The following information includes a summary of benefits available at the Illinois Natural History Survey. For more complete, official information, please refer to the Board of Natural Resources and Conservation (BNRC) Policy, Procedure and Information Manual for the Illinois Scientific Surveys, and the Illinois Natural History Survey's "Internal Policy and Procedures Manual." All specific questions or requests for additional information should be directed to the Human Resources Office. The Human Resources Office may be reached by phone at (217) 244-7793, (217) 244-4592, or by email at hroffice@inhs.uiuc.edu.

Holidays

Twelve scheduled holidays (13 total days) are observed by the Survey: New Year's Day, Martin Luther King's Birthday, Lincoln's Birthday, Washington's Birthday, Memorial Day, Independence Day, Labor Day, Columbus Day, General Elections Day (every second year), Veteran's Day, Thanksgiving (Thursday and Friday), and Christmas.

Vacation Leave

Full-time staff earn 2 workdays of vacation per month (24 days/year) on a cumulative basis, maximum carryover of 48 days. Part-time staff, appointed at least 50% time for at least 9 months, earn on the same basis prorated in proportion to their percent time. Vacation should be scheduled at a time that is mutually agreeable to the supervisor and the staff member. Vacation leave may be taken in increments of 15 minutes. Upon retirement or termination of employment, a staff member is compensated for unused vacation, up to 48 days.

Personal Leave

Full-time staff earn three days a year of personal leave; eligible part-time staff earn on the same basis, prorated in proportion to their percent time. Personal leave does not accrue from one calendar year to another (use or lose within the calendar year). Personal leave may be taken in 15 minutes increment and may be used before it is earned.

Sick Leave

Full-time staff earn 1 workday of sick leave per month (12 days/year) on a cumulative basis. There is no maximum number of sick days that may be accumulated. Part-time staff, appointed at least 50% time for at least 9 months, earn on the same basis prorated in proportion to their percent time. Upon retirement, a staff member may be eligible to apply unused sick leave toward years-of-service credit in the retirement system. If no sick leave is used during an entire calendar year, one extra personal leave day will be awarded the following January 1^st.

Leaves of Absence

Leaves of absence without pay may be granted for such reasons as disability, sickness, education, personal or family responsibility, service in the military or the Peace Corps. Employees on leave who qualify for Family Responsibility Leave (whether paid or unpaid) continue to be eligible for state-paid insurance coverage for a period up to six months. The leave may be extended for an additional six months, although state-paid insurance would terminate at six months. Total leave not to exceed one year.

Maternity/Paternity Leave

A paid maternity/paternity leave may be granted during the first two weeks after the birth or adoption of a child. The Survey will grant 20 working days for maternity leave, and 15 working days for paternity leave.  (Certain restrictions apply.)

Retirement System

The State Universities Retirement System of Illinois (SURS) provides retirement, disability, death, and survivors' benefits to all eligible SURS participants and annuitants. You are automatically a SURS participant if you are employed in a position that requires you to work for at least one continuous academic term or 4 months whichever is less. Staff members contribute 8% of gross earnings to SURS. Within 6 months of start date, staff must elect the Traditional Plan, Portable Plan, or Self-Managed Plan. The plan chosen will be irrevocable. If a plan is not elected in time, staff will be defaulted to the Traditional Plan. Members of SURS are not eligible for Federal Social Security coverage. No Social Security taxes are withheld from earnings. However, all staff members employed after 4/1/86 contribute to the Medicare portion of Social Security (percentage is determined by government regulations). A staff member becomes vested after 5 years of service credit. For complete information, contact the Human Resources Office.

Health Insurance

Full-time and part-time (at least 50% time) staff health insurance is provided by the State. The staff member makes a small monthly contribution based on annual salary and can purchase health insurance coverage for eligible dependents. Coverage through a health maintenance organization plan (HMO) or coverage through the Quality Care Health plan (an indemnity style health plan) is available. Eligible part-time staff members who elect health insurance coverage pay a portion of the State's cost in relation to their percent time appointment.

Quality Care Health Plan
This plan offers a comprehensive range of benefits, as well as some features not available through HMOs. Under the Quality Care Health Plan, the staff member is free to choose any provider and to change providers at any time. Benefit enhancements are available by utilizing Preferred Provider Organization (PPO) hospitals, the pharmacy network, and mental health and substance abuse network providers.

Health Maintenance Organizations
HMOs are managed care plans that provide comprehensive benefits on a prepaid, fixed basis. HMO members must choose a primary care physician from those participating in the HMO provider network.

Dental Insurance

Staff members who are eligible to participate in the health program may elect dental coverage for a small premium through Quality Care Dental Insurance. Dental coverage may be waived. Part-time staff, who elect health insurance, will pay premiums based upon their percent time appointment. Dependents enrolled in a health plan are automatically enrolled in the dental plan when the member has elected dental coverage.

Quality Care Dental Plan
The staff member may go to any dentist for treatment and receive a broad range of coverage. Participants are required to satisfy an annual plan deductible for non-preventative services. Preventative services are not subject to this deductible. This plan reimburses a predetermined or "scheduled amount" for each covered service. The staff member is responsible for any amount over the scheduled benefit.

Vision Care Plan

Vision benefits are available to all members and dependents with health coverage at no extra cost. The plan is designed to encourage maintaining vision through regular eye examinations and to aid with vision care expenses when glasses or contact lenses are required. Covered services include eye exams once every 12 months from the last date of service. All other benefits are available once every 24 months from the last date of service.

Life Insurance

There are two types of coverage available: basic coverage and optional coverage.

Basic Coverage (state paid)
Term life insurance is provided through the State Employees Group Insurance Program. This benefit is provided automatically by the State at no cost to benefit eligible staff. Each eligible, active, non-retired staff member is insured for an amount equal to his/her salary.

Optional Coverage (member paid)
Staff may purchase optional insurance at low group rates. All premiums for any optional insurance are at the member’s expense. Optional life insurance may be purchased in units equivalent to 100% of the annual salary per unit (maximum of 8 units); rate is based on age and amount of coverage. Accidental Death and Dismemberment coverage and life insurance plans for spouse ($10,000) and/or children ($10,000) are also available. Coverage in excess of 4 times will terminate when an annuitant turns age 60.

Employee Assistance Program

The Employee Assistance Program is a voluntary, strictly confidential, program which is designed to link employees with professional counselors when they or their family members need assistance to deal with personal problems, such as alcohol or drug abuse, emotional difficulties, financial problems, legal problems or family relations. The Agency Referral coordinator can advise if professional help is required, make appointments, act as liaison with these services, and advise on insurance coverage and costs for recommended treatments.

Adoption Benefit Program

This program reimburses eligible expenses up to $1,500 for the adoption of a "waiting" child and up to $1,000 on the adoption of a "non-waiting" child. This includes legal fees, court fees, adoption agency fees, required medical exams and initial immunization for the child and transportation costs involved in getting the child to you. Adoption must be final before this benefit is allowed.

Flexible Spending Accounts

The IRS regulates the Flexible Spending Accounts. Two types of plans are available: Dependent Care Assistance Program (DCAP) and Medical Care Assistance Program (MCAP). Staff members are able to pay dependent care expenses and certain medical expenses with tax-free dollars while reducing annual taxes.

Dependent Care Assistance Plan
Dependent Care Assistance Plan (DCAP) can be used to reimburse expenses for your eligible dependents if both you and your spouse work, or if you are a single head-of-household and you must provide daily care for children or disabled adult members of your family in order to work. The minimum contribution is $20 per month. The maximum could be up to $5,000 annually. The amount you contribute to DCAP is deducted from your pay before Illinois, Federal and Social Security taxes are withheld and do not appear on your W-2 Form as taxable income.

Medical Care Assistance Plan
The Medical Care Assistance Plan (MCAP) allows you to save tax dollars on certain health care expenses not covered or paid in full by your health plan, such as deductibles, co-payments or other non-covered expenses. You may contribute up to $5,000 annually. Minimum contribution is $20 per month. You are restricted against using the same medical expenses for a tax deduction and for the MCAP. The IRS disallows cosmetic surgery or procedures. Medically necessary orthodontics are legitimate expenses as are some over-the-counter medications. See IRS publication 502 for a full listing.

Deferred Compensation or Tax Sheltered Retirement Plan

The State’s Deferred Compensation Plan (457) and the Universities’ Tax Deferred Retirement Plan (403b) are supplemental retirement savings programs that offer staff members a convenient way to build savings for the future while enjoying current tax breaks. The staff member designates an amount to be withheld from each paycheck, and decides how much and where to invest the money. Staff may enroll in the plan(s) at any time. Check current IRS guidelines for maximum yearly contributions.

Probationary Review

All newly appointed staff members and staff members who accept a different position within the Survey are subject to a "Probationary Review Period." The employment of any newly appointed staff not performing satisfactorily may be terminated at any time within the review period, which is one (1) year.

Work Schedule

The Survey's standard work schedule is 8am-noon and 1pm to 4:30pm, Monday through Friday, except where flexible work schedules are approved.

Additional Benefits

The Illinois Natural History Survey is an affiliated agency of the University of Illinois at Urbana-Champaign. Staff members are also eligible for the following UI benefits.

University of Illinois Employees Credit Union
Survey staff are eligible to become members of the University of Illinois Employee Credit Union. Payroll deductions can be arranged for loan payments and/or savings.

Savings Bonds
Savings bonds purchased through payroll deductions provide an easy, convenient method of saving regularly that offers tax advantages and near-market interest on small sums of money.

Tuition Waivers
Staff members who take University of Illinois classes are eligible for a tuition fee waiver. Classes related to current work assignments, projected new work assignments, or approved career development programs may also be taken at local colleges (supervisor's approval is required if any classes are taken during the work day).

UI Staff ID Card
Upon receiving a staff ID card, a Survey staff member is eligible to use the University of Illinois Library and the Intramural Physical Education (IMPE) Building, purchase discounted tickets to cultural events at Krannert Center, athletic events, and events sponsored by the Illini Union Social Committee. Campus parking privileges are also available and may be paid through payroll deductions. With a UI staff ID, employees may utilize the local bus (MTD) service and campus buses with no fee.