Retirement & Pension — University of California RNs (UCSF, UC Davis & all UC)

1. University of California Retirement Plan (UCRP) – Eligible employees covered by this Agreement shall be covered by the University of California Retirement Plan (UCRP). The level of required contributions to UCRP is determined annually by the Plan actuary and The Regents. 2. UCRP Tier Two Benefits – The Tier Two membership classification of UCRP was closed on July 1, 1990, and is only available on a continuing basis to active UCRP members who previously elected Tier Two. 3. Tax Deferred 403 (B) Plan – Voluntary participation in the UC Tax-Deferred 403(b) Plan is available to all University employees except students who normally work less than twenty (20) hours per week. The plan provides a mix of internally and externally managed investment options. 4. Defined Contribution Plan (DC Plan) a. Pre-Tax Account – Member contributions to the University of California Retirement Plan (UCRP) th …

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 …

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 …

2018 UCRP SIDELETTER During the course of negotiations the University proposed the 2016 Retirement Choice Program on the same terms and conditions as apply to non-represented staff employees. The 2016 Retirement Choice Program includes, among other things, a cap on pensionable earnings with the Pension Choice, and the option to participate in a defined contribution plan with the Savings Choice. The University and the Association have not reached agreement on either party’s retirement benefits proposals. In order to enter into a new successor agreement while continuing to have an opportunity to bargain potential changes to the UC retirement benefits for employees in the bargaining unit, the parties agree as follows: 1. Maintain the status quo on retirement benefits for Association-represented employees (2013 modified tier, with pensionable earnings up to the IRS limit). 2. Either party ma …

b. Pre-Tax/Safe Harbor Account – Employees who are not in a UC- sponsored defined benefit retirement plan make mandatory contributions of 7.5% of earnings up to the Social Security wage base to the Pretax Account in lieu of paying the Old Age, Survivors and Disability Insurance portion of Social Security taxes (Safe Harbor contributions). Although payroll deductions default to the Savings Fund, participants are offered a mix of internally and externally managed investment options. c. After Tax Account – Voluntary participation in the After-Tax Account is available to all University employees except students who normally work less than twenty (20) hours per week. The plan provides a mix in internally and externally managed investment options. 5. 457(b) Deferred Compensation Plan – Voluntary participation in the UC 457(b) Plan became available October 1 2004, to all University employees ex …

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 …

For medical plans to remain in force, Nurses on temporary layoff must remit to the University the amount of the Nurse’s contributions, if any. 2. Nurses on temporary layoff beyond one-hundred twenty (120) calendar days in a calendar year may continue medical plan coverage beyond the period of continued University contributions by remitting the full premiums as required by COBRA. Nurses on indefinite layoff may continue medical plan coverage by remitting the full premiums as required by COBRA. 3. Retirement system regulations determine the effect on retirement benefits while a Nurse is on indefinite or temporary layoff. Docusign Envelope ID: F99CCBA1-32AA-4BEB-B549-08B74A2110BB Docusign Envelope ID: C4078131-7E64-4016-9601-5580E984F282