TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.10 DEFINITIONS
Section 500.10 Definitions
"Appropriate
Supervisor" An employee who has the authority to resolve an employee's
grievance.
"Board"
Refers to the Merit Advisory Board.
"Certified
Employee" An employee who has successfully completed an appointment and a
required probationary period.
"Certified
Status" Status achieved through the completion of a probationary period.
"Code"
The Comptroller Merit Employment Code.
"Commission"
The Comptroller Merit Commission.
"Continuous
Service" Continuous service is the uninterrupted period of service from
the date of original appointment to State service except as provided for in
Section 500.230.
Employees who
have accrued continuous service in another merit system in State service or who
have accrued continuous service in State service not covered by a merit system,
and who have been transferred to a department subject to the Personnel Code,
shall be given such credit for said service as shall be determined by the
Director or required by law.
"Department"
The Comptroller Department of Personnel.
"Department
Head" Director -- Designated Manager of department.
"Department:
Organizational entity." An entity directly subordinate to the Comptroller
or a Deputy Comptroller.
"Director"
The Director of the Comptroller Department of Personnel.
"Executive
or Administrative Employee" Those employees who have principal
administrative responsibility for the determination of policy or principal
administrative responsibility for the way in which policies are carried out.
"Highly
Confidential Employee" An employee who occupies a position which, by its
nature, is entrusted with private, restricted, or privileged information of a
type which would preclude its being subject to Jurisdiction B.
"Immediate
Family" Father, mother, brother, sister, spouse, daughter, son and such
other persons as are abiding within the same household.
"Jurisdiction
A" The Section of the Code which deals with the classification and
compensation of positions in the Office of the Comptroller.
"Jurisdiction
B" The Section of the Code which deals with merit and fitness as it
applies to positions in the Office of the Comptroller.
"Jurisdiction
C" The Section of the Code which deals with the conditions of employment
of positions in the Office of the Comptroller.
"Licensed
Attorney" Attorneys who are licensed to practice law within the State of
Illinois.
"Next
Higher Supervisor" An employee who is authorized to adjust grievance
resolutions offered by an Appropriate Supervisor; an employee who may be
assigned to resolve Level 2 grievances.
"Present
Employees" Those employees of the Office of the Comptroller as of August
23, 1978.
"Probationary
Period" A period of six calendar months immediately following an original
appointment or reinstatement, or of three months following a promotion.
"Time of
Hostilities" The following periods of time: From April 6, 1917, to
November 11, 1918; From December 7, 1941, to December 31, 1946; and from June
27, 1950, to December 31, 1976.
SUBPART B: CLASSIFICATION AND PAY
 | TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.110 POSITION CLASSIFICATION
Section 500.110 Position
Classification
a) Classification Plan: The Director shall maintain, and revise
when necessary, a uniform position classification plan for positions under the
Merit Employment Code based on the similarity of duties and responsibilities
assigned so that the same schedule of pay may be equitably applied to all
positions in the same class, under the same or substantially the same
employment conditions. However, the pay of an employee whose position is
reduced in rank or grade by reallocation because of loss of duties or responsibilities
after his/her appointment to such position, shall not be required to be lowered
for a period of one year after the position reallocation.
b) Allocation: It is the responsibility of each department head
to report to the Director any significant changes in the duties of every
position within the department. At the request of a department head, or at the
discretion of the Director, a survey, audit, or such other investigation as may
be deemed necessary by the Director shall be made to determine the proper
allocation of any position to a class. Upon written request of an employee,
such investigation as may be deemed necessary by the Director shall be made to
determine the proper allocation of the employee's position. After making such
survey, audit, or other investigation, the Department of Personnel shall notify
the department head in which such position is located of its decision as to the
proper allocation of the position in question. It shall be the responsibility
of the department head in which the position is located to notify the incumbent
of said position of the decision of the Department of Personnel.
c) Reconsideration:
1) Within 30 days after receiving notice of such decision, the
incumbent in such position may make a request in writing of the Director for a
reconsideration of the decision. Thereafter, the Director shall reinvestigate
the duties and responsibilities of such position and related positions, if
necessary, and the affected employee shall be given a reasonable opportunity to
be heard.
2) After such investigation, the Director shall render a decision
in writing and it shall be served on the employee in person or by certified
mail, return receipt requested, at the last address shown in the personnel
file. The effective date of the Director's reconsidered decision shall be the
date such request for reconsideration was received by the Director.
3) An employee wishing to appeal the Director's reconsidered
decision shall serve upon the Merit Commission notice of appeal of said
reconsidered decision in writing within 15 calendar days after receipt of
notice of the reconsidered decision. A copy of the notice of appeal shall also
be served upon the Director.
d) Assignments to Other Classes: An employee whose position has
been allocated to a class having a higher, lower, or same maximum permissible
salary or rate may remain in the position, provided however, that the Director
shall determine in the case of allocation to a class having a higher maximum
salary or rate whether, considering the nature of such change in duties, such
employee is qualified for the position.
e) Revised Class Requirements: When requirements for a class are
revised and the duties and responsibilities of positions comprising the class
remain essentially unchanged, incumbents in these positions who qualified under
the previous requirements for the class will be considered qualified.
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.120 PAY PLAN
Section 500.120 Pay Plan
a) Establishment of Plan: The Director shall prepare and
maintain a Pay Plan for all employees subject to Jurisdiction A of the Merit
Employment Code in accordance with the applicable provisions of the Code.
b) Provisions of the Pay Plan: The Pay Plan shall provide for
uniform and equitable starting rates of pay, the time and manner in which
subsequent changes of salary may be made, the rate each employee is to be paid,
and for rates that are fair and reasonable compensation for the type of
employment and services rendered. The Pay Plan may also include other
provisions not inconsistent with law to assist in the administration of good
personnel practices for the Office of the Comptroller.
c) Approval of Pay Plan: The Pay Plan and amendments thereto
shall be prepared by the Director after consultation with department heads.
After preparing the Pay Plan or any amendments, the Director shall submit it to
the Comptroller. The Pay Plan, or amendments thereto, shall become effective
only after approval by the Comptroller.
SUBPART C: MERIT AND FITNESS
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.210 APPLICATION AND EXAMINATION
Section 500.210 Application
and Examination
a) Examination:
1) The Director shall conduct examinations to test the relative
fitness of applicants for positions subject to Jurisdiction B of the Code.
Examinations may include an evaluation of such factors as education,
experience, training, capacity, knowledge, manual dexterity, character, and
physical fitness. Tests shall be job related and may be written, oral,
physical demonstration of skill, an evaluation of physical or manual fitness,
or an evaluation of education and experience. Examinations shall consist of one
or more tests in any combination. Where minimum or maximum requirements are
established for any examination, they shall be specified in the examination
announcement.
2) Applicants shall not be questioned with respect to non-merit
matters except as is necessary to meet the requirements of law or State policy.
3) In lieu of announcing or conducting examinations, the Director
may accept the results of competitive examinations conducted by any established
merit system subject to the Director's determination that such examinations are
comparable in difficulty and comprehensiveness to those conducted by the
Department of Personnel for similar positions.
b) Examinations – Time and Place: Examinations shall be held at
such times and places as are necessary to meet the requirements of the Office
of the Comptroller, provide economical administration, and be generally
convenient for applicants. The Director may cancel or postpone examinations at
any time.
c) Veterans' Preference: Qualified persons who have passed an
examination and who have been members of the armed forces of the United States
in times of hostilities with a foreign country (as set out in the Comptroller
Merit Employment Code) or while citizens of the United States were members of
the armed forces of allies of the United States in time of hostilities with a
foreign country, shall be granted preference in entrance examinations as
follows:
1) Five points shall be added to the entrance grade for such
nondisabled veteran eligibles.
2) Ten points shall be added to the entrance examination grade
for such veteran eligibles currently receiving compensation from the United
States Veterans' Administration or from such allied country for war
service-connected disabilities.
3) If category ratings are used, the veteran eligibles in each
category shall be preferred for appointment before the nonveteran eligibles in
the same category.
d) Public Notice of Examinations: The Director shall give public
notice of examinations at least two weeks in advance of such tests except as
otherwise noted. Announcements shall be posted in a conspicuous place in each
office of the agency and Department of Personnel. Announcements shall specify
the day and manner in which an application for examination shall be made.
e) Notice to Eligibles: In the event a change in the
classification or testing standards or other change requires the elimination of
an eligible list for a class, or of certain previously qualified eligibles from
such a list, the Director shall notify each person thus losing eligibility of
such new or revised requirements as soon as practicable, and when the revised
examination is repeated, shall again notify each person in order that each may
be given an opportunity to reestablish eligibility.
f) Test Rating – Notice and Review: The rating of each test
shall be completed and the resulting list established as quickly as reasonably
practicable. Each person competing in any test shall be given written notice
of his/her final earned rating or of his/her failure to attain a place on the
list.
g) Retaking or Regrading Examinations: The retaking or regrading
of examinations will be permitted only in accordance with the following
provisions:
1) Retaking examinations –
A) No applicant shall be permitted to retake a test or tests
included within an examination until 30 days have elapsed. This limitation
may, however, be waived when in the judgment of the Director the best interests
of the State require such waiver.
B) No applicant may be permitted to retake a test included within
an examination more than 12 months after the original date of examination.
C) For purposes of ranking on eligible lists, the grades of
applicants who retake a test or tests included within an examination shall be
computed by using the latest passing scores attained by such applicants.
2) Regrading examinations –
A) At the request of an applicant who has completed an open
competitive examination, the Director may regrade the examination taken by that
applicant for placement on the eligible list for another class when the
qualifications and examination standards for the new class are similar to those
of the class for which tested.
B) When a candidate makes an application for subsequent
examination for the same or a different title having one or more identical
tests which had been taken within the preceding 12 months, the Director may
utilize the test or tests previously taken in lieu of requiring the candidate
to repeat the applicable test or tests included within the examinations.
h) Equal Opportunity: Applicants or employees shall not be
discriminated against on the basis of race, religion, sex, marital status,
national origin, political affiliation, or membership in, or activity in or on
behalf of employee labor organizations, or any other non-merit factor.
Applicants capable of performing the duties in the class shall not be
discriminated against because of physical or mental handicap.
i) Removal of Examination Material From Premises: Any applicant
or unauthorized employee of the Office of the Comptroller removing examination
materials from the premises at which examinations are being administered or
stored in any manner whatsoever, shall be subject to prosecution.
j) Admission to Examinations: Admission to competitive
examinations shall be open to all persons who meet such requirements as have
been established by the Director and may be lawfully appointed to the position.
The Director may reject the application of any person for admission to a test
or decline to test or certify for employment any applicant who:
1) Subsequent to participating in the examination is found to
lack the qualifications prescribed for admission to the test as announced in
the public notice;
2) Is physically unfit to perform effectively the duties of the
class;
3) Has used, or attempted to use, bribery or political influence
to secure an advantage in testing or appointment;
4) Has made false statements of any material fact or has practiced
deception or fraud in the application or test;
5) Does not meet the United States Department of Justice
Immigration and Naturalization Service regulations for permanent employment;
6) Is found guilty of a violation of this Part or any of the
provisions of the Merit Employment Code relating to participation in
examinations.
k) Residency Requirement: Applicants who are not residents of
the State of Illinois may be appointed only upon the waiver of residency
requirements by the Director and only when there are fewer than three qualified
residents of Illinois available.
l) Employment of Family Members: Family member status shall
constitute neither a deterrent nor an advantage to employment, provided that
the individual fulfills all objective job-related qualifications, except for
reasons of business necessity as established by the Office of the Comptroller.
m) Linguistic Requirements: The Director may establish linguistic
options when he deems such options to be appropriate.
n) Eligible Lists: The Department shall establish and maintain
lists of qualified applicants for positions covered by Jurisdiction B of the
Code. Such applicants shall have successfully qualified through competitive
examinations as provided in Section 500.210(a). The names of successful
applicants shall be arranged in the order of their relative excellence whether
by numerical grade or category grouping. The length of time an eligible's name
may appear on the list shall be specified in the examination announcement. A separate
eligible list will be maintained for intermittent applicants.
o) Responsibilities of Eligibles: It shall be the responsibility
of each eligible to inform the Department in writing of any changes in address
or availability for employment.
p) Geographic Preference: Applicants for employment shall
specify one or more of the locations or areas in which they will accept
employment from those choices made available at the time of the examination or
which may be made available at a later date.
q) Removal of Names From Eligible Lists:
1) The Director shall remove names from an eligible list for any
of the following reasons:
A) Appointment of an eligible from the eligible list;
B) Death of an eligible;
C) Notice by postal authorities that they are unable to locate the
eligible at his/her last known address;
D) Attempt by an eligible to practice any deception or fraud in
connection with an examination;
E) Evidence that the eligible lacks any of the qualifications
required for the class for which he/she was erroneously declared eligible;
F) Request of an eligible to remove name.
2) The Director may remove names from an eligible list for any of
the following reasons. Eligibles shall be notified of such removal.
A) Failure of an eligible, upon referral, to reply or to report
for interview;
B) After accepting employment, failure without good cause to
report to work within the time prescribed by the employing department or the
Department of Personnel;
C) Failure of an eligible, upon request, to furnish written
evidence of availability for employment;
D) Specifying conditions of employment by an eligible which are
not associated with the class for which eligible;
E) Refusal of an eligible to accept two separate offers of
employment;
F) After an eligible has been passed over two times after
referral to the same department for the appointment of an eligible lower on the
eligible list, and the department head concerned requests removal of the
eligible from the list for good and sufficient cause;
G) Poor work history of eligible;
H) Former experience and history of eligible not compatible with
duties and responsibilities of the class;
I) Physical inability of eligible to perform the duties and
responsibilities of the class;
J) After eligible accepts promotion;
K) When a change in either classification or testing standards or
other change requires such action;
L) Conviction of an eligible of a felony;
M) Addiction of an eligible to narcotics or to alcohol.
r) Replacement of Names on Eligible List: The Director may
restore a name to the same eligible list when such action is in the best
interest of the Office of the Comptroller.
1) Names of veterans returning from active military service of
not more than four years shall be restored to an eligible list for the same
class if the request is made by the veteran within 90 days after discharge or
from hospitalization continuing after discharge for not more than one year.
The eligible must provide evidence of satisfactory completion of training and
service when making the request and be qualified to perform the current duties
of the class.
2) Names of employees who are laid off during their probationary
period shall be returned to the eligible list for the class in which the layoff
occurred.
3) Names so restored shall be at the grade in effect when the
removal from the list was made and may not remain on the list after that period
of time which is equal to the unexpired time remaining of the original
eligibility.
s) Appointment From Eligible List: When an appointment to a
position is made from an eligible list resulting from an open competitive
examination, such appointment shall be made of the person standing among those
who are available within the three highest grades, if such list is in order of
examination grade, or from the highest ranking group, if such list is in
category grouping, except as provided for under subsection (v) of this Section.
t) Appointments – Positions Subject to Jurisdiction B:
Positions which are covered by Jurisdiction B of the Code shall be filled in
one of the following ways:
1) By appointment of an applicant standing among the three
highest on an eligible list which is numerically rated;
2) By appointment of an applicant from the highest ranking group
of eligibles from an eligible list which is not numerically rated;
3) By persons employed as of August 23, 1978 who have passed
examinations in accordance with the Personnel Code under the Governor of
Illinois and who having passed the probationary period shall be continued in
their positions without further examination;
4) By persons employed as of August 23, 1978 who having been
promoted in accordance with the Rules under the Personnel Code under the
Governor of the State of Illinois shall be continued in their positions without
further examination;
5) By persons employed as of August 23, 1978 who having passed
examinations in accordance with the Personnel Code under the Governor of the
State of Illinois, but who have not completed the probationary period shall be
continued in their positions and be given credit for such probationary time
toward the completion of the probationary period provided by this Part;
6) By all other present employees subject to Jurisdiction B who
shall be continued in their positions providing that they have passed a
qualifying examination within 12 months after August 23, 1978;
7) By persons employed as of August 23, 1978 or past employees
who have rights or privileges arising under the Personnel Code [20 ILCS 415]
under the Governor of Illinois and who shall be continued in the extent of such
rights and privileges;
8) By an appointment to a position through promotion of an
employee who is qualified pursuant to Section 500.260(a);
9) By emergency appointment for a period not in excess of 90
calendar days to meet emergency situations. Emergency appointments may be made
without regard to eligible lists. Such appointments may not be renewed;
10) By intermittent appointments from an eligible list to positions
not to exceed 1200 hours per year (12 month periods), minimum of 600 hours, to
meet the operation needs of a department in periods of increased workloads;
11) By temporary appointments to positions which are temporary or
seasonal in nature as determined by the Director. Such appointments shall not
exceed six months out of any 12 month period;
12) By provisional appointments to positions without competitive
examination when there is no appropriate eligible list. Provisional
appointments may not exceed six months out of any 12 month period;
13) By the transfer of employees from one position to another if
the qualifications, responsibilities, duties, and salary range are similar;
14) By reinstatement of persons who formerly held certified status
under the Code, the Personnel Code of Illinois, the Secretary of State Merit
Employment Code, or the University Civil Service System of Illinois. To be
eligible for reinstatement, such persons shall have resigned while in good
standing or shall have been laid off from employment within their respective
merit systems;
15) By reemployment of an employee whose name appears upon a
reemployment list; such reemployment may be made to positions in the same or
lower salary range as to that salary range applicable to the position from
which the person to be reemployed was laid off; reemployment appointments shall
be of qualified employees and shall be made after consideration of seniority
and performance records;
16) By the appointment of trainees into training programs approved
by the Director; such appointments may be made with or without examination of
applicants; trainees do not acquire any rights under Jurisdiction B of the Code
by virtue of trainee appointments;
17) By the reduction in rank or class of an employee, for cause,
with the prior approval of the Director;
18) By the transfer of active, certified employees from the
jurisdictions of the Personnel Code of Illinois, the Secretary of State Merit
Employment Code or the University Civil Service System; persons so transferred
shall retain the same status under the Code as that which they held under their
previous merit employment.
u) Types of Status: The following types of appointments may be
made by the Director:
1) Exempt:
A) For persons in positions not subject to Jurisdiction B. If an
exempt employee's position becomes subject to Jurisdiction B by reason of
extension of Jurisdiction B, pursuant to Section 10d of the Merit Employment
Code [15 ILCS 410/10d], such employee shall establish eligibility for such
position by passing satisfactorily a qualifying examination prescribed by the
Director within six months after the extension of Jurisdiction B to such
position.
B) In all other cases, if an exempt employee's position becomes
subject to Jurisdiction B, such employee shall establish eligibility for such
position within six months by successfully competing in the open competitive
examination and receiving a probationary appointment according to applicable
rules.
2) Emergency: For persons selected to meet emergency
situations. Such appointments shall not exceed 90 days, shall not be renewed,
and may be made without regard to an eligible list. Notices of selections and
terminations shall be reported to the Director.
3) Temporary: For persons in positions to perform temporary or
seasonal work. No position shall be filled by temporary appointment for more
than six months out of any 12 month period.
4) Intermittent: For persons in positions to perform
intermittent work. No positions shall be filled by intermittent appointment for
more than 1200 hours out of any 12 month period, a minimum of 600 hours.
5) Provisional: For persons in positions for which there are
fewer than three available eligibles on the open competitive eligible list. No
positions shall be filled by provisional appointment for more than six months
out of any 12 month period. If a provisional employee's position is allocated
to a class for which there are available eligibles, eligibility for such position
shall be established within 90 days through successfully competing in the open
competitive examination and receiving a probationary appointment according to
the applicable rules herein.
6) Probationary: For persons appointed from an eligible list. For
persons receiving a promotion and for persons being reinstated. If a
probationary employee's position is declared exempt from Jurisdiction B, the
balance of the probationary period shall be served after which certified status
shall be attained.
7) Certified: For persons having successfully completed the
required probationary period. If a certified employee's position is declared
exempt from Jurisdiction B, certified status shall be retained in that
position.
8) Trainee: For persons in positions pursuant to established
trainee and apprenticeship programs.
v) Extension of Jurisdiction B:
1) Employees in positions to which Jurisdiction B is extended
pursuant to Section 10d of the Merit Employment Code [15 ILCS 410/10d] shall be
continued in such positions and shall attain certified status therein provided
they pass a qualifying examination prescribed by the Director within six months
after such jurisdiction is extended and provided they satisfactorily complete
their respective probationary periods.
2) Appropriate standards for probationary appointments shall be
prepared by the Director and appointments of such employees shall be without
regard to eligible lists and without regard to the provisions of the Code and
this Part requiring the appointment of the person standing among the three
highest on the appropriate eligible list to fill a vacancy or from the highest
category ranking group if the list is by ranking instead of numerical ratings.
Nothing herein shall preclude the reclassification or reallocation as provided
by this Part of any position held by any such incumbent.
(Source: Amended at 21 Ill. Reg. 13294, effective September 15, 1997)
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.220 TRAINEES
Section 500.220 Trainees
a) Programs: The Director may establish trainee or
apprenticeship programs for new and/or incumbent employees in accordance with
the Position Classification Plan or at the request of a department. No trainee
position under this Section shall be established in any class other than a
trainee class. A trainee or apprenticeship program shall prescribe the
purpose, duration, and method of selection and shall include curriculum
information and employee benefits in a form and manner required by the
Director. A trainee or apprenticeship program may be established for one or
more of the following purposes and shall be for a duration not to exceed the
limits stated in the class specifications therefor.
1) To develop, through an established program of supervised training
and experience, qualified employees for positions which are, in the judgment of
the Director, difficult to fill with qualified employees;
2) To cooperate with recognized educational institutions and
organizations by making available opportunities for supervised training and
work experience required for satisfactory completion of such cooperative or
affiliated training programs;
3) To provide specialized orientation and training necessary for
satisfactory performance of jobs in technical or professional fields;
4) To attract and interest better qualified employees to State
service by selecting outstanding persons and giving them supervised work
experience during their period of academic training.
5) To provide training or developmental work experience for the
socially, culturally, economically, or physically disadvantaged which would
assist them in acquiring or augmenting employment skills and/or provide
employment opportunities of limited duration.
b) Appointments: Appointment to a trainee position shall be made
pursuant to a trainee or apprenticeship program established and approved in
accordance with Section 500.220(a).
c) Limitations on Trainee Appointments:
1) Trainees appointed to a position in a trainee class in
accordance with the Rules of the Department concerning Examinations and
Eligible Lists may be promoted after passing an appropriate examination for the
title for which they are training.
2) Trainees not selected by open competitive examination shall
obtain probationary appointments in the titles for which they are training only
after they have passed appropriate open competitive examinations and their
names have been reached on the resulting eligible lists.
3) Trainees appointed in such status as the result of an open
competitive examination and whose positions are allocated may be placed in
probationary status in the class to which said position is allocated.
4) Trainees appointed without open competitive examination and
whose positions are allocated may be placed in probationary status in the class
to which said position is allocated upon successful completion of an
appropriate open competitive examination, and their names shall have been
reached on the resulting eligible lists.
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.225 INTERMITTENTS
Section 500.225
Intermittents
a) Intermittent Positions: The Director shall, as required to
fulfill the operating needs of a department, establish intermittent positions
to perform work seasonal in nature or to help in periods of increased
workloads. Intermittent positions shall not be established in place of
permanent positions. Appointments shall be made to such positions in the same
manner as appointments to permanent positions.
b) Limitations on intermittent employees: An intermittent
employee shall be subject to the following limitations and conditions of
employment, but shall otherwise be covered by the full benefits of
Jurisdictions A, B and C:
1) An intermittent employee shall not be used as a replacement
for a permanent employee, but may substitute for an absent employee.
2) An intermittent employee shall work a maximum of 1200 hours
per year (12-month period), minimum of 600 hours. An effort shall be made to
balance the hours worked among intermittents. An intermittent employee who
works more than 1200 hours shall be reassigned in accordance with Section
500.110(a), (b) and (c) to a permanent full-time position. An intermittent
employee offered work less than the minimum of 600 hours shall be considered
suspended without cause and may grieve or appeal in accordance with the
applicable rules regarding suspension.
3) The continuous service of an intermittent employee shall be
computed on the basis of hours worked, each 7 hours being equivalent to one
day.
4) An intermittent employee shall accrue sick and vacation leave
on a prorated basis, dependent upon the amount of time in pay status during a
given month.
5) An intermittent employee shall receive full pay for an
official holiday if scheduled to work that day of the week and if he or she
works the last scheduled work day before the holiday and the first scheduled
work day after the holiday.
6) An intermittent employee refusing to be scheduled three times
in one calendar quarter shall be considered for discharge for failure to
perform assigned duties, if given 24-hour notice of scheduling, unless proof of
illness or death in the family is presented.
7) A semiannual review of the intermittent program shall be made
by the Director of Human Resources to insure compliance with this Part.
(Source: Added at 21 Ill. Reg. 13294, effective September 15, 1997)
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.230 CONTINUOUS SERVICE
Section 500.230 Continuous
Service
a) Definition:
1) Continuous service is the uninterrupted period of service from
the date of original appointment to State service except as provided for in
Section 500.230(g).
2) Employees who have accrued continuous service in another merit
system in State service or who have accrued continuous service in State service
not covered by a merit system, and who have been transferred to a department
subject to the Personnel Code, shall be given such credit for said service as
shall be determined by the Director or required by law.
b) Interruptions in Continuous Service: Continuous service shall
be interrupted by:
1) Resignation; provided, however, that such continuous service
will not be interrupted by resignation when an employee is employed in another
position in State service within 4 calendar days of such resignation;
2) Discharge; provided, however, such continuous service shall
not be interrupted if the employee is retained in the position after a hearing
before the Merit Commission;
3) Termination; because an employee has not been reemployed
within 2 years after layoff.
c) Deductions From Continuous Service: Except as provided in
Section 500.230(f), the following shall be deducted from, but not interrupt
continuous service:
1) Time away from work for any leaves of absence without pay
totaling more than 30 days in any 12 month period except time away from work
for a leave of absence to accept a temporary, provisional, emergency, or exempt
assignment in another class shall not be deducted from continuous service;
2) Time away from work because of disciplinary suspensions
totaling more than 30 days in any 12 month period;
3) Time away from work because of layoff.
d) Veterans Continuous Service:
1) Leaves of absence shall be granted to all employees except
temporary or emergency employees, who leave their positions and enter military
service for 4 years or less (exclusive of any additional service imposed
pursuant to law). An employee shall be restored to the same or similar
position on making an application to the Department of Personnel within 90 days
after separation from active duty or from hospitalization continuing after
discharge for not more than 1 year. The employee must provide evidence of satisfactory
completion of training and military service when making application and be
qualified to perform the duties of the position.
2) Subject to the provisions of Section 500.210(s), a veteran who
returns to State service after having been granted a leave of absence from
provisional status shall be permitted and required to pass the same or similar
examination for his/her position within 90 days.
3) Trainees who have not previously done so and whose training
was interrupted by military leave, shall be required to qualify in an
examination in the trainee class before being granted allocation or
non-competitive promotion to a higher class.
e) Peace Corps or Job Corps Enrollees Continuous Service: Any
employee who volunteers for service in the overseas or domestic Peace Corps or
Job Corps shall be given a leave of absence from his/her State employment for
the duration of his/her initial period of service and restored to the same or
similar position provided that the employee returns to his/her employment
within 90 days of the termination of his/her service or release from
hospitalization from a service Peace Corps or Job Corps connected disability.
f) Accrual and Retention of Continuous Service During Certain
Leaves: During a maternity absence or an educational, military, Peace Corps,
Job Corps, or service-connected disability leave, an employee shall retain and
accrue continuous service provided appropriate application or return, as the
case may be, is made pursuant to the requirements of Section 500.230(d) and
(e). No other employment benefit shall be granted during such leaves.
g) Limitations on Continuous Service: Temporary and emergency
employees employed after August 23, 1978, shall not accumulate continuous
service except as provided in the Comptroller Merit Employment Code.
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.240 PERFORMANCE REVIEW
Section 500.240 Performance
Review
a) Performance Records:
1) Performance records shall constitute all material in an
employee's personnel file which, in the judgment of the Director, is relevant
to determining the appropriateness of proposed or recommended personnel
transactions.
2) Such records shall be considered by the Director in all cases
of promotion, demotion, discharge, layoff, recall, reinstatement, geographical
transfer, and certification.
b) Performance Evaluation Forms: Performance records shall
include an evaluation of employee performance prepared by each department head
or designee on forms prescribed by the Director.
1) For an employee serving a 6 months probationary period, the
department head or designee shall prepare and submit to the Department two such
evaluations – one at the end on the 3 month of the employee's probationary
period and another 15 days before the conclusion thereof.
2) For an employee serving a 3 month probationary period, the
department head or designee shall prepare and submit to the Department of
Personnel and evaluation form two and one-half (2½ months after commencement of
the probationary period.
3) For a certified employee, each department head or designee
shall prepare such evaluation not less often than each time an employee
receives a satisfactory or superior performance increase under the Department's
Pay Plan. Each employee shall receive an annual performance evaluation.
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.250 PROBATIONARY STATUS
Section 500.250 Probationary
Status
a) Probationary Period:
1) A probationary period of six months (910 hours for
intermittent employee) shall be served by:
A) an employee who enters service or commences a new period of
continuous service;
B) an employee who is reinstated as provided under Section
500.290(a);
C) an employee who is appointed from an open competitive eligible
list, whether or not it is considered an advancement in rank or grade.
Trainees whose positions are allocated upward may achieve probationary status
pursuant to Section 500.220(c).
2) A probationary period of three months (455 hours for
intermittent employee) shall be served by an employee who is demoted or
promoted except a demoted probationary employee shall not be required to serve
any probationary period if the employee previously held certified status in the
class to which demoted. A probationary employee transferred during the
probationary period shall serve that portion of the probationary period which
was not completed at the time of such transfer.
3) A probationary period shall not be deemed to be continued by
the payment of any sum for vacation or other benefits accrued during such
probationary period.
4) If an employee is absent from work for more than 15 calendar
days during the probationary period because of leave of absence, disciplinary
suspension, sick leave, work-related injury, or industrial disease, such
absence shall serve to extend the probationary period by the length of the
absence.
b) Certified Status: A probationary employee shall attain
certified status only after successful completion of a probationary period.
Notice of certification will be sent to the employee and department head by the
Director promptly thereafter.
c) Status Change in Probationary Period: An employee may not be
promoted, demoted, discharged or transferred during the probationary period
without the approval of the Director.
(Source: Amended at 21 Ill. Reg. 13294, effective September 15, 1997)
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.260 PROMOTIONS
Section 500.260 Promotions
a) Definitions: The appointment of an employee, with the
approval of the department head and the Department of Personnel to a vacant
position in a class in higher salary grade than the former class.
b) Eligibility for Promotion: The Director may approve the
promotion of qualified employees who have established eligibility for the
appropriate class, in accordance with merit standards set forth in Section
500.210(a).
c) Limitations on Promotions: No provisional, temporary,
emergency, or probationary employee shall be promoted unless the employee has
previously held certified status during his current period of continuous
service.
d) Failure to Complete Probationary Period:
1) A promoted, certified employee who fails to satisfactorily
complete the probationary period in the promoted position because of inability
to perform the duties and responsibilities of the new promoted position shall
be returned to a position in the class, department, and locality and with the
status from which promoted.
2) A promoted employee who is demoted during a probationary
period shall serve a probationary period of 3 months unless he/she had
previously held certified status in the former class in which case the return
shall be to certified status.
3) A promoted employee previously certified may be discharged for
cause during the probationary period and in such event, the employee has the
same rights to appeal as a certified employee.
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.270 EMPLOYEE TRANSFER
Section 500.270 Employee
Transfer
a) Transfer: A transfer is the assignment of an employee to a
vacant position whose classification has the same maximum permissible salary or
rate.
b) Intra-Agency Transfer: An employee may be transferred to a
position in the same class to which appointed or to a position involving
similar qualifications, duties, responsibilities, and salary range, in another
department, section, or other unit within the office. No such transfer shall
be made without the approval of the Director.
c) Inter-Agency Transfer: An employee may be transferred to a
position in the same class, or to a position involving similar qualifications,
duties, responsibilities, and salary range in another agency or jurisdiction,
with the approval of both agencies, the Directors, and with the consent of the
employee.
d) Geographical Transfer: Geographical transfer is the transfer
of an employee from one geographical location in the State to another for the
performance of duties other than temporary assignments or details for the
convenience of the employer. Geographical transfers shall be made only with
the approval of the Director. An employee who refuses to accept a geographical
transfer must report for duty at the new locations but may make written appeal
of such transfer to the Merit Commission within 15 days after the effective
date of the transfer. An employee shall be reimbursed for all reasonable
transportation and moving expenses incurred in moving to a new location because
of permanent geographical transfer unless such transfer was applied for by the
employee.
e) Rights of Transferred Employees: A transferred employee shall
retain status, continuous service, and all accrued benefits.
f) Transfer of Duties: When the duties of a position are
relocated by transfer or by abolition and reestablishment and when said duties
are substantially the same, an incumbent employee may elect to relocate and
retain the duties of the position.
g) Limitation on Transfers: Temporary, emergency, and
provisional employees shall not be transferred.
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.275 DEMOTION
Section 500.275 Demotion
a) Definition:
1) Demotion is the assignment of an employee to a vacant position
in a class having a lower maximum permissible salary or rate than to the class
from which the demotion was made for reasons of inability to perform work of
the class from which the demotion was made.
2) A department head may initiate demotion of an employee by
filing a written statement of reasons for demotion with the Director in the
form and manner prescribed. Such written statement shall be signed by the head
of the department and shall contain sufficient facts to show good cause for the
demotion. No demotion shall become effective without the prior approval of the
Director who shall take into consideration the employee's education,
experience, and performance records.
b) Notice to Employee: If the statement of reasons for demotion
of a certified employee is approved by the Director, a copy of the approved
statement of reasons for demotion shall be served on the employee by the
Director, in person, or by certified mail, return receipt requested, at the
employee's address appearing in the personnel file.
c) Employee Obligations: Upon receipt by the employee of the
approved statement of reasons for demotion or upon the effective date thereof,
whichever is later, the employee shall leave the position in which assigned
prior to such statement of reasons and report for duty to the position to which
demoted and such report shall be without prejudice to right to appeal under
Section 500.275(e).
d) Salary and Other Benefits of Employee: Upon receipt by the
employee of the approved statement of reasons for demotion, or on the effective
date thereof, whichever is later, all salaries and benefits of such employee in
the position in which assigned prior to receipt of such statement of reasons shall
be adjusted to reflect the demotion.
e) Appeal by Certified Employee: A certified employee who has
been served with approved statement of reasons for demotion may appeal to the
Merit Commission, provided such appeal is made in writing within 15 days of
receipt of the approved statement of reasons for demotion.
f) Demotion of Other Employees: The Director may approve the
demotion of probationary employees. Notice of such demotion shall be served on
the employee by the Director, in person, or by certified mail, return receipt
requested, at the employee's last address appearing in the personnel file.
g) Status of Demoted Employees: A demoted certified employee
shall be certified in the class to which demoted and shall not be required to
serve a new probationary period. Subject to Section 500.250(a), a demoted
probationary employee shall serve a new probationary period in the class to
which he is demoted.
(Source: Amended at 5 Ill. Reg. 890, effective January 9, 1981)
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.280 LAYOFFS AND REEMPLOYMENT
Section 500.280 Layoffs and
Reemployment
a) Layoff Procedure:
1) A department head may request the layoff of an employee
because of lack of funds, material change in duties or organization, or lack of
work, or the abolition of a position for any of these reasons. Based on class,
department, or other designation, layoffs shall be within organizational units
justified by operations and approved prior to the layoffs by the Director.
2) A proposed layoff is subject to the approval of the Director
before becoming effective and shall include the following in the organizational
unit in which the layoff is proposed:
A) A list of all employees showing status and total continuous
service;
B) A listing of those employees to be laid off;
C) Performance records of all employees in classes affected by
layoff plan;
D) An explanation of any layoff not in order of continuous
service;
E) An explanation of the organizational unit selected, reflecting
department, facility, geographical, operational, and other elements deemed
relevant by the department head.
b) Order of Layoff:
1) The following order shall be observed in making layoffs:
A) No certified or probationary employee may be laid off until all
temporary, intermittent, emergency, provisional, and exempt employees in the
same class and organizational unit are terminated;
B) No certified employee may be laid off until all probationary
employees in the same class and organizational unit are terminated.
2) Within status groups and accordance with the layoff plan
submitted under subsection (a) of this Section, consideration shall be given to
performance records and continuous service as defined in Section 500.230(a).
c) Effective Date of Layoff: Unless extraordinary operating
conditions or events are specified in the proposed layoff plan, no layoff shall
be effective until 10 days after the Director's approval of the layoff plan.
d) Disapproval: The Director may disapprove any layoff plan
which results in a disproportionate impact on affected employees within the
same race, sex, or religious group.
e) Reemployment Lists:
1) The department shall establish and maintain a reemployment
list, by class, department, county, or other designated geographical area
approved by the Director before layoff. A certified employee who has been laid
off shall be placed in order of length of continuous service as defined in
Section 500.230(a) on a reemployment list for recall to the first available
assignment to a position in the class (or related classes with substantially
similar requirements and duties), department, county, or other designated
geographical location or area in which the employee was assigned prior to being
placed on the reemployment list. Where circumstances warrant, at the
discretion of the Director, such reemployment list may be established by
related classes whose duties are substantially similar to the class from which
the employee was laid off.
2) An employee whose name has been placed on the reemployment
list will also be eligible for reinstatement in accordance with Section
500.290(b).
f) Employment From Reemployment List: Whenever there is any
person available on a reemployment list for recall to a vacant position for the
same class, or related classes where such have been established pursuant to
subsection (e) of this Section, department, county, or other designated
geographical area, no temporary, provisional, or probationary appointment shall
be made to such vacancy.
g) Removal of Names From Reemployment List:
1) A laid off employee's name shall be removed from the
reemployment list when:
A) The employee is recalled from layoff;
B) The employee refuses an offer of permanent reemployment;
C) The employee's name has remained on the reemployment list for
24 months;
D) The employee has been reinstated in accordance with Section
500.290(b).
2) Offers of temporary, exempt, or emergency appointment shall
not be considered as recall or reinstatement.
h) Laid Off Probationary Employees:
1) The name of an original entrance employee who is terminated as
a result of layoff before the completion of the probationary period shall be
returned to eligible list with the same grade as when appointed.
2) An employee serving a probationary period subsequent to
promotion from a position in which the employee was certified who is to be laid
off shall be given notice, and may request a voluntary reduction pursuant to
Section 500.285(a) and (c). If no voluntary reduction is effected, the
employee will be laid off and the employee's name placed in seniority order as
provided in Section 500.230(a) on the reemployment list for the department,
work location, and title in which certified.
i) Reconsideration Request Laid Off Certified Employee:
1) Within 15 calendar days of receipt of notice of a certified
employee's layoff and without prejudice to the right to request voluntary
reduction, such employee may directly petition the Director of Personnel in
writing for reconsideration of the decision approving the layoff.
2) In the event a request for reconsideration is made, the
Director shall designate a hearing officer to hear, review, and investigate the
application of this Part and the validity of the layoff and who shall submit
findings to the Director for final determination. 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.
(Source: Amended at 21 Ill. Reg. 13294, effective September 15, 1997)
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.285 VOLUNTARY REDUCTION
Section 500.285 Voluntary
Reduction
a) Voluntary Reduction of Certified and Probationary Employees:
Certified and probationary employees may voluntarily request or accept
assignment to a vacant position in a class having a lower maximum permissible
salary or rate. All requests for or acceptances of such voluntary reductions
shall be in writing and shall be signed by the employee and be directed to the
head of the department in which the vacant position exists. No reduction shall
become effective without the written approval of the Director. A certified
employee who is assigned and accepts a voluntary reduction in grade shall be
certified in the lower class without serving a probationary period; provided,
however, if reduction results in return to a trainee class or other class for
which there is no provision for certification in said class, the individual's
certification shall be terminated.
b) Limitations in Voluntary Reduction: Temporary, emergency, and
provisional employees shall not be granted a request for voluntary reduction.
c) Employee Opportunity to Seek Voluntary Reduction: A certified
employee or an employee serving a probationary period subsequent to promotion
from a position in which certified who is subject to layoff as a result of the
Director's approval of a layoff plan shall be promptly notified thereof of the
effective date of layoff and shall then be advised of the opportunity to
request voluntary reduction to a current vacant position in accordance with
Section 500.285(a). An employee seeking voluntary reduction must request such
in writing to the head of the employing department prior to the proposed
effective date of layoff.
d) Order of Preference in Voluntary Reduction: In the event a
certified employee or an employee serving a probationary period subsequent to
promotion from a position in which the employee was certified requests
voluntary reduction as a result of his/her pending layoff, the certified
employee shall be preferred in seniority order for any current vacant position
in a lower class within the same department and location in which the employee
is then incumbent at the time of such layoff over any probationary or
provisional employees, any applicant on an eligible list for such vacant
position, and any certified employee requesting such reduction who is not
subject to layoff.
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.290 RESIGNATION AND REINSTATEMENT
Section 500.290 Resignation
and Reinstatement
a) Resignation: An employee who voluntarily leaves the Office of
the Comptroller shall, except in emergency circumstances approved by the
Director, give advance notice of intent not less than 15 calendar days before
its effective date. Resignation in good standing shall mean that the employee
gave the required notice, or that emergency circumstances justified failure to
do so, and that the employee's conduct and work performance were satisfactory
at the effective date thereof.
b) Reinstatement:
1) On request of a department head, the Director may reinstate an
employee who was formerly certified under the Comptroller Merit Employment Code
and who resigned or terminated in good standing or whose position was
reallocated downward or who was laterally transferred or whose name was placed
on a reemployment list. Such reinstatement may be to a position in the class
to which the employee was assigned prior to resignation, termination, downward
allocation, lateral transfer, or layoff or to an equivalent or lower position
in a related series. The Director may reinstate an employee who was formerly
certified under the "State Personnel Code," the Secretary of State
Merit Employment Code or the University Civil Service System of Illinois. A
reinstated employee shall serve an additional six month probationary period in
the position. Requests for reinstatement shall be accompanied by the
employee's performance records when available.
2) A certified employee whose name appears on a reemployment list
may be reinstated to a position other than the position to which the employee
is eligible for reemployment. If reinstated to a position in the same or a
higher pay grade than that for which the employee is eligible for reemployment,
then upon satisfactory completion of the new probationary period, the
employee's name shall be removed from the reemployment list. If reinstated to a
position in a lower pay grade than that for which the employee is eligible for
reemployment, it shall have no effect on the employee's reemployment rights.
(Source: Amended at 5 Ill. Reg. 890, effective January 9, 1981)
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.295 DISCIPLINE, DISCHARGE, AND DEMOTION
Section 500.295 Discipline,
Discharge, and Demotion
a) Progressive Corrective Discipline: Unless grounds clearly are
present warranting immediate discharge or suspension pending decision on
discharge, employees shall be subject to corrective discipline progressively
applied utilizing counseling, warnings, and/or suspensions, as the facts and
circumstances dictate, prior to discharge. If an employee's work or
work-related conduct remains unacceptable after the application of progressive
corrective discipline, such employee may be discharged in accordance with the
appropriate rules below.
b) Discipline – Written Warnings: A department head or designee
may warn an employee either orally or in writing as a disciplinary measure. A
copy of any written warning shall be placed in the employee's personnel file
and it may be used in considering further discipline, demotion, withholding of
salary increases, and other personnel transactions when such actions occur
within 12 months of the date of issuance of the written warning. The employee
shall sign one copy signifying he/she has received and read it and retain one
copy for his/her own records. The written warning shall bear the signature of
the issuing official.
c) Suspension Totaling Not More Than Thirty Days in Any Twelve
Month Period: Disciplinary suspensions without pay totaling not more than 30
days in any 12 month period may be imposed upon an employee by a department
head or designee. Unless delay in the imposition of discipline will result in
clear harm or damage to a department, the employee shall be informed in writing
of the proposed suspension and the reasons therefor at least 4 working days
prior to the effective date of the proposed suspension and be provided with
copies of pertinent documents on which the proposed suspension is based. The
employee shall have 2 working days after being informed of the proposed
suspension within which to address to the department head written rebuttal to
the reasons given for the suspension. A decision of a department head or
designee not to suspend the employee shall be rendered in writing before the
proposed suspension date. Written notice of any suspension imposed with the
reasons therefor must be served upon the employee on a form prescribed by the
Director on or before the effective date of the suspension in person or by
certified mail, return receipt requested, at the employee's last address
appearing in the personnel file. The Personnel Director must be notified of
any suspensions and copies of all written notices must be filed with the
Director on the same day or prior to the date the suspension became effective.
d) Suspension Totaling More Than Thirty Days in Any Twelve Month
Period: The department head or designee may, after complying with the
procedures set forth in this subsection, initiate a disciplinary suspension of
any employee totaling more than 30 days in any 12 month period and if such
employee is certified, the department head shall file written charges for such
suspension with the Director in the form and manner prescribed. Such written
charges shall be signed by the department head or designee, and shall contain a
clear and concise statement of facts showing good cause for such suspension.
The charges shall be accompanied by a copy of the employee's performance
records. Unless delay in the imposition of discipline will result in clear
harm or damage to a department, the employee shall be informed in writing of
the proposed suspension and the reasons therefor at least 4 working days prior
to the effective date of the proposed suspension and be provided with copies of
pertinent documents on which the proposed suspension is based. The employee
shall have 2 working days after being informed of the proposed suspension
within which to address to the department head or designee written rebuttal to
the reasons given for the suspension. A decision of a department head or
designee not to suspend the employee shall be rendered in writing before the
proposed suspension date. A copy of the written decision must be forwarded to
the Director on the day the decision is rendered.
e) Notice to Employee: Notice of approved charges for a
disciplinary suspension totaling more than 30 days in any 12 month period shall
be served on a certified employee by the Director, in person or by certified
mail, return receipt requested, at the employee's last address appearing in the
personnel file.
f) Employee Obligations: Upon receipt by the employee of a
disciplinary suspension or charges for discharge, the employee shall leave the
place of employment and if deemed appropriate by the department head, any
housing or other accommodations furnished the employee by the Office of the
Comptroller.
g) Hearing – Suspension Thirty Calendar Days or More: Employees
who have been suspended for a period in excess of 30 calendar days in a 12
month period for cause may make a written request to the Commission for hearing
thereof within 15 calendar days of receipt of written charges.
h) Suspension Pending Decision on Discharge: A department head
or designee may suspend any employee for up to 30 days pending the decision of
the department head whether charges for discharge shall be filed against such
employee. The department head shall at the time of such suspension provide the
employee with written reasons therefor in person or by certified mail, return
receipt requested, at the employee's last address appearing in the personnel
file. Notice of such suspension must also be filed immediately with the
Director. The Department head shall thereafter promptly investigate the facts
and circumstances and render his/her decision. Should the department head
determine that the facts and circumstances do not warrant disciplinary
suspension or charges for discharge, the employee shall be made whole. Should
the department head determine that a disciplinary suspension is appropriate,
Section 500.295(c) or (d), as the case may be, shall apply in its entirety.
Should the department head determine that discharge of the employee is
appropriate, Section 500.295(j) shall apply in its entirety.
i) Approval of Director of Personnel: No disciplinary
suspension totaling more than 30 days in any 12 month period for a certified
employee shall be effective without the approval of the Director.
j) Discharge of Certified Employee: The department head or his
designee may initiate discharge of a certified employee by filing written
charges for discharge with the Director in the form and manner prescribed by
the Director. Written charges shall be signed by the department head and shall
contain a clear and concise statement of facts showing good cause for discharge
and shall be accompanied by a copy of the employee's file and performance
records. No discharge of a certified employee shall be effective without the
approval of the written charges for discharge by the Director.
k) Notice to Employee: Notice of approved charges for discharge
shall be served on the employee by the Director, in person or by certified
mail, return receipt requested, at the employee's last address appearing in the
personnel file.
l) Appeal By Employee: A certified employee who has been served
with approved charges for suspension in excess of 30 days or discharge may
appeal to the Merit Commission, provided such appeal is made in writing within
15 days of receipt of such approved charges.
m) Discharge of Probationary Employee: The Director may approve
the discharge or suspension of a probationary employee at the request of a
department head or designee. In determining whether or not to approve the
discharge of such employee, the Director shall consider the employee's
employment record.
n) Reinstatement From Suspension or Discharge: An employee
reinstated for the period for which he/she was suspended or discharged shall
receive full compensation for such period. Full compensation shall mean
compensation such suspended or discharged employee would have earned in the
position classification during the period of suspension or discharge less
amounts earned by the employee from any other source and any unemployment
compensation payments received during such period.
o) Suspension or Discharge Resulting From Arrest or Criminal
Indictment:
1) The arrest or criminal indictment of any employee shall not be
grounds for suspension or discharge unless the arrest or indictment and facts
in support of either made known to the Director:
A) Resulted from an employee's conduct in the course of employment
duties, including a failure to perform such duties;
B) Occurred on or proximate to State premises and as a result of
the employee's conduct thereon;
C) Raises reasonable doubt concerning the employee's suitability
for continued State employment in the present assignment or position.
2) If an employee is not subject to suspension or discharge under
this subsection, the Director may, at the request of the employee, place such
employee on indefinite leave status, without pay, pending a final court
determination of innocence or guilt, subject to reimbursement of salary if
acquitted.
p) Prohibition of Discrimination:
1) Discrimination against any person in recruitment, examination,
appointment, training, promotion, retention, or any other personnel
transaction, because of religion, race, national origin, sex, age, or any other
non-merit factor is prohibited except where such may be a bona fide job qualification.
2) Any applicant or employee who feels adversely affected in
employment because of such discrimination shall have resort to the grievance
procedure hereunder and may be joined in such procedure by the Equal Employment
Opportunity Officer or designee where necessary or appropriate.
(Source: Amended at 5 Ill. Reg. 890, effective January 9, 1981)
SUBPART D: CONDITIONS OF EMPLOYMENT
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.310 GRIEVANCE PROCEDURE
Section 500.310 Grievance
Procedure
a) Grievance – Definition: Any employee of the Comptroller may
grieve as to the application of the Merit Employment Code, this Part or any
policy arising hereunder as to the impact of such application upon his/her
employment condition or his/her status.
b) Grievance Procedure – Limitation:
1) The Rules of the Department and the official policy arising
thereunder are not grievable matters. Probationary terminations, charges
seeking discharge, demotion, or suspensions 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.
2) 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 and the employee's
absence will not interfere with agency operations.
c) Grievance Procedure – Abandonment – Extension:
1) Failure of either party to comply with the form or time
requirements of the grievance procedure shall resolve the matter in favor of
the other. The parties may mutually extend the time limits in writing at any
level of the procedure excepting in cases of hearings arising from demotion or
discharge of a certified employee.
2) 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
therefore, shall mean that the employee has withdrawn the grievance or accepted
the last answer given in the grievance procedure.
d) Grievance Procedure – Steps of:
1) 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.
2) 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.
3) Step 3: 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 department by using the same or a
different form. Within 20 working days after the Step 3 appeal is filed, the
head of the department shall render a written decision thereon, and shall serve
a copy of said written decision upon the grievant. Failure of the department
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.
4) Step 4: If the grievance is not satisfactorily resolved or no
answer is given within the time limit set forth in Step 3, the employee may
submit a copy of the written statement of grievance theretofor submitted in
Step 3 within 10 working days from the date the decision was due to the
Director of Personnel for review and final determination.
e) Grievance Committee:
1) The Director of Personnel shall appoint 10 employees of the
State of Illinois to comprise a grievance committee panel to hear grievances.
In addition to State employees, the Director shall appoint persons to the panel
who are not employees of the State of Illinois but who have knowledge and
experience in personnel administration or employee relations. Committees of 3
persons may be selected by the Director of Personnel from the grievance
committee panel to hear employee grievances. Not more than one panel member
shall be selected from any one department, and no panel member shall be
appointed to a committee which is convened to hear a grievance arising from the
department in which the panelist is an employee.
2) In addition to the 3 committee members appointed to hear a
grievance, there shall be an employee of the Department present at all
grievance hearings and deliberations thereon to assist the panel in its
determination. The Department employee shall act as secretary-chairperson of
the committee, and shall be entitled to vote on its recommendations. Unless an
expedited Step 4 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 of Personnel. A dissenting member of
the committee may make separate recommendations. All recommendations will bear
the signature of the concurring committee members.
3) Upon 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.
4) The written statement of the employee's grievance, the
recommendations of the grievance committee, and the decision of the Director of
Personnel thereon shall be made a part of the permanent record of the grieving
employee in the files of the Department.
f) Representation: In discussions or meetings with the employer
in Steps (2), (3) or (4) of the grievance procedure, the employee shall be
entitled to be present and may be accompanied by a representative of his/her
choice.
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.320 LEAVE OF ABSENCE
Section 500.320 Leave of
Absence
a) Sick Leave: 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. Intermittent
employees shall accrue sick leave on a prorated basis. 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 for
not more than 30 days in one calendar year in the event of serious illness,
disability, injury, or death of a member of the employee's immediate family.
The Department may require evidence to substantiate that such leave days were
used for the purposes herein set forth.
b) Accumulation of Sick Leave: Employees shall be allowed to
carry over from year to year of continuous service any unused sick leave
allowed under this Part and shall retain any unused sick leave accumulated
prior to the effective date of this Part.
c) Advancement of Sick Leave: 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 department head and the Director. Such advances will be charged against
sick leave accumulated later in subsequent service. If an employee is
terminated prior to repayment of advanced sick days, one day's pay for each day
owed shall be retained by the agency or repaid by the employee.
d) Leave for Personal Business:
1) All employees, excepting those in emergency, per diem, or
temporary status, shall be permitted 21 hours (or the equivalent 3 working
days) of leave for personal business each calendar year with pay.
Intermittent employees shall receive leave for personal business on a prorated
basis. Such personal days may be used for occurrences or 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
department head 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 3 ½ hours (½ day) for each two months service for the
calendar year in which hired. Such personal leave may not be used in
increments of less than one 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.
2) Personal leave shall not accumulate from calendar year to
calendar year.
e) On-The-Job Injury – Industrial Disease: An employee who
suffers an on-the-job injury or who contracts a service-connected disease shall
be allowed full pay during the first calendar week of absence without
utilization of any accumulated sick leave or other benefits. Thereafter, the
employee shall be permitted to utilize accumulated sick leave. In the event
such service-connected injury or illness becomes the subject of an award by the
Industrial Commission, the employee shall restore to the State the dollar
equivalent which duplicates payments received as sick leave days and the
employee's sick leave account shall be credited with sick leave day
equivalents.
f) Leave of Absence Without Pay: Unless otherwise provided in
this Part, and with the prior approval of the Director, a department head may
grant leaves of absence without pay to employees for periods not to exceed six
months, and such leaves may be extended for good cause by the department head
for additional six month periods with the Director's approval. No emergency or
temporary employee shall be granted a leave of absence except as provided in
subsection (e) above.
g) Leaves of Absence – Special: The Director may grant special
leaves of absence to employees for purposes of education, attendance at
professional or union conventions, or for similar reasons wherein a benefit
would accrue to the skills of the work force.
h) Leaves of Absence – Special – Salary: The Director shall
determine for each special leave of absence that is approved, whether such leave
shall be with or without pay, full or partial.
i) Maternity Absence:
1) Employees shall be granted leaves of absence to cover the
period of their pregnancy. The length of such leave shall not exceed six
months but may be renewed pursuant to subsection (f) above.
A) A pregnant employee shall inform her immediate supervisor and
the Department of Personnel of her condition not later than three months prior
to her expected date of delivery and shall present to the Department of
Personnel a written statement signed by her physician stating the expected date
of delivery.
B) A pregnant employee may continue in regular employment so long
as her physician, upon request by the Director, states in writing she is able
to perform her normal work assignments.
C) An employee who has been absent because of maternity leave may
return to employment as soon as her physician advises the Department of
Personnel in writing that she is then able to perform her normal work
assignments.
D) If the department head or Personnel Director has reason to
believe that the employee is unable to perform her duties, he/she may seek and
rely upon the decision of an impartial physician chosen by agreement of the
parties. In the absence of agreement of an impartial physician, the Director
will select a physician who is to act as an impartial physician.
2) Sick leave may be used to cover periods of absence during
pregnancy and convalescence thereafter.
j) Leave to Take Exempt Position: The Director may approve
leaves of absence for certified employees who accept appointment in a position
which is exempt from Jurisdiction B of the Merit Employment Code. Such leaves
of absence may be for a period of one year or less and may be extended for
additional one year periods. At the expiration thereof, an employee shall be
restored to the same or similar position upon making application to the
department with continuous service including the period of such leave.
k) Military, Job Corps, and Peace Corps Leave: Leaves of absence
shall be allowed employees who enter military service, the Peace Corps, or Job
Corps as provided in Section 500.230(d) and (f) and as may be required by law.
l) Leave For Annual Military Reserve Training or Special Duty:
1) An 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 leave with pay not to exceed one full pay period annually
without loss of any other accrued benefit.
2) If time required on any of the types of military service
covered by this Part exceeds one full pay period in any one fiscal year, the
employee shall be granted additional leave without pay by the employing
department provided, however, that during periods of active service to meet
emergencies as proclaimed by the Governor, the employee shall be granted a
leave of absence with pay. Upon receiving the sum paid for such service under
the Illinois Military Code, the employee shall submit the warrant, or its
equivalent, to the department to be returned to the fund in the State Treasury
from which the original agency payroll warrant was drawn. In the event the
military pay is greater than the State compensation for the period of emergency
call-up, the employee shall retain the military pay and return to the
department the amount the agency paid the employee for the period.
3) An employee shall provide the department with certification by
the commanding officer of the employee's unit that all leave time was used for
the purpose for which granted.
m) Leave For Military Physical Examinations: Any employee drafted
into military service shall be allowed up to three days leave with pay to take
a physical examination required by such draft. Upon request, the employee must
provide the department with certification by a responsible authority that the
period of leave was actually used for such purpose.
n) Leave of Absence – Election to Public Office: Employees who
are elected to public office shall, upon request, be granted a leave of absence
without pay for so long as he/she remains an elected public officer and he/she
shall be returned to the same or comparable position from which he/she was on
leave providing he/she so requests within 30 calendar days following
termination of his/her elected office.
o) Employee Rights After Leave: When an employee returns from a
leave of absence of six months or less, the department shall return the
employee to the same or similar position in the same class in which the
employee was incumbent prior to the commencement of such leave. Except for
those leaves granted under subsections (j) and (k) of this Section, 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 prior to such leave or leaves commencing, the employee may be laid
off without consideration of continuous service and if laid off, the employee's
name shall be placed on the reemployment list.
p) Failure to Return: Failure to return from leave within five
days after the expiration date may be cause for discharge.
q) Attendance in Court: Any permanent employee called for jury
duty or subpoenaed by any legislative, judicial, or administrative tribunal,
shall be allowed time away from work with pay for such purposes. Upon
receiving the sum paid for jury service or witness fee, the employee shall
submit the warrant, or its equivalent, to the department to be returned to the
fund in the State Treasury from which the original payroll warrant was drawn.
Provided, however, an employee may elect to fulfill such call or subpoena on
accrued time off and personal leave and retain the full amount received for
such service. Emergency or temporary employees shall be allowed time off
without pay for such purpose and shall be allowed to retain the reimbursement
received therefor.
(Source: Amended at 21 Ill. Reg. 13294, effective September 15, 1997)
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.330 HOLIDAYS
Section 500.330 Holidays
a) Authorized Holidays: All employees shall have time off, with
full salary payment, on the following holidays:
New Year's Day
Martin Luther King Day
Lincoln's Birthday
Washington's Birthday
Memorial Day
Independence Day
Labor Day
Columbus Day
Veterans' Day
Thanksgiving Day
Day after Thanksgiving
Christmas Day
General Election Day (on which members of the House of
Representative are elected)
and any additional days proclaimed as holidays or non-working
days by the Comptroller of the State of Illinois or by the President of the
United States.
b) Holiday Observance: Where employees are scheduled and
required to work on a holiday, equivalent time off will be granted within the
following twelve month period at a time convenient to the employee and
consistent with the department's operating needs.
c) Holiday During Vacation: When a holiday falls on an
employee's regularly scheduled work day during the employee's vacation period,
an extra day shall be added to the employee's vacations.
d) Eligibility for Holiday Pay: To be eligible for holiday pay,
the employee shall work the employee's last scheduled work day before the
holiday and first scheduled work day after the holiday unless absence on either
or both of these work days is for good cause and approved by the department
head. Intermittent employees are eligible for holiday pay under conditions
stated in Section 500.225(b)(5).
e) Holidays – Regional or Special: The Comptroller or the
Director may grant employees full or partial days off with pay to meet the
unique needs of any region or area within the State. Such special time off
shall not accrue to any other employee in any other region or area of the
State.
(Source: Amended at 21 Ill. Reg. 13294, effective September 15, 1997)
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.340 VACATION
Section 500.340 Vacation
a) Eligibility: Employees, except emergency, temporary, and
those paid pursuant to Part II, Section 3, of the Pay Plan, shall earn vacation
time. No employee on leave of absence may earn vacation except when the leave
was for the purpose of accepting a temporary working assignment in another
class.
b) On and after July 1, 1979: Eligible employees shall earn
vacation time in accordance with the following schedule:
1) From the date of hire until the completion of five years of
continuous service: 10 working days per year of employment.
2) From the completion of five years of continuous service until
the completion of nine years of continuous service: 15 workdays per year of
employment.
3) From the completion of 9 years of continuous service until the
completion of 14 years of continuous service: 17 workdays per year of
employment.
4) From the completion of 14 years of continuous service until
the completion of 19 years of continuous service: 20 workdays per year of
employment.
5) From the completion of 19 years of continuous service until
the completion of 25 years of continuous service: 22 workdays per year of
employment.
6) From the completion of 25 years of continuous service: 25
workdays per year of employment.
c) Vacation time may be taken in increments of not less than ½ day
at a time, any time after it is earned, provided the employee has at least six
months of continuous service since latest date of hire. Vacation time shall
not be accumulated for more than 24 months after the end of the calendar year
in which it is earned.
d) Prorated vacation time for intermittent employees:
Intermittent employees shall earn vacation in accordance with the schedule set
forth in subsection (b) of this Section on a prorated basis.
e) Computation of vacation time of State employees who have
interrupted continuous State service shall be determined as though all previous
State service which qualified for earning of vacation benefits is continuous
with present service.
(Source: Amended at 21 Ill. Reg. 13294, effective September 15, 1997)
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.350 WORK SCHEDULES
Section 500.350 Work
Schedules
Each supervisor and/or
department head shall prepare a schedule of working hours and work days
pertaining to his/her work unit. Such schedule shall set out starting and
quitting times, break times, lunch time, and the work days that apply to the
employees within his/her area of supervision. Work schedules shall be
submitted to the Director for his approval. Upon approval, the schedules shall
be posted and complied with by all of the employees within the work unit.
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.360 OVERTIME
Section 500.360 Overtime
a) Overtime: For those positions approved by the Director and
designated on lists maintained by the Director, authorized work in excess of an
approved work schedule shall be overtime. Such work may be compensated for in
cash or compensatory time as determined by the department. Overtime work shall
be distributed as equitably as possible among qualified employees competent to
perform the services required when overtime is required. Employees shall be
given as much advance notice as possible. Except where required by law, time
spent in travel shall not be considered overtime.
b) Compensatory Time: An employee's overtime accumulation shall
be liquidated by the utilization of compensatory time off, when such
utilization is practical. Where the approved work schedule is less than a 40
hour work week, overtime shall be compensated as a straight time rate. Work in
excess of a 40 hour week shall be compensated at time and one-half.
c) Compensatory Time Schedule: Compensatory time shall be
scheduled at the employee's preference excepting in those circumstances where,
with reasonable certainty, such absence would be harmful to the operation of
his/her work unit.
d) Overtime Compensation in Cash: Whenever it is not practical
to liquidate an employee's overtime with compensatory time off, the employee
shall be reimbursed in cash. Such payment shall be paid at straight-time rate
for work in excess of the approved work schedule but less than a 40 hour work
week. Work in excess of a 40 hour work week shall be paid at time and
one-half.
e) Overtime – Accumulation: All employee overtime compensation
shall be liquidated within 45 calendar days of its accumulation.
f) Overtime Payable Upon Death: Upon the death of an employee,
the person or persons specified in Section 14a of "An Act in relation to
State finance," approved June 10, 1919, as now or hereafter amended (Ill.
Rev. Stat. 1981, ch. 127, par. 150a), shall be entitled to receive from the
appropriation for personal services theretofore available for payment of the
employee's compensation such sum for accrued overtime as would have been paid
or allowed to such employee had the employee survived.
(Source: Amended at 5 Ill. Reg. 890, effective January 9, 1981)
SUBPART E: GENERAL PROVISIONS
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.410 PUBLIC RECORDS
Section 500.410 Public
Records
Except as otherwise provided in
this Subpart E, all records of the Department including eligible lists shall be
public records and shall be available for inspection on written request to the
Director.
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.415 TIME AND MANNER OF INSPECTION
Section 500.415 Time and
Manner of Inspection
a) The records of the Department shall be available for
inspection during regularly scheduled hours of work. Such records may be
inspected only in the presence of an authorized employee of the Department.
b) In the event the working conditions or the number of persons
inspecting such records or the volume of records to be inspected interfere with
the operations of the Department, the Director may schedule appointments for
the inspection of such records.
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.420 EMPLOYEE ROSTER FILES
Section 500.420 Employee
Roster Files
The Director shall establish and
maintain personnel files for employees subject to the Code showing the name,
sex, county of residence, date of birth, date of original appointment to
service, date of promotions, demotions, transfers, and other transactions,
present position title, status, salary, and the operating department wherein
the employee is assigned.
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.425 CONFIDENTIAL RECORDS
Section 500.425 Confidential
Records
The following records of the
Department of Personnel shall be confidential and not available for public
inspection:
a) Personal history of employee. The employee or authorized
agent may inspect the employee's personal history and personnel file; if authorization
is in writing and signed by employee.
b) Reports of medical, psychological, and psychiatric
examinations. An employee may inspect such reports pertaining to him/her.
c) All parts of examinations. An employee or applicant may
inspect his/her own answer sheet.
d) The identity, complete questionnaire, and other documents
related to salary surveys. Results of salary surveys shall be available.
e) No records of personnel transactions including requisitions
and referrals will be made available until such transactions have been
completed.
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.430 ATTENDANCE RECORDS
Section 500.430 Attendance
Records
Each operating department shall
maintain accurate, daily attendance records.
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.435 NOTIFICATION OF ABSENCE
Section 500.435 Notification
of Absence
An employee shall, whenever
possible, provide advance notice of absence from work. Absence of an employee
for 5 consecutive days without reporting to the department may be cause for
discharge.
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.440 REVIEW OF ATTENDANCE RECORDS
Section 500.440 Review of
Attendance Records
An employee shall have the right
to review his/her attendance record on file in his/her operating department or
the Department of Personnel.
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.445 UNDATED FORMS
Section 500.445 Undated
Forms
No supervisor or other person in
a position of authority shall demand or request that an employee sign an
undated resignation or any blank form. No employee shall be required to sign
such a form. Any such demand shall entitle the employee to immediate appeal to
the Director.
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.450 INCOMPLETE FORMS
Section 500.450 Incomplete
Forms
Any information placed on a form
or any modification or alteration of existing information made on a form
subsequent to having been signed by an employee shall be null and void insofar
as it may affect the employee, the employee's position, or condition of
employment. Any employee required to sign any form prepared pursuant to this
Part shall be given a copy of it at the time the employee's signature is
affixed.
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.455 EVALUATION FORMS
Section 500.455 Evaluation
Forms
Employees shall be required to
sign all evaluation forms to indicate they have read the evaluation and it has
been discussed with them.
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.460 PORTABILITY OF CERTAIN BENEFITS
Section 500.460 Portability
of Certain Benefits
Sick leave earned but not taken
by employees in the course of employment not subject to the Merit Employment
Code shall be deemed to have been earned by them at the time they become
subject to such jurisdiction to the extent such benefits are provided and would
have been earned hereunder.
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.470 EFFECTIVE DATE OF RULES
Section 500.470 Effective
Date of Rules
This Part and amendments thereto
shall become effective 10 days after copies thereof have been filed with the
Secretary of State – Index Division, except that, in case of emergency, Rules
or amendments thereto may become effective immediately upon such filing if
accompanied by a certificate executed by the Director pursuant to applicable
provisions of the Illinois Administrative Procedure Act (Ill. Rev. Stat. 1991,
ch. 127, pars. 1001-1 et seq.).
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.475 SAVINGS CLAUSE
Section 500.475 Savings
Clause
If any Section or part of any
Section of this Part shall be held invalid, the remaining provisions of the
Part shall have, and be given full force and effect as completely as if the
invalidated part had not been included therein.
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.480 INTERPRETATION AND APPLICATION OF RULES
Section 500.480
Interpretation and Application of Rules
The Director of Personnel shall
determine the proper interpretation and application of each Rule of the
Department of Personnel. The decision of the Director as to the proper
interpretation or application of any such rule shall be final and binding upon
all departments and employees affected thereby unless or until modified or
reversed by the Commission or the courts. All departments and employees shall
comply with the Director's decision in the absence of a written opinion of the
Attorney General or a written directive of the Commission declaring the
Director's decision to be unlawful.
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.485 POLICY
Section 500.485 Policy
The Director shall promulgate
such policy as is necessary to obtain compliance with the Rules and with the
Code.
| TITLE 80: PUBLIC OFFICIALS AND EMPLOYEES
SUBTITLE B: PERSONNEL RULES, PAY PLANS, AND POSITION CLASSIFICATIONS
CHAPTER III: COMPTROLLER
PART 500
PERSONNEL RULES
SECTION 500.490 RETROACTIVITY
Section 500.490
Retroactivity
This Part shall not be
retroactive beyond the date of its effectiveness excepting as herein expressly
stated.
AUTHORITY: Implementing and authorized by the Comptroller Merit Employment Code [15 ILCS 410]
SOURCE: Emergency rule adopted at 3 Ill. Reg. 18, p. 228, effective April 25, 1979, for a maximum of 150 days; adopted at 4 Ill. Reg. 37, p. 601, effective September 6, 1980; amended at 5 Ill. Reg. 890, effective January 9, 1981; codified at 7 Ill. Reg. 1969; amended at 17 Ill. Reg. 21366, effective December 1, 1993; amended at 21 Ill. Reg. 13294, effective September 15, 1997.
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