The summary provides information about the institutional disclosure requirements in the General Provisions (Title I), and the General Provisions for Title IV (Part G) of the Higher Education Act. It includes the requirements in the HEA prior to the enactment of the HEOA, and the revisions and additions to the disclosure requirements included in the amendments to the HEA in the HEOA and in the Higher Education Technical Corrections Act of 2009.
The disclosures include the information that institutions are required to provide to the general public, current students, current employees, prospective students, prospective employees, families of current or prospective students, or prospective student-athletes and their parents, high school counselors and coaches. Requirements for reporting information to the Department of Education are included only when they overlap with disclosure requirements.
The overview provided for each disclosure requirement is based on the statutory language, federal regulations and guidance from the Department of Education.
Davidson-Davie Community College is accredited by the Southern Association of Colleges and Schools Commission on Colleges (SACSCOC) to award certificates, diplomas and associate degrees. Questions about the accreditation of Davidson-Davie Community College may be directed in writing to the Southern Association of Colleges and Schools Commission on Colleges at 1866 Southern Lane, Decatur, GA 30033-4097, by calling (404) 679-4500, or by using information available on SACSCOC’s website (www.sacscoc.org).
In addition to this regional accreditation, individual programs have accreditation or licensing board criteria as listed in the college catalog.
Davidson-Davie Community College is committed to providing the best possible education for all its students and a good working environment for all its employees. In striving to achieve this goal, it is important to assure the physical and emotional safety for all students, faculty, and staff. All College employees and students are responsible for taking safety seriously, preventing and/or reporting any unsafe conditions, and continuously practicing safety while performing any work or using any College facilities. Members of the campus community are encouraged to immediately report safety concerns of any kind to the following individuals:
Confidential crime reports may be made to the Davidson and Davie Campus Resource Officers.
Notification Systems: In the event of an emergency that may affect the safety of individuals, property or the continuity of college operations (Clery), the campus community will be notified in a timely manner through the following means, in the order listed:
1. An alert will be disseminated to the campus via an all-building audio mass-notification system. A phone message will also disseminate through this system to all campus phones.
2. An email, voice message, and text alert will be disseminated to the campus community via Blackboard Connect, a second mass notification system used by the College.
3. Emergency messaging will be displayed on desktop and mobile device versions of the College’s website. Messaging will appear on every page of the website.
Note: All forms of emergency messaging will contain the same information and directives for faculty, staff and students to follow. Messaging in all forms will be updated every half hour during an emergency.
Planning and Response: Davidson-Davie is committed to emergency preparedness and has engaged in response planning and practice emergency response drills. The College’s emergency plan is based on the National Incident Management System model. All employees have access to the College’s Emergency Response Handbook to assist with managing an emergency. Additionally, designated employees in each building assume leadership for building safety in the event of an emergency, and Maintenance staff members are assigned to buildings to assist during emergencies. These individuals receive training every August prior to the start of fall semester classes. The College’s emergency response procedures are tested and evaluated at least twice per year through practice drills facilitated by an external agency in the field of emergency preparedness. Additionally, the College’s evacuation building procedures are tested once per year through planned fire drills.
Disclosure: Twice per year, the College’s safety and emergency response procedures and crime statistics are disseminated to students, faculty and staff via email. Campus Resource Officers on the Davidson and Davie Campuses keep records of crime statistics and make these records available to the public upon request.
Education: The Director, Campus Safety and Community Standards, Campus Resource Officers and/or other community professionals conduct safety, crime prevention, and sexual assault prevention seminars open to all members of the campus community twice per year.
Other Security Concerns:
General Policies – Code of Conduct
A student who is involved in a Code of Conduct violation has the right to (1) review all information related to the case and ask questions, (2) respond to information and offer additional information related to the situation, and (3) present witnesses.
A student in the presence of a Code of Conduct violation and who is not actively involved has three choices: (1) leave the situation; (2) ask the student(s) to stop the behavior and/or leave the area; or (3) ask a College staff or faculty member for help. A student who does not choose any of these three options may be held responsible for the conduct violation.
In the event a conduct violation or student behavior concern poses a threat to the safety of individuals, college property or the continuity of college operations, a timely warning of the threat will be issued to the campus community through the College’s mass notification systems.
Prohibited under the Student Code of Conduct
Mental or physical abuse of any person or any other such form of behavior on College premises or at College-sponsored or College-supervised functions, including communication in any form, (e.g. standard mail, electronic and digital media, or telephone), physical abuse, verbal abuse, threats, intimidation, harassment, sexual assault, stalking, coercion and/or conduct which threatens or endangers an individual’s health, wellbeing, or safety.
Violation of the No-Harassment and Consensual Relationship Policy
Excessive use of profanity; obscene and offensive language and conduct.
Sexual misconduct or inappropriate sexual behavior, both consensual and non-consensual, including but not limited to inappropriate displays of affection, sending graphic or sexually explicit materials through electronic and digital media, explicit behavior, sexual harassment, sexual assault, public sexual indecency, or indecent exposure on College property.
Code of Conduct Disciplinary Procedure
In instances where the student poses an immediate danger to self or others, the Care Team will be involved, and the process of the Team will serve as the student’s disciplinary due process.
In cases of sexual assault or harassment, the College reserves the right to contact law enforcement officials if necessary to ensure safety for the victim. Further, the College commits to evaluating and implementing changes to the victim’s academic situation that may be necessary for ensuring safety. Additionally, victims will be referred to Family Services of Davidson County for assistive services.
Davidson-Davie currently has 16 programs that have specific requirements for vaccinations. You can find specific information at the following locations:
In compliance with Title 23, Section 02C.0210 of the North Carolina Administrative Code and all applicable State and Federal laws, the following policy and procedures apply to all students, faculty and staff, and non-employees such as visitors, vendors, etc., who violate said policy.
The College is fully committed to providing a learning and working environment that is free from prohibited discrimination. The College does not practice or condone discrimination based on race, color, national origin, religion, sex, sexual orientation, gender, gender identity or expression, pregnancy, disability, genetic information, age, political affiliation or veterans’ status in the administration or in any of its education programs and activities and employment practices. For issues related to sexual harassment, assault and violence, see Procedures 126.96.36.199/188.8.131.52 – Sexual Harassment Procedure. For issues related to all other types of unlawful discrimination and harassment, see Procedures 184.108.40.206/220.127.116.11.
Examples of “harassment” covered by this policy include, but are not limited to, bullying, offensive language, jokes, threats, or other physical, verbal, written, or pictorial conduct including sending graphic or offensive materials through electronic and digital media relating to a person’s race, sex, gender identity, national origin, age, disability, religion, sexual orientation or other characteristic protected by law that would make a reasonable person experiencing such behavior feel uncomfortable or would interfere with the person’s studies or work performance.
The examples are just that – examples. It is impossible to list every type of behavior that can be considered harassment in violation of this policy. In general, any conduct based on these characteristics that could reasonably interfere with an individual’s studies or work performance or could reasonably create an offensive environment will be considered harassment in violation of this policy. This is the case even if the offending person did not mean to be offensive.
Harassment based on these categories as they may be defined by governing law deserves special mention and is also strictly prohibited. Examples of the types of behavior that will be considered harassment based on these characteristics include:
Sexual harassment (whether opposite-sex or same-sex) is strictly prohibited. Examples of the types of behavior that are considered sexual harassment in violation of this policy may include:
Unwelcome conduct that a reasonable person would find so severe, pervasive, and objectively offensive that it effectively denies a person equal access to the College’s education program or activity, including conduct based on sex stereotyping; or any instance of sexual assault, dating violence, domestic violence, or stalking. Quid pro quo harassment is a person having power or authority over another and conditioning an educational or employment benefit or service or access to receiving the educational or employment benefit or service upon a person’s participation in unwelcome sexual conduct.
Consensual relationships are not absolutely prohibited by the no-harassment policy; however, because of the potential for misuse or the perception of misuse of authority, certain consensual relationships are prohibited. Anyone who violates this policy will be subject to discipline up to and including immediate termination of employment.
All faculty and staff members are prohibited from having an intimate amorous relationship with any student who is under the academic supervision of that faculty or staff member. Both the fact and the appearance of such a relationship must be avoided. Academic supervision includes supervising, tutoring, providing guidance to or working with a student in any capacity, either directly or indirectly in the classroom, outside the classroom, or as a work-study student.
Academic supervision also includes counseling, advising a student or student group, in a formal or informal capacity, and participating in award, grant, or scholarship decisions. An intimate amorous relationship includes a romantic and/or sexual relationship between members of the same sex or members of the opposite sex. A relationship that is not consensual is governed by the College’s no harassment policy.
Under no circumstances may a faculty or staff member have an intimate amorous relationship with any student who is a minor. This prohibition applies whether or not the relationship is consensual and whether or not the student is under the academic supervision of the faculty or staff member. A minor is anyone under the age of eighteen.
A faculty or staff member who is aware that he or she is violating this policy or who is aware that he or she may appear to be violating this policy is encouraged to consult immediately with the appropriate supervisor to discuss a means of resolution.
Effective No-Harassment and Consensual Relationship policies depend on everyone working together to address these very important subjects. Any employee or student who feels that the College has not met its obligations under this policy or is not satisfied with the way in which the report of harassment was handled should contact the College President.
The Campus Sexual Violence Elimination (SaVE) Act Policy This Act creates the following criteria by which Davidson-Davie will respond to acts of dating violence, domestic violence, sexual assault and stalking:
SaVE requires that incidents of domestic violence, dating violence, sexual assault, and stalking be disclosed in annual campus crime statistic reports. Additionally, students or employees reporting victimization will be assisted in the following ways:
Accountability SaVE clarifies minimum standards for institutional disciplinary procedures covering domestic violence, dating violence, sexual assault, and stalking to ensure that:
Any student or employee who is a victim of domestic violence, dating violence, sexual assault or stalking may report these actions to the appropriate representative of Davidson-Davie or law enforcement. Davidson-Davie is committed to promptly and fully investigating any allegations of misconduct and will proceed to investigate all claims as follows:
Establishing Time Frames For the Review Process
The College will conduct a timely review of all complaints of domestic violence, dating violence, and/or stalking. Absent extenuating circumstances:
Parities’ Right to Advisors
The respondent and complainant may be assisted during disciplinary hearings and related meetings, by an advisor of their choice. The respondent and complainant may present witnesses and may produce other evidence for consideration by the hearing officer. The respondent and complainant are responsible for presenting evidence on their own behalf. Advisors may speak privately to their advisee, respondent or complainant, during the proceeding. Either party may request a brief recess to consult with their advisor which will be granted at the discretion of the hearing officer. Advisors for the respondent and complainant may not present evidence or question witnesses.
Notification of Findings
Within five (5) class days after the adjournment of the hearing, the hearing officer shall submit written findings of fact, conclusions regarding the charge(s), and imposition of a sanction, if any, to the respondent and any College official who is determined by the Director of Campus Safety and Community Standards to have a legitimate interest in the result. In the case of sexual misconduct and violations involving dating violence, domestic violence, sexual assault, or stalking, both the complainant and respondent shall also receive simultaneous notice of the results and sanctions imposed (and the rationale for the result and sanctions), as well as notice of the appellate procedures available.
Davidson-Davie considers dating violence, domestic violence, sexual assault, and stalking as extremely serious violations and subject to punishment up to SUSPENSION and/or EXPULSION from Davidson-Davie. This is separate and distinct from any criminal charges that may be brought from such actions.
Evidence to be presented by complainant(s) and respondent(s) during any hearing on the charges must be shared with the opposing party at least two (2) business days in advance of the scheduled hearing. The College Official presiding at and/or hearing the case may exclude evidence that has not be shared or adjourn the hearing to afford all parties the opportunity to review evidence to be presented during the hearing. The Davidson-Davie Official presiding at and/or hearing the case will make the final decision relating to the admissibility of all evidence.
Burden of Proof
The burden of proof in all cases is “the preponderance of the evidence” – whether it is “more likely than not” that the sex discrimination, dating violence, domestic violence, sexual assault, or stalking occurred. If the evidence presented meets this standard, then the respondent must be found responsible. This standard does not necessarily apply to any corresponding criminal or civil proceedings based of the actions in question.
All deadlines and time requirements in the Code may be extended for good cause as determined by the Davidson-Davie Official presiding over the case. Both the respondent and the complainant will be notified in writing of the delay, the reason for delay, and provided the date of the new deadline or event. Extensions requested by one party will not be longer than 5 business/school days.
As part of Davidson-Davie’s SaVE compliance Davidson-Davie is committed to providing programming for students and employees addressing the issues of domestic violence, dating violence, sexual assault and stalking. Davidson-Davie has implemented education programs to address these topics; such programs are outlined and defined below:
Primary Prevention Programs
Davidson-Davie expressly prohibits the offenses of domestic violence, dating violence, sexual assault and stalking. Davidson-Davie is committed to provide programming, initiatives and strategies informed by research or assessed for value, effectiveness, or outcome that are intended to stop dating violence, domestic violence, sexual assault, and stalking before they occur through the promotion of positive and healthy behaviors that foster healthy, mutually respectful relationships and sexuality, encourage safe bystander intervention, and seek to change behavior and social norms in healthy and safe directions.
Ongoing Prevention and Awareness Programs
Programming, initiatives and strategies that are sustained over time and focus on increasing understanding of topics relevant to and skills for addressing dating violence, domestic violence, sexual assault, and staking using a range of strategies with audiences throughout the institution.
Community wide or audience specific programming, initiatives, and strategies that increase audience knowledge and share information and resources to prevent violence, promote safety and reduce perpetration.
Bystander Intervention Programs
Programs and training that offer safe and positive options that may be carried out by an individual or individuals to prevent harm or intervene when there is a risk of dating violence, domestic violence, sexual assault or stalking. They include recognizing situations of potential harm, understanding institutional structures and cultural conditions that facilitate violence, overcoming barriers to intervening, identifying safe and effective intervention options, and taking action to intervene.
Options designed to decrease perpetration and bystander inaction, and to increase empowerment for victims in order to promote safety and to help individuals and communities address conditions that facilitate violence.
SaVE establishes collaboration between the U.S. Departments of Justice, Education, and Health and Human Services to collect and disseminate best practices for preventing, responding to and reporting acts of domestic violence, dating violence, sexual assault, and stalking. Davidson-Davie is committed to compliance with SaVE provisions and undertakes numerous training opportunities for faculty, staff and students to best be prepared to prevent and respond to acts of domestic violence, dating violence, sexual assault and stalking. Davidson-Davie makes a continued effort to maintain required disclosure of all acts of domestic violence, dating violence, sexual assault and stalking.
The College cannot resolve matters that it does not know about. Every student and employee has a duty to immediately report harassment, sexual crimes ( dating violence, domestic violence, stalking, sexual assault) or violations of the consensual relationship policy so that the College can try to resolve the situation. Harassment or violations of the consensual relationship policy should be reported when:
This is true in cases whether the alleged is a student, faculty, staff, or even a non-employee, such as a customer or vendor with whom the College does business
To report harassment, sexual crimes or violations of the consensual relationship policy, contact:
Deputy Title IX Coordinator
Adrienne Friddle, Director of Human Resources
Confidential Campus Resources
Counselor: 336.249.8186 ext. 6175
Nurse: 336.249.8186 ext. 6111
Disability Counselor: 336.249.8186 ext. 6342
Non-Confidential Campus Resources
Security and Safety: 336.240.4215
Campus Resource Officers: 336.249.8186 ext. 6729
Student Affairs – Student Conduct/Community Standards: 336.249.8186 ext. 4516
Title IX Coordinator & Compliance Officer: 336.249.8186 ext. 4516
These individuals have been trained to respond appropriately to such reports. Once a report has been received, the College will:
No student or employee will be punished for bringing information to the College’s attention or for cooperating in an investigation; however, a person who self-reports a violation of the College policy is still subject to investigation and appropriate actions.
Davidson-Davie will protect the confidentiality of victims, including redacting names of victims, as permitted by law on publicly available record keeping.
For further information on notice of non-discrimination, visit The Office of Civil Rights for the address and phone number of the office that serves your area, or call 1.800.421.3481.Davidson-Davie