Board of Trustees

Board of Trustees Regulations Section VIII - Ethics and Compliance

kwild@govst.edu — Mon, 13 Apr 2026 19:06:28 +0000

Board of Trustees Regulations Section VIII - Ethics and Compliance

SECTION VIII. ETHICS AND COMPLIANCE

Code of Conduct
1. Purpose
  1. ��Ƶ (the “University”) operates on behalf of the people of Illinois to achieve the University’s mission of offering an exceptional and accessible education that prepares students with the knowledge, skills, and confidence to succeed in a global society. As such, it is important that the University and all those acting on its behalf act ethically and with integrity, transparency, and respect for others. Moreover, the University’s institutional accreditation is dependent upon its ability to operate with integrity in its financial, academic, human resources, and auxiliary functions.
  2. This Code of Conduct (“Code”) establishes standards of ethical conduct and provides guidelines and resources to help effect them. Employees (as defined below) are expected to act professionally and ethically whenever conducting business of behalf of the University or stewarding University property. This Code is intended to guide employees’ conduct when engaging in duties and fulfilling responsibilities related to the University, regardless of whether the conduct is specifically described in this policy, other policies, laws, or regulations.
  3. The University adopts this Code as an important element of the University’s comprehensive ethics and compliance efforts, which include but are not limited to annual mandatory ethics training. The effectiveness of the University’s compliance program depends on the commitment and participation of each individual.
2. Scope
  1. As used in this Policy, the term “employee(s)” is broadly defined to include without limitation: officers; full‐time employees; part‐time employees; independent contractors; faculty, staff, and administrative employees; Civil Service employees; employees represented by unions and not represented by unions; paid and unpaid appointees; volunteers; student workers and graduate assistants; and individuals holding similar positions in any office, department, or program under the University’s jurisdiction. For purposes of this Code, “employees” includes trustees and/or members of the University Board of Trustees and the ��Ƶ Foundation Board.
  2. Engaging in unethical conduct or otherwise violating this Code may subject an employee to discipline up to and including termination. It also may subject an employee to civil, administrative, or criminal fines or penalties by the State of Illinois.
3. Standards of Personal Responsibility
  1. The University operates in a highly regulated environment. The various roles it plays, from educator to employer to recipient of public and private funds, mean the University is subject to numerous federal, state, and local laws, regulations, and accreditation requirements. This Code does not attempt to summarize all laws, regulations, and standards applicable to the University and its employees. Rather, the focus of this Code is the personal responsibility of all employees to conduct themselves in an ethical manner and make ethical decisions when doing business on behalf of the University or handling University property.
  2. Whenever employees are unsure how to conduct themselves in an ethical manner, they should consult the University Ethics Officer. And, when an employee is not sure whether something is legal or compliant with applicable regulations or standards, the employee should consult with the University General Counsel. The following principles should guide each employee’s conduct and decision-making:
    1. Public service is a public trust, not to be exploited for personal gain.
      1. University employees may not use their positions of employment for personal gain, including but not limited to taking bribes or gifts in exchange for fulfilling their official duties or improperly favoring one over another.
      2. University employees may not engage in other employment or activities that conflict with their official duties and responsibilities.
      3. University employees must take appropriate action to identify, disclose, avoid, and mitigate potential conflicts of interest in the performance of their official duties. Taking part in a hiring or promotion decision of a relative is a conflict of interest, as is engaging in romantic relationships with employees in one’s own reporting line or with students under one’s own direct supervision or instruction.
    2. Public service requires honest and impartial performance.
      1. University employees must conduct their duties with honesty and integrity, including but not limited to accurately reporting time worked.
      2. University employees must be diligent in their efforts and not be willfully idle during their working hours.
    3. Public servants serve as stewards of taxpayer resources.
      1. University employees must protect and conserve University property and not use it for any purpose other than authorized activities.
      2. University employees must report waste, fraud, abuse, and corruption to the appropriate authorities.
      3. University employees must appropriately maintain resources entrusted to them, including but not limited to following security and cybersecurity policies and procedures.
    4. Public servants are good citizens.
      1. University employees should avoid any action that creates the appearance of a violation of the law, University policy, or the ethical standards set forth in this Code, or which would reflect negatively on the reputation of the University.
      2. University employees must report violations of the Code to appropriate authorities.
      3. University employees who, in good faith, report misconduct or participate in an investigation or hearing regarding misconduct are protected from unlawful retaliation.
    5. Public service must be an equal opportunity for all.
      1. University employees must adhere to all laws, regulations, and policies that provide equal opportunity for all, including but not limited to the University’s anti-discrimination policies.
      2. There must be no unlawful discrimination or harassment in any University employment practice based on race, color, national origin, religion, age, sex, pregnancy, marital status, physical or mental disability, ancestry, sexual orientation, military service, unfavorable discharge from military service, order of protection status, or any other protected status.
  3. Reporting Obligations. Whenever an employee learns that another individual subject to this Code has committed a violation of the Code, the employee has a duty to report such suspected violation to the Ethics Officer promptly. The duty to report applies whenever an employee has a good faith belief that a violation may have occurred; the employee has no duty to investigate or obtain incontrovertible evidence of a violation before making a report. The duty to report belongs to each individual even where multiple employees know of a single instance of a violation; each one is personally responsible for reporting the misconduct to the Ethics Officer. It is a violation of this Code to fail to report a reasonably suspected violation.
4. Related Policies, Laws, and Regulations
  Employees should take care to familiarize themselves with the following related policies, which describe specific types of prohibited conduct:
  1. Discrimination and Harassment: Discriminating and/or harassing someone based on a status protected by law, such as disability, race, or sex, see Anti-Discrimination, Harassment, and Retaliation Policy 52, and Interim Anti-Sex Discrimination Policy 78.
  2. Gift ban: Soliciting or accepting a gift(s) from a person or entity seeking official action from or doing business with the University, or whose interests may be substantially affected by the performance or nonperformance of the employee’s duties. More information on the gift ban is found in Regulation VIII(C)(3).
  3. Nepotism/Conflicts of Interest/Conflicts of Commitment: Employees are expected to avoid conflicts of interest and the appearance of conflicts of interest, and to disclose them when unavoidable, see Regulation VIII(C)(5).
  4. Misuse of State Resources: Using State property for private, personal, financial, or political gain or other unauthorized use. State property includes time, monies and physical items (including electronics) as well as electronic resources (including the University’s IT infrastructure). Improper work time reporting constitutes misuse of state resources. More information can be found in Regulation VIII(D)(4)-(5).
  5. Dishonesty or Deception: Knowingly or intentionally making any materially false statement or misrepresentation on any official record or falsifying or knowingly failing to correct false information contained in an official record or document related to the performance of job duties. More information can be found in Regulation VIII(D)(9).
  6. Breach of Confidentiality: Failing to safeguard confidential information or violating confidentiality requirements related to employment or service to the university.
  7. Prohibited Political Activity: Engaging in prohibited political activity during any compensated time, excluding vacation, personal, or compensatory time off, or intentionally misappropriating any State property or resources by engaging in any prohibited political activity for the benefit of any campaign for elective office or any political organization. More information on prohibited political activity is found in Regulation VII(C)(4).
  8. Ethics Act: The Illinois State Officials and Employees Ethics Act (the “Ethics Act”), 5 ILCS 430/.
  9. The “Code of Personal Conduct”: Prepared by the Department of Central Management Services on behalf of the Governor and appended hereto.
  10. The “Illinois Board of Higher Education Personnel Policies for Public Universities”: Prepared by the Illinois Board of Higher Education (“IBHE”) and appended hereto.
5. Application of Code of Conduct
  1. The Code is intended to govern University employees concurrently with:
    • The Governor’s “Code of Personal Conduct”; and
    • The IBHE’s “Illinois Board of Higher Education Personnel Policies for Public Universities.”
  2. More detailed policies and procedures that apply to University employees or certain groups of University employees are set forth in other documents, and the Code should not be considered a complete listing of all actions University employees must or must not take. While the other policies are not part of the Code, each University employee is expected to conduct themselves consistently with the Code, the Governor’s Code of Personal Conduct, the IBHE’s Personnel Policies for Public Universities, and all other applicable laws, regulations, and University policies and procedures.
  3. To the extent the Code conflicts with the Ethics Act, the Governor’s Code of Personal Conduct, the IBHE’s Personnel Policies for Public Universities, or any generally applicable federal or state law or policy, the more restrictive provision will control. Further, it is the University’s intention that the Code be compatible with the requirements of all collective bargaining agreements to which it is a party. Accordingly, to the extent this Code conflicts with any collective bargaining agreement, the terms of the collective bargaining agreement will control with respect to the employees covered thereby.
  4. Unless expressly stated otherwise, the provisions of the Code are applicable to all employees when on compensated time (other than compensatory time off), on University property or handling/managing/responsible for University property, or carrying out the employee’s official duties. For purposes of this Code:
    1. “Compensated time” means, with respect to an employee, any time worked by or credited to the employee that counts toward any minimum work time requirement imposed as a condition of that employee’s employment, but for purposes of the Code, does not include any compensatory time off;
    2. With respect to officers or employees whose hours are not fixed, “compensated time” includes any period of time when the officer or employee is on premises under the control of the University and any other time when the officer or employee is executing his or her official duties, regardless of location; and
    3. “Compensatory time off” means all University-recognized and -observed official holidays, administrative closure time, and periods when an employee is using benefit time, such as vacation leave, sick leave, bereavement leave, military leave, and FMLA leave.
Anti-Discrimination and Anti-Retaliation Policies
1. Anti-Discrimination Policies and Procedures
  1. ��Ƶ will comply with all statutory and regulatory requirements prohibiting unlawful discrimination in the workplace and in its educational programs, including but not limited to: Title VII of the Civil Rights Act of 1964, 42 USC §§ 2000e et seq; the Equal Pay Act of 1963, 29 USC § 206(d); the Age Discrimination in Employment Act of 1967, 29 USC §§ 621 et seq; the Americans with Disabilities Act of 1990, 42 USC §§ 12101; the Rehabilitation Act of 1973, 29 UCS § 791; the Genetic Information Nondiscrimination Act of 2008, 42 USC §§ 2000ff; Title IX of the Education Amendments Act of 1972, 20 U.S.C. §§1681; and the Illinois Human Rights Act, 775 ILCS 5/ et seq, as each may be amended from time to time.
  2. The President shall develop policies and procedures to implement, monitor, and document the University’s programs put into place to ensure compliance with applicable anti-discrimination and anti-retaliation laws, which shall take effect upon approval by the President.
2. Persons with Disabilities
  1. ��Ƶ will comply with all applicable federal, state, and local laws, regulations and guidelines, as they may be amended from time to time, protecting the rights of persons with disabilities and ensuring their access to the University’s programs, including employment, through reasonable accommodations, including but not limited to the Americans with Disabilities Act of 1990 (“ADA”), including changes made by the ADA Amendments Act of 2008, 42 U.S.C. §§ 12101 et seq., Section 504 of the Rehabilitation Act of 1973, 29 U.S.C. §§ 701 et seq. (the “Rehabilitation Act”), and the Illinois Human Rights Act, 775 ILCS 5/1-101.
  2. The President shall develop policies and procedures to implement, monitor and document the University’s programs put into place to ensure compliance with the ADA, the Rehabilitation Act, and the Illinois Human Rights Act, which shall take effect upon approval by the President.
Personnel Regulations
1. Work Time Requirements, Timekeeping, and Documentation of Time Worked
  1. Employees are required to truthfully and accurately record in writing their time spent on University business on a daily basis.
  2. While on duty, employees should dedicate their efforts to the performance of assigned work and other job responsibilities. Employees (i) must perform all work duties assigned to them; (ii) must not perform any work duties in a negligent or willfully reckless or erroneous manner that results in the risk of a material delay or material financial loss to the University; and (iii) must not engage in willful idleness while on the job.
  3. As and when required by University procedure, employees must personally submit periodic timesheets that accurately document their time spent each day on official University business to the nearest quarter (1/4 or 0.25) hour. Such time sheets must also accurately reflect use of relevant compensatory time off used or occurring during the period covered by each timesheet.
2. Documentation for Reimbursement for Travel on Official University Business
  Employees who wish to seek reimbursement for travel expenses incurred on official University business must comply with the pre-approval requirements (where applicable) and “travel voucher” processes and procedures set by University Financial Services. Financial Services shall promulgate and update such requirements, processes, and procedures from time to time as necessary to bring them into compliance with the rules of the Higher Education Travel Control Board and other applicable laws and regulations, as now adopted or hereinafter amended, which shall take effect upon approval by the President. Any expense for which reimbursement is sought must be actual, reasonable, and adequately documented.
3. Gift Ban
  As defined and detailed below, the Gift Ban prohibits University employees and their close family members from taking gifts from persons who seek to do business with the University or otherwise influence the employee.
  1. Definitions
    For purposes of the gift ban (“Gift Ban”) described in article 10 of the Ethics Act, as modified by Illinois Executive Order 2015-09 (“EO 15-09”), and as set forth in this Section VIII.B, the following definitions apply.
    1. “Gift” means any gratuity, discount, entertainment, hospitality, loan, forbearance or other tangible or intangible item having monetary value including, but not limited to, cash, food and drink, and honoraria for speaking engagements related to or attributable to government employment or the official position of an employee. Pursuant to EO 15-09, the exceptions to the statutory gift ban contained in subsection 10-15(8) of the Ethics Act (food and refreshments of up to $75 per day) and subsection 10-15(12) of the Ethics Act (other gifts of up to $100 per year) do not apply to University employees. University employees may accept only de minimis meals or refreshments served at a business meeting or reception attended by the University employee in the course of their official duties.
    2. “Prohibited source” means any individual or entity that:
      1. Is seeking official action (1) by a University employee or (2) by an officer or another employee of the University directing that employee;
      2. Does business or seeks to do business (1) with a University employee or (2) with an officer or another employee of the University directing that employee;
      3. Conducts activities regulated (1) by a University employee or (2) by an officer or another employee of the University directing that employee; or
      4. Has interests that may be substantially affected by the performance or non-performance of the official duties of the employee.
  2. Policy
    1. General Gift Ban. Except as expressly permitted by applicable law (including but not limited to the Ethics Act and Illinois Executive Order 2015-09), no employee, and no spouse of or immediate family member living with any employee, (collectively, “recipients”) shall intentionally solicit or accept any gift from any prohibited source or gift that is otherwise prohibited by law or ordinance. No prohibited source shall intentionally offer or make a gift that violates this Section IV.D.
    2. Limited Exceptions. The Gift Ban is not applicable to the following:
      1. Opportunities, benefits, and services that are available on the same conditions as for the general public.
      2. Anything for which the recipient pays the fair market value.
      3. Any (1) contribution that is lawfully made under the Election Code or (2) activities associated with a fundraising event in support of a political organization or candidate.
      4. a gift from a relative.
      5. Anything provided by an individual on the basis of a personal friendship unless the recipient has reason to believe that, under the circumstances, the gift was provided because of the official position or employment of the recipient or their spouse or immediate family member and not because of the personal friendship.
      6. Intra-governmental gifts (i.e., any gifts given to one employee from another employee) and inter-governmental gifts (i.e., any gifts given to an employee by an officer or employee of another Illinois governmental entity).
      7. Bequests, inheritances, and other transfers at death.
      Each of the exceptions listed in this Section VIII.B.3 is mutually exclusive and independent of every other.
    3. Disposition of Gifts. Recipients who unintentionally accept a gift from a prohibited source do not violate this Code if they promptly take reasonable action: (1) to return the gift to the prohibited source; or (2) to give the gift, or a monetary amount equal to its value, to an appropriate charity that is exempt from income taxation under section 501(c)(3) of the Internal Revenue Code of 1986.
    4. Financial Aid Professionals. The University’s “Code of Conduct and Statement of Ethical Principles for Financial Aid Professionals” also includes gift ban provisions as required by federal law.
4. Prohibited Political Activities
  As detailed below, employees may not engage in prohibited political activities while on University compensated time, while on University property, or while using University resources.
  1. Definitions
    For purposes of the prohibition set forth in this Section VIII.B(4), the following definition applies.
    1. “Prohibited political activity” means any of the following:
      1. Preparing for, organizing, or participating in any political meeting, political rally, political demonstration, or other political event.
      2. Soliciting contributions, including but not limited to the purchase of, selling, distributing, or receiving payment for tickets for any political fundraiser, political meeting, or other political event.
      3. Soliciting, planning the solicitation of, or preparing any document or report regarding anything of value intended as a campaign contribution.
      4. Planning, conducting, or participating in a public opinion poll in connection with a campaign for elective office or on behalf of a political organization for political purposes or for or against any referendum question.
      5. Surveying or gathering information from potential or actual voters in an election to determine probable vote outcome in connection with a campaign for elective office or on behalf of a political organization for political purposes or for or against any referendum question.
      6. Assisting at the polls on election day on behalf of any political organization or candidate for elective office or for or against any referendum question.
      7. Soliciting votes on behalf of a candidate for elective office or a political organization or for or against any referendum question or helping in an effort to get voters to the polls.
      8. Initiating for circulation, preparing, circulating, reviewing, or filing any petition on behalf of a candidate for elective office or for or against any referendum question.
      9. Making contributions on behalf of any candidate for elective office in that capacity or in connection with a campaign for elective office.
      10. Preparing or reviewing responses to candidate questionnaires.
      11. Distributing, preparing for distribution, or mailing campaign literature, campaign signs, or other campaign material on behalf of any candidate for elective office or for or against any referendum question.
      12. Campaigning for any elective office or for or against any referendum question.
      13. Managing or working on a campaign for elective office or for or against any referendum question.
      14. Serving as a delegate, alternate, or proxy to a political party convention.
      15. Participating in any recount or challenge to the outcome of any election.
  2. Policy
    1. No employee shall intentionally perform any prohibited political activity during any compensated time. No employee shall intentionally use any University property or resources in connection with any prohibited political activity.
    2. At no time shall any employee intentionally require any other employee to perform any prohibited political activity (a) as part of that other employee’s duties, (b) as a condition of employment, or (c) during compensatory time off.
    3. No employee shall be required at any time to participate in any prohibited political activity in consideration for that employee being awarded additional compensation or any benefit, whether in the form of a salary adjustment, bonus, compensatory time off, continued employment or otherwise; nor shall any employee be awarded additional compensation or any benefit in consideration for their participation in any prohibited political activity.
    4. Nothing in this Section prohibits activities that are permissible for an employee to engage in as part of their official duties, or activities that are undertaken by an employee on a voluntary basis which are not prohibited by this Code.
    5. No person either (a) in a position that is subject to recognized merit principles of public employment or (b) in a position the salary for which is paid in whole or in part by federal funds and that is subject to the Federal Standards for a Merit System of Personnel Administration applicable to grant-in-aid programs, shall be denied or deprived of employment or tenure solely because they are a member or an officer of a political committee, of a political party, or of a political organization or club.
5. Avoidance of Nepotism, Conflicts of Interest, and Conflicts of Commitment
  All employees are expected to avoid and, where unavoidable, disclose actual and potential conflicts of interest and commitment.
  1. Definitions
    For purposes of the prohibition set forth in this Section IV.G, the following definitions apply.
    1. “Alternative arrangements” are remedial or mitigating actions to remove the responsibility or influence that leads to a benefit to the employee or to any person who is that employee’s relative or in a significant relationship or in a business association with that employee.
    2. “Immediate family members” means a given individual’s spouse or domestic partner, parents, siblings, and children.
    3. “Intimate personal relationship” means any relationship of a sexual, amorous, dating, or romantic nature. This definition will be applied based upon the nature, not the duration, of the relationship. Any contact of a sexual, amorous, dating, or romantic nature would be considered an “intimate personal relationship” under this Code even if it does not recur.
    4. “Related Individual” means, with respect to a specific employee, any person who is a relative of that employee by blood or marriage or in a significant relationship or a business association with that employee.
    5. “Relatives” means the people, regardless of where they reside, related to a given individual as spouse, son/daughter/child (dependent and independent), parent, grandparent, grandchild, sibling, half-sibling, aunt, uncle, nephew, niece, first cousin, mother/father/parent-in-law, son/daughter/child-in-law, stepchild, stepparent, step-grandparent, stepsibling, step-aunt, and step-uncle. The term also includes any other people related by law, blood, or marriage who reside in the same household as a given individual.
    6. “Significant relationship” means people living together as a spousal or family unit when not legally married or related where the nature of the relationship may impair the objectivity or independence of judgment of one individual working with the other.
  2. Policy
    1. Avoiding Nepotism in Employment Matters
      1. All University personnel decisions that involve a direct benefit (initial employment, promotion, salary or pay rate changes, leaves of absence, etc.) to a recipient must be conducted in a manner that enhances public confidence in the University; prevents situations that give the appearance of partiality, preferential treatment, improper influence, or conflict of interest; and are in accordance with federal, state, and local laws.
      2. Every University employee is prohibited from participating in or influencing any University personnel decision that directly benefits any Related Individual. This means that an employee may not advocate for, nor appoint, hire, or promote a Related Individual into a University position. An employee is also prohibited from serving on an interview panel of or a search committee considering a Related Individual. An employee is prohibited from having a Related Individual in their direct chain of reporting, in either direction, and may not evaluate the job performance of a Related Individual nor recommend a salary increase for them. An employee may not participate in the discipline, discharge, or investigation related to a Related Individual’s alleged or actual misconduct.
      3. If a chain-of-reporting conflict arises due to a promotion, transfer, or other personnel decision that otherwise complies with this Code, the affected department/unit shall work expeditiously to eliminate the conflict to the extent permitted by law and/or any relevant collective bargaining agreement. This may involve alternative arrangements, relocation, or transfer to a comparable position with minimal inconvenience for the transferring employee.
      4. Provided that the employees involved comply with any and all approved alternate arrangements necessary to avoid a violation of this Code, the following are not prohibited:
        Marriage or significant relationship occurring between two employees subsequent to their employment within same the department/unit; provided that the employees involved notify their department/unit of their significant relationship/marriage and the affected department/unit and the Human Resources Department (“HR”) approves alternative arrangements to ensure that no chain-of-reporting conflict exists.
        Employment in a department/unit prior to the appointment of a Related Individual to the supervisory position (e.g., a husband is employed by the Division of Arts and Sciences and his wife becomes Chair of that Division); provided that alternative arrangements are approved by HR so that there is no chain-of-reporting conflict.
        The Related Individual of a supervisory employee working in the same department/unit as the supervisory employee as long as the supervisory employee does not participate in the hiring/promotion/transfer of the Related Individual and has no direct line of supervision over the Related Individual; provided that HR approves all alternative arrangements necessary to ensure no violation of this Code.
        In any of those situations, the affected department/unit must submit proposed alternative arrangements in writing to HR for approval.
        University employees must be familiar with and abide by all applicable provisions of Illinois Executive Order 2018-12 regarding the prohibition on nepotism in State Government hiring.
    2. Avoiding Nepotism in Student-Related Matters
      1. All University decisions that involve a direct benefit (admissions, enrollment, the awarding of financial aid, grading, etc.) to a prospective or current student must be conducted in a manner that enhances public confidence in the University; prevents situations that give the appearance of or result in partiality, preferential treatment, improper influence, or conflict of interest; and is in accordance with federal and state laws and regulations.
      2. Every University employee is prohibited from participating in or influencing any University decision that directly benefits a student that is a Related Individual of that employee. This means that an employee may not advocate for or participate in the decision to admit a Related Individual as a student at the University or in a decision awarding financial aid to a Related Individual who is a student. An employee is also prohibited from overseeing or serving on any panel or group involved in awarding grades, grants, prizes, opportunities, employment, or achievements to a Related Individual. An employee may not participate in the discipline, expulsion, or investigation related to misconduct of a Related Individual who is a student at the University.
      3. In cases where an immediate family member relationship or significant relationship exists between a student enrolled in a course and an instructor with direct evaluative authority for grades for that course, the affected division/department or college shall work expeditiously to eliminate the conflict to the extent permitted by law and/or any relevant collective bargaining agreement. This may involve alternative arrangements or transfer of the affected student to an alternative section of the course (if any) without causing undue delay to the student’s academic progress.
      4. In cases where an issue of nepotism arises between a candidate for an award, scholarship, or grant and an employee with direct oversight into the selection process, the employee with oversight must remove themselves from the entire process.
      5. Employees are prohibited from entering into any intimate personal relationship with a student of the University, regardless of whether the employee has supervisory or evaluative authority over the student. Intimate personal relationships between employees and students, even absent any supervisory or evaluative authority, may lead to unanticipated conflicts of interest because an employee’s influence and power may extend beyond the classroom, department, or team. There is always the possibility that the employee may unexpectedly be placed in a position of power over the student. Due to the institutional power differential in employee-student relationships, there is the inherent risk of coercion and the perception by others of exploitation, particularly where undergraduate students are involved. Students’ broad educational opportunities and experiences are such that plans to manage these important issues are typically inadequate as a remedy. In the event an intimate personal relationship between an employee and a student predates the student’s enrollment at the University (e.g., an employee’s spouse chooses to further their education at the University), subsections (a)-(d) of this Section IV.D(2)(ii) apply.
    3. Disclosing Nepotism
      1. Candidates (both external and internal) for University employment must disclose, at the time of application, the names of any Related Individuals currently employed by the University.
      2. University employees must identify and disclose to the head of their department/unit any relationship covered by the definitions, prohibitions, and requirements of this Section IV.G as soon as reasonably practicable after a conflict arises (e.g., after a Related Individual applies for employment, after a transfer results in a chain-of-reporting conflict, after two employees enter into a significant relationship, or after the child of an admissions employee applies to the University). This includes, but is not limited to, when a Related Individual applies for a University position and an employee reasonably believes they are in a position of participation or influence over employment decisions discussed in this Code.
      3. Each department/unit head who receives a disclosure regarding, or otherwise identifies, any conflict involving nepotism in an employment matter should immediately notify HR. Each department/unit head who receives a disclosure regarding, or otherwise identifies, any conflict involving nepotism in a student-related matter should immediately notify either the Provost (regarding academic matters) or the Vice President for Student Affairs and Enrollment Management (regarding non-academic matters).
      4. HR, the Provost, or the Vice President for Student Affairs and Enrollment Management, as appropriate, shall work with affected departments/units to determine, approve, and impose appropriate alternative arrangements to avoid conflicts involving nepotism.
      5. Failure to disclose an actual or potential conflict involving nepotism or a failure to abide by approved alternative arrangements may subject an employee to discipline up to and including termination.
    4. Avoiding Conflicts of Interest and Conflicts of Commitment
      1. A conflict of interest occurs when a University employee is in a position to influence a decision on policy or purchases that actually or potentially provides a benefit to that employee or to a Related Individual of that employee. It is not only the actual benefit conferred but the mere appearance of its occurrence that the University seeks to avoid. Conflicts of interest also occur when an employee or a member of their immediate family is or seeks to be in a vendor relationship with the University, either directly or by having a financial or ownership interest in a vendor doing business with the University. Employees should use sound judgment, professional commitment, and ethics to protect the University and themselves from becoming entangled in such conflicts.
      2. Conflicts of commitment occur when an employee’s involvement in an outside activity substantially interferes with the employee’s primary commitment to the University.
      3. University employees shall not use their positions to secure for themselves or any Related Individuals anything of value, financial gain, or personal benefit that would not ordinarily accrue to them in the performance of their official duties to the University. Further, employees shall avoid conflicts of commitment that substantially and adversely impact their ability to perform their duties for the University.
      4. The following are examples of conflicts of interest/commitment prohibited by this Code:
        • Using one’s position to secure approval of a University contract in which the employee or a Related Individual of the employee has a financial interest.
        • Soliciting or accepting anything of value that could have a substantial and improper influence on the employee’s performance of their position.
        • Being paid or accepting any form of compensation for personal services rendered on a matter before, or a sale of goods or services to, the University.
        • Using or disclosing confidential information of the University or information otherwise protected by law, without receiving proper authorization, to benefit oneself or a Related Individual.
        • Having responsibilities outside the scope of the employee’s duties to the University that substantially and adversely impact the employee’s performance of such duties.
      5. The provisions of this Code prohibiting conflicts of interest are in addition to, and function in concert with, the Board of Trustees Bylaws (especially article VIII thereof), the Board of Trustees Regulations (especially section II.6 thereof), Policy 68 regarding financial conflicts of interest in externally sponsored research and educational activities, and Policy 87 regarding the “Revolving Door Prohibition” of the Ethics Act.
    5. Disclosing Conflicts of Interest and Conflicts of Commitment
      1. University employees shall request and obtain approval prior to engaging in activities or relationships that present actual or reasonably perceived conflicts of interest or commitment with their duties to the University.
      2. Such activities include:
        • Non-University income-producing activities.
        • Non-University financial relationships or fiduciary roles that constitute actual or reasonably perceived conflicts of interest to the University.
        • Activities conducted by immediate family members that present an actual or reasonably perceived conflicts of interest to the University.
      3. If required to do so by the Illinois Governmental Ethics Act (5 ILCS 420/art. 4A) and EO 15-09, an employee must submit an annual Statement of Economic Interest to the Illinois Secretary of State and an annual Supplemental Statement of Economic Interest to the Illinois Executive Ethics Committee by May 1st each year.
Revolving Door Prohibition of the Illinois State Officials and Employees Ethics Act (“Ethics Act”)
1. ��Ƶ will comply with statutory and regulatory requirements of the Illinois State Officials and Employees Ethics Act’s prohibition on revolving door employees, as they may be amended from time to time. Section 5-45 of the Ethics Act, 5 ILCS 430/5-45, impacts the post- State employment opportunities of certain State employees. In essence, the Revolving Door Prohibition imposes a twelve (12) month ban on University employees whose employment with the University terminates from going to work for (or receiving other types of compensation from) any entity who contracted with the University where that employee played a material role in the award or fiscal administration of a contract to that entity as a University employee.
2. The President, or President’s delegate, shall develop policies and procedures designed to effect the Ethics Act’s ban on revolving door employees. Such policies and procedures shall take effect upon approval by the President.
Other Conduct Policies
1. Insubordination
  An employee (i) must execute the lawful instructions, whether oral or written, of a supervisor or member of the University administration having authority over the employee or the University department having subject matter jurisdiction over the matter involved (e.g., HR over personnel matters, Financial Services over financial matters, or Information Technology Services over cybersecurity matters); (ii) may not be disrespectful in their conduct and communication, whether oral or written, directed toward a supervisor or member of management; and (iii) will comply with State law and University policy as directed.
2. Disruptive Conduct
  An employee may not (i) engage in disruptive conduct or activities, pranks, or roughhousing that interrupts work or impedes the work of others; or (ii) use abusive or threatening or discriminatory or harassing language, gestures, or similar conduct.
3. Breach of Confidentiality
  Employees must take all reasonable measures to protect confidential information in their possession. Employees may not knowingly (i) fail to follow and abide by University cybersecurity and network security protocols and policies; (ii) fail to safeguard confidential information; (iii) take actions which would reasonably be foreseen to result in a breach of confidential information; or (iv) otherwise violate confidentiality requirements inherent to the employee’s position or the University’s Mission.
4. Stealing
  An employee may not steal or attempt to steal the property of the University or another individual or entity or collude with another person to commit such acts.
5. Misuse or Abuse of State Property
  Except for very limited (de minimis) personal use, an employee must use State property provided by the University for official purposes only and not for personal benefit or political gain. When entrusted with safeguarding State property, an employee may not (i) intentionally or recklessly lose or damage such State property; or (ii) knowingly and willfully use or authorize the use of a State vehicle for other than an official purpose.
6. Improper Destruction of University Records
  An employee may not destroy or otherwise dispose of University records, regardless of physical form or characteristics of the records, without proper authorization in compliance with the Illinois State Records Act (5 ILCS 160) and University policy and procedures.
7. Conduct Unbecoming of a Supervisor
  An employee in a position with supervisory authority may not (i) intentionally, negligently, or recklessly order employees or students to commit any illegal act or violation of State or University policies; (ii) order employees or students to perform a task for other than an official purpose; or (iii) exploit supervisory authority for personal gain or personal profit.
8. Threatening Words or Actions and Violence
  An employee may not (i) threaten or attempt to inflict bodily harm on another individual, or (ii) hit or push another person or have hostile or unwelcomed contact with another person. For more information on the University’s intolerance on violence and reporting obligations, please see the University’s Violence in the Workplace Policy. Nothing herein is intended to prohibit lawful conduct by the University Department of Public Safety.
9. False Statement
  An employee may not (i) make any materially false statement and/or knowing misrepresentation on an application for State or University employment or other document pertaining to qualifications or any other official record; (ii) knowingly and/or intentionally misrepresent themselves or the University to students or the public; (iii) knowingly and/or intentionally make any false or malicious statement against a fellow employee (including the employee’s co‐workers, supervisors, and subordinates) with the intent of harming or destroying the reputation, authority, or official standing of that individual; (iv) knowingly make any deliberate misrepresentation or omission of a material fact, such as perjury, making any false sworn statement, and lying to a supervisor; or (v) falsify or knowingly fail to correct false information contained in, or omit material information from, official documentation or an official record related to the performance of such employee’s job duties, including but not limited to timesheets and expense reimbursement requests.
10. Health and Safety Violation
  An employee will maintain a clean and orderly work area and will follow all applicable safety rules and regulations, including (i) abiding by the University’s Smoke-Free/Tobacco-Free Campus Initiative promulgated under the Illinois Smoke-Free Campus Act; (ii) not possessing a lighter, match, or other flammable materials in any explosive or hazardous area; (iii) reporting to a supervisor any on‐the‐job personal injury or accident experienced by the employee or for which the employee had primary responsibility; (iv) observing all precautions for personal safety, posted rules, signs, and written or oral safety instructions; (v) using appropriate protective clothing and equipment in any hazardous area; (vi) following all material traffic regulations and not engaging in reckless driving or improper operation of a motor vehicle while on property owned or controlled by the University or the State or while driving a University vehicle; and (vii) abiding by the University’s Weapons and Firearms-Free Campus Policy and the University Concealed Carry Policy.
11. Official Misconduct
  No employee, when in their official capacity, may:
  1. Intentionally or recklessly fail to perform a mandatory duty as required by law; or
  2. Knowingly perform an act that the employee knows to be forbidden by law to perform; or
  3. Intentionally perform an act in excess of the employee’s lawful authority with intent to obtain a personal advantage for themselves or another; or
  4. Knowingly accept or purposefully solicit a fee or reward for the performance of any act which the employee knows is unauthorized by law.
  In addition to being a violation of this Code, such conduct is a violation of article 33 of the Illinois Criminal Code of 2012, and an employee convicted of violating any provision of that statute is guilty of a Class 3 felony.
12. Failure to Complete Mandatory Trainings
  All employees must complete the mandatory annual ethics training and harassment and discrimination prevention training as required under the Ethics Act as directed by the University Ethics Officer and/or Human Resources. Employees must also complete any other trainings deemed mandatory by the University, such as the Mandated Reporter Training required under the Illinois Abused and Neglected Child Reporting Act as directed by the Ethics Officer and/or Human Resources. A failure to complete a mandatory training as directed will be a violation of this Code.
No Creation of Rights
This Regulation VIII does not, and may not be interpreted to, create any rights for any person or entity other than ��Ƶ. Nothing in this Regulation VIII may be construed as altering the employment relationship between the University and any employee. Employees in supervisory positions or in positions with the ability to recommend employee discipline will comply with applicable law and collective bargaining agreements when imposing discipline pursuant to this Regulation VIII.

SECTION VIII. ETHICS AND COMPLIANCE APPENDIX

The Department of Central Management Services Code of Personal Conduct

Introduction

Employees of the State of Illinois are a team of public servants working on behalf of the people of Illinois. State employees perform critical services upon which our residents and businesses depend. State employees are entrusted to make important decisions and carry out responsibilities that affect the future of our communities. The purpose of this Code of Personal Conduct (Code) is to:

Ensure that State employees are conducting the business of the State in an honest and respectful manner.
Promote accountability to the taxpayers and the people of Illinois.
Promote honest and ethical conduct and fair dealing.
Promote compliance with applicable laws, policies, rules, and regulations.
Deter wrongdoing.

Authority and Applicability

This Code was prepared by the Department of Central Management Services, on behalf of the Governor, pursuant to Section IV of Executive Order 2016‐04, Executive Order 2018‐2 and Executive Order 201812, and filed with the Executive Ethics Commission pursuant to Section 5‐5(b) of the State Officials and Employees Ethics Act (5 ILCS 430) (Ethics Act).

This Code applies to all officers, employees (including without limitation full‐time, part‐time, and contractual employees), appointees (including without limitation paid and unpaid appointees), and persons holding similar positions (State Employees) in any office, department, agency, board, commission, or authority of the Executive Branch of the State of Illinois under the jurisdiction of the Governor for the purposes of Section 20‐10(c) of the Ethics Act (State Agencies).

More detailed policies and procedures that apply to all State Employees or certain groups of State Employees are set forth in other documents. While these other policies are not part of this Code, each State Employee covered by this Code is expected to conduct himself or herself consistently with this Code and all other applicable policies, laws, and regulations. Nothing in this Code prohibits any State Agency from adopting or maintaining policies or rules of personal conduct that are more restrictive than those set forth in this Code, as long as such policies or rules comply with applicable law and the requirements of any collective bargaining agreement. To the extent any State Agency policy conflicts with this Code, the more restrictive policy will control.

State Employee conduct in violation of this Code may result in discipline, up to and including discharge. The principles of just cause shall apply to the extent required by law or any collective bargaining agreement. In addition to any discipline imposed by a State Agency, any State Employee who knowingly violates this Code, with the intent to defraud the State of Illinois, is in violation of the Ethics Act and will be subject to disciplinary action under the Ethics Act as set forth without limitation in Sections 20‐15, 20‐20, 20‐50, 20‐55, 50‐5 and 50‐10 of the Ethics Act and Title 2, Sections 1620.1100 and 1620.1110 of the Illinois Administrative Code.

This Code does not, and may not be interpreted to, create any rights for any person or entity other than the State of Illinois, the State Agencies, the Executive Ethics Commission, and the Office of Executive Inspector General for the Agencies of the Illinois Governor. Nothing in this Code may be construed as altering the employment relationship between the State of Illinois and any State Employee. Application of progressive discipline pursuant to this Code to State Employees who serve at‐will is discretionary and does not affect the at‐will status of any such State Employee. State Employees in supervisory positions or in positions with the ability to recommend employee discipline will comply with applicable law and collective bargaining agreements when imposing discipline pursuant to this Code.

This Code is effective as of July 1, 2016. Copies of this Code will be made available to all State Agencies and publicly posted on the Department of Central Management Services website. The Department of Central Management Services will provide training to all State Agencies regarding the implementation of this Code.

The Department of Central Management Services has the ability to amend or supplement this Code with the approval of the Office of the Governor. Any amendment of, or supplement to, this Code will be filed with the Executive Ethics Commission and made publicly available by the Department of Central Management Services, including through posting its website.

Principles of Public Service

While serving in his or her official capacity, each State Employee has a responsibility to the people of the State of Illinois to act with integrity and to treat the people we serve, our colleagues, and other parties with dignity and respect. State Employees hold a position of public trust and are expected to conduct themselves in a responsible and professional manner.

The following principles apply to every State Employee and form the basis for the standards contained in this Code. When a situation is not covered by the standards set forth in this Code or in other applicable policies, laws, or regulations, State Employees will apply the principles set forth in this section in determining whether their conduct is proper.

Public service is a public trust, not to be abused for private gain.

Except as permitted by applicable law (including but not limited to the Ethics Act and Executive Order 15‐09), State Employees may not solicit or accept any gift or other item of monetary value from any person or entity seeking official action from, doing business with, or conducting activities regulated by the State Employee’s State Agency or whose interests may be substantially affected by the performance or nonperformance of the State Employee’s duties.
State Employees may not use public employment or access to nonpublic State information for private gain. Page 2 of 6
State Employees may not engage in outside employment or activities, including seeking or negotiating for employment, that conflict with their official State duties and responsibilities.
State employees must take appropriate action to identify, disclose, and avoid potential conflicts of interest with the performance of their official duties.

Public service requires honest and impartial performance.

State Employees must put forth honest effort in the performance of their duties.
State Employees may not give improper preferential treatment to any private organization or individual.

Public servants protect taxpayer resources.

State Employees may not knowingly make unauthorized commitments or promises of any kind purporting to bind the State of Illinois.
State Employees must protect and conserve State property and not use it for other than authorized activities.
State Employees must disclose waste, fraud, abuse, and corruption to the appropriate authorities.

Public servants are good citizens.

State Employees should avoid any action that creates the appearance of a violation of the law or the ethical standards set forth in this Code.
State Employees must satisfy in good faith all personal financial obligations to the State and comply with all requirements of all governmental taxing authorities.

Public Service must be an equal opportunity for all.

State Employees must adhere to all laws and regulations that provide equal opportunity for all.
There must be no unlawful discrimination, harassment, intimidation, or retaliation in any employment practice based on race, color, national origin, religion, age, sex, marital status, disability, ancestry, sexual orientation, military service, political affiliation, or any other protected status or non‐merit based factor.

Specific Instances of Unethical Conduct

This section sets forth specific ethical standards for all State Employees. Violations of these standards are subject to discipline up to and including discharge. This section is applicable to all State Employees when on State‐compensated time (other than vacation, personal, or compensatory time off, as defined in the Ethics Act), on State property, or carrying out the State Employee’s official duties, or when there is a nexus between the State Employee’s off‐duty conduct and his or her official duties. As noted above, this Code does not preclude a State Agency from maintaining or establishing additional rules of personal conduct consistent with this Code, applicable law, and the requirements of any collective bargaining Page 3 of 6 agreement. To the extent any State Agency policy conflicts with this Code, the more restrictive policy will control.

Insubordination: A State Employee (a) must execute the lawful instructions, whether oral or written, of a supervisor or member of management having authority over the State Employee, (b) may not be disrespectful in his or her conduct and communication, whether oral or written, directed toward a supervisor or member of management, and (c) will comply with State and State Agency policy as directed.

Disruptive Conduct: A State Employee may not (a) engage in disruptive conduct or activities or horseplay that interrupts work or impedes the work of others, or (b) use abusive or offensive language, gestures, or similar conduct.

Unsatisfactory Work Performance: While on duty, a State Employee should dedicate his or her efforts to the performance of assigned work and other job responsibilities. A State Employee (a) will perform all work duties assigned to him or her, (b) will not perform any work duties in a negligent manner that results in a material delay or material financial loss to the State, and (c) will not engage in willful idleness while on the job.

Breach of Confidentiality: A State Employee will take reasonable measures to protect confidential information in his or her possession. A State Employee may not knowingly (a) fail to safeguard confidential information, (b) take actions which result in a breach of confidential information, or (c) violate confidentiality requirements inherent to the State Employee’s position or his or her State Agency’s mission.

Stealing: A State Employee may not steal or attempt to steal, with the intent to deprive, the property of another individual or entity or collude with another person to commit such acts.

Misuse or Abuse of State Property: Except for de minimis personal use, a State Employee will use State property for official purposes and not for personal benefit or political gain. When entrusted with safeguarding State property, a State Employee may not (a) intentionally lose or damage such State property, or (b) knowingly and willfully use or authorize the use of a State vehicle for an other‐than‐ official purpose.

Conduct Unbecoming of a State Employee: A State Employee will conduct himself or herself (a) with integrity and in a manner that reflects favorably upon the State, (b) in compliance with all laws, policies, orders, and procedures that prohibit the solicitation or acceptance of any gift or other item of monetary value from any person or entity seeking official action from, doing business with, or conducting activities regulated by the State Employee’s State Agency or whose interests may be substantially affected by the performance or nonperformance of the State Employee’s duties, and (c) in accordance with the State Officials and Employees Ethics Act (5 ILCS 430) and the Illinois Governmental Ethics Act (5 ILCS 420).

Conduct Unbecoming of a Supervisor: A State Employee in a position with supervisory authority may not (a) intentionally, negligently, or recklessly commit any illegal act or violation of State or State Agency disciplinary rules or code of conduct, (b) order State Employees to perform a task for other than an official purpose, or (c) exploit supervisory authority for personal gain or personal profit.

Threatening Words or Actions: A State Employee may not threaten or attempt to inflict bodily harm on another individual, unless otherwise authorized by State or State Agency policy or procedure.

A State Employee who witnesses, is a victim of, or becomes aware of any threatening words or actions must immediately report the incident to his or her supervisor or to the appropriate law enforcement entity in accordance with Executive Order 2016‐04. Subject to applicable law and any contrary instructions by law enforcement, the State Employee will be required to submit a written statement regarding the incident.

Fighting: A State Employee may not hit or push another person or have hostile or unwelcomed contact with another person, unless otherwise authorized by State or State Agency policy or procedure.

A State Employee who witnesses, is a victim of, or becomes aware of any fighting must immediately report the incident to his or her supervisor or to the appropriate law enforcement entity in accordance with Executive Order 2016‐04. Subject to applicable law and any contrary instructions by law enforcement, the State Employee will be required to submit a written statement regarding the incident.

Discriminatory Personnel Action: A State Employee may not (a) discriminate against another State Employee on any basis in violation of federal or State law with respect to any adverse employment or personnel action, or (b) if such State Employee is a supervisor, fail to prevent or curtail unlawful discrimination of a subordinate when, as a supervisor, the State Employee knew or should have known that discrimination was occurring.

Interference with or Obstruction of an Investigation: A State Employee may not interfere with or obstruct an investigation by (a) refusing to testify or cooperate in a properly authorized inquiry or investigation, without legal justification, (b) interfering with or improperly influencing, or attempting to interfere with or improperly influence, the testimony of any witness or participant in an investigation, or (c) improperly influencing, or attempting to improperly influence, any investigatory official.

Retaliation: A State Employee may not (a) intentionally interfere with a State Employee’s exercise of, or retaliate against a State Employee for exercising, the right to grieve or file a complaint through established procedures, or (b) retaliate against a State Employee for filing a complaint, providing information to an investigatory official, or testifying in an official proceeding. To the extent this section conflicts with the Whistleblower Act (740 ILCS 174) or Section 15‐5 of the Ethics Act, the applicable statute will control.

False Statement: A State Employee may not (a) make any materially false statement or knowing misrepresentation on an application for State employment or other document pertaining to qualifications or any other official record, (b) knowingly or intentionally make any false or malicious statement against a fellow State Employee (including a State Employee’s co‐worker, supervisor, and subordinate) with the intent of harming or destroying the reputation, authority, or official standing of that individual, (c) knowingly make any deliberate misrepresentation or omission, of a material fact, including perjury, making any false sworn statement, and lying to a supervisor, or (d) falsify or knowingly fail to correct false information contained in official documentation or in an official record related to the performance of such State Employee’s job duties.

Unlawful Job Action: A State Employee may not participate in or promote an unprotected strike, work stoppage, slow down, sick‐out, or other job action in violation of the Illinois Public Labor Relations Act, Illinois Education Labor Relations Act, or a no‐strike agreement between the State or a State Agency and an exclusive representative.

Sexual Harassment: A State Employee will work to ensure that his or her workplace is free from sexual harassment. Conduct such as unwelcome sexual advances, requests for sexual favors, and other conduct of a sexual nature constitute sexual harassment when (a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, (b) submission to or rejection of such conduct by an individual is used as the basis for employment related decisions affecting such individual, or (c) the conduct unreasonably has the purpose or effect of substantially interfering with an individual’s work performance or creates an intimidating, hostile, abusive or offensive working environment.

Any State Employee who witnesses, is subjected to, or becomes aware of such conduct should immediately report the incident to his or her supervisor, a member of management, or the applicable State Agency Equal Opportunity Officer. All complaints of sexual harassment will be investigated thoroughly, and appropriate action will be taken when warranted.

Unauthorized on the Job Use of Alcohol, Drugs, or Controlled Substances: A State Employee may not (a) be under the unauthorized influence of alcohol, drugs, or other controlled substances to a degree that would interfere with proper performance of his or her job duties, would be a menace to safety, or would be prejudicial to the maintenance of discipline, or (b) be under the unauthorized influence of alcohol, drugs, or other controlled substances to a degree that results in injury to another individual or damage to State property.

Health and Safety Violation: A State Employee will maintain a clean and orderly work area and will follow all applicable safety rules and regulations, including (a) not smoking in any unauthorized area, (b) not possessing a lighter, match, or other flammable materials in any explosive or hazardous area, (c) reporting to a supervisor any on‐the‐job personal injury or accident for which the State Employee had primary responsibility, (d) observing all precautions for personal safety, posted rules, signs, and written or oral safety instructions, (e) using appropriate protective clothing and equipment in any hazardous area, (f) following all material traffic regulations and not engaging in reckless driving or improper operation of a motor vehicle while on property owned or controlled by the State or while driving a State vehicle, and (g) not possessing any explosive, firearm, or other dangerous weapon on State property, or attempt to bring such explosive, firearm, or other dangerous weapon onto State property unless his or her State Agency requires such possession by the State Employee. A State Employee who wants to travel to and from work with a firearm and who possesses a lawful concealed‐ carry license or permit may secure the firearm in a vehicle parked on State property in accordance with the Firearm Concealed Carry Act (430 ILCS 66).

Nepotism: A State Employee may not advocate for nor appoint, hire, or promote a relative into a State position. As used in this Code, “relative” means a parent, child, grandparent, grandchild, sibling, legal dependent, aunt, uncle, first cousin, niece, nephew, spouse, parent‐ in‐law, child‐in‐law, granddaughter-in‐law, grandson‐in‐law, sister‐in‐law, brother‐in‐law, step‐parent, step‐child step‐sibling, step-grandchild, or half‐sibling. This includes those individuals having stood in loco parentis to an employee as well as those for whom an employee is standing or stood in loco parentis.

A State Employee is also prohibited from serving on an interview panel of a relative. A State Employee is prohibited from having a relative in their direct chain of command, in either direction, and may not evaluate the job performance of a relative nor recommend a salary increase for them. A State Employee may not participate in the discipline, discharge, or investigation related to a relative’s misconduct. State Employees must be familiar with and abide by all the provisions of Executive Order 2018‐12 and Agency policy regarding nepotism.

The Illinois Board of Higher Education Personnel Policies for Public Universities

INTRODUCTION

The State Officials and Employees Ethics Act (SOEEA) requires the Illinois Board of Higher Education to adopt and implement personnel policies with respect to State employees of public institutions of higher learning, except community colleges. The policies are to be adopted by February 1, 2004, and to be made applicable to State employees 30 days after adoption. Such policies must be filed with the Executive Ethics Commission.

Public institutions of higher learning are defined in the Act to be public institutions of higher learning as defined in Section 2 of the Higher Education Cooperation Act (HECA). Section 2 of HECA defines such institutions to be the University of Illinois, Southern Illinois University, Chicago State University, Eastern Illinois University, ��Ƶ, Illinois State University, Northeastern Illinois University, Northern Illinois University, and Western Illinois University.

“State employee” is defined in the SOEEA to mean any employee. “Employee” is defined in the SOEEA to include any person employed full-time, part-time, or pursuant to a contract and whose employment duties are subject to the direction or control of a public institution of higher learning and also is defined to include appointees. “Appointees” are defined to mean any person appointed to a position in or with a public institution of higher learning, regardless of whether the position is compensated. Thus, “state employees” include all trustees, administrative officers, faculty, and all other institutional employees.

The SOEEA requires that personnel policies adopted pursuant to the SOEEA include policies relating to work time requirements, documentation of time worked, documentation for reimbursement for travel on official State business, compensation and the earning or accrual of State benefits for all employees who may be eligible to receive those benefits. With the partial exception of documentation for reimbursement for travel on official State business, the other required personnel policies are areas which legally and historically have fallen to the individual boards of trustees of the public institutions of higher learning.

Each of the nine public institutions of higher learning in Illinois has its own enabling statute; each statute establishes such institution as a separate body corporate and politic. Further, in language which is not identical but which is substantially equivalent, each statute gives each university board of trustees both broad and specific authority to operate, control, manage, and maintain each respective institution.

In addition, the SOEEA recognizes that each university board is the “ultimate jurisdictional authority” for its own institution. The SOEEA further states that “the policies shall comply with and be consistent with all other applicable laws.”

Complying with this mandate, these personnel policies are designed to accomplish the following:

Assure that each public institution of higher education complies with all provisions of the State Officials and Employees Ethics Act.
Preserve the legal and historic role of boards of trustees at each public institution of higher learning.
Assure that the public, all employees, and the Executive Ethics Commission have prompt access to the personnel policies of each public institution of higher learning.

GENERAL

These policies shall apply to the University of Illinois, Southern Illinois University, Chicago State University, Eastern Illinois University, ��Ƶ, Illinois State University, Northeastern Illinois University, Northern Illinois University, and Western Illinois University (“the public institutions of higher learning”).
Each public institution of higher learning shall comply in all respects with the State Officials and Employees Ethics Act.
Each public institution of higher learning shall post upon its web site the name of the individual or individuals who can provide information and can answer questions about personnel policies of each individual public institution.
Each public institution of higher learning shall either post upon its web site, or make available to the public in paper form, or both, the personnel policies required by the State Officials and Employees Ethics Act.
Each public institution of higher learning shall, within three (3) working days of receiving any request from the Executive Ethics Commission, make available to that Commission any or all current personnel policies requested by the Executive Ethics Commission.
In addition to the personnel policies listed hereinafter, all other personnel policies now in effect, or placed into effect in the future, by any public institution of higher learning are hereby adopted and incorporated into these policies.
To the extent that any such policies conflict with any existing collective bargaining agreement or individual employment contracts, such policies shall not be construed to abrogate or amend such collective bargaining agreement or individual employment contract. However, no public institution of higher learning, after the effective date of these policies, shall sign any collective bargaining agreement or employment contract that conflicts with the State Officials and Employees Ethics Act.
These policies shall be effective on March 4, 2004.

WORK TIME REQUIREMENTS

For those employee positions or categories of positions for which there are work time requirements, each public institution of higher learning shall have a written description of such work time requirements.

DOCUMENTATION OF TIME WORKED

As required by statute, each public institution of higher learning shall require its employees to periodically submit time sheets documenting the time spent each day on official State business to the nearest quarter hour; contractual employees may satisfy the time sheets requirement by complying with the terms of their contract, which shall provide for a means of compliance with this requirement. The time sheets policies shall require those time sheets to be submitted on paper, electronically, or both and shall be maintained in either paper or electronic format by the applicable fiscal office of the public institution of higher learning for a period of at least two (2) years.

DOCUMENTATION FOR REIMBURSEMENT FOR TRAVEL ON OFFICIAL STATE BUSINESS

Employees of the individual public institutions of higher learning shall document requests for reimbursement for travel on official State business in accordance with the rules of the Higher Education Travel Control Board, as now adopted or hereinafter amended. Nothing in this Section shall be construed to prohibit individual boards of trustees from adopting rules which are more restrictive than those of the Higher Education Travel Control Board.

COMPENSATION AND BENEFITS

Individual public institutions of higher learning shall adopt rules covering compensation for all employees, as well as rules governing the earning or accrual of State benefits for all employees who may be eligible to receive those benefits.

PROHIBITION ON SEXUAL HARASSMENT

Pursuant to the State Officials and Employees Ethics Act (5 ILCS 430, as amended by Public Act 100-554), public universities and the Board of Higher Education must, at a minimum, implement the following policies and practices to prohibit sexual harassment, effective on or before December 15, 2017.

All persons have a right to work in an environment free from sexual harassment. All persons subject to the personnel policies of the public universities and the Board of Higher Education are prohibited from sexually harassing any person, regardless of any employment relationship or lack thereof.

For purposes of this policy, “sexual harassment” means any unwelcome sexual advances or requests for sexual favors or any conduct or a sexual nature when:

submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment;
submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or
such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment. For purposes of this definition, the phrase “working environment” is not limited to a physical location an employee is assigned to perform his or her duties and does not require an employment relationship.

In addition, the public universities and the Board of Higher Education shall take further steps to ensure the following are provided:

details on how an individual can report an allegation of sexual harassment, including options for making a confidential report to a supervisor, ethics officer, Inspector General, or the Department of Human Rights;
a prohibition on retaliation for reporting sexual harassment allegations, including availability of whistleblower protections under the State Officials and Employees Ethics Act, the Whistleblower Act, and the Illinois Human Rights Act; and
the consequences of a violation of the prohibition on sexual harassment and the consequences for knowingly making a false report.

Pursuant to Section 50-5 of the State Officials and Employees Ethics Act, any person who violates the prohibition on sexual harassment is subject to discipline or discharge by the appropriate ultimate jurisdictional authority. Each violation is a separate offense. Any penalty imposed by an ethics commission shall be separate and distinct from any fines or penalties imposed by a court of law or a State or federal agency.

kwild@govst.edu 04/13/2026

Board of Trustees

10/21/2024

SEO Summary

��Ƶ's Board of Trustees Regulations Section VIII establishes ethical conduct standards and compliance guidelines for all employees and.

Content of the Employee Code of Conduct was adapted in part from the State of Illinois Personal Code of Conduct (revised Mar. 17, 2021), issued by the Illinois Department of Central Management Services, and from the Model Ethics Ordinance, issued by the Office of the Illinois Attorney General. Content of the non-fraternization provisions of the Code was adapted from the University of Illinois System.

BOT Regs Section VIII - Ethics and Compliance

Policy Categories

Board of Trustees, Bylaws, Policies, Regulations

Policy Owner/Department

Board of Trustees

Board of Trustees Regulations Section VII - Intellectual Property

kwild@govst.edu — Mon, 13 Apr 2026 18:38:45 +0000

Board of Trustees Regulations Section VII - Intellectual Property

SECTION VII. INTELLECTUAL PROPERTY

Intellectual Property Policy
1. Introduction
  ��Ƶ ("the University") is committed to creating an environment conducive to discovering new knowledge and providing public service through the development of many forms of Intellectual Property. Some of the Intellectual Property may have commercial value that needs to be protected through patenting, copyright protection and other mechanisms. The University has traditionally recognized and continues to foster and support development of inventions, copyrightable materials, and other Intellectual Property for public use and benefit. The purpose of this document is to state for University faculty, staff, and students the relevant University policies, as well as the nature of the responsibilities, privileges, and options held by faculty, staff, and students pertaining to the creation of intellectual properties. This policy as amended from time to time will be deemed a part of the conditions of employment for every employee. All faculty, staff, student employees, graduate students and postdoctoral fellows, as well as non-employees, who participate or intend to participate in teaching and/or research or scholarship projects at ��Ƶ are bound by this policy.
2. Definitions
  1. Intellectual Property: The term "Intellectual Property", as used here, is broadly defined to include inventions; copyrightable works; tangible research property; and trade secrets.
  2. Invention: An "Invention" is any new and useful process, machine, manufacture, or composition of matter. It must be novel, non-obvious, and useful to be patentable.
  3. Patent: the exclusive right granted by a government to an inventor or assignee for a fixed period of time in exchange for the full public disclosure of details of an invention. The inventor is granted the right to exclude others from making, using, selling or offering for sale the claimed invention for a specific time period.
  4. Copyright: the exclusive right granted by a government to an author for a fixed period of time in an original work. Under the federal copyright law, copyright subsists in "original works of authorship" which have been fixed in any tangible medium of expression from which they can be perceived, reproduced, or otherwise communicated, either directly or with the aid of a machine or device. These works include, but are not limited to, the following:

Literary works: books, pamphlets, computer programs, manuscripts, poems
Musical works (including accompanying music)
Dramatic works (including accompanying music)
Pantomimes and choreographic works
Pictorial, graphic, and sculptural works
Motion pictures and other audio visual works
Sound recordings
Architectural works

Traditional Academic Copyrightable Works: a subset of copyrightable works created independently and at the creator's initiative for traditional academic purposes. Examples include class notes, books, theses and dissertations, courseware or lesson ware, articles, poems, musical works, dramatic works including any accompanying music, scripts, storyboards, story lines, pantomimes and choreographic works, pictorial, graphic and sculptural works, or other works of artistic imagination that are not created as an institutional initiative.
Creator: an individual or group of individuals who make, conceive, reduce to practice, author, or otherwise make a substantive intellectual contribution to the creation of Intellectual Property. As used in this Policy, "Creator" includes the definition of "inventor" used in the U.S. Patent Act and the definition of "author" used in the U.S. Copyright Act.
Tangible Research Property (TRP): tangible (or corporeal, relating to a physical material body) items produced in the course of research projects. TRP includes such items as biological materials, engineering drawings, computer software, integrated circuit chips, computer databases, prototype devices, circuit diagrams, and equipment. Individual items of TRP may be associated with copyrights, patents or trade secrets.
Trade Secrets: information that is not generally known to the public; confers an economic benefit on its holder; and is the subject of reasonable efforts to maintain its secrecy. Trade Secrets include confidential information and know-how.

Patents
1. All potentially patentable Inventions conceived or first reduced to practice in whole or in part by members of the faculty or staff (including student employees) of the University
  1. in the course of their University responsibilities, or
  2. with the use of University resources (such as funding, facilities, supplies, equipment, proprietary information, or personnel)
  will belong to the University and will be disclosed on a timely basis to the University and assigned to the University. The Illinois Employee Patent Act, 765 ILCS 1060, shall be considered in implementing this Policy.
  In addition to faculty and staff (including student employees), the provisions of the University's patent policy will apply to:
  1. all graduate students and postdoctoral fellows; and
  2. non-employees who participate or intend to participate in research projects at the University (including visiting faculty, industrial personnel, fellows, research assistants, etc.) unless mutually agreed to by both parties.
  All persons subject to these regulations will promptly disclose in writing all Inventions they create. Such persons will cooperate with the University, to the best of their ability, in protecting Intellectual Property rights in the Invention, and will furnish such additional information and execute such documents from time to time as the University may reasonably request, including without limitation, an invention assignment.
2. The University will determine whether to commit funding to obtain protection for the Invention and/or to seek to identify one or more licensees who will bear the cost of obtaining patent protection and will so notify the inventor of the decision.
3. The University may assign ownership rights to the Creator or to a third party for commercialization of the technologies, but only to the extent as allowed by law, subject to the rights of sponsors and to the retention of a license to practice the Intellectual Property for University purposes. The minimum terms of such license will grant the University the right to use the Intellectual Property in its internally administered programs of teaching, research, and public service on a perpetual, royalty-free, nonexclusive basis. The University may retain more than the minimum license rights, and the assignment or license may be subject to additional terms and conditions, such as revenue sharing with the University and/or reimbursement of the costs of statutory protection, when justified by the circumstances of development.
4. Federally sponsored research agreements provide that all Intellectual Property developed as a result of the sponsored research project will belong to the University unless otherwise specified in writing and approved by the Provost.
5. The University (or its designee) has sole authority to negotiate with third parties for license agreements granting the right to use, develop, or otherwise commercialize University-owned Inventions.
6. The University will coordinate reporting requirements and other obligations to research sponsors regarding Inventions developed under a research contract or grant, including but not limited to obligations to the U.S. Government under 35 USC §200 et seq and 37 CFR 401.
7. If the University decides to abandon proprietary rights to Intellectual Property, rights to such Intellectual Property may revert to the Creator, subject to the rights of any sponsor and to the University's retained limited and non-exclusive rights set forth in 3.c. above.
Copyrights
1. All rights in copyright will remain with the author unless the material is:
  1. a work made for hire under copyright law), or
  2. supported by a direct allocation of funds through the University for the pursuit of a specific product, unless otherwise agreed, or
  3. commissioned by the University, or
  4. assigned to the University for use pursuant to a written agreement, or
  5. otherwise subject to contractual obligations.
2. The University does not claim ownership to "traditional academic copyrightable works." Ownership of original course materials resides with the creator who created the materials, unless ownership is assigned to the University pursuant to a written agreement.
3. The University will retain ownership of materials created by "institutional effort" rather than by "personal efforts." For instance, work assigned to staff computer programmers is a "work made for hire" as defined by law (regardless of whether the work is in the course of sponsored research, unsponsored research, or non-research activities), as is software developed by Information Technology Services resources.
4. When the development of instructional or informational materials employs information technology and is a collaborative effort between faculty or other developer(s) and the University, there will, at the outset of the development project, be a written, signed agreement between the developer(s) and the University, identifying the materials and denominating the party or parties who have the rights to use, reproduce, modify, publicly display, distribute, and profit from the materials. It is the responsibility of developers to identify any materials included in their work that are owned by parties other than the developers and the University and to obtain written permission or licenses from such third-party owners. Unless otherwise contractually agreed, the University owns the medium in which the instructional or informational materials are embedded (e.g., Web site, CD-ROM, video recording, audio recording) and the University owns the rights to use, modify, display, sell, license, or distribute (for financial gain or otherwise) that medium. The University retains all rights to specify the extent and manner in which University-owned names, trademarks, symbols, software, and technology will be used in the instructional or informational materials.
5. The following notice should be provided on University-owned materials:
  Copyright© [year]. Board of Trustees of ��Ƶ. All Rights Reserved.
  No other institutional or departmental name is to be used in the copyright notice, although the name and address of the department to which readers can direct inquiries may be listed below the copyright notice. The date in the notice should be the year in which the material is first published. Publication is defined as the distribution of copies or phone records of a work to the public by sale or other transfer of ownership, or by rental, lease, lending, public performance, or public display. Materials may be registered with the United States Copyright Office using its official forms, at the discretion of the University.
Tangible Research Property
Tangible Research Property (TRP) is owned by the University unless otherwise specified in related contracts and grants. For example, items such as microorganisms produced under a government grant usually belong to the University as expendable property, subject to the terms and conditions of the grant. Equipment which is fabricated at the University for subsequent off-campus use by a research sponsor is owned exclusively by the sponsor, unless otherwise specified in related contracts and grants.
Trade Secrets
Trade Secrets are owned by the University or are subject to agreements with sponsors and other third parties. All persons subject to these regulations will take appropriate measures to maintain the confidentiality of Trade Secrets.
Administration
The President of the University has ultimate authority for the stewardship of Intellectual Property developed at the University. The Provost, as the President's designee, is responsible for the licensing or other exploitation of the Intellectual Property. The University, acting in accordance with this Policy, has the sole discretion to decide how best to deal with University-owned Intellectual Property. In the event of any disputes concerning the interpretation or application of this Policy, the dispute shall be resolved and decided by the President, after the President gives due consideration to the input and recommendations from the Provost.
1. University Intellectual Property Committee
  1. Organization:
    The Committee will consist of up to nine members. The Provost will be a voting member and will serve as Chair of the Committee. Five voting faculty members will be appointed by the President for terms of three years each. Three of these will be faculty appointed upon the recommendation of the Faculty Senate. The terms of the Committee members will be staggered to provide that a minimum of one new member per year be added to the Committee. Three additional ex-officio non-voting members may serve representing the Office of Sponsored Projects and Research, ��Ƶ Foundation and the University General Counsel and Vice President.
  2. Duties:
    The Committee will serve in an advisory capacity to the Provost and President of the University.
    1. In case of disputes, the Committee will make recommendations regarding:
      1. what Intellectual Property belongs to the University under the provisions of this Policy; and
      2. application of this Policy concerning the sharing of Net Proceeds pursuant to Section 7.b. below.
    2. The Committee will review from time to time this Policy and recommend to the University General Counsel and the Provost such changes in this Policy as the Committee deems to be appropriate for consideration by the President and the Board of Trustees.
2. University's Acceptance of Independently Owned Intellectual Property
  The University may accept assignment of intellectual property from other parties provided that such action is determined to be consistent with the public and University interest. Any proposed donation must be reviewed and evaluated by the Intellectual Property Committee, and their decision reported to the Provost who will recommend acceptance or non-acceptance of such property to the President. Intellectual Property so accepted will be administered in a manner consistent with the administration of other University-owned Intellectual Property.
3. Jointly Owned Intellectual Property
  Intellectual Property jointly owned by the University and a third party resulting from jointly developed and/or commercialized work will be administered in accordance with a written agreement entered into by both the University and the third party.
Proceeds
1. Proceeds
  For purposes of this policy, "Proceeds" will refer to all cash proceeds, received by the University from the transfer, commercialization, or other exploitation of University-owned Intellectual Property. "Exploitation" here includes collaborative development of instructional or informational materials and licensing of TRP. Such Proceeds include without limitation, royalties, option fees, license fees, maintenance fees, milestone fees, sales proceeds, transfer fees, and other benefits from the licensing or transferring of University-owned Intellectual Property. If the University receives non-cash consideration or the license or transfer of rights in University-owned Intellectual Property (such as, for example, stock, options, warrants, or other interests in a company), then at such later date when the University sells such non-cash consideration, or otherwise receives cash for it, such cash receipt shall be treated as Proceeds at that time. The University shall retain sole discretion as to when and how to convert non-cash consideration into cash.
2. Revenue Distribution
  When Proceeds are received by the University, the University may, in its discretion deduct all actual out-of-pocket payments or obligations (and a reasonable reserve for anticipated future expenses) attributable to prosecuting patent applications, maintaining patent rights, registering the copyrights, marketing, licensing, commercializing, or administering the Intellectual Property. The Proceeds remaining after such deductions are defined as "Net Proceeds".
  1. Creator's Share.
    The Creator (or Creator's heirs, successors, and assignees) normally will receive one-third of Net Proceeds. If there are joint Creators, the Net Proceeds will be divided equally or as established in a separate agreement among the Creators.
  2. Creator's College.
    To further the commercialization and development of technology, the Creator's College at the University will receive one third of the Net Proceeds. For units within a College, the Creator's College and department or center will share this portion of the Net Proceeds equally. For cases in which the College or the department/center has invested a disproportionate portion of the resources to develop the Intellectual Property, the allocation of this share of the Net Proceeds will be adjusted accordingly. Any disputes concerning allocations will be arbitrated by the Provost and the Intellectual Property Committee under 7.a.ii.(a) 2). If a Creator is affiliated with more than one originating unit, or if there are joint Creators from different units, the originating unit(s) share will be divided among such units on the same percentage basis as the Creators, as defined in 8.b.i. above.
  3. University's Share.
    The University will receive one third of Net Proceeds. Distribution of the University's share will be allocated to the University royalty income fund, under the supervision of the Provost, to be used to support academic technical research.
3. Revenue Generated from Intellectual Property Donated to the University
  In the case of the donation of Intellectual Property to the University, after the payment of any expenses associated with the maintenance of the donated intellectual property, the College(s) that initiated or had original contact with the donor will receive 50% of the net revenue realized from the Intellectual Property and the University royalty income fund will receive 50% as its share.
4. Revenue from Actions to Enforce Intellectual Property Rights
  When the University receives settlements, damages, awards or other recoveries from third parties arising from the University's enforcement of the University's rights in its Intellectual Property, such settlements, damages or other recoveries will first be used to reimburse the University (or the sponsor or licensee, if appropriate) for expenses incurred in such actions. Any net remainder of the recovery will be allocated among the University, the Creators, and their originating unit(s) in the same proportions as specified in 8.b. above.
5. Equity Holdings
  The University may accept equity, under circumstances and in amounts to be determined by the Provost, in a company as consideration for Intellectual Property transfer or licensing transactions. Unless expressly approved by the President of the University, University personnel shall not serve as a member of the Board of Directors of such a company in which the University holds equity interests. To avoid the appearance of impropriety, faculty-authors who require their students to purchase their works should:
  1. donate the equivalent amount of any royalties received from such purchases to the University for use in an appropriate fund (e.g. department or college scholarship), or
  2. consider other appropriate methods of divesting themselves of the equivalent amount of any such royalties.

kwild@govst.edu 04/13/2026

Board of Trustees

02/24/2012

SEO Summary

��Ƶ's Board of Trustees Intellectual Property regulations establish policies for faculty, staff, and students regarding inventions.

BOT Regs Section VII - Intellectual Property

Policy Categories

Board of Trustees, Bylaws, Policies, Regulations

Policy Owner/Department

Board of Trustees

Board of Trustees Regulations Section VI - Physical Facilities

kwild@govst.edu — Fri, 10 Apr 2026 21:26:00 +0000

Board of Trustees Regulations Section VI - Physical Facilities

SECTION VI. PHYSICAL FACILITIES

Use of University Facilities
The University shall develop policies concerning the use of University facilities. The policies and any changes shall become effective when approved by the President.
The policies shall include the following provisions and such other provisions as are necessary and appropriate:
1. Protection of the right of free speech, subject to reasonable limitations on the time, place, and manner of exercise of that right.
2. Restriction of the use of University facilities to events and meetings sponsored by (i.) University groups and organizations, (ii.) non-university groups and organizations, and (iii.) individuals. University facilities may be used by individuals or non-university groups and organizations only when the event or meeting is of educational, cultural, or social significance or serves the general community welfare. Use of University facilities for official activities or by University groups and organizations shall have priority over use by individual or non-university groups and organizations.
3. Prohibition of fund raisers, canvassers, solicitors, vendors, and their agents from pursuing their occupations on University property except on official University business or in accordance with approved University regulations.
4. Provisions concerning compliance by individuals, groups, and organizations using University facilities with University requirements regarding insurance to protect the Board, its members, and employees.
Construction
1. Selection Procedures for Architects and Engineers
  The University shall develop policies and procedures for the selection of architects and engineers for University projects. The policies and procedures shall become effective when approved by the President.
2. Change Orders
  The provisions of Section V.B.6. of these Regulations shall govern construction contract change orders.
Naming of Board Property
1. The Board reserves the right to name all buildings (or parts thereof), structures, facilities, streets, grounds, and other real property belonging to the Board, hereinafter referred to as “Board property.”
2. Board property may be named for notable former employees of the Board, distinguished former members of the Board, donors of substantial funds, or public persons of the State and Nation or of any country.
3. Board property shall not be named for persons holding elective or appointive office in National, State, or Local government, members or employees of the Board, or members or employees of the Board of Higher Education during the term of their office or employment.
4. The University shall develop policies for the naming of Board property. The policies and any changes shall become effective when approved by the President.
5. The President shall make recommendations to the Board regarding the naming of Board property.
Alcoholic Beverage Policy
The University shall develop policies concerning the sale, delivery, possession, use or consumption of alcoholic beverages on University property. The policies shall require compliance with all applicable statutes and shall become effective when approved by the President.
Campus Disturbances or Demonstrations
In order that normal educational processes can continue without interruption and in order that individual safety, personal freedom, and property rights can be enjoyed without impairment, the Board has established this policy.
1. Unauthorized Activities
  1. Criminal Damage
    Criminal damage to State property is committed by any of the acts specified in 720 ILCS 5/21-4.
  2. Criminal Trespass
    Criminal trespass to State land is committed by one who enters upon the campus or a building with legal notice that entry is forbidden or who remains in an area after notice to depart.
    Persons who violate established university regulations for the use of university facilities shall be notified to depart. This notification should be given publicly and orally by an authorized University representative. If such persons remain, a police officer or other authorized University representative should read applicable portions of the criminal trespass statute, 720 ILCS 5/21-5, and advise them that they are in violation of the law and may be arrested. In appropriate circumstances, court action of an injunctive or criminal nature should be sought.
  3. Interference
    Interference with a public institution of higher education is committed by one who, without authority from the institution, through force or violence, actual or threatened, willfully acts as prohibited by 720 ILCS 5/21.2-2. In appropriate circumstances court action of an injunctive or criminal nature should be sought.
2. Penalties
  Persons who willfully damage State property, commit trespass on the campus, or interfere with the University’s operations shall be penalized in accordance with 720 ILCS 5/21-1 et seq.
  Members of a campus community who participate in unlawful activities which disrupt educational functions shall be dealt with in accordance with established disciplinary and administrative processes. Such processes may be invoked regardless of either civil or criminal actions arising out of the same event.
3. Outside Assistance
  When the President believes that unlawful activities which disrupt educational functions warrant, he/she is authorized by the Board to make prompt application to those agencies provided by the State for the purpose of dealing with those who break the law.
Motor Vehicle and Bicycle Regulatory Policies
The University may develop policies concerning the registration and use of motor vehicles and bicycles on University property. The policies and any changes shall become effective when approved by the President.
The policies shall include the following provisions and such other provisions as are necessary and appropriate:
1. Regulations which govern the use of vehicles on University property in accordance with applicable Federal, State and Local laws, which preserve the safety and protect the property of both individuals and the University, and which provide for enforcement by authorized University personnel.
2. Sanctions to be imposed for violations, with an appropriate appeal process for those sanctions.
3. Registration and parking regulations with fees, which shall stipulate that such fees shall be devoted to defraying costs associated with registration and parking activities.
Use of University Personal Property
The University shall develop policies concerning the use of University personal property which shall comply with all Illinois statutes, including the State Property Control Act. The policies and any changes shall become effective when approved by the President.
Policy on Concealed Carry
1. Statement of Purpose
  ��Ƶ (hereafter referred to as “GSU” or “University”) hereby establishes the GSU Concealed Carry Policy (hereafter referred to as “Policy”) pursuant to the 2013 Illinois Firearm Concealed Carry Act (430 ILCS 66) and its enabling regulations, and the authority granted by the ��Ƶ Law (10 ILCS 670). GSU is committed to providing a safe and secure environment for the GSU community and its guests. In support of this commitment, GSU establishes restrictions on the ability to carry firearms or weapons on the GSU campus in accordance with the Board of Trustees’ authority to promulgate rules and regulations and the 2013 Illinois Firearm Concealed Carry Act.
2. Persons Covered by This Policy
  This Policy applies to all employees, students, persons conducting business, or individuals visiting the GSU campus, as “Campus” is defined in this Policy. Visitors include, but are not limited to, prospective students, former students and their respective families.
3. Prohibited Activities
  1. Weapons or Firearms
    GSU maintains a Weapons and Firearms-Free Campus. “Campus” includes, but is not limited to, the GSU campus in University Park; regional campuses in Naperville and other educational centers or cohort sites, whether owned, leased or controlled by GSU, where GSU programs, activities and classes are held. No person covered by this policy, unless authorized by law or specifically exempted by federal or state law or GSU regulation, is authorized to possess a weapon or firearm while engaged in GSU-related business or activities.
    It is the Policy of GSU to prohibit:
    1. Any person covered by this Policy from possessing a weapon or firearm on property owned, leased or controlled by GSU, even if that person has a valid federal or state license to possess a weapon or firearm.
    2. Any person covered by this Policy from displaying, brandishing, discharging or otherwise using any and all weapons or firearms, including concealed weapons or firearms.
  2. Other Prohibited Activities
    It is the Policy of GSU to prohibit all persons covered by this Policy from making threats, bullying, intimidating or engaging in acts of violence. Such behavior or actions will not be tolerated and may result in discipline, up to and including but not limited to, immediate discharge, expulsion, and/or banishment from Campus.
  3. Exceptions
    The provisions of this Policy do not apply to the possession of weapons or firearms in GSU vehicles, GSU buildings, on GSU grounds, or at any GSU-sponsored activity if the possession of weapons or firearms is related to one of the following exceptions:
    1. The weapon or firearm is used in connection with a weapons safety course or weapons education course offered in the regular course of business or approved and authorized by GSU.
    2. The weapon or firearm is carried by an on-duty law enforcement officer required to carry a weapon or firearm as a condition of his or her employment; the weapon or firearm is carried by a law enforcement officer from an external agency conducting official business at GSU; or any other exception is deemed necessary as determined by the GSU Chief of Police.
    3. The weapon or firearm is used in connection with sanctioned classes, athletics, or recreational sports practices, games, matches, tournaments or events on Campus (including but not limited to fencing, starter pistols and archery) when the activity requires the use of such weapons or firearms.
    4. The use of simulated weapons or firearms in connection with GSU-related theatrical productions.
    The exceptions to the prohibitions of concealed carry do not apply to off-duty law enforcement officers on Campus, including off duty law enforcement officers attending classes as students.
4. Locations at Which Policy Applies
  For purposes of this Policy, “property of GSU” includes any vehicle, building, classroom, laboratory, medical clinic, hospital, artistic venue, or entertainment venue whether owned, leased or operated by GSU, and any real property, including parking areas, sidewalks and common areas under the control of GSU.
  This Policy also applies to all University-related organization property whether leased or owned by GSU, and all GSU-officially-recognized organization property whether leased or owned by GSU.
  1. Signage
    GSU’s Facilities Development and Management (FDM) Department, in consultation with GSU’s Department of Public Safety (DPS), shall determine placement of clearly and conspicuously posted signs at all building and restricted parking area entrances stating that concealed firearms are prohibited. Signs shall be in accordance with the design approved by the Illinois State Police.
    FDM, in consultation with other relevant divisions of GSU, shall be responsible for the placement and maintenance of signage at building and restricted parking area entrances where vehicles containing weapons or firearms are prohibited.
  2. Parking
    A weapon or firearm may be transported into an unrestricted parking area within a vehicle if the weapon or firearm and its ammunition remain locked in a case out of plain view within the parked vehicle. “Case” is defined as a glove compartment or console that completely encases the weapon or firearm and its ammunition, the trunk of the vehicle, or a weapon or firearm carrying box, shipping box or other container. The weapon or firearm may only be removed for the limited purpose of storage or retrieval from within the trunk of the vehicle. A weapon or firearm must first be unloaded before removal from the vehicle.
    Certain parking areas on Campus may be designated as areas where weapons and firearms are not permitted.
  3. Storage and Confiscation of Weapons or Firearms
    The primary place of storage for a weapon or firearm is within a locked case out of plain view within a parked vehicle in an unrestricted parking area. When storage of a weapon or firearm in a vehicle is not practical, the weapon or firearm may also be stored with DPS. Prior arrangements should be made with DPS when using its storage services, which is available 24 hours a day, 7 days a week.
    All persons arriving on the GSU campus in University Park with a licensed weapon or firearm who cannot store their weapon or firearm in their vehicle must proceed immediately to the Dispatch Center of DPS in Room C1375 (708.534.4900) to temporarily secure their weapon or firearm. The unloaded weapon or firearm will be transported to DPS in a locked storage container. Individuals are required to present their valid concealed carry license, their valid state Firearm Owners Identification card, and their valid state-issued driver’s license or state ID, in order to check in and check out weapons or firearms. Weapons or firearms shall be checked out immediately prior to leaving the GSU campus in University Park.
    All persons who seek storage of a licensed weapon or firearm at any other GSU location including, but not limited to, the GSU campuses in Naperville and other education or cohort sites must make prior arrangements with DPS.
5. Enforcement
  Any individual visiting or conducting business on the property of GSU found to have carried a weapon or firearm onto the property of GSU knowingly, or under circumstances in which the person should have known that he or she was in possession of a weapon or firearm, may be banned from the GSU Campus.
  Any student found to have carried a weapon or firearm onto the property of GSU knowingly, or found to be carrying a weapon under circumstances in which the student should have known that he or she was in possession of a weapon or firearm, may be subject to discipline up to and including, but not limited to, expulsion from GSU.
  Any employee found to have carried a weapon or firearm onto the property of GSU knowingly, or found to be carrying a weapon or firearm under circumstances in which the employee should have known that he or she was in possession of a weapon or firearm, may be subject to discipline up to and including, but not limited to, immediate termination of employment, subject to such other employment agreements, rules or regulations in place.
  Any individual found to have carried a weapon or firearm onto the property of GSU knowingly, or found to be carrying a weapon or firearm under circumstances in which the individual should have known that he or she was in possession of a weapon or firearm, may be subject to administrative action by GSU and possible arrest and prosecution. Violations of this Policy may result in referrals to external law enforcement agencies.
6. Reporting Requirements
  GSU’s Board of Trustees authorizes the President of GSU to promulgate protocols for the implementation of this Policy including, but not limited to, delegating required reporting responsibilities and protocols related to storage and confiscation of weapons or firearms.
7. Distribution of Information Regarding Policy
  GSU shall be responsible for the development and distribution of information regarding this Policy to the GSU campus community, GSU media outlets and external audiences.
8. Definitions
  1. “Bullying” is defined as: Conduct by any person covered by this Policy that is intended or that a reasonable person would know is likely to harm students by substantially interfering with educational opportunities, benefits, or programs of one or more students, faculty members or employees, or conduct that adversely affects the ability of a student, faculty members or employees, to participate in or benefit from GSU’s educational programs or activities by placing the student, faculty member or employee in a reasonable person’s fear of actual and substantial physical harm, mental harm or emotional distress.
  2. A “firearm” is defined as: loaded or unloaded handgun. A “handgun” is defined as any device which is designed to expel a projectile or projectiles by the action of an explosion, expansion of gas, or escape of gas that is designed to be held and fired by the use of a single hand. A “weapon” is defined as: Any device, whether loaded or unloaded, that shoots a bullet, pellet, flare or any other projectile including those powered by CO2. This includes, but is not limited to, machine guns, rifles, shotguns, handguns or other firearm, BB/pellet gun, spring gun, paint ball gun, flare gun, stun gun, Taser or dart gun and any ammunition for any such device. Any replica of the foregoing is also prohibited. Any explosive device including, but not limited to, firecrackers and black powder. Any device that is designed or traditionally used to inflict harm including, but not limited to, bows and arrows, any knife with a blade longer than three inches, hunting knife, fixed blade knife, throwing knives, dagger, razor or other cutting instrument the blade of which is exposed.
9. GSU Department of Public Safety (DPS)
  The Department of Public Safety, in consultation with other relevant divisions of GSU and executive management, shall be responsible for the development and promulgation of procedures and protocols for storage and confiscation of weapons and the determination of restricted parking areas.
  The GSU Chief of Police, in consultation with other relevant divisions of GSU and executive management, shall promulgate policies and procedures to be used in determining whether any exceptions to this Policy are necessary.
10. GSU Dean of Students
  The GSU Dean of Students shall be the designee of the President of GSU responsible for reporting to DPS any student or visitor who is determined to pose a clear and present danger.
11. Delegation
  GSU’s Board of Trustees hereby delegates to the President of GSU the authority to promulgate additional policies, regulations and procedures related to and consistent with this Policy, the 2013 Illinois Firearm Concealed Carry Act and other relevant laws and regulations.

kwild@govst.edu 04/10/2026

Board of Trustees

07/12/1996

02/28/2014

SEO Summary

��Ƶ Board of Trustees regulations govern the use of physical facilities, construction procedures, and naming of university property.

BOT Regs Section VI - Physical Facilities

Policy Categories

Board of Trustees, Bylaws, Policies, Regulations

Policy Owner/Department

Board of Trustees

Amended February 28, 2014

Board of Trustees Regulations Section V - Financial and Administrative Affairs

kwild@govst.edu — Fri, 10 Apr 2026 19:33:23 +0000

Board of Trustees Regulations Section V - Financial and Administrative Affairs

SECTION V. FINANCIAL AND ADMINISTRATIVE AFFAIRS

Budget and Appropriations Process
1. Budget Requests
  The President shall establish guidelines and procedures for preparation of operating and capital budget requests for the University. The President shall review and make recommendations concerning the requests and submit them to the Board for approval. The President shall submit budget requests approved by the Board to the Board of Higher Education and shall take such actions on the Board’s behalf as are necessary and appropriate during the Board of Higher Education budget review process.
2. Appropriations Requests
  The President shall prepare the University’s requests for operating and capital appropriations. The President shall introduce appropriations requests based upon budget requests approved by the Board in the appropriate house of the General Assembly and shall take such actions on the Board’s behalf as are necessary and appropriate during the appropriations process.
3. Financial Plans and Reports
  1. The President, after consultation with the Committee on Finance and Budget, shall establish guidelines and procedures for the preparation of an annual financial plan for appropriated and non-appropriated funds which shall be submitted to the Board for review.
  2. The President, after consultation with the Committee on Finance and Budget, shall establish guidelines and procedures for the preparation of financial reports for the Board.
4. Line Item Transfers
  The President, subject to the provisions of State law, may approve appropriation line item transfer requests and shall present a report at each regular meeting of the Board on appropriation line item transfers approved since the preceding regular Board meeting.
Purchases
Purchases consist of contracts, purchase orders, or other agreements (collectively referred to in this Subsection B. as “contracts”) for the receipt of services or the acquisition of real or personal property which obligate financial resources of the Board. The financial resources of the Board include all funds received by or belonging to the Board and the University, including income received and retained in accordance with 30 ILCS 105/6a-1e. All purchasing transactions shall be conducted in accordance with applicable State and Federal statutes and regulations and applicable regulations adopted by the Board. Procurement activity of the University is governed by many statutes, including, but not limited to the Illinois Procurement Code 30 ILCS 500/1-1 et seq. As stewards of public funds, it is essential that University employees receive and follow clear guidance on purchasing decisions.
1. Approval
  Approval of purchases shall be obtained, prior to the obligation of financial resources of the Board, as follows:
  1. All transactions involving the acquisition of real property or purchases of $250,000 or more (except as specified in Section V.B.1.d hereof) shall require approval by the Board.
  2. Authority for approval of purchases other than those referred to in Section V.B.1.a hereof is delegated to the President, who may delegate such authority to University administrators within his or her discretion. Such delegations of authority shall be in writing.
  3. In the event of an emergency, the President may grant an exception to the requirement of Board approval of a contract if, in the opinion of the President: (i) immediate action is required; (ii) a reasonable effort has been made by the President to consult individually with members of the Board or of the Executive Committee; and (iii) there is insufficient time to obtain approval by the Board or the Executive Committee before action must be taken. The President shall present an informational report on exceptions granted under this provision at the next regular meeting of the Board.
  4. Approval by the Board under paragraph Section V.B.1.a hereof is not required for the following purchases: natural gas; utility services; fire protection; library books, electronic resources, and periodicals; textbooks; food products; entertainment services paid for with student fees and/or ticket sales receipts; resale items; postal charges; Procurement Code Exempt purchases and purchases made from vendors approved by the Illinois Public Higher Education Cooperative, State of Illinois Joint Contract awards, and other cooperatives where GSU is a member and a public solicitation is awarded for the product or service purchased.
2. Reports
  At each regular meeting of the Board, the President shall present an informational report on purchases of at least $100,000 but less than $250,000 (other than purchases excepted under Section V.A.1.d hereof) made since the preceding regular Board meeting.
3. Contract Preparation and Signature
  1. The Board of Trustees of ��Ƶ, constituted a body corporate and politic, is the contracting entity for all contracts involving the Board and the University.
  2. Except as otherwise provided herein, the President is authorized to sign all contracts for the University and may delegate such authority to University administrators within his or her discretion. Such delegations of authority shall be in writing.
4. Letters of Intent
  A letter of intent (or similar document) may be signed by the President when in her or his judgment a letter of intent is necessary to ensure receipt of an advantageous price or delivery date for goods or services and approval of the purchase by the Board as required by Section V.B.1 hereof cannot be timely obtained. Such letters of intent shall provide that the purchase may be terminated without any cost, liability, or obligation if approval of the Board as required by Section V.B.1 is not obtained by a specific date and shall contain such other conditions as may be considered appropriate by the person signing the letter of intent.
5. Internal Management Guidelines
  The President shall establish and publish internal management guidelines (via policy, procedure, or otherwise) concerning purchases, which shall include the following provisions and such other provisions as are necessary and appropriate. Such guidelines shall take effect upon approval by the President.
  1. Provisions intended to ensure the fair and equitable treatment of all persons who provide goods or services to the Board.
  2. Provisions intended to foster competitive bidding and economical procurement to the greatest extent possible.
  3. Provisions intended to encourage the economical utilization and replacement of vehicles.
  4. Provisions to encourage the use of diverse suppliers, including but not limited to, small businesses and businesses owned by minorities, women, veterans, and persons with disabilities. Such provisions shall ensure compliance with applicable law.
6. Change Orders
  1. The President (or the President’s delegee) is authorized to approve and sign change orders or amendments relating to contracts (collectively, “amendments”) on behalf of the University.
  2. A change order or series of change orders which authorizes or necessitates an increase or decrease in either the cost of a contract by a total of $10,000 or more or the time of completion by a total of 30 days or more shall not be approved unless it is first determined in writing by the President that the circumstances necessitating the change were not reasonably foreseeable at the time the contract was signed, the change is germane to the original contract as signed, or the change order or series of change orders is in the best interest of the University and is authorized by law. Such written determination and the written change order resulting from that determination shall be preserved in the contract’s permanent file, which shall be open to the public for inspection consistent with applicable law governing public records.
  3. In accordance with Section I.E of these Regulations, the President shall further delegate the authority granted to her or him in the preceding paragraphs so that the same individual does not both approve a change order under Section V.B.6.a and make a determination in writing that the change order is justified under Section V.B.6.b.
  4. Except in emergency situations meeting the requirements of Section V.A.1.c hereof above and except as relating to those contracts described in Section V.B.1.d hereof, prior Board approval shall be required for any amendment that (i) increases a contract to $250,000 or more; (ii) exceeds a contingency previously approved by the Board; or (iii) increases a contract previously approved by the Board without a contingency. The President shall present a report on emergency exceptions granted under this provision at the next regular meeting of the Board.
Income-Producing Contracts
Income-producing contracts include, without limitation, grants or contracts with public or private agencies for instruction, research, or service, as well as concession contracts and contracts for the conveyance, lease, license, encumbrance, or other disposition of real or personal property of the Board.
1. Approval
  1. Income-producing contracts shall require Board approval when the acceptance of any such contract results in changes to academic programs that would require subsequent approval by the Board of Higher Education.
  2. All contracts for the conveyance, lease, or encumbrance of real property shall require Board approval. For the avoidance of doubt, this provision shall not apply to the practice of temporary space use rental agreements or license agreements.
  3. Authority for approval of income-producing contracts, other than those requiring Board approval in accordance with Section V.C.1.a and b hereof, is delegated to the President. Except as otherwise provided herein, the President may sign all such contracts upon approval.
2. Reports
  A quarterly report to the Board shall be presented by the President on income-producing contracts of $100,000 or more received by the University.
Travel
Travel regulations issued by the Illinois Higher Education Travel Control Board, as may be amended from time to time, shall govern the reimbursement of travel expenses incurred by employees and members of the Board from all fund sources, except appropriately restricted funds donated to University foundations. The President shall establish and publish a policy concerning the reimbursement of travel expenses not otherwise provided for herein, and such policy shall take effect when approved by the President.
Business Expenses
The President shall establish and publish a policy concerning the reimbursement from any University funds for any reason, including expenses incurred in connection with the conduct of official business for individuals, organizations, or situations not covered by regulations of the Higher Education Travel Control Board. The policy shall be consistent with regulations issued by the Higher Education Travel Control Board to the extent possible and shall take effect when approved by the President. The policy shall include the following provisions and such other provisions as are necessary and appropriate.
1. Provisions concerning the reimbursement of expenses for transportation, meals, and living expenses.
2. Provisions concerning the reimbursement of expenses for institutional advancement and development efforts.
3. Provisions concerning the reimbursement of expenses for candidates for positions.
4. Provisions concerning the source of funds for reimbursement of business expenses.
Moving and Relocation Expenses
1. The term “employee,” as used herein, includes all full-time faculty and selected administrative and civil service employees hired from outside the commuting area of ��Ƶ. The President shall define the administrative and civil service positions in each university that are eligible for reimbursement for moving and relocation expenses.
2. Moving or relocation expenses associated with the appointment of the President shall be limited to reasonable and actual expenses and shall be subject to approval by the Board. Moving or relocation expenses associated with the appointment of other employees shall be limited to reasonable and actual expenses and shall be limited to the maximum established by the President unless an exception thereto is granted by the President. The President shall inform the Board of the maximum reimbursement levels established by the President under these Regulations, and thereafter, of any change to such maxima.
3. If two or more individuals occupying the same household who qualify for reimbursement for moving and relocation expenses are hired with commencement dates not more than 30 calendar days apart, they shall be eligible for a single reimbursement for that household to be divided equally between or among such individuals.
Non-Appropriated Funds
30 ILCS 105/6a-1e provides that certain non-appropriated funds may be retained by the University for use in the manner and for the purposes set forth therein. This regulation is issued to establish uniform procedures relating to the use and handling of such funds as receipts from revenue bond operations, auxiliary enterprise operations, and other self-supporting activities; governmental and private gifts, grants, and contracts; a working cash fund; unrestricted institutional funds; tuition; student fees; and such other funds as may from time to time be approved by the Board. The University’s policy on the investment of non-appropriated funds is set forth in Section V(M) below.
1. Reports
  The President shall submit an annual report to the Board on the deposit and investment of non-appropriated funds during the preceding year.
2. Records and Audits
  The University shall maintain detailed financial records of operations and prepare formal financial reports in accordance with generally accepted principles and standards of accounting as are necessary for sound financial management and adequate disclosure. Each year, the University shall provide a copy of its annual financial report and audit by the Auditor General to the Board.
3. Bond Resolutions
  In the event of a conflict between the provisions of these Regulations and the requirements of specific bond resolutions adopted by the Board, the latter shall govern.
4. Reserves
  Board approval shall be required to establish or change non-instructional facilities reserves or other reserves authorized by the University Guidelines 1982 issued by the Legislative Audit Commission.
University-Related Organizations
1. General
  University-related organizations include foundations, alumni associations, athletic associations, and other not-for-profit organizations established for the purpose of assisting the Board and the University in the accomplishment of their educational objectives.
2. Audit Commission Guidelines
  The relationship between University-related organizations and the University shall be governed by the University Guidelines 1982 issued by the Legislative Audit Commission. The University shall develop a written contract describing this relationship with each of its University-related organizations. Each contract shall be subject to approval by the Board.
3. Establishment of University-Related Organizations
  Proposals to create a new University-related organization shall be submitted by the President for review by the Board before the organization is established.
4. Contributions
  A proposal shall be submitted by the President describing any significant commitment of University resources to or for the benefit of, or contribution to or for the benefit of, any University-related organization. Approval of the Board shall be required before such a commitment is made.
5. Reports
  1. A quarterly report to the Board shall be presented by the President on contributions to University-related organizations.
  2. The President shall submit copies of the annual audits of each University-related organization to the Board.
Contributions
1. General
  For the purpose of this Regulation, contributions are defined to include gifts, endowments, trusts, bequests, devises, and other donations made to the University.
2. Authority to Accept
  The President is authorized to accept contributions to the University. Board approval shall be required prior to acceptance in the case of contributions that involve a significant commitment of resources for the operation, maintenance, or administration of the contribution.
3. Reports
  A quarterly report to the Board shall be presented by the President on contributions to the University of $25,000 or more.
Mandatory Fees
1. Definition
  Mandatory fees are defined as tuition and other fees established by the Board, which all students are assessed as a prerequisite for registration unless a waiver or other exemption has been authorized by the Board or by statute.
2. Tuition
  The University shall develop a long-range plan for tuition as required by the Illinois Board of Higher Education. Board approval shall be required to change tuition rates.
3. Other Mandatory Fees
  Any proposal to establish or change the amount of any other mandatory fee shall be subject to a student referendum. Board approval shall be required to establish or change the amount of any mandatory fee. In addition to tuition, mandatory fees that may be established at the University include, but are not limited to, the following:
  1. Activity fee
  2. Revenue Bond fee
  3. Health Care fee
  4. Insurance fee
  5. Athletic fee
  6. University Center fee
4. Waivers
  The approval of the President is required to waive mandatory fees, except when a waiver is required by statute, authorized by Board regulation, or has been established as part of the University’s financial aid policy.
5. Collections
  All registration fees must be collected prior to or during the academic term to which they apply. The University may offer a plan which would permit students to pay their tuition and fees in two or more installments during the academic term. A service charge may be added for students who elect to pay in more than one installment in accordance with the approved University plan. Unless an exception is granted by the President by policy or on an ad hoc basis, all persons must meet all financial obligations to the University to maintain their status as enrolled students.
6. Refunds
  The University shall develop policies that govern the refund of mandatory fees. These policies and any changes shall become effective when approved by the President. The term “refund” as used in this Regulation may mean the cancellation of an unpaid obligation as well as an actual refund of amounts previously paid.
7. Activity Fee
  1. Student activity fees, upon collection by the University, become State funds and are subject to statutes, regulations, and University policies and procedures applicable to State funds generally.
  2. The University shall develop policies concerning the administration of student activity fees. The policies and any changes shall become effective when approved by the President.
    The policies shall contain the following provisions and such other provisions as are necessary and appropriate:
    1. Provisions for collection of all student activity fees at regular intervals.
    2. Provisions for allocation by a body which includes representation of appropriate student organizations and of students generally.
Special Fees and Charges
1. Special Fees
  Special fees are defined as all fees other than mandatory fees and include, but are not limited to, the following:
  1. Room and Board fee
  2. Program Change fee
  3. Graduation fee
  4. Late Registration and/or Late Payment fee
  5. Service fee for Installment Payments
  6. Transcript fee
  The President’s approval shall be required to establish or change the amount of any special fee.
2. Charges
  Charges are defined as program- or activity-specific assessments, and may include but are not limited to, the following:
  1. Laboratory, Material, or Other Course-Related charge
  2. Locker and Towel charge
  3. Late Examination charge
  4. Duplicate Schedule charge
  5. Library Fine charge
  6. Lost Identification or Activity Card charge
  7. Test charge
  8. Parking charge
  Approval of the President is required to establish or change the amount of any charge.
3. Waivers and Refunds
  Special fees and charges may be waived or refunded in accordance with University policy or by specific approval of the President.
Internal Offset Procedures
The University shall develop procedures whereby University initiated payments to its debtors may be offset in accordance with State law and the rules of the State Comptroller. The procedures and any changes shall become effective when approved by the President.
Investment Policy
1. Purpose
  The Investment Policy provides the guiding principles for the University to effectively supervise, monitor, and evaluate the investment of its funds.
2. Philosophy
  The University shall manage its cash and investments in a manner that will preserve principal, meet operating cash flow needs, and produce a yield which would be described in the current marketplace as acceptable by conservative investment managers.
  Investment strategies will evolve over time as market conditions, interest rates, and operational needs change. Such strategies must comply with applicable State and Federal laws and regulations, and bond/debt indentures.
3. Responsibility and Authority
  1. University Board of Trustees

The Board has fiduciary responsibility for the University’s invested funds.
The Board fulfills its fiduciary responsibility for the management of all invested funds through the adoption of the University’s investment policy.
The Board may retain such professionals, including investment managers, consultants, fund custodians, and legal and accounting specialists as may be required to achieve the purposes of the investment policy. The Board reserves the right to terminate such professionals as a result of performance assessment in accordance with this investment policy.

Budget and Finance Committee of the Board

Has oversight responsibilities over the University’s investment program.
Sets forth recommendations to the Board regarding investment policy.
Reviews the University’s investment policy on a periodic basis.
Reviews investment asset allocation, portfolio, and performance on a quarterly basis.
Reports investment activities and performance to the Board on an annual basis.
Approves the selection and assesses the performance of professionals, including consultants, investment managers, fund custodians, and legal and accounting specialists as may be required to achieve the purposes of the investment policy.

Vice President for Administration and Finance/Chief Financial Officer

Chief custodian of all funds held in the name of the University.
Execution of the investment policy, which includes the establishment of financial relationships, such as banking relationships, investment managers, consultants, custodians, and other vendors directly related to the provision of investment management services, for the holding or management of the University’s invested funds.
Recommends, as necessary, changes to investment allocation and investment policy.
Provides a quarterly report of investment activities and performance to the Budget and Finance Committee of the Board.

Office of Financial Services and Comptroller

Manages the University invested funds consistent with the investment policy under the direction of the Vice President for Administration and Finance/Chief Financial Officer.
Directs and manages the day-to-day transactions with external investment managers.
Establishes internal controls and written operational procedures for the operation of the investment program.

Investment Managers

Manage the University invested funds under their supervision in accordance with the University investment policy.
Exercise full investment discretion with regard to buying, managing, and selling assets held in the portfolios.
Accorded full discretion, within the limits set forth in this investment policy, to select individual securities, adjust the maturity mix, where applicable, and (3) diversify their portfolios so as to limit the impact of large losses in individual investments on the total portfolio.
Use the same care, skill, prudence, and due diligence under the circumstances then prevailing that experienced investment professionals acting in a like capacity would in the management of their own affairs, not in regard to speculation, but in regard to the stewardship of their funds considering the probable income, risk, and preservation of capital.
Provide the University with monthly and quarterly reports of investment activities, fund holdings and performance.

Policy
1. University Funds Available for Investments

Operating Funds: Represents all funds available for current use in support of the University’s academic programs and support functions. These operating funds are pooled to provide the University continuity of mission, investment flexibility, and efficient administration.
Debt Funds: Proceeds from debt issuance, which can be temporarily invested pending expenditure for the related University’s projects.

Investment Objectives
University investments shall be managed with prudent judgment and care. The investment portfolio shall be managed with the intention of obtaining the highest possible net return, balancing reasonable growth and yield with acceptable risk. In addition, the portfolio shall exhibit diversity with respect to instrument type and duration. The achievement of these objectives shall be accomplished in the manner described below:

Safety: The safety of principal is the foremost objective of the investment program. The University funds shall be invested in a manner which seeks to ensure the preservation of capital.
Liquidity: The University’s investment portfolio will be structured in such a manner that securities mature at the same time as cash is needed to meet anticipated operational cash flow needs. Additionally, since all possible cash demands cannot be anticipated, the portfolio should consist largely of securities with active secondary or resale markets.
Return on Investments: Investment returns on the University’s investment portfolio is a priority after the safety and liquidity objectives described above. Investments are limited to relatively low risk securities in anticipation of earning a fair return relative to the risk being assumed.

Authorized Investments
University funds should be invested in accordance with the State of Illinois Public Funds Investment Act (30 ILCS 235), which authorized the University to invest in the following:

Bonds, notes, certificates of indebtedness, treasury bills, or other securities guaranteed by full faith and credit of the United States of America as to principal and interest.
Bonds, notes, debentures, or other similar obligations of the United States of America, its agencies, and its instrumentalities. Agencies of the United States of America includes:
- federal land banks, federal intermediate credit banks, banks for cooperative, federal farm credit banks, or any other entity authorized to issue debt obligations under the Farm Credit Act of 1971 (12 U.S.C. 2001 et seq.) and Acts amendatory thereto;
- federal home loan banks and federal home loan mortgage corporation;
- any other agency created by Act of Congress.
Interest-bearing savings accounts, interest-bearing certificates of deposits, interest-bearing time deposits, or any other investment that constitutes direct obligations of any bank as defined by the Illinois Banking Act (205 ILCS 5).
Short-term obligations of corporations organized in the United States with assets exceeding $500M, if:
- such obligations are rated at the time of purchase at 1 of the 3 highest classifications established by at least 2 standard rating services;
- the maturity is not later than 270 days from the date of purchase, or the maturity is more than 270 days but less than 3 years from the date of purchase;
- such purchases do not exceed 10% of the corporation’s outstanding obligations;
- no more than one-third of the University’s funds may be invested in short-term obligations of corporations.
Money market mutual funds registered under the Investment Company Act of 1940.
Short-term discount obligations of the Federal National Mortgage Association or in shares or other forms of securities legally issuable by savings and loan associations which are incorporated under the laws of Illinois or any other state or under the laws of the United States.
- Investments may be made only in those savings and loan associations which are insured by the Federal Savings and Loan Insurance Corporation.
- Securities may be purchased at the offering or market price at the time of purchase.
- Securities shall mature or be redeemable on a date or dates prior to the time when invested funds will be required for expenditure by the University.
Dividend-bearing share accounts, share certificate accounts or class of share accounts of a credit union chartered under the laws of the State of Illinois or the laws of the United States, provided the principal office of the credit union must be located within the State of Illinois and the investments must be in accounts which are insured by applicable law.
The Illinois Funds Money Market Funds.
Repurchase agreements that meet certain instrument and transaction requirements.

Diversification and Allocation
The University will diversify its investments by security type, issue and maturity in order to reduce overall portfolio risks while striving to obtain the highest possible net return. The University’s investment portfolio will be structured to provide that sufficient funds from investments are available every month to meet the University’s anticipated cash needs. Subject to the safety objectives outlined above, the choice in investment instruments and maturities will be based upon an analysis of anticipated cash needs, existing and anticipated revenues, interest rate trends, and specific market opportunities.
Bank Deposit Collateralization Requirements
In accordance with the State Finance Act (30 ILCS 105/6a-1e), whenever funds retained by the University in its own treasury are deposited with a bank or savings and loan association and the amount of the deposit exceeds the amount of federal deposit insurance coverage, a bond or pledged securities shall be obtained. Only the types of securities which the State Treasurer may, in his discretion, accept for amounts not insured by the Federal Deposit Insurance Corporation or the Federal Savings and Loan Insurance Corporation under Section 11 of the Deposit of State Moneys Act (15 ILCS 520/11) may be accepted as pledged securities. The market value of the bond or pledged securities shall at all times be equal to or greater than the uninsured portion of the deposit.
Selection of Investment Managers
Selection of investment managers will be based on prudent due diligence procedures as informed by the Illinois Procurement Code. Investment managers who manage University funds must be registered with the Securities and Exchange Commission, carry adequate levels of insurance, and have sufficient documented investment history and experience, personnel, organizational and fee structure, and client service capabilities to meet University needs.
Standards of Care

Prudent Person Rule: The standard of prudence to be used by the officers, employees, and agents, including, but not limited to, investment managers, involved in the investment process shall be the “prudent person rule” and shall be applied in the context of managing an overall investment portfolio.
Ethics and Conflicts of Interest: Officers, employees, and agents, including, but not limited to, investment managers, involved in the investment process shall refrain from personal business activity that conflicts with the proper execution of the investment program, or impairs their ability to make impartial investment decisions. They shall comply with the Board policies and regulations, University policies and procedures, and all the applicable Federal and State laws and regulations governing ethics and conflicts of interest. This includes, but is not limited to, the Illinois Governmental Ethics Act (5 ILCS 420), and the State Officials and Employees Ethics Act (5 ILCS 430), which set forth guidelines for professional conduct by those acting on behalf of the University. Any material interest in financial institutions with which the University conducts business shall be reported to the University Ethics Officer.
Internal Controls: The University is responsible for establishing, maintaining, and evaluating internal control systems designed to ensure compliance with applicable laws and regulations; recording transactions properly; and protecting assets from loss that might arise from fraud, employee error, misrepresentation by third parties, or imprudent actions by employees.

Sustainable Investing
In accordance with the Illinois Sustainable Investing Act (30 ILCS 238), officers, employees, and agents, including, but not limited to, investment managers, involved in the investment process will strive, within the bounds of financial and fiduciary prudence, to regularly consider material, relevant, and decision-useful sustainability factors in evaluating investment decisions. Factors to be considered may include, but are not limited to: (i) corporate governance and leadership factors, (ii) environmental factors, (iii) social capital factors, (iv) human capital factors, and (v) business model and innovation factors.

kwild@govst.edu 04/10/2026

Board of Trustees

07/12/1996

10/21/2022

SEO Summary

��Ƶ Board of Trustees Regulations Section V establishes financial and administrative procedures governing budgets, appropriations.

BOT Regs Section V - Administrative Affairs

Policy Categories

Board of Trustees, Bylaws, Policies, Regulations

Policy Owner/Department

Board of Trustees

Amended June 12, 1998
Amended October 14, 2011
Amended June 10, 2022
Amended October 21, 2022

Board of Trustees Regulations Section IV - Students

kwild@govst.edu — Fri, 10 Apr 2026 19:11:59 +0000

Board of Trustees Regulations Section IV - Students

SECTION IV. STUDENTS

Admission Policies
The University shall develop policies for the admission of undergraduate and graduate students. The policies shall become effective when approved by the President and shall be:
1. Consistent with the Board’s commitment to equal opportunity for qualified students to attend ��Ƶ.
2. Consistent with admission standards approved by the Board of Higher Education.
3. Published in appropriate University catalogs.
The President shall submit a report to the Board on admission policies whenever such policies are altered.
Student Financial Aid
1. Definition
  Student financial aid includes tuition waivers, scholarships, grants, loans, and employment opportunities which are provided for students to assist them in meeting the costs of University attendance whether from university, state, federal, or private resources.
2. Financial Aid Policy
  The University shall develop a policy for the administration of its financial aid program. The policy shall become effective when approved by the President. The policy and procedures shall comply with Board of Higher Education tuition waiver policies and the other applicable laws, policies, rules, or requirements.
  The financial aid policy shall be consistent with the Board’s commitment to provide an equal opportunity to qualified Illinois residents to attend ��Ƶ. The policy shall include the following provisions and such other provisions as are necessary and appropriate:
  1. Policies and procedures concerning the award of tuition waivers. The policies and procedures shall describe all tuition waivers issued by the University and the criteria for their award.
  2. Policies and procedures concerning the employment and compensation of student hourly workers. The policies and procedures shall comply with the rules of the State Universities Civil Service System and with applicable state and federal employment law.
  3. Policies and procedures concerning the appointment, hours of work, and compensation of graduate assistants. Graduate assistants may not hold faculty rank and must hold at least the baccalaureate degree or its equivalent.
3. Financial Aid Report
  The President shall submit an annual report to the Board on student financial aid programs.
Residency Status
1. Definitions
  For purposes of this regulation, the following definitions pertain:
  1. An “adult student” is a student who is eighteen or more years of age.
  2. A “minor student” is a student who is less than eighteen years of age.
  3. An “emancipated minor student” is a completely self-supporting student who is less than eighteen years of age. Marriage or active military service shall be regarded as effecting the emancipation of minors, whether male or female, for the purposes of this regulation.
  4. “Residence” means legal domicile. Voter registration, filing of tax returns, proper license and registration for driving or ownership of a vehicle, and other such transactions may verify intent of residence in a state. Neither length of University attendance nor continued presence in the University community during vacation periods shall be construed to be proof of Illinois residence. Except as otherwise provided in this regulation, no parent or legal or natural guardian will be considered a resident unless the parent or guardian maintains a bone fide and permanent residence in Illinois, except when temporarily absent from Illinois, with no intention of changing his or her legal residence to some other state or country.
2. Residency Determination
  The University shall determine the residency status of each student enrolled in the University for the purpose of determining whether the student is assessed in-state or out-of-state tuition. Each applicant for admission to the University shall submit at the time of application evidence for determination of residency. The office responsible for admissions shall make a determination of residency status.
  1. If a non-resident is classified by error as a resident, a change in tuition charges shall be applicable beginning with the term following reclassification. If the erroneous resident classification is caused by false information submitted by the student, a change in tuition charges shall be applicable for each term in which tuition charges were based on such false information. In addition, the student who has submitted false information may be subject to appropriate disciplinary action.
  2. If a resident is classified by error as a non-resident, a change in tuition charges shall be applicable during the term in which the reclassification occurs, provided that the student has filed a written request for review in accordance with this regulation.
3. Residency Requirements
  1. Adult Students
    To be considered a resident, an adult student must have been a bona fide resident of Illinois for a period of at least six consecutive months immediately preceding the beginning of any term for which the individual registers at the University and must continue to maintain a bona fide residence in Illinois. In the case of adult students who reside with their parents (or one of them if only one parent is living or the parents are separated or divorced), the student will be considered a resident if the parents have established and are maintaining a bona fide residence in Illinois.
  2. Minor Students
    The residence of a minor student shall be considered to be the same as and change with the following:
    1. That of the minor’s parents if they are living together, or the living parents if one is deceased; or
    2. If the parents are separated or divorced, that of the parent to whom custody of the minor has been awarded by court decree or order, or, in the absence of a court decree or order, that of the father unless the minor has continuously resided with the mother for a period of at least six consecutive months immediately preceding the minor’s registration at the University, in which latter case the minor’s residence shall be considered to be that of the mother; or
    3. If the minor has been legally adopted, that of the adoptive parents, and, in the event the adoptive parents become divorced or separated, that of the adoptive parent whose residence would govern under the foregoing rules if the parent had been a natural parent; or
    4. That of the legally appointed guardian of the person; or
    5. That of a “natural” guardian such as a grandparent, adult brother or adult sister, adult uncle or aunt, or other adult with whom the minor has resided and by whom the minor has been supported for a period of at least six consecutive months immediately preceding the minor’s registration at the University for any term if the minor’s parents are deceased or have abandoned the minor and if no legal guardian of the minor has been appointed and qualified.
  3. Emancipated Minors
    If emancipated minors actually reside in Illinois, such minors shall be considered residents even though their parents or guardians may not reside in Illinois. Emancipated minors who are completely self-supporting shall be considered residents if they have maintained a dwelling place within Illinois uninterruptedly for a period of at least six consecutive months immediately preceding the beginning of any term for which they register at the University. Emancipated minors who reside with their parents and whose parents (or one of them if one parent is living or the parents are separated or divorced) have established and are maintaining a bona fide Illinois residence shall be regarded as residents.
  4. Minor Children of Parents Transferred outside the United States
    The minor children of persons who have resided in Illinois for at least twelve consecutive months immediately prior to a transfer by their employers to some location outside of the United States shall be considered residents. This rule shall apply, however, only when the minor children of such parents enroll in the University within five years of the time their parents are transferred by their employer to a location outside the United States.
  5. Married Students
    A non-resident student, whether minor or adult, who is married to a person who meets and complies with all of the applicable requirements of these regulations to establish residence status, shall be classified as a resident.
  6. Arms Forces Personnel
    Non-residents of Illinois who are on active duty with one of the services of the Armed Forces of the United States who are stationed in Illinois and who submit evidence of such service and station, as well as the spouses and dependent children of such persons, shall be considered residents as long as such persons remain stationed in Illinois and the spouses and/or dependent children of such persons also reside in Illinois. If such persons are transferred to a post outside the continental United States but such persons remain registered at the University, residency status shall continue until such time as these persons are stationed within a state other than Illinois within the continental United States.
  7. Staff Members of the University, Allied Agencies, and Faculty of State-Supported Institutions in Illinois
    Staff members of the University and of allied agencies, and faculties of state-supported institutions of higher education in Illinois, holding appointment of at least one-quarter time, and their spouses and dependent children, shall be treated as residents.
  8. Teachers in Public and Private Illinois Schools
    Teachers in the public and private elementary and secondary schools of Illinois shall, if subject to payment of tuition, be assessed at the resident rate during any term in which they hold an appointment of at least one-quarter time, including the summer session immediately following the term in which the appointment was effective.
4. Residency Status Appeal Procedure
  Students who take exception to their residency status classification shall pay the tuition assessed but may file a claim in writing to the University office responsible for reconsideration of residency status. The written claim must be filed within thirty (30) calendar days from the date of the tuition bill or the student loses all rights to a change of residency status for the term in question. If the student is dissatisfied with the ruling in response to the written claim made within said period, the student may file a written appeal within ten (10) calendar days of receipt of the decision to the responsible University office. Such written appeals shall be forwarded to the appropriate University vice president, who shall consider all evidence submitted in connection with the case and render a decision which shall be final.
5. Special Situations
  Upon recommendation of the President, the Board may, in special situations, grant residency status to categories of persons otherwise classified as non-residents under this regulation.
Student Conduct
The University shall develop policies concerning student rights and conduct. The policies and any changes shall become effective when approved by the President.
The policies shall include the following provisions and such other provisions as are necessary and appropriate:
1. Recognition of basic student rights.
2. Clarification of the distinction between University conduct standards and those established by civil and criminal statutes.
3. Specific prohibited conduction, with sanctions which may be imposed for such conduct.
4. Procedures for presenting complaints of prohibited conduct and a due process for determining whether violations have occurred.
5. Grievance procedures.
Student Activities and Organizations
The University shall develop policies concerning student activities and organizations. The policies and any changes shall become effective when approved by the President.
The policies shall include the following provisions and such other provisions as are necessary and appropriate:
1. Procedures for recognition of approved University activities and organizations.
2. Procedures for the approval of allocations and expenditures of student activity funds.
Student Publications and Broadcasting Policies
The University shall develop policies concerning the operation of all student media which are supported in whole or in party by University funds. The policies and any changes shall become effective when approved by the President.
The policies shall include the following provisions and such other provisions as are necessary and appropriate:
1. Necessary management elements for the conduct of student media organizations, including specifying the line of authority and responsibility from the President to the staff of each organization.
2. Method of funding and procedures for budget approval.
3. Establishment of a staff organization, of fiscal authority responsibility, and of guidelines for the conduct of operations.
4. Provisions for a faculty/staff advisor and for selection of principal student staff and advisors.
5. Establishment of appropriate ethical and professional standards.
6. Complaint procedures.
7. Requirements for assuring compliance with all applicable laws and regulations.
Student Legal Services
The University may develop policies concerning the provision of student legal services. The policies and any changes shall become effective when approved by the President.
The policies shall include the following provisions and such other provisions as are necessary and appropriate:
1. That the attorney may be an independent contractor or an employee of the University.
2. That the attorney acts on behalf of students and not as an attorney or agent for the Board or the University.
3. Functions of the attorney, types and limitations of legal service which may be provided.
4. Establishment of an Advisory Board.
Military Service
The University shall develop policies concerning credit for students who enter active military service. The policies and any changes shall become effective when approved by the President.
The policies shall include the following provisions and such other provisions as are necessary and appropriate:
1. Provisions for course credit and residence credit for students who withdraw during the term.
2. Provisions for make-up of coursework missed while attending annual training.

kwild@govst.edu 04/10/2026

Board of Trustees

07/12/1996

SEO Summary

Review Board of Trustees regulations governing student admission policies, financial aid programs, and residency status at ��Ƶ.

BOT Regs Section IV - Students

Policy Categories

Board of Trustees, Bylaws, Policies, Regulations

Policy Owner/Department

Board of Trustees

Board of Trustees Regulations Section III - Academic Affairs

kwild@govst.edu — Fri, 10 Apr 2026 18:59:52 +0000

Board of Trustees Regulations Section III - Academic Affairs

SECTION III. ACADEMIC AFFAIRS

University Mission Statement and Strategic Framework
1. The University shall develop and keep current a Mission Statement, which must be clear and publicly articulated and consistent with accreditation requirements. The Mission Statement, and any amendments to or restatement thereof, shall be presented by the President to the Board at least once every five (5) years for review, evaluation, and approval.
2. The Mission Statement may be adopted, amended, or repealed at any meeting of the Board pursuant to the same procedures set forth in Regulation I(C) regarding adopting, amending, or repealing a Board Regulation.
3. The University shall develop and keep current a Strategic Framework, which shall consist of a systematic strategic plan designed to ensure quality improvement, which shall be presented by the President to the Board at least once every five (5) years for review, evaluation, and approval.
4. The Strategic Framework may be adopted, amended, or repealed at any regular meeting of the Board by majority vote of the voting membership of the Board.
University Calendar
1. The University shall develop a University Calendar containing significant academic dates and events during the twelve month period commencing with each fall term. The University Calendar shall become effective when approved by the President and shall be published in the official University Catalog.
2. The University Calendar shall contain the following dates and such other dates as are necessary and appropriate: opening and closing dates of each term; registration dates, including the date after which a fee for late registration will be charged; last day for withdrawal; final examination periods; recognized holidays; vacation; and commencement.
Degrees
1. Earned Degrees
  1. The University shall develop requirements for earned degrees. The requirements and any changes shall become effective when approved by the President.
  2. The President shall submit an annual report to the Board on earned degrees awarded.
  3. Earned degrees shall be conferred by the University pursuant to the authority vested in the Board upon satisfactory completion of all degree requirements and recommendation to the President by the faculty. At the discretion of the President, and upon satisfactory completion of all degree requirements, students may receive their degrees prior to scheduled commencement exercises.
2. Honorary Degrees
  1. Criteria
    Honorary degrees may be awarded only by approval of the Board upon the recommendation of the President. The President shall establish a representative committee, composed of faculty, academic staff, and administrative staff which shall recommend to the President proposed honorary degree recipients selected from nominations by the faculty, students, staff, alumni and Trustees. Before requesting Board approval, the President shall submit to the Board written information concerning the candidate’s achievements and any significant contributions to the University, higher education, or the State of Illinois. Unless an exception is approved by the Board, Board approval of candidates must be obtained at least four months prior to the award of the degree and no more than six honorary degrees may be awarded by the University each year.
  2. Limitations
    Elected or appointed public officials in state or local government, members and employees of the Board, and members and employees of the Board of Higher Education are ineligible for award of an honorary degree during their term of office or employment.
Academic Programs and Plans
1. A request for initiation of a new degree program or a new unit of instruction, research, or public service, including the establishment of a college, school, department, division, center, or institute, shall be presented to the Board for approval and, where applicable, to the Board of Higher Education. The President shall make recommendations to the Board concerning such matters.
2. A request for initiation of an off-campus program which requires Board of Higher Education approval shall be submitted to the Board for approval prior to being submitted to the Board of Higher Education. The President shall make recommendations to the Board concerning such matters.
3. A request for a reasonable and moderate extension of an existing program shall be submitted to the President for approval and, where applicable, to the Board of Higher Education.
4. A request to add or delete courses shall be submitted to the President for approval.
5. According to an established timetable, the President shall conduct a review of each of the academic programs offered at the university and shall submit for Board approval recommendations on the status of each academic program. Each program will be reviewed at least every eight years.
6. The University shall prepare an academic plan for review by the Board which shall describe the scope and mission of the University and its program priorities.
Grants and Contracts
1. The University shall develop policies concerning grants and contracts. The policies and any changes shall become effective when approved by the President.
  The policies shall contain the following provisions and such other provisions as are necessary and appropriate.
  1. Provisions for the review and administration of grants and contracts which shall ensure their consistency with the University’s academic mission, instructional commitments, and financial capabilities.
  2. Provisions to ensure that persons engaged in grant or contract funded activities do not have conflicts of interest that could compromise the integrity of the activities and the University.
  3. Provisions to safeguard human subjects involved in research activities.
2. Each grant or contract that requires Board of Higher Education approval shall be submitted by the President to the Board of Trustees with a recommendation for action.
3. Grants and contracts that do not require Board of Higher Education approval shall be approved by the President.
4. The President shall submit an annual report to the Board on grants and contracts.

kwild@govst.edu 04/10/2026

Board of Trustees

07/12/1996

02/23/2026

SEO Summary

��Ƶ Board of Trustees regulations governing academic affairs, including mission statements, strategic frameworks, university calendars.

BOT Regs Section III - Academic Affairs

Policy Categories

Board of Trustees, Bylaws, Policies, Regulations

Policy Owner/Department

Board of Trustees

Amended April 28, 1998
Amended February 23, 2026

Board of Trustees Regulations Section II - Employees

kwild@govst.edu — Fri, 10 Apr 2026 15:22:22 +0000

Board of Trustees Regulations Section II - Employees

SECTION II. EMPLOYEES

General
1. Coverage
  This Section II. applies to all faculty, administrative and/or professional employees who are not Civil Service employees (collectively, “administrative”), Civil Service, and other employees of the Board of Trustees of ��Ƶ unless otherwise provided by these Regulations, by law, or by the terms of a collective bargaining agreement. The employment of the President of the University is subject solely to the employment contract between the President and the Board of Trustees of ��Ƶ.
2. Equal Opportunity and Affirmative Action
  In accordance with applicable statutes and regulations, Governors State University is an equal opportunity employer and does not discriminate on the basis of race, color, national origin, ancestry, sex, religion, age, physical or mental disability, marital status, veteran status, sexual orientation, gender identity, gender expression, or any other factor unrelated to professional qualifications, and will comply with all applicable federal and state statutes, regulations, and orders pertaining to nondiscrimination, equal opportunity, and affirmative action.
3. Pregnant Workers and Workers with Related Conditions
  1. ��Ƶ will comply with statutory and regulatory requirements of the Pregnant Workers Fairness Act (PWFA), 42 USC §§ 2000gg et seq., and the Providing Urgent Maternal Protections (PUMP) for Nursing Mothers Act, 29 USC § 218d, as they may be amended from time to time.
  2. The President shall develop policies and procedures to implement, monitor, and document the University's programs put into place to ensure compliance with the PWFA and PUMP Act, which shall take effect upon approval by the President.
4. Authority to Employ
  1. Position Authorization
    The Board of Trustees is the employer of all faculty, administrative, Civil Service, and other employees of ��Ƶ. Faculty, administrative, Civil Service, and all other positions shall be authorized by the President or designee.
  2. Appointments
    All appointments and promotions shall be made by the President, except as otherwise provided herein.
    1. Major Administrative Appointments
      The President shall inform the Board of the appointment, promotion, resignation, retirement, or other event concerning the employment of a Provost, Vice President, and Dean as soon as possible after the event.
    2. Regular Appointments
      Regular appointments are tenured faculty, faculty serving in probationary status on tenure track, other faculty designation as regular appointments, administrative positions not designated as temporary positions, and Civil Service positions not designated as temporary positions. The President or designee is authorized to make such appointments in accordance with Board Regulations as necessary and justified by prudent financial management.
    3. Adjunct Appointments
      The President or designee is authorized to make adjunct faculty appointments as necessary and in accordance with Board Regulations and Human Resources processes. Adjunct appointees will be appointed on an annual or semester basis and will not be eligible for tenure.
    4. Visiting Appointments
      The President or designee is authorized to make visiting faculty appointments to approved positions in accordance with Board Regulations as necessary and justified by prudent financial management. Visiting appointments shall be made for persons employed outside the University or on temporary leave from such employment or retired from such employment. Visiting appointments shall be for a specific period of two years or less. There shall be no presumption of renewal or extension of visiting appointments. Visiting faculty shall not be eligible for tenure.
    5. Civil Service Appointments
      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) and for those positions deemed non-status positions pursuant to the rules and regulations of SUCSS (i.e., “900 hour workers”). The Board has authorized the President or designee to appoint Civil Service personnel to authorized positions. All Civil Service employees of ��Ƶ are employed in accordance with the provisions of the State University Civil Service Act, 110 ILCS 70/, as it may be amended from time to time, 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.
    6. Procedures
      The President shall develop procedures for the appointment (including acting appointment) of faculty, administrative, Civil Service, and other employees. The procedures shall contain such provisions as are necessary and appropriate and shall be: (a) consistent with the Board’s delegation of authority in Section II(A)(4)(b); (b) consistent with the Board’s commitment to affirmative action and nondiscrimination in employment practices; and (c) consistent with the Board’s policy on participation in University governance.
  3. Resignations
    The President or designee may officially accept resignations and retirements tendered by employees.
  4. Academic Ranks, Promotion, and Related Titles
    1. The academic ranks that shall be conferred within ��Ƶ are: professor, associate professor, and assistant professor. These faculty employees shall be categorized as probationary/tenure-track or tenured. Recommendations for award of tenure shall be presented by the President to the Board for approval. The creation, elimination, or modification of the categories of appointment specified in this section require Board approval.
    2. In addition to the above academic ranks, the university is authorized to make other academic appointments to positions utilizing additional and related titles (e.g., Lecturer, Senior Lecturer, Instructor). These faculty employees shall be categorized as non-tenure track.
  5. Position Administration
    1. The University shall use recruitment practices aimed toward identifying, securiting, 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. The President or designee will administer internal promotion/applicant processes as well as external search procedures for vacant positions. Position design, reorganization processes, titles, and compensation practices will be administered in accordance with University needs as determined by the President or designee.
    2. Title changes, consistent with changes in scope of assigned responsibilities or internal promotions, can be implemented subject to approval by the President.
    3. The President shall develop procedures and guidelines regarding the use of search committees to fill position, which shall take effect upon approval by the President.
  6. Pre-Employment Background Checks
    1. Purpose of Regulation
      In an effort to provide a safe and secure environment for all students, employees and visitors at the University; to safeguard the University’s integrity, property and resources; and to help ascertain suitability for employment, the University has established the following Regulation for conducting pre-employment background checks for all new hires. The University will implement this Regulation in a manner that is consistent with employee legal rights and the University's Mission and Values.
    2. Scope of Regulation
      This Regulation applies to all prospective employment applicants, employment applicants, new hires, and re-hires (collectively, “New Hires”), but not to internal applicants for new jobs, regardless of a New Hire’s intended position at the University.
      Under this Regulation, pre-employment background checks (collectively, “Background Checks”) may include, but may not necessarily be limited to, any of the following types of verifications and checks if applicable to an intended position at the University:
      1. Social Security Verification: validates the applicant's Social Security number, date of birth and former addresses.
      2. Prior Employment Verification: confirms applicant's employment with the listed companies, including dates of employment, position held and additional information available pertaining to performance rating, reason for departure and eligibility for rehire. This verification will be run on the employers who employed the applicant within the past five years.
      3. Personal and Professional References: calls will be placed to individuals listed as references by the applicant.
      4. Educational Verification: confirms the applicant's claimed educational institution, including the years attended and the degree/diploma received.
      5. Criminal History: includes review of criminal convictions and probation.
      6. Motor Vehicle Records: provides a report on an individual's driving history in the state requested. This search will be run when driving is an essential requirement of the position.
      7. Credit History: confirms candidate's credit history. This search will be run for positions that involve management of funds and/or handling of cash or credit cards.
    3. Background Check Procedure
      1. Pre-Employment Background Check Requirement.
        Offers of employment made to prospective New Hires will be contingent upon the results of a criminal background check and other applicable pre-employment Background Checks.
      2. Background Check Procedure
        University Background Checks are conducted by the Human Resources Department as post-offer/pre-employment screenings upon acceptance of a contingent offer of employment (an “Offer”) by a New Hire. All Background Checks will be performed in compliance with the Federal Fair Credit Reporting Act, 15 U.S.C. § 1681b.
        The Human Resources Department, in consultation with the various University administrative departments and Colleges as appropriate, shall maintain guidelines and/or procedures, as well as best practices, for conducting Background Checks. Such guidelines and procedures shall include, at a minimum, a list of which types of Background Checks are applicable to each position in the University, consistent with job descriptions and applicable federal and state law.
        The University may revoke any Offer to an individual who does not consent to applicable Background Checks.
    4. Use of Background Check Results
      1. Results of the Background Checks run on a New Hire will be reviewed by a designated Human Resources representative, who will notify the hiring manager of same. The University may revoke any Offer if the Background Checks’ results represent an unacceptable level of risk in relation to the job responsibilities of the New Hire’s intended position at the University or if the Background Checks reveal the individual lacks requisite qualifications, thus not supporting a reasonable hiring decision.
      2. In accordance with relevant state and federal law, if an individual’s criminal Background Check results indicate that the individual has a criminal record, the University will conduct an individualized assessment, which will include an opportunity for the individual to explain or provide additional information. A criminal record will not automatically exclude an individual from being considered for employment, as consideration is given to such factors as, but not limited to, the nature and seriousness of the underlying offense/conduct, the relatedness of the offense/conduct to the position being sought, the length of time that has elapsed since the conviction/end of sentence/conduct and demonstrated rehabilitative efforts.
    5. Confidentiality
      All records obtained through Background Checks will be maintained in accordance with record retention and other applicable policies and procedures established by the University. Records obtained through Background Checks shall be deemed confidential and maintained in a secured, access-restricted file, separate from an employee’s regular personnel file, with access limited to only those University agents who have a need to review or utilize those records in fulfilling their responsibilities under this Regulation.
5. Labor Relations
  1. Authority for the negotiation, administration, and coordination of all collective bargaining agreements and overall responsibility for labor relations activities is delegated by the Board of Trustees to the President.
  2. No collective bargaining agreement shall be effective or implemented until ratified by the certified employee representative and approved by the Board of Trustees.
  3. All collective bargaining agreements shall be signed by the Chair and Secretary of the Board of Trustees or, where appropriate, by the President who shall sign such instruments on behalf of the Chair and Secretary.
6. Reassignment and Termination
  1. Reassignment
    Employees at the University may be reassigned by the President without notice in advance. The President shall consult with and obtain the approval of the Board of Trustees prior to the reassignment of a Provost or 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:
    1. In the first year of employment at the University not less than one month prior to the effective date of reduction in monthly compensation; and
    2. In the second or subsequent year of employment at the University not less than two months prior to the effective date of reduction in monthly compensation.
  2. Termination
    1. Consistent with the ��Ƶ Law, 670/15-45, the Board has authority to terminate employees for good cause or, in the case of a Civil Service Employee, for just cause (110 ILCS 70/36o), which authority is hereby delegated to the President and which authority may be delegated by the President to a delegate.
    2. A Civil Service employee shall not be demoted, removed, or discharged after such employee’s probationary period except in accordance with the State University Civil Service Act, 110 ILCS 70/, as it may be amended from time to time, and related Merit Board rules.
    3. Termination of University employees shall require a pre-termination review by the Department of Human Resources and General Counsel.
  3. Severance Pay
    1. Upon termination and within the University’s sole discretion, an employee may be offered severance pay based on the individual circumstances of the termination provided the employee signs a separation agreement which, among other things, shall include a release of all potential claims to the fullest extent allowed by law. Severance pay may not be offered to an employee terminated for misconduct as defined by the Government Severance Pay Act (5 ILCS 415/5(1)).
    2. Any severance pay provided to any at-will or contractual university employee shall be subject to the provisions of the Government Severance Pay Act, as same may be amended from time to time (5 ILCS 415 et seq.), including, but not limited to, the requirement that severance pay may not exceed an amount greater than twenty (20) weeks of compensation.
Appointment Administration
1. Job Descriptions
  A description shall be prepared for each administrative position, including Chairpersons, in the University, except for the position of President, and for each Civil Service and other positions. The President shall develop guidelines for the preparation, review, modification, and maintenance of position descriptions, which shall take effect upon approval by the President.
2. Administrative Organization
  An organization chart of the administrative structure shall be prepared and maintained for the University.
3. Educational Requirements
  The President shall develop a policy concerning the educational requirements necessary for appointment to faculty, including temporary appointments. All educational requirements shall be fulfilled by study in an accredited institution of higher education. The policy and/or any changes shall become effective when approved by the President.
  The policy shall include the following provisions and such other provisions as are necessary and appropriate:
  1. The minimum educational requirements necessary for appointment;
  2. Any exceptions to the minimum requirements.
4. Flexible Hour and Remote/Hybrid Positions
  The President is authorized to develop policies and procedures to implement flexible hour and/or remote/hybrid positions consistent with ��Ƶ Law, 110 ILCS 670/15-100, which shall take effect upon approval of the President.
Conditions of Employment
1. General Obligations and Administrative Rules
  All employees are expected to comply fully with all applicable state and federal laws, policies, regulations, and decisions of the Board of Trustees, and policies, regulations and decisions promulgated by the President or designee.
2. Outside Employment
  1. An employee’s participation in outside employment must be consistent with the employee’s obligation to the Board as the primary employer and is subject to such conditions as may be imposed by federal or state law or the terms of a collective bargaining agreement. The President shall establish guidelines concerning outside employment.
  2. Faculty must have prior written approval of the President, or a designee, to perform research or provide consulting services to nongovernmental agencies. (University Faculty Research and Consulting Act, 110 ILCS 100/ et seq.).
3. Employees Licensed to Practice Law
  Employees of the Board who are licensed to practice law may not represent any person or entity in any litigation, administrative proceeding, or other matter (other than proceedings conducted pursuant to Board or University regulations or procedures or a collective bargaining agreement to which the Board is a party) in which the Board, the University, or other employees of the Board are adverse parties (except where such employees are adverse to the Board or University and counsel represents the Board or University).
4. Drug-Free Workplace
  1. Purpose of Regulation
    The Board has adopted this Regulation to inform all University employees, both faculty and staff, about the adverse effects of drug and alcohol abuse; to set standards of conduct and disciplinary and legal sanctions related to such use or abuse; and to advise them regarding available counseling and rehabilitation services, with the intent of fully complying with any current or future requirements, regulations, or interpretations developed related to all relevant applicable State and federal laws and regulations, including but not limited to the federal Drug-Free Schools and Communities Act Amendments of 1989 and the federal Drug-Free Workplace Act of 1988.
  2. Standards of Conduct
    1. All employees are prohibited from the unlawful possession, use, sale, manufacture, or distribution of controlled substances, including illicit drugs and alcohol, on University premises or property, possession of drug paraphernalia, marijuana, or alcohol on University premises or property, or the abuse of alcohol on University premises or property or in connection with any University activity. All employees are required to be fit for duty during their entire work schedule. This means that employees must be able to perform their jobs in a safe, secure, productive, and effective manner. Employees who are not fit for work may present a safety hazard to themselves, to other employees, to students, to the University, and to the public.
    2. The passage of the Illinois Cannabis Regulation and Tax Act, effective January 1, 2020, which legalizes recreational use of marijuana and certain activities related to the use of marijuana in the State of Illinois, does not affect the University’s prohibition of marijuana on University property or premises or in connection with any University activity. Marijuana is still an illicit controlled substance under federal law, and therefore, is prohibited under the provisions of this Regulation.
    3. This Regulation does not prohibit employees from the lawful use and possession of prescribed medications. Employees are responsible for consulting with their doctors about a medication’s effect on their ability to work safely and must promptly disclose any restrictions to their supervisor. Employees are not required to disclose underlying medical conditions that have caused the need for the prescribed medication(s).
    4. If any applicable collective bargaining agreement includes provisions related to drug and alcohol testing, the provisions in the collective bargaining agreement shall control over this Regulation.
    5. As a supplement to this Regulation, the President or designee shall compile, publish, and distribute additional information relating to the health risks associated with the use of illicit drugs and abuse of alcohol and the applicable legal sanctions for unlawful possession or distribution of illicit drugs and alcohol.
  3. Testing
    1. In appropriate circumstances, an employee may be required to be examined at a health center, hospital, urgent care facility, or clinical laboratory, in order to determine the employee's fitness to perform assigned duties and responsibilities. Testing is required if a supervisor and second observer reasonably suspect the employee of using or being under the influence of alcohol or drugs while they are working, on University premises, or operating University vehicles. If an employee is suspected of being under the influence the following steps must be taken:
      1. The supervisor will obtain confirmation from a second observer and complete a “Reasonable Suspicion” form to be produced and distributed under the President’s direction.
      2. Once completed, the supervisor will immediately contact the University’s “Designated Representative,” appointed by the President or President’s designee, of the Human Resources Department for next steps to be taken with employee.
      3. Upon receiving the completed Reasonable Suspicion form, the Human Resources Department will enter the drug screen request into the HireRight ordering system and provide the screening scheduling information with collection site instructions to the employee.
      4. The Human Resources Department will provide the screening scheduling information to the employee to carry with them for immediate processing at the designated collection site.
        The supervisor will arrange transportation for the employee (via cab or car service).
        The Human Resources Department should contact the Department of Public Safety immediately in the event that an employee who is suspected of being under the influence attempts to operate a motor vehicle.
        The supervisor or Human Resources Designated Representative will inform the employee not to return to work until cleared by the Human Resources Department.
    2. Testing is also required when an employee causes or contributes to accidents which seriously damage University property or result in an injury requiring emergency medical treatment away from the scene of the accident. To the extent possible, the same steps outlined above should be followed in those post-accident situations.
    3. The University reserves the right to require employees to undergo psychological/psychiatric evaluation and treatment, as well as tests for illegal drugs or alcohol. Employees who refuse to comply with recommended evaluations may be disciplined up to and including discharge. An employee may be disciplined (up to and including termination) for violation of this Regulation in the absence of a test, based on other evidence, including, but not limited to, observed conduct and symptoms.
    4. Employees who refuse to cooperate in required tests will be treated as if they failed the test.
    5. Employees who return to work after testing positive for being under the influence of drugs or alcohol in the workplace will be subject to random testing.
  4. Confidentiality
    1. Employees required to participate in reasonable suspicion drug testing, or post-accident testing, shall be sent or driven to a health center, hospital, urgent care, or clinical laboratory and directed to provide a specimen. They should never be allowed to drive themselves. If they leave the site in their vehicle, the local police should be called by the employee’s supervisor or Human Resources.
    2. Specimens shall be collected by trained technicians, using approved testing devices, which are regularly calibrated and capable of producing printed results that identify the employee. Employees may provide split specimens and may provide specimens in private unless they appear to be submitting altered, adulterated, diluted, or substitute specimens. Collected specimens shall be sent to a certified laboratory and tested for evidence of amphetamines, barbiturates, cocaine, marijuana, opiates, phencyclidine, benzodiazepines, methadone, and propoxyphene use. There shall be a chain of custody from the time specimens are collected through testing and storage.
    3. The collection site and/or lab shall transmit positive drug tests results to a HireRight Medical Review Officer ("MRO") who shall offer persons with positive results a reasonable opportunity to establish that their results are caused by prescribed medicines or lawful substances. The University will also receive a copy of the drug test results. Persons with positive test results may also ask the MRO to have their split specimen tested at the employee's or applicant's own expense. Such requests must be made within three (3) working days of notice of test results. If the second test fails to find any evidence of drug use in the split specimen, the employee will be treated as passing the test.
  5. Disciplinary Sanctions
    1. The first violation by an employee of the standards of conduct cited in this Regulation may result in:
      1. disciplinary suspension from work without pay for thirty (30) days; and
      2. required participation in an approved drug abuse and/or alcohol abuse treatment or rehabilitation or re-entry program; and
      3. where appropriate, referral for prosecution; and
      4. possible termination of employment under applicable Board Governing Documents, University policies, statutes, employment contracts, or collective bargaining agreements.
    2. The second violation by an Employee of the standards of conduct cited in this Policy may result in:
      1. termination of employment under applicable Board Governing Documents, University policies, statutes, employment contracts, or collective bargaining agreement; and
      2. where appropriate, referral for prosecution.
  6. Drug-Free Awareness Program and Counseling, Treatment, Rehab, or Re-Entry Programs
    1. Drug abuse and/or alcohol abuse assessment, counseling and referral to treatment or rehabilitation or re-entry programs are available to employees through the University’s Employee Assistance Program. The Employee Assistance Program counselor will assist employees in identifying the appropriate services/facilities available to them under the employee's medical insurance plan. The counselor will also assist employees with entry into the program and monitor progress. Such employees may be required to document that they are successfully following prescribed treatment and required to take and pass follow-up tests.
    2. The foregoing shall not be construed as an obligation on the part of the University to retain an employee on active status throughout the period of rehabilitation if it is appropriately determined that the employee’s current use of alcohol or drugs prevents such employee from performing their duties or whose continuation on active status would constitute a direct threat to the property or safety of others. Such employees shall be afforded the opportunity to use available accumulated paid leave or take an unpaid leave of absence, at the employee’s option, pending treatment.
  7. Reporting Obligations
    Every employee must notify HR within five (5) calendar days if he or she is convicted of a criminal drug violation.
  8. Confidentiality
    Information and records relating to positive test results, drug and alcohol dependencies and legitimate medical explanations provided by the collection site and/or lab shall be kept confidential and maintained in secure files separate from normal employee personnel files. Such records and information may be disclosed among managers and supervisors on a need-to-know basis and may be disclosed where relevant when related to a grievance, charge, claim or other legal proceeding initiated by or on behalf of the employee. Information related to a covered employee’s conviction of a criminal drug violation will be reported within ten (10) days, if and as required by the Drug-Free Workplace Act.
  9. Definitions
    For purposes of this Section II(C)(4)(i), the following definitions apply:
    1. “University premises” or “University property” includes, but is not limited to all buildings, offices, facilities, grounds, parking lots, places and vehicles owned, leased or managed by the University.
    2. “Illegal drugs” means substances whose use or possession is controlled by applicable law, but which are not being used or possessed under the supervision of a licensed health care professional. While the University will not penalize an employee solely for his or her status as a registered qualifying patient under the Illinois Compassionate Use of Medical Cannabis Program Act, or similar law, any employee who is a registered qualifying patient is nevertheless required to comply with this Regulation and is subject to discipline up to and including termination for violations of this Regulation.
    3. “Refusal to cooperate” means to obstruct the collection process, to submit an altered, adulterated or substitute sample, or to fail to promptly provide specimen(s) for testing when directed.
    4. “Under the influence of alcohol” means having a blood alcohol concentration of .04 or more and/or actions, appearance, speech or bodily odors which reasonably cause a supervisor to conclude that an employee is impaired because of alcohol use.
    5. “Under the influence of drugs” means a confirmed positive test result for illegal drug use. However, the University reserves the right to terminate the employment of any employee who is suspected of being impaired or under the influence of cannabis. A determination of suspected cannabis impairment will be based on when the employee manifests specific, articulable symptoms while working of decreased or lessened performance of the duties or tasks of the employee’s job or position, including symptoms of the employee’s speech, physical dexterity, agility, coordination, demeanor, irrational or unusual behavior, or negligence or carelessness in operating equipment, or the disregard for the safety of the employee or others.
  10. Distribution of Regulation
    A copy of this Regulation, along with a copy of the supplemental, additional information prepared in accordance with Regulations Section II(C)(4)(f), will be distributed annually to all employees via electronic mail. As new employees are hired thereafter, a copy of this Regulation and supplemental, additional information will be supplied to each of them with the appointment letters/contracts at the time of hire. This Regulation and the supplemental, additional information will also be posted on the University’s website for reference.
    Any amendment of, or supplement to, this Regulation will be distributed and posted as mentioned as soon as practicable after such amendment or supplement becomes effective.
  11. Review of Regulation
    1. The University's evaluation plan for its drug and alcohol abuse prevention program will include quantitative and naturalistic approaches to assess the success of the program to meet its stated goals and to comply with applicable law.
    2. To assess Regulation and program effectiveness, the University will collect and evaluate data in the following areas:
      1. Number of drug and alcohol related referrals for counseling,
      2. Number of drug and alcohol related disciplinary sanctions imposed,
      3. Number of drug and alcohol related incidents recorded by the University Public Safety Department,
      4. Number of employees participating in University-sponsored drug and alcohol related workshops and seminars.
      A naturalistic evaluation approach will be used to evaluate incidence of illicit drug and alcohol abuse. This evaluation will include the aforementioned data tracking system as well as an analysis of the environmental conditions and events which enhance and/or support the usage by an employee.
      This process will enable the University to more effectively make the necessary changes/modification in its preventive program.
  12. No Creation of Rights
    This Regulation does not, and may not be interpreted to, create any rights for any person or entity other than the University. Nothing in this Regulation may be construed as altering the employment relationship between the University and any employee. Application of progressive discipline pursuant to this Regulation to employees who serve at‐will is discretionary and does not affect the at‐will status of any such employee.
Benefits
1. Eligibility
  The benefits described in this Section are available to faculty, administrative, Civil Service, and other employees, subject to the eligibility requirements stated in these Regulations. In the instance where there is a conflict between these Regulations and an employee collective bargaining agreement, the collective bargaining agreement will prevail.
2. 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, President’s Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Thanksgiving Day, day after Thanksgiving Day, Christmas Day, and day before or day after Christmas Day.
  2. The University will be closed, except for necessary operations, on the foregoing holidays. Eligible employees will be excused with regular pay on said holidays unless otherwise determined by the President.
  3. Eligible employees who are required to work on an observed holiday shall be granted, by mutual agreement between the employee and the University, paid time away from work equivalent to the number of hours worked on the holiday.
  4. Employees with full-time status, provisional, apprenticeship, trainee, or temporary appointments, except prevailing rate craft employees and those employees covered by collective bargaining agreements, will be excused on the observed day of each of the aforementioned holidays. Such employees with less than full-time appointments shall be eligible for holiday pay on a pro-rated basis. All other employees, except for prevailing rate craft employees and employees covered by collective bargaining agreements, will be excused without pay.
  5. Holidays which fall on a Saturday shall be observed on the preceding Friday; holidays which fall on a Sunday shall be observed on the following Monday.
3. Administrative Closures
  The President may close the University for administrative purposes as determined within the President’s discretion.
4. Sick Leave Bank
  The University may establish a system for participation in a University sick leave bank pursuant the Illinois Sick Leave Bank Act, 5 ILCS 400/ et seq., as it may be amended from time to time. The policy and procedures related thereto shall take effect when approved by the President.
5. Leaves of Absence
  1. General Provisions
    1. The President shall develop procedures and guidelines to implement, monitor and document the University’s leave programs outlined in this Subsection II(D)(5), which shall take effect upon approval by the President.
    2. It is a violation of these Regulations to threaten to take or take any adverse action against employees who exercise or attempt to exercise their rights under these Subsection II(D)(5)Regulations, oppose practices which the employees believe violate these Regulations or applicable state or federal law, or support the exercise of rights of another to exercise rights under these Regulations.
    3. Use of leave under these Subsection II(D)(5) Regulations shall not be considered a negative factor in any employment action that involves evaluating, promoting, disciplining, or counting paid leave under a no- fault attendance policy.
    4. Employees taking leave under these Regulations shall give reasonable notice of their intent to take leave where the reasonableness of the notice shall be judged by the circumstances giving rise to the request. Employees taking leave under these Regulations shall not be required to find coverage for the period of their leave.
    5. Except for PLAWA leave (defined below), the University may request reasonable documentation to support a request for leave under these Subsection II(D)(5)Regulations.
    6. Leave under these Subsection II(D)(5)Regulations does not accumulate from fiscal year to fiscal year (i.e., it does not “carry over” if unused). Leave that is accrued but not used by the end of the fiscal year is forfeited; employees will not receive compensation for forfeited time. Employees will not be compensated for accrued but unused upon separation of employment for any reason, such as resignation, retirement, or termination.
    7. Employees who take leave under these Subsection II(D)(5) Regulations should confer with the University about the timing, frequency, or duration of leave unless otherwise provided herein. Employees taking military leave are not required to accommodate the University’s needs regarding the timing, frequency, or duration of leave.
    8. Eligibility requirements for leave under these Section 5 Regulations vary depending on the type of leave, as set forth below.
  2. Paid Leave for All Workers Act
    1. ��Ƶ will comply with statutory and regulatory requirements of the Illinois Paid Leave for all Workers Act, 820 ILCS 192/ et seq., as it may be amended from time to time (PLAWA).
    2. All employees are eligible for PLAWA leave unless they are (i) student employees or (ii) temporary employees working less than two consecutive calendar quarters with no reasonable expectation that they will be rehired the following year. New employees shall be credited with 40 hours of PLAWA leave upon hire and will become eligible to take PLAWA leave 90 days after the commencement of their employment.
    3. At the start of each University fiscal year, all eligible employees shall be credited with 40 hours of paid PLAWA leave. Subject to applicable law and the terms of this Regulation, leave may be taken in increments as low as two (2) hours per day. For employees whose scheduled workday is less than two (2) hours per day, a scheduled workday is the minimum increment of time. PLAWA leave will not run concurrently with FMLA leave (defined below).
    4. PLAWA leave may be taken for any reason of the employee’s choosing. Employees are not required to provide a reason for taking PLAWA leave and the University will not require documentation supporting the requested leave. If the requested leave is foreseeable, the employee shall give the University seven (7) calendar days’ notice of that leave by notifying their supervisor and, if accessible, making a request via the University’s electronic timekeeping software. If the requested leave is not foreseeable, the employee shall give the University such notice as is practicable after learning of the need for leave by notifying their supervisor via email or other communication, and later documenting the leave in the University’s electronic timekeeping software if accessible.
    5. An employee may choose whether to use paid PLAWA leave provided prior to using any other leave. PLAWA leave shall not be charged or otherwise credited to an employee's paid time off bank or employee account.
  3. Family Medical Leave Act Leave/Military Caregiver Leave
    1. ��Ƶ will comply with statutory and regulatory requirements of the federal Family Medical Leave Act of 1993, 29 USC § 2601 et seq, as amended from time to time (FMLA), as modified by the Illinois ��Ƶ Law, 110 ILCS 670/15-230.
    2. To be eligible for FMLA leave, employees must: (1) have worked for ��Ƶ for at least 12 months, although time worked need not be consecutive; (2) worked at least 1,000 hours in the 12 months preceding commencement of the leave; and (3) be employed at a worksite that has 50 or more employees within 75 miles of the worksite.
    3. If eligible, employees may take up to 12 or 26 weeks of family or medical leave, whichever is applicable (as explained below), within the relevant 12-month period defined below. While employees are on FMLA leave, the University will maintain the employees’ group health insurance coverage at the same level and under the same circumstances as when they were actively working. On returning from approved FMLA leave, employees have the right to be restored to the same job or an equivalent position, subject to the terms, limitations, and exceptions provided by law.
    4. Conditioned on applicable law and U.S. Department of Labor Rules and Regulations, eligible employees may take up to 12 weeks of unpaid FMLA leave in a 12-month period, which is measured using a "rolling" method that is measured backward from the date the employee uses any FMLA leave, for any of the following reasons:
      1. the birth of a child and in order to care for that child (leave to be completed within one year of the child’s birth);
      2. the placement of a child with the employee for adoption or foster care and in order to care for the newly placed son or daughter (leave to be completed within one year of the child's placement);
      3. to care for a spouse, child, or parent of the employee with a serious health condition;
      4. to care for the employee’s own serious health condition, which renders that employee unable to perform any of the essential functions of that employee’s position; or
      5. a qualifying exigency of a spouse, child, or parent who is a military member on covered active duty or called to covered active duty status (or has been notified of an impending call or order to covered active duty).
      If agreed by the University, an employee may take leave under Subsection II(D)(5)(c)(iv)(a) and (b) intermittently or on a reduced schedule. Leave under Subsection II(D)(5)(c)(iv)(c), (d) and (e) may be taken intermittently or on a reduced schedule if medically necessary.
    5. Employees may take up to 26 weeks of unpaid FMLA leave in a single 12-month period, beginning on the first day that they take FMLA leave to care for a spouse, child, parent, or next of kin who is a covered service member and who has a serious injury or illness related to active duty service, as defined by the FMLA's regulations (known as military caregiver leave).
      1. Military caregiver leave is available for only a single 12-month period during an employee’s employment with the University.
      2. Employees taking military caregiver leave are entitled to a combined total of 26 weeks for leave in a 12-month period; they are not eligible to take an additional 12 weeks of leave under Subsection II(D)(5)(c)(iii) above during the same 12-month period as when military caregiver leave is taken.
    6. FMLA leave is unpaid. Employees will be required to substitute any accrued and unused vacation/paid time off/sick days/personal days, except PLAWA leave, for unpaid FMLA leave as described below:
      1. If employees request leave because of a birth, adoption, or foster care placement of a child, parental leave (if available) will be first substituted for unpaid family/medical leave and run concurrently with FMLA leave, followed by any other accrued and unused paid leave, such as vacation or sick leave, which shall run concurrently with FMLA leave.
      2. If employees request leave because of their own serious health condition, or to care for a covered relative with a serious health condition, any accrued paid leave will be substituted for any unpaid family/medical leave and run concurrently with FMLA leave.
      3. The substitution of paid leave time for unpaid FMLA leave time does not extend the 12 or 26 weeks (whichever is applicable) of the FMLA leave period. In no case can the substitution of paid leave time for unpaid leave time result in the receipt of more than 100% of the employee’s salary. FMLA leave runs concurrently with other types of leave, for example, accrued vacation time that is substituted for unpaid FMLA leave and any state family leave laws, to the extent allowed by state law.
  4. Parental Leave
    1. Subject to the approval of Human Resource Department and the conditions of this Regulation, twenty-five (25) paid workdays are provided to eligible employees for continuous parental leave for the birth or adoption of a child or assuming the responsibility for a foster child. Except as otherwise provided herein, paid parental leave is in addition to whatever other leave (e.g., sick or vacation) the eligible employee has. Parental leave shall be utilized within 12 months of the date of birth or adoption or placement of the child and will run concurrently with FMLA leave. Requests for parental leave shall be submitted to the Department of Human Resources FMLA coordinator for processing at least thirty (30) days prior to the leave commencing when such leave is foreseeable. If the date of birth or adoption or placement requires leave to begin in less than 30 days, the employee shall provide such notice as is practicable. Parental leave may be taken intermittently only with the advanced approval of the University.
    2. To be eligible for parental leave, employees must meet the eligibility requirements for FMLA leave and not otherwise be eligible for parental leave pursuant to a collective bargaining agreement. Employees who are eligible for parental leave under a collective bargaining agreement are subject to terms of that collective bargaining agreement.
  5. Victims' Economic Security and Safety Act Leave
    1. ��Ƶ will comply with statutory and regulatory requirements of the Victims’ Economic Security and Safety Act, 820 ILCS 180 et seq., as it may be amended from time to time (VESSA).
    2. Subject to applicable law and the terms of this Regulation, eligible employees may take up to twelve (12) weeks unpaid leave if they are a victim of domestic violence, sexual violence, gender violence, or any other crime of violence (collectively, “Crime(s) of Violence”) or their family or household member whose interests are not adverse to the employee as it relates to the crime is a victim of a Crime of Violence for the purposes set forth here. Leave may be taken if the employee or employee’s family or household member is addressing a Crime of Violence by:
      1. seeking medical attention for, or recovering from, physical or psychological injuries caused by a Crime of Violence to the employee or the employee's family or household member;
      2. obtaining services from a victim services organization for the employee or the employee's family or household member;
      3. obtaining psychological or other counseling for the employee or the employee's family or household member;
      4. participating in safety planning, temporarily or permanently relocating, or taking other actions to increase the safety of the employee or the employee's family or household member from future Crimes of Violence or ensure economic security;
      5. seeking legal assistance or remedies to ensure the health and safety of the employee or the employee's family or household member, including preparing for or participating in any civil, criminal, or military legal proceeding related to or derived from Crime of Violence;
      6. attending the funeral or alternative to a funeral or wake of a family or household member who is killed in a Crime of Violence;
      7. making arrangements necessitated by the death of a family or household member who is killed in a Crime of Violence; or
      8. grieving the death of a family or household member who is killed in a Crime of Violence.
    3. Leaves of absence pursuant to Subsection (ii)(f), (ii)(g) or (ii)(h) of this Section are limited to ten (10) workdays, which must be completed within sixty (60) days of the employee receiving notice of the death. If leave is taken under Subsection (ii)(f), (ii)(g) or (ii)(h) of this Section by an employee who also is entitled to leave under the Family Bereavement Leave Act (see below), the leaves shall run consecutively, provided that the overall leave does not exceed the unpaid leave time allowed under the FMLA.
    4. Employees shall give at least 48 hours’ notice of their intent to take leave under VESSA, unless such notice is impracticable in which case the employee shall give notice that is reasonable before or after beginning leave.
  6. Bereavement Leave
    1. ��Ƶ will comply with statutory and regulatory requirements of the Family Bereavement Leave Act, 820 ILCS 154/ et seq. and the Child Extended Bereavement Leave Act, 820 ILCS 156/ et seq., as they may be amended from time to time.
    2. All employees may take up to three (3) days with pay per occurrence in the event of the death of the employee’s spouse, domestic partner as defined by rules set forth by the Illinois Department of Central Management Services, parent, step-parent, mother- or father-in-law, child, step-child, sibling, step-sibling, brother- or sister-in-law, grandparent, grandchild, aunt, uncle, niece, nephew, first cousin, or member of the employee’s immediate household. Paid bereavement leave must be taken within five (5) workdays days of the employee receiving notice of the event giving rise to leave. At the employee’s option, paid bereavement leave may run concurrently with unpaid bereavement leave described in Subsection (f)(iii) below, if available, or not. Paid bereavement leave may be taken in a single continuous period or intermittently in increments of no fewer than four (4) hours.
    3. Except as provided below in Subsection II(D)(5)(f)(v) and (vi), all employees shall be entitled to use a maximum of 2 weeks (10 workdays) of unpaid bereavement leave to:
      1. attend the funeral or alternative to a funeral of an employee’s child, stepchild, spouse, domestic partner, sibling, parent, mother- in-law, father-in-law, grandchild, grandparent, or stepparent (“covered family member”);
      2. make arrangements necessitated by the death of the covered family member;
      3. grieve the death of the covered family member; or
      4. be absent from work due to:
        a miscarriage;
        an unsuccessful round of intrauterine insemination or of an assisted reproductive technology procedure;
        a failed adoption match or an adoption that is not finalized because it is contested by another party;
        a failed surrogacy agreement;
        a diagnosis that negatively impacts pregnancy or fertility; or
        a stillbirth.
    4. Except as provided in II(D)(5)(f)(vi) below, unpaid bereavement leave must be completed within 60 days after the date on which the employee receives notice of the death of the covered family member or the date on which another event giving rise to leave occurs.
    5. In the event of the death of more than one covered family member in a 12-month period, an employee is entitled to up to a total of 6 weeks of unpaid bereavement leave during the 12-month period.
    6. In the event of the death of an employee’s child (including biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person standing in loco parentis) by suicide or homicide, the employee may take up to 12 weeks of unpaid bereavement leave within 12 months after the employee notifies the University of the loss, which may be taken in a single continuous period or intermittently in increments of no fewer than 4 hours.
    7. This Regulation does not create a right to take more leave than would be available to an eligible employee under the FMLA (although employees need not meet the eligibility requirements for FMLA leave to take bereavement leave). Unpaid bereavement leave of longer duration than set forth above may be approved under special circumstances by the President.
    8. An employee who is entitled to take paid or unpaid leave (including family, medical, sick, annual, personal, or similar leave) from employment, pursuant to federal, state, or local law, a collective bargaining agreement, or an employment benefits program or plan, may elect to substitute any period of such leave for an equivalent period of leave provided under this Subsection. The University may not require the employee to substitute available paid or unpaid leave for leave provided under this Subsection.
    9. The University may require reasonable advance notice of the employee’s intent to take a bereavement leave of absence, unless providing such notice is not reasonable and practicable. The University may request reasonable documentation to support a bereavement leave request.
    10. Leaves beyond these amounts may be approved under special circumstances by the President. However, such additional leave will normally be charged to applicable paid leave benefits.
  7. Military Leave
    1. ��Ƶ will comply with statutory and regulatory requirements of the Illinois Service Member Employment and Reemployment Rights Act, 330 ILCS 61/ et seq, as it may be amended from time to time (ISERRA), and the federal Uniformed Services Employment and Reemployment Rights Act under Title 38 of the United States Code, as it may be amended from time to time (USERRA).
    2. Except as otherwise provided herein, with appropriate notice under the circumstances, all employees are entitled to military leave to perform “active service,” as defined by statute, which includes all forms of active and inactive duty regardless of voluntariness including, but not limited to, annual training, active duty for training, initial active duty training, overseas training duty, full-time National Guard duty, active duty other than training, State active duty, mobilizations, and muster duty.
    3. Temporary employees employed briefly with no reasonable expectation that employment will continue for a significant period are not eligible for reinstatement of employment after a military leave.
    4. The right to reinstatement shall terminate in accordance with applicable law, including but not limited to where the employee’s separation from service was with a dishonorable or bad conduct charge or disqualifying discharge.
    5. Employees on military leave shall be credited with the average performance rating or evaluation received for the three (3) years immediately before leave, or the rating that the employee received for the period immediately prior to military leave, whichever is higher.
    6. All employment rights shall be extended to all employees on military service leave, unless otherwise stated.
    7. Time spent on military leave shall be counted when computing seniority and service requirements for promotion eligibility or any other benefit of employment, except this paragraph does not apply to probationary periods.
    8. Vacation, sick, educational or other similar leave shall continue to accrue while on military leave.
    9. Health plan benefits shall continue, except the University’s share of the full premium and administrative costs shall continue to be paid by the University for active duty.
    10. Unless a statutory exception applies, the right to reinstatement to employment terminates in accordance with applicable law for employees on military leave for a cumulative period of five (5) years, unless the University’s circumstances have so changed as to make reemployment within five (5) years impossible or unreasonable. Employees who are unqualified to perform their prior role due to a disability and cannot be accommodated absent undue burden shall be entitled to reinstatement in accordance with applicable law.
    11. During periods of military leave for annual training for employees who are members of a reserve component, employees shall continue to receive full compensation for up to 30 days per calendar year. Military leave for purposes of receiving concurrent compensation may be performed asynchronously.
    12. Except as otherwise provided herein, during periods of military leave for active service for employees who are members of a reserve component, employees shall receive differential compensation in accordance with the law, meaning the difference between the pay received from military service and the pay the employee would otherwise have earned from the University if not on military leave, which shall be calculated on a daily basis in accordance with applicable law.
    13. Employees may elect to use accrued vacation, annual, or similar leave with pay in lieu of differential compensation during any period of military leave.
    14. For voluntary active service, differential compensation is limited to 60 workdays per calendar year. There is no limit to differential compensation for involuntary active service.
    15. For active service without pay, differential compensation shall not be paid.
  8. Family Military Leave
    1. ��Ƶ will comply with the statutory and regulatory requirements of the Family Military Leave Act, 820 ILCS 151/ et seq., as it may be amended from time to time.
    2. Eligible employees are those employees who have been employed by the University for at least 12 months and have been employed for at least 1,250 hours of service during the 12-month period immediately preceding the commencement of leave.
    3. Subject to applicable law and the terms of this Regulation, upon appropriate notice of at least fourteen (14) days if the intended leave will consist of 5 days or more of consecutive workdays or such notice as is practicable if less than 5 consecutive workdays, eligible employees may take up to 30 days unpaid leave if the spouse, parent, child, or grandparent of that employee is called to military service lasting longer than 30 days with the State or the United States pursuant to the orders of the Governor or the President while deployment orders are in effect.
    4. The number of days provided to an eligible employee under this Regulation because a spouse or child is called to military service shall be reduced by the number of days of leave, if any, taken under the FMLA because of any qualifying exigency arising out of the fact that the employee's spouse or child is on covered active duty as defined in that Act (or has been notified of an impending call or order to covered active duty) in the Armed Forces.
    5. Eligible employees shall not take family military leave unless the employee has first exhausted all accrued vacation, personal, compensatory or other leave except sick and disability leave.
  9. Civil Air Patrol Leave
    1. ��Ƶ will comply with statutory and regulatory requirements of the Illinois Civil Air Patrol Leave Act, 820 ILCS 148/ et seq. as it may be amended from time to time. “Civil air patrol leave” means leave requested by an employee who is a member of the civilian auxiliary of the U.S. Air Force.
    2. Eligible employees for civilian air patrol leave consist of those employees who have been employed by the University for at least twelve (12) months and who have worked for at least 1,250 hours of service during the 12-month period immediately preceding commencement of the leave.
    3. Upon appropriate notice of at least fourteen (14) days if the intended leave will consist of 5 days or more of consecutive workdays or such notice as is practicable if less than 5 consecutive workdays, eligible employees may take 30 days of unpaid civil air patrol leave. Eligible employees may, but need not, choose to use accrued vacation leave, personal leave, compensatory leave, sick or disability leave, or any other leave available to them if they wish to remain in paid status during civil air patrol leave.
    4. An eligible employee taking civil air patrol duty leave is entitled to be restored to the position held prior to taking the leave with equivalent seniority status, employee benefits, pay, and other conditions of employment, unless circumstances unrelated to taking protected leave exist that preclude reinstatement.
    5. An eligible employee taking civil air patrol duty leave is entitled to maintain their health insurance benefits at the employee’s expense during leave.
  10. School Visitation Leave
    1. ��Ƶ will comply with statutory and regulatory requirements of the School Visitation Rights Act, 820 ILCS 147/ et seq., as it may be amended from time to time.
    2. Eligible employees consist of those who (1) have worked for the University for at least six (6) consecutive months preceding the request for leave and (2) work an average number of hours per week equal to at least one-half the full-time equivalent position in the University’s job classification system or policy.
    3. With appropriate notice under the circumstances of at least seven (7) days absent an emergency, eligible employees may take up to eight (8) hours unpaid leave during any school year, which may be taken in increments of up to four (4) hours per occurrence, to attend school conferences, behavioral meetings, or academic meetings related to the employee’s child if the conference or meeting cannot be scheduled during nonwork hours. Eligible employees must first exhaust all accrued vacation leave, personal leave, compensatory leave and any other leave except sick or disability leave before taking school visitation leave.
  11. Court Service
    1. ��Ƶ will comply with statutory and regulatory requirements of the Illinois Jury Act, 705 ILCS 305/4.1, as it may be amended from time to time.
    2. An employee who is summoned for jury duty or subpoenaed as a witness before a court of competent jurisdiction or as a witness in a proceeding before any federal or state administrative agency who is scheduled to work during the time that he/she is called, shall be granted leave with pay for the time spent serving on the jury or testifying and any jury or witness fees may be retained by the employee, provided that no employee shall be given leave with pay for:
      1. Appearing as a party in a non-GSU employment related proceeding involving such employee;
      2. Appearing as an expert witness when the employee is compensated for such appearance; or
      3. Appearing as a plaintiff or complainant in a proceeding in which the Board or the University is a defendant or respondent.
    3. Time off shall be granted without regard to the shift the employee is scheduled to work. For example, an employee scheduled to work the night shift shall be given time off the night shift to attend jury duty during the day.
  12. Emergency Leave
    1. If an emergency arises (such as a severe snowstorm, tornado, riot, etc.) in which the safety, health, or welfare of employees is a matter of concern, the President may order employees to absent themselves from work with pay.
    2. Civil Service employees ordered to absent themselves from work under such circumstances shall not lose seniority because of such absence.
    3. Employees not excused from work under such circumstances who fail to report for work as scheduled may be denied compensation for such absence.
  13. Extended Sick Leave
    The President of the University may grant an employee sick leave with full pay for a period not to exceed 60 calendar days, if the employee: (i) has completed at least three full years of service at the University; (ii) has exhausted all sick leave benefits; (iii) is a participant in the State Universities Retirement System; and (iv) is entitled to and has applied for disability benefits under the State Universities Retirement System.
  14. Compulsory Disability Leave
    1. If the President of the University believes an employee is unable to perform assigned duties due to illness or injury, the President 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 (i) 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 (ii) 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.
    2. If the medical evidence indicates that the employee (i) 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 (ii) 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.
    3. 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 University.
    4. 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 (i) extend the leave without pay; (ii) request the employee’s resignation; or (iii) terminate the employee’s employment.
  15. Other Leave Programs
    The President may establish other leave programs that do not add to the leave or conflict with the leave benefits in collective bargaining agreements or in the Board of Trustees Regulations.
6. Benefits While on Compensated Leave
  1. An employee eligible for such leave shall earn vacation leave and sick leave while on compensated leave other than educational leave or administrative leave.
  2. An employee on compensated leave 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.
  3. Upon return to the University from a compensated leave, an employee’s salary shall be adjusted to reflect nondiscretionary increases which the employee would have received if not on leave.
7. Failure to Return to Work Following the Expiration of an Approved Leave of Absence
  If an employee fails to return to work following the expiration of an approved leave absence and has not submitted a request to extend the leave which includes documentation to support the extension within five days of the expiration of the approved leave, the University will consider that the employee to have voluntarily resigned his/her position and will so notify the employee.
8. Retirement
  Employees are subject to the statutes and rules governing the State Universities Retirement System.
9. Tax Deferred Retirement Plan
  1. It shall be the policy of the Board of Trustees to, in its discretion, sponsor the ��Ƶ Tax Deferred Annuity Plan in which eligible employees may participate.
  2. Plan Administration: This plan shall be administered by the President who shall have authority to prescribe guidelines, procedures, rules and regulations consistent with Section 403(b) of the Internal Revenue code of 1986, as amended “the Code”, whereby eligible employees of the University may enter into agreement with the University to elect to receive, in lieu of salary or wages, benefits which are tax deferred under the Code. ��Ƶ is the Plan Sponsor and Plan Administrator and as such, reserves the right, in its sole discretion to amend, change or terminate this plan as permitted by law.
10. Tuition Reduction Benefits
  1. It shall be the policy of the Board of Trustees to, in its discretion, make available to each eligible employee now or hereafter employed, the opportunity to participate in a Tuition Reduction Plan that exempts the employee from tuition and certain fees.
  2. The specific benefits available to University employees, if approved, are described in Section II(E)(7) for faculty and administrative employees and in Section II(F)(7)(f) for Civil Service employees of these Regulations, and the tuition waiver provisions, if any, of applicable collective bargaining agreements.
  3. Benefit Administration: This benefit shall be administered by the President who shall have the authority to prescribe guidelines, procedures, rules and requirements consistent with a tax-exempt tuition reduction provision under the Internal Revenue code, where employees of the University may obtain tuition and certain fee waivers on a tax-exempt basis. The Board of Trustees of ��Ƶ, in its sole discretion, reserves the right to amend, change or terminate the benefits under this program.
  4. Employee Dependents: ��Ƶ provides a partial tuition waiver benefit for certain dependents of eligible employees subject to the provision and limitation of the ��Ƶ Law, 110 ILCS 670/15-90. Dependents under the age of twenty-five of eligible employees shall receive a fifty percent (50%) reduction of the tuition for undergraduate education at any Illinois state university named in the Act for a period not to exceed four years. Fees and charges other than tuition are not included in this waiver.
Faculty and Administrative Employees
1. Coverage
  This Subsection II(E). 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.
2. Salaries and Compensation
  1. The President shall develop guidelines for the initial and continuing salaries and salary increases of administrative employees.
  2. The President shall develop policies concerning salaries for Chairpersons. The policies and any changes shall become effective when approved by the President.
  3. The salary of any individual becoming a member of the faculty after relinquishing an administrative position shall be determined on the basis of such individual’s qualifications as a faculty member.
3. Administrative Employees with Faculty Rank
  The following provisions shall apply to administrative employees with faculty rank (including Chairperson) and shall not apply to employees covered by a collective bargaining agreement.
  1. 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 established pursuant to Subsection II(B)(3) above and faculty rank or promotion is recommended by the appropriate department/division (or equivalent academic unit), the Dean, and Provost and approved by the President.
  2. 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.
  3. At the time of initial employment by the University, an administrative employee whose preceding employment included faculty rank and tenure may be granted tenure only if so recommended by the department (or equivalent academic unit), the Dean, the Provost, and the President and approved by the Board.
  4. Except for a Chairperson, who shall be eligible for tenure as provided in Subsection II(E)(3)(e) below, an administrative employee with faculty rank but without tenure shall not be eligible for tenure during the period that such employee occupies an administrative position.
  5. 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:
    1. Educational Requirements
      A Chairperson shall be eligible for consideration for tenure if the employee meets the educational requirements established by the University for tenure for faculty employees covered by a collective bargaining agreement.
    2. Years of Service
      1. Except as provided in Subsection II(E)(3)(e)(iii) ) below, a Chairperson may not apply for tenure before the employee’s sixth probationary year of employment at the University.
      2. 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.
      3. 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.
      4. 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 employment.
      5. 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.
      6. A Chairperson may elect to be placed in a lower-numbered probationary year by written notification to the Provost by the close of the first academic term following such employee’s initial appointment.
    3. Consideration for Tenure on the Basis of Exception
      1. A Chairperson who does not satisfy the educational requirements of tenure established pursuant to Subsection II(F)(3)(d)(i) or the years of service requirement specified in Subsection II(F)(3)(d)(ii) 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.
      2. 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/division 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 such employee’s 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 an 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. 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 such employee’s department/division to assume faculty responsibilities at such employee’s 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.
4. Sick Leave and Vacation
  1. Temporary Appointments
    1. A faculty member hired specifically for a full-time non-tenure track 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 paid holidays, bereavement leave, and leave for court required service. 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 on a pro-rated basis.
    2. 1. A faculty member hired specifically for a full-time non-tenure track position, who is appointed to said position for more than one consecutive fiscal year, shall be eligible for paid holidays, bereavement leave, and leave for court required service.
      2. 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 one 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 two 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.
      3. If the foregoing appointment is at least half-time but less than full- time, the benefits listed in this subparagraph (ii) shall be provided on a pro-rated basis, and the employee shall not become eligible to earn the benefits listed in subparagraph (b) above until the beginning of the third consecutive fiscal year of such appointment.
      4. 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 above.
  2. Permanent Appointment
    1. Vacation Leave
      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.
      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
      1. The University reserves the right to require acceptable evidence of illness, injury, or disability before allowing any sick leave benefits.
      2. 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.
      3. 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. Such non- cumulative leave shall not be carried forward into the next fiscal year.
      4. An employee, while in pay status, shall earn cumulative sick leave at the rate of 1.5 days per month. An employee may accrue cumulative sick leave up to a maximum of 300 work days. An employee who accrues the maximum will earn no further sick leave until the employee’s use of sick leave reduces the accrual below the maximum. In accordance with the Illinois State Finance Act, 30 ILCS 105/14a(f), sick leave earned after December 31, 1997 shall not be eligible for compensation at termination. Sick leave earned prior to January 1, 1984 shall not be eligible for compensation at termination.
      5. Sick leave may be used for injury or illness of an employee, including temporary disability or illness caused or contributed to by pregnancy, miscarriage, abortion, childbirth, and recovery therefrom, which prevents the employee from performing assigned duties.
      6. 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.
      7. 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 between January 1, 1984 and December 31, 1997. 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 d) 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 d) above between January 1, 1984 and December 31, 1997.
      8. Noncumulative sick leave days shall be used first, and cumulative sick leave days shall be used in the following order:
        Days accrued through December 31, 1983;
        Days accrued after December 31, 1997;
        Days accrued between January 1, 1984 and December 31, 1997.
        An employee who has received a lump sum payment for accrued sick leave and who, within two years, is reemployed by the Board may, if separated in good standing, have such employee’s accrued sick leave restored if, within 30 days after commencement of such reemployment, the employee repays said lump sum payment to the Board for the benefit of the location at which accrued sick leave is restored. For each day of sick leave to be restored, the employee shall repay the gross amount such employee was paid for one day of accrued sick leave. An employee may have part or all of such employee’s accrued sick leave restored in this manner; however, if the employee does not make any such repayment to the Board, such employee shall not be entitled to have any such sick leave so restored.
5. 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 such employee’s unit/department head. If the unit/department head approves the request, it shall be forwarded to the appropriate Vice President for consideration. If recommended by the Vice President, the request shall be submitted to the President for approval together with the written recommendation of the unit/department and the Vice President.
  1. Applications for education leave may be approved for the following purposes:
    1. Study and research, including related travel;
    2. 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 Board 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 the President, 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. An educational leave shall not be awarded more than once in every seven years, and educational leave time shall not be cumulative.
  4. 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.
  5. 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.
6. 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.
7. Educational Benefits
  1. An employee may enroll in the University for a maximum of two courses, or six credit hours, whichever is greater, in any one academic term with exemption from the payment of tuition and fees. The fees which will be waived include registration, application fees, credit evaluation fees, admission fees, activity fees, graduation fees, and textbook rental fees. In addition, service fees, such as those imposed to secure revenue for bond retirement, will be waived Each faculty or administrative employee who wishes to enroll for credit must file with the department head, program coordinator, or other immediate supervisor a statement outlining the extent and goals of the proposed program of studies. That individual will forward the statement with recommendations to the appropriate dean or director for final approval. Approval by the employee's dean or director is a prerequisite for enrollment in any course. Faculty who hold the rank of assistant professor or higher may take graduate courses but may not be admitted to or enrolled in a program leading to a graduate degree in the same program area or department in which they instruct.
  2. So long as required by each Illinois state university’s respective governing statute, children of employees who have been employed for an aggregate period of at least 7 years may receive 50% tuition waivers for undergraduate education at any campus under such Illinois state university’s governance. To be eligible to receive a partial tuition waiver, the child of an employee (i) must be under the age of 25 at the commencement of the academic year during which the partial tuition waiver is to be effective, and (ii) must qualify for admission under the same admissions requirements, standards and policies which such university applies to applicants for admission generally to its respective undergraduate colleges and programs. An eligible applicant who has continued to maintain satisfactory academic progress toward graduation may have such applicant’s partial tuition waiver renewed until the time as 4 years of undergraduate partial tuition waiver benefits have been expended.
  3. The natural, adopted, foster, and step-children and the spouse of an employee who dies while in service shall be entitled to a waiver of tuition and fees up to and including the baccalaureate degree at ��Ƶ. Should both parents be employees, the death of one parent makes the child eligible for the waiver. Children of a deceased employee who is divorced shall be eligible for a waiver of tuition and fees if such employee had been contributing to their support at the time of death.
  4. An employee who has retired from the University may enroll in the University for a maximum of one course, or three credit 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 (i.) above.
8. Administrative Leave
  1. In the event that any President, Vice President (including Associate or Assistant Vice President), or administrative officer holding the title of Dean, Associate or Assistant Dean, Department Head or Division Chairperson hired on or before July 1, 2025, 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:
    1. They do not continue in a tenured teaching appointment;
    2. They have been in one or more of the aforementioned positions for a period of at least ten years prior to retirement; and
    3. They have not had a sabbatical or educational leave during the ten years immediately preceding retirement.
  2. Individuals employed in positions specified in paragraph (a) above may be afforded continued employment as follows:
    1. Vice Presidents who hold faculty rank but not tenure who elect to terminate employment in those positions in accordance with paragraph (a) 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 department (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 Vice Presidents holding tenure immediately prior to termination of employment in an administrative position.
    2. Administrative officers holding the title of Dean, Associate or Assistant Dean, Department Head or Division Chairperson, Director, Registrar, or Business Manager who elect to terminate employment in those positions in accordance with paragraph (a) 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 Vice Presidents holding tenure immediately prior to termination of employment in an administrative position.
    3. Administrative officers holding the title of Dean, Associate or Assistant Dean, Department Head or Division Chairperson who elect to terminate employment in those positions in accordance with paragraph (a) 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 department (or equivalent academic units) involved shall not be required for Deans, Associate or Assistant Deans, Vice Deans, Department/Division Chairs holding tenure immediately prior to termination of employment in an administrative position.
Civil Service Employees
1. Coverage
  This Subsection F. applies to all Civil Service employees of the Board unless otherwise provided by these Regulations, by law, or by the terms of a collective bargaining agreement.
2. Work Week
  1. The standard work week (exclusive of unpaid meal periods) for all full-time employees shall consist of 37 ½ hours per week, except for those classifications maintaining 24-hour per day operations including, but not limited to, Security and Plant Engineers, for which the standard work week shall consist of 40 hours per week.
  2. Any change in the standard work week for represented full-time employees shall require approval of the President.
3. Work Schedules and Shift Assignments
  A schedule of work days and shift assignments shall be maintained for each Civil Service employee. Workday schedules and shift assignments may be changed to meet operating conditions and needs of the University upon reasonable notice to the Civil Service employees affected.
4. Performance Evaluation
  The University shall develop a performance evaluation program for employees consistent with these Regulations and the statutes and rules governing the State University Civil Service System. The programs and any changes shall become effective when approved by the President. Each performance evaluation program shall include the following elements and such other elements as are necessary and appropriate:
  1. A description of the evaluation structure;
  2. An identification of the roles and responsibilities of employees and supervisors;
  3. A statement of job related criteria for performance evaluation; and
  4. A description of the employee appeal procedure with respect to recommendations or decisions made pursuant to a performance evaluation.
5. Grievance Procedure
  1. The University shall establish a grievance procedure for the resolution of employee grievances. An employee may file a grievance when a dispute arises concerning the interpretation or application of these Regulations and/or policies established by the University. Each grievance procedure shall contain the following elements and such other elements as are necessary and appropriate:
    1. Provisions for informal resolution;
    2. Formal procedures for filing a grievance; and
    3. Provisions for a formal decision of the Director of Human Resources and an appeal by the employee of that decision.
  2. The decision made at the conclusion of the appeal shall be final and binding, and shall be consistent with these Regulations.
  3. If an employee seeks resolution of the grievance in any other forum, whether administrative or judicial, or pursuant to a grievance procedure under a collective bargaining agreement, the Director of Human Resources shall have no obligation to process the grievance under the procedure established in accordance with this regulation.
  4. An employee grievance committee may be established for the purpose of advising the Director of Human Resources on employee grievances.
  5. The grievance procedures described above and any changes therein shall become effective when approved by the President.
6. Employee Discipline Program
  1. The University shall develop and maintain an employee discipline program specifying reasonable rules of conduct, descriptions of inappropriate behavior, and corrective disciplinary measures. Each program shall contain the following elements and such other elements as are necessary and appropriate:
    1. Rules of conduct with examples of unacceptable behaviors;
    2. The following levels of disciplinary action:
      1. Oral reprimand;
      2. Written reprimand;
      3. Suspension and/or Administrative Leave;
      4. Discharge.
    3. An employee appeal procedure.
  2. The discipline programs described above and any changes therein shall become effective when approved by the President.
7. Employee Benefits
  1. Limitations and Eligibility
    Except as otherwise indicated for prevailing wage rate groups, employee benefits shall be made available to employees in status positions, including, for the purposes of this paragraph, employees in appointments designed to qualify employees for status in the class, i.e. learner, trainee, apprentice, and, where appropriate, provisional. Civil Service employees in other types of non- status appointments will not be extended employee benefits under this paragraph except that employees with temporary appointments shall be eligible for holiday pay in accordance with paragraph c. below. An employee with a full-time appointment shall be eligible to receive the benefits specified in this paragraph. 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. An employee whose appointment is for less than half-time shall not be eligible for benefits under this paragraph, except that such an employee shall be eligible for holiday pay in accordance with paragraph c. below on a pro-rated basis.
  2. Vacation Leave
    1. Non-exempt employees, as defined by Fair Labor Standards Act criteria, shall earn vacation leave in accordance with the following schedule:
      Years of Service
      Completed
      Rate Earned/Hr.
      of Pay Status
      Equiv. Days
      per Year
      At Least - Not More Than
      0 - 3 .0462 12
      3 - 6 .0577 15
      6 - 9 .0692 18
      9 - 14 .0808 21
      14 - .0962 25
    2. Exempt employees, as defined by Fair Labor Standards Act criteria, shall earn vacation leave in accordance with the following schedule:
      Years of Service Completed Leave Days Earned Per Year
      At Least - Not More Than
      0 - 3 25
      3 - 6 26
      6 - 9 27
      9 - 28
    3. Beginning October 1, 1972, where there has been a break in service, the service year shall be determined by the addition of all previous periods of State service with a SURS employer which qualified for earning of vacation leave.
    4. An employee who leaves the service of the University for any reason, provided that the employee is not reemployed within 30 calendar days at the same place of employment, shall receive pay for vacation leave to the extent of any accrued balance as of the date of separation from service. No vacation leave will be available or payable for employees whose service is terminated prior to the completion of the probationary period.
    5. Except as provided below, an employee may not accumulate more than two times the appropriate annual level of vacation leave. Upon reaching this maximum, vacation leave will cease to be earned except as the accumulation is reduced. 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 provided above. Such additional vacation leave must be used within 12 months after the employee completes work on the special assignment. Extra pay in lieu of vacation leave will not be allowed. Observed holidays that occur during the approved vacation leave shall not be charged against vacation leave. Leaves for vacation purposes shall be arranged with due regard for the operational needs of the university and shall require supervisory approval.
    6. Vacation leave shall not be taken during the probationary period, except for good cause and upon approval of the employer representative.
    7. 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.
  3. Holidays
    1. Employees with full-time status, provisional, apprenticeship, trainee, or temporary appointments, except prevailing rate craft employees and those employees covered by collective bargaining agreements, will be excused on the observed day of each of the aforementioned principal and supplemental holidays. Such employees with less than full-time appointments shall be eligible for holiday pay on a pro-rated basis. All other employees, except for prevailing rate craft employees and employees covered by collective bargaining agreements, will be excused without pay.
    2. For employees who work other than a Monday through Friday work schedule, the calendar date on which a principal holiday falls shall be considered the holiday for purposes of receiving premium pay if work is performed on that date, in which case premium pay will not apply to work performed on the date the principal holiday is observed by the University. If departmental needs permit, employees may be granted the calendar holiday off with full pay instead of the observed holiday in which case premium pay will not apply to work performed on the observed holiday.
    3. Prevailing rate craft employees will be excused for all holidays designated in their area agreements and shall be compensated as stipulated and in accordance with provisions contained in said area agreements for said holidays.
    4. Prevailing rate craft employees shall have the option of charging any unpaid area agreement holiday to vacation leave which they have available on holidays on which they are excused.
    5. Employees covered by a collective bargaining agreement shall be granted paid holidays in accordance with the express terms of that agreement.
    6. In the event that work is required on any University-observed holiday compensation shall be determined as follows:
      1. Employees who are eligible for holiday pay shall receive straight time pay for the holiday, plus compensation at the rate of time and one-half for hours worked or, by mutual agreement between the employee and employer representative, shall be credited with compensatory time equal to one and one-half times the number of hours worked.
      2. Employees who are not eligible for holiday pay shall be compensated at the rate of time and one-half for hours worked, or, by mutual agreement between the employee and the employee’s unit head, shall be credited with compensatory time equal to one and one-half times the number of hours worked.
      3. Exempt employees, as defined by Fair Labor Standards Act criteria, who are required to work on an observed holiday shall be granted, by mutual agreement between the employee and the employee’s unit head, paid time away from work equivalent to the number of hours worked on the holiday.
      4. Prevailing rate craft employees shall be compensated in accordance with the terms of their area agreement for holidays designated in the area agreement.
    7. To be eligible for holiday compensation, employees must be on the active payroll on their last scheduled work day preceding the observed holiday and their first scheduled work day following the observed holiday, unless they are absent on such day(s) for good cause and such absence is approved by the employee’s supervisor.
  4. Sick Leave
    1. An employee in a status position shall earn credit for sick leave with full pay at the rate of 0.0462 hours of sick leave for each hour in pay status, equivalent to one regular work day for each completed calendar month of service or twelve regular work days per year.
    2. A status employee who fails to complete a full month of service shall have sick leave credit pro-rated for the shortened period of that month.
    3. There shall be no limit in the amount of sick leave which may be accumulated.
    4. 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.
    5. An employee whose employment or reemployment by the University commences within two years after termination of his or her employment by an employer covered by the State Universities Civil Service System shall, if separated in good standing, be allowed to transfer his or her accrued sick leave to the University, provided that such employee has not received a lump sum payment for accrued sick leave. If such employee has received a lump sum payment for accrued sick leave, only accrued sick leave which was earned before January 1, 1984 or after December 31, 1997 may be transferred; credit for accrued sick leave which was earned between January 1, 1984 and December 31, 1997 shall be governed by paragraph (vi.) below.
    6. 1. Upon termination of employment at the University and provided the employee is not reemployed at the University within 30 calendar days, an employee, or such employee’s estate, shall be entitled to a lump sum payment for accrued sick leave earned between January 1, 1984 and December 31, 1997.
      2. 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 sick leave earned by the employee, in accordance with paragraph (i.) above, minus any days, or fractions thereof, of sick leave used by the employee; or (ii) the number of days, or fractions thereof, of sick leave earned by the employee in accordance with paragraph (i.) above between January 1, 1984 and December 31, 1997. Sick leave days shall be used in the following order:
        Days accrued through December 31, 1983;
        Days accrued after December 31, 1997;
        Days accrued between January 1, 1984 and December 31, 1997.
      3. 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 between January 1, 1984 and December 31, 1997) by executing an appropriate waiver form prior to termination of employment.
      4. An employee who has received a lump sum payment for accrued sick leave from an employer covered by the State Universities Civil Service System and who, within two years, is employed or reemployed by the Board may, if separated in good standing, have his or her accrued sick leave restored if, within 30 days after commencement of such employment or reemployment, the employee pays said lump sum payment to the Board for the benefit of the location at which accrued sick leave is restored. For each day of sick leave to be restored, the employee shall repay the gross amount he or she was paid for one day of accrued leave. An employee may have part or all of his or her accrued sick leave restored in this manner; however, if the employee does not make any such payment to the Board, he or she shall not be entitled to have any such sick leave so restored.
    7. An employee may use accumulated sick leave only when the employee is prevented from performing assigned duties because of illness, injury, or temporary disabilities or illness caused or contributed to by pregnancy, or is obtaining medical or dental consultation or treatment, or for special circumstances stipulated under the Bereavement Leave provision of these Regulations.
    8. Unless approved in writing by the employee’s unit head, sick leave requested during a work stoppage may be denied and the absence from work treated as unexcused.
  5. Leave of Absence
    Requests for leave of absence without pay for reasons other than disability (including but not limited to leaves of absence without pay for advanced study), upon recommendation of a supervisor, may be granted by the employee’s department head after vacation leave is reduced to not more than five days. Each request will be considered on the basis of its individual merits and the operational needs of the department/unit. The department head may waive the above vacation reduction requirement when it is determined to be in the best interests of the employer to do so.
  6. Educational Benefits
    1. Tuition and fee waivers shall be granted by each state university in Illinois to status Civil Service employees of the University. The following credit hour maxima shall apply to employees who enroll in courses at the University:
      Academic Term Annual
      Full-time employee 6 c. h. 18 c. h.
      ¾ time employee 4 c. h. 12 c. h.
      ½ time employee 3 c. h. 9 c. h.
      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. The fees which will be waived by the Board include registration, application fees, credit evaluation fees, admission fees, activity fees, graduation fees, and textbook rental fees. In addition, service fees, such as those imposed to secure revenue for bond retirement, will be waived by such universities for an employee of the university granting the waiver. For employees who enroll in courses at state universities in Illinois outside the university, the credit hour maxima and fees which will be waived will be determined by the institution in which such employees enroll.
    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 4 clock hours per week or the number of clock hours required to attend one 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. 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. Daily overtime compensation shall not be earned for make-up time worked under (i.) above.
    3. The natural, adopted, foster, or step-children and the spouse of any status employee under full-time employment (including employees on sick leave or compulsory disability leave) who dies while in service at the University shall be entitled to a waiver of tuition and fees (as defined in paragraph (i.) above) up to and including the baccalaureate degree at the University. Should both parents be full-time employees, the death of one parent shall make the child eligible for the waiver of tuition and fees. Children of a divorced employee are eligible for waiver of tuition and fees if such employee was contributing to their support at the time of death.
    4. An employee who has retired from the University shall be eligible for a waiver of tuition and fees at the University as specified in paragraph (i.) above for one-half-time employees.
  7. Overtime Compensation
    1. 1. Except as provided in subparagraph (f)(2) above, employees in non-negotiated classifications that are covered by the overtime provisions of the Fair Labor Standards Act will be compensated at time and one-half either in cash or by allowing compensatory time off, for all time in a work week in excess of the number of hours of work comprising an established full-time daily or weekly work schedule. Employees shall not receive overtime compensation on both a daily and weekly basis for the same work time.
      2. For the purpose of computing overtime, paid benefit time for which work is not performed shall count as time worked in any work week.
    2. For employees paid on a prevailing rate basis, the number of hours before daily and/or weekly overtime is payable, and the rate of overtime pay will depend on the number of hours and the rate being paid locally pursuant to the appropriate multi-employee area agreement.
    3. For employees in a negotiated classification, overtime payment shall be in accordance with the provisions of the applicable collective bargaining agreement.
    4. Employees in positions that are exempt from the overtime provisions of the Fair Labor Standards Act shall work as required by their position.
Other Employees
For employees of the Board other than faculty, administrative, and Civil Service employees, the President shall develop guidelines concerning appointment, benefits, and other conditions of employment.
Acknowledgement
With gratitude, certain materials in this Regulation were informed by or adapted from the Northern Illinois University Board of Trustees’ Regulations Section II: Faculty and Administrative Employees (available at https://www.niu.edu/board/regs/sectionii.shtml (last visited Aug. 5, 2024)).

kwild@govst.edu 04/10/2026

Board of Trustees

07/12/1996

02/23/2026

SEO Summary

��Ƶ Board of Trustees employee regulations governing faculty, administrative, and Civil Service employment policies and procedures.

BOT Regs Section II - Employees

Policy Owner/Department

Board of Trustees

Amended March 13, 1998
Amended September 11, 1998
Amended June 17, 2005
Amended April 16, 2010
Amended February 24, 2012
Amended October 12, 2018
Amended August 30, 2019
Amended December 10, 2021
Amended June 10, 2022
Amended October 21, 2024
Amended February 23, 2026

Board of Trustees Regulations Section I - Board Procedures

kwild@govst.edu — Fri, 10 Apr 2026 14:57:16 +0000

Board of Trustees Regulations Section I - Board Procedures

SECTION I. BOARD PROCEDURES

Board of Trustees Defined

The board of Trustees of ��Ƶ is a body corporate and politic of the State of Illinois created by law to operate, manage, control, and maintain ��Ƶ. The Board of Trustees of ��Ƶ shall be referred to in these regulations as the “Board.”

Board Regulations Defined

Board Regulations are general statements of procedure adopted by the Board concerning the conduct and operation of the Board or the University under its jurisdiction within the framework of the Board’s Governing Policies.

Adoption, Amendment, or Repeal of Board Regulations
1. Board Regulations may be adopted, amended, or repealed at any regular meeting of the Board by a majority vote of the voting membership of the Board. Requests for the adoption, amendment, or repeal of Board Regulations shall be submitted to the President, who shall notify the Board’s Chairperson of such requests. The President shall report such requests with recommendations for action to the Board. Except as specified in paragraphs 3. and 4. below, the adoption, amendment, or repeal of Board Regulation shall occur only after a proposal for adoption, amendment, or repeal has been presented to the Board for the first reading by the President.
2. Board action on the proposal shall not be taken earlier than the next regular meeting following first reading. During the interim between first reading and Board action the President shall distribute copies of the proposal to appropriate faculty, staff, and student groups. Up to ten days prior to the Board meeting at which action is to be taken, members of the faculty, staff, and study body may submit their views and comments in writing to the President for distribution to the Board together with the President’s recommendation for action on the proposal.
3. The President is authorized to make non-substantive amendments to the Board Regulations as may be necessary for such purposes as name or title changes, correcting typographical errors and cross-references, and updating citations.
4. When justified by timing considerations or the nature of the subject matter, proposals for adoption, amendment, or repeal of board Regulations may be acted upon by the Board at the time of first reading.
5. Interpretations of Board Regulations shall be issued in writing by the President upon request of Board members or upon the President’s own initiative.
Compilation of Bylaws, Governing Policies, and Regulations

The President shall maintain an official compilation of the Board’s Bylaws, Governing Policies, and Regulations and shall provide copies to members of the Board. Copies shall be distributed to appropriate staff and study body officers and shall be placed in the University Library for use by interested persons.

Delegation of Authority
1. The authority delegated by the Board Regulations to the President may be further delegated by the President in writing to appropriate and responsible officials of the University.
2. The President shall identify by position the persons authorized to act in her or his place in the event of absence from the office of more than a week or other unavailability. The President shall notify the Chairperson in writing of such delegation of authority by the President.
Board Meetings
1. Agenda
  The President, in consultation with the Chairperson of the Board, shall develop an agenda prior to each Board meeting. The President shall normally distribute meeting materials to Board members, and other appropriate parties at least seven days prior to the next scheduled meeting. The President shall distribute a copy of the meeting materials to the Chairperson of the Faculty Senate. Distribution of meeting materials may be subject to reasonable limitations in the case of special or emergency meetings.
2. Reports
  The President shall develop a format and schedule for reports to the Board. Items presented to the Board shall be submitted either for action or information. Each item presented for action shall be accompanied by an appropriate resolution or recommendation to provide a clear record of the action taken by the Board.
3. Presentations
  1. Persons desiring to address the board shall submit a written request to the President at least five days prior to the Board meeting. The request shall include the name and address of the person wishing to speak, the name of the group represented, and a summary of the presentation.
  2. The President and the Chairperson shall consult with respect to each request to address the Board. At least three days before the meeting the President shall indicate to each person properly submitting a request to address the Board whether the request will be granted or denied. If the request is granted the form and duration of the presentation shall be subject to rulings of the Chairperson.
4. Recording of Meetings
  Any person may record by tape, film, or other means the meetings of the Board or its committees required to be open by Illinois law, provided that, if the recording process interferes with the overall decorum and proceeding of a meeting, such recording shall be discontinued at the request of the chairperson or other presiding officer.
5. Publication of Proceedings
  A report of the proceedings of the Board shall be published for each fiscal year in sufficient number for distribution to interested parties. One copy shall be placed in the University Library.

kwild@govst.edu 04/10/2026

Board of Trustees

07/12/1996

SEO Summary

��Ƶ's Board of Trustees regulations establish procedures for board operations, regulation adoption, and university governance under.

BOT Regs Section I - Board Procedures

Policy Categories

Board of Trustees, Bylaws, Policies, Regulations

Policy Owner/Department

Board of Trustees

Board of Trustees Governing Policies

kwild@govst.edu — Fri, 10 Apr 2026 14:25:38 +0000

Board of Trustees Governing Policies

ARTICLE I. POLICY-MAKING AUTHORITY

SECTION 1. POWERS AND DUTIES

As stated in its Bylaws, the Board of Trustees of ��Ƶ [the “Board”] is created by the State of Illinois and, under its laws, shall have all of the powers and duties specified in 110 ILCS 670/15-1 et seq. to operate, manage, control, and maintain ��Ƶ. The ultimate authority for the University is vested solely in the Board.

Although the Board is responsible for assuring that its policies and regulations are followed, it shall not participate in the details of institutional management, which are hereby delegated to the President. Members of the Board, as representatives of the State and its citizens, may exercise official board authority only when the Board is in session, or when they are acting on behalf of the Board pursuant to its direction.

With the exception of the Executive Committee of the Board of Trustees, which may take final action on behalf of the Board in accordance with the Bylaws, committees of the Board shall function only as fact-finding, deliberating, and advisory bodies that may present proposals to the Board for approval.

SECTION 2. POLICY DECISIONS

Pursuant with its powers and duties as stated in its Bylaws, and with the recommendation of the President, and the advice of other officially constituted University constituencies, the Board shall undertake policy-making decisions in areas such as, but not limited to, the following:

Consideration of proposals of the President, faculty, staff, and students presented in accordance with established Board procedures.
Adoption of policies and regulations to insure the effective administration and management of the University and to encourage the highest quality of instruction, scholarship, and appropriate service by the faculty.
Review and approval of educational goals and purposes, including statements of the University’s mission and scope.
Evaluation of the President and her or his execution of Board policies and regulations by its employees.
Development of a Code of Ethics for Board members.
Consideration, approval or disapproval of other matters requiring action by the Board.

ARTICLE II. UNIVERSITY GOVERNANCE

SECTION 1. THE PRESIDENT

As stated in the Bylaws, the President is the chief executive officer of the University. The President is responsible to the Board for the execution of Board policies and for the management and direction of University operations. The President shall have full authority and responsibility within the framework of the general policies determined by the Board for the organization, management, direction, and supervision of the University and shall be held accountable by the Board for the effective administration and management of the institution. In the discharge of these responsibilities, the President shall consult with such constituencies as are appropriate.

SECTION 2. EMPLOYEES

Personnel practices shall ensure freedom from discrimination on the basis of a person’s actual or perceived race, color, religion, national origin, ancestry, age, sex, sexual orientation, gender identity, gender expression, pregnancy, marital or civil union status, order of protection status, disability, military status, arrest record, veteran status, citizenship status, unfavorable discharge from military service, or any other basis prohibited by law. Current state and federal legal definitions of the above prohibited bases of discrimination shall be followed, when applicable. In addition, the University shall develop an affirmative action plan and report annually to the Board on progress toward achieving the goals stated in the plan.

SECTION 3. ACADEMIC FREEDOM AND RESPONSIBILITY

Academic Freedom

As members of the community, the faculty have rights and obligations. When they speak or write as citizens, they are free from institutional censorship or discipline, but their special positions in the community impose obligations which should be evaluated in the light of responsibilities to their disciplines, to their students, to their profession and to the University. Engaged in a profession that depends upon freedom for its health and integrity, faculty have an obligation to promote conditions of free inquiry. The protections of academic freedom together with academic responsibility apply to all persons associated with the University who exercise teaching and/or other professional responsibilities. ��Ƶ shall operate under the following principles of academic freedom and responsibility. The primary purpose of this statement is to promote public understanding and support of academic freedom and tenure, and to outline agreed-upon procedures to assure them at ��Ƶ. Academic freedom is essential to the mission of the University and applies to teaching, research, and service. Freedom in research is fundamental to the advancement of truth. Academic freedom in its teaching aspect is fundamental for the protection of the rights of the faculty member in teaching and of the student in learning. It carries with it duties correlative with rights and responsibilities.

The faculty member is entitled to full freedom in research and the publication of results.
The faculty member is entitled to freedom in the classroom in discussing his/her discipline.
The college or University faculty member is a member of a learned profession, and an officer of an educational institution. When she/he speaks or writes as a citizen, she/he shall be free from institutional censorship or discipline as related to the scope of his/her teaching, research, and service.
University faculty shall not be retaliated against on the basis of their actual or perceived political activity, political party membership, union activity, race, color, religion, national origin, ancestry, age, sex sexual orientation, gender identity, gender expression, pregnancy, marital or civil union status, order of protection status, disability, military status, arrest record, veteran status, citizenship status, unfavorable discharge from military service, or any other basis prohibited by law.

Academic Responsibility

Membership in the academic community imposes on students, faculty members, and administrators an obligation to respect the dignity of others, to acknowledge individual rights to express differing opinions, as well as to foster and defend intellectual honesty, freedom of inquiry and instruction, and free expression both on and off campus. Students are entitled to an atmosphere conducive to learning and to evenhanded treatment in all aspects of the teacher- student relationship. Faculty members may not refuse to enroll or teach students on the grounds of their beliefs or the possible uses to which they may put the knowledge to be gained in a course. Students should not be forced by the authority inherent in the instructional role to make particular personal choices as to political action or their own role in society. Evaluation of students and the award of credit must be based on the professional judgment of academic performance and not on matters irrelevant to that performance, whether personality, race, religion, degree of political activism, personal beliefs, or other protected status. Faculty are curriculum experts for their disciplines and are responsible for maintaining program integrity, excellence and quality. Faculty need administrative support of their efforts. This is especially critical when determining the ratio of full to part-time faculty for specific programs. Faculty are responsible for creating a learning atmosphere (both cognitive and emotional). Faculty are responsible for staying current in their discipline. Technological advances need to be accessible to faculty so that they may apply it to their respective disciplines. Access for the faculty is important because it leads to utilization by the students and the community as a whole. Members of the GSU community agree that there shall be moments of disagreement and recognize that disagreement and civility can co-exist.

SECTION 4. PARTICIPATION IN UNIVERSITY GOVERNANCE

Shared Participation

In order to promote shared participation in responsible and wise decision-making and to ensure channels of communication, the University shall provide for elected campus organizations, the structures of which shall be determined by the constituencies they represent and approved by the President. Except as limited by the scope of collective bargaining negotiations between the Board and the academic employees and the requirements of good faith collective bargaining, the appropriate and duly constituted committees shall participate in the decision-making process of the University in the following areas:

University curriculum.
Basic policies with regard to resource allocation, campus planning and facilities construction and utilization.
Creation of administrative positions at the level of Dean and Vice President and selection of administrative officers for such positions as well as of the President of the University.
Policies relating to student life and conduct, following consultation with the Student Government Association.
Academic planning and the determination of priorities for the conduct and development of the University.

SECTION 5. STUDENTS

As members of the community of scholars, students are encouraged to develop the capacity for critical judgment and to engage in a sustained and independent search for truth. The freedom to learn depends upon appropriate opportunities and conditions in the classroom, on the campus, and in the larger community. The responsibility to secure and respect conditions conducive to the freedom to learn is shared by all members of the academic community. Therefore, the University shall provide means by which students participate in University governance. Students shall be guaranteed due process in disciplinary proceedings and freedom from discrimination on the basis of race, color, religion, national origin, ancestry, age, sex, sexual orientation, gender identity, gender expression, pregnancy, marital or civil union status, order of protection status, disability, military status, arrest record, veteran status, citizenship status, unfavorable discharge from military service, Current state and federal legal definitions of the above prohibited bases of discrimination shall be followed, when applicable. Appropriate and duly constituted committees of student government may develop and propose to the President, or such other administrative officers as the President may designate from time to time, advisory recommendations with respect to student concerns.

SECTION 6. SELECTION AND EVALUATION OF THE PRESIDENT

Selection of the President
1. The Board will determine whether to function as a committee of the whole in the process of selecting a President. The Chairperson will be responsible for managing and directing the process of selecting a President and will make recommendations to the Board concerning the qualifications, experience, and characteristics to be sought in a President.
2. The Chairperson will make recommendations to the Board concerning the composition and function of any search committee and the terms and conditions of employment of any consultants used in the process of selecting a President.
3. Unless otherwise directed by the Board, the Chairperson will transmit the names of all Presidential candidates, and such other information as is requested, to the Board.
4. Unless otherwise directed by the Board, the Chairperson will submit to the Board a final group of no more than six candidates for the position of President.
5. The Board will be provided an opportunity to interview the final candidates for the position of President.
6. The Chairperson will recommend to the Board the appointment and terms and conditions of employment of the President. The President will serve at the pleasure of the Board unless the contract of employment specifies otherwise.
Evaluation of the President
1. The performance of the President shall be reviewed annually by the Board at a time designated by the Board. The Board shall share the results of the annual review with the President.
2. The material used in the annual review of the President's performance shall include a statement of the President's goals and objectives and such other material as specified by the Board. Additional material may be submitted at the discretion of the President or at the direction of the Board.

ARTICLE III. ADOPTION, AMENDMENT, OR REPEAL OF POLICIES

Governing policies may be adopted, amended, or repealed at any regular meeting of the Board by a majority vote of the voting members then serving on the Board. Requests for the adoption, amendment, or repeal of governing Policies shall be submitted to the President, who shall notify the Board's Chairperson of such requests. The President shall report such requests with recommendations for action to the Board. Board action on the proposal shall not be taken earlier than the next regular meeting following first reading. During the interim between first reading and Board action, the President shall distribute copies of the proposal to appropriate faculty, staff, and student groups. Up to ten days prior to the Board meeting at which action is to be taken, members of the faculty, staff, and student body may submit their views and comments in writing to the President for distribution to the Board together with the President’s recommendation for action on the proposal.

ARTICLE IV. RESERVATION OF POWERS

The Board of Trustees is charged by law with full responsibility for governing the University under its jurisdiction. Although the Board properly and necessarily delegates authority to designated officers and University staff, it cannot divest itself of its ultimate legal responsibility. Accordingly, the Board expressly reserves to itself the power to act on its own initiative in all matters affecting the University.

ARTICLE V. USE OF SEARCH FIRMS IN HIRING

The ��Ƶ Board of Trustees approves the adoption of a Board Policy regarding the use of search firms as prescribed by Public Act 97-0814 (110 ILCS 670/15-175) enacted July 16, 2012.

The University may employ an external search firm to assist with the search and recruitment of the President and other employees of the University.

Presidential Searches: The Board of Trustees will authorize the hiring of an external search firm to assist with the search and recruitment of the President of the University.
Other Positions: Whenever sufficient reasons exist that justify the use of a firm with specific expertise, and upon review and approval by the President, the University may use an external search firm for other positions. The President shall communicate all such decisions to the Board in writing.
The hiring department in conjunction with Human Resources must make this request in writing. Such requests must establish that there is a justifiable need for guidance from an individual or firm with specific expertise in the field of hiring. Criteria that may be used in any decision about the use of an external search firm may include:
1. Nature and scope of the position and the search;
2. Availability of University resources and talent to meet the University’s goals for the search;
3. An external search firm’s expertise in such matters as:
  1. Developing and enhancing the quality of the candidates’ pool;
  2. Recruiting and screening potential candidates;
  3. Coordinating search and recruitment logistics;
  4. The specific field or profession relevant to the search;
4. Potential for minimizing potential conflicts of interest;
5. Values of perspectives external to the University for the search; and
6. Any other factors that the President may consider to be relevant to a specific search.

ARTICLE VI. HONORIFICS, HONORS AND AWARDS

SECTION 1. AWARD OF PRESIDENT EMERITUS/EMERITA TITLE

The purpose of this policy is to recognize the service of any University president who has honorably served the University as president for at least five (5) years and is retiring, or has retired, as president from the University. The title should be reserved for those whose performance meets or exceeds the expected duties and responsibilities of the post as determined in the Trustees’ sole discretion. Factors the Trustees may consider in awarding this honorific include, but are not limited to, the individual’s success in enhancing the University’s reputation, furthering the University’s mission, objectives and goals, contributing to society, and exemplifying the personal and professional standards of integrity, civic responsibility, vision, and leadership.
Any Trustee may bring a motion to award the title after twelve (12) months have passed since the candidate’s retirement. The motion will pass upon a simple majority vote.
In addition to any benefits and privileges otherwise available to a retiring president, a president granted this title shall be entitled to:
1. All the rights and privileges of Professor Emeritus/Emerita as determined by University policy;
2. A Board resolution declaring the award;
3. A listing in the University catalog and website; and
4. Use of the title “President Emeritus” in their personal and professional capacities.
The Board may grant President Emeritus/Emerita status to any University president who is retiring or has retired from that office, even if such person remains employed by the University (for example, as a member of faculty). The title may be awarded posthumously.
A retired or retiring president may decline the title in his/her discretion. Further, the Board retains the authority to withdraw the title at its discretion. The motion will pass upon a simple majority vote. The title confers no remuneration, benefits or rights, except as expressly stated in this Policy.

ARTICLE VII. PROHIBITION AGAINST UNLAWFUL DISCRIMINATION IN ANY FORM

It is the policy of ��Ƶ to foster a culture of diversity, equity, and inclusion. As such, the University does not discriminate, and does not tolerate discrimination, on any illegal basis, including but not limited to the basis of a person’s actual or perceived race, color, religion, national origin, ancestry, age, sex, sexual orientation, gender identity, gender expression, pregnancy, marital or civil union status, order of protection status, disability, military status, arrest record, veteran status, citizenship status, unfavorable discharge from military service, or any other basis protected by law, in its programs and activities. The University’s policy against discrimination applies in all matters of admissions, employment, housing and services and in the educational programs or activities it operates. Harassment, whether verbal, physical or visual, that is based on any of these characteristics is a form of discrimination.

The University complies with federal and state laws that prohibit discrimination based on the protected categories listed above, including Title IX of the Education Amendments of 1972, which prohibits discrimination based on sex (including sexual misconduct) in the University’s educational programs and activities. In addition, the University provides reasonable accommodations to qualified applicants, students and employees with disabilities and to individuals who are pregnant.

Retaliation against any person invoking or effectuating this Policy is expressly prohibited, as is retaliation against any person who, in good faith, participates in an investigation, hearing or other process pursuant to this Policy.

At all times, the University shall post the names and contact information of those individuals who are designated to handle inquiries regarding this Policy, including but not limited to individuals designated to handle complaints of harassment or discrimination, or respond to requests for accommodations, in a form and manner that is readily accessible to the campus community and its visitors.

kwild@govst.edu 04/10/2026

Board of Trustees

10/04/1996

12/10/2021

SEO Summary

The Board of Trustees governing policies establish authority, powers, and duties for managing ��Ƶ operations and institutional.

BOT Governing Policies

Policy Categories

Board of Trustees, Bylaws, Policies, Regulations

Policy Owner/Department

Board of Trustees

Amended December 11, 2009
Amended February 15, 2013
Amended May 7, 2021
Amended December 10, 2021

Board of Trustees Bylaws

kwild@govst.edu — Fri, 10 Apr 2026 13:35:26 +0000

Board of Trustees Bylaws

ARTICLE I. INTRODUCTION

SECTION 1: THE BOARD OF TRUSTEES

In accordance with the ��Ƶ Law (110 ILCS 670/15-1 et seq.), as it may be amended from time to time (“GSU Law”), and related legislation, the State of Illinois has created the Board of Trustees of ��Ƶ (the “Board”) as a body politic and corporate. The State has charged the Board with the responsibility to operate, manage, control, and maintain ��Ƶ (“GSU” or the “University”) and has assigned to it broad authority for discharging this responsibility.
Within the constraints fixed by laws of the State of Illinois and the United States, these Bylaws, and duly approved policies, the Board has full responsibility for governing the University and exercises final control over the University. Although the Board properly has delegated certain authority to the President, it cannot divest itself of its ultimate legal responsibility.

SECTION 2: PURPOSE AND EFFECT OF THESE BYLAWS

In order to (i) discharge its statutory responsibilities to the People of Illinois and (ii) establish a structure for self-governance, the Board establishes these Bylaws. The Board Bylaws, as well as any duly adopted policies and regulations, have precedence over the constitution, bylaws, policies, regulations, or other governing documents of any college, department, division, or group within the University or any association affiliated with the University.

SECTION 3: SHARED GOVERNANCE

The Board recognizes that the mission of the University is complex and imposes interdependent relationships between the Board and the University community, all of whom must pursue the common goal of excellence in a spirit of mutual trust. As the final institutional authority, the Board delegates primary responsibility to the President for the management of the University, with the understanding that provisions shall be made for participation by the faculty, staff, and students in University decision-making. While shared governance includes the opportunity for influential advisory input, it does not imply direct participation in individual Board transactions.

SECTION 4: POWERS AND DUTIES OF TRUSTEES

The Board is vested by law with all the powers and authority to govern effectively and to set policy for the University in accordance with the laws of Illinois. Fundamental powers and duties are set forth below; however, this list is not exhaustive. Each Trustee is expected to obtain the training and knowledge sufficient to make informed decisions with respect to the University's financial and academic policies and practices, and ensure that the Board meets its legal and fiduciary responsibilities. The Board shall:

ensure that the University’s mission is kept current, publicly articulated, and aligned with the public good;
select and engage a chief executive officer to lead the University and retain the right to dismiss said chief executive officer;
support and periodically assess the performance of the chief executive officer and review the chief executive officer’s compensation;
charge the chief executive officer with the task of leading a strategic planning process, participate in that process, approve the strategic plan, and monitor its progress;
ensure the University’s fiscal integrity, preserve and protect its assets, and review and approve an annual budget;
ensure the educational quality of the University and its academic programs;
preserve and protect University autonomy, and academic freedom and freedom of expression in the pursuit of truth in teaching and learning;
ensure that institutional policies and processes are current and properly implemented;
engage regularly with senior administration and with the University’s major constituencies; and
conduct the Board’s business in an exemplary fashion and with appropriate transparency, adhering to the highest ethical standards and complying with applicable open-meeting and public-record laws, ensure the currency of Board governance policies and practices, and periodically access the performance of the Board, its committee, and its members.

ARTICLE II. MEMBERSHIP, OFFICERS, AND REPRESENTATIVES OF THE BOARD

SECTION 1: MEMBERSHIP ELIGIBILITY AND TERM

Board membership eligibility and term, as well as voting rights, shall be determined in accordance with the GSU Law.

SECTION 2: ELECTED OFFICERS AND TERMS OF OFFICE

The elected officers of the Board shall include a Chair, Vice Chair, and Secretary, each of whom shall be elected annually by secret ballot of the Trustees. Each elected officer shall hold office for a one-year term or until a successor is duly selected. Only appointed, voting members of the Board are eligible to fill such positions.
Regular elections of officers shall take place during the first meeting of the Academic Year, with terms to begin immediately after the end of such meeting. Vacancies may be filled by the Board at any regular or special meeting and a member(s) selected shall serve for the remaining portion of the unexpired term or until a successor is duly selected.
An elected officer may be removed from office by vote at a regular or special meeting of the Board, which meeting must be preceded by the conveyance of notice to each Board member, including to the officer who is the subject of the vote, ten (10) days prior to the meeting. Such notice shall clearly set forth the proposed action. Removal requires the affirmative vote of two-thirds of then-incumbent voting members of the Board.

SECTION 3: OTHER BOARD LEADERSHIP POSITIONS

The Board may select representatives to serve on other boards, commissions, and similar bodies pursuant to statutory requirements, if any, including but not limited to representatives to the ��Ƶ Foundation and the State University Civil Service System Merit Board. In the absence of statutory requirements, representatives shall be elected by a majority of a quorum of the Board at the first meeting of the academic year in even-numbered years from a slate prepared by the Governance and Nominations Committee, or at such other meeting as may be appropriate.

SECTION 4: APPOINTED INSTITUTIONAL OFFICERS

Appointed officers of the Board shall include the Treasurer and General Counsel. They shall be appointed by the Board on the recommendation of the President to serve as ex- officio corporate officers and not as members of the Board. These officers shall have a fiduciary duty to faithfully discharge their responsibilities to the Board. Where the Board determines it is necessary or appropriate, the appointed officers may be directed to serve the Board in special roles and may have occasional responsibilities or duties that relate exclusively to the Board and be separate from their roles and reporting relationships as employees of the University. Once appointed, these officers shall hold office until removal, resignation, or termination of employment with the University, or as otherwise directed by the Board.
The Treasurer shall be an employee of the University. The University shall furnish a bond in such amount and with such security as is satisfactory to the Board.
The General Counsel may be, but is not required to be, an employee of the University.

SECTION 5: DUTIES OF BOARD OFFICERS

Chair: The Board Chair shall preside at all Board and Executive Committee meetings, have the right to vote on all questions, and otherwise serve as the spokesperson for the Board. The Board Chair shall serve as chair of the Executive Committee and as an ex- officio member of all other standing committees of the Board, with the right but not the obligation to attend and vote at such meetings (the Chair’s attendance or absence at committee meetings shall not be considered for purposes of determining whether a quorum is present unless the Chair is an official member of said committee). The Chair shall sign, with the Secretary as attesting official, any contracts and other legal documents approved by the Board, provided others delegated by the Board may sign such documents in accordance with their respective delegations. The Chair (or the Chair’s designee) shall discharge any other duties usually devolving upon a presiding officer.
Vice Chair: In the absence of the Board Chair, the Vice Chair shall perform the duties of the office of the chair, including presiding at the Board and Executive Committee meetings. The Vice Chair shall serve as a member of the Executive Committee, and shall have other duties as may be assigned by the Board or chair from time to time.
Temporary Chair: In the event that the Board Chair and Board Vice Chair are both absent from a meeting, the voting members may elect a member to serve as Temporary Chair for that meeting only.
Secretary: The Secretary shall serve as a member of the Executive Committee. The Secretary shall sign, as attesting official and with the Board Chair, any contracts and other legal documents approved by the Board, provided others delegated by the Board may sign such documents in accordance with their respective delegations. The Secretary shall ensure that the minutes and records of the proceedings of the Board are kept, published, and distributed as required by law or University policy. The Secretary shall ensure that a record is maintained of all members of the Board, their dates of appointments, and the dates of the expiration of their terms of office, as well as a record of Board officers and other Board leadership positions, and terms of elected/appointed office.
Treasurer: The Treasurer shall act as the general custodian of all funds and securities belonging to the University. The Treasurer shall keep the financial records of the institution and shall carry out such other functions as the Board shall assign or as may be required by law. The Board Treasurer has direct access to the Board and vice versa.
General Counsel: The General Counsel shall be the chief legal officer of the Board and the University, and shall serve as legal advisor to the Board, the President, and to other officers of the University, in their respective University capacities. Unless otherwise provided, the General Counsel shall represent the University and the Board in all legal proceedings. The General Counsel shall attend all meetings of the Board except when the Board stipulates otherwise and shall review its proceedings as to the legality of the Board's actions. The General Counsel has direct access to the Board and vice versa.

ARTICLE III. UNIVERSITY PRESIDENT

The President of the University shall report directly to the Board. The President of ��Ƶ shall be the Chief Executive Officer of the University. The President's duties are those prescribed by the Board. The President shall be appointed by the Board and shall hold office subject to the pleasure of the Board; however, removal, if any, of the President shall be consistent with applicable law, including but not limited to the GSU Law. The President shall be the official adviser and executive agent of the Board, shall be an ex-officio, nonvoting member of all committees, and shall attend all meetings of the Board and its committees, unless excused by a majority vote of then- present members.
The President shall be responsible for the supervision and management of the University, for the duties mandated by these Bylaws and delegated by the Board, and for interpreting and implementing the policies of the University and of the Board.
All communications from any instructor, officer or other employee of the University addressed to the Board of the University or to any committee thereof, shall be transmitted through the President of the University or his/her designee.
All rules, regulations, orders, or instructions of the Board, or of any committee or member thereof, addressed to any instructor, officer, or other employee of the Board shall be transmitted through the President of the University.
Nothing herein is intended to preclude Board members from (i) talking with University administrators and staff as may be required to discharge their Board and committee duties, (ii) participating fully in University events, or (iii) communicating with the University community in their individual capacities.

ARTICLE IV. BOARD MEETINGS

As a public body of the State of Illinois, the Board shall conduct its business and execute its responsibilities in conformity with applicable state law, including without limitation, the GSU Law and the Illinois Open Meetings Act (the “Open Meetings Act”), 5 ILCS 120/1 et seq., as it may be amended from time to time, and Board governing documents. Board meetings, including notice thereof, minutes thereof, quorum matters, and voting rights, shall be determined in accordance with existing Illinois law.
The Board shall have four regular meetings each year, including one per quarter, on such dates and times as it shall determine and publish at the start of each fiscal or calendar year. At such meetings, any business related to the authority of the Board may be discussed and transacted. Special, emergency, and closed session meetings may be held as provided by Illinois law. Each of the four regular quarterly meetings shall be held on the University’s campus in University Park, Illinois.
To the extent consistent with these Bylaws and Board policies and regulations, business and debate shall be conducted in accordance with the current edition of Robert’s Rules of Order.
Unless excused by a majority vote of then-present members, the President and General Counsel are expected to attend all closed sessions of the Board. The Board may invite other attendees to closed sessions within its discretion.
All matters discussed in closed session are strictly confidential and shall not be shared withe others outside those assembled, except that such information may be shared (i) with absent Trustees or Trustees subsequently appointed to fill a vacancy, (ii) as required by law, or (iii) with the public if the Board determines confidentiality is no longer required upon a majority vote.

ARTICLE V. BOARD STANDING AND AD HOC COMMITTEES

SECTION 1: ESTABLISHING COMMITTEES

The Board shall establish such standing and ad hoc committees as it deems appropriate to discharge its responsibilities. Standing committees may include but not be limited to the following: executive, governance and nominations; budget and finance; human resources and compliance; and academic affairs. Each committee shall develop a written statement of purpose and primary responsibilities approved by the Board, and such rules of procedure or policy guidelines as it or the Board, as appropriate, may approve.

SECTION 2: COMMITTEE MEMBERSHIP

Each committee shall have at least three (3) voting members. All committee chairs, vice chairs (if any), and voting members shall be Board members. The President shall be an ex-officio, non- voting member of all committees. Each committee shall have an officer of the institution or administrative staff member, designated by the President, to assist with its work. A majority of the committee’s voting members shall constitute a quorum.

SECTION 3: EXECUTIVE COMMITTEE

The Executive Committee shall have three (3) members, all of whom shall be voting Board members consisting of the Chair, Vice Chair, and Secretary, in addition to the President, who shall be an ex-officio member without vote. For sufficient cause when the Board is not in session, the Executive Committee is empowered to act for the Board. The unanimous vote of the members of the Executive Committee who cast their votes shall be required to authorize the commitment of monies. All actions taken by the Executive Committee shall be reported and recorded in the minutes at the subsequent meeting of the full Board.

SECTION 4: COMMITTEE CHAIRS

The Chair of each committee shall call its meetings, preside over its proceedings, and report its actions to the Board. In all other respects, the Chair shall have no greater authority than any other member of the committee.

SECTION 5: COMMITTEE APPOINTMENTS

Except for the Executive Committee, membership shall be determined by majority vote.

SECTION 6: COMMITTEE MEETINGS

To the extent consistent with these Board Bylaws, policies, and regulations, and except as otherwise provided in any committee’s approved written statement of purpose, rules or procedures, committee business and debate shall be conducted in accordance with the current edition of Robert’s Rules of Order.
To the extent applicable, each committee shall conduct its business and execute its responsibilities in conformity with applicable state law, including without limitation, the GSU Law and Open Meetings Act.
Standing committees shall schedule at least one regular meeting per quarter to take place at the University's campus in University Park, Illinois on such dates and times as each committee shall determine. Each committee’s regular meeting schedule shall be published at the start of each fiscal or calendar year. Special, emergency, and closed session meetings may be held as provided by Illinois law. Regular meetings may be cancelled or rescheduled in the committee chair’s discretion.

ARTICLE VI. INDEMNIFICATION

To the fullest extent permitted by law, the Board shall indemnify each present or former Trustee, officer, employee, and agent (collectively, “Indemnitees”) of the Board against all expenses that may be reasonably incurred or paid in connection with any claim, actual or threatened action, suit, proceeding, or investigation (civil, criminal, or other, including without limitation, appeals) in which he or she may be involved by reason of being or having been a Trustee, officer, employee, or agent; or was serving at the written request of the Board as a director or officer of any other corporation, partnership, joint venture, trust, or other cooperative, consortium or enterprise; or by reason of any action or omission or alleged action or alleged action or omission (including those antedating the adoption of these Bylaws) in any official or personal capacity; and against any amount or amounts that may be paid (other than by the Board) in reasonable settlement of any claim, action, suit, or proceeding where it is in the interest of the Board that settlement be made.
In cases where an action, suit, or proceeding advances to final adjudication, indemnification shall not extend to matters when it has been adjudicated that the party seeking indemnification breached his/her duty of loyalty, committed acts or omissions that involve intentional misconduct or a knowing violation of the law, or engaged in a transaction where the party seeking indemnification derived an improper personal benefit. Neither a judgment of conviction nor the entry of any plea in a criminal case shall in and of itself be deemed an adjudication that the party seeking indemnification is ineligible under this Section if the party acted in good faith, for a purpose which he or she reasonably believed to be in the best interests of the Board, and was not aware that the conduct was unlawful.
As used in this Article, the term “expenses” includes without limitation, attorneys’ fees, costs, judgments, fines, penalties, and other liabilities.
The rights of indemnification provided for are severable, are not exclusive of other rights to which any Indemnitee may now or hereafter be entitled, and continues in effect notwithstanding the fact that the individual ceases to be a Trustee, officer, employee, or agent at the time the action is instituted, while it is pending, or after the judgment is rendered.
The indemnification referred to above covers the conduct of the Indemnitee which occurred both before and after the adoption of this Article of the Bylaws and shall inure to the benefit of his or her estate.
If any part of these Bylaws or any payment made to an Indemnitee is for any reason is held to be invalid, the remaining provisions of this Article of the Bylaws are not otherwise affected but remain in full force and effect.

ARTICLE VII. CONFLICTS OF INTEREST

The potential for a conflict of interest exists whenever there is any dissidence between the private interests of a Trustee (or a Trustee’s spouse, close family member, or organization in which the Trustee maintains an interest) and the official responsibilities of the Trustee on behalf of the University. Said another way, the potential for a conflict of interest arises whenever a Trustee’s personal interests, or responsibilities owed to another person or entity, appear to, or in fact do, influence the Trustee’s decision-making on behalf of the University. A conflict of interest may be financial or non-financial, and it may be direct or indirect.
Given the various roles Trustees serve in business and society, it is expected that conflicts may arise form time to time. If an actual or potential conflict arises, the affected Trustee’s paramount duty it to disclose the conflict to the Board. The Trustee’s duty of disclosure is a continuing one.
Once disclosed, a majority of disinterested Trustees shall decide how to manage the actual or perceived conflict.
A conflicted Trustee shall not vote or use personal influence on any matter related to the conflict and shall not be counted towards the quorum for the meeting at which such matter is discussed. The minutes of the meeting at which such matter was discussed shall reflect that a disclosure was made and that the conflicted Trustee abstained from voting.
Because the University is a state institution, the Board, the Trustees, and officers of the Board are subject to, and shall abide by, the provisions of the GSU Law, the Illinois Governmental Ethics Act, 5 ILCS § 420/1-101 et seq., as may be amended from time to time, the State Officials and Employees Ethics Act, 5 ILCS 430/1-1 et seq., as may be amended from time to time, and all applicable state and federal laws and regulations, including without limitation, conflict of interest disclosure and abstention requirements found therein.
Upon appointment to the Board and annually thereafter during Board membership, each Trustee shall make all necessary filings with the State of Illinois regarding the Trustee’s economic interests and those of certain persons related to him/her, including without limitation, filing an annual Statement of Economic Interests by May 1 of each year or such other date as is set by law.

ARTICLE VIII. ADOPTION, AMENDMENT, OR REPEAL OF BYLAWS

SECTION 1: REPEAL OF PRIOR BYLAWS

All Board Bylaws heretofore passed, inconsistent with the provisions of these Bylaws, are hereby repealed.

SECTION 2: PROCESS FOR ADOPTING, AMENDING OR REPEALING BYLAWS

Bylaws may be adopted, amended, or repealed at any regular meeting of the Board by a majority vote of the total voting membership of the Board; provided that written notice, containing insofar as possible the exact wording of each bylaw to be adopted, amended, or repealed, shall have been presented at least ten days in advance of the meeting.

kwild@govst.edu 04/10/2026

Board of Trustees

10/04/1996

02/06/2023

SEO Summary

Review the Board of Trustees Bylaws that govern ��Ƶ operations and establish policies for university management and shared governance.

BOT Bylaws

Policy Categories

Board of Trustees, Bylaws, Policies, Regulations

Policy Owner/Department

Board of Trustees

Amended October 17, 2008
Amended October 8, 2010
Restated June 10, 2022
Amended February 6, 2023

Years of Service Completed	Rate Earned/Hr. of Pay Status	Equiv. Days per Year
At Least - Not More Than
0 - 3	.0462	12
3 - 6	.0577	15
6 - 9	.0692	18
9 - 14	.0808	21
14 -	.0962	25

Years of Service Completed	Leave Days Earned Per Year
At Least - Not More Than
0 - 3	25
3 - 6	26
6 - 9	27
9 -	28

	Academic Term	Annual
Full-time employee	6 c. h.	18 c. h.
¾ time employee	4 c. h.	12 c. h.
½ time employee	3 c. h.	9 c. h.

Board of Trustees

Board of Trustees Regulations Section VIII - Ethics and Compliance

SECTION VIII. ETHICS AND COMPLIANCE

Code of Conduct

Purpose

Scope

Standards of Personal Responsibility

Related Policies, Laws, and Regulations

Application of Code of Conduct

Anti-Discrimination and Anti-Retaliation Policies

Anti-Discrimination Policies and Procedures

Persons with Disabilities

Personnel Regulations

Work Time Requirements, Timekeeping, and Documentation of Time Worked

Documentation for Reimbursement for Travel on Official University Business

Gift Ban

Definitions

Policy

Prohibited Political Activities

Definitions

Policy

Avoidance of Nepotism, Conflicts of Interest, and Conflicts of Commitment

Definitions

Policy

Avoiding Nepotism in Employment Matters

Avoiding Nepotism in Student-Related Matters

Disclosing Nepotism

Avoiding Conflicts of Interest and Conflicts of Commitment

Disclosing Conflicts of Interest and Conflicts of Commitment

Revolving Door Prohibition of the Illinois State Officials and Employees Ethics Act (“Ethics Act”)

Other Conduct Policies

Insubordination

Disruptive Conduct

Breach of Confidentiality

Stealing

Misuse or Abuse of State Property

Improper Destruction of University Records

Conduct Unbecoming of a Supervisor

Threatening Words or Actions and Violence

False Statement

Health and Safety Violation

Official Misconduct

Failure to Complete Mandatory Trainings

No Creation of Rights

SECTION VIII. ETHICS AND COMPLIANCE APPENDIX

The Department of Central Management Services Code of Personal Conduct

Introduction

Authority and Applicability

Principles of Public Service

Specific Instances of Unethical Conduct

The Illinois Board of Higher Education Personnel Policies for Public Universities

INTRODUCTION

GENERAL

WORK TIME REQUIREMENTS

DOCUMENTATION OF TIME WORKED

DOCUMENTATION FOR REIMBURSEMENT FOR TRAVEL ON OFFICIAL STATE BUSINESS

COMPENSATION AND BENEFITS

PROHIBITION ON SEXUAL HARASSMENT

Board of Trustees Regulations Section VII - Intellectual Property

SECTION VII. INTELLECTUAL PROPERTY

Intellectual Property Policy

Introduction

Definitions

Patents

Copyrights

Tangible Research Property

Trade Secrets

Administration

University Intellectual Property Committee

University's Acceptance of Independently Owned Intellectual Property

Jointly Owned Intellectual Property

Proceeds

Proceeds

Revenue Distribution

Creator's Share.

Creator's College.

University's Share.

Revenue Generated from Intellectual Property Donated to the University

Revenue from Actions to Enforce Intellectual Property Rights

Equity Holdings