RETIREMENT

EARLY RETIREMENT OPTION

FACULTY

Those who retire between age 55 and 60 with at least 8 but less than 35 years of service in SURS may do so without the normal reduction of 1/2 of 1% of the initial annuity for each month that the retirement age is under 60. The program requires a one-time employer contribution of 20% of the highest full-time annual salary rate for each year that the retiring employee is less than age 60, and a one-time employee contribution of 7% of the highest full-time annual salary rate multiplied by the lesser of: the number of years the retiring employee is less than age 60, OR the number of years the retiring employee’s creditable service is less than 35 years (20% and 7% for age 59 or 34 years of service, to a maximum of 100% and 35% for age 55 or 30 years of service). This plan is in effect until 9/1/02. *Note: Recent retirement legislation reduces the 35 year service requirement (to retire at any age without penalty) progressively to 30 years in the year 2002. In the year 2003, the 35-year requirement will be reinstated. Questions about early retirement should be directed to SURS (378-8800).

A/P

Same as for faculty

Same as for faculty

G/A

A student is not eligible to participate in the Retirement System if he or she is enrolled in and regularly attending classes in a college or university that appoints him or her on a temporary basis at less than full-time.

Does not apply

STAFF

Same as for faculty

Same as for faculty

INSURANCE AND HEALTH CARE

WORKERS’ COMPENSATION

FACULTY

An employee who suffers an injury as a result of his or her employment at the University may be entitled to benefits under the Illinois Workers’ Compensation Act. This act requires the employee to notify the employer of the occurrence of the accidental injury and of the fact that the employee believes the injury occurred as a result of his or her employment. Failure to give this notice may result in a loss of workers’ compensation benefits. The procedure for reporting on-the-job accidental injuries: (1) report the accidental injury, however slight, to the supervisor; (2) seek medical treatment; (3) complete the Injury Report form. Benefits are unaffected by visiting or part-time status as long as salary is provided by the University. The Office of Claims Management administers the workers’ compensation benefits (333-1080).

A/P

Same as for faculty

G/A

Students registered in University classes for residence work are assessed two separate health fees each semester: a Health Service Fee and a Health Insurance Fee. The Health Service Fee covers health services at McKinley Health Center and helps fund the Counseling Center. The Health Insurance Fee provides worldwide group health insurance coverage on a semester basis and includes all holidays in the semester and the period between semesters. A student may request exemption from the Health Insurance Fee only by providing proof of equivalent coverage within a specified period each semester. The group health insurance may also be purchased for a spouse and dependent children. Under certain conditions, the group health insurance may be extended for the entire summer vacation period or for one term beyond the last term of enrollment.

Same as for faculty

STAFF

Same as for faculty

Same as for faculty

FEE EXEMPTIONS

TUITION WAIVER

FACULTY

A waiver for 50% of tuition is available for up to four years for children of current employees. Children must be enrolled in and making satisfactory progress toward an undergraduate degree at an Illinois state institution of higher education, be younger than 25 years of age at the beginning of the academic year, and fall under one of the following relationship categories: natural child, adopted child, child of current spouse, or child under court-appointed guardianship. Parents must be employed in a position that makes them eligible for University-paid insurance and have seven years of U of I (or other Illinois state university) service in positions that made them eligible for University-paid insurance. Illinois State Survey, Alumni Association, and UI Foundation employees who are paid on UIUC payroll are not eligible for this waiver. SURS annuitants are also not eligible.

A/P

Same as for faculty

Same as for faculty

G/A

Assistants enrolled in most departments receive a waiver of full tuition and the service fee when they hold appointments ranging from 25% through 67% time, provided that services are required for not less than ¾ of a term. In some units, assistants may receive a waiver of the base-rate tuition and the full service fee when they hold appointments ranging from 25% through 67% time, provided that services are required for not less than ¾ of a term. Only the service fee exemption is available to graduate assistants with appointments of over 67% for at least ¾ of the term. For students holding such appointments through the second semester, the tuition and service fee waiver extends through the summer session unless they hold an appointment for less than 25% or greater than 67% during that summer session. Spouses and dependent children of graduate assistants having an appointment of at least 25% are treated as residents for purposes of tuition assessment.

Does not apply

STAFF

at other institutions under the State Universities Civil Service System. Spouses and dependent children of staff members having an appointment of at least 25% are treated as residents for purposes of tuition assessment.

Same as for faculty

TAXABILITY

VACATIONS AND HOLIDAYS

FACULTY

Staff members appointed for an academic year (9 months) or 10 months paid over 12 months have no vacation benefits except for specifically approved holidays. Staff members appointed on a 12-month basis receive 24 workdays of paid vacation per appointment year at the percentage of their appointments. Vacation is arranged to accommodate the staff member but must be in the best interests of the unit. A maximum accumulation of 48 vacation days may be carried over from one appointment year to the next. Holidays recognized by the University include New Year’s Day, Martin Luther King Jr.’s Birthday, Memorial Day, the Fourth of July, Labor Day, Thanksgiving, Christmas, and such other days as may be determined by the president of the University. The total of all holidays is 11.

A/P

Same as for faculty

Same as for faculty

G/A

Same as for faculty

Same as for faculty

STAFF

The amount of vacation and personal leave earned is based upon the hours in pay status, the number of service years completed, and the exemption or nonexemption from overtime coverage. Nonexempt: approximately 12 leave days per year during the first three years; approximately 25 days per year after 14 years. Exempt: approximately 25 leave days per year during the first three years; approximately 28 days per year after nine years. The amount accrued per year increases at three-year increments. These employees may accumulate an amount of leave equal to that earned in 2 service years. Holidays are the same as for faculty.

SICK LEAVE

LEAVE WITHOUT PAY

FACULTY

For each appointment year, 12 workdays (cumulative, if unused) can be used for sick leave. If these 12 days are used, up to 13 additional (noncumulative) workdays are available. When the current year’s 25 days are exhausted, any balance of noncompensable accrued leave earned before Jan. 1, 1984 and/or after Dec. 31, 1997 may be used. After that amount is depleted, any balance of accrued compensable sick leave may be used (earned and accrued between Jan. 1, 1984 and Dec. 31, 1997). Upon termination of employment, an employee may be paid for ½ the cumulative unused sick leave earned between 1/1/84 and 12/31/97. (All postdoctoral research associates, medical residents, and those academic staff members who are not eligible to participate in the State Universities Retirement System and/or who are appointed for less than 50% time or less than a continuous 9-month period are eligible for the same sick leave as graduate assistants.) See also Shared Benefits and Family and Medical Leave.

With appropriate approvals, a member of the academic staff may be granted a leave of absence without pay for a period of one year or less. Such a leave may be renewed in special circumstances, ordinarily for not more than one year. (Leave for family reasons is defined as leave without pay for such purposes as child-rearing and care of an invalid or seriously ill spouse, parent, child, or other close relative or member of the household. It is available to males or females, regardless of marital status, and is applicable to the adoption of children). Visiting faculty are not eligible for leaves without pay. See also Family and Medical Leave.

A/P

Same as for faculty

Same as for faculty

G/A

A graduate student in good standing in a degree program may be granted a leave of absence (from studies, not from an appointment) for up to one calendar year plus a summer session upon the recommendation of the major department and approval of the Graduate College. Ordinarily a leave of absence will take effect at the beginning of a semester or summer session. However, in cases such as illness or injury, a leave may begin during a term. Leave will rarely be granted to doctoral candidates who have passed their preliminary examination and entered stage III. See also Family and Medical Leave.

STAFF

Paid sick leave (disability not arising out of or in the course of employment) accrues at the rate of approximately 12 days per year. An employee may use accumulated sick leave when absent because of personal illness, illness of spouse, children, parent or members of household, injury, maternity leave, or to obtain medical or dental consultation or treatment. Sick leave earned prior to 1/1/84 and/or after 1/11/98 shall be non-compensable and shall be used in full before any compensable sick leave earned between 1/1/84 and 1/10/98 is used. At the time of termination, 50% of the balance of sick leave earned 1/1/84 through 1/10/98 may be paid.

FAMILY AND MEDICAL LEAVE

PARENTAL LEAVE

FACULTY

Each academic appointment year, eligible employees will be entitled to up to 12 weeks of unpaid family and medical leave at the percentage of their appointments. Employees may substitute paid vacation and/or sick leave, in accordance with existing University policy, for any portion of this leave. Such leaves will be granted to eligible employees for the birth or adoption of a child; for the care of a child, spouse, or parent who has a serious health condition; or when an employee is unable to perform the function of his or her position due to a serious health condition. Family and medical leave may run concurrently with workers’ compensation. For information regarding specific eligibility criteria and the University policy, employees should contact their department/unit or the Office of Academic Human Resources (333-6747).

A/P

Same as for faculty

Same as for faculty

G/A

Same as for faculty, except the 6-month prior employment requirement does not apply. Graduate assistants must have held their current assistantship appointment for at least one semester and must hold an active appointment at the time leave is taken.

STAFF

Same as for faculty, but also in accordance with the Policy and Rules - Nonacademic regarding seniority and notice required in order to return to work. Employees should contact their department/unit or the Staff Staff Human Resources Office for details (333-2143).

SABBATICAL LEAVE

ADMINISTRATIVE LEAVE

FACULTY

As assistant professor or above (with the exception of certain administrators with faculty rank; see "Administrative Leave") who has served the University full-time as an instructor or above since his or her original appointment or since the termination of his or her last leave on salary may be granted sabbatical leave at full or partial pay for all or part of an appointment year, depending upon length of service and type of appointment (i.e., 9- or 12-month). Visiting and part-time faculty are not eligible for sabbatical leaves.

A/P

Does not apply

The following administrators are eligible for administrative leave at full pay for two to four months if they have provided five years of continuous, full-time service in an eligible position: vice-chancellors; deans; directors, assistant directors, and associate directors of units reporting directly to the chancellor or one of the vice chancellors; assistant and associate chancellors, assistant and associate vice chancellors, and assistant and associate deans, provided that the administrative position represents a full-time assignment. Individuals within these categories who are eligible for sabbatical leave as faculty members are not eligible for administrative leave. Visiting and part-time administrators are not eligible for administrative leave.

G/A

Does not apply

STAFF

Does not apply

Does not apply

MILITARY LEAVE

BEREAVEMENT LEAVE

FACULTY

MILITARY LEAVE: Compensation while on military leave for annual training, special or advanced training, and basic training shall be in accordance with the Illinois Military Leave of Absence Act. In the event an employee is called upon for active duty, the employee shall receive leave with pay for up to thirty consecutive days. Leave for service in the Armed Forces of the United States without pay shall be granted to an employee who enlists, volunteers for, or is inducted into such service.

Paid leave of up to three workdays due to the death of a member of the employee’s immediate family or household including: father, mother, sister, brother, spouse, or child of the employee. Also included as immediate family is mother-, father-, brother-, sister-, son-, and daughter-in-law, as well as grandchildren and/or grandparents. Paid leave of one day due to the death of a relative outside the immediate family including aunt, uncle, niece, nephew, or cousin of the employee.

A/P

Same as for faculty

Same as for faculty

G/A

Same as for faculty

Does not apply

STAFF

Same as for faculty

Same as for faculty

NOTICE OF NONREAPPOINTMENT

UNEMPLOYMENT INSURANCE

FACULTY

For instructors and assistant professors in years 2-6 of the probationary period and associate and full professors on "Q" appointments: the department must give notice before May 20, to be effective at the completion of the following appointment year. For instructors and assistant professors in year one of the probationary period and full-time research and teaching associates paid on hard funds: the department must give notice before February 20, to be effective at the completion of the same appointment year. Formal notice by the Board of Trustees is NOT required for: research and teaching associates on "N" tenure less than full-time, nonsalaried employees, or those with contracts subject to availability of funds; clinical, research, and teaching assistants; lecturers; instructors; adjunct, clinical, acting, interim, and visiting appointments.

A/P

G/A

No notice required.

Does not apply

STAFF

A status employee should receive 30 working days notice of a layoff longer than 30 consecutive workdays. If the layoff is a permanent one – the department has elected to eliminate a specific position – the least senior employee in that classification in the department must be the one to move, and the least senior in the classification at large must be the one to be laid off. Bumping rights include the lower-level classes in the same promotional line if the employee has seniority in another class.

ELIGIBILITY FOR TENURE

RELOCATION PLAN

FACULTY

Eligible for tenure: professor, associate professor, and assistant professor unless the term adjunct, clinical, or visiting is used in the title. Ineligible for tenure: appointments at any rank that involve no salary or obligation to render services; assistant professor appointments for 50% or less of full-time service; appointments for less than 75% during any period when the appointee is a degree candidate at this University; appointments at the rank of instructor, lecturer, teaching associate, or research associate; appointments with the term adjunct, clinical, research, or visiting in the title.

Does not apply

A/P

Full-time, non-visiting academic professional employees released from their positions due to lack of funds may receive relocation assistance upon request. Employees with one through five years of continuous full-time, non-visiting service to UIUC may be fully considered for open positions within UIUC. Employees with more than five years of continuous full-time, non-visiting service to UIUC must be interviewed for any open positions within UIUC for which they apply. Academic professionals released for other reasons are not eligible for the relocation plan.

G/A

An assistant whose academic progress and service record have been satisfactory can in many cases expect his or her assistantship to be renewed for the following year, subject to the availability of funds and the need for services. Departments have differing policies on the length of time students may hold assistantships and sometimes limit the total number of semesters or course sections an assistant can teach.

Does not apply

STAFF

A civil service employee who has completed his or her probationary period in a class has job security, subject to the following limitations: (1) layoff due to lack of work or lack of funds; least senior employee first laid off; (2) demotion or discharge for due cause and according to Civil Service procedures; (3) removal due to disability.

Does not apply

SHARED BENEFITS

FACULTY

Academic employees donating to a sick leave pool are provided an opportunity to receive additional sick leave days when experiencing a catastrophic illness or injury, or when a disability claim is pending before SURS and the employee has exhausted all accumulated sick leave. Employees must donate leave (in one day increments – no partial days) in order to receive the benefits. Donating employees must have accrued a minimum of eleven days of sick leave, vacation, or combined sick leave/vacation.

A/P

Same as for faculty

G/A

Does not apply

STAFF

Same as for faculty, however a separate pool is maintained.