Domestic Partner Policy
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Last Updated: Dec 19, 2023, 05:41 PM
[The following was approved by the Chancellor of Southern Illinois University on August 26, 2004, and revised on May 16, 2006, in accordance with provisions set forth in SIU Board of Trustees 2 Policies C.]
Introduction:
Southern Illinois University Carbondale extends recognition of any domestic partnership meeting the eligibility criteria and offers certain benefits to domestic partners of Southern Illinois University Carbondale employees. The domestic partner must be of the same sex. Employees who wish to be considered for use of the Domestic Partner Benefit Program must complete the "Statement of Domestic Partnership" and submit it to Human Resources. The statement and the information obtained will be kept confidential insofar as the law allows.
The benefits that are provided are those controlled solely by Southern Illinois University Carbondale. Benefits provided by the State of Illinois or any third party are not included in this program. Health, dental and vision benefits will be extended to same-sex domestic partners under the State of Illinois Group Insurance Program in accordance with applicable state and federal laws. The following is a list of benefits offered by Southern Illinois University Carbondale; definitions have been amended to include domestic partners.
Tuition Waiver for Children:
Natural children, stepchildren and adopted children of employees are eligible for a waiver of one-half of the tuition for the Southern Illinois University system, subject to meeting all conditions stipulated in that policy. Natural or adopted children of a domestic partner, who is not an employee at Southern Illinois University Carbondale, will be considered as stepchildren of the employee for the purposes of this program.
Family Medical Leave Act (FMLA) Leave:
FMLA leave may be taken to care for a spouse, domestic partner, child or parent of the employee if they have a serious health condition.
Sick Leave:
Employees may use sick leave when their presence is required due to the illness of the spouse, domestic partner, child, parent or other family member living in the immediate household. Use of sick leave varies based on personnel policies and union contracts.
Bereavement Leave:
A maximum of three days off with pay may be granted in the event of the death of a member of the immediate family or household. For these purposes, the immediate family is defined as spouse, domestic partner, child, parent, brother, sister, grandparent, grandchild, and corresponding in-laws. Household includes anyone maintaining a family relationship living in an employee's home. One work day shall be granted in the event of the death of a relative outside the immediate family or household.
Wellness Program:
Wellness-sponsored programs that are open to family members are open to domestic partners.
Use of the Morris Library:
University employees, their spouses or domestic partners may use this facility upon presentation of a valid employee or other identification card.
Use of Recreation Services/Facilities:
Family members, including domestic partners, of employees are eligible to participate in activities if they obtain a user pass.
It is the University's intent to require documentation of a domestic partner relationship consistent with documentation requirements in place for spouses and stepchildren. It is also the intent of this program that other benefits provided soley by the University to married partners be provided to domestic partners. Questions related to other possible benefits should be directed to the Director of Human Resources.