Procedures for Obtaining Authorization to Use CVCC Facilities for Non-Commercial Expression Activities ("Expression Activities")
These procedures have been established in accordance with the CVCC Policy titled Free Speech, Public Assembly, and Distribution/Petitioning.
Authorization for Expression Activities must be obtained from the Vice President of Student and Technology Services (“Vice President”). The Vice President shall document such authorization on a Non-Commercial Expression Activities Authorization Form (“Form”) and provide such Form to person(s) authorized. Persons engaging in Expression Activities must have such Form available for verification upon request by CVCC Officials or law enforcement officers.
A written request for authorization must be received by the Vice President sufficiently in advance of the requested activities to permit appropriate planning on the part of CVCC. Such planning at a minimum would include an assessment of the impact on normal CVCC operations and previously scheduled activities, the need for additional security, and the availability of locations requested for the expression activities. The length of time required for such planning by CVCC will vary depending on the complexity of the expression activities requested , the number of persons involved, the number of locations involved, and the potential for such activities to create a disruptive and/or dangerous environment. Such request must include the following information.
- Date(s) and times for Expression Activities
- Person or persons to be engaging in Expression Activities
- A brief description of the content of the intended Expression Activities or a statement that the Expression Activities will not include commercial expression or expression (e.g., obscenity, defamation, fighting words, harassment) which the Supreme Court has held constitutes content which can be proscribed
- A statement agreeing to comply with the CVCC Policy titled Free Speech, Public Assembly, and Distribution/Petitioning (Policy 4.4)
The President has established the following restrictions regarding Expression Activities.
- Expression Activities may only be conducted in locations that will not disrupt the normal operations of CVCC or activities previously scheduled by CVCC.
- Expression Activities may not be conducted at times when CVCC is closed. These closed times at a minimum would normally include 10 p.m. to 7 a.m. Monday through Saturday, all day on Sundays, and days identified in the CVCC institutional calendar as institutional holidays.
If in CVCC’s planning for requested expression activities it is determined that additional security or other resources will be needed, then authorization may be contingent upon those requesting agreeing to bear the costs incurred for those additional resources.
All regular full time individuals receiving initial appointments to permanent or time-limited positions serve a probationary period of at least 90 calendar days from the date of hire. A probationary period does not apply for a RIF priority candidate who is reemployed, or a former CVCC employee having a break in service not greater than 31 days. The probationary period serves as an extension of the selection process. It provides time for the new employee to adjust and allows the supervisor time to ensure the new employee can satisfactorily meet performance expectations before granting permanent status. The probation period provides an opportunity for a new employee to demonstrate the ability to perform the essential functions of his/her job.
A new probationary period may not be imposed as a result of the following employee changes:
- promotion of a permanent employee,
- transfer of a permanent employee,
- demotion of a permanent employee,
- RIF priority re-employment with less than a 31-day break-in-service, or,
- reassignment of a permanent employee, or
- return from leave without pay.
An employee with reduction-in-force (layoff) re-employment priority status and who has had a break in service, of 31 days, may be required to serve a new probationary period if:
The essential duties and responsibilities of the position into which the employee is being re-employed are significantly different from those of the position held at the time of reduction-in-force notification, or in the judgment of the hiring department, a new probationary period is justified, and the hiring department has received prior approval in writing from the President’s office.
The layoff/RIF re-employment employee shall be notified in writing of the decision to require a new probationary period. A decision by the hiring department to require a new probationary period will not nullify the employee’s right to another future period of priority status should that employee receive notification of separation through reduction-in-force while serving in probationary status.
Supervisors are required to work closely with employees during this period. Frequent discussions on employee progress are also required. The employee must be notified in writing of the successful completion of their probationary period.
Probationary employees are not subject to (or protected by) the successive disciplinary steps required for permanent employees.
Exception to the 90-Day Probationary Period
A department’s management may extend the initial probationary period if it can justify the need for additional time to determine the new employee’s ability to meet performance standards. If justified, departments can extend the 90 calendar-day probationary period by 30 calendar-day increments. The probationary period cannot last more than 270 calendar days. Any extension of the probationary period must be based on one or more of the following conditions:
1. The complexity of the work is such that the employee has not had sufficient time to acquire or demonstrate possession of the full range of skills required for the position. It is allowable for a department with specialized and/or scarce skills requirements to establish a standard six-month probationary period as a condition of employment. This must be explained to candidates during the job offer process.
2. The employee is progressing, but the department would like additional time to assess the new employee’s performance.
3. The employee is progressing, but the department would like to give the employee more time to acquire additional skills.
4. An extended illness, accident or other intervening event (typically more than two weeks) has prevented the employee from acquiring or demonstrating the full range of skills required for the position.
5. A performance and/or conduct issue has occurred that makes management want to have more time to assess the new employee’s suitability for continued employment. The performance/conduct issue must be documented.
The employee must be notified in writing of the extension of the probationary period prior to the end of the active probationary period. If management fails to provide written notification of the probationary extension to the employee on or before the last day of the active probationary period, then the probationary period will be considered satisfied.
Social Media Procedures
CVCC supports the appropriate use of social media in accordance with section 4.18 of the CVCC Policies.
“Social media” is a conversation between the college and students, prospective students, parents, the community and many other entities and individuals. It is a very public social arena where the rules of engagement change frequently.
Social media offers a chance to build a sense of community and to empower our students and ourselves by offering an open exchange of ideas and fostering interaction. This tool allows us to share both insights and information in a globally distributed conversation. To foster that atmosphere, the following should be observed:
1. When establishing a social media site, the Community Relations Department will assist in the creation of the primary account, or administrative access must be given to a member of the Community Relations staff.
2. All social media sites representing the college must clearly state this by including “CVCC” in the name of the site.
3. CVCC social media sites should be open to posting to encourage engagement.
4. Posts that are obscene, harassing sexually or racially, personally insulting, profane or derogatory will be deleted.
5. Conduct on official CVCC social media sites that is not acceptable at CVCC will result in disciplinary action according to student and/or employee disciplinary policies.
6. Use of social media on behalf of CVCC is subject to Policy 4.3 Public Representation of CVCC and Policy 4.18 Technology Resources (Acceptable Use).
General Guidance for Social Media:
1. Remember, it is a conversation, but avoid unnecessary or unproductive arguments.
2. Be authentic—be YOU.
• Be transparent.
• Speak for yourself and ensure the audience knows that you are not speaking on behalf of others.
3. Respect your audience.
• Take responsibility; you are what you write.
• If you alter a previous post, note that you have done so.
• If you make a mistake, be the first to correct it.
• If you think your comment may be inappropriate, stop before you hit SEND. You may delete the comment, but an impression is made once it is read by others.
• Do not engage in any conduct that is unacceptable at CVCC (no obscenity, racial slurs, personal insults, profanity, etc.).
• Do not post confidential or proprietary information about CVCC, our students, alumni or fellow employees.
4. Like email, posts to CVCC social media sites are public record. Any communication via the sites may be subject to monitoring and disclosure to third parties.
5. When posting in an official capacity as a faculty or staff member, uphold CVCC’s mission and vision. Keep your personal views separate.
6. Know and follow CVCC’s guidelines for employee and student behavior.
7. Respect and follow copyright and fair use laws.
8. Represent CVCC well and make us proud!