Employee Benefit Summary

Employees typically select their carrier based on factors such as cost, covered services or physician network. We feel, with the variety of carriers available, you will be able to find one that suits your needs. Each carrier sets its own monthly premium rates. The Research Foundation’s contribution for an employee’s medical insurance premium is determined annually. The employee’s out-of-pocket responsibility is the amount remaining after the Research Foundation contribution is applied to the carrier premium and is based on the enrollment category selected by the employee. ). If an employee wishes to waive (opt out of) medical coverage, they will be eligible to receive Flex Cash in lieu of coverage. Please see the Flex Cash section for more information.

Employees selecting a carrier whose monthly premium is LESS THAN OR EQUAL TO the Research Foundation’s maximum contribution will not have a monthly out-of-pocket premium responsibility. Employees selecting a carrier whose monthly premium is GREATER THAN the Research Foundation’s maximum contribution will pay the difference through a pre-tax, semi-monthly payroll deduction. The Research Foundation contribution and/or the carrier rates are subject to change at any time. Employees will be notified in advance should their contribution rates change.

If employees are enrolling a spouse/domestic partner or dependent child (under the age of 26) they must provide a copy of their marriage/certified domestic partnership certificate and/or their child’s birth certificate. We are also required to collect social security numbers for all individuals enrolled.

Medical ID card(s) from the chosen carrier should arrive within 3-4 weeks from the time of the effective enrollment date. Employees may use a copy of their completed enrollment form as proof of coverage until their ID card(s) are received. If employees select an HMO carrier, they should be sure to contact the carrier to designate a primary care physician and/or facility before receiving their card(s). If a primary care physician and/or group is not chosen at the time of enrollment, the carrier will designate one on the employee’s behalf.

Medical insurance carriers for employees.

• Anthem Blue Cross PPO 80 Benefit Summary 2024 (PDF)
• Anthem Blue Cross Traditional HMO Benefit Summary 2024 (PDF)
• Kaiser Permanente HMO Benefit Summary 2024 (PDF)

Opting out of medical and/or dental coverage?

You are required to complete and sign a 2024 Waiver of Health Insurance Form (PDF) (required each year with copy of current insurance card) and provide proof of non-Research Foundation health plan coverage.

If waiving medical and/or dental coverage you are entitled to receive monthly Flex Cash, in the amount of $128.00 for medical and $12 for dental. Please review the Flex Cash Fact Sheet (PDF) and complete a Flex Cash Enrollment Form (PDF).

Full-time Regular Employees Only – Scheduled 30+ Hours/Week

Dental Insurance is provided through Delta Dental PPO. This plan offers coverage for reasonable and customary charges made by a dentist or physician for necessary dental treatment. The type of service provided will determine the amount of co-insurance and the deductible associated with the procedure (refer to group plan sheet for specifics). If an employee wishes to waive (opt out of) dental coverage, they will be eligible to receive Flex Cash in lieu of coverage. Please see the Flex Cash section for more information.

Preventative therapy, minor and major restoration services are limited to a maximum, per person coverage of $1,500 for the calendar year. Orthodontic treatment is limited to a lifetime maximum of $1,500 per person.

The Research Foundation has elected to provide full coverage for the employee for dental coverage, plus 50% of the dependent rate, as applicable. Insured employees that elect to cover eligible dependents will have an out-of-pocket premium rate based on the number of dependents covered and the type of coverage. Rates may change due to renewal of Research Foundation insurance policies. Employees will be notified in advance should their contribution rates change.

Delta Dental PPO Plan B Benefit Summary 2024 (PDF). No election form needed if not changing coverage.

Full-time Regular Employees Only – Scheduled 30+ Hours/Week

Vision insurance is provided through Vision Service Plan (VSP). Covered employees may utilize this diagnostic, protective and corrective prepaid vision plan through the services of a participating provider or a non-participating provider of their choice. Although there is no deductible, employees should refer to the schedule of allowances to determine benefits. There is no monetary benefit (Flex Cash) associated with waiving (opting out of) vision coverage.

The Research Foundation has elected to provide full coverage for the employee for vision coverage, plus 50% of the dependent rate, as applicable. Insured employees that elect to cover eligible dependents will have an out-of-pocket premium rate based on the number of dependents covered and the type of coverage. Rates may change due to renewal of Research Foundation insurance policies. Employees will be notified in advance should their contribution rates change.

VSP Vision Choice Plan C with Tints & CVC Benefit Summary 2024 (PDF). No election form needed if not changing coverage.

Full-time Regular Employees Only – Medical and Dental Only

Eligible employees who already have non-Research Foundation medical and/or dental coverage (as applicable) may elect to waive Research Foundation provided medical and/or dental insurance in exchange for cash in their semi-monthly paycheck as follows (not to exceed the monthly maximum allowed). Proof of the non-Research Foundation medical coverage must be provided in order to waive coverage.

Full-time Regular Employees Only – Scheduled 30+ Hours/Week

Group Term Life Insurance is provided for eligible employees by the Research Foundation through Hartford Insurance Company. Eligible employees have two coverage levels from which they may select. Basic Option 1 provides a coverage amount equal to 2 times the employee's annual salary not to exceed $257,000.00. The value of employer-provided Group Term Life Insurance coverage in excess of $50,000 is required to be listed as taxable income to the employee on their year-end W-2. Employees who wish to avoid additional taxable income may select Basic Option 2 which provides a coverage amount fixed at $50,000.

Full-time Regular Employees Only – Scheduled 30+ Hours/Week

This benefit is provided for eligible employees by Hartford Insurance Company. The policy provides compensation to eligible employees that experience an accidental injury (such as: loss of life, limb or sight within 90 days of the injury) while employed. Hartford will pay all, or a portion, of the principal sum as prescribed by the schedule of Losses and Benefits to the employee or, in the event of death, to the employee’s beneficiary. Please see the summary of benefits for specific information pertaining to AD&D coverage as well as requirements associated with claims.

Full-time Regular Employees Only – Scheduled 30+ Hours/Week

Long Term Disability Insurance is provided for eligible employees by Hartford Insurance Company. LTD serves to protect against loss of income should an employee become disabled while employed. After an employee has been disabled for 90 continuous days, he/she may be eligible to receive a monthly benefit of approximately 60% of his/her basic monthly earnings not to exceed a monthly maximum of $5,000.00. These benefits will be reduced by the amount of any State Disability or Social Security payments. Please see the summary of benefits for specific information pertaining to AD&D coverage as well as requirements associated with claims.

Research Foundation employees may join the LBS Financial Union and the Schools First Credit Union (OCTFCU) as a result of their employment within the CSU system. Credit Unions offer a wide variety of financial services including interest-earning checking and savings accounts, VISA cards and loans. Please contact either of these entities for specific information pertaining to the benefits of membership.

All employees of the Research Foundation are eligible to sign up for direct deposit of all or part of their paycheck. Not only does the use of Direct Deposit insure that an individual’s earnings are securely deposited directly into an employee’s account within their financial institution on payday, it eliminates the possibility that a paper check might be lost, stolen or damaged, saves times reducing trips to the bank and reduces the possibility of identity theft.

Signing up is easy. Just submit a completed a Direct Deposit Form to the Research Foundation Payroll Department on or before any pay period. The first pay period after submitting the form will result in a paper check while the payroll system conducts a “pre-note” test run verifying the validity of your account with your financial institution. Once verified, all future deposits will be sent directly to your financial institution. Employees signed up for Direct Deposit have 24/7 online access to their pay stubs. For assistance or questions pertaining to Direct Deposit, please contact the Research Foundation Payroll Department.

The Research Foundation offers a Flexible Benefits Plan which is administered by Benefit Coordinators Corporation (BCC) to all FTR and PTR employees. In addition to pre-tax health care premium benefits, our Flexible Spending Accounts allow for pre-tax deductions up to $3,050 annually for health related expenses and up to $5,000 annually for dependent care expenses. Benefitted FTR and PTR employees are eligible for participation in the FSA during Open Enrollment each year (January 1st).

Research Foundation employees may voluntarily save for retirement and take advantage of reducing their current tax obligation through participation in our TDA Plan. Contributions made by employees are set aside in a TIAA account on a pre-tax basis (except for FICA) and remain untaxed until the funds are used in retirement. Use of these funds prior to the prescribed retirement age, currently 59 ½, will result in penalties to the employee as well as taxes. The amount contributed to the TDA can be started, changed and/or stopped at any time prior to a pay period throughout employment. Funds voluntarily contributed by employees are 100% vested/owned by the employee and are maintained separately from employer contributed retirement funds. Please contact a Human Resources Representative for more information.

Funds are contributed to and administered by:
Teachers' Insurance and Annuity Association (TIAA)
730 Third Avenue
New York, NY 10164-0129
800.842.2776

Upon the first day of the month following two (2) consecutive years of service in which an employee works 1000 hours or more, employees will automatically be enrolled in the employer funded Research Foundation 403(b) Defined Contribution Retirement Plan. Teachers Insurance Annuity Association (TIAA) administers the plan. The Research Foundation contributes amounts equal to 10% of an employee’s gross earnings in a TIAA account to be invested as the employee allocates. Employees are 100% vested upon initial participation in the Retirement Plan. 

Initial Enrollment Process
The employee will receive a welcome packet directly from TIAA upon receiving the first employer contribution on their behalf. The welcome packet from TIAA will explain how to access your account(s) and reallocate the funds as desired. Initially, the funds are invested in an age based default Life Cycle fund overseen and monitored by TIAA Financial Advisors. Investment allocations can be amended by the employee after the initial participation set-up.

Funds are contributed to and administered by:
Teachers' Insurance and Annuity Association (TIAA)
730 Third Avenue
New York, NY 10164-0129
800.842.2776

Participation in the Retirement Plan will stop when the employee is no longer an eligible employee or the Retirement Plan is terminated, whichever occurs first.

Full-time Regular (FTR) and Part-time Regular (PTR) employees are eligible to accrue vacation benefits.

Vacation hours accrue each pay period based upon the employee’s classification, regular hours worked (no overtime or holiday hours) during the pay period and years of services. Employees will not accrue more than the maximum allocated accrual for any one pay period. No vacation accrual will be earned by an employee working less than forty (40) hours in a pay period or during an unpaid leave of absence (LOA).

Vacation pay will be calculated based on the employee’s straight-time pay rate (in effect when vacation benefits are used) times the number of hours the employee would otherwise have worked on the day(s) of absence. Vacation pay accruals do not include time paid due to shift differentials, incentive pay, bonuses, holidays, overtime or other special forms of compensation. Vacation benefits accruals for exempt employees will be based on their normal base wages.

An employee who has satisfied all eligibility requirements may submit vacation requests to their supervisor. Request should be received at least two (2) weeks in advance and will be evaluated by the supervisor based on various factors including, but not limited to, anticipated operating requirements and staffing considerations during the proposed absence.

Employees are strongly encouraged to take earned vacation during the year following its accrual. For security reasons, employees who, in the opinion of their Project Director/Supervisor or the Chief Operating Officer of the Research Foundation, occupy sensitive positions, may be required to take a minimum of five (5) consecutive days of vacation each calendar year.

Upon termination of employment, all unused, vacation hours accrued through their last day of work will be cashed out to the employee at their current rate of pay.

*Maximum Accrual Hours (No vacation hours will be accrued beyond the maximum accrual hours listed below)

• 0-10 years of service: 384.0 hours maximum vacation balance
• 10+ years of service: 440.0 hours maximum vacation balance

Notes

*Maximum hours accrued each pay period. Those working less than full time will receive a prorated accrual based upon their percent of effort.

**Accrual rate for employees receiving benefits but paid an hourly rate - multiply number of hours worked by the hourly employee accrual rate provided in the grid above to calculate vacation accrual benefit.

*Maximum Accrual Hours (No vacation hours will be accrued beyond the maximum accrual hours listed below)

• 0-10 years of service: 384.0 hours maximum vacation balance
• 10+ years of service: 440.0 hours maximum vacation balance

Notes

*Maximum hours accrued each pay period. Those working less than full time will receive a prorated accrual based upon their percent of effort.

**Accrual rate for employees receiving benefits but paid an hourly rate - multiply number of hours worked by the hourly employee accrual rate provided in the grid above to calculate vacation accrual benefit.

IMPORTANT NOTE – Vacation benefit hours above represent the accrual for employees working eight (8) hours per day/five (5) days per week throughout the pay period. Pay periods where employees work less than 100%, but at least 50%, will receive prorated accruals according to the actual number of hours worked.

The Research Foundation provides accrued OPA benefits to all Full-time Regular (FTR) and Part-time Regular (PTR) employees for periods of temporary absence due to illness, injuries, personal time off, doctor appointments, etc.

OPA hours accrue each pay period based on the regular hours an employee works during the pay period. Employees will accrue 4.0 hours of OPA each semi-monthly pay period. The accrued rate will be prorated for employees who work less than the full hours in a pay period. No OPA accrual will be earned by an employee working less than 50% of the regular hours in a pay period or during an unpaid leave of absence (LOA).

OPA benefits will be calculated based on the employee’s base pay rate at the time of the absence. OPA pay accruals do not include time paid due to shift differentials, incentive pay, bonuses, holidays, overtime or other special forms of compensation. OPA benefits accruals for exempt employees will be based on their normal base wages.

OPA benefits may be used to supplement any state disability insurance or workers’ compensation benefits that an employee is eligible to receive. The combination of any such disability payments and OPA benefits cannot exceed the employee’s total regular earnings.

Upon termination of employment, all unused, OPA hours accrued through their last day of work will be cashed out to the employee at their current rate of pay.

The Research Foundation currently recognizes the following holidays:

• Martin Luther King, Jr. Day
• Cesar Chavez Day
• Memorial Day
• Juneteenth
• Independence Day
• Labor Day
• Veteran’s Day
• Thanksgiving
• Friday Following Thanksgiving Day – See Note Below*
• Winter Break

*The Friday following Thanksgiving Day is an unpaid holiday. Employees may use their accrued vacation or OPA hours for this day or opt to take the day without pay.

The Research Foundation will grant paid holiday to all eligible FTR and PTR employees immediately upon their date of hire date.

Holidays are subject to change from year to year at the discretion of the Research Foundation. Prior to the start of each year, the holiday schedule is distributed via email and is also available on the Coded Memoranda page.

Holiday pay is calculated based upon the employee’s straight time pay rate (as of the date of the holiday) times the number of hours the employee would have otherwise been scheduled to work on that day. If a recognized holiday falls on a Saturday, it will be observed on the preceding Friday. If a recognized holiday that falls on a Sunday will be observed on the following Monday. If a recognized holiday falls during an eligible employee’s paid absence (e.g. vacation, OPA, etc.), holiday pay will be provided instead of the paid time off benefit that would otherwise have been applied. If a recognized holiday falls during an eligible employee’s unpaid absence (e.g. unpaid LOA, maternity leave, medical leave, etc.) the holiday will be unpaid.

Paid time off for holidays is not counted as hours worked for the purposes of determining overtime pay.

Please download the 2024 CSULB Research Foundation Annual Notice (PDF).

The notice covers:

• Medicare Part D Notice
• Women’s Health and Cancer Rights Act
• Newborns and Mothers’ Health Protection Act
• HIPAA Notice of Special Enrollment Rights
• Availability of Privacy Practices Notice
• Notice of Choice of Providers
• Premium Assistance under Medicaid and the Children’s Health Insurance Program (CHIP)
• Notice of Certain Deadline Extensions and Summary of Material Modifications