HUMAN RESOURCES
Dr. Angi Franklin
Assistant Superintendent
of Human Resources
afranklin@usd116.org
Welcome to the USD #116 Human Resources page. Below, please find information regarding employment benefits, contracts, and contact information for the HR staff. If you have a general HR questions, please contact HR@usd116.org.
Health Insurance: Eligible employees have a health plan through Blue Cross Blue Shield. The Board of Education contributes a portion of the premiums, and the employee is responsible for the rest. An employee may choose to waive his or her health insurance coverage during the first 31 days of hire. Under state and federal law, in the event an employee’s coverage terminates, he or she may be entitled to continue group coverage if meeting certain criteria. Contact Human Resources (217) 384-3648 for details.
USD Enrollment Guide 2024-25
Employee Benefit Allowance: An Employee Benefit Allowance can be requested in lieu of health coverage. This allowance is ideal for eligible employees already covered by other insurance. The allowance can be used for reimbursement for business-related expenses, other insurance-related expenses or dependent care. A health insurance waiver must be signed each enrollment year in order to qualify for the Employee Benefit Allowance. For details about the Employee Benefit Allowance contact the district’s Business Office at (217) 384-3642.
Life Insurance: Reliance Standard provides Basic Life Insurance paid by the district for eligible employees as well as Enhanced Optional Life and Spouse and Dependent Coverage which can be purchased by eligible employees. Contact Human Resources (217) 384-3648 for details.
Dental Insurance: MetLife is the provider of voluntary traditional dental insurance. This traditional plan employees have allows an eligible employee to go to any dentist and pays a percentage for covered services. Contact Human Resources (217) 384-3648 for details.
Vision Insurance: MetLife is the provider of voluntary vision insurance. This allows an eligible employee to go to a vision provider and pays a percentage for covered services. Contact Human Resources (217) 384-3648 for details.
Flex Plan: The Flexible Spending Account (or flex plan) allows eligible employees to tax shelter a portion of their income for payment of items such as tax shelter group health, dental and life insurance premiums, medical co-payments, eye exams, glasses, prescription drugs, dependent care expenses and more. Cost must be actually incurred and documented with receipts for reimbursement. Contact Human Resources (217) 384-3648 for details.
Employee Assistance Program (EAP): The EAP is available to all staff regardless if they take the District’s insurance. EAP benefits are free of charge, 100% confidential, available to all family members regardless of location, and easily accessible through ACI’s 24/7, live-answer, toll-free number. This program through ACI is effective Sept. 1, 2023. More information can be found here: Assistance Program Benefits
988 Suicide and Crisis Lifeline: The 988 Suicide & Crisis Lifeline (formerly known as the National Suicide Prevention Lifeline) offers 24/7 call, text and chat access to trained crisis counselors who can help people experiencing suicidal, substance use, and/or mental health crisis, or any other kind of emotional distress. People can also dial 988 if they are worried about a loved one who may need crisis support. It is free and confidential.
Allows eligible employees to make voluntary elective deferrals to 403(b) and 457(b) deferred compensation plans.
USD Tile IX Coordinator: Dr. Angi Franklin, Assistant Superintendent of Human Resources
2:265 Title IX Grievance Procedure
Discrimination on the basis of sex, including sex-based harassment, affects a student’s ability to learn and an employee’s ability to work. Providing an educational and workplace environment free from discrimination on the basis of sex is an important District goal.
The District does not discriminate on the basis of sex and prohibits sex discrimination in any education program or activity that it operates, as required by Title IX of the Education Amendments of 1972 (Title IX) and its implementing regulations (34 C.F.R. Part 106), including against applicants for employment, students, parents/guardians, employees, and third parties.
Title IX Sex Discrimination Prohibited
Sex discrimination as defined in Title IX (Title IX Sex Discrimination) is prohibited. A District employee, agent, or student violates this prohibition whenever that person engages in conduct on the basis of sex that causes another person to be excluded from participation in, be denied the benefits of, or otherwise be subjected to discrimination under any education program or activity operated by the District. Title IX Sex Discrimination includes discrimination on the basis of sex stereotypes, sex characteristics, pregnancy or related conditions, sexual orientation, and/or gender identity.
Sex-based harassment is a form of Title IX Sex Discrimination. Sex-based harassment occurs whenever a person engages in conduct on the basis of sex that satisfies one or more of the following:
- A District employee, agent, or other person authorized by the District to provide an aid, benefit, or service under the District’s education program or activity explicitly or impliedly conditions the provision of an aid, benefit, or service on a person’s participation in unwelcome sexual conduct; or
- Unwelcome sex-based conduct that, based on the totality of the circumstances, is subjectively and objectively offensive and is so severe or pervasive that it limits or denies a person’s ability to participate in or benefit from the District’s education program or activity; or
- Sexual assault, dating violence, domestic violence, or stalking as defined in 34 C.F.R. §106.2.
Definitions from 34 C.F.R. §106.2
Complainant means: (1) a student or employee who is alleged to have been subjected to conduct that could constitute Title IX Sex Discrimination; or (2) a person other than a student or employee who is alleged to have been subjected to conduct that could constitute Title IX Sex Discrimination and who was participating or attempting to participate in the District’s education program or activity at the time of the alleged Title IX Sex Discrimination.
Complaint means an oral or written request to the District that objectively can be understood as a request for the District to investigate and make a determination about alleged discrimination under Title IX.
Respondent means a person who is alleged to have violated the District’s prohibition on Title IX Sex Discrimination.
Retaliation means intimidation, threats, coercion, or discrimination against any person by the District, a student, or an employee or other person authorized by the District to provide aid, benefit, or service under the District’s education program or activity, for the purpose of interfering with any right or privilege secured by Title IX or its regulations, or because the person has reported information, made 2:265 2:265 1 of 4 a Complaint, or participated or refused to participate in any manner in an investigation, proceeding, or hearing under the Title IX regulations.
Making a Report
A person who wishes to make a report under this policy may make a report to the Title IX Coordinator, Nondiscrimination Coordinator, Building Principal, Assistant Building Principal, Dean of Students, a Complaint Manager, or any employee with whom the person is comfortable speaking.
School employees who receive information about conduct that reasonably may constitute Sex Discrimination under this policy shall promptly forward the report or information to the Title IX Coordinator. An employee who fails to promptly make or forward a report or information may be disciplined, up to and including discharge.
The Superintendent shall insert into this policy and keep current the name, office address, email address, and telephone number of the Title IX Coordinator.
Title IX Coordinator: Angi Franklin, Assistant Superintendent of Human Resources | 1101 East University Ave., Suite B, Urbana, IL 61802 | afranklin@usd116.org | 217-384-3641
Processing and Reviewing a Report or Complaint
Upon receipt of a report of conduct that reasonably may constitute Title IX Sex Discrimination, the Title IX Coordinator and/or designee shall offer and coordinate supportive measures, as appropriate, for a Complainant.
Further, the Title IX Coordinator will analyze the report to identify and determine whether there is another or an additional appropriate method(s) for processing and reviewing it. For any report received, the Title IX Coordinator shall review Board policies 2:260, Uniform Grievance Procedure; 5:10, Equal Employment Opportunity and Minority Recruitment; 5:20, Workplace Harassment Prohibited; 5:90, Abused and Neglected Child Reporting; 5:120, Employee Ethics; Code of Professional Conduct; and Conflict of Interest; 7:10, Equal Educational Opportunities; 7:20, Harassment of Students Prohibited; 7:180, Prevention of and Response to Bullying, Intimidation, and Harassment; 7:185, Teen Dating Violence Prohibited; and 7:190, Student Behavior, to determine if the allegations in the report require further action under those policies.
Reports of alleged Title IX Sex Discrimination will be confidential to the greatest extent practicable, subject to the District’s duty to investigate and maintain an educational program or activity that is productive, respectful, and free of Title IX Sex Discrimination.
Title IX Complaint Grievance Process
The Superintendent or designee shall implement procedures to ensure the prompt and equitable resolution of all Complaints according to a grievance process that fully complies with 34 C.F.R. §106.45. See the District’s Title IX Complaint Grievance Process (Grievance Process) under administrative procedure 2:265-AP2, Formal Title IX Complaint Grievance Process.
When a Complaint is filed, the Title IX Coordinator will investigate it and make a determination regarding the outcome of the Complaint, or appoint a qualified person(s) to undertake the investigation and make a determination regarding the outcome of the Complaint.
Enforcement
Any District employee who is determined, at the conclusion of the Grievance Process, to have engaged in Title IX Sex Discrimination will be subject to disciplinary action up to and including discharge. Any third party who is determined, at the conclusion of the Grievance Process, to have engaged in Title IX Sex Discrimination will be addressed in accordance with the authority of the Board in the context of the relationship of the third party to the District, e.g., vendor, parent/guardian, invitee, etc. Any District student who is determined, at the conclusion of the Grievance Process, to have engaged in Title IX Sex Discrimination will be subject to disciplinary action, including, but not limited to, suspension and expulsion consistent with student behavior policies. Any person making a knowingly false accusation regarding Title IX Sex Discrimination will likewise be subject to disciplinary action.
This policy does not increase or diminish the ability of the District or the parties to exercise any other rights under existing law.
Retaliation Prohibited
The District prohibits any form of retaliation, including peer retaliation, in its education program or activity. Any person should report claims of retaliation using this Board policy 2:265, Title IX Grievance Procedure.
A student, employee, or other person authorized by the District to provide aid, benefit, or service under the District’s education program or activity who retaliates against others for reporting or complaining of violations of this policy or for participating in any manner under this policy will be subject to disciplinary action, up to and including discharge, with regard to employees, or suspension and expulsion, with regard to students.
LEGAL REF.: 20 U.S.C. §1681 et seq., Title IX of the Educational Amendments of 1972; 34 C.F.R. Part 106. Davis v. Monroe County Bd. of Educ., 526 U.S. 629 (1999). Gebser v. Lago Vista Independent Sch. Dist., 524 U.S. 274 (1998).
CROSS REF.: 2:260 (Uniform Grievance Procedure), 5:10 (Equal Employment Opportunity and Minority Recruitment), 5:20 (Workplace Harassment Prohibited), 5:90 (Abused and Neglected Child Reporting), 5:100 (Staff Development Program), 5:120 (Employee Ethics; Code of Professional Conduct; and Conflict of Interest), 5:200 (Terms and Conditions of Employment and Dismissal), 5:240 (Suspension), 5:290 (Employment Termination and Suspension), 6:60 (Curriculum Content), 6:65 (Student Social and Emotional Development), 7:10 (Equal Educational Opportunities), 7:20 (Harassment of Students Prohibited), 7:180 (Prevention of and Response to Bullying, Intimidation, and 2:265 2:265 3 of 4 Harassment), 7:185 (Teen Dating Violence Prohibited), 7:190 (Student Behavior)
Adopted: December 17, 2024
Employer Cost & Participation Information
FY25 Public Act 97-0609 IMRF Compensation Report (5ILCS 120/7.3a)
FY25 Public Act 97-0609 IMRF Compensation Report (5 ILCS 120/7.3) – Updated Sept. 17, 2024
FY25 Public Act 97-0609 IMRF Compensation Report (5 ILCS 120/7.3)
FY24 Public Act 97-0609 IMRF Compensation Report (5 ILCS 120/7.3)