You should carefully review the rights and responsibilities which affect you while you are a student at CCC. The following policies are designed to serve you so that your educational experiences may be safe, orderly and free from unnecessary obstacles. Some of these policies are written out completely in this section; others are summarized due to their length.
Academic Computing Code of Conduct
College resources are provided to authorized individuals for the purpose of learning, teaching and conducting of business related to the operation of CCC. The College will not be held responsible for unacceptable, unethical or illegal use of its information technology resources. Using computing resources in any manner that violates any federal laws, New York State penal laws, State University of New York policies or CCC policies herein may result in suspension or termination of computing privileges and/or suspension from the College. Student judicial action and prosecution to the full extent of the law will follow at the discretion of the College.
Access to computing resources is granted to CCC students for use in their academic work, with the understanding that access is a privilege and carries with it certain responsibilities. To use computing resources, a student must obtain a computer account username and password, which provides access to resources such as email and file storage. With the exception of access to MyCCC via the Internet, students will not have access to CCC computer networks during any semester in which they are not registered. Other exceptions will be handled on an individual basis. Students are responsible for all activity under their individual accounts.
General Rules of Conduct:
Unless authorized, users may not have food, drink or their containers near any computer.
Computer resources (including email) should be used for academic purposes only. Users will refrain from using College computer resources for personal use, such as recreation, personal profit, transmission of unsolicited bulk emails, etc.
Unnecessary printing is prohibited.
Aside from legitimately saving or backing up data, students are to leave hardware, configurations and security measures in place on the computer, unless express permission has been granted by a lab monitor or instructor.
All uses of computer resources violating the College harassment policy are strictly prohibited.
Use of computing facilities must not violate others’ rights to privacy and academic integrity.
Users will refrain from displaying, printing or transmitting offensive or damaging materials. The College will not tolerate abusive or unethical use of equipment, such as harassing or threatening others.
Students will not use the network to spread computer viruses, Trojan horses, worms or any program designed to violate security, interfere with the proper operation of any computer system or destroy others’ data.
Use of the network to duplicate copyrighted software, download movies, music or other students’ work without the owner’s explicit permission is strictly prohibited. When downloading and using printed materials, the source must be properly cited. Acts of piracy or violations of copyright laws are strictly prohibited.
Files stored on College servers are subject to disk quota limitations. Directories may be accessed by the College for routine maintenance and to check system integrity. Files stored on College servers are scanned continuously for viruses and may be deleted if found to be infected. All files on student directories will be deleted at the end of each semester. Therefore students must:
- Copy their stored files to their own storage media or email them to themselves to use elsewhere.
- Copy files no later than the end of each semester if they wish to keep files that are stored on College servers.
The act of copying text, media, programs or subroutines from any source and submitting the material as your own work constitutes plagiarism and is prohibited. See the College’s Code of Student Conduct and Academic Honesty policies.
Security and Privacy:
Users must be aware that computer systems of public institutions may be subject to open records laws. CCC Information Systems staff and teaching faculty may routinely access student user data for legitimate academic purposes, to review course work, to diagnose and resolve technical problems, to archive old data files and to investigate possible misuse of CCC computer systems and resources.
A student found to be engaging in a prohibited computer activity will be required to cease that activity immediately. All users should report any suspected unauthorized access attempts or other improper use of College computers, networks or other information processing equipment. If a user observes or receives a report of a security or abuse problem with any College computer or network facilities, the user should notify the lab monitor/instructor or help desk personnel.
Note: Users will be assessed for repair or replacement costs resulting from misuse.
Accommodations for Individuals with Disabilities
Section 504 of the Rehabilitation Act of 1973 and the Americans with Disabilities Act (ADA) of 1990 ensure equal access to all College programs, courses and services for students with disabilities. Other protections are also provided for employees with disabilities, visitors with disabilities and individuals with disabilities who attend College activities. Students should make requests for reasonable accommodations through the Office of Student Disability Services (SDS). Employees and some members of the public, such as job applicants, should make their requests through the Director of Human Resources.
Alcohol Use Policy
The College recognizes the reality of the serious problems associated with the use of alcoholic beverages. The use of alcohol on campus is allowed by permit only, subject to the applicable provisions of New York State law. The Student Association has voted that all student activities and socials be alcohol free.
Student Association and the College continue to sponsor regular alcohol and drug awareness programs. Permits for the use of alcohol at events held on College-owned or operated property may be obtained from the Office of Student Life, subject to final approval from the Office of the President.
Behavioral Intervention Team
In order to promote the safety and well-being of our students, a Behavioral Intervention Team (BIT) has been created to address student behaviors that are disruptive, or outside the norm for a particular student. BIT will act as a review team that carefully reviews all aspects of reports that are received regarding concerning student behaviors. BIT will provide a recommendation for appropriate intervention and will serve as a resource for the College community. Any CCC community member who is concerned about a student may make a referral to BIT. For more information please refer to the website.
It is each student’s responsibility to know and follow the Code of Student Conduct. Such inappropriate conduct as disrupting teaching, research or other College activities is subject to College rules as well as local, state and federal laws.
A student who creates a disturbance in a class may be directed to leave the class by the instructor. Failure to comply with such a directive could result in suspension or dismissal from the College after an appropriate hearing.
Corning Community College adheres to its legal responsibility to enforce The Family Education Rights and Privacy Act of 1974, commonly known as FERPA. This federal law provides privacy protections of your education records, guarantees you access to your records, and requires your written permission to have your records released.
Your educational record includes any record that is directly related to you and is maintained by CCC or an organization acting on our behalf. Educational records may include:
- written documents, including student advising folders
- student files
- student system databases kept in storage devices such as servers
Records not considered educational records include:
- private notes of individual staff or faculty (not kept in student advising folders)
- campus police records
- medical records (protected under other state and federal laws)
- statistical data compilations that contain no mention of personally identifiable information about any specific student
You have a right to know about the purpose, content, and loca- tion of information kept as a part of your educational records. You also have a right to expect that information in your educational records will be kept confidential unless you give permission to the school to disclose your information.
Directory information is information contained in your education record which is not considered harmful or an invasion of privacy if disclosed. Directory information at CCC includes:
- phone number and email address
- date of birth
- dates of attendance
- degree(s) awarded
- honors and awards
- enrollment status
- major field of study
Corning Community College may disclose directory information without your written consent unless you exercise the option to restrict the release by submitting a formal request to the school. Please see the Educational Planning Center.
Non-directory information is any educational record not considered directory information. Non-directory information cannot be released without your written consent. Faculty and staff can access non-directory information only if they have a legitimate academic need to do so. Non-directory information may include:
- social security numbers
- student identification number
- race, ethnicity, and/or nationality
- transcripts and grade reports
- grade point averages
If you provide written consent to CCC to disclose non-directory information, the authorization should include the following:
- the records to be disclosed
- the purpose of the disclosure
- identify the party to whom the disclosure is to be made
- the date
- your signature
Prior written consent is not required when disclosure is made directly to you or to other school officials within the same institution where there is a legitimate educational interest. A legitimate educational interest may include enrollment or transfer matters, financial aid issues, or information requested by regional accrediting organizations. You are guaranteed access to your records. You have the right to inspect and review your records upon request. CCC will grant you access to your records within a reasonable amount of time, not to exceed 45 days from the day the request was received. You also have the right to ask CCC to amend your records if you feel it contains inaccurate information.
For more information on FERPA, you can call the Chief Information Officer at 607-962-9527, Registrar at 607-962-9011 or visit the US Department of Education Family Policy Compliance Office website. In addition, Corning Community College is required to provide reasonable accommodations to students with disabilities under the ADA and Section 504 of the Rehabilitation Act of 1973. For further information contact the Office of Student Disability Services.
Dogs on Campus
Dogs are allowed on campus but must be leashed and must not be brought into buildings. Dogs are not allowed on CCC athletic fields at any time. It is permissible to walk leashed dogs, but the owner is responsible for clean up.
The Drug-Free Workplace Act of 1988 requires members of our College community to be informed of the potential health hazards of drug use and the possible penalties for those who violate laws governing the use of illicit drugs. Illicit drugs and alcohol may cause addiction, severe physical and emotional illness and death. Convictions under local, state and federal laws can result in fines, prison sentences or both. Information about drug counseling and rehabilitation is available from the College Health Office.
As a condition of employment, study or contact with the College, all employees, students and visitors are prohibited from the illegal use, manufacture, possession or distribution of all controlled substances on the campus. Any violations of this policy will result in College disciplinary action up to and including discharge or expulsion, whichever is appropriate. In addition, violations of this policy may be reported to civil authorities. Criminal convictions will be reported to federal contracting agencies as required by state and federal statutes.
Equal Employment/Educational Opportunity
CCC declares and affirms a policy of equal employment and equal educational opportunity. The College will make all decisions regarding admissions and the entire educational process of its students and the recruitment, hiring, promotions and other terms and conditions of employment, without discrimination on the basis of race, color, creed or religion, gender, sexual orientation, national origin, age, physical or mental disability or other factors which cannot be lawfully used as the basis for employment or educational decisions.
Through its policies and programs, CCC undertakes to comply fully with all applicable federal, state and local laws relating to equal employment and equal educational opportunity. The designated coordinator for compliance with Title VII of the Civil Rights Act of 1964, as amended, Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act and the New York State Human Rights Law is R. Nannette Nicholas, Director of Human Resources, who also serves as the College’s Equal Opportunity Officer. She may be reached at 962-9444 or via email at firstname.lastname@example.org. Refer to Policy Against Harassment and Procedure for Submitting Complaints of Discrimination, including Harassment and Program Accessibility for more information.
All students incur a liability for tuition and fees at the time they register for classes. Students are responsible for any College debts they have incurred (i.e. tuition and fees, housing and meal plans, bookstore charges, library fees, parking fines, childcare, etc). Students with delinquent accounts will be blocked from registering for future courses. Also, a hold will be placed on all transcripts or grade reports until all bills have been paid. If a College debt must be referred to outside sources for collection, the student will be responsible for all reasonable costs of collection as well as attorney fees.
Freedom in the Classroom
Freedom of discussion and expression of views must be encouraged and protected. It is the responsibility of the professor in the classroom and in conference to insure the realization, not only of the fact but the spirit, of free inquiry. In particular, students must be protected against prejudice or capricious academic evaluation. Information about student views, beliefs and political associations, acquired by College officials in the course of their work as instructors and advisors, is confidential and must not be disclosed to others.
Freedom of Protest
The right of peaceful protest (including peaceful picketing and other orderly demonstrations) within the College community will be preserved. The College retains the right and obligation to assure the safety of individuals, the protection of health and property and the continuity of the educational process, and reserves the right to dictate the timing and location of the protest. No one shall have the right to obstruct and/or forcibly prevent others from the exercising of their rights or to interfere with the institution’s educational processes or facilities or the rights of those who wish to avail themselves of any of the institution’s services.
These services include those that are instructional, personal, administrative, recreational and community oriented. Persons or groups organizing a public gathering must obtain a Public Gathering Permit 48 hours in advance of the activity. These forms are available in the Student Development Office.
Students with a complaint against a faculty member have the opportunity to take grievances through two channels. For academic issues, such as grades, returning homework on time, adhering to the syllabus, quality of instruction and so forth, students should seek to resolve the complaint directly with the faculty member. The next step would be to meet with the appropriate academic department chair. If still unresolved, the student may meet with the appropriate associate dean of instruction. If necessary, a final appeal may be made to the Vice President and Dean of Academic Affairs. For other complaints such as discriminatory harassment or other inappropriate interpersonal behavior, students should seek redress through the Office of Human Resources.
Occasionally the College may have the need to suspend a student immediately without waiting for formal notice and hearing due that student. It may be felt that the student is disruptive, incorrigible or even dangerous to others, to self or to property. Under such circumstances an interim suspension may be imposed pending formal notice and hearing at a later date. Students who are suspended on an interim basis must be accorded a preliminary hearing, unless it can be shown that it is impossible or unreasonably difficult to convene one. This means that there must be a notice containing the reasons for the interim suspension and the time and the place of the hearing at which the student is provided an opportunity to show why the student’s continued presence on campus does not constitute a danger to others, to self or to property.
The student ID card available from the Public Safety Office serves as the Library card. Borrowing privileges are extended solely to the individual named on a student ID. The student is responsible for all materials checked out on his/her card even if they are shared with another individual. If a student ID is stolen or lost, the student should report the loss to Public Safety and the Library immediately.
All Library users are notified of the loan period at the time an item is borrowed. Library materials must be returned or renewed by the assigned due date. Materials may be renewed by contacting the Library Circulation Office at 962-9251, in person, via email to email@example.com, or online through the Library Catalog.
Overdue notices are sent as a courtesy. Overdue fines vary depending on the type of material borrowed. Fines on circulating books accrue at $.10 per day, and overdue reserve and interlibrary loan materials are assessed at $1.00 per day. The circulation loan policy is available at the Library Circulation Desk and website.
Accounts must be settled when materials are returned. Failure to do so will result in a hold on transcripts and receipt of a bill for the full value of the materials plus a processing fee and overdue fines. Library privileges may be suspended until accounts are settled.
Use of remote access to the Library Online electronic databases is restricted to current students, faculty and staff. Violations of this policy will result in suspension of access to the databases.
Non-Students on Campus
A parent or guardian must supervise minors who are not enrolled at CCC or involved in a sponsored program. Action may be taken against any and all persons who have no legitimate reason for their presence on College property. Since such persons are not subject to College sanctions, the procedures by which such privileges are granted shall be developed in accordance with the penal law. Under Section 140.35 of New York State Penal law, a person is guilty of loitering when he/she remains in or about school, College or university buildings or grounds, not having any reason or relationship involving custody of or responsibility for a pupil or student, or any other specific legitimate reason for being there and not having permission from anyone authorized to grant this privilege.
Policy Against Harassment
Unlawful harassment based on race, color, creed or religion, gender, sexual orientation, national origin, age, physical or mental disability or any other protected status is strictly prohibited by CCC. The College is committed to maintaining an educational and work environment that is free of any harassment and to fostering positive business and personal conduct so that everyone, including students, employees and visitors, is treated with respect and dignity in a nondiscriminatory environment. This policy applies to all employees, students, visitors and other persons who conduct business with the College. Any incident of harassment should be reported to the Director of Human Resources immediately, regardless of who the offender is. College employees are obligated to report all incidents of discrimination and harassment of which they become aware to the Director.
Harassment of individuals for reasons of race, color, creed or religion, gender, sexual orientation, national origin, age, physical or mental disability or any other protected status is a form of unlawful discrimination.
There are two types of sexual harassment: “Quid Pro Quo” and “Hostile Environment.”
“Quid Pro Quo” harassment includes unwelcome sexual advances, requests for sexual favors and other physical conduct of a sexual nature when:
- Submission to such conduct is made, either explicitly or implicitly, a term or condition of an individual’s academic success or employment; or
- Submission to or rejection of such conduct by an individual is used as the basis for academic or personnel decisions affecting the individual.
Examples of “Quid Pro Quo” sexual harassment include:
- Any uninvited or unwelcome physical contact, including touching, petting, pinching, persistent brushing up against another individual’s body, etc.
- Any suggestion to an individual that sexual favors or relationships will result in a favorable grade, promotion or other academic or employment opportunity.
- Any suggestion or implication to an individual that his/her refusal to provide sexual favors or relationships will result in a poor grade, demotion, discipline, discharge or will have an adverse impact on the individual’s continued instruction or employment.
“Hostile Environment” sexual harassment occurs when an individual’s conduct has the purpose or effect of unreasonably interfering with another individual’s academic or work performance or creating an intimidating, hostile or offensive academic or working environment.
Examples of “Hostile Environment” sexual harassment include:
- Sexual innuendos, sexually suggestive comments, offensive language, sexually oriented kidding or teasing, gestures, practical jokes, etc.
- Displays of sexually suggestive pictures, magazines or other objects.
- Any other conduct that ridicules or humiliates an individual because of his/her gender.
The same general principles that apply to hostile environment sexual harassment also apply to harassment on the basis of other factors, such as race, color, creed or religion, gender, sexual orientation, national origin, age, physical or mental disability or any other protected status.
Examples of non-sexual hostile environment harassment include:
- Transfer, demotion or termination of employees on the basis of race, color, creed or religion, gender, sexual orientation, national origin, age, physical or mental disability or any other protected status.
- Interference in or denial of opportunities for educational success on the basis of race, color, creed or religion, gender, sexual orientation, national origin, age, physical or mental disability or any other protected status.
- Unwelcome, offensive, or demeaning comments, slurs, language, jokes or gestures related to or referring to an individual’s race, color, creed or religion, gender, sexual orientation, national origin, age, physical or mental disability or any other protected status.
- The presence of books, magazines, pictures or other objects that may be reasonably construed as offensive or demeaning based on race, color, creed or religion, gender, sexual orientation, national origin, age, physical or mental disability or any other protected status in the workplace where other students or employees may see or find them.
- Creating or contributing to an intimidating hostile or offensive working environment on the basis of race, color, creed or religion, gender, sexual orientation, national origin, age, physical or mental disability or any other protected status.
Individuals who believe that they have been harassed or otherwise discriminated against in violation of this policy should contact the Director of Human Resources in accordance with the Procedure for Submitting Complaints of Discrimination, Including Harassment and Program Accessibility, found in the Student Handbook and available on the internal and external Human Resources Office web page. Retaliation against any individual for filing a harassment or discrimination complaint or for assisting or participating in the investigation of such a complaint is illegal and will not be tolerated.
Procedure for Submitting Complaints of Discrimination, including Harassment and Program Accessibility
Policy Statement: The College must comply with Title VII of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act and the New York Human Rights Law. These statutes place an affirmative obligation on the College to maintain a work and study environment free from discriminatory harassment, intimidation, ridicule and insult. The President of the College has assigned responsibility for coordinating this compliance to the Director of Human Resources, who also serves as the College’s Equal Opportunity Officer.
This procedure is provided for the resolution of employee, student or visitor complaints alleging unlawful discrimination on the basis of race, color, creed or religion, gender, sexual orientation, national origin, age, physical or mental disability or other factors, which cannot be lawfully used as the basis for an employment or educational decision. This procedure may not be used if a formal complaint has already been filed with a state or federal agency on the same complaint or if a grievance has been filed under any current labor agreement or any internal grievance procedure. Any investigation or review underway will terminate without conclusion if a complaint is filed elsewhere.
The intent and purpose of this procedure is to provide a mechanism that ensures that a complaint of discrimination will be heard and dealt with fairly. All members of the College community, including students, should realize that a charge of discrimination is a serious matter that may impact the education or careers of individuals or the College as a whole. For that reason, the College is obligated to investigate all charges and make every effort to keep the complainants and respondents informed throughout the course of an investigation. It is to the benefit of all parties involved that such cases be addressed promptly and fairly using whatever administrative means are available to avoid the personal and institutional stress which can occur in a public hearing.
To ensure that the complaint procedure processes are fair, the College’s Equal Opportunity Officer and Section 504/ADA/Title IX Coordinator serves as an impartial party whose job is to see that the procedure is carried out properly and the rights of both complainant and respondent are protected. Retaliation against any individual for filing a complaint or for assisting or participating in the investigation of a complaint is illegal and will not be tolerated. Procedures: In order for the College to deal effectively with the problems of discrimination and harassment, a complaint must be brought forward as soon as possible, preferably within six weeks of the alleged act or the discovery of the act. Delay in coming forward with a valid complaint seriously hinders the College’s ability to properly investigate and deal with a potentially serious issue. The proceedings of any investigation are held confidential to every extent possible.
Step 1: Informal Resolution
Individuals who believe that they have been discriminated against in violation of the College’s Equal Employment and Educational Opportunity Policy should contact the Director of Human Resources, who serves as the College's Equal Opportunity Officer. College employees are obligated to report all incidents of discrimination and harassment of which they become aware to the Director of Human Resources. In the event that the Director of Human Resources is alleged to have discriminated against an individual in violation of this College policy, the incident should be reported directly to the President’s Office.
The Director of Human Resources is charged by the President of the College with the responsibility for advising and providing information to the complainant and respondent, investigating complaints, requesting access to pertinent documents and maintaining a record of each case. The Director will seek to resolve the concern on an informal basis. If a mutually agreeable solution is achieved within ten working days, the complaint is closed and the file is completed. Both the complainant and the respondent receive a copy of a brief concluding statement. Complaint records will be kept in a secure file in the Director’s office.
If a mutually acceptable solution is not possible at the informal stage, the complainant may choose to move to the formal procedure. The Director of Human Resources will assist the complainant and respondent through the formal resolution process.
Step 2: Formal Resolution
Either party may make a written request to the Director of Human Resources to have the matter reviewed by the Equal Opportunity Committee. Such written request must be received by the Director within ten working days of the date the informal resolution was rendered. The Equal Opportunity Committee is charged with determining the validity of the complaint as to whether the charges are grounded, ungrounded or false. The Committee is not responsible for recommending penalties. The President of the College is ultimately responsible for taking action on any complaints of discrimination.
The Committee is coordinated by the Director of Human Resources and will be composed of three members of the College community who are appointed by the President of the College, excluding the Director, who is not eligible to serve. The Committee will hold closed meetings to review the facts and allegations and will have the right to review all relevant information and to interview witnesses or other parties related to the complaint. All parties will have the opportunity to present their respective accounts and positions to the Committee and to review all other information presented. The Committee will communicate its written opinion on the validity of the complaint to the complainant, the respondent, the Director of Human Resources, and the President of the College within twenty working days of the receipt of the written complaint.
Step 3: Appeals
If either the complainant or respondent is dissatisfied with the process used to arrive at the Committee's opinion, a written appeal may be made to the President of the College. A letter of appeal must be submitted to the President within five (5) working days of the date of the Committee's written opinion.
The President's decision on the appeal will be communicated to the complainant and the respondent within seven (7) working days from the date that the President receives the written request for appeal. The President may uphold the Committee's opinion and proceed to prepare a decision or return the opinion to the Committee for further deliberations. An appeal may be submitted only once and any further deliberations by the Committee must be completed and reported to the President within ten (10) working days of the Committee's receipt of the President's request for further deliberations, at which point the process moves to Step 4.
Step 4: Decision of the President of the College
Within fifteen (15) working days of the receipt of the Committee’s opinion, the President will submit a final written decision to the complainant, the respondent and the Director of Human Resources. If an appeal has been made and the Committee's opinion has been returned for further deliberations, the deadline for submission of the President's written decision will be within fifteen (15) working days of the date of the President's receipt of the Committee's second report.
Where the complaint process reveals that College policy has been violated, the President will take the appropriate corrective action, which may be disciplinary, on the matter. Depending on the nature and seriousness of the incident, such disciplinary action may range from a verbal/written warning to suspension, expulsion, or termination of employment. Disciplinary decisions may be contested by employing the appropriate grievance procedure. Note: All of the time limits specified above may be extended by mutual agreement between the respondent and the complainant.
In the interest of students’ rights and freedoms concerning all aspects of their educational experience, the College will comply with the spirit and intent of the Family Educational Rights and Privacy Act of 1974, as amended. This Act was designated to protect the privacy of education records, to establish the right of students to inspect and review their education records and to provide guidelines for the correction of inaccurate or misleading data through informal and formal hearings. Students also have the right to file complaints with the Family Educational Rights and Privacy Act Office (FERPA) concerning alleged failure by the College to comply with the Act. College policy explains in detail the procedures to be used by the institution for compliance with the provisions of the Act. Copies of the policy can be found in the Office of the Chief Information Officer. That office also maintains a Directory of Records which lists all education records maintained on students by this College. Questions concerning the Family Educational Rights and Privacy Act may be referred to the Chief Information Officer, who is the designated access officer.
New York State Education Law 224-A, which follows, specifies the rights of students who are unable to attend classes on certain days because of religious beliefs.
- No person shall be expelled from or be refused admission as a student to an institution of higher education for the inability, because of religious beliefs, to attend classes or to participate in any examination, study or work requirements on a particular day or days.
- Any student in an institution of higher education who is unable, because of religious beliefs, to attend classes on a particular day or days shall, because of such absence on the particular day or days, be excused from any examination or any study or work requirements.
- It shall be the responsibility of the faculty and of the administrative officials of each institution of higher education to make available to each student who is absent from school, because of religious beliefs, an equivalent opportunity to make up any examination, study or work requirements which may have been missed because of such absence on any particular day or days. No fees of any kind shall be charged by the institution for making available to the said student such equivalent opportunity.
- If classes, examinations, study or work requirements are held on Friday after four o’clock post meridian or on Saturday, similar or makeup classes, examinations, study or work requirements shall be made available on other days, where it is possible and practicable to do so. No special fees shall be charged to the student for these classes, examinations, study or work requirements held on other days.
- In effectuating the provisions of this section, it shall be the duty of the faculty and of the administrative officials of each institution of higher education to exercise the fullest measure of good faith. No adverse or prejudicial effects shall result to any student utilizing the provisions of this section.
- Any student who is aggrieved by the alleged failure of any faculty or administrative officials to comply in good faith with the provisions of this section shall be entitled to maintain an action or proceeding in the supreme court of the county in which such institution of higher education is located for the enforcement of individual rights under this section.
a. A copy of this section shall be published by each institution of higher education in the catalog of such institution containing the listing of available courses.
- As used in this section, the term “institution of higher education” shall mean schools under the control of the Board of Trustees of the State University of New York or of the Board of Higher Education of the City of New York or any community college.
CCC has an excellent record in regard to safety. While crime is a national problem that affects even rural areas, we are fortunate that CCC has not experienced significant difficulties. To provide a safe environment for our students, we employ a professionally-trained public safety department and a very competent Student Life staff who work with the students to ensure that students and their personal possessions are protected as much as possible.
Students must assume responsibility for their own personal safety and the security of their personal belongings by taking simple, common sense precautions. Programs are held each semester for students on topics such as personal safety awareness and security, rape prevention and the prevention of burglary and vandalism.
The College has not experienced any major crimes of violence on its campus. CCC complies with the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (Clery Act.) An electronic copy of CCC crime statistics is available from Public Safety. The statistics can also be found on the U.S. Department of Education's website at http://ope.ed.gov/security/. Hard copies of the report are available at the Public Safety Office and the Office of the Vice President and Dean of Student Development. The Advisory Committee on Public Safety will provide, upon request, all campus crime statistics as reported to the United States Department of Education. To receive a copy, contact the Public Safety Office at 607-962-9352.
Tobacco Free Campus
Effective August 1, 2011, consumption of any tobacco products will not be allowed on any college property or in any college facility. Violations of this policy will be handled according to the Code of Student Conduct (see below). Cessation programs are available to students who desire to reduce or eliminate their use of tobacco products.
Weapons on Campus
Firearms and dangerous weapons of any type are not permitted on campus. Intentional use, possession or sale of firearms or other dangerous weapons by students is strictly forbidden and is a violation of the Code of Student Conduct and state law.