Student Code

General Provisions

  1. Purpose
    The Student Code for South Carolina Technical Colleges sets forth the rights and responsibilities of the individual student, identifies behaviors that are not consistent with the values of college communities and describes the procedures that will be followed to adjudicate cases of alleged misconduct, except cases of alleged acts of sexual violence and sexual harassment. Cases of alleged acts of sexual violence and sexual harassment will be adjudicated through SBTCE procedure 3-2-106.2. This code applies to behavior on college property, at college-sponsored activities and events, and to off-campus behavior that adversely affects the college and/or the college community.

    The code applies to all students from the time of applying for admission through the awarding of a degree, diploma or certificate.
  2. Principles
    Technical/community college students are members of both the community at large and the academic community. As members of the academic community, students are subject to the obligations that accrue to them by virtue of this membership.

    As members of a larger community, students are entitled to all rights and protections accorded them by the laws of that community, the enforcement of which is the responsibility of duly constituted authorities. If a student’s alleged behavior simultaneously violates college regulations and the law, the college may take disciplinary action independent of that taken by legal authorities.

    When it has been determined that a student violated a federal, state or local law, college disciplinary action may be initiated only when the presence of the student on campus will disrupt the educational process of the college.

    When a student’s alleged violation of the law, whether occurring on-campus or off-campus, may adversely affect the college’s pursuit of its educational objectives or activities, the college may enforce its own regulations through this Student Code.
  3. Solutions of Problems
    The college will first seek to solve problems through internal review procedures. When necessary, off-campus law enforcement and judicial authorities may be involved.

    In situations where South Carolina technical/community colleges have shared programs, the chief student services officer where the alleged violation of the Student Code for the South Carolina Technical College System occurred will handle the charges. A change of venue to the other college may be granted, based on the nature of the offense, provided it is agreed to by the chief student services officers of both colleges. Any sanctions imposed will apply across both colleges.

    In situations where a student is dually enrolled in two or more South Carolina technical/community colleges and is charged with a violation of the Student Code for the South Carolina Technical College System, the chief student services officer of the college where the alleged infraction occurred will handle the charges and the sanctions may apply at each college in which the student is enrolled.
  4. Definitions
    When used in this document, unless the content requires other meaning,
    1. “College” means any college in the South Carolina Technical College System. 
    2. “President” means the chief executive officer of the college.
    3. “Administrative officer” means anyone designated at the college as being on the administrative staff such as president, vice president, dean of students or student services, chief academic officer, dean of instruction or business manager.
    4. “Chief student services officer” means the administrative officer at the college who has overall management responsibility for student services or his/her designee.
    5. “Chief academic officer” means the administrative officer at the college who has overall management responsibility for academic programs and services or his/her designee.
    6. “Student” means a person taking any course(s), credit or non-credit, offered by the college.
    7. “Instructor” means any person employed by the college to conduct classes.
    8. “Staff” means any person employed by the college for reasons other than conducting classes.
    9. “SGA” means the Student Government Association of the college or other group of students convened for the purpose of representing student interests to the college’s administration or in the college’s governance system.
    10. “Campus” means any place where the college conducts or sponsors educational, public service or research activities.
    11. “Violation of law” means a violation of a law of the United States or any law or ordinance of a state or political subdivision that has jurisdiction over the place in which the violation occurs.
    12. “Instructional weekday” means any day except Saturday, Sunday or any other day on which the college is closed.

Student Code

  1. Student Rights
    1. Freedom from Discrimination – There shall be no discrimination in any respect by the college against a student or applicant for admission as a student, based on race, color, age, religion, national origin, sex or disability.
    2. Freedom of Speech and Assembly – Students shall have the right to freedom of speech and assembly without prior restraints or censorship subject to clearly stated, reasonable and nondiscriminatory rules and regulations regarding time, place and manner developed and approved by the college. In the classroom and in other instructional settings, discussion and expression of all views relevant to the subject matter are recognized as necessary to the educational process, but students have no right to interfere with the freedom of instructors to teach or the rights of other students to learn.
    3. Freedom of the Press – In official student publications, students are entitled to the constitutional right of freedom of the press, including constitutional limitations on prior restraint and censorship. To ensure this protection, the college shall have an editorial board with membership representing SGA, faculty and administration. Each college has the responsibility of defining the selection process for its editorial board. The primary responsibility of the board shall be to establish and safeguard editorial policies.
    4. Freedom from Unreasonable Searches and Seizures – Students are entitled to the constitutional right to be secure in their persons, dwellings, papers and effects against unreasonable searches and seizures. College security officers or administrative officers may conduct searches and seizures only as authorized by law.
    5. Right to Participate in College Governance – Students should have the opportunity to participate on college committees that formulate policies directly affecting students, such as in the areas of student activities and student conduct. This participation may be coordinated through a Student Government Association whose constitution or bylaws have been approved by the college’s area commission.
    6. Right to Know Academic and Grading Standards – Instructors will develop, distribute, explain and follow the standards that will be used in evaluating student assignments and determining student grades. Grades are awarded for student academic performance. No grade will be reduced as a disciplinary action for student action or behavior unrelated to academic conduct.
    7. Right to Privacy – Information about individual student views, beliefs and political associations acquired by instructors, counselors or administrators in the course of their work is confidential. It can be disclosed to others only with prior written consent of the student involved or under legal compulsion.
    8. Right to Confidentiality of Student Records – All official student records are private and confidential and shall be preserved by the college.  Separate record files may be maintained for the following categories: (1) academic, (2) medical, psychiatric and counseling, (3) placement, (4) financial aid, (5) disciplinary, (6) financial and (7) veterans affairs. In addition, disciplinary records are maintained by the chief student services officer. Student education records will be maintained and administered in accordance with the Family Educational Rights and Privacy Act of 1974, the guidelines for the implementation of this act and other applicable federal and state statutes and regulations.
    9. Right to Due Process – At a minimum, any student charged with misconduct under this code is guaranteed the following: 1) the right to receive adequate notice of the charge(s), 2) the right to see and/or hear information and evidence relating to the charge(s) and 3) the right to present information and evidence relating to the charge(s). Additional due process requirements will be identified in other sections of this code.
  2. Student Responsibilities
    1. Students are expected to conduct themselves in a manner that is civil, that is respectful of the rights of others and that is compatible with the college’s educational mission.
    2. Students are expected to comply with all of the college’s duly established rules and regulations regarding student behavior while on campus, while participating in off-campus college-sponsored activities and while participating in off-campus clinical, field, internship or in-service experiences.
    3. Students are expected to comply with all course requirements as specified by instructors in course syllabi and to meet the standards of acceptable classroom behavior set by instructors. Instructors will announce these standards during the first week of classes. If a student’s behavior disrupts class or jeopardizes the health, safety or well-being of the student or others, the instructor will speak with the student regarding the disruption. If the unacceptable conduct or disruption continues, the instructor may dismiss the student for the remainder of the class period. Further disruption(s) by the student may result in a second dismissal and a written referral to the chief student services officer. This written referral may result in the initiation of disciplinary action against the student.
  3. Student Conduct Regulations
    The following list identifies violations for which students may be subject to disciplinary action. The list is not all-inclusive, but it reflects the categories of inappropriate behavior and provides examples of prohibited behaviors.
    1. Academic Misconduct
      All forms of academic misconduct including, but not limited to, cheating on tests, plagiarism, collusion and falsification of information may call for disciplinary action.
      1. Cheating on tests is defined to include the following:
        1. Copying from another student’s test or answer sheet.
        2. Using materials or equipment during a test not authorized by the person giving the test.
        3. Collaborating with any other person during a test without permission.
        4. Knowingly obtaining, using, buying, selling, transporting or soliciting in whole or in part the contents of a test prior to its administration.
        5. Bribing or coercing any other person to obtain tests or information about tests.
        6. Substituting for another student or permitting any other person to substitute for oneself.
        7. Cooperating or aiding in any of the above.
      2. “Plagiarism” is defined as the appropriation of any other person’s work and the unacknowledged incorporation of that work in one’s own work.
      3. “Collusion” is defined as knowingly assisting another person in an act of academic dishonesty.
      4. “Fabrication” is defined as falsifying or inventing information in such academic exercises as reports, laboratory results and citations to the sources of information.
    2. Abuse of Privilege of Freedom of Speech or Assembly
      No student, acting alone or with others, shall obstruct or disrupt any teaching, administrative, disciplinary, public service, research or other activity authorized or conducted on the campus of the college or any other location where such activity is conducted or sponsored by the college. This disruption does not necessarily have to involve violence or force for the student to face disciplinary actions. In addition to administrative action, any person in violation of any federal, state or local law will be turned over to the appropriate authorities.
    3. Falsification of Information and other Acts Intended to Deceive
      Falsification of information and other acts intended to deceive include, but are not limited to the following:
      1. Forging, altering or misusing college documents, records or identification cards.
      2. Falsifying information on college records.
      3. Providing false information for the purpose of obtaining a service.
    4. Actions which Endanger Students and the College Community
      Actions which endanger students and the college community include, but are not limited to the following:
      1. Possessing or using on campus a firearm or other dangerous or potentially dangerous weapon unless such possession or use has been authorized by the college.
      2. Possessing or using any incendiary device or explosive unless such possession or use has been authorized by the college.
      3. Setting fires or misusing or damaging fire safety equipment.
      4. Using, or threatening to use, physical force to restrict the freedom of action or movement of others or to harm others.
      5. Endangering the health, safety or wellbeing of others through the use of physical, written or verbal abuse, threats, intimidation, harassment and coercion.
      6. Sexual violence, which refers to physical sexual acts perpetrated against a person’s will or when a person is incapable of giving consent. Cases of alleged acts of sexual violence will be adjudicated through SBTCE procedure 3-2-106.2.
      7. Retaliating, or threatening to retaliate, against any person for filing a complaint, providing information relating to a complaint or participating as a witness in any hearing or administrative process.
    5. Infringement of Rights of Others
      Infringement of rights of others is defined to include, but is not limited to the following:
      1. Stealing, destroying, damaging or misusing college property or the property of others on-campus or off-campus during any college activity.
      2. Sexually harassing another person. In addition to sexual violence, sexual harassment can include unwelcome sexual advances, requests for sexual favors and other verbal, nonverbal, or physical conduct of a sexual nature, when submission to such conduct is made a term or condition of a student’s education, a basis for academic conditions affecting the student or the conduct is sufficiently serious to interfere with the student’s academic performance or otherwise deny or limit the student’s ability to participate in any aspect of the college’s program, thereby creating an intimidating or hostile learning environment. Cases of alleged acts of sexual harassment will be adjudicated through SBTCE procedure 3-2-106.2.
      3. Stalking, which is defined as engaging in a course of conduct, through physical, electronic or other means, that would place a reasonable person in fear for his/her safety, or that has, in fact, placed an individual in such fear. Where the stalking is based on sex, race, national origin, color, age, religion or disability, it may constitute harassment under other provisions of this code.
      4. Harassing conduct, including verbal acts and name-calling; graphic and written statements, which may include the use of cell phones, the internet or other electronic devices; and other conduct that may be physically harmful, threatening or humiliating. Harassment based on race, national origin, color, age, sex, religion or disability will be a violation of the code when it is a basis for academic decisions affecting the student or the conduct is sufficiently serious to interfere with the student’s academic performance or otherwise deny or limit the student’s ability to participate in any aspect of the college’s program, thereby creating an intimidating or hostile learning environment.
      5. Engaging in any activity that disrupts the educational process of the college, interferes with the rights of others or adversely interferes with other normal functions and services.
    6. Other Acts Which Call for Discipline
      Other acts which call for discipline include, but are not limited to the following:
      1. Possessing, using or distributing any narcotics or other unlawful drugs as defined by the laws of the United States or the state of South Carolina.
      2. Possessing, using or distributing on campus any beverage containing alcohol.
      3. Violating institutional policies while on-campus or off-campus when participating in a college-sponsored event or activity.
      4. Violating any South Carolina and/or federal laws while on-campus or off-campus when participating in a college-sponsored event or activity.
    7. Fraternization with Charter High School, Brashier Middle College and/or Greer Middle College Students
      1. College student and Charter High School/Middle College student relationships Any relationship between Greenville Technical College students and Charter High School/Middle College students not required by classroom instruction is prohibited. This prohibition applies to all Greenville Technical College students without regard to campus location.
      2. College student and high school student relationships (Early College/Jump Start) 
        Any relationship between Greenville Technical College students and high school/middle college students not required by classroom instruction is prohibited. This prohibition applies to all Greenville Technical College students without regard to campus location.
  4. Student Disciplinary Procedures
    The procedures and sanctions that follow are designed to channel faculty, staff or student complaints against students, except for those complaints alleging acts of sexual violence or sexual harassment which are processed under SBTCE procedure 3-2-106.2. Because due process is essential in dealing with infractions of college regulations, any disciplinary actions taken and sanctions imposed on a student or student organization will follow the provisions of this code.
    1. Interim Suspension
      In certain situations, the president, or president’s designee, may temporarily suspend a student before the initiation of disciplinary procedures. Interim suspension may only be imposed when there is reason to believe that the continued presence of the accused student at the college poses a substantial and immediate threat to the student or to others or poses a serious threat of disruption of, or interference with, the normal operations of the college.

      The interim suspension process follows:
      1. The president, or president’s designee, shall notify the chief student services officer in writing about the nature of the alleged infraction, a brief description of the incident(s) and the student’s name before 5 p.m. of the first class day following the decision to impose the interim suspension.
      2. The chief student services officer, or designee, will inform the student, in writing, about the decision to impose an interim suspension. This notice must either be hand-delivered to the student, sent by e-mail or sent by certified mail to the student’s last known address within two instructional weekdays of receiving the information from the president, or designee. If sent by e-mail, a letter sent by certified mail to the student’s last known address must still be mailed within two instructional weekdays of receiving the information from the president or designee.

        This letter must include the following information:
        1. the reason(s) for the interim suspension;
        2. notice that the interim suspension does not replace the regular hearing process;
        3. information about requesting a hearing before the Hearing Committee; and
        4. notice that the student is denied access to the campus during the period of suspension without prior approval of the chief student services officer.
    2. Academic Integrity Policy
      Greenville Technical College values academic integrity as an unconditional requirement for reputable scholarship. Conversely, the college rejects all forms of academic misconduct. Academic misconduct includes, but is not limited to, cheating, plagiarism, collusion, fabrication and sabotage whether in person, in writing or electronically:

      Cheating includes, but is not limited to, the following actions:
      • Copying from another student’s test or any other assigned work.
      • Using unauthorized materials or equipment during a test or assignment.
      • Collaborating with any other person on any academic work without permission.
      • Knowingly obtaining, using, buying, selling, transporting or soliciting, in whole or in part, the contents of a test or other assigned work.
      • Posting or allowing others to post parts or all of tests or graded assignments electronically
      • so that others may view them.
      • Bribing or coercing any other person to obtain tests or information about a test or other assigned work.
      • Substituting for another student or permitting any other person to substitute for oneself.
      • Cooperating or aiding in any of the above for any other person or oneself.

Collusion occurs when one accepts, solicits or knowingly assists another person in an act of academic misconduct.
Fabrication means the known use of false, misleading or invented information in a test or other academic work including the sources of information.
Plagiarism occurs when any portion of another person’s work is presented as one’s own without properly acknowledging the original author. Self-plagiarism is the reuse of significant, identical or nearly identical portions of a student’s own work without acknowledging that (s)he is doing so or citing the original work. With the exception of common knowledge, students are responsible for crediting all sources of information; what is considered common knowledge may differ from course to course.

  • A student must not adopt or reproduce ideas, opinions, theories, formulas, graphics or pictures of another person without acknowledgment.
  • A student must give credit for originality and acknowledge the source whenever:
    • Directly quoting another person’s actual words, whether oral or written;
    • Using another person’s ideas, opinions or theories;
    • Paraphrasing the words, ideas, opinions or theories of others, whether oral or written;
    • Borrowing facts, statistics or illustrative material;
    • Offering materials assembled or collected by others in the form of projects or collections without acknowledgment.
  • Self-plagiarism is the reuse of significant, identical or nearly identical portions of one’s own work in the same or different context without acknowledging that one is doing so or citing the original work.

Note: Students are advised to take advantage of safeguards that the college has in place to help them avoid committing plagiarism.

Sabotage occurs when one purposely attempts to undermine the academic work of another student or an instructor.

Academic Misconduct Procedure
An instructor having reason to believe that a student has committed an act of academic misconduct shall gather information and materials supporting the misconduct and complete the Academic Misconduct Referral Form (AMRF). Absent extenuating circumstances, the instructor shall communicate with the student within 5 working days of learning of the academic misconduct to present the allegation and give the student an opportunity to refute it. When possible, the instructor’s supervisor shall attend the meeting as a witness. During the meeting, the student is expected to sign and date the AMRF. If the instructor concludes the charge is valid, (s)he will recommend a sanction and forward the AMRF and supporting documentation to the student and the academic dean within 2 working days after the student meeting or discussion.

The instructor may recommend one or more of the following sanctions: 

  1. Assign a lower grade to the work;
  2. Require the student to repeat or resubmit the work;
  3. Assign a failing grade for the course; and/or
  4. Require the student to withdraw from the course;

A student who commits academic misconduct but is not enrolled in the course where the work is assigned may be charged with student misconduct, which will be referred to the dean of students in accordance with Student Misconduct procedures.

The academic dean will review the AMRF, as well as any college records of other misconduct, and either:

  1. Affirm the misconduct and the sanction;
  2. Affirm the misconduct but change the sanction; or
  3. Disagree with the finding of misconduct and the sanction.

The dean may impose higher sanctions, including suspension and expulsion, if deemed appropriate for repeated or persistent acts of academic misconduct at the college. The dean will forward the finalized AMRF by certified mail to the student and copies to the instructor and chief academic officer within 5 working days from receipt of the form, absent extenuating circumstances.

The student may appeal the decision of the dean within 5 working days of notice by sending an email to the chief academic officer using his or her Greenville Technical College email.

If the misconduct is appealed, the chief academic officer will appoint a dean not involved in the underlying decision as the “hearing officer.” The hearing officer will handle the appeal and convene a hearing panel with 2 faculty members (who shall not be from the program where the conduct occurred). The hearing shall be held within 10 working days of the student’s request for appeal, absent extenuating circumstances. All parties will be given 5 working days’ notice of the hearing.

The hearing will be closed to everyone except the parties and any relevant witnesses. The student may bring one other person into the hearing, but that person will not be allowed to address the hearing panel. Witnesses will come into the hearing room one at a time. The panel may record the hearing but not the deliberations. No one other than the panel may take notes, record or be given access to notes or recordings. The panel will use the standard of “clear and convincing,” which means that the information presented shows that it is highly probable that the violation(s) occurred. The panel will make its decision by a majority vote for both violations and sanctions. The hearing officer will send a decision by certified mail to the student, with a copy to the instructor and chief academic officer within 2 working days of the hearing.

The decision of the hearing panel is final and not subject to further review.

Whenever practical and reasonable, the student should be allowed to remain in class until the process is completed.

  1. Student Misconduct
    Any member of the college community may file charges alleging a violation of the code. A charge, that includes a description of the alleged violation, must be submitted in writing to the chief student services officer as soon as possible after the incident occurs, but no later than 10 instructional weekdays after the incident unless the person filing the charge demonstrates that exceptional circumstances prevented filing the charge within this time period.

    The chief student services officer, or designee, will determine whether the circumstances merit an extension of the deadline.
  1. Preliminary Hearing
    Within five (5) instructional weekdays after the charge has been filed, the chief student services officer, or designee, shall complete a preliminary investigation of the charge and schedule a meeting with the student.

    After discussing the alleged infraction with the student and reviewing available information, the chief student services officer, or designee, will decide whether the information presented during the meeting indicates that the violation occurred as alleged. When the student cannot be reached to schedule an appointment, or when the student fails to attend the meeting, the chief student services officer, or designee, will base the decision upon the available information. If the available information indicates that the violation occurred as alleged, then one of the following sanctions will be imposed:
    1. Reprimand – A written warning documenting that the student violated a student conduct regulation and indicating that subsequent violations could result in more serious disciplinary sanctions.
    2. Restitution – Compensation for loss or damage to college property or the property of others while on the campus or at a college event or activity including but not limited to field trips, internships and clinicals.
    3. Special conditions – Completion of a variety of educational activities, relating to the nature of the offense may be imposed. Examples include, but are not limited to, the following: a formal apology, an essay or paper on a designated topic or participation in a special project or activity.
    4. Disciplinary Probation – A written reprimand documenting that the student violated a student conduct regulation. Probation is for a specified period of time and it serves as a warning that subsequent violations could most likely result in more serious disciplinary sanctions.
    5. Loss of privileges – Suspension or termination of particular student privileges.
    6. Suspension from the college – Separation from the college for a specified period of time. Suspended students will not receive academic credit for the semester in which the suspension was imposed. During the suspension period, the student may not return to the campus unless prior permission by the chief student services officer has been granted.
    7. Expulsion from the college – Permanent separation from the college. An expelled student may not return to the campus unless prior permission by the chief student services officer has been granted. An expelled student will not receive academic credit for the semester in which the expulsion was imposed.
    8. Any combination of the above.

      Within five (5) instructional weekdays of the preliminary hearing, the chief student services officer, or designee, will send a certified letter to the student. This letter will confirm the date of the preliminary hearing, identify the specific regulation(s) that the student allegedly violated, identify the decision, summarize the rationale and, if the student violated the regulation(s), state the sanction that was imposed. This letter must also state that if the student disagrees with the decision or the sanction, the student may request a hearing before the Hearing Committee, that the student must submit this request no later than two instructional weekdays after receiving the decision letter unless a request is made and approved by the chief student services officer for an extension, and that any decision made and sanction imposed at the preliminary hearing may be held in abeyance should the student decide to go before the Hearing Committee.
  2. Hearing Committee
    1. The Hearing Committee shall be composed of the following:
      1. Three faculty members appointed by the chief academic officer and approved by the president.
      2. Three student members appointed by the appropriate student governing body and approved by the president.
      3. One member of the Student Services staff appointed by the chief student services officer and approved by the president.
      4. The chief student services officer, or designee, who serves as an ex officio nonvoting member of the committee and who presents the case.
    2. The Hearing Committee shall perform the following functions:
      1. Hear cases of alleged violations of the Code of Student Conduct.
      2. Ensure that the student’s procedural rights are met.
      3. Make decisions based only on evidence and information presented at the hearing.
      4. Provide the student with a statement of the committee’s decision including findings of fact and, if applicable, impose one or more of the following sanctions:
        1. Academic Misconduct (cases sent to the Hearing Committee by the president)
          1. Assign a lower grade or score to the paper, project, assignment or examination involved in the act of misconduct.
          2. Require the student to repeat or resubmit the paper, project, assignment or examination involved in the act of misconduct.
          3. Assign a failing grade for the course.
          4. Require the student to withdraw from the course. 
        2. Student Misconduct
          1. Reprimand – A written warning documenting that the student violated a student conduct regulation and indicating that subsequent violations could result in more serious disciplinary sanctions.
          2. Special Conditions – Completion of a variety of educational activities, relating to the nature of the offense may be imposed. Examples include, but are not limited to, the following: a formal apology, an essay or paper on a designated topic or participation in a special project or activity.
          3. Restitution – Compensation for loss or damage to college property or the property of others while on the campus or at a college event or activity including but not limited to field trips, internships and clinicals.
          4. Disciplinary Probation – A written reprimand documenting that the student violated a student conduct regulation. Probation is for a specified period of time and it serves as a warning that subsequent violations could most likely result in more serious disciplinary sanctions.
          5. Loss of Privileges – Suspension or termination of particular student privileges.
          6. Suspension from the college – Separation from the college for a specified period of time. Suspended students will not receive academic credit for the semester in which the suspension was imposed. During the suspension period, the student may not return to the campus unless prior permission by the chief student services officer has been granted.
          7. Expulsion from the college – Permanent separation from the college. An expelled student may not return to the campus unless prior permission by the chief student services officer has been granted. An expelled student will not receive academic credit for the semester in which the expulsion was imposed.
          8. Any combination of the above 
        3. Hearing Committee Procedures
          1. The chief student services officer, or designee, shall refer the matter to the Hearing Committee together with a report of the nature of the alleged misconduct, the name of the person(s) filing the complaint(s), the name of the student against whom the charge(s) has (have) been filed and a summary of the findings from the preliminary hearing.
          2. At least seven instructional weekdays before the date set for the Hearing Committee’s meeting, the chief student services officer, or designee, shall send a certified letter to the student’s last known address. The letter must contain the following information:
            1. A statement of the charge(s).
            2. A brief description of the incident that led to the charge(s). 
            3. The name of the person(s) submitting the incident report. 
            4. The date, time and place of the scheduled hearing.
            5. A list of all witnesses who might be called to testify.
            6. A statement of the student’s procedural rights. These rights follow:
              1. The right to consult counsel. This role of the person acting as counsel is solely to advise the student. Counsel may not address the Hearing Committee or participate in any of the questioning. The student has the responsibility for paying any of the counsel’s fees and any other of the counsel’s charges.
              2. The right to present witnesses on one’s behalf.
              3. The right to know the names of any witnesses who may be called to testify at the hearing.
              4. The right to review all available evidence, documents, exhibits, etc., that may be presented at the hearing.
              5. The right to present evidence; however, the Hearing Committee will determine what evidence is admissible.
              6. The right to know the identity of the person(s) bringing the charge(s).
              7. The right to hear witnesses on behalf of the person bringing the charges.
              8. The right to testify or to refuse to testify without such refusal being detrimental to the student.
              9. The right to a fair and impartial decision.
              10. The right to appeal the Hearing Committee’s decision.
          3. On written request of the student, the hearing may be held prior to the expiration of the seven-day advance notification period if the chief student services officer, or designee, concurs with this change.
          4. The chief student services officer, or designee, may postpone the hearing due to circumstances beyond the control of the parties.
        4. Hearing Committee Meetings
          1. The chair shall be appointed by the president from among the membership of the committee. Ex officio members of the committee may not serve as the chair of the committee.
          2. Committee hearings shall be closed to all persons except the student, the person(s) initiating the charge(s), counsels for the student and for the college, witnesses who will be invited into the hearing and a person, mutually agreed upon by the committee and the student, to serve as the recorder.
          3. The committee may identify someone to take written notes and the committee will have the hearing, with the exception of deliberations, recorded. No other party in the hearing may record the proceedings and no other party is entitled to a copy of the notes or the recording. The written notes and the recording will be maintained in the office of the chief student services officer. The student may review the notes and listen to the recording under the supervision of the chief student services officer or designee.
          4. Witnesses shall be called in one at a time to make a statement and to respond to questions.
          5. After hearing all of the information, the Hearing Committee will begin its deliberations. Using the standard “clear and convincing,” which means that the information presented at the hearing would lead one to conclude that it is highly probable that the violation(s) occurred as alleged, the members will determine, by majority vote, whether the violation occurred as alleged. If it is determined that the violation(s) occurred as alleged, by majority vote, the members will decide upon the appropriate sanction.
          6. The chair of the Hearing Committee will send a certified letter to the student’s last known address within two instructional weekdays of the committee’s decision. The letter shall inform the student about the committee’s decision, the date of the decision and, if applicable, the sanction(s) imposed. The letter will also inform the student about the appeal process.
        5. Appeal
          If the student disagrees with either the decision or the sanction, the student may submit a written appeal to the college’s president. This letter must be submitted within 10 instructional weekdays of the date on which the Hearing Committee made its decision. The written appeal must include a statement indicating why the student disagrees with the Hearing Committee’s findings. The president, or designee, shall review the Hearing Committee’s findings, conduct whatever additional inquires as deemed necessary and render a decision within 10 instructional weekdays of receiving the appeal. The president, whose decision is final, shall have the authority to approve, modify or overturn the Hearing Committee’s decisions and, if needed, void the process and reconvene another Hearing Committee. The president’s decision regarding disciplinary actions under the Student Code 3-2-106.1 are not grievable. The president, or designee, will inform the student about the outcome of the appeal in a certified letter sent to the student’s last known address.

Student Grievance Procedure

  1. Purpose
    The purpose of the student grievance procedure is to provide a system to channel and resolve student complaints against a college employee concerning decisions made or actions taken. A decision or action can be grieved only if it involves a misapplication of a college’s policies, procedures or regulations, or a state or federal law. This procedure may not be used in the following instances: 1) to grieve a claim against a college employee for any matter unrelated to the employee’s role or position at the college; 2) for complaints or appeals of grades awarded in a class or for an assignment unless the complaint is based upon alleged discrimination on the basis of age, gender, race, disability or veteran’s status or on the basis of alleged sexual harassment; or 3) to grieve a decision for which other grievance or appeal procedures exist (e.g., appeal of a disciplinary case, a residency appeal, a financial aid appeal, FERPA grievances, transfer credit evaluations, etc.)

    The student filing the grievance must have been enrolled at the college at the time of decision or action being grieved and must be the victim of the alleged mistreatment. A grievance cannot be filed on behalf of another person.
  2. Definitions
    1. When used in this document, unless the content requires other meaning
    2. “College” means any college in the South Carolina Technical College System. 
    3. “President” means the chief executive officer of the college.
    4. “Administrative officer” means anyone designated at the college as being on the administrative staff, such as the president, chief academic officer, chief student services officer, etc.
    5. “Chief student services officer” means the administrative officer at the college who has overall management responsibility for student services or his/her designee.
    6. “Chief academic officer” means the administrative officer at the college who has overall management responsibility for academic programs and services or his/her designee.
    7. “Grievable act or decision” means a misapplication of a college’s policies, procedures or regulations, or a violation of a state or federal law.
    8. “Days” means an instructional weekday, excluding Saturday and Sunday and all days in which the college is closed.
    9. “Student” means a person taking any course(s) offered by the college.
    10. “Instructor” means any person employed by the college to conduct classes.
    11. “Staff” means any person employed by the college for reasons other than conducting classes.
    12. “Campus” means any place where the college conducts or sponsors educational, public service or research activities.
  3. Grievance Process
    1. Filing a Complaint
      This procedure must be initiated by the student within 10 instructional weekdays of becoming aware of the decision, action or event giving rise to the grievance. This time limit may be extended by the president or his/her designee if the student requests an extension within the 10-day period. Before initiating the Student Grievance process, a student may go to the college employee who originated the alleged problem and attempt to resolve the matter informally. In instances alleging discrimination or harassment, including sexual harassment and violence, the student is not required to initially try to resolve the matter with the person alleged to have committed the violation under this policy. Where applicable, if the student is not satisfied with the outcome of this meeting or if the student prefers to ignore this step, then the student may file a written complaint and initiate the grievance process. This written complaint should describe the decision or action that is being grieved, the date of the decision or action and the college employee(s) involved in the decision or action.
      1. Written complaints about alleged discrimination or harassment on the basis of age, gender, race, color, national origin, disability or veteran’s status and written complaints about alleged sexual harassment or violence shall be submitted to the employee(s) designated in the college’s Statement of Nondiscrimination to coordinate Section 504, Title II and Title IX compliance.
      2. Written complaints about decisions and actions not related to discrimination on the basis of age, gender, race, disability, veteran’s status or sexual harassment shall be submitted to the college’s chief student services officer.
      3. Any written complaint naming the college’s president as the person whose alleged action or decision originated the problem shall be submitted to the president of the South Carolina Technical College System.
    2. Pre-Hearing
      The person receiving the student’s written complaint will send a written acknowledgment to the student no later than two instructional weekdays after receiving the written complaint. The person receiving the complaint will forward the complaint to the immediate supervisor of the employee named in the complaint no later than two instructional weekdays days after it has been received. When the president is named in the complaint, the South Carolina Technical College System’s vice president of academic affairs will be responsible for the pre-hearing. As a part of the effort to resolve the matter, the supervisor, or the South Carolina Technical College System’s vice president for academic affairs, will consult, as needed, with the employee named in the complaint, the student filing the complaint and chief administrative officer of the division/school or component concerned. The supervisor, or the South Carolina Technical College System’s vice president for academic affairs, shall respond in writing to the student within ten instructional weekdays of receipt of the complaint. The response, sent by certified mail, shall include a summary of the findings and, as needed, propose the steps that shall be taken to resolve the complaint. If the student does not agree with the proposed resolution, the student may request to have the complaint heard by the Student Grievance Committee. When the college’s president is named in the complaint, the president of the South Carolina Technical College System will convene a three-person ad hoc committee consisting of system presidents to hear the student’s complaint.
    3. Student Grievance Hearing
      1. Requesting a Hearing
        1. The student must submit a written request for a grievance hearing to the chief student services officer within five instructional weekdays after receiving the supervisor’s written response and no later than fifteen instructional days after the supervisor sent the summary of findings. The request must include a copy of the student’s original written complaint, a copy of the supervisor’s response and a statement describing why the supervisor’s response was unsatisfactory.
        2. If the student does not submit the written request for a hearing within fifteen instructional weekdays, and the student can demonstrate that extenuating circumstances resulted in the failure to meet this deadline, the chief student services officer may allow the hearing to take place.
        3. Within two instructional days of receiving the request for a hearing, the chief student services officer shall notify the president or, as appropriate, the system president about the need to convene a Student Grievance Committee or an ad hoc committee of system presidents. These committees shall be formed to hear specific complaints and a new committee may be formed each time a grievance covered by this procedure is filed.
      2. Grievance Committees
        1. Student Grievance Committee—The president must approve all recommended members. The committee shall be composed of the following:
          1. Three students recommended by the governing body of the student body.
          2. Two faculty members recommended by the chief academic officer.
          3. One Student Services staff member recommended by the chief student services officer.
          4. One administrator, other than the chief student services officer, to serve as the committee’s chairperson.
          5. The chief student services officer, or designee, who serves as some ex-officio, nonvoting member of the committee.
        2. Ad hoc Committee of Presidents—The president of the South Carolina Technical College System will select three system presidents to serve on this committee and identify one of the three presidents to serve as the chairperson for the hearing.
        3. The chief student services officer, or designee, will send copies of the student’s request for a hearing to the committee members, the employee and the employee’s supervisor. The employee against whom the grievance was filed has an opportunity to submit his/her response to the request for a hearing to the committee prior to the hearing.
        4. The Student Grievance Committee’s meeting(s) shall be conducted within 21 instructional weekdays following the date of the request. The chairperson may grant a postponement if either party submits a written request no later than five instructional weekdays prior to the scheduled meeting. The chairperson of the Student Grievance Committee, in his/her discretion, may postpone the hearing due to circumstances beyond the control of the parties. The re-scheduled hearing must take place within 10 instructional weekdays of the date of the previously scheduled hearing.
      3. Hearing Procedures
        1. The chief student services officer, or designee, shall send a certified letter to the student filing the complaint and to the employee(s) named in the complaint at least five instructional weekdays before the scheduled hearing. This letter shall include
          1. a brief description of the complaint, including the name of the person filing the complaint;
          2. the date, time and location of the meeting;
          3. the name of any person who might be called as a witness;
          4. a list of the student’s procedural rights. These rights follow:
            1. The right to review all available evidence, documents or exhibits that each party may present at the meeting. This review must take place under the supervision of the chief student services officer, or designee.
            2. The right to appear before the Hearing Committee and to present information and additional evidence, subject to the committee’s judgment that the evidence is relevant to the hearing.
            3. The right to consult with counsel. This person serving as consul may not address the committee, question the employee(s) named in the complaint or any witnesses. The student will be responsible for paying any fees charged by the advisor.
            4. The right to present witnesses who have information relating to the complaint. Witnesses will be dismissed after presenting the information and responding to questions posed by the Grievance Committee, the student filing the complaint and the employee(s) named in the complaint.
        2. At least ten (10) instructional weekdays before the scheduled hearing the parties must submit the names of persons that the parties anticipate calling as witnesses as well as any evidence that the parties intend to introduce at the hearing.
        3. Hearings are closed to the public. When the testimony is being given, only the committee members, the student and his/her advisor, the employee and his/her advisor and the witness giving testimony may be present. During deliberations, only the members of the committee may be present.
        4. Hearings are informal and a tape recording of the testimony presented during the hearing may be made. The committee’s deliberations are not tape-recorded. After resolution of the appeal, the tape recording will be kept for three months in the office of the chief student services officer, or designee. The student filing the complaint or the employee(s) named in the complaint may listen to this tape recording under the supervision of the chief student services officer, or designee.
        5. The committee may question the student and the employee(s). The committee may also question the employee’s (employees’) supervisor(s) and any additional witnesses that it considers necessary to render a fair decision. Questions must be relevant to the issues of the grievance.
        6. Both parties to the grievance may ask questions of the other during the hearing. These questions must be relevant to the issues stated in the written complaint. The chairperson of the committee will determine the appropriateness of the questions.
        7. The committee bears the burden of determining whether the allegations are supported by the information available through the hearing. The committee will use a preponderance of the evidence standard in making this determination.
        8. The committee shall decide the solution of the grievance by a majority vote. In case of a tie, the chairperson may vote.
        9. The chairperson shall forward a copy of the committee’s decision to the student filing the complaint and to the employee(s) named in the complaint within two instructional weekdays of the committee’s decision. This letter will include a rationale for the committee’s decision and inform the student and employee(s) that they have a right to appeal the committee’s decision.
    4. Appeal Process
      If either party is not satisfied with the Student Grievance Committee’s decision, that person may submit a written appeal to the president of the college within 10 instructional weekdays of the committee’s decision. The written appeal must include a statement indicating why the person was not satisfied with the committee’s decision. The president shall review the committee’s findings, conduct whatever additional inquiries are deemed necessary and render a decision within 10 instructional weekdays of receipt of the appeal. The president’s decision is final and this decision cannot be the sole reason for filing a grievance against the president. If either party is not satisfied with the System Office’s ad hoc Committee of System Presidents’ decision, that person may submit a written appeal to the president of the South Carolina Technical College System within 10 instructional weekdays of the committee’s decision. The written appeal must include a statement indicating why the person was not satisfied with the committee’s decision. The system president shall review the committee’s findings, conduct whatever additional inquiries are deemed necessary and render a decision within 10 instructional weekdays of receipt of the appeal. The system president’s decision is final.

Greenville Technical College Title IX Equitable Resolution Process

Update to Title IX Regulations

In September 2017, the Department of Education (the “Department”) announced that it would be issuing new Title IX regulations. These new proposed federal regulations were announced in November 2018. This period ended in January 2019 and the Department is completing its evaluation of the feedback received. It is anticipated that the new regulations will be finalized and formally announced in 2020.

New federal regulations will significantly impact the Title IX policy. Until the new regulations are issued, Greenville Technical College will continue to use the current Title IX policy included in this document. Once the new regulations are in place, the Title IX policy will be updated accordingly. Please see the college’s Title IX webpage for the most current information.

Notice of Non-Discrimination

Greenville Technical College provides equal opportunity and affirmative action in education and employment for all qualified persons regardless of race, color, religion, sex, national origin, age, disability, sexual orientation or veteran status.

Policy Statement

Title IX of the Education Amendments of 1972 protects individuals from discrimination based on sex in any educational program or activity operated by recipients of federal financial assistance. Sexual harassment, which includes acts of sexual violence, is a form of sex discrimination prohibited by Title IX.

Greenville Technical College (“GTC”) does not discriminate on the basis of sex in the employment or education programs or activities it operates.

GTC is committed to providing an environment free from discrimination based on sex. GTC assists students and employees in addressing issues involving sex discrimination and harassment, including sexual violence.

Sexual harassment, sexual violence, stalking and relationship violence have a profound impact on an individual’s academic, social, working and personal life, and negatively affect relationships with friends and families, other students, co-workers and members of the college community. To combat this complex social problem, GTC provides resources, training and educational programs designed to prevent sexual violence and other acts of sexual misconduct, including sexual harassment. GTC also provides information about what to do when an incident has occurred.

Victims of sexual violence, sexual harassment, stalking and relationship violence are encouraged to seek support and report the incident. GTC has appointed a Title IX coordinator to oversee the response to Title IX reports, develop training and education programs/materials for faculty, staff and students, as well as monitor trends and effectiveness of Title IX education efforts.

Please note that GTC employees are South Carolina state employees and must report acts of violence to law enforcement.

Summary

Members of the Greenville Technical College community, guests and visitors have the right to be free from all forms of sex and gender-based discrimination. All members of the campus community are expected to conduct themselves in a manner that does not infringe upon the rights of others.

This process is intended to define community expectations and to establish a mechanism for determining when those expectations have been violated.

Under Title IX, discrimination on the basis of sex includes, but is not limited to, the following:

  • Sexual harassment
    • Hostile environment
    • Quid pro Quo
    • Retaliation
  • Non-consensual sexual contact
  • Non-consensual sexual intercourse
  • Sexual exploitation

This process applies to allegations of sexual misconduct that take place on Greenville Technical College property or at college-sponsored events, regardless of the location. It may also apply to allegations of sexual misconduct that occur off-campus or online when it is determined that the conduct could have an on-campus impact or an impact on the educational mission of the college.

In response to allegations of violations, the college will investigate the incident and take measures to stop the conduct, remedy the situation and prevent recurrences.

Throughout this process, the college will protect the confidentiality and privacy of reporting and responding parties to the extent possible.

The college will make every reasonable effort to abide by a reporting party’s wish to remain anonymous; however, the college will balance requests for anonymity/confidentiality with the safety of other members of the community and other requirements of the law. Please note that a request for anonymity may significantly impact the college’s ability to respond to a Title IX report.

Process

  1. Definitions

Note: In this process, where the singular of a word is presented, it is also representative of the plural form of that word. All references are also gender-neutral.

Amnesty: In its discretion, the college may provide amnesty and/or safe harbor to reporting parties, responding parties, witnesses, persons who assist victims, etc. for minor policy violations as well as to those in need of assistance with drug, alcohol or other addictive substances.

Bullying and Cyberbullying: Repeated and/or severe aggressive behaviors that intimidate or intentionally harm or control another person physically or emotionally and are not protected by freedom of expression.

Calendar Days: Timeframes are calculated by calendar days and will be complied with absent extenuating circumstances. If the last day of a period is Saturday, Sunday or a holiday, the period runs until the end of the next day which is not a Saturday, Sunday or holiday.

Confidentiality: Reporting parties and responding parties may request that the college maintain their confidentiality and every effort will be made to do so; however, such confidentiality cannot be guaranteed in every case.

A reporting party may also request that their identity and information not be revealed to the responding party and that no investigation takes place or disciplinary actions be taken. In these situations, the Title IX Coordinator or designee shall inform the reporting party that the college’s ability to remedy the incident may be limited if the request for confidentiality is honored. The reporting party shall also be notified that such requests must be balanced with overall campus safety and other requirements of the law.

Factors that will be considered in determining whether to disclose a report of sexual misconduct to a responding party include the seriousness of the alleged conduct; the reporting party’s age; whether there have been other complaints or reports about the same individual; and the responding party’s right to receive information about the allegations if the information is maintained by the college as an “education record” under the Family Educational Rights and Privacy Act (FERPA).

The Title IX Coordinator or designee will make the decision about confidentiality or disclosure and will notify the reporting party of that decision. Note that all acts of violence will be reported to Campus Police or local law enforcement.

Note that GTC employees are required to report acts of violence to campus police or local law enforcement.

Consent: Consent is the knowing, voluntary and clear permission by word or action, to engage in mutually agreed-upon sexual activity. Since individuals may experience the same interaction in different ways, it is the responsibility of each party to make certain that the other has consented before engaging in the activity. For consent to be valid, there must be a clear expression in words or actions that the other individual consented to that specific sexual conduct.

A person cannot consent if he or she is incapacitated for any reason. If a person is unable to understand what is happening or is disoriented, helpless, asleep or unconscious for any reason, including consumption of alcohol or other drugs, that person is considered incapacitated and is unable to give consent.

When an individual engages in sexual activity when that individual knows, or should know, that the other person is incapacitated for any reason, that individual has violated the college’s policy.

No responding party is excused from a sexual misconduct allegation because he/she was intoxicated at the time of the alleged offense and, therefore, did not realize the incapacity of the other individual(s).

Consent to some sexual contact (such as kissing or fondling) cannot be presumed to be consent for other sexual activity (such as intercourse). A current or previous dating relationship does not constitute consent. The existence of consent is based upon the totality of the circumstance, including the context in which the alleged incident occurred.

Silence or the absence of resistance, alone, is not consent. A person can withdraw consent at any time during sexual activity by expressing in words or actions that he or she no longer wants the act to continue. If one party expresses words or actions to withdraw consent, the other person must stop immediately.

Prior consent does not imply ongoing consent.

Findings: The written report of facts, violations and sanctions issued as a result of an investigation, a formal hearing or any other Title IX process.

Formal Appeal Hearing: The Formal Appeal Hearing serves as the appellate process in the event one or more parties satisfied the criteria for meeting one of the specified grounds for appeal described in this process.

Hazing: Acts likely to cause physical or psychological harm or social ostracism to any person in the college community when related to the admission, initiation, pledging, joining or any other group-affiliation activity on the basis of actual or perceived membership in a protected class.

Hostile Environment: When sex-based harassment is sufficiently serious to deny or limit a student or employee’s ability to participate in or benefit from the college’s programs or activities, a hostile environment exists. Such a setting may be created based upon sex, gender identity or nonconformity with gender stereotypes.

Incapacitation: A state where someone cannot make rational, reasonable decisions because they lack the capacity to give knowing consent (e. g., to understand the “who, what, when, where, why or how” of their sexual interaction). This process also covers a person whose incapacity results from a disability, or other involuntary, physical, emotional or psychological limitation and/or from the taking of incapacitating substances.

Incapacity nullifies consent.

Investigation: The investigation conducted by the Title IX investigator who will interview parties and witnesses, gather evidence, document all findings and issue the Report of Findings. Unless a party appeals the Report of Findings issued at the conclusion of the investigation, the matter is ended. Findings are based on the preponderance of the evidence standard.

Intimidation: Implied threats or acts that cause a reasonable fear of harm in another on the basis of actual or perceived membership in a class protected under this policy.

Mandatory Reporter: All Greenville Technical College employees are required to report possible Title IX violations that they witness or become aware of on-campus or at college-sponsored events to the Title IX coordinator or deputy coordinator as soon as practicable.

The only exception to mandatory reporting procedures would apply an employee of the college is acting in a role that allows for confidentiality that the reporting party wants to be honored. Examples of this confidential role include health care providers or licensed mental health professionals, acting in the capacity of those roles at the time they become aware of the misconduct.

Preponderance of Evidence: The greater weight of the evidence; more likely than not. The Final Report of Findings and the Formal Hearing Appeal will be based upon a preponderance of the evidence.

Reasonable Person: A term frequently used to denote a hypothetical person in society who exercises average care, skill and judgment in conduct.

Relationship Violence: Violence by a person who has some relationship with the reporting party, which will be gauged by its length, type and frequency of interaction.

Reporting Party: The person impacted by the alleged violation of the Title IX Policy. Some authorities refer to this individual as the complaining party, complainant, the moving party or the victim of the violation. The college may also be a reporting party.

Responding Party: The person who has allegedly committed a violation of the Title IX Policy. If the responding party fails to answer or participate in opportunities to be heard at any stage of this process, he/she will be deemed to have waived his/her rights to participate thereafter. The responding party continues to have the right to notice of each stage of the process, regardless of a waiver of participation.

Responsible Employee: For the purpose of Title IX, a responsible employee is any employee of the college who

  • Has the authority to take action to redress sexual misconduct;
  • Has been given the duty to report claims of sexual misconduct where Title IX may apply; or
  • A student or employee could reasonably believe has this authority or duty.

At Greenville Technical College the following employees are considered responsible employees for the purposes of Title IX:

  • President and officers of the college
  • Deans, assistant deans, department heads and members of the management team
  • Campus Police and security officers
  • Supervisors
  • Instructors

Retaliation: Adverse action taken against any person who participated in or was a party to an investigation or proceeding under this process. The college does not tolerate retaliation in any form and will take disciplinary action as necessary.

Sanctions: Action plans designed to terminate the conduct reported, protect the safety of the college community and create incentives for compliance with the law and this process. Sanctions imposed by this process are for Title IX violations only. Employees and students may, however, be subject to additional disciplinary actions as a result of their conduct, including pending or previously resolved violations of other policies. In such cases, disciplinary actions may be more serious than sanctions imposed by the Title IX process alone. The options for sanctions under this college’s policy are set forth in this process.

Sexual Exploitation: Refers to situations in which a person takes non-consensual or abusive sexual advantage of another, and situations in which the conduct does not fall within the definitions of sexual harassment, non-consensual sexual intercourse or non-consensual sexual contact. Examples of sexual exploitation include, but are not limited to

  • Sexual voyeurism (example: watching a person undressing, using the bathroom or engaging in sexual acts without the consent of the person observed)
  • Taking pictures or video or audio recordings of another individual(s) participating in sexual acts, or in any other private activity, without the consent of all involved in the activity or exceeding the boundaries of consent (example: allowing another person to hide in a closet and observe sexual activity or disseminating sexual pictures without the photographed person’s consent)
  • Prostitution
  • Sexual exploitation also includes engaging in sexual activity with another person while knowingly infected with human immunodeficiency virus (HIV) or another sexually transmitted disease (STD) and without informing the other person of the infection and further includes administering alcohol or drugs (example: “date rape” drugs) to another person without his or her knowledge or consent.

Sexual Harassment: Refers to unwelcome; sexual, sex-based and/or gender-based; verbal, written, online and/ or physical conduct. Sexual harassment may take different forms including quid pro quo harassment, retaliatory harassment and/or hostile environment.

  • Quid Pro Quo Sexual Harassment - unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature by a person having power or authority over another constitutes sexual harassment when submission to such sexual conduct is made either explicitly or implicitly a term or condition of rating or evaluating an individual’s educational or work performance.
  • Retaliatory Harassment - adverse action taken against someone based upon their participation in any protected activity or upon their alleging, supporting or assisting in the presentation of a Title IX violation.
  • Hostile Environment - created when sexual harassment is
    • Severe, or persistent or pervasive, and objectively offensive, such that it
    • Unreasonably interferes with, denies or limits someone’s ability to participate in or benefit from the college’s educational or employment environment.

Sexual Assault/Violence: Both sexual violence and sexual assault are gender-neutral and include

  • Non-Consensual Intercourse:
    • Any sexual penetration or intercourse (anal, oral or vaginal)
    • However slight
    • With an object, substance or body part
    • By a person upon another person
    • That is without consent and/or by force
  • Non-Consensual Sexual Contact:
    • Any intentional sexual touching
    • However slight
    • With any object, substance or body part
    • By a person upon another person
    • That is without consent and/or by force

Stalking: Conduct directed at a specific person that may be described in one of the following ways:

  • Stalking 1:
    • A course of conduct directed at a specific person on the basis of actual or perceived membership in a protected class that is unwelcome AND would cause a reasonable person to feel fear.
  • Stalking 2:
    • Repetitive, menacing pursuit, following, harassing and/or interfering with the peace and/or safety of another.

Title IX of the Education Amendments of 1972: prohibits sex discrimination, which includes sexual violence, in educational programs and activities. All public and private schools, school districts, colleges and universities receiving federal funds must comply with Title IX.

Title IX Equitable Resolution Process: The process available to a party of a Title IX report who feels that his/her rights have been violated, (i.e., member or non-member of the campus community, students, employees, student organizations, etc.) if the responding party is a student, employee or other third party who is within the authority of the college, according to Title IX.

Unwelcome Conduct: Sex or gender-based conduct is considered “unwelcome conduct” if it is unrequested, uninvited, undesirable and/or offensive. Unwelcome conduct may be verbal, written, electronic, physically threatening or abusive, harmful or humiliating. Intent to harm is not required.

Witness: An individual who either brings forward information about a potential violation or has information relevant to a potential violation. While this individual may report a violation, he/she is distinct from the object of the violation who is herein referred to as the reporting party.

  1. Reporting Procedure
    Greenville Technical College encourages anyone who believes they are the object of a Title IX violation within the authority of the college or is aware of someone else being subjected to such conduct to notify any responsible employee of the college as soon as practicable.

It is the obligation of that responsible employee to report the possible violation to the college’s Title IX coordinator or deputy coordinator or designee as soon as practicable.

The college will maintain a team of individuals to investigate alleged Title IX violations. Those individuals will be trained in accordance with the requirements of Title IX and the Office of Civil Rights.

When a reporting party is reluctant to pursue a Title IX report or asks to withdraw a report, the college will honor that request to the extent possible under the law and will support the reporting party in any way it can. The college may elect to proceed with an inquiry and/or resolution if sufficient independent evidence allows. If the matter is pursued, the reporting party will be notified of the process. The investigative process is available to the reporting party any time they wish to pursue it.

A reporting party has the right to proceed with criminal charges and a Title IX report simultaneously. If criminal charges are filed, the college will cooperate with law enforcement agencies and, if necessary, temporarily suspend its Title IX investigation pending the conclusion of the criminal matter or permission from law enforcement officials to proceed.

The college encourages the reporting of misconduct and crimes by reporting parties and witnesses. Sometimes reporting parties or witnesses, whether students or employees, are hesitant to report to college officials or participate in resolution processes because they fear that they themselves may be accused of policy violations at the time of the incident. It is in the best interests of this community that reporting parties choose to report to college officials and that witnesses come forward to share what they know. To encourage reporting, the college considers amnesty as an option with minor policy violations on a case-by-case basis for both parties and witnesses.

Making deliberately false and/or malicious accusations or reports under this process, as opposed to allegations which, even if erroneous, are made in good faith, is a serious offense and will be subject to appropriate disciplinary action by the college.

If appropriate, the college may take interim measures to protect the reporting party, witnesses and/or the responding party during this process. The interim measures may include, but are not limited to, the following:

  • No contact orders,
  • No trespass notices,
  • Counseling and/or medical services,
  • Academic support,
  • Living arrangement adjustments,
  • Campus escort,
  • Academic or work schedule and assignment accommodations,
  • Safety planning and referral to campus and community resources,
  • Interim/investigatory suspension – temporary suspension pending the full investigation of the matter or the outcome of the reported matter.

If, during the inquiry or at any point prior to the Report of Findings, the Title IX Coordinator determines that there is insufficient evidence to support that a violation has occurred, the process will end unless the reporting party requests that the Title IX coordinator make an extraordinary determination to reopen the investigation. This decision lies in the sole discretion of the Title IX coordinator.

  1. The Investigation
    1. Upon receipt of a report of a violation, the college will conduct a preliminary inquiry to determine whether to proceed with an investigation or refer the matter to another college official.
    2. If an investigation is warranted, a member of the Title IX team will be designated as the investigator and will carry out the investigation. The Title IX Coordinator or designee may assign additional Investigators as deemed necessary.
    3. The reporting party is encouraged to communicate with the assigned investigator(s) to share all information relating to the case, including names of witnesses, evidence and anything else they feel will be of assistance in the process. All reports of potential Title IX incidents are initially considered confidential unless the safety of students, employees or the community indicates the need for further action.
    4. The responding party will be notified in writing or in electronic format that a report has been filed against them as soon as practical, absent extenuating circumstances. The responding party is encouraged to communicate with the assigned investigator(s) to present information relating to the case, including names of witnesses, evidence and anything else they feel will be of assistance in the process. All reports of potential Title IX incidents are initially considered confidential unless the safety of students, employees or the community indicates the need for further action.
    5. The investigator, in consultation with the Title IX coordinator or designee, will determine the need for and nature of interim measures appropriate to the circumstances. Those interim measures will be implemented as soon as practical.
    6. The investigator will conduct interviews with witnesses identified by the reporting party and the responding party. The investigator will consider all witnesses who may aid in the decision-making process, analyze all available evidence and assess the credibility of witnesses and other evidence.
    7. Once the investigation is complete, the investigator will compile a proposed Report of Findings which will outline all interviews, evidence and other relevant information. The investigator will determine whether the investigation shows that it is more likely than not that a violation occurred. The proposed Report of Findings will be forwarded to the Title IX Coordinator for review.
    8. The Title IX Coordinator will review and finalize the proposed Report of Findings and send a Letter of Decision via written or electronic means to both parties within 10 days of receipt of the proposed Report of Findings from the Investigator, absent extenuating circumstances. The Title IX coordinator will base all decisions in the report upon a preponderance of evidence applied to the facts.
    9. In the event the responding party is an employee of the college, the Letter of Decision will include the findings related to the alleged violation and the level of conduct only. Sanctions will be imposed by Human Resources in accordance with the policies and procedures of that office. In those cases, the Title IX coordinator will also send the Letter of Decision to the vice president of human resources at the same time it is sent to the other parties. If the responding party is a student of the college, the Letter of Decision will include findings related to the alleged violation and the level of conduct only. The dean of students office will be contacted to determine if the student is already in the disciplinary process. If the student is in the disciplinary process, sanctions will be imposed in accordance with the policies and procedures related to the Student Code of Conduct. In those cases, the Title IX Coordinator will send the Letter of Decision to the dean of students' office at the same time it is sent to other parties. If the student is not already in the disciplinary process, appropriate disciplinary action will be determined in consultation with the dean of students office.
    10. The Title IX coordinator’s Letter of Decision will specify that if any student or employee reporting party or student responding party wishes to appeal the report, they may request an appeal to the Title IX coordinator within 5 days of receipt of the Letter of Decision. An employee responding party may request an appeal to the vice president of human resources in accordance with the State Employee Grievance Procedure. If neither party requests a timely appeal, the appeal is deemed waived, and the Letter of Decision is considered final.
      1. Both parties will be notified simultaneously, in writing or electronically, of the outcome of the proceeding, appeal procedures, any changes to the result before it becomes final and when the decision becomes final.
      2. If neither party appeals the Letter of Decision, the college considers the matter concluded. Findings in such cases shall be forwarded to the appropriate college authority for the implementation of sanctions, if any.
      3. The Equitable Appeal Process is set forth in Section V of this document.
  2. Sanctions
    Factors considered when determining a sanction may include
  • The nature of, severity of and circumstances surrounding the violation;
  • Previously founded complaints or allegations against the responding party involving similar conduct;
  • Any other information deemed relevant by the Title IX Coordinator or investigator;
  • The need to bring an end to the discrimination, harassment and/or retaliation;
  • The need to prevent the future recurrence of discrimination, harassment and/or retaliation;
  • The need to remedy the effects of the discrimination, harassment and/or retaliation on the reporting party and the community.

Title IX sanctions are imposed immediately unless an appeal is accepted or the Title IX coordinator or designee stays the implementation for extraordinary circumstances.

The following are possible sanctions, or action plans, for violations of this Equitable Resolution Process:

  • Reprimand – a verbal or written warning, which may include student probation, and indicates that subsequent violations could result in more serious disciplinary sanctions;
  • Special conditions – completion of a variety of activities, relating to the nature of the offense, such as a formal apology, an essay or paper on a designated topic, training or participation in a special project or activity, change of class schedule or living arrangements, requirement of counseling;
  • Interim/investigatory suspension – temporary suspension pending the full investigation of the matter or the outcome of the report, as appropriate.
  • Expulsion – permanent separation from the college without future readmission during which the responding party may not return to any campus location unless the dean of students grants permission in advance;
  • No Contact Order – a no-contact order is a college directive that restricts contact between individuals in any way, including in-person, via email, telephone, text messaging, social networking or any other method of communication, electronic or otherwise;
  • Any other actions that may be deemed appropriate;
  • Any combination of the above.

Sanctions imposed under this Equitable Resolution Process are for Title IX violations only. Students may be subject to additional disciplinary actions as a result of their conduct, including pending or previously resolved violations of other policies. In such cases, the dean of students' office will determine disciplinary actions that may be more serious than the sanctions that would have been imposed by the Title IX Process alone.

Note that the college does not permit a student to withdraw from the college if that student has an allegation pending for violation of Title IX.

Should a student decide to leave the college and/or not participate in this Equitable Resolution Process, the process will nonetheless proceed to a reasonable resolution in the student’s absence and that student will not be permitted to return to college unless all sanctions have been satisfied. The student may not be given access to an academic transcript until the allegations have been resolved.

Sanctions for employees are determined by Human Resources in accordance with its disciplinary process.

Should an employee resign with unresolved allegations pending, the records of the Title IX coordinator will reflect that fact and will be shared with Human Resources for resolution and/or action in accordance with their policies. The employee may be ineligible for rehire.

  1. Equitable Appeal Procedure
    Appeals are available to reporting parties and to responding parties who are students, but they are limited to the following grounds:
  • A procedural error or omission occurred that significantly impacted the outcome of the investigation (e.g. substantiated bias, material deviation from established procedures, etc.).  A summary of evidence must be submitted in support of this assertion.
  • New evidence is available that was unknown and unavailable during the investigation that would have had a substantial impact on the original finding or sanction. Good cause must be shown for the evidence not being offered during the investigation. A summary of the new evidence and its potential impact must be included.
  • The sanctions imposed are believed to be substantially disproportionate under the circumstances. A summary of evidence must be submitted to support this assertion.

Student Appeals
Student appeals must be filed within 5 days of notification of the Letter of Decision and should be delivered by written notice to Title IX coordinator. The Equitable Appeal Procedure is available to reporting parties and responding parties who are students.

Employee Appeals
The Equitable Appeal Procedure is available to employees only when they are reporting parties.

The right of an employee who is a responding party to appeal the Letter of Decision is determined by state policy and the policies and procedures of the college’s Human Resources Department, which has jurisdiction for employee disciplinary action and is responsible for issuing sanctions for employees.

Formal Appeal Hearing - Student Appeals
If a party appeals the Letter of Decision under these provisions and absent extenuating circumstances, the Title IX coordinator will determine within 10 days of receipt of the notice whether grounds for the appeal are properly set forth and will initiate the appellate process outlined by this process if appropriate.

  • The original finding and sanction/actions will stand if the appeal is
    • Not timely filed or
    • Not based on grounds listed in this process.
  • Any decision reached during this appellate process is final.
  • When either party requests an appeal under these provisions, the other party will be notified and joined in the appeal.
  • The party requesting the appeal must show that the grounds for an appeal and supporting evidence have been given. The other party may show the grounds have not been met or that additional grounds are met.
  • The appellate panel will be deferential to the original Letter of Decision, making changes to the findings only where there is no substantial evidence to support the Letter of Decision.
  • All parties will be informed of whether the grounds for the appeal are accepted and when an appellate hearing is scheduled.

If the appeal is accepted, a Formal Appeal Hearing will be held within these guidelines: 

  1. The appeal must specify the grounds upon which it is based.
  2. The appeal must outline the specific evidence upon which it is based.
  3. The hearing panel will consist of at least three Title IX committee members. The panel members shall not have been involved in the investigation of or decisions made related to the incident under consideration.
  4. Upon request, both the reporting and responding parties will be provided a copy of the Letter of Decision and supervised access to the evidence used to support it, except that certain information may be redacted by the Title IX coordinator as he/she deems necessary. Neither party may photograph, copy or otherwise reproduce copies of the evidence.
  5. Neither party may personally question each other during the hearing.
  6. Neither party is required to be present for the appeal.
  7. The formal hearing will be convened within 10 days following approval of the appeal by the Title IX coordinator.
  8. Delays may be necessary under extenuating circumstances.
  9. All decisions will be reached by majority vote.
  10. The formal appeal hearing will be closed to all persons except the parties, witnesses and others named by the hearing panel.
  11. The panel will record the hearing but not the deliberations. No one other than the panel may take notes, record or be given access to the panel’s notes or recordings. 
  12. Witnesses will be called into the hearing room one at a time to respond to questions. The appellate panel may call the Investigator(s) as a witness.
  13. The appellate panel may agree in whole or in part with the Letter of Decision and the determination of violations and/or sanctions may be less serious or more so, depending upon the circumstances and the panel’s judgment.
  14. The hearing panel will issue a final decision which may include independent and objective findings of fact, assessment of credibility, violations or none, and sanctions to be imposed, if appropriate. Absent extenuating circumstances, the panel’s final decision will be delivered to the Title IX coordinator by written or electronic means within 10 days of the conclusion of the hearing.
  15. Sanctions imposed by this final decision are for Title IX violations only. Parties may be subject to additional disciplinary actions as a result of their conduct, including pending or previously resolved violations of other policies. In such cases, disciplinary actions may be more serious than sanctions imposed by the Title IX process alone.
  16. The Title IX Coordinator will forward the final decision to both parties in writing or electronically within 5 days of receipt of the decision unless extenuating circumstances impose a delay.

Once a formal appeal hearing is concluded and a final decision is conveyed, the outcome is final. Further appeals are not permitted.

  1. Additional Rights of the Parties
    Rights of the reporting party:
  • The right to be treated with respect by GTC officials;
  • Parties who report sexual misconduct have the option to notify and seek assistance from law enforcement and or campus authorities. If the reporting party wants to seek assistance from local law enforcement, Greenville Technical College will help put him/her in contact with the appropriate authorities;
  • The right to take advantage of campus support resources (such as counseling services, health services and EAP services for employees);
  • The right to have an advisor of choice during this process; the advisor may not address or participate in questioning during any interview or proceeding;
  • The right to consult, at their own expense, with legal counsel for advice only; counsel may not address or participate in questioning during any interview or proceeding;
  • The right to request confidentiality/anonymity. Every effort will be made to abide by this request to the extent appropriate for the matter, considering, among other factors, the safety of students, employees and the community;
  • The right to receive amnesty for minor student misconduct violation (such as an alcohol or drug violation) that is ancillary to the incident;
  • The right to be free from retaliation;
  • The right to know the results and the rationale of any outcome, including relevant sanctions from any inquiry, hearing or appeal;
  • The right to request an appeal from the Letter of Decision;
  • The right to challenge the seating of any hearing officer on the appeal panel for good cause; and
  • The right to raise bias or conflict of interest by the Title IX coordinator or any other individual handling a particular Title IX incident:
    • By a student giving written notice to the vice president for student services; or
    • By an employee giving written notice to the associate vice president of human resources.
    • A written copy must also be provided to the Title IX coordinator for record-keeping purposes.

Rights of the responding party:

  • The right to be treated with respect by GTC officials;
  • The right to take advantage of campus support resources (such as counseling services, health services and EAP services for employees);
  • The right to have an advisor of choice during this process; the advisor may not address or participate in any questioning during any interview or proceeding;
  • The right to consult, at their own expense, with legal counsel for advice only; counsel may not address or participate in questioning during any interview or proceeding;
  • The right to have grievances heard in substantial accordance with these procedures;
  • The right to know the results and the rationale of any outcome, including relevant sanctions from any inquiry, hearing or appeal;
  • The right to be provided written/electronic notice of allegation(s), account(s) of the alleged misconduct and notice of any scheduled hearing(s);
  • The right to request an appeal from the Letter of Decision, except as noted above for employees subject to Human Resources procedures;
  • The right not to participate in any hearing or to remain silent during the process, but that decision may not be the basis for an appeal;
  • The right to a written decision specifying the violation and sanction imposed under the conditions specified in this procedure;
  • The right to challenge the seating of any hearing officer on the appeal panel for good cause;
  • The right to raise bias or conflict of interest by the Title IX coordinator or any other individual handling a particular Title IX incident:
    • By a student giving written notice to the vice president for student services; or
    • By an employee giving written notice to the associate vice president of human resources
    • A written copy must also be provided to the Title IX coordinator for record-keeping purposes.
  1. Resources and Reporting

Inquiries about and reports regarding this process may be made internally to

Dean of Students Office
Barton Campus
Student Commons (Building 105), Room 201
Email: TitleIX@gvltec.edu
(864) 250-8102

Or

Title IX Deputy Coordinator
Courtney Stokes
Human Resources Director I
Email: Courtney.Stokes@gvltec.edu
Administration Building, Room 112
(864) 250-8989

Additional Resources:
Students may contact 

Dr. Matteel Knowles
Vice President for Student Services
Email: Matteel.Knowles@gvltec.edu
Administration Building, Room 122
(864) 250-817

Employees may contact

Susan M. Jones
Vice President for Human Resources
Email: Susan.M.Jones@gvltec.edu
Administration Building, Room 113
(864) 258-8191

For additional information, external inquiries may be directed to

Office for Civil Rights (OCR)
U.S. Department of Education
400 Maryland Avenue, SW
Washington, SC 20202-1100
Customer Service Hotline #: (800) 421-3481
Facsimile: (202) 453-6012
TDD# (877) 521-2172
Email: OCR@ed.gov
Web: https://www.ed.gov/ocr

(This process was implemented by the GTC Title IX Team on 8/01/2017, updated 1/17/2020.)

Behavioral Intervention Team (BIT)

Purpose

Greenville Technical College expects and encourages students to demonstrate a reasonable concern for their own welfare.  This is particularly true in the areas of self-harm and harm to others.  In the event that the college is presented with a credible report that a student has harmed themselves or others, has a medical concern or is disruptive within the living and learning environment, the student may be required to attend mandatory assessments.

Reports that are submitted regarding student behavior or concerns are submitted to a panel that represents a cross-disciplinary team of qualified campus professionals.  The panel will determine what type of assessment is appropriate with alternative interventions that are appropriate for the situation.  This panel is referred to as the Behavioral Intervention Team (BIT) and they meet weekly to discuss all situations that have occurred in a seven day period.

Faculty and staff may contact the Dean of Students Office if they have non-immediate concerns about students and to notify of student absences.  All immediate concerns should be referred to Campus Police.

Behavioral Intervention Team Members

  • Dean of Students – Chair
  • Associate Dean of Students – Co-Chair
  • Chief of Campus Police
  • Campus Pointe Representative
  • Director of Counseling Services
  • Director of Student Disability Services
  • Academics Representative
  • Director of the Collegiate Recovery Program

Ad Hoc Members

Other members of the campus community as needed.

The BIT has seven core members that meet weekly to address all cases that have occurred during the five instructional weekday period after each weekly meeting.  These core members have been selected due to their positions at GTC allowing them to have unique information and experience in dealing with students. All ad hoc members could be called upon at any time to meet with BIT to offer specific information about a student. Appropriate personnel from the satellite campuses will be invited to attend once a month to provide input on that campus.

In the event of an emergency situation, core members will be phoned or emailed to determine a response plan.  The chairperson or designee of BIT in addition to two other members must be present before a response plan can be implemented.

Termination/Suspension/Trespass Warnings

When the dean of students or his/her designee has reasonable cause to believe that the student’s presence on college premises or at a college-related or registered student organization activity poses a significant risk of substantial harm to the health or safety of others or to property, the student may be immediately administratively suspended from college premises, college-related activities or registered student organization activities and is not permitted to participate in, or complete academic coursework. This temporary suspension will be confirmed by a written statement and shall remain in effect until the conclusion of a full hearing or administrative decision, without undue delay, in accordance with the rules of the college. The process for Administrative Suspension as per the Student Handbook is as follows:

Administrative Suspension

  1. If an act of misconduct threatens the health or well-being of any member of the academic community or seriously disrupts the function and good order of the college, an administrative officer may direct the student involved to cease and desist such conduct and advise the student that failure to cease and desist may result in immediate administrative suspension. If the student fails to cease and desist, or if the student’s continued presence constitutes a danger, the president of the college, or his/her designee, may temporarily suspend the student from the college pending the outcome of a disciplinary hearing on the charge(s).
  2. The president, or his/her designee, shall notify the chief student services officer in writing about the nature of the infraction and the name of the student before 5 p.m. of the first class day following the imposition of the administrative suspension. The chief student services officer will inform the student, in writing, about the decision. This written notice will be hand-delivered to the student or sent by certified mail within two working days of receiving the information from the president or his/her designee.

In those situations where disruptive behavior (i.e., severe emotional problems; threat to the safety and health of an individual, group or students of the entire academic community) is exhibited by an individual student or group of students, the dean of students will take immediate action to determine if the student or students should be terminated as a student of GTC.

If the disruption is a result of an unresolved mental health issue, BIT will assemble to decide a course of action.

Upon receipt of a complaint or incident report the BIT team can direct the Campus Police to issue a trespass warning informing the student were they are not allowed and whom they must not contact.

Student Conduct Outcomes

The dean of students will share all disciplinary outcomes for acts of violence, disruption, threats and other pertinent offenses with the BIT team. However, the chief of Campus Police will follow up with complaints and confirm that BIT will take action on their report or forward it to the proper authorities.

Parental Notification

The notification of parents will be the responsibility of the dean of students. The college will notify the parents of dependent students that are placed on a behavioral contract or a behavioral response plan by BIT unless, in the college’s judgment, informing the parents will be detrimental to the student’s success.

Procedures for Addressing Disruptions Caused by Possible Mental Health Issues

Most disruptive or inappropriate behavior is subject to the GTC’s Student Disciplinary Procedures but, there are times when disruptive or inappropriate behavior is due to mental or emotional health issues of a student. If mental health issues are the basis for a student’s behavior they need to be dealt with for the benefit of the student as well as faculty, staff and other students. In recognition that disruptive or inappropriate behavior may be due to mental or emotional health issues, this procedure was developed as an alternative for handling such behavior in lieu of the student judiciary proceedings not to be tolerated and must be addressed. This procedure is intended to be proactive in addressing this issue.

Procedure

  1. If anyone on campus is concerned that certain behavior may be the result of mental or emotional health issues, it should be reported in writing to the dean of students. The report should outline the concern by detailing the specific behavior of concern. This report should include
    1. The length of time and/or dates of the incident(s). 
    2. Specific descriptors of mood
    3. What, if applicable, the person making the report has tried to do in order to alleviate the situation
  2. It is preferred that the student or individual be informed by the person making the report, that his/her behavior is of concern and that a statement of concern was sent to the dean of students. When the statement is received; the dean of students will communicate with the student summarizing the concern and requesting the student meet with the dean of students to review the situation within 24 hours.
  3. At the meeting, the dean of students will communicate the inappropriate behavior to the student and possible course of action to the student, which may include but is not limited to the following if it does not cease:
    1. The student will be evaluated by a member of the Counseling Services or Disability Services to determine whether their services are appropriate or, whether the student should work with an off-campus professional. In this case, the Counseling Services would assist with the referral or any other alternatives appropriate to the situation. In these circumstances, the student could retain active student status with the college and would sign a release to enable communication between the Counseling Services or Disability Services, the off-campus professional and the dean of students.
    2. The student could receive or continue to receive off-campus counseling while remaining enrolled at the college. This arrangement would necessitate communication between the therapist and the Counseling Services director in order to ensure appropriate college response.
    3. The student could move off campus while remaining enrolled at the college.
    4. The BIT team may refer the case to the Student Disciplinary process, if, in their professional opinion, mental health issues are not the basis of the behavior.
    5. The student may elect to leave the college. The dean of students and/or the BIT would reserve the right to specify that the student is allowed to return.
    6. The student may be withdrawn from the college. Once a student has left the college for mental health reasons, his/her return will be contingent on the recommendation of his/her treating health professional. This recommendation that the student is sufficiently able to handle the stresses of succeeding in the living/learning environment will be considered, along with any additional documentation attesting to the readiness of the student to return. The student must also sign a release enabling the student’s therapist to communicate with the Counseling Services director or Disability Services director who must also be allowed to share appropriate information with the BIT who will ultimately make and communicate the decision regarding his/her return to the student and to the college.

Appeal

  1. The student has the right to appeal the decision of the BIT and the dean of students. This appeal must be submitted in writing to the vice president for student services within three school days of receipt of the written notice (of the decision of the BIT or the dean of students) or such time as may be reasonable under the circumstances. The appeal must specify the basis for requesting a review of the report and recommendation. The right of appeal does not entitle the student to a full rehearing of his/her whole case. Recognized bases for appeal are (1) was the procedure followed? (2) has new evidence surfaced which has a direct bearing on this case?
  2. The vice president for student services will consider the appeal and will communicate in writing to the student his/her decision to uphold, overturn or modify the decision of the dean of students or the BIT. The vice president for student services cannot modify the decision of the dean of students or BIT in a more severe or restrictive direction. The decision of the vice president for student services will be final.

Procedures for Addressing Erratic Behavior and Behavior That Disrupts the Living and Learning Environment

BIT will utilize the National Center for the Analysis of Violent Behavior Threat Assessment Model along with the Aggression Management Continuum to analyze behavior. Together these models use a four-pronged assessment criterion: personality of the student, family dynamics, school dynamics and the student’s role in these dynamics and social dynamics. The BIT will also categorize the behavior as primal or cognitive-based upon the information received.

BIT will measure the context of what occurred/said, the intent of what occurred/said and the reaction of the recipient when measuring the threat. Consideration will be given to the following: what happened, who was involved, and when it did happen, where did it happen, why did it happen, how did it happen. BIT will utilize the findings of the National Center for the Analysis of Violent Behavior model and the Aggression Management Continuum to determine whether the behavior is low, moderate or high. Once the behavior is assigned a rating the appropriate response will be determined by the BIT.

The following is a guideline for determining the severity of behavior situations. 

Low

These are behaviors that should indicate that a problem is developing and will likely continue without intervention.

Behavior Examples:
Abusive language
Excessive use of profanity
Argumentative
Lack of cooperation when requests are made
Sexual comments, gestures or innuendoes
Negative attitude toward the rules
Displays of anger
Emotionally erratic
Veiled threats

Recommendations:
Document incident
Review behavioral expectations with student
Utilize disciplinary system

Medium

These behaviors should indicate and escalation and without intervention and incident could occur.

Behavior Examples:
Overt, covert or indirect threats
Expressed desire to do harm to others
Attempts to instigate fights
Open defiance of the rules
Belief that others are conspiring against them or persecuting them  Violent notes sent to others
Expressed suicidal thoughts or threats
Physically acting out of anger
Comments about weapons or stories of harming others  Severe emotional distress

Recommendations:
Document incident
Take to BIT for a response plan

High

These behaviors are dangerous and require immediate intervention.

Behavior examples:
Clear intent to harm
Physical assault
Intense anger
Overt threats to kill  Showing a weapon
Suicide attempt

Recommendations:
Call Police
Notify BIT

Procedures for Addressing Medical Concerns

Immediate referral to Disability Services.

Training/Case Management/Tracking and Monitoring

All BIT members will participate in yearly training and review case law changes and best practices.