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Employment

Benefits

Benefits Orientation

All new UIS employees attend a benefits orientation session which lasts approximately two hours and covers topics involving state and University benefits and University policies. The State of Illinois allows new employees a maximum of 10 days to choose any optional programs in which to participate. New employees should attend the orientation session before or on the first day of employment.

If no election for insurance occurs during the first 10 days of employment, the new employee will automatically be enrolled for "member only" coverage under the State of Illinois Quality Care plan, and no dependent coverage can be purchased until either the Benefit Choice period or a special enrollment period. All State of Illinois benefits discussed during the orientation are effective on the first day of employment.

Listed below is the information provided to new employees in an Orientation Kit. This kit includes handouts, forms, and booklets describing all of the various benefits programs, which are also treated separately elsewhere in this section of the handbook.

• State of Illinois Benefits Handbook
• State of Illinois Benefits Choice Book
• State of Illinois Managed Care Booklet
• VSP Vision Program Packet
• State Employees Group Life Insurance Program Booklet
• Reliastar Life Insurance Enrollment Packet
• Prudential Supplemental Voluntary Long Term Disability Packet
• Managed Care Plan County Directory
• Benefits Forms Sheet
• Benefits Contacts List
• SURS Information Letter
• Additional Campus Specific Information

Flexible Spending Plans

These accounts provide employees with the opportunity to pay certain health care and dependent care expenses with before-tax dollars. The following two options are available:

Dependent Care Assistance Plan

Employees may use this plan to cover the cost of day care centers, nursery schools, pre-schools, before- and after-school care, housekeepers who also care for children, adult day care facilities, and adult in-home day care. Contributions to this account can be made only by payroll deduction. The minimum contribution is $20 per month; the maximum is $5,000 per year, per family.

Enrollment is for a plan year of July 1 - June 30. Enrollment cannot be changed or revoked during the plan year unless the employee has an eligible change in family status, such as birth, marriage, or change in spouse’s employment status. Reimbursement claims can be paid weekly and are administered by the Fringe Benefit Management Company. Claims for reimbursement can be submitted up to three months following the close of the plan year. Any amounts unclaimed by September 30 will be forfeited according to IRS regulations.

Medical Care Assistance Plan

Employees may use this plan to pay medical expenses that are not paid by health, dental, or vision insurance such as deductibles, co-payments, non-covered expenses, etc. A complete list of approved expenses is included in State of Illinois Flexible Spending Accounts booklet or IRS Publication 502. Contributions to this account can be made only by payroll deduction. The minimum contribution is $20 per month; the maximum is $5,000 per year. If both the employee and his/her spouse are state employees, each can contribute up to $5,000 per plan year (family maximum $10,000). Claims for reimbursement can be submitted up to three months following the close of the plan year. Any amounts unclaimed by September 30 will be forfeited according to IRS regulations.

Insurance

The University provides group health, dental, and life insurance to all staff members who are on appointments of at least 50 percent time for a continuous nine-month or longer period. Monthly cost of the programs depends upon percent time of appointment and annual contract salary. The staff member must complete the benefits enrollment form in the Net-driven Employee Self-Service and Information Environment (NESSIE) to receive the benefits of the program.

A number of optional programs are also available, such as additional term life insurance, health insurance for dependents, accidental death and dismemberment insurance, and tax-deferred retirement plans. The entire cost of optional plans is borne by the staff member. Initial enrollment for State of Illinois plans must be completed and submitted within the first 10 days of employment. For further information, contact Human Resources (6-7078).

• “Eligible dependents” of the member (employee, COBRA participant, annuitant, retiree, or survivor) include:
• Spouse (does not include ex-spouses or common-law spouses);
• Unmarried child from birth to age 19, including: natural child, adopted child, stepchild who lives with the member in a parent-child relationship, recognized child who lives with the member in a parent-child relationship, child for whom member has legal guardianship as defined in the Group Insurance Act, adjudicated child for whom a court decree has established a member’s financial responsibility for the child’s medical, dental, or other health care;
• Unmarried child age 19 to 23 who meets ALL of the following conditions: a) enrolled as a full-time student in an accredited school, b) financially dependent upon the member, and c) eligible to be claimed as a dependent for income tax purposes by the member; and/or
• Unmarried child age 19 and older who is mentally or physically handicapped and meets ALL of the following conditions: a) financially dependent upon the member, b) eligible to be claimed as a dependent for income tax purposes by the member, and c) continuously disabled from a cause originating prior to age 19.

Dental Insurance

Except for a small monthly charge, the University pays the basic dental insurance premium for full‑time employees or a proportion for those employed 50 percent to 99 percent. Coverage is effective on the first day of work. Dependents will be automatically included for dental coverage effective the same date as their health insurance.

• The Quality Care Dental Plan is a fee-for-service plan with no restriction on choice of dentist. A claim for benefits must be filed by the employee or the dental provider. Benefits under the plan are scheduled; a predetermined amount is paid for each covered dental service, and any difference between the benefit and the dentist's charge is the employee's responsibility.

The schedule of benefits for the Quality Care Dental Plan can be found in the most recent Benefit Choice Options booklet. For further information, contact Human Resources (6-7078).

Health Insurance

Except for a small monthly charge, the University pays the basic health insurance premium for full-time employees or a proportion for those employed 50 percent to 99 percent. Coverage is effective on the first day of work. Once a plan is chosen, no change is allowed until the next annual enrollment period (usually in the spring) unless a qualifying change in family status occurs, such as birth, marriage, or change in spouse’s employment status. Employees may choose from the following plans:

• The Quality Care Health Plan is a fee-for-service plan with no restriction on choice of physician. A claim for benefits must be filed by the employee or the medical provider in order to receive benefits. In most instances, the employee pays deductibles and co-payments.
• Managed Care Plans - HMOs & OAP

HMOs (Health Maintenance Organizations) provide medical care on a prepaid basis, and all medical care must be provided through the primary care physician and HMO selected by the employee. Except for some deductibles and co-payments, the employee is not billed for covered services through an HMO and usually does not file claims for reimbursement. HMOs are designed to encourage preventive medical care and provide coverage for routine medical care such as annual checkups, immunizations, and well-baby care.

An OAP (Open Access Plan) offers three benefit levels including two managed care networks and an out-of-network benefit level, to provide greater flexibility in selecting care providers. The benefit level received is determined by the selection of care providers. The Tier I benefit is often 100% after a co-payment, like our HMOs. The Tier II network benefit is generally 90%. Tier III benefits (out-of-network) are generally 80% of Usual and Customary (U & C). Participants have the flexibility to mix and match providers at each benefit or tier level.

For a current list of participating managed care plans, contact Human Resources (6-7078).

Employees can purchase health insurance coverage for dependents under the same health insurance plan chosen by the employee. The University provides a monthly contribution toward the purchase of dependent health coverage. Application for dependent coverage must be made within 10 days of the first day of employment and coverage will become effective on that day. The name, birth date, and social security number for each dependent are required for enrollment.

If dependent coverage is not elected within the first 10 days of employment, the next opportunity to do so is during the next annual enrollment period unless there is a qualifying change in family status, such as birth, marriage, or change in spouse’s employment status.

Life Insurance

The University will pay the premium for term life insurance coverage equal to approximately the annual salary of full-time employees, or a proportion thereof for those employed 50 percent to 99 percent. Primary and contingent beneficiaries for the term life insurance must be designated. Beneficiaries will receive equal shares unless otherwise specified. Additional term life insurance of up to eight times the annual salary can be purchased up to a maximum of $3,000,000. See the Illinois State Employees Group Life Insurance Program booklet available from Human Resources.

Vision Insurance

The vision care benefit plan is automatically provided at no cost to all insured employees and dependents enrolled in any of the health plans. This benefit covers eye exams, lenses, and frames. The highest benefits apply to network providers, but benefits are also available for non-network providers. Benefits for lenses and frames are available once every 24 months. Vision exam benefits are available every 12 months. For further information, see the State of Illinois Benefits Handbook and Your Vision Care Plan brochure available from Human Resources.

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Retirement

The State Universities Retirement System (SURS) provides retirement, disability, death, and survivors' benefits to all eligible participants and annuitants. Employees are automatically SURS participants if employed in a position that requires work for at least one continuous academic term or four months, whichever is less. Employee contributions to the retirement plan (8% of gross earnings) are automatically deducted from paychecks. The contributions to this plan are not subject to federal or state income taxes when they are made. Information regarding these benefits can be found in the plan specific guides (for traditional, portable, and self-managed plans) produced by SURS.

SURS offers three different retirement plan choices: two Defined Benefit Plans (Traditional Benefit Plan and Portable Benefit Plan), both of which provide a guaranteed pay out upon retirement based on a formula set by the plan, and one Defined Contribution Plan (Self-Managed Plan).

• The Traditional Benefit Plan is the SURS Defined Benefit Plan which has been in existence for many years. If this plan is elected, the monthly benefit received upon retirement is determined by various formulas.
  Under the Traditional Benefit Plan, employee contributions cannot be received until retirement or termination of employment with a SURS covered employer. If a refund is taken, the employee forfeits the employer’s contributions, as well as any investment earnings over 4.5 percent on the account.
  The employee makes no investment decisions under the Traditional Benefit Plan. With this plan there is an automatic survivor benefit.

• The Portable Benefit Plan is designed to allow employees to transfer accrued retirement benefits to other approved public retirement systems both in and out of state upon leaving employment. This plan is much like the existing Traditional Benefit Plan; however, the benefit is slightly reduced. The plan provides a slightly greater account balance refund upon termination of employment. The employee makes no investment decisions under the Portable Benefit Plan. Unlike the Traditional Plan, there is an additional cost for the provision of survivor benefits.
• The Self-Managed Plan establishes an account with an investment entity in the employee’s name into which employee and employer contributions are placed. The employee makes all investment decisions by selecting from among a variety of mutual funds and other investment options. If the Self-Managed Plan is selected, the initial balance includes any prior employee contributions to the SURS Plan, but none of the employer’s contributions. Those contributions are forfeited if this plan is selected.

New employees have six months from their date of hire to select one of the three retirement options. If no decision is made within that time frame, the employee will be automatically enrolled in the Traditional Benefit Plan. The retirement election, once made, is irrevocable. Limited summary information about the three plans is available from Human Resources (HRB 30, 6-6652). Complete information kits can be obtained directly from SURS website or calling 1-800-ASK-SURS.

Retirement Eligibility

Employees are eligible to receive a retirement annuity when one of the following conditions is satisfied:

• the employee has 35 or more years of service credit, regardless of age;
• the employee is at least age 55 with eight or more years of Illinois service after September 1, 1941; however, the benefit is reduced if the employee is not yet 60 years of age unless one of the special retirement options (see below) is exercised; or
• the employee is at least age 62 with five or more years of service after September 1, 1941.

An employee must begin receiving the retirement annuity by April 1 following the year he or she reaches 70 1/2 if not employed at that time. All retirement annuities are paid for life and are not subject to state of Illinois income tax.

An academic employee initiating the retirement process should submit a letter of resignation to his/her supervisor with a copy of the letter sent to Human Resources and the Provost’s Office. A resignation does not become effective until officially accepted in writing by the dean or supervisor and processed by Human Resources. The appropriate dean or supervisor is responsible for changing the appointment to reflect the resignation. SURS should also be contacted to begin the retirement process. Human Resources will conduct a retirement exit interview to review the entire retirement process. For information about tax implications at the time of retirement or other withdrawal of funds, visit the SURS website or contact a SURS representative at 1-800-ASK-SURS.

Service Credit

Service credit is one of the most important factors in determining eligibility for, and the amount of, an employee’s SURS benefits. Employees earn service credit based on the length of their SURS participation. The period used to calculate service credit begins September 1 and ends August 31. During this period, the employee cannot receive more than one year of service credit. Service credit can also be earned for a fractional year of service. Please refer to the Service Credit chart in the SURS Member Guide for specifics.

Some recent enhancements to retirement benefits under SURS include:

30 and Out provision. Allows SURS participants to retire at any age with 30 or more years of service without any early retirement penalty and at the maximum benefit level.

To obtain additional information regarding benefits available from SURS, contact Human Resources (6-7078), visit the SURS website or call SURS (1-800-ASK-SURS).

Benefits after Death of an Employee

SURS provides for two types of benefits after an employee’s death: death benefits to beneficiaries and survivors' benefits. The benefit paid depends on whether the employee dies before or after retirement, the type of retirement plan involved, and the presence of any qualifying survivors.

Survivor Benefits

Traditional Benefit Package
Portable Benefit Package
Self-Managed Plan

Qualified Survivor

• Spouse, age 50
• Unmarried child(ren) under age 18 (22 if full-time student)
• Unmarried disabled child(ren) over age 18 if he/she was disabled prior to age 18
• Financially dependent parent age 55 or over

Spouse is only eligible survivor, if death prior to retirement. If death after retirement will be spouse or contingent annuitant determined by election at retirement.

Spouse is only eligible survivor, if death prior to retirement. If death after retirement will be spouse or contingent annuitant determined by election at retirement.

Minimum Service

• 1.50 years
  
• 5.0 years
  
• 1.5 years

Benefit Amount

• Lump sum of $1,000 plus a monthly survivor benefit of at least 50% of the earned retirement benefit
• 50% Joint and Survivor that begins at member’s earliest retirement age.
• See Death Benefit Section below for Self-Managed Plan

Automatic Annual Increase

• An annual 3% compounded increase applies to the monthly survivors’ annuity, beginning on the January 1 closest to the first anniversary date of the annuity. For example, if the annuity began on August 1, 1994, the first anniversary date was August 1, 1995, so the first 3% increase took effect January 1, 1996.
  
• An annual 3% compounded increase applies to the monthly survivors’ annuity, beginning on the January 1 closest to the first anniversary date of the annuity. For example, if the annuity began on August 1, 1994, the first anniversary date was August 1, 1995, so the first 3% increase took effect January 1, 1996.
  
• A survivor increase can be purchased as an additional benefit if the member chooses to do so.

Death Benefits

• Traditional Benefit Package
• Portable Benefit Package
• Self-Managed Plan

Beneficiary

• Any person(s) or legal entity of member’s choice. Beneficiary designations may be changed at any time. If an employee receives a divorce, the former spouse is disqualified for survivors’ insurance benefits. A former spouse must be designated or redesignated as a beneficiary after the date of the divorce for him/her to be eligible for any lump sum death benefit.
• Spouse, unless spouse gives written consent to name alternate beneficiary.
• Spouse, unless spouse gives written consent to name alternate beneficiary.

Benefit Amount ­ If Death Prior to Retirement

• With less than 1.5 years of service credit, total contributions and interest plus an additional death benefit of up to $5,000, depending upon dependency of beneficiary.
• With 1.5 years or more of service credit and survivor benefits payable, 7/8’s of member’s total contributions and interest (1/8 is retained to provide survivor benefit). Or, if survivor benefits are waived, total contributions and interest plus an additional benefit of up to $5,000, depending upon dependency of beneficiary.
  
• Less that 5 years of service credit, total contributions and interest (no employer contributions).
• With 5 or more years of service credit, with spouse married for at least one continuous year, total contributions and interest plus employer contributions less actuarial value of survivor benefit, or if spouse waives Pre-Retirement Survivor Annuity, the total contributions and interest plus employer contributions.
• With 5 or more year of service credit, no spouse, total contributions and interest plus employer contributions.
  
• With less than 1.5 years of service credit, total investment return (no employer contributions).
• With 1.5 or more years of service credit, with spouse, total investment return plus employer contributions paid as lump sum or used to purchase an annuity.
• With 1.5 or more years of service credit, with spousal consent, alternate beneficiary receives total investment return plus employer contributions.

Benefit Amount ­ If Death After Retirement

With survivor benefit payable, no deaths benefit payable. Without survivor, remainder of employee contributions and interest or $1,000, whichever is greater.
With survivor benefit payable, no death benefit payable. Without survivor, remainder of employee contributions and interest or $1,000, whichever is greater.
Refer to terms of annuity contract.

Because the survivors’ benefits and death benefits are complex issues, employees are encouraged to contact SURS (1-800-ASK-SURS) with questions.

Disability Benefits

SURS provides employees with a disability benefit if the employee is sick or injured and unable to work. The employee who is unable to work due to illness can claim benefits after a minimum of two years of service credit. There is no minimum service credit required to claim disability benefits if the employee becomes disabled due to an accident. Employees who are disabled will receive the greater of the following: 50% of basic compensation on the day the employee became disabled; or 50% of the employee’s average earnings for the 24 months prior to the date the employee became disabled.

The University of Illinois provides an optional Long Term Disability Income Plan. This plan guarantees a 66 2/3% base monthly salary if the employee becomes disabled due to sickness or injury. Benefits are offset by any other benefits the employee may receive, including those from SURS. Monthly premiums are based on the employee's age and his/her maximum monthly benefit, which is 66 2/3% of the employee's monthly salary.

Post Retirement Insurance Benefits

Insurance benefits may be provided after retirement depending on which of the three retirement options are chosen and the amount of service credit the employee has accumulated.

Under the Traditional Benefit Plan with 20 years of applicable service credit, the retiree pays no insurance premium. Retirees with fewer than 20 years of service are required to pay 5% of the state premium for health insurance for each year of service under 20 years (information about specific costs is available from Human Resources, 6-7078).

Under the Portable Benefit and Self-Managed Plans, insurance benefits are the same unless a lump sum distribution is taken.

“Eligible dependents” are defined in the Insurance section above.

There are four instances when members/retirees can change their benefit selections:

• Annual Benefit Choice Period
• Change in Family Status
• Special Enrollment Events
• Other qualified special circumstances as approved by CMS

For additional information on SURS benefits, please refer to the SURS Member Guide. For additional information on the Self-Managed Plan, please refer to the SURS Power of Choice workbook or contact SURS at 1-800-ASK-SURS.

Tax Deferred Retirement Plans

The University offers the opportunity to participate in tax-deferred retirement plans under Sections 403[b] and 457 of the Internal Revenue Code. These voluntary plans permit employees to channel a portion of earnings into investments which allow deferral of federal and state income taxes on both contributions and accumulated earnings under the plans until such time as distribution occurs.

Contributions to a tax-deferred retirement plan are normally intended to help build an additional source of retirement income over and above that accumulating in the University's retirement plan. These contributions become taxable as ordinary income when they are received in the form of cash withdrawals or monthly annuity payments. In some cases, withdrawals can be made before retirement although certain restrictions may apply.

Contributions can be invested in a variety of ways. Salary deductions are transmitted by the University to investment options selected by the employee from among those offered through the University. Information about the investment options and enrollment in the plans is available at Human Resources (HRB 30, 6-7078).

The IRS contribution limi-ts for tax deferred savings plans listed below are as follows: (Refer to the handout “Comparison of 403[b] vs. 457 Plan Provisions” available from Human Resources).

Tax Deferred Annuity 403[b]

The University of Illinois 403[b] Tax Deferred Retirement Program offers investment choices with mutual funds and fixed and variable annuities. Participation in the plan reduces current income tax obligations only and does not affect contributions or benefits based on gross salary, such as retirement, disability, life insurance, or survivor's benefits. The Economic Growth and Tax Relief Reconciliation Act of 2001 (EGTRAA) allows you to take advantage of higher contribution limits under the University of Illinois 403*[b] Tax-Deferred Retirement Plan (TDRP) and the State of Illinois 457 Deferred Compensation Plan. Below are a few of the highlights of EGTRAA:

New limits for the University's 403[b] Tax Deferred Retirement Plan (TDRP): The contribution limits will increase to $13,000 in 2004 and then increase by $1,000 annually until 2006. After 2006, the amounts will be indexed in $500 increments.

New Catch-up Provisions: If you are age 50 or older, you can contribute up to $16,000 (the general contribution limit plus $3,000) in 2004, which will increase by $1,000 every year until 2006. The amounts will then be increased in $500 annual increments after 2006.

If you have worked full-time for the University of Illinois for 15 years or more and you have not taken advantage of all your tax deferral opportunities in the past, you may be able to contribute up to $3,000 more per year to the TDFP.

Information can be requested from Human Resources (206-7078).

Tax Deferred Compensation 457

The State of Illinois 457 Tax Deferred Compensation Plan offers investments with mutual funds and insurance companies. Participation in the plan reduces current income tax obligations only and does not affect contributions or benefits based on gross salary, such as retirement, disability, life insurance, or survivors' benefits. You can take advantage of additional tax-deferred savings through the State of Illinois Deferred Compensation Plan. This plan has the same contributions limits as the 403(b) plan, along with the age 50 and over catch up provisions. The plan limits of the 457(b) plan are no longer coordinated with the 403(b) plan limits. Employees who wish to participate in both the 403(b) and 457(b) plans are eligible to defer the full amount to both plans (see Investing in Your Future booklet). Under certain circumstances, distributions from this plan are not subject to State of Illinois income tax. Contact Human Resources (HRB 30, 6-7078) for investment option information and to obtain the publication titled Building Blocks for Your Financial Future.

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Tuition Waivers

Employee

With approval of the head of the employing unit, members of the academic and administrative staffs of the University and of approved university-related agencies may register in university courses for which they are eligible for admission. Waiver of tuition and service fees is granted for all members of the academic and administrative staff, excluding graduate assistants, whose appointments are 25 percent or more of full-time service, provided the appointment requires services for not less than three-fourths of a term.

On-line waiver application forms for classes taken at the U of I campuses must be completed each semester and are available for benefit eligible employees by going to NESSIE Life Events, Continuing Your Education. The tuition waiver form must be submitted to campus HR prior to the end of the semester in which the course(s) is (are) taken in order to receive the tuition and service fee waiver.

Questions pertaining to tuition waivers should be directed to Human Resources (6-6652).

Children of Employees

A waiver for 50 percent of tuition charges (does not include fees) for up to four years* of study is available to employees’ children provided the child is enrolled in an undergraduate degree program at any public university in Illinois, making satisfactory progress toward a baccalaureate degree, and younger than twenty-five years of age at the beginning of the academic year (defined as the first day of instruction) when the waiver is claimed. Children must also fall under one of the following relationship categories: natural child, adopted child, child of current spouse, or child under court-appointed guardianship. In addition, for children to be eligible for this waiver, parents (i.e., employees) must be eligible to participate in the State Universities Retirement System (SURS) as of the first day of instruction in any semester in which a waiver is claimed. Please refer to NESSIE for further explanation of requirements.

Changes in employee status after the first day of attendance will only affect future terms.

The definition of four years is determined by the institution the student attends and does differ by institution. UIC and UIUC define it as enrollment in no more than eight semesters and four summer sessions. UIS uses the measure of 60 attempted hours but allows exceptions based on degree program and factors such as double majors. Most of the other public senior institutions use 120 hours.

Furthermore, the following conditions apply to employees of the University of Illinois at Springfield:

For attendance of UIS employees’ children at any University of Illinois campus:

The employee must have completed at least seven years of eligible employment at the University of Illinois as of the first day of the academic term, although the seven years do not have to be consecutive.

For attendance of UIS employees’ children at any other public university in Illinois:

The employee must have completed at least seven years of eligible employment at any other public university in Illinois as of the first day of the academic term, although the seven years do not have to be consecutive.

This is a nonrefundable benefit and the total for the waiver and other tuition-restricted programs cannot exceed the total tuition charge. For example, if a UIS faculty member’s child gets a 75% tuition waiver or tuition restricted scholarship from another university, only the remaining 25% of tuition will be waived. This student cannot receive the full benefit of both waivers for which they are eligible.

Employees and their children must complete an Application (Public Act 90-0282) Interinstitutional 50% Tuition Waiver for Children of Public University Employees, available from Human Resources (HRB 30). Human Resources will verify the employment status and service credit and forward the form to the Office of Financial Assistance at the university the child attends. If approved by that office, the waiver will be posted. For more detailed information about employee eligibility, consult the rules and regulations on the back of the form, or call Human Resources (6-6652). Questions regarding student eligibility should be directed to the Office of Financial Assistance at the university that the student attends. (Financial Assistance offices administer the program and verify requirements such as student’s age, satisfactory progress toward a degree, and length of time that the benefit has been received.)

Workers' Compensation

If an employee suffers an injury as a result of employment at the University, the employee may be entitled to benefits under the Illinois Workers' Compensation Act. This statute requires the employee to notify the employer when an accidental injury occurs and to specify that the employee believes the injury occurred as a result of the employment. Failure to give this notice may result in a loss of workers' compensation benefits.

Weekly compensation benefits may be available if it is medically established that the employee has a disability which prevents reporting to work as a result of an occupation-related injury. Benefits are not payable for the first three work days which are missed due to an occupational injury unless the disability extends to 14 or more calendar days.

If treatment is necessary, the employer must pay the reasonable costs of necessary treatment by any two doctors chosen by the employee and all the doctors and hospitals the first two doctors send the employee to for treatment. The employer must also pay the costs of emergency treatment for first aid. If Human Resources does not receive notice within 45 days of an occupation-related accident, a claim for benefits will be denied.

Employees should:

• Promptly seek appropriate medical care. This procedure will safeguard employee interests under the Illinois Workers' Compensation Act and failure to do so may affect the employee's right to compensation for time lost or reimbursement for expenses incurred.
• Immediately notify the unit supervisor and call Human Resources to receive guidance on forms, filing requirements, and procedures to receive benefits. It is the responsibility of the employee to ensure that all forms are completed and returned to the Workers’ Compensation Coordinator (6-7078) in order to receive benefits.
• Notify the Workers' Compensation Coordinator of the name, address, and telephone number of each medical provider seen in connection with the employee's occupational injury.
• Either notify or have the medical provider notify Human Resources in writing about: 1) the time period needed for usage of sick leave and/or vacation time to recover from the occupation-related injury; and 2) the projected date of return to work. This is especially critical in receiving any compensation benefits.
• Retain records of all bills, dates of treatment, time periods of absences, names of medical providers, and any other information relating to the claim.

Where possible, employees should seek medical care from their primary care physician. Employees with medical emergencies are asked to seek emergency medical care at one of the following:

St. John's Hospital
800 East Carpenter Street
Springfield, IL 62769
Phone: (217) 544-6464

Minor injuries (i.e. cuts, scrapes, etc.) may be treated in Campus Health Services, BSB 20, University of Illinois at Springfield, Monday-Friday 8:30 a.m. to 5:00 P.M. (217) 206-6676.

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