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. Lake Land College is an Equal Opportunity/Affirmative Action Employer.
Please click on the category of work you are interested in:
Full-Time Staff Opportunities
Part-Time Opportunities
Student Opportunities
Full-Time Faculty Opportunities
Adjunct Faculty Opportunities
Department of Corrections/Juvenile Justice
Please call 217-234-5410, fax 217-234-5534, or email us
Lynae Morrison Employment Specialist 217-234-5410 lpadrick@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
Stephanie Finney HR Assistant 217-234-5345 sfinney@lakelandcollege.edu
Dustha Wahls Director of Human Resources 217-234-5410 dwahls@lakelandcollege.edu
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.
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.
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) 234-2300 x2104 or by email whistleblowerllc@dimondbros.com, for Dimond Bros. Insurance in order to protect confidential, anonymous reporting of perceived wrongdoing.
INTRODUCTION
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.
DEFINITION
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.