PURPOSE OF THIS MANUAL
This manual has been written to explain the procedures, policies and rules regarding training, supervising and hiring student workers at Santa Monica College.
Purpose Of Student Employment
Student Employment is meant to give students an opportunity to earn some money for their college expenses, to give inexperienced students a chance to learn the basics of the workplace and to provide students an opportunity to work in a “field” that may be of interest to them. As supervisors, we need to teach our students as much as we can about being a contributing member of society; this includes teaching workplace skills. If you teach your student worker good work skills, you and the student will both benefit, and so will the college.
Student Employment is located within the Financial Aid Office. The Financial Aid Office is located on the main campus of Santa Monica College, at the Admission Complex located behind The Coffee Spot & next to the
Drescher Hall Building. The phone number is (310) 434-4343.
Hours of Operation (unless otherwise noted on the Financial Aid homepage)
Mondays - 8:30am to 4:30pm
Tuesdays - 8:30am to 6:00pm
Wednesdays - 8:30am to 6:00pm
Thursdays - 8:30am to 4:30 pm
Fridays - 8:00am to 12:00 pm
To work as a student worker at Santa Monica College (SMC), students must have a valid Social Security (SS) Card with the correct spelling of the student’s name.
There are two different categories of student workers at SMC: STUDENT HELP (SH) workers are funded through the department's budget. All students are eligible to work through Student Help, provided they meet the student employment documentation and enrollment level requirements.
FEDERAL WORK-STUDY (FWS) workers are funded by the Federal Government. Students need to apply for federal aid, meet specific eligibility requirements, and be awarded FWS by the Financial Aid Office. The student must have received a current year Financial Aid Award Letter with a FWS award amount noted.
Enrollment Requirement for Student Help and Federal Work Study Jobs:
Students must be enrolled full time (12 units) to work in the Fall and Spring semesters. Students have to be enrolled in 3 (or more) units to work in the Winter or Summer terms. Students can also work under SH funding in Winter without being enrolled in classes, if they were enrolled full-time in the previous Fall semester and are enrolled full-time in the upcoming Spring semester. Students can also work under SH in summer without being enrolled, if they were enrolled full time in Spring and are enrolled full time in the upcoming Fall term.
Students must be enrolled at least half-time (6 units) to work in both Fall and Spring semesters. Students have to be enrolled in 3 (or more) units to work in the Summer term. Students can also work under FWS funding in Winter without being enrolled in classes, if they were enrolled half-time (6 units) in the previous Fall semester and are enrolled half-time in the upcoming Spring semester.
Requirements For International (F-1 Visa) Students
International (F-1 VISA) students are permitted to work on-campus ONLY as Student Help if they have a Social Security Card and are currently enrolled in 12 units or more for the Fall and Spring semesters.
In order to get a Social Security (SS) Card, an F-1 VISA student must prove to the Social Security Administration that the student has a job offer. Student Employment will give those students who want to work as a Student Worker at SMC, a form letter by which to request a SS Card. This letter must be completed and signed by the hiring department.
This application process takes approximately 5-7 days if the student goes to the Social Security Office the day after the student is given the signed letter. After the student provides his SS card, the student’s student employment will then be processed. Remember, a student may NOT start work until ALL employment paperwork has been processed and you, the supervisor, has received an e-mail authorization for the student to work.
NOTE: The Immigration and Naturalization Service defines an F-1 VISA Classification as "an alien who is admitted to the United States temporarily for the sole purpose of pursuing a full course of study at a school approved by the Attorney General for attendance by nonimmigrant students."
Students hired to work with the police department or in departments that deal with children (preschool and K-12), with cash or with merchandise will be required to have their fingerprints taken. In addition, T.B. tests (tuberculosis) will be required for those student workers who will be working with food, with children or with learning disabled students.
INITIAL TRAINING OF A STUDENT WORKER
As with any new employee, a new student worker must be trained. Most students have little, if any, work experience. For many students, this employment opportunity may be the student's first job. For other student workers, you, the supervisor, will be the first person to teach them basic job skills. These skills are equally important to what a student learns in class because the student will need these skills throughout their working life.
Remember: As a supervisor, your job is to hire the right people, teach them how to do their jobs, and provide them with the tools and environment they need in order to do a good job.
In addition, supervisors cannot allow student workers to begin work until ALL paperwork has been processed and approval has been granted - this means that you, the supervisor, has received, via e-mail, a Student Employment Authorization to Work for each student you plan to employ.
Explaining the student's job and responsibilities related to the position
Train your student workers giving clear, basic instructions:
· Take the time to give your new student worker(s) an overview of the position and the information necessary to do the job. Be sure to also give your employee a general overview of your department/operation so that the student can understand how the student's job fits into the "big picture." Most people are more attentive to their tasks when they have an understanding of the whole picture.
· Explain the details of each specific task and responsibility that will be a part of the job.
· Tell the student who will be responsible for training, supervising and giving the student directions. Also be specific as to who the student should ask questions regarding their job.
· Introduce the student worker to fellow co-workers and staff members.
· Do not forget to show the student where the water fountain and restroom are located. Also, inform them of where the cafeteria is located, the health center and campus police.
Give clear, specific directions for each assignment:
· Look directly at the student worker to be sure you have the student's complete attention. Encourage the student to ask questions and take notes. Be VERY explicit in your explanation of all assignments.
· There may be difficulties because of language or cultural differences. Do not assume that when you say something clearly that you have been understood. If your student worker replies “yes” to your question, “Do you understand?” the student may just be being “pleasant and agreeable.” It is better to ask the employee to repeat to you what you have just explained to be sure that you have been completely understood.
· Do not ask your student employee to get coffee or food or to run personal errands… remember, student workers are to be doing REAL work and helping you with department/office tasks.
· Give your student workers reasonable goals and a timetable for each assignment.
· You may need to explain certain duties more than once… keep in mind that a student worker may not remember everything when they are given a lot of new information all at once. In some cases, you may need to be extremely clear about how to do a task because many students have never worked before and might be unfamiliar with what you may consider to be "common knowledge."
Additional training and information to provide to new student worker(s):
· Student workers should be informed that a normal part of their job might sometimes be to receive direction from other employees that work within the department. This provides an opportunity for staff to correct mistakes as they occur and should help ensure that student employees do their work accurately and provide correct information.
· Tell your student worker that when an assignment is completed, it should be returned to the person who assigned it to that student worker.
· Tell the student that each day, the student's work area should be cleaned up and any “tools” should be returned to the proper place before the student leaves for the day. If an assignment is not completed before the student leaves, the student should put a note on the work explaining what has been finished and what is left to do.
· Training should include an explanation that a student worker's job assignment is based on current departmental needs and budget and is subject to change without notice. Be sure not to make a verbal or written agreement/contract with a student worker regarding a term of employment or other job-related issues.
· Supervisors may want to mention something about appropriate dress. Although we cannot expect student workers to wear "formal business clothes" (suits, etc.), keep in mind that it is still important to tell them that certain ways of dressing are inappropriate for work. For example: lots of bare skin; no shoes; dirty or messy clothes, hair or body; and body odor are all unacceptable at a workplace.
· Supervisors should post a schedule of assigned work hours for all student workers. A posted schedule helps the student to learn the importance of being on time and adhering to workplace policies.
· Be sure to discuss with your student workers what constitutes quality customer service. Everyone to whom the student addresses while at work should be considered a customer. Customers should be provided with the appropriate assistance and treated kindly and courteously both in person and on the telephone.
Staff Meetings and Teamwork:
· Try to include your student workers at appropriate staff meetings or simply establish meetings with only your student workers. Staff meetings are useful to discuss expectations and concerns under non-threatening circumstances. A staff meeting is an opportunity to present "theoretical problems" and solutions in order to correct or prevent issues from arising within the office/department.
· Staff meetings are an effective way of communicating important information to your employees. You can explain something one time for everyone; that way, all staff members have received the same information in the same way. This usually helps to minimize both confusion and disagreement among the "team."
· A staff meeting is also a good way to address problems in the office as well as to explain any new procedures. As a supervisor, you can explain and clarify the correct way something should be done to everyone rather than pointing a finger at one person who may have made a mistake.
· Make it clear to your student workers that they are a part of the team and must do their best to assist the office.
REMEMBER, if you must speak to an individual about a mistake, do so in private. Be brief, clear and kind. Humiliation and embarrassment are ineffective as learning tools. Keep in mind that if there is too much tension created, the employee will not feel free to ask for clarification and you will probably end up with an employee who performs poorly.
SUPERVISING A STUDENT WORKER
A supervisor must be an effective communicator and good communication is not a one-way street. You must be able to send clear messages and listen carefully as well. If your student employee does not understand what you have told him, it will be impossible for the student to do what you need done. Providing supervision is a continuation of on-going training, support and feedback from supervisor to employee. Patience, kindness and clarity will net you a dedicated student worker.
Remember, it is important to tell your student employees regularly how much you appreciate them and the work they do. Feedback is most effective when given regularly and often. As you notice something to comment about, you should immediately give a complement or offer some helpful instruction to correct a mistake or situation. Be sure to provide corrective feedback with patience and positive suggestions.
As a supervisor, be sure to:
Set a good example
Share the vision
Be a team player
Be an educator
Give feedback frequently
RESPONSIBILITIES AS A SUPERVISOR OF STUDENT WORKERS
The supervisor is responsible for assuring that the student follows all rules, works the correct prescribed number of hours and is paid for those hours.
All student employees earn the same hourly wage rate, which is currently $10.00 per hour. Student employees are paid on the 10th and 25th of each month for the previous pay period. If these dates should fall on a Saturday or Sunday, the paychecks will be mailed on the Friday before the 10th or 25th. Student employee paychecks are mailed directly to their homes. Students cannot pick up their paychecks, as District policy requires that the checks be mailed. Be sure to tell the student that his/her FIRST paycheck is usually received approximately ONE MONTH after the student’s first day of work.
Students must inform the Financial Aid Office when they change their address or name. The U.S. Post Office will not forward SMC paychecks to a new address.
Maximum Work Hours:
Student employees may work a maximum of 7 hours per day. A student may be employed in more than one department, but may not exceed the maximum number of work hours either per day or per week – see below. Supervisors should ask their student workers if they have another job(s) on campus and how many hours they are working at the other job in order to avoid the student working more than the prescribed amount of hours.
- During the Fall and Spring semesters, students are permitted to work up to 20 hours per week. However, on a case-by-case basis, FWS students may submit a written request to the Financial Aid Office’s FWS Coordinator to be able to work a maximum of 30 hours per week. This request will usually be approved if the student has enough FWS funds in his financial aid award package and the student is not on Financial Aid Probation or the college’s “academic probation" or "lack of progress probation.”
- During the Winter and Summer terms, students, including all FWS recipients, must remain enrolled in at least 3 units in order to work unless they were enrolled full time for the Fall and Spring semester.
Regarding student work hours for the Fall & Spring semester:
Students under Federal Work Study - maximum per week = 10 hours.
Students can work during the winter if they are enrolled in 3 units unless enrolled in 6 units for fall and
6 units for spring semesters.
Students under Student Help - maximum per week = 20 hours (30 hours during the winter & summer semesters).
Students can work during the winter if they are enrolled in 3 units unless enrolled in 12 units for fall and
12 units for spring semesters.
Recording Work Hours:
Supervisors must keep a record of each student worker’s work hours:
- Student workers must sign IN when they start work and OUT when they leave work.
- Work hours should be divided into no less than ½ hour segments as this is the smallest amount the
computer system generated time cards will accept.
- Students must follow their assigned work schedule.
|Less than 3.5 hours
||No 10 minute paid rest break needs to be scheduled.|
No lunch break needs to be scheduled.
|3.5 hours to 5 hours
||A 10 minute paid break must be scheduled in the middle of the shift.|
It should be scheduled approximately 1.75-2.5 hours after the start of the work shift.
No lunch break needs to be scheduled.
|5.1 hours to 6 hours
||A 10 minute paid break must be scheduled in the middle of the shift, around 2.5-3 hours after the start of the shift. The 10 minute paid break cannot be waived.|
An unpaid 30 minute lunch break should be scheduled in the middle of the shift. However, if both the student employee and supervisor agree in writing to waive the lunch break, it can be waived.
|6.1 hours to 7 hours
||A 10 minute paid break must be scheduled about 1.5-1.75 hours after the start of the shift; and unpaid 30 minute lunch break must be scheduled around 3-3.5 hours after the start of the shift; and another 10 minute paid break must be scheduled around 4.5 to 5.25 hours after the start of the shift.|
The 10 minute paid break and 30 minute unpaid lunch break cannot be waived.
Monitoring Student Employees Total Work Hours (“Hours Remaining”):It is the responsibility of the supervisor to monitor the "Hours Remaining" on every student worker's time card. These hours indicate the maximum number of work hours available to the student. The supervisor must keep track of each student employee's remaining hours in order to prevent the student from working over the amount that has been budgeted. Do not forget to deduct the current hours worked that you are reporting from the "Hours Remaining" amount on the time card in order to get an accurate total. The supervisor is responsible for telling a student worker to stop working when the hours have been depleted.
It is the responsibility of the supervisor to monitor the "Hours Remaining" on every student worker's time card. These hours indicate the maximum number of work hours available to the student. The supervisor must keep track of each student employee's remaining hours in order to prevent the student from working over the amount that has been budgeted. Do not forget to deduct the current hours worked that you are reporting from the "Hours Remaining" amount on the time card in order to get an accurate total. The supervisor is responsible for telling a student worker to stop working when the hours have been depleted.
NOTE: If a Federal Work-Study (FWS) student worker earns more money than the allocated amount, the department will be billed for the amount of the overage.
For Federal Work-Study Student Workers:
Supervisors and FWS student workers should discuss the possibility of increasing the student's FWS award at least 3-4 weeks before the student's work hours will become completely depleted. The student must go the Financial Aid Office to request an increase in FWS funds. This request will be approved ONLY if the student has remaining eligibility for FWS funding AND the college's FWS funds have not been completely depleted.
· If the request is approved, the Financial Aid Office will issue a revised Award Notification Letter that will be mailed directly to the student. The additional hours will appear on the next time card printed after the data has been entered into the computer system.
· If the request is not approved, it is the student's responsibility to inform you, the supervisor, that the Financial Aid Office did not approve the request. However, it is the supervisor's responsibility to ensure that the student stops working when the FWS hours have been totally depleted.
NOTE: The student can be re-hired by the department as a Student Help worker if the student is carrying at least 12 units and the department has a Student Help budget with available funds. In this case, a new Student Employment Application/Contract must be completed and submitted by the department.
For Student Help Employees:
When a Student Help worker's time card shows that the hours remaining are low, the supervisor can request additional hours, but ONLY if the department has remaining Student Help funds to spend. The supervisor simply needs to send this request via e-mail to the Assistant Director of Financial Aid. Be sure to include the student's name, SMC I.D. number, and the number of hours to be added.
Reporting Work Hours to Payroll:
· Student employee time cards and time sheets will be sent to supervisors twice a month. It is highly recommended that supervisors keep copies of all of your student workers' time cards after you have completed them in order to avoid duplication when reporting future work hours.
· If you are missing a time card, please notify Student Employment immediately. If you receive a time card for a student who does not work for you, please return it to Student Employment. Do not throw the time card away.
· If a student is not available to sign the time card, do not hold it. Fill it out and send it to the Payroll Department at the time it is due. Inform the student worker that the student must go to the Payroll Department no later than two or more days after the time cards were due in Payroll to sign the time card. The student's paycheck will be held if the student does not sign the time card.
· A supervisor may receive two time cards for one pay period when that student's job type has been changed from Student Help to Federal Work-Study or vice-versa. For example, the hours worked before the "Start Date" on the Student Help Student Employment Authorization must be reported on the Student Help time card and the hours worked after the FWS "Start Date" must be reported on the FWS time card.
· A supervisor should save all student employment paperwork for a minimum of one entire fiscal year.
Completing Student Timecards
· The half-sheet, pre-coded and pre-printed, bubble timecards are dated on the left side of the card 1-15 and on the right side of the card 16-31. In order to be able to read the card accurately, be advised that the current and previous pay periods alternate each pay period throughout the year and therefore, you need to pay strict attention to the dates published on the right and left side of each timecard. As an example, for the month of April, the left side of the timecard for the first half of April will have the words “current pay period 04/01/2003 – 04/15/2003.” On the right side of the timecard, you will see the words “previous pay period 03/15/2003 – 03/31/2003.” Then for the second half of April, the left side of the timecard will have the words “previous pay period 04/01/2003 – 04/15/2003” and the right side of the timecard will have the words “current pay period 04/16/2003 – 04/30/2003.”
· The numbers running vertically down the left side of each half of the card represent hours, and at the bottom, ½ hours.
· The hours a student works on a specific date must be entered on the student’s timecard only once. If you accidentally list hours you previously reported on the current time card in the “previous pay period” side of the card, the student will be paid double for that pay period. Please remember, the “previous pay period” side is only for hours you have not yet reported.
· Use a #2 pencil and a white eraser; so if you must erase mistakes, the timecard will be clean. Please do not write notes or make any extra marks on the timecards. The computer can misread messy timecards.
· The timecards are read as a group by the mainframe computer usually the second day after the date the cards are submitted to the Payroll Department. This is why you must return the timecards on the specified dates each pay period.
· The computer reads the coding in the upper right corner of the timecard. Hand-printed timecards cannot be processed through the mainframe.
Sample Time Cards
When the current pay period is the 1st through the 15th of each month:
When the current pay period is the 16th through the end of each month:
The “Blue Sheets” – a “tool” to help you…
The 2-part NCR Blue Sheet, referred to as the “Calendar Half Month Time Report,” is for the next pay period. For example, when you receive your timecards for the first half of April, you will receive a Blue Sheet for the second half of April (see the dates on the upper right and above each column of the sheet.) This form was created ONLY to help you keep track of each student’s daily work hours. As such, you may choose to use it or you may use some other method of keeping track of the student’s hours. YOU DO NOT SUBMIT THIS FORM TO PAYROLL.
Hiring a Student Worker:
In order to hire a student worker, you must access the Student Employment Website.
Then click on the screen where it reads “Faculty and Staff.” Next download (print) and complete a Job Opening form and send it to Student Employment located in the Financial Aid Office. The job will then be posted on the website where it will be available for all students to see.
PLEASE NOTE: Only faculty and managers with account authority can hire student workers. This would include department chairs, faculty leaders, faculty coordinators, and both classified and certificated managers. These individuals, though, can designate to classified staff the responsibility of reporting student hours.
If a student is interested in the job you posted, the student will print out the Student Employment Application/Contract. The student will then notify you that he or she is interested in working for your department and will set up a time to meet with you. If you plan to hire the student, you must complete the Hiring Department section of the student applicant's Student Employment Application/Contract and then return it to the student. [The student should bring this form with them when they meet with you. If the student forgets to bring it, you can also print this form from the website.]
In addition, you must also print the three required payroll forms (W-4 form, Warrant Recipient Designation, and Student Employee Emergency Information) and give all three to the student for him or her to complete. Tell the student to take the completed application/contract, the payroll forms, and his/her Social Security card to the Financial Aid Office for processing.
If the student has done everything correctly, you, the supervisor, will receive an e-mail Authorization to Work for the student, usually within two business days. It is ILLEGAL to allow a student to work until you have received the Authorization to Work e-mail from Student Employment.
Suggested Interview Questions
All students who apply for your position should be given an opportunity to be interviewed before you make a selection. One way to handle the interviewing process is to interview each applicant and inform him or her that you will make a decision about who to hire after you have finished interviewing all of the applicants. Ask the student to check back with you in 2-3 days.
(Please don't ask all of these questions… using four or five of these sample questions should be enough.)
1. What are your qualifications for this job?
2. Why do you think you might like to work in this department?
3. What is your long-term educational goal? Career goal?
4. What jobs have you held?
5. Why did you leave your last job?
6. What was your favorite job? Why?
7. How well do you work under pressure/in a busy environment?
8. How many hours per week can you work?
9. What is your major weakness? Major strength?
10. Do you find that you often have disagreements with co-workers?
11. Do you prefer to work alone or with a group?
12. Do you have any questions for me?
Closing a Job Request
Please e-mail Marcia Lewis in the Career Services Center when a position has been filled in order to remove your Job Opening from the active jobs listed on the website.
Terminating a Student Worker
The Financial Aid Office/Student Employment area is responsible for terminating a student worker's job in the campus system. Once this action has been performed, you, the supervisor, will receive one more time card in order for you to pay the student for any hours owed the student worker. After this last paycheck, the student’s payroll file will become inactive.
Most of the reasons why a student worker may be terminated and BY WHOM are listed below:
1. the STUDENT drops below the required number of units – STUDENT EMPLOYMENT - procedure:
The Student Employment/Financial Aid Office will send, via e-mail, the supervisor a computer-printed termination authorization which will indicate the name of the student employee who was terminated and the reason for termination. It is the responsibility of the supervisor to inform the student of this termination and tell him/her to stop working IMMEDIATELY. If the student is later reinstated into a class and the units are restored, the student should come to the Financial Aid Office to determine if the job can be re-opened.
2. a SUPERVISOR may initiate the termination of a student employee – procedure:
The supervisor should inform the student worker immediately that his/her "job assignment is completed." Next, you need to send an e-mail to the FWS Coordinator in the Financial Aid Office with the student's name, SMC ID# and the last day of work.
Note: If you wish to terminate one of your student employees due to poor work performance, it is best to handle the situation as briefly and simply as possible. You can tell the student that her/his “job assignment is finished,” or “ we will not be needing you to work after this Friday,” or “thank you for working with us, but as of this Friday, the department will no longer be needing your help” and provide some constructive feedback.
3. a STUDENT may initiate termination of his/her position – procedure:
The student will advise his/her supervisor that he/she will no longer be working there and the supervisor will send an e-mail… follow the steps in #2 above.
4. the FINANCIAL AID OFFICE may terminate a student for reasons related to financial aid policies - procedure:
Follow step #1 above.
IMPORTANT: All students are automatically "terminated" at the end of the fiscal year, June 30.
All student workers must complete a new Application/Contract, complete the FERPA training and the Mandated Reporter Status form for the new fiscal year or they will not receive a time card, including those students you wish to re-hire. Additionally, all Federal Work-Study student workers must have a new FWS award listed on their Financial Aid Award Notification Letter for the new award year.
Insurance for Student Employees:
Student workers are covered under the college’s liability insurance. In the event of an injury, the procedures to be followed by student employees are the same as for any SMC employee; an injured employee should go immediately to the Health Office. The student will be provided first aid, forms to fill out, and if necessary, a physician referral. Student employees, as part-time, temporary employees, are NOT covered by unemployment insurance.
Jury Duty and Student Employment:
SMC does not pay any temporary part-time employees for Jury Duty.
Regulations and Policies for Student Employment:
1. Both Federal and State laws and Santa Monica College policies prohibit discrimination based on race, color,
religion, gender, national origin, age, disability, status as a Vietnam-era veteran, sexual orientation, or marital
status. In order to provide equal opportunity, all jobs MUST BE POSTED on the Student Employment website.
2. Student employees must be under the direct supervision of a District employee.
3. Student employees may not work under a title included in the classified service nor may they be assigned the
duties or responsibilities of a classified employee.
4. A student may work at an off-campus location as a Federal Work-Study employee for a non-profit organization
that has a contract with SMC through the Financial Aid Office.
5. A Student Help worker enrolled in an 8-week course during the Fall or Spring semesters may count those units as
part of the 12 units required to work, providing the class appears on the student's schedule in the computer
6. A student may not work as a student employee and a classified employee at the same time. Nor can the student
switch to student employment after having worked as a classified employee during the same fiscal year. If a
student employee accepts and begins a classified position, the student worker's employment must be terminated
Administrative Regulation 4410 -Rules for Student Conduct
The following are rules for minimum student conduct. Students enrolling in the college assume an obligation to conduct themselves in a manner compatible with the college’s function as an educational institution. Misconduct or “good cause” for which students are subject to discipline falls into the following categories:
A. Continued disruptive behavior, continued willful disobedience, habitual profanity or vulgarity, or the open and persistent defiance of the authority of, or persistent abuse of, college personnel. [E.C. 76033(a)]
B. Assault, battery or any threat of force or violence upon a student, college personnel. [E.C. 76033 (b)]
C. Sexual harassment, sexual assault, including, but not limited to, rape, forced sodomy, forced oral copulation, rape by a foreign object, sexual battery, or threat of sexual assault.
D. Willful misconduct which results in injury or death to a student, college personnel or college visitor or which results in cutting, defacing, or other injury to any real or personal property owned by District. [E.C. 76033 ©]
E. The use, sale, or possession on campus of, or presence on campus or at any college sponsored event, under the influence of, any controlled substances without prescribed direction of a licensed medical authority or any poison classified as such by Schedule D in Section 4160 of the State of California Business and Professions Code. [E.C. 76033 (d)]
F. Willful or persistent smoking in any area where smoking has been prohibited by law or by regulation of the Board of Trustees. [E.C. 76033 (e)]
G. Persistent, serious misconduct where other means of correction have failed to bring about proper conduct. [E.C. 76033 (f)]
H. Dishonesty, including, but not limited to cheating, plagiarism, or knowingly furnishing false information to the college.
I. Forgery, alteration, or misuses of college documents, records, or identification.
J. Obstruction or disruption of teaching, research, administration, disciplinary procedures, or other college activities, including, but not limited to, community service functions, or other authorized activities.
K. Theft of or damage to property of the college or of a member of the college community or campus visitor.
L. Willful or blatant misuse of email or other inappropriate forms of communication towards faculty, staff or students including but not limited to phone, voicemail, written notes and any form of electronic communication.
M. Unauthorized entry to or use of college supplies, equipment including computer hardware, and licensed software, and/or facilities.
N. Violation of college policies or of campus regulations, including, but not limited to, campus regulations concerning student organizations, the use of college facilities, responsible computer use policy, or the time, place, and manner of public expression, library procedures, college bills and debts, or residence.
O. Disorderly conduct or lewd, indecent, or obscene conduct or expression on college-owned or controlled property or at college sponsored or supervised functions.
P. Failure to comply with directions of college officials acting in the performance of their duties.
Q. Possession or use of alcoholic beverages on the campus property, at any college-sponsored event, or presence on campus or at any college-sponsored event while under the influence of alcohol.
R. Illegal possession or use of firearms, explosives, dangerous chemicals or other weapons on college property or at college-sponsored activities.
S. Stalking: The act or crime of willfully and repeatedly following or harassing another person in circumstances that would cause a reasonable person to fear injury or death especially because of expressed or implied threats.
T. Hate crimes or hate incidents: A hate crime or hate incident is any act or attempted act directed against a person(s) based on the victim’s actual or perceived race, nationality, religion, sexual orientation, disability or gender. The difference between a hate incident and a hate crime is that a hate incident is a non-criminal act.
U. Any other offense set forth in the State of California Education Code that constitutes “good cause.”
No student shall be removed, suspended, or expelled unless the conduct for which the student is disciplined is related to college activity or attendance. [E.C. 76034]