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Domestic Partner Benefits

This page is under review for compliance with PA96-1513. Updated information will be available soon.

Note: The State Domestic Partner category (same-sex only) ceased to be available on 6/1/2011. Individuals covered under this category as of 5/31/2011 were grandfathered and their coverage will continue. Effective 6/1/2011, in accordance with Public Act 96-1513, a new State Civil Union Partner category is available for same-sex and opposite sex partners. Dependent children of Civil Union Partners are also eligible for coverage. Please see the Benefit Choice Options booklet or the Dependent Coverage page on the CMS website for information regarding coverage.

A number of State of Illinois and University benefits are extended to registered same-sex domestic partners and children of registered same-sex domestic partners of University employees.

State of Illinois Benefits
The State of Illinois Department of Central Management Services (CMS) has the authority and responsibility to design, administer, negotiate and/or contract for benefits. Any change in these benefits is decided upon by CMS and becomes effective for all State of Illinois employees.

State of Illinois benefits include Health Insurance, Dental Insurance, Vision Insurance, Life Insurance, Adoption Assistance, 457(b) Deferred Compensation Retirement Plan, Accidental Death & Dismemberment (AD&D) Insurance, Smoking Cessation, Flexible Spending Accounts (MCAP & DCAP), Tuition Benefits, Employee Assistance Programs (EAPs), and the State Universities Retirement System (SURS).

Please select from the following topics for further information on State of Illinois benefits:

Eligibility
Domestic Partner and Child of Domestic Partner Benefits Coverage
Enrollment Period and Dates of Coverage
Taxability of Benefits
Termination of Domestic Partner Coverage

University of Illinois Benefits
The University also offers optional benefits that are supplemental to the State of Illinois benefits. University benefits include Accidental Death & Dismemberment (AD&D) Insurance, Supplemental Long Term Disability Insurance, 403(b) Supplemental Retirement Plan, Faculty/Staff Assistance Program, and Employee Discounts.

The University is also responsible for extending leave benefits to employees, such as Sick Leave, Funeral/Bereavement Leave, Parental Leave, and Family Medical Leave.

Please select from the following topics for further information on University benefits:

Eligibility
Domestic Partner and Child of Domestic Partner Benefits Coverage
Employee Leave to Care for a Domestic Partner and/or Child of Domestic Partner
Termination of Domestic Partner Coverage


State of Illinois Benefits

Eligibility

See Note at the top of this page regarding State coverage. CMS defines domestic partners as "unrelated, same-sex individuals who reside in the same household and have a financial and emotional interdependence consistent with that of a married couple for a period of not less than one year and continue to maintain such arrangement. The minimum age of a domestic partner is 19 years old."

Domestic Partner and Child of Domestic Partner Coverage
The following chart indicates which State benefits are extended to registered same-sex domestic partners and/or children of registered same sex domestic partners:

Benefit Domestic Partner Coverage Child of Domestic Partner Coverage
Health Insurance Yes Only if employee has legally adopted or has legal guardianship.
Dental Insurance Yes Only if employee has legally adopted or has legal guardianship.
Vision Insurance Yes Only if employee has legally adopted or has legal guardianship.
Life Insurance - Basic Term (Minnesota Life) No - employee only benefit; although anyone can be named as a beneficiary. No - employee only benefit; although anyone can be named as a beneficiary.
Life Insurance - Voluntary Term (Minnesota Life) No Only if employee has legally adopted or has legal guardianship.
Long Term Care Insurance No NA
Adoption Assistance No - employee only benefit NA
457(b) Deferred Compensation Retirement Plan No - employee only benefit; although anyone can be named as a beneficiary. No - employee only benefit; although anyone can be named as a beneficiary.
Accidental Death & Dismemberment (AD&D) No - employee only benefit No - employee only benefit
Smoking Cessation No No
Flexible Spending Accounts (MCAP & DCAP) No No
Tuition Benefits No - employee only benefit Only if employee has legally adopted or has legal guardianship.
Employee Assistance Programs (EAP)
Non-AFSCME Employees (Magellan) No No
AFSCME Personal Support Program (PSP) Yes Yes; if covered under employee's insurance.
State Universities Retirement System (SURS)
Survivor Benefits No No
Beneficiaries for Death Benefits Yes Yes
Disability Benefits No - employee only benefit No - employee only benefit
Retiree Health, Dental, and Vision Benefits Yes, if covered by employee's insurance prior to his/her retirement Yes, if covered by employee's insurance prior to his/her retirement and is age 25 or younger

Enrollment Period and Dates of Coverage
In order to enroll a domestic partner, a CMS Domestic Partnership Affidavit and Domestic Partner Enrollment Form must be completed and submitted, along with the supporting documentation, to the UPB Benefits Services office. These documents are available in the CMS Enrollment and Information Packet. An eligible employee may add a domestic partner to coverage during one of the three enrollment opportunities (See Note at the top of this page regarding State coverage):

  • Initial Hire - Members must submit the appropriate paperwork and supporting documentation within 10 days of initial hire. Coverage is effective the date of hire.
  • Annual Benefit Choice Period - Members must submit the appropriate paperwork and supporting documentation during the announced annual Benefit Choice enrollment period, which is generally the month of May. Coverage is effective July 1.
  • Qualifying Change in Status - Members must submit the appropriate paperwork and supporting documentation within 60 days of the eligible qualifying change in status. Coverage is effective the first day of the pay period following the signature date on the Domestic Partner Enrollment Form.

Taxability of Benefits
Please read the CMS Enrollment and Information Packet carefully to understand the tax implications associated with enrolling a domestic partner as a dependent. There may be increased tax liability for an employee whose domestic partner does not meet the IRS tax dependent qualifications. Employees should consult with a tax advisor regarding tax consequences.

Termination of Domestic Partner Benefits Coverage
If at any time the domestic partner becomes ineligible for benefits, it is the employee's responsibility to notify the UPB Benefits Services office. The employee must complete, sign and submit a Termination of Group Insurance Coverage for Domestic Partner form, found in the CMS Enrollment and Information Packet, to the UPB Benefits Services office. Domestic partner coverage may be terminated only upon the member or domestic partner experiencing an eligible qualifying change in status. COBRA coverage will be offered only to domestic partners who were eligible as a tax dependent under the IRS rules (see Taxability of Benefits above).


University of Illinois Benefits

Eligibility
The University of Illinois defines domestic partners as two persons of the same gender, age 18 or older, who have been residing together for at least 6 months and are jointly responsible for each other's common welfare and shared financial obligations. Domestic partners are recognized by the University through completion and submission of the University of Illinois Affidavit of Domestic Partnership. This form must be submitted to the UPB Benefits Services office. The University accepts the following registries in lieu of the supporting documents indicated in the Affidavit:

  • State of Illinois Group Insurance Program (CMS) Domestic Partner Registry
  • Cook County Registry for Same-Sex Couples

Domestic Partner and Child of Domestic Partner Coverage
The following chart indicates which University benefits are extended to registered same-sex domestic partners and/or children of registered same sex domestic partners:

Benefit Domestic Partner Coverage Child of Domestic Partner Coverage
Life Insurance - Voluntary Term (ING/Reliastar) No; although anyone can be named as a beneficiary. No; although anyone can be named as a beneficiary.
Accidental Death & Dismemberment (AD&D) No No
Long Term Disability No - employee only benefit; survivor benefits will be paid to estate, if no eligible survivor (spouse or children under 25), of which anyone could be named beneficiary. No - employee only benefit; survivor benefits will be paid to estate, if no eligible survivor (spouse or children under 25), of which anyone could be named beneficiary.
403(b) Supplemental Retirement Plan No - employee only benefit; although anyone can be named as a beneficiary. Non-spouse beneficiary rollover available. No - employee only benefit; although anyone can be named as a beneficiary. Non-spouse beneficiary rollover available.
Faculty/Staff Assistance Program Yes Yes
Discounts and Other Services No - employee only benefit No - employee only benefit

Employee Leave - indicates if an employee can utilize the following leave to care for a registered same-sex domestic partner and/or children of a registered same sex domestic partner.
Leave Domestic Partner Child of Domestic Partner
Sick Leave* Yes Yes
Funeral/Bereavement Leave* Yes, considered an immediate family member. Yes, considered an immediate family member.
Parental Leave* Yes NA
University Family Medical Leave Yes No; although you may apply for Federal FMLA leave to care for your registered same-sex domestic partner's child as long as the child meets the federal FMLA definition of a son or daughter, "a biological, adopted, or foster child, a stepchild, a legal ward, or a child of a person standing in loco parentis, who is either under age 18, or age 18 or older and "incapable of self-care because of a mental or physical disability." (29 C.F.R. 825.113(c))
* See Clarification Memo re: Sick Leave, Funeral/Bereavement Leave, and Parental Leave.

Termination of Domestic Partner Benefits Coverage
If there is any change in status as domestic partners, the employee agrees to notify the UPB Benefits Services office 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.






Maintained by University Human Resources | Contact Information | Last Update: 15-July-2013 | ID: 3754