Coordinator. He is located
at TAB 123 or may be reached at 208-732-6267.
The ADA requires reasonable accommodation for a disabled person, unless the
accommodation would cause an undue hardship. Reasonable accommodations allow
an otherwise qualified person with a disability to perform essential job functions.
Any qualified individual employed at the College of Southern Idaho with a disability
who needs to have the disability reasonably accommodated must complete the procedure
as outlined below.
ADA Definitions
Individual with a disability: any person who: (1) has a physical or mental impairment
that substantially limits one, or more, major life activity, (2) has a record
of such an impairment or (3) is regarded as having such an impairment. To be
protected by the ADA, the individual must be a qualified individual with a disability.
Qualified individual with a disability: with respect to employment, a person
with disability who, with or without reasonable accommodation, can perform the
essential functions of the job in question.
Essential function: the ADA covers only qualified individuals with disabilities.
Determining the "essential functions" of a position is critical in
evaluating whether or not a person with a disability is qualified for the position
he or she holds. If an individual with a disability can perform the essential
job functions, with or without reasonable accommodation, he or she may be considered
qualified for the position held. EEOC regulations define essential function
as "the fundamental job duties of the employment position the individual
with a disability holds." Marginal duties are not included.
Procedure for Requesting Reasonable Accommodation by a Qualified Individual with a Disability (Added: 2/2000)
The employee may request the accommodation by obtaining a copy of the request
form from the Human Resource Department (HR), completing and signing it, and
returning it to HR along with appropriate medical documentation.
If an employee makes a verbal request for accommodation to a supervisor, or
other administrator, that individual should refer the employee to the Human Resource Department and notify HR of that referral.
When HR receives a signed request form, the Director will convene a meeting
of a representative from HR, the supervisor/unit head and other administrative
personnel as appropriate to discuss the request and reasonable accommodation.
The supervisor will provide this committee with a current job description for
the position held by the qualified employee.
If the individual meets the definition of a qualified individual with a disability,
a reasonable accommodation plan will be developed. Once it is agreed upon by
the requesting employee, the supervisor, and HR, the plan will be signed and
implemented. All accommodation plans will be reviewed after six months unless
a shorter period of review is agreed to in the plan.
If the employee does not believe that they have been treated fairly during this process or that the accommodation plan is not reasonable or does not reasonably accommodate their disability, they may file a grievance with the College through the formal grievance procedure (see 2.06 below).
6.04 INFORMATION & POLICY ON AIDS (Rev: 2/00)
Introduction
AIDS stands for Acquired Immune Deficiency Syndrome. This disease is caused
by the human immunodeficiency virus (HIV), which primarily attacks the body's
immune system, but may also affect other parts of the body. The College
of Southern Idaho does not condone or support discrimination of students or
employees infected with HIV or suspected of being infected with HIV. The
College will respond to each case as required by its particular facts, and in
accordance with the American with Disabilities Act. Any person who feels
they are being discriminated against, should immediately contact the Director
of Human Resources.
A healthy immune system normally defends the body against disease, but once HIV gains a foothold, the immune system begins to weaken. As a result, the body becomes more vulnerable to infections and cancers. As AIDS progresses, a person becomes overwhelmed by diseases and eventually dies.
People with HIV infection may be healthy, but have evidence of the infection because of the presence of an antibody to the virus in their blood. Others have a condition meeting the criteria of the surveillance definition of AIDS itself, or one of the lesser symptomatic manifestations of infection, such as AIDS-related Complex or Progressive Generalized Lymphadenopathy, as it is commonly referred to now.
HIV is transmitted by intimate sexual conduct and by exposure to contaminated blood. Although HIV may be found in many body fluids and secretions of people who are infected, its presence is correlated with transmission only through blood, semen, and female genital secretions. Current knowledge indicates that students or employees with any form of HIV infection do not pose a health risk to other students or employees in an academic setting. There has been no confirmed case of transmission of HIV by any household, school, or other casual contact. In fact, the public Health Service states that there is no risk created by living in the same place as an infected person, caring for an AIDS patient, eating food handled by an infected person, being coughed or sneezed upon by an infected person, casual kissing, or swimming in a pool with an infected person. These facts are the basis for this policy, which is derived from the best currently available medical facts about HIV infection and AIDS and applies to all students or employees.
Procedures
6.05 DRUG AND ALCOHOL FREE CAMPUS POLICY AND DRUG AND ALCOHOL TESTING POLICY AND PROCEDURES (Revised and Approved 9/00; 4/02, 1/06)
Informational Brochure
Drug & Alcohol Screening Request Form
Drug-Free & Alcohol-Free Campus Acknowledgement & Agreement Form
Purpose
The College of Southern Idaho recognizes the health risks and costs associated
with the use of illicit drugs and the abuse of alcohol and is committed to providing
a drug-free and alcohol-free educational environment which supports the mission
of the College.
Statement of Policy
It is the policy of the College of Southern Idaho that the unlawful manufacture,
distribution, dispensation, possession, use of a controlled substance, or the
use of alcohol by students and employees is prohibited in the workplace, on
College time, or on College property. This prohibition covers any individual's
actions that are part of College activities occurring on College property or
in the conduct of College business away from campus. At any time when an employee
of the College, on College business, accompanies students away from campus,
or is in a position to supervise students away from campus, the possession,
use or dispensation of a controlled substance or the use of alcohol by such
employee is strictly prohibited. The employee-student policy applies even when
the President, or his designee, deems it appropriate to permit the presence
of alcohol at an off-campus College sponsored event.
It is a condition of employment with the College that employees abide by this policy. All employees must sign a CSI Drug and Alcohol Free Workplace Acknowledgement and Agreement . Employees who have previously signed the Drug Free Workplace Agreement are subject to this policy. New employees will be required to sign the Agreement. A copy of this policy and these procedures are available on the CSI web site. Employees may request a hard copy from the Human Resource Department. All employees, prospective employees, and contract employees are subject to the terms and conditions of these revised policies and procedures. If the College of Southern Idaho functions as the fiscal agent and grantee for a specific program, that program may have greater, but not lesser, requirements.
Testing Policy
The State of Idaho has codified the procedure under which a political subdivision
of the State of
Idaho may test its employees for drugs and/or alcohol at Title 72, Chapter 17
of the Idaho Code.
The Board of Trustees of the College of Southern Idaho has determined that it
is in the best interest of the College, its administration, faculty and staff
to have a drug and alcohol testing policy. The College may require any employee
or prospective employee to submit to appropriate testing for the presence of
drugs or alcohol under circumstances which may include, but not be limited to
the following: post-accident, reasonable suspicion and return to duty/follow-up.
Employees will not be permitted to work with a detectable level of prohibited drugs in their system. The basis for determining "under the influence" and/or "detectable level" is, for the purposes of this policy, a positive test result for drugs and/or alcohol. A positive result for alcohol shall be .02 alcohol concentration or more. Prohibited drugs include both illegal and legal substances, including alcohol or prescription drugs that have not been specifically prescribed, or used as prescribed, by a licensed physician for specific treatment purposes of the employee at that time.
The policy of the College of Southern Idaho, which may be amended at any time, is as follows:
Post-accident:
Any employee whose performance either contributed to any accident or injury
or cannot be completely discounted as a contributing factor to an accident will
be tested based upon the following conditions:
Reasonable suspicion:
When trained supervisory personnel determine there is reasonable suspicion to
believe an employee is under the influence, or in possession, of any substance
prohibited by these standards or is otherwise in violation of this policy, the
College may:
Return to duty/follow-up:
An employee who tests positive for drugs or alcohol may not return to work until
such employee tests negative. The College of Southern Idaho has the option of
disciplinary action up to and including termination for a confirmed positive
test. When disciplinary action has been chosen as an option, the employee may
return to duty when the following conditions, which may be at the employee's
expense, are met:
Testing Procedures
Appeals Process
In the event that any employee is found to have violated this policy and is
not satisfied with any action taken by the College under the provisions of 12
(a), (b), (c) or (d), such employee may appeal as follows:
Education and Prevention
The College of Southern Idaho recognizes drug and alcohol dependency as a serious
problem and as a health, safety and security threat to the business of education.
Employees who need help in overcoming such dependency should contact their supervisor,
the Employee Assistance Program or the Director of Human Resources. A voluntary,
conscious effort to seek such assistance is encouraged.
Employees are encouraged to learn more about the dangers of drug and alcohol abuse and may obtain more detailed information about available treatment and counseling options. For additional information contact the Director of Human Resources or the Employee Assistance Program.
Citations, Violations, and Convictions of Criminal Drug and Alcohol Statutes
The College serves as a public trust and it is in the public interest that all
employees report any citations for violations of this policy to their supervisor
or to the President. Employees must notify the President's Office of any criminal
drug or alcohol statute conviction not later than five (5) calendar days after
the employee is convicted.
Enforcement
Convictions or violations of CSI's Drug-free and Alcohol-free policy will result
in disciplinary action up to and including dismissal.
This policy complies with the requirements of PL 100-690, Title V, Section 5153. This alcohol policy does not apply to the College of Southern Idaho Foundation.
6.06 PROBLEM SOLVING & GRIEVANCE PROCEDURE, INCLUDING DISCRIMINATION COMPLAINTS (Rev: 2/00, 10/03, 7/06)
It is the firm and express policy of the College of Southern Idaho to maintain a working and educational atmosphere of mutual confidence, trust, and respect among employees and between employees and the College. It is realized that situations may arise that must be solved. Problems may be resolved informally or through a formal grievance investigation procedure.
CSI's problem solving policy, or due process, i.e. the right to be heard in his or her own defense, is intended to provide an equitable method for the administrative resolution of complaints without coercion, restraint, or reprisal against any employee for filing or for involvement in a complaint, and to establish a uniform method of filing a complaint.
All alleged claims of discrimination/harassment should be immediately reported to the Director of Human Resources.
After an issue has been filed as a complaint with a State or Federal compliance agency, the informal and/or formal procedures are not available to an employee. When a complainant has been filed with one of these agencies, their procedures must be followed.
Informal Problem Solving Process
A problem is defined as a concern by an employee about the interpretation of
personnel policies and procedures, practices, working conditions, and/or discrimination
concerns (including age, race, color, religion, sex, national origin, disability,
or veteran status).
Every effort should be made to find an acceptable solution to a problem using the informal procedures. However, if the supervisor, the Director of Human Resources and/or the employee feel it necessary, the informal procedure may be bypassed and the formal procedure implemented. The Director of Human Resources should be informed of any discrimination complaint or of any procedural change.
Individuals who believe they have been subjected to alleged acts of discrimination, including sexual harassment, should quickly bring complaints to the attention of an administrator of the College.
An employee who has a problem should first try to resolve the issue in a timely manner through an informal discussion with their immediate supervisor. If the employee is not in agreement with the decisions reached through these discussions, or if no decision is reached, or if, because of the nature of the complaint, the employee cannot discuss it with their supervisor, the employee should see the Director of Human Resources. If the problem cannot be resolved on an informal basis through discussions with these parties, then the employee may begin the formal grievance procedure by submitting the complaint in writing in accordance with the formal grievance procedure. The supervisor should inform the Director of Human Resources of the inability to resolve the issue at the informal level.
Formal Grievance Procedure
A grievance is defined as a claim or charge of injustice, oppression or discrimination
based upon an event or condition which affects the welfare or condition of employment
of a current employee that is presented for solution through the formal grievance procedure
established by the College.
CSI recognizes the right of the employee to use the employee grievance procedure without fear of or concern for retaliation.
If the employee's grievance has not been resolved through the informal process, he or she should submit as soon as possible a written request for a formal investigation to the Director of Human Resources, using the appropriate grievance procedure form. (See also CSI Discrimination Grievance Form and CSI Anti-Discrimination Grievance Form.) The employee shall state the nature of the grievance, the parties involved and their roles, and the remedy the employee suggests to correct the situation. Sign and date the complaint.
The Director of Human Resources, or a designated representative, shall conduct a finding of facts and then respond to the complainant within 30 workdays of receipt of the complaint. If the employee does not agree with the findings of the Director of Human Resources, the employee may appeal the decision, in writing within 15 workdays, to the President of the College.
After receiving the written grievance, the President, or his representative, shall conduct his investigation and shall respond with his decision to the employee in a timely manner.
Any retaliatory action of any kind taken by an employee of the College against another employee, applicant, or student of the College as a result of that person's seeking redress under these procedures is prohibited and that situation shall be regarded as a separate and distinct grievance.
The College has identified Monty Arrossa, Director of Human Resources, as the Coordinator for Title VII of Education Amendments of 1964, Title IX of the Education Amendments of 1972, and Sections 503 & 504 of the Rehabilitation Act of 1973, to help employees and students deal with sex, race, disability, and other forms of discrimination/harassment issues. He may be contacted at 208-732-6267 or by E-mail to Monty Arrossa.
Student-related issues should be directed to the Dean of Student Activities.
6.07 DUE PROCESS PROCEDURE (Added: 7/08)
All full time professional and classified employees (faculty see faculty handbook) are entitled to due process before the College makes any decision to impose any disciplinary sanction or involuntary transfer, dismissal, suspension, or demotion as set forth in Section 67-5315(2) Idaho Code. Due Process requires the College to provide the employee with a notice of the contemplated action, the basis or reason for contemplated action, and explanation of the evidence supporting the contemplated action, and an opportunity to be heard before a decision is made. Any College department considering disciplinary action must contact Human Resources to review the recommended action and documentation and to assist with implementing appropriate action.
Step One: Notice
Notice of the Contemplated Action: The Dean, Department Director or Vice President will provide an explanation and a recommendation for action to Human Resource for review based on information from the immediate supervisor, if applicable. A notice of contemplated action will be prepared by Human Resource with the assistance of the appropriate supervisor. The employee will be placed on administrative leave during this period pending a final outcome.
Contents of the Notice of Contemplated Action must include:
Step Two: Opportunity to Respond
A professional or classified employee who receives a notice of contemplated action is entitled to an opportunity to respond in writing. This step provides the employee an opportunity to respond to the notice and present his or her reason(s) why the contemplated action(s) should not be taken. The employee must act upon the opportunity to respond within the time period indicated in the notice, otherwise the opportunity is deemed waived by the employee. The response, if any, shall be provided by the employee to the Director of Human Resources.
Time Period to Respond: The notice of contemplated action provides a set time period of up to ten (10) working days within which an employee may respond after the receipt of notice. The College may not extend the time period for a response, unless both the College and employee agree to file an extension in writing.
Right to Representation: The law provides an employee with the right to be represented by a person of his or her choosing during the opportunity to respond.
Step Three: College's Decision
The College Administration, or their designee shall make and implement the final decision and the Director of Human Resources shall notify the employee of the final decision no later than ten (10) working days after the employee has responded in writing, failed to respond, or otherwise waived his or her right to respond in writing. The College's final decision will be sent or delivered to the employee and a copy will be concurrently placed in the employees personnel file.
The Due Process Procedure is completed when the Director of Human Resources or designee notifies the employee of the College's decision. If a disciplinary sanction or involuntary transfer is imposed, it may be implemented immediately.
The employee has the right to appeal the College's disciplinary decision to the President of the College within thirty-five (35) days.
Optional Mediation Step
The Dean, Department Director or Supervisor and employee may mutually agree to engage in mediation after notice of contemplated action has been sent during the Due Process Procedure. If both sides agree, the time limitations for the opportunity to respond and the department's decision will be suspended pending mediation. Mediation is not possible unless the Dean, Department Director or Supervisor and employee agree. Human Resources can assist in identifying a mediator.
6.08 EMERGENCY
FIRST AID
If extreme personal injury or danger exists, call 9-911
Call Security at Extension 6605. (The CSI Security Department is available 24 hours a day to respond to any emergency.)
Take action to provide or find aid as required. Each building has a First Aid kit; locate it quickly. Use safety coverings for yourself (gloves and/or mask) if you touch a person or substance or provide CPR. Evacuate the area if necessary.
What may seem at the time to be a minor accident with an employee or student may have far-reaching implications. Many of these seemingly minor accidents later result in lawsuits, disability or insurance claims for workmen's compensation. It is important for both the employee/student and the College to have factual information concerning the incident. For this reason, before processing the injury claim, the Business Office must have an accident report signed by the employee's dean or division supervisor. In the case of a student, the instructor must sign the accident form. If the accident happens outside of class or is not instructionally related, the CSI Security Office will fill out the accident report.
Anyone witnessing an accident or involved in an accident, including visitors, employees, and students, should report the accident to Security. Accident reports are not required for illness, unless injuries result from a seizure (falling, striking an object, etc.)
If the injury is received by an employee or student worker during their working hours, they are covered by Workers' Compensation. Any injured employee who requires the care of a physician or hospital must advise the physician or hospital and an industrial insurance form will be initiated immediately. The Student Health Center is also available to treat minor on-the-job injuries.
6.09
CSI EMERGENCY PROCEDURES MANUAL (Rev: 2/00)
A CSI Emergency Procedures Manual exists to acquaint
employees with the proper procedure should an emergency occur in their
work place. All employees should become familiar with this manual
and keep it where it will be immediately available should one of the identified
emergencies occur. All regular full-time employees are issued an
emergency manual upon hiring. Additional hard copies are available
by contacting the Human Resource Department.
See also CSI Emergency Manual
6.10 LOST
AND FOUND
A Lost and Found Center is maintained at the Information Desk in the
Taylor Administration Building. Any items lost or found after school
hours or on weekends should be turned into Security. All items found
may be sent to either of these locations. All inquiries for lost
articles should be directed to both locations.
6.11 KEYS
(Rev: 2/00, 7/04, 1/06, 7/08)
It is the policy of the College to allow the faculty and staff all
freedom of movement about the campus consistent with reasonable security
of public and personal property. Faculty and staff may check out keys for
their offices and other areas to which they need access. Keys may be checked
out from the Maintenance Office after your supervisor has filled out the required work order form requesting the keys. The work order must include the employee's name and the list of room numbers and building doors to which that person needs access. Please allow a minimum of 24 hours between
the time keys are requested and the time they are issued. Only the person
receiving the key may sign for it. Please be prepared to show your CSI Employee ID card.
Instructional buildings will be opened at 7 a.m. on regular school days. Upon request of authorized personnel, the buildings may be opened at nonscheduled school days--weekends and holidays, for example. General-purpose classrooms and other rooms, except those containing special equipment and supplies, will be left unlocked. Therefore, there will be access to these rooms any time the buildings are open.
All keys no longer required by faculty and staff shall be returned immediately to the Maintenance Office. Each person who signs for and receives keys assumes the responsibility for the equipment and supplies in areas made accessible by the keys.
Upon termination of employment, keys must be returned to the Maintenance or HR Departments. Keys need to be returned and checked in to Maintenance in order for them to be reissued to a new employee. Your final paycheck may be held until keys are returned to CSI.
6.12
SCHEDULING USE OF COLLEGE FACILITIES (Rev: 3/99)
When special activities or events not listed in the class schedule
are to be held on campus, a facilities request form must be filled out.
Completed forms are forwarded to the Office of Instructional Administration.
These requests will be considered at the Monday morning administrative
meeting.
All athletic events, gymnasium, Expo, and Fine Arts Auditorium scheduling requests are to be requested through the Office of Instructional Administration. The requests will then be forwarded to appropriate facilities managers for their consideration and review. After their initial approval, these requests will be announced at the Monday morning administrative meeting.
6.13 COLLEGE VEHICLE USE (Added: 2/00, 1/06, 7/08)
Van Driving Test & Familiarization Form
Vehicle Agreement Form
1. Only CSI employees designated by the President are authorized to drive CSI vehicles between the campus and their homes and to garage the vehicles at their homes.
2. With prior approval and on irregular isolated instances, CSI vehicles may be taken to an employee's home when it is to be used for official travel that begins or ends outside regular working hours and under other circumstances when the President or the President's designee judges it to be in CSI's interest.
3. When not in use, a CSI vehicle is to be kept in the CSI motor pool located at the Physical Plant Building, or it is to be kept near the headquarters of the department or employee to whom it is assigned.
4. Though a vehicle may be designated primarily for the use of one unit or employee, such assignment is not exclusive. When it is not needed for its primary assigned use, it may be used by others, subject to suitable arrangements between the parties concerned and the Maintenance Department.
5. CSI Vans are to be used only for activities directly involved with the College. Any exceptions must be approved by the President. Accommodation use of CSI vans, which may include the transportation of official visitors to the campus, will only take place upon the direct approval of the administrator or faculty person responsible for that activity.
6. The person to which a CSI vehicle is assigned (including vehicles furnished for coaches by car dealers) or the person who has checked out a vehicle from the CSI Motor Pool is responsible for making sure that the regulations governing vehicle use, including the following, are observed:
a. State and local traffic laws must be obeyed at all times. Any person operating a CSI vehicle must have a valid Idaho State Driver’s License.
b. In case of an accident involving a CSI vehicle, reports as required by law must be filed. Report all accidents to CSI Security.
c. No persons four years of age or younger and/or forty pounds or less are to be transported in CSI vans. For such persons, it is incumbent on the driver of the group to inform the administrator approving the transportation that a bus or other vehicle equipped with appropriate infant safety restraint devices be arranged.
d. Employees and their passengers shall wear seat belts in all seating positions while driving or riding in college-owned vehicles if that vehicle is so equipped with safety restraints.
7. All persons using motor pool vehicles must return the vehicle to the Physical Plant Department the day of their return unless special arrangements are made.
Anyone who drives a CSI owned/leased vehicle must fulfill the requirements of this Vehicle Use Agreement.
1. The Travel Itinerary, Roster of Occupants and Vehicle Request Forms are all combined on one form and are available on the CSI website and in the Maintenance/Security Offices. Out of state travel requires approval of the President or his designee. This is the first step in reserving your vehicle.
2. Those that use our vehicles on a scheduled, reoccurring, consistent basis, need only to fill out the form once with the scheduled, reoccurring, consistent layout of their proposed use of the vehicle, approved by the appropriate person.
3. Maintenance personnel will take a copy of your driver’s license and will check the validity.
4. You must sign the vehicle use agreement at the Maintenance Department before you leave on your trip.
5. Students may drive locally (Twin Fall's area) or on site at your destination, provided they have fulfilled the requirements of the policy.
6. The Safety Kits and Cell Phones will be checked out to you prior to leaving on your trip. These items are inventoried and will be the issued person's responsibility. The Cell Phones are for emergency use only. Any calls on these phones that are not emergency oriented will be charged to the responsible person. The phone numbers are not to be given out. Cell Phones are optional for employees' use in cars, but mandatory in vans.
7. Any person that will be driving a van must take a Van Familiarization and Driving Test with a CDL approved driver. Please call at least a day before to set up your time. This should take no longer than one hour. (Established 1/21/99)
8. No alcoholic beverage or tobacco use is allowed in any CSI vehicle at any time.
Definition of Travel Areas
Local/Magic Valley Travel
Long Distance Travel
Regional Travel
Groups requiring additional space shall be encouraged to travel by bus.
Any department, club, organization, or entity utilizing CSI vans will be charged $50 per van per trip to cover fuel and maintenance costs.
Requirements for all Drivers of CSI Vehicles
1. All drivers must view the required defensive driving video.
2. All drivers must submit a current copy of their driver’s license to the Maintenance Department at least 3 days in advance of the scheduled trip. Driving records may be reviewed.
3. All drivers will ensure that all occupants are utilizing seat belts at all times.
4. All drivers will obey all traffic rules and regulations and exercise prudent judgment at all times.
Additional Requirements for Van Drivers
1. All van drivers must satisfactorily complete the CSI van-driving test administered by an authorized CDL driver and/or have a current CDL endorsement.
2. All van drivers are required to use a “spotter,” if one is available, for assistance in backing up.
3. All van drivers are limited to four hours behind the wheel at one time. Drivers may drive a total of six hours per day.
4. All vans are not to exceed the posted speed limit or 65mph whichever is less.
Any exceptions to this vehicle use policy must be approved by the President or his designee
6.14 TRAFFIC AND PARKING REGULATIONS (Rev: 2/00; 10/05)
The maximum speed on campus is 20 MPH. Stop signs at main entrances to the campus upon exit must be obeyed. Each vehicle is required to come to a complete stop. In no case will exiting vehicles straddle two lanes. Pedestrians always have the right-of-way.
CSI employees and their passengers shall wear seat belts in all seating positions while driving or riding in college-owned vehicles if that vehicle is so equipped with safety restraints. Employees are encouraged to use seat belts while operating their personal vehicles, whether for College or personal use, to enhance the safety of themselves and their families.
Automobiles may be driven on the sidewalks only when they are being used to load or unload equipment too heavy or bulky to be carried by hand. After loading/unloading is completed, cars must be removed from the sidewalk immediately. Permission from Security is necessary prior to driving on sidewalks.
There are adequate lots available for parking. Vehicles parked in the street will be ticketed. There are no faculty or staff reserved parking spaces on campus. Please extend courtesy to other drivers by occupying only one parking space.
Security is on duty 24 hours a day, 7 days a week and is available to assist with accidentally locked vehicles, jump-starting vehicles, inflating flat tires, etc. Call Security for this kind of assistance.
For your convenience, regulations are posted in the CSI Student Handbook under Driving and Parking Regulations. For more information please contact the Security Office at 208-732-6605 or e-mail security@csi.edu.
To promote a safer workplace and community, and to reduce the possibility of
injury or death while driving or riding in College of Southern Idaho owned vehicles,
personnel and their passengers shall wear seat belts in all seating positions
while driving or riding in college-owned vehicles if that vehicle is so equipped
with safety restraints.
College personnel are encouraged to use seat belts while operating their personal vehicles, whether for College or personal use, to enhance the safety of themselves and their families (established January 1995).
6.16
STUDENT INFORMATION RELEASE POLICY (Added: 2/00)
The College is committed to properly protecting each student's educational
privacy as specified by the Federal Family Education Rights and Privacy
Act of 1974 (FERPA). In order to assure that the College remains in compliance,
all requests for information of any nature regarding a student of the College
should be referred to the Admissions and Records Office where personnel have been trained
in handling these requests. (Established October 1996.)
6.17 SMOKE FREE CAMPUS POLICY (Rev: 2/00; 7/06, 7/08)
Smoking is prohibited on all college properties, including off- campus centers and any properties owned or leased by the College. For the purposes of this policy, smoking is defined as burning any type of tobacco product including, but not limited to, cigarettes, cigars, cigarillos, pipes, and bidis.
Organizers and attendees at public events, such as conferences, meetings, public lectures, athletic events, social events and cultural events, using College facilities will be required to abide by the CSI Smoke Free Policy. Organizers of such events are responsible for communicating this policy to attendees and for enforcing this policy.
The following smoking prohibitions have been established on the CSI campus:
The College will provide free, accessible tobacco treatment on campus and will publicize its availability. These programs will be designed to meet the special needs of those they serve. These tobacco treatment programs shall be publicized regularly in student and employee publications, posted in residence halls and academic buildings, through Student Services, and through other appropriate means.
Effective implementation of this Smoke Free Policy depends upon the courtesy, respect, and cooperation of all members of the CSI community. Complaints or disputes should be brought to the attention of the College employee who has immediate responsibility for the workplace, event, or residence, or to her/his supervisor. If satisfactory resolution is not reached, the Dean of Students or the Director of Human Resources should be consulted.
6.18 SOLICITATIONS/DISPLAYS/PRESENTATIONS
Requests by non-college personnel to distribute letters or circulars
to CSI staff members on campus are to be made to the Business Office for
approval. Materials designed for the general campus audience or individuals
or groups wishing to have direct communication with the students are to
be approved and arrangements made through the Student Information Office.
Staff and faculty who request individuals to make presentations have the responsibility to show all significant sides of a topic. For example, if a political candidate desires to make a presentation, or is invited to do so, other candidates running for the same office are to be afforded the same opportunity.
Solicitation of any kind is not permitted on the CSI campus; i.e., any site or location owned or utilized by the College.
6.19
COMPUTER USE (Rev: 2/00)
The CSI community is encouraged to make innovative and creative use of information
technologies in support of education and research. Access to computer
systems and networks owned or operated by the College imposes certain responsibilities
and obligations and is granted subject to College policies, and local, state,
and federal laws. Acceptable use always is ethical, non-offensive, reflects
academic honesty, and shows restraint in the consumption of shared resources.
(See CSI Copyright Information.) It demonstrates
respect for intellectual property, ownership of information, system security
mechanisms, and individuals' rights to privacy and to freedom from intimidation
and harassment.
Employees and students should know that there are no facilities provided by the College for guarantee of confidential files. CSI computer staff have the ability to view all messages and files of any user. However, it is not the routine policy of the staff to view others' files, and the intention is to keep files private, even though such privacy cannot be guaranteed.
Please see the CSI Computer Use Policy Statement for complete guidelines, procedures, and sanctions.
6.20
COMPUTING HARDWARE AND SOFTWARE PURCHASES (Rev: 2/00)
All hardware and software purchase requests will be reviewed by the Information
Technology Services (ITS) staff to insure consistency with campus computing.
Non-instructional requisitions will be formally reviewed at the point a purchase
requisition is submitted to the Business Office; however, ITS encourages discussion
early in the process. Requisitions for instructional use will be reviewed
by the Vice President of Instruction.
All administrative computer repair and software upgrades involving the expenditure of funds must be approved by ITS.
6.21
COMPUTER/OFFICE EQUIPMENT MOVES, SURPLUS, & ASSIGNED OFF-CAMPUS USE (Added:
2/00)
The following procedures have been established for your benefit as
well as the College's protection from possible misunderstandings concerning
use of College equipment and the inventory tracking system:
6.22 INFORMATION SECURITY (Added 1/08)
Employees of the College need to be aware and knowledgeable about their role and responsibilities in maintaining and securing the confidential information that are collected in various databases for institution business. All employees are expected to help keep these systems secure (e.g. by keeping passwords private) and to take adequate precautions when accessing, printing, copying and/or distributing information from the institution’s databases.
Employees should make every effort to keep unauthorized users from accessing the College’s network and information systems. Passwords are an important safeguard to these systems and should be kept private as well as be difficult for someone else to ascertain. Please see information about CSI Passwords online at http://myhelpdesk.csi.edu/facultystaff.htm for complete guidelines and procedures.
Data Protection
CSI Information Technology Services (ITS) strongly encourages its computer users to protect the data they store and access. Particular attention should be afforded to sensitive data. Sensitive data may include any of the following:
For users who must store sensitive data on their laptop ITS strongly recommends disk encryption software for any laptop that will be used for storing restricted or sensitive personal information.
Please contact the Helpdesk x6311 to learn more about getting your laptop data encrypted.
General data protection guidelines
Additional guidelines for securing your laptop
Traveling guidelines with a laptop
6.23
PAYMENT OF BILLS (Added: 2/00)
Any invoice or receipt is to be immediately forwarded to the Business
Office with the supervisor's signature indicating the bill is to be paid
and the fund-department-account that is to be charged. The Business
Office must be notified of any problems with merchandise or a service to
insure a resolution is reached and payment properly processed.
It is a Business Office function to reconcile invoices to monthly statements. Monthly statements are to be sent to the Business Office and not to individual departments. Signed invoices from supervisors will be matched to monthly statements to ensure accuracy prior to the payment of monthly bills.
The Business Office prepares multiple check runs during each month and attempts to pay vendors as quickly as possible. Any bills over 30 days old will be forwarded to the applicable vice president or program supervisor for immediate resolution.
6.24
PURCHASING PROCEDURES (Added: 2/00; revised:5/05 )
The following procedure applies to all purchases, whether for supplies,
equipment, or services for which the College will be obligated to pay.
Instructions for Filling Out Purchase Requisitions:
The Business Office will issue a purchase order to the vendor unless you specify otherwise. The pink copy (receiving report) will be sent to you. This will notify you that the order has been placed. When the items ordered are received, the pink copy of the purchase order must be completed promptly by the originator to indicate receipt and returned to the Business Office to initiate payment.
The College will pay for services, supplies and equipment after they have been received and authorized for payment by the appropriate supervisor. Pre-payments and partial payments are only made under special circumstances generally involving written contractual agreements with bonding or a form of assurance with prior approval by the Business Office. Upon deliver of the services, supplies or equipment, vendors can expect to receive payment 10 to 30 days after submission of a valid bill to the Business Office.
6.25
BID PROCEDURES (Added: 9/99, Rev: 1/08)
The College of Southern Idaho is subject to the provisions set forth
in Idaho Code Section 33-601 concerning biding. Any purchase of supplies
or equipment expected to exceed $25,000 must be publicly bid. Items
cannot be separated as to type such as separating chairs from desks to
keep from bidding. The bid requirement applies to commodity descriptions
such as furniture, classroom equipment, computer equipment and vehicles.
Bid splitting to avoid the bid process is prohibited. Failure to follow the bid process can result in fines up to $5,000.
Please refer to the Business Office for specific instructions for bid procedures.
6.26
PUBLIC RECORDS (Added: 2/00, Rev: 1/03)
The Vice President of Administration is the designated custodian of records for the
purposes of the Open Records Law, Sections 9-337-348, of the Idaho Code.
In the event the Vice President of Administration is absent from the office for more
than three regular work days, the Dean of Finance will be temporary
custodian of records.
The College receives and maintains various documents and information from each of the departments and campus operations under the jurisdiction of the College, including but not limited to budget, proposals for academic and technical programs, agendas for Board of Trustees meetings, and financial aid reports. The College receives student applications for scholarships and student loan programs. The custodian also maintains records pertaining to all employees of the College.
The records of the College are located in the files and computers of the College or are accessible from the Business Office.
The College will comply with the requirements set forth in the Idaho Code in every respect regarding public records.
6.27
MAINTENANCE AND REPAIRS PROCEDURE (Added:
2/00, Rev: 7/04, 1/06, 7/08)
All requests for maintenance to buildings, furniture moves, and repairs to equipment
should be made through the Maintenance Office with the online work order form.
These requests will be handled in the order they are received, or at the discretion
of the director. Any emergency should be identified as such when reported.
All requests for substantial alterations to buildings, classrooms, and offices must be submitted through the supervisor to the Executive Vice President with rough drawings and estimates of cost. Prior to reaching the President for final approval, the method of payment for the project must be determined through the VP of Administration, along with consultation with maintenance personnel as to the viability of the project.
6.28
STATIONERY & PUBLICATIONS GUILDELINES (Added: 2/00)
Generic CSI watermark letterhead, eagle note cards, a variety of envelopes,
and form to order standard CSI business cards are available in the CSI
Bookstore. Please contact the Dean of Finance with questions
about custom printing and duplication. Custom mailings must also
be proofed by the Information Office to insure compliance with mailing
regulations.
6.29
INSTITUTIONALIZATION OF FUND-RAISING PROGRAMS (Added: 2/00)
All fund-raising activities of the College of Southern Idaho and its
units are coordinated by the Foundation Office as designated
by the President. Solicitation of gifts, funds, or property shall
not be made by anyone in the name of or for the benefit of the College
of Southern Idaho without communication with the Foundation Office. In the case of fund-raising activities sponsored by the CSI
Athletic Department including the CSI Rodeo Team, prior approval of the
President or the President's designee must be made.
In the case of fund-raising activities sponsored by the Associated Students or by other student groups, prior approval of the Director of Student Services is required as well as coordination with the Foundation Office.
The purpose of coordinating all private fund-raising activities through one office is threefold:
Please see the Foundation Office for specific guidelines relating to college-initiated gifts, donor-initiated gifts, or grants management information.
6.30
FIREARMS AND FIREWORKS (Added: 2/00,1/06)
Possession of firearms on the College campus at any time will result in immediate
action. Law Enforcement Officers are the only ones who may have firearms
in their possession while on campus. Employees, students, or visitors arriving
on campus with firearms, including paint ball guns, in their possession must
check them in at Security and may pick them up when leaving campus. Any
exception, including having a concealed weapons permit, must be approved by
Security.
Possession and use of fireworks on the campus is prohibited. All individuals are subject to city, county, and state ordinances governing the use of firearms and fireworks.
6.31
CAMPUS DISRUPTIONS AND VIOLENCE (Added: 2/00)
Any intimidation, threat of violence, or act of violence, any seizing
of any portion of property, or any unauthorized activity which prevents
the normal operation of the College in any way by any individual or group
will be considered in direct opposition to the necessary operation of the
College. Action will be taken immediately, up to and including dismissal.
Similar action will be taken against those who advocate such described
activities.
CSI policy is:
6.32
COPYRIGHT POLICY (Added: 12/04; Rev: 7/06)
Copyrights and other forms of intellectual property are valuable assets that must be protected. Careful management of these assets will benefit the authors, CSI, and the general public. Colleges can be held liable for infringements of faculty and staff, and perhaps even of students. A campus-wide policy can provide the necessary guidance and protection to the College, as well as its faculty, staff, and students. The policy can minimize liability and help avoid potential disagreements about copyright ownership. The CSI Copyright and Intellectual Property Policy promotes campus-wide compliance; establishes procedures for addressing allegations of infringement; addresses the use of copyrighted materials by College faculty, staff, and students; clarifies ownership and distribution of net income; addresses intellectual property management and administration; outlines permission request procedures; and provides procedures for dispute resolution.
The Policy applies to all full- and part-time College employees (faculty, staff, administration), students, all persons acting under contract with the College for commissioned works, and anyone else using CSI resources. The primary purpose of CSI’s Copyright and Intellectual Property Policy is to provide the necessary protections and incentives to encourage the discovery, creation and dissemination of new knowledge and its transfer for the public benefit, as well as to clarify individual and institutional rights and responsibilities concerning copyright and intellectual property. In the development of this Policy, the College is guided by the following objectives: 1) to optimize the environment and incentives for scholarly work and for the creation of new knowledge at the College; 2) to ensure that the educational mission of the College is not compromised.
The content of the Policy represents a good faith effort of the CSI Board of Trustees to promote campus-wide compliance with copyright and intellectual property laws and regulations. The Policy was developed with CSI’s specific needs, mission, and culture in mind. It is important to note that copyright and intellectual property laws change constantly and this Policy will be periodically reviewed and updated to reflect those changes.
Besides developing and implementing a Copyright and Intellectual Property Policy, the College also has the responsibility to provide access to informational materials that accurately describe and promote compliance with U.S. copyright laws. CSI has a Web site (http://copyright.csi.edu) that provides links to current and reliable online copyright information to CSI faculty, staff, and students. The College also offers training opportunities such as a one-credit online course and inservice training for those who would like to learn more about copyright and intellectual property issues in the educational environment.
The materials and Policy are widely distributed and easily accessible by CSI faculty, staff, and students. An electronic copy of the CSI Copyright and Intellectual Property Policy is found on the CSI Web site. Hard copies can be found at the CSI library and at the Instructional Technology Center. Posters around campus inform the campus community about CSI’s copyright Web site, Policy, and online course, as well as provide contact information for those who need more information.
Copyright Statement
The U.S. Constitution gave Congress the power “To promote the Progress of Science and useful Arts by securing, for limited Time, to Authors and Inventors the exclusive Right to their respective Writings and Discoveries.” The copyright owner has the exclusive right to produce copies of the work, prepare derivative works, distribute copies by sale or otherwise, and display or perform the work publicly (U.S.C. Title 17, section 106).
The authors of the Constitution recognized that if the works of creators were not protected, it would undermine the incentive to create, as well as the dissemination of knowledge. Nevertheless, it is important to note that the primary objective of copyright is not to reward the labor of authors, but to promote the progress of science and useful arts. Copyright assures authors the right to their original work, but encourages others to build freely upon the ideas and information conveyed by a work.
The College of Southern Idaho interprets and applies the law of copyright so as to encourage the discovery of new knowledge and its dissemination to students, to the profession, and to the public. Within that tradition, it has been the prevailing academic practice to treat the faculty member as the copyright owner of works that are created independently and at the faculty member's own initiative for traditional academic purposes.
Statement of Principles and Objectives
The following statements and procedures represent a sincere effort by the College to adhere to the provisions of copyright and intellectual property laws and regulations:
For a copy of the entire policy statement, please refer to the CSI Copyright Policy (http://copyright.csi.edu).
6.33 COLLEGE EQUIPMENT USE POLICY
(Added 1/05)
Both State law and College policy are very clear concerning the personal use
and the disposition of College-owned property. Guidelines concerning College
property are as follows:
It is the responsibility of all supervisors to ensure that their departments and divisions are in total compliance with the above guidelines. Failure to adhere to College policy concerning property use may result in disciplinary action or termination.
6.34
CSI COMPUTER USE POLICY STATEMENT (Est: 10/95; Rev: 1/00)
This policy is designed to guide students, faculty, and staff in the acceptable use of computer and information systems and networks provided by the College of Southern Idaho (CSI).
Guiding Principles
The CSI community is encouraged to make innovative and creative use of information technologies in support of education and research. Access to computer systems and networks owned or operated by College of Southern Idaho imposes certain responsibilities and obligations and is granted subject to college policies, and local, state, and federal laws. Acceptable use always is ethical, non-offensive, reflects academic honesty, and shows restraint in the consumption of shared resources. It demonstrates respect for intellectual property, ownership of information, system security mechanisms, and individuals’ rights to privacy and to freedom from intimidation and harassment.
Acceptable Use Guidelines
In making acceptable use of resources the College expects that you will:
In making acceptable use of resources the College expects that you will not:
Procedures and Sanctions
Individuals using computer systems owned by the College of Southern Idaho do so subject to applicable laws and CSI policies. College of Southern Idaho disclaims any responsibility and/or warranties for information and materials residing on non-CSI systems or available over publicly accessible networks. Such materials do not necessarily reflect the attitudes, opinion, or values of College of Southern Idaho, its faculty, staff or students.
Notice is hereby given that there are no facilities provided by the College for guarantee of confidential files. CSI staff may have the ability to view all messages and files of any user. However, it is not the routine policy of the staff to view others’ files, and the intention is to keep files private, even though such privacy cannot be guaranteed.
Violations, or apparent violations, of this policy will be referred to the Office of Instruction and Computer Center as appropriate. Persons found to be in violation of this policy are subject to the full range of sanctions, including the loss of computer or network access privileges, disciplinary action, dismissal from the College, and legal action.
The College of Southern Idaho considers any violation of acceptable use principles or guidelines to be a serious offense and reserves the right to copy and examine any files or information resident on CSI systems allegedly related to unacceptable use, and to protect its network from systems and events that threaten or degrade operations. Violators are subject to disciplinary action as prescribed in the student’s College Code of Conduct and the student and employee handbooks. Offenders also may be prosecuted under laws including (but not limited to) the Communications Act of 1934 (amended), the Privacy Protection Act of 1974, the Computer Fraud and Abuse Act of 1986, the Computer Virus Eradication Act of 1989, Interstate Transportation of Stolen Property, the Electronic Communications Privacy Act, and Idaho computer crime laws as specified in Idaho Code, Section 2201. Access to the text of these laws is available in the reference section of the College of Southern Idaho library.
Appeals
Appeals should be directed through the existing appeals and problem solving procedures.
6.35
INCLEMENT WEATHER CLOSURE (Added: 7/08)
While every attempt is made to maintain normal operations and services for the benefit of our students, faculty, and staff, it may occasionally be necessary to close the College when extreme weather conditions occur. The decision to close campus and cancel classes is made by administration based on careful consideration of a variety of factors and conditions.
If the College decides to close the campus and cancel classes, the information will be posted on the CSI Website and communicated to the media (local TV and radio stations). The information on the website will be periodically updated.
Notification of a decision to close will be communicated as quickly as possible. Every effort will be made to ensure that decisions on morning closures are communicated by 7:00 a.m. the latest; and decisions to close at night are communicated by 4:00 p.m.
When the decision to close the campus is made, it applies to the main campus as well as to all off-campus centers. As a general rule, when the College is closed, activities such as music and theatre performances, club meetings, etc. are also cancelled.
CSI serves an eight-county area and we recognize that every employee has his or her unique circumstances (weather conditions at their home, condition of roads between their homes and the campus, cars they drive, etc.). While traveling to or from campus, if inclement weather conditions are encountered, the travel/not travel decision is the ultimate responsibility of the employee. Employees must assume responsibility for their own safety and must use their own judgment on whether they should drive to CSI under varying weather conditions.
6.36 IDENTITY THEFT PREVENTION PROGRAM (Est: 5/09)
Policy Statement
In accordance with the Fair and Accurate Credit Transactions Act (FACTA) of 2003, the College has established an Identify Theft Prevention Program to identify relevant red flags (a pattern, practice, or specific activity that indicates the possible existence of identity theft) for new and existing covered accounts, detect new red flags, and respond appropriately to any red flags that are detected. This policy applies to all University employees, students, contractors, and affiliates who have access to personally identifying information and/or covered accounts and will be implemented by the Dean of Finance.
Identification of Red Flags|
In order to identify relevant red flags, the College must consider the types of accounts it maintains, methods it provides to open and access these accounts and its previous experiences with identity theft. Accordingly, the following red flags have been identified for each of the categories listed:
Detecting Red Flags
Preventing and Mitigating Identity Theft
Program Administration
Oversight: Responsibility for implementing and updating the identity theft prevention program lies with the Dean of Finance. The Dean of Finance will be responsible for training College staff about the program and for reviewing SARs on the detection of and response to red flags. The Dean of Finance is also responsible for determining which steps of prevention and mitigation are most appropriate in light of particular circumstances.
For additional information, please refer to the Fair and Accurate Credit Transactions Act (FACTA) of 2003.