Skip to main content

Summaries of Personnel Policy and Procedures

Affirmative Action/Equal Opportunity

Affirmative Action

Affirmative action seeks to ensure that all employees and potential employees, have access to recruitment, hiring, promotion, demotion, transfer, layoff, termination, pay and compensation, benefits, educational programs and training programs. In addtion, the College  seeks to ensure that  students and prospective students  have access to all  educational and athletic programs to achieve academic success.

Equal Opportunity

The College shall promote equal opportunities  to all employees, applicants, students, and prospective students  and comply with all federal, state, and local laws and regulations. Employment law, Title IX and College policy prohibit discrimination based on race, color, age, gender, religion, sex, or national origin, sexual orientation, pregnancy, disability, veteran status, or any other reason prohibited by law. All contractors of the College will comply with existing federal and state regulations concerning equal employment opportunities and academic attainment.

What is Americans with Disability Act (ADA)?

It is the policy of Columbus State Community College to make reasonable accommodations which will provide otherwise qualified applicants, employees, and students with disabilities equal access to participate in opportunities, programs, and services offered by the college. It is the intent of the college to provide accommodations to such applicant, employee, and student with a qualified physical, mental, or learning disability unless to do so would fundamentally alter the nature of the program or service, would result in an undue hardship to the college, or would result in a direct threat to the health or safety of the individual or others.

When should I report an incident of discrimination, harassment, or sexual harassment?

Any employee who believes that they have been offended or who has knowledge of an alleged incident of discrimination, harassment or sexual harassment has an obligation to report it immediately.  The college has an obligation to investigate the allegations and take actions, as needed.

All CSCC administrators, managers, employees, faculty and students have a responsibility to participate in these investigations.  There is no immunity however; confidentiality will be protected as much as possible.

The College also has an obligation to pursue corrective action, if it is determined that intentional and/or malicious frivolous charges have been made.

Anonymous allegations are generally not accepted and/or investigated.

If you feel that you have been offended, you should first immediately and clearly inform the person engaging in the behavior that it is offensive and must stop.  If you are not able to speak with the person yourself, you may seek assistance from the College.

If the offensive behavior continues, you should immediately contact one of the people listed below, as applicable:

Your Manager (or his/her manager)

Your HR Business Partner (ext. 2408)

Equal Employment (EEO)/Title IX Coordinator (ext. 5519)

The Police Department (ext. 2525)

The Student Code of Conduct Program Coordinator, regarding students (ext. 2117)

Retaliation (or threatening to retaliate) against an employee and/or student after he or she has complained about offensive behavior or has participated in an investigation if he or she complains or participates in an investigation is illegal and can lead to serious consequences.

Exempt and Non-Exempt Employees

What Does It Mean To Be An "Exempt" or "Nonexempt" Employee?

 These terms have to do with your status under the Fair Labor Standards Act (FLSA). Generally, employees are classified as "exempt" or "nonexempt" based on the kind of work they do. If you're an exempt employee, you'll probably be paid a set salary. Usually this salary will be pretty high, much higher than what you'd be earning at minimum wage, and you won't be covered by the FLSA. Nonexempt employees are protected by the FLSA. If you're nonexempt, you have to be paid at least the minimum wage for all the hours you work, and extra overtime pay if you work more than 40 hours in a single workweek. Read more.

How Does Overtime Pay Work?

If you're nonexempt, you'll receive overtime pay for all hours over 40 that you work in a specific workweek. Your employer must pay you 1.5 times your regular rate of pay for each of your overtime hours. Read more.

Labor Relations

Currently, a portion of Columbus State Community College’s (CSCC) full-time staff and full-time faculty members are represented by one of three unions, all with national affiliations. 

  • Facilities Management is composed of the Groundskeepers, Building Services workers, and Maintenance personnel and represented by the Teamsters Local Unit #284.
  • The Police Department is comprised of Police Officers, Sergeants, Dispatchers, and Safety/Security personnel and organized under a contract with the Fraternal Order of Police, Capital City Lodge #9. 
  • All full-time faculty members are represented by Columbus State Education Association (CSEA), an affiliate of Ohio Education Association (OEA) and National Education Association (NEA).

Effective labor relations and the collective bargaining process impact all areas of Human Resources (HR).  However, the primary responsibility of labor relations rests with the Labor and Employee Relations unit in HR and in particular with the Labor and Human Resource Advisor.  Listed below are the duties of the Advisor:

  • Leading contract negotiations and producing collective bargaining agreements
  • Providing necessary contract interpretation and administration
  • Ensuring the spirit and terms of the collective bargaining agreements are fulfilled
  • Representing the College at labor-management meetings
  • Offering advice and guidance on employment laws, regulations, and issues to CSCC managers and departmental leaders
  • Conducting related training and development for employees and supervisors
  • Serving as a human resource generalist, which includes overseeing the hiring, evaluation, and discipline processes in unionized departments
  • Representing the College at arbitrations, pre-disciplinary hearings, hearings, mediations, fact-finding conferences, and related proceedings


Resources and Contacts

Title IX Coordinator/EEO

Renee Fambro, Director of Equity and Compliance
Administration / 614-287-5519
Labor Relations

Director of Employment Services

Human Resources