Agencies and government bodies that approve the institution:
National Accrediting Commission of Career Arts & Sciences (NACCAS)
3015 Colvin St.
Alexandria, VA 22314
1-703-600-7600
Utah Division of Occupational & Professional Licensing
1st Floor Lobby
160 East 300 South
Salt Lake City, Utah 84111
1-801-530-6628
https://dopl.utah.gov/index.html
All licenses and may be viewed in the administration office.
Emergency Financial Aid Funding Disclosure
HEERF Policy
The CARES Act, which establishes and funds the Higher Education Emergency Relief Fund (HEERF), directs institutions of higher education (“institutions”) to use no less than 50 percent of funds received under Sections 18004(a)(1) and 18004(c) of the CARES Act to provide emergency financial aid grants to students for expenses related to the disruption of campus operations due to coronavirus. Only those funds provided by the Secretary to an institution for emergency financial aid grants to students under Sections 18004(a)(1) and 18004(c) of the CARES Act.
The formulation by which The Barber School by Tim Hite determined eligibility is as follows:
The Barber School does not discriminate in admission or access to our program on the basis of age, race, color, sex, disability (physical & intellectual), sexual orientation, or national origin. The director is responsible for coordinating compliance with Section 504 of the Rehabilitation Act of 1973 and Title III of the Americans with Disabilities Act of 1990. Applicants who are persons with disabilities, as defined in paragraph 104.3(j) of the regulation under Section 504 of the Rehabilitation Act of 1973, may apply for admittance into the program. Reasonable accommodations may be requested. Any qualified individual with a disability requesting an accommodation, refer to the Patient Request for Reasonable Accommodations form.
Unauthorized distribution of copyrighted materials using the school’s information technology system, including unauthorized peer-to-peer file sharing, may subject you to civil and criminal liabilities. All information provided by The Barber School College, its personnel, or representatives must have written approval prior to sharing of any means.
A summary of the penalties for violation of federal copyright laws can be found at http://www.copyright.gov/title17/92chap5.html.
The Barber School does not require any vaccinations.
Statement of Non-Discrimination and Accommodation
The Barber School (“the School”) does not discriminate on the basis of disability. Individuals with disabilities are entitled to a reasonable accommodation to ensure that they have full and equal access to the School’s educational resources, consistent with Section 504 of the Rehabilitation Act of 1973 (29 U.S.C. § 794) (“Section 504”) and the Americans with Disabilities Act (42 U.S.C. § 12182) (“ADA”), their related statutes and regulations, and corresponding state and local laws.
Section 504 prohibits discrimination on the basis of disability in any program or activity receiving federal financial assistance. The ADA prohibits a place of public accommodation from discriminating on the basis of disability. The applicable law and regulations may be examined in the office of the ADA Compliance Coordinator, or trained designee who has been designated to coordinate the efforts of the school to comply with Section 504 and ADA.
ADA Compliance Coordinator:
Christine Domingue
16 W 7200 South
Midvale UT 84047
801-304-7000
fa@thebarberscool.com
Requests for Accommodation
Individuals with disabilities wishing to request an accommodation must contact the ADA Compliance Coordinator. A disclosure of a disability or a request for accommodation made to any staff, faculty, or personnel other than the ADA Compliance Coordinator will not be treated as a request for an accommodation. However, if a student discloses a disability to such an individual, the individual is required to direct the student to the ADA Compliance Coordinator. Upon request, the ADA Compliance Coordinator (or trained designee) will provide a student or applicant with a Request for Accommodations form, which is also available on the School’s website. To help ensure timely consideration and implementation, individuals making a request for an accommodation are asked to contact the ADA Compliance Coordinator and/or submit a Request for Accommodations form at least two weeks prior to when the accommodation is needed.
Individuals requesting reasonable accommodation may be asked to provide medical documentation substantiating the physical and/or mental impairment(s) and/or the need for the requested accommodation(s), including but not limited to when the limitation or impairment is not readily apparent and/or a requested accommodation does not clearly relate to the impairment(s). Such documentation should specify that a student has a physical or mental impairment and how that impairment substantially limits one or more major life activities. In general, the supporting documentation must be dated less than three years from the date a student requests a reasonable accommodation, and must be completed by a qualified professional in the area of the student’s disability, as enumerated below:
| Disability | Qualified Professional |
| Physical disability | MD, DO |
| Visual impairment | MD, ophthalmologist, optometrist |
| Mobility, orthopedic impairment | MD, DO |
| Hearing impairment | MD, Audiologist (Au.D) *audiology exam should not be more than a year old |
| Speech and language impairment | Licensed speech professional |
| Learning disability | PhD Psychologist, college learning disability specialist, other appropriate professional |
| Acquired brain impairment | MD neurologist, neuropsychologist |
| Psychological disability | Psychiatrist, PhD Psychologist, LMFT or LCSW |
| ADD/ADHD | Psychiatrist; PhD Psychologist, LMFT or LCSW |
| Other disabilities | MD who practices or specializes within the field of the disability. |
Documentation used to evaluate the need and reasonableness of potential accommodations may include a licensed professional’s current medical diagnosis and date of diagnosis, evaluation of how the student’s disability affects one or more of the major life activities and recommendations, psychological and/or emotion diagnostic tests, functional effects or limitations of the disability, and/or medications and recommendations to ameliorate the effects or limitations. The School may request additional documentation or testing as needed.
After the ADA Compliance Coordinator receives the Request Form and the required documentation, the ADA Compliance Coordinator (or trained designee) will engage the student or applicant in an interactive process to determine what accommodations may be appropriate.
If the student or applicant is denied any requested accommodation, the student may file a grievance using the Grievance Process below or the student may file a complaint with the U.S. Department of Education’s Office for Civil Rights or a similar state entity. The School will make appropriate arrangements to ensure that a person with a disability is provided other accommodations, if needed, to participate in this grievance process. The ADA Compliance Coordinator will be responsible for such arrangements.
Grievance Policy Relating to Complaints of Disability Discrimination
The School has adopted an internal grievance procedure providing for prompt and equitable resolution of complaints alleging any action prohibited by Section 504 and/or the ADA. Any person who believes they has been subjected to discrimination on the basis of disability, including disagreements regarding requested accommodations, may file a grievance with Kim Hatch, School Director, 16 W 7200 S Midvale UT 84047, 801304-7000, kim@thebarberschool.com. Grievances must be in writing, contain the name and address of the person filing it, state the problem or action alleged to be discriminatory, and the remedy or relief sought.
The School will investigate each complaint filed, and will not retaliate against anyone who files a grievance or cooperates in the investigation of a grievance. All reasonable efforts will be made to provide a written determination to the student or applicant within 30 days after its filing. If a written determination cannot be made within 30 days of the complaint’s filing, the student will be advised and provided an update as to the status of the investigation. The student may also inquire as to the status of the investigation at reasonable intervals. Based on the results of the investigation, the School will take all appropriate actions to prevent any recurrence of discrimination and/or to correct any discriminatory effects.
The availability and use of this grievance procedure does not prevent a person from filing a complaint of discrimination on the basis of disability with the U. S. Department of Education’s Office for Civil Rights and/or a similar state agency.
TITLE IX POLICY
The Barber School (the “School”) is committed to providing a work and educational environment free of unlawful harassment, discrimination, and retaliation. In accordance with Title IX of the Education Amendments of 1972, the School does not discriminate on the basis of sex (including discrimination based on pregnancy, childbirth, false pregnancy, termination of pregnancy or recovery from any of these conditions) in its education programs or activities, which extends to admission and employment. The School also prohibits Sexual Harassment (as defined below) committed against persons in the United States as part of its education programs or activities.
If you believe that you have experienced or witnessed other incidents of discrimination, please follow the procedures outlined in the Student Handbook, Disability and Grievance Policy and Website (https://thebarberschool.com/consumer-disclosure/)
The School reserves the right to make changes to this policy as necessary, and once those changes are posted online, they are in effect. If government laws, regulations or court decisions change requirements in a way that affects this policy, the policy will be construed to comply with the most recent government regulations or holdings.
Statement of Non-Discrimination
School does not discriminate in its employment practices or in its educational programs or activities on the basis of sex (including discrimination based on pregnancy, childbirth, false pregnancy, termination of pregnancy or recovery from any of these conditions). School also prohibits retaliation against any person opposing discrimination or participating in any discrimination investigation or complaint process internally or externally. Reports of misconduct, questions regarding Title IX, and concerns about noncompliance should be directed to the Title IX Coordinator. For a complete copy of the policy or for more information, please contact the Title IX Coordinator or the Assistant Secretary of Education within the Office for Civil Rights (OCR) https://www2.ed.gov/about/offices/list/ocr/index.html
Title IX Coordinator
The Title IX Coordinator coordinates the School’s efforts to comply with its Title IX responsibilities. The Title IX Coordinator is responsible for implementing School’s Title IX policy, intaking reports and Formal Complaints of Sexual Harassment, providing supportive measures and maintaining accurate Clery Act crime statistics.
Title IX Coordinator:
Christine Dominquez
16 W 7200 South Midvale UT 8047
fa@thebarberschool.com/801-304-70000
Any person can report sex discrimination, including Sexual Harassment (whether or not the person reporting is the alleged victim) and discrimination related to pregnancy or parental status in person, by mail, telephone, or e-mail, using the contact information listed above for the Title IX Coordinator. A report can be made at any time, including during non-business hours. However, responses to reports made outside of business hours, including during weekends and holidays, may be delayed. Please see the School’s Title IX policy for additional information including how to make a report and the School’s Grievance Procedure.
Key Definitions
Sexual Harassment: Conduct on the basis of sex that satisfies one or more of the following:
Sexual Assault: As defined in 20 U.S.C. 1092(f)(6)(A)(v), means an offense classified as a forcible or nonforcible sex offense under the uniform crime reporting system of the Federal Bureau of Investigation.
Dating Violence: As defined in 34 U.S.C. 12291(a)(10), means violence committed by a person (A) who is or has been in a social relationship of a romantic or intimate nature with the victim; and (B) where the existence of such a relationship shall be determined based on a consideration of the following factors: the length of the relationship; the type of relationship; and, the frequency of interaction between the persons involved in the relationship.
Domestic Violence: As defined in 34 U.S.C. 12291(a)(8), includes felony or misdemeanor crimes of violence committed by a current or former spouse or intimate partner of the victim, by a person with whom the victim shares a child in common, by a person who is cohabitating with or has cohabitated with the victim as a spouse or intimate partner, by a person similarly situated to a spouse of the victim under the domestic or family violence laws of the jurisdiction receiving grant monies, or by any other person against an adult or youth victim who is protected from that person’s acts under the domestic or family violence laws of the jurisdiction.
Stalking: As defined in 34 U.S.C. 12291(a)(30), means engaging in a course of conduct directed at a specific person that would cause a reasonable person to: (A) fear for his or her safety or the safety of others; or (B) suffer substantial emotional distress.
* Please note: In accordance with the Violence Against Women Reauthorization Act of 2013 (“VAWA”), state definitions for Sexual Assault, Dating Violence, Domestic Violence, Stalking and Consent are contained in School’s Annual Safety and Security Report (“ASR”). VAWA crime statistics are reported in the ASR are based on the definitions above.
Complainant: An individual who is alleged to be the victim of conduct that could constitute Sexual Harassment, regardless of whether a Formal Complaint has been filed. A Complainant must be the alleged victim unless a parent or legal guardian has a legal right to act on the alleged victim’s behalf.
Respondent: An individual who has been reported to be the perpetrator of conduct that could constitute Sexual Harassment.
Parties: include the Complainant(s) and Respondents(s) collectively.
Advisor: An individual chosen by a party to accompany the party to meetings related to the resolution process, to advise the party on that process and to conduct cross-examination for the party at any hearing, if any. If a party does not have an Advisor at the hearing portion of the Grievance Process, the School will appoint an advisor.
Formal Complaint: A document (hardcopy or electronic) filed by a Complainant or signed by the Title IX Coordinator alleging a Title IX violation against a Respondent and requesting that the School investigate. A Formal Complaint must be signed (physical or digital) by the Complainant, the Title IX Coordinator, or otherwise indicate that the Complainant is the person filing the Formal Complaint. At the time of filing a Formal Complaint, the Complainant must be participating in or attempting to participate in the School’s education Program or Activity with which the Formal Complaint is filed.
Program or Activity: On or off campus locations, events, or circumstances over which the School exercises substantial control over both the Respondent and the context in which the Sexual Harassment occurred.
Clery Act: Meaning the Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act (20 U.S.C. Section 1092(f); 34 C.F.R. Part 668.46). In accordance with the Clery Act, the School publishes required crime statistics and policy statements in its ASR on or before October 1st of each year.
Clery Geography: As defined in the Clery Act, includes (A) buildings and property that are part of the School’s campus; (B) School’s noncampus buildings and property; and (C) public property within or immediately adjacent to and accessible from the campus.
VAWA: Meaning the Violence Against Women Reauthorization Act (34 CFR Part 668).
Procedure for Reporting
If you believe that you have experienced or witnessed Sexual Harassment (including Sexual Violence), discrimination or retaliation, the School encourages you to notify the Title IX Coordinator as soon as possible after the incident. A report may be made to either or both the police and the Title IX Coordinator. The criminal process is separate from the School’s Title IX Grievance Process. It is the School’s policy not to notify local law enforcement when Sexual Violence occurs, unless a Complainant wishes or there is an emergency threat to health or safety. Complainants have the option to notify law enforcement directly or be assisted in doing so. If requested, the School will assist a victim of Sexual Violence in contacting the police. A Complainant is not required to contact the police in order to pursue the School’s grievance process.
The School does not issue orders of protection. Orders of protection, restraining orders, injunctions or similar lawful orders may be obtained through the court system and can be enforced by the School. Individuals who have obtained an order of protection are encouraged to provide a copy to the Title IX Coordinator as soon as possible. Although the School does not issue orders of protection, information on how to obtain a protective order is located in the ASR.
Reporting Considerations
In order to make informed choices, it is important to be aware of confidentiality and reporting requirements when consulting the School resources. The School Director and Director of Education are Officials with Authority who must report complaints received to the Title IX Coordinator. Reports made to other employees (including faculty members) will only be reported to the Title IX Coordinator with the Complainant’s consent.
An individual who seeks completely confidential assistance may do so by speaking with professionals who have legally protected confidentiality. The School does not have confidential reporting resources, such as pastoral or professional counselors on campus. Crisis, mental health, and victim resource hotline information is available: Uth Crisis Line 801-587-3000, dial 988 or go to https://healthcare.utah.edu/hmhi/programs/crisis-diversion. Information shared with confidential resources will not be shared with the School (including the Title IX Coordinator) or anyone else without express, written permission of the individual seeking services unless required by law or court order.
The School will keep confidential the identity of the Complainant, Respondent, and witnesses, except as may be permitted by FERPA, as required by law, or as necessary to carry out the Title IX Grievance Process.
There is no time limitation on providing notice/complaints to the Title IX Coordinator. However, if the Respondent is no longer subject to School’s jurisdiction and/or significant time has passed, the ability to investigate, respond, and provide remedies may be more limited or impossible. Acting on notice/complaints significantly impacted by the passage of time (including, but not limited to, the rescission or revision of policy) is at the discretion of the Title IX Coordinator, who may document allegations for future reference, offer supportive measures and/or remedies, and/or engage in informal or formal action, as appropriate.
Supportive Measures
The Title IX Coordinator will provide Supportive Measures as necessary. Supportive Measures are individualized services reasonably available to ensure equal educational access, protect safety or deter prohibited conduct. Supportive Measures are available, as appropriate, to either or both the Complainant and Respondent and are non-punitive, non-disciplinary and not unreasonably burdensome to the other party. Examples include counseling, extensions of time or other course-related adjustments, modifications to work or class schedules, campus escort services, restrictions on contact between the Parties, leave of absence, increased security and monitoring of certain areas on campus, and other similar accommodation. The Supportive Measures needed by the Complainant and/or Respondent may change over time, and the Title IX Coordinator will communicate with each party to ensure that any Supportive Measures are necessary and effective based on evolving needs.
Victims of Sexual Violence will also be provided with written notification about existing counseling, health and/or mental health services, victim advocacy, legal assistance, visa and immigration assistance, safety planning, timely warnings, student financial aid and other services available to victims within the School and in the community.
Once the Title IX Coordinator receives a report, the Title IX Coordinator will promptly contact the Complainant confidentially to discuss the availability of Supportive Measures (available with or without filing a Formal Complaint) and explain the process for filing a Formal Complaint and provide a copy of this policy. The Title IX Coordinator will consider the Complainant’s wishes with respect to Supportive Measures.
The School will keep confidential the identity of the victim of Sexual Violence and any accommodations or Supportive Measures provided to the extent that maintaining such confidentiality will not impair the School’s ability to provide the accommodations or Supportive Measures.
Dismissal of a Formal Complaint
Dismissal of a Formal Complaint may occur under several circumstances. The School must dismiss a Formal Complaint if the allegations do not meet the definition of Sexual Harassment, did not occur in the School’s education Program or Activity, or did not occur against a person in the United States.
The School may dismiss a Formal Complaint if the Complainant informs the Title IX Coordinator, in writing, that he, she, or they withdraw the Formal Complaint or allegations therein; the Respondent is no longer enrolled or employed by the School; or if specific circumstances prevent the School from gathering sufficient evidence to reach a determination.
If a Formal Complaint is dismissed, the Parties will be provided written notice of the dismissal outlining the reason(s) for dismissal. A dismissal does not preclude action by the School under the Code of Conduct in the Student Handbook (pg. 28), website, and Employee Handbook.
Grievance Process
School utilizes a prompt, equitable and impartial Grievance Process to evaluate Formal Complaints. Title IX personnel (Title IX Coordinator, Investigators, Decision-Makers, individuals who facilitate Informal Resolution process) will be free from conflicts of interest or bias for or against Complainants or Respondents. Title IX personnel will objectively evaluate all relevant evidence and avoid credibility determinations based on a person’s status as a Complainant, Respondent or witness.
Both Parties will receive equal opportunity to provide information, witness statements, evidence, and other information that may be necessary to fully evaluate the alleged offense. Both Parties will be afforded equitable rights and access during the Grievance Process. The Respondent is presumed not responsible for the alleged conduct until a determination regarding responsibility is made at the conclusion of the Grievance Process.
Generally, the Grievance Process consists of a Formal Complaint, investigation, Live Hearing, determination, Disciplinary Actions, Remedies and appeal (if applicable). The Grievance Process, baring extenuating circumstance, will generally conclude within 90 days from the date a Formal Complaint is filed.
Advisor
A party may be accompanied by an Advisor of their choice during the Grievance Process. The Parties may choose Advisors from inside or outside the School. If the Complainant or Respondent does not have an Advisor present at the Live Hearing, the School will select and provide an Advisor, without fee or charge, to conduct cross-examination of witnesses on behalf of that party. A party may reject a School-appointed Advisor and choose their own Advisor, but they may not proceed without an Advisor. The Complainant and Respondent may not conduct cross-examination.
Choosing an Advisor who is a witness in the Grievance Process creates potential for bias and conflict of interest. A party who chooses an Advisor who is also a witness can anticipate that issues of potential bias will be explored by the Decision-Maker.
The Parties are expected to ask and respond to questions on their own behalf throughout the investigation phase of the Grievance Process. Advisors are expected to advise without disrupting proceedings. For example, advisors should not address School officials in a meeting or interview unless invited to. An Advisor may not make a presentation during any meeting or proceeding and may not speak on behalf of the party to the investigation or other Decision-Maker except during a Live Hearing, during cross-examination. If an Advisor is disruptive or otherwise fails to respect the limits of the Advisor role, the meeting or interview may be ended.<
Advisors are expected to maintain the privacy of the records shared with them. These records may not be shared with third Parties, disclosed publicly, or used for purposes not explicitly authorized by School. School may seek to restrict the role of any Advisor who does not respect the sensitive nature of the process or who fails to abide by the School’s privacy expectations.
Investigation of Formal Complaints
The School will investigate Sexual Harassment (including Sexual Violence) allegations in a Formal Complaint filed by a Complainant or signed by the Title IX Coordinator. The Title IX Coordinator will respect the Complainant’s wishes as to whether the School investigates an allegation of Sexual Harassment, unless the Title IX Coordinator determines that not investigating would be deliberately indifferent or harmful to the School community. The School may consolidate Formal Complaints where the allegations arise out of the same facts.
Upon receipt of a Formal Complaint, written notice will be sent to the Parties. The Notice of Investigation will include: details of the allegations (including identities of the Parties involved, specific section of the policy alleged to have been violated, the conduct that would be considered Sexual Harassment, the date of the incident(s) and the location of the incident(s)); a statement that the Respondent is presumed to be not responsible for the alleged conduct until a determination is made according to the School’s Grievance Process; a statement that the Parties may have an Advisor of their choice; and a reminder of the expectation of truthfulness including consequences for submitting false information. The Parties will also be provided with separate written notice of any investigative interview, meeting or hearing. Interview/meeting notices will include the date, time, location, participants and purpose of the investigative interview or meeting.
Formal Complaints involving employees will also be referred to the school director or owner and simultaneously evaluated under the Standards of Conduct in the Employee handbook (pg. 8).
During the investigation, the Title IX Coordinator or trained designee (“Investigator”) will conduct interviews and gather evidence. No unauthorized audio or video recording of any kind is permitted during investigation interviews/meetings. The Parties will be provided an equal opportunity to present fact and expert witnesses or other evidence. The Parties (and their Advisors) will be provided with evidence directly related to the allegations, in electronic format or hardcopy, with at least 10 days for the Parties to inspect, review, and respond to the evidence. The Investigator will consider the responses received from the Parties before issuing the investigative report.
Once the investigation has concluded, the Investigator will draft an investigative report (hardcopy or electronic) that fairly summarizes relevant evidence. The investigative report will be sent to the Parties (and their Advisors) at least 10 days prior to a Live Hearing. The Parties may provide a written response to the investigative report.
Informal Resolution
If the Complainant and Respondent voluntarily consent in writing, Formal Complaints can be resolved through Informal Resolution, such as mediation. The Title IX Coordinator will organize an appropriate Informal Resolution process depending on the nature of the allegations, the Parties involved, and the overall circumstances. Informal Resolution will be conducted by a facilitator, who may or may not be the Title IX Coordinator. It is not necessary to pursue Informal Resolution first in order to purse the School’s Grievance Process. At any time prior to agreeing to a resolution, any party has the right to withdraw from the Informal Resolution process and resume the Grievance Process. Informal Resolution is unavailable to resolve allegations that an employee sexually harassed a student.
Live Hearing
If a Formal Complaint is not or cannot be resolved through Informal Resolution, the School will conduct a Live Hearing. Live Hearings are facilitated by designated Decision-Maker, separate from the Title IX Coordinator or Investigator. The Decision Maker will be selected by the Title IX Coordinator.
Cross-examination during a Live Hearing will be conducted directly, orally, and in real time by the party’s Advisor and not by a party personally. The Decision-Maker will permit each party’s Advisor to ask the other party and any witnesses all relevant questions and follow-up questions, including those challenging credibility. Only relevant cross-examination and other questions may be asked of a party or witness. Before a Complainant, Respondent, or witness answers a cross-examination or other question, the Decision-Maker must first determine whether the question is relevant and explain to the party’s Advisor asking cross-examination questions any decision to exclude a question as not relevant.
Rape shield protections are applied to Complainants, deeming irrelevant questions and evidence about a Complainant’s prior sexual behavior unless offered to prove that someone other than the Respondent committed the alleged Sexual Harassment or offered to prove consent.
The Decision-Maker may consider statements made by a party or witness even if the party or witness does not submit to cross-examination at the Live Hearing. A Decision-Maker may consider emails or text exchanges between the Parties leading up to the alleged sexual harassment, police reports, Sexual Assault Nurse Examiner documents, medical reports, and other documents. All statements must be relevant to be considered.
At the request of either party, the School will provide for the entire Live Hearing (including cross-examination) to occur with the Parties located in separate rooms with technology enabling the Parties to see and hear each other. Live Hearings may be conducted with all Parties physically present in the same geographic location or, at the School’s discretion, any or all Parties, witnesses, and other participants may appear at the Live Hearing virtually. An audio or audiovisual recording, or transcript, of any Live Hearing will be created and maintained for seven (7) years.
During the Grievance Process, the School will not use, rely on or seek disclosure of information protected under a legally recognized privilege, unless the person holding such privilege has waived the privilege. The School will not access or use a party’s medical, psychological, and similar treatment records unless the party provides voluntary, written consent.
Standard of Evidence
For all Formal Complaints of Sexual Harassment (including where employees are Respondents), the School utilizes the preponderance of the evidence standard.
Disciplinary Actions and Remedies
Disciplinary Actions against the Respondent will not be imposed before completion of the School’s Grievance Process. Following a determination of responsibility, appropriate corrective action will be taken, and the School will take steps to prevent recurrence. Disciplinary Actions taken will be determined on a case-by-case basis. Factors considered when determining Disciplinary Action may include but are not limited to: Nature, severity of, and circumstances surrounding the violations(s); Respondent’s disciplinary history; Previous allegations or allegations involving similar conduct; Need for disciplinary action to bring an end/prevent future reoccurrence of the violation; Need for disciplinary action to remedy the effects on the Complainant and School community; Impact on the parties; Any other information deemed relevant by the Decision-Maker.
Disciplinary Action for student-related claims may include, but are not limited to, additional training, a restriction on contact, warning, suspension, or termination. Disciplinary Action will be placed in a student’s permanent academic file. Any employee determined by School to be responsible for an act of Sexual Harassment will be subject to appropriate Disciplinary Action, up to and including termination. Disciplinary Action will be placed in an employee’s permanent personnel file. Employees are also subject to processes and discipline determined by the Human Resources Department. The HR process is separate and apart from the Title IX process and not constrained by the outcome of the Title IX process.
Failure to abide by imposed Disciplinary Actions (whether by refusal, neglect or any other reason), may result in additional Disciplinary Action, including suspension or termination.
Remedies are provided to a Complainant whenever a Respondent is found responsible. Remedies are implemented by the Title IX Coordinator and may be disciplinary and punitive. Student Remedies are designed to maintain the Complainant’s equal access to education. Remedies will be determined on a case-by-case basis and may include supportive measures.
Individuals who make a materially false statement in bad faith in the course of a Title IX Grievance Process will be subject to School Code of Conduct Policy in Student Handbook.
Written Determination
The Decision-Maker will issue a Written Determination regarding responsibility with findings of fact, conclusions about whether the alleged conduct occurred, rationale for the result as to each allegation, a description of the procedure from Formal Complaint through the Live Hearing, Disciplinary Actions imposed on the Respondent and whether Remedies will be provided to the Complainant. The determination will be sent simultaneously to the Parties along with information on how to file an appeal.
Appeal
Both Parties have the right to appeal a determination regarding responsibility, the School’s dismissal of a Formal Complaint or any allegations therein if: (1) procedural irregularity affected the outcome of the matter; (2) there is newly discovered evidence that could affect the outcome of the matter; and/or (3) Title IX personnel had a conflict of interest or bias, that affected the outcome of the matter.
An appeal must be submitted in writing to the Title IX Coordinator within 10 days of the delivery of the Written Determination.
Retaliation Prohibited
Both Title IX and the Clery Act provide protections for individuals who bring allegations of non-compliance with the Clery Act and/or Title IX to the attention of appropriate campus administrators. Retaliation (including intimidation, threats, coercion or discrimination) against an individual for raising an allegation of Sexual Harassment, for cooperating in the Grievance Process is prohibited.
The School does not retaliate against those who raise concerns of non-compliance. Any concerns should be brought to the immediate attention of the Title IX Coordinator.
Pregnancy and Parental Status
The scope of Title IX protections include pregnancy and parental status. The School does not discriminate against any student based on pregnancy, childbirth, termination of pregnancy or recovery therefrom. The School does not discriminate against or exclude from employment any employee or employment applicant on these bases. The School provides specialized services to pregnant persons through the Title IX Coordinator including student leaves of absence beyond 14 calendar days for absences related to pregnancy and/or childbirth. Please see the School’s student Leave of Absence (LOA) policy published in the Student Handbook regarding the procedure for requesting an LOA.
Training
The School ensures that its Title IX personnel have adequate Title IX training, including annual training on issues related to Sexual Assault, Dating Violence, Domestic Violence and Stalking. The Title IX Coordinator and Investigators are trained on the definition of Sexual Harassment, the scope of the School’s education Program or Activity, how to conduct an investigation, the School’s Grievance Process (including Live Hearings, appeals, and Informal Resolution processes, as applicable) and how to serve impartially by avoiding prejudgment of the facts at issue, conflicts of interest, and bias. Decision-Makers are trained on the definition of Sexual Harassment, the Live Hearing process, technology to be used in Live Hearings, and issues of relevance (including how to apply the rape shield protections provided for Complainants). Informal Resolution facilitators are trained on the Informal Resolution process. <
Materials used to train Title IX personnel are posted on the School’s website https://thebarberschool.com/consumer-disclosure/.
Bias/Conflict of Interest
To raise any concern involving bias or conflict of interest by the Title IX Coordinator, contact
Kim Hatch
School Director
16 W 7200 South Midvale UT 8047
kim@thebarberschool.com/801-304-70000
Concerns of bias or potential conflict of interest by any other Title IX personnel should be raised with the Title IX Coordinator.
Clery Act Reporting
The School administrators will issue timely warnings for incidents reported that pose a substantial threat of bodily harm or danger to other members of the campus community. The School will make every effort to ensure that a victim’s name and other identifying information is not disclosed, while still providing enough information for community members to make safety decisions in light of the danger. The School reserves the right to notify parents/guardians of dependent students regarding any health or safety risk, or a change in student status.
Personally identifiable information for victims of Sexual Assault, Dating Violence, Domestic Violence and Stalking will not be included in any publicly available recordkeeping, including Clery Act Reporting and disclosures such as the ASR.
Emergency Removal
The School can remove a Respondent entirely or partially from the Education Program or Activities on an emergency basis when an individualized safety and risk analysis has determined that an immediate threat to the physical or safety of any student or other individual justifies removal. The risk analysis is performed by the Title IX Coordinator in conjunction with the School Director.
In cases in which an emergency removal is imposed, the Respondent will be given notice of the action and the option to request to meet with the Title IX Coordinator prior to such action/removal being imposed, or as soon thereafter as reasonably possible, to show cause why the action/removal should not be implemented or should be modified. This meeting is not a hearing on the merits of the allegation(s), but rather is an administrative process intended to determine solely whether the emergency removal is appropriate. When this meeting is not requested in a timely manner, objections to the emergency removal will be deemed waived.
The Title IX Coordinator has sole discretion under this policy to implement or stay an emergency removal and to determine the conditions and duration. Violation of an emergency removal under this policy will be grounds for discipline, which may include expulsion or termination.
The School will implement the least restrictive emergency actions possible in light of the circumstances and safety concerns. As determined by the Title IX Coordinator, these actions could include, but are not limited to: temporarily re-assigning an employee, restricting a student’s or employee’s access to the campus, allowing a student to withdraw or take grades of incomplete without financial penalty, and authorizing an administrative leave.
Additional Information
Students and employees may contact the Title IX Coordinator with any questions related to this policy. In addition, the U.S. Department of Education Office for Civil Rights (“OCR”) investigates complaints of unlawful harassment of students in educational programs or activities. This agency may serve as a neutral fact finder and will attempt to facilitate the voluntary resolution of disputes with the Parties. For more information, visit the OCR website at http://www.hhs.gov/ocr/. To the extent that an employee or contract worker is not satisfied with the School’s handling of a complaint, the employee may also contact the appropriate state or federal enforcement agency for legal relief.
Recordkeeping and Privacy
The School’s records of investigations and resolutions are maintained in privacy for seven years. Information is shared internally between administrators who need to know in order to complete their job duties. When information must be shared to permit the investigation to move forward, the Parties will be informed. Privacy of the records specific to the investigation is maintained in accordance with state law and the federal FERPA statute. Any public release of information needed to comply with the timely warning provisions of the Clery Act will not include the names of Complainant or information that could easily lead to a Complainant’s identification. Irrespective of state law or public records access provisions, information about Complainants is maintained privately in accordance with Title IX and FERPA.
Leave of Absence Policy
The School will grant a leave of absence (LOA) to students for absences related to caring for a family member, health conditions, disabilities, pregnancy, childbirth, and emergencies. A LOA request must be completed in writing, signed, dated and submitted to the School Director.
A student may be granted a LOA for a minimum of 14 consecutive school days and up to 180 days. A LOA cannot exceed 180 days within a 12-month period, beginning on the first day of the student’s LOA.
The student must provide the following documentation either in person or emailed to the school administration in a PDF form:
• For illnesses: a document from a doctor’s visit, urgent care visit, or emergency room visit, which should include the doctor’s name and signature as well as the date and time of the visit. Most doctors can provide a note at the time of the visit asking to excuse the student’s absence.
• For family care issues: documentation from a medical provider that includes the expected duration, and the need for the student to provide care. The documentation should also state that the care is provided to a spouse, child, or parent.
• For health conditions, disabilities, pregnancy, and childbirth: documentation from a medical provider substantiating the condition/impairment and the need for leave as well as the expected duration of the leave.
The student must submit a written request for an LOA in advance (unless unforeseen circumstances prevent the student from doing so). The request must include the student’s reason for the LOA and medical documentation, as well as the student’s signature.
The School may grant a LOA to a student who did not provide the request prior to the LOA due to unforeseen circumstances if: (a) the School documents the reasons for its decision; (b) the School collects the request from the student at a later date; and (c) the School establishes the state date of the approved LOA as the first date the student was unable to attend.
In the event of an unforeseen emergency email kim@thebarberschool AND fa@thebarberschool. They will respond within 24 hours of receiving the notification and provide further guidance.
The student will not be assessed any additional charges as a result of an LOA. A student granted an LOA in accordance with this policy is not considered to have withdrawn and no refund calculation is required during the LOA. The student’s contract period will be extended by the same number of days taken in the LOA and charges to the contract period must be either (a) initialed by all parties; (b) be stated in an enrollment contract addendum signed by all parties.
Should the student need to extend a LOA, the extension must be submitted in writing prior to the end date on the original LOA. The student will be notified if the extension is approved.
The student will be withdrawn (and a refund calculation will be completed) if the student takes an unapproved LOA or does not return by the expiration of an approved LOA. Under these circumstances, the student’s official withdrawal date, for the purpose of calculating a refund, will be the student’s last date of attendance.
During a LOA, the student must vacate their locker and/or station of their student kit and their personal effects. The Barber School assumes no responsibility for such property.
Attendance Policy
Programs at the Barber School are clock-hour programs. Students clock in and out at the front desk using Student Mobil App. Absent time is calculated in the Student Mobile App and student software in the Attendance History as absent hours.
Students who are not on an approved leave of absence and miss 14 consecutive calendar days will be terminated from the School.
All students are required to attend regularly and adhere to their chosen schedule. Students who violate the Attendance policy and/or Failure to do so may result in failure to meet satisfactory standards and/or termination.
To maintain satisfactory progress in their program, students must attend a minimum of 70% of the scheduled hours. If a student reaches the maximum time limit to complete a course, which is 143% of the regular course length (equal to a 70% attendance average), they will be terminated from the program. However, they may re-enroll on a cash-pay basis.
The attendance percentage is calculated by dividing the total hours attended by the total number of hours scheduled. At the end of each evaluation period, the school will check if the student has maintained at least 70% cumulative attendance since enrollment. If they have, it indicates that the student will graduate within the maximum time frame allowed, given the same attendance rate.
Tardies: Students must arrive on time for all assigned classes. Prompt arrival is mandatory every day of the week, including for students scheduled on Saturdays. Students who arrive late (6 minutes) regularly will face disciplinary action, including counseling, warning, write-up, suspension, probation, and termination.
Unexcused Absent Hours: All scheduled missed hours other than those excused or covered by an approved leave of absence or official closure/holiday are recorded as absent hours and used to determine the student’s cumulative attendance average and satisfactory progress status.
Each student is allotted 48 hours throughout their enrollment that they may miss without penalty of paying overtime charges.
Unexcused Absent Hours can be made up anytime throughout the student’s enrollment period; this is done when the student clocks in more hours than are scheduled per day.
Example: Throughout the week, a student left two hours early on Wednesday, arrived one hour earlier than their scheduled time on Thursday, and stayed an hour later than their scheduled time on Friday. Due to these schedule changes, the student’s attendance history will show two absent hours and two make-up hours. However, the total hours attended for the week will match their scheduled hours, allowing the student to meet their attendance requirements and avoid overtime charges.
Excused Absent Hours: We understand that students may miss school for various reasons, including illness, bereavement, caring for a family member, health conditions, disabilities, pregnancy, childbirth, and emergencies. We have established guidelines that students must follow to have their absence recorded as excused.
In these situations, students can have their absent hours removed from their attendance history if they pre-arrange the absence with the school administration at least 7 days in advance unless it is an unforeseen emergency. In the event of an unforeseen emergency, please email kim@thebarberschool.com and fa@thebarberschool.com. They will respond within 24 hours of receiving the notification and provide further guidance.
If a student needs to miss more than 48 hours due to health conditions, disabilities, pregnancy, or childbirth, or if they are on an approved leave of absence, they will not incur additional fees for absences related to these reasons.
To do so, they must provide the following documentation either in person or emailed to the school administration in a PDF form:
These absences will also be considered excused, and related fees will be waived as long as the student provides supporting medical documentation. If a student’s absence is longer than 14 days, they should refer to the School’s Leave of Absence policy.
All absences, whether excused or unexcused, are recorded. Students will be charged an additional fee for hours needed beyond the contract term due to unexcused absences. The rate specified in the student contract will be applied. Therefore, it is beneficial to the student to monitor their attendance closely.
Students with outside agency sponsorship may be required by agreement with that agency to maintain a higher standard/measure of satisfactory progress. Only students admitted under such a contract will be affected. Those students will be notified of the requirements therein.
NON-DISCRIMINATION POLICY
The Barber School is committed to maintaining a work and educational environment free from unlawful harassment and discrimination. The School prohibits discrimination and harassment on the basis of race, religion, color, disability, sex (including pregnancy, childbirth, false pregnancy, termination of pregnancy or recovery from any of these conditions), gender identity and gender expression, sexual orientation, national origin, age, or any other protected status in accordance with applicable federal, state, and local laws.
If you believe that you have experienced or witnessed incidents of harassment or discrimination, immediately report the incident to Christine Dominguez.
In accordance with Title IX of the Education Amendments of 1972, the School does not discriminate on the basis of sex/gender in its employment practices or its educational programs or activities. The School also prohibits Sexual Harassment committed against persons in the United States as part of its education programs or activities, including admission and employment.
Sexual violence is a form of Sexual Harassment, which is a form of discrimination and is prohibited by Title IX of the Education Amendments of 1972. Sexual assault, domestic violence, dating violence and stalking also are prohibited conduct under Title IX, and are additionally defined by the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act, as amended by the Violence Against Women Reauthorization Act. These acts, as defined by law are expressly prohibited at the School.
If you believe that you have experienced or witnessed incidents of sexual misconduct or discrimination, please follow the procedures outlined in the School’s Title IX policy.
Title IX Coordinator:
Christine Dominguez
16 W 7200 South Midvale, UT, 84047
fa@thebarberschool.com
801-304-7000
The School prohibits retaliation against any person opposing discrimination or participating in any discrimination investigation or complaint process internally or externally. Reports of misconduct, questions regarding Title IX, and concerns about non-compliance should be directed to the Title IX Coordinator.
Grievance Procedure
At The Barber School, we value transparency and seek to address student concerns promptly and effectively. If you have a complaint or grievance, we encourage you to follow the procedure outlined below. The School will make every attempt to resolve any sincerely raised student complaint made in good faith.
1. Registering a Complaint:
2. Acknowledgment and Response:
3. Further Investigation:
4. Final Resolution:
5. External Escalation:
NACCAS
3015 Colvin St.
Alexandria, VA 22314
Phone: 703-600-7600
Website: www.naccas.org
Additional Information:
This Grievance Procedure covers student grievances based on sex that do not involve Sexual Harassment, such as alleging pregnancy discrimination, including grievances related to different treatment based on pregnancy, exclusion from the School’s programs or activities based on pregnancy, or the School’s failure to excuse pregnancy-related absences or provide appropriate academic adjustments in the same manner as it provides academic adjustments to students with temporary disabilities.
Complaints based on Sexual Harassment will be handled pursuant to the School’s Title IX policy. Complaints based on disability discrimination and/or disagreements regarding requested accommodations may file a grievance pursuant to the grievance process contained in the School’s Disability Accommodation & Grievance Policy.
You may register to vote by one of the listed ways:
Online at http://elections.utah.gov
The ‘blue’ government section of the phone book
The county clerk’s office
Financial aid office
The following procedure will be used to notify students and staff of a dangerous situation on the school campus. Every staff member has received training on how to handle a pending emergency. Code 1 = is a lock down situation, students and staff are to remain calm and not leave the building. Code 2 = indicates the need to evacuate the building. Every staff member will make sure all students follow instructions. Any staff member can initiate the alert. The School Director/or person in authority will notify the police of the situation. Evacuation routes are posted throughout the facility.
The School Director or person in charge will be responsible to send out a timely warning to the staff and student body via email, text, or social media.
Not applicable due to no on-campus housing.
Not applicable due to no on-campus housing.
Not applicable due to no on-campus housing.
Not applicable due to no on-campus housing.
Students and parents of dependent minors have the right to inspect and review the student education records according to the rules of FERPA. All student records will be kept confidential and released only upon written authorization of the student with the following exceptions:
Student records may be released to law enforcement agencies following proper legal procedures.
Student records may be released to appropriate parties connected to financial aid or accrediting agencies.
Student records may be released to a collection agency should use of a said agency be deemed necessary for collection of funds owed to the school.
Other schools to which a student is transferring.
Specified officials for audit or evaluation purposes.
Appropriate officials in cases of health and safety emergencies, and State and local authorities, within a juvenile justice system, pursuant to specific State law.
Student rights as outlined by FERPA. Students may:
Inspect and review any education records pertaining to the student
Request an amendment to his/her records
Request a hearing (if the request for the amendment is denied) to challenge the contents of the education records on the grounds that the records are inaccurate, misleading, or violate the rights of the student.
No portion of the file may be removed or reproduced without permission of the owner of the school, as all materials and records contained therein are the property of The Barber School. The school does not release any information to parties seeking directory information.
For more details as outlined by FERPA, please visit: www.ed/gov/policy/gen/guide/fpco/ferpa/ps-officials.html
Official transcripts of prior credit must be submitted to The Barber School at the time of application for review by the school director. The Barber School may recognize credit for all or part of an applicant’s previous training depending on the theory and/or practical assessments. Student will be notified of any credit accepted. Some or all of the credits and hours earned/completed at The Barber School may or may not be accepted by other institutions for various reasons, including differences between accrediting agencies and the licensing divisions.
2021 Outcome Rates:
State Board Practical Test 98% Pass
State Board Written Test 81% Pass
Licensure 98% Receive License
Graduation 71.6% Complete Program
Job Placement 77.59% Work as a Barber
The Barber School will, upon request, assist and guide graduates in obtaining satisfactory employment in the profession of Barbering but does not guarantee employment or obligate itself beyond reasonable assistance and guidance. This service is provided by The Barber School to all graduates without additional fees. The assistance provided by The Barber School may be in the form of a letter of recommendation, a phone call to a prospective employer, and/or job postings.
Students will receive training in how to obtain employment, which includes how to seek employment, how to write a resume, complete an employment application, and prepare for an effective interview.
A) An applicant not accepted by the School shall be entitled to a full refund of all monies paid, except for the application fee.
B) If the Student (or in the case of a student under age, his/her parent or guardian) cancels the enrollment and demands his or her money back, in writing, within three business days of the signing of the enrollment agreement or contract regardless of whether the student has actually started training. All monies collected by the school shall be refunded, except the non-refundable application fee. The cancellation date will be determined by the postmark of the written notification or the date the notification is delivered to the school administrator or owner in person. This policy applies regardless of whether or not the Student has actually started the training.
C) If the Student cancels his/her enrollment after three business days after signing, but prior to entering classes, he or she will be entitled to a refund of all monies paid to the School, less an application fee of $50 and a registration fee of $350.
D) After they are issued, the cost of equipment, books, and supplies are non-refundable. Kit items are not returnable.
E) In case of severe illness or disabling accident, death in the immediate family, or other circumstances beyond the control of the Student, the School will make settlement which is reasonable and fair to both parties.
F) If the School is permanently closed and no longer has offers instruction after the Student enrolled, the student shall be entitled to a pro-rata refund of tuition.
G) If a course is cancelled subsequent to a student’s enrollment period, the School shall, at its option, (1) provide a full refund of all monies paid for that course, or (2) provide completion of the course.
H) If the Student cancels his/her enrollment after enrolling in and beginning classes, the student will be entitled to a refund as seen in I below. Note: Enrollment time is defined as the elapsed time between the actual starting date and the date of the student’s last day of physical attendance in training. This schedule applies to students who leave on his/her free will or is expelled.
I) Any monies due applicant or student shall be refunded within 45 days of formal termination by the School, which shall occur not more than 30 days from the last day of physical attendance, or, in the case of a leave of absence, the date of withdrawal shall be the earlier of the date of expiration of the leave of absence or the date the student notifies the institution that the student will not be returning. In the case of an unofficial withdrawal, the institution will take attendance every 14 days to determine an unofficial withdrawal. Any monies due the student shall be refunded within 45 days of the withdrawal determination date. The School will retain monies paid for tuition according to the following schedule:
Percent time = Scheduled Enrollment Time
Hours Contracted School will receive/retain
0.01% to 4.9% 20%
5% to 9.9% 30%
10% to 14.9% 40%
15% to 24.9% 45%
25% to 49.9% 70%
50% and over 100%
The above percentages are based on tuition alone. Books, tools, late fees, schedule change fees, suspension fees, application fees, registration fees, re-entry fees, and any other fees assisted, will be added to the tuition charges.
The school will calculate a return to Title IV to determine how much federal aid may be retained or disbursed for a student who withdraws from school. The calculation of Title IV funds earned by the student has no relationship to the student’s tuition and fees that may be owed to the school. Within 45 days from the date of withdraw, the school will determines the student withdrew to return all unearned funds for which it is responsible.
Purpose
The Barber School College is committed to providing a school & workplace environment, which ensures the safety and encourages the personal health and productivity of its employees and students. The Barber School College recognizes that substance abuse is a threat to the safety, health and job performance of its employees & students. The Barber School College, as well as our clients, expects the highest standards of our employees and students and we will strive to meet and exceed their expectations. The goal of this policy is to balance The Barber School College’s respect for individuals, with the need to maintain a safe, productive, alcohol and drug-free environment. The Barber School College has established this policy to detect and remove abusers of alcohol and Controlled Substances from the workplace and school environment.
The purpose of this policy is to convey to employees and students The Barber School College’s policy on alcohol and drug use in the workplace. These policies and procedures are not intended to create or alter any existing contract, written or verbal, between The Barber School College, and its employees, contractors, job applicants, students or student applicants. This policy does not change the at will employment status of employees.
The Barber School College is required to provide information to its students, faculty, and employees to prevent drug and alcohol abuse. The school is required to review its program once every two years to determine its effectiveness and to ensure that its sanctions are being enforced. This material must be distributed annually and must be distributed to any new students and employees after initial distribution for the year.
For descriptions of health risks, please visit: www.health.utha.gov, www.drugabuse.gov, or www.dsamh.utah.gov.
For descriptions of applicable legal sanctions under state, local, and federal law, please visit: www.utah.gov or www.utcourts.utah.gov.
This policy applies to all departments, all employees, all job applicants, all students and all student applicants. The term employee includes contacted employees. As a condition of employment, employees are required to abide by this policy. As a condition of enrollment, students are required to abide by this policy.
It is therefore, the policy of The Barber School College that the following activities are strictly prohibited during working/school hours by all employees and students and that illegal use of drugs is prohibited at any time.
It is against company policy:
For an employee to work or student to attend class with the presence of a Controlled Substance or Alcohol in your body (as determined by a drug or alcohol test), including their presence as a drug metabolite, unless legally prescribed to her or him.
For an employee or student to sell, use, purchase, manufacture or be in possession of an illegal Controlled Substance or drug paraphernalia, while on The Barber School College time, conducting The Barber School College business, on The Barber School College property, attending class or while not on The Barber School College time, business or property.
For an employee or student to sell, use, purchase, manufacture or be in possession of Controlled Substances, including prescription medications which are controlled substances, on The Barber School College time, business, property or while attending class, unless the prescription medication is legally prescribes to the employee.
For an employee or student to operate any equipment while under the influence of any drug, including prescription or over the counter medications, which render the employee incapable of safely and adequately using the equipment or performing any other job duties.
For an employee or student to use alcohol, while on The Barber School College time or on The Barber School College business, or to report to work or attend class under the influence of alcohol . An employee is considered to be in violation of this policy when he or she is working or attending class and has a breath, blood or urine alcohol result greater than or equal to .04%.
To consume any alcoholic beverage or alcohol containing liquid within four hours of a scheduled work or class period.
For an employee or student to refuse to submit a specimen for controlled substances or alcohol testing when requested by the Company under this policy or for an employee or student to obstruct or not fully cooperate with specimen collection or testing procedures.
For an employee or student to have a verified positive drug test.
For an employee or student to tamper with substitute or adulterate any specimen collected for drug or alcohol testing. Any sample reported by the laboratory as Substituted or Adulterated will be considered a ‘refusal to test’ or a refusal to submit a valid sample.
For The Barber School College Supervisors to allow an employee to work or student to attend class, if they have actual knowledge, that an employee or student has violated this policy.
Actions Required Of Employees or Students
If an employee or student suspects that she/he has a substance abuse problem, the employee or student is expected to contact a counselor acceptable to The Barber School College. Any employee or student who voluntarily seeks assistance or rehabilitation for drug or alcohol misuse prior to being subject to testing under this policy shall not be subject to testing under this policy shall not be subject to disciplinary action for violation of the Policy, as long as the employee continues to participate satisfactorily in the counseling or rehabilitation program. The employee/student must obtain a work release from the counselor or treatment provider before returning to work. Any investigation by law enforcement or conviction for Controlled Substance or Alcohol activity may be cause for dismissal from employment or school. Failure to report any conviction for illegal drug use or alcohol misuse to The Barber School College may result in immediate termination from employment or school attendance. The use of prescription or over the counter medications that may impair an employee or student’s ability to safely or adequately perform his/her duties must be reported to the employee’s/student’s supervisor. Some medication use may require reassignment or temporary leave of absence without pay. Employees and students must take all medication as directed on the medication label and must heed any warnings listed on the medication’s label.
A prospective employee/application who has a positive test or ‘refusal to test’ will not be further considered for employment. An Employee who violates this The Barber School College policy will be immediately removed from duty and subject to disciplinary action up to and including termination. A prospective student/application who has a positive test or ‘refusal to test’ will not be further considered for enrollment to The Barber School College. Any current student who has a positive test will be required to reimburse The Barber School College for the cost of the test. Students who violate this policy will be put on permanent probation and are subject to monthly follow-up drug and/or alcohol tests, at the students expense. A student’s First Violation will result in immediate removal from class attendance, until the student can pass a ‘return to duty drug’ and/or alcohol test, at student’s expense. A student’s Second Violation will result in immediate termination from The Barber School College. A student may apply for re-entry to school after they have been evaluated by a substance abuse counselor acceptable to The Barber School College and can obtain a written release from the counselor or treatment provider. The release must document the student’s compliance and participation with all counseling or treatments recommended by the substance abuse counselor. The student must then pass a return to duty drug and/or alcohol test at students expense. A student’s Third Violation will result in immediate termination from school and he/she will not be eligible for re-entry.Employees and students who violate this policy by illegally selling, manufacturing or distributing controlled substances or alcohol will be terminated from employment or enrollment. Any student who is convicted of the unlawful manufacture, distribution, dispensation, possession, use, or abuse of illicit drugs or alcohol is subject to criminal penalties under local, state, or federal law. The exact penalty assessed depends on the nature and the severity of the individual offense. In compliance with federal regulations for a drug-free workplace for students and employees, students convicted for any offense, during a period of enrollment for which the student was receiving Title IV funds, under any federal or state law involving possession or sale of illegal drugs will result in the loss of eligibility for any Title IV assistance.
Pre-employment procedures: Prospective employees or students may be asked to submit to a drug test at The Barber School College’s designated collection facility as part of a potential job offer or as part of the acceptance/enrollment process. Employment or acceptance/enrollment at The Barber School College will be offered to those who successfully pass the pre-employment drug test. Refusal to consent to a pre-employment drug test, or Positive, Adulterated or Substituted test results will terminate any action towards permanent employment or enrollment as a student.
Post-Accident Tests: The Barber School College will require Drug &/or Alcohol testing of any employee or student involved in an on-the-job accident/injury where the following occurs: A fatality, An injury to an employee, student, client or other individual that requires medical attention away from the workplace or accident scene, or Damage to Company property that exceeds $500.00
Post-accident testing is required of any individual whose actions or inaction could have reasonably contributed to the cause of the accident. Reasonable Suspicion: Reasonable suspicion Drug &/or Alcohol testing will be done in cases where there is a reasonable belief by a supervisor, that an employee or student may be using a Controlled Substance, using alcohol while at work, or reporting to work under the influence of Alcohol or a Controlled Substance, using prescription drugs illegally or any other violation of company policy.
Reasonable suspicion or For-Cause tests will be required when there is any of the following:
Observable phenomena (actual use, possession, odors, etc)
Abnormal behavior or physical characteristics; or
A drug-related investigation, arrest or conviction or an investigation of theft.
Random Testing: Unannounced random Drug &/or Alcohol testing may be conducted on all employees or students and will be administrated by a third-party administrator. Selection for random testing will be computer generated. All employees/students will have an equal chance of selection in each selection period.
Unit or Blanket Testing: Drug & or Alcohol testing of all Company employees/students or all employees/students in one location or job category may be conducted at the discretion of The Barber School College.
Return to Duty Testing: The first Drug &/or Alcohol test after a policy violation, evaluation by a counselor, acceptable to The Barber School College, and after the counselor has determined that the employee has successfully complied with prescribed education and/or treatment. The test result must be negative before he/she can return to duty or attend class.
Follow-Up Testing: After a violation of this policy and return to duty, an employee or student is subject to unannounced Drug &/or Alcohol testing, the schedule of follow-up testing will be determined by the EAP/counselor or The Barber School College.
Definitions
‘Alcohol’ means the intoxicating agent in beverage alcohol, ethyl alcohol, or other low molecular weight alcohols including methyl and isopropyl alcohol.
‘Alcohol Use’ means the drinking or swallowing of any beverage, liquid mixture or preparation (including any medication), containing alcohol.
‘Alcohol Testing’ means to be tested by a certified breath-alcohol technician, using a DOT approved breath testing device or a DOT approved initial screening device. Blood and urine alcohol testing may also be used at the discretion of the employer.
‘Controlled Substance or Drug’ means any prescribed drug or controlled substance including those assigned by 21 U.S.C. 802 and includes all substances listed on Schedule 1, through
Schedule V., as they may be revised from time-to-time (21 CFR 1308), including but not limited to:
Marijuana Benzodiazepines Narcotics
Cocaine Barbiturates Phencyclidine (PCP)
Amphetamines Opiates Other Hallucinogens
‘Drug Testing’ or ‘Drug Test’ means the scientific analysis for the presence of drugs or their metabolites in specimens from the human body. Analysis will include separate screening and confirmation tests.
‘Employee’’ means any person or officer in the service of the employer for compensation.
‘Prospective Employee’ means any person who has made a written or oral application to become an employee of the Company.
‘Reasonable Suspicion’ ‘For-Cause Testing’ means an articulated belief, based on recorded specif facts and observations, and reasonable inference drawn from those facts and observations, that an employee or student is in violation of this policy.
‘Sample’, ‘Specimen’ means any sample of urine, blood, breath, saliva or hair used for drug or alcohol testing.
‘On Duty’ means all working hours including meal or break periods, regardless of whether the employee is on the Company premises, and at any time the employee represent the Company in any capacity, including operating company equipment or vehicles.
‘Medical Review Officer (MRO)’ means a licensed physician with knowledge of drug abuse disorders that is used by the Company to determine and verify if a legitimate or medical explanation exists for a positive, adulterated, substituted or invalid drug test result.
‘Use’ means to consume, sell, purchase, manufacture, distribute, be under the influence of, report to work under the influence of, or be in possession of drugs or alcohol. The term use shall also include the presence of drugs or alcohol in the body of an employee, including the presence as a metabolite, the use of a prescription drug without a valid prescription from a health care provider and not using a prescription drug as prescribed by the authorizing health care provider.
‘Positive Drug Test’ means the drug test levels on both the screening test and the confirmation test are at or above the level recognized as positive by the U.S Department of Health and Human Services, in it’s Mandatory Guidelines for Federal Workplace Drug Testing Programs, or the standard cutoff levels set by the laboratory; and the MRO has verified the test results as positive.
‘Positive Alcohol Test’ means test levels on both the initial test and the confirmation test are .04 percent or greater (.04 gm/210 liters of air or .04 gm/deciliter of blood or .04 mg/ml of urine)
‘Adulterated’ means a specimen that contains a substance that is not expected to be present in human urine, or contains a substance expected to be present but is at a concentration so high that it is not consistent with human urine.
‘Substituted’ means a specimen with creatinine and specific gravity values that are so diminished or divergent that they are not consistent with human urine.
‘ Actual knowledge’ means knowledge by a supervisor that an employee/student has used alcohol or controlled substances based on the supervisor’s direct observation of the individual, or an individual’s admission of alcohol or controlled substance use. Direct observation as used in this definition means observation of alcohol or drug use and does not include observation of behavior or physical characteristics sufficient to warrant a reasonable suspicion test.
Medical Review Officer (MRO)
In the case of a ‘Positive, Adulterated, Substituted, or Invalid’ test result, the employee/student or prospective employee/student shall be so advised by the MRO, by telephone, on a confidential basis, prior to the reporting of the results to the designated The Barber School College officials(s). The employee/student shall have the right to discuss and explain the results, including the right to advise the MRO of any medication prescribed by his/her physician, which may have affected the results of the test. The MRO shall also review the chain-of-custody documentation to ensure compliance with normal chain-of-custody procedures.
The MRO can report a non-negative test to The Barber School College, without interviewing the individual if:
A. An individual has expressly declined the opportunity to discuss the test result with the MRO.
B. The Barber School College has successfully made and documented a contact with the individual and instructed the employee/student to contact the MRO and more than 72 hours have passed since the time the Company contacted the individual.
C. If neither the Company nor the MRO, after making and documenting all reasonable efforts, has been able to contact the employee/student within 10 days of the date on which the MRO receives the confirmed test result from the laboratory.
Contesting a Test Result
If an employee, student or applicant believes the laboratory analysis is in error, he/she will have 72 hours to request the re-analysis of the original urine specimen that was verified as positive, adulterated or substituted. Re-analysis will be on the original specimen only and must be performed by a SAMHSA-certified laboratory. The cost of re-analysis is at employee/student expense. If the secondary laboratory does not detect the same controlled substance, the individual will be reimbursed the cost of re-analysis is at employee/student expense. If the secondary laboratory does not detect the same controlled substance, the individual will be reimbursed the cost of re-analysis. An employees who has test result other than negative shall have the right to request in writing, from the employer, a copy of the laboratory report.
Specimen Collection Procedures
All specimens collected will be done in conformity with Company policy and shall be conducted in accordance with the requirements of Title 34, Chapter 38 of the Utah Code Annotated. Urine and breath alcohol samples will be collected by individuals trained to follow DOT’s collection procedures and in accordance with specific laboratory collection procedures not covered by DOT procedures. All drug test, alcohol tests and sample collection procedures shall be performed under reasonable and sanitary conditions and in such a manner as to respect the privacy of the individual being tested, as well as prevent tampering or misidentification of the sample. A sample, which the specimen collector believes could reasonable have been tampered with require the immediate ‘observed’ recollection of another sample.
Dilute Specimen Procedures
Specimens which the laboratory reports as ‘dilute,’ specific gravity less than 1.003, & creatinine level less than 20 mg/dL may be considered invalid. The employee/student may be required to give second specimen. If the second specimen is provided or a medical reason is found for producing a dilute specimen.
Confidentiality
All Drug & Alcohol test results will remain confidential to the extent required or allowed by law. The Barber School College management will determine which persons within the company, or agents of The Barber School College, have a need to know individual test results. Test and other records will be maintained in a secure manner so that disclosure of confidential &/or medical information to unauthorized persons does not occur.
Upon written request, the school must disclose to the alleged victim of any crime of violence or non-forcible sex offense, the result of any disciplinary proceeding conducted by the school against a student who is the alleged perpetrator of such crime or offense. If the alleged victim is deceased as a result of the crime or offense, the information shall be provided, upon request, to the next of kin of the alleged victim.
In accordance with the Crime Awareness and Campus Security Act of 1990, the institution collects campus crime statistics and prepares this report for distribution to all students, employees, and applicants for enrollment or employment. This report is distributed annually in September to all current and prospective students and employees. All data in this report is information from the Midvale City Police Department. In addition, the report is provided to all individuals during enrollment or employment orientation that is conducted with each start class or upon hiring of a new employee. At that time, students and employees review the report and receive a description of the campus security procedures and further information regarding the prevention of crimes. Any individual can request a copy of this report at any time.
The school encourages all students and employees to be responsible for their own security and the security of others. The school does not employ campus security officials. Therefore, the security of the campus is the direct responsibility of each employee and administrator. No such individuals have the authority to make arrests. All individuals are requested to report immediately any known criminal offense or other emergency occurring on campus to the school administration at the administration office. All individuals are encouraged to promptly report all crimes to appropriate police agencies. The campus administration will report all known criminal offenses to the local law enforcement authorities. The school has no policy or procedure regarding confidential crime reporting in relation to crime statistics reporting. Any off campus events are supervised by campus employees. Therefore, the school will monitor and report criminal activity at such events to local law enforcement authorities. No student will have access to the campus facility, other than the parking area, at any time unless supervised by a staff member.
Everyone should remember that personal safety begins with you. The following should be considered:
When walking on campus, be aware of who and what is around you. Try not to walk alone.
Do not carry large amounts of cash.
Keep your motor vehicle in good running condition. Always lock your car and remove all packages and any valuables which are visible.
Do not leave books or personal property unattended in the classroom.
The following criminal offenses occurred on campus during the calendar year 2010 and the 2 previous years.
(Campus is defined as ‘any building or property owned or controlled by the school within the same contiguous geographic area and used by the school in direct support of or related to its educational purpose.’ There are no buildings or properties owned or controlled by the school’s student organizations which are recognized by this institution.)
2019 2020 2021
Murder/Non-Negligent Manslaughter 0 0 0 0 0 0
Negligent Manslaughter 0 0 0 0 0 0
Sex Offenses – Forcible 0 0 0 0 0 0
Sex Offenses – Non Forcible – Incest 0 0 0 0 0 0
Sex Offenses – Non Forcible – Statutory Rape 0 0 0 0 0 0
Robbery 0 0 0 0 0 0
Aggravated Assault 0 0 0 0 0 0
Burglary 0 0 0 0 0 0
Motor Vehicle Theft 0 0 0 0 0 0
ON CAMPUS
Off-campus services regarding Drug and Alcohol abuse information and treatment, counseling, and mental health include:
In an effort to reduce crime, all employees and students are provided with handouts and procedures geared toward personal protection and the prevention of crime during the orientation process. In addition, periodically, local law enforcement official and guest speakers are invited to the staff and students about crime prevention methods. Drug and Alcohol is prohibited at all times at the school. This is defined as unlawful manufacture, distribution, possession or use of a controlled substance, including alcohol. A copy of the Drug and Alcohol-Free School & Workplace Program Policy is provided to all individuals during enrollment or employment orientation.
– University of Utah Neuropsychiatric Institute: 1-800-446-2673
– The National Institute on Drug Abuse Hotline: 1-800-662-HELP
– The National Institute on Drug Abuse Workplace Helpline: 1-800-843-4971
– The National Clearinghouse for Alcohol and Drug Information: 1-301-468-2600
– Department of Education Regional Centers Drug-Free Schools and Communities (Southwest Region): 1-405-325-1454
In the event a sex offense should occur on campus, the accuser has the option to and should take the following steps:
1) Report the offense to school administration in the administration office.
2) Preserve any evidence as may be necessary to prove criminal sexual assault.
3) Request assistance, if desired, from school administration in reporting the crime to local law enforcement agencies.
4) Report the crime to local law enforcement agencies.
5) Request a change in the academic situation if desired.
6) Contact an appropriate agency in the community for counseling or other services that may be needed. On campus disciplinary action in cases of alleged sexual assault will be based on the findings by
the law enforcement agency investigation, the facts pertaining to the crime, and other related mitigating circumstances, provided that:
a) the accuser and the accused may have others present during the campus disciplinary proceedings;
b) both the accuser and the accused shall be informed of the outcome of such disciplinary proceedings.
Possible sanctions the school may impose following a final determination regarding rape, acquaintance rape or other forcible or nonforcible sex offense vary depending upon the final determination and could include termination.
To find a list of registered sex offenders who might be present on campus visit
www.RegisteredOffendersList.org.
The school will certify enrollment for Utah Department of Workforce Services http://jobs.utah.gov/ and Utah State Office of Rehabilitation http://www.usor.utah.gov/. The school is not aware of other state grants.
The school participates in Title IV funding (Pell Grant and Stafford Loan) and will certify Veterans, State, and private funding sources. A Free Application for Federal Student Aid (FAFSA) is required to determine eligibility of Title IV funds.
Apply online at www.fafsa.ed.gov. Said school will provide a paper copy upon request.
Eligibility is determined with the following criteria:
Pell Grant and Subsidized Stafford Loan Calculation:
COA (Cost of Attendance) – EFC (Expected Family Contribution) = Need Eligibility
Unsubsidized Stafford Loan Calculation:
COA – EFA (Expected Financial Assistance/all other aid) = Non-Need Eligibility
COA = includes the following items: tuition and fees, room and board, transportation, and misc./personal.
All students who borrow a Stafford Loan must complete Direct Loan Entrance Counseling before funds will be originated and disbursed. Exit Counseling must be completed by all students who are graduating or withdrawing from the school. If a student is unavailable to complete at the school, a packet will be mailed to the student for completion.
Private educational/institutional loans are not offered by the school nor does the school have preferred lender arrangements.
Private educational/institutional loans are not offered by the school nor does the school have preferred lender arrangements.
All students who seek a private educational loan must complete a self-certification form as required under the Truth in Lending Act.
All students who borrow a Direct Stafford Loan while attending the school must complete Entrance Counseling before funds will be certified. The counseling will provide information on: The effect of the loan on the borrower for other forms of aid. An explanation of the use of the Master Promissory Note. The seriousness and importance of the students repayment obligations. Information on the accrual and capitalization of interest. Borrowers of Unsubsidized loans have the option of paying interest while in school. The obligation of borrower to repay the full amount of the loan regardless if the borrower completes the program or is unable to obtain employment upon completion. Consequences of default.
Information about NSLDS and how the borrower can access their records. Contact information if borrower has questions about the loan. Exit Counseling must be completed by all students who are graduating or withdrawing from the school. If a student is unavailable to complete at the school, a packet will be mailed to the student for completion.
The counseling will provide information on:
Average anticipated monthly repayment amount.
Repayment plan options.
Debt management strategies Terms and conditions for deferment or forbearance.
Consequences of default.
Options and consequences of loan consolidation.
Tax benefits available to borrower.
The Student Loan Ombudsman’s office is available at 1-877-557-2575 for borrowers to
resolve student loan issues.
All Direct Stafford Loans will be submitted to the NSLDS, and will be accessible by guaranty agencies, lenders, and schools determined to be authorized user of the data system. The borrowers loan history can be reviewed at www.nslds.ed.gov or by calling 1-800-4-FED-AID
The Higher Education Opportunity Act (HEOA) requires that all educational institutions develop and follow in accordance with a code of conduct that prohibits conflicts of interest for financial aid personnel. Any representative, officer employee, or agent of the school who is in any way responsible for student educational loans must comply with this code of conduct. The following provisions are meant to improve overall operations of the school’s financial aid office. Neither The Barber School , as an institution nor any individual officer, employee or agent shall enter into any revenue-sharing arrangements with a lender. Such an arrangement is defined as one between The Barber School and a lender under which the lender provides or issues loans to students attending The Barber School (or to the families/friends of such students), and The Barber School recommends the lender or the loan products of the lender. In exchange, the lender pays a fee or provides other material benefits, including revenue or profit sharing, to The Barber School or its agent. An officer, agent, or employee of The Barber School who is employed in the financial aid office or who has responsibilities with respect to educational loans, shall not accept from any lender or affiliate of arrangement or other contract to provide services to a lender relating to educational loans. No Officer, agent, or employee of The Barber School (or any of their family members or friends) who is employed in the financial aid office or who otherwise has responsibilities with respect to educational loans, shall solicit or accept any gift from a lender, guarantor, or servicer of educational loans. Nor can the friends of an officer, agent, or employee of The Barber School accept any such gifts. A ‘gift’ refers to any gratuity, favor, discount, entertainment, hospitality, loan or other item having a monetary value. The Barber School shall not: a) for any first-time borrower, assign, through award packaging or other methods, the borrower’s loan to a particular lender; or b) refuse to certify , or delay certification of, any loan based on the borrower’s selection of a particular lender or guaranty agency.
The Barber School shall not request or accept from any lender any offer or funds or be used for private education loans, including funds for an opportunity pool loan, to students in exchange for the institution providing concessions or promises regarding providing the lender with: a) a specified number of private education loans (non-Title IV loans) or loans made, insured, or guaranteed under Title IV; b) a specified loan volume of such loans; or c) a preferred lender arrangement for such loans. The Barber School shall not request or accept any assistance with call center staffing or financial aid office staffing from any lender. Any employee who is employed in the financial aid office, or who otherwise has responsibilities with respect to education loans or other student financial aid, and who serves on an advisory board, commission, or group established by a lender, guarantor, or group of lenders or guarantors, shall be prohibited from receiving anything of value from the lender, guarantor, or group of lenders or guarantors, except that the employee may be reimbursed for reasonable expenses incurred in serving on such advisory board, commission, or group.
The 2021/2022 Award Year (July 1, 2021 through June 30, 2022), the following chart shows the percentages of students in area who were enrolled at the school:
Men: 77%
Women: 23%
by race/ethnicity
American Indian or Alaskan Native: 1%
Asian: 4%
Black or African American: 9%
Hispanic/Latino: 32%
Native Hawaiian or other Pacific Islander: 3%
White: 36%
Two or more races: 9%
Race/ethnicity unknown: 5%
NAVIGATOR
The U.S. Department of Education is required to post additional consumer information for The Barber School on the National Center for Education Statistics College Navigator website located at www.nces.ed.gov/collegenavigator.