The California Public Employees’ Retirement System (CalPERS) administers health insurance coverage for state employees. Employees can choose from a broad range of health insurance plans. The state pays a portion of the premium.
Enrollments and changes made during Open Enrollment are effective January 1, 2017.
You may still be able to enroll or make changes to your benefits if you are newly hired, newly eligible, or experience a change in status (permitting event). Please contact your department’s personnel
office for more information.
For information on health plans and premiums, visit the www.calpers.ca.gov website.
Some bargaining units are subject to dependent health care vesting where the state provides new employees a reduced health benefit contribution toward dependent health coverage during the first 12 or 24 months of service.
Due to the nature of the collective bargaining process, changes may alter contribution amounts and dependent vesting levels.
Benefits Calculator - Compare premiums for different health plans and see the contribution rates based on your bargaining unit. In addition, you will see how much will be deducted from or added to your paycheck based on which health, dental, and vision plans you choose.
Employees are eligible for health benefits if they have a permanent or limited-term appointment of more than six months (at least six months plus one day) and a time base of half-time or more. Eligible employees have 60 calendar days from the date of appointment or a qualifying event to enroll in a health plan, or during an Open Enrollment period. For questions about your eligibility, contact your department’s personnel office.
You may make changes to your benefits during Open Enrollment, usually during September and October of each year, or based on a permitting event, outside of Open Enrollment. During this time, you have the opportunity to:
You may not change or cancel your health benefits choice during the year unless you experience a permitting event. You must apply any changes, cancellations, or enrollments within 60 days of the date of the permitting event. For questions about permitting events, contact your department’s personnel office.
Contact your personnel office if you have questions about dependent health care vesting that aren't answered here.
Dependent health care vesting provides new employees a reduced employer health benefits contribution toward dependent health coverage during the first 12 or 24 months of service.
New employees in Bargaining Units 1, 3, 4, 10, 11, 12, 13, 14, 15, 17, 18, 19, 20, and 21 not previously eligible for health benefits under state civil service, receive:
New employees in Bargaining Units 16 not previously eligible for health benefits under state civil service, receive:
After completing 24 months of service, new employees receive the full employer contribution for dependent health coverage.
You must meet all of the following criteria to be exempt from dependent vesting:
The 12 or 24-month vesting period begins with the month you are first eligible for state health benefits. The vesting period is a continuous 12 or 24 months unless the employee permanently separates from state service. Upon reinstatement, following a permanent separation, the employee must serve the remainder of their vesting period.
For Permanent Intermittent (PI) employees, the 12 or 24 month vesting period begins following the completion of a control period, at the point the PI becomes eligible for health benefits. For example, if a PI meets the required hours in the July 1 through December 31 control period, they first become eligible for health benefits on February 1. The vesting clock starts on February 1 and continues to run unless the PI permanently separates or loses health eligibility.
No. If you're already receiving 100 percent of the employer health contribution for dependents, you remain fully vested no matter how long you've worked for the state.
No. You begin receiving 100 percent of the employer health contribution for dependents when you're appointed to the new bargaining unit.
Please refer to the appropriate collective bargaining agreement for the specific criteria for determining if an employee is subject to dependent vesting.