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Staffing Policy
| Standard of
Conduct in Our Workplace Policy | Student
Tuition and Fees
Syllabus | Travel
and Business Related Expense Policy
Using
a Course More Than Once for Credit Toward a Degree or Certificate
Utilization of
LCC Resources Off-Campus
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Purpose
This policy is intended to define how faculty and staff are categorized in and selected for
regular and temporary positions and job assignments. It does not apply to
changes in job duties of a given position. This policy continues to reaffirm
the College's commitment and adherence to equal opportunity and affirmative
action in the appointment to positions and/or hiring of our internal staff. It
also enhances the College's flexibility to utilize the knowledge, skills and
abilities of our current staff.
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Scope
This policy applies to full-time regular and special assignment positions created and job
assignments made after May 1, 2006.
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General
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Definitions:
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A Regular position or job
assignment is one that is expected, although not guaranteed, to continue
indefinitely.
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A Temporary position or
job assignment is one that has a definite end date. A temporary position may be
converted to a regular position if the function becomes institutionalized after
three years.
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An Interim job assignment
is a temporary assignment to a regular position.
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Reassignment/Transfer:
Assignment of a current employee to a different
position based on qualifications, performance and institutional need.
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Promotion: Assignment is to a higher-salary position.
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Selection Process
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A regular job assignment will be
made through a competitive search process or through a reassignment/transfer.
Transfers to regular positions will be limited to individuals in regular job
assignments. A reassignment/transfer will occur only after giving consideration
to all employees currently in regular job assignments that have relevant
qualifications for the position. This language will not limit the right of
the College to make unilateral transfers that are in the best interest of the
College.
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Temporary job assignments can be
made through appointment, although competitive searches must be initiated
within one year of the appointment.
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If a temporary job assignment is
being converted to a regular job assignment, a competitive search will be
conducted, with the following exceptions:
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If an individual with a regular
job assignment moves to a temporary position that eventually becomes a regular
position, that individual may, at the discretion of College management, be
assigned to the regular position.
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An individual is placed into a
temporary position through a competitive search and remains in the position for
three years or more. If the position is converted to a regular position, that
individual may, at the discretion of College management, be assigned to the
regular position.
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An individual was appointed
(without a competitive search) to a temporary position and has been in it for
more than ten years. If the position is converted to a regular position, that
individual may, at the discretion of College management, be assigned to the
regular position.
Examples:
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A department chair is appointed
"Director of the Mason Center", a new temporary position. After 10
months the College decides to make it a regular position. That individual may,
at the discretion of College management, be assigned to the position without a
competitive search. (See Section III.B.3.A.)
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In 1985, a part-time counselor
was assigned to a temporary, grant-funded full-time counselor position and is
still in the position. At the end of the fiscal year, the position will be
converted to a regular position. The incumbent may, at the discretion of
College management, be assigned to the regular position without a competitive
search. (See Section III.B.3.C.)
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An individual has been working
in a full-time regular administrative position. The College decides that this
position should be a faculty position. The incumbent may, at the discretion of
College management, be transferred to the faculty position after giving
consideration to all employees currently in regular job assignments who express
interest in the position. (See Section III.B.1.)
Notes
As with competitive searches, the Office
of Equal Opportunity and Diversity Programs, to assure that the
College adhere to our policy of nondiscrimination and that the
institution continues to make progress toward its goal of a diverse
work force, will monitor all assignments and transfers.
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Responsibility
The College's Executive Director of
Human Resources is responsible for the oversight of this policy.
Revised: 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
As a community college and public
entity, it is necessary to prescribe certain behaviors relative to
the type of educational climate and workplace we desire. Our goal
is to promote a safe, orderly, efficient, and effective
educational institution with an ideal work climate for all
employees.
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Scope
This policy applies to all College
employees.
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General
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Ideal Behaviors (Positive Role
Model)
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Be dependable and accountable.
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Demonstrate respect toward
others, through courtesy, patience, and acceptance of
differences.
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Apply good judgment in your
work.
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Maintain a high standard of
truthfulness and honesty.
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Exhibit a strong and positive
work ethic.
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Establish high standards of
service and quality.
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Support the College's commitment
to community service.
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Create an environment that
promotes personal/professional learning.
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Encourage creativity,
innovation, and risk taking.
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Support a trusting environment.
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Look for opportunities to serve
each other.
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Encourage and contribute
suggestions for improvement.
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Prohibited Conduct and Behaviors
The following list identifies conduct
and behaviors prohibited for all employees. There are some
offenses, though not listed, that would be so clearly wrong that
no specific reference is necessary. Infractions may result in
corrective action, including immediate discharge, as determined
by the College in its discretion, for those employees not
covered by a collective bargaining agreement or in accordance
with collective bargaining agreements and applicable policies:
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Unlawful, abusive, or violent
behavior, on or off the premises, that materially affects or
damages working conditions or creates a hostile,
intimidating, or unsafe workplace.
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Violation of College policies and
procedures such as, but not limited to, Harassment,
Non-Discrimination, Safety, Substance Abuse, Non-Smoking,
ITP Acceptable Use, Communication Equipment, Parking, FERPA,
or Copyright.
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Misrepresentation or falsification
of records.
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Knowingly making false and
damaging statements about the College, its
students, or employees.
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Deliberately refusing to follow a
job related directive or order that is legal and does not
violate safety rules or regulations.
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Neglect of duty or failing to
perform work as required or assigned, within the limits of
contractual agreements or labor laws.
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Use of work time for non-College
fiduciary or financial gain, and/or
creation of a conflict of interest situation.
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Unauthorized use, possession, or
borrowing of property or services of the
College.
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Failure to report unlawful
misconduct by others. The College will not
retaliate against employees who report such misconduct,
consistent with the State of Michigan's Whistleblower's Act.
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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
According to the Michigan Community
College Act, "the Board of Trustees may establish and collect
tuition and fees for resident and nonresident students." The
Board of Trustees shall review student tuition and fees on an
annual basis, based on the financial requirements of the College
to provide optimal services to students at an affordable price.
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Scope
This policy applies to long-range and
annual financial planning.
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General
Any change in tuition and fees will be
established with reasonable advanced notice so as to provide
communication to incoming students regarding future costs. Annual
increases in tuition beyond the rate of inflation should be
avoided. Staff review of fees will occur on an annual basis to
assure the following:
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Total costs to students are
reasonable when benchmarked against other educational
institutions.
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Course fees are used to
differentiate the varying costs of courses and sections.
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Any fees assessed to all students
will be weighed against a more straightforward and easily
communicated tuition increase.
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The administrative cost to assess
and collect a fee is reasonable compared to revenue generated.
Fees may be assessed for special
services or privileges, materials furnished, or to recover college
cost of special processing (e.g., bad check fee).
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Responsibility
The College Vice President for
Administrative Services and Finance is responsible for preparing
procedural language 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
In order to assure that students have a
uniform educational experience and are provided with adequate
information about College courses, all College courses will have
an official syllabus that follows a specified uniform format. The
official syllabus addresses the needs of and forms a contract with
the student, while allowing faculty flexibility in assisting
students to achieve the learning outcomes. It also provides
four-year institutions with the required information for
transferability purposes and employers/other users with
information on course content.
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Scope
This policy applies to all College
courses.
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General
Official syllabus information is
generated by program faculty. All sections of the course will
adhere to its official syllabus. All official syllabi must provide
information regarding course content, expected learning outcomes,
what is expected of students, and methods of student evaluation.
Departments and/or instructors will supplement the official
syllabus with information specific to each course section. A copy
of the supplemented official syllabus will be made available to
students the first week of class (preferably by the first day of
class).
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Responsibility
The College Divisional Deans are
responsible for implementing 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 recognizes the need for its employees to travel for professional
development, training purposes, and to conduct College business. This policy
outlines acceptable expenses for which an employee may be reimbursed when
traveling on College business.
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Scope
This policy applies to all employees.
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General
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Elements of Travel Procedures
The College's travel procedures will contain the basic
elements of an accountable plan and include the following requirements:
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Expenses incurred by an employee in connection with the performance of services for the
employer must be business related.
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The employee must account for expenses within ten (10) business days for domestic travel, and
within thirty (30) calendar days for international travel a reasonable time (30
day time frame)
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The College shall not advance cash for travel unless approved by the President or the Board
Chair in cases of travel by the President.
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Employees may be temporarily or permanently assigned an LCC credit card for use on college
related travel. Such card shall be issued and utilized pursuant to the LCC
credit card usage policies and regulations.
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Employees shall make air and other reservations for approved travel through the college
established agency to minimize out-of-pocket costs to the employee.
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Exceptions to this policy must be approved in advance by the President and reported to the
Audit Committee prior to any authorization of such expenses.
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The College shall process reimbursements for business related travel within 15 days of
submission of expenses reports and requisite receipts.
The College will pay faculty, staff and elected trustees
for reasonable and necessary expenses incurred in connection with approved
travel on behalf of the College when reimbursement is not received from any
other source.
Authority and responsibility for approval and control of
travel by employees and guests of the College rests with the budget supervisor
responsible for the account to which the expense is to be charged.
When travel is funded by a grant or contract, the use of
travel funds will be governed by the more restrictive, the grant, contract or
College travel requirements.
The expenses of an employee's spouse, family or others
accompanying the business traveler will not be paid by the College. Exceptions
to this policy must be approved in advance by the President and reported to the
Audit Committee prior to any authorization of such expenses. Exceptions for
the President and Board of Trustees shall be approved by the Board Chair or
his/her designee and reported to the Audit Committee.
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Acceptable Business Related Expenses
The standards listed in IRS Publication 463 Travel,
Entertainment, Gift and Car business expenses may be paid by the College,
providing the following conditions are met:
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It is appropriate to the conduct of official college business;
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If such expenses are approved by the vice president, dean, or budget supervisor;
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The group or individual is identified;
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The business reason or benefit gained or expected to be gained is identified.
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Adequate documentation to support expenses is provided.
The cost of alcoholic beverages is not an allowable
expense. While it is recognized that employees may choose to consume alcohol, it is expected that
employees will drink responsibly when representing the College.
Revised: June 5, 2006
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Failure to
follow this policy may result in disciplinary action up to and
including termination. |
Top
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Purpose
In order to ensure that graduates from
Lansing Community College are academically well rounded, students
will not be allowed to use the same course more than once for
credit toward a degree or certificate.
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Scope
This policy applies to all students.
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General
Students will not be allowed to use the
same course more than once for credit toward the General Associate
Degree unless specifically required or permitted to do so by the
curriculum they are following.
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Responsibility
The College Registrar is responsible for
preparing procedures to monitor and implement this policy along
with input from department or divisional instructional offices.
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Failure to
follow this policy may result in disciplinary action up to and
including termination. |
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Purpose
To establish clear and consistent
guidelines for Lansing Community College Employees as it relates
to using LCC Resources off-campus.
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Scope
College-Wide
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General
To accomplish tasks consistent with
Lansing Community College's mission; resources (i.e. college-owned
computers and peripherals, pagers, cellular phones, tools, office,
media, and sports equipment) are available for use by faculty,
staff and students. In order to support the College's academic and
administrative objectives, it may be necessary for these resources
to be temporarily removed from the campus and other College
facilities for college-related business, for which they are
intended and authorized. Employees who use resources are
responsible for the integrity of the resources and are required to
act with the highest standard of ethics.
Faculty, staff and students may use
certain College resources, such as College-owned computers and
peripherals, pagers, cellular phones, tools, office supplies,
media and sports equipment either on or off campus for purposes
directly related to carrying out the College's mission.
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Responsibility
The College's Vice-President for
Administrative Services and Finance is responsible for developing
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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