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• Federal
Long Term Care Insurance
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Long
term care is something you may need if you can no longer
perform everyday tasks by yourself. For example, there may
come a time when you need help getting dressed, eating or
bathing. It also includes the kind of care you would need
if you had a severe cognitive impairment like Alzheimer’s
disease. You can receive this care in a variety of settings,
including your home, an assisted living facility or a nursing
home.The need for long term care usually arises from age
or chronic illness, injury or disability.
https://www.opm.gov/healthcare-insurance/long-term-care/ |
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• Federal Employees Dental and Vision Insurance Program (FEDVIP)
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The supplemental Federal Employees Dental and Vision Insurance Program (FEDVIP) is available to eligible Judicial employees, retirees, and their eligible family members on an enrollee-pay-all basis. This program allows dental and vision insurance to be purchased on a group basis which means competitive premiums and no pre-existing condition limitations. Premiums for enrolled Judicial employees will be withheld from salary on a pre-tax basis.
Employees may enroll in a dental plan and/or a vision plan. Employees may choose to enroll in a plan for Self-only, Self-Plus-One, or Self and Family coverage. Eligible family members include an enrollee's spouse and unmarried dependent children under the age of 22, or if age 22 or older, incapable of self-support. The rules for family member's eligibility are the same as they are for the FEHB program.
Please note that your employing agency is "Federal Judiciary," and that you are a "biweekly pay" employee.
Please visit the BENEFEDS website for more information and enrollment instructions.
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• Federal
Judiciary Flexible Spending
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A Flexible Spending Account (FSA) is a benefit which allows the employee
to pay for a variety of out-of-pocket expenses with pre-tax money.
A Health Care Reimbursement Account (HCRA) allows the employee to set
aside pre-tax dollars from their paychecks to cover eligible health
care expenses not reimbursed by any medical, dental, or vision
care plan.
A Dependent Care Reimbursement Account (DCRA) allows the employee to set
aside pre-tax dollars from their paychecks to cover eligible dependent
care expenses incurred so the employee and/or spouse can work,
look for work, or attend school full-time.
The Federal Judiciary
Premium Payment Plan (PPP) allows the employee to choose between having
their health insurance premiums taken on a pre-tax or post-tax
basis; premium amounts will be taken on a pre-tax basis unless
the employee chooses otherwise.
Information on Flexible Spending Accounts will be mailed directly
to the employee within 60 days of their entrance on duty. Employees
are asked to inform Human Resources if they do not receive
this information within the 60-day time period. Further information
on this program can also be obtained from the Flexible Spending
Account website at: https://judiciary.lifeatworkportal.com.
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• Education |
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TUITION ASSISTANCE
The U.S. Court of Appeals has established
a tuition assistance program to provide funding for eligible
employees to attend college courses that directly relate to the
performance of their duties. This program is subject to the availability
of funds.
GUIDELINES AND ELIGIBILITY:
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• The requesting employee must
not already possess an undergraduate degree.
Full-time and part-time employees
are both eligible to participate, however, only permanent
employees may apply.
• The
course(s) requested must be job related. For example,
English would be an acceptable course, however, English
Literature would not be acceptable
• Courses
may be taken from community colleges or universities,
and may count as credit towards an undergraduate degree
• Employees
must present evidence of completion upon the close
of each funded course. This must include the grade
or “pass/fail” received for the course(s).
• A
grade of at least a “C” (or “Pass” in
a course taken as pass/fail) must be maintained for
each course. Failure to maintain this standard will
result in the employee being removed from the tuition
assistance program. |
FUNDING
INFORMATION AND LIMITATIONS:
• This
program will fund costs relating to tuition and required
books only. Lab fees, initial registration, travel, parking
and other costs are the responsibility of the employee.
• The
program will fund up to $1,000 per semester/quarter,
not to exceed a total of $3,000 per year, for each
approved employee
• Funds for tuition will be made directly to the educational institution
following the starting date of the course. Funds for books will be reimbursed
to the employee upon receiving a proof of purchase.
• Employees
are responsible for immediately notifying the Office
of Personnel when a class funded by the tuition program
has been dropped by the employee or cancelled. This
is to allow the court to collect any potential fee
reimbursements.
• Unless
caused by an emergency, employees who drop a course
funded under the tuition assistance program will be
ineligible for further funding until such time as he/she
can demonstrate good cause to be reinstated into the
program. |
APPLICATION
PROCESS:
• The
requesting employee must complete the Tuition Assistance
Request Form At least 30 days prior to the start of the
course.
• A
copy of the course description from the catalog of
the educational institution with the dates and cost
of the course should be attached to the request.
• Return
the completed form and related information to:
HUMAN RESOURCES
U.S. Court of Appeals
Room 1670
219 South Dearborn Street
Chicago, Illinois 60604
phone: 312/582-8712 or 312/435-5884
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• After
reviewing the request for completeness, Human Resources
will contact the employee regarding any missing documents
or information. All completed Tuition Assistance Request
Forms will be forwarded directly to Collins Fitzpatrick,
Circuit Executive. Circuit Judge Michael Kanne will make
the final decision on all requests.
• Employees
are responsible for following up on their own registration
arrangements.
• If
the request is rejected, the employee will receive
an explanation for the denial of tuition assistance.
• Funding
for each fiscal year will determine whether this program
will continue |
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Please
feel free to contact HUMAN RESOURCES with
any questions.
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