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Firearms and Weapons Policy
Navarro College is a gun/weapon-free campus. Possession, use and/or display of a firearm or other weapons can result in disciplinary action and/or criminal proceedings.
Sexual Offense Policy
Navarro College expects the students and employees to treat others with respect and dignity. Therefore, the college will not tolerate any form of sexual misconduct.
Any Sexual activity should be agreed upon by both parties. If verbal nonconsensual acts, nonverbal acts of rejection, resistance or nonconsensual acts are reflected, the other party should respect these reflections. Person who have mental impairments, including the over indulgence of alcohol or drugs, may not give consent. The use of alcohol or drugs will not be seen as an explanation for the action of the accused.
Students and employees shall not engage in any conduct constituting sexual harassment or assault. Navarro College shall investigate all allegations of such sexual harassment or assault and shall take appropriate disciplinary action against students and employees found to engage in such offense.
Sexual Harassment
If a student or employees believes that he/she is the victim of sexual harassment, the victim should:
- Firmly tell the harasser to stop. Frequently, the harasser is unaware that his/her behavior is offensive;
- Document the incident and include dates, times, places, persons involved and a description of the behavior and response; and
- Report the incident to the campus police department, local law enforcement and/or the Vice President of Student Services for (students) and Director of Human Resources for (employees), as soon as possible, so that the appropriate disciplinary action can be taken.
What To Do In The Event of Sexual Assault
If a student or employee believes that he/she is the victim of sexual assault, the victim should follow the guidelines listed below.
- Immediately report the incident to the Navarro College Department Public Safety, a counselor or member of the Residence Life staff.
- Do not change your clothes.
- Do not take a bath, douche, shower off, brush your teeth, etc.
- Do not or apply any medication.
- Get medical attention so that evidence will be collected during the medical examination.
These guidelines are crucial for the preservation of evidence.
All persons are encouraged to report sexual offense to the Navarro College Department Public Safety. If the offense is not reported, the victim is then encouraged to seek counseling to help the victim deal with the incident. Trained counselors are employed by Navarro College.
Tips for Preventing Date Rape
- Be sure your date understands your limits from the beginning.
- Don't go to secluded areas with someone you have recently met.
- Meet in public places.
- Provide your own means of transportation. Ride with a group or have your own vehicle.
- Remember that you are not in total control when under the influence of drugs and alcohol; therefore, you are an easy target.
Registered Sex Offender Notification
The Navarro College Department of Public Safety is providing this information to further promote safety within The College community and in accordance with state and federal statues.
The Navarro College Department of Public Safety has received Notification of registered sex offenders that currently work, volunteer or are enrolled in classes on the campus of Navarro College.
Find a list of those individuals
Racial Profiling Policy
Purpose
The purpose of this policy is to reaffirm the Navarro College Department of Public Safety's commitment to unbiased policing in all its encounters between officers and any person; to reinforce procedures that serve to ensure public confidence and mutual trust through the provision of services in a fair and equitable fashion; and to protect our officers from unwarranted accusations of misconduct when they act within the dictates of departmental policy and the law.
Policy
It is the policy of the Navarro College DPS to police in a proactive manner and to aggressively investigate suspected violations of law. Officers shall actively enforce state and federal laws in a responsible manner, without regard to race, ethnicity, or national origin. Officers are strictly prohibited from engaging in racial profiling as defined in this policy. This policy shall be applicable to all persons, whether drivers, passengers, or pedestrians.
Officers shall conduct themselves in a dignified and respectful manner at all times when dealing with the public. Racial profiling is an unacceptable patrol tactic and will not be condoned.
This policy shall not preclude Navarro College DPS from offering assistance, such as upon observing a substance leaking from a vehicle, a flat tire, or someone who appears to be ill, lost, or confused. Nor does this policy prohibit stopping someone suspected of a crime based upon observed actions and/or information received about the person.
Definitions
Pedestrian Stop is an interaction between a peace officer and an individual who is being detained for the purpose of a criminal investigation in which the individual is not under arrest.
Race or Ethnicity refers to persons of a particular decent, including Caucasian, African, Hispanic, Asian, or Native American.
Racial Profiling is a law enforcement-initiated action based on an individual's race, ethnicity, and national origin rather than on the individual's behavior or on information identifying the individual as having engaged in criminal activity.
Racial profiling pertains to persons who are viewed as suspects of criminal behavior. The term is not relevant as it pertains to witnesses, complaints, or other citizen contacts.
The prohibition against racial profiling does not prelude the use of race, ethnicity, or national origin as factors in a detention decision. Race, ethnicity, or national origin may be legitimate factors in a detention decision when used as part of an actual description of a specific suspect for whom an officer is searching. Detaining an individual and conducting an inquiry into that person's activities simply because of that individual's race, ethnicity, or national origin are racial profiling. Examples of racial profiling include, but are not limited to, the following.
- Citing a driver who is speeding in a stream of traffic where most other drivers are speeding because of the cited driver's race, ethnicity, or national origin.
- Detaining the driver of a vehicle based on the determination that a person of that race, ethnicity, or national origin is unlikely to own or possess that specific make or model of vehicle.
- Detaining an individual based upon the determination that a person of that race, ethnicity, or national origin does not belong in a specific part of town or a specific place.
A law enforcement agency can derive at two principles from the adoption of this definition of racial profiling.
- Police may not use racial or ethnic stereotypes as factors in selecting whom to stop and search, while police may use race in conjunction with other known factors of the suspect.
- Law enforcement officers may not use racial or ethnic stereotypes as factors in selecting whom to stop and search. Racial profiling is not relevant as it pertains to witnesses, etc.
Traffic Stop is a peace officer that stops a motor vehicle for an alleged violation of a law or ordinance regulating traffic.
Training refers to officers who are responsible to adhere to all Texas Commission on Law Enforcement Officer Standards and Education (TECLEOSE) training and the Law Enforcement Management Institute of Texas (LEMIT) requirements as mandated by law.
All officers shall complete a TECLOSE training and education program on racial profiling no later than the second anniversary of the date that the officer is licensed under Chapter 1701 of the Texas Occupations Code or the date the officer applies for a person who, on September 1, 2001, held a TECLEOSE intermediate proficiency certificate, or who had held a peace officer license issued by TECLEOSE for at least two years, shall complete a TECLEOSE training and education program on racial profiling no later than September 1, 2003.
The Chief of Police, as part of the initial training and continued education for such appointment, will be required to attend the LEMIT program on racial profiling.
An individual appointed or elected as a Police Chief before the effective date of this Act shall complete the program on racial profiling established under Subsection (j), Section 96.461, Education Code, as added by this Act, no later than September 1, 2003.
Complaint Investigation
- The department shall accept complaints from any person who believes he or she has been stopped or searched based on racial, ethnic, or national origin profiling. No person shall be discouraged, intimidate, or coerced from filing a complaint, nor discriminated against because he or she filed such complaint.
- Any employee who receives an allegation of racial profiling, including the officer who initiated the stop, shall record the person's name, address, and telephone number, and forward the complaint through the appropriate channel or direct the individual(s). Any employee contacted shall provide to that person a copy of a complaint form or the department process for filing a complaint. All employees will report any allegation of racial profiling to their superior before the end of their shift.
- Investigation of a complaint shall be conducted in a thorough and timely manner. All complaints will be acknowledged in writing to initiator who will receive disposition regarding said complaint within a reasonable period of time. The investigation shall be reduced to writing any reviewer's comments or conclusion shall be filed with the chief. When applicable, findings and/or suggestions for disciplinary action, retraining, or changes in policy shall be filed with the chief.
- If a racial profiling complaint is sustained against an officer, it will result in appropriate corrective and/or disciplinary action, up to and including termination.
- If there is a departmental video or audio recording of the events upon which a complaint of racial profiling is based, upon commencement of an investigation by this department into the complaint and written request of the officer made the subject of the complaint, this department shall promptly provide a copy of the recording to that officer.
Public Education
This department will inform the public of its policy against racial profiling and the complaint process. Methods that may be utilized to inform the public are the news media, radio, service or civic presentations, Internet, as well as governing board meetings. Additionally, information will be made available as appropriate in languages other than English.
Citation Data Collection & Reporting
An officer is required to collect information relating to traffic stops in which a citation is issued. On the Citation Officers must include:
- The violator's race or ethnicity;
- Whether a search was conducted;
- Was the search consensual; and
- Arrest for this cited violation or any other violation.
By March of each year, the department shall submit a report to its governing board that includes the information gathered by the citations. The report will include:
- A breakdown of citations by race or ethnicity;
- The number of citations that resulted in a search;
- The number of searches that were consensual; and
- The number of citations that resulted in custodial arrest for this cited violation or any other violation.
An officer who stops a motor vehicle for an alleged violation of a law or ordinance regulating traffic, or who stops a pedestrian for any suspected offense, shall record and report the following information.
- A physical description of each person detained as a result of the stop, including the person's gender and the person's race or ethnicity, as stated by the person determined by the officer to the best of his/her ability
- The street address or approximate location of the stop (The suspected offense or the traffic law or ordinance alleged to have been violated.)
- Whether the officer conducted a search as a result of the stop and, if so, whether the person detained consented to the search
- Whether probable cause to search existed and, if so, the fact(s) supporting the existence of that probable cause
- Whether any contraband was discovered in the course of the search and, if so, the type of contraband discovered
- Whether the officer made an arrest as a result of the stop and/or search, and if so, a statement of the offense charged
- Whether the officer issued a warning or a citation as a result of the stop and, if so, a statement of the offense charged
This department shall compile and analyze the information contained in these individual reports. No later than March 1st of each year, this department shall submit a report to our governing body containing the information compiled from the preceding calendar year in a manner it approves. The report will include:
- A comparative analysis of the information contained in the individual reports in order to
- Determine the prevalence of racial profiling by officers in this department; and
- Examine the disposition of traffic and pedestrian stops made by this department's officers, including searches resulting from stops.
- Information relating to each complaint filed with this department alleging racial profiling.
This report will not include identifying information about a peace officer who makes a stop or about an individual who is stopped or arrested by a peace officer.
Disclaimer: This model policy is intended as a guide and should be reviewed by legal counsel prior to modification and implementation in any specific community.
Commendations:
The Navarro College DPS welcomes and encourages your comments regarding our employees' services to you. If you would like to recognize an employee and send us your comments, you may e-mail Chief Kraig Hawkins at kraig.hawkins@navarrocollege.edu or send your written correspondence to the following address:
Navarro College Police Department
3200 W. 7th Avenue
Corsicana, TX 75110
Complaints (General information regarding complaints)
All complaints will be addressed in a confidential, courteous, and efficient manner and with respect to the complainant.
All staff members are expected to treat all complaints objectively and without prejudice, bias, or hostility toward any person(s).
Informal complaints specific to an area of the Police Department are first handed by the appropriate first line supervisor, then by the supervisor of the division, and finally by the Director of the Police, Parking and Transportation Department.
Complaints against other college employees, other than allegations of sexual harassment or discrimination under the law are handle through the college staff or faculty complaint and grievance/appeal polices and through coordination of mediation and the Alternative Dispute Resolution (ADR) Program.
Allegations of sexual harassment or discrimination are referred to and coordinated with the Human Resource Department.
All complaints regarding department employees will be reviewed and investigated as appropriate. An internal affairs and/or criminal investigation may be conducted at the direction of the Chief of Police.
Once the complaint has been investigated, the person making the complaint will be notified of the finding without delay.
By law, formal complaints of employee misconduct must be reduced to written form and signed by the complainant to help insure appropriate documentation of both the nature and substance of the complaint.
Filing of Formal Complaints
It is the policy of the Navarro College Police Department to receive and investigate formal complaints concerning its employees.
Persons desiring to make a formal complaint must understand the importance of submitting their complaint in writing with their signature affixed. The Texas Government Code, Section 614.022 provides that all complaints to be considered on law enforcement officers must be in writing and signed by the person making the complaint.
The Texas Government Code also requires that a copy of the formal complaint be presented to the employee within a reasonable time and before any disciplinary action may be imposed.
Allegations made in a formal complaint investigation may have one of the following outcomes.
- Unfounded (The allegation is false, not factual.)
- Exonerated (The incident occurred, but was lawful and proper or was justified under the existing conditions.)
- Not Sustained (There is insufficient evidence to prove or disprove the allegations.)
- Sustained (The allegation is supported by sufficient evidence. A sustained complaint may result in disciplinary action against the employee.)
If a complainant deliberately gives false information during the complaint process, the information can be presented to the District Attorney's office for prosecution.
Types of Complaints
Anonymous Complaints are complainants who do not wish to be identified or refuse to provide their name but want to report a complaint/problem about an employee.
Informal Complaints are complaints that are not of a serious nature and both the complainant and the departmental official taking the complaint agree that the situation can be handle without going through the formal process.
Formal Complaints are formal written allegations signed by the complainant against a member of the department, which could result in disciplinary action up to and including termination, and which alleges the commission of one or more of the following.
- An infraction of departmental rules, regulations, or policies
- An illegal act
Instructions for filing a Complaint
After reading the information on this page, contact (by phone or in person) Chief Kraig Hawkins to discuss the incident, allegations, and complaint at (903) 875-7501. With the information you provide, a decision will be made regarding the classification of the complaint (anonymous, informal, or formal) and the complaint will be addressed appropriately.
Upon completion of an investigation into a formal or informal complaint, you will be notified as to the outcome.