Behavioral Policies
NOTE: The text below contains excerpts from the Student Policies & Procedures section of the Student Catalog. Copies of the complete School Catalog and Student Handbook may be downloaded from the Student Handbook & Catalog section.
Alcohol and Drug Testing
Purpose: To promote 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, and patients cared for by College representatives. This policy, while in place to ensure safety, does not preclude criminal action by means of other institutional policies and/or state and federal law.
Any student, faculty member, or other College staff may be required to submit to drug and/or alcohol testing based upon reasonable suspicion, including, but not limited to:
-
Direct observation of drug or alcohol use or possession
- Physical symptoms related to the influence of drugs or alcohol
- Abnormal or erratic behavior that is disruptive or a risk to others
- Arrest or conviction of a drug or alcohol related offense on- or off-campus
- Documented information from a credible source submitting a complaint
- Evidence that a previous drug or alcohol test was tampered with
- Possession of drug paraphernalia.
Testing will be done by order of the Associate Dean for Clinical Academic and Research Affairs at a qualified designated laboratory site identified by the Clinical Affairs Office. In general, the site will carry a Forensic testing program certified by the College of American Pathologists for testing.
A positive drug test may be appealed and repeated within three days of the original test. Any student who fails the alcohol or drug test will be subject to disciplinary action as designated and described in the Student Policies and Procedures Handbook. Refusal to consent to testing may result in compulsory expulsion for patient, faculty, and/or student safety. All testing is done in confidence and results are held in confidence, as well except for use by the Professional and Ethical Standards Board and in cases where it is required for long term monitoring by the State Medical Board.
Self-identification as a substance abuser will result in the student being offered an approved treatment program. The cost of treatment is the responsibility of the student. Monitoring of successful completion will be the responsibility of the Associate Dean for Clinical Academic and Research Affairs. The student treatment records will be held in confidence except where required by the State Board of Medicine.
Drug and Alcohol Abuse Prevention
VCOM prohibits the unlawful possession, use, or distribution of illicit drugs and alcohol by students and employees on VCOM's property or as part of any VCOM sponsored activities. Information is distributed annually to students and faculty regarding the use of illicit drugs and the abuse of alcohol, including health risks and legal sanctions. A copy is available from the Assistant Vice President for Student Services.
Confidential counseling services and treatment-referrals can be arranged via the Assistant Vice President for Student Services or Associate Dean for Clinical Academic and Research Affairs. Such counseling or treatment referrals will be made to a provider off-site for the confidentiality of the student. Information about the below provider is available if the student prefers to make a contact on his/her own:
New River Valley Community Services, Access Services
540-961-8300 or 540-961-8444
http://www.nrvcs.org
Resolution and Grievance Procedures
The institution
recognizes the need for students to voice grievances and to seek
resolution to problems, disagreements with faculty/administrators, or
interpretations of institutional policy. The institution also
recognizes the responsibility of the student to express his/her
concerns in a professional and ethical manner. Concerns may involve
course grades, promotion, behavioral issues, financial concerns or
issues related to accreditation standards and procedures.
For all
resolutions and grievances that must be filed in writing, please send
the appropriate material to the individual listed in the specific
procedure at 2265 Kraft Drive, Blacksburg, VA 24060. Phone:
540-231-4000, Fax: 540-231-5252.
All grievance material
will be maintained on file in the Dean’s office and the
specific student/employee/faculty file as appropriate to the
grievance.
Each step of the
Resolution and Grievance Procedures generally take two weeks to
complete, unless otherwise noted. Extensions or waivers to this
timeframe may be granted on a case-by-case basis. Notice of a request
for an extension from a student shall be submitted within ten
calendar days prior to the deadline. Decisions about granting or
denying the request for extension shall be communicated to the
student via letter within two business days of receipt of the request
for extension. Likewise, if the College needs to extend a deadline,
the Director of Human Resources shall provide said notice ten days
before the due date.
ACADEMIC RESOLUTIONS
AND APPEALS
An
individual concern that is academic in nature should be first
discussed with the immediate instructor or preceptor and must be done
in a professional manner. This concern generally includes those that
arise from personal conflicts or actions taken against a student
individually. For individual concerns, if resolution cannot be
reached, the student in the first or second year may, within two
weeks of the failed resolution, appeal, in writing to the
Assistant Dean for Medical Education or if in the third or fourth
year to the Associate Dean for Clinical Academic and Research
Affairs. If resolution cannot be reached for a student in the first
or second year through the Assistant Dean for Medical Education, the
student may, within two weeks of the failed resolution, appeal in
writing to the Associate Dean for Biomedical Academic and
Research Affairs. If resolution cannot be reached from the prior
appeals, the student may, within two weeks of the failed resolution,
appeal in writing to the Dean whose decision will constitute
the final resolution. The administrative officer may refuse the
meeting if the appeal has not been presented in writing, in
advance of the meeting.
A
concern over general course procedures or grading policies should
be addressed through the Class President or the Class Representative
through the appropriate Curriculum and Assessment Committee. If
through the normal processes for an acceptable and reasonable
request, a resolution cannot be reached, the Class President may,
within two weeks of the failed resolution, appeal in writing to
the Assistant Dean for Medical Education or if in the third or fourth
year to the Associate Dean for Clinical Academic and Research
Affairs. If resolution cannot be reached through the Assistant Dean
for Medical Education, the Class President may, within two weeks of
the failed resolution, appeal in writing to the Associate Dean
for Biomedical Academic and Research Affairs. If resolution cannot be
reached from the prior appeals, the Class President may, within two
weeks of the failed resolution, appeal in writing to the Dean
whose decision will constitute the final resolution. The
administrative officer may refuse the meeting if the appeal has not
been presented in writing, in advance of the meeting.
A
concern over College policies and procedures should be
addressed through the SGA President and the Assistant Vice President
for Student Services. If through the normal processes for an
acceptable and reasonable request, a resolution cannot be reached,
the SGA President may, within two weeks of the
failed resolution, appeal in writing to the Dean. If
resolution cannot be reached from this appeal, the SGA President may,
within two weeks of the failed resolution, appeal in writing
to the President whose decision will constitute the final
resolution. The administrative officer may refuse the meeting if the
appeal has not been presented in writing, in advance of the
meeting.
A complaint related
to accreditation standards and procedures should be brought to
the SGA President who will address the complaint with the Assistant
Vice President for Student Services. If through the normal processes
for an acceptable and reasonable request, a resolution cannot be
reached, the SGA President may, within two
weeks of the failed resolution, appeal in writing to
the Dean. If resolution cannot be reached from this appeal, the SGA
President may, within two weeks of the failed
resolution, appeal in writing to the President. The
administrative officer may refuse the meeting if the appeal has not
been presented in writing, in advance of the meeting.
If the student has
followed the complete appeals process, is supported by the SGA
President, and the student believes that the complaint provides
evidence that the College is not following accreditation standards
he/she may consult with the American Osteopathic Association’s
Commission on Osteopathic College Accreditation at 142 East Ontario
Street, Chicago, IL 60611. The COM Accreditation Standards and
Procedures, including the complaint procedure can be found on
www.aoacoca.org.
If the concern is
financial or with other areas of the College, the student should
follow the appropriate chain of command as defined by the VCOM
organizational chart.
Reminder: Course
Assessment policies and test question challenges are not covered
under student grievances. See Medical Education policies and syllabi
on Blackboard for each course.
Grievance Procedure
for Harassmentor
Discrimination
Students who feel they
are being discriminated against on the basis of color, race, gender,
religious affiliation, age, national origin, or handicap have the
right to exercise the Grievance Procedure.
Students who are
seeking assistance with a disability and do not believe they are
being provided reasonable accommodations may also utilize the
Grievance Procedure for resolution. However, in order to ensure
disability accommodations are made, and in accordance with section:
Assistance with Disabilities, students, who are seeking assistance
with a disability, must first meet with the Assistant Dean for
Medical Education. If the College can provide reasonable
accommodations that would allow student success in their program the
accommodation will be made. The accommodation takes in consideration
if the student meets technical standards and where accommodations are
appropriate in that they do not require a significant change in the
programs or functions of the College.
Retaliation against
any individual who files a grievance or participates in the grievance
process is prohibited. In the event a student or anyone who
participated in the grievance process believes they have been
subjected to retaliation, that individual may use the Harassment
Grievance procedures listed below.
For all
resolutions and grievances that must be filed in writing, please send
the appropriate material to the individual listed in the specific
procedure at 2265 Kraft Drive, Blacksburg, VA 24060. Phone:
540-231-4000, Fax: 540-231-5252.
Step One: The
Resolution Process
Students who meet the
technical standards and feel they are being discriminated against on
the basis of color, race, gender, religious affiliation, age,
national origin, or handicap shall first meet with the Director of
Human Resources to explain their grievance. The
student must schedule a meeting with the Director of Human Resources
within two weeks from the date of the action being grieved or the
date the student should have known about the action to initiate this
discussion. The grievance complaint must be made in writing
and signed by the person filing. The Director of Human Resources
shall investigate the grievance within a one-week period. In the case
that the discrimination is in any way threatening, the Director of
Human Resources shall investigate the complaint and bring it to the
attention of the Dean immediately for intervention.
After the investigation
period of one week, the student shall meet with the Director of Human
Resources to discuss a peaceful and prompt resolution. If the
grievant agrees, this meeting may include the person against whom the
grievance was filed and other individuals as necessary. This meeting
shall be scheduled within 14 calendar days of the initial filing of
the grievance. A letter confirming the mutual decisions of the
resolution shall be distributed, within ten calendar days of the
meeting, to all persons and kept within the permanent student and or
employee files for possible future issues that may arise with the
resolution.
The Director of Human
Resources shall keep a record of his investigation, including a
report of his findings. All material shall be filed as previously
stated in this procedure.
Students who feel their
disability
needs are not being met may also file a grievance. In this case the
Director of Human Resources shall meet with the person filing the
grievance. The Director shall complete the investigation of the
complaint within two-weeks. The Director may request the verification
of disability by a health professional that includes all suggestions
for accommodations which was obtained by the student under the
“Requesting Assistance Policy.” The Director shall meet
with the VCOM officer in charge of the area where the accommodations
need to be made to see if a peaceful and prompt resolution can be
made. Where the peaceful and prompt resolution can be made, the
Director will verify that the accommodation has been made and follow
with written verification to all parties within that two-week
timeframe.
If the Director of
Human Resources determines there is insufficient evidence to support
the allegations, he may close the grievance and shall notify the
student , within that two-week timeframe, of his findings and the
student’s right to request a grievance hearing.
The Director of Human
Resources shall keep a record of his investigation, including a
report of his findings. All material shall be filed as previously
stated in this procedure.
Step Two: The
Grievance Hearing Process
If the student feels
he/she is being discriminated against or that their disability is not
being adequately accommodated, and for whom a peaceful resolution has
not been successful, he/she may request the Director of Human
Resources and the Dean of the College to call a Grievance Hearing.
The student has 30 calendar days after
receiving notice of denial of the grievance to request such a
hearing.
The request must be in
writing, signed by the student, and include the following
information:
1. A
clear and precise statement of the grievance;
2. State how the action is discriminatory or the decision
unreasonable if it is a denial of a requested accommodation;
3. Name the respondent parties (the person(s) against whom the
grievance is filed);
4. State
how each respondent is responsible for the action or decision;
5. State
the requested remedy; and
6. State whether a non-participating observer will be brought to the
hearing.
This information must
be sent by certified mail or delivered with signature of receipt to
both offices. Upon receipt of the request for a Grievance Hearing the
following processes shall be followed.
a. The Dean shall have
seven calendar days to review the case to see if a peaceful and
prompt resolution can be made between the parties. In cases where
this cannot be accomplished, the Dean shall appoint a Grievance
Hearing Board at the end of the seven days.
b. The Grievance
Hearing Board shall be appointed by the Dean who shall notify the
Grievance Hearing Board, in writing, of their appointment and inform
them of the date of the hearing. The date of the hearing shall be
within fourteen calendar days of the notice. The Dean shall assure
that those participating on the Grievance Hearing Board are not a
part of the alleged discrimination or the denial of accommodations.
The Grievance Hearing Board shall consist of the appropriate
Associate Dean, two faculty members, one staff member, and one
student. The Dean shall chair the Grievance Hearing Board and shall
vote only in case of a tie.
Prior to convening the
grievance hearing meeting, the Grievance Hearing Board shall be
trained on the specific grievance hearing procedures relating to the
individual grievance and will be provided with additional educational
material as appropriate.
c. The Grievance
Hearing Board shall hear the denial of accommodations grievance and /
or the allegations of discrimination by the student. The person
filing the grievance as well as the person against whom the grievance
is alleged shall at this time bring all witnesses and/or evidence to
the Hearing for the Board to consider. The Grievance Hearing Board
shall also review documentation, including the final report, from the
Director of Human Resources relating to the grievance, and, as
necessary, shall interview the Director as a witness in the
grievance.
d. Following this
initial hearing and presentation, the Grievance Hearing Board shall
recess for a period of not greater than two weeks without making a
decision. The Grievance Hearing Board, or the Director of Human
Resources at the request of the Grievance Hearing Board, shall
conduct further investigation of the alleged grievances. The
Grievance Hearing Board may during this time meet with the legal
counsel for the College who has further expertise in the law
regarding disability and discrimination.
e. The second meeting
of the Grievance Hearing Board, which shall occur within a two-week
period, shall be to further discuss the grievance, the investigation,
the educational materials provided, and the legal counsel advice. The
Grievance Hearing Board may require second interviews with the person
filing the grievance or with those whom the grievance is filed
against. The Grievance Hearing Board shall make a final ruling at
this meeting. Minutes will be taken of all Grievance Hearing Board
meetings. A letter shall be sent to the , student within 14 calendar
days of the final determination by the Grievance Hearing Board.
Step Three: Final Appeal Procedure
The student has the
right to appeal the decision of the Grievance Hearing Board to the
President of the College. The student has 30 days after receiving the
Grievance Hearing Board decision letter to file for an appeal. All
such requests must be in writing, signed by the student, and be sent
via certified mail. The President shall have a period of not greater
than two weeks to respond to the appeal. The President shall have the
final determination as to the outcome.
State Council of
Higher Education of Virginia
Students
with grievances or complaints against the College for which they do
not believe they have received resolution, may file a complaint, as a
last resort, to the State Council of Higher Education of Virginia
(SCHEV) at: James Monroe Building; 101 N. 14th Street, 9th
floor; Richmond, VA 23219; phone: (804) 371-2938; fax: (804) 786-2027
or (804) 225-2604. SCHEV’s website is: www.schev.edu.
Formal Federal
Agency Grievance Procedures
Students
with grievances or complaints against the College based upon
violations of Section 504 or the ADA also have the right to file a
complaint with the Office for Civil Rights by: (1)
mailing the grievance or complaint to Alice B. Wender,
Director, District of Columbia Office, Office for Civil Rights (OCR),
U.S. Department of Education, P.O. Box 14620, Washington,
DC 20044-4620; or (2) faxing it to Ms. Wender at (202) 208-7797; or
(3) filing it electronically at:
http://www.ed.gov/about/offices/list/ocr/complaintprocess.html.
For more information you can contact the Office for Civil Rights via
phone: (202) 786-0500 (voice) and (202) 208-7741 (TDD) or via e-mail
at: ocr@ed.gov.
Code of Conduct: Honor Code and Professional and Ethical Behavior
The Honor Code for VCOM students is first and foremost upheld by the student body. The Code embodies a spirit of mutual trust, intellectual honesty, and professionalism between the college community and is the highest expression of shared values among that community. The Code embodies the fundamental belief that each student is worthy of trust and that each student has the right to live in an academic environment that is free of injustice caused by dishonesty.
Students matriculating at VCOM are expected to conduct themselves in a professional and ethical manner befitting the honorable profession which they are entering. Students have an obligation upon entering to maintain the highest standards of integrity. Examples of academic and professional behavior that would be considered inappropriate, unprofessional, unethical, or not in keeping with the standards expected of a student, and procedures for how complaints and violations are addressed are included in the Student Policies and Procedures Handbook.
Sexual Harassment
Sexual harassment at the institution is unacceptable behavior and will not be tolerated. Sexual harassment includes sexual advances, requests for sexual favors, and other intimidating verbal or written communications or physical conduct of a sexual nature. Sexual conduct including, but not limited to, the following will be considered sexual harassment and will be regarded as a violation of this policy when such sexual conduct occurs between a student and employee, a supervisor and employee, or between a faculty member and a student. This may also apply to situations between two students or among more students in which the harassment interferes with the student's/students' success. Refer to the Student Policies and Procedures Handbook for more information, including how to file a complaint and potential sanctions.
Notice of Nondiscrimination:
The Edward Via Virginia College of Osteopathic Medicine recognizes, values, and affirms that diversity contributes richness to the college and enhances the quality of education. Students, faculty, staff, and administrators are valued for their diversity. The College is committed to providing an academic and employment environment in which students and employees are treated with courtesy, respect, and dignity. It is the policy of the College that no student or employee shall be excluded from participating in, be denied the benefits of, or be subjected to discrimination in any program sponsored by the College.
The College's commitment to the principle of nondiscrimination includes and extends far beyond the federally protected classes of age, gender, race, color, national origin, religion or handicap. The college has a commitment to nondiscrimination against any individual or group of individuals. The college has a zero tolerance policy to hate crimes and other inappropriate behavior exhibited as an act of discrimination. This commitment extends to any individual or any group that may feel disadvantaged from a social perspective.
Any person having inquiries concerning the Edward Via Virginia College of Osteopathic Medicine's compliance with the regulations implementing Title VI, Title IX, Section 504 or Section 503, is directed to contact the Director of Human Resources, VCOM, 2265 Kraft Dr., Blacksburg, VA 24060 Phone: 540-231-4000, Fax: 540-231-5252. Any person may also contact the Assistant Secretary for Civil Rights, U.S. Department of Education, regarding the institution's compliance with the regulations.
Student Policies and Procedures Handbook
Refer to the VCOM Student Policies and Procedures Handbook for additional policies and for elaboration on policies and procedures. Collectively, both the VCOM Catalog and the Student Policies and Procedures Handbook represent the documents for which the student is responsible.
VCOM College Catalog and Student Policies and Procedures Handbook - Subject to Change.
VCOM reserves the right to change any information on this website, in the VCOM Catalog and in the Student Policies and Procedures Handbook with appropriate notification of students.
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