Office of Origin: Human Resources
Responsibility: Executive Director, Human Resources
Original Date Adopted: 7-29-82
Dates Reviewed: 8-18-14, 10-21-18, 6-15-20, 2-24-21(C), 10-6-21(C), 3-16-22(C), 8-30-22(C), 2-5-24(C), 2-24-26
Last Date Board Approved:2-24-26

For those who are beginning employment with the College, welcome! For employees who have been with us, thanks for your past and continued service. HR would like to extend best wishes for success and enjoyment of your time spent here at the College.

This handbook is intended to help employees find the answers to many questions that they may have regarding their employment with Lake Michigan College (the “College”). This handbook is applicable to all employees. It is the College’s expectation that every employee will be familiar with the information in this handbook and will take the time necessary to read it.

We do not expect this handbook to answer all questions, nor is it intended to cover every detail of your employment. Supervisors and the Human Resources Department (“HR”), as well as policies and procedures, also serve as major sources of information.

Neither this handbook nor any other verbal or written communication by a College representative is, nor should be considered to be, an agreement, contract of employment, express or implied, or a promise of treatment in any particular manner in any given situation, nor does it confer any contractual rights whatsoever. Except as otherwise required by law or express written agreement, the College adheres to the policy of employment at will, which permits the College or the employee to end the employment relationship at any time, for any reason, with or without cause or notice.

No College representative other than the Executive Director, HR may modify at-will status and/or provide any special arrangement concerning terms or conditions of employment in an individual case or generally and any such modification must be in a signed writing.

Many matters covered by this handbook, such as benefit plan descriptions, are also described in separate College documents. These College documents are always controlling over any statement made in this handbook or by any member of management.

If an employee is subject to the terms of a collective bargaining agreement (“CBA”), the CBA supersedes any inconsistent term, policy, procedure, or benefit contained or referenced in this handbook. (Facilities employees should refer to FACILITIES UNION CONTRACT. Full-time faculty should refer to FACULTY UNION CONTRACT.)

The College may, at any time, in its sole discretion, modify or vary from anything stated in this handbook, with or without notice, except for the rights of the parties to end employment at will, which may only be modified by an express written agreement signed by the employee and the Executive Director, HR.

A hardcopy binder of this Handbook and all linked policies may be obtained by requesting such in writing to the Executive Director of HR.

This handbook supersedes all prior handbooks.