The CSU offers a very competitive and comprehensive benefits program to its employees. Here, you will find a summary of employee benefits.
This web page is intended to be a summary guide only. Please read it in conjunction with the appropriate Collective Bargaining Agreement and/or policy language. http://www.calstate.edu/LaborRel/Contracts_HTML/contracts.shtml
For more specific details or comprehensive written materials, contact Human Resources Management, Benefits office, Administration Building, Room 606, (323) 343-3651. The office is open Monday – Friday, 8a.m. – 5p.m.
Benefits Page Links
Manager, Compensation & Classification, Benefits
- Employees must be appointed at least half-time for more than six months
- RO3 Lecturers and Coaches Academic Year must be appointed for at least six weighted teaching units for two or more consecutive quarters
Once employees have acquired eligibility and have enrolled in plans, they may continue enrollment during subsequent continuous appointments of at least half-time regardless of the duration of the new appointment.
- Student Assistants
- Graduate Assistants
- Employees paid from funds not controlled by the CSU or from revolving or similar funds from which a regular CSU premium payment can be made
Eligible family members include spouses, domestic partners and dependent children under the age of 26.
In order to enroll a spouse for the first time, a marriage certificate and the spouse’s social security number must be provided to the benefits office.
When enrolling a domestic partner, a Certificate of Domestic Partnership and a Statement of Financial Liability Form including the domestic partner’s social security number must be provided to the benefits office. (Family Code Section 297 defines domestic partners as same sex or opposite sex if one or both of the persons are over the age of 62).
Eligible children are children under age 26 who have never been married (annulments are acceptable; not divorces), adopted children, stepchildren, children of a domestic partner and medically disabled children over the age of 26 who became disabled prior to the age of 26. Dependent children who are not the employee’s natural children must live with the employee in a regular parent/child relationship and be economically dependent upon the employee.
Proof that family members meet the above criteria will be required before they are enrolled in an employee’s insurance plans. Acceptable proof is:
- Legal Spouse - Marriage certificate (original or copy with state seal)
Domestic Partner - Registration of domestic partnership with the Secretary of State certification stamp
- Natural Children - Birth certificate (original or copy with state seal)
- Adopted Children - Adoption papers
- Stepchildren - Birth certificate of child & marriage certificate of parent and stepparent
- Children of Domestic Partner - Birth certificate of child and Domestic Partner Certification from the Secretary of State
- Dependent children that are not the employee’s natural children - Completed Affidavit of Eligibility for Economically Dependent Children stating the employee is in a parent/child relationship and the child is economically dependent upon the employee for 50% of the child’s financial support. Submit that form along with the child’s birth certificate and proof of custody. The child must never have been married and must be under the age of 26 (except for certain disabled dependents).
A "parent-child" relationship is defined as one in which the employee has been given the authority and assumed responsibility for raising the child as his/her own child. There must be a parent-child relationship with the child who resides with the employee and the natural parent cannot be living in the same household as the child or can live in the household if they cannot fulfill parental responsibilities. If the child is disabled, special rules apply.
An employee may be asked periodically and without notice to provide supporting documentation, such as but not limited to, court records, birth certificate, proof of school registration, tax returns, statement of financial liability or any other documents, when requested by the University (or CalPERS) as long as the child is enrolled as his/her dependent.
It is imperative that employees notify the benefits office when dependents are no longer eligible for benefits coverage, i.e., employee divorce, marriage of child, child reaching age 26. Dependents who lose their eligibility will be able to continue coverage through COBRA.
Medical, Dental, Flex-Cash, Vision, COBRA
Enrollment in the health and dental plans is not automatic. New employees have 60 days from the date of the eligible appointment to enroll in the insurance plans without evidence of insurability, regardless of any pre-existing condition(s). The effective date for medical coverage and dental coverage is determined by the date the enrollment form is received by the Benefits Department.
Example: Benefit enrollment form submitted and received on June 10. The effective date for medical coverage will be July 1 and the effective date for dental coverage will be August 1.
If your appointment date is on the last day of a month, which is the first day of the following pay period, the earliest effective date will be the first of the second month.
Example: Employee was hired and benefit enrollment form submitted and received on July 31. The effective date for medical coverage will be August 1 and the effective date for dental coverage will be October 1.
These plans are voluntary; therefore, your signature is required on the benefits enrollment/change form and/or dental enrollment forms prior to the coverage taking effect.
Employees who fail to enroll within the 60-day timeframe will delay the effective date of medical coverage for a minimum of 90 days after submitting the appropriate document to the benefits office. Reenrollment or changes in enrollment follow the same effective dates as enrollment.
Eligible employees who are granted a leave of absence without pay may continue participation in their medical plans by making direct payments of the full premiums to the plan providers.
Medical Insurance coverage for eligible CSU employees is administered by the Public Employees’ Retirement System (CalPERS). A broad range of medical insurance plans are available to covered employees, with the majority of the premiums paid by the CSU. Open enrollment is typically in October with an effective date of the following January. Medical benefits are also available to eligible CSU retirees and dependents. To be eligible for retiree benefits at retirement, employees must be at least 50 years of age and have five years of retirement service credit.
The state contributes a substantial amount toward the employee’s monthly premium, based on the number of family members enrolled in the plan. All premiums are paid by monthly payroll deductions. Please note that premiums, benefits and state contributions may change annually.
Commonly Asked Questions
Health Maintenance Organizations (HMOs)
Employees select a primary care physician who coordinates all care including referral to specialists.
Blue Shield Access+ HMO
- Individual practice plan where the employee must use contracted doctors/hospitals designated on plan lists for all services. To find a doctor, go to https://www.blueshieldca.com/bsc/home/home.jhtml click on “find a provider now,” then click on “Find a Doctor.” Under “Choose a Plan” select from the drop down menu “CalPERS HMO.” Here you can find a doctor by specialty, name or location.
- Generally, no deductibles and no claim forms are required.
- For more information refer to the Evidence of Coverage document.
Blue Shield NetValue
- Same level of benefits as Blue Shield Access+ at a lower monthly premium cost and with a smaller network of medical groups.
- To find a doctor, go to https://www.blueshieldca.com/bsc/home/home.jhtml and choose “find a provider now.” Click on “Find a Doctor” and under “Choose a Plan” select from the drop down menu “CalPERS HMO.” Here you can find a doctor by specialty, name or location.
- For more information refer to the Evidence of Coverage document.
- A clinic/hospital-based plan where one specific clinic or hospital provides the services.
- Click here to find a doctor or facility.
- For more information refer to the Summary of Benefits and Evidence of Coverage.
Preferred Provider Organization (PPO)
PERS Choice and PERS Care (administered by Anthem Blue Cross of California)
- Search for a doctor by going to http://www.anthem.com/ca/. Select “Visitors” and “Employees of Groups of 51+.” Click “Enter” under “Find a Doctor” then click “Next” under “Visitor Search.” In the “Select a Plan Type” drop down menu choose “Large Group.” In the “Select A Plan” drop down menu choose Blue Cross PPO (Prudent Buyer). Under “Select Provider Type” choose “Physicians.” Now you can choose a specialty or indicate “No Preference” and “Next.” In the last section you can type in your address and/or zip code and search for providers.
- Non-network providers may be used, but co-payments will be higher.
- Members may select primary care provider and specialists without referral.
- Annual deductibles must be met before some benefits apply.
- See Benefits Office for chart comparing PERS Choice and PERSCare.
PERS Select (administered by Anthem Blue Cross of California)
- Same level of benefits as PERS Choice at a lower monthly premium cost.
- Available in 54 of the 58 California counties (not available in Alameda, Marin, Placer, or Solano counties, or out-of-state).
- List of providers is 50 percent of the PERS Choice physician network. Search for a doctor by going to http://www.anthem.com/ca/. Select “Visitors” and “Employees of Groups of 51+.” Click “Enter” under “Find a Doctor” then click “Next” under “Visitor Search.” In the “Select a Plan Type” drop down menu choose “Large Group.” In the “Select A Plan” drop down menu choose “Select PPO.” Under “Select Provider Type” choose “Physicians.” Now you can choose a specialty or indicate “No Preference” and “Next.” In the last section you can type in your address and/or zip code and search for providers.
For PERS Select, Choice and Care Members
CVS Caremark (Prescription Drug) Information
- CVS Caremark manages the outpatient prescription drug program for the PERS Select, PERS Choice and PERSCare health plans. Here is how to contact CVS Caremark:
CVS Caremark Website
Customer Service: (877) 542-0284
Telecommunications Device (TDD): (800) 863-5488
- Use Provider Phone/Website List to contact providers for more information.
Eligible CSU employees and dependents may enroll in vision coverage that is currently paid by the CSU. Premiums are generated through the payroll process and are paid on a monthly basis. Premiums are paid annually in a one-time lump sum amount for Faculty Early Retirement Program (FERP) employees.
CSU vision benefits are insured through Vision Service Plan (VSP).
For additional information regarding VSP and the vision benefits plan design, refer to the VSP Benefits Summary and the VSP Member Plan Summary.
FlexCash is an optional benefit plan that allows employees to waive CSU medical and/or dental insurance coverage in exchange for additional cash in their paycheck each month. If you decide not to keep the CSU medical and/or dental coverage, you will be required to certify on the FlexCash Enrollment Authorization form that you have alternative non-CSU medical and/or dental coverage and provide proof of other non-CSU coverage.
You are eligible for the FlexCash plan if:
- You meet the eligibility requirements for CSU medical and dental benefits
- You are an active non-represented employee or an active represented employee in a bargaining unit which allows participation
- You have other, non-CSU medical and/or dental coverage through an individual policy, private group coverage, or coverage related to employment outside the CSU system
You are not eligible to participate if you are covered as the dependent of another CSU employee.
If you choose to receive cash in lieu of medical and/or dental coverage, the payment is as follows:
|Waive Medical only||$128.00 per month|
|Waive Dental only||$12.00 per month|
|Waive Medical and Dental||$140.00 per month|
These amounts may change subject to the collective bargaining agreement.
FlexCash is treated as taxable income and is subject to the same payroll taxes as your regular salary. This additional income will be reported as income on your W-2 form.
You may not start or stop your FlexCash election in the middle of a plan year, except for allowable family status changes as defined by IRS regulations. These regulations specify that changes in FlexCash elections must be necessary or appropriate as a result of the family status changes. The enrollment changes must be requested within 60 days of the status change.
If allowable family status changes occur, you can make the following changes by completing new enrollment forms within 60 days of the status change:
If you chose cash, you can now choose medical and/or dental coverage.
If you kept your other medical and/or dental coverage, you can now choose cash.
Allowable family status changes include:
- Marriage or divorce;
- Death of a spouse or dependent (or loss of dependent status);
- Birth or adoption of a child;
- Termination or commencement of your spouse's employment;
- Change from full-time to part-time employment (or vice versa by either you or your spouse, if that change affects your medical and/or dental coverage);
- Start or return from an unpaid leave of absence by either you or your spouse;
- Gain or loss of alternative non-CSU coverage; or
- A significant change in the alternative non-CSU coverage.
The Consolidated Omnibus Budget Reconciliation Act (COBRA) allows eligible employees and dependents who lose their eligibility for medical, dental, and vision coverage to continue to receive health care coverage on a self-pay basis for up to 18, 29, or 36 months depending on the circumstances.
Employees can continue COBRA coverage for the following events:
- Separation from employment for reasons other than dismissal for gross misconduct
- Reduction in work hours to less than half-time or cancellation of health benefits due to loss of eligibility or reduction in hours
Dependents may enroll in COBRA for the following events:
- Death of employee/annuitant (unless family member qualifies for continuous coverage as a survivor)
- Divorce or legal separation
- Marriage of a child
- Child attains age 26
- Moving out of the household
- Medicare entitlement of COBRA subscriber