The University of Chicago Medicine offers numerous benefits to both our part- and full-time employees.
The University of Chicago Medicine provides choices for your health coverage needs. You can choose from the University of Chicago Health Plan, a traditional fee-for-service preferred provider organization (PPO) plan, a high-deductible PPO plan and a qualified high-deductible PPO plan with a health savings account (HSA). A health savings account (HSA) offers tax advantages and lets you save money to pay for health care expenses now and in the future. The HSA is only offered to participants in the Qualified high deductible PPO plan.
Learn more about the Women’s Health Friends and Family Program, a unique benefit offering quality obstetric and gynecologic care on campus, with appointments coordinated to accommodate your schedule.
We offer different dental plans to fit your individual needs. Choices include a dental co-pay plan and a preferred provider organization (PPO) plan.
The University of Chicago Medicine offers two stand alone comprehensive plans that covers most expenses associated with general vision care administered by EyeMed.
Survivor and Disability Benefits
Life Insurance: The amount of basic life insurance provided by the University of Chicago Medicine is dependent upon the number of hours worked:
- 35+ hours = $50,000
- Less than 35 hours = $12,000
In addition, employees may purchase additional coverage up to four times their annual earnings. Employees can also purchase life insurance for their spouse and/or children.
Personal Accident: Pays a lump-sum benefit to employees for an accidental injury that results in fractures, dislocations, loss of limbs, burns, hospital and ambulance expenses. There is a low and high option coverage level.
Accidental Death and Dismemberment: This voluntary plan pays up to $500,000 (minimum amount $20,000) for accidents resulting in death or dismemberment. This is a 24-hour coverage that is available to employees and their families.
To help insure employees' most valuable asset — the ability to earn an income — the University of Chicago Medicine offers protection in the following ways:
- Short Term Disability: Once disabled for 14 days, but no longer than 13 weeks, employees receive a percentage of pay determined by policy or union contract. This coverage is automatic and requires no enrollment form or contribution from employees.
- Long Term Disability: Provides up to 60 percent of salary with benefits beginning the 91st day of disability. The cost of this benefit is shared between the employee and the University of Chicago Medicine.
Employee Retirement Income Plan
An important part of retirement planning is the University of Chicago Medicine’s employee retirement income plan (ERIP). It provides eligible employees with a portion of their income they will need during retirement.
Supplemental Retirement Annuity (SRA)
The University of Chicago Medicine SRA gives employees an additional method for retirement savings. The amounts of contributions to the plan are subject to IRS limits. Deductions are made before state and federal income taxes are withheld from employee paychecks. An array of investment options is available through TIAA.
University of Chicago Medicine Organization Development
All employees have access to a wide variety of educational and training courses provided through the award-winning Organization Development, our on-site corporate quality university. Course offerings range from basic computer skills and business writing classes, to bachelor's and master's degree programs offered through partnerships with local universities. For example, the Organization Development offers an MHA program through Valparaiso University.
All new employees participate in a two-day, comprehensive orientation program. This orientation also includes special sessions on management practices and diversity in the workplace. Nurses receive an introduction to nursing practices at the University of Chicago Medicine.
The University of Chicago Medicine can help employees achieve personal and professional goals with tuition assistance programs. Our tuition assistance is in two forms:
Full-time employees are entitled to 50 percent remission of courses taken at the University of Chicago or the Lab School.
Nurses receive 100 percent tuition reimbursement at an accredited nursing school of your choice. Available for BSN and MSN degrees. Nurses receive 75 percent tuition reimbursement for doctorate degrees in nursing or a related field. We also have a Nursing at the Forefront Scholarship available to employees (we do not administer this benefit — please check with the appropriate department).
Non-Nursing full-time employees receive reimbursement up to $2,000 per fiscal year. Part-time employees receive reimbursement up to $1,000 per fiscal year.
Noncredit reimbursement for job related courses is $300 per fiscal year for full-time and $150 per fiscal year for part-time.
Flexible Spending Accounts
By participating in the Health Care FSA and/or the Dependent Care FSA, employees are planning wisely for expenses that are certain to occur. FSAs offer employees the opportunity to have pre-tax dollars deducted from their paycheck to cover medical care, transportation, and other expenses. Pre-tax deductions reduce the amount of money that is taxable by the government, meaning participants will have fewer taxes taken from their paycheck.
Health Care FSA
Employees select an annual amount up to the current IRS maximums, representing out-of-pocket medical expenses not covered by insurance (deductibles, co-insurance, etc.). The amount elected is divided equally by the number of pay periods, deducted from each paycheck on a pre-tax basis and credited to the employees' Health Care FSA. Eligible expenses are reimbursed as they incur and after claim forms are submitted. Examples of eligible expenses include costs associated with eye or hearing exams, glasses and contacts, or braces that may not be covered by insurance.
Dependent Care FSA
This account works similar to the Health Care FSA, and also has an annual cap based on the current IRS maximums. The Internal Revenue Service determines eligible expenses for child or elder care.
Employees can choose to have a taxable deduction from their paycheck to cover out-of-pocket transportation costs to and from work. The program covers the following expenses:
- Parking expenses
- Public transportation costs, such as train and bus tickets
The University of Chicago Medicine offers lot and garage parking for a monthly fee. Nurses working the night shift receive free parking.
A free shuttle bus service is provided between area parking garages, the medical campus, and the Friend Center. The Chicago Transit Authority (CTA) has an express bus that runs between our medical center and downtown train stations.
The University of Chicago Medicine offers an employee assistance program (EAP). The program is designed to assist employees who may be dealing with personal problems that affect their relationships at home or at work, including:
- Emotional illness
- Marital and family problems
- Drug abuse
- Legal or financial concerns
- Dealing with aging parents
All problems are addressed in a safe and private atmosphere with the highest confidentiality. Employees' spouses and children are also eligible to participate.
Additional Benefits for Nurses
University of Chicago Medicine nurses are among the best and brightest in the United States. We recognize the enormous contributions of these valued professionals in many ways, and we reward our nurses with generous benefits and compensation packages:
- Earn highly competitive hourly base rates.
- Enjoy flexible scheduling.
- Earn an additional 20 percent per hour for every hour worked from the 25th through the 40th hour each week.
- Earn an additional $3.75 per hour for permanent evening shifts; $5.00 per hour for permanent night shifts.
- Earn an additional $2.25/hr for “charge” pay.
- Earn an additional $2.25/hr for weekends.
- New full-time employees can enjoy up to three weeks paid vacation per year, plus five paid personal holidays. That’s essentially four weeks of vacation time. You also will receive 10 sick days per year.