Latest Information
The University of Illinois Springfield and the UPI Local 4100 Tenured/Tenure-Track Faculty Union have reached a tentative agreement on the terms of a 3-year contract. Union members have agreed to resume teaching on Monday, April 20. Students should resume attending all scheduled classes.
In the coming weeks, the parties will go through their respective processes to approve the terms of the agreement. Full details of the contract terms will be available for public release following that process.
The University is grateful to all parties who worked on this third successor contract for our valued tenured and tenure-track faculty members. We look forward to continuing to work together to fulfill our university’s mission to provide a uniquely student-centered educational experience, both in and out of the classroom, through active learning, meaningful research and impactful civic engagement that prepares graduates to contribute fully to society.
Last Updated: April 20, 2026
UIS’ Financial Situation and Deficit Reduction Initiatives
The University has been transparent about the financial constraints that shape its proposals. For the past several years, UIS has been working to address a multimillion-dollar structural deficit. While the University is diligently working to reduce both our annual and cumulative deficits, we still project an annual deficit of $19 million this fiscal year. To sustain our mission, we must bring revenues and expenses back into balance and focus on long-term financial stability.
To that end, since 2024, the University has been advancing its NorthStar initiatives, including an Academic Program & Portfolio Review and comprehensive Retention Plan to support enrollment growth, alongside cost-containment strategies. Actions such as a hiring slowdown, a voluntary separation program, unit closures and targeted budget reductions have produced incremental progress, but additional difficult decisions remain necessary to slow deficit growth and reach a balanced budget.
To see what issues are currently still open and a chronology of the parties' sessions, please see below.
OPEN ISSUES
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The parties are negotiating a third successor contract, and the University is limited by fiscal constraints, which have been clearly presented to the Union.
For at least the past four years, the faculty represented by this union have been eligible to receive the same merit-based increases as other faculty, staff and administrators through the University Salary Program, while also receiving more than $800,000 in additional compensation through one-time payments of $1,500 and compression/equity increases.
UIS faculty across all ranks are the fifth-highest paid among faculty at the 12 public universities in Illinois, according to the National Center for Education Statistics Integrated Postsecondary Education System (IPEDS). When not considering R1 research-intensive universities, UIS faculty are the third-highest paid in the state. The current median salary for bargaining unit members with a nine-month contract (approximately 20 workdays per month) is approximately $86,000, not including summer stipends or service-in-excess agreements, which can substantially increase an individual’s earnings. Approximately 1/3 of the faculty members in this union earn over $100,000 annually.
The parties remain apart on several key financial issues, particularly those related to compensation. The University’s position is guided by its responsibility as a public institution to maintain fiscal stability while supporting its academic mission.
Key Financial Issues
| issue | university position | union's position |
|---|---|---|
| Compensation | UIS has proposed the following for compensation: A 1.0% annual increase effective Aug. 16, 2025, followed by 1% in years 2 and 3 or the University Salary Program, whichever is greater. Any agreement must reflect the best interests of the entire university community and be balanced against fiscal reality within a merit-based structure operating in disciplinary labor markets. Compensation accounts for approximately 85% of UIS’s income fund expenses. For at least the past four years, nearly all faculty and staff, regardless of union representation, have been eligible for the same merit-based increases through the University Salary Program, which is set by the University of Illinois System. The university believes this remains an equitable and sustainable approach. | The Union has proposed, for Year 1, a compensation increase effective Aug. 16, 2025, of 1% plus $2,000 equity adjustment for every tenured and tenure track faculty member added to base salary (adjusted for FTE). This equates to approximately a 3.0% increase. For Years 2 and 3, the Union proposed $3,000 added to base salary or 1%, whichever is greater. This represents a 3.06% increase in Year 2 and a 2.97% increase in Year 3. The total cost of the Union’s proposal cost is approximately $1,324,900. |
| Salary Minima | Current entry-level starting salaries for UIS faculty in this bargaining unit vary based on academic rank as indicated: Assistant Professor $55,000 Associate Professor $60,000 Professor $73,192 The University has proposed targeted increases to salary minima that take into account experience and discipline while maintaining financial responsibility. These include increases of $5,000 for assistant professors (9.09%), $7,500 for associate professors (12.5%) and $4,308 for professors (5.89%). The increases proposed by the union are not financially sustainable given current fiscal constraints and ongoing uncertainty. The University must balance compensation goals with its responsibility to maintain long-term financial stability. | The union is seeking significantly larger increases of $9,500 for assistant and associate professors (17.27% and 15.83%, respectively) and $11,308 for professors (15.45%). The University has indicated that these proposed increases are not sustainable given current budget constraints and ongoing financial uncertainty. |
| Release Time for Union Business | The university proposes allowing the chapter president to reduce their appointment or take a leave of absence for union business, if operationally feasible. This proposal still allows the Union to prioritize working on Union business, but the Union would be paying directly rather than as a buy-out which is typically tied to research or service. The university previously allowed the union to buy out the chapter president’s time for union work through a memorandum of understanding with a defined end date agreed upon by both parties. This defined end date was for the parties to test out this proposal. Upon expiration, the university determined that this MOU was not meeting the university's priorities. The university’s priority is ensuring faculty fulfill their responsibilities of teaching, research and service to students and the institution. | The union’s current proposal includes two course releases per academic year for one union officer. |
Last updated April 18, 2026
BARGAINING CHRONOLOGY
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April 18, 2026 (31st Bargaining Session)
The parties met for their 31st negotiation session. The parties discussed open items, but no proposals were exchanged. The next session was scheduled for Sunday, April 19.
April 17, 2026 (30th Bargaining Session)
The parties met for their 30th negotiation session. In joint session, the University deliver and present a final comprehensive package proposal intended to resolve all outstanding issues. The Union then requested that the University allow testimony from faculty, students and family, to which the University allowed. The next session was scheduled for Saturday, April 18.
April 16, 2026
The parties did not meet. During the April 15 session, the union refused to commit to a meeting and then left the negotiations without notice. When the university attempted to schedule a meeting for April 16, it did not receive a response from the union, so it reached out to request the union’s participation in a meeting on Friday, April 17.
April 15, 2026 (29th Bargaining Session)
The parties met for their 29th negotiation session. The parties met and discussed open issues. Questions were asked and answered, but no proposals were exchanged. UIS has requested to meet again on Thursday, April 16.
April 14, 2026 (28th Bargaining Session)
The parties met for their 28th negotiation session. The parties met and discussed open issues, but no proposals were exchanged. The next session is scheduled for Wednesday, April 15.
April 13, 2026 (27th Bargaining Session)
The parties met for their 27th negotiation session. The Union resubmitted a package proposal with only a slight adjustment to AI language. The University asked clarifying questions, which were answered by the Union. The next session is scheduled for Tuesday, April 13.
April 12, 2026 (26th Bargaining Session)
The parties met for their 26th negotiation session. The parties met in joint session for a short time before the union left the meeting. No proposals were exchanged. The University is awaiting a response from the Union on their April 11th comprehensive package proposal. The next session is scheduled for Monday, April 13.
April 11, 2026 (25th Bargaining Session)
The parties met for their 25th negotiation session. The University presented a comprehensive package proposal intended to resolve all outstanding issues. The next session is scheduled for Sunday, April 12.
April 10, 2026 (24th Bargaining Session)
The parties met for their 24th negotiation session. The University presented a comprehensive package proposal intended to resolve all outstanding issues. The Union presented a comprehensive package proposal in response. The next session is scheduled for Saturday, April 11.
April 9, 2026 (23rd Bargaining Session)
The parties met for their 23rd negotiation session. They continued to work through open issues on the table and make progress. The parties reached a tentative agreement on one item, parking. The University submitted one standalone proposal, and the Union provided a counter. The University then submitted a fiscal package proposal, and the Union provided a counter fiscal package proposal in response. The next session is scheduled for April 10, 2026.
April 8, 2026 (22nd Bargaining Session, 12th Mediation Session)
The parties met for their 22nd negotiation session, which was also their 12th Mediation session with a federal mediator. The parties continued to work through open issues on the table and make progress. At today’s session, parking was discussed at length. The University presented a package proposal on two items, and the Union provided a counter. The University then presented a modified package addressing two issues the Union raised. The Union responded with a counter package proposal containing four items. The next session is scheduled for Thursday, April 9.
April 7, 2026 (21st Bargaining Session)
The parties met for their 21st negotiation session. A tentative agreement was reached on professional development. The University then presented a proposal on one item, and the Union provided a counter. The University then presented a package addressing three items, including compensation. The Union responded with a counter package proposal. The next session is scheduled for Wednesday, April 8.
April 6, 2026 (20th Bargaining Session, 11th Mediation Session)
The parties met for their 20th negotiation session, which was also their 11th session with the federal mediator. The University presented a package proposal at the beginning of the session, and the Union countered that package. The University then submitted a modified package, and the Union provided a counter rejecting the contents of the modified package proposal. The University then submitted a comprehensive package proposal, and the Union countered with a package proposal. The next session is scheduled for Tuesday, April 7.
April 4, 2026 (19th Bargaining Session, 10th Mediation Session)
The parties met for their 19th negotiation session, which was also their 10th mediation session with the federal mediator. The session began in a joint session, and the parties discussed open issues and expectations for the session. The parties reached a tentative agreement on one item. The University then delivered a packaged proposal to the Union, and the Union responded with a counterproposal to that package. The next session is scheduled for Monday, April 6.
April 2, 2026 (18th Bargaining Session, Ninth Mediation Session)
The parties met for their 18th negotiation session, which was also their ninth mediation session with a federal mediator. The session began in joint session, and the Union presented one packaged fiscal proposal and two stand-alone proposals. The University took a caucus and then joined the Union again in joint session and provided them with a comprehensive package proposal intended to resolve all outstanding issues. The University remains open and ready to schedule additional sessions with the Union to resolve all open issues. UIS and the union are scheduled to meet again at 9 a.m. Saturday, April 4.
March 31, 2026 (17th Bargaining Session, Eighth Mediation Session)
The parties met for their 17th negotiation session, which was also their eighth mediation session with the federal mediator. Both parties shared potential frameworks for overall settlements back and forth and these were discussed at length with the mediator. Another session is scheduled for Thursday, April 2.
March 30, 2026 (16th Bargaining Session, Seventh Mediation Session)
The parties met for their 16th negotiation session, which was also their seventh mediation session with a federal mediator. The parties met in joint session as the Union presented counterproposals on seven items, which included five single proposals and one package proposal. All of these responses were uncoupled from the University’s last comprehensive package proposal from March 26, 2026. The parties separated into their caucus rooms following the proposal presentation to discuss them and ask any clarifying questions through the Mediator. The parties scheduled another meeting for Tuesday, March 31, prior to adjournment.
March 26, 2026 (15th Bargaining Session, Sixth Mediation Session)
The parties met for their 15th negotiation session, which was also their sixth mediation session. The University presented a comprehensive package proposal to the mediator and clarified the position of the University on all of the outstanding issues. Then, the University delivered the comprehensive package proposal to Union in an attempt to come to an agreement. Once the comprehensive package proposal was delivered to the Union, questions were asked and answered. The Union uncoupled one item from that package and presented a counterproposal for that item to the University.
The parties scheduled one additional meeting for Monday, March 30.
March 23, 2026 (14th Session, Fifth Mediation Session)
The parties met for their 14th negotiation session, which was also their fifth mediation session. They began by confirming the status of all open issues, with 12 issues still awaiting Union response and six awaiting University response. Following a caucus, the parties discussed specific items and perceptions that were being portrayed in the media by the Union to ensure there was no misunderstandings from the Union as to what the University has presented in previous proposals. After discussion, the Union presented 10 proposals, and the University presented three. The parties will meet for their next mediation session with the federal mediator on Thursday, March 26.
To date, the parties have tentatively agreed on three issues: (1) Grievance and Arbitration (2) Funeral/Bereavement Leave (3) MOU on Faculty Workload Study Group. We respect our union colleagues and remain committed to working together to reach an agreement that serves the best interests of the entire University community.
March 16, 2026 (13th Session, Fourth Mediation Session)
The parties met for their 13th negotiation session, which was also their fourth mediation session. The parties discussed outstanding issues and asked clarifying questions. The Union provided three counterproposals in response to the University’s Feb. 13 package proposal. The University has been awaiting a counterproposal on fiscal issues since Feb. 13, and the Union has made no movement in this area since Jan. 23. One Tentative Agreement was also reached. The parties scheduled the next two meetings for March 23 and 26.
March 2, 2026 (12th Session, Third Mediation Session)
The parties met for their 12th negotiation session, which was also their third mediation session. The University presented a full counter package to the Union at the last session on Feb. 13; however, the Union did not provide any counter proposals today. The Union raised questions during the session, and the University responded. The University is committed to good-faith negotiations with the UPI Local 4100 and continues to await a counterproposal from the Union. The next negotiation session with the federal mediator is scheduled for March 16.
February 13, 2026 (11th Session, Second Mediation Session)
The parties met for their 11th negotiation session, which was also their second mediation session. The University submitted a package proposal on 14 items. The parties worked with the mediator to review the proposals and answer questions. The Union was encouraged to reach out to the University with any additional questions on the package proposal prior to the next session. Two Tentative Agreements were reached between the parties. The parties scheduled the next two mediation sessions for March 2 and 16.
January 23, 2026 (10th Session, First Mediation Session)
The parties met for their 10th negotiation session and first mediation session. The mediator introduced himself and explained his role in the mediation process, and all parties did introductions. The Union initially presented six proposals, and clarifying questions were asked and answered. The University presented one counterproposal and answered questions presented by the Union. Potential Tentative Agreements were discussed, and the parties planned to do a final review before the next session. The parties confirmed the next mediation session date of Feb. 13.
December 8, 2025 (Ninth Session)
The parties met for their ninth negotiation session. The Union presented language on 10 items. Clarifying questions were asked and answered regarding the proposals. After a caucus, the parties discussed additional questions and also how to proceed with mediation after the initial mediator declined to participate. The parties agreed to a new mediator from the original Illinois Education Labor Relations Board mediator list prior to adjournment.
The next bargaining session is scheduled for Jan. 23.
November 21, 2025 (Eighth Session)
The parties met for their eighth negotiation session. The Union presented language on three items. Clarifying questions were asked and answered regarding the proposals. After a caucus, the University countered one of the proposals presented at the session. Additional questions were asked and answered regarding the proposal as well as other negotiation topics.
The parties also discussed mediation. The parties had received a list of three potential mediators from the Illinois Educational Labor Relations Board, and after a coin flip the parties alternately struck names and selected a mediator.
The next bargaining session is scheduled for Dec. 5. Two additional bargaining sessions (beyond the Dec. 5 session) were scheduled prior to adjourning for the day.
October 24, 2025 (Seventh Session)
The parties met for their seventh negotiation session. The University presented a package proposal spanning both economic and non-economic items. The University answered questions from the Union regarding initial thoughts prior to a caucus. After returning from caucus, additional comments and questions were dialogued.
The Union provided a notice of intent to file for mediation to the University today. The parties confirmed upcoming scheduled meetings prior to adjournment. While the University does not believe we are at the point that mediation is necessary, the University did not object to proceed to mediation. By the conclusion of the meeting, the University had responded to all proposals that the Union has presented to the University, and the University is now awaiting response from the Union.
Oct. 10, 2025 (Sixth Session)
The parties met for their sixth negotiating session. The Vice Chancellor of Finance and Administration gave a presentation of the current UIS financial position, and the Union was provided with an opportunity to ask questions, and the University answered them. The Union then presented two resubmission proposals, and clarifying questions were asked and answered.
The next session is scheduled for Oct. 24.
Sept. 19, 2025 (Fifth session)
The parties met for their fifth negotiating session. The Union presented one new proposal. The University presented two counter proposals. The Union provided a counter to one of the University's proposals, packaging it with another of their items. Clarifying questions were asked and answered by both parties. In addition, the parties engaged in conversation regarding other outstanding proposals.
Sept. 12, 2025 (Fourth session)
The parties met for their fourth negotiating session. The Union presented six proposals, including its fiscal proposals. The University presented counter proposals on six items. Clarifying questions were asked and answered by both parties.
Aug. 29, 2025 (Third session)
The parties met for their third negotiation session. The Union presented two counter proposals, and the University presented four counter proposals. Clarifying questions were asked and answered by both parties across the entirety of the proposals presented.
Aug. 13, 2025 (Second session)
The parties met for their second negotiation session. The University opened the session by opening further dialogue between the parties on the previous Union proposals prior to a caucus. After caucus, the University then presented counter proposals to the Union, and the Union provided a counter as well. A Tentative Agreement was reached between the parties.
July 9, 2025 (First session)
The parties met for their first negotiation session. The parties commenced with introductions of individuals present, and the Union presented 18 non-economic proposals and provided context for each proposal. After a caucus, the parties reconvened to ask and answer clarifying questions.
The parties scheduled the next meeting and discussed potential future meeting locations prior to adjournment.
FREQUENTLY ASKED QUESTIONS
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The following are frequently asked questions concerning university impacts should the union engage in a legal economic strike. These FAQs do not address all potential situations.
General Information
- What is the UPI Local 4100 Tenured/Tenure-Track Faculty Union?
- Why are UIS and UPI Local 4100 currently in negotiations?
- When did negotiations begin?
- Who is part of the University bargaining team? Why is the chancellor not at the bargaining table?
About Mediation
About Strike Authorization
- What is a strike authorization vote?
- What is a Notice of Intent to Strike?
- Is it legal for the Tenured/Tenure-Track Faculty Union to strike?
- Who can legally participate in a strike?
- If the Tenured/Tenure-Track Faculty strikes, will classes be held?
- How long will a strike last?
- What can picketers lawfully do?
- Will employees be disciplined for engaging in a picket or a strike?
- Who can I contact for more information or if I have questions?
Student Questions
- Should I still go to class during a strike?
- How could a strike impact my academic progress?
- How will the strike affect my ability to meet graduation requirements or participate in the May 9 commencement ceremonies?
- What happens if I can’t complete the remaining coursework or exams in my class?
- Will my grade or GPA be affected for things out of my control?
- What happens if the faculty are still striking during Finals Week (May 4-9)?
- What else can I do to continue to make progress in my classes that are not being held?
Faculty Questions
- Are all employees in the bargaining unit that has declared a legal strike required to strike?
- What should employees who report to work expect?
- Will faculty continue to be paid if they withhold services (fail or refuse to perform work as scheduled) as a result of a strike?
- Can the University withhold pay from faculty who participate in a strike? Is withholding pay retaliation?
- If faculty are on strike and not being paid, does that disrupt their benefits?
Q: What is the UPI Local 4100 Tenured/Tenure-Track Faculty Union?
A: The Tenured/Tenure-Track Faculty Union is a collective bargaining unit – part of the University Professionals of Illinois Local 4100, which is an affiliate of the Illinois Federation of Teachers (IFT). The bargaining unit includes tenured and tenure-track faculty. Tenure refers to a permanent academic appointment providing strong job security and academic freedom, while a tenure-track faculty member is on a probationary path toward achieving tenure, typically starting as an assistant professor.
Last updated March 13, 2026
Q: Why are UIS and UPI Local 4100 currently in negotiations?
A: The contract between UIS and UPI Local 4100 expired on August 15, 2025, and the parties are negotiating wages and other terms and conditions of employment for a successor agreement. The terms and conditions of the expired contract continue to be in effect during negotiations for a successor agreement.
Last updated March 13, 2026
Q: When did negotiations begin?
A: Negotiations began in July 2025 with an introductory session. The first economic proposals were not exchanged until September 2025. The University has prepared and shared information with the Union regarding its current fiscal situation, which greatly impacts these negotiations. A chronology is on the Bargaining webpage.
Last updated March 13, 2026
Q: Who is part of the University bargaining team? Why is the chancellor not at the bargaining table?
A: The chancellor cares deeply about the university, the faculty and staff, and students and has continued to remain engaged and respond when appropriate. It is very typical for the chancellor and provost to not be part of the bargaining team and to designate a chief negotiator and the chosen team. The university’s bargaining team has the authority to make decisions and offers on behalf of the university’s administration. Team members include:
- Assistant Vice Chancellor for Human Resources (lead negotiator)
- Vice Chancellor for Finance and Administration
- Dean of the College of Business and Management
- Dean of the College of Health, Science and Technology
- Vice Provost and Director of Graduate Education
- Associate Director of Labor and Employee Relations
- Human Resources Associate
Last updated April 9, 2026
Q: Why was a federal mediator brought in?
The University and the Union have engaged an impartial federal mediator to assist the parties in reaching a contract agreement, and the first mediation session was held on Jan. 23, 2026.
To be clear, when we entered into mediation, the parties were not at impasse and the University remains committed to resolving open issues. While it is unusual to engage in mediation when the parties are not at impasse with open issues still on the table, the parties elected to jointly request the use of mediation services to help the parties conclude the negotiations in a timely and productive manner.
Last updated March 13, 2026
Q: What is a strike authorization vote?
A: A strike authorization vote is a step that gives the union bargaining team the authority to call a strike if the parties are unable to come to an agreement. The Union typically takes a vote from union members to determine support to authorize a strike. The Union is still required to provide the University with a 10-day notice of its intent to strike. The University continues to offer dates and times to meet with the Union and are hopeful that the parties can come to an agreement that serves the best interests of our entire university community, while protecting the university’s financial wellness.
Last updated March 13, 2026
Q: What is a Notice of Intent to Strike?
A: A Notice of Intent to Strike is the legally required 10-day notice that the Union must provide the University and the Illinois Educational Labor Relations Board in order to conduct a legal strike. A Notice of Intent to Strike does not necessarily mean the Union will strike. If the parties engage in mediation, mediation is unsuccessful, and Notice of Intent to Strike has been provided, the Union can engage in a strike that may legally begin on or after the 10th day following the Notice of Intent to Strike, if all other criteria are met.
Last updated March 19, 2026
Q: Is it legal for the Tenured/Tenure-Track Faculty Union to strike?
A: Yes. The Illinois Educational Labor Relations Act permits organized employees represented by a union to strike when certain conditions are met: The collective bargaining agreement between the parties has expired, the University and the Union representing the employees have engaged in mediation and have reached impasse, and the Union has provided the University and the Illinois Educational Labor Board the required 10-day notice of its intent to strike.
Last updated March 13, 2026
Q: Who can legally participate in a strike?
A: Only tenured and tenure-track faculty in a position represented by the UPI Local 4100 Tenured/Tenure-Track Faculty Union can legally participate. All other UIS employees are expected to report to work as scheduled. UIS employees covered by other existing collective bargaining agreements have contractual provisions preventing them from participating in a sympathy strike. The University’s normal procedures governing approved absences remain in effect.
Represented bargaining unit tenured and tenure-track faculty members should be aware of the following:
- You have the legal right to participate in a strike that is called by your union.
- You have the legal right to decide not to participate in a strike.
- The University will honor whatever choice you make.
- State law prohibits paying a public sector employee who does not work. If you choose to participate in a strike, your pay will be adjusted. If you continue to work during a strike, you will be paid.
Last updated March 13, 2026
Q: If the Tenured/Tenure-Track Faculty strikes, will classes be held?
A: We hope everyone responsible for classroom teaching will respect their instructional obligations and not impair students’ progress in their current courses. The University will monitor the situation closely and assess options for dealing with any disruption that might occur, with the goal of minimizing any harm should the union choose to participate in a work stoppage.
Students should watch their UIS email and Canvas for updates.
Last updated March 13, 2026
Q: How long will a strike last?
A: The length of a strike would be determined by the Tenured/Tenure-Track Faculty Union. From the University’s perspective, a strike is not warranted.
The University is currently awaiting the Union’s response to our current package proposal, verbally presented Feb. 13 during mediation and delivered in writing later the same day. The University has continued to present proposals that represent a fair, sustainable and appropriate contract, especially given our current financial standing. A strike does nothing to change the constraints that limit what the University can ultimately provide in the new contract given the current fiscal situation.
Last updated March 13, 2026
Q: What can picketers lawfully do?
A: Picketing on public property is usually lawful so long as the picketing is peaceful, does not create a disturbance and does not block entrances and exits to campus buildings. Picketers must not block a door, passageway, driveway, crosswalk or other entrance or exit. Union members or picketers have a right to talk to people going into or out of campus buildings, but students, faculty and staff have a right to enter university buildings and classrooms without being interrupted, intimidated, coerced or threatened. University policy outlines the parameters for expressive activities on university property.
Verbal or physical intimidation, threats and coercion are never permitted. If any violation of these expectations occurs, a record of the incidents should be made and reported to the Assistant Vice Chancellor for Human Resources, Drew Schlosser, at (217) 206-7148 or dschloss@uis.edu. In the event of an emergency threatening the safety of property or persons, the aggrieved person or a witness should immediately report the behavior to UIS Police at (217) 206-6690. UIS Police will continue to observe their normal procedures.
Last updated March 13, 2026
Q: Will employees be disciplined for engaging in a picket or a strike?
A: The University will not take disciplinary action or any other retaliatory action against any employee for exercising their legal right to picket and/or to strike. All employees and students are governed by standards of conduct, and a strike in no way removes the responsibility of all employees and students to act in accordance with these standards. Employees who violate University policy and/or engage in misconduct, such as illegal behavior (vandalism, assault, violent behavior, etc.), or harass, intimidate, or otherwise obstruct access or disrupt classes or work, will be held accountable for their behavior in the same manner as if they were not on strike. Police will continue to observe their normal procedures.
Last updated April 9, 2026
Q: Who can I contact for more information or if I have questions?
A: Media and external parties can contact Blake Wood, Director of Media Strategy, who is the official spokesperson for the University and can be reached at (217) 206-8404.
Employees may contact the Assistant Vice Chancellor for Human Resources, Drew Schlosser, at 217-206-7148.
Last updated March 13, 2026
Q: Should I still go to class during a strike?
A: Yes, please keep attending all your scheduled classes, including on-ground, online and lab courses, unless notified by your professor that the class is cancelled. It is important to attend each scheduled class before you determine that it has been cancelled if you are not notified. If your professor is not present, please wait at least 15 minutes before leaving. It’s important to note that not all faculty members are part of the striking union, including non-tenure track and adjunct instructors, whose classes will continue. Additionally, not all faculty who are eligible to legally strike will choose to do so.
Last updated April 2, 2026
Q. How could a strike impact my academic progress?
A: The University will do what it can to ensure that you continue to make timely progress toward your degrees and meet your course objectives should a work stoppage impact your course. We encourage you to follow the course syllabus on your own. Please watch your UIS email and Canvas for updates.
Last updated April 6, 2026
Q: How will the strike affect my ability to meet graduation requirements or participate in the May 9 commencement ceremonies?
A: It is important to continue to keep up with any assigned reading or assignments outlined in your course syllabus and posted in Canvas. If you are concerned about specific courses required for graduation this semester, email deanofstudents@uis.edu to share that information for follow-up.
The May 9 commencement ceremonies will take place as planned, and all students who applied to graduate and RSVP’d to attend the ceremony can still do so. The Commencement Committee is communicating with all graduating students via UIS email and the Commencement website.
Last updated April 16, 2026
Q: What happens if I can’t complete the remaining coursework or exams in my class?
A: We are committed to minimizing negative impacts to your academic progress. We will provide options, such as plans for makeup work, adjusted timelines, and extended deadlines. These will be communicated to you as they are finalized. Please continue to complete any reading or assignments in accordance with your course syllabus.
Last updated April 16, 2026
Q: Will my grade or GPA be affected for things out of my control?
A: We are committed to minimizing negative impacts to your academic progress, including GPA. You will not be penalized for disruptions outside your control. Options such as grade change petitions and make-up options will be communicated to you once they are finalized.
Last updated April 16, 2026
Q: What happens if the faculty are still striking during Finals Week (May 4-9)?
A: The University is working diligently to resolve the work stoppage and sincerely hopes it does not impact Finals Week. If there are any necessary changes to finals for specific courses, they will be communicated to students closer to the date of finals.
Last updated April 16, 2026
Q: What else can I do to continue to make progress in my classes that are not being held?
A: Resources like the Library and The Learning Hub are available for study support and can assist individual students or peer study groups.
Last updated April 16, 2026
Q: Are all employees in the bargaining unit that has declared a legal strike required to strike?
A: No. Individual employees in that bargaining unit can choose to work or choose to strike.
Last updated March 13, 2026
Q: What should employees who report to work expect?
A: All employees and supervisors who may be reporting to work during the strike should be aware that intimidation, threats and coercion are prohibited. However, there is the possibility of being subjected to taunts and name-calling from picketing or striking employees. Employees are advised not to respond to such conduct. More specifically:
- The University will take all necessary steps to protect an individual’s right to enter and leave University facilities or property without interference.
- Arguments or shouting matches should be avoided.
- If passage to University facilities or property is not completely blocked, individuals should proceed slowly and with caution.
- If passage to University facilities or property is completely blocked or if threats are made, individuals should not attempt to enter the premises and should contact the non-emergency police number at 217-206-6690 and then their immediate supervisor. The individual should write down a description of what happened and what was said, including the names or descriptions of the persons involved. Also, the names of other witnesses should be obtained.
Last updated April 9, 2026
Q: Will faculty continue to be paid if they withhold services (fail or refuse to perform work as scheduled) as a result of a strike?
A: No, they will not be paid. As with any union-initiated strike action, tenured or tenure-track faculty who elect not to work as scheduled or assigned cannot and will not be paid for the period that they are withholding services and will not begin receiving compensation again until they return to work and begin performing their scheduled or assigned work. The University cannot provide compensation to employees unless assigned services are rendered.
Under Illinois law, public employees represented by labor organizations are permitted to strike when certain conditions preceding a strike are met, and the University will comply with all applicable requirements and principles regarding the rights of striking employees. Continuing to receive pay while withholding services is not one of those rights.
If an individual faculty member works, they will be paid as usual. However, they will need to complete a recording keeping form from Human Resources in order to be paid for their work during a strike.
Last updated April 9, 2026
Q: Can the University withhold pay from faculty who participate in a strike? Is withholding pay retaliation?
A: Several Illinois laws recognize the right of public employees represented by labor organizations to strike, and the University will comply with all applicable requirements and principles regarding the rights of striking employees. Continuing to receive pay despite withholding services is not one of those rights. To do so would violate laws and policies regarding appropriate use of state resources. The University cannot pay striking employees who are not fulfilling their obligations to the University.
Last updated March 13, 2026
Q: If faculty are on strike and not being paid, does that disrupt their benefits?
A: The University is not required to provide benefits during a strike. A strike may impact benefits, depending upon the date and/or duration of a strike.
Employees eligible to participate in the State’s Group Insurance program and/or the State University Retirement System (SURS) generally retain that eligibility in the event of a strike.
- Benefit Accrual
- Accrual of payable sick leave will stop effective with the first full pay period of the strike for those employees who participate in a legal economic strike. Additionally, employees who strike will not be able to utilize accrued vacation, sick, non-accruing personal plus time, compensatory time benefits, or any other payable benefit time while striking.
- Group Insurance
- Costs associated with group insurance coverage may be impacted depending on the length of the strike and the individual employee’'s situation.
- Retirement Contributions
- Employees participating in the strike will not earn service credit for those days with SURS but will still be protected for survivor and disability for the first 30 days. If the strike extends beyond 30 days or if the employee is in an unpaid status (not due to regular academic breaks) for more than 30 days in a rolling 12-month period, the employee will not be able to make contributions to SURS and employees with less than 10 years of service will lose access to survivor benefits. Contributions to the 403b or 457 retirement plans are based upon a percentage of the employee’s pay and would be reduced. Contributions made to a 457 retirement plan on a flat dollar basis may not be able to be deducted.
Last updated April 9, 2026
News
How do I request an alternative or flexible work schedule?
Requests for an alternative or flexible work schedule start with your Division Liaison (DL), who can explain the process and what to submit. You can find yours on the HR Division Liaisons page, or email uishr@uis.edu with your department if you're not sure who that is.
I have a question about employment testing or my testing scores. Who do I ask?
Questions about pre-employment testing or your testing scores go to our employment team. Send an email to HREmployment@uis.edu with your question and your name, and they'll be able to help.
I have a question about my background check or pre-employment testing as a new hire. Who do I contact?
As a new hire, questions about your background check or pre-employment testing go to your Division Liaison (DL). You can find yours on the HR Division Liaisons page. If you're unsure who your DL is, email uishr@uis.edu with your department and we'll help you get connected.
How do I complete Public Service Loan Forgiveness (PSLF) paperwork?
For Public Service Loan Forgiveness (PSLF), you'll complete the employee portion of the form and then send it to us so we can certify the employer section. You can download the form here: PSLF form. Once you've filled out your part, email it to uishr@uis.edu and we'll take care of our section. One detail that's helpful to have on hand: the university's Employer Identification Number (EIN) is 37-6000511.
I'm having a problem or concern with my supervisor. Who do I talk to?
Concerns involving your supervisor are handled by Mark Owens in our office, and he's the right person to help you work through it. You can reach him at mowen1@uis.edu or by phone at 217-206-7096. If he doesn't answer right away, leaving a voicemail or email is a good way to get a call back.
Who approves student pay increases?
All student pay increases are approved by Student Employment. If you'd like to request one, you can reach the team at studentemployment@uis.edu.
Can graduate students hold multiple positions?
They can, within some limits. Domestic graduate students may work up to 25 hours per week, as long as they're not in a GA, ILSIP, or PAR role. Because hour limits and appointment restrictions need to be monitored carefully, it's worth confirming the specifics before adding a position. Student Employment can help you check eligibility at studentemployment@uis.edu.
How do I change or update my name (last name change)?
To update your name with the university, you'll set up an appointment with your Division Liaison (DL) to come into the HR office in person. Your DL will explain the steps and let you know which documents to bring with you. The best way to set this up is to email your DL directly. You can find yours on the HR Division Liaisons page. If you're not sure who your DL is, email uishr@uis.edu with your department and we'll get you connected. If you call your DL and they don't pick up please leave a voice message and they will respond as soon as they can.
I have a pre-approval question about a job posting. Who can help?
Pre-approval questions are handled by our employment team. Email HREmployment@uis.edu with the details and they'll get you an answer.
How do I find a student job on campus?
All student positions are posted on Handshake, which you can reach through UIS CareerConnect. Every open student job is listed online, so that's the one place to look, there's no separate list. Take a look and apply to any that fit!
Where do I find the Protection of Minors (POM) form?
You can complete the Protection of Minors (POM) form online on the Protection of Minors page. If you have questions while filling it out, Paige Lavin in our office is happy to help; you can reach her at pstuc2@uis.edu or 217-206-7078.
How do I resign from union membership or ask about union fees?
To resign from union membership or ask about union fees, you'll need to contact your union representative directly, since that process is handled through the union. If you're not sure who your union representative is, reach out to Mark Owens in our office at mowen1@uis.edu and he can help point you in the right direction.
How do I terminate a student employee?
To end a student's employment, contact Student Employment and they'll walk you through the process. You can reach them at studentemployment@uis.edu.
Who is my Division Liaison (DL)?
Your Division Liaison (or DL) is your main point of contact in HR. They handle most of the day-to-day employment matters for your department, so they're usually the fastest way to get an answer. Each area of campus is assigned a specific DL, and you can find yours on the HR Division Liaisons page, which lists each liaison and the departments they cover. If you're not sure who your DL is, just email uishr@uis.edu with your department name and your question, and we'll make sure it gets to the right person.
Who handles employee evaluations?
Employee evaluation questions go to your Division Liaison (DL), who can walk you through the process for your department. You can find yours on the HR Division Liaisons page, or email uishr@uis.edu with your department if you're not sure who to ask.
What references do I need to submit with my job application?
Great question! For anything about the references required with your application, our employment team can give you the specifics. Just email HREmployment@uis.edu and they'll let you know what's needed.
How do I find a job on campus?
All open positions at UIS are posted online at jobs.uis.edu. That's the single place to find and apply for our openings, there's no other list, so it's worth checking back regularly for new postings.
Who do I contact about an unemployment claim?
Unemployment claims are handled by Kelsea Hott in our office. Please send yours to her at kbatt2@uis.edu and she'll take it from there.
Do I need to rehire a student each academic year?
It depends on the type of position, so here's a quick rundown. Graduate Hourly employees need to be reviewed in the fall and again in the summer. Federal Work-Study (FWS) positions are reviewed every fall, and you can begin submitting those as early as July 15. And any position that was entered with an end date will need to be rehired if the student is continuing to work for you. If you're ever unsure whether a particular student needs to be rehired, reach out to Student Employment at studentemployment@uis.edu and they'll confirm.
How do I request a pay rate change?
To request a pay rate change, send an email to Student Employment at studentemployment@uis.edu and include the following so they can process it without back-and-forth: the student's name, their UIN, the requested pay rate, and a brief justification for the increase.
Who do I contact about new hire paperwork?
New hire paperwork is handled by your Division Liaison (DL). They'll walk you through the forms you need to fill out and make sure everything is processed correctly. You can find the right DL for your area on the HR Division Liaisons page. If you're not sure who yours is, email uishr@uis.edu with your department and we'll connect you.
I have a question about Cornerstone, Banner, JDXpert, or the I-9 Tracker. Who can help?
Questions about Cornerstone, Banner, JDXpert, or the I-9 Tracker are handled by your Division Liaison (DL). They can help you navigate these systems or get you to the right resource. You can find your DL on the HR Division Liaisons page, or email uishr@uis.edu with your department if you're not sure who yours is.
I need to update the references submitted with my application. What do I do?
If you're running into trouble updating your references , our employment team can help sort it out. Email HREmployment@uis.edu, describe what's happening, and they'll walk you through it.
Where do I find the Remote Work Agreement?
You can find everything you need on the Remote Work Policy page, including the form. If you have a paper form to submit, you can send it to Kenzie at mwest22@uis.edu.
Who do I contact about the Retirement and Recognition Ceremony?
Questions about the Retirement and Recognition Ceremony go to Kelsea Hott. You can reach her at kbatt2@uis.edu.
How do I know when a student is cleared to begin work?
Once everything is in order, you'll receive confirmation through the approved electronic checklist — that's your green light. When the checklist is approved, your student is cleared to begin working. If you haven't received that confirmation and think your student should be ready to start, feel free to check in with Student Employment at studentemployment@uis.edu.
How long does a pay rate change take to process?
Processing times can vary depending on the request and the time of year, so there isn't a fixed turnaround. If you'd like a status update on a specific request, just check in with Student Employment at studentemployment@uis.edu.
How are AP or Faculty positions submitted by a department?
Academic Professional (AP) and Faculty positions are submitted through your Division Liaison (DL), who coordinates the process with your department. Reach out to your DL to get started; you can find yours on the HR Division Liaisons page. If you're unsure who to contact, email uishr@uis.edu with your department name and we'll point you in the right direction.
I'm having a paycheck issue or have a salary question. Who do I contact?
For paycheck issues or salary questions tied to your position, your Division Liaison (DL) is the best place to start. You can find yours on the HR Division Liaisons page. (Note: questions specifically about paycheck deductions, insurance benefits, or taxes are handled separately by University Payroll and Benefits; there's a separate FAQ for those.) If you're not sure who your DL is, email uishr@uis.edu with your department and we'll help.
I'm having an issue with my resume in the application system. What do I do?
If you're running into trouble uploading or attaching your resume, our employment team can help sort it out. Email HREmployment@uis.edu, describe what's happening, and they'll walk you through it.
What is New Employee Orientation (NEO) and when is it?
New Employee Orientation (NEO) is held once a month and takes place virtually. You don't need to sign up separately; once your UIS email is active in the system, you'll receive an email invitation, usually the day before the session. If you're a new employee and haven't received your invite once your email is active, feel free to email uishr@uis.edu and we'll make sure you're included.
Who do I contact about the Employee Development Series?
The Employee Development Series is coordinated by Kelsea Hott. For details or to get involved, email her at kbatt2@uis.edu.
Why is my student no longer active after spring?
This is expected and nothing to worry about. All FWS, LLE, and Graduate Hourly positions end on the last day of the spring semester. If the student is continuing with you, they'll simply need to be rehired for the next term. If you have questions about restarting a position, Student Employment is happy to help at studentemployment@uis.edu.
Why hasn't a requested raise been approved?
Usually it comes down to one of two things: either a formal request wasn't submitted to Student Employment, or the HRFE transaction is missing a required job comment. Double-check that a request was sent and that the job comment is included, and if it still hasn't gone through, Student Employment can help you sort it out at studentemployment@uis.edu.
I have a question about time reporting. Who can help?
Time reporting questions are handled by your Division Liaison (DL), since the process can vary a bit by department. Your DL can walk you through how and when to report your time. You can find yours on the HR Division Liaisons page, or email uishr@uis.edu with your department if you're not sure who that is.
How do I schedule an appointment with HR?
Our HR staff keep their own calendars, so the best way to set up a meeting is to email the person you need to see directly. If you're not sure who that is, email uishr@uis.edu with a quick description of what you need and we'll point you to the right person. When you email them, they'll get back to you to set up a time. Keep in mind they may not always be at their desk, so if you leave a voicemail or email, they'll return it as soon as they can.
I want to upload an updated resume. What do I do?
If you're having trouble uploading or attaching an updated resume, our employment team can help sort it out. Email HREmployment@uis.edu, describe what's happening, and they'll walk you through it.
Who do I contact with retirement questions?
Most retirement questions, including anything involving the State University Retirement System (SURS), should be directed to SURS directly; you can reach them at 217-378-8800. On the UIS side, Kelsea Hott can confirm whether something needs to be completed by UIS or by SURS. The best approach is to email your Division Liaison (DL) and CC Kelsea at kbatt2@uis.edu (you can reach her by phone at 217-206-7021). You can find your DL on the HR Division Liaisons page. If SURS needs UIS to complete something, have them contact Kelsea and she'll take care of it.
How do I request an Authorization for Release of Employment Records for Sexual Misconduct in Prior Employment?
This request can't be handled over the phone; we'll need it in writing. Please email your request to uishr@uis.edu and our office will follow up with the next steps.
Can a graduating student work over the summer?
It depends on the student's status. Domestic students may continue working through their spring eligibility. International students, however, may not work past their graduation date. Because international student employment comes with additional rules, it's a good idea to review the International Student Employee Resources page, or reach out to Student Employment at studentemployment@uis.edu with specific questions.
How do I transfer a student to another department?
To transfer a student to another department, contact Student Employment and they'll guide you through the steps. You can reach them at studentemployment@uis.edu.
Who do I ask about faculty leave?
Faculty leave questions go to your Division Liaison (DL), who can explain your options and next steps. You can look up the DL for your college or department on the HR Division Liaisons page. If you're not sure who yours is, email uishr@uis.edu with your department and we'll help.
I applied for a job. How do I check my application status?
Happy to help! For questions about your application status, send an email to HREmployment@uis.edu and include your name and the exact title of the job you applied for. That way the team can look it up quickly and get back to you with an update.
I was just hired. Who do I contact about my New Hire Process Forms?
Congratulations and welcome! Your New Hire Process Forms are handled by your Division Liaison (DL), who will guide you through each section. You can find your DL on the HR Division Liaisons page. If you're not sure who yours is, email uishr@uis.edu with your department and we'll connect you.
How do I verify employment (employment verification)?
We're glad to help with employment verifications. These can't be done over the phone; we need a signed authorization form so we can release the information. You can email the signed authorization to uishr@uis.edu, or fax it to us at 217-206-7145. Please allow 2–5 business days for it to be processed and returned. You can find more details on the Employment Verification page.
Questions about paycheck deductions, insurance benefits, or taxes
These questions are handled by the University Payroll and Benefits Department (UPB), which is separate from HR. They're the right team for anything involving deductions, insurance benefits, or taxes. You can reach them by phone at 217-206-7144 or by email at benefits@uillinois.edu. Please note they work a remote schedule and aren't available for walk-ins. You can also learn more on the University Payroll and Benefits (UPB) page.
Why can't I access my student's HRFE record?
Graduate employee records are controlled by the student's home organization, so access is managed on their end rather than yours. If you need information from that record or help coordinating, Student Employment can point you in the right direction at studentemployment@uis.edu.
Can Federal Work-Study students exceed their award?
Yes, they can. Just keep in mind that once a student reaches their Federal Work-Study award limit, the department becomes responsible for the student's wages from that point on. If you'd like help monitoring where a student stands relative to their award, Student Employment can assist at studentemployment@uis.edu.
How do I submit a resignation?
Resignations are handled through your Division Liaison (DL), who will let you know exactly what's needed and make sure everything is processed properly. You can find your DL on the HR Division Liaisons page. If you're unsure who to reach out to, email uishr@uis.edu with your department and we'll connect you.
I need a password reset for the job application system. What do I do?
No problem, password resets for the job application system are handled by our employment team. Just email HREmployment@uis.edu and let them know you need help getting back into your account, and they'll assist you.
I was just hired. Who do I ask about my start date?
Your start date is confirmed through your Division Liaison (DL), so they're the right person to ask. You can find yours on the HR Division Liaisons page, or email uishr@uis.edu with your department if you're not sure who that is.
How do I request an employee tuition waiver?
Paige Lavin in our office handles tuition waivers for employees, their children, and retirees, so she's your best resource. You can complete the form online at the Tuition Waiver Form, or reach out to Paige with any questions at pstuc2@uis.edu or 217-206-7078. If you call and she's away from her desk, leaving a voicemail is a great way to get a call back.
How do I update my bank info, address, or deductions, or view my W-2, W-4, and earnings statements?
You can take care of all of this yourself online through MyInfo. Log in at hr.uillinois.edu/myinfo to update your bank/direct deposit information, home address, deduction preferences, to view your tax documents (W-2 and W-4) and your earnings statements. It's the quickest way to manage these details on your own time.
Why is my student not appearing in the system?
There are a few common reasons a student might not show up yet. Often it's because there's no approved electronic checklist on file, the student hasn't been entered into HRFE, or their new hire paperwork isn't complete. If you've checked those and your student still isn't appearing, reach out to your HRFE manager, or contact Student Employment at studentemployment@uis.edu for help tracking it down.
Why can't my student see their timesheet?
A few things can cause this. The most common are that the position isn't active, the time reporting method is incorrect, the time approver is missing or incorrect, or the new hire paperwork isn't complete. Reviewing those usually resolves it, and if it doesn't, Student Employment can help you dig in at studentemployment@uis.edu.