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California State University, Long BeachCalifornia State University, Long Beach

Staff Handbook — 2013

University Benefits

The university provides an outstanding benefits package that is both comprehensive and competitive. Employees with appointments of half-time (20 hours) or more, in positions with a duration of at least six months and one day, are eligible for the benefits described here. However, certain benefits may have more specific eligibility requirements, and employees are encouraged to contact the Benefits Office at 5-2381 for the most up-to-date and detailed information.

California Public Employees' Retirement System (CalPERS)

Employees with a full-time appointment longer than six months, or a half-time appointment for one year or more, will be enrolled automatically by Payroll Services in the California Public Employees' Retirement System. Membership in this system involves both employee and university contributions. More information about CalPERS may be obtained from Benefits Services.

All active CSU employees who are not participants in CalPERS/STRS, or Social Security because they work less than half time or are employees on a seasonal or intermittent basis, will be moved into the Defined Contribution (DC) Plan administered by the Department of Personnel Administration’s (DPA) Savings Plus Program (SPP). Membership is mandatory and requires a 7.5% pre-tax employee contribution. There is no employer contribution. Employees are 100% vested upon enrollment.

Social Security

The State of California's contract with the Federal Government provides that State employees automatically will be placed in the Social Security system when they are participating in the State's retirement system. Therefore, in general, employees enrolled in CalPERS will also earn Social Security credit for employment at CSULB. (The one exception to this statement applies to individuals appointed prior to 1962 who "opted out" of Social Security coverage.) As with membership in CalPERS, participation in Social Security involves both employee and university contributions.

Dependent Care Reimbursement Program

This program allows employees to pay for necessary dependent care through pre-tax payroll deductions. With a dependent care account (DCA), regular deductions will be made from the employee's monthly salary, before income taxes are withheld. The total monthly amount to be withheld must be a minimum of $20 up to a maximum of $416.66. The annual enrollment period is October for the following calendar year. An employee who wishes to participate must enroll each calendar year. Contact Benefits Services for further information about this program.

Disability Insurance

Long-Term Disability

A long-term disability plan is available to members of the Management Personnel Plan and Units 1, 3, and 4 employees. Please note: a voluntary long-term disability plan is also available through the CSU voluntary insurance program.

Non-Industrial Disability Leave Insurance

Employees who are members of CalPERS/STRS and are permanent or probationary full-time employees are eligible for Non-Industrial Disability Leave Insurance (NDI) benefits. In addition, employees appointed half time or more for one year of service or one academic year and who are members of CalPERS/STRS are eligible for NDI benefits. The NDI program compensates eligible employees who are temporarily unable to continue in employment due to non-work-related injury or illness. Contact the Office of Payroll Services for further information.

Fee Waiver Program

To enhance the university's effort to promote career development for staff, CSULB offers a Fee Waiver Program This program, established in 1975, allows eligible staff members or their dependants the opportunity to attend classes at CSU campuses at reduced rates. CSULB employees who want to enhance job skills or prepare for a future career are encouraged to participate in this program.

Eligibility

An employee may be eligible to participate if he/she is a full-time or part-time permanent employee or a full-time probationary employee. Some full-time temporary employees may be eligible if their appointment exceeds the last day of the semester. Full-time or part-time Management Personnel Plan (MPP) employees are also eligible to participate. Spouses, dependents, and domestic partners may also be eligible depending on the employee’s collective bargaining unit. Refer to the appropriate Collective Bargaining Agreement for details concerning spouse, dependent, and domestic partner eligibility.

Employees who do not qualify are those in programs of work relief (emergency employee) or work training, student assistants, auxiliary employees, Foundation employees, and part-time temporary employees. Fee Waiver Program information can be located in the appropriate Collective Bargaining Agreement.

For those who are eligible for the Fee Waiver Program, fees may be waived for courses that are either work-related or part of a Career Development Plan.

Career Development Courses

The primary responsibility for career development rests with the employee. While job promotions are not guaranteed as a result of completing courses in the Career Development Plan, an employee may be better prepared and more competitive for job vacancies as a result of having completed specific courses or a degree program. Classes for career development must be taken for academic credit.

Work-Related Courses

These are classes that directly improve skills or enhance knowledge for performing duties in an employee's current position. An employee may also take courses to acquire new skills needed to perform newly assigned duties and responsibilities. Enrollment may be voluntary or at the direction of the employee's supervisor or manager.

CSULB Admissions and Application Procedures

If the employee wishes admission as a student to a CSULB academic program and qualifies in accordance with established admission standards and criteria, the application will be processed by the Office of Admissions and Records as a regular admission. However, the CSU Application Fee will be waived.

If the employee does not qualify for regular admission to CSULB, the employee may be admitted by the appropriate administrator in the Office of Admissions and Records. Exceptions may be made for the purpose of enrolling in work-related courses only.

Admissions for Work-Related Courses.

Admission for the purpose of enrolling in courses deemed work-related shall be with the approval of the appropriate administrator. The CSU admissions requirements do not apply to employees enrolling in approved work-related courses. The employee is required to fill out only the front of "Part A" of the CSU admissions application. The Office of Admissions and Records shall establish a file and Permanent Record Card for each employee admitted for this purpose, but the processes associated with matriculation (i.e., transcripts, test scores, evaluation of transfer credit, etc.) need not be submitted. A Fee Waiver Questionnaire form must be completed every semester.

Admissions for Career Development Courses.

Admission for the purpose of enrolling in courses as part of an approved Career Development Plan shall be with the approval of the appropriate administrator. A Fee Waiver Questionnaire form must be completed every semester. CSU admission requirements must be met or waived by the appropriate administrator in the Office of Admissions and Records. Necessary documents for matriculation (transcripts of previous work, test scores, evaluation of transfer credit, etc.) must be submitted to the Office of Admissions and Records.

Program Restrictions

Only those classes offered through the regular, state-funded academic semesters are honored under the Fee Waiver Program. Fees for classes associated with winter intersession, summer session, or other College of Continuing and Professional Education (CCPE) classes are not waived. All classes must be taken for grades or credit/no credit. Employees are not permitted to audit any classes taken through this program.

Employees who separate from the university or otherwise become ineligible (i.e., change in employment status) before or during the eighth week of the academic semester shall be required to reimburse the university for all fees normally waived under the Fee Waiver Program.

Credit Unit Limits

In order to achieve a reasonable balance between regular work responsibilities and the course load taken under the Fee Waiver Program, eligible staff can take a maximum of two courses or six units, whichever is greater.

Use of State Time for Class Attendance

The appropriate administrator may grant permission for an employee to use a reasonable amount of work time in at least one work-related or approved career development course per semester. Approval may be granted if the course is taken at any CSU campus and the appropriate administrator determines that the operational needs of the department or equivalent unit will be met in an orderly and normal manner.

Fees

If the employee chooses to take other classes in addition to those covered under the Fee Waiver Program, the employee will be responsible for paying any difference between the amount waived and the full State University Fee. All other fees shall be at regular rates. Employees are also responsible for paying any late registration fees if appropriate registration deadlines are not met. See a current Schedule of Classes for exact fee amounts.

Group Term Life Insurance

If you are a member of the California Public Employees' Retirement System (CalPERS), a $5,000 term life insurance benefit plus up to six months’ pay is provided through the retirement system payable to your beneficiary if death occurs before you retire. In addition, certain employees receive additional insurance as listed:

  • Management: $100,000 + AD & D
  • Unit 3: $50,000 + AD & D
  • Unit 4 Employees: $25,000 + AD & D
  • Unit 8 Employees: $10,000 + AD & D
  • Eligible Teaching Associates: $50,000
  • Confidentials: $50,000 + AD & D
  • Executives: $150,000 + AD & D
  • CSUEU: $10,000 + AD & D

Health Care Benefits Program

Eligible employees have a choice of several health care options, which include

  • A variety of health insurance plans
  • Two dental plans
  • Vision coverage
  • Flexcash (an exchange of cash for coverage)
  • Specific information about Health Care Benefits Program

    including plan options and premium costs is available on the web or you may contact the Benefits Office at 5-2381.

Health Insurance

There are several plans to choose from, but please note that enrollment in a health insurance plan is not automatic. Employees have 60 calendar days from the effective date of appointment to select a provider and enroll in a health care plan. Generally, coverage begins the first day of the month following the date the enrollment document was signed.

Dental Insurance

Like health insurance, you must select and enroll in a dental insurance plan — enrollment is not automatic.Employees have 60 calendar days from the effective date of appointment to select a provider and enroll in a health care plan. Generally, if the signed enrollment document is received by the Controller’s Office in Sacramento by the tenth of the month, coverage will begin the first day of the following month.

Premiums for dental insurance for the employee and/or eligible dependents are paid by the university and are offered to you at no charge.

Vision Care Insurance

Enrollment in the university's vision care plan is automatic. Coverage will become effective once the employee is in pay status.

T he employee and all eligible dependents are covered at no cost to the employee.

Flexcash

Flexcash is an optional benefit that allows an employee to waive CSU medical and/or dental insurance in exchange for cash if you have other non-CSU coverage.

Health Care Reimbursement Program (HCRA)

The HCRA is a voluntary benefit for eligible employees, which provides the ability to pay for eligible out-of-pocket health care expenses with pre-tax dollars.

Medical, dental, and vision expenses eligible for reimbursement by the HCRA Plan include uninsured and medically necessary expenses incurred by employees, and their tax dependents, including Domestic Partners claimed as tax dependents. Expenses must be for the diagnosis, cure, treatment, or prevention of disease, and for treatments affecting any part or function of the body. Expenses must be to alleviate or prevent a physical defect or illness. Expenses incurred solely for cosmetic reasons or expenses that are merely beneficial to a person’s general health are not eligible for reimbursement.

The total monthly amount to be withheld must be a minimum of $20 up to a maximum of $416.66. The annual enrollment period is October for the following calendar year. An employee who wishes to participate must enroll each calendar year. Please contact Payroll Services for eligibility requirements.

Holidays, Sick Leave, and Vacation

Holidays

The university observes the following 13 paid holidays annually:

  • New Year's Day
  • Martin Luther King Jr.'s Birthday
  • Lincoln's Birthday
  • President's Day
  • Cesar Chavez
  • Memorial Day
  • Independence Day
  • Labor Day
  • Admission Day
  • Columbus Day
  • Veteran's Day
  • Thanksgiving Day
  • Christmas Day

Any holiday which falls on a Saturday shall be observed on the preceding Friday, and any holiday which falls on a Sunday shall be observed the following Monday.

The university may, depending upon the needs of the campus, close for a specified number of days during the winter holidays. The president has the discretion to reschedule some of the paid holidays during the year so that the winter closure will not normally require the use of any leave or personal holiday credits from the employee. The closure will be announced annually with appropriate notice given to employees.

Personal Holiday

All employees (except retired annuitants, graduate assistants, and those in job classifications for which a daily rate has been established in the CSU Salary Schedule) are granted a personal holiday every year on January 1 to be used before December 31 of that same year.

Full time employees earn eight hours of personal holiday time off with pay; part-time employees receive time off in proportion to the employee's time base at the time the holiday is taken. Intermittent (hourly) employees will receive time off based on the number of hours worked in the pay period in which the holiday is taken.

If the employee fails to take the personal holiday before the end of the year, the holiday shall be forfeited. The scheduling of the holiday shall be by mutual agreement of the employee and the appropriate administrator. Employees who terminate without using the personal holiday will be paid for it as part of the final settlement.

Sick Leave

Sick leave for full-time employees accrues at a rate of one day (eight hours) per month and may be used for illness or injury, medical appointments, and (on a limited basis) emergency care of family members or bereavement. Part-time employees accrue sick leave on a pro-rated basis.

Sick leave cannot be used until one month of service has been completed. There is no limit to the amount of sick leave an employee may accumulate. Sick leave credits may be applied toward service retirement at the time an employee retires from the university.

For additional information regarding sick leave, refer to the appropriate Collective Bargaining Agreement.

Vacation

Eligibility for vacation credits and the amount of vacation credit earned each month is based upon the classification to which the employee is appointed, time base, and the length of time the employee has worked at the university. The CSU Salary Schedule lists the vacation eligibility for each job classification.

Although vacation time is accrued for each month of service, vacation hours cannot be used until one full month of service has been completed. Refer to the relevant CBA for information on maximum vacation accruals.

Housing and Relocation Assistance

CSULB is committed to recruiting and retaining highly qualified motivated staff and faculty and is aware of the challenges encountered when relocating and finding affordable housing in southern California. For information regarding relocation assistance and affordable housing projects please visit theHousing and Relocation Assistance website or call ext. 5- 2473.

Identification Card Privileges

The CSULB ID card is an all-purpose card that is required for all students, faculty, and staff. It provides you access to an array of services and products all over campus including: Student/Faculty/Staff ID, Library Card, Beach Club Debit Card, discounts to certain university events, computer labs, copiers, and more. The ID Card Services Office issues original and replacement cards and accepts deposits to Beach Club accounts. The ID Card Services Office is located inside the University Bookstore on the first floor. New employees must bring a completed CSULB ID Application Form from the Office of Payroll Services. You must also present a photo ID. Replacement cards cost $5.00.

Tax-Deferred Annuity and State-Deferred Compensation Plan

An additional benefit CSULB offers to employees is the opportunity to participate in tax-deferred annuity and state- deferred compensation plans. The Internal Revenue Code provides that under certain conditions, premiums paid by an educational institution toward the purchase of an annuity or deferred compensation for one of its employees will not be taxed as income to the employee in the year in which premiums so paid are earned. When the annuity or deferred compensation benefits are received later, income tax must be paid on benefits at that time.

The CSU offers the 403(b) Tax Sheltered Annuity Program, with investment options available in five Fund Sponsors. The Savings Plus Program administers the 401(k) and 457 Programs. Contact Benefits Services at ext-5-2381.

Workers' Compensation and Industrial Disability Leave Benefits

Workers' Compensation is an employee benefit program that provides income and medical benefits if an employee is injured on the job or becomes ill due to a job-related condition.

Please note that the university is not liable for any injuries incurred as a result of employees who voluntarily engage in recreational, social, or athletic activities that take place at the university but are beyond the scope of an employee's normal work assignment.

For further information regarding Workers' Compensation and Industrial Disability Leave benefits, please contact Workers’ Compensation at ext-5-2366.