To be eligible for medical
An employee must be appointed
at least half-time (equivalent to 7.5 Weighted Teaching
Units for academic year appointments) for more than six months, or;
- If employed in an R03 Lecturer or Coach Academic Year position, employee must
be appointed for at least six (6) weighted teaching units for at least one semester,
or two or more consecutive quarter terms.
may be either permanent or temporary.
Once an employee has acquired
eligibility and has enrolled in a plan, he/she may continue enrollment
during subsequent continuous appointments of at least half-time
regardless of the duration of the new appointment.
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Employees excluded from medical
Eligible dependents of an
eligible employee include:
Spouse (unless legally
separated or divorced)
Domestic partner (registered
through the Secretary of State process), and
from birth to the end of the month in which the child reaches
26. A dependent child includes a stepchild, a natural child
recognized by the father, or a child living with the employee
in a parent-child relationship who is economically dependent
upon the employee.
Dependents become eligible
coincident with the Eligible Employee or upon attainment of dependent
status. Newborn infants are eligible for medical coverage from
and after the moment of birth. Adopted children are eligible for
medical coverage from and after the moment the child is placed
in the physical custody of the Eligible Employee for adoption.
Surviving spouses who were
enrolled as dependents in a CSU benefit plan may be eligible to
reenroll in a medical plan in their own right upon the death of
the CSU Employee or retiree. Surviving domestic partners who were
enrolled as dependents in a CSU benefit plan are eligible to enroll
in a medical plan through COBRA.
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State law allows, under specific conditions, for
persons in the State of California to register non-marital relationships
with the Secretary of State. This law also will recognize same-sex
legal unions, other than marriage, validly formed in another jurisdiction that
is substantially equivalent to a registered domestic partnership in California.
Consequently, CalPERS will require information specific to the domestic partnership
to determine whether or not a particular state/jurisdiction law will be recognized.
Having obtained registration of the relationship, the law allows the registered individuals
to obtain health benefits under the standard eligibility rules of the Public
Employees' Medical and Hospital Care Act (PEMHCA). The California
State University (CSU) elected to adopt the provisions of this
law offering health care coverage (medical, dental and vision)
for domestic partners of CSU employees and annuitants subject
to the Secretary of State approval process and the CalPERS' acceptance
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