California Public Employees’ Retirement System (CalPERS): An employee who becomes a “new” member of CalPERS for the first time on or after January 1, 2013 (and who was not a member of another California public retirement system prior to that date) will be enrolled in the CalPERS 2.0% @ 62 benefit formula with three-year final compensation in accordance with Public Employees’ Pension Reform Act of 2013 (PEPRA). New members will be required to pay at least 50% of the normal cost [Govt. Code Section. 7522.30(c)].
An employee who is a “classic” member of CalPERS, or a current member of another California public retirement system, who is hired on or after January 1, 2012, will be enrolled in the CalPERS 2.0% @ 55 benefit formula with three-year final compensation. As of July 1, 2016, such employee shall contribute the full 7% toward the employee contribution.
Social Security: The Agency also participates in Social Security. The Agency pays 7.65% and the employee pays 7.65% [6.2% FICA + 1.45% Medicare = 7.65%].
The Agency shall make a maximum monthly contribution towards the cost of his/her health insurance as follows, minus the minimum PEMHCA contribution:
Health insurance is offered through CalPERS, and enrollment is optional with evidence of health coverage from another source. Eligible employees who waive their medical benefit receive a cash incentive payment. Coverage is effective the first day of the month following the date of hire.
Dental and Vision Insurance
The Agency offers two dental plans – Delta Dental and Western Dental. Enrollment in one of the plans is mandatory. Coverage is effective the first day of the month following the date of hire.
Vision insurance is offered through EyeMed Vision Plan and enrollment is voluntary. Coverage is effective the first day of the month following the date of hire.
Flexible Spending Account (FSA) Plan
Upon completion of six months of employment, employees may participate in the Agency’s Section 125 Cafeteria Program. Participants in this program may take advantage of tax savings offered through a medical care flexible spending account, a dependent care flexible spending account, or purchase supplemental benefits including critical illness and accident insurance with pre-tax dollars. In addition, employees can purchase supplemental life insurance with post-tax dollars.
Life and Accidental Death & Dismemberment (AD & D) Insurance
Employees who are members of Executive Management are provided with 1 time their annual earnings up to $300,000 upon approval of Evidence of Insurability (EOI); if EOI is not approved, members in this class are guaranteed for $100,000. Effective January 1, 2019, the Unrepresented group are provided an Agency-paid $80,000 Life and AD&D policy. In addition, a basic $10,000 Life and AD&D policy is offered at the employees’ expense and enrollment is mandatory. The members of the Operators’, Supervisors’, Laboratory, Professional or General Units are provided an Agency-paid $50,000 Life and AD&D policy. In addition, a basic $10,000 Life and AD&D policy is offered at the employees’ expense and enrollment is mandatory. Dependent coverage with a benefit of $1,500 is optional. Coverage is effective the first day of the month following the date of hire.
Regular employees are covered by an Agency-paid long-term disability insurance, which will provide income for an employee who is totally disabled from injury or accident. The basic benefit provides for 60% of the first $10,000 of monthly salary, reduced by deductible income, after a 60 day waiting period. Coverage is effective the first day of the month following TWO full months of employment.
Short-term disability insurance is available through State Disability Insurance (SDI). Workers covered by SDI are covered by two programs: Disability Insurance and Paid Family Leave Insurance.
Employee Assistance Program
Agency employees are eligible for participation in the Employee Assistance Program that provides confidential counseling services for employees and their household members.
Participation in a 457 deferred compensation plan is available through Lincoln Financial, ICMA Retirement Corporation and CalPERS Deferred Compensation Plan. Enrollment is voluntary and 100% employee-paid. Additionally, participation in a 401 (a) deferred compensation plan is available through the ICMA Retirement Corporation.
Effective July 1, 2018, The Agency will contribute twenty-five dollars ($25) per pay period as a matching contribution to a single 457(b) account of each employee who has made an elective deferral of twenty-five dollars ($25) or more to the plan for that pay period. Additionally, participation in a 401 (a) deferred compensation plan is available through the ICMA Retirement Corporation within 60 days of hire.
Flexible Work Arrangements
Whenever possible, the Agency strives to be flexible to help employees achieve a balance between work and home responsibilities. Most employees participate in a 4/10 work week.
The Agency offers nine (9) paid holidays. Additional paid floating holidays are available every fiscal year and vary by bargaining group.
Employees accrue 80 hours of vacation leave per year depending on length of employment, progressing to 200 hours per year. Executive Management employees accrue 120 hours of vacation leave per year depending on length of service, progressing to 240 hours per year. Cash-out option available.
Employees accrue 96 hours of sick leave annually. Buy back option available.
Executive Management and Unrepresented Management employees may receive a monthly vehicle allowance.
Educational Reimbursement Program
The Agency may reimburse eligible employees for the cost of educational courses related to the employee’s work at the Agency up to $5,250 per fiscal year.
An eligible employee who purchases and maintains a gym membership or equipment aimed to improving physical wellness is eligible to receive a reimbursement of $500 per fiscal year.
Computer Loan Program
Eligible employees may receive an interest-free loan up to $3,000 to purchase a personal computer.
This benefits overview is a summary, and is not to be considered all-inclusive or applicable to all employees