Human Resources

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, Chair of Counseling & Student Conduct (for Vice President for Student Services)
Luther Student Center, Office #429
217-234-5256
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.

1. 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.
2. 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.
3. 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

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:

1. 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.
2. 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.

CARING

• I treat others as equals.
• I hear and recognize the ideas/beliefs of others.
• I recognize a job well-done.
• I respect my own and others’ work-life balance.
• I bring a positive attitude to each situation.

COMMUNICATION

• I follow through by returning phone calls and acknowledging correspondence with others, in a timely manner.
• I listen to feedback to help me grow.
• I speak directly with those involved.
• I use the open door policy.
• I withhold judgment until the entire idea is expressed.
• I share all appropriate information that can be shared.

• I work for the good of the group.
• I hold myself and others accountable
• I celebrate individual and team success.
• I identify, utilize, and challenge strengths in myself and others.
• I regularly support team members.

• I evaluate current processes and constantly look for new and better ways to improve.
• I solve problems with old and new ideas.
• I openly voice new ideas.
• I integrate my experiences into my daily work. I constantly improve!
• I share with others what I have learned from my past experiences.

• I support and encourage personal and professional growth.
• I practice high ethical standards.
• I exhibit passion and enthusiasm in my daily tasks.
• I accept no less than the highest levels of integrity in myself and others.
• I go above and beyond.

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.

1. LAKE LAND COLLEGE SITES AND ACCOUNTS Lake Land College’s presence on social media is managed and monitored by Marketing & Public Relations (MPR). MPR is charged with ensuring that all Lake Land College social media sites are branded correctly, in both graphics and written voice according to the Branding, Graphics and Editorial Standards. All employees and/or students responsible for a College social media site or account will adhere to the following guidelines. A. All sites/accounts created on behalf of the College will have a College employee and a MPR staff member as site administrators. Specific guidelines and expectations regarding frequency of posts, copyright information, FERPA guidelines and engagement practices will be discussed with anyone creating a new site or account on behalf of Lake Land College.B. All Lake Land College social media sites/accounts will include the following disclaimer:Lake Land College welcomes visitor comments at all times. Please know that in general, the College will respond to questions or comments Monday through Friday from 8 a.m. to 5 p.m. Please note in the summer, the College is open Monday through Thursday only.Lake Land College reserves the right to delete unacceptable content for any reason without notice. While not all-inclusive, the following are examples of unacceptable social networking content or comments: profane or obscene language or content; content that promotes, fosters, or perpetuates discrimination on the basis of any protected category (e.g., race, age, religion, gender, national origin, disability, etc.); solicitations of commerce; infringement on copyrights or trademarks; and confidential or non-public information.
2. CREATING A SOCIAL MEDIA SITE OR ACCOUNT Creating and maintaining a successful College-affiliated social media account/site is a commitment. While a new account/site may be the right solution to one employee’s or student’s objective, distributing messages on existing College-affiliated social media accounts/sites may be the best for another. Employees/College Departments If an employee is interested in creating and maintaining a College-affiliated social media account/site, he or she should contact MPR. MPR will then meet with the employee to determine the best vehicle for reaching the stated objective and goals, and to review expectations and tips for ongoing success. Advisors to Student Organizations Faculty and staff who advise or work with student organizations that seek to create a new social media account/site must first meet with a student representative of the group and MPR. If the student will be maintaining the account/site, the advisor is responsible for ensuring the student follows the expectations set forth in these guidelines. The advisor is also responsible for monitoring the content of the social media account/site, for removing accounts/sites that are no longer relevant or outdated and for working with the student to create a transition plan from year to year.
3. EXPECTATIONS FOR SITE/ ACCOUNT ADMINISTRATORS MPR will work with site administrators to ensure all Lake Land College accounts/sites follow the College’s branding standards, include the College disclaimer, and have both a College employee and an MPR staff member set as site administrators. Settings All Lake Land College-affiliated accounts/sites should be set to the strongest setting available for profanity filters. Site/account administrators should continuously monitor engagement because even the strictest settings will not protect the account/site from offensive content.Content Creation of account/site content is the responsibility of the account/site administrator. Care must be taken that content and information released to the public over social media is accurate and adheres to applicable law (including, but not limited to, copyright, trademark and defamation laws, FERPA, and HIPAA), as well Lake Land College Board Policies, rules and regulations. It is important to remember and respect the privacy of others when using social media in the context of the educational setting. You should not post photographs, music, videos, quotes or recorded statements of specific individuals on Lake Land College social media accounts/sites, without that person’s knowledge. If an individual objects, the content should not be posted. Monitoring Engagement Day-to-day oversight of individual College-affiliated social media accounts/sites is the responsibility of the account/site administrator. MPR regularly monitors College-affiliated social media accounts/sites and will assist employees with responses to questionable content and provide suggestions for improvement.
4. RESPONDING TO QUESTIONABLE CONTENT Lake Land College uses social media to present content that informs and invites discussion and engagement. A goal of all interactions is to create a positive impression of the College. As the site administrator, if you see questionable content, you must contact MPR to discuss and develop a plan for response or action as soon as you become aware of such content. Questionable content may include posts that contain errors, are obscene, defamatory or offensive, contain threats of violence, abuse, spam or advertising, or contain messages that are unrelated to the intent of Lake Land College’s sites. Such content is subject to removal. Posts of students, employees, alumni or businesses that promote personal services, products or organizations that are unrelated to Lake Land College will be removed from all College-affiliated accounts/sites. To the extent feasible, MPR will make an effort to keep a record of any content the College removes from College-affiliated accounts/sites. This does not include content which automatically expires or purges based on a site’s design.
5. SHARING LAKE LAND COLLEGE NEWS ON PERSONAL SOCIAL MEDIA ACCOUNTS/SITES Sharing College news through social media is an excellent way to engage our College community, enhance our College brand and reach a broader audience. It is best to use the platform’s option for sharing when you see a Lake Land College post that you would like to include on your personal site. What to Share Information/news that has been officially posted on the College’s website as a news story or posted on the official Lake Land College social media site can always be “shared” on personal social media sites. The best way to share College news on your personal site is to use the platform’s option for sharing the College’s original social media post. Limit responses to questions or engagement by referring the person to an office via phone, email or website URL. For example: Laker Visit Day – Direct questions to Admissions & Records Cardinal Caravan –Direct questions to Athletics Job Postings – Direct questions to Human Resources Generally, employees should not share internal Lake Land College communication sent to employees.
6. EMPLOYEE GUIDANCE FOR PERSONAL PARTICIPATION IN SOCIAL NETWORKING Employees should remember that their social media activity may be viewed by colleagues, students, alumni and community members. It is the choice of the Lake Land College employee to link his/her personal social site to any official Lake Land College social media platform or to self-identify as a Lake Land College employee. If an employee chooses to link personal accounts/sites to official Lake Land College social media or to self-identify in social media as a Lake Land College employee, he/she needs to be clear that he/she is sharing personal views as a private citizen, not as an official representative of Lake Land College. If linking personal accounts/sites with official Lake Land College social media, employees should be respectful and cognizant of how their online behavior reflects on the institution. Employees are advised against perpetuating negative media through official Lake Land College social media accounts/sites and should refrain from making negative comments about Lake Land College students.

Lake Land College is committed to maintaining a safe and healthy educational and employment environment that is free from harassment and other forms of discrimination based on sex, sexual orientation, gender-related identity and expression, pregnancy, and other protected characteristics related to sex under federal, state, or local law. The College prohibits all forms of sex-based misconduct, including, but not limited to, sex discrimination, sexual harassment, sexual violence, domestic violence,  dating violence and stalking.

Reports or complaints of alleged sex-based misconduct shall be addressed in accordance with Board Policy 11.04.01 – Prohibiting Sex-Based Misconduct  and it’s implementing Procedures.

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
• 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

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

1. 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;
2. How to contact the Title IX Coordinator and how to make a complaint of sex-based misconduct; and
3. 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

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 or the College Nurse 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.

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