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3.1.13 Illinois State University Domestic Partner Benefit Program

Policy

Illinois State University extends recognition of any domestic partnership meeting the eligibility criteria and offers certain benefits to domestic partners of Illinois State University employees. The domestic partner may be of the same or of the opposite sex.

The benefits that are provided through this policy are those controlled solely by Illinois State University and are listed below. Benefits provided by any third party are not included in this policy. Benefits provided by the State of Illinois will be administered in accordance with the State Employee's Group Insurance Program (SEGIP).

The University requires documentation of a relationship consistent with documentation requirements in place for spouses and step-children. Employees who wish to be considered for use of the Domestic Partner Benefit Program must show proof of domestic partnership status by completing the "Illinois State University Statement of Domestic Partnership" and submitting it to the Human Resource Office. The statement and the information obtained will be kept confidential insofar as the law allows.

The following is a list of benefits controlled solely by Illinois State University that will be extended to qualified domestic partners and their children (Biological or adopted children of a domestic partner who is not an employee at Illinois State University will be considered as stepchildren of the employee for the purposes of this policy).

Health Insurance Premium Reimbursement Program:  Benefits eligible employees may be reimbursed for a portion of health care premiums they pay to obtain insurance for their domestic partner and/or the children of their domestic partner if they meet all the qualifications outlined in the Procedures 3.1.13a (below).

Tuition Waiver for Children:Biological or adopted children of a domestic partner are eligible for a tuition waiver at Illinois State University, subject to meeting all conditions stipulated in that policy.

Family Medical Leave Act Leave:FMLA leave is available to care for a domestic partner or biological or adopted children of a domestic partner subject to meeting all conditions stipulated in that policy.

Sick Leave: Employees may use sick leave when their presence is required due to the illness of a domestic partner or biological or adopted children of a domestic partner.

Bereavement Leave: Under the University's Bereavement Leave policy, domestic partners will be considered spouses and biological or adopted children of domestic partners will be considered step-children.

Wellness Program:Wellness-sponsored programs that are open to family members are open to domestic partners and their children.

Use of Milner Library:University employees, their spouses or domestic partners, may use this facility upon presentation of a valid employee or other identification card.

Use of Recreation Services/Facilities:Family members, including domestic partners, of employees are eligible to participate in activities if they purchase a household user pass.

Termination of Domestic Partnership Status

If there is any change in status as domestic partners, the employee agrees to notify Human Resources within thirty (30) days of such change by filing a statement of Termination of Domestic Partnership, which will make the domestic partner no longer eligible for University sponsored benefits.

3.1.13a Domestic Partner Health Insurance Premium Reimbursement

Health Insurance Premium Reimbursement

Benefits eligible employees may be reimbursed for a portion of health care premiums they pay to obtain insurance (health, dental, and vision coverage) for their domestic partner and/or the children of their domestic partner only if their partner is not eligible to be covered as a dependent under the State Employee's Group Insurance Program.

Qualifications

To qualify, the employee and/or the domestic partner must meet the following requirements:

  1. The employee must be a benefits eligible employee;
  2. The domestic partner must not be eligible to be covered under the State Employees' Group Insurance Program;
  3. If an employee and the employee's domestic partner are both employees of the University or any other State of Illinois agency, each must be insured individually, and may not be reimbursed for their partner's health insurance premium.
  4. Show proof of domestic partnership status by completing and submitting the Illinois State University Domestic Partnership Statement, a confidential form filed with Human Resources. (Currently, all employees are required to provide proof of dependency status documentation to enroll their dependents in benefit plans.)

Termination of Domestic Partnership Status

If there is any change in status as domestic partners, the employee agrees to notify the Human Resources within thirty (30) days of such change by filing a statement of Termination of Domestic Partnership, which will make the domestic partner no longer eligible for University sponsored benefits.

Processing

Health Insurance Premium reimbursements are processed on a quarterly basis. Reimbursements will be made on the last working day in February, May, August and November.  Forms must be received in Human Resources on the first day of the month in which reimbursements are scheduled to be paid in order to be eligible for reimbursement for that period and included in that quarter's payment.

For the reimbursement to be processed, the following is required:

  1. Certification that the dependent qualifies for reimbursement (see qualifications above);
  2. A completed Medical Premium Reimbursement claim form
  3. Documentation providing evidence that medical coverage for their domestic partner was purchased from a bona fide insurance company as determined solely by the University. Evidence of payment will include the health insurer and a detailed breakdown of the cost and may include copies of canceled checks, bank statements, or payroll stubs, and medical premium paid (invoice or employer rate sheet) for each month/pay period.

Reimbursement Amount

The reimbursement amount is based on the difference between what the employee paid to purchase his or her partner's coverage versus the premium that the employee would pay for dependent coverage under the applicable benefit year for the State of Illinois Quality Care plan provided through the State Employees' Group Insurance Program. The maximum amount reimbursed is limited to the amount the employer would pay for dependent coverage under the Quality Care plan provided through the State Employees' Group Insurance Program. This is a taxable benefit and the University is required to withhold applicable taxes from the reimbursement. Sample reimbursement calculations for full-time and part-time employees are illustrated in Table 1 and Table 2 below:

Table 1: Full-Time Sample

                                               Sample Reimbursement Calculation

                                                  (for illustration purposes only)

  Month 1 Month 2 Month 3
Monthly premium paid by employee 800.00 800.00 800.00
Less employee premium deduction for Quality Care dependent coverage 249.00 249.00 249.00
Difference ($800 minus $249) 551.00 551.00 551.00

Maximum reimbursement amount (Employers portion for Quality Care dependent coverage

for Full-Time employee)

672.96 672.96 672.96

Monthly reimbursement amount (If the difference is greater than the maximum reimbursement

amount, only the maximum amount will be reimbursed; Otherwise, the difference will be reimbursed.

551.00 551.00 551.00
Gross Total Quarterly Reimbursement Amount ( 3x reimbursement amount) 1,653.00

Table 2: Part-Time Sample

                                                Sample Reimbursement Calculation

                                                  (for illustration purposes only)

  Month 1 Month 2 Month 3
Monthly premium paid by employee 800.00 800.00 800.00
Less employee premium deduction for Quality Care dependent coverage 249.00 249.00 249.00
Different ($800 minus $249) 551.00 551.00 551.00
Maximum reimbursement amount (Employers portion for Quality Care dependent coverage for Part-time employee, prorated to FTE)* 417.24 417.24 417.24
Monthly reimbursement amount (If the difference is greater than the maximum reimbursement amount, only the maximum amount will be reimbursed; Otherwise, the difference will be reimbursed.) 417.24 417.24 417.24
Gross Total Quarterly Reimbursement Amount (Sum of monthly reimbursement amounts for Month 1, Month 2 and Month 3) 1,251.72


*This is less for part-time employees, because part-time employees are responsible for paying a portion of the employers cost which reduces the maximum amount that can be reimbursed.

 

Initiating body: Office of Human Resources

Contact: Assistant Director Human Resources (309-438-8311)

Revised on: 12/2013


2016-08-04T10:49:25.388-05:00 2016
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