Pursuant to The State Officials and Employees Ethics Act (SOEEA Act), the University of Illinois requires Academic Professional and Civil Service employees to document all official business of the University. This includes all official University business conducted throughout the week to include evenings and weekends (i.e. twenty-four hours a day, seven days a week).

I.  Policy Information

Policy Title: University of Illinois System Policy Alternate Compensation
Policy Owner: Office of Human Resources
Responsible Official: Associate Vice Chancellor for Human Resources
Approved by: UIS Chancellor
Date Approved: December 20, 2022
Effective Date: January 8, 2023
Targeted Review Date: January 8, 2026
Contact: uishr@uis.edu

Section 2. Complaint Resolution Mechanisms

The success of this policy depends in large part upon its ability to protect the confidentiality of all parties involved. The following procedures are to be implemented with the expectation that members of the campus community will respect the confidentiality of the process.

What to do if you Receive a Prohibited Gift

An employee who receives a gift prohibited by the Ethics Act must do one of the following:

III. Requirements

1. Duty to Cooperate - Members of the University Community shall cooperate with investigations of alleged child abuse/neglect, including DCFS initiated, law enforcement initiated, and/or internal investigations. All Members of the University Community shall also cooperate with investigations of alleged violations of this Policy and any applicable university procedures.

2. Duty to Complete Education and Acknowledgement; Sign Certificate

Applicability

These Procedures outline the process all University employees must follow for reporting new or ongoing intimate personal relationships as defined in the Policy.

Contingent Offer of Employment

Offers of employment made by a hiring unit shall include a statement that the offer is contingent on the University’s evaluation of any documented findings of sexual misconduct or sexual harassment in prior employment.

Final Candidates Responsibility

After a contingent offer of employment is made by the hiring unit and accepted by the final candidate, the final candidate will be asked to complete an Authorization and Release for Employment RecordsForm and respond to disclosure questions within five business days.

​IV.  Requirements

1. Notice of Duty to Disclose
   The U of I System will include in the application process a notice to potential applicants that inquiries regarding past Findings of Sexual Misconduct or Sexual Harassment will be made of them and prior employers. Applicants also will be notified that final candidates are required to authorize current and former employers to disclose Findings of Sexual Misconduct or Sexual Harassment as part of the hiring process.
2. Candidate’s Duty to Disclose and Authorize Disclosures of Past Findings

II.  Scope

The University of Illinois System Policy on Intimate Personal Relationships in the Workplace (“Policy”) applies to all Students and employees of the University of Illinois System, including the universities at Urbana-Champaign, Chicago, and Springfield; the U of I System Offices; and the University Hospital and clinics (collectively, “U of I System”, individually “University” or “Hospital

III.  Definitions

For purposes of this policy only, the following terms have the following meanings:

The University of Illinois at Springfield will not tolerate sexual harassment and is committed to providing and preserving an atmosphere free from harassment in any form.

All employees and students have the right to work and study in an environment free from sexual harassment. Sexual harassment is a violation of professional ethics and impedes the primary function of a university.