Benefits

Family with stethoscopeState of Illinois Department of Central Management Services (CMS) administers the State Employees Group Insurance Programs. Coverage begins the date of hire and therefore new-hires must attend the orientation scheduled by the Office of Human Resources/ Benefit’s Unit. Employee(s) may choose to Opt-Out of the State offered health and dental coverage (proof of other coverage not administered by CMS is required).
  • Full-time benefit eligible employees are able to participant in the provided health, dental, vision and life insurance plans.
  • Part-time status employees working 50-99% may purchase the same coverage through the State by paying a proportionate share of the State’s cost.
  • Eligible dependents of a Member may participate in the same health, dental and vision plan.

 Employees have an opportunity to make changes during the:

  • Annual Benefit Choice Period (May 1st - May 31st)
  • Experiencing a Qualifying Change in Family Status.

Refer to the State of Illinois Benefits Handbook to obtain additional information.

Insurance Plans

Benefit Eligible employees and their covered dependent(s) participating in one of the State offered health plan may elect dental coverage under the Quality Care Dental Plan (QCDP). Enrollees are allowed to receive services from any dental provider. Each plan enrollee is subject to an annual plan deductible for all dental services, except those listed in the Schedule of Benefits as “Diagnostic” or “Preventive”. Listed services are reimbursed at a predetermined maximum scheduled amount. The Dental Schedule of Benefits is available on the Benefits website

Health Maintenance Organization (HMO)

Managed Care Health Plans provide health care through a system of network Providers. Participants must select a Primary Care Physician (PCP) from a network of participating providers. All routine medical care, hospitalization, and referrals for specialized medical care must be coordinated under the direction of your primary care physician. Comprehensive medical benefits are offered at lower Out-of-Pocket cost by utilizing network Providers. There are no annual plan deductibles for medical services; however there is a $50 annual prescription deductible applicable for each plan participant. Only a co-payment applies when the medical services are coordinated through the PCP.

Indemnity Plan – Quality Care Health Plan (PPO)

The Quality Care Health Plan (QCHP) (administered by CIGNA) is a traditional indemnity health plan which offers a comprehensive range of benefits. Under this plan participants can choose any physician or hospital for medical services and any pharmacy for prescription drugs. Plan participants receive enhanced benefits resulting in lower out-of-pocket cost when utilizing:

  • Preferred Provider Organization (PPO) Hospitals for Inpatient and Outpatient Services.
  • Pharmacy network (Medco retail pharmacy network) an annual $75 deductible will be applied to each plan participant for prescription coverage.
  • Behavioral health benefits, through the Behavioral Health Plan Administrator (Magellan behavioral health network).
  • Transplant PPO Network (Notification Administrator, Intracorp).

The Plan year deductible must be satisfied prior to benefits begin, unless the Family Cap has been met. The annual deductible is based on the annual salary as of the first of each April preceding the beginning of the next Plan Year. The Plan Year Deductible also applies toward satisfying the Out-of Pocket Maximums. The coverage for Prescription Drugs and behavioral health services operates independently of medical benefits. It is not necessary to satisfy the Plan Year Deductible in order to start receiving benefits for these benefits. Information is available here.

Basic – Term life insurance coverage is provided automatically at no cost to benefit eligible employees through the State Employees Group Insurance Program. Each eligible active, non-retired Employee is insured for an amount equal to their annual basic salary.

Optional – Additional life Insurance coverage is available up to eight times the basic State-provided amount. The premiums for optional life insurance coverage are the employee’s expense.

Accidental Death and Dismemberment (AD&D) – Coverage for employees equal to the basic life insurance amount, or the combined amount of the basic and optional life insurance.

Spouse Term Life Insurance and Child Term Life Insurance – Available at a Group-Rate.

The Vision Plan is provided at no additional cost to employees and their dependents enrolled in any of the State-sponsored health plans. This plan is intended to encourage regular eye examinations and assist with vision care expenses when glasses or contact lenses are needed. Under the plan an eye exam is covered once every 12 months. The benefits for spectacle lenses and frames or contact lenses is payable once every 24 months. Plan participants are eligible to receive the following benefits:

Services Network Provider Benefits Out-of Network Provider Benefits
Spectacle Lenses(single, bifocal and trifocal) $10 co-payment $40 allowance for single vision lenses
Standard Frames $10 co-payment (Up to $130 retail frame cost: member responsible for balance over $130)! $50 allowance
Contact  Lenses (All contact lenses are in lieu of standard frames and spectacle lenses) $100 allowance $100 allowance

For additional information contact the Plan administrator EyeMed Vision Care.

 

Programs

Central Management Services Group Insurance Division provides free confidential counseling services through the Employees Assistance Program (EAP) administered by Magellan Behavioral Health. Active State Employees and their Dependents participating in the State Employees Group Insurance Program may access this benefit. This includes active employees who opt-out or waived health and dental coverage. The program offers professional guidance and assistance to help individuals going through difficulty times. Please call (866) 659-3848 and access the web-site www.MagellanHealth.com. The plan administrator is subject to change based on the State negotiations: please contact the Office of Human Resources for assistance. 

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:

  1. 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.
  2. 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.