College Policies

Chapter One: General College Policies

1.005 Administrator in Charge

Number:	1.005	Legal Authority:	Board Policy BPR 5
Title:	Administrator in Charge	Implementation Date:	12-17-2002
Contact:	President's Office	Revisions:	8-25-2014, 2-6-2019, 11-6-2024

These guidelines provide a framework for employees who are assigned the responsibility of being the Administrator in Charge (AIC) when the president is away from the college for multiple days or under circumstances in which the president deems appropriate. This may apply when the president is attending meetings outside of the service district or on leave. For instances when the president is travelling outside of the country, is unreachable or incapacitated, see Policy 5.025; Acting President.

Day to Day Operations

The AIC will be responsible for serving as the president’s designee in the day-to-day operations of the college, including but not specifically limited to the following:

Running designated committee meetings, such as EMT Meeting, and Institutional Effectiveness Committee
Reviewing and signing routine paperwork as necessary
Serving as a point of contact for community and Legislative communications
Maintaining effective communications throughout the campus and community
And, performing other necessary duties to ensure the smooth and efficient operations of the college

Campus Emergencies

The AIC is expected to use their best judgment in response to campus emergencies, consistent with the college's Suspended Operations Policy, Emergency Procedures, and other policies related to campus security and safety. The AIC will work with other campus administrators to assure proper response to any emergency situation.

Limitations

The AIC shall not be responsible for the following except when expressly authorized by the president or when it is normally a part of their assigned duties:

Hiring and firing of Centralia College faculty and staff members
Legal contract issues
Union contract issues
Grant approvals
Budget alterations
Or, any other limitation identified by the president

Process for Identification of Administrator in Charge

The president or designee will either (a) notify the first available administrator from the following category:

Vice Presidents
Deans
Directors

Communications

The President’s Office will be responsible for notifying the campus that the President has assigned the AIC the responsibility of being in charge.

1.010 Equal Opportunity & Non-Discrimination

Number:	1.010	Legal Authority:	RCW 49.60 and their implementing regulations *see below
Title:	Equal Employment & Non-Discrimination	Implementation Date:	3-27-2001
Contact:	Vice President, Human Resources & Equity	Revisions:	8-19-2014, 5-1-2019, 11-6-2024

It is the policy of Centralia College to assure equal employment opportunity and non-discrimination on the basis of race or ethnicity, creed, color, national origin, sex, marital status, sexual orientation, age, religion, the presence of any sensory, mental or physical disability, genetic information, and status as a disabled or Vietnam-era veteran. The College will make every effort to reduce barriers to equal opportunity.

PROCEDURE

The College will:

Recruit, hire, train, promote, and improve opportunities for persons in all job titles without regard to race or ethnicity, creed, color, national origin, marital status, age, religion, the presence of any sensory, mental or physical disability, genetic information, status as a disabled or Vietnam-era veteran or sex except when sex is a bona fide occupational qualification as reviewed and approved by the Human Rights Commission or any other agency or similar jurisdiction.
Ensure that all personnel actions such as compensation, benefits, transfer, layoffs, return from layoffs, College sponsored training, education, tuition assistance, social and recreational programs will be administered consistent with this policy.

While equal opportunity and non-discrimination are the responsibilities of all Centralia College administrators, specific responsibility for plan development, oversight and implementation is delegated as follows:

Human Resources

Hanson Administration Building, Room 101

Telephone: 360-623-8943

*Legal authority:

1.015 Alcohol & Drug

Number:	1.015	Legal Authority:	WAC 132L-350-080
Title:	Alcohol and Drug	Implementation Date:
Contact:	Vice President, Human Resources & Equity	Revisions:	10-1-14, 10-2-2019, 2-2-2023

The College abides by all federal, state and municipal laws, statutes, regulations and codes related to the use, sale, consumption, possession or distribution of alcohol and drugs. Employees and students in violation of any such ordinances may be subject to criminal action in addition to any campus disciplinary proceedings.

Under certain conditions, exceptions to serve alcohol can be granted by the President by following the “Alcoholic Beverages Policy”.

Employees must, as a condition of continued employment abide by the terms of this policy, and must report any conviction under a criminal drug statute for violations occurring in or on property owned or controlled by Centralia College or while conducting Centralia College business to their supervisor and Human Resources within five days after the conviction. Centralia College will report the conviction to the appropriate federal grant/contracting agency as required by the agency. Students applying for or receiving financial aid must report any drug convictions to the director of financial aid in accordance with the federal regulations governing financial aid. Financial aid may be denied or terminated as a result.

Sanctions: In accordance with various employees’ regulations, negotiated contracts, and college policies, individuals may be subject to discipline up to and including termination.

Policy Review and Certification: Under the Drug-Free Workplace Act of 1988 and the Drug-Free Schools and Communities Act of 1989 the College is required to notify all employees and students of its specific alcohol and drug policy program. The elements of the policy and program include consequences that may follow the use of alcohol and other drugs, and sanctions that may be applied both by the College and by external authorities. The law requires that individuals be notified of possible sources of assistance for problems that may arise as a result of use. The president shall submit the drug-free campus certification as required by Section 22 of the Drug-Free Schools and Communities Amendments of 1989 (PL 101-226) to the Secretary of the U.S. Department of Education.

Additional Authority:

Federal Drug-Free Workplace Act of 1988
Drug-Free Schools and Communities Act of 1989

1.020 Alcoholic Beverages

Number:

1.020

Legal Authority:

Board Policy 5.023

RCW 66.04-98

WAC 314-38

Title:

Alcoholic Beverages on Campus

Implementation Date:

9-21-2000

Contact:

Vice President, Administration & Finance

Revisions:

9-18-2014, 4-3-2024

The dissemination or use of alcoholic beverages on Centralia College's premises without first applying for and receiving authorization from the College to serve or sell alcoholic beverages is prohibited. The college reserves the right to deny authorization to serve or sell alcoholic beverages to any event that may be inconsistent with the college’s educational mission.

In order to ensure legal and appropriate use of alcoholic beverages on campus, the Vice President for Finance and Administrative Services shall maintain a procedure for requesting permission to serve alcoholic beverages and to ensure appropriate oversight of such events. That procedure will include at minimum:

A prohibition against serving alcohol to employees, including student workers, in the workplace during events that take place during the employees' regular work hours, events in which attendance is mandatory, or at events when the employee is being directly compensated for their time.
That College employees who are required to work at or attend an event where alcohol is served may not consume alcohol during the event.
A timeline for requests, typically 14 working days prior to the event.
A requirement that food and non-alcoholic beverages be available at the event.
Identification of responsible parties, who will agree to be present at the event.
An agreement by the responsible party to abide by applicable state laws and regulations.
The specific location on campus where alcoholic beverages may be consumed during the event.
All sales and/or use of alcoholic beverages will comply with Washington State Law, as interpreted by the Washington State Liquor and Cannabis Control Board.
A requirement the individual or organization obtain all applicable licenses and permits and make them available to the College 14 business days prior to the event, unless a specific exception to timeline is made in writing.
Any provisions necessary to maintain order at the event, such as the use of paid security personnel.
A provision that no person who is under the influence of alcohol or dangerous substances, or who is disorderly in conduct, shall be allowed to serve, consume, or dispense alcoholic beverages.
A requirement that when the College grants permission to an individual or organization to use its facilities, the individual or organization assumes full responsibility for any loss or damage resulting from such use and agrees to hold harmless and indemnify the College against any loss or damage arising out of such use.
Final approval by the College president.

1.030 Instructional Calendars

Number:	1.030	Legal Authority:
Title:	Instructional Calendars	Implementation Date:	9-21-2000
Contact:	Vice President of Instruction	Revisions:	9-23-2014, 3-4-2020, 5-4-2022

The annual instructional calendar will be developed by the College under the direction of the Vice President of Instruction and approved by the College President. This instructional calendar is the official schedule of the College. A minimum of two years of approved instructional calendars will be published in the College catalog. The total number of faculty workdays will be in accordance with the Faculty Negotiated Agreement. A committee will meet during winter term and develop draft calendars for the succeeding two years.

1.032 Campus Security Authority

Number:	1.032	Legal Authority:	Clery Act
Title:	Campus Security Authority	Implementation Date:	2-2-2022
Contact:	Safety & Security Manager	Revisions:	11-2-22

Individuals identified as a Campus Security Authority (CSA) based on Clery Act guidelines are required to report allegations of Clery Act crimes they receive which occurred on the college owned or controlled geography. Centralia College identifies individuals on an ongoing basis and trains individuals identified as CSAs on an annual basis. CSAs play a key role in ensuring safety by delivering information to the necessary offices such as Safety & Security and Title IX. All reporting should be completed using Centralia College’s Campus Security Authority Report Form found on the website.

1.035 Cell Phone Policy

Number:	1.035	Legal Authority:	OCIO 141.10: OCIO 191
Title:	Cell Phone Policy	Implementation Date:	2-20-1996
Contact:	Vice President Finance & Administration	Revisions:	11-1-2023

POLICY

This policy governs the use of college-owned cell phones, and personal cell phones for conducting college business. All use of mobile phones—whether college or employee owned—must conform to the requirements published by the Washington Office of the Chief Information Officer (https://ocio.wa.gov). All use of college-owned phones must conform with Policy 1.185 Use of Mobile Device Management.

College-Owned Phones

The college must ensure that college-owned phones and service plans are issued based on the business needs of the college, and that employees using college-owned phones understand their responsibilities. College-owned phones are subject to all current State requirements for public records, including texts, voice mail, email, instant messaging, calendars, photos, and videos. The college will maintain up-to-date inventory control procedures for college-owned phones. All college-owned phones that support Android or iOS must also follow Policy 1.185 Use of Mobile Device Management.

For a college-owned cell phone to be issued to an employee, the business need for the phone must be established by one or more of the following criteria:

Employee’s job requires regular field work or travel and use of land lines or personal phone is not adequate.
Employee’s job requires immediate or on-call availability.
Employee is responsible for work-related safety, security, or emergency response.

Employees should work with their supervisor to determine their need for a college-owned cell phone. The request to issue a college-owned phone must be made using the current Cell Phone Request form. All service plans are determined by the college, following State purchasing and mobile device guidelines.

Employees who are using college-owned cell phones must be aware of the following requirements and restrictions:

The phone may not be used for personal use. Employees have no expectation of privacy in the use of college-owned devices. The college has the right to monitor all use of the device.
If any confidential information is stored or relayed via the phone, the user is required to follow current State guidelines for data security.
All data on a college-owned phone is considered a public record. All content is subject to current guidelines for record retention and public disclosure.
Employees must take adequate precautions to prevent the loss, theft, or misuse of college-owned devices.
If a college-owned phone is lost or stolen, the employee must immediately report the incident to their supervisor and the Information Technology Services (ITS) Department. The ITS Department will follow current State guidelines in deciding to remotely wipe all data from the phone.
The employee must return their college-owned phone immediately upon being asked by their supervisor, the ITS Department, or other relevant authority.

The college will provide relevant information and training to the employee and provide any updates as requirements or restrictions change.

Use of Employee-Owned Cell Phones for College Business

Some employees have legitimate business needs for the use of their personally owned cell phones in the normal performance of their job responsibilities. The College may, offer a taxable monthly stipend to employees using their own cell phone to conduct approved college business. This does not apply to personal or de minimus use of a personal phone, such as calling one’s supervisor to report the need for sick leave. The criteria for use of a monthly stipend are similar to those for use of a college-owned phone, and are based on the business needs of the college:

Employee’s job requires regular fieldwork or travel.
Employee’s job requires immediate or on-call availability.
Employee is responsible for work related safety, security, or emergency response.

The cell phone stipend is not an entitlement of employment, is not part of the employee’s base salary, and may be changed or withdrawn by the college at any time. Employees are responsible for providing their own service plan and paying any charges associated with that plan.

The employee should work directly with their supervisor to determine their eligibility for a monthly stipend and to complete the current Cell Phone and Service Plan Allowance Agreement form.

Any employee using their personal phone for college business should be aware of the following:

The employee is responsible for maintaining their own phone and service plan.
Any employee receiving a cell phone stipend must make their phone number available to the college upon approval of the stipend agreement.
The College may request documentation from the employee in the form of call logs or phone bills to verify the phone’s business use.
The College is not responsible for technical support for employee-owned cell phones.
The monthly dollar value of the phone stipend is based on the rate approved by State Board for Community and Technical Colleges (SBCTC) staff and is subject to any changes made by SBCTC.
Employees who receive the monthly stipend must register their phone number with the College’s emergency notification system.
To use a personal phone for college business, it must be equipped with Mobile Device Management (MDM) software. The employee will work with the ITS Department to load the appropriate software. – See Policy 1.185 Use of Mobile Device Management Policy.
If the phone is lost or stolen, the employee must notify their supervisor and the ITS Department immediately; the ITS Department will determine the need to activate the MDM software.
College data or documents stored on or relayed by any phone used for college business may be subject to public disclosure rules. The employee must readily comply with all legal requests for records or data related to college business.

1.040 Change of Name and Address

Number:	1.040	Legal Authority:
Title:	Change of Name and Address	Implementation Date:
Contact:	Human Resources	Revisions:	8-19-2014, 5-1-2019, 2-2-2022

When a change of name, address, telephone number, or number of dependents occurs, employees must notify the Human Resources Office immediately and update their contact information in ctcLink. When termination occurs, the employee must notify the Human Resources Office of the correct address for mailing of the withholding form at the end of the year.

Employees who telework out-of-state must notify Human Resources immediately and provide the complete physical address where the telework is being performed. See 2.521 Telework Policy.

1.041 Corporate Travel Card Policy

Number:	1.041	Legal Authority:	RCW 39.26.090 (2)
Title:	Corporate Travel Card Policy	Implementation Date:	11-1-2023
Contact:	Director Procurement Services	Revisions:

Definitions

Cardholder is an individual, designated by the Program Administrator and Approver to make purchases using an assigned card.

Card statement is the detailed itemized monthly statement of card charges provided by the issuing bank to the College.

Corporate travel card or Travel card is a card issued to travelers whose work requires them to travel on official College business. When a college employee uses the corporate travel card they are billed directly, are responsible to pay all charges, and must apply for travel reimbursement through the college.

Cardholder Agreement form states that the card user has read and understands the policies and procedures of the State and the College relative to card use and agrees to comply with this policy.

Credit card is a card entitling the holder to buy services or goods on credit.

Issuing bank is an individual, company, firm, or combination which the state of Washington contracts with for card services.

Program Administrator is an individual, designated by Centralia College, responsible for the management and oversight of the card program within the college. Responsibilities include, but are not limited to: the issuance and cancellation of cards; development and enforcement of agency policy, procedures and training. The Director of Procurement Services is the Program Administrator.

Receipt is an itemized document of goods and/or services provided by a vendor to a purchaser and generally includes the purchase date, vendor name, item(s) description, quantity, unit price, and total charge. Receipts must show that payment was made. A receipt can be in the form of a cash register receipt, a copy of an order form (i.e., for subscriptions or conference registrations), or a web receipt or email acknowledging payment was received by the vendor.

Policy

1. Reason for policy

The policy supports the use of Corporate Travel Cards for appropriate business travel transactions, while assuring internal controls are in place to minimize the College’s risk of financial loss.

2. Responsible Office

Procurement Services is responsible for administration of the Corporate Travel Cards program, policies, and procedures in close coordination with the Business Services, Budgets, Grants and Contracts and the Vice President of Finance Administration.

3. Who Is Governed By This Policy

This policy governs the use and administration of the College’s Corporate Travel Card Program. All College personnel who participate in the Corporate Travel Card program are governed by this policy.

4. Who Should Know This Policy

It is the responsibility of all College personnel who participate in the Corporate Travel Card program to review and understand this policy.

5. Employee Liability, Cardholder Agreement

Any employee using a Corporate Travel Card agrees that they are personally liable for any unauthorized or unapproved charges regardless of card program.

Cardholders participating in the Corporate Travel Card are required to sign a Cardholder Agreement acknowledging personally liable for any unauthorized or unapproved charges.

6. Use of Credit Cards does not change procurement or funding requirements

Every purchase must be made according to the correct procurement process before payment is made by any method.
The use of the Corporate Travel Cards to pay for a purchase does not exempt Centralia College from the purchasing requirements set by the College, the State of Washington, or federal laws. Purchasing requirements, such as the direct buy limits and prepayments, are still applicable.
Special Concerns About Charges to Grants and Contracts
- Corporate Travel Cards may be used to make purchases and thereby incur relate charges on grants and contracts, special efforts are required to ensure that the charges themselves are permissible in accordance with the terms of those grants and contracts.
- Cardholders utilizing Grant and Contract funds in association with Corporate Travel Card purchases are responsible knowing and understanding permissible charges for their respective grants and contracts.

7. Program Overview

Corporate Travel Cards (Travel Cards)
- Corporate travel cards provide a convenient means of charging travel-related expenses incurred while conducting official college business, generally eliminating the need to request a cash or travel advance.
- A Corporate Travel Card is a credit card available to college officers, faculty, and staff to use for travel related purchases such as meals, lodging, ground transportation such as taxis and other costs associated with travel.
- Corporate travel cards may not be used for the purchase of airfare.
- Corporate travel cards may be used solely for travel related expenses.
- Corporate travel cards may never be used for personal expenses.
- Personnel who travel two (2) or more times per year on college-related business are encouraged to apply for and utilize a Corporate Travel card.
- The Cardholder is liable to the financial institution directly. Cardholders must reconcile and pay all charges associated with the Corporate Travel Card.
- The Corporate Travel Card is property of the College and The College reserves the right to terminate an individual's Travel Card privileges at any time, with or without cause.
- The College retains the rights to any incentives or rewards resulting from the use of the Travel Card. Bonuses, incentives, or rewards earned through the individual's use of a Travel Card may be considered taxable income by the IRS and the fair market value of such a distribution must then be reported as taxable income on the employee's annual tax return. For this reason, the College recommends that Cardholders not participate in any promotional offers.
- The College utilizes a Corporate Travel Card program offered through a card-issuing Financial Services Provider (“Travel Card Issuer”). This program is governed by the terms and conditions of a Master Agreement between the State of Washington and the Travel Card Issuer. The Travel Card Issuer provides a web-based system to manage the Program.

8. Roles And Responsibilities

Procurement Services
- Procurement Services administers the Corporate Travel Card Program and is responsible for supporting departments in utilizing the Program to execute and pay for purchases in an effective, efficient and appropriately controlled manner.
- Procurement Services is solely authorized to make any modifications or exceptions to the program and to perform administrator tasks such as setting-up users, changing card controls, etc., in card management systems.
- Procurement Services maintains all forms, policies and procedures directly associated with the programs.
- Procurement Services is responsible for developing, updating, and administering all audit and disciplinary policies related to the Corporate Travel Card program.
Program Administrator
- The Director of Procurement Services is the Program Administrator.
Cardholder
- Authorized College personnel who are issued a Corporate Travel Card for College Business will hold the role of Cardholder.
- A Cardholder makes travel related purchases, has a legitimate business purpose for all Corporate Travel Card transactions, regularly reviews their transactions, and pays their statement directly to the Card Issuer.
- Cardholders are fully entrusted as a purchaser of travel related services for Centralia College. Purchases must always be made in the best interest of the College.

9. Eligibility

All college staff and faculty who travel regularly (typically more than two (2) travel events annually) for college business and have completed required training.

10. Training Requirements

All staff participating in the Corporate Travel Card program must complete training prior to issue or use of a Corporate Travel Card.

11. Securing Credit Card Information

Cardholders are directly responsible for the security of their card and account information.
Physical cards should be kept in a secure place.
Card number should not be posted, emailed or visible in any place that is accessible by others.

12. Lost, Stolen, Compromised or Damaged Card Information

If a Corporate Travel Card is lost, stolen, or compromised, the Cardholder/ must immediately notify the following:
- Card Issuer by calling 1-800-344-5696
- Procurement Services Department (purchasing@centralia.edu) or 360-623-8954
The Cardholder is liable for all unauthorized use of Corporate Travel Cards until the Card Issuer is notified.
Program Administrator and Business Office will collaborate to report any instances of fraud which cannot be resolved through Card Issuer to the Office of the Washington State Auditor.

13. Obtaining Best Value

Cardholders should utilize the lowest price based on requirements, quality, and availability to obtain the maximum value for each dollar expended.

14. Periodic program reviews and monitoring of transactions

Periodic reviews of transactions and overall program activities will be performed by Program Administrator on the College’s behalf as well as external auditors and federal, regulatory and other granting agencies.
Intentional or fraudulent misuse of Corporate Travel Cards may result in disciplinary action up to and including dismissal from the College.

15. Spending Limits

The Corporate Travel Card Cards have both a “Single Transaction Limit” and a “Monthly Credit Limit.”
It is explicitly prohibited for a Cardholder to “split” the purchase of merchandise to circumvent the “Single Transaction Limit.” Intentionally doing so may result in the immediate cancellation of the Card. A transaction includes the purchase price, sales tax (if applicable), and freight and/or handling. Any transaction that exceeds the Single Transaction Limit will be rejected by the merchant.
All transactions during the billing period more than the Monthly Credit Limit before the end of the billing cycling will be rejected by the merchant. In the event this occurs and there was an exceptional and/or urgent circumstance, the Cardholder may contact the Program Administrator to review any available options.
Cardholders may request adjustment to the Single Transaction Limit and/or Monthly Credit Limit at any time. Adjustments will be based on risk assessment and Cardholder’s capacity to adhere to program policy.
Cards Limits
- The Single Transaction Limit for Corporate Travel Cards is set based on the risk assessment of the Cardholder at the time of application.
- The Monthly Credit Limit is set based on the total dollar amount that the Cardholder anticipates they will spend on business related items within a month at the time of application.

16. Sales Tax

Cardholders should remind vendors at the time of purchase that the College is NOT exempt from sales tax.

17. Prohibited Purchases

Corporate travel cards may not be used for the following:
- Cash advances
- Personal purchases
- Purchases more than the limits authorized per card
- Purchase of materials or services from any member of the card user’s immediate family
- Airfare
- Purchase of equipment, materials, services or supplies not directly related to college travel
- Gifts of any kind, including gifts for employees, donors, or volunteers
- Commodities identified as assets including small and attractive assets in college policy.
This list is not all-inclusive; if there are any questions about whether or not the Corporate Travel Card can be used for a purchase, please contact the Program Administrator at purchasing@centralia.edu.

18. Misuse & Administrative Violations

Misuse of Corporate Travel Cards, fraudulent activity and/or violations of Corporate Travel Card policy will result in disciplinary action.
Any Corporate Travel Card Program participant violating the Corporate Travel Card policies and procedures may be subject to sanctions including suspension of the card program privileges, card cancellation, and other disciplinary action as deemed appropriate by the College. Intentional or fraudulent misuse can result in disciplinary action up to and including termination from the College and potential civil and/or criminal prosecution.
- Misuse
  - Purchase of items for personal use
  - Purchase of restricted commodities
  - Splitting of purchase or service cost over multiple card transactions in order to circumvent the single transaction limit
  - Use of the card by anyone other than the authorized cardholder.
- Administrative Violations
  - Failure to obtain and maintain supporting documentation for all card transactions.
  - Failure to provide supporting documentation when requested by Program Staff, internal or external auditors.
  - Failure to pay statement balance in full within 60 days of statement date.
- Fraudulent Misuse
  - Falsely claiming personal purchases as legitimate College expenses.
  - Submitting false or altered documents to justify transactions.
  - Knowingly using Corporate Travel Cards for expenses that do not adhere to college guidelines.
  - Utilizing any vendor where an undisclosed conflict of interest is present.
Program Administrator may take any or all of the following actions if Credit Card procedures are violated:
- One‐time issue ‐ a written/email notification given to the Cardholder and Supervisor.
- Ongoing issue, not resolved with written/email notification ‐ additional education/training on found issues with the Cardholder and Supervisor.
- Ongoing issue, not resolved with written/email notification and additional education/training – suspension/cancellation of card.

19. Card Termination

All Corporate Travel Cards are the property of Centralia College and the Card Issuer and can be terminated at any time by either the College or the Card Issuer.
College personnel who become aware of personal misuse should notify Procurement Services immediately.
Cardholders that have not used their Credit Card for a period of six (6) consecutive months may be subject to card suspension and/or cancellation. Upon suspension, if the Cardholder does not request that the Card be reactivated within six (6) months of the suspension date, the Program Administrator may cancel the Card.
Cardholder moves to a new department in the College
- If a Cardholder transfers to another department or division within the College, the Cardholder must notify the Program Administrator immediately.
Cardholder leaves the College
- Corporate Travel Cards(s) must be returned to the Program Administrator and the account permanently closed when a Cardholder leaves employment with the College. If a Cardholder believes a card has been suspended or cancelled in error, they should contact Program Administrator immediately.

20. Receipt Management

It is the Cardholder’s responsibility to maintain itemized receipts that document the nature and cost of all purchases made with the Corporate Travel Card in accordance with college retention policies.
The Program Administrator, Business Services staff members and auditors reserve the right to request supporting documentation in order to verify the validity of any transactions for audit purposes.
Cardholders should write missing information on receipts that do not meet the definition of a receipt in this policy.
The receipt should provide sufficient detail to support the business purpose of the purchase.
Any transactions processed with a 3rd party vendor (i.e., PayPal, Square, etc.) requires an itemized receipt for audit purposes.
In the event of a lost receipt, the Cardholder should document the details about the purchase including date, vendor name, item(s) description, quantity, unit price and total charge using the Affidavit of Lost Receipt form.

21. Returns And/or Credits

It is the responsibility of the Cardholder to contact the vendor directly regarding returns and/or credits to their Corporate Travel Card account.
This policy prohibits any other type of credit including cash.

22. Disputing Transactions

Cardholders must attempt to resolve all disputes directly with the vendor before contacting the Card Issuer.
Once a good faith effort has been made to resolve a problem with a vendor, the transaction can be disputed through the Card Issuer. Sales tax may not be disputed and must always be addressed directly with the vendor.
In accordance with the Master Agreement with the Card Issuer, a dispute must be initiated no later than 60 days after the date of the transaction. Failure to do so will result in the dispute being rejected and the College and corresponding department will be responsible for the charges.

Additional Legal Authority:

RCW 42.52
WAC 292-100-010
State Administrative and Accounting Manual (SAAM) Chapter 20 Internal Control
State Administrative and Accounting Manual (SAAM) Chapter 40.30 Disbursement of Electronic Funds/Benefits by State Agencies
State master credit card contract

1.042 Fleet Card Policy

Number:	1.042	Legal Authority:	RCW 39.26.090 (2)
Title:	Fleet Card Policy	Implementation Date:	11-1-2023
Contact:	Director Procurement Services	Revisions:

Definitions

Card Custodian is an individual, designated by the Program Administrator, to administer and control the use of Fleet cards by authorized card users.

Card Custodian Agreement is a form which states that the Card Custodian has read and understands the policies and procedures of the State and the College relative to card use and agrees to comply with this policy. This form must be signed by the Card Custodian and Approver prior to issuance and use of the card.

Card statement is the detailed itemized monthly statement of card charges provided by the issuing bank to the college.

Corporate liability is when the College is solely liable to the issuing bank for all billed transactions.

Department card is a card issued in the name of the department/division, rather than a specific employee. Department cards may be used by multiple purchasers. This card is a corporate liability.

Card User is a user card. Although the card is not assigned to an individual, it is available for college staff to use for college business.

Card User Agreement form states that the card user has read and understands the policies and procedures of the State and the College relative to card use and agrees to comply with this policy. This form must be signed by the Card User and the Approver prior to use of the card.

Credit card is a card entitling the holder to buy services or goods on credit.

Issuing bank is an individual, company, firm, or combination which the state of Washington contracts with for card services.

Program Administrator is an individual, designated by Centralia College, responsible for the management and oversight of the card program within the college. Responsibilities include, but are not limited to: the issuance and cancellation of cards; the development and enforcement of agency policy, procedures and training. The Director of Procurement Services is the Program Administrator.

Policy

1. Reason for policy

The policy supports the use of Fleet Cards for appropriate Fleet transactions, while assuring internal controls are in place to minimize the College’s risk of financial loss.

2. Responsible Office

Procurement Services is responsible for administration of the Fleet Card program, policies, and procedures in close coordination with the Business Services, Budgets, Grants and Contracts and the Vice President of Finance Administration.

3. Who Is Governed By This Policy

This policy governs the use and administration of the College’s Corporate Travel Card This policy governs the use and administration of the College’s Fleet Card Program. All College personnel who participate in the Fleet Card program are governed by this policy.

4. Who Should Know This Policy

It is the responsibility of all College personnel who participate in any of the Fleet Card program to review and understand this policy.

5. Employee Liability, Cardholder Agreement

Any employee using a Fleet Card agrees that they are personally liable for any unauthorized or unapproved charges.
Card Custodians and Card Users participating in the Fleet Card are required to sign corresponding agreements acknowledging personal liability for any unauthorized or unapproved charges.

6. Use of Credit Cards does not change procurement or funding requirements

Every purchase must be made according to the correct procurement process before payment is made by any method.
The use of the Fleet cards to pay for a purchase does not exempt Centralia College from the purchasing requirements set by the College, the State of Washington, or federal laws. Purchasing requirements, such as the direct buy limits and prepayments, are still applicable.
Special Concerns About Charges To Grants And Contracts
- Fleet Cards may be used to make purchases and thereby incur relate charges on grants and contracts, special efforts are required to ensure that the charges themselves are permissible in accordance with the terms of those grants and contracts.
- Cardholders/Card Users utilizing Grant and Contract funds in association with Fleet Card purchases are responsible knowing and understanding permissible charges for their respective grants and contracts.

7. Program Overview

Fleet cards simplify fuel expense tracking and make buying fuel and vehicle repairs easy for those staff who use College fleet vehicles and equipment. The Fleet Card program reduced the amount of time, effort, and administrative costs involved in tracking fuel expenditures and provides another layer of purchase controls to reduce misuse and abuse risks for the College.
Fleet cards may only be used for fuel and maintenance of college owned vehicles.
Fleet cards are issued to vehicles and departments, not individuals.
This policy does not apply to fleet cards issued to vehicles leased through the State Fleet Program.
The College utilizes a Fleet Card program offered through a card-issuing Financial Services Provider (“Fleet Card Issuer”). This program is governed by the terms and conditions of a Master Agreement between the State of Washington and the Fleet Card Issuer. The Fleet Card Issuer provides a web-based system to manage the Program.

8. Roles And Responsibilities

Procurement Services
- Procurement Services administers the Fleet Card program and is responsible for supporting departments in utilizing the program to execute and pay for purchases in an effective, efficient and appropriately controlled manner.
- Procurement Services is solely authorized to make any modifications or exceptions to the programs and to perform administrator tasks such as setting-up users, changing card controls, etc., in card management systems and ctcLink.
- Procurement Services maintains all forms, policies and procedures directly associated with the programs.
- Procurement Services is responsible for developing, updating, and administering all audit and disciplinary policies related to the Credit Card programs.
Program Administrator
- The Director of Procurement Services is the Program Administrator.
Accounts Payable, Business Services
- Accounts Payable, Business Services stages and approves payment of the monthly Fleet card charges based on the bill from the Card Issuer, the information in the card management systems and ctcLink.
Card User
- College personnel who are authorized to use a Fleet Card for College business will hold the role of Card User.
- A Card User makes Fleet purchases, has a legitimate business purpose for all Fleet Card transactions, and provides receipts.
- Card Users are fully entrusted as a purchaser of Fleet goods for Centralia College. Purchases must always be made in the best interest of the College.
Card Custodian
- Card Custodian is an individual designated by the Program Administrator in collaboration with the appropriate Dean, Director or Vice President to administer and control the use of Fleet cards by authorized card users.
- Card Custodians are entrusted to ensure purchases made by card users are done in accordance with this policy. Purchases must always be made in the best interest of the College.
- Card Custodians may also be Card Users.

9. Eligibility

College departments who manage College owned gasoline or diesel-powered vehicles or equipment are eligible to obtain Fleet Cards.
Program Administrator and eligible departments will collaborate to determine appropriate Card Custodian(s).

10. Training Requirements

Card Custodians participating in the Fleet Card program must complete training prior to issue or use of Fleet Card.

11. Securing Credit Card Information

Card Users and Card Custodians are directly responsible for the security of the cards and account information.
Physical cards should be kept in a secure place.
Card number should not be posted, emailed or visible in any place that is accessible by others.

12. Lost, Stolen, Compromised or Damaged Card Information

The Card Custodian must immediately notify the following in the event that a fleet card is stolen, lost or compromised:
- Card Issuer – 1-866-544-5796
- Procurement Services Department (purchasing@centralia.edu) or 360-623-8954
The College is liable for all unauthorized use of Fleet cards until the Card Issuer is notified. All charges associated with a card will be allocated to the default chart string assigned when the card was issued.
Program Administrator and Business Office will collaborate to report any instances of fraud which cannot be resolved through Card Issuer to the Office of the Washington State Auditor.

13. Periodic program reviews and monitoring of transactions

Periodic reviews of transactions, reconciliations, and overall program activities (i.e., receipts, transactions and other supporting documents) will be performed by Program Administrator on the College’s behalf as well as external auditors and federal, regulatory and other granting agencies.
Intentional or fraudulent misuse of Fleet Cards may result in disciplinary action up to and including dismissal from the College.

14. Spending Limits

The Credit Cards have both a “Single Transaction Limit” and a “Monthly Credit Limit.”
It is explicitly prohibited for a Cardholder to “split” the purchase of merchandise to circumvent the “Single Transaction Limit.” Intentionally doing so may result in the immediate cancellation of the Card. A transaction includes the purchase price, sales tax (if applicable), and freight and/or handling. Any transaction that exceeds the Single Transaction Limit will be rejected by the merchant.
All transactions during the billing period more than the Monthly Credit Limit before the end of the billing cycling will be rejected by the merchant. In the event this occurs and there was an exceptional and/or urgent circumstance, the Cardholder or the Card Custodian may contact the P-Card staff to review any available options.
Cardholders and/or Approvers may request adjustment to the Single Transaction Limit and/or Monthly Credit Limit at any time. Adjustments will be based on risk assessment and Cardholder’s capacity to adhere to program policy.
Cards Limits
- The Single Transaction Limit for P-Cards is set based on risk assessment of the Card Custodian at the time of application.
- The Monthly Credit Limit is set based on the total dollar amount that the Cardholder anticipates they will spend on business related items within a month at the time of application.

15. Prohibited Purchases

Fleet cards may only be used for gasoline, diesel or routine maintenance on campus owned vehicles and equipment.
All other commodities are strictly prohibited.

16. Misuse & Administrative Violations

Misuse of Fleet Cards, fraudulent activity and/or violations of the Fleet Card policy will result in disciplinary action.
Any Fleet Card Program participant violating the Fleet Card policies and procedures may be subject to sanctions including suspension of the card program privileges, card cancellation, and other disciplinary action as deemed appropriate by the College. Intentional or fraudulent misuse can result in disciplinary action up to and including termination from the College and potential civil and/or criminal prosecution.
- Misuse
  - Purchase of items for personal use
  - Attempts to purchase of restricted commodities
  - Splitting of purchase or service cost over multiple card transactions in order to circumvent the single transaction limit
  - Use of the card by anyone or any department other than the authorized card users.
- Administrative Violations
  - Failure to obtain and maintain supporting documentation for card transactions.
- Fraudulent Misuse
  - Falsely claiming personal purchases as legitimate College expenses.
  - Submitting false or altered documents to justify transactions.
  - Knowingly using or attempting to Fleet Cards for expenses that do not adhere to college guidelines.
  - Utilizing any vendor where an undisclosed conflict of interest is present.
Program Administrator may take any or all of the following actions if Fleet Card procedures are violated:
- One‐time issue ‐ a written/email notification given to the Card User/Card Custodian and Supervisor.
- Ongoing issue, not resolved with written/email notification ‐ additional education/training on found issues with the Card User/Card Custodian and Supervisor.
- Ongoing issue, not resolved with written/email notification and additional education/training – suspension/cancellation of card.
It is the responsibility of the Card Custodian to immediately notify the Fleet Administrators if any infractions occur.

17. Card Termination

All Fleet Cards are the property of Centralia College and the Card Issuer and can be terminated at any time by either the College or the Card Issuer.
Cardholder moves to a new department in the College
- If a Cardholder transfers to another department or division within the College, the Cardholder must notify the Program Administrator immediately.
Card Custodian leaves the College
- Fleet Card(s) must be returned to the Program Administrator when a Cardholder leaves employment with the College. If a Cardholder believes a card has been suspended or cancelled in error, they should contact Program Administrator immediately.

18. Receipt Management

It is the Card Custodian’s responsibility to maintain itemized receipts that document the nature and cost of all purchases made with a Fleet Card in accordance with college retention policies.
The Program Administrator, Business Services staff members and auditors reserve the right to request clarification on all supporting documentation in order to verify the validity of any transactions for audit purposes.
Card Users/Card Custodians should write missing information on receipts that do not meet the definition of a receipt in this policy.
The receipt should provide sufficient detail to support the business purpose of the purchase.
In the event of a lost receipt, the Card User/Card Custodian should document the details about the purchase including date, vendor name, item(s) description, quantity, unit price and total charge using the Affidavit of Lost Receipt form.

19. Disputing Transactions

Card Custodians must attempt to resolve all disputes directly with the vendor before contacting the Card Issuer.
Once a good faith effort has been made to resolve a problem with a vendor, the transaction can be disputed through the Card Issuer. Sales tax may not be disputed and must always be addressed directly with the vendor.
In accordance with the Master Agreement with the Card Issuer, a dispute must be initiated no later than 60 days after the date of the transaction. Failure to do so will result in the dispute being rejected and the College and corresponding department will be responsible for the charges.

Further Legal Authority:

RCW 42.52
WAC 292-100-010
State Administrative and Accounting Manual (SAAM) Chapter 20 Internal Control
State Administrative and Accounting Manual (SAAM) Chapter 40.30 Disbursement of Electronic Funds/Benefits by State Agencies
State master credit card contract

1.043 Procurement Card Policy

Number:	1.043	Legal Authority:	RCW 39.26.090 (2)
Title:	Procurement Card Policy	Implementation Date:	11-1-2023
Contact:	Director Procurement Services	Revisions:

Definitions

Approver is an individual, designated by Centralia College and the Program Administrator to monitor, review receipts and chart string information of the card transaction of assigned Cardholders or Card Users. Approvers are not approving the expense.

Cardholder is an individual, designated by the Program Administrator and Approver to make purchases using an assigned card.

Card Custodian is an individual, designated by the Program Administrator, to administer and control the use of department cards by authorized card users within the Card Custodian’s workgroup. Card Custodians do not administer or control individually assigned cards.

Card Custodian Agreement is an agreement which states that the Card Custodian has read and understands the policies and procedures of the State and the College relative to card use and agrees to comply with this policy. This agreement must be signed by the Card Custodian, Custodian’s Direct Supervisor, default chart string Budget Manager and Program Administrator prior to issuance and use of the card.

Card statement is the detailed itemized monthly statement of card charges provided by the issuing bank to the College.

Corporate liability is when the College is solely liable to the issuing bank for all billed transactions.

Department card is a card issued in the name of the department/division, rather than a specific employee. Department cards may be used by multiple purchasers. This card is a corporate liability.

Card User is an authorized user of a department assigned card.

Card User Agreement is an agreement states that the card user has read and understands the policies and procedures of the State and the College relative to card use and agrees to comply with this policy. This form must be signed by the Card User, Card Custodian, Card User’s Supervisor and the Program Administrator prior to use of the card.

Credit card is a card entitling the holder to buy services or goods on credit.

Issuing bank is an individual, company, firm, or combination which the state of Washington contracts with for card services.

Program Administrator is an individual, designated by Centralia College, responsible for the management and oversight of the card program within the college. Responsibilities include, but are not limited to: the issuance and cancellation of cards; the monitoring of Approver, Cardholders, Card Custodians, and Card Users; the development and enforcement of agency policy, procedures and training. The Director of Procurement Services is the Program Administrator.

Procurement card is a physical or central billing account entitling the holder to buy goods or services on credit. The purchase card is also known as a p-card or a procurement card. The procurement card is a corporate liability.

Reconciler is the person who is responsible for all the functions associated with post-purchase processing in ctcLink including account allocation and providing a business purpose.

Policy

1. Reason for policy

The policy supports the use of Procurement Cards for appropriate business transactions, while assuring internal controls are in place to minimize the College’s risk of financial loss.

2. Responsible Office

Procurement Services is responsible for administration of the Procurement Card program, policies, and procedures in close coordination with Business Services, Budgets, Grants and Contracts and the Vice President of Finance Administration.

3. Who Is Governed By This Policy

This policy governs the use and administration of the College’s Procurement Card Program. All College personnel who participate in the Procurement Card program are governed by this policy.

4. Who Should Know This Policy

It is the responsibility of all College personnel who participate in any of the Procurement Card program to review and understand this policy.

5. Employee Liability, User Agreements

Any employee using a Procurement Card agrees that they are personally liable for any unauthorized or unapproved charges.
Card Custodians, Card Users, and Cardholders participating in the Procurement Card are required to sign corresponding agreements acknowledging personally liable for any unauthorized or unapproved charges.

6. Use of Credit Cards does not change procurement or funding requirements

Every purchase must be made according to the correct procurement process before payment is made by any method.
The use of the Procurement cards to pay for a purchase does not exempt Centralia College from the purchasing requirements set by the College, the State of Washington, or federal laws. Purchasing requirements, such as the direct buy limits and prepayments, are still applicable.
Special Concerns About Charges to Grants and Contracts
- Procurement Cards may be used to make purchases and thereby incur relate charges on grants and contracts, special efforts are required to ensure that the charges themselves are permissible in accordance with the terms of those grants and contracts.
- All program participants utilizing Grant and Contract funds in association with Procurement Card purchases are responsible knowing and understanding permissible charges for their respective grants and contracts.

7. Program Overview

Procurement (P-Cards) Cards
- The Procurement Card (P-Card) program is the preferred purchase and payment method for most business related, small dollar, purchases (under $2,500 per transaction), of goods and limited services by departments. The intent of the program is to reduce the number of small dollar requisitions, reimbursements and allow of online reconciliation of payments. Use of a purchasing card significantly reduces the time spent purchasing and paying for small-dollar, high-volume transactions while maintaining adequate controls.
- P-Cards may be issued to individuals or departments.
- Contractors, consultants and students including student workers are not eligible to obtain or use a P-Card.
- Centralia College is liable to the financial institution that issues the P-Cards for all valid transactions and pays the financial institution directly.
- The College utilizes a Procurement Card program offered through a card-issuing Financial Services Provider (“Card Issuer”). This program is governed by the terms and conditions of a Master Agreement between the State of Washington and the Card Issuer.

8. Roles And Responsibilities

Procurement Services
- Procurement Services administers the Program Card program and is responsible for supporting departments in utilizing the program to execute and pay for purchases in an effective, efficient and appropriately controlled manner.
- Procurement Services is solely authorized to make any modifications or exceptions to the programs and to perform administrator tasks such as setting-up users, changing card controls, etc., in card management systems and ctcLink.
- Procurement Services maintains all forms, policies and procedures directly associated with the programs.
- Procurement Services is responsible for developing, updating, and administering all audit and disciplinary policies related to the Procurement Card program.
Program Administrator
- The Director of Procurement Services is the Program Administrator.
Accounts Payable, Business Services
- Accounts Payable, Business Services stages and approves payment of the monthly Procurement Card charges based on the bill from the Card Issuer, the information in the card management systems and ctcLink.
Cardholder/Card User
- A Cardholder/Card User makes purchases, has a legitimate business purpose for all Procurement Card transactions, regularly reviews their transactions, provides a business purpose and receipts.
- Cardholders/Card Users are fully entrusted as a purchaser of goods for Centralia College. Purchases must always be made in the best interest of the College.
- Cardholders must obtain written approval (email) to use chart strings other than the card default chart string.
Card Custodian
- Card Custodian is an individual designated by the Program Administrator in collaboration with the appropriate Dean, Director or Vice President to administer and control the use of department cards by authorized card users with the card custodian’s workgroup.
- Card custodians do not administer individually assigned cards.
- Card Custodians are entrusted to ensure purchases made by card users are done in accordance with this policy. Purchases must always be made in the best interest of the College.
- Card Custodians may also be Card Users and/or Reconcilers.
- Card Custodians may not be Approvers.
Reconciler
- A Reconciler is the person who is responsible for the functions associated with post-purchase processing in ctcLink including budget allocation, providing a business purpose explanations and receipts.
- The Reconciler role can be given to either the Cardholder or assigned to a proxy to reconcile on the Cardholder’s behalf.
- The Cardholder is responsible for all actions taken by the Reconciler or on their behalf.
Approver
- An Approver is an individual, designated by Centralia College and the Program Administrator to monitor, review receipts and chart string information of the card transaction of assigned Cardholders or Card Users. Approvers are not approving the expense.
- By approving each transaction, the Approver exercises critical control by ensuring authorized and appropriate Procurement Card use and correct allocation of expenses in accordance with Procurement Services and other related College policies.
- An Approver must have sufficient knowledge and understanding of the Cardholder’s Credit Card activity to competently perform the approval process.
- No Cardholder may approve their own transactions nor may they direct someone else to approve transactions in a manner that would violate policy, i.e., without reviewing the transactions in detail, etc.
- Approving transactions without review is not only a violation of this policy but is also a critical financial control failure.
Budget Managers
- A Budget Manager is an individual with signature authority on a budget (chart string).
- Budget managers provide blanket approval of Procurement Card transactions when the Cardholder or Card User agreement is signed.
- Budget managers may require individual transaction approval based on their business needs.

9. Eligibility

Procurement Cards
- All college staff and faculty who make routine, low dollar, low risk purchases are eligibility to apply for a Purchase Card.
- Staff may request an individually assigned card or a department card.

10. Training Requirements

All staff participating in the Procurement Card program must complete training prior to issue or use of a Procurement Card.

11. Securing Credit Card Information

Cardholders, Card Users and Card Custodians are directly responsible for the security of their card and account information.
Physical cards should be kept in a secure place.
Card number should not be posted, emailed or visible in any place that is accessible by others.

12. Lost, Stolen, Compromised or Damaged Card Information

If a Procurement Card is lost, stolen, or compromised, the Cardholder/Card Custodian must immediately notify the following:
- Card Issuer by calling 1-800-344-5696
- Procurement Services Department (purchasing@centralia.edu) or 360-623-8954
The College is liable for all unauthorized use of Procurement Cards until the Card Issuer is notified. All charges associated with a card will be allocated to the default chart string assigned when the card was issued.
Program Administrator and Business Office will collaborate to report any instances of fraud which cannot be resolved through Card Issuer to the Office of the Washington State Auditor.

13. Obtaining Best Value

Cardholders/Card Users should utilize the lowest price based on requirements, quality, and availability to obtain the maximum value for each dollar expended.
Cardholders/Card Users are strongly encouraged to use College-wide Purchasing Agreements such as Master Contracts and Cooperative Agreement relationships for their Procurement Card purchases.
Program Administrator will review Procurement Card transactions on a regular basis to analyze preferred vendor utilization and will review any resulting opportunities with the Card Custodians/Card Users/Cardholders.
Cardholders/Card Users must use College established accounts with large online retailers to make purchases. Using a College Credit Card with a personal account such as Amazon, Office Depot, Staples, etc. is not allowed.
Fiscal Year considerations
- Per the State of Washington Office of Financial Management, goods and services must be received by June 30th to be included as an expenditure of the concluding fiscal year. It is the cardholder’s responsibility to plan purchases accordingly to be in compliance with this policy.
- Orders for subscriptions and memberships should be placed within the same fiscal year that they begin. For instance, a subscription that expires in August should not be renewed prior to July 1st. A membership that begins July 1st should not be renewed until July 1st.
- Registrations are paid out of the fiscal year in which the event occurs. Registration for events that occur after June 30 can be paid in the old year if one of the three following exceptions is met:
  - The registration documents clearly state an “early bird discount” if fees are paid before a given date.
  - The registration documents clearly state that registration must be paid by a given date in order to reserve a space.
  - The registration documents clearly state that registration must be paid by a given date that is prior to July.

14. Delivery Requirements

All deliveries for Procurement Card purchases should be to Centralia College locations as required per policy 1.260 – Purchasing and Receiving.

15. Periodic program reviews and monitoring of transactions

Periodic reviews of transactions, reconciliations, and overall program activities (i.e., receipts, transactions and other supporting documents) will be performed by Program Administrator, Business Services and Grants and Contracts staff on the College’s behalf as well as external auditors and federal, regulatory and other granting agencies.
Intentional or fraudulent misuse of Procurement Cards may result in disciplinary action up to and including dismissal from the College.

16. Spending Limits

The Credit Cards have both a “Single Transaction Limit” and a “Monthly Credit Limit.”
It is explicitly prohibited for a Cardholder to split the purchase of merchandise to circumvent the “Single Transaction Limit.” Intentionally doing so may result in the immediate cancellation of the Card. A transaction includes the purchase price, sales tax (if applicable), and freight and/or handling. Any transaction that exceeds the Single Transaction Limit will be rejected by the merchant.
All transactions during the billing period more than the Monthly Credit Limit before the end of the billing cycling will be rejected by the merchant. In the event this occurs and there was an exceptional and/or urgent circumstance, the Cardholder or the Card Custodian may contact the P-Card staff to review any available options.
Cardholders and/or Card Custodians may request adjustment to the Single Transaction Limit and/or Monthly Credit Limit at any time. Adjustments will be based on risk assessment and Cardholder’s/Card User’s capacity to adhere to program policy.
Cards Limits
- The Single Transaction Limit for P-Cards based on the risk assessment of the Cardholder/Card Custodian at the time of application.
- The Monthly Credit Limit is set based on the total dollar amount that the Cardholder anticipates they will spend on business related items within a month at the time of application.

17. Sales Tax

Cardholders should remind vendors at the time of purchase that the College is NOT exempt from sales tax.

18. Prohibited Purchases

Procurement Cards may not be used for the following:
- Cash advances
- Personal purchases
- Purchases more than the limits authorized per card
- Purchase of materials or services from any member of the card user’s/cardholder’s immediate family
- Purchase of equipment, materials, or supplies restricted by Centralia College policies, guidelines, or contractual agreements
- Gifts of any kind, including gifts for employees, donors, or volunteers
- Tips and gratuity
- Payments to other state agencies including other departments within the College (Procurement Cards cannot be used in the College Bookstore, Food Services or Campus CE)
- Splitting purchases to circumvent transaction limits, card limits or daily or monthly purchase limits on a card or to avoid competition bidding limits or purchase authority
- Gift cards or gift certificates
- Purchases through pay apps (PayPal, Venmo, Zelle, etc.)
- Laptops, tablets, cell phones, desktop computers, printers or any other equipment deemed “small and attractive” through college policy or SAAM 30.40.20.
- Fuel for campus or personal vehicles
- Alcoholic Beverages
- Furniture
- Leases
- Moving Expenses
- Postage including stamps
- Construction or maintenance of College Buildings, Grounds or Equipment
- Calling cards
- Weapons and ammunition, working or replica
This list is not all-inclusive; if there are any questions about whether or not the Procurement Card can be used for a purchase, please contact the Program Administrator at purchasing@centralia.edu.

19. Misuse & Administrative Violations

Misuse of Procurement Cards, fraudulent activity and/or violations of the Procurement Card policy will result in disciplinary action.
Any Procurement Card Program participant violating the Procurement Card policies and procedures may be subject to sanctions including suspension of the card program privileges, card cancellation, and other disciplinary action as deemed appropriate by the College. Intentional or fraudulent misuse can result in disciplinary action up to and including termination from the College and potential civil and/or criminal prosecution.
Misuse
- Purchase of items for personal use
- Purchase of restricted commodities
- Splitting of purchase or service cost over multiple card transactions in order to circumvent the single transaction limit
- Use of the card by anyone or any department other than the authorized cardholder or approved card users.
Administrative Violations
- Failure to obtain and maintain supporting documentation for all card transactions
- Signing off on transactions without proper review
- Lack of timely and proper reconciliation of posted transactions
- Allocation of charges to sponsored project accounts in a manner that is inconsistent with federal or other guidelines
- Approval of transactions that violate College policies
Fraudulent Misuse
- Falsely claiming personal purchases as legitimate College expenses. This includes false comments in ctcLink.
- Submitting false or altered documents to justify transactions.
- Knowingly using Procurement Cards for expenses that do not adhere to college guidelines.
- Utilizing any vendor where an undisclosed conflict of interest is present.
Program Administrator may take any or all of the following actions if Procurement Card procedures are violated:
- One‐time issue ‐ a written/email notification given to the Cardholder/Card Custodian and Supervisor.
- Ongoing issue, not resolved with written/email notification ‐ additional education/training on found issues with the Cardholder/Card Custodian and Supervisor.
- Ongoing issue, not resolved with written/email notification and additional education/training – suspension/cancellation of card.
It is the responsibility of the program participants to immediately notify the Program Administrators of misuse or violations they become of aware.

20. Card Termination

All Procurement Cards are the property of Centralia College and the Card Issuer and can be terminated at any time by either the College or the Card Issuer.
Applicable security access will be removed through the ctcLink Security process as well as notification sent to the Program Administration when Procurement Cards are terminated.
Cardholders that have not used their Procurement Card for a period of six (6) consecutive months may be subject to card suspension and/or cancellation. Upon suspension, if the Cardholder does not request that the Card be reactivated within six (6) months of the suspension date, the Program Administrator may cancel the Card.
Cardholder/Card Custodian moves to a new department in the College
- Individual cards - If a Cardholder transfers to another department or division within the College, the P-Card must be returned to the Program Administrator. The Cardholders previous department will be held responsible for all charges made on the card until it has been returned to the Program Administrator. If a Cardholder needs a P-Card in their new department, they must follow the procedures for establishing a new Cardholder.
- Department cards – If a Card Custodian moves to a new department or division within the College, the P-Card must be returned to the Program Administrator. The Program Administrator and the appropriate department leadership will collaborate to determine a replacement Card Custodian.
Cardholder leaves employment with the College
- When a Cardholder leaves the College, Procurement Card(s) must be returned to the Program Administrator and the account permanently closed.
If a Cardholder believes a card has been suspended or cancelled in error, they should contact Program Administrator immediately.

21. P-Card Use for Food Purchases (Meals with Meetings, Coffee and Light Refreshments, food for student academic and enrichment events).

The P-Card may be used to make purchases of food from merchants for consumption pursuant to College Policy 1.183.
Authorization to provide meals with a meeting or coffee and light refreshments must be obtained PRIOR to purchase (College Policy 1.183).
Such purchases may not include catering services that involve execution of a contract by the College and/or provision of labor by a vendor at an event.
P-Cards may not be used to purchase food while traveling on college business or for meals eaten in a restaurant or eating establishment.

22. Reconciliation of Purchase Cards

It is the Reconciler and Approver’s responsibility to review all transactions for accuracy, appropriate business purpose, reconcile in ctcLink, assign proper chart fields, stage and approve sign-off all P-Card transactions as quickly as possible after the purchase. It is strongly recommended that transactions are reconciled as soon as they are available in ctcLink (typically within 48 hours).
Reconciliation of the entire statement must be completed within five (5) business days of the statement date.
The Cardholder and Approver should review each transaction to ensure compliance with the following items:
- All transactions made using the card comply with the College’s Finance policies including this policy, Purchasing and Receiving and Accounts Payable.
- All purchases must have a valid College business purpose.
- Chart string information including account numbers are accurate.
- Purchases meet all grant or regulatory requirements (if the purchase is allocated to a grant or federally funded account)
- All required receipts, explanations and supporting documentations are accounted for and attached within the ctcLink Comments section.
Hard close deadline
- Failure to review, reconcile and approve transactions by 33 days after the statement date month will result in assignment of charges to pre-assigned default chart string.
Failure to review, reconcile and approve transactions in a timely manner will result in suspension of card privileges until receipts and business purpose explanations are provided to the Program Administrator.
Three (3) or more late reconciliations by the same Cardholder/Reconciler in one twelve (12) period will result in termination of card privileges.
Any finance charges or late fees incurred as a result of failure to reconcile in a timely manner by department or individual will be paid for at the expense of the department.

23. Receipt Management

It is the Cardholder’s responsibility to maintain itemized receipts that document the nature and cost of all purchases made with a Procurement Card in accordance with college retention policies.
The Program Administrator, Business Services staff members and auditors reserve the right to request clarification on all supporting documentation in order to verify the validity of any transactions for audit purposes.
Cardholders/Reconcilers should write missing information on receipts that do not meet the definition of a receipt in this policy.
The receipt should provide sufficient detail to support the business purpose of the purchase.
In the event of a lost receipt, the Cardholder should document the details about the purchase including date, vendor name, item(s) description, quantity, unit price and total charge using the Affidavit of Lost Receipt form.

24. Returns and/or Credits

It is the responsibility of the Cardholder/Card Custodian to contact the vendor directly regarding returns and/or credits to their Procurement Card account.
This policy prohibits any other type of credit including cash.

25. Disputing Transactions

Cardholders/Card Custodians must attempt to resolve all disputes directly with the vendor before contacting the Card Issuer.
Once a good faith effort has been made to resolve a problem with a vendor, the transaction can be disputed through the Card Issuer. Sales tax may not be disputed and must always be addressed directly with the vendor.
In accordance with the Master Agreement with the Card Issuer, a dispute must be initiated no later than 60 days after the date of the transaction. Failure to do so will result in the dispute being rejected and the College and corresponding department will be responsible for the charges.

Further Legal Authority:

RCW 42.52
WAC 292-100-010
State Administrative and Accounting Manual (SAAM) Chapter 20 Internal Control
State Administrative and Accounting Manual (SAAM) Chapter 40.30 Disbursement of Electronic Funds/Benefits by State Agencies
State master credit card contract

1.045 Hazardous Materials Management

Number:	1.045	Legal Authority:	Washington Industrial Safety and Health Act (WISHA) RCW 49.17 WAC 800-180 WAC 296-901 Hazard Communication RCW Title 70
Title:	Hazardous Materials Management	Implementation Date:	12-1-1987
Contact:	Chemical Hygiene Officer	Revisions:	10-5-22

Centralia college is committed to practicing and promoting environmental stewardship, maintaining a healthy and safe learning/working environment, and ensuring compliance with applicable regulations related to hazardous materials. The Centralia College Chemical Hazard Communication program and Chemical Hygiene Plan published on the Centralia College website provides detailed procedures to ensure that faculty, staff, students, and visitors are informed of the hazardous property of chemicals, safe handling procedures, and appropriate protective measures.

1.050 Chronic and/or Communicable Disease Education

Number:	1.050	Legal Authority:	RCW.28A.210 RCW 70.54.370 – Student Housing
Title:	Chronic and/or Communicable Disease Education	Implementation Date:	9-21-2000
Contact:	Director, Student Life & Involvement	Revisions:	5-1-2019, 1-3-2024

Centralia College provides education through the Student Life and Involvement Center about the transmission and prevention of chronic and/or communicable diseases.

1.052 College Policy & Procedure Formulation

Number:	1.052	Legal Authority:	Board Policy BPR 3
Title:	College Policy and Procedure Formulation	Implementation Date:	3-3-2004
Contact:	President’s Office	Revisions:	8-19-2014, 3-6-2019, 11-1-2023

Board policy is approved after formal review by the board. College policy and procedures are approved by the Institutional Effectiveness Committee after a review/recommendation process; College policy revisions will be reviewed by the Board of Trustees.

Policy and procedure development, revision, or elimination may begin in a variety of ways:

Request by the board of trustees
Disappearing Task Forces (DTFs) charged by the Institutional Effectiveness Committee (IE), the president or any vice president
Any IE constituent group
Required as the result of changes in law
Required as the result of Office of Financial Management (OFM) changes
Required as the result of changes in State Board for Community and Technical Colleges (SBCTC) policy
Required as the result of external state or federal agencies or regulations
An employee's request to the president, any vice president, or appropriate administrator
A student’s request to VPSS or SAALT or appropriate administrator
Regular review and updating process, including elimination of existing policy

POLICY: Policies establish originating authority, delegated responsibility, and the general principles which guide the College.
Board of trustee's policy Executive Limitation (EL)-1 delegates to the college president the authority to exercise in the name of the board (under RCW 28B.10.528) all of the powers and duties vested in or imposed upon the board by law, except such powers and duties as the board expressly reserves for the board. See Board EL policies for restrictions.

Proposed board policy is subject to a first and second reading prior to a formal vote of approval by the board. Once approved, the president shall enact policy through the authority delegated by the board. This authority is exercised commonly through college policy or procedure implementation.

Nothing prevents the president or a vice president from approving an interim policy, as long as:

The interim policy time is limited;
EMT reviews the interim policy;
IE is informed of the interim policy; and
Policy formulation processes are begun to create permanent policy.

FORMULATING PROCEDURE: the prescribed means of accomplishing policy through specific action, guidelines, compliance needs or expected standards. Procedure may be determined by the appropriate department or office, so long as the procedure is within the bounds set by approved policy, and is clearly published or communicated to any affected parties.

Before any constituency group may request the development, modification, or deletion of a college policy, the issue must be brought to the Institutional Effectiveness Committee (IE) for review. [Exceptions: Faculty Union, Classified Staff Union, and Associated Students of Centralia College (ASCC)].

IE will determine:

if, where, and when it shall route the issue for development of an initial draft; and
assign a title, number, and "placement" for the policy

The initial first draft shall be presented in the official format when forwarded to IE for review.

Upon receipt of an initial draft, IE shall permit any constituency group that wishes to review the draft to do so. Comments will be brought back to IE for a second reading.

At the conclusion of its policy review, IE shall take one of the following actions:

Recommend to the president with no modification;
Recommend to the president with specific modifications;
Recommend that the president not approve the policy or procedure; or
Refer the draft back to one or more constituency groups for additional revision.

The president will assign periodic review of policy and procedures, ordinarily every five years, to maintain both currency and relevance to college values, authorities, and operations.

1.053 Granting Exceptions to College Policies

Number:	1.053	Legal Authority:	Board Policy BPR 3
Title:	Granting Exceptions to College Policies	Implementation Date:	3-3-2004
Contact:	President’s Office	Revisions:	8-25-2014, 1-9-2019, 11-1-2023

POLICY:

The college acknowledges that there may be times when it is reasonable, prudent, and desirable to grant exceptions to policies to allow for individual circumstances not covered by the wording of a particular policy. Therefore, the college authorizes the president, the vice presidents, and their designees to grant limited exceptions to college policy subject to specified parameters.

Any exception to published policy may not:

be applied in a discriminatory manner;
violate any federal, state or municipal law, statute or regulation;
violate any collective bargaining agreement unless agreed to by all signatories to the agreement;
violate State Board for Community and Technical College (SBCTC), Office of Financial Management (OFM), or other applicable state policy; and
violate the state ethics law or rulings by the state ethics commission.

The administrator may make exceptions only in their area of responsibility. Where very frequent exceptions are made, the policy must receive policy review in accordance with 1.052. The vice president may delegate authority to affected staff, especially while policy is under review.

Whenever possible, the administrator should consult with policy content experts prior to making an exception.

Exceptions are made on a case-by-case basis.

Exceptions must be documented and forwarded to the appropriate vice president. The vice president shall maintain the documentation on file. The documentation should include the rationale for making an exception in the specific instance.

Exceptions must be made after consultation with the personnel affected.

Personnel affected by an exception must be provided the final decision and the reason for it.

1.055 Commercial Activities

Number:	1.055	Legal Authority:	RCW 28B.63
Title:	Commercial Activities	Implementation Date:
Contact:	Vice President, Finance and Administration	Revisions:	11-24-2014, 4-3-2019, 6-5-2024

Centralia College may engage in commercial activities for a fee only when the goods, services, or facilities are directly and substantially related to the educational mission of the college. The fees charged shall reflect their full direct and indirect costs and consider the price of such items in the private marketplace. Centralia College will comply with RCW 28B.63.

The Vice President of Finance and Administration or designee is authorized to approve legitimate sales of goods and services and renting of facilities that are consistent with the college mission.

1.070 State Ethics Law

Number:	1.070	Legal Authority:	RCW 42.52
Title:	State Ethics Law	Implementation Date:	9-21-2000
Contact:	Appropriate Vice President	Revisions:	8-19-2014, 5-1-2019, 5-1-2024

Centralia College employees must comply with Washington State Law RCW 42.52 known as the Ethics in Public Service Law.

Periodic training and information is provided to employees on this subject.

1.075 Conservation of Energy/Electricity

Number:	1.075	Legal Authority:
Title:	Conservation of Energy/Electricity	Implementation Date:
Contact:	Facilities, Operations, and Maintenance Office	Revisions:	11-24-2014, 12-4-2019

The College is committed to support a sustainable campus and will continually monitor practices and procedures to reduce power consumption relative to size. The results will be reported annually to the campus. New buildings shall be designed to Leadership in Energy Efficient Design (LEED) Silver or equivalent standards.

1.080 Copyright Rules

Number:	1.080	Legal Authority:	See below
Title:	Copyright Rules	Implementation Date:
Contact:	VP of Finance and Administration, Instruction	Revisions:	10-2-2024

Centralia College recognizes the importance of clearly defining policy and practice on U.S. Copyright Law (Title 17). Centralia College will comply with the United States Copyright Act of 1976 as amended, Copyright for Libraries: Fair use, and the Technology, Education and Copyright Harmonization (TEACH) Act of 2002. Faculty members will adhere to the copyright restrictions for delivering virtual or online instruction as detailed in the TEACH Act (Section 110(2) of U.S. Copyright Law). All reproductions or use of copyright materials must comply with the provisions of the law.

PROCEDURES

Fair Use Guidelines determine the legality of copying copyrighted materials for educational use. In general, single copies of copyrighted materials may be made for "criticism, comment, news reporting, teaching, scholarship, and research" (Title 17, Section 107.) Faculty may make multiple copies of materials for distribution to students when it is a spontaneous decision; it is in the context of face-to-face teaching; only a small percentage of the whole work is copied; the copies are for only one course; and the copying is not repeated, quarter to quarter. If these conditions are not met, permission must be requested from the copyright holder. All copies should include the copyright notice from the original.

Additionally:

Specific guidelines govern copying of printed music and audiovisual materials.
All copies should include notice of copyright copied from the original.
All course syllabi shall include a copyright statement
Under no circumstances may course packs be duplicated and sold to students without permission from the copyright holders.
Faculty members will respect copyright restrictions for delivering instruction via distance education as detailed in the TEACH Act.
In compliance with the Digital Millennium Copyright Act, Centralia College computing and network resources may not be used for actions that violate federal copyright law.

U.S. Copyright Law (Title 17). That commitment includes the full exercise of the rights accorded to users of copyrighted works under the “Fair-Use” provision of federal copyright law (U.S.C. Section 107).

1.090 Electronic Signature Policy

CAMPUS CONTACT: Human Resources Office, Information Technology Office

POLICY
Centralia College will adopt an Electronic Signature Procedure that fulfills the requirements of RCW 19.360.020 and the OCIO Electronic Signature Guidelines. The Electronic Signature Procedure will be regularly reviewed to ensure compliance with OCIO guidelines.

Departments wishing to utilize electronic signatures will complete and document the Business Analysis and Risk Assessment portion of the Electronic Signature Procedure.

It is a violation of this policy for any individual to sign a Centralia College-related transaction on behalf of another individual, unless he or she has been granted specific authority by that individual. Individuals found in violation of this policy are subject to disciplinary action, up to and including termination of employment, disciplinary action under the Student Code of Conduct and criminal prosecution under applicable federal and state laws.

[Reviewed and Approved: Dr. Bob Mohrbacher, President 11/8/2016]

1.097 Preservation of Electronic Records for Litigation

Number:	1.097	Legal Authority:	RCW 40.14.040
Title:	Preservation of Electronic Records for Litigation	Implementation Date:	1-9-2009
Contact:	Vice President, Human Resources & Equity	Revisions:	8-19-14, 10-2-2019, 11-6-2024

Centralia College shall preserve all electronic materials that could be relevant to pending or anticipated lawsuits, and retrieve and produce such materials in the course of such litigation. Failure to meet these obligations may subject Centralia College and the individuals involved to sanctions and liability.

As required by RCW 40.14.040, the Public Records Officer manages and oversees Centralia College compliance with state and federal laws and regulations relating to the preservation and destruction of electronic and paper information.

1.099 Timely Warning Notifications

Number:	1.099	Legal Authority:	RCW 28A.320.125, Clery Act
Title:	Timely Warning Notifications	Implementation Date:
Contact:	Campus Safety & Security Manager	Revisions:	2-5-2020, 1-4-2023

The Safety & Security Manager, or a designee, will develop and send Timely Warning Notifications to notify members of the campus community about serious crimes against people that occur in campus geography, where it is determined that the incident may pose an ongoing threat to members of the Centralia College community. Decisions to disseminate a warning will be decided on a case-by-case basis in light of all the facts surrounding the crime and the continuing danger to the campus community. These warnings will be distributed if the incident is reported to Safety & Security directly, or if it is reported indirectly through a Campus Security Authority (CSA) or the local police department.

Timely Warning Notifications:
Timely Warning Notifications are provided to notify students, faculty, and staff of certain crimes that may represent a serious or ongoing threat to the campus community and to heighten safety awareness. A Timely Warning Notifications also seeks information that may lead to the arrest and conviction of the offender when violent crimes against persons or substantial crimes against property have been reported.

Timely Warning Notifications include information about the crime that triggered the warning, but do not include personally identifiable information about the victim of the crime. Timely Warning Notifications also include other available information that the college determines will help members of the campus community to protect themselves, ranging from descriptive information about suspects to tips on deterring theft. Thus, the amount and type of information presented in the warning will vary depending on the circumstances of the crime. If there is certain information that could compromise law enforcement efforts, it may be withheld from the Timely Warning Notification. An effort will always be made to distribute a warning as soon as pertinent information is available so that the warning is a preventive tool, not solely the description of the incident. A Timely Warning Notification will typically include the following, unless issuing any of this information would risk compromising law enforcement efforts:

Date and time or timeframe of the incident
A brief description of the incident
Information that will promote safety and potentially aid in the prevention of similar crimes (crime prevention or safety tips)
Suspect description(s) when deemed appropriate and if there is sufficient detail (see below)
Police agency/Campus Safety & Security department contact information
Other information as deemed appropriate by the Safety & Security Manager (or designee)

The description of subjects in a case will only be included in the alert if there is a sufficient amount of detail to describe the individual. If the only known descriptors are sex and race, that will not be included in the alert. Timely Warning Notifications are made in response to the occurrence of crimes specified in the Clery Act.

When Timely Warning Notifications are issued:
Centralia College will issue a Timely Warning Notification as soon as it determines there is a serious and ongoing threat to students or employees on campus and/or in the immediate campus community. The determination will be made based on the information that Safety & Security has available at the time.

Department or Individual responsible for issuing Timely Warning Notifications:
The Safety & Security Manager (or designee) will initiate the steps for the Timely Warning Notification. Included in those steps are:

Forwarding the proposed wording to the Public Information Officer (or designee) to determine the message, along with
Notification to the Vice President of Student Services.

Phrasing and wording of the warning will be confirmed between those departments, and then it will be sent out to using a variety of means, including, but not limited to, emails, text messages, emergency notification system message, phone calls, and website announcements posted on the Centralia College website.

Crimes included in this policy:
This policy is focused on “Clery Act crimes,” which are:

murder and non-negligent manslaughter
sexual violence and other sex offenses, forcible or non-forcible, but not including sexual harassment or indecent exposure (sexual violence must be reported to the Title IX Coordinator) domestic violence and dating violence (if the alleged, suspected, or reported victim is a student, the incident likely also needs to be reported to the Title IX Coordinator)
stalking (if the alleged, suspected, or reported victim is a student, the stalking incident likely also needs to be reported to the Title IX Coordinator)
robbery and burglary
aggravated assault
motor vehicle theft –including theft of motorized scooters, golf carts, motorized wheelchairs and the like
arson
“Hate crimes” include: (i) any other crime involving bodily injury, or (ii) larceny, theft, simple assault, intimidation, and destruction/ damage/ vandalism of property, when motivated by the perpetrator’s bias. Bias is defined as a negative opinion or attitude toward a group of persons based on their race, gender or gender identity, religion, sexual orientation, ethnicity/national origin, or disability.

The Safety & Security Manager does not issue Timely Warning Notifications for the above listed crimes if:

The Campus Safety & Security department or police apprehends the subject(s) and the threat of imminent danger for members of the community have been mitigated by the apprehension.
If a report was not filed with Safety & Security or if Safety & Security was not notified of the crime in a manner that would allow the department to post a Timely Warning Notification for the community. A general guideline includes a report that is filed more than five days after the date of the alleged incident may not allow Safety &Security to post a Timely Warning Notification to the community. This type of situation will be evaluated on a case-by-case basis.

Timely Warning Notifications may be distributed for crimes (ex. a pattern of larcenies or vandalism cases) that do not rise to the level of causing a serious or continuing threat to the College community. In addition, they may be distributed for other safety concerns (mulch fires, etc.).

Safety & Security maintains a daily crime log which is normally updated each business day and contains all crimes reported to the department.

1.101 Emergency Response and Evacuation Plan

Number:	1.101	Legal Authority:	Clery Act CC Board Policy 5.023
Title:	Emergency Response & Evacuation Plan	Implementation Date:
Contact:	Safety & Security Manager	Revisions:	8-25-14, 11-2-22

The College will publish and maintain an Emergency Response & Evacuation Plan, which is approved by the Institutional Effectiveness Committee and the Centralia College Board of Trustees. This plan is based on approved principles and practices of the National Incident Management System (NIMS) and the Incident Command System (ICS).

The Safety and Security Manager is responsible for the publication and implementation of the Emergency Response & Evacuation Plan. In order to effectively implement the plan, the Safety and Security Manager, working with Human Resources and area supervisors, shall designate required levels of ICS/NIMS training (or other relevant training) required by the President’s Cabinet, the Executive Management Team, and other key personnel on campus.

It is the general policy of the College that only the president, or administrator in charge, may declare a college wide emergency or crisis. However, in specific situations and scenarios, including but not limited to (active shooter, armed intruder, or other rapidly escalating situations) the Safety & Security Manager or the Incident Commander in charge may declare a college wide emergency or crisis.

The Emergency Response & Evacuation Plan shall be reviewed annually.

1.102 Emergency Notifications

Number:	1.102	Legal Authority:	RCW 28A.320.125, Clery Act
Title:	Emergency Notifications	Implementation Date:	1-4-2011
Contact:	Campus Safety & Security Manager	Revisions:	2-5-2020, 1-4-2023

Centralia College will notify the campus community upon confirmation of a significant emergency or dangerous situation involving an immediate threat to the health or safety of students or employees occurring on or near campus. The success of the Emergency Notification is dependent upon a thorough understanding of the protocols to follow during a crisis, critical occurrence, or college emergency. Following the listed steps in this policy will ensure a timely and efficient method of dissemination of critical information to the college community and in compliance with the Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act, or “Clery Act.”

If a serious crime, natural disaster, or a man-made emergency occurs that poses an immediate threat to the health and safety of the College community or a segment of the College community, federal law requires that the institution immediately notify the campus community or the appropriate segments of the community that may be affected by the situation.

The types of incidents that may cause an immediate threat to the community could include but are not limited to emergencies such as: an active shooter on campus, hostage/barricade situation, a riot, suspicious package with confirmation of a device, a tornado, a fire/explosion, suspicious death, structural damage to an owned or controlled facility, biological threat (anthrax, etc.), significant flooding, a gas leak, hazardous materials spill, outbreak of meningitis, norovirus, or other serious illness, etc. (Note: If the institution implements the procedures regarding notification of the College community for an Emergency Notification, the institution is not obligated to implement the timely warning notice procedures.)

All members of the campus community are notified on an annual basis through email that they are required to notify Safety & Security of any situation or incident on campus that involves a significant emergency or dangerous situation that may involve an immediate or on going threat to the health and safety of students and/or employees on campus. In addition, Safety & Security has a statement on its webpage that states campus community members are required to report these serious incidents or occurrences to them. Safety & Security has a responsibility to respond to such incidents to determine if the situation does in fact, pose an immediate threat to the community.

The Safety & Security Manager (or designee) is responsible for immediately notifying the President of any situation that poses an immediate threat to the community. The Safety & Security Manager (or designee) will initiate the steps for the Emergency Notification. It will be sent out to using a variety of means, including, but not limited to, emails, text messages, emergency notification system message, phone calls, and website announcements posted on the Centralia College website.

As per the requirements of the law, Safety & Security will, without delay and taking into account the safety of the community, determine the content of the notification and initiate the notification system, unless issuing a notification will, in the judgment of the first responders (including, but not limited to local police departments and Fire and Emergency Medical Services), compromise the efforts to assist a victim or to contain, respond to, or otherwise mitigate the emergency.

Safety & Security will post updates during a critical incident on the campus website and other locations throughout campus. Individuals are also advised that they can call Centralia College’s switchboard telephone line for live or recorded updates. Note: The Emergency Response & Evacuation Plan provides added information and reference for emergency advisories to the College.

1.103 Computer Replacement Cycle

Number:	1.103	Legal Authority:	OCIO 201.10
Title:	Computer Replacement Policy	Implementation Date:
Contact:	Chief Technology Officer	Revisions:	11-24-14, 3-3-23

Information Technology Services (ITS) will replace computers at a predictable and sustainable rate, reduce the number of different computer configurations that need to be supported, reduce overall cost of computer equipment through bulk savings, and eliminate the time and labor of individual upgrade requests.

ITS will use funds from the Computer Replacement Cycle budget to replace a percentage of end user assigned computer equipment every year, starting with the oldest, based on the minimum acceptable hardware standards that are established by the technology committee. The technology committee will use information from State Administrative and Account Manual (SAAM) and guidelines from the Office of the Chief Information Office (OCIO) to evaluate that percentage.

Spares of each computer category will be available in the ITS department. These machines will be a small percentage from each purchase cycle that are not put into circulation until the beginning of the next purchase cycle. The cold standby computers will be used to swap out computers that have failed or continually have issues causing lost labor time. They will also be leveraged for testing, temporary, or emergency needs.

Responsibility of the technology committee and Chief Technology Officer to support this policy will be:

Establish the standard acceptable hardware configuration based upon the requirements of the current operating system (Windows) and major software applications utilized by the college. The standard acceptable hardware configuration should anticipate additional performance needed to support future software or operating systems.
Determine a total cost of ownership per computer category that will cover hardware replacement and the fixed costs needed to maintain all computers support by the ITS Department.
Distribute a list of computers to be replaced each year.

The College, through the budget office and BRP Committee:

Review the replacement list of machines and budget for the replacement.
If funding is unavailable for the equipment refresh, then to address refresh funding the following year.

The ITS Department will:

Procure and deploy the replacement computers leveraging large orders where possible.
Securely wipe and dispose of computers that have been replaced and no longer compliant with the minimum acceptable hardware standards. Any money generated from the disposal will be returned to the budget for Computer Replacement Cycle.
Produce an annual report providing details of computers replaced and how the funds were used. This report will also evaluate the need to modify the upcoming years funding allocation.

Exclusions:

This policy does not cover costs peripherals, printing, or network equipment.

Definitions:

Computer Categories: Desktops, laptops, All-in-Ones, etc.

End User: The person assigned to use the computer.

Enterprise Software: Software and systems used to deploy, inventory, maintain, update, secure, backup, and monitor computers systems.

Fixed Costs (as it relates to this policy): Includes the Enterprise Software, as well as to account for planning, testing, setup, configuration, deployment, inventory, and disposal.

Peripherals: Monitors, docking stations, printers, or other additional equipment.

1.104 Information Technology Accessibility Policy

Centralia College strives to ensure that people with disabilities have access to the same services and content that are available to people without disabilities, including services and content made available through the use of information technology (IT). IT procured, developed, maintained, and used by Centralia College should provide substantially similar functionality, experience, and information access to individuals with disabilities as it provides to others.

The policy aligns with:

Centralia College's obligations under Section 504 of the Rehabilitation Act of 1973.
The Americans with Disability Act of 1990 together with its 2008 Amendments.
Washington State Policy #188 - Accessibility.
The Washington State Board of Community & Technical Colleges (SBCTC) Accessible Technology Policy

Reviewed and Revised by IE 4/6/2017
Reviewed and Approved by Dr. Bob Mohrbacher, President, 4/11/2017]1.

Centralia College Accessible Technology Plan

As part of an ongoing practice of continuous improvement—and in accordance with our Mission Statement and Core Themes—Centralia College plans for accessible information technology.

This Accessible Technology Plan was developed under the guidelines of WA OCIO Policy 188. Technologies adopted or implemented after August 2016 are expected to meet Level AA compliance with Web Content Accessibility Guidelines (WCAG) 2.0.

Existing Information Technologies
Existing Technologies, in use prior to August 2016, are made accessible to individuals with disabilities through a customized accommodation process.
Students are encouraged to apply for accommodations through the Disability Services Office.
Staff or faculty may contact Human Resources in person, by phone 360-623-8943 or by email at hro@centralia.edu.

1.120 External Funding

Number:	1.120	Legal Authority:	RCW 28B.50.520 RCW 43.88.160
Title:	External Funding	Implementation Date:
Contact:	President's Office	Revisions:	5-1-2024

Requests for external funding, such as grants or other external monetary awards, must be approved by the college president (or designee).

Before submitting such requests for external funding, employees should consult if applicable with:

Grants and Contracts office with regard to budget tracking and reporting requirements
Institutional Research office with regard to data collection and reporting requirements
The employee’s supervisor with regard to workload impacts

Other consultation(s) may be appropriate given the nature and scope of specific funding requests.

1.125 Facility Usage

Number:	1.125	Legal Authority:	WAC 132L-136-060
Title:	Facility Usage	Implementation Date:	March 19, 1974
Contact:	Facilities, Operations and Maintenance	Revisions:	11-24-2014, 5-3-2017, 5-3-2023

The college is designed and dedicated for the instruction of Centralia College (CC) students, college activities and organizations. The facilities are available to external organizations, businesses, civic, and community organizations, and individuals outside of the College upon request, and as space permits. Fees, scheduling, and permission for non-academic usage is established by the Vice President, Finance and Administration and/or designee. Specific procedures and requirements will be stated in the Agreement for Use of College Facilities.

An authorized representative of the College must be on duty when facilities are being used by any external organization and must report any damages to the Facilities office.

When two event requests are received simultaneously, preference will be given using the following priority list.

Academic activities involving course credit directly related to the instructional mission of the College.
College-sponsored activities as approved by the Office of the President and/or Board of Trustees.
Institutional activities other than course-related activities sponsored by faculty members or departments, Student Government, and student clubs and organizations that are recognized by the college.
Administrative department meetings and programs.
Co-sponsored CC events and activities that involve off-campus individuals or groups with a direct relationship to college administration or a college approved student club/organization.
Outside/External events and activities for rental clients, including non-profit groups, governmental agencies, school districts, other organizations and individuals whose proposed events are not directly involved with CC student programs or departments.

College activities or events should not displace already scheduled external events. The administration reserves the right to adjust, deny or cancel the use of facilities anytime the administration determines that such use or meeting interferes with or disrupts the instructional, educational or business functions of the college.

1.133 Access to Campus Facilities

Number:	1.133	Legal Authority:	Clery Act
Title:	Access to Campus Facilities	Implementation Date:	1-4-2023
Contact:	Vice President, Administration & Finance	Revisions:	2-7-2024

Centralia College is a public institution. It is important to balance public access with safety considerations, thus, campus facilities (with exception to restricted areas) are open to the public during posted business hours, and are locked after hours with access permitted only with proper authorization and identification. Centralia College maintains campus facilities in a manner that minimizes hazardous conditions.

Access to and Security of Centralia College Campuses

Access and security of the two Centralia College campus locations are different, based on location and student use. Main campus is staffed by Safety & Security. Centralia College East refers safety issues to the jurisdiction of the local law enforcement agency.

Building entrances at all campus sites are secured by electronic locks or normal mechanical locks requiring keys during non-business hours. Both key card access (for electronic locks) and key access (for mechanical locks) are authorized for each individual employee based on their position functions, supervisor approval, and then granted by Facilities, Operations, and Maintenance (FOM).

Access to and Security of Student Residential Housing

All student residential housing is secured 24 hours a day. Residents are granted access via a control system through their phone by Collegiate Housing International Centralia that allows them to enter their residence. Collegiate Housing International Centralia works with Safety & Security to provide a safe environment within student residential housing. Students are expected to be cooperative with both Collegiate Housing International Centralia and Safety & Security. Propping doors open is strictly prohibited. Students should report any and all malfunctioning doors or locking mechanisms immediately to Collegiate Housing International Centralia. Student residential housing is monitored by Collegiate Housing International Centralia. Student housing also employs the use of closed-circuit video camera systems which are owned and controlled by Collegiate Housing International Centralia. In some circumstances Collegiate Housing International Centralia will allow Safety & Security to review footage during an investigation.

Safety & Security employees also have access to Collegiate Housing International Centralia property and are issued access credentials to their duty phones, as well as physical keys, to access areas not on the access control system.

Video Surveillance Cameras

There are closed-circuit video camera systems installed in various locations on the main campus and several at Centralia College East. With these in operation, they are monitored by the Safety & Security Office (and for the CC East, by their assigned staff) to help ensure safety for our college community. Camera efficacy is assessed annually, and changes in location or position are made as appropriate. Feeds from cameras are recorded onto campus servers. Safety & Security has access for 30 days to view and play and/or replay those recordings as appropriate for college security needs. Safety & Security will share footage with law enforcement or as requested by a Public Information Request as required by state law.

Security Considerations in Maintaining Campus Facilities

Centralia College maintains campus facilities in a manner that minimizes hazardous conditions. Walkways are illuminated with lighting and malfunctioning lights and door locks, for example, are reported to and fixed by FOM. Shrubbery and trees are pruned to allow the walkways to be clear of low or dangerous branches that may impede a person’s path or cause injury.

Reporting Security Issues

If an employee, student, or visitor finds or becomes aware of a safety or security issue they should immediately report it to the Safety & Security Office by calling 360-623-8888.

1.134 Fire Safety Education for Student Residential Housing

Number:	1.134	Legal Authority:	Clery Act
Title:	Fire Safety Education for Student Residential Housing	Implementation Date:	1-4-2023
Contact:	Safety & Security Manager	Revisions:	2-7-2024

Centralia College is committed to promoting campus fire safety education in student residential housing. Which is operated by Collegiate Housing International Centralia. Housing is designed for multiple occupancy. Collegiate Housing International Centralia will provide educational materials about fire safety for all residents at the time of occupancy. Safety & Security will work cooperatively and collaboratively with Collegiate Housing International Centralia to provide additional safety educational programming as appropriate for specific units, buildings, or for the entire complex.

Safety education programming and materials are in place to promote fire safety and security at student residential housing. Centralia College will work with Collegiate Housing International Centralia to maximize safety for all residents. The overall goal is to help provide safe and secure housing for on-campus residential students.

Collegiate Housing International Centralia will, within the Student Housing Contract, note the following:

The procedures for Collegiate Housing International Centralia staff to enter a student’s room without notice and in the student’s absence for reasons of health, safety, or general welfare; to make repairs to the room and/or furnishing; upon reasonable suspicion of the presence of any illegal substance or activity; or for other suspected violations of federal, state, or local law, or the policies and regulations which are listed in the Student Housing Contract;
that the student will agree to immediately notify Collegiate Housing International Centralia staff in the event that the smoke detector or sprinkler head equipment becomes damaged, lost, stolen, or otherwise made inoperable or appears inoperable;
that the student will understand that the willful damage, theft, or destruction of any smoke detector, sprinkler head, or fire extinguisher endangers their safety and the safety of others and may be considered a condition of default under their Student Housing Contract;
that the possession of explosives is not permitted; including but not limited to fireworks, firecrackers, and dangerous chemicals, potentially injurious war souvenirs, hunting arrows, and collector style weapons;
that the possession of firearms or potentially dangerous weapons is not permitted, including but not limited to potentially injurious war souvenirs, hunting arrows, and collector style weapons;
that the use of an open flame (e.g., candle, incense, cigarette, cigar, etc.) inside any part of student residential housing facilities is prohibited;
that smoking (as defined by the Student Code of Conduct) is prohibited in all interior spaces including but not limited to bedrooms, bathrooms, kitchens, living rooms, common spaces, and stairwells;
that the use and/or possession of appliances which have open or exposed heating elements (e.g., hot plates, sunlamps, and halogen lamps) or any other high intensity appliances are not permitted; refrigerators in excess of six (6) cubic feet and portable space heaters are not permitted.

Collegiate Housing International Centralia staff receive orientation to the operations and locations of the fire alarm system, pull-stations, smoke alarms, and fire extinguishers during their first week of employment. Students receive a general orientation to fire systems in the building during the first week of arrival. Fire safety training programs can also be requested by contacting Safety & Security.

Student residents are strongly encouraged when receiving their orientation materials on move-in day to become familiar with the regular and emergency exits of their buildings. Students should arrange their room contents with fire safety in mind while considering the following (through safety programming and conversations with Collegiate Housing International Centralia staff):

Know the locations of the fire extinguishers and how to operate them
Maintain clear and unobstructed access to all room doors, from both the outside and inside at all times
Not to use broken, frayed, or cracked electrical cords
Not to overload electrical outlets
Not to allow excess clutter or flammable materials to accumulate

If a fire occurs, students are instructed to leave hazardous areas per the evacuation routes and to get to a predetermined location before calling 911 for help.

Collegiate Housing International Centralia in partnership with Safety & Security may hold a minimum of two fire evacuation drills during the year (one announced and one unannounced). Safety & Security will assist Collegiate Housing International Centralia with these drills, and provide feedback for improvement within 7 business days of each drill. This feedback will provide content for future safety educational programming.

Once a term, Collegiate Housing International Centralia staff will conduct health and safety checks where each unit is checked for health and safety concerns. During these checks each smoke detector and carbon monoxide detector is tested to ensure they are operational. Each fire extinguisher is checked to ensure it is properly charged. All spaces are checked for fire hazards and if any are noted they are documented and the residents are requested to correct the hazard.

1.135 Discrimination and Harassment Policy - Use for Incidents BEFORE 8/1/2024

Number:	1.135	Legal Authority:	WAC 132L-300-010
Title:	Discrimination and Harassment Policy	Implementation Date:
Contact:	Vice President, Human Resources & Equity	Revisions:	8-27-2015

Reference this policy only for incidents of discrimination/harassment occuring BEFORE Aug. 1, 2024.

Centralia College ("College") provides equal opportunity and access in education and employment and does not discriminate on the basis of race, color, national origin, age, disability, sex, sexual orientation, marital status, creed, religion, or status as a veteran of war as required by Title VI of the Civil Rights Act of 1964, Title VII of the Civil Rights Act of 1964, Title IX of the Educational Amendments of 1972, Sections 504 and 508 of the Rehabilitation Act of 1973, the Americans with Disabilities Act and ADA Amendment Act, the Age Discrimination Act of 1975, the Violence Against Women Reauthorization Act and Washington State's Law Against Discrimination, Chapter 49.60 RCW and their implementing regulations. The business hours for Centralia College are posted on the Centralia College website.

The College has enacted policies prohibiting discrimination and harassment of members of these protected classes. Any individual found to be in violation of these policies will be subject to disciplinary action up to and including dismissal from the College or from employment.

[Reviewed and Revised: Dr. Robert Frost, President, 8/27/2015]

1.135 Discrimination and Harassment Policy - Use for Incidents AFTER 8/1/2024

Number:	1.135	Legal Authority:	See Below
Title:	Discrimination and Harassment Policy	Implementation Date:	8-01-2024
Contact:	Vice President, Human Resources & Equity	Revisions:

Reference this policy only for incidents of discrimination/harassment occuring AFTER Aug. 1, 2024.

POLICY: (WAC 132L-300-010)

Centralia College ("College") provides equal opportunity and access in education and employment and does not discriminate on the basis of the following characteristics:

Race
Color
National origin
Age
Disability
Sex
Sex discrimination which includes sex stereotypes, sex characteristics, pregnancy or related conditions, sexual orientation, and gender identity
Marital status
Creed
Genetic Information
Religion
Status as a protected veteran

The College will abide by all required laws and regulations as outlined in:

The College has enacted policies prohibiting discrimination and harassment of members of these protected classes. Any individual found to be in violation of these policies will be subject to disciplinary action up to and including dismissal from the College or from employment.

1.136 Discrimination and Harassment Complaint Policy and Procedure - Use for Incidents BEFORE 8/1/2024

Number:	1.136	Legal Authority:	Title IX
Title:	Discrimination and Harassment Complaint Policy and Procedure	Implementation Date:	8-27-2015
Contact:	Vice President, HR & Equity	Revisions:	10-7-2020

Reference this policy only for incidents of discrimination/harassment occuring BEFORE Aug. 1, 2024.

Centralia College recognizes its responsibility for investigation, resolution, implementation of corrective measures, and monitoring the educational environment and workplace to stop, remediate, and prevent discrimination on the basis of race, color, national origin, age, perceived or actual physical or mental disability, pregnancy, genetic information, sex, sexual orientation, gender identity, marital status, creed, religion, honorably discharged veteran or military status, or use of a trained guide dog or service animal, as required by Title VI of the Civil Rights Act of 1964, Title VII of the Civil Rights Act of 1964, Title IX of the Educational Amendments of 1972, Sections 504 and 508 of the Rehabilitation Act of 1973, the Americans with Disabilities Act and ADA Amendment Act, the Age Discrimination Act of 1975, the Violence Against Women Reauthorization Act and Washington State’s Law Against Discrimination, Chapter 49.60 RCW and their implementing regulations. To this end, Centralia College has enacted policies prohibiting discrimination against and harassment of members of these protected classes. Any individual found to be in violation of these policies will be subject to disciplinary action up to and including dismissal from the College or from employment.

DEFINITIONS

Complainant: employee(s), applicant(s), student(s), or visitors(s) of Centralia College who alleges that she or he has been subjected to discrimination or harassment due to their membership in a protected class.

Complaint: a description of facts that allege violation of the College’s policy against discrimination or harassment.

Consent: knowing, voluntary and clear permission by word or action, to engage in mutually agreed upon sexual activity. Each party has the responsibility to make certain that the other has consented before engaging in the activity. For consent to be valid, there must be at the time of the act of sexual intercourse or sexual contact actual words or conduct indicating freely given agreement to have sexual intercourse or sexual contact.
- A person cannot consent if he or she is unable to understand what is happening or is disoriented, helpless, asleep or unconscious for any reason, including due to alcohol or other drugs. An individual who engages in sexual activity when the individual knows, or should know, that the other person is physically or mentally incapacitated has engaged in nonconsensual conduct.
- Intoxication is not a defense against allegations that an individual has engaged in nonconsensual sexual conduct.

Discrimination: unfavorable treatment of a person based on that person’s membership or perceived membership in a protected class. Harassment is a form of discrimination.
Harassment: a form of discrimination consisting of physical or verbal conduct that denigrates or shows hostility toward an individual because of their membership in a protected class or their perceived membership in a protected class. Harassment occurs when the conduct is sufficiently severe, persistent, or pervasive that it has the effect of altering the terms or conditions of employment or substantially limiting the ability of a student to participate in or benefit from the College’s educational and/or social programs including student housing. Petty slights, annoyances, offensive utterances, and isolated incidents (unless extremely serious) typically do not qualify as harassment. Examples of conduct that could rise to the level of discriminatory harassment include but are not limited to the following:
- Epithets, "jokes," ridicule, mockery or other offensive or derogatory conduct focused upon an individual's membership in a protected class.
- Verbal or physical threats of violence or physical contact directed towards an individual based upon their membership in a protected class.
- Making, posting, emailing, texting, or otherwise circulating demeaning or offensive pictures, cartoons, graffiti, notes or other materials that relate to race, ethnic origin, gender or any other protected class.

Protected Class: persons who are protected under state or federal civil rights laws, including laws that prohibit discrimination on the basis of race, color, national origin, age, perceived or actual physical or mental disability, pregnancy, genetic information, sex, sexual orientation, gender identity, marital status, creed, religion, honorably discharged veteran or military status, or use of a trained guide dog or service animal.

Resolution: the means by which the complaint is finally addressed. This may be accomplished through informal or formal processes, including counseling, mediation, or the formal imposition of discipline sanction.

Respondent: person or persons who are members of the campus community who allegedly discriminated against or harassed another person or persons.

Sexual Harassment: a form of discrimination consisting of unwelcome, gender-based verbal, written, electronic and/or physical conduct. Sexual harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person's gender. There are two types of sexual harassment.

Hostile Environment Sexual Harassment occurs when the conduct is sufficiently severe, persistent, or pervasive that it has the effect of altering the terms or conditions of employment or substantially limiting the ability of a student to participate in or benefit from the College’s educational and/or social programs including student housing.

Quid Pro Quo Sexual Harassment occurs when an individual in a position of real or perceived authority, conditions the receipt of a benefit upon granting of sexual favors.
- Examples of conduct that may qualify as sexual harassment include:
  - Persistent comments or questions of a sexual nature.
  - A supervisor who gives an employee a raise in exchange for submitting to sexual advances.
  - An instructor who promises a student a better grade in exchange for sexual favors.
  - Sexually explicit statements, questions, jokes, or anecdotes.
  - Unwelcome touching, patting, hugging, kissing, or brushing against an individual's body.
  - Remarks of a sexual nature about an individual's clothing, body, or speculations about previous sexual experiences.
  - Persistent, unwanted attempts to change a professional relationship to an amorous relationship.
  - Direct or indirect propositions for sexual activity.
  - Unwelcome letters, emails, texts, telephone calls, or other communications referring to or depicting sexual activities.

Sexual Violence: is a type of sexual discrimination and harassment that includes:
- Nonconsensual sexual intercourse. Any actual or attempted sexual intercourse (anal, oral, or vaginal), however slight, with any object or body part, by a person upon another person, that is without Consent and/or by force. Sexual intercourse includes anal or vaginal penetration by a penis, tongue, finger, or object, or oral copulation by mouth to genital contact or genital to mouth contact.
- Nonconsensual sexual contact. Any actual or attempted sexual touching, however slight, with any body part or object, by a person upon another person that is without Consent and/or by force. Sexual touching includes any bodily contact with the breasts, groin, mouth, or other bodily orifice of another individual, or any other bodily contact in a sexual manner.
- Sexual intercourse or sexual contact with a person known to be related to them, either legitimately or illegitimately, as an ancestor, descendant, brother, or sister of either wholly or half related. Descendant includes stepchildren, and adopted children under the age of eighteen (18).
- Statutory Rape. Consensual intercourse between a person who is eighteen (18) years of age or older, and a person who is under the age of sixteen (16).

Domestic violence. Physical violence, bodily injury, assault, the infliction of fear of imminent physical harm, sexual assault, or stalking committed by a person with whom the victim shares a child in common, by a person who is cohabitating with or has cohabitated with the victim as a spouse, by a person similarly situated to a spouse of the victim under the domestic or family violence laws of State of Washington, or by any other person against an adult or youth victim who is protected from that person’s acts under the domestic or family violence laws of the State of Washington, RCW 26.50.010.

Dating violence, Physical violence, bodily injury, assault, the infliction of fear of imminent physical harm, sexual assault, or stalking committed by a person (i) who is or has been in a social relationship of a romantic or intimate nature with the victim; and (ii) where the existence of such a relationship shall be determined based on a consideration of the following factors:
- The length of the relationship;
- The type of relationship; and
- The frequency of interaction between the persons involved in the relationship
Engaging in a course of conduct directed at a specific person that would cause a reasonable person to (i) fear for their safety or the safety of others; or (ii) suffer substantial emotional distress.

TITLE IX/EEO COORDINATOR

Joy Anglesey
Vice President of Human Resources & Equity
Centralia College
600 Centralia College Blvd.
Centralia, WA 98531
360-623-8474
Email Joy Anglesey

The Title IX / EEO Coordinator or designee:

Will accept all complaints and referrals from College employees, applicants, students, and visitors.
Will make determinations regarding how to handle requests by complainants for confidentiality.
Will keep accurate records of all complaints and referrals for the required time period.
May conduct investigations or delegate and oversee investigations conducted by a designee.
May impose interim remedial measures to protect parties during investigations of discrimination or harassment.
Will issue written findings and recommendations upon completion of an investigation.
May recommend specific corrective measures to stop, remediate, and prevent the recurrence of inappropriate conduct.

HOW TO FILE A COMPLAINT

Any employee, applicant, student or visitor of the College may file a complaint with the Title IX Coordinator. If the complaint is against that Coordinator, the complainant should report the matter to the president’s office for referral to an alternate designee. Complaints may be submitted in writing or verbally. The College encourages the timely reporting of any incidents of discrimination or harassment. For complainants who wish to submit a written complaint, a formal complaint form is available online at https://www.centralia.edu/about/policies/student-complaints.aspx . Hardcopies of the complaint form are available at the following locations on campus: Presidents Office, Human Resources Office, and the Vice President of Student Services Office. Any person submitting a discrimination complaint shall be provided with a written copy of the College’s anti-discrimination policies and procedures.

CONFIDENTIALITY AND RIGHT TO PRIVACY

Centralia College will seek to protect the privacy of the complainant to the full extent possible, consistent with the legal obligation to investigate, take appropriate remedial and/or disciplinary action, and comply with the federal and state law, as well as Centralia College policies and procedures. Although Centralia College will attempt to honor complainants’ requests for confidentiality, it cannot guarantee complete confidentiality. Determinations regarding how to handle requests for confidentiality will be made by the Title IX / EEO Coordinator.

Confidentiality Requests and Sexual Violence Complaints. The Title IX / EEO Coordinator will inform and obtain consent from the complainant before commencing an investigation into a sexual violence complaint. If a sexual violence complainant asks that their name not be revealed to the respondent or that the College not investigate the allegation, the Title IX / EEO Coordinator will inform the complainant that maintaining confidentiality may limit the college’s ability to fully respond to the allegations and that retaliation by the respondent and/or others is prohibited. If the complainant still insists that their name not be disclosed or that the College not investigate, the Title IX /EEO Coordinator will determine whether the College can honor the request and at the same time maintain a safe and non-discriminatory environment for all members of the college community, including the complainant. Factors to be weighed during this determination may include, but are not limited to:

the seriousness of the alleged sexual violence;
the age of the complainant;
whether the sexual violence was perpetrated with a weapon;
whether the respondent has a history of committing acts of sexual violence or violence or has been the subject of other sexual violence complaints whether the respondent threatened to commit additional acts of sexual violence against the complainant or others; and
whether relevant evidence can be obtained through other means (e.g., security cameras, other witnesses, physical evidence).

If the College is unable to honor a complainant’s request for confidentiality, the Title IX / EEO Coordinator will notify the complainant of the decision and ensure that complainant’s identity is disclosed only to the extent reasonably necessary to effectively conduct and complete the investigation.

If the College decides not to conduct an investigation or take disciplinary action because of a request for confidentiality, the Title IX / EEO Coordinator will evaluate whether other measures are available to limit the effects of the harassment and prevent its recurrence and implement such measures if reasonably feasible.

INVESTIGATION PROCEDURE

Upon receiving a discrimination complaint, the College shall commence an impartial investigation. The Title IX / EEO Coordinator shall be responsible for overseeing all investigations. Investigations may be conducted by the Title IX / EEO Coordinator or their designee. If the investigation is assigned to someone other than the Title IX /EEO Coordinator, the Title IX / EEO Coordinator shall inform the complainant and respondent(s) of the appointment of an investigator.

Interim Measures. The Title IX / EEO Coordinator may impose interim measures to protect the complainant and/or respondent pending the conclusion of the investigation. Interim measures may include, but are not limited to, imposition of no contact orders, rescheduling classes, temporary work reassignments, referrals for counseling or medical assistance, and imposition of a summary suspension in compliance with the College’s student conduct code or an administrative leave of absence in compliance with the College’s employment policies and collective bargaining agreements.

Informal Dispute Resolution. Informal dispute resolution processes, like mediation, may be used to resolve complaints, when appropriate. Informal dispute resolution shall not be used to resolve sexual discrimination complaints without written permission from both the complainant and the respondent. If the parties elect to mediate a dispute, either party shall be free to discontinue mediation at any time. In no event shall mediation be used to resolve complaints involving allegations of sexual violence.

Investigation. Complaints shall be thoroughly and impartially investigated. The investigation shall include, but is not limited to, interviewing the complainant and the respondent, relevant witnesses, and reviewing relevant documents. The investigation shall be concluded within a reasonable time, normally ninety days unless there is good cause shown. Good cause includes, but is not limited to, College breaks and holidays. If it appears completion of the investigation will take longer than ninety days, the Title IX/EEO Coordinator will notify the parties, describe the reasons for the delay, and provide an estimated time for completing the investigation.

At the conclusion of the investigation, the investigator shall set forth their findings in writing. If the investigator is someone other than the Title IX / EEO Coordinator, the investigator shall send a copy of the findings to the Title IX / EEO Coordinator.

The Title IX / EEO Coordinator will provide each party and the appropriate student services administrator or appointing authority with written notice of the investigative findings, subject to the following limitations. The complainant shall be informed in writing of the findings only to the extent that such findings directly related to the complainant’s allegations. The complainant may be notified generally that the matter has been referred for disciplinary action. The respondent shall be informed in writing of the findings and of actions taken or recommended to resolve the complaint and shall be notified of referrals for disciplinary action. Both the complainant and the respondent are entitled to review the investigative findings subject to any FERPA confidentiality requirements.

Final Decision/Reconsideration. Either the complainant or the respondent may seek reconsideration of the investigation findings. Requests for reconsideration shall be submitted in writing to the Title IX / EEO Coordinator within seven days of receiving the investigation report. Requests must specify which portion of the findings should be reconsidered and the basis for reconsideration. If no request for reconsideration is received within seven days, the findings become final. If a request for reconsideration is received, the Title IX / EEO Coordinator shall respond within ten (10) days. The Title IX / EEO Coordinator shall either deny the request or, if the Title IX / EEO Coordinator determines that the request for reconsideration has merit, issue amended findings. Any amended findings are final and no further reconsideration is available.

PUBLICATION OF ANTI-DISCRIMINATION POLICIES AND PROCEDURES

The policies and procedures regarding complaints of discrimination and harassment shall be published and distributed as determined by the president or president's designee. Any person who believes he or she has been subjected to discrimination in violation of College policy will be provided a copy of these policies and procedures.

LIMITS TO AUTHORITY

Nothing in this procedure shall prevent the College President or designee from taking immediate disciplinary action in accordance with Centralia College policies and procedures, and federal, state, and municipal rules and regulations.

NON-RETALIATION, INTIMIDATION AND COERCION

Retaliation by, for or against any participant (including complainant, respondent, witness, Title IX / EEO Coordinator, or investigator) is expressly prohibited. Retaliatory action of any kind taken against individuals as a result of seeking redress under the applicable procedures or serving as a witness in a subsequent investigation or any resulting disciplinary proceedings is prohibited and is conduct subject to discipline. Any person who thinks he/she has been the victim of retaliation should contact the Title IX / EEO Coordinator immediately.

CRIMINAL COMPLAINTS

Discriminatory or harassing conduct may also be, or occur in conjunction with, criminal conduct. Criminal complaints may be filed with the following law enforcement authorities:

The Centralia Police Department can be reached at 360-330-7680 and the Lewis County Sheriffs Office can be reached at 360-748-9286.

The College will proceed with an investigation of harassment and discrimination complaints regardless of whether the underlying conduct is subject to civil or criminal prosecution.

OTHER DISCRIMINATION COMPLAINT OPTIONS

Discrimination complaints may also be filed with the following federal and state agencies:

Washington State Human Rights Commission, http://www.hum.wa.gov/index.html

US Dept of Education Office for Civil Rights, http://www2.ed.gov/about/offices/list/ocr/index.html

Equal Employment Opportunity Commission, http://www.eeoc.gov/

1.136 Discrimination and Harassment Complaint Policy and Procedure - Use for Incidents AFTER 8/1/2024

Number:	1.136	Legal Authority:	Title IX
Title:	Discrimination and Harassment Complaint Policy and Procedure	Implementation Date:	8-1-2024
Contact:	Vice President, Student Services	Revisions:

Reference this policy only for incidents of discrimination/harassment occuring AFTER Aug. 1, 2024.

To this end, Centralia College has enacted policies prohibiting discrimination against and harassment of members of these protected classes. Any individual found to be in violation of these policies will be subject to disciplinary action up to and including dismissal from the College or from employment.

LEGAL AUTHORITY

Centralia College ("College") provides equal opportunity and access in education and employment and does not discriminate based on the following characteristics:

Race
Color
National origin
Age
Disability
Sex
Sex discrimination which includes sex stereotypes, sex characteristics, pregnancy or related conditions, sexual orientation, and gender identity
Marital status
Creed
Genetic information
Religion
Status as a protected veteran

The College will abide by all required laws and regulations Including but not limited to the following:

DEFINITIONS

For purposes of this Investigation Procedure, the following definitions apply:

Business Day: Weekday, excluding weekends and college holidays.
College premises: Shall include all campuses of the college, wherever located, and includes all land, buildings, facilities, vehicles, equipment, and other property owned, used, or controlled by the college.
Complaint: a written or oral request that can be objectively understood as a request for the college to investigate and make a determination about alleged sex discrimination.
Complainant: means the following individuals who have been subjected to alleged conduct that would constitute sex discrimination:
1. A student or employee
2. A person other than a student or employee who was participating or attempting to participate in the college’s educational program or activity at the time of the alleged discrimination
Conduct Review Officer: A college administrator designated by the president who is responsible for reviewing or referring appeals of student disciplinary actions as specified in this code.
Confidential Employee: A college employee whose communications are privileged and confidential under Federal or State law. An employee’s status as a Confidential Employee only applies when they are functioning within the scope of duties to which the privilege or confidentiality applies. ¹
Consent²: knowing, voluntary and clear permission by word or action, to engage in mutually agreed upon sexual activity. Each party has the responsibility to make certain that the other has consented before engaging in the activity. For consent to be valid, there must be at the time of the act of sexual intercourse or sexual contact actual words or conduct indicating freely given agreement to have sexual intercourse or sexual contact.
1. A person cannot consent if he or she is unable to understand what is happening or is disoriented, helpless, asleep or unconscious for any reason, including due to alcohol or other drugs. An individual who engages in sexual activity when the individual knows, or reasonably should know, that the other person is physically or mentally incapacitated has engaged in nonconsensual conduct.
2. Intoxication is not a defense against allegations that an individual has engaged in nonconsensual sexual conduct.
Disciplinary action: the process by which the student conduct officer imposes discipline against a student for a violation of the student conduct code. A written or verbal warning is not disciplinary action.
Disciplinary appeal: the process by which an aggrieved party can appeal the discipline imposed or recommended by the student conduct officer. Disciplinary appeals from a suspension in excess of 10 instructional days or a dismissal from the college are heard by the student conduct committee. Appeals of all other disciplinary action shall be reviewed by a conduct review officer through brief adjudicative proceedings.
Disciplinary Sanction: consequences imposed on a Respondent following a determination that the Respondent violated the College’s policy prohibiting sex discrimination.
Filing: the process by which a document is officially delivered to a college official responsible for facilitating a disciplinary review. Unless otherwise provided, filing shall be accomplished by: (a) hand delivery of the document to the specified college official or college official’s assistant; or (b) by sending the document by email and first-class mail to the specified college official’s office and college email address. Papers required to be filed shall be deemed filed upon actual receipt during office hours at the office of the specified college official.
Investigation Procedure: the process the College uses to initiate, informally resolve, and/or investigate allegations that an individual has violated College policies prohibiting Sex Discrimination or Sex-based Harassment.
Mandatory Reporters: employees with authority to take corrective action, administrative leadership, instructors and advisors, excluding Confidential Employees. Mandatory Reporters are required to report conduct that could reasonably constitute Sex Discrimination to the Title IX Coordinator. All Mandatory Reporters as outlined in this section, excluding Confidential Employees, upon learning of conduct that could reasonably constitute Sex Discrimination must either (i) report the conduct to the Title IX Coordinator or (ii) provide the potential complainant with information regarding filing a Title IX complaint. At this time, all employees designated as a Campus Security Authority (CSA) for Clery reporting purposes will also be designated as a Mandatory Reporter under this policy.
Peer Retaliation: retaliation by a student against another student or an employee against an employee. Retaliation is strictly prohibited.
Pregnancy or Related Conditions:
1. Pregnancy, childbirth, termination of pregnancy, or lactation;
2. Medical conditions related to pregnancy, childbirth, termination of pregnancy, or lactation; or
3. Recovery from pregnancy, childbirth, termination of pregnancy, lactation, or related medical conditions.
President: The President of the college. The President is authorized to: (a) delegate any of their responsibilities as set forth in this chapter as may be reasonably necessary; and (b) reassign any and all duties and responsibilities as set forth in this chapter as may be reasonably necessary.
Program or Program and Activity: all operations of the College.
Relevant: related to the allegations of sex discrimination under investigation. Questions are Relevant when they seek evidence that may aid in showing whether the alleged sex discrimination occurred, and evidence is Relevant when it may aid a decision maker in determining whether the alleged sex discrimination occurred.
Remedies: measures provided to a Complainant or other person whose equal access to the College’s educational programs or activities has been limited or denied by sex discrimination. These measures are intended to restore or preserve that person’s access to educational programs and activities after a determination that sex discrimination has occurred.
Respondent: means an individual who has been alleged to have violated the College’s policy prohibiting Sex Discrimination.
Retaliation: intimidation, threats, coercion, or discrimination against any person by the College, a student, or an employee or other person authorized by the College to provide aid, benefit, or service under the College’s education program or activity, for the purpose of interfering with any right or privilege secured by College policies and procedures prohibiting Sex Discrimination, or because the person has reported information, made a Complaint, testified, assisted, or participated or refused to participate in any manner in an investigation, proceeding, or hearing under this part, including in an informal resolution process, in these investigation procedures, and any disciplinary proceeding for Sex Discrimination. Nothing in this definition precludes the College from requiring an employee to provide aid, benefit, or service under the College’s education program or activity to participate as a witness in, or otherwise assist with, an investigation, proceeding, or hearing.
Sex Discrimination: which includes Sex-based Harassment, occurs when a Respondent causes more than de minimis (insignificant) harm to an individual by treating them differently from an otherwise similarly-situated individual based on:
1. Sex stereotypes
2. Sex characteristics
3. Pregnancy or related conditions
4. Sexual orientation
5. Gender identity - Preventing a person from participating in an education program or activity consistent with their gender identity constitutes more than de minimis harm and is prohibited.
Sex-based Harassment: For purposes of this procedure, sex-based harassment is a type of sex discrimination that occurs when a respondent engages in the following discriminatory conduct on the basis of sex:
1. Quid pro quo harassment. An employee, agent, or other person authorized by the College to provide an aid, benefit, or service under the College’s education program or activity explicitly or impliedly conditioning the provision of such an aid, benefit, or service on a person’s participation in unwelcome sexual conduct.
2. Hostile environment. Unwelcome sex-based conduct that, based on the totality of the circumstances, is subjectively and objectively offensive and is so severe or pervasive that it limits or denies a person’s ability to participate in or benefit from the recipient’s education program or activity (e., creates a hostile environment). Whether a hostile environment has been created is a fact-specific inquiry that includes consideration of the following:
  1. The degree to which the conduct affected the Complainant’s ability to access the recipient’s education program or activity;
  2. The type, frequency, and duration of the conduct;
  3. The parties’ ages, roles within the recipient’s education program or activity, previous interactions, and other factors about each Party that may be Relevant to evaluating the effects of the conduct;
  4. The location of the conduct and the context in which the conduct occurred; and
  5. Other sex-based harassment in the recipient’s education program or activity.
Sexual violence: Sexual violence includes the following conduct:
1. Nonconsensual sexual intercourse. Any actual or attempted sexual intercourse (anal, oral, or vaginal), however slight, with any object or body part, by a person upon another person, that is without Consent and/or by force. Sexual intercourse includes anal or vaginal penetration by a penis, tongue, finger, or object, or oral copulation by mouth to genital contact or genital to mouth contact.
2. Nonconsensual sexual contact (Fondling). Any actual or attempted sexual touching, however slight, with any body part or object, by a person upon another person that is without Consent and/or by force. Sexual touching includes any bodily contact with the breasts, groin, mouth, or other bodily orifice of another individual, or any other bodily contact in a sexual manner.
3. Incest. Sexual intercourse or sexual contact with a person known to be related to them, either legitimately or illegitimately, as an ancestor, descendant, brother, or sister of either wholly or half related. Descendant includes stepchildren, and adopted children under the age of eighteen (18).
4. Statutory rape (Rape of a child). Non forcible sexual intercourse with a person who is under the statutory age of consent.
5. Domestic violence. Physical violence, bodily injury, assault, the infliction of fear of imminent physical harm, sexual assault, coercive control, damage or destruction of personal property, or stalking, or any other conduct prohibited under RCW 10.99.020, committed by a person with whom the victim shares a child in common, by a person who is cohabitating with or has cohabitated with the victim as a spouse, by a person similarly situated to a spouse of the victim under the domestic or family violence laws of the State of Washington, or by any other person against an adult or youth victim who is protected from that person’s acts under the domestic or family violence laws of the State of Washington, RCW 26.50.010.
6. Dating violence. Physical violence, bodily injury, assault, the infliction of fear of imminent physical harm, sexual assault, or stalking committed by a person (i) who is or has been in a social relationship of a romantic or intimate nature with the victim; and (ii) where the existence of such a relationship shall be determined based on a consideration of the following factors:
  1. The length of the relationship;
  2. The type of relationship; and
  3. The frequency of interaction between the persons involved in the relationship.
7. Stalking. Engaging in a course of conduct directed at a specific person that would cause a reasonable person to (i) fear for their safety or the safety of others; or (ii) suffer substantial emotional distress.
Student: includes all persons taking courses at or through the college, whether on a full-time or part-time basis, and whether such courses are credit courses, non-credit courses, online courses, or otherwise. Persons who withdraw after allegedly violating the code, who are not officially enrolled for particular term but who have a continuing relationship with the college, or who have been notified of their acceptance for admission are considered a “student” for purposes of this chapter.
Student Conduct Officer: a college administrator designated by the president to be responsible for implementing and enforcing the student conduct code.
Student employee: an individual who is both a student and an employee of the college. When a complainant or respondent is a student employee, the college must make a fact-specific inquiry to determine whether the individual’s primary relationship with the college is to receive an education and whether any alleged student conduct code violation, including but not limited to sex-based harassment, occurred while the individual was performing employment-related work.
Summary Suspension: s a temporary exclusion from specified college premises or denial of access to all activities or privileges for which a respondent might otherwise be eligible, while an investigation and/or formal disciplinary procedures are pending pursuant to the procedure and standards set forth in WAC 132L-352-090
Supportive Measures: reasonably available, individualized and appropriate, non-punitive and non-disciplinary measures offered by the College to the Complainant or Respondent without unreasonably burdening either Party, and without fee or charge for purposes of:
1. Restoring or preserving that Party’s access to the College’s educational Program or Activity, including measures that are designed to protect the safety of the parties or the College’s educational environment; or
2. Providing support during the College’s Investigation and Disciplinary Procedures, or during any informal resolution process.
3. Supportive Measures may include, but are not limited to: counseling; extensions of deadlines and other course-related adjustments; campus escort services; increased security and monitoring of certain areas of campus; restriction on contact applied to one or more Parties; leave of absence; change in class, college employment, college housing, or extracurricular or any other activity, regardless of whether there is or is not a comparable alternative; and training and education programs related to Sex-based Harassment.
Sex Discrimination: Discrimination on the basis of sex including on the basis of sex stereotypes, sex characteristics, pregnancy or related conditions, sexual orientation, and gender identity, as well as Sex-based Harassment.
Title IX Personnel⁴ are the Title IX Coordinator and designees; Investigators; Student Conduct Officers; Employee Disciplinary Officers; and Decision Makers at both the hearing and appeal level, responsible for administering the College’s Sex Discrimination investigation and disciplinary procedures; facilitators of the Informal Sex Discrimination Resolution Process; and any other employees who are responsible for implementing the College’s Sex Discrimination investigation or Sex Discrimination disciplinary procedures for students or employees or have the authority to modify or terminate Supportive Measures.
Title IX Coordinator is responsible for processing Title IX Complaints and conducting or overseeing formal investigations and informal resolution processes under this Investigation Procedure.

TITLE IX/EEO COORDINATOR

Contact Information

EEO COORDINATOR

Joy Anglesey
Vice President of Human Resources & Equity
Centralia College
600 Centralia College Blvd.
Centralia, WA 98531
360-623-8474
Email Joy Anglesey

TITLE IX COORDINATOR

Thalia Vaillancourt
Director of Equity and Inclusion
Title IX Coordinator
Centralia College
600 Centralia College Blvd.
Centralia, WA 98531
360-623-8630
Email Thalia Vaillancourt

STUDENT CONDUCT OFFICER

Robert Cox
Vice President of Student Services
Centralia College
600 Centralia College Blvd
Centralia, WA 98531
360-623-8385
Email Robert Cox

Depending upon the situation and circumstances, either the EEO Coordinator, Title IX Coordinator or designee:

Will accept all complaints and referrals from college employees, applicants, students, and visitors
Will determine how to handle requests by complainants for confidentiality
Will keep accurate records of all complaints and referrals for the required time period
May conduct investigations or delegate and oversee investigations conducted by a designee
May impose interim remedial measures to protect parties during investigations of discrimination or harassment
Will issue written findings and recommendations upon completion of an investigation
May recommend specific corrective measures to stop, remediate, and prevent the recurrence of inappropriate conduct

HOW TO FILE A COMPLAINT

Any employee, applicant, student, or visitor of the College may file a complaint with the EEOC Coordinator or the Title IX Coordinator. If the complaint is against that Coordinator, the complainant should report the matter to the president’s office for referral to an alternate designee. Complaints may be submitted in writing or verbally. The College encourages the timely reporting of any incidents of discrimination or harassment.

For student complainants who wish to submit a formal complaint, please follow the procedures at Student Complaints at Centralia College. Any person submitting a discrimination complaint will be provided with a written copy of the College’s anti-discrimination policies and procedures.

For employee complainants who wish to submit a formal complaint, please contact the EEOC Coordinator or the Title IX Coordinator to begin the process. You may contact them through email, by phone, or in person.

CONFIDENTIALITY AND RIGHT TO PRIVACY

Confidentiality Requests and Sexual Violence Complaints. The Title IX Coordinator and/or the EEO Coordinator will inform and obtain consent from the complainant before commencing an investigation into a sexual violence complaint. If a sexual violence complainant asks that their name not be revealed to the respondent or that the College not investigate the allegation, the Title IX Coordinator and/or the EEO Coordinator will inform the complainant that maintaining confidentiality may limit the college’s ability to fully respond to the allegations and that retaliation by the respondent and/or others is prohibited. If the complainant still insists that their name not be disclosed or that the College not investigate, the Title IX Coordinator and/or the EEO Coordinator will determine whether the College can honor the request and at the same time maintain a safe and non-discriminatory environment for all members of the college community, including the complainant. Factors to be weighed during this determination may include, but are not limited to:

The seriousness of the alleged sexual violence
The age of the complainant
Whether the sexual violence was perpetrated with a weapon
Whether the respondent has a history of committing acts of sexual violence or violence or has been the subject of other sexual violence complaints whether the respondent threatened to commit additional acts of sexual violence against the complainant or others
Whether relevant evidence can be obtained through other means (e.g., security cameras, other witnesses, physical evidence)

If the College is unable to honor a complainant’s request for confidentiality, the Title IX Coordinator and/or the EEO Coordinator will notify the complainant of the decision and ensure that complainant’s identity is disclosed only to the extent reasonably necessary to effectively conduct and complete the investigation.

If the College decides not to conduct an investigation or take disciplinary action because of a request for confidentiality, the Title IX Coordinator and/or the EEO Coordinator will evaluate whether other measures are available to limit the effects of the harassment and prevent its recurrence and implement such measures if reasonably feasible.

INVESTIGATION PROCEDURE

Upon receiving a discrimination complaint, the College shall commence an impartial investigation. The Title IX Coordinator and/or the EEO Coordinator shall be responsible for overseeing all investigations. Investigations may be conducted by the Title IX Coordinator and/or the EEO Coordinator, or their designee. If the investigation is assigned to someone other than the Title IX Coordinator and/or the EEO Coordinator, the Title IX Coordinator and/or the EEO Coordinator shall inform the complainant and respondent(s) of the appointment of an investigator.

Interim Measures. The Title IX Coordinator and/or the EEO Coordinator may impose interim measures to protect the complainant and/or respondent pending the conclusion of the investigation. Interim measures may include, but are not limited to, imposition of no contact orders, rescheduling classes, temporary work reassignments, referrals for counseling or medical assistance, and imposition of a summary suspension in compliance with the College’s student conduct code or an administrative leave of absence in compliance with the College’s employment policies and collective bargaining agreements.

Investigation. Complaints shall be thoroughly and impartially investigated. The investigation shall include, but is not limited to, interviewing the complainant and the respondent, relevant witnesses, and reviewing relevant documents. The investigation shall be concluded within a reasonable time, normally ninety days unless there is good cause shown. Good cause includes, but is not limited to, College breaks and holidays. If it appears completion of the investigation will take longer than ninety days, the Title IX Coordinator and/or the EEO Coordinator will notify the parties, describe the reasons for the delay, and provide an estimated time for completing the investigation.

At the conclusion of the investigation, the investigator shall set forth their findings in writing. If the investigator is someone other than the Title IX Coordinator and/or the EEO Coordinator, the investigator shall send a copy of the findings to the Title IX Coordinator and/or the EEO Coordinator.

The Title IX Coordinator and/or the EEO Coordinator will provide each party and the appropriate student services administrator or appointing authority with written notice of the investigative findings, subject to the following limitations. The complainant shall be informed in writing of the findings only to the extent that such findings directly related to the complainant’s allegations. The complainant may be notified generally that the matter has been referred for disciplinary action. The respondent shall be informed in writing of the findings and of actions taken or recommended to resolve the complaint and shall be notified of referrals for disciplinary action. Both the complainant and the respondent are entitled to review the investigative findings subject to any FERPA confidentiality requirements.

Final Decision/Reconsideration. Either the complainant or the respondent may seek reconsideration of the investigation findings. Requests for reconsideration shall be submitted in writing to the Title IX Coordinator and/or the EEO Coordinator within seven days of receiving the investigation report. Requests must specify which portion of the findings should be reconsidered and the basis for reconsideration. If no request for reconsideration is received within seven days, the findings become final. If a request for reconsideration is received, the Title IX Coordinator and/or the EEO Coordinator shall respond within ten (10) days. The Title IX / EEO Coordinator shall either deny the request or, if the Title IX Coordinator and/or the EEO Coordinator determines that the request for reconsideration has merit, issue amended findings. Any amended findings are final and no further reconsideration is available.

PUBLICATION OF ANTI-DISCRIMINATION POLICIES AND PROCEDURES

LIMITS TO AUTHORITY

NON-RETALIATION, INTIMIDATION AND COERCION

Retaliation by, for or against any participant (including complainant, respondent, witness, Title IX Coordinator, EEO Coordinator, or investigator) is expressly prohibited. Retaliatory action of any kind taken against individuals as a result of seeking redress under the applicable procedures or serving as a witness in a subsequent investigation or any resulting disciplinary proceedings is prohibited and is conduct subject to discipline. Any person who thinks he/she has been the victim of retaliation should contact the Title IX Coordinator and/or the EEO Coordinator immediately.

CRIMINAL COMPLAINTS

Discriminatory or harassing conduct may also be, or occur in conjunction with, criminal conduct. Criminal complaints may be filed with the following law enforcement authorities:

Centralia Police Department- 360-330-7680 and the
Lewis County Sheriff's Office- 360-748-9286

The College will proceed with an investigation of harassment and discrimination complaints regardless of whether the underlying conduct is subject to civil or criminal prosecution.

OTHER DISCRIMINATION COMPLAINT OPTIONS

Discrimination complaints may also be filed with the following federal and state agencies:

1.137 Employee Disciplinary Hearing - Use for Incidents BEFORE 8/1/2024

Number:	1.137	Legal Authority:	WAC 132L-108
Title:	Employee Disciplinary Hearing	Implementation Date:	10-7-2020
Contact:	Vice President, HR & Equity	Revisions:

Reference this policy only for incidents of discrimination/harassment occuring BEFORE Aug. 1, 2024.

ORDER OF PRECEDENCE

This supplemental employee discipline procedure applies to allegations of Sexual Harassment subject to Title IX jurisdiction pursuant to regulations promulgated by the United States Department of Education. See 34 C.F.R. § 106. Disciplinary proceedings against an employee respondent alleged to have engaged in sexual harassment in violation of Title IX shall be governed by Centralia College’s administrative hearing practices and procedures, Chapter WAC 132L-108 and this supplemental hearing procedure. To the extent the supplemental hearing procedure conflicts with WAC 132L-108 and/or provisions set forth in employment contracts, collective bargaining agreements, employee handbooks, and other college employment policies and procedures, this supplemental hearing procedure will take precedence.

Notwithstanding the foregoing, if Respondent is a tenured or probationary faculty member and the Vice President of Human Resources determines that the allegations in the investigation, if true, would warrant Respondent’s dismissal from the College, the Vice President of Human Resources will refer the matter to the Tenure Dismissal Committee for a hearing pursuant to RCW 28B.50.863 and applicable procedures set forth in the faculty union Collective Bargaining Agreement (CBA). To the extent the Tenure Dismissal Committee procedures are inconsistent or conflict with Sections II through VII of this Supplement Procedure, those Supplemental Procedure sections will prevail. At the end of the hearing, the Tenure Dismissal Committee will issue a Recommendation consistent with the provisions set forth in Section VIII. Complainant shall have the same right to appear and participate in the proceedings as the Respondent, including the right to present their position on the Recommendation to the Vice President of Instruction or Student Services, depending on the faculty member involved, before final action is taken.

PROHIBITED CONDUCT UNDER TITLE IX

Pursuant to Title IX of the Education Act Amendments of 1972, 20 U.S.C. §1681, the College may impose disciplinary sanctions against an employee who commits, attempts to commit, or aids, abets, incites, encourages, or assists another person to commit, an act(s) of “sexual harassment.”

For purposes of this supplemental procedure, “Sexual Harassment” encompasses the following conduct:

Nonconsensual sexual contact. Any actual or attempted sexual touching, however slight, with any body part or object, by a person upon another person that is without consent and/or by force. Sexual touching includes any bodily contact with the breasts, groin, mouth, or other bodily orifice of another individual, or any other bodily contact in a sexual manner.
Nonconsensual sexual intercourse. Any actual or attempted sexual intercourse (anal, oral, or vaginal), however slight, with any object or body part, by a person upon another person, that is without consent and/or by force. Sexual intercourse includes anal or vaginal penetration by a penis, tongue, finger, or object, or oral copulation by mouth to genital contact or genital to mouth contact.
Sexual assault. Sexual assault includes the following conduct:
- Hostile environment. Unwelcome conduct that a reasonable person would find to be so severe, pervasive, and objectively offensive that it effectively denies a person equal access to the college’s educational programs or activities, or employment.
- Quid pro quo harassment. A college employee conditioning the provision of an aid, benefit, or service of the college on an individual’s participation in unwelcome sexual conduct.
- Sexual intercourse or sexual contact with a person known to be related to them, either legitimately or illegitimately, as an ancestor, descendant, brother, or sister of either wholly or half related. Descendant includes stepchildren and adopted children under the age of eighteen (18).
- Statutory rape. Consensual sexual intercourse between someone who is eighteen (18) years of age or older and someone who is under the age of sixteen (16).
Domestic Violence: Domestic violence. Physical violence, bodily injury, assault, the infliction of fear of imminent physical harm, sexual assault, or stalking committed by a person with whom the victim shares a child in common, by a person who is cohabitating with or has cohabitated with the victim as a spouse, by a person similarly situated to a spouse of the victim under the domestic or family violence laws of the State of Washington, or by any other person against an adult or youth victim who is protected from that person’s acts under the domestic or family violence laws of the State of Washington, RCW 26.50.010.
Dating violence: Physical violence, bodily injury, assault, the infliction of fear of imminent physical harm, sexual assault, or stalking committed by a person (i) who is or has been in a social relationship of a romantic or intimate nature with the victim; and (ii) where the existence of such a relationship shall be determined based on a consideration of the following factors:
- The length of the relationship;
- The type of relationship; and
- The frequency of interaction between the persons involved in the relationship.
Stalking: Engaging in a course of conduct directed at a specific person that would cause a reasonable person to fear for their safety or the safety of others, or suffer substantial emotional distress.

TITLE IX JURISDICTION

This supplemental procedure applies only if the alleged misconduct:

Occurred in the United States;
Occurred during a college educational program or activity; and
Meets the definition of Sexual Harassment as that term is defined in this supplemental procedure.

For purposes of this supplemental procedure, an “educational program or activity” is defined as locations, events, or circumstances over which the college exercised substantial control over both the Respondent and the context in which the alleged Sexual Harassment occurred. This definition includes any building owned or controlled by a student organization that is officially recognized by the college.

Proceedings under this supplemental procedure must be dismissed if the Vice President of Instruction or Student Services determines that one or all of the requirements of Section A (1)-(3) have not been met. Dismissal under this supplemental procedure does not prohibit the College from pursuing disciplinary action against a Respondent based on allegations that the Respondent engaged in other misconduct prohibited by federal or state law, employment contracts or handbooks, or other College policies.

If the Vice President of Human Resources determines the facts in the investigation report are not sufficient to support Title IX jurisdiction and/or pursuit of a Title IX violation, the Vice President of Human Resources will issue a notice of dismissal in whole or part to both parties explaining why some or all of the Title IX claims have been dismissed.

INITIATION OF DISCIPLINE

Upon receiving the Title IX investigation report from the Title IX Coordinator, or designee, Vice President of Human Resources will independently review the report to determine whether there are sufficient grounds to pursue a disciplinary action against the Respondent for engaging in prohibited conduct under Title IX.

If the Vice President of Human Resources determines that there are sufficient grounds to proceed under these supplemental procedures, the Vice President of Human Resources will initiate a Title IX disciplinary proceeding by filing a written disciplinary notice with the Vice President of Instruction or Student Services and by serving the notice on the Respondent and the Complainant, and their respective advisors. The notice must:

Set forth the basis for Title IX jurisdiction;
Identify the alleged Title IX violation(s);
Set forth the facts underlying the allegation(s);
Identify the range of possible sanctions that may be imposed if the Respondent is found responsible for the alleged violation(s);
Explain that each Party is entitled to be accompanied by an Advisor of their own choosing during the hearing and that:
Advisors will be responsible for questioning all witnesses on the Party’s behalf;
An Advisor may be an attorney and/or, if the Party is a represented employee, a union representative;
A represented employee who chooses an Advisor who is not a union representative must submit a signed waiver of union representation that includes consent from the union; and
The College will appoint the Party an Advisor of the College’s choosing at no cost to the Party, if the Party fails to choose an Advisor; and
Explain that if a Party fails to appear at the hearing, a decision of responsibility may be made in the Party’s absence.

Service of the disciplinary notice or any other document required to be served under this supplemental procedure may be done personally or by first class, registered, or certified mail, or by electronic mail to the Party’s College email address.

PRE-HEARING PROCEDURE

Upon receiving the disciplinary notice, the Vice President of Instruction or Student Services will send a hearing notice to all parties in compliance with WAC 10-08-040. The hearing date may not be scheduled less than ten (10) days after the Title IX Coordinator provided the Final Investigation Report to the Parties.

A Party is entitled to be accompanied by an Advisor of their choice during the disciplinary process at the party’s own expense. The Advisor may be an attorney and/or, if the Party is a represented employee, a union representative.

If the Advisor is an attorney, the Advisor must file a notice of appearance with the Vice President of Instruction or Student Services with copies to all parties and the Vice President of Human Resources at least five (5) days before the hearing. If a notice of appearance is not filed within this timeframe, the Party will be deemed to have waived their right to have an attorney as an Advisor.

If a Party is a represented employee who chooses not to use a union-provided Advisor, the Party must provide the Vice President of Instruction or Student Services with a signed waiver of union representation, including written consent from the union.

In preparation for the hearing, the Parties will have equal access to all evidence gathered by the investigator during the investigation, regardless of whether the College intends to offer the evidence at the hearing.

RIGHTS OF PARTIES

The provisions of this supplemental procedure shall apply equally to both parties.

The College bears the burden of offering and presenting sufficient testimony and evidence to establish that the Respondent is responsible for a Title IX violation by a preponderance of the evidence.

The Respondent will be presumed not responsible until such time as the disciplinary process has been finally resolved.

During the hearing, each Party shall be represented by an Advisor. The Parties are entitled to an Advisor of their own choosing and the Advisor may be an attorney or, if the Respondent holds a represented position, a union representative. If a party does not choose an Advisor, then the Title IX Coordinator will appoint an Advisor of the College‘s choosing on the Party’s behalf at no expense to the Party.

EVIDENCE

The introduction and consideration of evidence during the hearing is subject to the following procedures and restrictions:

Relevance: The Committee Chair shall review all questions for relevance and shall explain on the record their reasons for excluding any question based on lack of relevance.

Relevance means that information elicited by the question makes a fact is dispute more or less likely to be true.

Questions or evidence about a Complainant’s sexual predisposition or prior sexual behavior are not relevant and must be excluded, unless such question or evidence:

Is asked or offered to prove someone other than the Respondent committed the alleged misconduct; or
Concerns specific incidents of prior sexual behavior between the Complainant and the Respondent, which are asked or offered on the issue of consent.

Cross-examination required: If a Party or witness does not submit to cross-examination during the live hearing, the Vice President of Instruction or Student Services must not rely on any statement by that Party or witness in reaching a determination of responsibility.

No negative inference: The Vice President of Instruction or Student Services may not make an inference regarding responsibility solely on a witness’s or party’s absence from the hearing or refusal to answer questions.

Privileged evidence: The Vice President of Instruction or Student Services shall not consider legally privileged information unless the holder has effectively waived the privilege. Privileged information includes, but is not limited to, information protected by the following:

Spousal/domestic partner privilege;
Attorney-Client and attorney work product privileges;
Privileges applicable to members of the clergy and priests;
Privileges applicable to medical providers, mental health therapists, and counsellors;
Privileges applicable to sexual assault and domestic violence advocates; and
Other legal privileges identified in RCW 5.60.060.

Initial Order

The Vice President of Instruction or Student Services will be responsible for drafting an Initial Order that:

Identifies the allegations of sexual harassment;
Describes the grievance and disciplinary procedures, starting with filing of the formal complaint through the determination of responsibility, including notices to parties, interviews with witnesses and parties, site visits, methods used to gather evidence, and hearings held;
Makes findings of fact supporting the determination of responsibility;
Reaches conclusions as to whether the facts establish whether the Respondent is responsible for engaging in Sexual Harassment in violation of Title IX;
Contains a statement of, and rationale for, the Committee’s determination of responsibility for each allegation;
Describes any disciplinary sanction or conditions imposed against the Respondent, if any;
Describes to what extent, if any, Complainant is entitled to remedies designed to restore or preserve Complainant’s equal access to the College’s education programs or activities; and
Describes the process for appealing the Initial Order to the College President.

The Vice President of Instruction or Student Services will serve the Initial Order on the Parties simultaneously.

Appeals

The Parties have the right to appeal from the determination of responsibility and/or from a Title IX dismissal, in whole or part, of a formal complaint, as set forth in the Initial Order. To the extent they are consistent with the provisions of this Procedure, the right to appeal is subject to the same procedures and timeframes set forth in WAC 132L-351-280.

The President or the President’s delegate will determine whether the grounds for appeal have merit, provide the rationale for this conclusion, and state whether the disciplinary sanctions and conditions imposed in the Initial Order are affirmed, vacated, or amended, and, if amended, set forth the new disciplinary sanctions and conditions.

The President’s Office shall serve the Final Decision on the parties simultaneously.

All decisions reached through this process are final. No decisions or recommendations arising from this disciplinary procedure will be subject to grievance pursuant to any Collective Bargaining Agreement.

1.137 Employee Disciplinary Hearing - Use for Incidents AFTER 8/1/2024

Number:	1.137	Legal Authority:	WAC 132L-108
Title:	Employee Disciplinary Hearing	Implementation Date:	8-1-2024
Contact:	Vice President, HR & Equity	Revisions:

Reference this policy only for incidents of discrimination/harassment occuring AFTER Aug. 1, 2024.

ORDER OF PRECEDENCE

This employee discipline procedure applies to allegations of sex discrimination and sex-based harassment subject to regulations promulgated under Title IX by the United States Department of Education. See 34 C.F.R. § 106. Disciplinary proceedings against an employee respondent alleged to have engaged in sex discrimination or sex-based harassment shall be governed by the College’s administrative hearing practices and procedures, Collective Bargaining Agreements (CBA), as well as this disciplinary procedure. To the extent this disciplinary procedure conflicts with provisions set forth in employment contracts, collective bargaining agreements, employee handbooks, and other College employment policies and procedures, this disciplinary procedure will take precedence.

Notwithstanding the foregoing, if Respondent is a tenured or probationary faculty member and the Vice President of Human Resources and Equity determines, with the College President, that the facts found in the investigation report would warrant Respondent’s dismissal from the College if proven at hearing, the Vice President of Human Resources and Equity will refer the matter to the Tenure Dismissal Committee for a hearing pursuant to RCW 28B.50.863 and applicable procedures set forth in the faculty union Collective Bargaining Agreement (CBA). To the extent the Tenure Dismissal Committee procedures are inconsistent or conflict with Sections II through VII of this disciplinary procedure, the disciplinary procedure sections will prevail. At the end of the hearing, the Tenure Dismissal Committee will issue a Recommendation consistent with the provisions set forth in Section VIII. Subject to the procedures set forth below, Complainant shall have the same right to appear and participate in the proceedings as the Respondent, including the right to present their position on the Recommendation to the College President before final action is taken.

TITLE IX JURISDICTION

This supplemental procedure applies only if the alleged misconduct:

Occurred in the United States
Occurred during a college educational program or activity
Meets the definition of Sexual Harassment as that term is defined in the supplemental procedure

For purposes of this procedure, an “educational program or activity” is defined as locations, events, or circumstances over which the college exercised substantial control over both the Respondent and the context in which the alleged Sexual Harassment occurred. This definition includes any building owned or controlled by a student organization officially recognized by the college.

Proceedings under this procedure must be dismissed if the Title IX Coordinator or designee determines that one or all of the requirements of Section A (1)-(3) have not been met. Dismissal under this supplemental procedure does not prohibit the College from pursuing disciplinary action against a Respondent based on allegations that the Respondent engaged in other misconduct prohibited by federal or state law, employment contracts or handbooks, or other College policies.

If the Vice President of Human Resources & Equity or designee determines the facts in the investigation report are not sufficient to support Title IX jurisdiction and/or pursuit of a Title IX violation, the Vice President of Human Resources & Equity will issue a notice of dismissal in whole or part to both parties explaining why some or all of the Title IX claims have been dismissed.

PROHIBITED CONDUCT

The College may impose disciplinary sanctions up to and including dismissal from the College against an employee who has been found responsible for committing, attempting to commit, aiding, abetting, inciting, encouraging or assisting another person to commit or engage in acts of Sex Discrimination, which include Sex-based Harassment.

For purposes of this supplemental procedure, the following conduct is prohibited:

Sex Discrimination: Sex Discrimination occurs when a Respondent causes a Complainant more than de minimis(insignificant as defined by law) harm by treating the Complainant differently from other similarly situated individual(s) based on:
1. Sex stereotypes;
2. Sex characteristics;
3. Pregnancy or related conditions;
4. Sexual orientation; or
5. Gender identity. Preventing a person from participating in an education program or activity consistent with their gender identity constitutes more than de minimis harm and is prohibited.
Sex-based Harassment is a type of Sex Discrimination that includes:
1. Quid pro quo harassment: An employee authorized by the College to provide an aid, benefit, or service under the College’s education program or activity explicitly or impliedly conditioning the provision of such an aid, benefit, or service on a person’s participation in unwelcome sexual conduct.
2. Hostile environment: Unwelcome sex-based conduct that, based on the totality of the circumstances, is subjectively and objectively offensive and is so severe or pervasive that it limits or denies a person’s ability to participate in or benefit from the recipient’s education program or activity (i.e., creates a hostile environment). Whether a hostile environment has been created is a fact-specific inquiry that includes consideration of the following:
  1. The degree to which the conduct affected the Complainant’s ability to access the College’s education program or activity
  2. The type, frequency, and duration of the conduct
  3. The Parties’ ages, roles within the College’s education program or activity, previous interactions, and other factors about each Party that may be relevant to evaluating the effects of the conduct
  4. The location of the conduct and the context in which the conduct occurred; and
  5. Other Sex-based Harassment in the recipient’s education program or activity.
Sexual Violence: Sexual Violence includes the following conduct:
1. Nonconsensual sexual intercourse: Any actual or attempted sexual intercourse (anal, oral, or vaginal), however slight, with any object or body part, by a person upon another person, that is without Consent and/or by force. Sexual intercourse includes anal or vaginal penetration by a penis, tongue, finger, or object, or oral copulation by mouth to genital contact or genital to mouth contact.
2. Nonconsensual sexual contact (fondling): Any actual or attempted sexual touching, however slight, with any body part or object, by a person upon another person that is without Consent and/or by force. Sexual touching includes any bodily contact with the breasts, groin, mouth, or other bodily orifice of another individual, or any other bodily contact in a sexual manner.
3. Incest: Sexual intercourse or sexual contact with a person known to be related to them, either legitimately or illegitimately, as an ancestor, descendant, brother, or sister of either wholly or half related. Descendant includes stepchildren and adopted children under the age of eighteen (18).
4. Statutory rape (Rape of a child): Non forcible sexual intercourse with a person who is under the statutory age of consent.
5. Domestic violence: Physical violence, bodily injury, assault, the infliction of fear of imminent physical harm, sexual assault, coercive control, damage or destruction of personal property, or stalking, or any other conduct prohibited under RCW 10.99.020, committed by a person with whom the victim shares a child in common, by a person who is cohabitating with or has cohabitated with the victim as a spouse, by a person similarly situated to a spouse of the victim under the domestic or family violence laws of the State of Washington, or by any other person against an adult or youth victim who is protected from that person’s acts under the domestic or family violence laws of the State of Washington.
6. Dating violence: Physical violence, bodily injury, assault, the infliction of fear of imminent physical harm, sexual assault, or stalking committed by a person (i) who is or has been in a social relationship of a romantic or intimate nature with the victim; and (ii) where the existence of such a relationship shall be determined based on a consideration of the following factors:
  1. The length of the relationship
  2. The type of relationship
  3. The frequency of interaction between the persons involved in the relationship
7. Stalking: Engaging in a course of conduct directed at a specific person that would cause a reasonable person to fear for their safety or the safety of others; or suffer substantial emotional distress.
8. Retaliation: Intimidation, threats, coercion, or discrimination against any person by the College, a student, or an employee or other person authorized by the College to provide aid, benefit, or service under the College’s education program or activity, for the purpose of interfering with any right or privilege secured by Title IX, or because the person has reported information, made a Complaint, testified, assisted, or participated or refused to participate in any manner in an investigation, proceeding, or hearing, including in an informal resolution process, in these investigation procedures, and any disciplinary proceeding for Sex Discrimination. Nothing in this definition prevents the College from requiring an employee to provide aid, benefit, or service under the College’s education program or activity to participate as a witness in, or otherwise assist with, an investigation, proceeding, or hearing.

JURISDICTION & DISMISSAL OF COMPLAINTS

This discipline procedure applies only if the alleged misconduct:

Meets the definition of sex discrimination, sex-based harassment, or retaliation as defined in this disciplinary procedure, including causing more than de minimis harm to the Complainant
Occurred in the United States or interfered with the Complainant’s ability to access or participate in the College’s educational programs or activities in the United States
Occurred during a College educational program or activity, or interferes with the Complainant’s ability to access or participate in the College’s educational programs or activities.

For purposes of this disciplinary procedure, the College’s “educational programs or activities” means all operations of the College.

The Vice President of HR & Equity or designee, after reviewing the investigation report or the President or designee receiving the Notice of Hearing determines the facts alleged, even if proven, are not sufficient to support jurisdiction, must issue a notice of dismissal in whole or part to both parties and the Title IX coordinator explaining why some or all of the claims have been dismissed.
The Vice President of HR & Equity or designee, after reviewing the investigation report or the President or designee,after receiving the Notice of Hearing may, but is not required to, dismiss the case if:
1. The Respondent is no longer employed by the College. The College’s discretion to dismiss a Sex-based Harassment Complaint lodged against a former employee may be limited by RCW 28B.112.070, which requires the College to complete investigations into allegations of sexual misconduct by employees directed at students unless the student requests otherwise; or
2. The Complainant has voluntarily withdrawn the Complainant, and the Title IX Coordinator has declined to initiate a complaint, and the College determines that any remaining conduct outside the withdrawn allegations would not constitute Sex Discrimination, even if proven. If the Complainant is a student and the case involves allegations of Sex-based Harassment, the withdrawal must be presented by the Complainant in writing before the College will act.
Dismissal does not prohibit the College from pursuing disciplinary action against a Respondent based on allegations that the Respondent engaged in other misconduct prohibited by federal or state law, employment contracts or handbooks, or other College policies.
Both the Complainant and the Respondent may appeal the dismissal of a Complaint pursuant the appeal process in Section IX of this procedure.
The notice of dismissal must be served on all parties and the Title IX Coordinator and contain an explanation of:
1. Why dismissal was necessary or desirable
2. The right to appeal the dismissal and a description of the procedure for appealing the dismissal
3. If applicable, notice that the Complaint is being referred to an appropriate disciplinary authority for proceedings outside the jurisdiction of this procedure.
If the Dismissal involves an allegation of Sex-based Harassment, the Notice of Dismissal will be served on the Parties simultaneously.
When a Complaint is dismissed, Title IX Coordinator will, at a minimum:
1. Offer supportive measures to the Complainant as appropriate;
2. If the Respondent has been notified of the allegations, offer supportive measures to the Respondent as appropriate
3. Take other prompt and effective steps, as appropriate, to ensure that Sex Discrimination does not continue or recur within the College’s education Program or Activity.

RIGHTS OF PARTIES

The provisions of this disciplinary procedure shall apply equally to the Respondent and the Complainant.
The College bears the burden of offering and presenting sufficient evidence to establish that the Respondent is responsible for engaging in Sex Discrimination, Sex-based Harassment, or Retaliation related to or arising from such allegations by a preponderance of the evidence. A preponderance of the evidence means on a more probable than not basis.
The Respondent will be presumed not responsible until such time as the disciplinary process has been finally resolved.

INITIATION OF DISCIPLINE

Upon receipt, the Vice President of HR & Equity or designee shall independently review the investigation report provided by the Title IX Coordinator, and determine whether, by a preponderance of the evidence, there was a violation of the College’s Sex Discrimination policy; and if so, what disciplinary sanction(s) and/or remedies will be recommended. The Vice President of HR & Equity or designee shall, within ten (10) business days of receiving the investigation report, serve Respondent, Complainant, and the Title IX Coordinator with a Written Recommendation, which includes a description of the facts and conclusions supporting the recommendation, as well as a recommended sanction. The time for serving a Written Recommendation may be extended by the Vice President of HR & Equity or designee for good cause.
1. The Complainant or Respondent shall have 21 calendar days from service of the Written Recommendation to either accept the Written Recommendation or request a hearing before the President or designee. The request may be verbal or written but must be clearly communicated to the Vice President of HR & Equity or designee.
2. Upon receiving a request for a hearing, the Vice President of HR & Equity or designee shall promptly notify the President or designee, the other Party, and the Title IX Coordinator of the request and provide a copy of the Written Recommendation to the President or designee.
3. If no request for a hearing is provided to the Vice President of HR & Equity or designee within the 21-calendar day period, the Vice President of HR & Equity or designee’s Written Recommendation shall be final and the recommended disciplinary sanctions, if any, shall be implemented immediately.
Service of the Written Recommendation or any other document required to be served under this procedure shall be done:
1. In person
2. By first class or certified mail to the Party’s last known address and by electronic mail to the Party’s College email address

PRE-HEARING PROCEDURE

Upon receiving the Written Recommendation and request for a hearing, the President or designee will send a hearing notice to all Parties in compliance with WAC 10-08-040. The hearing date may not be scheduled less than ten (10) business days after the Title IX Coordinator provides the Final Investigation Report to the Parties and the Vice President of HR & Equity or designee. The College may, at its discretion, contract with an administrative law judge or other qualified person to act as the decision maker in this instance.
Complainants and Respondents may be accompanied by an Advisor of their choosing during the disciplinary process at the Party’s own expense. The Advisor may be an attorney and/or, if the Party is a represented employee, a union representative. If a Party does not select their own advisor, the College will provide the Party with an advisor at no cost to the Party.
1. If the Advisor is an attorney, the Advisor must file a notice of appearance with the appointed decision maker with copies to all parties and the Vice President of HR & Equity at least five (5) business days before the hearing. If a notice of appearance is not filed within this timeframe, the Party will be deemed to have waived their right to have an attorney as an Advisor.
2. If a Party is a represented employee who chooses not to use a union-provided Advisor, the Party must provide the decision maker or designee with a signed waiver of union representation, including written consent from the union.
In preparation for the hearing, the College will provide Parties with an accurate description of all relevant and not otherwise privileged evidence gathered by the investigator during the investigation, regardless of whether the College intends to offer the evidence at the hearing. All Parties shall have an equal opportunity to access the evidence upon request.
The decision maker or designee may, or upon the request of any Party, must, conduct the hearing with the Parties physically present in separate locations, with technology enabling the decision maker or designee and Parties to simultaneously see and hear the Party or the witness while that person is speaking.

EVIDENCE

The introduction and consideration of evidence during the disciplinary hearing is subject to the following definitions, procedures, and restrictions:

Relevant or Relevance means a question or evidence is related to the allegations of Sex Discrimination at issue in the proceeding. Questions are relevant when they seek evidence that may aid in showing whether the alleged Sex Discrimination occurred, and evidence is relevant when it may aid a decision maker in determining whether the alleged Sex Discrimination occurred.
Impermissible evidence.
Privileged information. The President or designee shall not consider legally privileged information unless the individual holding the privilege has effectively waived the privilege. Privileged information includes, but is not limited to, information protected by the following:
1. Spousal/domestic partner privilege
2. Attorney-Client and attorney work product privileges
3. Privileges applicable to members of the clergy and priests
4. Privileges applicable to medical providers, mental health therapists, and counselors
5. Privileges applicable to sexual assault and domestic violence advocates
6. Other legal privileges identified in RCW 5.60.060.
Prior Sexual Behavior. Questions or evidence about a Complainant’s sexual predisposition or prior sexual behavior are not relevant and must be excluded, unless such question or evidence:
1. Is asked or offered to prove someone other than the Respondent committed the alleged misconduct; or
2. Concerns specific incidents of prior sexual behavior between the Complainant and the Respondent, which are asked for or offered on the issue of consent.
The President or designee may not make an inference regarding responsibility solely on a witness’s or Party’s absence from the hearing or refusal to answer questions.
In a proceeding involving allegations of Sex-based Harassment in which a student is a Complainant, the President or designee shall review, in advance, all questions the Complaint and Respondent propose to ask during the hearing for relevance and whether the questions seek otherwise impermissible evidence. The President or designee shall explain on the record the reasons for excluding any questions. If a question is excluded as unclear or harassing, the Party proposing the question shall have an opportunity to clarify or revise the question. If questions are submitted for review in writing, the written questions shall be retained as part of the hearing record.

In a proceeding involving allegations of Sex-based Harassment in which a student is the Complainant, all questioning of witnesses on behalf of the Complainant and Respondent shall be conducted either by their respective Advisors or the President or designee. Determination of who will conduct the questioning is at the discretion of the President or designee.

INITIAL ORDER

The Vice President of HR & Equity or designee will be responsible for drafting an Initial Order that:

Identifies the allegations of Sex Discrimination;
Describes the grievance and disciplinary procedures, starting with the College’s receipt of the Complaint through the determination of responsibility, including notices to parties, interviews with witnesses and parties, site visits, methods used to gather evidence, and hearings held;
Makes findings of fact supporting the determination of responsibility;
Reaches conclusions as to whether the facts establish whether the Respondent is responsible for engaging in Sex Discrimination in violation of Title IX;
Contains a statement of, and rationale for, the Vice President of HR & Equity or designee determination of responsibility for each allegation;
Describes the disciplinary sanction or conditions imposed against the Respondent, if any;
Describes to what extent, if any, Complainant is entitled to remedies designed to restore or preserve Complainant’s equal access to the College’s programs or activities; and
Describes the process for appealing the Initial Order to the President or designee.

The Initial Order shall be served on the Parties and the Title IX Coordinator. If the case involves allegations of Sex-based Harassment, the Initial Order shall be served on the Parties and the Title IX Coordinator simultaneously, whenever physically possible.

APPEALS

All Parties, including the Vice President of HR & Equity or designee in their capacity as a representative of the College, have the right to appeal from the determination of responsibility and/or from a dismissal, in whole or part, of a Complaint during the investigative or hearing process. Appeals must be in writing and filed with the President or designee⁵ within twenty-one (21) calendar days of service of the Initial Order or Notice of Dismissal. Appeals must identify the specific findings of fact and/or conclusions of law in the Initial Order or dismissal being challenged and must contain arguments as to why the appeal should be granted. Failure to file a timely appeal constitutes a waiver of the right to appeal and the Initial Order or dismissal shall be deemed final.
Upon receiving a timely appeal, the President or designee will serve a copy of the appeal on all non-appealing Parties, who will have ten (10) business days from the date of service to submit written responses to the appointed appeal officer addressing issues raised in the appeal. Failure to file a timely response constitutes a waiver of the right to participate in the appeal. Upon receipt of written responses, the appointed appeal officer or designee shall serve copies of the responses to the appealing Party.
If necessary to aid review, the President or designee may ask for additional briefing from the parties on issues raised on appeal. The appealing Party shall have five (5) business days from the date of service to submit a written reply to the President or designee addressing issues raised in the responses of the appeal.
President or designee, based on their review of the Parties’ submissions and the hearing or investigative record, willmake a Final Decision determining whether the grounds for appeal have merit, provide the rationale for this conclusion, and state whether a dismissal if affirmed or denied, or if the disciplinary sanctions and conditions imposed in the Initial Order are affirmed, vacated, or amended, and, if amended, set forth the new disciplinary sanctions and conditions.
The Final Decision shall be served on all Parties and the Title IX Coordinator. If the case involves allegations of Sex-based Harassment, the Final Decision shall be served on the Parties and the Title IX Coordinator simultaneously.
All decisions reached through this process are final and may be judicially appealed pursuant to applicable provisions of RCW 34.05, including, but not limited to, the timelines set forth in RCW 34.05.542. No decisions or recommendations arising from this disciplinary procedure will be subject to grievance pursuant to any Collective Bargaining Agreement.

1.138 Title IX Grievance Procedures - Use for Incidents BEFORE 8/1/2024

Number:	1.138	Legal Authority:	Title IX
Title:	Title IX Grievance Procedures	Implementation Date:	10-7-2020
Contact:	Vice President, HR & Equity	Revisions:

Reference this policy only for incidents of discrimination/harassment occuring BEFORE Aug. 1, 2024.

Purpose

Centralia College recognizes its responsibility to investigate, resolve, implement corrective measures, and monitor the educational environment and workplace to stop, remediate, and prevent discrimination on the basis of sex, as required by Title IX of the Educational Amendments of 1972 To this end, Centralia College has adopted the following Title IX Grievance Procedure for receiving and investigating Sexual Harassment allegations arising during education programs and activities. Any individual found responsible for violating Centralia College’s Title IX policy is subject to disciplinary action up to and including dismissal from the College’s educational programs and activities and/or termination of employment.

Application of this Title IX Grievance Procedure is restricted to allegations of “Sexual Harassment,” as that term is defined in 34 C.F.R. §106.30 of the federal Title IX regulations. Nothing in this procedure limits or otherwise restricts the College’s ability to investigate and pursue discipline based on alleged violations of other federal, state, and local laws, their implementing regulations, and other college policies prohibiting gender discrimination through processes set forth in the College’s code of student conduct, employment contracts, employee handbooks, policies, and collective bargaining agreements.

Definitions

For purposes of this Title IX Grievance Procedure, the following terms are defined as follows:

“Complainant” means and individual who is alleged to be the victim of conduct that could constitute Sexual Harassment.

“Consent” means knowing, voluntary, and clear permission by word or action, to engage in mutually agreed upon sexual activity. Each party has the responsibility to make certain that the other has consented before engaging in the activity. For consent to be valid, there must be at the time of the act of sexual intercourse or sexual contact actual words or conduct indicating freely given agreement to have sexual intercourse or sexual contact.

A person cannot consent if they are unable to understand what is happening or are disoriented, helpless, asleep, or unconscious for any reason, including due to alcohol or other drugs. An individual who engages in sexual activity when the individual knows, or should know, that the other person is physically or mentally incapacitated has engaged in nonconsensual conduct.

Intoxication is not a defense against allegations that an individual has engaged in nonconsensual sexual conduct.

“Educational Program or Activity” includes locations, events, or circumstances over which the College exercised substantial control over both the Respondent and the context in which the alleged Sexual Harassment occurred. It also includes any building owned or controlled by a student organization officially recognized by the College.

“Formal Complaint” means a writing submitted by the Complainant or signed by the Title IX Coordinator alleging Sexual Harassment against a Respondent and requesting that the College conduct an Investigation.

“Grievance Procedure” is the process the College uses to initiate, informally resolve, and/or investigate allegations that an employee or student has violated Title IX provisions prohibiting sexual harassment.

“Respondent” means an individual who has been reported to be the perpetrator of conduct that could constitute Sexual Harassment.

“Sexual Harassment,” for purposes of these Title IX Grievance Procedures, Sexual Harassment occurs when a Respondent engages in the following discriminatory conduct on the basis of sex:

Quid pro quo harassment. A College employee conditioning the provision of an aid, benefit, or service of the College on an individual’s participation in unwelcome sexual conduct.

Hostile environment. Unwelcome conduct that a reasonable person would find to be so severe, pervasive, and objectively offensive that it effectively denies a person equal access to the College’s educational programs or activities or College employment.

Sexual assault. Sexual assault includes the following conduct:

Nonconsensual sexual intercourse. Any actual or attempted sexual intercourse (anal, oral, or vaginal), however slight, with any object or body part, by a person upon another person, that is without Consent and/or by force. Sexual intercourse includes anal or vaginal penetration by a penis, tongue, finger, or object, or oral copulation by mouth to genital contact or genital to mouth contact.
Nonconsensual sexual contact. Any actual or attempted sexual touching, however slight, with any body part or object, by a person upon another person that is without Consent and/or by force. Sexual touching includes any bodily contact with the breasts, groin, mouth, or other bodily orifice of another individual, or any other bodily contact in a sexual manner.
Incest. Sexual intercourse or sexual contact with a person known to be related to them, either legitimately or illegitimately, as an ancestor, descendant, brother, or sister of either wholly or half related. Descendant includes stepchildren, and adopted children under the age of eighteen (18).
Statutory rape. Consensual intercourse between a person who is eighteen (18) years of age or older, and a person who is under the age of sixteen (16).
Domestic violence. Physical violence, bodily injury, assault, the infliction of fear of imminent physical harm, sexual assault, or stalking committed by a person with whom the victim shares a child in common, by a person who is cohabitating with or has cohabitated with the victim as a spouse, by a person similarly situated to a spouse of the victim under the domestic or family violence laws of the State of Washington, or by any other person against an adult or youth victim who is protected from that person’s acts under the domestic or family violence laws of the State of Washington, RCW 26.50.010.
Dating violence. Physical violence, bodily injury, assault, the infliction of fear of imminent physical harm, sexual assault, or stalking committed by a person (i) who is or has been in a social relationship of a romantic or intimate nature with the victim; and (ii) where the existence of such a relationship shall be determined based on a consideration of the following factors:
- The length of the relationship;
- The type of relationship; and
- The frequency of interaction between the persons involved in the relationship.
Stalking. Engaging in a course of conduct directed at a specific person that would cause a reasonable person to (i) fear for their safety or the safety of others; or (ii) suffer substantial emotional distress.

“Summary Suspension” means an emergency suspension of a student Respondent pending investigation and resolution of disciplinary proceedings pursuant to the procedure and standards set forth in WAC 132L-351-100.

“Supportive Measures” are non-disciplinary, non-punitive individualized services offered as appropriate, as reasonably available, and without fee or charge to the Complainant or Respondent regardless of whether the Complainant or the Title IX Coordinator has filed a Formal Complaint. Supportive Measures restore or preserve a party’s access to the College’s education programs and activities without unreasonably burdening the other party, as determined through an interactive process between the Title IX Coordinator and the party. Supportive Measures include measures designed to protect the safety of all parties and/or the College’s educational environment and/or to deter Sexual Harassment or retaliation. Supportive measures may include, but are not limited to, (i) counseling and other medical assistance, (ii) extensions of deadlines or other course-related adjustments, (iii) modifications of work or class schedules, (iv) leaves of absence, (v) increased security or monitoring of certain areas of campus, and (vi) imposition of orders prohibiting the parties from contacting one another in housing or work situations. Determinations about whether to impose a one-way no contact order must be made on a case-by-case basis. If supportive measures are not provided, the Title IX Coordinator must document in writing why this was clearly reasonable under the circumstances.

“Title IX Administrators” are the Title IX Coordinator, Title IX investigators, the Student Conduct Officer, Student Conduct Committee members, and College provided advisors assigned to the parties by the College during Title IX disciplinary proceedings.

“Title IX Coordinator” is responsible for processing Title IX complaints and conducting and/or overseeing formal investigations and informal resolution processes under this Grievance Procedure. Among other things, the Title IX Coordinator is responsible for:

Accepting and processing all Title IX reports, referrals, and Formal Complaints.
Executing and submitting a Formal Complaint when appropriate and necessary.
Handling requests for confidentiality.
Determining during the Grievance Procedure (i) whether a Formal Complaint should be dismissed either in whole or in part, and if so, (ii) providing notice to both parties about why dismissal was necessary or desirable, and (iii) referring the complaint to the appropriate disciplinary authority for proceedings outside the jurisdiction of Title IX.
Maintaining accurate records of all complaints, reports, and referrals, and retaining investigation files, complaints, reports, and referrals in compliance with the applicable records retention schedules or federal or state law, whichever is longer.
Conducting investigations or assigning and overseeing investigations.
Engaging in an interactive process with both parties to identify and provide supportive measures that ensure during the investigation and disciplinary processes that the parties have equitable access to education programs and activities and are protected from further discrimination or retaliation.
Upon completion of an investigation, issuing or overseeing the issuance of a final investigation report to the parties and the appropriate disciplinary authority in compliance with this Grievance Procedure.
Recommending non-disciplinary corrective measures to stop, remediate, and/or prevent recurrence of discriminatory conduct to disciplinary authorities and other College administrators.

Principles for Title IX Grievance Procedure

Respondent shall be presumed not responsible for the alleged conduct unless or until a determination of responsibility is reached after completion of the grievance and disciplinary processes.

Before imposing discipline, the College is responsible for gathering and presenting evidence to a neutral and unbiased decision maker establishing responsibility for a Title IX violation by a preponderance of the evidence.

The College shall treat both the Complainant and Respondent equitably by providing Complainant with remedies against Respondent who has been found responsible for Sexual Harassment through application of the institution’s Title IX grievance and applicable Title IX disciplinary procedures and by providing Respondent with Title IX procedural safeguards contained in this Title IX Grievance Procedures and in the applicable Title IX disciplinary procedures.

The investigator shall base investigation results on all relevant evidence, including both exculpatory and inculpatory evidence.

Formal and informal resolutions will be pursued within reasonably prompt timeframes with allowances for temporary delays and extensions for good cause shown. Grounds for temporary delay include, but are not limited to college breaks or holidays. Good cause supporting a request for an extension includes, but is not limited to: a party, a party’s advisor, or a witness being unavailable, concurrent law enforcement activity, and the need for language assistance or accommodation of disabilities. Both parties will receive written notice of any temporary delay or extension for good cause with an explanation of why the action was necessary.

A Respondent found responsible for engaging in Sexual Harassment may receive discipline up to and including dismissal from the College. A description of other possible disciplinary sanctions and conditions that may be imposed against students can be found in WAC 132L-351-045.

An employee found responsible for Sexual Harassment may receive discipline up to and including dismissal from employment. A description of possible disciplinary sanctions and conditions that may be imposed against employees can be found in the appropriate bargaining agreements.

In proceedings against a student Respondent, the parties may appeal the Student Conduct Committee’s ruling to the President pursuant to WAC 132L-351-090 and Supplement Title IX Student Conduct Code Procedures, WAC 132L-351-280.

In proceedings against an employee Respondent, the parties may appeal the Employee Disciplinary Decision to the President pursuant policy 1.138. Title IX Administrators may not require, allow, rely upon, or otherwise use questions or evidence that seeks disclosure of privileged communications, unless the privilege has been effectively waived by the holder. This provision applies, but is not limited to information subject to the following:

Spousal/domestic partner privilege;
Attorney-Client and attorney work product privileges;
Privileges applicable to members of the clergy and priests;
Privileges applicable to medical providers, mental health therapists, and counsellors;
Privileges applicable to sexual assault and domestic violence advocates; and
Other legal privileges identified in RCW 5.60.060.

Title IX Administrators – Free from bias – Training requirements

Title IX Administrators shall perform their duties free from bias or conflicts.

Title IX Administrators shall undergo training on the following topics:

The definition of Sexual Harassment under these procedures,
The scope of the College’s educational programs and activities,
How to conduct an investigation,
How to serve impartially without prejudgment of facts, conflicts of interest, or bias,
Use of technology used during an investigation or hearing,
The relevance of evidence and questions, and
Effective report writing.

All Title IX Administrator training materials shall be available on the College’s Title IX webpage.

Filing a Complaint

Any employee, student, applicant, or visitor who believes that they have been the subject of Sexual Harassment should report the incident or incidents to the College’s Title IX Coordinator identified below. If the complaint is against the Title IX Coordinator, the Complainant should report the matter to the President’s office for referral to an alternate designee.

Joy Anglesey
Vice President of Human Resources & Equity
Centralia College
600 Centralia College Blvd.
Centralia, WA 98531
360-623-8474
Email Joy Anglesey

Confidentiality

The College will seek to protect the privacy of the Complainant to the fullest extent possible, consistent with the legal obligation to investigate, take appropriate remedial and/or disciplinary action, and comply with the federal and state law, as well as College policies and procedures. Although the College will attempt to honor Complainants' requests for confidentiality, it cannot guarantee complete confidentiality. Determinations regarding how to handle requests for confidentiality will be made by the Title IX Coordinator.

The Title IX Coordinator will inform and attempt to obtain consent from the Complainant before commencing an investigation of alleged Sexual Harassment. If a Complainant asks that their name not be revealed to the Respondent or that the College not investigate the allegation, the Title IX Coordinator will inform the Complainant that maintaining confidentiality may limit the College’s ability to fully respond to the allegations and that retaliation by the Respondent and/or others is prohibited. If the Complainant still insists that their name not be disclosed or that the College not investigate, the Title IX Coordinator will determine whether the College can honor the request and at the same time maintain a safe and nondiscriminatory environment for all members of the College community, including the Complainant. Factors to be weighed during this determination may include, but are not limited to:

The seriousness of the alleged Sexual Harassment;
The age of the Complainant;
Whether the Sexual Harassment was perpetrated with a weapon;
Whether the Respondent has a history of committing acts of Sexual Harassment or violence or has been the subject of other Sexual Harassment or violence complaints or findings;
Whether the Respondent threatened to commit additional acts of Sexual Harassment or violence against the Complainant or others; and
Whether relevant evidence about the alleged incident can be obtained through other means (g., security cameras, other witnesses, physical evidence).
If the College is unable to honor a Complainant’s request for confidentiality, the Title IX Coordinator will notify the Complainant of the decision and ensure that Complainant’s identity is disclosed only to the extent reasonably necessary to effectively conduct and complete the investigation in compliance with this Grievance Procedure.
If the College decides not to conduct an investigation or take disciplinary action because of a request for confidentiality, the Title IX Coordinator will evaluate whether other measures are available to address the circumstances giving rise to the complaint and prevent their recurrence, and implement such measures if reasonably feasible.

Complaint Resolution

The Title IX resolution processes are initiated when the Title IX Coordinator’s Office receives a written complaint alleging that a Respondent(s) sexually harassed a Complainant and requesting that the College initiate an investigation (a Formal Complaint). A Formal Complaint must be either submitted by the Complainant or signed by the Title IX Coordinator on behalf of the Complainant. Formal complaints submitted to the Title IX Coordinator may be resolved through either informal or formal resolution processes. The College will not proceed with either resolution process without a Formal Complaint.

For purposes of this Title IX Grievance Procedure, the Complainant must be participating in or attempting to participate in a College education program or activity at the time the Formal Complaint is filed.

Informal Resolution:

Under appropriate circumstances and if the impacted and responding parties agree, they may voluntarily pursue informal resolution during the investigation of a concern. Informal resolution is not appropriate when the allegations involve a mandatory reporting situation, an immediate threat to the health, safety or welfare of a member of the College community, or in cases where an employee is alleged to have sexually harassed a student.

If an informal resolution is appropriate, the impacted party and the responding party may explore remedies or resolution through:

Guided conversations or communications conducted by the Title IX coordinator / HRO representative or a mutually agreed upon third party;
Structured resolution process conducted by a trained mediator; or
Voluntarily agreed on alterations to either or both of the parties’ work or class schedules or student housing arrangements.

If the parties agree to an informal resolution process, the College will commence the process within 10 business days after the parties agree to this option and conclude within 15 business days of beginning that process; subject to reasonably delays and extensions for good cause shown. The informal process is voluntary. Either the impacted or responding party may withdraw from the informal resolution process at any time, at which point the formal investigation process will resume.

If the impacted and responding party voluntarily resolve a report, the College will record the terms of the resolution in a written agreement signed by both parties and provide written notice to both parties that the report has been closed.

Formal Resolution

Formal resolution means that the Complainant’s allegations of Sexual Harassment will be subjected to a formal investigation by an impartial and unbiased investigator. The investigator will issue a report of the investigation findings. Upon completion of the investigation, the investigator will submit the final investigation report to the appropriate disciplinary authority to determine whether disciplinary proceedings are warranted.

Emergency Removal

If a student Respondent poses an immediate threat to the health and safety of the College Community or an immediate threat of significant disruption to College operations, the College’s student conduct officer may summarily suspend a Respondent pursuant to WAC 132L-351-100 pending final resolution of the allegations. Nothing in this Grievance Procedure prohibits the College from placing non‑student employees on administrative leave pending final resolution of the allegations.

Investigation Notices

Upon receiving a Formal Complaint and determining that allegations comport with Title IX claims, the College will provide the parties with the following notices containing the following information:

Notice of formal and informal resolution processes. A description of College’s grievance resolution procedures, including the informal resolution procedure.
The investigator will serve the Respondent and the Complainant with a Notice of Investigation in advance of the initial interview with the Respondent to allow the Respondent sufficient time to prepare a response to the allegations and to inform the Complainant that the College has commenced an investigation. The investigation notice will:
Include the identities of the parties (if known), a description of the conduct alleged constituting Title IX Sexual Harassment, and the time and location of the incident (if known).
- Confirm that the Respondent is presumed not responsible for the alleged conduct and that the College will not make a final determination of responsibility until after the grievance and disciplinary processes have been completed.
- Inform parties that they are both entitled to have an advisor of their own choosing, who may be an attorney.
- Inform parties they have a right to review and inspect evidence.
- Inform parties about student conduct code provisions and employment policies that prohibit students and employees from knowingly submitting false information during the grievance and disciplinary processes.
Amended investigation notice. If during the course of the investigation, the College decides to investigate Title IX Sexual Harassment allegations about the Complainant or Respondent that are not included in the investigation notice, the college will issue an amended notice of investigation to both parties that includes this additional information.

Interview and meeting notices. Before any interviewing or meeting with a party about Title IX allegations, the College shall provide the party with a written notice identifying the date, time, location, participants, and purpose of the interview or meeting with sufficient time for the party to prepare for the interview or meeting.

Investigation Process - Dismissal

Mandatory dismissal. The Title IX Coordinator will dismiss the Title IX allegations, if during the course of a formal investigation under the Title IX Grievance Process, the investigator determines that the alleged misconduct in the Formal Complaint:

Does not meet the definition of Sexual Harassment under Title IX, even if proved; or
Did not occur in the context of a College Education Program or Activity; or
Occurred outside the United States.
Discretionary The College may dismiss a Title IX claim in whole or in part, if:
- The Complainant notifies the Title IX Coordinator in writing that they would like to withdraw the Formal Complaint in whole or in part;
- Respondent is no longer enrolled with or employed by College; or
- Specific circumstances prevent the College from gathering evidence sufficient to complete the investigation of the Title IX allegations in whole or in part.
The Title IX Coordinator will provide both parties written notice if Title IX allegations are dismissed with an explanation for the dismissal.
Mandatory or discretionary dismissal of a Title IX claim does not preclude the College from investigating and pursuing discipline based on allegations that a Respondent violated other federal or state laws and regulations, College conduct policies, and/or other codes and contractual provisions governing student and employee conduct.

Investigation Process – Consolidation of Formal Complaints

When multiple Sexual Harassment allegations by or against different parties arise out of the same facts or circumstances, the College may consolidate the investigation of Formal Complaints, provided consolidation can be accomplished in compliance with confidentiality protections imposed by the Family Educational Records and Privacy Act (FERPA). This includes instances in which Complainant and Respondent have lodged Formal Complaints against one another or when allegations of sexual assault are lodged by a single Complainant against multiple Respondents, or when multiple Complainants lodge sexual assault complaints against single or multiple Respondents.

Investigation Process – Required Procedures

During the investigation, the Investigator:

Will provide the parties with equal opportunity to present relevant statements, and other evidence in the form of fact or expert witnesses and inculpatory or exculpatory evidence.
Will not restrict the ability of either party to discuss the allegations under investigation or gather and present relevant evidence, except when a no contact order has been imposed based on an individualized and fact specific determination that a party poses a threat to the health, safety, or welfare of another party and/or witnesses or when contact with a party and/or witness is prohibited by court order. A College imposed no contact shall be no broader than is necessary to protect the threatened party or witness and must provide the impacted party or their advisor with alternative means of gathering and presenting relevant evidence from the protected witness and/or party.
Will allow each party to be accompanied by an advisor of their choosing, who may be an attorney, to any grievance related meeting or interview. Advisors’ roles during the investigation meetings or interviews will be limited to providing support and advice to the party. Advisors will not represent or otherwise advocate on behalf of the parties during the investigation process. An attorney representing a party must enter a notice of appearance with the Title IX Coordinator and the Investigator at least five (5) days before the initial interview or meeting they plan to attend, so that the College can secure its own legal representation, if necessary.
The investigator will provide both parties and their respective advisors with an equal opportunity to review the draft investigation report and to inspect and review any evidence obtained during the investigation that is directly related to the allegations raised in the Formal Complaint, including inculpatory or exculpatory evidence, regardless of its source, as well as evidence upon which the investigator does not intend to rely in the final investigation report. After disclosure, each party will receive ten (10) days in which to submit a written response, which the investigator will consider prior to completion of the investigation report. If a party fails to submit a written response within ten (10) days, the party will be deemed to have waived their right to submit comments and the investigator will finalize the report without this information.
The investigator will forward the final report to the Title IX Coordinator, who will distribute the report and evidence to the parties, as well as the disciplinary authority responsible for determining whether pursuing disciplinary action is warranted.

1.138 Title IX Grievance Procedures - Use for Incidencts AFTER 8/1/2024

Number:	1.138	Legal Authority:	Title IX of the Educational Amendments of 1972 WAC 132L-352-090
Title:	Title IX Grievance Procedures	Implementation Date:	8-1-2024
Contact:	Vice President, Human Resources& Equity	Revisions:

Reference this policy only for incidents of discrimination/harassment occuring AFTER Aug. 1, 2024.

SEX DISCRIMINATION INVESTIGATION PROCEDURE

Purpose

Centralia College recognizes its responsibility to investigate, resolve, implement supportive and corrective measures, and monitor the educational environment and workplace to promptly and effectively stop, remediate, and prevent discrimination on the basis of sex, as required by Title IX of the Educational Amendments of 1972, Title VII of the Civil Rights Act of 1964, the Violence Against Women Reauthorization Act, and Washington State’s Law Against Discrimination, and their implementing regulations. To this end, Centralia College has enacted Policy 1.135 and adopted the following Sex Discrimination Investigation Procedure (the Investigation Procedure) for purposes of receiving and investigating allegations of Sex Discrimination arising within the College’s educational programs and activities and workplace. Any individual found responsible for engaging in Sex Discrimination in violation of college policy may be subject to disciplinary action up to and including dismissal from the College’s educational programs and activities and/or termination of employment.

Application of this Investigation Procedure is restricted to allegations of Sex Discrimination, which includes, but is not limited to, allegations of Sex-based Harassment, as those terms are defined within this procedure. Nothing in this procedure limits or otherwise restricts the College’s ability to investigate alleged misconduct and pursue discipline based on violations of other federal, state, and local laws, their implementing regulations, and other college policies prohibiting gender discrimination through processes set forth in the College’s code of student conduct, employment contracts, employee handbooks, policies, and collective bargaining agreements.

Definitions

For purposes of this Investigation Procedure, the following definitions apply:

Complaint: A written or oral request that can be objectively understood as a request for the College to investigate and make a determination about alleged Sex Discrimination.
Complainant: The following individuals who have been subjected to alleged conduct that would constitute Sex Discrimination:
1. A student or employee; or
2. A person other than a student or employee who was participating or attempting to participate in the College’s educational program or activity at the time of the alleged discrimination.
Confidential Employee: A College employee whose communications are privileged and confidential under Federal or State law. An employee’s status as a Confidential Employee only applies when they are functioning within the scope of duties to which the privilege or confidentiality applies.
Consent: Knowing, voluntary, and clear permission by word or action, to engage in mutually agreed upon sexual activity. Each Party has the responsibility to make certain that the other has consented before engaging in the activity. For consent to be valid, there must be at the time of the act of sexual intercourse or sexual contact actual words or conduct indicating freely given agreement to have sexual intercourse or sexual contact.
1. A person cannot consent if they are unable to understand what is happening or are disoriented, helpless, asleep, or unconscious for any reason, including due to alcohol or other drugs. An individual who engages in sexual activity when they know, or reasonably should know, that the other person is physically or mentally incapacitated has engaged in nonconsensual sexual conduct.
2. Intoxication is not a defense against allegations that an individual has engaged in nonconsensual sexual conduct.
Disciplinary Sanction: Consequences imposed on a Respondent following a determination that the Respondent violated the College’s policy prohibiting Sex Discrimination.
Investigation Procedure: The process the College uses to initiate, informally resolve, and/or investigate allegations that an individual has violated College policies prohibiting Sex Discrimination or Sex-based Harassment.
Mandatory Reporters: Employees with authority to take corrective action, administrative leadership, instructors and advisors, excluding Confidential Employees. Mandatory Reporters are required to report conduct that could reasonably constitute Sex Discrimination to the Title IX Coordinator. All Mandatory Reporters as outlined in this section, excluding Confidential Employees, upon learning of conduct that could reasonably constitute Sex Discrimination must either (i) report the conduct to the Title IX Coordinator or (ii) provide the potential complainant with information regarding filing a Title IX complaint. At this time, all employees designated as a Campus Security Authority (CSA) for Clery reporting purposes will also be designated as a Mandatory Reporter under this policy.
Peer Retaliation: Retaliation by a student against another student.
Pregnancy or Related Conditions:
1. Pregnancy, childbirth, termination of pregnancy, or lactation;
2. Medical conditions related to pregnancy, childbirth, termination of pregnancy, or lactation; or
3. Recovery from pregnancy, childbirth, termination of pregnancy, lactation, or related medical conditions.
Program or Program and Activity: All operations of the College.
Relevant: Related to the allegations of sex discrimination under investigation. Questions are Relevant when they seek evidence that may aid in showing whether the alleged sex discrimination occurred, and evidence is Relevant when it may aid a decision maker in determining whether the alleged sex discrimination occurred.
Remedies: Measures provided to a Complainant or other person whose equal access to the College’s educational Programs or Activities has been limited or denied by Sex Discrimination. These measures are intended to restore or preserve that person’s access to educational Programs and Activities after a determination that Sex Discrimination has occurred.
Respondent: An individual who has been alleged to have violated the College’s policy prohibiting Sex Discrimination.
Retaliation: Intimidation, threats, coercion, or discrimination against any person by the College, a student, or an employee or other person authorized by the College to provide aid, benefit, or service under the College’s education program or activity, for the purpose of interfering with any right or privilege secured by College policies and procedures prohibiting Sex Discrimination, or because the person has reported information, made a Complaint, testified, assisted, or participated or refused to participate in any manner in an investigation, proceeding, or hearing under this part, including in an informal resolution process, in these investigation procedures, and any disciplinary proceeding for Sex Discrimination. Nothing in this definition precludes the College from requiring an employee to provide aid, benefit, or service under the College’s education program or activity to participate as a witness in, or otherwise assist with, an investigation, proceeding, or hearing.
Sex Discrimination: which includes Sex-based Harassment, occurs when a Respondent causes more than de minimis (insignificant) harm to an individual by treating them differently from an otherwise similarly-situated individual based on:
1. sex stereotypes
2. sex characteristics
3. pregnancy or related conditions
4. sexual orientation
5. gender identity
  1. Preventing a person from participating in an education program or activity consistent with their gender identity constitutes more than de minimis harm and is prohibited.
Sex-based Harassment: For purposes of this Procedure, Sex-based Harassment is a type of Sex Discrimination that occurs when a Respondent engages in the following discriminatory conduct on the basis of sex:
1. Quid pro quo harassment. An employee, agent, or other person authorized by the College to provide an aid, benefit, or service under the College’s education program or activity explicitly or impliedly conditioning the provision of such an aid, benefit, or service on a person’s participation in unwelcome sexual conduct.
2. Hostile environment. Unwelcome sex-based conduct that, based on the totality of the circumstances, is subjectively and objectively offensive and is so severe or pervasive that it limits or denies a person’s ability to participate in or benefit from the recipient’s education program or activity (e., creates a hostile environment). Whether a hostile environment has been created is a fact-specific inquiry that includes consideration of the following:
  1. The degree to which the conduct affected the Complainant’s ability to access the recipient’s education program or activity;
  2. The type, frequency, and duration of the conduct;
  3. The parties’ ages, roles within the recipient’s education program or activity, previous interactions, and other factors about each Party that may be Relevant to evaluating the effects of the conduct;
  4. The location of the conduct and the context in which the conduct occurred; and
  5. Other sex-based harassment in the recipient’s education program or activity.
3. Sexual violence. Sexual violence includes the following conduct:
  1. Nonconsensual sexual intercourse. Any actual or attempted sexual intercourse (anal, oral, or vaginal), however slight, with any object or body part, by a person upon another person, that is without Consent and/or by force. Sexual intercourse includes anal or vaginal penetration by a penis, tongue, finger, or object, or oral copulation by mouth to genital contact or genital to mouth contact.
  2. Nonconsensual sexual contact (Fondling). Any actual or attempted sexual touching, however slight, with any body part or object, by a person upon another person that is without Consent and/or by force. Sexual touching includes any bodily contact with the breasts, groin, mouth, or other bodily orifice of another individual, or any other bodily contact in a sexual manner.
  3. Incest. Sexual intercourse or sexual contact with a person known to be related to them, either legitimately or illegitimately, as an ancestor, descendant, brother, or sister of either wholly or half related. Descendant includes stepchildren, and adopted children under the age of eighteen (18).
  4. Statutory rape (Rape of a child). Non forcible sexual intercourse with a person who is under the statutory age of consent.
  5. Domestic violence. Physical violence, bodily injury, assault, the infliction of fear of imminent physical harm, sexual assault, coercive control, damage or destruction of personal property, or stalking, or any other conduct prohibited under RCW 10.99.020, committed by a person with whom the victim shares a child in common, by a person who is cohabitating with or has cohabitated with the victim as a spouse, by a person similarly situated to a spouse of the victim under the domestic or family violence laws of the State of Washington, or by any other person against an adult or youth victim who is protected from that person’s acts under the domestic or family violence laws of the State of Washington, RCW 26.50.010.
  6. Dating violence. Physical violence, bodily injury, assault, the infliction of fear of imminent physical harm, sexual assault, or stalking committed by a person (i) who is or has been in a social relationship of a romantic or intimate nature with the victim; and (ii) where the existence of such a relationship shall be determined based on a consideration of the following factors:
    1. The length of the relationship;
    2. The type of relationship; and
    3. The frequency of interaction between the persons involved in the relationship.
4. Stalking. Engaging in a course of conduct directed at a specific person that would cause a reasonable person to (i) fear for their safety or the safety of others; or (ii) suffer substantial emotional distress.
Summary Suspension: A temporary exclusion from specified college premises or denial of access to all activities or privileges for which a respondent might otherwise be eligible, while an investigation and/or formal disciplinary procedures are pending pursuant to the procedure and standards set forth in WAC 132L-352-090
Supportive Measures: Reasonably available, individualized and appropriate, non-punitive and non-disciplinary measures offered by the College to the Complainant or Respondent without unreasonably burdening either Party, and without fee or charge for purposes of:
1. Restoring or preserving that Party’s access to the College’s educational Program or Activity, including measures that are designed to protect the safety of the parties or the College’s educational environment; or
2. Providing support during the College’s Investigation and Disciplinary Procedures, or during any informal resolution process.
3. Supportive Measures may include, but are not limited to: counseling; extensions of deadlines and other course-related adjustments; campus escort services; increased security and monitoring of certain areas of campus; restriction on contact applied to one or more Parties; leave of absence; change in class, college employment, college housing, or extracurricular or any other activity, regardless of whether there is or is not a comparable alternative;
4. And training and education programs related to Sex-based Harassment.
Title IX Personnel: The Title IX Coordinator and designees; Investigators; Student Conduct Officers; Employee Disciplinary Officers; and Decision Makers at both the hearing and appeal level, responsible for administering the College’s Sex Discrimination investigation and disciplinary procedures; facilitators of the Informal Sex Discrimination Resolution Process; and any other employees who are responsible for implementing the College’s Sex Discrimination investigation or Sex Discrimination disciplinary procedures for students or employees or have the authority to modify or terminate Supportive Measures.
Title IX Coordinator: Responsible for processing Title IX Complaints and conducting or overseeing formal investigations and informal resolution processes under this Investigation Procedure.

Training Requirements

All Employees – All employees shall undergo training on the following topics:
1. The definition and scope of Sex Discrimination and Sex-based Harassment under these procedures;
2. The College’s obligation to address Sex Discrimination in its education programs and activities;
3. Employee responsibility, upon learning of a student’s pregnancy or related condition, to provide the student with the Title IX Coordinator’s contact information and information about available assistance;
4. Employee obligations to notify the Title IX Coordinator about conduct that may reasonably be Sex Discrimination.

Title IX Personnel - In addition to the required training for all employees, Title IX Personnel shall undergo training on the following topics:
1. The College’s grievance procedures for Sex Discrimination and Sex-based Harassment involving a student;
2. How to conduct an investigation;
3. How to serve impartially without prejudgment of facts, conflicts of interest, or bias;
4. Use of technology during an investigation or hearing;
5. The definition of Relevance as used for purposes of evaluating evidence and questions for purposes of this investigation procedure; and
6. Effective report writing.
7. Informal resolution facilitators: procedures for the College’s informal resolution process.

Title IX Coordinator and Designees - In addition to the required training for all employees and for Title IX Personnel, the Title IX Coordinator and any designees shall undergo training on the following topics:
1. How to ensure the College’s compliance with its Title IX obligations;
2. How to offer and coordinate supportive measures;
3. Specific actions to prevent discrimination and ensure equal access upon learning of a student’s pregnancy or related conditions;
4. The College’s recordkeeping system and requirements.

All Sex Discrimination training materials will be made available for review upon request.

Title IX Coordinator Investigation Duties

During an investigation, the Title IX Coordinator or a delegate is responsible for the following:

Accepting, evaluating, and processing all Sex Discrimination and Sex-based Harassment Complaints, reports or referrals.
Conducting an intake meeting with the Complainant and, at that time, notifying the Complainant, or the individual who reported the conduct if the complainant is unknown, of the College’s Sex Discrimination investigation and disciplinary procedures, as well as the informal resolution process if appropriate and available. After providing this information, the Title IX Coordinator will ascertain whether the Complainant would like the College to proceed with an investigation of the Sex Discrimination Complaint.
Initiating a Complaint subject to the procedure and factors set forth in Section F of this procedure.
When a Party is a student employee and the allegations involve Sex-based Harassment, making a fact-specific inquiry into whether the Party’s primary relationship with the College is to receive an education and whether alleged Sex-based Harassment occurred while the Party was performing employment-related work and, and based on this inquiry, determine whether the Party should be treated as a student or an employee under this investigation procedure and related disciplinary procedures.
Addressing and resolving, if possible, questions regarding confidentiality raised by Parties and witnesses.
Determining whether a Complaint should be dismissed during the investigation phase, and if so, notifying the Complainant or the Parties (if Respondent has been notified of the Complaint) of the reasons for the dismissal, and providing the Complainant or Parties with information about the procedure for filing an appeal of the dismissal.
Maintaining accurate records of all Complaints, reports, and referrals.
Retaining investigation files, Complaints, reports, and referrals in compliance with applicable records retention periods or federal or state law, whichever is longer.
Either conducting an impartial investigation of a Complaint or assigning the investigation to an impartial investigator and overseeing the investigation.
Engaging in an interactive process with both Parties to identify and provide Supportive Measures that ensure during the investigation and disciplinary processes that the Parties have equitable access to education programs and activities and are protected from further discrimination or retaliation and making revisions to Supportive Measures as circumstances may require.
Upon completion of an investigation, issuing or overseeing the issuance of a final investigation report to the parties and to the appropriate disciplinary authority in compliance with this Investigation Procedure.
Recommending non-disciplinary corrective measures to stop, remediate, and/or prevent recurrence of discriminatory conduct to college disciplinary authorities and administrators.

Filing a Complaint

Any employee, student, applicant, or visitor who believes that they have been the subject of Sex Discrimination in violation of the College policies, should report the incident or incidents to the College’s Title IX Coordinator identified below. The Complaint can be in writing or oral. If the Complaint is against the Title IX Coordinator, the Complainant should report the matter to the President’s office for referral to an alternate designee.

Thalia Vaillancourt
Director of Equity and Inclusion
Title IX Coordinator
Centralia College
600 Centralia College Blvd.
Centralia, WA 98531
360-623-8630
Email Thalia Vaillancourt

Title IX Coordinator Initiated Complaint

In the absence or withdrawal of any or all allegations in a Complaint, the Title IX Coordinator may file a Complaint based on their evaluation of the following factors:
1. A Complainant’s request not to proceed with initiation of a Complaint;
2. A Complainant’s reasonable safety concerns regarding initiation of a Complaint;
3. The risk additional acts of Sex Discrimination would occur if the Complaint is not initiated;
4. The severity of the alleged Sex Discrimination, including whether the discrimination if established, would require the removal of the Respondent from campus or imposition of other disciplinary sanction(s) to end the discrimination and prevent its recurrence;
5. The age and relationship of the parties, including whether the Respondent is a college employee;
6. The scope of the alleged Sex Discrimination, including information suggesting a pattern, on-going Sex Discrimination, or Sex Discrimination alleged to have impacted multiple individuals;
7. The availability of evidence to assist a Decisionmaker with determining whether Sex Discrimination occurred; and
8. Whether the College could end the alleged Sex Discrimination and prevent its recurrence without initiating an investigation and disciplinary procedure.

If, upon evaluating these and any other Relevant factors, the Title IX Coordinator determines that the alleged conduct poses an imminent threat to the health or safety of the Complainant or to other members of the College community or that the alleged conduct prevents the College from ensuring equal access on the basis of sex to its educational programs and activities, then the Title IX Coordinator may initiate a Complaint.
When initiating a Complaint, the Title IX Coordinator will provide the Complainant with advance notice of this decision and an opportunity to appropriately address reasonable concerns about the Complainant’s safety or the safety of others, including the provision of Supportive Measures.
Regardless of whether a Complaint is initiated under this section, the Title IX Coordinator must take other prompt and effective steps, in addition to those steps necessary to implement remedies for the individual Complainant, to ensure that Sex Discrimination does not continue or recur within the College’s educational Programs and Activities.
The analysis set forth above need not be performed if the Title IX Coordinator reasonably determines that the alleged conduct could not constitute Sex Discrimination.

Principles of Investigation Applicable to Sex Discrimination Complaints

The College shall provide an adequate, reliable, and impartial investigation of Complaints of Sex Discrimination by:

Treating Complainants and Respondents equitably.
Presuming that the Respondent is not responsible for the alleged misconduct unless or until a determination of responsibility is reached after completion of the investigation and disciplinary processes.
Having the investigation conducted by a neutral and unbiased investigator without a conflict of interest or bias for or against Complainants or Respondents generally, or an individual Complainant or Respondent.
Having the investigator make findings of fact based on the preponderance of the evidence standard. A preponderance of the evidence means on a more probable than not basis.
Placing the burden on the College—not on the Parties—to conduct an investigation that gathers sufficient evidence to determine whether Sex Discrimination occurred.
Objectively evaluating all evidence that is Relevant and not otherwise impermissible under Section J (e) and (f) of this procedure—including both inculpatory and exculpatory evidence—and provide credibility determinations that are not based solely on a person’s status as a Complainant, Respondent, or witness.
Providing an equal opportunity for Parties to present fact witnesses and other inculpatory or exculpatory evidence that is Relevant and not otherwise impermissible.
Providing ten (10) calendar days for each Party to review and submit written comments on the draft investigation report and, upon request, to review Relevant and not otherwise impermissible evidence gathered by the investigator before finalizing the investigation report;
Taking reasonable steps to prevent and address the Parties’ unauthorized disclosure of information and evidence obtained solely through the investigation procedure. Such steps shall not prevent the Parties from using the information or evidence for related disciplinary proceedings or litigation related to the Complaint of Sex Discrimination.

Confidentiality

The College will seek to protect the privacy of the Complainant to the fullest extent possible, consistent with the legal obligation to investigate, offer appropriate Supportive Measures and/or take disciplinary action, and comply with the federal and state law, as well as College policies and procedures. Although the College will attempt to honor Complainant requests for confidentiality, it cannot guarantee complete confidentiality. Determinations regarding how to handle requests for confidentiality will be made by the Title IX Coordinator.
Confidential Employees, when acting in their confidential capacity, will maintain confidentiality of information shared by a Complainant and are not required to report conduct that may reasonably constitute Sex Discrimination to the Title IX Coordinator. When a Confidential Employee learns of conduct that reasonably may constitute Sex Discrimination, the Confidential Employee must explain (1) their status as a confidential employee, including the circumstances under which they are not required to notify the Title IX Coordinator about the possible Sex Discrimination, (2) how the Complainant can contact the Title IX Coordinator to make a Complaint about the possible Sex Discrimination, and (3) that the Title IX Coordinator may offer and coordinate Supportive Measures, as well as initiate an Informal Resolution Process or Investigation pursuant to these Investigation procedures.
1. The College has designated the following positions as Confidential Employees:
  1. Kelley Simmons Jones, Faculty Counselor, Counseling & Advising, 360-623-8468, Email Kelly Simmons-Jones
  2. Andrea Seabert, Faculty Counselor, Counseling & Advising, 360-623-8967, Email Andrea Seabert

The Title IX Coordinator will inform the Complainant about the Colleges Sex Discrimination investigation and disciplinary processes and attempt to obtain consent from the Complainant before commencing an investigation of alleged Sex-based Harassment. If a Complainant asks that their name not be revealed to the Respondent or that the College not investigate the allegation, the Title IX Coordinator will inform the Complainant that maintaining confidentiality may limit the College's ability to fully respond to the allegations and that retaliation by the Respondent and/or others is prohibited. If the Complainant still insists that their name not be disclosed or that the College not investigate, the Title IX Coordinator will determine whether the College can honor the request and at the same time maintain a safe and nondiscriminatory environment for all members of the College community, including the Complainant.
If the College is unable to honor a Complainant’s request for confidentiality, the Title IX Coordinator will notify the Complainant of the decision and disclose the Complainant’s identity only to the extent reasonably necessary to effectively conduct and complete the investigation in compliance with this Investigation Procedure.
If the College decides not to conduct an investigation or take disciplinary action because of a request for confidentiality, the Title IX Coordinator will evaluate whether other measures are available to address the circumstances giving rise to the Complaint and prevent their recurrence, and implement such measures if reasonably feasible.

Notice of Investigation and other Notice Requirements

Notice of Investigation: Upon receiving a Complaint of Sex Discrimination, the by serving the Respondent and the Complainant with a Notice of Investigation in advance of their initial interviews. This Notice will be served sufficiently in advance to allow the Parties adequate time to prepare for their initial interviews.

If a Complaint includes allegations of Sex-based Harassment and the College has reasonable concerns for the safety of any person as a result of providing a Notice of Investigation, service of the Notice may be reasonably delayed in order to address the safety concern appropriately. Reasonable concerns must be based on individualized safety and risk analysis and not on mere speculation or stereotypes.

The Notice of Investigation must:

Include a description of the College’s Sex Discrimination Investigation and Disciplinary Procedures, including descriptions of procedures applicable to Sex-based Harassment and Informal Resolution processes, if applicable.
Sufficient information for the Parties to respond to the allegations, including the identities of the Parties, a description of the alleged discriminatory conduct, and the time and location of the alleged incident, to the extent this information is available to the College.
A statement that retaliation is prohibited.
Inform the Parties that they are entitled to have an Advisor of their choice and at their own expense, available during the investigation and any disciplinary proceedings and that the Advisor may be, but is not required to be an attorney, and that during the investigation, the Advisor’s role will be limited to attending meetings or interviews with the Party and providing advice to the Party.
A statement that the Parties are entitled to an equal opportunity to access a description of the Relevant, not otherwise impermissible evidence and that both parties shall have an equal opportunity to review such evidence upon request.

In cases involving allegations of Sex-based Harassment, the Notice of Investigation shall also inform the Parties that:

The Respondent is presumed not responsible for the alleged Sex-based Harassment until a determination is made at the conclusion of the applicable disciplinary procedure and prior to such a determination, the Parties will have the opportunity to present Relevant and not otherwise impermissible evidence to a trained, impartial decisionmaker.
A statement that the Parties are entitled to an equal opportunity to access the investigative report describing the Relevant, not otherwise impermissible evidence, and that both Parties shall have an equal opportunity to review this evidence upon request.
Notice that the College’s employment policies and student conduct code prohibit employees and students from knowingly making false statements or knowingly submitting false information during an investigation or disciplinary proceeding.⁶

Amended Notice of Investigation. If during the course of the investigation, the College decides to investigate Sex Discrimination allegations against a Party that are not included in the original Investigation Notice, the College will issue an amended Notice of Investigation to both Parties that includes this additional information and complies with the applicable notice requirements set forth above.

Notice of Meetings and Interview. In cases involving allegations of Sex-based Harassment, the College shall provide written notice to Parties whose participation is invited or expected of the date, time, location, participants, and purposes of all meeting or proceedings with sufficient time for the Party to prepare to participate.

Investigation Process

During the investigation, the investigator:

Will provide the parties with equal opportunity to present Relevant statements, and other evidence in the form of fact or expert witnesses and inculpatory or exculpatory evidence.
Will not restrict the ability of either Party to discuss the allegations under investigation or gather and present Relevant evidence, except when a no contact order has been imposed based on an individualized and fact specific determination that a Party poses a threat to the health, safety, or welfare of another Party and/or witnesses or when contact with a Party and/or witness is prohibited by court order. A College-imposed no contact order shall be no broader than is necessary to protect the threatened Party or witness and must provide the Party or their advisor with alternative means of gathering and presenting Relevant evidence from the protected witness or Party.
Will allow each Party to be accompanied by an Advisor of their choosing, who may be an attorney, to any investigation related meeting or interview. Advisors’ roles during the investigation meetings or interviews will be limited to providing support and advice to the Party. Advisors will not represent or otherwise advocate on behalf of the parties during the investigation process. An attorney advising a Party must enter a notice of appearance with the Title IX Coordinator and the Investigator at least five (5) business days before the initial interview or meeting they plan to attend, so the College can secure its own legal representation, if necessary.
In cases involving allegations of Sex-based Harassment, the Investigator will provide both parties and their respective Advisors with an equal opportunity to review the draft investigation report and to inspect and review Relevant and not otherwise impermissible evidence upon request. After disclosure of the report, each Party will receive ten (10) calendar days in which to submit a written response, which the investigator will consider prior to completion of the investigation report. If a Party fails to submit a written response within ten (10) calendar days, the Party will be deemed to have waived their right to respond, and the investigator will finalize the report without this information.
During Sex Discrimination and Sex-based Harassment investigations under this Procedure, the investigator may not require, allow, rely upon, or otherwise use questions or evidence that seeks disclosure of privileged communications, unless the privilege has been effectively waived by the holder. This provision applies, but is not limited to, information subject to the following:
1. Spousal.domestic partner privilege;
2. Attorney-client and attorney work product privileges;
3. Privileges applicable to members of the clergy and priests;
4. Privileges applicable to medical providers, mental health therapists, and counselors;
5. Privileges applicable to sexual assault and domestic violence advocates; or
6. Other privileges indentified in RCW 5.60.060.
Prior Sexual Behavior. Questions or evidence about a Complainant’s sexual predisposition or prior sexual behavior are not Relevant and must be excluded, unless such question or evidence:
1. Is asked or offered to prove someone other than the Respondent committed the alleged misconduct;
2. Concerns specific incidents of prior sexual behavior between the Complainant and the Respondent, which are asked or offered on the issue of consent.
3. Upon completion of the investigation, the Title IX Coordinator will distribute the final investigation report to the Parties. The Title IX Coordinator will also provide the investigation report and the evidence gathered during the investigation to the Student Conduct Officer if the Respondent is a student or the Vice President of Human Resources and Equity, if the Respondent is an employee, who are responsible for determining whether pursuing disciplinary action is warranted.

Dismissal of a Complain During Investigation - Right to Appeal

During an investigation, a Sex Discrimination Complaint may be dismissed, in whole or in part, for the following reasons:
1. The Respondent cannot be identified, after the College has taken reasonable steps to do so;
2. The Respondent is not participating in the College’s educational Programs or Activities and is not employed by the College. The College’s discretion to dismiss a Sex-based Harassment Complaint lodged against a former employee may be limited by RCW 28B.112.070, which requires the College to complete investigations into allegations of sexual misconduct by employees directed at student Complainants unless the Complainant requests otherwise.
3. The Complainant has voluntarily withdrawn any or all of the allegations in the Complaint, and the Title IX Coordinator has declined to initiate their own Complaint, and any remaining allegations would not constitute Sex Discrimination, even if proven. In cases involving allegations of Sex-based Harassment, the College must obtain the Complainant’s withdrawal in writing before dismissal.
4. The conduct alleged by the Complainant, even if proven, would not constitute Sex Discrimination; or
5. The conduct alleged by the Complainant falls outside the College’s disciplinary jurisdiction.
The Complainant and the Respondent (if the Respondent has been notified of the Complaint) may appeal the dismissal of a Complaint pursuant to either the appeal process in the Title IX employee discipline procedure if the Respondent is an employee or the Student Conduct Code appeal process outlined in WAC 132L-352-050 if te Respondent is a student.
If the dismissal occurs during the investigation, the Title IX Coordinator will provide the Complainant or the Complainant and the Respondent (if the Respondent has been notified of the Complaint) written notice explaining:
1. Why dismissal was necessary or desirable;
2. The right to appeal the dismissal and a description of the procedure for appealing the dismissal; and
3. If applicable, notice that the Complaint is being referred to an appropriate disciplinary authority for proceedings outside the jurisdiction of Title IX.
If the Dismissal involves an allegation of Sex-based Harassment and the Parties have both been notified of the investigation, the Notice of Dismissal will be served on the Parties simultaneously.
When a Complaint is dismissed, the Title IX Coordinator will, at a minimum:
1. Offer Supportive Measures to the Complainant as appropriate;
2. If the Respondent has been notified of the allegations, offer Supportive Measures to the Respondent as appropriate; and
3. Take other prompt and effective steps, as appropriate, to ensure that Sex Discrimination does not continue or recur within the College’s education Program or Activity.
Dismissal of a Sex Discrimination Complaint does not preclude the College from investigating and pursuing discipline based on allegations that a Respondent violated other federal or state laws and regulations, College conduct policies, and/or other codes and contractual provisions governing student and employee conduct.

Supportive Measures

The Title IX Coordinator must offer and coordinate Supportive Measures to both the Complainant and the Respondent. Supportive Measures may vary depending on the circumstances and what the College may determine to be reasonably available. Supportive Measures may include, but are not limited to: counseling; extensions of deadlines and other course-related adjustments; campus escort services; increased security and monitoring of certain areas of the campus; restrictions on contact applied to one or more parties; leaves of absence; changes in class, college work, college housing, or extracurricular or any other activity, regardless of whether there is or is not a comparable alternative; and training and education programs related to Sex-based Harassment.
Supportive Measures may not be imposed for punitive or disciplinary purposes.
Supportive Measures must not unreasonably burden either Party and must be designed to protect the safety of the Parties and/or the College’s educational environment, or to provide support to the Parties during the formal or informal resolution processes.
The Title IX Coordinator may modify or terminate Supportive Measures during or after formal or informal resolution procedures are completed, as the Parties’ and/or the College’s circumstances change.
If, at any point during the Sex Discrimination investigation or disciplinary proceeding, a Party becomes dissatisfied with their Supportive Measures or undergoes a change of circumstances that warrants revisions to their Supportive Measures, the Party may submit a request to revise their Supportive Measures to the Title IX Coordinator. The Title IX Coordinator will respond to such a request within 10 Business days. If the Party disagrees with the Title IX Coordinator’s decision, they may submit a written appeal to the Decision Maker or their designee within 10 Business days of receiving the Title IX Coordinator’s decision. Review of the appeal shall be performed by an impartial employee with authority to modify or reverse the Title IX Coordinator’s decision to provide, deny, modify or terminate Supportive Measures applicable to the Party seeking review. Challenged Supportive Measures will be reviewed to determine whether they are meeting the purposes set forth in Paragraph 3 above.
In cases involving allegations of Sex Discrimination other than Sex-based Harassment and Retaliation, the College is not required to alter the alleged discriminatory practice(s) for the purpose of providing a Supportive Measure.

Emergency Removal

If a student Respondent poses an immediate threat to the health and safety of the College Community or an immediate threat of significant disruption to College operations, the College’s Student Conduct Officer, after consulting with the Title IX Coordinator, may summarily suspend the Student Respondent pursuant to WAC 132L-352-090 The Summary Suspension shall remain in place pending completion of the investigation and final resolution of any resulting disciplinary proceedings.

Nothing in this Investigation Procedure prohibits the College from placing an employee Respondent on administrative leave pending completion of the investigation and final resolution of any resulting disciplinary proceeding.

Complaint Resolution and Consolidation

The Sex Discrimination resolution processes are initiated when the Title IX Coordinator receives a written or oral Complaint from a Complainant alleging that a Respondent(s) discriminated against them on the basis of their sex and the Complainant asks that the College initiate an investigation. A Complaint may be submitted by the Complainant orally or in writing or it may be initiated and signed by the Title IX Coordinator on behalf of the Complainant. Complaints submitted to the Title IX Coordinator may be resolved through either informal or formal resolution processes.

1. Informal Resolution. Under appropriate circumstances and only if the Complainant and the Respondent voluntarily agree, the Parties may pursue informal resolution during the investigation of a concern. Informal Resolution is not appropriate when the allegation involves:

A Complainant who is a minor or a vulnerable adult;
A Respondent poses an immediate threat to the health, safety or welfare of a member of the College community;
An Employee, who is alleged to have engaged in Sex-based Harassment of a Student Complainant.

If Informal Resolution is appropriate, the Parties may explore resolution through:

Guided conversations or communications conducted by the Title IX Coordinator, a Human Resource Representative, or some other mutually agreed upon third party;
A structured resolution process conducted by a trained mediator; or
Voluntary agreement between the Parties to alter either or both Parties’ College work or class schedules and/or College student housing arrangements.

A proposal to engage in Informal Resolution should be provided to the Parties in the Notice of Investigation or after the Notice of Investigation has been served on both Parties.

Before engaging in informal resolution, the College most provide written notification to the Parties of their rights and responsibilities. This notice shall explain:

The allegations;
The requirements of the Informal Resolution process;
That, prior to agreeing to a resolution, any Party has the right ti withdraw from the Informal Resolution process and initiate or resume the Formal Resolution process;
That the Parties’ agreement to a resolution at the conclusion of the Informal Resolution process will prevent the Parties from initiating or resuming the Formal Resolution process;
That the potential terms of any Informal Resolution agreement will only be binding on the Parties to the agreement; and
What information the College will retain from the informal resolution process and how that information will be used, if the process is not successful and the formal resolution process is initiated or resumed.

Because the Informal Resolution process is voluntary, either Party may withdraw from the Informal Resolution process at any time, at which point the formal investigation process will resume.

If the Parties voluntarily resolve a Complaint, the College will record the terms of the resolution in a written agreement signed by both Parties and provide written notice to both Parties that the Complaint has been closed.

If the Parties agree to an informal resolution process, the College will commence informal resolution within 14 Business days after the parties agree to this option and conclude within 14 Business days of beginning that process; subject to reasonable delays and extensions for good cause shown.

2. Formal Resolution. Formal resolution means that the Complainant’s allegations of Sex Discrimination will be subjected to a formal investigation by an impartial and unbiased investigator. The investigation may be conducted by the Title IX Coordinator. The results of the investigator’s report will be shared with the Parties, the Title IX Coordinator, as well as the appropriate disciplinary authority who is responsible for determining whether disciplinary proceedings are warranted.

3. Consolidation of Complaints. Complaints of Sex Discrimination may be consolidated when the Complaints are against more than one Respondent, or by more than one Complainant against one or more Respondents, or by one Party against another Party, when the allegations of Sex Discrimination arise out of the same facts or circumstances.

1.139 Pregnancy and Related Issues

Number:

1.139

Legal Authority:

Title IX of the Educational Amendments of 1972

Pregnant Workers Fairness Act

Providing Urgent Maternal Protections (PUMP) Act

Title:

Pregnancy and Related Issues

Implementation Date:

8-1-2024

Contact:

Vice President, Human Resources and Equity

Revisions:

Centralia College (the College) has a responsibility to prevent sex discrimination and ensure equal access to the College’s education programs and activities. As required by Title IX of the Educational Amendments of 1972, this policy prohibits discrimination against any student, employee, applicant for employment, or anyone who was participating or attempting to participate in the College’s education program or activity (collectively, College Community Members) based on their current, potential, or past pregnancy or related conditions.

DEFINITIONS

Pregnancy or Related Conditions:

Pregnancy, childbirth, termination of pregnancy, or lactation
Medical conditions related to pregnancy, childbirth, termination of pregnancy, or lactation
Recovery from pregnancy, childbirth, termination of pregnancy, lactation, or related medical conditions

Program and Program or Activity: All the operations of the College.

Student: Includes all persons taking courses at or through the college, whether on a full-time or part-time basis, and whether such courses are credit courses, noncredit courses, online courses, or otherwise. Persons who withdraw after allegedly violating the code, who are not officially enrolled for a particular term but who have a continuing relationship with the college, or who have been notified of their acceptance for admission are considered a "student".

Reasonable Modifications: Changes to the College’s policies, practices, or procedures as necessary to prevent sex discrimination and ensure equal access to the College’s education program or activity for a student or employee experiencing pregnancy or related conditions. Reasonable modifications are based on a student’s individualized needs and are determined in consultation with the student. A modification that the College can demonstrate would fundamentally alter the nature of its education program or activity is not a reasonable modification. Reasonable modifications may include, but are not limited to:

Breaks during class to express breast milk, breastfeed, or attend to health needs associated with pregnancy or related conditions, including eating, drinking, or using the restroom
Intermittent absences to attend medical appointments
Access to online or homebound education
Changes in schedule or course sequence
Extensions of time for coursework and rescheduling of tests and examinations
Allowing a student to sit or stand, or carry or keep water nearby
Counseling
Changes in physical space or supplies (for example, access to a larger desk or a footrest)
Elevator access
Voluntary leave of absence
Other changes to policies, practices, or procedures

STUDENTS

Responsibility to Inform Students

The College has the responsibility to promptly and effectively prevent and respond to sex discrimination, including discrimination on the basis of pregnancy or related conditions. When a student informs any College employee, including confidential employees of the student’s pregnancy or related conditions, the employee must:

Promptly provide the student, verbally or in writing, the Title IX Coordinator’s contact information
Inform that student that the Title IX Coordinator can coordinate specific actions to prevent sex discrimination and ensure the student’s equal access to the College’s education program or activity.

If the employee reasonably believes that the Title IX Coordinator has already been notified of a student’s pregnancy or related condition, they are relieved of their responsibility to inform in this instance. Absent information about conduct that reasonably may constitute sex discrimination, employees should not directly inform the Title IX Coordinator of a student’s pregnancy or related conditions. No College employee shall approach a student unprompted and ask about their pregnancy or related condition, or make assumptions about a student’s needs or medical status.

Nothing under this policy or Title IX obligates a student to seek reasonable modifications for their pregnancy or related conditions after receiving the Title IX Coordinator’s information, nor does it obligate the student to accept offered reasonable modifications.

Title IX Coordinator’s Responsibility to Act

When a student informs the Title IX Coordinator of their pregnancy or related condition, the Title IX Coordinator will provide the student with information about the College’s Title IX policies and procedures, including information about requesting and receiving reasonable modifications.

Reasonable Modifications

At the student’s request, the Title IX Officer will work with the student to identify reasonable modifications to any policy, practice, or procedure necessary to prevent sex discrimination and to ensure equal access to the College’s education programs or activities based on the student’s individualized needs. A modification that fundamentally alters the nature of an education program or activity is not a reasonable modification. The College shall be responsible for demonstrating if a particular modification would be a fundamental alteration and consulting with the student to identify alternative reasonable modifications.

During this process, the Title IX Coordinator shall not inquire about the specific circumstances surrounding a student’s pregnancy or related conditions and will maintain the student’s privacy at all times unless reasonably necessary to ensure reasonable modifications are implemented promptly and effectively.

Nothing in this policy precludes a student from participating in any part of an education program or activity due to pregnancy or related conditions, including athletics and other extracurricular activities. The College does not engage in prohibited discrimination when it allows a student, based on pregnancy or related conditions, to voluntarily participate in a separate portion of its education program or activity, e.g., allowing a pregnant student who is confined to bed rest to access an in-person course online, provided that the College ensures that the separate portion is comparable to that offered to students who are not pregnant or have related conditions.

A student can voluntarily take a leave of absence from the College’s education program or activity to cover, at minimum, the period of time deemed medically necessary by the student’s licensed healthcare provider. Students who elect to take a voluntary leave of absence in relation to pregnancy or a related condition will be reinstated to the same extracurricular status upon returning from leave, unless exact reinstatement would not be administratively possible or practicable under the circumstances.

Appeal of Reasonable Modifications

A student has the right to appeal any reasonable modification to an impartial reviewer² in accordance with the following procedure:

If a student becomes dissatisfied with their reasonable modifications or undergoes a change of circumstances that warrants revisions to their reasonable modifications, the student may submit a request to revise their reasonable modifications to the Title IX Coordinator. The Title IX Coordinator will respond to such a request within 10 business days. If the student disagrees with the Title IX Coordinator’s decision, they may submit a written appeal to the Title IX Decision Maker within 10 business days of receiving the Title IX Coordinator’s decision. Review of the appeal shall be performed by an impartial employee with authority to modify or reverse the Title IX Coordinator’s decision to provide, deny, modify, or terminate reasonable modifications applicable to the student seeking review. Challenged reasonable modifications will be reviewed to determine whether they are meeting the purposes of preventing sex discrimination and ensuring equal access to the College’s education programs and activities.

Supporting Documentation

The College may in certain instances ask a student seeking reasonable modifications to produce supporting documentation to validate their pregnancy or pregnancy related condition. The College will not require supporting documentation to validate a student’s pregnancy or related condition if:

A student’s need for a specific modification is obvious
If the student has previously provided sufficient supporting documentation
When the reasonable modification because of pregnancy or related conditions at issue is allowing a student to carry or keep water nearby and drink, use a bigger desk, sit or stand, or take breaks to eat, drink, or use the restroom
When the student has lactation needs
When the specific modification is available to students for reasons other than pregnancy or related conditions without submitting supporting documentation

In addition, the College will not require certification from a healthcare provider or any other person to determine if a student who is pregnant or has related conditions is physically able to participate in a class, program, or extracurricular activity unless:

The certified level of physical ability or health is necessary for participation in the class, program, or extracurricular activity
The College requires such certification of all students participating in the class, program, or extracurricular activity
The information obtained is not used as a basis for discrimination prohibited by this policy

Employees

Under Title IX, the College treats all employees’ pregnancy or related conditions as it does any other temporary medical conditions for all job-related purposes, including commencement, duration and extensions of leave, payment of disability income, accrual of seniority and any other benefit of service, and reinstatement, and under any fringe benefit offered to employees by virtue of employment. Employees who are pregnant or experiencing related conditions have the right to take leave, including voluntary unpaid leave, as outlined in Policy 2.345 and respective collective bargaining agreements.

Under the Pregnant Workers Fairness Act (PWFA) and Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act), the College offers reasonable workplace accommodations for employees affected by pregnancy, childbirth, or related medical conditions. The College will always provide the following reasonable accommodations to employees experiencing pregnancy or related conditions, as needed, without requesting written certification from a healthcare professional:

Providing frequent, longer, or flexible restroom breaks
Modifying a no food or drink policy
Providing seating or allowing the employee to sit more frequently
Refraining from lifting more than 17 pounds
Providing reasonable break time for an employee to express breast milk for two years after the child’s birth each time the employee has need to express the milk and providing a clean and private location, other than a bathroom, which may be used by the employee to express breast milk

The College may provide other reasonable accommodations, some of which may require written certification from a healthcare professional, which may include but are not restricted to:

Job restructuring, including modifying a work schedule, job reassignment, changing a workstation, or providing equipment
Providing a temporary transfer to a less strenuous or hazardous position;
Scheduling flexibility for prenatal visits
Providing any further accommodation the employee may need

Under the PUMP Act, the College is not required to compensate an employee receiving reasonable break time for expressing breast milk for any work time spent for such purpose. However, as the time it takes to express breast milk is highly individualized, employees are encouraged to work with Human Resources and/or the Title IX Coordinator to ensure they have the flexibility to express breast milk as necessary.

Employees who are enrolled in the College’s education program or activity are eligible to receive reasonable modifications as outlined in the student section of this policy/procedure in order to sufficiently allow the employee to continue their educational progress as a student.

The College will not retaliate against employees affected by pregnancy or related conditions who request one of these changes or deny them employment opportunities if they are otherwise qualified or require them to take leave if an alternative is available. Additionally, pregnant employees with a pregnancy-related disability may have rights in addition to those listed here.

Lactation Space

The College has designated lactation space(s) on campus that is not a bathroom, which may be used by any person on campus for pumping or breastfeeding as needed, regardless of a person’s gender identity or gender expression. Any designated lactation spaces will be kept clean, will be private and accessible, and available for use whenever the building the space is open for use.

While there is lactation space available for use, the College recognizes that in Washington State, breastfeeding is permitted in any public place. Breastfeeding is not considered “indecent exposure,” and no one may stop another person from breastfeeding, require they cover themselves, move, or leave a public premises because they are breastfeeding. The decision of where to pump or breastfeed is at the person’s discretion, if consistent with Washington State law.

The Lactation Room is located in Washington Hall (WAH) Room 204. To schedule, call the Facilities, Operations, and Maintenance Office (FOM) 360-623-8947.

The Lactation Room is for use by nursing parents only and may be used by employees and students alike.

Registration with Facilities, Operations, and Maintenance (360-623-8947) is required for ongoing use
The Lactation Room is available on a first-come, first-served basis Monday-Friday during regular business hours and as scheduled. The person whose name appears on the schedule at a designated time has priority use of the room at that scheduled time
If you need to see when the room is available or you would like to be added to the schedule, please contact FOM or the Title IX Coordinator (360-623-8630). If you use the Lactation Room, it is your responsibility to keep yourself on schedule and notify FOM of any changes in your schedule and/or discontinued use of the room
Parents using the space are responsible for providing personal breast pumps and accessories
Abuse of any Lactation Room will suspend your right to use it and may result in disciplinary action as appropriate
It is the responsibility of everyone using the Lactation Room to clean up after themselves. This is not only out of respect for the next user, but to prevent contamination and illness transmission. The custodial staff will clean the rooms nightly as part of the regular cleaning schedule
Milk stored in the Lactation Room should be properly labeled with the parent’s name and date, so it is not inadvertently confused with another parent’s milk. Each person is responsible for proper storage of expressed milk. The College will not be responsible for stored milk and milk left in the refrigerator. Any milk not retrieved within three (3) calendar days will be properly discarded

Reporting Policy Violations

If a College Community Member notifies the College of a failure to implement a reasonable modification or make a lactation space available, the College will promptly and effectively take additional steps to comply with their Title IX obligation to ensure that its education program or activity is free from discrimination on the basis of sex, including on the basis of pregnancy or related conditions. If a College Community Member files a complaint regarding the failure to implement a reasonable modification for pregnancy or a related condition or to make a lactation space available, this will constitute a report of sex discrimination, and the investigation procedure outlined in Policy 1.136 will be initiated. To report violations of this Policy, contact the College’s Title IX Coordinator or their designee:

Thalia Vaillancourt
Director of Equity and Inclusion
Centralia College
600 Centralia College Blvd.
Centralia, WA 98531
360-623-8630
Email Thalia Vaillancourt

1.150 Asset Inventory

Number:	1.150	Legal Authority:	WA State Administrative & Accounting Manual (SAAM) Chapter 35
Title:	Asset Inventory	Implementation Date:
Contact:	Director, Central Services & Purchasing	Revisions:	12-4-2019, 2-3-2021

The College will establish and utilize an appropriate system for inventorying and auditing fixed assets and adhering to set guidelines for setting useful life for assets. The inventory system will include assets acquired through donation, purchase, gift, capital lease, or self-construction as identified in the State Administrative and Accounting Manual (SAAM). Additional items may also be included in the inventory if judged by the administrative services staff to be particularly at risk or vulnerable to loss. A cycle for physically inventorying assets will be established in accordance with SAAM. This policy applies to all Centralia College staff, students and community members who utilize state resources.

1.160 Campus Safety & Security

Number:	1.160	Legal Authority:
Title:	Campus Safety & Security	Implementation Date:
Contact:	Safety & Security Manager	Revisions:	12-2-2020, 2-1-2023

Centralia College shall take reasonable precautions to maintain the safety of students, employees, and visitors. The College urges all members and visitors to file a report with Safety & Security when any criminal activity is suspected or there is a concern for the health and safety of others. To help maintain a safe and secure campus environment all crimes should be reported as soon as possible to Safety & Security or the appropriate local law enforcement agency.

To report a fire, crime, or any emergency, immediately call 911.

Any situation affecting the safety of our students, employees, and/or visitors should be reported by calling the Campus Emergency number at x8888 from any campus phone, or by dialing (360) 623-8888.

Centralia College encourages active partnerships between Safety & Security and local/area law enforcement agencies, emergency services, and other community partners to help ensure timely and appropriate responses to situations as needed.

A contracted security company comprised of non-sworn safety officers provides weekday evening and weekend security on the Centralia College Main Campus during hours determined by contract, kept at Facilities, Operations, and Maintenance (FOM).

The Annual Security and Fire Safety Report will be published on the Centralia College website on October 1 of each year, reporting annual crime and fire statistics for the previous three calendar years. Each year, an email is sent to all employees and enrolled students that provides the website link to the Annual Security and Fire Safety Report. A hard copy may be requested from the Safety & Security Office.

1.165 Use of Human Subjects in Research

Number:	1.165	Legal Authority:	Code of Federal Regulations (CFR) Protection of Human Subjects, 45 CFR 46 RCW 42.48.020 Access to personal records
Title:	Use of Human Subjects in Research	Implementation Date:	9-21-2000
Contact:	Institutional Research Office	Revisions:	4-3-2015, 5-1-2024

Centralia College (CC) recognizes the need to protect the rights, safety, and personal privacy of human subjects used in research while promoting free inquiry and scholarly endeavors. Any individual wishing to conduct research using Centralia College students, faculty and staff as human subjects must submit a proposal to the IRB chair. The college will comply with all applicable state and federal regulations regarding the use of human subjects in research and will review these activities through an institutional review board (IRB).

Scope

Individuals affiliated with Centralia College including faculty, staff and students wishing to conduct a research project involving human subjects; or
Individuals not affiliated with the college, but wishing to conduct research at Centralia College using faculty, staff, students or college records as part of that research.

Activity that DOES require IRB approval

IRB approval is required anytime human subjects are involved in:

Research that is a systematic investigation (including research development, testing, and evaluation), designed to develop or contribute to generalizable knowledge to a larger group.
Research conducted, supported, or funded by federal, state, or local agencies or otherwise supported by an agency not affiliated with Centralia College.
Research in which the intent is to disseminate the finding(s) to a scientific audience (national, regional, state, local, or college meetings, conferences or presentations) or submit the results of the investigation to a scientific publication, electronic journal, or internet posting.
Research that involves private information that can be linked to an individual.
Research involved with capstone/thesis research projects or independent class projects.

Activity that MAY NOT require IRB approval

IRB approval may not be required anytime human subjects are involved in:

Course-related activities or assignments for educational teaching purposes that are part of the course and the information collected is not disseminated for use outside the classroom (e.g., labs, projects, class exercises).
Data collection for internal department or other college administrative purposes (e.g., course evaluations, employee and/or student satisfaction surveys).
Surveys issued or conducted by college employees for the purpose of improving services and programs of the college, or for developing new services or programs for students, employees, and/or alumni.
Informational gathering meetings, interviews, focus groups, or surveys that focus on college processes, services, or policies (i.e., quality improvement and quality assurance surveys).
College evaluations that are conducted under independent contract by an external agency for internal college purposes only.

1.170 Library Access

Number:	1.170	Legal Authority:	American Library Assoc.
Title:	Library Access	Implementation Date:
Contact:	Library Director	Revisions:	1-26-15, 3-3-23

Kirk Library primarily serves students, faculty, and staff of Centralia College. The library is open to community members, but services and borrowing privileges are limited. The library maintains full reciprocity agreements with the community and technical colleges in the state, as well as The Evergreen State College. In addition, the library participates in a national interlibrary loan service and loans most materials to any public or academic library throughout the nation. Kirk Library supports the American Library Association. Centralia College employees are permitted to use the library’s resources and services which includes borrowing materials, accessing library databases, and conferring with reference librarians. Library policies governing the use of library resources, including but not limited to intellectual freedom, are applicable and posted on the library's website.

1.175 Lost and Found

Number:	1.175	Legal Authority:
Title:	Lost and Found	Implementation Date:
Contact:	Director, Student Life & Involvement Center	Revisions:	9-12-2014, 5-1-2019, 2-7-2024

Lost and found services are provided by the Student Life and Involvement Center. Items that are turned in will be processed, held for a minimum of three months, and discarded.

1.180 Mailroom and Distribution

Number:	1.180	Legal Authority:	RCW 42.52.160
Title:	Mailroom and Distribution	Implementation Date:
Contact:	Central Services Office	Revisions:	12-4-2019

The campus mailroom is for college business use only. Employees and students may not use campus mailrooms for either incoming or outgoing personal mail.

1.181 Mandatory Reporting of Child Abuse

Number:	1.181	Legal Authority:	RCW 26.44
Title:	Mandatory Reporting of Child Abuse	Implementation Date:	11-6-2014
Contact:	VP Human Resources	Revisions:	5-1-2019

Definitions

Abuse or neglect: sexual abuse, sexual exploitation, injury of a child by any person under circumstances which cause harm to the child’s health, welfare, or safety, or the negligent treatment or maltreatment of a child by a person responsible for or providing care to the child.

Academic employee: Any instructor, counselor, librarian, instructional aid or tutor, who is employed by any college district, whether full or part-time.

Administrative employee: Any person employed full or part-time by the college and who performs administrative functions at least fifty percent or more of the time.

Child: any person under the age of eighteen years of age.

Reasonable cause:a person witnesses or receives a credible written or oral report alleging abuse, including sexual contact, or neglect of a child. (RCW 26.44.030(1) (b) (iii).)

Policy

It is the policy of Centralia College that all employees report child abuse whether the alleged abuse is learned of in their official college capacity, or not. The report must be made at the first opportunity, and never later than 48 hours after the college employee has reasonable cause to believe that a child has suffered abuse or neglect.

Reporters

Academic, administrative and athletic employees including student employees, must make any report directly to the proper law enforcement agency or the department of social and health services.

All other employees must make any report directly to the Vice President of Human Resources and Legal Affairs via phone, in person or email. The Vice President of Human Resources and Legal Affairs must make the report to the proper law enforcement agency or the department of social and health services.

The reporting requirement does not apply to the discovery of abuse or neglect that occurred during childhood if it is discovered after the child has become an adult. However, if there is reasonable cause to believe other children are or may be at risk of abuse or neglect by the accused, the reporting requirement does apply and a report must be made.

Any person reporting alleged child abuse or neglect in good faith shall be immune from any legal liability arising out of such reporting. A person, who in good faith, cooperates in an investigation of a report of child abuse or neglect shall not be subject to civil liability arising out of his or her cooperation. A person who intentionally and in bad faith, knowingly makes a false report of alleged abuse or neglect or fails to report the alleged abuse or neglect may be guilty of a misdemeanor and violation of college policy.

This policy is communicated annually to all employees so they have knowledge of their reporting responsibilities.

ELEMENTS OF REPORT

The report must include as much detail as possible and must include the identity of the accused if known.

Detail includes:

The name, address, and age of the child;
The name and address of the child's parents, stepparents, guardians, or other persons having custody of the child;
The nature and extent of the alleged injury or injuries;
The nature and extent of the alleged neglect;
The nature and extent of the alleged sexual abuse;
Any evidence of previous injuries, including their nature and extent;
Any other information that may be helpful in establishing the cause of the child's injury, injuries or death,
The identity of the alleged perpetrator or perpetrators.

AUTHORITY

RCW 26.44

RCW 26.44.030

RCW 26.44.040

RCW 28B.10.846

SB 5991

1.183 Meetings with Meals/Coffee & Light Refreshments

Number:	1.183	Legal Authority:	RCW 43.03.050 SAAM 10.10.10, 10.40.40, 70.10, 70.15
Title:	Meetings with Meals/Coffee & Light Refreshments	Implementation Date:	2-1-2023
Contact:	Purchasing and Central Services	Revisions:

Definitions

Business Meeting: Including, but not limited to, conferences, conventions and formal training sessions.

Coffee and Light Refreshments: For state purposes, coffee encompasses any non-alcoholic beverage, such as tea, soft drinks, juice, or milk. For state purposes, a light refreshment is an edible item that may be served between meals, for examples, doughnuts, sweet rolls, and pieces of fruit or cheese.

Hosting Activities: Hosting activities include, but is not limited to, those activities that are intended either to lobby a legislator or a governmental official, or are to be a social rather than governmental business event. Hosting activities do not include student recruitment events.

Integral part: A meal is an integral part of a business meeting, conference or training event when, in the interests of time, the event stays in progress while the participants are eating their meal, or if breaking for an un-sponsored lunch would make it impossible to complete the meeting or training event on time.

Official State Business: Activities performed by an official or state employee, authorized volunteer, or contractor, work experience program participant, student or employee of another governmental jurisdiction as directed by their supervisor in order to accomplish state programs or as required by the duties of their position or office.

Regular Workplace - The location where a state employee or state official normally performs their work (excludes meeting and conference rooms).

Student Support and Academic Enrichment Program: a program offered by or through Centralia College that seeks to provide all participating students with access to a well-rounded education, improve school conditions for student learning and increase student success.

Policy

General

The purpose of this policy is to provide internal controls with regard to purchase and payment for meals and/or coffee and light refreshments for employees. Meals and/or coffee and light refreshments served to students as part of student support and academic enrichment programs are excluded from this policy.
The purchase of meals or coffee and light refreshments is authorized in those circumstances where the use of food is integral and necessary to the College’s mission.
The amount paid for each individual serving, including tax and gratuity, cannot not exceed the applicable meal allowance for the location of the event as provided under per diem on the General Services Administration web site.
This policy does not obligate the College to provide meals or coffee and light refreshments under any circumstances.
Food purchased by the Centralia College Foundation is governed by the policies and procedures of that entity.
Administrators are expected to exercise prudent judgment in approving meals and/or coffee and light refreshments and to apply this policy to ensure that employees are not treated differently under like circumstances.
Approval to provide meals and/or coffee and light refreshments must be obtained prior to the business meeting, conference or training event occurring and before any purchases are made.
All campus staff and faculty are strongly encouraged to incorporate healthy food and beverages whenever possible.

Meals

Meals can be provided to the employees within the context of a business meeting, conference, or training event.
Meals can be provided to the employees if all the following criteria are applicable:
- Attendance is required business meeting, conference, or training event
- The purpose of the business meeting, conference or training event is to conduct official college business
- The meal is an integral part of the business meeting, conference or training event
- The business meeting, conference or training event takes place away from the attending employee or officials’ regular workplace
- The business meeting, conference or training event is non-routine and occurs outside of the normal daily business

Meals cannot be provided at cost to the employees in the following instances:
- Anniversaries of the College, department, or program.
- Receptions for new, existing, and/or retiring employees or officials.
- Election celebrations.
- Any "hosting" activities.
Approval to provide meals must be obtained prior to the business meeting, conference or training event occurring and before any purchases are made.

Coffee and light refreshments

Coffee and light refreshments can be provided to employees within the context of a meeting or for a special occasion or event.
Coffee and light refreshments can be provided to employees if all the following criteria are applicable:
- The purpose of the meeting or special occasion is to conduct college business or to provide formal training that benefits the college
- The coffee or light refreshment is an integral part of the meeting, training session or special occasion
- The meeting or training session takes place away from the employee’s regular workplace
- The meeting, training session or special occasion is non-routine and occurs outside of the normal daily business.

Coffee and light refreshments cannot be provided to employees in the following instances:
- The intent of meeting or special event is social rather than a college business event
- For anniversaries of agencies, receptions for new, existing, and/or retiring employees or officials, election celebrations, etc.
- Any "hosting" activities.

1.185 Mobile Device Policy

Number:	1.185	Legal Authority:	See below
Title:	Mobile Device Policy	Implementation Date:
Contact:	Vice President, Student Services	Revisions:	6-2-2021, 5-1-2024

Mobile devices used for college-related activities, whether college-owned or personal, must adhere to guidelines ensuring their proper use, security, and management. The document further clarifies expectations for records management, appropriate use, and associated responsibilities.

MDM/EDM requirements:

Mobile devices must have Mobile Device Management (MDM) or Enterprise Device Management (EDM) software. Except when accessed via specific technologies that don’t retain data locally after disconnecting or the data is transitory in nature such as Multifactor Authentication Codes or software.

Allowable Devices:

College owned mobile devices will be Windows or iOS-based systems.

Records Management:

All records created, accessed, or stored on mobile devices are subject to records request and retention schedule, except when records are obtainable from other sources. No expectations of privacy for college or personal devices used for college business.

Appropriate Use:

Personal use of college owned devices should be kept to a minimum.

Basic Rights and Responsibilities:

Users should be aware that their device use may be subject to public record requests. Security measures are mandatory for these devices, and any device loss or compromise must be promptly reported to the ITS department.

Discoverable items for records requests include business-related emails, texts, documents, and multimedia on mobile devices. If such records are accessible via system administration console, accessing the physical device may not be required.

Regulatory Requirements for Mobile Devices:

Mobile Device Usage - Office of the Chief Information Officer (OCIO) USER-03.
Data management - OCIO Policy 141.10.
Cell Phones – Centralia College Policy 1.035.
Data Retention - RCW 40.14.
Personal use usage and restrictions - RCW 42.52.160 and WAC 292-110-010.
Public record requirements - RCW 42.56.010.

1.190 Nepotism

Number:	1.190	Legal Authority:	28B.50.140
Title:	Nepotism	Implementation Date:	9-21-2000
Contact:	VP Human Resources	Revisions:	8-19-2014, 11-6-2019

The College actively recruits the best-qualified person for all positions. Consideration is based solely on merit. Family relationships shall not be used as a basis for denying rights, privileges, or benefits of regular appointment of regular job status. However, members of the same family will not actively recruit, screen or hire members of their immediate family. In addition, members of the same family cannot hold positions within the College that place them in a supervisor/employee relationship but may be employed in other capacities. Other personal relationships not addressed in this policy should be discussed with a supervisor and/or Human Resources.

1.195 Network Acceptable Use

Number:	1.195	Legal Authority:	RCW 42.52.160
Title:	Network Acceptable Use	Implementation Date:
Contact:	Director, Information Technology	Revisions:	12-5-2019, 4-3-2024

Centralia College adheres to the Office of the Superintendent of Public Instruction (OSPI) K-20 Network Policy and the Communications Assistance for Law Enforcement Act (CALEA) as outlined by the Federal Communications Commission (FCC). The policy is designed to ensure that our network's use supports our educational mission while maintaining high security and operational standards.

Zero Trust Network Standard: Centralia College uses a zero-trust network model, requiring strict verification for all access attempts, thereby enhancing our cybersecurity measures.

Installing New Software/Hardware: Any addition to the network infrastructure, including software or hardware, necessitates prior consultation and approval with the Information Technology Services (ITS) department to ensure security and operational compatibility.

Compliance: All network activities will comply with state and federal laws, including CALEA section 107(b), and adhere to ethical standards set by the State Ethics Board, RCW 42.52.160, and WAC 292-110-010.

1.200 Official Duty Station

Number:	1.200	Legal Authority:
Title:	Official Duty Station	Implementation Date:
Contact:	VP, Human Resources & Equity	Revisions:	8-19-2014, 5-1-2019, 2-2-2022

All employees will have an official duty station assigned at the time of appointment. Generally, for all employees, the official duty station is the campus to which they are hired or assigned. The official duty station may be revised to reflect changes to the campus and/or relocation of offices. For employees who are approved to telework, the official duty station may be the physical address where the work is being performed. See 2.521 Telework Policy.

1.205 Outside Employment

Number:	1.205	Legal Authority:	RCW 42.52
Title:	Outside Employment	Implementation Date:	6-2-2021
Contact:	VP, Human Resources & Equity	Revisions:

Employees who engage in outside employment are expected to ensure that the outside job does not interfere with or detract from performance in their position with the College. It is also the employee’s responsibility to communicate with the outside employer that the College is not involved in or a party to the outside employment and that the employee is not accepting the outside employment as an agent of the College.

Should outside employment interfere with an employee’s performance, or cause an adverse impact to the College, the College may request the abandonment of the outside employment. Refusal to comply can be considered as “sufficient cause” to initiate the beginning of the dismissal process for tenured faculty or the beginning of the dismissal process for classified staff.

A College faculty, staff member, or officer may not receive anything of economic value under any contract or grant outside of their official duties. This rule does not apply if each of the following conditions are met:

The performance of the contract or grant is not within the faculty’s or staff member’s official duties or under their official supervision.
The contract or grant was not expressly created or authorized by the faculty, staff member, or officer in their official capacity or agency.

Employees who have responsibility for contracting and/or regulatory authority may not receive compensation or perform a contract for a person from whom they could not accept a gift per RCW 42.52.120.

Full-time employees seeking to accept employment, contracts or grants for outside work must complete the Request for Approval of Outside Work for Compensation Form that is available in the Human Resources Office. The form requires acknowledgement by the employee’s supervisor and approval from the Vice President of the employee's administrative unit.

1.210 Parking

Number:	1.210	Legal Authority:	132L-117
Title:	Parking	Implementation Date:	9-21-2000
Contact:	Facilities, Operations and Maintenance	Revisions:	12-4-2019, 1-5-2022, 12-5-2022

Parking for faculty, staff, and students is available in college owned parking lots. Parking regulations and parking lot information is posted on the college website. The college may institute other parking requirements as needed.

1.225 Petty Cash Fund

Number:	1.225	Legal Authority:	RCW 42.26 WA State Administrative & Accounting Manual (SAAM) Chapter 20 and Chapters 85.50.50 through 85.50.70
Title:	Petty Cash Fund	Implementation Date:
Contact:	Director, Central Services & Purchasing	Revisions:	12-4-2019, 2-3-2021

Petty Cash

The petty cash fund is for justified emergency purchases only. A justified emergency purchase is a purchase of materials and services when unforeseen circumstances create extreme and immediate necessity for performance of essential functions for the ongoing operation of the institution. Petty cash purchases will not, under any circumstances, circumvent the regular purchasing procedures. The petty cash fund is a reimbursement only fund with submission of an approved voucher with original receipts. The amount requested is not to exceed $30.00 for any purpose, with the exception of postage.

Reimbursements

Non-travel related purchases made by employees with personal funds in anticipation of reimbursement should be done on a limited basis only and with prior approval from the Purchasing Department and relevant budget authority. Unless approval is obtained in advance, reimbursement cannot be assured. Consistent use of reimbursements by an individual or department will be reviewed by college internal control.

1.230 Animals on Campus

Number:	1.230	Legal Authority:	Americans with Disabilities Act (ADA)
Title:	Animals on Campus	Implementation Date:	5-4-2011
Contact:	Safety & Security Manager	Revisions:	10-1-2014, 4-3-2019, 21-4-2024

POLICY

Centralia College (CC) requires that all pets be attended, leashed, or properly restrained while on the campus grounds and under the direct physical control of their owner or custodian. No animal shall be permitted to run at large or be disruptive.

The owner is responsible for the cleanup and proper disposal of their animal’s waste.

With the exception of service dogs, pets are not allowed inside college buildings. Any person who requires the use of a service dog should be aware that the service dog must meet the Americans with Disabilities Act (ADA) guidance. The handler is solely responsible for their service dog’s behavior and conduct.

STUDENT RESIDENTIAL HOUSING

CC recognizes the importance of Emotional Support Animals (ESAs) under the Fair Housing Act that provide physical and/or emotional support to individuals with disabilities. CC is committed to allowing ESAs necessary to provide students with disabilities an equal opportunity to fully participate in campus housing. For more information students should contact Disability Services.

DEFINITIONS

Service Dogs: A service dog is defined, under ADA regulations, “as a dog that has been individually trained to do work or perform tasks for an individual with a disability. The task(s) performed by the dog must be directly related to the person’s disability.” Dogs that are considered service animals are treated as working animals, not pets, under federal law. – ADA Requirements: Service Animals

1.240 Political Activity for Employees

Number:	1.240	Legal Authority:	RCW 45.52
Title:	Political Activity for Employees	Implementation Date:
Contact:	President’s Office	Revisions:	8-25-2014, 10-2-2019

Employees may participate in partisan political activity. However, such activity cannot be conducted in the classroom or office, at College expense, or by use of College facilities during the course of duties. Political contributions may not be solicited, voluntarily or involuntarily, on state property or time. Political activity cannot reduce the number of hours an employee is expected to be on campus, in contact with students or posted office hours.

1.245 Posting and Distribution of Materials

Number:	1.245	Legal Authority:
Title:	Posting and Distribution of Materials	Implementation Date:
Contact:	Director, Student Life & Involvement	Revisions:	10-2-14, 6-12-17, 6-6-18. 4-3-2024

Centralia College is committed to providing a safe and well-maintained environment and to the free expression of ideas. The College will designate certain areas as limited public forums as a means for communicating information about activities, events, etc. This policy applies to any person, group, entity, or organization seeking to use bulletin boards, chalking, and/or the distribution of informational materials (including but not limited to flyers, handbills, leaflets).

Posting by the public and campus community is limited to areas identified in the posting procedure. All posting locations not identified in the posting procedure are non-public forums subject to the identified purpose for which those locations are established. The posting procedure is available in the Student Life & Involvement Center (SLIC).

1.255 Public Information Services

Number:	1.255	Legal Authority:	SBCTC 7.60.03 (5), SBCTC 7.90.03
Title:	Public Information Services	Implementation Date:
Contact:	Director of College Relations	Revisions:	2-5-2020

Advertising of College Programs and Services

Centralia College District 12 permits expenditures from general operating funds for paid advertisements in commercial print, and broadcast and social media, in accordance with the policies and guidelines of the State Board for Community and Technical Colleges, 7.60.03 (5) and 7.90.03. The Office of College Relations is responsible for creating, coordinating, and administering all programs of advertising and no operating funds shall be expended for advertisements of college programs and services without prior approval of the director or his/her designee.

College Publications

College publications are defined as catalogs, bulletins, newsletters, brochures, flyers, handbooks, posters, stationery, audiovisual materials, web pages, online publications and social media, and other types of materials published in the name of Centralia College and intended for public distribution, with the exception of official forms and materials produced for classroom or student use. All college publications for off-campus distribution, including all bulk mail pieces, must be approved by the Office of College Relations.

Use of College Name, Symbols, and Logo

The Centralia College name, logo, and affiliated symbols (including Blazer Bill, the Athletics emblem, and any athletics symbols) may only be used in the design and format established by the Office of College Relations. The logo and affiliated symbols may be used only as prescribed by the style guidelines established by College Relations. Any items displaying a logo or symbol inconsistent with the guidelines may be removed from public display or circulation at the request of the Director of College Relations.

Any group wishing to use the name, symbols, or logo must receive written permission from the Director of College Relations. Such permission will set forth the name of the group and the nature of the use. The college reserves the right to approve samples showing the proposed use prior to production and distribution.

Centralia College’s name, symbols, and logo should not be used in any manner suggesting advocacy or official position of the college regarding any issues including, but not limited to, political issues.

News Media Contact

It is the policy of Centralia College District 12 that when speaking on behalf of the institution all official contact with news media representatives shall be initiated and/or approved by the Director of College Relations, the college President, or the President’s designee. The President and/or designee will serve as official spokesperson in all matters pertaining to media contact.

1.260 Purchasing and Receiving

Number:	1.260	Legal Authority:	RCW 39.26 RCW 28B.10.029 WA State Administrative & Accounting Manual (SAAM) Chapter 85
Title:	Purchasing & Receiving	Implementation Date:
Contact:	Director, Central Services & Purchasing	Revisions:	2-3-2021

The college shall provide various goods and services for the purpose of conducting official activities of the College. The Board shall delegate to the president or designee responsibility for developing and implementing procedures in compliance with state and federal regulations. The College will not assume responsibility for any obligation incurred that is not processed according to federal, state and College procedures/regulations.

All supplies and equipment shall be received in Central Services or the designated receiving location for satellite campus locations.

1.270 Cash Receipts

Number:	1.270	Legal Authority:	WAC 208-690-200 RCW 43.09.240
Title:	Cash Receipts	Implementation Date:
Contact:	Director, Business Services	Revisions:	5-1-2024

All employees will follow established cash handling procedures.
All money should be deposited within 24 hours of receipt. The Washington State Treasurer may grant an exception where such daily transfers would not be administratively practical or feasible (RCW 09.240).
All cash receipts should be promptly recorded and deposited into designated accounts. The deposit slip must match the checks and cash amounts listed on the check log.
Checks must be restrictively endorsed For Deposit Only immediately upon receipt.
In the absence of a local branch, a separate bank account may be used to receipt funds and transfer to a master account in order to facilitate timely collection of cash in remote areas or as part of the college’s banking structure. These accounts should be independently reconciled the same as all other bank accounts.
An internal audit of all change funds should be done quarterly by a fiscal analyst without prior notification. If there is a discrepancy, it will be investigated and resolved within ten (10) business days.
All cash will be secured when not in use and at close of business. This includes gift cards, credit cards, fuel cards, checks, etc.

1.272 Restraining, Anti-Harassment, Protective Orders

Number:	1.272	Legal Authority:	RCW 45.52
Title:	Restraining, Anti-Harassment, Protective Orders	Implementation Date:
Contact:	VP Human Resources or VP Student Services	Revisions:	2-21-2012, 8-19-2014, 10-2-2019

Centralia College abides by court-ordered restraining, anti-harassment, or protective orders that place restrictions on individuals related to the Centralia College campus.

Court-ordered protective orders may affect an individual’s ability to be on part, or all of campus.

Copies of protective orders should be delivered to the Vice President of Human Resources for employee and public matters and to the Vice President of Student Services for student matters.

1.275 Retention of Public Records

Number:	1.275	Legal Authority:	RCW 40.14
Title:	Retention of Public Records	Implementation Date:
Contact:	VP of Finance and Administration	Revisions:	11-24-2014, 10-2-19

Centralia College abides by all federal, state and local requirements for public records for retention and destruction.

1.290 Safety Conditions

Number:	1.290	Legal Authority:
Title:	Safety Conditions	Implementation Date:
Contact:	Facilities, Operations, and Maintenance Office	Revisions:	11-1-2014, 12-5-19

Centralia College will take every reasonable precaution for the safety of students, employees, and visitors. Safety Education and Accident Prevention shall be included in all instructional offerings as appropriate.

1.293 Security Cameras

Number:	1.293	Legal Authority:	RCW 42.386.080
Title:	Security Cameras	Implementation Date:	4-3-2024
Contact:	Safety & Security Manager	Revisions:

Centralia College is committed to a balance of ensuring safety and privacy as appropriate on campus. A critical and cost-effective component of a comprehensive security program is the use of security cameras or Closed-Circuit Television (CCTV). Security cameras and/or CCTV are intended to enhance security, deter crime, assist in the investigation of crimes and recovery of property, and enforce college policy. Security cameras and/or CCTV will be used in a professional, ethical, and legal manner in accordance with college policy and procedure, local, state and federal laws and regulations.

Definitions:

Security Camera: a camera used for recording public areas for the purposes of enhancing public safety, monitoring restricted areas or equipment, to discourage theft and other criminal activities, and for preventing, investigating, and resolving incidents.
Security Camera Monitoring: the real-time review or watching of security camera feeds.
Security Camera Recording: a digital or analog recording of the feed from a security camera.
CCTV: Is a system where a single or multiple cameras can be displayed on limited devices for monitoring.
Security Camera Systems: any electronic service, software, and/or hardware directly supporting the deployment of a security camera, feed distribution, recording video feeds, backup/archive of video feeds.
Wiretapping (audio recording): intercepting or recording a private telephone call, in-person conversation, or electronic communication. RCW 9.73.030(1).

Access and Monitoring

All recording and monitoring by college security cameras will be conducted in a manner consistent with college policies, state and federal laws, and will not be based on a subjects’ personal characteristics, including age, color, disability, gender, national origin, race, religion, sexual orientation, or other protected characteristics. Furthermore, all recording or monitoring will be conducted in a professional, ethical, and legal manner. All personnel with access to college security cameras shall be trained in the effective, legal, and ethical use of monitoring equipment.

Campus Safety & Security has the authority to select, coordinate, operate, manage, and monitor all campus security camera systems pursuant to this procedure.

In certain departments on campus there may be a need for limited access to the security cameras. In these instances, a written request needs to be submitted to the Safety & Security Manager stating what cameras the department needs access to, the reason why they need access, who will need access, and if they need access to recordings. Upon receiving this information, the Campus Safety & Security Manager will review the request and if appropriate grant access to the system. If the Campus Safety & Security Manager does not agree with the department needs or request to the system, they will review the request with the Vice President of Finance and Administration to determine if access is granted or denied.

Placement of Security Cameras

Security Cameras will be placed in a manner to provide a safe environment while also balancing the needs of personal privacy.

All security camera installations should be visible. The exact location, number and function of all security cameras will generally be considered confidential for security purposes and not be released to the general public, guests, or employees. The college reserves the right to place cameras in areas that are not open to the campus or general public (e.g., closed buildings or secured areas).

Camera positions and views of residential housing facilities shall be limited to corridors, service areas, public spaces, the building exterior, and property grounds. The security camera shall be positioned to ensure there is no view into a residential suite or private room and will not violate the standard of a reasonable expectation of privacy. In the event a camera covers a portion of a window of a housing unit, that portion of the view will have a privacy zone set over it.

Anyone who tampers with security video equipment will be subject to disciplinary action and/or criminal charges (e.g., vandalism).

Monitoring by security cameras in the following locations is prohibited:

Bathrooms
Locker rooms
Offices
Classrooms not used as a lab
Student residential suites/private rooms

Mobile or portable security camera equipment may be used in compliance with this procedure to ensure the safety and security of the college community and its property.

Notification

Appropriate signage will be placed at various locations throughout the campus to provide notice of the presence of CCTV security cameras. In general, each public and private entrance to a building should have a sign visible stating the use of CCTV cameras.

Human Resources will provide a general security camera notification to all new employees and to any current employees upon request.

Appropriate use and Confidentiality

All information gathered and/or observations made in the use of security cameras is considered confidential and can only be used for official college and law enforcement purposes or when required by law. In the event an external entity requests or needs access to CCTV footage, approval must be given by the Vice President of Finance and Administration or their designee. Any inappropriate use or dissemination of information acquired by college security cameras will result in immediate disciplinary action up to and including termination as warranted.

Inappropriate use may include but is not limited to:

Using cameras for personal benefit
Using cameras to make fun of or hold leverage over someone
Using cameras to monitor or track employees
Sharing footage with other employees or individuals who do not have access to the cameras

Security camera video footage will generally not be released to the public, students, general employee, or student’s parent or guardian. While college personnel will typically view the footage, the College reserves the right to allow individuals or law enforcement to review the security camera video live feed or recording if it is a necessary action as part of an investigation of a crime, code of conduct violation, significant campus safety concern, or campus policy violation.

Storage

Recordings are stored temporarily in a server/hard drive, unless retained as part of an incident report, criminal investigation or court proceeding, or other bona fide use as approved.

The duration of storage of video images is dependent on the location, need, and technical characteristics of the security camera system. In general, the average expected storage is 30 days. The server/hard drive will automatically purge the oldest recordings when storage is full.

When images are exported for use in a case report or other approved use it will be exported directly into the case report the images are being used for. The images or footage itself will be saved to the case report as well as a copy of the media player so the image and/or footage can be accessed. At this point the images and footage will be saved and kept in accordance with state record retention laws and the Clery Act.

Responsibilities

All security video footage will be secured and managed by the Campus Safety & Security Manager with technical support from Information Technology Services and the Facilities department. Any requests to view security camera footage must be formally submitted to the Campus Safety & Security Manager and may be subject to the College’s public records policy.

The Campus Safety & Security Manager has the responsibility to authorize all security camera operations for the safety and security purposes at Centralia College, in consultation with the Vice President of Finance and Administration, Vice President of Human Resources, and other pertinent or relevant campus stakeholders.

Campus Safety & Security is authorized to oversee and coordinate the use of security camera systems at the College.

The Chief Technology Officer has the responsibility to advise on appropriate applications of security camera technologies and for providing technical assistance in acquiring new cameras and the storage of camera footage.

The Facilities, Operations, and Maintenance Department install, maintain, and secure the security camera systems.

Campus Safety & Security is responsible to facilitate security camera systems training for authorized users.

Training

Individuals who are authorized to access and use the camera system will receive training in the technical, legal, and ethical parameters of appropriate camera use. Once the training has been completed, the authorized users will sign an Authorized User and Operator Code of Conduct Agreement which outlines that they have undergone the training and will follow the CCTV policy and Procedures.

Exceptions

This policy does not apply to video cameras used for academic purposes. Cameras that are used for research, communications, class projects, lecture capture or for testing would be governed by other policies and procedures as directed by affiliated academic programs.

This policy does not address the use of student/employee personal cameras, webcams, videotaping events, college marketing activities, or live streaming for general use by the College. This also does not apply to the use of video equipment for the recording of public performances or events, interviews, or other use for broadcast or educational purposes. Automated teller machines (ATMs), which may utilize cameras, are also exempt from this policy.

1.295 SEPA

Number:	1.295	Legal Authority:	See below
Title:	SEPA	Implementation Date:	1971
Contact:	Vice President, Finance and Administration	Revisions:	6-5-2024

All capital projects proposed and developed by Centralia College shall comply with:

the provisions of Chapter 43.21c RCW
the State Environmental Policy Act (SEPA)
Title 197 WAC
WAC guidelines for SEPA implementation
WAC 131-24-030
SEPA implementation rules of the State Board for Community and Technical Colleges

1.300 Notification of Registered Convicted Offenders

Number:	1.300	Legal Authority:	Community Protection Act of 1990
Title:	Notification of Registered Convicted Sex Offenders	Implementation Date:	1990
Contact:	Vice President, Student Services	Revisions:	3-16-2009, 9-12-2014, 3-3-2023

POLICY:

Centralia College, as a public agency, is authorized to release information to the public regarding sex and kidnapping offenders when the college believes that disclosure of the information is relevant and necessary to protect the public and counteract the danger created by a particular individual. This disclosure applies to any information regarding:

Any person convicted of a sex offense as defined in RCW 9A.44.130 or a kidnapping offense as defined by RCW 9A.40;
Any person under the jurisdiction of the indeterminate sentence review board as the result of a sex or kidnapping offense;
Any person committed as a sexually-violent predator under chapter 71.09 RCW or as a sexual psychopath under chapter 71.06 RCW;
Any person found not guilty of a sex or kidnapping offense by reason of insanity under chapter 10.77 RCW; and
Any person found incompetent to stand trial for a sex or kidnapping offense and subsequently committed under chapter 71.05 RCW or 71.34 RCW (RCW 4.24.550(1)).

The college is required to advise the campus community where law enforcement agency information provided by a state under the Megan Nicole Kanka and Alexandra Nicole Zapp Community Notification Program (34 U.S.C. 20923) concerning registered sex offenders may be obtained, such as a local law enforcement agency with jurisdiction for the campus or a computer network address (34 CFR 668.46(b)(12)). In addition to complying with provisions of the Adam Walsh Child Protection and Safety Act of 2006.

REQUIREMENTS FOR SEX OR KIDNAPPING OFFENDERS

Three business days prior to enrolling in classes, being present on campus, or participating in class or college activity for the first time, all sex and kidnapping offenders must:

Notify the Lewis County Sheriff of the intent to attend or be present on the college campus. The sheriff will notify the college through the Vice President of Student Services. RCW 9A.44.130(1).
Self-disclose status to the Vice President of Student Services.
Participate in an intake meeting by providing requested information and release of information including but not limited to: details of the crime(s), treatment, risk level classification, compliance history, victim profile, or other information deemed by the college to be important.
Agree to comply with any conditions or restrictions as part of a safety plan and/or behavioral contract that limits access, interactions, or participation. Behavioral contracts shall specify consequences for non-compliance and shall be signed by a college representative and the student.

A College official or employee is immune from civil liability for damages for a release of relevant and necessary information unless it is shown that the College official or employee acted with gross negligence or in bad faith. (RCW 4.24.550)

Failure to comply will be grounds for denial of admission or dismissal for admitted students under the provisions of WAC 132L-351, Student Rights and Responsibilities Code.

This policy will be published in the college catalog and on the college webpage.

__________________________END OF POLICY_________________________

Procedures:

Upon receiving written notification from the County Sheriff’s Office, any other police agency, or self-disclosure, about the likely presence of a sexual offender on or near any College-controlled facility, activity or event, the College may take such steps as are necessary and appropriate under applicable state law to inform members of the College community of the presence of such persons. Persons likely to be present include applicants for admission, attending students, employees of the College, or persons otherwise known or suspected to frequent the College or College-controlled facilities, activities, or events.

Annually, the Safety & Security Manager will send an email to the campus community notifying them where to access information about registered sex offenders. This email will provide:

A link to the College’s Campus Safety webpage directing the user to the Lewis County Sheriff’s Office, which provides ready access to the public to search for sex offenders. If there is any change in this link, the Vice President of Student Services will notify, in a timely manner, the campus community about the change.
Directions on how to report RSO information to the Safety & Security Manager if the employee is made aware of an RSO on campus.

The Vice President of Student Services shall be the designated official to receive notifications from the County Sheriff’s Office or other police agencies. Prior to notification, the Vice President of Student Services may, when deemed advisable, contact appropriate police and/or community corrections personnel to obtain information to guide notification actions. The Vice President of Student Services shall coordinate notification to the campus community. Any person on campus receiving notification from a police agency shall provide a copy of such notification to the Vice President of Student Services and the Safety & Security Manager.

The Vice President of Student Services will coordinate campus notification and maintain documentation including but not limited to the following records:

Copies of all files, photos, and other correspondence provided by other agencies.
Record of all notifications made.
Copies of all community advisory flyers or other public notices.

In the case of a College employee, the Vice President of Student Services will provide appropriate information to the Human Resources office. The Vice President of Human Resources & Equity, with consultation of the College President, will coordinate notifications as deemed appropriate.

Notifications, adjusted on a case-by-case basis, shall be guided by the risk classification of the registered sex offender.

The extent of the public disclosure of relevant and necessary information shall be rationally related to:

(a) the level of risk posed by the offender to the community,

(b) the locations where the offender resides or is regularly found, and

(c) the needs of the members of the College community for information to enhance their individual and collective safety. The extent and types of notifications may be adjusted on a case-by-case basis, but shall be generally guided by the offender risk factors as follows:

Level I Sex Offender - Low Risk to Re-offend
Notifications: (on a case-by case basis including, but not limited to)

Campus Safety and Security
President
All Vice Presidents
All Deans
Directors, as determined through the intake process
If employed, notify supervisor.
Any member of the college community upon request

Restrictions: (on a case-by case basis, as part of the behavioral contract with the Vice President Student Services, including, but not limited to)

Employment that cannot be continually supervised, or has unsupervised access to locations in which vulnerable adults or persons under age 18 are present, or has access to student records, or involves unsupervised access to recreational areas
Specified areas or places on or near the campus

Level II Sex Offender - Moderate Risk to Re-offend
Notifications: (on a case-by-case basis including, but not limited to)

All Level I notifications
Counseling Center/Running Start
ABE/High School Completion Program
GED Program
STEM Tutoring Center
Writing Center
Tutoring Center
Blazer Central
Math Emporium
Student Employment Office
Student Programs
All Child Care, ECEAP, Parenting, and Child Development Centers
Disability Services
Faculty advisor
Any other College program with a significant population of students under the age of 18 or with vulnerable adults
Faculty and staff in whose program and/or course the student is enrolled (name, crime(s), and restrictions, if any)
Librarians
Computer Lab
If employed at the College, send notification to supervisor and co-workers
Any other program or office with whom the student has or is likely to have contact

Restrictions: (on a case-by case basis, as part of the behavioral contract with the Vice President Student Services, including, but not limited to)

All Level I Restrictions
SAALT or any other club, organization, or activity in which students officially represent the college to off-campus events
Any position of authority or power that has access to student information or that can influence students or employees
Any club or organization officer
Field trips and outings
Group projects
Certain classes or programs
In addition to Level I job restrictions, any job that requires or permits extended unsupervised personal contact with other students or staff members, or poses a threat to safety or security

Level III Sex Offender - High Risk to Re-offend
Notifications (on a case-by case basis including, but not limited to)

All Level I and II notifications
Email notification and link to a law enforcement website to students in whose class the offender is enrolled
All College employees via e-mail and link to Lewis County or Thurston County Sheriff's website
College bulletin boards and other public posting areas
Any other legal means to get the information out to the college community

Restrictions: (on a case-by case basis, as part of the behavioral contract with the Vice President Student Services, including, but not limited to)

All Level I and II restrictions
May not be employed by or through the College
May not be a member of any club, organization, or co-curricular or extra-curricular activity.

Additional procedures for Level III Offenders:

Written notification of the offender’s intent to enroll must be received at least (3) months prior to actual enrollment.
Offender must have at least (6) consecutive months without any violations of their registration conditions leading up to enrolling
While on campus, offender will be monitored by campus safety and security staff and will be introduced via email to each class they attend via email as a Level III Offender

1.315 Skateboarding or Coasting on Campus

Number:	1.315	Legal Authority:	WAC 132L-136-025
Title:	Skateboarding or Coasting on Campus	Implementation Date:	June 2000
Contact:	Campus Safety & Security Manager	Revisions:	4-3-2019, 11-1-2023

POLICY

Skateboards, roller blades or other coasting vehicles may be used on campus only as a means of transportation. No jumping, rail riding, or other stunts are allowed.

Riders must yield to pedestrians at all times and may not ride in a manner that interferes with pedestrian or other traffic.

Skateboards or other coasting vehicles may not be ridden inside college buildings.

Riders are responsible for their own safety and may not ride in a manner that endangers their own safety or that of others.

Riders must avoid riding in any manner likely to result in property damage to campus facilities. Should any riding or coasting result in property damage, the responsible party may be held accountable for restitution to the college or other involved parties.

Riders must comply with directions from campus safety & security or administrative personnel. Failure to comply may result in being removed from campus or referred to a disciplinary proceeding.

1.320 Name Change & Pronoun Use

Number:	1.320	Legal Authority:
Title:	Name Change & Pronoun Use	Implementation Date:	4-7-2021
Contact:	Vice President, HR & Equity	Revisions:

POLICY
Individuals may designate and use a preferred name and pronouns for college purposes when systems allow for such designation, except when use of a legal name is required by the college or by law. For information about when the college can allow preferred name or pronoun use please contact Human Resources if you are an employee or Enrollment Services if you are a student.

Inappropriate use of the preferred name, including but not limited to avoiding a legal obligation, misrepresentation, or intending to cause a college disruption may be justification for denying the request. Preferred names used as misrepresentation, fraud, or resulting in a college disruption may result in disciplinary action in accordance with college policy.

Please be advised that designating a preferred name in the college’s information systems are not the same as legally changing your name through the court system. An individual’s legal name will remain unchanged in all college related systems. Official documentation showing the name was changed legally is required prior to changing the legal name in ctcLink.

Former names and previous identities are maintained in college information system databases to ensure correct selection when records are searched.

1.345 Subpoenas

Number:	1.345	Legal Authority:	WAC 357-31-320
Title:	Subpoenas	Implementation Date:
Contact:	VP Human Resources, VP Student Services	Revisions:	9-21-2014, 4-3-2019, 12-4-2024

POLICY

Any college employee who receives a subpoena or court order related to college business shall notify their supervisor and the appropriate vice president as soon as possible. Employees should not take action to comply with the subpoena or court order without consultation with the appropriate vice president. Refer all student matters to the Vice President of Student Services. Refer all non-student matters to the Vice President of Human Resources.

1.350 Suspended Operations

Number:	1.350	Legal Authority:	WAC 357-31-275
Title:	Suspended Operations	Implementation Date:	3-10-2008
Contact:	Vice President, Instruction	Revisions:	12-4-2019, 12-4-2024

POLICY

The President or their designated representative has the authority to partially or fully suspend college operations in the event that public health, safety, or property is at risk. This includes, but is not limited to, situations such as inclement weather, natural disasters, power outages, or other significant disruptions. The college will provide an updated procedure for notification of suspended operations annually.

PROCEDURE

When it becomes necessary to partially or totally suspend operations, the college will provide closure information to its personnel, students and the public. Each year the Instruction Office will provide to all faculty and staff members an updated closure memo containing details on how information will be made available

When it becomes necessary to adjust campus operations due to inclement weather, an announcement will normally be sent through the emergency notification system (InformaCast) or similar system by 5:30 a.m. for standard operations and by 3:00 p.m. for evening functions. However, weather can be unpredictable and impact the notification times.

In addition to the emergency notification system, the college will communicate adjustments in campus operations due to inclement weather in the following ways:

Centralia College web page at www.centralia.edu
Centralia College’s Social Media sites

General phone message on the main Centralia College phone at (360)-736-9391 and on the Instruction Office phone at (360) 623-8929
Local and regional media may provide inclement weather announcements via radio or television

If conditions disrupt normal college operations, the college will announce one of the following status conditions. Students and college personnel should acquaint themselves with the meanings associated with each status condition and act accordingly. The college will announce a status condition for each day in which there is limited operation. If the college does not announce a status condition, personnel and students should assume the college is operating normally.

One of the following statements will be announced on InformaCast and through methods listed above:

DELAYED –This announcement indicates that classes occurring before the delayed start time are cancelled. The announcement will be made by 5:30 a.m. when possible. When an employee is absent from work due to suspended operations, the employee shall use leave or other options in accordance with the applicable RCWs, WACs and negotiated agreements

CLOSED - This announcement indicates that the campus is closed and only identified essential personnel who are called in will report to work. When an employee is absent from campus due to suspended operations, the employee shall use leave or other options in accordance with the applicable RCWs, WACs and negotiated agreements

DAY CLASSES CLOSED – This announcement indicates that all day classes are cancelled. The announcement will be made by 5:30 a.m. when possible.

EVENING CLASSES CLOSED – This announcement indicates that all evening classes are cancelled. Evening classes begin at 4:00 p.m. The announcement will be made by 3:00 p.m. when possible.

PERSONNEL IMPLICATIONS

When an employee is absent from work due to suspended operations, the employee shall use leave or other options in accordance with the applicable RCWs, WACs and negotiated agreements.

1.351 Technology Acceptable Use

Number:	1.351	Legal Authority:	See compliance list below
Title:	Technology Acceptable Use	Implementation Date:	12-6-2023
Contact:	Chief Technology Officer	Revisions:	12-4-2024

Introduction

This policy outlines the acceptable and responsible use of the technology resources provided by Centralia College. These resources include but are not limited to computers, servers, networks, software, internet access, and all other related technologies. All users are expected to comply with this policy; to use these resources in a responsible, ethical, and lawful manner; and to report any suspected violations of this policy to their supervisor or the Information Technology Services (ITS) department.

Acceptable Use

Users must comply with all applicable laws, including Washington state and federal laws related to information security and intellectual property rights.
All technology resources provided by Centralia College must be used for legitimate business or educational purposes only.
Users are expected to exercise reasonable judgment and to avoid activities that may negatively affect Centralia College or other users.
Personal use of technological resources should be kept to a minimum and should not interfere with work responsibilities.
Users must respect the privacy of others and protect confidential information.
Users must adhere to any additional guidelines or rules that may be established by Centralia College.

Unacceptable Use

Using technology resources for any illegal activity or activity that violates the college's policies or procedures.
Using Centralia College's technology resources to send or share any content (including text, images, or audio) that violates laws or regulations is prohibited.
Centralia College's technology resources must not be used for personal commercial activities unrelated to official college functions.
Using technology resources to access, view, store, or distribute illegal material or material that may harass, threaten, or discriminate against others.
Using technology resources for personal gain or for any other activity could result in a conflict of interest.
Disclosing or sharing assigned login credentials or passwords.
Intentionally or negligently damaging, destroying, or disrupting technology resources or data.
Engaging in any activity that violates the college's ethical standards or that could damage the college's reputation.
Violating copyright, trademark, patent, trade secret, or other intellectual property rights.
Engaging in any activity that interferes with the normal operation of technology resources or the College’s network.
Installing unauthorized software or modifying technology resources in any way without proper authorization.
Engaging in behavior such as cyber bullying, stalking, harassing, defaming, or discriminating against any individual or group.
Using technology resources for non-work-related activities unless such use is de minimis and does not interfere with the individual’s work performance or the college’s operations.

No Expectation of Privacy

The college has the right to access, inspect or monitor any college data, inclusive of electronic records. Employees cannot expect privacy in their use of college technology resources whether that use occurs in the conduct of official duties or is a use made for a purpose other than the conduct of official duties. While the college does not regularly monitor college data, employees are on notice that:

The maintenance and operation of college technology resources may result in the observation of college data.
Authorized college officers: President, Vice President of Human Resources, or designees may observe college data.
When using personal devices for work-related communication in a public institution, the device could be subject to discovery or scrutiny, particularly if it is relevant to official business or subject to public records laws. Certain communications or information on the device could be accessed or requested under appropriate legal procedures.

Personal Devices

By connecting personal technology devices to the college's systems and networks, users acknowledge and agree to adhere to the provisions outlined. Personal technology devices include, but are not limited to, computers, laptops, smartphones, tablets, and any other personal devices used to access college resources.

Users understand that the rules and guidelines governing acceptable use of college-owned technology and networks also apply to their personal devices. Users acknowledge their responsibility to use personal devices consistent with the college's policies and to ensure compliance with applicable laws, regulations, and ethical standards.

Given the vast array of possible device setups and the primary responsibility of our technology department to maintain and support Centralia College's core IT infrastructure and services, ITS can only provide minimal support for personal devices. Furthermore, intervening with personal devices poses potential liability risks. Any modifications or troubleshooting steps taken on a personal device could inadvertently lead to data loss, void warranties, or other unforeseen complications. As Centralia College does not own these devices, ITS must limit the involvement to minimize the risk of unintended consequences and potential liability claims.

Use of College Technology Resources for Personal Reasons

Centralia College Technology Resources are provided for the purpose of conducting college business. While the College recognizes that some de minimis use of college resources to conduct personal business may occasionally occur, employees should not regularly use college resources for personal purposes.

The College is not responsible for personal documents or information stored by employees using College resources. The College will not expend additional human or technical resources to recover or provide access to any personal documents or files stored by employees without college permission.

All data stored on college-provided systems, including cloud storage, is property of the college. The College recognizes that faculty members may have intellectual property interests in original research or writing that they produce as part of their faculty role; any such intellectual work is considered acceptable use of college technology resources.

Enforcement

The college reserves the right to enforce security measures, monitor network traffic, and apply necessary restrictions to protect the integrity and functionality of its systems. Failure to comply with this policy may result in disciplinary actions, including the revocation of network access privileges and potential legal consequences.

Compliance

All use of technology resources must comply with applicable laws, regulations, and industry best practices, including but not limited to:

Washington State Ethics in Public Service Act (RCW Chapter 42.52)
Washington State Public Records Act (RCW Chapter 42.56)
Washington State Computer Crime Act (RCW Chapter 9A.90)
Electronic Communications Privacy Act (18 U.S.C. § 2510 et seq.)
Computer Fraud and Abuse Act (18 U.S.C. § 1030)
Centralia College’s policies and procedures.

All forms of digital communication are open to public records requests as defined in the Washington State Public Records Act. Centralia College reserves the right to monitor or review any activity conducted using its technology resources, including email, internet activity, or other electronic communications.

1.355 Telephone Use

Number:	1.355	Legal Authority:	WAC 292-110-010
Title:	Telephone Use	Implementation Date:
Contact:	Vice President, Finance & Administration	Revisions:	6-5-2017, 6-5-2024

Telephones provided by Centralia College are to be used primarily for college business. Employees may use college telephones for limited personal use provided it does not interfere with the performance of an employee’s job.

1.360 Travel Regulations

Number:	1.360	Legal Authority:	OFM Travel SAAM 10.10
Title:	Travel Regulations	Implementation Date:
Contact:	Director, Business Office	Revisions:	5-1-2024

POLICY:
All travel undertaken on behalf of the college is subject to compliance with Washington State laws and regulations.

PROCEDURES:

Prior Approval

All travel on behalf of the college requires a travel authorization. Employees must complete and submit a travel authorization in ctcLink. The authorization is then routed to all approvers by ctcLink as part of the approval workflow. All travel authorization approvals must be completed prior to the date of travel.

Out-of-state travel, excluding Portland, Oregon, must be approved by the agency head or designee. Failure to complete travel authorization prior to the date of travel may result in denial of reimbursement of travel expenses.

State Car Use

Travel involving state cars must be clearly indicated on the travel authorization. For activities involving student participation, a list of student names should be attached to the travel request.

Mileage

Personal vehicle use will be reimbursed at current State Administrative and Accounting Manual (SAAM) per diem rate. Carpooling is strongly encouraged when employees are traveling to the same destination.

Airfare

All train or air travel must be booked by Procurement Services and comply with campus purchasing requirements.

Procurement Services must receive a travel authorization number along with a requisition request before booking airline reservations. Procurement Services will manage reservation coordination through a state qualified travel agency to ensure compliance with mandatory state contract requirements.

Lodging

Lodging expenses are reimbursed up to per diem rate per US General Services Administration (GSA).

Lodging expenses incurred under 50 miles of an employee’s work station or residence are not reimbursable. Exceptions are:

An overnight stay in a commercial lodging facility to avoid a traveler driving back and forth for back-to-back late night/early morning official state business.
When the health and safety of travelers is of concern.
When an agency can demonstrate that staying overnight is more economical to the state.

Lodging Exceptions

In the following situations, the agency head or authorized designees may approve payment of lodging expenses up to 150% of the applicable maximum GSA per diem rate for the location. The agency head or authorized designee approval must be made in advance of the travel.

When costs in the area have escalated for a brief period of time either during special events or disasters
To comply with the Americans with Disabilities Act (ADA) or when the health and safety of the traveler is at risk.
When meeting room facilities are necessary and it is more economical for the traveler to acquire special accommodations such as a suite rather than to acquire a meeting room and a room for lodging.
When lodging accommodations in the temporary duty station are not available at or below the maximum lodging amount and the savings achieved from occupying less expensive lodging at a more distant site are consumed by an increase in transportation and other costs.
The traveler attends an event where the traveler is expected to have business interaction with other participants in addition to other scheduled events. Further, it is anticipated that maximum benefit will be achieved by authorizing the traveler to stay at the lodging facilities where the event is being held.

In the following situations, the president or authorized designee may approve payment of lodging

expenses in excess of 150% of the applicable maximum GSA per diem rate for the location. The agency head or authorized designee approval must be made in advance of the travel.

The traveler is required to attend an event where the traveler is expected to have business interaction with other participants in addition to other scheduled events: AND
It is anticipated that maximum benefit will be achieved by authorizing the traveler to stay at the lodging facilities where the event is held; AND
The lowest available advertised lodging rate at the lodging facility exceeds 150% of the applicable maximum per diem amount for the location. Documentation (hotel folio) supporting the lodging rates is to be attached to the travel authorization.

Personal Travel Coupled with Business Travel

Employees must promptly return to their official duty station or residence upon completion of state business, as per OFM Travel Regulations 10.20.40.

The College will not reimburse employees for additional travel expenses incurred for personal convenience. However, employees may combine personal travel with a business trip under the following conditions:

The primary purpose of the trip remains official state business.
Employees use personal leave balances for the vacation or personal portion of the trip.
The state incurs no additional expenses beyond those of a standard business trip.

Personal travel combined with business trips must be clearly indicated on the travel authorization. A detailed itinerary specifying transitions between personal and business status must accompany the request.

Expenses incurred during personal travel unrelated to college business will not be reimbursed or charged to an employee's travel card or P-Card.

Legitimate Business Trip

Trips must have a primary purpose of official state business to be authorized and funded by the college. Personal travel plans should not influence trip authorization.

Reimbursement of Expenses

Reimbursement for approved travel expenses is facilitated through completion of an expense report in ctcLink. Expense reports should be generated using the existing travel authorization in ctcLink. Lodging receipts, parking receipts, and miscellaneous travel receipts, agendas, and itineraries must be attached to the expense report for reimbursement. Receipts are NOT required for meals or mileage reimbursement.

College employees traveling with students should refer to policy 4.172 Student Travel for further information.

1.370 Use of Tobacco Products

Number:	1.370	Legal Authority:	WAC 132L-136-021
Title:	Use of Tobacco Products	Implementation Date:	9-13-1994
Contact:	VP Finance & Administration	Revisions:	9-12-2014, 12-4-2019

Smoking is prohibited on campus except in designated smoking areas. WAC 132L-136-021

DEFINITION:
"Smoke" or "smoking" means carrying or smoking of any kind of lighted pipe, cigar, cigarette, or any other lighted smoking equipment; the use of any tobacco or nicotine product; or the use of any facsimile of a tobacco or nicotine product, including electronic cigarettes. Nicotine gum, patches, or like products are permissible. WAC 132L-136-010.

1.375 Use of Vehicles on College Business

Number:	1.375	Legal Authority:	*See below
Title:	Use of Vehicles on College Business	Implementation Date:
Contact:	Vice President, Finance & Administration	Revisions:	11-6-2024

A Centralia College employee may use a privately-owned motor vehicle for official College travel when:

A Motor Pool vehicle is not available, or
It is more advantageous or economical to the College to use a privately-owned vehicle than a Motor Pool vehicle as determined by the approving supervisor.

A Centralia College employee who transports another employee in a privately-owned motor vehicle (POV) is fully responsible for the vehicle and its occupants. The state driver is responsible for maintaining:

Vehicle insurance on the POV in compliance with Washington mandatory liability insurance requirements as defined in RCW 46.29 and RCW 46.30.
A valid driver’s license

Employees under the age of 18 may not ride in privately owned vehicles for college business.

The use of a privately-owned motor vehicle is based upon Centralia College-related requirements rather than the personal preference or convenience of the traveler. (Washington State Department of Enterprise Services, Enterprise-Wide Transportation Policy https://des.wa.gov/about/policies-laws-rules) (DES Policy BR.01.01)

1.380 Motor Pool

Number:	1.380	Legal Authority:	RCQ 43.19.622
Title:	Motor Pool	Implementation Date:	June 1997
Contact:	Facilities, Operations, & Maintenance	Revisions:	12-6-2022

Centralia College will have passenger and fleet vehicles (referred to as motor pool) available and
maintained in safe and operable condition. Motor pool vehicles will be operated by licensed drivers on official business for the College or college-related functions. Drivers are limited to Centralia College faculty members, staff, students, and other College officials.

Passengers are restricted to employees or students of the College or other persons being transported in the course of official business. Children of faculty members/staff or students are prohibited except when such transportation is connected with official College business. Employees must qualify to be an approved driver.

The College motor pool consists of passenger vehicles and vans intended for general transportation, as well as trucks and specialized motor-operated equipment intended for general maintenance of and repairs to campus facilities.

1.390 Volunteer Policy

Number:	1.390	Legal Authority:
Title:	Volunteer Policy	Implementation Date:
Contact:	Human Resources	Revisions:	8-19-2014, 5-1-2019

Volunteers must fill out a volunteer packet prior to volunteering. Persons paid by organizations or businesses other than the College, but performing work or service on College property, may be considered volunteers. Community members of College committees may also be treated as volunteers.

Volunteer procedures and packets are located in the Human Resources Office.

1.395 Whistleblower Program

Number:	1.395	Legal Authority:	RCW 42.40
Title:	Whistleblower Program	Implementation Date:	9-21-2000
Contact:	Human Resources Office	Revisions:	8-19-2014, 11-6-2019

The College adheres to RCW 42.40which was enacted to encourage employees of the State of Washington to report any improper governmental action by a state employee to the Office of the State Auditor. No official of the college will attempt to expose the identity of a whistleblower who wishes to remain anonymous.

"Improper governmental action" means any action that violates state law, abuses authority, wastes public funds or endangers public health or safety.

"Improper governmental action" does NOT include personnel actions involving employee grievances and related complaints.

1.397 Workplace Civility & Respect

Number:	1.397	Legal Authority:	RCW 49.60.400
Title:	Workplace Civility & Respect	Implementation Date:	11-6-2024
Contact:	Vice President, Human Resources & Equity	Revisions:

Centralia College is committed to fostering a professional work environment where all people, regardless of position, treat one another with dignity, civility, and respect. College employees, volunteers, visitors, vendors, contractors, and members of the general public are expected to behave in a manner consistent with this policy. It is important to recognize actions and behaviors that can cause harm, and to realize there may be a gap between intent and impact. The goal is to prioritize trust and respect in the workplace. All employees are responsible for reading and complying with the policy, and are encouraged to ask questions if clarity is needed. If an employee is unsure whether or not the policy is being followed, they should contact their supervisor, Human Resources Office, or the next person in a chain of command for advice or support so that they can uphold the values described in this policy.

1.400 Efficiency Operations

Number:	1.400	Legal Authority:
Title:	Efficiency Operations	Implementation Date:
Contact:	Vice President Instruction	Revisions:	10-12-2015, 11-1-2023

POLICY

In order to gain operational efficiencies, the college may operate on an efficiency schedule on specifically designated days during the year. Typically, those days are designated to occur between the end of fall quarter and the beginning of winter quarter. The specific calendar days will be determined on a year-by-year basis, through consultation with the Executive Management Team. The designated efficiency schedule will be communicated to college employees by the Human Resources Office and published for students and the community.

Staff members who are identified by their positions and the services they provide which are essential to provide specified levels of service will be required to work during this schedule. All other employees may take annual leave, personal holiday, leave without pay, compensatory time, or exchange time for the non-holiday dates.