Benefit

What Happens

Exceptions

Medical, Dental, Vision, Legal

You may continue coverage for up to two years by arranging in advance to pay the monthly premium(s) directly to your local Benefits or Payroll Office. You must pay both your and the University's portion of the premium(s).

FMLA: UC continues to pay its portion of your medical, dental and vision coverage for up to 12 work weeks in a 12-month period at the same level and under the same conditions as if you were still working. You may continue legal coverage for the duration of your leave. If you are on unpaid FMLA, you must arrange in advance to pay the monthly premiums(s) for the legal plan and your medical plan, if applicable, directly to your local Benefits or Payroll Office.

Furlough: You may continue coverage for up to four months after the month your furlough begins. UC's contributions continue for up to three months in a calendar year beginning after your last paycheck with plan contributions. You must arrange in advance to pay the monthly premiums(s) for the legal plan and your medical plan, if applicable, directly to your local Benefits or Payroll Office.

Paid Leave: Coverage may continue for up to two years; monthly paycheck must be large enough to cover the employee monthly cost.

Sabbatical: Your coverage may continue for up to two years. Your monthly paycheck must be large enough to cover your employee monthly costs.

Basic Life

Your coverage continues, at no cost to you, for up to four months after the month your leave begins.

Paid Leave: Coverage may continue for up to two years beginning with your first day of leave, provided you have salary covered by a retirement plan (UCRP, CalPERS, STRS, OCERS).

Supplemental Life

You may continue coverage for up to two years by arranging in advance to pay the monthly premium(s) directly to your local Benefits or Payroll Office.

Basic Dependent Life, Expanded Dependent Life

If you are enrolled in Basic Life only, you may continue Basic Dependent Life for up to four months. If you are enrolled in and continue Supplemental Life, you may continue Basic Dependent Life or Expanded Dependent Life for up to two years.

Sabbatical: If you are enrolled in Basic Life only, you may continue Basic Dependent Life for the length of the sabbatical, up to two years.

Short-Term Disability, Supplemental Disability

Coverage stops your last day actively at work before your leave begins.

FMLA: FMLA does not provide an exception to continuing coverage.

Paid Leave: If leave is for nonhealth reasons and you maintain an average regular paid time of at least 17.5 hours per week, you may continue coverage for up to two years. If your leave is for health reasons, coverage ends on your last day actively at work before your leave begins. If you receive less than full pay, see your Benefits Office for details about Supplemental Disability coverage.

Sabbatical and Professional Renewal: If UC determines that your leave qualifies as a sabbatical or professional renewal leave, you may be eligible to continue your Supplemental Disability coverage for a special rider for up to two years on a lump sum, direct-pay basis.

AD&D

You may continue coverage for up to two years by arranging in advance to pay the monthly premium(s) directly to your local Benefits or Payroll Office.

Dependent Care Flexible Spending Account (DepCare FSA)

Contributions stop when you go off pay stuatus. Eligible expenses incurred through the end of the pay period in which you made the last contribution may be reimbursed. CONEXIS must receive your claims by April 15 of the following year; you forfeit funds left in your account after that date.

Furlough, Sabbatical and Paid Leave: As long as you remain on pay status, your contributions continue to the end of the plan year. You may not change your annual election unless you have an eligible change in your family or employment status.

Health Flexible Spending Account (Health FSA)

Contributions stop when you go off pay status. Eligible expenses incurred through the end of the pay period in which you made the last contribution may be reimbursed unless you continue participation under COBRA. CONEXIS must receive your claims by April 15 of the following year; you forfeit funds left in your account after that date.

Furlough, Sabbatical and Paid Leave: As long as you remain on pay status, your contributions continue to the end of the plan year. You may not change or cancel your annual salary reduction agreement unless you have an eligible change in your family or employment status.

Tax Savings on Insurance Premiums (TIP)

TIP contributions stop when you go off pay status. Monthly health premium payments to continue coverage during your leave are made on an after-tax basis.

Paid Leave: TIP contributions for your medical plan employee costs, if any, continue as long as you remain on pay status.

Automobile and Homeowner/Renter Insurance

You may continue coverage to the end of your contract year by paying premiums directly to the insurance company, or you may cancel your coverage. Call the insurance company for information.

Paid Leave: You may continue coverage for up to two years. You may also change or cancel your coverage. Call the insurance company.

Sabbatical: You may continue, change or cancel your coverage. Call the insurance company.

Workers' Compensation

Coverage stops your last day actively at work before your leave begins. 

Benefits may continue for injuries that have already occurred.

Paid Leave and Sabbatical: Coverage continues for activities arising out of and in the course of UC employment.

Business Travel Accident

Coverage stops your last day actively at work before your leave begins. 

Sabbatical: If you are a faculty member on approved sabbatical leave and you are required to travel as part of your program of research or study, you may be eligible to continue coverage. Contact your local Risk Management Office for information.

University of California Retirement Plan (UCRP)

UCRP membership continues during leave. UCRP contributions and any Capital Accumulation Provision (CAP) balance remain on deposit and you may not withdraw them. You remain eligible for any UCRP benefits for which you were eligible when your leave began. You do not earn UCRP service credit while you are on leave, but you may be able to establish service credit for this period during the first three years of your return to work.

Furlough: Full-time, partial year Career employees who work 100% time during a 9-, 10- or 100-month appointment receive one year of service credit for each plan year. Part-time, partial-year Career employees receive prorated service credit. Employees may be able to establish service credit for furloughs taken before August 1, 1992.

Paid Leave: You earn UCRP service credit based on the percentage of full-time pay you receive during your leave. If you do not earn full service credit while on paid leave, you may be able to establish service credit for this period during the first three years of your return to work.

Sabbatical: You earn retirement service credit based on the percentage of full-time pay you receive during your leave. If you do not earn full service credit while on sabbatical, you may be able to establish service credit for this period during the first three years of your return to work.

Retirement Savings Program

Contributions stop with your last paycheck. Contact Fidelity Retirement Services for your options.

403(b) loans
If your leave affects your payroll deduction loan payments, you must contact Fidelity Retirement Services to arrange for one of the following options:

• make monthly payments,
• make full payment in advance for the period off pay status, or
• repaly the outstanding loan amount in full.

Paid Leave, Sabbatical: Defined Contribution Plan contributions continue as a percentage of the salary you receive during your leave. Other contributions continue unless you cancel them. Carefully review the amount you contribute to be sure you stay within your maximum contribution limit.

Sabbatical only: You may not contribute pay received from another institution to UC's plans. However, you may be eligible to contribute to plans available at the host institution. Keep in mind that maximum annual contribution limits apply to total contributions to like plans, i.e. UC's 403(b) and host institution's 403(b) plan.

Social Security, Other Retirement Plans

If your retirement benefits are coordinated with Social Security, contributions stop while you are on leave without pay. If you are a member of another retirement plan—such as CalPERS—contact that plan directly for information.

Furlough, Paid Leave, Sabbatical: If you are covered by Social Security, you and UC continue contributions based on the pay you receive during your leave.

Vacation, Sick Leave

You do not accrue vacation or sick leave during your leave. For details, see the personnel policy or collective bargaining agreement that applies to you.

Furlough and Paid Leave: You continue to accrue vacation and sick leave, if eligible, in accordance with the applicable personnel policy for your appointment. Contact your Human Resources Office for more information.

Sabbatical: Fiscal year appointees continue to accrue vacation and must use it during the sabbatical leave. Vacation accrued prior to the leave may be carried over.

California Unemployment Insurance  Program

UC coverage stops on the last day you are actively at work.

Furlough: UC coverage stops on the last day you are actively at work. You may be eligible for Unemployment Insurance benefits. However, if you are on furlough between academic terms and have reasonable assurance that you will be rehired, you are generally not eligible for benefits.

Paid Leave and Sabbatical: UC's contributions continue, but you are not eligible to receive benefits while you are on leave.