Policies for Faculty
Chapter 1 University Employment Policies
1.1 Affirmative Action
Approved February 1982
The University is committed to equal opportunity and affirmative action in all aspects of employment practices. All personnel policies, practices and procedures are administered without regard to an individual's age, color, disability, gender, marital or civil union status, national origin, race, religion, sex, sexual orientation or veteran status. The Affirmative Action Plan describes policies and procedures established by SIUE to fulfill these obligations. Employment decisions are made according to these principles. All employees are expected to know and understand their roles in achieving positive results. Employees are also expected to be aware of the University's commitment to equal opportunity and are expected to comply with these policies and procedures. Responsibility for this area is assigned to the Office of Equal Employment, Access & Title IX Coordination. The director of Equal Employment, Access & Title IX Coordination is charged with developing and maintaining the necessary programs, records and reports to comply with applicable state and federal statutes and regulations and with carrying out the goals and objectives of this Affirmative Action Plan. Anyone seeking more information concerning SIUE's Affirmative Action Plan should contact the Director for Equal Opportunity, Access and Title IX Coordination, Rendleman Hall, Box 1025, Edwardsville, IL, 62026-1025, (618) 650-2333. For additional information see SIUE’s Affirmative Action Plan.
1.2 Drug Testing
Approved May 2, 2012
The safety and security of personnel, students, visitors and property of the State of Illinois is of vital importance to the University. The purpose of the SIUE Workplace Drug Testing Policy creates and maintains a drug and alcohol-free work environment by identifying existing employees and potential employees who use or abuse illicit drugs and/or abuse prescribed medications. A safe environment is attained by employee screening, employee education and training, surveillance of the work area and the effective management of situations involving drugs and alcohol by individuals who fall under the purview of University authority. Learn more about workplace drug testing.
1.3 Employment References and Verification
Approved May 14, 2014
Verification of employment status and salary information for the purposes of buying a home or car, leasing an apartment, applying for a loan, etc. will be handled by the Office of Human Resources. Employees are encouraged to submit requests in a timely manner to allow sufficient time for processing. To ensure confidentiality and protect the privacy of its employees, the Office of Human Resources will only release employment status and/or salary information to authorized individuals. To verify employment information with the University, the employee/former employee and/or requestor must provide the Office of Human Resources with the following:
- A Right to Release Information form signed and dated by the employee/former employee, with requested employment data.
- Social Security Number or Banner ID Number
1.4 Equal Opportunity Employer
Approved February 1982
SIUE is an equal opportunity employer and will not discriminate against any person on the basis of race, religion, national origin, or gender in violation of Title VII. The University further prohibits discrimination against employees, applicants for employment, and students on the basis of age, color, disability, gender, marital or civil union status, national origin, race, religion, sexual orientation, arrest records or veteran’s status, in conformity with State law. For additional information regarding SIUE's equal opportunity employment policy, please contact the Office of Equal Opportunity, Access and Title IX Coordination, Rendleman Hall, Box 1025, Edwardsville, IL, 62026-1025.
1.5 Job Abandonment
Approved May 14, 2014
Any employee who is absent without approved leave for three or more scheduled consecutive working days and/or has not contacted his/her immediate supervisor, and/or is unreachable by phone may be deemed to have resigned from or abandoned his/her job and is ineligible for future employment.
1.6 Nepotism
Approved May 14, 2014
No employee of SIUE shall make a final personnel determination on any matter related to the University employment of a spouse, same sex domestic partner, civil union partner or relative within the third degree of consanguinity (kinship) to said employee. For the purposes of this policy, such relatives include: spouse, same sex domestic partner, civil union partner, parents, grandparents, children, grandchildren, aunts, uncles, brothers, sisters, nieces, nephews, or any relative by marriage comparable to the above listed relationships.
1.7 Pre-Employment Background Checks
Approved February 22, 2012
Effective April 1, 2012, all applicants are subject to background investigations prior to an official offer of employment. In addition, applicants for safety sensitive positions are subject to a pre-employment drug and alcohol test. Safety sensitive positions are positions that have responsibilities including but not limited to:
- Working with minors or individuals with diminished mental capacity;
- Providing for the safety of students, faculty and staff;
- Regular access to controlled substances;
- Control of University financial resources.
- Nature of the crime, the relationship between the criminal conduct of the applicant and the job responsibilities;
- Any aggravating or mitigating factors;
- Number of offenses and circumstances of each;
- Age of the applicant at the time the crime was committed and the year of the crime, and the rehabilitation record of the applicant.
If a conviction for a violent crime such as assault with a deadly weapon, rape, sexual assault, murder, crimes committed against children, violence in the workplace, armed robbery, and/or other violent crimes is revealed, this will most likely make this applicant ineligible for consideration. Convictions such as these may be seen as posing an unnecessary and unacceptable risk to the safety of our campus community. Depending on the circumstances, the Office of Human Resources reserves the right to ask the applicant to provide additional details regarding his/her conviction(s) and to consult with University Legal Counsel and the appropriate Dean. When appropriate the Office of Human Resources may confer or seek counsel from other appropriate University personnel including University Legal Counsel. If the criminal record does not reflect convictions for those offenses that according to state or federal law preclude employment at SIUE, the Office of Human Resources will determine employment eligibility. If the criminal record contains convictions for those offenses that according to the state or federal law preclude employment at SIUE, the applicant will be informed of the discovery and his/her rights of appeal will be explained to him/her. The applicant will be provided a copy of the reporting agency’s record, a letter from the Office of Human Resources, and a copy of the Fair Credit and Reporting Act. If it is discovered that the applicant falsified or omitted facts during the application process, or failed to truthfully answer questions on the waiver form, his/her candidacy will be terminated. The applicant will be informed of the discovery and his/her rights of appeal will be explained to him/her. If the applicant is hired as an employee, no record of the criminal background check will remain in his/her file unless state or federal licensing requires maintenance of such a record. If the applicant is denied employment then a copy of the background report will be maintained in the Offices of Human Resources for 36 months or until legal counsel determines a record is no longer needed. All criminal background results are considered part of the application process and these results are only released to the Director of Human Resources and/or a designee, or other necessary parties as discussed above.
1.8 Separation of Employment
Approved May 14, 2014
Employees are expected to submit a written resignation to their supervisor before the effective date of resignation. Any employee who does not give sufficient and/or agreed upon notice may forfeit future employment opportunities. An employee may elect to resign pending disciplinary action.
