Compensation & Benefits
Establishment of Stipends & Benefits
Payroll
Payroll Advances
Vacation
Sick Leave
Maternity/Paternity Leave
University Holidays
Leaves of Absence
Family and Medical Leave
Personal Leave
Professional Meetings
Health Insurance
Effective Date
Enrollment
Change of Family Status
Substantial Presence
Alternative Benefits for Certain Visa Holders
Disability Insurance
Pension Plan
Educational Fund

  
Establishment of Stipends & Benefits
As a professional in training at the University of Illinois, the resident physician is not subject to the same State of Illinois benefits package that is provided for employees. The following benefits and perquisites have been developed to best address the needs of the resident physician.
  
Payroll
A resident is paid the current rate for the PG level set in her/his Resident Agreement.  When the University authorizes increases to the resident stipend schedule, residents are automatically paid the new stipend, regardless of the amount stated in the agreement.
The University pays residents on the sixteenth of each month. Paychecks are issued by the University.
On occasion the University Payroll Office will issue separate checks for such items as lump sum payments and retroactive adjustments. These checks will be issued with the nonacademic payroll, which has a different schedule.
Residents must have their pay directly deposited to their bank accounts and therefore should review their check statements in the NESSIE system monthly, to ensure that they have been properly paid.
Please note: No resident will be placed on the University payroll without clearance from University Health Services.
  
Payroll Advances
The University does not advance pay prior to the scheduled pay date.
  
Vacation
Residents receive annual vacation leave of 20 working days, plus University-designated holidays. Residents must request vacation and floating holiday time through the Program Director, who keeps track of vacation and sick time usage. The Program Director may refuse requests or specify when a resident may take time off, in order to ensure that rotations are covered.
Vacation time is cumulative from agreement year to agreement year within the current residency program. There is no pay for unused vacation time at the end of a residency appointment.
  
Sick Leave
Residents receive sick leave of 24 calendar days per year, accruable only within the current residency program. Sick leave may be used for illness, injury, or to obtain medical or dental treatment for the resident, spouse, or child.  Residents with at least 12 months of University employment can take up to a total of 12 consecutive weeks of unpaid leave for personal or family illness, or for the birth or adoption of a child.  Vacation time and/or sick time (as appropriate) can be used for a portion of this leave.
Any resident requiring leave time for a bona fide physical or mental disorder that interferes with discharge of the resident's duties may request a medical leave of absence. Such request should be submitted directly to the GME Office, which will notify the Program Director. The GME Office and Program Director may request documentation from the resident's physician to confirm the extent of the disorder.
A resident beginning a medical leave of absence will receive all available sick and vacation pay prior to going on unpaid status.
The University will continue to pay for the resident's individual health care coverage for up to two years from the beginning of the leave. The resident should make arrangements with the Benefits Center for payment of family coverage.
The resident should apply for Disability Insurance as soon as possible .
  
Maternity/Paternity Leave
Maternity or Paternity Leave may be taken as a combination of vacation and sick time. Any additional time off taken by the resident will need to be done under the Family Leave policy.
  
University Holidays
Residents are allowed the same number of holidays as provided to University of Illinois Academic staff. They may not however exceed the number of vacation and holidays allowed in total per year.
  
Leaves of Absence
Leaves of absence may be granted under unusual situations and are not encouraged because each leave constitutes a break in training that may delay eligibility for Board certification. A resident should discuss with her/his Program Director the leave's impact on her/his ability to finish the training program on time. Most boards allow some time off during the period of training. However, the resident should not assume that excessive time out of the program will not adversely affect her/his ending date.
   Family and Medical Leave
In 1993, Congress passed the Family and Medical Leave Act to provide job security for employees who need time off for personal illness, or to care for a family member who is seriously ill. The Act also allows time off for birth or adoption of a child. Benefits provided by the Act are up to twelve weeks of unpaid leave per year, plus continuance of the employer portion of health and dental insurance benefits during the leave.
Employees with 12 months of service who have performed at least 1250 hours of service during the previous 12-month period prior to the family/medical leave event, are eligible for 12 weeks of family/medical leave in a 12-month period when experiencing one of the following events.
   Birth or placement of a child for adoption or foster care.
   Serious health condition of an employee.
   Serious health condition of a spouse, child or parent.
All residents with at least 12 months of service are eligible for family/medical leave. Although time taken is unpaid, residents may use available vacation and sick time to provide income for at least a portion of the leave.
   Personal Leave
Leave from the program for personal reasons will be first credited as vacation time. Additional unpaid time off must be approved by the Program Director, who may request relevant documentation to substantiate the reason for the leave. Regardless of the reason for taking leave, the resident's completion date may be delayed in order to fulfill time requirements for the specific Board certification. Military leave will be granted consistent with applicable law and University policy.
The resident should arrange for continuation of health benefits through the Benefits Center prior to beginning personal leave.
   Professional Meetings
A resident must have prior approval of the Program Director to attend any lecture series, seminar, conference, or other educational meeting that will result in time away from residency duties.
Each residency program has funds to defray the costs of educational activities for PG-2 and higher level residents. Residents should review their plans with their Program Directors to confirm that funds will be available for the activity planned. Residents must follow University policy for submission of travel request vouchers and documentation of  expenses.
  
Health Insurance
Residents receive comprehensive health care coverage that includes dental care. Individual coverage is subject to a nominal monthly charge. Residents may elect to cover immediate family members. While the University charges for family coverage through payroll deduction, the College of Medicine adjusts the resident's stipend to partially cover the cost of family health insurance premiums. The dollar amount available for reimbursement of dependent health insurance varies from year to year. The GME Office can provide detailed information.
The following items are provided for information only. Residents should contact the University Benefits Center for complete plan descriptions, insurance ID cards, claim forms, and problems with insurance carriers.
Coverage under the University-offered insurance plan requires participation in the State Universities Retirement System (SURS) as well as an appointment of at least 50 percent time for at least nine (9) months. Residents hired under certain visa types are not eligible to contribute to SURS until they have established Substantial Presence in the US. An alternative health and dental insurance plan has been arranged for visa holders who do not yet qualify for the University-offered insurance. (See "Substantial Presence" below.)
   Effective Date
Coverage is effective on the first day as listed in the Resident Agreement. The Benefits Center can provide details on coverage under these circumstances.
   Enrollment
It is the resident's responsibility to enroll for health insurance for individual and family coverage.  Counselors are available through the Benefits Center. All University residents and fellows must select health insurance within 10 calendar days of the starting date. Those failing to do so automatically default into the Quality Care plan without dependent coverage.
   Change of Family Status
Within 30 days of marriage, divorce, birth or adoption of children, or death of a family member, the resident must report the change to the Benefits Center, in order to ensure that the family members are properly insured. The GME Office also must be notified so that the appropriate change in dependent insurance reimbursement can be made.
   Substantial Presence
Residents on J-1, J-2, F-1 and F-2 visas must establish “Substantial Presence” before they will be allowed to participate in SURS and in the state benefits plans.
Substantial Presence at UIC is loosely defined as two calendar years of employment. The exact calculation depends on appointment dates. Please consult the GME Office for specific information on individual appointments.
   Alternative Benefits for Certain Visa Holders
Residents who have not yet established Substantial Presence will participate in an alternative health and life insurance program. Please consult the GME Office for specific information on the alternative programs.
  
Disability Insurance
Disability insurance provides income during any period in which an eligible resident is unable to work due to disease or accident. Coverage is free to the resident. Residents receive a copy of the plan description at orientation; additional copies are available in the GME Office.
  
Pension Plan
Residents are automatically enrolled in the State University Retirement System (SURS). Enrollment is mandatory, except for foreign nationals in the US on J-1, J-2, F-1 or F-2 visas who have not established Substantial Presence. The Benefits Center can provide complete information on the available SURS options.
Residents leaving the University may elect to leave their contributions with accrued interest in the system, or to withdraw them. Current IRS regulations specify that any funds withdrawn from the pension program and not reinvested in another qualified retirement program within 60 days of withdrawal will be subject to ordinary income tax, plus a penalty imposed by the IRS.
  
Educational Fund
Educational funds are available to each residency program for reimbursing its residents for educational activities. Individual resident amounts and uses are at the discretion of and subject to the prior approval of the Program Director. Program Directors must inform eligible residents of the amount available through their program and how to request it.
Expenses that qualify for this program are limited to the following, from a list provided by the Program Director, and will be for individual resident use: Travel to conferences, workshops, and professional meetings; registration or tuition fees; hotel, meal, and transport expenses; and texts and reference books, and any other computer-based educational resources; and personal digital assistants for education use. Funds may not be used for group activities, such as retreats, dinners, parties, or visiting lecturers. All disbursements must be made consistent with University of Illinois guidelines.
For further information, residents should see Policy XXXI, “Resident Educational Support” in the GME Policy and Procedure Manual available on the GME Office website.