A selection of Heath Care plans available to CSUF Employees.

Health Care Plans

Faculty and staff are eligible for a wide range of valuable University-provided health benefits. Some benefits are provided automatically, while you must actively choose others. These are an important part of your total compensation packageOpens in new window .


Dental Benefits

Delta Dental of California provides two types of plans: Delta Dental PPO (basic and enhanced) (PPO Group 4018) is a fee for service plan. Delta Care USA (basic and enhanced) (Enhanced: 2M77 and Basic: 2M73) is a pre-paid plan. The insurance premium is employer paid. Provisions of the Collective Bargaining Agreement may modify the CSU dental plan benefits.


Eligibility

To be eligible for coverage:

  • An employee must be appointed at least half-time (equivalent to 7.5 Weighted Teaching Units for academic year appointments) for more than six months, or;
  • If employed in a Unit 3 Lecturer or Coach Academic Year position, employee must be appointed for at least six (6) weighted teaching units for at least one semester, or two or more consecutive quarter terms.
  • Qualifying appointments may be either permanent or temporary.
  • Once an employee has acquired eligibility and has enrolled in a plan, he/she may continue enrollment during subsequent continuous appointments of at least half-time regardless of the duration of the new appointment.

To learn more about benefits eligibility, visit the CSYOU Benefits Eligibility and EnrollmentOpens in new window page.

New Enrollments

Employees have 60 calendar days from the date of eligibility to enroll. In order to enroll, employees must complete an Enrollment Worksheet available in Human Resources. If you complete the enrollment documents by the end of the month coverage is effective the 1st of the second month.


To learn more about benefits enrollment, visit the CSYOU Benefits Eligibility and EnrollmentOpens in new window page.

Cobra

If you or your eligible dependents can no longer participate in a benefit plan due to a loss in eligibility, medical, dental and/or vision plan coverage under the Consolidated Omnibus Budget Reconciliation Act (COBRA) may be continued for a specified amount of time. Please contact HRDI - Total Wellness for additional information about COBRA.

Direct Pay

If you are on a formal leave of absence without pay or are in an approved non-pay status you may elect to pay the full premium for your coverage. Please contact Human Resources for details.

FlexCash Plan

Eligible employees may waive CSU dental coverage in exchange for cash if you have other non-CSU coverage. Please see the CSU FlexCash Plan Brochure for details.

Health Benefits

A variety of health plans are available through CalPERS. For additional information about the various plans offered please visit the CSYOU Medical Insurance PlansOpens in new window website.


Additional Information

Eligibility

To be eligible for coverage:

  • An employee must be appointed at least half-time (equivalent to 7.5 Weighted Teaching Units for academic year appointments) for more than six months, or;
  • If employed in a Unit 3 Lecturer or Coach Academic Year position, employee must be appointed for at least six (6) weighted teaching units for at least one semester, or two or more consecutive quarter terms.
  • Qualifying appointments may be either permanent or temporary.
  • Once an employee has acquired eligibility and has enrolled in a plan, he/she may continue enrollment during subsequent continuous appointments of at least half-time regardless of the duration of the new appointment.

To learn more about benefits eligibility, visit the CSYOU Benefits Eligibility and EnrollmentOpens in new window page.

New Enrollments

Employees have 60 calendar days from the date of eligibility to enroll in health benefits via the normal enrollment process. In order to enroll, employees must complete an Enrollment Worksheet available in Human Resources. If you are enrolling a spouse to your health insurance, please attach a copy of your marriage certificate or the top portion of your tax return to the Enrollment Worksheet. For staff and administrators coverage becomes effective the first of the month following the date the enrollment form is signed and submitted to Human Resources. Faculty who enroll within the first pay period of the fall semester are covered October 1.

Please note: If you miss the 60 day window to enroll in benefits you may be subject to serve a mandatory 90-day waiting period from the date of submission to Human Resources.

To learn more about benefits enrollment, visit the CSYOU Benefits Eligibility and EnrollmentOpens in new window page.

Cobra

If you or your eligible dependents can no longer participate in a benefit plan due to a loss in eligibility, medical, dental and/or vision plan coverage under the Consolidated Omnibus Budget Reconciliation Act (COBRA) may be continued for a specified amount of time. Please contact HRDI - Total Wellness for additional information about COBRA.

Direct Pay

If you are on a formal leave of absence without pay or are in an approved non-pay status you may elect to pay the full premium for your coverage. Please contact Human Resources for details.

FlexCash

Eligible employees may waive CSU group health in exchange for cash if you have other non-CSU coverage. To learn more about this benefits, please visit the CSYOU Benefits (FlexCash) websiteOpens in new window .

Vision Benefits

The CSU offers benefits eligible employees the opportunity to enroll in either the VPS-Basic Vision Plan or the VSP-Premier Vision Plan.


The Basic Vision Plan (Group Plan Number: 30059426)


The VSP Basic plan includes:

  • One comprehensive eye exam every calendar year.
  • One pair of lenses every other calendar year (or calendar year if your prescription changes) and one frame every other calendar year.
  • Contact lenses every other calendar year when contact lenses are provided in lieu of all other lens and frame benefits.

The Premier Vision Plan (Group Plan Number: 30077022)

  • The Premier Plan has a small monthly cost share.
  • The Premier plan enables you to get a higher allowance for frames and contacts, fully covered standard progressive lenses, and more discounts.
  • Administered by Vision Service Plan (VSP)Opens in new window
  • Enrollments for the Premier plan are processed by VSP.
  • Please Note: Employees cannot choose to enroll in both the Basic and Premier vision plan coverage at the same time, or split their enrollment leaving any dependents on the Basic Vision Plan.

The Premier plan includes:

  • One comprehensive eye exam every calendar year.
  • One pair of lenses/frames every calendar year.
  • Contact lenses every calendar year when contact lenses are provided in lieu of all other lens and frame benefits.
  • Extra Savings on Retinal Screening.

Additional information about the plans including Plan Summaries, Evidence of Coverage Booklets, Claims Forms, Directory of Network Providers, and more, can be accessed on the following sites:


Retiree Voluntary Vision Plan

California State University benefit eligible retirees have the option of enrolling in one of the two affordable, easy-to-use voluntary vision plans administered by Vision Service Plan (VSP):

  1. Premier Plan
  2. Basic Plan

For additional information about the two plans please visit the VSP RetireeOpens in new window website. To speak to a Member Services Representative at VSP call 1-800-877-7195. Please note that this is a voluntary benefit and the premium will be fully paid by enrolled retirees with a monthly premium deducted from their retirement warrants.


Additional Information

CSU Retirement BenefitsOpens in new window website

Flexible Spending Accounts

  • Health Care Reimbursement Account (HCRA)Opens in new window
    This voluntary benefit plan offers eligible employees the ability to pay for eligible out-of-pocket health care expenses with pre-tax dollars.
  • Dependent Care Reimbursement Account (DCRA)Opens in new window
    This voluntary benefit plan offers eligible employees the ability to pay for eligible out-of-pocket expenses for dependent care with pre-tax dollars if the care is required in order for the employee (and spouse, if married) to work.

Additional Information

Flex Cash and Tax Advantage Premium Plan

  • Flex CashOpens in new window
    Employees who are eligible for medical/dental insurance and have other non-CSU group coverage can elect to waive CSU coverage in exchange for a monthly cash payment.
  • Tax Advantage Premium PlansOpens in new window
    This plan 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.

Frequently Called Numbers and Group Numbers

Employee Benefits: Frequently Asked Questions

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 there is an open enrollment period?

A. 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 or a "late enrollment" event the latter applies to health coverage only. You must provide a copy of your marriage certificate and birth certificates for all dependent children as well as social security numbers for enrollees.


Q. I am establishing a domestic partnership. Can I add my new domestic partner and or child(ren) of my domestic partner to my coverage or do I have to wait until there is an open enrollment period?

A. For benefits eligibility, the CSU recognizes same sex domestic partnership and for opposite sexes one or both of the persons must be over age 62. You must establish the domestic partnership with the Secretary of State. You have 60 days from the date the Secretary of State has registered the domestic partnership to add your domestic partner and/or stepchild(ren) to your health and/or dental coverage. After 60 days you can add them during the annual open enrollment period or a "late enrollment" event the latter applies to health coverage only. You must provide a copy of your domestic partnership registration certificate and birth certificates for all dependent children as well as social security numbers for enrollees. Please note, the Internal Revenue Service has ruled that the actual cost of adding a domestic partner to your benefit results in taxable income to you. The taxable income will be the cost difference between the employee only and the employee plus one dependent premium rate. You can avoid the tax liability if you can designate your dependent as a tax dependent for income tax purposes.


Q. I am expecting or adopting a baby soon. Can I add my baby to my coverage?

A. You have 60 days from the date of birth or adoption placement to add a child to your medical and/or dental coverage. After 60 days, you can add the child during the annual open enrollment period or a "late enrollment" event. The latter applies to health coverage only. The effective date will be the first of the month following the child's birth date or date of adoption. You must provide a copy of the birth certificate and or adoption papers and social security numbers for the enrollee.


Q. My dependent child just turned age 19. Is he/she still covered?

A. Dependent children may be covered to age 26. Special rules apply if mentally or physically challenged.


Q. Can my grandchild or niece/nephew be covered under my health plan?

A. 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. Please contact Human Resources to complete the required documents, including an "Affidavit of Eligibility".


Q. Can my dependent parent's be covered?

A. No. Even if totally dependent on the employee, parents are not eligible for coverage.


Q. I am resigning or my appointment expires at the end of the month. How long will my coverage be I effect?

A. 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 the premium.


Q. Can I continue my health benefits if I resign or when my appointment expires?

A. Yes. 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. COBRA also applies to dependents who lose coverage.