Ä¢¹½ÊÓƵAPP University strives to create an environment where team members feel personally valued, professionally invested and inspired by their work. One way we do this is by providing our team members with a competitive pay and benefits package.
The University offers a group major medical plan that includes a hospital-based Preferred Provider Organization (PPO). Coverage becomes effective the first of the month following one month of full-time employment. Employees who work an average of 30 hours or more per week are eligible for medical insurance.
Under the Transparency in Coverage Final Rule, plans and issuers will disclose pricing information to the public through machine readable files. The file for Ä¢¹½ÊÓƵAPP’s plan is accessible here:
The University's dental plan provides coverage for preventative services, minor restorative services, major services, and orthodontics. Coverage becomes effective the first of the month following one month of full-time employment.
The University offers a vision insurance plan. The plan provides discounts and co-pays for In-Network costs and reimbursement for Out-of-Network costs, including annual exams, contact lenses, single vision lenses and frames for employees, as well as, their dependents.
The University offers critical illness and cancer insurance that helps reduce daily stress about money, so an individual can focus on getting better. This plan pays a lump sum cash benefit directly to the employee, after a claim is approved, for a variety of covered conditions such as heart attack, stroke, and cancer. Full-time employees can choose between $5,000 and $20,000 of coverage, in $5,000 increments with a $20,000 guaranteed issue. If an employee elects coverage for themselves, they also have the opportunity to elect coverage for a spouse and eligible children.
The University provides life insurance equal to $50,000. Coverage becomes effective the first of the month following one month of full-time employment. The premium is paid in full by the University. The University also offers supplemental life insurance, which allows employees to purchase additional insurance for themselves and their dependents.
The plan pays 60% of your base salary up to a maximum benefit of $8,000 per month. This plan is paid in full by the University. Coverage becomes effective the first of the month following one month of full-time employment.
Under section 125 of the IRS Code, MU employees are allowed to set aside before-tax dollars in a reimbursement account not subject to social security, federal, or state taxes. From this account, employees may pay for medical and dental insurance premiums, health and dental expenses not covered by insurance, depended childcare expenses, and dependent eldercare expenses.
The University-sponsored retirement plan is with IICU-MEP. Initial participation in Ä¢¹½ÊÓƵAPP's retirement plan is voluntary; however, participation becomes mandatory for full-time employees after six years of employment. After one year of eligible service, the University will contribute 5% of the employee's base annual salary, when the employee contributes 5%. (Part-time employees who work at least 1000 hours per year may also be eligible.)
The University provides a tax-efficient way to supplement retirement savings by offering a tax-deferred annuity. Generally, all employees are eligible to participate and may begin participating at any time, up to the IRS limits.
Ä¢¹½ÊÓƵAPP University is a member school in two tuition exchange programs. Tuition Exchange, Inc. (TE) and The Council of Independent Colleges (CIC) offer national scholarship exchange programs for the dependents of employees of member schools. As with scholarships, tuition exchange awards are granted based on each individual's schools selection criteria and are quite competitive.
Eligibility for this benefit begins after the completion of one year of continuous, full-time employment at Ä¢¹½ÊÓƵAPP University. If the service requirement occurs after the registration period, participation will commence with the first day of the subsequent term.
Those eligible for consideration to participate in the exchange programs are the dependent children of full-time employees (provided the applicants meet admission requirements and continue to make satisfactory academic progress).
Tuition exchange participation is subject to the regulations of each of the two different programs and Ä¢¹½ÊÓƵAPP's status in them.
A student must meet the usual admission standards of the admitting institution and there are limitations on the number of students accepted at a particular institution under the exchange programs. It is the student's responsibility to obtain program information (requirements and deadlines) and admission application forms directly from the colleges and universities.
Participation in the tuition exchange program is limited to undergraduate programs and to students seeking their first undergraduate degree.
Employee: Regular full-time employee, which is defined as full-time faculty, administrator, or support staff who works a minimum of 32 hours per week, including full-time employees on paid or unpaid leave of absence and sabbaticals.
Dependent Children: For purposes of this policy, dependency is defined as: A qualifying child under the age of 24 prior to the beginning of the term for which the benefit will be used.
A qualifying child is defined as:
If you have any questions regarding the Educational Assistance Policy or your eligibility as an employee, please contact Human Resources at 217.362.6416.
If accepted into one of the two exchange programs by a particular school, a dependent child could attend the participating college either tuition-free or paying a percentage tuition charge, depending upon the program and school. Room, board, and fees must be paid in full and are the responsibility of the parent/student in most cases.
If you have questions about the required information, please contact the Director of Financial Aid at 217.424.3664 or tmarten@millikin.edu
There are no pre-existing condition limitations under your new plan.
New employees may add a spouse and/or children within the first 30 days of employment or during the annual open enrollment. Thereafter, enrollment periods are within 31 days of a change in family status. Examples of a qualified change in family status include: birth, adoption, change in marital status, death of spouse or dependent, and/or change in spouse employment status. Evidence for these changes, such as a marriage license, birth certificate or adoption decree will be required.
Children may remain insured as dependents until their 26th birthday if they do not have access to other employer-sponsored coverage. (regardless of full-time student status, dependent status, marital status or residing at home) Children who cease to be eligible as dependents may continue coverage on their own by paying the full cost for up to 36 months under a federal law referred to as COBRA. It is your responsibility to notify Human Resources if the dependent ceases to be a full-time student or marries prior to the next recertification period.
The health, dental, and life plans may be continued during seasonal layoff, illness, family and medical or educational leaves without pay. If you are on paid leave the insurance premium will be deducted from the paycheck. Otherwise, it is your responsibility to send in your premiums in a timely fashion. Failure to pay a premium will result in termination of the health, dental, and life coverage until you return to work. Reenrollment in some plans will be subject to evidence of good health.
If you are on a personal leave without pay, you may continue coverage for up to 6 months subject to your payment of 100% of the premium, which includes the employer contribution. It is your responsibility to send in your premiums in a timely fashion. Failure to pay the premium will result in termination of the health, dental and life coverage until you return to work. Re-enrollment in some plans will be subject to evidence of good health.
Persons leaving employment at the University are entitled to continue the health, and dental coverage for up to 18 months under a federal law referred to as COBRA. Cost of coverage is borne fully by the employee. Notice of the COBRA Continuation Option is sent to employees by Human Resources soon after their resignation or appointment ending date.
All eligible employees automatically have employer-paid life insurance equal to $50,000. You can elect to purchase additional life insurance at your own cost. Optional coverage for your spouse and/or children is also available at your own cost. Enrollment in the optional plans is guaranteed within the first 30 days of employment (up to $250,000 for employees, up to $50,000 for spouses); thereafter evidence of good health is required. For more information, contact Human Resources.
The University provides accidental death and dismemberment coverage for eligible employees at no charge. The value of the policy is $50,000.
Yes, the University makes a contribution equal to 5% of your base annual salary, when you contribute a minimum of 5%. You can begin your contributions to the retirement plan immediately. However, there is a one year waiting period before the University makes their 5% contribution, which may be waived under certain circumstances.
You need to contact TIAA directly. Their toll free number is 1.800.842.2776.
Tax deferred plans are available through TIAA.
Contact Human Resources.
The University provides 12 sick days and 20 vacation day per year.
The University provides the following paid holidays: New Years Day, Martin Luther King Day, Good Friday, Memorial Day, Juneteenth, Independence Day, Labor Day, Thanksgiving Day and the following Friday, Christmas Eve, and Christmas Day.
Ä¢¹½ÊÓƵAPP grants full courtesy tuition waivers to full-time employees, their spouses and dependent children. Through Ä¢¹½ÊÓƵAPP's participation in collegiate exchange programs, dependent children may attend select colleges in addition to Ä¢¹½ÊÓƵAPP with no tuition if certain conditions are met.
Employees receive complimentary passes to regular season Ä¢¹½ÊÓƵAPP athletic events; access to tennis courts, weight room, and all-weather track and field complex; discounts on membership at the Decatur Indoor Sports Center (DISC), selected performances at the Kirkland Fine Arts Center, as well as several dining service locations throughout campus. In addition, all employees have access to an Employee Assistance Program (877-234-5151) and the Staley Library.