Section 2: Faculty and Staff Services
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- Academic Year: The nine-month period referenced in employment contracts for academic year appointees, the specific dates of which are determined by the Chancellor of SIUC or SIUE.
- Board: The Board of Trustees of Southern Illinois University.
- Civil Service Employee: Any employee not exempt from coverage by the State Universities Civil Service System.
- Continuing Appointment: A continuing appointment is one which is automatically renewed each year unless the appointee is given notice as specified in the appropriate personnel policies. All continuing appointees are subject to annual adjustments in salary and other conditions of employment.
- Employee: Any person whose name appears on a University payroll, except student appointees and certain fellowships/traineeships that require past, present or future services to the University or non-University employer. (9/11/08)
- Employment Administration: The appointment, employment, work load, reassignment, promotion, demotion, salary adjustment, space assignment, tenure, termination, and all other terms and conditions of employment for employees under an executive officer.
- Executive Officer: The President acting only as to employees under his or her supervisory authority. (3/13/03)
- Faculty: All persons holding academic rank.
- Fiscal Year: July 1 through June 30.
- Undergraduate Assistantship: A position held by a duly registered undergraduate student appointed part-time in a paraprofessional endeavor related to a career/discipline and having contact hours with a faculty member or professional staff member, and registered in sufficient course work to achieve exemption from the State Universities Civil Service System.
- Graduate Assistantship: A position held by a duly registered graduate student appointed part-time in professional or semi-professional endeavor and duly registered in sufficient course work to achieve exemption from the State Universities Civil Service System. This classification does not include Fellows who are assigned no specific duties.
- Professional Staff: The principal administrative appointees as determined by the Merit Board governing the State Universities Civil Service System.
- Student Appointees: Student workers and undergraduate and graduate assistants. (7/11/02)
- Student Worker: A person appointed part-time and duly registered as a student for sufficient course work to achieve exemption from the State Universities Civil Service System.
- Tenured Appointment: A tenured appointment signifies the permanent holding of an academic position of employment as governed by Board and University policies. Tenure applies only to a basic academic year appointment. A tenured faculty member's employment contract is subject, however, to annual adjustments in salary, rank, or conditions of employment, and to generally applicable amendments to personnel policies of Southern Illinois University or SIUC or SIUE.
Tenure shall be awarded only by the positive action of the Board of Trustees. An individual's tenure within Southern Illinois University shall be held in an academic unit or units at either Southern Illinois University Carbondale or Southern Illinois University Edwardsville as specified by each tenure document. (3/13/03)
- Term Appointments: A term appointment is employment for a specified period of time. Term appointments may be renewed; however, reappointment to such a position creates no right to subsequent employment or presumption of a right to subsequent employment.
- Termination of Employment: The interruption for cause of a tenured or untenured continuing or term appointment or Civil Service appointment.
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- Appointment to Positions and Position Approval
- Appointments to Positions of Employment
- All appointments to positions of employment shall be made in the name of the Board as the employer.
- All appointments are subject to applicable federal and state laws. All supervisors of other employees shall keep themselves informed of the currently applicable laws. Adherence to both the letter and the spirit of all civil rights laws is required.
- No person who is related within the third degree of consanguinity or is the spouse, son-in-law or daughter-in-law of a current member of the Board shall be appointed to a position of employment within three reporting levels of the President. This limitation reaches the Dean and equivalent levels. Relatives within the scope of this policy include parents, siblings, grandparents, aunts, uncles, nieces, nephews, and offspring, including adoptees. (7/97)
- Creation of Positions and Approval or Ratification of Appointments, Title Changes, Tenure, and Leaves
- The Board of Trustees shall approve the creation and appointment of a position of employment reporting directly to it. (3/13/03)
- Prior to its public announcement, the Board of Trustees shall approve a position of employment created by the President which is within two reporting levels of the President, but which is neither under the jurisdiction of a Chancellor nor a part-time, term, Civil Service or student appointment. The appointment to any such position is tentative pending ratification by the Board. (3/13/03, (12/08/11)
- Upon recommendation for approval by the Finance Committee, Board of Trustees approval shall be obtained prior to the appointment of professional staff receiving an annual salary of $150,000 or more. The authority of the Finance Committee is retained to recommend approval of all Board appointed officers, all professional staff in the Office of the President, the Vice Chancellors at SIUC and SIUE, and the Dean and Provost of the School of Medicine. (12/08/11)
- Upon recommendation for approval by the Finance Committee, Board of Trustees approval shall be obtained prior to increasing the annual salary of professional staff to $150,000 or more. The authority of the Finance Committee is retained to recommend approval of all increases for all Board appointed officers, all professional staff in the Office of the President, the Vice Chancellors at SIUC and SIUE, and the Dean and Provost of the School of Medicine, except for annual raises from salary pools established during budget development. (12/08/11)
- The President shall approve prior to its public announcement a position of employment created by the Chancellor which is within two reporting levels of a Chancellor or which reports directly to a Vice Chancellor, but is not a part-time, term, Civil Service or student appointment. The appointment to any such position is tentative pending ratification by the President, and by the Board if required under h. (3/13/03)
- The Chancellors have delegated authority to take final action of employment administration for SIUC and SIUE employees except as otherwise provided by Board policy. The President has delegated authority to take final action on employment administration for employees of the Office of the President except as otherwise provided by Board policy. (3/13/03)
- The President shall approve prior to its public announcement the title change in a position of employment which is changed by a Chancellor within two reporting levels of a Chancellor or which reports directly to a Vice Chancellor. The change in title is tentative pending ratification by the President and the Board. (3/13/03)
- The following personnel actions are also tentative pending ratification by the Board:
- initial appointments of faculty to tenured and tenure track positions;
- promotions of tenured and tenure track faculty;
- the grant of academic tenure;
- initial appointments and promotions of professional staff;
- the grant of a leave with pay.
- A tentative appointment is an appointment made by an executive officer pending ratification by the Board or the President or both. A tentative appointment will expire if it has not been ratified, as required, as of the close of the day of the second Board meeting following the inception of the appointment, unless extraordinary circumstances have been demonstrated to and certified by the President. No reappointment of the same individual may then be made without prior Board approval, unless extraordinary circumstances have been demonstrated to and certified by the President.
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- Conditions of Employment
- Documents describing conditions of employment and appointment:
- Civil Service Employees. The general conditions of employment of Civil Service personnel are as set forth in the following documents:
- the State Universities Civil Service System Statute;
- the Rules of the State Universities Civil Service System as approved by the Merit Board;
- the Civil Service Personnel Policies promulgated by Chief Campus Personnel officer and approved by the Chancellor; (3/13/03)
- any applicable collective bargaining contract as filed with the Board of Trustees. (3/13/03)
- Student Appointees. The general conditions of appointment of student appointees are as set forth in the State Universities Civil Service System Statute and Rules and in the Student Appointee Personnel Policies promulgated and approved by the executive officer to whom the appointee reports.
- Faculty and Professional Staff. The general conditions of employment of faculty and professional staff are as set forth in the Faculty and Professional Staff Personnel Policies promulgated by the chief academic officer and or the chief campus personnel officer and approved by the Chancellor. These policies may be promulgated in a single document or as two separate documents. These policies do not apply to individuals holding only restricted term appointments for non-credit activities, under which the appointee is not otherwise employed as a faculty or staff member within any unit of the University and assumes no obligation to perform services for the University except those related to the specific non-credit activity or event for which the restricted term appointment is made. For short term, non-credit activities, the restricted term appointment must be used in lieu of a purchase requisition for services, shall provide no expectation of reappointment and shall in no circumstances exceed three months in length. The following distinctions shall be maintained between provisions for faculty and for professional staff. (2/28/07)
- Only faculty may become eligible for sabbatical leaves.
- Only faculty may become eligible for tenured appointments.
- The general conditions of employment of faculty are also as set forth in any applicable collective bargaining contract as filed with the Chancellor. (3/13/03)
- The usual faculty contract shall be for the academic year, and shall carry with it the obligation to perform ancillary duties, such as syllabus development, grading, and student advisement, which may require actions just before or after the calendar dates of academic terms.
- Faculty shall have the right and duty to participate in the formulation of academic policy affecting the performance of their duties, both by direct participation within their academic unit and through their elected representatives to the Faculty Senate and Graduate Council. (3/13/03)
- Personnel policies requiring the President's approval shall be filed with the President at least two weeks prior to their effective date. Each Chancellor is authorized to develop and approve personnel policies affecting employees under that executive officer's supervisory authority which are not inconsistent with the provisions of this chapter (Chapter 2, Faculty and Staff Service) or with personnel policies approved by the President and which do not otherwise require Board of Trustees or President approval.
- The Board has the authority to declare a fiscal emergency and to provide specific direction to cope with such emergency. (3/13/03)
- The Board shall determine that a fiscal emergency exists and assess the extent of that emergency. (3/13/03)
- The Board may recognize a fiscal emergency ranging from a temporary financial crisis to a long-term loss of resources. (3/13/03)
- A short term fiscal emergency is the condition of financial necessity, which results when a decline in financial support is such as to require a reduction within the fiscal year in the personal services budget exceeding that which may be accomplished by attrition or non-renewal of term positions or other such measures after all workable reductions in support and operational costs have been made.
- A long-term fiscal emergency is the condition of financial exigency, which results when an imminent financial crisis will require long-term programmatic reductions and termination of tenured faculty.
- The Board of Trustees will consider a declaration of fiscal emergency for either institution or for the University when such a proposal from the President is placed on the Board agenda. (3/13/03)
- Representatives of the concerned SIUC or SIUE constituencies shall be consulted as far in advance as possible and continuously involved in making the decision to ask that the Board declare a condition of fiscal emergency.
- A matter proposing the declaration of a fiscal emergency and approval of a plan developed to deal with that emergency shall contain the following information:
- A description of the fiscal situation which makes the action advisable.
- A description of specific economy measures, such as the reduction of support costs, freezing of vacancies, non-renewal of term positions, and the like, which have already been invoked in an effort to deal with the situation.
- A description of the proposed action.
- An explanation of how the proposed scope and manner of execution of the proposed measures are proportional to the fiscal emergency and will cause the least possible disruption of the educational process and will inflict minimal hardship on employees.
- An indication of how employees will be notified of the measures to be implemented by the proposed action and the method and period of notice to apply before that implementation.
- A specification of the exemptions from the proposed action, if any, which will be required to safeguard the campuses and the conduct of uninterruptible activity if the proposed action is authorized, and an indication that the proposal otherwise has general application across the University employment spectrum, including administrative personnel.
- A report on the manner in which the constituencies have had an opportunity both to review the situation and the proposed action and to advise the executive officer.
- An indication of how the proposed action will apply to Civil Service employees in terms of established Civil Service Rules and Regulations.
- The Board will authorize actions to adjust University operations to the limitations of a declared fiscal emergency.
- The Board must be satisfied that all reasonably possible economic measures have been taken before authorizing a reduction in personnel services.
- The Board will authorize procedures commensurate with the magnitude of the fiscal emergency. Such procedures may include but are not limited to measures such as invoking a mandatory leave without pay for all employees in a declared financial necessity situation or such measures as long-term programmatic reductions requiring termination of appointment for employees with and without tenure in a declared financial exigency situation. Such procedures will be open to review and comment by administration and constituency bodies.
- In a fiscal emergency situation, if budget reductions across-the-board are mandated by the Board, each basic academic or service unit will be involved in distributing its specific program and personnel changes.
- In a financial exigency situation, if budget reductions mandated by the Board are to be made programmatically, the administration will involve an appropriate faculty or constituency body in determining where within the overall academic or other program termination of appointments may occur.
- Any actions affecting an institution resulting from a declaration of fiscal emergency shall recognize the personnel policies of that institution so far as they are not in conflict with the fiscal procedures approved to cope with the emergency.
- A declaration of fiscal emergency will be in effect only during the fiscal year for which it is declared.
- Employees who receive notices that their appointments are to be terminated or who are placed into a leave of absence status because of a fiscal emergency shall have the right to appeal through appropriate SIUC or SIUE grievance procedures.
- Pursuant to 2 Policies of the Board C.1.c.3), the basic term of faculty appointment remains the academic year, and individual contract renewals which reduce the period of employment to not less than an academic year will continue to be at administrative discretion.
- All employees shall fully comply with all
- applicable State and Federal laws;
- policies, regulations, and decisions of the Board of Trustees, and as amended; (3/13/03)
- policies, guidelines, regulations, and decisions promulgated by the President, or Chancellor on his or her respective campus or the executive officer to whom the employee reports, as amended. (3/13/03)
- Personnel policies shall adhere to the following standards:
- Publication: Such policies will be regularly published and made available to affected employees and their supervisors.
- Paid absences: Such policies will provide for holidays, vacations for Civil Service and fiscal-year appointees, and leaves.
- Paid holidays shall not exceed five, in addition to those prescribed by law, except for emergencies, or as provided in any notice of administrative closure. The executive officers shall designate one of those holidays as the Dr. Martin Luther King, Jr. holiday, and individually determine designations for the others. In lieu of the days of paid leave for faculty and staff which may be authorized during the period of December 26 through December 31 pursuant to2 Policies of the Board C-3-b-4, the Chancellor of Southern Illinois University Carbondale may declare up to two additional designated holidays for Civil Service and fiscal year appointees of the School of Medicine-Springfield and its satellite clinical operations. Paid holidays and designated holidays for Civil Service and fiscal year appointees of the School of Medicine-Springfield shall not exceed seven, in addition to those prescribed by law, except for emergencies, or as provided in any notice of administrative closure which is specifically designated by the Chancellor to also apply to the School of Medicine-Springfield. (5/13/99)
- Vacation: Vacation earned shall not exceed 28 working days per year; no accrued vacation beyond two years' credit shall be accorded.
- Sick Leave: Unused sick leave may be accumulated to provide for extended sick leave and disability benefits in an amount not exceeding 15 days per year.
- Administrative Closure: Closure of any or all parts of a campus may be declared by an executive officer with the approval of the President in response to a natural emergency, in support of national or State policy, for reasons of health and safety, or in response to a budgetary shortfall, including significant delays in state reimbursements. Announcement of such closure will specify campus guidelines regarding paid leaves during such closure. Administrative closure may also be declared for a period of up to three working days during the period December 23 through January 2, upon the determination of the President that such closure is economically justified. Days designated for administrative closure during this period will be considered days of paid leave for all affected faculty and staff. Days designated for administrative closure in response to a budgetary shortfall, including delays in state reimbursements, shall be considered days of unpaid leave for all affected faculty and staff and shall be limited to no more than one day per bi-weekly pay period or two days per month but not to exceed six days in a fiscal year. Unpaid administrative closures shall not be scheduled during time periods when classes are in session. Each campus may establish its own procedures to implement unpaid administrative closures. (09/16/10)
- Sabbatical and Professional Development Leaves: Personnel policies concerning faculty and professional staff will provide for such leaves. Sabbatical leaves for faculty and professional development leaves shall be granted only on the basis of an approved plan designed to improve the professional performance of the applicant which contains a recognition of an obligation to report in writing the execution of the plan and return to an assignment of duties wherein the leave experience will benefit the institution for a reasonable period of time but not less than the duration of the leave. No such leave shall exceed one calendar year in duration, and the rate of compensation during the leave shall not exceed the regular monthly rate of the applicant at the time the leave commenced plus annual increments computed on the same basis as for the applicant's peers. Full sabbatical leaves, not to exceed six months at full pay or a calendar year at half pay, may only be granted after the completion of a six-year period of consecutive full-time employment measured from the commencement of employment as a faculty member or six years after the termination of a previous sabbatical leave. Policies concerning faculty may also provide for partial sabbatical leaves, not exceeding six months at half-pay, which may only be granted after the completion of a three-year- period of consecutive full-time employment or three years after the termination of a previous sabbatical leave.
- Other paid absences: Other paid absences, such as those required for jury duty, certain military service, including active duty service during periods of national need, etc. shall also be addressed in the personnel policies as developed and approved by the Chancellors of his or her respective campuses, and shall be consistent with the provisions of this Chapter 2. (2/14/02)
- Nepotism: Such policies will prevent relatives within the third degree of consanguinity or spouses from making final personnel determinations for each other. Such relatives include, but are not limited to, parents, siblings, grandparents, aunts and uncles, nieces and nephews, and offspring including adoptees. (3/13/03)
- Grievances: Such policies will provide for prompt resolution of grievances by means of
- informal negotiations to be followed by, if necessary,
- a formal process through which an officer or panel makes findings or recommendations or both, and for which a record is compiled;
- a final determination by a responsible officer; and
- notice concerning the procedure for application for discretionary review by the Board.
- Conflicts of interest and commitment: Such policies will address the problems of conflict of interest and commitment and concurrent employment by other employers. (3/13/03)
- Tenure: Faculty and professional staff personnel policies will provide for tenured appointments of faculty.
- Eligible academic ranks: Tenure may be granted to persons holding the faculty rank of professor, associate professor, or assistant professor. (3/13/03)
- Probationary service: The length of probationary service periods shall be specified in SIUC and SIUE policies on tenure, as approved by the President and in the initial employment contract. The maximum probationary service period is six years.(1) except for faculty at the School of Medicine having a clinical and education commitment greater than their research component, in which case the maximum probationary service period is eight years. Shorter probationary periods may be specified in campus policies on tenure or in the initial employment contract but should normally not be less than two years. By the end of the last year of the probationary service period of a faculty member the faculty member shall be notified in writing either that tenure has been awarded pending ratification by the Board of Trustees or that the faculty member's appointment will not be renewed after the following year. The requirement of a minimum period of probationary service may be waived under conditions as specified in each institution's policy.
- Recommendation for tenure:
- The primary criteria to be utilized in the tenure decision process are performance in teaching, research, and service.
- The primary responsibility for the evaluation of the academic qualifications of an individual candidate for tenure rests with tenured faculty in the appropriate unit. If an individual has tenure at another institution and becomes employed full-time as a tenured member of the SIU faculty or a member of SIU's administration the individual must relinquish tenure at the other institution before commencing employment at SIU. (3/13/03)
- It is the responsibility of the head of each appropriate unit to evaluate annually each non-tenured faculty member in a tenurable rank within that unit and to individually inform such faculty members of their professional performance as measured by such evaluation.
- Grievances arising out of a recommendation that tenure be denied shall be filed in writing and resolved through the approved faculty grievance procedures of SIUC including the School of Medicine or SIUE. In such cases, the burden of proof rests on the individual faculty member. (3/13/03)
(1) Assistant professors having job descriptions with a clinical and education commitment greater than their research commitment shall be notified in writing that tenure has been awarded at the end of the eight-year probationary period or that the appointment will not be renewed at the end of the ninth year.
- Professional positions.
- Tenure does not apply to positions on the professional staff. A person shall not be deprived of tenure or the highest academic rank attained because of assignment to a professional staff position under the authority of the Board of Trustees. Such appointment shall not deprive a person of service credit attained toward the achievement of tenure or limit a person's normal progress toward tenure or promotion. The functions, titles, salaries, and annual periods of employment of persons in professional staff positions shall be distinct and severable from their faculty status.
- Upon reassignment to duty in the tenured position, the monthly salary therein shall be determined after consultation with the individual on the basis of the nature of the position, the experience, academic qualifications and previous service of the individual, and the salary range within the department, school or college to which reassignment is made. Reassignment of duties may occur at any time. Adjustments in salary may occur at the end of any fiscal year or within a fiscal year if for cause duly stated. (3/13/03)
- Notice of non-reappointment: The Faculty and Professional Staff Personnel Policies will provide for such notice for faculty in tenure-eligible ranks and other employees on continuing appointments. Term appointments are for a specified period of time and expire at the end of the term stated in the notice of appointment; no separate notice of non-reappointment need be given for such appointments. Notice of non-reappointment of professional staff and untenured faculty on continuing appointments shall be given in writing as follows:
|First appointment year
||No less than 3-months notice
|Second appointment year
||No less than 6-months notice
|Third and subsequent appointment years
||No less than 1-year notice
No notice period need exceed the length of the appointment. The notice periods shall be proportionally shortened for appointments of less than an academic or fiscal year. Notice periods longer than those stated above may be incorporated in the Faculty and Professional Staff Personnel Policies.
- Outside professional activities: Such policies will provide for the reporting to and regulation by the executive officers of extramural research, consulting, and employment of faculty and professional staff so that such activities complement professional performance. When such activities are of a nature that administrative involvement in their conduct is necessary or desirable to facilitate the complementary effect on professional performance, additional or supplementary policies may be promulgated by the executive officer, subject to the approval of the President. Such policies may govern administrative involvement and provide for the payment or reimbursement of the administrative expense from the proceeds of the external activity. Examples of the latter include, without limitation, patents, copyrights, and clinic practice of professionals conducted pursuant to the educational mission of SIUC or SIUE.
- Such policies will provide for a drug-free workplace which shall meet the minimum standards of applicable statutes or rules having the force of law and will be promulgated by the Chancellors at their respective campuses. (3/13/03)
- Such policies will provide for Family and Medical Leave which shall meet the minimum standards of applicable statutes or rules having the force of law.
- At SIUC, an assistant professor who has served previously as an instructor at SIUC may serve a total probationary period in both ranks not to exceed seven years. At SIUE, this maximum period may be extended by one year by mutual written agreement of the academic unit and the individual.
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- Supplemental Retirement Plan (Tax-Deferred Annuities)
The President of Southern Illinois University is authorized to direct payments for eligible employees to companies approved under each campuses' Supplemental Retirement Plan ("Plan") as described in the corresponding campuses' Supplemental Retirement Plan Document and as described in Sections 403(b) and 403(b)(7) of the Internal Revenue Code, respectively, as amended. The University shall administer the Plan (previously referred to as the Tax-Deferred Annuity Program) in compliance with all related statutes for all eligible University faculty and staff members, on a voluntary basis, with participation by those approved companies authorized under the Plan. (3/13/03, 12/09/10)
- The President shall name a plan administrator for each campus and shall have the authority to prescribe such additional guidelines deemed necessary to accomplish the purposes set forth in this policy. (3/13/03, 12/09/10)
- The guidelines shall prescribe the responsible officer and method of approval for companies to participate in the Plan. (12/09/10)
- The guidelines shall prescribe the responsible officer and method by which a company may be suspended or removed from the campuses' list of approved companies. (12/09/10)
- Neither the Board of Trustees, nor any representative thereof, will recommend any one qualified company to employees.
- Conditions of Approval Affecting Participating Companies
- The company must agree to the conditions of the respective campuses', and all future regulations relating to the Plan that the University may adopt. (3/13/03, 12/09/10)
- The company must be willing to accept the campuses' transmittal list each pay period as the evidence upon which the University will pay their account. (3/13/03, 12/09/10)
- Each company must comply with the Internal Revenue Service limitations on tax-deferred contributions. (3/13/03)
- Each company must undertake to indemnify, defend, and hold the Board of Trustees, its officers, and employees harmless from any and every claim, demand, cause of action, loss or expense resulting from failure to adhere to limitations referred to in paragraph c. (3/13/03)
- The company may lose its privilege of participation through failure to meet the university's requirements on a continuing basis.
- Additional Qualifications for Insurance Company Participation
- All tax-deferred annuity contracts issued by participating companies must comply with the Internal Revenue Code, as amended, and must be considered by the insurance industry as a pure annuity contract. Participating companies must be authorized by the Director of Insurance of the State of Illinois to issue tax-deferred annuity contracts.
- The performance of all approved companies will be reviewed at least annually by the SIU Supplemental Retirement Plan Best Practices Committee which may be comprised of SIU employees from each campus. Performance will be based on financial returns, company ratings, and SIU employee's participation with the vendor, customer service to SIU employees and past participants, and overall compliance to the Supplemental Retirement Plan. Companies that do not meet the performance standards will be removed from the Plan and employees will be notified in advance of the action taken. (12/09/10)
- Authorized contributions intended for an annuity purchase will be used exclusively for that purpose and not for life insurance in any form or riders, including but not limited to retirement income forms, term insurance, income riders, and waiver of premium on accidental death or dismemberment. The initial loading cost, if any, from the initial contract must be credited in any change in the participant's annuity. (12/09/10)
- Additional Qualifications for Investment Company Participation
- The company must be a regulated investment company authorized to offer 403(b)(7) custodial accounts to employees of eligible institutions in Illinois, or an agency authorized by such a company to offer custodial accounts. (3/13/03)
- The company must provide assurance that all federal and state requirements for the offering of 403(b)(7) custodial accounts have been met, and must comply with all applicable requirements of the Internal Revenue Code and Regulations and Illinois law, regulations and procedures with respect to the offering and servicing of such accounts.
- The company must submit to the University copies of its 403(b)(7) plan agreement and other materials to be provided to employees describing the plan and funds offered, with satisfactory evidence that the plan meets provisions of the Internal Revenue Code for establishment of a custodial account. All alterations to the company's contracts must be submitted together with similar evidence before any altered contract is offered to any University employee.
- Authorized contributions intended for 403(b)(7) custodial account purchase will be used exclusively for that purpose and for investment in funds qualified for such custodial accounts. (12/09/10)
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- Indemnification Policy
- Each Trustee, officer, employee, and student appointee of Southern Illinois University, whether or not in office, and the heirs, executors, administrators, and assigns thereof shall be indemnified by the Board of Trustees against all costs and expenses reasonably incurred by or imposed upon such person or such person's estate in connection with or resulting from an action, suit, proceeding, claim, or investigation, civil or criminal, to which such person or such person's estate shall or may be made a party, or with which such person or person's estate shall or may be threatened, by reason, directly or indirectly, of any action or omission to act in the scope of such person's appointment as a Trustee, officer, employee, or student appointee of the University, provided, however 1) that no such Trustee, officer, employee, or student appointee shall be indemnified against or be reimbursed for any cost or expense arising out of such person's own willful misconduct; 2) that the Trustee, officer, employee, or student appointee has given prompt notice to the Office of the Board of Trustees of the action, suit, proceeding, claim, or investigation or threat of same; 3) that the Trustee, officer, employee, or student appointee has agreed to legal representation by counsel acting on the matter for the Board of Trustees, or in the event of conflict of interest on the part of such counsel by individual counsel acceptable to the Board and its counsel, which acceptance shall not be reasonably withheld; 4) that the cost or expense is not reasonably recoverable from any other source. The costs and expenses against which any Trustee, officer, employee, or student appointee of the University shall be so indemnified shall be those actually paid or for which liability is actually incurred, including sums paid in settlement of any such action, suit, proceedings or claim, on advice of competent counsel and with the concurrence of the Board of Trustees, and irrespective of whether such costs or expenses are taxable costs as defined or allowed by statute or rule of court. These rights of indemnification shall be supplementary to any other rights with respect to any such costs and expenses to which the Trustee, officer, employee, or student appointee may otherwise be entitled against the Board of Trustees or any other persons. (3/13/03)
- A Trustee, officer, employee, or student appointee shall not be deemed to have been guilty of willful misconduct in the performance of duty as a Trustee, officer, employee or student appointee, as to any matter wherein such person relied upon the opinion or advice of legal counsel employed or retained by or for the Board of Trustees, or relied upon erroneous information or advice furnished by an officer, or an employee of the University, and which was accepted in good faith from such persons. "Willful misconduct," as the term is used herein, includes but is not limited to the intentional violation of a law or of a regulation having the force of law or of the directive of a superior University authority.
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- Pre-employment Investigations Policy
- The Board of Trustees of Southern Illinois University is committed to full compliance with the Illinois Campus Security Act, 110 ILCS 12, which requires public institutions of higher education to identify security-sensitive positions and make provisions for the completion of criminal background investigations prior to employing individuals in those positions.
- The President is hereby authorized to approve regulations for the completion of appropriate criminal background investigations prior to the final selection of any candidate for a security-sensitive position. The President is further authorized to approve regulations for the completion of appropriate pre-employment investigations of candidates for other positions of employment, including but not limited to education, employment, and credential checks on all new hires. (3/13/03)
- Such regulations and amendments thereto shall become effective upon approval by the President. (3/13/03)
- Such regulations and any amendments thereto shall provide for proper adherence to all applicable laws, including the adoption of appropriate precautions against any mandatory disclosure of legally protected personal information such as social security numbers, personal financial records or confidential medical records, as a condition of consideration for employment.
- Such regulations shall also provide for the identification of security-sensitive positions in accordance with the following standards:
- Positions which involve working with minors or individuals with diminished mental capacity.
- Positions which involve providing for the safety of students, faculty, and staff.
- Positions having regular access to controlled substances.
- Positions which provide significant overall responsibility, defined at $50,000 or more per day, for the control of University financial resources.
- Such regulation shall also provide for the identification of other similar positions of employment for which pre-employment investigations may be performed, and provide for determination of the nature and amount of investigation appropriate to each position.
- Potential applicants for security-sensitive and similar positions shall be notified that they may become subject to a criminal background or other pre-employment investigation, or both. Such notice shall be offered as early in the recruitment process as feasible.
- Such regulations shall provide criteria for determining the stage of the recruitment process at which an investigation or investigations shall be undertaken.
- When a pre-employment investigation has been made, this information shall be considered only as it is relevant to performance in the position in question in a manner consonant with personal safety and the security of property. (3/13/03)
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- Electronic Direct Deposit Policy
The Board of Trustees of Southern Illinois University directs each campus to adopt an Electronic Direct Deposit Policy by July 1, 2011. Such policy shall require all newly hired and rehired employees, as a condition of employment, to participate in a direct deposit program with respect to receipt of wages, salaries, and employee travel and business expense reimbursements. Exceptions may be granted in order to comply with State and Federal labor laws and in other limited circumstances as deemed appropriate by each campus. (5/13/10)