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.
Engaging or participating in unauthorized possession or use of explosives, firearms, dangerous weapons, or other hazardous objects or substances on College premises is expressly prohibited. The institution’s full weapons policy is available on the CCS Policy Database.
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.
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.
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.
After one year of service, full-time and part-time employees (including adjunct faculty), their spouses/domestic partners, and dependents may be 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/domestic partners and dependents may be eligible for tuition remission toward Pre-College and Continuing Studies (PCS) classes.
Eligibility and amount are determined by employment status, as defined in the tables below. 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. Domestic partners must have an Affidavit of Domestic Partnership on file with the Human Resources office. 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. Tuition Remission Voucher Form must be submitted and approved prior to registration.
Eligibility for Undergraduate and Graduate Enrollment
Status
Employee
Spouse / Domestic Partner
Dependent
Amount
Full Time Status and Faculty
Yes
Yes
Yes
1 full time enrollment, per academic year
Part Time Regular Staff (working min of 20 hours/week)
Yes
Yes
No
6 credits per year
Adjunct Faculty
Yes
No
No
of credit hours taught in current semester
Ineligible:
CAP Faculty, PCS Faculty, Temporary, Work-study, Models
Eligibility for Pre-College and Continuing Studies Enrollment
Status
Employee
Spouse / Domestic Partner
Dependent
Amount
Full time Staff & Full Time Faculty
Yes
Yes
Yes
1 Full Time Enrollment per academic year or Summer Session Discount for Youth
Ineligible:
Part time Regular Staff, Adjunct Faculty, CAP Faculty, PCS Faculty, Temporary, Work-Study, Models
Undergraduate And Graduate Courses
Full-time and part-time degree seeking employees, spouses/domestic partners, 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: http://payplan.officialpayments.com/.
Full-time and part-time non-degree seeking employees, spouses/domestic partners, 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/domestic partners, 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.
Withdrawals, Dropped Courses, or Failing Grade
Employees, their spouse/domestic partner, or dependents will be responsible for the tuition charges/surrender fees for a withdrawn, dropped, or failed course(s).
Free Application For Federal Student Aid (FAFSA) And CCS Scholarships And Grants
Degree Seeking Students
Degree seeking employees, spouses/domestic partners, 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 should contact the Office of Human Resources to determine tuition remission eligibility and to obtain the Tuition Remission Voucher and instructions.
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.
PTO is accrued at the following rates for full-time employees:
Employee Type
Calendar years beginning prior to completion of 5 years of full-time status
Calendar years beginning after completion of 5 years of full-time status*
Executive
31 days per year
31 days per year
Full Time 12 Month Employee
24 days per year
31 days per year
Full Time 10 Month Employee
20 days per year
26 days per year
Full Time 10 Month, Half time 2 (10 and 2)
22 days per year
26 days per year
Full Time 9 Month Employee
18 days per year
24 days per year
*Employees start accruing at the 5 year rate on January 1st following their 5 year anniversary of their hire date.
PTO Earning, Balances, and Milestones
On January 1st of each year, Full time staff employees will have their PTO entitlement for the entire calendar year deposited into their PTO bank and available for immediate use. Although it will be available for immediate use, it will be earned on a pro-rated basis each month.
For example, a 12-month Full Time employee who has worked for CCS less than five years will have 24 days of PTO deposited into their PTO bank on January 1. The employee can begin using this immediately. Employees are permitted to take more PTO than they have earned, if approved by their supervisor. An employee who does so will be considered to have a “negative PTO balance,” even if a negative balance does not show in their paycheck. Employees cannot borrow PTO from future years.
PTO will be prorated accordingly when an employee is hired or terminates mid-month. When hired on or before or terminated on or after the 15th of the month, a full month’s accrual will be credited. If hired after the 15th of the month or terminated before the 15th of the month, no PTO will be accrued for the month. An employee may carry over a maximum of 1 year of PTO into the new calendar year. Excess PTO that is not taken and cannot be carried over will be forfeited.
Note: Employees start accruing at the 5-year rate on January 1st following their 5-year anniversary of their hire date. Example: Hired May 1, 2025; 5-year PTO allowance begins January 1, 2031.
Part Time Staff Employees
Part-Time, hourly staff employees who work more than 10 hours per week will accrue PTO at a rate of .0923 hours for each hour worked regardless of how long they have worked for CCS.
Employees are permitted to take more PTO than they have earned, if approved by their supervisor. An employee who does so will be considered to have a “negative PTO balance.” Employees cannot borrow PTO from future years. Part-time employees may carry over PTO into the new calendar year, but they generally may not use more than one year of carried over PTO the next year.
ESTA Allocation For Non PTO Eligible Roles Employees who do not Receive PTO, but Receive ESTA
The following categories of employees do not receive PTO, but receive time off that can be used for ESTA purposes only:
Part-Time Employees working less than 10 hours per week
Temporary employees
RAs
CE Mentors
Graduate Assistants
Work Study
CAP instructors
CE Instructors
Models.
Part-Time Employees working less than 10 hours per week, temporary employees, Graduate Assistants, Work Study, CAP instructors, CE Instructors, and Models will earn ESTA at the rate of one hour for every 30 hours worked. These employees will be permitted to carry over unused ESTA from year to year, but they may not take more than 72 hours of ESTA in any calendar year. RAs and CE Mentors will have their ESTA time front loaded based on estimated hours worked each program session with a true up at the end of the semester if the employee works more hours than expected. These employees will not be permitted to carry over ESTA from year to year because it is front-loaded.
Using PTO
Employees should follow their department procedures when requesting time off.
Use of ESTA
The first 72 hours of PTO used per year is considered to satisfy the Michigan Earned Sick Time Act, regardless of the reason the employee uses PTO.
When using any portion of the first 72 hours of PTO in a calendar year for an ESTA reason or if you are an employee who receives only ESTA, if the absence is foreseeable, you are required to provide seven days’ notice of the intent to use PTO for ESTA reasons or take ESTA. If the need to use PTO for ESTA reasons or take ESTA is not foreseeable, you must provide notice of your intention to take PTO for ESTA reasons or to take ESTA as soon as practicable. Excluding special circumstances that make it not practicable, the college’s call-in policy still applies for unforeseeable time off for ESTA reasons. Time off for ESTA reasons may be taken in increments of one hour. For ESTA absences of more than three consecutive days, employees are required to provide reasonable documentation that the time has been used for an ESTA purpose. This documentation must be provided on time.
For employees utilizing TimeClock Plus (TCP), the ESTA hours code is to be used to record absences taken for ESTA-related reasons.
Employee Type
Method
Hours
Tracking Method
Usage
Carryover
Full Time Salary
Covered by existing PTO Bank – Front Load
72
TCP – ESTA Code
Immediate
None
Full Time Hourly
Covered by existing PTO Bank – Front Load
72
TCP – ESTA Code
Immediate
None
Full Time Faculty
Front Load Annually
72
Department Office
Immediate
None
Part Time Hourly
Accrual – Earn based on hours worked and included in existing PTO calculations
As earned
TCP – ESTA Code
As accrued
Yes, up to 72 hours of unused PTO
Adjunct Faculty
Front load based on course tally ea. Semester of 15 weeks
Lecture = 3.38 hours per course/semester
Studio = 7.75 hours per course/semester
Substitute form or Gold form
Immediate with true up at semester end
None
RA’s
Front Load based on estimated hours worked each semester of 15 weeks
7.5 hours per semester
One-time payment form
Immediate with true up at semester end
None
CE Mentors-Stipend
Front load based on estimated hours worked each program session
5 hours per program work session
One-time payment form
Immediate with true at session end
None
Graduate Assistantship
Accrual – earn based on hours worked
Please contact payroll
TCP-ESTA Code
As accrued
Yes – up to 72 hours of unused ESTA time
Work Study
Accrual – earn based on hours worked
Please contact payroll
TCP-ESTA Code
As accrued
Yes – up to 72 hours of unused ESTA time
CAP Instructors, CE Instructors, Models, Temporary & other hourly
Accrual – earn based on hours worked
Please contact payroll
TCP-ESTA Code
As accrued
Yes – up to 72 hours of unused ESTA time
All Other Use of PTO
When using the first 72 hours of PTO during a calendar year for reasons other than the ESTA, and for all use of PTO after the first 72 hours of PTO in a calendar year is exhausted, non-exempt employees may take PTO in increments as small as 1 hour. Exempt employees may take PTO in increments as small as one-half day. All PTO is to be used before time is taken without pay. PTO should be scheduled in advance and approved by the employee’s supervisor except in the case of last-minute illnesses, injury or emergencies. In these instances, employees should notify their supervisor as soon as possible and no later than one hour before the beginning of the employee’s shift.
Please note that even if an employee has PTO available, excessive use of unscheduled time off is disruptive and may lead to disciplinary action (other than absences for ESTA reasons during the first 72 hours of PTO used per calendar year or ESTA absences for employees who do not receive PTO, assuming that appropriate notice and documentation are provided, or where PTO is used for other absences protected by law, such as the Family and Medical Leave Act). See Attendance and Timeliness policy or Facilities and Environmental Services Attendance Policy. CCS’s PTO policy is intended to and will be interpreted to comply with the provisions of Michigan’s Earned Sick Time Act.
PTO In Conjunction With STD And Workers’ Compensation
A seven (7) calendar day waiting period is required before short term disability begins to pay any benefits. Employees are required to use their PTO during the seven-day waiting period. Employees will not accrue PTO while on Short Term Disability, but they will accrue PTO during the seven-day waiting period when PTO is used. If the seven-day waiting period when PTO is used ends on or after the 15th of the month, PTO will be accrued for that month. If the seven-day waiting period ends before the 15th of the month, PTO will not be accrued for the month. An employee cannot use PTO to bring their pay up to 100% if they are receiving less than 100% of their pay through the Short-Term Disability program. If employees do not have PTO to cover the waiting period, this time will be unpaid, provided this is consistent with applicable law.
An employee receiving benefits under workers’ compensation will not be paid from both PTO and workers’ compensation for the same hours. They may use PTO if there is a waiting period before income replacement benefits begin.
Payout Of PTO
Payment of earned, unused PTO time will be made at the employee’s regular rate of pay when employment terminates. If a negative PTO balance exists at the time of termination, the employee’s last paycheck will be reduced by this amount (subject to compliance with applicable law). The employee’s Timeclock Plus record must be up to date before any PTO payout is issued. PTO payouts are generally paid on the pay date after the employee’s last paycheck.
Employees who earn ESTA, but not PTO, are not entitled to payout of unused ESTA at termination.
Compliance with Applicable Law
This policy is intended to and will be interpreted to comply with all applicable laws, including the Michigan’s Earned Sick Time Act. Employees will not be subject to adverse action for using or attempting to use time off under the Earned Sick Time Act. This policy may be administered differently for employees who work in states other than Michigan, depending on the applicable state law.
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.
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.
