Policies and Regulations
Affirmative Action Policy
It is our policy and firm belief that the employment practices of Lewis and Clark Community College are non-discriminatory. To further strengthen that position, we re-emphasize through the Affirmative Action statement that every aspect of employment including hiring, placement, upgrading, transfer or demotion; recruiting, advertising, or solicitation for employment; rates of pay or other forms of compensation; selection for training; and termination shall be accomplished without regard to sex, color, race, ancestry, religion, national origin, age, disability, marital status, veteran's status, citizenship status, sexual orientation, including gender-related identity or other protected statuses as defined by law. Lewis and Clark Community College adheres to the principles of equal opportunity in education and employment.
The following person has been designated to handle inquiries regarding this non-discrimination policy: Lori Artis, Vice President of Administration, Erickson Hall, Room 103, 618-468-3000
Lewis and Clark Community College does not tolerate retaliation against any person for coming forward with a complaint or concern or for otherwise participating in the process of addressing discrimination.
Administration and supervision are responsible for compliance with the policy within the respective areas of their activities to assist the Community College in its commitment to:
Eliminate from current policies and practices anything which results in or perpetuates discrimination toward sex, color, race, ancestry, religion, national origin, age, disability, marital status, veteran's status, citizenship status, sexual orientation, including gender-related identity or other protected statuses as defined by law; and the adoption of new or revised policies and practices where necessary to achieve these ends.
Intensify recruitment and fair consideration of sex, color, race, ancestry, religion, national origin, age, disability, marital status, veteran's status, citizenship status, sexual orientation, including gender-related identity or other protected statuses as defined by law to ensure that candidates and employees with appropriate qualifications, potential and responsibilities are afforded equal opportunity for selection, training and promotion, and will be compensated without regard to race, sex, disability or covered veteran status.
Ensure that all contractors, sub-contractors, vendors and suppliers doing business with Lewis and Clark Community College, unless otherwise exempt, comply with the provisions of E.O. 11246, Section 503 of the Rehabilitation Act, and Section 402 of VEVRAA.
The college will comply with all provisions of Executive Order 11246, Section 503 of the Rehabilitation Act, Section 402 of the Vietnam Era Veterans Readjustment Assistance Act of 1974 (VEVRAA) and the relevant rules, implementing regulations and orders of the Secretary of Labor.
The college will furnish all information and reports required under Executive Order 11246, Section 503 of the Rehabilitation Act, and Section 402 of VEVRAA and to permit access to records by the Secretary of Labor for purposes of determining compliance.
Dissemination of Policy
Copies of the Affirmative Action Policy will be distributed to:
Administrative and supervisory personnel
Personnel whose responsibilities include interviewing, employment, training, promotion, transfer and termination of personnel
The college equal opportunity and affirmative action policy will be displayed in central areas of the college and shall become a part of the orientation procedure for new employees, training programs for staff, and appropriate administrative and supervisory meetings.
All of the college's personnel policy and procedure manuals shall reiterate the college's commitment to equal opportunity and affirmative action. Also, the college's recruitment sources, leaders of minority groups, and community organizations shall be informed of the college's nondiscrimination and Affirmative Action Policy.
In any advertisement of job vacancies, a statement that we are an Equal Opportunity Employer shall be included. The same clause shall be added to all appropriate college documents, such as, purchase orders, leases, contracts covered by Executive Order No. 11246, and notices sent to any collective bargaining representative of the college's employees.
All employment openings, with the exception of executive and top administrative positions, positions that will be filled from within the college's organization, and positions lasting three days or less, have been listed concurrently with the use of any other recruitment source or effort with the appropriate office of the State Employment Service.
Responsibility for Implementation of Policy
The President of the Community College District has overall responsibility for the development and implementation of the equal opportunity and affirmative action policy. Specific authority and responsibility is delegated by the President to every administrator of the District - Vice President of Academic Affairs, Vice President of Administration, Vice President of Enrollment Services, Vice President of Student Engagement, Vice President of Finance, Chief Information Officer, associate vice presidents, deans, directors, managers, supervisors, coordinators, and all others exercising supervisory or administrative control over any employee - all of whom are responsible for performing his or her functions without regard to sex, color, race, ancestry, religion, national origin, age, disability, marital status, veteran's status, citizenship status, sexual orientation, including gender-related identity or other protected statuses as defined by law, or any other status protected by law. Not only are these officers responsible for supporting the college's equal opportunity policy, but they must also include in their own day-to-day operational policies and procedures the implementation of affirmative action.
Their efforts will be coordinated by the college's Human Resources Office which will assist in the functions of recruitment, training, employment, transfer, promotion, termination, and compensation according to the non-discriminatory policies in effect.
Recruitment - Recruitment of qualified minority, female, disabled and covered veteran status applicants will be sought from the following sources:
Minority, female, disabled and veteran organizations
Federal and State employment agencies
College and University placement services
Minority, female, disabled or covered veteran employees on staff
Newspapers and other media, where feasible
Training
In-service training will continue to be provided to all employees.
Employees will be encouraged to develop new and update current skills by participating in available educational and training programs.
Transfer and Promotion
Recommendations for transfer or promotion will be based on job requirements and will be non-discriminatory.
Transfers or promotion opportunities will be made available to current staff prior to considering other applicants.
Compensation
Determination of compensation will be based on current policies and schedules as approved by the Board of Trustees.
Equal pay for equal work will be established with no exceptions because of race, color, religion, sex, national origin, ancestry, citizenship, age, order of protection status, marital status, physical or mental disability, military status, sexual orientation, pregnancy, unfavorable discharge from military service, or any other status protected by law.
Selection
Required qualifications and abilities will be established for each type of position, and evaluation of applicants will be based on these requirements.
Actual selection will be made from those applicants recommended by the supervisor. If an applicant referred to the supervisor is rejected, the supervisor must report to the Human Resources Office the reason for the rejection in writing.
No individual may be employed without approval of the President and the Board of Trustees.
Termination
No employee will be discharged on the basis of sex, color, race, ancestry, religion, national origin, age, disability, marital status, veteran's status, citizenship status, sexual orientation, including gender-related identity or other protected statuses as defined by law.
The supervisor will schedule at least one conference with the employee prior to recommending dismissal.
An exit interview will be scheduled for the employee with the Human Resources Office.
No employee may be discharged without approval of the President and the Board of Trustees.
Anti-Harassment and Anti-Discrimination Policy
Statement of Policy
A working and learning environment that is free from any form of unlawful discrimination, including harassment on the basis of any legally protected status, is essential and shall be maintained. It is a violation of College policy for anyone, including any College team member, elected official, vendor, volunteer, student, contractor, visitor or third party to discriminate against or harass another individual in the workplace, educational environment, at Collegesponsored activities, or elsewhere if there is a connection to the workplace or learning environment, on the basis of any legally protected group status, and the College will not tolerate any form of discrimination or harassment. Violation of this Policy shall be considered grounds for corrective action, including disciplinary action, up to and including expulsion from the College or termination of employment.
Prohibited Conduct
The conduct prohibited by this Policy includes unwelcome conduct, whether verbal, physical or visual, that is based upon an individual's protected status, including but not limited to sex, color, race (which comprises traits associated with race, including, but not limited to hair texture and protective hairstyles such as braids, locks, and twists), ancestry, religion, national origin, age, disability, marital status, veteran's status, citizenship status, sexual orientation, gender-related identity, or any other protected group status as defined by law. The College will not tolerate harassing conduct that affects tangible job benefits or educational development, that interferes unreasonably with an individual's work or educational performance, or that creates an intimidating, hostile or offensive working or learning environment. Such harassment may include, for example, jokes or epithets about another person's protected status, or teasing or practical jokes directed at a person based upon his or her protected status.
Reporting and Investigation
Every elected official, team member, student, volunteer, contractor and visitor is expected to avoid any behavior or conduct that could reasonably be interpreted as prohibited discrimination or harassment under this Policy.
Any person who believes he or she has been subjected to sex-based discrimination, sexual harassment or any other form of sex-based misconduct, who has been informed of conduct constituting sex-based discrimination, sexual harassment or other sex-based misconduct, or who witnesses sex-based discrimination, sexual harassment or other sex-based misconduct, should promptly submit a report to the College's Title IX Coordinator. For additional information regarding the College's prohibition on sex-based misconduct and procedures for addressing sex-based misconduct, please see the College's Sex-Based Misconduct Policy and Procedures, which can be found at https://www.lc.edu/college-information/consumer-information/4RSV.html. All reports and complaints alleging sex-based discrimination, sexual harassment or other sex-based misconduct shall be processed in accordance with the College's Sex-Based Misconduct Procedures, which can be viewed at: https://www.lc.edu/college-information/consumer-information/prohibiting-sex-basedmisconduct-procedures.html.
Anyone who believes they have been subjected to discrimination or harassment based on a category or categories other than sex, who has been informed of conduct constituting discrimination or harassment based on a category or categories other than sex, or who witnesses discrimination or harassment based on a category or categories other than sex, should promptly submit a report in accordance with the procedures outlined below. It is critical in establishing a workplace and educational environment free of discrimination and harassment that an individual who experiences or witnesses such conduct has access to a mechanism for reporting such conduct. At the same time, the purposes of this Policy against harassment are not furthered where a report or complaint is found to be frivolous or made in bad faith. A report or complaint that is determined to be frivolous or made in bad faith may result in disciplinary consequences, up to and including discharge or expulsion.
Reporting Non-Sex Based Discrimination and Harassment
Students who wish to report non-sex based discrimination or harassment should contact the Vice President of Academic Affairs, Vice President of Student Affairs, or the Vice President of Administration.
Individuals are expected to come forward promptly and report any violations before the alleged offending behavior becomes severe or pervasive. Supervisors are required to immediately report any and all incidents of alleged discrimination or harassment reported to or observed by them.
All team members are required to promptly report discrimination and/or harassment involving students to the Vice President of Administration. Notwithstanding the foregoing, this Policy does not require a team member to report such harassment or discrimination to the individual who is creating the harassment or discrimination. No team members, not even the highest-ranking people in the College, are exempt from the reporting requirements of this Policy.
Investigating Complaints of Non-Sex Based Discrimination and Harassment
The Vice President of Administration and/or the Vice President of Academic Affairs shall be responsible for the investigation procedures contained herein. If a team member receives a report or complaint of harassment directly from another team member, the report or complaint shall be immediately forwarded to the Vice President of Administration.
Any individual wishing to submit a complaint (i.e., the "complainant") alleging non-sex based discrimination or harassment, whether the victim or a bystander, may submit his/her complaint to the appropriate Vice President or President (Team members, volunteers, elected officials, contractors and/or visitors - Vice President of Administration or President; Students - Vice President of Academic Affairs or Student Affairs). Team members, students and other individual third parties in the workplace may make their complaint verbally or in writing as the individual sees fit. Alternatively, the complaint may be submitted electronically. To the extent possible, individuals should include as many specific facts and as much information as possible (e.g., location, names, dates, times) to facilitate investigation. All such complaints should be submitted promptly.
The Vice President of Administration and/or the Vice President of Academic Affairs or a designee shall promptly and thoroughly investigate the complaint.
If the College determines that a violation of this Policy has occurred, the College will take corrective action, including discipline, up to and including expulsion or discharge, as is appropriate under the circumstances. In the event of harassment by an individual who does not work for the College, the College will take corrective action as is reasonable and appropriate under the circumstances.
Resolution of Complaints
Complaints of discrimination or harassment that are based on categories other than sex may be resolved either informally or formally. Informal resolution is voluntary. In the event that either party does not wish to participate in informal resolution or the applicable Vice President determines that informal resolution is inappropriate, the formal investigation and resolution process will be initiated.
Prohibited Retaliation
Good faith reporting of alleged discrimination or harassment will not reflect adversely upon an individual's employment or educational status. Retaliation is prohibited and persons found to have retaliated or discriminated against a team member, student or other individual for reporting or complaining about discrimination or harassment, or for participating in an investigation of alleged discrimination or harassment, will be subject to appropriate disciplinary action, up to and including expulsion or discharge. Among the acts protected under this section are: making a good faith report or complaint of harassment; assisting or cooperating in an investigation of a complaint by someone else, whether internally or with an external agency; filing a charge of discrimination or harassment; or otherwise providing information in a proceeding, including in a court, administrative or legislative hearing, related to violations of discrimination or harassment laws. Examples of the types of retaliation that are prohibited by this Policy include, but are not limited to: intimidation; discrimination; verbal or physical abuse; adverse actions with respect to pay, work assignments, and other terms of employment; termination of employment; or threats of any such actions. Anyone experiencing or witnessing any conduct he or she believes to be retaliation should immediately report it pursuant to the reporting procedures above.
Confidentiality
The right to confidentiality of the complainant and the accused, and of witnesses who participate in an investigation, will be respected to the extent possible, provided that maintaining such confidentiality does not interfere with the College's obligations to investigate allegations of misconduct and to take corrective action when such misconduct is found to have has occurred.
Other Options for Assistance
Those who feel they have been subject to harassment, discrimination or retaliation may seek assistance from other resources, including but not limited to the Illinois Department of Human Rights, the Office for Civil Rights or the Equal Opportunity Employment Commission. These agencies may be contacted at the following addresses:
Illinois Department of Human Rights | The Office of the Civil Rights/Chicago |
Illinois Human Rights Commission | The United States Equal Employment Opportunity Commission |
Drug and Alcohol Use Policy
All applicable state, federal, and local laws relating to alcoholic beverages and controlled substances will be enforced. Illegal possession, consumption, use, sale, delivery or transfer of alcoholic beverages or controlled substances distribution is prohibited on the college grounds and in college facilities. Students seeking assistance with drug or alcohol problems will be referred by Counseling to appropriate community services such as Narcotics Anonymous, Alcoholics Anonymous, or local community counseling agencies.
Family Educational Rights and Privacy Act (FERPA)
L&C accords to students all the rights under the Family Educational Rights and Privacy Act of 1974 as amended. The college will not provide access to nor disclose any information from students' educational records without the written consent of students except as permitted by FERPA: to L&C officials who have a legitimate educational interest in the record, in connection with a student's request for or receipt of financial aid, to accrediting organizations to carry out their functions, to comply with a judicial order, to appropriate parties in a health or safety emergency, and to release directory information (see below).
L&C officials with legitimate educational interest in a student's educational records may access those records without the student's consent. A school official includes: a person employed by the college in an administrative, supervisory, academic or research, or support staff position, a person elected to the Board of Trustees, a person employed by or under contract to the college to perform a special task, such as the attorney or auditor.
A school official has a legitimate educational interest if the official is performing: a task that is specific to his or her position description or by a contract agreement; a task related to a student's education; a task related to the discipline of a student.
Unless specifically requested otherwise in writing to the Director of the Enrollment and Advising, the college may disclose the following Directory Information: (1) name, (2) email address, (3) whether or not currently enrolled, (4) dates attended, and (5) degrees and honors attained. Additionally, to comply with the Solomon Amendment, the college will release to authorized military personnel the following directory information: student's name, address, telephone listing, date of birth, academic year, academic major, and degrees received. Students can request non-disclosure of above Directory Information by completing a form available from the Director in the Enrollment Center, Baldwin Hall, Room 1450.
Students have the right to review their educational records. Any information within the record is open for the student's inspection. If a student wishes to inspect the educational record, the student should begin the process by completing a Request to Inspect and Review Education Record form. If a student wishes to challenge data in the educational record which he or she considers inaccurate, misleading, or otherwise in violation of the student's privacy rights, the student may request a hearing to be conducted. The request form may be obtained from the Enrollment Center.
Under FERPA a student's right to review his or her records supersedes the right of the parent when the student becomes 18 or is enrolled in a postsecondary institution.
NOTE: The college uses students' college ID numbers and social security numbers for limited and specific purposes. The college is required to obtain students' social security numbers for the purposes of Federal financial aid, college employment (IRS reporting), and Hope/Life Long Learning Scholarship reporting. The Family Educational Rights and Privacy act (FERPA) requires implementation of policies to protect a student's "educational records" and "personally identifiable information" including college ID numbers and social security numbers. College ID numbers and social security numbers are protected and not released to a third party without each student's written permission.
Filming and Photography on Campus Policy
Lewis & Clark Community College encourages filming and photography on its properties within the guidelines of this policy. In all instances, filming and photography will be approved on Lewis & Clark Community College campuses and locations only if it does not interfere with the educational or other program functions or events of the College; does not pose a security or safety risk to those involved in the filming and photography or other campus users; does not cause damage to any College asset; and, the use or re-use of the resulting film or photography product is consistent with the interests of the College and other applicable policies.
Incidental, Non-Commercial Filming Or Photography In Public Places
The College's historic buildings and grounds, as well as its gardens, provide a desired backdrop by area photographers for family, engagement, prom, and other special event photos or for use by amateur photographers. Photographers are welcome to use exterior, public areas of the campus as a backdrop for these non-commercial photographs, but should generally check with the campus safety department to alert security to their presence on campus. Any individual who uses College property for such purposes must respect the rights of our students, employees and visitors not to be photographed or filmed without their knowledge and permission (see below).
Any such incidental filming or photography by faculty, staff, students, visitors or tourists shall not be used or reused for commercial purposes at any time without the express written permission of the College.
Commercial Filmmakers And Photographers
The College requires explicit written permission for all film, photo, and video shooting (including drone footage) on College property done for commercial purposes. Commercial purposes include promotional, marketing, commercial, advocacy, or similar purposes, via any medium, including online digital platforms. Should a filmmaker or photographer shooting for commercial purposes have a special request to utilize College property for filming or photography, that request must be directed to the Vice President of Administration 10 days prior to the planned shoot. A determination will be made within that 10-day period.
If approved for commercial filming or photography, the individual or entity seeking approval must provide a certificate of insurance for workers' compensation and general liability insurance as specified in the approval, naming the College as an additional insured. The individual or entity seeking approval for commercial filming and photography must also agree to indemnify the College from any claims and pay the approved filming or photography fee in advance of the shoot. The College may impose additional fees to cover direct costs for related College services required by the shoot, including safety, security, grounds preparation and restoration, traffic control, facilities, equipment and all other costs associated with the request.
To the extent commercial filming or photography is approved, Lewis & Clark Community College may not be identified as the location, except in those limited circumstances when the Vice President of Administration approves a specific request for such use of College property. Prohibited forms of identifying Lewis & Clark Community College as the location include filming or photographing trademarks, icons, recognizable College landmarks, and merchandise containing trademarked images/logos (such as flags, apparel, posters and other miscellaneous items). Identification also includes verbal references on film or video.
The College reserves the right to restrict filming or photography of a lecture, concert, theatrical production, or similar event. Commercial filming or photography of athletic or other special events requires approval of the Vice President of Administration consistent with this policy.
It is the responsibility of the individual or entity engaging in commercial filming or photography to secure releases from the persons photographed or video recorded in the course of the shoot.
Private Event Photography
Individuals or organizations who have been granted a license to use College facilities for special events may film or photograph contemporaneous with the event without an additional permit, including commercial photography or videography, so long as it is consistent with all other aspects of College policies and regulations and is used solely by the licensee for non-commercial purposes.
Student Work
Lewis and Clark students may film or take photographs on campus as part of an academic project if they obtain approval from their professor or the Vice President of Administration in advance. The student's plans to film or photograph on campus must comply with all College policies.
Journalists
News organizations are generally permitted to film and take photographs in open areas of the campus. Journalists should contact the Marketing & Public Relations department beforehand. News reporters and photographers should have media credentials to identify themselves and are expected to follow journalistic codes of conduct and ethics.
Please note: Permission from the College is not transferrable to any other individual or entity. The College reserves the right to deny permission to photograph or film or revoke such permission at any time with or without notice consistent with the interests of the College.
Religious Observances Policy
Lewis and Clark Community College recognizes the varied religious beliefs that exist at the college and will accommodate students in resolving conflicts with their academic and religious commitments. Students who are unable to attend classes, take an exam or complete coursework due to a religious observance may be excused and will have the opportunity to make up any such exam or coursework. To be excused for such absences, students must notify their instructors of the absence due to the religious observance by the second week of the semester in order to establish a make-up schedule for completing any exam or coursework, to the extent such schedule will not create an unreasonable burden on the college. Students may raise any claim that they have been denied an educational benefit due their religious beliefs or practices under this policy, initially to the instructor and, if not resolved, through the college's student grievance procedure. This policy implements the University Religious Observances Act, which reads in part:
Any student in an institution of higher learning, other than a religious or denominational institution of higher learning, who is unable, because of his or her religious beliefs, to attend classes or to participate in any examination, study, or work requirement on a particular day shall be excused from any such examination, study, or work requirement and shall be provided with an opportunity to make up the examination, study, or work requirement that he or she may have missed because of such absence on a particular day; provided that the student notifies the faculty member or instructor well in advance of any anticipated absence or a pending conflict between a scheduled class and the religious observance and provided that the make-up examination, study, or work does not create an unreasonable burden upon the institution. No fees of any kind shall be charged by the institution for making available to the student such an opportunity. No adverse or prejudicial effects shall result to any student because of his or her availing himself or herself of the provisions of this Section. 110 ILCS 110/1.5(b).
Sex-Based Misconduct Prohibition Policy
Policy Statement
Lewis and Clark Community College is committed to maintaining a safe and healthy educational and employment environment that is free from discrimination, harassment and other misconduct on the basis of sex, which includes sexual orientation and gender-related identity. The College prohibits all forms of sex-based misconduct, including but not limited to sex discrimination, sexual harassment, sexual violence, domestic violence, dating violence, and stalking. The College also prohibits discrimination and harassment on the basis of sex, sexual orientation, gender-related identity and expression, pregnancy, and parental status under Policy 505: Anti-Harassment, Including Sexual Harassment.
It is the policy of Lewis and Clark Community College to comply with Title IX of the Education Amendments of 1972 ("Title IX"), the Violence Against Women Reauthorization Act ("VAWA"), Title VII of the Civil Rights Act of 1964 ("Title VII"), the Illinois Human Rights Act, the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act ("Clery Act"), the Preventing Sexual Violence in Higher Education Act, and all other applicable laws and local ordinances regarding unlawful sex-based discrimination, harassment or other misconduct.
Individuals found to have engaged in prohibited sex-based misconduct will be subject to disciplinary action, up to and including termination and/or expulsion from the College.
Title IX Compliance
As required under Title IX, the College does not discriminate on the basis of sex in the education program or activity that it operates. This requirement not to discriminate extends to admission and employment.
The College has designated the Dean of Students as the Title IX Coordinator, who is responsible for coordinating the College's efforts to comply with its responsibilities under Title IX. Inquiries about the application of Title IX and 34 C.F.R. Part 106 may be directed to the College's Title IX Coordinator(s), the Assistant Secretary for Civil Rights at the United States Department of Education, or both.
Retaliation Prohibited
Any form of retaliation, including intimidation, threats, harassment and other adverse action taken or threatened against any complainant or person reporting sex discrimination, sexual harassment or other sex-based misconduct, or against any person cooperating in the investigation of allegations of sex-based misconduct (including testifying, assisting or participating in any manner in an investigation), is strictly prohibited.
Implementing Procedures
The College will establish, maintain and publish procedures implementing this Policy, which set forth:
The scope and jurisdiction of the College's prohibition on sex-based misconduct;
Definitions of prohibited conduct;
Responsibilities of and contact information for the College's Title IX Coordinator and Vice President of Administration and the Director of Team and Government Relations;
Options for assistance following an incident of sex-based discrimination, harassment or other misconduct;
Procedures for reporting and confidentially disclosing alleged sex-based misconduct, including a mechanism for reporting and independent review of allegations against one elected official by another elected official;
The College's response to reports of alleged sex-based misconduct;
The College's grievance process for complaints alleging Title IX sexual harassment and/or alleging sexual violence, domestic violence, dating violence, or stalking;
Prevention and education programming provided to College students; and
Training and education provided to the Title IX Coordinators, campus safety, and anyone else involved in the receipt of reports of, responding to, investigating or adjudicating alleged incidents of sexual discrimination, harassment or other misconduct, or involved in the referral or provision of services to survivors.
Sex Offender Registration Act Process
Illinois state law requires all sex offenders to inform the college within 3 days of registering for classes or accepting employment from an institution of higher learning. To be in compliance, sex offenders must complete an ISP 5-695 form in the Student Development and Counseling office. If a student discloses as a sex offender at any L&C location, those students are directed to the administrative assistant in Student Development and Counseling to complete the Registration Form ISP 5-695. Once completed, the form is faxed to the State Police. Continuing students must complete the Registration Form ISP 5-695 every semester before advising/registering in Student Development. A new Registration Form must be completed when the student graduates.
Smoking Policy
As of July 1, 2015, and in accordance with the Smoke Free Campus Act (Public Act 098-0985), smoking is prohibited on all campus property. Campus property is defined as property that is owned, leased, occupied or otherwise controlled by Lewis and Clark Community College, both indoors and outdoors and in college-owned vehicles. The college's prohibition extends beyond the limitations of Public Act 098-0985 and is further applied to individuals traveling through campus or on campus in personal vehicles not owned by the college. The advertising, sale, or free sampling of tobacco products is also prohibited on campus property.
This policy applies to all individuals, including but not limited to students, faculty, staff, other employees, contractors, subcontractors, vendors, volunteers, visitors, guests, and members of the public. The policy is applicable 24 hours a day, seven days a week.
The prohibition includes using any kind of lighted or unlighted smoking materials. Prohibited materials include but are not limited to any kind of pipe, cigar, cigarette, cigarillo, bidi, kretek, hookah, atomizer, vaporizer, marijuana, weed, herb, and electronic cigarette.
This prohibition does not include (1) smoking associated with a recognized approved religious ceremony, ritual, or activity by American Indians and (2) smoking that is exclusively conducted for the purpose of approved medical or scientific research.
Violations of this policy will subject the violator to a fine of $100. Repeated failure to comply with this policy may result in a ban from campus. Employees and/or students may also be subject to disciplinary action as well.
The L&C Campus Safety department will enforce the provisions of the Smoke Free-Campus Act and this policy. However, compliance and enforcement are also the responsibility of all employees and students. Any form of discrimination or retaliation against an individual for making a complaint or furnishing information concerning an alleged violation will not be tolerated and will result in appropriate corrective action.
Appeals of any fine may be made to the Vice President of Administration within ten (10) calendar days of the receipt of the ticket. Students may appeal discipline in accordance with the Student Code of Conduct and employees may appeal discipline in accordance with the provisions of the college's personnel policies.
A smoke-free campus map for all college locations is available on the college's website: https://www.lc.edu/college-information/consumerinformation/smoke-free-campus-act.html.
Solicitation Policy
Solicitation of employees and students by individuals or profit-making organizations with products or services for personal use is prohibited unless otherwise authorized by the college President or his/her designee. Solicitation by individuals or non-profit organizations is not prohibited provided that it does not interfere with college business, programs and activities, is approved by the Vice President of Student Engagement, and is affiliated with a college organization, club or office.
Student Right to Know
Please note that Student-Right-to-Know graduation rate and transfer-out data is available at https://www.lc.edu/college-information/consumerinformation/student-right-to-know.html.
Athletic Participation and Financial Aid (EADA) disclosure is available at https://www.lc.edu/college-information/consumer-information/student-right-toknow.html.
The Jeanne Clery Disclosure of Campus security Policy and Crimes Statistics Act (formerly the Campus Security Act) can be found at https://www.lc.edu/student-services/campus-safety/index.html.
Technology Resources Policy
All College students, faculty, staff or other personnel who use or have access to the College's technology resources, including but not limited to computers (e.g. desktops and portable computers, servers, networks, printers, software and data storage media), e-mail, voicemail, facsimile machines, photocopiers, Internet access, and electronic communication devices (e.g. pagers, cell phones, radios), collectively referred to in this policy as "technology resources" should be familiar with, and must comply with, these policies. This policy is intended to apply to all technology and networks used in the workplace, including new technology resources which may be introduced into the workplace.
Confidentiality and Access Policies
The College's technology resources store confidential information. Access to this confidential information is granted to users only in connection with the College's function as an educational institution. Users may access and use the information only for proper purposes and must respect and maintain the confidentiality of that information. Users may not leak, place, post, transmit, or otherwise disclose confidential, sensitive, or proprietary College information, or any private information relating to any individual College team members, contractors, or students, to anyone outside of the College by any means, at any time, or for any reason.
Types of Software Used at College and Software Policies
Third Party Software - All third party software used by the College is proprietary to the third party vendor, is protected by copyright and/or trade secret law, and is subject to the terms of the specific software license agreement entered into by the College with the third party vendor with respect to that software. In general, these software license agreements expressly forbid copying of the software, forbid the use of unauthorized copies of the software, may restrict the use of software to particular hardware, and may limit the computers upon which the software may be used or the number of concurrent users of such software. In some cases, the College's licenses permit certain limited use by students, faculty or staff on home or portable computers. Violation of the provisions of software agreements and or copyright law can subject the College and individuals to substantial damage claims and possible criminal penalties.
Copying of Software - The College prohibits any unauthorized duplication of all software owned or licensed by College. No user may, without proper authorization, duplicate the software that is loaded on his or her computer's hard disk for use on any other PC without consulting with and obtaining written authorization from the Academic Computing/Helpdesk staff.
Installation of Unauthorized Software - College computer users may install software on College hardware with prior written authorization from the Academic Computing/Helpdesk staff. Such approval will be granted unless there is a substantial danger of system or network conflicts, configuration changes, etc. Any maintenance required by a PC that was caused by the installation of unauthorized software will be placed at the bottom of the priority list for repair by the Academic Computing/Helpdesk Staff.
File-Sharing - Users may not post, upload, download, transmit, distribute, or engage in any "file-sharing" of any data or files (including software, music, audiovisual clips, movies, etc.) unless such activity is consistent with all applicable licenses and approved in advance by College's Academic Computing/Helpdesk Staff.
Use of Technology Resources
The College's technology resources are property of the College, or are licensed for use by the College and are intended to be used primarily for proper educational institutional purposes.Monitoring - The College reserves the right to monitor, inspect, access, intercept, review, and when appropriate, disclose any and all information created, entered, received, stored, viewed, accessed or transmitted via College technology resources (including without limitation in databases, data file systems, data archives, Web/Internet/Intranet sites). The College's right to monitor extends to all use of the College's technology resources, including personal use. Users consent to the disclosure of data, information, messages and other files created, sent, or received on the College's technology resources which are stored by a third-party electronic communication service or remote computing service. Users should have no expectation of privacy in connection with the use of College technology resources, including the creation, entry, receipt, storage, accessing, viewing or transmission of data via such resources.
Passwords and Security - All passwords and security used in connection with College technology resources -- including voice mail access codes -- are College property and must be made available to the College. Users must understand that their use of passwords will not preclude access, monitoring, inspection, interception, review, or disclosure by authorized College personnel. The College also may unilaterally assign and/or change passwords and personal codes. The security of the College's technology resources is every user's responsibility. Academic Computing Staff access each PC in the College periodically to perform system maintenance. Authorized and specifically designated College team members, agents, or representatives may also investigate and/or monitor the use of College systems to ensure that use is consistent with our Policies. They may also override all passwords or security codes when deemed necessary.
Lawful Use - College technology resources may not be used to intentionally or unintentionally violate any local, state, federal, or national civil or criminal laws, including copyright and patent laws of any jurisdiction. Unlawful activity includes but is not limited to lotteries, raffles, betting, gambling for anything of value, and participating or facilitating in the distribution of unlawful materials. Users likewise may not upload, post, e-mail, or otherwise transmit any data that is threatening, malicious, tortuous, defamatory, libelous, obscene, or invasive of another's privacy. Users also may not upload, download, post, e-mail, or otherwise transmit any material that contains software viruses or any other computer code, files, or programs designed to interrupt, destroy, or limit the functionality of any computer software, hardware, or telecommunications equipment.
Infringement of Proprietary Rights - College computer, electronic, e-mail, and Internet resources may not be used to violate proprietary rights, including copyright, trademark, trade secret, patent, rights of publicity, or any other intellectual property rights.
No Harassment - Users are absolutely forbidden from using College technology resources in any way that may be construed to violate the College's harassment-free workplace policy or otherwise harass fellow students or other individuals. This prohibition includes sexually explicit or offensive images, messages, cartoons, jokes, ethnic or religious slurs, racial epithets or any other statement or image that might be construed as harassment or disparagement on the basis of race, color, religion, sex, national origin, age, disability, sexual orientation, or any other status protected by law. Users are required to take all reasonable steps to avoid and eliminate receipt of any potentially offensive material; claiming to be a passive recipient of prohibited material is unacceptable. Prohibited conduct includes sending e-mail messages to someone who has requested that the user not do so.
Misrepresentation of Identity - College computer, electronic, e-mail, and Internet resources may not be used to misrepresent, obscure, suppress, or replace one's identity or the origin of data or communications. For example, "spoofing" and "phishing" (e.g., constructing electronic communications to appear to be from someone else, including to solicit personally identifiable information from recipients) is prohibited. Each user's name, e-mail address, organizational affiliation, time and date of transmission, and related information included with electronic communications (including postings) must always reflect the true originator, time, date, and place of origination, as well as the original message's true content.
Internet Guidelines
In addition to the above terms of use, the following guidelines specifically apply to Internet usage. Members of the Lewis and Clark campus community must remember that access to the Internet is a privilege. All College Students, Faculty, Staff or other personnel who use or have access to the Internet through the College must use the Internet resources in an effective, ethical and lawful manner. The following guidelines must be adhered to by all persons whether using systems on-campus or dialing in from off-campus. Failure to do so may result in removal of your account. The account is to be closed if you are no longer associated with the College. Because of limited disk space, it is expected that you check e-mail daily and delete unnecessary messages immediately. Keep messages remaining in your electronic mailbox to a minimum. Subscribers to news and messaging groups/services have an additional responsibility to monitor their electronic mailbox.
Communications Over the Internet - Electronic communications facilities (such as e-mail, talk, network news and Internet Relay Chat) are primarily for College activities. Each individual is responsible for his/her image on the Internet as well as the image of the College. Fraudulent, harassing, or obscene messages and/or other materials must not be transmitted over the Internet or any other network on- or off-campus. Inappropriate messages include but are not limited to the following:
Fraudulent Messages - Messages sent under an assumed name or modified address or with the intent to obscure the origin of the message.
Harassing Messages - Messages that harass an individual or group because of their sex, race, age, religious beliefs, national origin, physical attributes or sexual preference.
Obscene Messages - Messages that contain obscene or inflammatory remarks directed toward an individual or group.Inappropriate Use of Resources - No one may deliberately attempt to degrade the performance of a computer system on the Internet or to deprive authorized personnel of resources or access to any computer system.
Network Configuration - No one may establish a TCP/IP resource on campus without the explicit consent of Academic Computing/Helpdesk. All addresses are administered by Academic Computing/Helpdesk and all users must adhere to the addressing conventions established by that department.
Security - No one may use loopholes in computer security systems or knowledge of a special password to damage computer systems, obtain extra resources, take resources from another user, gain access to systems or use systems for which proper authorization has not been given.
System Accounts - Accounts are assigned to individuals and no one may use another person's account. Use of another user's account may result in automatic suspension of the account.
Financial Gain - No one may use resources of the Internet for personal financial gain by posting messages that promote the products or services of a local business or their own product or services.
Virtual Private Network (VPN) Guidelines
A Virtual Private Network (VPN) connection provides a convenient way for team members to directly connect to the Lewis and Clark internal network through the internet. It also provides a mechanism for team members to provide support for applications and software remotely. In order to use this connectivity, team members must read, understand, and agree to abide by the terms of VPN policy. VPN connections are most commonly used for remote staff and vendor support functions. These connections provide secure tunnels allowing access to a remote network. This policy provides guidelines, standards, and procedures for remotely accessing Lewis and Clarks internal network and systems. This policy applies to all Lewis and Clark team members who access the network remotely using a VPN client.
Access - Authorized Lewis and Clark team members may utilize the VPN. VPN access must be requested and be made to the IT helpdesk via the formal Access Approval Form. Approval will be based on a demonstrated need for remote VPN access. Appeals may be made through a direct supervisor and the Director of Campus Technology. Approvals are valid for one year and must be renewed periodically.
Internet Connectivity From Home - VPN access does not provide Internet connectivity. Individual users are responsible for selecting an Internet Service Provider (ISP), coordinating installation, and installing any required software necessary for Internet service.
Required Equipment - VPN access is only to be used with equipment owned and maintained by the college. VPN access is not allowed on ANY personal equipment.
Required Software - Only the VPN client software that is distributed by LC may be used to connect to the LC VPN.
Security - It is the responsibility of those users with VPN privileges to ensure unauthorized users are not allowed to access LC's internal networks, college-issued equipment, and any material resources or information that users will transport to support work-from-home activities.
Acceptable Use - All acceptable use restrictions of L&C technology resources apply to VPN access. Approved access is for assigned work responsibilities and L&C official business only.
Limitations - The VPN must be disconnected when LC related work is completed. Users should not leave the VPN connected unless an active direct connection to LC's network resources is needed.
Fail Safe - VPN users will be automatically disconnected from the LC network after 30 minutes of inactivity. Any artificial processes to keep the connection open are not allowed.
LC IT services reserves the right to limit or deny connections to the VPN as needed. Any team member found to have violated this process will be subject to loss of certain privileges or services, including but not necessarily limited to loss of VPN access.
Weapons on Campus Policy
Consistent with the College's commitment to provide a safe and secure environment, the College maintains a policy prohibiting any individual from possessing, carrying, displaying, brandishing, discharging or otherwise having control of or using firearms or weapons either on his person or in his vehicle anywhere on College property or in any College buildings, even if that person has a valid federal or state license to possess a weapon or firearm. College employees are similarly prohibited from possessing, carrying, displaying, brandishing, discharging or otherwise having control of or using firearms or weapons in the performance of duties or when performing work on behalf of the College, whether on or off of College property, except as expressly outlined below.
The prohibitions of this policy extend to all property, including parking areas, sidewalks and common areas, owned, leased or controlled by the College where activities, programs or classes are held or College work or business is performed, including College vehicles. The prohibitions of this policy also apply when the College property is used for public or private gatherings. The prohibitions of this policy extend to concealed firearms, meaning a loaded or unloaded handgun carried on or about that person completely or mostly concealed from view of the public or in the vehicle of that person, even if an individual has a permit for "concealed carry" pursuant to Public Act 98-0063, the Firearm Concealed Carry Act.
As a limited exception to the prohibitions on weapons in this policy, individuals licensed to carry a concealed firearm may transport a firearm into the parking areas on College property at the [Godfrey Campus, N.O. Nelson campus in Edwardsville, the Confluence campus, the Macoupin County Community Education Center, the Tri-County Community Education Center, St. Patrick's Adult Education Center and the Bethalto Training Center] if the firearm and its ammunition remain locked in a case out of plain view within the parked vehicle or in the vehicle's trunk. Any licensed individual must immediately, upon parking the vehicle in any of the College's designated parking spaces, either: (a) store his or her firearm or ammunition in a secure case or locked container out of plain view within the vehicle, or (b) store the firearm within the vehicle's trunk. In the event the individual stores the firearm in the vehicle's trunk, the individual must ensure that the firearm is unloaded at the time the individual exits the vehicle.
This policy does not prohibit the authorized use of a weapon or firearm used in connection with a weapons safety course or weapons education course offered in the regular course of College business or approved by the College; or the authorized use of a weapon or firearm by an on duty law enforcement and/or Campus Safety officer required to carry a weapon or firearm as a condition of his or her employment; or the use of a weapon or firearm in connection with College sanctioned classes, performances, athletics, or recreational sports practices, games, matches, tournaments or events on Campus when the activity requires the use of such weapons or firearms (e.g., starter pistols) and prior written approval has been received from the College. Similarly, this policy allows for active law enforcement officers who enter onto College property to carry a licensed or authorized service weapon provided that if the law enforcement officer enters College property outside of the officer's assigned duty hours, the officer must notify the Campus Safety department that the officer has brought an allowed weapon on to College property.
Persons who violate any of the terms of this Policy shall be subject to all civil and criminal penalties as provided by law. In addition:
Any student found to be in violation of this Policy is subject to suspension or expulsion from the College.
Any College employee found to be in violation of this Policy is subject to suspension or termination of employment.
Any third person (meaning, an individual who is neither an employee nor a student) found to be in violation of this Policy is subject to exclusion from any College property or facility for a period of not less than one (1) calendar year.