Nondiscrimination
CIC does not and shall not discriminate based on race, color, religion, creed, gender, age, national origin, disability, marital status, sexual orientation, or military or veteran status in any of its activities or operations.
All applicants/candidates for certification will be judged solely on the criteria established by the CIC Governing Council based on OSHA Regulations in Standard 1926.1427 Subpart CC (Cranes and Derricks in Construction), and ASME (American Society for Mechanical Engineers) Standard B30.5-2021 for Regulation for Mobile and Locomotive Cranes.
Psychometric job analysis, exam development and exam implementation procedures are all performed to ensure that the resulting CIC certification examinations are fair, nondiscriminatory, and in full compliance with applicable professional and legal standards, such as the Civil Rights Act of 1991, the Americans with Disabilities Act (ADA), Age Discrimination Legislation, the Uniform Guidelines on Employee Selection Procedures, the Principles for the Validation and Use of Personnel Selection Procedures, and the Standards for Educational and Psychological Testing.
Testing 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, accommodation will be made if a disability is relieved by an auxiliary aid or a procedural change in the administration of an exam.
It is the responsibility of any candidate to notify CIC at least 4 weeks in advance of the exam for which the individual is requesting accommodation. This will ensure there is sufficient time.
It is the responsibility of any candidates who needs a testing accommodation to complete and submit a Request for Testing Accommodation form electronically to CIC no less than four (4) weeks prior to desired testing, This required advance notice allows sufficient time for the request to be reviewed, and if approved, for arrangements to be made on the candidate’s behalf.
If an individual is requesting a reasonable accommodation 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 ensure reasonable accommodations are provided to gain access to certification testing opportunities.
Important Notice: CIC will not grant any testing accommodation that limits its ability to measure the ability of an individual to safely operate a crane as defined by ASME Regulations for Mobile and Locomotive Cranes B30.5-2021.
Disciplinary Policy
CIC’s respect for the crane industry and for those who work in it compels us to adhere to and uphold worthwhile standards of conduct and ethics for ourselves and for CIC Certified Crane Operators. While violations that lead to disciplinary action are expected to be few, our Governing Council has an ethical responsibility to oversee the application of CIC policies pertaining to any violations, and, when necessary to make final decisions of appeals to disciplinary decisions (see Appeals of Disciplinary Decisions in the Policy and Procedures Handbook). This policy describes established procedures for addressing any such violations when they do arise. The CIC Governing Council may suspend or revoke certification if it verifies certain actions, including, but not limited to, the following:
- Misrepresentation of any information they provide to CIC or its representatives.
- Non-compliance with the CIC Code of Ethics Policy
- Non-compliance with the CIC Substance Abuse Policy
- Non-compliance with the CIC Confidentiality & Non-disclosure Agreement
- Any infringement of exam security.
- Sexual harassment
CIC has established policies and procedures to respond objectively, without partiality, to notifications or complaints involving accusations of violations. No attempts to influence CIC’s investigation of, or decisions related to complaints are tolerated, including any financial or commercial interests or pressures from third parties to influence decisions. To further protect impartiality, CIC does not permit any party who was involved in the complaint to play any role in the review of the complaint. Those involved in the complaint are asked to respond by providing full documentation of the circumstances surrounding the complaint.
CIC staff will acknowledge the receipt of any complaint by email or phone and will provide periodic updates as is reasonably possible through the review process, including the outcome.
Investigation and Review of Complaints about Crane Operators
Staff will follow up on any reported complaint by collecting relevant data from those involved in the complaint. If the initial findings indicate that the conditions of the complaint and related documentation are verifiable, staff forward the information to the Disciplinary Committee, a group formed by the Governing Council, consisting of selected members of the Governing Council and the Advisory Committee.
The Disciplinary Committee is responsible for:
- Evaluating the need for further investigation.
- Notifying the operator and involved person(s) of alleged violation.
- Reviewing evidence and applicable code or policy.
- Determining if disciplinary action is warranted.
Disciplinary action may include one or more of the following: reprimand, training or additional re-examination requirements, suspension, revocation of certification, or potentially, civil sanctions. Crane Institute of America Certification, LLC retains the sole authority to amend or repeal its policies regarding denial or revocation of certification at any time including, but not limited to, the authority to add new grounds for denial or revocation and add provisions for suspension of certification.
If disciplinary action is taken or decided upon by the Disciplinary Committee, an operator may appeal the decision to the Governing Council within 30 days of notification of the initial decision.
For more on the appeals process related to Disciplinary Actions, please see Appeal of a Disciplinary Decision (Policy # 22).