Regulations: Section III - NIU - Board of Trustees

Regulations of the Board of Trustees


SECTION III. CIVIL SERVICE EMPLOYEES

Subsection A.   Appointments

Subsection B.   Wage and Salary Administration

Subsection C.   Benefits


SECTION III.  CIVIL SERVICE EMPLOYEES

Subsection A.  Appointments


1.  AUTHORITY TO EMPLOY

The Board of Trustees is designated by statute as the employer for all its appointments which are subject to the rules and regulations of the State University Civil Service System of Illinois (SUCSS). The Board has authorized the president or designee to appoint Civil Service personnel to authorized positions.

2.  CONDITIONS OF EMPLOYMENT

a.  General

(1)  All Civil Service employees shall fully comply with all:

(a)  Applicable state and federal laws

(b)  Policies, regulations, and decisions of the Board of Trustees,

(c)  Policies, regulations, and decisions promulgated by the president, or designee

(2)  All Civil Service employees of Northern Illinois University are employed in accordance with the provisions of "An Act to create the University Civil Service System of Illinois and to define its powers and duties" approved May 11, 1905, as amended, and the rules of the University Civil Service System Merit Board (Merit Board), and are entitled to all the rights and subject to all the requirements contained therein.

(3)  Subject to the State Universities Civil Service Act, it shall be the policy of Northern Illinois University that equal employment opportunity shall be offered in the appointment of Civil Service employees and that in accordance with applicable statutes and regulations, NIU is an equal opportunity employer and does not discriminate on the basis of race, color, national origin, ancestry, sex, religion, age, physical and mental disability, marital status, veteran statues, sexual orientation, gender identity, gender expression, political affiliation, or any other factor unrelated to professional qualifications, and will comply with all applicable federal and state statutes, regulations and order pertaining to nondiscrimination, equal opportunity and affirmative action.  The university shall use recruitment practices aimed toward identifying, securing and maintaining equitable representation and toward seeking full utilization of minorities and women in all organizational units and job classifications.  The university shall also maintain affirmative action policies and procedures consistent with state and federal legal requirements which shall provide for the fair, impartial and equal treatment of applicants for employment and promotion and which shall assure that the university recruits from an appropriate pool of available qualified applicants.

(4)  Certain Civil Service employees shall be governed by "Disclosure of Economic Interests" rules as provided in the faculty and administrative employee section of these Board Regulations.

(5)  An employee shall not, through his or her position with the Board or university, (a) coerce, command, advise or solicit anyone to pay, lend or contribute money or other thing of value to any partisan party, committee, organization, agency or person for political purposes; (b) use Board or university funds, resources or time for any political candidate or partisan purpose other than educational.

(6)  The president or designee shall make and publish such additional rules and/or procedures as deemed appropriate to carry out the purpose and intent of the Board Regulations pertaining to Civil Service employees.

(7)  The president or designee may officially accept resignations tendered by employees.

b.  Schedules, Hours and Overtime

The working schedules and hours shall be established by the president or designee and must be in accordance with the applicable provisions of state and federal law. Work schedules may be changed from time to time to meet varying conditions of the programs of the university.

Employees may be required to work overtime. Such overtime work, however, shall be limited to unusual, essential, or emergency situations and, insofar as practicable, shall be fairly distributed. Employees covered by a collective bargaining agreement who are required to work overtime will be compensated in accordance with the terms of that agreement. Employees in positions not covered by collective bargaining agreements will be compensated at a rate 1 1/2 times the regular rate of compensation for all overtime hours worked. Compensatory time may be authorized as permitted by law by the president or designee. These overtime provisions are not applicable if the employee's position would be defined as exempt under federal Fair Labor Standards Act criteria.

3.  FINANCIAL EXIGENCY PROCEDURES

Civil Service employees shall be covered by the provisions dealing with financial exigency in Section II.G.2. of these Regulations, provided, however, that:

a.  Reduction Criteria

The criteria utilized in making reductions and rehiring Civil Service employees as a consequence of financial exigency shall be based upon existing practices and agreements at the university and the rules of the SUCSS.

b.  Layoff and Notice

Civil Service employees with status appointments who are released from university employment shall only be subject to layoff as provided by the rules of the SUCSS, and shall be provided the notice required by the same rules.

4.  PHYSICAL EXAMINATION

Northern Illinois University shall establish procedures for physical examinations of new employees consistent with Illinois statutes and with university requirements.

5.  FAMILY RELATIONSHIPS

Civil Service employees are selected for employment and promotion without regard to relationship by blood, marriage, or civil union in accordance with appropriate qualifications for the performance of specified duties.  However, no individual participate in personnel decisions involving employment, retention, promotion, salary, leave of absence or other direct benefit to an individual employee who is a member of the same immediate family or immediate household. Immediate family includes an employee's spouse, party to a civil union, parents, brothers, sisters, children, and children of an employee’s party to a civil union.

In accordance with P.A. 96-1513, a party to a civil union shall be defined as a person who has established a civil union pursuant to this Act. "Party to a civil union" means, and shall be included in, any definition or use of the terms "spouse", "family", "immediate family", "dependent", "next of kin", and other terms that denote the spousal relationship, as those terms are used throughout the law.  A civil union is a relationship between two people of either the same or opposite sex. 

6.  REHIRING OF RETIREES

The employment of personnel retired under the State Universties Retirement System (SURS) shall be in accordance with university procedures authorized by the President.  Compensation for employment of a person receiving a retirement annuity under the SURS shall not exceed limitations set forth in relevant provisions of the Pension Code, including Article 15 and/or other applicable statues, nor any limitations set forth in Public Act 97-0968 that would create employer obligations pursuant to rules and definitions pertaining to an Affected Annuitant.

Retirement (annuity) or separation refund (lump sum distribution) under retirement plan options available under the SURS constitutes resignation of employment from Northern Illinois University, subject to any subsequent re-employment pursuant to this Regulation.

7.  GRIEVANCES AND ARBITRATION

Employees shall have the right to a fair hearing on any request or complaint arising in the course of employment. Each supervisor and each employee has an obligation to make every effort to resolve employment relations problems as they arise. Further, the university shall maintain a grievance procedure whereby issues may be resolved via written communication, as well as provide for arbitration or the equivalent, except for those subjects excluded from arbitration by the institution. All grievance and arbitration procedures are subject to the provisions of any applicable collective bargaining agreement.

8.  WORK STOPPAGES

In the event of a strike or work stoppage on the part of any employee of the Board of Trustees, the president is authorized to commence legal proceedings as may be appropriate. Prior to such action, the Board shall determine and declare that the strike or work stoppage is unlawful or is a clear and present danger to the health or safety of the public. No activity constituting interference with university activities or operations shall be conducted on university property.

Except to the extent legally provided for in the Illinois Educational Labor Relations Act, there shall be no concerted interruption of services provided to the university by employees. There shall be no participation with respect to a strike, sympathy strike, slow down, work stoppage, or failure to perform fully and faithfully university functions or responsibilities by university employees.

9.  PROCEEDINGS BEFORE THE MERIT BOARD

The president or designee shall be notified on a timely basis of any proceedings initiated before the Merit Board.

 


SECTION III.  CIVIL SERVICE EMPLOYEES

Subsection B.  Wage and Salary Administration


1.  WAGE AND SALARY RANGE

The university shall recommend, for final approval by the SUCSS, wage and salary ranges for employee classifications to provide optimum compensation consistent with the judicious expenditure of funds entrusted to them. Ranges or rates shall be in accord with: (a) those for similar work for other employees in the appropriate competitive employment market, (b) an equitable internal wage and salary administrative framework, (c) applicable state and federal law, and (d) SUCSS procedures.

2.  ADMINISTRATION

a.  Uniformity

Wage and salary administration shall be conducted in a uniform manner irrespective of the source of funds.

b.  Recognition of Performance

Ranges shall provide for recognition of the increased value of an employee earned through continued service, personal growth, and increased efficiency in individual efforts.

c.  Flexibility

Institutional plans and rules of administration shall be sufficiently flexible to effectively adapt to changing labor market conditions while providing a framework within which a prudent control of public monies can take place.

d.  Classification and Rate Changes

Classification (job title) changes and increases or decreases in pay may be authorized by the president or the president's designated representative following approval as may be required by the SUCSS.

 


SECTION III.  CIVIL SERVICE EMPLOYEES

Subsection C.  Benefits


1.  VACATION

a.  Purpose

The design of the vacation and leave plan contemplates that each employee will use a sizable amount of his/her available leave for vacation and rest, while reserving smaller increments for personal and family reasons.

b.  Eligibility

Vacation is earned by each eligible employee, as defined by the president or designee, per the schedules in 1.c. or 1.d. below (extra-help employees are ineligible to earn vacation leave). An employee serving a probationary period may use earned vacation during the probationary period. Leaves for vacation purposes shall be arranged with due regard for the operational needs of the university and shall require supervisory approval.

c.  Nonexempt Employees

Employees in positions which would be defined as nonexempt by federal Fair Labor Standards Act criteria, who are eligible as defined in these regulations, shall earn vacation in accordance with the following schedule:

(1)  For the first, second and third years of consecutive service, 12 work days in each year of service.

(2)  For the fourth, fifth and sixth years of consecutive service, 15 work days in each year of service.

(3)  For the seventh, eighth and ninth years of consecutive service, 18 work days in each year of service.

(4)  For the tenth, eleventh, twelfth, thirteenth and fourteenth years of consecutive service, 21 work days in each year of service.

(5)  For the fifteenth year and beyond, 25 work days in each year of service.

d.  Exempt Employees

All employees in positions which would be defined as exempt by federal Fair Labor Standards Act criteria, for whom no fixed schedule of hours is provided and who receive no overtime compensation, shall earn vacation in accordance with the following schedule:

(1)  For the first, second and third years of consecutive service, 25 work days in each year of service.

(2)  For the fourth, fifth, and sixth years of consecutive service, 26 work days in each year of service.

(3)  For the seventh, eighth, and ninth years of consecutive service, 27 work days in each year of service.

(4)  For the tenth year and beyond, 28 work days in each year of service.

e.  Accumulation of Vacation Days

An employee may accumulate at his/her then current leave-earning rate an amount of leave equal to that earned in two service years, but upon reaching this accumulation will cease to earn leave except as the accumulation is reduced. Extra pay in lieu of earned vacation and personal leave will not be allowed. Nonexempt employees as defined in III.C.1.c., meeting the criteria set forth in III.C.1.c.(5) will be permitted to accrue up to a maximum of 56 vacation days.

f.  Previous State Service

Where there has been a break in service, the service year shall be computed as though all previous State of Illinois service which qualified for earning of Vacation and Personal Leave benefits is continuous with present service, i.e., service during each separate period of employment, whether institutional or other State service, shall be added together to arrive at total service.

g.  Pay at Termination

Subject to applicable State law, if an employee leaves the service of the institution for any reason, including death, a lump sum payment will be granted for the amount of vacation accrued as of the last day of work.

2.  SICK LEAVE

a.  Accumulative Sick Leave

An employee may use accumulative sick leave when ill or injured or obtaining medical or dental consultation or treatment.  An employee may also use accumulative sick leave for absences due to illness of immediate family as defined in Section II.A.8. of these Regulations if the illness is such that the presence of the employee is required; such leave may also be used for illness of other family members living in the immediate household including a party to a civil union and the children of a party to a civil union.  Such use of sick leave for absences due to illness in the family shall be granted to the extent reasonably authorized by appropriate supervisory authority up to a total of twelve weeks in any year of service pursuant to the same standards as set forth under university federal Family and Medical Leave Act (FMLA) guidelines and procedures.

b.  Purpose

An employee may use accumulative sick leave when ill or injured or obtaining medical or dental consultation or treatment. An employee may also use accumulative sick leave for absences due to illness of immediate family as defined in Section II.A.8. of these Regulations if the illness is such that the presence of the employee is required; such leave may also be used for illness of other family members living in the immediate household, including a party to a civil union and the children of a party to a civil union. Such use of sick leave for absences due to illness in the family shall be granted to the extent reasonably authorized by appropriate supervisory authority up to a total of twelve weeks in any year of service pursuant to the same standards as set forth under university federal Family and Medical Leave Act (FMLA) guidelines and procedures.

c.  Extended Illness Leave

A Civil Service employee shall be entitled to extended illness leave with pay for extended illness due to documented major medical problems. Extended illness leave shall be limited to twenty days in any 12-month period. Extended illness shall not be used until the employee has used all accumulative leave earned in the 12 months prior to the extended illness leave. Applicability and utilization of extended illness leave benefits shall be in accordance with university procedures.

d.  Limitations

The university reserves the right to require acceptable evidence of illness, injury, or disability before allowing any sick leave benefits. Any employee who is (or expects to be) absent from employment shall notify the appropriate university supervisor immediately, and, in cases where the absence will be for more than three days, the employee shall notify the supervisor of the anticipated length of absence so that arrangements can be made for the employee's duties to be assumed during said absence.

e.  Transfer of Unused Sick Leave

Employees at any Illinois public university or State agency who enter employment with Northern Illinois University shall not be eligible for a transfer of unused sick leave unless authorized pursuant to guidelines approved by the president or designee.

f.  Pregnancy

These sick leave Regulations shall be applicable to sickness caused by or contributed to by pregnancy, miscarriage, abortion, childbirth, and recovery therefrom.

g.  Compensation at Termination

Pursuant to P.A. 83-0976 and P.A. 90-65, at the time of termination an employee is entitled to payment for all unused accumulative sick leave days earned after January 1, 1984 and before January 1, 1998. This liquidating compensation shall be equal to one-half of the number of all unused accumulative sick leave days multiplied by the daily rate of pay applicable to the employee at the time of termination of State service. An employee may elect, however, to forego payment for all or a portion of unused accumulative sick days so that such designated sick days are eligible for additional service credit in the State Universities Retirement System.

h.  Sick Leave Bank

The university may establish a system for participation in a university sick leave bank pursuant to P.A. 87-822.

3.  FEDERAL FAMILY AND MEDICAL LEAVE

a.  Federal Family and Medical Leave Act

Subject to the terms of this provision, all employees who have been employed for at least 12 months with Northern Illinois University and who have worked at least 1250 hours (or an equivalent full-time rate) during the previous twelve months, may on a gender-neutral basis take up to a total of twelve weeks leave during any 12-month year of service under the federal Family and Medical Leave Act (FMLA) of 1993. Conditioned on P.L. 103-3 and applicable U.S. Department of Labor Rules and Regulations, FMLA leave may be taken for one or more of the following reasons:

(1)  Birth of a son or daughter of the employee and in order to care for such son or daughter.

(2)  Formal placement of a son or daughter with the employee for adoption or foster care.

(3)  Care for the spouse, son, daughter, or parent of the employee, if such spouse, son, daughter, or parent has a serious health condition.

(4)  Serious health condition that makes the employee unable to perform the functions of the position of such employee.

(5)  Qualifying military exigency or service member family leave. 

Applicable paid leave benefits (sick leave and vacation leave) may be used by employees prior to assuming FMLA leave without pay.

b.  Civil Union Family and Medical Leave (Family Illness Leave) 

Subject to the terms of provision 3.a. above such leave benefits eligibility shall be expanded to be inclusive of parties to a civil union and their dependents pursuant to university procedures. 

4.  WORKERS' COMPENSATION

An employee who suffers disability arising out of and in the course of his/her employment will receive compensation in accordance with the provisions of the Illinois Workers' Compensation and Occupational Diseases Acts.

5.  HOLIDAYS

a.  General

Holidays recognized by the Board shall be New Year's Day, Dr. Martin Luther King, Jr. Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Christmas Day, and four additional days to be determined by the president. University facilities will be closed, except for necessary operations, on these holidays.

b.  Employees Not in Prevailing Rate Groups

On these holidays, eligible employees as defined by the president, both negotiated and nonnegotiated, and not in prevailing rate groups, will be excused with full pay.

Employees covered by a collective bargaining agreement who are required to work on these holidays will be compensated in accordance with the terms of that agreement. Employees in positions not covered by collective bargaining agreements will be compensated at the regular rate of compensation plus 1 1/2 times the regular rate of compensation of all hours worked. Employees required to work on any closure days as set forth in Section V.O. of these Regulations shall be compensated in accordance with university policies. These provisions are not applicable if the employee's position would be defined as exempt under federal Fair Labor Standards Act criteria.

c.  Prevailing Rate Employees

Eligible employees in prevailing wage rate groups will be excused from work on these holidays but compensated as follows:

(1)  Eligible employees in prevailing wage rate groups will be excused from work with full pay on Dr. Martin Luther King, Jr. Day and the four additional days designated by the president.

Prevailing rate employees who may be required to work on these holidays will be paid at the rate of pay specified for holiday work in the appropriate multiemployer area agreement.

(2)  For New Year's Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, and Christmas Day eligible employees in prevailing wage rate groups will be excused from work but compensated as follows:

(a)  If the holiday is granted with pay for other employees under the appropriate multiemployer area agreement, the employee will be compensated in accordance with practice under the agreement.

(b)  If the holiday is not granted with pay under the appropriate multiemployer area agreement, the employee will be excused without pay.

(c)  Notwithstanding (b) above, each prevailing rate employee shall be extended the option of charging any unpaid holiday under (b) above to vacation accrued.

Prevailing rate employees who may be required to work on these holidays will be paid at the rate of pay specified for holiday work in the appropriate multiemployer-employer area agreement.

d.  Scheduling

For employees who normally work a Monday-through-Friday schedule, holidays which fall on a calendar Saturday will normally be observed on the preceding Friday, and holidays which fall on a calendar Sunday will be observed on the following Monday. Employees who normally work other than a Monday-through-Friday schedule, and who are not scheduled to work on a calendar holiday, will receive, as necessary operations permit, either a scheduled work day off or, if mutually agreed to, an additional day's pay at the regular rate.

6.  OTHER LEAVES OF ABSENCE

Leaves of absence beyond those accumulated for vacation, personal use and disability may be granted to eligible employees for the following reasons:

a.  Military Service

Leave for service in the Armed Forces of the United States without pay shall be granted an eligible employee who enlists or is inducted into such service. These leaves shall be granted and administered in accordance with the provisions of applicable state and federal law.

b.  Temporary Military Duty

(1)  A leave of absence shall be granted an eligible employee who is a member of the Illinois National Guard, the Illinois Naval Militia, or the reserve components of the Armed Forces called for Limited Training and/or Emergency Call-up.

(2)  Leave with full pay for Limited Training will not exceed standards established by federal or state regulations for training activities required to maintain standing in the above military units.

(3)  Leave with pay for Emergency Call-up will continue for the duration of the call-up, but is not to exceed 30 calendar days. In the event the required annual Limited Training is extended beyond 15 days or the Emergency Call-Up beyond 30 days, the employee will be granted leave without pay for such additional days. In the event the Limited Training service is requested by the employee but not required by military authorities, he/she may be granted leave without pay if operating requirements of the university permit.

(4)  Special Military Leaves of Absence Authorized by Statute or Executive Order

Military leaves of absence will be granted in accordance with applicable Illinois statutes and executive orders issued by the State of Illinois in response to emergency situations and miltiary operations.

c.  Bereavement Leave

Upon request, an eligible employee shall be granted, without loss of pay, bereavement leave of up to three work days due to the death of a member of his or her immediate family or household and of one work day due to the death of a relative outside his or her immediate family or household.  Such coverage shall include a party to a civil union and the dependents of party to a civil union. Leaves beyond these amounts may be approved under special circumstances. However, such additional leave will normally be charged to applicable paid leave benefits. Substantiation of the reason for bereavement leave may be required.

d.  Jury Duty

Upon request, a leave of absence without loss of pay shall be granted for jury duty service. An eligible employee may be granted a leave of absence without loss of pay for witness service.

e.  Educational Leave

A status employee may be granted an educational leave with pay upon recommendation of the president and approval by the Board. Educational leave without pay may be authorized by the president. The president or designee may establish reasonable rules for the granting of educational leave.

f.  Personal Leave

A personal leave without pay may be granted to a status employee who requests such leave. A personal leave may be granted upon determination that the position can be vacated for a period of time without disruption of the university's operation. Such leave may be authorized by the president. The president or designee may establish reasonable rules for the granting of personal leave.

g.  Excused Absences and Leave Extension

The president or designee may establish reasonable rules for the granting of excused absences and/or extensions of authorized leaves, with or without pay, where unusual circumstances warrant such action.

h.  Disaster Relief -- Volunteer Services

Leaves of absence will be granted for volunteer services related to disaster relief in accordance with applicable Illinois statutes or executive orders issued by the State of Illinois in response to emergency situations.

7.  EDUCATIONAL BENEFITS

Special condition: Provisions accommodating employees and retirees to implement Public Act 89-4 shall continue until the applicability of such provisions expire.

a.  Employees

Tuition and fee waiver shall be granted to any Northern Illinois University retiree or any employee in a status position under the State University Civil Service System, if admissions standards are met and if the initial date of employment is on or before the 30th calendar day following the scheduled beginning of the academic term involved, or the last day of registration, whichever is earlier. The waiver granted in any one semester shall be to the following maxima:

Retirees and full-time employees -- 8 hours

3/4-time employees -- 6 hours

1/2-time employees -- 4 hours

A full-time employee may not register for credit in excess of the number of hours for which tuition and fees may be waived as listed above unless recommended by appropriate supervisory authority. For full-time employees the total number of registered credit hours may not normally exceed a credit-hour load associated with two courses. These maxima are employee benefit limitations and do not apply to enrollments in approved work-related training programs, the purpose of which is to improve university services.

For summer session the waiver shall be subject to the following maxima:

Retirees and full-time employees -- 4 hours

3/4-time employees -- 3 hours

1/2-time employees -- 2 hours

For employees not working full-time during the summer (including those on seasonal layoff), the waiver maximum may be determined by the employment rate of either the summer or of the semester immediately preceding the summer, whichever would yield the highest waiver.

For the purposes of this Regulation, the summer session shall be considered to include all sessions, regardless of title (summer session, presession, postsession, intersession, etc.) between the close of the second (spring) semester of one academic year and the beginning of the first (fall) semester of the succeeding academic year.

b.  Fees Waived

The fees which will be waived include tuition and application fees and, in the case of Northern Illinois University employees or retirees, other eligible registration fees (as defined in Section V.K. of these Regulations), except those fees (such as the student health insurance fee) where eligibility is determined by fee submission to an outside agency or vendor. Registration fees other than tuition will not be waived for an employee of an institution other than Northern Illinois University.

If an employee registers for more than the maximum number of hours for which tuition and fees may be waived, the charge to the employee shall be the difference between the total tuition and fees which would normally be charged for the number of credit hours taken and the amount of tuition and fees which may be waived. The tuition and other registration fees to be waived shall be those usually charged undergraduate or graduate students. For employees registering in programs or courses with higher tuition and/or registration fees, the waiver shall be limited to the usual tuition and registration fee charge, with the employee paying any differential. Fees directly related to a particular course will not be waived.

c.  Survivors of Deceased Employees

The surviving spouse, party to a civil union, and the legally dependent child or children of any Civil Service employee, and child or children of a party to a civil union of any faculty or administrative employee, who has died while employed full time (or on educational leave with pay, sick leave, or disability leave) with Northern Illinois University shall be entitled to waiver of tuition and other registration fees (as defined in Section V.K. of these Regulations), except those fees (such as the student health insurance fee) where eligibility is determined by fee submission to an outside agency or vendor, while enrolled for course work creditable to the baccalaureate degree at the university. Should both parents be full-time employees, the death of one parent makes the child or children eligible for the waiver. "Legally dependent child or children" for this purpose shall mean and include any child who qualified, at the time of the employee's death, as a dependent for income tax exemption purposes under the provisions of Section 152 of the United States Internal Revenue Code, or the legally dependent child or children of the employee's party to a civil union.

8.  TRANSFER OF BENEFIT CREDITS

A current status employee within the State University Civil Service System who is selected for employment by Northern Illinois University shall not be eligible for a transfer of unused sick or vacation leave unless authorized pursuant to guidelines approved by the president or designee.

9.  TAX-DEFERRED COMPENSATION PLAN

In accordance with the applicable provisions of the United States Internal Revenue Code, the University Employees Custodial Accounts Act, 110 ILCS 95 0.01, and the State Finance Act, 30 ILCS 105, as amended, the Board of Trustees shall provide a tax-deferred compensation plan for the employees of the university as set forth in Board Regulation Section V.P.

10.  RETIREMENT

The statutes, rules and regulations of the State Universities Retirement System will prevail unless modified for Northern Illinois University Civil Service employees by the Board of Trustees.

Exceptions to the above retirement rules may be granted only upon approval by the Board and in conformance with applicable statutes.

11.  GROUP INSURANCE

Employees of the Board of Trustees shall be eligible for insurance coverage as provided by the State of Illinois Employees Group Life and Health Insurance Program. Employees may elect to enroll eligible dependents, including a party to a civil union and their eligible dependents, subject to the provisions of the State of Illinois Group Insurance Program or in any dependent health insurance program offered by the Board of Trustees.

12.  UNEMPLOYMENT COMPENSATION

Employees of the Board of Trustees, or former employees of the Board, may become eligible for State of Illinois unemployment compensation benefits if the provisions of "An Act in relation to a system of unemployment compensation," approved June 30, 1937, as amended, are met.

13.  TRANSFER OF BENEFITS

Employees of the Board of Trustees transferring without a break in service from Faculty and Administrative status to Civil Service status, or the reverse, shall become eligible for benefits of their new status in accord with their years of service with Northern Illinois University, and without loss of accumulated sick or vacation leave days.

14.  TUITION WAIVER PROGRAM FOR EMPLOYEE CHILDREN

Special condition: Provisions accommodating employees and retirees to implement Public Act 89-4 shall continue until the applicability of such provisions expires.

This Regulation incorporates benefits provided under Illinois Compiled Statutes, Chapter 110, Section 705/8h. Consonant with that statute, it is the purpose of the Board of Trustees to provide tuition waiver benefits to eligible children of employees in an orderly manner that is consistent among different employee groups. Children of a party to a civil union of emploeyes shall also be eligible for this benefit under the same standards and limitations. Explicitly, it is the Board's intention that under the Board Regulations no eligible child receiving a benefit under the sponsorship of this program shall be granted a waiver greater than 50% of the total tuition.

This Regulation shall remain in effect until such time as it is modified either by actions of the Illinois General Assembly or the promulgation of additional internal rules or regulations by the Board of Trustees.

Part 1

a.  Eligibility Criteria

(1)  Employees Hired Prior to September 1, 1992

All full-time status Civil Service employees hired prior to September 1, 1992, on approved payroll status and who are not eligible under Part 2 of this Regulation may participate under Part 1.

Eligible employees may obtain an employer waiver of 50% of the tuition assessed the employee's children during the regular academic year for undergraduate courses at the university. The employer waiver is available only for employees' children who are under age 25 at the beginning of the fall semester of the current academic year. Fees and charges other than tuition are not included in the employer waiver.

(2)  Employees Hired After September 1, 1992 and on or before December 31, 1998

All full-time Civil Service employees hired after September 1, 1992, and on or before December 31, 1998, on approved payroll status may participate under Part 1 of this Regulation after three years of full-time consecutive or unconsecutive employment with the university until such time as they become eligible to participate under Part 2. The three years of qualifying service must have been accrued by the beginning of the fall semester of the academic year for which the benefit is requested and have been on a 100% appointed basis in a capacity that is eligible for participation in the State Universities Retirement System.  For purposes of benefit eligibility, Civil Service employees who complete a 9-month appointment comprising a full academic year shall receive the full-year service credit.

Eligible employees may obtain an employer waiver of 50% of the tuition assessed the employee's children during the regular academic year for undergraduate courses at the university. The employer waiver is available only for employees' children who are under age 25 at the beginning of the fall semester of the current academic year. Fees and charges other than tuition are not included in the employer waiver.

(3)  Retirees with Qualifying Service

Effective August 1, 1992, eligible children of individuals who have retired from Northern Illinois University with at least seven years of full-time service with the university may participate under Part 1 of this Regulation in the same manner as children of active full-time employees who were hired prior to September 1, 1992.

b.  Limitations

The 50% tuition waiver is the total amount available from the employer per child even though both parents may be full-time employees of the university. The maximum four years' undergraduate tuition waiver will be granted for a total of eight semesters as a full-time student and not more than four summer terms. These semesters need not be taken consecutively. The benefit is also conditioned on the student's maintaining satisfactory academic progress toward graduation. The waiver is not applicable for noncredit or graduate/professional academic programs.

The employee must have met eligibility requirements for inclusion in the program at the time that application is made for the benefit. The benefit shall not be rescinded or suspended in the event an employee becomes ineligible during any given academic semester; however, no future benefits may be extended until the employee regains eligibility status.

c.  Procedures

Applications and waivers shall be processed under Part 1 of this Regulation only when applicants are not eligible under Part 2 of this Regulation. Applications for waivers shall be administered by Northern Illinois University. Reasonable procedures for implementing this component of the Regulation will be approved by the president or designee. 

  
Part 2

a.  Eligibility Criteria: Employees with seven or more Years of Service

As used in Part 2 of this Regulation, "Illinois university" means any of the following:  Northern Illinois Univesrity, University of Illinois, Southern Illinois University, Chicago State University, Eastern Illinois University, Governors State University, Illinois State University, Northeastern Illinois University, and Western Illinois University.

All full or part-time Civil Service employees on approved payroll status, who have had public university employment at a rate of 50% or more of the normal full-time appointment in a SURS-eligible appointment capacity for seven or more service years may participate under Part 2 of this Regulation. The service requirement may be met by cumulative employment and need not be consecutive.

Eligible employees may obtain an employer waiver of 50% of the tuition assessed the employee's children during the regular academic year for undergraduate courses at an Illinois university. The statutory waiver is available only for employees' children who are under age 25 at the beginning of the fall semester of the current academic year. Fees and charges other than tuition are not included in this waiver. Further, the student eligible for this benefit must qualify for admission to the relevant Illinois university under its standard policies.

b.  Limitations

The 50% tuition waiver is the total amount available from the relevant Illinois university under Public Act 90-282 per child even though both parents may be employees of the university. The maximum four years' undergraduate tuition waiver will be granted for a total of eight semesters as a full-time student and not more than four summer terms. These semesters need not be taken consecutively. The benefit is also conditioned on the student's maintaining satisfactory academic progress toward graduation. The waiver is not applicable for noncredit or graduate/professional academic programs.

The employee must have met the eligibility requirements for inclusion in the program at the time that application is made for the benefit. The benefit shall not be rescinded or suspended in the event an employee becomes ineligible during any given academic semester; however, no future benefits may be extended until the employee regains eligibility status.

c.  Procedures

Applications and waivers shall be processed under Part 2 of this Regulation when applicants are eligible in accordance with Illinois Compiled Statutes, Chapter 110, Section 685/30-90. Applications for waivers shall be administered by Northern Illinois University in cooperation with applicable interinstitutional administrative offices. Reasonable procedures for implementing this component of the Regulation will be approved by the president or designee.

It is intended that those tuition waivers granted pursuant to Part 2 of this Regulation and in accordance with the provisions of Illinois Compiled Statutes, Chapter 110, Section 685/30-90, shall not be charged against any tuition waiver limitation established by the IBHE.

15.  PRETAX, QUALIFIED EMPLOYEES' TRANSPORTATION BENEFIT

Subject to the requirements and limitations of relevant provisions of Section 132 of the United States Internal Revenue Code, related regulations and applicable provisions of Illinois law, the Board of Trustees authorizes a pretax employee benefit for qualified parking as defined by 26 USC 132(f)(5)(C) on University premises.