College Policies

Animal Policy

Pets

Students are not allowed to have pets in classrooms, residence halls, in College vehicles (including shuttle buses) or at College-sponsored events. Exceptions to this policy are listed below.

Exceptions:

Fish

Fish are permitted in residence halls in an aquarium that holds 10 gallons of water or less. Fish must be removed from the residence halls during extended break periods.

Service Animals and Assistance Animals

Champlain College recognizes that service animals and assistance animals can play an important role in facilitating the independence of some individuals with certain types of disabilities. In addition, the health and safety of Champlain College students, faculty, staff, and the service animal or assistance animal is an important concern. Therefore, service animals and assistance animals that meet the criteria described below will be exempt from the pet provision above.

College community members who have questions about the presence of service animals or assistance animals on campus should direct those questions to the Office of Accessibility.

Service Animals

A service animal is defined under the Americans with Disabilities Act (ADA) as any dog (or in some cases, a miniature horse) that is individually trained to do work or perform tasks for the benefit of an individual with a disability. The work or task must be directly related to the person’s disability. The provision of emotional support, well-being, comfort, or companionship does not constitute work or tasks for the purposes of this definition (see “Assistance Animals,” below). The ADA and US Department of Justice state that service animals in training are not considered service animals, however some state or local laws cover animals that are still in training.

Students with Service Animals are permitted generally to bring their service animals in all areas of a place of public accommodation, such as classrooms, residence halls (including the private residence assigned to the student), activities and events, and dining facilities. However, service animals are not permitted if they pose a direct threat to health or safety, if their presence constitutes a fundamental alteration to the nature of a program or service, if they cannot effectively be controlled, or if they are not housebroken.

Students planning to bring a service animal to campus are encouraged to work closely with the Office of Accessibility. Students intending to keep a service animal in a residence hall must notify the Office of Accessibility. The Office of Accessibility may ask the student if the animal is required because of a disability, and what work or task the animal has been trained to perform, but will not ask about the nature of the student’s disability for this purpose. The Office of Accessibility will not require documentation about the training of the service animal.

Students are encouraged to provide identification that the animal is a service animal so that others are aware it is a working animal, but service animals are not required to wear a vest, identification tag, or specific harness.

See below for a description of the student’s responsibilities and the reasons for the removal of service animals.

Assistance Animals

An assistance animal provides emotional support, comfort, companionship or therapeutic benefits. A person qualifies for reasonable accommodation involving an assistance animal under the Fair Housing Act if:

(1) The person has a disability; (2) the animal is necessary to afford the person with a disability an equal opportunity to use and enjoy the residence halls; and (3) there is an identifiable relationship between the disability and the assistance the animal provides.

Assistance animals are allowed only in the residence halls and only in the room of the student who has been approved for this accommodation.  Assistance animals are not permitted in other college buildings or college vehicles. However, the College will not permit assistance animals in residence halls if they: pose a direct threat to the health or safety of others; would cause substantial physical damage to the property of others; would pose an undue financial and administrative burden; or would fundamentally alter the nature of the College’s operations.

Students planning to bring an Assistance Animal (such as an Emotional Support Animal) to campus must obtain approval from the Office of Accessibility by submitting a request by the appropriate deadline.

If you would like to request to bring an Assistance Animal to campus, please contact the Office of Accessibility.

The Office of Accessibility will provide the student with an ESA Request Form. The form will need to be filled out by a provider, such as a physician, psychologist, psychiatrist or other mental health professional.  Once received, the Office of Accessibility will review the student’s ESA Request Form. If a student’s request is approved, the student shall be required to provide vaccination records and a clean bill of health from a veterinarian. The student’s roommate(s) must also consent to having the animal in their shared living space.

See below for a description of the student’s responsibilities and the reasons for the removal of assistance animals.

Requirements of Service Animals, Assistance Animals and their owners include:

• The owner of the animal must be in full control of the animal at all times.

• Animals must be licensed in accordance with city regulations and, if appropriate, must wear a valid vaccination tag.

• Animals must be in good health. Any service/assistance animals occupying college housing must have an annual clean bill of health from a licensed veterinarian.

Students are encouraged to provide identification that the animal is a service animal so that others are aware it is a working animal, but service animals are not required to wear a vest, identification tag, or specific harness.

• Students will provide documentation of the continuing need for the assistance animal, possibly on an annual basis if needed.

• The owner is responsible for appropriate waste clean-up and overall cleanliness of the animal.

• The owner is responsible for the appropriate management of his or her animal in all College facilities. Disruptive and/or aggressive behavior on the part of the animal may result in the owner being asked to remove the animal from College facilities.

• The owner is responsible for any property damage or personal injury caused by the animal, or pest control (i.e. flea treatment) required because of the animal.

Etiquette with Service Animals and Assistance Animals

• Do not pet a service animal or assistance animal without the permission of the owner; petting a service animal when the animal is working distracts the animal from the task. Service dogs typically wear a leather harness, scarf or sign to indicate they are working animals.

• Do not feed a service animal or assistance animal. The animal may have specific dietary requirements.

• Do not deliberately startle a service animal or assistance animal.

• Do not separate or attempt to separate an owner from her or his service animal or assistance animal.

Allow a service animal to accompany the owner at all times and everywhere on campus except where service animals are specifically prohibited. Assistance animals are not afforded this right, and may only be present in the student’s housing if approved by the Office of Accessibility.

Area Coordinators

Area Coordinators are professional staff who are required to live on campus in apartments located in student residence halls. In recognition of Area Coordinators’ unique circumstances of establishing their permanent homes within student residence halls, the College permits Area Coordinators to keep pets in their apartments in accordance with the People Center Animal Policy. The Office of Housing & Residential Life is responsible for interpreting and enforcing animal policies applicable to residence halls, and may enact additional rules and procedures for Area Coordinators to follow, as it deems appropriate. Students who have questions or concerns about Area Coordinators’ pets should contact the Director of Housing & Residential Life.

Appearance Standard

Appropriate appearance is expected of all members of the College community. Employers and supervisors on-campus and off-campus, as well as faculty members, may require standards of dress and behavior relevant to places of employment, classes or College-sponsored activities.

Communication

All students are given a mymail.champlain.edu e-mail address. This channel are used for all official Champlain College correspondence. It is our expectation that students will receive and send information through this channel.

Information Systems, Computer Network Services and Policies

For the most up-to-date computer and network policies, visit  https://www.champlain.edu/is-policies

Dangerous and Disruptive Behavior

As an institution of higher learning, Champlain College strives to balance concern for the health and safety of individual students with the interests of the broader campus community. The College believes that all students have responsibility for self-welfare, self-guardianship, and self-care. In addition, students are responsible for conducting themselves in a manner that is not violent or disruptive.

Any behavior that may threaten the well-being of Champlain College students, faculty or staff will be addressed in a sensitive and appropriate manner. The College provides confidential counseling for students through the Counseling Center, and encourages students to access that service when needed. Champlain College is concerned about the physical, mental and emotional welfare of its students. When a student’s behavior constitutes a serious disruption or danger to the living and learning environment that the College seeks to create, the College may respond in a number of ways, ranging from providing mental health support to separating the student from the institution, if necessary.

The term dangerous or disruptive behavior includes, but is not limited to, the following:

• Any behavior that points to the potential of imminent, foreseeable or existing danger to self, other students or other members of the College community

• Destructive, intimidating, violent or other inappropriate behavior

• Self-inflicted violence

• Abuse of alcohol or other substances that places the individual or others at risk

• Public suicide attempts, suicidal gestures or disruptive statements of suicidal ideation

• Lack of response to multiple attempts at communication to determine student health and safety

• Failure to comply with prescribed medication orders, resulting in dangerous behavior

• Bullying Behavior:  Any verbal, physical, written or electronic communication which is intended to ridicule, humiliate, or intimidate or interferes with access to educational or other College programs, or reasonably has that effect.

This policy does not apply to non-violent student protest and dissent, or to confidential interactions with a College mental health counselor or medical staff (unless an exception to confidentiality applies). This policy will be administered in accordance with the Americans with Disabilities Act, Section 504 of the Rehabilitation Act, and similar Vermont law.

As part of its commitment to maintaining a safe environment, Champlain has established a Threat Assessment Team, which is empowered to assess risk and, in cooperation with other College teams or offices as appropriate, formulate an appropriate response in situations where an individual’s behavior and/or statements generate concern that he or she may present a threat to the health or safety of others. The Threat Assessment Team seeks to mitigate potential risks before they result in harm.

Discrimination and Harassment Policy

SCOPE OF THE POLICY

The Discrimination and Harassment Policy applies to all administrators, employees, admissions or employment applicants, students, members of the Board of Trustees, agents of the College, and volunteers involved in College-related activities. The policy also applies for and to those who do business with the College in their interactions with members of the College community.

The College maintains a separate Sexual Misconduct Policy. Reported sexual harassment, sexual violence, and sexual misconduct that appear to fall within the definitions and scope of that policy will be handled under the procedures outlined in that policy.  Other sex-related matters (such as, e.g., disparate treatment in promotions, grading or other matters based on sex) that do not fall within the definitions and scope of the Sexual Misconduct Policy will be handled under the procedures outlined in this policy. 

The College also maintains a separate Bias Response Process. Bias-related behaviors that are not criminal offenses and which fall outside of the Sexual Misconduct Policy, the Discrimination and Harassment Policy, the Standard of Conduct, and other comparable policies, are treated as bias incidents and will be addressed through the Bias Response Process. However, bias behavior will be deemed an aggravating circumstance to any violation of College policy.

Teaching practices or communications that are demeaning, hostile, or alienating based on or because of an individual’s possessing a protected characteristic are prohibited. This topic is addressed further in the Academic Discourse section below.

Champlain College’s Freedom of Expression Statement: Champlain College’s spirit of inquiry in the pursuit of knowledge supports the institution’s culture of exploration with respect for diversity and a passion for an inclusive learning environment. The college holds that its community, including, but not limited to, students, faculty, staff and invited visitors retain the right to freely express their ideas, so long as those forms of expression do not infringe on another’s freedom to do so. We believe that the commitment to engage in discomfort and controversy can promote opportunities for growth. It is not the institution’s purpose or duty to protect its constituents from conflict, but rather, to create conditions for debates and discussions to flourish.

DEFINITIONS

Bias Incident: Any conduct, speech, images, or expression that demonstrate conscious or unconscious bias which targets individuals or groups based on, but not limited to, their actual or perceived: age, disability, ethnicity, gender identity or expression, immigration status, marital status, national origin, race, religion, sex, sexual orientation, size, socioeconomic status/class, veteran status or on the basis of any other status protected by law or recognized within a Champlain College policy.

Harassment:  For purposes of this policy, prohibited harassment constitutes a form of discrimination and is defined as verbal or physical conduct or communications directed at or because of an individual’s race, creed, color, national origin, place of birth, ancestry, religion, age, sexual orientation, sex (except as separately covered under the Sexual Misconduct Policy), gender identity, veteran or military service status, HIV-positive status, qualified disability, or on the basis of any other status protected by law, which has the purpose or effect of substantially interfering with the individual’s employment or educational performance, or creating an intimidating, hostile or offensive environment.

Hate Crime: As defined by Vermont law, a hate crime is a crime that is maliciously motivated by the victim’s actual or perceived race, color, religion, national origin, gender identity, ancestry, age, service in the armed forces of the United States, disability, sexual orientation or gender identity is a hate crime. The perpetrator can be given additional penalties at sentencing. Hate crimes should be reported to your local law enforcement agency. Prosecutors can seek increased penalties for hate crimes, including longer jail sentences and higher fines.

Hazing: Any act committed by a person, whether individually or with others, against a student or employee in connection with pledging, being initiated into, affiliating with, holding office in, or maintaining membership in any organization which is affiliated with the College; and which is intended to have the effect of, or should reasonably be expected to have the effect of, humiliating, intimidating or demeaning the student or employee or endangering the mental or physical health of a student or employee.

Specific Types of Harassment: In addition to forms of harassment listed above, other examples of specific types of harassment might include, but are not limited to the following, if engaged in at the levels described above:

Age: Verbal or physical conduct or communications directed at an individual’s age, such as derogatory age-related comments and negative stereotypes.

Disability: Verbal or physical conduct or communications directed at the characteristics of an individual’s disabling condition such as manner of speaking, manner of movement, or necessary equipment.

Gender Identity: Verbal or physical conduct or communications directed at an individual’s gender identity, such as negative name-calling and intentional misuse of gender-specific pronouns.

National Origin: Verbal or physical conduct or communications directed at an individual’s national origin such as negative comments regarding surnames, manner of speaking, and customs.

Racial: Verbal or physical conduct or communications directed at an individual’s race such as words emphasizing stereotypes, comments on manner of speaking, and negative references to racial customs.

Religious: Verbal or physical conduct or communications directed at an individual’s religion such as derogatory comments regarding surnames, religious tradition, and religious clothing.

Sex-Based: Verbal or physical conduct or communications directed at an individual’s sex and/or gender, such as negative gender-based stereotypes and sexist comments.  Information about sexual misconduct not covered by this policy can be found in the Sexual Misconduct Policy.

Sexual Orientation: Verbal or physical conduct or communications directed at an individual’s sexual orientation such as negative name-calling and imitating mannerisms.

Veteran/Military Service Status: Verbal or physical conduct or communications directed at an individual’s veteran or military service status, such as pejorative references to same and negative comments regarding required service.

POLICY

It is imperative that Champlain College provides a safe environment conducive to learning and working. Harassment as described above is unacceptable and will not be tolerated for any reason. In accordance with Federal and State laws, the College affirms its commitment to providing equal opportunity in education and employment and will not tolerate discrimination or harassment on the basis of characteristics such as race, creed, color, national origin, place of birth, ancestry, religion, age, sexual orientation, sex, gender identity, veteran or military service status, HIV-positive status, qualified disability or any other characteristic to the extent protected, and as defined by, applicable law, in the administration of its educational and admissions policies, scholarship and loan programs, employment practices, athletic, and other college-administered programs. The College will, therefore, comply with all applicable federal and Vermont nondiscrimination laws.

It is, therefore, the intent of the College to comply with the Vermont Fair Employment Practices Act of 1963, the Equal Pay Act of 1963, Titles VI and VII of the Civil Rights Act of 1964, the Vietnam Era Veterans Readjustment Act of 1970, Title IX of the Education Amendments of 1972, Section 503 and 504 of the Rehabilitation Act of 1973, the Age Discrimination Act of 1975, the Americans with Disabilities Act of 1990, and other such federal, state and local nondiscrimination laws, as they apply.

Compliance with this policy is a term and condition of student enrollment and student, staff and faculty employment at the College. An individual who violates this policy may be subject to disciplinary action. Depending on the seriousness, sanctions for involvement in harassment or discriminatory activities could include verbal or written reprimand; required participation in community projects; loss of privileges; suspension from employment (with or without pay) or enrollment; probation; requirement to participate in counseling; dismissal from housing, school, or employment. The College reserves the right to take action to stop and to sanction discriminatory and/or harassing behavior, even in instances where such behavior does not rise to a level that it would constitute unlawful harassment under applicable law.

The right to make a complaint is not limited to someone who is the direct target of the harassment. Anyone who has observed discrimination or harassment should report the alleged incident(s) to the Vice President for Student Affairs,  Diversity and Inclusion (student-to-student harassment) or the Chief Operating Officer or designee (if an employee is involved). Retaliation against individuals who make or support a complaint of discrimination and/or harassment, as discussed further in the College’s Discrimination and Harassment Complaint Procedure, is prohibited and will be considered a violation of this policy.

In fact, all College officials, such as vice presidents, directors, staff, deans, faculty, and individuals in management/supervisory positions are obligated to report conduct that may be in violation of the College’s Discrimination and Harassment Policy. College officials who become aware of conduct that they believe may violate the College’s discrimination and harassment policy must report that conduct to the Chief Operating Officer or designee or, if the alleged conduct was engaged in by a student, to the Vice President of Student Affairs, Diversity and Inclusion.

Counselors in the Counseling Center, and student health service employees in the Student Health Center are the only employees available to provide support and assistance on a confidential basis and will not release any information without the individual’s permission, except in circumstances where they believe that the safety and welfare of the individuals or others may be at risk or as otherwise required by law. The College cannot, however, guarantee the confidentiality of information shared with anyone other than the College Counselors or medical staff because of laws requiring that action be taken.

A copy of the Discrimination and Harassment Policy is provided to every employee and student through the People Center’s website and the College Catalog, which is located online. The College also provides appropriate educational training.

Any individual found to have engaged in discrimination or harassment as defined above will be in violation of this policy and shall be subject to appropriate disciplinary action, up to and including termination of employment or expulsion from enrollment at the College. Any individual who believes he/she/they has been subjected to discrimination or harassment under this policy is entitled to pursue the internal Discrimination and Harassment Complaint Procedure and/or may pursue remedies provided by Federal and State law. There also are instances when the College may choose to follow up on a concern with an informal process or formal complaint without having received a formal or informal complaint from an individual (i.e., when a problem is identified by another member of the College community).

Please refer to the College’s Harassment and Discrimination Complaint Procedure, which appears immediately below, for information regarding how to report a concern about harassment or discrimination, and how complaints relative to harassment or discrimination are resolved. To report bias or a hate crime, please refer to the Bias and Hate Crime section of the College Catalog. For the College’s policy on sexual misconduct,  see the College’s Sexual Misconduct Policy. 

DISCRIMINATION AND HARASSMENT COMPLAINT PROCEDURE

PURPOSE

The purpose of the Complaint Procedure is to provide a process for handling discrimination and harassment complaints. A lengthy period of time between an alleged occurrence and investigation may make fact-finding more difficult. Therefore, individuals are encouraged to file complaints as soon as possible.  The College strives to ensure that discrimination complaints, including unlawful harassment, are handled promptly and effectively in a manner that is procedurally fair to the parties.

Where reported misconduct involves allegations of sexual misconduct as defined in the College’s Sexual Misconduct Policy, the more specific definitions, prohibitions, and procedural statements included in the Sexual Misconduct Policy will be used in this Complaint Procedure, and such definitions, prohibitions and procedural statements are therefore incorporated into these procedures by reference.  This Complaint Procedure, including the Appeal Procedure outlined below, will be used in Sexual Misconduct cases to the extent this Procedure is not inconsistent with provisions of the Sexual Misconduct Policy.

Protective Measures

Sometimes it is necessary to take steps before or during an investigation to protect the rights and interests of the Complainant and/or Respondent. Such measures may be designed to reduce or eliminate contact between the Complainant and/or the Respondent so that both parties may feel safe in their work/educational environment. Protective measures may also guard against further actual or perceived discrimination or retaliation. Protective measures may include temporary changes in working conditions, (such as changes to supervisor or office location), directives to the Complainant and Respondent to avoid personal contact or refrain from such contact without a neutral third person present and, in severe cases, suspension of an individual pending the outcome of an investigation. 

Confidentiality of Investigation/Hearing: All proceedings against individuals relating to complaints of discrimination will be conducted confidentially by the People Center and/or Student Affairs officials to the extent allowed by law. So as to complete required investigations, those individuals will share information only with persons who, in the sound discretion of such officials, have a legitimate need to know, or persons from whom information is needed to complete an investigation.

Academic Discourse:  Champlain College recognizes that the protection of free and open speech and the open exchange of ideas are important to any academic community. This recognition is therefore an important element in the “reasonable person” standard used in judging whether sexual harassment or other harassment prohibited by this policy has occurred. This policy is meant neither to proscribe nor to inhibit discussion, in or out of the classroom, of complex, controversial or sensitive matters, when in the judgment of a reasonable person they arise appropriately and with respect for the dignity of others. Champlain College also recognizes, however, that verbal conduct can be used specifically to intimidate or coerce and to inhibit genuine discourse, free inquiry and learning. Such abuses are unacceptable. If someone believes that another’s speech or writing is offensive, wrong or hurtful, that person is encouraged to express that judgment in the exercise of his/her/their own free speech or to seek redress under the procedures described below.

Filing a Discrimination or Harassment Complaint

Any Champlain College student or employee who believes that the Discrimination or Harassment Policy has been violated may file a complaint.

Discrimination or harassment complaints against College faculty and staff should be directed to the faculty or staff member’s direct supervisor or the Provost and Academic Affairs Office, Freeman Hall acadaffairs@champlain.edu  802-860-2729 and the Chief Operating Officer at 802-865-5715, peoplecenter@champlain.edu,  P.O. Box 670, Burlington, VT 05402 

Discrimination and Harassment complaints against College students should be directed to the Vice President of Student Affairs, Diversity and Inclusion at (802) 865-5460. ,  

All inquiries concerning compliance with disability laws, regulations or auxiliary aids or services that students with disabilities would like to request in connection with participation in Champlain College programs should be directed to Erin Ferrara, Director of Accessibility Services at (802) 865-5764 or eferrara@champlain.edu for student-related matters. Employee requests for the same should be directed to the Chief Operating Officer or designee at peoplecenter@chamlain.edu.

Investigation Procedures

The Chief Operating Officer and/or the Vice President of Student Affairs, Diversity and Inclusion (student-to-student violations), their designee(s) or an appointed investigator or investigators will interview the person making the complaint, known as the “Complainant.” The Complainant will then be asked to provide a signed and written statement, known as a Complaint, describing the offending conduct in detail. The Complaint will to the extent feasible provide a record of what happened including facts, dates, witnesses, actions and responses and any relevant correspondence.  If the Complainant would prefer not to submit a written complaint, a complaint can be described to a College staff member, reduced to writing, and ascribed to by the Complainant.

People Center/Student Affairs next determines whether the situation described in the Complaint arose in the course of a College program or activity. If so, it must also determine whether the Complaint is directed against a College employee, student, department (or similar unit), or a third-party College affiliate. If both of the above situations exist, the College will formally initiate an investigation into the matter, unless informal resolution, as described below, is pursued. If it is determined that the situation did not arise in the course of a College program or activity or is not directed at an individual associated with the College as described above, the Complainant may be referred to other agencies where appropriate.

When a Complaint is received, the person(s) being charged, known as the “Respondent,” will be notified promptly that an investigation has begun and will be given ample opportunity to respond to the allegations surfaced during the investigation.

The Chief Operating Officer , the Vice President of Student Affairs, Diversity and Inclusion, and/or the Provost will assign an investigator or investigators to investigate a Complaint that falls within the scope of this Policy.

The investigator(s) will meet privately and separately with the Complainant, the Respondent(s), and any witnesses to the alleged incident(s), and will prepare a written report of the interviews and investigation. Complainants and Respondents may elect to have an advisor of choice present at these meetings.

Any investigation will be conducted with sensitivity to all parties. Confidentiality will be maintained to the greatest extent possible within the requirements of conducting reasonable investigations. Only those individuals who have a legitimate need to know may be made aware of the identity of the parties. The College strictly forbids retaliation against anyone because they have brought or supported a complaint or participated in an investigation.

The investigator(s) will issue a written report of their findings and conclusions to the People Center or Student Affairs. A representative from the People Center or Student Affairs will determine if the investigation is complete and will develop a recommendation for resolution based on the findings and conclusion of the investigators’ report.

In cases where the respondent is an employee the proposed resolution will be forwarded to the appropriate Vice President with responsibility for the department(s) in which the Complainant and the Respondent(s), work for their review, final approval, and determination of disciplinary sanctions, if applicable.

In cases where the respondent is a student the proposed resolution will be forwarded to the Vice President of Student Affairs, Diversity and Inclusion for their review, final approval, and determination of disciplinary sanctions, if applicable.

If a Complaint is found valid, the respondent may be subject to a range of disciplinary sanctions as outlined under the Discrimination and Harassment Policy up to and including termination of employment or dismissal. If the charge is not substantiated, the case will be closed.

The complainant and respondent will receive a written summary of the investigation and the conclusions of the investigation.

The respondent may invoke the appropriate grievance procedure or appeal process in response to the action taken on the findings of the Complaint.  In cases involving discrimination on the basis of sex that fall under this policy, the complainant will have an opportunity to appeal to the same extent that the respondent has an opportunity to appeal.

Appeal Procedure: Individuals have the right to appeal decisions and sanctions made through the process outlined above. All appeals must be made in writing and sent to the Office of Community Standards (communitystandards@champlain.edu) for matters in which the Respondent is a student, or to the Chief Operating Officer or designee(peoplecenter@champlain.edu) for matters in which the Respondent is an employee. The individual submitting an appeal must specify the reasons for the appeal. An appeal of any decision must be received within ten business days after the Parties have been informed of the decision. Appeals will be heard by an appeals officer who has not been involved in the investigation, grievance procedure, or determination of sanctions prior to submission of the appeal. 

Grounds for Appeal:

Parties may appeal on the grounds that

1. There was a procedural error that unfairly affected the outcome;
2. There is new information that was not reasonably available during the investigation and resolution process that would have affected the outcome;
3. The Hearing Officer, investigator or decision-maker had a conflict of interest or actual bias for or against one of the parties that materially affected the outcome;
4. The sanctions imposed are disproportionate to the nature and severity of the offense.

The responsibility of the appeals officer is to determine a fair course of action in light of the charges and evidence presented. When the appeal is complete, the matter shall be deemed fully resolved without further recourse.

Informal Resolution of a Complaint

The People Center or Student Affairs (or Designees) may offer a person with a complaint of alleged discrimination or harassment that does not involve sexual misconduct use of an informal process for resolving their complaint prior to proceeding with the formal process. The informal process is designed to encourage an open atmosphere in which human relationships may be improved; it encourages people to resolve concerns and disputes without fear of reprisal; it enables the parties to settle disputes at the lowest possible level, quickly, fairly, and impartially. 

If informal resolution is pursued and resolves the matter successfully, no official findings of fact are made about the existence of discriminatory or harassing behavior. Rather, emphasis is placed on identifying the source of the problem(s) between the Parties and exploring ways the complaint can be resolved. People Center/Student Affairs will maintain a confidential record of the outcome of all informal resolution efforts.

Retaliation

The People Center and Student Affairs (or Designees) will inform all Parties that the College prohibits retaliation against individuals because they have made Complaints per this procedure, served as witnesses, or otherwise cooperated with investigations, regardless of whether the People Center or Student Affairs ultimately determines that the alleged conduct constituted discrimination or harassment in violation of this policy. Any Complainant or witness who believes they have been subjected to retaliatory behavior should report the conduct to the People Center or Student Affairs immediately. The People Center or Student Affairs will determine whether an investigation is appropriate and, if so, it shall initiate an investigation and make findings under this procedure. Persons found to have engaged in retaliatory conduct are subject to disciplinary action, including, but not limited to, termination of employment or dismissal.

In addition, Champlain College affiliates should be aware that federal civil rights laws make it unlawful for the school to retaliate against an individual for bringing possible civil rights violations to their attention. This includes intimidating, threatening, coercing, or in any way discriminating against an individual because they complained or participated in an investigation.

False Reports

If, at any point during the process, an investigator determines that a Complainant, Respondent or witness has knowingly lied or deliberately provided false information to the investigator, the People Center or Student Affairs may recommend that disciplinary action be taken against that person. Action may include dismissal and such persons may also be subject to independent legal action by persons wrongfully accused of misconduct. A complainant whose allegations are truthful to the best of their knowledge will not be found to have provided false information within the meaning of this policy and procedure, even if the College does not conclude that discrimination or harassment occurred.

CONTACT

Individuals should contact the Chief Operating Officer (P.O. Box 670, Burlington, VT 05402, telephone:(802) 865-5715, peoplecenter@champlain.edu or Vice President of Student Affairs, Diversity and Inclusion, dberube@champlain.edu (802) 865-5460 or the Provost, at 802-860-2729, mtaylor@champlain.edu with any questions, discrimination complaints, inquiries concerning compliance with regulations or if reasonable accommodations are needed to participate in Champlain College programs or to apply for admission or employment.

Individuals may also contact the following State and Federal agencies concerning the application of nondiscrimination policies and enforcement of rights:

Employees may contact:

Vermont Attorney General’s Office, Civil Rights Unit,

109 State Street, Montpelier, VT 05609-1001

(802-828-3171/VOICE/TDD)

Equal Employment Opportunity Commission

John F. Kennedy Federal Office Building

Government Center, Room 475

Boston, MA 02203

(1-800-669-4000/VOICE or 1-800-669-6820/TDD)

www.eeoc.gov

Students may contact:

United States Department of Education, Office for Civil Rights

J.W. McCormack, Post Office Court House Building, Room 701

Boston, MA 02109-4557

(617-223-9662/VOICE)

Vermont Human Rights Commission

135 State Street, 2nd Floor, Drawer 33

Montpelier, VT 05633-6301

(802-828-2480/VOICE/TDD or 800-416-2010/VOICE)

Equal Employment Opportunity Commission (if the issue arises in a student employment situation)

John F. Kennedy Federal Office Building

475 Government Center

Boston, MA 02203

(800) 669-4000 (voice), (800) 669-6820 (TDD)

www.eeoc.gov 

Complaints to Agencies Outside of the College

The College has formal and informal dispute resolution mechanisms that are described in this catalog, and that are available to students on the terms described in this catalog. In addition, if you wish to file a complaint with the College’s accreditor (the New England Association of Schools and Colleges), with the Vermont Department of Education, with the Vermont Human Rights Commission, and/or with the Vermont Attorney General’s Office (employees), the contact information for each entity is, respectively, as follows:

• New England Commission of Higher Education, 3 Burlington Woods Drive, Suite 100, Burlington, MA 01803. Phone: (8551) 886-3272; or (781) 425-7785. Web: www.neche.org.

• Vermont Department of Education, 120 State Street - Montpelier, VT 05620-2501. Phone: (802) 828-3135. Web: www.education.vermont.gov

• Vermont Human Rights Commission, 14-16 Baldwin Street, Montpelier, VT 05633-6301. Phone: (800) 416-2010, x25; Fax: (802) 828-2481; (877) 294-9200 (TTY). Web: http://hrc.vermont.gov.

• Vermont Attorney General’s Office, 109 State Street, Montpelier, VT 05609-1001. Phone: (802) 828-3171 (802) 828-3665 (TTY). Web: http://www.atg.state.vt.us.

A statement from the Vermont Department of Education about resolution of complaints regarding postsecondary education-related matters is available at: http://education.vermont.gov/documents/EDU-Complaint_Resolution_Statement_for_Postsecondary_Education_Matters.pdf

Drug and Alcohol Policy

Champlain College strives to create an academically focused learning community that promotes the health and safety of all students. Additionally, the College fully supports federal, state and local laws pertaining to drugs and alcohol. The College therefore prohibits student manufacture, distribution, dispensation, possession and use of alcohol, controlled substances, drug paraphernalia or legal substances with psychoactive compounds in all College-operated properties. No student, regardless of age, is permitted to possess, consume, manufacture or distribute alcohol in any College-operated properties or at off-campus College-sponsored events, except at special non-student functions or when authorized by a specific College official. Students studying abroad are required to abide by all local laws and by the policies of the host campus. Students residing in off-campus apartments are required to abide by all local, state and federal laws pertaining to alcohol and drugs. Champlain College will respond to reports of off-campus behavior from community members and local law enforcement.

Consistent with the mission of the College, the primary purpose of Champlain College’s drug and alcohol policy is informational and educational. The College is committed to increasing student awareness and knowledge of the issues surrounding drug and alcohol use and abuse, particularly those issues involving health and well-being. Toward this end, the College sponsors educational programs on campus and provides training opportunities for students. Materials regarding the health effects of alcohol and other drugs may be obtained through the counselors or Health Services. Counselors are available to speak to students who are concerned about their alcohol or drug use. These students may refer themselves to counselors or may be referred to counselors by any member of the College community. All counseling sessions are confidential. Counselors will work with students to assess each individual’s substance use and refer them to appropriate agencies and rehabilitation programs as needed. In addition, counselors may facilitate support groups focusing on any issues related to drug and alcohol use. Faculty, staff and students should intervene as appropriate when observing violations of the Alcohol and Drug Policy. In addition, Housing & Residential Life staff respond in any residential area, including student rooms, when there is suspicion of violations of the Alcohol and Drug Policy or when behavior infringes on the rights of others or may affect the health and safety of members of the community. Behaviors inconsistent with this policy will be documented and will result in follow-up through the student conduct process.

Good Samaritan Statement: In the interest of protecting Champlain College students from serious injury due to impairment caused by alcohol or drugs, students should be aware that in ALL cases where safety is at risk, the proper agencies must be contacted for assistance. These agencies include Champlain College Campus Public Safety (802-865-6465), local police or emergency services (911) or a member of the Housing & Residential Life staff (student RA or other Housing & Residential Life professional).

In cases where the proper calls are made for assistance, both the impaired student and the student(s) assisting may not be subject to formal disciplinary action for being impaired or for providing alcohol or drugs. Students involved in these incidents will participate in a meeting with the Office of Community Standards and may be referred for counseling. Families may be notified, but there will not be punitive sanctions. This resolution is available for isolated drug and alcohol incidents and does not excuse or protect those who engage in the distribution of drugs or repeatedly violate the Champlain College Alcohol and Drug Policy, nor does it apply to other types of violations that may occur in conjunction with alcohol and drug use, such as vandalism or assault. It is our belief that we all have a responsibility to help those in need by seeking the proper medical assistance when necessary.

Definitions

• Alcohol: any beverage containing not less than 0.5% alcohol by weight

• Common Source of Alcohol: 12-pack or more of beer, 1 bottle of wine or liquor

• Common Source of Marijuana: any amount constituting more than one-time use

• Illicit Drug: controlled substances and analogs as defined by federal and state law. This includes legal substances with psychoactive properties

• Possession: determined by control over a substance or object with or without regard to ownership

• Property: any space or facility owned, leased or controlled by Champlain College

Alcohol

Consistent with the College’s goal of providing a safe and healthy campus community, the following behaviors are prohibited:

• Possessing and/or consuming alcohol at Champlain College, even if the student is 21 years of age or older. If under the age of 21, the possession or consumption of alcohol is prohibited by Vermont state law. Selling or furnishing alcohol to a minor is a crime in the State of Vermont and students may be reported to the appropriate authorities. College staff will request that students open refrigerators or other potential storage areas in situations where evidence suggests they are in possession of alcohol. Students are required to comply with this request because of the risk of large amounts of alcohol possibly being present in the room. If students do not comply, staff will be expected to open these storage areas.

• Demonstrating visible intoxication anywhere on campus or at College- sponsored events. In extreme cases of intoxication, the College has the right to request transport, via the local police department, to ACT 1, UVM Medical Center or any other location deemed appropriate for purposes of detoxifying the student.

• Being present in a room with alcohol or drugs. This may lead to student conduct sanctions. College staff cannot always determine those using alcohol or drugs at a particular event; therefore, all those present will be documented on an incident report.

• Creating, offering or engaging in drinking games/activities and other behaviors designed for the purpose of becoming intoxicated through the abusive use of alcohol.

• Possessing a “common source” of alcohol. Possessing this quantity of alcohol indicates intent to distribute and share it among peers. Having a common source of alcohol is deemed a serious offense by Champlain College.

• Possessing empty boxes, bottles, cans, caps, labels, etc., of beer, wine or liquor, either as garbage, as decoration or for any other purpose.

• Displaying posters or decorations advertising or promoting alcohol in public areas, including hallways, door exteriors, windows, lounges, etc.

Drugs

Consistent with the College’s goal of providing a safe and healthy campus, the following behaviors are prohibited:

• Sale, use, distribution or possession of any controlled substance, including psychoactive or illicit drugs. Controlled substances include, but are not limited to, marijuana, prescription drugs intended for recreational use, cocaine, heroin, opium, mescaline, Ecstasy, hallucinogenic mushrooms, Xanax and acid/LSD. The College prohibits the use or possession of legal substances with psychoactive properties. A College staff member may refer individuals in violation of this policy to a law enforcement agency. All drugs will be confiscated and may be destroyed.

• Possessing a “common source” of marijuana. A common source of marijuana is an amount that implies intent to distribute or share.

• Possessing prescription medication without appropriate prescription or packaging.

• Possessing drug paraphernalia. This includes equipment that can be used for legal or illegal substances. All paraphernalia will be confiscated and may be destroyed.

• Residual evidence of drug use is prohibited. This includes the smell of marijuana, stems and seeds.

• Being present in a room with alcohol or drugs may lead to student conduct sanctions. College staff cannot always determine those using alcohol or drugs at a particular event; therefore, all those present will be documented on an incident report.

• Displaying of posters or decorations indicating drug use in public areas, including hallways, door exteriors, windows, lounges, etc.

• The smoking of cigarettes inside any College building or parking garage. Ashtrays with cigarette butts and ashes imply that cigarettes were smoked in the room, and the student’s use will be documented.

Health Effects of Other Drugs

Alcohol

The excessive use of alcohol poses significant health risks to individuals, including addiction, permanent injury and death. According to the National Institute on Alcohol Abuse and Alcoholism, alcohol use is the chief contributor to the leading causes of death each year for people under age 21, including:

• Death: 1,825 college students between the ages of 18 and 24 die each year from alcohol-related unintentional injuries, including motor vehicle crashes (Hingson et al., 2009).

• Injury: 599,000 students between the ages of 18 and 24 are unintentionally injured under the influence of alcohol (Hingson et al., 2009).

• Assault: another student who has been drinking (Hingson et al., 2009) assaults more than 696,000 students between the ages of 18 and 24.

• Sexual Assault: More than 97,000 students between the ages of 18 and 24 are the victims of alcohol related sexual assault (Hingson, et al., 2005).

• Academic Problems: About 25 percent of college students report negative academic consequences of their drinking, including missing class, falling behind, doing poorly on exams or papers, and receiving lower grades overall (Engs et al., 1996; Presley et al., 1996a, 1996b; Wechsler et al., 2002).

• Health Problems/Suicide Attempts: More than 150,000 students develop an alcohol-related health problem (Hingson et al., 2002), and between 1.2 and 1.5 percent of students indicate that they tried to commit suicide within the past year due to drinking or drug use (Presley et al., 1998).

• Property Damage: More than 25 percent of administrators from schools with high drinking levels say their campuses have a “moderate” or “major” problem with alcohol-related property damage (Wechsler et al., 1995).

• Police Involvement: About 5 percent of four-year college students are involved with the police or campus security as a result of their drinking (Wechsler et al., 2002), and an estimated 110,000 students between the ages of 18 and 24 are arrested for an alcohol-related violation such as public drunkenness or driving under the influence.

Alcohol is a depressant that slows down the central nervous system and:

• Slows reactions and impairs coordination (contributes to auto accidents)

• Impairs judgment

• Causes confusion and memory loss

• Increases the risk of hypothermia

In addition:

• Use during pregnancy can cause brain damage to the fetus

• Alcohol is frequently used to facilitate sexual assault

• Overdosing on alcohol (alcohol poisoning) or using alcohol with other drugs can cause coma or death from respiratory arrest

Signs of Alcohol Poisoning: Someone experiencing alcohol poisoning may show these signs: cannot stand up, is nonresponsive, has clammy skin, will not wake up, or has purplish skin. If you witness any of these symptoms, call 911 and Campus Public Safety at (802) 865-6465.

Do not let friends “Sleep it Off.” Blood alcohol level continues to rise even when someone is asleep, which puts your friend at risk.

Illicit Drugs

Marijuana, the most commonly abused drug in the United States (National Institute of Drug Abuse data, http://www.drugabuse.gov/infofacts/marijuana.html), is a drug with the active ingredient of tetrahydrocannabinol (THC). THC acts upon specific sites in the brain and can impair judgment, short-term memory and coordination, and may increase the risk of developing cancer. Long-term use can lead to addiction and can have negative effects on the heart, lungs and activities of daily living. Additionally, marijuana use can increase anxiety, heart rate, and likelihood of panic attacks. When combined with alcohol, marijuana can contribute to alcohol poisoning.

Synthetic marijuana is a psychoactive herbal and chemical product that, when consumed, allegedly mimics the effects of cannabis. It is best known by the brand names K2 and Spice. Though its effects are not well documented, extremely large doses may cause negative effects that are in general not noted in cannabis users, such as increased agitation and vomiting. Synthetic marijuana is associated with acute psychosis, worsening of previously stable psychotic disorders, and also may have the ability to trigger a chronic (long-term) psychotic disorder among vulnerable individuals such as those with a family history of mental illness.

Cocaine is a highly addictive, powerful central nervous system stimulant. Persons using cocaine can be restless, irritable, depressed, anxious or paranoid. Effects include constricted blood vessels, increased heart rate and increased blood pressure, which can cause heart attack, respiratory failure, stroke or seizure. Repeat cocaine users report the drug does not provide the positive effects they first felt, so they use more of the drug more often to get those effects. Using more increases negative consequences.

Heroin is a highly addictive depressant; it impairs coordination and causes extreme sedation. Acute symptoms of withdrawal are flu-like symptoms, including nausea, diarrhea and muscle cramps. Overdoses can cause slow, shallow breathing; convulsions; coma and death.

Methamphetamine (Meth) is an addictive stimulant that strongly activates certain systems in the brain. Methamphetamine can be taken orally, injected, snorted, or smoked. Chronic use can cause paranoia, hallucinations, repetitive behavior and delusions of parasites or insects crawling under the skin. Long-term use, high dosages, or both can bring on full-blown toxic psychosis (often exhibited as violent, aggressive behavior). This violent, aggressive behavior is usually coupled with extreme paranoia. Methamphetamine use can also cause strokes and death.

Club Drugs/Hallucinogens

Club drug is a term that refers to a variety of drugs including MDMA (Ecstasy), GHB, Rohypnol, ketamine and LSD. Because these drugs can be contaminated by any number of additives and are manufactured in different ways, it can be difficult to predict with certainty all consequences and toxic levels of the drug.

Ecstasy (MDMA) is a stimulant with a hallucinogen. Research has shown that Ecstasy use causes long-term brain damage. The effects are varied and include dehydration. Due to rapid increases in body temperature, blood pressure and heart rate, Ecstasy users can die from dehydration.

Ketamine is a dissociative anesthetic with a similar chemical structure and mechanism of action to those of PCP. Ketamine impairs attention, learning ability and memory.

LSD is a hallucinogen that can have unpredictable effects. Some users have symptoms similar to schizophrenia or depression that persist after they use LSD. Without using the drug again, some users have “flashbacks” and relive experiences that occurred while using LSD.

MDPV (Bath Salts) is a psychoactive drug with stimulant properties. MDPV has been reported to produce effects similar to cocaine and amphetamines. Physiological and psychological effects include high blood pressure, insomnia, kidney pain, breathing difficulty, severe paranoia, extreme anxiety, suicidal thoughts/actions, and agitation. Incidents of extreme physical violence have been attributed to MDPV use.

Prescriptions and Over-the-counter Drugs

Painkillers (e.g., Codeine, OxyContin, Percocet and Vicodin): These are opioids, or narcotics. Taking a large single dose of prescription pain relievers can cause nausea, sedation, dizziness, vomiting, headache or severe respiratory depression that can lead to death. Use of prescription pain relievers with other substances that depress the central nervous system, such as alcohol, antihistamines, barbiturates, benzodiazepines, or general anesthetics, increases the risk of life- threatening respiratory depression.

Sedatives and Tranquilizers (e.g., Quaaludes, Xanax, Valium, benzodiazepines): Prescription medications that act as central nervous system depressants. Combining sedatives and tranquilizers with other substances greatly raises the risk of serious medical consequences. Using prescription sedatives and tranquilizers with other substances-particularly alcohol-can slow breathing, or slow both the heart and respiration, and possibly lead to death. Barbiturates are prescription sedatives or “sleeping pills” and benzodiazepines are prescription “tranquilizers” which cause impairment of memory, judgment and coordination; irritability; paranoia and suicidal ideation. Some people experience a paradoxical reaction to these drugs and can become agitated or aggressive.

Stimulants (e.g., Adderall, Dexedrine, Ritalin): A class of drugs that enhance brain activity. Taking high doses of some stimulants repeatedly over a short time can lead to feelings of hostility or paranoia. Additionally, taking high doses of a stimulant may result in dangerously high body temperatures and an irregular heartbeat. There is also the potential for cardiovascular failure (heart attack) or lethal seizures.

Good Samaritan Statement

Good Samaritan Statement:  In the interest of protecting Champlain College students from serious injury due to impairment caused by alcohol or drugs, students should be aware that in ALL cases where safety is at risk, the proper agencies must be contacted for assistance. These agencies include Champlain College Campus Public Safety (802-865-6465), local police or emergency services (911) or a member of the Housing & Residential Life staff (student RA or other Housing & Residential Life professional).

In cases where the proper calls are made for assistance, both the impaired student and the student assisting may not be subject to formal disciplinary action for being impaired or for providing alcohol or drugs. Students involved in these incidents will participate in a meeting with the Office of Community Standards and may be referred for assessment/counseling. Families may be notified, but there will not be punitive sanctions. This resolution is available for isolated incidents and does not excuse or protect those who repeatedly violate the Champlain College Alcohol and Drug Policy. It is our belief that we all have a responsibility to help those in need by seeking the proper medical assistance when necessary.

Hoverboard/motorized self-balancing board Policy

Hoverboards or motorized self-balancing boards are not permitted on campus or in any College buildings.  As with other products that are not permitted on campus, Campus Public Safety has the right to remove or confiscate and hold any board brought to campus.  A board will be returned once the owner has an immediate plan for removing it to an off-campus location. 

Immunzation Policy

Vermont state law requires that all full-time and part-time students born after 1956 who are enrolled in post-secondary schools are required to have all of the following immunizations. Proof of these immunizations must be kept on file in the Student Health Center.

• Tdap or Td booster within the last 10 years

• MMR (2 doses with a minimum of four weeks between doses and the first dose given after the 1st birthday or positive titers)

• Meningococcal (1 dose for students living in campus-based housing after the 16th birthday, or a booster after the 16th birthday if the firsts dose(s) were received prior to age 16)

• Varicella (2 doses of varicella vaccine with a minimum of 4 weeks between doses if the vaccine was received at age 13 years or older or 12 weeks between doses if the vaccine was received under age 13 years or history of disease documented on a Vermont Health Department form and signed by student or parent or positive titer;)

• Hepatitis B (3 doses with a minimum of 4 weeks between doses 1 and 2 and a minimum of 8 weeks between doses 2 and 3; the 3rd dose must be at least 16 weeks from the 1st dose or positive titer;.)

COVID-19 Vaccine Requirements

All students accessing Champlain College’s Burlington campus or participating in a Champlain College sponsored study abroad program must be up to date on COVID-19 vaccination, unless they have a College-approved religious or medical exemption. Up to date is defined as having completed a primary series and received any CDC recommended boosters when individuals become eligible. Any vaccine authorized for use in the United States or by the World Health Organization will meet the requirement of this policy. Proof of vaccination must be submitted to the Student Health Center. 

Failure to provide proof of vaccinations will impede a student’s ability to pursue academics, access campus and/or live in campus housing, with possible impacts ranging from being unable to register for classes, being administratively withdrawn from classes, being denied campus housing or being required to immediately vacate campus housing.

Intellectual Property Policy

Preamble.       

Evolving policy, legislation and case law have, over the years, caused uncertainty in the area of the ownership of intellectual property in college and university settings. In addition, the interest in emerging technologies, electronic learning and college partnerships with, and sponsorships from, the private business sector have highlighted the need for Champlain College to update and clarify its policies regarding the ownership and use of intellectual property.

Champlain College recognizes the long standing academic freedom exception to college ownership of traditional faculty produced academic materials. The College adopts this policy to clarify the extent of the preservation of this exception and in the spirit of fairness between the faculty and the College in a new and changing academic environment.

Scope of Policy.         

Acceptance of this policy is a condition of employment, continued employment, employment renewal or student enrollment at Champlain College. This policy applies to faculty, staff and other College employees, and students of the College. As this policy is designed to clarify and publish current College practices regarding intellectual property, this policy shall also apply to all current faculty, staff and other College employees, and students.  Faculty shall include all faculty, adjuncts, visiting professors and faculty hired to teach a specific course, including summer and evening sessions and distance learning. Staff and other employees shall include all other persons employed by the College who are not faculty. Students who are also employed by the College shall be considered other employees  for purposes of this policy. Students shall include all full or part-time graduate or undergraduate students, regardless of whether the student receives financial aid from the College. The terms of this policy shall survive the termination of employment of any employee of Champlain College, and the termination or graduation of any student of the College.

Copyright.      

By way of background, U.S. copyright law generally provides that initial ownership of copyright vests with the author of the work. The “Work for Hire” doctrine codified in the federal Copyright Act provides that in the case of works prepared by employees within the scope of the employee’s employment, the employer is presumed the author of the work and owns all rights in the copyright unless the parties have agreed otherwise in writing. There is no exception under this Work for Hire doctrine for faculty produced academic course materials and scholarly articles. Champlain College wishes to retain the long standing common law tradition of the “academic exception” to the Work for Hire doctrine for traditional works as set forth below.

A.        Traditional Works.      Except as otherwise stated in this Intellectual Property Policy, Champlain College adopts as policy the long standing tradition that faculty and students own the copyright to their pedagogical, scholarly, or creative works, and recognizes this policy as an exception to the Work for Hire doctrine.  This exception applies to traditional literary works developed from scholarly activities such as books, articles, plays and poetry, and also includes syllabi, lecture notes, tests, online tutorials, and other pedagogical works, regardless of medium, and regardless of whether this information is posted on the Champlain College web site,, and even though these works may have been created within a faculty member’s scope of employment. To the extent that copyright ownership in these Traditional Works does not automatically vest with the individual faculty member/author of the work, Champlain College hereby transfers and assigns to such faculty member/author all rights, title and interest in the work.

B.        Non-Traditional Works and Exceptions.   All other works, including but not limited to, materials created for “Master Classes,” “Master Modules,” online courseware for distance learning classes, and works which the College declares itself as the internal sponsor of the work, shall not be considered Traditional Works within the academic exception. These works are generally created jointly with the College, and/or with significant investment by the College.  They shall be considered Works for Hire regardless of the amount of College resources actually expended, and Champlain College shall therefore be the author of copyrightable works falling under this category and shall own the copyright in these materials and all of the rights appurtenant to such ownership. A non-exclusive, perpetual, royalty free license is hereby granted to faculty members who create syllabi, lecture notes, tests and other similar Traditional Works used as content delivered under or within the framework of the Master Classes, Master Modules, and/or distance learning programs, allowing the faculty member to use such materials, update and alter them, and make derivative works from them, in their scholarly endeavors at Champlain College or elsewhere.

Programs financed by government grants or governed by contracts with outside parties or sponsors often require the College to agree to certain provisions governing copyright ownership. Some programs require that the copyrights and other intellectual property generated under the funded or sponsored project be donated to the public domain, licensed without conditions or otherwise handled in the interest of the public good. In any event, the College must have full authority to negotiate, enter into and deliver such contracts, including provisions governing copyright ownership. As such, it is the policy of Champlain College that the College shall own the copyright, and retain an irrevocable right to assign the copyright, to all works created pursuant to or otherwise arising under programs or projects financed by government grants or governed by contracts with outside parties or sponsors and the College faculty, staff, other employees and students whose activities are covered by such agreement, in the sole determination of the College, shall do all things necessary to enable the College to fulfill its contractual obligations. In this instance, the College shall notify each dean or project director of the obligations with respect to copyright relating to his or her particular activities, however the failure of the College to so notify shall not relieve the faculty, staff, other employees or students of their obligations in this regard. It is the intention of Champlain College to attain from government or other third party sponsors the right of student or faculty attribution for such works. In the case of web sites created by faculty and students for third parties, it is generally the intention of Champlain College to transfer ownership of the copyright in the web site and the materials contained therein to the third party while retaining the right of attribution in the faculty, students and the College.

C.        Computer Software.  Copyright in computer software (which term shall include user manuals and other accompanying explanatory materials and related computerized databases) created by an individual member of the faculty or a student for their scholarly activities will generally reside with the author under the academic exception mentioned above. However, copyright in computer software created by faculty, staff, other employees or students shall reside with the College in the following circumstances:

(i)                 When the computer software has been developed for use by the College; or pursuant to an agreement between the College and an outside party or sponsor in which case copyright ownership shall be governed in accordance with the terms of the agreement;

(ii)               When development has been a joint or team effort such that the identity of the project resides with the College and not with particular individuals;

(iii)             When there has been substantial or special use of College resources, or resources specifically earmarked for the computer software development, or the assistance of College personnel including students; and

(iv)             When Champlain College declares prior to the creation of the computer software that it is the internal sponsor of the work because the identity of the project is expected to reside with the College, or substantial College resources are expected to be used or are earmarked for the project, or the ownership of the copyright in the computer software is otherwise in the best interests of the College or in furtherance of the College’s mission.

Champlain College shall determine in its sole discretion whether a work falls under subparagraphs (i)-(iv) above, with the understanding that the use of College resources or personnel commonly available to all faculty, staff, other employees and students, such as libraries, offices, staff or secretarial support, and office equipment shall not constitute substantial or special use of College resources. Such determinations shall be binding upon all persons covered by this policy.

 Faculty who intend to create computer software should reach agreement with the College’s Senior Vice President for Finance & Administration in writing on copyright ownership prior to the creation of the software.

When copyright in computer software resides with the College, the College may choose to assign the copyright to the faculty member or student involved in the creation and the College, as a condition of such assignment, may retain rights in the copyright, including the right to receive royalty or other income payments. If no assignment occurs, the faculty or students involved in the creation of the computer software (as reasonably determined by the College) are hereby granted a non-exclusive, perpetual, non-transferable, royalty free license to use the software for scholarly purposes at Champlain College or elsewhere.

Patents. 

The owner of the copyright to a work pursuant to this policy shall have the exclusive right to apply for, pursue, register and own one or more patents on or related to such work, including computer software that is also patentable. All faculty, staff, other employees and students agree to execute such documents or render such assistance, and take such other actions as the College may reasonably request, at the College’s expense, to apply for, register, perfect, confirm or protect the College’s right to pursue this intellectual property; and the College similarly agrees to execute such documents or render such assistance, and take such other actions as the individual faculty member, staff, or student may reasonably request, at such individual’s expense, to apply for, register, perfect, confirm or protect such individual’s right to pursue this intellectual property.

Use of Consultants and Independent Contractors. 

Under copyright law, copyright ownership of works created by outside consultants and independent contractors generally resides with the outside consultant or contractor, and not with the College or the person hiring the outside party. As such, College personnel hiring outside consultants and independent contractors (keeping in mind that in many instances students may also be considered independent contractors) shall observe the precaution of using a written agreement including the assignment of copyright and other intellectual property rights to the College.  Assistance in drafting this agreement, or in obtaining a form agreement, is available from the Office of Finance & Administration

Prosecution of Infringements.           

The copyright owner shall have the right to prosecute infringements. In the event that the College is not the owner, the owner fails to prosecute an infringement upon the demand of the College, and the College is receiving income from the copyright or shall otherwise benefit from prosecution, the College shall have the right to prosecute the infringement and receive any resulting awards or settlements.

Use of Copyrighted Material by Faculty, Staff and Other College Employees, and Students of the College.           

Champlain College, as an educational institution that is both a consumer and producer of information, supports the College community’s responsible and good faith exercise of fair use of copyrighted materials in pursuit of the College’s educational mission. The College is committed to complying with laws protecting the rights of copyright holders, while recognizing that those rights are limited by fair use and other provisions of copyright law. The College provides information and resources to educate members of the College community about copyright law, the rights of copyright holders and the exercise of fair use. The faculty, staff and other College employees, the students of the College, and all members of the College community have an obligation to make informed and responsible decisions regarding their use of copyrighted materials and are obligated to comply with copyright law.

Effective Date and Amendment.      

This policy shall be effective as of July 1, 2010, and replaces the policy dated July 1, 2008. It may be reviewed periodically by the College and revised in the College’s discretion.

Noise Policy

When you are living in a community with other students and College staff, it is important to remain respectful of others at all hours of the day and night. It is expected that electronic devices will be operated at a reasonable, considerate volume at all times. Speakers or amplifiers may not be placed on windows or outside at any time. Quiet hours are 11:00 p.m.-7:00 a.m. daily, but courtesy is expected 24 hours a day. During exam periods, 24-hour quiet is required in all residence halls. Violations of quiet hours may result in fines, warnings or removal from housing.

Burlington’s Noise Control Ordinance

To report noise in your neighborhood, contact the Burlington Police Department at 658-2704.

Below is a summary (not the official language) of Burlington’s noise ordinance. The complete noise control ordinance can be found at -https://www.burlingtonvt.gov/CodeEnforcement/Noise-Pollution 

1. The noise ordinance applies 24 hours a day. There are also special “quiet hours” for the city from 10:00 pm to 7:00 am.

2. Unreasonable noise is prohibited. Noise is unreasonable when it is unreasonably loud given the time, place, and nature of the noise. Noise that is plainly audible between apartments or houses between the hours of 10:00 pm and 7:00 am is considered unreasonable. Sound systems, TVs, and radios cannot be played in an unreasonably loud manner.

3. Noise from parties and social gatherings have special regulations and are defined as situations where one or more participants are not residents. In the event of a noise disturbance, all of the residents at a premise are considered liable in addition to any other person engaged in making noise. Residents who may not have been involved in a disturbance may seek special consideration and should consult with the issuing officer and may also seek special consideration from the court in a judicial proceeding.

4. Noise from parties and social gatherings have special regulations. Such gatherings are defined as situations where one or more participants are not residents. In the event of a noise disturbance, all of the residents at a premise are considered liable in addition to any other person engaged in making noise. Residents who may not have been involved in a disturbance may seek special consideration and should consult with the issuing officer and may also seek special consideration from the court in a judicial proceeding.

5. Machinery, power equipment, and construction noise are prohibited from between 9:00 pm and 7:00 am. 

6. Certain exemptions apply: Approved emergency repair or construction work; authorized safety and emergency devices; approved utility and public facility work; snow removal equipment; and approved events by the municipality or by educational institutions.

Party/Social Noise Fine

• First violation: $300 for an uncontested ticket

• Second violation: $400 for an uncontested ticket

• Subsequent violations: Criminal offense and $500

General Noise Fines

• First violation: $200 for an uncontested ticket

• Second violation: $300 for an uncontested ticket

• Subsequent violations: Criminal offense and $500

Students at Champlain College should be aware that as members of the greater Burlington community, they will be held accountable for violations of the Noise Ordinance. Citations for violations of the Noise Ordinance will become part of the student conduct record.

Off-Campus Conduct

The College reserves the right to take disciplinary action against Champlain College students who are involved in any off-campus incidents of criminal activity or otherwise inappropriate noncriminal behavior, particularly when such incidents have implications for campus safety or affect the reputation or operation of the College. Local police departments will routinely share information with Champlain College regarding student violations of local, state and federal law. For more information, please see the section titled Conduct Review Process.

Retaliation Policy

Retaliation includes adverse action taken by any person over whom the College has some measure of control (e.g., faculty, staff, students, and covered third parties) against a person because they have made a good faith report of Prohibited Conduct and/or because they have participated in any proceeding under this Policy. Adverse action includes conduct that threatens, intimidates, harasses, coerces or in any other way seeks to discourage a reasonable person from engaging in activity protected under this Policy. Retaliation can be committed by or against any individual or group of individuals, not just a respondent or complainant. Retaliation does not include good faith actions lawfully pursued in response to a report of Prohibited Conduct.

The College will take immediate and responsive action to address any report of covered retaliation and will pursue disciplinary action as appropriate. An individual whose good faith activities as described above result in their being protected from retaliation under this policy is entitled to such protection even if the reported conduct is ultimately not found to be in violation.

Skateboard Policy

Skateboards, longboards, rollerblades and skates may be used outdoors on campus so long as such use does not present a safety hazard to pedestrians or is likely to cause property damage. Operators of skateboards, longboards, rollerblades and skates (referred to as “Operators”) must use caution and act in a safe manner at all times for the safety of pedestrians. Operators must yield to pedestrians.

Use of skateboards, longboards, rollerblades or skates is at the Operator’s own risk. Operators should be aware that they are personally liable for injury to people or damage to property caused by their activity.

Skateboards, longboards, rollerblades and skates are prohibited from the following areas:  Rozendaal Courtyard, the hardscape surface on the west side of Perry Hall and inside college buildings (academic and residential). Champlain College may designate other areas of campus where such activities are prohibited.

Violations of this policy may result in disciplinary action.

In addition to this policy, Operators are expected to know and adhere to all applicable local laws and regulations governing use of public roads, sidewalks and other public areas.

Cautionary Note

Like any other sport or method of transportation, skateboards, longboards, rollerblades and skates involve inherent risks that can lead to injury or death of the operator or bystanders. Champlain College strongly urges those who skateboard, longboard, rollerblade or skate for pleasure, recreation or transportation to fully understand the inherent risks and understand how best to manage such risks. Protection equipment while skateboarding, longboarding rollerblading or skating is strongly recommended.  A properly fitted helmet will dramatically reduce chances of traumatic brain injury during a fall, while other safety equipment like slide gloves, knee and elbow pads, and padded shorts will help minimize bodily harm in case of accident.

Smoking

Indoor smoking is banned in all College buildings. Outdoor smoking is banned on central campus (Aiken Lawn and the Rozendaal Courtyard, CCM Promenade) Finney Quad, and within 25 feet of all entries, residence hall entries, outdoor air intakes and operable windows. Smoking is permitted at all times in the gazebo located on the corner of Maple Street and Summit Street.

This policy applies to all forms of smoking and use of any nicotine delivery device that has not been approved by the Federal Drug Administration (this includes E-cigarettes and vaping devices). Electronic smoking and vaping devices are prohibited on campus due to the fire safety risk they pose, and Campus Public Safety may confiscate devices. Behavior inconsistent with this policy will be documented. Violation of this policy may result in disciplinary action including but not limited to a written warning, fine ($25 or higher) or risking your status as a student.

Study Abroad /Champlain Abroad Conduct

The standards and policies of this College Catalog apply to student behavior at all Champlain Abroad sites. In addition, students are subject to the laws and policies of the host country and site for all study abroad programs (i.e. Champlain Abroad, exchanges and third-party programs) regardless of whether this information is specified in this catalog. Each program and site may have its own regulations. Certain legal requirements (such as those requiring the provision of reasonable accommodations for students with disabilities) may not be applicable at study abroad sites and/or may be difficult or impossible to implement in such locations; the College will of course comply with all legal requirements, but may not be in a position to exceed such requirements. Please contact the Study Abroad at studyabroad@champlain.edu for details.