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2012 New Hire Benefits Book

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					The
University
of Chicago
2012
New Hire
Benefits
      Table of Contents
 1    Letter from the Executive Director

 2    Understanding Your Benefits

 5    New Hire Enrollment Process

 6    Medical Plans

10    Dental Plans

12    Vision Plan

14    Group Life Insurance

17    Short-Term Disability Benefits

17    Long-Term Disability Insurance

19    Flexible Spending Accounts

19    Commuter Benefit (Qualified Transportation Program)

20    Retirement and Deferred Compensation Plans

24    Staff and Faculty Assistance Program

24    Additional Important Information

25    Perks and Discounts

27    Health and Wellness

28    Contact Information




     b The University of Chicago 2012 New Hire Benefits
Dear University of Chicago Colleague,
Welcome to the University of Chicago community. I hope you find your time with the
University a rewarding experience.

Benefits, including health and welfare and retirement programs, are important for
you and your family’s financial security and peace of mind. This guide is designed to
provide you with a summary of health and welfare and retirement benefits for which
you are eligible. Additional information is available at hrservices.uchicago.edu to assist
you as you make decisions on the benefit programs that best meet your needs and the
needs of your eligible dependents.

Health care benefits are an important part of your benefits package at the University.
Like many organizations, the University of Chicago has endured significant increases in
health care costs over the last several years. We are committed to finding ways to keep
health and welfare plans as affordable as possible for our colleagues, while working to
optimize the benefits included in each plan option.

We also remain dedicated to providing health and welfare plans that:
n encourage a healthy lifestyle, which is the best way to manage health care costs;

n provide you and your family financial protection and flexibility; and

n contribute to the long-term success of the University.




Please read and consider the information provided in the guide carefully. If you have
questions, please do not hesitate to take advantage of the personal assistance that our
Benefit Counselors can provide by calling 773.702.9634 or emailing benefits@uchicago.edu.

Sincerely,




Michael F. Knitter
Executive Director, Compensation & Benefits
Human Resource Services
The University of Chicago




Questions? Contact Human Resource Services at benefits@uchicago.edu | 773.702.9634 | hrservices.uchicago.edu 1
Understanding Your Benefits
Choosing and personalizing your benefits depends on your specific needs, preferences,
and budget. We’ve made it easy for you to do your homework, research plans, and get
answers to your questions.
                                                          n Flexible Spending Accounts for Health Care and
n Read this benefits summary and the plan                   Dependent Care
  comparisons on pages 8, 9, and 11.                      n Commuter Benefit (Qualified Transportation Program)

n Visit the University of Chicago Benefits website at


  hrservices.uchicago.edu/benefits for detailed plan      You must enroll in these benefit plans within 31 days
  information, resources, forms, and enrollment.          of your hire date or the date you become benefits
                                                          eligible. Your next opportunity to enroll will be during
CoNTriBUTiNg To YoUr PlaNs                                annual open enrollment, unless you have a qualifying
Generally, you and the University of Chicago share        life event. once you have coverage under a before-tax
the cost for your health and welfare benefits. Refer to   benefit plan, you cannot change your elections until
the contribution chart on the University of Chicago       open enrollment, unless you have a qualifying change
Benefits website hrservices.uchicago.edu/benefits or      in status.
beginning on page 7.
                                                          Please visit hrservices.uchicago.edu/lifework/life
UNiversiTY-ProviDeD BeNefiTs                              for more information and guidance.
The University of Chicago pays 100% of the cost for:
n Basic Life Insurance for you equal to 1x your base      afTer-Tax BeNefiTs
  salary up to $50,000 maximum                            You, as the employee, pay the full cost for this cover-
n Business Travel Accident Insurance                      age through after-tax payroll deductions. After-tax
                                                          benefits can be elected at any time during the year.
Before-Tax BeNefiTs                                       n Personal Accident Insurance for you and your

n Medical Coverage                                          dependents
n Dental Coverage                                         n Supplemental Life Insurance for you

n   Vision Coverage                                       n Voluntary Life Insurance for your spouse or registered


                                                            same gender domestic partner and children
                                                          n Long-Term Disability




2 The University of Chicago 2012 New Hire Benefits
Who’s eligible?                                                         n Durable property and health care powers of attorney
                                                                          notarized
YoU                                                                     n Joint ownership of motor vehicle, joint checking

You are eligible to participate if you are a:                             account, or joint credit account
n Full-time benefits-eligible employee of the University


  of Chicago (“the University”)                                         If the domestic partnership terminates, a child of the
n Part-time benefits-eligible employee of the University
                                                                        domestic partner would no longer be eligible for
  (working a minimum of 20 hours per week)                              coverage under the plan.

YoUr familY memBers                                                     Dependent children: Birth certificate, record of birth
Eligible family members include your:                                   from hospital, adoption papers, or current guardianship
n Spouse, if not legally separated
                                                                        papers
n Registered same gender domestic partner

n Children to age 26, including:
                                                                        Does YoUr sPoUse Work aT THe UNiversiTY
     n Natural children
                                                                        of CHiCago?
	

     n Stepchildren
                                                                        You may not elect coverage as an employee and also
	

     n Legally adopted children
                                                                        receive coverage as the dependent of another
	

     n Children for whom you are the legal guardian
                                                                        University of Chicago employee or retiree. Also, only
	

     n Children placed with you for adoption
                                                                        one parent may cover eligible dependent children.
	

	    n Children of your registered domestic partner who


       depend on you for support and live with you in a                 WaiviNg meDiCal aND DeNTal Coverage
       regular parent-child relationship                                If you have medical coverage elsewhere, you can choose
     n Unmarried children for whom you are legally
                                                                        to waive coverage through the University of Chicago.
	


       responsible to provide health coverage under the
       terms of a Qualified Medical Child Support Order
       (QMCSO)
n Unmarried children over age 26 if:
                                                                        When Coverage Begins
	    n Dependent on you for primary financial support and
                                                                        Coverage under most plans starts on your date of hire or
                                                                        the date you become benefits eligible with the following
       maintenance due to a physical or mental disability,
	    n Incapable of self-support, and
                                                                        exceptions:
     n The disability existed before reaching age 19.
                                                                            flexible spending accounts
	
                                                                        n

       You may be asked to provide documentation                            The first of the month following your date of hire or
       or proof of disability to your medical plan for its                  date you become eligible for benefits.
       review and approval of continued coverage.
                                                                        n   long-Term Disability
In most cases, medical and dental coverage for a                            Elect coverage within the first 31 days of your date of
disabled child can continue for as long as the child is                     hire or the date you become benefits eligible, coverage
incapable of self-support, unmarried, and fully depen-                      begins three months after your hire date or date you
dent on you for support.                                                    become eligible for benefits.

if YoU Cover a DePeNDeNT                                                n   supplemental life insurance—employee
The University of Chicago Benefits Department                               During the first 31 days of your employment, cov-
requires proof of dependent eligibility for the depen-                      erage elections in excess of $750,000 will require
dents you cover.                                                            Evidence of Insurability. Insurance will take effect
                                                                            upon approval by Prudential Insurance Company.
aCCePTaBle DoCUmeNTaTioN for DePeNDeNTs:
spouse: Marriage certificate                                            n   voluntary life insurance—spouse or same
same gender domestic partner: Statement of domestic                         gender domestic partner
partnership accompanied with three of the following:                        During the first 31 days of your employment, coverage
n Domestic partnership agreement
                                                                            elections in excess of $20,000 will require Evidence of
n Joint mortgage or lease
                                                                            Insurability. Insurance will take effect upon approval
n Designation of domestic partner as beneficiary for life
                                                                            by Prudential Insurance Company.
  insurance and retirement contract
n Designation of domestic partner as primary beneficiary


  in employee’s will




                              Questions? Contact Human Resource Services at benefits@uchicago.edu | 773.702.9634 | hrservices.uchicago.edu 3
                                                              n You pay a fixed copayment for each office visit,

What if i Don’t enroll?                                       emergency room visit, and hospital stay
If you do not enroll within 31 days of your hire date or
the date you become eligible for benefits, you will have      The University of Chicago offers three HMO plans
                                                              n The University of Chicago Health Plan (HMO)
to wait until Open Enrollment or until you experience a
                                                              n HMO Illinois (BlueCross BlueShield)
qualified life event. Qualifying life events include:
                                                              n Humana Illinois Platinum HMO

n Marriage, divorce, legal separation, or annulment
n Registration or termination of a domestic partnership       Please see the chart on pages 8 and 9 for additional infor-
n Death of a child, spouse, or domestic partner
                                                              mation on the benefits offered by the respective HMOs.
n Birth, adoption, or placement for adoption of a child

n The start or end of your spouse’s or domestic
                                                              PreferreD ProviDer orgaNizaTioN (PPo)
  partner’s employment                                        A PPO is similar to an HMO in that you can see
n A change in your, your spouse’s, or your domestic
                                                              physicians within a network and pay a copayment
  partner’s employment status                                 after applicable deductibles. However, a PPO also
n Loss of status as a dependent
                                                              lets you see physicians who are not part of the
n Loss of or change in your spouse’s or domestic
                                                              network. You pay a percentage of the charge after
  partner’s health care coverage                              you have met your deductible.
n A court order which requires that a dependent be


  covered under your medical coverage                         THe UNiversiTY of CHiCago offers oNe PPo:
                                                              THe marooN PlaN
You have 31 days from the date you experience a               The Maroon Plan is administered by BlueCross BlueShield
qualified life event to make your benefit changes or          of Illinois. This plan allows you the freedom to go to the
you will have to wait until open enrollment. Changes          provider or medical facility of your choice. However,
made at open enrollment will be effective on January          you pay less out-of-pocket when you go to a provider
1 of the following year.                                      within BlueCross BlueShield’s network. Please see the
                                                              chart on pages 8 and 9 for additional information on
medical Plan overview                                         the benefits offered by Maroon Plan PPO.

The University of Chicago offers four medical insurance
plans, all of which provide coverage for pre-existing         Which Plan is right for You?
conditions, prescription drugs, and mental health and
                                                              The best medical plan for you depends on a number of
substance abuse. Choosing and personalizing your ben-
                                                              factors:
efits depends on your specific health care needs, doctor      n What are your anticipated medical expenses for 2012?
preferences, budget, and the type of plan you prefer. The     n What can you afford to pay out-of-pocket (in terms
four plans offered fall into the following categories. For
                                                                of deductibles, copayments, and employee contribu-
detailed information on medical plans, see the section
                                                                tions) if you or a dependent needs health care?
starting on page 6.                                           n Do you have medical coverage elsewhere (through


                                                                your spouse’s employer, for example)?
HealTH maiNTeNaNCe orgaNizaTioN (Hmo)                         n Do you have a doctor that you want to keep seeing,
An HMO is a managed care group that provides services
                                                                or would you be willing to join an HMO or use net-
and supplies through its own network of doctors, hospitals,
                                                                work doctors in order to pay less for coverage?
and other health care facilities. It covers your expenses
only if you go to a health care provider within its network
                                                              Deductibles, copayments, and other costs depend on
of providers (unless it’s a life-threatening emergency).
                                                              the plan you select and how you utilize the plan.
  When you enroll in an HMO plan, you will be required
to select a primary care physician (PCP) who manages
                                                              Do YoU Travel ofTeN or Have CHilDreN
your care using the HMO network’s physicians and
                                                              NeeDiNg oUT-of-sTaTe Care?
facilities. You will need approval from your PCP before
                                                              If you are often away from the University of Chicago
seeing a specialist.
                                                              area or your child needs routine medical care in an
  The HMOs reduce medical care costs by keeping you
                                                              out-of-state location, the Maroon Plan PPO gives you
healthy and managing the costs that are incurred by moni-
                                                              the flexibility to go to any provider in any location.
toring your care through its defined network of providers.
                                                              Before you choose a plan, consult that Plan to deter-
                                                              mine the coverage available when you are outside of
With an HMO:
                                                              the Plan’s network area.
n There is NO deductible
n There are NO claims to file

                                                                   rememBer: all medical plans provide emergency care
                                                                   anywhere in the world. Before you enroll in a new plan,
                                                                   make sure the doctor you want is accepting new patients.
4 The University of Chicago 2012 New Hire Benefits
New Hire enrollment Process
sTePs for NeWlY HireD emPloYees                                          any family members that you add to your coverage
n Attend the University of Chicago Getting to Know                       are eligible. Refer to the Benefits website to learn what
  UChicago orientation session. Also, view the Employee                  accepted documents you need to send to the
  Self Service tutorial at ess.uchicago.edu before attending.            University’s Benefits Office to get coverage for your
n View the Benefits Video at hrservices.uchicago.edu/                    family. You have 31 days from your hire date to submit
  training/videos/benefits_central.                                      the required documentation. Otherwise your dependent(s)
n View the benefits materials you receive at the                         will not be considered eligible, and their enrollment will
  orientation session and check out the Benefits                         not be processed. Your next opportunity to add your eli-
  website at hrservices.uchicago.edu/benefits for                        gible family members will be during Open Enrollment or
  more information and resources.                                        if you experience a qualifying life event.
n Visit Employee Self Service (ess.uchicago.edu) to


  make your benefit elections and to designate your                      To begin the process, you may access Employee Self
  dependents and/or beneficiaries.                                       Service from any computer at ess.uchicago.edu and
                                                                         follow these steps:
Please Note: If both you and your spouse or domestic                     1. Work with your hiring manager to claim your CNet ID
partner are University employees:                                           and set your password. This is the ID you will use to
n you may each select employee coverage, or                                 access all University systems.
n one of you may choose employee plus one dependent                      2. Enter your CNet ID and password.
  coverage, or                                                           3. Follow the online instructions. Note: If you leave the
n one of you may choose family coverage (if dependent                       enrollment system before submitting your elections,
  children are to be covered).                                              your choices will not be saved.
                                                                         4. Print the confirmation statement for your records.
Both of you cannot choose dependent plus one or                              This is the only confirmation that you will receive.
family coverage.                                                         5. You may enter Employee Self Service and make
                                                                            changes to your elections any time during the first
rememBer: You have 31 days from your hire date to                           31 days of employment.
enroll you and your eligible dependents in various
benefit plans. You will also need to confirm that                        After your elections have been submitted, you can view
                                                                         your benefits selections and coverage at any time in ESS.


                               Questions? Contact Human Resource Services at benefits@uchicago.edu | 773.702.9634 | hrservices.uchicago.edu 5
medical Plans
The University of Chicago offers two types of medical plans: a Preferred Provider
Organization (PPO) plan and three Health Maintenance Organization (HMO) plans.
Compare the four plans to determine which one best suits your needs.

meDiCal PlaNs offereD                                        CosT of Coverage
n Maroon Plan (PPO)                                          You pay a portion of the premium for medical coverage.
n University of Chicago Health Plan (HMO)                    The University pays the majority of the cost. Your cost is
n HMO Illinois (BlueCross BlueShield)                        based on:
n Humana Illinois Platinum HMO                               n The plan you choose;

                                                             n The coverage level you choose (for example, employee


Pre-exisTiNg CoNDiTioNs                                        or family);
None of the plans offered by the University have a           n Your annual salary; and


pre-existing condition clause. This means if you have a      n Whether you are a full-time or part-time employee.


medical condition prior to enrolling in a plan, the treat-
ment for that medical condition is covered as long as        Your cost is automatically deducted from your paycheck
the plan offers coverage for those particular services       before income taxes are withheld. The premium may be
and plan provisions are followed.                            adjusted each year.




6 The University of Chicago 2012 New Hire Benefits
monthly medical rates for full-Time employees
if your salary is:               Under $39,000           $39,000 – $65,999            $66,000 – $89,999           $90,000 or more

maroon Plan (PPo)

Yourself only                    $105                    $134                         $175                        $244

Yourself and one dependent       $175                    $239                         $302                        $383

Yourself and your family         $225                    $307                         $389                        $490

University of Chicago Health
Plan (Hmo)
Yourself only                    $40                     $62                          $85                         $104

Yourself and one dependent       $84                     $132                         $193                        $251

Yourself and your family         $107                    $162                         $233                        $297

Humana illinois Platinum Hmo

Yourself only                    $42                     $66                          $93                         $122

Yourself and one dependent       $104                    $157                         $232                        $301

Yourself and your family         $123                    $189                         $277                        $361

Hmo illinois (BlueCross Blueshield)

Yourself only                    $35                     $58                          $78                         $96

Yourself and one dependent       $84                     $128                         $188                        $239

Yourself and your family         $105                    $159                         $234                        $295




monthly medical rates for Part-Time employees
if your salary is:               Under $39,000           $39,000 – $65,999            $66,000 – $89,999           $90,000 or more

maroon Plan (PPo)

Yourself only                    $158                    $201                         $263                        $366

Yourself and one dependent       $263                    $359                         $453                        $575

Yourself and your family         $338                    $461                         $584                        $735

University of Chicago Health
Plan (Hmo)

Yourself only                    $60                     $93                          $128                        $156

Yourself and one dependent       $126                    $198                         $290                        $377

Yourself and your family         $161                    $243                         $350                        $446

Humana illinois Platinum Hmo

Yourself only                    $63                     $99                          $140                        $183

Yourself and one dependent       $156                    $236                         $348                        $452

Yourself and your family         $185                    $284                         $416                        $542

Hmo illinois (BlueCross Blueshield)

Yourself only                    $53                     $87                          $117                        $144

Yourself and one dependent       $126                    $192                         $282                        $359

Yourself and your family         $158                    $239                         $351                        $443




                               Questions? Contact Human Resource Services at benefits@uchicago.edu | 773.702.9634 | hrservices.uchicago.edu 7
medical Plan Comparison Chart
Your health-related needs and considerations are unique, and so are your family’s.
That’s why the University offers you the opportunity to select the plan option that works best for you.

 PlaN feaTUre                                   maroon Plan (PPo)
                                                inside BCBsil (BlueCross BlueShield of Illinois)   outside BCBsil Network
                                                Network
 Choice of doctor                               Limited to BCBSIL network (bcbsil.com)             Any provider
 Deductible                                     Individual — $250                                  Individual — $250
                                                Family — up to $600                                Family — up to $600
                                                                                                   Additional $200 per hospital admission
 Benefit payment percentage                     You pay 20%; Plan pays 80% of covered              You pay 35%*; Plan pays 65% of the
                                                expenses                                           costs
 Out-of-pocket maximum                          Out-of-pocket maximum based on salary:
                                                salary                              individual                           family
                                                Under $39,000                       $1,000                               $2,000
                                                $39,000 – $65,999                   $2,000                               $4,000
                                                $66,000 – $89,999                   $3,000                               $6,000
                                                $90,000 and above                   $4,000                               $8,000
 Claim forms                                    None                                               You file your claim
 Physician office visits                        You pay 20%; Plan pays 80% of covered              You pay 35%*; Plan pays 65% of the
                                                expenses “for non preventive services.”            costs
                                                Preventive services, including preventive office
                                                visits, are covered at 100%

 Hospital: Inpatient                            You pay 20%; Plan pays 80% of covered              You pay 35% (after $200 deductible)*;
                                                expenses                                           Plan pays 65% of the costs


 Hospital: Outpatient                           You pay 20%; Plan pays 80% of covered              You pay 35%*; Plan pays 65% of the
                                                expenses                                           costs


 Preventive care/wellness                       No coinsurance required
 Ongoing therapy, occupational therapy,         20 visits maximum per condition
 physical therapy, and speech therapy



 Hearing services                               Not covered


 Vision services                                Discounts for care and supplies are available through the Vision Discount Program offered
                                                by Davis Vision. For more information, contact Davis Vision at 877.393.8844.

 Prescriptions                                  Covered under a separate prescription drug plan administered by Caremark
 (generic/preferred brand-name/                 Retail (30-day supply): $8/$20/$35 copayment;
 non-preferred brand-name)                      mail service (90-day supply): $16/$40/$70 copayment




 Lifetime maximum                               None

 Emergency room                                 You pay 20%; Plan pays 80% of covered              You pay 20%*; Plan pays 80% of the
                                                expenses                                           costs
 Mental health: Outpatient                      You pay 20%; Plan pays 80% of covered              You pay 35%*; Plan pays 65% of the
                                                expenses                                           costs
 Nurse Advice Line                              Contact 24/7 Nurseline at 800.299.0274



                                                *You are also responsible for any amount above the prevailing fee schedule.




8 The University of Chicago 2012 New Hire Benefits
University of Chicago Health Plan (Hmo)           Humana illinois Platinum Hmo                   Hmo illinois (BlueCross Blueshield)



Limited to plan network (uchp.uchicago.edu)       Limited to plan network (humana.com)           Limited to plan network (bcbsil.com)
None                                              None                                           None



You pay nothing or a minimal                      You pay nothing or a minimal                   You pay nothing or a minimal
copayment; Plan pays 100%                         copayment; Plan pays 100%                      copayment; Plan pays 100%
None                                              Individual — $1,500                            Individual — $1,500
                                                  Family — $3,000                                Family — $3,000




None                                              None                                           None
You pay a $10 copayment for a PCP**               You pay a $10 copayment for a PCP              You pay a $10 copayment for a PCP
visit and $20 for a specialist visit; Plan        visit and $20 for a specialist visit; Plan     visit and $20 for a specialist visit; Plan
covers the remainder                              covers the remainder                           covers the remainder


You pay $250 copayment per                        You pay up to $300 copayment per               You pay $250 copayment per
admission; Plan covers the remainder              admission ($100 per day for up to three        admission; Plan covers the remainder
                                                  days); Plan covers the remainder
Provided in full                                  Provided in full                               Provided in full



$0 copayment                                      $0 copayment                                   $0 copayment
Limit of 60 combined treatments per               PCP and any consulting physician must          Limit of 60 combined treatments per
calendar year                                     determine that the member’s condition          calendar year; $10 copayment per visit
                                                  can improve significantly within 2
                                                  months
Exam provided in full; no coverage for            Exam provided in full; no coverage for         $10 PCP/$20 Specialist; no coverage
hearing aids                                      hearing aids                                   for hearing aids
Contact the Plan at 773.834.0900                  Contact EyeMed Vision Care at                  Contact Davis Vision at
                                                  888.289.0595                                   877.393.8844

DCAM*** Pharmacy only: (30-day supply)            Retail (30-day supply):                        Retail (30-day supply):
$5/$15/$30 copayment, (90-day supply)             $5/$15/$30 copayment;                          $5/$15/$30 copayment;
$10/$30/$60 copayment; Caremark Mail              mail service (90-day supply):                  mail service and select retail (90-day
Service (90-day supply): $15/$45/$90; 50%         $10/$30/$60 copayment                          supply):
copayment after two refills on maintenance                                                       $10/$30/$60 copayment;
medication filled at retail pharmacy                                                             $50 copayment for self-injectables


None                                              None                                           None

$75 copayment                                     None                                           $75 copayment; waived if admitted


$10 copayment per visit                           $20 copayment per visit                        $10 copayment per visit
(waived for initial visit)
Contact your PCP                                  Contact Humana First at 800.622.9529           Contact your PCP



**PCP = Primary Care Physician
***DCAM = Duchossois Center for Advanced Medicine at the University of Chicago Medicine




                                  Questions? Contact Human Resource Services at benefits@uchicago.edu | 773.702.9634 | hrservices.uchicago.edu 9
Dental Plans
The University of Chicago offers a choice of two dental plans, the MetLife Dental PPO
Plan and the MetLife Dental Copay Plan. Under either of the two plans, you are free to
visit any licensed dentist you choose. However, you save money if you visit a preferred
provider. Please visit metlife.com to determine if your dentist is a preferred provider.

CosT of Coverage
Your cost is automatically deducted from your paycheck before
income taxes are withheld. The premium may be adjusted each year.




10 The University of Chicago 2012 New Hire Benefits
Dental Plan Comparison Chart
PlaN feaTUre             meTlife DeNTal CoPaY PlaN                                    meTlife DeNTal PPo PlaN
                         in Network             out of Network                        in Network             out of Network
Choice of dentist        Limited to MetLife network       Any dentist                 Limited to MetLife network          Any dentist
                         providers                                                    providers

Deductible               None                             n   $75 per covered         $60 per person (waived for preventive care and
                                                              individual (waived for  orthodontia)
                                                              orthodontia)
                                                          n   $225 per family (waived
                                                              for orthodontia)
Preventive care          You make a copayment             You pay 30%; Plan           Plan pays 100% — up                 Plan pays 100% of
                         (approximately 10% of the        pays 70% (up to the         to 2 visits per year (no            the reasonable and
                         cost), then Plan pays the        annual maximum)*; you       deductible, no coinsurance)         customary charges —
                         remainder (up to the annual      pay any amount over                                             up to 2 visits per year
                         maximum)* — up to 2 visits       the reasonable and                                              (no deductible, no
                         per year separated by 6          customary charges —                                             coinsurance)
                         months                           up to 2 visits per year
                                                          separated by 6 months
Basic care               You make a copayment             You pay 60%; Plan           You pay 20%; Plan pays              You pay 20%; Plan
                         (approximately 30% of the        pays 40% (up to the         80% (up to the annual               pays 80% (up to the
                         cost), then Plan pays the        annual maximum)*; you       maximum)*                           annual maximum)*;
                         remainder (up to the annual      pay any amount over                                             you pay any amount
                         maximum)*                        the reasonable and                                              over the reasonable
                                                          customary charges                                               and customary charges
Major care               You make a copayment             You pay 70%; Plan           You pay 50%; Plan pays              You pay 50%; Plan
                         (approximately 60% of the        pays 30% (up to the         50% (up to the annual               pays 50% (up to the
                         cost), then Plan pays the        annual maximum)*; you       maximum)*                           annual maximum)*;
                         remainder (up to the annual      pay any amount over                                             you pay any amount
                         maximum)*                        the reasonable and                                              over the reasonable
                                                          customary charges                                               and customary charges
Orthodontia              You pay 60%; Plan pays           You pay 60%; Plan pays      You pay 50%; Plan pays              You pay 50%; Plan
                         40% (up to the lifetime          40% (up to the lifetime     50% (up to the lifetime             pays 50% (up to the
                         maximum of $1,500)               maximum of $500);           maximum of $1,000)                  lifetime maximum
                                                          you pay any amount                                              of $1,000); you pay
                                                          over the reasonable and                                         any amount over
                                                          customary charges                                               the reasonable and
                                                                                                                          customary charges
Annual maximum           $5,000 per person                $1,000 per person           n   $1,500 per covered individual
benefit*                                                                              n   $3,000 per family
Claim forms              No                               Yes                         No                                  Yes
Negotiated fees          Yes                              No                          Yes                                 No

*The annual maximum benefit is the most coverage that the Plan will provide you in one year.
 You are responsible for all dental costs after you reach your annual maximum benefit.




monthly Dental rates
                                                 metlife Dental Copay Plan                 metlife Dental PPo Plan

Yourself only                                    $25.28                                    $45.41
Yourself and one dependent                       $48.79                                    $89.71
Yourself and your family                         $63.08                                    $155.86




                                 Questions? Contact Human Resource Services at benefits@uchicago.edu | 773.702.9634 | hrservices.uchicago.edu 11
vision Plan
Our new vision carrier has more choices and great savings! While all the medical
plans offer some coverage of vision services (see the chart on pages 8 and 9), you
can sign up for this vision plan independently from your health insurance to receive
more comprehensive coverage for all your vision needs, including eye exams and
discounts on eyewear.
see what vision service Providers (vsP) can do for you.            savings for glasses with single vision lenses*
n value and savings. The VSP vision plan provides an

                                                                                              Without vsP        With vsP
  average annual savings of $324.92 for employee-only                                         Coverage           Coverage
  coverage when you see a VSP doctor. Family savings
                                                                   Eye Exam                  $140                $0 Copay
  may be higher.
n Choice of Providers. Finding the right eye care provider
                                                                   Frame                     $150
                                                                                                                 $25 Copay
  for you is important to your eye health and overall              Single Vision Lenses      $84
  wellness. You can choose to see any eye care provider—           Anti-reflective Coating   $106                $69
  a VSP doctor, retail chain affiliate, or any other provider.
                                                                   Transitions® Lenses       $97                 $70
n Personalized Care. You’ll get quality care that focuses

                                                                   Employee-only
  on your eyes and overall wellness with VSP. We believe                                     N/A                 $88.08
                                                                   Annual Contribution
  in the care and eyewear that our doctors provide; you’ll
  be 100% happy when you see a VSP doctor, or we will              Total                     $577                $252.08
  make it right.                                                   average annual savings $324.92 with a VSP Doctor
n great eyewear. You can choose the eyewear that’s right


  for you and your budget. With classic to trendy styles,          *Comparison based on national averages for comprehensive eye
  you’re sure to find eyewear for you and your family.             exams and most commonly purchased brands
n Convenience. Once your coverage is effective, register


  and log on to vsp.com. You’ll be able to access informa-         savings for glasses with Progressive lenses*
  tion on the go—when you need it—from your computer
                                                                                              Without vsP        With vsP
  or smartphone:                                                                              Coverage           Coverage
  – View personalized benefit information, including eligibility
                                                                   Eye Exam                  $140                $0 Copay
  – Find a VSP doctor or an affiliate provider, including
    maps, office hours, and contact information                    Frame                     $150
                                                                                                                 $25 Copay
  – Download/print your personalized member vision card            Bifocal Lenses            $139

                                                                   Progressives              $138                $105
Using your vsP benefit is easy.
n To find a VSP doctor or an affiliate provider, visit
                                                                   Anti-reflective Coating   $106                $69

  vsp.com or call 800.877.7195.                                    Employee-only
                                                                                             N/A                 $88.08
n Review your benefit information. Visit vsp.com to review         Annual Contribution

  your plan coverage before your appointment.                      Total                     $672                $287.08
n At your appointment, tell them you have VSP.
                                                                   average annual savings $358.92 with a VSP Doctor
  There’s no iD card necessary. If you would like
  a card, you can visit vsp.com and print your                     *Comparison based on national averages for comprehensive eye
  personalized member vision card.                                 exams and most commonly purchased brands




12 The University of Chicago 2012 New Hire Benefits
vision Plan Comparison Chart

 BeNefiT                              DesCriPTioN                                            CoPaY                         freQUeNCY
 Your Coverage with vsP Doctors and affiliate Providers*

 WellVision Exam®                     Focuses on your eyes and overall wellness              $0                            Every calendar year

 Prescription Glasses                                                                        $25

  Frame                               n   $150 allowance for a wide selection of frames      Included in                   Every other
                                      n   $70 allowance at Costco                            Prescription                  calendar year
                                      n   20% off amount over your allowance                 Glasses
  Lenses                              n   Single vision, lined bifocal, and lined            Included in                   Every calendar year
                                          trifocal lenses                                    Prescription
                                      n   Polycarbonate lenses for dependent children        Glasses

  Lens Options                        n   Standard progressive lenses                        $55                           Every calendar year
                                      n   Premium progressive lenses                         $95–$105
                                      n   Custom progressive lenses                          $150–$175
                                      n   Average 20%–25% off other lens options
 Contacts                             n   Contact lens exam (fitting and evaluation)         Up to $60                     Every calendar year
 (instead of glasses)                 n   $150 allowance for contacts                        Copay does not apply

 Extra Savings and Discounts          Glasses and Sunglasses
                                      n 20% off additional glasses and sunglasses, including lens options, from any VSP doctor within 12


                                        months of your last WellVision Exam®

                                      Laser Vision Correction
                                      n Average 15% off the regular price or 5% off the promotional price; discounts only available


                                        from contracted facilities

 Your Coverage with other Providers
 Visit vsp.com for details, if you plan to see a provider other than a VSP doctor.

 Exam                                 up to $45

 Frame                                up to $70

 Single Vision Lenses                 up to $30

 Lined Bifocal Lenses                 up to $50

 Lined Trifocal Lenses                up to $65

 Contacts                             up to $105



 Your monthly Contribution
 Employee Only                        $7.34
 Employee + One                       $14.68
 Employee + Family                    $23.62




*Coverage with a retail chain affiliate may be different. Once your coverage is effective, visit vsp.com for details.
 Coverage information is subject to change. In the event of a conflict between this information and your organization’s contract with VSP, the
 terms of the contract will prevail.




                                  Questions? Contact Human Resource Services at benefits@uchicago.edu | 773.702.9634 | hrservices.uchicago.edu 13
group life insurance
BasiC life iNsUraNCe                                                volUNTarY sPoUse or same geNDer
If you are a benefits-eligible employee, you are auto-              DomesTiC ParTNer life iNsUraNCe
matically covered under basic life insurance on the date            (regisTereD WiTH THe UNiversiTY)
that you are hired or become benefits eligible, so long         	   n You may elect coverage for your spouse or same


as you are actively at work on the date coverage would                gender domestic partner, registered with the
otherwise begin.                                                      University, in $10,000 increments up to $150,000.
n Eligible employees have coverage equal to one times           	   n During the first 31 days of employment, Evidence of


  their annual benefit base salary to a maximum benefit               Insurability is required for a spouse or same gender
  of $50,000. You are automatically enrolled in Basic                 domestic partner, registered with the University,
  Life Insurance as of your date of hire or the date you              for coverage in excess of $20,000. After your first
  become a benefits-eligible employee.                                31 days of employment, Evidence of Insurability is
n The University pays the full cost of this benefit.                  required for any election for this coverage. Coverage
                                                                      requiring Evidence of Insurability will not be in force
BUsiNess Travel aCCiDeNT iNsUraNCe                                    until approval is received from Prudential. Prudential
Business Travel Accident Insurance provides a benefit                 will contact you with information regarding the
to all University employees if you die or suffer a seri-              Evidence of Insurability process.
ous injury in an accident while traveling on University         	   n You, as the employee, pay the full cost for this


business away from University premises. Generally, you                coverage through after-tax payroll deductions.
are covered for five times your pay, from $50,000 to            	   n When your spouse or same gender domestic partner


$500,000. Your participation automatically begins on                  reaches age 65, coverage is available in a reduced
your first day of work. The University pays the full cost.            percentage of the elected coverage amount.

volUNTarY DePeNDeNT CHilD(reN) life                                 volUNTarY sPoUse or same geNDer DomesTiC
iNsUraNCe                                                           ParTNer life iNsUraNCe
n You may elect coverage for your eligible dependent


  child(ren) (up to age 26) in $2,000 increments up to                spouse/Domestic            monthly rate
  $10,000.                                                            Partner age                per $1,000 of Coverage
n You may cover one child or multiple children in your


  family. You will only pay premiums on one level                     Less than 35                $0.027
  of coverage. So, if you choose the $2,000 level of
                                                                      35 – 39                     $0.034
  coverage, you will only pay premiums based on
  $2,000, yet you will have $2,000 coverage on each                   40 – 44                     $0.061
  eligible child in your family. The monthly cost of this             45 – 49                     $0.103
  insurance is $0.20 per $2,000 increment of coverage.
                                                                      50 – 54                     $0.158
n There is no Evidence of Insurability required for children.

n You, as the employee, pay the full cost for this cover-             55 – 59                     $0.293
  age through after-tax payroll deductions.                           60 – 64                     $0.444

                                                                      65 – 69*                    $0.820

                                                                      70 – 74*                    $1.506

                                                                      75 and over*                $1.506

                                                                      *When your spouse or same gender domestic partner reaches
                                                                       age 65, coverage is available in a reduced percentage of the
                                                                       elected coverage amount.




14 The University of Chicago 2012 New Hire Benefits
sUPPlemeNTal life iNsUraNCe                                              your base salary (1x, 2x, 3x, 4x, 5x, 6x, 7x, or 8x), up to
Benefits-eligible employees may elect to purchase                        $750,000 with Evidence of Insurability to an overall
Supplemental Life Insurance coverage in addition to Basic                maximum of $1,500,000 (basic and supplemental
Life Insurance coverage.                                                 combined). Coverage requiring Evidence of Insurability
n During the first 31 days of employment, you may elect                  will not be in force until approval is received from
  Supplemental life insurance equal to a multiple of                     Prudential. Prudential will contact you with information
  your base salary (1x, 2x, 3x, 4x, 5x, 6x, 7x, or 8x), up to            regarding the Evidence of Insurability process.
  $750,000 without Evidence of Insurability to an overall              n You, as the employee, pay the full cost for coverage


  maximum of $1,500,000 (basic and supplemental com-                     beyond your Basic coverage through after-tax payroll
  bined). Any coverage requiring Evidence of Insurability                deductions.
  will not be in force until approval is received from                 n When you reach age 65, coverage is available in a


  Prudential. Prudential will contact you with information               reduced percentage of your elected coverage amount.
  regarding the Evidence of Insurability process.
n After the first 31 days of employment, you may elect


  Supplemental Life Insurance equal to a multiple of


sUPPlemeNTal life iNsUraNCe raTes

 How to Calculate Your monthly rate


 step one                                                               example
 Take your annual salary and round it up to the next $1,000.            Sue is 38 and her annual salary is $34,482.
                                                                        Sue rounds that figure up to $35,000.


 step Two
 Elect the level of coverage that you want.                             Sue wants to elect three times her annual salary.


 step Three
 Multiply annual salary times the coverage that you elect.              3 X $35,000 = $105,000


 step four
 Divide the result in Step Three by $1,000.                             $105,000 ÷ $1,000 = 105


 step five
 Multiply the result in Step Four by the applicable                     105 X $0.034 = $3.57 per month
 rate per $1,000, based on your age.



 Your age                          monthly factor
                                   per $1,000 of Coverage

  Less than 35                     $0.027

  35 – 39                          $0.034

  40 – 44                          $0.061

  45 – 49                          $0.103

  50 – 54                          $0.158

  55 – 59                          $0.293

  60 – 64                          $0.444

  65 – 69*                         $0.820

  70 – 74*                         $1.506

  75 and over*                     $1.506

 *When you reach age 65, coverage is available in a reduced
  percentage of your elected coverage amount.



                               Questions? Contact Human Resource Services at benefits@uchicago.edu | 773.702.9634 | hrservices.uchicago.edu 15
PersoNal aCCiDeNT iNsUraNCe                                                If you are a benefits-eligible employee:
(aCCiDeNTal DeaTH aND DismemBermeNT)                                       n You can choose to cover only yourself or yourself and

Personal Accident Insurance provides a benefit that                          your family.
helps protect you and your family from financial hardship                  n You can enroll at any time during the year.

if you or a covered family member dies or suffers a seri-                  n You may elect up to $1,000,000 of Personal Accident

ous injury in an accident. These benefits are separate                       Insurance for you and your dependents (to a maximum
from and in addition to any other insurance coverage                         of 10 times annual salary) without providing Evidence of
you may have, such as your Group Life Insurance Plan                         Insurability.
through the University.                                                    n Participation is voluntary.

                                                                           n You pay the full cost through after-tax payroll

                                                                             deductions.



PersoNal aCCiDeNT iNsUraNCe raTes

  How to Calculate Your monthly rate


  step one                                                             example
  Choose the amount of coverage you want.                              Jane wants to know what it would cost if she chooses coverage
                                                                       equal to $80,000 for herself only or for herself and family.


  step Two
  Divide the amount of your total coverage                             $80,000 ÷ $10,000 = 8
  (your principal amount) by $10,000.


  step Three
  Multiply the result by the appropriate rate:                         8 x $0.14 = $1.12
  n   $0.14 if you have coverage for yourself only                     Jane will pay $1.36 per month for coverage for herself.
  n   $0.23 if you have coverage for yourself and your family          or
                                                                       8 x $0.23 = $1.84
  This gives you your monthly contribution rate.                       Jane will pay $1.84 per month for family coverage.



The table below shows some examples of monthly Personal Accident Insurance contribution rates for
various coverage levels:


  Principal amount                           Cost of individual Coverage         Cost of family Coverage
                                             (Yourself only)                     (Yourself and Your family)


  $50,000                                    $0.70                               $1.15
  $100,000                                   $1.40                               $2.30
  $150,000                                   $2.10                               $3.45
  $200,000                                   $2.80                               $4.60
  $250,000                                   $3.50                               $5.75
  $300,000                                   $4.20                               $6.90
  $500,000                                   $7.00                               $11.50
  $750,000                                   $10.50                              $17.25
  $1,000,000                                 $14.00                              $23.00




16 The University of Chicago 2012 New Hire Benefits
short-Term Disability Benefits                                               exCePTioN: If you participate in either the
                                                                           n


                                                                             Contributory Retirement Plan (CRP) or the Retirement
The University of Chicago provides Short-Term                                Income Plan for Employees (ERIP) before completing
Disability to benefits-eligible staff employees who have                     three months of employment, your coverage under
completed their probationary period. The University                          the LTD Plan will begin on the same date as your
provides income replacement for eligible employees                           participation effective date under CRP or ERIP.
who have a non-work related illness or injury that                         n If you apply for coverage under the Base or Optional


makes them unable to work for more than two work                             LTD Plan after the 31-day window, you must complete
weeks. Short-Term Disability is designed to allow you                        and submit a Benefits Change Form to Benefits.
to focus on your recuperation. There is no cost to                           You must also complete the Prudential Insurance
employees for the Short-Term Disability program.                             Company of America’s Evidence of Insurability
                                                                             process. Coverage is not automatic—the insurance
keY feaTUres                                                                 company must approve your application for coverage.
n Short Term Disability pays 60% of your regular salary                      If the coverage is approved, the coverage goes into
  minus all regular deductions for insurance, union dues                     effect as of the date stated by the insurance company
  and retirement, after a two-week deductible period,                        in its approval letter.
  for up to 13 weeks* from the date of disability.
n You must use all your accrued sick leave before                          In both cases you must be actively working on the date
  Short-Term Disability benefits begin or satisfy the                      coverage begins. If you not, coverage will begin once
  two-week deductible period, whichever is longer.                         you are actively working as determined by the insur-
n Pregnancy is a covered disability. Short-Term                            ance contract.
  Disability provides benefits for the balance of six
  weeks for a regular delivery from the date of birth; the                 Base PlaN
  balance of eight weeks are provided for a C-section                      Under the Base Plan, you receive 60% of your monthly
  delivery from the date of birth.                                         base salary, up to a maximum monthly benefit of
n Short-Term Disability runs concurrent to a leave under                   $10,000, less any benefits you receive from other
  the Family and Medical Leave Act (FMLA).                                 sources, such as Social Security. Under this Plan, during
                                                                           the first 24 months, disability is defined as being unable
                                                                           to perform the material and substantial duties of your
long-Term Disability insurance                                             regular occupation or if you have a 20% or more loss in
When you suffer an illness, injury, or disabling condition                 your monthly earnings and are under the regular care
that prevents you from working for more than three                         of a doctor. After 24 months, disability is defined as
months, the University offers Long-Term Disability                         being unable to perform the duties of any gainful
Insurance (LTD) to provide supplemental income to                          occupation for which you are reasonably fitted by
allow you to focus on your recovery. You can choose                        education, training, or experience; and you are under
from the Base Plan or the Optional Plan. LTD picks up                      the regular care of a doctor.
where Short-Term Disability leaves off, providing you
with continuity in your income replacement.                                oPTioNal PlaN
   Benefits-eligible employees with three or more                          Under the Optional Plan, you receive 60% of your
months of employment with the University may obtain                        monthly base salary, up to a maximum monthly
benefits through the plan. If you contribute to one of                     benefit of $20,000, less any benefits you receive from
the retirement plans and for certain Union members                         other sources, such as Social Security. Under this
participation in the plan is mandatory.                                    plan, disability is defined as being unable to perform
                                                                           the material and substantial duties of your regular
Subject to the mandatory coverage provisions below,                        occupation or you have a 20% or more loss in your
you become covered under the LTD Plan as follows:                          monthly earnings, and you are under the regular care
n Within the first 31 days of your employment, you                         of a doctor. This plan also provides an annual 5% cost
  may elect coverage under the Base or the Optional                        of living adjustment.
  LTD plan by visiting Employee Self Service at
  ess.uchicago.edu. No Evidence of Insurability is
  required for either coverage. Your coverage will
  go into effect automatically after three months of
  continuous service with the University.




*Unless otherwise prescribed by an applicable collective bargaining agreement.



                                Questions? Contact Human Resource Services at benefits@uchicago.edu | 773.702.9634 | hrservices.uchicago.edu 17
long-Term Disability insurance rates
     How to Calculate Your monthly rate


 step one                                                             example
 Subtract the amount of coverage that the University pays             Jane, a full-time employee, earns $25,840 per year. Here
 ($14,000 for full-time employees and $7,000 for part-time            is how she calculates her contribution rate if she is choosing the:
 employees) from your annual salary.                                  Base Plan:        $25,840 – $14,000 = $11,840
                                                                      optional Plan:    $25,840 – $14,000 = $11,840


 step Two                                                             Base Plan
 Multiply the result by the appropriate factor:                       $11,840 x 0.00206 = $24.3904
 n   0.00206 if you have elected coverage under the                   optional Plan
     Base Plan.                                                       $11,840 x 0.00328 = $38.8352
 n   0.00328 if you have elected coverage under the
     Optional Plan.


 step Three                                                           Base Plan
 Divide the result by 12. This gives you your monthly                 $24.3904 ÷ 12 = $2.03
 LTD contribution rate.                                               optional Plan
                                                                      $38.8352 ÷ 12 = $3.24




The table below shows some examples of monthly LTD contribution
rates for various salaries (based on full-time employment):


     annual salary                Base Plan                  optional Plan

     $20,000                         $1.03                   $1.64
     $25,000                         $1.89                   $3.01
     $35,000                         $3.60                   $5.74
     $50,000                         $6.18                   $9.84
     $75,000                         $10.47                  $16.67
     $100,000                        $14.76                  $23.51




18 The University of Chicago 2012 New Hire Benefits
flexible spending accounts                                              Commuter Benefit (Qualified
The University of Chicago Flexible Spending Plan                        Transportation Program)
offers benefits-eligible employees the opportunity to
                                                                        The University offers benefits-eligible employees the
pay certain health care and dependent care expenses
                                                                        opportunity to pay for certain commuting expenses
with tax-free dollars.
                                                                        with tax-free dollars. CONEXIS administers the benefit
                                                                        plan. Participation in the program is voluntary.
The Plan has two kinds of Flexible Spending Accounts
                                                                           There are different components to the Qualified
(FSAs):
n The Health Care FSA pays for eligible health care
                                                                        Transportation Program from which you can choose
                                                                        based on how you commute to work:
  expenses that are not covered under a medical, dental,                n Chicago Card Plus if you utilize the services of the
  or vision plan. Eligible expenses include medical and
                                                                          Chicago Transit Authority.
  dental deductibles, coinsurance, office visit and pre-                n Mass Transit if you utilize the services of Metra.
  scription copayments, certain over the counter drug                   n Parking expenses if you park in a facility away from
  expenses, and unreimbursed vision expenses.
n The Dependent Care Account pays for eligible
                                                                          your work location. If you pay to park in a University
                                                                          lot and the fee is deducted through a payroll, the
  dependent care expenses you incur so you, or you
                                                                          expense is tax-free and you do not need to sign up
  and your spouse if you are married, can work. To
                                                                          for this benefit.
  qualify for the Dependent Care FSA, you must either                   n Vanpool allows employees that live and work near
  be single with eligible dependents, or married with a
                                                                          one another and share similar schedules to form a
  spouse who is actively employed, a full time student,
                                                                          group for commuting in one vehicle that conveniently
  or disabled.
n An eligible dependent is either a child younger than
                                                                          gets them between home and work. Employees share
                                                                          the cost of the vanpooling with one participant desig-
  age 13 whom you claim as a dependent on your
                                                                          nated as the primary driver.
  income tax return or an older dependent who:
– Depends on you for at least half of his or her support
                                                                        eNrolliNg iN THe QUalifieD
– Regularly spends at least eight hours a day in your
                                                                        TraNsPorTaTioN Program
   household
                                                                        Please visit conexis.com or call 877.822.9091 to enroll in
– Is physically or mentally unable to care for himself or
                                                                        the plan. CONEXIS will communicate your elections to the
   herself
                                                                        University to begin the appropriate payroll deductions.

Your dependent may be a disabled spouse, an elderly
parent, or any other relative or dependent, as long as
he or she meets all of the requirements.

You contribute tax-free dollars to your FSAs through
payroll deductions. When you have an eligible medical,
vision, dental, or dependent care expense, you are
reimbursed from the appropriate FSA.

eNrolliNg iN a flexiBle sPeNDiNg aCCoUNT
You may enroll in a Dependent Care or Health Care FSA
within 31 days of your date of hire as a benefits-eligible
employee by making your election using Employee Self
Service at ess.uchicago.edu. Your participation begins
on the first day of the month following your date of
hire or the day that you become benefits-eligible. If you
do not enroll within 31 days, you must wait until Open
Enrollment, unless you have a qualifying change in
status. Enrollments made during Open Enrollment take
effect as of the following January 1.




                             Questions? Contact Human Resource Services at benefits@uchicago.edu | 773.702.9634 | hrservices.uchicago.edu 19
retirement and Deferred                                       reTiremeNT iNCome PlaN for emPloYees (eriP)
                                                              Staff employees age 21 or older who have completed
Compensation Plans                                            their one-year anniversary of employment and who work
Invest in your financial future by taking advantage of        at least 1,000 hours annually are required to participate in
the University’s retirement plans. Depending on your          the mandatory staff retirement plan ERIP/SEPP:
                                                              n Retirement Income Plan for Employees (ERIP)
job classification and as a condition of employment,
                                                              n Pension Plan for Staff Employees (SEPP)
you are required to participate in one of two mandatory
retirement plans. The University also contributes to your
savings through the mandatory retirement plans.               ERIP is a 403(b) defined contribution plan that provides
                                                              benefits through retirement savings accounts. Under
sUPPlemeNTal reTiremeNT Program                               ERIP, you establish an account into which both you
You can begin saving for retirement immediately by tak-       and the University contribute a percentage of your pay
ing advantage of the Supplemental Retirement Program          each pay period. The University contributes 2.5% of
(SRP). All University employees are eligible to participate   your compensation and you contribute 3% by payroll
in the SRP. The SRP is a voluntary plan under which you       deduction. These contributions and their investment
specify the dollar amount that you wish to contribute by      earnings make up your retirement savings account from
payroll deduction each pay period. The University does        which you can draw retirement income.
not contribute to your SRP account. There is no deadline
by which you must enroll—you can enroll at any time           Participant Directed investments
by completing the Supplemental Retirement Program             You may direct the investment of both the University’s
Salary Reduction Agreement. You also must establish a         and your own contributions among the investment
TIAA-CREF and/or Vanguard account for the investment          options offered by TIAA-CREF and Vanguard.
of your SRP contributions.                                    Because participation is a condition of employment
   If you enroll in one of the University’s mandatory         for all who are eligible, enrollment automatically
retirement plans (CRP, ERIP/SEPP), you can save even          occurs as soon as the eligibility requirements are sat-
more toward your retirement by electing to contribute         isfied. While enrollment is automatic, we encourage
to the SRP. If you are not yet eligible to participate in a   you to complete the ERIP Vendor Selection Form and
mandatory retirement plan, you can still save for             TIAA-CREF and/or Vanguard enrollment forms.
retirement by participating in this program. For exam-
ple, staff employees who have not yet completed a             Contributions and earnings are Tax-Deferred
year of employment (and thus are not eligible for a           All amounts held in your retirement savings account are
mandatory plan) may choose to participate in the SRP          tax-deferred. This means you pay no income taxes on your
from their date of hire.                                      ERIP benefits until you receive payments from the plan.


Note: Distributions from previous employers’ plans can        important Notice
be rolled over to the SRP.                                    A few weeks before your one-year anniversary of
                                                              employment, you will receive a letter inviting you
Contributions and earnings are Tax-Deferred                   to attend a One-Year Anniversary Retirement Plan
Your SRP contributions and investment earnings                Information Meeting. We encourage you to attend one
are tax-deferred. You do not pay any taxes until you          of these monthly sessions at which representatives from
receive payments from the plan.                               TIAA-CREF and Vanguard will be available to help you
                                                              with your enrollment and investment selection.
Contribution limits
The IRS limits the maximum amount that you can con-           PeNsioN PlaN for sTaff emPloYees (sePP)
tribute to the SRP each calendar year. For 2012, all          ERIP includes both the defined contribution
employees may contribute $17,000. All employees age           component described above and the defined benefit
50 or older (including those who will attain age 50 by        component SEPP. SEPP is a tax-qualified 401(a)
December 31, 2012) may contribute an additional $5,500.       defined benefit pension plan.
In other words, all employees age 50 or older may               Your SEPP participation automatically begins when you
contribute $22,500.                                           enroll in ERIP and continues from one year to the next.
   Your voluntary contributions to another employer’s         You do not need to complete any enrollment forms or
retirement plan reduce the amount that you can                make any investment decisions under SEPP.
contribute to the SRP. If you already made voluntary            Your SEPP benefit is funded by the University, and it
contributions to another employer’s retirement plan this      provides additional retirement savings from which you
calendar year (or if you maintain a retirement plan as a      can withdraw retirement income.
sole proprietor), please consult with the Benefits Office
regarding your maximum SRP contribution.


20 The University of Chicago 2012 New Hire Benefits
CoNTriBUTorY reTiremeNT PlaN (CrP)                                      For 2012, the sum of
CRP is mandatory upon appointment for full-time                         n The University’s contributions to your CRP account,
faculty and full-time other academic appointees (OAA)                   n Your own contributions to your CRP account, and


without regard to salary. It is also mandatory upon hire                n Your contributions to your SRP account


for highly compensated staff. For calendar year 2012,                   cannot exceed $50,000.
staff employees will be considered highly compensated
if their benefit base salary is at least $115,000. For                  Note that these limits may change annually.
part-time, benefits-eligible faculty and OAA, CRP is
mandatory upon completion of one year of service in                     457(B) DeferreD ComPeNsaTioN PlaN
the position. Laboratory School teachers participate in                 If you already maximize your retirement contributions
CRP after one year of service in accordance with their                  to the CRP and SRP, and you are eligible to participate
union contract.                                                         in the 457(b) Deferred Compensation Plan [the 457(b)
   The CRP is a 403(b) defined contribution plan that                   Plan], you may take advantage of this additional tax-
provides benefits through retirement savings accounts.                  deferred savings opportunity.
Under CRP, you establish an account into which both                        The 457(b) Plan is offered to those individuals
you and the University contribute a percentage of your                  whose benefit base salary is at least 175% of the
pay each pay period. The University contributes 8% of                   Social Security taxable wage base for the immediately
your compensation and you contribute 5% by payroll                      preceding year. For calendar year 2012, those
deduction. These contributions and their investment                     individuals that have a benefit base salary equal to or
earnings make up your retirement savings account                        greater than $192,675 are eligible.
from which you can draw retirement income.                                 The 457(b) Plan is a non-qualified plan of deferred
                                                                        compensation. Participation is voluntary. Unlike the
Participant Directed investments                                        University’s retirement plans, 457(b) Plan enrollments are
You may direct the investment of both the University’s                  accepted for January 1 and July 1 only. Eligibility is
and your own contributions among the investment                         determined each October (for January enrollments) and
options offered by TIAA-CREF and Vanguard. Because                      April (for July enrollments).
participation is a condition of employment for all who                     If you are eligible, you will receive a mailing each
are eligible, enrollment automatically occurs as soon as                October telling you that it is time to enroll for the com-
the eligibility requirements are satisfied. While enroll-               ing year. Your 457(b) enrollment does not automatically
ment is automatic, we encourage you to complete the                     continue from one year to the next. Participants are
CRP Vendor Selection Form and TIAA-CREF and/or                          required to make a new election each year if they wish
Vanguard enrollment forms.                                              to take advantage of this program. Eligible participants
                                                                        not already enrolled for the current year also will receive
Contributions and earnings are Tax-Deferred                             a mailing in May telling them how they can enroll for the
All amounts held in your retirement savings account                     July 1 entry date.
are tax-deferred. This means you pay no income taxes                       Should you wish to enroll, you must complete the
on your CRP benefits until you receive payments from                    457(b) Plan Salary Reduction Agreement and establish a
the plan.                                                               TIAA-CREF and/or Vanguard account specifically for the
                                                                        457(b) Plan. Your 457(b) Plan deferrals must be invested
Compensation limit                                                      separately from your CRP and SRP assets.
Federal law limits the amount of your compensation that                    Your 457(b) Plan deferrals are in addition to the amount
can be used to determine your CRP contributions. For                    that you contribute to the CRP and SRP. Your total 457(b)
calendar year 2012, both the University’s 8% and your                   Plan deferrals for the calendar year cannot exceed the
5% contributions will stop when your year-to-date earn-                 maximum permitted by federal tax law ($17,000 for 2012).
ings reach the annual compensation limit of $250,000.                      The University does not contribute to the 457(b) Plan.
Your CRP contributions will automatically begin again                   You are always fully vested in your 457(b) Plan benefit.
each January 1.                                                         The 457(b) Plan does not accept rollovers from other plans.

Contribution limit
Federal law also limits the aggregate amount that can
be contributed to your CRP and SRP accounts each
calendar year.




                             Questions? Contact Human Resource Services at benefits@uchicago.edu | 773.702.9634 | hrservices.uchicago.edu 21
retirement Plans Comparison: faculty, other academic appointees,
and Highly Compensated staff
features              Contributory retirement Plan       supplemental retirement Plan (srP)            457(b) Deferred Compensation
                      (CrP)                                                                            Plan
Eligibility           Mandatory upon appointment        All employees                                  All benefits-eligible employees
                      for full-time, benefits-eligible                                                 having a benefit base salary equal
                      academic employees and upon                                                      to or greater than $192,675 who are
                      completion of one year of service                                                contributing maximum permitted
                      for part-time, benefits-eligible                                                 to SRP
                      academic employees; mandatory
                      for highly compensated staff
                      employees
Enrollment            On paper as soon as eligibility    New enrollments, change in contribution       Must be renewed annually either
                      requirements are satisfied; if     rate and percentage allocation                online during Open Enrollment (for
                      CRP application is not timely      between TIAA-CREF and Vanguard,               January 1) or on paper (for July 1)
                      submitted, enrollment is made      and termination of participation may
                      by Benefits Office under default   be made either online during Open
                      provisions                         Enrollment or on paper anytime
                                                         throughout the year; unless you actively
                                                         make a change, contribution rate and
                                                         percentage allocation for October will
                                                         automatically continue throughout
                                                         following year
Ongoing               Your participation will            Your participation will automatically         Must be renewed annually either
Participation         automatically continue from one    continue from one year to the next            online during Open Enrollment (for
                      year to the next                   unless you actively change your               January 1) or on paper (for July 1)
                                                         contribution rate or percentage
                                                         allocation, or discontinue participation
University            8% of compensation (excludes       None                                          None
Contributions         certain extra service pay)
Employee              5% of compensation (by payroll     Participation is voluntary; contributions     None
Contributions         deduction)                         cannot exceed IRS limits for the calendar
                                                         year
Vesting               You are always 100% vested         You are always 100% vested in your SRP        You are always 100% vested in your
Requirement           in your payroll deduction          account                                       Section 457(b) deferral account
                      contributions; you are 100%
                      vested in the University’s
                      contributions upon completing 3
                      years of service
Account               Participant                        Participant                                   University
Ownership
Loans                 Available through TIAA-CREF        Available through TIAA-CREF                   Not available
Hardship              Not available                      Available to satisfy “immediate and           “Unforeseeable emergency”
Withdrawals                                              heavy financial need”; includes tuition       requirement difficult to satisfy; does
                                                         and purchase of primary residence; only       not include tuition and purchase of
                                                         available through TIAA-CREF                   a home
In-Service            Not available                      Available for hardship and disability, and    Available for any reason after age
Withdrawals                                              for any reason after age 59.5; hardship       70.5
                                                         withdrawals only available through TIAA-
                                                         CREF
Payments              Benefits must commence             Benefits must commence when                   Entire benefit must be paid in
Following             when participant attains age       participant attains age 70.5 unless earlier   immediate lump sum unless
Employment            70.5 unless earlier payment is     payment is requested                          participant affirmatively elects
Termination           requested                                                                        to defer payment within 60 days
                                                                                                       following employment termination




22 The University of Chicago 2012 New Hire Benefits
retirement Plans Comparison: staff employees
features                 supplemental retirement Plan         retirement income Plan for     Pension Plan for staff employees
                         (srP)                                employees—Defined Contribution (sePP)
                                                              Portion (eriP)
Eligibility              All employees                        Mandatory for all non-highly           Mandatory for all non-highly
                                                              compensated staff employees            compensated staff employees who
                                                              who have attained age 21 and           have attained age 21 and completed
                                                              completed one year of service          one year of service (i.e., 1,000 hours
                                                              (i.e., 1,000 hours of service during   of service during the 12 consecutive
                                                              the 12 consecutive month period        month period beginning on the
                                                              beginning on the employee’s            employee’s hire date and each
                                                              hire date and each anniversary         anniversary thereafter)
                                                              thereafter)
Enrollment               New enrollments, change in           On paper as soon as eligibility        Automatically triggered by ERIP
                         contribution rate and percentage     requirements are satisfied; if         enrollment
                         allocation between TIAA-CREF         ERIP application is not timely
                         and Vanguard, and termination of     submitted, enrollment is made
                         participation may be made either     by Benefits Office under default
                         online during Open Enrollment        provisions
                         or on paper anytime throughout
                         the year; unless you actively
                         make a change, contribution rate
                         and percentage allocation for
                         first pay period in October will
                         automatically continue throughout
                         following year
Ongoing Participation    Your participation will              Your participation will                Your participation will automatically
                         automatically continue from          automatically continue from one        continue from one year to the next
                         one year to the next unless you      year to the next
                         actively change your contribution
                         rate or percentage allocation, or
                         discontinue participation
University               None                                 2.5% of compensation (including        An amount determined by outside
Contributions                                                 salary, extra service pay and          actuaries in accordance with federal
                                                              overtime pay)                          regulations
Employee                 Participation is voluntary;          3% of compensation (by payroll         None
Contributions            contributions cannot exceed IRS      deduction)
                         limits for the calendar year
Vesting Requirement      You are always 100% vested in        You are always 100% vested         You are 100% vested upon
                         your SRP account                     in your payroll deduction          completing 3 years of service
                                                              contributions; you are 100% vested
                                                              in the University’s contributions
                                                              upon completing 3 years of
                                                              service
Account Ownership        Participant                          Participant                            This is a defined benefit pension
                                                                                                     plan; accordingly, participants do not
                                                                                                     have individual accounts; plan assets
                                                                                                     are held in a trust for the benefit of
                                                                                                     participants and beneficiaries
Loans                    Available through TIAA-CREF          Available through TIAA-CREF            Not available
Hardship Withdrawals     Available to satisfy “immediate      Not available                          Not available
                         and heavy financial need”;
                         includes tuition and purchase of
                         primary residence; only available
                         through TIAA-CREF
In-Service Withdrawals   Available for hardship and           Not available                          Not available
                         disability, and for any reason after
                         age 59.5; hardship withdrawals
                         only available through TIAA-CREF
Payments Following       Benefits must commence when         Benefits must commence when             Benefits must commence when
Employment               participant attains age 70.5 unless participant attains age 70.5 unless     participant attains age 65 unless
Termination              earlier payment is requested        earlier payment is requested            earlier payment is requested




                             Questions? Contact Human Resource Services at benefits@uchicago.edu | 773.702.9634 | hrservices.uchicago.edu 23
aDDiTioNal resoUrCes                                         CoNfiDeNTialiTY
Each retirement plan is described in detail in a Summary     Confidentiality is an important aspect of the services
Plan Description online at hrservices.uchicago.edu. We       provided by Perspectives Ltd. Information you discuss
encourage you to read each description to learn more         with Perspectives Ltd. will not be shared by them,
about the plans that are available to you.                   except as may be required by federal and state laws.
   To help you with your questions about saving for
retirement, TIAA-CREF and Vanguard provide free
financial counseling on campus throughout the year.
                                                             additional important
Representatives from both companies are available            information
to discuss personal financial planning, investment strate-
                                                             HoliDaYs
gies, portfolio reviews, and retirement education. Your
                                                             The University has eight official paid holidays for
spouse or partner is welcome to attend your meeting.
                                                             benefits-eligible staff employees. The recognized
                                                             holidays are:
To schedule a counseling appointment, contact:               n New Year’s Day
Tiaa-Cref                   vanguard                         n Martin Luther King Day
tiaa-cref.org/moc           meetvanguard.com                 n Memorial Day
800.732.8353                800.662.0106 ext. 14500          n Independence Day

                                                             n Labor Day
The investment companies also offer online tools to help     n Thanksgiving Day and the following day
you choose investment funds, decide how much to save,        n Christmas Day
and manage your retirement account. We hope you will
take advantage of the services offered by both TIAA-
                                                             When a regular holiday falls on Saturday, the preced-
CREF and Vanguard.
                                                             ing Friday will be considered the University holiday.
                                                             When the regular holiday falls on Sunday, the follow-
staff and faculty assistance                                 ing Monday will be considered the University holiday.

Program (sfaP)                                               Please refer to Personnel Policy 510 University Holidays
                                                             for eligibility, accrual, payment, and usage guidelines.
The Staff and Faculty Assistance Program (SFAP) is           Employees represented by a union are governed by the
a confidential service offered through Perspectives          applicable collective bargaining agreement.
Ltd. that provides support, counseling, referrals, and
resources for issues that impact your life. Perspectives     vaCaTioN
Ltd. can help address concerns such as:                      Each year, eligible employees accrue vacation days as
n Child/elder care                                           follows:
n Family, marriage, or work                                  Years of service          accrued vacation Time
n Financial or legal issues                                  1 – 8 years               3 weeks per year
n Emotions and stress                                        9 – 20 years              4 weeks per year
n Alcohol and drug abuse                                     21 or more years          5 weeks per year

You may call Perspectives Ltd. at 800.456.6327 to            Please refer to Personnel Policy 509 Vacation for
speak with a trained counselor about your needs. You         eligibility, accrual, payment, and usage guidelines.
have 24-hour access to an online tool that provides          Employees represented by a union are governed by the
information on a variety of topics. Please contact the       applicable collective bargaining agreement.
Benefits Office for login information.
                                                             siCk DaYs
CosTs                                                        The University depends on your regular attendance at
The University pays the full cost of this program for        work. However, we recognize that there are instances
staff and faculty.                                           in which you might have to miss work due to your own
                                                             illness or injury. The University provides sick days for
eligiBiliTY To Use sfaP                                      these situations.
You can use the services if you area a University                Benefits-eligible staff employees who are full time
n Employee                                                   receive 10 days of sick leave per year. Sick Leave may
n Retiree                                                    be used as of your most recent date of benefits eligibility
n Employee or retiree’s family member                        and after three months of employment.
                                                                 Please refer to Personnel Policy 512 Sick Leave for
                                                             eligibility, accrual, payment, and usage guidelines.
                                                             Employees represented by a union are governed by the
                                                             applicable collective bargaining agreement.

24 The University of Chicago 2012 New Hire Benefits
PersoNal HoliDaYs                                                      arTs aND eNTerTaiNmeNT
Each calendar year, a benefits-eligible employee                       The University of Chicago and the surrounding com-
accrues five (5) personal holidays to use during the                   munities have a rich arts-infused culture that faculty,
calendar year they are awarded. The personal holidays                  staff, and students can take advantage of to enrich
are awarded as follows:                                                their experience. The University has a cultural partner-
n two (2) days on January 1;                                           ship with over 100 organizations in Chicago. Faculty,
n one (1) day on April 1;                                              staff, and students are able to take advantage of
n one (1) day on July 1; and                                           membership benefits offered by the Smart Museum
n one (1) day on September 1.                                          (773.702.0200), Oriental Institute (773.702.9514),
                                                                       Renaissance Society (773.702.8670), and Hyde Park
Personal holidays may be used in the calendar year in                  Art Center (773.324.5520). Also, Court Theatre
which they are accrued and should be scheduled in                      (773.753.4472) offers discounts on performance tickets
advance with your supervisor or department.                            to University faculty, staff, and students. Film lovers can
                                                                       take advantage of the on-campus movie theater, Doc
TUiTioN                                                                Films. Music enthusiasts may enjoy the University of
The University of Chicago Educational Assistance Plan                  Chicago Presents Classic Concert Series offered every
gives you and your dependent children several educa-                   academic year. Visit the University events calendar for
tional assistance options, depending on your position                  public programs in partnership with other organizations.
and, in some instances, your years of consecutive
employment in an eligible position at the University.                  geTTiNg aroUND—TraNsPorTaTioN aND
Benefits for staff employees include tuition assistance                ParkiNg
for classes at the University for themselves and tuition               The University of Chicago offers several local
assistance for their dependent children at the University              transportation options for faculty, staff, and students.
and the Lab School. Benefits for faculty and other                     CTA bus routes #170, #171, and #172 serve the campus
academic appointees include tuition assistance for their               and surrounding neighborhoods. Students, staff, and
dependents at the University and the Lab School.                       faculty may show their UChicago ID Card to ride the
   For more information please visit                                   CTA routes free of charge. View a composite map of
hrservices.uchicago.edu/benefits/tuition/index.shtml                   all three campus bus routes. UChicaGO shuttles and
                                                                       evening buses, operated by the University around
graHam sCHool                                                          campus, are also available to faculty, staff, and students.
As part of the education assistance benefit, University                   The University has also partnered with other
staff members may enroll for certain job-related                       businesses to provide discounts on transportation
courses offered by the Graham School at no cost.                       options. Zipcar (866.494.7227) offers discounts to
Tuition is divided equally between the University and                  University faculty and staff. You can have access to
the Graham School, with the employee’s department                      Zipcars parked all over the city at any time of day. GO
contributing an administrative fee of $100 or $150                     Airport Express offers discounts to faculty and staff; call
based on the course. Employees may enroll in two                       888.284.3826 for information. Passport pictures and
Graham School courses per quarter under the benefit.                   CTA bus cards can be purchased in the ID & Privileges
To learn more about this benefit, visit hrservices.                    Office, located in the lobby of Joseph Regenstein
uchicago.edu/training/continuinged/grahamschool.shtml.                 Library.
                                                                          The Qualified Transportation Benefit allows employees

Perks and Discounts                                                    to pay for parking fees and public transit expenses
                                                                       with pre-tax dollars through payroll deductions
Your affiliation with the University of Chicago provides               (see page 19).
you with access to a variety of added benefits that
are associated with working for one of the world’s                     geNeral
top universities.                                                      As part of the Employee Assistance Program through
   In addition to offering University staff members                    Perspectives Ltd., faculty and staff have access to
competitive health, dental, and retirement benefits, the               discounts on a variety of services.
University and local businesses offer additional perks                   The University of Chicago Medicine Concierge Service
and discounts to staff members to enhance work and life                provides employees discounts on a variety of services
experiences and to demonstrate University of Chicago’s                 (773.702.5757).
commitment to being an employer of choice.                               As one of the largest academic research libraries in
   You may be eligible for discounts on the purchase of                the United States, the University of Chicago Library is a
goods and services from cell phones to sporting events                 highly valued partner in research and special collections.
to mortgages. You can also access museums, theaters,                   University of Chicago faculty and staff can use their
libraries, and more for discounted fees.                               UChicago ID Card to borrow books and such materials


                            Questions? Contact Human Resource Services at benefits@uchicago.edu | 773.702.9634 | hrservices.uchicago.edu 25
as journals and reserve items. View the University of         Residential Services help faculty and staff seeking
Chicago Library borrowing policies for faculty and staff    assistance in renting or purchasing a residence. The
online at lib.uchicago.edu.                                 Employee Assistance Housing Program, offered
                                                            through Residential Services, offers financial assistance
faCiliTies                                                  opportunities to home-buyers.
Faculty and staff are invited to apply for membership
with the Quadrangle Club (773.702.7221), a private          safeTY aND seCUriTY
club on campus that offers dining and catering services,    University of Chicago Police Department offers services
guest rooms, and tennis courts. Members of the              such as Umbrella Coverage and SafeRide to faculty and
Quadrangle Club also enjoy social member events and         staff in their service area.
reciprocal privileges with clubs in the Chicagoland area
and around the world.                                       TeCHNologY
   Additionally, faculty and staff members getting mar-     AT&T, through IT Services, offers employee discounts on
ried can request to hold their ceremony in Rockefeller      rate plans for personal cell phones.
Memorial Chapel or Bond Chapel.                               The IT Services Solution Center offers employee dis-
                                                            counts on computer hardware and software purchases.
fiNaNCial
There are two financial institutions centrally located on
campus: Citibank and Maroon Financial Credit Union.




26 The University of Chicago 2012 New Hire Benefits
Health and Wellness
The University offers a number of tools and resources
to help you maintain your health and support your
efforts to seek “A Better U.” Each year, the University
                  hosts a Benefits/Health Fair during the
                  annual open enrollment period. The
                  fair features several of the University’s
                  benefits providers as well as tips, tools,
                  and resources for supporting a healthy
lifestyle. In addition, every autumn, the University
sponsors an influenza vaccination program for students,
faculty, and staff. Many faculty and staff take
advantage of the campus health facilities before and
after work, as well as during lunch time. The Gerald
Ratner Athletic Center and the Henry Crown Field
House (773.702.7684) offer discounts to University
faculty and staff. Bicyclists can also take advantage of
the bike share program ReCycles.




                             Questions? Contact Human Resource Services at benefits@uchicago.edu | 773.702.9634 | hrservices.uchicago.edu 27
Contact information
 PlaN                                                 additional resource                 Telephone      internet address
                                                                                          Number

 Maroon Plan                                          BlueCross BlueShield of Illinois    866.390.7772   bcbsil.com

                                                      Caremark                            866.873.8632   caremark.com

                                                      24/7 Nurseline                      800.299.0274   bcbsil.com
 University of Chicago Health Plan                    University of Chicago Health Plan   773.834.0900   uchp.uchicago.edu

 Humana Illinois Platinum HMO                         Humana Health Care Plans            800.448.6262   humana.com

                                                      Eyemed Vision Care                  800.289.0595

 HMO Illinois                                         HMO Illinois                        800.892.2803   bcbsil.com

                                                      Davis Vision                        877.393.8844

 MetLife Dental Plans (Copay and PPO)                 MetLife                             866.832.5756   metlife.com/mybenefits

 Long-Term Disability Insurance                       Benefits Office                     773.702.9634   hrservices.uchicago.edu

 Group Life Insurance                                 Benefits Office                     773.702.9634   hrservices.uchicago.edu


 Personal Accident Insurance                          Benefits Office                     773.702.9634   hrservices.uchicago.edu


 Flexible Spending Accounts                           CONEXIS                             877.822.9091   conexis.com/myfsa

 Retirement Plans (SRP, CRP, ERIP, and                TIAA-CREF                           800.842.2776   tiaa-cref.org
 SEPP)
                                                      Vanguard                            800.523.1188   vanguard.com

                                                      Benefits Office                     773.702.9634   hrservices.uchicago.edu

 457(b) Deferred Compensation Plan                    TIAA-CREF                           800.842.2776   tiaa-cref.org

                                                      Vanguard                            800.523.1188   vanguard.com

                                                      Benefits Office                     773.702.9634   hrservices.uchicago.edu

 Educational Assistance Program                       Benefits Office                     773.702.9634   hrservices.uchicago.edu

 Qualified Transportation Program                     CONEXIS                             877.822.9091   mybenefits.conexis.com

 Child Care Resource and Referral Service             Perspectives Ltd.                   800.456.6327   perspectivesltd.com


 Staff and Faculty Assistance Program                 Perspectives Ltd.                   800.456.6327   perspectivesltd.com


 Elder Care Consultation and                          Perspectives Ltd.                   800.456.6327   perspectivesltd.com
 Referral Service

 Vision Service Plan                                  VSP                                 800.877.7195   vsp.com




28 The University of Chicago 2012 New Hire Benefits

				
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