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Variable Credit
| "W" Grade | Working
From Home | Workplace
Violence Policy
30 Hour Work Week for
Students
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Previous Policy
Group
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Purpose
In order to meet specialized needs or
demands from business and industry, the College will allow
variable credit alternatives for courses whenever appropriate.
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Scope
This policy may apply to any College
course except those courses required in curricula.
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General
Variable credit alternatives may
include, but are not limited to, independent study, directed
study, project labs, internships, and special offerings to
clients. Proposals for variable credit originate in departments,
and are approved by the appropriate divisional staff member.
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Responsibility
The College Deans in conjunction with
the Instructional Leader in the respective division are
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
The College recognizes there are instances
requiring a student to terminate his or her studies without completion
of course work. In these instances the College wishes to promote
student responsibility and maintain academic order and credibility
in a non-punitive environment while assisting students in reaching
their academic goals.
The College recognizes two conditions that
can exist resulting in termination of official participation prior to
the scheduled end of a course. Within reason, the College wishes to
facilitate either student or college initiated withdrawal from
currently enrolled courses.
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Scope
This policy applies to all students and
college courses.
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General
Student Initiated Withdrawal
A student who decides to withdraw from a
course must submit an application to drop the class to the Registrar's
Office.
Up to a specified point in the semester
(the end of the 2nd week for 16 week classes, and equivalent dates
as specified for variable length courses), a student may withdraw
from any course regardless of the grade in the course, instructor
approval is not needed, and the course will be removed from the
student's record.
If a student withdraws from a semester-length
class between the end of the second week of the semester and the
end of the eighth week of the semester (or other equivalent dates
as specified for variable length courses), instructor approval is
not needed, the student will receive a W grade, and the instructor
will be informed of the withdrawal.
After the end of the eighth week of the
semester (or other equivalent dates as specified for variable length
courses), a student’s request to withdraw from a class will be
considered only if the student is completing the course requirements
at a passing level (1.0 or higher) at the time the W is requested.
If the student has not done passing work, he or she will receive a 0.0.
The instructor’s signature is required for the student to receive a
grade of W. If the instructor finds that the student was not able
to apply for the W in a timely fashion, the instructor may grant
the student’s request for a W if the student was passing the course
on the date of the event that caused the application for withdrawal.
A student may request to withdraw from a class with instructor’s
approval until the end of the fourteenth week of the semester (or
other equivalent dates as specified for variable length courses).
College Initiated Withdrawal
(Administrative Withdrawal)
The ultimate responsibility for withdrawal
from a class rests with the student. However, it may be in the best
interest of the student and/or the College community that a student
be withdrawn from a class or a group of classes. This process is known
as “administrative withdrawal.”
An administrative withdrawal may be initiated
by a classroom instructor following written procedures established by
each department in accordance with college-specified guidelines. An
administrative withdrawal may be based on the following: (1) student
nonattendance/nonparticipation; (2) lack of prerequisites for a particular
course; and/or (3) student behavior that interferes with the instructional
process.
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When a student fails to attend or participate in the class, the instructor
may initiate an administrative withdrawal.
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When a student does not have the prerequisites for a particular course,
the classroom instructor consults with the student regarding the
potential of administrative withdrawal. The instructor has the right
to initiate an administrative withdrawal.
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When a student behaves in a manner that interferes with the instructional
process, the classroom instructor consults with the student regarding the
potential of administrative withdrawal and establishes guidelines in
writing for retaining enrollment in the class. If the student does not
satisfactorily meet the guidelines or if the student does not respond to
an invitation to meet with the classroom instructor, the classroom instructor,
with the co-recommendation of the appropriate departmental chairperson,
may initiate an administrative withdrawal. The classroom instructor, with
the co-recommendation of the appropriate departmental chairperson, may also
recommend that a member of the counseling staff meet with the instructor
and the student to review the circumstances of the student’s behavior
and to work out a possible alternative.
In all cases of administrative withdrawal,
a student who is withdrawn from a semester-length class prior to the
end of the second week of the semester (or other equivalent dates as
specified for variable length courses) will not receive a grade and a
record of attempting the class will not appear on the academic record.
If the student is withdrawn between the end of the second week of the
semester and the end of the eighth week of the semester (or equivalent
dates as specified for variable length courses), the student will receive
a W grade. If a student is withdrawn between the end of the eighth week
of the semester and the end of the fourteenth week of the semester (or
equivalent dates as specified for variable length courses), the student
will receive a W grade only if he or she was completing the course
requirements at a passing level (1.0 or higher) up until the date of
the event that caused the administrative withdrawal. If the student has
not done passing work, he or she will receive a 0.0. The deadline for
administrative withdrawals is the end of the fourteenth week of the
semester (or equivalent dates as specified for variable length courses).
The college will retain documentation of all
administrative withdrawals.
Any student who is administratively withdrawn
may appeal the withdrawal following the procedure specified by the
college.
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Responsibility
The College 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
To establish clear and consistent
guidelines for Lansing Community College employees working from
home. (Telecommuting)
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Scope
This policy applies to all College
employees who work from home.
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General
Regardless of the location of their
workstation or the time of day actual work is accomplished, all
full-time college employees and all part-time employees are
expected to work their designated number of hours per week.
Employees are expected to follow supervisor-approved work
schedules; management has the final decision regarding an
individual’s work schedule and location.
Employee must obtain supervisor
authorization in advance regarding work schedule, location, and
duration. Failure to obtain supervisor's authorization in advance
regarding work schedule, location, and duration may result in
disciplinary action. The suggested guideline for advance
authorization is one workday (the supervisor may require more or
less advance notice).
Employee must be accessible to
customers, colleagues, and supervisor in order to fulfill the
requirements of the job.
The college is under no obligation to
provide resources needed to work at home, unless telecommuting is
a job requirement.
Employee must attend required scheduled
meetings (exceptions can be made with prior approval from
supervisor).
Work-at-home approval may be withdrawn
at any time.
Employees cannot work from home during
medical leave without their physician's written authorization.
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Responsibility
The College’s Executive Director of
Human Resources is responsible for the oversight of this policy.
Adopted: January 21, 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
The purpose of this policy is to ensure
a safe workplace for all employees of the College.
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Scope
This policy applies to all faculty,
staff and student employees of Lansing Community College and
applies to acts of violence, intimidation, and inappropriate
aggression of various types.
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General
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Definition
Workplace violence is defined as any
physical assault, with or without weapons, behavior that a
reasonable person would interpret as violent (e.g., throwing
items, pounding on objects, or destroying property), and
specific threats to inflict physical harm or damage property.
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Weapons
Lansing Community College specifically
prohibits the possession of weapons on property owned, leased or
under the control of the College. Weapons are defined as a
pistol or other firearm or dagger, dirk, razor, stiletto, or
knife having a blade over 3 inches in length, or any other
dangerous or deadly weapon or instrument.
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Personal Protective Order or
Restraining Order:
Faculty, staff or students who have
been issued a personal protective order or restraining order
shall provide Police & Public Safety with a copy of the
order.
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Reporting Procedures:
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Emergencies:
For immediate assistance in an
emergency (assault, direct threat of violence, attempted
suicide, or any incident involving a hostage, or weapons) or
any crime in progress, or if you believe the situation is an
emergency, dial 9-1-1.
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Reporting A Crime:
Call the Police & Public Safety
dispatcher line at 483-1800.
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Reporting Acts of Workplace
Violence:
If the act appears to represent an
immediate threat or harm to any individual, it should be
reported to Police & Public Safety immediately.
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Any supervisor who becomes aware
of an act of violence shall immediately report it to the
Director, Police & Public Safety (or designee).
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In situations where a person
witnesses an instance of workplace violence, Police &
Public Safety should be contacted immediately.
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Any employee who becomes aware
of an act of violence shall immediately report it to
his/her supervisor.
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When Immediate Action Is Not
Required:
When concerned that a violent
incident may occur and the concern is not based upon a
threatened, attempted or actual violent incident, the employee
should notify their immediate supervisor.
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Supervisors who become aware
that an employee is concerned about an incident of
potential violence should notify the Director, Police
& Public Safety (or designee).
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If the act appears to represent
an immediate threat or harm to any individual, it should
be reported to Police & Public Safety immediately.
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This policy excludes incidents of
sexual harassment because they are dealt with under separate
College policy.
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Some disruptive, threatening, or
violent behavior is prohibited by Michigan law. When
appropriate, the College will refer cases to the prosecuting
attorney for possible criminal prosecution.
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An individual may be excluded from
College property for certain reasons, including disruptive,
threatening, or violent behavior. Faculty, staff or students
may be suspended or put on leave under applicable College
policies
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No person who files a complaint,
testifies, assists, or participates in any manner in an
investigation, proceeding or hearing, shall be intimidated,
threatened, coerced, or discriminated against by any other
person within the College community.
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Responsibility
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The Role of Police & Public
Safety
Police & Public Safety's primary
role is to provide an immediate response to a crisis in
progress, not only by dispatching police officers but also by
requesting and coordinating other emergency services, if needed.
Prior to an actual occurrence, Police & Public Safety's
involvement will include the following:
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Providing physical security for
threatened or at-risk persons.
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Confronting the potentially
violent person (under certain circumstances).
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Enforcing applicable laws.
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Thoroughly investigating and
documenting all incidents and actions.
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Police & Public Safety will
serve as the repository for all personal protective orders.
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The Role of Human Resources:
Human Resources is responsible for
assisting in the prevention of violence in the workplace by
providing advice and counsel to managers, supervisors, and
employees when faced with threats or other situations that have
the potential for violence. Human Resources will assist campus
departments in the implementation of appropriate personnel
practices used in the hiring, supervision and retention of
employees. They will also assist, as appropriate, in the
investigation of threats of violence and address related issues
that are of legitimate concern to employees.
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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 recognition that hours of work may
impact academic success for student employees, the College places
a limit on the number of hours a student may work at the College.
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Scope
This policy applies to all student
employees of the College.
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General
Student employees of the College will be
allowed to work up to 30 hours per week during a semester.
International students will be allowed
to work up to 20 hours per week.
To be eligible for student employment,
students must have a 2.0 grade point average for the semester
prior to employment. Additional work hours per week may be
possible between semesters contingent on department needs.
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Responsibility
The College's Student and Academic
Support Dean in conjunction with the Career Planning and Placement
Office 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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