The NASSAU COMMUNITY COLLEGE Public Safety Department is here to ensure that everyone’s experience on campus is a safe and secure one. In order to help you enjoy your educational experience here on campus, we have prepared this booklet. Please take the time to read it thoroughly and keep it so that you can refer to it as necessary.
Your campus Public Safety Department is dedicated to facilitating the educational process and assuring the safety and well being of the college community.
A staff of officers provides 24 hour motorized and foot patrols in and around campus buildings, and prompt response to requests for assistance ranging from reports of possible criminal activity to aiding motorists, vehicle accidents, emergencies and possible safety hazards. Scooter patrols have been added in order to place our officers in closer contact with the public they serve. The staff are trained and licensed by New York State in accordance with the Security Guard Act of 1992. While our officers are not police or peace officers, they do have the authority as granted by the Nassau County Legislature to issue parking summonses and appearance tickets under Nassau County Ordinances 372, 482, Ordinance 238-1984 and Local Law 6.
The provisions of the New York State Education Law also govern behavior on college grounds. For the safety of the college community, Public Safety Officers have the right under this law to request any person on the grounds of the campus to produce identification. The cooperation of the college populace in this regard adds to everyone’s safety.
A firm working relationship and mutual cooperation between the Nassau County Police and Public Safety ensures that all campus law enforcement needs are satisfied.
Although we have constructed barriers to deter “through” traffic, our open campus is easily accessible to all who wish to enter by vehicle or foot. Because of this open accessibility, all students, faculty and staff are encouraged to exercise a sense of personal responsibility for their own safety and well-being and the safety and well-being of others.
Obey all speed limits, traffic signs, parking regulations and the directives of Public Safety Officers in performance of their duties. If you observe a suspicious person or activity, contact Public Safety immediately for quick response and appropriate action. Our contact number is 516.572.7100. In an emergency, you can reach us on your cell phone at 516.572.7111.
Each member of the College community should consider himself or herself as an active “College Watch” participant. Working together, we can create and maintain a safe environment. Incidents observed by Public Safety patrols are reported by radio and responded to immediately. Students and staff members observing any type of incident should immediately notify a patrol unit if in sight, or call Public Safety for assistance. To facilitate the reporting of emergencies or incidents on campus, the college has installed over 100 special emergency telephones inside and outside of the buildings and in the parking fields. They provide a direct line to Public Safety and will be answered by an officer as soon as you lift the phone from its cradle or press the contact button. If using a regular campus telephone, dial extension 7111 in case of emergency. The Public Safety number is prominently displayed on all marked patrol vehicles, in the College directory and on posters throughout the campus to serve as a constant reminder and reinforcement. Whenever you see it displayed make a mental note so you’ll remember it in an emergency, or you can program the number into your cell phone for easy access. Many improvements in lighting on the campus have been made, and escorts are available from the Public Safety Office if the necessity arises. Students and staff members are advised to use the “buddy system” when going to or leaving classes.
The Physical Plant maintains the campus buildings and facilities with a concern for safety and security. The Public Safety Department and Physical Plant personnel regularly inspect the campus to ensure that safety hazards are remedied in a timely fashion, and to ensure locks, windows, and fire safety equipment operate properly.
Safety and personal well-being is a shared responsibility. There are some important things you can do to protect yourself and those around you.
- BE AWARE OF YOUR SURROUNDINGS. Be sure to know who and what is around you. The best way you can protect yourself is to be and appear to be aware of everything around you. People who appear to be self-assured and have an assertive “body language” are less likely to be victimized.
- PROTECT YOUR BELONGINGS. Put your name on your books and other personal property. Thieves are less likely to take well-marked items, and if they are lost or stolen, the likelihood of recovery is greatly increased if you have your name on your property.
- LOCK YOUR VEHICLE. Make sure nothing of value is left in sight from outside the vehicle.
- DON’T LEAVE ITEMS UNATTENDED. A minute is all it takes for someone to walk away with your books, or purse or any other item. It is not advisable to leave your property unattended anywhere, whether in a classroom, a food services area, or on a bench. You are not at home. Don’t put yourself in a position to become a victim.
- TRUST YOUR INSTINCTS. When you feel uneasy around certain people or situations there is usually a good reason for it. Trust your 6th sense, and report your apprehensions immediately.
- REPORT SUSPICIOUS ACTIVITY. Problems are easier to solve if they are caught right away.
All reports and complaints are treated seriously. If Public Safety is notified of a safety hazard, an officer will respond to the location, assess the situation, and take immediate action to prevent injury and /or property damage.
If a report of a medical emergency is received, Public Safety will respond directly, and after assessing the situation, ensure the appropriate medical personnel respond to the situation. Members of the Public Safety Department receive first aid training and several members of the Department are certified by NYS as EMTs and can render assistance prior to the arrival of an ambulance.
In the case of vehicle accidents, Public Safety will respond, safeguard the accident site, gather the information necessary for the appropriate report, and will ensure that whatever other assistance is needed whether that be from the police, fire department, or ambulance also responds to the scene.
In the case of reports of any criminal activity, the Public Safety Department will assist victims and witnesses in making reports with the Nassau County Police. Public Safety in many cases will perform the initial investigation and then assist the police in whatever way they deem is appropriate. In some cases, incidents involving alleged violations of the Student Code of Conduct are referred to the Dean of Students for possible discipline. In all cases involving violence, bodily harm, or other incidents of a serious nature, Public Safety will report the incident to the Nassau County Police. Public Safety will also assist and facilitate the report of such events to the police by the people directly involved if the victims and or witnesses wish to contact the police directly.
Dean of Student’s Office: 516.572.7376
Nassau Community College Public Safety Department: 516.572.7100
Nassau Community College Public Safety Emergency contact number: 7111 from a campus telephone. From a cell phone 516.572.7111.
Police Emergency: 911
Nassau County Police Department Third Precinct: 516.573.6300
In the event that a serious crime occurs on campus that may impact the safety of the College community, Public Safety will issue a Public Safety alert via e-mail and signs will be posted at the entrances to all buildings. This is to ensure that members of the College community are aware that a situation occurred and to enable them to take appropriate actions to protect themselves. Where a reported threat is of an immediate nature, Public Safety will send alerts out via NCC Alert through the Campus Rave system.
The College Public Safety Department is here to assist you. It is a responsibility that is taken very seriously by all members of the Department.
The Director of Public Safety regularly publishes information concerning good safety habits and procedures, displays seasonably appropriate safety and public service posters throughout the campus and provides information describing Public Safety Services in the Student Orientation Survival Manual. In addition, the Director regularly provides information to the Vignette (the College newspaper) regarding safety policies and procedures, individual responsibilities, and items of current concern on campus.
Students and staff members are urged to utilize these Public Safety publications as educational opportunities to improve their overall awareness and ability to respond to matters of personal and public safety both on campus and off campus.
In the event that there is a situation on campus that presents a significant emergency or a situation that presents an immediate threat to the health or safety of persons on campus, a message will be sent via NCC Alert. NCC Alert enables fast and efficient dissemination of critical information to members of the NCC community during major emergencies. It allows the College to simultaneously send alerts through text messaging, voice mail, and e-mail to numerous devices of those members of the community who have registered for these services.
All members of the College community are strongly urged to register to receive alerts when they log into the NCC Portal. Click on the NCCAlert icon located at the Launch Pad section of the Portal. If you have any questions about this, contact the Information Center at the Plaza Level of the Tower, 516-572-7501, or the Help Desk at 516-572-0629 or firstname.lastname@example.org.
In the event that the report of a significant emergency or dangerous situation is received, Public Safety will respond to assess and evaluate the situation. If it is determined that there is a situation which poses a risk to the campus population, the appropriate outside agencies will be notified and the Director of Public Safety, or his designee, will without delay initiate the notification system through NCC ALERT. The notification will include the nature and location of the emergency, and provide appropriate directives to safeguard the health and safety of members of the campus community. The College is in the process of enhancing its existing public address (PA) system (located in the blue light phone system) to allow College officials to provide verbal emergency notifications and instructions over a campus-wide loudspeaker system. During an emergency, you may receive important instructions via this system. When you hear these messages, please listen carefully and follow the instructions. The Office of College Relations will disseminate information regarding the emergency to the larger community if necessary.
There are signs posted throughout campus that describe the appropriate procedures to be followed in the event of an emergency.
The above systems are tested periodically. If the system is being tested, the message you receive will indicate that fact and that no action on your part is necessary.
Drills are also held to test the College’s ability to respond appropriately to major emergencies. Several drills have been conducted for staff members throughout the year. Response is evaluated on an on-going basis.
Nassau Community College is committed to a proactive preventive approach in assuring the campus is free of alcohol and substance abuse. The College operates in compliance with the Drug-Free Workplace Act of 1988 and the Drug-Free Schools and Communities Act Amendments. To maintain an atmosphere conducive to fulfilling this mission, the policy for a Drug-Free Campus states:
“The College expressly prohibits the unlawful use, possession, manufacture, distribution or dispensation of controlled substances, which includes alcohol, in all Nassau Community College facilities or while attending or conducting College business off campus.”
No alcohol is permitted on campus without the expressed permission of the President or his designee. Consumption of alcohol is not permitted on campus by anyone under the age of 21.
Compliance with the provisions of the College’s drug and alcohol policies is a condition of attendance at the College. Violations of any rule of the Student Code of Conduct shall result in appropriate disciplinary action.
The full text of the Student Code of Conduct is available in the College Catalog.
The possession or use of firearms of any nature, dangerous weapons, fireworks or explosives on campus is strictly prohibited.
Federal Law requires that all colleges and universities receiving federal funding report on specific types of crimes and incidents occurring on their campuses, or other locations under the control of the institution. Below are the definitions of reportable crimes as defined by and excerpted from the National Incident-Based Reporting System Edition of the Uniform Crime Reporting Handbook. (For further information on the Clery Act and for links to the U.S. Department of Education’s Crime statistics go to www.Clerycenter.org and follow the links)
Any willful or malicious burning or attempt to burn, with or without intent to defraud, a dwelling house, public building, motor vehicle or aircraft, or personal property of another, etc.
Criminal Homicide-Manslaughter by Negligence
The killing of another person through gross negligence.
Criminal Homicide-Murder and Non-negligent Manslaughter
The willful (nonnegligent) killing of one human being by another.
The taking or attempting to take anything of value from the care, custody, or control of another person or persons by force or threat of force or violence and/or by putting the victim in fear.
An unlawful attack by one person upon another for the purpose of inflicting severe or aggravated bodily injury. This type of assault usually is accompanied by the use of a weapon or by means likely to produce death or great bodily harm. (It is not necessary that injury result from an aggravated assault when a gun, knife, or other weapon is used which could and probably would result in serious personal injury if the crime were successfully completed.)
The unlawful entry of a structure to commit a felony or theft. For reporting purposes this definition includes: unlawful entry with intent to commit a larceny or felony; breaking and entering with intent to commit a larceny; housebreaking; safecracking; and all attempts to commit any of the aforementioned.
Motor Vehicle Theft
The theft or attempted theft of a motor vehicle. (Classify as motor vehicle theft all cases where automobiles are taken by persons not having lawful access even though the vehicles are later abandoned, including joyriding.)
Weapon Law Violations
The violation of laws or ordinances dealing with weapon offenses, regulatory in nature, such as: manufacture, sale, or possession of deadly weapons, concealed or openly; furnishing deadly weapons to minors; aliens possessing deadly weapons; and all attempts to commit any of the aforementioned.
Drug Abuse Violations
Violations of State and local laws relating to the unlawful possession, sale, use, growing, manufacturing, and making of narcotic drugs. The relevant substances include: opium or cocaine and their derivatives (morphine, heroine, codeine); marijuana; synthetic narcotics (Demerol, methadones); and dangerous nonnarcotic drugs (barbituates, Benzedrine).
Liquor Law Violations
The violation of laws or ordinances prohibiting the manufacture, sale, transporting, furnishing, possessing of intoxicating liquor; maintaining unlawful drinking places; bootlegging; operating a still; furnishing liquor to a minor or intemperate person; using a vehicle for illegal transportation of liquor; drinking on a train or public conveyance; and all attempts to commit any of the aforementioned. (Drunkenness and driving under the influence are not included in this definition.)
Sexual assault can be defined as any type of sexual contact or behavior that occurs by force or without consent of the recipient of the unwanted sexual activity. Falling under the definition of sexual assault is sexual activity such as forced sexual intercourse, sodomy, child molestation, incest, fondling, and attempted rape. It includes sexual acts against people who are unable to consent either due to age or lack of capacity.
A. Forcible Rape- The carnal knowledge of a person, forcibly and/or against that person’s will; or not forcibly or against the person’s will where the victim is incapable of giving consent because of his/her temporary or permanent mental or physical incapacity (or because of his/her youth). This offense includes the forcible rape of both males and females.
B. Forcible Sodomy- Oral or anal sexual intercourse with another person, forcibly and/or against that person’s will; or not forcibly against the person’s will where the victim is incapable of giving consent because of his/her youth or because of his/her temporary or permanent mental or physical incapacitation.
C. Sexual Assault with an Object- The use of an object or instrument to unlawfully penetrate, however slightly the genital or anal opening of the body of another person, forcibly and/or against that person’s will; or not forcibly or against that person’s will where the victim is incapable of giving consent because of his/her youth or because of his/her temporary or permanent mental or physical incapacity.
D. Forcible Fondling- The touching of the private body parts of another person for the purpose of sexual gratification, forcibly and/or against that person’s will; or not forcibly or against the person’s will where the victim is incapable of giving consent because of his/her youth or because of his/her temporary or permanent mental capacity.
Unlawful, nonforcible sexual intercourse.
A. Incest-Nonforcible sexual intercourse between persons who are related to each other within the degrees wherein marriage is prohibited by law.
B. Statutory Rape-Nonforcible sexual intercourse with a person who is under the statutory age of consent.
Domestic Violence can be defined as a pattern of abusive behavior that is used by an intimate partner to gain or maintain power and control over the other intimate partner. Domestic violence can be physical, sexual, emotional, economic, or psychological actions or threats of actions that influence another person. This includes any behaviors that intimidate, manipulate, humiliate, isolate, frighten, terrorize, coerce, threaten, blame, hurt, injure, or wound someone.
Dating violence is defined as violence committed by a person who is or has been in a social relationship of a romantic or intimate nature with the victim; and where the existence of such a relationship shall be determined based on a consideration of the following factors:
- The length of the relationship.
- The type of relationship.
- The frequency of interaction between the persons involved in the relationship.
Stalking can be defined as a pattern of repeated and unwanted attention, harassment, contact, or any other course of conduct directed at a specific person that would cause a reasonable person to feel fear.
This category includes all of the above listed Clery Offenses, but the motivation for the offense was based on the victim’s race, gender, religion, sexual orientation, ethnicity, national origin, gender identity, or disability. In addition to the above offenses, the following offenses are also reportable under hate crimes:
The taking of the property of another.
Physical force used that does not involve the use of a weapon and does not lead to serious injury.
Placing another in fear of bodily harm through the use of threatening words and/or conduct.
Destruction/Damage/Vandalism of property
The willful or malicious destruction, damage, of vandalism of property.
WHAT TO DO IF YOU ARE THE VICTIM OF A SEXUAL ASSAULT
If you are the victim of a sexual assault or rape, go to a safe place and call for help. Call Public Safety, the police, a family member or a friend. It is imperative that you seek medical treatment immediately, not just for injuries incurred during the assault, but also to facilitate treatment against sexually transmitted diseases and pregnancy.
- Do not change your clothing, wash or even comb your hair. Vital evidence can be lost. Leave the scene of the incident exactly as it is. Don’t clean the area or throw anything away.
- As soon as possible, you should try to write down every detail of the incident. Again, this will facilitate the investigation of the incident.
Below are the offices and telephone numbers of on-campus resources, which can provide information and support in the event of any such assault.
Public Safety Emergency Number: 516.572.7111
Public Safety non-emergency phone number: 516.572.7100
Health Office: 516.572.7123
Student Personnel Services: 516.572.7698
In instances when a Nassau Community College student reports to a counselor or pastoral representative that they have been the victim of a crime, the counselor/representative will inform the student that he/she has the right to report said incident to Public Safety and/or to the local authorities, including but not limited to the Police.
The student is advised that this disclosure is voluntary and if desired, confidential. If requested, the student will receive assistance with notifying authorities by College personnel. Whether or not the student chooses to report said incident, psychological counseling services will be offered and/or appropriate referrals to community agencies will be made as needed.
- If this is an emergency call 911.
- Response-A 24-hour crisis information hotline: 516.679.1111
- Nassau Coalition Against Domestic Violence and Rape 516-542-0404
- The Safe Center LI 516-542-0404
- Sexual Assault, rape, child abuse 24/7 hotline: 516.222.2293
- Project Salva 24/7 bi-lingual domestic violence hotline 516-889-2849
- Sex Crime Squad of the Nassau County Police Department: 516.573.8055
- Sex Offense and Domestic Violence Bureau of the Nassau County District Attorney's Office: 516.571.1266
The New York State Sex Offender Registry may be accessed from any computer with an internet link at
WHERE TO REPORT CRIMES
Any criminal activity should be reported to any of the following offices:
Public Safety 516.572.7100
Dean of Students Office 516.572.7376
Public Safety Emergency number 7111 (from a campus phone); 516-572-7111 (from a non-campus phone)
Nassau County Policy Department Emergency: 911
Nassau County Police Department Third Precinct 516.573.6300
For the purpose of gathering crime statistics for this publication, incidents reported to the Dean of Students and the Office of Affirmative Action are passed onto Public Safety for inclusion. Incidents reported to counselors are forwarded to Public Safety for statistical purposes only, and are not investigated.
It is the policy of Nassau Community College to establish an environment in which the dignity and worth of all members of the institutional community are respected. In keeping with this principle, the sexual harassment of students or employees is considered unacceptable conduct and will not be tolerated. This includes workplace and peer to peer harassment.
Sexual harassment is a serious violation of campus policy, and can result in disciplinary action. Sexual harassment subverts the mission of the College and undermines the educational process. It creates an atmosphere which is not conducive to learning or productivity.
Nassau Community College is committed to all provisions of Title VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, and other human rights and equal opportunity laws. These laws include prohibitions of discrimination in employment and educational programs and services on the basis of sex.
Recent guidelines of Title VII of the Civil Rights Act focus upon sexual harassment as an unlawful practice. "Sexual harassment, like harassment on the basis of color, race, religion, or national origin, has long been recognized by the Equal Employment Opportunity Commission as a violation of Section 703 of Title VII of the Civil Rights Act as amended" (Federal Register, April 11, 1980). Recent interpretations of Title IX of the Education Amendments similarly delineate sexual harassment as discriminatory and unlawful.
It is the policy of Nassau Community College that all forms of sexual harassment, whether it involves students or employees as complainants or respondents, should be corrected early and firmly in the interest of maintaining a barrier-free working and learning environment.
A faculty member's selection of materials shall not be a basis for sexual harassment complaint hereunder.
DEFINITIONS OF SEXUAL HARASSMENT
Employees: Faculty, Staff, and Administration
For purposes of this policy, sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
1. submission to, or toleration of, such conduct is made (either explicitly or implicitly) a term or condition of employment; or
2. submission to, or rejection of, such conduct by an individual is used as a basis for evaluation in making employment decisions affecting the individual; or
3. such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive environment for work.
Sexual harassment of students is a violation of Title IX of the Education Amendments of 1972, which prohibits sex discrimination in education. Such harassment can include, but not necessarily be limited to, harassment by employees or by students (commonly referred to as peer to peer harassment). Sexual harassment consists of unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature where grades or educational progress are made contingent upon submission to such conduct, or where the conduct has the purpose or effect of interfering with the individual's academic performance, or of creating an intimidating, hostile, or offensive educational environment.
Supervisors and faculty members must recognize that their positions necessarily embody unequal power relationships with their subordinates and students respectively. Because of the inherent power difference in these relationships, the potential exists for the less powerful to perceive a coercive element in suggestions of activities outside those appropriate to the professional relationship. It is the responsibility of supervisors and faculty members to behave so that their words or actions cannot reasonably be perceived as coercive. All members of the college community are urged to be conscientious in evaluating their own behavior in light of this policy.
Sexual harassment can include, but is not limited to, such actions as:
1. sex-oriented humor or abuse that includes derogatory or dehumanizing gender reference;
2. physical contacts such as patting, pinching, or frequently and intentionally brushing against another's body;
3. subtle or overt pressure for sexual activity.
Consenting romantic and sexual relationships between faculty and student or between supervisor and employee, while not expressly forbidden, are generally deemed unwise.
Romantic relationships that might be appropriate in other circumstances may be inappropriate when they occur between a faculty member of Nassau Community College and a student or employee with whom that person has a professional relationship (e.g., professor-student, supervisor-employee).
Students depend upon professors for grades, recommendations, job referrals and opportunities for teaching and research.
Employees rely upon their supervisors for promotions, raises, upward mobility, job assignments, overtime, access to equipment, etc.
Because of the differences in power between professors and students and between supervisors and employees, a professor or supervisor cannot be certain that the relationship is truly welcome or consensual. With an academic or employment career at stake, a student or employee may find it difficult and threatening to refuse a request from his/her professor or supervisor, no matter how casual the request. Such relationships may also be inappropriate because they may create a negative or uncomfortable working or learning environment for others who perceive preferential treatment.
The respect and trust accorded a professor by a student, as well as the power exercised by the professor in giving praise or blame, grades, recommendations for further study and future employment, etc., greatly diminish the student’s actual freedom of choice should favors be included among the professor’s other, legitimate, demands. Therefore, faculty, employees and administrators are cautioned against the possible costs of even an apparently consenting relationship.
A faculty member who enters into a consensual relationship with a student, or a supervisor who enter into a consensual relationship with an employee where, in both instances, a professional power differential exists, is cautioned that if a charge of sexual harassment is subsequently lodged, it will be exceedingly difficult to prove immunity on the grounds of mutual consent.
FUNCTIONS & DUTIES OF AFFIRMATIVE ACTION OFFICER
AND DESIGNATED INVESTIGATIVE OFFICER
The College President shall appoint a member of the administration to serve with the Affirmative Action Officer (AAO) as investigative officers for the purposes of pursuing informal and formal resolution of complaints. Such person shall be called a Designated Investigative Officer (DIO). This appointee shall be trained for purposes of this policy.
For the purpose of implementing the Sexual Harassment Policy, the functions and duties of the Affirmative Action Officer are, but not limited to:
1. educating college personnel regarding their responsibilities and rights under this policy and under federal regulations;
2. working with the Academic Senate Affirmative Action Committee to educate and inform the college community about sexual harassment policies and issues;
3. hearing complaints brought by students or employees of the college;
4. ensuring that complainants are informed of their options under this policy;
5. mediating between the parties;
6. facilitating the filing of complaints;
7. conducting an investigation subsequent to the filing;
8. maintaining time logs and reporting thereon in the Annual Report (see no. 11)
9. reporting the findings to the President of the College;
10. collecting statistics on sexual harassment incidents;
11. preparing an annual report for the college community, that shall include statistics, educational initiatives, overall monitoring efforts, and other activities. The report will be made available to the President's Cabinet, Academic Senate Executive Committee, the Academic Senate Affirmative Action Committee (which can reprint the report) and all other interested parties. This report will maintain the confidentiality of all parties.
The functions and duties of the Designated Investigative Officer shall be limited to:
1. hearing complaints brought by students or employees of the college;
2. ensuring that complainants are informed of their options under this policy;
3. mediating between the parties;
4. facilitating the filing of complaints;
5. conducting an investigation subsequent to the filing;
6. maintaining time logs and reporting thereon to the Affirmative Action Officer;
7. reporting the findings to the President of the College.
INFORMATION & COUNSELING
REGARDING SEXUAL HARASSMENT
The Office of the Affirmative Action Officer (AAO) is charged with distributing copies of this policy and disseminating information regarding sexual harassment to all current and future employees and students. These materials shall also be available through the Office of the Chair of Student Personnel Services, the Women's Center, the Office of Student Activities, from Designated Counselors, and in the College Library.
DESIGNATED COUNSELORS: APPOINTMENT & FUNCTIONS
The Student Personnel Services department chairperson, along with the advice and consent of the department P & B Committee, shall submit a list of Student Personnel Services faculty with counseling credentials to the AAO. Other faculty who wish to serve in this capacity and who have the required counseling credentials for the Student Personnel Services department may, with the advice and consent of the Student Personnel Services department P & B Committee, also be considered. The President of the College, in consultation with the AAO, shall appoint faculty as needed from this list to serve as designated counselors. The college shall provide sexual harassment training for the selected designated counselors.
The designated counselors:
1. shall provide education and counseling support, as appropriate, to members of the college community seeking information and/or help with sexual harassment issues;
2. may act as a facilitator on behalf of the complainant;
3. shall inform complainants of their options under this sexual harassment policy;
4. shall offer supportive counseling;
5. shall assist complainants throughout their decision-making process and in the resolution of the complainants' concerns;
6. shall accompany complainants to meetings arranged by the AAO or DIO if so requested by the complainants. She/he may lend support, but not act as legal counsel.
Designated Counselors, Department Chairs, NCC administrators, the Designated Investigative Officer (DIO) and CSEA supervisors in charge of a unit must report all allegations, reports, incidents, etc. of sexual harassment that come to their attention to the Affirmative Action Officer (AAO). Reporting conversations with students about sexual harassment in which the student wishes confidentiality, or does not wish to pursue a complaint, must be done no later than 45 working days from the date when the student should receive a grade. In all other instances, including those involving employees, reporting must be done within 45 working days from the date of the initial allegation. All reporting College officials may report the incident sooner than 45 working days. In making the decision as to when to report within the 45 working days, consideration should be given to the wishes of the student or employee. Absolute confidentiality cannot be provided to a complainant under any circumstances.
The Designated Counselors, Department Chairs, NCC administration, the DIO and CSEA supervisors are not obligated to elicit names. If names are known, the employee will consider the complainant’s wishes as to whether or not to include them in the report. The report can be oral or in writing, at the option of the employee. The Affirmative Action Officer is not obligated to confirm in writing to the reporting person that he/she has proffered the information. The College strongly suggests that all reports be made in writing and it is strongly suggested that the reporting person make the complaint in writing.
When hearing an allegation, report, incident, etc. of sexual harassment from a student or employee, all faculty members and CSEA supervisors are obligated to inform the student or employee that Nassau Community College has a policy on handling sexual harassment complaints, and to direct the student or employee to the list of the Designated Counselors, DIO and AAO for further discussion and filing of complaints.
It is understood that the Designated Counselors and the Designated Investigative Officer shall follow the policies as outlined in this section.
THIRD PARTY COMPLAINTS
If there is no complainant, the supervisor or department chairperson who reasonably believes that sexual harassment may have occurred must report it to the Affirmative Action Officer or the Designated Investigative Officer.
RESOLUTION OF COMPLAINTS
The College urges that every effort be made to utilize Stage 1 or Stage 2 before proceeding to a formal complaint of harassment. However, the reporting individual has the option of proceeding directly to Stage 2 or Stage 3. Sexual harassment grievance complaints must be filed within 45 working days following the alleged act(s) or in the case of a student, in a classroom situation, no later than 45 working days after a final grade is received.
INFORMAL RESOLUTION OF COMPLAINTS
Every effort shall be made to resolve problems on an informal basis. The emphasis at the informal stage will be on the resolution of the issue(s) underlying the complaint in a way which is acceptable to both the complainant and the respondent.
A situation report is a document that describes a set of circumstances reported by a student or employee to the Affirmative Action Office involving allegations of sexual harassment. A situation report will be prepared in those instances when the complainant does not want to file a complaint. The written report(s) will be maintained in the Affirmative Action Officer’s office. Situation reports cannot initiate, in and by themselves, any formal college disciplinary action. However, in the event a formal complaint is filed, report(s) may become part of subsequent reports or case(s) against a respondent.
The Affirmative Action Officer will use his/her judgment as to whether or not to notify Department Chair of a situation report. The Affirmative Action Officer will notify the person(s) in question at the appropriate time as determined by the Affirmative Action Officer’s judgment.
Any student or employee of Nassau Community College who suspects that she/he has encountered sexual harassment as defined in the Nassau Community College Sexual Harassment Policy Statement is encouraged to report the incident(s) to a Designated Counselor. Every effort shall be made to ensure confidentiality throughout STAGE 1.
At this stage, the student or employee may decide, among other options, to resolve the situation individually, to request that the Designated Counselor speak to the faculty member/College employee on her/his behalf, and/or to request that the Designated Counselor accompany her/him to meeting(s) with the Department Chairperson/Supervisor for the purpose of resolution. If the Designated Counselor accompanies the student or employee to a meeting with the Department Chairperson/Supervisor, then the Designated Counselor shall notify the Affirmative Action Officer of such meeting(s) and of the outcome. When appropriate, the Department Chair/Supervisor will contact and meet with the faculty member/college employee to discuss the situation. In addition, the Chairperson/Supervisor may either send a memo reporting the outcome to the Affirmative Action Officer, or send a memo reporting the outcome to the faculty member/employee's personnel file with notification to the Affirmative Action Officer.
For resolution of Stage 1 complaints by the Department Chairs, Designated Counselors, Affirmative Action Officer, or Designated Investigative Officer, in which the complainant may participate and in which the respondent does participate, the result of the first incident will be maintained in the Affirmative Action Officer’s office. The reports of subsequent incidents involving the identical respondent may make reference to information from the results of the first incident provided the subsequent incident occurs no more than six years following the first incident, and will be sent to the Personnel File along with the results of a first incident.
The complainant may speak with the AAO and/or the DIO. Before any attempt at the facilitation/mediation may begin, however, the complainant must select either the AAO or DIO to pursue the complainant to its conclusion.
If so requested by the complainant, the AAO/DIO shall attempt to facilitate/mediate a resolution of the alleged incident through meetings with all parties. The complainant and respondent need not meet together unless both parties agree. All parties will be given full opportunity to respond to the allegations. Every effort shall be made to ensure confidentiality. The complainant and the respondent may each be accompanied by up to two observers.
The AAO/DIO shall notify the Department Chairperson/ Supervisor about the mediation process. For informal resolution of Stage 2 complaints by the Department Chairs, Designated Counselors, Affirmative Action Officer, or Designated Investigative Officer, in which the complaint may participate and in which the respondent does participate, the result of the first incident will be kept in the Affirmative Action Officer’s office. The results of subsequent incidents involving the same employee may make reference to information from the results of the first incident provided the subsequent incident occurs no more than six years following the first incident, and will be sent to the Personnel File along with the results of a first incident.
FORMAL FILING AND INVESTIGATION OF ALLEGATIONS
Complaints hereunder shall be filed on a form provided by the AAO/DIO.
Sexual harassment grievance complaints must be filed within 45 working days following the alleged act(s) or in the case of a student in a classroom situation, 45 working days after a final grade is received.
If the complainant wishes to file a signed complaint during the stipulated time period, the AAO/Designated Investigative Officer (DIO) will assist in this process. In the event a complaint is filed, the respondent, and the respondent's departmental chairperson or supervisor, if applicable, shall be notified in writing that a complaint has been lodged and that an investigation will be conducted. The complainant shall be notified, either verbally or in writing, that such action has taken place. At all stages of the investigation, both the complainant and the respondent may be accompanied by up to two observers. The AAO/DIO will then initiate an investigation to establish whether there is reasonable basis for believing that the alleged violation of this policy has occurred. The investigation will include interviewing the complainant and the respondent. Other persons affiliated with the college at present or in the past who are believed to have pertinent factual knowledge may also be interviewed. All parties will be given full opportunity to respond to the allegations. Every effort shall be made to ensure confidentiality. All fact-finding investigations shall be consistent with Equal Employment Opportunity Commission guidelines involving allegations of Sexual Harassment.
The AAO/DIO shall promptly initiate the investigation; no later than ten (10) working days following the filing. The AAO/DIO shall, after 15 days and 30 days, give a status report of the complaint to date to both the complainant and the respondent. Within a reasonable time (not to exceed 45 working days) from the initiation of the investigation, the AAO/DIO will report his/her findings to the President, which may include: a) finding the allegations are not warranted; b) recommendation of a negotiated settlement; or c) recommendation for institution of the appropriate formal college procedure. The result of formal Sexual Harassment complaints must always be sent to the Personnel File.
Additionally, the AAO/DIO shall communicate in writing to both the complainant and the respondent either that the allegation(s) is/are not warranted or that the complaint is being referred to the College President for action.
In the event the respondent or the complainant is dissatisfied with the recommendations of the AAO/DIO that result in resolution of the allegation, the complainant or respondent may appeal the findings to the College president.
The Affirmative Action Officer/Designated Investigative Officer will maintain a time log of formal complaints to indicate compliance with the time limitations specified in this policy. The time logs will become part of the Affirmative Action Officer's Annual Report. Any party in the complaint can approach the College President and/or the Academic Senate's Affirmative Action Committee Chairperson if time requirements of the policy are not being met.
Within fifteen (15) working days after receipt of the AAO's/DIO's findings, the President shall communicate to the complainant, the respondent, AAO/DIO, and Department Chairperson/Supervisor whether or not, based on the AAO's/DIO's findings, there is probable cause to initiate the appropriate collective bargaining agreement disciplinary proceeding, or whether or not the findings warrant a determination that sexual harassment has occurred. The
President shall communicate, to all parties, the action steps to be taken, including disciplinary action if warranted. Such action shall be consistent with federal laws, and New York State rules, regulations, and laws governing rights to privacy. Presidential decisions and actions always must be sent to the Personnel File.
OPTIONS FOLLOWING PRESIDENTIAL ACTION
In the event that one of the parties does not accept the President's decision, the following options for recourse are available:
1. In the case of a student, a complaint can be filed with an appropriate federal and/or County, state agency(ies), such as Equal Employment Opportunity
Commission, New York State Human Rights Commission, United States Civil Rights Commission, Nassau County's Commission on Human Rights.
2. In the case of a college employee, a grievance can be filed in accordance with the appropriate Collective Bargaining Agreement.
FEDERAL, STATE OR LOCAL FINDINGS
This document does not preclude the right to file with the federal, state or local governing bodies. Please refer to the Equal Employment Opportunity and Affirmative Action at Nassau Community College Handbook or contact the Affirmative Action Officer for further information.
FRIVOLOUS OR MALICIOUS CHARGES
Because of the nature of the problem, complaints of sexual harassment cannot always be substantiated. Lack of corroborating evidence should not discourage complainants from seeking relief through the identified procedures. This policy shall not be used to bring frivolous or malicious charges against students or employees. Disciplinary action under the Student Code of Conduct or the appropriate personnel policies concerning personal misconduct may be taken against any person bringing a charge of sexual harassment in bad faith.
RETENTION OF DOCUMENTS
The Affirmative Action Officer has the right to hold records whether or not there is resolution of the incident. Affirmative Action Office records will be maintained and kept for six years after the last entry, in accordance with the requirements of the State Archives and Records Administration.
This policy seeks to encourage students, staff and faculty to express freely, responsibly and in an orderly way their opinions and feelings about any problem or complaint of sexual
harassment. Any act of reprisal, interference, restraint, penalty, discrimination, coercion or harassment - overtly or covertly - by a college employee or agent against a student or an employee for responsibly using this policy and its procedures interfere with free expression and openness. Accordingly, such acts violate this policy and require appropriate and prompt disciplinary action.
In January 2014, Nassau Community College, through a highly competitive process, has been awarded a three year $300,000 grant by the U.S. Department of Justice’s Office on Violence Against Women. The grant will be used to fund a coordinated approach that will combat violence against women by building upon the current strengths of NCC’s Public Safety Department, other campus departments, and community organizations in partnership with a highly experienced social service agency – The Retreat. The grant to NCC sets forth five project goals that will be addressed by 35 discrete activities. Included among these goals are establishing and reinforcing an understanding of the variety of behaviors that are encompassed by the phrases “domestic violence,” “dating violence,” “stalking,” and “sexual assault;” creating a coordinated community response to violence against women in the area served by the grant; establishing a mandatory prevention and education program for all incoming students; and training all members of the NCC campus disciplinary/conduct board to respond effectively to allegations of domestic violence. The programs that we will establish will engage and educate students, instructors, administrators, campus safety personnel and the Athletic Department. Dr. Donna Bacon, who is currently an instructor at NCC and brings with her 18 years of experience working with Domestic Violence, will be the “Project’s Director.”
Throughout the year, the Nassau Community College Public Safety Department offers to the College Community the S.H.A.R.P. Program (Sexual Harassment and Rape Prevention Training). Interested parties should contact Sergeant Keith Blum at 516-572-7801 to schedule a class. The Public Safety Department is currently engaged in getting several officers certified as instructors in R.A.D. Training (Rape Aggression Defense), and hopes to be offering this training course as well.
During the course of the academic year, many programs are offered to teach the College community how to recognize crime, prevent crime victimization, and how to generally enhance personal safety and well-being. There are several very active campus committees charged with these educational programs such as the Campus Safety Advisory Committee, and the Sexual Harassment Education Committee. Both of these groups as well as the Women’s Center are active in providing the College populous with valuable information pertaining to safety issues.
CAMPUS PUBLIC SAFETY OFFICE
Located on the east side of West Lot 5
From an on-campus college phone for EMERGENCY- DIAL 2.7111
From a cell phone on campus for EMERGENCY – DIAL 516.572.7111
From an on-campus college phone for NON-EMERGENCY HELP DIAL 2.7100
From a cell phone on campus for NON-EMERGENCY HELP DIAL 516.572.7100
Public Safety maintains phone numbers of local garages and towing services
HANDICAPPED RESERVED PARKING WITH PERMIT
Temporary 30-day permits for campus use only are available from the Public Safety Office
Nassau County Permits may be obtained from:
Nassau County Office of the Physically Challenged
60 Charles Lindbergh Boulevard
Uniondale, NY 11553
ID CARDS- Cluster C room 109 for students & The Public Safety Office faculty and staff.
VALID IDENTIFICATION MUST BE PRESENTED.
LOST AND FOUND- CAMPUS PUBLIC SAFETY OFFICE
Turn in all articles to increase the possibility of return to owners
- Special Permit
The use of roads and parking fields on the Nassau Community College Campus is governed by New York State Vehicle and Traffic Law, Nassau County Ordinances 372 and 482, and the rules and regulations of Nassau Community College.
College grounds are patrolled by both Nassau County Police and Campus Public Safety Officers. All persons using campus streets are required to obey speed limits, traffic signs, traffic control devices, parking regulations and the directions of Public Safety Officers in performance of their duties.
Violators of campus motor vehicle regulations are subject to summonses returnable to the Nassau County Traffic and Parking Violations Agency located at 16 Cooper Street West, Hempstead, New York (www.nassaucountyny.gov/agencies/TPVA/index.html). Illegally parked vehicles are subject to removal and impoundment at the owner’s expense. Moving violation convictions are entered onto the vehicle operator’s license.
If you have any questions concerning these regulations, contact Public Safety at extension 2-7100.
All parking on campus is by permit only. Parking is permitted only in designated parking stalls. There is no parking or standing on any campus street. College drivers are also advised not to park on any area posted as military streets or property under penalty of a County summons. The standard fine for unauthorized parking is $80.00. There is a $10.00 N.Y.S. mandatory surcharge applicable to all summonses in addition to the original fine, as well as a $30.00 Nassau County administrative fee.
RESERVED PARKING- HANDICAPPED
Areas designated for Handicapped are for Handicapped only, and a County or State Handicapped permit must be properly displayed and visible in the vehicle. Applications for Handicapped parking permits may be obtained from the Office of the Physically Challenged, 60 Charles Lindbergh Boulevard, Uniondale, NY. The fine for unauthorized parking in an area designated for Handicapped parking is at least $265.00 Handicapped permits are not valid in stalls designated for Special Permits.
RESERVED PARKING-FACULTY AND STAFF
Specially marked areas reserved for members of the College Faculty and Staff are designated. This reserved status is in effect in all designated areas designated as Faculty and Staff by permit 24 hours a day, seven days a week.
The Faculty and Staff parking permits are available at the Public Safety Office. All Faculty and Staff members are responsible for the proper displaying of these permits. They are to be placed on the windshield of the vehicle, behind the rearview mirror, low enough so as not to be obscured by heavy tints. ONLY ONE PERMIT WILL BE ISSUED. Report the loss of any permit to Public Safety immediately.
CAMPUS SPEED LIMIT
The speed limit for the campus in its entirety is 25 miles per hour. For your own safety and the safety of others, please adhere to this limit.
Areas designated as Official are for use of Federal, State and County vehicles only.
SPECIAL PERMIT PARKING
Special permit spaces are not for the general use of Faculty and Staff members. A Special Parking Permit must be secured at the Public Safety Office to utilize these areas. These areas are designated for companies and people performing services for the college.
PUBLIC SAFETY PERMITS
These permits are the only permits authorizing parking on Education Drive. Other Special Permits and faculty and staff permits are not valid in that area and violators will be summonsed.
OTHER SPECIAL PERMITS
There are permits for use on Education Drive, Quarter’s Service Road, and East Road. Only vehicles with the appropriate parking permit are to be in these areas. All violators will be summonsed.
TEMPORARY PARKING PERMITS
All parking on campus is by permit only. Prior to a vehicle being parked in a restricted area, a temporary parking permit must be secured from the Public Safety Office when using a vehicle other than that equipped with a regular parking permit, or being used by a visitor.
STUDENT PARKING- VEHICLE IDENTIFICATION PROGRAM
All vehicles parked on the grounds of Nassau Community College must have a properly displayed vehicle identification decal. This decal is to be placed on the rear most driver’s side window of the vehicle. This decal may be used to park in lots on campus that do not require Faculty/Staff permits, handicap permits, special permits, etc. Vehicles parked on campus without a valid vehicle identification decal are subject to fine and/or tow away. They may be obtained on line at the following link: https://www.credentialsops.com/CGI-BIN/gacgiord.pgm?ALUMPP002873
The crimes included in this publication are based upon reports filed with Public Safety, the Dean of Students Office, and the Affirmative Action Office. Incidents reported to the Nassau County Police Department are also accounted for in the statistics provided
The Campus Safety Act requires colleges to report hate crimes in this publication. For reporting purposes, a hate crime occurs when an individual is intentionally victimized because of his or her actual or perceived race, gender, religion, ethnicity, sexual orientation, or disability.
Criminal Offenses on Campus
View The STATISTICS MANDATED BY THE CLERY ACT