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Lansing Community College Policies

Family and Medical Leaves of Absence
Financial Oversight and Monitoring
General Education Core Curriculum
Granting of Additional Associate Degrees
Prohibited Discrimination and Harassment
Health, Safety and Safe Work Environment
Hiring and Contract Approval Policy
Home School

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Family and Medical Leave Act Regulations

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.

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.

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:

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.

The College's Executive Director of Human Resources is responsible for the oversight of this policy.

Failure to follow this policy may result in disciplinary action up to and including termination.

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Financial Oversight and Monitoring

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.

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.

  1. Required budget elements

    1. 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.

    2. Proposed expenditures for each major category with comparative actual expenditures for the preceding two (2) fiscal years, and an original budget, amended budget and actual for each.

  2. Categorical Reporting Requirements

    1. 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 and by providing the proposed general fund's 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

      1. Purchased Services including service contracts and independent contractors
      2. Professional Services including legal, audit and management consulting
      11)Facilities Repair & Maintenance
      12)Institutional Expenses
      13)Materials and supplies
      14)Insurance
      15)Utilities
      16)Equipment
      17)Travel, training, and conferences
      18)Budgeted Reserves/Contingency Funds
      19)Capital projects budget

  3. The proposed budget will include presentation arranged by the following Activity Classification Structure (ACS) categories:

    1. Instruction

    2. Information Technology

    3. Public Services

    4. Instructional Support

    5. Student Services

    6. Institutional Administration

    7. Operations & Maintenance of plant

    8. Foundation operations and fund raising

  4. No funds shall be transferred out of reserves/contingency funds without prior approval of the Board of Trustees

  5. 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.

  6. 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.

  7. 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.

  8. 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.

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, Amended June 15, 2009

Failure to follow this policy may result in disciplinary action up to and including termination.

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General Education Core Curriculum

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.

This policy applies to all College degrees.

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.

The College Provost is responsible for the implementation of this policy.

Failure to follow this policy may result in disciplinary action up to and including termination.

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Granting of Additional Associate Degrees

The College recognizes that there are instances where students may require additional degrees for employment or for personal growth and satisfaction.

This policy applies to any student who has received an associate degree from Lansing Community College or any other accredited community college

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:

The College's Registrar is responsible for preparing procedures to implement this policy.

Failure to follow this policy may result in disciplinary action up to and including termination.

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Prohibited Discrimination and Harassment

The purpose of this Policy is to establish the College's commitment to maintaining a fair and respectful environment for work and study and to protect students and applicants for admission, as well as employees and applicants for employment, from prohibited discrimination or harassment, consistent with federal, state and local law, other policies adopted by the Board of Trustees, and rules and standards of conduct adopted by the College.

The College's Prohibited Discrimination and Harassment Policy applies to all students, employees, staff, faculty, supervisors, administrators, officials, volunteers, guests, vendors, contractors and visitors to campus. The Policy applies to all College programs and activities, including all academic, educational, extracurricular, athletic, social and other programs and activities related to the College. Application of the Policy is not limited to the College's campuses, or to facilities or premises at which any College-related programs or activities occur.

The College prohibits any member of the College Community (including students, employees, staff, faculty, supervisors, administrators, officials, volunteers, guests, vendors, contractors and visitors.) from discriminating against or harassing any other member of the College Community on the basis of the member's race, color, sex, age, religion or creed, national origin or ancestry, familial status, disability, marital status, height, weight, sexual orientation, gender, genetic information, veteran or military status, or any other factor prohibited by law. Prohibited discrimination occurs when one of these factors is the basis for treating a person worse than other people who are "similarly situated".

Prohibited harassment is a form of prohibited discrimination; it occurs when extreme or persistent unwelcome conduct or comments make it unreasonably difficult or unreasonably unpleasant for a person to be in the College workplace or to participate in College studies or activities, because of apparent hostility based on the person's race, color, sex, age, religion or creed, national origin or ancestry, familial status, disability, marital status, height, weight, sexual orientation, gender, genetic information, veteran or military status, or any other factor prohibited by law.

Prohibited harassment can take many forms, including but not limited to:

The College also prohibits retaliating or discriminating in any way against any person for making a good faith complaint or report about any conduct prohibited by this Policy or applicable law, or for opposing any conduct prohibited by this Policy or applicable law, or for cooperating in an investigation under this Policy or under applicable law.

Prohibited bias factors can not be permitted to have an adverse influence upon decisions regarding students, applicants for admission, employees, applicants for employment, contractors, volunteers or participants in and/or users of College-related programs, services, and activities. Lansing Community College will continue in its efforts to maintain an institutional environment free of such prohibited bias in all institutional processes.

The College can only take corrective action when it becomes aware of problems. The College strongly encourages anyone who experiences or observes any prohibited discrimination or harassment to promptly report the incident(s) and seek assistance from the College. No one should assume that the College already knows about a particular situation.

Any student, staff member, faculty member or other member of the College Community who experiences, observes or hears about any prohibited discrimination or harassment is requested to report it immediately to one of the officials listed below. Any supervisor, administrator or official who observes, hears about or receives a complaint of prohibited discrimination or harassment is obligated to report it immediately to one of the officials listed below. Reports alleging any form of prohibited discrimination or harassment may be made in writing (preferred) or orally.

Any complaint involving discrimination based on sex (including pregnancy) or sexual harassment (including any form of sexual misconduct) against a student should be reported to:

Student Title IX Coordinator
Student Services Division
Location: Gannon Building 135
Phone: (517) 483-1220

Any complaint involving discrimination based on sex (including pregnancy) or sexual harassment (including any form of sexual misconduct) against anyone other than a student, the complaint should be reported to:

Employee Title IX Coordinator
Human Resources Office
Location: Administration Building 103
Phone: (517) 483-1870

Any complaint involving any other form of prohibited discrimination or harassment against anyone should be reported to:

EEO Officer
Finance, Administration and Advancement
Location: Administration Building 106
Phone: (517) 483-5298

All reports and complaints of prohibited discrimination or harassment received by a Title IX Coordinator or EEO Officer will be promptly investigated and appropriate action will be taken as expeditiously as possible. The College will make reasonable efforts to protect the rights of both the complainant and the respondent during the course of an investigation. The College will respect the privacy of the complainant(s), the individual(s) against whom the complaint is filed, and any other witnesses in a manner consistent with the College's legal obligations to investigate, to take appropriate action, and to comply with any discovery or disclosure obligations required by state or federal law. While confidentiality cannot be guaranteed, the College will endeavor to protect a complainant's identity during an investigation when requested and appropriate.

In the course of investigating, the responsible officer will determine whether the complaint is one that is covered by this Policy. If not, the officer may refer the complaint to another College complaint/dispute resolution procedure. If a complaint appears to be covered by this procedure, the responsible officer will promptly meet with the complainant to obtain any necessary information, including a detailed description of the incident(s) and the identity of any witnesses. The officer will then seek additional information and evidence as considered appropriate. Any person(s) against whom a complaint is made will be timely notified of the complaint and will be questioned as considered appropriate.

The investigating officer will maintain appropriate documentation of the complaint and the investigation, and will disclose appropriate information to others only on a need-to-know basis consistent with state and federal law. In appropriate cases, the investigating officer may make a referral to a criminal justice/law enforcement agency for additional investigation and possible prosecution.

Upon conclusion, the investigating officer will notify the complainant and respondent of the results of the College's investigation. In the event the investigation reveals a violation of the Prohibited Discrimination and Harassment Policy, or other inappropriate or unprofessional conduct (even if not covered by this Policy) has occurred, corrective action will be taken by the College. Where prohibited discrimination and/or harassment is found, steps will be taken to end it immediately. Disciplinary action may be imposed if appropriate. The level of discipline will depend on the severity of the discrimination or harassment and may include, but is not limited to, probation or termination. The College may also take other corrective or remedial action to address the effects of any violation of the Policy, and will follow up as necessary to ensure that the corrective or remedial action is effective.

Students and staff are highly encouraged to utilize LCC's Discrimination and Sexual Misconduct 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 any other appropriate government agency. The College's procedures do not replace the right of a complainant to pursue any other options or remedies available under the law.

No person will be penalized for good faith utilization of channels available for resolving concerns dealing with prohibited discrimination or harassment. It is an extremely serious violation of this Policy to retaliate against any person reporting a complaint, participating in or cooperating with an investigation (including testifying as a witness), or opposing any conduct that violates this Policy or applicable laws against discrimination or retaliation. For these purposes, "retaliation" includes intimidation, threats, harassment, and other adverse action threatened or taken against any person for engaging in any protected activity.

Making deliberately false accusations of discrimination or harassment violates this policy, and may violate other standards of conduct. In such instances, the complainant will be subject to disciplinary action. However, failure to prove a claim of discrimination or harassment does not constitute proof of a false and/or malicious accusation.

Anyone who believes he or she has been the victim of retaliation for opposing or reporting discrimination or harassment, or participating or cooperating in an investigation, should immediately contact the appropriate responsible officer noted above. Any person found to have retaliated against a person for engaging in protected activity will be in violation of this Policy and will be subject to disciplinary action.

The College is committed to protecting, maintaining and encouraging both freedom of expression and full academic freedom of inquiry and teaching. Academic freedom and freedom of expression will be carefully considered in investigating and reviewing complaints and reports of prohibited discrimination or harassment. However, raising issues of academic freedom and freedom of expression will not excuse behavior that constitutes a violation of the law or the College's Policy Against Prohibited Discrimination and Harassment.

The College's Policy on Consensual Relationships addresses a variety of restrictions on relationships between students, faculty, staff and administrators. Compliance with that policy will not excuse a violation of the Policy Against Prohibited Discrimination and Harassment.

Every member of the College Community is expected to uphold this policy as a matter of mutual respect and fundamental fairness in human relations. Every student of this institution has a responsibility to conduct himself/herself in accordance with this Policy as a condition of enrollment. Every College employee has an obligation to comply with this Policy as a term of employment. Every volunteer, visitor, vendor, etc., is obligated to comply with this Policy as a condition of their relationship with the College.

The EEO Officer and the appropriate Title IX Coordinators are responsible for preparing procedures to implement this policy.

Amended: 3/19/2012

Failure to follow this policy may result in disciplinary action up to and including termination.

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Health, Safety and Safe Work Environment

This policy documents the College's commitment to a safe work environment for students, staff and the community.

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.

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.

PDF file OSHA's Fast Facts

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

Failure to follow this policy may result in disciplinary action up to and including termination.

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Hiring and Contract Approval Policy

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.

This policy shall commence effective July 19, 2006.

  1. 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:

    1. President
    2. Board Administrative Assistant
    3. Legal Counsel, regular, or special counsel
    4. External Auditor
    5. Internal Auditor
    6. Special consultants retained on a project basis.

  2. 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.

  3. 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.

The College's President and Chief Financial Officer shall have responsibility for implementation of, and conformance to, this policy.

Adopted: June 28, 2006 , Amended September 21, 2009

Failure to follow this policy may result in disciplinary action up to and including termination.

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Home School

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.

This policy applies to students who are at least 14 years old and attend a nonpublic home school.

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.

See Appeal Process for Denial of College Admission for appeal procedures.

The College's Registrar is responsible for preparing procedures to implement this policy.

Failure to follow this policy may result in disciplinary action up to and including termination.

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