Diversity in Law School

Nondiscrimination Policy

Northern Illinois University is an equal opportunity/affirmative action institution and does not discriminate on the basis of race, color, religion, sex, age, marital status, national origin, disability, status based on the Victims' Economic Security and Safety Act (VESSA), or status as a disabled or Vietnam-era veteran. Further, the Constitution and Bylaws of Northern Illinois University provides for equal treatment regardless of political views or affiliation, and sexual orientation. Inquiries concerning application of Title IX, Section 504, and other statutes and regulations may be referred to the Affirmative Action and Diversity Resources Center, 1515 W. Lincoln Highway, DeKalb, IL 60115, telephone 815.753.1118. The College of Law believes that a diverse collegial environment best serves its educational and professional goals, and thus particularly encourages applications from members of traditionally underrepresented groups.

Student Organization Contact Information

Gay-Straight Alliance (GSA)

We are an academic and social group of Northern Illinois University College of Law students, interested in a continuing dialogue on issues surrounding the GLBTA communities of northern Illinois. We are comprised of law students, gay and straight, and welcome the membership, interest, insight, and experience of inquisitive Northern Illinois University law students.

2011–2012 Officers

• President: Brian Seckler
• Vice President: Keri Slama
• Secretary: Liz George
• Treasurer: Joanna Panici

You can also contact us at gsacentralcommittee@gmail.com.

Faculty Contact Information

No details provided.

Administrator Contact Information

No details provided.

Course Titles and/or Descriptions

Gender and the Law

This course introduces students to the uses of feminist legal theory and history to understand how Anglo-European values and norms pertaining to the differences between the female and male sexes, and traditional beliefs about the proper behavior of men and women based on notions of femininity and masculinity, affect our private and public lives. We critically examine federal and state law and public policy in the historical context of movements for equal rights for women and sex/gender minorities. Focused topics may include one or more of the following: legal history of the women's rights movement; gender and the Constitution (US and internationally); women in the family; women and gays in the military; same-sex marriage; transgender rights movement and the ideology of gender; sexual harassment as a tool of social control; reproductive rights; sexual harassment in the workplace; gender-based public and domestic violence in American culture; sex, religion, and culture; feminized poverty and the quest for global gender equality; and women and the media. This list of topics is not exhaustive.

This course is normally offered every third year.

Domestic Partnership Benefits

NIU Sponsored Benefits

Northern Illinois University extends recognition to any domestic partnership meeting eligibility criteria and offers certain benefits to domestic partners of Northern Illinois University employees. The domestic partner may be of the same or of the opposite sex. The benefits that are provided and summarized here are those controlled solely by Northern Illinois University. Benefits provided by the State of Illinois are summarized at the end of this document. The following is a summary of domestic partner benefits offered by Northern Illinois University. A table summarizing benefits available on the basis of marital status and/or domestic partnerships is available in Northern Illinois University Domestic Partner Benefit Program (PDF).

• Family Illness Leave: An employee may use accumulative sick leave for absence due to illness of immediate family members if the illness is such that the presence of the employee is required. Immediate family includes any person in a family-like relationship with the employee, such as spouse, domestic partner, parent, child, or other legal dependent, child of domestic partner, or other member of the household who is dependent upon the employee for care. Such use of sick leave for absences due to illness in the family shall be granted to the extent reasonably authorized by supervisory authority up to a total of twelve weeks in any year of service, pursuant to the same standards as set forth under university FMLA guidelines and procedures. The university reserves the right to require acceptable evidence of illness, injury, or disability before allowing any sick leave. Any employee who is (or expects to be) absent from employment shall notify the appropriate university supervisor immediately, and, in cases where the absence will be for more than three days, the employee shall notify the supervisor of the anticipated length of absence so that arrangements can be made for the employee's duties to be assumed during said absence.
• Bereavement Leave: Upon request, an employee shall be granted, without loss of salary, bereavement leave of up to three work days due to the death of a member of his or her immediate family or household, and up to one work day due to the death of a relative outside these relationships. Immediate family or household includes any person in a family-like relationship with the employee, such as spouse, domestic partner, parent, child, or other legal dependent, child of domestic partner, or other member of the household. Leaves beyond these amounts may be approved under special circumstances. However, such additional leave will be charged to applicable paid leave benefits. Substantiation of the reason for bereavement may be required.
• Employee Assistance Program: Any family member, domestic partner, or dependent of an employee may use the services of the university's Employee Assistance Program. There is no fee for services from this office. Services include short-term counseling, information and referral for mental health or wellness services, stress management, substance abuse consultation, and coaching. The office also provides a variety of wellness and work-life programs including a wellness fair, wellness-related educational programming, smoking cessation and stress management programs, Myers-Briggs Type Indicator (a fee is charged for administration of the Indicator), support and educational groups and classes, and eldercare consultations and groups.
• University Libraries: Domestic partners and other family members are eligible to apply for a courtesy card to check out books from the University Libraries. All other library services are available.
• Recreational Facilities: Membership in the Recreation Services and FIT Program are available for a fee to any member of the campus community. Fees, hours of operation, and other information are available on their respective websites.

State of Illinois Sponsored Benefits

• Same-Sex Domestic Partner Insurance Benefit: Unrelated same-sex individuals who reside in the same household and have a financial and emotional interdependence, consistent with that of a married couple, for a period of not less than one year and continue to maintain such arrangement are eligible for medical, dental, and vision benefits through the State of Illinois Group Insurance Program. The minimum age of a domestic partner is 19 years old. Neither partner may be married at the time of enrollment. If either partner gets married at any time after the enrollment, the domestic partner's coverage may be terminated. If both parties are State members (employees), one may not waive coverage as a member to become a dependent of the other member. Dependent children of the domestic partner cannot be added to the member's coverage unless the member legally adopts or obtains legal guardianship of the children. (See Group Insurance for enrollment packet and information.)

For application for the Same-Sex Domestic Partner Health Insurance Program, contact any of the Insurance and Benefits Counselors, or go directly to the State Employees Group Insurance website for an enrollment packet.

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