Introduction and Responsibility
Albion College is committed to maintaining the highest ethical standards. All members of the College community have a responsibility to report violations or suspected violations of laws, regulations, College policy or procedure, inappropriate behavior regarding business practices, accounting or bookkeeping, or use of institutional resources. The College has a responsibility to investigate and report to appropriate parties allegations of suspected improper activities and to protect those employees, who, in good faith, report these activities to the proper authority.
Normally, a report by a College employee of allegations of suspected improper activity should be made to the reporting employee’s immediate supervisor or other appropriate administrator or supervisor within the operating unit. However, when there is a potential conflict of interest, such reports may be made outside of the traditional reporting mechanism. Reports may be made in person, by mail or via the Campus Conduct Hotline©. Such a report is known as a protected disclosure. College employees and applicants for employment who make a protected disclosure are protected from retaliation. The Campus Conduct Hotline© system is available for use around the clock, seven days a week. Because the Hotline is operated by an independent organization, any tips made through this Hotline are completely confidential and anonymous. The Campus Conduct Hotline© can be reached, toll-free at (866) 943-5787. Communications made in person may be made to Internal Audit.
Submit written reports in a sealed envelope directed to Internal Audit marked “Confidential – Fraud Policy”. Sufficient information should be provided in order that an investigation may be conducted. This report may be submitted anonymously. Written reports will be forwarded, unopened, to the Chairman of the Audit and Compliance Committee of the Albion College Board of Trustees.
Process of Investigation
Allegations will be forwarded to the Chair of the Audit and Compliance Committee of the College’s Board of Trustees who will initiate the investigation. The Audit and Compliance Committee may enlist outside legal, accounting, or other advisors, as appropriate to conduct any investigation. If the investigation establishes that a violation of law, external regulation or College policy occurred, appropriate action will be based upon law and College policy.
Protection to whistleblowers and penalties to retaliators
Whistleblowing complaints will be handled with sensitivity, discretion, and confidentiality to the extent allowed by the circumstances and the law. Generally this means that whistleblower complaints will only be shared with those who have a need to know so that the College can conduct an effective investigation, determine what action to take based on the results of any such investigation, and in appropriate cases, with law enforcement personnel. Should disciplinary or legal action be taken against a person or persons as a result of a whistleblower complaint, such persons may be entitled to the information as a matter of institutional due process in disciplinary proceedings.
Whistleblowers who believe that they have been retaliated against may file a written complaint with Internal Audit. Any complaint of retaliation will be promptly investigated and appropriate corrective measures taken if allegations of retaliation are substantiated. This protection from retaliation is not intended to prohibit managers or supervisors from taking action, including disciplinary action, in the usual scope of their duties and based on valid performance-related factors.
The College will take the appropriate action to prevent and correct violations of this Whistleblower Policy; such action shall be in accordance with applicable laws and regulations, College policies and procedures, and any applicable collective bargaining agreements. All internal complaints will be investigated promptly and with the discretion, and all information obtained will be handled on a “need to know” basis. At the conclusion of an investigation, as appropriate, remedial and/or disciplinary action will be taken where the allegations are verified and/or otherwise substantiated. An employee who retaliates against someone who has reported or suspected violation in good faith is subject to discipline up to and including termination of employment.
All faculty and staff
It is the policy of Albion College to prohibit the carrying, possession, or use of weapons on College property or at College-sponsored activities and events unless authorized by the President or his/her designee. Possession includes, but is not limited to, storage in offices, lockers, desks, briefcases, or personal vehicles parked on College property. A weapon is defined as any instrument whose design or purpose is to damage property, to injure others, or for fighting, self-defense, or hunting.
Cabinet reviewed 2/2008
Retirement Program - TIAA/CREF Retirement Annunity
Full-time faculty and salaried administrative employees.
All full time faculty and administrative employees become eligible for and are required to participate in the Teachers Insurance and Annuity Association /College Retirement Equities Fund (TIAA/CREF) retirement program the first day of the month following two years of employment. Faculty or administrative employees who, upon hire, have already satisfied the two year wait period at another 403(b) eligible institution, will be immediately eligible for participation in the College’s retirement program. Contributions under this retirement plan will be made on a monthly basis and deposited to the employee’s TIAA/CREF Retirement Annuity in accordance with the following schedule:
Contributions as a Percent of Regular Salary/Wages
|Full-time Faculty and Administrators
||By the Participant
||By the College
| On salary up to $15,700
| On salary above $15,700
|* Eligible Part-time Faculty and Administrators
|* refer to Summary Plan Document for details
Please refer to the Summary Plan Document for complete plan details.
After completing two years of employment, an employee is contacted by the Human Resources Office to enroll in the retirement program. (Eligibility start date is the first of a month following two years of employment.) The employee is required to complete the forms necessary for enrollment, including the naming of a beneficiary and allocation of premiums to TIAA (fixed annuity) or CREF (variable annuity).
Further information is available through the Human Resources Office or by contacting TIAA/CREF directly using the 800 phone number on your TIAA/CREF statement.
TIAA/CREF Contact Information:
4660 S. Hagadoen Road Suite 130
East Lansing, Michigan 48823
Customer Services: 866-842-2825
Web Page: http://www.tiaa-cref.org/
TIAA-CREF Automated Telephone Service - 1 800 842-2252
- Use touch-tone entry to change your allocation or transfer funds, get accumulation balances and last premium credited, and/or hear prerecorded information on CREF account performance and TIAA interest and dividend rates.
- Available 24 hours a day.
Speak with an individual consultant about your TIAA-CREF retirement plan or tax-deferred annuity.
Advisor Services - 1 888 842-0318
Adinistrative Council reviewed 10/2011
All faculty and staff.
The College will reimburse an employee for necessary travel expenses incurred while on approved College-related business including overnight lodging, meals and local transportation costs. An employee shall use good judgement and discretion when incurring such expenses.
Employees who use their personal automobiles on approved College-related business will be reimbursed on a cents-per-mile basis as designated by the Business Affairs office for travel expenses incurred or the current market price for coach air transportation for such trip, where applicable, whichever is less.
With the approval of the employee's supervisor, an advance for travel can be arranged through the Accounting office.
To be reimbursed for expenses, the employee must obtain and complete an "Expense Report" form (available from your department supervisor or from Campus Services), have it signed by the employee's supervisor and submit it, together with the proper receipts, to the Accounting office.
A travel advance is obtained by requesting funds, on a "Direct Payment Voucher," from the Accounting office. After the trip, and within thirty (30) days, receipts must be submitted to the Accounting office with an "Expense Report" form. The employee must refund any extra money advanced or will subsequently receive reimbursement for additional expenses over the amount of the advance.
Fines incurred for traffic or parking violations are the responsibility of the employee.
The College reserves the right to determine the amount of reimbursement where expense items are extravagant or questionable in nature.
Cabinet reviewed 7/97