FOOTNOTES:
1. Report of the Special Committee on Professional Personnel (Rothbaum Committee), March. 1973. This committee produced the report which first recommended establishment of the Professional Advisory Committee. In that report, it is stated that:
There are five basic sources against which the behavior of individuals or the circumstances of employment can be evaluated:
The contract of employment;
Overriding legal requirements, such as those prohibiting discrimination on the basis of race, religion, or sex;*
Generalized concepts of good management practice, such as those which would dictate that employees be adequately informed of their duties and of the quality of their performance;
Generalized concepts of the traditional responsibilities of employment, such as those which would dictate that employees perform their assigned tasks in a conscientious and competent manner,
Generalized concepts of appropriate and traditional reciprocal courtesies which would attend professional employment, such as those which, affirmatively, would dictate a spirit of mutual respect and cooperation, and negatively, would proscribe conduct that would interfere with the effective performance of the duties and responsibilities of others.* Current law and/or University policy prohibits discrimination or harassment by reason of race, color, religion, sex, sexual orientation, national origin, ancestry, age, marital status, disability, unfavorable discharge from the military, or status as a disabled veteran or a veteran of the Vietnam era. The procedures for complaints and grievances based on these reasons are outlined in the Policy and Procedures for Addressing Discrimination and Harassment. Grievances or complaints alleging discrimination should be referred to the Office of Equal Opportunity and Access http://www.eoa.uiuc.edu/).
2. For information concerning your contract of employment, go to the NESSIE login (https://nessie2.uihr.uillinois.edu). Login, then go to the FILE tab, and then Notification of Employment.
3. The Campus Conduct Information (http://www.provost.uiuc.edu/campusconduct/)
includes a retaliation clause found via the policies and procedures link
(http://www.admin.uiuc.edu/cam/CAM/ix/ix-b/ix-b-3.html)
at the bottom of each Campus Conduct webpage. That clause states: "Retaliation.
The university strictly prohibits and will not tolerate reprisals or retaliation
against any person due to their participation in these procedures."
A retaliation policy is also stated under the Unfavorable Discharge
from the Military, Status as a Disabled Veteran or a Veteran of the Vietnam
Era webpage (http://www.provost.uiuc.edu/campusconduct/military.html): Retaliation:
The University strictly prohibits and will not tolerate reprisals or retaliation
against any person due to their assertion of their protected civil rights,
including the filing of internal complaints of discrimination or complaints
filed with Federal or State civil rights enforcement agencies".
If an employee believes they have been retaliated against, they should contact AHR.
4. For grievances arising from and involving Urbana-Champaign campus employees, final decisions rest with the Chancellor. For those arising within Central Administration units, final decisions rest with the President of the University.