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Family
and Medical Leaves of Absence |
Financial Oversight and Monitoring |
General
Education Core Curriculum |
Granting of
Additional Associate Degrees | Harassment
Prevention |
Health, Safety and Safe Work Environment
| Hiring and Contract Approval Policy | Home School
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Purpose
The purpose of a policy is to state the
commitment of the college's Board to comply with the Family and
Medical Leave Act of 1993 (FMLA). Any terms used herein will be as
defined in the Act. To the extent that any provision is in
violation of the Act, the language of the Act will prevail.
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Scope
An employee is eligible for a FMLA leave
if he/she has been employed by the College for at least twelve
(12) months and at least 1,250 hours during the twelve (12) month
period immediately preceding the employee's request for leave or
the date on which the leave commences, whichever comes first.
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General
An eligible employee, upon request, will
be granted up to twelve (12) workweeks of unpaid FMLA leave during
the twelve month period for one or more of the following events:
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for the birth of a son or daughter
of the employee and to care for such child;
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for the placement of a child with
the employee for adoption or foster care;
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to care for a spouse, child, or
parent who has a serious health condition;
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for the serious health condition of
the employee which renders him/her unable to perform the
functions of the employee's position.
FMLA grants of leave do not accumulate
from year-to-year.
Benefits
The taking of a FMLA leave shall not
result in the loss of any employment benefit accrued prior to the
date on which the leave commenced; provided, however, that nothing
in this sentence shall be construed to entitle any employee who
returns from leave to the accrual of any seniority or employment
benefits during the period of the leave or to any right, benefit
or position other than that to which the employee would have been
entitled had the employee not taken the leave.
Return to Position
Employees who take a FMLA leave for the
intended purpose of the leave shall be entitled, on return from
the leave, to be restored by the College to the position of
employment held by the employee when the leave commenced or an
equivalent position with equivalent employment benefits, pay, and
other terms and conditions of employment.
Health Benefits
During the period of a FMLA, the College
shall maintain coverage under any group health plan as defined by
the FMLA for the duration of such leave and at the level and under
the conditions of the coverage which would have been provided if
the employee had continued in employment for the duration of the
leave. The College shall have the right to recover the premiums
paid for maintaining coverage for the employee under such group
health plan during the period of a FMLA leave if the employee
fails to return to work for reasons other than the continuation,
recovering from or onset of a serious health condition entitling
the employee to leave under Section 2c or 2d above, or other
circumstances beyond the employee's control. In this situation,
the College may require certification of inability to return to
work as specified and allowed by the FMLA.
Relationship to Paid Leave
An employee may elect to substitute any
accrued vacation leave, personal leave, or family leave for any
part of the twelve (12) week period of leaves taken pursuant to
Section 2a, 2b or 2c above. An employee may be required to
substitute any accrued or available paid medical or sick leave for
part or all of the twelve (12) week period of leave under Section
2d above, with any remainder of the twelve (12) week period to be
unpaid.
Birth Year
An unpaid family leave of up to twelve
(12) workweeks for the birth/care of a child or for the placement
of a child for adoption or foster care may be taken at any time
within the twelve month period which starts on the date of such
birth or placement of adoption or foster care. However, regardless
of when the leave commences, it will expire no later than the end
of the twelve (12) month "birth year". For example, an
employee who requests a leave at the start of the eleventh month
[of the twelve (12) month birth year counted from the date of
birth or placement] is entitled to only eight (8) workweeks of
unpaid leave (months 11 and 12).
Spouses Employed
Spouses, both of whom are employed by
the College, are limited to a combined total of twelve (12)
workweeks of unpaid leave during any twelve (12) month period for
the birth/care of their child, placement of the child for adoption
or foster care, or for the care of a parent with a serious health
condition. However, each employee may use up to twelve (12)
workweeks of unpaid leave during any twelve (12) month period to
care for his/her child or spouse who is suffering from a serious
health condition.
Notification of Birth
An employee who foresees that he/she
will require a leave for the birth/care of a child or for the
placement of a child for adoption or foster care, must notify the
College, in writing, not less than thirty (30) calendar days in
advance of the start date of the leave. If not foreseeable, the
employee must provide as much written notice as is practicable
under the circumstances.
Notification of Medical Treatment
An employee who foresees the need for a
leave of absence due to planned medical treatment for his/her
spouse, child, or parent should notify, in writing, the College as
soon as possible so that the absence can be scheduled at a time
least disruptive to the college's operations. Such a member must
also give at least thirty (30) calendar days written notice,
unless impracticable, in which case the employee must provide as
much written notice as circumstances permit.
Health Provider's Statement
If the requested leave is to care for a
spouse, child, or parent who has a serious health condition, the
employee may be required to file with the College in a timely
manner a health care provider's statement that the employee is
needed to care for the son, daughter, spouse, or parent and an
estimate of the amount of time that the employee is needed for
such care.
Intermittent Leave
A leave taken shall not be taken
intermittently or on a reduced leave schedule unless the College
and the employee agree otherwise. Subject to the limitations and
certifications allowed by the FMLA, other FMLA leaves may be taken
intermittently or on a reduced leave schedule when medically
necessary; provided, however, that where such leave is foreseeable
based upon planned medical treatment, the College may require the
employee to transfer temporarily to an available alternative
position offered by the College for which the employee is
qualified and that has equivalent pay and benefits and better
accommodates recurring period of leave than the employee's regular
position.
Inform the College
An employee on an approved FMLA leave
should keep the College informed regarding his/her intent to
return to work upon conclusion of the leave.
Opinion Verification
In any case in which the College has
reason to doubt the validity of the health care provider's
statement or certification for leaves taken, the College may, at
its expense, require a second opinion.
Serious Health Condition
For purposes of this policy,
"Serious Health Condition" is defined as it appears in
FMLA Section 101(11) as follows: "an illness, injury,
impairment, or physical or mental condition that involves -- (A)
inpatient care in a hospital, hospice, or residential medical care
facility; or (B) continuing treatment by a health care
provider." This definition is further explained at length in
the final FMLA regulations, §825.114.
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Responsibility
The College's Executive Director of
Human Resources is responsible for the oversight of this policy.
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Failure to
follow this policy may result in disciplinary action up to and
including termination. |
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Purpose
The purpose of financial oversight
and monitoring is to exercise due diligence by the Board of
Trustees over College financial activities through planning
and reporting based upon criteria established by the Board as
well as other legal requirements and restrictions. This includes
budget development, on-going financial monitoring, and compliance
with budget and other relevant parameters.
In order to provide better defined
policy guidance to the administration and to establish expenditure
parameters and define reporting requirements, the College’s Board
of Trustees annually reviews and approves a budget for all
operations and approved capital projects for the ensuing fiscal
year. The Board also has the responsibility for selection of an
external auditor who will perform an annual audit of the
financial records of the college and to render an opinion to the
Board as to the financial records conformance with all applicable
financial recording and reporting standards.
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Scope
The adopted budget serves as a financial
plan for the administration as well as a reporting and monitoring
mechanism to allow the Board of Trustees, on behalf of the students
and public, to exercise appropriate due diligence over the financial
affairs of the College.
To conform with relevant professional
guidance for higher education arising from the adoption of
Sarbanes-Oxley in 2002, the Board of Trustees must exercise clear
and transparent due diligence in its oversight of college financial
activities and establish reporting and monitoring requirements necessary
to fulfill its fiduciary duties.
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General
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Required budget elements
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Breakdown of anticipated revenues
by source with comparative actual revenues for the preceding two
fiscal years, and an original budget, amended budget and actual
for each.
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Proposed expenditures for each
major category with comparative actual expenditures for the
preceding fiscal years, and an original budget, amended budget
and actual for the preceding and current fiscal year.
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Categorical Reporting Requirements
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To provide for meaningful budget
comparisons and ease of audit comparison, the budget shall subdivide
each organizational division, including the number of authorized
positions by category by division of the college by providing the
proposed budget for each of the following categories.
1) Full Time Faculty Salaries
2) Part Time Faculty Salaries
3) Full Time Administrative Salaries
4) Part Time Administrative Salaries and Wages
5) Full Time Support Staff
6) Part Time Support Staff
7) Temporary Full Time Salaries*
8) Student staff (excluding work study and grant funding)
9) Fringe benefits by major categories
10) Contractual Services
- Purchased Services including service contracts and
independent contractors
- Professional Services including legal, audit and management
consulting
11) Facilities Repair & Maintenance
12) Institutional Expenses including utilities, insurance
13) Materials and supplies
14) Insurance
15) Utilities
16) Equipment
17) Travel, training, and conferences
18) Budgeted Reserves/Contingency Funds
19) Capital projects budget
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The proposed budget will include
presentation arranged by the following Activity Classification
Structure (ACS) categories:
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Instruction
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Information Technology
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Public Services
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Instructional Support
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Student Services
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Institutional Administration
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Operations & Maintenance of plant
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Foundation operations and fund raising
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No funds shall be transferred out of
reserves/contingency funds without prior approval of the Board of
Trustees
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The Board of Trustees shall annually set
a vacancy factor for overall salaries and benefits to be utilized
in budgetary planning. The vacancy factor will serve to limit over
budgeting and help keep tuition and fee costs as low as possible.
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Any material variances from the adopted
revenues or expenditures shall be reported to the Board of Trustees
at the next scheduled meeting. Material variances shall be defined
as a 5% or greater increase in expected expenditures in a category,
or a 2% decline in anticipated revenues in a revenue category. Such
report shall identify the reason for such variances, if identifiable,
and what actions the administration is taking to address the variances
within the adopted budget. The President shall notify the Board if s/he
is requesting any amendments to the budget as a result of the expected
variances.
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The President shall be required annually
to certify as to the accuracy and completeness of the financial
statements as prepared by the college’s Chief Finance Officer, who
shall be required to certify to the President as to the same.
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The financial statements and management
letter from the independent external auditor shall be submitted
directly to the Board of Trustees with copies to the President and
Chief Financial Officer (see recommended guidance from regarding this
requirement.
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Responsibility
The President and the Chief Financial
Officer are responsible for implementation of this policy.
Failure to follow this policy may result
in disciplinary action up to and including termination of any
administrative personnel not complying fully, and in sanctions of
any Board trustee who does not comply or circumvents the policy.
Adopted: June 5, 2006
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Failure to
follow this policy may result in disciplinary action up to and
including termination. |
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Purpose
At Lansing Community College, we
recognize that in today's increasingly complex society,
individuals must possess a broad and varied set of skills and
knowledge to function successfully. Further, we acknowledge
responsibility for ensuring that our graduates have demonstrated
mastery of this set of skills and knowledge.
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Scope
This policy applies to all College
degrees.
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General
The College will provide a coherent,
relevant General Education Core Curriculum ("Core
Curriculum") that is included as part of each course of study
leading to an associate degree. The College will develop a system
for reviewing and adjusting the Core Curriculum on a periodic
basis to assure its continued appropriateness, and will establish
a method for assessing the extent to which the purpose of the Core
Curriculum is being achieved.
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Responsibility
The College Provost is responsible for
the implementation of this policy.
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Failure to
follow this policy may result in disciplinary action up to and
including termination. |
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Purpose
The College recognizes that there are
instances where students may require additional degrees for
employment or for personal growth and satisfaction.
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Scope
This policy applies to any student who
has received an associate degree from Lansing Community College or
any other accredited community college
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General
Any student who has received an
associate degree from Lansing Community College or any other
accredited community college may be awarded a second associate
degree subject to the following stipulations:
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For each additional associate
degree, a minimum of 10 semester credit hours must be
completed at LCC in the division in which the degree is
sought, non-repetitive of previously earned credits. (Note:
The institutional associate degree requirement of 20 credits
earned at LCC must be met by those students not receiving
their first degree at LCC.)
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All requirements for an associate
degree in either arts, applied arts, business, science, or
applied science must be met.
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The College's General Education Core
requirements must be satisfied.
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No additional degree will be granted
in the same program or curriculum in which the first degree
was earned.
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An additional degree must be within
a specific program or curriculum.
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Exceptions to the above should be
appealed to the office of the respective dean.
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Responsibility
The College's Registrar is responsible
for preparing procedures to implement this policy.
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Failure to
follow this policy may result in disciplinary action up to and
including termination. |
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Purpose
Lansing Community College is an Equal
Opportunity Employer and does not condone unlawful discrimination
or related harassment on the basis of race, color, sex, age,
religion, national origin, creed, ancestry, familial status,
disability, marital status, height, weight, sexual orientation, or
veteran's status in any employment or educational opportunity.
Such harassment is unlawful and expressly prohibited, and the
College will make all reasonable efforts to prevent it.
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Scope
This policy applies to all persons who
are employed at the college as well as all students.
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General
General discriminatory harassment is any
conduct which, has the purpose or effect of unreasonably
interfering with an individual's work or education performance, or
of creating an intimidating, hostile, or offensive environment for
work or learning.
Sexual harassment has been more
specifically defined by state and federal law, and regulations to
generally mean unwelcome attention of a sexual nature from someone
in the workplace or classroom that substantially interferes with
work or academic performance. It may include, but is not limited
to, sexual advances, requests for sexual favors, and other verbal
or physical conduct of a sexual nature when:
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Submission to or rejection of such
conduct is made either explicitly
or implicitly a term or condition of an individual's
employment,
academic standing or status in a course, participation in a
program
or activity or other term or condition of employment or
education;
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Submission to or rejection of such
conduct is used as the basis for
evaluating or impacting academic or employment conditions
affecting a person; or
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Such conduct has the purpose or
effect of unreasonably interfering
with an individual's work or education performance, or of
creating an
intimidating, hostile, or offensive environment for work or
learning.
Examples of Harassment
Prohibited or unlawful harassment may
take many forms. The following types of conduct are given as
examples of harassment:
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Physical assault;
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Direct or implied threats that
submission to sexual advances will be a condition of
employment, work status, promotion, graduation, or letters of
recommendation;
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Direct unwelcome propositions of a
sexual nature;
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Unwelcome pressure for sexual
activity;
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A pattern of conduct (not
legitimately related to the appropriate subject matter of a
course if one is involved) intended to discomfort or
humiliate, or both, that includes one or more of the
following:
Comments of a sexual nature; or
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Sexually, racially, or
discriminatory explicit statements, questions, jokes, or
anecdotes;
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A pattern of conduct that would
discomfort or humiliate (or both) a reasonable person at whom
the conduct was directed that includes one or more of the
following: unnecessary touching, patting, hugging, or brushing
against a person's body;
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Insults or slurs based upon one's
race, sex, ethnic origin, disability, religion, etc.
NOTE: The list above is not
considered to be exhaustive or exact; rather, it contains
illustrative potential examples of prohibited harassing behavior.
COMPLAINTS OF DISCRIMINATION:
All complaints of harassment prohibited
by this policy must be reported. When allegations of harassment
are made, the Office of Equal Opportunity and Diversity Programs
will conduct a fair and objective investigation. If the
allegations of harassment are substantiated, the college will take
prompt and appropriate corrective action.
Allegations of harassment will be dealt
with promptly and appropriately. Where it is found to occur,
appropriate correction action, including appropriate disciplinary
measures, will be taken. We encourage students and staff to
utilize LCC's complaint process. However, multiple avenues for
resolution and redress are available, including filing a complaint
with the Michigan Department of Civil Rights, the Equal Employment
Opportunity Commission, or other appropriate government agency.
Anyone who experiences harassment
prohibited by this policy, or becomes aware that such harassment
is directed toward another person should report it using the
College's harassment Complaint Process or by reporting the
harassment to the Human Resources Department and/or the Office of
Equal Opportunity and Diversity Programs.
Prevention of prohibited harassment is
the responsibility of all employees. However, managers,
supervisors, and faculty must set the example in treating all
students, employees, and persons connected to Lansing Community
College with mutual respect and dignity, in fostering a positive
climate for learning and working, refraining from unprofessional
conduct, and in taking appropriate action when conduct is
disruptive, provoking, discriminatory, or otherwise
unprofessional.
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Responsibility
The College's Director of the Office of
Equal Opportunity and Diversity Programs is responsible for
preparing procedures to implement this policy. Engaging in
conduct, which constitutes prohibited harassment, may result in
disciplinary action up to and including termination.
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Failure to
follow this policy may result in disciplinary action up to and
including termination. |
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Purpose
This policy documents the College’s
commitment to a safe work environment for students, staff and the
community.
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Scope
This policy applies to all full-time and
part-time LCC faculty, staff, and administrators including those
persons working, with or without monetary compensation, on any
project under the direction and control of the College and to
anyone using college facilities or conducting activities under the
supervision of college personnel.
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General
The College has in the past and will
continue in the future to be committed to abide by all applicable
federal, state and local laws and regulations relating to a safe
work environment, to the end of creating a safe and healthful
place to work, study and visit. All employees will follow
and exhibit safe and healthful work practices, comply with safety
and health rules and regulations, and work in a manner which
maintains high safety and health standards. The College will
fulfill any and all of its legal obligations to maintain safe and
healthful working conditions and will establish and insist upon
work methods and practices that promote a safe and healthful
workplace at all times. Nurturing a positive employee
environment with open communication, employee involvement and
participation and respect for safety and health will materially
contribute to the College’s goal to achieve a high level of
safety and health performance.
In order to promote a safe work
environment, and in accordance with Act 26 of the Public Acts of
1970, the College prohibits ALL PERSONS from participating in
unlawful, uncivilized, unsafe, or unacceptable behavior while in
buildings or on grounds owned and/or controlled by the College.
All persons shall also be prohibited from acts endangering
students, staff, faculty, and the public. These acts shall
include but not be limited to: disruption, physical abuse;
theft; unauthorized entry; obscene or disorderly conduct; illegal
use and/or possession of alcohol, drugs, or other contraband;
failure to comply with College policy or public safety;
obstruction of traffic; illegal use or possession of firearms,
explosives or other weapons.
As another commitment to a safe work
environment, the State of Michigan’s Right to Know Law, which
applies to all Michigan employers, established requirements to
address the evaluation of hazardous substances, and to transmit to
affected employees pertinent information regarding those hazards
and to ensure that marking, placards, and labels required on
hazardous materials are retained until the materials have been
removed to the extent that they no longer pose a hazard.
As part of this policy, all College employees who may be
exposed to hazardous substances during the course of routine work
or in a foreseeable emergency receive Right to Know training.
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Responsibility
The College’s Vice President for
Administrative Services and Finance will be responsible to see
that a safety program is in place to implement this policy.
Adopted: March 4, 2003
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Failure to
follow this policy may result in disciplinary action up to and
including termination. |
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Purpose
This policy is intended to define the
appropriate hiring authority for personnel and profession service
providers utilized by the college and to clearly delineate those
which are under the policy/ Board responsibility and those under the
responsibility and authority of the president and administration.
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Scope
This policy shall commence effective
July 19, 2006.
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General
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The Board of Trustees shall select, hire,
negotiate terms and scope of service, and directly receive the reports
and information from the following, whether hired as employees,
contractors, or consultants:
- Board Administrative Assistant
- President
- Board Liaison
- Legal Counsel, regular, or special counsel
- External Auditor
- Internal Auditor
- Special consultants retained on a project basis.
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The President shall have the authority
and responsibility to hire or retain all others employees,
contractors, and service providers within the Board established
policy parameters.
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The Chief Financial Officer shall be
confirmed by the Board and have the responsibility to report directly
to the Board and/or the Audit Committee, as well as to the external
auditors, any suspected financial irregularities, or other matters
which present a significant financial jeopardy to the college. Such
matters should simultaneously be reported by the CFO to the President.
Suspected criminal matters must, of course, be reported to the State
and appropriate law enforcement agencies for investigation.
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Responsibility
The College's President and Chief Financial
Officer shall have responsibility for implementation of, and conformance to,
this policy.
Adopted: June 28, 2006
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Failure to
follow this policy may result in disciplinary action up to and
including termination. |
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Purpose
The College recognizes that there are
situations where supplemental education in addition to home
schooling is necessary to provide young students with educational
enrichment. In support of our mission the College will provide the
opportunity for enrichment to qualified students.
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Scope
This policy applies to students who are
at least 14 years old and attend a nonpublic home school.
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General
The Nonpublic Home School Program is
designed for students who are at least 14 years old and attend a
nonpublic home school. This program is provided to supplement the
student's educational plan and to afford educational enrichment in
courses and academic areas not available in the student's home
school setting. The following qualifications must be met.
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Applicants must be at least 14 years
of age prior to applying for the program.
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Applicants 14 or 15 years of age
must obtain department/division approval and complete an LCC
Nonpublic Home School Program Application for each course in
which the student wishes to enroll each semester.
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Applicants 16 and 17 years of age
must complete an LCC Nonpublic Home School Program Application
each semester.
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Written consent from the student's
parent/guardian and approval from the home school provider is
required on the application.
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Applicants must meet with a
Counselor to discuss the student's educational plan each
semester.
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Applicant must comply with basic
skills assessment and any additional approvals or
prerequisites established by the department for the course(s)
in which the student wishes to enroll.
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Applicant must mail or bring the
completed application and the nonrefundable $10 application
fee to the LCC Admissions Office prior to enrolling in
classes.
See Appeal Process for Denial of College
Admission for appeal procedures.
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Responsibility
The College's Registrar is responsible
for preparing procedures to implement this policy.
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Failure to
follow this policy may result in disciplinary action up to and
including termination. |
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