Employee Handbook Professional, Technical & Support Staff - Lorain County Community College
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Employee Handbook Professional, Technical & Support Staff
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Updated November 2021
LCCC Employee Handbook 2021
Solicitation for Charity .................................... 21
Table of Contents Classification of Personnel ............................. 21
LCCC Employee Handbook 2021 ............... 3 Compensation ............................................. 22
Employment of All Personnel ......................... 22
Table of Contents .......................................... 3
Probationary Period ....................................... 22
Welcome........................................................ 6 Pay Period....................................................... 22
Foreword ....................................................... 7 Work Hours .................................................... 22
Our Roots ......................................................... 7 Overtime......................................................... 22
Leadership ........................................................ 7 Human Resources........................................ 23
Early Growth .................................................... 8 Personnel Files ............................................... 23
Meeting the Community’s Needs .................... 8 Job Descriptions for All Employees ................ 23
Looking Toward the Future .............................. 8
Performance Planning & Development .......... 23
Our Mission, Vision & Values ........................ 9 LCCC LinkedIn Learning .................................. 23
Our Strategy................................................. 10 Promotions and Transfers - Equal Employment
LCCC Vision 2025: Five Areas of Focus ........... 10 Opportunities ................................................. 24
LCCC Operational Priorities ............................ 12 Job Postings .................................................... 24
College Governance & Decision Making...... 13 Reclassification, Reassignments, and Staff
The Board of Trustees of Lorain County Progression ..................................................... 24
Community College ........................................ 13 Support Staff Career Pathways ...................... 25
Operations Council ......................................... 13 Salary Increases .............................................. 25
Faculty Senate ................................................ 13 Grievance Procedure ...................................... 25
Staff Council ................................................... 14 Expectations for Telecommuting ................... 25
Student Senate ............................................... 14 Resignation ..................................................... 26
Getting Started ............................................ 15 Termination of Employment .......................... 26
Employee ID Cards ......................................... 15 Benefits........................................................ 26
Parking............................................................ 15 Medical Insurance .......................................... 26
Telephones ..................................................... 15 Dental Insurance ............................................ 27
Cellular Telephones and Mobile Life Insurance Benefits ................................... 27
Communication Devices ................................. 15 Core Pension Plans ......................................... 27
Information Systems and Access.................... 15 Voluntary 403(b) and 457(b) Supplemental
Employment Policies ................................... 17 Retirement Plans ............................................ 27
Equal Opportunity/Affirmative Action ........... 17 Employee Assistance Program ....................... 27
Americans with Disabilities Act and Office of Workers' Compensation ................................. 28
Accessibility Services ...................................... 17 Instructional Fee Waivers ............................... 28
Code of Conduct ............................................. 17 Personal Trainer Fee Waivers ......................... 29
Confidential Nature of Work .......................... 17 Tuition Reimbursement.................................. 29
Off-Campus Employment/Conflict of Interest 18 Exchange Program .......................................... 29
Sexual Misconduct ......................................... 18 Credit Union ................................................... 29
Incident Reporting Form ................................ 19 Bookstore Purchasing Benefit ........................ 29
Nepotism ........................................................ 19 Cell Phone Discount ....................................... 29
Professionalism, Customer Service and Employee Computer Purchase Program ........ 30
Conduct .......................................................... 19 Special Event Ticketing Discounts .................. 30
General Standards of Ethical Conduct............ 19 Use of Library Facilities ................................... 30
Ohio Public Records ....................................... 19 Use of the Health, Physical Education and
Absence Notification ...................................... 20 Recreation (HPER) Division’s Facilities ........... 30
Rest Periods.................................................... 20 Time Off ....................................................... 30
100% Tobacco-Free Institution ...................... 20 Vacation.......................................................... 30
Drug-Free Campus and Workplace ................ 21 Earned Time Off ............................................. 30
Use of College Name ...................................... 21 Personal Days ................................................. 31
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Sick Leave ....................................................... 31 Children’s Learning Center ............................. 35
Donated Leave ............................................... 31 Physical Plant.................................................. 35
Family and Medical Leave Act ........................ 31 Campus Security ............................................. 35
Holidays .......................................................... 32 Emergency Medical Assistance ...................... 35
Leave for Court Appearance .......................... 32 Bookstore ....................................................... 36
Bereavement Leave ........................................ 32 Information Systems and Services ................. 36
Military Leave ................................................. 32 Spitzer Conference Center ............................. 36
Leave Without Pay ......................................... 32 Library............................................................. 37
Paid Sabbatical Leave ..................................... 32 Stocker Center ................................................ 37
Paid Educational Leave for Support Staff ....... 33 Conferencing & Dining Services ..................... 37
Inclement Weather and Emergency Closings. 33 Media & Publications .................................. 38
Payroll Services ............................................ 34 Maps ............................................................ 39
Payroll Deductions ......................................... 34 Main Campus.................................................. 39
Direct Deposit of Biweekly Pay ...................... 34 LCCC Learning Centers.................................... 40
Viewing Your Pay Advice ................................ 34 Special Addendum – Covid-19 Protocols .... 41
Electronic Payroll Savings with Treasury Direct Keeping Our Campus and Workplace Safe
........................................................................ 34 During and After COVID-19 ............................ 41
Automatic Teller Machine .............................. 34 LCCC Prepared ................................................ 41
Facilities & Services ..................................... 34 Signature Page............................................. 42
Fab Lab ........................................................... 34
*** Important Notice ***
This handbook is not intended to create an express or implied contract
of employment between Lorain County Community College (LCCC) and you.
LCCC may modify, suspend, or delete any of its policies stated in this handbook
with or without notice. This handbook is a management guide to general human
resource methods. It is not an employment contract and does not provide any
enforceable contractual rights to the employee with respect to his/her terms or
conditions of employment. Neither the guidelines, nor any written or oral policies,
nor practices, or procedures, which may develop from these guidelines, create
either an express or an implied employment contract.
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Welcome Welcome to Lorain County Community College. We are delighted you have joined us in our impactful work to help students achieve their dreams and our community thrive. LCCC was founded in 1963 to provide access to higher education for every person in Lorain County, regardless of their educational attainment or socioeconomic status. It is our belief that every student’s dream matters and that each of us play an integral role in fostering students’ success. We do this through our culture of care and with a strong focus on equity for all. That means that no matter where students come from or what barriers they face, LCCC will help them overcome obstacles and achieve their goals. By addressing equity from a data-driven perspective and creating wrap-around services that support students in the areas they need most, our culture of care is at the heart of all we do. And I am thrilled that your talents will now help us achieve these goals. This same approach also exists at the core of our work within the community. Whether creating partnerships with local non-profits or building a network of employers to help design relevant and effective academic programs to meet talent needs, we approach this work by also meeting companies and organizations where they are. Your work is deeply important to LCCC’s mission, and I hope you find a rewarding professional home here. By applying your unique skills and perspective, you are now an important part of our campus community. Through strategic and thoughtful work, will we continue to work collectively toward building a brighter and more vibrant Lorain County. Best wishes to you as you begin your new journey as a member of the LCCC campus community. Sincerely, Marcia J. Ballinger, Ph.D. President Lorain County Community College 6
Foreword
This Professional/Technical and Support Staff Handbook provides you with an overview of
Lorain County Community College (otherwise known as LCCC or the College) and those College
policies, procedures and benefits that most directly affect you and your family. The Handbook is
a resource for employees whose primary responsibilities are other than teaching.
This Handbook is for your use as a reference. Within this Handbook, there are links to Policies
and Procedures located on the LCCC Intranet. You may access them directly by clicking on the
link if you are viewing an electronic copy in CampusNet at https://campusnet.lorainccc.edu.
As these policies and procedures are subject to change, the Handbook will be updated from
time to time. Should inaccuracies, inconsistencies, or conflicts exist, the Policies and Procedures
will govern.
Our Roots
For more than five decades, Lorain County Community College has been supporting the
community by playing a vital role in preparing residents and local employers for the future. As
an institution that was chartered in 1963 after an initiative led by the league of women voters,
LCCC became the first community college in Ohio to establish a permanent campus. Remaining
committed to the fact that “community” is our middle name, LCCC has fostered robust
community partnerships in an effort to design academic programs and training options that
align with employer needs – while simultaneously
providing support services designed to meet
students where they are and prepare them for
success.
Leadership
The LCCC District Board of Trustees has governed
the College since its inception. In 1963, the Lorain
County Commissioners appointed seven trustees to
the board. Today, nine members serve on the
board, with six appointed by the commissioners
and three by the governor of Ohio.
LCCC’s first president was Max J. Lerner, who
served from 1963 to 1970. Thomas Bowen served
as acting president from 1970-1971. Omar L. Olson
(1971-1986) followed. Bowen and Richard R.
Mellott, served in an interim capacity from 1986 to
1987. Roy A. Church served as the College’s fifth
president from 1987-2016.
LCCC Board of Trustees
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The current president, Marcia J. Ballinger, has been president since 2016. Dr. Ballinger is supported by a dedicated and highly qualified group of Leaders that make up LCCC’s Executive Leadership Team. These senior leaders are responsible for overseeing the College’s operations and strategy to ensure LCCC upholds its values and achieves its mission in service to our students and the community. Early Growth LCCC Executive Leadership Team LCCC’s main campus on North Abbe Road in Elyria, Ohio opened as a permanent facility in 1966 with three buildings – Engineering Technologies, Mechanical Services and Physical and Social Sciences. By the end of the fall semester, three more buildings opened – Business, College Center and Physical Education. In 1971, LCCC received full accreditation by the North Central Association of Colleges and Schools, the highest-ranking accrediting association of higher education institutions. Meeting the Community’s Needs The College’s growth continued through the next several decades with the number of campus buildings expanding to meet the growing need for accessible and affordable education in the community. LCCC opened the C. Paul Stocker Humanities and Fine Center in 1980 and the John A. Spitzer Conference Center in 1995 as a way to enhance the vibrancy of life in Lorain County for all residents. Looking Toward the Future The College prioritizes its role of meeting students where they are and has added strategically placed learning centers in Lorain (city center and within the Lorain High School), Wellington, and North Ridgeville. Its newest facilities are designed with the future in mind. Innovative, flexible classrooms, state-of-the-art laboratories capable of fostering award-winning scientific research, an expanded fab-lab and maker space, and a commercialization center for microsystems complete with clean rooms are all accessible for LCCC students and the community. As the campus has evolved throughout the years, the College has worked hard to align educational programs and pathways with changing employer demands. The goal is to pave a road to success for every student – a road that leads to a high-paying job in a sustainable career with flexible options to earn additional, higher-level degrees when the time is right. 8
Our Mission, Vision & Values
Each person makes an important and unique contribution to the ability of our college to fulfill
its mission and vision. LCCC’s Mission, Vision and Values answer the questions,
“Why we exist” —Our Mission,
“What we do” —Our Vision, and,
“How we behave” —Our Values.
Our Mission: To provide opportunities for…
• Individuals to succeed through quality education
• Economies to grow through innovation
• Communities to thrive through rich cultural experiences
Our Vision: To create a vibrant community for all where…
• All Students achieve academic and career success
• Industry talent needs are met, and businesses start, locate, and grow
• People connect and prosper
Our Values: We value our role as the community’s college and the opportunity to build the
community’s trust in order to educate, adapt, lead and inspire. We value our role to create
a better, more equitable future for our community.
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Our Strategy
The mission, vision and values are embodied in our strategic plan— Vision 2025 and its five
areas of focus — Student Focused, Success Focused, Future Focused, Work Focused and
Community Focused. Vision 2025: “10,000 Degrees of Impact” has set a lofty goal –
“by 2025, 10,000 individuals will earn a LCCC degree or credential that will…”
Impact Individuals and Families by
• Increasing earning potential,
• Providing access to affordable higher education with no debt,
• Providing opportunities to succeed in careers of interest and passion,
• Increasing personal growth and capacities to thrive in life and careers,
• Increasing economic mobility and financial security, and,
• Creating inspirational and aspirational ripple effects.
Impact Economy and Community by
• Making Lorain County a talent destination by increasing educational attainment that
out-paces region and fuels economy,
• Providing business and industry access to work-ready talent and growth resources,
• Helping all communities prosper by increasing household incomes and home ownership,
and engaging citizens, and,
• Advancing Lorain County as a valued place to live, learn, work and play.
LCCC Vision 2025: Five Areas of Focus
1. Student Focused – Expand Participation
Prepare Working-Age Adults for New Economy: Expand outreach to increase the
number of working age adults pursuing education and training in order to have
access to and succeed in high-demand, good paying jobs.
Prepare Next Generation: Collaborate with K-12 to increase the number of high school
students who graduate with college credit, reducing college debt and increasing
their success as they pursue a college/career path after high school graduation.
2. Success Focused – Increase Completion and Academic Success
Offer Pathways to Emerging and In-Demand Jobs and Industries: Enhance existing and
develop new programs and pathways to align with in-demand jobs and industries
such as Advanced Trades, Advanced Manufacturing, Information Technology,
Creative Economy, Artificial Intelligence, Healthcare, Agriculture, and the Internet
of Things.
Ensure Equity for All Students – Break Down Barriers and Create Opportunities: Through
a caring campus culture, meet students where they are and remove barriers while
creating rich opportunities to help students reach their full potential.
10Prepare Students with Future Ready and Soft Skills: Provide broad educational
experiences to prepare students with capacities and skills to thrive in a changing
world. Focus areas include lifelong learning, entrepreneurial mindset, creativity,
strong communication and problem-solving abilities, social responsibility,
application of digital and technology skills, and an ability to adapt and change.
Make Education and Training More Accessible and Flexible: Deliver programs in flexible,
affordable, accessible, and intentional ways to meet diverse learning needs.
Leverage technology to deliver education in multiple ways, locations, and at a pace
adaptable to each individual student. Construct alternative, flexible scheduling
options to meet student needs and expectations.
3. Future Focused – Foster Future Success
Expand Earn and Learn Models: Collaborate with employers to embed internships and
apprenticeships into programs ensuring experiential learning for students.
Enhance Career and Job Placement Services: Facilitate connections between students,
graduates, and employers. Help employers find qualified, highly skilled talent to
meet workforce needs.
Expand Clear, Affordable Pathways to Bachelor’s and Graduate Degrees: Reduce
students’ time and cost by expanding efficient, intentional transfer pathways and
services, leading to University Partnership or other transfer partners. Expand LCCC’s
applied bachelor’s degree programs for greater savings.
4. Work Focused – Improve Economic Competitiveness
Elevate Skills of Workforce as Economy Shifts: Expand continuing education and
customized training opportunities to quickly retool, reskill workforce to keep
people, communities, and business/industry relevant as the economy changes.
Stimulate Innovation and Entrepreneurship: Leverage LCCC services and facilities to
support innovation within business and industry, foster growth of new clusters and
economies and accelerate invention, commercialization, and entrepreneurship.
5. Community Focused – Enhance Quality of Life
Partner with Community Organizations to Address Common Community Challenges and
Opportunities: Partner appropriately with other organizations and entities that are
leading efforts to address common community areas of importance such as
transportation, digital connectivity, food insecurity, health and wellness, and drug
addiction.
Leverage LCCC as Community Resource: Bring value to the entire community by
leveraging amenities and programs to expand personal enrichment and lifelong
learning opportunities including the cultural and culinary arts, entertainment, and
health and wellness.
11LCCC Operational Priorities The Operational Priorities are how we will strengthen LCCC for the Future! These priorities will guide internal work to strengthen facets of the institution that support LCCC’s mission, vision, and values. These are based on the foundational value of ‘Equity for All in All we do’. Each of these priorities are rooted in this foundational value and apply an equity lens to develop strategies and implement work to ensure equitable experiences and outcomes. These priorities are categorized in seven areas of investment: 1) People 2) Technology & Systems 3) Process Efficiency 4) Communication & Collaboration 5) Connecting with the Community 6) Adapting to Changing Environment 7) Academic Excellence We have an important mission to fulfill and a clear path of how to do it. YOU are now a vital part of this mission, and it takes all of us working together to help make Lorain County a vibrant community for all. 12
College Governance & Decision Making
The Board of Trustees of Lorain County Community College
The Board of Trustees represent the people of the entire College district in providing an
educational program that best serves the needs of the citizens within the limits of the budget.
The Board members have authority only when acting as a Board of Trustees legally in session.
No member or employee of the Board of Trustees shall have the power to act in the name of
the Board outside of board meetings unless authorized to do so by the Board of Trustees.
It is the duty of the Board to:
• Establish policies
• Establish rules and regulations for control and government of the Lorain County
Community College District
• Select and appoint a President of the College
• Review and approve the President’s recommendation regarding personnel
• Review and approve financial matters for the College
• Review and approve areas of curriculum
• Delegate to the President authority to approve necessary operational procedures
• Delegate the authority to regulate the use of the facilities of the College and the
conduct of the students, College employees, and visitors to the campus so the College
may pursue its educational objectives and programs in an orderly manner
Operations Council
Procedure II-210
The Operations Council advises and assists the President in arriving at administrative decisions
relating to the operation of the College. The Council, however, does not advise on confidential
matters relating to personnel or administrative implementation of established policy,
procedure, or direction. The members of the Operations Council include the College President,
the Provost/Vice President for Academic and Learner Services, the Vice President for
Administrative Services/Treasurer, the Vice President for Strategic and Institutional
Development, the President of Faculty Senate, the President of Staff Council and the President
of Student Senate.
Faculty Senate
Procedure II-225
Faculty Senate provides quality education to students, promotes the values of higher
education, strengthens the faculty’s commitment to their disciplines, and participates in the
shared governance of Lorain County Community College.
13Staff Council
Procedure II-270
To fulfill the following purposes in relation to staff in the Professional and Technical and
Support Staff (Full and Part Time) employee classifications:
1) Provide a representative forum through which its members can address matters relating
to the College and the members.
2) Provide an additional avenue to enhance the flow of communication to and from its
members with others throughout the College.
3) Serve as a representative of its members in advising the President of the College in
matters of Policy and Procedure.
4) Encourage the commitment of its members to the mission, values and philosophy of the
College and involvement in efforts to achieve the College’s strategic goals.
5) Promote activities concerning staff development.
6) Promote recognition of its members as a valued part of the College’s work force.
7) Advise the President of the College concerning the approach, which will be taken to
administer any infusion of salary increases into the salary schedules of its members,
which has been approved by the District Board of Trustees.
Student Senate
Procedure V-310
As the governing body of the Associated Students, to promote, administer, and support
activities which enhance the learning and developmental experiences of that group.
14Getting Started Employee ID Cards Employee Identification Cards are issued to all full and part time employees. Every employee should obtain an ID. In order to take advantage of many campus activities (Stocker Center performances, Library, Fitness Center, etc.), an LCCC photo ID card is required. This picture ID card is free to all College employees and their dependents and can be obtained at the Library. Parking Persons charged with a parking violation should pay the appropriate fine at Financial Services within 20 days. Appeals may be submitted in writing to the Director of Campus Security within 10 days of the citation. Continual abuse of parking violations by any employee will be reported to the employee's supervisor. Questions or concerns about parking should be directed to Campus Security at 366-4053. Telephones Each employee is provided access to a telephone – either a physical telephone on his/her desk or a telephone within the Division/Department. All employees having a physical telephone are issued a telephone extension number that will remain the same throughout employment at LCCC. For information or questions regarding campus telephone service, please contact the Help Desk at Ext. 4357. Cellular Telephones and Mobile Communication Devices Procedure VI-108 Essential staff shall be assigned and use a College issued cellular telephone and/or mobile device. Essential staff shall be identified by the director or the functional equivalent in the areas of security, information technology, physical plant, marketing, and food service. The director or functional equivalent for each of the above referenced areas, along with the Stocker Performing Arts Center and Spitzer Conference Center, shall assign said devices and be responsible for tracking their use. Contact your organizational unit administrator for more information. Information Systems and Access Email All LCCC employees are provided a lorainccc.edu e-mail address. For information regarding employee emails please contact the Help Desk at Ext. 4357. 15
Campus Intranet The CampusNet Intranet (https://campusnet.lorainccc.edu) is accessible only by LCCC employees. Information on the site is organized by various main sections that include Departments, Committees, Employee Resources and Projects. The Employee Resources section includes links to information that is of interest to most employees, including an employee forms library, the policies and procedures manual and campus calendars. Off-campus access to the site requires a login with the employee’s LCCC network username and password. Canvas A leaning management system for employees and students and can be accessed from the College’s main or Faculty/Staff pages. As an employee, you can access job aids and other reference material to Oracle Cloud training and help. As a student, this is the web-based resource for all online blended and web enhanced courses where you can view course syllabus and assignments, check grades, turn in assignments, and interact with the instructor and students. MyCampus The MyCampus portal (https://mycampus.lorainccc.edu) is accessible to students and faculty. As faculty, you can review your class rosters, process grade rosters, view your schedule and student information and academic information. As a student, you can register, add/drop classes, view, and print schedule, manage your financial information, request transcripts, and view grades. Oracle Cloud and PeopleSoft Oracle Cloud and PeopleSoft are LCCC’s primary data-management systems, which hold all student and employee records in addition to managing financial processes. Currently, the Oracle Cloud is only accessible on campus through the faculty and staff page. It is a human resources and payroll system. As an employee, you can log into Oracle Cloud to access your personal information, enter time in your timecard entry, enter absences, or access your personal information, pay slip, and conduct financial transactions such as submitting purchasing requests and expense reports. PeopleSoft is used for many of our student financial and tracking systems. Access is through a “back office” login provided by Information Systems and Services (IS&S). Links to back office sites are available via CampusNet Intranet, located at https://campusnet.lorainccc.edu. Contact your organizational unit administrator for more information. 16
Employment Policies Equal Opportunity/Affirmative Action Policy II-305 Procedure II-310 Equal access: The College shall practice no discrimination on the basis of race, color, religion, gender, gender identity or expression, national origin (ancestry), military status (past, present or future), disability, age (40 years or older), status as a parent during pregnancy and immediately after the birth of a child, status as a parent of a young child, status as a foster parent, genetic information, or sexual orientation, as those terms are defined in Ohio law, federal law and Executive Orders issued by the Governor for the State of Ohio in hiring, layoff, termination, transfer, promotion, demotion, rate of compensation, eligibility for in-service training programs. Americans with Disabilities Act and Office of Accessibility Services In compliance with the Americans with Disabilities Act of 1990, services to students and employees with special needs are provided by the office of Accessibility Services located in the College Center 234. The goal of the office is to ensure that each person with a special need is provided with reasonable accommodations if needed. Code of Conduct Policy II-412 Lorain County Community College strives to provide faculty, staff, and visitors an environment conducive to academic pursuit and achievement, professional and personal growth and development, and community engagement and enlightenment. It is the purpose of this Code of Conduct to meet these goals through the protection of health, safety, welfare and property of the College and its employees. Being an employee Lorain County Community College, I pledge to honor the values of social responsibility, personal accountability and solid citizenship. I pledge to uphold the highest standards of professional and academic ethics. I will preserve my personal integrity and self- respect by being honest and fair and treating all individuals with respect. Violations of the Code of Conduct can be reported online using the following link: https://www.lorainccc.edu/report Confidential Nature of Work Policy II-412 (Code of Conduct) As an employee of the College, you may be exposed to confidential material (e.g., student records, etc.). As required by the Family Educational Rights and Privacy Act (FERPA) of 1974, confidential materials and College business generally should not be discussed with persons 17
outside the College or with persons within the College whose work assignments do not require that the confidential material be exposed to them. Off-Campus Employment/Conflict of Interest Policy III-405 Employees of the College may not engage in any off-campus employment or activity that in any way interferes with the performance of their duties for the College. Sexual Misconduct Policy II-320 Procedure II-320 Lorain County Community College is committed to a consistent effort to maintain an environment free of sexual misconduct (any unwelcome behavior of a sexual nature that is committed without consent or by force, intimidation, coercion, or manipulation), and sex discrimination based on gender, gender identity, or sexual orientation. Sexual misconduct in any form is prohibited and will not be tolerated. In its goal to create an environment for all students, employees and visitors which is fair, non- discriminatory, and free of coercion, the College has adopted this policy as the basis for education in the College community and complaint resolution. Students, employees, and visitors shall comply with the prescribed behavior set forth in Policy II-412 Code of Conduct as these policies may intersect. This policy, which has been updated to incorporate required changes as promulgated in 34 Code of Federal Regulations Part 106, effective August 14, 2020, is also applicable to all third parties affiliated with the College. Third parties are neither employees nor students and can include, but are not limited to, consultants, vendors, contractors, board members, etc. Notice of Nondiscrimination The College shall practice no discrimination on the basis of race, color, religion, gender, gender identity or expression, national origin (ancestry), military status (past, present or future), disability, age (40 years or older), status as a parent during pregnancy and immediately after the birth of a child, status as a parent of a young child, status as a foster parent, genetic information, or sexual orientation, as those terms are defined in Ohio law, federal law, and Executive Orders issued by the Governor for the State of Ohio in providing educational programs and activities, or work opportunities. The following persons have been designated to handle inquiries regarding the non- discrimination policies: Mr. Keith Brown, Mr. Timothy Hess, Lead Title IX Coordinator, CC 209D Title IX Coordinator, CC 209C 440-366-7692 440-366-7571 kbrown@lorainccc.edu thess@lorainccc.edu 18
Incident Reporting Form Incident Reporting Form To report any incident related to LCCC. Incidents can include academic, criminal or civil rights violations. E.g. academic dishonesty; verbal, physical, or sexual harassment; bullying; disorderly conduct; theft; disruptive behavior; and fraud, waste, and/or abuse of Federal or institutional funds. This form is available on the LCCC website at: https://www.lorainccc.edu/report Nepotism Procedures III-215 An employee may not be employed or assigned to a work area supervised by a relative of that individual. An employee may neither initiate nor participate in decisions that would benefit a relative including initial employment, retention, evaluation, promotion, compensation, or leave of absence. No relative of a trustee may be considered for appointment to any position at the College until all other sources of candidates have been explored and unless no equally qualified candidate is available. A “relative” includes anyone who is related to an individual, such as parent, spouse, child, sibling, grandparent, in-law, stepparent or stepchild, uncle, aunt, niece, or nephew. Professionalism, Customer Service and Conduct Professionalism, customer service and conduct are important to the College. Neat, conservative dress, professional etiquette and personal integrity make a positive impression on students, visitors, and colleagues. The importance of honesty, orderly conduct, and courtesy in daily dealings with the public and other employees cannot be overstated. Common courtesy, a friendly smile, a warm hello and a sincere interest in students and visitors alike project a positive image. General Standards of Ethical Conduct LCCC employees must, at all times, abide by protections to the public embodied in Ohio’s ethics laws, as found in Chapters 102 http://codes.ohio.gov/orc/102 and 2921 http://codes.ohio.gov/orc/2921 of the Ohio Revised Code, and as interpreted by the Ohio Ethics Commission and Ohio courts. Employees must conduct themselves, at all times, in a manner that avoids favoritism, bias, and the appearance of impropriety. Please reference the "Overview of the Ohio Ethics Law" found at the following link: https://www.ethics.ohio.gov/education/factsheets/EthicsLawOverview.pdf Ohio Public Records LCCC is subject to the Ohio Public Records Act, O.R.C. 149.43, et seq., and that any record kept by the College that is deemed a public record is subject to release if a proper request is made. In accordance with the Ohio Revised Code 149.43, public records include the following: Any document – paper, electronic (including, but not limited to, e-mail), or other format – that is created or received by, or comes under the jurisdiction of the College that documents the 19
organization, functions, policies, decisions, procedures, operations, or other activities of LCCC. All records are public unless they are specifically exempt from disclosure under the Ohio Revised Code 149.43 or any other relevant authority such as the Family Educational Rights and Privacy Act (FERPA). Public record requests are managed by the Office of Administrative Services. Please contact Jonathan Volpe, Vice President for Administrative Services/Treasurer at jvolpe@lorainccc.edu or 440-366-4051. Absence Notification Policy III-500 (Leaves of Absence) Any employee unable to come to work because of sickness or emergency should notify his or her immediate supervisor, or the person designated by the supervisor, prior to the beginning of the workday. Failure to report and/or properly notify the College will be considered an unauthorized absence. Such unauthorized absence may result in loss of pay for the time of the absence, termination, or other disciplinary action. As soon as possible upon returning to work, the employee must submit an absence request for approval. An employee who has been absent due to his/her own illness for five (5) consecutive work/contract days, must submit upon return medical certification affirming the illness and verifying that he/she is able to return to work to the Human Resources Office who will notify his/her Director/Dean/Unit Administrator. During any absence of more than one day, the employee should be sure that his/her supervisor and the Human Resources Office are kept informed of the situation. Rest Periods Full-time employees receive two 15-minute rest periods and one-half hour (unpaid) lunch period during regular scheduled 8.5-hour working days. Part-time employees receive one 15- minute rest period for every four hours worked. If more than one person is employed in a particular area, the area supervisor may choose to stagger rest periods to ensure that the work area is always covered. 100% Tobacco-Free Institution Policy VI-225 Procedure VI-225 Lorain County Community College is designated a 100% Tobacco-Free. LCCC is committed to promoting a healthy lifestyle and workplace environment and will support administrators, faculty, staff, and students in their efforts to reduce or discontinue the use of tobacco products. For information on available resources, please contact Ms. Charlene Dellipoala. Ms. Dellipoala is a Certified Tobacco Treatment Specialist (CTTS) specially trained to develop plans for individuals seeking to stop using tobacco. 20
Drug-Free Campus and Workplace
Procedure VI-300
In compliance with federal regulations, LCCC will provide a drug-free campus and workplace for
employees and students in an effort to prevent the unlawful possession, use, or distribution of
illicit drugs and alcohol by all students and employees on any property owned or controlled by
LCCC or as part of any of its activities.
Use of College Name
College employees may only use the College name for those activities that have been
authorized through the President's Office.
Solicitation for Charity
The College appreciates the value of many deserving charitable organizations but realizes the
impossibility of participating in all charitable campaigns. Therefore, College-wide solicitations
are limited to the annual United Way campaign. The United Way of Greater Lorain County
supports many valuable organizations in our community with its mission: To lead community
transformation, creating a better life for all, by connecting community partners through
collective impact in health, education, and financial stability.
Classification of Personnel
Policy III-105
Full-time Employees: Full-time employees are those employees hired to work a minimum of 40
regularly scheduled hours per week for 13 or more consecutive weeks.
Part-time Employees: Part-time employees are those employees hired to work less than 25
regularly scheduled hours per week.
Temporary Full-time Employees: Temporary Full-time: A status that may be applied to any of
the above employment classifications as required satisfying the temporary needs of the
College.
Administrative/Professional/Technical Employees: Administrative, Professional, and technical
support personnel: Those employees whether full-time or part-time, whose duties require
independent judgment and specialized expertise, as specified in the job descriptions for
support-professional-administrative personnel.
Support Staff Employees: Support staff: Personnel, whether full-time or part-time, whose
duties support the operation of the various cost centers and functions of the College in the
ways specified in the job descriptions for support staff.
21Compensation Employment of All Personnel Policy III-205 All personnel are employed by the Board of Trustees upon the recommendation of the administration subsequent to the completion of the established internal procedures. All are employed based on job-related criteria; that is, ability, experience, education, and other relevant qualifications. All are employed without regard to race, color, religion, national origin, ancestry, age, sex, or disability. Full-time Administrative, Professional/Technical and Support Staff are appointed for a single year at a time and are not eligible for tenure. Probationary Period Policy III-295 All new full-time Support Staff, Professional Technical and Administrators have a 90-day probationary period. Under certain circumstances, a second 90-day period may be required. At the end of the probationary period, the employee is notified of retention or release. Ohio is an employment-at-will state, which means that, in the absence of a written employment agreement, either LCCC or the employee, whether full- or part-time can terminate employment for any reason that is not contrary to law. Pay Period Policy III-306 The annual salaries of full-time staff are divided into 26 biweekly pays. Full-time employees are paid for services up to and including payday. Part-time employees are paid for hours worked through the Sunday, two weeks preceding the actual payday. Annual time card/pay schedules are posted on CampusNet and available to all employees at the beginning of each fiscal year. Work Hours Policy III-490 The non-faculty workday which includes all full-time Administrators, Professional and Technical Support Staff and Support Staff employees will be the following: the college’s work hours per week are forty (40) hours; the employee’s business day is an eight and one-half (8-1/2) hour schedule, which includes eight (8) hours of work and a one half hour (1/2) unpaid lunch. The actual eight (8) hours of work will be established by the Organizational Unit Administrator based on the needs of the organizational unit. The College’s normal business hours are 8:30a.m.-5:00p.m. Business hours may vary for each division office/organizational unit. Overtime Policy III-395 Professional/Technical Staff are contracted (salaried) employees and are considered “Exempt” from the Wage & Hours Laws and are not eligible for overtime. Full-time Support Staff who 22
work in excess of their regularly scheduled workweek (see Classification of Employees) are compensated as follows: Overtime: one and one-half times the hourly rate Holidays scheduled as a workday: one and one-half times the hourly rate Holidays scheduled as a day off: paid straight time Emergency closing: one and one-half times the hourly rate Part-time employees: one and one-half times the hourly rate for hours worked over the regular workweek for a full-time employee. Overtime hours are reported on timecards and are paid according to the timecard schedule Human Resources Personnel Files Personnel files for all full and part-time Support Staff are maintained in the Human Resources Office. It is important that personnel files contain accurate and up-to-date information; therefore, any change of status (marital status, number of children or dependents, death in family, change of address, etc.) should be reported to the Human Resources and Payroll Office as soon as possible. Job Descriptions for All Employees Policy III-110 Procedure III-110 The Human Resources Office maintains approved job descriptions. The descriptions pertinent to a particular organizational unit are generally available on the intranet. Performance Planning & Development Policy III-690 Each year, employees have an opportunity to develop a strategy to plan their personal and professional development to help improve their performance and career fulfilment. Either an employee or his /her immediate supervisor may request a mid-year review. The annual review will be initiated by Human Resources providing forms, directions and timing each year. More detailed information about performance appraisals can be obtained in the Human Resources Office. LCCC LinkedIn Learning To assist employees in their personal and professional development, the College has partnered with LinkedIn Learning to allow access to their 10,000+ videos and courses as well as custom LCCC content. LinkedIn Learning is an online learning platform with courses and videos on a 23
wide array of topics designed to support your personal and professional development. This benefit provided to all Full-time faculty and staff at no cost to you! There are also plenty licenses available to part-time staff on a first-come, first-served basis. This is fully paid by the College and can be accessed at work or on your own time, 24/7/365. You can access LinkedIn learning by going to: https://www.linkedin.com/learning-login Note: You must have an activated account and should have received an activation link. If you need help accessing your account or want to request a license, please contact Tim Hess, Manager of HR & Operations at thess@lorainccc.edu. Promotions and Transfers - Equal Employment Opportunities Policy II-305 In adhering to the College policy of equal employment opportunity and affirmative action, promotions and transfers are solely on the basis of job-related criteria, e.g., ability, job performance and experience. Job Postings Professional Technical Support Staff and Support Staff job postings are advertised internally and externally online using a variety of sources such as LinkedIn, Indeed, Ohio Means Job, and social media and area newspapers when appropriate. In addition, all positions will be posted on the LCCC Career Opportunities Website (https://lorainccc.referrals.selectminds.com/). Occasionally, Professional Technical job postings are advertised regionally and nationally, which may include the Akron area, Sandusky, Columbus and Cincinnati areas and professional journals and publications when appropriate. All Professional Technical positions require a screening committee appointed by the President's Office. Classified Support Staff positions normally do not require a formal screening committee. Some positions are posted to hire internally only. These are posted on the Career Opportunities Website. Reclassification, Reassignments, and Staff Progression Policy III-370 Procedure III-391 Procedure III-115 Individuals moving from one position to another, initiated by the college, which involves a change in classification and pay grade, or who have been approved for staff progression or who are being reclassified, are assigned to the appropriate pay grade, effective the date of the change and/or July 1. The employee’s salary may then be recomputed if it does not fall within the pay range covering the change. 24
Support Staff Career Pathways
A process to provide for the career advancement of administrative support staff personnel was
established with the desire to maintain organizational unit capacities. The Organizational Unit
Administrator can initiate the process to progress a full-time administrative support staff
employee through the support staff position levels, utilizing the established guidelines. The
OUA should contact the Human Resources Office for more information on this process.
Salary Increases
Policy III-390
Each year, the Board of Trustees determines the amount of funds available for salary increases.
Salary increases are based on funds available, market conditions and needs of the College.
Grievance Procedure
Procedure III-705
The College recognizes that grievances may arise in any employment relationship. The College
hopes that all such problems can be resolved quickly and fairly. The following principles will be
adhered to at all levels and through all steps of the grievance procedure.
All parties have the right to:
• fairness, equity, confidentiality, and non-prejudicial use of records;
• choice of in-house employee representation;
• timely resolution of grievances at lowest level possible;
• no retaliation or adverse action taken against an employee who files a grievance
regardless of the outcome of the grievance.
If an informal discussion with the employee’s immediate supervisor fails to produce an
equitable solution, the employee may initiate a formal procedure by submitting the grievance
in writing to the supervising administrator at the next higher level.
Expectations for Telecommuting
LCCC desires to offer remote work/telecommuting to support work-life balance and enhance
employee morale. The College also believes there should be a level of on-site presence to
support collaboration, personalized service, information exchange and interaction with the
campus community. As such, LCCC is currently conducting a remote work pilot program and
suggests these arrangements do not exceed 40% of time in a remote location.
During this pilot, you should coordinate any requests and arrangements for telecommuting
with your supervisor since this must be approved in advance and you must ensure the needs of
your department/operating unit are met. Telecommuting grants a certain set of expectations
for LCCC employees to which you are expected to adhere. All telecommuting requests are
subject to final approval and must begin on a pay-period beginning date, lasting through the
25end of the semester/time-period outlined in the Telecommuting Procedure Pilot. Please review the LCCC Telecommuting Procedure and Request Process and Form by clicking this link. Resignation Policy III-890 Procedure III-890 Employees should submit a letter of resignation to their supervisor with a copy to the Human Resources Office at least two weeks before the date the resignation becomes effective. Termination of Employment Policy III-890 Procedure III-890 The personnel policies and procedures of the College are intended to attract and maintain a competent and highly motivated work force. In individual situations where involuntary termination of the employee is warranted, LCCC follows the guidelines outlined in the Termination of Employment Procedure. Benefits Lorain County Community College offers a comprehensive benefits program that includes a wide variety of employee benefits, support and developmental programs designed to help you create balance in your work and personal life. Our program gives you the opportunity to select the benefits and resources that work for you. Please review the Benefits Directory page to find links and information about our options to take advantage of the unique and comprehensive program to support the overall well-being of you and those you love. Click here for link to our: Benefits Directory Note: Benefits described in this document are for summary purposes only. Part-time, adjunct, students and other classifications may not be eligible for all programs described here within. Eligibility will be determined by plan documents and governing policies. Where discrepancies occur between this document and plan documents/policies, the respective plan documents and policies will govern. Medical Insurance LCCC provides employees and their eligible family members with the opportunity to enroll for group medical insurance coverage through Medical Mutual of Ohio's (MMO) medical plans. Eligible employees may choose between the Basic Medical Plan and High Deductible Health Plan. Full-time employees who are regularly scheduled to work 40 hours per week and any employees who were paid for an average of 30 or more hours of service per week, during the previous year are eligible to participate in this plan. 26
Dental Insurance The college’s Dental Insurance is provided through Delta Dental of Ohio. As a subscriber to Delta Dental, you, and any eligible family members, if enrolled, will have access to the Delta Dental PPO and Delta Dental Premier Provider networks. You can use either network, but you will receive the greatest price discounts when using providers in the Delta Dental PPO network. Please click the Dental Insurance link for more information. Life Insurance Benefits Lorain County Community College offers basic life insurance to full-time employees, as well as opportunities to apply for dependent and additional life insurance coverage through the Standard Life Insurance Company. Please visit the Life Insurance link for more information. Core Pension Plans Full- and part-time employees working as directors, academic advisors, professional/technical or support staff are required to enroll in the State of Ohio's pension system known as the Ohio Public Employees Retirement System (OPERS). Full- and part-time employees working as deans, counselors or faculty members are required to participate in Ohio's State Teachers Retirement System (STRS). Newly hired full-time employees also have the option of participating in an Alternative Retirement Plan (ARP) in lieu of participating in OPERS or STRS. (Please note that LCCC employees do not pay into Social Security, but they do pay Medicare taxes, which means they are eligible to enroll for Medicare coverage when turning 65.) Both the employee and LCCC contribute to these plans. Please see the Core Pension Plan information for more details. Voluntary 403(b) and 457(b) Supplemental Retirement Plans Supplemental 403(b) and 457(b) retirement plans allow you to set aside a portion of your salary through payroll deductions to supplement your core pension retirement benefits. Generally, the contributions are deducted from your pay on a pre-tax basis. Employees also have the option of making after-tax contributions to their 403(b) plan, which are referred to as Roth 403(b) contributions. There are several supplemental retirement program providers. Please see the Supplemental Retirement Plan section for more information. Employee Assistance Program The Employee Assistance Program can give you and your eligible dependents professional assessment, solution-focused counseling, and referral assistance through Moore Counseling and Mediation Services (MCMS). MCMS provide their EAP services on a confidential basis. They do not bill the college each time they provide assistance to you or your dependents. The first three counseling sessions are available to you at no cost. If additional counseling is needed, MCMS will refer you and/or your dependents to a provider within Medical Mutual of 27
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