reglab/statecodes huggingface dataset:
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 302 - MERIT AND FITNESS › Subpart L - TERM APPOINTMENTS › Section 302.850 - Reconsideration Request

Current through Register Vol. 48, No. 28, July 12, 2024
An employee whose position is deemed subject or deemed not
				  subject to Term Appointment under Section
				  302.810
				  will be notified of such decision by the Director of Central Management
				  Services. Within five (5) working days of receipt of the notice of inclusion
				  under or exclusion from the provisions for Term Appointment by the Director of
				  Central Management Services under Section 302.810, such employee may directly
				  petition the Director in writing for reconsideration of such decision. In the
				  event a request for reconsideration is made, the Director shall designate a
				  review officer to review and investigate the application of this Part in the
				  decision. The review officer shall submit findings to the Director for final
				  determination. In any discussion or meeting chaired by the review officer, the
				  employee shall be entitled to be present and may be accompanied or represented
				  by any person. Notice of the final decision of the Director shall be served on
				  the employee in person or by certified mail, return-receipt requested, to the
				  employee's last address appearing in the personnel file within 15 calendar days
				  of receipt of the employee's request for reconsideration. Failure by the
				  Director to act within this period of time shall be deemed a denial of the
				  request.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 302 - MERIT AND FITNESS › Subpart L - TERM APPOINTMENTS › Section 302.860 - Renewal Procedure for Incumbents Subject to Public Act 83-1369

Current through Register Vol. 48, No. 28, July 12, 2024
Any incumbent who has received an appointment or renewal and
				  is holding probationary or certified status in a position in or above merit
				  compensation grade 12 or its equivalent while such position is subject to
				  Section 4d(1), (2), (3) or (6) of the Personnel Code shall be subject to review
				  and appointment when his or her term expires. During the term of such
				  appointment, Jurisdiction A, B and C shall apply to such
				  incumbent.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 302 - MERIT AND FITNESS › Subpart L - TERM APPOINTMENTS › Section 302.863 - Renewal of Certified or Probationary Incumbents in Exempted Positions

Current through Register Vol. 48, No. 28, July 12, 2024
Any employee holding a term appointment pursuant to this
				  Subpart L whose position is declared exempt from Jurisdiction B of the
				  Personnel Code by the Illinois Civil Service Commission as provided in Section
				  4d(3) of the Personnel Code shall be continued in that position with
				  probationary status in accordance with Section
				  302.150(e)
				  or with certified status in accordance with Section
				  302.150(f)
				  and such term appointment shall be subject to renewal in accordance with
				  Section
				  302.840.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 303 - CONDITIONS OF EMPLOYMENT › Subpart A - GRIEVANCE PROCEDURE › Section 303.10 - Definition of a Grievance

Current through Register Vol. 48, No. 28, July 12, 2024
a) A
				grievance is any question between an employee and his/her employing agency, or
				applicant as covered in 80 Ill. Adm. Code
				302.790,
				concerning the meaning, interpretation or application of this Part, or the
				Personnel Code or any issue concerning them or conditions of state employment
				which directly affect the grievant in the performance of his/her official
				duties.
b) Probationary
				terminations, charges seeking discharge, demotion or suspension totaling more
				than 30 days in any 12-month period of certified employees, appeals of
				allocation of duties or transfers from one geographical area in the State to
				another are not subject to grievance procedure.
c) An employee shall be allowed reasonable
				time with pay during working hours for the presentation of a grievance,
				provided the employee has obtained permission from his/her immediate supervisor
				therefore and the employee's absence will not interfere with agency
				operations.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 303 - CONDITIONS OF EMPLOYMENT › Subpart A - GRIEVANCE PROCEDURE › Section 303.20 - Procedure

Current through Register Vol. 48, No. 28, July 12, 2024
a) Grievances shall
				be submitted in accordance with the following procedure unless the Director
				permits an agency to vary the number or content of the steps therein prescribed
				upon the written request of the operating head of an agency and for good cause
				shown therein, except that a grievance arising out of interpretation and/or
				application of a provision contained within a collective bargaining agreement
				shall be heard pursuant to the procedures established therein for the
				respective bargaining unit.
b) An
				employee's failure to submit a grievance, or to submit or appeal it to the next
				level of this procedure within specified time limits therefor, shall mean that
				the employee has withdrawn the grievance or accepted the last answer given in
				the grievance procedure if the employee so indicates.
c) Step 1: A grieving employee shall present
				the grievance orally to the immediate supervisor explaining its nature and
				circumstances within 5 scheduled working days after learning of the
				circumstances or condition which gave rise to it. The immediate supervisor
				shall answer within 5 scheduled working days of its presentation.
d) Step 2: If the grievance is not
				satisfactorily resolved or no answer is given within 5 scheduled working days
				of its presentation, the employee may, within 10 days of the date the Step 1
				answer was due, submit the grievance to the next higher supervisor by reducing
				the grievance to writing on a form prescribed by the Department for such
				purpose and presenting it to the next higher supervisor or the person
				designated to act at this Step. A written answer thereto shall be given within
				5 working days of its receipt by such person.
e) Step 3
1) If the grievance is not satisfactorily
				resolved or no answer is given within 5 scheduled working days after its
				written submission at Step 2, the employee may, within 10 working days after
				the Step 2 answer was due, appeal the grievance to the head of the operating
				agency by using the same or a different form.
2) Within 20 working days after the Step 3
				appeal is filed, the head of the operating agency shall render a written
				decision thereon, and shall serve a copy of said written decision upon the
				grievant. Failure of the agency head to render a written decision and to serve
				it upon the grieving employee within the specified time shall automatically
				move the grievance to Step 4.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 303 - CONDITIONS OF EMPLOYMENT › Subpart A - GRIEVANCE PROCEDURE › Section 303.21 - Expedited Procedure

Current through Register Vol. 48, No. 28, July 12, 2024
a) If
				agreed to by both parties, the following shall be the procedure for an
				expedited hearing:
1) The Director shall
				appoint an employee of the Department of Central Management Services, Division
				of Legal/Labor Relations, to serve as the hearing officer of the expedited Step
				4 grievance hearing.
2) The hearing
				officer shall have the authority to mediate the grievance with the parties
				prior to the scheduling of the hearing.
3) If the parties are unable to reach a
				resolution, the hearing officer shall schedule the hearing with the grievant or
				grievant's representative and the representative of the employee's agency to
				hear the grievance.
4) Prior to the
				hearing, the parties shall submit documentation in support of their respective
				case. The hearing officer shall have the authority to accept or deny all
				submissions of evidence.
5) At the
				grievance hearing, both parties shall present a summary of their cases.
				Witnesses are not allowed, but witness statements may be entered. The opposing
				party will have the opportunity to respond to the documentation and/or witness
				statements at the hearing. At the conclusion, the hearing officer shall adjourn
				the grievance hearing. The hearing officer shall make a written recommendation
				to the Director within five working days after the hearing date.
6) Upon receipt of the recommendation of the
				hearing officer, the Director shall approve, disapprove, or modify the
				recommendation, and shall render a decision on the recommendation in writing,
				and cause a copy of that decision to be served upon the parties. The Director's
				decision shall be final.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 303 - CONDITIONS OF EMPLOYMENT › Subpart A - GRIEVANCE PROCEDURE › Section 303.30 - Grievance Committee

Current through Register Vol. 48, No. 28, July 12, 2024
a) The
				Director shall appoint a grievance committee comprised of two employees of the
				Department of Central Management Services and one employee of the Civil Service
				Commission or, if the grievant has a separate proceeding before the Civil
				Service Commission or if a Civil Service Commission employee is unavailable, an
				employee from an agency other than the Department of Central Management
				Services to hear grievances. Committee members must have experience and
				knowledge in the areas of personnel administration and employee relations. Not
				more than one committee member shall be appointed from any one bureau and no
				committee member shall be appointed to hear a grievance arising from the bureau
				in which the committee member is employed.
b) In addition to the three committee members
				appointed pursuant to subsection (a) above, the Director shall appoint an
				employee of the Department of Central Management Services, Division of Employee
				and Labor Relations to serve as Secretary-Chairperson of the committee. The
				Secretary-Chairperson shall assist the committee in its determination, shall be
				entitled to be heard by the committee, but shall not be entitled to vote on the
				committee's recommendations. Unless an expedited Step 4 (see Section 303.21 )
				procedure is agreed to by the parties pursuant to procedures and policies
				issued by the Director, the members of the grievance committee shall reduce
				their recommendations as to the disposition of the grievance to writing and
				submit them to the Director. A dissenting member of the committee may make
				separate recommendations. All recommendations will bear the signature of the
				concurring committee members.
c)
				Upon the receipt of recommendations from a grievance committee, the Director
				shall approve, disapprove or modify the Panel recommendations, shall render a
				decision thereon in writing, and cause a copy of such decision to be served
				upon the parties. The Director's decision shall be final.
d) The written statement of the employee's
				grievance, the recommendations of the grievance committee, and the decision of
				the Director, thereon shall be made a part of the permanent record of the
				grieving employee in the files of the Department.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 303 - CONDITIONS OF EMPLOYMENT › Subpart A - GRIEVANCE PROCEDURE › Section 303.45 - Representation

Current through Register Vol. 48, No. 28, July 12, 2024
In discussions or meetings with the employer in Steps 2, 3,
				  or 4 of the Grievance Procedure (Section
				  303.20 ), the
				  employee shall be entitled to be present and may be accompanied or represented
				  by the exclusive bargaining representative or, if there is no such
				  representative, any other person.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 303 - CONDITIONS OF EMPLOYMENT › Subpart B - LEAVE OF ABSENCE › Section 303.90 - Sick Leave

Current through Register Vol. 48, No. 28, July 12, 2024
a) All
				employees, excepting those in emergency, intermittent, per diem or temporary
				status, unless such status is the result of accepting a non-permanent working
				assignment in another class, shall accumulate sick leave at the rate of one day
				for each month's service. Sick leave may be used for illness, disability or
				injury of the employee, appointments with doctor, dentist or other professional
				medical practitioner and also may be used in the event of serious illness,
				disability, injury or death of a member of the employee's immediate family. The
				operating agency or the Department may require evidence to substantiate that
				such leave days were used for the purpose herein set forth for periods of
				absence of ten consecutive workdays, or less. For periods of absence of more
				than ten consecutive workdays the employee shall provide verification for such
				absence in accordance with the provisions of Section
				303.145.
				Beginning with calendar year 1995, in the event an employee does not use sick
				leave in any calendar year, the employee shall be awarded one (1) additional
				personal day on January 1 of the next calendar year. Beginning with July 1,
				1997, a part-time employee who works at least half time shall be awarded
				pro-rated additional personal leave on January 1 when the employee has not used
				sick leave during the previous calendar year. A calendar year for purposes of
				this provision is the period beginning January 1 and ending December 31 of each
				year. Such additional personal day shall be used in accordance with Section
				303.125.
b) Sick time may be taken in increments of
				not less than one-quarter hour after a minimum use of one-half hour any time
				after it is earned.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 303 - CONDITIONS OF EMPLOYMENT › Subpart B - LEAVE OF ABSENCE › Section 303.100 - Accumulation of Sick Leave

Current through Register Vol. 48, No. 28, July 12, 2024
An employee shall be allowed to carry over from year to year
				  of continuous service unused sick leave allowed under this Subpart and shall
				  retain any unused sick leave or emergency absence leave accumulated prior to
				  December 19, 1961.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 303 - CONDITIONS OF EMPLOYMENT › Subpart B - LEAVE OF ABSENCE › Section 303.102 - Payment in Lieu of Sick Leave

Current through Register Vol. 48, No. 28, July 12, 2024
a)
				Upon termination of employment for any reason, or upon indeterminate layoff, an
				employee or the employee's estate is entitled to be paid for unused sick leave
				which has accrued on or after January 1, 1984 and prior to January 1, 1998,
				provided the employee is not employed in another position in state service
				within 4 calendar days of such termination.
b) For purposes of this Section, sick leave
				is deemed to be used by an employee within the following priority order:
1) Sick leave earned through December 31,
				1983.
2) Sick leave earned on or
				after January 1, 1998.
3) Sick
				leave earned on or after January 1, 1984 and prior to January 1, 1998.
The first earned sick leave shall be the first utilized
				  within each category.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 303 - CONDITIONS OF EMPLOYMENT › Subpart B - LEAVE OF ABSENCE › Section 303.105 - Reinstatement of Sick Leave

Current through Register Vol. 48, No. 28, July 12, 2024
On or after the effective date of this Subpart, accumulated
				  sick leave available at the time an employee's continuous state service is
				  interrupted for which no salary payment is made shall upon verification be
				  reinstated to the employee's account upon return to full time or regularly
				  scheduled part-time employment except in temporary or emergency status. This
				  reinstatement is applicable provided such interruption of service occurred not
				  more than five years prior to the date the employee reenters state service and
				  provided such sick leave has not been credited by the appropriate retirement
				  system towards retirement benefits. An employee with previous State service for
				  which sick leave was granted under provisions other than Jurisdiction C of the
				  Personnel Code shall have such amount reinstated to the extent such sick leave
				  is provided under Section
				  303.90.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 303 - CONDITIONS OF EMPLOYMENT › Subpart B - LEAVE OF ABSENCE › Section 303.110 - Advancement of Sick Leave

Current through Register Vol. 48, No. 28, July 12, 2024
An employee with more than two years continuous service,
				  whose personnel records warrant it, may be advanced sick leave with pay for not
				  more than 10 working days with the written approval of the operating agency and
				  the Director. Such advances will be charged against sick leave accumulated
				  later in subsequent service.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 303 - CONDITIONS OF EMPLOYMENT › Subpart B - LEAVE OF ABSENCE › Section 303.112 - Sick Leave Bank

Current through Register Vol. 48, No. 28, July 12, 2024
a) This Section
				contains rules governing the operation of plans allowing participating
				employees in each agency to bank portions of their accrued sick leave in a sick
				leave bank to be used by participating employees in the same agency who have
				exhausted their accrued vacation time, personal days, sick leave or
				compensatory time. This Section provides a framework within which each agency
				may administer a sick leave bank. Individual agency procedures should be
				consistent with the framework set forth in this Section unless alternative
				procedures have been agreed upon pursuant to collective bargaining
				negotiations.
b) Definitions
1)
"Agency" means any branch,
				department, board, committee or commission of State government, but does not
				include units of local government, school districts or boards of election
				commissioners
[5 ILCS
				400/5.10].
2)
"Sick leave bank" means a
				depository into which participating employees may donate accrued sick leave
				time for allocation to other participating employees
[5 ILCS
				400/5.15].
3)
"Participating employee" means a
				permanent full- or part-time employee who has been employed by a State agency
				for a period of 6 months or more who voluntarily enrolls in the sick leave bank
				by depositing at least one full day of accrued sick leave in that bank
[5 ILCS
				400/5.20]. An employee who wishes to enroll must have
				a minimum of 5 days of accrued sick time on the books.
4) "Catastrophic illness or injury" means
				temporary disability or incapacity resulting from a life threatening illness or
				injury or illness or injury of other catastrophic proportion as determined by
				the Director. Factors considered by the Director shall include the length of
				time the employee must be absent from work due to illness or injury.
				Catastrophic illness or injury may be due to, but not limited to, cancer, heart
				disease, stroke or another serious illness or injury resulting in an employee
				missing more than 25 work days.
5)
				"Personal catastrophic illness or injury" means a catastrophic illness or
				injury to the employee or, if agreed upon by the agency head and the Director,
				members of the employee's immediate family. Factors to be considered in
				determining if an employee's immediate family members are covered include the
				nature and duration of the catastrophic illness or injury; whether the person
				is financially and emotionally dependent on the employee; whether the presence
				of the employee is needed; and whether the individuals are covered pursuant to
				collective bargaining negotiations. Immediate family shall mean spouse, civil
				union partner, child, parent or any person living in the employee's household
				for whom the employee has custodial responsibility.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 303 - CONDITIONS OF EMPLOYMENT › Subpart B - LEAVE OF ABSENCE › Section 303.115 - Veterans Hospital Leave

Current through Register Vol. 48, No. 28, July 12, 2024
An employee who is also a veteran shall be permitted 4 days
				  with pay per year to visit a veterans hospital or clinic for examination of a
				  military service-connected disability. The 4 days shall not be charged against
				  any sick leave currently available to the employee [20 ILCS
				  415/8b.20 ].
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 303 - CONDITIONS OF EMPLOYMENT › Subpart B - LEAVE OF ABSENCE › Section 303.120 - Furlough Program

Current through Register Vol. 48, No. 28, July 12, 2024
a) Definition
1) "Employee" includes less than full-time,
				full-time, intermittent, per diem, temporary, emergency and provisional
				employees.
2) "Furlough" is a
				timekeeping status in which an employee is placed for a temporary period of
				leave without duties or pay because of conditions that require an agency to
				curtail its operations; a furlough program may be either voluntary or
				involuntary at the discretion of the agency head. Furlough is a tool to
				continue State services with minimal disruption and retain valuable employees
				at reduced cost. The employee's employment status shall not change because of
				the furlough. Furlough shall not change the employee's continuous or creditable
				service dates for the purpose of annual evaluations, retirement or longevity,
				the employee's health or life insurance coverage or the employee's accrual of
				vacation, sick or personal time. Employees on furlough shall not be at work or
				on standby or on-call duty and shall not perform State work during furlough
				time. Furlough shall not be used when permanent or temporary layoff or
				emergency shut-down is appropriate. Furlough shall not be used as a substitute
				for permanent part-time employment. Furlough shall not be a means or form of
				discipline. Employees on paid military leave or other unpaid leave shall not be
				scheduled for furlough during the leave and shall be scheduled upon return to
				work if the furlough program remains in effect.
3) "Furlough-Exempt Employee" means a
				uniform, narrow definition of "furlough-exempt" shall be applied throughout the
				furlough program by the agency head. Furlough-exempt employees may include
				employees:
A) in 24/7 facilities, to ensure
				adequate service delivery and staff coverage, and who would have to be replaced
				at a higher cost than the costs saved through furlough;
B) who perform critical functions of the
				agency, or protect the safety and health of employees, clients or patients of
				the agency or the public;
C) who
				are paid 100% by federal funds; and
D) who are in revenue-generating positions
				that generate more money than the costs that would be saved by
				furlough.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 303 - CONDITIONS OF EMPLOYMENT › Subpart B - LEAVE OF ABSENCE › Section 303.125 - Leave for Personal Business

Current through Register Vol. 48, No. 28, July 12, 2024
a)
				All employees, excepting those in emergency, per diem or temporary status shall
				be permitted 3 personal days off each calendar year with pay. Beginning with
				calendar year 1995, in the event an employee does not use sick leave in any
				calendar year, the employee shall be awarded 1 additional personal day on
				January 1 of the next calendar year. Beginning with July 1, 1997, a part-time
				employee who works at least half-time shall be awarded pro-rated additional
				personal leave on January 1 when the employee has not used sick leave during
				the previous calendar year. A calendar year for purposes of this provision is
				the period beginning January 1 and ending December 31 of each year. Such
				personal days may be used for such occurrences as observance of religious
				holidays, Christmas shopping, absence due to severe weather conditions, or for
				other similar personal reasons, but shall not be used to extend a holiday or
				annual leave except as permitted in advance by the operating agency through
				prior written approval. Employees entitled to receive such leave who enter
				service during the year shall be given credit for such leave at the rate of 1/2
				day for each 2 months service for the calendar year in which hired. Such
				personal leave may not be used in increments of less than 1/2 hour at a time.
				Except for those emergency situations which preclude the making of prior
				arrangements, such days off shall be scheduled sufficiently in advance to be
				consistent with operating needs of the employer. Supervisors may, however,
				grant employee requests to use personal leave in increments of 1/4 hour, after
				a minimum use of 1/2 hour.
b)
				Personal leave shall not accumulate from calendar year to calendar year; nor
				shall any employee be entitled to payment for unused personal leave upon
				separation from the service except as provided in Section 8c(2) of the
				Personnel Code. The accrued leave amount paid under this Section of the
				Personnel Code shall be certified in writing to the employee by the employing
				agency. This certification may be held by the employee or forwarded to the
				Retirement System.
c) Employees
				subject to a non-bargaining unit furlough program may substitute accrued
				personal leave for furlough time in order to remain in paid status. Utilization
				of accrued personal leave for furlough must be in 1/2 day or full day
				increments and must be in accordance with furlough program
				requirements.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 303 - CONDITIONS OF EMPLOYMENT › Subpart B - LEAVE OF ABSENCE › Section 303.130 - Parental Leave

Current through Register Vol. 48, No. 28, July 12, 2024
a) All
				employees will be eligible for 10 weeks (50 work days) of paid parental leave,
				per twelve (12) month period which begins upon birth, for each pregnancy
				resulting in births or multiple births. The State shall require proof of
				pregnancy at least 30 days prior to the expected due date, as well as proof of
				the birth. In addition, employees will be required to provide proof of a
				parent-child relationship such as a birth certificate or other appropriate
				documentation .
b) New Adoption
1) All employees will be eligible for 10
				weeks (50 work days) of paid parental leave per twelve (12) month period for a
				new adoption. If the adoption occurs after foster placement, the leave is
				permitted only if the child or children has/have not resided with the employee
				for more than three (3) years. The twelve (12) month leave period begins
				either:
A) when physical custody of the child
				or children has been granted to the employee, provided that the employee can
				show that the formal adoption process is underway; or
B) in cases of adoption following foster
				placement, upon filing of the Petition for Adoption.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 303 - CONDITIONS OF EMPLOYMENT › Subpart B - LEAVE OF ABSENCE › Section 303.131 - Leave in the Event of a Stillborn Child

Current through Register Vol. 48, No. 28, July 12, 2024
All employees who provided proof of their pregnancy or that
				  of their partner at least 30 days prior to the expected due date will be
				  eligible for 5 weeks (25 work days) of paid leave in the event of a stillborn
				  child. The State shall require proof of a stillbirth, such as a fetal death
				  certificate or certificate of stillbirth. This leave shall be limited to one
				  leave per employee for each stillbirth. In addition, employees may be required
				  to provide proof of a parent-child relationship. Employees using leave under
				  this Section must use the leave benefit immediately.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 303 - CONDITIONS OF EMPLOYMENT › Subpart B - LEAVE OF ABSENCE › Section 303.135 - On-The-Job Injury - Industrial Disease

Current through Register Vol. 48, No. 28, July 12, 2024
a) An employee who suffers an on-the-job
				injury or who contracts a service-connected disease shall be allowed full pay
				during the first 3 working days of absence without utilization of any
				accumulated sick leave or other benefits. Thereafter the employee shall be
				permitted to utilize accumulated sick leave or other benefits unless the
				employee has applied for and been granted temporary total disability benefits
				in lieu of salary or wages pursuant to provisions of the Workers' Compensation
				Act [80 ILCS 305 ] or through the State's self-insurance program.
b) In the event such service-connected injury
				or illness becomes the subject of payment of benefits provided in the Workers'
				Compensation Act by the Industrial Commission, the courts, the State
				self-insurance program or other appropriate authority, the employee shall
				restore to the State the dollar equivalent which duplicates payment received as
				sick leave or other accumulated benefit time, and the employee's benefit
				accounts shall be credited with leave time equivalents.
c) Employees whose compensable service
				connected injury or illness requires appointments with a doctor, dentist, or
				other professional medical practitioner shall, with supervisor approval, be
				allowed to go to such appointments without loss of pay and without utilization
				of sick leave.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 303 - CONDITIONS OF EMPLOYMENT › Subpart B - LEAVE OF ABSENCE › Section 303.140 - Leaves of Absence Without Pay

Current through Register Vol. 48, No. 28, July 12, 2024
a)
				Unless otherwise provided in this Subpart, an agency may grant leaves of
				absence without pay to employees for periods not to exceed 6 months and such
				leaves may be extended for good cause by the operating agency for additional 6
				month periods.
b) Any employee,
				except an employee in a position or program financed in whole or in part by
				loans or grants made by the United States or any Federal agency, who is elected
				to State office, shall, upon request, be granted a leave of absence for the
				duration of the elected terms.
c)
				No emergency or temporary employee shall be granted leave of absence.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 303 - CONDITIONS OF EMPLOYMENT › Subpart B - LEAVE OF ABSENCE › Section 303.142 - Leave to Attend Union Conventions

Current through Register Vol. 48, No. 28, July 12, 2024
An employee who is a member of a union representing State
				  employees and who has been selected as delegate, or alternate delegate to
				  attend union conventions shall be allowed a leave of absence without pay,
				  subject to the approval of the head of the agency in which employed, to attend
				  said convention.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 303 - CONDITIONS OF EMPLOYMENT › Subpart B - LEAVE OF ABSENCE › Section 303.145 - Disability Leave

Current through Register Vol. 48, No. 28, July 12, 2024
a) An employee
				who is unable to perform a substantial portion of his/her regularly assigned
				duties due to temporary physical or mental disability shall upon request be
				granted a leave for the duration of such disability.
b) In granting such leave or use of sick
				leave as provided in Section
				303.90, the agency
				shall apply the following standards:
1) A
				substantial portion of regularly assigned duties shall be those duties or
				responsibilities normally performed by the employee which constitute a
				significant portion of the employee's time or which constitute the
				differentiating factors which identify that particular position from other
				positions, provided the balance of duties can be reassigned by the
				agency;
2) A request for disability
				leave shall be in writing except when the agency is advised by other
				appropriate means of the employee's disability in which event the employee's
				signature is not required;
3)
				Except for service-connected disability as provided in Section
				303.135,
				the employee shall have exhausted available sick leave provided under Section
				303.90 prior to being
				granted a disability leave; an employee may use other accrued paid time for
				this purpose but is not required to do so;
4) During a disability leave, the disabled
				employee shall provide written verification by a person licensed under the
				Medical Practice Act of 1987 [225 ILCS 60 ] or under similar laws of Illinois
				or of other states or countries or by an individual authorized by a recognized
				religious denomination to treat by prayer or spiritual means; such verification
				shall show the diagnosis, prognosis and expected duration of the disability;
				such verification shall be made no less often than every 30 days during a
				period of disability, unless the nature of the disability precludes the need
				for such frequency of verification;
5) As soon as an employee becomes aware of an
				impending period of disability, he/she shall notify the appropriate supervisor
				of such disability and provide a written statement by the attending physician
				of the approximate date the employee will be unable to perform his/her
				regularly assigned duties;
6) If
				the agency has reason to believe that the employee is able or unable to perform
				a substantial portion of his/her regularly assigned duties, it may seek and
				rely upon the decision of an impartial physician chosen by agreement of the
				parties or in the absence of such agreement upon the decision of an impartial
				physician who is not a State employee and who is selected by the State
				Employees' Retirement System.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 303 - CONDITIONS OF EMPLOYMENT › Subpart B - LEAVE OF ABSENCE › Section 303.148 - Family Responsibility Leave

Current through Register Vol. 48, No. 28, July 12, 2024
a)
				An employee who wishes to be absent from work in order to meet or fulfill
				responsibilities, as defined in subsection (f), arising from the employee's
				role in his or her family or as head of the household will normally, upon
				request and in the absence of another more appropriate form of leave, be
				granted a Family Responsibility Leave (FRL) for a period not to exceed one
				year. Employees shall not be required to use any accumulated benefit time prior
				to taking FRL. Such request shall not be unreasonably denied. The agency head
				will consider whether the need for the FRL is substantial, whether the action
				is consistent with the treatment of other similar situations and whether the
				action is equitable in view of the particular circumstances prompting the
				request.
b) Any request for FRL
				shall be submitted in writing by the employee not less than 15 calendar days in
				advance of the leave unless such notice is precluded by emergency conditions
				and shall state the purpose of the leave and the expected duration of
				absence.
c) FRL shall be granted
				only to a permanent full-time employee, except that an intermittent employee
				shall be non-scheduled for the duration of the required leave. An employee in
				temporary, emergency, provisional or trainee status shall not be granted
				FRL.
d) "Family responsibility",
				for purposes of this Section, is defined as the duty or obligation perceived by
				the employee to provide care, full-time supervision, custody or
				non-professional treatment for a member of the employee's immediate family or
				household under circumstances temporarily inconsistent with uninterrupted
				employment in State service [20
				ILCS 415/8c(5) ].
e) "Family" has the customary and usual
				definition for this term for purposes of this Section, that is:
1) group of 2 or more individuals living
				under one roof, having one head of the household and usually, but not always,
				having a common ancestry, and including the employee's spouse or civil union
				partner;
2) the natural relation of
				the employee, even though not living in the same household, as parent, sibling
				or child; or
3) adoptive, custodial
				and in-law individuals when residing in the employee's household or any
				relative or person living in the employee's household for whom the employee has
				custodial responsibility or persons living in the employee's household who are
				financially and emotionally dependant on the employee when the presence of the
				employee is needed, but excluding persons not otherwise related of the same or
				opposite sex sharing the same living quarters but not meeting any other
				criteria for family.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 303 - CONDITIONS OF EMPLOYMENT › Subpart B - LEAVE OF ABSENCE › Section 303.149 - Organ Donor Leave

Current through Register Vol. 48, No. 28, July 12, 2024
Leaves of absence shall be allowed to employees who donate an
				  organ or bone marrow as provided in 80 Ill. Adm. Code 332.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 303 - CONDITIONS OF EMPLOYMENT › Subpart B - LEAVE OF ABSENCE › Section 303.150 - Employee Rights After Leave

Current through Register Vol. 48, No. 28, July 12, 2024
When an employee returns from a leave of absence of six
				  months or less, the agency shall return the employee to the same or similar
				  position in the same class in which the employee was incumbent prior to
				  commencement of such leave. Except for those leaves granted under Sections
				  303.155
				  and
				  303.160,
				  when an employee returns from a leave or leaves exceeding six months and there
				  is no vacant position available to him/her in the same class in which the
				  employee was incumbent to such leave or leaves commencing, the employee may be
				  laid off in accordance with the rules on voluntary reduction and
				  layoffs.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 303 - CONDITIONS OF EMPLOYMENT › Subpart B - LEAVE OF ABSENCE › Section 303.155 - Leave to Take Exempt Position

Current through Register Vol. 48, No. 28, July 12, 2024
An agency may approve leaves of absence for certified
				  employees who accept appointment in a position which is exempt from
				  Jurisdiction B of the Personnel Code. Such leaves of absence may be for a
				  period of one year or less and may be extended for additional periods of one
				  year or less. At the expiration thereof, an employee shall be restored to the
				  same or similar position in the same county from which the leave was granted
				  upon making application of the employing agency with continuous service
				  including the period of such leave.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 303 - CONDITIONS OF EMPLOYMENT › Subpart B - LEAVE OF ABSENCE › Section 303.160 - Military and Peace Corps Leave

Current through Register Vol. 48, No. 28, July 12, 2024
Leave of absence shall be allowed employees who enter
				  military service or the Peace or Job Corps as provided in 80 Ill. Adm. Code
				  302.220
				  and
				  302.250
				  and as may be required by law.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 303 - CONDITIONS OF EMPLOYMENT › Subpart B - LEAVE OF ABSENCE › Section 303.165 - Family Military Leave

Current through Register Vol. 48, No. 28, July 12, 2024
a) An
				employee who is the current spouse, civil union partner, parent, child or
				grandparent of a person called to military service lasting longer than 30 days
				with a state or the United States, pursuant to the order of the Governor or the
				President, who wishes to be absent from work in order to meet or fulfill
				responsibilities arising from the employee's role in his or her family or as
				head of the household, is eligible to request up to 30 days of unpaid Family
				Military Leave (FML) during the time the State or federal deployment orders are
				in effect.
b) The leave shall be
				granted to an employee who has been employed for at least 12 months and has
				worked at least 1,250 hours during the 12-month period immediately preceding
				the commencement of the leave.
c)
				Any request for FML shall be in writing by the employee submitted not less than
				14 calendar days in advance of the intended date the FML will commence if the
				leave will consist of 5 or more consecutive workdays. Employees requesting FML
				for less than 5 consecutive workdays shall give as much advance notice as is
				practicable. When able, the employee shall consult with the employer to
				schedule the leave so as not to unduly disrupt the operations of the
				employer.
d) Except in cases of
				emergency, FML shall be taken in full day increments only. The employee will be
				required to document the reason for the emergency nature of the need for leave
				in writing within two days after the employee's return to work.
e) The employee shall provide certification
				from the proper military authority to verify eligibility for the FML
				requested.
f) An employee shall not
				be eligible to take FML unless he or she has exhausted all accrued vacation
				leave, personal leave, compensatory leave, equivalent earned time,
				maternity/paternity leave, and any other time away from work with pay.
				Exceptions to this exhaustion requirement are sick leave, disability leave and
				unpaid leave under the Federal Family and Medical Leave Act of 1993 (
				29 USC 2601
				et seq.).
g) Upon expiration of the
				FML, the employee is entitled to be restored to the position held by the
				employee when the leave commenced or to an equivalent position. These
				restoration rights do not apply if the employer establishes that the
				restoration is denied due to conditions unrelated to the employee's exercise of
				rights under the Family Military Leave Act [820 ILCS 151 ].
h) An intermittent employee shall be
				nonscheduled for the duration of the required leave.
i) This leave will not extend to any type of
				appointment that is 6 months or less in duration.
j) Time utilized under the Family Military
				Leave Act is not deducted from an employee's continuous service, vacation
				accrual or seniority date.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 303 - CONDITIONS OF EMPLOYMENT › Subpart B - LEAVE OF ABSENCE › Section 303.166 - Civil Air Patrol Leave

Current through Register Vol. 48, No. 28, July 12, 2024
a) An
				employee is eligible to request up to 30 days of unpaid Civil Air Patrol Leave
				(CAPL) to perform a civil air patrol mission.
b) CAPL shall be granted to an employee who
				has been employed for at least 12 months and has worked at least 1,250 hours
				during the 12-month period immediately preceding the commencement of the
				leave.
c) Any request for CAPL
				shall be in writing by the employee and submitted not less than 14 calendar
				days in advance of the intended date the CAPL will commence if the leave will
				consist of 5 or more consecutive workdays. Employees requesting CAPL for less
				than 5 consecutive workdays shall give as much advance notice as is
				practicable. When able, the employee shall consult with the employer to
				schedule the leave so as not to unduly disrupt the operations of the
				employer.
d) The employee shall
				provide certification from the Civil Air Patrol authority to verify eligibility
				for the CAPL requested.
e) An
				employee eligible to take CAPL shall not be required to have exhausted all
				accrued vacation leave, personal leave, compensatory leave, equivalent earned
				time, maternity/paternity leave, sick leave, disability leave, and any other
				time away from work with pay.
f)
				Upon expiration of the leave, the employee is entitled to be restored to the
				position held by the employee when the leave commenced or to an equivalent
				position. These restoration rights do not apply if the employer establishes
				that the restoration is denied due to conditions unrelated to the employee's
				exercise of rights under the Civil Air Patrol Leave Act [820 ILCS 148
				].
g) During any CAPL, an employee
				shall be allowed to continue his or her benefits at his or her own expense,
				unless previously negotiated with the employer.
h) An intermittent employee shall be
				nonscheduled for the duration of the required leave.
i) This leave will not extend to any type of
				appointment that is 6 months or less in duration.
j) Time utilized under the Civil Air Patrol
				Leave Act is not deducted from an employee's continuous service, vacation
				accrual or seniority date.
Illinois Administrative Code › Title 80 - PUBLIC OFFICIALS AND EMPLOYEES › Part 303 - CONDITIONS OF EMPLOYMENT › Subpart B - LEAVE OF ABSENCE › Section 303.170 - Military Reserve Training and Emergency Call-Up

Current through Register Vol. 48, No. 28, July 12, 2024
a) Any full-time employee who is a member of
				a reserve component of the Armed Services, the Illinois National Guard or the
				Illinois Naval Militia, shall be allowed annual leave with pay for one full pay
				period and such additions or extensions to fulfill the military reserve
				obligation. Such leaves will be granted without loss of seniority or other
				accrued benefits.
b) In the case of
				an emergency call-up (or order to State active duty) by the Governor, the leave
				shall be granted for the duration of said emergency with pay and without loss
				of seniority or other accrued benefit. Military earnings for the emergency
				call-up paid under "An Act to establish a Military and Naval code for the State
				of Illinois and to establish in the Executive Branch of the State Government a
				principal department which shall be known as the Military and Naval Department,
				State of Illinois and to repeal an Act therein named (Ill. Rev. Stat. 1981, ch.
				129, pars. 220.01 et seq.)" must be submitted and assigned to the employing
				agency, and the employing agency shall return it to the payroll fund from which
				the employee's payroll check was drawn. If military pay exceeds the employee's
				earnings for the period, the employing agency shall return the difference to
				the employee.
c) To be eligible for
				military reserve leave or emergency call-up pay, the employee must provide the
				employing agency with a certificate from the commanding officer of his/her unit
				that the leave taken was for either such purpose.
d) Any full-time employee who is a member of
				any reserve component of the United States Armed Forces or of any reserve
				component of the Illinois State Militia shall be granted leave from State
				employment for any period actively spent in such military service including
				basic training and special or advanced training, whether or not within the
				State, and whether or not voluntary.
e) During such basic training and up to 60
				days if special or advanced training, if such employee's compensation for
				military activities is less than his/her compensation as a State employee,
				he/she shall receive his/her regular compensation as a State employee minus the
				amount of his/her base pay for military activities. During such training, the
				employee's seniority and other benefits shall continue to accrue.