Some employees hired initially in temporary, contract or part-time positions, and who are initially eligible for only the Mid-Level or Core benefits package, may become eligible for Full (or Mid-Level, if they had Core) benefits.
Toward Full Benefits eligibility - 750/1,000 Hours
If an employee is not eligible for the Full benefits package when hired, and then works more than 1,000 eligible hours (750 for lecturers) in a 12-month period, the employee becomes eligible for Full benefits. Eligibility for full benefits does not affect the employee’s employment status.
For more information, see:
During the course of employment, your staff appointments may change, potentially affecting benefits eligibility. If this occurs, you need to counsel the employee(s) about any changes and answer any questions they may have. If the employee has additional questions you cannot answer, you can contact Central HR Benefits on behalf of the employee or refer the employee to the Central HR Benefits unit. Whenever possible, refer them using the HR Benefits Functional Assignments list.
In some situations, your employees will gain eligibility for benefits; some situations may have no impact; and in some situations, employees may lose benefits eligibility. Here are the kinds of changes that might occur:
- A temporary appointment is extended beyond 12 months at 50% time or more
- An employee works more than 1,000 hours (750 for lecturers) in a 12-month period
- An employee transfers within the UC system from one career position to another.
- Appointment and/or hours worked drop below 43.75% average over the course of a 12-month rolling period.
- Move from a career appointment to a student reserved appointment, such as a Graduate Student Instructor or Researcher (GSI or GSR)
During a temporary layoff, employees may continue coverage for up to four months after the month the temporary layoff begins. The University will continue to pay the UC contributions for the medical, dental and vision plans for up to three months in a calendar year beginning after the employee’s last paycheck with plan contributions. Help the employee make arrangements to pay his/her portion of the medical plan premium and other employee paid benefits directly to the Payroll Office. See the Benefits: Continue/Cancel University Coverage form (PDF) for instructions. For complete details on what happens to benefits during a temporary layoff, read the Temporary Layoff checklist.