Policies, procedures and information contained on this website are subject to updates, revisions, additions or deletions as approved by the Board of Trustees and the administration of Northern Illinois University, Central Management Services, the State Universities Retirement System or other relevant authorities. All policies and procedures are subject to the latest revisions of the Regulations of the Board of Trustees and applicable State and Federal laws.
Date: March, 2017
It is the intent of the university to fully comply with the Immigration Reform and Control Act of 1986. This Act makes it illegal for employers to knowingly hire a non-resident who is not authorized to work in the United States or to continue to employ such an individual after finding out that he or she is not authorized. The law also requires verification of the employment authorization and identity of each person hired, including U.S. citizens. New employees are required to furnish, on or prior to their first day of work, appropriate documentation by completing an I-9 form with their department or with Human Resource Services. Non-resident alien status policies and procedures are coordinated by HRS Affirmative Action and Diversity Resources.
Date: March, 2017
Many employees at NIU work in departments and classifications that require interactions with confidential information. It is expected that no confidential information will be released to unauthorized agencies or personnel. Any violation of this confidentiality provision will be considered a serious work rule violation subject to disciplinary action.
Date: March, 2017
Insurance and Employee Benefits Office employees who are not on 12 month contract, who do not elect the 9 over 12 payroll plan (salary paid over 12 months) will be billed for their insurance premiums during their time off pay status.
Date: March, 2017
Employee notification to supervisory personnel or other departmental/university designees in accordance with departmental protocols is mandatory for all absences from work. Failure by any employee to report to work as scheduled for three (3) consecutive work days without proper notification may be treated by the University as job abandonment and considered a voluntary resignation. Job abandonment determinations and resignation procedures are to be initiated only after consultation with Human Resource Services.
Date: March, 2017
NIU has no university-wide dress code. Employees are nevertheless expected to dress in good taste and to portray a professional image for the university. Standards of dress in the academic community should parallel those in the outside employment setting. It is anticipated that common sense, respect for others and their property, and good taste will prevail to avoid adverse public opinion. Departments are given the freedom to establish appropriate standards of dress as required. Questions regarding uniforms or appropriate dress for a particular area should be directed to the supervisor.
Date: March, 2017
There are no restrictions on university employees having other jobs during off-duty hours, as long as the other employment does not affect the employee's work at the university, or the employee's availability.
Date: March, 2017
An employee who has been certified to a status position is required to serve a 6-month or a 12-month probationary period. If the probationary period is interrupted by an unpaid leave of absence, extended illness leave, layoff, or suspension, a comparable amount of time is added to the probationary period. The State Civil Service Merit Board may designate specific classifications which require probationary periods of varying lengths.
Performance evaluation forms are sent from Employment Services at three months and five and one-half months for employees serving six-month probationary periods. For those employees serving a 12-month probationary period, evaluations are usually sent just prior to five, nine, and 12 months. Evaluation forms are available upon request at other times during the probationary period at the request of either the supervisor or the employee.
Service during the probationary period is part of the examination, and if during this time the employer determines that the employee has failed to demonstrate the ability and qualifications necessary to furnish satisfactory service, the employee may be dismissed. If the employee is not dismissed during the probationary period, the employee will become a status employee upon the completion of the probationary period.
Status employees are not required to serve more than one probationary period in the same classification nor is an employee required to fulfill an additional probationary period if the status notice of an appointment change indicates "Change in Title Only." However, in any other change (promotion, reclassification, reallocation, etc.) in which the employee moves from one classification to another, a probationary period in the new class is required.
After completion of the probationary period, employees will be periodically evaluated. Evaluations are made on job-related performance factors chosen on the basis of the job description and job expectations. Job performance will be rated for each factor as: "Performs unacceptably for this factor," "Performs marginally for this factor," "Performs satisfactorily for this factor," "Performs at a high level for this factor" or "Performs at an outstanding level for this factor." Supervisors must document each factor rated "unacceptable" or "outstanding." Supervisors also must stipulate ways for the employee to improve on factors rated "unacceptable" or "marginal." Employees are encouraged to include their own comments on the evaluation form. Employee evaluations are not subject to the grievance.
Date: March, 2017
Employees with status, provisional, learner, apprentice, or trainee appointments may use up to one day each year with pay to attend on-campus programs designed for personal and professional development. Attendance at such programs may comprise portions of days until 7.5 hours or 8 hours, depending on the employee's normal work day, have been used. Departments are to maintain records on employee participation on a July 1 through June 30 basis.
All release time to be approved under this policy must be at the discretion of the supervisor and shall take into account the operational needs of the department.
Date: March, 2017
The university assumes no responsibility or liability for the personal property of its staff. University personnel who bring personal property to campus do so at their own risk. Employees desiring to protect their personal property from damage or loss should make their own arrangements for insurance. Employees using personal devices on the NIU network should ensure compliance with the Information Security Policy.