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Accountability - The Student Right to Know
The Student Right to Know and Campus Security Act requires that CSN comply with provisions and updates on the graduation rate and/or persistence rate of all fall first time, first year degree seeking or certificate seeking undergraduate students.
Please visit the link below the header of this section to read more.
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Possession and Use of Medical and Recreational Marijuana
Per the Nevada System of Higher Education Board of Regents Handbook (Title 4, Chapter 1, Section 34):
The Nevada System of Higher Education is sympathetic to the medical needs of our students, employees and visitors. A growing number of states, including Nevada, are enacting laws decriminalizing or legalizing the use, possession, delivery, manufacture, growth, distribution, production, and/or cultivation (hereinafter “use”) of marijuana, including for medical purposes. Federal law prohibits the use of marijuana, including for medical purposes, on college and university campuses that receive federal funding. The following provisions shall govern the possession and use of marijuana, including for medical purposes, on NSHE property.
- The use, possession, or cultivation of marijuana, including for medical purposes, on any NSHE or NSHE foundation owned or leased property, or at any NSHE sponsored or authorized activity, is expressly prohibited.
- Students, employees, faculty, guests, and/or visitors who violate this policy are subject to applicable disciplinary, legal and/or administrative action.
- Each institution shall permit students who live on-campus or in housing that is owned or operated by the institution, to petition (“request”) for a release from the housing agreement if they assert legal compliance with Nevada state law to use medical marijuana. Such students, who prove their compliance with state law, may, in accordance with the applicable institution refund policy, be released from their housing agreements and may receive a prorata refund of housing fees or rent paid.
- Each institution shall publish on its website and in its course catalog notice of the prohibited use, possession or cultivation of marijuana, including for medical purposes, on NSHE or institution property in accordance with the provisions of this Section and as prohibited student conduct defined in Title 2, Chapter 10.
- The Board of Regents recognizes the Nevada Legislature’s stated commitment to a program evaluating the medical use and distribution of medical marijuana to be conducted by the University of Nevada, Reno School of Medicine or the University of Nevada, Las Vegas School of Medicine. Any NSHE institution may engage in marijuana research that is conducted in accordance with state and federal laws and regulations, provided that the following are obtained: (a) the prior written consent of the President of the institution, after consultation with the institution’s general counsel; and (b) legal authorization from the proper federal authorities for approved research purposes.
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CSN Minor Children on Campus Policy
The primary mission of CSN is to educate students. To that end, CSN has the responsibility to provide a place of instruction that is free from distractions and conducive to learning. The presence of minor children is often a disruptive factor, not just because a child can be noisy or active, but because even inadvertently, attention is centered on the child rather than on the teaching and learning process. The presence of minor children on campus and in its facilities also raises safety and liability issues. Therefore, appropriate restrictions must be placed on bringing minor children to CSN’s campus, sites, and facilities.
First and foremost, CSN and its facilities (classrooms, offices, public areas, common areas and grounds) cannot be viewed at any time as a substitute for child care arrangements. Second, at no time may minor children be unattended or unsupervised on campus for even a short period of time. Third, only currently enrolled students should be present in classrooms or lab facilities. Fourth, minor children should not be brought into work locations during an employee’s work time.
Children under the age of eighteen, unless otherwise exempt as listed below, are not allowed in classrooms, labs, college grounds, or other college facilities except for visits while supervised by an adult. Employees and students must not allow minor children to be left unattended on campus. Minor children may not be left unattended in public areas such as the library or be left to wait or play outside a classroom or in the cafeteria while the adult is in class. Minor children may not attend class, or class activities such as field trips, along with enrolled students except on very rare occasions at the discretion of instructors. Minor children may not be present at the employee’s work site during the employee’s assigned work hours.
This Policy does not preclude short visits when the minor child is accompanied by another responsible adult.
Individuals under the age of 18 who enroll in classes at CSN are exempt from this policy.
Staff or students who observe minor children who appear to be unattended should contact the CSN Police Department. The CSN Police Department will handle the matter in accordance with appropriate city, county, and state law.
Exceptions to this Policy are activities which, by their very nature, might be attended by children. It is required, however, that children in these situations that are attending these
activities are under the supervision of an instructor or adult, or are enrolled in a fee-based program. Examples of such activities would be athletic events, performing arts performances, day
care centers, and other activities organized for minor children. This also includes minor children who are checked in by their parent or guardian at the Boys & Girls Club; the authorized area where these children can be are within the confines of the designated club area. This also includes minor children who are checked in by their parent or guardian at the CSN daycare facility.
Minors who are enrolled in credit classes through a special or high school program are considered CSN students.
Certain campus services are open to the public or community: for example, the cafeteria and the library. Minor children may be in and use these facilities as long as an adult or guardian is
actively supervising the minor child. However, if the minor child becomes disruptive or the presence of the minor child interferes with the peaceful conduct of the activities of the campus, the adult may be asked to remove the minor child.
CSN Animals on Campus Policy
Animals are not permitted in any campus building, recreational facility or identified athletic facility, except as follows:
Service Animals
Service Animals are allowed wherever members of the public and/or members of the CSN community are allowed to go. Service Animals are defined by the Americans with Disabilities Act Amendments Act of 2008 (ADAAA) as dogs or miniature horses that are individually trained to do work or perform tasks for people with disabilities.
When it is not obvious what service an animal provides, only limited inquiries are allowed. Staff may ask two (2) questions:
- Is the Service Animal required because of a disability?
- What work or task has the Service Animal been trained to perform?
If the answer to the question, “Is the Service Animal required because of a disability” is negative or if the answer to the question, “What work or task has the Service Animal been trained to perform,” is that the animal has no training to perform service-related work or tasks, then the animal’s handler shall be asked to remove the animal from indoor campus spaces.
- Staff cannot ask about the person’s disability, require medical documentation, require a special identification card or training documentation for the Service Animal, or ask that the Service Animal demonstrate its ability to perform the work or task.
- Staff are not required to provide care or food for a Service Animal.
- Allergies and fear of Service Animals are not valid reasons for denying access or refusing service to people using Service Animals.
Under the ADAAA, Service Animals must be harnessed, leashed, or tethered, [not to exceed 6 ft.] unless these devices interfere with the Service Animal’s work or the individual’s disability prevents using these devices.
A person with a disability cannot be asked to remove his/her Service Animal from a specific location unless:
- the Service Animal is out of control and the handler does not take effective action to control it.
- the Service Animal is not housebroken.
- there exists a significant likelihood of risk/danger to the animal (i.e. highly dangerous work area, exposure to toxins, high potential for injury, etc.).
- the specific location must be kept free of contaminants (i.e. a kitchen or sterile environment).
If an instructor or a student has an allergy to a Service Animal, causing the instructor to be unable to teach or a student to be unable to participate in a course section, the following apply:
- The instructor or student shall notify the responsible department chair or equivalent as soon as possible.
- The department chair or equivalent shall make the least disruptive possible arrangements.
Law Enforcement/First Responder Animals
Law Enforcement/First Responder Animals are permitted on campus when they are part of an Officer/First Responder’s official functions. It is expected that such animals will be handled and cared for in a manner that is consistent with relevant safety standards and State laws.
Animals Used for Teaching and/or Research
Animals Used for teaching and/or research are allowed on campus, consistent with the Vertebrate Animals Policy.
Animals Under the Care of the Veterinary Technology Program
Animals under the care of the Veterinary Technology Program are permitted ONLY in buildings and facilities housing Veterinary Technology services and ONLY when such visits are directly related to services provided by the Veterinary Technology Program.
Comfort/Emotional Support and/or Therapy Animals
Comfort/Emotional Support and/or Therapy Animals, provided by organizations with documented training programs, may be allowed on campus for department or program- sponsored events with prior approval of the Vice President of Student Affairs or designee.
Aside from exceptions above, CSN does not permit the presence of Comfort/Emotional Support Animals, Therapy Animals, Pets & Domesticated Animals, or Feral/Wild Animals in any campus building, recreational facility or identified athletic facility.
Animals are permitted in outdoor campus spaces that are not identified as athletic facilities or being used for academic purposes; however, the College discourages bringing animals to campus due to the campuses having no designated areas or facilities for animals.
Under all permissible situations where an animal is on campus, the following apply:
- At all times, the animal must be under the control of the handler, using a restraint or leash [not to exceed 6 ft.] that is securely in place on the animal and that is appropriate to the animal’s size and/or strength.
- An animal may not be left unattended on campus.
- The handler is solely responsible for the animal’s water, food and the proper removal of all animal waste.
- The handler will be held accountable for the behavior of the animal under the Student Conduct Code, Chapter 10 of the NSHE Handbook and all applicable local, state and federal laws.
The handler will be held accountable for the safety and well-being of the animal. Unattended, stray, injured, sick or mistreated animals may be reported to the applicable animal control agency.
Animals and their handlers may be removed if:
- the animal is out of control and the handler does not take effective action to control it.
- the animal is not housebroken.
- there exists a significant likelihood of risk/danger to the animal (i.e. highly dangerous work area, exposure to toxins, high potential for injury, etc.).
This policy recognizes the existence of wild/feral animal populations living on properties under the jurisdiction of CSN. In all such cases, applicable ordinances of the relevant municipalities will apply. When possible, wild animals that include CSN property among their natural habitat should be left undisturbed. The CSN community will work with Clark County, and the Cities of North Las Vegas, Las Vegas and Henderson Animal Control Services in cases of feral pets or threatening animals.
CSN Hate Crimes Policy
Hate crimes are defined generally as crimes which in whole or part are motivated by the perpetrator’s bias toward the victim’s actual or perceived race, color, religion, national origin,
physical or mental disability, or sexual orientation.
Hate crimes not only harm individual victims but send a powerful message of intolerance and discrimination to all members of the group to which the victim belongs
CSN is committed to maintaining a positive learning environment which is safe and secure for students, faculty, staff, and visitors to our college campuses, centers, and sites. Hate crimes
are not consistent with the mission of CSN, therefore crimes which target individuals due to race, color, religion, national origin, physical or mental disability, or sexual orientation will not
be tolerated. Furthermore, CSN will strive to ensure that hate crimes are prosecuted by the appropriate authorities.
CSN will promptly investigate all allegations of hate crimes, gather evidence related to the allegation, and review and analyze evidence to identify perpetrators. Incidents involving
students will be referred to the office of the Vice President for Student Affairs for disciplinary action based upon due process as outlined in the NSHE Student Conduct Code.
Incidents involving allegations against faculty or staff will be referred to the Department of Human Resources for disciplinary action based upon due process as outlined in the NSHE
Code and Nevada Administrative Code. This policy does not negate CSN’s commitment to and protection of academic freedom.
All students, faculty and staff should foster an environment in which hate crimes will not be tolerated and have a responsibility to report allegations of hate crimes.
The CSN Police Department will investigate alleged violations of this policy at the institutional level in accordance with the NSHE Code of Conduct. In addition, the CSN Police Department
has the responsibility to report their findings and/or recommendations regarding allegations of hate crimes to the appropriate campus authority and criminal conduct to the appropriate civil
authority.
CSN, through the Vice President for Student Affairs or his/her designee, has the responsibility to pursue disciplinary action against students who have been found to have violated this policy.
CSN, through the Human Resources department and appropriate policies has the responsibility to pursue disciplinary action against any employee of CSN who has been found to have
violated this policy.
Campus Sexual Violence Elimination (SaVE) Act
The Campus Sexual Violence Elimination (SaVE) Act represents a turning point in our nation’s handling of sexual misconduct on college campuses and universities. Introduced by U.S. Senator Bob Casey and House Representative Caroline Maloney, SaVE will complement the Title IX Guidance by the U.S. Department of Education’s Office for Civil Rights.
The Campus SaVE Act seeks to address the violence women face on campus: the highest rates of stalking, the highest risk of nonfatal intimate partner violence, and 20-25% of female students experiencing rape or attempted rape. This legislation will update the Jeanne Clery Act to create:
Transparency
SaVE requires that incidents of domestic violence, dating violence, sexual assault, and stalking be disclosed in annual campus crime statistic reports. Additionally, students or employees reporting victimization will be provided with their written rights to:
- Be assisted by campus authorities if reporting a crime to law enforcement.
- Change academic, living, transportation, or working situations to avoid a hostile environment.
- Obtain or enforce a no-contact directive or restraining order.
- Have a clear description of their institution’s disciplinary process and know the range of possible sanctions.
- Receive contact information about existing counseling, health, mental health, victim advocacy, legal assistance, and other services available both on-campus and in the community.
Accountability
SaVE clarifies minimum standards for institutional disciplinary procedures covering domestic violence, dating violence, sexual assault, and stalking to ensure that:
- Proceedings shall provide a prompt, fair, and impartial investigation and resolution and are conducted by officials receiving annual training on domestic violence, sexual assault, and stalking.
- Both parties may have others present during an institutional disciplinary proceeding and any related meeting, including an advisor of their choice.
- Both parties will receive written outcomes of all disciplinary proceedings at the same time.
Education
SaVE instructs colleges and universities to provide programming for students and employees addressing the issues of domestic violence, dating violence, sexual assault, and stalking. Education programs shall include:
- Primary prevention and awareness programs for all incoming students and new employees.
- Safe and positive options for bystander intervention.
- Information on risk reduction to recognize warning signs of abusive behavior.
- Ongoing prevention and awareness programs for students and faculty.
Collaboration
SaVE establishes collaboration between the U.S. Departments of Justice, Education, and Health and Human Services to collect and disseminate best practices for preventing and responding to domestic violence, dating violence, sexual assault, and stalking.
EEO/AA Institution Non-Discrimination Statement
CSN is committed to providing a place of work and learning free of discrimination on the basis of a person’s age (40 or older), disability, whether actual or perceived by others (including service-connected disabilities), gender (including pregnancy related conditions), military status or military obligations, sexual orientation, gender identity or expression, genetic information, national origin, race (including hair texture and protective hairstyles such as natural hairstyles, afros, bantu knots, curls, braids, locks and twists), color, or religion (protected classes). Discrimination on the basis of a protected class, including unlawful harassment, which is a form of discrimination, is illegal under federal and state law. Where unlawful discrimination is found to have occurred, CSN will act to stop the unlawful discrimination, to prevent its recurrence, to remedy its effects, and to discipline those responsible.
Information pertaining to the College’s grievance procedures and grievance process, including how to report or file a complaint of sex discrimination, how to report or file a formal complaint of sexual harassment, and how the College will respond can be found online ( https://www.csn.edu/title-ix).
The following individual has been designated to handle inquiries regarding non-discrimination policies at CSN and is responsible for coordinating compliance efforts concerning, Executive Order 11246, Title VI and Title VII of the Civil Rights Act of 1964, Title IX Educational Amendments of 1972, Title II of the Americans with Disabilities Act, Section 504 of the Rehabilitation Act of 1973, the Age Discrimination Act of 1990:
Dr. Armen Asherian, Office of Institutional Equity & Title IX, Charleston Campus, 6375 West Charleston Blvd. Office E-411, Las Vegas, NV 89146, Phone: (702) 651-7481, Email: Armen Asherian.
For further information on notice of non-discrimination, you may contact the U.S. Department of Education, Office for Civil Rights at 1-800-421-3481 or visit the Office of Civil Rights online for the address and phone number of the office that serves your area.
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Annual Public Notice of Nondiscrimination
CSN is committed to providing a place of work and learning free of discrimination on the basis of a person’s age (40 or older), disability, whether actual or perceived by others (including service-connected disabilities), gender (including pregnancy related conditions), military status or military obligations, sexual orientation, gender identity or expression, genetic information, national origin, race (including hair texture and protective hairstyles such as natural hairstyles, afros, bantu knots, curls, braids, locks and twists), color, or religion (protected classes). Discrimination on the basis of a protected class, including unlawful harassment, which is a form of discrimination, is illegal under federal and state law. CSN is an Equal Employment Opportunity/Affirmative Action institution and is committed to not discriminate in employment, admissions, educational programs, services, or activities in which it operates based upon membership in a protected class. Where unlawful discrimination is found to have occurred, CSN will act to stop the unlawful discrimination, to prevent its recurrence, to remedy its effects, and to discipline those responsible.
Inquiries regarding nondiscrimination policies or allegations of discrimination should be directed to Dr. Armen Asherian, Director of the Office of Institutional Equity & Title IX, Title IX Coordinator, Charleston Campus, 6375 West Charleston Blvd. Office E-411, Las Vegas, NV 89146, Phone: (702) 651-7481, Email: Armen Asherian.
For further information on the notice of non-discrimination, you may contact the U.S. Department of Education, Office for Civil Rights at 1-800-421-3481 or visit https://www.ed.gov/about/ed-offices/ocr for the address and phone number of the office that serves your area.
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Title IX
CSN’s Office of Institutional Equity (OIE) is committed to supporting a community where everyone can learn and work in a safe and professional environment. The OIE accomplishes this by offering education on sexual harassment and discrimination prevention; consulting on the application of nondiscrimination laws; and investigating Title IX claims of harassment, unlawful discrimination, and retaliation. Please contact the OIE or me directly should you have any questions or would like to report a Title IX complaint.
Armen Asherian, Ph.D.
Title IX Coordinator
West Charleston Campus, Room E-411
titleixcoordinator@csn.edu
(702) 651-5587
To learn more about Title IX, click the link below the heading of this section.
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CSN Non-Discrimination Policy (Rev 2/2024)
The College of Southern Nevada (CSN) is committed to providing a place of work and learning free of discrimination on the basis of a person’s age, disability, whether actual or perceived by others (including service-connected disabilities), gender (including pregnancy related condition), military status or military obligations, sexual orientation, gender identity or expression, genetic information, national origin, race, or religion. Where discrimination is found to have occurred, CSN will act to stop the discrimination, to prevent its recurrence, to remedy its effects, and to discipline those responsible.
No employee or student, either in the workplace or in the academic environment, should be subject to discrimination.
It is expected that students, faculty and staff will treat one another and campus visitors with respect.
All students, faculty, staff, and other members of the campus community are subject to this policy. Students, faculty, or staff who violate this policy are subject to discipline up to and including termination and/or expulsion, in accordance with the Nevada System of Higher Education (NSHE) Code (or in the case of students, any applicable student code of conduct) or, in the case of classified employees, the Nevada Administrative Code. Other lesser sanctions may be imposed, depending on the circumstances. Complaints may also be filed against visitors, consultants, independent contractors, service providers and outside vendors whose conduct violates this policy, with a possible sanction of limiting access to institution facilities and other measures to protect the campus community.
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CSN Sexual Harassment Policy
The College of Southern Nevada (CSN) is committed to providing a place of work and learning free of sexual harassment, including sexual violence. CSN requires all employees to attend a “Sexual Harassment Prevention” workshop in accordance with Title 4, Chapter 8, Section 13 of the Board of Regents Handbook. All newly hired or rehired employees shall make arrangements to participate in a face to face CSN workshop presentation as soon as possible. A refresher course is required every two years.
Where sexual harassment is found to have occurred, CSN will act to stop the harassment, to prevent its recurrence, to remedy its effects, and to discipline those responsible in accordance with the Nevada System of Higher Education NSHE Code or, in the case of classified employees, the Nevada Administrative Code. Sexual harassment, including sexual violence, is a form of discrimination; it is illegal.
No employee or student, either in the workplace or in the academic environment, should be subject to unwelcome verbal or physical conduct that is sexual in nature. Sexual harassment does not refer to occasional compliments of a socially acceptable nature. It refers to behavior of a sexual nature that is not welcome, that is personally offensive, and that interferes with performance.
It is expected that students, faculty and staff will treat one another with respect.
All students, faculty, staff, and other members of the campus community are subject to this policy. Individuals who violate this policy are subject to discipline up to and including termination and/or expulsion, in accordance with NSHE Code (or applicable Student Code of Conduct) or, in the case of classified employees, the Nevada Administrative Code. Other, lesser sanctions may be imposed, depending on the circumstances.
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Environmental Health and Safety Statement
Per the Nevada System of Higher Education Board of Regents Handbook (Title 4, Chapter 10, Section 30):
The following Environmental Health and Safety (EH&S) Statement is applicable to the entire NSHE.
The development, implementation, and compliance monitoring of EH&S programs is integral to the NSHE mission. The programs will be structured in such a way that they will become an essential part of campus life. It is the intention of the NSHE Board of Regents that the entire NSHE is a good neighbor in its respective communities with regard to EH&S issues. Each campus and facility is encouraged to maintain an environmental health and safety professional as a permanent member of its professional administrative staff.
The authority for the development, implementation, compliance monitoring, and administration of EH&S programs is delegated to the President of each institution. Each institution shall develop programs that best address the EH&S issues specific to that institution. Each institution shall develop an administrative structure to implement EH&S programs in a manner that educates all employees and students and provides knowledge and understanding of the programs. These programs should also consider the health and safety of visitors and the preservation of environmental quality. The EH&S programs shall include, but are not limited to:
- Biological Safety
- Chemical Safety
- Diving Safety
- Driving/Fleet Safety
- Emergency Preparedness, Emergency Response, and Business Continuity/ Recovery
- Environmental Protection
- Ergonomics
- Fire Protection
- Hazardous Materials Management
- Incident Investigation and Prevention
- Industrial Hygiene/Indoor Environmental Quality
- Life Safety
- Occupational Safety
- Radiation Safety
- Sanitation
Each institution shall establish oversight, advisory, and compliance programs for monitoring institutional operations and activities, including establishing relations with governmental regulatory agencies.
The Board of Regents recognizes the right of NSHE institutions to enter cooperative agreements with each other in order to address all EH&S issues and encourages these activities.
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