Lansing Community College
Procedure Details

Procedure Title: Reasonable Accommodations for Faculty and Staff
Procedure #: HR.018
Revision #: 000

Unit Responsible: Human Resources – Labor & Employee Relations
Individual Responsible: Director of Labor & Employee Relations

Effective Date: 06/16/2025
Initial Approval Date: 06/16/2025
Last Review/Update Date:
Next Review Date: 06/01/2028

*Does this procedure support a Board Policy? Yes
If yes, identify: 4.025-Anti-Hazing Policy

Board policies can be found at: LCC Board of Trustees Policy Page

*Does this procedure support HLC criteria? Yes
If yes, identify: 2A, A4

HLC Criteria can be found at: HLC Accreditation Criteria
HLC Assumed Practices can be found at: HLC Assumed Practices

*Does this procedure support a State or Federal Regulation? Yes
If yes, identify: Stop Campus Hazing Act and Garret’s Law

*Note: Standard Operating Procedures should be in furtherance of some LCC policy and/or accreditation criteria, even if the relationship is not direct. Assistance in determining this information can be obtained from the Academic Procedure Advisory Committee (APAC) and/or the Accreditation Liaison Officer.

Hazing Employee Conduct Process, BP 4.025

1. Purpose

To establish procedures for accusations of hazing. To promote a safe working environment where employees can work and participate in activities without compromising their health, safety, or welfare.


2. Scope

This procedure applies to all employees, volunteers, guests, contractors and visitors.


3. Prerequisites

This procedure aligns with the Standard of Ethics and Conduct for Employees and the Supplement employees.


4. Responsibilities

The Director of Labor & Employee Relations or designee is responsible for review, investigation, and adjudication of any reports of alleged hazing involving employees.

The LCC Police Department is responsible for review and investigation of any reports of alleged hazing that may involve a criminal act.

Reporting responsibilities:

The LCC Deputy Chief of Police, LCC Police Sergeant, HR Director of Labor and Employee Relations, and all LCC staff designated as Campus Security Authorities under the Jeanne Clery Campus Security Act (Clery Act) are responsible for reporting any student related hazing allegations to Human Resources – Labor Relations.


5. Procedure

  1. Reporting:

    Any employee, volunteer, guest, contractor, visitor, or other members of the LCC Community who is made aware of or is witness to any suspected hazing violation by an employee should immediately report the alleged incident.

    Any student who experiences hazing should immediately report the alleged incident.

    To report an alleged hazing incident:

    For Emergencies, call 911
    LCC Police Department (non-emergency) 
    517-483-1800

    To report a student, complete the Student Conduct Report Form.

    To report an employee, volunteer, guest, contractor, or visitor notify the following:

    Dawn Cousino
    HR – Director Labor & Employee Relations
    Location: 610 N Capitol Ave
    Paula D Cunningham Administration Building
    Lansing, MI 48933
    Phone: 517-483-9912
    Email: cousinod@star.lcc.edu

  2. Process:

    1. The Director of Labor & Employee Relations (or designee) will conduct a preliminary review and investigation of the report received to determine if the allegations have merit. If the allegations are determined to not have merit, the reporting party will be notified, stating the reasons, and the matter will be closed. Such disposition shall be final and there shall be no subsequent proceedings unless the College becomes aware of additional material information that may lead to a different conclusion.
    2. If it is determined that the allegations have merit, an Employee Conduct Review will be initiated, including an investigatory interview.  Human Resources will send a notice of the investigatory interview, including the appropriate Union representative, if applicable.  The investigatory interview will be recorded and the employee may receive a copy of the recording.    
    3. As part of the Employee Conduct Review, the College may interview witnesses or receive written statements.  The College will review all relevant information and statements and determine if a violation has occurred.
    4. In the event the investigation reveals a violation of any College Policy, disciplinary action may be imposed. The level of discipline may include disciplinary action up to and including termination. Potential disciplinary actions, subject to the terms of applicable CBA and/or employment agreement, include, but are not limited to:
      • No action – This occurs when no violation is found, or, when it is believed the employee will respond favorably to non-formal action.
      • Level 1 – Lowest form of disciplinary action, for less serious infractions. 
      • Level 2 – Next level of disciplinary action, for items not previously corrected or for more serious infractions. 
      • Level 3 – Non-paid disciplinary suspension and known as last chance, meaning any further violations will (with few exceptions) result in termination. 
      • Level 4 – Termination of employment. Utilized for the most serious, and/or egregious, infractions. 
      The College may also take other corrective or remedial action to address the effects of any violation of policy and will follow up as necessary to ensure that the corrective or remedial action is effective. This may include additional sanctions/requirements, such as required training or other components that seek to educate and change behavior
    5. Any party may appeal the findings and/or remedy by filing a written appeal to the Executive Director of Human Resources within seven business days of receipt of the final outcome document(s). The written appeal must articulate, in writing, the grounds upon which they base their request for appeal. Reasons for appeal are limited to:
      • A procedural irregularity that affected the outcome of the matter;
      • New evidence that was not reasonably available at the time the determination regarding the responsibility or dismissal was made, that could affect the outcome of the matter; or
      • A party’s belief that the investigator, or decision maker had a conflict of interest or bias for or against a party that affected the outcome of the matter.

  3. Retaliation

    Retaliation is not tolerated at LCC. The College will take steps to prevent any retaliation against persons who made the complaint, who was the subject of harassment, against those who provided information as witnesses, or who was the Respondent. The College will ensure that the harassed person(s) know how to report any subsequent problems, conducting follow-up inquiries to see if there have been any new incidents or any instances of retaliation, and responding promptly and appropriately to address continuing or new problems.

  4. File Maintenance

    Human Resources maintains complete files of all complaints, regardless of whether an investigation is conducted. All files are maintained in paper and/or electronically, subject to the College’s records retention policy.

  5. Programming:

    Human Resources, Student Affairs, and the LCC Police Department are authorized to provide and develop education programs to increase knowledge and share information and resources to prevent hazing, promote safety, and reduce perpetration. The College provides education and/or training to students and employees to enhance understanding and increase awareness of the College’s Hazing policy and procedure.


6. Reference

Anti-Hazing Policy

Standard of Ethics and Conduct for Employees

Supplement to the Standards of Conduct Policy

Stop Campus Hazing Act

Hazing Student Conduct Process SOP


7. Definitions

Hazing is defined as:

  1. "Hazing" means an intentional, knowing, or reckless act by a person acting alone or acting with others that is directed against an individual and that the person knew or should have known endangers the physical health or safety of the individual, and that is done for the purpose of pledging, being initiated into, affiliating with, participating in, holding office in, or maintaining membership in any organization. Hazing includes any of the following that is done for such a purpose:

    1. Physical brutality, such as whipping, beating, striking, branding, electronic shocking, placing of a harmful substance on the body, or similar activity.
    2. Physical activity, such as sleep deprivation, exposure to the elements, confinement in a small space, or calisthenics, that subjects the other person to an unreasonable risk of harm or that adversely affects the physical health or safety of the individual.
    3. Activity involving consumption of a food, liquid, alcoholic beverage, liquor, drug, or other substance that subjects the individual to an unreasonable risk of harm or that adversely affects the physical health or safety of the individual.
    4.  Activity that induces, causes, or requires an individual to perform a duty or task that involves the commission of a crime or an act of hazing.
    • "Organization" means a fraternity, sorority, association, corporation, order, society, corps, cooperative, club, service group, social group, athletic team, or similar group whose members are primarily students at an educational institution.
    • "Pledge" means an individual who has been accepted by, is considering an offer of membership from, or is in the process of qualifying for membership in any organization.
    • "Pledging" means any action or activity related to becoming a member of an organization.
    • "Serious impairment of a body function" includes 1 or more of the following:
      1. Loss of a limb or loss of use of a limb.
      2. Loss of a foot, hand, finger, or thumb or loss of use of a foot, hand, finger, or thumb.
      3. Loss of an eye or ear or loss of use of an eye or ear.
      4. Loss or substantial impairment of a bodily function.
      5. Serious visible disfigurement.
      6. A comatose state that lasts for more than 3 days.
      7. Measurable brain or mental impairment.
      8. A skull fracture or other serious bone fracture.
      9. Subdural hemorrhage or subdural hematoma.
      10. Loss of an organ.

  2. The Hazing definition under Stop Campus Hazing Act, apply to this policy.

    “Hazing” is defined as “any intentional, knowing, or reckless act committed by a person (whether individually or in concert with other persons) against another person or persons regardless of the willingness of such other person or persons to participate, that—

    • is committed in the course of an initiation into, an affiliation with, or the maintenance of membership in, a student organization; and
    • causes or creates a risk, above the reasonable risk encountered in the course of participation in the institution of higher education or the organization (such as the physical preparation necessary for participation in an athletic team), of physical or psychological injury including—
      • whipping, beating, striking, electronic shocking, placing of a harmful substance on someone’s body, or similar activity;
      • causing, coercing, or otherwise inducing sleep deprivation, exposure to the elements, confinement in a small space, extreme calisthenics, or other similar activity;
      • causing, coercing, or otherwise inducing another person to consume food, liquid, alcohol, drugs, or other substances;
      • causing, coercing, or otherwise inducing another person to perform sexual acts;
      • any activity that places another person in reasonable fear of bodily harm through the use of threatening words or conduct;
      • any activity against another person that includes a criminal violation of local, State, Tribal, or Federal law; and
      • any activity that induces, causes, or requires another person to perform a duty or task that involves a criminal violation of local, State, Tribal, or Federal law.