EMPLOYEE BENEFITS
FREQUENTLY ASKED QUESTIONS

Click on any of the following FAQ's to view details pertaining to that question.


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I am getting married soon. Can I add my new spouse and/or stepchild(ren) to my coverage or do I have to wait until there is an open enrollment period?

You have 60 days from the date of marriage to add your spouse and/or stepchild(ren) to your health and/or dental coverage. After 60 days, "special enrollment" or "late enrollment" criteria may apply for health coverage only. You must contact Human Resources, provide a marriage certificate and sign the appropriate documents.


I am expecting a baby soon. Can I add my baby to my coverage?

You have 60 days from the date of birth or adoption placement (under age 18) to add a child to your medical and/or dental coverage. After 60 days, "special enrollment" or "late enrollment" criteria may apply for health coverage only. You must contact Human Resources, provide proof of birth or adoption placement and sign the appropriate documents.


My dependent child just turned age 19. Is he/she still covered?

Dependent children may be covered to age 23 as long as they are unmarried, have never been married, and are economically dependent upon the employee. If disabled, special rules apply. Please contact Human Resources for information.


Can my grandchild or niece/nephew be covered under my health plan?

If the child is under age 18, unmarried, living in a parent-child relationship, and economically dependent upon the employee they may be covered under the employee's health plan. A "parent-child" relationship is defined as one in which the employee has been given the authority and assumed responsibility for raising the child as their own. If disabled, special rules apply. The dependent must be enrolled within 60 days from the date of custody. After 60 days, "special enrollment" or "late enrollment" criteria may apply. You must contact Human Resources, provide proof of custody and sign the required documents, including an "Affidavit of Eligibility."


Can I enroll a Domestic Partner or Domestic Partner Children in my benefits?

You have 60 days from the date of the Domestic Partner Registration with the State of California to enroll a Domestic Partner/Domestic Partner Children in a medical, dental or vision plan.  You must contact Human Resources, provide a copy of the certified State Domestic Partner Registration, and sign the appropriate documents.  If your Domestic Partner is not claimed as a dependent for your tax filing purposes, any additional premium paid by the University as a result of the Domestic Partner enrollment is considered imputed income for Federal tax purposes and will cause an increase to your tax liability.


Can my dependent parents be covered?

No. Even if totally dependent on the employee, parents are not eligible for coverage.


I am resigning or my appointment expires at the end of the month. How long will my coverage be in effect?

Coverage is effective through the end of the following month in which you resign or the appointment ends. If you work a few days into a pay period, the State Controller's Office will deduct any required premiums as long as there is enough net pay to cover that premium.


Can I continue my health benefits if I resign or when my appointment expires?

Yes. COBRA Continuation Coverage provides you the option of continuing your medical, dental and/or vision plans for up to 18 months (or longer in some cases). You would be responsible for paying the entire premium amount to the carriers, plus a 2% administrative fee. The provisions of COBRA also apply to dependents who lose coverage. Please contact Human Resources for further information.


Need Assistance?

Tina Williams

Manager of HR Services
extension 3205

(661) 654-3205
twilliams@csub.edu


Michelle Pearce

HR Benefits Coordinator
extension 6267

(661) 654-6267
mpearce@csub.edu