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Illinois Compiled Statutes

Information maintained by the Legislative Reference Bureau
Updating the database of the Illinois Compiled Statutes (ILCS) is an ongoing process. Recent laws may not yet be included in the ILCS database, but they are found on this site as Public Acts soon after they become law. For information concerning the relationship between statutes and Public Acts, refer to the Guide.

Because the statute database is maintained primarily for legislative drafting purposes, statutory changes are sometimes included in the statute database before they take effect. If the source note at the end of a Section of the statutes includes a Public Act that has not yet taken effect, the version of the law that is currently in effect may have already been removed from the database and you should refer to that Public Act to see the changes made to the current law.

HIGHER EDUCATION
(110 ILCS 660/) Chicago State University Law.

110 ILCS 660/5-200

    (110 ILCS 660/5-200)
    Sec. 5-200. Mental health resources. For the 2020-2021 academic year for and each academic year thereafter, the University must make available to its students information on all mental health and suicide prevention resources available at the University.
(Source: P.A. 101-217, eff. 1-1-20; 102-558, eff. 8-20-21.)

110 ILCS 660/5-205

    (110 ILCS 660/5-205)
    Sec. 5-205. Competency-based learning program; notice. If the University offers a competency-based learning program, it must notify a student if he or she becomes eligible for the program.
(Source: P.A. 101-271, eff. 1-1-20; 102-558, eff. 8-20-21.)

110 ILCS 660/5-210

    (110 ILCS 660/5-210)
    Sec. 5-210. Modification of athletic or team uniform permitted.
    (a) The Board must allow a student athlete to modify his or her athletic or team uniform due to the observance of modesty in clothing or attire in accordance with the requirements of his or her religion or his or her cultural values or modesty preferences. The modification of the athletic or team uniform may include, but is not limited to, the wearing of a hijab, an undershirt, or leggings. If a student chooses to modify his or her athletic or team uniform, the student is responsible for all costs associated with the modification of the uniform and the student shall not be required to receive prior approval from the Board for such modification. However, nothing in this Section prohibits the University from providing the modification to the student.
    (b) At a minimum, any modification of the athletic or team uniform must not interfere with the movement of the student or pose a safety hazard to the student or to other athletes or players. The modification of headgear is permitted if the headgear:
        (1) is black, white, the predominant color of the
    
uniform, or the same color for all players on the team;
        (2) does not cover any part of the face;
        (3) is not dangerous to the player or to the other
    
players;
        (4) has no opening or closing elements around the
    
face and neck; and
        (5) has no parts extruding from its surface.
(Source: P.A. 102-51, eff. 7-9-21; 102-813, eff. 5-13-22.)

110 ILCS 660/5-212

    (110 ILCS 660/5-212)
    Sec. 5-212. Academic major report. The Board shall provide to each enrolled student, at the time the student declares or changes his or her academic major or program of study, a report that contains relevant, independent, and accurate data related to the student's major or program of study and to the current occupational outlook associated with that major or program of study. The report shall provide the student with all of the following information:
        (1) The estimated cost of his or her education
    
associated with pursuing a degree in that major or program of study.
        (2) The average monthly student loan payment over a
    
period of 20 years based on the estimated cost of his or her education under paragraph (1).
        (3) The average job placement rate within 12 months
    
after graduation for a graduate who holds a degree in that major or program of study.
        (4) The average entry-level wage or salary for an
    
occupation related to that major or program of study.
        (5) The average wage or salary 5 years after entry
    
into an occupation under paragraph (4).
(Source: P.A. 102-214, eff. 1-1-22; 102-813, eff. 5-13-22.)

110 ILCS 660/5-220

    (110 ILCS 660/5-220)
    Sec. 5-220. Availability of menstrual hygiene products.
    (a) In this Section, "menstrual hygiene products" means tampons and sanitary napkins for use in connection with the menstrual cycle.
    (b) The Board shall make menstrual hygiene products available, at no cost to students, in the bathrooms of facilities or portions of facilities that (i) are owned or leased by the Board or over which the Board has care, custody, and control and (ii) are used for student instruction or administrative purposes.
(Source: P.A. 102-250, eff. 8-5-21; 102-813, eff. 5-13-22.)

110 ILCS 660/5-225

    (110 ILCS 660/5-225)
    Sec. 5-225. Adjunct professor; status of class.
    (a) At least 30 days before the beginning of a term and again at 14 days before the beginning of the term, the Board must notify an adjunct professor about the status of enrollment of the class the adjunct professor was hired to teach.
    (b) This Section does not apply if the Governor has declared a disaster due to a public health emergency or a natural disaster pursuant to Section 7 of the Illinois Emergency Management Agency Act.
    (c) Collective bargaining agreements that are in effect on January 1, 2022 (the effective date of Public Act 102-260) are exempt from the requirements of this Section.
(Source: P.A. 102-260, eff. 1-1-22; 102-813, eff. 5-13-22.)

110 ILCS 660/5-230

    (110 ILCS 660/5-230)
    Sec. 5-230. Family and medical leave coverage. A University employee who has been employed by the University for at least 12 months and who has worked at least 1,000 hours in the previous 12-month period shall be eligible for family and medical leave under the same terms and conditions as leave provided to eligible employees under the federal Family and Medical Leave Act of 1993.
(Source: P.A. 102-335, eff. 1-1-22; 102-813, eff. 5-13-22.)

110 ILCS 660/5-235

    (110 ILCS 660/5-235)
    Sec. 5-235. Undocumented Student Liaison; Undocumented Student Resource Center.
    (a) Beginning with the 2022-2023 academic year, the Board shall designate an employee as an Undocumented Student Resource Liaison to be available on campus to provide assistance to undocumented students and mixed status students within the United States in streamlining access to financial aid and academic support to successfully matriculate to degree completion. The Undocumented Student Liaison shall provide assistance to vocational students, undergraduate students, graduate students, and professional-track students. An employee who is designated as an Undocumented Student Liaison must be knowledgeable about current legislation and policy changes through professional development with the Illinois Dream Fund Commission to provide the wrap-around services to such students. The Illinois Dream Fund Commission shall conduct professional development under this Section. The Illinois Dream Fund Commission's task force on immigration issues and the Undocumented Student Liaison shall ensure that undocumented immigrants and students from mixed status households receive equitable and inclusive access to the University's retention and matriculation programs.
    The Board shall ensure that an Undocumented Student Liaison is available at each campus of the University. The Undocumented Student Liaison must be placed in a location that provides direct access for students in collaboration with the retention and matriculation programs of the University. The Undocumented Student Liaison shall report directly to senior leadership and shall assist leadership with the review of policies and procedures that directly affect undocumented and mixed status students.
    An Undocumented Student Liaison may work on outreach efforts to provide access to resources and support within the grade P-20 education pipeline by supporting summer enrichment programs and pipeline options for students in any of grades 9 through 12.
    (b) The Board is encouraged to establish an Undocumented Student Resource Center on each of its campuses. An Undocumented Student Resource Center may offer support services, including, but not limited to, State and private financial assistance, academic and career counseling, and retention and matriculation support services, as well as mental health counseling options because the changing immigration climate impacts a student's overall well-being and success.
    An Undocumented Student Resource Center may be housed within an existing student service center or academic center, and the new construction of an Undocumented Student Resource Center is not required under this Section.
    The Board may seek and accept any financial support through institutional advancement, private gifts, or donations to aid in the creation and operation of and the services provided by an Undocumented Student Resource Center.
(Source: P.A. 102-475, eff. 8-20-21; 102-813, eff. 5-13-22.)

110 ILCS 660/5-240

    (110 ILCS 660/5-240)
    Sec. 5-240. Personal support worker's attendance in class permitted. If a student of the University has a personal support worker through the Home-Based Support Services Program for Adults with Mental Disabilities under the Developmental Disability and Mental Disability Services Act, the Board must permit the personal support worker to attend class with the student but is not responsible for providing or paying for the personal support worker. If the personal support worker's attendance in class is solely to provide personal support services to the student, the Board may not charge the personal support worker tuition and fees for such attendance.
(Source: P.A. 102-568, eff. 8-23-21; 102-813, eff. 5-13-22.)

110 ILCS 660/5-245

    (110 ILCS 660/5-245)
    Sec. 5-245. Benefits navigator.
    (a) In this Section:
    "Benefits navigator" means an individual who is designated by the University for the purpose of helping students at the University determine eligibility for benefit programs and identify campuswide and community resource support.
    "Benefit program" means any federal, State, or local program that provides assistance or benefits to individuals on the basis of need.
    (b) The University shall:
        (1) designate a benefits navigator who has a detailed
    
understanding of eligibility requirements for benefit programs and campuswide and community resource support;
        (2) provide training for the benefits navigator; and
        (3) participate in a statewide consortium with other
    
public institutions of higher education, facilitated by the Board of Higher Education, for the purpose of facilitating communication between benefits navigators at different institutions and developing best practices for benefits navigators.
    (c) The benefits navigator designated under this Section shall:
        (1) assist students at the University in determining
    
eligibility for benefit programs and identifying campuswide and community resource support;
        (2) use the consortium under paragraph (3) of
    
subsection (b) of this Section to coordinate with benefits navigators at other public institutions of higher education for the purpose of collecting data and developing best practices for helping students apply for and receive assistance from benefit programs; and
        (3) coordinate and provide culturally specific
    
resources, including resources for non-English speakers, to support students at the University.
    (d) The University, in consultation with the benefits navigator designated under this Section, shall develop an internal process to enable students at the University to provide feedback and recommendations on how the University can better assist students in determining eligibility for benefit programs and applying for assistance under benefit programs.
(Source: P.A. 102-1045, eff. 1-1-23; 103-154, eff. 6-30-23.)

110 ILCS 660/5-255

    (110 ILCS 660/5-255)
    Sec. 5-255. COVID-19 sick leave. For purposes of this Section, "employee" means a person employed by the University on or after April 5, 2022 (the effective date of Public Act 102-697).
    Any sick leave used by an employee of the University during the 2021-2022 academic year shall be returned to an employee of the University who receives all doses required to be fully vaccinated against COVID-19, as defined in Section 5-260 of this Law, if:
        (1) the sick leave was taken because the employee was
    
restricted from being on University property because the employee:
            (A) had a confirmed positive COVID-19 diagnosis
        
via a molecular amplification diagnostic test, such as a polymerase chain reaction (PCR) test for COVID-19;
            (B) had a probable COVID-19 diagnosis via an
        
antigen diagnostic test;
            (C) was in close contact with a person who had a
        
confirmed case of COVID-19 and was required to be excluded from the University; or
            (D) was required by the University to be excluded
        
from University property due to COVID-19 symptoms; or
        (2) the sick leave was taken to care for a child of
    
the employee who was unable to attend elementary or secondary school because the child:
            (A) had a confirmed positive COVID-19 diagnosis
        
via a molecular amplification diagnostic test, such as a polymerase chain reaction (PCR) test for COVID-19;
            (B) had a probable COVID-19 diagnosis via an
        
antigen diagnostic test;
            (C) was in close contact with a person who had a
        
confirmed case of COVID-19 and was required to be excluded from school; or
            (D) was required by the school or school district
        
policy to be excluded from school district property due to COVID-19 symptoms.
    Leave shall be returned to an employee pursuant to this Section provided that the employee has received all required doses to meet the definition of "fully vaccinated against COVID-19" under Section 5-260 of this Law no later than 5 weeks after April 5, 2022 (the effective date of Public Act 102-697).
    The University may not rescind any sick leave returned to an employee of the University on the basis of a revision to the definition of "fully vaccinated against COVID-19" by the Centers for Disease Control and Prevention of the United States Department of Health and Human Services or the Department of Public Health, provided that the employee received all doses required to be fully vaccinated against COVID-19, as defined in Section 5-260 of this Law, at the time the sick leave was returned to the employee.
(Source: P.A. 102-697, eff. 4-5-22; 103-154, eff. 6-30-23.)

110 ILCS 660/Art. 99

 
    (110 ILCS 660/Art. 99 heading)
ARTICLE 99

110 ILCS 660/5-260

    (110 ILCS 660/5-260)
    Sec. 5-260. COVID-19 paid administrative leave.
    (a) In this Section:
    "Employee" means a person employed by the University on or after the effective date of this amendatory Act of the 102nd General Assembly.
    "Fully vaccinated against COVID-19" means:
        (1) 2 weeks after receiving the second dose in a
    
2-dose series of a COVID-19 vaccine authorized for emergency use, licensed, or otherwise approved by the United States Food and Drug Administration; or
        (2) 2 weeks after receiving a single dose of a
    
COVID-19 vaccine authorized for emergency use, licensed, or otherwise approved by the United States Food and Drug Administration.
    "Fully vaccinated against COVID-19" also includes any recommended booster doses for which the individual is eligible upon the adoption by the Department of Public Health of any changes made by the Centers for Disease Control and Prevention of the United States Department of Health and Human Services to the definition of "fully vaccinated against COVID-19" to include any such booster doses. For purposes of this Section, individuals who are eligible for a booster dose but have not received a booster dose by 5 weeks after the Department of Public Health adopts a revised definition of "fully vaccinated against COVID-19" are not considered fully vaccinated for determining eligibility for future paid administrative leave pursuant to this Section.
    (b) During any time when the Governor has declared a disaster due to a public health emergency pursuant to Section 7 of the Illinois Emergency Management Agency Act and the University, the State or any of its agencies, or a local public health department has issued guidance, mandates, or rules related to COVID-19 that restrict an employee of the University from being on University property because the employee (i) has a confirmed positive COVID-19 diagnosis via a molecular amplification diagnostic test, such as a polymerase chain reaction (PCR) test for COVID-19, (ii) has a probable COVID-19 diagnosis via an antigen diagnostic test, (iii) has been in close contact with a person who had a confirmed case of COVID-19 and is required to be excluded from the University, or (iv) is required by University policy to be excluded from University property due to COVID-19 symptoms, the employee of the University shall receive as many days of administrative leave as required to abide by the public health guidance, mandates, and requirements issued by the Department of Public Health, unless a longer period of paid administrative leave has been negotiated with the exclusive bargaining representative if any. Such leave shall be provided to an employee for any days for which the employee was required to be excluded from University property prior to the effective date of this amendatory Act of the 102nd General Assembly, provided that the employee receives all doses required to meet the definition of "fully vaccinated against COVID-19" under this Section no later than 5 weeks after the effective date of this amendatory Act of the 102nd General Assembly.
    (c) An employee of the University shall receive paid administrative leave pursuant to subsection (b) of this Section, unless a longer period of paid administrative leave has been negotiated with the exclusive bargaining representative if any, to care for a child of the employee if the child is unable to attend elementary or secondary school because the child:
        (1) has a confirmed positive COVID-19 diagnosis via
    
a molecular amplification diagnostic test, such as a polymerase chain reaction (PCR) test for COVID-19;
        (2) has probable COVID-19 diagnosis via an antigen
    
diagnostic test;
        (3) was in close contact with a person who has a
    
confirmed case of COVID-19 and is required to be excluded from school; or
        (4) was required by school or school district
    
policy to be excluded from school district property due to COVID-19 symptoms.
    Such leave shall be provided to an employee for any days needed to care for a child of the employee prior to the effective date of this amendatory Act of the 102nd General Assembly, provided that the employee receives the doses required to meet the definition of "fully vaccinated against COVID-19" under this Section no later than 5 weeks after the effective date of this amendatory Act of the 102nd General Assembly.
    (d) An employee of the University who is on paid administrative leave pursuant to this Section must provide all documentation requested by the University.
    (e) An employee of the University who is on paid administrative leave pursuant to this Section shall receive the employee's regular rate of pay. The use of a paid administrative leave day or days by an employee pursuant to this Section may not diminish any other leave or benefits of the employee.
    (f) An employee of the University may not accrue paid administrative leave pursuant to this Section.
    (g) For an employee of the University to be eligible to receive paid administrative leave pursuant to this Section, the employee must:
        (1) have received all doses required to be fully
    
vaccinated against COVID-19; and
        (2) participate in the COVID-19 testing program
    
adopted by the University to the extent such a testing program requires participation by individuals who are fully vaccinated against COVID-19.
    (h) Nothing in this Section is intended to affect any right or remedy under federal law.
    (i) No paid administrative leave awarded to or used by a fully vaccinated employee prior to the Department of Public Health's adoption of a revised definition of the term "fully vaccinated against COVID-19" may be rescinded on the basis that the employee no longer meets the definition of "fully vaccinated against COVID-19" based on the revised definition.
(Source: P.A. 102-697, eff. 4-5-22.)

110 ILCS 660/99-1

    (110 ILCS 660/99-1)
    Sec. 99-1. Effective date. This Act takes effect July 1, 1995, except that Articles 5, 6, 10, 11, 15, 16, 20, 21, 25, 26, 30, 31, 35, and 36, Sections 50-5 through 50-60 of Article 50, Section 50-65 except Sec. 6a-4 of Article 50, Section 50-70 through 50-190 of Article 50, Sections 50-200 through 50-215 of Article 50, Section 50-220 except Sec. 12 of Article 50, Section 50-225 except Sec. 14 of Article 50, Sections 50-230 through 50-240 of Article 50, Section 50-245 of Article 50, Sections 60-5 through 60-40 of Article 60, and Sections 60-50 through 60-70 of Article 60 take effect January 1, 1996.
(Source: P.A. 89-4, eff. 7-1-95; 89-24, eff. 7-1-95.)