During the term of this Agreement, employee group benefit programs (health, dental, life, etc.) shall be provided to all employees covered by this Agreement who are eligible to participate in those programs in accordance with the State Employees Group Insurance Act of 1971, 5 Illinois Compiled Statutes 375/1 and following, as amended. The parties agree to accept all of the terms and conditions in employee benefit packages as determined by the Department of Central Management Services (CMS) to be intended to apply to employees of Northern Illinois University. Changes and modifications in benefits, benefit levels, or to the types of employee benefit packages that may be offered is the exclusive right of Central Management Services. The costs for participation in any of the employee benefit programs that Central Management Services determines to be contributory by the employee and costs for optional coverage are the sole responsibility of the employee.
During the term of this Agreement, all employee benefits shall be granted to bargaining unit members in accordance with applicable Board and University policies (see current Board Regulations). Improvements in such benefits shall be extended to bargaining unit employees to the extent authorized by Board and University policies. In the event of any change in Board or University policies concerning such benefits, the Union’s Chapter President shall be notified and the parties agree to meet in consultation to determine whether the change or changes has or have any impact upon current bargaining unit employees and, if so, to negotiate concerning the impact of such change or changes.
Instructors covered by this Agreement shall have access to child care programs which exist on campus in accordance with University policies and policies of the respective child care facilities.
Bargaining unit members shall receive accumulative and non-accumulative sick leave in accordance with campus policies for employees holding temporary assignments. Bargaining unit employees are also extended the opportunity to participate in the applicable sick leave bank option in accordance with campus policies for employees holding temporary assignments. Eligible bargaining unit members shall also be granted benefits and entitlements established under the Family and Medical Leave Act of 1993 in accordance with campus and college policies. Additionally, bargaining unit members shall be eligible for disability benefits as provided by the State Universities Retirement System and subject to applicable limitation policies and procedures.
If an employee has accrued cumulative sick leave and moves into a position in which sick leave is not accrued, that employee’s accrued cumulative sick leave will be maintained on the University’s records until the employee moves into a position in which sick leave may be accrued, at which point the employee shall be credited with previously accrued sick leave days, or until the employee leaves the employment of the University, at which point an employee shall be entitled to a lump sum payment or service credit in accordance with SURS policies.
Instructors on 12-month appointments shall earn vacation at the rate of two days per month as described in Board of Trustees Governance Documents. No other unit members shall earn or receive vacation.
If an employee has previously accrued cumulative vacation leave and moves into a position in which annual leave is not accrued, that employee’s accrued cumulative vacation leave will be maintained on the University’s records until the employee moves into a position in which annual leave may be accrued, at which point the employee shall be credited with previously accrued annual leave days, or until the employee leaves the employment of the University, at which point the employee shall be entitled to a lump sum payment in accordance with Board Regulations.
In accordance with campus policies, Instructors may be granted an educational leave with pay for advanced study upon recommendation by the President for the University and approval by the Board at a regularly scheduled meeting of the Board. Educational leave without pay may be authorized by the President of the University.
a.Instructors may request to attend conferences or meetings associated with their professional positions at the University. Upon approval and as designated by the appropriate Chair and/or Dean, employees may be provided release time and/or full or partial reimbursement for expenses in connection with these approved professional activities including professional development activities related to college accreditation guidelines. Written authorization and approval of expenses should typically be provided prior to attendance at such conferences or meetings.
b.Employees may be required at times to attend conferences or meetings directly associated with their professional positions at the University including professional development activities related to college accreditation guidelines. The Instructor may request written confirmation of any such requirement. In accordance with other University policies on this topic, employees shall be reimbursed for expenses directly related to this required assignment. Such requirement and approval of expenses should typically be provided in writing prior to attendance at such conferences or meetings.
a. An employee on approved leave while on pay status may continue to be eligible for the benefits of the State group insurance program and may continue to participate in the State Universities Retirement system, subject to the laws, rules, regulations, policies, and procedures governing the administration of such insurance programs or the State Universities Retirement System.
b. Upon return to the University from a leave while on pay status, an employee’s salary shall be adjusted to reflect across-the-board increases which the employee would have received if not on leave.
a. An employee on approved leave without pay may continue to be eligible for the benefits of the State group insurance program and may continue to participate in the State Universities Retirement System, subject to the laws, rules, regulations, policies, and procedures governing the administration of such insurance programs or the State Universities Retirement System.
b. Upon return to the University from an unpaid leave, an employee’s salary shall be adjusted to reflect across-the board increases which the employee would have received if not on leave.
a. If the College Dean believes an employee is unable to perform assigned duties due to illness, or injury, the Dean shall inform the employee in writing of the basis for the Dean’s belief and may 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 University. Refusal of an employee to submit to the medical examination or to have a physician’s report provided to the Dean may result in suspension of the employee or other disciplinary action. The doctor shall submit an opinion to the Dean as to whether the employee (1) has a physical or mental condition which constitutes a health or other hazard to the employee, fellow employees, or others whom the employee may come in contact or (2) 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 Dean. If two medical opinions are obtained which are in conflict, the two doctors or the relevant professional association or society shall be requested to identify a third doctor to supply an additional medical opinion for consideration by the Dean. The expense of the third doctor’s opinion shall be shared equally by the employee and the University.
b. If, after reviewing the medical opinions and other materials relevant to the employee’s illness or injury, the Dean concludes that the employee (1) presents a health or other hazard to the employee, fellow employees, or others whom the employee may come in contact or (2) is unable to perform the duties required by the position of employment, the Dean shall place the employee on compulsory leave. The Dean shall notify the employee in writing of the duration of the compulsory leave period. Any applicable paid leave benefits may be used during the compulsory leave period. That portion of the compulsory leave, if any, which is not covered by earned leave credit shall be without pay.
c. After expiration of one-half of the compulsory leave period, the employee may, upon prior notice to the University, and at the employee’s expense, seek a medical opinion from a doctor acceptable to the University as to the ability of the employee to return to work. If after reviewing the opinion and other materials relevant to the employee’s illness or injury the Dean concludes the employee is able to return to work, the employee shall return to work immediately.
d. If, after reviewing the opinion of 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 University, and other materials relevant to the employee’s illness or injury, the Dean concludes an employee is unable to return to work at the end of the compulsory leave, the Dean may (1) extend the period of compulsory leave, (2) request the employee’s resignation, or (3) if the University cannot reasonably accommodate the illness or injury, terminate the employee. Termination under these circumstances shall not be considered to be a disciplinary action.
e. Should the Dean determine that an Instructor may be unfit for duty as a result of impairment or intoxication, the parties shall consult with the University Wellness Administrator who shall evaluate the situation and implement necessary remedies as agreed to by the parties. Should voluntary agreement not be reached or should such remediation fail, then the procedures outlined in a-d (above) shall be utilized, except that any termination or discipline related to a fitness-for-duty issue shall be considered disciplinary action.
f. The parties agree to abide by the provisions of the Americans with Disabilities Act with respect to measures undertaken to assess and/or implement reasonable accommodation.
18.11 Uniform Compulsory Leave Policy
In the event that the University adopts a campus-wide policy on compulsory leave that uniformly applies to other employees, the Union’s Chapter President shall be notified and the parties agree to meet in consultation to determine whether the change or changes has or have any impact upon current bargaining unit employees and, if so, to negotiate concerning the impact of such change or changes.
Members of the bargaining unit may participate in the non-tenure track Outstanding Teaching Awards program coordinated by the Faculty Development and Instructional Design Center, pursuant to all relevant application, awards, selection criteria, and procedures that pertain to this process as implemented under the authority of the NIU Division of Academic and Student Affairs, the Faculty Development and Instructional Design Center, and the Faculty Development Advisory Committee. The following criteria shall also pertain to Instructor participation in the non-tenure track Outstanding Teaching Awards program:
a. Instructors can be nominated subject to all deadlines, contingencies, award allocation criteria, and evaluation procedures as solely determined by the designated officials within the division of Academic and Student Affairs and the Faculty Development and Instructional Design Center.
b. The nomination and selection aspects of the non-tenure track Outstanding Teaching Award program are independent of the procedures and criteria outlined in the Evaluation and Evaluation Criteria and Employment articles of the collective bargaining agreement. Furthermore, no aspect of the non-tenure track Outstanding Teaching Award program shall be considered subject to the Grievance Procedure article of the collective bargaining agreement.
Members of the bargaining unit may participate in the Multicultural Curriculum Transformation Institute (MCTI) workshops pursuant to all relevant application, funding, selection criteria, and procedures that pertain to this process as implemented under the sole authority of the NIU division of Academic Affairs and the administrators of the MCTI. The following criteria shall also pertain to Instructor participation in the MCTI:
a.Instructors can apply subject to all deadlines, contingencies, allocation criteria, and evaluation procedures as solely determined by the MCTI.
b.Only Instructors who are employed at 100 percent for a full academic year appointment may be eligible to apply for participation. Instructors who are appointed on a 12-month basis may apply for participation but may not receive a supplemental stipend should this participation become authorized.
c.Instructors who are appointed on a 100 percent 9-month basis and become approved to participate may be provided a stipend for this participation in accordance with and in the amounts determined by the MCTI and subject to approval by the respective college office.
If selected pursuant to the application process, the final approval for participation shall also be subject to the Instructor’s reappointment for the subsequent academic year. At its discretion, the MCTI may prioritize Instructor applications for consideration on the basis of current roster placement.
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