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General Operations

General Operations Policies: 4000s

4010: Accessible Room Reassignment

Highline College is committed to providing access to classrooms and educational spaces for all. The College will assist in finding a classroom that is accessible, upon request by the student.

Revised November 2016 by Policy Development Council

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4020: Advertising on Exterior Campus Bulletin Boards

The center for Leadership and Service maintains exterior campus bulletin boards for on-and off-campus events and activities. Anyone wishing to post materials should go to the Center for Leadership and Service for approval and posting procedures.

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4030: Cultural Diversity Policy

Highline College actively promotes and supports a learning and work environment which ensures social justice, mutual respect, understanding, civility, and non-violence. Highline College is committed to the elimination of discrimination based on biological sex, gender identity and expression, sexual orientation, race, ethnic background, national origin, class, economic status, age, military and veteran status, disability, language, culture, and religious beliefs.

Original Signed January 14, 2016 Altmayerayerayer, Chair Highline College Board of Trustees Approved by the Board of Trustees January 14, 2016.

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4040: Alcohol Policy

All possession, consumption, and distribution of alcohol at Highline College shall be in accordance with all applicable Washington State laws and Highline College policies and procedures.

Alcoholic beverages may only be served at on-campus events with the prior written approval of the Vice President for Administration. No alcohol may be served at on-campus College events and activities during the regular business hours of 8 a.m. to 5 p.m., Monday through Friday.

No college employee may possess or consume alcohol while on pay status.

Alcohol may not be served or consumed at any event sponsored or funded by student clubs or organizations, regardless of on or off campus.

Possession, consumption, and distribution of alcohol to and by anyone under the age of 21 is strictly prohibited on Highline College premises, including in all buildings owned, occupied, managed, or used by the college.

Revised November 2016 by Policy Development Council

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4050: Debts to the College

Highline College may pursue collection efforts on any outstanding debts as authorized by RCW 19.16.500. In addition, the College may withhold services, including registration and transcripts, for outstanding debts as described in WAC 132I-122.

College debts include outstanding tuition and fees, returned checks, library fines, bookstore rentals, financial aid repayments, late fees, Student Tuition Easy Payment (STEPP) payments and fees, parking citations, and other fees and fines owed to Highline College. Students and other debtors are responsible for paying all financial charges owed to Highline College upon the due date.

Revised November 2016 by Policy Development Council

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4060: Drug-Free Policy

Highline College strictly prohibits the unlawful possession, use or distribution of controlled substances, including marijuana, on the college premises.  The college premises is defined as all buildings and spaces owned, occupied, managed, or used by Highline College.

While Washington State I-502 decriminalizes the possession and use of marijuana under state law, the initiative prohibits the consumption of marijuana in public spaces, limits the use of marijuana to persons aged 21 years or older, and prohibits driving under the influence of marijuana.  Initiative 502 does not repeal regulations prohibiting the use of marijuana and other controlled substances on college campuses.  Federal laws criminalizing the manufacture, sale, and use of marijuana remain in place, as do federal regulations that require institutions of higher education to maintain drug-free campuses to qualify to receive federal financial aid (Attorney General of Washington, 2012).

Revised and updated April 27, 2018.

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4070: Early Closure Policy

On these occasions during the year Highline College closes its campus offices one hour early at 4:00 p.m.:

  • The day before the Thanksgiving holiday
  • The day before the Christmas holiday
  • The day before the New Year’s Day holiday

For information about emergency closures, visit the Suspended Operations Procedure page on the Human Resources site.

Exceptions to this are any services required for the operation of evening classes, security and maintenance. Those areas will maintain regularly scheduled hours.

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4080: Equal Employment Opportunity Policy

The Highline College Board of Trustees herein reaffirms its policy of equal employment regardless of race, color, creed, religion, national origin, sex, sexual orientation, age, marital status, disability, genetic information or status as a disabled veteran or Vietnam era veteran.

The Board is committed to affirmative action for Native Americans/Alaskan Natives, Asians/Pacific Islanders, Blacks, Hispanics, women, persons age 40 and over, persons with disabilities, disabled veterans, and Vietnam era veterans.

This policy applies to all levels and in all segments of the College involving both academic and staff employees. The goal of the College is to ensure that there is truly equal opportunity for everyone. To this end, all matters relating to compensation, benefits, transfers, layoffs, return from layoff, college sponsored training, education, tuition assistance, social and recreation programs will be free of discriminatory practices without regard to race, color, creed, religion, national origin, sex, sexual orientation, age, marital status, disability or status as a disabled veteran or Vietnam era veteran. The College, consistent with the Genetic Information Nondiscrimination, will not obtain any genetic information (including family medical history) from applicants or employees. It is the obligation of the Board, administration, and other supervisory personnel to ensure that faculty and staff at all levels carry out the intent and the spirit of this Equal Employment Policy and Affirmative Action Program.

The President of Highline College has the overall responsibility for assuring that the equal employment opportunity program is carried out, and has designated the Executive Director of Human Resources, (206) 592-3320 , as the Affirmative Action Officer for Highline College. It is the Board’s intent that this policy be carried out as a positive commitment by Highline College staff at all levels.

The President, on an annual basis, will publish a statement to all staff expressing commitment to this policy.

Report discrimination to: Executive Director of Human Resources MS 99-200, P.O. Box 98000 Des Moines, WA 98198-9800 (206) 592-3320

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4090: Weapons on Campus

Highline College strictly prohibits the possession of any weapon on campus, except for commissioned law enforcement personnel, legally authorized military personnel, or approved contractors, while in performance of their duties.  Weapons are defined as any firearm, cutting or stabbing instrument, club, explosive device, or any other objects designed or likely used to inflict bodily harm.

Employees, students, and visitors with a valid concealed weapons permit may store a firearm in his or her vehicle parked on campus in accordance with RCW 9.41.050 (2) or (3), provided the vehicle is locked and the weapon is concealed from view.

The president or designee may grant permission to bring a weapon on campus upon a determination that the weapon is reasonably related to a legitimate pedagogical purpose. Such permission shall be in writing and shall be subject to such terms or conditions incorporated in the written permission.

Adopted April 27, 2018 

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4100: Job Related Injury or Illness Policy

Highline College and the State of Washington are committed to the safety and well-being of their employees. The Department of Labor & Industries (L&I) maintains industrial insurance through the Washington State Fund to protect both workers and employers from the financial impact of a work-related injury or occupational disease. It pays for an injured worker’s approved medical, hospital and related services that are essential to his/her treatment and recovery. An injured worker who is temporarily unable to work may also receive partial wage replacement payments. 

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4110: Non-Discrimination-Harassment Policy

It is the policy of Highline College to provide equal opportunity in education and employment and not discriminate on the basis of race, color, national origin, age, disability, sex, sexual orientation, marital status, creed, religion, or status as a veteran of war as required by Title IX of the Educational Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, Title VI of the Civil Rights Act of 1964, the Age Discrimination Act of 1975, RCW 49.60.030 and their implementing regulations. Prohibited sex discrimination includes sexual harassment (unwelcome sexual conduct of various types).

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4120: Recycling Policy

Highline College recognizes the need for sustainable waste management and the need to protect natural resources. Therefore, the College will support a cost effective program that recycles products such as paper, glass, aluminum and plastic.

Approved by Priscilla J. Bell, Highline President, June 15, 2005.

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4130: Refund Policy

All requests to withdraw from classes must be received by the Registration office. Students may withdraw from a class via Web registration or at the Registration office. Tuition and fee refunds are issued according to the schedule published in the quarterly class schedule or visit Dates and Deadlines.

Refunds require three weeks to process. Students receiving any form of financial assistance must consult with the Financial Aid office to determine the appropriate refund amount.

Summer Quarter, Late Start, Short Courses

Refunds for these courses will be computed on the basis of the number of instructional hours offered before withdrawal documentation is received in the Registration office. If the number of instructional hours offered is equivalent to five instructional days or less of the regular academic quarter, 100 percent of the amount paid will be refunded.

Canceled Classes

When a class is canceled by the college, the total amount paid for that class will be refunded unless the student enrolls in a replacement class. If the replacement class is for fewer credits than the canceled class, the difference will be refunded.

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4141: Sexual Harassment Policy

Sexual harassment is illegal under Title VII of the Civil Rights Act and Title IX of the Educational Amendment and is against Highline College's policies and will not be tolerated in any form. It shall be the policy of Highline College, consistent with its efforts to respect the dignity and integrity of employees, students and the general public, to provide an environment free of sexual harassment.

Sexual harassment is any unwanted verbal or physical sexual attention that is repetitive and one-sided. Report sexual harassment to:

Report sexual harassment to:
Danielle K. Slota
TiIXe IX Coordinator
Executive Director, Office of the President
Highline College
(206) 592-3600
TitleIX@highline.edu | dslota@highline.edu

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4150: Smoking Policy

Smoking is prohibited on campus except in designated areas (WAC 132I-124-010). In compliance with state law (Chapter 70.160 RCW), smoking of all kinds, including the use of electronic cigarette, is prohibited inside all buildings owned, occupied, managed, or used by the college. Smoking is also prohibited within twenty-five (25) feet from entrances, exits, windows, and ventilation intakes that serve an enclosed area. Smoking is prohibited in all college-owned and leased vehicles.

Revised November 2016 by Policy Development Council

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4160: Sustainability Policy

Highline College will commit to operate in a sustainable manner that simultaneously meets the economic, environmental, and social equity responsibilities of the College. The College will actively pursue currently implemented and innovative methods of sustainability in all three areas. Such practices will be applied throughout the campus, as a part of College’s relevant instructional practices, purchasing procedures, and resource management.

Developed by Associated Students of Highline College
Approved by Jack Bermingham Highline College President April 7, 2011.

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4170: Telecommuting Policy

Highline College supports the concept of telecommuting and encourages the practice in those circumstances where telecommuting does not detract from the efficient or effective delivery of the services of the college. The benefits of telecommuting include: increased productivity and compliance with the State’s efforts to reduce traffic congestion during peak periods. Final approval for telecommuting is granted by the appropriate member of the Executive Staff.

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4180: Meals and Light Refreshments

Specified OFM Policies 70.10 and 70.15 and in accordance with RCW 43.03.050, this policy establishes the guidelines for the purchasing and serving of food and light refreshments, using College funds, at a business meeting at Highline College. Meals and/or light refreshments may be purchased and served to college employees at business meetings, including workshops, conferences, and formal training sessions, under the following conditions:

The purpose of the meeting is to conduct state business or to provide formal training that benefits the state; and

The Vice President for Administration or designee has approved, in writing, the purchasing and serving of food and/or light refreshments PRIOR to the event, and

The meal or light refreshment is an integral part of the meeting or training session; and

The meeting or training session takes place away from the employee’s or official’s regular workplace; and

The college requires the employee(s) to attend the business meeting; and

The college obtains a receipt for the actual costs of the meals or the light refreshments. Cost per person may not exceed allowable per diem.

Expenditures for meals and/or light refreshments are prohibited in the followsituatioOFMoOOFM(OFM 70.10.30 & 70.15.20):

For anniversaries of agencies, receptions for new, existing, and/or retiring employees or officials. EXCEPTION: Events that are a part of an official employee recognition program approved by the College are allowed.

Any “hosting” activities, including but not limited to activities intended for

  • lobbying a legislator or government official
  • Election celebrations
  • Normal daily business of Highline College employees
  • Staff meetings
  • Social events or open houses

The use of Services and Activities Fees for meals & light refreshments shall be in accordance with RCW 28B.15.031, RCW 28B.15.045, and subject to the approvals of the Board of Trustees.

This Meals & Light Refreshment policy was recommended for adoption by PDC on December 7, 2017, and updated on February 7, 2024, due to changes in OFM Policies 70.10 and 70.15.

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4190: Ethics

It is the policy of Highline College that its employees uphold the highest standards of ethical conduct and professional behavior as applicable under the Ethics in Public Service law (RCW 42.52).

All newly hired employees must complete the Washington State Executive Ethics Board training within the first 90 calendar days of their employment.

The Vice President for Administration shall serve as the Chief Ethics Officer for Highline College and shall be responsible for providing and interpreting guidelines, advisory opinions, information, and training as applicable per the Washington State Executive Ethics Board rules.

Recommended for adoption by PDC December 7, 2017.

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4210: Animals on Campus

Highline College provides individuals with disabilities, who require the assistance of a service animal, with equal opportunity to access College property, courses, programs, and activities. This policy complies with Americans with Disabilities Act (ADA) of 1990 as amended (revised 2009); Section 504 of the Rehabilitation Act of 1973; Washington Law against Discrimination Chapter 49.60 RCW.

In accordance with the ADA Title II and Title III, a service animal is defined as “any dog (or any miniature horse) individually trained to do work or perform tasks for the benefit of an individual with a disability, including a physical, sensory, psychiatric, intellectual, or other mental disability.” All other animals are not allowed inside buildings operated, owned, or leased by Highline College.

Animals owned or used by Highline College for instructional and programmatic purposes are exempted from this policy. The department or program responsible for these animals must comply with all appropriate procedures and practices to ensure the safety of the animals as well as of the employees and students.

Policy approved and adopted by the President June 17, 2020.

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4220: Facility Use

Highline College is a State-supported public educational institution. All of its facilities, including campuses, buildings, and properties, shall be reserved at various times during the day for the exclusive and priority use of activities relating to the educational mission and normal operations of the college. At other times and to the extent space is available, certain designated facilities may be made available for use by community groups and individuals for purposes compatible with Highline College’s educational mission and strategic goals.

Approved and adopted by the President June 17, 2020.

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4250: Reporting Crimes and Emergencies on Campus Policy

In compliance with the Jeanne Clery Act (34 CFR 668.46(b)) the Public Safety Office at Highline College is designated as the official reporting authority for crimes, including all Clery reportable crimes, occurring at Highline College campus and the immediate Clery geographical area.

All members of the College community, including students, faculty, staff and visitors, are encouraged to report all crimes and other public safety concerns to Public Safety in a timely manner. If an emergency situation arises that poses an immediate threat to the life and safety of a person or others, the reporting party should first dial 911 to notify the appropriate local law enforcement or emergency responder. Des Moines Police Department has primary jurisdiction for Highline College campus, Campus View Student Housing, and the MaST Building. Kent Police Department has primary jurisdiction for Building 99 Outreach Center, due to its location within the Kent City limits.

All witnesses to a crime and crime victims, including crime victims who elect not to or are unable to make a formal complaint or who do not want to pursue action within the college or the criminal justice system, are encouraged to report crimes on a voluntary, confidential basis to the Public Safety Department. The Public Safety Department can file a confidential report detailing the incident without revealing the identity of a victim or witness, to the extent allowed by state and federal laws.

Definitions:

On Campus Clery Act geography includes any building or property owned or controlled by an institution within the same reasonably contiguous geographic area and used by the institution in direct support of, or in a manner related to, the institution’s educational purposes, including residence halls.

Notes:

This policy has been created to meet compliance with Federal Jeanne Clery CFR CFR CFR 668.46(b)).

Adopted by the President June 17, 2020.

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4260: Timely Warning Policy

In compliance with the Jeanne Clery Act (CA Handbook Section 6-12), Highline College Public Safety Office will issue “timely warning” notifications about crimes, occurring on campus or within our Clery Act geography area, that have been reported to the Public Safety Department or local law enforcement AND are considered by the college to represent a serious or continuing threat to students and employees.
 

The primary intention of “timely warning” notifications is to provide pertinent information to enable the campus community members to protect themselves. The decision to issue a timely warning is made on a case-by-case basis, taking into account of the nature of the crime, the continuing danger to the campus community, and the possible risk of compromising law enforcement efforts. “Timely warning” notifications will contain relevant information about the crime, including the potential of an on-going threat, AND safety guidelines to help in the prevention of similar crimes. As pertinent information is available the Public Safety Office will issue “timely warnings” utilizing various means to reach as many students and employees as possible, including email, text alerts, and posted notifications around the campus.

Definitions:

On Campus Clery Act geography includes any building or property owned or controlled by an institution within the same reasonably contiguous geographic area and used by the institution in direct support of, or in a manner related to, the institution’s educational purposes, including residence halls.

Notes:

  • This policy has been created to meet compliance with the Federal Jeanne Clery Act (34 CFR 668.46(e)).

Adopted by the President June 17, 2020.

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4280: Missing Student Policy

In compliance with the Jeanne Clery Act Missing Student Notification Requirements (Policy Disclosure Citation 34 CFR 668.46(b)(14)) this policy is intended to provide process for reporting, investigating, and notifying emergency contacts concerning a missing student.

Any individual who believes that a student living in on-campus housing is missing should notify the Public Safety Department immediately. Once a report is filed with the Public Safety Department, an investigation will commence.

A person is presumed missing when their absence is inconsistent with their established patterns of behavior and the deviation cannot be readily explained. Before presuming that a person is missing, reasonable measures should be taken to determine that no one familiar with the person has seen or heard from the person for an unusual period of time or is aware of where they may be. At that point, they need to notify Public Safety at 206-592-3218. Should the investigation result in the conclusion that the student is a missing person, the Public Safety Department will notify the Des Moines Police Department.

No later than 24 hours after determining that a student is missing, the Public Safety Department will notify the student’s emergency contact (for students 18 and older) and the parent/guardian (for students under the age of 18 and not emancipated) that the student is believed to be missing.

Emergency Contact: All students living in on-campus housing have the option to confidentially identify and register one or more individuals to be contacted if the student is determined to be missing. The contact person may be anyone and is not limited to parents/guardians. Contact information will be accessible only to authorized campus officials, and it may not be disclosed, except to law enforcement personnel in furtherance of a missing person investigation.

Definitions:

  • In compliance with the Jeanne Clery Act, the College’s missing student regulations relate only to students who reside in on-campus housing.
  • On-campus housing is defined as any student housing facility that is owned or controlled by the institution, or is located on property that is owned or controlled by the institution, and is within the reasonably contiguous geographic area that makes up the campus is considered an on-campus student housing facility.
  • This policy is in compliance with the Jeanne Clery Act Missing Student notification policy disclosure 34 CFR 668.46(b)(14).

Adopted by the President June 17, 2020.

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4290: Security of and Access to Campus Facilities Policy

The Public Safety Department is responsible for providing a safe and secure environment for all of Highline College campus and other property owned or controlled by The College. All buildings on campus are secured by either an electronic or mechanical lock. During regular business hours, all public spaces are open to all students, employees, and visitors. Other spaces including faculty offices, specialized classrooms, and labs may only be accessed by authorized individuals with issued keys or key cards. All requests for keys and access control are managed by the Public Safety Department. The Department also maintains and monitors a camera surveillance system for the exterior parking lots.
 

Highline College student housing complex, a leased property, is currently managed by a contracted property management company. Only student residences are issued key-card access to the housing complex. A camera surveillance system monitors the lobby and exit to the building.

Facilities and landscaping are maintained in a manner that minimizes hazardous conditions. The Facilities and Public Safety departments are responsible for insuring pathways and parking lots are well lit and landscaping is trimmed to increase visibility. Other members of the College community are encouraged to report unsafe conditions to the Highline College Facilities Department at (206) 592-3260.

Notes:

  • This policy has been created to meet compliance with Federal Jeanne Clery Act (34 CFR 668.46(b)).

Adopted by the President June 17, 2020.

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4310: Policy Development Council Membership

To ensure a transparent and collaborative process, The Policy Development Council (PDC) will have the responsibility for evaluating, assessing, and making recommendations on all proposals for a new or a change in a Board or College policy.  In addition, at the request of a respective Executive Cabinet member, the PDC may also be asked to review and make recommendations on a new or a change in a college procedure.

The Policy Development Council shall compose of the executive, chair, or their respective representative, of the following campus divisions and major organizations:

  • Instructional Cabinet
  • Student Services/Affairs Cabinet
  • Administrative Services Division
  • Institutional Advancement Division
  • President’s Office
  • Faculty Senate
  • Faculty Union (HCEA)
  • Classified Staff Union (WPEA)
  • Student Government

The President may appoint additional members to PDC based upon input of the Council.

Adopted by The President October 2020.

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4320: Records Retention Policy

Purpose

The purpose of this policy is to ensure that necessary records and documents of Highline College are adequately maintained, and to ensure that records that are no longer needed or are of no value to Highline College are discarded at the proper time.

Policy

To ensure the appropriate retention and disposal of records, Highline College follows the records retention schedule outlined by the State of Washington, State Board for Community and Technical Colleges, and the federal Department of Education regulations, as well as the Veterans Administration policies where appropriate.

Washington Community and Technical College Records Retention Schedule (Version 2.1 (December 2022))

Department Of Education Records Management

Veterans Affairs Information

PDC first reading Jan 21, 2021
Second reading Feb 4, 2021
ApprovedPDC PDC Feb 18, 2021
Adopted by the President March 16, 2021

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4330: Respectful Work Environment Policy

The college values professionalism among its employees and representatives in carrying out the college’s mission. Professionalism includes demonstrating excellence, integrity, respect, compassion and accountability in all our work interactions and responsibilities. College employees demonstrate professionalism by treating their positions as a public trust, using their official powers and duties and the resources of the college only to advance the public interest.

Civility in the workplace contributes to our institutional ability to cultivate and maintain a climate of justice. We recognize the terms "civility" and "respect" have historical contexts and may be interpreted differently based on individual backgrounds. The intent of the policy is to protect all employees’ well-being in the workplace. The definitions and process here also provides a framework for the college to address undeniable realities such as the existence and pervasiveness of discrimination, oppression, racism, white privilege, sexism, and individual biases.

All employees, volunteers or others representing the college are expected to conduct themselves in a professional manner that promotes a safe, inclusive, healthful and productive work environment. Employees are expected to perform job responsibilities, adhere to workplace principles in matters of personal conduct, and exhibit a high degree of personal integrity, ethics and professionalism at all times while on the job. Employees are expected to be courteous, respectful, and helpful to students, vendors, customers, visitors and other employees in all their work assignments. Employees are to support the mission and values of Highline College and perform their assigned duties and responsibilities in a manner deserving of the public trust.

Inappropriate behavior includes, but is not limited to, the following:

  • Behaviors (such physical assault, uninvited physical contact, verbal assault) or language (written or verbal) that offend, degrade, or humiliate members of the college community.
  • Actions, communication, or behaviors that interfere with another employee’s work performance or their ability to do their job.
  • Threats or similar intimidating behavior.
  • Retaliatory actions (e.g., sabotage).
  • Obstruction of established operational goals, beyond what would be considered respectful dissent.
  • Contributing to a hostile work environment, typically caused by discriminatory workplace harassment based on race, color, religion, national origin, disability, genetics, age, or sex; or it is caused by retaliation in violation of a discrimination law; or based on language fluency.
  • Violates rules of professional ethics.
  • Insubordination.

Inappropriate behavior does not include

  • The expression of controversial or differing viewpoints that may be offensive to some persons, so long as (1) the ideas are presented in a respectful manner, and (2) such expression does not materially obstruct college operations.
  • Regular supervisory-subordinate interactions, including but not limited to, corrective action, discipline, unsatisfactory evaluations, plans for improvement, or probation.

Supervisor Responsibility

It is the responsibility of supervisors and managers to address inappropriate behavior.

Supervisors are expected to demonstrate leadership in exhibiting and promoting professionalism, civility, and respect. This includes setting clear expectations and managing performance of those they supervise in accordance with these standards through regular communication and timely performance reviews. This also includes respecting diversity of opinion and not retaliating against subordinates as a consequence of their offering respectful, dissenting views. Finally, supervisors are expected to address professionalism, civility, and respect concerns and deficiencies through counseling, discipline, or other action as appropriate in accordance with labor agreements, and policies and procedures of the college.

Any employee, volunteer, or others representing the college who displays inappropriate behavior is subject to disciplinary action. The college may impose sanctions on employees who violate the Workplace Civility and Respect Policy, consistent with appropriate college policies and collective bargaining agreements.

Procedures

For employees covered by collective bargaining agreements, supervisors and managers are expected to apply this policy in a manner consistent with the principles of due process, just cause, progressive corrective action, and any applicable requirements of the labor agreements.

Workplace civility and respect requires that issues be addressed by a process that is fair, with a true desire for conflict resolution and without undue delay. The best resolution occurs when the parties work out agreements privately among themselves and/or with the assistance of their supervisor. However, if assistance is needed, then any party may bring the issue to their supervisor, human resources, union representative, or the next higher individual of authority if concerns involve the supervisor. Faculty may engage their union or Faculty Senate, as appropriate.

The human resources department can provide individuals with advice and strategies to attempt to resolve these issues at the most informal levels between or among employees and with their supervisors.

If an employee’s inappropriate behaviors persist, college employees should initiate complaints formally (in writing) or informally with the appropriate supervisor. Copies of any written complaints and responses shall be sent to the executive director for human resources.

Adopted by The President January 5, 2023.

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4340: Pregnancy and Related Conditions

Policy

Highline College (the College) has a responsibility to prevent sex discrimination and ensure equal access to the College’s education programs and activities. As required by TiIXe IX of the Educational Amendments of 1972, this policy prohibits discrimination against any student, employee, applicant for employment, or anyone who was participating or attempting to participate in the College’s education program or activity (collectively, College Community Members) based on their current, potential, or past pregnancy or related conditions.

Definitions

  1. Pregnancy or Related Conditions means:
    1. Pregnancy, childbirth, termination of pregnancy, or lactation;
    2. Medical conditions related to pregnancy, childbirth, termination of pregnancy, or lactation; or
    3. Recovery from pregnancy, childbirth, termination of pregnancy, lactation, or related medical conditions.
  2. Program and Program or Activity means all of the operations of the College.
  3. Student means a person who has gained admission to the College.
  4. Reasonable Modifications means changes to the College’s policies, practices, or procedures as necessary to prevent sex discrimination and ensure equal access to the College’s education program or activity for a student experiencing pregnancy or related conditions. Reasonable modifications are based on a student’s individualized needs and are determined in consultation with the student. A modification that the College can demonstrate would fundamentally alter the nature of its education program or activity is not a reasonable modification. Reasonable modifications may include, but are not limited to:
    1. breaks during class to express breast milk, breastfeed, or attend to health needs associated with pregnancy or related conditions, including eating, drinking, or using the restroom;
    2. intermittent absences to attend medical appointments;
    3. access to onlinehomeboundound education;
    4. changes in schedule or course sequence;
    5. extensions of time for coursework and rescheduling of tests and examinations;
    6. allowing a student to sit or stand, or carry or keep water nearby;
    7. counseling;
    8. changes in physical space or supplies (for example, access to a larger desk or a footrest);
    9. elevator access;
    10. voluntary leave of absence, or
    11. other changes to policies, practices, or procedures.

Students

Responsibility to Inform Students 

The College has the responsibility to promptly and effectively prevent and respond to sex discrimination, including discrimination on the basis of pregnancy or related conditions. When a student informs any College employee, including confidential employees of the student’s pregnancy or related conditions, the employee must:

  1. Promptly provide the student, verbally or in writing, the Title IX Coordinator’s contact information, and
  2. Inform that student that the Title IX Coordinator can coordinate specific actions to prevent sex discrimination and ensure the student’s equal access to the College’s education program or activity.

If the employee reasonably believes that the Title IX Coordinator has already been notified of a student’s pregnancy or related condition, they are relieved of their responsibility to inform in this instance. Absent information about conduct that reasonably may constitute sex discrimination, employees should not directly inform the Title IX Coordinator of a student’s pregnancy or related conditions. No College employee shall approach a student unprompted and ask about their pregnancy or related condition, or make assumptions about a student’s needs or medical status.

Nothing under this policy or Title IX obligates a student to seek reasonable modifications for their pregnancy or related conditions after receiving the Title IX Coordinator’s information, nor does it obligate the student to accept offered reasonable modifications.

TiIXe IX Coordinator’s Responsibility to Act 

When a student informs the Title IX Coordinator of their pregnancy or related condition, the Title IX Coordinator will provide the student with information about the College’s Title IX policies and procedures, including information about requesting and receiving reasonable modifications.

Reasonable Modifications

At the student’s request, the Title IX Officer will work with the student to identify reasonable modifications to any policy, practice, or procedure necessary to prevent sex discrimination and to ensure equal access to the College’s education programs or activities based on the student’s individualized needs. A modification that fundamentally alters the nature of an education program or activity is not a reasonable modification. It shall be the responsibility of the College to demonstrate if a particular modification would be a fundamental alteration, and to consult with the student to identify alternative reasonable modifications.

During this process, the Title IX Coordinator shall not inquire about the specific circumstances surrounding a student’s pregnancy or related conditions and will maintain the student’s privacy at all times unless reasonably necessary to ensure reasonable modifications are implemented promptly and effectively.

Nothing in this policy precludes a student from participating in any part of an education program or activity due to pregnancy or related conditions, including athletics and other extracurricular activities. The College does not engage in prohibited discrimination when it allows a student, based on pregnancy or related conditions, to voluntarily participate in a separate portion of its education program or activity, e.g., allowing a pregnant student who is confined to bed rest to access an in-person course online, provided that the College ensures that the separate portion is comparable to that offered to students who are not pregnant or have related conditions.

A student can voluntarily take a leave of absence from the College’s education program or activity to cover, at minimum, the period of time deemed medically necessary by the student’s licensed healthcare provider. Students who elect to take a voluntary leave of absence in relation to pregnancy or a related condition will be reinstated to the same extracurricular status upon returning from leave, unless exact reinstatement would not be administratively possible or practicable under the circumstances.

Appeal of Reasonable Modifications

A student has the right to appeal any reasonable modification to an impartial reviewer in accordance with the following procedure:

If a student becomes dissatisfied with their reasonable modifications or undergoes a change of circumstances that warrants revisions to their reasonable modifications, the student may submit a request to revise their reasonable modifications to the Title IX Coordinator. The Title IX Coordinator will respond to such a request within ten (10) business days. If the student disagrees with the Title IX Coordinator’s decision, they may submit a written appeal to the Supportive Measures Review Officer or their designee within five (5) business days of receiving the Title IX Coordinator’s decision. Review of the appeal shall be performed by an impartial employee with authority to modify or reverse the Title IX Coordinator’s decision to provide, deny, modify or terminate reasonable modifications applicable to the student seeking review. Challenged reasonable modifications will be reviewed to determine whether they are meeting the purposes of preventing sex discrimination and ensuring equal access to the College’s education programs and activities.

Supporting Documentation

The College may in certain instances ask a student seeking reasonable modifications to produce supporting documentation to validate their pregnancy or pregnancy related condition. The College will not require supporting documentation to validate a student’s pregnancy or related condition if:

  • a student’s need for a specific modification is obvious;
  • if the student has previously provided sufficient supporting documentation;
  • when the reasonable modification because of pregnancy or related conditions at issue is allowing a student to carry or keep water nearby and drink, use a bigger desk, sit or stand, or take breaks to eat, drink, or use the restroom;
  • when the student has lactation needs; or
  • when the specific modification is available to students for reasons other than pregnancy or related conditions without submitting supporting documentation.

In addition, the College will not require certification from a healthcare provider or any other person to determine if a student who is pregnant or has related conditions is physically able to participate in a class, program, or extracurricular activity unless:

  1. The certified level of physical ability or health is necessary for participation in the class, program, or extracurricular activity;
  2. The College requires such certification of all students participating in the class, program, or extracurricular activity; and
  3. The information obtained is not used as a basis for discrimination prohibited by this Policy.

Employees

Under Title IX, the College treats all employees’ pregnancy or related conditions as it does any other temporary medical conditions for all job-related purposes, including commencement, duration and extensions of leave, payment of disability income, accrual of seniority and any other benefit of service, and reinstatement, and under any fringe benefit offered to employees by virtue of employment. Employees who are pregnant or experiencing related conditions have the right to take leave, including voluntary unpaid leave, as outlined in the Family and Medical Leave Policy, the Leave and Attendance Policy, and respective collective bargaining agreements.

Under the Pregnant Workers Fairness Act (PWFA) and Providing Urgent Maternal Protections for Nursing Mothers Act (PUMP Act), the College offers reasonable workplace accommodations for employees affected by pregnancy, childbirth, or related medical conditions. The College will always provide the following reasonable accommodations to employees experiencing pregnancy or related conditions, as needed, without requesting written certification from a healthcare professional:

  1. Providing frequent, longer, or flexible restroom breaks;
  2. Modifying a no food or drink policy;
  3. Providing seating or allowing the employee to sit more frequently;
  4. Refraining from lifting more than 17 pounds; and
  5. Providing reasonable break time for an employee to express breast milk for two years after the child’s birth each time the employee has need to express the milk and providing a clean and private location, other than a bathroom, which may be used by the employee to express breast milk.

The College may provide other reasonable accommodations, some of which may require written certification from a healthcare professional, which may include but are not restricted to:

  1. Job restructuring, including modifying a work schedule, job reassignment, changing a workstation, or providing equipment;
  2. Providing a temporary transfer to a less strenuous or hazardous position;
  3. Scheduling flexibility for prenatal visits; and
  4. Providing any further accommodation the employee may need.

Under the PUMP Act, the College is not required to compensate an employee receiving reasonable break time for expressing breast milk for any work time spent for such purpose. However, as the time it takes to express breast milk is highly individualized, employees are encouraged to work with Human Resources and/or the Title IX Coordinator to ensure they have the flexibility to express breast milk as necessary.

Employees who are enrolled in the College’s education program or activity are eligible to receive reasonable modifications as outlined in the student section of this policy/procedure in order to sufficiently allow the employee to continue their educational progress as a student.

The College will not retaliate against employees affected by pregnancy or related conditions who request one of these changes, or deny them employment opportunities if they are otherwise qualified, or require them to take leave if an alternative is available. Additionally, pregnant employees with a pregnancy-related disability may have rights in addition to those listed here.

Lactation Space

The College has designated lactation space(s) on campus that is not a bathroom, which may be used by any person on campus for pumping or breastfeeding as needed, regardless of a person’s gender identity or gender expression. Any designated lactation spaces will be kept clean, will be private and accessible, and available for use whenever the building the space is open for use.

While there is lactation space available for use, the College recognizes that in Washington State, breastfeeding is permitted in any public place. Breastfeeding is not considered “indecent exposure,” and no one may stop another person from breastfeeding, require they cover themselves, move, or leave a public premises because they are breastfeeding. The decision of where to pump or breastfeed is at the person’s discretion, if consistent with Washington State law.

Reporting Policy Violations

If a College Community Member notifies the College of a failure to implement a reasonable modification or make a lactation space available, the College will promptly and effectively take additional steps to comply with their Title IX obligation to ensure that its education program or activity is free from discrimination on the basis of sex, including on the basis of pregnancy or related conditions. If a College Community Member files a complaint regarding the failure to implement a reasonable modification for pregnancy or a related condition or to make a lactation space available, this will constitute a report of sex discrimination, and the investigation procedure outlined in the Highline College Sex Discrimination Investigation Procedure will be initiated. To report violations of this Policy, contact the College’s Title IX Coordinator or their designee:

Danielle K. Slota
TiIXe IX Coordinator
Executive Director, Office of the President
Highline College
(206) 592-3600
TitleIX@highline.edu | dslota@highline.edu

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4350: Immigration Enforcement Protections Policy

Pursuant to RCW 43.10.310(2), Highline College (“the college”) adheres to all requirements of federal and state law. The provisions of this policy shall apply to Highline College and all school facilities, which include (but are not limited to) adjacent sidewalks, parking areas, sports facilities, and entrances and exits from said building spaces. Highline College’’s policies prohibiting participation or aid in immigration enforcement shall apply for enforcement activity against students and their families, staff, and volunteers.

College personnel shall presume that activities by federal immigration authorities, including surveillance, constitute immigration enforcement.

Access to Schools

  1. Highline College does not exclude students from receiving an education or unlawfully discriminate against anyone because of their race, color, national origin, age, disability, gender identity, immigration or citizenship status, sex, creed, use of a trained dog guide or service animal by a person with a disability, sexual orientation, or on any other basis prohibited by federal, state, or local law.
  2. Highline College shall ensure that all school staff and volunteers are aware of the rights of immigrant students to an education. 
  3. Highline College shall ensure that information reviewed to determine eligibility for in-state tuition or other benefits and any reporting requirements is limited only to the information necessary for in-state tuition or other benefits and any reporting requirements is limited only to the information necessary for residency determinations and in compliance with Keep Washington Working Act and any other applicable state or federal laws.
  4. Highline College shall separate all information on individuals with foreign student visa status (F, J and M visas) retained for the purpose of reporting to the Student Exchange and Visitor Information System (SEVIS) as part of the Student and Exchange Visitor Program from general enrollment platforms or other directory information.

Immigration Enforcement on School Grounds

  1. Highline College does not grant permission for any person engaged, or intending to engage, in immigration enforcement, including surveillance, access to school grounds or their immediate vicinity. Highline College staff shall direct anyone engaging, or intending to engage, in immigration enforcement, including federal immigration authorities with official business that must be conducted on school grounds, to the Office of Public Safety prior to permitting entrance. Highline College staff shall presume that activities by federal immigration authorities, including surveillance, constitute immigration enforcement.
  2. If anyone attempts to engage in immigration enforcement on or near Highline College grounds, including requesting access to a student, employee, or school grounds:
    1. Staff shall immediately alert and direct the person to Public Safety who shall verify and record the person’s credentials (at least, badge number and name), record the names of all persons they intend to contact, collect the nature of their business at the school, request a copy of the court order or judicial warrant, and log the date and time and forward the request to Public Safety for review by an ‘authorized designee’.
    2. Staff shall request that any person desiring to communicate with a student, enter school grounds, or conduct an arrest first produce a valid court order or judicial warrant.
    3. A Highline College authorized designee shall review the court order or judicial warrant for signature by a judge and validity. For Highline College to consider it valid, any court order or judicial warrant must state the purpose of the enforcement activity, identify the specific search location, name the specific person to whom access must be granted, include a current date, and be signed by a judge.
    4. Highline College shall review written authority signed by an appropriate level director of an officer’s agency that permits them to enter Highline College property, for a specific purpose. If no written authority exists, the authorized designee shall contact the appropriate level director for the officer’s agency to confirm permission has been granted to enter Highline College property for the specific purpose identified.
    5. Upon receipt and examination of the required information, the college president or authorized designee will determine whether access shall be allowed to contact or question the identified individual and shall communicate that decision to the requestor. 
    6. If the requestor is seeking access or information regarding a student under 18 years old, the authorized designee will make a reasonable effort, to the extent allowed by FERPA, to notify the parent/guardian of any immigration enforcement concerning their student, including contact or interview.
    7. The authorized designee shall request the presence of a Highline College representative to be present during any interview. Access to information, records, or areas beyond that specified in the court order or judicial warrant shall be denied.

For the purposes of this policy, ‘authorized designee’ refers to the following college positions:

Director of Public Safety and Emergency Management
Associate Director of Public Safety and Emergency Management
Executive Director, Office of the President
Vice President, Administrative Services
Vice President, Institutional Advancement

Gathering Immigration Related Information

  1. Highline College staff will not inquire about, request, or collect any information about immigration or citizenship status or place of birth of any person accessing services provided by, or in connection with the college. Highline College staff shall not seek or require information regarding or probative of any person’s citizenship or immigration status where other information may be sufficient for the college’s purposes. This does not prohibit residency officers or related staff from reviewing information from students or others 
  2. Highline College policies and procedures for gathering and handling student information during enrollment or other relevant periods shall be made available in writing to students and their guardian(s) at least once per school year in a manner that Limited English Proficient (LEP) individuals will understand. 
  3. If Highline College is required to collect and provide information related to a student’s national origin (e.g., information regarding a student’s birthplace, or date of first enrollment in a U.S. school) to satisfy certain federal reporting requirements for special programs, prior to collecting any such information or reporting it, Highline College shall (except with respect to reporting requirements necessary for compliance with the Student and Exchange Visitor Program):
    1. If feasible, consult with legal counsel regarding its options, including alternatives to the specific program or documents accepted as adequate proof for the program;
    2. Explain reporting requirements to the student and student’s parent(s) and/or guardian(s), in their requested language, including possible immigration enforcement impact;
    3. If moving forward with collection of information, receive and collect written consent from the student, if over the age of 18, or the student’s parent(s) and/or guardian(s); and
    4. Collect and maintain this information separately from the school/class enrollment process and student’s records in order to avoid deterring enrollment of immigrants or their children.
  4. When the college reviews information related to immigration status to make residency determinations, the residency officer’s written confirmation that a student meets any applicable immigration status requirement shall be considered sufficient written evidence that a student meets the requirements of RCW 28B.15.012. All other documents used to prove student or other individual immigration status, aside from those independently required by law to be kept, shall be designated as transitory and disposed of in accordance with the Highline College Records Retention Policy (#4230). Any college staff maintaining said information in any other way shall report their retention procedure and basis to the college president or authorized designee prior to collecting the information.

Responding to Requests for Information

  1. Highline College staff will not share, provide, or disclose personal information about any person for immigration enforcement purposes without a court order or judicial warrant requiring the information’s disclosure or approval by an authorized college designee, except as required by law. Requests by federal immigration authorities shall be presumed to be for immigration enforcement purposes.
  2. Highline College staff shall immediately report receipt of any information request relating to immigration enforcement to the authorized designee who shall document the request. 
  3. Highline College shall, to the extent allowed by FERPA or as otherwise advised by legal counsel, notify the student’s parent(s) and/or guardian(s) of the request for information at the earliest extent possible.

Use of School Resources

  1. Highline College resources shall not be used to engage in, aid, or in any way assist with immigration enforcement.
  2. Highline College resources and policies regarding immigration enforcement shall be published and distributed to students and their parent(s) or guardian(s) on an annual basis. These resources shall include, at minimum:
    1. Information about accommodations for limited English proficiency, disability accommodations, special education programs (if applicable), and tuition assistance grant or loan programs that may be available regardless of immigration or citizenship status;
    2. General information policies including the types of records maintained by the college, a list of the circumstances or conditions under which the college might release student information to outside people or entities, including limitations under FERPA and other relevant laws;
    3. Policies regarding the retention and destruction of personal information;
    4. The process of establishing consent from students and their parent(s) or guardian(s), as permitted under federal and state law, prior to releasing a student’s personal information for immigration enforcement purposes;
    5. Name and contact information for Highline College’s designated point of contact on immigration related matters; and
    6. “Know Your Rights” resources and emergency preparedness forms to have completed in the event of a family separation.

Approved by the President February 11, 2025.

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