Welcome to UC!
Review the guides in this “welcome kit” to l earn more about the many benefits and perksof working at UC – and how to make the most of them.
TABLE OF CONTENTSYour Benefits at a GlanceThis quick-reference guide is designed to help you understand the many benefits available, and how to
get started choosing the ones that are right for you.
A Complete Guide to Your UC Health and Welfare Benefits
This booklet offers a comprehensive overview of your health and welfare benefits options, including
details about eligibility, enrollment and the plans available to you. It also explains how changes in your life
and in your employment status can affect your benefits.
Which Medical Plan Is Right for You?
Compare the benefits and costs of UC’s five comprehensive medical plans.
Retirement Benefits Decision Guide
All eligible new employees have a choice of primary (required) retirement benefits, with costs shared by
you and UC. With this guide, we’ll show you your options, explain how each one works, and highlightresources to help you choose the best option for your personal situation.
Retirement Benefits Decision Guide for Rehired or Newly Eligible Employees Who Worked for UC
before July 1, 2014, and Former CalPERS-Covered Employees
Retirement benefit options are a bit different for employees in this group. Learn more in this tailoredguide.
A Complete Guide to your UC Retirement Benefits
To make the most of your retirement and savings benefits, you should read this booklet carefully. It
contains summaries with comprehensive information about the primary retirement benefit options andvoluntary retirement savings plans that make up the University of California Retirement System (UCRS)
as well as information about health and welfare benefits currently available to eligible UC retirees.

QUICK-REFERENCE GUIDEYour benefits
at a glance

1.

Getting Started
Starting a new job involves a lot ofchoices. This quick-reference guide isdesigned to help you understand themany benefits available, and how to
get started choosing the ones thatare right for you.

The summaries in this quick-reference
guide explain the plan provisions andthe policies and rules that govern
them. If a conflict exists between thesesummaries and the plan documents,
the plan documents govern. The Plan
Administrator has the authority tointerpret disputed provisions.

Terms and conditions of employment for
exclusively represented employees are
spelled out in the detailed contracts
that the university and the unions havenegotiated. Contract provisions cover all
aspects of employment. If you are in abargaining unit, you can find thecontract that applies to you on the
Labor Relations website (ucal.us/laborrelations), or directly from theunion. If you have questions about thedetails of contract provisions andimplementation or union
representation, contact the union
directly.
More Information:
ucal.us/laborrelations

COLLECTIVE BARGAINING
UC is committed to establishing andmaintaining cooperative relations with its
unions, and to bargaining constructively
and in good faith to come to agreementon the terms and conditions of
employment for the roughly 90,000 UC
employees in 31 bargaining units.
If you’re represented by a union, yourbenefits are governed by your union’scontract with UC and may be different
than the benefits outlined here. For
example, some bargaining units currently
participate in the 2016 Retirement
Choice Program and some do not.

The information in this booklet reflects theterms of the benefit plans as in effect Jan. 1,
2024. Please note that this is a summary of
your benefits only; additional requirements,
limitations and exclusions may apply. Refer toapplicable plan documents and regulations fordetails. The applicable plan documents andregulations and other applicable UC policies
will take precedence if there is a difference
between the provisions therein and those ofthis document.

Tip:
The sooner the better
Your benefits are valuable, so don’t
wait to enroll.
Retirement benefits: 90 days
It pays to enroll and start building
your retirement benefits wellbefore your deadline. If you’reeligible for a choice of retirement
benefits, your benefits will beprospective from the date youenroll — you lose UC contributions
and service credit if you wait toenroll. See section 5 for details on
your retirement benefits choices.
Health and welfare benefits:
31 daysDon’t miss this important deadline.
Faculty have a second 31-day
period of eligibility that begins on
their first day on campus.

1. Getting Started

Welcome to UC! Read this guide tolearn more about your benefits
choices and how and when to enroll.
For more details, keep A Complete
Guide to Your UC Health and Welfare
Benefits, the Retirement Benefits
Decision Guide and A Complete Guide
to Your UC Retirement Benefits handy.
They’re included in your Welcome Kit,
and available on UCnet.

1. Getting Started

SO LET’S GET STARTED…
Attend a live UCPath benefits webinar
to ask questions and learn more about
UC’s benefits program. See ucal.us/ucpathwebinar for a schedule.
Gather your family members’ Social
Security numbers and birthdates; you’ll
need them for benefits enrollment.
You’ll need to set up a UCPath accountto enroll in and manage your health andwelfare benefits and a UC Retirement
At Your Service (UCRAYS) account todesignate beneficiaries and manage
your UC Retirement Plan (UCRP)
benefits (if you have a pension benefit).
If you don’t have access to a computer,you can call UCPath at 855‑982‑7284 forhelp with your benefits enrollment.
SET UP YOUR BENEFITS ACCOUNTSFor easy access to all of your benefits
accounts, go to UCnet (ucal.us/ucnet)
and select “Faculty/Staff” to see sign-in
buttons for your benefits accounts.
UCPath
1. Click on “UCPath” from theUCnet homepage, or go to
ucpath.universityofcalifornia.edu.
2. Sign in by using your network
username and password.
3. Using the links on the dashboard andin the left menu, update your accountwith your contact information (under“Personal Information”) and savetime and paper by opting for direct
deposit and electronic delivery of tax
forms (under “Income and Taxes”).
UCRAYS
1. Click on “UCRAYS” from theUCnet homepage, or go to
retirementatyourservice.ucop.edu
to create your account.
2. After agreeing to UC’s privacy
statement and terms of use, enter —for your first login only — your Social
Security number and date of birth.
3. For security, you’ll be asked a
few questions based on personal
information that only you are likely
to know.
4. Create your UCRAYS password.
5. If you’re using a computer or
smartphone that is secure, register
your trusted device. This can reduce
the steps in the login process.
6. Add your cell phone number andpersonal email address, if they’re notalready on file.
Now you’re ready to enroll in healthand other benefit plans.

ENROLL IN HEALTH AND
WELFARE BENEFITS
You’re eligible for Full, Mid-Level orCore benefits depending on the
duration and type of appointment you
have. You’ll see your benefits eligibility
in your UCPath account. For details
about your eligibility, see page 5 in A
Complete Guide to Your UC Health andWelfare Benefits.
To enroll online, sign in to your UCPathaccount. You don’t have to do it all at
once — you are free to sign in anytime
during your first 31 days of employment
to complete your enrollment choices.
That includes weekends and holidays.
Meet ALEX!
Choosing benefits doesn’t have to
be complicated. ALEX is aconfidential online tool that helps
you select the best benefits for you
and your family.
Tell ALEX a little about yourself andget personalized guidance formaking the most of your UC healthand welfare benefits.
start.myalex.com/uc

If you don’t take any action during this31-day period of eligibility, you and yourdependents will not be enrolled in
UC-sponsored coverage. In most cases,
you won’t be able to change benefit plansor enroll family members until the next
Open Enrollment period. You will also
face more stringent requirements toenroll in some UC-sponsored insurance
programs, including voluntary disability
and supplemental life insurance.

VERIFY YOUR FAMILYMEMBERS’ ELIGIBILITY
If you enroll family members in UC
benefit plans, you must provide
documents to verify their eligibility forcoverage. Watch for the Family Member
Eligibility Verification packet in the mailto find out what you need to do.
More Information:
ucal.us/fmv
Please note that this is a summary of
your benefits only; additional
requirements, limitations and exclusions
may apply. Refer to applicable plan
documents and regulations for details.
The applicable policy issued by the
carrier and the University of California
Group Insurance Regulations and otherapplicable UC policies will takeprecedence if there is a difference
between the provisions therein andthose of this document.

Tips:
Name your beneficiaries.
Don’t forget to name beneficiaries
for your life insurance and accidental
death and dismemberment benefits,
your Health Savings Account if you
have one and your UCRP benefits if
you choose a pension. You can namethe same or a different beneficiaryfor each plan, and you can namemore than one beneficiary for any
plan. Just select “My Beneficiaries”
on UCRAYS and follow the
instructions. For retirement plansother than UCRP (Savings Choice orUC’s voluntary Retirement Savings
Program plans), select “update
beneficiaries” on myUCretirement.
com.
Confirm your choices.
About 10 days after you haveenrolled, check your UCPathaccount to verify coverage foryou and your family members. It’s
your responsibility to promptly
notify UCPath of any errors inyour enrollment. The month after
you enroll, review your earnings
statement to be sure it reflects
the correct benefit choices.
Report discrepancies to UCPath
immediately.
Keep your records up to date.
Keep your address, email address
and phone number up to date on allof your benefits accounts so UC canproperly administer your benefits
and keep you informed of changes
to your benefits.
Are you in a domestic partnership?
If you are a UCRP member, enrollingyour domestic partner in healthbenefits and successfully completingthe eligibility verification process
will establish your partner as yoursurvivor for UCRP benefits, subject
to additional eligibility requirements.
See “Benefits for Domestic
Partners” on UCnet for details.

1. Getting Started

If you’re a faculty member and you missthe period of eligibility, you have asecond 31-day period of eligibility thatbegins on your first day on campus.

2.

Medical, Dental, Vision and
Supplemental HealthYour health is important to us, and
we offer a wide range of healthbenefits to help take care of you
and your family.

VISION PLAN

UC offers you a wide choice of medical
plans. Some have lower premiums;
others provide more flexibility in the
doctors and hospitals you can use. All of
the plans offer comprehensive benefits
including medical and behavioral healthoffice visits, hospital services andprescription drug coverage.

If you’re eligible for Full benefits, UC
pays the full cost of vision insurance
premiums for you and your family. The
plan covers exams, lenses, frames (every
other year) and contact lenses.

To help you choose, check out“Comparing UC’s plans” on the next
page. You can find details about yourcosts at ucal.us/compareplans
Your medical plan premiums are
deducted from your pay before taxes
are calculated, so you save on taxes.
More Information:
A Complete Guide to Your UC Health andWelfare Benefits, page 19
Online: ucal.us/medicalplans

DENTAL PLANS
If you’re eligible for Full benefits, youhave a choice of two dental plans: Delta
Dental PPO and DeltaCare USA, which
is similar to a medical HMO, with a
network of dentists. UC pays the fullpremium cost of either plan for you andyour family.
Check out the DeltaCare USA networkof dentists before choosing between thetwo plans, since the network is limited
in some areas of California.
More Information:
A Complete Guide to Your UC Health andWelfare Benefits, page 24
Online: ucal.us/dental

More Information:
A Complete Guide to Your UC Health andWelfare Benefits, page 28
Online: ucal.us/vision

ACCIDENT, CRITICAL ILLNESS ANDHOSPITAL INDEMNITY PLANS
UC offers three supplemental insurance
plans that pay cash benefits if you
experience a covered accident, illness or
hospital stay.
UC’s Accident, Critical Illness andHospital Indemnity Plans are not a
substitute for medical or disability
coverage, but they can complement
your coverage with extra protection
against the unexpected.
You pay the premiums for the plan(s)you choose through after-tax payroll
deductions.
More Information:
A Complete Guide to Your UC Health andWelfare Benefits, page 29
Online: ucal.us/supplementalhealthTip:
For most plans, you’re covered onyour first day at work, but it cantake 30 to 60 days after you enroll
for the insurance carrier to have arecord of your enrollment. So if you
need immediate services, checkwith your insurance carrier first to
see if it has a record of yourenrollment. If it doesn’t, contact
UCPath for help.

2. Medical , Dental, Vision and Supplemental Health

MEDICAL PLANS

2. Medical , Dental, Vision and Supplemental Health

COMPARING UC’S MEDICAL PLANS
This chart will help you better understand your medical plan options and identify
the best choice for you. For all the facts and figures — and definitions of the terms
below — see ucal.us/compareplans. Only UC Health Savings Plan is compatible with ahealth savings account (HSA). Other UC medical plans can be paired with UC’s HealthFlexible Spending Account (FSA).
Kaiser HMO(Kaiser Permanente)

UC Blue & Gold HMO(Health Net)

OUT-OF-POCKET COSTS$$

What you’ll pay for medicalcare

IN KAISER NETWORK

IN-NETWORK

Deductible: None
Copayments (for example):$20 doctor’s office visits
OOP max: $1,500/$3,000

Deductible: None
Copayments (for example):$20 doctor’s office visits
OOP max: $1,000/$2,000 (2 people)/$3,000 (3 or more)

Kaiser primary care provider
helps manage care within
network• Primary care provider
helps manage carewithin network

Notes:• Preventive care is always
free to you• Out-of-pocket maximum(OOP max) includes
deductible• Amounts listed are for self
coverage/family coverage(unless otherwise noted)

FINDING CARE
How and where you find thecare you need

• UC Health providers
in-network

CONSIDER THIS PLAN
IF YOU:

Want low, predictable
out-of-pocket costs for
integrated care provided
within the Kaiser network

Choose University ofCalifornia Health
By selecting UC Health physicians
through UC Blue & Gold HMO, CORE,UC Health Savings Plan or UC Care,you have access to innovative,
state-of-the-art care across the UC
Health system.

Want low, predictable
out-of-pocket costs, andwant access to UC Healthproviders

UC Health brings the strength ofcollaboration across six world class,
top ranked academic health centers,
four children’s hospitals and 20 healthprofessional schools. That means
being cared for by a team ofphysicians, researchers and cliniciansat the top of their fields who work
together to share research, data andbest practices.

UC Health Savings Plan
PPO (Anthem)

CORE PPO(Anthem)

UC SELECT: $

$$

$$$

Deductible: None
Copayments (for example):$20 doctor’s office visits
OOP max: $6,100/$9,700

HEALTH SAVINGSACCOUNT (HSA)
CONTRIBUTIONS:

Deductible (individual):$3,000
Coinsurance: 20%
OOP max: $6,350/$12,700

ANTHEM PREFERRED: $$Deductible: $500/$1,000
Coinsurance: 30%
OOP max: $7,600/$14,200
OUT-OF-NETWORK: $$$Deductible: $750/$1,750
Coinsurance: 50%
OOP max: $9,600/$20,200

From UC: $500/$1,000
Your max (including
UC contribution):$4,150/$8,300
IN-NETWORK
Deductible: $1,600/$3,200
Coinsurance: 20%
OOP max: $4,000/$6,400
OUT-OF-NETWORK
Deductible: $2,600/$5,200
Coinsurance: 40%
OOP max: $8,000/$16,000• Anthem PPO members have access to Accolade Health Care Advocate, a service thathelps members find a doctor, explains medical plan benefits and coverage, and offers
virtual care options.
• UC Health providers in-network• National and international coverage; higher costs out-of-network for UC Care and UC
Health Savings Plan
Are willing to pay higher
premium for choice ofprovider tiers, with low
costs for UC SelectWant to build tax-freesavings in an HSA, and arewilling to manage yourhealth care expenses

Would rather pay higher
deductible and out-of-pocket
costs for care than monthly
premium

2. Medical , Dental, Vision and Supplemental Health

UC Care PPO(Anthem)3.

Disability, Life and Accidental
Death and Dismemberment
Insurance
To help you prepare for theunexpected, UC offers insurance
plans to provide a financial safety
net for you and your family.

Disability insurance replaces some ofyour wages if you have an illness or injury
that prevents you from working for an
extended period of time, including for
pregnancy and childbirth.
Unlike most employers in California, UC
does not participate in State Disability
Insurance (SDI). Instead, UC offers its
own Basic and Voluntary Disability
insurance plans to those eligible for Full,
Mid-Level or Core benefits. You’re
automatically enrolled in Basic Disability,
at no cost to you. Basic Disability pays amaximum benefit of $800 per month, forup to six months. The six-month benefit
period includes a 14-day waiting period
before you begin receiving benefits, andyou must use up to 22 days of sick leave,
if available.
The $800 per month maximum Basic
Disability benefit provided by UC may not
be enough to cover your living expenses ifyour are unable to work due to disability.
For greater financial protection, you may
choose to enroll in Voluntary Short-Term
Disability, Voluntary Long-Term Disability
or both. The voluntary plans provide up to
60 percent of your eligible earnings, to a
maximum benefit of $15,000 per month.
Voluntary Disability income is generally
not taxable, since you pay the premiums
with after-tax dollars.

• Choosing both Voluntary Short andLong-Term Disability provides themost comprehensive coverage for all
types of disability leaves.
Premium costs depend on your monthly
salary, age, retirement plan and the levelof coverage you choose.
Plan Carefully:
Enrollment in Voluntary Disability is
guaranteed only if you enroll during
your 31-day period of initial eligibility.
If you apply for coverage at a later date
you will be required to submit evidence
of insurability and previous or existing
medical conditions may prevent theapproval of your application.
Tool:
Voluntary Disability Insurance
Premium Estimatorucal.us/premiumestimator
More Information for Faculty:
Disability Benefits for Faculty
Online: ucal.us/disabilityfacultyMore Information for Staff:
Your Guide to UC Disability Benefits
Online: ucal.us/disabilitystaff

The start date and duration of yourbenefits depend on the level of coverage
you choose:• Short-Term only — You’ll be covered,but only for up to six months. The
six month benefit period includes
a 14-day waiting period before you
begin receiving benefits, and you
must use up to 22 days of sick leave,
if available.
• Long-Term only — Coverage begins
after seven months and continues
until your Social Security normal
retirement age for most conditions.

Tip:
Be sure you understand the Basicand Voluntary Disability benefits
and the sick leave policies and/or
paid medical leave policies that
apply to you before making adecision about enrolling in
Voluntary Short-Term Disability,
Long-Term Disability or both.

3. Disability and Life Insurance

DISABILITY INSURANCE

UC provides Basic Life insurance equal
to your base pay, up to $50,000, if you
are eligible for Full benefits. If you haveMid-level or Core benefits, your life
insurance is $5,000. UC provides theseplans at no cost to you.
Faculty and staff with Full or Mid-level
benefits may also enroll in Supplemental
Employee and Dependent Life
insurance. You pay monthly premiums
for the supplemental plans.
Plan Carefully:
Enrollment in Supplemental Life isguaranteed only if you enroll during
your first 31 days. If you apply forcoverage at a later date you will be
required to submit evidence of
insurability, and previous or existing
medical conditions may prevent theapproval of your application.
Tool:
Life Insurance Premium Estimatorucal.us/lifepremiumestimator
More Information:
A Complete Guide to Your UC Health andWelfare Benefits, page 34
Online: ucal.us/lifeinsurance

ACCIDENTAL DEATH &DISMEMBERMENT INSURANCETo help protect you and your family
from the financial impact of an
accident, UC offers Accidental Death& Dismemberment (AD&D) insurance.
There are several levels of coveragefor you and your family. You can enroll
in, increase or decrease your AD&D
coverage at any time. The rate chart forpremiums is online at:ucal.us/adanddpremiums
More Information:
A Complete Guide to Your UC Health andWelfare Benefits, page 39
Online: ucal.us/accidentaldeath

3. Disability and Life Insurance

LIFE INSURANCE

4.

More Options to Help You Save
In addition to good health andretirement benefits, UC also offers
you access to tax savings plans,
travel insurance and resources andpreferred pricing on insurance foryour pets, home or car.

Flexible spending accounts, or FSAs,
allow you to pay for eligible expenses ona pretax basis. You determine an amountto be deducted from your paycheckbefore taxes are calculated and placedin an FSA. You pay for eligible expenses
from the account and save on taxes since
you have lower taxable income. UC offers
separate flexible spending accounts forhealth and dependent care expenses. Be
sure you understand the IRS rules about
FSAs before you enroll. In some cases,
you may lose money in your FSA thatyou don’t spend.
The Health FSA is compatible with any
non-Medicare UC medical plan except
UC Health Savings Plan, which is pairedwith a Health Savings Account. Because
IRS rules do not allow enrollment ina Health FSA and a Health Savings
Account at the same time, members of
UC Health Savings Plan are not able toparticipate in the Health FSA.
More Information:
A Complete Guide to Your UC Health andWelfare Benefits, page 47
Online: ucal.us/fsa

LEGAL PLAN
The ARAG Legal Plan covers routine
legal services like drawing up a will,
adoption or divorce proceedings
and criminal misdemeanors. You pay
premiums for the Legal plan.
More information:
A Complete Guide to Your UC Health andWelfare Benefits, page 43
Online: ucal.us/legal

PET INSURANCE
Nationwide offers preferred pricing on
pet insurance for UC faculty, staff andretirees. Premiums vary depending on
where you live and what kind of pet you
have. You can enroll in pet insurance with
Nationwide at any time. You’ll pay yourpremiums directly to Nationwide, andyour policy renews automatically eachyear until you choose to discontinue it.
More information:
Nationwide:
Petinsurance.com/uc
877-738-7874

HOMEOWNER/AUTO INSURANCE
UC offers preferred pricing on home andauto insurance. Enrollment is subject tounderwriting approval from the insurer.
More information:
Farmers Insurance ChoiceSM
866-700-3113
Sponsored by UC Partnership Programs

TRAVEL INSURANCE
AND RESOURCES
If you need to travel on official
university business, you will be
registered for travel insurance coverage
automatically (with limited exceptions)when you make your arrangements
through ConnexUC, UC’s systemwide
travel program. Otherwise, you willneed to register online. You may
purchase personal travel insurance
for protection when not traveling on
university business.
For both business and personal travel,
ConnexUC assists in increasing
UC-negotiated discounts and travel
perks such as involuntary denied
boarding protection, preferred seats,priority standby and many more.
More information:
Business travel insurance:
ucal.us/businesstravel
UC Personal Travel Program:ucal.us/personaltravel
ConnexUC: travel.ucop.edu
Email: uctravel@ucop.edu

4. Flexible Spending Accounts and Legal

FLEXIBLE SPENDING ACCOUNTS

5.

Retirement Benefits
Preparing for a successful retirement
is one of the biggest financial
responsibilities you’ll face. All eligible
new employees have a choice ofprimary — or required — retirement
benefits, with costs shared by you
and UC. UC also offers voluntarysavings opportunities and a range ofresources to help you make informed
retirement decisions.

Your UC retirement benefits depend on
a number of factors, including whether
your position is covered by a bargaining
unit and whether you’ve been employed
by UC in the past.

• Are rehired after having previously
worked for UC in an eligible
appointment;• Started at UC before July 1, 2016, andbecome eligible for full retirement
benefits after that date
• Were a “Classic Member” under
CalPERS and are eligible for reciprocity.

Some bargaining units currently
participate in the 2016 Retirement
Choice Program and some do not. If you
are in a bargaining unit, you can find thecontract that applies to you on the
Labor Relations website (ucal.us/laborrelations), or directly from theunion.

If you’re in one of these groups, or if
you have questions, please contact the
UC Retirement Administration Service
Center.

UC Retirement Choice Program
If you are eligible for the UC Retirement
Choice Program, you have a choice
between two benefit options.

Online: ucal.us/retirement

Both benefit options can help you build
valuable retirement income, in addition
to Social Security benefits and any
savings you may have.
• Pension Choice includes a pension
benefit under the UC Retirement
Plan, along with a supplemental
401(k)-style account for eligible
faculty and staff.
• Savings Choice is a retirement
account that works much like a
401(k), with mandatory employee
and employer contributions.
Both you and UC contribute to the costof the plan you select. You’ll receive theRetirement Benefits Decision Guide withmore information about your options.
When you’re ready, use the Retirement
Decision Tool to make your choice:
myUCretirement.com/choose
Unlike your medical benefits, yourretirement benefits are prospectivefrom the date you enroll. That means
you can lose valuable UC contributions
and service credit by waiting to make achoice. If you don’t elect an option within
90 days, you’ll be automatically enrolled
in Pension Choice.
Rehired, newly eligible and former
CalPERS-covered employees:
Your retirement benefits may differ if you:More Information:
A Complete Guide to Your UC
Retirement Benefits

MANDATORY DC PLAN (SAFEHARBOR) CONTRIBUTIONS
If you’re not eligible for primary
retirement benefits based on yourposition, you’ll make mandatory
contributions to the DefinedContribution (DC) Plan as a Safe Harbor
participant. In lieu of paying Social
Security taxes, you contribute 7.5 percent
of your wages to the plan on a pretax
basis, and you can choose from a range offunds in which to invest. The money you
contribute is yours to keep and can berolled over to other retirement accounts
if you leave UC.
VOLUNTARY RETIREMENTSAVINGS PROGRAM
You can enhance your retirement
security by voluntarily participating in
the UC Retirement Savings Program.
The program consists of three plans:• 403(b) Plan
• 457(b) Deferred Compensation Plan
• Defined Contribution Plan After-Tax
Account
To enroll or learn more, visit
myUCretirement.com

5. Retirement Benefits

UC RETIREMENT BENEFITS CHOICESRETIREE HEALTH & WELFARE
BENEFITSAt myUCretirement.com, explore themany resources available to help you
build additional retirement savings
and improve your personal financial
situation.

Under both primary retirement benefit
options, if you work for UC for 10 years
or more you may be eligible to continue
some of your UC-sponsored healthand welfare benefits when you retire
from UC. Details about UC retiree
health benefits are available atucal.us/retireehealth.

Financial education classes
and webinars
Learn about your retirement benefits
and savings options, and about how toreach your financial goals. A scheduleof upcoming classes and webinars isavailable online.
myUCretirement.com/classes
Personal financial and retirement
counseling
Meet with a Workplace Financial
Consultant by phone or in person, when
and where it’s convenient for you. This
service is available at no cost to you.
800-558-9182
Fidelity.com/schedule/UC

5. Retirement Benefits

RETIREMENT EDUCATION AND
COUNSELING RESOURCES

6.

Work and LifeUC is committed to fostering a work
environment where faculty and staff
receive the support they need tomaintain a healthy work-life balance.

Family and Medical Leave (FML)
provides job protection whenemployees need time off for a numberof reasons, consistent with federal
and state law. The Pay for Family Careand Bonding (PFCB) program gives
employees the option to replace theincome they would otherwise loseduring their approved leave.
Employees who qualify for PFCB canreceive 100% of their eligible earnings
for up to eight workweeks per calendar
year. To qualify, the FML leave must be
taken in a block of one workweek ormore, for any of the following purposes:• Care for a family member with aserious health condition• Bonding with a new child• Military Caregiver Leave• Qualifying Exigency Leave
More information: ucal.us/pfcb
ADOPTION ASSISTANCE PLAN
Through this plan, UC provides financial
support through reimbursement of
up to $5,000 of eligible expenses per
adoption. Employees with Full, MidLevel and Core benefits automaticallyqualify to participate; there is no needto enroll.
More information:
A Complete Guide to Your UC Health andWelfare Benefits, page 42
Online: ucal.us/adoptionassistance
VACATION AND SICK LEAVE
Vacation and sick leave policies differ
depending on your position. You canfind more information about these andother leave policies online:
Faculty: ucal.us/facultyleave
Staff: ucal.us/staffleave
Represented faculty and staff: see
your collective bargaining agreement:
ucal.us/agreements

FAMILY CARE RESOURCES
UC pays the fee that gives you accessto resources through Bright Horizons
Enhanced Family Supports Program,
helping you find prescreened childcare
and eldercare providers.
More Information:
A Complete Guide to Your UC Health andWelfare Benefits, page 46
Online: clients.brighthorizons.com/
universityofcalifornia
Family-friendly academic personnel
policies: ucal.us/acadfamilyfriendly

UC LIVING WELL
UC is committed to the well-being of
employees and their family members
and to building a culture that supports
healthy lifestyles.
UC Living Well offers access toprograms, activities and support toimprove your health and quality of life.
This includes campus and health systemwellness activities, as well as a variety
of tools and resources offered by your
medical plan to help you live well.
More information:
uclivingwell.ucop.edu
UC facilities are tobacco free. Contact
your UC medical plan for resources andsupport to help you quit using tobacco.

Tip:
Working at UC gives you many otherbenefits and privileges, including
access to fitness and recreation
centers, libraries and museums;
tuition and bookstore discounts andmore. Learn about these local
benefits at your new employee
orientation or visit your location’s
human resources website.

6. Work and LifePAY FOR FAMILY CARE AND
BONDING (PFCB)

7.

UCnetucnet.universityofcalifornia.edu
UC news and information about
benefits and policies.

Los Angeles
Benefits: 310-794-0830
Academic Personnel: 310-825-3841
Los Angeles Health
Benefits: 310-794-0500

UCPathucpath.universityofcalifornia.edu
For answers to your benefits questions,sign in to your account and submit an
inquiry or contact a representative at
855-982-7284, Monday–Friday,
8 a.m.–6 p.m.

MercedBenefits: 209-355-7178
Academic Personnel: 209-228-7948

UC Retirement At Your Service(UCRAYS)
retirementatyourservice.ucop.edu
For questions about your UCRP
retirement, sign in to your account andsend a secure message or contact the
UC Retirement Administration Service
Center at 800-888-8267.

San Diego
Benefits: 858-534-2816
Academic Personnel: 858-534-0068

RESOURCES AT YOUR LOCATIONSan Francisco Health
Benefits: 415-353-4545

Your location’s website is a great sourceof information about what’s happening.
The offices listed below can answer yourquestions about working at UC.
Berkeley
Benefits: 510-664-9000, Option 3
Academic Personnel: 510-642-5626
Davis
Benefits: 530-752-1774
Academic Personnel: 530-752-2072
Davis Health
Benefits: 916-734-8099
IrvineBenefits: 949-824-0500
Academic Personnel: 949-824-0663
Irvine Health
Benefits: 949-824-0500
Academic Personnel: 949-301-3579

Riverside
Benefits: 951-827-4766
Academic Personnel: 951-827-2933

San Diego Health
Benefits: 619-543-3200
San Francisco
Benefits: 415-476-1400
Academic Personnel: 415-476-8123

Santa Barbara
Benefits: 805-893-2489
Academic Personnel: 805-893-3445
Santa Cruz
Benefits: 831-459-2013
Academic Personnel: 831-459-4300
UC Office of the President
Benefits: 855-982-7284
Academic Personnel: 510-987-9497
Lawrence Berkeley National Lab
Benefits: 510-486-6403
Agriculture and Natural Resources
Benefits: 530-752-1774
Academic Personnel: 530-750-1280
ASUCLA
Benefits: 310-825-7055
UC College of the Law, San Francisco(formerly Hastings)
Benefits: 415-565-4703

7. Resources

SYSTEMWIDE RESOURCESBy authority of the Regents, University of California Human
Resources, located in Oakland, administers all benefit plans inaccordance with applicable plan documents and regulations,custodial agreements, University of California Group Insurance
Regulations, group insurance contracts, and state and federal laws.
No person is authorized to provide benefits information notcontained in these source documents, and information notcontained in these source documents cannot be relied upon as
having been authorized by the Regents. Source documents areavailable for inspection upon request (800-888-8267). What is
written here does not constitute a guarantee of plan coverage or
benefits — particular rules and eligibility requirements must be
met before benefits can be received. The University of California
intends to continue the benefits described here indefinitely;
however, the benefits of all employees, retirees, and plan
beneficiaries are subject to change or termination at the time ofcontract renewal or at any other time by the University or othergoverning authorities. The University also reserves the right todetermine new premiums, employer contributions and monthly
costs at any time. Health and welfare benefits are not accrued or
vested benefit entitlements. UC’s contribution toward the monthly
cost of the coverage is determined by UC and may change or stop
altogether, and may be affected by the state of California’s annual
budget appropriation. If you belong to an exclusively represented
bargaining unit, some of your benefits may differ from the ones
described here. For more information, employees should contact
their Human Resources Office and retirees should call the UC
Retirement Administration Service Center (800-888-8267).
In conformance with applicable law and University policy, theUniversity is an affirmative action/equal opportunity employer.
Please send inquiries regarding the University’s affirmative actionand equal opportunity policies for staff to Systemwide AA/EEO
Policy Coordinator, University of California, Office of the President,
1111 Franklin Street, Oakland, CA 94607, and for faculty to the
Office of Academic Personnel and Programs, University ofCalifornia Office of the President, 1111 Franklin Street, Oakland,
CA 94607.
22M 4000 12/23

2024
A Complete Guide
to Your UC Healthand Welfare Benefits

MEDICAL, DENTAL, VISION, LIFE AND MOREGETTING HELPMEDICAL PLANS
CORE, UC Care, UC Health Savings Plan uchealthplans.com• Accolade (Health Care Advocate): 866‑406‑1182
or member.accolade.com• Anthem Blue Cross (Medical): anthem.com/ca• Navitus Health Solutions (Pharmacy): 833‑837‑4308
Formulary: benefitplans.navitus.com/university-of-california
Contact Accolade for all your health care questions. Anthem
processes claims and provides ID cards, and Navitus is phar‑macy benefit manager.
Health Savings Account (HealthEquity)866‑212‑4729
learn.healthequity.com/uc/hsa
Kaiser HMO (Kaiser Permanente—California,
Optum Behavioral Health)• Kaiser: 800‑324‑9208 select.kp.org/university-of-california• Optum: 888‑440‑8225 liveandworkwell.com (access code:
11280)UC Blue & Gold HMO (Health Net, MHN Behavioral Health)• Health Net: 800-539-4072 healthnet.com/uc• Health Net Behavioral Health: 800-663-9355

OTHER BENEFITSOTHER PLANS
Adoption Assistance Plan (WEX Health)844‑561‑1338 ucal.us/adoptionassistance
Auto/Homeowner Farmers Insurance ChoiceSM
866‑700‑3113
Family Care Resources (Bright Horizons Enhanced Family Supports)
888-748-2489 clients.brighthorizons.com/universityofcalifornia
Flexible Spending Accounts
Dependent Care
(WEX Health)844-561-1338 uc-fsa.com

Legal (ARAG)
800-828-1395 araglegal.com/ucinfo
Pet Insurance (Nationwide)
877-738-7874 petinsurance.com/uc

UC SYSTEMWIDE RESOURCES
UCnet
ucnet.universityofcalifornia.edu
UCPath855‑982‑7284

ucpath.universityofcalifornia.edu

UC Retirement At Your Service (UCRAYS)
retirementatyourservice.ucop.edu

Delta Dental PPO (Delta Dental)
800-777-5854 www1.deltadentalins.com/group-sites/uc.html

UC BENEFITS OFFICES

DeltaCare® USA Dental HMO (Delta Dental)
800‑422‑4234 www1.deltadentalins.com/group-sites/uc.html

Agriculture & Natural
Resources530-752-1774

VSP Vision Plan (VSP)
866‑240‑8344 vsp.com

Berkeley510-664-9000, option 3

Accident, Critical Illness, Hospital Indemnity, Life, Accidental
Death & Dismemberment (Prudential)
855-483-1438

Davis
530-752-1774

Business Travel Accident
ucal.us/businesstravel
Disability—Basic, Voluntary Short-Term,
Voluntary Long-Term (Lincoln Financial)
800-838-4461 (claims) mylincolnportal.com

Health, Limited Purpose andDavis Health916-734-8099
Irvine949-824-0500
Irvine Health949-824-0500
Los Angeles
310-794-0830
Los Angeles Health310-794-0500
Merced209-355-7178
Office of the President
855-982-7284

Riverside
951-827-4766
San Diego858-534-2816
San Diego Health619-543-3200
San Francisco
415-476-1400
San Francisco Health415-353-4545
Santa Barbara
805-893-2489
Santa Cruz831-459-2013
Lawrence Berkeley
National Lab
510-486-6403
ASUCLA
310-825-7055
UC Law San Francisco(formerly UC Hastings)
415-565-4703

ChapterWelcome
Title
to UC

Welcome to the University of California!
As a University of California employee, you help shape the qualityof life for people throughout California and around the world.
Every faculty and staff member plays an important role in UC’s
mission of education, research and public service; UC’s high-quality,
comprehensive benefits are among the rewards you receive in return.
These benefits are an important part of your total compensation.
Our health and welfare benefits program provides both choice andvalue to meet the needs of our diverse workforce.
We know that making benefits choices can be a bit overwhelming.
So we have tools and information to help you make the right choices
for you and your family.
This booklet offers a comprehensive overview of your healthand welfare benefits options, including details about eligibility,
enrollment and the plans available to you. It also explains howchanges in your life and in your employment status can affect yourbenefits. Keep this booklet, and Your Benefits at a Glance (included
in your Welcome Kit), for future reference.
UCnet (ucnet.universityofcalifornia.edu) offers additional tools andinformation, along with ongoing updates about your benefits. Visit
UCnet whenever you have questions about your benefits or want tomake changes. You can also call your local Benefits Office or any ofthe plans. You’ll find their contact information on the insert at thefront of this booklet.
The information in this booklet reflects the terms of the benefit plans as in effect Jan. 1, 2024. Please note that this is a summary of your benefits only; additional
requirements, limitations and exclusions may apply. Refer to applicable plan documents and regulations for details. The applicable policy issued by the carrier and the
University of California Group Insurance Regulations and other applicable UC policies will take precedence if there is a difference between the provisions therein and thoseof this document.
1Chapter Title

2ChapterTable
Titleof Contents

Table of Contents

General Eligibility Rules for UC Health andWelfare Benefits .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5
Enrollment .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16
Medical Plans . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
Dental Plans . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24
Vision Plan .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28
Accident, Critical Illness and Hospital Indemnity .. . . . . . . . . . . . . . . . . . . . . . 29
Disability Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
Basic and Voluntary Disability . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
Life Insurance .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34
Basic and Core Life Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34
Supplemental Life Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35
Dependent Life Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37
Accidental Death and Dismemberment Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . 39
Business Travel Accident Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 41

Adoption Assistance Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 42
Legal Insurance . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43
Pet Insurance .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45
Family Care Resources .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46
Flexible Spending Accounts .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47
Health Flexible Spending Account . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 47
Dependent Care Flexible Spending Account . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48
Legal Notices . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51
Participation Terms and Conditions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 51
HIPAA Notification for Medical Program Eligibility .. . . . . . . . . . . . . . . . . . . . . . . . 52
Notice Regarding Administration of Benefits. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 53

3

4

UC offers three benefits packages for faculty and staff — Full,
Mid-Level and Core. Your eligibility for a particular benefits
package depends on the type of job you have, the percentage oftime you work and the length of your appointment.

REQUIREMENTS FOR EMPLOYEES IN PER DIEM,CASUAL/RESTRICTED (STUDENTS), BY AGREEMENT AND
SEASONAL APPOINTMENTS

The eligibility requirements are listed below. See the chart on
pages 10 to 12 for a list of the benefits available to you, based on
the level of benefits for which you qualify.

You are eligible for Core Benefits if you are appointed to work atleast 75 percent time for at least three months.

REQUIREMENTS FOR EMPLOYEES IN CAREER,
ACADEMIC, LIMITED, PARTIAL-YEAR CAREER, CONTRACT
AND FLOATER APPOINTMENTS
FULL BENEFITS
You are eligible for Full Benefits if you are an active UCRP
member, an active Savings Choice participant or have begun the
90-day election period during which you can choose between
Pension Choice and Savings Choice.1
There are two ways to qualify for these primary retirement
benefits:• You are appointed to work in a retirement-eligible position atleast 50 percent time for a year or more2 or• You complete 1,000 hours in a retirement-eligible position
within a rolling 12-month period (750 hours in certain
instances3).
MID-LEVEL BENEFITS
You are eligible for Mid-Level Benefits if:• You are appointed to work 100 percent time for at least threemonths but for less than one year or• You are appointed to work at least 50 percent time for a year
or more in a position that does not qualify you for the primary
retirement benefits noted above.

CORE BENEFITSELIGIBLE FAMILY MEMBERS
You may enroll one eligible adult family member in addition
to yourself. Your children are also eligible for enrollment as
outlined below.
ELIGIBLE ADULT
You may enroll your spouse or an eligible domestic partner. 4
No declaration form or documentation is needed to initiallyenroll your domestic partner, but you will be asked to submit
documentation after enrollment (see “Supporting
Documentation” in Benefits for Domestic Partners) to establish
ongoing eligibility for health and welfare benefits. To be eligiblefor health and welfare benefits, your domestic partnership mustmeet one of the following requirements:• Registered with the State of California or other valid
jurisdiction OR• Able to meet the requirements on page 13 for a partnershipthat has not been registered, with appropriate supporting
documentation upon request
Please note: Enrolling your domestic partner in health benefits
and successfully completing the eligibility verification process
will establish your partner as your survivor for UC Retirement
Plan benefits, subject to additional eligibility requirements.

CORE BENEFITS
You are eligible for Core Benefits if you are appointed to work atleast 43.75 percent time.
In a few specifically defined situations, UC employees may be eligible toparticipate in UC health and welfare benefits while being enrolled in a non-UC
retirement plan. Eligible employees may have been covered by entities that wereacquired by the University and/or they may have opted to remain in a previous
public retirement plan at the time of UC employment.
2
Or your appointment form shows that your ending date is for funding purposes
only and that your employment is intended to continue for more than a year.
3
If you’re a member of the Non-Senate Instructional Unit, you qualify forparticipation in the Retirement Choice Program after working 750 hours in an
eligible position within a 12-month period.
4
An adult dependent relative is not eligible for coverage in UC plans unless
enrolled prior to Dec. 31, 2003 and continuously eligible and enrolled since that
date. Also, remember: If your eligible adult dependent relative is still enrolled in
the plan, you cannot enroll your spouse or domestic partner. The eligible adult
may be enrolled only in the same plans as you. See the chart on page 10 for
more information on eligible plans.

1

5

ChapterGeneral
Title Eligibility Rules for UC Health and Welfare Benefits

General Eligibility Rules for UC Health and Welfare BenefitsChapterGeneral
Title Eligibility Rules for UC Health and Welfare Benefits

General Eligibility Rules for UC Health and Welfare Benefits

ELIGIBLE CHILD
You may enroll your eligible children up to age 26 in the sameplans as those in which you enroll. A disabled child may becovered past age 26, if the disability is verified by the carrier or aphysician. You may also enroll your legal ward up to age 18 in thesame plan(s) as those in which you enroll. The Family Member
Eligibility chart on pages 13 and 14 gives the eligibility criteria
for children, stepchildren, grandchildren, disabled children andlegal wards. You may enroll your eligible domestic partner’s childor grandchild, even if you do not enroll your partner.
In order to be eligible for UC-sponsored coverage, yourgrandchild, step-grandchild, or legal ward (see Family Member
Eligibility chart) must be claimed as a tax dependent by you or
your spouse. Your eligible domestic partner’s grandchild must
be claimed as a tax dependent by you or your domestic partner.
Also eligible are children UC is legally required by administrative
or court order to provide with group health coverage.
Overage disabled children must be claimed as a tax dependentby either you or your spouse/domestic partner. If overage
disabled children are not claimed as a dependent for income tax
purposes, the overage disabled child must be eligible for Social
Security income or Supplemental Security Income (SSI) as adisabled person or work in supported employment which may
offset the Social Security or SSI.
Your children (or legal ward) are eligible for only the plans forwhich you are eligible and in which you have enrolled (See
“Benefits Overview,” pages 10–12).
Except as provided in the following paragraph, application forcoverage beyond age 26 due to disability must be made to theplan 60 days prior to the date coverage is to end due to thechild reaching limiting age. If application is received within thistimeframe but the plan does not complete determination of thechild’s continuing eligibility by the date the child reaches theplan’s upper age limit, the child will remain covered pending theplan’s determination. The plan may periodically request proof
of continued disability, but not more than once a year after the
initial certification. Disabled children approved for continued
coverage are eligible to participate in university-sponsored
medical, dental, vision, accident, critical illness, hospital
indemnity, legal, dependent life and AD&D plans for faculty andstaff. If enrollment is transferred from one UC plan to another, a
new application for continued coverage is not required; however,the new plan may require proof of continued disability, but not
more than once a year.
If you are a newly hired employee with a disabled child over age
26 or if you acquire a disabled child over age 26 (throughmarriage, adoption or domestic partnership), you may also apply
for coverage for that child. The child’s disability must have begun
prior to the child turning age 26. Additionally, the child must have
had continuous group health coverage since age 26. The plan will
6

ask for proof of continued disability, but not more than once a
year after the initial certification.
TAX IMPLICATIONS OF ENROLLING A DOMESTIC PARTNER
In most cases, your domestic partner and your partner’s children
do not automatically qualify as your dependents under theInternal Revenue Code (IRC). That means any UC contribution
toward their medical, dental and vision coverage will beconsidered “imputed income” or taxable income for federal tax
purposes. This income is reflected in your annual W-2 statement.
If your domestic partner and partner’s children or grandchildren
are your dependents as defined by the IRC, you are not subject
to imputed income on UC contributions toward health coveragefor these family members.
In order for your payroll records to accurately reflect this tax
dependency, you’ll need to report it to UC. Indicate the tax
status of your partner and/or partner’s children on UCPath when
you enroll them in benefits.
UC’s contribution for medical, dental and vision coverage is
not considered imputed income for California state income tax
purposes if you and your domestic partner have registered yourpartnership with the state of California. Also, if your partner’schild is considered your stepchild under state law, federal
imputed income will not apply to UC’s contribution toward thechild’s coverage.
If your domestic partner is covered as your family member andthe two of you marry, be sure to update your information in
UCPath so that imputed income and state taxes no longer apply.

OTHER ELIGIBILITY RULES AND INFORMATIONNO DUPLICATE COVERAGE
UC rules do not allow duplicate coverage. This means you may not
be covered in UC-sponsored plans as an employee and as an eligible
family member of a UC employee or retiree at the same time.
If you are covered as an eligible family member and then become
eligible for UC coverage yourself, you have two options:• You can opt out of your own employee coverage and remaincovered as another employee’s or retiree’s family member or• You can enroll in your own coverage; before you enroll,though, you must make sure the UC employee or retiree
who has been covering you disenrolls you from his or her
UC‑sponsored plan.
Family members of UC employees may not be enrolled in morethan one UC employee’s plan. For example, if spouses both workfor UC, their children cannot be covered by both parents.

ELIGIBILITY VERIFICATION
When you enroll anyone in a plan as a family member, youmust provide documentation specified by the University
verifying that the individual(s) you have enrolled meet theeligibility requirements outlined above. The plan may also
require documentation verifying eligibility status. In addition,
the University and/or the plan reserve the right to periodicallyrequest documentation to verify the continued eligibility ofenrolled family members.
UnifyHR, which administers the family member eligibility
verification process, will send you a packet of materials to help
you complete the verification process. If you fail to provide therequired documentation by the deadline specified in thesematerials, your family member(s) will be disenrolled until
verification is provided (upon verification, re-enrollment isprospective, not retroactive). Individuals who are not eligible
family members will be permanently disenrolled.
You also may be responsible for any UC-paid premiums due toenrollment of ineligible individuals.

WHEN COVERAGE BEGINS
The following effective dates apply provided the appropriate
enrollment transaction (electronic or paper form) has been
completed within the applicable enrollment period.

If you are already enrolled in adult plus child(ren) or family
coverage, you may add additional children, if eligible, at any timeafter their PIE.

CONTINUING ELIGIBILITY
UC bases your ongoing eligibility for benefits on your average
hours of service5 over a 12-month, standard measurement
period (SMP). UC’s SMP for monthly-paid employees isNov. 1–Oct. 31; for bi-weekly paid employees, the SMP includes
the pay periods inclusive of those same dates (for example, in
2024, it runs from Nov. 6, 2023, until Nov. 5, 2024).
If your hours during the SMP meet the threshold to be offeredcoverage, then that coverage must be offered, and if accepted,
will be provided during the subsequent stability period,
regardless of your number of hours during the stability period(as long as you remain employed). UC’s standard stability period
for all employees is Jan. 1–Dec. 31.
If your hours during the SMP do not meet the threshold, then all
coverage ends on Dec. 31.
The required average hours of service threshold is:
Appointment Type

Average Hours Threshold

Career, Academic, Limited, Partial-Year
Career, Contract, Floater

17.5 hours per week

Per Diem, Casual/Restricted (students),
By Agreement or other flat-dollar
payments, Seasonal

30 hours per week

• If you enroll during a Period of Initial Eligibility (PIE), coveragefor you and your family members is effective the date the PIE
starts.
• If you enroll during Open Enrollment, the effective date ofcoverage is the date announced by the University. In mostcases, it is the Jan. 1 following Open Enrollment.
• If you complete a 90-day waiting period for medical coverage,such coverage is effective on the 91st consecutive calendar
day after the date the enrollment form is received.
FAMILY MEMBERS
When you have a family status change, coverage begins on thefirst day you have a new family member — such as a spouse,domestic partner, newborn or newly adopted child. However,
if you request to change to a different medical plan at the time
you add a new family member, coverage under the new plan iseffective the first of the following month for all family members.

5

Defined as all hours on pay status (including hours on call, hours on paidvacation, paid holiday, paid sick leave, paid sabbatical, paid jury duty, or any
other paid leave) as well as hours on unpaid leave protected by the federal
Family & Medical Leave Act, unpaid jury duty, and unpaid leave protected by the
Uniformed Services Employment & Reemployment Rights Act. May also include
up to 501 hours during the SMP due to “employment break periods” of at least
4 consecutive weeks (e.g., academic breaks, etc.).

7

ChapterGeneral
Title Eligibility Rules for UC Health and Welfare Benefits

If duplicate enrollment occurs, UC will cancel the plan withlater enrollment. UC and the plans reserve the right to collectreimbursement for any duplicate premium payments due to the
duplicate enrollment.

General Eligibility Rules for UC Health and Welfare Benefits

General Eligibility Rules for UC Health and Welfare Benefits

WHEN COVERAGE ENDS
The termination of coverage provisions established by the
University are summarized below.
DISENROLLMENT DUE TO LOSS OF ELIGIBLE STATUS
If you are an employee and lose eligibility, your coverage andthat of any enrolled family members ends at the end of themonth in which eligible status is lost. See pages 48-49 for rules
pertaining to Flexible Spending Accounts.
OTHER DISENROLLMENTS
If you are enrolled in a health and welfare plan that requires
premium payments, and you do not continue payment, yourcoverage will be terminated at the end of the last month forwhich you paid.
You and/or your family members may be disenrolled if you and/or a family member misuse the plan, as described in the Group
Insurance Regulations. Misuse includes, but is not limited to,actions such as falsifying enrollment or claims information;
allowing others to use the plan identification card; intentionallyenrolling, or failing to disenroll, individuals who are not/no longer
eligible family members; threats or abusive behavior toward plan
providers or representatives.
LEAVE OF ABSENCE, LAYOFF, CHANGE IN EMPLOYMENTSTATUS OR RETIREMENT
Coverage may end when you go on unpaid leave or leave UC
employment. For information about continuing your coveragein the event of an authorized leave of absence, layoff, changeof employment status or retirement, contact the person who
handles benefits for your location.
FAMILY CHANGES THAT RESULT IN LOSS OF COVERAGE
If your family member loses eligibility, you must complete theappropriate transaction to remove him or her from coverage
within 31 days of the eligibility loss event.
Divorce, legal separation, termination of domestic
partnership, annulment. Eligibility for your spouse or domestic
partner and any children for whom you are not the legal parent/
guardian ends on the last day of the month in which the event
occurs. Your legally separated spouse, former spouse or former
domestic partner and the former partner’s child or grandchild
may continue certain coverage under COBRA (Consolidated
Omnibus Budget Reconciliation Act of 1985) or they may
seek individual coverage, including through the health caremarketplace (coveredca.com). If a settlement agreement
between you and your legally separated/former spouse ordomestic partner requires you to provide coverage, you must do
so on your own.

8

An eligible child turning age 26. Unless a child is eligible tocontinue coverage because of disability, coverage ends at theend of the month in which the child reaches age 26. This rule
applies to your biological and adopted children, stepchildren,
grandchildren, step-grandchildren and your domestic partner’schildren or grandchildren. Certain coverage may be continued
under COBRA or they may seek individual coverage, including
through the health care marketplace (coveredca.com).
A legal ward turning age 18. Eligibility ends at the end of
the month in which the legal ward turns 18. Your legal ward
may continue certain coverage under COBRA or they may
seek individual coverage, including through the health caremarketplace (coveredca.com).
Death of a family member. Coverage for the family member
ends the last day of the month in which the death occurs. It
is important to contact your local Benefits Office for further
assistance in the event of an enrolled family member’s death.
CONTRACT TERMINATION
Health and welfare benefits coverage is terminated when the groupcontract between the University and the plan vendor is terminated.
Benefits will cease to be provided as specified in the contract andyou may have to pay for the cost of those benefits incurred after
the contract terminates. You may be entitled to continued benefits
under terms described in the plan evidence of coverage booklet. (Ifyou apply for an individual conversion plan, the benefits may not
be the same as you had under the original plans.)
OPPORTUNITIES FOR CONTINUATION
If you separate from UC employment, generally, yourUC-sponsored benefits will stop. If you retire from UC, see
the Group Insurance Eligibility Fact Sheet for Retirees and Eligible
Family Members (available on the UCnet website at
ucnet.universityofcalifornia.edu/forms/pdf/group-insuranceeligibility-factsheet-for-retirees.pdf) for more details.
COBRA (Consolidated Omnibus Budget Reconciliation Act
of 1985): If you or any family member(s) lose eligibility for
UC-sponsored medical, dental and/or vision coverage, you may
be able to continue group coverage through COBRA.
If you are enrolled in the Health Flexible Spending Account (FSA)
and you leave UC employment during the plan year, you may beable to continue your participation under COBRA through theend of the current plan year (Dec. 31) by making direct, after-tax
payments to your account.
If you lose eligibility, the COBRA administrator will send you a“Qualifying Event Notice,” which explains the procedure forcontinuing your participation. If your family member loses
eligibility, you must request a COBRA package through UCPath.
More information about COBRA continuation privileges isavailable online at ucal.us/COBRA or from your Benefits Office.

General Eligibility Rules for UC Health and Welfare Benefits

Conversion/Portability: Within 31 days after UC-sponsoredcoverage ends (if your participation has been continuous), you
may be able to convert your group coverage to individual
policies or continue (“port”) your group coverage. See thespecific plan sections which follow for details.

FOR MORE INFORMATION• Participation Terms and Conditions on page 51• Benefits for Domestic Partners• Your local benefits officeAlso, you may wish to contact the California Department ofManaged Health Care at dmhc.ca.gov or 888-466-2219 todetermine whether you are eligible for HIPAA Guaranteed Issue
individual plan coverage or Covered California, California’s healthinsurance marketplace, at coveredca.com or 800-300-1506 toreview options for purchasing individual plan coverage.

ELIGIBILITY FOR STATE PREMIUM ASSISTANCE
If you are eligible for health coverage from UC, but cannot afford
the premiums, some states have premium assistance programs
that can help pay for coverage from their Medicaid or Children’s
Health Insurance Program (CHIP) funds.
If you live in California, you can contact the California Medicaid(Medi-Cal) office for further information via email (HIPP@dhcs.
ca.gov) or visit their website (dhcs.ca.gov). If you live outside
California, go online to ucal.us/chipra for a list of states thatcurrently provide premium assistance. You can also contact the
U.S. Department of Health and Human Services, Centers for
Medicare & Medicaid Services at cms.hhs.gov; 877-267‑2323.

9

Premium Paid By

AnytimeWith SOH²

Automatic

90-Day Wait¹

During OE

During PIE

When You May Enroll

Core

Mid-Level

HEALTH CARE

Full

Benefits Packages

Benefits Overview

Benefits Overview

Medical³
Choice of various options depending on your address, including healthmaintenance organization (HMO), preferred provider organization (PPO) ora PPO with a health savings account. See page 19.

• •

• • •

You
and
UC

Medical — CORE
Fee-for-service plan with no employee premium and a $3,000 individual
deductible. See page 19.

• • •

• • •

UC

Dental³
Choice of two plans: Delta Dental PPO, a fee-for-service plan, or DeltaCare® USA,a dental HMO (network available in California only). Both cover preventive, basic
and prosthetic dentistry, as well as orthodontics. See page 24.

•

• •

UC

Vision³
Plan covers a variety of vision care services including eye exams, corrective lenses
and frames. See page 28.

•

• •

UC

Accident, Critical Illness and Hospital Indemnity
These plans are designed to complement medical and disability benefits, but
are not a replacement for them. Plans pay cash benefits directly to you if you
experience a covered accident, illness or hospital stay.

• • •

• •

You

DISABILITY INSURANCE
Basic Disability4
Provides basic coverage when unable to work due to pregnancy/childbirth or due toa disabling injury or illness not related to work. Pays 55% of eligible earnings for up
to six months ($800 monthly maximum), after a waiting period. See page 31.

• • •Voluntary Short-Term4 and/or Voluntary Long-Term Disability5
Provides short-term and/or long-term coverage for disabilities that are not related
to work, such as pregnancy/childbirth, injury or illness. Supplements employer-paid
Basic Disability and other sources of disability income you may receive (e.g.,Workers’ Compensation or Social Security), up to 60% of eligible earnings ($15,000
maximum monthly benefit). Enroll in Voluntary Short-Term Disability, VoluntaryLong-Term Disability or both. See page 31.

• • •Workers’ Compensation
Provides state-mandated coverage for work-related injuries.

• • •

•

•

UC

•
•

You

UC

PIE: Period of Initial Eligibility OE: Open Enrollment SOH: Statement of Health
The 90-day waiting period is available when the PIE is missed. See page 19. You
may need to pay part of your premiums on an after-tax basis.
2
If you do not enroll during the PIE, you may apply for coverage by submitting anevidence of insurability/statement of health. The carrier may or may not approveyour enrollment based on medical information in your application.
3
When you enroll in any UC-sponsored medical, dental or vision plan, you will not
be excluded from enrollment based on your health, nor will your premium or level1

10of benefits be based on any genetic information or pre-existing health conditions.
The same applies to your eligible family members.
4
Employees are not covered under California State Disability Insurance for periodof employment at UC.
5
If you have a pre-existing condition which causes you to be disabled in your firstyear of coverage, your Voluntary Long-Term Disability benefits will not be payable.
For more information, see the insurance carrier’s summary plan description andYour Guide to UC Disability Benefits.

Basic Life
Provides employees eligible for Full Benefits with life insurance equal to annual
base salary, up to $50,000. Coverage is adjusted if appointment is less than
100% time. See page 34.
Core Life
Provides employees eligible for Core or Mid-Level Benefits with $5,000 of life
insurance. See page 34.

•• •Premium Paid By

AnytimeWith SOH

Automatic

90-Day Wait

During OE

During PIE

When You May Enroll

Core

Mid-Level

Full

Benefits Packages

Benefits Overview

LIFE AND ACCIDENT INSURANCE

•

UC

•

UC

Supplemental Life
Provides employees with additional life insurance at group rates. Coverage up to
four times annual salary (to $1,000,000 maximum). See page 35.

• •

•

•

You

Basic Dependent Life (Spouse/Domestic Partner)
Provides $5,000 of coverage. See page 37.

• •

•

•

You

Basic Dependent Life (Child/ren)
Provides $5,000 for each child. See page 37.

• ••Expanded Dependent Life (Spouse/Domestic Partner)
Coverage for 50% (up to $200,000) of employee’s Supplemental Life amount.
See page 37.

• ••Expanded Dependent Life (Child/ren)Covers each child for $10,000. See page 37.

• •

•

•

You

Accidental Death & Dismemberment (AD&D)
You may enroll at any time. Provides up to $500,000 protection for employee andfamily for accidental death, loss of limb, sight, speech or hearing, or for complete
and irreversible paralysis. See page 39.

• • •

•

•

You

Business Travel Accident
Provides up to $500,000 of coverage when an employee travels on official UC
business. See page 41 for enrollment instructions.

• • •

•
•

You

You

UC

OTHER BENEFITS
Adoption AssistanceNo enrollment is required; see page 42.

• • •

•

Legal
Provides basic legal assistance for consultation/representation, domestic, consumer
and limited defensive legal services and identity theft benefits. See page 43.

• • •Pet Insurance
You may enroll at any time; see page 45.

• • •

•

You

Automobile and Homeowner
You may enroll at any time, subject to underwriting approval from the insurer.
Call 866-700-3113 for details.

• • •

•

You

Family Care Resources
Provides access to prescreened caregivers, pet sitters, tutors and other family
services. You may enroll at any time; see page 46.

• • •

•

You

UC

• •

You

11

Pretax Salary Reduction

AnytimeWith SOH

Automatic

90-Day Wait

During OE

During PIE

When You May Enroll

Core

Mid-Level

Full

TAX-SAVINGS PROGRAMS

Benefits Packages

ChapterBenefits
Title Overview

Benefits Overview

General Purpose Health Flexible Spending Account (Health FSA)
Lowers taxable income by allowing payment for up to $3,050 of eligible out-ofpocket health care expenses on a pretax basis. Can be paired with any UC medical
plan other than UC Health Savings Plan. See page 47.

• • •

• •

•

Dependent Care Flexible Spending Account (DepCare FSA)
Lowers taxable income by allowing payment for up to $5,000 (or $3,000 if considereda “highly compensated employee” by the IRS; $2,500 if married and filing a separate
income tax return) of eligible dependent care expenses on a pretax basis. See
page 48.

• • •

• •

•

Health Savings Account (HSA) — Paired with UC Health Savings Plan
You and UC contribute to the HSA, up to the limits set each year by the IRS — for2024, this limit is $4,150 for individual coverage and $8,300 for family coverage.
People age 55 and over can make an additional “catch-up” contribution of $1,000.
Can only be paired with UC Health Savings Plan. See page 47.

• •

• •

•

PIE: Period of Initial Eligibility OE: Open Enrollment SOH: Statement of Health12Legal Spouse1

Legal

AD&D

Dependent Life

Accident, Critical Illness
and Hospital Indemnity

VisionDentalMedicalMay enroll in

Eligibility

ChapterBenefits
Title Overview

ELIGIBLE FAMILY MEMBERS

Eligible• • • • • • •Eligible• • • • • • •To age 26• • • • • • •To age 26• • • • • • •To age 18• • • • • • •Domestic Partner
A domestic partnership is eligible if it is:• Registered with the state of California or• A valid union, other than a marriage, entered into in another jurisdiction and recognizedin California as substantially equivalent to a California registered domestic partnership or• Unregistered, but meets all of the following criteria:– Parties must be each other’s sole domestic partner in a long-term, committed
relationship and must intend to remain so indefinitely– Neither party may be legally married or be a partner in another domestic partnership– Parties must not be related to each other by blood to a degree that would prohibit legal
marriage in the State of California– Both parties must be at least 18 years old and capable of consenting to the relationship– Both parties must be financially interdependent– Parties must share a common residence
Biological or adopted child, stepchild, domestic partner’s child2
Grandchild, step-grandchild, domestic partner’s grandchild2• Unmarried• Living with you• Supported by you or your spouse/domestic partner (50% or more)• Claimed as a tax dependent by you or your spouse/domestic partner
Legal ward
• Unmarried• Living with you• Supported by you or your spouse/domestic partner (50% or more)• Claimed as your tax dependent• Court-ordered guardianship required1
2

A legally separated or divorced spouse is not eligible for UC-sponsored coverage.
Domestic partner must be eligible for UC-sponsored health coverage.

13

LegalAD&D

Dependent Life

Accident, Critical Illness
and Hospital Indemnity

VisionDentalMedicalMay enroll in

ELIGIBLE FAMILY MEMBERS

Eligibility

ChapterBenefits
Title Overview

Benefits Overview

Overage disabled child (except a legal ward) of employee• Unmarried• Incapable of self-support due to a mental or physical disability incurred prior to age 26• Enrolled in a UC group medical plan before age 26 and coverage is continuous; if eligible
for enrollment in a UC plan after age 26 (during your PIE, qualifying life event or Open
Enrollment, or if you newly acquire a disabled child over age 26), the child must have had
continuous coverage since age 26• Chiefly dependent upon you, your spouse or eligible domestic partner for support (50%or more)• Claimed as your, your spouse’s or your eligible domestic partner’s dependent for income
tax purposes or eligible for Social Security income or Supplemental Security Income as adisabled person. The overage disabled child may be working in supported employmentthat may offset the Social Security or Supplemental Security Income• Must be approved by the carrier before age 26 or by the carrier upon initial enrollment

14

Age 26or older• • • • • • •Chapter Title

15

Enrollment

Enrollment

To be certain you get the benefits coverage you want, you should
enroll yourself and your eligible family members when you first
become eligible.
For step-by-step instructions on how to enroll, see Your
Benefits at a Glance, which you received in your Welcome Kit.

WHEN TO ENROLL
DURING A PERIOD OF INITIAL ELIGIBILITY (PIE)
A PIE is a time during which you may enroll yourself and/or youreligible family members in UC-sponsored health and welfareplans. A PIE generally starts on the first day of eligibility — forexample, the day you are hired into a position that makes you
eligible for benefits. It ends 31 days later.
You should enroll online and complete the transaction by thelast day of the applicable PIE. Paper enrollment forms areavailable and need to be received at the location noted on theform by the last day of the applicable PIE. (If the last day falls
on a weekend or holiday, the PIE is extended to the following
work day.)
You may enroll your eligible family members during the 31-day
PIE that begins on the first day the family member meets all
eligibility requirements. If your enrollment is completed during
your PIE, coverage is effective the date the PIE began.
The PIE to enroll newly eligible family members starts the day
your family member becomes eligible:• For a spouse, on the date of marriage.

• For an adopted child, the earlier of:– the date the child is placed for adoption with you, or– the date you or your spouse/domestic partner has the legal
right to control the child’s health care.
A child is “placed for adoption” as of the date you assume andretain a legal obligation for the child’s total or partial support
in anticipation of the child’s adoption.
If the child is not enrolled during the PIE beginning on thatdate, there is an additional PIE beginning on the date theadoption becomes final.
• For a legal ward, the effective date of the legal guardianship.
Where there is more than one eligibility requirement, the PIE
begins on the date all requirements are satisfied.
During this family member PIE, some plans allow you to also
enroll yourself and/or any other eligible family member who was
not already enrolled during an earlier PIE. See the plan-specificsections at the back of this booklet. Remember that family
members are only eligible for coverage in medical, dental, vision,accident, critical illness and hospital indemnity, legal, AD&D anddependent life coverage and must be enrolled in the same plansin which you are enrolled.

OTHER ENROLLMENT OPPORTUNITIES
If you don’t enroll in benefits during your initial 31-day periodof eligibility, you may be able to enroll yourself and your family
members in some plans at other times, including:• For a domestic partner, on the date the domestic partnershipis registered or the date that you verify that the partnership
meets UC’s criteria (see page 13).

OPEN ENROLLMENT• For a newborn child, on the child’s date of birth• Transferring to a different medical or dental plan

Usually held in the fall, Open Enrollment is your annual
opportunity to make changes to your benefits, including:• Adding or disenrolling eligible family members• Enrolling in or opting out of UC-sponsored medical, dental,
vision, accident, critical illness, hospital indemnity and legalplans• Enrolling or re-enrolling in the Health and Dependent Care
Flexible Spending Accounts
Meet ALEX!
Choosing benefits doesn’t have to be complicated. ALEX is aconfidential online tool that helps you select the best benefits
for you and your family.
Tell ALEX a little about yourself and get personalized guidance
for making the most of your UC benefits.
start.myalex.com/uc

16

Changes made during Open Enrollment are effective Jan. 1 of
the following year. Not all plans are available during every Open
Enrollment.

Enrollment

WHEN YOU HAVE A FAMILY CHANGE
When you have a new family member, such as a spouse, domestic
partner, newborn or newly adopted child, you may enroll yourself,
the new family member and any other eligible family members notalready enrolled in your UC-sponsored health plans. Other plans
have different rules; see the plan-specific sections in this guidefor details.
If you are enrolled in a UC-sponsored medical plan, you may
transfer to a different plan. (This change to a new medical plan
will go into effect the first day of the following month.) You
may also enroll in or increase your Legal insurance, Accident,
Critical Illness and Hospital Indemnity insurance, Supplemental
Life insurance and Dependent Life insurance during thiseligibility period (however, restrictions apply to Dependent Life
insurance). There is no opportunity to enroll in Voluntary
Short-Term or Voluntary Long-Term Disability insurance.

coverage under CHIP or Medicaid was lost because you/they
were no longer eligible for those programs.
• You properly file an enrollment form with the University
during the 31-day PIE which starts on the day after the othercoverage ends. Note that if you lose coverage under CHIP or
Medicaid, your PIE is 60 days. You may need to provide proofof loss of coverage.
OTHER SPECIAL CIRCUMSTANCES
For medical, dental and vision coverage, you may enroll without
waiting for the University’s next open enrollment period if you
are otherwise eligible under any one of the circumstances below:

You have 31 days from the date your new family member becomes
eligible to enroll the new member or to make any permitted planchanges (for example, 31 days from the day you marry or yourchild is born). You must enroll family members in your UCPathaccount; enrollment is not automatic.

• You or your eligible family members are not currently enrolled
in UC-sponsored medical, dental or vision coverage and youor your eligible family members become eligible for premium
assistance under the Medi-Cal Health Insurance Premium
Payment (HIPP) Program or a Medicaid or CHIP premium
assistance program in another state. Your PIE is 60 days fromthe date you are determined eligible for premium assistance.
If the last day of the PIE falls on a weekend or holiday, the PIE
is extended to the following work day if you are enrolling withpaper forms.

You will be required to complete the Family Member Eligibility
Verification process after enrolling the new family member. If
you do not respond by the given deadline, your new family
member may be disenrolled from the plans.

• A court has ordered the University of California to provide
coverage for a dependent child under your UC-sponsored
medical, dental or vision plan pursuant to applicable law. The
child must meet UC eligibility requirements.

WHEN YOU LOSE OTHER COVERAGE

IF YOU ARE A NEW FACULTY MEMBER

If you decline UC-sponsored coverage because you and/or yourfamily members are covered elsewhere, and you later lose theother coverage, you may be eligible to enroll yourself and/or
your eligible family members in a UC-sponsored plan. The sameis true if you are enrolled in another employer-sponsored planand the employer stops contributing to the cost of the coverage.

Newly appointed faculty members who don’t enroll within 31 daysof their start date have a second period of eligibility that begins
on the first day of classes for the semester or quarter in which theappointment starts or the first day the faculty member arrives atthe campus, whichever comes first.

For medical, dental and vision coverage, you may enroll without
waiting for the University’s next open enrollment period if you
have met all of the following requirements:• You were covered under another health plan as an individual
or dependent, including coverage under COBRA or CalCOBRA(or similar program in another state), the Children’s Health
Insurance Program or “CHIP” (called the Healthy Families
Program in California), or Medicaid (called Medi-Cal in
California).
• Coverage under another health plan for you and/or youreligible family members ended because you/they losteligibility under the other plan or employer contributions
toward coverage under the other plan terminated, coverage
under COBRA or CalCOBRA continuation was exhausted, orAppeals
Any appeals regarding coverage denials that relate toeligibility or enrollment requirements are subject to the
University of California Group Insurance Regulations. To
obtain a copy of the Eligibility Claims Appeal Process, pleasecontact the person who handles benefits for your location orvisit UCnet.

17

Chapter Title

18

ChapterMedical
Title Plans

Medical Plans

Benefits packages: Full, Mid-Level, Core

TRANSITIONING TO MEDICARE

Who’s covered: You and your eligible family members

If you continue working at UC past age 65 and you have a UCsponsored employee medical plan, you are not required to sign
up for Medicare Parts A, B or D. Any family member covered byyour employee plan, with the exception of your domestic partnerin some cases, who becomes eligible for Medicare may also defer
signing up for Medicare.

Who pays the premium: You and UC, for most plans
Medical coverage is one of the most important benefits that
UC offers you and your eligible family members, and UC makes
medical coverage as accessible and affordable as possible.
UC offers a range of high-quality medical plans withcomprehensive coverage so you can choose the coverage thatbest meets your needs.
You should carefully evaluate your family circumstances and plan
costs before selecting medical plan coverage. If you need more
information about a specific medical plan, you’ll find telephone
numbers and links to all the plans’ websites on the inside cover ofthis guide.
In addition to the general eligibility rules beginning on page 5
and plan eligibility rules found in each plan’s evidence ofcoverage booklet, the following rules and information apply to
UC medical plans.

If you and/or any covered family members lose eligibility for
the UC-sponsored employee plan, you and/or your Medicareeligible family members should immediately enroll in Medicare or
another employer group health plan to avoid any penalties fromthe Centers for Medicare and Medicaid Services (CMS).
If you plan to retire in 2024 and take a monthly retirement
benefit, are eligible for retiree health insurance and expect toenroll in Medicare during the year, think carefully about the UC
medical plan you choose. The choice you make will affect which
Medicare plan you’re transferred into when you turn 65. See
ucal.us/medicare for more information.

WHAT THE PLANS COVER
ELIGIBILITY
The medical plans you’re eligible for are based on whether youroverall benefits package is Full, Mid-Level or Core.
If you are eligible for coverage, you must take action to enroll.
You may enroll in certain medical plans only if you meet theplan’s geographic service area criteria.
If you or a covered family member is enrolled in Medicare,
you are not eligible for the UC Health Savings Plan due to IRS
rules that do not allow Medicare members to make or receive
contributions to a Health Savings Account.
WITH A 90-DAY WAITING PERIOD
If you miss your initial enrollment period, you may enroll yourself
and/or your family members in medical coverage at any time bysubmitting an enrollment form to your Benefits Office. Your
medical coverage will become effective 90 calendar days fromthe date your form is received. Your premiums will be paid on anafter-tax basis until the following Jan. 1.

UC’s medical plans provide comprehensive coverage, including
doctor visits, hospital services, prescription drugs and behavioral
health services. Preventive care such as physical exams andimmunizations are free of charge in all plans; some restrictions,such as using in-network providers, may apply.
There are no exclusions for pre-existing conditions.
An overview of the plans UC offers is on pages 20 to 22. The
chart on page 23 provides a comparison of the plans. Only UC
Health Savings Plan is compatible with a health savings account(HSA). Other UC medical plans can be paired with UC’s HealthFlexible Spending Account (FSA). See page 47 to learn more.

COST OF COVERAGE
Your medical plan’s monthly cost depends on:• The plan you choose• Whether you choose to cover yourself only or yourself andother family members and

IF YOU MOVE OUT OF A PLAN’S SERVICE AREA

• Your annual full-time equivalent salary from UC

If you move out of a plan service area, or will be away for morethan two months, you and your eligible family members must
transfer into a different plan available in your new location. If
you later return to your original location, you will have a Period
of Initial Eligibility during which you can re-enroll in your originalplan if you choose.

Premium costs are available online at ucal.us/medicalpremiums
and in Which Medical Plan is Right for You? included in yourWelcome Kit.If you enroll in a medical plan that requires you to
pay a premium, your premium is deducted from your paycheckeach month before taxes are calculated.

19

ChapterMedical
Title Plans

Medical Plans

Please note: Premium rates for certain employee groups mayvary from those posted or printed. If you are represented by aunion, your premiums are subject to collective bargaining. To
confirm your premiums, sign in to your online benefits accountor talk to your Benefits Office.

You must live (or work, depending on the plan’s rules) in theplan’s service area to be eligible. Service areas are established
by ZIP codes; you cannot use a P.O. box to establish eligibility.
If you want to know whether your ZIP code is in a plan’s service
area, check the plan’s website or call the plan directly.

HEALTH MAINTENANCE ORGANIZATIONS (HMO)

UC’s HMOs are available only if you and your covered family
members live and work in certain counties in California.

HMOs require you to choose a primary care physician (PCP) fromtheir network of providers to coordinate your care. To see a
specialist, you must have a referral from your PCP. The HMO
covers your expenses only if your PCP has authorized the services,
unless it’s an emergency. You pay a copayment for some products
and services, and there is no annual deductible.

Health Net is the administrator of medical, behavioral healthand pharmacy benefits for UC Blue & Gold HMO. Kaiser
Permanente — CA is the administrator of medical, behavioral
health and pharmacy benefits for Kaiser HMO. The
administrator of your plan processes claims, creates a network ofhealth care providers and pharmacies and sets clinical policies
and guidelines.

UC’S HMO PLANS
UC Blue & Gold HMO

Offers a tailored network of medical groups, doctors and hospitals, and includes all of UC’s medical centersand medical groups. For more information, see healthnet.com/uc.

Kaiser HMO

Offers a closed network, meaning you must use only Kaiser doctors and hospitals. For more information, seeselect.kp.org/university-of-california.

PREFERRED PROVIDER ORGANIZATIONS (PPO)
PPOs offer a broad network of providers and allow you theflexibility to see non-network providers if you wish. You don’t
need a referral to see specialists. Usually, you must meet theplan’s deductible and then you pay coinsurance, which is apercentage of the cost of services. You pay a smaller percentage
for in-network providers.

Anthem Blue Cross is the administrator of medical andbehavioral health benefits for UC’s PPO plans, and Navitus
Health Solutions (Navitus) is the administrator of prescription
drug benefits.
Contact Accolade Health Care Advocate for all member services,
including benefits and coverage questions.
UC’s PPOs are the best option if you or your covered family
members live outside California.

UC’S PPO PLANSUC Health Savings Plan with
Health Savings AccountThis is the only UC medical plan paired with a Health Savings Account (HSA), which you can use to pay youreligible medical expenses. UC contributes to the HSA every year you are enrolled in the plan, and you can,too — federal tax-free. You pay the cost of medical services until you meet the deductible, then you pay apercentage of the cost of services, with lower costs when you use in-network providers. Your unused HSA
funds roll over each year (funds are not use-it-or-lose-it). And, any funds you or UC contributes to your HSA
are yours to keep, even if you leave UC. You can continue to contribute to your HSA as long as you areenrolled in a qualifying high deductible health plan. For more information, see uchealthplans.com andlearn.healthequity.com/uc/hsa

UC CareThis is a PPO plan with three tiers of doctors and hospitals. If you use providers in the UC Select Network,
which includes UC medical center doctors, hospitals and other facilities as well as select providers near UC
locations without a medical center, you pay copayments for services. If you use other providers in the
Anthem Preferred network, you pay 30 percent coinsurance once you’ve met the deductible. You pay ahigher deductible and a greater percent of the coinsurance if you use a provider outside the network. For
more information, see uchealthplans.com

CORE

This plan has no monthly employee premium, but has a higher deductible. You can choose any doctor, hospital,
clinic or behavioral health provider, but you pay less if you use a provider in the Anthem Blue Cross PPO
network. After you have met the plan’s annual deductible, the plan pays for part of the cost of services. If you
use non-network providers, you may need to pay for services up front and submit a claim; you receive
reimbursement if the plan covers the service. For more information, see uchealthplans.com

20ChapterMedical
Title Plans

ABOUT THE UC HEALTH SAVINGS PLAN (HSP) WITHHEALTH SAVINGS ACCOUNT (HSA)The Health Savings Account (HSA), which is part of the UC
Health Savings Plan (HSP), lets you pay for your out-of-pocket
health care expenses with pretax contributions from you andfederal tax-free contributions from UC.
With the HSA, administered by HealthEquity, you can use thefunds at any time for qualified medical expenses or save them for
future health care needs. Your HSA account balance rolls overannually; you keep the balance in the account, even if you don’t
use it or leave UC. You can use your HSA funds for qualifying
medical expenses without paying any federal taxes — whether you
pay with your HSA debit card or you pay out-of-pocket and file aclaim directly with HealthEquity to get reimbursed. You earninterest on your account, and can invest any funds in excess of$1,000 — the same way you invest funds in retirement savings
accounts, except interest accrues federal tax-free. Contributions
and earnings are subject to California income tax.
For 2023, the IRS allows HSA contributions up to $3,850 for
single/individual coverage and up to $7,750 for family coverage(if you are covering at least one family member), inclusive of UC
contributions. UC contributes up to $500 for individual coverage
and up to $1,000 for all other coverage levels, depending on theeffective date of your HSP coverage. You can also contribute withpretax payroll deductions, subject to payroll deadlines. You areresponsible for making sure the combined HSA contributions arewithin the IRS limits. Individuals age 55 and older can make an
additional “catch-up” contribution of $1,000. You can make theadditional contribution through your UCPath account. If you
enroll in the UC Health Savings Plan anytime after January,
UC’s contribution to your HSA will be prorated for thecalendar year. The proration schedule is available online(ucnet.universityofcalifornia.edu/compensation-and-benefits/
health-plans/medical/hsa-proration-schedule.html).
Because of IRS rules, you must enroll in the UC Health Savings
Plan and have a valid Social Security number and U.S. address tobe eligible for and establish your HSA. In addition, you and yourcovered family members cannot enroll in UC’s or in any
general-purpose Health Flexible Spending Account.
If you or your dependent(s) are enrolled in Medicare, covered under
TRICARE, or receiving Social Security Disability Insurance (SSDI),
you cannot enroll in this plan, according to the IRS. Due to the UC
contribution to your HSA, if you cover a family member and thefamily member is enrolled in Medicare, you cannot enroll in thisplan unless you disenroll your Medicare-enrolled family member
from your coverage. Remember that the entire UC contribution isdeposited automatically at the beginning of the year and is basedon your coverage level (individual or family).
Here are a few things to keep in mind if you become an HSP
member. As an HSA owner, you must decide:• Whether you are eligible to make contributions to an HSA• The amount of the eligible contribution to the HSA for any
calendar year
• The withdrawal of any excess contributions• How funds in your HSA will be spent
You cannot delegate these responsibilities to the University
or to HealthEquity. As the HSA owner, you are responsible forreporting all contributions and distributions to the IRS on yourForm 1040.

BEHAVIORAL HEALTH AND SUBSTANCE ABUSE BENEFITS
Kaiser members have access to Kaiser’s integrated behavioral
health services as well as Optum Behavioral Health in-network
services. Kaiser and Optum do not coordinate care or costs of
behavioral health services. Each plan has specific requirements.
Kaiser members should understand plan and authorization
guidelines when they consider their options for behavioral
health services.
UC Blue & Gold HMO members have behavioral health andsubstance abuse coverage provided by Managed Health
Network (MHN, a Health Net company).
The first three in-network outpatient mental health office visits
are covered at no cost to you for UC Blue & Gold and Kaiser
members.
Behavioral health and substance abuse coverage is provided by
Anthem Blue Cross for employees and retirees enrolled in:• CORE• UC Care• UC Health Savings Plan (HSP)
The first three in-network mental health office visits are covered at
no cost to you for UC Care.
If you enroll in CORE, UC Health Savings Plan or UC Care, youhave access to both in-network and out-of-network behavioral
health services. All other plans have in-network benefits only.

UC LIVING WELL PROGRAM
UC is committed to the well-being of employees and theirfamily members and supports healthy living through thesystemwide UC Living Well program.
UC Living Well offers faculty, staff and retirees access to programs,
activities and resources that support healthy lifestyles.

21

ChapterMedical
Title Plans

Medical Plans

UC Living Well includes:• Campus and health system wellness activities• Programs and support from UC’s benefits providers• Preventive exams and screenings through UC’s health plans• Disease management programs offered by UC’s medical plans
to help manage chronic conditions such as diabetes and heartdiseaseParticipation in on-site campus and health system wellness
programs varies by location; contact your location’s wellness
coordinator for details.
For more information, visit the UC Living Well website(uclivingwell.ucop.edu).

You may be able to convert your coverage to an individual policy
if you apply within 31 days of the date your UC-sponsoredcoverage or COBRA continuation coverage ends. Conversion
options are generally more expensive and may provide fewer
benefits than UC-sponsored plans. See your medical plan
booklet or call your plan for more information. You may alsoseek individual coverage, including through the health caremarketplace (coveredca.com).

FOR MORE INFORMATION
Evidence of Coverage booklets for all of UC’s medical plans areavailable online at ucal.us/EOCs or from the carriers (see frontof booklet for contact information).
If you have other questions about your medical benefits, including
services, benefits, billing and claims, call the medical plan directly.

GENERAL INFORMATIONCHOOSING A PRIMARY CARE PHYSICIAN (PCP)
UC’s HMO plans require you to select a primary care physician(PCP). You may choose a different PCP for each family member orthe same PCP for the entire family. You may choose a pediatrician
as the PCP for your child(ren). If you use your work address toqualify for a plan, you must pick PCPs in the service area of yourwork address.
If you or your eligible family members do not select a PCP, your
medical plan will assign one to you. You may change your PCP at
any time by calling the plan directly.

TIPS:
If you want access to UC medical centers and doctors:• UC Health Savings Plan
• UC Blue & Gold HMO (if you are within service area)• UC Care• CORE
If you want lower monthly premiums:

If you want to receive care from a particular doctor, you should
call the plan or check the plan’s online doctor directory to confirm
that the doctor is in their network and accepting new patients.

• CORE• Kaiser HMO• UC Blue & Gold HMO

ID CARDS

If you want more flexibility in choosing doctors:

Once you enroll, the medical plan will send identification cards foryou and your enrolled family members. Although you’re covered
as soon as you enroll, it may take 30 to 60 days for the plan tohave a record of your membership and send your ID card(s). If you
need immediate services before you receive your card, first checkwith your plan to see if it has a record of your enrollment; if not,contact UCPath. You may also be able to download and print a
temporary card from your carrier’s website.
WHEN COVERAGE ENDS
Please note that if you lose eligibility for medical coverage while you
are hospitalized or undergoing treatment for a medical condition
covered by your medical plan, benefits will cease and you may haveto pay for the cost of those services yourself. If you or a family
member loses eligibility for medical coverage, you can, however,continue coverage under COBRA (Consolidated Omnibus Budget
Reconciliation Act of 1985) for a period of time. If you are laid off,you may transfer to UC’s lowest cost medical plan through COBRA.
22• UC Health Savings Plan with HSA• UC Care• CORE
If you want predictable costs:• UC Blue & Gold HMO• Kaiser HMO
If you reside or have a child in college outside California:• UC Health Savings Plan
• UC Care• CORE
If you want one doctor to manage all your care:• UC Blue & Gold HMO• Kaiser HMO

ChapterMedical
Title Plans

UC MEDICAL PLANSYour Costs for Services

Your Cost for
Prescription Drugs:
Generic/Brand/
Non-formulary

CORE
You may use any doctor, but you’ll
pay less if you use a network
provider.

$$$+

20%

UC Blue & Gold HMO
Must use custom networkof providers, except inemergencies

No deductible; you pay a
copay for office visits andhospital stays; most otherservices have no charge.

• Want to pay no monthly premium• Want protection for catastrophic care

Except for certain
preventive services, you
pay the full cost until you
reach the $3,000 individual
deductible. Then you pay
20%.
$

Best Fit for People Who:

• Are willing to risk incurring high out-of-pocket costs• Want direct access to many providers without needfor referrals (includes UC Health providers)

Retail (30-day supply)$5/$25/$40• Want low, predictable out-of-pocket costs at timeof service

Mail order (up to 90 days)$10/$50/$80• Are comfortable with HMO model: primarycare physician manages care; no out-of-network
coverage• Are content with the selection of community
providers (includes UC Health providers)

Kaiser HMO
Must use network providers,
except in emergencies$

UC CareMay use most doctors without
referral from a primary care
physician; you pay copayment for
UC Select Network providers;in-network providers cost lessthan out-of-network providers.

$/$$/$$$UC Health Savings Plan
May use most doctors without
referral from primary care
physician; in-network providers
cost less. Health Savings
Account (HSA) covers part ofannual deductible before PPO
coinsurance applies.

No deductible; you pay a
copay for office visits andhospital stays; most otherservices have no charge.

UC Select Network
providers: no deductible,and copay for office visits
and hospital stays; Anthem
Preferred providers:calendar year deductible
and then 30% coinsurance;out-of-network: calendar
year deductible and then
50% coinsurance.
$$
You have higher out-ofpocket costs until the
deductible is met; you pay
coinsurance thereafter.
You may make pretax
contributions to the Health
Savings Account to help
pay your out-of-pocket
costs.

Retail (30-day supply)$5/$25/NA• Want low, predictable out-of-pocket costs at timeof service

Mail order (31–100 days)$10/$50/NA• Appreciate the integrated care provided within the
Kaiser network

Retail (30-day supply)$5/ $25/ $40• Want direct access to many providers without areferral (includes UC Health providers)

Mail order (up to 90 days)$10/$50/$80• Want no deductible and fixed copay for using
providers in the UC Select network• Want coverage when you are traveling or living
abroad• You and/or your family members live outside
California

Full cost up to deductible;
then 20% at in-network
pharmacies; 40% at
non‑network pharmacies• Want broad access to providers• Are able to risk incurring greater out-of-pocket
costs• Want tax-free savings for current and future healthcare costs• Want direct access to many providers without needfor referrals (includes UC Health providers)$ Lowest costs in relation to all plans $$ Mid-range of costs in relation to all plans $$$ Highest costs in relation to all plans

23

ChapterDental
Title Plans

Dental Plans

Benefits packages: Full
Who’s covered: You and your eligible family members
Who pays the premium: UC
Proper dental care plays an important role in your overall health.
That’s why UC provides dental coverage for you and your family,
including routine preventive care and fillings, oral surgery,dentures, bridges and braces. You have a choice of two plans, a
PPO and an HMO.
The following rules and information about UC’s dental plans arein addition to the general eligibility rules beginning on page 5.

ELIGIBILITY
You are eligible to enroll in dental coverage only if you have Full
Benefits.
If you are eligible for dental benefits, you must take action toenroll.
You may enroll in DeltaCare® USA only if you meet the plan’sgeographic service area criteria.
IF YOU MOVE OUT OF A PLAN’S SERVICE AREA
If you move out of a DeltaCare® USA plan service area, you andyour eligible family members must transfer into a different plan
available in your new location. If you later return to your original
location, you will have a Period of Initial Eligibility to re-enroll in
the DeltaCare® USA plan if you choose.

UC’S DENTAL PLANS
DELTA DENTAL PPO
The Delta Dental PPO plan, available worldwide, provides you andyour family with the flexibility to choose any licensed dentist or
specialist. Your share of the cost of services depends on whether
you use a dentist in Delta Dental’s PPO network or an out-ofnetwork dentist.
If you choose a PPO dentist from Delta Dental’s network, youwill usually pay less for services, so it makes sense to use a PPO
dentist. In-network PPO dentists agree to accept a reduced fee
for services, and the dentist will complete and submit all claim
forms for you at no charge. Preventive dentistry (exams andcleanings) is free of charge. After a small deductible, basic
dentistry (such as fillings and extractions) is covered at 80
percent, and most other dental care is covered at 50 percent,
up to $1,700 per year.

24

Delta has more than 43,000 PPO dentists in California and270,000 nationwide. To see a list of Delta Dental PPO dentists,
visit the Delta Dental website: www1.deltadentalins.com/
group-sites/uc.html.
Delta’s Premier dentists are not in the PPO network but haveagreed to accept a reduced fee for services and also will complete
and submit claim forms for you. Delta Dental covers 75 percent
of basic dentistry costs if you use a Premier dentist, up to $1,500
per year.
If you go to a dentist not affiliated with Delta Dental, the plan will
cover 75 percent of allowed basic dentistry costs, up to $1,500
per year. However, you may have to pay the dentist’s total fee andthen submit your claim form to Delta Dental for reimbursement.
Non-Delta Dental dentists have not agreed to Delta Dental’s
allowed costs and are free to bill you for any difference between
what Delta Dental pays and the submitted fee.
DELTACARE® USA
DeltaCare® USA is a dental HMO that provides you and yourfamily with comprehensive benefits and easy referrals to
specialists. You must live in California to enroll.
Preventive services are provided at no cost. Other services areprovided for modest copayments with no deductibles or annual
plan maximum.
When you enroll, you select a network dentist to provide all
your basic dental services and to refer you to specialists whennecessary. The DeltaCare® USA network consists of privatepractice dental facilities that have been screened by Delta
Dental for quality. Some areas of California have more network
providers than others, so be sure there are dentists available inyour area before choosing this plan. You are required to obtaincovered services through your assigned network dentist, except
for emergency services or those preauthorized in writing by
Delta Dental.
You may change your dentist at any time by calling the Delta
Care Customer Service number to request the change. Visit
the DeltaCare® USA website (www1.deltadentalins.com/
group-sites/uc.html) for a list of participating dentists.

BENEFITS AND SERVICES
For a comparison of benefits and services, see the chart on
pages 25 to 27.
If you need major dental work, such as a crown, dentures or oral
surgery, you and/or your dentist should contact your plan to filea pre-determination before you begin treatment to confirm thatthe procedure is covered and to determine your portion of thecost for services.

ChapterDental
Title Plans

COST OF COVERAGE

FOR MORE INFORMATION

UC pays 100 percent of your monthly dental plan premium. UC’scontribution toward the monthly cost is determined by UC andmay change or stop altogether. You pay a certain percentage or
copayment for some services.

Evidence of Coverage booklets are available online atucal.us/EOCs.
If you have other questions about your dental benefits including
services, benefits, billing and claims, call the plan directly.
Delta Dental PPO
800-777-5854, www1.deltadentalins.com/group-sites/uc.html

WHEN COVERAGE ENDSOPPORTUNITIES FOR CONTINUATION
If you or a family member loses eligibility for dental coverage,
you can continue coverage under COBRA for a period of time.
There is no conversion option for dental coverage.

DeltaCare® USA
800-422-4234, www1.deltadentalins.com/group-sites/uc.html

DENTAL SERVICES

Delta Dental PPO Plan

DeltaCare® USA HMO Plan

Service Area

Worldwide1

California only

Preventive Dentistry

No deductible

Copayments apply as noted

Cleaning of teeth — prophylaxis cleanings

You are covered at 100% (up to 2 times in acalendar year; additional cleanings by report)

100% up to 2 times in any 12-month period;
additional cleanings when necessary: $45
copayment for adults, $35 copayment forchildren

Oral examinations

100% (limited to 2 per calendar year — routine,
non-routine or a combination of both; additionalroutine exam is covered for members withidentified risk factors)

100%

Emergency office visit for pain relief

100%

100%

Topical fluoride treatment

100% (includes cleaning; up to 2 times in acalendar year)

100% (up to 2 times in any 12-month period
through age 18)

Space maintainers

100% (through age 12)

100%

X-rays (full mouth, bitewings, other films)

100% (full mouth x-rays limited to 1 set in 5
years unless necessary)

100% (full mouth x-rays limited to 1 set in any
12-month period)

Pit and fissure sealants (under age 16 only)

100% PPO/75% Premier for first permanentmolars through age 9 and second permanentmolars through age 15

100% for first permanent molars through age 9
and second permanent molars through age 15

1

Nationwide — Delta Dental PPO, Delta Dental Premier and non-Delta
dentists (licensed); Worldwide — Coverage available only from non-Delta
dentists (licensed).

25

DENTAL SERVICES

Delta Dental PPO Plan

DeltaCare® USA HMO Plan

Basic Dentistry

Deductible applies.

Copayments apply as noted.

Fillings

80% PPO/75% Premier

100% for standard benefit

Anesthesia1

80% PPO/75% Premier (generalanesthesia for covered oral surgery)

Local — 100%. General and intravenous
sedation — 100%; limited to medically necessary
extractions

Prosthetic appliance repair

80% PPO/75% Premier

100%

Extractions

80% PPO/75% Premier

100% if uncomplicated (not covered if done only
for orthodontics)

Oral surgery

80% PPO/75% Premier$15 copayment for impactions; other covered
services at 100%

Endodontics

80% PPO/75% Premier$20–$60 copayment for each canal; other covered
services at 100%

Periodontics

80% PPO/75% Premier

Denture Relining and Rebase

80% PPO/75% Premier

Major Dentistry

Deductible applies.

Crowns

50%

Inlays/onlays

50%

TMJ Disorder Benefits
Temporomandibular joint (TMJ)
dysfunction: occlusal devices/occlusal
guards (night guards)

50% up to $500 for all benefits in a
lifetime (not applied to calendar year
maximum). Deductible applies.

100%

Prosthetic Dentistry

Deductible applies.

Copayments apply as noted.

Standard, full or partial dentures

50%

Upper — $65 copayment per denture

After an annual deductible of $50 per person2

ChapterDental
Title Plans

Dental Plans$100 copayment per quadrant for surgery(mucogingival and osseous gingival);$150 copayment for soft tissue graft procedures;periodontal maintenance: 100% for 1 in each
6-month period; additional maintenance whennecessary: $55 copayment
Relining — 100% (limited to 1 in any 12-month
period). Rebase — $20 copay
Copayments applied as noted.
$50 per unit copayment ($150 extra charge for
precious metals)
100% for standard benefit

Lower — $65 copayment per denture (extra charge
for precious metals)
Removable partial denture with flexible base —$115
Bridges

50%$50 per unit copayment (extra charge for precious
metals)

Implants50%

Not covered

Total Benefit(Total benefit for preventive, basic and major
dentistry, and prosthetic dentistry)$1,700 if a Delta Dental PPO dentist isused; otherwise $1,500 per person per
calendar year

No maximum

26

ChapterDental
Title

DENTAL SERVICES

Delta Dental PPO Plan

DeltaCare® USA HMO Plan

Orthodontics

No deductible

Copayments apply as noted below

Who is eligible for service

All covered family members

All covered family members

Benefit

50% copayment; maximum of $1,500 foreach eligible patient under age 26 and $500
for each eligible patient age 26 and older$1,000 copayment (plan covers 36 months ofusual and customary treatment — a monthly
office visit fee of $75 applies after the 36
months)Work in progress when you join

Only services that you receive on or after youreffective date of coverage are covered.

Only services received from a DeltaCare®
USA provider on or after your effective dateof coverage are covered3.

Predetermination of benefits

If services are expected to be $400 or more,
your dentist files a treatment plan first; Delta
reviews it and notifies you and your dentist of
the benefits payable.

Before any work is done, ask your DeltaCare®
USA dentist what the charges will be. If
you have any questions about what will becovered, call DeltaCare® USA.

Alternate treatment provision

If more than one professionally acceptable
and appropriate treatment can be used, Delta
benefits will be based on the least expensive
method.

If you select a treatment plan different fromthat customarily provided by DeltaCare® USA,you will pay the applicable copayment, plus
the additional cost of the alternate treatment.

Replacement of crowns, dentures, partial
dentures and bridges

Not covered if crown or prosthetic appliance isfewer than 7 years old

Not covered if crown or prosthetic appliance isless than 3 years old

Out-of-area emergencies

Coverage applies worldwide.

Plan pays up to $100 in 12-month period forpain relief when you are more than 25 miles
from your dentist’s office.

Teeth bleaching

Not covered$125 copayment per arch. External bleachingis limited to one bleaching tray per arch per
36-month period; bleaching gel for two weeks
of patient self treatment.

Tobacco counseling for prevention of oral disease

Not covered

100%

Special Provisions, Limitations, Exclusions

NOTE: Other limitations and exclusions may apply. See the Delta Dental or DeltaCare® USA booklet.

Disabled members may receive anesthesia for any covered dental service
if needed to receive treatment. Preauthorization is required.
2
Combined for basic and major dentistry, TMJ disorder benefits andprosthetic dentistry.
3
Exception: DeltaCare® USA may cover orthondontia treatment in progressfor new enrollees/family members if treatment meets specific DeltaCare®
USA criteria.

127ChapterVision
Title Plan

Vision Plan

Benefits package: Full
Who’s covered: You and your eligible family members
Who pays the premium: UC
UC provides the Vision Service Plan (VSP) to enable you and yourfamily to get the vision care you need. VSP is a preferred-provider
organization with more than 5,000 providers in California
and 33,000 nationwide in the Advantage network. The vision
plan has no exclusions for pre-existing conditions.

ELIGIBILITY
See the general eligibility rules beginning on page 5.

WHAT THE PLAN COVERS• One vision examination per calendar year — including testing
and analysis of eye health and any necessary prescriptions forlenses or contact lenses. You pay a $10 copay.
• One set of corrective lenses per calendar year — including
single vision, bifocal, trifocal, standard progressive or othercomplex glass or plastic lenses. Photo-chromatic lenses,
tints and polycarbonate lenses are fully covered if you use aprovider in the VSP network. You pay a $25 copay.
• One set of frames every other calendar year up to $160.
• Contact lens maximum benefit of $160; contact lens exam
is covered separately with a copay of up to $60. If you
choose elective contact lenses, you cannot also have frames
and corrective lenses covered in the same calendar year.
If contact lenses are medically necessary and you use a
VSP provider, the cost is fully covered. Generally, contacts
are covered for those who have had cataract surgery,have extreme acuity problems that cannot be correctedwith glasses or have some conditions of anisometropia or
keratoconus.
• You may also purchase annual supplies of select contact lenses
at a reduced cost. Talk to your VSP provider or see the VSP
website (vsp.com) for additional details.
• Discounts on laser corrective vision surgery through VSPcontracted laser centers. Call VSP for more information.
• Covered-in-full retinal screening for members with diabetes
who do not have diabetic eye disease. Additional exams
and services that track and monitor diabetic eye diseaseprogression, diagnose and monitor glaucoma and cataracts,
treatment for dry eye, pink eye, and foreign body removal.
You pay a $20 copay. Contact a VSP doctor for more
information.

28

If you use a VSP network doctor or provider, you pay only therequired copays for covered services and the cost of any services
or materials beyond the allowance. Additional discounts areavailable for services the plan doesn’t cover, including:• 20 percent discount on additional pairs of glasses, including
sunglasses, if purchased from the VSP doctor who provides
the member’s eye exam on the same day as the exam.
• 20 percent discount for additional pairs of prescription glasses
purchased within 12 months following the last covered eye
exam, if purchased from the VSP doctor who provided the exam.
• 15 percent discount for contact lens professional services; forexample, fittings or adjustments.

WHEN COVERAGE BEGINS
Please see “When Coverage Begins” on page 7 of the Eligibility
section.

COST OF COVERAGE
UC pays the full cost of the monthly vision plan premium. UC’scontribution toward the monthly cost of coverage is determined
by UC and may change or stop altogether.
You pay copays — $10 for a vision exam and, if you need glasses,$25 for materials. You also pay for additional care, services or
products that VSP does not cover.

WHEN COVERAGE ENDSOPPORTUNITIES FOR CONTINUATION
If you or a family member loses eligibility for vision coverage,
you can continue coverage under COBRA. There is no option forconversion to an individual plan for vision coverage.

FOR MORE INFORMATIONVSP website: vsp.com
VSP phone: 866-240-8344
VSP Evidence of Coverage Booklet, available online atucal.us/EOCs.

ChapterAccident,
Title
Critical Illness and Hospital Indemnity Plans

Accident, Critical Illness and Hospital Indemnity Plans

Benefits package: Full, Mid-Level, Core

COST OF COVERAGE

Who’s covered: You and your eligible family members,
depending on the coverage you selectYour cost depends on the plan(s) and level of coverage
you choose.

Who pays the premium: You
UC offers three supplemental insurance options — Accident,
Critical Illness and Hospital Indemnity plans that pay cash
benefits if you experience a covered accident, illness or hospital
stay.
These plans are not a substitute for medical or disability
coverage, but they can complement your coverage with extra
protection against the unexpected. Depending on the coverage
you select, you’ll receive a pre-determined cash payment if
you experience a covered incident — regardless of your actual
medical costs or lost income. The payment is yours to use
however you choose.

WHEN TO ENROLL
You may enroll for coverage during your PIE, following
a qualifying event, or during Open Enrollment. You candiscontinue your enrollment in Accident, Critical Illness andHospital Indemnity plans at any time.

WHEN COVERAGE ENDS
If you leave UC employment, you may continue your coveragethrough direct payment to Prudential (referred to as “porting”)
if you apply within 31 days of the date your UC-sponsoredcoverage ends.

EXCLUSIONS
See the Certificate of Insurance booklets for complete
information.

FOR MORE INFORMATION
Certificate of Insurance booklets are available online at
ucplus.com.
If you have other questions, call 888-212-7201 or visit
ucplus.com.

WHAT THE PLANS COVER
ACCIDENT INSURANCE
Pays cash benefits if you receive services related to an accident,such as ER and urgent care visits, ambulance rides, X-rays,
surgery, physical therapy and more.
CRITICAL ILLNESS INSURANCE
The plan provides a lump-sum payment if you are diagnosed
with certain critical illnesses, such as cancer, heart attack, stroke
and more. Rates are age-based and may differ for you and your
spouse or domestic partner. Coverage for eligible children is
free when you enroll. You select a coverage level of $10,000 or$30,000.
HOSPITAL INDEMNITY
Pays a pre-determined dollar amount if you’re admitted to thehospital due to an accident or illness, or for maternity care,and continues to pay a cash benefit for every day you’re in thehospital, up to 30 days.

29

Chapter Title

30

ChapterBasic
Titleand Voluntary Disability

Basic and Voluntary Disability

Benefits package: Full, Mid-Level or Core

WHEN COVERAGE BEGINS

Who’s covered: You

You must be actively at work in order for new or increased
coverage to be effective.

Who pays the premium: You and UC
Time away from work for a pregnancy, illness or unexpectedinjury could mean months without a paycheck. While UC’s basic
employer-paid disability insurance offers some protection — abenefit capped at $800 per month for six months — it probably
won’t be enough to cover your expenses. UC’s Voluntary
Disability Insurance replaces much more of your income —60 percent of your eligible pay up to a benefit of $15,000 per
month — for increased financial security when you need it most.
UC’s disability benefits, along with state-mandated Workers’
Compensation and Social Security disability benefits, create
a comprehensive safety net, whether for a few months or a
lifetime. UC’s disability benefits also provide coverage for female
employees during pregnancy disability and the first few weeks
after childbirth.
UC does not participate in the California State Disability
Insurance (CA SDI) program, although employees who haveworked for UC for fewer than 18 months may have someresidual CA SDI benefits based on their prior employment.
If you are eligible for Full, Mid-Level or Core Benefits, you areautomatically enrolled in Basic Disability at no cost to you. If you
choose to enroll in Voluntary Short-Term Disability (VSTD) and/or Voluntary Long-Term Disability (VLTD), you pay the premium.

WHEN TO ENROLL
You are automatically enrolled in Basic Disability, if eligible, on
your first day of work.
For Voluntary Disability Insurance, you need to take action toenroll. To obtain coverage without submitting a statement ofhealth, enroll during your PIE when you are first eligible. As a
new employee, you may want to consider enrolling in both VSTD
and VLTD for the most comprehensive coverage for all types of
disabilities. You can discontinue your enrollment in VSTD and/or
VLTD at any time.
ENROLLMENT WITH STATEMENT OF HEALTH
If you do not enroll in VSTD and/or VLTD when you are first
hired, you must submit an application, along with evidence of
insurability, and be approved by the insurance company in orderto enroll.
Previous or existing medical conditions may prevent approval if
you try to enroll or add coverage outside of your initial period of
eligibility. You cannot enroll in VSTD or VLTD during UC’s annual
Open Enrollment or due to family changes.

WHAT THE PLANS COVER
BASIC DISABILITY
UC provides the Basic Disability plan at no cost to you.
Basic Disability insurance provides coverage if you are unable
to work due to a pregnancy/childbirth or non-work-related
disabling injury or illness. It pays 55 percent of your eligible
earnings, up to a maximum benefit payment of $800 per month.
The six-month benefit period includes a 14-day waiting period
before you begin receiving benefits, and you must use up to
22 days of sick leave, if available. While you’re receiving Basic
Disability income, UC continues to pay its portion of your
medical premiums. Your Basic Disability income is generally
taxable.
VOLUNTARY DISABILITY
Voluntary Short-Term Disability (VSTD) and Voluntary LongTerm Disability (VLTD) plans work in conjunction with Basic
Disability and other sources of disability income (for example,
Social Security) you may receive as a result of your pregnancy/
childbirth or disabling injury or illness.
VSTD offers more comprehensive coverage than Basic
Disability — 60 percent of your eligible earnings, with a maximum
benefit of $15,000 per month. The six-month benefit period
includes a 14-day waiting period before you begin receiving
benefits, and you must use up to 22 days of sick leave, if available.
This plan is a good option to cover short-term needs such as
pregnancy, most illnesses, minor surgeries, etc.
VLTD benefits don’t start until six months after your date ofdisability or when VSTD benefits end, whichever is later. The
plan pays 60 percent of your eligible earnings, with a maximum
benefit payment of $15,000 per month, and benefits can last
until your Social Security normal retirement age, if you qualify.
This plan doesn’t pay for the first six months of disability, butoffers long-term benefits in cases of catastrophic injury orillness, or permanently disabling conditions.
You pay the entire premium for VSTD and VLTD. The cost varies
depending on your age, salary and your UC Retirement Planeligibility. You may choose to purchase VSTD, VLTD or both.
Voluntary Disability income is generally not taxable, since you
pay the premiums with after-tax dollars.

31

ChapterBasic
Titleand Voluntary Disability

Basic and Voluntary Disability

OTHER SOURCES OF DISABILITY BENEFITS
UC employees may be eligible for other disability benefits,
including:• Workers’ Compensation, which covers work-related injuries
and illnesses• UC Retirement Plan Disability Income, which is available to
UCRP members with five or more years of service credit in
the event of a permanent or long-term disability (12 months
or longer)• Social Security disability benefits• California State Disability Insurance (only if you worked
outside of UC and paid into the system within the past
18 months)
The Basic and VSTD plans do not pay benefits for work-related
injuries or illnesses that cause disabilities. Instead, Workers’
Compensation provides benefits. The VLTD plan pays benefits
for work-related disabilities only in coordination with Workers’
Compensation.
For Workers’ Compensation claims, UC contracts with a third
party administrator to manage its claims. More information isavailable in the Business and Finance Bulletin BUS 81 —Insurance Programs, available on UCPath or from your local
Workers’ Compensation Manager. A directory of UC Workers’
Compensation Managers is available online at ucop.edu/
risk-services/staff-contacts/workers-compensation-managers.
Any disability income you are eligible to receive from theseother sources of disability benefits will be deducted from yourdisability benefits payable under UC’s disability plans. If theother sources of income you receive exceed 60 percent of youreligible income, VLTD will pay a minimum of $100 per month.

HOW THE PLANS WORK
In order to receive disability benefits, you must be under adoctor’s direct, continuous care. For more information about
how to apply for benefits, see Your Guide to UC Disability Benefits
on UCnet (available with related publications at ucal.us/
disabilitypubs) or contact your Benefits Office.
No one type of coverage is right for everyone. It is importantthat you carefully consider your circumstances and how yourselection will affect major events in your life. For example:• Are you considering becoming pregnant? If you think you
may become pregnant, it’s wise to sign up for VSTD. For mostpregnancies, the disability period begins two weeks before
birth and ends six weeks after birth (eight weeks after birth
for a Caesarian section), so a plan such as VLTD, which only
covers disabilities lasting more than six months, wouldn’t pay
32

a benefit. Don’t wait until you’re pregnant to enroll. You’ll be
required to submit a statement of health, and your enrollment
application will not be approved if you’re already pregnant.
• Do you have a lot of non-negotiable monthly expenses?
You may not want to risk a long period without income if you
would have difficulty covering your mortgage payment or rent,
for instance. Enrolling in both VSTD and VLTD provides you
with the most protection for all types of disabilities.
• How much sick leave have you accrued? If you have beenwith UC for a long time and have a lot of accrued sick leavethat you could use during the first six months of a disability,
you might only need VLTD. If you don’t have much, you might
consider VSTD.
• How’s your savings cushion? If you have substantial savings
that could tide you over the first six months of a disability,
you might choose VLTD only. If not, you should consider both
VSTD and VLTD for the most protection.

IMPORTANT CONSIDERATIONS FOR FACULTY
UC faculty members and other academic appointees who do notaccrue sick leave may be eligible to request a paid medical leave
for personal illness, injury or disability from their department
or their location’s Academic Personnel Office. The amount ofsalary replacement and leave time available under the faculty
policies may be equal to or greater than those provided in the
Voluntary Short-Term Disability plan. See the Disability Benefits
for Faculty fact sheet available online at ucal.us/disabilityfaculty
for additional information. Contact your local Benefits Office or
Academic Personnel Office with questions.

IMPORTANT CONSIDERATIONS AND
LIMITATIONS TO COVERAGE• Definition of disability: The definition of disability changes
with the type of coverage you receive:– Basic and Voluntary Short-Term Disability — To receive
benefits, you must be disabled from your job at UC, basedon the demands and duties of your position.
– Voluntary Long-Term Disability — For the first 24 monthsof VLTD benefits, in order to receive benefits, you must be
disabled from your own occupation, based on the demands
and duties that employers (throughout the national
economy) ordinarily require for that occupation. Fromthe 25th month onward, you must be disabled from any
occupation (throughout the national economy) for which
you are reasonably suited.
(Note that UCRP defines disability differently; for details,
please see Your Guide to UC Disability Benefits.)

WHEN COVERAGE ENDS
Your coverage stops on your last day actively at work. You may
not continue these plans through COBRA or convert them toindividual plans.

However, your VLTD benefits will not be payable if:– Your disability leave is related to a condition you werediagnosed with, or had treatment for, in the 90 days prior toyour initial enrollment in VLTD and

FOR MORE INFORMATION
The following publications are available online atucal.us/disabilitypubs:– Your disability leave begins within one year of your initialenrollment into VLTD

• Your Guide to UC Disability Benefits

You will, however, be eligible for VLTD benefits for conditions
that were not pre-existing.

• Pregnancy, Newborn Child and Adopted Child Fact Sheet• Mental Illness and Substance Abuse: VLTD benefits forthese issues are generally limited to a 24-month lifetime
maximum benefit, unless you remain continuously
hospitalized or in an extended treatment plan.

• Disability Benefits for Faculty Fact Sheet• Partial Disability: Stay at Work/Return to Work Fact Sheet• Disability Insurance Policy

COST OF COVERAGE
The university provides the Basic Disability plan at no cost
to you.
You pay a monthly premium if you enroll in voluntary coverage.
The premium depends on your monthly salary, age, retirement
plan and the level of coverage you choose (Voluntary Short-Term
Disability, Voluntary Long-Term Disability or both). To estimate
your premium, use the online Insurance Premium Estimator(ucal.us/premiumestimator).

33

ChapterBasic
Titleand Voluntary Disability• Pre-existing conditions: Once you are enrolled in the VSTD
Plan and the Basic Disability Plan, there are no benefits
limitations related to pre-existing conditions. Additionally, as
soon as you’ve been covered by the VLTD Plan for more than
12 months there are no restrictions or limitations on the VLTD
Plan related to the pre-existing condition.

ChapterBasic
Titleand Core Life Insurance

Basic and Core Life Insurance

Benefits package: Full (Basic), Mid-Level (Core) and Core (Core)

CORE LIFE

Who’s covered: You

If you are eligible for the Mid-Level or Core Benefits package,
this plan provides $5,000 of life insurance. 2

Who pays the premium: UC
Life insurance provides financial protection for your dependents
in the event of your death, and can be important to their future
security. UC automatically provides basic life insurance coverage
for all eligible employees. And you may be eligible to buy
additional coverage for yourself and your family members.
UC’s life insurance plans carry no exclusions based on the causeof death. They are group term life plans that provide coverage at
special rates to group members — in this case, UC employees.
UC’s life insurance is in effect only as long as you remain
an eligible employee, and does not accumulate a cash value
over time.
UC provides a minimum amount of life insurance coverage at no
cost to you. The plan and amount of coverage varies, dependingon your appointment rate and average regular paid time.

WHEN COVERAGE BEGINS
You must be actively at work in order for new or increased
coverage to be effective.

WHAT THE PLANS COVER

Benefits are paid to your beneficiaries if you die while employedor on paid leave, or during the first four months of approved
leave without pay or temporary layoff. Your beneficiaries receive
these benefits in addition to any other death benefits for which
you may qualify.

OTHER FEATURES OF THE PLANS
LIVING BENEFIT OPTION
The “living benefit” option allows terminally ill employees toreceive some of their life insurance benefits before death; themoney can be used for any purpose. The insurance company
pays you 75 percent of the total coverage amount in a lump sum
or in 12 equal monthly installments. Benefits paid to yourbeneficiaries at the time of your death are reduced by theamount previously paid to you. See the life insurance plan
booklet for more information.
EXTENDED DEATH BENEFIT
The Basic or Core Life insurance protection may continue up to
one year beyond the date coverage terminates if you become
totally disabled while covered under the plan and you are underage 65. You must remain continuously unable to engage in any
occupation until the date of death. Protection continues for
one year, until you reach age 65 or until your disability ends,
whichever occurs first.

BASIC LIFE
If you are eligible for the Full Benefits package, this plan
provides life insurance equal to your annual base salary, up to$50,000.1 The coverage amount is based on your UC salary andappointment rate as of your date of hire or Jan. 1 of thecurrent year, whichever is later.
Benefits are paid to your beneficiaries if you die while employedor on paid leave, or during the first four months of approved
leave without pay or temporary layoff. Your beneficiaries receive
these benefits in addition to any other death benefits for which
you may qualify.

COST OF COVERAGE
UC pays the entire cost of your coverage for Basic or Core Life
insurance. UC’s contribution toward the monthly cost of coverageis determined by UC and may change or stop altogether.

WHEN COVERAGE ENDS
If you wish to convert your coverage to an individual policy, youhave 31 days from the date your coverage ends to submit yourconversion application and appropriate premiums to Prudential,
the plan administrator.
Conversion options are generally more expensive and may
provide fewer benefits than UC-sponsored plans. See your plan
booklet or call your plan for more information.

If you are a member of the California Public Employees’ Retirement System(CalPERS), CalPERS provides $5,000 of coverage and UC provides coverage
equal to your annual base salary less $5,000, up to $45,000.
2This plan does not cover CalPERS members.
134ChapterSupplemental
Title
Life Insurance

Supplemental Life Insurance

EXCEPTION TO DUPLICATE UC COVERAGE RULE

Benefits package: Full and Mid-Level

You may be enrolled in Basic Life Insurance, Core Life Insurance
or Senior Management Life Insurance and also be covered as adependent of another UC employee.

Who’s covered: You

BENEFICIARIESYou should designate your beneficiaries online by signing in
to UC Retirement At Your Service (UCRAYS). If you don’t namebeneficiaries, benefits are paid to the first survivor in this list:• Your legal spouse or domestic partner• Your child or children, including your adopted children; if
your child is deceased, your deceased child’s share will go tothat individual’s child or children• Your parent or parents• Your sibling or siblings
If there is no such survivor, any lump sum death payment will be
paid to your estate.
You may change your designated beneficiary at any time using
UCRAYS. Once your new designation is processed, all previous
designations are invalid. Changes in your family situation —such as marriage, divorce or birth of a child — do not
automatically alter or revoke your previous designations. A will
also does not supersede a beneficiary designation. Prior
designations remain valid until you change your designations
online. However, a beneficiary designation may be subject tochallenge if it will result in your spouse receiving less than your
spouse’s community property share of the benefit.
If you do not have access to the Internet, you may complete
UC’s Designation of Beneficiary form (UBEN 116), available fromyour Benefits Office.

Who pays the premium: You
Eligible employees may supplement their Basic or Core Life
insurance coverage by enrolling in this plan and paying monthly
premiums. You can choose the amount of coverage that meets
your needs up to the maximum listed under Coverage Amounts.

WHEN TO ENROLLENROLLMENT
To obtain coverage without the need for a statement of health,enroll during your first PIE or during a PIE that occurs as theresult of the acquisition of a new family member. During
a PIE that occurs as the result of the acquisition of a new
family member, you can also increase your Supplemental Life
Insurance. Otherwise you can enroll at any time, but a statementof health will be required.
ENROLLMENT WITH STATEMENT OF HEALTH
If you do not enroll in the Supplemental Life Insurance plan during
a period of eligibility, you must submit your request throughyour UCPath account. The insurance company will reach out by
email with a Statement of Health for you to complete. If it isapproved, UCPath will finalize your enrollment and send you aconfirmation statement. Previous or current medical conditions
may prevent your approval if you try to enroll outside of aneligibility period.
WHEN COVERAGE BEGINS
You must be actively at work in order for new or increased
coverage to be effective. If you are on leave for health reasonson the day you become eligible for Supplemental Life coverage,
your coverage will start the day after your first full day at work.

COVERAGE AMOUNTS
You may choose one of several coverage amounts:• $20,000• One times your annual salary, up to $250,000• Two times your annual salary, up to $500,000• Three times your annual salary, up to $750,000• Four times your annual salary, up to $1 million
Coverage is based on your UC salary rounded to the nearest
thousand and your appointment rate as of your date of hire or
the full-time salary rate for your position as of Jan. of the current
35ChapterSupplemental
Title
Life Insurance

Supplemental Life Insurance

year, whichever is later — even if you work part time. If your fulltime salary rate is reduced, coverage will not be reduced until the
beginning of the next calendar year.
Benefits are paid to your beneficiaries if you die while enrolled.
They are payable in addition to any other death benefits for which
you may qualify — for example, from the Basic Life insurance planor your retirement plan.

PLAN FEATURES
LIVING BENEFIT OPTION
The “living benefit” option allows terminally ill employees
covered by the plan to receive a portion of their life insurance
benefits before death. The benefit — 75 percent of the total
coverage, up to $250,000 — is paid directly to you in a lump sum
or in 12 equal monthly installments. The money can be used forany purpose. The benefit that would otherwise be payable toyour beneficiaries at death is reduced by this amount. Your life
insurance plan booklet has more information.
WAIVER OF PREMIUM
If you become totally disabled before age 65 and your disability
continues for six consecutive months, you may qualify forcontinuation of life insurance protection without paying thepremiums.
You must provide written proof of your disability no later than
one year after the disability starts and submit proof of yourcontinuing disability each year. Your life insurance will continue
until you reach age 70, as long as you remain totally disabled.
You may need to continue your premium payments to yourPayroll or Benefits Office while your application is pending.
See your insurance booklet or call the insurance carrier for
more information.

COST OF COVERAGE
Your cost for Supplemental Life Insurance depends on
your age and the amount of coverage you purchase. Use
the online Premium Estimator for Life Insurance (ucal.us/
lifepremiumestimator) to determine your monthly premium.

36

WHEN COVERAGE ENDS
If you leave UC employment, you are no longer eligible for
Supplemental Life Insurance. You may port or convert yourcoverage if you apply within 31 days of the date yourUC-sponsored coverage ends.
The portability benefit allows you to continue your current UC
Supplemental Life coverage at Prudential’s Portability groupterm-life rates, which are lower than the conversion premium
rates. A statement of health is not required, but you must submit
proof of good health satisfactory to Prudential to qualify
for preferred rates. There are additional requirements for
portability. See the Supplemental Life Insurance plan booklet for
details.
You may also convert to an individual policy without a statementof health.
You have 31 days from the date your coverage ends to submit
your application and the appropriate premiums to Prudential.
See your Benefits Office for more information.
Conversion options are generally more expensive and may
provide fewer benefits than UC-sponsored plans. See your plan
booklet or call your plan for more information.

ChapterDependent
Title
Life Insurance

Dependent Life Insurance

Benefits package: Full and Mid-Level

WHEN COVERAGE BEGINS

Who’s covered: Your spouse or domestic partner and/or youreligible children

If your dependent is confined for medical care or treatment,
your dependent’s new or increased coverage will begin on thefirst day after medical release. This does not apply to yournewborn child.

Who pays the premium: You
UC offers two plans for insuring your eligible family members.
You can enroll your dependents in the Basic Dependent Life planif you are enrolled in Basic Life or in the Expanded Dependent
Life plan (which provides more coverage) if you are also enrolled
in the Supplemental or Senior Management Life plan. You may
cover your family members under either plan, but not under both.

WHEN TO ENROLL
To obtain coverage for a spouse or domestic partner without theneed for a statement of health, enroll during your own initial PIE,
or if the marriage or partnership occurs later, during the 31-day
PIE following the marriage or partnership date. Otherwise they
can be enrolled only by submitting an application along withevidence of insurability, and the insurance company decides
whether to approve the application. A spouse or domestic
partner may not be enrolled during a PIE resulting from the birthor adoption of a child.
Children may be enrolled during their PIE or at any time withouta statement of health.

ELIGIBILITY
If both you and a family member are UC employees, you may
choose to cover yourself under the Supplemental Life plan or, if
eligible, under your family member’s Dependent Life plan. You
cannot be covered by both plans.
If you miss your period of initial eligibility, you must submit yourrequest through your UCPath account. The insurance company
will reach out by email with a Statement of Health for you tocomplete. If it is approved, UCPath will finalize your enrollment
and send you a confirmation statement. This is not required forchildren — children may be enrolled at any time.
You may transfer your dependents from the Expanded plan to
the Basic plan at any time. However, to transfer your spouse ordomestic partner from the Basic plan to the Expanded plan, youmust submit an application, along with a statement of health, forthat person.

WHAT THE PLANS COVER
BASIC DEPENDENT LIFE
This plan covers your spouse or domestic partner and/or youreligible children; the benefit is $5,000 for each dependent. See
pages 13 and 14 for each family member’s requirements for
eligibility. You are the beneficiary if a covered dependent dies.
EXPANDED DEPENDENT LIFE
You may choose to cover:• Your legal spouse or domestic partner with a benefit amountequal to 50 percent of your Supplemental Life Insurance
amount, up to a maximum benefit of $200,000, and/or• Your eligible children with a benefit of $10,000 each
You are the beneficiary if a covered dependent dies. You may
designate someone else to receive benefits if a covered spouseor domestic partner dies. You cannot designate an alternate
beneficiary for covered children. Use the Designation of Alternate
Beneficiary — Expanded Dependent Life and AD&D Insurance form
(UBEN 119), available online at ucal.us/UBEN119.
Living Benefit Option: This option allows a terminally ill
spouse or domestic partner covered for at least one year toreceive some life insurance benefits before death. The benefit —50 percent of the total benefit, up to $50,000 — is paid directly
to the spouse or partner in a lump sum or in 12 equal monthly
installments. The money can be used for any purpose. The
benefit that would otherwise be payable to beneficiaries atdeath is reduced by the amount paid to the spouse or partner.
Your life insurance plan booklet has more information.

COST OF COVERAGE
Use the online Life Insurance Premium Estimator (ucal.us/
lifepremiumestimator) to determine your monthly premium.

37

Dependent Life Insurance

Dependent Life Insurance

WHEN COVERAGE ENDS

FOR MORE INFORMATION

If you leave UC employment, you are no longer eligible for Basicor Expanded Dependent Life insurance. You may port orconvert your coverage if you apply within 31 days of the dateyour UC-sponsored coverage ends.

A copy of the life insurance plan booklet is available online atucal.us/EOCs.

If you participate in Prudential’s group term-life Portability benefit
for your Supplemental Life Insurance (see page 36), you may also
continue Dependent Life coverage within the same Portability
benefit. See your Benefits Office for more information.
You may also convert your Dependent Life to an individual
policy without a statement of health if:• Your UC-sponsored coverage ends, or• You become totally disabled and you are covered under the
Supplemental Life Insurance waiver of premium benefit.
You have 31 days from the date your coverage ends to submit
your application and the appropriate premiums to Prudential,
the plan administrator.
Conversion options are generally more expensive and may provide
fewer benefits than UC-sponsored plans. See your plan booklet orcall your plan for more information.

38

Benefits package: Full, Mid-Level, Core
Who’s covered: You and your eligible family members
Who pays the premium: You
The financial impact of an accident can be devastating. To
help protect you and your family from the financial hardshipof an unforeseen accident, UC offers Accidental Death andDismemberment (AD&D) insurance.

WHEN TO ENROLL
You may enroll at any time.

WHAT THE PLAN COVERSThe plan provides $10,000 to $500,000 coverage for accidental
death, dismemberment or loss of sight, speech or hearing causedby an accident. It offers three levels of coverage:• Individual coverage for you only
• Family coverage for you, your spouse or eligible domestic
partner and your child(ren). This plan covers your spouse ordomestic partner for 60 percent of your coverage amount. If
eligible children are covered, then your spouse or domestic
partner is covered for 50 percent of your amount and eachchild for 20 percent.

Education Benefit: Under family or modified family coverage,
if you die in a covered accident, the plan pays for your child’s
higher education — the lesser of the actual tuition, 5 percent of
your coverage amount, or $1,500 annually. The child must be
enrolled in an institution of higher learning on the date of theaccident, or be a high school student and enroll in an institution ofhigher learning within 365 days of high school graduation.
Day Care Benefit: The plan will pay for up to four years of
day care expenses (up to the plan limit) for covered children underage 13 if you die due to a covered accident.
Repatriation of Remains: If you or a covered dependent suffer
an accidental death while at least 100 miles from home, the plan
will pay for covered expenses up to $50,000 to return your bodyor the body of a covered dependent to your home.
Common Disaster Benefit: If you and your covered spouse or
eligible domestic partner both die within 90 days of the same
covered accident, your spouse’s or eligible domestic partner’s
principal benefit amount will be increased to equal yours to a
maximum of $500,000.
Coma Benefit: The plan will pay a portion of your benefits whena covered accident renders you or a covered family member
comatose within 30 days of the accident.
Natural Disaster: The plan will pay an additional 10 percent
if you or a covered family member suffers loss as a result of
an officially declared natural disaster (e.g., storm, earthquake,flood).

• Modified family coverage for you and your child(ren). Eacheligible child is covered for 20 percent of your amount.

Permanent and Total Disability Benefit (for employee only):
See plan booklet for details.

If you are on leave for health reasons on the day you become
eligible for coverage, your coverage starts the day after your firstfull day at work.

COST OF COVERAGE

THE PLAN OFFERS THESE ADDITIONAL BENEFITS:
Seatbelt Benefit: The plan pays an additional 10 percent if you
or a covered family member dies in a car accident while using aseatbelt or an airbag.
Indemnity for a Child’s Dismemberment or Paralysis: The plan
pays a percentage of the covered amount if an accident causes
irreversible paralysis of a covered child. The percentage payabledepends on the degree of the paralysis.
Rehabilitation Benefit: The plan will pay up to $10,000 forcovered rehabilitative expenses for two years after the date ofan accident that causes dismemberment or paralysis. Workrelated injuries covered under Workers’ Compensation or othersimilar laws are excluded.

Your cost depends on the level of coverage and coverageamount you choose. Use the rate chart online at ucal.us/
adanddpremiums to determine your monthly premium.

WHEN COVERAGE ENDS
If you leave UC employment, you may convert your coverage toan individual policy if you apply within 31 days of the date yourUC-sponsored coverage ends.
Conversion options are generally more expensive and may
provide fewer benefits than UC-sponsored plans. See your plan
booklet or call your plan for more information.

39

Accidental Death and Dismemberment Insurance

Accidental Death and Dismemberment InsuranceChapterAccidental
Title
Death and Dismemberment Insurance

Accidental Death and Dismemberment Insurance

EXCLUSIONS
There are certain exclusions under the AD&D insurance. Seeyour plan booklet for more information.

FOR MORE INFORMATIONThe AD&D plan booklet is available online at ucal.us/EOCs, withadditional details.

40Benefits package: Full, Mid-Level, Core

HOW THE PLAN WORKS

Who’s covered: You and your traveling companion(s)When you travel on official university business, you areautomatically covered by UC’s business travel insurance when
you make your arrangements through any of UC’s preferred
travel agencies found in ConnexUC, UC’s systemwide travel
program. For all other travel, you must register your travel
online at ucop.edu/risk-services-travel/registering.html. Onceregistered, you will receive confirmation of coverage for your trip
and information to use in the event of an emergency.

Who pays the premium: UC
UC faculty and staff traveling on official UC business are covered,
at no cost to you, worldwide 24 hours a day for a variety ofaccidents and incidents.

WHAT THE PLAN COVERSThe coverage includes:• Accidental death• Accidental dismemberment• Paralysis

You will also receive current travel alerts for your destinationand information about changing conditions that may arise
during the course of your travel. The plan also gives you accessto general information about your destination, including
information about security, health, communications andtechnology, transportation, legal, entry and exit, financial,weather and environment, language and culture.

• Permanent total disability benefits• Evacuation in the event of a security emergency• Travel assistance services when you are 100+ miles from yourhome and workplace (see below for more information)
Your spouse/domestic partner, dependent child(ren) or othertraveling companion are covered when accompanying you on abusiness trip.

BENEFICIARIESFor purposes of accidental death benefits, the insurancecompany automatically designates as your beneficiary the firstsurvivor in this list:• Your legal spouse or domestic partner• Your child or children• Your mother or father

TRAVEL ASSISTANCE SERVICES• Your sisters or brothers

In addition to insurance protection, the plan gives you access totravel services around the world, including:• Your estate• Medical assistance such as referral to a doctor or medical
specialist, medical monitoring if you are hospitalized,
emergency medical evacuation to an adequate facility,
medically necessary repatriation and return of remains• Personal assistance such as embassy and consular
information, assistance with lost documents, emergency
message transmission, emergency cash advance, emergency
referral to a lawyer, access to a translator or interpreter,
medical benefits verification and assistance with medical
claims• Travel assistance, including emergency travel arrangements
for the return of your traveling companion or dependents

If you wish to designate your beneficiaries differently than thissequence, you must complete a Faculty Beneficiary Designation
form which can be requested by calling UC Risk Services at
510‑987‑9832.
Your beneficiary designation remains in effect until it is either
changed or revoked. It does not automatically end with thereturn from a business trip.

FOR MORE INFORMATION
Additional information, including frequently asked questions, asummary of coverage and claim forms is available online at
ucop.edu/risk-services-travel/index.html.

41

ChapterBusiness
Title Travel Accident Insurance

Business Travel Accident InsuranceAdoption Assistance Plan

Adoption Assistance Plan

Benefits package: Full, Mid-Level, Core
Who’s covered: You
Who pays the costs: UC
UC supports eligible faculty and staff who wish to expand their
immediate families through adoption. The Plan provides
financial support through reimbursement of up to $5,000 ofeligible expenses per adoption.

INELIGIBLE EXPENSES• Surrogate parenting arrangements• Embryo adoption• Expenses paid or reimbursed by other sources, including but
not limited to other benefit or insurance plans• Expenses claimed as a credit or deduction on personal tax
returns• Expenses that violate state or federal law• Expenses incurred prior to your employment with UC

HOW TO ENROLL
Unlike other UC Health & Welfare benefits, no enrollment isrequired in the Adoption Assistance Plan. After your adoption
is legally finalized you complete the UC Adoption Verification
and Claims Filing Forms and send them to the Plan’s Claims
Administrator to receive benefits from the plan.

HOW THE PLAN WORKS
You pay for your adoption-related expenses throughout the
adoption process, retaining receipts and other documentation.
After the adoption is legally finalized, you can request
reimbursement for up to $5,000 of eligible expenses per
adoption. The Plan limits covered adoptions to two per
employee, with a maximum of $10,000 in benefits in theemployee’s lifetime. If both adoptive parents are employees of
the University the Plan limits covered adoptions to two perhousehold, with a combined maximum of $10,000 in benefits
during their lifetime.

EXPENSES
To receive reimbursement, incurred expenses must be directly
related to and for the principal purpose of adoption. Guidanceby the IRS determines which expenses are eligible forreimbursement.

• Personal items including clothing and food
• Medical expenses for the adopted child or birth mother
LIMITATIONS• Qualified Expenses incurred throughout the adoption process
are not eligible for reimbursement until after the adoption islegally finalized.
• Expenses incurred for adoptions that are unsuccessful (notlegally finalized) do not qualify for reimbursement.
• Expenses related to adoptions finalized prior to theJuly 1, 2021, establishment of the Plan are not eligible forreimbursement.
• Expenses incurred prior to employment with UC are noteligible for reimbursement, even if the adoption is finalized
while you are a participant in the Plan.

WHEN COVERAGE ENDS
Participation in the Plan ends on the last day of the monthin which employment with the University terminates or an
employee ceases to meet the eligibility requirements of the Plan.

WHO ADMINISTERS THE PLAN
WEX Health is the Claims Administrator. They process claims forreimbursement on behalf of the University.

ELIGIBLE EXPENSES• Attorney fees and court costs• Licensed adoption agency and placement fees
• Immigration, translation and document authentication fees
• Re-adoption expenses for a foreign child• Travel expenses, including meals and lodging while awayfrom home• Parent, child and family adoption counseling fees
• Home suitability study fees

42

FOR MORE INFORMATION
Additional information including frequently asked questions,
the Adoption Assistance Plan Policy, and instructions for filingclaims are available online at ucal.us/adoptionassistance.

ChapterLegal
TitleInsurance

Legal Insurance

Benefits package: Full, Mid-Level, Core
Who’s covered: You and your family members
Who pays the premium: You• Consumer protection issues including personal bankruptcy,
debt collection defense and legal representation for
enforcement of warranties or promises in connection withlease or purchase of goods or services

Most people need legal advice at one time or another. UC offers
the ARAG Legal Insurance plan, which gives you access to arange of personal legal services. The plan provides assistancewith routine matters and covers most basic legal needs.

• Real estate matters including purchase, sale or refinance,home equity/construction loans, real estate disputes,
residential contractor disputes and secondary residence
matters including foreclosure, neighbor disputes, property
tax, zoning and variances, building codes and easements

You may enroll during your PIE or during Open Enrollment.

• Tax planning, preparation2 and audit support

WHAT THE PLAN COVERS• Legal advice, representation and preparation for covered
matters or review of specific documents in-office from an
ARAG network attorney• Network attorney fees are paid in full for most covered
matters. For any personal legal matter not covered and not
excluded — including immigration assistance — receive atleast 25 percent off a network attorney’s normal hourly rate.

• Assistance with administrative hearings including educational,
building/zoning/easements, Social Security/veterans/
Medicare benefits, and more
• Domestic violence protective orders• Enforcement and modification of child support orders,modification of alimony orders, guardianship andconservatorship accounting, and establishment of restraining
orders• Defense of traffic offenses, including traffic tickets• Driving privilege protection, driving restoration — DWI• Legal advice via phone from ARAG’s nationwide network oftelephone attorneys• Defense of misdemeanor charges such as trespassing, public
intoxication and vandalism• Estate planning documents, including wills, trusts, powers
of attorney, health care directive, funding a trust and trust
dispute• General In-Office — six hours of attorney time per family percertificate year for advice, negotiation and service for personal
legal matters that are not covered or excluded• Diversity and Inclusion services, including domestic
partnership agreements, funeral directives, hospital visitationrights and gender-identifier changes on government-issued
documents• Online legal tools and resources, such as DIY Docs® thatenable you to create documents like a standard will, power ofattorney, child medical authorization, HIPAA authorization,
contractor agreement and more

• Family legal matters, including divorce, separation andannulment (with a 25-hour cap in coverage if contested);pre-nuptial agreements; child custody and support; visitation
and/or alimony; Qualified Domestic Relations Orders; defense
and establishment of paternity; adoption, guardianship/conservatorship; executor appointment; elder care and namechangeGo to araglegal.com/ucinfo or refer to the plan booklet for thefull list of covered services, plan limitations and exclusions.

• Identity Theft Protection, including single-bureau credit
monitoring, internet surveillance, child identity monitoring,full-service identity restoration, lost wallet services, change ofaddress monitoring and identity theft insurance1
The Identity Theft Insurance is underwritten and administered by American
Bankers Insurance Company of Florida, an Assurant company. Please refer tothe actual policies for terms, conditions, and exclusions of coverage. Coverage
may not be available in all jurisdictions. Please see the identity theft plansummary for details.
2
There is a flat $50.00 charge for each personal tax return prepared (federal,state, local), limited to the preparation of tax forms 1040, 1040A or 1040EZ(includes Schedule A, Schedule B and Schedule D). If the tax return requires
any other schedules, an additional fee of $60.00 per hour will be billed to themember. If a different type of personal tax return is required, the member will
be billed $60 per hour for the preparation of the return and any schedules.
1

HOW TO USE THE PLAN
Before consulting any attorney, call ARAG to be sure the plan serves
you to your best advantage. When you call ARAG, a customer carespecialist will advise you on the services the plan will cover andsend you a CaseAssist confirmation package, which includes a
description of coverage and a list of network attorneys available inyour area.
All network attorneys have met ARAG’s requirements and agreed
to provide the services described in the plan booklet. When you use
a network attorney, fees for most covered matters are paid in full.

43

Legal Insurance

Legal Insurance

ARAG network attorneys provide services in two ways:

FOR MORE INFORMATION• Telephone: You may call a telephone network attorney who
will either work with you over the phone or recommend thatyou meet with an attorney in person. Using telephone network
attorneys can help you get the most from the plan.

Visit the ARAG website: araglegal.com/ucinfo• Office appointments: The plan covers a wide range of legal
matters, most of which are fully paid when you work with a
network attorney. For matters not listed, and not excluded, theplan provides a general in-office benefit for up to four hours
per year.
If you prefer, you may use an attorney outside the ARAG network
on a matter covered under the plan. In that case, the plan
reimburses you up to the benefit amount indicated in the plan
booklet.

COST OF COVERAGE
Your monthly cost depends on whether you choose individual or afamily coverage option. See the plan costs online at ucal.us/legal.

WHEN COVERAGE ENDS
If you leave UC employment, you may convert your coverage toan individual policy if you apply within 31 days of the date yourUC-sponsored coverage ends. See your plan booklet or call ARAGfor more information.

44

See the plan booklet online at ucal.us/EOCs
Call ARAG: 800-828-1395 or TTD: 800-383-4184

Pet Insurnace

Pet Insurance

Benefits package: Full, Mid-Level, Core

WHEN COVERAGE ENDS

Who’s covered: Pets owned by you or your eligible family
members

If you leave UC, Nationwide will automatically continue yourcoverage. However, the premium may change at policy renewal,
as group preferred pricing may no longer apply.

Who pays: You pay premiums directly to Nationwide
Nationwide offers preferred pricing on pet insurance for UC
faculty, staff and retirees. Plans are available for dogs, cats,
birds, small mammals and exotics (such as reptiles); animals
categorized as livestock (including horses) are not eligible.

FOR MORE INFORMATIONPetinsurance.com/uc
877-738-7874

You can enroll in pet insurance at any time, and your coverage
will be effective approximately 14 days after your application isapproved by Nationwide. Once enrolled, your policy will renew
automatically each year.

WHAT THE PLAN COVERSNationwide provides coverage for treatment of accidents andillness. Pre-existing conditions are excluded. For complete
information about coverage visit petinsurance.com/uc.

HOW THE PLAN WORKS
Learn more and enroll on the Nationwide website at
petinsurance.com/uc. To enroll in coverage for your bird, small
mammal, reptile or other exotic pet, or to speak to arepresentative, call Nationwide at 877-738-7874.
You’re free to visit any licensed veterinarian, anywhere in theworld — even specialists and emergency providers. Simply pay
your vet bill and then submit a claim to Nationwide forreimbursement.

COST OF COVERAGE
Premiums vary depending on your type of pet and where you
live, and you’ll pay your premiums directly to Nationwide.

45

ChapterFamily
Title Care Resources

Family Care Resources

Benefits package: Full, Mid-Level, Core1

COST OF COVERAGE

Who’s covered: You and your family members

UC pays the fee that gives you access to the Enhanced Family
Supports Program with its networks of prescreened providers.
You make all the arrangements, including selecting, hiring andpaying providers.

Who pays: UC pays for access; you pay for care
Finding the right caregivers for loved ones is one of the toughest
challenges many working families face. UC offers Bright
Horizons Enhanced Family Supports Program to help employees
find the right match for their family care needs, including childcare centers, nannies, babysitters, elder care planning, pet care,tutoring/test prep, and more. Their online resources help you
find quality caregivers that fit your family’s needs.

WHEN COVERAGE ENDS
If you leave UC employment or move to an ineligible position,
you may convert your Bright Horizons account to an individual
consumer membership for an annual fee.

Bright Horizons Enhanced Family Supports Program includes
access to:• Sittercity, which offers individual in-home caregivers,
including babysitters, nannies, senior caregivers, pet sitters,
tutors and housekeepers• Years Ahead, which offers a nationwide network of memory
and hospice care facilities, independent and assisted living
communities, and in-home health care and senior carecompanions• Preferred enrollment at select Bright Horizons centers
nationwide, tuition discounts at partner centers anddiscounted tutoring and test prep through BrightStudy

HOW THE PLAN WORKS
On the UC-specific Bright Horizons website(clients.brighthorizons.com/universityofcalifornia), you canregister for Sittercity and/or Years Ahead. You must register foreach separately. Once you’ve registered, you can read provider
profiles and reviews to help you find the right caregiver for you.
Sittercity allows you to post jobs and providers can respond.
Years Ahead offers certified senior care advisers to help you andyour family through the process of finding the right caregiver.
Bright Horizons also offers preferred enrollment and tuition
discounts at some Bright Horizons child care centers anddiscounts on tutoring and test prep services throughBrightStudy. Use the center search locator on the website to
identify centers near you that participate in preferred
enrollment or offer a discount. Sign up online to learn more
about BrightStudy, and a representative will contact you to help
you find the resources you need.

1

Participation in Bright Horizons Enhanced Family Supports Program is subject
to bargaining with individual unions at UC. Contact your local Benefits Office tofind out whether your union is participating in Bright Horizons Enhanced Family
Supports Program benefit.

46

FOR MORE INFORMATION
clients.brighthorizons.com/universityofcalifornia
888-748-2489

Benefits package: Full, Mid-Level, Core

HOW THE PLANS WORK

Who’s covered: You and your family members

You determine the annual amount of your contributions to aplan, subject to the contribution limit for that plan. An equal
portion of that amount is deducted from your paycheck andcredited to your Health FSA and/or DepCare FSA account. Whenyou have eligible expenses, you pay them from your account.

Who pays: You
UC’s Health and Dependent Care Flexible Spending Accountplans (FSAs) allow you to pay for eligible out-of-pocket expenses
for yourself and your eligible family members on a pretax basis.
As a result, your salary is reduced before taxes are assessed, andyou pay less in taxes.

ELIGIBILITY
You are eligible to enroll in the Health and Dependent Care
Flexible Spending Accounts while you are eligible for Full,
Mid-Level or Core Benefits.
IRS rules do not allow enrollment in a Health FSA and a Health
Savings Account (HSA) at the same time. This means thatmembers of UC Health Savings Plan (paired with an HSA) arenot eligible to participate in the Health FSA, and Health FSA
participants may not switch their enrollment to UC Health
Savings Plan midyear (for example, if they become eligible due toa life change).
If your spouse is covered by a High Deductible Health Plan
(HDHP) with a Health Savings Account (HSA) through theiremployer, you may not participate in the Health FSA, unless you
are enrolled in a Limited Purpose FSA. Please refer to page 48 for
information about the Limited Purpose FSA.

ENROLLMENT AND CHANGES IN PARTICIPATION
You may enroll when you first become eligible, when you have an
eligible change in family or employment status, or during Open
Enrollment. If you enroll in the UC Health Savings Plan for your
medical coverage, you cannot enroll in the Health FSA.
You enroll in the FSAs for the plan year, which ends on Dec. 31
of each year. You must re-enroll during Open Enrollment toparticipate the following year.
You may also change your contribution or cancel participation
during a 31-day period of eligibility resulting from an eligible
change in family or employment status. Midyear changes must
be on account of and consistent with the change in status. See
the Health or DepCare FSA Summary Plan Description for details
regarding what types of changes are allowed.
Enrollment and changes in contributions take effect on the first of
the month following the action taken, subject to payroll deadlines.

It’s important to estimate your annual expenses carefully,
because, based on Internal Revenue Service (IRS) regulations andplan rules, unclaimed funds in your account after the closing date
for the plan year will be forfeited.
Each plan has its own rules, so be sure to read the details about
each plan below.

PLAN ADMINISTRATIONWEX Health is the plan administrator for the FSAs; they handle
all claims processing and reimbursement. WEX must receive
claims for a plan year by April 15 of the following year in order toreimburse the expenses; for example, they must receive claims
for the 2024 plan year by April 15, 2025.

HEALTH FSA
The Health FSA allows you to pay for eligible out-of-pocket
health care expenses on a pretax basis. The Health FSA covers
expenses for yourself, your legal spouse, your children up to
age 26 or anyone else you claim as a dependent on your federal
income tax return. Expenses must meet the requirementsof Internal Revenue Code (IRC) §213(d) to be eligible forreimbursement.
Eligible expenses include:• Copayments and deductibles, but not premiums• Prescription drugs• Menstrual care products• Certain over-the-counter medications• Orthodontia• Eyeglasses and contact lenses• Laser eye surgery• Other health care expenses that are not reimbursed by your
medical, dental or vision plan
Note that while an expense may be an eligible tax deduction,
it may not be an eligible expense under the Health FSA (forexample, medical plan premiums). Expenses reimbursed under the
Health FSA may not be deducted on your federal income tax form.
If you enroll in a Health FSA in 2024, you can carry over unused
Health FSA funds up to $640 to the 2025 plan year.
With the carryover, if your balance is less than $640 you do nothave to rush to spend all of your Health FSA funds or worry

47

ChapterHealth
Title and Dependent Care Flexible Spending Account Plans

Health and Dependent Care Flexible Spending Account Plans

ChapterHealth
Title and Dependent Care Flexible Spending Account Plans

Health and Dependent Care Flexible Spending Account Plans

about losing money when the current plan year ends — even
if you do not re-enroll for the next plan year. Here’s how it works:• You have until Dec. 31 of the plan year to incur eligible
expenses, and until April 15 of the following year to file them.
• After the run-out period ends (on April 15), unused funds up
to $640 will be credited automatically to your account. Unused
funds greater than $640 will be forfeited.
• If you do not re-enroll for the next plan year, you may still
carry over up to $640, but only for one year. In addition, if you
do not re-enroll you must have at least $25 remaining in youraccount to be able to carry over funds to the next plan year.
Funds under $25 are forfeited.
• To be eligible for a carryover, you must be actively enrolled
in the plan as of Dec. 31. For example, if you have a statuschange and cancel your participation before December, any
unused balance will be forfeited.
If you enroll midyear, expenses incurred before the date yourenrollment is effective are not eligible for reimbursement. The
effective date generally is the first of the month following yourenrollment, but it may be later, depending on payroll deadlines.
If you enroll in the Health FSA, you will be issued a debit cardthat can be used to pay for eligible health care expenses atapproved health care merchants such as doctors’ offices andpharmacies. Instead of paying first and then filing a claim forreimbursement, the expenses are automatically deducted fromyour account. In some cases you may need to provide WEX
Health, the plan administrator, with documentation to
substantiate the eligibility of your expenses.
Expenses submitted for reimbursement are carefully evaluatedagainst the IRC (§213) list of eligible expenses. If you use your
FSA debit card at a merchant with a health care inventory
information approval system (IIAS) in place, you will not needto go through this process. You may be asked for supporting
documentation if your expenses are not recognized as eligible
expenses. See the WEX Health website (uc-fsa.com) or the
Health FSA Summary Plan Description for more information.
CONTRIBUTION LIMITS AND FORFEITURE RULES
You may contribute a minimum of $180 to a maximum of $3,050
annually to your Health FSA. If both you and your spouse are UC
employees, you may each contribute up to $3,050. The carryover
does not count against the $3,050 maximum contribution.
Be sure to estimate your expenses carefully before enrolling.
Unless you experience a permitted status change (see the
Health FSA Summary Plan Description for details), once elected,
you cannot change the amount of your contribution if you
miscalculate your anticipated expenses or misunderstand what
expenses are eligible. As noted above, you may be required toforfeit some unclaimed funds in your account after the closing
date for the plan year.

48

LIMITED PURPOSE FLEXIBLE SPENDING ACCOUNT
If you are participating in the Health FSA and wish to transfer tothe UC Health Savings Plan (with Health Savings Account) at thestart of a new plan year, the balance remaining in your Health
FSA may be transferred to a Limited Purpose Flexible Spending
Account (FSA).
The Limited Purpose FSA is available only if you meet all thefollowing criteria:• Are eligible for the Faculty/Staff Benefits program• Participated in the Health FSA during a plan year
• Have a carryover balance greater than $25 at the end of thatplan year• Enroll in the UC Health Savings Plan for the following plan year
In the above circumstances, a Limited Purpose FSA will becreated for you automatically by WEX Health (you do not haveto elect to participate). The balance of the Health FSA that iseligible for carryover is placed in the Limited Purpose FSA andavailable for you to obtain reimbursement for allowed expenses
on a pretax basis.
Contributions to the Limited Purpose FSA are limited to
the Health FSA balance; the participant may not contributeadditional funds.
The effective date of the Limited Purpose FSA is Jan. 1 of the year
in which it is created, and the plan terminates on Dec. 31 of thatyear. For example, a Limited Purpose FSA created Jan. 1, 2024,
funded by the remaining Health FSA balance from 2023, is ineffect until Dec. 31, 2024.
There is no carryover provision for the Limited Purpose FSA. Anybalance remaining at the end of the run-out period for the planyear is forfeited.
Participation in the Limited Purpose FSA is limited to one year; aparticipant may not re-enroll for a subsequent plan year.
The Limited Purpose FSA can be used to cover eligible expenses
incurred by you, your spouse and your eligible dependents as
defined by IRS rules (the same as for Health FSA).
The types of expenses that qualify for Limited Purpose FSA
reimbursement are more limited than for the Health FSA, and are
generally restricted to expenses for dental, vision and preventive
care services. Refer to uc-fsa.com or Section 213 of the Internal
Revenue Code for eligible expenses.
To be paid, claims must be for eligible dental, vision andpreventive care services that are not reimbursable from anyother source and must include valid supporting documentation.
Eligible expenses must be incurred between Jan. 1 and Dec. 31of the plan year. Claims must be filed by April 15 of the following
year.
As with the Health FSA, if you terminate employment withfunds left in the Limited Purpose FSA, you may submit claims forany eligible expenses incurred before employment ended. Any

WHEN COVERAGE ENDS AND OPPORTUNITIESFOR CONTINUATION
If you are paid monthly, Health FSA coverage ends the last dayof the month in which you separate from UC. If you are paid
biweekly, coverage ends the last day of the pay period in which
you make your final Health FSA contribution.
If you lose eligibility for the Health FSA, you may continue yourparticipation through COBRA.
The Limited Purpose FSA is also eligible for COBRA continuation,
which allows you to submit claims for eligible expenses incurred
through the end of the plan year. COBRA continuation is valid forthe current plan year only; no funds can be carried forward to thefollowing plan year.

DEPENDENT CARE FSA
The DepCare FSA allows you to pay for eligible expenses forcare of your child or eligible adult dependent on a pretax basis.
After you incur eligible dependent care expenses, you can use
the debit card issued by WEX Health or submit a claim form andreceipts for the expenses to WEX Health. If you file a claim, WEX
Health will reimburse you through an automatic deposit to yourbank or by check.
ELIGIBLE EXPENSES
Dependent care must be necessary so that you, or you and your
spouse, can work or look for work. You must have work income
during the year to participate in the DepCare FSA. If you aremarried, your spouse must also have earned income during theyear, unless your spouse is incapable of self-care or is a full-timestudent.
If care is provided in a day-care center, the center must charge
a fee. If the center cares for six or more children who are notresidents, it must comply with all state and local licensing laws
and applicable regulations.
To be eligible, expenses must be for the following eligible family
members:• A child under age 13 in your custody whom you claim as adependent on your tax return;• A legal spouse (as defined under federal law) who is physicallyor mentally incapable of self-care; and• A dependent who lives with you — such as a child over age 13,
a parent, sibling, in-law or other adult — who is physically or
mentally incapable of self-care, and whom you claim as adependent on your tax return.
If care is provided outside the home for a spouse or a family
member age 13 or older, either of whom is incapable of self-care,
the spouse or family member must live in your home at least
eight hours each day.

There is no carryover feature in the DepCare FSA. However, theplan has a grace period, which ends on March 15, 2025, for the2024 plan year. This means that unused funds contributed in
the 2024 plan year can be used for reimbursement of claims
incurred from your 2024 enrollment date through March 15,2025. The deadline for submitting claims is April 15, 2025.
Expenses incurred after your DepCare FSA participation ends
are not eligible for reimbursement. If you enroll midyear, expenses
incurred before the date your enrollment is effective are noteligible for reimbursement. The effective date generally is thefirst of the month following your enrollment, but may be later
depending on payroll deadlines.
Expenses submitted for reimbursement are carefully evaluatedagainst the IRC requirements for eligible expenses. If yourexpenses are not clearly eligible according to the IRC, you willneed to submit additional information to WEX Health and you
may not be reimbursed for these expenses. In some cases, you
may need a tax adviser’s statement certifying the eligibility ofthe expense.
See the WEX Health website (uc-fsa.com), IRS Publication 503,
Child and Dependent Care Expenses (available on the IRS website
at irs.gov) or the DepCare FSA Summary Plan Description for more
information.
CONTRIBUTION LIMITS AND FORFEITURE RULES
When you enroll in the DepCare FSA, you determine how muchyou want deducted from your monthly pay, from a minimum of$180 per year ($15 per month) to the least of:• Employees who earned under $150,000 in 2023: $5,000 per
plan year ($2,500 if you are married and filing a separate
income tax return);• Employees who earned $150,000 or over in 2023: $3,000 per
plan year;• Your total earned income; or• Your spouse’s total earned income. (You may not contribute to
the DepCare FSA if your spouse’s earned income is $0 and your
spouse is capable of self-care or is not a full-time student.)
The maximum contribution to the DepCare FSA is the same
regardless of your marital status or the number of eligible
dependents.
If your spouse is also eligible to participate in UC’s or another
employer’s dependent care FSA, your combined contributions
cannot exceed the contribution maximum.
Be sure to estimate your expenses carefully before enrolling.
Unless you experience a permitted status change (see DepCare FSA
Summary Plan Description for details) once elected, you cannotchange the amount of your contribution due to miscalculating youranticipated expenses or to misunderstanding what expenses are
eligible. The IRS requires that you forfeit any unclaimed funds inyour account after the closing date for the plan year.

49

ChapterHealth
Title and Dependent Care Flexible Spending Account Plans

unused funds will be forfeited after the run-out period unlessparticipation is extended through COBRA.

Health and Dependent Care Flexible Spending Account Plans

Health and Dependent Care Flexible Spending Account Plans

DEPCARE FSA AND DEPENDENT CARE TAX CREDIT
Your participation in the DepCare FSA may or may not provide
more tax savings than using the federal dependent care tax credit.
Any payment from the DepCare FSA reduces, dollar for dollar,
the expenses eligible for the dependent care tax credit. Your tax
savings from the FSA depend on your particular tax situation. Fora general comparison of the DepCare FSA with the tax credit, see
the DepCare FSA Summary Plan Description.
If you need specific advice about how the DepCare FSA applies
to your tax situation, please consult a tax adviser.

WHEN COVERAGE ENDS
If you lose eligibility for DepCare FSA, contributions and coverageend. If you are paid monthly, DepCare coverage ends the last
day of the month in which you separate from UC. If you are paid
biweekly, coverage ends the last day of the pay period in which
you made your final DepCare contribution. There are no options tocontinue or convert your coverage.

FOR MORE INFORMATIONThis is only an overview of the Health and DepCare Flexible
Spending Account plans. Be sure to review the Summary Plan
Descriptions, available online at ucal.us/EOCs. Additional
information about the FSA plans is available on the WEX Healthwebsite (uc-fsa.com).

50

ChapterLegal
TitleNotifications

Legal Notices

PARTICIPATION TERMS AND CONDITIONSYour Social Security number, and that of your enrolled family
members, is required for purposes of benefit plan
administration, for financial reporting, to verify your identity,
and for legally required reporting purposes all in compliancewith federal and state laws.
If you are confirmed as eligible for participation in UC-sponsoredplans, you are subject to the following terms and conditions:
ARBITRATIONWith the exception of benefits provided or administered by
Optum Behavioral Health, UC-sponsored medical plans require
resolution of disputes through arbitration.
With regard to each plan, except a Kaiser Foundation Health Plan,by your written or electronic signature, IT IS UNDERSTOOD AND
YOU AGREE THAT ANY DISPUTE AS TO MEDICALMALPRACTICE — THAT IS, AS TO WHETHER ANY MEDICALSERVICES RENDERED UNDER THE CONTRACT WEREUNNECESSARY OR UNAUTHORIZED OR WERE IMPROPERLY,NEGLIGENTLY OR INCOMPETENTLY RENDERED — WILL BE
DETERMINED BY SUBMISSION TO ARBITRATION AS
PROVIDED BY CALIFORNIA LAW AND NOT BY A LAWSUIT OR
RESORT TO COURT PROCESS, EXCEPT AS CALIFORNIA LAWPROVIDES FOR JUDICIAL REVIEW OF ARBITRATIONPROCEEDINGS. BOTH PARTIES TO THE CONTRACT, BY
ENTERING INTO IT, ARE GIVING UP THEIR CONSTITUTIONALRIGHT TO HAVE ANY SUCH DISPUTE DECIDED IN A COURT OF
LAW BEFORE A JURY AND INSTEAD ARE ACCEPTING THE USE
OF ARBITRATION.
With regard to enrollment in a Kaiser Foundation Health Plan
(KFHP), I understand that (except for Small Claims Court cases,
claims subject to a Medicare appeals procedure or the ERISA
claims procedure regulation, and any other claims that cannot be
subject to binding arbitration under governing law) any dispute
between me, my heirs, relatives, or other associated parties on
the one hand and Kaiser Foundation Health Plan, Inc., any
contracted health care providers, administrators, or otherassociated parties on the other hand, for alleged violation of any
duty arising out of or related to membership in KFHP, including
any claim for medical or hospital malpractice (a claim that
medical services were unnecessary or unauthorized or were
improperly, negligently, or incompetently rendered), forpremises liability, or relating to the coverage for, or delivery of,services or items, irrespective of legal theory, must be decided
by binding arbitration under California law and not by lawsuit orresort to court process, except as applicable law provides forjudicial review of arbitration proceedings. I agree to give up ourright to a jury trial and accept the use of binding arbitration. I
understand that the full arbitration provision is contained in the
Evidence of Coverage.

For more information about each plan’s arbitration provision
please see the appropriate plan booklet or call the plan.
• UC and UC health and welfare plan vendors comply withfederal/state regulations related to the privacy of personal/
confidential information including the Health Insurance
Portability and Accountability Act of 1996 (HIPAA) as
applicable. To fulfill the responsibilities and perform theservice required under contracts with UC, health plans andassociated service vendors may share UC member healthinformation between and among each other within the limits
established by HIPAA and federal/state regulations forpurposes of health care operations, payment, and treatment.
• By making an election with your written or electronic
signature you are authorizing the University to takedeductions from your earnings (employees)/monthly
Retirement Plan income (retirees)/designated bank account(direct payment retirees) to cover your contributions toward
the monthly costs (if any) for the plans you have chosen for
yourself and your eligible family members. You are also
authorizing UC to transmit your enrollment demographic data
to the plans in which you are enrolled.
• You are subject to all terms and conditions of the UCsponsored plans in which you are enrolled as stated in theplan booklets and the University of California Group
Insurance Regulations.
• By enrolling individuals as your family members you arecertifying that those individuals are eligible for coveragebased on the definitions and rules specified in the Universityof California Group Insurance Regulations and described in
UC health and welfare plan eligibility publications. You arealso certifying under penalty of perjury that all theinformation you provide regarding the individuals you enroll istrue to the best of your knowledge.
• If you enroll individuals as your family members you must
provide, upon request, documentation verifying that thoseindividuals are eligible for coverage. The carrier may also
require documentation verifying eligibility. Verification
documentation includes, but is not limited to, marriage orbirth certificates, domestic partner verification, adoption
papers, tax records and the like.
• If your enrolled family member loses eligibility for UCsponsored coverage (for example because of divorce or loss ofeligible child status) you must notify UC by disenrolling that
individual. If you wish to make a permitted change in yourhealth or flexible spending account coverage you must notify
UC within 31 days of the eligibility loss event; for purposes of
COBRA, eligibility loss notice must be provided to UC within
60 days of the family member’s loss of coverage. However,regardless of the timing of notice to UC, coverage for the
ineligible family member will end on the last day of the month51

Legal Notifications

Legal Notices

in which the eligibility loss event occurs (subject to any
continued coverage option available and elected).
• Making false statements about satisfying eligibility criteria,
failing to timely notify the University of a family member’s
loss of eligibility, or failing to provide verification
documentation when requested may lead to disenrollment of
the affected family members. Employees/retirees may also be
subject to disciplinary action and disenrollment from healthbenefits and may be responsible for any cost of benefits
provided and UC-paid premiums due to misuse of plan.
• Under current state and federal tax laws, the value of thecontribution UC makes toward the cost of health coverage
provided to domestic partners and certain other family
members who are not “your dependents” under state andfederal tax rules may be considered imputed income that will
be subject to income taxes, FICA (Social Security andMedicare), and any other required payroll taxes. (Coverage
provided to California registered domestic partners is not
subject to imputed income for California state tax purposes.)• If you specifically ask UC representatives to intercede on yourbehalf with your insurance plan, University representatives
will request the minimum necessary protected healthinformation required to assist you with your problem. If more
protected health information is needed to solve your problem,in compliance with state laws and federal privacy laws(including HIPAA), you may be required to sign an
authorization allowing UC to provide the health plan with
relevant protected health information or authorizing thehealth plan to release such information to the University
representative.

HEALTH INSURANCE PORTABILITY AND ACCOUNTABILITYACT OF 1996 (HIPAA) NOTIFICATION FOR MEDICALPROGRAM ELIGIBILITY• If you are declining enrollment for yourself or your eligible
family members because of other medical insurance or group
medical plan coverage, you may be able to enroll yourself andyour eligible family members1 in a UC- sponsored medical planif you or your family members lose eligibility for that othercoverage (or if the employer stops contributing toward theother coverage for you or your family members.) You must
request enrollment within 31 days after you or your family
member’s other medical coverage ends (or after the employer
stops contributing toward the other coverage).
In addition, if you have a newly eligible family member as aresult of marriage or domestic partnership, birth, adoption, or
placement for adoption, you may be eligible to enroll your newly
eligible family member. If you are an employee you may be
eligible to enroll yourself, in addition to your eligible family
member(s). You must request enrollment within 31 days after
the marriage or partnership, birth, adoption, or placement for
adoption.
If you decline enrollment for yourself or for an eligible family
member because of coverage under Medicaid (in California,
Medi-Cal) or under a state children’s health insurance program(CHIP) you may be able to enroll yourself and your eligible family
members in a UC-sponsored plan if you or your family members
lose eligibility for that coverage. You must request enrollment
within 60 days after your coverage or your family members’
coverage ends under Medicaid or CHIP.

• Actions you take during Open Enrollment will be effective thefollowing Jan. 1 unless otherwise stated — provided allelectronic and form transactions have been completed
properly and submitted timely.
• By enrolling in the Critical Illness, Hospital Indemnity or
Accident plans you acknowledge that you have read and agree
to the below Product Disclaimers. You understand the terms
and requirements of the fraud warnings included as part ofthe disclaimers and you declare that all information given istrue and complete to the best of your knowledge and belief.
Hospital Indemnity
https://gi.prudential.com/groupinsurance/forms/Disclaimers/
HIP_DISCLAIMERS.pdf
Accident
https://gi.prudential.com/groupinsurance/forms/Disclaimers/
ACCIDENT_DISCLAIMERS.pdf
Critical Illness
https://gi.prudential.com/groupinsurance/forms/Disclaimers/
CRITICAL_ILLNESS_DISCLAIMERS.pdf

52

1

To be eligible for plan membership, you and your family members must meet all
UC employee or retiree enrollment and eligibility requirements. As a conditionof coverage, all plan members are subject to eligibility verification by the
University and/or insurance carriers, as described above in the participation
terms and conditions.

IF YOU DO NOT ENROLL YOURSELF AND/OR YOUR FAMILYMEMBER(S) IN MEDICAL COVERAGE WITHIN THE 31 DAYS
WHEN FIRST ELIGIBLE, WITHIN A SPECIAL ENROLLMENTPERIOD DESCRIBED ABOVE, OR WITHIN AN OPEN
ENROLLMENT PERIOD, YOU MAY BE ELIGIBLE TO ENROLL AT
A LATER DATE. However, even if eligible, each affectedindividual will need to complete a waiting period of 90
consecutive calendar days before medical coverage becomes
effective and employee premiums may need to be paid on anafter-tax basis (retiree premiums are always paid after-tax).
Otherwise, you/they can enroll during the next Open Enrollment
Period.
To request special enrollment or obtain more information,
employees should contact their local Benefits Office and retirees
should call the UC Retirement Administration Service Center(800-888-8267).
Note: If you are enrolled in a UC medical plan you may be able tochange medical plans if:• you acquire a newly eligible family member; or• your eligible family member loses other coverage.
In either case you must request enrollment within 31 days of theoccurrence.
In addition to the special enrollment rights you have under
HIPAA, the University’s Group Insurance Regulations (GIRs)
permit you to change medical plans under certain otherconditions. See UC GIRs for additional detail.

Legal Notifications

Also, if you are eligible for health coverage from UC but cannot
afford the premiums, some states have premium assistanceprograms that can help pay for coverage. For details, contact the
U.S. Department of Health and Human Services, Centers for
Medicare and Medicaid Services at www.cms.gov or
1‑877‑267‑2323.

NOTICE REGARDING ADMINISTRATION OF BENEFITSBy authority of the Regents, University of California Human
Resources, located in Oakland, administers all benefit plans inaccordance with applicable plan documents and regulations,custodial agreements, University of California Group Insurance
Regulations, group insurance contracts, and state and federallaws. No person is authorized to provide benefits information
not contained in these source documents, and information notcontained in these source documents cannot be relied upon as
having been authorized by the Regents. Source documents areavailable for inspection upon request (800-888-8267). What is
written here does not constitute a guarantee of plan coverageor benefits — particular rules and eligibility requirements
must be met before benefits can be received. The Universityof California intends to continue the benefits described here
indefinitely; however, the benefits of all employees, retirees andplan beneficiaries are subject to change or termination at thetime of contract renewal or at any other time by the University
or other governing authorities. The University also reserves theright to determine new premiums, employer contributions andmonthly costs at any time. Health and welfare benefits are
not accrued or vested benefit entitlements. UC’s contribution
toward the monthly cost of the coverage is determined by UC
and may change or stop altogether, and may be affected by thestate of California’s annual budget appropriation. If you belong
to an exclusively represented bargaining unit, some of yourbenefits may differ from the ones described here. For more
information, employees should contact their Human Resources
Office and retirees should call the UC Retirement Administration
Service Center (800-888-8267).
In conformance with applicable law and University policy, theUniversity is an affirmative action/equal opportunity employer.
Please send inquiries regarding the University’s affirmative
action and equal opportunity policies for staff to Systemwide
AA/EEO Policy Coordinator, University of California, Office of
the President, 1111 Franklin Street, Oakland, CA 94607, andfor faculty to the Office of Academic Personnel and Programs,
University of California, Office of the President, 1111 Franklin
Street, Oakland, CA 94607.

53

23M 2001 12/23

2024 QUICK-REFERENCE GUIDE

Which medical
plan is rightfor you?

Employee Medical Plan Costs
UC will continue to pay the greater portionof monthly medical plan premiums in 2024,
and employees will pay the balance asshown in the tables.
Four Rate Levels Based on Salary
Four rate tables (“pay bands”) are shown
here. Your pay band, and thus your premium,is based on your full-time salary rate asof January 1, 2023. UC provides larger
monthly employer contributions for thoseearning less to help keep premium costs
from becoming a burden.
Retiree Medical Plan Costs
Retirees can find their monthly premiums
for the medical plans listed here online atucal.us/retireepremiums

FOR THOSE WITH FULL-TIME SALARY RATE OF $68,000 OR LESSPLAN

FOR THOSE WITH FULL-TIME SALARY RATE OF $136,001­­­–$204,000

S

+C

+A

+ C, A

Kaiser Permanente – CA (HMO)$36.49$65.60$110.33$136.84

UC Blue & Gold HMO$99.69$178.33$280.64

UC Health Savings Plan (PPO)$79.26$129.75

UC Care (PPO)$212.95

CORE (PPO)

$0.00

S

+C

+A

+ C, A

Kaiser Permanente – CA (HMO)$134.16$241.20$398.20$496.54$358.63

UC Blue & Gold HMO$191.10$341.83$470.10$619.48$180.81$227.92

UC Health Savings Plan (PPO)$297.01$486.08$665.28$842.96$380.49$514.84$682.95

UC Care (PPO)$310.41$554.63$716.19$961.08

$0.00

$0.00

$0.00

CORE (PPO)

$0.00

$0.00

$0.00

$0.00

FOR THOSE WITH FULL-TIME SALARY RATE OF $68,001­­– $136,000
PLAN

FOR THOSE WITH FULL-TIME SALARY RATE OF OVER $204,000

S

+C

+A

+ C, A

Kaiser Permanente – CA (HMO)$84.69$152.26$262.15$323.23

UC Blue & Gold HMO$144.81$259.03$380.55UC Health Savings Plan (PPO)$186.73$305.61

UC Care (PPO)$261.05

CORE (PPO)$0.00

S: Self+C: Self Plus Child(ren)+A: Self Plus Adult

PLAN

S

+C

+A

+ C, A

Kaiser Permanente – CA (HMO)$185.38$333.30$539.17$676.08$493.80

UC Blue & Gold HMO$239.04$427.59$562.87$749.68$436.31$546.62

UC Health Savings Plan (PPO)$411.20$672.98$902.52$1,149.94$466.43$621.03$827.07

UC Care (PPO)$361.52$645.96$814.79$1,099.90

$0.00

$0.00

$0.00

CORE (PPO)

$0.00

$0.00

$0.00

$0.00

+ C, A: Self Plus Child(ren) and Adult

PLAN

S: Self+C: Self Plus Child(ren)+A: Self Plus Adult+ C, A: Self Plus Child(ren) and Adult

Medical Benefits Summary: 2024
(Non-Medicare)
PLAN

UC Blue & Gold HMO(HMO)
1-800-539-4072

DEFINITIONSCOSTSCalendar Year Deductible

Health Savings Account (HSA)(UC Contribution)

Annual Out-of-Pocket Maximum4$0Plan not eligible for HSA but
eligible for FSA

Individual: $1,000
Family (3 persons or more): $3,000

Kaiser—CA(HMO)
1-800-464-4000
1-800-324-9208 (Prospective
Members)$0

Plan not eligible for HSA but
eligible for FSA

Individual: $1,500
Family (2 persons or more): $3,000

UC CareIn-Network: UC Select(PPO)
1-866-406-1182$0Plan not eligible for HSA but
eligible for FSA

1

CALENDAR YEAR DEDUCTIBLE

The amount you must pay for medical services
before the plan will provide benefits.
ANNUAL OUT-OF-POCKET MAXIMUM

The amount you must pay during the calendar
year before the plan will pay 100% of covered
charges. Some expenses do not apply toward
the maximum; see the plan’s Summary Plan
Description (SPD) or Benefit Booklet.
COPAYMENTS

Individual: $6,100
Family: $9,7001

Shown in dollars; represents the amount
you pay.
COINSURANCE

Plan not eligible for HSA but
eligible for FSA

UC CareIn-Network: Anthem Preferred(PPO)
1-866-406-1182

Individual: $5001
Family: $1,0001

UC CareOut-of-Network(PPO)
1-866-406-1182

Individual: $7501
Family: $1,7501

Plan not eligible for HSA but
eligible for FSA

Individual: $9,6001
Family: $20,2001

UC Health Savings Plan
In-Network(PPO)
1-866-406-1182

Individual Coverage: $1,6002
Family Coverage: $3,2002(You may use your HSA funds to pay
for your deductible and other eligible
out-of-pocket expenses.)

Employee: up to $5003
Employee & Adult: up to $1,0003
Employee & Children: up to $1,0003
Family: up to $1,0003

Individual Coverage: $4,000
Family Coverage: $6,400

UC Health Savings Plan
Out-of-Network(PPO)
1-866-406-1182

Individual Coverage: $2,6002
Family Coverage: $5,2002(You may use your HSA funds to pay
for your deductible and other eligible
out-of-pocket expenses.)

Employee: up to $5003
Employee & Adult: up to $1,0003
Employee & Children: up to $1,0003
Family: up to $1,0003

Individual Coverage: $8,000
Family Coverage: $16,000

Individual: $3,000Plan not eligible for HSA but
eligible for FSA

CORE
(PPO)
1-866-406-1182

Individual: $7,6001
Family: $14,2001

Shown as a percentage; represents thepercentage of the allowable amount you pay.
ALLOWABLE AMOUNT

Individual: $6,350
Family: $12,700

The dollar amount considered payment-infull for services provided by the health plan
carrier’s network of healthcare providers.
(Out-of-network providers may bill members
for amounts in excess of the allowableamount.)1U
 C Care deductible and out-of-pocket maximums
do not cross-accumulate for in-network and outof-network services. The UC Select and Anthem
Preferred out-of-pocket maximum do crossaccumulate.

2I n-network expenses count toward meeting theout-of-network deductible, but out-of-network
expenses do not count toward meeting thein-network deductible (except for authorized
ambulance and emergency medical services).

3T his assumes you are covered January 1, 2024. If
you enroll later in the year, the UC contribution isprorated.

4

The annual out-of-pocket maximum combines
medical, behavioral health, and prescription drugs.
Kaiser and Optum do not coordinate costs forbehavioral health.

Medical Benefits Summary: 2024
(Non-Medicare)
PLAN

HOSPITAL SERVICESPHYSICIAN VISITS

Inpatient

Surgeon/Emergency Room
Assistant Surgeon

Ambulance

Urgent Care

OfficeVisit

Hospital
Visit

Preventive
Physical ExamMaternity
Outpatient Care

Maternity
Inpatient Care

Well BabyCare

UC Blue & Gold HMO(HMO)$250 copayment
per admittanceNo charge$125 (waived if admitted)

No charge

$20

$20

No charge

No charge

No charge$250 copayment
per admittanceNo charge

Kaiser—CA(HMO)$250 copayment
per admittanceNo charge$125 (waived if admitted)

No charge

$20

$20

No charge

No charge

No charge$250 copayment
per admittanceNo charge

UC CareIn-Network: UC Select(PPO)$250 copayment

No charge

Facility: $300 copay per visit
not resulting in admission,$250 if admitted
ER Physician Services:
No charge (not subject tocalendar year deductible)

N/A (services $20
coveredunder
AnthemPreferred)$20

No charge

No charge$20 (initial visit
only)$250 copayment
per admittanceNo charge

UC CareIn-Network: Anthem
Preferred
(PPO)

30%

30%

Facility: $300 copay per visit
not resulting in admission,$250 if admitted
ER Physician Services:
No charge (not subject tocalendar year deductible)$200/trip(not subject
to calendar
year
deductible)$20 (not subject 30%
to calendar year
deductible)30%

No charge (notsubject tocalendar year
deductible)

30%

30%

No charge(not subject
to calendar
year
deductible)

UC CareOut-of-Network(PPO)

50% (non-preferred 50%
hospitals subject tomaximum paymentof $300/day)

Facility: $300 copay per visit
not resulting in admission,$250 if admitted
ER Physician Services:
No charge (not subject tocalendar year deductible)$200/trip(not subject
to calendar
year
deductible)

50%

50%

50%

50%11

50%11

50% (nonpreferred
hospitals subject
to maximum
payment of $300/
day)

50%

UC Health Savings Plan
In-Network
(PPO)

20%

20%

20%

20%

20% after
deductible

20%

20%

No charge(not subject tocalendar year
deductible)

20%

20%

No charge(not subject
to calendar
year
deductible)

UC Health Savings Plan
Out-of-Network(PPO)

40% (out-of40%
network hospitals
subject tomaximum paymentof $360/day)

20%

20%

40% after
deductible

40%

40%

40%11

40%

40% (out-of40%
network hospitals
subject tomaximum paymentof $360/day)

CORE
(PPO)

20% (out-of20%
network hospitals
subject tomaximum paymentof $480/day)

20%

20%

20% after
deductible

20%

20%

No charge(not subject tocalendar year
deductible)20%

20% (out-ofnetwork hospitals
subject tomaximum paymentof $480/day)

No charge(not subject
to calendar
year
deductible)

Medical Benefits Summary: 2024
(Non-Medicare)
PLAN

OTHER BENEFITS

Hospice Inpatient andOutpatient

Home Health Care

Skilled Nursing Facility

Outpatient
X-Ray and Lab

Eye Exams

Chiropractor

Acupuncture

UC Blue & Gold HMO(HMO)

No charge

No charge

No charge (up to 100 days/
calendar year)

No charge$20 (no charge if partof a preventive careexam)

$20 (24-visit
limit/calendar
year combined with acupuncture)$20 (24-visit
limit/calendar
year combined with chiropractor)

Kaiser—CA(HMO)

No charge

No charge (up to 100
visits/calendar year)

No charge (up to 100 days/
calendar year)

No charge

No charge if part of aroutine physical exam

$15 (24-visit
limit/calendar
year combined with acupuncture)$15 (24-visit
limit/calendar
year combined with chiropractor)

UC CareIn-Network: UC Select(PPO)

N/A (services covered
under Anthem
Preferred)

N/A (services covered
under Anthem
Preferred)

N/A (services covered under
Anthem Preferred)$20

No charge if part of aroutine physical exam,
otherwise $20

N/A (services covered under
Anthem Preferred)

N/A (services covered under
Anthem Preferred)

UC CareIn-Network: Anthem
Preferred
(PPO)

30%

30% (up to 100 visits/
calendar year)

30% (up to 100 days/
calendar year)30%

No charge if part of aroutine physical exam,
otherwise 30%

30% (preferred providers and24-visit limit/calendar year
combined with acupuncture)

30% (preferred providers and24-visit limit/calendar year
combined with chiropractor)

UC CareOut-of-Network(PPO)

50% (non-preferred
hospitals subject tomaximum payment of$300/day)

50% (up to 100 days/
calendar year).
If authorized, paid at
Anthem Preferred tier.

50% (up to 100 days/
calendar year). If authorized,
paid at Anthem Preferredtier; otherwise, subject tomaximum payment of $300/
day.

50%11

50%

50% (up to allowed amountand 24-visit limit/calendar year
combined with acupuncture)

30% (up to allowed amountand 24-visit limit/calendar year
combined with chiropractor)

UC Health Savings Plan
In-Network
(PPO)

20%

20% (up to 100 visits/
calendar year)

20% (up to 100 days/calendar
year)

20%

No charge if part of aroutine physical exam,
otherwise 20%

20% (24-visit limit/calendar year
combined with acupuncture)

20% (24-visit limit/calendar year
combined with chiropractor)

UC Health Savings Plan
Out-of-Network(PPO)

Not covered unlessprior authorized. If
authorized, in-network
benefit applies.

Not covered unlessprior authorized. If
authorized, in-network
benefit applies.

20% (up to 100 days/calendar
year)

40%

40%

40% (up to allowed amountand 24-visit limit/calendar year
combined with acupuncture)

20% (up to allowed amountand 24-visit limit/calendar year
combined with chiropractor)

CORE
(PPO)

20%

20% (up to 100 visits/
calendar year)(out-of-network notcovered)20% (up to 100 days/calendar
year)

20%

No charge if part of aroutine physical examwith an in-network
provider, otherwise
20%

20% (24-visit limit/calendar year
combined with acupuncture)

20% (24-visit
limit/calendar year combined withchiropractor)

Medical Benefits Summary: 2024
(Non-Medicare)
PLAN

BEHAVIORAL HEALTH 10

PRESCRIPTION DRUGSRetail(Up to 30-day supply)

Mail Order(Up to 90-day supply)

Mental Health Inpatient

Mental Health Outpatient
VisitsSubstance Abuse Inpatient

Substance Abuse
Outpatient Visits

UC Blue & Gold HMO(HMO)

Generic: $59
Brand: $255, 9
Non-Formulary: $405, 9

Generic: $10
Brand: $505
Non-Formulary: $805

$250 copayment per
admittance or course oftreatment (preauthorization
required)

Visits 1–3: No copayment
Visits 4+: $20 (non-routine
visits: $0 copay for 4+ visits)$250 copayment per
admittance or course oftreatment (preauthorization
required)

Visits 1–3: No copayment
Visits 4+: $20 (non-routine
visits: $0 copay for 4+ visits)

Kaiser—CA(HMO)

30-day supply—Generic: $5;
Brand: $25;
31–60 day supply—Generic: $10;
Brand: $50;
61–100 day supply—Generic: $15;
Brand: $75
Non-Formulary: does not apply

30-day supply—Generic: $5;
Brand: $25;
31–100 day supply—Generic: $10;
Brand: $50
Non-Formulary: does not apply

Kaiser: $250 copayment per
admittance
Optum: $250 copayment
per admittance or course oftreatment (preauthorization
required)

Kaiser: $20 for individual
visit; $10 for group visit.
Optum: Visits 1–3: No
copayment. Visits 4+: $20

Kaiser: $250 copayment per
admittance
Optum: $250 copayment
per admittance or course oftreatment (preauthorization
required)

Kaiser: $20 for individual visit;$5 for group visit.
Optum: Visits 1–3: No
copayment. Visits 4+: $20

UC CareIn-Network: UC Select(PPO)

At Navitus network pharmacies:
Tier 1: $56, 7, 9
Tier 2: $256, 7, 9
Tier 3: $406, 7, 9

Tier 1: $106, 7
Tier 2: $506, 7
Tier 3: $806, 7$250 copayment per
admittance or course oftreatment

Visits 1–3: No copayment
Visits 4+: $20$250 copayment per
admittance or course oftreatment

Visits 1–3: No copayment
Visits 4+: $20

UC CareIn-Network: Anthem
Preferred(PPO)

At Navitus network pharmacies:
Tier 1: $56, 7, 9
Tier 2: $256, 7, 9
Tier 3: $406, 7, 9

Tier 1: $106, 7
Tier 2: $506, 7
Tier 3: $806, 7$250 copayment per
admittance or course oftreatment

Visits 1–3: No copayment
Visits 4+: $20$250 copayment per
admittance or course oftreatment

Visits 1–3: No copayment
Visits 4+: $20

UC CareOut-of-Network(PPO)

50% (of billed charges perprescription)8

Not covered

50%
Additional $250 copayment
for failure to preauthorize

50%

50%
Additional $250 copayment
for failure to preauthorize

50%

UC Health Savings Plan
In-Network(PPO)

20%8, 9

20%8

20%

20%

20%

20%

UC Health Savings Plan
Out-of-Network
(PPO)

40%8

Not covered

40%$250 for failure topreauthorize

40%

40%
$250 for failure topreauthorize

40%

CORE
(PPO)

20%8, 9Preferred: 20%8
Non-preferred: Not covered

20%

20%

20%
Additional $250 copayment
for failure to preauthorize
with an out-of-network
provider20%Note: Benefits show what member pays.
This is a summary only. Important details—such as limitations, exclusions, exceptions, and otherqualifiers—may not be included. For detailed information, call the plan or see their website for
specific benefits, benefits when traveling overseas, provider information, and plan booklets.
Service areas: To determine if a medical plan provides service where you live, call the plan directly.
For plan website links, visit ucal.us/plancontacts
Anthem Blue Cross is the medical plan administrator and Navitus is the pharmacy benefit managerof the UC Care, UC Health Savings, and CORE plans.
Health Net is the administrator of the UC Blue & Gold HMO plan.
5

When a generic drug is available and you or your physician choose the brand name drug, the drug will not be covered by
the plan. If you obtain a brand name drug in this scenario, you will be responsible for 100% of the cost and it will not counttowards your annual out-of-pocket maximum. With prior authorization, exceptions for medical necessity can be made and you
pay the non-formulary (Tier 3) copay.

6

The Navitus prescription drug formulary classifies (and charges for) medications by tier, as follows:
Tier 1—Preferred generics and some lower cost brand products
Tier 2—Preferred brand products and some high cost non-preferred generics
Tier 3—Non-preferred products (could include some high cost non-preferred generics)

7

When a generic drug is available and you or your physician choose the brand-name drug, you must pay the applicable brandcopay plus the difference between the cost of the brand-name drug and the generic equivalent. With prior authorization,
exceptions for medical necessity can be made and you pay the Tier 3 (Non-preferred) copay.

8

When a generic drug is available and you or your physician choose the brand-name drug, you must pay coinsurance on thecost of the brand drug plus the difference between the cost of the brand-name drug and the generic equivalent. With priorauthorization, exceptions for medical necessity can be made and you pay coinsurance on the cost of the brand-name drug.

99 0-day supply available for maintenance medication at UC Medical Center pharmacies at plan’s mail order copay benefit
level. UC Blue & Gold HMO plan members can access this benefit at CVS walk-up pharmacies. UC PPO plan members can also
access this benefit at additional Navitus Preferred Retail Pharmacies.

10

PPO members receive behavioral health benefits through their medical plan. UC Blue & Gold HMO members receive
behavioral health benefits through Health Net Behavioral Health. Kaiser members have access to the Kaiser benefit shown, in
addition to the Optum in-network benefits and network of providers.

11

Note about out-of-network providers: In addition to any deductible and coinsurance, you are responsible for any billed chargethat exceeds Anthem’s maximum allowed amount for services. These additional amounts do not apply toward your out-of- 		
pocket maximum.

By authority of the Regents, University of California Human Resources, located in Oakland, administers all
benefit plans in accordance with applicable plan documents and regulations, custodial agreements, Universityof California Group Insurance Regulations, group insurance contracts, and state and federal laws. No person
is authorized to provide benefits information not contained in these source documents, and information notcontained in these source documents cannot be relied upon as having been authorized by the Regents. Source
documents are available for inspection upon request (800-888-8267). What is written here does not constitute a
guarantee of plan coverage or benefits—particular rules and eligibility requirements must be met before benefits
can be received. The University of California intends to continue the benefits described here indefinitely;
however, the benefits of all employees, retirees, and plan beneficiaries are subject to change or termination
at the time of contract renewal or at any other time by the University or other governing authorities. The
University also reserves the right to determine new premiums, employer contributions and monthly costs at
any time. Health and welfare benefits are not accrued or vested benefit entitlements. UC’s contribution toward
the monthly cost of the coverage is determined by UC and may change or stop altogether, and may be affectedby the state of California’s annual budget appropriation. If you belong to an exclusively represented bargaining
unit, some of your benefits may differ from the ones described here. For more information, employees should
contact their Human Resources Office and retirees should call the UC Retirement Administration Service Center(800-888-8267).
The Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) provides for continued coverage
for a certain period of time at applicable monthly COBRA rates if you, your spouse, or your dependents lose
group medical, dental, or vision coverage because you terminate employment (for reasons other than grossmisconduct); your work hours are reduced below the eligible status for these benefits; you die, divorce, or are
legally separated; or a child ceases to be an eligible dependent. Note: The continuation period is calculated fromthe earliest of these qualifying events and runs concurrently with any other UC options for continued coverage.
See your Benefits Representative for more information.
In conformance with applicable law and University policy, the University is an affirmative action/equal
opportunity employer. Please send inquiries regarding the University’s affirmative action and equal opportunity
policies for staff to Systemwide AA/EEO Policy Coordinator, University of California, Office of the President,
1111 Franklin Street, 5th Floor, CA 94607, and for faculty to the Office of Academic Personnel and Programs,
University of California, Office of the President, 1111 Franklin Street, Oakland, CA 94607.

2100-MS 11/23

Chapter Title
RETIREMENTBENEFITS DECISION GUIDE

Retirement Benefits
Decision Guide
For eligible faculty and staff hired on or after July 1, 20161

Introduction

Your UC Retirement Benefits
As a University of California employee,
you help shape the quality of life forpeople throughout California and aroundthe world.
UC’s comprehensive benefits are among
the ways we recognize our employees fortheir contributions, and are an importantpart of your compensation.
UC offers you a choice of primary
retirement benefit options—Pension
Choice or Savings Choice. Participationin one of the options is required, and you
choose the one that’s right for you.
Make a choice and enroll as soon as you
can — your benefits only begin to growonce you enroll.

The summaries in this booklet explain the plans’ provisions and the policies andrules that govern them. If a conflict exists between these summaries and the plan
documents, the plan documents govern. The Plan Administrator has the authority
to interpret disputed provisions.
3

Chapter Title

1.

Helping You Prepare fora Successful Retirement
Preparing for a successful retirement is oneof the biggest financial responsibilities you’ll
face. All eligible new employees have a choiceof primary (required) retirement benefits, withcosts shared by you and UC. With this guide,
we’ll show you your options and explain howeach one works, along with examples andother resources to help you choose the best
option for your personal situation.
4

Check off the actions on the rightto understand your UC retirement
benefits and enroll as soon as you
can. See page 13 to learn more about
why it’s important to enroll sooner
rather than later.
Your retirement benefits areprospective – they don’t start until you
make an account and enroll throughmyUCretirement.com. If you don’tchoose a primary retirement option
within 90 days, you will be permanently
enrolled in Pension Choice—you cannotchange your participation to Savings
Choice later (see page 17).
In general, your 90-day enrollment
window starts on the day you become
eligible, usually the day you’re hired. If
you’re uncertain about your eligibility
date, please contact the UC Retirement
Administration Service Center at 800888-8267. Your enrollment windowcloses once you submit a choice.

❑ LEARN ABOUT YOUR PRIMARY 		RETIREMENT BENEFIT OPTIONS
SEE HOW EACH OPTION WORKS
Pages 6–11
SEE ILLUSTRATIONS OF
DIFFERENT CHOICES
Pages 14–15
FIND DEFINITIONS AND DETAILS
ucal.us/guidetoretirementben
COMPARE THE OPTIONS
myUCretirement.com/choose❑ GET HELP WITH YOUR DECISIONATTEND A WORKSHOPOR WEBINAR
myUCretirement.com/classes
MEET WITH A
WORKPLACE FINANCIAL
CONSULTANT
800-558-9182 orFidelity.com/schedule/UC❑ MAKE YOUR CHOICE
ENROLL ON
MYUCRETIREMENT.COM
myUCretirement.com/choose

5

Chapter1.
Helping
Title
You Prepare for a Successful Retirement

Your Benefits Decision Checklist

Chapter Title

2.
Copy

Your Primary Retirement
Benefit Options: Pension Choiceor Savings Choice
When it comes to choosing your primary
retirement benefits, you have two options—
Pension Choice or Savings Choice. Both options
help you build valuable retirement income inaddition to Social Security benefits and any
savings you may have. Here’s an overview of
who’s eligible for these benefits, how each
option works, and how long you have to makeyour choice. For complete details, please see
your Summary Plan Description.
6

You are eligible for a choice of primary
retirement benefits if you:
• Are hired into an eligible faculty or
career staff appointment on or after
July 1, 2016; OR• Are hired in an ineligible position onor after July 1, 2016 and then become
eligible for retirement benefits.
REHIRED, NEWLY ELIGIBLE AND
FORMER CALPERS-COVEREDEMPLOYEESYou may not be subject to the PEPRA
maximum (and your retirement benefit
options may differ) if you:
• Previously worked for UC in an
eligible appointment;• Were hired before July 1, 2016
and became eligible for retirement
benefits after July 1, 2016; OR• Were a “Classic Member” under
CalPERS and are eligible forreciprocity with UC.
If you believe you meet these criteria, or
if you have questions regarding whether
you are subject to the PEPRA maximum,
contact the UC Retirement Administration
Service Center at 800-888-8267. New UC
employees who were classified as a“Classic Member” under CalPERS and arealso eligible for reciprocity with UC need toself-identify to the UC Retirement Administration Service Center within 90 days of
their Pension Choice election.
UNION-REPRESENTED EMPLOYEES
If you’re represented by a union, yourretirement benefits are governed byyour union’s contract with UC and may
be different than the benefits outlined
here. Please refer to your collective
bargaining agreement (available atucal.us/agreements) for details.

Chapter2.
Your Primary
Title Retirement Benefit Options: Pension Choice or Savings Choice

WHO IS ELIGIBLE FOR
RETIREMENT CHOICE?

ABOUT PEPRA AND RETIREMENTEARNINGS MAXIMUMSThe maximum amount of yourcompensation that counts toward
your retirement benefits may beaffected by a number of factors,
including the 2013 California
Public Employees’ Pension ReformAct (PEPRA) maximum, the IRS
dollar maximum and UC guidelines
about eligible pay.
Please note that the Plan year runs
from July 1 to June 30.
PEPRA Pensionable
Earnings Maximum
The maximum salary that counts
toward your pension benefits
is consistent with the maximum
on pensionable earnings for thePlan year under PEPRA. Thismaximum also applies to other
California public pension plans andis reviewed annually and may be
adjusted. For the 2023 Plan year,
the maximum is $146,042.
IRS Pay Maximum
The IRS sets a dollar maximum
for annual earnings for the Plan
year upon which retirement
benefits and contributions may
be based. This maximum is also
reviewed and may be adjusted
annually. For the 2023 Plan year, thismaximum is $330,000.
Eligible Pay
Retirement benefits are calculated
based on “eligible pay,” which does
not include certain types ofcompensation. For a list of typesof compensation that are notconsidered “eligible pay” whencalculating retirement benefits, see
A Complete Guide to Your UC
Retirement Benefits on UCnet(ucal.us/guidetoretirementben).
7

2. Your Primary Retirement Benefit Options: Pension Choice or Savings Choice

HOW YOUR OPTIONS COMPARE1PENSION CHOICE
How it Works
Pension Choice includes a monthly pension benefit under the University ofCalifornia Retirement Plan (UCRP), for predictable lifetime retirement income
based on your eligible pay (up to the PEPRA maximum), service credit andretirement age.
Along with the pension benefit, some faculty and staff are eligible for a supplemental 401(k)-style account, with contributions from you and UC.
UC makes decisions about the investments of the UCRP and assumes theinvestment risk. For the supplemental account, you choose from a menu offunds and you assume the investment risk.
The decision to participate in Pension Choice is irrevocable—you cannot change yourparticipation to Savings Choice later.

Shared Contributions3
You contribute 7% of your eligible pay, before taxes. Contributions on pay
above the PEPRA maximum up to the annual IRS pay maximum go into yoursupplemental account.
UC contributes:
Pension: A percentage of eligible pay (determined by the UC Regents), up to
the PEPRA maximum.
Supplement for designated faculty4: 5% on all eligible pay up to the IRS pay
max.
Supplement for staff and other academic employees: 3% on eligible pay
above the PEPRA maximum, up to the IRS pay maximum.
Your Retirement Income and Benefits
When you vest in (become eligible for) benefits: Your contributions to yourpension and supplemental account (if you have one) are always yours. You
vest in your pension benefits and in UC’s contributions to your supplemental
account once you have earned five years of UCRP service credit. You begin toearn service credit when you start making contributions.
Income: When you retire, you receive lifetime monthly income based on yourhighest average 36 months of eligible pay (up to the PEPRA max), your UCRP
service credit, and your age. You can choose a "contingent annuitant" to receive
monthly lifetime income upon your death. Supplemental account distributions
are governed by plan rules. The balance depends on contributions from you andUC and your investments’ performance, and can be left to your beneficiary.
Additional benefits: You may be eligible for retiree health benefits (see ucal.
us/retireehealth) and continuing health benefits for your contingent annuitant(if eligible) after your death. If you become disabled before retirement, you may
be eligible for some income and health benefits.
8

Chapter2.
Your Primary
Title Retirement Benefit Options: Pension Choice or Savings Choice

SAVINGS CHOICE
How it Works
Savings Choice works much like a 401(k) plan. Your mandatory pretax
contributions, contributions from UC (based on your eligible pay2) and any
investment earnings accumulate in a tax-deferred retirement account. You
choose your investments from a menu of available funds, and you assume theinvestment risk. UC provides educational resources to help you plan.
If you choose Savings Choice, you will have a one-time opportunity,
beginning on the fifth anniversary of the calendar year you make yourelection, to switch to Pension Choice prospectively. See page 17.
Shared Contributions3
You contribute 7% of your eligible pay, before taxes, up to the annual IRS pay
maximum. UC contributes 8% of your eligible pay, up to the IRS pay maximum.
Your Retirement Income and Benefits
When you vest in (become eligible for) benefits: Your contributions to youraccount are always yours. UC’s contributions will vest after one year.
Income: You draw money from your account; distributions are governed by planrules. The balance will depend on the amount contributed by you and UC and yourinvestments’ performance, and can be left to your designated beneficiary.
Additional benefits: You may be eligible for retiree health benefits from UC(see ucal.us/retireehealth). Savings Choice does not include disability benefits orcontinuing health benefits for your survivor, but you can choose employee-paiddisability and supplemental life insurance.

See A Complete Guide to Your UC Retirement Benefits on UCnet for more information.
Some types of compensation not considered “eligible pay” when calculating retirement benefits are:• Pay that exceeds the full-time rate or established• Pay that exceeds the base salary (X+X’) underbase pay rates for regular, normal positions;the Health Sciences Compensation Plan.
• Overtime pay (unless for compensatory time off);
3
Employer and employee contribution rates are set periodically by the UC Regents. Because UCRP is adefined benefit plan, a member receives a specified payment amount at retirement (based on UCRP
service credit, retirement age and eligible annual pay, up to the applicable maximum), irrespective of
the amount the individual or UC contributes. Provisions of the 2016 Retirement Choice Program aresubject to collective bargaining for represented employees. Please refer to the appropriate collective
bargaining agreement, as benefits and other provisions may vary.
4
In general, you are eligible for the faculty program if you are an academic appointee in one of thefollowing groups.
• Ladder-rank faculty and equivalent titles
Employment (excluding UC Hastings Lecturers/(Professorial and Equivalent titles, which include
Senior Lecturers)• Adjunct Professor series
Agronomists, Astronomers, Clinical Professor of
Dentistry [over 50%] and Supervisor of Physical Ed) • Health Science Clinical Professor series• Librarians covered by the Professional Librarians• Professor in Residence series
Unit (LX Unit) and Non-Senate Instructional/UC• Professor of Clinical (X) series• Acting full, associate and assistant professors
AFT (IX), due to specific provisions within their• Lecturers/Senior Lecturers (full-time) withcollective bargaining agreement
Security of Employment or Potential Security of129Chapter2.
Your Primary
Title Retirement Benefit Options: Pension Choice or Savings Choice

Retirement Options
at a GlanceThis at-a-glance summary is intended
to help you understand the key
features and differences of the two
options. Remember, the sooner you
make your choice, the sooner you
start receiving UC contributions andservice credit. If you don’t make anelection within 90 days from yourdate of hire (or your eligibility date),
you automatically will be enrolled in
Pension Choice.

10Savings Choice

Description
Pension benefit based on UCRP service
credit, age at retirement and eligible pay
up to PEPRA maximum ($146,042 in2023); 401(k)-style supplemental accountfor those faculty and staff who are eligible

Stand-alone 401(k)-style benefit
Based on eligible pay up to IRS
maximum ($330,000 for 2023)

Mandatory employee pretax contributions
7% up to IRS maximum

7% up to IRS maximum

UC contributions
Pension benefit for all employees:
Percentage of eligible pay, as determinedby the UC Regents, up to PEPRA
maximum

8% for all employees up to
IRS maximum

Supplement for designated faculty: 5%on all eligible pay up to IRS maximum
Supplement for eligible staff andother academic appointees:
3% on eligible pay above PEPRA
maximum up to IRS maximum
Vesting (your contributions always belong to you)
5 years UCRP service credit

1 year from eligibility date

Disability and survivor benefits
UCRP provides disability and survivor
No survivor or disability benefits, or the
benefits for qualifying eligible members continuation of UC health and welfare
and survivors. You can choose someone coverage often available with suchto receive lifetime monthly income
benefits, as provided under UCRP. You
upon your death. Continued UC health can designate a beneficiary for yourand welfare benefits may be available to account balance and opt for employeean eligible member who becomes
paid disability and/or supplemental life
disabled before retirement and toinsurance group coverage.
eligible survivor(s).
Choice / Default
Initial choice: Eligible employees choose one option within an initial 90-day
enrollment period. Your enrollment window closes once you submit a choice.
Default: Employees who do not make a choice within the 90-day period will
be enrolled prospectively in Pension Choice by default.
Second choice: Enrollment in Pension Choice is irrevocable. Employees whochoose Savings Choice will have a one-time opportunity on the fifth anniversaryof their election to switch to Pension Choice prospectively. See page 17.
11

Chapter2.
Your Primary
Title Retirement Benefit Options: Pension Choice or Savings ChoicePension ChoiceChapter Title

3.

Copy

Pension Choice or Savings Choice:
Which One is Right for You?
Deciding which option is right for you depends
on a number of factors, including your age,the length of time you expect to work for
UC, your personal financial situation, yourinvesting style and risk tolerance, and how
much retirement income you expect fromother sources (e.g., Social Security).
12Chapter3.
PensionTitle
Choice or Savings Choice: Which One is Right for You

HOW YOUR OPTIONS COMPARECONSIDERPENSION CHOICE
IF YOUCONSIDER
SAVINGS CHOICE
IF YOU• Want predictable and secure
retirement income payments.

• Want a portable retirement benefit(vested after one year) you canroll over into an IRA or another
employer’s retirement plan if you
leave UC.

• Expect to work for UC for most of
your career (and at least five years).

• Want the protections offered by the• Don’t know how long you’ll be at
UC Retirement Plan, such as theUC, and prefer the option to switch
option to provide health benefits and
to Pension Choice later.
a secure income for your survivor
and income and health benefits if• Are comfortable choosing andyou become disabled.
managing your retirement
investments.

RESOURCES TO HELP YOU CHOOSE
RETIREMENT DECISION TOOL
Use this interactive tool to compare
your primary retirement benefit
options and make your choice.
myUCretirement.com/choose
PERSONAL RETIREMENTCOUNSELINGUC offers you one-on-one, personal
help with your retirement benefits
decisions. Meet with a Workplace
Financial Consultant by phone or inperson, when and where it’s convenient
for you. This service is available at no
cost to you.
800-558-9182
Fidelity.com/schedule/UC
CLASSES AND WEBINARS
Attend an onsite class or webinar tolearn about your retirement benefit
options, understand how to makeyour choice and get answers to yourquestions. A schedule of upcomingclasses and webinars is available online.
myUCretirement.com/classes

THE SOONER THE BETTER:
Every day — and dollar — counts.
You don’t receive UC contributions
or service credit toward your primary retirement benefits until you
enroll or you default (after 90 days)
into Pension Choice.
Once you enroll in Savings Choice,
you and UC start to contribute toyour retirement savings and you
start to earn service credit toward
your retiree health benefits. If you
wait until the deadline, you lose
three months of contributions
from UC. If you miss the deadline,
you’ll be enrolled in Pension Choicewith no option to switch later.
Once you enroll in Pension Choice,you start to earn service credit toward your pension and your retiree
health benefits. If you wait 90
days to enroll or default, you lose
three months of UCRP service
credit, which counts toward youreligibility for — and the amount of— your pension.
13

Chapter Title

4.

Illustrations of Different Choices
Everyone’s circumstances and retirement
income needs vary, so it’s important to thinkcarefully about which option will best help
you meet your goals. Here are five illustrationsof different types of employees with different
circumstances, intended to help you decide
which option is right for you.
14

ASSOCIATE PROFESSOR, 36
ELECTED: PENSION CHOICE“Pension Choice was an easy decision
for me, since I’m confident I’ll be with
UC for a long time. Since I knew I
wanted Pension Choice, I was tempted
to save myself time and just wait to
be defaulted into Pension Choice after
90 days. Once I realized that waiting
the 90 days meant sacrificing several
months of service credit, I enrolled
right away.”

Meet Mike
ANALYST, 31
ELECTED: SAVINGS CHOICE“The interactive modeler on
myUCretirement.com really helped
me understand how the two options
worked over time. I’m early in mycareer, and I’m not sure how long I’ll
be with UC. I like the fact that I cantake my Savings Choice account with
me if I leave, and that I’ll have theopportunity to switch to Pension
Choice if I stay with UC for five years.
I enrolled as soon as I decided so I
wouldn’t lose any UC contributions.”

Meet Debra
PROFESSOR, 51
ELECTED: PENSION CHOICE“I met with a Workplace Financial
Consultant to help me understand the
supplemental benefit under Pension
Choice. She explained that because of
my position, I’m eligible for a supplemental account in addition to mypension benefit, with a 5 percent

contribution from UC on all of myeligible pay to my supplemental
account.
Since I plan to stay at UC for the longterm, Pension Choice was the right
option for me.”Meet Javier
HEALTH PROFESSIONAL, 37
ELECTED: PENSION CHOICE“I had a 401(k) with my former employer,
so at first I thought Savings Choicemight make sense. After doing more
research, though, I decided that
Pension Choice was the best option forme. I’m hoping to spend a good portionof my career at UC, and since myincome is above the PEPRA maximum
I’ll also receive UC contributions to a
supplemental account.”

Meet Jiro
ASSISTANT PROFESSOR, 42
ELECTED: SAVINGS CHOICE“I took a retirement benefits webinar
to make sure I understand my options,and I was at first very interested in
Pension Choice. The idea of having a
predictable stream of income throughout my retirement is really attractive.
My partner hasn’t found a position in
the area yet, though, so there’s achance we may need to relocate before
I can vest in the pension. I had a 403(b)plan at my last job, so I’m comfortablewith the way it works, especially since
the UC contribution vests after a year.
I was glad to hear that I’ll have asecond choice in five years if I’m able
to stay at UC.”

15

Chapter4.
Illustrations
Title of Different Choices

Meet Madhu

Chapter Title

5.

Making Your Choice
Remember, your enrollment is prospective.
The sooner you enroll in Pension Choice or
Savings Choice, the sooner you start receiving
UC contributions (and service credit underPension Choice). Your enrollment windowcloses once you submit a choice. If you don’tchoose a primary retirement option, you
automatically will be enrolled in Pension
Choice at the end of the 90-day period.
16

1. Go to myUCretirement.com/choose.
You can begin the tutorial for a quick
refresher on the options, and use aninteractive modeler to compare how
your retirement benefits may growover time with Pension Choice or
Savings Choice.
2. When you’re ready to choose, you’ll
need to log in. If you haven’t alreadyregistered, you’ll be taken to the
NetBenefits site to complete theregistration process.
3. There are several steps before you
make and confirm your choice, withthe option along the way to returnto the tutorial for more information.
Your election is final once you click“confirm choice.”
4. You’ll receive a confirmation
statement—check to ensure it
accurately records your enrollment
in Pension Choice or Savings Choice.
5. Your contributions will begin to
be deducted from your paycheckfollowing your choice (usually within
one to two pay periods).

YOUR SECOND CHOICE
WINDOW
Enrollment in Pension Choice isirrevocable—you cannot change
your participation to Savings Choicelater.
Savings Choice participants have awindow of opportunity to switch
prospectively from Savings Choice
to Pension Choice, and become
members of the UC Retirement Plan
(UCRP). The second choice window
for Savings Choice participants
opens on the fifth anniversary of
the calendar year in which they
made their initial election.
A move from Savings Choice toPension Choice is effective on July
1 (the beginning of the plan year)
following your election, if yourelection is postmarked on or before
May 31.
A switch from Savings Choice toPension Choice is a change in yourprimary retirement benefits going
forward; it is not retroactive. As ofthe effective date of your switch:• Contributions (from you and UC)
to your Savings Choice accountwill stop. Your Savings Choiceaccount balance will remain
yours.
• You will begin earning UCRP
service credit toward thecalculation of your pension
benefit. The service credit
you earned as a participant in
Savings Choice will count toward
vesting in UCRP and in yoursupplemental account (if you
have one) and toward your retiree
health benefits.
• You will remain in the pension
plan for the remainder of yourcareer, even if you separate from
UC and return later.
17

Chapter
5.
Making
Title
Your Choice

READY TO MAKE YOUR SELECTION?

Chapter Title

6.

After You’ve Enrolled: Additional
Opportunities to Save
Once you’ve enrolled in your primary (required)retirement benefits—Pension Choice or
Savings Choice—it’s a good idea to consider
whether you’ll need additional savings toreach your retirement goals. UC’s voluntarysavings opportunities and retirement planningresources can help.
18

RETIREMENT EDUCATION AND
COUNSELING RESOURCES

UC 403(b), 457(b) and DEFINED CONTRIBUTION Program

PERSONAL RETIREMENTCOUNSELINGIn addition to your primary (required)retirement benefits, you may want tosave additional money to prepare forretirement. UC’s voluntary savings
plans — with options for pretax, aftertax and/or Roth contributions — help
you build additional retirement savings
to augment your primary UC retirement benefits, Social Security, andother non-UC retirement income.

Workplace Financial Consultants areavailable to meet with you by phone orin person—at no cost to you.

• UC’s 403(b) and 457(b) Plans let you
add to your retirement savings withyour choice of pretax and/or Rothafter-tax contributions. That means
you can make pretax contributions
now and pay taxes when you
withdraw your money, or you canmake after-tax contributions now andtake tax-free withdrawals (including
earnings) in retirement (as long as
you meet certain requirements).
• UC’s Defined Contribution Plan lets
you add to your retirement savings
with after-tax contributions. You cantake the money out at any time andonly pay taxes on your investment
earnings.
You can enroll in these plans at any
time. For more information andresources to help you understand youroptions, see “Supplemental Retirement
Benefits” on myUCretirement.com.

800-558-9182
Fidelity.com/schedule/UC
RETIREMENT CLASSES
AND WEBINARS
Onsite classes or webinars offer
information about all of UC’s
retirement plans and programs,
and guidance for saving and investing
wisely. A schedule of upcomingclasses and webinars is available
online.
myUCretirement.com/classes
MYUCRETIREMENT.COM
Explore articles and classes
designed to help you make informed
financial decisions.
myUCretirement.com
UCNET
Your source for information, tools andresources to help you understand yourbenefits and UC.
ucnet.universityofcalifornia.edu
UC RETIREMENT AT YOUR SERVICE(UCRAYS)
Review and manage your UCRP
benefits and beneficiaries.
retirementatyourservice.ucop.edu

19

Chapter
6.
After You’ve
Title Enrolled: Additional Opportunities to Save

Voluntary Retirement
Savings ProgramBy authority of The Regents, University of California Human
Resources, located in Oakland, administers all benefit plans inaccordance with applicable plan documents and regulations,custodial agreements, University of California Group Insurance
Regulations, group insurance contracts, and state and federallaws. No person is authorized to provide benefits information
not contained in these source documents, and information notcontained in these source documents cannot be relied upon as
having been authorized by The Regents. Source documents areavailable for inspection upon request (800-888-8267). What is
written here does not constitute a guarantee of plan coverage or
benefits—particular rules and eligibility requirements must be
met before benefits can be received. The University of California
intends to continue the benefits described here indefinitely;
however, the benefits of all employees, retirees, and plan
beneficiaries are subject to change or termination at the time ofcontract renewal or at any other time by the University or othergoverning authorities. The University also reserves the right todetermine new premiums, employer contributions and monthly
costs at any time. Health and welfare benefits are not accrued or
vested benefit entitlements. UC’s contribution toward the monthly
cost of the coverage is determined by UC and may change or stop
altogether, and may be affected by the state of California’s annual
budget appropriation. If you belong to an exclusively represented
bargaining unit, some of your benefits may differ from the ones
described here. For more information, employees should contact
your Human Resources Office and retirees should call the UC
Retirement Administration Service Center (800-888-8267).
In conformance with applicable law and University policy, the University is an affirmative action/equal opportunity employer. Please
send inquiries regarding the University’s affirmative action andequal opportunity policies for staff to Systemwide AA/EEO Policy
Coordinator, University of California, Office of the President, 1111
Franklin Street, Oakland, CA 94607, and for faculty to the Officeof Academic Personnel and Programs, University of California
Office of the President, 1111 Franklin Street, Oakland, CA 94607.

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Chapter Title
RETIREMENTBENEFITS DECISION GUIDE—REHIRED, NEWLY ELIGIBLE AND FORMER CALPERS-COVERED EMPLOYEESRetirement Benefits
Decision Guide
For rehired or newly eligible employees who
worked for UC before July 1, 2016, and former
CalPERS-covered employees

1As a University of California employee,
you help shape the quality of life for people
throughout California and around theworld.
UC’s comprehensive benefits are among
the ways we recognize our employees fortheir contributions, and are an importantpart of your compensation.
UC offers you a choice of primary
retirement benefit options — Pension
Choice or Savings Choice. Participationin one of the options is required, and you
choose the one that’s right for you.
Make a choice and enroll as soon as you
can — your benefits only begin to growonce you enroll.

The summaries in this booklet explain the plans’ provisions and the policies andrules that govern them. If a conflict exists between these summaries and the plan
documents, the plan documents govern. The Plan Administrator has the authority tointerpret disputed provisions.
3

Introduction

Your UC Retirement BenefitsChapter Title

1.

Helping You Prepare
for a Successful Retirement
Preparing for a successful retirement is oneof the biggest financial responsibilities you’ll
face. All eligible new employees have a choiceof primary (required) retirement benefits, withcosts shared by you and UC. With this guide,
we’ll show you your options, explain how each
one works, and highlight resources to help
you choose the best option for your personal
situation.
4

Check off the actions on the rightto understand your UC retirement
benefits and enroll as soon as you
can. See page 11 to learn more about
why it’s important to enroll sooner
rather than later.

❑ LEARN ABOUT YOUR PRIMARY 		

Your retirement benefits areprospective — they don’t start until
you make an account and enroll
through myUCretirement.com. If you
don’t choose a primary retirement
option within 90 days, you will bepermanently enrolled in Pension
Choice — you cannot change yourparticipation to Savings Choice later(see page 13).

FIND DEFINITIONS AND DETAILSIn general, your 90-day enrollment
window starts on the day you become
eligible, usually the day you’re hired. If
you’re uncertain about your eligibility
date, please contact the UC Retirement
Administration Service Center at 800888-8267. Your enrollment windowcloses once you submit a choice.

RETIREMENT BENEFIT OPTIONS
SEE HOW EACH OPTION WORKS
Pages 6–9

ucal.us/guidetoretirementben
COMPARE THE OPTIONS
myUCretirement.com/choose❑ GET HELP WITH YOUR DECISIONATTEND A WORKSHOPOR WEBINAR
myUCretirement.com/classes
MEET WITH A
WORKPLACE FINANCIAL
CONSULTANT
800-558-9182 orFidelity.com/schedule/UC❑ MAKE YOUR CHOICE
ENROLL ON
MYUCRETIREMENT.COM
myUCretirement.com/choose

5

Chapter1.
Helping
Title
You Prepare for a Successful Retirement

Your Benefits Decision Checklist

Chapter Title

2.
Copy

Your Primary Retirement
Benefit Options: Pension Choiceor Savings Choice
When it comes to choosing your primary
retirement benefits, you have two options —Pension Choice or Savings Choice. Both options
help you build valuable retirement income inaddition to Social Security benefits and any
savings you may have. Here’s an overview of
who’s eligible for these benefits, how each
option works, and how long you have to makeyour choice. For complete details, please see
your Summary Plan Description.
6

You are eligible for the choice ofprimary retirement benefits describedin this guide if you:
• Are a prior active member of UCRP
who was rehired on or after
July 1, 2016 into an eligible faculty
or staff appointment, after aqualified break in UC service(between one and two months);• Were hired by UC before July 1, 2016
and became eligible for retirement
choice benefits on or after that date;OR• Were hired by UC on or after
July 1, 2016 and are classified as a“Classic Member” under CalPERS
eligible for reciprocity with UC. If so,
you will need to self-identify with
the UC Retirement Administration
Service Center (800-888-8267) toensure you are enrolled in theappropriate benefits.
Note: If you are eligible for retirement
choice and you do not meet theconditions above, please refer to the
Retirement Benefits Decision Guide forfaculty and staff hired on or after
July 1, 2016 (ucal.us/decisionguide).
If you have questions about youreligibility, please contact the UC
Retirement Administration Service
Center at 800-888-8267.

Chapter2.
Your Primary
Title Retirement Benefit Options: Pension Choice or Savings Choice

ELIGIBILITYABOUT RETIREMENTEARNINGS MAXIMUMSThe maximum amount of yourcompensation that counts
toward your retirement benefits
may be affected by a number offactors, including the IRS dollar
maximum and UC guidelines
about eligible pay.
Please note that the Plan year
runs from July 1 to June 30.
IRS Pay Maximum
The IRS sets a dollar maximum
for annual earnings for the Plan
year upon which retirement
benefits and contributions may bebased. This maximum is reviewed
and may be adjusted annually. For
the 2023 Plan year, the maximum
is $330,000.
Eligible Pay
Retirement benefits are calculated
based on “eligible pay,” which does
not include certain types ofcompensation. For a list of typesof compensation that are notconsidered “eligible pay” whencalculating retirement benefits,
see A Complete Guide to Your UC
Retirement Benefits on UCnet(ucal.us/guidetoretirementben).

UNION-REPRESENTED EMPLOYEES
If you’re represented by a union, yourretirement benefits are governed byyour union’s contract with UC and may
be different than the benefits outlined
here. Please refer to your collective
bargaining agreement (available atucal.us/agreements) for details.

7

2. Your Primary Retirement Benefit Options: Pension Choice or Savings Choice

Copy
HOW YOUR OPTIONS COMPARE1PENSION CHOICE
How it Works
Pension Choice includes a monthly pension benefit under the University ofCalifornia Retirement Plan (UCRP), for predictable lifetime retirement income
based on your eligible pay, service credit and retirement age.
UC makes decisions about the investments of the UCRP and assumes theinvestment risk.
Shared Contributions3
You contribute 7% of your eligible pay, before taxes, up to the annual IRS pay
maximum. Your 7% contribution will be automatically deducted from yourpaycheck. Your contributions always belong to you.
UC contributes a percentage of eligible pay to UCRP, as determined by the UC
Regents, up to the IRS pay maximum.
Your Retirement Income and Benefits
When you vest in (become eligible for) benefits: Your contributions to yourpension are always yours. You vest in your pension benefits once you have earned
five years of UCRP service credit. You begin to earn service credit when you start
making contributions.
Income: When you retire, you receive lifetime monthly income based on yourhighest average 36 months of eligible pay, your UCRP service credit, and yourage. You can choose a “contingent annuitant” to receive monthly lifetime income
upon your death.
Additional benefits: You may be eligible for retiree health benefits (see ucal. us/
retireehealth) and continuing health benefits for your contingent annuitant (ifeligible) after your death. If you become disabled before retirement, you may be
eligible for some income and health benefits.
Choice Window
If you choose to participate in Pension Choice, it is best to enroll as soon as
possible during your initial 90-day enrollment window. Employees who do notmake a choice within the 90-day period will be enrolled prospectively in Pension
Choice by default. The decision to participate in Pension Choice is irrevocable —you cannot change your participation to Savings Choice later.

8

How it Works
Savings Choice works much like a 401(k) plan. Your mandatory pretax contributions,contributions from UC (based on your eligible pay2) and any investment earnings
accumulate in a tax-deferred retirement account.
You select how to invest the contributions made to your account from a menu
of available funds and you assume the investment risk. UC provides tools andresources to help you understand how to plan and invest for retirement.
Shared Contributions3
You contribute 7% of your eligible pay, before taxes, up to the annual IRS pay maximum. Your 7% contribution will be automatically deducted from your paycheck.
UC contributes 8% of your eligible pay, up to the IRS pay maximum.
Your Retirement Income and Benefits
When you vest in (become eligible for) benefits: Your contributions to youraccount are always yours. UC’s contributions will vest after one year.
Income: You draw money from your account; distributions are governed by planrules. The balance will depend on the amount contributed by you and UC and yourinvestments’ performance, and can be left to your designated beneficiary.
Additional benefits: You may be eligible for retiree health benefits from UC (seeucal.us/retireehealth). Savings Choice does not include disability benefits or continuing health benefits for your survivor, but you can choose employee-paiddisability and supplemental life insurance.
Choice Window
If you choose to participate in Savings Choice, enroll as soon as possible during yourinitial 90-day enrollment window. If you choose Savings Choice, you will have a
one-time opportunity, beginning on the fifth anniversary of the calendar year
you make your election, to switch to Pension Choice prospectively. See page 13
for details.

1

See A Complete Guide to Your UC Retirement Benefits on UCnet for more information.

2

Some types of compensation not considered “eligible pay” when calculating retirement benefits are:• Pay that exceeds the full-time rate or establishedbase pay rates for regular, normal positions;• Overtime pay (unless for compensatory time off);• Pay that exceeds the base salary (X+X’) underthe Health Sciences Compensation Plan.

For more about eligible pay, see A Complete Guide to Your UC Retirement Benefits on UCnet
	Employer and employee contribution rates are set periodically by the UC Regents. Because UCRP is adefined benefit plan, a member receives a specified payment amount at retirement (based on UCRP
service credit, retirement age and eligible annual pay, up to the applicable maximum), irrespective of theamount the individual or UC contributes. Provisions of the Retirement Choice Program are subject tocollective bargaining for represented employees. Please refer to the appropriate collective bargaining
agreement, as benefits and other provisions may vary.

39Chapter2.
Your Primary
Title Retirement Benefit Options: Pension Choice or Savings Choice

SAVINGS CHOICE

Chapter Title

3.

Copy

Pension Choice or Savings Choice:
Which One is Right for You?
Deciding which option is right for you depends
on a number of factors, including your age,the length of time you expect to work for
UC, your personal financial situation, yourinvesting style and risk tolerance, and how
much retirement income you expect fromother sources (e.g., Social Security).
10Chapter3.
PensionTitle
Choice or Savings Choice: Which One is Right for You?

HOW YOUR OPTIONS COMPARECONSIDER PENSION CHOICE
IF YOUCONSIDER SAVINGS CHOICE
IF YOU• Want predictable and secure
retirement income payments.

• Want a portable retirement benefit(vested after one year) you canroll over into an IRA or another
employer’s retirement plan if you
leave UC.

• Expect to work for UC for most of
your career (and at least five years).
• Want the protections offered by the
UC Retirement Plan, such as theoption to provide health benefits
and a secure income for yoursurvivor and income and healthbenefits if you become disabled.
RESOURCES TO HELP YOU CHOOSE
RETIREMENT DECISION TOOL
Use this interactive tool to compare
your primary retirement benefit
options and make your choice.
myUCretirement.com/choose
PERSONAL RETIREMENTCOUNSELINGUC offers you one-on-one, personal
help answering your enrollment
questions or discussing yourretirement benefits decisions. Talk
with a Workplace Financial Consultant
by phone or in person, when andwhere it’s convenient for you. This
service is available at no cost to you.
800-558-9182
Fidelity.com/schedule/UC
CLASSES AND WEBINARS
Attend an onsite class or webinar tolearn about your retirement benefit
options, understand how to make yourchoice and get answers to yourquestions. A schedule of upcomingclasses and webinars is available
online.

• Don’t know how long you’ll be at
UC, and prefer the option to switch
to Pension Choice later.
• Are comfortable choosing andmanaging your retirement
investments.
THE SOONER THE BETTER:
Every day — and dollar — counts.
You don’t receive UC contributions
or service credit toward yourprimary retirement benefits until
you enroll or you default (after 90days) into Pension Choice.
Once you enroll in Savings Choice,
you and UC start to contribute toyour retirement savings and you
start to earn service credit toward
your retiree health benefits. If you
wait until the deadline, you lose
three months of contributions
from UC. If you miss the deadline,
you’ll be enrolled in Pension Choicewith no option to switch later.
Once you enroll in Pension Choice,you start to earn service credit
toward your pension and your retiree health benefits. If you wait 90
days to enroll or default, you lose
three months of UCRP service
credit, which counts toward youreligibility for — and the amount of— your pension.

myUCretirement.com/classes
11Chapter Title

4.

Making Your Choice
Remember, your enrollment is prospective.
The sooner you enroll in Pension Choice or
Savings Choice, the sooner you start receiving
UC contributions (and service credit underPension Choice). Your enrollment windowcloses once you submit a choice. If you don’tchoose a primary retirement option, you
automatically will be enrolled in Pension
Choice at the end of the 90-day period.
12

1. Go to myUCretirement.com/choose.
You can begin the tutorial for a quick
refresher on the options, and use aninteractive modeler to compare how
your retirement benefits may growover time with Pension Choice or
Savings Choice.
2. When you’re ready to choose, you’ll
need to log in. If you haven’t alreadyregistered, you’ll be taken to the
NetBenefits site to complete theregistration process.
3. There are several steps before you
make and confirm your choice, withthe option along the way to returnto the tutorial for more information.
Your election is final once you click“confirm choice.”
4. You’ll receive a confirmation
statement — check to ensure it
accurately records your enrollment
in Pension Choice or Savings Choice.
5. Your contributions will begin to
be deducted from your paycheckfollowing your choice (usually within
one to two pay periods).

YOUR SECOND CHOICE
WINDOW:
Enrollment in Pension Choice isirrevocable — you cannot change
your participation to Savings Choicelater.
Savings Choice participants have awindow of opportunity to switch
prospectively from Savings Choice toPension Choice, and become
members of the UC Retirement Plan
(UCRP). The second choice window
for Savings Choice participants
opens on the fifth anniversary of thecalendar year in which they madetheir initial election.
A move from Savings Choice toPension Choice is effective on July 1(the beginning of the plan year)
following your election, if yourelection is postmarked on or before
May 31.
A switch from Savings Choice toPension Choice is a change in yourprimary retirement benefits going
forward; it is not retroactive. As ofthe effective date of your switch:Contributions (from you and UC) toyour Savings Choice account willstop. Your Savings Choice accountbalance will remain yours.
You will begin earning UCRP service
credit toward the calculation of yourpension benefit. The service credit
you earned as a participant in
Savings Choice will count toward
vesting in UCRP and in yoursupplemental account (if you haveone) and toward your retiree healthbenefits.
You will remain in the pension planfor the remainder of your career,even if you separate from UC andreturn later.

13

Chapter
4.
Making
Title
Your Choice

READY TO MAKE YOUR SELECTION?

Chapter Title

5.

After You’ve Enrolled: Additional
Opportunities to Save
Once you’ve enrolled in Pension Choice or
Savings Choice, it’s a good idea to consider
whether you’ll need additional savings toreach your retirement goals. UC’s voluntarysavings opportunities and retirement planningresources can help.
14

RETIREMENT EDUCATION AND
COUNSELING RESOURCES

UC 403(b), 457(b) AND DEFINEDCONTRIBUTION PLANSPERSONAL RETIREMENTCOUNSELINGIn addition to your primary (required)retirement benefits, you may want tosave additional money to prepare forretirement. UC’s voluntary savings
plans — with options for pretax, aftertax and/or Roth contributions — help
you build additional retirement savings
to augment your primary UC retirement benefits, Social Security, andother non-UC retirement income.

Workplace Financial Consultants areavailable to meet with you by phone orin person — at no cost to you.

• UC’s 403(b) and 457(b) Plans let
you add to your retirement savings
with your choice of pretax and/or Roth after-tax contributions.
That means you can make pretax
contributions now and pay taxes
when you withdraw your money, or
you can make after-tax contributions
now and take tax-free withdrawals(including earnings) in retirement(as long as you meet certain
requirements).
• UC’s Defined Contribution Plan lets
you add to your retirement savings
with after-tax contributions. You cantake the money out at any time andonly pay taxes on your investment
earnings.
You can enroll in these plans at any
time. For more information andresources to help you understand youroptions, see “Supplemental Retirement
Benefits” on myUCretirement.com.

800-558-9182
Fidelity.com/schedule/UC
RETIREMENT CLASSES
AND WEBINARS
Onsite classes or webinars offer
information about all of UC’s retirement
plans and programs, and guidance forsaving and investing wisely. A scheduleof upcoming classes and webinars isavailable online.
myUCretirement.com/classes
MYUCRETIREMENT.COM
Explore articles and classes designed
to help you make informed financial
decisions.
myUCretirement.com
UCNET
Your source for information, tools andresources to help you understand yourbenefits and UC.
ucnet.universityofcalifornia.edu
UC RETIREMENT AT YOUR SERVICE(UCRAYS)
Review and manage your UCRP
benefits and beneficiaries.
retirementatyourservice.ucop.edu

15

Chapter5.
After You’ve
Title Enrolled: Additional Opportunities to Save

VOLUNTARY RETIREMENTSAVINGS PLANSBy authority of the Regents, University of California Human
Resources, located in Oakland, administers all benefit plans inaccordance with applicable plan documents and regulations, custodialagreements, University of California Group Insurance Regulations,group insurance contracts, and state and federal laws. No person is
authorized to provide benefits information not contained in thesesource documents, and information not contained in these source
documents cannot be relied upon as having been authorized by the
Regents. Source documents are available for inspection upon request(800-888-8267). What is written here does not constitute a guaranteeof plan coverage or benefits — particular rules and eligibility
requirements must be met before benefits can be received. The
University of California intends to continue the benefits describedhere indefinitely; however, the benefits of all employees, retirees, andplan beneficiaries are subject to change or termination at the time ofcontract renewal or at any other time by the University or othergoverning authorities. The University also reserves the right todetermine new premiums, employer contributions and monthly costs
at any time. Health and welfare benefits are not accrued or vested
benefit entitlements. UC’s contribution toward the monthly cost of
the coverage is determined by UC and may change or stop altogether,and may be affected by the state of California’s annual budget
appropriation. If you belong to an exclusively represented bargaining
unit, some of your benefits may differ from the ones described here.
For more information, employees should contact their Human
Resources Office and retirees should call the UC Retirement
Administration Service Center (800-888-8267).
In conformance with applicable law and University policy, theUniversity is an affirmative action/equal opportunity employer. Please
send inquiries regarding the University’s affirmative action and equal
opportunity policies for staff to Systemwide AA/EEO Policy Coordinator, University of California, Office of the President, 1111 Franklin
Street, Oakland, CA 94607, and for faculty to the Office of Academic
Personnel and Programs, University of California Office of the
President, 1111 Franklin Street, Oakland, CA 94607.

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FOR FACULTY AND STAFF ELIGIBLE ON OR AFTER JULY 1, 2016

A Complete
Guide to YourUC Retirement Benefits

RETIREMENT PLAN SUMMARIESListed below are telephone numbers and website andcorrespondence addresses for some of the resources UC
employees routinely use.

UC EMPLOYEE WEBSITE
ucnet.universityofcalifornia.edu

UC RETIREMENT ADMINISTRATION SERVICE CENTER
800-888-8267
Hours: 8:30 a.m.–4:30 p.m., Monday–Friday
Written correspondence should be sent to:
UC Human Resources
P.O. Box 24570
Oakland, CA 94623-1570

UC RETIREMENT AT YOUR SERVICE (UCRAYS)
retirementatyourservice.ucop.edu
Sign in to your account to send a secure message.

UC RETIREMENT CHOICE AND
RETIREMENT SAVINGS PROGRAM
myUCretirement.com
866-682-7787 (Fidelity Retirement Services)

LOCAL BENEFITS OFFICESUC Berkeley: 510-664-9000, option 3
UC Davis: 530-752-1774
UC Davis Health: 916-734-8099
UC Irvine: 949-824-0500
UC Irvine Health: 949-824-0500
UCLA: 310-794-0830
UCLA Health: 310-794-0500
UC Merced: 209-355-7178
UC Riverside: 951-827-4766
UC San Diego: 858-534-2816
UC San Diego Health: 619-543-3200
UCSF: 415-476-1400
UCSF Health: 415-353-4545
UC Santa Barbara: 805-893-2489
UC Santa Cruz: 831-459-2013
Agriculture & Natural Resources: 530-752-1774
ASUCLA: 310-825-7055
UC College of the Law, San Francisco (formerly Hastings):
415-565-4703
UC Office of the President: 855-982-7284
Lawrence Berkeley National Lab: 510-486-6403

INVESTMENT OVERSIGHTUC Office of Chief Investment Officer
Chief Investment Officer’s website: ucop.edu/investment-office
Written correspondence should be sent to:
Office of the Chief Investment Officer of The Regents
University of California
Office of the President
1111 Franklin Street
Oakland, CA 94607-9828

BENEFITS FROM OTHER SOURCES
For information on plans and services that may have an impact
on your retirement benefits, such as Social Security, CalPERS orother retirement plans and agencies, contact the appropriate
agency.
Social Security Administration: 800-772-1213
Social Security website: socialsecurity.gov
CalPERS: 888-225-7377
CalPERS website: calpers.ca.gov
CalSTRS: 800-228-5453
CalSTRS website: calstrs.com

IF YOU MOVE
It is your responsibility to notify the Plan Administrator ofyour new mailing address. UC uses the address on file as theaddress of record for you and your beneficiaries.
If you are an active UC employee, you can change your addressby signing in to UCPath at ucpath.universityofcalifornia.edu
and/or to UCRAYS at retirementatyourservice.ucop.edu.
To make the change by phone, active employees can call the
UCPath Center at 855-982-7284, and retirees and former
employees can call the UC Retirement Administration Service
Center at 800-888-8267.
You can update your address with Fidelity Retirement Services
by calling 866-682-7787 or by logging into netbenefits.com,
your Fidelity website.

Introduction

The University of California’s comprehensive benefits are among theways UC recognizes its employees for their contributions, and are an
important part of your compensation.
It’s important to understand the pivotal role you have in shaping yourfinancial future. To make the most of your retirement and savings
benefits, you should read this booklet carefully and keep it with yourimportant papers for later reference. It contains summaries withcomprehensive information about the primary retirement benefit
options and voluntary retirement savings plans that make up the
University of California Retirement System (UCRS) as well as
information about health and welfare benefits currently available toeligible UC retirees.
The chart below illustrates the basic structure of UCRS. The
summaries in this booklet explain the plans’ provisions and thepolicies and rules that govern them. If a conflict exists between thesesummaries and the plan documents, the plan documents govern. The
Plan Administrator has the authority to interpret disputed provisions.
UNIVERSITY OF CALIFORNIA RETIREMENT SYSTEM (UCRS)
University of California
Retirement Plan (UCRP):
a defined benefit plan

Defined Contribution Plan(the DC Plan): a defined
contribution plan403(b) Plan(the 403(b) Plan): a defined
contribution plan457(b) Deferred Compensation
Plan (the 457(b) Plan): a deferredcompensation planA pension plan for Pension Choiceparticipants and existing and newly
eligible UCRP members

A retirement savings andinvestment plan for Savings
Choice participants, and for
Pension Choice participantseligible for the defined
contribution supplemental benefit

A retirement savings andinvestment plan for voluntary
employee pretax and Rothcontributions and rollovers, andemployer contributions for eligible
employees

A retirement savings andinvestment plan for voluntary
employee pretax and Rothcontributions and rollovers, andemployer contributions for eligible
employees

Also includes voluntary after-tax
contributions and rollovers,
employer contributions for eligible
employees and mandatory pretax
employee contributions for Safe
Harbor employees

Effective Nov. 1, 2016, also
includes employer and mandatory
employee pretax contributions
for eligible summer academic
appointees

Primary Retirement Benefit Options....................................................................................2403(b) Plan..........................................................................................................................................................................45

University of California Retirement Plan (Pension Choice)............3457(b) Deferred Compensation Plan.....................................................................................61

Defined Contribution Plan (including Savings Choiceand supplemental Pension Choice accounts)..............................................................29

Health and Welfare Benefits for Retirees.....................................................................73

1

Primary Retirement Benefit Options

Primary Retirement
Benefit Options
Your UC retirement benefits depend on a number of factors,
including whether you’re represented by a union, when you were
hired and whether you’ve been employed by UC in the past.
If you’re represented by a union, your retirement benefits aregoverned by your union’s contract with UC and may be different
than the benefits outlined here. For example, some bargaining
units currently participate in the UC Retirement Choice Programand some do not. Please refer to your collective bargaining
agreement (available at ucal.us/agreements) for details.

second choice window for Savings Choice participants opens
on Jan. 1 of the fifth anniversary of the calendar year in which
they made their initial election. See page 7 for details about thisopportunity.
See the Defined Contribution Plan summary on page 29
for details about Savings Choice, including UC’s and yourcontributions, distributions, vesting, the timing and rules forswitching from Savings Choice to Pension Choice, and more.
(You will not have an opportunity to switch prospectively
to Savings Choice from Pension Choice, as that window ofopportunity is only available under Savings Choice.)

UC RETIREMENT CHOICE PROGRAM
For most eligible UC employees hired, rehired or newly eligible forbenefits on or after July 1, 2016, UC offers two different primary
retirement benefit options: Pension Choice or Savings Choice.
Please note that some rehired employees will not be eligible forthis choice, including those who:
• Became members of UCRP prior to July 1, 1994,• Were rehired without a tier break in service (see definition on
page 22), or• Elected Pension Choice or Savings Choice, or were defaulted
into Pension Choice, during a prior period of UC employment.
PENSION CHOICE
This option includes a pension benefit under the UC Retirement
Plan (UCRP), providing a predictable level of lifetime retirement
income. Some faculty and staff may also be entitled to receivea supplemental benefit in a defined contribution account.
Enrollment in Pension Choice is irrevocable.
See the UCRP summary on page 3 for details about Pension
Choice, including eligibility, vesting, contributions from you andUC, retirement income, disability benefits, benefits for eligible
survivors and more.
If you are eligible for the defined contribution supplemental
benefit under Pension Choice, see the Defined Contribution Plansummary on page 29 for details, including UC’s and yourcontributions, distributions and more.
SAVINGS CHOICE
This option is a defined contribution plan, with mandatory
pretax contributions from you and contributions from UC. These
contributions and any investment earnings accumulate in a
tax-deferred retirement account. You select how to invest
contributions to your account from a menu of available funds
and you assume the investment risk.
Savings Choice participants have a window of opportunity toswitch prospectively from Savings Choice to Pension Choice,and become members of the UC Retirement Plan (UCRP). The
2

MAKING YOUR CHOICE
Enroll in Pension Choice or Savings Choice as soon as you’ve
decided on the option that is best for you. Your benefits areprospective from the date you enroll, so you can lose theopportunity to accumulate retirement benefits (including UC
contributions and service credit) by waiting.
Employees have up to 90 days from their retirement option
eligibility date (generally your hire date) to enroll. Your enrollment
window closes once you submit a choice. If you do notaffirmatively choose an option, you automatically will be enrolled
in Pension Choice at the end of the 90-day selection period.
RESOURCES
Retirement Benefits Decision Guide
Online: ucal.us/retirement
Retirement Decision Tool
Online: myUCretirement.com/choose
Personal Retirement Counseling
Online: fidelity.com/schedule/UC
Phone: 800-558-9182
Classes and webinars
Online: myUCretirement.com/classes
The Sooner the Better: Take advantage of the resources
above to help you make this important decision as soon as
possible. Here’s why it pays to enroll well before yourdeadline:• If you wait 90 days to enroll or default into Pension
Choice, you lose up to three months of UC Retirement
Plan service credit — delaying vesting and decreasing yourbenefits.
• If you wait until the deadline to enroll in Savings Choice,
you lose up to three months of service credit toward
retiree health benefits and you lose up to three monthsof UC and personal pretax contributions — reducing yourretirement savings contributions for the year.
So make your choice and start building your retirement
benefits as soon as you can.

• Hired on or after July 1, 2016, or• Rehired on or after July 1, 2016, after a break in service, or• Who became newly eligible for benefits on or after July 1, 2016

Introduction......................................................................................................................................................................5

Cost-of-Living Adjustments...................................................................................................................15

UCRP Membership................................................................................................................................................6
Collective Bargaining...........................................................................................................................................6
Social Security.................................................................................................................................................................6
Eligibility and Membership........................................................................................................................6
Second Choice Window for UCRP Membership.....................................................7
Vesting.........................................................................................................................................................................................7
Inactive Membership...........................................................................................................................................7
Reciprocity............................................................................................................................................................................7

Disability Benefits..................................................................................................................................................15
General Requirements......................................................................................................................................15
Disability Definitions...........................................................................................................................................15
Disability Date.................................................................................................................................................................16
Disability Income........................................................................................................................................................16
Maximum Disability Income....................................................................................................................16
Applying for Disability Benefits.........................................................................................................16
Length of the Disability Income Period................................................................................16
When Disability Income Stops.............................................................................................................16

Pensionable Earnings Maximums................................................................................................8
PEPRA Maximum........................................................................................................................................................8
Rehired, Newly Eligible and Former
CalPERS-Covered Employees.................................................................................................................8
Contributions..................................................................................................................................................................9
Funding the Plan..........................................................................................................................................................9
University Contributions...............................................................................................................................9
Member Contributions.....................................................................................................................................9Service Credit.................................................................................................................................................................9Service Credit Purchase...............................................................................................................................11
Refund of Accumulations...........................................................................................................................11
Retirement Benefits............................................................................................................................................12
If You Leave UC and Don’t Retire...................................................................................................12
Basic Retirement Income..............................................................................................................................12
Alternate Monthly Payment Options.......................................................................................12
Retirement Age Factors...................................................................................................................................13
Plan Maximum Benefit......................................................................................................................................14
Death Benefits..............................................................................................................................................................14
Payments to Beneficiaries...........................................................................................................................14
Preretirement Survivor Income..........................................................................................................14
Death While Eligible to Retire...............................................................................................................14

Reappointment After Retirement..............................................................................................17
Internal Revenue Code Provisions.............................................................................................17
Maximum Contribution and Benefit Limitations..................................................17
Minimum Distribution Incidental Benefit.........................................................................17
Minimum Required Distributions....................................................................................................18
Rollovers...................................................................................................................................................................................18
Taxes on Distributions.......................................................................................................................................18
Additional Information..................................................................................................................................19
Claims Procedures....................................................................................................................................................19
Plan Administration...............................................................................................................................................19
Plan Changes.....................................................................................................................................................................20
Designation of Beneficiary.........................................................................................................................20
Designation of Contingent Annuitant.....................................................................................20
Community Property...........................................................................................................................................20
Assignment of Benefits....................................................................................................................................21
Qualified Domestic Relations Orders (QDRO).........................................................21
Further Information...............................................................................................................................................21
Plan Definitions...........................................................................................................................................................22
Information for Members with Service Credit
from a Previous Period of Employment............................................................................26

3

University of California Retirement Plan (Pension Choice)

University of California Retirement Plan
(Pension Choice) Plan Summary
For eligible faculty and staff:

4

UCRP: Introduction

Introduction
The University of California Retirement Plan (UCRP or the Plan)
provides retirement benefits for eligible employees (and theireligible survivors and beneficiaries) of the University of California
and its affiliate, UC College of the Law, San Francisco (formerly
Hastings). UCRP also provides disability income and death benefits.
UCRP is a tax-qualified governmental defined benefit plan. Eligible
employees who are enrolled in Pension Choice as their primary
retirement benefit option become members of UCRP. Benefits are
determined by formulas that vary according to the types of benefits
payable (for example, retirement, disability or survivor benefits).
The formulas take into account a member’s salary, age, years ofservice credit and member class. The Plan is funded by employer
and employee contributions.
The provisions described here are for eligible UC employees who are• Hired on or after July 1, 2016,• Rehired on or after July 1, 2016, after a break in service, or• Newly eligible for benefits on or after July 1, 2016.

Are you in a domestic partnership?
See page 23, or check out “Establishing a domestic
partnership” on UCnet (ucal.us/domesticpartnership),to determine whether you’ve established your partner’s
eligibility for UCRP survivor and death benefits.

5

UCRP: Membership

UCRP Membership
UCRP includes four member classes:• Members covered by Social Security• Members not covered by Social Security, other than Safety
members• Members with Tier Two benefits andhospital insurance (Part A). These taxes are deducted from themember’s gross wages each pay period.
Contact the Social Security Administration for more
information about Social Security eligibility and benefits,
including an estimate of future retirement benefits (seeinside front cover).

• Safety members
Active members in each of the first two member classes accrue
benefits in one of four tiers — the 1976 Tier, the 2013 Tier, theModified 2013 Tier and/or the 2016 Tier. Members who first
become eligible to participate in UCRP on or after July 1, 2016,
will accrue benefits in the 2016 Tier, unless they are represented
by a bargaining unit that does not participate in the UC
Retirement Choice Program. Members who began accruing
UCRP benefits before July 1, 2016, will continue accruing UCRP
benefits under their current tier until they have a break inservice. If a member returns to eligible UC employment on orafter July 1, 2016, following a tier break in service (see definition
on page 22) and again becomes a UCRP member, the member
will accrue additional service under the 2016 Tier.
This plan summary pertains primarily to members of the UCRP
2016 Tier.
As benefits and other provisions vary by member tier andmember class, UCRP members who accrue benefits in anothertier should refer to the following publications: UCRP 1976 Tier
Summary Plan Description and UCRP Summary Plan Description
for 2013 Tier Members. Safety Members should refer to theSummary Plan Description for Safety Members. These publications
are available at ucnet.universityofcalifornia.edu.

COLLECTIVE BARGAINING
The provisions of the Plan are subject to collective bargaining forrepresented employees. Terms and conditions of employment
for exclusively represented employees are spelled out in thedetailed contracts that the university and the unions havenegotiated. If you are in a bargaining unit, you can find thecontract that applies to you at ucal.us/agreements, or directlyfrom the union.

ELIGIBILITY AND MEMBERSHIP
You are eligible for Pension Choice (which includes UCRP
membership) if you:
• Are hired on or after July 1, 2016, into an eligible faculty or
career staff appointment (at least 50 percent time on a fixedor variable basis for one year or longer)• Are rehired on or after July 1, 2016, into an eligible faculty or
career staff appointment after a tier break in UC service, butwere not a previous UCRP member prior to July 1, 1994 (seedefinition of tier break in UC service on page 22)• Are hired in an ineligible position and become eligible forbenefits on or after July 1, 2016, either by completing anhours requirement or by obtaining an eligible faculty or career
staff appointment• Employees who are hired on or after July 1, 2016, in Safe
Harbor positions may become eligible for a choice of primary
retirement benefits after working 750 hours or 1,000 hours
in a rolling, continuous 12-month period, depending upon
job classification. (Employees in a Non-Senate Instructional
Unit qualify for a choice of primary retirement options
after working 750 hours in an eligible position.) Eligibility iseffective no later than the first of the month following themonth in which the employee reaches 1,000 hours (or 750
hours, if applicable).
EXCEPTIONS:
A University employee is not eligible for UCRP membership if
the employee:• Is at the University primarily to obtain education or training• Receives pay under a special compensation plan but receives
no covered compensation (see “Plan Definitions” on page 22)• Is in a per diem, floater or casual restricted appointment

SOCIAL SECURITY
Most UCRP members pay Social Security taxes.1 The Social
Security tax rate is currently 7.65 percent. Of this, the member
pays 6.2 percent on earnings up to the Social Security wage
base ($168,600 in 2024) for Old Age, Survivors and Disability
Insurance (OASDI) and 1.45 percent on all earnings for Medicare
1

6Former members who opted out of Social Security coverage in 1976 andreturn to UC employment do not pay Social Security taxes on their UC wages.
Employees in Safety classifications also do not pay Social Security taxes.

• Is appointed as a Regents’ Professor or Regents’ Lecturer• Is an employee hired as a visiting appointee
Employees who elect or default into Pension Choice become
members of UCRP and begin to earn UCRP service credit whencontributions begin — usually within one to two pay periods
after election or default enrollment into Pension Choice.
Employees who elect to switch to Pension Choice in their second
choice window become members of UCRP and begin to earnOnce you become a UCRP member, active membership continues
until you have a break in service (see “Plan Definitions” onpage 22). Membership is not affected by a reduction in appoint­
ment percentage without a break in service. A reduction in an
appointment percentage, however, will result in a reduction in theamount of service credit you accrue. Benefits based on futureservice may change if you transfer to a position eligible for Safety
benefits or become covered by a collective bargaining agreementthat includes a variation on the benefit formula.

SECOND CHOICE WINDOW TO BECOME A UCRP MEMBER
Savings Choice participants may become members of UCRP by
submitting an election to switch from Savings Choice to Pension
Choice during their second choice window.
A Savings Choice participant’s second choice window opens on
January 1 of the fifth calendar year anniversary of their Savings
Choice Election. For example, if an employee elects Savings
Choice in the 2024 calendar year, the second choice window
opens on January 1, 2029, and closes May 31, 2034 (or upon
submitting a valid election, whichever is sooner).
A second choice election may only be made by an active
employee who is participating in the Savings Choice option and
who is within their second choice window.
For those who elect to switch, UCRP membership begins on July
1 of the plan year following the election, subject to a payroll
processing deadline. For example, an employee who submits
an election to switch by May 31, 2024, will become a memberof UCRP effective July 1, 2024. An employee who submits anelection to switch from June 1, 2024, through May 31, 2025, will
become a member of UCRP effective July 1, 2025.

VESTINGTo vest means to acquire certain rights. Once vested, you
generally have a non-forfeitable right to receive UCRP
retirement benefits upon leaving the University and reachingretirement age. You must earn five or more years of service
credit to be vested.
You become vested in UCRP benefits whether you earn allservice credit as a member in one UCRP member class or tier orin multiple UCRP member classes and tiers.
For employees who switch to Pension Choice in their second
choice window (as described above), service credit earned
during years of participation in Savings Choice will be counted

UCRP: Membership

UCRP service credit at the beginning of the plan year (July 1)
following their election, subject to payroll processing deadlines.
See “Second Choice Window for UCRP Membership” below for
more information about this option.

toward vesting, as of the effective date of the switch to Pension Choice, in:• UCRP membership• The Pension Choice supplemental account (if applicable)• Retiree health benefits
Service credit earned during years of participation in Savings
Choice will not be included in the calculation of the pension
benefit.

INACTIVE MEMBERSHIPYou become an inactive member upon leaving University
employment and retain the right to future retirement benefits aslong as you leave your accumulations (employee contributions
plus interest) in the Plan, provided you satisfy one of thefollowing criteria:• Have at least five years of service credit• Are eligible for reciprocity (see “Reciprocity” below)• Were medically separated from University employment
and are eligible to apply for UCRP disability income (see“Disability Income” on page 16)• Are a faculty member of a University medical school who
has been appointed by the Veterans Administration to a
University-affiliated hospital, and, as a result, receive nofurther covered compensation, or• Became a Plan member July 1, 1989, or earlier, and reachedage 62 while still an eligible employee
After leaving the University, an inactive member may, at any time
before (and in lieu of) retiring, request a refund of accumulations.
If you elect a refund of accumulations, you waive the right to any
future Plan benefits (see “Refund of Accumulations” on page 11).
If you leave before earning five years of service credit, you may
also request a distribution of your accumulations at any time.
Upon distribution of your accumulations, you will forfeit any
service credit you have accrued unless you later return to UC
employment and reestablish it.

RECIPROCITYUCRP and the California Public Employees’ Retirement System(CalPERS) have reciprocity provisions to ensure continuity of
benefits for members who change employers and transfer
between the two retirement systems under certain circum­
stances. If you qualify for UCRP/CalPERS reciprocity, service
credit accrued under both systems can be used to determine
whether you are vested in benefits under both retirement
systems. Also, covered compensation earned under both

7

UCRP: Pensionable Earnings Maximums

UCRP Membership

Pensionable Earnings
Maximums

systems can be used to determine your highest average plancompensation under both systems. If you retire for disability
under CalPERS, you will be subject to the limitation on the
maximum total benefits that can be provided under both
systems. The reciprocal provisions do not apply to eligibility for
retiree health benefits.

The maximum amount of your compensation that counts
toward your retirement benefits may be affected by a number offactors, including the 2013 California Public Employees’ Pension
Reform Act (PEPRA) maximum, the IRC dollar maximum andUC guidelines about covered compensation.

To establish reciprocity for continuity of benefits between thetwo retirement systems, you must:• Be employed under the other retirement system within 180
days of leaving employment under the former system

PEPRA MAXIMUM

When you elect UCRP/CalPERS reciprocity, funds are nottransferred from one retirement system to the other. You
become a member of both systems. You are subject tomembership and benefit obligations and rights of each system.
You must retire under both systems on the same date for the
benefits of reciprocity to apply. Please note that UCRP/CalPERS
reciprocity does not apply to Savings Choice participation.

With some exceptions (described below), if you are a new hire in
the 2016 Tier the maximum covered compensation (or eligiblepay) that counts toward your pension benefits is consistent
with the maximum on pensionable earnings under PEPRA. Thismaximum also applies to many other California public pension
plans and is reviewed annually and may be adjusted. For the Plan
year beginning in 2024, the maximum is $151,446 ($181,734 formembers not paying into Social Security). The PEPRA maximum
applies to most people who are hired into an eligible faculty or
career staff appointment on or after July 1, 2016 (see below for
exceptions for some rehired, newly eligible and former CalPERScovered employees).

A provision for concurrent retirement is also available for UCRP
members who are also members of the California State Teachers’
Retirement Defined Benefit Program (CalSTRS). You are eligible
for concurrent retirement if you:

REHIRED, NEWLY ELIGIBLE AND FORMERCALPERS-COVERED EMPLOYEES• Become an active UCRP member on or after July 1, 2002

You are not subject to the PEPRA maximum if you:

• Leave your accumulations (if any) in the former system and• Elect reciprocity by completing the proper forms (see below)• Are a member of CalSTRS and• Elect UCRP retirement income after July 1, 2002
• Have satisfied the applicable age and service requirements
for early retirement
Members eligible for concurrent retirement receive benefits
similar to those for reciprocity. CalSTRS has similar concurrent
retirement provisions that apply to UCRP members; for more
information about CalSTRS concurrent retirement, contact
CalSTRS directly. Please note that UCRP/CalSTRS concurrent
retirement does not apply to Savings Choice participation.
To establish reciprocity at UC, you must complete form
UBEN 157 (Election of Reciprocity) and send it to UC
Human Resources. The form is part of the UCRP/CalPERS
Reciprocity Fact Sheet, available at ucal.us/reciprocity.
To find out how to establish reciprocity at CalPERS, call
CalPERS directly (see inside front cover). As long as
you remain eligible under the guidelines listed above,
you may establish UCRP/CalPERS reciprocity at any
time prior to retiring. Since UCRP and CalPERS provide
separate benefits, you’ll need to elect benefits from eachplan separately. That means that you will have to submit
two separate applications, one at UCRP and one at
CalPERS. Filing an application at one does not ensure
concurrent retirement at both.
8• Were a UCRP member before July 1, 2016, or• Were a Safe Harbor employee before July 1, 2016, or• Were a “Classic Member” under CalPERS and are eligible for
UCRP/CalPERS reciprocity (see “Reciprocity” on page 7). For
the purpose of exemption from the PEPRA maximum, youwill need to submit the UBEN 300 Self-Certification Form to
the UC Retirement Administration Service Center within
90 days of your Pension Choice election to confirm youreligibility. (Please note that this is separate from the processof establishing reciprocity.)
See page 17 for information about the IRC dollar limit for annual
earnings upon which total retirement benefits and contributions
may be based. The earnings limit beginning July 1, 2024, is$345,000 for employees who became members as ofJuly 1, 1994, or later.
See page 22 for information about what is and is not considered“covered compensation” (or “eligible pay”) when calculating
retirement benefits.

Service Credit

FUNDING THE PLAN

Service credit is the measure of time you have participated in
UCRP. Service credit is used to determine eligibility for UCRP
benefits and to calculate benefits such as monthly retirement.

UCRP benefits are funded by contributions from both the
University and active members and by the investment earnings
on UCRP assets. These contributions and earnings are placedin a trust fund and constitute a single pool of assets. Annual
actuarial valuations determine the Plan’s liabilities (that is,
projected benefits to be paid) and the funding status.
The UC Board of Regents may periodically adjust University andmember contribution rates to maintain adequate funding levels.

UNIVERSITY CONTRIBUTIONSUniversity contributions are used to pay UCRP benefits for all
members, and are not allocated to individual member accounts.
If the PEPRA maximum applies, UC also contributes to theDefined Contribution Plan to fund the supplemental benefit for
designated faculty (see definition on page 22), and for eligible
staff and other academic appointees who earn above the PEPRA
maximum. See the Defined Contribution Plan: Plan Summary on
page 29 for details on the supplemental benefit available toemployees who elected, or defaulted into, Pension Choice.

MEMBER CONTRIBUTIONSMember contributions for union-represented employees are
subject to collective bargaining.

Service credit is earned whenever you receive covered
compensation for an eligible appointment once you havebecome a UCRP member. The maximum that you can earn for ayear of full-time work is one year of service credit. Part-time orvariable-time work results in a proportionate amount of service
credit. For example, if you work 50 percent time for one year,
you receive one-half year of service credit.

SICK LEAVE
If you retire within four months after leaving the University, any
unused sick leave is converted to service credit. Eight hours ofunused sick leave converts to approximately one day of service
credit. Sick leave can only be converted to additional service
credit after you have reached the five years of service required
to vest in UCRP. Sick leave converted to service credit cannot be
used toward vesting in UCRP.
Because service credit is a factor in the benefit formula, thisadditional service credit may increase your monthly retirement
income, and it may be used to reached the ten years of service
credit needed to be eligible for annuitant health and welfare.

DISABILITY STATUS

Members who are subject to the PEPRA maximum makemandatory pretax contributions to UCRP equal to 7 percentof covered compensation, up to the PEPRA maximum, andmandatory pretax contributions to the Defined Contribution
Plan supplemental account equal to 7 percent of their income
above the PEPRA maximum, up to the IRC maximum.

If you become disabled and receive UCRP disability income,you may continue to earn service credit at the same rate earned
during the 12 months of continuous service just before yourdisability date. See page 15 to learn about eligibility for UCRP
disability income.

Members who are not subject to the PEPRA maximum makemandatory pretax contributions to UCRP equal to 7 percent ofcovered compensation, up to the IRC maximum.

You continue to earn service credit until or unless increased
service credit would cause your retirement benefit, if you wereto retire, to exceed your disability benefit.

Member contributions are deducted automatically from yourgross wages each pay period and credited to your individual
member account. Wages on which contributions are assessed arecalled covered compensation. Your contributions to the Plan are
deducted on a pretax basis and, therefore, reduce your taxable
income.
The Plan Administrator maintains a record of each member’s
UCRP contributions and credits the amount with interest at astated rate (currently 6 percent per year). Upon leaving University
employment, you may receive a distribution of your UCRP
accumulations (your employee contributions and accumulated
interest) or leave them in UCRP (University contributions mustremain in UCRP). See “Refund of Accumulations” on page 11.

UCRP: Contributions, Service Credit

Contributions

PARTIAL-YEAR CAREER APPOINTMENTS
If you work full time during a 9-, 10-, or 11-month partial-year
appointment, you earn one year of service credit for each Plan
year. If you work part time during a partial-year appointment,
you earn proportionate service credit. For example, if you work
50 percent time during a partial-year appointment, you earn
one-half year of service credit. You begin to earn service credit
once you have become a UCRP member. See page 24 for an
explanation of the potential effect of a partial-year career
appointment on your highest average plan compensation(HAPC).
9

UCRP: Service Credit

Service Credit
MILITARY LEAVE

PAST SERVICE

If you return to University service in accordance with yourreemployment rights following a military leave, you receive
service credit for the time spent in uniformed service and for aperiod following uniformed service, provided you return to workwhen the leave ends and satisfy other applicable requirements.

If you have previous Plan membership, you retain service credit
for the earlier period if you leave your accumulations (youremployee contributions and accumulated interest) in the Plan
upon leaving the University. If you previously received a refundof accumulations for the earlier period, you may purchaseservice credit for the earlier period, subject to the rules
described in the UCRP Service Credit Purchase Guide, available
online at ucal.us/purchase. If you previously retired and received
a lump sum cashout, you may not purchase service credit for any
period before the cashout date.

You earn service credit for military leave at the same rate
earned during the 12 months of continuous service just before
the leave. For example, if you earned three-fourths of a year ofservice credit in the 12 months just before military leave, youwill earn three-fourths of a year of service credit for a year of
military leave.
The Retirement Administration Service Center or your local
Benefits Offices can provide more information about
establishing service credit for military leaves.

LEAVE WITHOUT PAY
You do not earn service credit during a leave without pay,
but you may be able to establish service credit through a service
credit purchase (see the UCRP Service Credit Purchase Guide,available online at ucal.us/purchase).

SABBATICAL OR PAID LEAVE
During a sabbatical or paid leave, you earn service credit inproportion to the percentage of full-time pay (i.e., covered
compensation) you receive. For example, if you are on sabbaticalleave at two-thirds pay for one year, you receive two-thirdsof a year of service credit, but you may be able to establish
service credit for the unpaid portion of your leave through aservice credit purchase (see the UCRP Service Credit Purchase
Guide, available online at ucal.us/purchase).

EXTENDED SICK LEAVE
You earn up to 80 percent of service credit for periods ofextended sick leave during which you receive Workers’
Compensation, but you may be able to purchase service credit
for any remaining percentage (see the UCRP Service Credit
Purchase Guide, available online at ucal.us/purchase).

10

You may not purchase service credit for time worked during
your primary retirement option selection window, prior to theeffective date of your enrollment in Pension Choice (UCRP), orfor time spent in Savings Choice (for those who elect to switch
to UCRP in their second choice window).

Refund of Accumulations

A “service credit purchase” (formerly known as a “buyback”) is apayment to establish service credit for an approved leave or toreestablish service credit for a previous period of active UCRP
membership. A service credit purchase is available only to active
UCRP members.

Upon leaving University employment, you may receive a
distribution of your UCRP accumulations or leave them in UCRP
(University contributions must remain in UCRP).

A SERVICE CREDIT PURCHASE IS AVAILABLE FOR:• Approved leaves, including:– Leaves without pay– Partially paid sabbatical leaves

A refund of accumulations cancels your right to any future UCRP
benefits, or retiree health eligibility, based on any period ofservice prior to the refund unless you return to University
employment as an active UCRP Member and reestablish theservice credit (see the UCRP Service Credit Purchase Guide,available online at ucal.us/purchase).
A refund of any remaining accumulations after your death isconsidered a death benefit (see “Death Benefits” on page 14).

– Extended sick leaves– Temporary layoffs or furloughs (except during a partial-year
career appointment)• Previous periods of active UCRP membership for whicha refund of accumulations was received (see “Refund of
Accumulations” on page 11).

A SERVICE CREDIT PURCHASE IS NOT AVAILABLE FOR:• Time worked during the primary retirement option election
period, prior to the effective date of Pension Choice
enrollment/UCRP membership• Time worked while a Savings Choice participant• Any break-in-service period• Any period of ineligible service, such as temporary
employment or indefinite layoff• Any furlough during a partial-year career appointment• A reduction in appointment• Any period of CalPERS membership• Any period of service that preceded a lump sum cashout• Any period of less than four weeks, unless necessary forvesting purposes• Any period of military leave July 1, 1966, or later (the member
receives full service credit without making contributions)• Service credit awarded to an alternate payee in a divorce
You can find complete service credit purchase information andinstructions in the UCRP Service Credit Purchase Guide, available
online at ucal.us/purchase.

11

UCRP: Service Credit Purchase, Refund of Accumulations

Service Credit PurchaseUCRP: Retirement Benefits

Retirement Benefits
You can elect to retire and receive benefits at any time after
you become eligible — that is, when you reach age 55 and leave
University employment with at least five years of service credit. 2

HOW RETIREMENT INCOME IS CALCULATED
The calculation of basic retirement income is a two-step process:1. Calculate the benefit percentage (not to exceed 100%):

If You Leave UC and Don’t Retire
In most cases, vested members who leave University
employment and do not, or are not eligible to, retire at thetime they separate should not delay electing retirement
benefits past age 65. At age 65, an inactive member will haveattained the maximum UCRP benefit payable under the Plan.
No retroactive benefits are paid to members who do notelect retirement benefits at age 65. If you also have service
in the 1976 Tier, the maximum benefit payable is available
sooner, at age 60.

Service credit × age factor
The age factor is based on your age in complete years andmonths on the date of your retirement as shown in the charton page 13.
Example:A member retires at age 65 (age factor .0250), with 20 yearsof service credit.
20 years × .0250 = 50.0% (benefit percentage)
2. Multiply the benefit percentage by your highest averageplan compensation or HAPC

BASIC RETIREMENT INCOME
Basic retirement income is your normal monthly lifetime benefit.
This basic amount is adjusted if you want to provide monthly
survivor income for a spouse, domestic partner or anotherperson upon your death (see “Alternate Monthly Payment
Options” at right). Also, your benefit must be adjusted if themonthly benefit exceeds maximum benefit levels. See “PlanMaximum Benefit” on page 14 and “Internal Revenue CodeProvisions” on page 17 for more information.
Basic retirement income is a percentage of your average salary,or HAPC (highest average plan compensation; see definition on
page 24), up to the PEPRA or IRC maximum. The percentage isbased on your service credit and age at retirement.
ELECTING RETIREMENT INCOME
To elect retirement income, first read the Retirement Handbook,available online at ucal.us/retirementhandbook or from yourlocal Benefits Office or the UC Retirement Administration
Service Center.
Your retirement date cannot be earlier than the first of themonth in which you submit your request to retire.

HAPC is the member’s average monthly salary (full-time
equivalent compensation — 100 percent of covered
compensation that would be paid for a normal, regularfull-time position) calculated over the highest 36 continuous
months preceding retirement, up to the PEPRA maximum or
the IRC maximum, whichever is applicable. This 36-month
period is usually, although not necessarily, the period justbefore employment ends. Also see the definition on page 24.
Example:Your benefit percentage is 50.0%. The HAPC is $5,000.
50.0% of $5,000 = $2,500
Your basic retirement income is $2,500 per month.
If you had a partial-year career appointment, contact
the UC Retirement Administration Service Center(800‑888‑8267) for information about your basic
retirement income.

ALTERNATE MONTHLY PAYMENT OPTIONS
If you want to provide a monthly lifetime benefit upon yourdeath for another person — called a contingent annuitant —several options are available. The contingent annuitant is aperson you choose at the time of retirement, and you may
choose only one. If your contingent annuitant is an eligible
survivor (see page 24 for a definition), that person may also be
eligible to continue UC retiree health benefits after your death.

212

Employees who became UCRP members on or before July 1, 1989, are vested
regardless of service credit if they leave University employment in an eligible
position after reaching age 62.

The selection of the option and contingent annuitant becomesirrevocable on the retirement date on the election form (or 15 days
after the date of the letter confirming that your election has been
received, if later). Also, there are legal and financial considerations

Alternate monthly payment options are:

To provide this benefit, you receive a reduced retirement benefit
for life. The amount of the reduction varies according to theoption you choose as well as the average life expectancy of
you and the contingent annuitant. If the person you name ascontingent annuitant dies before you, you cannot name anothercontingent annuitant and your benefit will not be adjusted.

Full Continuance to Contingent Annuitant

UCRP: Retirement Benefits

when designating a contingent annuitant (see “Designation ofContingent Annuitant” on page 20).

OPTION A

You receive a reduced monthly benefit for life. When you die,the contingent annuitant receives a lifetime monthly benefit
equal to your monthly benefit.
Example3
Basic retirement income is $2,500. The reduction factor is applied:If you are married or have a registered domestic partner anddesignate someone other than your legal spouse or partner asa beneficiary or contingent annuitant, you need to consider the
spouse’s/partner’s community property rights. See “Community
Property” on page 20 for more information.

0.902577 × $2,500=$2,256 monthly retirement benefit
You receive $2,256 each month for life. Thereafter, thecontingent annuitant receives $2,256 each month for life.

Please note that an Internal Revenue Code regulation may placea limitation on the extent your monthly benefits can be reduced
to provide for a non-spouse contingent annuitant who is morethan 10 years younger than you. As a result, some or all of thealternate payment options may not be available for you to electif the contingent annuitant is more than ten years younger thanyou. (See “Minimum Distribution Incidental Benefit” on page 17
for more information.)

3

The example assumes that both you and your contingent annuitant are age
65. If your ages are different, the dollar amounts will vary somewhat because
different reduction factors will be used. Amounts are rounded down to thenearest dollar.

RETIREMENT AGE FACTORS
AgeComplete Months from Last Birthday to Retirement Date
0

1

2

3

4

5

6

7

8

9

10

11

55

50*

.0110

.0111

.0112

.0114

.0115

.0116

.0117

.0118

.0119

.0121

.0122

.0123

56

51*

.0124

.0125

.0126

.0128

.0129

.0130

.0131

.0132

.0133

.0135

.0136

.0137

57

52*

.0138

.0139

.0140

.0142

.0143

.0144

.0145

.0146

.0147

.0149

.0150

.0151

58

53*

.0152

.0153

.0154

.0156

.0157

.0158

.0159

.0160

.0161

.0163

.0164

.0165

59

54*

.0166

.0167

.0168

.0170

.0171

.0172

.0173

.0174

.0175

.0177

.0178

.0179

60

55*

.0180

.0181

.0182

.0184

.0185

.0186

.0187

.0188

.0189

.0191

.0192

.0193

61

56*

.0194

.0195

.0196

.0198

.0199

.0200

.0201

.0202

.0203

.0205

.0206

.0207

62

57*

.0208

.0209

.0210

.0212

.0213

.0214

.0215

.0216

.0217

.0219

.0220

.0221

63

58*

.0222

.0223

.0224

.0226

.0227

.0228

.0229

.0230

.0231

.0233

.0234

.0235

64

59*

.0236

.0237

.0238

.0240

.0241

.0242

.0243

.0244

.0245

.0247

.0248

.0249

65+

60+*

.0250

Example: For a member born on March 8, 1964, and retired on July 1, 2024, the age factor is .0184 (60 years plus three months).
* Applies only to certain eligible employees in AFSCME, CNA and UPTE bargaining units.

13

UCRP: Retirement Benefits, Death Benefits

Retirement Benefits

Death Benefits

OPTION B

PAYMENTS TO BENEFICIARIES

Two-Thirds Continuance to Contingent Annuitant
You receive a reduced monthly benefit for life. When you die,the contingent annuitant receives a lifetime monthly benefit
equal to two-thirds of your monthly benefit.
ExampleBasic retirement income is $2,500. The reduction factor, in thiscase 0.932871, is applied:
4

When you die, UCRP pays a basic death payment of $7,500 toyour beneficiary, in addition to any monthly UCRP income that
may be payable to the contingent annuitant.5
After your death and, if applicable, the death of your contingent
annuitant, any remaining accumulations are paid to yourbeneficiary.
UCRP death benefits are not the same as University life
insurance benefits or departmental death benefits. For
information about these benefits, see the appropriate
version of Your Guide to Survivor and Beneficiary Benefits,available online at ucal.us/survivorhandbook or from the
UC Retirement Administration Service Center.

0.932871 × $2,500 = $2,332 monthly retirement benefit
You receive $2,332 each month for life. Thereafter, yourcontingent annuitant receives $1,555 each month for life.
OPTION C
One-Half Continuance to Contingent Annuitant
You receive a reduced monthly benefit for life. When you die,the contingent annuitant receives a lifetime monthly benefit
equal to one-half of your monthly benefit.
Example4
Basic retirement income is $2,500. The reduction factor, in thiscase 0.948794, is applied:
0.948794 × $2,500 = $2,372 monthly retirement benefit
You receive $2,372 each month for life. Thereafter, yourcontingent annuitant receives $1,186 each month for life.

PLAN MAXIMUM BENEFIT
The maximum UCRP basic retirement income is 100 percent
of your HAPC or the maximum annual benefit that can be paid
under the Internal Revenue Code (IRC), whichever is less. This
limit applies to your retirement income based on all University
employment. The limit to 100 percent of your HAPC affects only
a few UCRP members, most of whom have 40 years or more ofservice credit. For those affected, this limit applies for as long as
the benefit is paid.
If part of your UCRP benefit has been awarded to an alternate
payee (see page 20), the maximum benefits will be determinedby taking into account any benefit payable to the alternate
payee.
See also “Internal Revenue Code Provisions — MaximumContribution and Benefit Limitations” on page 17.

414

The example assumes that both you and your contingent annuitant are age 65.
If your ages are different, the dollar amounts will vary somewhat because
different reduction factors will be used. Amounts are rounded down to thenearest dollar.

PRERETIREMENT SURVIVOR INCOME
If you die while employed or while receiving UCRP disability
benefits and you have at least two years of service credit,
monthly income is paid to your eligible survivors — that is,eligible spouse or domestic partner, or if none, eligible child(ren),or if none, eligible dependent parent(s) (see the definitions on
pages 23–24). The amount paid to the eligible survivor(s) is
15 percent of your final salary.
If you die while an inactive member, monthly income is paid
to your surviving spouse or surviving domestic partner only if
you are eligible to retire at the time of death. If you die while aninactive member who is not eligible to retire, beneficiaries will
receive a refund of your UCRP contributions and the interest
earned.
DEATH WHILE ELIGIBLE TO RETIRE
If you die while eligible to retire (that is, age 55 with at least
five years of service credit) but have not yet elected to retire, alifetime retirement benefit may be payable to your surviving
spouse or domestic partner. The benefit is calculated as though
you had elected to retire on the day after the date of death andhad chosen Option A (full continuance) with your spouse ordomestic partner named as contingent annuitant. The benefit ispayable beginning the day after your death.
If you die after electing retirement income, the benefit payable
to a survivor will depend upon the monthly retirement benefit
option you choose at the time you retire. If you choose basic
retirement income, your survivor will receive no monthly income.
See “Alternate Monthly Payment Options” on page 13 for
information on benefits payable to your contingent annuitant.
5

Beneficiaries of active members who became Plan members before
Oct. 1, 1990, receive $1,500 plus one month’s final salary, if this amountis greater than $7,500.

Disability Benefits

After receiving monthly benefits for one year, UCRP members
are eligible to receive an annual cost-of-living adjustment(COLA), starting on the following July 1. The COLA is based on
the Consumer Price Index (CPI) increase for the preceding year.
Generally, the COLA for any Plan year equals:

The UC Retirement Plan provides disability income benefits if
you are an active member with five or more years of service
credit6 and submit a timely application (see “Applying for
Disability Benefits” on page 16). For Pension Choice members
who switched from Savings Choice, service credit earned while aparticipant of Savings Choice counts toward eligibility fordisability income, but it does not count toward the calculation of
disability income (see page 16). The UCRP disability benefits
coordinate with UC’s short-term and supplemental disability
plans. See A Complete Guide to Your UC Health and Welfare
Benefits for more information.

• 100 percent of the CPI increase up to 2 percent• 75 percent of the CPI increase over 4 percent• A maximum of 6 percent
If the CPI decreases, UCRP benefits are not reduced.
The CPI used to determine the annual COLA is an average of the
CPIs for the Los Angeles and San Francisco metropolitan areasand is measured from February to February.

If you are eligible to retire, applications for disability andretirement should be made simultaneously so retirement
benefits will continue in the event disability benefits are notapproved.
GENERAL REQUIREMENTS
The Plan Administrator determines your eligibility to receive
UCRP disability income based on qualified medical evidence andaccording to written procedures governing the considerationand disposition of disability issues. These procedures include
your right to review decisions concerning your status. Onceestablished, the Plan Administrator periodically reevaluates youreligibility.
When applying for disability income, you are required to submit
medical evidence, which is considered in determining eligibility
for the benefit. To receive disability income initially and at any
time while receiving it, you also may be required to undergo
medical examination(s) by physician(s) chosen by the Plan
Administrator or to participate in vocational assessment or
rehabilitation programs. If you do not comply, your application
for UCRP Disability may be denied or previously approved UCRP
disability income may be suspended.
DISABILITY DEFINITIONS“Disabled” means being unable to engage in substantial gainful
activity because of a medically determinable physical or mental
impairment that is permanent or expected to last 12 continuous
months or longer from the UCRP disability date.
Initially, “substantial gainful activity” means physical or mental
activities that pay 50 percent or more of your final salary(adjusted for cost-of-living increases; see “Cost-of-Living
Adjustments” at left). After the first year of disability income,your impairment is reevaluated. Disability income continues if
you are unable to earn the amount defined annually by theSocial Security Administration in determining substantial gainful
activity. In 2024, this amount is $1,550 per month.
6

Any service credit that was established for a leave period is not included indetermining eligibility for disability benefits.

15

UCRP: Cost-of-Living Adjustments, Disability Benefits

Cost-of-Living Adjustments

UCRP: Disability Benefits

Disability Benefits
DISABILITY DATE
If you are eligible as defined by the Plan, disability income ispayable. The first day of eligibility, or the disability date, is thelater of:• The first of the month in which the Plan Administrator
receives the application, or• The day after your last day on pay status

DISABILITY INCOME
Disability income is a percentage of your monthly final salary.
The percentage is based on years of service credit as of thedisability date, as shown below.
Years of UCRP
Service Credit

Monthly Benefit(percentage of final salary)

5 (less than 6)

13.1%

6 (less than 7)

14.8%

7 (less than 8)

16.5%

8 (less than 9)18.2%

9 (less than 10)

19.9%

10 (less than 11)

21.6%

11 (less than 12)

23.3%

12 or more

25.0%

If you have less than five years of UCRP service credit but
are eligible for UCRP disability income because of UCRP/CalPERS reciprocity (see page 7) or because of service credit
earned as a former Savings Choice participant (see page 7), themonthly benefit will be less than that shown in the schedule
above. Contact the Retirement Administration Service Center,
800‑888‑8267, for further information.

MAXIMUM DISABILITY INCOME
The maximum disability income that may be payable, whencombined with income from other sources, depends on your
UCRP membership date. You will receive further details if you
become eligible for disability income.

16

Applying for Disability Benefits
To apply for UCRP disability income, you should contact yourlocal Benefits Office to explore your various disability
income options. Be prepared to provide medical information
to substantiate your application. You should make an
appointment to apply for disability benefits as soon as it
appears that you won’t be able to return to work because ofyour disability. If you become an inactive member, you are
eligible to apply for disability income within 12 months ofleaving University employment if medical evidence showsthat you would have been entitled to disability income as ofthe separation date and your accumulations have remainedon deposit with the Plan. But, to preserve your right tocontinue UC-sponsored health coverage, you must apply
within 120 days of your separation.

LENGTH OF THE DISABILITY INCOME PERIOD
If you continue to be disabled as defined by the Plan, you canreceive UCRP disability income as follows:• If you are under age 65 on the UCRP disability date, you may
receive disability income for up to five years or until age 65,
whichever comes later;• If you are age 65 or older on the UCRP disability date, you
may receive disability income for up to 12 months or until
age 70, whichever comes later.
Special provisions apply to Safety members.

WHEN DISABILITY INCOME STOPS(REGARDLESS OF UCRP DISABILITY DATE)In all cases, if you are eligible to retire when disability income
stops, you can elect UCRP retirement income.
The Plan Administrator will notify you as to when and how yourbenefits will be affected so that you can decide about retirement
before your disability income stops. See “Retirement Benefits”
on page 12 for eligibility requirements, calculations and otherprovisions.
If a disabled member dies, survivor benefits may be payable
either immediately or at a future date (see “Death Benefits” onpage 14).

Internal Revenue
Code Provisions

In certain instances where there are compelling circumstances,
UC retirees are rehired to help fill a particular staffing need.
Under UC policy, those retired employees who later return to
UC in staff or Senior Management Group positions must follow
these provisions:

IRC provisions may affect your pension from UCRP. As explained
below, the IRC limits the amount of annual earnings on which
contributions and benefits may be based, places a maximum on
the annual benefits a member may receive, and specifies thedate by which distributions (in defined minimum amounts)
must begin.

• Reemployment must not occur until there has been a break inservice of at least 30 days, and preferably 90 days.
• The appointment must be limited to the equivalent of no
more than 43 percent time in a 12-month period; for faculty
the appointment cannot be more than 43 percent time permonth.
• Employment of a staff retiree must not exceed a total of
12 months; if reemployment is necessary after 12 months,
the request for continued employment must follow the same
approval process as the original appointment.
• Reemployment must be in response to a University need;for example, the retired employee possesses skills andinstitutional knowledge that the hiring department cannot
otherwise obtain with equal cost effectiveness, the hiring
department anticipates a prolonged process for hiring a
replacement, or the need for the retired employee to assist
the replacement in acquiring necessary skills and knowledge.
Rehired employees must submit a completed UCRP Reemployed
Retiree Notification form (UBEN 1039), available from theBenefits Office.
A retired employee who is receiving UCRP monthly retirement
income may suspend retirement income payments and be
reemployed in a career or long-term appointment after anappropriate break in service.
If you suspend retirement income because you’ve been rehired
into a UCRP-eligible position, you must re-retire the day after
you again leave UC employment.
For more information, see the Returning to UC Employment After
Retirement Fact Sheet available online at ucal.us/returntowork.

MAXIMUM CONTRIBUTION AND BENEFIT LIMITATIONS
IRC §401(a)(17) sets a dollar limit for annual earnings uponwhich total retirement benefits and contributions may bebased. The earnings limit beginning July 1, 2024, is $345,000 for
employees who became members as of July 1, 1994, or later.
For those who were active members before July 1, 1994, theearnings limit is $505,000.
Note that for most UC employees hired into an eligible faculty or
career staff appointment on or after July 1, 2016, the maximum
covered compensation that counts toward pension benefits is
consistent with the maximum on pensionable earnings under
PEPRA. See “PEPRA Pensionable Earnings Maximum” on page 25.
IRC §415(b) places a limit on the maximum total benefits
payable in any calendar year from a defined benefit plan such
as UCRP. The limit is based, in part, on the member’s age. For
example, the limit for age 62 and older in 2024 is $275,000.
The University of California 415(m) Restoration Plan — anonqualified pension plan — became effective Jan. 1, 2000, to pay
benefits that would not otherwise be payable because of the§415(b) limit. If your UCRP benefits are affected by the §415(b)limit, you will receive additional information about the 415(m)Restoration Plan from the UC Retirement Administration Service
Center.
Generally, the 415(m) Restoration Plan will not be applicable to
new employees subject to the PEPRA maximum.

MINIMUM DISTRIBUTION INCIDENTAL BENEFIT (MDIB)
The Minimum Distribution Incidental Benefit (MDIB) is a federal
tax regulation in Internal Revenue Code §401(a)(9) that applies tonon-spouse contingent annuitants, including domestic partners.
The MDIB restricts the percentage of the member’s monthly
income that may be paid to a non-spouse contingent annuitant
who is more than 10 years younger than the retiring member. As
a result, some or all of the alternate payment options may not
be available if the contingent annuitant is more than ten years
younger than the member. If you believe this regulation may apply
to your situation, please contact the Retirement Administration
Service Center or your local benefits office to make sure you haveaccurate information about your payment options.

17

UCRP: Reappointment After Retirement, Internal Revenue Code Provisions

Reappointment After
RetirementUCRP: Internal Revenue Code Provisions

Internal Revenue
Code Provisions
MINIMUM REQUIRED DISTRIBUTIONSUCRP distributions that are not eligible for rollover include:

You must begin receiving minimum distributions from the Plan
by April 1 of the calendar year following the later of:• Monthly retirement or disability income• The year in which you leave University employment• Lump sum QDRO distributions to a non-spouse (as definedby federal tax law)

• The year in which you reach age 73 (for individuals who turn72 on or after January 1, 2023)
Generally, the UCRP formulas for retirement income satisfy
the minimum distribution requirements. If you do not apply for
retirement benefits by the above date, basic retirement income
will begin automatically. Minimum required distributions are noteligible for rollover.
Each year, the UC Retirement Administration Service
Center notifies members who are subject to the minimum
distribution requirements and provides information andindividual calculations to help them comply. Minimum required
distributions are calculated in accordance with U.S. Treasury
regulations.

• QDRO monthly income or

You (or your spouse or former spouse) may also roll over an
eligible Plan distribution that has been paid to them, as long as
the rollover to the IRA or new plan occurs within 60 days ofreceipt of the distribution. If you want to roll over 100 percent of
the distribution, you must replace, from personal savings orother sources, an amount equal to the taxes that were withheld
when the distribution was issued. Any amount not rolled overwill be taxed as ordinary income for the year in which the
distribution was issued. It may also be subject to early
distribution penalties. See “Taxes on Distributions — Tax
Withholding,” at right. For more detailed information, see theSpecial Tax Notice for UC Retirement Plan Distributions available
on UCnet (ucal.us/specialtaxnotice).
INTERNAL ROLLOVERSROLLOVERSINTO THE PLAN
UCRP does not accept rollovers except for service credit
purchases.
FROM THE PLAN
See the Special Tax Notice for UC Retirement Plan Distributions
available on UCnet (ucal.us/specialtaxnotice) for information
about the following UCRP distributions, which are eligible fordirect rollover:• A refund of accumulations• Lump sum death payment to a surviving spouse• Lump sum distributions to a spouse or former spouse under aqualified domestic relations order (QDRO) and• Lump sum death payment to a non-spouse beneficiary (to an
inherited IRA and not to another plan)
A distribution that is eligible for direct rollover is subject tomandatory 20 percent federal tax withholding unless it isdirectly rolled over from the Plan to a traditional IRA, to another
employer plan that accepts rollovers, or to the University’s
Defined Contribution, Tax-Deferred 403(b), or 457(b) Deferred
Compensation Plans (see “Internal Rollovers,” below). If thedirect rollover is to a Roth IRA, the pretax amount of the rollover
will be reported as taxable income in the year of distribution.7718

Please consult your tax adviser before a rollover to a Roth IRA. You may owe
substantial federal and state taxes due to the rollover to a Roth IRA and you
may be subject to an underwithholding penalty.

If you have an account in UC’s Defined Contribution Plan,
Tax-Deferred 403(b) Plan or 457(b) Deferred Compensation Plan,
you may rollover eligible UCRP distributions to these plans.

TAXES ON DISTRIBUTIONSINCOME TAX
Except as described below, all distributions from UCRP are
subject to federal and state ordinary income taxes. The benefit
attributable to any service credit purchases made on an after-tax
basis is not taxable when distributed. Any pretax portion ofa distribution is taxable income in the year the distribution isissued.
EARLY DISTRIBUTION PENALTIESIn addition to being taxed as ordinary income, the taxable
portion of a refund of accumulations taken before age 59½ (early
distributions) may also be subject to nondeductible federal andstate penalty taxes — currently a 10 percent federal tax and a2½ percent California state tax. There are, however, a number ofcircumstances in which early distributions may be exempt fromthe penalty taxes. The exceptions are described in the Special Tax
Notice for UC Retirement Plan Distributions available on UCnet(ucal.us/specialtaxnotice).
The UC Retirement Administration Service Center does notassess early distribution penalties when a distribution is paid. If
you are subject to the penalties, you are responsible forreporting them to the IRS when you file your income tax returns.

TAX WITHHOLDING
The Plan Administrator withholds federal and California state
income taxes (for California residents) in accordance with federal
and state law. Income tax for states other than California is notwithheld. You should consult a tax adviser about tax liability.
DISTRIBUTIONS ELIGIBLE FOR ROLLOVER
Distributions that are eligible for rollover (see “Rollovers” onpage 18) are subject to 20 percent federal tax withholding if
they are paid to you, your spouse, former spouse or non-spouse
beneficiary. No taxes are withheld if the distributions are directlyrolled over to a traditional IRA or another employer plan. If you
request a distribution to a Roth IRA, you will be asked to selectyour withholding preferences. Please consult your tax adviser;
the pretax portion of the rollover will be reported as taxable
income in the year of distribution. For more information, see theSpecial Tax Notice for UC Retirement Plan Distributions available
on UCnet (ucal.us/specialtaxnotice).
TAX STATEMENT
Each January, the Plan Administrator files a Form 1099-R withfederal and state tax authorities, with a copy to the individual,
for each distribution paid during the previous year. The formshows the total and taxable amounts of the individual’s
distribution(s).
Those who receive more than one type of distribution are sent a
separate Form 1099-R for each type of distribution.

CLAIMS PROCEDURES
A member, survivor, contingent annuitant or beneficiary must
submit a request to receive benefits or a distribution from thePlan. Claims for benefits must be made in accordance withprocedures established by the UC Retirement Administration
Service Center. No Plan distribution will be made until theclaimant has provided all pertinent information requested by the
UC Retirement Administration Service Center.
Generally, claims are processed within 90 days after the UC
Retirement Administration Service Center receives the request
and any other required information. If a claim is denied, the UC
Retirement Administration Service Center will provide a written
notice to the claimant, explaining the reason for denial and theright of the claimant, or the claimant’s authorized representative,
to appeal the denial by requesting an independent review by thePlan Administrator. The appeal must be made within 60 days ofthe notification of the denial. The appeal must be in writing,accompanied by documentation supporting the claim, and sent
to Plan Administrator, UC Human Resources, P.O. Box 24570,
Oakland, CA 94623-1570. The Plan Administrator may require
the claimant to submit additional documentation within 30 daysof a written request. The claimant will receive a written noticeand explanation of the Plan Administrator’s decision on theappeal within 120 days of the Plan Administrator’s receipt of theappeal, unless circumstances require a longer period. The
decision of the Plan Administrator will be final and conclusive on
all persons.
If, after exhausting administrative appeal procedures, theclaimant still believes that a benefit has been improperly paid or
denied, the claimant has the right to initiate legal proceedings.
Send service of process to the Regents of the University ofCalifornia, Trustee of the University of California Retirement
Plan, c/o UC Legal — Office of the General Counsel,
1111 Franklin Street, 8th Floor, Oakland, CA 94706.

PLAN ADMINISTRATIONThe Vice President of Human Resources is the Plan
Administrator with responsibilities for the day-to-day
management and operation of the Plan. The UC Retirement
Administration Service Center provides the necessary
recordkeeping, accounting, reporting, receipt and disbursementof Plan assets to eligible Plan members.
The Office of the Chief Investment Officer has primary authority
for investing the assets of the Plan trust consistent with theinvestment policies established by the Regents. The Office of the
Chief Investment Officer also serves as custodian of the Plantrust.

19

UCRP: Additional Information

Additional Information

UCRP: Additional Information

Additional Information
PLAN CHANGESThe Plan is subject to change and to independent audit tocomply with applicable federal and state statutes, U.S. Treasury
regulations and industry standards. Members are notified
whenever substantive changes to the Plan occur. Although thePlan is expected to continue indefinitely, the Regents reserve
the right to amend or terminate the Plan at any time.
The University will take appropriate action concerning proposedchanges that may trigger notice, consultation, and meeting andconferring obligations under the Higher Education EmployerEmployee Relations Act.

marriage, domestic partnership, the birth of a child, divorce ordeath — or in your beneficiaries’ contact information.
A will or trust does not supersede a designation of beneficiaryor contingent annuitant, nor does either supersede the Plan’s“default” beneficiary rules (described at left) that apply in theabsence of a valid beneficiary designation.
Note: To designate a beneficiary for the Retirement
Savings Program (DC Plan, including the Pension Choicesupplemental benefit or Savings Choice account, 403(b)Plan, and 457(b) Plan), contact Fidelity Retirement
Services directly at 866-682-7782 or netbenefits.com.

DESIGNATION OF BENEFICIARY
You should designate a beneficiary immediately upon becoming
a UCRP member. When you die, the beneficiary receives the basic
death payment and any accumulations remaining after all benefits
have been paid. You may name more than one beneficiary andspecify the percentage that each beneficiary is to receive. A
beneficiary may be a person, trust or organization.
If you do not name a beneficiary or if the beneficiary designation
is no longer effective, UCRP “default” beneficiary designation
rules require that any benefits be paid to your survivors in thefollowing order of succession:• Surviving legal spouse or surviving domestic partner or, if
none,• Surviving children, natural or adopted, on an equal-share basis(children of a deceased child share their parent’s benefit) or, if
none,• Surviving parents on an equal-share basis or, if none,• Brothers and sisters on an equal-share basis or, if none,

DESIGNATION OF CONTINGENT ANNUITANT
You can designate one contingent annuitant at retirement if you
want to provide a monthly lifetime benefit for that person. If
your contingent annuitant is an eligible survivor (see page 24 fora definition), that person may also be eligible to continue UC
retiree health benefits after your death. Please note that an
Internal Revenue Code regulation may place a limitation on theextent your monthly benefits can be reduced to provide for anon-spouse contingent annuitant who is more than 10 years
younger than you. As a result, some or all of the alternate
payment options may not be available for you to elect if acontingent annuitant who is not your spouse is more than ten
years younger than you. (See “Minimum Distribution Incidental
Benefit” on page 17 for more information.)
The designation is irrevocable as of your retirement date or
15 days from the date on your confirmation letter, whicheveris later — you cannot name a new contingent annuitant (see“Alternate Monthly Payment Options” on page 13).

• Your estate
Beneficiary designations should be made online by signing in
to UCRAYS on the right side of the UCnet home page (or atretirementatyourservice.ucop.edu). You may name or change
your beneficiary online at any time.
If you do not have Internet access or are unable to use theonline application, complete form UBEN 116 (Designation ofBeneficiary — Employees). Retirees, former employees and others
must use form UBEN 117 (Designation of Beneficiary — Retirees,
Former Employees and Others) to name UCRP beneficiaries.
These forms are available from local Benefits Offices or the UC
Retirement Administration Service Center.
You should periodically review your beneficiary designation(s)to reflect any changes in your family situation — for example,

20

COMMUNITY PROPERTY
If you are married or have a registered domestic partner anddesignate someone other than your legal spouse or partner as abeneficiary or contingent annuitant, you may need to consider
the spouse’s/partner’s community property rights. For residents
of a community property state such as California, a designationof beneficiary or contingent annuitant may be subject tochallenge if the spouse/partner would consequently receive lessthan the share of the benefit attributable to community property.

FURTHER INFORMATION

Generally, UCRP benefits payable to members, survivors or
beneficiaries cannot be attached by creditors, nor can anyone
receiving benefits assign payments to others. UCRP benefits
are intended solely for the benefit of members and theirbeneficiaries and survivors.
There are some exceptions, however, in which the University
complies with the legal requirements. For example, the IRS may
attach retirement benefits to collect unpaid taxes, or a court mayorder certain benefits to be paid for child or spousal support.

To help you better understand UCRP benefits, UC Human
Resources provides personalized account information. You canfind current, comprehensive information about your UCRP
account as well as any other UC accounts you may have andmake certain online UCRP transactions by visiting UCnetand signing in to your account on UC Retirement At Your
Service (UCRAYS). UCnet also contains a link to the Fidelity
Retirement Services website so you may access your DefinedContribution Plan, Tax-Deferred 403(b) Plan and 457(b) Deferred
Compensation Plan balances.

QUALIFIED DOMESTIC RELATIONS ORDERS (QDRO)Annual reports containing audited financial statements areavailable on UCnet or from the UC Retirement Administration
Service Center.

If you divorce or end a registered domestic partnership, the court
may include Plan assets as community property to be divided
between you and your former spouse, registered domestic partner
or other dependent. In such cases, the domestic relations ordermust be approved, or qualified, by the Special Claims Unit of the
UC Retirement Administration Service Center as being incompliance with California community property law if applicable,
and with the Plan.
The University cooperates fully with you and your spouse,domestic partner or dependent, as well as your attorneys and thecourt in divorce cases. Both spouses, domestic partners and thecourt have the right to request information about the benefits you
earned while you were married and how those benefits arederived, as well as information about the options available to your
spouse, registered domestic partner or dependent. UCRS must be
joined as a party to the domestic relations proceeding if theproceeding will be heard in a California court, and once UCRS has
been joined, this information can be released. Prior to the joinder,or if the proceeding is taking place in another state, the request
for information must be accompanied by a signed release fromyou or a valid subpoena. All requests should include your name,Social Security number, address (or name and address of yourattorney), date of marriage/domestic partner registration andmarital/domestic partnership termination date.

Plan summaries are provided at hire and are also available
on UCnet (ucnet.universityofcalifornia.edu) or from the UC
Retirement Administration Service Center.
You may view the University of California Retirement Plan
document online (ucal.us/UCRSdocuments).
All notices or communications will be effective when sent to you by
first-class mail or conveyed electronically to your address of record.
The University and the Regents are entitled to rely exclusively upon
any notices, communications or instructions issued in writing orelectronically conveyed by UC Human Resources.

An Alternate Payee must choose monthly retirement income forthe allocated portion of your benefit attributable to 2016 Tier.
The Alternate Payee may begin receiving monthly payments atyour minimum retirement age of 55 or when you actually retire.

21

UCRP: Additional Information

ASSIGNMENT OF BENEFITSUCRP: Plan Definitions

Plan Definitions
Certain key terms are used throughout this plan summary thatare specific to UCRP and its benefit provisions. They are defined
as follows:

BREAK IN SERVICE
Leaving University employment, including any period on pay
status but without covered compensation, or any period off pay
status for four or more consecutive months. The following
periods do not constitute a break in service for UCRP membership as long as you return to pay status at the end of the period:• Approved leave of absence without pay• Temporary layoff (fewer than four months)• Pay that exceeds the full-time rate for the regular, normal
position to which the member is appointed• Pay that exceeds the base salary (X+X’) as negotiated underthe Health Sciences Compensation Plan
• Pay that exceeds the established base pay rates, including
non-elective deferred compensation, honoraria andconsulting fees
• Payments received as uniform allowance, unless included aspart of compensation for a regular and normal appointment• Pay that exceeds the IRC §401(a)(17) dollar limit; beginning
July 1, 2024, earnings limit is $345,000 ($505,000 for UCRP
Members with an original UCRP entry date prior to July 1,
1994, considered “grandfathered employees” by the IRS)

• Furlough• Payments received as a faculty recruitment allowance or
housing allowance• Period of right to recall and preference for reemployment• Pay from sources other than the University of California• Return to pay status the next working day after leaving
University employment• For those subject to the PEPRA maximum, pay that exceeds
the PEPRA maximum• Return to pay status after a military leave in accordance with
employees’ reemployment rights or• Pay prior to the effective date of UCRP membership• Pay earned while a Savings Choice participant• Return to pay status from a medical separation within thetime allowed under University policy
TIER BREAK IN SERVICE
Active UCRP members in the 1976 Tier or 2013 Tier who leave
UC employment and then return to a UCRP-eligible position
before the first day of the second month following the month themember left employment will remain in their tier and continue toaccrue benefits under the terms of that tier. For example, if amember leaves UC employment on July 5, 2024, and returns to a
UCRP-eligible appointment before Sept. 1, 2024, for purposes ofdetermining tier membership, the member will not have incurreda break in service. In this case, the rehired member will not be
eligible for the Retirement Choice Program.

DESIGNATED FACULTY
Faculty who are eligible for a five percent UC contribution
to the Pension Choice supplemental account (on all covered
compensation up to the annual IRC maximum); includes:• Ladder-rank faculty and equivalent titles (Professorial andEquivalent titles, which include Agronomists, Astronomers,
Clinical Professor of Dentistry (over 50%) and Supervisor of
Physical Education)• Professor in Residence series• Professor of Clinical (X) series• Acting full, associate and assistant professors

COVERED COMPENSATION (UCRP ELIGIBLE PAY)
The gross monthly pay that an active employee receives fora regular and normal appointment, including pay while onsabbatical or other approved leave of absence with pay. Not
included are:• Pay for overtime unless in the form of compensatory time off• Pay for correspondence courses, summer session, intersession
and for interquarter or vacation periods or University
extension courses, unless such employment constitutes partof an annual or indefinite appointment• Pay for a position that is not normally full time except if paid
on a salary or hourly rate basis
22• Lecturers/Senior Lecturers (full-time) with Security of
Employment or Potential Security of Employment (excluding
UC College of the Law, San Francisco (formerly Hastings)
Lecturers/Senior Lecturers)• Adjunct Professor series• Health Science Clinical Professor series
Eligible staff and other academic appointees (not listed above)
will receive a three percent UC contribution to the Pension
Choice supplemental account on all covered compensation
above the PEPRA maximum, up to the annual IRC maximum.

ELIGIBLE CHILD

An individual you have designated as your domestic partner by
one of four possible methods (any single method is sufficient):

The biological or adopted child or stepchild of a disabled ordeceased member, or the biological or adopted child of themember’s eligible domestic partner, who:

• Registration of your domestic partnership with the state ofCalifornia• Registration of your union, other than marriage, in anotherjurisdiction that is substantially equivalent to a California
domestic partnership• Enrollment of the domestic partner in UC-sponsoredhealth benefits and successful completion of the eligibility
verification process (note that enrolling your partner inbenefits that do not require eligibility verification, including
the Postdoctoral Scholars Benefit Program and the Graduate
Student Health Insurance Plan, will not establish your partner
as your survivor for UCRP benefits)• Sign and file a UC Declaration of Domestic Partnership(UBEN 250) with UC Retirement Administration Service
Center Records Management (P.O. Box 24570, Oakland, CA
94623-1570). Please note that both the UCRP member andthe domestic partner must sign the UBEN 250 form.
If both you and your domestic partner are employees eligible for
UCRP and your partnership has not been registered with thestate of California or another jurisdiction, you must separately
and independently designate each other as survivor for UCRP
benefits. Enrolling your partner in health benefits as your family
member and completing the eligibility verification process (seethird bullet above) designates your partner as your survivor. Your
partner must then submit a UBEN 250, signed by you and yourpartner, to designate you as survivor. Alternatively, you musteach submit a separate UBEN 250, signed by both partners.
Please note: While establishing your partnership for UCRP
benefits can be done at any time, it is very important to knowthat if you pass away before doing so, your partner cannot be
considered for UCRP survivor benefits. See Benefits for Domestic
Partners, available on UCnet.
Some UCRP survivor and death benefits, including preretirement
survivor benefits, require an established domestic partnership ofat least one year. However, there is no one-year partnership
requirement for benefits paid to your domestic partner if you die
while eligible to retire, as long as the partnership has been
established through one of the above methods.

UCRP: Plan Definitions

DOMESTIC PARTNER• Received at least 50 percent support from the member
for one year before the member’s death, disability date or
retirement, whichever occurs first; and• Is under age 18 or• Is under 22 and attending an educational institution full timeor
• Is disabled (The disability must have occurred while the childwas eligible based on age, as above)
The one-year support requirement does not apply to a member’schild as follows:
For a biological child:• If the child is born after the member’s disability date or• Is born within 10 months after the member’s death or• Is born less than one year before the member’s death or
disability or retirement date
For an adopted child, it does not apply if the adoption is finalized:• After the member’s disability date or• As of the date of the member’s death or disability or• Less than one year before the member’s death or disability or
retirement date
A stepchild or an eligible domestic partner’s biological or
adopted child must have been living with or in the care of
the member just before the member’s death or disability or
retirement.
An eligible child may qualify for preretirement survivor benefits.

ELIGIBLE DEPENDENT PARENTThe biological or adoptive mother or father of an active, disabledor retired member who received at least 50 percent support
from the member for the year just before the member’s death,disability or retirement.
An eligible dependent parent may qualify for preretirement
survivor benefits.

23

UCRP: Plan Definitions

Plan Definitions
ELIGIBLE DOMESTIC PARTNER

FINAL SALARY

The domestic partner (as defined above) of a deceased or
disabled active member. The partnership must have been
established at least one year before the member’s death or
disability date, and the partner must:

The monthly full-time equivalent compensation of an active
member at the time of death or disability date (or, if higher, on
the member’s separation date).

• Be responsible for the care of an eligible child (as definedon page 23) or• Be disabled (see pages 15–16) or• Have reached age 60
If the domestic partner is responsible for the care of an eligible
child who is the member’s biological child, the one-year
partnership requirement is waived as long as the child is eligible.
If the deceased employee was an active UCRP member andeligible to retire, see “Surviving Domestic Partner” definition,
on page 25.

ELIGIBLE SPOUSE
The widow or widower of a deceased or disabled active member.
The date of marriage must have been at least one year before
the member’s date of death, and the spouse must:• Be responsible for the care of an eligible child (as defined on
page 23)• Be disabled (see pages 15–16) or• Have reached age 60
If the spouse is responsible for the care of an eligible child
who is the member’s biological child, the one-year marriage
requirement is waived as long as the child is eligible.
If the deceased employee was an active UCRP member andeligible to retire, see “Surviving Spouse” definition, on page 25.

ELIGIBLE SURVIVOR
See “Eligible Child,” “Eligible Dependent Parent,” “Eligible
Domestic Partner” or “Eligible Spouse.”

24

If the member worked less than full time during the last 12
months of continuous employment, whether on an annual orpartial-year career appointment, the monthly full-time equivalent
compensation is adjusted based on the average percentage oftime on pay status over the last 36 months of continuous service.
Whether the member has worked full time is determined
without regard to sabbatical leave, extended sick leave, a
medically determinable physical or mental condition that causes
the member to apply for disability income or participation in an
approved rehabilitation program. Periods of approved leave ofabsence without pay are excluded from the 36 months; the time
before and after a leave is considered continuous.

HIGHEST AVERAGE PLAN COMPENSATION (HAPC)
A member’s average monthly full-time equivalent compensation,
including any administrative stipends, during the 36 continuous
months in which covered compensation was the highest. The
HAPC is subject to the PEPRA maximum (see definition below)
and/or the IRC annual maximum (see “Maximum Contribution
and Benefit Limitations” on page 17), as applicable.
Periods of approved leave of absence without pay are excluded
from the 36 months; the time before and after a leave, or before
and after a period of inactive membership, is considered
continuous. Service credit purchased for a leave period or forpast (refunded) service will be included in determining these
36 months.
For a member on a partial-year appointment, compensation
earned on a 9-, 10- or 11-month appointment is spread overa year to determine the member’s annual full-time equivalent
compensation, and compensation for each month within the
12-month period is treated as 1/12th of the total amount.
The HAPC attributable to service while on a partial-year career
appointment is based on the 36 continuous months that
produce the highest average covered compensation.

SURVIVING DOMESTIC PARTNER

Maximum set for pensionable earnings under the 2013
California Public Employees’ Pension Reform Act (PEPRA). Thismaximum also applies to other California public pension plans
and is reviewed annually and may be adjusted. For the Plan year
beginning in 2024, the maximum is $151,446 ($181,734 formembers not paying into Social Security).

The domestic partner (as defined on page 23) of a deceased or
disabled active UCRP member.

The PEPRA maximum applies to most UC employees who are
hired into an eligible faculty or career staff appointment on orafter July 1, 2016. However, employees are not subject to PEPRA
if they:• Were a UCRP member before July 1, 2016, or• Were employed in a safe harbor position prior to July 1, 2016,or• Were a “Classic Member” under CalPERS and are eligible for
UCRP/CalPERS reciprocity (see “Reciprocity” on page 7).
For the purpose of exemption from the PEPRA maximum,
you will need to provide self-certification of your eligibility
by submitting the UBEN 300 form to the UC Retirement
Administration Service Center; you may contact the UC
Retirement Administration Service Center at 800‑888‑8267.

UCRP: Plan Definitions

PEPRA PENSIONABLE EARNINGS MAXIMUM

The surviving domestic partner is eligible to receive the UCRP
contingent annuitant Option A benefit (see page 13) if themember was eligible to retire at the time of death.

SURVIVING SPOUSE
The widow or widower of a deceased or disabled active UCRP
member.
The surviving spouse is eligible to receive the UCRP contingent
annuitant Option A benefit (see page 13) if the member was
eligible to retire at the time of death.

25

UCRP: Information for Members with Service Credit from a Previous Period of Employment

Information for Members with Service Credit
from a Previous Period of Employment
If you worked at UC prior to July 1, 2016, you may have earned
UCRP service credit in the 1976 Tier, 2013 Tier and/or Modified
2013 Tier. If you are eligible for retirement benefits under morethan one tier, you will be subject to the provisions of multiple
tiers and your retirement benefits will be calculated taking thebenefits accrued under the multiple tiers into account. The
information below explains how the tiers work together.

RETIREMENT BENEFIT

Please note: Depending on the length of your break in UC
service, you may remain in the UCRP retirement tier in which
you were last a member, or you may be eligible for retirement
benefits in a new tier. If you leave UC employment as an active
UCRP member and return to work at UC in a UCRP-eligible
position before the first day of the second month following themonth you left employment, you will remain in your prior tier(and will continue to accrue benefits under the terms of thattier). For example, if you leave UC employment on July 5, 2024,
and return to a UCRP-eligible appointment before Sept. 1, 2024,
you will remain in your prior retirement tier. Alternatively, if you
leave UC employment on July 5, 2024, and return to an eligible
appointment on or after Sept. 1, 2024, you will be eligible forretirement benefits through the UC Retirement Choice Program,which includes Pension Choice (UCRP 2016 Tier) or Savings
Choice (unless you became a member of UCRP prior to 1994
or you are represented by a bargaining unit that does notparticipate in the UC Retirement Choice Program).

For example, if you have accrued a benefit under the 1976 Tierand another tier, your 1976 Tier benefit will be the greater of theamount determined under Calculation 1 or Calculation 2.

BENEFIT CALCULATION
If you accrue benefits under more than one tier or member
class, your total benefit will be the sum of the benefits you
earned under each tier and/or member class (although thecommencement dates may differ, as described above).

Example8
You retire at age 52 with 10 years of 1976 Tier service and2 years of 2016 Tier service.
Calculation 1
Your 1976 Tier age factor at your retirement date × years ofservice credit accrued under the 1976 Tier × a time-adjusted
HAPC. The HAPC is determined as of the date of your break inservice under the 1976 Tier, which is then increased by a COLA
on July 1 of each year, to your retirement date.
$5,000+ 300$5,300RETIREMENT DATE
You must choose a single retirement date for all portions of yourretirement benefit. If you retire before age 55 (the minimum age
for the 2013 and 2016 Tiers), you will receive only the benefit
accrued under the 1976 Tier and/or the Modified 2013 Tier, if
applicable, until you reach age 55. At that time, benefits accrued
under the 2013 and/or 2016 Tiers will begin automatically andyou will receive the combined amount (unless you chose alump sum cashout for the 1976 and/or Modified 2013 Tier, as
applicable).

average pay for last 36 months of 1976 Tier service
credit period
inactive COLA from end of 1976 Tier service credit
period to retirement date
HAPC

Calculation 2
Your 1976 Tier age factor at your retirement date × your yearsof service credit accrued under the 1976 Tier × your HAPC. Your
HAPC is based on your average compensation determined overthe 36 consecutive months of your entire career that yield thehighest average.
$5,100HAPC based on average pay for last 12 months of1976 Tier service credit period and 24 months of2016 Tier service credit period

The Calculation 1 HAPC is higher and results in a higher monthly
benefit, so you receive this benefit:
.0138
× 10
× [$5,300 – $133]$713*

1976 Tier age 52 factor
years of 1976 Tier service credit
HAPC – Social Security offset
1976 Tier monthly benefit* You will also receive a Temporary Social Security Supplement of $18 per month(.0138 x 10 x $133 = $18) payable until age 65

826

Benefit amounts are in the form of basic retirement income and are rounded
down to the nearest dollar.

Your benefit accrued under the 2016 Tier is determined under
the following formula: 2016 Tier age factor at the date your 2016
Tier benefit begins x your years of service credit accrued underthe 2016 Tier x your final HAPC. (The same formula applies tothe 2013 Tier benefit, if any.)
Example9Your HAPC is based on Calculation 2 above. Your career HAPC
is $5,100.
Your 2016 Tier benefit is calculated as follows:.0110
×2
× $5,100$112

2016 Tier age 55 factor
years of 2016 Tier service credit
HAPC
2016 Tier monthly benefit

You will receive an additional $112 per month at age 55.
If you accrued benefits under multiple tiers and as a Safety
member, you will have a blended calculation at retirement.
FORM OF PAYMENTYou are required to elect the same form of monthly retirement
income for all tiers’ benefits. For example, if you choose Option
A, it applies to all portions of your benefit.
Exceptions: You may choose to receive your benefit accrued
under the 1976 Tier (and Modified 2013 Tier, if applicable) as alump sum. You must elect a form of monthly retirement incomefor 2013 Tier and 2016 Tier benefits. The lump sum option is notavailable for 2013 and 2016 Tier benefits.
If you choose Option D for your 1976 Tier benefit, your 2016
Tier benefit will automatically be paid in the Option C form
because Option D is not available for the 2016 Tier (or 2013/
Modified 2013 Tier). These payment options have the same
payment structure.

9

CONTINGENT ANNUITANT
If you elect to provide a portion of your retirement for acontingent annuitant, you must select the same contingent
annuitant for both portions of your retirement benefit.
The contingent annuitant and the payment option you electcannot be changed, even if the contingent annuitant dies before
2016 Tier benefits begin.
COST OF LIVING ADJUSTMENTS
If you retire prior to age 55, the effective date for the first
COLA for the 2016 Tier benefit is the first July 1 that follows the
12-month anniversary of the commencement date for your 2016
Tier benefit.
ExampleYou retire June 28, 2024, at age 53 and begin receiving your1976 Tier benefit. You will begin receiving a COLA on that
benefit in July 2025. After your 55th birthday in April 2026,you
begin receiving your 2016 Tier benefit. You will begin receiving a
COLA on your 2016 Tier benefit in July 2027.

OTHER BENEFITS
Some benefits will be calculated using a weighted average oftier benefits. The weighted average is the ratio of tier service
credit over total service credit. For example, if you have 10 yearsof service under the 1976 Tier and five years under the 2016
Tier, the benefit would be calculated using two-thirds of the
1976 Tier benefit and one-third of the 2016 Tier benefit.
Benefits calculated using the weighted average include thedisability income benefit and pre-retirement survivor income, as
explained below.
DISABILITY INCOME BENEFIT
Disability income is calculated using the formula for each tierin which you have earned service credit, with all of your service
credit from all tiers used in each calculation. The weighted
average of the results determines your monthly benefit. If,
however, the disability income based only on 1976 Tier service
is greater, you will receive that amount.

Benefit amounts are in the form of basic retirement income and are rounded
down to the nearest dollar.

27

UCRP: Information for Members with Service Credit from a Previous Period of Employment

When you turn 55, you will begin receiving additional income
based on your 2013 and/or 2016 Tier service, since that is theearliest age at which you can start receiving these benefits.

UCRP: Information for Members with Service Credit from a Previous Period of Employment

Information for Members with Service Credit
from a Previous Period of Employment
ExampleYou become disabled at age 52 with 10 years of 1976 Tier
service and 2 years of 2016 Tier service. Your final monthly
salary as of your disability date: $5,200
Your disability income calculation is a weighted average ofresults based on total service credit under 1976 Tier formula(including $106.40 Social Security offset) and 2016 Tier formula,weighted by the ratio of tier service credit over total service
credit:Under the 1976 Tier formula, you are eligible for 40 percent
of your income (based on 12 years of total service credit)
× $5,200 – $106.40 = $1,973.60
Under the 2016 Tier formula, you are eligible for 25 percent
of your income (based on 12 years of total service credit)
× $5,200 = $1,300
The weighted average:$1,644.67 $1,973.60 x 10 ⁄ 12 of the 1976 Tier calculation+ 216.67 $1,300 x 2 ⁄ 12 of the 2016 Tier calculation$1,86110
Calculation for 1976 Tier-only benefit:
Under the 1976 Tier formula, you are eligible for 35 percent
of your income (based on 10 years of 1976 Tier service credit)
× ($5,200 – $106.40) = $1,713.60
Because $1,861 is greater than $1,713.60, $1,861 is your UCRP
disability income.

10

28

Benefit amounts are monthly income and, for purposes of these examples,are rounded down to the nearest dollar.

PRERETIREMENT SURVIVOR INCOME
This benefit is calculated as the weighted average of the 1976
Tier benefit (25 percent of final salary minus $106.40 Social
Security offset) and the 2016 Tier benefit (15 percent of final
salary).
ExampleYou die at age 48 with an Eligible ChildYour final salary as of date of death: $5,200
You have 10 years of 1976 Tier service and 2 years of 2016
Tier service
Calculations
1976 Tier formula:
25% × $5,200 = $1,300($1,300 – $106.40) = $1,193.60
2016 Tier formula:
15% × $5,200 = $780
The weighted average:$994.67+ $130$1,12410$1,193.60 × 10 ⁄ 12 of the 1976 Tier calculation$780 × 2 ⁄ 12 of the 2016 Tier calculation
Preretirement Survivor Income** For the first three months the benefit will be slightly higher because the$106.40 Social Security offset is not applied.

QDRO ALTERNATE PAYEE PROVISION
If you retire prior to age 55 and the 2013 and/or 2016 Tierportion of your benefit is considered community property undera QDRO, your Alternate Payee must wait until you reach age 55
to begin monthly payments of their allocated share of the 2013
and/or 2016 Tier portion of the benefit. The alternate payee’s
options for the 1976 Tier portion of the alternate payee’s benefit
are outlined in the Qualified Domestic Relations Order Fact Sheet,available online at ucal.us/QDROfactsheet.

Introduction......................................................................................................................................................................31
DC Plan Pretax AccountParticipation and Eligibility....................................................................................................................32
Collective Bargaining...........................................................................................................................................32
Eligibility for Savings Choice...................................................................................................................32
Second Choice Window to Switch from Savings Choice
to Pension Choice......................................................................................................................................................32
Eligibility for Supplemental DC Plan Account Under
Pension Choice...............................................................................................................................................................33
Eligibility for Safe Harbor Participants...................................................................................33
Contributions..................................................................................................................................................................33
Savings Choice Contributions...............................................................................................................33
Supplemental DC Plan Account Contributions
Under Pension Choice.......................................................................................................................................33
Covered Compensation for Savings Choiceand Pension Choice................................................................................................................................................34
PEPRA Maximum........................................................................................................................................................34
Safe Harbor Contributions.........................................................................................................................34
Leaves of Absence....................................................................................................................................................34
Termination of Employment....................................................................................................................34
Reappointment..............................................................................................................................................................35
Limitations on Compensation and Contributions................................................35
Investment of Contributions...................................................................................................................35
Vesting........................................................................................................................................................................................35
Retiree Health Service Credit............................................................................................................36
Partial-Year Career Appointments................................................................................................36
Military Leave...................................................................................................................................................................36
Leave Without Pay...................................................................................................................................................36
Sabbatical or Paid Leave.................................................................................................................................36
Extended Sick Leave..............................................................................................................................................36
Past Service.........................................................................................................................................................................36
Definition of Retirement for Savings Choice Participants.....................36

Defined Contribution Plan

Defined Contribution Plan:
Plan Summary

Distributions....................................................................................................................................................................37
Current UC Employees.....................................................................................................................................37
Former Employees....................................................................................................................................................37
Beneficiaries.......................................................................................................................................................................37
Taxes on Distributions.......................................................................................................................................38
Early Distribution Penalties......................................................................................................................38
Minimum Required Distributions....................................................................................................38
DC Plan After-Tax AccountContributions..................................................................................................................................................................39
Leaves of Absence....................................................................................................................................................39
Termination of Employment....................................................................................................................39
Reappointment..............................................................................................................................................................39
Contribution Amounts......................................................................................................................................39
Limitations on Contributions.................................................................................................................39
Distributions....................................................................................................................................................................40
Taxes on Distributions.......................................................................................................................................40
Early Distribution Penalties......................................................................................................................40
Minimum Required Distributions....................................................................................................40
Additional DC Plan Information....................................................................................................40
Investment Options...............................................................................................................................................40
Plan Administration and Fees................................................................................................................40
Rollovers: Into the Plan....................................................................................................................................41
Rollovers: From the Plan................................................................................................................................41
Account Activity..........................................................................................................................................................41
Claims Procedures....................................................................................................................................................42
Plan Changes.....................................................................................................................................................................42
Assignment of Benefits....................................................................................................................................42
Qualified Domestic Relations Orders (QDROs).....................................................42
Ineligible Accounts Retained by UC............................................................................................43
Employee Information Statement..............................................................................................43

29

30

The University of California offers eligible employees of the
University and its affiliate, UC College of the Law, San Francisco(formerly Hastings College of the Law), a tax-qualified retirement
plan to provide primary and supplemental retirement benefits. The
Plan is a defined contribution plan under §401(a) of the Internal
Revenue Code (the IRC). Future benefits from the DefinedContribution Plan (DC Plan) comprise contributions made to the DC
Plan plus investment earnings. Employer contributions are subject
to vesting.
The designated Plan Administrator of the DC Plan is the Vice
President, Human Resources (VP-HR). The Office of the Chief
Investment Officer (OCIO) is responsible for monitoring a broad
range of professionally managed investment options available toPlan participants. Currently, Fidelity Retirement Services performs
recordkeeping duties. The relevant contact information is on theinside front cover. The Plan Administrator administers the DC Planfor the sole benefit of Plan participants and their beneficiaries.
Participants may want to consult a tax adviser or financial planner
before enrolling to make voluntary after-tax contributions.
Individual investment strategies should reflect the participant’s
personal savings goals and tolerance for financial risk. UC, theRegents, the Office of the Chief Investment Officer, UC Human
Resources and Fidelity Retirement Services are not liable for any loss
that may result from participants’ investment decisions. This plansummary reflects the Plan provisions as in effect on Jan. 1, 2024.

31

Defined Contribution Plan: Introduction

Introduction

DC Plan Pretax Account: Participation and Eligibility

DC Plan Pretax Account:
Participation and Eligibility
The DC Plan has separate accounts for pretax and after-tax
contributions. The Pretax Account holds employer contributions
and mandatory employee contributions from eligible membersof the following groups:• Savings Choice participants• Pension Choice participants who are eligible for the
supplemental DC Plan account• Safe Harbor participants• Summer Salary (paid prior to Nov. 1, 2016)• Members of the UCRP 1976 Tier with UCRP contributions
redirected to the DC Plan Pretax AccountIn accordance with IRC §414(h), mandatory contributions to thePretax Account are deducted from gross salary, and income
taxes are calculated on remaining pay, thus reducing theparticipant’s taxable income. Taxes on contributions and any
investment earnings are deferred (that is, postponed) until theparticipant withdraws the money.
The After-Tax Account contains voluntary employee contributions
that are deducted from a participant’s net income. Participants
may want to consult a tax adviser or financial planner before
enrolling as IRC maximum contribution limits apply.
The information in this section pertains primarily to the DC Plan
Pretax Account. References are made to the DC Plan After-Tax
Account when the same information applies.

COLLECTIVE BARGAINING
The provisions of the Plan are subject to collective bargaining forrepresented employees. Terms and conditions of employment
for exclusively represented employees are spelled out in thedetailed contracts that the university and the unions havenegotiated. If you are in a bargaining unit, you can find thecontract that applies to you on the Labor Relations website(ucal.us/laborrelations), or directly from the union.

PARTICIPATION IN THE DC PLAN PRETAX ACCOUNTIS MANDATORY FOR:
• Savings Choice participants• Pension Choice participants who are eligible for the
supplemental DC Plan account• Safe Harbor participants

ELIGIBILITY FOR SAVINGS CHOICE
You are eligible for a choice of primary retirement benefits(Savings Choice or Pension Choice) if you:
• Are hired on or after July 1, 2016, into an eligible faculty or
career staff appointment (at least 50 percent time on a fixedor variable basis for one year or longer)• Are rehired on or after July 1, 2016, into an eligible faculty or
career staff appointment after a break in UC service (between
one and two months), unless you were originally hired by UC
before July 1, 1994, or• Are hired in an ineligible position and become eligible forbenefits on or after July 1, 2016, either by completing anhours requirement or by obtaining an eligible faculty or career
staff appointment
Employees who are hired on or after July 1, 2016, in Safe Harbor
positions may become eligible for a choice of primary retirement
benefits after working 750 hours or 1,000 hours in a rolling,
continuous 12-month period, depending upon job classification.
(Employees in a Non-Senate Instructional Unit qualify for a choice ofprimary retirement benefits after working 750 hours in an eligible
position.) Eligibility is effective no later than the first of the monthfollowing the month in which 1,000 hours (or 750 hours) is reached.
Exceptions:
A University employee is not eligible for UC primary retirement
benefits if the employee:• Is at the University primarily to obtain education or training• Receives pay under a special compensation plan but receives
no covered compensation (see “Covered Compensation for
Savings Choice and Pension Choice” on page 34)• Is in a per diem, floater or casual restricted appointment• Is appointed as a Regents’ Professor or Regents’ Lecturer• Is an employee hired as a visiting appointee
SECOND CHOICE WINDOW TO SWITCH FROM SAVINGSCHOICE TO PENSION CHOICE
Savings Choice participants have a window of opportunity toswitch prospectively from Savings Choice to Pension Choice,and become members of the UC Retirement Plan (UCRP). The
second choice window for Savings Choice participants opens on
Jan. 1 of the fifth anniversary of the calendar year in which they
made their initial election.
A move from Savings Choice to Pension Choice is effective on
July 1 (the beginning of the plan year) following your election,
if your election is submitted electronically or postmarked on or
before May 31.
A switch from Savings Choice to Pension Choice is a change
in your primary retirement benefits going forward; it is not
retroactive. A switch to Pension Choice during your second
choice window means:32• Your Savings Choice account balance will remain yours.
Contributions (from you and UC) to your Savings Choiceaccount will stop on the date the change takes effect.
• The service credit you earned as a participant in Savings
Choice will count toward your retiree health benefits
and toward vesting in UCRP and in your Pension Choicesupplemental account (if you have one). You will begin earning
UCRP service credit toward the calculation of your pension
benefit on the date your switch to Pension Choice takes
effect.

Enrollment for Safe Harbor participants is automatic and begins
on the first day of an eligible appointment.
Mandatory employee contributions to the DC Plan Pretax
Account may come only from income paid through the UC
payroll system. Employees may also roll over money from other
employer-sponsored plans, including the taxable portion of alump sum or CAP distribution from the University of California
Retirement Plan (UCRP; see “Rollovers: Into the Plan” onpage 41).

• You will remain in the pension plan for the remainder ofyour career, even if you separate and return. Participants in
Pension Choice may not switch to Savings Choice.

Mandatory employee contributions to the Pretax Accountappear on employees’ W-2 forms in the box marked “Other”;
they are not reported as taxable income.

ELIGIBILITY FOR SUPPLEMENTAL DC PLAN ACCOUNTUNDER PENSION CHOICE

Mandatory employee contributions to the DC Plan Pretax
Account are deducted from gross salary (after certain pretax
deductions including medical plan premiums), and income taxes
are calculated on remaining pay (after all pretax deductions havebeen applied). Although mandatory pretax contributions reducetaxable income, they do not reduce any other salary-related
University benefits such as vacation or sick leave, life ordisability insurance benefits, or benefits payable from UCRP.

Participants eligible for a supplemental DC Plan Pretax Accountunder Pension Choice include:• Designated faculty, defined as those in the following
positions:– Ladder-rank faculty and equivalent titles (Professorial andEquivalent titles, which include Agronomists, Astronomers,
Clinical Professor of Dentistry (over 50%) and Supervisor of
Physical Education)– Professor in Residence series– Professor of Clinical (X) series– Acting full, associate and assistant professors– Lecturers/Senior Lecturers (full-time) with Security of
Employment or Potential Security of Employment (excluding
UC College of the Law, San Francisco (formerly Hastings)
Lecturers/Senior Lecturers)– Adjunct Professor series

Mandatory employee contributions may be affected by UC
guidelines about covered compensation (also referred to as“eligible pay;” see page 34) and by IRC limitations oncontributions (see page 35).
DC Plan participation may affect the income tax deductibility of
any contributions you make to a traditional Individual
Retirement Account (IRA). IRA contributions may still qualify fora full or partial tax deduction, depending on your adjusted grossincome and tax filing status. Participants concerned about the
impact of DC Plan contributions on deductible IRA contributions
should consult a tax adviser.

– Health Science Clinical Professor series• Eligible staff and other academic appointees with covered
compensation above the 2013 California Public Employees’
Pension Reform Act (PEPRA) maximum ($151,446 for the Plan
year beginning in 2024).
ELIGIBILITY FOR SAFE HARBOR PARTICIPANTS
These participants include part-time, seasonal, temporary UC
employees who are not eligible for primary retirement benefits
and whose wages are not subject to Social Security taxes. Also
included in this category are non-exempt UC student employees
who do not satisfy certain course-load requirements andresident aliens with F-1 and J-1 visa status. This category does
not include students whose wages from University employment
are exempt from taxation under the Federal Insurance
Contribution Act (FICA) and nonresident aliens with F-1 or J-1
visa status or whose wages are subject to foreign (i.e., theirhome country) taxes or contributions under a Social Security
totalization agreement.

SAVINGS CHOICE CONTRIBUTIONSParticipants in Savings Choice make mandatory pretax
contributions of 7 percent of covered compensation, up to theannual IRC maximum. UC contributes 8 percent of covered
compensation, up to the IRC maximum.

SUPPLEMENTAL DC PLAN ACCOUNT CONTRIBUTIONSUNDER PENSION CHOICE
For Pension Choice participants eligible for the DC Plan
supplemental account, the mandatory employee pretax
contribution is 7 percent on covered compensation over the
PEPRA maximum ($151,446 for the Plan year beginning in 2024),
up to the IRC maximum ($345,000 in 2024).

33

DC Plan Pretax Account: Contributions

Contributions

DC Plan Pretax Account: Contributions

Contributions

UC’s contributions to this benefit vary depending on job type.
For designated faculty (as defined on pages 32–33), UC
contributes 5 percent on all covered compensation up to the IRC
maximum. For other academic appointees and eligible staff with
pay above the PEPRA maximum, UC contributes 3 percent on
pay above the PEPRA maximum up to the IRC maximum.

$151,446 ($181,734 for members not paying into Social Security).
The PEPRA maximum applies to most people who are hired into aneligible faculty or career staff appointment on or after July 1, 2016,
and who participate in Pension Choice. In the DC Plan, the PEPRA
maximum plays a role in determining the amount of the employer
contribution toward the DC Plan supplemental account. However,the PEPRA maximum does not apply to participants in Savings
Choice.

COVERED COMPENSATION (ELIGIBLE PAY)
FOR SAVINGS CHOICE AND PENSION CHOICE
Contributions to the Savings Choice account or the
supplemental DC Plan account under Pension Choice are basedon covered compensation (or eligible pay). This is the grossmonthly pay that an active participant receives for a regular andnormal appointment, including pay while on sabbatical or otherapproved leave of absence with pay. Covered compensation
does not include:• Pay for overtime unless in the form of compensatory time off• Pay for correspondence courses, summer session, intersession
and for interquarter or vacation periods or University
extension courses, unless such employment constitutes partof an annual or indefinite appointment• Pay for a position that is not normally full time except if paid
on a salary or hourly rate basis• Pay that exceeds the full-time rate for the regular, normal
position to which the member is appointed• Pay that exceeds the base salary (X+X’) as negotiated underthe Health Sciences Compensation Plan
• Pay that exceeds the established base pay rates, including
non-elective deferred compensation, honoraria andconsulting fees
• Payments received as uniform allowance, unless included aspart of compensation for a regular and normal appointment• Pay that exceeds the IRC §401(a)(17) dollar limit; beginning
July 1, 2024, the earnings limit is $345,000

SAFE HARBOR CONTRIBUTIONS
Safe Harbor participants (part-time employees and non-exempt
students who are not eligible for the Retirement Choice Program
or membership in UCRP) make mandatory contributions of 7.5
percent to the DC Plan Pretax Account.
These contributions will stop for Safe Harbor participants who
become eligible for the University’s primary retirement benefit
options. Instead, mandatory pretax employee and employer
contributions will be made to the applicable primary retirement
benefit plan(s).
Money accumulated in the Pretax Account remains in the Plan
until the participant leaves employment and takes a distribution(see “Distributions: Former Employees,” on page 37).

LEAVES OF ABSENCE
Mandatory employee contributions to the Pretax Account stop
during a leave without pay and resume automatically upon
return to pay status in an eligible position.
For sabbatical leaves or administrative leaves with pay during
which employees earn less than 100 percent of regularcompensation, contributions continue based on compensation(including paid vacation or sick leave) earned during the leave.

• Pay from sources other than the University of California

Special rules may allow participants on military leave to “makeup” Pretax Account contributions that would have been credited
to their account during the military leave. Local Benefits Offices
can provide more information.

PEPRA MAXIMUMTERMINATION OF EMPLOYMENTFor those participants subject to the PEPRA limit, the maximum
covered compensation (or eligible pay) that counts toward UCRP
pension benefits is consistent with the maximum on pensionableearnings under PEPRA. This maximum also applies to many other
California public pension plans and is reviewed annually and may
be adjusted. For the Plan year beginning in 2024, the maximum is

If a participant leaves UC employment, contributions to the Planstop automatically. The options available for a participant’s
accumulations are described in “Distributions: Former
Employees” (see page 37).

• Payments received as a faculty recruitment allowance or
housing allowance34

REAPPOINTMENT
If a participant leaves employment or retires and is later rehired
into an eligible position, contributions to the Plan may resume
again, depending on the participant’s employment status. The
participant once again becomes subject to the rules governing
active Plan participation.
Safe Harbor participants who leave employment and who arelater rehired into another position eligible for Safe Harbor
participation will be re-enrolled automatically.

LIMITATIONS ON COMPENSATION AND CONTRIBUTIONS
Section 401(a)(17) of the IRC sets a dollar limit for annual
earnings on which contributions to the DC Plan may be made.
The earnings limit in 2024 is $345,000 for those who became
participants on July 1, 1994, or later.
To comply with the IRC §415(c) contribution limit ($69,000 in2024) and to protect the Plan’s qualified status with the IRS, thePlan Administrator annually monitors contributions made forparticipants. If, due to reasonable error, the 415(c) limit isexceeded for the year, a participant’s after-tax contributions,adjusted for income or losses, will be refunded to the extent
necessary to come within the limit. Although the earnings are
subject to ordinary income taxes for the year in which the excess
amount is refunded, they are not subject to the penalty taxes on
early distributions.
The earnings on excess contributions are not eligible for rollover.

INVESTMENT OF CONTRIBUTIONSParticipants choose the investment options in which they want
to invest their contributions. The investment options are
explained on page 40. If participants do not make a choice, theircontributions are automatically invested in the UC Pathway Fundwith a target date near the participant’s expected retirement
date.

DC Plan Pretax Account: Vesting

Vesting

To vest means to acquire certain rights in the benefits you
accrue. Once vested, you generally have a non-forfeitable rightto receive your Plan account balance subject to the plan’s
distribution rules.
Your own employee contributions (including your rollover
contributions) and related investment earnings on thoseamounts are immediately vested, regardless of account type.
UC contributions on summer salary paid into the Plan prior to
Nov. 1, 2016, are also immediately vested.

VESTING FOR SAVINGS CHOICE
If you remain actively employed, the employer portion of your
Savings Choice account will vest one year after your eligibility
date or, if earlier, on the date of your death.

VESTING FOR SUPPLEMENTAL DC ACCOUNTUNDER PENSION CHOICE
If you remain actively employed, the employer portion of yoursupplemental account under the Pension Choice option will
become vested when you have earned five years of service credit
through UCRP11 and/or through Savings Choice participation(before switching to Pension Choice) or, if earlier, on the date ofyour death. Savings Choice credit is applied towards vesting in
the Supplemental DC Account upon the effective date of thePension Choice election.

FORFEITURE OF NON-VESTED MONIES
Non-vested employer monies in a Savings Choice or
supplemental savings account will be forfeited to the Plan upon
the earlier of a distribution of all of your vested monies or after
you have a 12-month period of severance.

Participants may exchange (transfer) accumulations in the Planamong the investment options at any time. Direct exchanges
between certain investment options may be prohibited. See theFidelity Retirement Services website (netbenefits.com) for more
information.

11

See pages 7 and 11 of the UCRP SPD for information about UCRP vesting andRefund of Accumulations.

35

DC Plan Pretax Account: Retiree Health Savings Credit

Retiree Health Service Credit

Employees eligible for primary retirement benefits (such as
Pension Choice or Savings Choice) accrue retiree health service
credit, which is used to determine eligibility for retiree healthbenefits offered by UC. Retiree health benefits are not a vested
benefit. That means these benefits are not guaranteed and that
UC’s contributions to the cost of the benefits may change or bediscontinued at any time.

LEAVE WITHOUT PAY

Retiree health and welfare benefits are subject to collective
bargaining for current employees who are represented by a union.

During a sabbatical or paid leave, you earn retiree health service
credit in proportion to the percentage of full-time pay (i.e.,
covered compensation) you receive. For example, if you are on
sabbatical leave at two-thirds pay for one year, you receive
two-thirds of a year of retiree health service credit.

Retiree health service credit is earned whenever you receive
covered compensation for an eligible appointment once you
have enrolled in either Pension Choice or Savings Choice. The
maximum that you can earn for a year of full-time work is one
year of retiree health service credit. Part-time or variable-timework results in a proportionate amount of retiree health service
credit. For example, if you work 50 percent time for one year,
you receive one-half year of retiree health service credit.
Savings Choice participants do not have the option to purchaseretiree health service credit for any type of leave, or after forfeiting
retiree health service credit from previous appointments by taking
a full refund or rollover of their Savings Choice accumulations.

PARTIAL-YEAR CAREER APPOINTMENTS
If you work full time during a 9-, 10-, or 11-month partial-year
appointment, you earn one year of retiree health service credit foreach Plan year. If you work part time during a partial-year
appointment, you earn proportionate retiree health service credit.
For example, if you work 50 percent time during a partial-year
appointment, you earn one-half year of retiree health service credit.

MILITARY LEAVE
If you return to University service in accordance with yourreemployment rights following a military leave, you receive
retiree health service credit for the time spent in uniformed
service and for a period following uniformed service, provided
you return to work when the leave ends and satisfy otherapplicable requirements.
You earn retiree health service credit for military leave at thesame rate earned during the 12 months of continuous service
just before the leave. For example, if you earned three-fourths ofa year of retiree health service credit in the 12 months justbefore military leave, you will earn three-fourths of a year of
retiree health service credit for a year of military leave.
The Retirement Administration Service Center or your local
Benefits Offices can provide more information about
establishing retiree health service credit for military leaves.
36

You do not earn retiree health service credit during a leave
without pay.

SABBATICAL OR PAID LEAVEEXTENDED SICK LEAVE
You earn up to 80 percent of retiree health service credit forperiods of extended sick leave during which you receive
Workers’ Compensation.

PAST SERVICE
If you have accumulated retiree health service credit as a Savings
Choice participant and you leave UC, you can retain your retiree
health service credit as long as you maintain some Savings
Choice accumulations and an overall account balance of at least$2,000 in the DC Plan. If you later return to UC and restartparticipation in Savings Choice, you can build on the retiree
health service credit you accumulated during your initial periodof employment.
If you take a full refund or rollover of Savings Choice
accumulations before beginning retiree health benefits, or if you
trigger an automatic distribution by letting your DC Plan accountbalance fall below $2,000, you forfeit your accumulated retiree
health service credit (and it cannot be restored if you return toUC).

DEFINITION OF RETIREMENT FOR SAVINGS CHOICE
PARTICIPANTS
For Savings Choice participants, the date that retiree healthbenefits coverage begins is treated as the retirement date. Once
retiree health benefits coverage has begun, Savings Choiceparticipants can withdraw funds according to Plan rules without
affecting their continuing eligibility for retiree health benefits.
Savings Choice participants who begin receiving retiree healthbenefits are subject to all the rules for the re-employment of
retired employees.

Distribution timing rules vary depending on the participant’s
employment status.

directions, the participant’s vested accumulations will be paid
directly to the participant at the address of record.

Savings Choice Participants: Please see “Past Service” onpage 36 before making a decision about taking a distribution ofyour DC Plan Savings Choice accumulations. If you take a fullrefund or rollover of Savings Choice accumulations before
beginning retiree health benefits, or if you trigger an automatic
distribution by letting your DC Plan account balance fall below$2,000, you forfeit your accumulated retiree health service
credit.

All distributions are subject to Fidelity Retirement Services
and payroll deadlines. No distributions can be made until all
payroll activity is complete, which can take from 31 to 60 days.

CURRENT UC EMPLOYEESThe Plan permits DC Plan Pretax Account distributions tocurrent employees if they are 59½ or older. Pretax Accountdistributions are also permitted if you leave employment.
Current employees may take a distribution of money that theyrolled over into the DC Plan from another employer- sponsoredplan, including earnings on the amount rolled over (see“Rollovers: Into the Plan” on page 41).

FORMER EMPLOYEESFormer employees may take a distribution of the vested portionof their Pretax Account balance at any time. Participants who
leave University employment have the following payment
options for vested assets in the DC Plan:• Leave the assets in the Plan if the vested Plan balance,
including any After-Tax Account balance, totals at least$2,000. Although participants may no longer contribute, they
may transfer money among the investment fund options,subject to the transfer/exchange rules, and roll over money
into the Plan.
• Take a full or partial distribution (payable to the participant or
can be directly rolled over to a traditional IRA, Roth IRA or
employer-sponsored plan).
• Arrange for systematic withdrawals. This option enables theparticipant to receive regular, periodic distributions without
having to make a specific request for each one.

BENEFICIARIES
Participants should designate a beneficiary to receive theirassets in the DC Plan in the event of death. A participant may
not name one beneficiary to receive assets in the Pretax Accountand another beneficiary to receive any assets in the After-Tax
Account. Participants may, however, name more than one
beneficiary and specify the percentage of the total Plan balancethat each beneficiary is to receive. A beneficiary may be a
person, trust or organization.
Subject to restrictions on small accounts, beneficiaries may electto take their benefit as a lump sum or in periodic payments overa term that meets the Internal Revenue Code requirements on
minimum distributions. If a beneficiary fails to make an election,
the benefit will be distributed to the beneficiary in a lump sum
by the last day of the calendar year in which the fifth anniversaryof the participant’s death occurs.
Spousal beneficiaries also have the option to roll over the
taxable portion of money from the participant’s account into a
traditional IRA, a Roth IRA or to an employer plan that will
accept a rollover, either directly or within 60 days of receipt ofthe distribution. Non-spouse beneficiaries may elect a direct
rollover to an inherited traditional or Roth IRA.
If no beneficiary has been named, or if the beneficiary dies
before the participant, the DC Plan rules require that any
amount remaining be distributed to the participant’s survivors in
the following order of succession:• Surviving spouse or surviving domestic partner or, if none,• Surviving children, biological or adopted, on an equal-sharebasis (children of a deceased child share their parent’s benefit)
or, if none,• Surviving parents on an equal-share basis or, if none,

The following rules apply to distributions of small accounts after
the participant has terminated UC employment:• Brothers and sisters on an equal-share basis or, if none,• If the vested value of the participant’s accumulations is lessthan $2,000, but more than $1,000, and the participant
fails to provide distribution directions, the participant’s
vested accumulations will be rolled over to an IRA custodian
designated by the Plan Administrator in an accountmaintained for the participant.

A will or trust does not supersede a designation of beneficiary,
nor does either supersede the Plan’s “default” beneficiary rules(described above) that apply in the absence of a valid beneficiary
designation.

• If the vested value of the participant’s accumulations is$1,000 or less, and the participant fails to provide distribution• The participant’s estate

It is the participant’s responsibility to keep information on
beneficiaries, including addresses, up to date. The address ofrecord is binding for all purposes of the DC Plan.
37

DC Plan Pretax Account: Distributions

Distributions

DC Plan After-Tax Account: Distributions

Distributions

You can name or change your beneficiary information bycontacting Fidelity Retirement Services (866-682-7787 ornetbenefits.com).

Distributions to participants are reported annually on IRS Form
1099-R, which is sent in January following the calendar year inwhich the distribution was issued.

COMMUNITY PROPERTYMarried participants and registered domestic partners who
designate someone other than their spouse or partner as abeneficiary may need to consider the spouse’s or partner’scommunity property rights. For residents of a community
property state such as California, a designation of beneficiary
may be subject to challenge if the spouse or partner would
consequently receive less than the share of the benefit
attributable to community property.
Procedures established for UCRP are used to determine whether
a domestic partner is included in the order of succession above.
Generally, the procedures require that an individual must be
designated as a participant’s domestic partner by one of four
possible methods:• Registration of the domestic partnership with California’s
Secretary of State• Registration of a union, other than marriage, validly formed inanother jurisdiction, that is substantially equivalent to a
California domestic partnership or• Enrollment of the domestic partner in UC-sponsored healthbenefits and successful completion of the eligibility
verification process (note that enrolling your partner inbenefits that do not require eligibility verification, including
the Postdoctoral Scholars Benefit Program and the Graduate
Student Health Insurance Plan, will not establish your partner
as your survivor for UCRP benefits)• Filing of a UC Declaration of Domestic Partnership form
(UBEN 250) with the UCRP administration

EARLY DISTRIBUTION PENALTIESIn addition to being taxed as ordinary income, the taxable
portion of distributions taken before age 59½ (early
distributions) may be subject to nondeductible federal and state
penalty taxes — currently a 10 percent federal tax and a 2.5
percent California state tax, unless:• The distribution is made to a participant who leaves UC
employment during or after the year the participant reaches
age 55• The participant is permanently disabled under IRS rules, or dies
• The participant receives a series of substantially equal
distributions over the participant’s life/life expectancy (or the
lives/life expectancies of the participant’s beneficiaries)• The distribution does not exceed deductible medical expenses
for the taxable year
• The distribution is paid to an alternate payee under a QDRO• The distribution is made on account of certain tax levies or• The distribution is made on account of other exceptions
defined by the IRS
Early distribution penalties are not assessed when a distribution
is paid. Participants who are subject to the penalties are
responsible for reporting them to the IRS when they file theirincome tax returns.

If a member dies before filing a UC Declaration of Domestic
Partnership, only documentation from the first three methods
may be used to establish a domestic partnership.

MINIMUM REQUIRED DISTRIBUTIONSTAXES ON DISTRIBUTIONS• The year in which they leave University employment

A distribution from the DC Plan Pretax Account is generally
taxed as ordinary income in the year it is issued. Note, however,that there are specific federal tax withholding rules that apply to
all distributions from retirement savings and investment plans.
For more information about the tax treatment of Plan
distributions, read the special tax notice provided by Fidelity
Retirement Services before requesting a distribution. The tax
rules are quite complex; for this reason, participants consideringa distribution from the Plan are strongly encouraged to consult a
tax adviser.
Participants who choose to take a distribution are responsible forsatisfying the distribution rules and for any tax consequences.
38

Participants must begin receiving minimum distributions fromthe Plan by April 1 of the calendar year following the later of:• The year in which they reach age 73 (for individuals who turn72 on or after January 1, 2023)
Participants who do not receive minimum distributions by therequired dates, or who receive less than the minimum amountthe law requires, must pay a nondeductible 50 percent excise tax
on the difference between the amount that should have been
received and the amount received.
Minimum required distributions are not eligible for rollover.
Minimum required distributions are calculated in accordancewith U.S. Treasury regulations.

The information that follows pertains specifically to the
DC Plan After-Tax Account.
All employees of UC and UC College of the Law, San Francisco(formerly Hastings) — except students who normally work fewer
than 20 hours per week — are eligible to make voluntary
contributions to the After-Tax Account.
Contributions to the After-Tax Account may be made only
through payroll deduction and may only come from income
paid through the UC payroll system. Contributions are notpermitted from any other source.
Contributions to the After-Tax Account are deducted from yourpay after income taxes have been deducted. Taxes on theinvestment earnings only are deferred until you withdraw themoney.

LEAVES OF ABSENCE
Contributions to the After-Tax Account stop during a leave
without pay and resume automatically at the same rate upon
return to pay status, unless the participant cancels them.
For sabbatical leaves or administrative leaves with pay during
which employees earn less than 100 percent of regularcompensation, contributions continue in the same amount aselected before the leave. Because contributions remain the same
while compensation decreases, it is important for participants toreview their contribution amount before going on a paid leave.
Special rules may allow participants who return from military
leave to “make up” After-Tax Account contributions that would
have been credited to their account during the military leave.
Local Benefits Offices can provide more information.
During paid vacation or sick leave, contributions continue in thesame amount.

REAPPOINTMENT
If you leave UC employment and are later rehired into an eligible
position, you may begin contributing to the After-Tax Accountagain.

CONTRIBUTION AMOUNTS
The maximum amount participants may contribute annually to
the After-Tax Account is determined by the IRC §415(c) limit.
Generally, this amount is the lesser of:• 100 percent of the participant’s adjusted gross UC salary or• $69,000 (in 2024)
This limit applies to all annual additions as defined in IRC §415(c)including employer contributions to the DC Plan and mandatory
employee pretax contributions to the DC Plan. Note that
contributions to Savings Choice or Pension Choice supplemental
accounts may reduce the amount participants may contribute to
the DC Plan After-Tax Account.
Participants may contribute to the After-Tax Account over
12 months or consolidate contributions in as few pay periods as
desired. If you decide to consolidate contributions, however, you
are responsible for canceling them once you reach your maximum
annual contribution limit (see “Limitations on Compensation andContributions” on page 35). Neither the University nor UC
Human Resources is responsible for individual tax consequences
if a participant’s after-tax payroll deductions exceed the415(c) limit.

LIMITATIONS ON CONTRIBUTIONS
The limitations on contributions are described on page 35.

TERMINATION OF EMPLOYMENTThe options that are available to After-Tax Account participants
who leave UC employment are described in “Distributions” onpage 40.

39

DC Plan After-Tax Account: Contributions

DC Plan After-Tax AccountContributions

DC Plan: Distributions, Additional DC Plan Information

Distributions

Additional DC Plan Information

Participants may take a full or partial distribution of their moneyin the After-Tax Account at any time.

INVESTMENT OPTIONSRetiree and former employee participants have additional
options for their money in the DC Plan (see “Distributions:
Former Employees” on page 37).

TAXES ON DISTRIBUTIONS
The taxable portion of a distribution from the After-Tax Accountis taxed as ordinary income in the year the distribution is issued.
Participants may not take a distribution of contributions alone(the amount on which they have already paid taxes). Each
distribution must include earnings in the same proportion thatthe earnings bear to contributions in the account. Therefore,
unless the earnings are rolled over (or there is a net loss), all
distributions are partially taxable.
As previously discussed, specific federal tax-withholding rules
apply to all distributions from retirement savings plans. For more
information about the tax treatment of After-Tax Accountdistributions, read the special tax notice provided by Fidelity
Retirement Services before requesting a distribution. Participantsconsidering a distribution from the After-Tax Account are alsostrongly encouraged to consult a tax adviser.

EARLY DISTRIBUTION PENALTIESThe early distribution penalties for the Pretax Account as
described on page 38 also apply to the tax-deferred earnings
portion of the DC Plan After-Tax Account.

MINIMUM REQUIRED DISTRIBUTIONS
The minimum distribution rules are described on page 38.

Plan participants can choose from a broad range ofprofessionally managed investment options that are monitoredby the Office of the Chief Investment Officer of the Regents(OCIO) based on criteria established by the Regents. The UC
Retirement Savings Program (UC RSP) fund menu includes the
UC Pathway Funds, each of which adjusts its asset mix as thefund approaches its target date, plus additional investment
funds that represent a comprehensive range of asset classes
with different objectives and risk and return characteristics.
Most funds offered on the UC RSP fund menu are designed tohave lower expenses than many similar publicly traded mutual
funds. A complete description of each of these options isavailable on netbenefits.com.
Participants may also invest in mutual funds that are notincluded in the UC RSP fund menu by opening a self-directed
brokerage window account. Participants must agree to the terms
and conditions that govern the account, including an
acknowledgment of the risks involved and the special fees that
may apply.
Information about investment objectives, risks, changes andexpenses of all options is available, free of charge, from Fidelity
Retirement Services (netbenefits.com or 866-682-7787).

PLAN ADMINISTRATION AND FEESThe Vice President of Human Resources is the Plan
Administrator with responsibility for the day-to-day
management and operation of the Plan. The Office of the
Chief Investment Officer (OCIO) selects and monitors theinvestment options available under the Plan.
INVESTMENT MANAGEMENT FEES
Funds that are included in the UC RSP fund menu charge aninvestment management fee (i.e., expense ratio), which is netted
from the investment experience of the funds. There are no
front-end or deferred sales loads or other marketing expenses
charged by funds that are included in the UC RSP fund menu.
ADMINISTRATIVE FEES
A quarterly fee will be deducted from your account balance foradministrative services. The administrative services fee covers
expenses for recordkeeping services for your account(s),communications, financial education, internal UC staff support
for the Plan, and other non-investment services. If you havemore than one Retirement Savings Program account (forexample, a 403(b) Plan account and a DC Plan account), you will
be charged only one administrative services fee per quarter.

40

Participants may move eligible retirement funds from a previous
employer plan or an IRA to the DC Plan via a rollover. The DC
Plan accepts rollovers of pretax distributions from:• Other employer-sponsored plans, including 401(a), 401(k),403(b) and governmental 457(b) plans• Lump sum cashouts and CAP distributions from the UC
Retirement Plan
• Traditional IRAs
The DC Plan also accepts direct rollovers of after-tax amounts
from 401(a), 401(k) and 403(b) plans.
To roll over money directly from another employer-sponsoredplan to UC’s DC Plan, the participant must arrange to have theformer plan’s trustee or plan administrator write a check for the
distribution, payable to “Fidelity Investments Institutional
Operations Company, Inc. (FIIOC).” As long as the check is
payable directly to FIIOC (not to the participant), no taxes will
be withheld from the distribution, and the money will retain its
tax-deferred status.
If a participant takes a distribution from a former employer’splan, including UCRP, and the check is payable to the participant,the participant can also roll over the taxable portion of themoney into the DC Plan, as long as the rollover is made within 60
days after receiving the distribution. To roll over 100 percent of
the taxable portion of the distribution, the participant must
replace from personal savings or other sources an amount equal
to the taxes that were withheld when the distribution was issued.

ROLLOVERS: FROM THE PLAN
Virtually all DC Plan pretax distributions are eligible for direct
rollover (payable to a traditional IRA or another employer plan).
As long as the check for the distribution is payable directly tothe employer plan or IRA custodian, no taxes will be withheld
and the money will retain its tax-deferred status. If madepayable to the participant, distributions are subject tomandatory 20 percent federal tax withholding. Distributions
made to non-spouse beneficiaries are eligible for direct rollovers
to an inherited IRA.
DC Plan after-tax distributions are eligible for direct rollovers tocertain employer plans and conversion rollovers to a Roth IRA.12
Participants may also roll over an eligible DC Plan distributionthat has been paid to them, as long as the rollover to the IRA or
new plan occurs within 60 days of receipt of the distribution. A
12participant who wants to roll over 100 percent of the
distribution must replace from personal savings or other sources
an amount equal to the taxes that were withheld when the
distribution was issued. Any amount not rolled over will be taxed
as ordinary income for the year in which the distribution was
issued. It may also be subject to the early distribution penalties.
DC Plan distributions that are not eligible for direct rollover
include:• Minimum required distributions• Refunds of excess contributions (plus investment earnings)
to the After-Tax Account and• Systematic withdrawals

ACCOUNT ACTIVITY
To help participants better understand the Plan’s benefits andeffectively manage their accounts, Fidelity Retirement Services
provides personalized account information via two electronicsources.
• Participants who have Internet access can find current,
comprehensive information about their accounts and makecertain online Plan transactions by visiting the Fidelity
Retirement Services website (netbenefits.com).
• Participants can retrieve personal financial information about
their accounts and make transactions on the Fidelity
Retirement Services toll-free telephone line (866-682-7787).
Annual reports containing audited financial statements areavailable on the UC Office of the President website(ucop.edu/investment-office) or from the UC Retirement
Administration Service Center (see inside front cover).
Plan summaries are available on UCnet, the Fidelity Retirement
Services website or from your local Benefit Offices or the UC
Retirement Administration Service Center.
Participants may view the University of California DefinedContribution Plan document online (ucal.us/UCRSdocuments).
Participants should read the complete descriptions of theinvestment funds and accompanying Plan materials before
making any investment decisions.
All notices or communications to a participant or beneficiary
will be effective when sent by first-class mail or conveyed
electronically to the participant’s address of record. The
University and the Regents are entitled to rely exclusively upon
any notices, communications or instructions issued in writing orelectronically conveyed by UC Human Resources that are
believed to be genuine and to have been properly executed.

It is recommended that participants considering a conversion rollover to a RothIRA consult with a financial or tax adviser.

41

DC Plan: Additional DC Plan Information

ROLLOVERS: INTO THE PLAN

DC Plan: Additional DC Plan Information

Additional DC Plan Information

CLAIMS PROCEDURESASSIGNMENT OF BENEFITS

If Fidelity Retirement Services is unable to verify a claimant’s
right to a benefit within a short period of time, the claimant will
be notified of the need to forward a written request to theattention of the UC Contract Administrator, UC Human
Resources, P.O. Box 24570, Oakland, CA 94623-1570, who will
review the claim on behalf of the Plan Administrator. The
request should include all relevant information. Within 90 daysof receipt of the request, the contract administrator will approveor disapprove the claim. If the claim is denied, the contract
administrator will notify the claimant in writing, setting forth thespecific reasons for the denial and providing specific references
to the plan provisions on which the denial is based. The contract
administrator also will describe any additional material orinformation needed to perfect the claim and provide an
explanation of the DC Plan’s review procedures.

Generally, DC Plan benefits payable to participants, beneficiaries
or survivors cannot be attached by creditors, nor can anyone
receiving benefits assign payments to others. Plan benefits areintended solely for the benefit of participants and theirbeneficiaries and survivors.

If the claimant’s request is denied by the contract administrator,
the claimant may submit a written request for an independent
review by the Plan Administrator within 60 days of receiving thedenial. The request for an independent review should be
forwarded to the Plan Administrator, P.O. Box 24570, Oakland,
CA 94623-1570. The request should be accompanied by all
supporting documentation. The Plan Administrator may require
the claimant to submit additional documentation within 30 daysof a written request. The Plan Administrator will make a full
review of the request within 120 days of the date the appeal was
filed, unless the circumstances require a longer period. If thePlan Administrator upholds the contract administrator’s denial,
the Plan Administrator will notify the claimant. The decision of
the Plan Administrator will be final and conclusive on all persons.
If, after exhausting administrative appeal procedures, theclaimant still believes that a benefit has been improperly paid or
denied, the claimant has the right to initiate legal proceedings.
For service of process, send to The Regents of the Universityof California, Trustee of the Defined Contribution Plan, c/o
UC Legal — Office of the General Counsel, 1111 Franklin Street,
Oakland, CA 94706.

PLAN CHANGESThe Plan is subject to change and to independent audit to comply
with applicable federal and state statutes, IRC regulations andindustry standards. Participants are notified wheneversubstantive changes to the Plan occur. Although the Plan is
expected to continue indefinitely, the Regents reserve the rightto amend, improve or terminate the Plan at any time.

42

There are some legal exceptions. For example, the IRS may attach
retirement benefits to collect unpaid taxes, or a court may ordercertain benefits to be paid for child or spousal support.

QUALIFIED DOMESTIC RELATIONS ORDERS (QDROS)
A court may award Plan assets to the participant’s spouse orformer spouse or the participant’s dependent. This usually will
occur in connection with a divorce or legal separation. In suchcases, the domestic relations order must be approved, or
qualified, as being in compliance with state law and with the Plan.
Both spouses and the court have the right to request
information about the benefits earned by the participant during
the marital period and how those benefits are derived, as well as
information about the options available to non-participants.
To obtain a copy of the QDRO procedures, contact Fidelity
Retirement Services (netbenefits.com or 866-682-7787).
California law has established procedures for dividing property
in connection with the termination of a state-registereddomestic partnership. For more information, call Fidelity
Retirement Services.

INELIGIBLE ACCOUNTS RETAINED BY UC
The DC Plan does not permit a participant whose vested
accumulations have a value of less than $2,000 to remain in the
DC Plan after leaving UC employment. In order to facilitate theconversion to the new record keeper in July 2005, the UC
Residual Accounts group retained administration of ineligible
accounts of participants who terminated UC employment before
July 1, 2005, with small balances as follows:
Accumulations of less than $50 on June 30, 2005: For
participants who failed to provide timely distribution directions
or confirm their location, accumulations were forfeited as ofJune 30, 2005. The forfeited amounts will be used to defrayreasonable Plan expenses and to restore a participant’s
previously forfeited accumulations, plus interest, if theparticipant subsequently files a valid claim and provides
distribution directions.
Accumulations of $50 or more but less than $2,000 on June 30,
2005: For participants who failed to provide timely distribution
directions, the investment options in the participant’s accountwere liquidated as of June 30, 2005, and an account wasestablished on the participant’s behalf. The aggregated assets ofall such accounts were then invested in the UC Savings Fund inorder to preserve principal, and a proportionate share wasallocated to each account. The UC Residual Accounts group will
maintain such accounts until such time as the participant’s
location can be confirmed and distribution made. Each accountis credited with monthly interest at a fixed rate.
Accumulations of $1,000 or more as of Oct. 23, 2008:
The participant’s accumulations were transferred to an IRA
custodian or trustee selected by the Plan Administrator to beheld on behalf of the participant.
If you think you may be entitled to funds in an ineligible account,contact the UC Retirement Administration Service Center at
800-888-8267.

Participants in defined contribution plans are responsible fordetermining which, if any, investment vehicles best serve theirretirement objectives. The DC Plan assets are invested inaccordance with the participant’s instructions; if no instructions
are given, assets are invested in the UC Pathway Fund with atarget date near the participant’s expected retirement date.
Participants should periodically review whether their objectives
are being met, and if the objectives have changed, theparticipant should make the appropriate changes. Carefulplanning with a tax adviser or financial planner may help toachieve better supplemental retirement savings.
Neither the Regents, the Chief Investment Officer, the Plan
Administrator nor any officer or affiliated officer of the University
makes any recommendation to participants for building
supplemental retirement savings, and the various options
available for the investment of contributions should not be
construed in any respect as a judgment regarding the prudenceor advisability of such investments or as tax advice. Neither the
Regents, the Chief Investment Officer, the Plan Administrator
nor Fidelity Retirement Services bear any fiduciary liability for
any losses resulting from a participant’s investment instructions.
The Plan Administrator reserves the right to refuse to implement
any investment instruction from a participant that violates Planrules or IRC provisions.
All elections concerning contributions to the DC Plan are subject
to payroll transaction and fund valuation deadlines.
Neither the University, the Chief Investment Officer, the Plan
Administrator nor any officer or affiliated officer shall be
responsible in any way for the purpose, propriety or tax
treatment of any contribution or distribution (or any other action
or nonaction) taken pursuant to the direction of a Plan
participant, beneficiary, executor or administrator, or a court ofcompetent jurisdiction. Although the Regents, the Chief
Investment Officer, the Plan Administrator, and officers andaffiliated officers shall have no responsibility to give effect to adecision from anyone other than the Plan participant, beneficiary,
executor or administrator, they reserve the right to takeappropriate action, including termination and/or disbursementof a participant’s account, to protect the Plan from losing its
tax-advantaged status for any event that violates Plan rules orapplicable IRC provisions.

43

DC Plan: Employee Information Statement

Employee Information
Statement

44

Introduction......................................................................................................................................................................46
Eligibility..................................................................................................................................................................................48
Eligibility for Academic Appointees............................................................................................48
Contributions..................................................................................................................................................................48
Voluntary Pretax Contributions.........................................................................................................48
Voluntary Roth Contributions..............................................................................................................48
Academic Appointee Summer Salary Contributions......................................49
Leaves of Absence....................................................................................................................................................49
Termination of Employment....................................................................................................................49
Reappointment..............................................................................................................................................................49
Annual Contribution Limits.......................................................................................................................49
Excess Salary Reductions..............................................................................................................................50
Investment of Contributions...................................................................................................................50403(b) Plan Loan Program........................................................................................................................51
Loan Terms and Borrowing Limits..................................................................................................51
Interest Rates and Administrative Fees................................................................................51
Repayment............................................................................................................................................................................51

Tax-Deferred 403(b) Plan

Tax-Deferred 403(b) Plan:
Plan Summary

Distributions....................................................................................................................................................................52
Current UC Employees.....................................................................................................................................52
Former Employees....................................................................................................................................................53
Beneficiaries.......................................................................................................................................................................53
Taxes on Distributions.......................................................................................................................................54
Early Distribution Penalties......................................................................................................................54
Minimum Required Distributions....................................................................................................55
Additional 403(b) Plan Information........................................................................................55
Investment Options...............................................................................................................................................55
Plan Administration and Fees................................................................................................................55
Rollovers: Into the Plan....................................................................................................................................56
Rollovers: From the Plan................................................................................................................................56
Account Activity..........................................................................................................................................................57
Claims Procedures....................................................................................................................................................57
Plan Changes.....................................................................................................................................................................58
Assignment of Benefits....................................................................................................................................58
Qualified Domestic Relations Orders (QDROs).....................................................58
Ineligible Accounts Retained by UC............................................................................................58
Employee Information Statement..............................................................................................59

45

Introduction
The 403(b) Plan is a defined contribution plan described under§403(b) of the Internal Revenue Code (IRC) and offers both pretax
and Roth (after-tax) options. Future benefits from the 403(b) Plan will
be comprised of contributions made to the 403(b) Plan plus
investment earnings. Vesting on all 403(b) accumulations(contributions and any investment earnings) is immediate.
Employees who want to voluntarily participate in the 403(b) Plan
designate a portion of their UC salary to be contributed on a pretax orRoth (after-tax) basis. Pretax contributions reduce the participant’s
taxable income and taxes on contributions and any earnings aredeferred (that is, postponed) until the participant withdraws themoney. Roth contributions are made on an after-tax basis and they do
not reduce a participant’s taxable income. Roth contributions and any
earnings can be withdrawn by the participant tax-free, given certain
requirements are met.
Mandatory employee pretax and University contributions are madeto the 403(b) Plan for eligible academic appointees who earn summer
salary. Taxes on contributions and any investment earnings aredeferred (that is, postponed) until the participant withdraws themoney.
The designated Plan Administrator of the 403(b) Plan is the Vice
President, Human Resources (VP-HR). The Office of the Chief
Investment Officer (OCIO) is responsible for monitoring a broad
range of professionally managed investment options available to Plan
participants.

46

403(b) Plan: Introduction

Introduction
Currently, Fidelity Retirement Services performs recordkeeping
duties. The relevant contact information is on the inside front cover.
The Plan Administrator administers the 403(b) Plan for the sole
benefit of Plan participants and their beneficiaries. Participation isvoluntary, with the exception of those contributions made on
academic summer salary, and should be based on the participant’s
financial objectives and resources. Individual investment strategies
should reflect the participant’s personal savings goals and tolerance
for financial risk. Participants may also want to consult a tax advisor
or financial planner before enrolling.
UC, the Regents, the OCIO, UC Human Resources and Fidelity
Retirement Services are not liable for any loss that may result fromparticipants’ investment decisions. This plan summary reflects Plan
provisions as in effect January 1, 2024.

47

403(b) Plan: Eligibility, Contributions

Eligibility

Contributions

All employees of UC and UC College of the Law, San Francisco(formerly Hastings)—except students who normally work fewer
than 20 hours per week—are eligible to participate in thevoluntary 403(b) Plan. An employee begins participation whencontributions are made to the 403(b) Plan. An employee orformer employee continues participation until all funds held on
the employee’s behalf are distributed.

All employee mandatory pretax and voluntary pretax and Roth(after-tax) salary deferral contributions to the 403(b) Plan comeonly from income paid through the UC payroll system. Employees
may also roll over money from other qualified employersponsored plans, including the taxable portion of a lump sum or
CAP distribution from the University of California Retirement Plan(see “Rollovers: Into the Plan” on page 56).

The provisions of the Plan are subject to collective bargaining forrepresented employees.

Contributions to the 403(b) Plan are reported annually on
employees’ W-2 forms. Mandatory and voluntary pretax
contributions reduce a participant’s taxable income and are
not included in income subject to taxation. Voluntary Rothcontributions do not reduce a participant’s taxable income and areincluded in income subject to taxation.

ELIGIBILITY FOR ACADEMIC APPOINTEES
Compensation that many academic appointees receive forsummer session teaching or research is not considered covered
compensation for determining primary retirement benefits.
Therefore, effective Nov. 1, 2016, the Plan contains a provision
to provide pretax employer and employee contributions to the403(b) Plan Pretax Account based on eligible summer salary.
Prior to Nov. 1, 2016, eligible summer salary contributions weremade to the DC Plan Pretax Account. Summer salary amounts inthe DC Plan Pretax Account as of Oct. 31, 2016, remain in the
DC Plan until distributed.
Eligible academic appointees are those who:
• Have academic year appointments;

Participants may voluntarily enroll in the pretax and Roth salarydeferral contribution option. Upon enrollment, participants
choose whether the contribution will be pretax or Roth andindicate either a flat dollar amount or a percentage of salarythat they will contribute through payroll (generally monthly
or biweekly) up to their maximum annual contribution
amount. Under the percentage method, contributions change
proportionately as the participant’s salary changes.
Contributions to the 403(b) Plan do not reduce any other salaryrelated University benefits such as leave accruals (vacation sickleave, or PTO), life or disability insurance benefits, or benefits
payable from UCRP.

• Are active members of UCRP or Savings Choice (or who are
eligible to become such members but have not yet begun
participating in a primary retirement benefit option); andVOLUNTARY PRETAX CONTRIBUTIONS• Earn eligible summer salary that is paid in accordance with
Academic Personnel Policy 600 and which is compensationthat is not covered compensation for calculating primary
retirement benefits.

Employee pretax salary deferral contributions are deducted fromgross salary (after certain pretax deductions including medical
plan premiums), and income taxes are calculated on remaining pay(after all pretax deductions have been applied).

Eligible summer salary includes compensation for:

Taxes on contributions and any investment earnings are deferred
until the participant withdraws the money.

• Summer teaching• Summer research• Summer administrative service (generally payments todepartment chairs, vice chairs, etc., for administrative duties
paid as “1/9ths”)
Salary paid for teaching University Extension courses is not
eligible for summer salary contributions.

Pretax contributions may not be converted to Roth contributions.

VOLUNTARY ROTH CONTRIBUTIONS
Employee Roth salary deferral contributions are deducted frompay after pretax deductions (including medical plan premiums)
and income tax deductions have been applied.
Contributions and any investment earnings are not subject totaxation upon withdrawal if the money is withdrawn at least five
tax years from when the first Roth contribution was made and if
the participant is at least age 59 ½, disabled, or passes away (readthe special tax notice provided by Fidelity Retirement Services formore information on netbenefits.com).
Roth contributions may not be converted to pretax contributions.

48

The total contribution rate under this provision is 7 percent ofeligible summer salary, which includes a mandatory employee
pretax contribution of 3.5 percent and a University contributionof 3.5 percent. Eligible summer salary is limited to ¼ the IRC
annual earnings limit (for 2024, this limit is $345,000 for
employees who became members as of July 1, 1994, or later).
The University contribution is funded by the same source thatprovides the academic appointee’s summer salary.

LEAVES OF ABSENCE
Contributions stop during a leave without pay and resume
automatically at the same rate upon return to pay status unlessthe participant cancels them (voluntary contributions only).
For sabbatical leaves or administrative leaves with pay during
which employees earn less than 100 percent of regularcompensation, voluntary contributions continue in the same flat
dollar amount or percentage as elected before the leave unlessthe participant makes a change. It is important for participants
to review their voluntary contributions before going on a paid
leave, particularly because contributions made as a flat dollar
amount will remain the same while compensation decreases.
Special rules may allow participants who return from military
leave to “make up” contributions that would have been credited
to their accounts during the military leave. Local Benefits Offices
can provide more information.
During paid vacation or sick leave, contributions continue
unchanged.

TERMINATION OF EMPLOYMENT
If a participant leaves UC employment, contributions stop
automatically. The payment options available for a participant’s
accumulations are described in “Distributions, Former Employees”(see page 53).

13

Or 100 percent of adjusted gross salary, if less. Adjusted gross salary for any
year is a participant’s gross University salary (including any shift differential,
summer or equivalent term salary, health science faculty income over thebase professorial salary, stipends and overtime), minus any required pretax
contributions to other retirement plans (for example, mandatory contributions
to the UC Defined Contribution Plan or to UCRP).

403(b) Plan: Contributions

ACADEMIC APPOINTEE SUMMER SALARYCONTRIBUTIONSREAPPOINTMENT
If a participant leaves UC employment or retires and is later
rehired into an eligible position, the participant may begin
contributing to the Plan again. Applicable mandatory summer
salary contributions will also resume.

ANNUAL CONTRIBUTION LIMITSThe IRC limits the amount participants may voluntarily contributeannually to tax-advantaged retirement plans and imposes
substantial penalties for violating contribution limits (see “Excess
Salary Reductions,” below. Limits are not applied to voluntary
pretax and Roth contributions separately.
For 2024, the 403(b) Plan contribution limits on voluntary pretax
salary deferral contributions are as follows:
Regular contribution limit: $23,0001
Participants who are age 50 or older any time during
the year: $30,50013
To contribute the maximum amount, participants should checkthe limits and adjust their contributions for each calendar year
accordingly.
SPECIAL CATCH-UP PROVISIONA special catch-up provision may allow participants to makeadditional salary deferral contributions if, as of the preceding
calendar year:• The participant has 15 or more full years of UC employment
and• The participant’s cumulative 403(b) Plan contributions (notincluding investment earnings) total less than $5,000 times
years of UC employment
The special catch-up provision allows additional contributions up
to a maximum of $3,000 per year. Total cumulative special
catch-up contributions under this provision are limited to$15,000. For participants age 50 and older, the first $3,000 of
any salary deferrals contributed each year in excess of theunder-age 50 limit is counted as a special catch-up contribution
until they are no longer eligible to make these contributions.
Participants who want to maximize 403(b) Plan contributions
should take advantage of the special catch-up provision as soon
as possible after completing 15 years of service.

49403(b) Plan: Contributions

Contributions

EXCESS SALARY REDUCTIONS
UC’s payroll system monitors 403(b) Plan voluntary pretax salarydeferral contributions: a participant’s deferral contributions willstop automatically if they reach the IRC deferral limit before
the end of the year. In limited circumstances, however, excess
salary reductions may be made—if, for example, a participant
works at more than one UC location during the year orcontributes to a 403(b) plan with another employer.
If participants think they have overcontributed but have notbeen contacted, or if they contribute to a tax-advantaged
plan with another employer during the year, they should callFidelity Retirement Services before the end of the year (orby March 1 of the following year) to request a refund.
The IRC requires that excess salary reductions in any calendar
year be refunded to the participant by April 15 of the following
year to avoid tax penalties. If the excess is refunded by April 15,
the excess is treated as ordinary income for the year in which
the salary reductions were made. The refund will also reflect
any earnings (or loss) generated by the excess salary reductions
during that year. The earnings must be reported on tax returns
for the year in which the refund is paid. For example, if aparticipant receives a refund of 2024 excess contributions in
2024, all amounts should be reported on tax returns for 2024.
If the participant receives the refund in 2025, however, theexcess contributions should be reported on 2024 tax returns
and any earnings on tax returns for 2025.
Refunds of excess contributions and earnings are not eligible
for rollover, nor are they subject to the penalty taxes on early
distributions (see “Early Distribution Penalties” on page 54).
If an excess contribution is not refunded by April 15, the excess
amount must remain in the Plan. The participant must stillreport the excess as ordinary income for the year in which thecontributions were made. In addition, the excess pretax
contribution amount will again be taxable as ordinary incomein the year in which the participant receives a distribution that
includes these funds. In other words, excess pretax
contributions that are not refunded by the April 15 deadline
are taxed twice. If the participant is under age 59½ when the
distribution occurs, the excess may be subject to the early
distribution penalty as well.
If a participant’s Roth account includes excess deferrals thatwere not distributed by the April 15 deadline, any distribution
from the account will be considered “nonqualified” (subject totaxes and penalties) under IRC rules. In this case, distributions
will be considered nonqualified until the total amount
distributed from the Roth account equals the total amount ofexcess deferrals and any associated investment income. Such
distributions would not be eligible for rollovers.

50

The IRC annual limit on pretax salary deferral contributions
applies across all 403(b)/401(k) plans to which a participant
contributes. The participant should consult a tax advisor on
the applicable limitations on contributions.

INVESTMENT OF CONTRIBUTIONSParticipants choose the investment options in which they want
to invest their contributions. The investment options are
explained on page 55.
Subject to payroll deadlines, participants may start, stop orchange the amount of their voluntary deferral contributions to
the Plan at any time on the Fidelity Retirement Services
website (netbenefits.com) or by calling Fidelity at 866-6827787. They also may redirect future 403(b) Plan voluntary or
mandatory contributions to one or more of the investment
options and/or exchange (transfer) accumulations in the Planamong the investment options at any time. Direct transfers
between certain investment options may be prohibited. See
the Fidelity Retirement Services website (netbenefits.com) for
more information.

403(b) Plan Loan Program policies and guidelines conform toapplicable IRC provisions and are subject to termination orchange by the Plan Administrator and various governing
authorities without prior notice.
Participants are eligible to borrow from their 403(b) Plan
accumulations (excluding amounts attributable to summer
salary contributions) if they are active UC employees with atleast $1,000 in the Plan.
403(b) Plan loans are secured by a promissory note. As each
repayment is credited back to the account, earnings accrue tothe participant’s accumulations.

If Retirement Savings
Program Vested
Balance is:Loan Limit is:$1,000 to $20,000$10,000, or 100% of 403(b) Plan balance(minus any current outstanding loanbalance and not including any balance
attributable to summer salarycontributions), if less than $10,000.

$20,000 & over

$50,00015, 50% of combined Retirement
Savings Program vested balance or
100% of 403(b) Plan balance (minus any
current outstanding loan balance andnot including any balance attributable tosummer salary contributions), whicheveris less.

Loan proceeds will be taken pro rata across the participant’s
fund holdings unless the participant contacts Fidelity at
866-682-7787 to specify the funds from which the loan
should be taken.
Important note—the decision to voluntarily participate in the403(b) Plan represents a conscious commitment to save forretirement years, and participants should borrow from the403(b) Plan only if it is absolutely necessary. Althoughparticipants are not penalized if they take a 403(b) Plan loan,
they do risk the loss of earning potential.

LOAN TERMS AND BORROWING LIMITS
Loans are generally granted for a term of five years or less(general-purpose loans). Loans taken to purchase a principal
residence can extend for a term of up to 15 years (principal
residence loans). Before taking a loan from the 403(b) Plan topurchase a principal residence, participants should consult a
tax advisor.14
Participants may have one general-purpose loan and one
principal-residence loan outstanding at any given time; they may
take one general-purpose loan and one principal-residence loan
during any 12-month period.
Depending on the combined Retirement Savings Program(Defined Contribution Plan, 403(b) Plan and 457(b) Plan) balance,
the participant may borrow from $1,000 to $50,000 as follows:

INTEREST RATES AND ADMINISTRATIVE FEESInterest rates for the Loan Program are determined quarterly,
based on the prime rate plus 1 percent. The interest rate is fixed
when the loan is granted and remains the same throughout theloan term.
A nonrefundable loan initiation fee of $35 will be deducted fromthe Plan balance at the end of the quarter in which the loan istaken. A $15 annual maintenance fee is deducted ($3.75 perquarter) for the life of the loan.

REPAYMENT
Participants generally repay their loans through automatic
after-tax payroll deduction. Monthly payments of principal
and interest are credited proportionately among the investment
options the participant has elected for future contributions.
The minimum monthly payment is $50, and the minimum
repayment term is 12 months. The maximum repayment term
is 60 months—or up to 180 months (15 years) if the loan isused to buy a principal residence.
Participants may prepay part or all of the outstanding loanbalance.

15

14Interest on 403(b) Plan loans is not deductible for income tax purposes;
therefore, a conventional home mortgage loan may be more advantageous forparticipants purchasing a principal residence.

403(b) Plan: 403(b) Plan Loan Program403(b) Plan Loan Program$50,000 is the maximum amount of principal that a participant may borrow or
have outstanding during any 12-month period. Further, the total amount of
all outstanding 403(b) Plan loans within a 12-month period will affect the
maximum amount that a participant may borrow during that period, even
if the participant has paid off all amounts owed. The $50,000 maximum isreduced by the total of any 403(b) loan balances outstanding during thepreceding 12 months.

51

403(b) Plan: 403(b) Plan Loan Program, Distributions

403(b) Plan Loan Program

Distributions

Participants with a 403(b) Plan loan who retire, leave UC
employment, go on approved leave without pay, go on furloughor temporary layoff, or otherwise have a change in pay statusthat affects their payroll deduction loan payments must arrange
for one of the following options with Fidelity Retirement
Services within 90 days of their last day on pay status:

Distribution rules vary depending on the participant’s
employment status.

• Make monthly payments

The IRC restricts 403(b) Plan in-service distributions ofaccumulations to current employees. In general, an employee
may not take a distribution of Plan accumulations, unless anin-service employee:• Make full payment in advance for the period the participant is
off pay status (not applicable to retirees) or• Repay the outstanding loan amount in fullFor employees returning from an approved leave without pay,
Fidelity Retirement Services will automatically reamortize theoutstanding loan balance, which may increase the amount of themonthly payment. Note: the total number of payments cannot
exceed the term maximum (60 months for general purpose
loans, 180 months for principal-residence loans).
If the loan defaults, the outstanding principal will be treated asa taxable distribution.
Please note: Fidelity Retirement Services cannot accept
personal checks. Payments must be made by electronic funds
transfer or by certified check.
If a participant dies before repaying a loan in full and theoutstanding loan principal is not paid within 90 days of theparticipant’s death, any outstanding principal will be treatedas a taxable distribution.

CURRENT UC EMPLOYEES• Has attained age 59½ or• Experienced a hardship or qualifies for a permitted withdrawal
as described in the next section
HARDSHIP DISTRIBUTIONS
Employees may be able to take a hardship distribution on
account of an immediate and heavy financial need. To be eligible
for a hardship distribution, an employee must have exhausted allother financial resources—including a distribution of any moneyin the DC Plan After-Tax Account. Note, if it has been less than
five years since your first Roth contribution, any investment
earnings may be taxable and subject to penalty taxes. The
employee must also certify that the distribution is being taken
for at least one of the following reasons:• Eligible medical expenses• The purchase of a principal residence (excluding mortgage
payments)

Generally, for any circumstance in which either a loan payment
or outstanding balance is not repaid when it is due or within 90
days, the loan will be considered in default. If the default is not
resolved within the 90-day period, the loan will be canceled andany outstanding principal will be treated as a taxable distribution
from the 403(b) Plan.

• Tuition payments and/or room and board for the next
12 months of post-secondary education for the employee, theemployee’s spouse, primary beneficiary, child or dependents

Borrowers who go on approved leave or military leave may electto suspend loan payments for a certain period, arrange tocontinue monthly payments (which may involve an interest rateadjustment), prepay their loan or pay off the loan. These
options should be elected before the leave is effective. Contact
Fidelity Retirement Services for more information.

• Loss or damage as a result of a natural disaster (for example,
earthquake, flood, fire, etc.)

Distributions of outstanding loan principal may be subject toordinary income taxes and may also be subject to federal andstate penalty taxes on early distributions (before age 59½).
Fidelity Retirement Services will issue a Form 1099-R reporting
the amount of the distribution. Taxes and penalties, if applicable,
should be reported when the participant files tax returns. A
participant will not be able to take additional loans from the403(b) Plan while a loan is in default.

52• Payments necessary to prevent foreclosure on the mortgageof, or eviction from, a principal residence• Burial and/or funeral expenses for a family member• Expenses and/or losses (including loss of income) due to adisaster declared by the Federal Emergency Management
Agency (FEMA) as eligible for individual assistance, provided
the employee’s principal residence or principal place of
employment was in the area designated by FEMA at the timeof the disaster, or• Other circumstances determined by the Internal Revenue
Service (IRS)
Participants who request a hardship distribution that exceeds$10,000 or who make multiple hardship distribution requests
within a 12-month period must provide proof of hardship toFidelity Retirement Services. IRS rules and/or Fidelity
Retirement Services may also require proof of hardship for
certain other hardship distribution requests.

A hardship distribution is generally taxed as ordinary income inthe year in which it is issued and may not be rolled over to an
IRA or any other retirement account. In accordance with IRS
regulations, Fidelity Retirement Services will withhold 10
percent for federal taxes and 1 percent for California state taxes(unless the participant elects no withholding). Early distribution
penalties may apply.
There are specific federal tax-withholding rules that apply to all
distributions from retirement and savings plans (see “Taxes onDistributions” on page 54).

OTHER PERMITTED WITHDRAWALS
Effective January 1, 2024, participants who are victims ofdomestic abuse may request a distribution up to the lesser of
50% of their account balance or $10,000 (indexed for inflation).

FORMER EMPLOYEESParticipants who leave UC employment have the following
options for assets in the 403(b) Plan:• Leave the assets in the Plan if the Plan balance totals at least$2,000, subject to minimum required distribution rules.
Although participants may no longer contribute, they may
transfer funds among the investment options, subject to thetransfer/exchange rules, and roll over money into the Plan.
• Take a full or partial distribution (payable to the participant or
directly rolled over to a traditional IRA, a Roth IRA or
employer-sponsored plan); see page 54 for information on
early distributions.
• Arrange for systematic withdrawals. This option enables theparticipant to receive regular, periodic distributions without
having to make a specific request for each one.

In general, participants cannot request a distribution until 31
days after their employment ends. However, the 31-day period iswaived for participants in the voluntary 403(b) Plan who are
age 59½ or older.
All distributions are subject to Fidelity Retirement Services
and payroll deadlines. No distributions can be made until all
payroll activity is complete, which can take from 31 to 60 days.
The following Plan rules apply to distributions of small accounts
after the participant has terminated UC employment:
If the value of the participant’s accumulations is less than
$2,000, but more than $1,000, and the participant fails toprovide distribution directions, the participant’s accumulations
will be rolled over to an IRA custodian designated by the Plan
Administrator in an account maintained for the participant.
If the value of the participant’s accumulations is $1,000 or less,and the participant fails to provide distribution directions,the participant’s accumulations shall be paid directly to theparticipant at the address of record.

BENEFICIARIES
Participants should designate a beneficiary to receive theiraccumulations in the 403(b) Plan in the event of their death.
Participants may name more than one beneficiary and specify
the percentage of the Plan balance that each beneficiary is toreceive. A beneficiary may be a person, trust or organization.
Subject to restrictions on small accounts, a beneficiary may electto take the benefit as a lump sum or in periodic payments over aterm that meets the IRC requirements on minimum distributions.
If a beneficiary is a person and fails to make an election, thebenefit will be distributed to the beneficiary in a lump sum by thelast day of the calendar year in which the tenth anniversary of theparticipant’s death occurs.
A deceased participant’s beneficiary (the participant’s beneficiary)
may also designate a beneficiary (beneficiary’s beneficiary) toreceive the balance in the deceased participant’s account if theparticipant’s beneficiary dies before taking a total distribution.
The beneficiary’s beneficiary must decide how they want money
to be distributed within nine months of the death of theparticipant’s beneficiary. You may wish to speak with a tax advisor
for more information on your options.

If the participant’s assets are less than $2,000, the participantmust take a distribution or roll the funds over to an IRA or
another employer-sponsored plan.

53403(b) Plan: Distributions

For hardship distributions made on or before December 31,
2023, qualified distributions will include only the participant’s
voluntary 403(b) Plan contributions. (Exception—contributions
rolled over into the 403(b) Plan from a former employer plan
may also be included if necessary to satisfy the request.) Any
earnings on the contributions must remain in the Plan.
Beginning January 1, 2024, hardship distributions may be
withdrawn from all voluntary 403(b) plan accumulations(contributions and any investment earnings).

403(b) Plan: Distributions

Distributions

If no beneficiary has been named, or if the beneficiary dies
before the participant, the 403(b) Plan “default” beneficiary
designation rules require that any amount remaining be
distributed to the participant’s survivors in the following orderof succession:• Filing of a UC Declaration of Domestic Partnership form (UBEN
250) and two pieces of evidence of financial interdependencewith the UC Retirement Administration Service Center.

• Surviving spouse or surviving domestic partner or, if none,

If a member dies before filing a UC Declaration of Domestic
Partnership, only documents from the first three methods may
be used to establish a domestic partnership.

• Surviving children, biological or adopted, on an equal-sharebasis (children of a deceased child share their parent’s benefit)
or, if none,

TAXES ON DISTRIBUTIONS• Surviving parents on an equal-share basis or, if none,• Brothers and sisters on an equal-share basis or, if none,• The participant’s estate
A will or trust does not supersede a designation of beneficiary,
nor does either supersede the Plan’s “default” beneficiaryrules (described above) that apply in the absence of a valid
beneficiary designation.
It is the participant’s responsibility to keep information on
beneficiaries, including addresses, up to date. You can name orchange your beneficiary information by contacting Fidelity
Retirement Services (netbenefits.com or 866-682-7787). The
address of record is binding for all purposes of the 403(b) Plan.
COMMUNITY PROPERTYMarried participants and registered domestic partners who
designate someone other than their spouse or partner asa beneficiary may need to consider the spouse’s or partner’scommunity property rights. For residents of a community
property state such as California, a designation of beneficiary
may be subject to challenge if the spouse or partner would
consequently receive less than the share of the benefit
attributable to community property.
Procedures established for the University of California
Retirement Plan (UCRP) are used to determine whether adomestic partner is included in the order of succession above.
Generally, the procedures require that an individual must be
designated as a participant’s domestic partner by one of four
possible methods:• Registration of the domestic partnership with California’s
Secretary of State• Registration of a union, other than marriage, validly formed inanother jurisdiction, that is substantially equivalent to a
California domestic partnership or• Enrollment of the domestic partner in UC-sponsored healthbenefits and successful completion of the eligibility
verification process (note that enrolling your partner inbenefits that do not require eligibility verification, including
the Postdoctoral Scholars Benefit Program and the Graduate
Student Health Insurance Plan, will not establish your partner
as your survivor for UCRP benefits)
54

A distribution of pretax accumulations and investment
earnings on a Roth account that do not qualify for a nontaxable distribution are generally taxed as ordinary income inthe year it is issued. For more information about the tax
treatment of Plan distributions, read the special tax noticeprovided by Fidelity Retirement Services on netbenefits.com
before requesting a distribution. The tax rules are quite
complex; for these reasons, participants considering a
distribution from the Plan are strongly encouraged to consult a
tax advisor.
Participants who choose to take a distribution are responsible forsatisfying the distribution rules and for any tax consequences.
Distributions to participants are reported annually on IRS Form
1099R, which are sent in January following the calendar year inwhich the distribution was issued.

EARLY DISTRIBUTION PENALTIESIn addition to being taxed as ordinary income, distributions
taken before age 59½ (early distributions) may be subject tonondeductible federal and state penalty taxes—currently a 10
percent federal tax and a 2.5 percent California state tax, unless:• The distribution is made to a participant who leaves UC
employment during or after the year the participant reaches
age 55• The participant is permanently disabled under IRS rules ordies• The participant receives a series of substantially equal
distributions over the participant’s life/life expectancy (or the
lives/life expectancies of the participant’s beneficiaries)• The distribution does not exceed deductible medical expenses
for the taxable year
• The distribution is paid to an alternate payee under a QDRO• The distribution is made on account of certain tax levies or• The distribution is made on account of other exceptions
defined by the IRS

Early distribution penalties are not assessed when a distribution
is paid. Participants who are subject to the penalties are
responsible for reporting them to the IRS when they file theirincome tax returns.

MINIMUM REQUIRED DISTRIBUTIONSParticipants must begin receiving minimum distributions fromthe Plan by April 1 of the calendar year following the later of:• The year in which they leave University employment• The year in which they reach age 73 (for individuals who turn72 on or after January 1, 2023)
Participants who do not receive minimum distributions by therequired dates, or who receive less than the minimum amountthe law requires, must pay a nondeductible 25 percent excise tax
on the difference between the amount that should have been
received and the amount received.
Minimum required distributions are not eligible for rollover.
Minimum required distributions are calculated in accordancewith U.S. Treasury regulations. Effective January 1, 2024, aparticipant’s Roth account balance is excluded from theminimum required distribution calculation.

INVESTMENT OPTIONS
Plan participants can choose from a broad range ofprofessionally managed investment options that are monitoredby the Office of the Chief Investment Officer of the Regents(OCIO) based on criteria established by the Regents. The UC
Retirement Savings Program (UC RSP) fund menu includes the
UC Pathway Funds, each of which adjusts its asset mix as thefund approaches its target date, plus additional investment
funds that represent a comprehensive range of asset classes
with different objectives and risk and return characteristics.
Most funds offered on the UC RSP fund menu are designed tohave lower expenses than many similar publicly traded mutual
funds. A complete description of each of these options isavailable on netbenefits.com.
Participants may also invest in mutual funds that are not includedin the UC RSP fund menu by opening a self-directed brokeragewindow account. Participants must agree to the terms andconditions that govern the account, including an
acknowledgement of the risks involved and the special fees that
may apply.
Information about investment objectives, risks, changes andexpenses of all options is available, free of charge, from Fidelity
Retirement Services (netbenefits.com or 866-682-7787).

PLAN ADMINISTRATION AND FEESThe Vice President of Human Resources is the Plan
Administrator with responsibility for the day-to-day
management and operation of the Plan. The Office of the Chief
Investment Officer (OCIO) selects and monitors the investment
options available under the Plan.
INVESTMENT MANAGEMENT FEES
Funds that are included in the UC RSP fund menu charge aninvestment management fee (i.e., expense ratio), which is netted
from the investment experience of the funds. There are no
front-end or deferred sales loads or other marketing expenses
charged by funds that are included in the UC RSP fund menu.
ADMINISTRATIVE FEES
Effective June 1, 2017, a quarterly fee will be deducted from youraccount balance for administrative services. The administrative
services fee covers expenses for recordkeeping services for youraccount(s), communications, financial education, internal UC
staff support for the Plan, and other non-investment services. If
you have more than one Retirement Savings Program account(for example, a 403(b) Plan account and a DC Plan account), youwill be charged only one administrative services fee per quarter.

55

403(b) Plan: Additional 403(b) Plan Information

Additional 403(b)Plan Information

403(b) Plan: Additional 403(b) Plan Information

Additional 403(b)Plan Information
LOAN FEES
Fidelity charges a $35.00 fee for the initiation of a plan loan and$15.00 per year ($3.75 charged quarterly) for the ongoingadministration of an outstanding loan. The fees paid byparticipants for the origination of a plan loan or for the ongoingadministration of an outstanding loan will be deposited to a Plan
Expense Account and used by UC to offset the recordkeeping
fees charged by Fidelity Retirement Services.

ROLLOVERS: INTO THE PLAN
Participants may move eligible retirement funds from a previous
employer plan or an IRA to the 403(b) Plan via a rollover. The403(b) Plan accepts rollovers of distributions from:• Other employer-sponsored plans, including 401(a), 401(k),403(b) and governmental 457(b) Plans• Lump sum cashouts and CAP distributions from the UC
Retirement Plan
• Traditional IRAs

within 60 days after receiving the distribution. To roll over 100
percent of the taxable portion of the distribution, theparticipant must replace, from personal savings or other sources,
an amount equal to the taxes that were withheld when the
distribution was issued.

ROLLOVERS: FROM THE PLAN
All 403(b) Plan distributions except those listed below are eligiblefor direct rollover (distribution made payable to a traditional IRA,a Roth IRA or another employer plan). As long as the check forthe distribution is payable directly to the plan, no taxes should
be withheld and the funds will retain tax-deferred status. If a
direct rollover is to a Roth IRA, the pretax portion of the rollover
will be reported as taxable income in the year of distribution.6 If
made payable to the participant, taxable distributions are
subject to mandatory 20 percent federal tax withholding .If a
direct rollover is to a Roth IRA, the period of participation in the
UC 403(b) Roth will not carry over. However, the period ofparticipation may carry over if rolled from the UC 403(b) intoanother designated Roth plan.

• Roth IRAs
The Plan also accepts direct rollovers of after-tax amounts fromother 403(b) plans, 401(a) plans (including UCRP) and 401(k)plans.
To roll over money directly from another employer-sponsoredplan to UC’s 403(b) Plan, the participant must arrange to havethe plan’s custodian or plan administrator write a check forthe distribution, payable to “Fidelity Investments Institutional
Operations Company, Inc. (FIIOC).” As long as the check is
payable directly to FIIOC (not to the participant), no taxes
should be withheld from the distribution, and the pretax funds
will retain their tax-deferred status. For direct rollovers into theplan from a designated Roth plan (which does not include RothIRA rollovers), the period of participation from the other plancan count toward the five-year qualification period when
distributed.
Employees who are eligible to participate in the 403(b) Plan may
execute a rollover (and become Plan participants) even if they
have not yet begun contributing to the Plan through payroll
deductions.
Former employees who did not participate in the 403(b) Plan are
not eligible to roll over funds into the Plan, except for eligible
distributions from UCRP of $2,000 or more.
If a participant takes a distribution from a former employer’splan, including UCRP, and the check is payable to the participant,the participant can also roll over the taxable portion of themoney into the 403(b) Plan, as long as the rollover is made56

Participants may also roll over an eligible 403(b) Plan distribution
consisting of pretax funds that has been paid to them, as longas the rollover to the IRA or new plan occurs within 60 days ofreceipt of the distribution. A participant who wants to roll over
100 percent of the distribution must replace, from personalsavings or other sources, an amount equal to the taxes that were
withheld when the distribution was issued. Any amount notrolled over will be taxed as ordinary income for the year in which
the distribution was issued. It may also be subject to the early
distribution penalties.
403(b) Plan distributions that are not eligible for rollover include:• Minimum required distributions• Refunds of excess contributions (plus earnings)• Systematic withdrawals and• Hardship distributions
Distributions made to non-spouse beneficiaries are eligible only
for a direct rollover and only to an inherited IRA.
For more information about the tax treatment of rollovers, readthe special tax notice available from Fidelity Retirement Services
on netbenefits.com.

16

It is recommended that participants considering a rollover to a Roth IRA
consult with a financial or tax advisor.

CLAIMS PROCEDURES

To help participants better understand the Plan’s benefits andeffectively manage their accounts, Fidelity Retirement Services,on behalf of UC Human Resources, provides personalizedaccount information via two electronic sources.

If Fidelity Retirement Services is unable to verify a claimant’s
right to a benefit within a short period of time, the claimant will
be notified of the need to forward a written request to theattention of the UC Contract Administrator, UC Human
Resources, P.O. Box 24570, Oakland, CA 94623-1570, who will
review the claim on behalf of the Plan Administrator. The
request should include all relevant information. Within 90 daysof receipt of the request, the contract administrator will approveor disapprove the claim. If the claim is denied, the contract
administrator will notify the claimant in writing, setting forth thespecific reasons for the denial and providing specific references
to the plan provisions on which the denial is based. The contract
administrator also will describe any additional material orinformation needed to perfect the claim and provide an
explanation of the 403(b) Plan’s review procedures.

• Participants who have Internet access can find current,
comprehensive information about their accounts and makecertain online Plan transactions by visiting the Fidelity
Retirement Services website (netbenefits.com).
• Participants can retrieve personal financial information
about their accounts and make transactions on the Fidelity
Retirement Services toll-free telephone line (866-682-7787).
Annual reports containing audited financial statements areavailable on the UC Office of the President website(ucal.us/ucrsreports) or from the UC Retirement Administration
Service Center.
Plan summaries are available on UCnet, myUCretirement.com
or from your local Benefits Office or the UC Retirement
Administration Service Center.
Participants may view the UC 403(b) Plan document online(ucal.us/UCRSdocuments).
Participants should read the complete descriptions of theinvestment funds and accompanying Plan materials before
making any investment decisions.
All notices or communications to a participant or a beneficiary
will be effective when sent by first-class mail or conveyed
electronically to the participant’s address of record. The
University and the Regents are entitled to rely exclusively
upon any notices, communications or instructions issued inwriting or electronically conveyed by UC Human Resources thatare believed to be genuine and to have been properly executed.

If the claimant’s request is denied by the contract administrator,
the claimant may submit a written request for an independent
review by the Plan Administrator within 60 days of receiving
the denial. The request for an independent review should be
forwarded to the Plan Administrator, P.O. Box 24570, Oakland, CA
94623-1570. The request should be accompanied by all supporting
documentation. The Plan Administrator may require theclaimant to submit additional documentation within 30 days of awritten request. The Plan Administrator will make a full review of
the request within 120 days of the date the appeal was filed,unless the circumstances require a longer period. If the Plan
Administrator upholds the contract administrator’s denial, thePlan Administrator will notify the claimant. The decision of thePlan Administrator will be final and conclusive on all persons.
If, after exhausting administrative appeal procedures, theclaimant still believes that a benefit has been improperly paid or
denied, the claimant has the right to initiate legal proceedings.
For service of process, send to:
The Regents of the University of California
Trustee of the UC 403(b) Plan
c/o UC Legal—Office of the General Counsel
1111 Franklin Street
Oakland, CA 94706

57

403(b) Plan: Additional 403(b) Plan Information

ACCOUNT ACTIVITY

403(b) Plan: Additional 403(b) Plan Information

Additional 403(b)Plan Information
PLAN CHANGESINELIGIBLE ACCOUNTS RETAINED BY UC

The Plan is subject to change and to independent audit to comply
with applicable federal and state statutes, IRC regulations andindustry standards. Participants are notified wheneversubstantive changes to the Plan occur. Although the Plan is
expected to continue indefinitely, the Regents reserve the rightto amend or terminate the Plan at any time.

The 403(b) Plan does not permit a participant whose vested
accumulations have a value of less than $2,000 to remain in the403(b) Plan after leaving UC employment. In order to facilitate
the conversion to the new record keeper in July 2005, the UC
Residual Accounts group retained administration of ineligible
accounts of participants who terminated UC employment
before July 1, 2005, with small balances as follows:

ASSIGNMENT OF BENEFITS
Generally, 403(b) Plan benefits payable to participants,
beneficiaries or survivors cannot be attached by creditors,
nor can anyone receiving benefits assign payments to others.
Plan benefits are intended solely for the benefit of participants
and their beneficiaries and survivors.
There are some exceptions. For example, the IRS may attach
retirement benefits to collect unpaid taxes, or a court may ordercertain benefits to be paid for child or spousal support.

QUALIFIED DOMESTIC RELATIONS ORDERS (QDROS)
A court may award Plan assets to the participant’s spouse orformer spouse or the participant’s dependent. This usually will
occur in connection with a divorce or legal separation. In suchcases, the domestic relations order must be approved, or
qualified, as being in compliance with state law and with the Plan.
Both spouses and the court have the right to request information
about the benefits earned by the participant during the marital
period and how those benefits are derived, as well as information
about the options available to non-participants. To obtain a copyof the QDRO procedures, contact Fidelity Retirement Services(netbenefits.com or 866-682-7787).
California law has established procedures for dividing property
in connection with the termination of a state-registereddomestic partnership. For more information, call Fidelity
Retirement Services.

58

Accumulations of less than $50 on June 30, 2005: For
participants who failed to provide timely distribution directions
or confirm their location, accumulations were forfeited as ofJune 30, 2005. The forfeited amounts will be used to defrayreasonable plan expenses and to restore a participant’s
previously forfeited accumulations, plus interest, if theparticipant subsequently files a valid claim and provides
distribution directions.
Accumulations of $50 or more but less than $2,000 on
June 30, 2005: For participants who failed to provide timely
distribution directions, the investment options in theparticipant’s account were liquidated as of June 30, 2005, andan account was established on the participant’s behalf. The
aggregated assets of all such accounts were then invested in
the UC Savings Fund in order to preserve principal, and a
proportionate share allocated to each account. The UC Residual
Accounts group will maintain such accounts until such time as
the participant’s location can be confirmed and distribution
made. Each account is credited with monthly interest at a
fixed rate.
Accumulations of $1,000 or more as of October 23, 2008:
The participant’s accumulations were transferred to an IRA
custodian or trustee selected by the Plan Administrator to beheld on behalf of the participant.
If you think you may be entitled to funds in an ineligible account,contact the UC Retirement Administration Service Center at
800-888-8267.

403(b) Plan: Employee Information Statement

Employee Information
Statement
Participants in defined contribution plans are responsible fordetermining which, if any, investment vehicles best serve theirretirement objectives. The 403(b) Plan assets are invested inaccordance with the participant’s instructions; if no instructions
are given, assets are invested in the UC Pathway Fund with atarget date near the participant’s expected retirement date.
Participants should periodically review whether theirobjectives are being met, and if the objectives have changed,
the participant should make the appropriate changes. Carefulplanning with a tax advisor or financial planner may help toachieve better supplemental retirement savings.
Neither the Regents, the Chief Investment Officer, the Plan
Administrator nor any officer or affiliated officer of the
University makes any recommendation to participants forbuilding supplemental retirement savings, and the various
options available for the investment of contributions should
not be construed in any respect as a judgment regarding theprudence or advisability of such investments or as tax advice.
Neither the Regents, the Chief Investment Officer, the Plan
Administrator nor Fidelity Retirement Services bear any
fiduciary liability for any losses resulting from a participant’s
investment instructions. The Plan Administrator reserves theright to refuse to implement any investment instruction from aparticipant that violates Plan rules or IRC provisions.
All elections concerning contributions to the 403(b) Plan are
subject to payroll transaction and fund valuation deadlines.
Neither the University, the Chief Investment Officer, the Plan
Administrator nor any officer or affiliated officer shall be
responsible in any way for the purpose, propriety or tax
treatment of any contribution or distribution (or any otheraction or nonaction) taken pursuant to the direction of a Plan
participant, beneficiary, executor or administrator, or a court ofcompetent jurisdiction. Although the Regents, the Chief
Investment Officer, the Plan Administrator, and officers andaffiliated officers shall have no responsibility to give effect to adecision from anyone other than the Plan participant,beneficiary, executor or administrator, they reserve the right totake appropriate action, including termination and/or
disbursement of a participant’s account, to protect the Planfrom losing its tax-advantaged status for any event that violates
Plan rules or applicable IRC provisions.

59

60

Introduction......................................................................................................................................................................63
Eligibility..................................................................................................................................................................................64
Contributions..................................................................................................................................................................64
Pretax Contributions............................................................................................................................................64
Roth Contributions..................................................................................................................................................64
Leaves of Absence....................................................................................................................................................65
Termination of Employment....................................................................................................................65
Reappointment..............................................................................................................................................................65
Maximum Annual Contribution Limits...................................................................................65
Excess Salary Reductions..............................................................................................................................66
Investment of Contributions...................................................................................................................66457(b) Deferred Compensation Plan

457(b) Deferred Compensation Plan:
Plan Summary

Additional 457(b) Plan Information.........................................................................................69
Investment Options .............................................................................................................................................69
Plan Administration and Fees................................................................................................................69
Rollovers: Into the Plan....................................................................................................................................70
Rollovers: From the Plan................................................................................................................................70
Account Activity..........................................................................................................................................................71
Claims Procedures....................................................................................................................................................71
Plan Changes.....................................................................................................................................................................71
Assignment of Benefits....................................................................................................................................72
Qualified Domestic Relations Orders (QDROs).....................................................72
Employee Information Statement..............................................................................................72

Distributions....................................................................................................................................................................67
Current UC Employees.....................................................................................................................................67
Former Employees....................................................................................................................................................67
Beneficiaries.......................................................................................................................................................................68
Taxes on Distributions.......................................................................................................................................68
Early Distribution Penalties......................................................................................................................69
Minimum Required Distributions....................................................................................................6961

62

The 457(b) Plan is a deferred compensation plan described under§457(b) of the Internal Revenue Code (the IRC). Future benefits fromthe 457(b) Plan will reflect the amount of a participant’s voluntary
salary deferral contributions plus earnings. Vesting is immediate.
Employees who want to participate in the 457(b) Plan designate a
portion of their gross salary to be contributed on a pretax basis, thus
reducing the participant’s taxable income. Taxes on contributions
and any earnings are deferred (that is, postponed) until theparticipant withdraws the money.
The designated Plan Administrator of the 457(b) Plan is the Vice
President, Human Resources (VP-HR). The Office of the Chief
Investment Officer (OCIO) is responsible for monitoring a broad
range of professionally managed investment options available toPlan participants. Currently, Fidelity Retirement Services performs
recordkeeping duties. The relevant contact information is on theinside front cover. The Plan Administrator administers the 457(b)Plan for the sole benefit of Plan participants and their beneficiaries.
Participation is voluntary and should be based on the participant’s
financial objectives and resources. Individual investment strategies
should reflect the participant’s personal savings goals and tolerance
for financial risk. Participants may also want to consult a tax advisor
or financial planner before enrolling. UC, the Regents, the Office of
the Chief Investment Officer, UC Human Resources and Fidelity
Retirement Services are not liable for any loss that may result fromparticipants’ investment decisions. This plan summary reflects Plan
provisions as in effect January 1, 2024
63

457(b) Plan: Introduction

Introduction

457(b) Plan: Eligibility, Contributions

Eligibility

Contributions

All employees of UC and UC College of the Law, San Francisco(Formerly Hastings College of the Law)—except students who
normally work fewer than 20 hours per week—are eligible toparticipate in the 457(b) Plan. An employee or former employee
continues participation until all funds held on the employee’s
behalf are distributed.

Pretax and Roth (after-tax) salary deferral contributions to the457(b) Plan may come only from income paid through the UC
payroll system. Employees may also roll over money from other
employer-sponsored plans, including the taxable portion of alump sum or CAP distribution from the University of California
Retirement Plan (UCRP; see “Rollovers: Into the Plan,” page 12).

The provisions of the Plan are subject to collective bargaining forrepresented employees.

Contributions to the 457(b) Plan are reported annually
on employees’ W-2 forms. Pretax contributions reduce aparticipant’s taxable income and are not included in income
subject to taxation. Roth contributions do not reduce aparticipant’s taxable income and are included in income subject
to taxation.
Participants may enroll in both the pretax and Roth contribution
option. Upon enrollment, participants choose whether thecontribution will be pretax or Roth, or both, and indicate either
a flat dollar amount or a percentage of salary that they willcontribute through payroll deductions (generally monthly or
biweekly) up to their maximum annual contribution amount.
Under the percentage method, the deferral amount is calculatedusing the employee’s gross salary, and contributions change
proportionately as the participant’s salary changes.
Contributions to the 457(b) Plan do not reduce salary-related
University benefits such as leave accruals (vacation, sick leave,or PTO), life or disability insurance benefits, or benefits payablefrom UCRP.

PRETAX CONTRIBUTIONS
Employee pretax salary deferral contributions are deducted fromgross salary (after certain pretax deductions including medical
plan premiums), and income taxes are calculated on remaining
pay.
Taxes on contributions and any investment earnings are deferred
until the participant withdraws the money.
Pretax contributions may not be converted to Rothcontributions.

ROTH CONTRIBUTIONS
Employee Roth salary deferral contributions are deductedfrom pay after all pretax deductions (including medical plan
premiums) and income tax deductions have been applied.
Contributions and any investment earnings are not subject totaxation upon withdrawal if the money is withdrawn at least five
tax years from when the first Roth contribution was made and if
the participant is at least age 59 ½, disabled or passes away (read64Roth contributions may not be converted to pretax
contributions.

MAXIMUM ANNUAL CONTRIBUTION LIMITSThe IRC limits the amount participants may contribute annually
to tax-advantaged retirement plans and imposes substantial
penalties for violating contribution limits (see “Excess Salary
Reductions” on page 8) Limits are not applied to pretax andRoth contributions separately.

LEAVES OF ABSENCEFor 2024, the 457(b) Plan contribution limits are as follows:

Contributions stop during a leave without pay and resume
automatically at the same rate upon return to pay status unlessthe participant cancels them.

Regular contribution limit: $23,00017

For sabbatical leaves or administrative leaves with pay during
which employees earn less than 100 percent of regularcompensation, contributions continue in the same flat dollar
amount or percentage (see “Contributions,” page 6) as elected
before the leave unless the participant makes a change.
Because contributions remain the same while compensation
decreases, it is important for participants to review theircontribution amount, particularly if being withheld as a flat
dollar amount, before going on a paid leave.
Special rules may allow participants who return from military
leave to “make up” contributions that would have been credited
to their accounts during the military leave. Local Benefits
Offices can provide more information.
During paid vacation or sick leave, contributions continue
unchanged.

TERMINATION OF EMPLOYMENT

457(b) Plan: Contributions

the special tax notice provided by Fidelity Retirement Services
or available at ucal.us/specialtaxnotice for more information).

Participants who are age 50 or older any time during theyear: $30,50017
To contribute the maximum amount, participants should
check the limits and adjust their contributions for eachcalendar year accordingly.
SPECIAL CATCH-UP PROVISIONA special catch-up provision allows eligible participants tomake additional contributions in one or more of the threeconsecutive years ending before the year of the participant’s
elected retirement age. The elected retirement age can be any
age between 60 (50 for safety employees) and 70½.
For 2024, the total amount the participant can contribute using
the special catch-up limit is the lesser of two amounts:18• Twice the regular contribution limit for 2024($23,000 x 2 = $46,000) or• The regular contribution limit for 2024 plus the difference
between previous years’ regular contribution limits and theactual contributions made during those years (the unused
contribution capacity)19

If a participant leaves UC employment, salary deferral
contributions stop automatically. The payment options
available for a participant’s accumulations are describedin “Distributions: Former Employees” (see page 9).

REAPPOINTMENT
If a participant leaves UC employment or retires and is later
rehired into an eligible position, the participant may begin
contributing to the Plan again.

Or 100 percent of adjusted gross salary, if less. Adjusted gross salary for any
year is a participant’s gross University salary (including any shift differential,
summer or equivalent term salary, health science faculty income over thebase professorial salary, stipends and overtime), minus any required pretax
contributions to other retirement plans (for example, mandatory contributions
to the UC Defined Contribution Plan or to UCRP) and any pretax payments for
UCRP (to establish, reestablish or convert prior periods of service credit or toeliminate the noncontributory offset).
18
Participants who take advantage of this special provision cannot also takeadvantage of the over-age-50 provision; they must choose whichever provides
the higher contribution amount.
19
The calculation can include only those years in which the participant was eligible
to contribute to the Plan, which was established in 2004.
1765

457(b) Plan: Contributions

Contributions

Here is an example showing contribution limits and annual
contributions since 2021 for a hypothetical employee:
2021

2022

2023

Regular contribution
limits$19,500$20,500$22,500

Participant
contributions$15,000$15,000$15,000

Unused eligible
contribution capacity$4,500$5,500$7,500

Cumulative unused contribution capacity:
Regular 2024 contribution limit:$17,500$23,000

Total amount the participant cancontribute in 2024:$40,500

In subsequent years, the special catch-up limit must be reduced
to reflect any unused contribution capacity that has already beentaken into account in calculating a special catch-up provision.

EXCESS SALARY REDUCTIONS
UC payroll systems monitor 457(b) Plan contributions,and a participant’s salary deferral contributions will stop
automatically if they reach the applicable limit before theend of the year. In limited circumstances, however, excess
salary reductions may be made—if, for example, a participant
contributes to a 457(b) plan with another employer.
If participants think they have overcontributed but have notbeen contacted, or if they contribute to a 457(b) plan withanother employer during the year, they should call Fidelity
Retirement Services before the end of the year (or by March
1 of the following year) to request a refund.
The IRC requires that excess salary reductions in any calendar
year be refunded to the participant by April 15 of the following
year to avoid tax penalties. If the excess is refunded by April 15,
the excess is treated as ordinary income for the year in which
the salary reductions were made. The refund will also reflect any
earnings (or loss) generated by the excess salary reductions duringthat year. The earnings must be reported on tax returns for theyear in which the refund is paid. For example, if a participant
receives a refund of 2024 excess contributions in 2024, allamounts should be reported on tax returns for 2024. If theparticipant receives the refund in 2025, however, the excess
contributions should be reported on 2024 tax returns and any
earnings on tax returns for 2025.

66

Refunds of excess contributions and earnings are not eligible
for rollover, nor are they subject to the penalty taxes on early
distributions (see “Early Distribution Penalties” on page 11).
If an excess contribution is not refunded by April 15, the excess
amount must remain in the Plan. The participant must stillreport the excess as ordinary income for the year in which thecontributions were made. In addition, excess pretax contribution
amounts will again be taxable as ordinary income in the year inwhich the participant receives a distribution that includes thesefunds. In other words, excess pretax contributions that are notrefunded by the April 15 deadline are taxed twice.
If a participant’s Roth account includes excess deferrals thatwere not distributed by the April 15 deadline, any distribution
from the account will be considered “nonqualified” (subject totaxes and penalties) under IRC rules. In this case, distributions
will be considered nonqualified until the total amount
distributed from the Roth account equals the total amount ofexcess deferrals and any associated investment income. Such
distributions would not be eligible for rollovers.
If, during a year, contributions for the participant are madeto another plan over which the participant has control, or aparticipant makes salary deferral contributions to anotherplan (other than a 457(b)), the participant should consult a tax
advisor on the applicable limitations on contributions.

INVESTMENT OF CONTRIBUTIONSParticipants choose the investment options in which they want
to invest their contributions. The investment options are
explained on page 11.
Subject to payroll deadlines, participants may start, stop orchange the amount of their contributions to the Plan at any
time on the Fidelity Retirement Services website(netbenefits.com) or by calling Fidelity at 866-682-7787. They
also may redirect future 457(b) Plan contributions to one ormore of the investment options and/or exchange (transfer)
accumulations in the Plan among the investment options at
any time. Direct exchanges between certain investment
options may be prohibited. See the Fidelity Retirement
Services website (netbenefits.com) for more information.

Distribution rules vary depending on the participant’s
employment status.

CURRENT UC EMPLOYEESThe IRC restricts the 457(b) Plan in-service distributions made tocurrent employees. In general, an employee may take a distributionof plan accumulations if any of the following apply:• Voluntary in-service withdrawal of the total balance is allowed
once if the balance is less than $5,000 and no contributions
have been made in the past two years and the employee has
never taken another distribution except an unforeseeable
emergency withdrawal• Attainment of age 59½ or• An unforeseeable emergency or other permitted withdrawal
as described below
UNFORESEEABLE EMERGENCY WITHDRAWAL
Participants may be able to take a withdrawal on account of an
unforeseeable emergency resulting from:• An illness or accident involving the participant or theparticipant’s beneficiary or the spouse of the participant or
the participant’s beneficiary or a dependent of the participantor the participant’s beneficiary• Loss of property due to casualty or• Other similar, extraordinary and unforeseeable circumstances
arising from events beyond the control of the participant
The unforeseeable emergency withdrawal may not be in excessof the amount reasonably needed to satisfy the participant’s orbeneficiary’s emergency need. The participant must first satisfy
the need using other available financial resources including:• Insurance reimbursements• Cessation of salary deferral contributions to the 457(b)Plan, and the UC 403(b) Plan, and the Defined Contribution
Plan After-Tax Account• A 403(b) Plan loan
• Withdrawal of eligible monies from the UC DefinedContribution Plan or• Liquidation of other assets, to the extent the liquidation does
not itself cause severe financial hardship
After taking an unforeseeable emergency withdrawal, aparticipant may not make voluntary contributions to the457(b) Plan, the 403(b) Plan or the DC Plan for six months.

distribution are generally taxed as ordinary income in the year
issued. In accordance with IRS regulations, Fidelity Retirement
Services will withhold 10 percent for federal taxes and 1 percent
for California state taxes (unless the participant elects nowithholding).
There are specific federal tax withholding rules that apply to all
distributions from retirement and savings plans (see “Taxes onDistributions” on page 10).
OTHER PERMITTED WITHDRAWALS
Effective January 1, 2024, participants who are victims ofdomestic abuse may request a distribution up to the lesser of
50% of their account balance or $10,000 (indexed for inflation).

FORMER EMPLOYEESParticipants who leave UC employment have the following
payment options for assets in the 457(b) Plan:• Leave the assets in the Plan if the Plan balance totals at least$2,000, subject to minimum required distribution rules.
Although participants may no longer contribute, they may
transfer funds among the investment options, subject to thetransfer/exchange rules and roll over money into the Plan.
• Take a full or partial distribution (payable to the participant or,if eligible, directly rolled over to a traditional IRA, a Roth IRA
or employer-sponsored plan); see page 11 for information on
early distributions.
• Arrange for systematic withdrawals. This option enables theparticipant to receive regular, periodic distributions without
having to make a specific request for each one.
The following Plan rules apply to distributions of small accounts
after the participant has terminated UC employment:
If the value of the participant’s accumulations is less than
$2,000, but more than $1,000, and the participant fails toprovide distribution directions, the participant’s accumulations
will be rolled over to an IRA custodian designated by the Plan
Administrator in an account maintained for the participant.
If the value of the participant’s accumulations is $1,000 or
less, and the participant fails to provide distribution directions,the participant’s accumulations shall be paid directly to theparticipant at the address of record.
In general, participants cannot request a distribution until 31
days after their employment ends. However, this is waived forparticipants who are 59 ½ or older.

Withdrawals of pretax accumulations and investment earnings
on a Roth account that do not qualify for a non-taxable
67

457(b) Plan: Distributions

Distributions

457(b) Plan: Distributions

Distributions

All distributions are subject to Fidelity Retirement Services
and payroll deadlines. No distributions can be made until
all payroll activity is complete, which can take from 31 to
60 days.

BENEFICIARIES
Participants should designate a beneficiary to receive theiraccumulations in the 457(b) Plan in the event of their death.
Participants may name more than one beneficiary and specify
the percentage of the Plan balance that each beneficiary is toreceive. A beneficiary may be a person, trustee or organization.
Subject to restrictions on small accounts, a beneficiary may electto take the benefit as a lump sum or in periodic payments over aterm that meets the IRC requirements on minimum distributions.
If a beneficiary is a person and fails to make an election, thebenefit will be distributed to the beneficiary in a lump sum by thelast day of the calendar year that contains the tenth anniversary of
the participant’s death. You may wish to speak with a tax advisor
for more information on your options.
A deceased participant’s beneficiary (the participant’s beneficiary)
may also designate a beneficiary (beneficiary’s beneficiary) toreceive the balance in the deceased participant’s account if theparticipant’s beneficiary dies before taking a total distribution.
The beneficiary’s beneficiary must decide how they wantmoney to be distributed within nine months of the death of theparticipant’s beneficiary.
If no beneficiary has been named, or if the beneficiary dies
before the participant, any amount remaining will be distributed
to the participant’s eligible survivors in the following order ofsuccession:• Surviving spouse or domestic partner or, if none,• Surviving children, biological or adopted, on an equal-sharebasis (children of a deceased child share their parent’s
benefit) or, if none,• Surviving parents on an equal-share basis or, if none,

Retirement Services (netbenefits.com or 866-682-7787). The
address of record is binding for all purposes of the 457(b) Plan.
COMMUNITY PROPERTYMarried participants and registered domestic partners who
designate someone other than their legal spouse or partner asa beneficiary may need to consider the spouse’s or partner’scommunity property rights. For residents of a community
property state such as California, a designation of beneficiary
may be subject to challenge if the spouse or partner would
consequently receive less than the share of the benefit
attributable to community property.
Procedures established for the University of California
Retirement Plan (UCRP) are used to determine whether adomestic partner is included in the order of succession above.
Generally, procedures require that an individual must be
designated as a participant’s domestic partner by one of four
possible methods:• Registration of the domestic partnership with California’s
Secretary of State• Registration of a union, other than marriage, validly formed
in another jurisdiction, that is substantially equivalent to a
California domestic partnership or• Enrollment of the domestic partner in UC-sponsoredhealth benefits and successful completion of the eligibility
verification process (note that enrolling your partner inbenefits that do not require eligibility verification, including
the Postdoctoral Scholars Benefit Program and the Graduate
Student Health Insurance Plan, will not establish your partner
as your survivor for UCRP benefits)• Filing of a UC Declaration of Domestic Partnership form
(UBEN 250) and two pieces of evidence of financial
interdependence with the UC Retirement Administration
Service Center.
If a member dies before filing a UC Declaration of Domestic
Partnership, only documents from the first three methods may
be used to establish a domestic partnership under the Plan.

• Brothers and sisters on an equal-share basis or, if none,• The participant’s estate

TAXES ON DISTRIBUTIONS

A will or trust does not supersede a designation of beneficiary,
nor does either supersede the Plan’s “default” beneficiaryrules (described above) that apply in the absence of a valid
beneficiary designation.

A distribution of pretax accumulations and investment
earnings on a Roth account that does not qualify for a nontaxable distribution is generally taxed as ordinary income inthe year it is issued. Note, however, that there are specificfederal tax withholding rules that apply to all distributions fromretirement savings and investment plans. For more information
about the tax treatment of Plan distributions, read the special
tax notice provided by Fidelity Retirement Services before
requesting a distribution. The tax rules are quite complex; for

It is the participant’s responsibility to keep information on
beneficiaries, including addresses, up to date. You can name orchange your beneficiary information by contacting Fidelity

68these reasons, participants considering a distribution from thePlan are strongly encouraged to consult a tax advisor.
Participants who choose to take a distribution are responsible forsatisfying the distribution rules and for any tax consequences.
Distributions to participants are reported annually on IRS Form
1099-R, which are sent in January following the calendar year inwhich the distribution was issued.

EARLY DISTRIBUTION PENALTIESDistributions from 457(b) plans are generally not subject to theearly distribution penalties that may apply to distributions fromother types of retirement plans. If, however, an amount is rolled
over from another type of retirement plan, such as a 403(b)plan or a tax-qualified 401(a) plan, to the 457(b) Plan, any
distributions attributable to the rolled over amount that are
made before a participant attains age 59½ may be subject tofederal and state penalty taxes unless an exception applies.
Early distribution penalties are not assessed when a distribution
is paid. Participants who are subject to the penalties are
responsible for reporting them to the IRS when they file theirincome tax returns.

MINIMUM REQUIRED DISTRIBUTIONSParticipants must begin receiving minimum distributions fromthe Plan by April 1 of the calendar year following the later of:• The year in which they leave University employment• The year in which they reach age 73 (for individuals who turn72 on or after January 1, 2023)
Participants who do not receive minimum distributions by therequired dates, or who receive less than the minimum amountthe law requires, must pay a nondeductible 25 percent excise tax
on the difference between the amount that should have been
received and the amount received.
Minimum required distributions are not eligible for rollover.
Minimum required distributions are calculated inaccordance with U.S. Treasury regulations.
Effective January 1, 2024, a participant’s Roth account balance is
excluded from the minimum required distribution calculation.

INVESTMENT OPTIONS
Plan participants can choose from a broad range ofprofessionally managed investment options that are monitoredby the Office of the Chief Investment Officer of the Regents(OCIO) based on criteria established by the Regents. The UC
Retirement Savings Program (UC RSP) fund menu includes the
UC Pathway Funds, each of which adjusts its asset mix as thefund approaches its target date, plus additional investment
funds that represent a comprehensive range of asset classes withdifferent objectives and risk and return characteristics. Most
funds offered on the UC RSP fund menu are designed to havelower expenses than many similar publicly traded mutual funds.
A complete description of each of these options is available on
netbenefits.com.
Participants may also invest in mutual funds that are notincluded in the UC RSP fund menu by opening a self-directed
brokerage window account. Participants must agree to theterms and conditions that govern the account, including an
acknowledgement of the risks involved and the special fees that
may apply.
Information about investment objectives, risks, changes andexpenses of all options is available, free of charge, from Fidelity
Retirement Services (netbenefits.com or 866-682-7787).

PLAN ADMINISTRATION AND FEESThe Vice President of Human Resources is the Plan Administrator
with responsibility for the day-to-day management and operationof the Plan. The Office of the Chief Investment Officer (OCIO)
selects and monitors the investment options available under
the Plan.
INVESTMENT MANAGEMENT FEES
Funds that are included in the UC RSP fund menu charge aninvestment management fee (i.e., expense ratio), which is netted
from the investment experience of the funds. There are no frontend or deferred sales loads or other marketing expenses charged
by funds that are included in the UC RSP fund menu.
ADMINISTRATIVE FEES
A quarterly fee will be deducted from your account balance foradministrative services. The administrative services fee covers
expenses for recordkeeping services for your account(s),communications, financial education, internal UC staff support
for the Plan, and other non-investment services. If you havemore than one Retirement Savings Program account (forexample, a 457(b) Plan account and a DC Plan account), you will
be charged only one administrative services fee per quarter.

69

457(b) Plan: Additional 457(b) Plan Information

Additional 457(b)Plan Information

457(b) Plan: Additional 457(b) Plan Information

Additional 457(b)Plan Information
ROLLOVERS: INTO THE PLAN

ROLLOVERS: FROM THE PLAN

Participants may move eligible retirement funds from a previous
employer plan or an IRA to the 457(b) Plan via a rollover. The
457(b) Plan accepts rollovers of distributions from:All 457(b) Plan distributions except those listed below are
eligible for direct rollover (distribution made payable to a
traditional IRA, a Roth IRA or another employer plan). As long as
the check for the distribution is payable directly to the plan, no
taxes should be withheld and the funds will retain tax-deferredstatus. If a direct rollover is to a Roth IRA, the pretax portionof the rollover will be reported as taxable income in the yearof distribution. 20 If made payable to the participant, taxable
distributions are subject to mandatory 20 percent federal tax
withholding. If a direct rollover is to a Roth IRA, the period ofparticipation in the UC 457(b) Roth will not carry over. However,the period of participation may carry over if rolled from the UC457(b) into another designated Roth plan.

• Other employer-sponsored plans, including 401(a), 401(k),403(b) and governmental 457(b) Plans and/or• Lump sum cashouts and Capital Accumulation Payment (CAP)
distributions from the UC Retirement Plan
• Traditional IRAs
• Roth IRAs
To roll over money directly from another employer-sponsoredplan to UC’s 457(b) Plan, the participant must arrange to havethe plan’s custodian or plan administrator write a check for the
distribution, payable to “Fidelity Investments Institutional
Operations Company, Inc. (FIIOC).” As long as the check is
payable directly to FIIOC (not to the participant), no taxes
should be withheld from the distribution, and the pretax funds
will retain their tax-deferred status. For direct rollovers into
the plan from a designated Roth plan (which does not include
Roth IRA rollovers), the period of participation from the otherplan can count toward the five-year qualification period when
distributed.
Employees who are eligible to participate in the 457(b) Plan may
execute a rollover (and become Plan participants) even if they
have not yet begun contributing to the Plan through payroll
deductions.
Former employees who did not participate in the 457(b) Plan are
not eligible to roll over funds into the Plan, except for eligible
distributions from UCRP of $2,000 or more.
If a participant takes a distribution from a former employer plan,
including UCRP, and the check is payable to the participant, theparticipant can also roll over the taxable portion of the money
into the 457(b) Plan, as long as the rollover is made within 60
days after receiving the distribution. To roll over 100 percent of
the taxable portion of the distribution, the participant must
replace from personal savings or other sources an amount equal
to the taxes that were withheld when the distribution was
issued.

Participants may also roll over an eligible 457(b) Plan
distribution consisting of pretax funds that has been paid
to them, as long as the rollover to the IRA or new plan occurs
within 60 days of receipt of the distribution. A participant who
wants to roll over 100 percent of the distribution must replacefrom personal savings or other sources an amount equal to thetaxes that were withheld when the distribution was issued. Anyamount not rolled over will be taxed as ordinary income for theyear in which the distribution was issued. It may also be subject
to the early distribution penalties if the distribution is attributable
to a rollover from a plan subject to the early distribution
penalties.
457(b) Plan distributions that are not eligible for rollover include:• Minimum required distributions• Refunds of excess contributions (plus earnings)• Systematic withdrawals and• Unforeseen emergency withdrawals
Distributions made to non-spouse beneficiaries are eligible only
for direct rollover and only to an inherited IRA.
For more information about the tax treatment of rollovers, readthe special tax notice available from Fidelity Retirement Services
on netbenefits.com.

20

70

It is recommended that participants considering a rollover to a Roth IRA
consult with a financial or tax advisor.

CLAIMS PROCEDURES

To help participants better understand the Plan’s benefits andeffectively manage their accounts, Fidelity Retirement Services,on behalf of UC Human Resources, provides personalizedaccount information via two electronic sources.

If Fidelity Retirement Services is unable to verify a claimant’s rightto a benefit within a short period of time, the claimant will be
notified of the need to forward a written request to theattention of the UC Contract Administrator, UC Human
Resources, P.O. Box 24570, Oakland, CA 94623-1570, who will
review the claim on behalf of the Plan Administrator. The
request should include all relevant information. Within 90 daysof receipt of the request, the contract administrator will approveor disapprove the claim. If the claim is denied, the contract
administrator will notify the claimant in writing, setting forth thespecific reasons for the denial and providing specific references
to the plan provisions on which the denial is based. The contract
administrator also will describe any additional material orinformation needed to perfect the claim and provide an
explanation of the 457(b) Plan’s review procedures.

• Participants who have Internet access can find current,
comprehensive information about their accounts and makecertain online Plan transactions by visiting the Fidelity
Retirement Services website (netbenefits.com).
• Participants can retrieve personal financial information
about their accounts and make transactions on the Fidelity
Retirement Services toll-free telephone line (866-682-7787).
Annual reports containing audited financial statements areavailable on the UC Office of the President website(ucal.us/ucrsreports) or from the UC Retirement Administration
Service Center.
Plan summaries are available on UCnet, the Fidelity Retirement
Services website or from your local Benefits Office or the UC
Retirement Administration Service Center.
Participants may view the UC 457(b) Plan document online(ucal.us/UCRSdocuments).
Participants should read the complete descriptions of theinvestment funds and accompanying Plan materials before
making any investment decisions.
All notices or communications to a participant or a beneficiary
will be effective when sent by first-class mail or conveyed
electronically to the participant’s address of record. The
University and the Regents are entitled to rely exclusively upon
any notices, communications or instructions issued in writingor electronically conveyed by UC Human Resources that are
believed to be genuine and to have been properly executed.

If the claimant’s request is denied by the contract administrator,
the claimant may submit a written request for an independent
review by the Plan Administrator within 60 days of receiving thedenial. The request for an independent review should be
forwarded to the Plan Administrator, P.O. Box 24570, Oakland,
CA 94623-1570. The request should be accompanied by all
supporting documentation. The Plan Administrator may
require the claimant to submit additional documentation
within 30 days of a written request. The Plan Administrator will
make a full review of the request within 120 days of the date
the appeal was filed, unless the circumstances require a longer
period. If the Plan Administrator upholds the contract
administrator’s denial, the Plan Administrator will notify theclaimant. The decision of the Plan Administrator will be final andconclusive on all persons.
If, after exhausting administrative appeal procedures, theclaimant still believes that a benefit has been improperly paid or
denied, the claimant has the right to initiate legal proceedings.
For service of process, send to:
The Regents of the University of California,
Trustee of the 457(b) Plan, c/o UC Legal—Office of the GeneralCounsel, 1111 Franklin Street, Oakland, CA 94706.

PLAN CHANGESThe Plan is subject to change and to independent audit tocomply with applicable federal and state statutes, IRC
regulations and industry standards. Participants are notified
whenever substantive changes to the Plan occur. Although thePlan is expected to continue indefinitely, the Regents reserve
the right to amend or terminate the Plan at any time.

71457(b) Plan: Additional 457(b) Plan Information

ACCOUNT ACTIVITY

457(b) Plan: Additional 457(b) Plan Information, Employee Information Statement

Additional 457(b)Plan Information

Employee Information
Statement

ASSIGNMENT OF BENEFITS

Participants in defined contribution plans are responsible fordetermining which, if any, investment vehicles best serve theirretirement objectives. The 457(b) Plan assets are invested inaccordance with the participant’s instructions; if no instructions
are given, assets are invested in the UC Pathway Fund with atarget date near the participant’s expected retirement date.
Participants should periodically review whether theirobjectives are being met, and if the objectives have changed,
the participant should make the appropriate changes. Carefulplanning with a tax advisor or financial planner may help toachieve better supplemental retirement savings.

Generally, 457(b) Plan benefits payable to participants,
beneficiaries or survivors cannot be attached by creditors, nor
can anyone receiving benefits assign payments to others. Planbenefits are intended solely for the security and welfare ofparticipants and their beneficiaries and survivors.
There are some exceptions. For example, the IRS may attach
retirement benefits to collect unpaid taxes, or a court may ordercertain benefits to be paid for child or spousal support.

QUALIFIED DOMESTIC RELATIONS ORDERS (QDROS)
A court may award Plan assets to the participant’s spouse orformer spouse or the participant’s dependent. This usually occurs
in connection with a divorce or legal separation. In such cases, thedomestic relations order must be approved, or qualified, as being
in compliance with state law and with the Plan terms.
Both spouses and the court have the right to request
information about the benefits earned by the participant during
the marital period and how those benefits are derived, as wellas information about the options available to non-participants.
To obtain a copy of the QDRO procedures, contact Fidelity
Retirement Services (netbenefits.com or 866-682-7787).
California law has established procedures for dividing property
in connection with the termination of a state-registereddomestic partnership. For more information, call Fidelity
Retirement Services.

72

Neither the Regents, the Chief Investment Officer, the Plan
Administrator nor any officer or affiliated officer of the
University makes any recommendation to participants forbuilding supplemental retirement savings, and the various
options available for the investment of contributions should
not be construed in any respect as a judgment regarding theprudence or advisability of such investments or as tax advice.
Neither the Regents, the Chief Investment Officer, the Plan
Administrator nor Fidelity Retirement Services bear any
fiduciary liability for any losses resulting from a participant’s
investment instructions. The Plan Administrator reserves theright to refuse to implement any investment instruction from aparticipant that violates Plan rules or IRC provisions.
All elections concerning contributions to the 457(b) Plan are
subject to payroll transaction and fund valuation deadlines.
Neither the University, the Chief Investment Officer, the Plan
Administrator nor any officer or affiliated officer shall be
responsible in any way for the purpose, propriety or tax
treatment of any contribution or distribution (or any otheraction or nonaction) taken pursuant to the direction of a Plan
participant, beneficiary, executor or administrator, or a court ofcompetent jurisdiction. Although the Regents, the Chief
Investment Officer, the Plan Administrator, and officers andaffiliated officers shall have no responsibility to give effect to adecision from anyone other than the Plan participant,beneficiary, executor or administrator, they reserve the right totake appropriate action, including termination and/or
disbursement of a participant’s account, to protect the Planfrom losing its tax-advantaged status for any event that violates
Plan rules or applicable IRC provisions.

Health benefits for retired UC employees are one of the rewards
UC currently offers long-serving eligible employees. The amountUC will contribute depends on the date you became eligible forbenefits (or your rehire date if you incurred a break in service ofmore than 120 days) and the amount of service credit you haveearned. UC’s contributions are not part of your vested, or
guaranteed, retirement benefits and are therefore subject tochange. These benefits are subject to collective bargaining. If
you’re in a union, consult your collective bargaining agreementfor details.
Under both primary retirement benefit options — Pension
Choice and Savings Choice — employees who work for UC for
10 full years or more may be eligible to continue some UCsponsored health benefits.

ELIGIBILITY
To be eligible for these benefits, employees must:• Have a retirement date that is within 120 days of the datethey end UC employment (for Savings Choice participants,
the date retiree health benefits begin will be treated as the
Savings Choice participant’s retirement date for this purpose)• Be an active eligible employee enrolled in either UCRP
(Pension Choice) or Savings Choice at time of separation• Be enrolled in or eligible to enroll in Full UC employee
benefits at the time of separation• Continue health coverage until retiree health benefits become
effective

These benefits, which include medical, dental, vision, legal andaccidental death and dismemberment (AD&D), are separate
from the UC Retirement Plan (UCRP) and are not a vested
benefit. That means these benefits are not guaranteed and that
UC’s contributions to the cost of the benefits may change or
be discontinued at any time. Retiree health and welfare benefits
are subject to collective bargaining for current employees who
are represented by a union.

Retiree health and welfare benefits are not available to those
who elect a UCRP Lump Sum Cashout or to those who take afull refund or rollover of Savings Choice accumulations before
beginning retiree health benefits. A partial refund or rollover of
Savings Choice account funds will not affect eligibility for retiree
health benefits, or retiree health service credit, as long as the DC
Plan account maintains a balance of at least $2,000 (with someof that money remaining in the Savings Choice account).

Currently, UC contributes to the cost of medical and dental
insurance for eligible retirees. For vision, legal and AD&D,
retirees who enroll pay the full premiums.

If there is a gap in time between the date an employee ends UC
employment and the date UC-sponsored retiree medical anddental benefits become effective, the employee may have to
pay the full monthly cost for medical and dental plans (including
UC’s contribution) to continue coverage during the gap period tomaintain eligibility. Retirees may also continue vision and legal
insurance during any gap period to ensure continuing coverage.

Please note that this is a summary of your benefits only;
additional requirements, limitations and exclusions may apply.
Refer to applicable plan documents and regulations for details.
The applicable policy issued by the carrier and the University ofCalifornia Group Insurance Regulations and other applicable UC
policies will take precedence if there is a difference between theprovisions therein and those of this document.

In addition, retirees must meet the following service credit
requirements, based on the date they became a member of oneof the two primary retirement benefit plans (Pension Choiceor Savings Choice), to be eligible for retiree medical and dental
coverage. Only UC service credit — and not credit from areciprocal system, such as CalPERS — counts toward eligibility
for retiree medical and dental coverage.

73

Health and Welfare Benefits for Retirees

Health and Welfare Benefits
for Retirees

Health and Welfare Benefits for Retirees

Health and Welfare Benefits
for Retirees
If you initially become a member of the Pension Choice or
Savings Choice option on or after July 1, 2016, or are rehired
as an eligible employee after that date following a break inservice of more than 120 days, you are eligible to enroll in thesebenefits provided you are 55 or older and have at least 10 fullyears of retiree health service credit at the time you retire. If you
retire at age 56 or older, you will receive a percentage of UC’scontribution toward the medical and dental plans’ monthly
premiums based on your age and years of UCRP or retiree healthservice credit at retirement. To receive the maximum UC
contribution toward the total cost of coverage, you need toretire on or after age 65 with 20 or more years of service.
The following chart shows the percentage of the UC
contribution for all eligible ages and years of service credit.

GRADUATED ELIGIBILITY FORMULA
To find the university contribution for a particular age and number of years of retiree health service credit, look down the far left column for theappropriate age; then look across that row to the number of years of service credit. That will show the percentage of the maximum university
contribution that a retiree at that age and with those years of service credit will receive. Example: with 15 years of service credit at age 60, the retiree
receives 37.5% of the maximum university contribution.
Age*

Years of Retiree Health Service Credit at Retirement
10

11

12

13

14

15

16

17

18

19

20+

55

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

0%

56

5.0%

5.5%

6.0%

6.5%

7.0%

7.5%

8.0%

8.5%

9.0%

9.5%

10.0%

57

10.0%

11.0%

12.0%

13.0%

14.0%

15.0%

16.0%

17.0%

18.0%

19.0%

20.0%

58

15.0%

16.5%

18.0%

19.5%

21.0%

22.5%

24.0%

25.5%

27.0%

28.5%

30.0%

59

20.0%

22.0%

24.0%

26.0%

28.0%

30.0%

32.0%

34.0%

36.0%

38.0%

40.0%

60

25.0%

27.5%

30.0%

32.5%

35.0%

37.5%

40.0%

42.5%

45.0%

47.5%

50.0%

61

30.0%

33.0%

36.0%

39.0%

42.0%

45.0%

48.0%

51.0%

54.0%

57.0%

60.0%

62

35.0%

38.5%

42.0%

45.5%

49.0%

52.5%

56.0%

59.5%

63.0%

66.5%

70.0%

63

40.0%

44.0%

48.0%

52.0%

56.0%

60.0%

64.0%

68.0%

72.0%

76.0%

80.0%

64

45.0%

49.5%

54.0%

58.5%

63.0%

67.5%

72.0%

76.5%

81.0%

85.5%

90.0%

65

50.0%

55.0%

60.0%

65.0%

70.0%

75.0%

80.0%

85.0%

90.0%

95.0%

100.0%* Age is measured in whole years. Please note that separate rules may apply for members of more than one retirement tier, or for members who are
represented by a union. Please see the Retirement Handbook (available at ucal.us/retirementhandbook) or your bargaining unit’s contract for details.

74

Health and Welfare Benefits for Retirees

UC’S CONTRIBUTION TO MEDICALAND DENTAL PREMIUMSMEDICARE PLAN
Eligible for100% of UC
Contribution

Subject tograduated
eligibility;
receiving
50% of UC
contribution

Subject tograduated
eligibility;
receiving
75% of UC
contribution

Total monthly
premium

$250

$250

$250

UC
Contribution

$350

$175

$262.50Your monthly
premium

0$75

0MedicarePart B
reimbursement*

$100

0

$12.50Currently UC contributes to the cost of medical and dental
premiums for eligible retirees. The amount of the contribution
is determined annually, depending on state funding and otherfactors. It is not a guaranteed benefit and could be discontinued
at any time.
Here are examples of how the UC contribution is applied
to retiree medical benefits. The numbers are for illustrative
purposes only, and are not actual premiums or contributions.
NON-MEDICARE PLAN
Eligible for100% of UC
Contribution

Subject tograduated
eligibility;
receiving
50% of UC
contribution

Subject tograduated
eligibility;
receiving
75% of UC
contribution

Total monthly
premium

$575

$575

$575

UC
Contribution

$450

$225

$337.50Your monthly
premium

$125

$350

$237.50* If UC’s contribution to your medical plan is greater than the premium, UC
reimburses you for a portion of the standard Medicare Part B premium you pay
for Medicare coverage, usually as a deduction from your Social Security benefit.

In general, the maximum UC contribution does not cover theentire premium cost for non-Medicare plans.

75

By authority of the Regents, University of California Human Resources, locatedin Oakland, administers all benefit plans in accordance with applicable plan
documents and regulations, custodial agreements, University of California Group
Insurance Regulation, group insurance contracts, and state and federal laws. No
person is authorized to provide benefits information not contained in thesesource documents, and information not contained in these source documents
cannot be relied upon as having been authorized by the Regents. Source
documents are available for inspection upon request (800-888-8267). What is
written here does not constitute a guarantee of plan coverage or benefits —particular rules and eligibility requirements must be met before benefits can bereceived. The University of California intends to continue the benefits describedhere indefinitely; however, the benefits of all employees, retirees and plan
beneficiaries are subject to change or termination at the time of contract renewal
or at any other time by the University or other governing authorities. The
University also reserves the right to determine new premiums, employer
contributions and monthly costs at any time. Health and welfare benefits are notaccrued or vested benefit entitlements. UC’s contribution toward the monthly
cost of the coverage is determined by UC and may change or stop altogether, andmay be affected by the state of California’s annual budget appropriation. If you
belong to an exclusively represented bargaining unit, some of your benefits may
differ from the ones described here. For more information, employees should
contact their Human Resources Office and retirees should call the UC Retirement
Administration Service Center (800-888-8267).
In conformance with applicable law and University policy, the University is anaffirmative action/equal opportunity employer. Please send inquiries regarding
the University’s affirmative action and equal opportunity policies for staff toSystemwide AA/EEO Policy Coordinator, University of California, Office of the
President, 1111 Franklin Street, CA 94607, and for faculty to the Office ofAcademic Personnel and Programs, University of California, Office of the
President, 1111 Franklin Street, Oakland, CA 94607.

76

12M 1006 12/23