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Lansing Community College Policies

Credit and Non-Credit Courses
Drug Free Workplace
Due Process
Emergency Management Policy
Employee Personnel Files
Employment of Relatives Nepotism
Equal Opportunity and Nondiscrimination Policy Statement
Ethics and Conduct Policy
Evaluation Policy
Executive Summary Reporting Policy
Facilities Master Plan Policy
Facilities Use Policy

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Credit and Non-Credit Courses

The College has established criteria for credit and non-credit courses so that course offerings meet the demands of business, the community, and comply with state regulations.

This policy applies to all credit and non-credit courses offered by the College.

Courses that are offered for credit must meet all of the following criteria:

  • Some objective tool must be used to measure student's performance (i.e., test, class project, demonstration of mastery).

  • All classes shall have a time requirement based on contact time correlated to mastery of the subject area (based on the 800 minute state requirement).

  • Even though designated a credit class, such classes can be "audited" by students who do not need academic credit.

  • Curriculum must be approved through the division's instructional process when designated as a credit course.

  • Classes must have learning outcomes and objectives.

New credit courses are required to go through the college's existing processes for approving new courses and curricula.

When a new course is proposed and implemented, it is decided at that time if it is credit or non-credit. If a non-credit course later becomes a credit course, then it will need to go through the divisional process at that time.

Non-Credit Courses

  • Courses that do not meet all of the above criteria are offered for non-credit.

  • Once a student takes a class for non-credit, it is not possible to request credit for the class because the same academic standards were not in place at the time of enrollment.

Note: There are other ways to evaluate student competencies (i.e., experiential credit or competency testing if available). Students seeking credit should see the college's catalogue about policies for testing out of classes or evaluation of experiential credit. While non-credit and fee-for-service activities are not reported in some college enrollment reports, they are still counted as part of the college's activities.

The College Provost is responsible for the leadership in 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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Drug Free Workplace

"College Premises" includes buildings, grounds, and parking lots owned, leased or otherwise utilized by LCC; LCC-provided and vehicles and other vehicles being used for LCC-sanctioned purposes.

  1. General

    All individuals working on College premises are expected to report for work fit for duty and to be able to perform assigned duties safely and acceptably without any limitations due to the use or after-effects of any substance covered by this policy.

    Off-the-job and on-the-job involvement with any covered substance, as previously defined, can have adverse effects upon the workplace, the integrity of the College's ability to serve our students, the safety of other employees, the well-being of our employees' families, and the ability to maintain a drug-free work environment. The College therefore wants to emphasize that it has zero tolerance for staff who arrive at work under the influence of any substance, as previously defined, and/or whose ability to work is impaired in any way by the consumption of any substance as previously defined. The College also has zero tolerance for those who use illegal drugs or consume inhalants on College premises. Accordingly, the following conduct and behaviors are strictly prohibited on College premises or in any situation with a nexus to LCC employment:
    1. Use, possession, purchase, sale, dispensation, distribution or manufacture of any illegal drugs, as previously defined.
    2. Use, possession, purchase, sale, dispensation or distribution of inhalants.
    3. Use, possession, purchase, sale, dispensation or distribution of alcohol without prior authorization by the President or her/his designee, or being under the influence of alcohol.
    4. Being under the influence of any illegal drug(s), inhalant(s), prescription drugs or over-the-counter medications, as previously defined.
    5. Use, possession, purchase, sale, transfer, or distribution of drug paraphernalia. 
Employees who take over-the-counter medications or legally prescribed drugs while at work:
  1. May use prescription drugs or over-the-counter medications only if they do not impair the ability to work safely.
  2. Must follow applicable directions regarding use, including dosage limits and usage cautions.
  3. Must keep these substances in their original containers or bring only a single-day supply to work.
  4. May not use machinery while taking prescription drugs or over-the-counter medications that impair the ability to work safely. This includes operation of equipment and/or vehicles.

Compliance with this policy is a condition of employment.

As required by the Drug-Free Workplace Act, any employee found to be in violation of the above prohibition shall be subject to (1) mandatory participation in drug abuse assistance or rehabilitation program as a condition of continued employment; and/or (2) disciplinary action, up to and including discharge or dismissal, as determined by the College.

Furthermore, as a condition of continued employment, any employee who is convicted for a violation of any state or federal criminal statute involving manufacture, distribution, dispensation, use, or possession of any controlled substance in the workplace shall notify the Executive Director of Human Resources of the conviction no later than five (5) days after such conviction.  The Executive Director of Human Resources shall report the conviction as required by the Drug-Free Workplace Act.  Failure to timely report such conviction shall subject an employee to disciplinary action, up to and including discharge.  Any employee who is convicted as described above may be subject to (1) participation in a drug abuse assistance or rehabilitation program as a condition of continued employment; and/or (2) disciplinary action, up to and including discharge.

The College offers educational and referral services to employees aimed at preventing substance abuse and assisting in rehabilitation, if desired, through referral to agencies offering such services.  Interested employees should contact the Human Resources Office.  All inquiries are confidential.

  1. Responsibility


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

Adopted: January 21, 2003, REVISED: 12/15/2014

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

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Due Process

Lansing Community College recognizes and is committed to upholding "Due Process" which is the guarantee of student civil rights under the Constitution of the United States and the laws and regulations of Michigan and Lansing Community College. Due Process is that process which prevents rights from being taken away from an individual without a fair hearing.

The College holds firm to the philosophy that matriculation in college does not deny any rights of citizenship to a student. At the same time, matriculation in college does not relieve a student of the essential responsibilities of citizenship. Thus, the College is constantly aware of the joint responsibilities, shared by the student body and the College, to uphold the principles of "Due Process" in all disciplinary action.

This policy applies to all students who wish to exercise Due Process.

It is the College's intention to foster and promote an environment of cooperation among faculty, staff, and students. However, the College recognized that conflicts may arise that require third-party intervention. While there are formal processes for resolving conflicts, it is the goal of the College to achieve resolution as rapidly and as close to the origin of conflict as possible through mediation. To this end, the Director of Student Relations and the Director of Equal Opportunity are empowered to mediate situations at their lowest level or to direct the parties involved to the person(s) or department(s) that can best mediate the occurrence. This mediation is predicated on the voluntary agreement of both parties. Matters that are considered too extreme may require immediate referral to the formal process.

LCC students may initiate Due Process through established appeal and complaint procedures. In the appeal process, students may appeal disciplinary action or academic decisions. In the complaint process, students may lodge complaints regarding persons, policies, or procedures at the College. The Judicial Board will hear cases referred to it by administrative officers of the College or by individual students through the established appeal and complaint processes. The student has the right to request a public or private hearing, but the decision rests with the College, after considering the wishes of the parties involved.

The Judicial Board's determination shall be made on the basis of whether it is more likely than not that the earlier determination is appropriate. Decisions rendered by the Judicial Board will be made by a simple majority vote of the total membership of the Judicial Board. Decisions rendered by the Judicial Board will be final unless appealed to the President. In addition, the Judicial Board is empowered to make recommendations based on decisions rendered.

Any student who has questions regarding Due Process, student appeals or complaints should contact the Director of Student Relations.

The College's Dean of Student and Academic Support in conjunction with the Director of Student Relations 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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Emergency Management Policy

The purpose of the emergency management policy is to provide for the mitigation, preparedness, response, and recovery from natural and technological emergencies, threats to the campus, threats or incidents in the surrounding community which impact the College, and incidents of terrorism affecting Lansing Community College; to establish a department for this purpose; to provide for the coordination and utilization of all resources in an emergency or disaster; and to provide a means through which the President, or designee, and Board of Trustees may exercise authority and discharge responsibilities vested in them by this policy and Michigan Compiled Laws, Sections 30.401 et seq. or Act No. 390 of the Public Acts of 1976, as amended.

When circumstances within the property governed by Lansing Community College indicate that the occurrence or threat of occurrence of widespread or severe damage, injury or loss of life or property exists, the President, or designee, may declare a Campus state of emergency. Such a declaration shall be forwarded to the Chief Executive Official of the local government entity where the emergency or disaster occurs, and be promptly filed with the Department of State Police, Emergency Management Division. This declaration shall not be continued or renewed for a period in excess of 7 days except with the consent of the Board of Trustees.

If the President, or designee, invokes such power and authority, he/she shall, as soon as reasonably expedient, convene the Board of Trustees for one or more emergency meetings in accordance with the open meetings act to perform its normal governing duties as the situation demands, and will report to that body relative to emergency activeness. Nothing in this policy shall be construed as abridging or curtailing the powers of the Board of Trustees unless specifically provided herein.

  1. Definitions

    As used in this policy:

    Act means the Michigan Emergency Management Act, Act No. 390 of the Public Acts of 1976, as amended.

    Disaster is an incident whose nature and impact may or could extend beyond the College and may disrupt not only operations and functions of the institution, but also those of surrounding communities, including but not limited to, fire, flood, snowstorm, ice storm, tornado, windstorm, water contamination, utility failure, hazardous peacetime radiological incident, major transportation accident, hazardous materials incident, epidemic/pandemic, air contamination, drought, infestation, explosion, or hostile military or paramilitary action, or similar occurrences resulting from terrorist activities, riots, or civil disorders.

    District Coordinator means the Michigan Department of State Police District Emergency Management Coordinator. The District Coordinator serves as liaison between local emergency management programs and the Michigan State Police, emergency management division in all matters pertaining to the mitigation, preparedness, response and recovery of emergency and disaster situations.

    Disaster relief force means all departments of Lansing Community College, volunteer personnel and equipment, police officers and employees, and all other persons or groups of persons or equipment identified in the Lansing Community College Emergency Operations Plan as having duties to perform or those called into duty or working at the direction of a party identified in the plan to perform a specific disaster or emergency related task during a Campus state of emergency or disaster.

    Emergency means any incident which disrupts the orderly operations of Lansing Community College or its institution missions, and includes the build-up activities prior to an actual disaster. As defined by the Robert T. Stafford Act, 42 U.S.C. 5131, an emergency is (further) defined as: "Absent a Presidentially declared emergency, any incident, human-caused or natural that requires responsive action to protect life and property."

    Emergency Management Director means the Director of Emergency Management & Safety Services (EMSS) Department who is designated to coordinate all matters pertaining to emergency management within the College.

    Emergency management program means a program established to coordinate mitigation, preparedness, response to and recovery from activities for all emergency or disaster situations within a given geographic area made up of one or several political subdivisions. Such a program has an appointed Emergency Management Coordinator/Director and meets the program standards and requirements as established by the Department of State Police, Emergency Management Homeland Security Division. Lansing Community College has established an Emergency Management Program. The Emergency Management Director is the person designated to address all matters pertaining to emergency management within the College.

    Emergency operations plan means the plan developed and maintained by Lansing Community College for the purpose of responding to all emergency or disaster situations by identifying and organizing the disaster relief force.

    Campus state of emergency means a declaration by the President, or designee, authorizes certain actions as described in this policy.

    Unified Command Team (UCT) represents the Command function as defined by the National Incident Management System (NIMS). At Lansing Community College, this team is comprised of the Emergency Management Director and other key leaders (as determined by the nature of the emergency incident).


    Vital records means those records that contain information needed to continue the effective functioning of Lansing Community College and divisions and for the protection of the rights and interests of persons under emergency conditions in the event of an emergency or disaster situation, including information related to emergency management actions during a campus state of emergency.

  2. Emergency Management Director; Emergency Management & Safety Services Department

    There is established a department of Emergency Management & Safety Services within the Administrative Services Division for the purpose of coordinating all emergency and pre-disaster mitigation, preparedness, response and recovery activities within the College. The Director of Emergency Management & Safety Services shall have responsibility for the organization, administration, and operation of the office, subject to the direction and control of the President, or designee,. In his/her absence, the Lansing Community College Chief of Police, or the Emergency Management & Safety Services Safety Program Manager will assume the duties as prescribed by this policy and the emergency operations plan.

  3. Emergency Management Director duties

    The Emergency Management Director will act at the direction of the President, or designee, in the coordination of activities during times of emergencies and disasters.

    The Emergency Management Director shall comply with the standards and requirements as established by the Department of State Police, Emergency Management Division, under the authority of the act in accomplishing the following:
    1. Direct and coordinate the development, revision, and distribution of Lansing Community College Emergency Operations Plan, which shall be consistent in content with the Michigan Emergency Management Plan.

    2. Specify divisions or departments which must provide an annex to the plan or otherwise cooperate in its development.

    3. Identify departments and personnel to be included in the emergency operations plan as the disaster relief force.

    4. Coordinate the development and maintenance of a College resource manual.

    5. Coordinate the recruitment and utilization of volunteer personnel to augment College resources for emergency management purposes.

    6. Assure the Emergency Management Program meets eligibility requirements for state and federal aid.

    7. Coordinate and/or conduct training and exercise programs for the disaster relief force within the College and to test the adequacy of the Emergency Operations Plan.

    8. Through public information programs, educate the employees and students as to actions necessary for the protection of life and property in an emergency or disaster.

    9. Oversee the implementation of all functions necessary during an emergency or disaster in accordance with the Emergency Operations Plan.

    10. Coordinate the College emergency management activities with those of the city, township, county, state, federal, and adjacent jurisdictions, as applicable to the circumstances.

    11. Coordinate all emergency preparedness activities, including maintaining primary and alternate emergency operations centers.

    12. Identify mitigation opportunities within the College and encourage departments/divisions to implement mitigation measures.

    The Emergency Management Director shall supervise the activities of the Emergency Management & Safety Services Department on a continuous basis. With the advice and consent of the President, he/she shall formulate, review and approve policy and operational guidelines for this department as needed.

  4. President, or as designated in Section I, duties include:

    1. The President shall do one or more of the following under a Campus state of emergency:

      1. Direct the Emergency Management Director to implement the Emergency Operations Plan.

    2. The President may do one or more of the following under a Campus state of emergency:

      1. Relieve College employees of normal duties and temporarily reassign them to other duties.

      2. Direct the overall disaster relief effort, including the disaster relief force, in accordance with the Emergency Operations Plan.

      3. Notify employees, students, and the public to recommend in-place shelter or evacuation protective measures.

      4. Request a state of disaster or emergency declaration from the governor as described in Section E, "Campus State of Emergency Declaration".

      5. When obtaining normal approvals would result in further injury or damage, the President may, until the Board of Trustees convenes, waive procedures and formalities otherwise required pertaining to the following:

        1. For a period of up to 7 days appropriate and expend funds.

        2. For a period of up to 7 days make contracts, obtain and distribute equipment, materials, and supplies for disaster purposes.

        3. Employ temporary workers.

        4. Purchase and distribute supplies, materials, and equipment.

        5. Make, amend, or rescind policies or rules necessary for emergency management purposes which supplement a rule, order or directive issued by the Governor or a state agency. Such a policy or rule shall be temporary and, upon the Governor's declaration that a state of disaster or state of emergency is terminated, shall no longer be in effect.

  5. Campus State of Emergency Declaration

    If a disaster or emergency occurs that has not yet been declared to be a state of disaster or state of emergency by the Governor, and the President, or designee, determines that the situation immediate action is needed to control the emergency affecting the College, he/she may request the Governor to declare that a state of disaster or state of emergency exists in the College. The Emergency Management Director shall immediately contact the District Coordinator. The District Coordinator, in conjunction with the Emergency Management Director, shall assess the nature and scope of disaster or emergency, and they shall recommend the state personnel, services, and equipment that will be required for its prevention, mitigation, or relief. Notification shall also be sent to the Chief Executive Official of the local government entity where the emergency or disaster occurs.

  6. Volunteers, appointment of

    Each College division, department, entity of Lansing Community College is authorized to appoint volunteers to augment its personnel in time of emergency to implement emergency functions assigned in the Emergency Operations Plan. Such individuals are part of the disaster relief force and shall be subject to the rules and operational control set forth by the respective division, department, entity of Lansing Community College through which the appointment was made, and may be reimbursed for all actual and necessary travel and subsistence expenses.

  7. Right of Disaster Relief Force

    In accordance with the policy, personnel of the disaster relief force while on duty shall have the following rights:

    1. As employees of the College, have the powers, duties, rights, privileges, and immunities and receive the compensation incidental to their employment.

    2. If they are not employees of the College be entitled to the same rights and immunities as are provided for by law.

  8. Liability

    As provided for in the act and this policy, and to the extent allowed by the Community College Act, the College, or the agents or representatives of the College, shall not be liable for personal injury or property damage sustained by the disaster relief force. In addition, any member of the disaster relief force engaged in disaster relief activity shall not be liable in a civil action for damages resulting from an act or omission arising out of and in the course of the person's good faith rendering of that activity, unless the person's act or omission was the result of that person's gross negligence or willful misconduct. The right of a person to receive benefits or compensation to which he/she may otherwise be entitled to under the worker's compensation law, any pension law, or act of Congress will not be effected as a result of said activity.

    1. As provided for in the act, any person owning or controlling real estate or other premises who voluntarily and without compensation grants the College the right to inspect, designate and use the whole or any part of such real estate or premises for the purpose of sheltering persons or for any other disaster related function during a declared Campus state of emergency or during an authorized practice disaster exercise, shall not be civilly liable for the death of, or injury to, any person on or about such real estate or premises under such license, privilege or other permission, or for loss of, or damage to, the property of such person.

  9. Temporary Absence of President

    During the temporary absence of the President from the College or the inability of the President to perform the duties of the office, the designee shall act in his/her place for the purpose of performing emergency duties of the President.

    The President shall designate, in writing, the name(s) and title(s) of the designee(s). This designation shall be considered permanent, unless rescinded by letter to the designee(s) and the Emergency Management Director.

The President and the Emergency Management Director 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: November 19, 2007, Amended: 9/15/08

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

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Employee Personnel Files

The purpose of this policy is to make all employees generally aware of their rights regarding personnel files.

This policy applies to all College employees.

The College is committed to compliance with the provisions of the Bullard-Plawecki Right to Know Act, MCL423.501, et seq. (the "Act"). Employees' rights under the Act include a right to request and be given a review of their personnel records, a right to be supplied with copies of their records as allowed by the Act, a right to respond to statement in their personnel record, and a right to notice in certain circumstances where third parties seek a copy of their personnel record.

When the College receives a court order or other request for an employee's personnel records, the College shall notify the employee by a copy of the request prior to producing the records.

The College's Executive Director of Human Resources is responsible for the oversight of 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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Employment of Relatives Nepotism

The purpose of this policy is to avoid actual or perceived conflicts of interest when relatives are employed at the College.

This policy applies to all College employees, temporary, and interim employees, as well as Board members. This policy also applies to independent contractors who have a direct supervisory relationship with College employees. This policy does not apply to students.

  1. Definitions

    1. Relatives: The term relatives and related are hereby defined as: current spouse, current domestic partner, mother, father, son, daughter, brother, sister, grandparents, grandchildren, mother-in-law, father-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, stepmother, stepfather, stepchild and/or any other relative living in the immediate household.

    2. Direct supervision: The term direct supervision is hereby defined as a direct line of authority, no matter how far removed. For example, the child of a Vice President reporting to a Manager, who reports to a Director, who reports to the Vice President, is a direct line of authority to the Vice President.

    3. Senior Leadership: The term Senior Leadership is hereby defined as the Executive Leadership Team, which currently includes the President, Senior VP's, Provost, CIO, CFO, Executive Director, Deans or comparable positions.

  2. General

Standards for hiring, promotion, reappointment, assignments, evaluation, working conditions, responsibilities, wages/salaries and retention for all employees at Lansing Community College are based upon ability, qualifications for the position and performance. Relatives must not participate in roles which have the authority to influence employment decisions, including but not limited to search committees, reclassification reviews, peer reviews/evaluations or corrective actions. Further, relatives cannot approve expenditures or reimbursements.

Relationship to another individual employed by the College shall not constitute a bar to hiring, promotion or reappointment, provided, that no employee shall be under the direct supervision of a relative.

Those within Human Resources, Senior Leadership and the Board of Trustees have access to confidential budgetary and compensation information, and may materially affect employment decisions covering all employees and positions across the College. Therefore employment of relatives of Human Resources, Senior Leadership and the Board of Trustees at the College will not be authorized. Students who are enrolled and actively pursuing their courses and are relatives of employees (including excluded employee groups) may be employed as long they are not employed in jobs under direct supervision of a relative.

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

General requirements:

  1. No employee shall be assigned to a division/department under the direct supervision or control of a relative.

  2. Employees who witness or perceive a conflict of interest in employment because of a relationship of relatives may contact their supervisor or Human Resources without fear of retaliation.

  3. Related employees, employed prior to the effective date of this policy, will continue their employment in their current position without regard to the policy change. The college will, however, make a concerted effort to move the employee laterally into a vacant position consistent with current collective bargaining agreements to a department where there is no supervising relative, if possible.

Relationships to fellow employees as defined by this policy should be disclosed within 30 calendar days to the Human Resources Department, in writing.

  1. Responsibility

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

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

Approved: January 21, 2003, Amended December 14, 2009

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

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Ethics and Conduct Policy

It shall be the policy of the Lansing Community College Board of Trustees that all Trustees follow high standards of ethics and conduct.

The successful operation and reputation of Lansing Community College is built upon the principles of fair dealing and ethical conduct of our Trustees. Our reputation for integrity and excellence requires careful observance of the spirit and letter of all applicable law and regulations, as well as a scrupulous regard for the highest standards of conduct and personal integrity.

The continued success of Lansing Community College is dependent upon our community's trust and we are dedicated to preserving that trust. Trustees owe a duty to Lansing Community College, its students and the community to act in a way that will merit the continued trust and confidence of the public.

Lansing Community College will comply with all applicable laws and regulations and expects its trustees, officers, and employees to conduct business in accordance with the letter, spirit, and intent of all relevant law and to refrain from an illegal, dishonest, or unethical conduct.

In general, the use of good judgment, based on high ethical principles, will guide the Trustees with respect to lines of acceptable conduct. If a situation arises where it is difficult to determine the proper course of action, the matter should be discussed openly at the Board of Trustees.

Compliance with this policy of business ethics and conduct is the responsibility of every Lansing Community College Trustee. Disregard or failing to comply with this standard of ethics and conduct could lead to disciplinary action, up to and including possible suspension of travel or other Board privileges, public censure or other such action as the Board deems appropriate.

This policy shall commence effective June 18, 2007.

A. BOARD OF TRUSTEES:

1. Board members will be advocates of community college post secondary public education.

2. Board members will uphold and enforce all laws, State of Michigan Board of Education rules and regulations and judicial orders pertaining to community colleges. Desired changes should be brought about only through legal and ethical procedures.

3. Board members will make decisions which consider the educational welfare of students and the public and will strive to maintain a community college which meet the individual needs of all students regardless of their race, religion, creed, sex or social standing.

4. Board members will join, as appropriate, with fellow board members, College officers/staff, the community and students in a continuing study of the nature, value and direction of contemporary post-secondary education in order to maintain the appropriateness of the education mission of the College.

5. Board members will work to help the community understand the importance of community college education.

6. Board members will strive to ensure that people are accurately informed about the College and will try to interpret to the staff the aspirations of the community for the College.

7. Board members will recognize that their responsibility is not to administer the College but, together with fellow Board members, to provide that it is well administered.

8. Board members will arrive at conclusions in meetings complying with the Open Public Meetings Act.

9. Board members will refuse to surrender their independent judgment to special interests or partisan political groups or use the College for personal gain or for the gain of friends.

10. Board members will refer complaints to the President and will act on such complaints at public meetings when appropriate.

B. The Board and College Officials:

1. A Board member and any College officer/staff shall not participate in any way in a matter in which he or she has a present financial or personal interest (direct or indirect). A Board member shall not vote on any motion or resolution before the Board in which he or she has a present financial or personal interest (direct or indirect).

2. A Board member or officer/staff shall be deemed to have a financial or personal interest in a matter if adoption or defeat of a resolution or motion if adoption or defeat of a resolution or motion or action on a matter by the College would cause the Board member or officer/staff or his/her spouse, children, immediate family or business to derive a monetary gain. Such person shall be deemed to have such a financial or personal interest if that person, or that person's spouse, children or immediate family are employed by or have an interest in a business which would derive a monetary gain as a result of action on a resolution, motion or matter. An interest in a business shall not be deemed to be the ownership of an insignificant number of shares in a publicly held company.

3. No Board member or College officer/staff shall knowingly himself/herself, or by his/her partners or through any corporation which he/she controls or in which he/she owns or controls stock, or by any other person for his/her use or benefit or on his/her account, undertake or execute, in whole or in part, any contract, agreement, sale or purchase made, entered into, awarded to or granted by the College.

4. No Board member or College officer/staff shall engage in, solicit, negotiate for or promise to accept praise employment or render services to private interests when such employment or services creates a substantial conflict with or substantially impairs the proper discharge or official duties. No board member or College officer/staff shall use college office facilities or supplies other than in the proper discharge of his/her official duties.

5. No member of the Board of Trustees shall be interested directly or indirectly in any contract with or claim against the Board of Trustees.

6. This policy shall be reviewed periodically for the information and guidance of Board members and College officer/staff and any new Board members and College officer/staff shall be given a copy of this policy upon entering on the duties of office.

C. Administration of the Policy

1. Review of Allegations of Misconduct:

(a)Persons desiring to make complaints concerning violations of this Code of Ethics and Conduct should be requested to make such allegations in writing, to present information in support of their allegations and to be available to meet with representatives of the Board of Trustees in person.

(b)All allegations of violations or misconduct on the part of Board members or College officers/staff shall be referred to the Board of Trustees. All investigations and proceedings related to the resolution of the alleged misconduct shall be handled in accordance with the requirements of the Open Public Meeting Act and other applicable law.

(c)Upon receiving such complaint the Board of Trustees shall initially review the apparent merits of the allegations. Where the complaint is deemed frivolous and without merit, no further action need be taken. If, however, the allegation may have merit, the Board in accordance with law shall initiate an investigation to gather facts upon which to base a conclusion as to the validity of the allegations made.
Upon completing its investigation the Board shall prepare a report containing its findings and conclusions. This report shall provide the basis for the Board to take appropriate action in accordance with law with respect to the allegations.

(d)Whenever any College officer/staff or Board member is found to have violated these ethical standards, the Board shall take appropriate action. For college officer/staff, such action may range from a letter of reprimand to the discharge of the involved College officer/staff but any such discharge shall be in accordance with procedures provided by law or contract.

D. Definitions:

1. College officer/staff means the Lansing Community College President, Vice Presidents, CFO, COO, CAO, CIO, HR Director, College Deans, Director of Purchasing/Contract Manager, Media Relations/Special Events Specialist, Director Strategic Planning & Ed, Strategic Communications Specialist, Director of Strategic Partnerships, Controller, and Executive Assistant to the President.

2. Board member means a member of the Board of Trustees of Lansing Community College.

IV. Responsibility

Adopted: June 18, 2007

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Equal Opportunity and Nondiscrimination Policy Statement

Lansing Community College is committed to a policy of providing equal employment opportunity and equal education for all persons regardless of race, color, sex, age, religion, national origin, creed, ancestry, familial status, marital status, height, weight, sexual orientation, disability or veteran's status or other status as protected by law.

Equal employment opportunity is a legal, social and economic responsibility of the college and is provided in accordance with applicable federal and state laws and Lansing Community College policy. The college policy and practice at all levels assures the active and positive implementation of federal and state equal employment opportunity laws, executive orders, rules and regulations and College equal employment opportunity policies and guidelines.

The college prohibits retaliation or reprisals against any individual because she/he has filed a compliant or report, participated in an investigation, or otherwise opposed unlawful discrimination.

This nondiscrimination policy applies to admissions, employment, access to and treatment in the college programs and activities. This policy applies to all persons employed by LCC, enrolled as a student, seeking admission to the college and/or requesting employment at or having contracts with the College.

The College is committed to and reaffirms support of equal opportunity in employment, education and non-discrimination in employment and academic policies, practices and procedures and will examine periodically all employment and academic policies for discrimination on the basis of race, color, religion, sex, national origin, creed, ancestry, familial status, age or disability, marital status, height, weight, sexual orientation, disability or veteran's status or other protected status and take remedial action to correct such discrimination if it is found to exist.

The College values diversity and seeks talented students, faculty and staff from diverse backgrounds. The College does not discriminate in the administration of educational policies, programs or activities; admissions policies; scholarship and loan awards; athletic, or other college administered programs or employment.

The College's Director of Equal Opportunity and Diversity Programs (517) 483-5232 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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  1. Definitions: an Executive Summary of no more than three pages shall be provided to the Board each month.Such Executive Summary shall, in outline format, identify changes to previously reported outcomes, financial status, operational issues and any such items as a reasonable and prudent person would expect to be of concern and interest to a governing body.

  2. Supporting information shall be referenced with page citations, or source, for more detailed information of the items identified in the Executive Summary.

  3. Pro Forma and repetitive reports shall not be made but shall be referenced and on file with the Board Secretary for previously reported information.

The College's President, Board Liaison and each Dean and Division Director are responsible for identification of such information as should be reported to the Board under this policy and for preparation and submission of same.

Adopted: May 15, 2006

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

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Evaluation Policy

The purpose of this policy is to assist the College and each of its employees in achieving excellence in performance through an annual evaluation of goals, performance and opportunities for improvement.

This policy shall apply to all employees of the College unless otherwise provided for, or prohibited by, collective bargain agreements.

All employees covered under this policy shall be evaluated annually in writing by their supervisor. The College shall adopt an evaluation tool which is designed to facilitate positive interaction between supervisors and employees on the expectations and performance by each employee, including establishment of goals and job relevant performance criteria. Evaluations shall be done utilizing a standard evaluation format reviewed by the Personnel & Compensation Committee of the Board and approved by the Board.

The College's President, Human Resources Director and each supervisor shall have responsibility for implementation of, and conformance to, this policy.

Adopted: May 15, 2006

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

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Executive Summary Reporting Policy

  1. This policy is intended to assure that the policy makers are promptly and succinctly informed of significant proposals, changes in previously reported information and other noteworthy information. Such information should also be provided to students, faculty, staff and the public to improve the transparency of information and status of the college and its finances and functions.

  2. The Executive Summary shall also be designed to reduce the need for administration to prepare and others to review repetitive material previously presented.

  3. Executive Summary reports are intended to increase focus on, and attention to, those items of change or new information that concern the Board, students, faculty, staff and public.

This policy shall commence effective May 15, 2006.

  1. Definitions: an Executive Summary of no more than three pages shall be provided to the Board each month.Such Executive Summary shall, in outline format, identify changes to previously reported outcomes, financial status, operational issues and any such items as a reasonable and prudent person would expect to be of concern and interest to a governing body.

  2. Supporting information shall be referenced with page citations, or source, for more detailed information of the items identified in the Executive Summary.

  3. Pro Forma and repetitive reports shall not be made but shall be referenced and on file with the Board Secretary for previously reported information.

The College's President, Board Liaison and each Dean and Division Director are responsible for identification of such information as should be reported to the Board under this policy and for preparation and submission of same.

Adopted: May 15, 2006

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

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Facilities Master Plan Policy

Lansing Community College's campus must be regularly evaluated as to its location, adequacy and suitability to carry out the College's educational mission. Considerations will be made for the educational, social and cultural activities of students, faculty and staff. This will be accomplished through purchase, construction, extension and adaptation of College facilities.

A long range master plan to evaluate, maintain, improve and/or expand the campus shall be annually adopted by the Board of Trustees.

This policy applies to the College's annual and long-range planning process.

The College's facilities master plan shall include:

Annual plant expenditures should directly reflect an adherence to the master plan.

Annual evaluation of the long-range campus master plan and its progress will be made and submitted to the Board of Trustees for final approval. Factors involved with the development of the master plan will be reevaluated as to relevancy and currency. Both current use and proposed future use will be considered in this evaluation. Adjustments to the master plan shall be made to represent long-range student, employee and community needs.

The Vice President for Administrative Services and Finance is responsible to develop procedures to implement this policy.

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

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Facilities Use Policy

This document establishes a policy designed to address use of College facilities including rental of available space to outside groups, and use by College sponsored groups/organizations.

This policy applies to all College facilities.

As a tax supported community college, the primary missions of education and community service will have first priority in the use of facilities on campus. LCC facilities are available for rental or for community use only when LCC classes are not scheduled.

The College President must assure that procedures are in place to carry out this policy.

ADOPTED: 3/18/02

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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