Computer Acceptable Use Policy
All college computers are provided for the exclusive use of Terra College students (with current Terra IDs) and staff.
All users must read and sign an "acceptable use" form available in B308 before accessing any college computers.
The following activities and/or uses of computers will not be tolerated by the college in any form:
- Accessing, transmitting or otherwise making use of pornographic materials of any kind available over the Internet.
- Any form of harassment activity, including but not limited to email transmissions.
- Accessing, transmitting or otherwise making use of "hate-group" or materials of any kind available over the Internet that may cause discomfort to any racial or ethnic group.
- Illegal duplication or transmission of protected software.
- Destruction or theft of computer equipment or software.
The first violation of any part of the above "Zero-tolerance" section of the Acceptable Use of computer Resources Policy will result in immediate forfeiture of computer access privileges. A second violation will result in formal disciplinary proceedings, which may include suspension or expulsion (students), or termination (staff).
Drug And Alcohol Policy
Prevention & Education Alcohol & Drug Policy
By resolution of the Board of Trustees on May 23, 1989, Terra Community College supports the Drug-Free Workplace Act of 1988. Therefore, the unlawful manufacture, distribution, dispensing, possession or use of a controlled substance is prohibited at Terra Community College.
This notice is required under Section 1213 of the Higher Education Act of 1965 and contains the drug-free campuses requirements added by Section 22 of the Drug-Free Schools and Communities Amendments of 1989 (Public Law 101-226).
Understanding Drug Use
Whether a student’s drug use is casual, or turns into an addiction drug problems can take on many different forms. The key to preventing and treating drug abuse is education, which includes addressing the underlying reasons for the abuse. A thorough alcohol/drug education program includes three areas:
- Early detection. Understanding the signs and symptoms of drug use.
- Intervention. Helping someone who may have a problem with drugs.
- Referral. Knowing where to get help or to send someone for help.
Drug & Alcohol-Related College Policy
Because the unlawful use of drugs and alcohol by students, faculty, administrators and staff adversely affects the academic environment, Terra Community College prohibits the distribution, use and sale of substances which impair the learning process.
All Terra Community College Students must abide by this statement:
The unlawful manufacture, distribution, dispensing, possession or use of a controlled substance is prohibited in or at Terra Community College.
If a student engages in any of the above prohibited activities, that student will be subject to disciplinary action. This action will include the filing of criminal charges and may include dismissal from the college. Terra Community College reserves the right to warn, reprimand, suspend or dismiss any student or employee who violates the college conduct and discipline policy or the law. The college's response will depend on the severity of the offense, number of previous offenses and extenuating circumstances. For students, all college judicial and appeals procedures will be followed except in rare cases when the possibility of imminent danger exists. For employees, due process will be followed.
If a student is convicted of a criminal drug violation, the student must notify the college. By law, the college, within 30 days of such notification, must:
- Take appropriate action against such student, up to and including dismissal, or
- Require such student to participate satisfactorily in drug abuse assistance or rehabilitation program approved for such purpose by a federal, state or local health, law enforcement or other appropriate agency.
Drug Abuse Prevention Program
Terra Community College provides referral counseling and conducts a drug abuse prevention program for all students and employees. Community resources for counseling and treatment of drug abuse problems are updated annually and liaison contacts maintained throughout the year. Periodic on-campus educational and information workshops are conducted for students, staff and the community. By resolution of the Board of Trustees (May 23, 1989), Terra Community College supports the intent of the Drug-Free Workplace Act of 1988.
State Drug Laws
Ohio law prohibits illicit selling, cultivating, manufacturing or otherwise trafficking in controlled substances, including cocaine, heroin, amphetamines and marijuana; knowingly or recklessly furnishing them to a minor and administering them to any person by force, threat or deception with the intent to cause serious harm or if serious harm results. These offenses are felonies.
The law also prohibits knowingly obtaining, possessing or using a controlled substance and permitting drug abuse on one's premises or in one's vehicle. These offenses may be either felonies or misdemeanors. The law further prohibits obtaining, possessing or using hypodermics for unlawful administration of drugs, and the sale to juveniles of paraphernalia for use with marijuana. These offenses are misdemeanors. A felony conviction may lead to imprisonment or imprisonment and fine. The maximum prison term is 25 years. A misdemeanor conviction may lead to imprisonment for up to six months and/or a fine of up to $1000.00.
State Alcohol Laws
With regard to beer and intoxicating liquor, Ohio law provides that a person under 21 years of age who orders, pays for, attempts to purchase, possesses or consumes beer or liquor or furnishes false information in order to effect a purchase commits a misdemeanor. Ohio law prohibits the possession of beer or liquor which was not lawfully purchased, and a court may order that any place where beer or liquor is unlawfully sold not be occupied for one year, or that the owner or occupant of the premises be required to furnish a surety bond of $1,000 to $5,000.
Federal law forbids the illegal possession of, or any trafficking in, controlled substances. A person convicted for the first time of possessing a controlled substance, other than crack cocaine, may be sentenced to up to one year in prison and fined between $1,000 and $100,000. A second conviction carries a prison term of up to two years and a fine of up to $250,000. Subsequent convictions carry prison terms of up to three years and fines of up to $250,000. Imprisonment for five to 20 years and fines of up to $250,000 apply to persons possessing more than five grams of crack cocaine on the first conviction, three grams on the second and one gram on subsequent convictions.
In addition, a person convicted of possessing a controlled substance may be punished by forfeiture of property used to possess or facilitate possession if the offense is punishable by more than one year in prison, forfeiture of any conveyance used to transport or conceal a controlled substance, denial of federal benefits, such as student loans, for up to five years, ineligibility to receive or purchase a firearm and a civil penalty of up to $10,000.
Terra Community College does not and will not tolerate harassment of our employees, applicants for employment or our students on the basis of race, color, gender, religion, national origin, age or disability. The college recognizes the impact of harassment on absenteeism, academic grades, productivity and turnover and recognizes that those who may be harassed may suffer adverse effects.
All employees, applicants for employment and students are entitled to an environment free from all forms of discrimination and harassment. This policy demonstrates the college's commitment to addressing these concerns.
Unwelcome sexual advances, either verbal or physical, requests for sexual favors and other verbal or physical conduct of a sexual nature constitute sexual harassment when:
- Submission to such conduct is either an explicit or implicit term or condition of employment, or status or academic progress in a course, program or activity
- Submission to or rejection of such conduct by an individual is used as the basis for employment or academic decisions affecting such individual
- Such conduct has the purpose or effect of unreasonably interfering with an individual's academic or work performance or creating an intimidating, hostile or offensive educational or work environment.
Examples of sexual harassment include:
- Persistent, unwelcome flirtation, advances and/or propositions of a sexual nature
- Repeated insults, humor, jokes and/or anecdotes that belittle or demean an individual's or a group's gender or sexuality
- Repeated, unwelcome comments of a sexual nature about an individual's body or clothing
- Unwarranted displays of sexually suggestive objects or pictures that are inappropriate to the academic context
- Unnecessary touching, such as patting, pinching, hugging or repeated brushing against an individual's body
- Suggestions that submission to or rejection of sexual advances will affect decisions regarding such matters as an individual's employment, work assignments or status, salary, academic standing, grades, receipt of financial aid or letters of recommendation.
Consensual relationships between faculty and students or between supervisors and supervisees cause special concern with respect to the existence or appearance of conflicts of interest, exploitation, abuse of position or favoritism. The existence of a prior consensual relationship does not automatically preclude the initiation of a sexual harassment complaint of a finding of sexual harassment.
This type of harassment occurs when derogatory, vulgar or offensive comments are made about a person's race, gender national origin, religion, age or disability or when the distribution of written or graphic material has such effects. Examples of discriminatory harassment include slurs, jokes or other degrading comments.
This type of harassment occurs when threatening, coercive or intimidating behavior is directed toward a person. Disrespectful harassment also occurs when profane, abusive or threatening language is directed toward an individual.
Terra Supervisor Responsibilities
Supervisors are responsible for preventing incidents of harassment by actively discussing the subject, expressing strong disapproval, developing methods for sensitizing employees and taking timely and appropriate corrective action where warranted. Supervisors who become aware of possible harassment are required to investigate and ensure that the facts are brought to the attention of the college's Coordinator of Human Resources.
All students are responsible for reporting any incidents of possible harassment and for following the complaint procedures set forth below. Any student may file a complaint with either the Coordinator of Human Resources or any dean.
Harassment Complaints at Terra
Terra Community College does not and will not tolerate harassment of our employees, applicants for employment or our students on the basis of race, color, gender, religion, national, origin, age or disability. All employees, applicants for employment and students are entitled to an environment free from all forms of discrimination and harassment. Individuals who believe they are being harassed:
- Should not assume the college is aware of the problem.
- Should confront the person and request that the conduct cease.
- Should immediately report the problem to the Coordinator of Human Resources or any of the Deans.
If none of these actions are desirable, appropriate or possible, the individual may file a written complaint with the Coordinator of Human Resources.
Harassment Investigation Procedures
The college will investigate all complaints in a timely and responsible manner. All information obtained during an investigation will be kept confidential. All witnesses and those interviewed during the investigation are expected to treat the matter as confidential. Individuals who are part of the investigation are expected to answer all questions honestly and completely.
Individuals alleged to have committed harassment have the right to be presented with the allegations and the responsibility and the right to respond to the allegations. Both the accuser and the accused have the right to a prompt and complete investigation of the claim and the right to learn the results of the investigation.
If evidence shows that the harassment charge is true, the employee or student is subject to disciplinary action in the case of employees, and suspension or expulsion in the case of students.
If evidence shows that the harassment charge is false, the employee or student responsible for the false charge is subject to disciplinary action up to and including dismissal in the case of employees, and suspension or expulsion in the case of students.
Protection from Retaliation
An individual who files a complaint or participates in a harassment investigation will be protected from any form of retaliation that may arise from the investigation. An individual who covers up the truth or retaliates against a complainant will be subject to disciplinary action up to and including dismissal in the case of employees, and suspension or expulsion in the case of students.
Filing a Grievance at Terra
Students who wish to contest an action or decision by a college employee not covered in the sections above that is alleged to be in violation of a college policy or procedure (for example, reviewing official records or the acceptable use of computer resources) should follow these steps within 90 days of the action or decision:
- Speak with the employee involved and try to resolve the issue.
- If the issue cannot be settled satisfactorily with the employee, meet with the employee's supervisor. The supervisor will initiate a review within five working days and render a judgment in a timely fashion.
- If after the supervisor has reviewed the situation, the student wishes to have another level or review, the student may appeal to the Dean for Student development. The Dean will make a timely review of the situation with all involved parties. At the end of this review, the judgment of the Dean, which will be provided in writing, is final and binding.
Weapons at Terra College
The definition of a deadly weapon is any instrument, device, or thing capable of inflicting death, and designed or specially adapted for use as a weapon, or possessed, carried, or used as a weapon. View Ohio’s Concealed Carry Law for more information.
DEADLY WEAPONS ARE FORBIDDEN ON COLLEGE CAMPUS
(Except as provided by law, for more information view Ohio’s Concealed Carry Law)
Smoking at Terra College
Smoking is prohibited in any Terra State Community College building or in any area within the confines of the ring road surrounding the buildings with the exception of the "Smoking Huts". This policy applies to all employees, students and visitors.
Contact the Public Safety Office
If you have a problem, concern or wish to report a violation of school policy or a crime, contact the security division at (419)559-2253 or (1-866-288-3772). You can also email the Coordinator of Safety and Evening Services at J. Huffman.