University of California, Berkeley

Status Qualifier Codes (SQC)

Certain Qualified Status situations affect an employee's benefits eligibility. These situations should be identified by use of the following BELI Status Qualifier Codes in addition to the BELI code itself. Once the qualified status situation has ended, the SQC should be deleted from the system.

20 - Average Appointment percent Employee (Academic)
30 - Extended Sick Leave Recipient
40 - Employee Rehabilitation (Formally Approved)
60 - Seasonal Employee
90 - Sabbatical/Leave for Professional Renewal

BELI Status Qualified Codes are grouped as follows:

  1. Code 20: This code establishes initial eligibility, but the employee must meet ongoing minimum appointment/average regular paid time requirements
  2. Codes 30, 40, 90: These codes continue eligibility even if the appointment/average regular paid time falls below minimums
  3. Code 60: This code indicates the employee is ineligible for benefits.

Status Qualifier Code Definitions are listed below in two formats. (The same information is included in both; choose the one you prefer.)

[collapse all]  [expand all]

Click on the appropriate item for more information.

Numerical order

20 - Average Appointment percent Employee (Academic)
An academic year appointment (July 1 through June 30) with different levels of percent time (greater than zero) in each semester should be treated as a variable time appointment and Health and Welfare benefits eligibility is based on the average percent time for the total year's appointment. Averaging the appointment does not affect UCRP eligibility.

If the appointment is made for two or more years, each year (July 1 through June 30) should be averaged individually with benefits for the year based on the average for that year. The manager should assign a BELI code consistent with the average level of the appointment for the academic year (July 1 through June 30).

If the employment commitment is semester-by-semester, the initial appointment for the full semester must be evaluated separately with additional appointments evaluated on an ongoing basis.

30 - Extended Sick Leave Recipient
While on extended sick leave (80% of regular pay) for a work-related disability covered by Workers' Compensation, an employee may continue benefits up to the six-month maximum period for extended sick leave. If 80% of the normal pay status results in an appointment below 50% time, the special status code of 30 should be assigned. It should be deleted at the end of six months or when the employee's appointment returns to 50% time or more--whichever is earlier.

Note: Continued benefits for both extended sick leave and special rehabilitation cannot exceed a combined total period of six months

40 - Employee Rehabilitation (Formally Approved)
Campus officials may approve continuation of benefits during a period of formally approved rehabilitation for up to six months. The special status code of 40 should be assigned at the beginning of the rehabilitation period and deleted at the end of the period.

In this context, rehabilitation refers to an employee who has returned to work part-time at the University as part of a formally approved plan and whose time worked is such that benefits would otherwise be lost during the rehabilitation attempt. For example, the approved plan might consist of one month at 25% time, two months at 40% and subsequent periods at 50% or more time. To avoid loss of benefits while the approved plan calls for 25% and 40% employment, the status qualifier code is appropriate.

Note: Continued benefits for both extended sick leave and special rehabilitation cannot exceed a combined total period of six months

60 - Seasonal Employee
Individuals who work seasonally each year for less than three months (e.g., agricultural workers) may be excluded from Core benefits. Seasonal employees typically are hired around the same time each year on a temporary basis. The seasonal employee category does not apply to someone who has a series of short-term appointments, with or without breaks in service, during the year.

Status code 60 should be assigned in addition to the BELI code. The special status code should be deleted if the employee transfers to a non-seasonal position.

90 - Sabbatical/Leave for Professional Renewal
Faculty or staff enrolled in medical, dental, optical, and/or Basic or Core life insurance who go on sabbatical leave or leave for professional renewal at reduced pay may continue these coverages for up to 24 months so long as their paychecks cover any required deductions. For dental, optical, and supplemental life insurance, earnings during the leave also must be covered compensation for retirement plan purposes.

If the leave will be at least 50% time, status code 90 should be assigned at the beginning of the period and deleted at the end of the period or at the end of 24 months from the date the leave originally began, whichever is earlier.

How To Use

Code 20: This code establishes initial eligibility, but the employee must meet ongoing minimum appointment/average regular paid time requirements

20 - Average Appointment percent Employee (Academic)
An academic year appointment (July 1 through June 30) with different levels of percent time (greater than zero) in each semester should be treated as a variable time appointment and Health and Welfare benefits eligibility is based on the average percent time for the total year's appointment. Averaging the appointment does not affect UCRP eligibility.

If the appointment is made for two or more years, each year (July 1 through June 30) should be averaged individually with benefits for the year based on the average for that year. The manager should assign a BELI code consistent with the average level of the appointment for the academic year (July 1 through June 30).

If the employment commitment is semester-by-semester, the initial appointment for the full semester must be evaluated separately with additional appointments evalusted on an ongoing basis.

Codes 30, 40, 90: These codes continue eligibility even if the appointment/average regular paid time falls below minimums

30 - Extended Sick Leave Recipient
While on extended sick leave (80% of regular pay) for a work-related disability covered by Workers' Compensation, an employee may continue benefits up to the six-month maximum period for extended sick leave. If 80% of the normal pay status results in an appointment below 50% time, the special status code of 30 should be assigned. It should be deleted at the end of six months or when the employee's appointment returns to 50% time or more--whichever is earlier.

Note: Continued benefits for both extended sick leave and special rehabilitation cannot exceed a combined total period of six months

40 - Employee Rehabilitation (Formally Approved)
Campus officials may approve continuation of benefits during a period of formally approved rehabilitation for up to six months. The special status code of 40 should be assigned at the beginning of the rehabilitation period and deleted at the end of the period.

In this context, rehabilitation refers to an employee who has returned to work part-time at the University as part of a formally approved plan and whose time worked is such that benefits would otherwise be lost during the rehabilitation attempt. For example, the approved plan might consist of one month at 25% time, two months at 40% and subsequent periods at 50% or more time. To avoid loss of benefits while the approved plan calls for 25% and 40% employment, the status qualifier code is appropriate.

Note: Continued benefits for both extended sick leave and special rehabilitation cannot exceed a combined total period of six months

90 - Sabbatical/Leave for Professional Renewal
Faculty or staff enrolled in medical, dental, optical, and/or Basic or Core life insurance who go on sabbatical leave or leave for professional renewal at reduced pay may continue these coverages for up to 24 months so long as their paychecks cover any required deductions. For dental, optical, and supplemental life insurance, earnings during the leave also must be covered compensation for retirement plan purposes.

If the leave will be at least 50% time, status code 90 should be assigned at the beginning of the period and deleted at the end of the period or at the end of 24 months from the date the leave originally began, whichever is earlier.

Code 60: This code indicates the employee is ineligible for benefits

60 - Seasonal Employee
Individuals who work seasonally each year for less than three months (e.g., agricultural workers) may be excluded from Core benefits. Seasonal employees typically are hired around the same time each year on a temporary basis. The seasonal employee category does not apply to someone who has a series of short-term appointments, with or without breaks in service, during the year.

Status code 60 should be assigned in addition to the BELI code. The special status code should be deleted if the employee transfers to a non-seasonal position.