Category: Human Resources

Human Resources

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.

Remote Work Arrangement (RWA) Guidelines

General Information and Guidelines for CCS Staff

(July 2021)

Overview

The College for Creative Studies (CCS) is committed to providing an in-person learning environment with face-to-face experiences for students and employees. An energetic in-person campus is necessary to learning and creating an engaging and dynamic campus culture. The College also recognizes the benefits of offering a remote work option for up to two days per week to some of its employees under appropriate circumstances and has established the Remote Work Arrangement (RWA) Guidelines. By allowing for remote work arrangements, CCS may be able to retain valued employees, attract quality applicants, increase productivity, improve morale, and optimize use of office space.

The RWA option is a six (6) month temporary pilot program, subject to be continued as is, with modifications or discontinued.

Guidelines

All academic and student support offices must be open and staffed for in-person assistance Monday through Friday during regular business hours. Supervisor approval is necessary for all RWA requests. Supervisors must provide, in writing on the RWA Request Form, their decision to approve or deny an RWA request. The form must be sent to the HR office upon approval or denial. Any such decision should be based on the guidelines set forth below.

Guidelines for Supervisors

  1. Supervisors must determine an employee’s suitability for an RWA based on:
    • The nature of the employee’s position and the need for face-to-face interaction with students, co-workers, faculty, and clients/customers or vendors. Some positions do not qualify for RWA due to the nature of the work performed.
    • How student/faculty/staff/external partner interaction may be affected by an employee’s RWA.
    • The likelihood the employee will be able to perform the essential functions of the position while on an RWA at the same or higher level of performance as when not on an RWA.
    • The employee’s performance and disciplinary history. Employees with current performance or disciplinary concerns may not be eligible for an RWA.
  1. Remote Work Arrangements cannot exceed two days per week. RWAs are subject to be continued/discontinued, suspended, or modified at any time at the discretion of the supervisor. RWAs can also be discontinued if the College changes or terminates its policy with regard to RWAs.
  2. Supervisors should be careful to avoid unfairly distributing work to other employees in order to accommodate another employee’s RWA. An employee on an RWA is responsible for performing all of their own job duties.

Guidelines for Employees Seeking a Remote Work Arrangement

All employees should discuss their potential eligibility for an RWA with their supervisor. Eligible employees are required to submit the Remote Work Arrangement Form to their supervisor for consideration.

Employees Who Seek an RWA Must Comply with the Following:

  1. If working remotely, understand the expectations to perform your job duties remain the same as if you are working from your office (e.g., attend meetings remotely, interface with your co-workers as required, be responsive during established work hours, and complete assigned work timely).
  2. An RWA should not cause additional work for co-workers or your supervisor.
  3. Be available to work in person on campus if requested.
  4. Remote working cannot be used as an alternative method to provide dependent care. Employees need to ensure that dependent care responsibilities do not interfere with their agreed upon work schedule or completion of work.
  5. Employees accept responsibility for maintaining the security and confidentiality, if required, of all work-related information, data, documents, and other materials kept at their remote workplace or stored on personal electronic equipment. In the event of a breach of security or if CCS information is lost or stolen, the employee will immediately report the incident to their supervisor.
  1. For remote work, familiarize yourself with remote access and accessing your voicemail from off campus.

Extreme Winter Weather and Other Emergency Closures

In the event of a campus closure due to severe weather or other emergencies, the process for an employee working under an RWA is the same as it is with employees under a non-RWA. If the campus is closed, employees are not expected to work unless they have been identified by their supervisor as a critical infrastructure worker.

Overtime and Non-Exempt Employee Pay

Non-exempt employees are those who do not fit within any of the exemptions to the Fair Labor Standards Act. They receive overtime at the rate of one and one-half (1 ½) times the regular rate of pay for hours worked in excess of 40 in any one week, or as required by law. For non-exempt employees who have a 35 hour workweek, hours worked between the regularly scheduled 35 hours and 40 hours will be compensated at straight time rates. Hours over 40 in a workweek will be compensated at time and a half. Paid Time Off and College holidays do not count as hours worked and will not count toward overtime calculations. The College defined work week is 12:00 a.m. Sunday to 11:59 p.m. Saturday.

Any work above non-exempt employee’s scheduled hours must be approved by the employee’s supervisor in advance. Non-exempt employees who work overtime that is not authorized in advance will be paid for all time worked, but may be subject to disciplinary action.

Each non-exempt employee is responsible for his/her own time record keeping, and non-exempt employees must accurately report all hours worked. It is a violation of CCS policy for a non-exempt employee to record more hours than worked or fewer hours than worked. Likewise, it is a violation of CCS policy for anyone to instruct a non-exempt employee to record more or fewer hours than worked. Further, it is a violation of CCS policy to alter or falsify time records. CCS takes such offenses extremely seriously, and even a single violation may result in immediate termination of employment.

Non-exempt employees are entitled to paid rest periods and an unpaid meal period, which will be discussed with the employee’s supervisor. If an employee is not able to take his or her meal or break periods at the usual time on any given day, then they should be taken at a different time. Generally, employees must be completely relieved of all duties during the meal period and free to use the time as they choose. Employees should not be required to perform any work during meal or break periods. However, in the event that an employee does perform work due to business needs that arise during the meal or break period, the employee must be paid for the meal period or, to the extent allowed by law, the meal or break period will be extended. Meal periods must be reported accurately on employee timesheets, including both the start and end times to ensure that employees are properly compensated. Break times are not reported as they are paid.

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.

Alcohol and Other Drug Policy for Students, Faculty and Staff

Updated July 2023

Introduction

The College for Creative Studies is committed to providing a safe, healthy learning community for all its members. The College recognizes that the improper and excessive use of alcohol and other drugs may interfere with the College’s mission by negatively affecting the health and safety of students, faculty and staff. Due to the harm caused by excessive and illegal use of alcohol and other drugs, the College has a vested interest in establishing polices to prohibit unlawful behavior and sanctions to address policy violations by members of the CCS community.

Under the Drug-Free Workplace Act and the Drug-Free Schools and Communities Act, the College is required to have an alcohol and other drug policy and must distribute this policy annually to all employees and students. This Policy must outline the College’s prevention, education and intervention efforts, and consequences that may be applied by both the College and external authorities for policy violations. The law also requires that individuals be notified of possible health risks associated with the use and abuse of alcohol and other drugs, and sources of assistance for problems that may arise as a result of use.

Scope

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. Guests, on campus or at College events, who are violating a College policy, may be asked to leave campus/the event and their CCS host will be held responsible for their guest’s actions.

Students visiting other countries to attend academic programs are reminded that they may be subject to arrest and legal sanctions for alcohol and drug offenses under the laws and regulations of that particular country or institution in addition to the judicial process of the College.

Definitions

The following terms are defined for the purposes of this policy and are important for purposes of expressing the College’s policy on a drug and alcohol-free environment:

College refers to the College for Creative Studies.

College activities include programs affiliated with the College, including study-abroad programs, and any on-campus or off-campus event or function conducted, approved, sponsored or funded, in whole or in part, by the College or any officially recognized student organization.

College premises includes all buildings and land owned, leased, or used by the College (including adjacent streets and sidewalks), and motor vehicles operated by employees, including personal motor vehicles, when used in connection with work performed for or on behalf of the College.

Controlled Substance means a controlled substance in schedules I through V of section 202 of the Controlled Substances Act (21 U.S.C. 812), as further defined by regulations at 21 CFR 1300.11 through 1300.15.

Contract means a legal instrument reflecting a relationship between the federal government and a recipient whenever the principal purpose of the instrument is the acquisition by purchase, lease, or barter, of property or services for the direct benefit or use of the federal government; or whenever an executive agency determines in a specific instance that the use of a type of procurement contract is appropriate.

Conviction means finding of guilt (including a plea of nolo contendere) or imposition of sentence, or both, by any judicial body charged with the responsibility to determine violations of the federal or state criminal drug statutes.

Criminal drug statute means a federal or non-federal criminal statute involving the manufacture, sale, distribution, dispensation, use, or possession of any controlled substance.

Drug For the purpose of this Policy, the term “drug” includes:

  • controlled substances, as defined in 21 USC 812, which cannot be legally obtained
  • legally obtainable controlled substances which were not legally obtained, including:
  • Prescribed drugs when prescription is no longer valid (e.g. use of medication after a course of treatment is completed);
  • Prescribed drugs used contrary to the prescription;
  • Prescribed drugs issued to another person.


Federal agency or agency means any United States executive department, military department, government corporation, government-controlled corporation, or any other establishment in the executive branch, or any independent regulatory agency.

Guest means a person who is not a direct member of the College community, such as a student or employee.

Host means the person who is responsible for a guest being on campus or at a College event.

Illicit drug use means the use, manufacture, sale, distribution, dispensation, or possession of illegal drugs.

Over the Counter Substances means items that are available for purchase from retailers that do not need a prescription.

Prescribed Drug means any substance prescribed for use by a licensed medical practitioner.

Student means an individual registered or enrolled for a credit or non-credit course or program offered by the College.

CCS Alcohol and Drugs Policy

All members of the CCS community also are governed by laws, regulations and ordinances established by the state and local municipalities and will be held accountable by law enforcement representatives of those entities for any illegal activity. It is the responsibility of all campus members to be aware of these laws.

Alcohol

Employees, students, and campus guests, regardless of age, are expected to refrain from the possession, consumption or transportation of alcoholic beverages while on any part of the campus or at College-sponsored/supported events, while driving a College vehicle or while otherwise engaged in College business. Possession of an empty container of an alcoholic beverage will be dealt with as though the individual responsible for the empty container consumed the contents.

The only exception to this Policy is that individuals of legal age may consume alcohol on College property in a manner consistent with College policy and State of Michigan law within the approved designated area of events coordinated by the President of the College. To request an exception to this Policy for events not coordinated by the President, approval must be obtained from the employee’s Vice President or Dean with final approval given by the President of the College using the Request for Approval to Serve Alcohol at a CCS Sponsored Event form (see link at the end of this paragraph). For all College related events involving alcohol, a licensed, third-party bartender must be present to serve the alcohol and the bartender must refrain from using a tip jar.

CCS Request Approval to Serve Alcohol – Revised Feb 2020

Drug/Controlled Substance

Students, CCS employees and guests are prohibited from using, possessing, transferring or selling any illegal drug, controlled substance, or related paraphernalia, including hookahs, while on any part of the campus or at College sponsored/supported events.

Any person taking prescription drugs or over-the-counter medication is personally responsible for ensuring that while taking such drugs or medications, he or she is not a safety risk to themselves and others while on College property, while driving a College or privately owned vehicle, or while otherwise engaged in College business. It is illegal to misuse prescription medication, i.e. continue to use medication when the prescription is no longer valid, use prescribed drugs contrary to the prescription, and give or sell prescribed drugs to another person. Misusing prescription drugs can result in conviction with jail time.

CCS Alcohol and Other Drug Prevention Strategies 

The College uses the following strategies to provide a positive influence on the campus culture regarding alcohol and

drug abuse:

  • Students, employees and campus guests, regardless of age, are expected to refrain from the possession, consumption or transportation of alcoholic beverages on campus. (see details and exceptions described in the above section)
  • Alcohol and drug awareness education is provided to all new students during New Student Orientation
  • Providing education and awareness activities
  • All student social, extracurricular, and public service options are substance-free
  • Prohibiting the marketing and promotion of alcohol and other drugs
  • Developing and enforcing campus policies and enforce laws to address high-risk and illegal alcohol and other drug use
  • Providing early intervention and referral for treatment

Health Risks

The use or abuse of alcohol and other drugs increases the risk for a number of health-related and other medical, behavioral and social problems. Below is a general description of the health risks associated with drug use.

ALCOHOL: Can cause short-term effects such as loss of concentration and judgment; slowed reflexes; disorientation leading to higher risk of accidents and problem behavior; long-term effects include risk of liver and heart damage, malnutrition, cancer and other illnesses; can be highly addictive to some persons.

AMPHETAMINES: Can cause short-term effects such as rushed, careless behavior and pushing beyond your physical capacity, leading to exhaustion; tolerance increases rapidly; long-term effects include physical and psychological dependence and withdrawal can result in depression and suicide; continued high doses can cause heart problems, infections, malnutrition and death.

CANNABIS: Can cause short-term effects such as slow reflexes; increase in forgetfulness; alters judgment of space and distance; aggravate pre-existing heart and/or mental health problems; long-term health effects include permanent damage to lungs, reproductive organs and brain function; can interfere with physical, psychological, social development of young users.

COCAINE: (crack) Can cause short-term effects such as impaired judgment; increased breathing, heart rate, heart palpitations; anxiety, restlessness, hostility, paranoia, confusion; long-term effects may include damage to respiratory and immune systems; malnutrition, seizures and loss of brain function; highly addictive.

DESIGNER DRUGS/SYNTHETIC CANNABINOIDS: (bath salts, K2, spice) Can cause short-term effects such as elevated heart rate, blood pressure and chest pain; hallucinations, seizures, violent behavior and paranoia; may lead to lack of appetite, vomiting and tremor; long-term use may result in kidney/liver failure, increased risk of suicide and death.

HALLUCINOGENS: (PCP, LSD, ecstasy, dextromethorphan) Can cause extreme distortions of what is seen and heard; induces sudden changes in behavior, loss of concentration and memory; increases risk of birth defects in user’s children; overdose can cause psychosis, convulsions, coma and death. Frequent and long-term use can cause permanent loss of mental function.

INHALANTS: (nitrous oxide, amyl nitrite, butyl nitrite, chlorohydrocarbons, hydrocarbons) Can cause short-term effects such as nausea, dizziness, fatigue, slurred speech, hallucinations or delusions; may lead to rapid and irregular heart rhythms, heart failure and death; long-term use may result in loss of feeling, hearing and vision; can result in permanent damage to the brain, heart, lungs, liver and kidneys.

OPIATES/NARCOTICS: (heroin, morphine, opium, codeine, oxycodone, china white) Can cause physical and psychological dependence; overdose can cause coma, convulsions, respiratory arrest and death; long-term use leads to malnutrition, infection and hepatitis; sharing needles is a leading cause of the spread of HIV and hepatitis; highly addictive, tolerance increases rapidly.

SEDATIVES: Can cause reduced reaction time and confusion; overdose can cause coma, respiratory arrest, convulsions and death; withdrawal can be dangerous; in combination with other controlled substances can quickly cause coma and death; long-term use can produce physical and psychological dependence; tolerance can increase rapidly.

TOBACCO: (cigarettes, cigars, chewing tobacco) Can cause diseases of the cardiovascular system, in particular smoking being a major risk factor for a myocardial infarction (heart attack), diseases of the respiratory tract such as Chronic Obstructive Pulmonary Disease (COPD) and emphysema, and cancer, particularly lung cancer and cancers of the larynx and mouth; nicotine is highly addictive.

For an extensive list of health-related risks please visit The National Institute on Drug Abuse: http://www.drugabuse.gov/

Counseling and Treatment Programs

Students

All students are encouraged to seek help early if they feel they have a problem with drugs and/or alcohol, and to learn how to assist others with substance abuse problems. With early assistance it is less likely that serious consequences will result from an alcohol or drug problem.

The College offers the following alcohol and drug abuse services:

Information and Referral

All students are eligible to consult with the professional staff of the Wellness Center; personal counselors and/or health care professional, regarding the availability of drug abuse assistance programs. Drug and alcohol abuse counseling and rehabilitation program referrals are made to mutual help organizations, private hospitals, public treatment programs, and private drug treatment practitioners.

Individual Counseling

Individuals are seen on a short-term basis for assistance with drug-related problems. However, it is likely that students will be referred out for alcohol and drug dependence. This service is available to students at no charge.

Contact Information

Personal Counseling – 313-664-7852 or 313-664-7838
College Nurse – 313-664-7982

Employees

Alcohol and drug abuse rehabilitation and assistance programs are available through the College’s health benefit program and Ulliance (employee assistance program) with both in-patient and out-patient programs. Employees with alcohol or drug abuse problems are strongly encouraged to participate in these programs. Employees may contact the Office of Human Resources to seek counseling assistance and/or referral to an appropriate outside agency. All communications between employees and CCS or outside agencies are strictly confidential.

Contact Information

Human Resources – 313-664-7652
Ulliance (Employee Assistance Program) – 888-333-6269
Blue Cross Blue Shield of Michigan – 800-637-2227
Blue Care Network – 800-662-6667

Community Resources

Narcotics Anonymous – http://www.na.org/
Alcoholics Anonymous – http://www.aa.org/
Al-anon – http://www.al-anon.alateen.org/

For friends, relatives and domestic partners who are coping with a loved one’s alcohol or drug use.

Free Rehab Centers – Detroit – https://www.freerehabcenters.org/city/mi-detroit

CCS Sanctions

The use or abuse of alcohol and other drugs also increases the risks for behavioral and social problems such as negative effects on academic work performance; conflicts with co-workers, classmates, family, friends and others; conduct problems resulting in disciplinary action, including loss of employment or dismissal from an academic program; and legal problems resulting in ticketing, fines and imprisonment.

Students

When a student is found responsible for violating the CCS Alcohol and Other Drug Policy, their case will be evaluated and an appropriate sanction will be implemented.

The sanctions described are minimum sanctions and do not limit the disciplinary power of the College in any matter involving Code of Conduct violations.

A Warning is a written notification that a particular action is not acceptable.

Disciplinary Probation is a formal written notice that a student is in poor judicial standing with the College.

Loss of College Housing Eligibility (if applicable) is the termination of a student’s admissibility to live in College housing.

Suspension is the termination of an individual’s status as a student, with the loss of all rights and privileges, for a specific time period.

Dismissal is the permanent termination of an individual’s status as a student, with the loss of all rights and privileges.

Community Service Hours is a required number of hours to be worked in unpaid College or public service within a specific period of time.

Educational Project is a project that is focused on educating the student about a particular issue.

Employees

CCS will take appropriate action, up to and including immediate termination, with employees in violation of this policy. Employees are notified that action under this policy may include requiring successful participation in an alcohol or drug rehabilitation or assistance program as a condition of continued employment.

External Sanctions

Federal Law

Violations of laws and ordinances may result in misdemeanor or felony convictions accompanied by the imposition of legal sanctions, which include, but are not limited to, the following:

  • Fines as determined under local, state, or federal laws;
  • Imprisonment, including up to life imprisonment, for possession or trafficking in drugs such as heroin, cocaine, marijuana and prescription drugs;
  • Forfeiture of personal and real property;
  • Denial of federal benefits such as grants, contracts and student loans;
  • Loss of driving privileges;
  • Required attendance at substance abuse education or treatment programs.

A full description of federal sanctions for drug felonies can be found at: https://www.dea.gov/drug-information/drug-policy.  This section is not intended as legal advice; consult with an attorney regarding your specific legal issues.

Michigan Law

Alcohol: Under Michigan law, it is illegal for anyone under the age of 21 to purchase, consume or possess, or have any bodily content of alcohol. A first-time conviction may result in a fine, substance abuse education and treatment, community service and court-ordered drug screenings. There also is a provision for possible imprisonment or probation for a second or subsequent offense. Use of false identification by minors in obtaining alcohol is punishable with a fine, loss of driver’s license, probation and community service.

Individuals can be arrested and possibly convicted of Operating While Intoxicated with a blood alcohol concentration (BAC) level at .08 or higher, or the lesser offense of Operating While Visibly Impaired for BAC less than .08. Operating a motor vehicle with a BAC of .17 or higher may subject an individual to a charge of Operating While Intoxicated with a High BAC. All of these drunk driving charges are misdemeanors that carry potential jail time. If a student is under 21, there is a “zero tolerance” law in the state of Michigan and any blood alcohol level of .01 or higher can lead to a minor in possession (MIP) citation as well as being cited for Operating While Intoxicated, if applicable. All of these driving offenses can result in the suspension of driving privileges in the State of Michigan.

Medical Amnesty as a result of alcohol intoxication: To better ensure that minors at medical risk as a result of alcohol intoxication will receive prompt and appropriate medical attention, the State of Michigan provides for medical amnesty to remove perceived barriers to calling for or seeking help. 

Michigan law continues to prohibit a minor from purchasing, consuming, or possessing, or attempting to purchase, consume, or possess, alcoholic liquor and from having any bodily alcohol content.

The medical amnesty law provides an exemption from prosecution for the following:

  • A minor (under the age of 21) who, after consuming alcohol, voluntarily presents themselves to a health facility or agency for treatment or observation, including medical examination and treatment for any condition as a result of sexual assault (as defined in Michigan law).
  • Any minor (under the age of 21) who accompanied an individual who, after consuming alcohol, voluntarily presented themselves to a health facility or agency for treatment or observation, including medical examination and treatment for any condition as a result of sexual assault (as defined in Michigan law).
  • Any minor (under the age of 21) who initiated contact with law enforcement or emergency medical services personnel for the purpose of obtaining medical assistance in connection with a legitimate health care concern.

Medical Amnesty as a result of an overdose of any controlled substance, including a prescription drug: To better ensure that individuals at medical risk as a result of an overdose of any controlled substance, including a prescription drug, will receive prompt and appropriate medical attention, the State of Michigan provides for medical amnesty to remove perceived barriers to calling for or seeking help.

The medical amnesty law provides an exemption from prosecution for the following when the amount of the drug possessed is sufficient only for personal use:

  • Any individual who voluntarily seeks medical assistance for themselves as a result of an overdose of any controlled substance, including a prescription drug.
  • Any individual who accompanies or procures medical assistance for another individual as a result of an overdose of any controlled substance, including a prescription drug.
  • Any individual who as a result of an overdose of any controlled substance, including a prescription drug, is presented for medical assistance by a third party.

The College for Creative Studies maintains the discretion to refer the individual for appropriate educational intervention(s).

Marijuana: On November 6, 2018, Michigan voters passed Proposal 18-1, which legalizes possession and use of limited amounts of recreational marijuana by individuals 21 years and older. Neither this new state law, nor the Michigan Medical Marihuana Act, authorize the use or possession of marijuana on any property owned or managed by CCS and by CCS’ faculty, staff, or students on any CCS property or during off-campus CCS business or events. 

Marijuana possession and use remains illegal under federal law and is categorized as an illicit substance under the Drug-Free Workplace Act of 1988 and the Drug-Free Schools and Communities Act Amendment of 1989. Therefore, even though the State of Michigan has legalized limited amounts of marijuana for recreational or medicinal use for some individuals, the possession, use, storage, and cultivation of marijuana remains prohibited for all faculty, staff and students under CCS policy.

Employees and students who violate CCS policy prohibiting the use or possession of illegal drugs on campus will continue to be subject to disciplinary action.

Sanctions for Illegal Use, Possession and/or Delivery of Controlled Substances

A full description of the State of Michigan sanctions for the controlled substances (Public Health Code Act 368 of 1978) can be found at: Public Health Code Act 368 of 1978 Part 74 Offenses and Penalties. This section is not intended as legal advice; consult with an attorney regarding your specific legal issues.

Employee Reporting Requirement

Under the Drug-Free Workplace Act, in addition to the other requirements of this Policy, the College requires all employees who work in any capacity under a federal grant or contract to notify his or her supervisor or department head in writing of his or her conviction for a violation of any criminal drug statute occurring in the workplace or on work-related activities no later than five (5) calendar days after such conviction. The supervisor or department head will notify the Office of Human Resources.

Distribution of Policy

A copy of this Policy statement will be distributed to all faculty, staff and students annually via email at the beginning of fall and winter semesters. New employees will receive this information from Human Resource when they are hired. Prospective students and employees are made aware of this policy upon their initial connection to the College.

Review of the College’s Prevention Program and Policy

Annually, the College shall review its Alcohol and Other Drug Policy and prevention strategies to determine effectiveness and to ensure that the College’s disciplinary sanctions are consistently enforced. This annual review will be conducted in May and the minutes from the review are available to students and employees upon request.

For More Information

For more information concerning this Policy, employees should contact the Office of Human Resources at 313-664- 7652 and students should contact the Office of Student Affairs at 313-664-7879.

Paid Time Off

Eligibility

Full-time and part-time staff employees who work at least ten hours per week are eligible to accrue Paid Time Off (PTO) according to the schedule below. PTO must be scheduled and approved in advance by the employee’s supervisor, except for last minute illnesses, injury or emergencies. In these instances, employees should notify their supervisor as soon as possible. Part-time staff that work less than 10 hours per week and temporary employees or contractors are not eligible for PTO.

Accruals

PTO is accrued at the following rates for full-time employees:

Employee TypeCalendar years
beginning prior to
completion of 5
years of full-time
status		Calendar years
beginning after
completion of 5 years of
full-time status*
Executive31 days per year31 days per year
Full Time 12 Month Employee24 days per year31 days per year
Full Time 10 Month Employee20 days per year26 days per year
Full Time 10 Month, Half time 2 (10 and 2)22 days per year26 days per year
Full Time 9 Month Employee18 days per year24 days per year
*Employees start accruing at the 5 year rate on January 1st following their 5 year anniversary of their hire date.

Part Time Staff Employees

Effective January 1, 2024, Part-Time, hourly staff employees will accrue PTO  at a rate of .0923 hours for each hour worked.

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.

Full Time Staff Employees

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.” 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.

Using PTO

Employees should follow their department procedures when requesting time off. 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 in the case of emergent situations only.

Please note that even if an employee has PTO available, excessive use of unscheduled time off is disruptive and may lead to disciplinary action.  See Attendance and Timeliness policy. CCS’s PTO policy is intended to and will be interpreted to comply with the provisions of Michigan’s Paid Medical Leave Act.

PTO In Conjunction With STD And Workers’ Compensation

  1. A seven 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.
  2. 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 state law). The employee’s Timeclock Plus record will need to 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.

Fair Labor Standards Act (FLSA)

The Fair Labor Standards Act (FLSA) is a federal law requiring covered employees be paid at least the federal minimum wage for all hours worked and overtime pay (generally computed at time and one-half the regular rate of pay for all hours worked over 40 hours in a workweek), unless the employee falls into one of several designated exemptions.  To qualify for exemption, employees generally must meet certain tests regarding their job duties and, for some exemptions, be paid on a salary basis at not less than the minimum designated by the FLSA.  Job titles do not determine exempt status.  In order for an exemption to apply, an employee’s specific job duties and salary must meet all the requirements of the FLSA.  You will be advised whether your position is classified as exempt (and not subject to the minimum wage and/or overtime provisions of FLSA) or nonexempt (and subject to the minimum wage and overtime provisions of FLSA) at the time you are hired.

To qualify for many exemptions applicable at CCS, employees must be paid on a salary basis.  Consistent with CCS’s long-standing policy and practice, exempt employees are paid on a salary basis as required by law.  Being paid on a “salary basis” means an employee regularly receives a predetermined amount of compensation each pay period on a weekly, or less frequent, basis.  Absent an exception listed below, the predetermined amount cannot be reduced because of variations in the quality or quantity of the employee’s work and an exempt employee must receive the full salary for any workweek in which the employee performs any work, regardless of the number of days or hours worked.  However, exempt employees do not need to be paid for any workweek in which they perform no work.  Generally, if the employer makes deductions for an employee’s predetermined salary because of the operating requirements of the business, that employee is not paid on a “salary basis.”  That is, if the employee is ready, willing and able to work, deductions typically may not be made for time when work is not available.

Personnel Records – Staff / Faculty

Staff

A master personnel record containing administrative staff records and other pertinent data is maintained in the Human Resources office. The Human Resources office maintains records concerning employment, performance, payroll, benefits, and other miscellaneous items. No information, except verification of employment dates, will be released to outside sources without the employee’s written authorization, unless disclosure is required by subpoena or court order or is necessary to meet some legal obligation of CCS. A written authorization from the employee is required for the Human Resources office to release salary information.

It is each administrative staff member’s responsibility to inform the Human Resources office of any changes in the following: name, address, telephone, marital status, dependents, beneficiaries, and emergency contacts.

Administrative staff have the right to review their Personnel Record in the Human Resources office, with a prior appointment. These Personnel Records are confidential and may only be reviewed by the administrative member, or the appropriate supervisory personnel of the administrative staff member.

Faculty

A master personnel record containing faculty records and other pertinent data is maintained in the Human Resources office. The Human Resources office maintains records concerning employment, performance, payroll, benefits, and other miscellaneous items. The Academic Affairs Office also maintains records on each faculty member which include: Full-Time Faculty Annual Reports, Department Chair Annual Reviews of Full-Time Faculty, faculty member’s resume, and correspondence. No information, except verification of employment dates, will be released to outside sources without the employee’s written authorization, unless disclosure is required by subpoena or court order or is necessary to meet some legal obligation of CCS. A written authorization from the employee is required for the Human Resources office to release salary information.

It is each faculty member’s responsibility to inform the Human Resources office of any changes in the following: name, address, telephone, marital status, dependents, beneficiaries, and emergency contacts.

Faculty members have the right to review their Personnel Record in the Human Resources office or their file in the Academic Affairs Office, with a prior appointment. These Personnel Records are confidential and may only be reviewed by the faculty member, or the appropriate supervisory personnel of the faculty member.

Children in the Workplace

All College employees, including faculty, staff, and students, may occasionally experience the need to bring children to campus. The following guidelines are established to clarify the College’s practice regarding such situations.

Employees and students who are responsible for the care of minor children are expected to arrange childcare away from the workplace and campus. The College does not condone bringing children into the workplace and on campus, except as provided below. The College accepts no responsibility for the actions of children on campus; the parents or custodians assume all such responsibility. Bringing children into the workplace or classroom creates a distraction, for the parent or custodian, for other employees and for students, impeding the performance of College duties and could also endanger the child. The immediate supervisor or instructor will counsel or notify employees or students who bring children to campus without proper authorization in advance.

Exceptions for Employees

Employees may bring children to campus under the following conditions:

An employee is coming to campus for a short visit, or errand, of less than two (2) hours:

  • delivering College-related work (forms, reports, grades, pay a bill, etc.)
  • bringing a new baby to introduce to co-workers
  • other casual, informal College business with co-workers
  • College for Creative Studies sponsored special events

Other conditions to bring children to campus will need approval from the immediate supervisor and Director of Human Resources.

Exceptions for Students

  • delivering College-related work (forms, registration, reports, grades, pay a bill, etc.)
  • bringing a new baby, outside of class time, to introduce to classmates, instructors
  • College for Creative Studies sponsored special events

Other conditions to bring children to campus will need approval from the Dean of Students.