Health Insurance & Benefits — University of California RNs (UCSF, UC Davis & all UC)

and which better accommodates the nurse's recurring period of leave. Such transfer shall have equivalent pay and terms and conditions of employment, but does not need to have equivalent duties. i. Continuation of Health Benefits A nurse on an approved FML shall be entitled, if eligible, to continue participation in health plan coverage (medical, dental, and optical) as follows: 1) When the nurse is on FML that runs concurrently under the federal Family and Medical Leave Act (FMLA) and the California Family Rights Act (CFRA): Continued coverage for up to twelve (12) workweeks in a calendar year. 2) When the nurse is on a Military Caregiver Leave under the FMLA: Continued coverage for up to twenty-six (26) workweeks in a single 12-month leave period, as defined in §C.6.a.(8). 3) When the nurse is on a Qualifying Exigency Leave under the FMLA: Continued coverage for up to twelve (12) workwe …

1. The University health and welfare plans provide an annual open enrollment period during which eligible employees may elect to change specific plan or coverage options. Open enrollment provides an opportunity for employees to choose among plans due to changes in circumstances of the employees, changes in the coverage and costs of each plan, and changes in plan availability which may change from year to year. A brief outline of the University's health and welfare plans is found online at UC Benefits website and is for informational purposes only. 2. In calendar year 2018 (Nurses will transition to the 2018 health and welfare rates immediately following ratification), and in subsequent calendar years, the University and employees shall pay the amount appropriate to the employee’s pay band and the employee’s selected coverage category (single, adult + children, two adults, or family) and …

1. Tax Effective Salary Reduction Programs a. Retirement Tax Savings Plan – Required monthly participant contributions to the University of California Retirement Plan (UCRP) and the DC Plan Pretax Account are automatically deducted from gross pay before federal and state taxes are calculated. b. Tax Savings on Insurance Premiums (TIP) – Employees enrolled in certain benefit plans are automatically enrolled in TIP, unless the employee makes an election to withdraw. After the University contribution (if any) is applied, the net insurance premiums are deducted from gross pay before federal and state taxes. 2. Dependent Care Reimbursement Account (DepCare) – DepCare is available to eligible employees and allows employees to pay for eligible dependent care expenses on a pre-tax, salary reduction basis. 3. Health Care Reimbursement Account (HCRA) – The Health Care Reimbursement Account is avai …

1. Medical Program – A variety of Health Maintenance Organizations (HMOs) and fee-for-service plans are available to cover eligible employees and their eligible family members. Choice of plans may vary from location to location. Eligible part-time employees appointed and paid by the University to work a specified minimum appointment and average regular paid time may be covered by the CORE major medical plan. The plan is available to the employee and eligible family members. 2. Dental Program – Dental plans are available to eligible employees. Employees may cover themselves and their family members. 3. Vision Program – A vision plan is available to eligible employees. Employees may cover themselves and their eligible family members.

1. Eligible Nurses may participate in a number of retirement, medical, dental, and other benefit programs to the same extent as other eligible policy-covered staff employees of the University, except as provided below. B. RETIREMENT 1. The University may, at its option during the term of this Agreement, alter its retirement system plans (UCRS / UCRP). Such alterations include, but are not limited to, altering eligibility criteria, establishing new coverage, altering or deleting current coverage, or altering employee and University rates of contribution. All UCRP-eligible Nurses (regardless of date of hire or UCRP tier placement) shall contribute to the UCRP expressed as a percentage of covered compensation, as follows: a gross rate of 9% effective July 1st, 2014. The contributions for Nurses, who are 1976 Tier members, will continue to be offset by $19 per month. The University may not r …

1. Accidental Death & Dismemberment Insurance – Eligible employees may purchase Optional AD&D insurance. A variety of coverages and amounts are available to cover employees and their eligible family members. 2. Business Travel Accident Insurance – Employees who are traveling on official University business are covered for 10 times the annual salary or up to a maximum of $500,000 of accidental death and a scheduled dismemberment insurance. 3. Disability Insurance a. Short-Term Disability Insurance – Short Term disability insurance is available to eligible employees. Eligible employees are automatically covered by the plan. b. Supplemental Disability Insurance – Optional supplemental disability insurance may be purchased by eligible employees. This optional Docusign Envelope ID: F99CCBA1-32AA-4BEB-B549-08B74A2110BB Docusign Envelope ID: C4078131-7E64-4016-9601-5580E984F282

Definitions Organ Offer Call refers to the designated primary contact for receiving and managing organ offers. Post Patient Call refers to the designated primary contact for receiving and managing post-transplant patient calls; back-up to Organ Offer Call if 2 or more organ offers in progress 1. The parties agree to establish the following FLSA-exempt classifications at UC Davis Health System, under existing Title Codes:  Transplant Coordinator I  Transplant Coordinator II  Transplant Coordinator III 2. Either Party may request to review the UCDH Transplant Coordinator side letter by providing notice one (1) year after the Effective Date of this Side Letter. If such notice is provided, the parties will meet and discuss any proposed revision in good faith. 3. Post Patient Call: UCDH will pay transplant coordinators non-base building, non-retirement eligible lump sum stipend amounts for …

has a family-related need to be absent from work, but who does not meet the eligibility requirements of FML. However, such nurse shall not be eligible for any of the rights or benefits attached to FML. d. Notice 1) If the nurse learns of the event giving rise to the need for leave more than thirty (30) days in advance of the leave’s anticipated initiation date, the nurse shall give the University at least thirty (30) calendar days notice of the need for leave. A nurse who fails to give thirty (30) calendar days' notice for a foreseeable leave with no reasonable basis for the delay, may have the FML delayed until thirty (30) days after the date on which the nurse provides notice. 2) If the need for leave is foreseeable due to the planned medical treatment of the nurse or their family member, the nurse shall make reasonable efforts to schedule the treatment so as to avoid disruption to the …