麻豆视频

The college catalog is updated and published annually. The Student Services division leads the process in consultation with campus stakeholders, following YVC Administrative Procedure 2.09 College Publications and Promotional Materials.

This procedure shall apply to all departments of YVC under the jurisdiction of President. 

1. Employees may drive YVC vehicles, including dedicated operations vehicles (e.g., Security and Facilities Operations), only with the approval of the supervisor of the YVC security office. Inquiries regarding the eligibility and availability of vehicles are available at the YVC Security office located at building 029 room 141 on the Yakima campus. Vehicles are limited and may not be available when requested. Reserve a vehicle by contacting Security at 509-574-4610. No unauthorized passengers shall be transported in YVC vehicles.
2. YVC Security may approve a driver only after determining that the driver meets the standards set forth in YVC's insurance policies and such other requirements as YVC may adopt. YVC security shall also determine that the driver has a valid driver's license in the appropriate vehicle category, verify that the employee has completed the required driver safety and electric vehicle use training, and verify that they have a safe driving record. Any employee driving a YVC vehicle may not have a driver's license under suspension or revocation. Employees must inform YVC security of any changes that may affect their ability to meet the requirements of this policy.
3. Employees and passengers are prohibited from smoking or vaping while in college vehicles. Smoking means inhaling or carrying a burning tobacco or other plant product.
4. Employees who regularly require transportation during the normal course of their work assignment may be assigned a YVC vehicle to be used only for business purposes.
5. No employee may use a YVC vehicle for non-business purposes except for only de minimis purposes. De minimis purposes can be defined as stopping to get milk on the way back to work from the travel destination or some other such stop that is on the way to and from work or within the sphere of the individual's work-related travels. Such use will be in accordance with the regulations of OFM and the Internal Revenue Services. Such use will be treated as taxable compensation in accordance with Internal Revenue Service regulations. Unless specifically granted by contract or other agreement, no employees in this category may use YVC vehicles for personal use beyond de minimis purposes.
6. Employees who drive a YVC vehicle shall, in addition to meeting the approved requirements above, drive safely and maintain the security for vehicle and its contents. Employees are also responsible for any driving or parking infractions or fines as a result of their use of a YVC vehicle.
7. Employees are not permitted, under any circumstances, to operate a company vehicle or a personal vehicle for company business when any physical or mental impairment causes the employee to be unable to drive safely. Additionally, employees shall not operate any company vehicle at any time or operate any personal vehicle while on company business while using or consuming alcohol, illegal drugs or prescription medications that may affect their ability to drive. These prohibitions include circumstances in which the employee is temporarily unable to operate a vehicle safely or legally because of impairment, illness, medication, or intoxication.
8. Employees driving on YVC business may claim reimbursement for parking fees and tolls actually incurred upon evidence of proper receipts.
9. Employees must report any accident, theft, or damage involving a YVC vehicle to security per YVC Administrative Procedure 1.00 ACCIDENTS/INCIDENTS REPORTING, regardless of the extent of damage or lack of injuries. Such reports must be made as soon as possible but no later than one business day after the incident. Employees are expected to cooperate fully with authorities in the event of an accident.
10. Employees driving YVC vehicles are subject to all applicable state and federal statutes and regulations.

1. During spring quarter, Student Employment Position Request forms are distributed to all departments for the upcoming academic year. If student assistance is desired, the form must be completed and returned to the Financial Aid Office before the priority deadline indicated on the form in order to be on the student employment register for the next year. Approval notices are emailed prior to the start of the academic year. Requests made after the priority date will be consider upon availability of funding. All positions are subject to available funding.
   
   If additional needs or staffing needs decrease during the year, email the Financial Aid Office to note the modification.
   
   
2. Students receiving federal or state work study are encouraged to consider jobs that relate to their major and/or career interest.
   
   
3. Work-Aid Students (Dept. Funded): Students who are not eligible for federal or state Work Study and are hired by individual departments still need to complete the Student Employment Packet and have a signed Student Employee Referral, Authorization and Change Form (Referral).

1. Student completes Student Employment Orientation on Canvas.
2. Student secures a position via the Canvas job board.
3. Lead submits the Student Employee Request Form for hiring decision.
4. Financial Aid (FA) reviews eligibility and approves/denies.
5. Primary and Secondary receives approval email with link to sign.
6. FA does a final eligibility check and submits to HR
7. HR contacts student for I-9 documents submission (new students must apply on NeoGov).
8. Lead completes Fresh Service ticket for onboarding preparation
9. Student completes onboarding training before reporting to department.

The lead must monitor:

• Activities: The lead must ensure that the student has a sufficient amount of work to do during the time scheduled to work. Homework is not a suitable substitute for work and is not allowed. Departments permitting students to do so during work time will be denied student assistance. If there is not enough work for the student to do, contact the Financial Aid Office so that the student may be given an additional assignment or work project. Students are not to work during the time they are scheduled to be in class. The Lead must make sure students are aware of this restriction.
• Expenditures: The lead must ensure that total earnings do not exceed the amount specified on the referral. Departments may be responsible for wages if violations are found. Such violations include but are not limited to working students during unauthorized periods and exceeding 16 hours a week.
• Timesheets: Timesheets must be submitted by the deadline set by Payroll and Human Resources. Late timesheets will not be processed until the next pay period. Exceptions require a hand-drawn check and must be based upon unavoidable, mitigating circumstances which explain why the timesheet was late.
• Evaluations: In the event the lead determines the student employee is not performing the assigned tasks in a satisfactory manner, an evaluation shall be held to inform the student of the way in which the performance is unsatisfactory. If the unsatisfactory performance persists, the lead will refer the student to the Financial Aid Office for possible reassignment.
  • If a student is found to violate FERPA laws, theft/vandalism of property, failing to comply with college policies and procedures, falsifying records or other actions/behaviors may lead to immediate termination. Such actions will be brought to Human Resources for further investigation.

Further information is available in the Financial Aid Office including a Handbook for Student Employment Supervisors and Handbook for Student Employees.

Minor Aged Students. Departments may employ minors who are 16 or 17 years old in compliance with U.S. Department of Labor (DOL) and the Washington State Department of Labor & Industries (L & I) regulations. When departments hire students who are under the age of 18 years old, all minor employment policies apply. It is the responsibility of the college to obtain a minor work permit endorsement.

Hiring officials & Supervisors are responsible for being aware of and complying with the DOL and L & I child labor laws. Where DOL and L & I rules differ, the stricter standard applies.

Minor aged students must work under direct supervision at all times.

Minor aged students are only approved for the following positions:

• Elected student government officers.
• Hired student government officers.
• Tutors working in closely supervised situations.

The following documents must be on file in human resource services department with a copy in the employing department prior to a minor beginning work:

1. Job description 鈥� describe what the minor鈥檚 job duties are, including equipment they will be operating. Note they are not permitted to use dangerous equipment and duties listed in the L & I publications.
2. Work schedule 鈥� Student employees cannot exceed the maximum number of hours as specified in DOL and L & I regulations. Under no circumstances may a student鈥檚 work hours (including YVC and non-YVC) total more than 69 hours per month.
3. Parent/School Authorization Form 鈥� Must be signed by the parent/guardian, Supervisor and/or appropriate high school official.

Callers requesting to contact a student shall be screened by whoever answers the call, whether in Admissions, Counseling, ASB, or any other department.  The appropriate screening question is, "Is this a medical emergency?"

• If there is no medical emergency, YVC personnel shall explain in a friendly and professional manner that we do not provide message services.
• If there is a medical emergency, the caller shall be referred to Security.
• Security personnel will obtain the following information from the caller:
  • Name of caller
  • Number where caller can be reached
  • Name of student
  • Nature of emergency
  • Number that the student needs to call 
• Security personnel will then obtain information from YVC's database on the student's campus location.
• Security personnel will visit the indicated room to deliver the message in person.
• When the student calls Security, the only message shall be "You have a medical emergency, please call [caller at telephone number]."
• If the student is not present in the classroom, Security shall re-contact the caller saying, "We were unable to locate the student." 

• The Campus Security Office shall be the designated office to receive official notifications concerning registered sex offenders from the Yakima County Sheriff or other police agencies with appropriate jurisdiction.  Upon notification from law enforcement that a registered offender has registered locally and resides close to campus and/or has indicated the intent to enroll at the college, the Campus Security Office will immediately notify the Dean of Student Services.
• The Dean of Student Services will coordinate notification of the college community.
• Upon learning that a registered sex offender has enrolled or intends to enroll at the college, the Dean of Student Services will take the following steps:
  • Make a reasonable attempt to contact the appropriate police agency to obtain such additional information as may be useful to guide appropriate notification actions.
  • Consult with the president and/or designee to review available information and assess safety issues for enrolled students and the college child care center and student residence center.
  • Determine appropriate and relevant information about the registered sex offender needed by the college community in order to enhance safety.
  • Make a reasonable attempt to meet with the registered sex offender to make him or her aware of the notification procedure and the intended actions of the college.  Failure of the registered sex offender to meet with the college shall not preclude the college from providing notification pursuant to this procedure.
• 4. Notification actions will correspond with the offender classification level in the following manner:
  • Level I 鈥� Low Risk (to re-offend)
    • Campus Security
    • President
    • Vice Presidents
    • Director of Human Resource Services
    • Director of Auxiliary Services (campus housing)
  • b. Level II 鈥� Medium Risk (to re-offend)
    • All Level I notifications
    • Faculty and Staff in whose programs/courses the offender is enrolled
    • Counseling Center
    • Student Employment (Work Study)
    • Tutoring Center
    • Math and Writing Centers
    • Childcare Center
    •  Running Start
    • Any other college program with a significant population of students under the age of 18
    • Any other program or office with whom the student has or is likely to have contact
    • Library
  • Level III 鈥� High Risk (to re-offend)
    • All Level I and Level II notifications
    • Posting all campus bulletin boards with photograph
    • E-mail to all college faculty and staff
    • Notification to all classes in which the offender is enrolled

The college may deny admission to an applicant after reviewing circumstances and determining that the applicant鈥檚 presence would create a disruptive atmosphere within the college not consistent with the purposes of the institution, in accordance with RCW 28B.50.090(3)(b). Each applicant who is a registered sex offender will be evaluated on the basis of information provided by law enforcement agencies.

The college may:

• Deny admission;
• Expel an admitted student who failed to disclose relevant information and/or failed to abide by local, state or federal law;
• Set restrictions on:
  • Classroom attendance
  • Locations on or near campus where the individual may be allowed
  • Participation in college-sponsored activities, including but not limited to field trips
  • Access to the college鈥檚 student computing network

• Consistent with collective bargaining agreements between the district, WPEA (Section 22.7) and AFT-YPS (Section 21.6), employees are notified in writing prior to activation of video monitoring
• Cameras are positioned solely for monitoring student examinees
  • Recordings will not be used to discipline an employee with the exception of potentially criminal violations
  • Recording of employees working may occur if the employee is within near vicinity of the student examinee
• Signage is prominently posted in each proctored testing lab to alert those testing that closed-circuit video monitoring is in use
  
  
• Video-footage is maintained only as a supplement to visually-detected concerns of cheating or other forms of academic dishonesty
  
  
  • Access to recorded video-footage is limited to full time personnel responsible for proctored testing and in compliance with Administrative Procedure 6.04 Acceptable Use of YVC Network and Data Management Systems
  • Alleged violations of academic dishonesty are to be reported and investigated in compliance with .
  • Retention of recorded video-footage is coordinated by Campus Security (Administrative Procedure 1.10 Camera Systems)in compliance with state record retention requirements and applicable local, state and federal laws.