link Other Important Information

Other Important Information

College Catalog

The official Mission College Catalog is revised and published annually. The Catalog contains information regarding the following:

  • General admissions and residency requirements
  • Advanced placement and credit by examination
  • Registration fees and charges
  • Academic regulations and grading system
  • Final examinations
  • Academic probation and disqualification
  • Graduation requirements, including proficiency
  • Code of student conduct and disciplinary sanctions
  • Student family educational rights and privacy act
  • Student grievances

Faculty needing additional information in these areas should contact their Division Dean. A copy of the most current catalog may be obtained from the Administrative Specialist.

Conference Attendance

Per Article 35 of the WVMFT, AFT 6554 contract, the District has allocated funds to all full time and associate faculty for conference attendance. The money is not vested by any individual faculty member or academic department. Eligibility for conference participation is during the term of active employment. Funding will be approved by the Conference Leave Committee. The application is on a rolling basis, meaning that when you are ready to apply, you do not have to wait for a specific deadline. Applications will be considered until the end of the fiscal year or until the fund has been exhausted. Information about applying for these funds is sent to all college faculty during the Fall term.

Additionally, funds can be requested for both full and associate faculty through the Faculty Professional Development Fund (FPDF); information about applying for these funds is sent to all college faculty during the Fall and Spring terms.

All conference reimbursements are subject to the availability of funds. All conference attendance and reimbursement are under the regulations listed in Administrative Procedures AP 6311 and AP 7400.

Prior to the Conference

Conference attendance must have prior approval by the Division Dean and the Vice President of Instruction. Download the Conference Attendance Reimbursement Form. Complete Section I and submit it to your Division Dean for approval. Travel requests exceeding $5,000 need board approval.

If travel is occurring on instructional days and a substitute is required the Department Chair must submit a request for substitute in advance of the conference for approval by the Division Dean and Vice President of Instruction.

After the Conference

Complete Section II of your form and submit it, along with original receipts, to your Division Dean for Approval and processing. MAKE SURE YOU ATTACH A COPY OF THE CONFERENCE AGENDA TO REIMBURSEMNT PACKAGE. The claim shall be submitted no later than 45 days after the date of travel. Reimbursement is based on the lowest cost form of travel. For example, increased costs associated with driving to Alaska, rather than flying, will not be reimbursed. Keep a copy of the form and attachments and submit the original form with attachment to the Finance Office at the District Office.

Upon return, complete and submit a Faculty Absence Form, with Conference checked as the specific reason for absence. Attach the approved conference form to your absence form. If a substitute taught your class(es) include their names on the form. Substitutes should submit a timesheet so they can get paid for their time.

Meals

It is not necessary to turn in meal receipts. If you have not completed one of these forms before, please see your Division Dean or Administrative Specialist for assistance in completing the meal reimbursement section of the conference attendance form.

Employees are not eligible for meal reimbursement if the conference is providing the meals or if the meals are charged on a District-issued credit card. If meals are charged on a District-issued credit card, the employee will be responsible for the difference of the actual charge and the per-diem limit.

Meals that would take place after the conclusion of the conference are not eligible for reimbursement. For example, if a conference ends at 10AM, you are not eligible for reimbursement for lunch or dinner following the conference.

If you have a food allergy or dietary restriction that cannot be accommodated by the event and that would prevent you from eating the meals provided, please secure a note from your personal physician and attach it to the conference reimbursement form in order to have all meals that you cannot eat reimbursed at the current rate.

Rental Cars

The standard size for automobile rental is a “compact” unless more than two employees share a single vehicle. Car rentals are allowed one day before or after the conference. There will be no reimbursement for car rentals that are beyond the conference period. The employee will also need to justify why a car was rented over the usage of a shuttle or rideshare to/from the conference location.

Airfare

Air travel shall be by regularly scheduled airlines in coach class. All expenses above the regular coach class will not be reimbursed by the District. Upgrading to a more expensive class is allowed but only at the employee’s expense. Early bird check-in or anytime fares on Southwest airlines are considered upgrades and will be the responsibility of the employee.

Hotel

While traveling on District business, employees are encouraged to stay at moderately priced hotels and are encouraged to stay within the hotel where the conference is taking place. Expenses for spouse or children, personal use items, laundry, in-house movies, alcoholic beverages, telephone calls or wireless internet (other than for district business) will not be reimbursed. Hotel stays are allowed one day before or no more than one day after the conference, depending on the location of the conference. Hotel stays that exceed this grace period are the responsibility of the employee.

All district employees must submit an Occupational Tax Waiver Form to the hotel. Nearly all hotels in California accept the Occupational Tax waiver (there are some exceptions in Orange County) for those traveling on official state business. As a state employee, you may also be eligible for the state government travel rate that is available at some hotels. FAILURE TO PRESENT THE OCCUPANCY TAX WAIVER FORM IN GOOD FAITH WILL MEAN YOUR TAX MAY NOT BE REIMBURSED BY THE DISTRICT. PROVIDE DOCUMENTATION IN YOUR PACKET IF THE OCCUPANCY TAX FORM WAS DENIED.

Mileage

Mileage for the use of a personal vehicle is reimbursed at the current IRS-approved rate. Reimbursement is based on the mileage amount from Mission College to the location of the event. You should include an internet map (google maps) that shows the total miles traveled. Mileage for personal excursions while at a conference will not be reimbursed. If it is determined that airfare to the event, plus the estimated cost of a rental car, would have been less expensive than the reimbursement for using a personal vehicle, the employee will be reimbursed at the cost of the airfare plus the rental car.

Parking and Travel to the Airport

You will be reimbursed for parking at the airport in the economy lot for the days that you are attending the conference. If you would prefer to take ride share to the airport, you will need to turn in the receipts for each trip. Shuttles may also be used to/from conference location from/to airport provided they are non-luxury (for example, a super shuttle shared van is appropriate versus a private limousine). If the conference hotel offers a complimentary shuttle, the employee should use the shuttle if at all possible.

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District Check Request

A District Check Request may be used for reimbursing employee purchases, memberships/subscriptions, pre-payment of registration, conference fees, airline tickets and hotels, and meals and lodging for athletic events and student activities. Requests may not be used for equipment or furniture. Requests must have the signature of the appropriate budget administrator and the Vice President of Administrative Services or designee.

Original receipts must accompany each request and must contain transaction date, vendor name and address, a detailed list of the items purchased, the cost of each item, and the total cost of all items. Copies of receipts will not be accepted. Multiple receipts may be submitted in one check request. Merchandise purchased on-line must be delivered to the District Warehouse in order to receive reimbursement; items delivered to personal addresses will not be reimbursed. District Check Request forms must be submitted to District Finance within 45 days.

District Credit Card

Under special circumstances, with the approval of the budget administrator and the District, a credit card can be issued to department faculty or staff with a regularly established position in order to expedite the purchase of materials (e.g. the purchase of lab supplies). Most card holders have a limit of up to $1000/month. The credit card may not be used for personal or unauthorized purposes. A credit card form, as well as receipts for items purchased, must be provided during each billing cycle.

Download and review the Credit Card Use Policies and Procedures.

Electronic Accessibility (anchor here)

Electronic accessibility is the practice of ensuring that our community members, who have a diverse range of hearing, movement, sight or cognitive abilities, can use our websites, web applications and digital content. Any faculty creating digital content is responsible for adhering to the Web Content Accessibility Guidelines (WCAG) put forth by the World Wide Web Consortium. Accessibility training is offered by District, either through in-person training sessions periodically throughout the year or through materials posted on the Portal.

Every video shown in class or made available to the class must have closed captioning. Every audio recording must have a transcript. Without captions and transcripts, the materials are inaccessible to any deaf or hard-of-hearing students. It is a legal requirement benefitting not only students with hearing disabilities, but also much of the general student population, such as older students, military veterans, and students who are English language learners. Review your video materials to ensure they are closed captioned. If they are not captioned, either try to find comparable content with captions, or apply for grant funding to have your videos captioned. To apply, contact Nan Biltz, DSPS Alternate Media Technician, at 408.855.5384 or nan.biltz@missioncollege.edu.

Online images not used for decorative purposes, such as images contained within online documents made available in Canvas, are required to have text descriptions. Without image descriptions, the material is inaccessible to blind and visually challenged individuals.

Documents must be able to be read with a screen reader. In MS Word, use Styles, Headings, and Formatting tools. Do not tab and space to create Tables and Columns. Use the Formatting Tools to create Tables and Columns.

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High School Student Enrollment (anchor here)

The West Valley-Mission Community College District has developed a policy in cooperation with local high school districts that allows a limited number of high school students to enroll in college courses for advanced academic or vocational classes. Faculty should maintain standard college level academic performance expectations and grading policies for the high school student, even if the student has been authorized to receive high school credit for the College course. High school students will enroll the week before classes begin and must meet the same prerequisites.

Institutional Responsibilities (anchor here)

Per Article 21 of the WVMFT, AFT 6554 contract, participation in institutional responsibilities is required of all full-time faculty members. Each faculty member is responsible for 78.75 hours of institutional work per semester. Examples of institutional responsibilities include, but are not limited to, participation in college or district committees, schedule production, curriculum revision, program review, student learning outcomes assessment, performance appraisal, hiring committees, accreditation, and outreach. Accountability for these responsibilities is accomplished by submitting Form I to the Division Dean at the end of each academic year.

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Leaves of Absence

The Board of Trustees has sole, exclusive and discretionary rights to grant leaves of absence. Faculty earn thirty (30) hours of sick leave per semester and six (6) hours of personal leave per year. Bereavement leave is available for the death of an immediate family member; faculty are provided up to three (3) consecutive days of bereavement leave, or five (5) days if out-of-state leave is required.

Faculty may also apply for the following types of leaves of absence:

Pregnancy disability leave

The Board of Trustees provides leaves of absence for any members who are absent from their duties because of an inability to perform duties due to pregnancy, miscarriage, childbirth and recovery. The length of leave is determined by the faculty member and their physician. The faculty member is entitled to use sick leave and shall receive all benefits. For more information about pregnancy disability leave, please refer to Article 30 of the WVMFT, AFT 6554 contract.

Legal and civic duty leave

Paid leave is granted to faculty who are required to appear in court as a witness, serve on a jury, or respond to an official order from another governmental jurisdiction. For more information about legal and civic duty leave, please refer to Article 32 of the WVMFT, AFT 6554 contract.

Industrial accident/illness leave

Any faculty member who injured or develops and illness as a result of their job duties will be granted industrial accident/illness leave. Leave is granted for sixty (60) days. The member is paid their full salary during this time. For more information about industrial accident/illness leave, please refer to Article 34 of the WVMFT, AFT 6554 contract.

Disability allowance

Faculty members who apply for disability allowance under the State Teachers Retirement System (STRS) may be granted a leave of absence for up to thirty (30) days. If STRS approves, the leave may be extended up to thirty-nine (39) days. For more information about disability leave, please refer to Article 34 of the WVMFT, AFT 6554 contract.

Banked load leave

Load can be banked through overload assignments, as well as summer and winter assignments. Faculty members on banked leave receive full pay and benefits, and are not considered to have had a break in service. Faculty can bank up to 2.0 load (i.e. one full academic year) in their Regular Bank. Regular banked load can be used for full or partial semester leave, or retirement. Faculty can bank up to 2.0 load (i.e. one full academic year) in their Pre-retirement Bank. Pre-retirement banked load can be used for pre-retirement banked load leave. For more information about banked load leaves, please refer to Articles 15 and 36 of the WVMFT, AFT 6554 contract.

Rejuvenation and retraining leave

Full-time faculty, who have taught at least six (6) years, are eligible to apply for rejuvenation and retraining leave, which provides faculty an opportunity to update their skills. The number of R&R leaves that are approved is determined by the college President. Leaves can be granted for one or two semesters; during this time faculty are paid their salary minus the cost of one (1) full time equivalent associate faculty, and receive full benefits. A compliance report is due upon return from leave. For more information about of rejuvenation and retraining leave, please refer to Article 37 of the WVMFT, AFT 6554 contract.

Sabbatical leave

Full-time faculty, who have taught at least six (6) years, are eligible to apply for sabbatical leave. Sabbatical leave provides time for faculty to complete a substantial project that will benefit the faculty member, the students and the college. Sabbatical leave can be granted for: study, travel, work experience, curriculum development, or other scholarly or creative activities. Applications, which are due by December in the year proceeding the semester of leave, are reviewed by the Sabbatical Leave Committee. The district provides funding for up to eleven (11) sabbatical leaves per semester. Faculty who go on sabbatical for one semester receive their full salary and benefits; faculty who go on leave for two semesters will receive either (a) half their salary and their full benefits; or (b) their full salary and benefits if they do twice the amount of work of a semester-long leave project. Compliance reports are due upon return from leave. For more information on sabbatical leave, please refer to Article 38 of the WVMFT, AFT 6554 contract.

Academic exchange leave

Faculty members may be granted a leave of absence for up to one (1) year for academic exchange. Assignment to an academic exchange position does not affect the faculty member’s seniority or their retirement benefits under STRS. For more information about academic exchange leave, please refer to Article 39 of the WVMFT, AFT 6554 contract.

Unpaid leave

Leave without pay for up to twenty-two (22) days must be approved by the Chancellor. Leaves without pay for twenty-three (23) days to one (1) year must be approved by the President, Chancellor and Board of Trustees, and require the faculty member to pay the cost of benefits in order to avoid having their benefits rescinded. For more information about unpaid leaves of absence, please refer to Article 40 of the WVMFT, AFT 6554 contract.

Parent, child and family medical leave

The Board of Trustees may approve of a Parental and Child leave, without pay but with benefits, for up to six (6) months following the birth, adoption, or foster care placement of a child. Under California’s Family Rights Act (CFRA), members can take Parental Leave for up to twelve (12) weeks. For faculty members who give birth, leave begins after pregnancy disability leave concludes. Unpaid Family Medical Leave may also be taken for up to twelve (12) weeks to care for a child, spouse or parent who has a serious health condition. Benefits are covered under this leave. For more information about parent, child and family medical leave, please refer to Article 41 of the WVMFT, AFT 6554 contract.

Military leave

Faculty members are granted military leave when they enter active military service. This leave of absence shall not affect the classification of the faculty member. For more information about military leave, please refer to Article 42 of the WVMFT, AFT 6554 contract.

Legislative leave

The Board of Trustees will grant legislative leave to any faculty member who is elected to the Legislature. This leave of absence shall not affect the classification of the faculty member. For more information about legislative leave, please refer to Article 43 of the WVMFT, AFT 6554 contract.

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Petty Cash

Petty cash in the amount of $5,000 is held in each college A&R Office for the purpose of covering minor expenditures that may arise. Requests can be made to reimburse employees for the purchase of supplies and postage expenditures of $100 or less. Supplies are defined as items costing $100 or less that are necessary to sustain or conduct day-to-day business of a particular department. Petty Cash requests will not be processed for reimbursement of food for meetings.

Requests are limited to an aggregate of $100 per employee, per month. Multiple receipts may be submitted. Splitting an expense of $100 between two or more employees is not allowed. Requests must have the signature of the appropriate budget administrator and the Vice President of Administrative Services or designee.

Original receipts must accompany each request and must contain transaction date, vendor name and address, a detailed list of the items purchased, the cost of each item, and the total cost of all items. Copies of receipts and/or calculator tapes will not be accepted. Merchandise purchased on-line must be delivered to the District Warehouse in order to receive reimbursement. Items delivered to personal addresses will not be reimbursed.

Petty Cash request forms must be submitted within 45 days of the date of the transaction.

Professional Growth & Development

Faculty are automatically granted step advancement on the salary schedule for every year of service, up to step 12. Beyond step 12, step advancement can only be accomplished through the Professional Growth and Development process. To be eligible, the faculty member must be in Satisfactory standing, have served three (3) years, and have completed of a Professional Growth and Development project. The purpose of the project is to allow faculty an opportunity to update their knowledge and abilities, develop new skills, and improve professional expertise. Project proposals are submitted to Human Resources by the second Friday in October, up to a year before eligibility (e.g. while on step 11) and are reviewed by the Professional Growth and Development Committee. There are two segments to the proposal. Segment A requires at least three (3) units of coursework in the areas of: computer technology, instructional/student service methodology, cultural awareness/diversity, or learning theory. Segment B requires the equivalent five (5) units of work. Up to three (3) of those units can be completed through coursework. Other equivalent activities include curriculum development, participation in workshops and conferences, organizational activities, travel related to the member’s discipline, authorship, contribution to the arts, research, work experience, or other activities or projects which will have a benefit to the applicant, students or college/district. Compliance reports are due the first Friday of the April of the completion year. For more information about PG&D, please refer to Article 44 of the WVMFT, AFT 6554 contract and the PG&D webpage.

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Sexual Harassment and Discrimination

Harassment and discrimination are violations of the federal Civil Rights Act of 1964, TitlesVII and IX of the Educational Amendments Act of 1971, laws and regulations of the state of California, and official policy of the West Valley-Mission Community College District. The policy and its supporting regulations stand behind the District’s philosophy that all students and all employees should be able to enjoy a working and learning environment free from any form of discrimination, including sexual harassment or gender discrimination. Section 6 contains information regarding filing a grievance against a college employee or student.

Sexual Harassment Grievance Policy

It is the policy of The District to maintain a work and learning environment that is free of sexual harassment. In accordance with District policy, employee complaints of sexual harassment are referred to the Director of Labor Relations. For more information, the District Officer at Mission College is the Vice President of Student Services.

Student complaints of sexual harassment are defined in this section of the Discipline/Grievance Policy. Sexual harassment, as defined by Title VII of Civil Rights Act, Title IX of Educational Amendments of 1972, Office of Civil Rights, and current District Policies is defined as: “Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when made by a member of the school staff to a student or to another staff member, when made by a student to another student, or when made by a student to a staff member.”

  1. Submission of such conduct is made, either explicitly or implicitly a term of condition of an individual’s employment or education; or
  2. Submission to, or rejection of, such conduct is used as a basis for employment or education decisions affecting such individual; or
  3. Such conduct has the purpose or effect of substantially interfering with an
  4. individual’s educational or work performance, or creating an intimidating, hostile, or offensive employment or educational environment.

Sexual harassment may include, but is not limited to:

  • Suggestive or obscene letters, notes, invitations, derogatory comments, slurs, jokes, epithets, assaults, touching, impeding or blocking movement, leering, gestures, display of sexually suggestive objects or pictures or cartoons.
  • Continuing to express sexual interest after being informed that the interest is unwelcome. (Reciprocal attraction is not considered sexual harassment.)
  • Implying or withholding support for an appointment, promotion, or change of assignment, suggesting poor performance report will be prepared; or suggesting probation will be failed. Within the educational environment, implying or actually withholding grades earned or deserved; suggesting a poor performance evaluation will be prepared; or suggesting a scholarship recommendation or college application will be denied.
  • Coercive sexual behavior used to control, influence or affect the career, salary, and/or work environment of another employee, within the educational environment, engaging in coercive sexual behavior to control, influence or affect the educational opportunity, grades and/or learning environment of a student
  • Offering favors or educational employment benefits, such as grades or promotions, favorable performance evaluations, favorable assignments, favorable duties or shifts, recommendations, reclassifications, etc., in exchange for sexual favors.

Complaints against College Employees

Sexual harassment, as noted above, may take many forms. The goal of this policy is to have a process that is sensitive to the needs of students as well as the rights of those against whom allegations have been made. All complaints, both formal and informal, will be handled with the strictest standard of confidentiality.

The State Education Code, Title 5, Section 59334, requires that a single person investigate and report formal sexual harassment (and discrimination) complaints. That person for the District is the Director of Human Resources and Employee Relations.

The VPSS is designated as the Title IX responsible office for Mission College. The VPSS will assist students at both the formal and informal grievance levels and answer any questions or concerns.

Many complaints may be resolved at the informal level. Often discussion with the College employee will successfully change the behavior to the student’s satisfaction.

Sometimes the nature of the sexual harassment is so severe to the student that no contact with the individual or their supervisor is possible. In those situations, the student should immediately report the incident directly to the VPSS or the Director of Human Resources and Employee Relations.

  1. Informal Level
  2. The Step 1 level encourages the student to approach the person who has caused the complaint. The student should specify the incident that caused the complaint and the action that, in the student’s opinion, would resolve the matter.
  3. At the Step 2 level, the student approaches a third party, either the Department chair or the immediate supervisor of the employee. The student should specify the incident that caused the complaint and the action that, in the student’s opinion, would resolve the matter.
  1. Formal Level
  • The Step 3 level is directly with the VPSS or the Director of Human Resources and Employee Relations. Appeal procedures beyond this level are determined by the District Personnel Policies. The student begins the formal discrimination procedure at this level if he or she believes it is necessary.
  1. Timeline
  • Formal complaint must be filed in writing within 60 days of occurrence in the Office of Human Resources and Employee Relations.
  • Investigation will be completed within a 90 day period and complainant will receive a written notification of final disposition. If additional time is necessary, an interim notification will be provided to the complainant.
  • The District, through the Director of Human Resources and Employee Relations will report all formal complaints to the State Chancellor’s Office within 90 days of receipt of a complaint. (Title 5, Section 59336).

Complaints against Other Students

Sexual harassment is a violation of the Student Code of Conduct, and students are subject to disciplinary sanction for this behavior. Complaints are filed with the VPSS at each campus.

Discrimination Grievance Procedures

It is the policy of the District to maintain an environment that is free from discrimination on the basis of race, ethnic background, national origin, sex, age, sexual preference, or physical or mental handicap.

Any student may file a complaint against a student or staff member under the provisions of this procedure. As with other grievances, there are both formal and informal complaint levels. The complaining student may, however, file a formal complaint directly with the Director of Human Resources and Employee Relations at any time.

  1. Informal Level: The lowest level of complaint is informal (Step 1), which is with the individual who caused the complaint. The student informally attempts to resolve the situation to his or her satisfaction. At this level, the student may meet with the supervisor of the employee who has created the complaint. The student may also meet with the VPSS for information or assistance at any time.
  2. Formal Level: Formal complaints are filed with the Director of Human Resources and Employee Relations and must be filed in writing within 60 days of occurrence. Investigation will be completed within a 90-day period and complainant will receive a written notification of final disposition. If additional time is necessary, an interim notification will be provided to the complainant. The District, through the Director of Human Resources and Employee Relations, will report all formal complaints to the State Chancellor’s Office within 90 days of receipt of a complaint. (Title 5, Section 59336). A student may appeal the decision of the Director of Human Resources and Employee Relations to the Chancellor and then to the Board of Trustees.
  3. Timeline:
  4. Formal complaint must be filed in writing within 60 days of occurrence in the Office of Human Resources and Employee Relations.
  5. Investigation will be completed within a 90 day period and complainant will receive a written notification of final disposition. If additional time is necessary, an interim notification will be provided to the complainant.
  6. The District, through the Director of Human Resources and Employee Relations will report all formal complaints to the State Chancellor’s Office within 90 days of receipt of a complaint. (Title 5, Section 59336)
  7. Appeal procedures are defined in the District policy.

Free Speech and Discriminatory Harassment

The District is committed to creating an educational environment that does not tolerate harassment or discrimination. At the same time, the College must protect the Constitutional Rights of free expression under the First Amendment.

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Student Mental Health

Crisis counseling is available to students who are distressed. For urgent matters, crisis counseling is available to students. Faculty should direct or escort students to the Counseling Office in SEC 139, or call (408) 855-5555 for assistance. If the student poses an immediate danger to themselves or others, call 911. For nonurgent matters, personal counseling is available through the Counseling Office in SEC 139 and the Student Health Services center in SEC 104. Free personal counseling is also available to students 24/7 through Each Mind Matters; students simply text “COURAGE” to 74171.

Mental health counseling is also available to students through Student Health Services. Students can participate in up to eight (8) sessions of individual psychotherapy each semester. Licensed mental health professionals are there to counsel students with all concerns, big or small.

Other important phone numbers:

  • 24 Hour Suicide and Crisis Service, County of Santa Clara: 855-278-4204
  • National Suicide Prevention Lifeline: 800-273-8255

Kognito is a suite of six online, interactive, and research-proven training simulations, which are designed to educate faculty, staff, and students about best practices in supporting (1) students who struggle with psychological distress including depression and suicidal ideation, (2) LGBTQI+ students who are struggling due to harassment or exclusion, and (3) student veterans who are facing challenges in adjusting to college life. Each training takes 30-60 minutes to complete and is structured as a virtual practice environment where users learn by engaging in interactive role-play conversations with emotionally responsive student avatars. The suite is available at no-cost to all California community college faculty, staff, and students.

For more information download the Supporting Veterans, LGBTQI+ Students,
and Students in Distress information sheet (link to file).

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