Welcome to our Virtual College! Lake Land has moved to an online environment for the rest of the spring semester. For helpful tips and resources during the Level 3 Restricted Access phase visit our COVID-19 page at https://www.lakelandcollege.edu/covid-19.
Welcome to Lake Land College – a collaborative, innovative workplace centered around our students. Focusing on our vision of 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. Applications for part-time instructors are accepted at any time. Lake Land College is an Equal Opportunity/Affirmative Action Employer.
Department of Corrections/Juvenile Justice
Faculty Full Time
Faculty Part Time
Please call 217-234-5410 or email us
Human Resources Assistant
Human Resources Assistant
Sr. Human Resources Generalist and College Compliance Coordinator
Director of Human Resources
Benefits provided to Lake Land College employees are:
Employee Benefit Directory – Phone numbers, addresses, and links to benefit providers
Benefit Handbook including Privacy and Required Notices
DOC Benefit Handbook including Privacy and Required Notices
Discounts for employees are available at the departments listed below. Please call the phone number listed for details:
Lake Land College offices are closed on Fridays after graduation and one week before the start of the fall semester during the summer session. Administrators, Supervisors and Support staff personnel will be working four 8½-hour days each week during this period. Friday’s work hours will be divided among the four remaining days of the work week. This will give the days Monday through Thursday an equivalent of 1¼ work days each. Employees will be working a 34-hour week and be compensated at the regular 40-hour work week rate of pay. Employees under the Lake Land College Paraprofessional Association and Lake Land College Custodial Association must follow the summer work session section of their corresponding contract. Staff that is required to work a five day schedule will follow the requirements according to their position.
Regardless of the individual employee’s schedule selected, each college service area must be open from 8:00 a.m. to 5:00 p.m. daily during the four-day week.
The College observes the following holidays:
You will need to use the username and password that HR assigned to you in order to work on the New Employee Packet.
The New Employee Orientation Guide will help orient new employees to the resources available at Lake Land College and the surrounding community.
Lake Land College Retirees are integral members of the College community. We welcome our retirees to enroll in the Retiree Advantage Program and take advantage of the following benefits. Your dedication and commitment to making our college one of the best in the nation is appreciated by the Board of Trustees, faculty, staff, employees and most importantly, the students. We look forward to seeing you around campus!
A Lake Land College employee who gave the College a written notice to retire, and upon the date of retirement was eligible to receive an annuity from the State Universities Retirement System are eligible to participate in the Retiree Advantage Program. The Tuition Waiver and Special Employment Benefits provisions of the Retiree Advantage Program are only available to retirees (as defined above) with 5 or more years of full-time service to the College. For more information, please contact Human Resources.
To take full advantage of the program benefits, you will need to enroll in the program and obtain a college ID. Benefits are listed below:
Retirees will be able to obtain an official Lake Land College retiree photo identification card. This could be used to secure various discounts and services, both within and outside the College. You can get your card from the Bookstore on campus. We ask that you avoid book pick up and return weeks for this visit.
Tuition waivers are available to the retiree, the retiree’s spouse and his or her dependent children under the age of 23. As with current employees, any associated fees are the responsibility of individuals covered under this benefit.
Retirees can use the state-of-the-art Fitness Center during posted hours of operation by simply showing their retiree college ID. Fitness Center hours are: 7:00 a.m. to 7:00 p.m. Monday through Thursday and 7:00 a.m. to 5:00 p.m. on Friday. Summer hours for the Fitness Center are 6:30 a.m. to 5:00 p.m. Monday through Thursday.
Retirees receive free access to any sporting events simply by showing their retiree college ID.
Retirees will be invited to all formal Lake Land College events, such as ground-breakings, open houses, celebrations, etc. Please contact HR to provide an email address you would like the invitation sent.
Retirees are welcome to volunteer in various capacities. Individuals may contact you to request help with various events, shows, projects, etc.
Student provided services are available to retirees at the employee rate. Such services include dental hygiene, massage therapy, and cosmetology.
Retirees also receive a 10% discount at the Lake Land College Bookstore simply by showing their retiree ID.
Retirees can request to participate in the spring graduation ceremony. If they elect to participate, a cap and gown will be provided to them by the College. This request should be made in March to the Director of the Bookstore at 217-234-5475 or email firstname.lastname@example.org.
Retirees can order a Lake Land College business card through the college’s print shop at a nominal charge to the retiree. Email Marketing & Public Relations at email@example.com with this request.
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.
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:
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
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.
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:
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.
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.
The Act provides immunity for anyone who makes a report in good faith.
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:
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.
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.
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.
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.
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.
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.
Lake Land College is committed to maintaining a working and learning environment that promotes equal opportunity and affirmative action and that is free from unlawful discrimination and harassment. It is the policy of Lake Land College not to engage in discrimination or harassment against any person because of race, color, sex, age, religion, national origin, ancestry, disability, marital or civil union status, veteran status, sexual orientation or any basis of discrimination precluded by applicable federal and state statutes. This policy applies to admission and access to and participation, treatment and employment in the College’s programs, activities, and services.
The following campus office is assigned the responsibility for ensuring compliance with this policy as well as federal and state statutes and regulations concerning affirmative action and equal access:
Office of the Director of Human Resources | 217-234-5210
Complaint forms and procedures for filing can be obtained through Counseling Services or Human Resources. In addition, these offices will maintain current copies of appropriate laws, regulations, and policies.
Lake Land College is an Affirmative Action, Equal Opportunity Employer.
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:
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.
Engaging minds, changing lives, through the power of learning
In conducting its operations in compliance with Federal and State laws and regulations, Lake Land College is committed to the highest level of ethical behavior. To ensure that this standard of ethics is maintained, individuals are encouraged to report or disclose allegations of internal wrongdoing. Reports may be made by confidential phone number, (217) 465-5041, for Dimond Bros. Insurance in order to protect confidential, anonymous reporting of perceived wrongdoing.
Lake Land College’s goal in using social media is to enhance communication and foster an online community for various Lake Land constituents reflecting the brand, vision and values of the College. Although these platforms are oftentimes outside the direct control of the institution, Lake Land College maintains an interest in how the College is portrayed on all social media platforms. These guidelines aim to establish standards for employees and students.
For the purpose of these guidelines, social media is defined as media based on the use of web and mobile technologies that allow for user-generated exchanges of information. Social media includes but is not limited to social networking sites, collaborative projects such as wikis, blogs and micro-blogs, content communities, virtual game worlds, and virtual communities. Examples include but are not limited to LinkedIn, Twitter, Instagram, Facebook, Snapchat and YouTube.
V. Training and Acknowledgment of Mandated Reporter Status
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:
Lake Land College is committed to maintaining a working and learning environment in which all individuals are treated with respect and dignity. Faculty, staff and students have a right to work and learn in an atmosphere that promotes equal opportunity and prohibits discriminatory practices. The College is committed to providing a safe and respectful environment and will not tolerate harassment or acts or threats of violence including but not limited to aggression, hate crimes, bullying, cyber bullying, cyber intimidation, domestic violence, stalking, or intimidation from students, employees or third parties including visitors and vendors.
Workplace and academic environment harassment is a form of discrimination. Unlawful harassment includes unwelcome verbal, written or physical conduct by any one person toward another person based on that person’s race, sex, color, national origin, religion, sexual orientation, age, veteran status, political affiliation or disability. Any such conduct which harasses, disregards, interferes with work or academic performance or creates an intimidating, offensive or hostile environment is prohibited by this policy.
Examples of behavior that would be considered to be unlawful, workplace or academic harassment include but are not limited to the following:
Employees and students are encouraged to report all incidents of harassment. Anyone who believes that he or she is being harassed by a student, employee or third party at the College, or believes that his or her employment or academic career is being adversely affected by such conduct should immediately report such concerns. Employees should report concerns to their supervisor, next level administrator, another administrator, or the Director of Human Resources. Students should report such concerns to one of the three harassment information centers ( Counseling Services, the College Nurse, or the Director of Human Resources).
No individual making a complaint, whether formal or informal, will be retaliated against, even if a complaint made in good faith is not substantiated. Witnesses involved in any complaint of harassment will also be protected from retaliation.
A student or employee who believes he or she have been subjected to any form of retaliation after filing a complaint under this policy may file an additional complaint regarding the perceived retaliation.
It is a form of harassment to file a knowingly false or malicious complaint of harassment or to knowingly provide false information in the course of an investigation of such complaint. Such conduct is considered a violation of this Anti-Harassment policy and will subject an employee or student to disciplinary action.
Supervisors will strive to maintain a harassment-free college environment by promoting professionalism and by dealing with harassment promptly.
Supervisors will address any observed or reported incident or complaint of harassment with seriousness and will take prompt action while observing strict confidentiality, whether or not a formal written complaint has been filed. Employees must also ensure that no retaliation will result against the person making a harassment complaint. Supervisors should consult the Director of Human Resources regarding any harassment complaint reported to them.
Complaints of unlawful harassment are serious violations of College policy. Once a complaint of unlawful harassment has been made, the College has an obligation to promptly investigate the matter. The College will take prompt remedial action to address a substantiated complaint of unlawful harassment. All investigations into claims of unlawful harassment will be conducted respectfully. Every reasonable effort will be made to preserve confidentiality, to the extent practicable. However, in the course of an investigation, it will be necessary to discuss the complaint with the claimed offender, other persons who may have relevant information, and those with a legitimate need to know.
The College harassment policy reflects a commitment to maintaining an environment that is free from harassment of any complaints and expects that the use of these procedures will facilitate a prompt resolution of such complaints. An employee or student who believes that he or she has been harassed in violation of this section should take action in any of the following ways:
Informal harassment complaint resolution may be achieved by any of the steps outlined below.
After the informal complaint resolution has concluded, the complainant’s supervisor or harassment information center personnel, if involved, will forward all documentation concerning the complaint to the Director of Human Resources. The Director of Human Resources 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.
An individual may file a formal complaint of harassment if the informal attempt(s) to resolve the complaint was not satisfactory. An individual may also file a formal complaint of harassment if he or she chooses to bypass the informal process. All formal complaints of harassment should be submitted in writing directly to the Director of Human Resources as soon after the offending conduct as possible but in no event more that three months after the most recent conduct alleged to constitute harassment. The three-month limitation on the filing of claims of harassment is intended to encourage complainants to come forward as soon as possible after the offending conduct and to protect respondents against complaints
that are too old to be effectively investigated. If a complainant demonstrates sound reasons for failing to come forward within the three-month period, the Director of Human Resources has discretion whether to investigate the complaint. If the Director of Human Resources decides a complaint will not be formally investigated, informal resolution or counseling may be recommended.
The process for resolution of formal harassment complaints consists of two stages: 1) investigation; and 2) report and recommendation. Prior to investigation, a formal complaint, signed by the complainant, must be submitted in writing to the Director of Human Resources. 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 will promptly designate a team to investigate the complaint.
The Director of Human Resources will convene an investigative team consisting of two individuals, one male and one female, 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 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.
Using the information gathered by the investigative team and in consultation with the investigative team, the Director of Human Resources 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.
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 will prepare formal responses to the complainant and respondent, which shall include a summary of the investigation findings and communication of any 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, action would include regular college disciplinary procedures as found in Policy 07.28.
The complainant(s) and/or the respondent(s) may submit a written statement to the President concerning the findings and resulting actions within ten (10) business days of having received the College’s formal response. The President may uphold the prior findings and recommendation or may determine a different response.
A student or employee who wishes to bring a claim of harassment against the Director of Human Resources must file the complaint with the President, who will appoint the members of the investigative team. A student or employee who wishes to bring a claim of sexual harassment against the President must file the complaint with the Director of Human Resources, who will refer the complaint to the Chair of the Board of Trustees for investigation.
The Illinois General Assembly has enacted the State Officials and Employees Ethics Act (Public Act 93-615, effective November 19, 2003, as amended by Public Act 93-617, effective December 9, 2003, codified at 5 ILCS 430/1-1 and following) (herein “Act” or “Ethics Act”), which is a comprehensive revision of State statutes regulating ethical conduct, political activities and the solicitation and acceptance of gifts by State officials and employees. Under the Act, all units of local government and school districts are required to adopt ordinances or resolutions regulating the political activities of, and the solicitation and acceptance of gifts, by, the officers and employees of such units “in a manner no less restrictive” than the provisions of the Act. This Board Policy has been adopted in order to and shall be construed in a manner so as to comply with the requirements of the Act.
This Policy shall be construed in a manner consistent with the provisions of the State Officials and Employees Ethics Act (codified at 5 ILCS 430/1-1 and following). This Policy is intended to impose the same but not greater restrictions than the Act.
For purposes of this Policy, the following terms shall be given these definitions or, if different from time to time, then as defined by the State Officials and Employees Ethics Act (codified at 5 ILCS 430/1-1 and following):
This Policy does not repeal or otherwise waive, modify or amend any other restrictions applicable to officials or employees.
Any amendment to the Ethics Act that becomes effective after adoption of this Policy shall be incorporated into this Policy by reference and shall be applicable as if set forth in this Policy. However, any amendment that makes its provisions optional for adoption by community colleges will not be incorporated into this Policy by reference without formal action by the Board of Trustees.
If and to the extent the Ethics Act is declared unconstitutional as it applies to public community colleges, then this Policy or the relevant portions thereof shall be deemed repealed as of the date such decision becomes final and not subject to any further appeals or rehearings.
Maintaining confidentiality of student education records is a responsibility that all College employees share. Any employee with access to student information is accountable for protecting that information in accordance with FERPA. All employees should annually review Board Policy 07.11 – Confidentiality of Student Records which directs College procedures related to FERPA. Additionally, all employees should review the following guidelines:
What is FERPA?
The Family Educational Rights and Privacy Act of 1974 (34 CFR 99), also known as the Buckley Amendment, is a federal law that protects the privacy of a student’s education records. The act provides students with the right to inspect and review their education records, the right to seek to amend the records, the right to consent to disclosure of information from the records and the right to file a complaint with the FERPA Office in Washington, D.C.
Who is protected under FERPA?
Students who are currently, or were formerly, enrolled at Lake Land College, regardless of their age or parental dependency status are protected under FERPA. Students who have applied to, but have not attended Lake Land College, are not protected.
What are education records?
The definition of an education record under FERPA is broad. It essentially refers to any record that is directly related to a student and that is kept by the College or someone acting on behalf of the College from which an individual student or students can be personally (individually) identified. The records may be handwritten or recorded in a variety of media including print, tape, film, microfilm, microfiche, and computer files for example. Specific examples of student records include: transcripts, course schedules, class rosters, course grades, graded assignments, disciplinary actions, internship program records, student records showing on a staff member’s computer screen. Education records also include any records obtained from a school in which a student was previously enrolled.
What is directory information?
Directory information can be made public by Lake Land College without specifically requesting the student’s prior consent. Directory information as defined by Lake Land College includes: student name, mailing address, College e-mail address, enrollment status (full or part time), student classification, major field of study, age and/or date of birth, participation in officially-recognized activities and sports, weight and height of members of athletic teams, dates of attendance, degrees and awards received, most recent previous school attended and photograph. Any student objecting to his or her directory information being made public must file notice in writing of such objection with the Admissions and Records Office. When a student has filed the written notice to have their directory information withheld, a “RELEASE: NO” message will appear in the student demographic area of the student record screen in Colleague.
What is annual notification?
Lake Land College is required to identify annually what constitutes directory information within our policy and rights under FERPA. This notice is published in the online Student Handbook and Right to Know available on the College website and in the Student Hub and is emailed to all students at the beginning of each semester.
To whom may employees release education records?
For most employees, this answer is simple. Education records should only be released directly to the individual student for which the record was established. Employees may also release student information to fulfill an individual student’s written request for a personal or professional reference. Any other requests for education records should be fulfilled through the office of Admissions and Records.
Can students request corrections to their education records?
Students have the right to request corrections to their records if they believe the content is inaccurate, misleading, or in violation of the student’s privacy rights under FERPA. This request must be made in writing to the appropriate College official based on the content of the record.
What all employees can do to ensure they are not in violation of FERPA?
All employees should:
Additionally, instructors should:
When in doubt, don’t release information!
How can employees help parents who are concerned about their children if they can’t release any information?
Although employees cannot release information to parents, spouses or significant others without the student’s written permission to do so, there are some things employees can do to assist them. Employees can describe how a process works. For example, if parents ask about the grades their child earned in a previous semester, employees can inform them that students can access all of their grades through their IRIS accounts and encourage the parent to have their child access the grades and show them. If parents asks why their child received an academic probation letter, an employee can explain the College’s policy on academic standing. An employee can offer to meet with the student and their parent to discuss the student’s education record at the request of the student.
Where can I learn more about FERPA?
FERPA 101 for Colleges and Universities
A free, online introductory course provided by the U.S. Department of Education addressing FERPA basics. Completers will earn a certificate of completion.
The Family Policy Compliance Office
U.S. Department of Education
400 Maryland Ave SW
Washington, D.C. 20202-4605
Lake Land College is committed to maintaining a safe and healthy educational and employment environment that is free from sex discrimination and sexual harassment, which includes discrimination based on sexual orientation or gender-related identity.
Sex discrimination, sexual harassment, sexual misconduct and sexual violence are prohibited. It is the policy of the College that no staff member, student or other member of the College community shall be subject to sexual harassment or sex discrimination in any form.
Sexual harassment means any unwelcome sexual advances, requests for sexual favors, or any conduct of a sexual nature when:
Hostile environment sexual harassment is unwelcome sexual conduct that is sufficiently severe or pervasive that it alters the conditions of employment and/or academic environment and creates an environment that a reasonable person would find intimidating, hostile, uncomfortable, or inappropriate.
Examples of behavior that would be considered sexual harassment include, but are not limited to, the following:
This policy applies to students, faculty, staff, employees, appointees, and visitors, regardless of sexual orientation or gender-identity, whenever the misconduct occurs:
A. On College property; or
B. Off College property if:
1. The conduct was in connection with a College or College-recognized program or activity; or
2. The conduct may have the effect of creating a hostile environment for a member of the College community.
The College has designated the Director of Human Resources as the Title IX Coordinator and the Senior Human Resources Generalist and College Compliance Coordinator as the Deputy Title IX Coordinator.
Any employee or visitor to the College who believes he/she has been subjected to sexual harassment or discrimination in violation of this Policy should report this to the Director of Human Resources. Any student who believes she/he has been subjected to sexual harassment or discrimination should report this to the Title IX or Deputy Title IX Coordinators. Students may also contact one of the College’s confidential advisors for guidance regarding reporting options. Employees are encouraged to resolve any complaints internally but have the option of contacting the Illinois Department of Human Rights or Equal Employment Opportunity Commission (within 180 or 300 days, respectively) to file a complaint. Students may pursue claims of sexual harassment with the United States Office for Civil Rights.
Any form of retaliation, including intimidation, threats, harassment and other adverse action taken or threatened against any complainant or person reporting or filing a complaint alleging sexual discrimination, harassment or misconduct or any person cooperating in the investigation of such allegations (including testifying, assisting or participating in any manner in an investigation) is strictly prohibited. Individuals may also pursue retaliation claims under the State Officials and Employee Ethics Act, the Whistleblower Act and Illinois Human Rights Act. Anyone found to have engaged in unlawful retaliation will be subject to discipline up to and including termination, criminal penalties and fines may also be assessed for engaging in retaliation in violation of the Ethics and Whistleblower Acts.
Allegations of sexual harassment are extremely serious. Therefore, all claims of harassment must be made in good faith. Any claims that are brought while knowingly false, with malicious intent, or out of retaliation are a violation of this Policy. Individuals who violate this Policy by filing a knowingly false complaint shall be subject to discipline, up to and including termination. Additionally, a false complaint brought under the Ethics Act could result in criminal penalties and/or fines.
Individuals found to have violated this Policy shall be subject to disciplinary action up to and including termination from employment, expulsion and banned from the College. Additionally, an individual who engages in retaliation under the Ethics and Whistleblower Acts may also be subject to fines and/or penalties.
The College will maintain and publish procedures implementing this policy which set forth:
This Policy will also be published in the Student Guide to Addressing Sexual Harassment and Sexual Misconduct section of the online Student Handbook available on the College’s website. Printed copies will be available from the offices of Counseling Services, Health Services, Human Resources and Vice President for Student Services.
The protection of confidential and sensitive information assets and the resources that support them are critical to the operation of Lake Land College. As information assets are handled they are placed at risk for potential threats of employee errors, malicious or criminal actions, theft, and fraud. Such events could cause Lake Land College to incur a loss of confidentiality or privacy, financial damages, fines, and penalties.
The purpose of this policy is to reduce the risk of a loss or breach of confidential and sensitive information through guidelines designed to detect and prevent errors or malicious behavior. Lake Land College recognizes that absolute security against all threats is an unrealistic expectation. Therefore, the goals of risk reduction and implementation of this policy are based on:
These policy guidelines were derived through a risk assessment of Lake Land College methods of handling confidential and sensitive information. Determination of appropriate security measures must be a part of all operations and shall undergo periodic evaluation.
Lake Land College abides by all applicable federal, state and local laws to identify, detect and respond to the risk of identity theft.
These guidelines apply to owners, executives, management, and employees of Lake Land College. This includes all parties that may come into contact with confidential and sensitive information, such as, trustees, administrators, staff, contractors, consultants, temporaries, students acting on behalf of Lake Land College, unpaid persons acting on behalf of Lake Land College and personnel of third party affiliates.
Implementation of these guidelines, along with the design of more specific or new guidelines as needed, is the responsibility of the Information Security Officer. The President will appoint the Information Security Officer.
Prior to any employee being granted access to Confidential and Sensitive Information as further defined below in Section 3 (“CSI”), a signed “Use of Confidential Information and Non-disclosure Agreement” must be on file with the Information Security Officer.
3.1. Confidential and Sensitive Information (“CSI”)
Confidential and Sensitive Information includes, but is not limited to, the following identifiers whether contained in hard copy or electronic format:
3.1.1. Personal Information
220.127.116.11 Social Security Number
18.104.22.168. Social Insurance Number
22.214.171.124. Birth Certificate
126.96.36.199. Date of Birth
188.8.131.52. Mother’s Maiden Name
184.108.40.206. Driver’s License Information
220.127.116.11. Professional License Information
18.104.22.168. Paychecks, Pay stubs, Pay rates, Tax Information
22.214.171.124. Passport Information / Visa
126.96.36.199. Employee and Student ID
188.8.131.52. Student ID Numbers
184.108.40.206. Student Grades
220.127.116.11. Student Transcripts
18.104.22.168. Criminal Background Information
22.214.171.124. Employee and Student Disciplinary Files
126.96.36.199. Medical information
188.8.131.52. Health insurance information
184.108.40.206. Credit card or debit card numbers
220.127.116.11 Account numbers and security codes that would allow access to individuals financial accounts
18.104.22.168 Unique biometric data such as fingerprints, retina and iris images
22.214.171.124 Other documents with personally identifiable information
126.96.36.199 Personal Information in Combination:
188.8.131.52.1 An individual’s first name or first initial and last name in combination with any of the following when such information is not encrypted or when the keys to unencrypt such information have also been breached:
184.108.40.206.1.1 The individual’s social security number, driver’s license number, state identification card number, account number, credit or debit card number (or account numbers and security codes that would allow access to an individual’s financial account);
220.127.116.11.1.2 Medical information, which means any information regarding an individual’s medical history, mental or physical condition, or medical treatment or diagnosis, including such information provided to a website or mobile application;
18.104.22.168.1.3 Health insurance information, which means any information regarding an individual’s health insurance policy number or subscriber identification number, any unique identifier used by a health insurer, or any medical information in an individual’s health insurance application and claims history; and
22.214.171.124.1.4 Unique biometric data, such as fingerprints, retina or iris images.
126.96.36.199.1.5 User name or email addresses in combination with a password or security question and answer that would permit access to an online account, when such information is not encrypted or the keys to unencrypt such information have also been breached.
3.1.2 Financial Information
188.8.131.52 Credit Card Numbers
184.108.40.206 Credit Card Expiration Dates
220.127.116.11. Credit Card CCV Numbers
18.104.22.168. Bank/Credit Union Account and Routing Numbers
22.214.171.124. Credit Reports
126.96.36.199. Billing Information
188.8.131.52. Payment History
184.108.40.206. Financial Aid / FAFSA
220.127.116.11. Other documents with personally identifiable information
3.1.3. Medical Information
18.104.22.168 Medical Records
22.214.171.124. Doctor Names and Claims
126.96.36.199. Health, Life, Disability Insurance Policy Information
188.8.131.52. Prescription Information
184.108.40.206. ADA Records
220.127.116.11. Other documents with personally identifiable information
3.1.4. Business Information
18.104.22.168. Federal ID Numbers
22.214.171.124. Proprietary Information
126.96.36.199. Trade Secrets
188.8.131.52. Business Systems
184.108.40.206. Security Systems
220.127.116.11. Employee Identifiers
18.104.22.168. Access Numbers / Passwords
22.214.171.124. Customer Identifiers
126.96.36.199. Vendor Numbers
188.8.131.52. Account Numbers
184.108.40.206. Personnel / Benefit Files
220.127.116.11. Other documents with personally identifiable information
3.2. Spoken Word
Spoken Word refers to the transfer of Confidential and Sensitive Information verbally or audibly through electronic media.
3.3. Hard Copy Format
Hard Copy Format refers to any Confidential and Sensitive Information that exists physically on paper.
3.4. Electronic or Soft Copy Format
Electronic or Soft Copy Format refers to any Confidential and Sensitive Information that exists electronically on CDs, DVDs, phones, computers, networks, portable devices, tape, microfilm, microfiche, etc.
4. Roles and Responsibilities
4.1 Information Security Officer
The Information Security Officer is responsible for the following:
4.1.1. Risk Assessment – Facilitate periodic risk assessments of Confidential and Sensitive Information handling methods.
4.1.2. Design – Design of more specific or new policy guidance as needed.
4.1.3. Implementation – Facilitate training on a periodic basis.
4.1.4. Monitor – Evaluate the policy and procedures regularly.
4.1.5. Enforce – Take disciplinary action as needed.
4.1.6. Response Plan – Create and maintain a plan to respond to security incidents.
4.2. Employees, contractors, consultants, temporaries, students acting on behalf of Lake Land College, unpaid persons acting on behalf of Lake Land College and personnel of third party affiliates.
All personnel are responsible for adhering to these guidelines, and for reporting any security incidents to the Information Security Officer immediately.
4.3. Information Systems and Services
Information Systems and Services are responsible for the following:
4.3.1. Provide a secure computing environment.
4.3.2. Risk assessment- Facilitate periodic risk assessment of computing environment.
4.3.3. Design- Design secure computing environment.
4.3.4. Implementation- Facilitate training on a secure computing environment.
4.3.5. Monitor- Monitor for a secure computing environment.
4.3.6. Enact- Enact necessary measures to provide a secure computing environment.
4.3.7. Response Plan- Create and maintain a plan to secure and respond to security incidents.
The following guidelines cover issues related to the collection, retention, transfer, and destruction of Confidential and Sensitive Information.
5.1. Information Storage
5.1.1. Hard Copy Format
18.104.22.168. On-site Storage
22.214.171.124. Off-site Storage
5.1.2. Soft Copy Format
Destruction of College records shall be in accordance with all applicable federal, state, and local laws, ordinances, rules, regulations, executive orders and all applicable College policies.
5.2.1. Hard Copy Format
126.96.36.199 In-house Destruction
5.2.2 Soft Copy Format
5.3.1. Spoken Word
5.3.2. Hard Copy Format
188.8.131.52. General Guidelines
184.108.40.206. Transporting Information
220.127.116.11. Facsimiles (FAX)
5.3.3. Soft Copy Format
18.104.22.168. General Guidelines
22.214.171.124. Laptops and Portable Devices
5.4. Information Accessibility
5.4.1. Hard Copy Format
126.96.36.199. General Guidelines
5.4.2. Soft Copy Format
188.8.131.52. General Guidelines
184.108.40.206. Remote Access
5.5. Plan for a Loss or Breach
5.5.1. General Guidelines
5.5.3. Discovery of a Breach in the Workplace
220.127.116.11. Employee Protocol
18.104.22.168 Information Security Officer Protocol
22.214.171.124 Breach Notice Requirements
5.6 Suspicious Behavior
5.6.1. General Guidelines
5.6.2. Contractors, Vendors, and Guests
The Information Security Officer has the authority to enforce this policy.
7. Elements of Red Flags.
There are four basic elements to Red Flags Regulations and Guidelines.
Element One: Identify Red Flags
Lake Land College identifies patterns, practices, or specific activities that indicate the possible risk of identity theft.
Element Two: Detect Red Flags
Lake Land College employees are conscious of the potential for identity theft in the following processes.
Element Three: Responding to Red Flags
Lake Land College may employ any of the following while responding to the potential of identity theft:
Element Four: Updating the Program
Lake Land College periodically updates its Identity Theft Prevention Program considering its own experiences with identity theft, changes in the methods of identity theft, changes in methods to detect, prevent, and mitigate identity theft, changes in accounts that it offers and maintains, and changes in its business arrangements.
Board Policy 11.03 Whistle-blowing and Fraud Reporting Protection emphasizes Lake Land College’s commitment to acting with the highest level of integrity by providing a framework for the reporting of perceived behavior that is illegal, unethical or in violation of Board policy or state regulations. Lake Land College has partnered with Dimond Bros. Insurance to provide an anonymous whistleblower process for voicing concerns regarding wrongful behavior. The integrity of Lake Land College is dependent on all faculty, staff and Trustees operating within the law, state regulations and Board policy. Please report any concerns of alleged violations by calling Dimond Bros. Insurance at (217) 465-5041. All concerns will be treated confidentially and the College will not tolerate harassment or victimization of those who report incidents of wrongdoing.