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 a maintenance organization (HMO) plan, or a traditional fee-for-service preferred provider organization (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 a stand alone comprehensive plan that covers most expenses associated with general vision care administered by Superior Vision.
Survivor & Disability
Life Insurance: The amount of basic life insurance provided by the University of Chicago 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.
Personal Accident Insurance: 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’s employee retirement income plan (ERIP). The ERIP consists of two parts:
Defined Benefit Plan (DB)
Provides a fixed amount of retirement income, using a formula that considers earnings and years of service.
Defined Contribution Plan (DC)
Provides an additional amount of retirement income, depending on contributions and choice of investments.
The DB plan is funded by the University of Chicago Medicine. The DC plan is funded by employees and the University of Chicago Medicine.
Supplemental Retirement Annuity (SRA)
The University of Chicago 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 either TIAA/CREF and/or Vanguard.
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.
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 the 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.
All other full-time employees receive reimbursement up to $2,000 per year. Part-time employees receive reimbursement up to $1,000 per fiscal year.
Paid Continuing Education Days
RNs who have completed between six months and one year continuous service are eligible for one paid continuing education day and $100 reimbursement for continuing education expenses. RNs who have completed between one and five years of continuous service are eligible for two paid continuing education days annually and $200 per year for reimbursement of continuing education expenses. RNs who have completed more than five years of continuous service are eligible for three paid continuing education days annually plus $300 per year for reimbursement of continuing education expenses.
Flexible Spending Accounts(FSA)
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 $2,500, 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 similarly to the Health Care FSA, and also has an annual maximum of $5,000. The Internal Revenue Service determines eligible expenses for child or elder care.
Employees can choose to have pre-tax dollars deducted from their paycheck to cover out-of-pocket transportation costs to and from work. The program covers:
- Up to $240 in parking expenses
- Up to $130 a month in 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 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 15 percent per hour for permanent evening shifts; 20 percent for permanent night shifts.
- Rotators earn shift premiums (evenings: $1.50/hr; nights: $2/hr).
- 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.