Temporary Disciplinary Action
In the event that the dean has reasonable cause to believe that a student’s continued enrollment poses (1) a danger to the health or safety of the student, other persons, or College property or is (2) an ongoing threat of disturbing the academic process, the dean may impose a disciplinary penalty, pending a hearing. The dean may suspend a student from the College for an interim period pending disciplinary or criminal proceedings, or medical evaluation. The interim suspension shall become immediately effective without prior notice whenever there is evidence that the continued presence of the student at the College poses a substantial and immediate threat to him/herself or to others, or to the stability and continuance of normal College functions.
1. Halifax Community College does not differentiate between drug users, drug pushers, or sellers. (Any employee or student who possesses, uses, sells, gives, or transfers a controlled substance while in the workplace, on College premises, or as part of any college-sponsored activity will be subject to disciplinary action, up to and including termination or expulsion and referral for prosecution).
2. The term “controlled substance” means any drug listed in 21 CFR Pat 1308 and other federal regulations, as well as those listed in Article V, Chapter 90 of the North Carolina General Statutes. Such drugs include, but are not limited to, heroin, marijuana, cocaine, PCP, and “crack.” They also include “legal drugs” which are not prescribed by a licensed physician.
3. Employees or students convicted of violating any criminal drug statute while in the workplace, on College premises, or as part of any college-sponsored activity, will be subject to disciplinary action up to and including termination or expulsion. Alternatively, the College may require the employee or student to successfully complete a drug abuse program sponsored by an approved private or governmental institution as a precondition for continued employment or enrollment at the College.
4. Employees and students are required to inform the College, in writing, within five days after being convicted for violation of any federal, state, or local criminal drug statute where such violation occurred while in the workplace, on College premises, or as part of any college-sponsored activities. A conviction means a finding of guilt (including a plea of nolo contendere) or the imposition of a sentence by a judge or jury in any federal or state court.
5. Convictions of employees for violating drug laws in the workplace, on College premises, or as part of any college-sponsored activity while working federal grants, shall be reported to the appropriate federal agency. The personnel officer must notify the U.S. government agency with which the grant was made within 10 days after receiving notice from the employee or otherwise receiving the actual notice of a violation of a criminal drug statute occurring in the workplace. The College will take appropriate disciplinary action within 30 calendar days from receipt of notice. As a condition of further employment on any federal government grant, the law requires all employees to abide by these regulations.
6. Any employee or student who unlawfully possesses, uses, sells, or transfers alcoholic beverages to another person while in the workplace, on College premises, or as part of any college-sponsored activity will be subject to disciplinary action, up to and including termination or expulsion and referral for prosecution.
7. Employees or students convicted of violating any alcoholic beverage control statute while on College premises, or as part of any college-sponsored activity, will be subject to disciplinary action, up to and including termination or expulsion. Alternatively, the College may require the employee or student to successfully finish an alcoholic rehabilitation program, sponsored by an approved private or governmental institution, as a precondition for continued employment or enrollment at the College.
8. The term “alcoholic beverage” includes beer, wine, whiskey, and other beverages listed in Chapter 18B of the General Statutes of North Carolina.
9. Each employee or student is required to inform the College, in writing, within five days after being convicted of any alcoholic beverage control statute where such violation occurred while on College premises, or as part of any college- sponsored activity.
Upon the decision to impose disciplinary action, the dean shall notify the student by an expeditious but reasonable means.
Student Grievance Procedure Purpose
Halifax Community College is committed to mutual respect among all constituents.
We are, at all levels, committed to a fair and reasonable resolution of issues through a formal grievance process guided by the information and documentation provided in the student grievance process. These procedures assure that all matters relating to present and prospective students will be handled fairly and equally without regard to
(Students employed under the College Work-Study Program are considered employees of the College.)
Communicable Diseases
Persons infected with a communicable disease will not be excluded from enrollment or employment or restricted in their access to college services, unless medically based judgments in individual cases establish that exclusion or restriction is advised for the health and safety of the individual or for the health and safety of other members of the College community.
Any student, College employee (either full- or part-time), or any employee of contractors or contract- ed services who knows or has reasonable basis for believing that he/she or his/her child is infected with a communicable disease has the responsibility for reporting this fact, on a confidential basis, to the appropriate administrator or dean.
Persons who know or have reasonable basis for believing that they are infected with a communicable disease are expected to seek expert advice about their health circumstances and are obligated ethically and legally to conduct themselves in accordance with such knowledge for the protection of other members of the community.
Bloodborne Pathogens
It will be the policy of Halifax Community College to cover and protect all employees who could be “reasonably anticipated,” as the result of performing their responsibilities, to face contact with blood and other potentially infectious materials. “Good Samaritan” acts such as assisting co-workers with nose bleed, lacerations, and abrasions would not be considered an occupational exposure. A comprehensive blood borne pathogens policy is in place at the College. Copies may be obtained from the nursing department.
The College will publicize and carefully observe the safety guidelines established by the United States Public Health Service and the Center for Disease Control for the handling of blood and other body fluids and secretions in all areas of the College where such fluids or secretions may be encountered.
Tobacco-Free Campus Policy
Halifax Community College is committed to providing its employees and students with a safe and healthful environment. Halifax Community College also recognizes the use of tobacco products on campus grounds is detrimental to the health and safety of students, staff, faculty, and visitors. Halifax Community College also recognizes that it has the legal authority to prohibit tobacco use pursuant to N.C. G.S. 143-599. There- fore, Halifax Community College has set the following 100 percent tobacco free campus policy, which was implemented on August 1, 2010. This includes all buildings, facilities, property owned or leased, College work vehicles, walkways, outdoor areas, campus grounds, and parking lots.
Enforcement of all Halifax Community College policies and procedures is the responsibility of all faculty and staff members. Violation of this policy may be subject to disciplinary action as outlined in the Student Conduct Policy
510.00 Codes and Violations.
Dress Code
Halifax Community College expects all students to dress in a manner that maintains the serious academic intent of the College. In keeping with the mission to prepare students for success in the workforce, students are expected to dress appropriately within the general bounds of which they would seek employment.
Notification of Sex Offender Law
Pursuant to General Statute 14-208.18, it is unlawful for any person required to register as a sex offender under North Carolina law to knowingly be within 300 feet of any location intended primarily for the use, care, or supervision of minors, when the place is located on premises that are not intended primarily for the use, care, or supervision of minors. Violation of this statute is a felony. This statute can be read in its entirety online at
http://www.ncleg.net/EnactedLegislation/Statutes/HTML/BySection/Chapter_14/GS_14 -208.18