Benefits Orientation

State health benefits are administered through the California Public Employees' Retirement System (CalPERS). Employees are eligible for health benefits if they have a permanent appointment or a limited-term appointment of more than six months (at least six months plus one day); and a time base of half-time or more.

Permanent-intermittent employees are eligible for health benefits after being credited with a minimum of 480 paid hours at the end of a six-month control period.

The state pays a portion of your premium, referred to as the employer contribution. The amount you receive is negotiated through the collective bargaining process for (union) represented employees, and determined by the California Department of Human Resources (CalHR) for excluded employees.

If you are eligible for health benefits, you have 60 calendar days from the date of your qualifying appointment to enroll in a health plan. Your coverage becomes effective the first day of the month following the date that your personnel office or health benefits officer receives your completed enrollment form.

The cost to you will be the difference between the monthly premium of the plan you choose and the employer contribution. Your share of the premium is paid through pre-tax payroll deductions. You may enroll in any of the health plans offered by the state where you live or work.

If you are eligible for health benefits and have qualifying group health coverage through another source, such as your spouse, you may choose to receive cash in lieu of the state's health benefit. This additional cash is treated as taxable income. You may enroll in the Cash Option program when you are hired, during the annual open enrollment period, or when you gain other qualifying group health coverage.

Refer to the FlexElect Medical Reimbursement Account for details on using non-taxable payroll deductions to pay for certain medical expenses that are not covered by your state health benefits.

If you have questions on health benefits, contact your departmental personnel office.

Visit the CalPERS website.

Employees who have a permanent or limited-term appointment lasting at least six months and a day and a time base of half time or more, are eligible for State-sponsored dental insurance from one of several plans.

Eligible employees can enroll within the first 60 days of employment eligibility, or during the annual open enrollment period. Voluntary changes in coverage are permitted during open enrollment or based on a permitting event outside of open enrollment.

If you are eligible for the State's indemnity plan, Delta Dental, the State will pay 75% of the monthly premium. If you enroll in a State prepaid dental plan, the State will pay 100% of the monthly premium.

Most newly hired rank and file employees are only eligible for a prepaid dental plan during the first 24 months of State service.

If you have questions on Dental Benefits and your eligibility, contact your department's Personnel Office.

More Information on Dental Benefits

Form

Most State employees appointed to a permanent position that's half time or more and their dependents are automatically enrolled in the State's vision benefits.

The effective date of coverage is based on when your Personnel Office processes the Personnel Action Request (PAR) document, which is a transaction to record your appointment.

Please note that Permanent Intermittent Employees (PIE) must complete an enrollment form to enroll in vision benefits after working 480 hours in a specific control period.

If you have questions on Vision Benefits and your eligibility, contact your department's Personnel Office.

More Information on Vision Benefits

Vision Benefits Form

Rather than receiving three separate State contributions for medical, dental, and vision benefits, employees eligible for Consolidated Benefits (CoBen) receive a single monthly contribution to pay for all three benefits.

If the CoBen allowance exceeds the total cost of the medical, dental, and vision plans an eligible employee has chosen, the employee receives the excess amount as additional taxable income each month.

If the CoBen allowance is less than the total cost of the benefit plans the employee has chosen, the employee pays the difference through pre-tax payroll deductions.

All excluded employees (classified as managerial, supervisory, confidential, exempt) are under CoBen. For rank-and-file employees, CoBen eligibility is determined through the collective bargaining process.

Ask your Personnel Office or check your bargaining unit contract if you are unsure of your eligibility for CoBen. Currently, employees in Bargaining Units 2, 7, 8, 16, 17, 18, and 19 are under CoBen.

Cash Option

Employees with medical and dental insurance through another source, such as a spouse or domestic partner, may elect to receive cash in lieu of enrollment in a State medical and dental benefit.

This additional cash is treated as taxable income. Enrollment in the cash option is permissive at the time of hire, during the annual open enrollment period, or based on a family status change. Enrollment in the cash option for dental only is not allowed.

If you have questions on CoBen or Cash Option, contact your department's Personnel Office.

More Information on Consolidated Benefits (CoBen)

CoBen Form

Employees who pay out-of-pocket medical and dependent care expenses during the year may benefit from a FlexElect Reimbursement Account.

Medical Reimbursement Account

Most State employees are eligible. With a FlexElect Medical Reimbursement Account, you can use payroll deductions to pay for medical expenses that are not covered by your health, dental, or vision plan.

Dependent Care Reimbursement Account

A FlexElect Dependent Care Reimbursement Account lets you use payroll deductions to pay for day care expenses for an eligible child or parent. When you enroll in a reimbursement account, you specify an amount to be deducted from your paychecks each month for a plan year. These monthly deductions are not counted as taxable income.

Your funds are held in the FlexElect Program Fund, which you use to reimburse yourself for covered expenses that you and eligible dependents incur during the plan year. In order to be reimbursed funds from your reimbursement account, you must submit a reimbursement account claim form by a specified deadline.

Cash Option

Employees with medical and dental insurance through another source, such as a spouse or domestic partner, may elect to receive cash in lieu of enrollment in a State medical and dental benefit. This additional cash is treated as taxable income.

Enrollment in the cash option is permissive at the time of hire, during the annual open enrollment period, or based on a family status change.

If you have questions on a FlexElect Reimbursement Account or Cash Option, contact your department's Personnel Office.

More Information on Reimbursement Accounts

Cash Option Form

Reimbursement Form

In the event of an industrial injury or illness, State of California employees will receive treatment through the Medical Provider Network (MPN).

As an alternative, you may designate your regular primary care physician to treat you in the event of an industrial injury or illness by notifying your employer in writing before an injury or illness occurs. The physician you designate must meet specific criteria and agree ahead of time to treat you in the event of an industrial injury or illness.

If you have questions on the Medical Provider Network and Physician and Medical Facility Designation, contact your department's Personnel Office.

More Information on Medical Provider Network

Active and retired California Public Employees' Retirement System (CalPERS) members have death benefit coverage. Upon the death of a covered employee or retiree, their beneficiary may be eligible for a monthly allowance and/or a lump-sum payment of benefits.

It is recommended that employees and retirees have a current Beneficiary Designation form on file with CalPERS.

More Information and Forms on the CalPERS Website

120-Day Death Benefits

Under the 120-day death benefit, departments are required to continue to pay the employer contributions for a covered employee's spouse, domestic partner and/or other eligible family members for up to 120 days following an employee's death.

The 120-day period is to provide the family a grace period while the CalPERS determines if the spouse or other family members are eligible for a survivor's benefit.

Based on military service, you may qualify for certain benefits during your State of California career under the Military and Veterans Code. In order to determine if you qualify for benefits, please complete the Military Service Declaration form and give it to your department's Personnel Office.

Military Service Declaration Form

There are certain documents to be completed by newly-hired employees, such as:

• Employment Eligibility Verification Form I-9 (required by Federal Law)

• Race/Ethnicity Questionnaire (voluntary)

Obtain the following documents from your department's Personnel Office:

• Disability Questionnaire
• Electronic Communication and Software Policy User Consent Form (typically relates to computer use and communication)
• Emergency Contact Information Form
• Incompatible Activity Statement (forbidden activity)
• Nepotism Policy and Verification of Receipt
• Sexual Harassment Information Form
• Vehicle Safety Belt Use Certificate (if applicable)

For more information on these documents, contact your department's Personnel Office. There may be additional documents to be completed that are directly related to your job.

New State employees are required to complete an Employee Action Request (EAR) form to provide mandatory information to their department. Current employees can use the form to update old information.

Some of the things you can do:

• Designate or change Federal or State tax allowances (withholdings)
• Provide or change your name
• Provide or change your address
• Provide or change your phone number
• Provide or correct your birth date

For more information on the Employee Action Request, contact your department's Personnel Office.

Form

Every State employee, except legally employed non-citizens, must complete the Oath of Allegiance before entering the duties of State employment. Non-citizens are required to complete the portion of the form regarding Declaration of Permission to Work.

For more information on the Oath of Allegiance, contact your department's Personnel Office.

Oath of Allegiance Form

Savings Plus administers a 401(k) Plan and a 457 Plan. These plans are available to employees of the State of California or the California State University (CSU) who are eligible for membership in the California Public Employees Retirement System (CalPERS), the Legislators' Retirement System, or the Judges' Retirement System.

You can build a retirement savings account using automatic, pre-tax payroll deductions that you invest in investment options offered in the Savings Plus portfolio. You may elect to contribute pre-tax or Roth.

More Information on Savings Plus and Online Enrollment

Investing in the future of your loved ones, including yourself, is important. ScholarShare, the state-administered 529 college savings plan, provides families with a tax-advantaged way to deposit after-tax contributions to save for future college expenses. Earnings, if any, are tax-deferred and disbursements, when used for tuition and other qualified higher education expenses, are federal and state tax-free.

More Information on ScholarShare 529 College Savings Plan or Open a New Account

Saving for and investing in the future of individuals with disabilities while maintaining public benefits like Supplemental Security Income (SSI) and Medicaid is now available. CalABLE is a program offered by the State of California which allows eligible individuals whose disabilities began before age 26 to save and invest in tax advantaged accounts that can be accessed to pay for the everyday expenses of living a life with a disability. Family and friends may contribute to the account and savings up to $100,000 will not count against public disability benefits.

More information on CalABLE

If you are employed in certain public service jobs and have made 120 payments on your Direct Loans (after Oct. 1, 2007), the remaining balance that you owe may be forgiven. Only payments made under certain repayment plans may be counted toward the required 120 payments. You must not be in default on the loans that are forgiven.

More Information on Public Service Loan Forgiveness through the U.S. Department of Education

Direct Deposit is a convenient method to automatically deposit your net earnings into the financial institution of your choice. Once you enroll, all of your paychecks are transferred to your financial institution.

This includes regular pay and supplemental pay, such as overtime.

Each State department has the option of establishing its own eligibility requirements. For example, departments' may elect to establish a minimum leave balance criteria to ensure that participant absences can be covered with compensable time.

Please contact your Personnel Payroll Office to determine your eligibility or if you have additional questions.

Direct Deposit form

Employees may elect to participate in this voluntary program that allows for the withdrawal of a specific dollar amount for work-related parking fees from their pay warrant. The transaction occurs prior to tax deductions, resulting in a reduced taxable income.

There are three types of Pre-Tax Parking Programs:

• Department of General Services
• Office of Fleet Administration; department-sponsored
• Third Party Reimbursement.

If you have questions on Pre-Tax Parking or wish to determine which program fits your specific needs, contact your department's Personnel Office.

Pre-Tax Parking Reimbursement Account Program

Enrollment Form

Claim Form

Employees have a choice of either the traditional sick/vacation or annual leave. Annual leave allows for the replacement of traditional vacation and sick leave credits with more versatile leave credits.

In addition, the program provides an improved Non-Industrial Disability Insurance (NDI) benefit to 50% income replacement with the option of replacing 75% or 100% of income by supplementation of earned leave credits for certain employees.

Please review your collective bargaining agreement for other benefits offered under this program (Also review vacation leave). Excluded employees should refer to the "Compensation Plus" publication (available at your department's Personnel Office).

If you have questions on the Annual Leave Program, contact your department's Personnel Office.

More Information on Annual Leave

Annual Leave Form

Excluded State employees may enroll in Long-Term Disability Insurance, which provides income replacement in the event you become disabled due to an illness or injury and cannot perform your normal job duties for six months or longer.

This benefit is available to permanent employees appointed to managerial, supervisory, confidential, and other excluded positions with a time base of half time or more. Eligible employees have 60 calendar days from the effective date of their eligibility to enroll in the plan. Open Enrollment is traditionally held annually in the fall.

If you have questions regarding Long-Term Disability Insurance and/or your eligibility, contact your department's Personnel Office.

More Information on Long-Term Disability Insurance (LTD)

You and your eligible family members (i.e., spouses, parents, parents-in-law, step parents, adult children, adult siblings (including stepbrothers and stepsisters), grandparents, grandchildren, nieces, nephews, aunts, uncles, and in-laws between the ages of 18 and 79) may apply to the Long-Term Care (LTC).

The California Public Employees' Retirement System (CalPERS) operates the program for coverage that may be needed for personal care, either in a nursing home or in one's own home to those who are unable to perform the basic activities of daily living (dressing, feeding, bathing, etc.). These costs are typically not covered by health insurance.

CalPERS has temporarily suspended enrollment for the LTC program due to uncertainty in the long-term care market. For policyholder information, visit the CalPERS LTC website.

Employees can visit the CalPERS LTC website to:

• Get updates
• Learn about the cost of care, or
• Log-in to or register your account

Under the federal Consolidated Omnibus Budget Reconciliation Act (COBRA), employees and dependents that lose their health, dental, or vision coverage due to certain "qualifying events" are allowed to continue their coverage for a specified period of time.

The cost to the enrollee is 102% of the applicable group premium rate. Benefits provided under COBRA are the same as those provided under the State-sponsored plans.

More Information on COBRA

COBRA forms (listed by program)

The Group Legal Services Plan is a voluntary, employee-paid plan that provides you with comprehensive legal coverage.

Employees who meet the following criteria are eligible to participate in the Plan: Permanent or probationary employees with a time base of half-time or more, who are designated rank and file, managerial, supervisory, confidential, and excluded/exempt are eligible to enroll.

Permanent-Intermittent employees who are credited with a minimum of 480 paid hours in a six-month qualifying control period (ending June 30 or December 31) or 960 paid hours in two consecutive control periods (January to December) are also eligible.

Departments are responsible for providing newly eligible employees with the informational packet. Employees have 60-calendar days from the effective date of their eligibility to enroll in the plan.

A variety of legal services are available, such as will preparation, legal consultation and representation for domestic matters, defense of civil actions, criminal misdemeanors and traffic charges, bankruptcy proceedings and review and preparation of documents.

Plan members can access services by contacting ARAG's Customer Care Center toll-free 866-762-0972, or TTY (800) 383-4184 or 711 to reach a relay operator (Monday - Friday, 5:00 a.m. - 5:00 p.m., Pacific Standard Time.)

More Information on Group Legal Services Insurance Plan

The Secretary of State's Office implemented the California Confidential Address Program (CalCAP). CalCAP is a no cost mail forwarding service designed to provide address protection for victims of domestic violence.

If you would like to speak to a representative regarding CalCAP, you may contact the Secretary of State at (916) 653-1769.

More Information on Address Protection - Safe at Home

An employee may request that his or her home address not be disclosed to specified individuals or organizations. Simply complete the form and give it to your Personnel Office.

Home Address Request for Non-Disclosure Form

State employees may designate a person authorized to receive all warrants (paychecks) upon their death that would have been payable to the deceased employee. It is important to update this information whenever the designee's address changes.

For more information on this process, contact your department's Personnel Office.

Designation of Person to Receive Warrants Form

The State of California provides a 24-hour service to verify State employment and salary for employees through "The Work Number".

The Work Number® is the largest provider of automated employment and income verifications in the U.S. Over 1,000 employers contract with The Work Number to provide verifications, including well over half of the Fortune 500.

The service allows employees to provide proof of their employment or income to requesting entities anytime of the day; every day of the year; and benefit from increased efficiency, as well as, the elimination of cumbersome paperwork.

If you have questions, call 1-800-EMP-AUTH (1-800-367-2884) or contact your department's Personnel Office.

More Information on Employment and Salary Verification

A variable work schedule (also known as Alternate Work Schedule) is an alternative to the regular 5-day, 40-hour workweek, and may be offered at each department's discretion.

A variable work schedule does not change the number of hours worked, but simply gives employees and State departments flexibility to better meet their needs.

There are a few common variable work schedules:

• The 4/10/40 schedule allows employees to work the required 40-hour workweek in four 10-hour days
• The 9/8/80 schedule allows employees to work eight 9-hour days and one 8-hour day in a two-week period with one day off every other week
• Telecommuting (also known as Teleworking) allows an employee, under certain circumstances, to complete their job duties from home – The State encourages the use of telecommuting as an option where management finds that it serves a practical benefit to the agency, such as reducing office-related expenses

It is important to note that Variable Work Schedules are not available at every State department or unit. They are a privilege given based on management policy taking into account overall operational needs.

For more information on Variable Work Schedules, contact your supervisor or your department's Personnel Office.

When you are hired for some specific jobs, it may be required or otherwise an advantage to use your own vehicle for work purposes. In general, use of your private vehicle is permitted to conduct State business.

A form must be completed to comply with State Policy (S.A.M. 0753 and 0754) when approval is requested to use privately-owned vehicles to conduct official State business.

Authorization to Use Privately-Owned Vehicle on State Business Form

Certain State departments offer the Voluntary Personal Leave Program (VPLP). This allows employees to continue working their assigned work schedule and receive a pay reduction equal to either one day (8 hours) or two days (16 hours) per month.

Participants will be credited with an equal amount of hours to use in the same manner as vacation or annual leave. It is an innovative way departments can provide additional time off to employees.

Please note: This benefit and its availability is based on specific Bargaining Unit contracts. To find out if you are eligible or if you want more information on the Voluntary Personal Leave Program, contact your department's Personnel Office.

If you are enrolled in the State-paid group term life insurance plan, you can purchase additional insurance coverage from MetLife. Under the voluntary supplemental life insurance plan, you may elect coverage in increments of $10,000 increments up to eight (8) times your basic annual earnings, not to exceed $750,000. You have the opportunity to take advantage of the State's group purchasing power by securing significant amounts of supplemental life insurance at competitive rates.

More information on Supplemental Insurance

Most State employees are paid monthly for 12 pay periods. Pay day for full-time and part-time employees is usually the last day of the month or the first day of the next month. Intermittent employees are typically paid within ten working days after the end of the pay period.

Time Sheet

State employee pensions are administered by the California Public Employees' Retirement System (CalPERS). Most full-time employees, hired to work more than six months, are automatically members of CalPERS.

Your pension is based on years of service in the CalPERS system, your salary, and the formula that applies to your retirement category. Different types of State jobs belong in different categories such as Miscellaneous, Safety, Patrol, and Peace Officer/Firefighter.

CalPERS members also are eligible for disability retirement benefits, and their survivors are also eligible for benefits. If you have questions on what retirement benefits are applicable to you, contact your department's Personnel Office.

More Information on the CalPERS Website

The Part-Time, Seasonal, and Temporary (PST) Employees Retirement Program is a mandatory retirement savings program authorized by Federal law for employees who aren't covered by a retirement system.

State or CSU employees who are not covered by Social Security and excluded from coverage under CalPERS are automatically enrolled in the PST Program. This program is set up as a 457 Plan, a type of retirement savings plan governed by IRS rules.

The Part-Time, Seasonal, and Temporary Employees Retirement Program is administered by Savings Plus.

More Information

State of California employees and their eligible dependents have access to an Employee Assistance Program (EAP). The EAP offers free, confidential resources and services 24 hours a day, 7 days a week, 365 days a year. The EAP is designed to help and support employees facing personal difficulties or life challenges. EAP provides a full range of services including short-term counseling, work-life services, financial coaching, legal assistance, identify theft resolution, health and well-being resources and services, and employee discounts.

Your sick leave is credited on the first day of each month following completion of a qualifying pay period. (A "qualifying" pay period for full-time employees is at least 11 work days; for half-time employees it's 5.5 work days; and for permanent intermittent employees it's 160 hours).

The number of sick leave hours you accumulate depends on your time base and your bargaining unit agreement. You can accumulate unlimited sick leave hours.

You may begin to use sick leave for approved absences once its been earned and are encouraged to build a substantial reserve of sick leave to protect yourself and your family from loss of income due to a lengthy illness or injury.

Please refer to Step Two Optional Benefits and Services Annual Leave. You may elect to enroll in Annual Leave instead of Sick Leave. Annual Leave offers benefits that may be more appropriate to your needs.

Keep in mind, each department may have internal policies regarding this subject. If you have questions on Sick Leave and Annual Leave, contact your department's Personnel Office.

More Information

The Family and Medical Leave Act (FMLA) of 1993 and the California Family Rights Act (CFRA) entitle eligible employees to take up to 12 weeks of unpaid job-protected leave each year except when the FMLA leave is to care for a spouse, child, parent, or next-of-kin who is seriously injured/ill while on active military duty. In this case, the maximum is 26 weeks each year for specified family and medical reasons:

1. The birth of a child and to care for the newborn;
2. The placement of a child with the employee for adoption or foster care;
3. To care for a family member (employee's spouse, son, daughter, or parent) with a serious health condition; and/or
4. A serious health condition that makes the employee unable to perform the functions of his or her job;
5. For a spouse, child or parent who has been called to active duty or is already on active duty; and/or
6. To care for a spouse, child, parent, or next-of-kin who is seriously injured/ill while on active military duty.

FMLA/CFRA leave may be taken all at once or, when medically necessary, in increments of one hour or more that total twelve (12) or twenty-six (26) workweeks.

When a leave is taken for a medical or other FMLA/CFRA-related appointment, the employee must make a reasonable effort to schedule the appointment at a time that minimizes disruption to the Department's operations.

If you have questions on Family Medical Leave, contact your department's Personnel Office.

More Information

The Catastrophic Leave Program allows an employee to transfer eligible leave credits, such as unused vacation, personal holiday credit, annual leave, or official compensating time off to another employee when a catastrophic illness or injury occurs.

A catastrophic illness or injury is an illness or injury that is expected to incapacitate an employee or qualifying family member and creates a financial hardship because the employee has or will exhaust all of his or her leave credits as a result of the injury or illness.

Additionally, if an employee is unable to work because of a natural disaster involving the employee's principal residence, eligible leave can be transferred. Some collective bargaining agreements allow transfer of leave credits between family members under certain circumstances.

If you have questions about Catastrophic Leave or additional leave options, which may be available based on your bargaining unit, contact your department's Personnel Office.

More Information

At the beginning of every new pay period, you will be credited with the vacation hours you earned for the previous qualifying pay period. The number of hours you earn depends on your time base, bargaining unit agreement, and length of State employment.

You can use accrued vacation credit after completing your first 6 months of State service. You will continue to accumulate vacation hours for each qualifying month of work. Vacation time may be used with your supervisor's prior approval.

If you have questions on Vacation Leave, contact your department's Personnel Office.

More Information

An employee can request an unpaid Leave of Absence of up to one year, which may be granted in certain situations. If you anticipate the need for a leave of absence, you must prepare a formal request.

When you return from an unpaid leave of absence, you may not always go back to the exact job you left, but you will be placed in the same classification or, if you and your department agree, a similar position for which you are eligible.

For more information on Leave of Absence, contact your department's Personnel Office.

California State employees called to active military duty may be paid their regular State salary for up to 30 days of duty per year, if they meet certain requirements.

In addition, the State will pay the difference between the employee's State salary and military salary (if the State salary is higher) for up to six months for specified military campaigns.

If the employee is called to active duty after Sept. 11, 2001, as a result of the War on Terrorism, the State will pay the difference between the State salary and military salary for up to two years.

California State employees called to active military duty may be paid their regular State salary for up to 30 days of duty per year, if they meet certain requirements.

In addition, the State will pay the difference between the employee's State salary and military salary (if the State salary is higher) for up to six months for specified military campaigns.

If the employee is called to active duty after Sept. 11, 2001, as a result of the War on Terrorism, the State will pay the difference between the State salary and military salary for up to two years.

Unpaid Spousal - Military Leave

If your spouse is in the military you may be eligible for ten (10) days of unpaid leave when your spouse is on a leave from military duty during a break in the deployment or during a mid-tour leave or end of tour leave.

If you have questions on Military Leave, contact your department's Personnel Office.

Holidays

State employees observe the following paid holidays: New Year's Day, Martin Luther King Jr. Day, President's Day, Cesar Chavez Day, Memorial Day, Independence Day, Labor Day, Veteran's Day, Thanksgiving Day, Day after Thanksgiving, and Christmas Day.

If you are required to work on a holiday, you will be compensated in accordance with your collective bargaining agreement and/or State regulations.

Personal Holiday

You become eligible for a personal holiday once you complete six months of State employment. After that, personal holidays are credited on the first day of July and may be used any time during the following 12 months, subject to your supervisor's approval.

Employees who work less than full time also may be eligible for personal holiday credit; the number of hours is prorated based on the employee's time base.

For more information on State holidays and personal holidays, contact your department's Personnel Office.

Workers' Compensation is a benefit provided to you if you are injured on the job or become ill due to your job. Workers' Compensation is separate from personal health insurance. There is no deductible for Workers' Compensation; all approved medical bills will be paid.

If you are injured or become ill as a direct result of your job, report the injury to your supervisor as soon as possible. In the event of an employee's death caused by an injury covered by Workers' Compensation, the employee's qualified surviving dependent(s) would be eligible for death-related benefits.

If you have questions on Workers' Compensation, contact your department's Personnel Office.

Non-Industrial Disability Insurance (NDI) is a wage continuation program that provides benefits if you are unable to work due to a non-work-related injury or illness. NDI is processed through all State agencies and by the Employment Development Department (EDD).

For more information on this program, contact your department's Personnel Office.

Certain employees represented by SEIU, Local 1000 are eligible for State Disability Insurance (SDI) Benefits, which are funded by payroll deduction.

State Disability Insurance replaces a portion of your wages if you cannot work because of a non-work-related illness or injury. Family leave benefits are included as well.

If you have questions on State Disability Insurance and if you qualify, contact your department's Personnel Office.

More Information

The Basic Group Term Life Insurance is a State-paid benefit provided for managerial, supervisory, confidential, and other specified excluded employees.

When an employee moves into an eligible classification, enrollment is automatic. Once the deduction code is established, the carrier (MetLife) will mail a packet of information to each newly enrolled employee.

The coverage is $25,000 for Confidential/Supervisory and $50,000 for Managerial employees. Supplemental Life coverage is available at the employee's expense.

Managerial, supervisory, confidential, and other excluded employees are automatically covered by Common Carrier Travel and Accident Insurance.

A benefit up to $150,000 is paid to an insured employee required to travel on State business away from the work premises where he or she is permanently assigned. Any loss incurred by the insured employee during the business trip is covered.

If you have questions on Travel and Accident Insurance, contact your department's Personnel Office.

If you are requested for Jury Duty, your service results in no loss in pay as long as you give the State any money received from the court. You are not required to submit any payment you may have gotten for travel expenses.

Notify your supervisor to discuss your work schedule if you are called for Jury Duty.

More Information

The State of California offers unique and distinctive awards for ideas, employee excellence, career accomplishments, and for going above and beyond the call of duty.

This informational page gives you a taste of what you may be in store for during your State career.

• The Employee Suggestion Program is designed to recognize State employees who use their ideas and creative thinking to reduce operating costs, improve procedures, and eliminate hazards among other things – the reward could mean cash in your pocket.
• Superior Accomplishment Awards are given at two levels: one award is for performance resulting in exceptional contribution to improving State government; another award is for Sustained Superior Accomplishment over a two-year period. The Merit Award Program is responsible for administering these awards, which are used for recognizing teams as well as individuals.
• Merit Award Program 25-Year Service and Retirement Awards recognize employees who have completed 25 or more years of State service or are retiring after at least 25 years.
• The Medal of Valor is the highest honor the State can bestow upon its employees and is awarded to individuals who perform an extraordinary act of heroism above and beyond the call of duty to save a life or protect State property.

The statewide Employee Wellness Program provides health promotion information, resources, and direction to State agencies to help them develop programs that promote healthy lifestyles for their employees.
Designated departmental Wellness Coordinators, working within each State agency, provide the programs and activities conducted at their work sites. If you have questions, contact your Wellness Coordinator.

For more information, visit our Employee Wellness Program webpage.

Employees who are required to travel as part of their work assignment will receive reimbursement for appropriate expenses. In some cases, employees may request an advance on the expenses they expect to incur.

There are very specific rules and regulations regarding travel and reimbursement amounts. Ask your supervisor for details on authorizations, expense limits, travel advances, and reservation procedures if you are scheduled to travel.

You may also get more information on Travel and Per Diem from your department's Personnel Office.

Employees who are required to relocate as part of their work assignment may receive reimbursement for appropriate expenses. Relocation may apply to newly hired employees as well as current State employees.

There are very specific rules regarding the reimbursement of expenses associated with a State-approved relocation. You may contact your department's Personnel Office for information regarding relocation authorizations, expense limits, and allowances.

Partial Service Retirement is a State program with the goal of retaining seasoned employees who otherwise had planned to retire completely.

There are advantages of a partial service retirement such as enjoying reduced work hours while earning a paycheck and receiving a partial retirement allowance at the same time.

Applications for this benefit must be approved by the affected State employer. For more information on Partial Service Retirement, contact your department's Personnel Office.

Partial Service Retirement Application (CalHR Form 062) PDF

Retired employees can elect to participate in the Retiree Vision Program. This program is a voluntary benefit and the premium will be fully paid by enrolled retirees with a monthly deduction from their retirement check.

For more information, visit the Retiree Vision Program webpage.

The state offers a Retiree Group Legal Services Insurance Plan (Plan) to all eligible employees who retire from state service and current retirees and annuitants. The Plan is an important part of the State's benefits package because it can help get sound advice and representation to quickly resolve your legal problems. Legal problems can be confusing and costly. As a member of the state's retiree legal plan, you can face your problems with the confidence that solid legal coverage provides.

More information on Retiree Group Legal Services

Some State of California departments provide housing accommodations to certain employees. Each State agency that provides housing for employees has the authority and responsibility to establish and adjust rental rates, maintain housing in good condition, and dispose of any housing that cannot be economically maintained.

For more information on State-Owned Housing, contact your department's Personnel Office.