Benefits

Delta Dental of Illinois

Group# 20240

• Employees have the option to enroll in Dental Only coverage.
• Note: If you enroll in both health & dental coverage, dependents must mirror coverage of the member.

For assistance call 800-323-1743

(HMO) Health Maintenance Organization

BlueAdvantage HMO (Group Number B06800)

HMO Illinois (Group Number H06800)

Blue Cross Blue Shield OAP (Group Number 263995) 

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 $150 annual prescription deductible applicable for each plan participant. Only a co-payment applies when the medical services are coordinated through the PCP.

For assistance call 800-868-9520

 

(PPO) Preferred  Provider Organization

Group Number 285658

The Quality Care Health Plan (QCHP) administered by AETNA 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 costs if participant utilizes:

• PPO Hospitals for Inpatient and Outpatient Services.
• CVS Caremark
  (An annual $150 deductible will be applied to each plan participant)

For assistance call 800-628-3323

Basic – Term life insurance coverage is provided automatically at no cost to employees through (CMS) Central Management Services. Active, non-retired Employees are insured for an amount equal to their annual basic salary.

Optional – Additional life Insurance coverage is available up to 8X the basic salary.

Accidental Death & Dismemberment  – Coverage for employees is equal to their basic insurance election, or up to the combined amount of their basic & optional insurance.

Spouse & Child – Available at a flat rate.

For assistance call 800-880-6394

Provided at no additional cost to employees and their dependents.. Plan participants are eligible to receive the following benefits:

Services	Network Provider Benefits	Out-of Network Provider Benefits
Spectacle Lenses(single, bifocal and trifocal)	$30 co-payment	$30 allowance for single vision lenses
Standard Frames	$30 co-payment (Up to $175 retail frame cost: member responsible for balance over $175)	$80 allowance
Contact  Lenses (All contact lenses are in lieu of standard frames and spectacle lenses)	$120 allowance	$120 allowance
For additional information contact the Plan administrator EyeMed Vision Care.

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 (833) 955-3400 and access Click here to access the website. 

The plan administrator is subject to change based on the State negotiations: please contact the Office of Human Resources for assistance. 

 Flyer

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Employees MUST Re-Enroll Each Year

The Illinois Department of Central Management Services (CMS) offers 2 Flexible Spending Accounts Programs: 

• The Medical Care Assistants Plan (MCAP) - The MCAP maximum contribution limit is $3,050 for the FY24 plan year period. Funds must be used within the plan year, July 1, 2023 – June 30, 2024, and all claims must be submitted by September 30, 2024. The rollover of unused FY24 funds will be capped at $610.
  Participants who do not re‐enroll for the new plan year will forfeit any amount eligible for rollover.
• Dependent Care Assistants Plan (DCAP). An HSA is like a 401(k) for healthcare, yet the HSA tax benefits are far greater.  The HSA is a tax‐favored, interest-bearing account that active State employees can use to pay for qualified medical expenses now, or in the future.  (Any unused DCAP funds at the end of the plan year will be forfeited (June 30).

For assistance call 888-469-3363

Employees MUST Re-Enroll Each Year

An HSA is like a 401(k) for healthcare, yet the HSA tax benefits are far greater. It is a tax-favored, interest-bearing account that active State employees can use to pay for quallfied medical expenses now, or in the future. Active State employees who qualify (see Qualifying for an HSA below), can save or invest the account funds. Paired with the Consumer Driven Health Plan (CDHP), an HSA is a powerful financial tool that gives you more control of your healthcare decisions. 

You cannot be enrolled in both an HSA and MCAP Flexible Spending Account.

 

For assistance call 888-469-3363

Enrollment & Beneficiairies

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.

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.

Note: If you do not make this decision within six months of your date of hire, you will remain in the Traditional Plan. This default enrollment is also irrevocable. 

 

For assistance call 800-275-7877

 

Check Balances

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).

To file a claim, the necessary forms are required and shall be completed or provided by the: 1) employee, 2) employee’s supervisor, 3) witness, 4) medical documentation, and 5) medical bills, and received by the Office of Human Resources, where 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.