EMPLOYEE
BENEFITS
SUMMARY
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This summary provides an overview of systemwide benefits to eligible employees.
The CSU is committed to offering benefit plans that provide employees options
from which to choose their appropriate level of coverage and to help manage
their wellness as well as retirement needs, if applicable. Unless otherwise stated,
eligible employees may enroll in employer-paid and voluntary benefits.
ELIGIBILITY
To qualify for most benefits, you must have employment exceeding six months
and one day, with a time base of at least .50. Academic-year lecturers and
coaches are eligible for benefits if appointed for a minimum of one semester or
two consecutive quarters with a time base of .40 or greater. Employees who do
not meet eligibility requirements listed above may qualify for health care under
the Affordable Care Act (ACA). If you do not meet any of the eligibility criteria
mentioned, you may still be eligible to enroll in many of the voluntary plans.
Dependents of an eligible employee include:
• Spouse (unless legally separated or divorced);
• Domestic partner (registered through the secretary of state process); and
• Dependent children from birth to the end of the month in which the child
turns 26.
A dependent child includes a step, natural, adopted or domestic partner’s; a
child certified disabled before age 26; or a child living with the employee in a
parent-child relationship and is economically dependent upon the employee.
For a list of required supporting documentation, please contact your campus
benefits office.
THE BENEFITS OF WORKING
AT THE CALIFORNIA STATE UNIVERSITY
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HEALTH CARE BENEFITS
Eligible employees have group medical, dental
and vision plans from which to choose coverage.
They may cover themselves, their eligible
spouse or registered domestic partner and
eligible dependent children (up to age 26). For
medical and dental employees should enroll
within 60 days of employment, within 60 days
of a qualifying change in status event (such as
marriage or birth of a baby) or during any annual
open enrollment period.
• MEDICAL BENEFITS The CSU provides a
choice of various medical insurance plans. CSU
contracts with California Public Employees’
Retirement System (CalPERS) for all of our
medical plan options. The cost of the medical
plan premiums are shared between the CSU
and the employee. If you elect a medical
plan, you are automatically enrolled in the Tax
Advantage Premium Plan (TAPP) unless you opt
out. This provides for payment of the required
medical plan premiums on a pretax basis.
• DENTAL BENEFITS The CSU provides two
dental plans through Delta Dental—a PPO
and a DHMO prepaid plan. The prepaid
plan requires you to select a dentist from
an approved list by Delta Dental. The CSU
currently pays the full cost of the plan’s
monthly premium.
• VISION BENEFITS The CSU provides a vision
care plan through VSP. The CSU currently pays
the full monthly cost of the basic coverage
for eligible employees and their dependents.
Enrollment is automatic and begins on the
first day of the month following your date
of hire. Employees can purchase additional
coverage under the premier plan, which is an
enhancement to the basic vision plan.
• FLEXCASH Employees can receive $128
FlexCash per month if they waive CSU medical
coverage and/or $12 FlexCash per month
if they waive CSU dental coverage and are
enrolled in other non-CSU group coverage. This
payment is taxed as additional income. Proof
of enrollment is required.
FLEXIBLE BENEFIT PLANS
Flexible benefit plans help employees save
money by allowing them to pay for certain eligible
expenses with pretax dollars. The tax savings
help offset the impact of these expenses on
disposable income.
For Health Care and Dependent Care
Reimbursement Accounts, employees may enroll
within 60 days of employment, within 60 days
of experiencing a qualifying change in status or
during any annual open enrollment period.
• HEALTH CARE REIMBURSEMENT
ACCOUNT (HCRA) PLAN
With a Health Care
Reimbursement Account, employees can set
aside a portion of their pay, on a pretax basis,
to reimburse themselves for eligible health
care expenses. Each year, they may contribute
up to the specified maximum allowed by the
IRS and the plan through payroll deduction.
Neither contributions nor reimbursements are
taxed. A debit card is available, which allows
an employee to use the card to pay for eligible
health care expenses, eliminating out-of-pocket
costs. Reenrollment is required annually.
• DEPENDENT CARE REIMBURSEMENT
ACCOUNT (DCRA) PLAN
With a Dependent
Care Reimbursement Account, employees can
set aside a portion of their pay, on a pretax
basis, to reimburse themselves for eligible
dependent care expenses. Each year, they
may contribute up to the specified maximum
allowed by the IRS and the plan through
payroll deduction. Neither contributions nor
reimbursements are taxed. Please note: The
maximum is reduced if you are married and
filing a separate tax return. Reenrollment is
required annually.
• PRETAX PARKING DEDUCTION PLAN
Employees may pay for parking in a
CSU-qualified parking facility with pretax
dollars. Premiums are automatically deducted
from their paycheck, unless they opt out of
the plan. They may change their election to
participate at any time.
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PLANNING FOR YOUR RETIREMENT
The CSU provides employees with a number of
retirement benefit plans:
BASIC RETIREMENT PLANS
• CALPERS RETIREMENT PLAN CalPERS is
a defined benefit plan, which provides a
retirement benefit based on the employee’s
applicable retirement formula, age at
retirement, years of service credit and
compensation. Full-time employees (or part-
time employees working at least half-time)
are automatically enrolled in the CalPERS
Retirement Plan. To be eligible, a full-time
employee must be appointed for at least six
months and one day, or a part-time employee
must be appointed for one year or longer.
Employees are required to contribute a
percentage of their gross monthly salary per
month. There is a cap on annual salary that can
be used to calculate retirement benefits. The
contribution is not subject to federal and state
taxes. For additional information about the
CalPERS defined benefit plan go to
www.calpers.ca.gov.
• PART-TIME, SEASONAL AND TEMPORARY
(PST) RETIREMENT PLAN
Employees who are
not eligible for CalPERS retirement are required
to participate in the PST Plan. The PST Plan
is record kept by the Savings Plus Program
administered by the California Department of
Human Resources, in lieu of Social Security.
Employees enrolled in this program contribute
7.5% of their gross wages on a pretax basis to
a retirement account available upon separation
of employment.
VOLUNTARY RETIREMENT SAVINGS PLANS
Three voluntary retirement plan options are
available to employees. This allows employees
to save toward retirement by contributing to
tax-deferred investments and supplement their
CalPERS Retirement Plan benefits.
These plans help employees save money on taxes
now and invest in their futures. Contributions are
automatically deducted from employees’ paychecks.
Employees are able to change investment options,
beneficiary designations and contribution elections
online at any time.
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Employees may participate in any or all of the
plans. Each plan is governed by a different section
of the IRS code, resulting in different rules and
provisions and subject to certain contribution
maximums. The three voluntary retirement plan
options are:
• THE CSU 403(B) SUPPLEMENTAL
RETIREMENT PLAN (SRP)
Employees can
contribute a portion of their compensation to a
pretax or after-tax (ROTH) account. To establish
an account or manage monthly contributions,
visit www.netbenefits.com/calstate.
• THE STATE OF CALIFORNIA (CALHR)
SAVINGS PLUS 457 DEFERRED
COMPENSATION PLAN
Monthly contributions
can be managed at www.savingsplusnow.com.
• THE STATE OF CALIFORNIA (CALHR)
SAVINGS PLUS 401(K) THRIFT PLAN
Monthly contributions can be managed at
www.savingsplusnow.com.
INCOME PROTECTION BENEFITS
The following benefits provide employees with a
source of income should they become disabled
and unable to perform normal duties at work.
To be eligible for NDI and IDL coverage, the
employee must be a CalPERS member.
• NONINDUSTRIAL DISABILITY INSURANCE
(NDI)
NDI provides minimal coverage if an
employee is unable to work because of a non
work-related injury or illness. This CSU-paid
program is effective at time of appointment
and provides a weekly benefit for up to 26
weeks of disability.
• INDUSTRIAL DISABILITY LEAVE (IDL)
IDL provides disability benefits if an employee
is unable to work because of a work-related
injury or illness. IDL is fully paid by the CSU
and provides full pay for the first 22 days of
disability and two-thirds pay for the next 11
months of disability.
• WORKERS’ COMPENSATION If an employee
suffers a work-related injury or illness, Workers’
Compensation Temporary Disability payments
may be selected in lieu of IDL payments and
when IDL payments run out.
• LONG-TERM DISABILITY (LTD) This benefit
varies by employee group. Please see the chart
for further information on page 9.
LEAVE PROGRAMS
The CSU provides employees with a variety of
paid and unpaid leave programs.
PAID LEAVE
• HOLIDAYS The CSU offers employees 15 paid
holidays each year; 14 scheduled on specific
days and a personal holiday that may be taken
any time during the year.
• VACATION This benefit varies by employee
group. Please see the chart for further
information on page 10.
• SICK LEAVE Employees accrue eight hours
of sick leave each month with no maximum
accrual. Part-time employees accrue sick
leave on a prorated basis. Unused sick leave
may be converted into additional service
credit at the time of retirement as defined in
CalPERS regulations.
• BEREAVEMENT LEAVE If an employee
experiences the death of an immediate family
member or a significantly close relative, the
CSU provides up to five days of bereavement
leave with pay. This benefit varies by employee
group. Employees can reach out to their
campus benefits office for further information.
• CATASTROPHIC LEAVE The CSU Catastrophic
Leave Program allows employees who have
exhausted their leave credits and must miss
work because of a prolonged illness or injury
(including that of an eligible family member)
to request catastrophic leave. This may also
be due to the effect of a natural disaster/state
of emergency on the employee’s principal
residence. For eligibility information, employees
can contact their campus benefits office.
• PARENTAL LEAVE An employee is eligible
for up to 30 workdays of paid parental leave
starting within 60 days of the arrival of a
new child. This may vary for select employee
groups. Employees can reach out to their
campus benefits office for further information.
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• ORGAN DONOR LEAVE PROGRAM After
exhausting all available sick leave, employees
are eligible for up to 30 continuous calendar
days of paid leave if they donate an organ, and
up to five days of paid leave if they donate
bone marrow.
• JURY DUTY The CSU will continue an
employee’s salary while they are on jury
duty, regardless of length of jury service. For
employees to receive their salary for days
served in a state court, employees must
submit Proof of Service, which will be provided
to them as a state of California employee.
Employees who serve as a juror in a federal
court must make their jury duty stipend
payable to the CSU. Employees are entitled
to keep any reimbursed travel expenses (e.g.,
mileage) associated with jury duty service.
UNPAID LEAVE
• CSU FAMILY MEDICAL LEAVE (FML) Under
the CSU FML Policy, an employee may take up
to 12 weeks of unpaid leave to care for a new
child(ren), or care for a seriously ill spouse,
registered domestic partner, child, parent (and
parent in-law), sibling, grandparent, grandchild
or designated person. An employee may also
use CSU FML if they suffer a serious health
condition or nonwork-related related injury. Sick
leave and vacation days, as approved, must be
used first before going on unpaid leave.
• LEAVES OF ABSENCE Additional leave programs
are available. Employees can contact their
campus benefits office for further information.
SURVIVOR PROTECTION BENEFITS
If an employee dies while employed by the CSU,
their surviving beneficiary(ies) will receive benefits
from a number of CSU-sponsored plans and from
any voluntary plans the employee is enrolled in.
To be eligible for life insurance and accidental
death and dismemberment, an employee must be
eligible for health care benefits. To be eligible for
CalPERS death benefits, an employee must be a
CalPERS member.
• LIFE INSURANCE BENEFITS This benefit is
paid by the CSU and varies by employee group.
Please see the chart for further information on
page 11.
• VOLUNTARY LIFE INSURANCE Employees
may be eligible to purchase up to $1.5 million
of additional life insurance for themselves.
They may also purchase life insurance coverage
of up to $750,000 for their spouse/registered
domestic partner and/or up to $20,000 for
their eligible dependent children. The CSU
offers coverage at reduced group rates.
Employees pay the full cost on an after-tax
basis. New employees are eligible to receive
guaranteed issue coverage up to $150,000 for
themselves, up to $50,000 for their spouse/
registered domestic partner and up to $20,000
for their eligible dependent children–no health
questions asked. For guaranteed issue,
coverage must be elected within 60 days of
employment. Coverage elected outside of
this time period, or above the guaranteed
issue amount, will be subject to Evidence of
Insurability. Current employees may enroll
or increase coverage at any time but must
provide Evidence of Insurability. Coverage
begins on the first day of the month after the
application is approved.
• VOLUNTARY ACCIDENTAL DEATH AND
DISMEMBERMENT (AD&D) INSURANCE
Employees may be eligible to purchase
Group AD&D Insurance coverage for up to
$1 million for themselves, in the event of
death or dismemberment, as a result of a
covered accident. Coverage is also available
for a spouse/registered domestic partner and/
or eligible dependent children. Employees
can enroll in this plan at any time—no health
questions required.
• CALPERS PRERETIREMENT DEATH BENEFITS
If an employee should die before retirement,
CalPERS may pay the designated beneficiary
a $5,000 tax-free death benefit. Depending
on the employee’s length of service, the
beneficiary may receive additional benefits.
CalPERS may also pay the employee’s
beneficiary a lump-sum payment equivalent to
six months of salary.
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ADDITIONAL CSU BENEFITS
• FEE WAIVER PROGRAM This benefit waives
specific fees for up to two courses, or six
units, whichever is greater, per term. The
employee may transfer the fee waiver benefit
to a spouse, registered domestic partner or
eligible dependent child. Eligibility varies and
is based on your employee group. Employees
can contact their benefits office for details.
• CRITICAL ILLNESS INSURANCE Group
Critical Illness insurance provides a lump-
sum payment to cover out-of-pocket
medical expenses and costs associated
with life changes, following the diagnosis
of a covered critical illness (enrollment in a
health insurance plan is required). Coverage
is available for employees and their spouse
or registered domestic partner and children
at an additional cost to the employee. Newly
appointed employees may enroll in the plan
within 60 days of employment or during open
enrollment.
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ACCIDENT INSURANCE This insurance can
help employees recover and provide financial
support from an unexpected accident at
an additional cost. It can assist with out-of-
pocket expenses such as deductibles, copays,
transportation to medical centers and more.
Newly appointed employees may enroll in the
plan within 60 days of employment or during
open enrollment.
• AUTO, HOME AND RENTERS INSURANCE
Employee-paid auto, home and renters
insurance coverage is available and can be paid
for through payroll deductions. Employees can
enroll in this benefit at any time.
• LEGAL PLAN The CSU offers a group legal
plan to employees at an additional cost. It
provides representation for many personal
legal services for employees and their eligible
dependents. Covered legal services performed
by network attorneys are fully paid for by the
plan. Newly appointed employees may enroll
in the plan within 60 days of employment or
during open enrollment.
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• PET INSURANCE Employees have the
option to purchase insurance for pets that
can be used at any vet anywhere, including
specialists and emergency providers. There are
various benefit options available to cover pet
accidents, illness and preventive care as well
as wellness services. Employees can enroll in
this benefit at any time.
• MEDEX TRAVEL ASSIST PROGRAM
This no-cost program provides employees
with information, referral, assistance,
transportation and evacuation services to help
with emergencies that may arise during travel,
whether business or personal related. This
benefit is available to all employees enrolled in
the CSU-paid life insurance.
• LIFE SERVICES TOOLKIT Eligible employees
have access to the Life Services Toolkit
that includes digital identity archive, online
estate planning, funeral planning and
concierge services. This benefit is available
to all employees enrolled in the CSU-paid life
insurance.
• CREDIT UNION There are a number of credit
unions available that provide payroll savings
programs as well as standard credit union
services.
• EMPLOYEE ASSISTANCE PROGRAM (EAP)
Our EAP provides free, confidential counseling
and referral services to eligible employees
and members of their household—including
dependents living away from home—24-hour
access to confidential services that support
emotional well-being, safety and productivity in
the workplace. Contact your campus benefits
office for additional information.
WHEN YOU RETIRE FROM THE CSU
Employees who retire from the CSU and meet
the criteria listed below will be eligible to enroll
in CalPERS retiree medical benefits, CSU retiree
dental benefits and CSU voluntary retiree vision
benefits if:
• The eligibility criteria for retirement is met; and
• The individual is deemed eligible for medical,
dental and vision benefits while an active
employee; and
• Retirement occurs within 120 days of separation.
Employees hired by the CSU and who become
members of CalPERS on or after the dates below
must have 10 years of service credit with CalPERS
to be eligible to enroll in CalPERS retiree medical
benefits and CSU retiree dental benefits.
• July 1, 2017 – Faculty (Unit 3)
• July 1, 2018 – Nonrepresented and all other
groups (except Unit 8)
• July 1, 2019 – Teaching Associates only
(Unit 11)
GENERAL INFORMATION
• PAYROLL PROCESS CSU employees are paid
on a monthly basis, on or near the first of the
month, with warrants from the California State
Controller’s Office. Direct deposit of salary
through electronic transfer to a bank or credit
union is available.
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Unit 1–Physicians
Unit 3–Faculty
Unit 4–Academic Support
Confidential (C99)
LTD is an income-protection program that provides benefits after 180 days of continuous
disability. LTD is provided to supplement IDL, Social Security disability, retirement
system payments or any other group disability plan payments. If disability criteria are
met, the employee will receive 66 2/3 percent of pay, up to a maximum of $10,000 per
month, until age 65 or Social Security normal retirement age.
Unit 2–Health Care
Unit 5–Operations
Unit 6–Skilled Crafts
Unit 7–Clerical/Administrative
Unit 8–Public Safety
Unit 9–Technical
Unit 10–CMA Operating Engineers
Unit 11–Teaching Associates
An employee can purchase Voluntary LTD insurance, which pays a monthly benefit
in the event the employee cannot work for an extended period of time because of a
covered illness or injury. Employees may choose a 30- or 90-day waiting period and a
monthly benefit amount from $500 up to a maximum of $7,500 (not to exceed 60% of
pre-disability earnings).
Unit 13–English Language Program
Instructors (Cal State LA only)
N/A
Management Personnel Plan (M80)
LTD is an income-protection program that provides benefits after 180 days of continuous
disability. LTD is provided to supplement IDL, Social Security disability, retirement
system payment or any other group disability plan payments. If disability criteria are
met, the employee will receive 66 2/3 percent of pay, up to a maximum of $18,000 per
month, until age 65 or Social Security normal retirement age.
LONG-TERM DISABILITY
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Unit 10—CMA Operating Engineers
Depending upon years of service, an employee earns vacation hours per month as
follows: 6 2/3 hours up to three years; 10 hours up to six years; 11 1/3 hours up to 10
years; 12 2/3 hours up to 15 years; 14 hours up to 20 years; 15 1/3 hours up to 25 years;
and two days per month thereafter. If an employee has 10 or fewer years of service
with the CSU, they can accrue up to a maximum of 272 hours (34 days); if an employee
has more than 10 years of service, the maximum is 384 hours (48 days). Part-time
employees accrue vacation on a prorated basis.
Unit 1—Physicians
Unit 2—Health Care
Unit 5—Operations
Unit 6—Skilled Crafts
Unit 7—Clerical/Administrative
Unit 8—Public Safety
Unit 9—Technical
Depending upon years of service, an employee earns vacation hours per month as
follows: 6 2/3 hours up to three years; 10 hours up to six years; 11 1/3 hours up to 10
years; 12 2/3 hours up to 15 years; 14 hours up to 20 years; 15 1/3 hours up to 25 years;
and two days per month thereafter. If an employee has 10 or fewer years of service with
the CSU, they can accrue up to a maximum of 320 hours (40 days); if an employee has
more than 10 years of service, the maximum is 440 hours (55 days). Part-time employees
accrue vacation on a prorated basis. Academic-year employees do not earn vacation.
Unit 3—Faculty
Academic year employees do not earn vacation. If an employee is in a 10- or
12-month position, then they are eligible to earn two vacation days (16 hours) per
qualifying month. Employees with less than 10 years of service with the CSU can
accrue up to a maximum of 320 hours (40 days); employees with more than 10
years, the maximum is 440 hours (55 days). Part-time employees accrue vacation on
a prorated basis
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Unit 4—Academic Support
While in a 10-month, 11-month or 12-month position, employees earn vacation hours
per month as follows: 6 2/3 hours up to three years; 10 hours up to six years; 11 1/3
hours up to 10 years; 12 2/3 hours up to 15 years; 14 hours up to 20 years; 15 1/3
hours up to 25 years; and two days per month thereafter. If an employee has 10 or
fewer years of service with the CSU, they can accrue up to a maximum of 320 hours
(40 days); if an employee has more than 10 years, the maximum is 440 hours (55
days). Academic-year employees do not earn vacation.
Unit 11—Teaching Associates
Employees in a 12-month position earn two vacation days (16 hours) per qualifying
monthly pay period. Vacation may be accrued up to a maximum of 80 hours (10 days).
Part-time employees accrue vacation on a prorated basis. Academic-year employees do
not earn vacation.
Unit 13—English Language Program
Instructors (Cal State LA Only)
N/A
Management Personnel Plan (M80)
Confidential (C99)
Employees earn two vacation days (16 hours) per month. Employees with less than
10 years of service with the CSU can accrue up to a maximum of 384 hours (48 days);
employees with more than 10 years, the maximum is 440 hours (55 days). Part-time
employees accrue vacation on a prorated basis.
VACATION
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Unit 1—Physicians
The CSU provides employees with $25,000 in life insurance coverage and an additional
$25,000 in accidental death and dismemberment coverage, effective the first day of the
month following date of hire.
Unit 10—CMA Operating Engineers
The CSU provides employees with $10,000 in life insurance coverage and an additional
$10,000 in Accidental Death and Dismemberment coverage, effective the first day of
the month following date of hire.
Unit 2—Health Care
Unit 3—Faculty
Unit 5—Operations
Unit 7—Clerical/Administrative
Unit 8—Public Safety
Unit 9—Technical
Confidential (C99)
The CSU provides employees with $50,000 in life insurance coverage and an additional
$50,000 in accidental death and dismemberment coverage, effective the first day of the
month following date of hire.
Unit 4—Academic Support
The CSU provides employees with $25,000 in life insurance coverage and an additional
$25,000 in accidental death and dismemberment coverage, effective the first day of the
month following date of hire. Employer-paid life insurance in excess of $50,000 results in
imputed income to the employee; therefore, the option to waive excess coverage is provided.
Unit 6—Skilled Crafts N/A
Unit 11—Teaching Associates
The CSU provides employees with $50,000 in life insurance coverage, effective the first
day of the month following date of hire.
Unit 13—English Language Program
Instructors (Cal State LA Only)
The CSU provides employees with $10,000 in life insurance coverage and an additional
$10,000 in accidental death and dismemberment coverage, effective the first day of the
month following date of hire. Applicable to core instructors only.
Management Personnel Plan (M80)
The CSU provides employees with $100,000 in life insurance coverage, and an
additional $100,000 in accidental death and dismemberment coverage, effective the
first day of the month following date of hire. Employer-paid life insurance in excess
of $50,000 results in imputed income to the employee; therefore, the option to waive
excess coverage is provided.
LIFE INSURANCE
