California State University, San Bernardino offers a comprehensive package of health benefits including medical, dental, vision, flexible benefits program and more.
Orientations are conducted monthly to assist eligible employees in making informed decisions regarding their benefit choices. Employees eligible for benefits (see Benefits Eligibility Section for details) who have not been scheduled for an orientation, should call extension 75143 (or if off campus, (909) 537-5143) or e-mail Lisa White at email@example.com for a reservation. Attendance at a Benefits Orientation is not mandatory to enroll in the benefits program; however, it is highly recommended.
Employees qualified for benefits have 60 days from the date of their appointment to sign-up for benefits.
Staff, Teaching Associates & Tenured Faculty (or Tenure Track), and Management Personnel Plan (MPP) employees are eligible for benefits if appointed half-time or more for a period of more than six (6) months.
Lecturers and Coaches appointed based on the Academic Year (AY) calendar for two (2) or more consecutive quarters (one appointment letter) at .4 time base or greater are eligible for benefits. Coaches and Lecturers (Non-academic calendar year) are eligible for benefits if appointed half-time or more for a period of more than six (6) months.
Employees appointed on an hourly, intermittent basis do not qualify for benefits.
An enrolled employee may carryover coverage into a position with an appointment of less than 6 months as long as the time base is half-time or more (.4 for lecturers/ academic-year calendar), and there is no break in service in excess of a full pay period or more. The coverage will continue indefinitely when subsequent appointments of less than 6 months apply, as long as the time base does not fall below half time (.4 for lecturers/ academic-year calendar), there are no breaks of a full pay period or more, and the appointment is a salaried position.
Note: Eligibility for retirement plan membership in the California Public Employees' Retirement System differs from the eligibility for health benefits. See the Retirement Plans section of this site for more information.
Employees and/or their dependents who lose eligibility for benefits may elect to temporarily continue the medical, dental and/or vision insurances through COBRA (Consolidated Omnibus Budget Reconciliation Act). Under the provisions of COBRA, the member pays the full premium cost plus a 2% administrative fee. Once established, the employee and/or dependent pays the premiums directly to the carrier.
Federal Law requires that employers sponsoring group health plans with more than 20 employees offer their employees and their families the opportunity for a temporary extension of health coverage (called "continuation coverage") at group rates, in certain instances, where coverage under the plan would otherwise end.
As an employee, if you are covered by a health, dental and/or vision plan, you have the right to choose this continuation coverage if you lose your group coverage because of a reduction in your hours of employment or the separation of your employment (for reasons other than gross misconduct on your part.)
If you are the spouse/dependent of an employee covered by the health, dental and/or vision plans, you have the right to choose continuation coverage for yourself if you lose group coverage under the health, dental, and/or vision plans for any of the following reasons:
In the case of a dependent child of an employee, he/she has the right to continuation coverage due to the following reasons:
Under the law, the employee or family member has the responsibility to inform the Human Resources Department of a divorce, legal separation, a child losing dependent status, or Social Security Disability determination within sixty (60) days of the event or the date on which coverage would be lost under the health, dental and/or vision plans, whichever is later.
To enroll in benefits, newly eligible employees should complete a Benefits Enrollment Worksheet and submit it to the Human Resources Department within 60 days of the effective date of their qualifying appointment. If an employee submits the completed request by the end of the pay period in which their qualifying appointment begins, coverage may begin the first of the following month. The coverage effective date will be delayed if the Benefits Enrollment Worksheet, including all necessary enrollment information, is not submitted in a timely manner.
Note: If you miss the initial 60-day enrollment period, you can still enroll, however, your coverage will not be effective until the first of the month following a 90-day waiting period.
Employees are allowed to make changes to their benefits during the year if a "major life event" occurs. Such events include:
Other events that warrant a change to the employee's benefits are:
To request a change in benefits due to a "major life event" a Benefit Change Worksheet must be completed and submitted to Human Resources within 60 days of the event.
An open enrollment period is scheduled each year to allow employees to make changes in their benefits. Currently, the open enrollment period is scheduled from October 12, 2011 through November 4, 2011 with changes effective January 1, 2012. During Open Enrollment, employees can make the following changes:
Eligible employees may enroll themselves only, or themselves and all eligible family members (who are not otherwise enrolled as an employee, annuitant or dependent under the Public Employees' Medical and Hospital Care Act-PEMHCA).
The following family members are eligible to be covered by an employee's plan:
Medical coverage for eligible CSU employees is provided through the California Public Employees' Retirement System (CalPERS) and is governed by the provisions of the Public Employees' Medical and Hospital Care Act (PEMHCA).
Before making your selection, you might want to:
HMOs offer a range of health benefits including preventative care. Employees select a primary care physician who coordinates all care including referral to specialists. If you go outside the HMO's provider network without a referral, you may be responsible for the total cost of the services.
Plan Details: List of doctors/hospitals in the PPO network. Non-network providers may be used, but co-payments will be higher. Members may select a primary care provider and specialists without referral. Annual deductibles must be met before some benefits apply.
Employees who are eligible for medical/dental insurance can elect to waive CSU coverage in exchange for a monthly cash payment:
The CSU offers two Dental Plans for eligible employees and their eligible dependents.
Group #: 4018
Group #: 2M77
All eligible employees and their eligible dependents are automatically enrolled in the Vision Services Plan (VSP).
Group #: 12292796
The vision plan includes:
The Tax Advantage Premium Plan (TAPP) allows employees to have required health plan premiums withheld from their paychecks on a pre-tax basis, reducing federal and state income and Social Security/Medicare taxes.
All CSU employees enrolled in a CalPERS health plan, and who have health care contributions withheld from their paycheck, are eligible to participate.
Eligible employees are automatically enrolled in the program unless non-participation is requested at the time of enrollment. There is a 17 cent/month service charge which is automatically collected by the State Controller's Office through a payroll deduction.
This voluntary benefit plan offers employees the ability to pay for eligible out-of-pocket health care expenses with pre-tax dollars:
This voluntary benefit plan offers employees the ability to pay for eligible out-of-pocket for dependent care expenses with pre-tax dollars.
The Health Insurance Portability and Accountability Act (HIPAA) protects the enrollment and policies for employees and family members who are eligible to enroll in a CalPERS-sponsored health plan.
HIPAA also protects the confidentiality between you and your health care provider. In accordance with HIPAA, should you need a CSUSB Benefits Coordinator to assist you with your health care claims, an Authorization to Use and/or Disclose Personal Health Plan Information Form is required.