Policies & Procedures
Please visit this link to download CIC’s Policies & Procedures.
Nondiscrimination
CIC does not and shall not discriminate on the basis of race, color, religion (creed), gender, gender expression, age, national origin (ancestry), disability, marital status, sexual orientation, or military status, in any of its activities or operations. These activities include, but are not limited to, hiring and firing of staff, selection of volunteers and vendors, and provision of services. CIC is committed to providing an inclusive and welcoming environment for all members of our staff, clients, volunteers, subcontractors, vendors, and clients.
All applicants/candidates for certification will be judged solely on the criteria established by the CIC Governing Council.
CIC is an equal opportunity employer. CIC does not discriminate and will take affirmative measures to ensure against discrimination in employment, recruitment, advertisements for employment, compensation, termination, upgrading, promotions, and other conditions of employment against any employee or job applicant on the bases of race, color, gender, national origin, age, religion, creed, disability, veteran's status, sexual orientation, gender identity or gender expression.
Accommodations for Candidates with Disabilities
CIC provides reasonable accommodation to its testing process to individuals requesting such an accommodation in compliance with the Americans with Disabilities Act (ADA). In general, an accommodation will be made in the event that a disability is relieved by an auxiliary aid or a procedural change in the administration of an exam.
It is the responsibility of the candidate seeking an accommodation to notify CIC in advance of the exam for which the individual is seeking accommodation. Candidates are required to complete a Request for Accommodation form, available at http://cicert.com/forms/ and submit the required information for approval.
In the event that an individual is requesting a reasonable accommodation that is recognized under the ADA, and the request has been submitted in a timely and accurate manner, CIC will grant the accommodation at no cost to the individual requesting the accommodation. The intent of the ADA is to provide equal access for all individuals to the testing process and to ensure that reasonable accommodations are provided to gain access to the process. CIC will not grant any accommodation that limits its ability to measure the ability of an individual to safely operate a crane as defined by the ASME Regulation for Mobile and Locomotive Cranes, B30.5-2004.
Disciplinary Policy
Crane Institute Certification’s respect for the craning industry and those who work in this field compels us to adhere to and uphold worthwhile standards of conduct and ethics. While we expect violations that lead to disciplinary action to be rare, this policy describes established procedures for addressing any such violations when they do arise.
The CIC Governing Council suspends or revokes certification if it verifies certain actions, including, but not limited to, the following:
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Misrepresentation of any information provided to CIC or its representatives
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Non-compliance with medical requirements
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Non-compliance with Code of Ethics Policy
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Non-compliance with Substance Abuse Policy
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Any infringement of exam security
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Sexual harassment
Policies and procedures for responding to complaints or accusations against CIC certified crane operators includes an initial investigation including interviews and documentation of gathered to help determine the veracity of the charges only legitimate complaints are investigated.
Each person involved in the complaint is asked to respond and must document circumstances surrounding the complaint. Investigations and decisions are made by the formation of a Disciplinary Committee by the Governing Council, consisting of selected Governing Council and Advisory Committee members. Membership is kept anonymous to the public to ensure their security.
CIC staff will acknowledge receipt of complaints, provide updates throughout the review process, and track complaints and disciplinary actions, including status and outcome.
The first level of investigation, when a complaint is made, is for a Crane Institute Certification staff to collect relevant data on the complaint. If the documentation and conditions of complaint are verifiable, the staff reports the complaint and supporting information to the Disciplinary Committee.
The Disciplinary Committee:
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Evaluates the need to investigate further.
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Notifies the operator and involved person(s) of alleged violation.
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Reviews evidence and applicable Code or Policy.
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Determines if disciplinary action is warranted.
Disciplinary action may include one or more of the following: reprimand, training and/or re-examination requirements, suspension, revocation of certification, or potentially civil sanctions.
In the event that disciplinary action is taken or decided upon by the Disciplinary Committee, an operator may appeal the decision in writing to the Governing Council within 30 days of written notification of the decision.