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Human Resources

Welcome to Lake Land College – a collaborative, innovative workplace centered around our students. Focusing on our mission, vision, and values for engaging minds and changing lives through the power of learning, we know our students by name and care about their success. We invite you to take a look at the current job openings as we seek expertise in a variety of fields that add to the rich learning environment at Lake Land College.

Lake Land College accepts applications for employment of full-time positions only when there is a vacancy. View our Employment Opportunities page to view our current openings. Lake Land College is an Equal Opportunity Employer.

HR Team

Please call 217-234-5410, fax 217-234-5534, or email us

Heidi Rienbolt
Employment Specialist
217-234-5410
hrienbolt@lakelandcollege.edu

Misty Miller
Coordinator of Employment and Compensation
217-234-5528
skeller34229@lakelandcollege.edu

Colleen Winchester
Sr. Human Resources Generalist and College Compliance Coordinator
217-234-5000
cwinchester@lakelandcollege.edu

Chris Uphoff Nees
Training & Development Coordinator
217-234-5491
cuphoffnees@lakelandcollege.edu

Dustha Wahls
Director of Human Resources
217-234-5410
dwahls@lakelandcollege.edu

Policies and Procedures

Abused and Neglected Child Procedures

I. Purpose

These procedures implement Board Policy 05.36 which states that Lake Land College (“College”) shall comply with the Abused and Neglected Child Reporting Act, 325 ILCS 5/1et seq. (the “Act”), as amended by Public Act 97-0711, and as applicable to College employees who are legally responsible to report suspected abuse or neglect of a child to the Illinois Department of Children and Family Services (“DCFS”). In accordance with the Act, these procedures are also applicable to College students enrolled in an academic program leading to a position as a child care worker, school service personnel and degree in education. For purposes of the Act, “child” means any person under the age of 18 years, unless legally emancipated by reason of marriage or entry into a branch of the U.S. armed services. College employees and students who are “mandated reporters” are identified in Part II, below. Other key terms appear in boldface type where they appear in these administrative procedures, and are defined in Part VI, below.

II. Definitions

A. Abused child means a child whose parent or immediate family member, or any person responsible for the child’s welfare , or any individual residing in the same house as the child, or a paramour of the child’s parent:

Inflicts, causes to be inflicted, or allows to be inflicted on the child physical injury, by other than accidental means, which causes death, disfigurement, impairment of physical or emotional health, or loss or impairment of any bodily function;
Creates a substantial risk of physical injury to the child by other than accidental means, which would be likely to cause death, disfigurement, impairment of physical or emotional health, or loss or impairment of any bodily function;
Commits or allows to be committed any sex offense against the child, as such offenses are defined in the Criminal Code of 1961, as amended, (by way of example such offenses include, but are not limited to criminal sexual assault, sexual abuse, indecent solicitation of a minor and child pornography) and extending those definitions of sex offenses to include children under 18 years of age;
Commits or allows to be committed an act or acts of torture upon the child;
Inflicts excessive corporal punishment;
Commits or allows to be permitted against the child the offense of female genital mutilation, as defined in Section 12-34 of the Criminal Code of 1961; or
Causes to be sold, transferred, distributed or given to the child a controlled substance, except for controlled substances prescribed in accordance with state law that are dispensed to the child in a manner that substantially complies with the prescription. A child shall not be considered abused for the sole reason that the child has been relinquished in accordance with the Abandoned Newborn Infant Protection Act.

B. Neglected child means a child whose parent or other person responsible for the child’s welfare deprives or fails to provide the child with adequate food, clothing, shelter, or needed medical treatment. Neglect may also be alleged when a responsible adult provides inadequate supervision of a child, as when children are left either unsupervised or in the case of someone unable to supervise due to his or her condition.

C. Person responsible for the child’s welfare means the child’s parent, guardian, foster parent, or any other person responsible for the child’s welfare at the time of the alleged abuse or neglect, or any person who came to know the child through an official capacity or position of trust, including educational personnel, recreational supervisors, and volunteers or support personnel in any setting where children may be subject to abuse or neglect.

D. Reasonable cause to believe abuse or neglect has occurred may exist when there is some actual or circumstantial evidence that the child has been abused or neglected. Actual evidence may consist of obvious pain, or signs of physical injury such as cuts, burns or bruises. Circumstantial evidence may include a child’s change of behavior, or implausible stories about injuries or activities.

III. Employees Who Are Mandated Reporters

A. Mandated Reporters

The Act provides that all personnel of institutions of higher education, all athletic program personnel and all athletic facility personnel are mandated reporters. 325 ILCS 5/4.

Mandated reporters are required to immediately report to the DCFS whenever there is reasonable cause to believe that a child with whom they have contact in their professional capacity may be abused or neglected.

Students enrolled in an academic program leading to a position as a child care worker, school service personnel and/or education degree are also mandated reporters pursuant to the Act. A list of courses that require students to be mandated reporters is available in the Education and Social Science Division. Effective January 1, 2023, this Act was expanded to specifically include athletic trainers, physical therapists, physical therapy assistants, occupational therapists, and occupational therapy assistants. Third-party contracted individuals falling under one of these newly included categories also have mandatory reporting obligations while engaged in a professional capacity at the College, even if they are not considered College employees.

B. No Retaliation

The College prohibits retaliation against any employee, student, volunteer or other individual who makes a good faith report of abuse or neglect or who participates in any investigation of abuse or neglect. Anyone found to have engaged in prohibited retaliation under this policy/procedure may be subject to discipline, up to and including termination, expulsion and/or other sanctions.

IV. Reporting Requirements and Procedures; Penalties for Non-compliance

A. Requirements and Procedures An employee or student who is a mandated reporter and who has reasonable cause to believe that abuse or neglect has occurred with respect to a child known to the employee in his or her professional capacity shall:

Immediately report to the DCFS that he or she believes that a child may be abused or neglected. This initial report may be made by telephone to the DCFS toll-free child abuse hotline number: 1-800-25A-BUSE (1-800-252-2873).
Confirm the telephone report in writing on the DCFS’ CANTS 5 Form, provided at the end of these procedures. The completed CANTS 5 Form should be sent within 24 hours of the initial report to the nearest local DCFS office by U.S. mail. The location of the nearest DCFS office is available on the DCFS website.
Promptly inform his or her supervisor and Human Resources that an abuse or neglect report has been made and provide the Director of Human Resources with a copy of the written confirmation of the report as submitted on the CANTS 5 Form.
The Director of Human Resources or his/her designee shall assist the reporter in further compliance with these procedures, if requested to do so. The Director of Human Resources shall maintain in a separate confidential file copies of all CANTS 5 forms submitted to the DCFS by College employees pursuant to the Act, whether as mandated or as permissive reporters.

Notes: The Act prohibits anyone, including a supervisor, from suppressing, changing or editing an abuse or neglect report. The reporting employee’s or students’ name shall not be disclosed to the parent or guardian of the child involved.

B. Penalties for Non-compliance

The willful failure of a College mandated reporter to immediately report a case of suspected child abuse/neglect may lead to his or her being charged with a Class A misdemeanor under the Act.

Anyone found to have engaged in prohibited retaliation under this policy/procedure may be subject to discipline, up to and including termination, expulsion and/or other sanctions.

C. Immunity for Making a Good Faith Report

The Act provides immunity for anyone who makes a report in good faith.

V. Training and Acknowledgment of Mandated Reporter Status

A. Training

The College shall make available appropriate training and resources on the Act’s requirements to mandated reporters. Mandated reporters are required to complete an initial training within three months of the first time they engage in a professional or official capacity, as a mandated reporter, or within the time frame of any other applicable law that governs training and at least every three years thereafter. Available training and resources include:

On-line training offered by DCFS, which includes a pre-training assessment, 60-90 minutes of self-paced interactive training, a post – training assessment, and a Certificate of Completion.
The DCFS Manual for Mandated Reporters which is available on the DCFS website.

B. Acknowledgment of Mandated Reporter Status

Each employee and student who is mandated by virtue of employment or enrollment to report suspected child abuse or neglect pursuant to the Act shall, before he or she begins employment or participation in his or her educational program, sign the Acknowledgement of Mandated Reporter Status on the DCFS CANTS 22 Form included at the end of these procedures, confirming his or her knowledge and understanding of the reporting requirements of the Act. The signed form shall be maintained in each mandated reporter’s personnel or student file.

VI. Cooperation in Investigating and Prosecuting Child Abuse and Neglect

All College employees and students are expected to cooperate with the DCFS in identifying child abuse or neglect, in accordance with these procedures.

A. On-Campus Interviews of Child by DCFS or Law Enforcement Personnel

If DCFS personnel or local law enforcement officials seek to conduct an interview at the College with a child suspected of being abused or neglected, they shall direct such a request to the Chief of the College Police Department.

An interview may be allowed if the Chief of Police believes there is good reason for conducting the interview at the College. If an interview is permitted to take place at the College, the Chief of Police should request that the DCFS employee or local law enforcement officer complete Form No. 1 (provided at the end of these procedures) before conducting the interview.

An interview at the College shall also be allowed upon presentation of a court order. If the interview takes place based on a court order, the Chief of Police shall request a copy of the order. The presence of a College employee at the interview shall be at the discretion of the DCFS employee(s) or law enforcement official(s).

After the interview has been conducted, the Chief of Police may notify the child’s parent or guardian of the fact that an interview was conducted by the DCFS or law enforcement personnel pursuant to the Act, but may not disclose any information about the interview.

B. Examinations and Photographs

If DCFS employees or local law enforcement officials seek to physically examine or photograph at the College a child suspected of being abused or neglected, they shall make a request to the Chief of Police.

The Chief of Police may grant the request if he or she believes there is good reason for conducting the examination at the College. The Chief of Police decision whether to grant the request shall take into consideration the sex of the child and of the examiner; the age, maturity and sensitivities of the child; and the location of the trauma and its seriousness. The presence of a College employee at the examination and photographing shall be at the discretion of the DCFS employees or law enforcement officials.

If the examination or photographing is permitted to take place at the College, the Chief of Police should request that the DCFS or law enforcement personnel complete Form No. 2 (provided at the end of these procedures) before examining or photographing the child. Examination or photographing of the child shall be allowed upon presentation of a court order. If the examination or photographing takes place based on a court order, the Chief of Police shall request a copy of the order. The presence of a College employee at the examination or photographing shall be at the discretion of the DCFS employees or law enforcement officials. After the examination or photographing has been conducted, the Chief of Police may notify the child’s parent or guardian of that fact unless prohibited from doing so by a court order, but may not disclose any further information concerning the DCFS or law enforcement investigation.

C. Temporary Custody / Temporary Protective Custody

If a DCFS employee assumes temporary protective custody pursuant to the Act, or a local law enforcement official assumes temporary custody pursuant to the Juvenile Court Act (705 ILCS 405/1-1et seq.), the Chief of Police shall request that the person who is assuming temporary protective custody or temporary custody complete Form No. 3 (provided at the end of these procedures) before doing so.

D. Judicial Proceedings

College employees and students shall testify fully in any judicial proceeding resulting from a report of abuse or neglect, and shall comply with all court orders and subpoenas.

VII. Child Abuse or Neglect Allegations Against College Employees

In the event that allegations of child abuse or neglect committed at the College or on College grounds are made against a College employee, the procedures set forth in the foregoing provisions shall apply unless the alleged perpetrator is the Director of Human Resources. In that event, the functions to be performed under these procedures by the Director of Human Resources shall be conducted by the Chief of Police and the Vice President for Business Services.

Equal Opportunity Notice of Non-Discrimination

Discrimination and Harassment – Non-Sex-Based

Procedures Implementing the College’s Policy Prohibiting Discrimination and Harassment

Board Policy 11.04 – Discrimination and Harassment affirms the College’s commitment to maintaining a safe and respectful educational and employment environment that is free from harassment and other forms of discrimination. The College expects that the use of these procedures will facilitate a prompt resolution of such complaints.

Reports or complaints of alleged sex-based misconduct including, but not limited to, complaints alleging sex discrimination, sexual harassment, sexual violence, domestic violence, dating violence and stalking shall be addressed in accordance with Board Policy 11.04.01 – Prohibiting Sex-Based Misconduct and its implementing Procedures. All other reports of alleged discrimination and harassment that are not sex or gender-based shall be addressed according to the following procedures.

Reporting Allegations of Discrimination and Harassment

Employees and students are strongly encouraged to report all incidents of unlawful harassment, discrimination and retaliation. Anyone who believes that they are being harassed by a student, employee or third party, or believes that their employment or academic career is being adversely affected by such conduct should immediately report such concerns.

Employees should report concerns of discrimination or harassment to their supervisor, next level administrator, another administrator, or the Director of Human Resources.

Students should report such concerns to the Director of Human Resources/Title IX Coordinator or the Vice President for Student Services.

Dustha Wahls, Director of Human Resources/Title IX Coordinator
Lensink Hall, Office #2
217-234-5210
dwahls@lakelandcollege.edu

Heather Nohren, Vice President for Student Services
Board and Administration Center, Office #001
217-234-5250
hnohren@lakelandcollege.edu

Retaliation Prohibited

No individual making a complaint in good faith, whether formal or informal, will be retaliated against. Witnesses involved in any complaint of harassment, as well as any individual who engages in any other activity protected by Board Policy 11.04 will also be protected from retaliation. Whistleblower protections are also available under the State Officials and Employees Ethics Act, the Whistleblower Act, and/or the Illinois Human Rights Act.

Retaliation Charge

A student or employee who believes they have been subjected to any form of retaliation after filing a complaint or being a witness under Board Policy 11.04 may file a complaint of retaliation.

False or Malicious Complaints

Board Policy 11.04 strongly prohibits knowingly filing a false or malicious complaint of harassment or knowingly providing false information in the course of an investigation of such complaint. Such conduct is considered a violation of Board Policy 11.04 and will subject an employee or student to disciplinary action.

Sanctions and Disciplinary Actions

Individuals found to have violated Board Policy 11.04 shall be subject to corrective and disciplinary action up to and including termination from employment, dismissal from enrollment, and or/exclusion from the College and its property. Additionally, an individual who engages in retaliation under the Ethics and Whistleblower Acts may also be subject to fines and/or penalties.

Complaints Against Elected Officials

Complaints made against members of the College’s Board of Trustees and other elected officials shall be submitted to the Board Chair or College President. If the report is made to the College President, the President shall promptly notify the Board Chair, or if the Board Chair is the subject of the complaint, the Board Vice Chair. The Board Chair, or Board Vice Chair as appropriate, shall, in consultation with legal counsel for the College, ensure that an independent review is conducted with respect to such allegations. If the allegations concern both the Board Chair and the Board Vice Chair, and/or they are witnesses or otherwise conflicted, the Board Secretary shall so consult with legal counsel.

The College’s Response and Investigation Procedures

Substantiated complaints of unlawful discrimination and harassment are serious violations of College policy. Once a complaint of unlawful harassment has been made, the College will take all reasonable action to promptly and thoroughly investigate the complaint. All investigations into complaints filed under Board Policy 11.04 will be conducted respectfully and impartially. Every reasonable effort will be made to preserve confidentiality throughout the pendency of any complaint, to the extent practicable. The College will take prompt and reasonable remedial action to address any substantiated complaint of unlawful discrimination and/or harassment.

Informal Complaint Resolution

Informal complaint resolution may be achieved by any of the steps outlined below.

Employee complainants may meet with their supervisor or the Director of Human Resources to clarify whether harassing behavior is occurring and to discuss appropriate responses and plans as to how the issue might be resolved. Student complainants may meet with the Director of Human Resources/Title IX Coordinator or the Vice President for Student Services.
Employee complainants may request that their supervisor or the Director of Human Resources meet with the alleged harasser (“respondent”) to discuss the alleged conduct and to remind them of College policies against harassment and to obtain agreement by the respondent to comply with these policies. A complainant may request that, when possible, such a conversation be held without the identity of the complainant being revealed to the respondent. Student complainant requests will be handled in a similar manner by the Director of Human Resources/Title IX Coordinator or the Vice President for Student Services.
Employee complainants may request that their supervisor or the Director of Human Resources meet with the complainant and the respondent in the role of a mediator to reach resolution of the issue. Student complainants may make a similar request of the Director of Human Resources/Title IX Coordinator or the Vice President for Student Services. Any resolution reached by mediation will include an agreement by the respondent to comply with and be bound by such policies.

After the informal complaint resolution has concluded, the employee complainant’s supervisor or, for student complainants, the Vice President for Student Services, if involved, will forward all documentation concerning the complaint to the Director of Human Resources/Title IX Coordinator. The Director of Human Resources/Title IX Coordinator will maintain a record of the complaint in order to document that the claim of harassment was made and to document the outcome of the informal resolution.

Initiating a Formal Complaint

Individuals may file a formal complaint of harassment if the informal attempt(s) to resolve the complaint was not satisfactory. Individuals may also file a formal complaint of harassment if they choose to bypass the informal process. All formal complaints of harassment should be submitted in writing directly to the Director of Human Resources/Title IX Coordinator as soon after the offending conduct as possible.

The process for resolution of formal harassment complaints consists of three stages: 1) Investigation; 2) Report and Recommendations; and 3) Determinations. Prior to investigation, a formal complaint, signed by the complainant, must be submitted in writing to the Director of Human Resources/Title IX Coordinator. The written complaint shall include the name(s) of the complainant and the respondent(s) and the details of the conduct alleged to be harassment. The Director of Human Resources/Title IX Coordinator will promptly designate a team to investigate the complaint.

Investigation

The Director of Human Resources/Title IX Coordinator, or designee, will convene an investigative team consisting of two individuals who are not immediate supervisors of the complainant(s) or respondent(s) and who do not have a conflict of interest with the complainant(s) or respondent(s). The investigative team may consist of the Director of Human Resources/Title IX Coordinator as long as the above criteria are met.

The investigative team shall interview the individual(s) filing a complaint(s), the respondent(s), and other individuals named by the complainant(s) and the respondent(s) who are identified as having information relevant to the allegations. The investigative team may interview other individuals it identifies as having information potentially relevant to the complaint. All interviews should be completed as soon as practicable.

Report and Recommendations

Using the information gathered by the investigative team and in consultation with the investigative team, the Director of Human Resources/Title IX Coordinator, or designee, will prepare a formal report consisting of the complaint, the response of the respondent, the investigative team’s findings, and a recommendation of the appropriate action(s) to be taken. The report will be retained by the Director of Human Resources/Title IX Coordinator.

Determinations

The President will designate the appropriate cabinet-level member to review the report. The cabinet-level designee may: 1) accept the report and recommendations as presented; or 2) request additional information/clarification from the investigative team and consider a modified report as appropriate.

After consideration of the final report, the cabinet-level designee will make a determination regarding the report. In consultation with the cabinet-level designee, the Director of Human Resources/Title IX Coordinator, or designee, will prepare formal responses to the complainant and respondent, which shall include a summary of the investigation findings and communication of any corrective and disciplinary action to be taken. Such action will depend on the nature of the offense and may include, but is not limited to, oral or written reprimand, suspension, reassignment, or termination. For students, any disciplinary action will be in accordance with Board Policy 07.28.01 Student Code of Conduct and Disciplinary Procedures.

Procedure For Processing Appeals

The complainant(s) and/or the respondent(s) may submit a written appeal statement to the Director of Human Resources/Title IX Coordinator within seven (7) College business days of having received the College’s formal response. The Director of Human Resources/Title IX Coordinator will forward the appeal statement to the President, or designee, and will notify the other party in writing that an appeal has been filed. Within seven (7) College business days after the President, or designee, has concluded their review of the appeal, the President, or designee, will issue a written decision simultaneously to both parties, describing the outcome of the appeal and the rationale for the outcome. The President’s, or designee’s, decision is final.

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BP 11.04 – Procedures 03.10.25

Sex-Based Misconduct

Drug-Free Workplace and Related Board Policies

The Drug-Free Workplace Act of 1988 (Pub. L. 100-690, Title V, Subtitle D) was signed into law by President Reagan on November 18, 1988, and became effective on March 18, 1989. Under the guidelines of this act, Lake Land College is required to give each employee a written statement of our policy concerning drug and alcohol use in the workplace, on campus and extension centers, and specify the actions that will be taken against employees for violation of such prohibition. Under this law, employees must abide by the terms of the policies and notify the College of any criminal drug statute conviction for a violation which occurs in our workplace, on-campus and extension centers, no later than five days after the conviction. Lake Land College Board Policies 11.07 – Drug-Free Workplace, 11.12 – Alcohol and Drugs and 09.09 – Smoking and the Use of Tobacco Products provide information regarding standards of conduct expected for employees related to alcohol, drugs and tobacco in the workplace. Employees who violate any aspect of these policies will be subject to disciplinary action up to and including discharge and referral for prosecution. Lake Land College strongly encourages students and staff members to voluntarily obtain assistance for dependency or abuse problems before such behavior results in disciplinary or legal action. Under the Omnibus Drug Initiative Act, schools which receive campus-based funds will be required to certify that they will provide a drug-free workplace. As part of the omnibus drug legislation, this statute requires contractors and grantees of federal agencies to certify that they will provide drug-free workplaces. Making the required certification is a pre-condition for receiving a contract or grant from a federal agency. Federal grant recipients who fail to comply with the 1988 Drug-Free Workplace Act could be suspended or barred from receiving federal funds for up to five years. There are two provisions of this law that affect employees directly:

The College is required to give each employee a written statement of our policy concerning drug and alcohol use in the workplace and specify the actions that will be taken against employees for violation of such prohibition.
Under this law, employees must abide by the terms of this policy and notify us of any criminal drug statute conviction for a violation which occurs in our workplace no later than five days after the conviction.

An employee who violates any aspect of this policy statement will be subject to disciplinary action up to and including discharge and referral for prosecution. Additionally, if deemed appropriate by the College under the particular circumstances, an employee who violates this policy statement may be required to participate in and complete a substance abuse assistance or rehabilitation program to the satisfaction of the College.

Whistleblower Policy and Procedure

Title IX and Other Employee Notification/Reporting Responsibilities

Sex-Based Misconduct – Employee Notification Requirements

As described in the Procedures Implementing the College’s Board Policy 11.04.01 Prohibiting Sex-Based Misconduct, different employees on campus have different notification obligations when they receive information about conduct that may reasonably constitute sex-based misconduct.

The scope of an employee’s notification obligations depends on the employee’s status as a Responsible Employee, Confidential Employee, or Other Employee.

Responsible Employee

Any non-confidential employee who has the authority to institute corrective measures or has responsibility for administrative, leadership, teaching, or advising in the College’s education program or activity. The College’s Responsible Employees are:

College Administrators
Supervisors and Managerial Staff, except Student Wellness Center Manager
Faculty, except for those faculty who serve as Faculty Counselors in the Counseling Services Office
Campus Police
Coaches
Advisors (e.g., student club/organization advisors, academic advisors, career advisors, financial aid advisors)

Responsible Employees must notify the Title IX Coordinator when they have information about conduct that may reasonably constitute sex-based misconduct. This notification must include all relevant details about the alleged sex-based misconduct, including the date, time and specific location of the alleged incident(s) and the names of all involved individuals.

Confidential Employee

A College employee who has confidential status with respect to information received while the employee is acting within the scope of certain specific duties and functions. The College’s Confidential Employees are:

Counselors in Counseling Services
College Nurse
Student Wellness Center Manager

Confidential Employees will explain the following to any person who informs them of conduct that may reasonably constitute sex-based misconduct:

The employee’s status as confidential, including the circumstances in which the employee is not required to notify the Title IX Coordinator about conduct that reasonably may constitute sex-based misconduct;
How to contact the Title IX Coordinator and how to make a complaint of sex-based misconduct; and
That the Title IX Coordinator may be able to offer and coordinate supportive measures, as well as initiate the informal resolution process or an investigation under the grievance procedures.

Other Employee

While only designated Responsible Employees are required to notify the Title IX Coordinator when the Responsible Employee has information about conduct that may reasonably constitute sex-based misconduct, all employees are encouraged to notify the Title IX Coordinator when they have information about such incidents.

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Employee Notification Requirements 03.10.25

Title IX Frequently Asked Employee Questions

Why am I a mandatory reporter?

There are three federal laws that establish responsibilities for employees of colleges to report certain types of crimes and incidents, especially sexual harassment and sex-based misconduct. Title IX, the Clery Act and Title VII. Each of these areas of federal law has a different purpose, but generally the laws are intended to protect members of the campus community, visitors and guests from criminal and discriminatory behavior.

Will I receive training?

Yes. The College provides training for all employees on Title IX and mandatory reporting.

Isn’t Title IX only related to athletics?

Although it is the application of Title IX to athletics that has gained the greatest public visibility, the law applies to every single aspect of education, including course offerings, counseling and counseling materials, financial assistance, student health and insurance benefits and/or other services, housing, marital and parental status of students, physical education and athletics, education programs and activities, and employment.

What if a student requests to keep an incident of sex-based misconduct confidential?

It is important BEFORE the student reports to you the details of the incident to notify them you are a mandated reporter. Employees may direct students to a Counselor in Counseling Services, the College Nurse, or the Student Wellness Center Manager as they are confidential resources.

What are the differences between the College’s Title IX investigation and a criminal investigation?

A criminal investigation is intended to determine whether an individual has violated criminal law.

Title IX will never result in incarceration and therefore, the same procedural protections and legal standards are not required. Further, a criminal investigation is initiated at the discretion of law enforcement authorities, while a Title IX investigation is not discretionary. The College has a duty under Title IX to resolve complaints promptly and equitably and to provide a safe and nondiscriminatory environment for all students.

Other Laws and Mandatory Reporting

In addition to Title IX, two federal laws, The Clery Act and Title VII, also create reporting responsibilities for campus employees, faculty and professional staff. Each law imposes differing responsibilities for different employees across our campuses.

Following are the different laws and their purpose.

The Clery Act

Originally known as the Campus Security Act, the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (20 USC § 1092(f)) is the landmark federal law that requires colleges and universities across the United States to disclose information about crime on and around their campuses. The law is tied to an institution’s participation in federal student financial aid programs and it applies to most institutions of higher education both public and private. The Clery Act is enforced by the United States Department of Education.

On March 7, 2013, President Obama signed the Violence Against Women Reauthorization Act of 2013 (VAWA) (Pub. Law 113-4), which, among other provisions, amended section 485(f) of the Higher Education Act of 1965, as amended (HEA), otherwise known as the Jeanne Clery Disclosure of Campus Security Policy and Campus Crime Statistics Act (Clery Act). The Clery Act requires institutions of higher education to comply with certain campus safety- and security-related requirements as a condition of participating in the Federal student financial aid programs authorized by Title IV of the HEA. Notably, VAWA amended the Clery Act to require institutions to compile statistics for incidents of domestic violence, dating violence, sexual assault, and stalking and to include certain policies, procedures, and programs pertaining to these incidents in their annual security reports (ASRs). The statute requires institutions to include this new information in the ASR beginning with the ASR that must be provided to students, employees, and prospective students and employees by October 1, 2014.

Lake Land College Police Department updates, communicates and publishes a public crime log and publishes an Annual Security Report available to all current students and employees.

Reference: http://clerycenter.org/the-clery-act

Title VII

Title VII of the Civil Rights Act of 1964 protects individuals against employment discrimination on the basis of race and color, as well as national origin, sex, and religion. Title VII applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government.

Harassment/Hostile Work Environment

Title VII prohibits offensive conduct, such as racial or ethnic slurs, racial “jokes,” derogatory comments, or other verbal or physical conduct based on an individual’s race/color. The conduct has to be unwelcome and offensive, and has to be severe or pervasive. Employers are required to take appropriate steps to prevent and correct unlawful harassment. Likewise, employees are responsible for reporting harassment at an early stage to prevent its escalation.

Reference: Society for Human Resource Management

Abused and Neglected Child Reporting Act

Board Policy 05.36 – Abused and Neglected Child Reporting Policy states that Lake Land College (“College”) shall comply with the Illinois Abused and Neglected Child Reporting Act, 325 ILCS 5/1 et seq. (the “Act”), as amended by Public Act 97-0711, and as applicable to College employees who are legally responsible to report suspected abuse or neglect of a child (under the age of 18) to the Illinois Department of Children and Family Services (“DCFS”).

The Act provides that all personnel of institutions of higher education, all athletic program personnel and all athletic facility personnel are mandated reporters. 325 ILCS 5/4. Mandated reporters are required to immediately report to the DCFS whenever there is reasonable cause to believe that a child with whom they have contact in their professional capacity may be abused or neglected.

Reference: http://www.ilga.gov/legislation/ilcs/ilcs3.asp?ActID=1460&ChapterID=32