UC offers three benefits packages – Full, Mid-Level, and Core – to eligible faculty and staff employees. These benefits packages determine eligibility for Health and Welfare and Retirement plans as follows:
(Postdoc Benefits are managed by the Visiting Scholars and Postdoc Affairs (VSPA) office. Please visit the VSPA website for details.)
|Health and Welfare Plans||Benefits Packages|
|Supplemental Life (Employee-Paid Life)||•||•|
|Basic/Expanded Dependent Life||•||•|
|Accidental Death & Dismemberment (AD&D)||•||•||•|
|Short-Term Disability (University-Paid Disability)||•|
|Supplemental Disability (Employee-Paid Disability)||•|
|Legal Expense (ARAG)||•||•||•|
|Dependent Care Flexible Spending Account (Dep-Care)||•||•||•|
|Health Flexible Spending Account (Health FSA)||•||•||•|
|Tax Savings on Insurance Premiums (TIP)||•||•||•|
|Retirement Plans||Benefits Packages|
|University of California Retirement Plan (UCRP)1||•|
|Defined Contribution Plan (DCP) - Regular (1990-April 2010)1;||•|
|Defined Contribution Plan (DCP) - Casual/Safe Harbor||•||•|
1 Between 1990 and April 2010, a surplus of funds meant employees were not required to contribute a portion of their earnings to UCRP; this was the so-called "contribution holiday." Instead, employees eligible for UCRP were required to contribute an equivalent amount to a defined contribution plan (DCP) individual account.
As of May 2010, the contribution holiday has ended and the funds that were going to DCP-Regular accounts have been redirected back to UCRP.
Resumption of UCRP contributions was/is subject to collective bargaining. Some employees covered by bargaining agreements may continue to contribute to DCP-Regular.