New Policies Implementation
New Policies Implementation
September 23, 2020
To: University of Illinois at Chicago HR Contacts
From: UIC Human Resources and the Office for Access and Equity
Last fall, President Killeen charged a System-wide Task Force to examine our respective and collective efforts regarding education, prevention and response to sexual harassment, sexual assault, and other categories of sexual misconduct. As a result of the Task Forces recommendation, two new policies were developed and approved by the Board of Trustees.
The Policy on Workplace-Related Intimate Personal Relationships serves as a means to reduce or avoid actual or apparent conflict resulting from particular types of intimate personal relationships. Intimate personal relationships are strongly discouraged where their development impedes the U of I System’s institutional mission and are prohibited under the new policy unless an exception is granted. Review the Policy on Workplace-Related Intimate Personal Relationships FAQs for more information including which types of relationships are prohibited and how to request an exception.
The Policy on Consideration of Sexual Misconduct in Prior Employment aims to foster a safe and welcoming working environment through the inclusion of an inquiry regarding past findings of sexual misconduct or sexual harassment. Based on the policy, all Faculty, Academic Professionals, Civil Service, Interns, Postdoc Research Associates, and Residents accepting a contingent offer of employment may be required to disclose previous findings of sexual misconduct or sexual harassment as part of the hiring process. In the event a finding has been made against a candidate, the candidate will be permitted an opportunity to provide an explanation for consideration prior to a final hiring decision, and relevant factors will be considered.
Additional information about the processing of these checks and flow charts for more detail on the self-disclosure and subsequent review process will be provided soon. This new process will be very similar to the Criminal Background Check process and hiring units will not be involved with the collection and/or review of information. Unit HR Contacts will be informed via email when these new checks are complete.
The UIC Human Resources job board has been updated for all internal postings for all Faculty, Academic Professional, Civil Service, Intern, Postdoc Research Associate, and Resident jobs to include the following disclaimer language at the bottom of the posting, under the criminal background check disclaimer:
“The University of Illinois System requires candidates selected for hire to disclose any documented finding of sexual misconduct or sexual harassment and to authorize inquiries to current and former employers regarding findings of sexual misconduct or sexual harassment. For more information, visit Policy on Consideration of Sexual Misconduct in Prior Employment.”
In addition to the standard background check language, offer letter templates for all Faculty, Academic Professional, Civil Service, and Postdoc Research Associates must also be updated to now include the following statement: “the offer is contingent on University of Illinois System’s evaluation of any documented findings of sexual misconduct or sexual harassment.”
Questions regarding the implementation of and reporting requirements for these new policies should be directed to the following UIC Human Resources contacts below:
- Sexual Misconduct in Prior Employment: HR Service Center, UICHRConductCheck@uic.edu
- Intimate Personal Relationships: Susan Balmes, email@example.com