Alcohol & Drug Policies

        Community Christian College is concerned for the well-being of all members of it's academic community and for the equality of their relationship. One area of that concern involves the use of alcohol and other drugs.

         CCC does not condone the use of alcohol or drugs, they are prohibited on campus and at any college events on or off-campus. We are a Christian school that promotes an atmosphere where abstinence from alcohol/drugs is accepted, respected, and supported. 

        CCC takes the position that chemical abuse is neither socially nor morally acceptable. It also recognizes the reality of chemical dependency and is aware of its presents in the academic community. We are obligated to help those who could be harmed or inconvenienced as the result of irresponsible behavior of others. As a part of encouraging responsible lifestyle, CCC will strive to provide education about alcohol and other drug use, to encourage responsible choices, and to intervene in situations where it has knowledge of misuse and abuse of chemicals. CCC will encourage and provide reasonable support for a member of the school who seeks treatment for chemical dependency.

CCC expresses the following objectives with regards to alcohol and other drugs:

  1. To support and encourage those who choose to abstain from the use of alcohol and other drugs.

  2. To undertake and educate students of CCC college regarding the effects of use, misuse, and abuse of alcohol and other drugs.

  3. To formulate and maintain guidelines for appropriate response to use and misuse of alcohol and other drugs.

  4.  To expected individuals who use alcohol to make responsible choices and respect the rights, needs, and lifestyle of other students at CCC.

  5.  To sensitize Collegiate Fellows, Peer Assistants, faculty, staff, and students to the implications of chemical use, and especially to the need of those who misuse or use alcohol or other drugs.

  6.  To provide direct assistance and/or referral for those with substance abuse problems.

Each member of Community Christian College is encouraged to support the objectives of this policy. 

CCC Alcohol & Drug Disciplinary Policy

Team physicians may suspend the student-athlete from all athletic participation if medically indicated following a positive drug test result. 

First Offence

  1. Parent(s), guardian, and/or spouse notified in writing.

  2. Suspension from the next eligible 10% of games or contests. This includes postseason contests and will carry over to next season if necessary. The Head Coach may permit the student athlete to participate in practice and team meetings during the suspension and only following the physician's clearance. 

  3. Evaluation by Substance Abuse Counselor and/or team Physician

  4. Student athletes will follow a treatment plan developed by our counselor.

  5. Random testing as specified by our counselor.

  6. Additional disciplinary action as specified by Head Coach

  7. Possible termination from team.

Second Offence

  1. Parent (s), guardians, and/or spouse notified in writing.

  2. Suspension from the next eligible 50% of games or contests. This includes postseason contests and will carry over to next season if necessary. The Head Coach may permit the student athlete to participate in practice and team meetings during the suspension and only following the physician's clearance.

  3. Must be evaluated and completed a treatment plan by a Substance Abuse Counselor and/or Team Physician as a condition to return to play.

  4. Random testing as specified by our Counselor. 

  5. Additional disciplinary action by Head Coach.

  6. Possible termination from team

Third Offence

  1. Cancellation of eligibility to participate in the athletic program.

  2. Any athletic grant-in-aid will not be renewed.

  3. Existing grant-in-aid may be cancelled in accordance with NJCAA  and conference guidelines.

  4. Parent (s), guardians, and/or spouse notified in writing by the Athletic Director.

Cellular Phone Use

Policy and Procedure:

1. Personal Cellular Phones

While at work employees are expected to exercise the same discretion in using personal cellular phones as is expected for the use of company phones. Excessive personal calls during the workday, regardless of the phone used, can interfere with employee productivity and be distracting to others. A reasonable standard the company encourages is to limit personal calls during work time to no more than one per day as needed. Employees are therefore asked to make any other personal calls to non-work time where possible and to ensure that friends and family members are aware of the company's policy. Flexibility will be provided in circumstances demanding immediate attention. 

The company will not be liable for the loss of personal cellular phones brought into the workplace.

2. Personal Use of Company-Provided Cellular Phones

Where job or business needs demand immediate access to an employee the company may issue a business cell phone to an employee for work-related communications. In order to protect the employee from incurring a tax liability for the personal use of this equipment, such phones are to be used for business reasons only. Phone logs will be audited regularly to ensure no unauthorized use has occurred.

If an employee experiences a severe personal emergency that results in the need to use the company's cellular phone, he or she is required to report this use to the Accounting Department within 48 hours. The employee will be asked to sign a form specifying the number called and the reason for the call as well as a specific authorization to deduct the cost of the call from his or her paycheck when the bill is received.  Failure to report such use may result in disciplinary action. Failure to reimburse the company for the cost of the call will result in tax liability for the employee as well as possible disciplinary action. 

Employees in possession of company equipment such as cellular phones are expected to protect the equipment from loss, damage or theft. Upon resignation or termination of employment, or at any time upon request, the employee may be asked to produce the phone for return or inspection. Employees unable to present the phone in good working condition within the time period requested (i.e. 24 hours) may be expected to bear the cost of a replacement.

Employees who separate from employment with outstanding debts for equipment loss or unauthorized charges will be considered to have left employment on unsatisfactory terms and may be subject to legal action for recovery of the loss.

3. Safety Issues for Cellular Phone Use

Employees whose job responsibilities include regular or occasional driving and who are issued a cell phone for business use are expected to refrain from using their phone while driving. Safety must come before all other concerns. Regardless of the circumstances, including slow or stopped traffic, employees are strongly encouraged to pull off to the side of the road and safely stop the vehicle before placing or accepting a call. If acceptance of a call is unavoidable and pulling over is not an option, employees are expected to keep the call short, use hands-free options if available, refrain from discussion of complicated or emotional discussions and keep their eyes on the road. Special care should be taken in situations where there is traffic, inclement weather or the employee is driving in an unfamiliar area.

In situations where job responsibilities include regular driving and accepting of business calls, hands-free equipment will be provided to facilitate the provisions of this policy.

Employees whose job responsibilities do not specifically include driving as an essential function, but who are issued a cell phone for business use, are also expected to abide by the provisions above. Under no circumstances are employees allowed to place themselves at risk to fulfill business needs.

Employees who are charged with traffic violations resulting from the use of their phone while driving will be solely responsible for all liabilities that result from such actions.

Violations of this policy will be subject to the highest forms of discipline, including termination.

4. Special Responsibilities for Managerial Staff

As with any policy, management staff is expected to serve as role models for proper compliance with the provisions above and are encouraged to regularly remind employees of their responsibilities in complying with this policy.