VCOM Faculty Handbook

President of the College shall designate a properly trained employee as temporary Title IX Coordinator for purposes of completing the appropriate grievance process. Except as provided below, all VCOM employees and students are considered mandatory reporters and must report known or suspected acts of discrimination, harassment, or violence to the Title IX Coordinator or a VCOM administrative office. Licensed mental health professionals, on-campus healthcare providers, and others with a legal duty of privileged communication are exempt from being mandatory reporters except in cases of immediate threat or danger. If a reporting party is unsure of a resource’s ability to maintain confidentiality, the reporting party is advised to ask the individual before talking to them. Grievance Procedure for Claims of Discrimination, Harassment, or Violence VCOM takes all claims of discrimination, harassment, or violence seriously and has established policy and procedures to handle such claims. Students and employees wishing to learn more about the grievance procedure should reference Policy U011: VCOM Discrimination, Harassment, and Violence Policy and Procedures. Safety Mission The Edward Via College of Osteopathic Medicine strives to create an atmosphere of safety and comfort which allow faculty, staff, and students to concentrate on their mission of providing academics, student services and learning. The goal of the operations department is to oversee the campus facilities and to assist those in charge of each facility in providing a safe and secure environment. The following policies and procedures outline everyonel's role in maintaining a safe and secure environment for all. Alcohol and Drug Free Workplace The Federal Drug-Free Workplace Act states that the unlawful manufacture, distribution, possession, or use of a controlled substance is prohibited in the workplace. The workplace consists of any VCOM owned, controlled, or leased property, or the site where work is performed. Any employee who violates this prohibition will be subject to disciplinary action, up to and including termination, and/or required to satisfactorily participate in a drug-abuse assistance or rehabilitation program at the discretion of administration. Disciplinary action will be administered in accordance with the Standards of Conduct and Guidelines. As a condition of employment, each employee must abide by the terms of the prohibition and notify his/her supervisor of any criminal drug statue conviction for a violation occurring in the workplace no later than five days after such conviction. All employees are subject to the provisions of VCOM’s Drug-Free and Alcohol-Free Workplace Policy. The Drug Free and Alcohol-Free Workplace Policy states the policies, effects and implications of illicit drug and alcohol use. A standard of conduct states that all employees are prohibited from possessing, reporting to work or working under the influence of intoxicants (non-prescribed drugs, narcotics, alcohol, etc.); or the illegal possession, manufacture or use of drugs or alcohol in the workplace. Alcohol and Drug Testing VCOM promotes a safe, healthy, and productive learning and working environment free from the influences of drugs and alcohol and to ensure the safety and welfare of students, faculty, staff, and patients cared for by VCOM representatives. VCOM policy requires employees to be free from illicit drug use and free from addiction. This policy, while in place to ensure safety of students, faculty, and patients, does not preclude criminal action by means of other institutional policies and/or state and federal law. Campus Facilities Policies and Procedures

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