Ch. 2 General

Policy

The College is committed to providing an environment that enhances learning and promotes the safety and well-being of students, employees, volunteers, and the general public; in particular, as many of the College’s instructional programs involve the use of equipment and machinery.

To help achieve these goals, the College prohibits the following:

1. Consumption of alcohol on its premises or at college-sanctioned events, except in accordance with state of Washington liquor license procedures and applicable college procedures;
2. Unlawful possession, use, distribution, or manufacture of alcohol or controlled substances that are illegal under federal, state, or local law on college property or during college-sponsored activities;
3. Use, possession, delivery, sale, or being observably under the influence of marijuana or the psychoactive compounds found in marijuana and intended for human consumption, regardless of form. While state law permits the recreational use of marijuana, federal law prohibits such use on college premises or in connection with college activities; and
4. Operation of college vehicles, machinery, or equipment while using legally-prescribed drugs where such use is contra-indicated for driving or operating machinery or equipment.

Violation of the college's alcohol and drug prohibitions is cause for disciplinary or other appropriate action.

College community members should be aware that:

• It can be dangerous to use and abuse alcohol and other drugs; and,
• Many illnesses and deaths have been medically-related to the use and abuse of illegal drugs and alcohol; and,
• The College has declared itself to be a drug-free work and educational environment; and,
• Employees, students, and volunteers who are found to be in violation of federal, state, or local law prohibiting the use or possession of illegal drugs may be subject to arrest and conviction under the applicable criminal laws of local municipalities, the state of Washington, or the United States. Conviction can result in sanctions including probation, fines, and imprisonment; and,
• Employees and volunteers who violate this policy are subject to disciplinary action, including termination, and referral for prosecution; and,
• Students who violate this policy are subject to disciplinary sanctions including: warning and reprimand, disciplinary probation, suspension, or dismissal in accordance with the Student Conduct Code; and,
• Assistance is available to employees, students, or volunteers who disclose that they have an alcohol or drug abuse problem as noted in the College’s procedures; however, those individuals remain responsible for resolving any alcohol or drug abuse problems they may have.

Adopted January 8, 1992
Revised May 10, 2021

Procedures, Forms, and Documents

No applicable procedures, forms, and documents available.

Policy

Lake Washington Institute of Technology recognizes that students, staff, faculty, administrators and their dependents with life-threatening, chronic, or debilitating illnesses, including but not limited to cancer, heart disease and acquired immune deficiency syndrome (AIDS), may wish to continue to engage in as many of their activities as their condition allows, including work and academic pursuits, without being discriminated against.

As long as these students and employees are able to meet acceptable performance standards, and medical evidence indicates that attendance at Lake Washington Institute of Technology is not a threat to themselves or others, the College will treat them the same as any other student or employee.

At the same time, Lake Washington Institute of Technology seeks to provide a safe environment for students and employees. Therefore, precautions will be taken, as needed, to ensure that a student’s or employee’s condition does not present a health and/or safety threat to any other individuals on the campus.

Adopted January 8, 1992
Revised May 10, 2021

Procedures, Forms, and Documents

No applicable procedures, forms, and documents available.

Policy

The Board of Trustees delegates authority to the President to approve college calendar(s). The President or their designee will confer with faculty and other staff as provided for in the college’s bargained agreements and will adopt the college calendar(s) for the ensuing academic year(s). Such calendar(s) will specify for each term the days available for instruction, the days which will constitute the final examination period (if any is scheduled), the days which will be designated as college holidays, and other such dates as the President determines shall be of general use. The calendar for each academic year will begin with the summer term. The calendar(s) adopted as outlined above will be published in the college catalog and will be available in the offices of admissions and registration during regular college business hours.

Adopted December 9, 1992
Revised May 10, 2021

Procedures, Forms, and Documents

• WAC 495D-136
• College Calendar

Policy

In the event of severe weather conditions, power curtailment, a major disaster, or other emergency, the college president or their designee may close the college by a general announcement to that effect, which shall be conveyed to appropriate news media.

Adopted December 9, 1992

Procedures, Forms, and Documents

• WAC 495D-136
• Contracts & Bargaining Agreements

Policy

Classes publicized in the quarterly schedule of classes may be cancelled by instructional administration. Advance notice will be provided to students whenever possible and practical. The College shall not incur any liability for personal expenses incurred by students beyond the refund of tuition and fees for such classes, as specified in chapter 495D-135 WAC and published in publications of the College.

Adopted December 9, 1992
Revised May 10, 2021

Procedures, Forms, and Documents

• WAC 495D-136
• WAC 495D-135
• WAC 495D-144

Policy

Lake Washington Institute of Technology shall be closed in observance of the following holidays:

• Independence Day
• Labor Day
• Veterans Day
• Thanksgiving Day
• Native American Heritage Day
• Christmas Eve
• Christmas Day
• New Year's Eve
• New Year's Day
• Martin Luther King, Jr. Day
• Presidents' Day
• Memorial Day
• Juneteenth

Whenever any holiday recognized within this policy falls upon a Saturday or Sunday, the President or designee shall determine and designate the day to be recognized as the holiday.

Adopted November 1, 1999
Revised May 10, 2021
Revised June 6, 2021

Procedures, Forms, and Documents

No applicable procedures, forms, and documents available.

Policy

It is the policy of the College, being aware of its obligations under Executive Order 96-04, chapter RCW 49.60, and the Americans with Disabilities Act of 1990, as amended by the ADA Amendments Act of 2008 and Rehabilitation Act of 1973, to ensure qualified persons with disabilities the right to request and, where determined appropriate, receive reasonable accommodation, unless accommodation would impose an undue hardship on the institution, require a fundamental program alteration, or would lower academic standards.

Reasonable accommodation includes:

1. Ensuring equal opportunity in the application process;
2. Enabling a qualified individual with a disability to perform essential functions of their job;
3. Enabling an employee with a disability to enjoy equal benefits and privileges of employment;
4. Enabling a student with a disability equal access to services, programs, activities and facilities of the college.

This includes good-faith consideration and interactive engagement regarding reasonable accommodation to all employees, candidates for employment, and students. Disability Support Services is the designated office at the college that determines reasonable accommodations and/or services for students with disabilities. Disability Support Services maintains disability-related documents and verifies disability for students who are requesting reasonable accommodations. Disability Support Services also assists Human Resources in recommending and/or providing accommodations for employees. Any employee or candidate for employment requesting reasonable accommodation may contact Human Resources.

Adopted May 10, 2021

Procedures, Forms, and Documents

No applicable procedures, forms, and documents available.

Policy

Lake Washington Institute of Technology (the College) recognizes its responsibility to investigate, resolve, implement corrective measures, and monitor the educational environment and workplace to stop, remediate, and prevent discrimination on the basis of sex, as required by Title IX of the Educational Amendments of 1972 and the Violence Against Women Reauthorization Act. To this end, the College will enact and adopt Title IX Grievance Procedure for receiving and investigating Sexual Harassment allegations arising during education programs and activities. Any individual found responsible for violating Lake Washington Institute’s Title IX policy is subject to disciplinary action up to and including dismissal from the College educational programs and activities and/or termination of employment.

Application of this Title IX Grievance Procedure is restricted to allegations of “Sexual Harassment,” as that term is defined in 34 C.F.R. §106.30. Nothing in this procedure limits or otherwise restricts Lake Washington Institute of Technology’s ability to investigate and pursue discipline based on alleged violations of other federal, state, and local laws, their implementing regulations, and other College policies prohibiting gender discrimination through processes set forth in Lake Washington Institute of Technology’s code of student conduct, employment contracts, employee handbooks, and collective bargaining agreements.

Any employee, student, applicant, or visitor who believes that they have been the subject of Sexual Harassment should report the incident or incidents to Lake Washington Institute of Technology’s Title IX Coordinator. If the complaint is against that Title IX Coordinator, the Complainant should report the matter to the President’s office for referral to an alternate designee.

Relevant Laws and Other Related Information

• Title IX of the Educational Amendments of 1972
• Section 504 of the Rehabilitation Act of 1973
• Title VII of the Civil Rights Act of 1964, the Age Discrimination Act of 1975
• RCW 49.60.030
• Supplemental Title IX Employee Disciplinary Hearing Procedure
• Policy on Prevention of Discrimination, Harassment, Bullying, and Retaliation
• Procedure on Discrimination and Harassment

Temporarily Adopted August 11, 2020
Adopted May 10, 2021

Procedures, Forms, and Documents

• Complaint Reporting
• Learn More About Title IX & Sexual Misconduct 

Policy

The College is committed to the concept and practice of equal opportunity for all its students, employees, and applicants in education, employment, services and contracts, and does not discriminate on the basis of a protected class, including age, sex, marital status, sexual orientation, gender identity, race, creed, color, national origin, citizenship or immigration status, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability or the use of a trained guide dog or service animal by a person with a disability, unless based upon a bona fide occupational qualification, and status as a mother breastfeeding her child. In addition, reasonable accommodations will be made for known physical or mental limitations for all otherwise qualified persons with disabilities.

Revised May 10, 2021

Policy

The college is an affirmative action employer and commits to take affirmative action to increase the numbers of protected group members in under-represented areas. Protected groups include Asians, Black/African Americans, Hispanics, Native Americans, women, persons over the age of forty, persons of disability, and disabled veterans, who are in positions where it is determined they are under-represented. The College will make every effort to:

1. Remove barriers to equal employment opportunity for protected group members.
2. Improve employment opportunities available to under-represented groups.

The College will:

1. Recruit, hire, train, and promote people in all job classifications based only on their qualifications and ability or potential ability to do the job. It will consider protected group status only when such is a bona fide occupational qualification.
2. Administer all other personnel actions such as compensation, benefits, layoffs, return from layoffs, terminations, college-sponsored training, education, tuition assistance, and social and recreational programs without regard to protected group status.
3. Set numerical goals in areas where protected classes are under-represented. It will make every effort to meet such goals within established timetables.

The President maintains:

1. Overall responsibility to ensure the College administers the equal employment opportunity and affirmative action policies effectively.
2. Authority to exercise that responsibility. 

Every college employee must make a good faith effort to carry out these policies. Failure to do so may be grounds for disciplinary action.

Procedures, Forms, and Documents

No applicable procedures, forms, and documents available.

Policy

LWTech is committed to providing an environment that fosters respect for all members of the College community. This policy has the goal of promoting an environment that is free of discrimination, harassment, bullying, and retaliation. LWTech recognizes its responsibility for investigation, resolution, implementation of corrective measures, and monitoring the educational environment and workplace to stop, remediate, and prevent discrimination on the basis of a protected class, including age, sex, marital status, sexual orientation, gender identity, race, creed, color, national origin, citizenship or immigration status, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability or the use of a trained guide dog or service animal by a person with a disability, unless based upon a bona fide occupational qualification, and status as a mother breastfeeding her child. To this end, the College has enacted policies prohibiting discrimination against and/or harassment of any student, employee, visitor or any member of a legally protected class. Further, the College is committed to ensure that all employees and students work and learn in an environment that fosters mutual respect and professionalism, free from all forms of “bullying” behaviors, including “cyberbullying." All employees and students are responsible for contributing to such an environment and are expected to treat other employees, students, and visitors with courtesy and respect.

Additonally, LWTech prohibits retaliation against any individual who reports concerns regarding discrimination, harassment, and/or bullying or who cooperates with or participates in any investigation of allegations of discrimination, harassment, bullying, or retaliation under this policy, or any individual who is perceived to have engaged in any of these actions.

Any individual found to be in violation of this policy will be subject to disciplinary action up to and including dismissal from the College or from employment.

Any employee, student, applicant, or visitor who believes that he or she has been the subject of discrimination, harassment, bullying, or retaliation should report the incident or incidents to the College’s Title IX/EEO Coordinator. If the complaint is against that Coordinator, the complainant should report the matter to the college President or alternate designee.

Adopted February 12, 1992
Revised June 6, 2005
Revised May 10, 2021

Procedures, Forms, and Documents

• Complaint Reporting

2.P.19 Conflict of Interest and Ethical Conduct

Policy

The College recognizes there is an inherent inequality in relationships between students and those college employees with a professional responsibility to teach, advise, counsel or otherwise facilitate students in their academic careers. Consequently, the ability of students to genuinely consent to the romantic or sexual advances of such college personnel must be considered questionable. Such relationships may also create an appearance of favoritism in the eyes of third parties which may contribute to the creation of a hostile educational environment.

There is a similar inherent inequality between supervisors and administrators and those college employees whom they supervise when the supervisor or administrator has the ability to affect the employee’s career advancement, pay, job assignments, or other terms and conditions of employment. Such relationships may also create the appearance of favoritism in the eyes of third parties and contribute to the creation of a hostile work environment.

Therefore, college employees are prohibited from engaging in any romantic or sexual relationship with or from making any overt romantic or sexual advances upon students whom they have professional responsibility to teach, advise, counsel or otherwise facilitate in their (the students’) academic careers.

College-employed administrators or supervisors at any level are prohibited from engaging in any romantic or sexual relationship with or from making any overt romantic or sexual advances upon any employee or member of the college community they supervise or the terms and conditions of whose employment or position at the college they have the ability to affect.

Complaints may be initiated by a student, employee or other member of the college community who is or has been in a romantic or sexual relationship or is or has been the subject of overt romantic or sexual advances, or by third parties who allege they have been specifically adversely affected by such a relationship.

The President may initiate formal proceedings on their own initiative.

Any complainant who files a complaint under this policy in willful disregard of the truth may be subject to appropriate disciplinary proceedings.

Adopted June 6, 2005
Revised September 17, 2005
Revised May 10, 2021

Procedures, Forms, and Documents

• Complaint Reporting

Policy

Chapter 42.52 RCW, Ethics in Public Service, applies to each member of the Board of Trustees and to all employees of the College.

Adopted February 12, 1992
Revised December 10, 1997
Revised May 10, 2021

Procedures, Forms, and Documents

• RCW 42.52

2.P.20 Domestic Violence in the Workplace

Policy

The College recognizes the impact of domestic violence in the workplace. The College does not tolerate domestic violence in the workplace. This includes abusive or harassing behavior that is physical, sexual, psychological or economic, and is intended to establish and maintain control by a family or household member over another current or former family or household member. 

The College will comply with all provisions set forth in RCW 49.76.030. An employee may take reasonable leave, intermittent leave, or leave on a reduced leave schedule from work to:

1. Seek legal or law enforcement assistance or remedies to ensure the health and safety of the employee or employee’s family and/or household members;
2. Seek treatment by a health care provider for physical or mental injuries caused by domestic violence, sexual assault, or stalking, or to attend to health care treatment for a family and/or household member;
3. Obtain, or assist a family and/or household member in obtaining, services from a domestic violence shelter, rape crisis center, or other social services program for relief from domestic violence, sexual assault, or stalking;
4. Obtain, or assist a family and/or household member in obtaining, mental health counseling related to an incident of domestic violence, sexual assault, or stalking, in which the employee or the employee’s family member was a victim of domestic violence, sexual assault, or stalking; or
5. Participate in safety planning, temporarily or permanently relocate, or take other actions to increase the safety of the employee or employee’s family and/ or household members from future domestic violence, sexual assault, or stalking.

All employees are encouraged to report domestic violence, including elder abuse. Additionally, employees and and/or their family members are encouraged to use the Washington State Employees Assistance Program (EAP) to receive assistance and referrals.

Nothing in this policy prevents an employee from seeking civil action if he or she is injured by any act in violation of the Domestic Violence Leave Law.

Adopted May 10, 2021

2.P.21 Mandatory Reporting of Child Abuse

Policy

In accordance with RCW 26.44 it is the policy of the College that all employees report child abuse whether the alleged abuse is learned of in their official College capacity, or not. The report must be made at the first opportunity, and never later than 48 hours after the College employee has reasonable cause to believe that a child has suffered abuse or neglect.

Adopted May 10, 2021

Policy

The purpose of this policy is to define the terms and circumstances under which board members, college employees (including faculty, staff and student employees), and/or other agents of the College, may use social media to represent the College, communicate college policy, or represent an official college position.

The term "social media" refers to any web-based or mobile technologies that enable individuals or entities to disseminate or receive information, communicate, or otherwise interact. The term includes email, texting, messaging, social networking, blogging, micro-blogging, photo/video/multi-media file sharing, bulletin boards, and so on, through providers including but not limited to Facebook, LinkedIn, Twitter, Instagram, and YouTube.

Washington state laws and regulations pertaining to records retention apply to all social media sites and/or pages posted on behalf of a college unit, department or division.

Employees of the College are responsible for any social media activity they conduct:

1. Using a college email address or on a college website;
2. Which can be traced back to a college domain; and/or,
3. Which uses the college's information systems.

Employees and/or agents of the College must observe and follow: (i) existing college policies and procedures; (ii) applicable employee handbooks and collective bargaining agreements, (iii) the College's Acceptable Use policy; (iv) the College's Prevention of Discrimination, Harassment, Bullying, and Retaliation Policy; (v) the College's Mission, Vision, and Core Values (vi) the policies of the particular online/social networking venue governing the use and activity conducted on their sites, which are sometimes referred to as "Terms of Use"; (vii) applicable local, state and federal laws and regulations including but not limited to FERPA, RCW 42.52 regarding ethics in public service, WAC 292-110-010 regarding use of state resources; and, (viii) Guidelines and Best Practices for Social Media Use in Washington State (Office of the Governor).

When posting to social media sites, copyright and intellectual property rights of others must be honored, including those of the College. For guidance, contact a librarian.

Adopted May 10, 2021

Policy

The college President or designee may authorize the limited use of state resources to support, promote, or solicit on behalf of charitable organizations.

Adopted February 5, 2018

Procedures, Forms, and Documents

 

Policy

Article VII, Section 7 of the state's constitution prohibits the lending of the state's credit or money to any individual. College equipment is state equipment. The use of state equipment is restricted by law and regulation to official state business on or off campus. No state officer or state employee may employ or use any property under the officer or employee's official control or direction, or in his or her official custody, for the private benefit or gain of the officer, employee, or another. (RCW 42.52.360)

College-owned equipment, tools, computers, etc. are not to be removed from college facilities for any reason, except with the written permission of the college president or his or her designee. This policy applies to all faculty, administrators, and classified staff, both full and part-time. Off-campus use of state-owned equipment, tools, computers, etc. must be approved in accordance with procedures established by the president, and such use will be limited to authorized college business or purposes.

Adopted July 10, 1996

Procedures, Forms, and Documents

• RCW 42.52.360

Policy

The attorney general is the official legal advisor to all college boards (RCW SB.10.510). An assistant attorney general is assigned to work directly with the board and the President, providing the following advisory services:

1. Oral advice in response to informal requests.
2. Memoranda in response to written requests.
3. Letter opinions appropriate to the college and circumstance.
4. Formal opinions in response to specific formal request, which are publicly distributed.

All informal inquiry, informal request, written request, letter opinion, and formal opinion communications with the College's assigned assistant attorney general, or with other offices of the attorney general, will be conducted through the Office of the President or designee. A record of attorney general opinions will be maintained for six years in accordance with GS 18003.

Adopted November 12, 1997
Revised May 10, 2021

Procedures, Forms, and Documents

No applicable procedures, forms, and documents available.

Policy

The college will create and maintain standing and ad hoc committees to take part in shared governance and decision-making. College committees will:

1. Develop recommendations
2. Communicate and publish information
3. Accomplish assigned college business.

Committee membership may include representation from college:

1. Administrators
2. Faculty
3. Staff
4. Students
5. Community members.

Adopted November 12, 1997
Revised May 2, 2011

Procedures, Forms, and Documents

No applicable procedures, forms, and documents available.

Policy

1. Donations may be solicited for the College by staff for approved college activities with prior approval by the staff member's supervisor.
2. Donations may not be accepted for the College without supervisor approval.
3. All donations received in the name of and for the benefit of Lake Washington Institute of Technology shall be approved of, receipted by, and accounted for by the College treasurer and become state property.
4. All donations received in the name of or for the benefit of the LWTech Foundation shall be approved of, receipted by, and accepted by the foundation director.

Adopted November 12, 1997

Procedures, Forms, and Documents

• Foundation In-Kind Donation Procedure

Policy

The College will comply with the provisions of RCW Chapter 42.56, the Public Records Act, while at the same time preserving the orderly operation of the College and the privacy of students and employees. The College's rules regarding public records are found at WAC 495D-276.

Adopted July 8, 1992
Revised February 5, 2018
Revised May 10, 2021

Procedures, Forms, and Documents

• 495D-276 WAC
• 42.56 RCW
•  

Policy

1. The Board of Trustees recognizes that, as part of the institutional educational mission, the development of certain materials by faculty, staff, and students may enhance the educational process while also potentially having copyright and patent implications. The College's rules regarding copyright and patents can be found in WAC 495D-180.

Adopted December 9, 1992
Revised May 10, 2021

Procedures, Forms, and Documents

• WAC 495D-180

2.P.85 Nepotism Policy-Definitions (WAC 495D-113-010)

Policy

1. Employee: Any individual who receives payment for services rendered to the college district, other than an outside vendor or contractor.
2. Family member or relative: An employee's or employee's spouse's mother, father, child (including foster and adopted children), sibling, grandparent, cousin, uncle, aunt, nephew, niece, in-law, or the employee's spouse.
3. Nepotism: The practice of showing favoritism to relatives in hiring and employment practices.

Adopted December 9, 1992

Procedures, Forms, and Documents

No applicable procedures, forms, and documents available.

2.P.86 Nepotism Policy-Inclusive Limits of the Policy (WAC 495D-113-020)

Policy

This policy is intended to provide guidelines for the employment of all individuals by the district, except as modified by applicable policies of the state board for community and technical colleges, policies of the higher education personnel board, collective bargaining agreements, or state statute.

Adopted December 9, 1992

Procedures, Forms, and Documents

No applicable procedures, forms, and documents available.

2.P.87 Nepotism Policy-Basic Nepotism Policy (WAC 495D-113-030)

Policy

In the appointment of its faculty and staff members, the college district seeks those persons best qualified to fulfill the institution's teaching and service obligations. Accordingly, members of the same family may be appointed to faculty and staff positions when it has been determined that they are the most qualified candidates for the positions. However, a person may not be hired into a position that would result in a relationship where an employee is involved in the recruitment, screening, appointment, termination of appointment, promotion, demotion, approval of salary increase or decrease, supervision, or evaluation of a member of the employee's family or of a person with whom the employee shares a substantial economic interest. Otherwise, family relationships shall not be used as a basis for granting or denying employment rights, privileges, or benefits.

Adopted December 9, 1992

Procedures, Forms, and Documents

No applicable procedures, forms, and documents available.

Policy

The model rules of procedure adopted by the chief administrative law judge pursuant to RCW 34.05.250 are adopted for use at this College. Those rules may be found in chapter 10-08 WAC. Other college procedural rules adopted in this title may be found at WAC 495D-108 and are supplementary to the model rules of procedure. In the case of a conflict between the model rules of procedure and procedural rules adopted by this college, the College rules prevail.

Adopted July 8, 1992
Revised May 10, 2021

Procedures, Forms, and Documents

• WAC 495D-108
  
• RCW 34.05.250
• 10-08 WAC

Policy

The rules coordinator for Lake Washington Institute of Technology is the President or their designee.

Lake Washington Institute of Technology
11605132nd Avenue Northeast
Kirkland, WA 98034-8506

Adopted July 8, 1992
Revised May 10, 2021

Procedures, Forms, and Documents

• WAC 495D-134

1. Office of Financial Management (State Administrative and Accounting Manual)
   ofm.wa.gov/policy/default.asp
2. Revised Code of Washington
   apps.leg.wa.gov/rcw
3. Washington Administrative Code
   apps.leg.wa.gov/wac

2.P.15, 2.P.16, 2.P.37 Revised and Adopted February 3, 2014
2.P.12 (Deleted), 2.P.22 (New Section), 2.P.50-2.P.63 (Revised); Adopted February 5, 2018
2.P.01 (New Section); Adopted April 30, 2018
2.P.14, 2.P.17, 2.P.21, 2.P.29, 2.P.35, 2.P.37, 2.P.51 - 2.P.63, 2.P. 71 - 2.P.77, 2.P.80 - 2.P.87, 2.P.91 - 2.P.97(Deleted); 2.P.03, 2.P.05, 2.P.07, 2.P.11 - 2.P.16, 2.P.18, 2.P.19, 2.P.23, 2.P.27, 2.P.31, 2.P.50, 2.P.70, 2.P.90, 2.P.99 (Revised), 2.P.13, 2.P.20, 2.P.21, 2.P.22 (New Sections); Revised and Adopted May 10, 2021