Ridley-Lowell Business & Technical Institute

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Emergency Contact

  • In the event the school is contacted in an attempt to notify the student regarding a personal emergency, main office personnel will provide immediate notification to the student. Although students are allowed to keep a personal cell phone active during class hours, it is recommended having emergency contacts come straight to the office to ensure classroom disruption is kept to a minimum.

  • Smoking

  • Ridley-Lowell Business & Technical Institute is a smoke-free campus. Students who wish to smoke must do so off the school grounds. All smokers must adhere to New York State Law Penal Code which mandates individuals remain at least 50 feet from all entrance and exit ways.

  • All cigarette refuse must be properly disposed of in the designated trash receptacles located by each entrance. Individuals who choose not to properly dispose of their cigarette refuse properly may be subject to fines or penalties specific to the city or town penal code of that campus’ location.

  • Students who fail to abide by the smoking policy may be subject to either suspension or dismissal in addition to the aforementioned fines or penalties imposed by local authorities.

  • Affirmative Action and Equal Opportunity

  • Ridley-Lowell Business & Technical Institute does not discriminate on the basis of race, color, creed, age, sex, national origin, disability, handicap, veteran or any other protected status.

  • Section 504 is a federal law designed to protect the rights of individuals with disabilities in programs and activities that receive federal financial assistance from the U.S. Department of Education. Please contact the designated employee responsible for coordination of compliance with all aspects of Section 504: Rebecca Scales, Campus Director, Ridley-Lowell Business & Technical Institute, 116 Front St. Binghamton, NY 13905 Tel: (607) 724-2941.

  • Conduct Policy

  • Proper attitude and professionalism are expected from all students/employees. Any student/employee may be subject to immediate dismissal/termination at the discretion of the Executive/Campus Director for any conduct that may be detrimental, disrespectful, or improper towards employees, students, or the school’s reputation.

  • Inappropriate conduct also includes, but is not limited to, the use or possession of alcohol/illegal drugs/weapons, evidence of cheating, theft, destruction of school property or any conviction that occurs while enrolled/employed at Ridley-Lowell Business & Technical Institute. All charges incurred by the student, per the enrollment agreement, will not be refunded due to involuntary dismissal.

  • Alcohol and Drug Policy

  • Information is available on drug awareness to all students from the Executive/Campus Director and in the Student Handbook. Refer to the Student Handbook for specific details regarding drug and alcohol prevention and awareness.

  • The possession, use, and/or sale of alcohol and/or drugs on any part of the school’s premises or any location where the school will be represented by the student are prohibited. Students using illegal drugs or alcohol on any part of the school’s premises, or while representing Ridley-Lowell, will be terminated from the school and/or referred to appropriate rehabilitation agencies. Students selling drugs on any part of the school’s premises, or while representing Ridley-Lowell, will be terminated from school and referred to the appropriate legal authorities for prosecution.

  • Anti-Harassment Policy

  • Ridley-Lowell Business & Technical Institute is an equal opportunity learning facility, and does not condone any action or behavior resulting in unwanted harassment towards students, applicants, and employees. Ridley-Lowell Business & Technical Institute does not discriminate, and prohibits harassment on the basis of race, color, creed, age, sex, national origin, disability, handicap, veteran or any other protected status. Actions such as discriminatory words or statements intended to cause harm and jokes or comments based on any legally protected characteristics are considered forms of harassment.

  • Sexual harassment, for the purpose of this policy, is defined as any unwelcome sexual advance, request for sexual favors, or any conduct of a sexual nature.

  • Any violation of the actions previously described should be reported immediately to the Executive/Campus Director, and if unavailable, please contact another member of management. The Grievance Policy for handling complaints will be followed, and may lead to immediate dismissal/termination of the student/employee. All incidences will be fully documented and made available for audit by any authorized agencies.

  • In addition to this policy, the student handbook contains harassment prevention and awareness documentation on the legal sanctions, health risks, and local programs associated with harassment.

  • Grievance Policy

  • Any academic disagreements must first be discussed with the appropriate instructor(s), and, if unsettled, the program director. Any continuing misunderstandings or complaints from students, employees, or third parties concerning the institution should be discussed with the Executive/Campus Director. The institute may waive policies for students who document mitigating circumstances.

  • To file a formal complaint concerning an academic, administrative, any unlawful harassment, or discrimination, you must file a written statement with the Executive/Campus Director within five (5) days of the occurrence. A prompt and equitable resolution will be afforded to the complainant, and the Executive/Campus Director gives assurance that no adverse reaction will result.

  • The statement must consist of: (a) a detailed explanation of the occurrence, (b) the date(s) of the occurrence, (c) an explanation of the policies or regulations involved, (d) the names of all individuals involved, (e) the remediation sought. Complaints of sexual harassment or violence filed by students against school employees, other students, or third parties will be handled in accordance with Title IX regulations. Complaints of discrimination based on a disability will be handled in accordance with Section 504 regulations. If a formal complaint is filed the following procedures will be followed:

    • Within five (5) days of the filing of the written statement, the complaint will be reviewed by a panel of three (3) persons including the Executive Director, not directly involved in the alleged problem.

    • Voluntary informal mechanisms (e.g. mediation) may be used to resolve some types of complaints; however mediation will not be used to resolve sexual violence complaints.

    • In the event that informal mechanisms do not resolve the complaint, an adequate, reliable, and impartial investigation of complaints, including the opportunity for both parties to present witnesses and other evidence will be conducted by the school within thirty (30) days.

    • Both parties will be notified, in writing, about the outcome of both the complaint and the appeal policy, within ten (10) days of the completion of the investigation.
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