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Lansing Community College Policies

Variable Credit
Withdrawal Policy
Working From Home
Workplace Consensual Relationships
Workplace Violence Policy
30 Hour Work Week for Students

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Variable Credit

In order to meet specialized needs or demands from business and industry, the College will allow variable credit alternatives for courses whenever appropriate.

This policy may apply to any College course except those courses required in curricula.

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.

The College Deans in conjunction with the Instructional Leader in the respective division are 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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Withdrawal Policy

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.

This policy applies to all students and college courses.

Student Initiated Withdrawal

If a student finds it necessary to withdraw from a class or from the College, he or she must follow the procedure specified by the college.

If the withdrawal takes place within the established refund period for each semester, a student withdrawing will receive a refund.

If a student withdraws 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as specified for variable length courses), instructor approval is not needed, a final grade is not issued, and the withdrawn class is not recorded on the academic record.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 as the record of the course, 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 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 the instructor's approval, until the end of the fourteenth week of the semester (or other equivalent dates as specified for variable length courses).

The college will retain a record of all student-initiated withdrawals.

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."

In accordance with the guidelines (1, 2, and 3) listed below, an administrative withdrawal may be initiated by a classroom instructor for the following reasons: (1) student nonattendance/nonparticipation; (2) lack of prerequisites for a particular course; and/or (3) student behavior that interferes with the instructional process.

  1. When a student fails to attend or participate in the class, the instructor may initiate an administrative withdrawal. In order to effect an administrative withdrawal for the reason of student nonattendance or nonparticipation, an instructor must have their attendance/participation policy clearly written in their syllabus and/or course policies handout. If a student fails to comply with these policies as they are presented, an instructor may then initiate an administrative withdrawal for nonattendance or nonparticipation.
  2. 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.
  3. 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 first day of the third week of the semester and the last day of the eighth week of the semester (or equivalent dates as specified for variable length courses), the student will receive a W as the record of the course. If a student is withdrawn between the first day of the ninth week of the semester and the last day of the fourteenth week of the semester (or equivalent dates as specified for variable length courses), the student will receive a W 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 last day 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.

The College 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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Working From Home

To establish clear and consistent guidelines for Lansing Community College employees working from home. (Telecommuting)

This policy applies to all College employees who work from home.

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.

Employees 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.

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

Adopted: January 21, 2003

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

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Workplace Consensual Relationships

The purpose of this policy is to address concerns where a consensual relationship exists between a Faculty member and his or her student or a supervisor and his or her subordinate. The type of consensual relationship addressed by this policy is one of a romantic or sexual nature.

This policy applies to all College employees, including temporary and interim employees, volunteers, as well as Board members. This policy also applies to independent contractors who have a direct supervisory relationship to any College employees.

  1. Consensual relationship: One entered into willingly by both parties, free of any coercion.
  2. Romantic relationship: One characterized by displaying or expressing erotic love or strong affection.
  3. Sexual relationship: One involving sexual contact of any degree.
  4. Direct Supervision: Is defined as a direct line of authority no matter how far removed (an employee who reports to a Manager who reports to a Director who reports to the Vice President is in a direct line of authority to the Vice President).
  5. Line of authority: As indicated on the chart of organization

Consensual Workplace Relationships:
Faculty, staff, and supervisors are expected to be fully aware of their professional responsibilities in consensual workplace relationships, and avoid apparent or actual conflict of interest, favoritism, or bias. Romantic and sexual relationships between a faculty member and his or her student or between supervisors and his or her subordinates are full of the potential for exploitation. The respect and trust accorded a faculty member by his or her student or a supervisor by his or her subordinate, as well as the power exercised in an academic or evaluative role, makes voluntary consent by the student or subordinate suspect, even when both parties initially have expressed consent. The development of a romantic or sexual relationship renders the faculty member or supervisor and the College vulnerable to possible later allegations of sexual harassment in light of the significant power differential that exists between faculty members and students, and between supervisors and subordinates under their direct supervision; and vulnerable to charges of sex discrimination if the faculty member or supervisor affords unwarranted favorable treatment to the student or subordinate. As such, romantic and sexual relationships between faculty and his or her student (i.e. there is some current academic nexus between the faculty member and student, or such a nexus has existed within the preceding four months), and between a supervisor and his or her subordinate under their direct supervision are prohibited and must be avoided. Violation of this policy is considered professional misconduct and may be grounds for discipline, up to and including termination.

If a romantic and/or sexual relationship already exists or develops between faculty member and his or her students; or between supervisors and his or her subordinates under their direct supervision, there must be prompt disclosure of the relationship. The faculty member or supervisor should provide written notification to Human Resources. For relationships in existence as of the effective date of this policy, disclosure must occur within thirty (30) days of this effective date. Relationships that develop after the effective date of this policy must be disclosed immediately. Failure to comply with these disclosure requirements constitutes a violation of policy and may be grounds for discipline, up to and including termination.

Upon receipt of the written disclosure College leadership will determine the best course of action to eliminate the conflict of interest. This will most often consist of making alternative arrangements for supervision of the subordinate or education of the student. Employees who disclose relationships in conformance with this policy will not be subject to discipline based on the existence of a consensual relationship.

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

The Board may waive this policy by resolution of the Board through a recommendation of the President.

Adopted: January 21, 2003, Amended 2/16/2010

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

Workplace Violence Policy

The purpose of this policy is to ensure a safe workplace for all employees of the College.

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.

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.

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.

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.

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.

Call the Police & Public Safety dispatcher line at 483-1800.

If the act appears to represent an immediate threat or harm to any individual, it should be reported to Police & Public Safety immediately.

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.

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:

  • Providing physical security for threatened or at-risk persons.

  • Confronting the potentially violent person (under certain circumstances).

  • Enforcing applicable laws.

  • Thoroughly investigating and documenting all incidents and actions.

  • Police & Public Safety will serve as the repository for all personal protective orders.

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.

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

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30 Hour Work Week For Students

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.

This policy applies to all student employees of the College.

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.

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.

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

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Lansing Community College Policies

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