Benefits:
Frequently Asked Questions
INSURANCE:
Who is eligible for insurance coverage?
In order to be eligible for insurance coverage the following criteria must be met: eligible to participate in the university retirement system, paid salary through local university payroll or the state comptroller, hired to work at least half-time or 50% (18.75 hours per week).
Can an employee waive insurance coverage?
For full-time employees participation is required under the State Employees Group Insurance Program as defined by the State Employees Group Insurance Act of 1971. For employees who are working part-time (anything less than 37.5 hours per week) participation is optional. If covered, employee must pay a portion of the State's cost in relation to the percentage of hours worked. Must be employed at least half-time or 50% to be eligible for insurance coverage. However, PA 92-0600 has amended the Group Insurance Act and for the first time, any member who is eligible for and/or enrolled in the State Group Insurance Program may, with proof of other comprehensive health coverage, elect not to participate in the Program. Members who opt-out will no longer be enrolled in health, dental or vision coverage through the Department of Central Management Services. The election to opt-out is entirely voluntary and there is no financial incentives or considerations available to those who opt-out.
If I am already covered under my spouse's state insurance program, can I continue as a dependent and waive coverage as an employee?
Only part-time employees may waive coverage. You can not be covered as an employee and a dependent on the state insurance program. Your spouse would need to contact their agency to terminate your coverage and should inform the employing agency that you will be covered as an employee on the state program and give your date of hire.
If I accept a position, how soon does insurance coverage begin?
New employees are covered effective the first day of employment.
Once hired, how long do I have to decide which insurance plan I want?
New employees have 10 calendar days from the initial employment date to make health, dental and life insurance coverage choices. If an employee fails to make the benefit elections within the 10 day period, coverage with automatically be enrolled in the Quality Care Health Plan and Quality Care Dental Plan and provided with basic life insurance coverage. New employees may enroll eligible dependents within the 10 calendar days of employment effective date. If dependent coverage is not elected during the first 10 days, the employee must wait until the next eligibility period to request dependent coverage. Annually there is a Benefit Choice Period during which time employees may make changes to their health insurance coverage.
Is there a pre-existing condition clause on the health plans?
There are no pre-existing condition clauses for any of the Managed Care insurance options; only participants in the Quality Care Health Plan. In QCHP, new employees and new dependents (excluding newborns and adopted children) are subject to possible health benefit limitations based on pre-existing conditions. During the first six months of a new employee or new dependent's coverage QCHP provides no benefits or only limited benefit coverage on any pre-existing condition. The pre-existing condition time period may be reduced or completely eliminated by providing documentation, "Certificate of Creditable Coverage" from another insurance plan, provided there was not a break in coverage of mare than 63 days. Federal law (HIPAA) requires all health insurance plans to provide "Certificates of Creditable Coverage" upon termination from a plan. HIPAA Also provides that coverage for newborn children and adopted children is not subject to pre-existing condition limitations. Pregnancy is not subject to pre-existing condition exclusions.
RETIREMENT:
What retirement plan options are available?
Employees do not contribute to FICA Social Security but rather are automatically enrolled in the State Universities Retirement System, if they are employed in a position that requires work for a continuous academic term or four months, whichever is less. Three different SURS retirement plans are available to employees: the Traditional, Portable or Self-Managed plan. New employees have six months to make the choice as to which option will best suit their needs; the choice is irrevocable. If no choice is made, the employee is defaulted into the Traditional Plan.
How much do employees contribute to retirement and when will contribution begin?
Employee contribute 8% of gross earning, including earning for overtime and vacation pay. Employee contributions begin with the first payroll upon hire into a qualifying position.
When is an employee considered to be "vested" in the retirement plan?
Employees are vested upon completion of five (5) years in the retirement program.
MISCELLANEOUS:
If I have previous service time with the State of Illinois, can I get credit for this?
Yes, prior qualifying State of Illinois employment may be verified and would then be used to determine the level at which an employee earns or is granted vacation benefits based on appointment type.
Do SIU employees receive the same holidays that State of Illinois employees receive?
No. SIU-SM employees receive thirteen paid holidays each calendar year. There are five designated holidays recognized by the University: Independence Day, Labor Day, Thanksgiving Day, Christmas, New Year's Day, and Memorial Day; and seven designated holidays or administrative closures to be determined by the President of the University. Holiday Schedule.
Where do I park at SIU?
New employees may receive a free five-day parking pass from SIU Security, which will allow them to park in any SIU-designated parking lot, while considering their parking options. Employees may either choose to purchase a parking pass for SIU lots or may choose to find on-street parking. Parking for an entire fiscal year is at a cost of $70 for students, faculty and staff earning more than $20,000/annually, or $45 for those earning less than $20,000. Parking stickers for each additional vehicle may be purchased at an annual cost of $20. SIU employees that work in buildings owned by St. John's Hospital or Memorial Medical Center may have additional parking options. Physicians with hospital staff privileges receive free parking stickers which allow them to park at no charge in the lots provided by the hospital.