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Howard College - Big Spring, Lamesa, San Angelo, SWCID

Howard College    
 
    
 
  Nov 23, 2017
 
Student Handbook

Appendices



Appendix A

GRIEVANCE PROCEDURE DISCRIMINATION ON THE BASIS OF RACE, COLOR, NATIONAL ORIGIN, SEX, DISABILITY, AGE, RELIGION, VETERAN STATUS, OR ANY OTHER LEGALLY PROTECTED STATUS/SEXUAL HARASSMENT OF A STUDENT BY ANOTHER STUDENT

  1. The conduct which is discrimination, disparaging conduct, or other educationally or socially inappropriate conduct on the basis of race, color, national origin, sex, disability, age, religion, veteran status, or any other legally protected status related shall be given the broadest definition allowed by laws; both as to the type of conduct meeting these definitions and the settings in which the conduct occurs. In addition, sexual harassment or inappropriate social or sexual conduct shall be given the broadest definition allowed by law both as to the type of conduct meeting these definition and the settings in which the conduct occurs.
  2. Such conduct in any education-related or social setting shall be grounds for disciplinary action if in the opinion of the Board of Trustees the misconduct warrants such action.
  3. This college has zero tolerance for discrimination, disparaging conduct, or other education or socially inappropriate conduct on the basis of race, color, national origin, sex, disability, age, religion, veteran status, or any other legally protected status by one student towards another individual in any educational setting, including any job-related, professional, or social setting. In addition, the college has zero tolerance for sexual harassment and any socially or sexually inappropriate conduct of one student, employee, official, or trustee towards another in work settings, including any job-related, professional, or social setting.
  4. Any student experiencing misconduct, sexual harassment, or inappropriate sexual conduct by another student in any education setting, including any job-related or social setting, shall immediately report the inappropriate conduct to the appropriate coordinator:
    1. Campus Dean of Student Services (Big Spring) – serves as Coordinator for all student discrimination complaints on the Big Spring campus.
    2. Campus Dean of Student Services (SWCID) – serves as Coordinator for all student discrimination complaints at SWCID.
    3. Campus Dean of Student Services (San Angelo) – serves as Coordinator for all student discrimination complaints at the San Angelo campus.
    4. Campus Director (Lamesa) – serves as Coordinator for all student discrimination complaints on the Lamesa campus.
    5. Executive Director Correctional Studies – serves as Coordinator for all student discrimination complaints at correctional studies sites.
      The appropriate campus coordinator shall immediately refer the matter to the student services cabinet member and the cabinet member responsible for the campus. The cabinet member shall inform the Director of Human Resources who shall be kept involved as appropriate in the process.
      The campus coordinator for the prison programs shall immediately report the issue to the appropriate correctional official. The matter will be handled according to correctional procedures and will be subject to the rules of the correctional facility.
  5. The President or the Vice President if the President is unavailable shall be informed within one working day of the reported conduct. The President or Vice President of the College shall decide whether the best interests of the student complaining and the college warrant placing any student involved in a precautionary status, for example, not required to attend class, live in the dorm, etc. pending investigation.
  6. The President may, where appropriate, remove the student(s) from the dorm with appropriate accommodations being provided stating simply that it is "in the best interest of the college" pending investigation and final action.
  7. The campus coordinator should investigate at once and, where possible, use an investigator of the same protected category as the student reporting objectionable conduct with specific training in discrimination. In the event of sexual harassment, an investigator of same sex as the individual reporting objectionable conduct with specific training in sexual harassment should be used if possible.
  8. All students or others interviewed should be advised that written statements either submitted by the individual or transcribed by a college employee will be requested under oath and that during the process honesty as if one were in a court of law is expected.
  9. If a student under the age of 18 is necessary as a witness, the student should not be interviewed until written consent is secured from the parent, court-ordered guardian, or other with lawful control of the student.
  10. The campus coordinator shall review all information and decide upon appropriate action. Within five work days, a decision regarding whether inappropriate conduct has occurred and that action should be taken shall be made by the campus coordinator, unless exceptional
    circumstances such as unavailability of key witnesses for interviews suggests a longer period of time is necessary to fully and fairly investigate.
  11. Any authorized action, including expulsion, may be recommended. The procedures of the college and state and federal laws shall then apply, such as right of grievance, right of appeal and hearing, etc. The President may then elect to continue one or more students in a precautionary status so long as necessary to serve the best interests of the college.
  12. If the report of inappropriate conduct by a student is determined to be valid, but the student accused of inappropriate conduct is allowed to continue as a student with the college, the student should be informed in writing that the next instance of inappropriate conduct may result in immediate suspension or expulsion. The student should sign the letter, review this procedure, and sign both documents. Both documents shall then be maintained in the student's disciplinary file.
  13. If the report of inappropriate conduct by a student is determined to be a blatant false accusation, the reporting student can be subject to disciplinary action.
  14. Every student has an active duty to report sexual harassment, discrimination, and disparaging or other socially inappropriate conduct, whether it involves the student, another student, an employee, or other. Failure of the student to promptly report shall subject the student failing to report disciplinary action, including, if appropriate, suspension.
  15. The President, each campus administrator, and other appropriate administrators responsible for students shall post a non-discriminatory notice in locations where readable by students. If a majority of the students are primarily fluent in another language, the notice shall be posted in the second language. The Title IX coordinator who shall oversee certain aspects of this policy will also be appointed by the president.

Appendix B

GRIEVANCE PROCEDURE DISCRIMINATION ON THE BASIS OF RACE, COLOR, NATIONAL ORIGIN, SEX, DISABILITY, AGE, RELIGION, VETERAN STATUS, OR ANY OTHER LEGALLY PROTECTED STATUS/SEXUAL HARASSMENT OF A STUDENT BY AN EMPLOYEE OR COLLEGE TRUSTEE

  1. The conduct which is discrimination, disparaging conduct, or other professionally or socially inappropriate conduct on the basis of race, color, national origin, sex, disability, age, religion, veteran status, or any other legally protected status related shall be given the broadest definition allowed by laws; both as to the type of conduct meeting these definitions and the settings in which the conduct occurs. In addition, sexual harassment or inappropriate social or sexual conduct shall be given the broadest definition allowed by law both as to the type of conduct meeting these definition and the settings in which the conduct occurs.
  2. Such conduct in any education-related professional or social setting shall be grounds for termination if in the opinion of the Board of Trustees the misconduct warrants such action.
  3. This college has zero tolerance for discrimination, disparaging conduct, or other professional or socially inappropriate conduct on the basis of race, color, national origin, sex, disability, age, religion, veteran status, or any other legally protected status by a student, employee, official, or trustee towards another individual in any educational setting, including any job-related, professional, or social setting. In addition, the college has zero tolerance for sexual harassment and any socially or sexually inappropriate conduct of one student, employee, official, or trustee towards another in work settings, including any job-related, professional, or social setting.
  4. Any student experiencing misconduct, sexual harassment, or inappropriate sexual conduct by an employee, official or trustee in any educational setting, including any job-related professional
    or social setting, shall immediately report the inappropriate conduct to the appropriate coordinator:
    1. Campus Dean of Student Services (Big Spring) – serves as Coordinator for all student discrimination complaints on the Big Spring campus.
    2. Campus Dean of Student Services (SWCID) – serves as Coordinator for all student discrimination complaints at SWCID.
    3. Campus Dean of Student Services (San Angelo) – serves as Coordinator for all student discrimination complaints at the San Angelo campus.
    4. Campus Director (Lamesa) – serves as Coordinator for all student discrimination complaints on the Lamesa campus.
    5. Executive Director Correctional Studies – serves as Coordinator for all student discrimination complaints at correctional studies sites.
      The appropriate campus coordinator shall immediately refer the matter to the cabinet member of the employee accused of misconduct. The cabinet member will then inform all supervisors in the chain of command. The cabinet member shall also inform the Director of Human Resources who shall be kept involved as appropriate in the process. In the event that the complaint involves physical facilities, the Director of Business Services will also be notified. If the objectionable conduct involves the student's campus coordinator, the report of sexual harassment, discrimination, disparaging conduct or other professionally or socially inappropriate conduct by the employee shall be to the aforementioned cabinet member. If the conduct of the Campus Coordinator's Cabinet member are objectionable, the student should report the concern to the Vice President. The Executive Director Correctional Studies/Vice President shall immediately report the issue to the appropriate correctional officials. The matter will be handled according to correctional procedures and will be subject to the rules of the correctional facility.
  5. The President or the Vice President if the President is unavailable shall be informed within one working day of the reported conduct. The President or Vice President of the College shall decide whether the best interests of the student complaining and the college warrant placing any student involved in a precautionary status, for example, not required to attend class, live in the dorm, etc., pending investigation.
  6. The President may, where appropriate, remove the student(s) from the dorm with appropriate accommodations being provided stating simply that it is "in the best interest of the college" pending investigation and final action. The employee may also be placed on a leave with pay status pending investigation and final action if the President decides it is in the best interest of the student, employee, and/or college.
  7. The campus coordinator and respective cabinet member or the President/Vice President of the college should investigate at once and, where possible, use an investigator of the same protected category as the student reporting objectionable conduct with specific training in discrimination. In the event of sexual harassment, an investigator of same sex as the student reporting objectionable conduct with specific training in sexual harassment should be used if possible.
  8. All employees or others interviewed should be advised that written statements either submitted by the individual or transcribed by a college employee will be requested under oath and that during the process honesty as if one were in a court of law is expected.
  9. If a student under the age of 18 is necessary as a witness, the student should not be interviewed until written consent is secured from the parent, court-ordered guardian, or other with lawful control of the student.
  10. The cabinet member shall review all information and decide upon appropriate action. Within five working days, a decision regarding whether inappropriate conduct has occurred and what action should be taken shall be made by the cabinet member, unless exceptional circumstances such as unavailability of key witnesses for interviews suggests a longer period of time is necessary to fully and fairly investigate.
  11. If the individuals involved are not satisfied with the decision of the cabinet member, one or both can appeal that decision in writing to the President within five working days. Within ten work days, the President will issue the final decision after reviewing all pertinent information.
  12. In the case of an employee, any authorized action, including termination of employment, may be recommended. The procedures of the college and state and federal employment laws shall then apply, such as right of grievance, right of appeal and hearing, etc. The President may then elect to continue the employee on a leave with pay status or the student in a precautionary status so long as necessary to serve the best interests of the college.
  13. If the inappropriate conduct involves the President, the same procedures regarding investigation shall apply but the Vice President will conduct the investigation. The results of the investigation shall be reviewed by the Chairman of the Board of Trustees. In either a specially called or regular Board meeting, after proper placement on the agenda, the Chairman shall recommend such action as deemed appropriate to all members of the Board of Trustees.
  14. If the inappropriate conduct involves a member of the Board of Trustees, the same procedures regarding investigation shall apply but the Chairman of the Board of Trustees, or in the case the Chairman of the Board of Trustees is accused the Vice Chairman of the Board of Trustees, shall review the results of the investigation conducted by the President. In either a special called regular Board meeting, after proper placement on the agenda, the Chairman of the Board of Trustees or the Vice Chairman of the Board of Trustees where the Chairman of the Board of Trustees is accused, shall recommend such action as deemed appropriate to all members of the Board of Trustees.
  15. If the report of inappropriate conduct by an employee is determined to be valid, but the employee accused of inappropriate conduct is allowed to continue employment with the college, the employee should be informed in writing that the next instance of inappropriate conduct may result in immediate termination of employment. The employee should sign the letter, review this procedure, and sign both documents. Both documents shall then be maintained in the employee personnel file.
  16. If the report of inappropriate conduct by a student is determined to be a blatant false accusation, the reporting student can be subject to disciplinary action.
  17. Every student has an active duty to report sexual harassment, discrimination, and disparaging or other socially inappropriate conduct, whether it involves the student, another student, an employee, or other. Failure of the student to promptly report shall subject the student failing to report disciplinary action, including, if appropriate, suspension.
  18. The President, each campus administrator, and other appropriate administrators shall post a non-discriminatory notice in locations where readable by employees. If a majority of the employees are primarily fluent in another language, the notice shall be posted in the second language. A Title IX coordinator who shall oversee certain aspects of this policy will also be appointed by the president.

Appendix C

STUDENT ACADEMIC GRADE GRIEVANCE PROCEDURES GRADE APPEALS

EXCLUSION Student complaints regarding discipline can be found in the Student Complaint Procedures portion of the Student Handbook. Student complaints regarding other matters can be found in Student Grievance procedures portion of the Student Handbook.
PURPOSE The purpose of this policy is to secure at the first possible level a prompt and equitable resolution of student complaints relating to a grade. It is the responsibility of the complaining student to comply with each step. Failure of the student to continue his/her appeals at the appropriate level will result in a dismissal of the student's complaint.
REPRESENTATION The student may be represented at any level of the complaint.
LEVEL ONE If the complaint involves a problem with an instructor, the student must discuss the matter with the instructor within three college working days of the incident (excluding college holidays).

If the outcome of the discussion with the instructor is not to the student's satisfaction, the student must request a conference with the instructor's supervisor who must schedule and hold a conference with the student within five college working days (excluding college holidays). The supervisor will inform the campus instructional chain of command for consultation.
LEVEL TWO If the outcome of the conference with the supervisor is not to the student's satisfaction, the student has five college working days to request a conference with the Student Academic Hearing Committee who must schedule and hold a conference within seven college working days of the request. Prior to the conference, the student must submit, in writing, a statement of the complaint and any evidence in its support, the solution sought, the student's signature, and the dates of the conferences with the supervisor and the instructor.

Hearings shall be held according to the following:

  1. The appropriate campus Executive Dean shall serve as chairman of the Student Academic Hearing Committee. The committee shall consist of two faculty members, two students, and one administrator.
  2. The hearing shall be informal and the hearing committee shall provide reasonable opportunities for witnesses to be heard. The hearing shall be closed, unless the student requests an open hearing.
  3. The hearing shall proceed as follows:
    1. The plaintiff shall present the complaint (20 minutes).
    2. The defendant shall present their defense (20 minutes).
    3. The plaintiff shall present rebuttal evidence (10 minutes).
    4. The defendant shall have an opportunity for rebuttal argument (10 minutes).
    5. The hearing committee shall enter executive session and take the matter under advisement for twenty-four hours before rendering a decision.
    6. The hearing committee shall decide by majority vote with all members having an equal vote.
    7. The hearing committee shall inform the instructor and the student in writing of the decision.
    8. If less than a majority finds for the student, the complaint shall be dismissed with no further action taken against the student.

EVIDENCE
Evidence shall be handled according to the following:

  1. Legal rules of evidence do not apply in a hearing under this policy and the hearing officer may admit evidence that is commonly accepted by reasonable persons in the conduct of their affairs. The chairperson shall exclude irrelevant, immaterial, and unduly repetitious evidence. The chairperson shall give effect to the rules of privilege recognized by law and custom.
  2. At the hearing the plaintiff shall prove that the evidence supports the charges.
  3. A defendant may not be compelled to testify.
  4. The hearing committee shall decide the issue and an appropriate recommendation solely on the basis of admitted evidence.
  5. A tape recording shall be made of the hearing under supervision of the appropriate instructional administrator. A stenographer digest of the recording shall be made if needed for an appeal. The student may have a stenographer present at the hearing to make a stenographic transcript of the hearing at the student's expense.

TYPES OF RECOMMENDATIONS
The committee may impose one or more of the following recommendations.

  1. Reevaluation of the complaint by the instructor.
  2. Specific change to be implemented by the instructor.
  3. Status quo.
LEVEL THREE If the outcome of the conference with the Student Academic Hearing Committee is not to the student's or instructor's satisfaction, the dissatisfied party (appellant) has five college working days to request, in writing, a conference with the Academic Appeals Committee, who must schedule and hold a conference within seven college working days of the request. Prior to the conference, the appellant must submit a written statement outlining the justification for an appeal.

The Academic Appeals Committee's consideration must be based on the information developed by the Student Academic Hearing Committee, and no new evidence shall be received by the committee. The appellant shall be entitled to make oral arguments based on the information recorded and within the time restrictions established by the committee.
LEVEL FOUR If the outcome of the conference with the Academic Appeals Committee is not to the appellant's satisfaction, the appellant has three college working days to request, in writing, a review by the college president, who will render a final opinion within five college working days.

Appendix D

ACCEPTABLE USE OF STATE/DISTRICT-OWNED INFORMATION RESOURCES 

  1. Definitions
    Information resources are defined for the purposes of the Acceptable Use Policy as any district-owned computer, video, data communication, or network facilities.
  2. Objectives
    This Acceptable Use Statement establishes usage guidelines for the utilization of district-owned information resources of Howard College. These restrictions support State law, Department of Information Resources (DIR) requirements, University of Texas system requirements, and policies of the district.
    1. Any use of Howard College information resources for illegal purposes, or in support of illegal activities, is prohibited.
    2. Violation of copyright and/or licensing restrictions is illegal.
    3. All use of Howard College information resources must be in support of education and research in the State of Texas and consistent with the purpose of the institution.
    4. Any use of Howard College information resources for commercial purposes is prohibited.
    5. Any use of Howard College information resources for product advertisement or political lobbying is prohibited.
    6. Any use of Howard College information resources for the production, duplication, distribution, receipt, and/or transmission of any pornographic and/or obscene material is prohibited.
    7. No use of Howard College information resources shall serve to disrupt the resources by other users of the local or other systems.
    8. All access accounts for Howard College information resources will be used only by the authorized owner of the account for the authorized purpose and in compliance with established computer security policies.
    9. All communications and information accessible via Howard College information resources should be assumed to be private property.
    10. This policy is subject to change.
    11. Failure to comply with Acceptable Use Policy will be cause for termination of resource access and further disciplinary and/or legal action.
  3. RESOURCE ALLOCATION GUIDELINES
    Access to computer information resources will be granted to those individuals who are faculty, full-time staff, and students of Howard College and have bona-fide need for such services.
     
  4. STUDENT COMPUTER USAGE
    1. Stand Alone Personal Computers. Any student who is doing bona-fide class work for a course taken at Howard College is eligible to use computers made available for such use.
    2. Network Access. Student enrolled in 3 or more credit hours will be given access after approval through the course instructor and the Department of Information Technology.
  5. NOTICE
    All users of information resources must follow the Acceptable Use Statement. It is the intent of Howard College to provide robust information services to the users for bona-fide educational and administrative needs. Any usage for entertainment and/or hobby purposes does not support the goals of the college district and those users should use commercial providers for those purposes.

Appendix E

SERVICES FOR STUDENTS WITH DISABILITIES

CAMPUS OFFICES ASSISTING STUDENTS WITH DISABILITIES
The SWCID Executive Dean serves as District ADA Academic Coordinator for student academic issues. The Director of Business Services serves as District ADA Facilities Coordinator for employee and student issues dealing with physical facilities. The Director of Human Resources serves as District ADA Coordinator for employees. Each campus has a Campus ADA Academic Coordinator for student academic issues:

Big Spring – Student Success Specialist
SWCID – Dean of Student Services
San Angelo – Counselor/Career Tech Advisor
Lamesa – Campus Director

All requests for accommodation must be made in writing to the Campus ADA Academic Coordinator and/or to the District ADA Facilities Coordinator (please refer to Student Responsibilities section).

SPECIAL ACCOMMODATIONS
Students needing special accommodation i.e. large print, tactile interpreting, special lighting, etc., must make the request known to the Campus ADA Academic Coordinator.

DISABILITIES AND THE LAW
The Rehabilitation Act of 1973, Section 504, states "no otherwise qualified disabled individual in the United States shall solely by reason of disability be excluded from participation in, be denied benefits of, or be subjected to discrimination under any program or activity receiving federal financial assistance." The Americans with Disabilities Act (ADA) of 1990 extends Section 504 nondiscrimination mandates regarding persons with disabilities to both private and public sector, regardless of whether or not they receive federal financial assistance.

Persons with disabilities are defined as those who have handicaps as well as persons who have a history of a handicapping condition and persons perceived by others to have a handicap. An individual with handicap(s) is anyone with a physical or mental impairment that substantially impairs or restricts one or more major life activities, such as caring for one's self, performing manual tasks, walking, seeing, hearing, speaking, breathing, learning, and working. The term physical or mental impairment includes, but is not limited to, speech, hearing, visual and orthopedic impairments, cerebral palsy, epilepsy, muscular dystrophy, multiple sclerosis, cancer, diabetes, heart disease, mental retardation, emotional illness, and specific learning disabilities such as perceptual handicaps, brain injury, dyslexia, minimal brain dysfunction and developmental aphasia.

Colleges and universities must assure that the same educational programs and services offered to other students be available to students with disabilities who are otherwise qualified. Students admitted to Howard College with disabilities are assumed to be "otherwise qualified." By this it is meant that they have the academic and non-academic capabilities to complete the desired degree and the limitations imposed by their disability does not prevent them from meeting standard requirements. It is the institution's responsibility, however, not to deny a qualified disabled student the opportunity to full and equal participation and benefit when auxiliary aids and classroom accommodation can enable him/her to illustrate competency and meet expectation.

WHEN ACCOMODATIONS NEED NOT BE PROVIDED
There are times and circumstances when the institution is not obligated to provide academic adjustments and auxiliary aids. Federal rules and regulations provide guidance in this area. For example, a post-secondary institution is not expected to waive course requirements or any academic or non-academic standards that can be shown to be essential to the program of study. In general, where a disability directly relates to and limits essential skills and abilities, the disabled student will not be considered qualified. However, where auxiliary aids and academic adjustments will facilitate learning and not relieve the student of developing the essential skills and abilities, the student will be considered qualified. The focus of such services is to afford the disabled student with equal opportunity to obtain the same results or achievements required of non disabled students. Regardless of disability, the primary goal is that a disabled student must master the essential education material or physical skills required and not supplant such mastery by academic adjustments, auxiliary aids, or some form of discrimination.

STUDENT RESPONSIBILITIES
It is the responsibility of the student to inform the institution of a disability, in writing, utilizing the Academic Accommodation Request form if she/he desires accommodation(s). These forms are available in the offices of the Campus ADA Academic Coordinator or the District ADA Facilities Coordinator. The law further obligates the student to provide a recent evaluation of the disability conducted sometime within the preceding three years by a qualified professional. Information should be included that describes the disability and, most importantly, specifies the accommodation(s) needed to facilitate learning. Without documentation, it cannot be adequately determined whether existing resources adequately address needs. In addition, proper documentation protects the rights of students with special needs as well as the integrity of the institution.

AN ACCOMODATION SYSTEM FOR STUDENTS WITH DISABILITIES
Information regarding the process and procedures for accommodation(s) is available in the counseling offices of all campuses. All request for accommodation must be made in writing to the Campus ADA Coordinator and/or to the District ADA Facilities Coordinator (please refer to Student Responsibilities section).

WHEN STUDENTS SHOULD SUBMIT DOCUMENTATION
Students are not required to inform the institution of a disability when they apply for admission, though many do. However, the sooner a student discloses in the pre or post enrollment process the better since it enables advisors, faculty, and student affairs professionals to respond appropriately to needs and helps the student make a smooth transition to the institution.

Students right out of high school often do not understand that, unlike high school where they may have had the help of resource teachers, in college they are expected to advocate more assertively on their own behalf. College life fosters independence, which means students should take ownership for managing their disability and initiate appropriate action to attain the services and support they need. For some students, particularly learning disabled, this means fully understanding the scope of their disability and compensatory strategies. With intervention early on, The Howard College District can assist students with making important decisions regarding their educational plan.

WHERE STUDENTS BRING THEIR DOCUMENTATION
Students with legal disabilities seeking accommodation must contact the appropriate ADA Coordinator.

HOW DOCUMENTATION IS MAINTAINED
The ADA Coordinator(s) will maintain the files of students who provide information. Files are strictly confidential and their contents inaccessible unless a student gives permission for disclosure. When asked, the ADA Coordinator will only verify that a file exists and that the accommodations sought are supported by the documentation.

AFTER DOCUMENTATION IS IN PLACE
Once a student is registered with the appropriate ADA Coordinator, he/she is required to complete an Academic Accommodation Request Form each semester he/she is in attendance at school. This helps the student determine the accommodation(s) needed (based on the professional report) for each class taken. The request is then reviewed and matched with the professional evaluation for accuracy. The Campus ADA Coordinator arranges a meeting with each professor to review the requested accommodation and determine an agreed educational plan based on the disability. It is expected that the student will use this meeting as an introduction and as a way to initiate a meaningful dialogue with their instructor(s).

WHAT TO DO WHEN THERE IS A DISAGREEMENT
While in most cases things generally run smoothly, there will be very rare times when the students or an instructor will not feel comfortable with what is required or want more specific information. In almost all cases, disputes are best resolved between student and professor. When the situation is not easily resolved, the District ADA Coordinator should be contacted. The preferred outcome is to seek options or alternative strategies that are acceptable to both the faculty member and the student. If and when a decision cannot be reached, the Vice President or the Executive Dean will help to settle the dispute. Grievance Procedures are described in Appendix C.

SERVICE ANIMAL POLICY AND GUIDELINES
This policy applies to students, employees and visitors in all offices and divisions of the Howard County Junior College District. Howard College seeks to accommodate persons with disabilities who demonstrate the necessity of a service animal. The college is simultaneously mindful of the health and safety interests of its general community. The Service Animal Guidelines are aimed at accomplishing these objectives.

Pets are not permitted in any buildings on campus. Only qualified service animals from legally certified training programs are allowed in buildings along with a documented and proven disability need. SWCID is a fully accessible campus for deaf and hard of hearing students. SWCID implemented many technological enhancements to facilitate a fully accessible, barrier-free environment for its constituents. Upon request, attempts to make other reasonable accommodations wherever appropriate on SWCID campus will be explored.

Definition
Service animal means any animal that is individually trained to do work or perform tasks for the benefit of an individual with a disability, including a physical, sensory, psychiatric, intellectual, or other mental disability. The service animal's training must be directly related to the handler's disability. An animal used for therapy, emotional support, comfort, companionship, etc. does not constitute a service animal and may not be used as such.

Types of Service Dogs
It is important to note that a service animal does not necessarily have to be a dog. However, dogs are the type of animal most commonly trained to serve individuals with disabilities. Below are definitions of the different types of service dogs.

Guide Dogs – a carefully trained dog that serves as a travel tool by persons with severe visual impairments or who are blind.

Hearing Dogs- A dog that has been trained to alert a person who is deaf or hard of hearing when a sound occurs, such as a knock on the door, a fire alarm, phone ringing, etc. SWCID already has technological enhancements to serve deaf or hard of hearing students.

Service Dogs – A dog that has been trained to assist a person who has a mobility or health impairment. Type of duties the dog may perform include carrying, fetching, opening doors, ringing doorbells, activating elevator buttons, steadying a person while walking, helping a person to get up after a fall, etc.

Sensory signal (Sign) Dog: A dog trained to assist a person with autism. The dog alerts the partner to distracting repetitive movements common among those with autism, allowing the person to stop the movement, such as hand flapping. A person with autism may have problems with sensory input and may need the same support services from a dog that a dog might give to a person who is blind and/ or deaf.

Seizure Response Dog: A dog trained to assist a person with a seizure disorder; how the dog serves the person depends on the individual's needs. The dog may guard over the person during a seizure, or the dog may go for help. A few dogs have learned to predict a seizure and warn the person in advance.

Requirements for Students and Employees
Owners of service animals must formally register the animal with a Service Animal Evaluator at least thirty (30) days prior to arriving on campus to allow for processing and clearance. This registration must be done annually. To register service animals on campus, owners are required to: 1) submit disability determination documentation that supports a service animal as an appropriate accommodation for the individual seeking to register the animal; 2) provide evidence of up-to-date vaccinations and compliance with local law that is common for the type of animal at the time of registration; and 3) provide evidence that a Service Animal License has been obtained. Once all documentation has been received, the Campus ADA Coordinator will review records and determine if the animal meets the college's service animal definition and to ensure that the animal has been appropriately trained at the time of registration. The Campus ADA Coordinator will issue a service animal tag that must be attached to the service animal's collar at all times.

Owners of approved service animals are also required to enter into a behavioral contract for the animal. Accordingly, owners of service animals are required to review, sign, and comply with a behavior contract.

Faculty and Students' approach to Service animals:

  1. Do not pet a service animal unless given permission by the handler.
  2. Do not feed a service animal. Do not deliberately startle a service animal.
  3. Do not separate a handler from his or her service animal.
  4. Allow service animal to accompany the handler at all times and everywhere on campus except where service animals are specifically prohibited.

Appendix F

GENERAL INTRAMURAL REGULATIONS

  1. ELIGIBILITY
    1. A student currently enrolled for three or more semester hours in Howard College/SWCID is automatically eligible to participate in the intramural program providing that he complies with the specific eligibility rules stated elsewhere in these regulations. An eligible student shall retain that status until he withdraws from the college, is dropped from the rolls of the college or fails to register for a succeeding semester.
    2. A student who, on the advice of a doctor, is forbidden to participate in the regular physical education program is ineligible for intramural participation.
    3. A student assigned to a modified program of physical education may participate only in those intramural activities meeting the restrictions of the modified program.
    4. Students who are members of Howard College intercollegiate squads will be eligible for intramural competition in sports other than the intercollegiate sport in which the student participates. Example: Members of the Howard College basketball teams cannot participate in intramural basketball, but the students can participate in all other intramural activities.
    5. A student who has participated in a professional sport is not eligible to participate in that intramural sport.
    6. A student listed as a member on a team roster is ineligible to participate in a play-off unless he participated in league play.
    7. A student who participates in an intramural contest under an assumed name will become ineligible for all intramural competition for the remainder of the year.
    8. The Intramural Director is responsible for checking and verifying the eligibility of intramural participants, if a question should arise.
  2. SCHEDULING
    1. The Intramural Director is responsible for the scheduling of all activities.
    2. The Director shall be the judge of factors leading to the postponement of a contest.
      1. Inclement weather conditions and conflicts with major college functions are examples of causes for postponement of intramural contests.
      2. A scheduled contest may not be postponed merely by the mutual agreement of the contestants.
      3. The absence of a team player or players is not an acceptable cause for postponement of a scheduled contest.
  3. FORFEIT
    1. Each intramural activity will have a starting time deadline stated in the rules. Any individual (in an individual sport) or team failing to meet this deadline will be charged with a forfeit.
    2. Forfeited contests will not be rescheduled.
    3. Teams that forfeit two contests will be dropped from play.
    4. Any team using an ineligible player will forfeit all contests in which that player participated.
  4. PROTEST
    1. Protests shall be judged by an Intramural Council.
    2. Protests regarding problems of player eligibility must be made in writing and submitted to the Intramural Director within 24 hours after the contest in question.
    3. A protest arising out of the interpretation of the game rules must first be stated on the field of play, during the game. A formal protest must be made to the Intramural Director within 24 hours of the conclusion of the contest in question.
    4. Under no circumstances shall an official's judgment call be grounds for protest.
  5. INTRAMURAL COUNCIL
    1. The membership of the Intramural Council shall consist of three students from the Student Senate, three faculty members, and the Intramural Director as chairman. Each campus will have a council.
    2. The function of the Intramural Council is to resolve protest cases and assist in formulating intramural policies.
  6. CODE OF CONDUCT
    1. The regulations relating to the intramural program are made with the view of protecting not only the best interests of the individual but also the general welfare of all participants. Students are expected to take part in the program under a code of good sportsmanship and mature conduct that is in harmony with the standards of the college.
    2. A student participant who is ejected from a game for misconduct will go before the Intramural Council, and may face probation or suspension in that and/or other sports.
    3. Participants involved in fights, which cause them to be ejected from a contest, will go before the Intramural Council. The students may also be referred to the Primary Student Services Official for disciplinary action.

Appendix G

CHARGES FOR PUBLIC RECORDS
Effective 12-19-05

Paper Copy  
  Standard size (up to 8 ½ x 14) $ .10 per page
  Nonstandard-size (larger than 8 ½ x 14) or standard size color $ .50 per page
  Nonstandard-size color (larger that 8 ½ x 14) $1.00 per page
  Specialty paper Actual Cost
Fax Charge  
  Local $ .10 per page
  Long Distance $ .50 per page
Nonstandard Copy  
  Diskette $ 1.00 each
  Magnetic tape Actual Cost
  VHS video cassette $ 2.50
  Audio cassette $ 1.00
  Rewritable CD (CD-RW) $ 1.00
  Digital Video (DVD) $ 3.00
  JAZ Drive Actual Cost
  Other Actual Cost
Personnel charge $15.00 per hour
Overhead charge 20% of personnel charge – Government
Code Chapter 552.261(a)  
Microfiche or microfilm charge  
  Paper copy $ .10 per page
  Fiche or film copy Actual Cost
Remote document retrieval charge Actual Cost
Computer resource charge  
  Mainframe $10.00 per CPU minute
  Midsize $ 1.50 per CPU minute
  PC $ 1.00 per clock hour
  Client/Services $ 2.20 per clock hour
Programming time charge $28.50 per hour - Government Code
Chapter 552.231  
Miscellaneous supplies Actual Cost
Postage and shipping charge Actual Cost
Processing a Request for Public Information $15.00 per hour
Other Costs Actual Cost

Charges are based on the adopted rules for charges for public records of the General Services Commission, entered into the Texas Register issue of April 8, 1994.