Employees of the Schaumburg Library are entitled to benefits based on the number of regularly scheduled hours. Eligibility for benefits is broken down into four categories:

  • 8 - 17.25 hours/week
  • 17.5 - 29.75 hours/week
  • 30 - 35 hours/week
  • 37.5 + hours/week

Employees who work a regular schedule of 8 - 17.25 hours/week are entitled to the following benefits.

457 Deferred Compensation Plan

The 457 Deferred Compensation Plan provides tax-deferred savings and lowers taxable income by the amount or percentage deferred. Employees choose the amount or percent of pre-tax earnings to be deferred and specify funds offered by the Plan in which to invest.

Employee Assistance Program (EAP)

The Employee Assistance Program provides free and immediate access to expert content and comprehensive tools to assist you in every aspect of your life, all in a secure, confidential and easy-to-use format. If the website does not provide the level of assistance needed, employees have access to 5 free visits with a board certified counselor. Any and all specific contact that employees make with the EAP remains confidential, only general statistical data is reported.

Schaumburg Park District

Program offers a reduced annual membership rate to use exercise equipment and the walking track. Use of swimming pool does not apply.

Employees who work a regular schedule of 17.5 - 29.75 hours/week are entitled to all benefits described above plus the following benefits.

Educational Assistance

Cost of job relevant courses taken to enhance current job performance or in preparation for a future position may be reimbursed upon receipt of a passing grade. Employees must have written approval from their manager and the Executive Director prior to enrolling in the course.

Jury Duty

Employees will be given time off when required to appear for jury duty.

Holidays

Employees receive seven paid holidays per year.*

Holiday pay may be in addition to or instead of hours worked, depending upon the day the holiday falls and the employee’s schedule. Holiday pay is prorated for employees who work less than a full-time schedule.

Personal & Wellness Days

All employees are granted the equivalent of 4 personal days on Jan. 1 of each year. New full-time employees will receive a pro-rated amount of personal days, after completion of the “Onboarding” Period, based upon their start date. Part-time employees will receive a pro-rated amount of personal days based upon calculations used for holiday pay (i.e., an employee who regularly works 20 hours per week will be granted 4 hours per personal day allotted). Personal days will be granted in half-day and full-day increments only.

Vacation Leave

Based on years of service, employees receive the following:

  • 0 - 5 years: 2 weeks/year*
  • 5 - 10 years: 3 weeks/year
  • 10 - 15 years: 4 weeks/year
  • 15 years: 4 weeks/year + 1 day
  • 20 years: 4 weeks/year + 2 days
  • 25 years: 4 weeks/year + 3 days

Vacation leave is prorated for employees who work less than a full-time schedule. Vacation time may be taken in less than whole-day increments.

Sick Leave

Employees receive 12 paid Sick Leave days per year.*

Sick time is prorated for employees who work less than a full-time schedule. Sick time may be taken in less than whole-day increments.

Employee’s sick time may be used for illness, injury or medical appointments for themselves or a parent, child, stepchild, sibling, mother- or father-in-law, grandchild, grandparent or stepparent.

Bereavement Leave

In the event of a death in the immediate family of the employee, the employee will be granted up to three (3) consecutive workdays off with pay. Up to five (5) days due to hardship or distance problems may be approved by the Executive Director with appropriate documentation supplied for review. Immediate family is defined as the employee’s: spouse, child or stepchild, partner, parent, grandparent, brother, sister, grandchild, father-in-law, mother-in-law, brother-in-law, and sister-in-law. In addition, this leave is extended to an employee, or spouse or committed partner of someone who has lost a child due to miscarriage. Any additional time off shall be charged to the employee’s vacation or personal time. If no such time is available, the employee may request a personal leave of absence. In certain circumstances, proof of the need for the leave may be required.

Paid Parental Leave

The Library will provide up to eight (8) weeks of paid parental leave to benefit eligible employees following the birth of an employee’s child or the placement of a child with an employee in connection with adoption or foster care. The purpose of paid parental leave is to enable the employee to care for and bond with a newborn or a newly adopted or newly placed child. This policy will run concurrently with Family and Medical Leave Act (FMLA) leave, as applicable.

Short Term Disability (WIN)

Short Term Disability is used to supplement paid Sick Leave in the event of an extended or lengthy illness or serious health condition. STD begins after an 8-day waiting period and is paid at 70% of salary until the employee is no longer disabled or reaches the maximum limit of STD coverage. Sick Leave or Vacation Leave can be used to cover the 8-day waiting period.

Updated doctor’s notes are required for continued participation in STD. Accrual of other Library benefits is suspended while on STD coverage.

Wellness Insurance Network (WIN) Dental Plan

Participating employees pay the premiums for dental coverage with no Library subsidy. Employees may visit the dentist of their choice and receive two cleaning/examinations per year covered at 100%. Must work a regular schedule of 20 hours/week or more to be eligible.

Long Term Disability (WIN)

Long Term Disability (LTD) is used to supplement Short Term Disability in the event of an extended or lengthy illness or serious health condition. After a 180-day waiting period and approval from the insurance company, the benefit begins and is paid at 60% of salary until the employee is no longer disabled or until age 65. Updated doctor’s notes are required for continued participation in LTD. Once on LTD, the employee is terminated from the Library.

Employees who work a regular schedule of 30 - 35 hours/week are entitled to all benefits described above plus the following benefits.

Flexible Spending Accounts (FSA)

Employees may request pre-tax deductions permitted under Section 125 of the Tax Code to defer pre-tax dollars into specific accounts as a supplement to the benefit plan. This type of deduction lowers the employee’s taxable gross income. Money may be deferred into Health Care (for out-of-pocket expenses) or Dependent Care accounts. Employees must be 21 or older to be eligible.

WIN Health Care Insurance

The Library offers Preferred Provider Organization (PPO) Network Plans with 2 levels of coverage for employees and their families. The Library subsidizes 75% of premium costs for employee coverage and 50% of premium costs for employee-plus-family coverage.

WIN Life Insurance

Employees are eligible for term life insurance benefits equal to $50,000. Library pays 100% of premium costs for employee coverage.

Dental Insurance

The Library offers three Dental Insurance Plans: Blue Cross Blue Shield PPO plan and a PPO and HMO offered by Delta Dental. All employees with regularly scheduled weekly hours of 20 or more per week and who have been employed at least one year are eligible for the Blue Cross Blue Shield plan. Employees with regularly scheduled weekly hours of 30 hours or more per week are eligible for all three plans. Employees are eligible to participate in the PPO and HMO plans starting on first day of the month subsequent to their start date.

Employees who work a regular schedule of 37.5+ hours/week are entitled to all benefits described above, plus the following benefit.

401(a) Retirement Plan

After 90 days of full-time service and release from the “Onboarding Period,” employees are automatically enrolled in the 401(a) Retirement Plan. For employees hired on or after January 1, 2011, and employees who entered Social Security coverage on January 1, 2011, the Library contributes the equivalent of 13.8% into specific funds chosen by the employee.

*This information does not replace or supersede the individual plan descriptions or policy statements for each benefit. It does not constitute a contract of employment with the Library and does not change or modify any agreements between the Library and the employee. All employees are considered employees-at-will. This shall not be interpreted as an offer or promise of continued employment.