EMPLOYEE BENEFITS

July 2024

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THE UNIVERSITY OF ILLINOIS SYSTEM

The University of Illinois System is among the preeminent public university systems in the nation and the largest

comprehensive system of higher education in Illinois.

Composed principally of its three best-in-class universities in Urbana-Champaign, Chicago, and Springfield, the U of I

System is a powerhouse for education and discovery, and widely recognized as among the most innovative university

systems in the world.

The U of I System boasts leading graduate and doctoral research centers, two medical schools, two law schools, world-

class engineering and business colleges, top liberal arts colleges, an urban hospital system, regional health science

campuses, and educational programs available to residents of all 102 Illinois counties.

In addition to its academic, research, public engagement, and healthcare missions, the U of I System is leading economic

development efforts in the state through the Illinois Innovation Network and the Discovery Partners Institute.

An extensive 2022 economic impact study shows the U of I System contributes $19 billion annually to the state’s

economy. The system’s impact supports nearly 164,200 jobs – which means one out of every 46 jobs in Illinois is

supported by the activities of the universities and their students.

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UNIVERSITY PAYROLL & BENEFITS (UPB)

Please contact UPB for help with any benefits questions and concerns. The UPB staff are ready to assist with benefits

orientation, plan premiums and provisions, enrollment eligibility, and required documentation. Customer Service

Representatives are located at each campus to provide personalized assistance. Computer kiosks are also available for

your convenience.

CUSTOMER SERVICE HOURS (ALL LOCATIONS)

Walk-In Hours: 9:00 a.m. to 3:00 p.m., Wednesday and Thursday

Phone Hours: 9:00 a.m. to 4:00 p.m., Monday - Friday

Create a service ticket: UPB Service Portal

Benefits Fax: 217-244-3135

UNIVERSITY OF ILLINOIS URBANA-CHAMPAIGN

Room 177 Henry Admin Bldg, MC-318

506 S. Wright Street

Urbana, IL 61801

Phone: 217-265-6363

Payroll Fax: 217-244-1908

UNIVERSITY OF ILLINOIS CHICAGO

Room 110 MC-547

809 S. Marshfield Avenue

Chicago, IL 60612-7205

Phone: 312-996-7200 (Phone number requires dialing all 10 digits)

Payroll Fax: 312-996-1932

UNIVERSITY OF ILLINOIS SPRINGFIELD

Business Svcs Bldg, Room 85

One University Plaza

Springfield, IL 62703-5407

Phone: 217-206-7144

Payroll Fax: 217-244-3135

This booklet is provided as a source of information only and does not constitute legal, tax, or other professional advice. If legal, tax,

or professional advice is required, you should seek the services of a legal, tax, or financial professional. Benefits described in this

booklet are subject to change, modification, or elimination without notice. Complete information on benefits plans may be obtained

from UPB. If there are any differences between the information contained in this booklet and the official plan documents, the plan

documents will govern. Receipt of this booklet is not a promise or guarantee of employment and/or coverage.

This booklet may be available in an alternative format upon request. Please contact System Human Resource Services (System HR) at

SystemHRServices@uillinois.edu

or 217-333-2600.

The University of Illinois System is an equal opportunity/affirmative action institution.

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WELCOME!

There are Benefits to belonging to the tradition of

excellence at the University of Illinois System. Benefits-

eligible employees participate in a comprehensive set of

State of Illinois and University of Illinois System group

benefit programs. A variety of enrollment options

provides flexibility in both plan selection and level of

coverage to allow you to maximize the value of your

total compensation package.

This booklet serves as an overview to assist you in

understanding the benefits available to you. Additional

information can be found on the System HR, and

MyBenefits websites.

System HR: hr.uillinois.edu

MyBenefits: MyBenefits.illinois.gov

You can view State benefit plan premiums and rates at

cms.illinois.gov/benefits/stateemployee/ratesandcalc

ulators.html

Please attend a Benefits Overview Orientation webinar

and a State Universities Retirement System (SURS) Plan

Choice Webinar for information on the benefit plans,

which will help you evaluate your choices. As a new

employee you should attend these sessions within the

designated timeframe before making decisions

regarding benefits. You are encouraged to contact UPB

if you have any questions about your benefits.

CONTENTS

The University of Illinois System ................................. 2

University Payroll & Benefits (UPB) ............................ 3

Welcome! ................................................................... 4

Benefits Eligibility & Enrollment ................................. 5

State Employees Group Insurance Program (SEGIP) 10

Health Insurance Plan Options ................................. 12

Wellness Offerings .................................................... 15

Dental Plan ................................................................ 16

Vision Plan ................................................................ 16

Flexible Spending Accounts (FSAs) ........................... 17

MyBenefits Plus ........................................................ 19

State Universities Retirement System (SURS) .......... 20

Supplemental Retirement Plans ............................... 23

Disability Plans .......................................................... 25

Life Insurance ............................................................ 26

Accidental Death & Dismemberment (AD&D)

Insurance .................................................................. 27

Commuter Benefit………………………………………………….27

Tuition Benefits ......................................................... 28

Paid Time Off (Leave) Benefits ................................. 29

Employee Assistance Programs ................................ 31

Adoption Benefit Program ........................................ 31

Discount Programs .................................................... 31

Benefits Plan Directory ............................................. 32

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BENEFITS ELIGIBILITY & ENROLLMENT

The University of Illinois System total compensation package includes benefits made available by both the State of

Illinois and the University of Illinois System. Many of the benefits available to employees are provided by the State

Employees’ Group Insurance Act of 1971, which gives the State of Illinois Department of Central Management Services

(CMS) the authority and responsibility to design, administer, negotiate, and/or contract for benefits plans. This includes

the State Employees Group Insurance Program (SEGIP) for health, dental, vision, and life insurance, flexible spending

accounts, and Health Savings Accounts. Enrollment and changes to State benefits are completed through MyBenefits;

enrollment and changes to U of I System benefits are completed through the System HR website. State of Illinois

Employees, in most cases, can opt-out without proof of other coverage; except in the event they are currently enrolled

and opting out due to gain of other coverage with no other qualifying event (i.e. marriage).

ELIGIBILITY FOR STATE BENEFITS PLANS

You are eligible for State of Illinois benefits if you are on University of Illinois System payroll, eligible to participate in the

State Universities Retirement System (SURS), and either:

 A regular employee with an appointment of 50% time or more, or

 A temporary employee with an appointment of 50% time or more for at least nine months, or

 An employee hired for at least 4.5 months (one semester) at 100% time.

You are eligible for participation in the State Universities Retirement System (SURS) if you work continuously for at least

one academic term or four months, whichever is less, and your employment is not temporary, intermittent, or irregular.

Effective January 1, 2023, to meet the continuous employment requirement, employees who are newly hired, rehired,

or are transferring to a substantially different position must be in a position that requires services of at least 10% FTE (or

10% of a full-time faculty load) to be SURS eligible.

You are not eligible to participate in SURS if any of the statutory exclusions apply. The most common exclusions are:

 A student regularly attending classes at a college or university that participates in SURS and you are employed on a

part-time, temporary basis,

 Employed under the Comprehensive Employment Training Act on or after July 1, 1979,

 Holding a J-1, J-2, F-1, or F-2 visa and have not established residency status, or

 Receiving a SURS retirement annuity (may apply to certain employees).

INTERNATIONAL FACULTY AND STAFF

SURS and benefits eligibility for new employees with J-1, J-2, F-1 or F-2 visa is also dependent on tax residency status.

A Tax Status Review appointment can be scheduled at

busfin.uillinois.edu/cms/One.aspx?portalId=1993898&pageId=2117005 or by contacting UPB. It is highly

recommended that all foreign national employees register for a tax status appointment even if they have visa

types other than those listed.

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Part-Time Insurance Eligibility

You are defined as part-time insurance eligible if you are:

 A benefits-eligible employee who works 50-99% of a normal work period.

 A Faculty member with 100% appointment of equal to or greater than 4.5 months but less than 9 months.

o For appointments of less than 9 months, a formula determines your part-time employment percentage for

purposes of insurance eligibility: length of employment, divided by 9 months, then multiplied by your full-

time equivalent percentage.

o For example, if you are hired for 4.5 months at 100% time, you would be considered a 50% employee

(4.5/9=.5x100 =50%) for State (SEGIP) insurance.

 A flex year employee who works 6 months or greater but less than 12 months, if the layoff period is not a direct

result of the academic year summer break.

o The formula used to determine a flex year employee’s appointment percentage for insurance purposes is

the length of employment, divided by 12 months, multiplied by your full-time equivalent percentage (for

example: 6/12=.5x100=50%).

With part-time insurance eligibility, you will be responsible for a portion of the State’s health and dental contribution in

addition to the full-time employee and dependent health and dental premiums.

Please contact UPB if you have questions about your part-time or flex year status and insurance eligibility.

If you and your spouse/civil union partner are both employees of the University or any other State of Illinois agency,

then each spouse/civil union partner must be insured individually.

Dependent Eligibility

Your eligible dependents may also participate in the State (SEGIP) insurance coverage. Eligible dependents include:

 Spouse (does not include ex-spouses, common-law spouses, or persons not legally married).

 Same-Sex Domestic Partner enrolled prior to June 1, 2011.

 Civil Union Partner enrolled on or after June 1, 2011.

 Children from birth to age 26 including natural, adopted, stepchild, child of a civil union partner, child for whom you

have permanent legal guardianship or adjudicated child for whom a U.S. court decree has established financial

responsibility for the child’s medical, dental or other healthcare.

 Certain children age 26 and older, including adult veterans and others. Visit the CMS website for a full description at

cms.illinois.gov/benefits/stateemployee/state-dependent-enrollment.html

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MANDATORY AND AUTOMATIC PARTICIPATION

If you are eligible for State benefits, certain plans are considered mandatory with only limited options for opting-out or

waiving coverage. Additionally, some plans require you to make an active enrollment decision to avoid default

enrollment.

 State Universities Retirement System (SURS) – Your retirement plan selection (Traditional, Portable, or Retirement

Savings Plan) must be made within the first six months of SURS eligible employment. If you do not voluntarily select

a plan, you will be defaulted into the Traditional Benefit Plan. Your plan selection, or default, is an irrevocable, one-

time decision that cannot be changed at a later date.

 SURS Deferred Compensation 457 Plan – Enrollment is automatic for employees that first become a SURS

participant (first certified) on or after July 1, 2023. The automatic enrollment account settings: 3% deducted pre-tax

invested in the SURS Lifetime Income Strategy (LIS). Employees may opt out within the 30-day opt out period.

 State Basic Term Life Insurance – Enrollment is automatic. An amount equal to your annual salary is provided at no

cost to you. Please note: Up to $50,000 of your basic life insurance is tax exempt. If the total value of basic term life

insurance exceeds $50,000, then the amount in excess of $50,000 is taxed as imputed income, per IRS regulations.

 Health Plans (including the Vision Plan) – within the first 30 calendar days of benefits eligibility

o Benefits-Eligible Full-time Employees (100%) –You may choose to opt out of the State (SEGIP) coverage. If

an election to enroll or opt out of coverage is not made, you will be automatically enrolled in the Quality

Care Health Plan with no coverage for your dependents.

o Benefits-Eligible Part-time Employees (50-99% or those meeting part-time insurance eligibility as

described on page 6) – Enrollment in or waiver of health insurance coverage is required for all benefits-

eligible part-time employees. If an election to enroll or waive coverage is not made, you will be

automatically enrolled in the Quality Care Health Plan with no coverage for your dependents.

 Dental Plan –If you wish to opt-out or waive coverage, this must be done within the first 30 calendar days of

benefits eligibility, or you will be automatically enrolled in the Quality Care Dental Plan with no coverage for your

dependents.

VOLUNTARY (OPTIONAL) BENEFITS

State Programs

 Accidental Death and Dismemberment (AD&D)

Insurance

 Adoption Benefit Program

 State Deferred Compensation 457 Plan. If eligible,

enrollment available at any time.

 Flexible Spending Accounts for Medical (MCAP) and

Dependent Care (DCAP) expenses

 Health Savings Account (HSA) when enrolled in the

Consumer Driven Health Plan (CDHP)

 Smoking Cessation Program

 Term Life Insurance, including spouse and/or child

coverage

 Weight Loss Program

 MyBenefits Plus Optional Benefits, administered by

Corestream, see page 19

University Programs

 Accidental Death and Dismemberment (AD&D)

Insurance

 Supplemental 403(b) Retirement Plan

 Supplemental Long Term Disability Plan

SURS Programs

 SURS Deferred Compensation 457 Plan. If eligible

and not automatically enrolled, voluntary

enrollment is available at any time.

You are responsible for any premiums, costs, or contributions associated with voluntary plans in which you choose to

participate. Such costs are automatically deducted from your pay. Deductions may be on a pre-tax or post-tax basis,

depending on the plan.

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WHEN COVERAGE BECOMES EFFECTIVE

State of Illinois basic health, dental, vision, and life insurance coverage for you and your enrolled dependents takes

effect on the date your benefits-eligible appointment begins, provided you enroll within specific timeframes listed

below. Other optional plans generally become effective on the first day of the month following enrollment.

WHEN TO ENROLL

Many of the State and U of I System benefit plans have specific timeframes in which to enroll for plan selection and

guaranteed coverage. It is important that you understand and meet these deadlines in order to have a full choice of plan

coverage options.

Enrollment Required Within the First 30 CALENDAR DAYS of your Benefits Eligibility Date

 State of Illinois Health Insurance — If plan selection, opt-out election, or coverage waiver is not made within the

first 30 calendar days of benefits eligibility, both full- and part-time employees are automatically enrolled in the

Quality Care Health Plan, with no coverage for dependents.

 State of Illinois Vision Insurance — Enrollment is automatic when you enroll in any of the health plans; however, if a

health insurance plan selection is not made within the first 30 calendar days of benefits eligibility, dependents will

not be covered.

 State of Illinois Dental Insurance — If plan enrollment, opt-out election, or coverage waiver is not made within the

first 30 calendar days of benefits eligibility, both full- and part-time employees are automatically enrolled in the

Quality Care Dental Plan, with no coverage for dependents.

 State of Illinois Term Life Insurance (Optional) — If not enrolled within the first 30 calendar days of benefits

eligibility, a Statement of Health (SOH) is required to elect or increase your life insurance coverage and to add

spouse coverage. A Statement of Health is required any time you elect coverage beyond four (4) times your salary.

You may add, increase, decrease, or terminate coverage at any time during the plan year without a qualifying event.

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Opt-out or waiver of State insurance coverage must be completed during the first 30 calendar days of benefits

eligibility. Thereafter, you may only opt out or waive coverage during subsequent annual Benefit Choice periods or

within 60 calendar days of an eligible Qualifying Event. Eligible full- and part-time employees who fail to opt-out, or

waive coverage will be defaulted into the Quality Care Health and Dental Plans, with no coverage for dependents.

State of Illinois Employees, in most cases, can opt-out without proof of other coverage; except in the event they are

currently enrolled and opting out due to gain of other coverage with no other qualifying event (i.e. marriage). Elections

to opt-out or waive coverage can be made through MyBenefits. The following options are available:

 Full-time employees (100%) may elect to opt out of the State (SEGIP) health, dental, and vision coverage.

 Part-time employees (50-99% or those meeting part-time insurance eligibility as described on page 6) may elect to

waive health, dental, and vision options.

 Flexible Spending Accounts (Optional) — If you do not enroll within the first 30 calendar days of benefits eligibility,

then you may only enroll during a subsequent annual Benefit Choice period or within 60 calendar days after an

eligible Qualifying Event.

Enrollment Required Within the First 60 CALENDAR DAYS of Your Benefits Eligibility Date

 Voluntary Long Term Disability Insurance (Optional) — If you do not enroll within the first 60 calendar days of

benefits eligibility, evidence of good health is required to enroll thereafter.

Enrollment Required Within the First 6 MONTHS of Your Benefits Eligibility Date

 State Universities Retirement System (SURS) — If plan selection (Traditional, Portable, or Retirement Savings Plan)

is not made within the first six months, you will be automatically enrolled in the Traditional Benefit Plan. Both an

active choice and a ‘default’ enrollment are irrevocable. See page 21 for an important note about timely selection

of the Retirement Savings Plan.

Enrollment That Can Occur at Any Time During Employment (Optional Plans)

 State Accidental Death and Dismemberment Insurance

 University Accidental Death and Dismemberment Insurance

 State of Illinois Term Life Insurance – a Statement of Health (SOH) is required when adding employee or spouse

coverage after the first 30 calendar days of benefits eligibility.

 University Supplemental 403(b) Retirement Plan

 State Deferred Compensation 457 Plan, if eligible

 SURS Deferred Compensation 457 Plan, if eligible

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STATE EMPLOYEES GROUP INSURANCE PROGRAM (SEGIP)

As a new employee, you will select your State (SEGIP) plan elections (health/vision, dental, life insurance, and flexible

spending accounts) at MyBenefits.illinois.gov

. Thereafter, you will use MyBenefits to change State plans during the

annual Benefit Choice period held in May, or when experiencing an eligible Qualifying Event.

Qualifying Event

A qualifying event is a change in your personal life that may impact your or your dependents’ eligibility for benefits.

Examples may include a change in marital status, the birth or adoption of a child, or a change in a spouse’s employment

status. You may only request a benefit plan change that is related to the Qualifying Event you have experienced. For

example, you may add or drop dependent coverage if your marital status changes, but you may not switch between

health plans. For a complete list and a detailed explanation, see hr.uillinois.edu/benefits

and click Qualifying Event under

the Change Your Benefits section.

COST OF COVERAGE

The State of Illinois covers much of the cost of health (including vision) and dental coverage for most full-time

employees. You will share in the cost of insurance coverage for yourself and your family. Premiums for health and dental

insurance are automatically deducted on a pre-tax basis from your pay.

Your premium amount is based on your annual salary as of the previous March 1, or the starting salary of your benefits

eligible position if newly employed after March 1 and the health plan selected. The premium you will pay for dependent

coverage is determined by the health plan you select.

You can view State benefit plan premiums at cms.illinois.gov/benefits/stateemployee/ratesandcalculators.html

contact University Payroll & Benefits.

NOTICE TO PART-TIME EMPLOYEES

In addition to your salary-based premium, you also pay a portion of the State cost for your own and any dependent

health plan coverage in an amount proportionate to your appointment percentage. For example, if you hold a 75%

appointment, you will pay the normal employee share of employee and dependent coverage, plus 25% of the State cost

of employee and dependent coverage. The State will pay 75% of the State cost of employee and dependent coverage.

Part-time employees who are eligible for health and dental plan coverage and who do not make an election to waive

their health and dental coverage within the first 30 calendar days of benefits eligibility will default into the Quality Care

Health and Dental Plan for yourself only (if defaulted, your dependents are not enrolled). You are strongly cautioned to

avoid this default.

Contact University Payroll & Benefits

for the cost of part-time State health and dental insurance coverage.

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DEPENDENT COVERAGE

Your eligible family members may participate as dependents in the health (including vision) and dental plans. If you elect

to insure dependents, they must be enrolled in the same health (including vision) and dental plans as you. Annual

certification is required for some categories of dependents.

If you and your spouse/civil union partner are both insured as employees of the University or any other State of Illinois

agency, either of you may elect health coverage for dependents. However, the same dependent cannot be enrolled

under both employees for the same type of coverage (health, dental, or life).

If you and your spouse/civil union partner are both insured as employees of the University or any other State of Illinois

agency, each spouse/civil union partner must be insured individually.

Documentation of Dependent Eligibility

If you elect dependent coverage, you must provide supporting documentation of your dependent’s status (e.g. marriage

certificate, birth certificate) in order for your dependent(s) to be added to your coverage. Documentation must be

provided within 30 calendar days of the date you become benefits eligible. An election to add a dependent will be

voided if documentation is not submitted within this timeframe.

View documentation requirements on MyBenefits, or at

cms.illinois.gov/content/dam/soi/en/web/cms/benefits/stateemployee/documents/documentation-requirements.pdf

The State of Illinois requires you to provide a valid Social Security Number (SSN) or a letter from the Social Security

Office stating your dependent is not eligible for an SSN, for any dependents added to your coverage. SSNs must also be

provided within 30 calendar days of the date you become benefits eligible. If the SSN has not yet been issued for your

newborn or adopted child, the child will be added upon receipt of a birth certificate or adoption order. However, the

child’s SSN must be provided within 90 days of the coverage request.

Enrolling a New Child

Enrollment of a newborn child in the health plan is guaranteed when the request is made within 60 calendar days of

birth. However, enrolling a newborn always requires action on your part even if you currently have dependent coverage.

To add newborn coverage, log on MyBenefits.illinois.gov

, add your dependent, add coverage elections, and upload or

mail a copy of the birth record (provided by hospital) or birth certificate. Please note that while notifying your insurance

carrier, obtaining precertification for delivery, or filing claims for delivery expenses are important steps, they will not

result in the enrollment of your newborn for health coverage. Remember to use MyBenefits or contact your UPB office if

you need assistance to enroll your new child.

QUESTIONS?

Create a Service ticket:

UPB Service Portal

hr.uillinois.edu/benefits

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HEALTH INSURANCE PLAN OPTIONS

A Health Plan Comparison Chart, including premiums and rates, can be found in the Benefit Choice booklet at

cms.illinois.gov/benefits/stateemployee/benefitsbooks.html

A choice of plans lets you select the coverage that best meets your needs and those of your family. The State (SEGIP)

health insurance plans include:

 Quality Care Health Plan (QCHP): Offers a nation-wide provider network.

 Managed Care Plans: Depending on your location, you may have a choice of Health Maintenance Organizations

(HMOs) or Open Access Plans (OAPs).

 Consumer Driven Health Plan (CDHP): High-deductible health plan as defined by the IRS.

o Health Savings Account (HSA): Companion to CDHP enrollment only.

QUALITY CARE HEALTH PLAN (QCHP)

If you are insured under the QCHP, you may seek treatment from any doctor or licensed practitioner, including

chiropractors, at any hospital or treatment site. However, you receive the highest benefit when using in-network

providers and facilities. Costs of using out-of-network providers may be significantly higher than in-network. You should

always call for an estimate, even if you have had a similar service in the past.

See additional information at blogs.uofi.uillinois.edu/view/1418/189069231

The QCHP is comprised of three components: Medical, Prescription Drugs, and Behavioral Health Services. You do not

need to satisfy the medical annual plan deductible in order to start receiving benefits for prescription drugs. Please note,

however, there is a separate deductible per plan participant per plan year for prescription drug coverage. The QCHP has

an unlimited lifetime policy maximum for the Medical coverage component.

QCHP participants have access to a nation-wide physician and hospital network. An enhanced benefit is available by

using a QCHP network provider, resulting in lower out-of-pocket costs. See a list of network providers at

aetnastateofillinois.com or call Aetna at 855-339-9731. For additional information, view the “Summary of Benefits and

Coverage (SBC)” at cms.illinois.gov/benefits/stateemployee/summaryofbenefitsandcoverage.html.

Some points to consider in making this choice:

 QCHP is typically the most costly plan; however, it has a nation-wide network of physicians, hospitals, and other

facilities. You will receive the best cost value by using the QCHP Network Hospitals or QCHP Physician Network for

inpatient stays, hospital outpatient services, prescription drugs, and mental health and substance abuse services.

 The QCHP allows you to use out-of-network providers, but this results in significant out-of-pocket expense for you.

Plan reimbursement is based on the Maximum Reimbursable Charge (MRC), which is the maximum that the plan will

allow for any eligible billed services. After deductibles are met, the percentage of the claim that will be paid is

always based on the MRC amount or the actual billed amount, whichever is less.

 When using an out-of-network provider, it is recommended you obtain a preauthorization of benefits to ensure that

medical services/stays will meet medical necessity criteria and be eligible for benefit coverage.

 An annual plan year deductible and co-insurance apply to most Medical services.

 A mandatory precertification provision applies to hospital admissions, in- or outpatient surgical procedures, and

extended care facility admissions.

 You, or your provider, are required to submit claim forms for payment of benefits. The claims administrator is Aetna.

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HEALTH MAINTENANCE ORGANIZATION (HMO)

A Health Maintenance Organization (HMO) is a managed care plan that provides comprehensive medical care services.

HMOs require that you choose a Primary Care Physician (PCP) from those participating in the HMO provider network.

The PCP manages your health care treatment by requiring referrals for specialized services. All HMOs have a uniform

basic benefit plan; however, some may offer additional benefits or may not include coverage for certain providers, such

as chiropractors. All HMOs have unlimited lifetime policy maximums. For additional information, view the “Summary of

Benefits and Coverage (SBC)” at cms.illinois.gov/benefits/stateemployee/summaryofbenefitsandcoverage.html

Some points to consider in making this choice:

 HMOs can provide economical healthcare, but are limited in access to providers within the plan network.

 The doctor you choose becomes your primary care physician and all medical care, including routine care,

hospitalization, and referral to other health professionals must be coordinated under the direction of your primary

care physician.

 Preventive and well-care services, such as routine physicals and pediatric care, are provided at no additional cost.

 Copayments apply to office visits and prescriptions.

 Coverage for treatment of occupational, physical, and speech therapy for rehabilitation purposes may be limited.

 HMOs generally do not require you to submit claim forms, except in cases when emergency care takes place outside

of your coverage area.

OPEN ACCESS PLAN (OAP)

An Open Access Plan (OAP) is a managed care plan that offers varying levels of benefits depending on the providers

chosen by the member. There are three tiers of providers from which to choose, with different benefit levels and

associated out-of-pocket costs depending on the tier in which the provider is contracted. At any given time you could be

receiving care from multiple different providers, from multiple tiers, and therefore, receiving multiple different levels of

benefits. All OAPs have unlimited lifetime policy maximums. For additional information, view the “Summary of Benefits

and Coverage (SBC)” at cms.illinois.gov/benefits/stateemployee/summaryofbenefitsandcoverage.html

Some points to consider in making this choice:

 An OAP can offer some of the economic advantages of an HMO, but with more flexibility in access to providers, in or

out-of-network.

 It is important to take an active role in coordinating your healthcare and understanding the level of benefits and

costs that may differ by the Tier in which each provider (i.e., physician, hospital, laboratory, radiology) participates.

 Copayments apply to office visits in Tier I and prescriptions.

 Deductibles apply to the Tier II and Tier III (out-of-network) benefits and to prescription coverage.

 Some services, such as preventive and well-baby, may be covered in-network only.

 When using a Tier III out-of-network provider, reimbursement is based on the plan’s allowable charges (varies by

geographic region) and any amounts over the allowable charges do not count toward your plan year out-of-pocket

maximum. It is recommended you obtain a preauthorization of benefits to ensure that medical services/stays will

meet medical necessity criteria and be eligible for benefit coverage. For additional information, see

blogs.uofi.uillinois.edu/view/1418/189069231

HMO and OAP plans are available in many locations throughout Illinois; however, some plans may not be available in all

areas. Refer to the State of Illinois Benefit Choice Options booklet for a list of plans by county.

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CONSUMER DRIVEN HEALTH PLAN (CDHP)

The CDHP is a high-deductible health plan as defined by the IRS. You may choose any provider or hospital for medical

services, however, you will experience lower out-of-pocket costs when receiving services from a CDHP in-network

provider.

The CDHP has an annual plan year deductible that applies to medical services and prescription drugs. Out-of-pocket

costs are based on a percentage of in-network charges and out-of-network allowable charges, after the plan year

deductible is met. For additional information, view the “Summary of Benefits and Coverage (SBC)” at

cms.illinois.gov/benefits/stateemployee/summaryofbenefitsandcoverage.html.

HEALTH SAVINGS ACCOUNT (HSA)

Companion to CDHP enrollment only.

To qualify for an HSA, you must:

 Be covered under a high deductible health plan

 Have no other health coverage (except what is permitted under Other health

coverage: irs.gov/publications/p969#en_US_2019_publink1000204039

 Not be enrolled in Medicare. This includes Part A

 Not be claimed as a dependent on someone else’s tax return

The HSA is a tax-saving, interest bearing account that active employees can use to pay for qualified medical expenses

now, or in the future. Distributions are tax-free when used for qualified medical expenses.

Your HSA is funded by a State contribution of one-third of the CDHP deductible. You may contribute an additional

amount to your HSA through pre-tax payroll deductions or a post-tax direct payment. HSAs are portable. Unlike a

Flexible Spending Account, there is no “use-it-or-lose-it” rule with HSAs.

You cannot be enrolled in both an HSA and the MCAP Flexible Spending Account.

For additional information, see Health Savings Accounts (HSA) for Active State Employees:

cms.illinois.gov/benefits/stateemployee/health-savings-account.html

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WELLNESS OFFERINGS

Be Well Illinois

Be Well Illinois is designed to not only focus on supporting your physical health but also your mental, financial, and social

wellbeing. See cms.illinois.gov/benefits/stateemployee/bewell.html

for health plan information and educational

resources including wellness webinars, monthly health awareness causes, financial wellness, healthy eating, exercise

and more information about wellness offerings.

Weight-Loss Program

Employees who are covered under State (SEGIP) health plans may receive a rebate towards the cost of an approved

weight-loss program. The maximum rebate is $200, once every three plan years. If you opt out or waive health coverage,

then you are not eligible for this benefit, nor are your dependents.

Smoking Cessation Program

You and your dependents who are covered under State (SEGIP) health plans are eligible to receive up to a $200 rebate

towards the cost of an approved smoking cessation program. One (1) rebate per plan year is available only upon

completion of an approved smoking cessation program. Charges not eligible for rebate include hypnosis, acupuncture,

prescription drug therapy, and non-prescription drug therapy.

To determine if a particular weight-loss or smoking cessation program is an approved program, to submit

documentation, and for answers to other questions about the program, contact CMS at 800-442-1300. You will find

information about the programs above at cms.illinois.gov/benefits/stateemployee/other-programs.html.

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DENTAL PLAN

The Quality Care Dental Plan (QCDP) offers coverage for dental services regardless of which health plan you choose. You

may go to the dentist of your choice and receive benefits for a range of services. You may pay less out-of-pocket when

you receive services from a network dentist. There are two separate networks of dentists in addition to out-of-network

providers: the Delta Dental PPO network and the Delta Dental Premier network. Network information can be found at

deltadentalil.com/employers-groups/soi/network-dentist-savings

Under the QCDP, you pay a premium for your own and any dependent coverage. The State also pays a portion of the

premiums. Part-time employees pay a portion of the State cost in a percentage based on their percent of appointment,

in addition to the employee premium.

You can view State benefit plan premiums at cms.illinois.gov/benefits/stateemployee/ratesandcalculators.html

contact University Payroll & Benefits.

Important points to remember:

 If your opt-out election, or coverage waiver is not made within the first 30 calendar days after your first day of

benefits eligibility, then you default into the dental plan without dependent coverage.

 If you opt-out of dental only coverage, you may not opt back into coverage until the next Benefit Choice period,

even if coverage is lost through another dental plan.

 Plan pays a predetermined or scheduled amount toward each specific covered dental service, which is the maximum

amount payable for that service. If your dentist charges more than the maximum allowed for a particular service,

then you must pay the difference. The Schedule of Benefits is available at

cms.illinois.gov/benefits/stateemployee/state-dental-plan.html

 Claims for benefits must be filed by you or your dentist with the claims administrator, Delta Dental of Illinois. The

dental claim form can be found at

cms.illinois.gov/content/dam/soi/en/web/cms/personnel/benefits/documents/delta-dental-claimform-il.pdf

VISION PLAN

The vision plan is automatically provided at no additional cost to you and your dependents who are enrolled in any of

the State (SEGIP) health plans. The vision plan is intended to encourage regular eye examinations and assist with vision

care expenses when glasses or contact lenses are needed. Contact the plan for coverage details on eye exams,

eyeglasses, and contact lenses.

Important points to remember:

 The highest benefit level is provided when services are received from in-network providers; however, limited

benefits are available for services received from out-of-network providers.

 For information on participating in-network providers or for a schedule of covered services and copayment

amounts, call the plan administrator, EyeMed Vision Care, at 866-723-0512.

 View the State Vision Plan at https://cms.illinois.gov/benefits/stateemployee/statevision.html

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FLEXIBLE SPENDING ACCOUNTS (FSAS)

Flexible Spending Accounts (FSAs) provide the opportunity to pay certain Medical Care and Dependent Care expenses

with before-tax dollars. Contributions are deducted from your paycheck and deposited into your FSA account before

taxes are withheld, which lowers your taxable income.

The savings from participating in the FSA program vary greatly depending on your income, your contribution amount,

the number of dependents you claim, adjustments or itemizations on your federal income taxes, and the total of your

medical/dependent care expenses.

To estimate what you might save by enrolling in the FSA, see cdn.optum.com/fsa/

ENROLLMENT

Your enrollment in this plan is based on a plan year of July 1 – June 30, and you must re-enroll each year during Benefit

Choice to participate. Your enrollment cannot be changed or revoked during the plan year unless you experience an

applicable Qualifying Event. This plan is administered by Optum Financial.

ELIGIBILITY

In order to be eligible to participate in either the Medical Care Assistance Plan (MCAP) or the Dependent Care Assistance

Plan (DCAP), you must be eligible to participate in one of the State’s health plans and be:

 A permanent employee with an appointment of 50% time or more, or

 An employee hired for at least 4.5 months (one semester) at 100% time, or

 An employee with an appointment of 50% time or more for at least nine months; and

 Receiving a paycheck from which deductions can be taken; and

 MCAP participants are not eligible to participate in the Health Savings Account.

For participation in the DCAP, if you are married, your spouse must also be gainfully employed, a full-time student,

disabled and incapable of self-care, or seeking employment and have income for the fiscal year. Special rules apply for

divorced or separated parents. Custodial parents who meet certain criteria may be eligible to participate. Non-custodial

parents are ineligible to participate.

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MEDICAL CARE ASSISTANCE PLAN (MCAP)

You may use this plan to pay eligible medical expenses that are not paid by your health, dental, or vision insurance such

as deductibles, copayments, coinsurance, amounts exceeding the maximum benefit or the maximum allowable limits on

health, dental, or vision plans, non-covered expenses, and some over-the-counter items. On Optum Financial at

optumfinancial.com

you can establish and access your account to view additional information, including a list of eligible

and ineligible expenses.

Contributions, Claim Submission Deadline, and Rollover

Your contributions may be made only by payroll deduction. The minimum contribution is $20 per month ($240 annually)

and the maximum is $266.66 per month or $355.55 per month for employees paid over a 9 month period ($3,200

annually).

When determining a contribution amount for MCAP, eligible out-of-pocket expenses must be incurred during the plan

year (July 1 – June 30) and submitted for reimbursement by September 30 following the end of the plan year. MCAP

participants with a balance in their MCAP account after September 30, can have up to $640 of that remaining balance

rolled over to the next plan year’s MCAP account if they re-enroll for the next plan year. This rollover amount will be

available beginning October 1 of the following plan year. The rollover amount is in addition to the maximum

contribution limit listed above.

 Rollover amount is only available if you re-enroll.

 Maximum rollover amount for FY25 into FY26 is $640.

 Any remaining balance exceeding $640, after September 30, will be forfeited per IRS regulations.

DEPENDENT CARE ASSISTANCE PLAN (DCAP)

You may use this plan to cover the care costs for your eligible dependents while you are at work. On the Optum Financial

at optumfinancial.com

you can establish and access your account to view additional information, including a list of

eligible and ineligible expenses.

Contributions and Claim Submission Deadline

Your contributions may be made only by payroll deduction. The minimum contribution is $20 per month ($240

annually); the maximum contribution depends on your tax filing status as listed below.

Single and head of the household:

$5,000

Married and filing separately:

$2,500

Married and filing jointly:

$5,000

Total combined family contribution if

both spouses participate: $5,000

 If you or your spouse earns less than $5,000 a year, your maximum is the lower of the two incomes.

 Since money set aside in your DCAP is always tax-free, you guarantee savings by paying for your eligible expenses

through your IRS tax-favored account. Depending on the amount of income taxes you are required to pay,

participation in DCAP may produce a greater tax benefit than claiming tax credits or exclusions alone. Remember,

you cannot use the Internal Revenue Service (IRS) dependent care tax credit if you are married and filing separately.

Further, any dependent care expenses reimbursed through your DCAP cannot be filed for the dependent care tax

credit, and vice versa. To help you choose between the available taxable and tax-free benefits, or a combination of

both, consult a professional tax advisor and/or the IRS for additional information.

Eligible DCAP out-of-pocket expenses must be incurred during the plan year (July 1 – June 30) and submitted for

reimbursement by September 30 following the end of the plan year. There is no rollover provision for DCAP accounts.

Any unused DCAP balance will be forfeited, according to IRS regulations.

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MYBENEFITS PLUS

MyBenefits Plus, administered by Corestream, is an optional benefits program available to full-time, State benefits-

eligible employees.

ENROLL DURING ANNUAL BENEFIT CHOICE PERIOD

 Accident Insurance – Receive cash benefits when an accident occurs to help with expenses.

 Critical Illness Insurance – Take care of expenses while you take care of yourself.

 Hospital Indemnity Insurance – Protect your pocket from pricey hospital visits for you and your loved ones.

 Legal Services – Get access to discounted specialized legal counsel for matters big and small.

ENROLL YEAR-ROUND

 Auto & Home Insurance – Apply for coverage for your home, condo, vacation property, boats, recreational vehicles,

and more.

 FinFit – Provides access to financial education, checking and savings accounts, Member loans, and free referrals to

local financial resources.

 GradFin – Student Loan Refinancing

 Identity Theft – Protect your identity and your financial information from digital thieves near and far.

 Pet Insurance – Take care of your furry friends with these special discounts.

 Purchasing Programs - Offers a new way to buy computers, electronics, and home appliances through the ease of

payroll deduction.

For detailed information on the MyBenefits Plus program, see corp.corestream.com/mybenefitsplus-0

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STATE UNIVERSITIES RETIREMENT SYSTEM (SURS)

The State Universities Retirement System (SURS) offers three retirement plan choices:

 Traditional Benefit Plan (Defined Benefit)

 Portable Benefit Plan (Defined Benefit)

 Retirement Savings Plan (Defined Contribution)

It is very important to carefully review the SURS plan options and make an active decision about plan choice. Important

considerations for plan selection include: Minimum Vesting, Normal Retirement Age, Earliest Retirement Age, Age

Reduction, Final Rate of Earnings (FRE), FRE Limits, and more. A chart is available on page two of this document

surs.org/wp-content/uploads/SURS_In_Brief.pdf

to assist in evaluating these provisions. Additionally, you will want to

consider differences in portability, death benefits, survivor benefits, and retiree health benefits in making your plan

choice.

You will receive complete information about these choices directly from SURS. SURS will mail a detailed Retirement

Choice Packet to your home address after receiving certification of your employment from the University. For additional

information about your choices, contact SURS at 800-ASK-SURS (800-275-7877) or view the SURS website, surs.org

, and

click on “New to SURS” for resources to help you understand the three plan options. You may also view the “Plan Choice

Video Series” at

vimeo.com/showcase/5668417.

As a SURS participant, your contribution to the retirement plan is 8% of gross earnings. University police officers in the

Traditional and Portable Benefit Plans contribute 9.5% unless a timely election to waive the right to make additional

contributions is made. This contribution is automatically deducted from your paycheck, and is not subject to federal or

state income taxes. Federal taxes will be withheld when you begin to withdraw funds following your retirement.

Retirement distributions are not taxed by the State of Illinois if taken in accordance with plan provisions, at full

retirement age, and while a legal resident of the State of Illinois.

Participation in SURS is required if you work continuously for at least one academic term or four months, whichever is

less, and your employment is not temporary, intermittent, or irregular. Effective January 1, 2023, to meet the

continuous employment requirement, employees who are newly hired, rehired, or are transferring to a substantially

different position must be in a position that requires services of at least 10% FTE (or 10% of a full-time faculty load) to be

SURS eligible. You are not eligible to participate in SURS if: you are a student regularly attending classes at a college or

university that participates in SURS and you are employed on a part-time, temporary basis; you were employed under

the Comprehensive Employment Training Act on or after July 1, 1979; you hold a J-1, J-2, F-1, or F-2 visa and have not

established residency status; or you are currently receiving a retirement annuity from SURS (may apply to certain

employees).

As a new employee, you have six (6) months from your initial date of SURS-eligible employment to make a lifetime,

irrevocable selection of one of the three SURS plans. If you do not make this decision within six (6) months of your date

of hire, you will be automatically enrolled in the Traditional Benefit Plan. This “default” enrollment is also IRREVOCABLE

for life.

If you are eligible for SURS, you are not covered by federal Social Security and no Social Security taxes are withheld

from your earnings. However, if you were hired on or after April 1, 1986, your earnings are subject to withholding of

federal Medicare tax, which amounts to 1.45% of Medicare-eligible salary.

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TRADITIONAL AND PORTABLE (DEFINED BENEFIT) PLANS

Both Defined Benefit Plans provide a guaranteed payout when you retire, based on a formula set by the Plan. You bear

no investment risk or responsibility. Many of the characteristics of the two Defined Benefit Plans are similar; however

there are two important differences:

 Portability. The Portable Benefit Plan allows for a larger refund than the Traditional Benefit Plan if you leave SURS

before retirement.

 Survivor Benefits. With the Portable Benefit Plan, there is a cost at retirement if you want to provide survivor

benefits to your survivor upon your death. With the Traditional Benefit Plan, there is no additional cost, your

survivor benefits are automatic.

Allocation of 8%

Traditional

Portable

6.50%

Retirement

0.50%

Automatic Annual Increase

1.00%

Survivor Benefits

Portability

The State of Illinois also contributes an amount that is actuarially determined each year, and can vary from year to year.

It is approximately 9.1% of earnings at the time of your retirement and is used to fund your retirement benefits, as well

as to fund your disability benefit. (See page 25 for a description of the SURS Disability benefits.)

RETIREMENT SAVINGS (DEFINED CONTRIBUTION) PLAN (RSP)

In the Retirement Savings Plan (RSP), your retirement benefit is based on the amount of money that has been

contributed to the Plan and the earnings on that money, over time. Unlike the Defined Benefit Plans, there is no

guaranteed payout at retirement. You decide how to invest your contributions and earnings, using one or more of the

investment funds the plan offers. If your investments do well, your account will grow. If your investments do poorly,

your account will diminish. In other words, you bear all the investment risk.

Your investment plan recordkeeper is Voya Financial.

Your entire 8% contribution is allocated to your retirement account balance. The State also contributes an amount equal

to 7.6% of your earnings to your account. Of that contribution, approximately 7.35% is added to your retirement

account balance, and the remaining 0.3% is used to fund your disability benefit. (See page 25 for a description of the

SURS Disability benefits.)

As a new employee you have up to six (6) months to make your SURS plan choice. If you decide to elect the RSP, the

State contributions do not begin until the first full payroll after your selection is made, so it is in your best interest to

make this choice as soon as possible.

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SURS AND SOCIAL SECURITY

The State of Illinois has elected to opt out of the Social Security system and instead cover eligible employees with

membership in SURS as an alternative to Social Security coverage. As a result, the University does not contribute to

Social Security on your behalf and no Social Security taxes are withheld from your earnings. You may be entitled to a

benefit from Social Security if you, your current spouse, or former spouse, have previously worked for other employers

who have contributed to the Social Security system. However, under the Social Security law, there are two ways your

SURS pension may impact or reduce your Social Security benefit: 1) the Windfall Elimination Provision and 2) the

Government Pension Offset Provision. Medicare benefits will not be impacted by these provisions.

Windfall Elimination Provision

Under the Windfall Elimination Provision, Social Security retirement or disability benefits are calculated using a modified

formula when a person is also entitled to a pension from a job where no Social Security taxes were withheld. As a result,

you may receive a lower Social Security benefit than if you were not entitled to a pension from this job. This provision

reduces, but does not totally eliminate, your Social Security benefit.

Government Pension Offset Provision

Under the Government Pension Offset Provision, any Social Security spouse or widow(er) benefit to which you become

entitled may be offset if you also receive a Federal, State, or local government pension based on work where you did not

pay Social Security tax. The offset reduces the amount of your Social Security spouse or widow(er) benefit by two-thirds

of the amount of your pension. Even if your pension is high enough to totally offset your spouse or widow(er) Social

Security benefit, you are still eligible for Medicare at age 65.

For further information concerning your employment in a job not covered by Social Security, please view the Social

Security website, ssa.gov, or call toll free 800-772-1213, or for the deaf or hard of hearing call the TTY number 800-325-

0778, or contact your local Social Security office.

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SUPPLEMENTAL RETIREMENT PLANS

In addition to your retirement account with SURS, you may elect to direct part of your pay to investments intended to

build an individual retirement fund. You may choose to participate in any, or all of the offered plans that you meet the

eligibility requirements: the University Supplemental 403(b) Retirement Plan, the State Deferred Compensation 457

Plan, and SURS Deferred Compensation 457 Plan for SURS-eligible employees.

Participation in any of these plans will not reduce any U of I System benefits that are based on full salary, such as

retirement, life insurance, disability, or survivor benefits. Participation is available by payroll deduction only. The amount

of income that can be contributed is subject to IRS limitations.

At retirement or termination of employment, you may defer a portion of your vacation payout into the 403(b) or 457

plans. You must notify UPB at least 60 days prior to separating from the University in order to arrange deferral of

vacation payout.

UNIVERSITY SUPPLEMENTAL 403(B) RETIREMENT PLAN

The 403(b) Plan is a defined contribution plan intended to have tax-favored status under section 403(b) of the IRS Code.

A 403(b) plan is similar to a 401(k) plan, but it is specifically designed for employees of public schools and certain tax-

exempt organizations. The 403(b) Plan offers fixed and variable annuities, mutual funds, stocks, bonds, and money

market funds with low share class fees. You have the option of contributing pre-tax (traditional) and/or Roth (after-tax)

funds to the 403(b) Plan.

 Your traditional contributions are deducted from your pay on a pre-tax basis, which decreases your taxable income.

Distributions will be taxable as ordinary income.

 Your Roth contributions are deducted from your pay on an after-tax basis. These funds and associated earnings can

then be withdrawn tax-free at retirement provided the withdrawal meets certain requirements.

 In 2024, if you are under age 50, the maximum 403(b) contribution is $23,000. This limit is determined annually by

the IRS. If you are age 50 or over, you may contribute up to an additional $7,500. (This maximum is a combined limit

of both traditional and Roth contributions.)

Important: If during any calendar/tax year you contribute to a retirement plan through another employer, it is your

responsibility to monitor your contributions to all plans to ensure you do not contribute over the IRS maximum allowed

each year.

Your investment company choices are TIAA and Fidelity Investments.

For detailed instructions on enrolling, see hr.uillinois.edu/benefits/retirement/403b/sra

STATE DEFERRED COMPENSATION 457 PLAN

The Deferred Compensation Plan is a defined contribution plan intended to have tax-favored status under section 457(b)

of the IRS Code. If you meet the plan’s eligibility requirements, you may choose to invest pre-tax and/or Roth (after-tax)

money in this Plan. Retirement distributions are not taxed by the State of Illinois if taken in accordance with plan

provisions, at full retirement age, and while a legal resident of the State of Illinois.

The plan is administered by CMS with Empower as recordkeeper and plan service provider. The State of Illinois Board of

Investments determines the range of investment choices for the plan. There are a number of investment options,

including the target retirement trust funds, which provide a single diversified portfolio that is professionally managed to

a specific retirement date.

 The minimum contribution is $10 per pay period.

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 Your traditional contributions are deducted from your pay on a pre-tax basis, which decreases your taxable income.

Distributions will be taxable as ordinary income for federal tax purposes.

 Your Roth contributions are deducted from your pay on an after-tax basis. These funds and associated earnings can

then be withdrawn tax-free at retirement provided the withdrawal meets certain requirements.

In 2024 if you are under age 50, the maximum contribution is $23,000. This limit is determined annually by the IRS. If

you are age 50 or over, you may contribute up to an additional $7,500 (This maximum is a combined limit of both

traditional and Roth contributions). The SURS Deferred Comp Plan and the State Deferred Comp Plan are both 457 Plans,

so they have a single, combined joint IRS limit. This means that your contributions to either one or both cannot exceed

the limit listed above (for 2024) in total.

For eligibility and other information about the State 457 Plan, see hr.uillinois.edu/benefits/retirement/457

To enroll in the Plan, go to Empower.

SURS DEFERRED COMPENSATION 457 PLAN

The SURS Deferred Compensation 457 Plan (also known as the SURS DCP) is a defined contribution plan available to all

actively contributing SURS members. Employees that first become a SURS participant (first certified) on or after July 1,

2023 are automatically enrolled in this plan contributing 3% pre-tax and within the first 30-days may opt out of the plan.

Employees automatically enrolled that are still contributing at the default contribution rate will see an automatic

increase in their deferral amount of 1% each July 1st, up to a maximum deferral of 10%. This applies only to employees

that have been automatically enrolled and have been in the plan at least 180 days. Participants may choose to invest

pre-tax and/or Roth (after-tax) money in this Plan. Income from the SURS Deferred Compensation Plan is not subject to

State of Illinois tax when taken as a qualified distribution. Participating in the SURS Deferred Compensation Plan can

help supplement retirement planning, and will not reduce any other University benefits.

The plan is administered by SURS, with Voya as recordkeeper.

 You are eligible to participate if you are an actively contributing SURS member.

 The minimum contribution is $10 per pay period or 1% of your gross pay per pay period.