NON-DISCRIMINATION POLICY

Lordland University does not discriminate on the basis of race, color, creed, sec, national origin, age, physical disability, marital status, veteran status, personal appearance, family responsibilities, political affiliation, source of income, sexual preference, the exercise of statutorily or constitutionally protected rights, or on the basis of the exercise of conduct consistent with the university’s policy on academic freedom in the administration of any of its educational policies, programs, activities, admissions policies and procedures, scholarship and loan programs, or other university administered programs.

The university ensures the rights of all individuals to equal employment opportunity and excludes from its employment policies any consideration not directly and substantively related to merit and performance. The nondiscrimination policy of the university is consistent with, implements the statutory intent of, and provides procedures for discrimination complaints under:

• Sections 503 and 504 of the Rehabilitation Act of 1973 and 34 CFR 104 et seq. (pertaining to handicap/disability);
• Title VI of the Civil Rights Act of 1964 and 34 CFR 100 et seq. (pertaining to race, color and national origin);
• Title VII of the Civil Rights Act of 1964 and 29 CFR 1601 et seq. (pertaining to discrimination in employment on the basis of race, color, religion, sex, and national origin);
• Title IX of the 1972 Education Amendments and 34 CFR 106 et seq. (pertaining to sex);
• The Age Discrimination in Employment Act of 1975; and
• The Americans with Disabilities Act of 1990.

In compliance with section 402 of the Vietnam Era Veterans Readjustment Act of 1974, the university does not discriminate against any employees or applicants for employment because they are special disabled veterans or veterans of the Vietnam era, or because of their medical condition.

In a continuing effort to enrich its academic environment and provide equal educational and employment opportunities, the university subscribes to the fundamental importance of a multi-cultural and diverse workforce and student body and seeks to enhance the pluralism in its programs and in the makeup of its student body, faculty and staff by actively and encouraging applications from members of all groups that are underrepresented in higher education.

DISCLOSURE STATEMENT

• NOTICE CONCERNING TRANSFERABILITY OF CREDITS AND CREDENTIALS EARNED AT OUR INSTITUTION

Lordland University has not entered into any articulation or transfer agreement with any other college or university.

The transferability of credits you earn at Lordland University is at the complete discretion of an institution to which you may seek to transfer. Acceptance of the degree, diploma, or certificate you earn in your major program is also at the complete discretion of the institution to which you may seek to transfer. If the credits or degree, diploma, or certificate that you earn at this institution     are not accepted at the institution to which you seek to transfer, you may be required to repeat some or all of your coursework at that institution. For this reason you should make certain that your attendance at this institution will meet your educational goals. This may include contacting an

institution to which you may seek to transfer after attending Lordland University to determine if your credits or degree, diploma or certificate will transfer.

• Lordland University does not currently participate in federal and/or state financial aid programs, however, convenient tuition payment plans are available. In addition, the university has no pending petition in bankruptcy, is not operating as a debtor in possession, has not filed a petition within the preceding five years, and has not had a petition in bankruptcy filed against it within the preceding five years that resulted in reorganization under Chapter 11 of the United States Bankruptcy Code(11 U.S.C. Sec. 1101 et seq.)

STATEMENT OF CONFLICT OF INTEREST

An actual or potential conflict of interest occurs when a member of the School community is in a position to influence a decision that may result in Member of the School community are expected to exercise good judgment, honesty, and high ethical standards in all business transactions and have an obligation to conduct business

within the guidelines that prohibit actual or potential conflicts of interest. The Board of Directors, faculty, and staff members should deal with suppliers, clients, students, contractors, government agencies, and all other having a relationship with the School of the sole basis of what is in the best interest of the School without consideration of personal gain.

This policy establishes the framework within which the School wishes to operate. The purpose of these guidelines is to provide general direction so that members of the School community can seek further clarification on issues related to the subject of acceptable standards of operation. Members of the Board of Directors should contact  the Chairperson of the Board and all others should contact the President of the School for more information

or questions about conflict of interest. It is possible for the opinion of the School’s attorney may be sought for clarification.

An actual or potential conflict of interest occurs when a member of the School community is in a position to influence a decision that may result in personal gain for that person or for a relative as a result of the School’s business dealings. For the purpose of this policy, a relative is any person who is related by blood or marriage including spouse, child, step-child, parent, step-parent, parent-in-law, parent’s siblings, sibling’s child or step-child, niece, nephew, first cousin, and those whose relationship with the colleague is similar to that of persons who are related by blood or marriage.

No “presumption of guilt: is created by the mere existence of a relationship with outside firms. However, if members of the School community have any influence on transactions involving purchases, contracts, or leases, it is imperative that they disclose to the appropriate part mentioned above as soon as possible the existence of any actual or potential conflict of interest so that safeguards can be established to protect all parties.

Personal gain may result not only in cases where a colleague or relative has a significant ownership in a firm with which the School is doing business, but also when a member of the School community or a relative receives any cash, a gift (including tickets) of substantial value (defined as greater than or equal to $50), or special consideration as a result of any transaction or business dealings involving the School.

The Board of Directors and the President of the School have the ultimate authority and responsibility to determine he application of this policy and the implementation of steps to be taken to correct a situation deemed not in the best interest of the School, including, if appropriate, recommendation of disciplinary action or discharge. Members of the School Community to whom this policy applies will be given a copy of the policy and will be required to
sign a disclosure statement at the tie of hire. Certain key personnel will be required to sign a disclosure form on an annual basis.

ACADEMIC FREEDOM

In institutions of higher education, like Lordland University, the principle of Academic Freedom is essential to the search for truth and its exposition. Freedom in research is fundamental to the advancement of knowledge. The right to Academic Freedom in teaching is fundamental for the protection of the rights of the faculty and of the students in the educational process.

These concepts of Academic Freedom are promoted at Lordland University and are elaborated as follows:
• The teacher is entitled to full freedom in research and in publication of the results; subject to the adequate performance of the teacher’s other academic duties. The faculty member may take on additional employment, including research for pecuniary return, without the approval of the university’s officer or President of the university, provided it does not interfere with his/her duties at the university.
• Teachers are entitled to freedom in the classroom to discuss their subject, but should exercise this freedom in a responsible manner.
• Faculty members may exercise their rights as citizens when speaking or writing as citizens and should be free from institutional censorship or discipline, but the faculty member’s special position in the community imposes special obligations. As a member of the teaching profession, and as a representative of an educational institution, the faculty member should remember that the public may judge his/her profession and his/her institution by his/her utterances. Hence, the faculty member should at all times be accurate, exercise appropriate restraint, show respect for the opinion of others, and make every effort to indicate that (s)he is not speaking for the university
• Any faculty member who believes that his/her rights have been abridged or ignored by an administrative officer or employees of Lordland University and who is unable to obtain redress which is satisfactory to the faculty member within his/her own department, shall have the right to appeal to the President of the university.

STUDENT RECORDS

Student records are confidential and are maintained and released in accordance with applicable law. The Family Educational Rights and Privacy Act of 1974, Public Law 93-380, as amended(commonly referred to as the Buckley Amendment), generally prohibits the release of information about students and former students without their consent to parents, spouses, military, law enforcement, prospective employers, federal investigators, or other parties. This Act also assures the student of the right of access to, challenge of, and review of educational records. Educational records are defined as- those records, files, documents and other materials which:

• contain information directly related to a student, and
• are maintained by the university or by a person acting for the university.

The university’s Office of Admissions and Records is the university’ records custodian and is responsible for the maintenance of student records. Persons having access to the records indicated above are those persons who have a legitimate educational need. The Office of Admissions and Records will also release information when subpoenaed.

The Buckley Amendment assures students’ right to privacy and confidentiality and is instituted to protect each student. If a student believes that his/her record contains inaccurate information, this matter should be brought to the attention of the Director of Admissions and Records. If the problem cannot be informally resolved, the student should follow the official procedure (a copy of which is available in the Office of Admissions and Records) for a resolution of the problem.

Student records normally include documents filed for admission to the university, grade reports, permanent records of academic work completed, transcripts received from schools and other universities and colleges attended,

test scores, counseling information, correspondence and petitions related to the student. These documents will normally include, but not be limited to, the name, address, telephone, birth date, residence classification, sex, past and current enrollment, academic and attendance status, educational benefits, ethnic background, high school graduation, university major and the identification number of a student.

Information which cannot be classified as student records is:

• Information provided by the student’s parents in connection with financial aid;
• Confidential letters of recommendation on file prior to January 1, 1975;
• Information maintained by a university official or employee which remains in his/her sole possession;
• Information about the student maintained by a physician, psychiatrist, psychologist or other professional acting in his/her professional capacity for the university, and
• Information about the student maintained by the university in the normal course of business pertaining to the student’s employment, if he/she is employed by the university.

STUDENT RECORD RETENTION POLICY

Record	Retention Period
Students’applications for admission	5 years
High school transcripts	5 years
GRE Test	5 years
Transcripts from prior colleges/ universities attended	Permanently
Registration forms	7 years
Add/drop forms	7 years
Lordland University transcripts	Permanently
Application for graduation	5 years
Change of grade form	5 years
Grade report forms	5 years

Students’ permanent records are initially maintained in a paper filing system and later converted to PDF files for storage in an ‘electronic’ format. Scanned documents are maintained on CD’s and on the Office of Admissions and Records’ computer system.

HOLDING OF RECORDS

Student records may be placed on a hold status because of financial or other obligations to the university. While the student’ records are on hold, registration may not be allowed nor will transcripts of credits be released.

Records will be held until the obligation is cleared to the satisfaction of the office instituting the hold.

DRUG FREE WORKPLACE POLICY

Lordland University has a policy of maintaining a Drug-free Workplace. All employees and students are hereby notified that the unlawful manufacture, distribution, dispensing, possession or use of a controlled substance is prohibited in this institution’s workplace. The workplace is defined as any classrooms, hallway, restroom, parking, or storage areas that are connected to the main campus at 2551 Beverly Boulevard, Los Angeles CA 90057. All students must sign a drug free policy found in the administrative office during normal office hours.

EQUAL OPPORTUNITY AND NON-DISCRIMINATION POLICY

All aspects of Lordland University’s programs will be administered in compliance with Titles VI and VIII of the 1964 Civil Rights Act; the Age Discrimination Act of 1975, as amended; Sections 503 and 504 of the Rehabilitation Act of 1973, as amended; the Americans with Disabilities Act of 1990; Title IX of the Education Amendments of 1972. No individual will be excluded from participation in, denied benefits of, subjected to discrimination under or denied employment in the administration of or in connection with Lordland University’s programs because of race, color, age, disability, citizenship, handicap or political affiliation.

Lordland University’s commitment is that participation in any program shall be open to citizens and nationals of the United States, lawfully admitted refugees and parolees and other individuals authorized by the Attorney General to work in the United States. Lordland University’s commitment is that no individual will be intimidated, threatened, coerced, or discriminated against because of filing a complaint, furnishing information or assisting or participating in any manner in an investigation, compliance review, hearing or any other activity related to the administration of Lordland University’s programs.

SEXUAL HARASSMENT POLICY

Sexual Harassment is a violation of Section 503 of Title VII of the Civil Rights Act of 1964. It is Lordland University’s policy that all its employees/ students have a right to work in an environment free from sexual harassment in any form. Such conduct (sexual harassment) may result in disciplinary action up to and including termination. No manager or supervisor(instructor) shall threaten or insinuate, either explicitly or otherwise to an employee/student that refusal to submit to sexual advances will adversely affect employees’’/students’’ employment, assignment, promotion, transfer, evaluation, wages, or any other term or condition of employment/enrollment.

Sexual Harassment is defined as:

• Unwelcomed physical or verbal contact;
• Sexually explicit language or gestures;
• Uninvited or unwanted sexual advances;
• An offensive overall environment, including the use of vulgar language, the presence of sexually explicit photographs or other materials, and the telling of sexual stories or jokes.

No employee/student shall threaten or insinuate, either explicitly or otherwise that refusal to submit to sexual advances will adversely affect the entrance or participation in a program. Lordland University prohibits other sexually harassing conduct in the workplace/university, whether committed by supervisors, nonsupervisory employees, subcontractors, students, or vendors. This includes: repeated sexual advances, propositions, unwanted flirtations, continual or repeated verbal abuse of a sexual nature; graphic verbal commentaries about a person’s body; gestures; or the display in the workplace/ university of sexually suggestive objects or pictures. Any employee/student who believes that he/she has been a victim of sexual harassment in the workplace/university should notify his/her supervisor and follow the grievance procedures provided by this organization for the filing of sexual harassment complaints.

POLICY ON SEXUAL ASSAULT

The term sexual assault includes, but is not limited to: rape, acquaintance rape, sexual battery, forced sodomy, forced-oral copulation, rape by a foreign object, or threat of sexual assault. Students, faculty and staff who are victims of a sexual assault committed upon the grounds of the university, or upon off-campus grounds or facilities maintained by affiliated student organizations, are required by law to be advised of specified-remedial

information which should include any treatment which may be available.

Rape is the most prevalent, serious-violent crime committed on college campuses. Rape, including acquaintance rape, or any other form of sexual assault, will not be tolerated by Lordland University. Where there is evidence  that campus-related sexual assault has been committed, severe campus disciplinary action will be initiated.

Such campus disciplinary action may include, after due process, the possibility of dismissal, suspension or disenrollment. Additionally, where the victim initiates criminal action, the perpetrator is subject to criminal penalties which may include fines and imprisonment.

CHANGE OR CANCELLATION OF A CLASS

Should enrollments drop unusually low in any one class, the university may, at its option, cancel that class and advise the remaining students to relocate to one of the other available classes. In the unforeseen cancellation of a class session, the university, at its option, may reschedule the class on a weekday or a Saturday. This will always be done giving the maximum amount of prior notice possible.

STUDENT LOUNGE

Student lounge is open for students at Lordland University for students to relax, communicate, rest, study, and have a meal or snack. The lounge is equipped with a refrigerator, microwave oven, water dispenser, and coffee pot for students’ conveniences. Students wishing a quiet environment are recommended to use the library.

PARKING

An ample parking space for students, staff, and visitors is on site of the school building. Students, who need to park on daily basis, should contact the Academic Office to receive a permit to park on campus.

STUDENT HOUSING

Lordland University is a non-residential university. We do not provide on or off-campus student housing. There are local housings in the vicinity of the university, as well as numerous private housing agencies that can assist students in finding housing.

OTHER STUDENT SERVICE

The university provides personalized student services to assist students in reaching their educational goals. Students should contact advisors for assistance for personal requests and needs.