The Illinois Department of Central Management Services (CMS) offers the Flexible Spending
Accounts Program consisting of: The Medical Care Assistants Plan (MCAP) and Dependent Care Assistants Plan (DCAP). Funds are set aside from your salary before taxes are deducted, allowing you to pay
for the following expenses:
- DCAP covers eligible dependent care expenses to ensure your dependent (child or elder)
are taken care of while you and your spouse (if married) are working.
- MCAP pays for your eligible medical expenses not covered by your insurance or any other
plan. Minimum Deposit: $20 monthly ($240 annually) Maximum Deposit: $416.66 monthly
($4,999.92).
$555.54 per month for university employees paid over a 9 month period.
Provides retirement, disability, death, and survivor benefits to eligible SURS participants
and annuitants. Eligible employees are automatically enrolled in SURS when employment
begins. You will not pay into Social Security during your employment with a SURS-covered
employer, so you are not eligible for Social Security coverage based on this employment.
You will pay Medicare taxes of 1.45% of your gross earnings. SURS contributions of
8% (9.5% for police in the Traditional and Portable Benefit Packages) of your gross
earnings will be automatically deducted from each employment paycheck. This is a lifetime,
irrevocable decision. After SURS is notified about your employment, they will send
you a detailed Choice Packet to your home address. Note: If you do not make this decision
within six months of your date of hire, you will automatically be enrolled in the
Traditional Benefit Package. This default enrollment is also irrevocable.
As a new member of SURS, you must choose a retirement plan within the first 6 months
of your employment. Your choice will depend on the types of benefits you wish to receive
in the future, as well as the amount of personal involvement you want in determining
where and how your contributions are invested. SURS members must choose one of three
retirement options: Traditional Plan, Portable Plan or Self-Managed Plan. When you
attend the employee orientation additional information will be provided or you can
obtain clarity from the SURS website www.surs.org.
The Department of Central Management Services/Risk Management Division (CMS) administers
the Workers’ Compensation Program for State of Illinois employees. The Early Intervention
Program Administered by CareSys is designed to ensure that State employees injured
on the job, receive quality medical care and that their recovery is complete. Chicago
State University employees experiencing a work related injury that requires medical
care should follow the steps listed below:
- Report the injury immediately to your supervisor.
- Contact the Campus Police Department for assistance and to file a police report (773)
995-2111.
- Contact the Human Resource Department to received the Workers’ Compensation packet
and instructions on the procedure used in filing a claim: Chicago State University,
Office of Human Resources, 9501 S. King Drive/ADM, Chicago Illinois, 60628, phone
(773) 995-2040 or fax (773) 995-2942.
- The campus Wellness Health Center, located in ADM-103 is available to assist the injured
employee until outside medical care can be rendered.
- If the injury requires medical care, the employee chooses where to obtain their medical
treatment:
(1)Through the employee’s own primary care physician (having the bills and medical
documentation submitted to CSU Office of Human Resources).
-OR-
(2) Medical treatment can be obtained at Concentra Medical Center located at 900 E.
103rd St. Chicago, Illinois 60628 (If CMS finds the claim non-compensable the employee
will be responsible for the bills incurred).
Once the necessary claim forms are completed by the employee, employee’s supervisor,
witness and the medical documentation and medical bills are received in the Office
of Human Resources the claim will be submitted to CMS for review. If the claim is
compensable CMS will pay the associated medical bills, however if the claim is reviewed
and determined non-compensable the employee should file the bills with their own health
insurance company.