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College Policies & Procedures

Contra Costa College Procedures Handbook

All college policies and procedures are recorded in the Colleges Procedures Handbook.

Contra Costa Community College District Governing Board Policies and Administrative Procedures

These may be found in Governing Board Policies and Administrative Procedures.

College Policy and Procedures

Non-Discrimination Policy

The District is committed to equal opportunity in educational programs, employment, and campus life. The District does not discriminate on the basis of age, ancestry, color, disability, gender, marital status, national origin, parental status, race, religion, sexual orientation, or veteran status in any access to and treatment in College programs, activities, and application for employment.

This policy is in compliance with Title VI of the Civil Rights Act of 1964 (race, color, and national origin); Title IX of the Educational Amendments of 1972 (gender equity); the Rehabilitation Act of 1973, sections 503 & 504 and the Americans with Disabilities Act of 1990 (disabilities); Executive Orders 11246 & 11375; the Vietnam Era Veterans Readjustment Act of 1967; the Age Discrimination Act of 1975 (age); and non-discrimination laws and regulations of the State of California. See the College Procedure Manual for more information.

For more information or to file a complaint:

Campus Coordinator: Vicki Ferguson, Dean of Student Services, Title IX Coordinator, SAB, Room 119, phone (510) 215-3961, ext. 4435, Contra Costa College, 2600 Mission Bell Drive, San Pablo, CA 94806.

Section 504/ADA Officer: Mariles Magalong, Business Services Director, SAB, Room 208, 510-215-3847, Contra Costa College, 2600 Mission Bell Drive, San Pablo, CA 94806.

District Coordinator: Eugene Huff, Executive Vice Chancellor of Administrative Services/Chief of Human Resources Officer, 500 Court Street, Martinez, CA 94553, (925) 229-6851.

Privacy Rights of Students

The Family Educational Rights and Privacy Act (section 438, Public Law 93-380) requires educational institutions to provide students with access to official education records related to themselves, and provides students with an opportunity for a hearing to challenge such records on the grounds that they are inaccurate, misleading, or otherwise inappropriate.

In addition, the College must obtain written consent before releasing personally-identifiable information from records to other than a specified list of persons and agencies. These rights extend to current and former students.

Drug-Free Workplace

As used in this policy, “drug” and “drugs” refer to controlled substances as defined by State and Federal law.

It is the policy of the District to maintain a drug-free environment. The District will inform all employees that the District seeks to ensure all employees are free from the effects of drug use during work hours, and that drugs are not permitted on District premises. A drug-free environment is essential to maintaining the safety and efficiency of college and District operations and the health and safety of employees, students, and the public.

All policies and procedures related to a drug-free environment will be in accord with established collective bargaining agreements, Governing Board policies, and Education Code provisions except as preempted by federal law. All such policies will provide employees and students due process opportunities and protections.

In order to achieve the objective of a drug-free environment, the Governing Board directs the Chief Human Resources Officer to implement the following policy:

  1. The Chief Human Resources Officer shall post on the District’s web site a notice that the
    unlawful manufacture, distribution, dispensing, possession, or use of controlled
    substances is prohibited in the workplace and at the colleges. This notice shall also:

    1. Include a statement of possible disciplinary actions, up to and including
      discharge, for violation of the policy. The discipline shall be in accordance with
      Governing Board Policies on discipline, the Education Code, and applicable
      collective bargaining agreements;
    2.  Inform employees that as a condition of employment each employee must abide
      by the terms of this policy and notify the District within five days of any criminal
      drug statute conviction for a violation occurring in the workplace;
    3. Notify employees of the District’s policy of maintaining a drug-free workplace.
    4. Inform employees of the dangers of drug abuse, including, but not limited to,
      threats to the health and safety of employees, students, and the public.
  2. The Chief Human Resources Officer shall notify federal agencies with whom contracts
    are held or from whom grants are received within 10 days of receiving notice that an
    employee has been convicted of a criminal drug statute for a violation occurring in the
    workplace.
  3. The Chief Human Resources Officer shall within 30 days of notification of the conviction
    of an employee for a criminal drug statute violation occurring in the workplace, take
    appropriate disciplinary action against the employee. All such policies will provide
    employees and students due process opportunities and protections.

Public Law 100-690, §§5151-5160
Drug Free Schools and Communities Act
20 U.S. Code, Section 1145g and 34 C.F.R. Sections 86.1
Drug Free Workplace Act of 1988
41 U.S. Code, Section 702
Public Employees, Local 1, Article 16