About LIM College

Policies & Procedures

Equal Opportunity Employer
Open Door Policy
Americans with Disabilities Act (ADA)
Family and Medical Leave Act (FMLA)
Sexual Harassment Policy
Immigration Reform and Control Act (I-9)
Unpaid Leave of Absence
Religious Accommodation
Title IX of the Education Amendments of 1972

Equal Opportunity Employer
LIM College is an Equal Opportunity Employer.  The College does not discriminated in its employment decisions based on race, color, religion, sex, gender, gender identity or expression, sexual orientation, age, national origin, disability, veteran status, unemployment status, or any other status protected by law.

Open Door Policy
As additional protection for employees, the College observes an “Open Door” policy. The “Open Door” policy is designed to encourage employees to voice their workplace concerns before greater problems arise. 

Americans with Disabilities Act (ADA)
LIM College’s policy and practice is to comply with the Americans with Disabilities Act (ADA), as well as state and local laws concerning employment of persons with disabilities, and to ensure equal employment opportunities and educational opportunities for all qualified persons with disabilities.  Federal law defines “disability” as a physical or mental impairment that substantially limits one or more life activities, a record of such impairment, or being regarded as having such impairment.

LIM College is committed to ensuring non-discrimination in all terms, conditions and privileges of employment. Reasonable accommodation is available to all employees and applicants with a qualified disability, as that term is defined by law, including work site accessibility as long as the accommodation doesn’t cause undue hardship on the College.  Individuals must contact the Director of Human Resources concerning any accommodation requests. The Director of Human Resources will evaluate the request to ensure it is a reasonable request as defined by the ADA. Paperwork detailing the term and explanation of request will be created by the Director and kept in the employee’s file.

Family and Medical Leave Act (FMLA)
The Office of Human Resources is responsible for counseling employees, approval of, and administration of the Family and Medical Leave Act [LINK TO:Updated FMLA Poster_Jan 16 2009.pdf] and the associated benefits.

Sexual Harassment Policy
LIM College is committed to providing a work environment that is free from all forms of discrimination and conduct that can be considered harassing, coercive, or disruptive, including sexual harassment. Actions, words, jokes or comments based on an individual’s gender, gender identification, race, color, national origin, age, religion, sexual orientation, disability or any other legally protected characteristic will not be tolerated.

Immigration Reform and Control Act (I-9)
To ensure that a prospective employee is a citizen of the United States or has authorization to work in the U.S., identity and employment eligibility of all employees hired is required. The Office of Human Resources strives for compliance with the Immigration Reform and Control Act of 1986 which prohibits discrimination in employment based on national origin, citizenship status and employers knowingly hiring aliens not authorized to work in the United States.

When a new employee is hired they are required to fill-out the I-9 form. Employees will not be paid until their information is complete on the I-9.

Unpaid Leave of Absence
There are times when, due to a personal emergency or illness, accident or disability, or other reasons, an employee will need to be absent temporarily from work. Except for “Paid Time Off” (PTO), both the application for and the granting of a leave of absence must be in writing. 

Religious Accommodation
Title VII protects all “sincerely held religious beliefs.”  The law’s intention is to provide protection and accommodation for a broad spectrum of religious practices and belief. Federal law requires an employer to “reasonably accommodate” an employee’s religious observances, practices and beliefs.  What constitutes “reasonable accommodation” and “undue hardship” depends on the facts in a particular situation. 

Title IX of the Education Amendments of 1972
It is the policy of LIM College to comply with Title IX of the Education Amendments of 1972, which prohibits discrimination on the basis of sex, including, but not limited to, sexual harassment and sexual violence, in the College’s educational programs and activities. Title IX also prohibits intimidation, coercion or retaliation against individuals for engaging in activities protected by Title IX including asserting claims of sex discrimination.

LIM College has a designated Title IX Coordinator, Charles Pryor, Dean of Student Affairs, whose office is located at 545 5th Avenue.  He can be reached at 646-388-8432. Title IX complaints, grievances or inquiries concerning Title IX may be directed to that Title IX Coordinator. A person may also file a written complaint with the Department of Education's Office for Civil Rights regarding an alleged violation of Title IX by visiting www2.ed.gov/about/offices/list/ocr/complaintintro.html or calling 1-800-421-3481.



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