SECTION: II. Employees
SUBSECTION: B. Faculty and Administrative Employees
Issued: July 12, 1999
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REGULATIONS SECTION: II. Employees SUBSECTION: B. Faculty and Administrative Employees Issued: July 12, 1999 |
B. Faculty and Administrative Employees
This Subsection B. applies to all faculty and administrative employees of the University unless otherwise provided by these Regulations, by law, or by the terms of a collective bargaining agreement.
The President shall develop annually guidelines for the award of salary increases. The President shall review such guidelines with the Board before implementation.
Administrative Employees with Faculty Rank
The following provisions shall apply to administrative employees with faculty rank (including Chairpersons) and shall not apply to employees covered by a collective bargaining agreement.
An administrative employee may retain faculty rank in a department (or equivalent academic unit) in which it has previously been granted by the University. Furthermore, an administrative employee may be granted faculty rank at the time of appointment or subsequent thereto or may be promoted in faculty rank if such employee satisfies the educational requirements specified in Subsection A.6. above and faculty rank or promotion is recommended by the appropriate department (or equivalent academic unit), the Dean, and Provost/Vice President and approved by the President. Granting faculty rank in a department to an administrative employee at the time of appointment may not result in tenure and does not guarantee the existence of an approved faculty position in the department if the employee did not already have a faculty appointment in that department.
An administrative employee with faculty rank previously granted tenure by the Board shall retain such tenure, which shall not be transferred from one department (or equivalent academic unit) to another except by approval of the Board upon recommendation by the President after consultation with the departments (or equivalent academic units) involved.
At the time of initial employment by the University, an administrative employee may be granted tenure only if so recommended by the department (or equivalent academic unit), the Dean, the Provost/Vice President, and the President and approved by the Board.
Chairpersons shall be eligible for consideration for tenure during their term of service as Chairperson if they hold at least the rank of Assistant Professor and meet the following requirements. Such employees may be considered for promotion to Assistant Professor and tenure in the same year.
(1) Educational Requirements
A Chairperson shall be eligible for consideration for tenure if he/she meets the educational requirements established by the University for tenure for faculty employees covered by a collective bargaining agreement.
(2) Years of Service
(a) Except as provided in paragraph (3) below, a Chairperson may not apply for tenure before his/her sixth probationary year of employment at the University.
(b) A Chairperson who has no previous full-time teaching or professional service in a baccalaureate degree-granting institution of higher education shall be placed in probationary year one at the time of initial appointment.
(c) A Chairperson who has one year of prior full-time teaching or professional service in a baccalaureate degree-granting institution of higher education shall be placed in probationary year two at the time of initial appointment.
(d) A Chairperson who has two years of prior full-time teaching or professional service in a baccalaureate degree-granting institution of higher education shall be placed in probationary year three at the time of initial appointment.
(e) A Chairperson who has three or more years of prior full-time teaching or professional service in a baccalaureate degree-granting institution of higher education shall be placed in probationary year four at the time of initial appointment.
(f) A Chairperson may elect to be placed in a lower-numbered probationary year by written notification to the appropriate Provost/Vice President by the close of the first academic term following his/her initial appointment.
(3) Consideration for Tenure on the Basis of Exception
(a) A Chairperson who does not satisfy the educational requirements for tenure established pursuant to paragraph (1) above or the years of service requirement specified in paragraph (2) above may apply for consideration for tenure in his/her fourth, fifth, or sixth year of full-time service at the University on the basis of exceptional teaching/performance of primary duties, research/creative activity, or service.
(b) A Chairperson who applies for consideration for tenure as an exception to the educational requirements or years of service requirements shall present evidence in support of his/her claim for an exception.
(4) Tenure for Chairpersons shall not be acquired automatically by length of service. Tenure shall be granted and may be acquired only by specific action of the Board after receipt of a specific recommendation of the President. Tenure shall be in an academic department or equivalent unit.
(5) The performance of a Chairperson during the entire term of employment shall be considered by the Board in determining whether to grant tenure.
(6) An eligible Chairperson must apply to the Dean of his/her college (or equivalent unit) prior to the commencement of the tenure process in order to be considered for tenure. In the event that an eligible Chairperson does not submit his/her application for tenure in the sixth probationary year, such employee shall receive a terminal contract for the next subsequent academic year.
(7) Removal From Office
In appropriate circumstances, removal of a Chairperson from office may be initiated by vote of a 2/3 majority of all probationary and tenured faculty members of the department/division, or by the Dean of the College after consultation with members of the department/division and the Provost/Academic Vice President. The final decision with respect to removal of a Chairperson shall be made by the President. In the event of removal from office, a Chairperson shall be entitled to return to his/her department/division to assume faculty responsibilities at his/her then current faculty rank. The President shall establish guidelines concerning the removal of a Chairperson from office. The guidelines shall ensure due process for the incumbent Chairperson.
Reassignment
(1) Employees at the University may be reassigned by the President without notice in advance. The President shall consult with the Board's Chairperson prior to the reassignment of a Provost/Vice President. Employees, other than employees with a temporary appointment (including employees whose appointment is supported by grant or contract funds), who are reassigned shall receive written notice of any reduction in monthly compensation as follows:
(a) in the first year of employment at the University, not later than three months prior to the effective date of reduction in monthly compensation; and
(b) in the second or subsequent year of employment at the University, not later than six months prior to the effective date of reduction in monthly compensation.
(2) Unless the contract of employment specifies otherwise, the President may be reassigned by the Board without notice in advance. Unless the contract of employment specifies otherwise, the President who is reassigned shall receive written notice of any reduction in monthly compensation as follows:
(a) in the first year of employment as President, not later than three months prior to the effective date of reduction in monthly compensation; and
(b) in the second or subsequent year of employment as President, not later than six months prior to the effective date of reduction in monthly compensation.
This paragraph a. does not apply to Chairpersons.
Termination With Notice
(1) The President shall be employed by and serve at the pleasure of the Board unless the contract of employment specifies otherwise. Unless the contract of employment specifies otherwise, the President shall receive written notice of termination, signed by the Chairperson of the Board, as follows:
(a) in the first or second year of employment as President, not later than six months prior to the termination date specified in the notice;
(b) in the third or subsequent year of employment as President, not later than twelve months prior to the termination date specified in the notice.
(2) Other employees. Employees, other than employees with a temporary appointment (including employees whose appointment is supported by grant or contract funds), shall receive written notice of termination signed by the President as follows:
(a) in the first year of employment at the University, not later than three months prior to the termination date specified in the notice;
(b) in the second through fifth year of employment at the University, not later than six months prior to the termination date specified in the notice; and
(c) in the sixth or subsequent year of employment at the University, not later than twelve months prior to the termination date specified in the notice.
Employees terminated in accordance with this paragraph b. shall not be entitled to invoke the procedures for hearing provided in paragraph c. below. If such employees have academic rank (but not tenure) they shall not be entitled to return to a teaching position. The provisions for prior notice set forth in this paragraph b. shall not be applicable in cases involving termination for cause, in which cases the procedures specified in paragraph c. below shall apply. This paragraph b. does not apply to the removal from office of Chairpersons. The President shall consult with the Board Chairperson prior to issuing a written notice of termination to a Provost/Vice President.
Termination for Cause
(1) Employees Covered by a Collective Bargaining Agreement
Termination of a tenure appointment at any time or of a probationary, temporary, or other nontenure appointment before the end of the specified term shall be governed by the appropriate collective bargaining agreement.
(2) Employees Not Covered by a Collective Bargaining Agreement
Termination of employees not covered by a collective bargaining agreement before the end of the specified term of employment may be effected at any time for adequate cause after notice and an opportunity to be heard as provided in these Regulations. Termination proceedings shall be initiated by the President. The President shall consult with the Board prior to the initiation of a termination proceeding against a Provost/Vice President.
"Adequate cause" as used in this paragraph c. shall mean one or more acts or omissions which, singly or in the aggregate, have directly and substantially affected or impaired an employee's performance or fulfillment of his/her duties.
(3) The following provisions shall apply to University employees:
(a) The President shall have the right to a hearing by the Board.
(b) Prior to issuance of a notice of intent to seek termination of an employee, the President or designated representative shall hold at least one meeting with the employee to discuss possible remedial actions by the employee or to discuss settlement of the matter.
(c) Prior to the initial meeting, the President shall provide the employee with a written statement of the purpose of the meeting, including an identification of the topics to be discussed.
(d) Additional meetings to discuss possible remedial actions by the employee or to discuss settlement of the matter may continue until either the President or the employee notifies the other in writing of his/her belief that further meetings will not be productive.
(e) Not later than six months from the date of the first meeting (a time limitation which may be extended by agreement of the parties) the President shall provide the employee in writing with one of the following:
(i) a statement that further action on the matter will not be pursued and that all references to it will be removed from the employee's personnel file;
(ii) a statement that further action on the matter will not be pursued at that time but that reference to it shall remain in the employee's personnel file;
(iii) specification of any remedial actions to be taken by the employee, the date by which the remedial actions are to be taken, the method to be used to evaluate whether the remedial actions have been successful, and a statement that no notice of intent to seek termination will be issued before evaluation of the remedial actions;
(iv) the terms upon which the matter is to be settled; or
(v) a notice of intent to seek termination.
(f) If the President issues a notice of intent to seek termination, the following procedure shall apply:
(i) A termination proceeding shall be initiated by the President providing a notice of intent to seek termination with a statement of reasons for termination to the employee.
(ii) The employee shall have the right to request a formal hearing before a committee of five employees selected from the faculty in the case of a faculty employee and selected from the administration in the case of an administrative employee. Such a request must be received in writing by the President within fifteen work days after service of the notice of intent to seek termination. If the employee requests a hearing, the committee shall be selected within fifteen work days after the President has received the request. The employee shall select two employees to serve on the committee, and the President shall select two employees to serve on the committee. The four employees so selected shall select a fifth employee to serve on the committee. If a committee is not selected by the method described above within fifteen work days, the President shall appoint the remaining members of the committee.
(iii) The employee shall be provided with a notice of the hearing and specific written charges at least twenty work days prior to the hearing. During the proceedings the employee may be assisted by a counselor or advisor of his/her choice.
(iv) A verbatim record of the hearing will be taken and a typewritten copy will be provided to the employee. The burden of proof that adequate cause exists rests with the University and shall be satisfied only by a preponderance of the evidence in the record considered as a whole. The employee will be afforded an opportunity to present witnesses and to confront and cross-examine all witnesses.
(v) A termination hearing shall not exceed three months unless extended by a majority vote of the hearing committee. The findings and recommendations of the committee shall be reduced to writing and furnished to the employee and the President within twenty work days after the conclusion of the hearing. If the hearing committee concludes that adequate cause has not been established by the evidence in the record, it will so report to the President. If the President rejects the report, he/she shall state the reasons for doing so in writing to the hearing committee and the employee and provide an opportunity for a written response. If the hearing committee concludes that adequate cause for termination has been established, it will so recommend, with supporting reasons in writing, to the President. If the hearing committee concludes that adequate cause for a sanction less than termination has been established, it will so recommend, with supporting reasons in writing, to the President.
(vi) The recommendation of the President, along with that of the hearing committee should it not concur with the President, shall be submitted in writing to the Board for final action.
(vii) If a hearing committee fails to provide its findings and recommendations in writing within twenty work days after conclusion of the hearing, the President shall submit his/her recommendations in writing to the Board for final action.
(viii) If the employee fails to request a hearing in writing within fifteen work days after service of the notice of intent to seek termination, the President shall consult with the Board Chairperson before deciding whether or not there is adequate cause for termination or for a sanction less than termination. The decision of the President shall be reduced to writing and furnished to the employee with supporting reasons. The decision of the President in such cases shall be final.
If the President believes an employee is unable to perform assigned duties due to illness or injury, he/she may inform the employee in writing of the basis for such belief and require the employee to obtain a medical examination by a doctor chosen and paid for by the University, or by a doctor chosen and paid for by the employee who is acceptable to the President. Refusal of an employee to submit to a medical examination may result in suspension of the employee or other disciplinary action. The doctor shall submit an opinion to the President, as to whether the employee (1) has a physical or mental condition which constitutes a health or other hazard to the employee, fellow employees, or others with whom the employee may come in contact or (2) has a physical or mental condition which prevents the employee from performing the duties required by the position of employment. A copy of the doctor's opinion shall be given to the employee. At the employee's discretion and expense, a second medical opinion may be obtained for consideration by the President.
If the medical evidence indicates that the employee (1) has a physical or mental condition which constitutes a health or other hazard to the employee, fellow employees, or others with whom the employee may come in contact or (2) has a physical or mental condition which prevents the employee from satisfactorily performing the duties required by the position of employment, the President may place the employee on compulsory disability leave. The President shall notify the employee in writing of the duration of the compulsory leave period. Any earned leave credits shall be used during the compulsory leave period. That portion of the compulsory disability leave, if any, which is not covered by earned leave credits shall be without pay.
After expiration of one-half of the compulsory disability leave period, the employee may, upon prior notice to the President, and at the employee's expense, seek a medical opinion from a doctor acceptable to the President, as to the ability of the employee to return to work. If the opinion indicates the employee is able to return to work, the employee may return to work at a time mutually agreed upon between the employee and the employer.
If, in the opinion of a doctor chosen and paid for by the University, or of a doctor chosen and paid for by the employee who is acceptable to the President, an employee is unable to return to work at the end of a compulsory disability leave, the President may (1) extend the leave without pay, (2) request the employee's resignation, or (3) terminate the employee's employment, or (4) take any other appropriate action.
Application
(1) The benefits described in this paragraph 6. are applicable only to faculty and administrative employees who are not covered by a collective bargaining agreement.
(2) An employee with a full-time appointment shall be eligible to receive the benefits described in this paragraph 6. An employee whose appointment is at least half-time but less than full-time shall be eligible to receive such benefits on a pro-rated basis, provided that such employee shall not be eligible for educational leave or leave without salary.
(3) An employee who receives an appointment on an "acting" basis shall, if not prohibited by or inconsistent with a collective bargaining agreement, be eligible for the benefits described in this paragraph 6. during the term of his/her "acting" appointment.
(4) An employee hired specifically for a full-time temporary position shall, during the first fiscal year of such appointment, earn non-cumulative sick leave at the rate of 10 days per year (credited to the employee at the beginning of the appointment), shall be eligible for holidays, bereavement leave, and leave for court required service, but shall not be eligible for any other benefits provided by this paragraph 6. Such employee shall not receive any benefit for unused sick leave at the end of the fiscal year or at the end of the appointment, whichever is earlier. If such appointment is at least half-time but less than full-time, the employee shall be eligible to receive the benefits listed in this paragraph (4) on a pro-rated basis.
(5) (a) An employee hired specifically for a full-time temporary position, who is appointed to said position for more than one consecutive fiscal year, shall be eligible for holidays, bereavement leave, and leave for court required service.
(b) In addition, effective at the beginning of the second consecutive fiscal year of such appointment, such employee shall become eligible for educational benefits, shall earn non-cumulative sick leave at the rate of 1 day per month of appointment (credited to the employee at the beginning of the fiscal year), and, if employed on a 12-month basis, shall (i), if such appointment is supported less than 50% by grant or contract funds, earn vacation leave as specified in paragraph b. below or (ii), if such appointment is supported at least 50% by grant or contract funds, earn non-cumulative vacation leave credited at the rate of 2 days per month. Such employee shall not receive any benefit for unused sick leave or non-cumulative vacation leave at the end of the fiscal year or at the end of the appointment, whichever is earlier.
(c) If the foregoing appointment is at least half-time but less than full-time, the benefits listed in this paragraph (5) shall be provided on a pro-rated basis, and the employee shall not become eligible to earn the benefits listed in paragraph (b) above until the beginning of the third consecutive fiscal year of such appointment.
(6) Part-time faculty employees paid on a per-course basis and employees with appointments for less than half-time shall not be eligible for any benefits described in this paragraph 6.
Vacation Leave
(1) Faculty and administrative employees with 12-month appointments shall earn vacation leave at the rate of two days per month during each month, or major fraction thereof, of service in pay status. Employees with less than 12-month appointments shall earn no vacation leave. Vacation leave may be accrued up to a maximum of 48 days. An employee who accrues the maximum will, except as provided below, earn no further vacation leave until the employee's use of vacation leave reduces the accrual below the maximum. An employee who is required to work on a special assignment may, at the discretion of the President be permitted to earn up to 12 days of vacation leave beyond the maximum of 48 days. Such additional vacation leave must be used within 12 months after the employee completes work on the special assignment.
(2) Vacation leave shall ordinarily be earned before being taken. In exceptional circumstances, an employee may, at the discretion of the President be permitted to take up to six days of vacation leave before it is earned. In such case, the employee shall accrue no further vacation leave until the amount taken in advance has been earned. If the employee terminates his/her employment prior to earning the amount of vacation leave taken in advance, the unearned amount shall be deducted from his/her salary upon termination.
(3) All requests for vacation leave shall be submitted in advance to the immediate supervisor.
(4) Approval of the dates on which an employee wishes to take vacation leave shall be at the discretion of the immediate supervisor, and shall be subject to the consideration of maintaining efficiency of operations.
(5) (a) Upon termination of employment, and provided that the employee is not reemployed at the same place of employment within 30 calendar days, an employee, or such employee's estate, shall be entitled to a lump sum payment for accrued vacation leave.
(b) Vacation leave days eligible for lump sum payment shall be computed by determining the number of days, or fractions thereof, accrued by the employee in accordance with paragraph (1) above and subtracting any days, or fractions thereof, used by the employee.
Sick Leave
(1) An employee, while in pay status, shall earn non-cumulative sick leave at the rate of ten days per year of employment, which shall be credited to the employee at the beginning of the employment year, starting with the first year of employment.
(2) An employee, while in pay status, shall earn cumulative sick leave at the rate of 1.5 days per month.
After January 1, 1998, there shall be no limit on the amount of such leave which may be accumulated, provided that the total accumulation shall consist of the employee’s total unused cumulative sick leave as of January 1, 1998 plus all unused cumulative sick leave earned after that date.
(3) Sick leave may be used for injury or illness of an employee, including temporary disability caused or contributed to by pregnancy, which prevents the employee from performing assigned duties. An employee may use up to five days of earned sick leave per calendar year for absences resulting from the illness or injury of a parent, spouse, or child. Upon approval of the President an employee may use additional accrued sick leave for such absences.
(4) Deductions of sick leave shall not be made during any Board approved holiday. One day of sick leave shall be deducted for each day an employee is absent because of injury or illness. No more than five days of sick leave shall be deducted in any one calendar week.
(5) (a) Upon termination of employment, and provided the employee is not reemployed at the same place of employment within 30 calendar days, an employee, or such employee's estate, shall be entitled to a lump sum payment for accrued sick leave earned after December 31, 1983 and before January 1, 1998. The lump sum payment for accrued sick leave shall be computed as the product of the employee's daily rate of compensation and one-half of the lesser of the following: (i) the number of days, or fractions thereof, of cumulative sick leave earned by the employee, in accordance with paragraph (2) above, minus any days, or fractions thereof, of cumulative sick leave used by the employee; or (ii) the number of days, or fractions thereof, of cumulative sick leave earned by the employee in accordance with paragraph (2) above after December 31, 1983 and before January 1, 1998. Noncumulative sick leave days shall be used first, and cumulative sick leave days shall be used in the order in which they have been accrued. No lump sum payment shall be made for noncumulative sick leave.
(b) An employee may waive payment for all or part of his/her eligible accrued sick leave (one-half of the employee's accumulated and unused sick leave earned after December 31, 1983 and before January 1, 1998) by executing an appropriate waiver form prior to termination of employment.
(c) An employee who has received a lump sum payment for accrued sick leave and who, within two years, is reemployed by the University may, if separated in good standing, have his/her accrued sick leave restored if, within 30 days after commencement of such reemployment, the employee repays said lump sum payment to the University. For each day of sick leave to be restored, the employee shall repay the gross amount he/she was paid for one day of accrued sick leave. An employee may have part or all of his/her accrued sick leave restored in this manner; however, if the employee does not make any such repayment to the University, he/she shall not be entitled to have any such sick leave so restored.
(6) The University reserves the right to require acceptable evidence of illness or disability with respect to the use of sick leave.
(7) The payment for qualifying accrued sick leave after employee’s death, retirement, resignation, or other termination of service provided by Public Act 83-976 shall be for sick leave days earned on or after January 1, 1984 and before January 1, 1998. Sick leave accumulated on or after January 1, 1998 is not compensable under this Section at the time of the employee’s death, retirement, resignation, or other termination of service, but may be used to establish retirement system service credit as provided in the Illinois Pension Code.
(8) Beginning January 1, 1998, sick leave used by an employee shall be charged against his or her accumulated sick leave in the following order: first, sick leave accumulated before January 1, 1984; then sick leave accumulated on or after January 1, 1998; and finally sick leave accumulated on or after January 1, 1984 but before January 1, 1998.
(Source: P.A. 87-384; 87-721; 87-895; 87-1234.)
Holidays
(1) Holidays recognized by the Board shall be New Year's Day, day before or day after New Year's Day, Martin Luther King, Jr.'s Birthday, Lincoln's Birthday, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, day after Thanksgiving Day, Christmas Day, and day before or day after Christmas Day, unless it is necessary to change these days for purpose of academic calendar.
(2) The University will be closed, except for necessary operations, on the foregoing holidays. Employees will be excused with regular pay on said holidays unless otherwise determined by the President.
(3) Employees who are required to work on an observed holiday shall be granted, by mutual agreement between the employee and the employer, paid time away from work equivalent to the number of hours worked on the holiday.
Bereavement Leave
(1) Leave with pay of three consecutive days per occurrence, to be taken within a period of five consecutive work days commencing with the date of occurrence, will be granted to an employee in the event of the death of the employee's husband, wife, mother, mother-in-law, father, father-in-law, brother, brother-in-law, sister, sister-in-law, child, son-in-law, daughter-in-law, grandmother, grandfather, grandchild, aunt, uncle, niece, nephew, or first cousin, or a member of the employee's immediate household. Bereavement leave shall be taken in not less than one-half day increments and may not be accumulated.
(2) Bereavement leave of longer duration than set forth above may be approved under special circumstances by the President and will be deducted either from vacation leave or sick leave at the employee's choice, provided an accrual balance is available.
Family and Medical Leave
The stated purpose of the Family and Medical Leave Act (FMLA) is to balance the demands of the workplace with the needs of families, to promote the stability and economic security of families, and to promote national interests in preserving family integrity and to entitle employees to take reasonable leave for medical reasons, for the birth or adoption of a child, and for the care of a child, spouse, or parent who has a serious health condition. According to the FMLA, this purpose is to be accomplished in a manner that accommodates the legitimate interests of employers and that is consistent with the laws involving equal protection and employment discrimination. The University shall establish a policy that is consistent with this purpose.
Educational Leave
Employees shall have the right to apply for an educational leave after having completed a period of five years of service at the University. Requests for leave shall be submitted in writing by the employee to the person who supervises the employee's work. If such supervisor approves the request, it shall be forwarded to the President of the University for approval together with the written recommendation of the supervisor and a statement indicating whether the work of the administrative or academic unit in which the applicant serves can be so arranged as to be carried forth effectively during the period of leave. The supervisor shall further set forth in detail a report summarizing the work the employee intends to perform during the leave and shall further indicate how such work is consistent with the goals of the University or the professional development of the applicant. The President shall consult with the Board prior to the award of an educational leave to a Provost/Vice President.
(1) Applications for educational leave may be approved for the following purposes:
(a) study and research, including related travel;
(b) creative work in the employee's field of endeavor.
(2) The employee shall, prior to the granting of educational leave, enter into a written agreement with the University that, upon the termination of such leave, the employee will return to service for a full year and that, in default of completing such service, will refund, unless excused therefrom by the President for reasons satisfactory to him/her, an amount equal to such proportion of salary received while on leave as the amount of service not actually rendered as agreed bears to the whole amount of service agreed to be rendered. No such refund shall be necessary should the employee be terminated prior to the completion of the service agreed upon.
(3) Ordinarily, educational leaves may not result in an increase in net salary cost.
(4) An educational leave shall not be awarded more than once in every seven years, and educational leave time shall not be cumulative.
(5) Salary payments during educational leave shall be: one-half pay if leave is granted for a full year; full pay if leave is granted for one-half year.
(6) The maximum number of educational leave units that may be used during each fiscal year at the University shall be one unit for each twenty-five full-time faculty and administrative employees who are not covered by a collective bargaining agreement, or major fraction thereof. Each unit so derived shall generate twelve half-pay months or six full-pay months of educational leave.
Leave Without Salary
(1) An employee may apply for a leave without salary. Ordinarily, such leave may be granted only after the employee has completed at least two consecutive years of full-time service at the University.
(2) A leave without salary may be granted at the discretion of the President following a determination that the employee intends to return to service at the end of such leave. The initial grant of a leave without salary may be for a period of up to one calendar year. The leave may be extended upon the agreement of the President for a period of up to two successive calendar years.
An administrative employee may not rescind a leave without salary or leave extension later than sixty days prior to the approved beginning date of the leave or leave extension.
(3) An application for leave without salary shall ordinarily be submitted to the President at least three months prior to the starting date of the requested leave. The application must state the purposes of the leave and the time period for which the leave is requested. The reasons for which a leave without salary may be requested are: (a) personal, (b) research, (c) advanced study, or (d) professional development.
(4) Upon return to the University from a leave without salary, an employee's salary shall be adjusted to reflect nondiscretionary increases which the employee would have received if not on leave.
(5) While on leave without salary, an employee shall retain accrued sick leave and vacation leave earned prior to the commencement of the leave without salary, but shall not earn additional sick leave or vacation leave.
(6) An employee on leave without salary may continue to contribute toward and receive the benefits of any State or Board insurance program and may continue to contribute toward and receive retirement credit in the State Universities Retirement System if the laws, rules, regulations, policies, and procedures governing the administration of such insurance programs or the State Universities Retirement System so permit.
(7) Time spent by an employee on a leave without salary shall not be creditable for the purpose of determining eligibility for educational leave.
Educational Benefits
(1) An employee may enroll at the University for a maximum of two (2) courses, or six (6) credit hours, whichever is greater, in any academic term with exemption from the payment of tuition and fees. The fees waived by the University include registration, application fees, credit evaluation fees, admission fees, activity fees, graduation fees, textbook rental fees and other service fees, such as those imposed to secure revenue for bond retirement.
The following course and semester hour maxima shall apply to employees who enroll in courses at the University:
|
Employee Status |
Academic Term (the greater of) |
|
Full-time employee |
6 sem. hrs. or 2 courses |
|
3/4 time employee |
4 sem. hrs. or 1 course |
|
1/2 time employee |
3 sem. hrs. or 1 course |
These maxima are employee benefit limitations and do not apply to enrollment in approved work-related training programs, the purpose of which is to improve service.
(2) Employees are encouraged to enroll in courses having scheduled class hours outside their scheduled work hours. For courses held during the employee's work schedule, the employee may be excused to attend classes subject to a maximum of four (4) clock hours per week or the number of clock hours required to attend one (1) course, whichever is greater. Requests for excused absences to attend classes must be submitted to the supervisor for approval prior to enrollment and request for waiver of tuition and fees. When such approval is granted, employees shall make up time at the discretion and approval of the supervisor by (i) working outside of regularly scheduled hours during the work week in which the excused absence occurs, or (ii) deducting the time spent in class from the employee's accumulated vacation leave. Overtime compensation shall not be earned for make-up time worked under (i) above.
(3) The natural, adopted, foster, and step-children and the spouse of full-time employees (including employees on sick leave or compulsory disability leave) who die while in service at the University shall be entitled to a waiver of tuition and fees (as defined in paragraph (1) above) up to and including the baccalaureate degree at the University. Should both parents be full-time employees, the death of one parent makes the child eligible for the waiver of tuition and fees. Children of a deceased employee who is divorced shall be eligible for a waiver of tuition and fees if such employee was contributing to the children's support at the time of the employee's death.
(4) An employee who has retired from the University may enroll at the University for a maximum of one (1) course, or three (3) semester hours, whichever is greater, in any one academic term with exemption from the payment of tuition and such fees as may be waived in accordance with paragraph (1) above.
(4) See Board Regulations Section IV.B.2.a. and the applicable section of Eastern Illinois University Law at 110 ILCS 665/10-90 for provisions governing the award of fifty percent (50%) tuition waivers to the children of seven (7) year or more employees.
Administrative Leave
The following provisions shall apply only to persons employed in positions referred to therein as of September 22, 1977.
(1) In the event that the President, the Vice Presidents, or administrative officers holding the title of Dean, Associate or Assistant Dean, Department Chairperson, Director or Registrar elect to terminate employment in those positions, they shall be eligible, upon approval by the Board (following recommendation of the President) to receive six months' leave at full pay or twelve months' leave at half pay if they meet all the following criteria at the time of retirement:
(a) they do not continue in a tenured teaching appointment at the University;
(b) they have been in one or more of the aforementioned positions for a period of at least ten years prior to retirement; and
(c) they have not had a sabbatical or educational leave during the ten years immediately preceding retirement.
(2) In addition, individuals employed in positions specified in paragraph (1) above may be afforded continued employment as follows:
(a) Vice Presidents who elect to terminate employment in those positions in accordance with paragraph (1) above may, upon recommendation by the President and approval by the Board, be reassigned on a year-to-year basis to teaching positions in the departments (or equivalent academic units) in which they hold rank, if any, with the approval of the departments (or equivalent academic units) involved. Approval of the departments (or equivalent academic units) involved shall not be required for persons holding tenure immediately prior to termination of employment in an administrative position listed above.
(b) Administrative officers holding the title of Dean, Associate or Assistant Dean, Department Chairperson, Director or Registrar who elect to terminate employment in those positions in accordance with paragraph (1) above may, upon recommendation by the President and approval by the Board, be reassigned on a year-to-year basis to teaching positions in the departments (or equivalent academic units) in which they hold rank, if any, or to other positions for which they are qualified, with the approval of the departments (or equivalent academic units) involved. Approval of the departments (or equivalent academic units) involved shall not be required for persons holding tenure immediately prior to termination of employment in an administrative position listed above.
Alternative Benefits for Coaches
The following provisions shall apply only to coaches, who for purposes of this subsection are defined as temporary administrative employees appointed for terms of not longer than twelve months, and more than half of whose assignment is coaching intercollegiate athletics.
(1) Notwithstanding any of the other benefits provisions of these Regulations, coaches may be given an appointment which entitles them to the employee benefits described in Section II.A.9. and Section II.B.6. above, (subject to the requirements thereof concerning application and eligibility), but with the following exceptions:
(a) Instead of the vacation leave described in Section II.B.6.a. and b., coaches appointed hereunder shall be entitled to earn vacation leave at the rate of two days per month during each month or major fraction thereof, of service in the pay status. Vacation leave may be accrued up to a maximum of 24 days. An employee who accrued the maximum will earn no further vacation leave until the employee's use of vacation leave reduces the accrued below the maximum. There shall be no lump sum payment or other benefit provided to such coaches for unused vacation leave at the end of their term of appointment.
(b) Instead of the sick leave described in Section II.B.6.a. and c., coaches appointed hereunder shall be entitled to cumulative sick leave of one day per month of appointment (credited at the beginning of the appointment). There shall be no lump sum payment or other benefit provided to such coaches for unused sick leave at the end of their term of appointment.
(c) Vacation leave privileges shall be effective July 1, 2001.
