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Access the ICC Employee Handbook, last revised June 2021.

In order to provide a means for educational development and to encourage individuals to upgrade their skills and/or educational experience, individuals meeting eligibility requirements who enroll in credit courses at the College may have their tuition waived.

Illinois Central College follows standard procedures in the event of the death of an employee to ensure appropriate notification of various departments, that the family is supported, and that the employee’s record is adjusted and secured accordingly.

Under the FMLA, eligible employees may take up to 12 weeks of unpaid, job-protected leave in the designated 12 month period for the following reasons: For a serious health condition, to care for the employee’s spouse, son, daughter, or parent, who has a serious health condition. For incapacity due to pregnancy, prenatal medical care, or childbirth.

Department managers are required to collaborate with their Cabinet member and the Human Resources Department to develop a strategic staff planning model to ensure that a department has the right number of people with the right skills to fulfill business needs, taking into account internal and external changes.

The ICC Leave Sharing Program allows eligible employees who have exhausted all accrued paid time off leaves and are experience a catastrophic medical emergency, illness or injury to receive sick leave hours donated from other ICC employees.

The Affordable Care Act (ACA) mandates that, beginning January 1, 2014, employers with 50 or more full-time employees to offer health coverage to those employees. The ACA classifies employees as “full-time” employees if they work at least thirty (30) hours per week on average or 130 hours of service as the monthly equivalent of 30 hours of service per week.

This procedure provides guidelines for employment separations from Illinois Central College and is intended to ensure that the College fulfills its responsibilities in relation to all separations. Details regarding employment separation are located in the Corrective Action – Progressive Discipline and Employment Separation sections in the Employee Handbook and/or in the Carpenter Union Contract or Faculty Forum Contract.

The employee recognition event is designed to recognize employees for exemplifying the College’s institutional values and culture and promote excellence in service at Illinois Central College (ICC). The procedure ensures a consistent approach is followed for promoting, nominating, and selecting employee-award winners.

All employees are expected to meet performance standards and to conduct themselves appropriately in the workplace. When an employee fails to maintain acceptable standards of performance, service, and/or conduct, formal corrective action may be necessary to ensure that individuals operate in a manner to achieve the College’s institutional goals and objectives. Prior to issuing corrective action (discipline), managers are required to investigate the issue.

Illinois Central College offers a Flexible Work Program, which accommodates non-traditional schedules for employees where the quality, quantity, and timeliness of department services and productivity will not be adversely affected.

Through Public Act 093-007 (In-State Tuition) and SB 2185 (Illinois DREAM Act), the state of Illinois provides undocumented students with in-state tuition rates and the opportunity to apply for privately funded scholarships. In order to serve these students and provide them the benefits accorded to them by law, the following procedures will outline the documentation to be submitted to Enrollment Services so that students can receive the appropriate tuition rate.

The College engages the services of consultants and independent contractors (non-employees) on a short-term, temporary, or part-time basis. A consultant or independent contractor is not an employee and therefore not eligible for College benefits.

This standard provides the processes and procedures available to the College for course placement of students that have attended an accredited four-year institution.

The Victim’s Economic Security and Safety Act (VESSA) allows eligible employees unpaid leave to address the domestic or sexual violence by seeking medical attention or counseling for injuries or psychological trauma, to obtain victim services, to relocate, to seek legal assistance, or to participate in a related court proceeding.