Tag: Employment Policies and Procedures

Pregnant Workers Fairness Act Policy

The College provides reasonable accommodation for an employee’s pregnancy, childbirth, or any condition related to the employee’s pregnancy, including, but not limited to, lactation or the need to express breast milk for a nursing child, unless the accommodation causes undue hardship to the College.  Employees are entitled to reasonable accommodations for pregnancy of related conditions, even if the employee is not experiencing a pregnancy-related disability. Reasonable accommodations may include, but are not limited to:

  • More frequent or longer paid or unpaid breaks
  • Time off for appointments, pregnancy complications, or recovery from childbirth
  • Acquisition or modification of equipment or seating
  • A temporary transfer to a less strenuous or hazardous position, including light duty
  • Job restructuring
  • Private non-bathroom space for expressing breast milk
  • Assistance with manual labor
  • Modification of work schedule

Requests for accommodation should be directed to Human Resources.  The accommodation request should include an explanation of the pregnancy-related limitations, the accommodation requested, and any alternative accommodation(s) that might be reasonable. Depending on the nature of the accommodation, the individual may be requested to submit a statement from a health care provider substantiating the need for the accommodation.  The College engages in an interactive process with the employee to determine an appropriate accommodation. Accommodations are provided unless it creates an undue hardship. The College prohibits retaliation against an employee who requests or receives an accommodation under this policy law.  Employees have the right to be free from discrimination in relation to pregnancy or related conditions, including but not limited to lactation or the need to express breast milk for a nursing child, as well as a right to reasonable accommodations as stated above.

Family and Medical Leave Act (FMLA)

The College affords eligible employees family or medical leave in accordance with the federal Family and Medical Leave Act (FMLA). All rights and obligations under the FMLA and this policy are interpreted according to the law. All leaves of absence, including workers’ compensation, temporary disability, and FMLA leaves, will be coordinated and will run concurrently as allowed by law. The College’s Family and Medical Leave Act policy can be found in the CCS Policy Database.

Americans with Disabilities Act

The Americans with Disabilities Act (ADA) is meant to provide fair and equitable treatment of the disabled through non-discriminatory practices and reasonable accommodations.

The ADA protects people who are disabled – defined as anyone with a physical or mental impairment that substantially limits one or more major life activities. The law protects both job applicants and employees.

CCS supports and follows the provisions of the Americans with Disabilities Act and Michigan law, as stated in the law. The institution’s ADA policy is available on the CCS Policy Database.

Alcohol and Other Drug Policy for Students, Faculty, and Staff

The College’s Alcohol and Other Drug Policy is in keeping with the Drug-Free Schools and Communities Act and outlines the institution’s prevention, education, and intervention efforts, as well as consequences that may be applied by both the College and external authorities for policy violations. This policy applies to all faculty and staff, as well as students enrolled in credit-bearing and non-credit-bearing courses at CCS, including any and all programs located off-site. The institution’s Alcohol and Other Drug Policy is available on the CCS Policy Database.

Tuition Remission

After one year of service, full-time and part-time employees (including adjunct faculty), their spouses, and dependents are eligible for tuition remission up to the equivalent of one full-time enrollment in the College’s undergraduate and graduate programs per year. In addition, full-time employees and their spouses and dependents are eligible for tuition remission toward Precollege and Continuing Studies (PCS) classes. Dependents are defined as spouses or children up to age 25, who can legally be claimed on the employee’s annual tax filings with the IRS. Audited courses do not qualify for tuition remission. Full-time and part-time employees may not be enrolled in courses during their normal work schedule with the exception of courses that begin at 4pm provided the courses do not interfere with their primary responsibilities and scheduled work times.  These exceptions must have supervisor approval on file with the Human Resources Office prior to enrolling.

Undergraduate And Graduate Courses

Full-time and part-time degree seeking employees, spouses, and dependents will have the class tuition waived but will be responsible to pay for registration and appropriate course fees prior to beginning classes. Failure to make this payment or to sign up for a payment plan, will result in being withdrawn from all classes for the semester. To sign up for a payment plan, please click here.

Full-time and part-time non-degree seeking employees, spouses, and dependents must follow the registration policy for Guest/Non-Matriculated Students located in the College’s Policy Database.

Staff members who are pursuing a CCS degree are ineligible for Student development funds. Staff members who attend classes at CCS already receive tuition benefits. CCS reserves the student development funds for tuition paying undergraduate or graduate students.

Precollege And Continuing Studies Courses

For PCS classes, full-time employees, their spouses, and dependents are eligible for tuition remission on a space available basis for the fall and winter semesters, as well as adult classes during the summer. Summer semester youth and teen classes will be available to eligible dependents of CCS full-time employees at a discounted tuition rate. Additional materials and various fees must be paid in full, along with the discounted tuition, when registering for the classes. Please contact the PCS office or Human Resources for the current discounted tuition rate.

Free Application for Federal Student Aid (FAFSA) and CCS Scholarships and Grants

Degree Seeking Students

Degree seeking employees, spouses, and dependents receiving tuition remission must file the Free Application for Federal Student Aid (FAFSA) by February 1st to determine eligibility for financial aid from the federal and state governments and the student must accept all federal and state scholarships and grants awarded. The FAFSA may be completed at www.fafsa.gov. The CCS Tuition Remission Voucher will cover the remaining eligible tuition after grants from the State of Michigan have been applied to the student’s tuition and mandatory fee charges. Funding from Federal Pell Grants and Federal Direct Stafford Loans may be refunded to the student after all applicable charges have been paid in full.

CCS scholarships and grants are not available if tuition costs are covered in full by tuition remission. If the student is eligible for a partial tuition remission, this amount is compared to the amount they may be eligible for in CCS scholarship and grant funds. The student will receive the higher of the two amounts.

Non-Degree Seeking and PCS Students

Non-degree seeking/non-matriculating and PCS students are not required to complete the FAFSA since their enrollment status is ineligible for Title IV aid.

Withdrawals, Dropped Courses, Or Failing Grade

Employees, their spouse, or dependents will be responsible for the tuition charges/surrender fees for a withdrawn, dropped, or failed course(s).

Employees should contact the Office of Human Resources to determine tuition remission eligibility and to obtain the Tuition Remission Voucher and instructions.

Tuition Reimbursement

Objective

The objective of the CCS Tuition Reimbursement program is to invest in CCS employees in a way that benefits both the individual and the institution, and supplement CCS employees in pursuit of academic degrees.

Process:

The criteria for tuition reimbursement consideration are listed below. Applications will be reviewed twice a year by a committee consisting of VPs of Finance, Enrollment and Student Services and Institutional Advancement, the Director of Human Resources and the Associate Provost for Faculty Affairs.

Criteria:

  • Must be a full-time employee for at least two years at the time of application
  • Classes must be relevant to current position
  • Courses of study must be in pursuit of an academic degree, and applications must include an academic plan of work (courses that employee plans to take to get to the degree)
  • Employee must complete a Tuition Reimbursement Form by July 1 for fall, November 1 for winter and April 1 for summer
  • Supervisor must approve prior to submitting the form
  • Reimbursement will be reconsidered annually; there is no guarantee of on-going reimbursement given the number of employees participating and limited funds
  • Classes must be after work hours except with prior approval
  • Class must be successfully completed the first time with a B or above prior to reimbursement
  • Each approved employee is eligible for reimbursement for up to $3,000 per year for charges they have already paid
  • Employees pursuing a Bachelor’s degree must file the FASFA and accept all Federal, State, and Institutional scholarships and grants awarded by the institution A billing statement must be submitted to HR for compliance review and approval of reimbursement
  • If obtaining/completing a degree was a condition of employment, you are not eligible for this program
  • Employee must remain with CCS for at least two years after tuition is reimbursed or may be eligible for repayment of investment.

Campus Parking and Traffic

The College provides at no charge secured, covered parking structures for all students, faculty and administrative staff. Access to the parking structure is through the employee ID. Parking is available on a first- come, first-serve basis. Please keep in mind that driving and parking on campus is a privilege not a right. Failure to follow the below policies/guidelines will result in ticketing and excessive violations will result in the loss of on campus parking privileges.

Driving on Campus

In order to provide a safe environment on campus when driving, please adhere to the following:

  • Drive no faster than 10 mph
  • Drive in a responsible and prudent manner
  • Yield to pedestrians

Unloading on Campus

When it is necessary to park in a restricted area for the purpose of unloading:

  • Put on your hazard lights
  • Notify Campus Safety of your task and vehicle location
  • Move your vehicle to a designated parking space within 10-15 minutes

Parking on Campus

In order to park on campus:

  • All student vehicles must have a current school year parking sticker adhered to the inside, lower left corner of the windshield or a temporary parking hangtag on the inside rear view mirror to park on campus.
  • All employee vehicles must display their authorized employee parking hangtag on the inside rear view mirror.
  • All visitor vehicles will be signed in by the Campus Safety Officer upon entering the parking structure.

When parking on campus everyone is expected to:

  • Park in designated areas and between the lines
  • Open vehicle doors carefully
  • Stop at stop signs
  • Report all accidents to the Campus Safety office
  • Maintain current vehicle license plates
  • Remove their vehicle from campus at 11:00pm, unless properly signed in after hours
  • All resident guests with a vehicle staying the night will be properly signed in with Campus Safety and receive a temporary hang tag. The tage should be displayed on the inside rear view mirror.

Do not park in illegal, unmarked or restricted areas on campus. This includes, but is not limited to, parking in fire lanes, the CCS alley, or places that result in another vehicle being blocked.

The storing or repairing of motor vehicles on campus property is prohibited.

Parking Structure

Students, employees, and visitors are welcome to park in the structure. Students and employees must use their ccs ID card to enter the parking structure. If you lose your ID, go to the Campus Safety Office for replacement at a cost of $20. Any I.D. badge that does not function properly will be taken by the parking officer and sent to the Campus Safety office.    Visitors must identify whom they are coming to visit when entering the parking structure and be signed in by the Campus Safety Officer.  

Only vehicles belonging to residents of the Art Centre Building (ACB) or Taubman Center (TC) that have a current school year resident parking sticker can use the parking structure as their primary parking space.

Please note that vehicles parked in the parking structure after 11:00 pm that do not have a current school year resident parking sticker will be ticketed for unauthorized parking and subject to a $50 fine.

Administration / Admissions Lot

The parking lot east of the ADM Building is for assigned employees and visitors to the building.

Visitors are to park in designated parking spaces. Students are not permitted to park in this parking lot.

Walter B. Ford II Lot

The parking lot on the south side of the Walter B. Ford II Building is for employee, student and visitor parking. Vehicles using these lots must bear a current CCS parking sticker or hangtag. Overnight parking is prohibited.

Parking / Traffic Violation Sanctions

CCS tickets, which carry a $50 fine, will be issued to any vehicle violating the traffic/parking guidelines on campus. Fines will be posted to student accounts, and if unpaid, will result in both registration and grade holds. The Human Resources office will track tickets issued to employees and failure to pay will result in disciplinary action.

The Office of Student Life & the Office of Campus Safety and Security will track CCS tickets. Upon receiving a third ticket, the student/employee will lose all parking privileges on campus. This will include deactivating their access to the parking structure, as well as having their vehicle placed on the Tow List. Vehicles on the Tow List that subsequently park on campus will be towed at the owner’s expense.

Ticket and Loss of Parking Privileges

Anyone receiving a CCS traffic/parking ticket who wishes to appeal the ticket can do so by submitting their appeal in writing to the Director of Student Life (students) or the Director of Human Resources (employees) within 14 days of the date the ticket was issued.

Anyone wishing to appeal the sanction of losing their parking privileges on campus must submit a letter of appeal to the Director of Student Life (students) or the Director of Human Resources (employees) within 14 days of the date of the written notification of this sanction. If the appeal is approved the payment of a $25 reactivation fee will be required prior to the reactivation.

City of Detroit Tickets

CCS has no control over tickets issued by the City of Detroit.

Employee Conflict of Interest

CCS administrative staff should avoid situations where their own interests materially conflict with their obligations to CCS or create the perception of a conflict. All decisions and actions by administrative staff in the course of their professional responsibilities are to be made consistent with their obligations to CCS.

Generally, a conflict of interest arises when an administrative staff member has a personal or financial interest in a transaction or event – or is a party to a transaction or event – that might adversely affect his or her judgment in performing professional or employment duties for CCS. Examples of potential conflicts of interest include, but are not limited to, the following:

1. Engaging in any business with, or employment by, an employer that is in competition or in conflict with any transaction, activity, or objective of CCS.

2. Engaging in business with or employment by a supplier of goods or services to CCS without prior approval of CCS.

3. Using equipment, supplies, or services owned or provided by CCS in conjunction with any external work, without obtaining prior agreement, in writing, from the department that owns the equipment/supplies.

4. Making use of any confidential information acquired through employment with CCS for personal profit or advantage, or the advantage of a third-party.

5. Publicly associating CCS or its prestige with an outside business interest for personal gain.

Administrative staff members who believe they have a financial, personal, or professional interest that is (or could potentially become) a conflict of interest must fully disclose the nature of the potential conflict in writing to the Director of Human Resources. All decisions concerning whether a conflict of interest exists are within the sole discretion of CCS.

Confidentiality

Due to the nature of the College’s work, you may be privy to confidential information. Certain information is required to be confidential by law, while other material must remain confidential in order to comply with contracts or good professional practice.

If you have access to confidential information, you must not disclose it to anyone inside or outside the College unless express authorization has been obtained from the College. If you have any questions about the confidentiality of the work you perform or the information that you receive, either in written or verbal form, please contact your supervisor or the director of Human Resources.