Open Enrollment for Retiree Dental and Vision benefits is October 10, 2011 through November 4, 2011.
During open enrollment, you can enroll in a dental and/or vision plan, change dental plans, add or delete dependents from your coverage, or cancel your enrollment. You don't need to take any action if you want to keep the same plan and coverage.
Changes you make during the 2011 open enrollment take effect January 1, 2012.
The reorganization plan becomes effective today as a result of the Legislature's favorable consideration. This means the California Department of Human Resources (CalHR) will become a new department as of July 1, 2012.
Today the Little Hoover Commission unanimously recommended the Governor's reorganization plan that will merge DPA and the State Personnel Board to create the California Department of Human Resources.
State employees in Bargaining Unit 6, as well as managers and supervisors affiliated with that unit, are enrolled in a supplemental retirement plan known as POFF II, administered by CalPERS. The State recently ended its contributions to POFF II for all enrolled members. This action has no effect on existing account balances. These funds will continue to be available for payout when you retire or separate from State service in the same manner as they would have been had contributions continued.
If you're a member and have questions about your account, please visit this CalPERS website.
Open enrollment for the new Retiree Group Legal Services Plan that is April 1, through May 31, 2011. During open enrollment eligible retirees and annuitants can enroll in the Group Legal Services Plan (the Plan).
ARAG (the plan Administrator) will mail enrollment packets to the homes of eligible retirees. If you do not receive a packet, you may contact ARAG Customer Care Center toll free at 800-511-4007 (TTY 800-383-4184 or 711 for a Relay Operator), Monday through Friday, 5:00 a.m. to 5:00 p.m. Pacific Standard Time.
To enroll you must submit your completed enrollment form to ARAG by May 31, 2011. Your coverage begins on the first day of the pay period following your first payroll deduction. You may cancel at any time.
Retiring employees will have 60 days from their retirement date to elect to enroll in the Plan. If you do not enroll in the Plan within the 60-day time limit, you will not be able to enroll until the next open enrollment period.
If you have any questions regarding the Plan's covered services and premiums, you can contact ARAG's Customer Care Center Monday-Friday, 5:00 a.m. - 5:00 p.m., PST.
TTY 800-383-4184 (or 711 to reach a relay operator)
You may also access ARAG's website at http://www.ARAGLegalCenter.com (Access Code: 17642ret) or contact the DPA Program Manager at 916-324-0533.
SACRAMENTO - California's Department of Personnel Administration has reached agreement on new contracts with three more unions that, if ratified, generate budget savings by requiring employees to pay a greater share of their pension cost and take one day of unpaid leave each month for a year.
All of the State's 21 bargaining units now have contract agreements in place or awaiting ratification by union members and the Legislature. The three unions that reached agreement late yesterday represent professional engineers, scientists, and building maintenance engineers. Employees in all three unions have been working under expired contracts since 2008.
"We're grateful to these last three unions for persevering at the bargaining table to help us achieve necessary savings," said DPA Director Ron Yank. "It's also a huge relief -- for employees and the Administration -- to face the fiscal challenges ahead with some degree of certainty in working conditions and compensation, which have been anything but certain over the past few years."
Under the agreements with Professional Engineers in California Government (PECG), California Association of Professional Scientists (CAPS), and International Union of Operating Engineers (IUOE, Unit 13), employees' monthly pension contributions will increase: for PECG and CAPS employees it rises from 5 to 8 percent of pay; for IUOE it rises from 5 to 10 percent for "miscellaneous" employees and from 6 to 11 percent for "safety" employees. In addition, employees represented by all three unions will take one day of unpaid leave each month for 12 months. During this time, employees will not be subject to additional furloughs.
The combination of unpaid leave and increased employee pension contributions reduces the employees' paycheck by 8 to 10 percent, depending on their bargaining unit. However, that reduction will be partially offset for IUOE employees by raising the employer contribution toward their health premium to current levels, which has not been adjusted since 2008. The health contributions for PECG and CAPS employees already is based on current premium levels, so that provision of their contracts remains unchanged.
All three contracts would run from April 1, 2011, to July 1, 2013.
California's Department of Personnel Administration and the union representing State correctional officers have reached agreement on a new contract that, if ratified, generates immediate budget savings by requiring correctional officers to pay a greater share of their pension cost and take a day of unpaid leave each month for a year.
The Legislature and the California Correctional Peace Officers Association (CCPOA) must approve the agreement, which will run from April 1, 2011 to July 2, 2013. The last CCPOA contract expired in 2006. Negotiations for a new contract failed, and since 2007 the union has operated under imposed terms.
"The 30,000 members of CCPOA have been without a contract for three and a half years," said DPA Director Ron Yank. "It's about time they get an even-handed agreement that respects their difficult work and generates savings for the State. In particular, the changes in retirement funding we agreed to will help close the budget gap now."
Under the agreement, pension contributions for correctional officers will increase from 8 to 11 percent of pay. Correctional officers will take one day of unpaid leave each month for 12 months, starting the month after the agreement is reached. This will effectively reduce their pay by roughly 5 percent. During this time, the furlough program will end for these officers. The combination of unpaid leave and increased employee pension contributions reduces the employees' paycheck by 8 percent.
The employer health contribution, which has not been adjusted for CCPOA since 2006, will rise to current levels, creating a cost. In view of that, the union agreed to terminate State payments to the officers' defined contribution plans. The State currently pays 2% of each officer's base salary into the plans, which resemble 401(k) Plans.
"Terminating payment to the defined contribution plans will easily cover half the cost of the increase health portion. It's our position that, in the area of health care, all employees should enjoy roughly the same benefit," said Ron Yank.
Summary of Collective Bargaining Agreement for Bargaining Unit 7 (BU-7), California State Law Enforcement Association (CSLEA).
SACRAMENTO - California's Department of Personnel Administration and the union representing state attorneys have reached agreement on a new contract that, if ratified, generates immediate budget savings by requiring employees to pay a greater share of their pension cost and take one day of unpaid leave each month for a year.
Pending approval by the Legislature and the California Attorneys, Administrative Law Judges and Hearing Officers in State Employment (CASE) union, the new contract will run from April 1, 2011 to July 1, 2013. The last CASE contract expired June 30, 2007.
"We appreciate the hard work of these employees during a difficult economy," said DPA Director Ron Yank. "This agreement helps us narrow the budget gap through increased funding of pension and health benefits in a way that's fair to employees."
Under the agreement, employees' pension contribution will increase from 6 to 9 percent of pay for miscellaneous employees and from 7 percent of pay to 10 percent for safety employees. All CASE employees will take one day of unpaid leave each month for 12 months, starting the month after the agreement is reached. This will effectively reduce their pay by roughly 5 percent. During this time, the furlough program that currently applies to a portion of CASE employees will end.
The combination of unpaid leave and increased employee pension contributions reduces the employees' paycheck by 8 percent. However, that reduction will be partially offset by bringing the employer health contribution up to current levels, which has not been adjusted for CASE since 2008. The employer contribution rate will also change from the dollar equivalent of 85 to 80 percent of the total premium.
$25 Enrollment Special! - Offer Ended March 31, 2011
This offer has ended. Here's the original message.
Start your New Year off right with a Savings Plus account. For a limited time only, you can enroll in a Savings Plus 401(k) or 457 account with as little as $25 per month. Your $25 contribution amount won't change unless you request it. A $25 pre-tax payroll deduction, is less than $17* from your monthly take-home pay. That's a 30% tax savings each month!
Don't delay! Enrollments received after March 31, 2011 will require a minimum monthly contribution of $50.
2011 Social Security payroll taxes were recently reduced. You can defer this extra take-home pay into a Savings Plus account.
PLANSPONSOR magazine today named the Savings Plus Program the winner of the 2011 Plan Sponsor of the Year award for Public Sector/457 plans.
"This is a very exciting accomplishment for our program," said Michelle Berklacich, the Savings Plus Program Administrator. "I am very honored and proud of our team."
Savings Plus offers a 401(k) Plan and a 457 Plan to eligible State of California employees. These plans allow employees to save for retirement through automatic payroll deductions. Money invested this way isn't taxed until it's withdrawn, typically during retirement.