General Information

Accreditation

Iowa Central is accredited by the Higher Learning Commission.

Centers

Fort Dodge Campus

Instructional services at the Fort Dodge Campus include a comprehensive list of Arts and Science programs, Career and Technical Education programs, English as a Second Language, and High School Equivalency Diploma classes. Collegiate athletic programs for both male and female students and many extra-curricular programs are also offered.

The Fort Dodge Campus houses complete library services, the Academic Resource Center, Hodges Fieldhouse, Decker Auditorium, student activities center, Triton Cafe, computer labs, and apartment style and traditional housing options. The Fort Dodge Campus is located on the southwest edge of Fort Dodge off Highways 20 & 169 at One Triton Circle.

Storm Lake Campus

The Storm Lake Campus offers a wide range of credit/transferable courses and continuing education classes in areas such as business, industrial technology, and recreation/leisure, as well as English as a Second Language, High School Equivalency Diploma classes, and other general knowledge courses. The Storm Lake Campus also offers Certified Nurse Aide, Practical Nursing, and Associate Degree Nursing Programs.

The Storm Lake Learning Center consists of classrooms, computer labs, a testing center, office areas, and training labs for welding, maintenance and electrical. The facility serves as a training center for classes targeted towards the regional communities and businesses. The Learning Center is located at 323 West 20^th, Storm Lake.

Webster City Campus

Instructional services at the Webster City Campus include a comprehensive list of Arts and Science programs and several Career and Technical Education programs, including Certified Nurse Aide, Practical Nursing, and Associate Degree Nursing Programs. The Webster City Campus also provides a wide range of continuing education classes in areas such as business and recreation/leisure, as well as English as a Second Language and High School Equivalency Diploma classes.

The Webster City Campus consists of computer labs, student lounge areas, a testing center, community conference/training room, multiple classrooms, and faculty offices. The Webster City Campus is located at 1725 Beach Street.

East Campus

Iowa Central East Campus was established in response to the needs of businesses and the community. Offices located at East Campus include economic development, contract training, community and continuing education along with America’s Small Business Development Center.

East Campus consists of four classrooms, a computer lab, a large meeting area, as well as a large multipurpose space. These are available for business, industry, and community usage. The East Campus is located on the east side of Fort Dodge at 2031 Quail Avenue.

Career Academies

Each of Iowa Central Community College’s Career Academy locations are a partnership between Iowa Central Community College and our local area Community School Districts. The purpose behind each facility is to allow sharing of instructional resources and allow for equitable educational opportunities and access for high school students. English as a Second Language and other community outreach courses are also offered. All facilities allow high school students the opportunity to gain college credits while still completing high school graduation requirements by providing clear and precise career pathways through a specific sequence of courses. Iowa Central Community College has three different Career Academy locations: Greene County Career Academy, North Central Career Academy, and the Northwest Career Academy.

Greene County Career Academy

The Greene County Career Academy opened in the fall of 2020. It was developed in a partnership between Iowa Central Community College and the Greene County Community School District. The facility consists of classrooms, computer labs, culinary kitchen, agricultural shop space, manufacturing shop and welding booths, as well as English as a Second Language, and High School Equivalency Diploma classes.

The Greene County Career Academy is attached to the Greene County High School and is located in Jefferson at 1901 Grimmell Rd.

North Central Career Academy

The North Central Career Academy is a partnership between Iowa Central Community College and numerous local Community School Districts. The facility opened in the fall of 2014 and has offered several academic offerings including Business, Bio-Process Tech, Computer Science, Engineering, Health Sciences, Manufacturing, Teacher Academy, and Liberal Arts as well as English as a Second Language, and High School Equivalency Diploma classes. 

The North Central Career Academy consists of classrooms, computer labs, and a science lab. The North Central Career Academy is located in Eagle Grove at 216 South Park Avenue.

Northwest Career Academy

The Northwest Career Academy is a facility that is built around supporting manufacturing and welding in the surrounding counties. It consists of classrooms, a computer lab, as well as a manufacturing shop and welding booths. The Northwest Career Academy is attached to the Laurens Marathon Community School Building and is located in Laurens at 300 W Garfield St.

This facility also opened in the fall of 2020 in partnership with Storm Lake Community School District, Pocahontas Community School District, Sioux Central Community School District, and Newell-Fonda Community School District.

Compliances

Alcohol & Drug Abuse Prevention

Iowa Central Community College’s goal is to provide a safe and healthy environment for students, employees, and visitors. As part of the Drug-Free Schools and Communities Act, the College aims to educate our community regarding health risks associated with drug and alcohol abuse. A referral may be filed with the Behavioral Intervention Team. An appropriate referral to counseling and health agencies will be made for individuals as needed, and sanctions will be imposed on students who violate policy. Sanctions could include written reprimand, suspension or dismissal, and referral for prosecution under local, state, and federal law.

Resources for Substance Prevention and Referral

Iowa Central Community College recognizes drug abuse as a potential health, safety, and security problem. The College provides free resources that are available on a confidential basis to help students with substance abuse treatment information and referrals.

Standards of Conduct

It is the policy of Iowa Central Community College that illegal drug use, including the possession, use and sale of alcoholic beverages, will not be tolerated, and action will be taken. Alcoholic beverages are not permitted on campus nor at any on- or off-campus activity subsidized by the College. This includes off-campus athletic contests. In addition, Iowa Central Community College enforces all state underage drinking laws, and laws prohibiting the possession and sale of controlled substances.

More Information

For more specific information on Iowa Central’s drug and alcohol abuse preven­tion information, please visit iowacentral.edu/consumer_info.

Campus Crime

Iowa Central Community College realizes and understands the importance of providing a safe and secure environment for students and employees. The College is supportive of the Federal Student-Right-To-Know and Campus Security Act, Public Law 101-542, and is committed to taking the necessary actions to increase safety on campus.

Under the Act, by October 1st of each year, institutions must publish and distribute to current and prospective students, and employees, an annual security report that includes statistics concerning the occurrence on campus of certain criminal offenses reported to campus officials. The Act also requires institutions to provide a timely warning to the campus community about crimes that are considered to represent a continuing threat to students and employees. This warning must be done in a manner that will aid in the prevention of similar crimes.

A Campus Security Report is published annually for the College community and posted on the Campus Security webpage (www.iowacentral.edu/security/index.asp). The College is committed to reviewing these statistics annually and taking the necessary steps to develop and implement additional safety practices or procedures needed to ensure an optimum safe environment for its students and employees.

College Networking Policy

Students who are employed by Iowa Central are expected to comply with Iowa Central employee policies, including the College Networking and Social Net­working policy, while so employed. A copy of that policy is found in the Board of Directors’ Social Media Policy Board Policy that can be obtained from the Board Secretary located in the Administrative Office.

Discrimination Complaint Procedures Policy Statement

It is the policy of Iowa Central Community College not to discriminate on the basis of race, color, national origin, sex, disability, age (employment), sexual orientation, gender identity, creed, religion, and actual or potential parental, family or marital status in its programs, activities, or employment practices. For this purpose, the following complaint procedures are instituted for all Iowa Central Community College employees, students, and all persons who have submitted application for employment or admission. Iowa Central Community College assures that full cooperation will be provided to any indi­vidual who files a complaint of discrimination. Further, the College is committed to a program of Affirmative Action (AA) and will carry out, as appropriate in each individual case, the terms of the complaint adjustment. Persons wishing to file a complaint may decide to resolve the matter through the informal complaint procedure, the formal complaint procedure, or both, following the steps outlined in the Student Discrimination Complaint Process section. The complainant may contact the AA/EEO Officer at any time for advice. The AA/EEO Officer at Iowa Central is Stacy Ihrig, ext. 1138.

Emergency Procedures

Iowa Central maintains an Emergency Management Plan to guide it through a sensitive or dangerous situation. Examples include, but are not limited to, fires, explosions, natural disasters, and violent criminal events. When a significant incident is discovered or reported, the College will immediately investigate the situation to confirm there is a significant emergency that is causing or could cause a threat to the safety and health of students and/or employees. Law enforcement and other emergency management organizations, as applicable, will be called immediately. If necessary the President will declare an emergency and the college Emergency Incident Command will be established to resolve the situation and support any non-campus organizations called in to resolve the situation. Campus-wide notifi­cation will then be made immediately by Triton Alert, which will make notifications via text message and e-mail. Other notification procedures, such as phone calls and messengers, will be made as time and personnel are available. Action will be taken immediately to isolate the affected area, remove those in the affected area, and stabilize the area pending arrival of emergency response organizations. Based on the specific situation, the College may issue media releases to inform the surrounding community. If law enforcement or emergency management has taken control of the situation, they will make their necessary media releases. When the College determines the emergency has ended and it is safe to return to campus or resume regular activities, another Triton Alert notice will be made. Depending on the duration of an emergency, interim notices via Triton Alert and media releases will be given as information is received. Triton Alert will be tested yearly. A test of the Emergency Management Plan will be conducted at least once a year, usually in coordination with a Triton Alert test.

Family Education Right and Privacy Act (FERPA)

The Family Educational Rights and Privacy Act of 1974 helps protect the privacy of student education records. The Act provides for the right to inspect and review education records, the right to seek to amend those records, and to limit disclosure of information from the records. The intent of the legislation is to protect the rights of students, and to ensure the privacy and accuracy of education records. The Act applies to all institutions that are the recipients of federal aid administered by the Secretary of Education.

What rights does FERPA afford students with respect to their education records?

• The right to inspect and review their education records within 45 days of the day the college receives a request for access. Students should submit written requests to the registrar’s office and identify the record(s) they wish to inspect. The staff of the office will make arrangements for access and notify students of the time and place where the records may be inspected. If the requested records are not maintained by the registrar’s office, the student will be notified of the correct official to whom the request should be addressed.
• The right to request an amendment to the student’s education records that the student believes are inaccurate or misleading. Students may ask the college to amend a record that they believe is inaccurate or misleading. They should submit the request in writing to the registrar’s office and clearly identify the part of the record they want changed, and specify why it is inaccurate or misleading. If the college decides not to amend the record as requested by the student, the college will notify the student of the decision and advise the students of his or her right to a hearing regarding the request for amendment. Additional information regarding the hearing will be provided to students when notified of the hearing.
• The right to consent to disclosures of personally identifiable information contained in the student’s education records, except to the extent that FERPA authorizes disclosure without consent. One exception which permits disclosure without consent is disclosure to school officials with legitimate educational interests. A school official is a person employed by the college in an administrative, supervisory, academic or research, or support staff position (including law enforcement unit personnel and health staff); a person or company with whom the college has contracted (such as an attorney, auditor, or collection agent); a person serving on the Board of Directors; or students serving on an official committee, such as a disciplinary or grievance committee, or assisting another school official in performing his or her tasks. A school official has a legitimate educational interest if the official needs to review an education record in order to fulfill his or her professional responsibility.
• The right to file a complaint with the U.S. Department of Education concerning alleged failures by the college to comply with the requirements of FERPA. The name and address of the Office that administers FERPA is: Family Policy Compliance Office, U.S. Department of Education, 400 Maryland Ave., SW Washington, D.C. 20202-5920

What is an education record?

An “education record” is any record that is:

1. Directly related to a student.
2. Maintained by an educational agency or institution, or by a party acting for the agency or institution.

This includes any information recorded in any way including (but not limited to) handwriting, print, computer media, video or audio tape, film, microfilm, and microfiche.

What is not considered an education record?

• Sole possession records or private notes held by a school official that are not accessible or released to other personnel.
• Law enforcement or campus security records that are solely for law enforcement purposes and maintained solely by the law enforcement unit.
• Records relating to individuals who are employed by the institution (unless the employment is contingent on their status as a student).
• Records relating to treatment provided by a physician, psychiatrist, psychologist; or other recognized professional and disclosed only to individuals providing treatment.
• Records of an institution that contain information about an individual obtained only after that person is no longer a student at that institution.

Who is protected under FERPA?

Students “eligible” under FERPA are students who are 18 years of age or who attends a postsecondary institution (regardless of parental dependency). These rights begin on the day students begin attending classes. Formerly enrolled students are also protected under FERPA. Students who have applied, but have not attended an institution, and deceased students do not come under FERPA guidelines.

When is a student’s consent not required to disclose information?

When the disclosure is:

• To school officials who have legitimate educational interest.
• To federal, state, and local authorities involving an audit or evaluation of compliance with educational programs, financial aid; this includes Veterans’ benefits.
• To organizations conducting studies for or on behalf of educational institutions.
• To accrediting organizations.
• To comply with a judicial order or subpoena.
• In a health or safety emergency.
• Releasing of directory information.
• Releasing the results of a disciplinary hearing to an alleged victim of a crime of violence.

What is directory information?

Directory Information may be released to third parties without the consent of the student, unless the student has signed and submitted a written request to the Registrar’s office to restrict the release of directory information. At Iowa Central, directory information includes:

• name
• home and school address and phone number
• e-mail address, both home and school
• date of birth
• major, degrees, honors, and awards
• weight and height for athletic team members
• dates of attendance
• enrollment status (e.g. full time or half time)
• participation in recognized activities and sports
• previous education institutions attended

What if I want my directory information held?

Iowa Central will provide a form to be completed by students who want their directory information held. The Nondisclosure of Directory Information form must be completed and submitted to the Registrar’s Office by the end of the first 10 class days of the term. The Nondisclosure of Directory Information will be in effect until the student requests (in writing) that it be revoked. Students requesting non-disclosure understand that their name will not appear in the graduation program, in sports bulletins, music & theater brochures, honor rolls, home town papers, etc. This form can be obtained at the Registrar’s Office.

Can I allow others access to my non-directory information?

The Release of Confidential Information form is often completed by students to give permission for Iowa Central to speak to their parents regarding financial aid, billing, grades, GPA, class schedules, class attendance, academic accommodations, housing, student conduct, health, athletics, Title IX and veteran’s information.

HIPPA & FERPA

HIPPA applies to Health Care Providers, private benefit plans, and health care clearinghouses. It does not apply to other types of organizations whose receipt or maintenance of health records is incidental to their normal course of business. FERPA does not limit what records a school may obtain, create, or maintain. It provides safeguards for education records.

The receipt and maintenance of health records is well established. If a health record is used to make a decision in regard to a student’s education program (e.g., whether a student should receive extended time for testing or be exempt from an academic requirement, such as SAP) the health record may be construed to be an education record. In that case, the normal FERPA provisions for safeguarding the records would apply. Iowa Central follows requirements for the privacy of health records (HIPPA).

Harassment and Violence

The following section is from Iowa Central Community College Board Policy #223

Introduction: As an educational institution, Iowa Central Community College strives to provide a respectful, safe, and non-threatening environment for students and employees. The mission of the College is to promote intellectual discovery, physical development, social and ethical awareness, and economic opportunities for all through an education that transforms lives, strengthens community, and inspires progress. Harassment and violence against students, faculty, and staff subverts this mission and will not be tolerated. This policy describes prohibited conduct, establishes procedures for reporting and addressing complainants of prohibited conduct, and describes educational programs to be conducted by the College to heighten awareness of prohibited conduct described below.

The College has separate procedures for reports or complaints of sexual harassment governed by Title IX of the Education Amendments Act of 1972.  These procedures are available at https://www.iowacentral.edu/about/titleIX.asp or a paper copy may be requested from the Assistant Vice President of Student Services or the Vice President of Human Resources. For reports or complaints of sexual harassment outside of the College’s Title IX jurisdiction, the College will follow this policy and/or any other applicable College policy, procedure, or handbook provision.

Individuals may login to Triton Pass and click on “Concern Form” to report any concern they have.

Prohibitions: It is the policy of the College to maintain a learning and working environment that is free from harassment or violence based on race, color, religion, creed, sex (including pregnancy), sexual orientation, gender identity, sex stereotyping, marital status, socioeconomic status, military service, national origin, age, disability, and/or any other status protected by federal, state, or local law. 

The College prohibits any form of harassment or violence against an employee or student based on race, color, religion, creed, sex (including pregnancy), sexual orientation, gender identity, sex stereotyping, marital status, socioeconomic status, military service, national origin, age, disability, and/or any other status protected by federal, state, or local law.

The College prohibits retaliation against any person who opposes unlawful discrimination and/or makes a report of complaint or discrimination or harassment, or participates in any way in an investigation or complaint under this policy.  For purposes of this policy, these prohibitions also apply to College directors, agents, volunteers, contractors, or persons subject to the supervision and control of the College.

It is a violation of College policy for any student, faculty member, staff member, administrator or other employee to harass any student, faculty member, administrator, or other College employee based on sex stereotyping and/or because of that person’s race, color, religion, creed, sex (including pregnancy), sexual orientation, gender identity, marital status, socioeconomic status, military service, national origin, age, disability, and/or any other status protected by federal, state, or local law.

It is a violation of College policy for any student, faculty member, staff member, or administrator or other College employee to inflict, threaten to inflict, attempt to inflict, and/or to aid in inflicting violence upon any student, faculty member, staff member, administrator or other College employee based on sex stereotyping and/or because of that person’s race, color, religion, creed, sex (including pregnancy), sexual orientation, gender identity, marital status, socioeconomic status, military service, national origin, age, disability, and/or any other status protected by federal, state, or local law.  Further prohibited conduct applicable to students is described in Board Policy 417, Violence Prevention and Threat Assessment.  Also, other prohibited conduct applicable to students, faculty, staff members, administrators, or other College employees is described in Board Policy Number 313, Technology and Board Policy Number 315, Social Media.

This policy covers prohibited conduct occurring both on-campus/center and off-campus:

1. On-campus/center violations: prohibited conduct that occurs on property owned or controlled by the College;
2. Off-campus violations: prohibited conduct that occurs during College sponsored events or during a College affiliated organization’s sponsored event (e.g. field trips, social and  educational functions, College related travel, athletic related events and travel, and student recruitment activities and travel); and
3. At any location, including through electronic media such as e-mail or social networking websites, and involving any College faculty, staff, or student, provided that:
   1. The incident occurs at a College-sponsored activity or during an event sponsored by an organization affiliated with the College, including a student organization;
   2. The Complainant or Respondent was acting in an official capacity for the College during the incident,
   3. The Complainant or Respondent was conducting College business during the incident;
   4. The conduct has the purpose or reasonably foreseeable effect of substantially interfering with the work or educational performance of College students, faculty, or staff;
   5. The conduct creates an intimidating or hostile environment for anyone who is involved in or seeks to participate in College employment, education, on-campus living, or other College-sponsored activities; or
   6. The conduct demonstrates that the individual poses a reasonable threat to College campus/center safety and security.

Definitions as to Harassment

Harassment is conduct or speech which is offensive or shows malice toward an individual based on sex stereotyping and/or because of a person’s race, color, religion, creed, sex (including pregnancy), sexual orientation, gender identity, marital status, socioeconomic status, military service, national origin, age, disability, and/or any other status protected by federal, state, or local law.

Harassment means any unwelcome conduct that is related to an individual’s membership in a protected class and that is sufficiently severe, pervasive, or persistent that it unreasonably interferes with any aspect of an individual’s educational or employment performance or opportunities.

a.  The content consists of those personally abusive epithets which are inherently likely to provoke a violent reaction,

b.  The content is a serious expression of an intent to commit an act of unlawful violence to a particular individual or group of individuals, or

c.  The content is a threat to a person or group of persons with the intent of placing the victim in fear of bodily harm or death.

Conduct that constitutes a protected exercise of an individual’s rights under the First Amendment to the United States Constitution (and related principles of academic freedom) shall not be deemed a violation of this policy.

Harassment as it relates to conduct is intentional conduct directed toward an identifiable person or persons based on sex stereotyping and/or because of the person’s race, color, religion, creed, sex (including pregnancy), sexual orientation, gender identity, marital status, socioeconomic status, military service, national origin, age, disability, and/or any other status protected by federal, state, or local law that is sufficiently severe, pervasive, or persistent that it interferes with work, educational performance, on-campus living, or participation in a College activity on or off campus.

Sexual harassment is a form of sexual discrimination that violates Title VII of the Civil Rights Act of 1964 and/or Title IX of the Education Amendments of 1972. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when:

1. Submission to that conduct or communication is made a term or condition, either explicitly or implicitly, of obtaining or retaining employment or of obtaining the College’s program  (academic course) and/or other College sponsored activities,
2. Submission to or rejection of that conduct or communication by an individual is a factor in decisions affecting that individual’s employment or education; or
3. That conduct or communication has the purpose or effect of substantially or unreasonably interfering with an individual’s employment or a student’s ability to participate in or benefit from a College program (academic course) or activity sponsored by the College or creating an intimidating, hostile, or offensive employment environment or educational or on-campus living          environment.

Sexual harassment subverts the mission of the College and threatens the careers, educational experience, and well-being of students, faculty, and staff.  The College will not tolerate sexual harassment, nor will it tolerate unwelcomed behavior of a sexual nature toward members of the College community when that behavior creates an intimidating or hostile environment for employment, education, on-campus living, or participation in a College sponsored activity.

Sexual harassment is especially serious when an instructor harasses a student or a supervisor harasses a subordinate.  In such situations, sexual harassment unfairly exploits the power inherent in an instructor’s or supervisor’s position.  However, while sexual harassment often takes place in situations where there is an abuse of a power differential between the persons involved, the College recognizes that sexual harassment is not limited to such situations.  Sexual harassment can occur when a student harasses an instructor, when a subordinate harasses a supervisor, or between persons of the same status as students or employees.

Sexual harassment may also include, but is not limited to, conduct described below:

• Gender Harassment is generalized sexist statements and behavior that convey insulting or degrading attitudes including acts of verbal, nonverbal, or physical aggression, intimidation, or hostility based on sex or sex-stereotyping or a person’s failure to conform to stereotypical notions of masculinity or femininity even if those acts do not involve conduct of a sexual nature. Examples include suggestive or sexually explicit posters, calendars, photographs, graffiti, cartoons, e-mail, voicemail, and social media including (but not limited to) Facebook and Twitter; and sexually explicit jokes or humor focused toward a particular gender.
• Seductive Behavior is unwanted, inappropriate, and offensive sexual advances. Examples include: repeated, unwanted sexual invitations, insistent requests for dinner, drinks or dates, persistent letters, phone calls, and other invitations.
• Sexual Bribery is solicitation of sexual activity or other sex-linked behavior by promising a reward (a better grade, promotion, etc.) for performing the activity or behavior. The proposition may be either overt or subtle.
• Sexual Coercion is sexual activity or other sex-linked behavior by threat of punishment. Examples include negative performance evaluations, withholding promotions, threats of termination, or threats of a failing or lower grade.
• Sexual Exploitation is non-consensual or abusive sexual advantage of another for their own advantage or benefit, or to benefit or advantage anyone other than the one being exploited, and that behavior does not otherwise constitute one of the other sexual harassment offenses. Examples include, but are not limited to: invasion of sexual privacy, prostituting another student, non-consensual video or audio-taping of sexual activity, going beyond the boundaries of consent (such as letting your friends hide in the closet to watch you having consensual sex), engaging in voyeurism, knowingly transmitting an STI or HIV to another individual, exposing one’s genitals in non-consensual circumstances, inducing another to expose their genitals. Sexually-based stalking and/or bullying may also be forms of sexual exploitation.
• Sexual Imposition includes deliberate assaults or molestation, or unwanted physical contact such as patting, pinching, “friendly” arms around the shoulder, or intentionally brushing against another person’s body. This includes any intentional sexual touching, however slight, with any object, by a man or a woman upon a man or a woman, that is without consent and/or by force such as intentional contact with the breasts, buttock, groin, or genitals, or touching another person with any of these body parts, or making another touch you or themselves with or on any of these body parts; and any intentional bodily contact in a sexual manner, though not involving contact with/of/by breasts, buttocks, groin, genitals, mouth, or other orifice.
• Other conduct or behavior of a sexual nature deemed inappropriate by a College employee and/or student.

Additional definitions of sexual harassment exist under Title IX.  Please see the College’s Title IX policy and procedures for information about your rights and responsibilities under Title IX, including the College’s formal grievance process.  For cases that fall under the College’s Title IX jurisdiction, those procedures will apply.  The procedures in this policy will be applied in cases where the College does not have jurisdiction to investigate and remedy the alleged conduct under Title IX.

Evidence of Sexual Harassment: Behavior that may constitute, or be evidence of, prohibited sexual harassment including (but is not limited to) the following:

1. Physical assault,
2. Direct or implied threats that submission to sexual advances will be a condition of, or that failure to submit to such advances will adversely affect: employment, work status, promotion, grades, letters of recommendation, or participation in a College sponsored activity,
3. Direct propositions of a sexual nature or persistent unwelcomed efforts to pursue a romantic or sexual relationship, including subtle pressure for sexual activity, an element of which may be repeated staring,
4. A pattern of unwelcomed, sexually explicit gestures, statements, questions, jokes, or anecdotes, whether made physically, orally, in writing, or through electronic media (see Board Policy    Number 313 Technology and Board Policy Number 315 Social Media Policy),
5. A pattern of unwelcomed conduct involving:
   1. Unnecessary touching,
   2. Remarks of a sexual nature about a person’s clothing or body,
   3. Remarks relating to sexual activity or speculations concerning previous sexual experience, or
   4. Stalking another person who reasonably perceives the stalker is pursuing a romantic and/or sexual relationship, and stalking of a sexual nature that is directed at a specific person that would cause a reasonable person to feel fear.
6. A display of graphic sexual material (not legitimately related to the subject matter of an academic course, if one is involved, or to job requirements) in a context where others are not free to  avoid the display because of an employment or educational requirement or without surrendering a privilege or opportunity that others may reasonably expect to enjoy in that location.

In determining whether alleged conduct constitutes sexual harassment, the College will consider all available information and will review the totality of the evidence, including the context in which the alleged incident(s) occurred, to determine whether it is more probably likely than not that the harassment in violation of this policy occurred.  Although repeated incidents generally create a stronger claim of sexual harassment, a single serious incident can be sufficient.  Determinations will be made on a case-by-case basis.

Expression that constitutes a protected exercise of an individual’s free speech rights under the First and Fourteenth Amendments to the United States Constitution shall not be deemed a violation of this policy.

Isolated behavior of the kind described above that does not rise to the level of sexual harassment but that, if repeated, could rise to that level, demonstrates insensitivity that may warrant remedial measures.  Academic or administrative personnel who become aware of such behavior in the College environment should counsel those who have engaged in the behavior.  Such counsel should include a clear statement that the behavior is not acceptable and should cease, information about the potential consequences if such behavior persists, and a recommendation, as appropriate, to undertake an educational program designed to help the person(s) understand the harm caused by the behavior.

Reporting Sexual Harassment:

1. Students who feel that they have been the subjects of sexual harassment should advise the College’s Vice President of Human Resources/Equal Employment Opportunity (EEO) Coordinator.
2. Staff members should advise the College’s Vice President of Human Resources/EEO Coordinator.
3. When the College is informed or made aware of a possible harassment situation, an investigation will be conducted as described in the procedure for a Formal Complaint in this policy.

Sexual violence is prohibited and as specifically addressed in the Violence Against Women Reauthorization Act of 2013, Section 304, Campus Sexual Violence Act provisions amending Section 485(f) of the Higher Education Act of 1965 (the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act).  Sexual violence refers to physical sexual acts perpetrated against a person’s consent or where a person is incapable of giving consent due to the victim’s use of drugs or alcohol or due to an intellectual or other disability.  A number of different acts fall into the category of sexual violence, including rape, acquaintance rape, domestic violence, dating violence, sexual assault, stalking, and acts as defined below, as well as aiding acts of sexual violence.

Definitions as to Sexual Violence

• Consent: means knowing and voluntary agreement to engage in conduct or an activity with another individual.  Silence or an absence of resistance does not imply consent.  Past consent to engage in conduct or an activity does not imply future consent; consent can be revoked at any time.  An individual who is incapacitated (e.g., when a person is asleep, unconsciousness, under the influence of drugs or alcohol, or disability) cannot give consent.  Coercion, force, or the threat of either invalidates consent.  Under no circumstances can a student give consent to engage in any sexual conduct or activity with an employee of the College.

   Iowa Code provides that the following persons are unable to give consent:

• Persons who are asleep or unconscious (Iowa Code Section 709.1A);
• Persons who are incapacitated due to the influence of drugs, alcohol, or medication (Iowa Code Section 709.1A);
• Persons who are unable to communicate consent due to a mental or physical condition (Iowa Code Section 709.1A); or
• Generally, minors under the age of 16 (Iowa Code Section 709.4).

• ​​​​​​Domestic Violence: Includes felony or misdemeanor crimes of violence committed by a current or former spouse or intimate partner of the victim, by a person with whom the victim shares a child in common, by a person who is cohabitating with or has cohabitated with the victim as a spouse or intimate partner, by a person similarly situated to a spouse of the victim, or by any other person against an adult or youth victim who is protected from that person’s acts under the domestic or family violence laws of Iowa.

• Dating Violence: Violence committed by a person:

  • Who is or has been in a social relationship of a romantic or intimate nature with the victim,

  • Where the existence of such a relationship is 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; and

  • May occur any time even if first and only date.

• Non-Consensual Sexual Intercourse: Any sexual intercourse, however slight, with any object, by a man or woman upon a man or a woman, which is without consent and/or by force. Intercourse includes vaginal penetration by a penis, object, tongue, or finger, anal penetration by a penis, object, tongue, or finger, and oral copulation (mouth to genital contact or genital to mouth contact), no matter how slight the penetration or contact.
• Sexual Assault: Subjecting another person to sexual touching that is unwanted.
• Stalking: Engaging in a course of conduct directed at a specific person that would cause a reasonable person to:
  • Fear for his or her safety or the safety of others; or
  • Suffer substantial emotional distress.
• Substantial Threat: Reported conduct that, by its nature, causes a person to reasonably believe that a high risk exists that violent acts and physical harm against another person or persons may occur. 

Reporting Sexual Violence: Iowa Central Community College strongly encourages all members of the College community to report incidents of sexual violence to any of the following resources:

1. In the event of an immediate threat, danger, or injury, the reporting person should contact the local authorities by dialing 911 and then contact Campus Security by dialing 515-574-1000. For non-emergencies, the reporting person is encouraged to contact College Campus Security by telephone at 515-574-1000 or by e-mail at security@iowacentral.edu or to contact the College’s Student Title IX Coordinator, Samantha Reeves, Assistant Vice President of Student Services, One Triton Circle, Fort Dodge, IA, 50501, 515-574-1058,  reeves@iowacentral.edu or the Employee Title IX Coordinator, Stacy Ihrig, Vice President of Human Resources ihrig@iowacentral.edu, 515-574-1138.  This notification does not require that the reporting person file a formal complaint.

2. Students may also speak to any member of the College’s full-time faculty, the Campus nurse whose telephone number is 515-574-1047, or to the College mental health counselor whose telephone number is 515-574-1051.  The faculty member or other professional staff member (excluding the College’s mental health counselor) receiving the report must Immediately notify the Title IX Coordinator, Stacy Ihrig, Vice President of Human Resources, One Triton Circle, Fort Dodge, IA, 50501, 515-574-1138, ihrig@iowacentral.edu. 

Confidentiality: Certain College officials have a duty to report sexual assault, domestic violence, dating violence, and stalking for federal statistical reporting purposes (such as pursuant to the Clery Act, 20 U.S.C. § 1092). All personally identifiable information is kept confidential, but statistical information must be reported to College Campus Security regarding the type of incident, date, and the location of the incident (using Clery Act location categories and crime category as described in the College’s Annual Campus Security Report). 

As is a function of any educational institution the College must balance the needs of the individual student or the individual employee with the obligation to strive to protect the safety and well-being of the college community at large. Therefore, depending on the seriousness of the reported incident, further action may be necessary, including a campus security alert concerning a reported incident confirmed to pose a substantial threat to members at large of the campus community.  The College will make every effort to ensure that a victim or the reporting person’s name and other identifying information is not disclosed, while still providing enough information for community members to make safety decisions in light of the danger.

To Report Confidentially: If an individual desires that details of an incident of sexual harassment or sexual violence be kept confidential, they should speak with the on-campus mental health counselor, campus health service provider or off-campus rape crisis resources who can maintain confidentiality. The College mental health counselor is available to help you free of charge and can be seen on an emergency basis. In addition, you may speak off-campus with members of the clergy, who will also keep reports made to them confidential.

Non-confidential reporting options: You are encouraged to speak to the College’s Title IX Coordinator to make formal reports of sexual harassment and/or sexual violence.  You have the right and can expect to have incidents of sexual harassment and/or sexual violence to be taken seriously by the College when formally reported, and to have those incidents investigated and properly resolved through administrative procedures.

Racial, Religious, National Origin, Socioeconomic Status, Military Service, Age, and/or Disability Harassment:

Physical or verbal conduct relating to an individual’s race, color, creed, religion, national origin, socioeconomic status, military service, age, and/or disability when the conduct:

1. Has the purpose or effect of creating an intimidating, hostile, or offensive working or academic environment; or
2. Has the purpose or effect of substantially or unreasonably interfering with an individual’s work or academic performance; or
3. Otherwise unlawfully and adversely effects an individual’s employment or ability to participate in or benefits from the College’s programs (academic courses) and/or College sponsored activities.

The use of alcohol and/or drugs will not excuse any behavior that violates this policy

Procedure for Reporting and Investigating a Complaint of Racial, Religious, National Origin, Socioeconomic Status, Military Service, Age, and/or Disability Harassment:

1. Any person who believes they have been the victim of, or has witnessed or otherwise learned of,  harassment by a student, faculty member, administrator, or other College personnel because of race, color, creed, religion, national origin, sex (including pregnancy), sexual orientation, gender identity, and/or sex stereotyping, marital status, socioeconomic status, military service , age, and/or disability or any other status protected by federal, state, or local law (except as to complaints of sexual harassment under Title IX, which shall be handled in accordance with the College’s Title IX policy and procedures) should report the conduct to the Vice President of Student Services, Assistant Vice President of Student Services or to the Vice President of Human Resources. Complaints or reports involving sexual harassment should be reported to the College’s Title IX Coordinator.
2. Persons wishing to file a complaint under this policy may decide to resolve the matter through the informal complaint procedure, the formal complaint procedure, or both, following the steps outlined below. The Complainant may contact the Vice President of Student Services, Assistant Vice President of Student Services or to the Vice President of Human Resources at any time for advice.

Informal Complaint Procedure: Any student who wishes to utilize the informal complaint procedure to resolve a complaint of discrimination or harassment made by that employee may do so by contacting the Assistant Vice President of Student Services or the Vice President of Student Services.  Any employee may do so by contacting their immediate supervisor. If the immediate supervisor is the Respondent the employee should contact the Vice President of Human Resource. Students and employees are encouraged to seek informal resolution as soon as possible after an incident of alleged discrimination or harassment.  This informal discussion will be held within ten (10) calendar days (excluding weekend and College approved holidays and closings) of the student or employee’s initial request for informal resolution provided the discovery is within six (6) months of the occurrence of the matter. At this informal discussion the individual and the supervisor or the Assistant Vice President of Student Services may each request the presence of a third party and/or the College’s EEO/AA Officer.  An effort will be made at the time by both parties to resolve the issue.  If the complaint is not resolved, the Complainant may then proceed, within the following 30 calendar days (excluding weekends and College approved holidays and closings), through the Formal Complaint Procedure described below.        

An informal resolution can be achieved at any time in this process if all parties are satisfied with the adjustment of the complaint.

Formal Complaint Procedure: Individuals who are subjected to discrimination or harassment are encouraged to report the incident(s) to the Assistant Vice President of Student Services or Vice President of Student Services(for students) or to the Vice President of Human Resources (for employees) as soon as possible.  If the student or employee wishes, they may initiate the formal complaint procedure by filing a written complaint.

After the receipt of the written complaint, the Assistant Vice President of Student Services, Vice President of Student Services or to the Vice President of Human Resources shall designate an officer of the College, or other appropriate internal or external investigator, who shall be responsible for investigating the complaint (such officer shall not be the party reported to have committed the alleged harassment).

A written statement from the Complainant shall be obtained by the designated investigator of their designee.  The investigator will then immediately contact the Respondent inform the Respondent of the basis of the complaint,and provide the Respondent an opportunity to respond. The investigator may issue a mutual no-contact directive to the parties pending the completion of the investigation. The Respondent will then provide a written response to the investigator.  Both parties will have equivalent opportunities to provide witnesses and evidence to the investigator for consideration.

Any party may be accompanied by support person or an advisor of their choice and at their expense.  In no event may the support person or advisor interfere with the interview or disrupt the complaint procedure process provided herein.

Complainants also have the right to file complaints of discriminatory harassment with the following agencies:

Office for Civil Rights (OCR) - Chicago Office
U.S. Department of Education
Citigroup Center
500 W. Madison Street, Suite 1475
Chicago, IL 60661
Phone: (312) 730-1560

www.ed.gov/ocr

Equal Employment Opportunity Commission (EEOC)
Reuss Federal Plaza
310 W. Wisconsin Avenue, Suite 800
Milwaukee, WI 53203-2292
Phone: (800) 669-4000

www.eeoc.gov/

Iowa Civil Rights Commission (ICRC)
Grimes State Office Building
400 E. 14th Street
Des Moines, IA 50319
Toll free: (800) 457-4416
Phone: (515) 281-4121

https://icrc.iowa.gov/  

Upon receipt of the response, the investigator shall report in writing to the Human Resources Director the findings of the investigation, and shall notify the Complainant and Respondent of said findings in writing within fourteen (14) calendar days (excluding weekends and College approved holidays and closings) of the appointment.  The Assistant Vice President of Student Services or the Vice President of Human Resources shall review the written findings to determine if harassment in violation of this Policy has occurred.  The College shall make an appropriate determination, in light of the circumstances presented, of whether a respondent should be removed from campus or placed on administrative leave pending the outcome of these grievance procedures.

Within ten (10) calendar days (excluding weekends and College approved holidays and closings) following the occurrence of the matter which caused the individual to believe a violation of this Policy has occurred, or within ten (10) calendar days (excluding weekends and College approved holidays and closings) after the individual has discovered the matter, or as provided above in the Informal Complaint Procedure, provided the discovery is within six (6) months of the occurrence of the matter, any of the aforementioned persons who have a complaint and wish to use the formal complaint procedure may filing a written complaint the Student Services or to the Vice President of Human Resources.

Within two (2) calendar days (excluding weekends and College approved holidays and closings) after the receipt of the written complaint, the Vice President of Student Services or to the Vice President of Human Resources shall designate an officer of the College who shall be responsible for investigating the complaint (such officer shall not be the party reported to have committed the alleged harassment).

A written statement from the reporting person (complainant) shall be obtained by the designated officer within two (2) calendar days (excluding weekends and College approved holidays and closings) of their designation and request that the complainant have no contact with accused individual pending the investigation. The officer will then immediately contact the person who allegedly engaged in the harassment (respondent), inform the respondent of the basis of the complaint, and provide the respondent an opportunity to respond. The investigator shall specifically request that respondent have no contact with the complainant pending the investigation. The respondent will then have two (2) calendar days (excluding weekends and College approved holidays and closings) from the date of notification to make a written response to the designated officer. The complainant or respondent so interviewed may elect to have another person present during the interview, including the opportunity to be accompanied by an advisor of their choice and at their expense. But in no event may such election interfere with the interview or disrupt the complaint procedure process provided herein

The designated officer shall advise the complainant as appropriate of the following rights:

• The complainant may, at any time within the complaint procedure, but within 90 days of the occurrence of the matter, file a complaint with the Human Rights Commission in Fort Dodge.
• The complainant may file a complaint with the Iowa Civil Rights Commission in Des Moines within 180 days of the occurrence of the matter, and with the U.S. Equal Employment Opportunity Commission in Kansas City within 360 days of said occurrence.
• The complainant may also be advised of the right to file a complaint with any other appropriate agency(ies).

Upon receipt of the response, the designated officer shall report in writing to the Vice President of Human Resources the findings of the investigation, and shall notify the complainant and the respondent of said findings in writing within fourteen (14) calendar days (excluding weekends and College approved holidays and closings) of the appointment. The Vice President of Human Resources shall review the written findings to determine if harassment in violation of this Policy has occurred. 

Upon completion of the review and determination by the Assistant Vice President of Student Services or the Vice President of Human Resources, both the Complainant and Respondent shall be notified separately in person and in writing by the Assistant Vice President of Student Services or the Vice President of Human Resources of their decision within seven (7) calendar days (excluding weekends and College approved holidays and closings) of receiving the report.  The Complainant and Respondent shall be notified if the Assistant Vice President of Student Services of the Vice President of Human Resources is unable to meet with them in person within seven (7) calendar days (excluding weekends and College approved holidays and closings) and a meeting will be scheduled as soon as possible.  The Assistant Vice President of Student Services or the Vice President of Human Resources will meet separately with the individuals and will address any questions concerning the determination or resolution with the individuals during this meeting.

The College reserves the right to take whatever measures it deems appropriate in response to a complaint of harassment under this policy. Such measures include but are not limited to discipline up to and including recommending termination of employment for employees or modification of academic, on-campus housing or work arrangements, probation and suspension or expulsion for students.  Not all forms of harassment will be deemed to be equally serious offenses and the College reserves the right to impose different sanctions, ranging from verbal warning to expulsion of enrollment or to termination of employment, depending on the severity of the offense.  The College will consider the concerns and rights of both the Complainant and Respondent.

The Respondent in accordance with College policy, the Master Agreement, the Collective Bargaining Agreement, the Student Handbook, or the Employee Handbook, whichever applies, may appeal any disciplinary action resulting from this procedure.

In the event the Complainant is dissatisfied with the Assistant Vice President of Students of the Vice President of Human Resource’s decision, the Complainant may appeal in writing to the President of the College within five (5) calendar days (excluding weekends and College approved holidays and closings) of the receipt of the Assistant Vice President of Student Services or the Vice President of Human Resources decision.

As this procedure is initiated and completed, all involved parties will be expected to respect the sensitive nature of the matter and to protect the confidentiality of the Complainant, the Respondent, and all those involved in the investigation.  The College will respect the privacy of the Complainant, the Respondent, and all those involved in the investigation as much as possible, consistent with the College’s legal obligations to investigate and to take appropriate action.  Only people who need to know will be told, and information will be shared only as necessary with investigators, witnesses, and the accused individual.

The College will make every reasonable effort to conclude its full investigation of a complaint, decision by the Assistant Vice President of Student Services of the Vice President of Human Resources, and processing of any appeal within sixty (60) calendar days (excluding weekends and College approved holidays and closings) from its receipt of a complaint. The time periods specified in this procedure are institutional expectations.  The Assistant Vice President of Student Services or the Vice President of Human Resources will document the reason for extending any specified time period and will provide to the Complainant and Respondent periodic written notice of any extension of a specified time period and of the status of the investigation.

Procedure for Filing and Investigating a Formal Complaint of Sexual Harassment and/or Sexual Violence: The following procedure is established for processing and investigating formal complaints of harassment or violence by a student, faculty member, staff member, administrator, or other College employee because of sex, sexual orientation, gender identity, sex stereotyping, or marital status, including (but not limited to) cases of alleged domestic violence, dating violence, sexual assault, or stalking, and for determining appropriate disciplinary action. 

It is the College’s intent that this procedure will provide a prompt, fair, and impartial investigation and resolution process, will treat the complainant with sensitivity and fairness, will be conducted by College officials who receive annual training on the issues related to domestic violence, dating violence, sexual assault, and stalking, and how to conduct an investigation process that protects the safety of victims and promotes accountability, and will provide due process to the accused individual if any disciplinary action is to be imposed. In situations where an accused individual faces a relating criminal charge, the College reserves the right to proceed with this procedure as to a formal complaint, including any disciplinary action that may be imposed, at the same time that a criminal process may be proceeding.

Iowa Central Community College will act to investigate all formal complaints, to take appropriate action based on the weight of the totality of the evidence, against any student, faculty member, staff member, administrator, or other College employee when it is determined that it is more probably true than not, that harassment or violence in violation of this policy has occurred.

Filing a Formal Complaint - Any person who believes they have been the victim of harassment or violence by a student, faculty member, staff member, administrator, or other College employee because of sex, sexual orientation, gender identity, sex stereotyping, and/or marital status may file a written formal complaint with the College’s Vice President of Human Resources/EEO Coordinator.

Confidentiality - As the College’s procedure for handling formal complaints is initiated and completed, all involved parties will be expected to respect the sensitive nature of the matter and to protect, to the extent possible consistent with the College’s legal obligations, the confidentiality of the complainant, the person accused, and all those involved in the investigation. Iowa Central Community College will respect the privacy of the complainant, the individual(s) against whom the complaint is filed, and the witnesses as much as possible, consistent with the College’s legal obligations to investigate and to take appropriate action. Unless otherwise required pursuant to a legal obligation, only people who need to know will be told, and information will be shared only as necessary with investigators, the complainant, the accused individual, witnesses, appropriate Administrators, and the Title IX Appeal Team (as applicable).

Complaint Investigation Procedure - It is the College’s intent that this procedure will provide a prompt, fair, and impartial investigation and resolution process. The College recognizes that time is of the essence in the investigation, decision making, and appeal processes. The College will make every reasonable effort to conclude its full investigation of a formal complaint, decision by the College’s Vice President of Human Resources/Equal Employment Opportunity (EEO) Coordinator, and processing of any appeal within sixty (60) calendar days (excluding weekends and College approved holidays and closings) from its receipt of a complaint. The time periods specified in paragraphs a, b, and c below and in paragraph b in the Appeal section are institutional expectations. The College’s Vice President of Human Resources/EEO Coordinator will document the reason for extending any specified time period, and will provide to the complainant and to the person accused (respondent) periodic written notice of any extension of a specified time period and of the status of the investigation.

The College’s Vice President of Human Resources/EEO Coordinator may appoint an assistant to act in their absence and/or to facilitate the timely resolution of a formal complaint.

1. Within two (2) calendar days (excluding weekends and College approved holidays and closings) of the receipt of the formal complaint, the College’s Vice President of Human Resources/EEO Coordinator shall designate the incident investigating official(s) who will investigate the formal complaint (such individual(s) shall not be the party charged with having committed the alleged harassment and/or violence). If the College’s investigator determines to interview the complainant and/or the accused individual, the person so interviewed may elect to have another person present during the interview, including the opportunity to be accompanied by an advisor of their choice and at their expense. But in no event may such election interfere with the interview or disrupt the complaint procedure process provided herein.
2. A written statement from the complainant shall be obtained by the designated investigating official(s) within two (2) calendar days (excluding weekends and College approved holidays and closings) of their designation and request complainant have no contact with the respondent pending the investigation. The investigating official will then immediately contact the respondent, inform the person of the basis of the complaint, and provide the person an opportunity to respond with a written statement. The investigating official shall specifically request that the respondent have no contact with the complainant pending the investigation. The respondent will then have two (2) calendar days (excluding weekends and College approved holidays and closings) from the date of notification to make a written response to the investigating official.
3. Upon receipt of the response(s), the investigating official shall report in writing to the College’s Vice President of Human Resources/EEO Coordinator the fact findings of the investigation and shall in writing notify the complainant and the respondent of said written fact finding report within fourteen (14) calendar days (excluding weekends and College approved holidays and closings) of the appointment of the investigating official. The College’s Vice President of Human Resources/EEO Coordinator shall review the written fact finding report to determine, by the weight of the evidence, taking into account the totality of all reported evidence, if it is more probably true than not, that harassment or violence in violation of this policy has occurred. Upon completion of the review and determination by the College’s Vice President of Human Resources/EEO Coordinator, both the complainant and the respondent shall be notified separately in person and in writing by the College’s Vice President of Human Resources/EEO Coordinator of their decision within seven (7) calendar days (excluding weekends and College approved holidays and closings) of receiving the investigating officer’s written report. The complainant and the respondent shall be notified if the College’s Vice President of Human Resources/EEO Coordinator is unable to meet with them in person within seven (7) calendar days (excluding weekends and College approved holidays and closings) and a meeting will be scheduled as soon as possible. The College’s Vice President of Human Resources/EEO Coordinator will meet separately with the complainant and with the respondent and will address any questions concerning the determination or resolution with each individual during the respective meeting.
4. If it is determined it is more probably true than not, that a violation of College policy has occurred, the College’s Vice President of Human Resources/EEO Coordinator will forward their written decision to the administrator with authority discipline or to make recommendations concerning discipline and who will take or recommend appropriate disciplinary action.

Disciplinary Action: The College reserves the right to take whatever measures it deems necessary in response to a complaint of harassment or violence by a student, faculty member, staff member, administrator, or other College employee because of race, color, religion, creed, sex, sexual orientation, gender identity, sex stereotyping, marital status, socioeconomic status, military service, national origin, age, disability, and/or any other status protecred by federal, state, or local law. Such measures include (as to employees discipline) up to and including recommending termination of employment, and as to students include (but are not limited to) modification of on-campus housing arrangements, interim suspension from campus pending a decision, probation, and expulsion; and as to employees and students reporting the matter to local law enforcement agency in Fort Dodge, Iowa or in the community where another center/campus of the College is located. Not all forms of sexual misconduct will be deemed to be equally serious offenses and the College reserves the right to impose different sanctions, ranging from verbal warning, to expulsion of enrollment, or to termination of employment, depending on the severity of the offense. The College will consider the concerns and rights of both the complainant and the respondent.

Appeal:

1. The individual, in accordance with Board policy, the Master Agreement, the Collective Bargaining Agreement, the Student Handbook, or Employee Handbook (whichever applies) may appeal any disciplinary action resulting from this procedure.
2. In the event the complainant and/or the respondent is dissatisfied with the Vice President of Human Resources/EEO Coordinator’s decision, the individual may appeal in writing to the Title IX Appeal Team within five (5) calendar days (excluding weekends and College approved holidays and closings) of the receipt of College’s Vice President of Human Resources/EEO Coordinator decision. The Title IX Appeal Team will consider the appeal within fourteen (14) calendar days (excluding weekends and federal holidays) of its receipt of the written appeal. The Title IX Appeal Team’s decision will be the College’s final determination. Within five (5) calendar days (excluding weekends and College approved holidays and closings) of its determination, the Title IX Appeal Team will provide written notification of its decision to the individual who made the appeal and to the other party (either the complaint or the respondent).

Title IX requires notification be made to the College’s designated Title IX Coordinator of the resolution of any potential sexual harassment issues involving students.

Retaliation Prohibited

Retaliation against a person who makes a report or complaint of harassment, or who assists, or participates in any manner in an investigation or resolution of a harassment report or complaint is strictly prohibited. Retaliation includes threats, coercion, discrimination, intimidation, reprisals, and/or adverse actions related to employment or education.  Any individual who believed they have been retaliated against in violation of this Policy should immediately contact the College’s Assistant Vice President of Student Services or the Vice President of Human Resources.

This Policy’s anti-retaliation protections do not apply to any individual who makes a materially false statement in bad faith in the course of any complaint, investigation, or other proceeding under this Policy.  However, a determination that an individual made a materially false statement in bad faith must be supported by some evidence other than the determination of whether the Respondent violated this Policy alone.  An individual who makes a materially false statement in bad faith may be subject to discipline up to and including suspension or expulsion of a student or termination of an employee’s employment.

Education Programs to promote the awareness of rape, acquaintance rape, domestic violence, dating violence, sexual assault, and stalking: The College will conduct education programs to promote the awareness of rape, acquaintance rape, domestic violence, dating violence, sexual assault, and stalking, which shall include:

1. Primary prevention and awareness programs for all incoming students and new employees, which will include:
   1. A discussion of this policy;
   2. Safe and positive options for bystander intervention that may be carried out by an individual to prevent harm or intervene when there is a risk of domestic violence, dating violence, sexual assault, or stalking against a person other than such individual;
   3. Information on risk reduction to recognize warning signs of abusive behavior and how to avoid potential attacks;
   4. The procedures set forth in this policy for handling a complaint;
   5. Possible sanctions or protective measures the College may impose following a final determination after a College investigation of reported incident of rape, acquaintance rape, domestic violence, dating violence, sexual assault, or stalking,
   6. Procedures victims should follow if a sex offense, domestic violence, dating violence, sexual assault, or stalking has occurred, including information about:
2. The importance of preserving evidence as may be necessary to the proof of criminal domestic violence, dating violence, sexual assault, or stalking, or in obtaining a protection order;
3. To whom the alleged offense should be reported;
4. Options regarding law enforcement and campus authorities, including the victim’s option to:
   1. Notify proper law enforcement authorities, including College Campus Security and local police;
   2. Be assisted by campus authorities in notifying law enforcement authorities if the victim so chooses; and
   3. Decline to notify such authorities.
5. Notification to students and employees about existing counseling, health, mental health, victim advocacy, legal assistance, and other services available for victims both on-campus and in the community and​ ongoing prevention and awareness campaigns for students and faculty that will include the above information.​

Photography and Film Rights Policy

Iowa Central Community College reserves the right to film or take photographs of faculty, staff, and students engaged in teaching, research, clinical practices, sports, and other activities, as well as casual and portrait photography or film. These photographs, films, videos, and podcasts will be used in such promotions or publications as catalogs, brochures, posters, advertisements, recruitment, and development materials, as well as on the national media for promotional purposes serving Iowa Central Community College. Classes will be photographed only with the permission of the faculty member and students. Release agreements will be produced in writing prior to filming. They will then be signed and kept on file by the Director, Public Information, Website Technology Specialist, Sports Information, or Communications for each respective production project. Such photographs and film-including digital media-which will be kept in the files and archives of Iowa Central Community College, will remain available for use by the College without time limitations or restrictions. Faculty, students, and staff are made aware, by virtue of this policy, that the College reserves the right to alter photography and film for creative purposes. Faculty, students, and staff who do not want their photographs used in the manner(s) described in this policy statement should contact the Director, Public Information. Faculty and students are advised that photographs taken in public places do not require signatures or authorization for publication. Iowa Central Community College has no control over the use of photographs or film taken by third parties, including (without limitation) the news media covering College activities.

Social Networking Policy

Academic studies have shown a positive relationship between the use of social net­working websites and student engagement in course work, campus organizations, face-to-face interaction with close friends, and in the transition and adjustment to college. In contrast, using online technology at high rates and in certain ways has been shown to have a relationship to poor academic and psychosocial outcomes. Reported dangerous uses of social networking have arisen from miscommunica­tion as it is not possible to perceive the “tone” in online communication, use of words that propagate rumors with a harassing content, and cyber bullying where someone purposely embarrasses, harasses, or torments another.

Iowa Central acknowledges the importance of students using technology to connect, collaborate, and communicate with each other, and that online forms of expression are as important to student development as traditional, oral, and written expression. While engaging in social networking, students should conduct themselves in a respectful, responsible, and accountable manner, and in compli­ance with the Technology at Iowa Central Community College policy, Statement of Nondiscrimination, and the Student Conduct Code published by Iowa Central. Bloggers and commenters can be held personally liable for commentary that is considered defamatory, obscene, proprietary, or libelous by any offended party and for conduct that violates federal, state, or local law, such as laws against hate crimes.

Students enrolled in the Iowa Central Health Care Practicum also have the re­sponsibility to safeguard the privacy, security, and confidentiality of all individually identifiable health information transmitted or received in connection with participation in the Practicum in accordance with the applicable provisions of the Health Insurance Portability and Accountability Act of 1996 (“HIPAA”), as amended, and in accordance with all applicable federal, state and local statutes, regulations, and policies regarding the confidentiality of patient health information. Accordingly, students enrolled in that program should not post any confidential or legally protected information.

If a student’s concern arising from another student’s social networking commu­nication is one of perceived discrimination, abuse, and/or harassment based on age, race, creed, color, sex, sexual orientation, gender identity, national origin, religion, disability, or military service, students may use the informal or formal complaint procedure described in this Handbook.

Student Conduct Code

All Students

Students are expected to conduct themselves in a responsible manner. Students who enroll accept our policies, regulations, and operational procedures. Student behavior, which after due process is found to be disruptive to classes, or to destroy the rights of others or property, may result in disciplinary probation or suspension.

Iowa Central Athletes and Students

Athletes and students participating in Iowa Central activities are expected to attend all classes, to stay free of drugs, and to conduct themselves in a mature and responsible manner while representing Iowa Central Community College. All athletes and activity students are required to sign a Conduct Code before participating in Iowa Central athletics and activities.

Student Rights and Responsibilities

Students of the College have both rights and responsibilities as described in the Iowa Central Community College Student Handbook and in Board Policies Iowa Central’s mission is to promote intellectual discovery, physical development, social and ethical awareness, and economic opportunities for all through an education that transforms lives, strengthens community, and inspires progress. This can occur in an environment that fosters intellectual inquiry within a climate of academic freedom and integrity. Students and instructors are expected to promote these goals in the context of inclusiveness, mutual respect, and tolerance of others, as ideas are explored, facts gathered, opinions weighed, and conclusions drawn.

Process for Student to Express Academic Concerns and Complaints

From time to time, students may have concerns about such issues as scholastic dishonesty, discrimination, disability accommodations, or grading grievance. If a student’s concern relates to:

• Educational records - the student should follow the review/grievance proce­dures in Board Policy Number 404, Access to Educational Records
• A finding of scholastic dishonesty - the student should follow the appeal process in Board Policy Number 407, Scholastic Dishonesty
• A student grade - the student should follow the review procedure in Board Policy Number 408, Student Grade Appeal
• Conduct by the instructor perceived by the student to be a violation of the College’s non-discrimination/harassment policy - the student should follow the complaint procedure in Board Policy Number 414, Discrimination Process
• A student may have other academic concerns and complaints about a particular classroom experience, specific curricular matters, instructor conduct in the classroom or in another instructional setting that adversely affects the learning environment, misuse of instructor authority to promote a political or social course within an instructional setting, inequities in assignments, or scheduling of examinations at other than published times. If such concerns arise, the student should follow the procedure in Board Policy 415 described below:
  1. Ordinarily, the student should first attempt to resolve the concern with the instructor.
  2. If after meeting with the instructor, the student believes their concern is not resolved, or, if the student does not feel, for whatever reason, they can directly approach the instructor, the student should meet with the division dean. This meeting shall be scheduled within ten (10) calendar days after meeting with the instructor. The division dean shall investigate the concern fully, including meeting with the instructor and the student and attempt to resolve the concern.
  3. If the concern is not resolved to the satisfaction of the student, the student may submit within five (5) calendar days after the meeting with the division dean, a written summary of their concern to the Vice-President of Instruction. The Vice-President will confer with the division dean, the instructor, and the student in an attempt to resolve the concern.
  4. If the concern is not resolved to the student’s satisfaction, the student may within ten (10) calendar days of the receipt of the Vice President of Instruction’s findings request, in writing, that the College President review the concern. The President will review the concern and take such action as they deems appropriate including (but not limited to) the recommendation of action to the Board of Directors.

Title IX

As an educational institution, Iowa Central Community College strives to provide a respectful, safe, and non-threating environment for students and employees. The mission of the College is to promote intellectual discovery, physical develop­ment, social and ethical awareness, and economic opportunities for all through an education that transforms lives, strengthens community, and inspires progress. Harassment and violence against students, faculty, and staff subverts this mission and will not be tolerated. Students who feel that they have been the subjects of such harassment should advise the Vice President of Student Services, the Associate Vice President of Student Services, or the College’s Vice President of Human Resources/Equal Employment Opportunity (EEO) Coordinator. Staff members should advise one of the following: their immediate supervisor, the appropriate Vice President, or the College’s Vice President of Human Resources/EEO Coordinator. More information on Title IX at www.iowacentral.edu/about/titleIX.asp.

Also see Harrassment and Violence.

Tobacco and Nicotine Vapor Product Use Policy

The Iowa Smokefree Air Act applies to Iowa Central Community College. The purpose of this legislation is “to reduce the level of exposure by the general public and employees to environmental tobacco smoke” and is designed to “regulate smoking in public places, places of employment, and outdoor areas” and “to improve the public health of Iowans.” Because the College wishes to provide a safe and healthy environment for students, employees, and visitors, the College shall comply with all state and federal laws by prohibiting the use of tobacco products in College facilities, on College property, and in College vehicles. To protect the health and environment of the College’s community, the College also prohibits the use of nicotine vapor products (electronic smoking devices) in College facilities, on College property, and in College vehicles. This policy applies to all College students, employees, and visitors.

Nicotine vapor products (electronic smoking devices) shall mean: Any non-com­bustible product which contains or delivers nicotine (e.g., Electronic Nicotine Delivery System or ENDS) or any other substance intended for human consump­tion that can be used to simulate smoking through a vapor or aerosol from the product, that employs a heating element, power source, electronic circuit, or other electronic, chemical, or mechanical means, regardless of shape or size, that can be used to produce vapor from a solution or other substance. Nicotine vapor product includes an electronic cigarette, electronic cigar, electronic cigarillo, electronic pipe, electronic hookah, vapor pen, or other similar product or device.

Other Iowa Central Compliance Information

Other compliance information can be found at the following websites:

Athletic participation rates and support data

http://ope.ed.gov/athletics

Financial Aid

https://studentaid.gov/

Graduation Rates

http://surveys.nces.ed.gov/ipeds

http://nces.ed.gov/IPEDS/COOL

Foundation

The Iowa Central Community College Foundation is a non-profit corporation. The purpose of the Foundation is to solicit, receive ,and manage bequests, gifts, donations, grants, and contributions made or for the use or benefit of Iowa Central Community College, its educational and technical programs, and its various services. The Foundation distributes funds including (but not limited to) scholarships and grants on the basis of equal opportunity.

The Iowa Central Community College Foundation is managed by its Board of Directors. The Board of Directors consists of up to 14 members, including one member of the College Board of Trustees, and the President of the College. Members are elected for a term of three years, with an option for additional terms.

History

Iowa Central Community College was organized in 1966 with a broad mandate to offer a vast array of educational opportunities to the residents of its nine-county area. Iowa Central was built on the firm foundation of three area junior colleges, which had been operating since the 1920s by the local public school systems: Fort Dodge, organized in 1921; Webster City, 1926; and Eagle Grove, 1928 (The Eagle Grove center was closed in 2004). Iowa Central came into being as a result of the Area School Act passed by Iowa’s 61st General Assembly. The legislation authorized two or more county school systems to merge to form an area community college. Nine counties combined to create Area V and Iowa Central: Buena Vista, Calhoun, Greene, Hamilton, Humboldt, Pocahontas, Sac, Webster and Wright.

In 1971, a fourth center was added with the completion of a new building in Storm Lake. The Storm Lake Center continues to grow, offering a variety of community college programs and numerous services to the community. In 1975, Iowa Central partnered with Buena Vista University (then Buena Vista College) in a cooperative venture whereby students can transfer from Iowa Central to complete a four-year degree at the Fort Dodge Center.

Originally founded to provide students with a low cost, high-quality education, Iowa Central continues to expand its excellent reputation with an ever-growing variety of programs, facilities, and thriving student life activities. Iowa Central offers a number of certificates, diplomas, degrees, training opportunities, and continuing education to its communities. This catalog documents the current list of credit programs. Credit courses started being offered in high schools via the Iowa Communications Network (ICN) in 1993 and Iowa Central Television Network (ICTN) in 1987, Insturctional Tele­vision Fixed Signal (ITFS) in 1989 and continue to be offered in every high school in Area V as direct instruction, Triton Network in 2012, and online. Several programs, and most transfer courses, are offered completely online, an initiative that launched initially as a Guided Self-Study course beginning in 1997.

Iowa Central Community College also offers a wide variety of athletic programs and student clubs. Student athletes may choose from 25 varsity men’s and women’s athletics as well as other competive teams. The College also offers many student clubs, activities, and organizations.

Much of the college’s significant growth period, both in service to students and campus aesthetics, began in the mid-1990s. At that time, the college’s enrollment began increasing and has more than doubled today. As a result, facilities have expanded and changed much over recent years:

1995 - Concurrent Enrollment (Earlybird) courses offered

1996 - First apartment-style housing constructed with 16 buildings today

1996 - Trolley Center Mall facility opened

1997 - Ed Barbour Baseball Field

1997 - Softball Field (now the site of the Triton Café)

1997 - Guided Self-Study

1998 - Internet Courses

2001 - TRIO-SSS Program

2002 - Dr. John E. Hodges Fieldhouse dedicated

2002 - Career Education Building opened

2004 - Recreational Center

2004 - Storm Lake Center building dedicated to Melvin V. Samuelson Center

2005 - Workforce Development Center Building

2006 - Transportation Center

2006 - Decker Auditorium dedicated

2007 - Webster City Campus Library dedicated to Thomas Chelesvig Center

2007 - Crimmins Center

2007 - General Obligation Bonds

2007 - Willow Ridge

2007 - Fire Tower

2007 - Biofuels Testing Lab

2007 - Parking Ramp

2008 - Hanson Center dedicated

2009 - Agriculture Technology Farm

2009 - Entrance from highway 169 to Fort Dodge Campus

2009 - BioScience and Health Sciences

2010 - Iowa District West Lutheran Building made into parking

2010 - Student Resource Center

2011 - Physical Facilities Building

2012 - East Campus

2012 - Woodruff Apartments purchased

2013 - Dennis Pilcher Court dedicated

2014 - Triton Café

2014 - Culinary construction in Hanson Center

2014 - Career Academy in Eagle Grove

2016 - Awarded Second Chance Pell for Incarcerated Individuals

2016- William G. Smith Simulation Center

2017 - General Obligation Bonds

2018 - Began online course offerings to Correctional Facilities in the state of Iowa

2019 - Flat-Rate Tuition and One-to-One Initiative

2020 - Greehey Family Student Success Center

2020 - Career Academy in Laurens

2020 - Career Academy in Jefferson

2021 - Began renovation of the Art and Technology Building

2022 - Began renovation of the Center for Performing Arts 

Iowa Central Community College understands that regional growth and prosperity require a community college that is progressive and responsive. Building on its heritage, Iowa Central is positioned to continue meeting the growing educational needs of Fort Dodge and the surrounding area by providing diverse quality edu­cational opportunities that meet our local, regional, and transfer needs.

Institutional Outcomes

Critical Thinking

• The ability to dissect a multitude of incoming information, sorting the per­tinent from the irrelevant, in order to analyze, evaluate, synthesize, or apply the information to a defendable conclusion.

Effective Communication

• Information, thoughts, feelings, attitudes, or beliefs transferred, either verbal­ly or nonverbally, through a medium in which the intended meaning is clearly and correctly understood by the recipient with the expectation of feedback.

Personal Responsibility

• Initiative to consistently meet or exceed stated expectations over time.

Mission Statement

Iowa Central Community College provides quality educational opportunities in and outside of the classroom.

Philosophy

It is the philosophy of Iowa Central Community College, as a comprehensive community college, to aid in developing our citizens’ capabilities to the maximum. Iowa Central provides a flexible program to satisfy the needs of the individual and the needs of the community. An educational environment is planned to provide experiences for those who desire pre-professional courses, improvement of educational or technical skills, or developmental programs for self-enrichment. This environment can be on campus or on-site.

In concert with this mission, Iowa Central offers:

• college transfer courses
• career and technical training
• general education
• recreation and personal enrichment programs
• economic development
• community service activities for people with diverse interests, needs, backgrounds, and skills
• adult basic education

Service Excellence Values

Professionalism

• Accountability: Recognize that work performance directly reflects your character.
• Communication: Practice exceptional internal and external communication.
• Personal Responsibility: Give 100%.
• Adapt: Respond to the ever-changing environment of higher education.

Integrity

• Diversity: Recognize and value individual and cultural differences.
• Ethics: Strive to be honest, fair, and responsible.
• Respect: Inspire mutual respect.
• Consistency: Promote and represent Iowa Central at all times.

Excellence

• Empower: Encourage initiative, creativity, and thoughtfulness in all we do.
• Quality Education: Continuously pursue improvement in courses, methods, and systems.
• Celebrate: Celebrate success and embrace and learn from challenges.
• Exceed Expectations: Strive to be the best you can be at all times.

Vision Statement

For all we serve, Iowa Central Community College strives to be the premier learning community and college of choice, preparing the best citizens and workers for our region and beyond.

We will aspire to:

• Contribute effectively to the economic, social, and cultural opportunities of our region.
• Work proactively with businesses, civic organizations, high schools, and other academic institutions to improve collaboration, develop educational and career opportunities, expand Iowa Central’s visibility, and target public and private investment into Iowa Central.
• Monitor progress against our priorities, commitments, and aims, using relevant performance indicators, benchmarks, and targets. Through this assessment, we will maintain focus on our planning process to ensure we continue to meet academic and institutional needs.
• Plan and budget annually to provide the framework for making the strategic plan operational.