Benefits

Lincoln Land Community College (LLCC) provides employees with an extensive benefits package and generous leave time to help employees maintain a good work/life balance. Except as provided by law, employees holding a benefit-eligible position with the classification of “Full-Time, Benefit Eligible,” ”Part-Time, Benefit Eligible” and “Other Full-Time” are eligible for the benefits listed below. Benefit-eligible employees may enroll in all insurance coverage beginning the first day of the month following their start date.

All premium amounts listed below are effective July 1, 2025-June 30, 2026 and are in monthly amounts.

SISCO creates and publishes machine-readable files on behalf of the Lincoln Land Community College Health Care Plan. To link to the files, please click on the URL provided: http://sisconosurprise.com.

LLCC is a part of the Cigna network of doctors and hospitals. We offer two plan options.

Open Access Plan-PPO (OAP)

  • Employee Only $63.80
  • Employee plus spouse $540
  • Employee plus child(ren) $489
  • Employee plus family $825.50

High Deductible Health Plan-PPO with HSA (HDHP)*

  • Employee Only $43.50
  • Employee plus spouse $391.50
  • Employee plus child(ren) $355
  • Employee plus family $622.50

*The HDHP plan includes an annual HSA contribution from LLCC. See Health Savings Account below for more information.

Dental insurance

LLCC is part of the SunLife Financial network of dentists.

  • Employee only: $0
  • Employee plus spouse: $53.48
  • Employee plus child(ren): $63.84
  • Employee plus family: $129.38

Vision insurance

Vision insurance is offered to LLCC employees by VSP.

  • Employee Only $7.86
  • Employee plus spouse $15.72
  • Employee plus child(ren) $17.30
  • Employee plus family $25.16

Life insurance

LLCC will provide an employee a term-life insurance policy, which includes accidental death and dismemberment coverage. Each employee will receive the lesser of two times their annual base salary or $200,000. Employees do not have to pay a monthly premium.

Voluntary life insurance

Supplemental term-life insurance, including accidental death and dismemberment coverage, is available for employees at the employees’ expense.

Dependent life insurance

Supplemental term-life insurance, including accidental death and dismemberment coverage, for an employee’s spouse and/or dependent children (within age guidelines) is available for purchase.

Critical illness and cancer insurance

Employees can purchase this coverage for themselves and their family. This benefit helps protect employees and their families from financial loss by providing lump-sum benefits upon diagnosis of a covered critical illness, including cancer.

Accident insurance

Employees can purchase this coverage for themselves and their family. While health plans may cover direct costs associated with an accident, you can use this accident benefit to help cover related expenses like lost income, child care, deductibles and copays.

Long-Term disability insurance

Employees may elect to pay for long-term disability insurance which could potentially pay up to 65% of their base monthly salary. In the event you become disabled from a non-work-related injury or sickness, disability income benefits may partially replace lost income.

Hospital indemnity insurance

This plan offers hospitalization benefits for you, your spouse and/or your child(ren). When you face a hospital stay, you can receive a benefit to help pay unexpected expenses not covered by your health plan.

Unreimbursed medical account

LLCC offers a tax-free method for employees to place money aside and use it to pay for out-of-pocket family medical dental and vision expenses. You have a choice to join the unreimbursed medical account if you enroll in the Open Access Health Insurance Plan or if you choose to decline LLCC medical insurance. If an employee declines health insurance coverage, LLCC will make an annual contribution of $500 into an unreimbursed medical spending account with no contribution required by the employee. If the employee wishes to contribute more than $500 of their own money to the account, LLCC will match the contribution, not to exceed $1,650.

Dependent care flexible spending account

DCAP is a pre-tax benefit account used to pay for eligible dependent care services. It’s a smart and simple way to save money while taking care of your loved ones so you can continue to work.

Health Savings Account (HSA)

Employees on the HDHP will be assigned a health savings account through HealthEquity. LLCC will contribute a total of $3,100 to your HSA during fiscal year 2026. This contribution will be made in two installments – July 15, 2025, and Jan. 15, 2026. The dollar amount of the installment will be based on your active employment during the six-month installment period. This tax-free contribution can be used to offset your out-of-pocket costs related to health, dental and vision expenses.

Retirement plan

The State Universities Retirement System (SURS) covers LLCC employees. SURS contributions are deducted on a pre-tax basis. The employee may choose from three different retirement plans. SURS does not coordinate with Social Security and, consequently, there is no payroll deduction for FICA. However, there is a payroll deduction requirement of 1.45% of gross wages for Medicare.

Deferred compensation

LLCC offers employees the opportunity to participate in a voluntary deferred compensation plan. We offer a 403(b) plan, 457 plan, Roth IRA (not tax deferred) and a no-load profile plan.

LLCC tuition waiver

Starting or continuing education is highly valued at LLCC. Benefit-eligible employees, their spouses and qualified dependents are eligible to use a tuition waiver which waives the standard tuition and fees for LLCC credited courses.

Educational assistance

Benefit-eligible employees have access to up to $3,000 per year towards tuition at another educational institution, textbooks, workshops, seminars, and conferences.  Additionally, certification and re-certification for professional organizations may also be eligible.  

Class release time

To accommodate an employee work schedule, paid time can be requested to attend classes by submitting an approved Class Release Time form. This release time is only available to attend face-to-face LLCC classes.

Employee Assistance Program (EAP) services

LLCC’s Employee Assistance Program provides free and confidential assessments, short-term counseling, referrals, prevention and education services for you and your dependents.

Credit union

LLCC is affiliated with the Illinois Educators Credit Union. Direct deposit of paychecks, payroll deductions for savings, Christmas Club accounts and payment of loans are available. This is a full-service credit union.

Fitness center

Employees can use the on-campus fitness center for free.

Facilities staff benefits

Uniforms, shoes and equipment are provided by LLCC.

Vacation

Vacation time is provided based on years of service and employment classification. Below are the starting vacation time amounts earned for each classification.

  • Non-exempt, classified: 6.67 hours per month; accumulative to a maximum of 320 hours
  • Exempt, professional: 10 hours per month; accumulative to a maximum of 320 hours
  • Exempt, administrative: 160 hours per fiscal year; accumulative to a maximum of 320 hours

Personal

LLCC advances two workdays of personal leave per fiscal year to accumulate to a maximum of five workdays.

Sick

LLCC advances employees 15 workdays of sick leave per fiscal year to accumulate to a maximum of 2,880 hours.

Employee sick bank program

This program assists member employees who are experiencing serious illnesses by providing an opportunity to request additional paid leave after exhausting all personally accumulated leave time.

Personal

Faculty receive 40 hours per academic year, accumulative to a maximum of 56 hours.

Sick

Faculty receive 80 hours per academic year, plus 16 additional hours if the faculty member teaches during the summer session.

Sabbatical

A full-time, tenured faculty member may apply for a sabbatical leave after completing six years of continuous full-time service. Options include a one-semester sabbatical at full salary or one year at 50% salary.

Vacation

Facilities employees earn 6.67 hours per month; accumulative to a maximum of 320 hours.

Personal

Facilities employees earn eight hours at the end of each six-month period during the first two years of employment, then 16 hours each fiscal year (July 1 to June 30) after that, accumulative to a maximum of 40 hours.

Sick

Facilities employees earn 10 hours per month the first two years of employment, then 120 hours each fiscal year (July 1 to June 30) after that, accumulative to a maximum of 2,880 hours.

Paid holidays

To provide time for employees to celebrate holidays with family and friends, the below holidays will be observed.

  • Martin Luther King’s birthday
  • Memorial Day
  • Independence Day (if this date falls on a day the college is already closed, it will not be observed with an additional day off)
  • Labor Day
  • Three days at Thanksgiving (Wednesday-Friday)

Other paid days off

LLCC is closed five consecutive business days during the spring term mid-semester break. Additionally, LLCC is closed approximately 10 consecutive business days between the end of the fall semester and the beginning of the spring semester for winter break. All closed days will be paid days.

Note: There are some exceptions for Facilities Services Union positions, and LLCC-Medical District and Child Development Center staff.