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State Wide Policies

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Acceptable Use Policy

Drug Free Workplace Policy

1. Purpose: The CCSNH is committed to ensuring a drug-free workplace. Legal Requirements:听 In accordance with the Drug Free Workplace Act of 1988 (Pub. L. No. 100-690, Title V, Subtitle D) employees are prohibited from the unlawful manufacture, distribution, dispensing, possession, or use of any controlled substance in the workplace.听 Chemical dependency can and does affect work performance and attendance.
2. Requirements: As a condition of employment employees are:
   1. Prohibited from the use, possession, distribution, dispensation, or unlawful manufacture of any controlled substance while on the property of the CCSNH or its colleges, during work hours, or while attending any CCSNH or college sponsored activity or function;听
   2. Prohibited from consuming alcohol while on duty or in the workplace and from reporting to work while under the influence of alcoholic听 beverages or controlled substances (drugs);听
   3. Driving any CCSNH or college owned vehicle, or driving a personal vehicle while on business for the CCSNH or its colleges, while under the influence of alcoholic beverages or controlled substances (drugs);听
   4. Required to report in writing to the College or CCSNH Human Resources Office any criminal conviction based on the unlawful use, possession, distribution, dispensation or manufacture of a controlled substance where the violation occurred on CCSNH or its college premises or that occurs in the workplace.听 The reporting of such incidents must occur within five (5) calendar days from entry of the trial court鈥檚 decision, regardless of whether an appeal is taken.
3. Sanctions:
   1. Conviction of a drug-related crime shall be a basis for disciplinary action, up to and including termination.
   2. A notice of the drug conviction shall be placed in the employee鈥檚 personnel file in accordance with normal disciplinary procedures.
   3. Conviction of a drug-related crime shall require the employee to utilize the services of the CCSNH鈥檚 employee assistance program and successfully complete an approved drug abuse assistance or rehabilitation program recommended by the EAP as a condition of continued employment.
4. Programs:听 The CCSNH and its colleges shall initiate a drug-free awareness program which informs CCSNH employees of the dangers of drug abuse in the workplace; the CCSNH rules and policies requiring a drug-free workplace; or the availability of employee assistance programs; and of the penalties that may be imposed for abuse violations occurring in the workplace.

Blogging and Social Media Policy

1. CCSNH employees who engage in blogging or use social media, whether using CCSNH technology resources or personal computer systems, should at all times be accurate, exercise appropriate restraint, show respect for the opinion of others, and make every effort to indicate when the CCSNH employee is and is not an institutional spokesperson.
2. When an employee is expressing beliefs and/or opinions in blogs or social media, the employee may not, expressly or implicitly, represent themselves as a representative of CCSNH or its Colleges.
3. The name, seal, images and other insignia of CCSNH or any of its Colleges shall not be used without the express written permission of CCSNH.
4. CCSNH hosted web pages and blogs are not to be used for activities unrelated to the business purposes or educational mission of CCSNH or its Colleges without prior written authorization.
5. CCSNH IT Users are prohibited from revealing any CCSNH confidential or proprietary information, trade secrets or any other Restricted Internal, Confidential or Private Information when engaged in blogging or use of social media.

Personal Site Guidelines

1. The CCSNH employee is a citizen and a representative of an educational institution or system. When an employee participates in a social networking environment, he/she should be free from institutional censorship or discipline. However, the employee should remember that the public may judge the employee and his/her college or the CCSNH system based on those utterances. Hence, the employee, when participating in a social networking site, should attempt at all times to be accurate, exercise appropriate restraint, show respect for the opinion of others, and not subject the institution or the CCSNH system to public embarrassment or negative attention.
2. The employee is legally liable for what is posted on his/her own site and on the sites of others.
3. The use of the college or CCSNH System logo, or any other college or CCSNH System marks or images on a personal online site is prohibited.
4. The use of the college or CCSNH System name to promote or endorse any product, cause or political party or candidate is prohibited.
5. Since the CCSNH is best served in an environment characterized by professional and ethical behavior on the part of each member of its community, CCSNH respects the individual rights of its employees. However, it also recognizes its responsibility to communicate to the CCSNH community the professional risks associated with participation in a non-work related social networking sites that encourages social interaction between students and faculty and/or staff. If an employee enters into such a social interaction, the employee risks being exposed to complaints that may call into question his/her integrity and professionalism. Therefore, it is the position of the CCSNH to encourage faculty and staff to exercise caution in knowingly becoming “friends” on a social networking site sponsored by a student or when inviting students as “friends” on the faculty or staff person’s personal/private social networking site.

Title IX (Sexual Misconduct Policy & Grievance Procedure

Title IX Sexual Misconduct Policy & Grievance Procedure (Employees) PDF