SECTION 7
GENERAL
7.1 ACQUIRED IMMUNITY DEFICIENCY SYNDROME (AIDS) POLICY
This policy is based on current medical knowledge regarding the effects of the Human Immunodeficiency Virus (HIV), the virus which causes the Acquired Immune Deficiency Syndrome (AIDS). The policy may be modified as new developments regarding HIV become available.
Students and staff with any form of HIV infection, including AIDS, do not pose a health risk, through ordinary, casual interpersonal contact, to other students or staff in an academic setting. HIV is transmitted perinatally, by sexual intercourse and by exposure to contaminated blood. Although HIV may be found in the body fluids and secretions of infected persons, current medical knowledge indicates that the transmission of the virus occurs only by means of contact with the blood, semen or female genital secretions of an infected person. There has been no confirmed case of transmission of HIV within any household or school as a result of casual contact. There is, therefore, no basis for routinely excluding or dismissing students or employees because they have AIDS or asymptomatic HIV infection.
The College has adopted the following procedures with respect to HIV infection:
1. No consideration will be given to the existence of any form of HIV infection in the decision of whether to admit a student to the College or hire a staff member.
2. Students and staff who are infected with HIV will be allowed to attend classes or to perform their duties in an unrestricted manner, as long as they are physically and mentally able to do so.
3. Decisions about housing for students infected with HIV will be made on a case-by-case basis. In some circumstances, the health of a student with immune deficiencies may require that the College take special precautions to protect the student from close contact with other students.
4. Precautions proposed by the U.S. Public Health Service for the handling of blood and body fluids will be taken equally for all persons, not just those known to have HIV infection.
5. The College will continue to provide students and staff with current information about HIV infection and how to avoid or minimize the risk of transmission.
The College does not have a program of mandatory testing for antibodies to HIV. Under Colorado law, the College's Medical Director is obligated to report to the state or local department of health every known case of HIV infection. Otherwise, these reports are to be treated as confidential medical information. Therefore, without the patient's written permission, the College will not provide any other person, group, agency or insurer with any information the College may have with respect to a known case of HIV infection.
Anyone with questions about HIV infection may contact either the College's Medical Director or Legal Counsel.
7.2 ANTI-DISCRIMINATION POLICY
ANTI-DISCRIMINATION POLICY
COLORADO COLLEGE DOES NOT DISCRIMINATE ON THE BASIS OF RACE, COLOR, NATIONAL ORIGIN, SEX, AGE, RELIGION, DISABILITY, OR SEXUAL ORIENTATION IN ITS EDUCATIONAL PROGRAMS AND ACTIVITIES OR EMPLOYMENT PRACTICES. ANY PERSON FOUND TO HAVE VIOLATED THIS ANTI-DISCRIMINATION POLICY WILL BE SUBJECT TO APPROPRIATE DISCIPLINARY ACTION.
Definition of Discrimination
Discrimination occurs when race, national origin, color, gender, age, religion, disability, or sexual orientation are used as irrelevant criteria for action. Discrimination is particularly condemned when it exploits and jeopardizes the trust that should exist among members of an educational institution. To preserve a work and study atmosphere that fosters such trust, Colorado College affirms the principle that students, faculty, administrators and support staff must be treated equitably and evaluated on the basis of merit rather than irrelevant criteria. Particularly, when a person intentionally or inadvertently abuses the power and authority that is inherent in his or her position, there are potential negative consequences both to the individuals involved as well as to the educational and working environment of the College. Members of the College community have a responsibility to report discrimination and those in supervisory roles have a special responsibility to take action to correct it.1
Students, faculty, administrators, or support staff who believe that they have been discriminated against may obtain redress through the complaint procedures adopted as a part of this Anti-Discrimination Policy.2 They may choose to pursue the matter through informal consultation or formal grievance procedures, or both. The College will respond promptly and equitably to both informal and formal complaints, and will respect, insofar as possible, the right to confidentiality of all members of the College community. Retaliation against persons who bring complaints of discrimination in good faith is prohibited and is, in itself, a form of discrimination that is actionable under this policy.
1 In addition to being a serious violation of College policy, discrimination is prohibited by several federal and state laws. For example, Title IX of the 1972 Education Amendments prohibits discrimination on the basis of sex in education programs that receive federal funds. Title VII of the Civil Rights Act of 1964 and Title 24, Article 34 of the Colorado Revised Statutes prohibit employment discrimination on the basis of race, color, religion, sex, and national origin. Discrimination against older (over age 40) employees and disabled persons is also prohibited by federal and state laws. The College may take appropriate disciplinary action against a student or employee who is found to have violated these laws.
2 Such persons may also file a complaint with the Office of Civil Rights of the Department of Education, the Equal Employment Opportunity Commission, or other administrative agencies.
Harassment
Harassment is a special form of discrimination. It may be based on a person's race, color, national origin, sex, age, religion, disability or sexual orientation. It includes a wide range of abusive and humiliating verbal or physical behaviors which are directed against a particular person or persons. In some cases, the conduct may be such that it is clear that it is directed against a particular person or persons, even though the person(s) may not be explicitly identified. While the College considers all discriminatory slurs and conduct to be reprehensible, the creation of a hostile climate for the person(s) against whom the behavior is directed requires more than a casual comment or incidental behavior. The conduct must be sufficiently severe, or pervasive to alter the conditions of the person's employment or educational experience at the College.3
Sexual harassment is a unique form of harassment.4 It may be similar to other types of harassment in that unwelcome sexual remarks or conduct are directed at a particular person or persons, and this condition persists despite the target's lack of encouragement of the conduct. It may also take the form of quid pro quo harassment, which occurs when submission to sexual advances is made, or threatened as, a condition of employment or educational benefits.
Members of the College community should understand that standards of civility, consideration and tolerance must shape our interactions with one another, regardless of whether the violation of such standards subjects one to sanctions under this Anti-Discrimination Policy. Certain types of behavior may be inappropriate even though they may not be in violation of the policy. Such behaviors will be dealt with by situation rather than sanctions. In keeping with the need to protect academic freedom it should also be understood that a greater degree of latitude will be permitted in academic settings than in performing the College's administrative support functions. Sanctions for the creation of a hostile climate in the workplace, unlike in academic settings, will be imposed without regard for faculty members' right to determine the appropriate content and presentation of academic material.
3 Further elaboration of the meaning of harassment may be found below under the heading of "Academic Freedom."
4 The courts have ruled that the sexual harassment of employees or students may constitute unlawful sex discrimination under Title VII and Title IX.
Procedures for Resolving Complaints
The College's methods of handling complaints of discrimination include informal consultation and formal grievance procedures. Regardless of the procedure selected by the complainant, prompt reporting is important; formal complaints must be filed within six months after the last alleged incident of discrimination.
A. Informal Consultation Procedures.
1. Persons who believe that they have been discriminated against (hereinafter referred to as the "complainant") may seek information and advice from specially designated advisors. A list of these advisors is circulated to the College community at the beginning of each academic year. It usually includes the following persons:
Administrator designated by the Committee on Administrative Issues
Associate Dean of the College
Chairperson of the Minority Concerns Committee
Chairperson or Co-Chair of the Women's Concerns Committee
College Chaplain
College Vice Presidents
Dean of the College
Dean of Students
Director of Human Resources
Director of Minority Student Life
Faculty Advisor to Gay and Lesbian Alliance
International Students Advisor
Members of the Victim Assistance Team
Security Education Coordinator
Support staff member designated by the Support Staff Advisory Committee
2. The purpose of the initial informal consultation is to discuss possible courses of action available to the complainant. These include:
a. The complainant may communicate directly, orally or in writing, with the person who has engaged in the allegedly discriminatory behavior (hereinafter referred to as the "respondent"), and ask that person to cease the behavior.
b. With the agreement of the complainant, the advisor may contact the respondent in an effort to reach an acceptable resolution without recourse to the formal grievance procedures outlined in this policy. The name of the complainant need not be disclosed.
c. The complainant and/or the advisor (with the agreement of the complainant) may discuss and attempt to resolve the matter with the respondent's supervisor, or with the Dean of the College (for complaints by or against faculty), the President of the College (for complaints by or against the Senior Staff), the Dean of Students or the Dean of Residential Life (for complaints by or against students), or the Director of Human Resources (for complaints by or against administrators and by or against support staff). The name of the complainant need not be disclosed.
d. The advisor may encourage the complainant and the respondent to seek mediation by a member of the College community acceptable to both parties. The mediator shall not have punitive power, but shall attempt to resolve the complaint by mutual agreement of the complainant and respondent.
3. All complainants are strongly encouraged to avail themselves of the benefits of informal consultation before pursuing formal grievance procedures. Students who have complaints about faculty conduct in the classroom and in other academic contexts must consult informally with the Dean or Associate Dean of the College, or the Dean of Students, or the Vice President for Student Life, before they may file a formal complaint. If any one of these administrators determines that the behavior complained about is within a faculty member's academic freedom and/or does not come within this policy's definition of harassment, the administrator will attempt to resolve the problem by means of the informal procedures outlined in this policy. If this is not possible, the administrator will issue a written report of his or her findings. This report will be available to the grievance committee, if a formal complaint is filed.
4. All aspects of the informal consultation process shall remain confidential. Advisors may not reveal any details of a particular case except to a counselor at Boettcher Health Center, the College's Legal Counsel, or an investigating committee, if the complainant files a formal complaint. In each case of an informal complaint, the advisor will file a report with the College's Legal Counsel, outlining (a) the names of the complainant and the respondent, (b) the date of the alleged discrimination, (c) the nature of the incident, (d) the relationship of the parties involved, e.g., student and faculty, and (e) the resolution or outcome. No copies of the report shall be retained anywhere else, including the advisor's file.
5. The Legal Counsel may determine that a particular informal complaint is sufficiently serious to be referred to the Dean of the College, the appropriate Vice President or the President for possible disciplinary measures, or to a trained mediator for resolution.
B. Formal Grievance Procedures
(1) Colorado College Staff.5
a. Persons who believe that they have been discriminated against by a Colorado College staff member may file a formal written complaint with the College's Legal Counsel. Although informal resolution is highly encouraged, formal complaints may be filed without first proceeding through informal consultation (except as noted in Section (A)(3) of this policy). The formal complaint should be filed as soon as possible after the allegedly discriminatory conduct but, in no event, later than six months after the last alleged incident of discrimination.
b. Upon receiving the formal complaint the Legal Counsel immediately contacts the respondent The respondent ordinarily has ten days to respond in writing. If no response is received within ten days, the formal process proceeds (the response time may be extended in special circumstances, e.g., the respondent is on temporary leave from the College). The Legal Counsel then forwards the complaint and the response to an ad hoc grievance committee (described below). If more than one complaint has been filed against a respondent, the complaints may be investigated by the same grievance committee.
c. Formal complaints are investigated by a five-person committee selected by the Legal Counsel. With due attention to racial and gender balance, at least two of these persons are selected from the same College constituency (i.e., student, faculty administration or staff) as the complaint, and at least two are from the same constituency as the respondent. The Director of Human Resources serves as a staff person to the grievance committee but does not vote. The committee selects its own chairperson at the beginning of its deliberations. The identities of the persons selected are made known to the complainant and the respondent, who will have the opportunity to provide information which might indicate bias or conflict of interest on the part of any person selected.
d. The five-person grievance committee is selected from a panel of sixteen persons: four faculty, four administrators, four support staff and four students. These sixteen persons are selected by the President on the basis of recommendations from the following committees: (i) the Faculty Executive Committee, which solicits nominations from the faculty at large and from these nominations recommends tenured faculty members, (ii) the Committee on Administrative Issues, which recommends administrators, (iii) the Support Staff Advisory Committee, which recommends support staff persons, and (iv) the Colorado College Campus Association, which recommends students.
e. All persons on the panel serve for staggered renewable terms of two years, with initial appointments to be divided equally between one and two ear appointments. All members of the panel are expected to understand the problems related to discrimination and harassment, as well as the potential tension between academic freedom and harassment. All are expected to become familiar with federal, state and local nondiscrimination laws and with the College's Anti-Discrimination Policy, as well as with the proper investigation of formal complaints. This training is provided annually prior to hearing any cases. The names of the persons on the panel are made known to the College community at the beginning of each academic year.
f. The grievance committee consults with the Legal Counsel regarding its responsibilities, reviews the matter, examines the relevant evidence, hears at least the complainant and the respondent and may also call other witnesses. The complainant and the respondent shall each have the right to request that the committee interview up to three additional witnesses. The complainant and the respondent may each be accompanied by a personal representative of their choice, who shall not be permitted to participate in the hearing, and who may be a specially designated advisor under this Anti-Discrimination Policy. The complainant and the respondent may also consult the College's Legal Counsel or the Director of Human Resources, either of whom will ensure that both parties are treated equitably, are not subject to retaliation, and are minimally disrupted in their continuing relationship with the College.
g. When the grievance Committee completes its investigation, it reports its findings in writing to the Dean of the College or the appropriate Vice President, or the President (for cases involving Senior Staff), and to each of the parties. If the respondent is found to have violated this Anti-Discrimination Policy, the grievance committee recommends disciplinary action appropriate to the nature of the conduct, and may also recommend a remedy for the complainant. Considerations affecting the committee's recommendation should include:
The severity of the respondent's conduct.
Whether the conduct was intentional or unintentional.
Whether the conduct involved a single incident or repeated acts of discrimination.
Any mitigating or aggravating circumstances with respect to either party.
h. If the grievance committee reports a finding of discrimination, the Dean of the College, or the appropriate Vice President, or the President (for cases involving Senior Staff) takes appropriate disciplinary action, up to and including dismissal or discharge from the College. The complainant is informed of the administrator's action. If the grievance committee determines that there were insufficient grounds for the complaint it recommends that no disciplinary action be taken against the respondent. In all cases, the Committee's final report and a record of the administrator's action, if any, are placed in the respondent's personnel file.
i. If the grievance committee finds that the complaint was not brought in good faith, and that the charges of discrimination were fabricated or malicious, it may recommend that the Dean, or the appropriate Vice President, or the President (for cases involving Senior Staff) take appropriate disciplinary action, up to and including dismissal or discharge of the complainant from the College. However, grievance committees should keep in mind that charges of discrimination cannot always be substantiated, and that lack of corroborating evidence should not be interpreted as lack of good faith on the part of the complainant.
j. Whenever possible, the grievance committee's recommendation is arrived at by the unanimous vote of its members. In cases where a unanimous vote is not possible, that fact shall be stated in the committee's report.
k. The confidentiality of all parties to a discrimination complaint must be strictly observed, insofar as it does not interfere with the College's obligation fully to investigate allegations of discrimination and to take corrective action. Dissemination of information or written materials to persons not involved in the formal grievance procedure is not permitted. Violations of this paragraph by either the complainant or the respondent may lead to disciplinary action against either party.
l. Either party may appeal the grievance committee's findings but only the respondent may appeal the disciplinary action taken by the Dean of the College or a Vice President. Appeals must be submitted in writing to the President, whose decision in all cases is final.
m. The application of the formal grievance procedures to any particular case must be concluded within ninety (90) days, excluding periods when classes are not in session or as otherwise agreed by both the complainant and the respondent. Charges of retaliation resulting from the filing of a formal complaint shall be considered as separate complaints for purposes of this provision.
2. Colorado College Students
a. When the respondent is a Colorado College student, the complainant may pursue student judicial charges. College judicial sanctions for students range from oral warnings to permanent expulsion. Two judicial procedures are available to persons alleging discrimination by a student: an administrative hearing and a Student Conduct Committee hearing. Both types of judicial hearings are supervised by the Dean of Students. If the respondent denies the charge, the complainant may pursue the complaint through either an administrative hearing or the Student Conduct Committee. If the respondent admits the charge, the complaint is forwarded to the Dean of Students, who determines an appropriate sanction. In making a decision as to which judicial procedure to follow, complainants are encouraged to consult with a Student Life administrator and/or a member of the Student Conduct Committee (listed in the College directory), all of whom can provide more specific information about the College's judicial system for students.
b. Persons alleging discrimination by a student may also file a formal complaint pursuant to Section (B)(1) of this policy. In the event that the complainant first pursues student judicial charges, the formal complaint shall constitute an appeal from the results of the student judicial procedure and shall not be filed until the student judicial procedure has been completed. The student judicial system is not available for purposes of appeal from the results of the formal grievance procedures set forth in this policy.
Education of College Community.
1. The Legal Counsel and the Director of Human Resources have the responsibility of educating the College community regarding the negative consequences of discrimination. Among their responsibilities, they conduct workshops and train the informal advisors under this Anti-Discrimination Policy and the grievance committees appointed to investigate formal complaints of discrimination.
2. The Legal Counsel and Director of Human Resources submit an annual report to the College community, outlining the number of informal and formal complaints filed, the College constituencies involved, and the outcome of each case. The identities and positions of the parties are not included in the report.
Academic Freedom
While strongly condemning discrimination, Colorado College also affirms the principle that an academic environment is necessarily an arena in which controversial points of view may be freely expressed. Freedom of thought and expression is essential to any institution of higher education. Such institutions exist not only to transmit existing knowledge but, also, to expand that knowledge by testing the old and proposing the new. This mission often inspires vigorous debate on social, religious, economic and political issues that arouse the strongest passions. On a campus that is free and open, no idea can be banned or forbidden. No viewpoint or message may be deemed so hateful that it may not be expressed. Nothing in this Anti-Discrimination Policy should be construed to interfere with the academic freedom of all persons at the College to express and debate diverse ideas. Persons who object to the expression of certain ideas should generally counter with refutation, not demands for sanctions or disciplinary action against the person who has expressed the controversial ideas.
Inquiries regarding this Anti-Discrimination Policy may be directed to the Legal Counsel, who is also the Title IX coordinator, in Room 205, Armstrong Hall.
Bicycles are not permitted inside academic buildings, with the exception that staff of the College may bring their bicycles into their offices for safekeeping but may not leave them elsewhere than inside their office. Staff are responsible for any damage caused by their bicycles.
Bicycle riding is not permitted inside any building at any time. Bicycles blocking entryways, doors, stairwell banisters, or disabled ramps will be picked up by College Security or residence hall staff and held at the Heating Plant; hindering traffic flow in and out of buildings violates both the City fire code and College policy. Owners of bicycles that have been impounded will be fined $5. Parked bicycles should be kept locked at all times.
Buildings are locked after regular hours or on weekends and holidays. Any staff member having access to a building after hours should lock the entrance door after gaining access or when leaving. Individuals should call Campus Security at Ext. 6707 to inform them when on campus outside of regular work hours.
7.5 CONFLICT OF INTEREST/NEPOTISM
Colorado College places a high value on integrity, and the appearance of integrity in personnel decisions involving faculty, administrators and staff. The goal of integrity is well-served where potential conflicts of interest are avoided.
A potential conflict of interest exists whenever any person performing in an official, institutional capacity has the ability to choose among options, and the choice may affect the welfare of a member of his or her family or a partner.
Potential conflicts of interest are likely to arise in hiring decisions, transfers, and promotion decisions, and supervision and evaluation situations.
Because it is impossible to anticipate every circumstance in which a potential conflict of interest may arise, no list of remedies can be definitive. However, certain remedies are generally applicable:
1. No staff shall directly supervise another staff member who is a spouse, partner, or family member. The Vice President/Dean in consultation with the Director of Human Resources will determine how to avoid a conflict of interest in such situations, in the case of support staff members.
2. In circumstances in which a staff member has a potential conflict of interest, the individual shall withdraw from the decision-making process until the potential conflict no longer exists. Should the individual disagree that a conflict of interest exists or decline to withdraw from the decision-making process, the Vice President/Dean , in consultation with the Director of Human Resources, may remove the staff member from further involvement with the decision. In each case, the cost to the College of having a person withdraw from the decision-making process shall be weighed against the benefits of reducing potential conflicts of interest.
The Colorado College restricts the time and manner in which dogs will be permitted on campus. Between 8:00 a.m. and 1:00 p.m. daily, no dogs will be allowed on campus. Before 8:00 a.m. and after 1:00 p.m. daily, only dogs on leashes will be permitted. Dogs cannot be tethered on campus; they must be accompanied by, and under the control of, a person at all times. The administration reserves the right to remove noisy or menacing dogs. These restrictions do not apply to guide dogs for disabled students or staff.
Dogs are not allowed in College buildings at any time with the exception that employees of the College may take a dog into their offices only, and only during non-business hours. Business hours are Monday through Friday, 8:30 a.m. to 5:00 p.m. Dogs may not be left unattended in offices, and any dog which becomes a nuisance will be barred from the building and/or the campus. Employees are responsible for any damage their dogs cause.
Dog owners should be aware that they must assume responsibility for the animal's behavior at all times. Dogs that are a continuing nuisance will be permanently banned from campus. The College, with the cooperation of the Colorado Springs Humane Society and its own control procedures, will regularly identify problem dogs and pick up unleashed or menacing dogs and impound them.
The College's Policy
In compliance with the requirements of the Drug-Free Workplace Act of 1988 and the Drug-Free Schools and Communities Act Amendments of 1989, Colorado College has adopted the following policy concerning the unlawful use of drugs and alcohol by students and employees. Abiding by the alcohol policy is a condition of continued employment for employees and enrollment for students of Colorado College. However, no policy can cover all possible situations. When this policy is not specific on a certain point, students, student organizations, and employees are expected to conduct their activities in a socially responsible manner, and sanctions may be invoked for failure to do so.
The unlawful use, possession, distribution, manufacture or dispensing of illicit drugs* or alcohol is prohibited on Colorado College property or as part of any of the College's activities.
As an educational institution, Colorado College attempts to educate its community members about unlawful use of illicit drugs and alcohol, and to encourage appropriate, responsible behavior. The health risks associated with the abuse of alcohol and the use of illicit drugs are numerous. They include malnutrition, brain damage, heart disease, pancreatitis, cirrhosis of the liver, emotional illness, coma and death. In addition, use during pregnancy endangers the fetus. Personal relationships and the ability to work and study are also at risk. There is also the possibility of blackout (temporary amnesia) when a person consumes a large amount of alcohol in a short period of time.
The College recognizes that chemical dependency of any sort is a major health problem and encourages employees and students who need help in overcoming such dependency to use the counseling, treatment and rehabilitation programs described at the end of this policy.
Disciplinary sanctions for the violation of this policy by any employee may include, but are not limited to, reprimand, reassignment, demotion, suspension, dismissal, or termination of employment. Disciplinary sanctions for students may include, but are not limited to, disciplinary warning, probation, suspension, or expulsion. A disciplinary sanction for either employees or students may include the completion of an appropriate rehabilitation program. Referral to the authorities for prosecution under criminal law may also be invoked, especially in cases of unlawful sale or distribution of drugs or alcoholic beverages. All disciplinary sanctions for violation of this policy shall be subject to other applicable College policies and regulations regarding disciplinary action with respect to students, faculty, administrators and support staff.
In addition to internal disciplinary sanctions, any employee or student who is convicted of unlawful use, possession, distribution, manufacture or dispensing of illicit drugs or alcohol may be subject to applicable criminal sanctions under local, state and federal law. Penalties range in severity from relatively minor fines to fines of several million dollars. Imprisonment is also a possibility, for terms ranging from six months to a life sentence.
Any employee, whether faculty, administrator or support staff, who is convicted under a criminal drug statute for a violation occurring in the workplace must so notify the College's Legal Counsel, within five (5) days from the date of the conviction.
The Residence Hall Staff, Student Life Administrators, Legal Counsel, Human Resources, and Boettcher Health Center staff will provide information or counseling on the physiological, psychological, and legal aspects of alcohol use. For more information, please contact their offices.
* "Illicit drugs" refers to "controlled substance" as defined in Schedules I through V, Section 22 of the Controlled Substance Act (21 U.S.C. Section 812) and related regulations (21 C.F.R. 1308.11 through 1308.15) as amended from time to time, and in Title 12, Article 22, Part 3 of the Colorado Statutes, as amended from time to time.
College Resources
Drug and alcohol confidential assessment, referral, and counseling is available to students at Boettcher Health Center (for more information contact 389-6384). The Alcohol & Drug Education Coordinator may be reached at 389-6618. The College also offers an adjunct course on "Drugs and Alcohol in American Life" (the Registrar can provide information on enrollment). Employees may contact Human Resources at 389-6421 for more information.Community Resources
Community Resources
The following community counseling, treatment and rehabilitation programs are available to students and employees (students must be referred by Boettcher Health Center):
The Center for Behavioral Health/St. Francis Health Center - Riegel | 776-8741 |
Alcoholics Anonymous (24 hour) | 573-5020 |
Al-Anon/Al-Ateen | 632-0063 |
Cocaine Anonymous | 590-8720 |
Drug Hotline | 1-800-378-4435 |
PacifiCare Behavior Health (HMO participants) | 1-888-777-2735 |
Domestic Violence Prevention Center Crisis Line | 633-3819 |
El Paso County Health Dept. Drug & Alcohol Treatment Clinic | 578-3150 |
PacifiCare ( PPO participants) | 1-800-255-1180 |
Youth Power Clubs (Elementary age)/Teams (Jr./Sr. High) | 1-800-258-2766 |
Narcotics Anonymous | 637-1580 |
National Clearinghouse for Alcohol & Drug Information | 1-800-729-6686 |
Pikes Peak Mental Health Chemical Dependency Emergency (24 hour) | 390-2400 |
- Response Team/Crisis Center | 635-7000 |
- General Information | 572-6100 |
Suicide Prevention | 596-5433 |
Profile Employee Assistance Program | 1-800-645-6571 |
Alcohol Use at the College
Introduction
Colorado College's Alcohol Policy reflects current interpretations of federal, state and local laws governing the possession, distribution, and use of alcohol. It also expresses the College's commitment to responsible drinking and behavior. The following regulations apply to all functions sponsored by College groups on and off campus. Non-College groups who use College facilities may not serve alcohol.
Colorado Law
Colorado law prohibits consumption of alcoholic beverages by people under age 21. The law also imposes social host liability on people who serve alcohol, or permit it to be served, to minors, visibly intoxicated persons, or habitual drunkards.
Sale of Alcoholic Beverages
Any attempt to sell alcoholic beverages without authorization and licensing violates the Colorado State Liquor Code and is subject to College disciplinary action. Colorado College is licensed for the sale of 3.2% beer in Benjamin's in the Worner Center. A Special Events Permit can be obtained from Colorado Springs City Clerk's Office as a temporary license to sell alcoholic beverages at a particular College event.
Locations
Student Residence Halls
Students who are 21 or older may drink alcoholic beverages in the privacy of their residence hall rooms, providing they do not infringe upon the rights of others. (Colorado law prohibits the consumption of alcoholic beverages by students under the age of 21.) Open containers of alcohol are prohibited in the common areas of student residence halls.
Athletic Facilities
Alcohol is prohibited in Honnen Ice Rink, Schlessman Pool, or El Pomar gymnasium, courts, and exercise facilities. Alcohol is prohibited for both players and officials at indoor or outdoor intercollegiate, intramural or club sport activities.
Other Locations
Please refer to the "Procedures for Student or Employee Functions At Which Alcohol is Served".
College Functions
For the purposes of this policy, "function" is defined as any gathering sponsored by Colorado College, or any of its constituent groups, at which alcohol is served. The presence of alcohol at these functions creates a need to manage the activity with care and to be more concerned with the conduct of those present. Those who plan or choose to attend functions where alcoholic beverages will be served and consumed, must assume responsibility for the consequences of their actions.
Employee Functions on Campus
Faculty, administrators, and support staff who wish to sponsor a College function, must register the function with the office of the Legal Counsel and General Secretary. Registration forms must be received at least one week prior to the function. Sponsors must follow the "Procedures for Employee Functions at Which Alcohol is Served".
Non-College groups that use College facilities may not serve alcohol.
Generally, alcoholic beverages are not permitted in academic buildings but exceptions will be made for employee functions in Gates Common Room, Packard Lounge and Gallery, Armstrong Great Hall, Dern and Mierow.
Only wine and beer with food may be served at functions in Worner Center and Bemis Dining Room.
No alcoholic beverages may be served in campus areas that can be viewed from a public thoroughfare.
Off-Campus College Functions
College functions which take place off-campus at establishments licensed to sell alcohol are not governed by the College's alcohol policy.
College functions which take place off-campus at locations not licensed to sell alcohol are governed by the College's alcohol policy.
Federal, state and local laws (and not the College's alcohol policy) govern off-campus employee sponsored functions, such as class parties and field trips; however, sponsors have the right to prohibit alcohol consumption.
The Stabler-Gilmore Cabin and Baca Conference Center are considered on-campus and are governed by the College's alcohol policy.
Procedures for Employee Functions at Which Alcohol is Served
All functions must be registered with the Legal Counsel and General Secretary at least one week in advance, using the "Employee Alcohol Activity registration Form" provided by that office.
Trained servers or bartenders must be used at all functions where guests under 21 will be present.
Cover charges, donations, gifts, or costs of any kind for a function at which alcohol is served constitutes a violation of the Colorado State Liquor code, unless a Colorado Special Events Permit to sell alcohol has been obtained.
Sponsors must provide adequate food and non-alcoholic beverages.
Campus publicity for functions may not include any reference to the availability of alcohol; however, personal invitations my reference cocktail hour, etc.
Risk Management recommendations:
Be familiar with and observe the College's alcohol policy and guidelines.
When alcohol is served, encourage mature and responsible use.
Supervise parties through their duration.
Help guests find escorts or transportation home if needed.
Call Security (Ext. 6707) for assistance with on-campus emergencies.
Hosts must provide adequate security for the registered event.
Emergency Phones are located at strategic points around the campus. These phones are for everyone's use in the event of an emergency. Security will respond immediately to the location of the call. Please see the Security Information Brochure for more information and locations of these phones.
7.9 ENVIRONMENTAL HEALTH & SAFETY
Environmental Protection Policy
The educational endeavor at Colorado College is intrinsically tied to the natural environment. By its very nature some of our instructional, research and support operations may adversely impact that natural environment. Therefore, it is the policy of Colorado College to prevent damage to the environment through careful and thoughtful execution of its operations.
It is the policy of Colorado College that:
Each person take personal responsibility for protecting the environment,
Each person, working with their supervisor and Environmental Health & Safety, take whatever measures are reasonable, necessary and practical to ensure that the environment is protected,
Each person understand and follow all environmental protection procedures developed for their work area,
The administration recognize the need for and strive to cultivate a culture of environmental sensitivity and protection through administrative support and budget management.
Procedure for keeping work safe:
Take time to plan your work. Be sure you have all the tools, materials and safety equipment needed to complete the task at hand safely and efficiently. However, if you encounter a situation that does not seem safe to you:
Stop work.
Make corrections to the situation that remedy the safety concerns.
If you are unable to make the situation safe, report the situation to your supervisor in a timely manner, or the person most knowledgeable about the situation, in the supervisor's absence.
Request that the problem be corrected or that appropriate protective equipment be issued.
If the problem is not corrected, or if the situation still seems unsafe:
See the Environmental Health & Safety Manager in Facilities Services for advice.
If necessary, the EH&S Manager will decide what corrective action needs to be taken and by whom.
The EH&S Manager will explain the action to be taken to the supervisor and the employee(s) who reported the situation.
Safety
Colorado College is devoted to ensuring that the teaching and learning environment is safe and supportive of the well being of the students, faculty, staff and visitors of Colorado College.
It is recognized that in the course of the educational endeavor that exposures to potentially dangerous situations may occur. Identification and remediation of these situations is a top priority, fully equal and intrinsic to the academic goals of the College.
Therefore, it is he policy of Colorado College that:
Each person take personal responsibility for their safety and their working environment,
Each person, working with their supervisor and Environmental Health & Safety, take whatever measures are reasonable, necessary and practical to make their workplaces safe and free from danger and harm,
Each person understand and follow safe working procedures developed for their work area,
Each person providing supervision respect a person's requests for a safe working environment, and
The administration recognize the need for and strive to cultivate safe workplaces through administrative support and budget management.
Facilities Services is responsible for the operation, maintenance, and repair of all physical facilities and grounds at Colorado College. Routine maintenance and repair needs are provided by Facilities Services. Requests for service are accepted by telephone, written work order and e mail
All fund raising efforts undertaken on behalf of Colorado College by individuals, departments, student organization, athletic teams, etc. must receive approval from the Development Office before fund raising occurs. Questions about the College campus fund-raising policy should be directed to the Vice President for Development, Alumni, and College Relations.
Support Staff may obtain a key for the building, the office, or the facilities they use, ONLY with the written approval of their immediate supervisor. Campus keys are issued at Facilities Services. There will be a charge to replace lost keys. Charges for lost keys are personal and may not be paid from departmental funds. Broken keys will be replaced without charge when returned to the Facilities Services. When resigning, staff must return all keys to the Facilities Services prior to their exit interview with Human Resources. Under no circumstances are College keys to be duplicated by anyone other than the Facilities Services locksmith.
The College assumes no responsibility for the personal property of employees.
As a tax-exempt organization, the College must be scrupulous in avoiding partisan political activity. This means, in general, that campus facilities cannot be used to promote the candidacy of particular political candidates or parties. However, this restriction does not forbid presentations for educational purposes. Questions should be addressed to the Assistant Dean of Students/Campus Activities Director for initial information. Further questions should be addressed to the Legal Counsel.
Colorado College Security provides services on campus 24 hours a day 7 days a week. Security Officers are positioned in major residence halls and academic buildings in the evenings and Officers also patrol on foot and in a vehicle. Security can be reached at Ext 6707. Security Officers are not Police Officers; they do not have the power to arrest. However, they can detain and sign formal complaints against individuals who are in violation of local, state or federal laws. Colorado College Security has formed a cooperative relationship with the Colorado Springs Police Department and in turn they assist in patrolling the campus to keep our community safe.
Security of faculty, staff, and students, along with College and personal property is a responsibility of all persons at Colorado College. All members of the College community should immediately report any unusual or questionable persons or situations. All offices, storage areas and academic buildings should be locked when appropriate and personal belongs should be secured out of sight.
If an event such as a natural disaster, riot, or bomb threat should occur, administrators are authorized to release personnel, with pay, until it is safe to return to work and perform their duties under normal working conditions.
The College's tight scheduling under the Block Plan makes it imperative that classes and supporting operations be maintained during severe weather insofar as prudently possible. Unless advised to the contrary by radio announcement, students, faculty and staff will be expected to maintain normal class, office, and other operational schedules.
In the event of unusually severe weather conditions, staff members will be asked to use their best judgment about coming to the campus, but certain essential personnel will be expected to report. Non-essential personnel should make the decision as to whether to report to work in consultation with their supervisors, and, if possible, Human Resources. In the event of unsafe weather conditions, supervisors are authorized to release their staff with pay. Support staff persons who choose not to report for work when the College is open must use a vacation day or take leave without pay. For purposes of this policy, essential staff members are those associated with Marriott food services, Facilities Services, Security, Boettcher Health Center, Residence Halls and the College's telephone switchboard. Campus Security is available to transport essential personnel to campus if needed.
Classes will be suspended only in the event of clearly hazardous conditions. When classes are in session, Tutt Library, El Pomar Sports Center and Worner Campus Center will remain open.
Facilities Services will advise the President about weather conditions; the President will make the decision as to whether to close the campus. College Relations will be advised of the President's decision so that proper notice can be given to the College's switchboard, KRCC and all three local TV channels. The decision to close campus will normally be made no later than 7 a.m., employees should listen to KRCC (91.5 FM) or KRDO (1240 AM) for notification that the campus is closed.
In the event of deteriorating weather conditions during the working day, the decisions to release staff early will be made by the President's Office and communicated as necessary by Human Resources.