The College’s student grievance procedures are outlined in the “Student Handbook & Planner” that is published annually and distributed to students and is posted on the College’s web site. The first policy, “Grievance Procedures” (1 & 2), contains two sets of grievance procedures, one for Non-Academic Matters and the second for Academic Matters. The grievance procedure for Non-Academic Matters covers the following: age, sex, race, disability or other conditions, preferences or behavior, excluding sexual harassment. The grievance procedure for Academic Matters covers the following: complaints about grades, methods of instruction and/or classroom policies or procedures.

Both procedures begin with the student making contact with the instructor or staff member alleged to be involved and attempting to resolve the matter informally. If the resolution is considered unsuccessful, steps for appeal are outlined.

For Non-Academic Matters, the next step is an appeal using a formal written grievance filed with the supervisor using the grievance form (3). Unsuccessful resolution at this step may be appealed to a committee appointed by the president to resolve the matter. The committee’s decision may be appealed to the president and then to the Board of Trustees, whose decision is final. A Non-Academic Grievance has not been filed recently.

For Academic Matters, the next step is an appeal to the appropriate instructor supervisor. If unresolved at this step, the student may appeal to the appropriate vice president, whose decision is final. An example of a case involving a student’s filing a grievance over a grade received is appended and demonstrates the College’s adherence to the grievance process for Academic Matters (4).

The second grievance policy, “Sexual Harassment” (5, 6 & 2), outlines the procedures for a complaint or grievance by a student (or employee). The student is encouraged but not required to seek an informal resolution with the person directly involved. A formal complaint/grievance is filed with either the supervisor of the employee involved, the vice president or director for the appropriate division or department, or the director of Human Resources. The procedures specify the filing requirements, the appointment of a hearing panel by the president, pre-hearing and hearing activities and the report of the panel’s findings. The president has the final decision on any action taken.