Welcome to the California State University, Los Angeles Benefits Information site. Here, you will find a summary of employee benefits offered by California State University, Los Angeles. The University offers a comprehensive and competitive benefits package to its employees.
This site 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 the Human Resources Management, Benefits Department, Administration Building, Room 606, (323) 343-3651. The office is open Monday – Friday, 8:00a.m. – 5:00 p.m.
Benefits Page Links
Benefits Personnel
Employee Eligibility
Eligible Family Members
Health Care Benefits
Total Compensation Calculator
Medical
CSU Benefits
Health Plan Premium Contribution Rates
Healthcare Provider Directory
Frequently Asked Questions
How to reach CalPERS
Dental
Vision
Flexcash
Cobra
Benefits Personnel
Deborah Williams
Manager, Compensation & Classification, Benefits
Julie Flores
Benefits Coordinator
Jessica Gonzalez
Benefits Coordinator
Employee Eligibility
Eligible Employees
- 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.
Ineligible Employees
- Intermittent
- 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
Eligible family members include spouses, domestic partners and dependent children under the age of 23.
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 23 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 23 who became disabled prior to the age of 23. 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 23 (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 23. Dependents who lose their eligibility will be able to continue coverage through COBRA.
Health Care Benefits
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 September 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
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.
CSU 2008 Premium Contribution Rates
Commonly Asked Questions
Healthcare Provider Directory
How to reach CalPERS
2008 CalPERS Health Benefits Program
Basic Plan Rate Comparison (pdf)
Healthcare Provider Directory
Contact your health plan if you have questions or requests or need to order items such as:
- Ordering Identification cards
- Verification of provider participation
- Service Area Boundaries (zip codes)
- Evidence of Coverage Booklets
- Individual Conversion Policies
- Questions on Benefits, Deductibles, Limitations and Exclusions
Blue Shield HMO
Group #: PH0001
Questions: (800) 334-5847
www.mylifepath.com
Kaiser Permanente - California Division
Group #: 5701-00
(800) 464-4000
www.kaiserpermanente.org
PERS Care – Blue Cross of California
Group #: CB010
(877) PERS PPO (737-7776)
http://netmgmt.bluecrossca.com/providers/
PERS Choice – Blue Cross of California
Group #: KB010
(877) PERS PPO (737-7776)
http://netmgmt.bluecrossca.com/providers
Frequently Asked Questions
Q. I am expecting a baby. When can I add my baby to my coverage? Is the baby automatically enrolled on the health and dental plans?
Enrollment in the health and dental plans is NOT automatic. You must contact the Benefits Department, provide proof of birth or adoption placement and complete the benefits enrollment/change form to add your newborn/adopted child to your benefits. You can only add your newborn child to your health insurance after the baby is born. If you do not add the child within 60 days of their birth or adoption, you will have to wait until the annual open enrollment period.
Q. My dependent child just turned age 19. Is he/she still covered?
Dependent children may be covered to age 23, regardless if they are enrolled in school, as long as they are unmarried, have never been married, and are economically dependent upon the employee. If the child is disabled, special rules apply. Please contact the Benefits Department for information.
Q. Can my grandchild or niece/nephew be covered under my health plan?
If the child is under age 18, unmarried, living in a parent-child relationship and is economically dependent upon the employee he/she may be covered under the employee's health plan. 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 their own. If the child is disabled, special rules apply. The dependent must be enrolled within 60 days from the date of custody or during the annual open enrollment period. You must contact the Benefits Department, provide proof of custody and sign the required documents, including an "Affidavit of Eligibility" form.
Q. Can my dependent parents be covered on my health insurance?
No. Even if totally dependent on the employee, parents are not eligible for coverage.
Q. I am getting married soon. Can I add my new spouse and/or stepchild(ren) to my coverage or do I have to wait until open enrollment?
You cannot add a new spouse to your benefits prior to your marriage. You have 60 days from the date of marriage to add your spouse and/or stepchild(ren) to your health and/or dental coverage. After 60 days, you can add them during the annual open enrollment period. You must provide a copy of your marriage certificate, any stepchildren’s birth certificates and provide your spouse's social security number. You also must sign the appropriate document(s) prior to the coverage going into effect.
Q. I live with my boyfriend/girlfriend and we share living expenses, can I add them to my benefits? Aren’t we considered “Domestic Partners”?
Domestic Partners are same sex couples or opposite gender couples who are over the age of 62 and share living expenses. Only legal spouses or domestic partners that have registered their partnership with the Secretary of State of California may add their dependents to their benefits. Proof of domestic partnership registration is required along with the dependent’s social security number.
Q. How do I register or terminate my domestic partnership with the Secretary of State?
You can obtain the form from the Secretary of State’s website at www.ss.ca.gov.
Q. I am resigning/my appointment expires at the end of the month. How long will my coverage be in effect?
Coverage is effective through the end of the following month in which you resign or the appointment ends. If you work a few days into a pay period, the State Controller's Office will deduct any required premiums as long as there is enough net pay to cover that premium.
Q. How can I continue my health benefits if I resign or when my appointment expires?
You can continue your health benefits through COBRA. COBRA provides you the option of continuing your medical, dental and/or vision plans for up to 18 months (or longer in some cases). You would be responsible for paying the entire premium amount to the carriers, plus a 2% administrative fee. The provisions of COBRA also apply to dependents who lose coverage. Please contact the Benefits Department for further information.
How to reach CalPERS
CalPERS Health Benefit Services Division
P.O. Box 942714
Sacramento, CA 94229-2714
Toll-Free: (800) 352-2238
Fax: (916) 326-3935
www.calpers.ca.gov
To reach any CalPERS regional office, please call (877) 720-7377.
CalPERS Regional Offices:
Fresno County Regional Office
10 River Park Place West, Suite 230
Fresno, CA 93720
Glendale Regional Office
Glendale Plaza
655 N. Central Avenue, Suite 1400
Glendale, CA 91203
Mountain View Regional Office
650 Castro Street, Suite 240
Mountain View, CA 94041
Orange County Regional Office
500 North State College Blvd., Suite 750
Orange, CA 92868
Sacramento Regional Office
2750 Gateway Oaks Drive, Room 140
Sacramento, CA 95833
San Bernardino Regional Office
650 East Hospitality Lane, Suite 330
San Bernardino, CA 92408
San Diego Regional Office
7676 Hazard Center Drive, Suite 350
San Diego, CA 92108
San Francisco Regional Office
301 Howard Street, Suite 2020
San Francisco, CA 94105
Dental
PLANS: The University currently offers two dental plan choices. Delta Dental is a fee-for-service plan (DPO or indemnity) and PMI Dental Care is the prepaid plan (DMO).
Both dental plans are currently provided to all eligible CSU employees at no monthly premium cost. The University currently pays the monthly premium for both plans regardless of the number of dependents covered. Provisions in the Collective Bargaining Agreement may modify dental plan benefits.
DELTA DENTAL PREMIER (Group #4018): Delta Dental is a group dental plan that allows you to choose any dentist. The benefits described in the Summary Brochure are guaranteed only when a Delta member dentist treats you or your family member.
Identification cards are not issued with this plan. If you require reimbursement for dental services, you must complete a claim form. Forms can be obtained at your dentist office if the dentist is a Delta provider or by contacting Delta Dental. When submitting a claim form to Delta Dental, please make sure you include the group number on the form.
You can speak to a Delta Dental customer service representative by calling (888) 335-8227. You can also view a directory of dentists in your area at www.deltadentalca.org.
PMI DELTA CARE: PMI Delta Care is a prepaid plan. Many of the services are covered at no cost to the employee while some services require a co-payment.
The basic plan requires you to select one dentist who will provide all dental care for you and your family. The enhanced plan allows you and your family to select a maximum of three different dentists to meet your dental needs. When enrolling in PMI (Delta Care) you must choose a provider from the list. You can view the directory of dentists at www.deltadentalca.org or from the provider listing located in the Human Resources Department.
Once you have enrolled, you will receive a membership card and evidence of coverage that describes the covered benefits. The membership card will have the telephone number and address of your dentist. If you wish to change your dentist you can do so by contacting PMI Delta Care at (800) 422-4234.
Please note: You may not begin to use your dental plan until the deduction code Delta or PMI Delta appears on your pay warrant stub.
Vision
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
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.
COBRA
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:
18-Month 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:
36-Month 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 23
- Moving out of the household
- Medicare entitlement of COBRA subscriber