Alcohol and Other Drugs
Responsible Administrative
Education and Prevention Unit: Student Life
Policy


Policy Contact:
Issued: March 12, 2013
Associate Dean of Students


dmorgan@mines.edu

Revised:


1.0
BACKGROUND AND PURPOSE

The Colorado School of Mines is committed to:
• Providing students educational programming about alcohol and other drugs (AOD), and
information and access to appropriate community resources and professional
counseling; and
• Protecting the safety, health, and well-being of all employees, students, and other
individuals in our workplace and campus community.

Alcohol abuse and illegal drug use can pose significant safety, health, and well-being problems
within the Mines working and learning environment. The federal Drug-Free Schools and
Communities Act Amendments of 1989 (P.L. 101-226) requires annual notice to the campus
community of specific requirements of the law applicable to both students and employees. This
policy addresses the following:

• Standards of conduct that clearly prohibit, at a minimum, the unlawful possession, use,
or distribution of illicit drugs and alcohol by students and employees on its property or as
part of its activities.
• The School’s commitment to imposing disciplinary sanctions on students and employees
consistent with local, state, and federal law, and a description of those sanctions, up to
and including expulsion or termination of employment and referral for criminal
prosecution.
• A description of the applicable legal sanctions under local, state, or federal law for the
unlawful possession or distribution of illicit drugs and alcohol (for students and
employees).
• A description of the health risks associated with the use of illicit drugs and the abuse of
alcohol.
• A description of alcohol and other drugs (AOD) counseling, treatment, or rehabilitation or
re-entry programs available to employees and students.
• The School’s commitment to conducting a biennial review of its program.

Employees, like students, are covered under the Drug Free Schools and Communities Act, and
are subject to this policy. In addition to reviewing this policy, employees should also review the
Mines’ Drug Free Workplace Policy.



2.0
POLICY STATEMENT

In compliance with the federal government’s Drug Free Schools & Communities Act, there are
community standards and potential consequences at the Colorado School of Mines pertaining to
the illegal use of alcohol or drugs. The unlawful possession, use, or distribution of illicit drugs,
and the unlawful or unauthorized use alcohol by employees and students at Mines will result in
disciplinary action consistent with School policies, and local, state, and federal laws.



Page 1 of 5





Alcohol and Other Drugs
Responsible Administrative
Education and Prevention Unit: Student Life
Policy


Policy Contact:
Issued: March 12, 2013
Associate Dean of Students


dmorgan@mines.edu

Revised:


While Colorado’s constitution allows for specific legal use, possession, and growing of marijuana
under certain circumstances, because of Mines’ status as a federal contractor and grant
recipient and because marijuana use is still prohibited under federal law, the use, possession
and growing of marijuana on campus is prohibited. Student use of alcohol and other drugs
(including marijuana) that results in an impaired ability to perform academically, or behavior that
violates the Code of Conduct constitutes a violation of this policy.


3.0
DISCIPLINARY SANCTIONS FOR STUDENTS

The School will impose sanctions on any student or employee found to be in violation of campus
standards as outlined in the Student Code of Conduct, or the Drug Free Workplace policy,
respectively. Sanctions include, but are not limited to: required completion of an appropriate
educational or rehabilitation program; suspension or expulsion from the School; and/or referral
to the appropriate law enforcement authorities for criminal prosecution.

In addition to facing criminal charges, students who fail to comply with the law will be subject to
appropriate campus disciplinary action, including probation, suspension, or dismissal. As a part
of the Mines’ disciplinary procedure, a student who has violated this policy and is allowed to
remain in school will be required to submit to drug testing as a condition of continued
enrollment.

The Colorado School of Mines offers through its Counseling Center proactive alcohol and drug
abuse programs designed to educate students about the dangers of substance abuse. Incoming
freshman are required to complete an online AOD education course prior to matriculation.
Students not completing the online course, who subsequently have AOD infractions, will be
required to complete an AOD course as one of the sanctions.


4.0
LEGAL SANCTIONS

4.1
State of Colorado Sanctions

Please see Colorado Drug Law Summary on the web or see Attachment A.

4.2
Federal Sanctions

Federal law has numerous penalties for the illegal possession of controlled substances,
possession of crack cocaine, and trafficking in methamphetamine, heroin, cocaine,
cocaine base, PCP, LSD, fentanyl, and fentanyl analogue.

Possession sentences range from up to one-year imprisonment and $1,000 fine to 20
years imprisonment and fines up to $250,000. Forfeiture of personal and real property
used to possess or to facilitate possession of a controlled substance can be a sanction
for convictions. Sanctions can also include denial of federal benefits, such as student
loans, grants, contracts, public housing tenancy, eligibility to receive or purchase
Page 2 of 5





Alcohol and Other Drugs
Responsible Administrative
Education and Prevention Unit: Student Life
Policy


Policy Contact:
Issued: March 12, 2013
Associate Dean of Students


dmorgan@mines.edu

Revised:


firearms, and professional and commercial licenses. Federal trafficking sanctions can
range from one-year imprisonment and $100 fine to life in prison and a fine of $8 million.


5.0
HEALTH RISKS OF DRUGS AND ALCOHOL

Drug use poses a serious threat to the health and welfare of anyone involved in the use of
illegal drugs, as well as a potential threat to the welfare of others within the campus community.
This threat includes negative impact on academic performance and work productivity,
estrangement of social relations, mental and physical health problems, reckless, negligent or
intentional physical or emotional harm to others, and, in some cases, the possibility of serious
bodily injury, illness, or death. Thus, the Colorado School of Mines’ position on drug use is that
all students must comply with state and federal laws concerning the manufacture, possession,
sale, and use of drugs.

5.1
Illicit Drugs

The use and overdose of illicit drugs, the non-medical use and overdose of prescription
drugs, and withdrawal, can lead to physical and psychological dependence, behavioral
changes, physical and psychological damage, and possible death.

Possible effects from the use of illegal narcotics include euphoria, drowsiness,
respiratory depression, constricted pupils, and nausea. Narcotic overdoses can produce
slow and shallow breathing, clammy skin, convulsions, coma, and death. Withdrawal
symptoms can include tremors, panic, cramps, nausea, chills, and sweating. Mothers
who use drugs during pregnancy may give birth to infants with physical abnormalities
and mental retardation.

The unlawful use of depressants can cause slurred speech, disorientation, and drunken
behavior. Overdoses can produce weak and rapid pulse, coma, and death. Withdrawal
syndrome can include tremors, delirium, convulsions, and death.

Illicit use of stimulants can cause increased alertness, excitation, euphoria, increased
pulse rate and blood pressure, insomnia, and loss of appetite. Agitation, increase in
body temperature, hallucinations, convulsions, and death can result from stimulant
overdose. Withdrawal syndrome can include apathy, long periods of sleep, irritability,
depression, and disorientation.

Possible effects of the use of hallucinogens include illusions and hallucinations and
altered perceptions of time and distance. Overdoses can produce longer, more intense
effects, psychosis, and death.

The use of marijuana can produce euphoria, relaxed inhibitions, increased appetite, and
disoriented behaviors. Overdoses can result in fatigue, paranoia, and psychosis.
Page 3 of 5





Alcohol and Other Drugs
Responsible Administrative
Education and Prevention Unit: Student Life
Policy


Policy Contact:
Issued: March 12, 2013
Associate Dean of Students


dmorgan@mines.edu

Revised:


Cannabis withdrawal can occasionally produce insomnia, hyperactivity, and decreased
appetite.

For further information, students can contact the Counseling Center or the Mabel Coulter
Student Health Center. Employees can contact the Colorado State Employees
Assistance Program (C-SEAP).

5.2
Alcohol

Alcohol consumption may cause a number of significant changes in behavior. Even low
doses significantly impair the judgment and coordination required to drive a car safely,
increasing the likelihood that the driver will be involved in an accident. Low to moderate
doses of alcohol also increase the incidence of a variety of aggressive acts, including
spouse and child abuse. Moderate to high doses of alcohol cause marked impairments
in higher mental functions, severely altering a person's ability to learn and remember
information. Very high doses cause respiratory depression and death. If combined with
other depressants of the central nervous system, much lower doses of alcohol will
produce the effects just described.

Repeated use of alcohol can lead to dependence. Sudden cessation of alcohol intake is
likely to produce withdrawal symptoms, including severe anxiety, tremors, hallucinations,
and convulsions. Alcohol withdrawal can be life-threatening. Long-term consumption of
large quantities of alcohol, particularly when combined with poor nutrition, can also lead
to permanent damage to vital organs such as the brain and liver.

Mothers who drink alcohol during pregnancy may give birth to infants with fetal alcohol
syndrome. These infants have irreversible physical abnormalities and mental retardation.
In addition, research indicates that children of alcoholic parents are at a greater risk than
other youngsters of becoming alcoholics.

Additional information can be found at: http://counseling.mines.edu/CNSL-services .


6.0
EDUCATION AND TREATMENT

6.1
On-campus Resources Available to Students

Anyone who has a concern about a student’s use of, the physiological and psychological
effects of, and the treatment resources for alcohol or other drugs should contact:
• Counseling Center at 273-3377, http://counseling.mines.edu ;
• Coulter Student Health Center, 303-273-3381, http://healthcenter.mines.edu ;
• Student Life Staff; or
• Vice President of Student Life/Dean of Students Office, 303-273-3231.
Page 4 of 5





Alcohol and Other Drugs
Responsible Administrative
Education and Prevention Unit: Student Life
Policy


Policy Contact:
Issued: March 12, 2013
Associate Dean of Students


dmorgan@mines.edu

Revised:


6.2
Engineers Choosing Healthy Options Program

The Engineers Choosing Healthy Options (ECHO) Program is the drug and alcohol
education arm of the Counseling Center, created through a Federal grant in 1989.
ECHO has a library of information on alcohol and other drugs that is readily available in
the Counseling Center, located on the second floor of the W. Lloyd Wright Student
Wellness Center. Presentations and programs on drug and alcohol education are also
available to any campus group that makes a request. Student referrals to the ECHO
program are encouraged from all segments of the campus community.

Students who require evaluation, education, or treatment beyond ECHO’s educational
scope are referred to appropriate agencies in the community. All care provided off-
campus is at the individual’s own expense.

6.3
Resources Available to Employees

Mines recognizes alcohol or drug dependency are treatable conditions. Employees who
suspect they have an alcohol or drug dependency problem are encouraged to seek
assistance. Details on assistance available to employees can be found in the Drug Free
Workplace Policy.


7.0
BIENNIAL REVIEW

The Division of Student Life will conduct a biennial review of alcohol and other drug program
effectiveness and consistency. The report will propose program and sanction changes as
necessary for administrative consideration.


8.0 HISTORY
April 2015 (links, punctuation, and titles updated)

REFERENCES20 U.S.C. § 1011i; 34 C.F.R. § 86.1 et seq.; 55 Fed. Reg. 33,580 (Aug. 16,
1990).

Education Department General Administrative Regulations (EDGAR) Part 86 Drug and Alcohol
Abuse Prevention, see http://www2.ed.gov/policy/fund/reg/edgarReg/edgar.html.

For further information on Colorado School of Mines AOD Programs, contact
the Division of Student Life at 303-273-3377.
Page 5 of 5




Policy Prohibiting Gender-Based Discrimination,
Sexual Harassment, and Sexual Violence

History:
Amended by the Colorado School of Mines Board of Trustees on
August 29, 2014. See full history on page 4


1.0
BACKGROUND AND PURPOSE
The Board of Trustees of the Colorado School of Mines (“the School” or “Mines”)
promulgates this policy pursuant to the authority conferred by §23-41-104(1), C.R.S.,
Title IX of the Education Amendments of 1972, 20 U.S.C. §§ 1681 et seq., and its
implementing regulations, 34 C.F.R. Part 106; Titles IV and VII of the Civil Rights Act of
1964 (42 U.S.C. §§ 2000c and 42 U.S.C. §§ 2000e) and relevant sections of the
Violence Against Women Reauthorization Act of 2013 (42 U.S.C. §§ 14043e et seq.).
This policy supersedes the Board of Trustee’s Policy Prohibiting Sexual Harassment and
shal govern if any other Mines policy conflicts with this policy’s provisions. This policy
does not preclude application or enforcement of other Mines policies. Nothing in this
policy shall be construed to abridge academic freedom and inquiry, principles of free
speech or Mines’ educational purpose.

2.0
POLICY
Mines prohibits gender-based discrimination, sexual harassment or any form of sexual
violence among the Mines campus community. Mines does not discriminate against any
person because of gender, gender identity or gender expression. Mines will not tolerate
any form of sexual harassment or sexual violence within the Mines campus community.
Mines will also not tolerate any form of retaliation against a community member for
reporting complaints, cooperating with investigations and proceedings related to such
complaints, or opposing gender-based discrimination, sexual harassment or sexual
violence. Accordingly, the Board of Trustees adopts this policy prohibiting gender-based
discrimination, sexual harassment and sexual violence.

In order to prevent incidents of gender-based discrimination, sexual harassment and
sexual violence, Mines will: (1) develop, administer, maintain and update procedures to
implement and resources to support this policy; (2) educate community members
regarding policies and procedures related to prevention, reporting and investigation of
gender-based discrimination, sexual harassment and sexual violence; (3) encourage
community members to report actual and potential incidents of gender-based
discrimination, sexual harassment and sexual violence; (4) take actions to prevent
incidents of gender-based discrimination, sexual harassment and sexual violence from
denying or limiting a community member’s ability to participate in or benefit from Mines’
educational and work programs; (5) make available timely services and resources for
those who have been affected by gender-based discrimination, sexual harassment and
sexual violence; (6) take actions to remedy any harm from incidents of gender-based
discrimination, sexual harassment and sexual violence; and (7) take actions to prevent
the recurrence of gender-based discrimination, sexual harassment and sexual violence.

Mines’ Unlawful Discrimination policy shal govern all other forms of harassment or
discrimination. No complainant shall be permitted to file a complaint under the Policy
Prohibiting Gender-Based Discrimination, Sexual Harassment and Sexual Violence and
Page 1 of 4




Policy Prohibiting Gender-Based Discrimination,
Sexual Harassment, and Sexual Violence

History:
Amended by the Colorado School of Mines Board of Trustees on
August 29, 2014. See full history on page 4
any other Mines’ complaint or grievance policy or procedure when the complaint or
grievance arises out of an identical set of facts.

3.0
DEFINITIONS:
Gender-based discrimination involves treating a Mines community member
unfavorably because of that person's gender, gender identity or gender expression. All
allegations involving gender-based discrimination will be governed by this policy and its
implementing procedures.
Sexual harassment is a form of gender discrimination. Sexual harassment, without
regard to the gender of the individuals involved, consists of unwelcome sexual
advances, requests for sexual favors, and other verbal or physical conduct of a sexual
nature when: (1) either explicitly or implicitly, submission to such conduct is made a term
or condition of an individual's employment or educational endeavors; (2) submission to
or rejection of such conduct is used as the basis for employment or educational
decisions; or (3) such conduct has the purpose or effect of unreasonably interfering with
an individual's work or academic performance, or creating an intimidating, hostile, or
offensive working or educational environment. All allegations involving sexual
harassment will be governed by this policy and its implementing procedures.

Sexual violence includes rape, sexual assault, sexual battery, sexual abuse and sexual
coercion. In some cases, domestic violence, dating violence and stalking may also be
forms of sexual violence. All allegations involving sexual violence will be governed by
this policy and its implementing procedures.

For a more detailed discussion of the terms defined above, please see the Gender-
Based Harassment, Sexual Harassment and Sexual Violence Complaint, Investigation,
Resolution and Adjudication Procedure for Complaints Involving Student Behavior and
the Gender-Based Harassment, Sexual Harassment and Sexual Violence Complaint,
Investigation, Resolution and Adjudication Procedure for Complaints Involving Employee
or Third-Party Behavior.

4.0
PROHIBITION AGAINST RETALIATION
This policy prohibits retaliation against any individual for raising an allegation of gender-
based discrimination, sexual harassment or sexual violence, for cooperating in an
investigation or another proceeding related to such allegations, or for opposing gender-
based discrimination, sexual harassment or sexual violence. Complaints or instances of
retaliation shall be addressed as separate potential violations of this policy.

5.0
SANCTIONS FOR VIOLATIONS
A violation of this policy may result in the imposition of sanctions. Sanctions may include,
but are not limited to, the following: mandatory attendance at gender-based
discrimination, sexual harassment and/or sexual violence awareness and prevention
Page 2 of 4




Policy Prohibiting Gender-Based Discrimination,
Sexual Harassment, and Sexual Violence

History:
Amended by the Colorado School of Mines Board of Trustees on
August 29, 2014. See full history on page 4

seminars; mandatory attendance at other training programs; oral reprimand and
warning; written reprimand and warning; student probation, suspension, or expulsion;
educational sanctions; restitution; suspension without pay; or termination of employment
or appointment.


6.0
ENCOURAGEMENT OF REPORTING
Mines considers the health and safety of its community members to be of paramount
importance. Therefore, Mines encourages community members to report all concerns
regarding gender-based discrimination, sexual harassment and/or sexual violence in
accordance with this policy and its procedures. There may be circumstances where
community members are hesitant to report prohibited conduct because they fear it may
result in other policy violations being discovered (such as drug use or underage alcohol
consumption). Community members should always consider the health and safety of
themselves and other Mines community members to be of primary concern and Mines
shall review, if necessary, any other policy violations separately from allegations raised
under this policy.

7.0
IMPLEMENTATION
Mines’ Board of Trustees directs the President or President’s delegates to develop,
administer and maintain the appropriate administrative policies, procedures and
guidelines to implement this policy.

8.0
RESOURCES
Contact for Complaints about Student Behavior:
 Rebecca Flintoft, Director of Auxiliary Services, Student Center, Room 218, 1200
16th Street Golden, Colorado 80401; Telephone - 303.273.3288; Email –
rflintof@mines.edu
 Brent Waller, Director of Residence Life and Housing, 1733 Maple Street,
Golden, Colorado 80401; Telephone - 303.273.3046; Email –
bwaller@mines.edu

Policies and Procedures for Complaints regarding Student Behavior:
 Notice of Nondiscrimination
 Gender-Based Harassment, Sexual Harassment and Sexual Violence Complaint,
Investigation, Resolution and Adjudication Procedure for Complaints Involving
Student Behavior
 Procedures and Resources for Survivors of Sexual Assault or Other Sexual
Violence

Contact for Complaints about Employee or Third Party Behavior:
 Mike Dougherty, Associate Vice President for Human Resources, Guggenheim
Hall, 1500 Illinois Street, Room 110, Golden, CO 804021; Telephone -
303.273.3250; Email – mdougher@mines.edu
Page 3 of 4




Policy Prohibiting Gender-Based Discrimination,
Sexual Harassment, and Sexual Violence

History:
Amended by the Colorado School of Mines Board of Trustees on
August 29, 2014. See full history on page 4
 Veronica Graves, Assistant Director of Human Resources, Guggenheim Hall,
1500 Illinois Street, Room 110, Golden, CO 804021; Telephone - 303.273.3250;
Email – vgraves@mines.edu
 Karin Ranta-Curran, Assistant Director for Human Resources, Guggenheim Hall,
1500 Illinois Street, Room XXX, Golden, CO 804021, Telephone - 303.384.2558;
Email - krcurran@mines.edu

Policies and Procedures for Complaints regarding Employee or Third-Party Behavior:
 Notice of Nondiscrimination
 Sexual and Gender-Based Harassment and Discrimination Complaint,
Investigation and Resolution Procedure for Complaints Involving Employee or
Third-Party Behavior
 Procedures and Resources for Survivors of Sexual Assault or Other Sexual
Violence
Title IX Coordinator:
 Karin Ranta-Curran, Assistant Director for Human Resources, Guggenheim Hall,
1500 Illinois Street, Room XXX, Golden, CO 804021, Telephone - 303.384.2558;
Email - krcurran@mines.edu

Other Relevant Policies:
 Unlawful Discrimination policy
 Workplace Violence policy
 Personal Relationships policy

9.0
HISTORY
Promulgated by the Colorado School of Mines Board of Trustees on March 13, 1992.
Amended by the Colorado School of Mines Board of Trustees on March 26, 1998.
Amended by the Colorado School of Mines Board of Trustees on June 10, 1999.
Amended by the Colorado School of Mines Board of Trustees on June 22, 2000.
Amended by the Colorado School of Mines Board of Trustees on June 7, 2003.
Amended by the Colorado School of Mines Board of Trustees on December 15, 2011.
Amended by the Colorado School of Mines Board of Trustees on August 29, 2014.
Page 4 of 4




Unlawful Discrimination Policy

History:
Amended by the Colorado School of Mines Board of Trustees on
August 29, 2014. See full history on page 2



1.0
BACKGROUND AND PURPOSE
This policy is promulgated by the Board of Trustees pursuant to the authority conferred upon it by
§23-41-104(1), C.R.S. (1999) in order to set forth a policy concerning unlawful discrimination at
Mines. This policy shall supersede any previously promulgated Mines policy that is in conflict
herewith.

2.0
UNLAWFUL DISCRIMINATION POLICY
Attendance and employment at Mines are based solely on merit and fairness. Discrimination on
the basis of age, gender, race, ethnicity, religion, national origin, disability, sexual orientation, or
military veteran status is prohibited. No discrimination in admission, application of academic
standards, financial aid, scholastic awards, or any terms or conditions of employment shall be
permitted. If a complaint of discrimination on the basis of gender arises, it shall be governed
under Mines’ Policy Prohibiting Gender-Based Discrimination, Sexual Harassment and Sexual
Violence.

3.0 PERSONS WHO MAY FILE AN UNLAWFUL DISCRIMINATION COMPLAINT
An unlawful discrimination complaint may be filed by any individual described in one of the
categories below:

A. Any member of the Mines campus community, including classified staff, exempt
employees, and students as well as any applicant for employment or admission, who
believes that he or she has been discriminated against by Mines, a branch of Mines, or
another member of the Mines community on account of age, race, ethnicity, religion,
national origin, disability, sexual orientation, or military veteran status;

B. Any person who believes that he or she has been threatened with or subjected to duress
or retaliation by Mines, a branch of Mines, or a member of the Mines community as a
result of (1) opposing any unlawful discriminatory practice; (2) filing a complaint hereunder;
(3) representing a complainant hereunder; or (4) testifying, assisting, or participating in any
manner in an investigation, proceeding, hearing, or lawsuit involving unlawful
discrimination; or

C. The Associate Vice President for Human Resources or an attorney from the Office of
Legal Services, if any of these individuals deem it to be in the best interest of Mines to do
so.

4.0
CHOICE OF REMEDIES
No complainant shall be permitted to file an unlawful discrimination claim under the Mines
Unlawful Discrimination Policy and any other complaint or grievance policy or procedure when
the complaint or grievance arises out of an identical set of facts. In such a situation, a
complainant shall be entitled to file his or her claim under the policy or procedure of his or her
choice.




Unlawful Discrimination Policy

History:
Amended by the Colorado School of Mines Board of Trustees on
August 29, 2014. See full history on page 2


5.0
IMPLEMENTATION
Mines’ Board of Trustees directs the President or President’s delegates to develop, administer
and maintain the appropriate administrative policies, procedures, and guidelines to implement
this policy.

6.0
RESOURCES
Contact for Complaints about Student Behavior:
 Rebecca Flintoft, Director of Auxiliary Services, Student Center; Telephone -
303.273.3288; Email – rflintof@mines.edu
 Brent Waller, Director of Residence Life and Housing; Telephone - 303.273.3046; Email
– bwaller@mines.edu

Policies and Procedures for Complaints regarding Student Behavior:
 Notice of Nondiscrimination
 Unlawful Discrimination Investigation, Resolution and Adjudication Procedure for
Complaints Involving Student Behavior
 Policy Prohibiting Gender-Based Discrimination, Sexual Harassment, and Sexual
Violence

Contact for Complaints about Employee or Third Party Behavior:
 Mike Dougherty, Associate Vice President for Human Resources, Guggenheim Hall;
Telephone - 303.273.3250; Email – mdougher@mines.edu
 Veronica Graves, Assistant Director of Human Resources, Guggenheim Hall; Telephone
- 303.273.3250; Email – vgraves@mines.edu
 Karin Ranta-Curran, Assistant Director for Human Resources - EEO and Equity and Title
IX Coordinator, Guggenheim Hall; Telephone - 303.384.2558; Email -
krcurran@mines.edu

Policies and Procedures for Complaints regarding Employee or Third-Party Behavior:
 Notice of Nondiscrimination
 Unlawful Discrimination Complaint, Investigation and Resolution Procedure for
Complaints Involving Employee or Third-Party Behavior
 Policy Prohibiting Gender-Based Discrimination, Sexual Harassment, and Sexual
Violence
7.0
HISTORY
Promulgated by the Mines Board of Trustees on March 13, 1992.
Amended by the Mines Board of Trustees on June 10, 1999.
Amended by the Mines Board of Trustees on June 22, 2000.
Amended by the Mines Board of Trustees on June 7, 2003.
Amended by the Mines Board of Trustees on August 14, 2007.
Amended by the Mines Board of Trustees on August 29, 2014.


Policy:
Workplace Violence
Page 1 of 4

Issued:
October 10, 2007
Revised:

1.0 BACKGROUND AND PURPOSE

Increasingly, incidents of violence and workplace confrontations are becoming
more common throughout society. While this kind of behavior is not prevalent at
Colorado School of Mines, and indeed it is rare, it is never-the-less prudent for
CSM to clearly communicate its expectations of all who come to campus. Since
August 1996, CSM has relied upon an Executive Order issued by Governor Roy
Romer, for its Workplace Violence prohibition guidelines. The policy and
procedures below are intended to amplify Governor Romer’s executive order and
provide a reporting, complaint and resolution process.

2.0 POLICY

Colorado School of Mines is committed to maintaining an environment of respect
that is free from violence or threats of violence. As a diverse community
requiring trust, openness, and physical safety, CSM will not tolerate violence or
threats of violence in the campus community and workplace. It is the policy of
CSM not only to prohibit such behavior, but also to take seriously all reports of
incidents, addressing each as appropriate. Further, all weapons identified and
defined in Colorado Revised Statutes § 18-12-101 are banned from CSM
premises. (Exception: Students who wish to possess firearms are referred to
the Firearms Storage Procedures as outlined in the Campus Rules and
Regulations section of the Student Handbook. All firearms must be stored at the
CSM Department of Public Safety Office and all access will be controlled by the
Public Safety Department.)

This policy applies to all persons conducting business with or visiting CSM, even
though such persons are not directly affiliated with CSM. Individuals who violate
this policy may be removed from the premises and, depending on the
employment relationship, will be subject to disciplinary action that can include
termination of employment as well as criminal prosecution, or both.

3.0 DEFINITIONS

3.1
Violent Behavior – Any act or threat of physical, verbal or psychological
aggression or the destruction or abuse of property by an individual. Threats
(including those made in person, by mail, over the telephone, by fax, by e-mail,
or by other means) may include veiled, conditional or direct threats in verbal or


Policy:
Workplace Violence
Page 2 of 4

Issued:
October 10, 2007
Revised:

written form, resulting in intimidation, harassment, harm, fear, or endangerment
of the safety of another person or property. In addition, acts or threats may
include gestures or symbols.

3.2
Workplace or Premises – Includes all CSM property, facilities and off-
campus locations where faculty, staff, or students are engaged in CSM business,
educational programs, or activities.

4.0 PROCEDURES

4.1 Reporting: Faculty and staff involvement is essential to preventing
violence or threats of violence. All members of the CSM community have a
responsibility to report threatening or violent behavior. Each faculty and staff
member must immediately report to his or her supervisor or department head, to
the CSM Department of Public Safety, or to Human Resources any acts or
behaviors covered under this policy. If the employee’s supervisor is the
perpetrator, the employee must report the behavior to the next level manager.

4.1.1 Reporting Imminent Acts or Threats: In the case of an actual or
imminent act or threat of violent behavior, call the CSM Campus Police
Department at 303.273.3333 (from on-campus phones, simply dial 3333) or use
911 to alert the Golden Police Department who will coordinate with CSM police.
When in doubt about the urgency of the threat of violence, CSM police should be
contacted.

4.1.2 Criminal Acts: Any employee who believes a crime has been committed
has the right to report that to the proper law enforcement agency.

4.2 Supervisors: Any supervisor who becomes aware of violent or
threatening behavior must report the incident to his or her manager and to
Human Resources. If the supervisor believes that someone may be in imminent
danger, or if the incident in question resulted in anyone being physically harmed,
the supervisor must first immediately contact the CSM Police Department and
then report the incident to his or her manager and Human Resources.

4.2.1 Immediate Action: Nothing in this policy and procedures relieves a
supervisor or manager from taking immediate action when the safety or security
of employees or students is threatened and time is crucial. CSM will support
efforts made by supervisors, managers, and campus specialists in dealing with
immediate violent behavior or immediate threats of immediate violent behavior.


Policy:
Workplace Violence
Page 3 of 4

Issued:
October 10, 2007
Revised:

4.3 Confidentiality: CSM will ensure that all reports of workplace violence
are treated confidentially to the extent possible. Reports of threatening or violent
behavior will be disclosed as necessary in order to: (a) conduct an investigation,
(b) to protect the reporting individual(s) from possible retaliation, (c) to complete
disciplinary action, and (d) to protect the alleged offender.

4.4
Investigation: Upon a report of workplace violence, CSM will conduct an
investigation as promptly as feasible. Depending on the level of the incident, the
investigation may be led by CSM Public Safety, Human Resources, the
department head in the affected department, or other CSM entity as appropriate.
In most cases, an investigation will be a joint effort undertaken with the advice
and counsel of CSM’s Office of Legal Services.

4.5 Discipline and Sanctions: Depending upon the outcome of the
investigation, violation of this policy may result in employment-related discipline
up to and including termination of employment. If the incident was of a nature
where it was reported to a law enforcement agency, the criminal justice system
may also impose penalties. Non-employee violations of this policy will be
handled in accordance with applicable laws. Further, CSM will support criminal
prosecution against any person who commits a crime in violation of this policy.

4.6 Retaliation: Reasonable action will be taken to ensure that persons
involved in an investigation, or in providing information during an investigation, do
not suffer any form of retaliation because of their good faith participation.
Retaliation against anyone for good faith reporting of a violation of this policy or
for cooperating in an investigation under this policy is prohibited and creates a
separate, serious offense.

4.7 False Charges: If, upon investigation, it is determined that a report was
intentionally falsified or made maliciously, the employee providing the false
information will be subject to disciplinary action up to and including termination
and, depending on the facts, may be subject to criminal prosecution.

4.8 Restraining / Protective Orders: Any employee who has obtained a
restraining / protective order or other judicial order that lists a CSM location as a
protected area must immediately provide a copy of the order to the CSM Campus
Police. Other parties may also be informed when deemed necessary by CSM
Campus Police for the safety of the CSM community.


Policy:
Workplace Violence
Page 4 of 4

Issued:
October 10, 2007
Revised:

4.9 Employee Assistance Program: Confidential counseling and assistance
for employees and supervisors is available through the Colorado State Employee
Assistance Program (C-SEAP) at no charge. C-SEAP program, services, and
contact information may be found on the CSM Human Resources web site or at
C-SEAP’s web page: http://www.colorado.gov/dpa/dhr/eap/index.htm.

4.10 Freedom of Expression: CSM recognizes the necessity of protecting
individual rights and encouraging free speech, but also recognizes that certain
conduct can threaten the mutual respect that is the foundation of scholarly
communities. Nothing in this policy and these procedures is intended to curtail
an individual’s right to express himself/herself as long as that expression does
not constitute “Violent Behavior” as defined in these procedures.

Amorous Relationships Policy

Amended by the Colorado
Policy Contact:
School of Mines Board of
Title IX & Equity Compliance Office
Trustees July 15, 2016
krcurran@mines.edu

1.0 BACKGROUND AND PURPOSE

This policy is promulgated by the Board of Trustees of the Colorado School of Mines (“Mines” or
“the University”), pursuant to the authority conferred upon it by C.R.S. §23-41- 104(1). Through
this policy, Mines outlines its expectations regarding amorous relationships between Mines’
community members. This policy shall govern if any of its provisions conflict with other Mines
policies.
2.0 POLICY
For the protection of al Mines community members, amorous relationships with inherent
conflicts of interest and significant power differentials are prohibited unless and until the
conflict of interest is disclosed AND removed.
Even if both parties to the amorous relationship appear to have consented, if the parties are in
unequal positions relative to one another, this may result in significant power differentials. The
existence of a power differential may restrict the less powerful individual's choice to participate
freely and wil ingly in the relationship due to actual or perceived coercion and/or retaliation.
Mines considers there to be three categories of amorous relationships: a) those not subject to
the restrictions below; b) those that are permitted with appropriate disclosure and conflict of
interest monitoring; and c) those that are prohibited. The latter two are discussed below.
2.1 AMOROUS RELATIONSHIPS REQUIRING DISCLOSURE AND CONFLICT OF
INTEREST MONITORING
If an amorous relationship between Mines community members does not have a current conflict
of interest or power differential, but could reasonably result in either at some point in the future,
then disclosure to and monitoring by the appropriate supervisor are required. Examples of
amorous relationships that must be disclosed include, but are not limited to:

• Employees who have an amorous relationship with another person over whom they
have indirect supervisory responsibilities (e.g., influence over assignments, oversight of
hours worked or schedules, input regarding performance, etc.)

• An Instructor who engages in an amorous relationship with a student for whom the
Instructor has no current professional responsibility, but where there is a reasonable
expectation that the Instructor may have professional responsibility for the student at
some point in the future.

2.2
PROHIBITED AMOROUS RELATIONSHIPS
The following amorous relationships are prohibited under all circumstances:
Page 1 of 3

Amorous Relationships Policy

Amended by the Colorado
Policy Contact:
School of Mines Board of
Title IX & Equity Compliance Office
Trustees July 15, 2016
krcurran@mines.edu

• No person in a Position of Trust, as defined below, shall engage in an amorous
relationship with a student.

• No Instructor shall engage in an amorous relationship with a student who is enrolled in a
course being taught by the Instructor, whose academic performance is supervised by the
Instructor, or who volunteers for or performs work of any kind for the Instructor.

• No Supervisor shall engage in an amorous relationship with a person over whom they
have direct supervisory responsibilities.

• No Mines employee shall engage in an amorous relationship with another Mines student
or employee over whom they have evaluative responsibilities, such as in the context of a
thesis or a promotion/tenure committee.

Any such relationship wil be presumed to be non-consensual by Mines. Any employee who is
aware of such a relationship is a mandatory reporter and must report the existence of a
prohibited relationship to the Title IX and Equity Compliance office.
3.0 VIOLATIONS AND SANCTIONS FOR VIOLATIONS
• Engaging in an amorous relationship that is prohibited by this policy constitutes a
violation that may result in sanctions up to and including removal of the employee’s
supervisory, instructional or evaluative responsibilities and/or termination.

• Failing to disclose an amorous relationship as required by this policy constitutes a
violation that may result in sanctions up to and including removal of the employee’s
supervisory, instructional or evaluative responsibilities, and/or termination.

• In cases where a student employee has engaged in an amorous relationship that may
have violated this policy, the matter wil be referred to the Dean of Students for
adjudication.

4.0 RETALIATION PROHIBITION AND SANCTIONS FOR RETALIATION

Mines’ employees may not retaliate against an individual for making a report under this Policy or
participating in an investigation regarding allegations that fall within the Policy. Any employee
who engages in retaliation may be subject to disciplinary action up to and including termination
and/or expulsion. Reports of retaliation wil be reviewed and investigated in the same manner in
which other allegations of misconduct are handled.

Page 2 of 3

Amorous Relationships Policy

Amended by the Colorado
Policy Contact:
School of Mines Board of
Title IX & Equity Compliance Office
Trustees July 15, 2016
krcurran@mines.edu

5.0 IMPLEMENTATION

Mines’ Board of Trustees directs the President or President’s delegates to develop, administer,
and maintain the appropriate administrative policies, procedures, and guidelines to implement
this policy.
6.0 DEFINITIONS

Amorous relationship: a romantic, dating, or sexual relationship. This definition excludes
marital or civil union relationships.
Employee: Any person employed or appointed by Mines, including but not limited to, academic
faculty, administrative faculty, state classified staff, graduate assistants, student hourly
employees, non-student hourly employees, non-paid staff, authorized volunteers, non-
remunerative appointees, and student work-study employees.
Instructor: Any person who performs any teaching, instruction, or coaching duties at Mines,
including academic faculty members, instructional staff, athletic coaches, non-remunerative
appointees and graduate students with teaching or tutorial responsibilities.
Person in a Position of Trust: Any person employed in a position that could or would
compromise the employee’s ability to perform his or her duties appropriately if they engaged in
an amorous relationship with a Student. Persons in Positions of Trust at Mines include, but are
not limited to, employees of the Admissions Office, Registrar’s Office, Student Life Division
including the Residence Life Office, Center for Academic Services and Advising (CASA), and
Public Safety Department.
Student: Any person who is applying to the University or who is currently enrolled at Mines,
regardless of age or status.
Supervisor: Any person employed at Mines who occupies a position of authority over another
employee with regard to hiring, administering discipline, conducting evaluations, granting salary
adjustments, or overseeing or assigning work.


7.0
REVIEW CYCLE AND HISTORY

The policy wil be reviewed at least every two years by the Title IX and Equity Officer.
Promulgated by the CSM Board of Trustees on February 14, 1992.
Amended by the CSM Board of Trustees on June 18, 1992.
Amended and Administratively Adopted March 2012.
Amended by the CSM Board of Trustees on July 15, 2016.(formerly known as the “Personal
Relationships Policy”)
Page 3 of 3


Procedures for the
Responsible Administrative
Amorous Relationships
Unit:
Policy
Administration & Operations
Procedures Adopted:
Policy Contact:
July 15, 2016
Title IX & Equity Compliance Office

krcurran@mines.edu
1.0 BACKGROUND, PURPOSE AND JURISDICTION

On July 15, 2016, the Board of Trustees of the Colorado School of Mines (“Mines”) adopted the
Amorous Relationships Policy (“the Policy”). The Policy prohibits certain amorous relationships
involving one or more Mines Employees due to inherent conflicts of interest. The Policy also
mandates disclosure of amorous relationships between one or more Employees that could
reasonably result in a conflict of interest. This procedure implements the Policy and provides for
the following:

• a disclosure process through which Mines Employees can identify amorous
relationships;
• institutional responses to rectify current or future conflicts of interest arising from
amorous relationships; and
• a process for prompt, fair, and impartial investigation and resolution of complaints
arising under the Policy.
2.0 DISCLOSURE PROCESS
2.1 When an amorous relationship must be disclosed, it is the responsibility of the person in
the higher power position to initiate the disclosure.

2.2
The relationship must be reported immediately to the appropriate dean, department
head, or supervisor so that suitable arrangements can be made to avoid current and
future conflicts of interest.

2.3
The disclosure must be in writing and contain the following information:
• Name and status of the parties to the relationship;
• Identification of any potential or existing conflicts of interest;
• Date the relationship began; and
• Date the disclosure was required under this policy.

2.4
The supervisor who receives the disclosure wil maintain the confidentiality of the
relationship to the extent practicable. Disclosure of the relationship to a third party by the
supervisor may be necessary in order for the supervisor to receive advice from the
Human Resources or other campus departments, to explain a change in assignments,
etc.

2.5
The supervisor wil provide a copy of the disclosure document to the Title IX and Equity
Compliance office to avoid any confusion in the event that office receives a complaint
about the amorous relationship.

Page 1 of 2


Procedures for the
Responsible Administrative
Amorous Relationships
Unit:
Policy
Administration & Operations
Procedures Adopted:
Policy Contact:
July 15, 2016
Title IX & Equity Compliance Office

krcurran@mines.edu
3.0 CONFLICT OF INTEREST RESOLUTION AND/OR MITIGATION

3.1
Disclosure of an amorous relationship may result in the removal of the supervisory,
evaluative, or instructional responsibilities from the person in the higher position as
deemed necessary by the supervisor.

3.2
Even if the conflict of interest can be resolved, the person in the higher position shall be
held accountable for any unprofessional behavior resulting from the amorous
relationship.

4.0 COMPLAINT

4.1
Complaints regarding amorous relationships or suspected amorous relationships wil be
referred to the Title IX and Equity Compliance office.

4.2
Al complaints wil be resolved through the Procedures for Resolving Complaints of
Gender-Based Discrimination, Sexual Harassment, and Sexual Violence Against
Employees or Third Parties, which are found in the Mines’ Policy Library.

4.3
In cases where a complaint is received about a student employee engaging in an
amorous relationship that may have violated the Student Code of Conduct, the matter
wil be referred to the Dean of Students for adjudication.

5.0
SANCTIONS
5.1 Failure to disclose an amorous relationship referenced in the Policy may result in
disciplinary action up to and including removal of the Employee’s supervisory,
instructional or evaluative responsibilities and/or terminations of employment.
5.2 Misrepresentation of the circumstances of the amorous relationship by the disclosing
party may result in disciplinary action up to and including removal of the Employee’s
supervisory, instructional or evaluative responsibilities and/or terminations of
employment.

6.0 REVIEW CYCLE AND HISTORY

These procedures shall be reviewed concurrently with the Amorous Relationships Policy.
Procedures Administratively Adopted July 15, 2016.
Page 2 of 2


Title IX and Equity Compliance
1500 Illinois Street Golden, CO 80401
303.384.2558


NOTICE REGARDING RIGHTS OF PREGNANT APPLICANTS AND EMPLOYEES
Employees and applicants for employment in the State of Colorado may not be discriminated
against or subjected to unfair employment practices because of pregnancy, health conditions
related to pregnancy, or recovery from childbirth. Employees and applicants may request
reasonable accommodations to perform the essential functions of the job for health conditions
related to pregnancy or the physical recovery from childbirth
• If an applicant or an employee requests accommodation related to pregnancy, physical
recovery from childbirth, or a related condition, Mines shall engage in a timely, good-faith,
and interactive process with the employee or applicant to determine effective, reasonable
accommodations.
• Requested accommodations wil be granted unless the accommodation would impose an
undue hardship on Mines' business operations.
• An applicant for employment may request reasonable accommodations to perform the
essential functions of the job for health conditions related to pregnancy or the physical
recovery from childbirth unless the accommodation would impose an undue hardship on
the employer's business;
• Mines will not take adverse action against an employee who requests or uses a reasonable
accommodation related to pregnancy, physical recovery from childbirth, or a related
condition;
• Mines wil not deny employment opportunities to an applicant or employee based on the
need to make a reasonable accommodation related to the applicant's or employee's
pregnancy, physical recovery from childbirth, or a related condition;
• Mines will not require an applicant or employee affected by pregnancy, physical recovery
from childbirth, or a related condition to accept an accommodation that the applicant or
employee has not requested.
• Mines will not require an applicant or employee affected by pregnancy, physical recovery
from childbirth, or a related condition to accept an accommodation that is unnecessary for
the applicant or employee to perform the essential functions of the job.
• Mines will not require an employee to take leave if the employer can provide another
reasonable accommodation for the employee's pregnancy, physical recovery from
childbirth, or related condition.

Mines may require an employee or applicant to provide a note stating the necessity of a reasonable
accommodation from a licensed health care provider before providing an accommodation.




Policy on the Protection
Responsible Administrative Unit:
of Minors
Office of Compliance and Policy


Policy Contact:
Issued: April 24, 2014
Director of Compliance and Policy

Email address:

compliance@mines.edu
Revised:




1.0
BACKGROUND AND PURPOSE
Colorado School of Mines (“Mines” or “university”) is committed to the safety of all individuals in
its community. The university has particular concern for those who are potentially vulnerable,
including minors, who require special attention and protection. This policy establishes guidelines
for the Mines community-at-large, as well as for those in the Mines community who may work or
interact with individuals under 18 years of age, with the goal of promoting the safety and well-
being of minors and ensuring compliance with applicable laws.
2.0 SCOPE
This policy provides broad safeguards intended to better protect minors when they are on the
university Campus, participating in university programs and activities designed to include
minors, or when they are in the care of University Personnel, Volunteers, or Contractors. All
Mines Personnel, Volunteers, and Contractors are expected to be familiar and comply with the
provisions of this Policy and any related university policies and/or procedures. This policy also
establishes requirements for non-university organizations and entities, including but not limited
to Recognized Student Organizations, that operate non-university programs or activities
designed to include minors.
3.0 DEFINITIONS
For purposes of this policy only, the following definitions shall apply:
3.1
Abuse or Neglect of Minors: As defined in Colorado state statute (C.R.S. § 19-
1-103). Please consult statute for full definition. In summary, child abuse and
neglect means an act or omission that threatens the health or welfare of a person
under 18 years of age.
3.2 Campus: All buildings, facilities, and properties that are owned, operated,
managed, or controlled by Mines.
3.3 Minor: A person under the age of eighteen (18).
3.4
Recognized Student Organization: A student organization and club registered
with the Board of Student Organizations. For purposes of this policy only, a
Recognized Student Organization is considered to be a non-university
organization and entity.




Policy on the Protection
Responsible Administrative Unit:
of Minors
Office of Compliance and Policy


Policy Contact:
Issued: April 24, 2014
Director of Compliance and Policy

Email address:

compliance@mines.edu
Revised:




3.5
University (or Mines) Contractor: An individual or entity retained by the
university under contract to provide services and/or support for university
programs and activities designed to include minors.
3.6
University (or Mines) Personnel: Includes, but is not limited to all university
faculty, staff, post-doctoral fellows, visiting scholars, and students in their
capacity as student-employees.
3.7
University (or Mines) Volunteer: An uncompensated individual who is
authorized by a university department or unit to: a) perform civil, charitable, or
humanitarian services related to the business of or in support of activities of the
university designed to include minors; or b) gain personal or professional
experience in specific endeavors involving minors. Volunteers perform services
without a promise, expectation, or receipt of any compensation for services
performed, including a promise of future employment. This definition does NOT
include parents or guardians who are accompanying their child at a program or
activity and who may provide incidental service for the program or activity.
3.8 Academic
Year:
Beginning of Fall Semester through the end of the Summer II
session.
4.0 POLICY
STATEMENTS
4.1
All University Personnel, Volunteers and Contractors must:
 Always be vigilant in protecting the well-being and safety of Minors with
whom they interact on Campus or at a university program, event or activity.
 Watch for signs of Abuse or Neglect of Minors, and promptly report
suspected instances of abuse or neglect, or violations of this policy or law, as
provided in Section 5.0 below.
4.2
All University Personnel, Volunteers and Contractors who plan to operate, host,
or initiate university involvement in a program, event, or activity (“Program”)
designed to include Minors must provide information to the Office of Compliance
and Policy by timely completing and submitting the Protection of Minors Event
form.
 Such information shall include each Program’s dates, times, locations,
estimated attendance (age range and number of participants), and the
contact information for two responsible individuals who will make
arrangements for the safety of Minors and other participants in the event of
an emergency.




Policy on the Protection
Responsible Administrative Unit:
of Minors
Office of Compliance and Policy


Policy Contact:
Issued: April 24, 2014
Director of Compliance and Policy

Email address:

compliance@mines.edu
Revised:




 Protection of Minors Event form must be completed (per instructions found on
the form) prior to the start of a new Program, and annually for any such
Program that is repeated in a new academic year or continues beyond a
single academic year.
4.3
All University Personnel, Volunteers and Contractors who are responsible for the
supervision or care of Minors, or whose duties would require close contact and/or
time alone with Minors who are not enrolled or accepted for enrollment at the
university, must complete a criminal background check and sex offender registry
check in accordance with the university’s background check policy.
 University Personnel, Volunteers and Contractors who only interact in classes
or other routine academic settings with Minors who are enrolled or accepted
for enrollment at the university are not obligated to complete additional
background checks beyond the parameters established by the university’s
Background Investigation Policy.
4.4
Non-university organizations and entities that operate non-university Programs
on campus (including, but not limited to Recognized Student Organizations,
lessees, etc.) are obligated to be familiar with this policy, ensure their staff,
volunteers and participants are familiar with this policy, and take appropriate
precautions to protect Minors participating in or attending their programs.
4.5
Non-university organizations and entities that operate Programs on Campus
involving Minors must inform the appropriate Mines’ contract approval authority in
writing if the organization or entity has any knowledge (whether obtained via
background investigation or other means) of a criminal conviction or other
adverse information regarding its employees, volunteers, or participants, the
nature of which could impact the safety and well-being of other individuals on
Campus, especially Minors.
 Examples
of information that must be reported include, but are not limited to:
all felony convictions; all convictions of any level that involve Minors; all
assault convictions; all convictions of any type that result from injury to
others; and any information of a similar nature.
4.6
Mines may exclude from Campus, at its sole discretion, any external Program
employee, volunteer, or representative identified pursuant to subsection 4.5.
Further, Mines may request any additional information it deems necessary to
meet the requirements of this policy.






Policy on the Protection
Responsible Administrative Unit:
of Minors
Office of Compliance and Policy


Policy Contact:
Issued: April 24, 2014
Director of Compliance and Policy

Email address:

compliance@mines.edu
Revised:




5.0 REPORTING
POTENTIAL HARM TO MINORS
According to Colorado law, every person who has reasonable grounds to believe that a crime
has been committed has a duty to promptly report the suspected crime to law enforcement
authorities. An individual who reports a suspected crime in good faith is deemed immune from
civil liability for reporting. [Section 18-8-115, C.R.S.].
5.1
Emergencies. In case of an emergency, one should immediately call 911.

5.2
All Other Reports of Known or Suspected Abuse or Neglect of Minors.
All University Personnel, Volunteers and Contractors who know, suspect or
receive information indicating that a Minor has been abused or neglected, or who
have any other concerns about the safety of minors MUST:
• Immediately call the Mines Department of Public Safety at (303) 273-3333, or
the appropriate local police department if the university Program is operating
off-campus; AND
• Report the incident to either the Dean of Students Office at (303) 273-3231 or
the Provost Office at (303) 273-3399, AND other appropriate members of
Mines senior leadership.

Anyone who knows or suspects abuse or neglect of Minors may also notify the
Jefferson County Department of Human Services, Division of Children, Youth &
Families (“CYF”) child abuse hotline at (303) 271-HELP (4357). The hotline is
available 24 hours a day, seven days a week. Additional information about
reporting can be found at the CYF website.
6.0
ADDRESSING REPORTS OF ABUSE OR NEGLECT
Whenever the university receives a report of alleged abuse or neglect of a minor when the
minor is participating in a university Program designed to include Minors, or when the Minor is in
the care of University Personnel, Volunteers, or Contractors:
6.1
The person receiving the report shall immediately notify (1) the Mines
Department of Public Safety or the local police department if off-campus, AND
(2) the Dean of Students Office or the Provost Office, AND other appropriate
members of Mines senior leadership even if it is believed notification has already
occurred.
6.2
The Mines Department of Public Safety and the Dean of Students or Provost, in
consultation with the Office of Legal Services and other appropriate senior
leadership, shall:




Policy on the Protection
Responsible Administrative Unit:
of Minors
Office of Compliance and Policy


Policy Contact:
Issued: April 24, 2014
Director of Compliance and Policy

Email address:

compliance@mines.edu
Revised:




Take immediate steps to prevent further harm to the alleged victim or other
Minors, including, where appropriate, removing the alleged abuser from the
Program or limiting his or her contact with Minors pending resolution of the
matter.
Determine whether the Mines Department of Public Safety, the Golden
Police, and/or the Jefferson County CYF Department, have already been
notified and, if not, whether such notification is required or appropriate given
the circumstances.
If the parents or guardians of the alleged victim have not been notified and
are not the alleged abusers, notify the parents or guardians of the Minor
involved.
Investigate the report and resolve the matter in a way that safeguards Minors,
protects the interests of victims and reporters, affords fundamental fairness to
the accused, and meets relevant legal requirements.
Facilitate the School’s cooperation with any investigation conducted by Mines
Department of Public Safety, the Golden Police Department, and/or the
Jefferson County CYF Department or other governmental agency.
7.0 ENFORCEMENT
Sanctions for violations of this policy will depend on the circumstances and the nature of the
violation, but may include the full range of available university sanctions applicable to the
individual, including suspension, dismissal, termination, and, where appropriate, exclusion from
Campus. Mines may also take any interim actions it deems necessary before determining
whether a violation has occurred. The university may terminate relationships or take other
appropriate actions against non-Mines entities and individuals deemed in violation of this policy.
8.0 POLICY
IMPLEMENTATION AND MODIFICATION
8.1
All University Personnel, Volunteers and Contractors subject to the background
investigation requirement in Section 4.3 and engaged in new Programs not in
existence at the time of the policy adoption must complete background check
requirements prior to participating in the Program, unless a background check
was completed within the five (5) years preceding participation in the Program.
8.2
All University Personnel, Volunteers and Contractors subject to the background
investigation requirement in Section 4.3 and engaged in existing Programs at the
time of the policy adoption must complete background check requirements within
90 days of the policy implementation date, or have had a background check
completed within the five (5) years preceding their participation in the Program.




Policy on the Protection
Responsible Administrative Unit:
of Minors
Office of Compliance and Policy


Policy Contact:
Issued: April 24, 2014
Director of Compliance and Policy

Email address:

compliance@mines.edu
Revised:




8.3
All University Personnel, Volunteers and Contractors subject to the background
investigation requirement in Section 4.3 must complete background check
requirements every five (5) years.
8.4
Background check investigation requirements and procedures are set forth in the
university’s Background Investigation Policy.
8.5
The university will establish procedures and forms as appropriate to implement
this policy and monitor compliance.
8.6
Questions about the interpretation or application of this policy should be
addressed to the Office of Compliance and Policy, which shall administer and
oversee the implementation of the policy in a manner that best achieves its
goals.


10.13 ELECTRONIC MAIL POLICY

I. STATEMENT OF A UTHORITY A ND PURPOSE

This policy is promulgated by the Board of Trustees pursuant to the authority conferred upon it by §23-41-
104(1), C.R.S. (1997) and in accordance with the requirements of §24-72-204.5, C.R.S. (1997) in order to
establish guidelines for the responsible and efficient use of CSM electronic mail, hereinafter "E-mail," services
and to clearly set forth the rights and responsibilities of CSM employees regarding their use of E-mail. This
policy shall supersede any previously promulgated CSM policy that is in conflict herewith.

II. POLICY
A. Introduction

CSM provides E-mail services to support the academic, research, and administrative functions of the
institution. Employees must be mindful that use of E-mail is a privilege, not a right, and it should be
treated as such by all users. Employees are permitted to use E-mail in a prudent manner for personal
communications as long as such personal use does not interfere with the employee's performance of his
or her job responsibilities or the business use of E-mail by other employees. Since confidentiality is not
readily attainable when using E-mail and because many E-mail communications are public records,
employees should never use E-mail to send any message that would be a source of embarrassment to
the sender, to the recipient, or to CSM if the message were to be seen by others.


B. Definitions

1. E-Mail

An electronic message transmitted between two or more computers or electronic terminals, whether
or not the message is converted to hard copy format after receipt and whether or not the message
is viewed upon transmission or stored for later retrieval. E-mail includes electronic messages that
are transmitted through a local, regional, or global computer network.


2. Public Records

All writings made, maintained, or kept by the State, or any agency, institution, or subdivision
thereof, for use in the exercise of functions required or authorized by law or administrative rule, or
involving the receipt or expenditure of public funds.
C. Scope of Policy

All E-mail communications and associated attachments transmitted or received over the CSM network
are subject to the provisions of this policy. Additionally, since Colorado law provides that E-mail
communications written in the conduct of public business are generally considered to be public records,
all E-mail communications written and sent in the conduct of public business by CSM employees are
subject to applicable provisions of this policy, regardless of whether the communication was sent or
received on a public or privately owned personal computer.


D. Application of Public Records Statutes to E-Mail

E-mail messages are subject to many of the same statutes and legal requirements as other forms of
communication, such as the Colorado Open Records Act, §24-72-201, et seq., C.R.S. (1997), which
governs public access to CSM records, and the Archives and Public Records Act, §24-80-101, et seq.,
C.R.S. (1997), which governs the retention, archiving, and destruction of CSM documents and records.
The Open Records Act treats electronic documents and files in the same manner as paper documents.
All such documents are generally considered to be public records and are subject to public inspection
unless they are covered by a specific statutory exception. E-mail messages that are public records must
be retained in either paper or electronic format. E-mail messages that are not public records should be

10-1 (6/24/02)

deleted after viewing. The Archives and Public Records Act requires that all documents pertaining to the
business of CSM, whether in paper or electronic form, be retained, archived, or destroyed, as
appropriate. Disposition decisions regarding individual documents should be made at the operational
unit level with cognizance of the definition of public records and in accordance with CSM operating
procedures. Although current CSM practice includes the daily back-up of central computer files,
including some E-mail messages, such back-up is only undertaken for temporary storage purposes and is
not intended to serve as a mechanism for archiving public records.


E. Privacy and Confidentiality

Even though E-mail users may intend their messages to be private communications between
themselves and another party, the privacy and confidentiality of E-mail cannot be guaranteed by CSM
for many reasons, including the following: E-mail messages may be saved indefinitely on the receiving
computer, copies of E-mail messages can be made electronically or on paper, E-mail messages can be
intentionally or accidentally forwarded to others, and messages may be sent to incorrect E-mail
addresses or be improperly delivered by an E-mail system. Although CSM employees are permitted to
use E-mail for personal communications, they should be aware that there are more appropr iate
avenues of communication available for matters requiring privacy or confidentiality.


F. Monitoring of E-Mail Communications by CSM

CSM does not intend to monitor E-mail usage by its employees in a regular or systematic fashion;
however, it does reserve the right to monitor such usage from time to time and without prior notice.
Such monitoring may include tracking addresses of E-mail sent and received, accessing in-box
messages, accessing messages in folders, and accessing archived messages. E-mail monitoring which
focuses on a specific individual or a selected group of individuals, must be based on a reasonable
suspicion of misuse or wrongdoing and must be approved in advance by the appropriate vice president
or the President. CSM may take corrective action or disciplinary action against an employee based upon
information obtained from monitoring or inspecting his or her E-mail communications. Furthermore,
CSM may disclose E-mail communications sent to, received by, or relating to an employee to law
enforcement officials without giving prior notice to the employee.


G. Prohibited E-Mail Practices

Employees are prohibited from engaging in any of the practices described below on the CSM network.
CSM may suspend or revoke the E-mail privileges of any employee who abuses them. Additionally, CSM
may impose appropriate sanctions, ranging from reprimand to termination, upon an employee who
engages in one or more of the following activities:

1. Sending obscene or patently offensive E-mail without the consent of the recipient;
2. Sending intimidating, threatening, harassing, or abusive E-mail;
3. Intercepting, disrupting, or altering an E-mail communication without proper authorization;
4. Accessing, copying, or modifying E-mail messages from or within the electronic files or records
of another without permission;
5. Misrepresenting the identity of the source of an E-mail communication;
6. Allowing another to use one's E-mail account for fraudulent purposes;
7. Using E-mail to interfere with the ability of others to conduct CSM business;
8. Sending unsolicited "junk" E-mail or mass electronic mailings, such as chain letters, without a
legitimate CSM business purpose;
9. Using E-mail for commercial purposes unrelated to CSM business;
10. Reproducing or distributing copyrighted materials without appropriate authorization; and
11. Using E-mail for any purpose which violates state law, federal law, or CSM policy.


Promulgated by the CSM Board of Trustees on May 7, 1998.

10-2 (6/24/02)

Policy: Employment
Communications
Page 1 of 2

Issued: October 9, 2007
Revised:

1.0
BACKGROUND AND PURPOSE

Communication to faculty and staff is an important element of an effective work
environment. It is vital that CSM has an efficient and workable means of getting
important and timely information to faculty and staff. Examples of situations that
require timely distribution of information could include school closures due to
inclement weather, emergency situations that might arise, or other general
distribution of information necessary to the effective functioning of the School.

Electronic communication through e-mail and Trailhead portal announcements
provides a rapid, efficient and effective form of communication. Reliance on
electronic communication has become the accepted norm within the Mines
community. Additionally, utilizing electronic communications is consistent with
encouraging more environmentally-conscious means of doing business and
encouraging continued stewardship of scarce resources. Because of the wide-
spread use and acceptance of electronic communication, CSM is adopting a
policy regarding employment-related communications with faculty and staff.

2.0 POLICY

It is the policy of the Colorado School of Mines that official employment-related
general communications with faculty and staff will be sent via CSM’s internal e-
mail system. All faculty and staff will be assigned a CSM e-mail address and are
encouraged to periodically check their CSM assigned e-mail address. It is
expected that e-mail sent to faculty and staff will be read in a timely manner.
Employment-related communications sent via e-mail to faculty and staff will be
considered to have been received and read by the intended recipients.


3.0 Procedures

3.1
All faculty and staff will be provided a CSM e-mail address which they
must activate.

3.2
Faculty and staff are expected to check their e-mail inbox for CSM
employment-related communications on a frequent and consistent basis. Faculty
and staff have the responsibility to recognize that certain communications may
be time-critical.

3.3
The policy does not prevent faculty and staff from using a personal e-mail
address for employment-related communication and purposes. However, if a
faculty or staff member chooses to use a personal e-mail address as his or her

Policy: Employment
Communications
Page 2 of 2

Issued: October 9, 2007
Revised:

address of choice for receiving employment-related communications, in order to
comply with this policy, he or she must forward e-mail from the CSM assigned e-
mail address to the personal e-mail address.

3.4
Supervisors of employees or employee groups with limited computer
access and limited e-mail access must print and post hard copy of School
employment-related communications sent via e-mail. Examples of such
communications could include, but not be limited to, notices or communications
about: school events, revised or new academic or administrative procedures,
school closures, emergency communications, and so forth.

3.5 Nothing in these procedures should be construed as prohibiting
employment-related communications being sent via traditional means. Use of
paper-based communication may be necessary under certain circumstances or
may be more appropriate to certain circumstances. Examples of such
communications could include, but not be limited to: employment contracts or
letters, salary notices, individual personnel notices, layoff notices, disciplinary
notices, communications regarding individual benefits, and so forth.



Holiday Schedule
2016 & 2017



2016 Holiday Schedule
January 1, 2016
Friday
New Year’s Day
May 30, 2016
Monday
Memorial Day
July 4, 2016
Monday
Independence Day
September 5, 2016
Monday
Labor Day
November 24, 2016
Thursday
Thanksgiving Day
November 25, 2016
Friday
Day after Thanksgiving
Winter Break (12/26/16 through 12/30/16)

December 26, 2016
Monday
Christmas Day (observed)
December 27, 2016
Tuesday
Winter Break
December 28, 2016
Wednesday
Winter Break
December 29, 2016
Thursday
Winter Break
December 30, 2016
Friday
Winter Break
2017 Holiday Schedule
January 2, 2017
Monday
New Year’s Day
January 16, 2017
Monday
Martin Luther King Day
May 29, 2017
Monday
Memorial Day
July 4, 2017
Tuesday
Independence Day
September 4, 2017
Monday
Labor Day
November 23, 2017
Thursday
Thanksgiving Day
November 24, 2017
Friday
Day after Thanksgiving

Winter Break (12/25/17 through 12/29/17)

December 25, 2017
Monday
Christmas Day
December 26, 2017
Tuesday
Winter Break
December 27, 2017
Wednesday
Winter Break
December 28, 2017
Thursday
Winter Break
December 29, 2017
Friday
Winter Break
Holiday guidance is specified in the Faculty Handbook, Section 5.4.6.
For planning and communications purposes with employees, New Year’s Day (observed), Monday,
January 1, 2018, will be a holiday (per the Faculty Handbook, Section 5.4.6) for the 2018 calendar year.

CSM Services for New Employees
GENERAL INFORMATION
Mines Dining
Employees are welcome at all Mines Dining locations, including the all-you-care-to-eat option at
Mines Market (east side of Elm Hall), and a la carte dining locations, such as the Food Court
(Student Center), Einstein Bros. Bagels (CTLM), Subway/ Jamba Juice (Rec Center), and Starbucks
(Brown).
Classified Employee/Faculty Handbooks
Copies of the School Policies as well as the State of Colorado Employee Handbook for classified
staff and the CSM Faculty Handbook are at http://inside.mines.edu/POGO-Human-Resources.
Classified Employee/Faculty Performance Management
Information on performance management may be found at
http://inside.mines.edu/Performance_Management.
Payroll
State rule mandates electronic direct deposit of payroll to your bank account. All full-time, regular
employees are paid on the last business day of the month. Classified hourly employees are paid on
the 15th and the last business day of the month.
Employee Parking
ALL employees are required to register vehicles with Parking Services at ext. 3100. Unregistered
vehicles will be ticketed and/or towed.
Tax Sheltered Annuities
Under section 403(b) of the federal tax code, employees of educational institutions are allowed to
shelter a portion of their income for retirement. The following plans are available to CSM
employees: 401(k), 457, 403(b), and Roth 403(b). Contact the Human Resources office for
additional information.
SERVICES
Cash/Check Cashing Service
An ATM machine is located in the front entrance of the Student Center for your convenience. The
Cashier’s Office, located on the first floor of the Student Center, will cash personal checks for CSM
employees up to $50 per day.
Credit Union
Employees may join the Credit Union of Colorado. The Golden branch is located at 1800 Jackson
Street (across from Safeway) (303) 832-4816. The CUOFCO has several locations in the metro
area. Visit their website www.cuofco.org for more information.
CSM I.D. Cards (BlasterCard)
All employees must have I.D. cards made in the BlasterCard Office, located in the west side of Elm
Hall in the Campus Living Office, ext. 2273. The card enables employees to gain access to offices
and buildings, use the library, have access to physical education facilities, and receive a discount at
the campus bookstore, the Barnes & Noble in Denver West (see campus bookstore for more

information), and some Golden-area businesses. Spouses of employees may have an I.D. made for a
$5.00 fee.
Notary Public
Notary services are available in the Registrar, Financial Aid, and Human Resources offices. There is
no charge to CSM employees for this service. All parties must be present for witnessing purposes
and provide valid identification. All documents must be in English.
PROGRAMS
Tuition “Free” Courses at CSM
With approval of the supervisor, full-time employees may take up to 3 credit hours per semester or
up to 6 credit hours per year of tuition-free courses. Certain fees may apply. Applications for
courses must be authorized by the Office of the Vice President for Academic Affairs, Guggenheim
Hall. The form for Faculty and Staff to complete if they wish to take courses at CSM is located at
http://inside.mines.edu/Mines_Forms.
CSM Discount Program
This is a program offered to all employees. Discounts are available on ski lift tickets, movie tickets,
and a variety of seasonal events. More information is available at the Student Activities Office.
Work-Life Employee Discount Program
The State of Colorado has a discount program for state employees. Services include childcare,
computers, and cell phone discounts. Discounts are subject to change at any time and offers will
vary. Please visit the Work-Life webpage at http://www.colorado.gov/dpa/dhr/WL/worklife.htm for
a listing of the current discounts available to state employees.
Student Recreation Center
The Student Recreation Center is a state-of-the-art facility offering a variety of activities, equipment,
classes, and programs serving the fitness needs of the Mines community. Membership to the SRC is
available to CSM employees and their family members. Visit the SRC website at
http://recsports.mines.edu/recreation-center for more information on fees, programs, and facilities.
Outdoor Recreation Center
Employees may take advantage of the programs offered through the Outdoor Recreation Program.
Visit their website at http://recsports.mines.edu/REC-Outdoor-Recreation for more information on
upcoming events. Fees are generally associated with these activities.
Visit CSM’s website at http://www.mines.edu for more information about campus services and
information.
Visit http://www.colorado.gov/dpa/dhr/ for information about state employment.



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Faculty and Classified Staff Healthcare Marketplace Information
As you are likely aware, the Patient Protection and Affordable Care Act (PPACA), also known as
Healthcare Reform, was enacted in 2010. A number of provisions of the act wil begin to apply in 2014
and beyond including the requirement for al individuals to have health insurance and the creation of
the Health Insurance Marketplace (Marketplace). Starting in 2014 most individuals wil be mandated to
carry minimum essential coverage or face a possible financial penalty.
Faculty
Faculty with an anticipated appointment of at least nine months working at least 50% effort of a ful
time equivalent position are provided employer sponsored health insurance through Mines. Mine’s pays
the entire cost of the health insurance premium. Mines health insurance is considered affordable under
PPACA and meets PPACA’s minimum value requirements.

Temporary Faculty
Effective January 1, 2015, Mines wil offer employer sponsored health coverage to salaried temporary
Mines employees meeting certain requirements. Salaried temporary faculty, such as Adjunct Faculty,
working a minimum of 75% effort, will be eligible for health insurance through Mines. For information
regarding premiums, waiting periods, and plan information please see the Mines Benefits webpage.
This coverage is considered affordable and meets PPACA’s minimum value requirements.

Temporary Hourly Faculty
Effective January 1, 2015, Mines wil offer employer sponsored health coverage to Temporary Hourly
Faculty meeting certain requirements. Mines will average hours for Temporary Hourly Faculty over a
one year measurement period starting January 1, 2014, for ongoing employees and, as of the hire date
for new employees hired after January 1, 2014. Temporary Hourly Faculty averaging 30 or more hours
per week will be offered coverage for a minimum of one year, regardless of hours worked, if they
remain an active Mines employee. For information regarding premiums, waiting periods, and plan
information please see the Mines Benefits webpage. This coverage is considered affordable and meet’s
PPACA’s minimum value requirements.

Classified Staff
Permanent State Classified employees are currently offered health insurance through the State of
Colorado and both Mines and the employee pay a portion of the premium. Temporary State Classified
employees are not currently offered coverage. This health insurance is considered affordable under
PPACA and meets PPACA’s minimum value requirements.

Faculty and Classified Staff
Although anyone may purchase coverage through the Marketplace, individuals who have affordable
essential health coverage available through their employer may not be eligible for premium subsidies
from the Marketplace in some circumstances. Also, Benefits Eligible Faculty or Classified Staff who
Revised 12-2014


purchase coverage through the Healthcare Marketplace wil not be eligible for contributions from Mines
toward Marketplace plan premiums. Individuals who do not have access to affordable coverage through
their employer may be entitled to a premium subsidy through the Marketplace based on their
household income. Please check with the Connect for Colorado Marketplace for ful details regarding
eligibility and subsidies.

In compliance with PPACA we are required to provide you with the attached notice. It provides basic
information regarding the School of Mines, the insurance we offer, and the Health Insurance
Marketplace in general. If you decide to apply for coverage through the Colorado Health Insurance
Marketplace, you will be asked to provide certain information contained in this notice.

If you have questions regarding the Health Insurance Marketplace including Connect for Colorado
(Colorado’s Marketplace), more information is available from the following resources:

Healthcare.gov (Federal Government Website): www.healthcare.gov
Connect for Health Colorado (State of Colorado Health Insurance Marketplace):
www.connectforhealthco.com
Revised 12-2014


New Health Insurance Marketplace Coverage


Form Approved
Options and Your Health Coverage
OMB No. 1210-0149




(expires 1-31-201 )

PART A: General Information
:
What is the Health Insurance Marketplace?
Can I Save Money on my Health Insurance Premiums in the Marketplace?
Does Employer Health Coverage Affect Eligibility for Premium Savings through the Marketplace?
How Can I Get More Information?
Ann Hix (303) 273-3052 ahix@mines.edu













PART B: Information About Health Coverage Offered by Your Employer
3. Employer name
4. Employer Identification Number (EIN)
Colorado School of Mines
84-6000551

5. Employer address
6. Employer phone number
1500 Illinois Street
(303) 273-3250
7. City
8. State
9. ZIP code
Golden
CO
80401
10. Who can we contact about employee health coverage at this job?
Ann Hix
11. Phone number (if different from above)
12. Email address
(303) 273-3052
ahix@mines.edu

Academic, Administrative, Athletic, Library, Research and Research support faculty with an anticipated 9
month appointment, working at least 50% effort. Temporary salaried faculty working 75% effort. Temporary
hourly employees averaging 30 hours over the applicable measurement period. All permanent Classified
employees regardless of percentage of effort.


13. Is the employee currently eligible for coverage offered by this employer, or will the employee be eligible in
the next 3 months?


Yes (Continue)
13a. If the employee is not eligible today, including as a result of a waiting or probationary period, when is the
employee
eligible
for
coverage?

(mm/dd/yyyy)
(Continue)
No (STOP and return this form to employee)
14. Does the employer offer a health plan that meets the minimum value standard*?
Yes (Go to question 15)
No (STOP and return form to employee)

15. For the lowest-cost plan that meets the minimum value standard* offered only to the employee (don't include
family plans): If the employer has wellness programs, provide the premium that the employee would pay if he/ she
received the maximum discount for any tobacco cessation programs, and didn't receive any other discounts based on
wellness programs.
a. How much would the employee have to pay in premiums for this plan? $
b. How often? Weekly
Every 2 weeks
Twice a month
Monthly
Quarterly
Yearly
16. What change will the employer make for the new plan year?
Employer won't offer health coverage
Employer will start offering health coverage to employees or change the premium for the lowest-cost plan
available only to the employee that meets the minimum value standard.* (Premium should reflect the
discount for wellness programs. See question 15.)
a. How much would the employee have to pay in premiums for this plan? $
b. How often? Weekly
Every 2 weeks
Twice a month
Monthly
Quarterly
Yearly

Document Outline