General Information

History of the College

Jefferson State Junior College was established as one of twelve junior colleges authorized by the State Legislature, Act 93, on May 3, 1963. From the outset, Alabama’s two-year colleges were designed to provide economic, geographic, and academic access to all citizens. Jefferson State enrolled its irst students in September 1965 and patterned its early development to support the clearly articulated state-level goal of extending educational opportunities to the people of Alabama.  

The college received initial accreditation by the Commission on Colleges of the Southern Association of Colleges and Schools on December 14, 1968. The college offered both traditional university parallel programs and a range of career programs that had grown out of responsiveness to identiied community and workforce needs. On February 23, 1989, the Alabama State Board of Education gave recognition to the scope of programs and services provided by the college by oficially changing the name from Jefferson State Junior College to Jefferson State Community College.  

The original campus, on 274 acres in northeast Jefferson County (Birmingham, Alabama) is comprised of thirteen buildings that contain 500,000 square feet of classroom, ofice, and related space. Many buildings on the campus bear the names of community benefactors (H. Y. and Ruby Carson, John B. Bethune, Harvey DeRamus, and Eugene Fitzgerald), elected oficials (James B. Allen, George C. Wallace, Lurleen B. Wallace and Harold C. Martin), and former Jefferson State Presidents (Leroy Brown, George L. Layton, and Judy M. Merritt), who were instrumental in the early development of the college. 

As the college’s academic offerings expanded and became more comprehensive, the college saw a need to reine its programs and engage in deep and candid introspections regarding its mission, purposes, and unique place in the community and in the Alabama Community College System. As a result, the college identiied two critical community needs: (1) access for Shelby and southern Jefferson Counties and (2) a well-trained workforce.  

The college addressed the irst need by opening the Shelby Center in January 1993, in northern Shelby County. In June 1996, the center was designated a branch campus by the Alabama Commission on Higher Education. The approximately 60-acre Shelby-Hoover Campus now has three multi-purpose buildings that contain a combined total of 211,000 square feet.  

The college addressed the second need, a well-trained workforce, by upgrading its career credit programs and investing heavily in specialized training. To ensure academic quality at measurable national standards the college made a commitment to pursue appropriate specialized accreditation for applicable programs. See the list of current accreditations on page 1 of this document. In addition to upgrading the college’s credit programs, considerable resources have been devoted to specialized training initiatives. The college renovated an existing building to become a manufacturing center and established an ACT Center, a WorkKeys Service Center, and a One-Stop Center for the delivery of workforce training and related support services. 

The oficial service area for the college was revised in 2003 to include the western part of St. Clair County. Classes were offered at the St. Clair Center-Moody (Moody, Alabama) for the irst time in Fall 2003. On April 22, 2004, the board approved another instructional site for St. Clair County in Pell City, and the college offered classes at that location in Fall 2004. On August 22, 2004, the St. Clair Economic Development Council deeded approximately 50 acres (located in Pell City, Alabama) to the Alabama State Board of Education for the beneit of Jefferson State Community College. With acceptance of the land, the board made a commitment to the construction of a permanent instructional facility at that location. The college offered classes in that facility, a three-story, 47,500 square foot building, in Fall 2006. 

In 2007, the Alabama State Board of Education again revised the service area of JSCC to include Chilton County and approved construction for a multipurpose instructional facility in Clanton, Alabama (Chilton County). This 30,000-square foot building, located on approximately 60 acres, opened in fall of 2008.  

Jefferson State Community College has had three previous Presidents: Dr. Leroy Brown (1964-71), Dr. George L. Layton (1971-79), Dr. Judy M. Merritt (1979-2014), and current President, Keith Brown. These individuals brought unique strengths to bear on the development and maturation process at the particular time in which each served the institution.  

For over 50 years, Jefferson State Community College has provided countless opportunities for the greater Birmingham area and is known for its tradition of quality education and cutting-edge technology training. 

Buildings and Facilities 

Jefferson Campus 

The George C. Wallace Building contains administrative ofices, the Business Ofice, the Computer Center, and ofices and classrooms for the Center for Workforce Education.  

The Carson Science Center is two connected buildings: 

• The H. Y. Carson Building contains the physics laboratory. It also houses the I3 Academy. 
• The Ruby K. Carson Building contains classrooms and laboratories for biology, business, chemistry, computer science, mathematics, ofice administration technology, and welding laboratories.

The James B. Allen Library is the Learning Resource Center and Learning Success Center, for students, faculty, staff and the Jefferson State Community College 2024-2025  community. It is a library furnishing bibliographies, books, journals, newspapers, and audiovisual materials. 

• The Learning Resource Center houses reading, study and lecture rooms, a print shop, networked computer area for students, a multi-media classroom, and staff workroom areas. The Learning Resource Center is also available to students, staff, and the community. 
• Enrollment Services, including the areas of inancial aid, admissions and records, international students, and veterans’ affairs, is housed on the irst floor of the Allen Library.

Bethune-DeRamus Hall contains classrooms for instruction in art, English, social science, and general education. It also contains faculty ofices and facilities for the Phi Theta Kappa Honors Society and Child Development.

Lurleen B. Wallace Hall contains facilities for Testing and Assessment, ACT Center, Tech Prep, One-Stop Career Center, Student Success Center, GED preparation classes, and special activities classes.  

The Joe Morris Manufacturing Technology Center contains a portion of the college’s Workforce Development initiative, and the Alabama Technology Network-Birmingham. There are administrative ofices, classrooms, laboratories, and training facilities for both credit and non-credit programs, as well as professional development, and business/industry training. 

The George L. Layton Nursing Education Building contains learning laboratories, classrooms, and ofices specially designed for nursing education and allied health programs and biomedical equipment technology.  

The Harold C. Martin Career Education Building contains a portion of the many career education programs operated at the college. There are laboratories for funeral service education, building science, and veterinary technology.  

The Agriculture Science Center, located behind the Harold Martin Career Education Building, has three greenhouses, a head house, a lath house and ofice space.  

The Maintenance Building contains Central Receiving and Operations and Maintenance, which consists of a carpenter shop and an electrical shop. This building also houses the college’s mailroom.  

Birmingham Fire Station No. 28, owned and operated by the City of Birmingham, is built on campus land leased from the State Board of Education.  

The Fitzgerald Student Center is the community center of the college for students, faculty, administrators, alumni, and guests. The Center houses the Pioneer Bookstore, Student Government Association, Adult College Services, ADA Accommodations Ofice, and laboratories for hospitality management. It also houses the music department and the classroom, laboratory, and faculty ofices for health and physical education.  

The Campus Police and Visitors' 1nformation Center houses all activities related to the safety and security of the campus community. The Center, located near the main campus entrance, is operational twenty-four hours a day, seven days a week.  

Shelby-Hoover Campus

The Shelby-Hoover Campus, located on approximately sixty acres, currently includes four buildings.  

The General Studies Building is a 64,000-square foot multi-purpose building that opened in September 2000. In addition to classrooms and laboratories for Jefferson State’s Physical Therapist Assistant and Emergency Medical Services Programs, this building includes seventeen other classrooms, science laboratories, computer laboratories, and faculty and administrative ofices. The Learning Success Center, Campus Police, Enrollment Services, and the cashier are also available in this building. The Learning Resource Center houses the Shelby-Hoover Campus Library, which has an open student computer lab with Internet access as well as individual study rooms and a multi-media classroom.  

The Math-Science Building is a 20,000 square-foot, multi-purpose classroom building that includes additional instructional space for mathematics, physical and social sciences, Surgical Technology, and other academic classes as well as adult education classes. Additional ofices are also included in this building.  

The Judy M. Merritt Building is a 127,000 square foot building that opened in spring 2008. In addition to faculty and administrative ofices and general education classrooms, this building includes specialized instructional space for the culinary arts, nursing, radiologic technology, computer science, workforce education, as well as biology and art labs. 

In addition, the President’s Ofice and Pioneer Bookstore II are located in this building. A large meeting room, which has a seating capacity of approximately 375, and a smaller seminar room may be utilized by the College or community groups.  

The Welding Building is a single story 5,000-square-foot building that opened in fall 2020. This building includes specialized instructional space and 20 welding booths.  

St. Clair-Pell City Campus

The St. Clair-Pell City Campus is a permanent facility located near the intersection of Highway 231 and Interstate 20 on land, which was donated by the St. Clair County Economic Development Council. This facility is designed to serve the educational needs of those living in the eastern portion of the Jefferson State Community College service area. This St. Clair-Pell City Campus is located on approximately ifty acres in Pell City and is within a park planned for thedevelopment of healthcare facilities, educational facilities, business and light industry. The St. Clair County Economic Development Council is located in the facility. The St. Clair-Pell City Campus currently consists of two buildings.  

The Multipurpose Building is a three-story, 47,500-square foot building featuring college classrooms, computer labs, a bookstore, an enrollment services ofice, a media center, and administrative and faculty ofices. A full-service library, which can be contacted at (205) 812-2735, is available on the irst floor with a networked computer area for students, study tables, and staff workroom areas. 

The Career and Technical Education Center is a single story, 9,700-square foot building used for training labs and ofice space. The labs include welding, robotics, PLC, and other manufacturing and technology-related classes.  

Chilton-Clanton Campus  

The Chilton-Clanton Campus, a permanent facility developed in partnership with the City of Clanton, is located on sixty acres between Highway 145 and I-65 South. A multipurpose building, which opened in fall 2008, includes nursing, science and computer labs, two tiered classrooms, and general-purpose classrooms. It also includes a media center and administrative and faculty ofices. 

A full-service library, which can be contacted at (205) 280- 8213, is available on the irst floor with a networked computer area for students, study tables, and staff workroom areas. The Clanton Conference and Performing Arts Center (CCPAC) is a multi-purpose facility on the Chilton-Clanton Campus. The City of Clanton and Jefferson State Community College have worked closely to develop this state-of-the-art multi-purpose facility for trade shows, special events and conferences.  

Jefferson State’s Center for Workforce Education also offers a Commercial Driving License (CDL) program and CDL Corporate Simulator Training program at the Chilton-Clanton Campus. If you have any questions about this program, please email workforcedev@jeffersonstate.edu.  

Jefferson State Foundation

The Jefferson State Foundation, Inc. was chartered under the laws of the State of Alabama on November 10, 1972, as a non-proit, educational corporation to encourage, receive, and administer gifts for the exclusive beneit of Jefferson State, its students, and its staff. The purpose of the foundation is to provide inancial and other support for the College and its activities beyond that which can be obtained through normal tax support. Because of the constantly increasing limitations on normal sources of revenue, the College will take a more aggressive stance in seeking private donor support to maintain present standards and to help the College achieve an even higher standard of excellence. 

The foundation receives such gifts as cash, securities, leases, literary and artistic collections, real and personal property, wills and bequests, and deferred gifts, such as insurance policies. Contributions to the foundation are exempt from federal income tax. Persons interested in contributing to the Jefferson State Foundation should write or telephone the President’s Ofice at the College.  

Campus Policies

Statement of Academic Freedom

Jefferson State subscribes to the following principles: 

1. Instructors are free to conduct independent research and to publish the results so long as the activities do not interfere with their assigned duties; however, research for pecuniary gain should not be undertaken without an understanding with the Vice President. 
2. In the classroom, instructors have full freedom to discuss their subjects. They should not introduce into their teaching irrelevant controversial matter. Within this limitation, the College protects the rights of both the students and instructors to a “free search for truth and its exposition.” 
3. The College respects the rights and privileges of instructors as citizens but believes that their positions impose special obligations. Hence, instructors are free from institutional censorship or discipline when they speak, write, or act as citizens; however, they should always remember that the public may judge the College by their words and behavior, and should therefore be accurate, exercise restraint, respect the opinions of others, and make it clear that they are not spokespersons for the institution.

Statement of Equal Opportunity

Jefferson State has iled with the Federal Government an Assurance of Compliance with all requirements imposed by or pursuant to Title VI of the Civil Rights Act of 1964 and the Regulations issued thereunder, to the end that no person in the United States shall, on the grounds of race, color or national origin, be excluded from participation in, be denied the beneits of, or be otherwise subjected to discrimination under any program or activity sponsored by this institution. It is the policy of Jefferson State Community College, a postsecondary institution under the control of the Alabama Community College System Board of Trustees, that no student, employee or applicant shall be discriminated against on the basis of any impermissible criterion or characteristic including, but not limited to, race, color, national origin, religion, marital status, disability, gender, age or any other protected class as deined by federal and state law. 

Student Complaint Procedure

The following Student Complaint Procedure provides a mechanism for redressing both written and verbal allegations of unlawful discrimination at Jefferson State Community College. This procedure is not intended to cover complaints regarding sexual harassment. Complaints of sexual harassment should be filed under the college’s Title IX procedure. The college’s grievance procedure is composed of two steps: (1) Informal Resolution and (2) Formal Resolution.  

Processing a complaint of discrimination shall begin with Informal Resolution. When complaints of discrimination are not resolved through Informal Resolution, however, the complaint may be further processed through Formal Resolution. The college will address all written and verbal complaints of discrimination. These procedures do not preclude anyone from filing a complaint of discrimination with an external agency.  

Informal Resolution. Resolving a complaint internally, without conducting a formal investigation is the essence of the informal resolution process. This step consists of two components: (1) Investigation, and (2) Proposed Resolution. The investigation of a complaint of discrimination may include but is not limited to: (1) conferring with the complainant, the accused, supervisors and deans of the accused, other co-workers, and students; (2) examining of relevant documents, correspondence, and other material; and (3) interviewing other pertinent individuals, which may include individuals external to the college. Investigations at the informal step are conducted by those assigned by the president. 

Attempts to resolve a complaint of discrimination may occur at any point during the investigation period, as authorized by the president. The president has the discretion to seek legal counsel in attempts to resolve complaints of discrimination.  Formal Resolution. The Formal Investigation is the second step in the college’s attempt to address and resolve complaints of discrimination. 

The Formal Resolution Step must be preceded by the Informal Resolution Step. The Hearing Step consists of six components: (1) additional investigation, if needed; (2) selection of hearing panel; (3) review of reports and other documents obtained from the Informal Resolution Step; (4) a formal hearing;(5) report of findings; and (6) decision. During the formal hearing, individuals may be placed under oath and their testimony may be recorded either by a professional court reporter or other recording device. The hearing will be held on the college’s campus and will be closed to the campus community, as well as to the public. A three- member hearing panel shall be appointed by the president to conduct the hearing. The panel shall consist of the appropriate administrator and two other members. The appropriate administrator shall serve as the presiding hearing officer; the president, however, shall have the discretion to appoint an outside party to serve as the hearing officer. The president or designee shall preside over any hearing that involves an administrator.  

Informal Resolution

1. Any member of the college community who believes that he or she has been subjected to discrimination prohibited by Title VI of the Civil Rights Act of 1964, Title VII of the Civil Rights Act of 1964, Pregnancy Discrimination Act, Americans with Disabilities Act (ADA), or under section 504 of the Rehabilitation Act of 1973, may bring the matter to the attention of any academic or administrative oficer, dean, associate dean, director, supervisor, or advisor. When a written or verbal complaint has been reported to any of these individuals, the recipient of the complaint will immediately forward the complaint to Human Resources. Complaints against students (student against student), may be forwarded to the Vice President for Student Affairs and Enrollment Management to be handled in accordance with the student disciplinary procedures outlined in the Catalog and Student Handbook.
   Note: Students working under the College Federal Work/Study program are not considered employees of Jefferson State, and therefore, should adhere to usual and customary student discipline procedures as outlined in the student handbook. 
2. The complainant should present the complaint as promptly as possible after the alleged discrimination occurs. Using the Informal Complaint Form, the complainant should submit a written statement of all allegations. The complaint must provide his/her name, address, and telephone number; the nature, date and description of the violation(s); the relief requested for corrective action; and any background information the complainant believes would be helpful. The complainant should sign and date the complaint. Upon receipt of the complaint, Human Resources will immediately notify the appropriate dean and the president. 
3. All complaints, both written and verbal, will be investigated by the appropriate person(s) immediately upon receipt, or immediately upon the college having obtained knowledge of the complaint. 
4. The intent of College policy is to resolve complaints of discrimination as quickly as possible. Except in extraordinary cases, informal complaints will be investigated and resolved within forty-ive (45) business days of the date of actual receipt of said complaint by Human Resources. The date of receipt of a written complaint begins on the date that the complaint is actually iled with Human Resources. The date of receipt of a verbal complaint is the actual date that Human Resources obtained knowledge of the complaint.
5. Every possible effort shall be made to ensure conidentiality of information received as part of the investigation to such extent as it does not compromise the college’s commitment to investigate allegations of discrimination. Complaints will be handled on a “need to know” basis with a view toward protecting the interests of both parties. Information resulting from the investigation should be discussed only with those individuals with a legitimate need to know. 
6. The complainant has the right to proceed with or to withdraw from the informal complaint procedure once it has begun. To withdraw a complaint, the complainant must submit a written statement requesting to withdraw the complaint. The request must be submitted to the president. If the complainant decides to terminate the informal process by withdrawing the complaint, it will not necessarily preclude further investigation and appropriate action by the college.
7. The investigation record shall consist of statements from the complainant, the accused, witnesses, and others deemed by the investigator to have pertinent knowledge of the facts involved in the complaint. 
8. Results of the indings of the investigation will be reported to the complainant, the accused, appropriate administrator, and the president. After careful review of the investigation’s indings, the president, appropriate administrator, and Human Resources shall determine an appropriate responsive action. 
9. The complainant and the accused will be notiied of the results of the Informal Resolution by appropriate means. A copy of the results will become part of the investigation record. 
10. If the results of the informal resolution of the complaint are not accepted by the complainant and he or she desires further action, then the complainant may proceed to the Formal Resolution as outlined below. To do so, the complainant must ile, with Human Resources, Formal Complaint form . This form must be completed in its entirety and returned to Human Resources within ten (10) calendar days of the date of notiication of informal resolution. If the complainant does not proceed to Formal Resolution, then he or she will be deemed to have accepted the results of the investigation and informal resolution. 
11. Appropriate disciplinary actions may be taken against individuals who ile malicious charges. A failure to substantiate a charge of discrimination does not automatically constitute a malicious charge. Repeated ilings of frivolous complaints may be considered a malicious action.

Formal Resolution

1. If the complaint cannot be resolved by Informal Resolution, the complainant may proceed to Formal Resolution by iling a Formal Complaint form with Human Resources within ten (10) calendar days of the date of notiication of the informal resolution results. The complainant has the right to proceed with or to withdraw from the procedure once it has been submitted. To withdraw a complaint, the complainant must submit a written statement requesting to withdraw the complaint. The issues involved in the complaint should not be changed once the charge has been made, provided, however that the complaint may be revised to address issues arising during the investigation, which were not known to the complainant or to the college when the initial complaint was filed. 
   
   All participants involved in the formal hearing process shall maintain conidentiality to the greatest extent possible. Any additional investigation required during this stage shall be conducted by Human Resources and/or others as assigned by the president. 
2. Human Resources will: (1) receive and distribute the Formal Complaint form to the President and the accused; (2) assist with any additional investigation that may be required; (3) maintain permanent records relevant to the hearing; (4) notify all witnesses to appear at the hearing; (5) coordinate the hearing activities; (6) secure a court reporter, if necessary; (7) other duties as assigned by the president.
3. The complainant, as well as the accused, shall be permitted to have an attorney present during the hearing. Attorneys representing either party, however, shall not be allowed to participate directly in the hearing, but may offer advice to their respective clients. 
4. The Hearing Step shall include the following, and all parties shall adhere to the time constraints as set forth: 
   1. Following receipt of the Formal Complaint form, the president will appoint a hearing panel. 
   2. The hearing panel will have thirty (30) working days following date of receipt of Formal Complaint form, to conduct any additional investigation, study the complainant’s allegations, hold a formal hearing, and make a written report of indings and, if directed, recommendation(s) to the president. 
5. The president will have thirty (30) calendar days following date of receipt of the hearing panel’s report to make a inal decision on the matters addressed by the hearing panel. The president’s decision will be delivered to the complainant and the accused by certiied mail, hand delivery, or other suitable means.

Appeal to Accs

If, after exhausting all available institutional processes, a student’s complaint remains unresolved, the student may appeal to the Alabama Community College System using the System’s oficial Student Complaint Form or Online Student Complaint Form, each found on the ACCS website at www.accs.edu/student-complaints/. Students may submit completed complaint forms using one of the following options: 

1. Printing the form, signing it, and then either (1) scanning it and emailing it to complaints@accs.edu or (2) mailing it to: Alabama Community College System Attention: Division of Academic and Student Affairs P.O. Box 302130 Montgomery, AL 36130-2130 
2. Electronically submitting the form using the Online Student Complaint Form found on the ACCS website at www.accs.edu/student-complaints

The Division of Student Success will investigate the complaint.  

The institution which is the subject of complaint has 15 days to provide a written response to questions and/or concerns raised during the investigation. Such response may or may not contain a resolution.  

The Division of Student Success will adjudicate the matter within 30 business days of receipt of complaint and write a report or letter to the institution and student detailing corrective action, if any is necessary, or stating that the school has no violation of policies. 

If corrective action is needed the institution will have 30 days to comply or develop a plan to comply with the corrective action.  

The System Ofice will monitor the institution’s compliance to ensure the completion of any required corrective action. The decision made by ACCS is inal and cannot be appealed. 

The intent of Jefferson State Community College policy is to provide for prompt and thorough investigation of all complaints. The time limits set forth within the guidelines are subject to change at the discretion of the president to ensure a satisfactory conclusion to the investigation.  

Retaliation Prohibited

Retaliation against a student or employee for bringing a complaint of discrimination is prohibited. Such action shall be regarded as a separate and distinct cause for complaint. Retaliation is itself a violation of college policy and may be grounds for disciplinary action. 

NOTE: If the last day for iling a notice of appeal falls on either Saturday, Sunday, or a legal holiday, complainant will have until the close of normal business hours of the college on the irst working day following the ifteenth calendar day to file. Amended April 25, 2024 

Americans with Disabilities Act of 1990 

Jefferson State complies with the provisions of the Americans with Disabilities Act, which makes it illegal to discriminate against individuals with disabilities in employment, public accommodations, public services, transportation, and telecommunications.  

Title II of the Americans With Disabilities Act states, in part, that “no qualiied individual with a disability shall, by reason of such disability, be excluded from participation in or be denied the beneits of the services, programs, or activities of a public entity, or be subjected to discrimination by any such entity.”  

The College will provide reasonable accommodations for individuals with documented disabilities. To initiate a request for accommodations, employees should contact their supervisors, and students should contact the ADA Accommodations Ofice located in the Fitzgerald Student Center 300 at the Jefferson Campus, or the General Studies Building 120 at the Shelby-Hoover Campus. The ADA Accommodations Ofice staff will interview all students requesting accommodations, review all documentation submitted and will make a decision on the validity of the request for accommodations. Contact Anne Sherman, ADA Director, at (205) 856-6077 or ada@jeffersonstate.edu.  

Rehabilitation Act of 1973  

Jefferson State offers equal opportunity in its employment, admissions and educational programs and activities in compliance with Section 504 of the Rehabilitation Act of 1973.  

Harassment 

It is the policy of Jefferson State Community College that employees and students be provided a workplace and academic atmosphere free of harassment in any form. Such harassment is a violation of the Alabama Community College System Board of Trustees. Any practice or behavior that constitutes harassment or discrimination shall not be tolerated on any campus or site, or in any division or department by any employee, student, agent or non-employee on college property and while engaged in any institutionally sponsored activities. 

It is within this commitment of providing a harassment-free environment and in keeping with the efforts to establish an employment and educational environment in which the dignity and worth of members of the college community are respected, that harassment of students and employees is unacceptable conduct and shall not be tolerated at Jefferson State Community College.  

A nondiscriminatory environment is essential to the mission of Jefferson State Community College. A sexually abusive environment inhibits, if not prevents, the harassed individual from performing responsibilities as a student or employee. It is essential that institutions maintain an environment that affords equal protection against discrimination, including sexual harassment. Jefferson State Community College will take all steps necessary to ensure that harassment, in any form, does not occur. Employees and students who are found in violation of this policy shall be subject to discipline, up to and including termination, as appropriate to the severity of the offense. Employees and students of Jefferson State Community College shall strive to promote a college environment that fosters personal integrity where the worth and dignity of each human being is realized, where democratic principles are promoted, and where efforts are made to assist colleagues and students to realize their full potential as worthy and effective members of society. Administrators, professional staff, faculty, and support staff shall adhere to the highest ethical standards to ensure a professionally functioning institution and to guarantee equal educational opportunities for all students. 
Harassment can be deined as but is not limited to: 

• Disturbing conduct which is repetitive;
• Threatening conduct; 
• Intimidating conduct; 
• Inappropriate or offensive slurs, jokes, language, or other verbal, graphic, or other like conduct; 
• Unwelcome sexual advances, requests for sexual favors, or sexual based offenses;
• Assault;
• Repeated contact solicited during non-traditional business hours, which may be perceived as harassment by recipient unless it is speciically associated with work related duties.

Harassment of employees or students by non-employees is also a violation of this policy. 

Any employee who becomes aware of any such harassment shall report the incident(s) to his or her supervisor, Human Resources, or an appropriate college oficial. In response to every complaint, Jefferson State Community College will take prompt investigatory actions and corrective and preventative actions where necessary. An employee or student who brings such a complaint to the attention of Jefferson State Community College in good faith will not be adversely affected as a result of reporting the harassment.  

This policy encourages faculty, students, and employees who believe they have been the victims of harassment to contact the Jefferson State Community College Title IX Coordinator, Human Resources Director, or President at the institution within ten (10) days of the occurrence of the alleged incident. Any reprisals shall be reported immediately to the Title IX Coordinator, Human Resources Director, or President.  

Sexual Harassment

As required by Title IX of the Education Amendments of 1972, the College does not discriminate on the basis of sex in its education programs and activities. This includes discrimination affecting employees of the college and applicants for employment, students and applicants for admission, or Jefferson State Community College 2024-2025  members of the public. All members of the College community are expected to conduct themselves in a manner that does not infringe upon the rights of others, whether on college premises or at any College owned off campus location and while participating in any educational program or activity of the College.  

Sexual harassment, which includes sexual misconduct and sexual assault, is a form of sex discrimination, which is prohibited under Title IX of the Education Amendments of 1972 and the Violence Against Women Act. This policy is intended to reafirm the College’s commitment to address sexual harassment and take steps to prevent its reoccurrence and preserve or restore equal access to the College’s education programs and activities. Dating violence, domestic violence, and stalking may also be considered forms of sexual discrimination. Due to the seriousness of these offenses, the College has adopted speciic policies and procedures, outlined in this Student Handbook, employment policies, and https:// www.jeffersonstate.edu/titleix to address alleged instances of sexual harassment, sexual misconduct, sexual assault, dating violence, domestic violence, and stalking. The College believes that no person should bear the effects of sexual harassment alone. When such conduct occurs, the College’s paramount concern is for the safety and well-being of those impacted. To support and assist students, the College provides a range of resources that include a trained counselor. 

Under Title IX, individuals reporting allegations related to sexual harassment and/or sexual violence, have the right to a resolution of their complaint, to have the college conduct a prompt, thorough and impartial investigation, and to receive supportive measures to ensure the safety and wellbeing of the individuals involved and the college community.  

When allegations of sexual harassment and/or sexual violence in any form are brought to the attention of the Title IX Coordinator, and if a responding party is found to have violated this policy, serious sanctions will be used to prevent its reoccurrence. Jefferson State Community College does not tolerate or condone retaliation. Individuals wishing to report reporting sexual harassment and/or sexual violence and/or to make inquiries concerning the application of Title IX at the College may contact:  

Ms. Debbie Boone, Director of Human Resources 
Title IX Coordinator (Employees) 
111 George Wallace Hall 
2601 Carson Road 
Birmingham, Alabama 35215 
Phone: (205) 856-8598 
Email: debbie.boone@jeffersonstate.edu  

and/or  

Amanda Harbison, Vice President for Student Affairs 
and Enrollment Management 
Title IX Coordinator (Students) 
207 James B. Allen Library General Information  2601 Carson Road 
Birmingham, Alabama 35215 
Phone: (205) 856-7991 
Email: amanda.harbison@jeffersonstate.edu  

and/or 

Assistant Secretary 
U.S. Department of Education 
Ofice for Civil Rights 
Lyndon Baines Johnson Department of Education Building 400 Maryland Avenue, SW 
Washington, DC 20202-1100 
Telephone: (800) 421-3481 
Fax: (202) 453-6012; TDD: (800) 877-8339 
Email: OCR@ed.gov

Information regarding the Title IX Coordinator and their role will be provided to all faculty, staff, students, applicants for admissions, and applicants for employment. Also, this information is available on the College website https://www. jeffersonstate.edu/titleix under the Title IX webpage.  The U.S. Department of Education’s Ofice for Civil Rights (OCR) enforces, among other statutes, Title IX of the Education Amendments of 1972. Title IX protects people from discrimination based on sex in education programs or activities that receive Federal inancial assistance. Title IX states that: “No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the beneits of, or be subjected to discrimination under any education program or activity receiving Federal inancial assistance.”  

Definitions Relating to Sexual Harasssment

Many terms are used in the context of sexual harassment. The following will provide some common deinitions and examples.  

Actual knowledge: The notice of sexual harassment or allegations of sexual harassment to the Title IX Coordinator or any oficial of the College who has authority to institute corrective measures of behalf of the College shall be deemed actual knowledge on the part of the College.  

Complainant: is an individual who is alleged to be the victim of conduct that could constitute sexual harassment. For the purposes of this procedure a Complainant may be an individual applying for admission or employment, an employee, a student or an individual otherwise participating in or attempting to participate in the College’s education programs and activities.  

Respondent: is an individual who has been reported to be the perpetrator of conduct that could constitute sexual harassment.  

Formal complaint: is a document iled by the complainant or signed by the Title IX Coordinator alleging sexual harassment against a respondent and requesting that the College investigate the allegation of sexual harassment. Note: At the time of iling a formal complaint, a complainant must be participating in or attempting to participate in an educational program or activity of the College at which the formal complaint is iled.  

Consent: “Consent” must be informed, voluntary, and mutual and can be withdrawn at any time. There is no consent when there is force, expressed or implied, or when coercion, intimidation, threats, or duress is used. Whether or not a person has taken advantage of a position of influence over another person may be a factor in determining consent. Silence or absence of resistance does not imply consent. Past consent to sexual activity with another person does not imply ongoing future consent with that person or consent to that same sexual activity with another person.  

Incapacitation: An individual who is incapacitated is unable to give consent to sexual contact. States of incapacitation include sleep, unconsciousness, intermittent consciousness, intoxication, or any other state where the individual is unaware that sexual contact is occurring or is otherwise unable to give informed and voluntarily consent. Incapacitation may also exist because of a mental or developmental disability that impairs the ability to consent to sexual contact. Example: A person who is taking pain medication and falls asleep under the influence of the medication can be incapacitated and not be able to give consent to sexual contact.  

Sexual Misconduct: Committing sexual abuse, sexual assault, sexual harassment, sexual exploitation, or statutory rape, as deined below or under Alabama state law.  

Harassment: The striking, shoving, kicking, or otherwise touching or making physical contact in regard to another for the purpose of harassing, annoying or alarming; and/or directing abusive or obscene language or making an obscene gesture toward someone for the purpose of harassing, annoying, or alarming. Example: Making or using persistent derogatory comments, epithets, or slurs that place a person in a hostile or fearful environment or where the person’s safety is in jeopardy.  

Sexual harassment: Conduct on the basis of sex that satisies one or more of the following: 

• A school employee conditioning education beneits on participating in unwelcome sexual conduct (i.e. quid pro quo); 
• Unwelcomed conduct that a reasonable person would determine is so severe, pervasive, and objectively offensive that it effectively denies a person equal access to the school’s education program or activity; or •    Stalking, dating violence, or domestic violence.

Definitions of Sexually Based Offenses 

Domestic Violence: 

Includes felony or misdemeanor crimes of violence committed by a current or former spouse of the victim, by a person with whom the victim shares a child in common, by a person cohabitating with or has cohabitated with the victim as a spouse, 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 jurisdiction (34 U.S.C.12291(a)(8).  

In Alabama, domestic violence includes felony and misdemeanor crimes of violence committed by a current or former spouse, parent, child, any person with whom the defendant has a child in common, a present or former household member, or a person who has or had a dating or engagement relationship with the defendant (Alabama Code Section 13A, Article 7 Domestic Violence in 1st, 2nd, and 3rd Degrees).  

Dating Violence: Means violence committed by a person: 

1. Who is or has been in a social relationship of a romantic or intimate nature with the victim; and 
2. Where the existence of such a relationship will be determined based on a consideration of the following factors:
   • the length of the relationship,
   • the type of relationship,
   • the frequency of interaction between the persons involved in the relationship (34 U.S.C.12291(a) (10).

In Alabama, dating violence is covered under Alabama Code Section 13A, Article 7 Domestic Violence in 1st, 2nd, and 3rd Degrees. 

Stalking: Means engaging in a course of conduct directed at a speciic person that would cause a reasonable person to a) fear for his or her safety or the safety of others; or b) suffer substantial emotional distress 34 U.S.C.12291(a)(30).  

In Alabama, stalking is when a person intentionally and repeatedly follows or harasses another person and who makes a threat, either expressed or implied, with the intent to place that person in reasonable fear of death or serious bodily harm (13A-6-90 Stalking in the irst degree) or a person who, acting with an improper purpose, intentionally and repeatedly follows, harasses, telephones, or initiates communication, verbally, electronically, or otherwise, with another person, any member of the other person’s immediate family, or any third party with whom the other person is acquainted, and causes material harm to the mental or emotional health of the other person, or causes such person to reasonably fear that his or her employment, business, or career is threatened, and the perpetrator was previously informed to cease that conduct (Section 13A-6-91 Stalking in the second degree).  

Sexual Assault: Means an offense classiied as a forcible or nonforcible sex offense under the uniform crime reporting systems of the Federal Bureau of Investigation 20 U.S.C.1092 (f)(6)(A)(v). 

Victims Option to Report  
Students and employees who are victims of crime including rape, acquaintance rape, domestic violence, dating violence, sexual assault, or stalking, are encouraged by the College to report but do have the option not to report the incident to campus law enforcement, or local law enforcement. In those cases, the victim may still seek assistance conidentially from the following agencies or any other victim service agency of his/her choosing:  

Resources for Sexual Assault Victims in Jefferson County and St. Clair County  

Birmingham Crisis Center (Rape Response) is available for victims of sexual abuse 24 hours a day, 7 days a week. Services provided by Rape Response include mental health counseling and evidence collection. Services are available to victims whether or not the victim decides to contact law enforcement. All services are free and conidential.  

Phone number: (205) 323-7777 
Address: 3600 8th Avenue South, Birmingham, Alabama 35222  

Resources for Sexual Assault Victims in Shelby County and Chilton County  
Safe Shelby (Rape Response) is available for victims of sexual abuse 24 hours a day, 7 days a week. Services provided by Rape Response include mental health counseling and evidence collection. Services are available to victims whether or not the victim decides to contact law enforcement. All services are free and conidential. 

Phone number: (205) 669-7233 
Address: P.O. Box 620 Columbiana, Alabama 35051  
 

Formal Complaint Process

1. Initial Steps
   Any student or employee of the College or applicant for employment or admission who has a complaint against a student or a member of the College faculty, staff, or administration concerning sexual harassment (Title IX of the Educational Amendments of 1972) or has knowledge of any conduct constituting sexual harassment in an educational program or activity of the College or which occurred on property owned by the College or controlled by the College should report the complaint to the campus Title IX Coordinator at www. jeffersonstate.edu/titleix. An educational program or activity of the College includes, but is not limited to locations, events or circumstances over which the College exercised substantial control over both the respondent and the context in which the sexual harassment occurs, and also includes buildings owned or controlled by a student organization that is oficially recognized by the College. 
2. Reporting a Complaint
   Any individual may report sexual harassment incident to Title IX Coordinator in person, by email, by telephone, or in writing. The report must include the names of the Complainant(s) and Respondent(s), approximate date of incident, facts of the incident, and contact information for the person submitting the complaint.  
   
   The Title IX Coordinator will respond in writing to the person submitting the complaint as soon as practicable, but not exceeding ive (5) business days. If the person submitting the complaint is not the Complainant, the Title IX Coordinator will also contact the Complainant within ive (5) business days. 
   
   If after a discussion with the Complainant, the Title IX Coordinator determines that the complaint does not qualify as a Title IX Complaint, the Title IX Coordinator will notify the Complainant in writing and may redirect the Complaint to the appropriate committee.  
   
   If after a discussion between the Complainant and the Title IX Coordinator, the Title IX Coordinator determines that the complaint meets the criteria of a Title IX Complaint and the Complainant requests to ile a formal complaint, the Title IX Coordinator will initiate the formal complaint process.  
3. Supportive Measures
   Supportive measures means non-disciplinary, non-punitive individualized services offered as appropriate, as reasonably available, and without fee or charge to the complainant or the respondent before or after the iling of a formal complaint or where no formal complaint has been iled. Such measures are designed to restore or preserve equal access to the College’s education program or activity without unreasonably burdening the other party, including measures designed to protect the safety of all parties or the College’s educational environment, or deter sexual harassment. Supportive measures may include counseling, extensions of deadlines or other course-related adjustments, modiications of work or class schedules, campus escort services, mutual restrictions on contact between the parties, changes in work or housing locations, leaves of absence, increased security and monitoring of certain areas of the campus, and other similar measures. The College must maintain as conidential any supportive measures provided to the complainant or respondent, to the extent that maintaining such conidentiality would not impair the ability of the College to provide the supportive measures. The Title IX Coordinator is responsible for coordinating the effective implementation of supportive measures.  
   
   Supportive measures will be offered to the Complainant within ive (5) business days of receipt of the complaint.  
   
   Supportive measures will be offered to the Respondent simultaneously with the Notice of Allegations. 
4. Standard of Evidence for Determining Responsibility
   For the purposes of College Title IX procedures, the College will use a “preponderance of evidence” standard for determining responsibility. Preponderance of the Evidence means evidence which is of greater weight or more convincing than the evidence which is offered in opposition to it; that is evidence which as a whole shows that the fact sought to be proved is more probable than not. 
5. Formal Complaint Process 
   A formal complaint must be submitted in electronic (email) or written format to the Title IX Coordinator and must be signed by the Complainant. In the event that under the circumstances a formal complaint should be pursued notwithstanding a Complainant’s desire not to ile a formal complaint, the Title IX Coordinator may sign the complaint. The complaint must include the following: 
   • the date of the original complaint, 
   • names of Complainant and Respondent, 
   • facts and description of the complaint, and 

   • the request to investigate complaint.

     A Complainant must be participating in or attempting to participate in a College sponsored program or activity at the time the complaint is iled.  

6. Dismissal of Formal Complaint 
   The College may dismiss a formal complaint or allegations therein if: 
   • the Complainant informs the Title IX Coordinator in writing that the Complainant desires to withdraw the formal complaint or allegations therein, 
   • the Respondent is no longer enrolled or employed by the school, or 
   • specific circumstances prevent the school from gathering suficient evidence to reach a determination.
     
     The College must dismiss a formal complaint or allegations therein if: 
      
   • the allegations do not meet the deinitions of sexual harassment
   • the alleged conduct did not occur within the United States, or 
   • the alleged conduct did not occur within a College sponsored program or activity.
     
     If the College determines the formal complaint or allegations therein will be dismissed, the Title IX Coordinator will provide written notice to both parties of the dismissal of allegations, and the reason for dismissal within ive (5) business days of the decision to dismiss the complaint and the Complainant’s right to appeal, if applicable.  
7. Notice of Allegations
   The Title IX Coordinator will provide simultaneous written notice of allegations, including suficient details, and intent to investigate to the Complainant and Respondent no later than ten (10) calendar days after receipt of the formal complaint. The Title IX Coordinator will also provide both parties with the formal complaint, grievance and appeal process, possible sanctions and remedies, and availability of advisors. The written notice shall include a statement that the respondent is presumed not responsible for the alleged conduct, that the parties and their advisors may review and inspect evidence, and advise the parties of the provisions of the College Code of Conduct relating to making false statements or submitting false information during the grievance process.  
   
   The Title IX Coordinator will additionally notify the Title IX investigator of the pending investigation and provide a copy of the formal complaint.  
8. Advisors
   In addition to providing the Complainant and Respondent with written notice of allegations and Intent to investigate, the Title IX Coordinator will inform the parties of the availability of advisors. Both parties shall have the right to retain, at the respective party’s own cost, the assistance of legal counsel or other personal representative advisor. In the alternative, either or both parties may also request an advisor provided by the College.  
   
   Only an advisor may conduct cross-examination during the live hearing.  
9. Investigation Procedure 
   The Title IX investigator is responsible for conducting an investigation of the submitted formal complaint. The Title IX investigator will have received Title IX investigator training within the current academic year. 
   The burden of proof and the burden of gathering evidence suficient to reach a determination regarding responsibility rest on the College and not on the parties.  
   
   The Title IX investigator will notify the Complaint and Respondent in writing of the intent to investigate within ive (5) business days of receipt of the formal complaint and will commence interviews within ten (10) business days or receipt of the formal complaint. The Title IX investigator will notify the Complainant and Respondent and their respective advisors in writing of all individuals the investigator intends to interview. Either party may identify other witnesses with relevant information for interview or other evidence for review by the investigator.
   
   The Title IX investigator will conduct a factual investigation of the formal complaint and shall research applicable statutes, regulations, and/or policies, if any. The Title IX investigator will notify any interviewees in writing of the intent to interview. Interviewees will have at least ive (5) business days’ notice of an interview. Notice will include the participants, date, place, purpose, and time of the interview. 
   
   The College will provide an equal opportunity for the parties to present witnesses, including fact and expert witnesses, and other inculpatory (tending to establish fault or guilt) and exculpatory (clearing or tending to clear from alleged fault or guilt) evidence. Creditability determinations may not be based on a person’s status as a complainant, respondent or witness.  
   
   The College will provide the parties with the same opportunities to have others present during any grievance proceeding, including the opportunity to be accompanied to any related meeting or proceeding by the advisor of their choice, who may be, but is not required to be, an attorney, and not limit the choice or presence of advisor for either the complainant or respondent in any meeting or grievance proceeding; however, the College may establish restrictions regarding the extent to which the advisor may participate in proceedings, as long as the restrictions apply equally to both parties. 
    
   The College will provide both parties an equal opportunity to inspect and review any evidence obtained as part of the investigation that is directly related to the allegations raised in a formal complaint, including the evidence upon which the College does not intend to rely in reaching a determination regarding responsibility and inculpatory or exculpatory evidence whether obtained from a party or other source, so that each party can meaningfully respond to the evidence prior to conclusion of the investigation. 
   
   The College will make all such evidence subject to the parties’ inspection and review available at any hearing to give each party equal access opportunity to refer to such evidence during the hearing, including for purposes of cross-examination. 
   
   Prior to the completion of the investigative report, the Title IX investigator will submit all reviewed evidence to the Title IX Coordinator. 
   
   The Title IX Coordinator will provide copies of all evidence reviewed during the investigation to the Complainant, Respondent, and their respective advisors. All parties will have ten (10) business days to review the evidence and respond in writing to the Title IX Coordinator.  
   
   Subsequent to the ten (10) business day review period, the Title IX Coordinator will direct any responses from the Complainant, Respondent, or their respective advisors to the Title IX Investigator for additional review. The Title IX Investigator will submit a inal report and the reviewed evidence to the Title IX Coordinator. At least 10 days prior to the live hearing, the Title IX Coordinator will simultaneously provide the Complainant, Respondent, their respective advisors, with the inal report and all reviewed evidence for their review and written response. The Title IX Coordinator will select a Hearing Decision Maker(s) to conduct the live hearing. The Hearing Decision Maker(s) shall be provided a copy of the investigative report and reviewed evidence.  
10. Live Hearing Procedure
    Upon completion of the inal investigative report, the Hearing Decision Maker(s) will schedule a live hearing. The Hearing Decision Maker(s) will have completed Decision Maker training during the current academic year. If there are multiple Hearing Decision Makers, one shall be designated as the Primary Decision Maker. The Hearing Decision Maker(s) will notify the Complainant, Respondent, their respective advisors, Title IX Coordinator, Title IX Investigator, and witnesses named in the inal report of the live hearing date. The live hearing date must provide the Complainant, Respondent, and their respective advisors with no less than ten (10) business days to review the inal investigative report and all supporting evidence. (NOTE: A Hearing Oficer may be utilized in addition to the Hearing Decision Maker(s).)  
    
    The hearing must be a live, recorded hearing with the opportunity for both advisors to conduct cross-examinations. The hearing shall be recorded by either a court reporter or on audio or videotape or by other electronic recording medium. In addition, all items offered into evidence by the parties, whether admitted into evidence or not, shall be marked and preserved as part of the hearing record.  
    
    Upon request, the Complainant and Respondent may participate in the hearing via on-campus video conferencing provided that all parties, including the Decision Makers, are able to see and hear the party or witness answering questions in real-time.  
    
    The Hearing Decision Maker(s), Complainant, Respondent, and their respective advisors will attend the hearing. The Title IX investigator, Title IX Coordinator and witnesses will be called to provide testimony if requested by the Hearing Decision Maker(s), parties or their respective advisors. 
    If a party does not have an advisor present at the live hearing, the College shall provide without fee or charge to that party, an advisor of the College’s choice, who may be, but is not required to be an attorney. Neither party may dismiss a College- appointed advisor.  
    
    The hearing process will consist of: 
    • Opening statement by Hearing Decision Maker (or Primary Decision Maker) 
    • Review of hearing procedures, formal complaint and notice of allegations by Hearing Decision Maker (or Primary Decision Maker)
    • Review of potential hearing outcomes and sanctions by Hearing Decision Maker (or Primary Decision Maker) 
    • Complainant Testimony 
    • Cross-examination of Complainant by Respondent advisor 
    • Testimony of Witnesses of Complainant
    • Cross-examination of Complainant Witnesses by Respondent advisor 
    • Respondent Testimony
    • Cross-examination of Respondent by Complainant advisor 
    • Witnesses of Respondent Testimonies 
    • Cross-examination of Respondent Witnesses by Complainant advisor 
    • Decision Maker inquiries 
    • Review of appeal process by Hearing Decision Maker (or Primary Decision Maker) 
    • Closing statement by Hearing Decision Maker (or Primary Decision Maker) 
    • Dismissal of parties 

    • Decision Maker deliberations
      
      At the hearing, the Hearing Decision Maker (or Primary Decision Maker) shall read the hearing procedures, notice of allegations, formal complaint, potential hearing outcomes, and potential sanctions. After the Hearing Decision Maker (or Primary Decision Maker) concludes opening statements, the Complainant shall have the opportunity to present such oral testimony and offer such other supporting evidence as deemed relevant to the formal complaint. Subsequent to Complainant testimony, the Respondent advisor may conduct cross-examination. The Decision Makers may question the Complainant after the cross-examination.  

      The Complainant may call witnesses to provide testimony as deemed appropriate to the formal complaint. The Respondent advisor may conduct cross-examination of the witnesses. The Decision Maker(s) may question the witnesses after the cross- examination. 
       
      The Respondent shall then be given the opportunity to present such testimony and offer such other evidence as deemed relevant to the Respondent’s defense against the formal complaint. Subsequent to Respondent testimony, the Complainant advisor may conduct cross-examination. The Decision Maker(s) may question the Respondent after the cross-examination. 
      The Respondent may call witnesses to provide testimony as deemed appropriate to the formal complaint. The Complainant advisor may conduct cross-examination of the witnesses. The Decision Maker(s) may question the witnesses after the cross- examination.  
      
      Only relevant cross-examination and other questions may be asked of a party or witness.  
      
      During cross-examination, the advisor will pose each question orally to the Hearing Decision Maker(s). The Hearing Decision Maker (or Primary Decision Maker) will determine if the Complainant, Respondent, or witnesses may respond to the question. If the Hearing Decision Maker (or Primary Decision Maker) determines that the question is not relevant, the Hearing Decision Maker (or Primary Decision Maker) will explain the rationale for dismissing the question. Rape shield protection is provided for Complainants, which deems irrelevant questions and evidence about a Complainant’s prior sexual behavior unless offered to prove that someone other than the Respondent committed the alleged misconduct or if the questions and evidence concern specific incidents of Complainant’s prior sexual behavior with respect to the Respondent and offered to prove consent.  
      
      If a witness or party is not available or otherwise refuses to attend the hearing or attends but declines cross-examination, the statements of that witness or party, whether given during the investigation or the hearing, may be considered by the Hearing Decision Makers in reaching a determination regarding responsibility. The Hearing Decision Maker(s) shall not draw an inference about the determination regarding responsibility based solely on a party or witness’s absence from the live hearing or refusal to answer cross-examination or other questions.  
      
      Upon conclusion of the presentation of the evidence and cross-examinations, the Hearing Decision Maker (or Primary Decision Maker) shall read the appeal process and closing statements. The Complainant, Respondent, their respective advisors and all witnesses shall be dismissed. 
      
      The Hearing Decision Maker(s) will deliberate to determine if the Respondent is deemed responsible and submit a written hearing report which contains: 

    • identiication of the allegations potentially constituting sexual harassment; 
    • a description of the procedural steps taken from the receipt of the formal complaint through determination, including any notiications to the parties, interviews with parties and witnesses, site visits, methods used to gather other evidence, and hearings held; 
    • indings of fact supporting the determination; 
    • conclusions regarding the application of the College’s code of conduct to the facts;
    •  a statement of, and rationale for, the result as to each allegation, including a determination regarding responsibility, any disciplinary sanctions the College imposes on the respondent, and whether remedies designed to restore or preserve equal access to the College’s education program or activity will be provided by the College to the complainant; and 

    • the College’s procedures and permissible bases for the complainant and respondent to appeal
      
      The Hearing Decision Maker (or Primary Decision Maker) will submit the hearing report to the Title IX Coordinator within ten (10) business days of the live hearing. 
      
      The Title IX Coordinator will submit the hearing report simultaneously to the Complainant, Respondent, and their respective advisors within three (3) business days of receipt of the hearing report.  
      
      The College must provide the written determination to the parties simultaneously. The determination regarding responsibility becomes inal either on the date that the College provides the parties with the written determination of the result of the appeal, if an appeal is iled, or if an appeal is not iled, the date on which an appeal would no longer be considered timely.  

      The Title IX Coordinator will retain the recording of the hearing, the hearing report, the investigative report, and all evidence obtained during the investigation and all evidence offered at the hearing.  

11. Appeal Procedure 
    Appeals of a determination regarding responsibility and from the College’s dismissal of a formal complaint or any allegations therein are available to both parties on the following grounds:  
    
    (1) procedural irregularity that affected the outcome of the matter; (2) new evidence that was not reasonably available at the time the decision regarding responsibility or dismissal was made, that could affect the outcome; and/or (3) the Title IX Coordinator, Investigator, or a Decision Maker had a conflict of interest or bias that affected the outcome. 
    
    The President of Jefferson State Community College or his/her designee shall be the appeal authority in upholding, rejecting, or modifying the recommendations of the Hearing Decision Maker(s). The President or his/her designee shall not be bound in any manner by the recommendation(s) of the Hearing Decision Maker(s), but shall take it (them) into consideration in rendering his/her decision.  
    
    Either party may ile a written request with the President requesting that the President (or his/her designee) review the decision of the Hearing Decision Maker(s). The written request must be iled within ten (10) business days following the party’s receipt of the hearing report. If the appeal is not iled by the close of business on the tenth (10th) business day following the party’s receipt of the report, the party’s opportunity to appeal shall have been waived. 
    
    As to all appeals, the College will: 
    • notify the other party in writing when an appeal is iled and implement appeal procedures equally for both parties; 
    • ensure that the decision-maker(s) for the appeal is not the same person as the decision-maker(s) that reached the determination regarding responsibility or dismissal, the investigator(s), or the Title IX Coordinator. 
    • ensure the decision-maker(s) for the appeal complies with the standards set for in 34 C.F.R. § 160.45(b)(iii); 
    • give both parties a reasonable, equal opportunity to submit a written statement in support of, or challenging, the outcome; 
    • issue a written decision describing the result of the appeal and the rationale for the result; and 
    • provide the written decision simultaneously to both parties.
      
      A decision on a party’s appeal shall be rendered within 30 calendar days of the initiation of the appeals process. The time for decision may be extended for exigent circumstance or as may be otherwise agreed by the parties. 
       
      If the Complainant is also an employee of the College, the individual may also ile a claim with the Equal Employment Opportunity Commission within 180 days of the alleged discriminatory act. 
      
      Informal Resolution
      
      The College may not require as a condition of enrollment or continuing enrollment, or employment or continuing employment, or enjoyment of any other right, waiver of the right to an investigation and adjudication of formal complaints of sexual harassment consistent with this section. Similarly, the College may not require the parties to participate in an informal resolution process under this section and may not offer an informal resolution process unless a formal complaint is iled. However, at any time prior to reaching a determination regarding responsibility the College may facilitate an informal resolution process, such as mediation, that does not involve a full investigation and adjudication, provided that the College does the following: 
       
      1. provides to the parties a written notice disclosing: the allegations, the requirements of the informal resolution process including the circumstances under which it precludes the parties from resuming a formal complaint arising from the same allegations, provided, however, that at any time prior to agreeing to a resolution, any party has the right to withdraw from the informal resolution process and resume the grievance process with respect to the formal complaint, and any consequences resulting from participating in the informal resolution process, including the records that will be maintained or could be shared; 
      2. obtains the parties’ voluntary, written consent to the informal resolution process; and 
      3. does not offer or facilitate an informal resolution process to resolve allegations that an employee sexually harassed a student.
         
         (NOTE: adopting an Informal Resolution Process is optional.)  
12. Retaliation Prohibited
    Neither the College nor other person may intimidate, threaten, coerce, or discriminate against any individual for the purpose interfering with any right or privilege secured by Title IX, or because the individual has made a report or complaint, testiied, assisted, or participated in any manner an investigation, proceeding, or hearing conducted under this policy. Complaints alleging retaliation may be iled according to the grievance procedures included in the formal complaint process. The College shall keep conidential the identity of any individual who has made a report or iled a formal complaint of sexual harassment, any complainant, any individual who has been reported to be the perpetrator of sex discrimination, any respondent, and any witness except as may be permitted by FERPA statute, 20 U.S.C. 1232g or FERPA regulations, 34 CFR part 99, or as required by law, or to carry out the purposes of 34 CFR part 106, including the conduct of any investigation, hearing, or judicial proceeding arising thereunder. 
13. Range of Possible Sanctions
    On final determination of responsibility the following sanctions may be imposed against a respondent:  
    
    Sanctions for Title IX sexual harassment may range from intensive educational sanctions (e.g., extended mandated training or professional coaching) to disciplinary sanctions such as temporary or permanent separation from the College (e.g., suspension or expulsion for students, or unpaid leave of absence or termination for employees). The range of sanctions described here is not exclusive of, and may be in addition to, other responsive interventions or other actions undertaken by the College or imposed by outside authorities.  
    
    For Individuals other than employees or students: 
    1. A no trespass order may be issued for individuals who have been accused of and/or found in violation of sexual harassment. 
    2. A no contact order may be issued for individuals who have been accused of and/or found in violation of sexual harassment.
       
       At any time in the grievance process the College may impose a temporary delay or limited extension of time frames for good cause with written notice to the complainant and the respondent of the delay or extension and the reasons for the action. Good cause may include considerations such as the absence of a party, a party’s advisor, or a witness, concurrent law enforcement activity, or the need for language assistance or accommodation of disabilities. 
       
       Neither the College assigned Investigator or Decision Makers and any person who facilitates an informal resolution process shall require, rely upon, or otherwise use questions or evidence that constitute or seek disclosure of information protected under a legally recognized privilege, unless the person holding such privilege has waived the privilege.  
       
       The College’s Title IX Coordinators, Investigators, Decision Makers shall all have received training for their respective roles prior to participating in a Title IX Complaint or grievance process. All materials used to train the Title IX Coordinators, Investigators, Decision Makers and any person who facilitates an informal resolution process may be found on the College’s website at https://www.jeffersonstate.edu/titleix under the Title IX webpage. 
       
       Employee Complaints
       This policy is intended to cover employee complaints related to discrimination, harassment, hostile work environment, ethical concerns, and other legal-related matters against any person associated with an ACCS entity. This policy does not cover general workplace grievances, conduct, or professionalism, which are addressed by Policy 620.01 or complaints of sexual harassment, which are covered in Policy 620.03. This policy does not apply and cannot be used against a President.  
       
       Any employee who believes he/she has been subjected to or observed: 
       • discrimination based on race, color, national origin, religion, marital status, disability, sex, age or any other protected class as deined by federal and state law, 
       • harassment in forms other than sexual, 
       • hostile work environment,
       • ethical violations or similar concerns, 
       • criminal acts, 
       • ACCS, College, or Chancellor policy or procedure violations, 

       • or other legal-related issues, by any person associated within the ACCS entity (other than a President), shall report the action immediately, and in no event less than ten (10) calendar days following the event, to the Title IX Coordinator, Human Resources Director, or President. In conjunction with the report, the employee shall provide a written statement, as well as any evidence the employee believes substantiates the complaint, and shall be required to assist in an appropriate investigation.
         
         The College shall designate an appropriate person to review and investigate the matter and may engage legal counsel for this purpose, as determined by the President. All college employees are expected to cooperate with college oficials who are given the responsibility of investigating complaints of discrimination, harassment, hostile work environment, ethical concerns, and other legal-related matters, including sexual harassment. This review and investigation shall be conducted promptly and within 45 calendar days if practical, but not later than 60 days, unless this period is extended by agreement of the complaining and responding parties. The President or his/ her designee shall issue a written response to the reporting employee within 15 calendar days if practical, but not later than 30 days unless this period is extended by agreement of the complaining and responding parties; once the review and investigation has been completed, and this written response shall be final.  

         An employee who brings a good faith complaint under this policy shall not be retaliated against in any manner. Any employee who retaliates against an employee for making a good faith complaint under this policy will be disciplined. 
         
         Employee Grievances 
         This policy is intended to cover grievances between and amongst employees of an ACCS entity about general workplace issues, conduct, or professionalism. This policy does not apply and cannot be used against a President. This policy is not intended to cover complaints regarding discrimination, harassment, hostile work environment, ethical concerns, or other legal-related matters. 
         
         Any employee who claims a grievance (or who is reporting an observed grievance) must ile a written statement within 10 calendar days from the date of the alleged incident, otherwise the grievance will not be reviewed under this policy. Oral grievances do not comply with this policy. The written statement must be iled with the complaining employee’s direct supervisor, unless the direct supervisor is the person about whom the grievance is lodged. In such cases, the employee must ile the statement with the next supervisor in line. The supervisor (or other person receiving a written grievance) will notify HR personnel and/or the President as appropriate.  
         
         The supervisor, or other person appointed to address the grievance, must review the written statement and conduct an investigation of the claims within 45 calendar days (or as otherwise agreed), and then make a written report of indings with recommendations within 60 calendar days of receipt of the grievance. The report must be given to the President, the complaining employee, and the person about whom the grievance is lodged. The complaining employee or the person about whom the grievance is lodged has 5 calendar days from receipt of the written report to provide speciic written objections to the report of indings with recommendations to the President, which will be considered by the President or his/ her designee before issuing a inal decision. This decision shall be final.  
         
         An employee who brings a good faith grievance under this policy shall not be retaliated against in any manner. Any employee who retaliates against an employee for making a good faith grievance under this policy will be disciplined.  
         
         The President’s decision will be inal.  
         
         NOTE: If the last day for iling a notice of appeal falls on a Saturday, Sunday, or a legal holiday, the appealing party will have until 5:00 p.m. the irst working day following to file.  

Alabama Community College System Student Appeal Process 

 In 2015, the Alabama Legislature vested oversight of the state’s public two-year institutions of higher education (known as the Alabama Community College System (ACCS) with the Alabama Community College System Board of Trustees. The Alabama Legislature further directed the Board of Trustees to delegate to the System’s Chancellor the authority to act and make decisions concerning the management and operation of the community and technical colleges. The Chancellor is assisted in these duties by the staff of the System Ofice, formerly known as the Alabama Department of Postsecondary Education. Consumer and student complaints that are not resolved at the institutional level are thus arbitrated at the state level by the ACCS System Ofice.  

The ACCS is committed to respecting and supporting the work of its member institutions and to providing a quality educational experience for all students. The objective of the student complaint process is to ensure that the concerns and complaints of students are addressed fairly and are resolved promptly. The Alabama Community College System requires each institution to establish its own procedures to address student grievances and complaints. A student must exhaust his/ her rights under the institution’s oficial complaint/grievance policy before advancing any complaint to the System Ofice of Alabama Community College System. Students may ile consumer/student complaints with the Alabama Community College System by following these procedures: 

1. If, after exhausting all available institutional processes, a student’s complaint remains unresolved, the student may appeal to the Alabama Community College System using the System’s oficial Student Complaint Form or Online Student Complaint Form, each found on the ACCS website at www.accs.edu/student-complaints/. Students may submit completed complaint forms using one of the following options: 
   1. Printing the form, signing it, and then either (1)    scanning it and emailing it to complaints@ accs.edu or (2) mailing it to: Alabama Community College System Attention: Division of Academic and Student Affairs P.O. Box 302130 Montgomery, AL 36130-2130 
   2. Electronically submitting the form using the Online Student Complaint Form found on the ACCS website at www.accs.edu/student- complaints 
2. The Division of Student Success will investigate the complaint. 
3. The institution which is the subject of complaint has 15 days to provide a written response to questions and/or concerns raised during the investigation. Such response may or may not contain a resolution. 
4. The Division of Student Success will adjudicate the matter within 30 business days of receipt of complaint and write a report or letter to the institution and student detailing corrective action, if any is necessary, or stating that the school has no violation of policies. 
5. If corrective action is needed the institution will have 30 days to comply or develop a plan to comply with the corrective action.
6. The System Ofice will monitor the institution’s compliance to ensure the completion of any required corrective action.
7.  The decision made by ACCS is inal and cannot be appealed.

Aids Policy

 Students or employees infected by AIDS or who are HIV positive will not be excluded or dismissed from enrollment or employment, nor shall they be restricted in their access to services or facilities on the basis of these conditions.  

Computer Crime Act

The provisions of the Alabama Computer Crime Act are applicable at Jefferson State Community College. This act provides for criminal prosecution of any persons who knowingly, willingly and without authorization destroy or manipulate intellectual property. The act in its entirety is available in the ofice of Human Resources. 

Policies and Procedures for Information Technology Resources and Systems 

Jefferson State Community College acknowledges that Information Technology (IT) resources and services are essential for support of the College’s instructional and administrative service functions. Policies and procedures relating to the following aspects of Information Technology usage are published in the Catalog and Student Handbook: Information Technology Resources Allocation; Responsible Computing and Acceptable Use; Internet Use; Email Policies and Guidelines; and Telecommunications Facilities. (See Policies and Procedures for Information Technology Resources and Systems in the “Student Handbook” section of the Catalog and Student Handbook.)  

Digital Millenium Copyright Act Peer-To-Peer File Sharing Policy 

Copying, distributing, and downloading copyrighted materials, including music, videos, and games for which you do not have the owner’s (copyright holder’s) permission are a violation of federal law. Compliance with federal copyright law is expected of all students, faculty, and staff. Federal law provides severe penalties for the unauthorized reproduction, distribution, or digital transmission of copyrighted materials.  

Penalties for copyright infringement include civil and criminal penalties. In general, anyone found liable for civil copyright infringement may be ordered to pay either actual damages or “statutory” damages afixed at not less than $750 and not more than $30,000 per work infringed. For “willful” infringement, a court may award up to $150,000 per work infringed. A court can, in its discretion, also assess costs and attorneys’ fees. Willful copyright infringement can also result in criminal penalties, including imprisonment of up to five (5) years and fines up to $250,000 per offense. The FBI investigates allegations of criminal copyright infringement.  

Faculty, staff, students and afiliates using college infrastructure are required to comply with U.S. copyright laws. The college reserves the right to remove or limit access to material posted on college-owned computers if it is alleged that U.S. copyright laws have been violated. If the college determines that U.S. copyright laws have in fact been violated, the infringing material will be permanently removed. 

Reporting Infringement

In accordance with the Digital Millennium Copyright Act (DMCA), all claims of infringement must be in writing and include:

1. A physical or electronic signature of the copyright owner or person designated to act on his/her behalf;
2. Identiication of the allegedly infringed copyrighted work, including: 
   1. Identity of the copyright owner, if not the complainant; 
   2. Contact information for the complainant or person designated to act on his/her behalf, including address, telephone number and, if available, email address; 
   3. Citation of the copyrighted work (author/creator, title/description, copyright date); 
   4. Statement of copyright ownership. 
3. Identiication of the host Web site and suficient information to locate it including: 
   1. URL (Web address) 
   2. Date, time, and time zone the Web site was observed; 
4. The complainant must provide: 
   1. A statement that the complainant has a good faith belief that the use of the material is not authorized by the copyright owner or the law; 
   2. A statement that the information in the notiication is accurate and, under penalty of perjury, that the complainant is authorized to act on behalf of the copyright owner.

Response to Allegations of Online Copyright Infringement

Distribution of copyrighted material, including music, games, and movies, for which you do not have the owner’s permission is a violation of federal law and college policy. Popular ile-sharing programs, such as KaZaA, LimeWire, Grokster, and Morpheus, commonly share downloaded music, movie and other iles from your computer with users worldwide if you do not take speciic actions to prevent this. Copyright holders and their agents frequently scan colleges’ networks for copyrighted materials (especially music, games, or movies) that are available to others from computer systems on the college network. The Digital Millennium Copyright Act (DMCA) provides procedures that may be used by an Internet Service Provider (ISP) in dealing with claims of copyright infringement. As part of its compliance with federal copyright law, the College has designated a DMCA Agent who responds to bona ide notices of copyright violations as follows. As part of its response: 

1. The college DMCA Agent or his designee assesses the DMCA Notice to ensure that it conforms to the statutory requirements. 
2. The college DMCA Agent or his designee requests that IT staff identify the individual responsible for possible copyright-infringement using the Internet location of the allegedly infringing materials supplied in the notice. 
3. The DMCA agent or designee contacts the identiied individual by campus email to report that the college has received an allegation of copyright infringement in which he/she is implicated. 
4. If the identiied individual cited is certain that s/he is legally using the allegedly infringing material or that the copyright owner has misidentiied the material, he/she may ile a counter notice. 
5. A counter notice must include the following information: audience, the extent to which our campus community is taking advantage of legal alternatives, and other aspects of our plan to combat the unauthorized distribution of copyrighted materials.
   1. The name, address, phone number, and physical or electronic signature of the individual iling the counter notice. 
   2. Identiication of the material and its location before removal. 
   3. A statement under penalty of perjury that the material was removed by mistake or misidentiication. 
   4. Consent of the individual iling the counter notice to local federal court jurisdiction. 
6. If the identiied individual is an employee, his/her supervisor General Information 
   will also be notiied of the alleged copyright violation. 
7. If the IP address traces back to a privately owned computer, the issue is then closed. If the IP address traces back to a college-owned computer, a student-infringer will meet with the Vice President for Student Affairs and Enrollment Management for possible disciplinary action.

College's Designated DMCA Agent: 

Chief Information Oficer 
2601 Carson Road, George Wallace Hall, Room 106 
Birmingham, Alabama 35215 
 

Other Means of "Effectively Combating" the Unauthorized Distribution of Copyrighted Material

With the use of irewall and proxy server appliances, the College is able to limit the bandwidth from lab computers and block the access to certain sites, including all ile-sharing sites.  

Legal Alternatives to Illegal File Sharing

There are many online legal options for music and movies. Artists and their recording labels have websites and many television network websites provide streaming of popular programs at no cost. Additional information on legal sources for online music and videos can be found at: 

1. https://www.educause.edu/focus-areas-and-initiatives/policy-and-security/educause-policy/legal-sources-online 
2. www.it.cornell.edu/policies/copyright/music.cfm

Reviewing Effectiveness

The college will periodically review the effectiveness of this plan to assess the extent to which our anti-piracy messages are reaching their intended audience, the extent to which our campus community is taking advantage of legal alternatives, and other aspects of our plan to combat the unauthorized distribution of copyrighted materials.  

Family Educational Rights Privacy Act of 1974 

Jefferson State complies with the provisions of this Act, which relates to that section of Public Law 93-380 (H.R. 69) entitled “Protection of the Rights of Privacy of Parents and Students.” This act in its entirety is available in the ofices of the Deans and Enrollment Services.  

Notification of Rights Under FERPA 

The Family Educational Rights and Privacy Act (FERPA) affords students certain rights with respect to their education records. 

1. The right to inspect and review the student’s education records within 45 days of the day the college receives a request for access. Students should submit to the Vice President for Student Affairs and Enrollment Management, Division Chair, Dean of Instruction or other appropriate oficial, written requests that identify the record(s) they wish to inspect. The college oficial will make arrangements for access and notify the student of the time and place where the records may be inspected. If the college oficial to whom the request was submitted does not maintain the records, that oficial shall advise the student of the correct oficial to whom the request should be addressed. 
2. The right to request the amendment of the student’s education records that the student believes is inaccurate or misleading. Students may ask the college to amend a record that they believe is inaccurate or misleading. They should write the college oficial for the record; clearly identify the part of the record they want changed and specify why it is inaccurate or misleading. If the college decides not to amend the record as requested by the student, the college will notify the student of the decision and advise the student of his or her right to a hearing regarding the request for amendment. Additional information regarding the hearing procedures will be provided to the student when notiied of the right to a hearing. 
3. The right to consent to disclosure of personally identiiable information contained in the student’s education records, except to the extent that FERPA authorizes disclosure. Jefferson State considers a student’s name, dates of attendance, major ield of study, participation in oficially recognized activities, degrees and awards received as public information and available for disclosure without a student’s written consent. Jefferson State will also comply with requests for information in accordance with the Solomon Amendment. Additional information deined as directory information by FERPA may be released in accordance with state and federal requirements without a student’s written consent. 
   
   Disclosure is permitted to representatives of Jefferson State with legitimate educational reasons to review a student’s educational record. A school representative is a person employed by the college in an administrative, supervisory, academic, research, or support staff position; a person or company with whom the college has contracted, such as an attorney, auditor, or collection agent; a person serving on the Jefferson State Foundation; or a student serving on an oficial committee, such as a disciplinary or grievance committee, or assisting another school representative in performing his or her tasks.
   
   Note: Students who do not want any public or directory information released to representatives independent of the college should complete the appropriate form online at www.jeffersonstate.edu/forms or in Enrollment Services on the Jefferson, Shelby-Hoover, St. Clair-Pell City, or Chilton- Clanton Campuses. 
4. FERPA assigns rights to students once they reach eighteen years of age or enroll in a postsecondary institution. Included in these rights is the right to release information. A person, other than the student, requesting information on a student must submit written authorization from the student. Students requesting information must present photo identiication before the information will be released to them. 
5. Students who feel that this policy has been applied unfairly to their situation have the right to appeal. Students should follow the grievance procedures as outlined in the Catalog and Student Handbook.
   In the event the matter is not resolved, the student has the right to ile a complaint with the U.S. Department of Education concerning alleged failures by Jefferson State Community College to comply with the requirements of FERPA. Written complaints should be directed to: The Family Policy Compliance Ofice, U.S. Department of Education, 600 Independence Avenue, SE, Washington, DC 20202-4605; (202) 260-3887, FAX (202) 260-9001. 
6. Jefferson State Community College complies with the provisions of the *Family Educational Rights and Privacy Act of 1974 (FERPA), which relates to that section of Public Law 93-380 (H.R. 69) entitled “Protection of the Rights of Privacy of Parents and Students.” This Act affords students certain rights with respect to their educational records and includes, but is not limited to, the right to consent to disclosure of personally identiiable information contained in the student’s educational records, except to the extent that FERPA authorizes disclosure.
   The College recognizes that the National Student Clearinghouse, a not-for-proit corporation organized under the laws of Virginia, provides a nationwide, central repository for information on the enrollment status of postsecondary education students. Jefferson State has appointed the Clearinghouse its agent for purposes of reporting information on the enrollment status of its students to Eligible Requestors. In accordance with the Family Educational Right and Privacy Act of 1974 and the Student Right-to-Know and Campus Security Act of 1990, the college will provide the Clearinghouse with an electronic listing containing the enrollment status of all its students. Students who do not want public or directory information released to representatives independent of the college should complete a Non-Disclosure Information Form in Enrollment Services at one of the Jefferson State locations. 
   *The Family Educational Rights and Privacy Act of 1974 (FERPA) and the Student-Right-to-Know and Campus Security Act of 1990 are available in their entirety in the ofices of the deans and Enrollment Services.  

Student Right-To-Know and Campus Security Act of 1990

The Student Right-to-Know and Campus Security Act required all postsecondary institutions that receive federal aid to disclose certain information, including the graduation and transfer rates for irst-time college students who enroll in the fall term as full-time, degree or certiicate-seeking students. Those rates for the 2019 cohort are published in the 2023- 2024 Catalog and Student Handbook.  

Graduation and transfer-out rates for students who received athletically-related inancial aid are available on the Athletic Department website. Prospective student athletes, their parents, coaches, and counselors are given a copy of the annual disclosure information, by race, gender and sport, at the time they are being recruited. 

Regarding campus crime statistics, the college publishes an annual disclosure report that is available in various college ofices, including the Campus Police and Visitors’ Information Center at all campuses. Additionally, the statistics speciied in the Act are published annually in the Catalog and Student Handbook, which is also on the college’s web site: www.jeffersonstate.edu

Additional Campus Policies

Recycling 

Jefferson State complies with Alabama Act No. 90-564, which requires agencies of state government to develop recycling programs for use by such agencies. Jefferson State recycles mixed paper, corrugated boxes, and cans in a program designed for all activities carried out in the day-to-day operation of the institution. 

Drug and Alcohol-Free Campus  

As required by Section 22 of the Drug Free Schools and Communities Act of 1989 (Public Law 101-226) and in recognition of this institution’s responsibility to serve as a beneicial influence on its students, its employees, and the community at large, Jefferson State Community College is designated as a drug and alcohol-free campus and will comply with all the provisions of Public Law 101-226: 

1. The College expects its students and employees to obey all federal, state and local laws concerning the possession, use, distribution and sale of alcohol and illegal drugs and will consider violation of such laws as grounds for appropriate sanctions up to and including expulsion of students and termination of employees when such violations occur on our campus or during an activity oficially approved by the college.
2.  The College also expects its students and employees to General Information 29  be aware that such violations of law are subject to penalties including ines and imprisonment and that, when appropriate, the college will refer to the appropriate enforcement agency any employee or student who is in violation of such laws. 
3. The College also expects its students and employees to be aware that abuse of alcohol and illegal drugs has serious negative consequences to the health of the abuser including, but not limited to, cardiovascular disease, liver failure, and death. 
4. The College expects its students and employees to be aware that they may seek information about drug and alcohol abuse and may seek aid in the form of referrals to appropriate treatment programs and support groups by contacting the Vice President for Student Affairs and Enrollment Management. 
5. The College reserves the right to require employees and students who violate the statutory laws or policies of the college concerning alcohol and drug abuse to take part at their own expense in an appropriate counseling or treatment program as a condition of continued enrollment or employment at the college. The College also reserves the right to establish a program of early intervention in cases where employees are exhibiting behavior normally associated with alcohol or drug abuse.
6.  Nothing in this policy may be construed in such a way as to deny any students or employees their rights to due process or any other constitutional or civil protection, nor should anything in this policy be construed in such a way as to conflict with statutory law.

Smoke-Free Campus

Each of Jefferson State’s campuses and instructional sites are smoke-free. Smoking is prohibited inside all campus buildings and in the areas immediately surrounding them. Smoking is permitted exclusively in the parking lots inside private automobiles. Appropriate containers for disposing of smoking materials are provided, and students and visitors are expected to use them. The use of e-cigarettes and smokeless tobacco is prohibited inside all campus buildings.