Student Right-to-Know

The Highland Community College Commitment

Highland Community College (HCC) maintains a drug-free, safe, educational environment to support academic achievement and student growth. Students, employees, and visitors must conduct themselves in a manner that reflects well on themselves, the College, and the community. Violations of local, state, or federal laws on campus or at College-sponsored activities may result in legal and disciplinary actions as outlined in the personnel manual for employees and college catalog for students.

Campus Security and Safety- employee, student, and visitor responsibility for crime prevention

To maintain a low crime rate, college employees and students should adhere to the following:

• Report all crimes and suspicious activity.
• Protect your personal property. Mark your property, such as laptops, with some form of ID.
• Don’t leave books, cell phones, jewelry, purses, backpacks, or other valuables unattended

Remember, continuously protecting your property reduces the likelihood of theft. A sheriff’s deputy patrols the
campus from 7:30 a.m. to 11 p.m. Monday through Friday.

Crime Reporting

Highland Community College prioritizes the safety of students, faculty, staff, and visitors. Campus safety is a shared responsibility supported by full-time deputies from the Stephenson County Sheriff’s Office. For safety concerns or to report crimes, call 815-599-3652. In case of a sex offense on campus, report immediately to the sheriff’s deputy. Victims will be assisted in contacting local police and guided through on-campus reporting procedures per the Student Code of Conduct.

College Alcohol & Drug Policies

Highland Community College prohibits the unlawful use, possession, distribution, and manufacture of drugs (including marijuana) and alcohol on campus or any property owned and controlled by the college. As outlined in the Code of Conduct and personnel manual, violators face disciplinary actions, including suspension, expulsion, termination, and legal prosecution. Sanctions align with local, state, and federal laws and may include incarceration and fines. Educational programs on substance abuse are offered throughout the year.

Federal Drug Laws

Federal law mandates that colleges publish federal drug law information. The possession, use, or distribution of illicit drugs (including marijuana) is prohibited by federal law, with strict penalties, including mandatory prison terms for many offenses. This summary outlines federal penalties for first convictions, doubling all penalties for subsequent convictions. Illinois state laws may vary but do not override federal laws.

Denial of Federal Benefits (21 U.S.C. 862)

A federal drug conviction can lead to losing federal benefits, including school loans, grants, scholarships, contracts, and licenses. Drug trafficking convictions may result in up to 5 years of denied benefits for a first offense, 10 years for a second, and permanent denial for a third. For possession convictions, benefits may be denied for up to 1 year for a first offense and up to 5 years for subsequent offenses.

Assistance for Substance Abuse

College students seeking assistance with controlled substance abuse problems may contact the following agencies/organizations:

• Rosecrance Center: 866-330-8729
• Sinnissippi Center: 815-516-8898
• National Drug Hotline: 844-289-0879
• www.Startyourrecovery.org
• SAMHSA (substance abuse and mental health service administration): 800-662-4357

College employees may also contact the above agencies or utilize the College Employee Assistance Program
(EAP), available to employees and their families. For information on Highland EAP, refer to your EAP booklet or
contact Human Resources for assistance.

Campus Sex Crimes Prevention Act Notice

The Campus Sex Crimes Prevention Act (CSCPA) requires convicted sex offenders to notify state agencies if they enroll, work, or volunteer at a higher education institution. The Act also mandates that institutions inform the campus community where to find state-provided sex offender information. To identify registered sex offenders near campus, visit www.isp.state.il.us and search by city, county, or zip code. You can also get information at the on-campus Sheriff’s Office in the Student Conference Center or by calling 815-599-3652.

Other Right-to-Know Information

• Release of student Information- www2.ed.gov/policy/gen/guid/fpco/ferpa/index.html
• Student Code of Conduct-The official and complete Student Code of Conduct can be found in the current
  college catalog. Contact the vice president of academic services for updates or revisions.
• HCC Crime Statistics- Department of Education Website at ope.ed.gov/campussafety/#
  https://highland.edu/student-information/student-right-know/
• For detailed information, visit https://highland.edu/consumer-information/

3.072 Administrative/Hardship Withdraw (Revised 2/25/25)

Students who withdraw from the college due to unforeseen circumstances, may apply for an administrative/hardship withdraw through the following process. Hardships may include, but are not limited to the following: serious injury or illness, chronic illness, a medical issue of a family member that results in the student becoming a part-time or full-time caretaker of that family member, a mental health condition, a sudden or consistent lack of transportation, or a significant cost of living increase. Students approved for an administrative/hardship withdraw are encouraged to re-enroll when their situation changes. (110 ILCS 66/20)

Requests for administrative/hardship withdraws should be made to the Director of Enrollment and Records through a written request explaining the circumstances accompanied by documentation from a physician or medical institution to verify the medical condition, date of onset, and estimated length of treatment that interferes with attending and completing classes and assignments. Sufficient documentation of a sudden or consistent lack of transportation or a significant cost of living increase must be provided. Retroactive withdraws will be considered until the end of the fall or spring semester following the semester for which the administrative/hardship withdraw is being requested.

Students granted an administrative/hardship withdraw may receive a grade of AW (Administrative Withdraw) which carries no academic penalty and is not used in the calculation of the student’s grade point average. Administrative Withdraw is considered for all courses in a given semester and is not usually granted for select courses. Students will receive written notification of the decision from the Admissions and Records Office.

4.037 Anti-Bullying (Adopted 2/23/22)

Bullying is not considered acceptable behavior at Highland Community College. This policy applies to all employees as they interact with students, visitors or each other. Highland supports a culture of respectful academic freedom and freedom of expression and follows the Core Values of Integrity, Compassion, and Respect. Our culture and values do not tolerate bullying and its harmful impact to individuals and the workplace. This policy is not meant to apply to differences of opinion, interpersonal conflicts, and occasional problems in working relations, which are an inevitable part of working life and do not typically constitute workplace bullying.

Definition of bullying: Intentional behavior targeted at an individual or group that is repeated, hostile or offensive, and creates an intimidating and/or threatening environment which produces a risk of psychological and/or physical harm.

Examples of Bullying

1. Highland considers the following types of behavior examples of bullying:

• Verbal bullying. Slandering, ridiculing or maligning a person or his or her family; persistent name-calling that is hurtful, insulting or humiliating; using a person as the butt of jokes; abusive and offensive remarks.
• Physical bullying. Pushing, shoving, kicking, poking, tripping, assault or threat of physical assault, damage to a person’s work area or property.
• Nonverbal bullying. Nonverbal gestures that can convey threatening messages.
• Exclusion. Socially or physically excluding or disregarding a person in work- related activities.
• Cyber bullying. Use of any electronic form, including, but not limited to, the Internet, interactive and digital technologies, or mobile phone, typically by sending messages of an intimidating or threatening nature.

2. In addition, the following examples may constitute or contribute to evidence of bullying in the workplace:

• Persistent singling out of one person.
• Shouting or raising one’s voice at an individual in public or in private.
• Using obscene or intimidating gestures.
• Not allowing the person to speak or express himself of herself (i.e., ignoring or interrupting).
• Personal insults and use of offensive nicknames.
• Public humiliation in any form.
• Constant criticism on matters unrelated or minimally related to the person’s job performance or description.
• Public reprimands.
• Repeatedly accusing someone of errors that cannot be documented.
• Deliberately interfering with mail and other communications.
• Spreading rumors and gossip regarding individuals.
• Encouraging others to disregard a supervisor’s instructions.
• Manipulating the ability of someone to do his or her work (e.g., overloading, underloading, withholding information, setting deadlines that cannot be met, giving deliberately ambiguous instructions).
• Often assigning menial tasks not in keeping with the normal responsibilities of the job.
• Taking credit for another person’s ideas.
• Refusing reasonable requests for leave in the absence of work-related reasons not to grant leave.
• Deliberately excluding an individual or isolating him or her from work-related activities, such as meetings.
• Unwanted physical contact, physical abuse or threats of abuse to an individual or an individual’s property (defacing or marking up property).

Dealing with Bullying

1. If bullying is occurring, employees should address concerns as soon as possible. Highland provides training and tools on how to positively communicate concerns and other supportive resources, such as an Employee Assistance Program (EAP) to employees.
2. Generally, the first step is to give notice to individuals of their perceived bullying behaviors with a goal of self-awareness and correction. The employee may either address the individual directly or ask for support from a member of the Behavior Intervention Team (List of BIT Members may be found at G:\General\Student Issues and Concerns\Behavioral Intervention Members and Contacts), a supervisor or Human Resources. If the behavior continues or is severe, employees should discuss these situations with a supervisor and/or Human Resources. If you witness someone being bullied, show support for the individual being bullied and ask if they would like your assistance. If comfortable, talk with the bully in a constructive manner about the behavior and its effect on the workplace. Let a supervisor or HR know if it persists.
3. Related policies: Depending on the circumstances, these other polices may be considered.
   • 4.034 Sexual and Other Harassment
   • 4.39 Non-Violence

Campus Emergency Guide [PDF, 300.07 KB]

Campus Security and Crime Reporting [PDF, 322.59 KB]

EADA Survey [PDF, 891 KB] [PDF, 341.65 KB] and Completion Certificate [PDF, 81.70 KB]

Tuition and Fees and Net Price Calculator

Hazing Policy:

Highland Community College is committed to fostering a safe, healthy, and inclusive environment for all. College student groups (e.g. registered student organizations, intramural, club and athletic teams, and other recognized student groups) and individual students are prohibited from hazing. Students, student groups, and athletic teams are essential contributors to Highland’s mission, offering meaningful experiences that promote leadership, connection, and personal development. Acts of hazing undermine these core values and are prohibited under Illinois law. As such, Highland Community College forbids any form of hazing, whether conducted alone or in collaboration with others on or off campus.

Hazing is defined as any intentional, knowing, or reckless act committed by a person whether individually or in concert with others, against another person or persons regardless of the willingness of such other person or person to participate. This act is committed in the course of an initiation into, an affiliation with, or the maintenance of membership in, a student organization; and causes or creates a risk, above the reasonable risk encountered in the course of participation in the institution of higher education or the organization. Hazing includes acts that:

• Cause or create a risk of physical or psychological injury
• Result in humiliation, intimidation, or demeaning treatment
• Go beyond the reasonable risks typically encountered during participation in a Highland Community College Student Organization

Reporting:

Highland Community College encourages all members of the campus community who are aware of, have witnessed, or experienced conduct that they believe constitutes hazing to report the violation. Reporting options include:

• Code of Conduct Violation
• Report in person to Campus Security, Room H114
• Call the on-campus Security at 815-599-3652
• Report incident online using the Incident Reporting system on highland.edu
• Call 911

Investigating Incidents:

The Vice President/CSSO, Student Development & Support Services, or designee, will investigate and address reports of hazing violations in accordance with the Highland Community College Code of Conduct. In addition, reports of hazing may be investigated by the on-campus Security Department, with support from other law enforcement agencies, as outlined in of the Code of Conduct. All disciplinary actions and appeals will follow the procedures established in the Code of Conduct.

Illinois State Law – 720 ILCS 5/12C-50. Hazing

1. A person commits hazing when he or she knowingly requires the performance of any act by a student or other person in a school, college, university, or other educational institution of this State, for the purpose of induction or admission into any group, organization, or society associated or connected with that institution, if:

A. the act is not sanctioned or authorized by that educational institution; and
B. the act results in bodily harm to any person.

2. Sentence. Hazing is a Class A misdemeanor, except that hazing that results in death or great bodily harm is a Class 4 felony.

Campus Transparency Report:

An institution is not required to develop a Campus Hazing Report until the institution has a report and a finding of a hazing violation.

When one is reported and founded then the report must be posted on the College website with specific information and updated every 6 months.

HCC Release of Student Information [PDF, 405.70 KB]

An Eligible Student Guide to the Family Educational Rights and Privacy Act (FERPA) 

The Family Educational Rights and Privacy Act or FERPA (20 U.S.C. §1232g; 34 CFR Part 99) provides certain rights for parents regarding their children’s education records. When a student reaches 18 years of age or attends an institution of postsecondary education at any age, the student becomes an “eligible student,” and all rights under FERPA transfer from the parent to the student. This guide discusses an eligible student’s rights under FERPA. A companion document discussing parents’ rights under FERPA is available on our website at https://studentprivacy.ed.gov/resources/ferpa-general-guidance-parents. 

FERPA is a Federal law that is administered by the Student Privacy Policy Office (SPPO) in the U.S. Department of Education (Department). FERPA protects “education records,” which are generally defined as records that are directly related to a student and maintained by an educational agency or institution or by a party acting for the agency or institution. An “educational agency or institution,” hereinafter referred to as a “school,” generally means a school district, a public elementary or secondary school, or an institution of postsecondary education, such as a college or university. There are also a few exemptions to the definition of “education records,” such as law enforcement unit records and sole possession records. 

More information is available at https://studentprivacy.ed.gov/faq/what-records-are-exempted-ferpa. 

FERPA applies to all schools that receive funding under any program administered by the Department. Private and faith-based schools at the elementary and secondary levels generally do not receive such funding and are, therefore, generally not subject to FERPA. Private institutions of postsecondary education, however, generally do receive such funding (e.g., student aid under title IV of the Higher Education Act of 1965, as amended) and are, therefore, generally subject to FERPA. In addition, the confidentiality of personally identifiable information (PII) in the education records of students with disabilities is further protected by Part B of the Individuals with Disabilities Education Act (IDEA) (20 U.S.C. 1417(c) and 34 CFR §§ 300.610-300.626). The IDEA and its implementing regulations contain confidentiality provisions that are similar to, but broader than, FERPA, and cover students with disabilities who have turned 18 but are still eligible under IDEA. Depending on State law, the rights accorded to parents under IDEA Part B may not automatically transfer to the student when the student with a disability reaches 18 years old or attends an institution of postsecondary education at any age. The IDEA-FERPA crosswalk contains additional information comparing IDEA and FERPA and is available at https://studentprivacy.ed.gov/resources/ferpaidea-crosswalk. The rights provided by FERPA to an eligible student include, but are not limited to: 

• Access to Education Records 

Under FERPA, a school or State educational agency (SEA) must provide an eligible student with an opportunity to inspect and review their education records within a reasonable period of time, but not more than 45 calendar days following the receipt of a request. A school or SEA is generally not required to provide an eligible student with copies of education records unless circumstances effectively prevent an eligible student from exercising their right to inspect and review the education records. For example, if an eligible student who does not live within commuting distance of the school requests access to their education records, the school would be required to make other arrangements for the eligible student to inspect and review the requested records, or to provide a copy of the requested records. 

FERPA’s access provisions apply to education records maintained by educational agencies or institutions, including documents such as academic transcripts. While eligible students have a right to inspect and review their education records, including academic transcripts maintained by their schools, eligible students do not necessarily have a right to obtain a copy of such records under FERPA. 

• Amendment of Education Records 

Under FERPA, an eligible student has the right to seek amendment or correction of their education records that the eligible student believes to be inaccurate, misleading, or in violation of their rights of privacy. However, while a school is not required to amend an education record in accordance with an eligible student’s request, a school is required to consider the request for amendment, to inform the student of its decision, and, if the request is denied, to advise the student of their right to a hearing on the matter. If, as a result of the hearing, a school decides not to amend the education records, then the eligible student has the right to insert a statement in the record commenting on the contested information or stating why they disagree with the decision, or both. That statement must remain with the contested part of the education record for as long as the record is maintained and be included whenever the contested part is disclosed. 

While an eligible student has the right to seek to amend non-substantive factual errors in the student’s education records, the right is not unlimited. A school is not required by FERPA to afford an eligible student the right to seek to change substantive decisions made by school officials, such as substantive decisions made in the context of grades given to a student based on their performance, other evaluations of the student’s performance, or disciplinary decisions. 

• Disclosure of Education Records 

Under FERPA, a school generally may not disclose PII from an eligible student’s education records to a third party unless the eligible student has provided prior written consent. Even with the prior written consent of an eligible student, a school is not required by FERPA to disclose PII from education records to third parties. Accordingly, under FERPA, a school may have a policy of not disclosing PII from education records to third parties if the eligible student owes money to the school. There are several exceptions to FERPA’s general consent requirement, some of which are described below. Under these exceptions, schools are permitted to disclose PII from education records without consent to a third party, but they are not required to do so by FERPA. 

School Official 

FERPA allows “school officials,” including faculty and staff within an institution of postsecondary education, to access PII from education records without consent, provided the school has determined that they have a “legitimate educational interest” in the information. The school’s annual notification of rights under FERPA must specify the 

criteria for determining which parties are “school officials” and what the school considers to be a “legitimate educational interest.” Typically, a school official has a legitimate educational interest if the official needs to review an education record in order to fulfill their professional responsibility. 

Also, under the “school official” exception to the consent requirement, FERPA permits a school to disclose PII from education records to contractors (e.g., software/application vendors or lawyers), consultants (e.g., nutritional or information technology consultants), volunteers (e.g., student volunteers or tutors) or other third parties to whom the school has outsourced institutional services or functions, provided that the outside party: 

1. Performs an institutional service or function for which the school would otherwise use employees; 

2. Is under the direct control of the school with respect to the use and maintenance of education records; 

3. Is subject to the requirements in FERPA that PII from education records may be used only for the purposes for which the disclosure was made, and which govern the redisclosure of PII from education records; and 

4. Meets the criteria specified in the school’s annual notification of FERPA rights for being a school official with a legitimate educational interest in the education records. 

Seeks or Intends to Enroll 

Another exception to FERPA’s general consent requirement permits a school to disclose PII from an eligible student’s education records, without consent, to another school in which the student seeks or intends to enroll, or where the student is already enrolled, as long as the purpose of the disclosure is related to the student’s enrollment or transfer. A school that discloses education records under this exception must make a reasonable attempt to notify the eligible student of the disclosure, unless the disclosure is initiated by the student, or the school’s annual notification of rights under FERPA includes a notice that it forwards education records to other schools that have requested the records and in which the student seeks or intends to enroll or is already enrolled, as long as the 

disclosure is for purposes related to the student’s enrollment or transfer. A school that discloses education records under this exception also must provide the student, upon request, a copy of the records that were disclosed and, upon request, an opportunity for a hearing to amend the records that were disclosed. Under this exception, a school has the discretion to disclose academic, disciplinary, or any other PII from the student’s education records to the new school. Further, an eligible student does not, under FERPA, have the right to prevent a school from disclosing such PII from the student’s education records, or from communicating information about a student more generally, to the school in which the student seeks or intends to enroll. 

Directory Information 

FERPA also permits a school to disclose PII from an eligible student’s education records, without consent, when such information has been appropriately designated as “directory information,” and the eligible student has not opted out of the disclosure of such designated information. The FERPA regulations define “directory information” as 

information in a student’s education record that would not generally be considered harmful or an invasion of privacy if disclosed. Directory information may include information such as the student’s name, address, telephone number, email address, 

photograph, date and place of birth, major field of study, grade level, enrollment status (e.g., undergraduate or graduate, full-time or part-time), dates of attendance (i.e., the period of time during which the student attends or attended the school), participation in officially recognized activities and sports, weight and height of members of athletic teams, degrees, honors and awards received, and the most recent school attended. FERPA provides that a school may disclose, without consent, directory information if the school has given public notice to eligible students of the types of PII that it has designated as directory information and the process, including period of time, for eligible students to opt out of certain directory information disclosures. This notice is often included in the annual notification discussed below. For more information regarding directory information, visit https://studentprivacy.ed.gov/training/b-cs-student-directory-information. 

Dependent Student 

FERPA provides ways in which a school may share, without the consent of an eligible student, education records of the eligible student with their parents. Schools may, but are not required to, disclose any and all PII from education records to parents, without the consent of the eligible student, if the student is a “dependent student,” as that term is defined in Section 152 of the Internal Revenue Code. Generally, if either parent has claimed the student as a dependent on the parent’s most recent income tax return, a school may disclose the student’s education records to either parent, without the eligible student’s consent. 

This exception to FERPA’s general consent rule, where applicable, also permits institutions of postsecondary education to share, without the prior written consent of an eligible student, PII from education records of students who are enrolled in both a high school and the college or university (dually enrolled) with the parents of such dually enrolled students. In this situation, the parents retain the rights over the student’s education records maintained by the high school, if the student is under the age of 18 years, but the student retains the rights over the education records maintained by the college or university. 

Other Exceptions 

Provided certain conditions are met that are not included in the summary below, other exceptions to FERPA’s general consent requirement that permit the disclosure of PII from education records include, but are not limited to: 

• To authorized representatives of, among others, the U.S. Secretary of Education, as well as State and local educational authorities, for audit or evaluation of Federal- or State-supported education programs, or for the enforcement of or compliance with Federal legal requirements that relate to those programs; 

• In connection with financial aid for which the student has applied or received; 

• To organizations conducting studies for, or on behalf of, the school for the purposes of administering predictive tests, administering student aid programs, or improving instruction; 

• To the victim of an alleged perpetrator of a crime of violence or a non-forcible sex offense concerning the final results of a disciplinary hearing conducted by an institution of postsecondary education against the alleged perpetrator of such crime or offense with respect to the alleged crime or offense; 

• To any third party the final results, as described in FERPA regulations, of a disciplinary proceeding conducted by an institution of postsecondary education against a student who is the alleged perpetrator of a crime of violence or non-forcible sex offense if the student is found by the institution to have violated its rules or policies as a result of the disciplinary proceeding, as long as the disclosure does not include the name of any other student, including a victim or witness, without the written consent of that other student; 

• To comply with a judicial order or a lawfully issued subpoena; 

• In connection with a health or safety emergency; and 

• To a parent of a student at an institution of postsecondary education regarding the student’s violation of any Federal, State, or local law, or of any rule or policy of the institution, governing the use or possession of alcohol or a controlled substance, where the institution determines that the student has committed a disciplinary violation with respect to that use or possession, and the student is under 21 years of age at the time of the disclosure to the parent. 

Annual Notification of FERPA Rights 

Under FERPA, a school must annually notify eligible students of their rights under FERPA. The annual notification must include information regarding an eligible student’s right to inspect and review their education records, the right to seek to amend their records, the right to consent to disclosure of PII from their records (except in certain circumstances), and the right to file a complaint with SPPO regarding an alleged failure by a school to comply with FERPA. The notification must also inform eligible students of the school’s criteria for the terms “school official” and “legitimate educational interest” in certain instances. A school is not required to notify eligible students individually, but rather is required to provide the notice by any means that are reasonably likely to inform eligible students of their rights. These means could include publication in a school activities calendar, newsletter, student handbook, or on a school’s website. 

Complaints of Alleged Violations of FERPA 

Eligible students who believe that their FERPA rights may have been violated may file a complaint with SPPO at https://studentprivacy.ed.gov/file-a-complaint. SPPO will review the complaint to ensure that the complaint: 

• Is filed, in writing, by an eligible student who maintains FERPA rights over the education records that are the subject of the complaint; 

• Is submitted to SPPO within 180 days of the date of the alleged violation or of the date that the eligible student knew or reasonably should have known of the alleged violation; and 

• Contains specific allegations of fact giving reasonable cause to believe that a violation of FERPA has occurred. 

SPPO will then make a case-by-case determination of the best mechanism for resolving the complaint. Sometimes the action will be an investigation, while for other complaints, consistent with the statute and applicable regulations, we will take other appropriate actions, such as acting as an intermediary or providing resolution assistance. More information regarding our complaint process is available at https://studentprivacy.ed.gov/file-a-complaint. 

Additional Information 

For more information regarding FERPA and other student privacy issues, please visit our website at https://studentprivacy.ed.gov. 

If you have questions about FERPA that are not addressed here, you may also submit a question through our website at https://studentprivacy.ed.gov/contact, or write to SPPO for additional guidance at the following address: 

Student Privacy Policy Office 

U.S. Department of Education 400 Maryland Avenue, SW Washington, DC 20202-8520 

Financial Aid

Return of Title IV Funds Policy (Effective 7/1/2011)

Title IV funds are awarded to students under the assumption that the student will attend school for the entire payment period or period of enrollment for which the assistance was awarded. When a student fails to complete the payment period or period of enrollment, he or she may no longer be eligible for the full amount of Title IV funds the student was scheduled to receive. It is the policy of Highland Community College to determine the amount of earned and unearned portions of Title IV aid as of the date the student ceases attendance in accordance with federal regulations and the Return of Title IV funds as dictated in Volume 5 of the Student Aid Handbook.

In general a student ‘earns’ federal financial aid in direct proportion to the percentage of the payment period or period of enrollment they complete. For example if the student completes 25% of the payment period or period of enrollment, the student earns 25% of the federal financial aid scheduled to be received. Students completing 60% of the payment period or period of enrollment are considered to have earned 100% of the federal financial aid he or she was scheduled to receive. Completion of a module course (8 or 5 week course) does not prevent a student from being subject to the Return of Title IV calculation. Students who have received more aid than what has been earned are notified in writing the amount of unearned aid he or she must repay. In the event the student has received less aid than the amount he or she has earned, the student is eligible to receive those funds. Students are notified in writing of any action needed to accept the funds.

Title IV Funds to be returned

In accordance with federal regulations, unearned Title IV financial aid is returned by Highland Community College in the following order: Direct Unsubsidized Stafford loans, Direct Subsidized Stafford loans, PLUS, Pell grants, FSEOG and other Title IV assistance. Withdrawal Date The last date of attendance as reported by the instructor is the withdrawal date used in the Return of Title IV funds calculation. This policy is a Department of Education Title IV financial aid policy, and does not replace the official Tuition Refund policy of Highland Community College.

Billpay

Reporting Academic and Conduct Concerns

Highland Community College Information Technology Services Acceptable Use Guidelines

Updated April 2012

Highland Community College provides technology resources to support its educational mission, community values, and institutional programs. Access to these resources is a privilege extended to faculty, staff, students, trustees, alumni, partners, and affiliates, and carries the expectation of responsible use.

Users are expected to comply with all College policies, state and federal laws, and licensing agreements. The College reserves the right to monitor technology use and enforce penalties or terminate access if guidelines are violated.

No user should expect privacy when using College technology resources, except where protected by law.

User and Staff Responsibilities:

• Use technology responsibly and respectfully.
• Protect account credentials and personal data.
• Comply with security, copyright, FERPA, HIPAA, and related laws.
• Store institutional data on approved network drives.
• Follow policies for public computing facilities and web publishing.

Examples of Violations:

• Unauthorized access or hacking.
• Sharing passwords.
• Spreading malware.
• Harassment or misuse of email.
• Installing unauthorized software.
• Posting illegal or offensive content.
• Running unauthorized servers or commercial activities.

Social Media Guidelines:

• Employees must maintain professional standards online, protect confidentiality, avoid misrepresentation, and seek approval for official College accounts.
• Payment Card Industry (PCI) Compliance:
• Staff handling credit card transactions must be authorized, use approved locations, and follow PCI security requirements.

For questions, contact Information Technology Services at 815-599-3628 or callcenter@highland.edu.

Illinois Sex Offender Information

SaVE Act

Resources and Rights for Victims of Sexual Misconduct

Highland Community College believes members of the College community and visitors should have a learning environment free of sexual misconduct, including domestic violence, dating violence, sexual assault and stalking. College procedures pertaining to sexual misconduct are contained in the comprehensive policy. The College’s first concern is for the safety and wellbeing of individuals in our campus community who have been the target of any act of gender based or other sexual misconduct. Victims have a number of reporting and assistance options:

• Victims of sexual misconduct may obtain a forensic medical examination at no cost pursuant to the Sexual Assault Survivors Emergency Treatment Act. The nearest facility to campus with this service is FHN Hospital at 1045 West Stephenson Street, Freeport, IL. The hospital’s telephone number is 815‐599‐6000.
• The College will provide assistance in making reports to law enforcement at a student or visitor’s request. Individuals on campus may report to a Stephenson County Sheriff’s Sergeant or Deputy assigned to the campus. The Stephenson County Sheriff’s Sergeant/Deputy assigned to campus may be contacted at (815) 599‐3652.
• Anonymous reporting is available by using the online incident reporting form: https://publicdocs.maxient.com/incidentreport.php?HighlandCC
• Confidential reporting is available by using the College’s incident reporting form to submit a confidential report. This report will be sent to VOICES of Stephenson County Counselor Barb Wells. The counselor will listen and identify resources or explain options available to persons who make a confidential report. DISCUSSING OPTIONS DOES NOT CONSTITUTE AN OFFICIAL COLLEGE REPORT AND WILL NOT, ABSENT FURTHER CONSENT AND REPORTING, RESULT IN INVESTIGATION BY THE COLLEGE.
• Formal reports by a victim or bystander (third party) to a College official: When a report of an incident of sexual misconduct or violence is made by a student it will be investigated by the Title IX Coordinator or a deputy investigator. Reports of incidents by College employees may be made to the Title IX Coordinator or filed electronically. If the Title IX Coordinator is the offending person, reports may be made to the Director of Human Resources (deputy investigator) who will investigate the complaint. Incidents may be reported in the following ways:
  • Leave a private voice message for the Title IX Coordinator;
  • Send a private email to the Title IX Coordinator;
  • Mail a letter to the Title IX Coordinator’s office;
  • Visit the Title IX Coordinator (although it is best to make an appointment first to ensure availability);
  • Reporting to another trusted college official (e.g., faculty member, coach, advisor) who will then provide information as required under the policy to the Title IX Coordinator.
  • File a report through the online incident reporting system at https://publicdocs.maxient.com/incidentreport.php?HighlandCC

Title IX Coordinator Vice President of Student Development and Support Services Liz Gerber M-101 (815) 599-3531

Title IX Deputy Investigator Director of Human Resources Karen Brown H-232 (815) 599-3402

Title IX Deputy Investigator Coordinator of HRIS Christie Lewis H-243 (815) 599- 3609

Title IX Deputy Investigator Manager of Career Services Anthony Musso H-109 (815) 599-3597

Reporting to a Community Based Sexual Assault Crisis Center:

• Stephenson County, the crisis hotline is available 24 hours a day, 7 days a week: Sexual Assault Crisis Line: 815‐232‐7200 Domestic Violence Crisis Line: 815‐235-1641 1401 Crestwood Dr. Freeport, IL 61032 http://voicesofsc.org/
• Jo Daviess County, the crisis hotline is available 24 hours a day, 7 days a week Galena Sexual Assault: 1‐888‐707‐8155
• Galena Domestic Violence: 1‐815‐777‐3680 http://www.riverviewcenter.org/
• Carroll County, the crisis hotline is available 24 hours a day, 7 days a week Mt. Carroll Sexual Assault: 1‐877‐273‐7772
• Mt. Carroll Domestic Violence: 1‐815‐244‐1320 http://www.riverviewcenter.org/ In Ogle County, the crisis hotline is available 24 hours a day, 7 days a week HOPE of Ogle County Domestic Violence Services: (815) 562‐8890
• Contact a National Hotline Sexual Assault and Abuse: Sexual Assault Hotline: (815) 758‐7922 Suicide Hotline: 24‐Hour Suicide Hotline (1‐800‐SUICIDE) (800) 784‐2433 National Center for Victims of Crime: (800) 394‐2255 National Domestic Violence Hotline: Illinois Domestic Violence Hotline (800) 799‐SAFE (877) 863‐6338

Victim Rights on Campus

Students and bystanders who report sexual assault or sexual misconduct have should expect to have the following rights observed on the HCC campus:

• To the extent necessary the college may take interim measures to assist or protect the parties during the inquiry or investigation process, as deemed necessary and when appropriate with the alleged victim’s consent. Such interim measures may include issuing a campus no contact order, arranging counseling, and modifying test schedules or other class requirements on a temporary basis.
• Highland prohibits any form of retaliation against any individual for reporting, providing information, exercising one’s rights or responsibilities under this policy, or otherwise being involved in the process of responding to, investigating, or addressing allegations of sexual assault, dating violence, domestic violence or stalking.
• The College will provide assistance in reporting to law enforcement if requested.
• It is the express policy of the College that individuals who report incidents in good faith will receive immunity from disciplinary procedures for student code of conduct violations committed by them that become known as a result of investigation by the College, except in the case of egregious misconduct.
• The College will investigate official reports in a timely manner following the process outlined in the procedures, which includes providing opportunities for a complainant, victim, and respondent to present evidence and witnesses and to have an advisor present for the purpose of providing guidance to the individual.
• Both parties shall be informed of the outcome of any disciplinary proceeding.
• The College recognizes that victims, witnesses and those accused have reasonable expectations of confidentiality and sensitivity in the investigation of sexual misconduct allegations. The College will endeavor to honor and respect such privacy/ confidentiality within the parameters of the law. For example, the Title IX Coordinator or investigator is required to disclose certain information to the alleged victim, complainant, accused or witnesses as necessary to give fair notice of the allegations and to conduct the investigation; to other college officials as necessary for coordinating interim measures or for health, welfare, and safety reasons; and to government agencies who review the college’s compliance with federal law.
• The written investigation report and any written decision will be disclosed within seven days of the decision to the alleged victim, complainant, respondent, Title IX Coordinator, the appointed hearing board and/or College president or designee for the purpose of adjudicating the complaint, and vice president of student development and college officials as necessary to prepare for subsequent proceedings (e.g., legal counsel or due process hearings).

4.034 Sexual and Other Harassment (Revised 12/17/13)

Reports of sexual or other harassment may be filed using the Incident Reporting Form

Harassment of any kind is not acceptable at Highland Community College whether it is sexual harassment or on the basis of age, color, disability, ethnic or national origin, gender, race, religion or sexual orientation, or any other legally protected classification. Highland Community College is committed to respecting all individuals. Highland Community College is also committed to the free and dynamic discussion of ideas and issues.

This policy against harassment shall be applied in a manner that protects the academic freedom and freedom of expression of all parties to a complaint. Academic freedom and freedom of expression include but are not limited to the expression of ideas in the classroom. Instructional freedom will include appropriate latitude for pedagogical decisions concerning the topics discussed and methods used to draw students into discussion and full participation. Classroom discussion of alternative ideas or controversial points of view on related topics shall not be considered harassment.

Sexual Harassment:

College employees, students, and third persons are prohibited from sexually harassing other employees, students, or third persons. For purposes of this policy, third persons include any person other than College employees and students, on College property, at any College-sponsored activities or at any activity which bears a reasonable relationship to the College. Sexual harassment is illegal under both state and federal law and objectionable under any circumstance.

Definitions of Sexual Harassment:

1. In the case of sexual harassment of an employee by another employee or third person, sexual harassment means:

a. Any unwelcome sexual advances toward an employee; or

b. Any request by an employee or third person to an employee for sexual favors; or

c. Any conduct of a sexual nature or any verbal, written, visual, or physical conduct based on sex when:

(1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, or

(2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or

(3) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive environment.

2. In the case of sexual harassment of a student by an employee or third person, sexual harassment means:

Any sexual advance by an employee or third person toward a student; or

a. Any request by an employee or third person to a student for sexual favors; or

b. Any acceptance by an employee or third person of a sexual advance or request for sexual favors from a student; or

c. Any conduct of a sexual nature or any verbal, written, visual, or physical conduct based on sex by an employee or third person directed toward a student when:

(1) the student’s submission to such conduct is either explicitly or implicitly a term or condition of the student’s grade or the student’s participation in any College-sponsored activity; or

(2) submission to or rejection of such conduct by a student is used as the basis for decisions concerning the student’s grade or the student’s participation in any College-sponsored activity; or

(3) such conduct has the purpose or effect of unreasonably interfering with a student’s performance or creating an intimidating, hostile or offensive collegiate environment.

3. In the case of sexual harassment of a student or employee by a student, sexual harassment means:

a. Any sexual advance by a student toward an employee; or

b. Any request by a student to an employee for sexual favors from the employee; or

c. Any conduct of a sexual nature or any verbal, written, visual, or physical conduct based on sex by a student directed toward an employee when such conduct has the purpose or effect:

(1) of unreasonably interfering with an employee’s work performance or creating an intimidating, hostile or offensive environment, or

(2) of influencing either the student’s grade or participation in any College-sponsored activity; or

d. Any conduct of a sexual nature or any verbal, written, visual, or physical conduct based on sex by a student directed toward another student when:

(1) such conduct has the purpose or effect of creating a Collegiate environment that is intimidating, hostile or offensive, or

(2) such conduct is continued by the student after the request of the other student to stop such conduct because it is intimidating, hostile or offensive to the other student. The determination of whether the conduct of a student is intimidating, hostile or offensive is made by the College administration.

4. In the case of sexual harassment of a third person by an employee or student, sexual harassment means:

a. Any unwelcome sexual advances by an employee or student toward a third person; or

b. Any request by an employee or student for sexual favors from the third person; or

c. Any conduct of a sexual nature or any verbal, written, visual or physical conduct based on sex when:

(1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s participation in a College-related activity, or

(2) submission to or rejection of such conduct by an individual is used as the basis for decisions concerning the individual’s participation in a College-related activity, or

(3) such conduct has the purpose or effect of unreasonably interfering with an individual’s performance in a College-sponsored activity or creating a College environment that is intimidating, hostile or offensive. For purposes of this section, a College-related activity includes an activity on College grounds involving College facilities, staff or students, any College-sponsored activity and any activity which bears a reasonable relationship to the College.

5. Sexual harassment prohibited by this policy includes intentional and/or unwelcome verbal, written, visual, or physical conduct that tends to be severe or repetitive in nature. Some conduct obviously constitutes sexual harassment – such as a threat that a grade or promotion will depend on submission to a sexual advance. But whether particular conduct constitutes sexual harassment will often depend upon the specific context of the situation, including the participants’ reasonable understanding of the situation, their past dealings with each other, the nature of their professional relationship (e.g., supervisor-subordinate, faculty-student, student-student, colleague, etc.) and the specific setting. The inquiry can be particularly complex in an academic community, where the free and open exchange of ideas and viewpoints preserved by the concept of academic freedom may sometimes prove distasteful, disturbing or offensive to some.

Some examples of sexual harassment are:

• sexual advances
• touching of a sexual nature
• graffiti of a sexual nature
• displaying or distributing sexually explicit drawings, pictures and written materials
• sexual gestures
• sexual or “dirty” jokes
• pressure for sexual favors
• touching oneself sexually or talking about one’s sexual activity in front of others
• spreading rumors about or rating other individuals as to sexual activity or performance

The terms intimidating, hostile or offensive as used above include, but are not limited to, conduct which has the effect of humiliation, embarrassment or discomfort. Sexual harassment will be evaluated in the light of all of the circumstances.

Definition of Other Harassment:

Harassment is the creation of a hostile or intimidating environment in which verbal, written, visual or physical conduct, because of its severity and/or persistence, is likely to interfere unreasonably with an individual’s work or education, such conduct being directed at an individual because of race, national origin, disability, age, religion, sexual orientation or other legally protected classification.

Internal Reporting Procedures:

It is the express policy of the College to encourage victims of sexual or other harassment to come forward with such claims. We encourage employees to report harassment to management before it becomes severe or pervasive. In order to conduct an immediate investigation, any incident of sexual or other harassment should be reported as quickly as possible, in confidence, as follows:

1. Employees:

Employees are encouraged to report any incidents of sexual or other harassment to the Associate Vice President of Human Resources (Affirmative Action Officer and Investigator). If the Associate Vice President of Human Resources is the offending person, the report should be made to the Director of Adult Education (Investigator) or the Associate Vice President of Student Services (Title IX Coordinator and Investigator) who will investigate the complaint. The investigator will meet with the complainant, the alleged offender, and any potential witnesses in order to investigate the complaint.

2. Students:

Students are encouraged to report any incidents of sexual or other harassment to the Associate Vice President of Student Services (Title IX Coordinator and Investigator). If the complaint involves the Associate Vice President of Student Services, the report should be made directly to the Director of Adult Education (Investigator) or the Associate Vice President of Human Resources (Affirmative Action Officer and Investigator) who will investigate the complaint. The investigator will meet with the complainant, the alleged offender, and any potential witnesses in order to investigate the complaint.

3. Third Persons:

Third persons are encouraged to report any incidents of sexual or other harassment to the Associate Vice President of Human Resources (Affirmative Action Officer and Investigator). If the Associate Vice President of Human Resources is the offending person, the report should be made to the Associate Vice President of Student Services (Title IX Coordinator and Investigator) or the Director of Adult Education (Investigator). The investigator will meet with the complainant, the alleged offender, and any potential witnesses in order to investigate the complaint.

Complaint and Investigation:

Any person who believes that he or she has been subjected to harassment prohibited by this policy or who becomes aware of conduct that may violate this policy should immediately report the harassment as follows:

1. An employee or third party who believes he/she has been harassed must file a written and signed complaint with the Associate Vice President of Human Resources (AAO) within 45 days of the date of the alleged event or incident. A student who believes he/she has been harassed must file a written and signed complaint with the Associate Vice President of Student Services (Title IX Coordinator) within 45 days of the date of the alleged event or incident.

2. The College may offer alternative dispute resolution (ADR) which shall be completed within 30 days from the receipt of the written complaint. ADR resolution will include:

a. Explanation of the rights and responsibilities of the aggrieved and the procedures for filing a complaint;

b. Review and determination of the legal basis of the issues being raised in the complaint;

c. Seeking resolution of the matter;

d. Documenting the resolution or advising the complainant of his/her right to file a formal complaint within 15 days after receipt of the ADR report;

e. Preparing a report on the ADR process.

3. If the conflict is not resolved during the ADR process:

a. The complainant must file a written and signed complaint within 15 days following receipt of the ADR report;

b. The written complaint must be sufficiently precise to:

i. identify the aggrieved individual;

ii. identify the agency or individuals responsible for the basis;

iii. identify the basis or bases of discrimination/harassment;

iv. describe the actions or practices deemed harassment and/or discriminatory.

c. The College must acknowledge receipt of the complaint in writing;

d. The College will notify the complainant of the appeal process.

4. The College has the right to dismiss a complaint in its entirety for any of the following reasons:

a. The complainant fails to state a claim;

b. The claim is moot or under adjudication elsewhere;

c. The complainant failed to file the complaint within the time frame allotted;

d. The complainant cannot be located or has not responded to a request for relevant information if the record does not already contain sufficient information;

e. The complaint is part of a clear pattern of misuse of the process.

5. The investigation will include a written record of testimony; all testimony will be sworn; the investigating officer will be entitled to any and all College documents, recordings, emails or information requested by a Request for Information that may pertain to the investigation; and the investigating officer may extend the time of the investigation by up to 30 days if necessary to complete the investigation.

6. The College President or designee shall be informed of every written reported incident of sexual or other harassment.

Confidentiality:

A reasonable effort will be made to promptly investigate any allegation of sexual or other harassment in a confidential manner to the extent appropriate or required by law. All parties participating in the investigation will treat all documents and conversations as confidential. Breaches of confidentiality may be subject to disciplinary action. Requests not to investigate complaints cannot be honored.

Written Report:

Within ten school days or “a reasonable time” from the date the written complaint was received, the investigator(s) will produce a report on the investigation to the College President or designee, or the Chair of the College’s Board of Trustees if the College President is the offending person, which will include at a minimum the following:

1. the date the complaint was received;

2. the complainant’s name;

3. the name of each alleged offender and a description of all conduct that gave rise to the complaint (written, signed statements by complainants describing relevant events should be obtained whenever possible);

4. a statement detailing the alleged offender’s response to the allegations (written, signed statements by the alleged offender should be obtained whenever possible);

5. a statement detailing the scope of the investigation undertaken, including the names of all witnesses interviewed and the results of the interviews.

Within five school days or “a reasonable time” after the written report is completed, the College President, or the Chair of the Board of Trustees if the College President is the offending person, will evaluate the report of the investigator(s) to determine the validity of the complaint. If a complaint is found to be valid, disciplinary action appropriate to the action will be taken. This is not a legal proceeding, so the College will not award any compensation to a victim of harassment.

Disciplinary Action:

1. Any College employee who is determined, after an investigation, to have engaged in sexual or other harassment in violation of this policy will be subject to disciplinary action up to and including discharge, consistent with:

(a) established disciplinary procedure as outlined in the myHCC Staff portal if the employee is an administrative, or classified employee, or a part-time faculty, or

(b) contractual rights and obligations as outlined in the collective bargaining agreement with the HCC Faculty Senate Local 1957 up to and including arbitration if the employee is a faculty member covered by such agreement, or

(c) contractual rights and obligations as outlined in the collective bargaining agreement with the HCC Custodial and Maintenance Council Local 1957 up to and including arbitration if the employee is a custodial or maintenance worker. Referral to the appropriate law enforcement agencies will be made in appropriate cases.

2. Any student of the College who is determined, after an investigation, to have engaged in sexual or other harassment in violation of this policy will be subject to disciplinary action, including, but not limited to, suspension and expulsion consistent with the College’s Student Code of Conduct. Referral to the appropriate law enforcement agencies will be made in appropriate cases.

3. Any third person who is determined, after an investigation to have engaged in sexual or other harassment in violation of this policy may be subject to restriction from participation in activities on College property, at College-sponsored activities or at any College-related activity. Referral to the appropriate law enforcement agencies will be made in appropriate cases.

Knowingly Filing False or Malicious Complaints:

Any person who knowingly makes a false accusation regarding sexual or other harassment will likewise be subject to disciplinary action as outlined previously in this section of the policy.

Retaliation:

The College prohibits retaliation against a person because the person has opposed that which he or she believes to be sexual or other harassment or because he or she has made a charge, filed a complaint, testified, assisted or participated in an investigation, proceeding or hearing regarding sexual or other harassment. In addition, the College prohibits retaliation against the alleged offender by the accuser or other parties.

Disciplinary action as outlined under the “Disciplinary Action” Section #1 of this policy will not be considered retaliation.

Retaliation is illegal under State and Federal Law and includes, but is not limited to, any form of intimidation, reprisal or harassment. A person engaging in retaliatory conduct shall be subject to disciplinary action as outlined under the “Disciplinary

Action” Section of this policy with regard to employees and students, or possible restriction from participation in campus and/or College-related activities, with regard to third persons.

Resolution Outside the College:

It is hoped that sexual or other harassment complaints and incidents can be resolved within the College. However, employees, students, or third persons have legal recourse to the investigative and complaint process available through the Illinois Department of Human Rightsand/or the Equal Employment Opportunity Commission. Complaints filed with these agencies must be filed within the agency’s deadline based on when the last harassing or discriminating action occurred. These deadlines are not based on the date the College determines the outcome of a claim filed with the College. The Illinois Department of Human Rights and the Equal Employment Opportunity Commission may be contacted as follows:

Illinois Department of Human Rights 100 West Randolph Street, 10th Floor Intake Unit Chicago, IL 60601 Telephone (312) 814-6200 or (866) 740-3953 (TTY)

www2.illinois.gov.dhr

Equal Employment Opportunity Commission 500 West Madison Street, Suite 2000 Chicago, IL 60661 Telephone (312) 353-2713; (800) 669-4000; or (312) 869-8001 (TTY) www.eeoc.gov

Policy Communication:

Information on this policy will be distributed in the College’s Policy Manual, Faculty Handbook, College Catalog, the College website, and via posters and brochures placed around campus. Students registered in the First Year Experience classes will receive information related to this policy. New employees will be required to read the policy, sign an acknowledgement form that they have read the policy, and attend an informational session on harassment. Employees are encouraged to report any evidence of sexual or other harassment in the workplace whether they are victims or if they witness such harassment. Managers are required to report any known or reported harassment and will be trained to recognize and take action against harassment of any kind.

Sexual Misconduct and Violence

Reports of sexual or other harassment may be filed using the Incident Reporting Form

Highland Community College prohibits sexual assault, dating violence, domestic violence, and stalking. Such conduct violates the values and principles of our institution and disrupts the learning and working environment for students, faculty, staff, and other community members. Any attempt by a student, employee or volunteer of Highland, or those on

Highland property, to commit an act identified in this policy, as well as assisting or willfully encouraging any such act, is considered a violation of this policy.

Highland Community College definitions for the purposes of enacting this policy include:

Sexual Misconduct can include any form of sexual harassment, sexual assault, domestic violence, dating violence, or stalking.

Sexual Harassment is illegal under both state and federal law and objectionable under any circumstance. It is the College’s policy that no member of the College community may sexually harass any other member of the College community as identified in policy 4.034.

Consent is an affirmative, unambiguous and freely given agreement to the act of sexual penetration or sexual conduct. Use of alcohol, drugs, or other intoxicants does not diminish one’s responsibility to obtain consent. Consent must be knowing and voluntary. To give consent, a person must be awake, of legal age, and have the capacity to reasonably understand the nature of his/her actions. An individual’s manner of dress can not independently provide consent. Consent cannot be given by an individual who is mentally or physically incapacitated through the effect of drugs, alcohol or other intoxicants or for any other reason. Consent cannot be given when it is coerced, forced, or obtained by use of duress, fear, threats, or violence. Consent is not implied by the existence of a prior or current relationship, participation in prior sexual activity, or the lack of any verbal or physical resistance. Consent to engage in sexual activity may be withdrawn at any time and is automatically withdrawn by a person who is no longer capable of giving consent.

Sexual Assault is any type of sexual contact or behavior that occurs without consent of the recipient of the unwanted sexual activity. Falling under the definition of sexual assault is sexual activity such as forced sexual intercourse, sodomy, child molestation, incest, fondling, and attempted rape. It includes sexual acts against people who are unable to consent either due to age, incapacity, or physical or mental disabilities.

Domestic Violence is defined as abusive behavior that is used by an intimate partner to gain or maintain power and control over the other intimate partner. Domestic violence can be physical, sexual, emotional, economic, or psychological actions or threats of actions that influence another person. It includes any behaviors that are intended to intimidate, manipulate, humiliate, isolate, frighten, terrorize, coerce, threaten, blame, hurt, injure, or wound someone.

Any person who hits, chokes, kicks, threatens, harasses, or interferes with the personal liberty of another family or household member has violated Illinois domestic violence law. Illinois law states that domestic violence is physical abuse, harassment, forcible actions, or interference with the personal liberty of another family or household member (including but not limited to spouses, former spouses, dating partners, and people who share a home, such as roommates).

Dating Violence means violence committed by a person who is or has been in a social relationship of a romantic or intimate nature with the victim and is a pattern of behavior in any relationship that is used to gain or maintain power and control over an intimate partner. Dating violence is a form of domestic violence and is also known as intimate partner violence.

Stalking is committed when a person (a) engages in a course of conduct directed at a specific person, and the conduct would cause that person to fear for his or her safety or the safety of another, or suffer other emotional distress; (b) follows/observes a person on at least two separate occasions and transmits a threat, or causes fear of bodily harm, sexual assault, confinement, or restraint of that person or a family member; or (c) has previously been convicted of stalking and on one occasion follows/observes that same person and transmits a threat of bodily harm, sexual assault, confinement, or restraint to that person or a family member.

Reporting Procedures:

It is the express policy of the College to encourage victims of sexual misconduct, regardless of where the incident occurred, to come forward with such claims. Claims not involving Highland students, employees, volunteers, or not occurring on Highland property, should be reported to law enforcement. In order to permit Highland to perform an investigation of incidents involving students, staff, or those on college property, any incident of sexual misconduct should be reported as follows:

1. Formal Reporting by a Victim or Bystander (third party) Reporting to a College Official:

When a report of an incident of sexual misconduct or violence is made by a student it will be investigated by the Title IX Coordinator or a deputy investigator. Reports of incidents by College employees may be made to the Title IX Coordinator or filed electronically. If the Title IX Coordinator is the offending person, reports may be made to the Director of Adult Education (investigator) or the Associate Vice President of Human Resources (investigator) who will investigate the complaint. Incidents can be reported in the following ways:

• Leave a private voice message for the Title IX Coordinator;
• Send a private email to the Title IX Coordinator;
• Mail a letter to the Title IX Coordinator’s office;
• Visit the Title IX Coordinator (although it is best to make an appointment first to ensure availability);
• Reporting to another trusted college official (e.g., faculty member, coach, advisor) who will then provide information as required under the Policy to the Title IX Coordinator.
• File a report through the online incident reporting system at https://publicdocs.maxient.com/incidentreport.php?HighlandCC

2. Anonymous Reporting:

Anonymous reporting may be made through the College’s incident reporting system available on the College web site at: https://publicdocs.maxient.com/incidentreport.php?HighlandCC

The College will investigate anonymous reports, to the extent possible, in an effort to end disruptions of the learning environment and attempt prevent future sexual misconduct.

3. Confidential Reporting:

4. Individuals who desire to confidentially discuss an occurrence of sexual misconduct, harassment, sexual violence, or stalking, may confidentially report such occurrences to certain individuals. These individuals, unless otherwise required by law to report such matters (e.g. Mandatory Reporters for Abuse/ Neglect under state law) can provide confidential advice and assistance.

Confidential reporting is available through the HCC Counseling Center (Kami Himes, LCPC) during regularly posted hours of operation, by leaving a message at (815) 599-3654 or by email at counseling@highland.edu.

These individuals will listen and identify resources or explain options available to those persons who make a confidential report. They can also supply the individual with information regarding medical care and the range of options available to them for reporting or seeking help from law enforcement. DISCUSSING OPTIONS WITH THESE INDIVIDUALS DOES NOT CONSTITUTE AN OFFICIAL COLLEGE REPORT AND WILL NOT, ABSENT FURTHER CONSENT AND REPORTING, RESULT IN INVESTIGATION BY THE COLLEGE.

5. Reporting to law enforcement:

Victims are strongly encouraged to report t incidents of sexual misconduct or violence to law enforcement. If requested the College will provide assistance in making reports to law enforcement. Students may also report to a Stephenson County Sheriff’s Sargent or Deputy assigned to the campus.

Reports will also be made to the Title IX Coordinator by law enforcement assigned to campus. The Stephenson County Sheriff’s Sargent/Deputy may be contacted at (815) 599-3652.

6. Reporting to a Community Based Sexual Assault Crisis Center:

• Stephenson County, the crisis hotline is available 24 hours a day, 7 days a week, at Sexual Assault Crisis Line: 815-232-7200 Domestic Violence Crisis Line: 815-235-1641 1401 Crestwood Dr. Freeport, IL 61032 http://voicesofsc.org/
• Jo Daviess County the crisis hotline is available 24 hours a day, 7 days a week, at Galena Sexual Assault 1-888-707-8155
• Galena Domestic Violence 1-815-777-3680 http://www.riverviewcenter.org/
• Carroll County the crisis hotline is available 24 hours a day, 7 days a week, at Mt. Carroll Sexual Assault 1-877-273-7772
• Mt. Carroll Domestic Violence 1-815-244-1320 http://www.riverviewcenter.org/
• The National Domestic Violence Hotline 1-800-799-SAFE (7233) http://www.thehotline.org/

Confidentiality of Complaints and Reports

The College recognizes that victims, witnesses and those accused have reasonable expectations of confidentiality and sensitivity in the investigation of sexual misconduct allegations. The College will endeavor to honor and respect such privacy/ confidentiality within the parameters of the law. For example the Title IX Coordinator or investigator is required to disclose certain information to the alleged victim, complainant, accused or witnesses as necessary to give fair notice of the allegations and to conduct the investigation; to other college officials as necessary for coordinating interim measures or for health, welfare, and safety reasons; and to government agencies who review the college’s compliance with federal law. The written investigation report and any written decision will be disclosed within seven days of the decision to the alleged victim, complainant, respondent, Title IX Coordinator, and College president or designee for the purpose of adjudicating the complaint, and vice president for student development and college officials as necessary to prepare for subsequent proceedings (e.g., legal counsel or due process hearings).

Immediate Care, College Response and Interim Measures

Victims of sexual misconduct may obtain a forensic medical examination at no cost pursuant to the Sexual Assault Survivors Emergency Treatment Act. The nearest facility to campus with this service is FHN Hospital at 1045 West Stephenson Street, Freeport, IL. The hospital’s telephone number is 815-599-6000.

The College will provide victims and complainants with written information about the survivor’s rights and options. To the extent necessary the college may take interim measures to assist or protect the parties during the inquiry or investigation process, as deemed necessary and when appropriate with the alleged victim’s consent. Such interim measures may include arranging for changes in class schedules, issuing a campus no-contact order, arranging counseling, and modifying test schedules or other class requirements on a temporary basis.

Retaliation

Highland prohibits any form of retaliation against any individual for reporting, providing

information, exercising one’s rights or responsibilities under this policy, or otherwise being involved in the process of responding to, investigating, or addressing allegations of sexual assault, dating violence, domestic violence or stalking.

Complaint Response and Investigation

The College will provide assistance in reporting to law enforcement (if requested) and will investigate complaints made regarding violations of this policy in a timely manner using the process outlined below:

A person who has experienced, witnessed, or otherwise knows of sexual misconduct in violation of this Policy may file a Formal Complaint by contacting the Title IX Coordinator. A formal complaint may be made either orally or in writing.

Consistent with obligations of due process a copy of the Formal Complaint will be shared with the accused (Respondent) within five (5) working days of receipt by the Title IX Coordinator. The Respondent will be put on notice that retaliation against the Complainant, Alleged Victim, or potential witnesses will not be tolerated and that an investigation will be conducted.

The Respondent will be given an opportunity to provide a written response to the Formal Complaint within fifteen (15) calendar days of his or her receipt of the Formal Complaint.

The Title IX Coordinator and investigators will:

• Designate an investigator to conduct a fact-finding investigation, which will include, at a minimum, a review of written evidence (including the Complaint and response) and interviews with appropriate employees, students, and witnesses. The Title IX Coordinator may serve as investigator;
• Determine the identity and contact information of the Complainant;
• Identify the correct policies allegedly violated;
• Conduct a thorough, reliable, and impartial investigation including attempts to interview the respondent and witnesses;
• Provide opportunities for a complainant, victim and respondent to present evidence and witnesses;
• Allow the complainant, victim and respondent to have an advisor present. Advisors may not speak for the individual or act as an advocate during the process, but are permitted solely for the purpose of providing guidance to the individual;
• Complete the investigation promptly (within 60 calendar days, unless—owing to the complexity of the investigation or the severity and extent of the alleged conduct–more time is necessary to complete the investigation);
• Present findings based on the preponderance of evidence; and
• Present the findings to the Title IX Coordinator, who will deliver the findings, in writing, within ten (10) working days, to the President or designee.

The President shall accept, reject, or modify the recommendation using a preponderance of the evidence standard and provide a written notification of the decision, along with the findings presented by the Title IX Coordinator, to the Complainant, Alleged Victim, and Respondent within fifteen (15) calendar days of receiving the findings and recommendation from the Title IX Coordinator. Any student of the College who is determined, after an investigation, to have engaged in sexual misconduct or violence in violation of this policy is subject to disciplinary action, including, but not limited to, suspension and expulsion consistent with the College’s Student Code of Conduct, and where appropriate or requested by a complaining party, referral to law enforcement..

The respondent, complainant and victim have a right to timely appeal if the party alleges a procedural error occurred, new information exists that would substantially alter the findings, or alleges that the sanction is disproportionate to the violation. To appeal the decision of the president, a letter must be submitted in writing to the Title IX Coordinator who will convene the sexual misconduct judicial review panel. A decision will be issued by the review board within seven days of the conclusion of the panel’s review. The panel has the authority to interview the complainant, victim or respondent, as well as witnesses, investigators and the adjudicator in conducting the review. The victim, respondent and complainant cannot be compelled to testify in one another’s presence, but will be given the opportunity to hear the testimony of the other party and to respond to such testimony.

Amnesty Clause

It is the express Policy of the College that individuals who report incidents in good faith will receive immunity from disciplinary procedures for student code of conduct violations committed by them that become known as a result of investigation by the College, except in the case of egregious misconduct. Any person who knowingly makes a false accusation regarding sexual misconduct or violence will be subject to disciplinary action. This is not a legal proceeding, so the College will not award any compensation to a victim.

POLICY 3.28 PROHIBITION OF SEX-BASED MISCONDUCT

I. Policy Statement

Highland Community College is committed to maintaining a safe and healthy educational and employment environment that is free from discrimination, harassment and other misconduct on the basis of sex, which includes sexual orientation and gender-related identity. The College prohibits all forms of sex-based misconduct, including but not limited to sex discrimination, sexual harassment, sexual violence, domestic violence, dating violence, and stalking. The College also prohibits discrimination and harassment on the basis of sex, sexual orientation, gender-related identity and expression, pregnancy, and parental status under its Sexual and Other Harassment policy 4.034.

It is the policy of Highland Community College to comply with Title IX of the Education Amendments of 1972 (“Title IX”), the Violence Against Women Reauthorization Act (“VAWA”), Title VII of the Civil Rights Act of 1964 (“Title VII”), the Illinois Human Rights Act, the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (“Clery Act”), the Preventing Sexual Violence in Higher Education Act, and all other applicable laws and local ordinances regarding unlawful sex-based discrimination, harassment or other misconduct.

Individuals found to have engaged in prohibited sex-based misconduct will be subject to disciplinary action, up to and including termination and/or expulsion from the College.

II. Title IX Compliance

As required under Title IX, the College does not discriminate on the basis of sex in the education program or activity that it operates. This requirement not to discriminate extends to admission and employment.

The College has designated the vice president of student development and support services as the Title IX Coordinator(s), who is responsible for coordinating the College’s efforts to comply with its responsibilities under Title IX. Inquiries about the application of Title IX and 34 C.F.R. Part 106 may be directed to the College’s Title IX Coordinator(s), the Assistant Secretary for Civil Rights at the United States Department of Education, or both.

III. Retaliation Prohibited

Any form of retaliation, including intimidation, threats, harassment and other adverse action taken or threatened against any complainant or person reporting sex discrimination, sexual harassment or other sex-based misconduct, or against any person cooperating in the investigation of allegations of sex-based misconduct (including testifying, assisting or participating in any manner in an investigation), is strictly prohibited.

IV. Implementing Procedures

The College will establish, maintain, and publish procedures implementing this policy, which set forth:

• The scope and jurisdiction of the College’s prohibition on sex-based misconduct;
• Definitions of prohibited conduct;
• Responsibilities of and contact information for the College’s Title IX Coordinator(s) and Department of Human Resources;
• Options for assistance following an incident of sex-based discrimination, harassment or other misconduct;
• Procedures for reporting and confidentially disclosing alleged sex-based misconduct, including a mechanism for reporting and independent review of allegations against one elected official by another elected official;
• The College’s response to reports of alleged sex-based misconduct;
• The College’s grievance process for complaints alleging Title IX sexual harassment and/or alleging sexual violence, domestic violence, dating violence, or stalking;
• Prevention and education programming provided to College students; and
• Training and education provided to the Title IX Coordinator(s), campus law enforcement, campus security authorities, investigators, adjudicators, and anyone else involved in the receipt of reports of, responding to, investigating or adjudicating alleged incidents of sexual discrimination, harassment or other misconduct, or involved in the referral or provision of services to survivors.

Other Student Academic Complaints

Non-Grade Complaints

Highland Community College students have the right to express their opinions regarding treatment in academic matters. Students shall express concerns initially with the appropriate faculty or educational staff member within seven (7) school days of the occurrence that gives rise to the complaint. If the complaint is not resolved to the student’s satisfaction, the student may request a review of the complaint by the Dean or supervisor to whom the instructor reports.

The request must be in writing and must be received by the Dean or supervisor within five (5) school days after the initiated attempt at resolution. The Dean or supervisor will discuss the complaint with the instructor and student before deciding the appeal. The Dean or supervisor shall issue a written response covering the outcome of the review within seven (7) school days after receipt of the request.

The instructor will be briefed about the response to the student.

If the result of the Dean’s or supervisor’s review is unsatisfactory to the student, the student may appeal in writing to the Executive Vice President within five (5) school days after receipt of the Dean’s response. The Executive Vice President shall review the complaint fully and issue a reply in writing within ten (10) school days of receipt of written student appeal. If the result of the Executive Vice President’s review is unsatisfactory to a student, a written appeal may be made to the Judicial Review Board within five (5) school days of receipt of the Executive Vice President’s reply.

Grade Complaints

Highland Community College students have the right to express their opinions regarding treatment in academic matters. Students shall express their concerns initially with the appropriate faculty or educational staff member within seven (7) school days of the occurrence that gives rise to the complaint. If the complaint is not resolved to the student’s satisfaction, the student may request a review of the complaint by the Dean to whom the instructor reports. The request must be made in writing and must be received by the Dean within five (5) school days after the initiated attempt at resolution.

The Dean will discuss the complaint with the student and instructor before deciding the appeal. The Dean shall issue a written response covering the outcome of the review within seven (7) school days after receipt of the request. The instructor will be given a copy of the written response to the student.

If the result of the Dean’s review is unsatisfactory to the student, or if the instructor who gave the initial grade does not agree with the Dean’s resolution of the issue, the student or the instructor may appeal in writing to the Executive Vice President within five (5) school days after receipt of the Dean’s response. The Executive Vice President shall review the complaint fully, discuss the complaint with the student and the instructor, and review any materials provided by the student or instructor to support their position and issue a reply in writing, to both the student and the instructor, within ten (10) school days of receipt of the student appeal. The Dean and Executive Vice President shall first attempt to mediate the situation between the student and faculty member prior to issuing a decision. If the result of the Executive Vice President’s review is unsatisfactory to the student or the instructor, either the student or the instructor may file a written appeal to the Grade Appeals Committee. The written appeal shall be submitted to the committee within five (5) school days after the written decision of the Executive Vice President. The committee shall review the prior decisions and the supporting materials and will hear testimony from the student, instructor, and anyone else the committee deems appropriate. The committee shall issue a final written decision within ten (10) days after the receipt of the written appeal. The decision of the committee shall be final and binding on all parties.

The committee shall consist of the College President and CEO, two college administrators appointed by the President and CEO of the College, two faculty mem-bers appointed by the President of the Faculty Senate; one student appointed by the President of the Student Senate; and one member from the Board of Trustees to be selected by the Chair of the Board of Trustees.

No member of the Grade Appeals Committee who has a direct interest in the case shall sit in judgment of that case. A member of the Grade Appeals Committee determined to have an interest in the case shall be re-placed by the authority who made the original appointment.

Sexual and Other Harassment Complaints

Harassment of any kind is not acceptable at Highland Community College whether it is sexual harassment or on the basis of age, color, disability, ethnic or national origin, gender, race, religion or sexual orientation, or any other legally protected classification. An individual who believes he/she has been harassed should report harassment to the Vice President of Student Development and Support Services (Title IX Coordinator and Investigator), the Director of Adult Education (Investigator), or the Associate Vice President of Human Resources (College’s Affirmative Action Officer and Investigator) within 45 days of the date of the alleged event or incident. The Investigator(s) will process the complaint according to the process identified in the College’s Sexual and Other Harassment policy. This policy may be found on the HCC web site: www.highland.edu.

Assessment of Student Learning Outcomes

According to its mission, Highland Community College is committed to providing quality education and learning opportunities. Central to assuring quality is the college’s program of assessment of student learning outcomes.

Highland Community College’s faculty members have created and written student learning outcome statements to help measure and promote student learning in the general education core curriculum, identified programs in the transfer curriculum, and the occupation programs leading to the AAS degree.

Students may be asked to participate in activities designed to assess learning in Highland’s academic and occupational programs or within individual courses or courses of study. This partnership of learners and teachers will assist Highland in its efforts to continuously improve the quality of teaching and learning at the institution.

Information Technology Services Acceptable Use Guidelines

The Information Technology Services Acceptable Use Guidelines below were updated in April 2012 and are likely to be updated regularly based on changes in technology and user behavior. The latest version of these guidelines can be found the College’s Web site at www.highland.edu. The version found on the College Web site supersedes this printed version and will be considered the current official College policy.

Highland Community College provides technology re-sources to meet the College’s purpose, to support our educational and community values, and to support our programs and initiatives. Highland Community College’s Information Technology Services organization’s goal is to provide high quality services to the campus com-munity. To ensure that our high standards are met, we have certain expectations regarding the use of technology resources at the College.

Access to Highland Community College technology resources – computing facilities, network services.

Highland Community College is a military-friendly school that provides quality education, with flexible scheduling and course delivery options that fit an individualized lifestyle. We have resources available for veterans and military-connected students (active duty, reservists, veterans, and eligible dependents). At Highland, we will help you find the right educational path whether you’re going straight into the workforce or transferring to another institution. This is key to your success in making the transition from a military career – to a college student -to a candidate that employers are looking to hire.

HCC offers personalized support services to help you achieve your goals. First-rate instruction allows for a seamless transfer to colleges and universities to fit educational goals.

Take advantage of In-district tuition, flexible learning options to study and attend classes when it’s convenient (online, in-person, hybrid, or evening skilled trade courses) for you. HCC has a safe campus and secure learning environment with small classes and attentive instructors.

HCC is committed to assisting our veterans. Contact us at 815-599-3664 or by email to Vicki Schulz.

• Veterans Financial Aid at Highland
• IL Dept. Veterans Affairs
• Veterans Benefits Page