Chapter 3358:16-101 Equal Opportunity; Non-Discrimination; Fair Labor; Leave

3358:16-101-01 Equal education opportunity policy.

(A) Notice of non-discrimination

Terra state community college does not discriminate on the basis of race, color, religion, national origin, ethnicity, sex, age, gender identity, genetic information, gender expression, sexual orientation, marital status, disability, pregnancy, military status, or special disabled or Vietnam-era veteran status in provision of educational programs and services or employment opportunities and benefits pursuant to the requirements of Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, Title II of the American with Disabilities Act of 1990, the Age Discrimination Act of 1976, the Vietnam Era Veterans' Readjustment Assistance Act of 1974, and Chapter 4112, of the Revised Code.

(B) Notice against discrimination

Terra state community college is committed to providing equal educational opportunity. Discrimination in any form will not be tolerated within the Terra state community college community. All members of the faculty, staff, administration, student body, volunteers, and visitors to the campus have the right to be pursue their careers or studies free from discrimination. The groups mentioned in this policy are expected to conduct themselves in a manner that does not infringe upon the rights of others. This policy has been developed to reaffirm these principles and to provide recourse for those individuals whose rights have been violated. This policy has dual purposes. It serves as a measure for the college to determine, after the fact, if behaviors have violated policy. It also provides general guidelines for the expectations the college has for non-discriminatory behavior. Separate policies have been developed to specifically address sexual and disability discrimination.

(C) Filing a complaint

A person who believes they have been subject to discriminatory treatment is encouraged to report these offenses to the Title IX coordinator, a deputy coordinator, or to their direct supervisor. Any person who receives a complaint of discrimination, harassment or retaliation, is expected to report the incident promptly.

(D) Non-retaliation

Terra state community college strictly adheres to and enforces a non-retaliation policy. Retaliation against an individual who has reported discriminatory treatment and retaliation against individuals for cooperating with an investigation is unlawful and will not be tolerated by the college. Any person who violates this policy will be subject to discipline, up to and including termination if they are an employee, and or dismissal if they are a student.

(E) Process:

(1) Investigators

The following individual(s) have been appointed by the President to handle inquiries regarding this policy:

Mr. Heath Martin, associate dean of students and Title IX coordinator. Terra state community college, 2830 Napoleon road, Fremont, OH 43420. Office location: SAC. Phone: (419) 559-2350. Email: hmartin01@terra.edu

Ms. Nanci Kosanka, director of human resources and deputy Title IX coordinator. Terra state community college 2830 Napoleon Road, Fremont, OH 43420. Office location: B205. Phone: (419) 559-2465. Email: nkosanka@terra.edu

Mr. Jack Fatica, vice president for academic affairs and deputy title IX coordinator Terra state community college. 2830 Napoleon road Fremont, OH 43420, Office location: B209, Phone: (419) 559-2381. Email:nkosanka@terra.edu

(2) Definitions

(a) COMPLAINANT is the individual making an allegation of a violation of college policy.

(b) RRSPONDENT is the individual charged with an alleged violation of college policy.

(c) A PERSON WITH A DISABILITY is any person who:

(i) has a physical or mental impairment which substantially limits one or more of the such person's life activities;

(ii) has a record of such impairment;

(iii) is regarded as having such an impairment; or

(iv) is otherwise deemed disabled under applicable federal or state law.

(d) GENDER IDENTITY AND GENDER EXPRESSION is respectively to the gender one self-identifies as, and the gender one expresses oneself as.

(e) GENETIC INFORMATION is information about an individual's genetic tests and the genetic tests of an individual's family members, as well as, information about any disease, disorder, or condition of an individual's family members (i.e. an individual's family medical history). Family medical history is included in the definition of genetic information because it is often used to determine whether someone has an increased risk of getting a disease, disorder, or condition in the future.

(f) MARITAL STATUS is the legal status of being married, single, separated, divorced, or widowed. It does not include consideration of cohabitating relationships.

(g) RETALIATION is any action, by any person, that is perceived as: intimidating, hostile, harassing, retributive, or violent that occurred in connection to the making and investigation of the report.

(h) SEXUAL ORIENTATION is a person's sexual identity in relation to the gender or genders of people to whom the person is physically and/or emotionally attracted.

(i) VETERAN is a person who served at least one hundred eighty days in the active military, and who was discharged or released under conditions other than dishonorable, as specified in 38 U.S.C. 101(2). Active service includes full-time federal services in the national guard or a reserve component. The definition of "active service" does not include full-time duty performed strictly for training purposes (i.e., that which is referred to as "weekend" or "annual" training), nor does it include full-time active duty performed by national guard personnel who are mobilized by state rather than federal authorities.

(3) General grievance procedures

(a) Terra state community college encourages those who have experienced any form of discrimination or retaliation to report the incident as soon as possible to allow for the most effective investigation. All complaints of discrimination will be promptly investigated and appropriate action will be taken as expeditiously as possible.

(b) The college will make reasonable efforts to protect the rights of both the complainant and the respondent. The college will respect the privacy of the complainant, the individual(s) against whom the complaint is filed, and the witness(es) in a manner consistent with the college's legal obligations to investigate, to take appropriate action, and to comply with any discovery or disclosure obligations by required law.

(c) The college reserves the right to investigate and resolve a complaint or report of discrimination regardless of whether the complainant ultimately desires the college to pursue the complaint. In such cases, parties shall be informed of the status of the investigation at reasonable times until the college's final disposition of the investigation.

(d) Anonymous complaints will be accepted; however, Terra state community college's ability to obtain additional information may be compromised and the ability to investigate or resolve anonymous complaints may be limited.

(e) When a complaint is received, the college will take appropriate corrective action in an expeditious manner. Any investigation will be conducted in such a way as to maintain confidentiality to the extent practicable under the circumstance(s). When meeting with the investigator, information will be provided about the policy on equal education opportunity and the complaint process.

(f) When the investigation is completed, the college will, to the extent appropriate, inform the person filing the complaint and the person alleged to have committed the conduct of the results of the investigation. If it determined that inappropriate conduct has occurred, the college will act promptly to eliminate the offending conduct and where it is appropriate, to impose disciplinary action through appropriate due process procedures.

(g) Intentionally making a false complaint or report of discrimination is a violation of this policy and constitutes misconduct subject to disciplinary action, and may also a crime.

(h) In addition to the listed options, if you believe you have been subjected to discrimination, you may file a formal complaint with any or all of the government agencies set forth as follows

(i) THE UNITED STATES EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Detroit field office, Patrick V. McNamara building, 477 Michigan avenue, Room 865, Detroit, MI 48226 1-800-669-4000

(ii) OHIO CIVIL RIGHTS COMMISSION Toledo Office 1 Government center, room 936, Toledo, OH 43604 (419)-245-2900

(iii) DEPARTMENT OF EDUCATION, OFFICE FOR CIVIL RIGHTS Cleveland office 600 Superior avenue East, suite 750, Cleveland, OH 44114 (316)-522-4970

(4) Investigative procedure

(a) A complainant may initiate the investigative procedure by filing a complaint with the Title IX coordinator or a deputy coordinator describing the details of the alleged harassment or discrimination. Upon receipt of such a complaint, the Title IX coordinator or a deputy coordinator will promptly conduct an investigation to determine whether the complaint can be substantiated, and, if so, whether it can be effectively remediated or resolved by the coordinator or deputy coordinator. If necessary the coordinator or deputy coordinator will take appropriate temporary measures to address the complaint pending further investigation.

(b) An investigation may include any of the following: interviews of the parties involved, including witnesses, and the gathering of other relevant information. Both the respondent and complainant may present witnesses and other evidence.

(c) At any time during the investigation, the investigator may recommend that interim protections or remedies for the parties involved or witnesses be provided by appropriate college officials. These protections or remedies may include separating the parties, placing limitations on contact between parties, suspension, or making alternative workplace or student housing arrangements. Failure to comply with the terms of interim protections may be considered a separate violation.

(d) If the investigation determines the claim is likely to be substantiated, and if the respondent is a student, the formal process will utilize the student discipline committee, the hearing process outlined in article G of the student code of conduct.

(e) If the investigation determines the claim is likely to be substantiated, and the respondent is an employee, the corrective progressive action policy will apply.

(f) In most circumstances, the investigative process shall be completed within sixty days of the initial complaint.

(5) Confidentiality

(a) All college employees, excluding licensed professionals from the college counseling center, must report discrimination. Therefore, individuals who wish to discuss a situation in complete confidence should work with an individual from the counseling center. Because content of discussions with confidential resources is not reported to an office of record, such discussions do not serve as notice to the college to address the alleged discrimination.

(b) All inquiries, complaints, and investigations are treated with discretion. Information is kept as confidential as law and college policy permit. However, the identity of the complainant is usually revealed to the person(s) accused of such conduct. Participants in an investigative process are asked to keep any information they have or may learn of as confidential as practicable.

(c) The college shall protect the privacy of individuals involved in a report of discrimination to the extent allowed by law and college policy. Confidentiality is an aspiration but is not always possible or appropriate. Confidentiality needs to be balanced with the legal obligation of the college to ensure a working and learning environment that is free from discrimination and the due process rights of the respondent to be informed of allegations and their source. Therefore, some level of disclosure may be necessary to ensure a complete and fair investigation.

(6) Special provisions

(a) Attempted violations - The college may treat attempts to commit any of the violations listed in this policy as if those attempts had been completed.

(b) The college as complainant - As necessary, the college reserves the right to initiate a conduct complaint, to serve as the complainant, and to initiate conduct proceedings without a formal complaint by the alleged victim or complainant.

(c) Third party violations - Discriminatory conduct by third parties, who are not themselves employees or students at the college (e.g., a visiting speaker or members of a visiting athletic team), may also be of a sufficiently serious nature to deny or limit a student's ability to participate in or benefit from the education program. As such, if the college knows or should know of the harassment, the college is responsible for taking prompt and effective action to eliminate the hostile environment and prevent its recurrence.

(i) The type of appropriate steps taken by the college will differ depending on the level of control the college has over the third party. For example, if athletes from a visiting team harass the home college's students, the home college may not be able to discipline the athletes. However, it could encourage the other school to take appropriate action to prevent further incidents or choose not to invite the other school back.

(ii) Third party visitors to campus may also be the subject of discrimination and are entitled to utilize the processes and procedures outlined in this policy.

Effective: 5/3/2015
Promulgated Under: 111.15
Statutory Authority: 3358
Rule Amplifies: 4112

3358:16-101-02 Equal Employment Opportunity.

Terra State Community College does not discriminate on the basis of race, color, religion, national origin, ethnicity, sex, age, gender identity, genetic information, gender expression, sexual orientation, marital status, disability, pregnancy, military status, or special disabled or Vietnam-era veteran status in provision of educational programs and services or employment opportunities and benefits.

Terra State Community College will fully comply with all Federal, State, and local laws and regulations relating to Equal Employment Opportunities.

PROCEDURES:

(A) Responsibility for coordinating the development and internal and external communication of Terra State Community College's Equal Employment Opportunity policy statements and programs shall rest with the designated College Administrators.

(B) Each Terra State Community College Administrator shall be responsible for assuring compliance with the College's Equal Employment Opportunity policies and programs within his/her department or division by identifying and finding solutions to problem areas.

(C) All employees of Terra State Community College shall be advised of the College's policy on Equal Employment Opportunity through the policies and procedures manual, the President's statement on Equal Employment Opportunity at Terra State Community College, publication of the Equal Employment Opportunity policy through College media, such as bulletins, public folders in Outlook, catalogs, application forms, or forms used in connection with the recruitment of employees.

(D) External members of the community shall be informed of the College's Equal Employment Opportunity policy through College publications, and by distribution of information to news media, secondary schools, colleges and other recruiting sources.

(E) All employment decisions at Terra State Community College will be based on merit, qualifications, and abilities. The College shall recruit, hire, and promote employees without regard to race, color, religion, national origin, ethnicity, sex, age, gender identity, genetic information, gender expression, sexual orientation, marital status, disability, pregnancy, military status, or special disabled or Vietnam-era veteran status.

(F) The College will insure that employment decisions shall be in accordance with principles of Equal Employment Opportunity.

(G) The College will insure that personnel actions, such as terms of employment, compensation, benefits, transfers, layoffs, return from layoff, College sponsored training, and social and recreational programs will be administered without regard to race, color, religion, national origin, ethnicity, sex, age, gender identity, genetic information, gender expression, sexual orientation, marital status, disability, pregnancy, military status, or special disabled or Vietnam-era veteran status.

(H) The College will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship. This policy governs all aspects of employment, including selection, job assignment, compensation, discipline, termination, and access to benefits and training

(I) The purpose of the College's Equal Employment Opportunity Policy is to produce an appropriate representation of the various minority groups at all levels of employment.

(1) Applicants for employment will be selected in accordance with the needs of Terra State Community College and previous qualifications as stated on the position announcement.

(2) Review of qualifications of all applicants shall insure that minorities and women are given full and equal opportunity for transfer of promotion.

(3) Screening procedures such as interviewing and/or testing shall be consistent with applicable laws and good personnel practices.

Effective: 5/3/2015
Promulgated Under: 111.15
Statutory Authority: 3358
Rule Amplifies: 4112

3358:16-101-03 Equal employment opportunities for individuals with a disability and disability discrimination policy.

(A) Notice of non-discrimination

Terra state community college does not discriminate on the basis of race, color, religion, national origin, ethnicity, sex, age, gender identity, genetic information, gender expression, sexual orientation, marital status, disability, pregnancy, military status, or special disabled or Vietnam-era veteran status in provision of educational programs and services or employment opportunities and benefits pursuant to the requirements of Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, Title II of the American with Disabilities Act of 1990, the Age Discrimination Act of 1976, the Vietnam Era Veterans' Readjustment Assistance Act of 1974, and Chapter 4112. of the Revised Code.

(B) Notice against disability discrimination

Terra state community college is committed to providing equal employment opportunities for qualified individuals with disabilities and endorses the principles of non-discrimination and reasonable accommodation as described in Section 504 of the Rehabilitation Act of 1972 and Title II of the American with Disabilities Act of 1990. The college will not discriminate against any employee or applicant for employment because of a known disability in regard to any position for which the employee or applicant is qualified. Positive steps will be taken to employ, advance in employment, and otherwise treat known qualified individuals without discrimination based upon their disability in all employment practices, including but not limited to the following: application, testing, hiring, work assignments, evaluation, promotion, transfer, disciplinary actions, recruitment or recruitment advertising, layoff/recall, termination or demotion, rates of pay or other forms of compensation. The college will provide, upon request, reasonable accommodation to known employees with qualified disabilities, if that is needed to enable them to perform the essential functions of their job provided that it does not pose an undue hardship. Additionally, the policy serves as a measure for the college to determine, after the fact, if behaviors have violated policy and provides general guidelines for the expectations the college has for non-discriminatory behavior.

(C) Filing a complaint

An employee who wishes to appeal an accommodation request that has been denied or who believes they have been subject to discriminatory treatment is encouraged to report these offenses to the section 504 coordinator. Any person who receives a complaint of disability discrimination, harassment or retaliation, is expected to report the incident promptly.

(D) Non-retaliation

Terra state community college strictly adheres to and enforces a non-retaliation policy. Retaliation against an individual who has reported discriminatory treatment and retaliation against individuals for cooperating with an investigation is unlawful and will not be tolerated by the college. Any person who violates this policy will be subject to discipline, up to and including termination if they are an employee, and or dismissal if they are a student.

(E) Process:

(1) Investigator

The following individual has been appointed by the president to handle inquiries regarding this policy:

Mr. Heath Martin, associate dean of students and section 504 coordinator Terra state community college 2830 Napoleon road fremont, OH 43420 Office Location: SAC Phone: (419) 559-2350 email: hmartin01@terra.edu

(2) Definitions

(a) "Complainant" is the individual making an allegation of a violation of college policy.

(b) "Respondent" is the individual charged with an alleged violation of college policy.

(c) "A person with a disability" is any person who:

(i) has a physical or mental impairment which substantially limits one or more of the such person's life activities;

(ii) has a record of such impairment;

(iii) is regarded as having such an impairment; or

(iv) is otherwise deemed disabled under applicable federal or state law.

(d) "Examples of disabilities" are physical, psychological, mental, neurologic, and learning. Certain cosmetic disfigurements and serious contagious and non-contagious diseases including, but not limited to, AIDS, AIDS-related complex, epilepsy, and tuberculosis can be classified as a disability.

(e) "Reasonable accomodations" is any change in the work environment or in the way things are usually done which results in equal employment opportunity for all individuals with a disability. The college will make reasonable accommodations to the known physical or mental limitations to a qualified employee with a disability, unless the accommodation would cause an undue hardship on the institution.

(f) "Retaliation" is any action, by any person, that is perceived as: intimidating, hostile, harassing, retributive, or violent that occurred in connection to the making and investigation of the report.

(g) "Qualified individual" is a person with a disability who meets the skill, experience, education, and other job-related requirements and who, with or without reasonable accommodation, can perform the essential functions of the job.

(3) Accommodation requests

(a) An employee must disclose their claim of disability and request for accommodations to the director of human resources through a formal consultation. While an employee is free to disclose his or her condition and request to their direct supervisor, and supervisors are encouraged to refer such disclosures to the director, an employee must not rely on disclosures to persons other than the director.

(b) At the initial consultation, employees should provide current and valid documentation of the claimed disability. The documentation must specify the nature of the disability, how the disability affects the employees work environment, and recommendations for accommodations. Examples of current and valid documentation include, but are not limited to: written assessment completed by a licensed or certified professional qualified to evaluate the disability or a written evaluation based on assessment reports from the employee's most recent secondary or post-secondary school.

(4) Review and determination of request

(a) The director of human resources will review all documentation, the employee's prior disability-related services and other pertinent information to determine appropriate accommodation. The director may also consult confidentially with the person(s) assessing the employee's disability and those college officials who the director deems necessary.

(b) If the director finds the employee eligible for accommodations, the director will discuss their findings with the employee during a formal consultation.

(c) If the director finds the employee ineligible for accommodations, or if a requested accommodation is denied the employee will be notified through a formal consultation. The employee may then choose to appeal the director's decision.

(5) Accommodation appeal procedures

(a) If an employee's request for an accommodation is denied by the director of human resources, the employee is afforded the right to appeal.

(b) An employee must submit an accommodations appeal form to the associate dean of students/section 504 coordinator within five business days of the denial.

(c) The associate dean of students/section 504 coordinator will respond to the appeal within five business days with a decision.

(6) General grievance procedures

(a) Terra state community college encourages those who have experienced any form of disability discrimination, harassment or retaliation should report the incident as soon as possible after the incident(s) in order to be most effectively investigated. All reports and complaints of discrimination will be promptly investigated and appropriate action will be taken as expeditiously as possible.

(b) The college will make reasonable efforts to protect the rights of both the complainant and the respondent. The college will respect the privacy of the complainant, the individual(s) against whom the complaint is filed, and the witness(es) in a manner consistent with the college's legal obligations to investigate, to take appropriate action, and to comply with any discovery or disclosure obligations by required law.

(c) The college reserves the right to investigate and resolve a complaint or report of discrimination regardless of whether the complainant ultimately desires the college to pursue the complaint. In such cases, parties shall be informed of the status of the investigation at reasonable times until the college's final disposition of the investigation.

(d) Anonymous complaints will be accepted; however, Terra state community college's ability to obtain additional information may be compromised and the ability to investigate or resolve anonymous complaints may be limited.

(e) When a complaint is received, the college will take appropriate corrective action in an expeditious manner. Any investigation will be conducted in such a way as to maintain confidentiality to the extent practicable under the circumstance(s). When meeting with the investigator, information will be provided about the policy on equal opportunity and the complaint process.

(f) When the investigation is completed, the college will, to the extent appropriate, inform the person filing the complaint and the person alleged to have committed the conduct of the results of the investigation. If it determined that inappropriate conduct has occurred, the college will act promptly to eliminate the offending conduct and where it is appropriate, to impose disciplinary action through appropriate due process procedures.

(g) Intentionally making a false complaint or report of discrimination is a violation of this policy, and constitutes misconduct subject to disciplinary action, and may also be a crime.

(h)

h.

In addition to the listed options, if you believe you have been subjected to discrimination, you may file a formal complaint with any or all of the government agencies set forth below. Using the college's complaint process does not prohibit you from filing a complaint with these agencies.

(i) The United States equal employment opportunity commission Detroit field office Patrick V. McNamara building, 477 Michigan avenue, room 865, Detroit, MI 48226 1-800-669-4000

(ii) Ohio civil rights commission Toledo office 1 Government center, room 936, Toledo, OH 43604 (419)-245-2900

(iii) Department of education, office for civil rights Cleveland office 600 Superior avenue east, suite 750, Cleveland, OH 44114 (316)-522-497

(7) Investigative procedure

(a) A complainant may initiate the investigative procedure by filing a complaint with the section 504 coordinator describing the details of the alleged harassment or discrimination. Upon receipt of such a complaint, the section 504 coordinator will promptly conduct an investigation to determine whether the complaint can be substantiated, and, if so, whether it can be effectively remediated or resolved by the coordinator. If necessary, the Coordinator will take appropriate temporary measures to address the complaint pending further investigation.

(b) An investigation may include any of the following: interviews of the parties involved, including witnesses, and the gathering of other relevant information. Both the respondent and complainant may present witnesses and other evidence.

(c) At any time during the investigation, the investigator may recommend that interim protections or remedies for the parties involved or witnesses be provided by appropriate college officials. These protections or remedies may include separating the parties, placing limitations on contact between parties, suspension, or making alternative workplace or student housing arrangements. Failure to comply with the terms of interim protections may be considered a separate violation.

(d) If the investigation determines the claim is likely to be substantiated, and if the respondent is a student, the formal process will utilize the student discipline committee, the hearing process outlined in Article G of the student code of conduct.

(e) If the investigation determines the claim is likely to be substantiated, and the respondent is an employee, the corrective action policy will apply.

(f) In most circumstances, the investigative process shall be completed within sixty days of the initial written complaint.

(8) Confidentiality

(a) All college employees, excluding licensed professionals from the college counseling center, must report discrimination. Therefore, individuals who wish to discuss a situation in complete should work with an individual from the counseling center. Because the content of discussions with confidential resources is not reported to an office of record, such discussions do not serve as notice to the college to address the alleged discrimination.

(b) All inquiries, complaints, and investigations are treated with discretion. Information is kept confidential as law and college policy permit. However, the identity of the complainant is usually revealed to the person(s) accused of such conduct. Participants in the investigative process are asked to keep any information they have or may learn as confidential as practicable.

(c) The college shall protect the privacy of individuals involved in a report of discrimination to the extent allowed by law and college policy. Confidentiality is an aspiration but is not always possible or appropriate. Confidentiality needs to be balanced with the legal obligation of the college to ensure a working and learning environment that is free from discrimination and the due process rights of the respondent to be informed of allegations and their source. Therefore, some level of disclosure may be necessary to ensure a complete and fair investigation.

(9) Special provisions

(a) Attempted violations - The college may treat attempts to commit any of the violations listed in this policy as if those attempts had been completed.

(b) The college as complainant - As necessary, the college reserves the right to initiate a conduct complaint, to serve as the complainant, and to initiate conduct proceedings without a formal complaint by the alleged victim or complainant.

(c) Third party violations - Discriminatory conduct by third parties, who are not themselves employees or students at the college (e.g., a visiting speaker or members of a visiting athletic team), may also be of a sufficiently serious nature to deny or limit a student's ability to participate in or benefit from the education program. As such, if the college knows or should know of the harassment, the college is responsible for taking prompt and effective action to eliminate the hostile environment and prevent its recurrence.

(i) The type of appropriate steps taken by the college will differ depending on the level of control the college has over the third party. For example, if athletes from a visiting team harass the home college's students, the home college may not be able to discipline the athletes. However, it could encourage the other school to take appropriate action to prevent further incidents or choose not to invite the other school back.

(ii) Third party visitors to campus may also be the subject of discrimination and are entitled to utilize the processes and procedures outlined in this policy.

Effective: 5/3/2015
Promulgated Under: 111.15
Statutory Authority: 3358
Rule Amplifies: 4112

3358:16-101-04 Fair Labor Standards and Wage Payment Act policy.

It is the policy of Terra state community college to comply with all applicable state and federal laws with respect to payment of wages and benefits to employees including laws such as the Federal Fair Labor Standards Act and the Ohio minimum wage law. Terra state community college will not make pay deductions that violate either the federal or state laws.

Procedure:

Any employee who believes that Terra state community college made an inappropriate deduction or failed to make proper payment regarding wages or benefits is encouraged to immediately consult with the appropriate supervisor. Alternatively, any employee may file a formal written complaint with the vice president of finance and administration. Within fifteen business days of receiving the complaint, the vice president of finance and administration will make a determination as to whether the pay deductions were appropriate and provide the employee with a written response that may include reimbursement for any pay deductions that were not appropriately made. This complaint procedure is available in addition to any other complaint process, which also may be available to employees.

Effective: 5/3/2015
Promulgated Under: 111.15
Statutory Authority: 3358
Rule Amplifies: 4111

3358:16-101-05 Family and medical leave.

In order to comply with the Family and Medical Leave Act of 1993 (FMLAl Terra hereby establishes its family and medical leave policy.

(A) Eligibility: In order to qualify under this policy, the employee must meet both of the following conditions:

(1) The employee must have been employed by Terra for at least twelve months or fifty two weeks, prior to the leave request. The twelve months, or fifty two weeks, need not be consecutive.

(2) The employee must have worked at least one thousand two hundred fifty hours during the twelve -month period immediately before the date when the leave would begin.

(B) Type of leave covered: Terra will grant an eligible employee up to twelve weeks of family and medical leave during each twelve -month period measured forward from the first date an employee uses FMLA leave, in accordance with the FMLA, if the procedures in this policy are followed and leave is requested for any of the following reasons:

(1) The birth of a son or daughter of an employee and in order to care for that child. Eligibility for this leave expires twelve months after the birth and applies equally to both men and women;

(2) The placement of a son or a daughter with an employee for adoption or foster care. Eligibility for this leave expires twelve months after the child is placed with the employee:

(3) To care for a spouse, son, daughter, or parent of an employee if the family member has a serious health condition: or.

(4) The employee's own serious health condition that renders the employee unable to perform the functions of the employee's position.

(C) Serious health condition: The employee may take leave because of a serious health condition that makes him/her unable to perform the functions of his/her position. A serious health condition includes any of the following:

(1) Hospital care: inpatient care (i.e. an overnight stay) in a hospital, hospice, or residential medical care facility, including any period of incapacity or subsequent treatment in connection with or consequent to such inpatient care.

(2) Absence plus treatment

(a) A period of incapacity of more than five consecutive calendar days (including any subsequent treatment or period of incapacity relating to the same condition) that also involves:

(b) Treatment two or more times by a health care provider, by a nurse or physician's assistance under direct supervision of a health care provider, or by a provider of health care services (e.g. physical therapist) under orders of, or on referral by, a health care provider; or

(c) Treatment by a health care provider on at least one occasion which results in a regimen of continuing treatment under the supervision of the health care provider.

(3) Pregnancy

Any period of incapacity due to pregnancy, or for prenatal care.

(4) Chronic conditions requiring treatments

A chronic condition which:

(a) Requires periodic visits for treatment by a health care provider, or by a nurse or physician's assistant under direct supervision of a health care provider;

(b) Continues over an extended period of time (including recurring episodes of a single underlying condition); and

(c) May cause episodic rather than a continuing period of incapacity (e.g. asthma, diabetes, epilepsy, etc.)

(5) Permanent/long-term conditions requiring supervision

A period of incapacity which is permanent or long-term due to a condition for which treatment may not be effective. The employee or family member must be under continuing supervision of, but need not be receiving treatment by, a health care provider. Examples include Alzheimer's, a severe stroke, or the terminal stages of a disease.

(6) Multiple treatments (non-chronic conditions)

Any period of absence to receive multiple treatments (including any period of recovery) by a health care provider or by a provider of health care services under orders of, or on referral by, a health care provider, either for restorative surgery due to an accident or other injury, or for a condition that would likely result in a period of incapacity of more than five consecutive calendar days in the absence of medical intervention or treatment, such as cancer (chemotherapy, radiation, etc.), severer arthritis (physical therapy), kidney disease (dialysis).

Procedures:

(a) Terra requires the employee to provide a doctor's certification of a serious health condition after the employee misses five consecutive working days. If the employee has questions about what illnesses may be covered under FMLA, please contact the human resources office.

(b) If the employee takes paid sick leave for a condition that progresses into a serious health condition and the employee requests leave as provided by this policy, Terra will designate all or some portion of related leave taken as leave under this policy, to the extent that the earlier leave meets the necessary qualifications.

(D) Benefits while on leave: While on leave under FMLA, Terra will continue the employee's health benefits during the leave period at the same level and under the same conditions as if the employee had continued to work. If the employee chooses not to return to work for reasons other than the continuation, recurrence or onset of a serious health condition which would entitle the employee to leave or other circumstances beyond the employee's control, Terra will require the employee to reimburse the college for the amount it has paid for the employee's health insurance premium during the leave period.

(E) Status after leave: If the employee takes leave under FMLA, the employee will be able to return to the same job or an equivalent job.

(F) Use of paid and unpaid leave: If the employee is taking leave because of the employee's own serious health condition, and the employee has accrued sick leave available, the employee must use accrued sick leave and then exhaust any accrued vacation prior to taking unpaid leave. If the employee is taking leave for adoption or foster care of a child and the employee has accrued vacation available, the employee must use accrued vacation leave prior to taking unpaid leave.

If the employee is taking leave to care for a family member with a serious health condition and the employee has accrued sick leave available, the employee must use accrued sick leave and then exhaust any accrued vacation prior to taking unpaid leave.

(G) Leave under this policy shall be for a maximum of twelve weeks.

(H) Intermittent leave or a reduced work schedule: For a personal illness or to care for a sick family member the employee need not take such leave continuously. The employee may take it on an intermittent basis or by reducing the employee's scheduled work hours if the employee provides certification from the health care provider that the leave must be taken in that manner. Terra may temporarily transfer the employee to an available alternative position with equivalent pay and benefits if the alternative position would better accommodate the intermittent leave or reduced leave schedule. Request for intermittent leave or reduced leave schedule after the birth, adoption, or foster care placement of a child will not be considered.

(I) Certification of serious health condition: The college requires certification of a serious health condition by a health care provider to support a request for leave. The employee must respond to such a request within fifteen days of the request or provide a reasonable explanation for the delay. Failure to provide certification will result in a denial of leave and may result in the loss of any and all protection under the FMLA.

Terra has a right to ask for a second opinion if it has reason to doubt the certification. Terra will pay for the employee to get a certification from a second doctor, whom the college will select. If necessary to resolve a conflict between the original certification and the second opinion, Terra will require the opinion of a third doctor. Terra and the employee will jointly select a third doctor, and Terra will pay for the opinion. This third opinion will be considered final.

(J) Procedure for requesting leave: Except when leave is not foreseeable, the employee must submit a "Family and Medical Leave Request Form" to the employee's immediate supervisor and the human resources office thirty days prior to the start of requested leave. (If the employee is undergoing planned medical treatment, the employee must make a reasonable effort to schedule the treatment to minimize disruptions to the college's operations.) If it is not possible to give thirty days notice, the employee must give as much notice as practical. If the employee fails to provide thirty days notice for foreseeable leave with no reasonable excuse for the delay, the leave request may be denied until at least thirty days from the date the College receives notice. While on leave, the employee must report periodically to the human resources office regarding the status of the medical condition and the employee's intent to return to work.

Replaces: 3358: 16-3-99

Effective: 5/3/2015
Promulgated Under: 111.15
Statutory Authority: 3358
Rule Amplifies: 124
Prior Effective Dates: 9/20/99

3358:16-101-06 Statement of non-discrimination.

Terra state community college does not discriminate on the basis of race, color, religion, national origin, ethnicity, sex, age, gender identity, genetic information, gender expression, sexual orientation, marital status, disability, pregnancy, military status, or special disabled or Vietnam-era veteran status in provision of educational programs and services or employment opportunities and benefits pursuant to the requirements of Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, Title II of the American with Disabilities Act of 1990, the Age Discrimination Act of 1976, the Vietnam Era Veterans' Readjustment Assistance Act of 1974, and Chapter 4112. of the Revised Code.

Effective: 5/3/2015
Promulgated Under: 111.15
Statutory Authority: 3358
Rule Amplifies: 4112

3358:16-101-07 Sexual discrimination, sexual harassment, and sexual misconduct policy.

(A) Notice of non-discrimination

Terra state community college does not discriminate on the basis of race, color, religion, national origin, ethnicity, age, sex, gender identity, genetic information, gender expression, sexual orientation, marital status, disability, pregnancy, military status, or special disabled or Vietnam-era veteran status in provision of educational programs and services or employment opportunities and benefits pursuant to the requirements of Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, Title II of the American with Disabilities Act of 1990, the Age Discrimination Act of 1976, the Vietnam Era Veterans' Readjustment Assistance Act of 1974, and Chapter 4112. of the Revised Code.

(B) Notice of non-sex discrimination

Sex discrimination violates an individual's fundamental rights and personal dignity. Terra state considers sex discrimination, to include, but not be limited to: sexual harassment, sexual assault, gender-based harassment, intimate partner violence, and stalking by employees, students, or third parties. To ensure compliance with Title IX and other federal and state civil rights laws, the college has developed policies and procedures that prohibit sex discrimination.

(C) Notice against sexual misconduct

Sexual misconduct in any form will not be tolerated within the Terra state community college community. All members of the faculty, staff, administration, student body, volunteers, and visitors to campus have the right to be free from discrimination on the basis of sex. All members of the above mentioned groups are expected to conduct themselves in a manner that does not infringe upon the rights of others. Terra state community college's sexual misconduct policy has been developed to reaffirm these principles and to provide recourse for those individuals whose rights have been violated. This policy has dual purposes. It serves as a measure for the college to determine, after the fact, if behaviors have violated policy. It also provides general guidelines for the expectations the college has for sexual communication, sexual responsibility, and sexual respect.

(D) Filing a complaint:

Individuals who have experienced sex discrimination are encouraged to report these offenses to campus safety, to the Title IX coordinator or deputy coordinators, or to their direct supervisor. Individuals who wish to make a complaint do not have to provide a statement to campus safety. Any person who receives a complaint of sexual discrimination, harassment or retaliation, is expected to report the incident promptly.

(E) Non-retaliation

Terra state community college strictly adheres to and enforces a non-retaliation policy. Retaliation against an individual who has complained about sexual discrimination, harassment and/or misconduct and retaliation against individuals for cooperating with an investigation of a sexual discrimination and/or harassment complaint is unlawful and will not be tolerated by the college. Any person who violates this policy will be subject to discipline, up to and including termination if they are an employee, and/or dismissal if they are a student.

(F) Process:

(1) Title IX coordinator and deputy coordinator(s)

The following individual(s) have been appointed by the president to handle inquiries regarding this policy:

Mr. Heath Martin, associate dean of students and Title IX coordinator Terra state community college 2830 Napoleon road Fremont, OH 43420 office location: SAC phone: (419) 559-2350 email: hmartin01@terra.edu

Ms. Nanci Kosanka, director of human resources and deputy Title IX coordinator Terra state community college 2830 Napoleon road Fremont, OH 43420 office location: B205 phone: (419) 559-2465 email: nkosanka@terra.edu

Mr. Jack Fatica, vice president for academic affairs and deputy Title IX coordinator Terra state community college 2830 Napoleon road Fremont, OH 43420 office location: B209 phone: (419) 559-2381 email: jfatica@terra.edu.

Campus safety Terra state community college 2830 Napoleon road Fremont, OH 43420 office location: B107 phone: (419) 559-2253

(2) Definitions

(a) "Complainant" is the individual making an allegation of a violation of college policy.

(b) "Respondent" is the individual charged with an alleged violation of college policy.

(c) "Sexual discrimination" is behaviors or actions that deny or limit a person's ability to benefit from, and/or fully participate in the educational programs, activities or employment opportunities because of a person's sex. Examples of sex discrimination under Title IX include but are not limited to:

(i) Sexual harassment;

(ii) Failure to provide equal opportunity in education, programs, and co-curricular programs including athletics;

(iii) Discrimination based on pregnancy; or

(iv) Employment decisions.

(d) "Sexual harassment" includes unwelcome sexual advances, requests for sexual favors or other physical or verbal conduct of a sexual nature that is unwelcome and which, because of the severity and/or persistence of the conduct, interferes significantly with an individual's or a group's work or education, or adversely affect an individual or group's living conditions. All sexual misconduct is a form of sexual harassment.

Sexual harassment may include quid pro quo and/or an abusive or hostile environment which interferes with the ability to function as a full participant in the Terra state community college community.

(i) Sexual harassment by quid pro quo

(a) Submission to such conduct is made either explicitly or implicitly a term or condition of a person's employment or academic status; or

(b) Submission to or rejection of such conduct by a person is used as the basis for employment or academic decisions affecting such person.

(ii) Sexual harassment by hostile environment

(a) Such conduct has the purpose or effect of unreasonably interfering with a person's work or academic performance or creating an intimidating, hostile, or offensive environment for working, learning, or living on campus.

(b) The determination of whether an environment is "hostile" is often contextual and must be based on the circumstances. These circumstances could include:

(i) The frequency of the conduct;

(ii) The nature and severity of the conduct;

(iii) Relationship between alleged harasser and subject of the alleged harassment;

(iv) Location and context in which the alleged conduct occurs;

(v) Whether the conduct was physically threatening;

(vi) Whether the conduct was humiliating; or

(vii) Whether the conduct arose in the context of other discriminatory conduct.

(iii) Examples of sexual harassment include, but are not limited to:

(a) Requesting sexual favors that may be subtle or overt but particularly when the requests are suspected to be linked to career advancement or academic rewards.

(b) Committing physical assault of a sexual nature, for instance, inappropriate touching or rape.

(c) Sending unwelcome letters, notes, or materials or making phone calls of a sexual nature.

(d) Name calling, teasing, or making other derogatory or dehumanizing remarks involving sex, gender, or sexual orientation.

(e) "Sexual misconduct" is a broad term and refers to physical sexual acts perpetrated against a person's will or where a person is incapable of giving consent. A number of different acts fall into the category of sexual misconduct including sexual violence and sexual exploitation. All such acts of sexual misconduct are forms of sexual harassment covered under Title IX.

(f) "Sexual violence" is any unwanted or non-consensual sexual act. Sexual violence can be committed by acquaintances, casual or long-term partners, spouses, or strangers. The use of alcohol, by either party, in conjunction with an incident of sexual violence, does not mitigate responsibility or diminish the seriousness of the offense. Sexual violence can take the following forms: non-consensual sexual contact, non-consensual sexual intercourse and/or non-consensual intimate touching.

(g) "Non-consensual sexual contact" includes the intentional touching, manipulation or fondling of the victim by the perpetrator, or when the victim is forced to touch directly or through clothing another person's groin, genitals, breasts, thighs or buttocks, or when a person is compelled to touch the above named parts of their own bodies for the sexual gratification of another, against another person's consent or after such other person has withdrawn their consent.

(h) "Non-consensual sexual intercourse" involves any form of sexual intercourse with a person, without his or her consent or after consent is withdrawn. This includes non-consensual anal, oral or vaginal penetration, whether by a finger, tongue, penis, or an inanimate object, as well as compelling an unwilling person to perform any of the named acts in this policy.

(i) "Non-consensual intimate touching" involves one person engaging in the intimate touching or another person, against such other person's consent, or after such other person has withdrawn their consent, except that such intimate touching does not include oral, anal or vaginal penetration or the fondling or manipulation thereof. This includes non-consensual kissing, or stroking, or fondling of a non-sexual body part, in an intimate way.

(j) "Sexual exploitation" involves activity of a sexual nature which results in the nonconsensual exploitation of one person by another for his or her own benefit or advantage or to benefit or advantage anyone other than the one being exploited.

Examples of sexual harassment include but are not limited to:

(i) Prostituting another person;

(ii) Video- or audio-recording (by any electronic means) of sexual activity without permission;

(iii) Voyeurism;

(iv) Public indecency (such as exposing your genitals to others without consent);

(v) Knowingly exposing another person to a sexually transmitted infection ("STI") or Human Immunodeficiency Virus ("HIV") without prior knowledge and consent of the person to be exposed to STI or HIV; or

(vi) Contact-free coercion causing a person to completely or partially disrobe.

(k) "Effective consent" is informed, knowing, and voluntary. Effective consent is mutually understandable words or actions which indicate willingness to participate in mutually agreed-upon sexual activity. Effective consent may never be given by minors, mentally disabled persons, those who are incapacitated as a result of alcohol or other drug consumption (voluntary or involuntary) or those who are unconscious, unaware or otherwise physically helpless. Consent obtained as a result of physical force, threats, intimidating behavior, duress or coercion is not effective consent. A person who knows or should reasonably have known that another person is incapacitated may not engage in sexual activity with that person. Incapacitation is a state where one cannot make a rational, reasonable decision because they lack the ability to understand the who, what, when, where, why or how of their sexual interaction.

Additional clarifying notes for effective consent:

(i) Consent is mutually understandable when a person would consider the words and/or actions of the parties to have expressed a mutually understandable agreement between them to do the same things, in the same way, at the same time, with one another.

(ii) Consent is active, not passive.

(iii) In the absence of mutually understandable words or actions, it is the responsibility of the initiator, or the person who wants to engage in the specific sexual activity, to make sure that he/she has the consent from his/her partner.

(iv) Consent to one form of sexual activity does not imply consent to other forms of sexual activity.

(v) The person who is the object of sexual advances is not required to physically or otherwise resist.

(vi) Silence, previous sexual relationships or experiences, and/or a current relationship may not, in themselves, be taken to imply consent.

(vii) Intentional use of alcohol or other drugs does not excuse a violation of the sexual misconduct policy.

(l) "Retaliation" is any action by any person that is perceived as: intimidating, hostile, harassing, retributive or violent that occurred in connection to the making and investigation of the report.

(3) General grievance procedure

(a) Terra state community college encourages those who have experienced any form of sex discrimination to report the incident promptly, to seek all available assistance, and to pursue college conduct charges and criminal prosecution of the offender. The college takes complaints very seriously and will work with complainants to ensure their safety and to remedy the situation.

(b) All incidents of sexual discrimination and harassment, including sexual misconduct retaliation, should be reported and this should occur as soon as possible after the incident(s) in order to be most effectively investigated. All reports and complaints of discrimination and harassment will be promptly investigated and appropriate action will be taken as expeditiously as possible.

(c) The college will make reasonable efforts to protect the rights of both the complainant and the respondent. The college will respect the privacy of the complainant, the individual(s) against whom the complaint is filed, and the witness(es) in a manner consistent with the college's legal obligations to investigate, to take appropriate action, and to comply with any discovery or disclosure obligations by required law.

(d) The college reserves the right to investigate and resolve a complaint or report of discrimination and/or harassment regardless of whether the complainant ultimately desires the college to pursue the complaint. In such cases, parties shall be informed of the status of the investigation at reasonable times until the college's final disposition of the investigation.

(e) Anonymous complaints will be accepted; however, Terra state community college's ability to obtain additional information may be compromised and the ability to investigate or resolve anonymous complaints may be limited.

(f) When a complaint is received, the college will take appropriate corrective action in an expeditious manner. Any investigation will be conducted in such a way as to maintain confidentiality to the extent practicable under the circumstances. When meeting with the Title IX coordinator or deputy coordinator information will be provided about the policy on sexual discrimination, harassment and/or misconduct and the complaint process.

(g) When the investigation is completed, the college will, to the extent appropriate, inform the person filing the complaint and the person alleged to have committed the conduct of the results of the investigation. If it determined that inappropriate conduct has occurred, the college will act promptly to eliminate the offending conduct and where it is appropriate, to impose disciplinary action through appropriate due process procedures.

(h) Intentionally making a false complaint or report of harassment or discrimination is a violation of this policy and constitutes misconduct subject to disciplinary action, and may also be a crime.

(i) In addition to the above options, if you believe you have been subjected to sexual harassment, you may file a formal complaint with any or all of the government agencies set forth below. Using the college's complaint process does not prohibit you from filing a complaint with these agencies.

(i) The United States EQUAL EMPLOYMENT OPPORTUNITY COMMISSION Detroit field office Patrick V. McNamara building, 477 Michigan avenue, room 865, Detroit, MI 48226 1-800-669-4000

(ii) Ohio CIVIL RIGHTS COMMISSION Toledo office 1 Government center, room 936, Toledo, OH 43604 (419)-245-2900

(iii) Department OF EDUCATION, OFFICE FOR CIVIL RIGHTS Cleveland office 600 Superior avenue east, suite 750, Cleveland, OH 44114 (316)-522-4970 )

(4) Investigative procedure

(a) A complainant may initiate the investigative procedure by filing a complainant with the Title IX coordinator or a deputy coordinator describing the details of the alleged harassment or discrimination. Upon receipt of such a complaint, the Title IX ;coordinator or a deputy coordinator will promptly conduct an investigation to determine whether the complaint can be substantiated, and, if so. whether it can be effectively remediated or resolved by the coordinator or deputy coordinator. If necessary the coordinator or deputy coordinator will take appropriate temporary measures to address the complaint pending further investigation.

(b) An investigation may include any of the following: interviews of the parties involved, including witnesses, and the gathering of other relevant information. Both the respondent and complainant may present witnesses and other evidence.

(c) At any time during the investigation, the investigator may recommend that interim protections or remedies for the parties involved or witnesses be provided by appropriate college officials. These protections or remedies may include separating the parties, placing limitations on contact between parties, suspension, or making alternative workplace or student housing arrangements. Failure to comply with the terms of interim protections may be considered a separate violation.

(d) If the investigation determines the claim is likely to be substantiated, and if the respondent is a student, the formal process will utilize the student discipline committee, the hearing process outlined in article G of the student code of conduct.

(e) If evidence shows the complaint is likely to be substantiated, and the respondent is an employee, the corrective progressive action policy will apply.

(f) In most circumstances, the investigative process shall be completed within sixty days of the initial complaint.

(5) Law enforcement

(a) Because the standards for finding a violation of criminal law are different from the standards for finding a violation of this policy, criminal investigations or reports are not determinative of whether sexual misconduct, for the purposes of this policy, has occurred. In other words, conduct may constitute sexual misconduct under this policy even if law enforcement agencies lack sufficient evidence of a crime and therefore decline to prosecute.

(b) The filing of a complaint of sexual misconduct under this policy is independent of any criminal investigation or proceeding, and the college will not wait for the conclusion of any criminal investigation or proceedings to commence its own investigation, to take interim measures to protect the complainant and the college community, if necessary, and to implement disciplinary proceedings without regard to the pending of any criminal proceedings.

(6) Confidentiality

(a) All college employees, excluding licensed professionals from the college counseling center, must report discrimination, harassment or sexual misconduct. Therefore, individuals who wish to discuss a situation in confidence should work with an individual from the counseling center. Because the content of discussions with confidential resources is not reported to an office of record, such discussions do not serve as notice to the college to address the alleged discrimination, harassment, or sexual misconduct.

(b) All inquiries, complaints, and investigations are treated with discretion. Information is kept as confidential as law and college policy permit. However, the identity of the complainant is usually revealed to the person(s) accused of such conduct. Participants in the investigative process are asked to keep any information they have or may have confidential as practicable.

(c) The college shall protect the privacy of individuals involved in a report of discrimination of sexual misconduct to the extent allowed by state and federal law and college policy. confidentiality is an aspiration but is not always possible or appropriate. Confidentiality needs to be balanced with the legal obligation of the college to ensure a working and learning environment that is free from discrimination and the due process rights of the respondent to be informed of allegations and their source. Therefore, some level of disclosure may be necessary to ensure a complete and fair investigation.

(7) Special provisions

(a) Attempted violations - The college may treat attempts to commit any of the violations listed in this policy as if those attempts had been completed.

(b) The college as complainant - As necessary, the college reserves the right to initiate a conduct compliant, to serve as the complainant, and to initiate conduct proceedings without a formal complaint by the alleged victim or complainant.

(c) Third party violations - Sexually harassing conduct by third parties, who are not themselves employees or students at the college (e.g., a visiting speaker or members of a visiting athletic team), may also be of a sufficiently serious nature to deny or limit a student's ability to participate in or benefit from the education program. As such, if the college knows or should know of the harassment, the college is responsible for taking prompt and effective action to eliminate the hostile environment and prevent its recurrence.

(i) The type of appropriate steps taken by the college will differ depending on the level of control the college has over the third party. For example, if athletes from a visiting team harass the home college's students, the home college may not be able to discipline the athletes. However, it could encourage the other school to take appropriate action to prevent further incidents or choose not to invite the other school back.

(ii) Third party visitors to campus may also be the subject of sexual harassment and are entitled to utilize the processes and procedures outlined in this policy.

(8) Federal reporting obligations

(a) The office of the Title IX compliance coordinator is responsible for maintaining records relating to discrimination, harassment, or sexual misconduct reports, investigations and resolutions. Records shall be maintained in accordance with college records policies. All records pertaining to pending litigation or a request for records shall be maintained in accordance with instructions from legal counsel.

(b) Federal statistical reporting obligations - Campus security officials have a duty to report violations of this policy for federal statistical reporting purposes. All personally identifiable information is kept private, but statistical information must be passed along to campus law enforcement, regarding the type of incident and its general location, for publication in the annual campus security report. This report helps to provide the community with a clear picture of the extent and nature of campus crime and to ensure greater community safety.

(c) Federal timely warning reporting obligations - Victims of sex discrimination should also be aware that college administrators must issue timely warnings for certain types of incidents reported to them that pose a substantial threat of bodily harm or danger to members of the campus community under federal Clery law. The college will make every effort to ensure that a victim's name and other identifying information is not disclosed, while still providing enough information for community members to make safety decisions in light of the danger.

(9) Support services

(a) Seek medical attention - A physical exam is recommended in all cases of sexual assault, regardless of the length of time that has elapsed since the violence. Medically related concerns may include pregnancy, sexually transmitted infections (including HIV) and physical injuries. If the violence occurred within the past one hundred twenty hours, a survivor has the option of having an evidence collection exam. Consider seeking medical attention for any physical abuse experienced.

Fremont memorial hospital 715 south Taft avenue Fremont, OH 43420 330-334-6621

(b) YWCA H.O.P.E. center, 1018 Jefferson ave, Toledo, OH 43624 - If you, a family member or friend are a survivor of sexual assault, free, confidential help is available by calling the twenty-four hours seven days a week at 419-241-3235 or toll free at 866-557-7272. Services offered:

(i) Information and referrals

(ii) Sexual assault examination ("rape kit")

(iii) Support groups

(iv) Self-defense classes

(v) Crisis intervention hotline

(vi) Prevention education

(c) Legal aid society of Western Ohio, 121 north Arch street, Fremont, OH 43420; 419-334-8899

Effective: 5/3/2015
Promulgated Under: 111.15
Statutory Authority: 3358
Rule Amplifies: 4112