Post Retirement Health & Dental Benefit Program
The purpose of this policy is to describe the terms and conditions under which SDSU Research Foundation provides post retirement health and dental care benefits.
The premium contributions made by SDSU Research Foundation under this policy differ depending upon the eligibility requirements met by the employee. Upon retirement, an employee must meet all of the criteria described in one of three employee groups in order to be eligible for the employer's premium contributions available to that group. Provisions of this policy and eligibility requirements that apply to all employee groups are described separately under "General Policy Provisions Applicable to All Retirees."
Eligibility and Premium Contributions
Group 1 - Regular Salaried Employees as of June 30, 1991
Eligibility: Eligible employees are those who meet all of the following criteria at the time of retirement:
- Employed by SDSU Research Foundation as of June 30, 1991, as a Regular Salaried member of Central Staff under the programmatic direction of SDSU Research Foundation's Chief Executive Officer, or a Regular Salaried member of KPBS, Extended Studies, University Advancement, or Aztec Athletic Foundation, with 10 years of continuous service in this capacity.
- Retired and receiving income under the "SDSU Research Foundation Defined Contribution Retirement Plan" offered through TIAA-CREF.
- Attained age 50 if employed by SDSU Research Foundation and covered by PERS on June 30, 1982, or have attained age 55 if a Regular Salaried employee of SDSU Research Foundation after June 30, 1982. The age requirement is waived if the employee is retiring due to permanent total disability and is approved by SDSURF's Group LTD carrier for benefits under the "Group Long Term Disability Benefits Plan for Regular Salaried Employees of San Diego State University Research Foundation."
Premium Contribution Rates: SDSU Research Foundation's premium contribution will be based upon the cost of the least expensive comprehensive plan for which the retiree is eligible. The amount of the contribution will also be determined by the years of service the employee has earned on the date of retirement, in accordance with the schedule shown below. The minimum retiree contribution for individual coverage is the amount an active employee pays for individual coverage. The minimum retiree contribution for spousal or domestic partner coverage is the amount paid by an active employee to cover one dependent. The percent stated in the chart below specifies the percent of the remaining premium of the least expensive plan which will be paid by SDSU Research Foundation.
| Years of Service | Percent SDSU Research Foundation Contribution for Retiree/Spousal/Domestic Partner Coverage* |
|---|---|
| 0-9 years | Not eligible |
| 10 | 50% |
| 11 | 55% |
| 12 | 60% |
| 13 | 65% |
| 14 | 70% |
| 15 | 75% |
| 16 | 80% |
| 17 | 85% |
| 18 | 90% |
| 19 | 95% |
| 20 | 100% |
* At a minimum, retirees must pay the same premium contribution as is paid by active employees. The percentages shown in the above chart apply to the remaining portion of the premium, after the minimum contribution has been made.
Group 2 - Regular Salaried Employees Hired on or After July 1, 1991
Eligibility: Eligible employees are those who meet all of the following criteria at the time of retirement:
- Employed by SDSU Research Foundation on or after July 1, 1991, as a Regular Salaried member of Central Staff under the programmatic direction of SDSU Research Foundation's Chief Executive Officer, or a member of KPBS, Extended Studies, University Advancement, or Aztec Athletic Foundation, with 15 years of continuous service in this capacity.
- Retired and receiving income under the "SDSU Research Foundation Defined Contribution Retirement Plan" offered through TIAA-CREF.
- Attained age 60. The age requirement is waived if the employee is retiring due to permanent total disability and is approved by SDSURF's Group LTD carrier for benefits under the "Group Long Term Disability Benefits Plan for Regular Salaried Employees of San Diego State University Research Foundation."
Premium Contribution Rates: SDSU Research Foundation's premium contribution will be based upon the cost of the least expensive comprehensive plan for which the retiree is eligible. The amount of the contribution will also be determined by the years of service the employee has earned on the date of retirement, in accordance with the schedules shown below. The minimum retiree contribution for individual coverage is the amount an active employee pays for individual coverage. The minimum retiree contribution for spousal or domestic partner coverage is the amount an active employee pays to cover one dependent. The percent stated in the chart below specifies the percent of the remaining premium of the least expensive plan which will be paid by SDSU Research Foundation.
| Years of Service | Percent SDSU Research Foundation Contribution for Retiree* |
Percent SDSU Research Foundation Contribution for Spouse/Domestic Partner* |
|---|---|---|
| 0-14 years | Not eligible | Not eligible |
| 15 | 75% | 37.5% |
| 16 | 80% | 40% |
| 17 | 85% | 42.5% |
| 18 | 90% | 45% |
| 19 | 95% | 47.5% |
| 20 | 100% | 50% |
* At a minimum, retirees must pay the same premium contribution as is paid by active employees. The percentages shown in the above chart apply to the remaining portion of the premium after the minimum contribution has been made.
Group 3 - Employees Retired Before July 1, 1991
Eligibility: Eligible employees include those former SDSU Research Foundation employees who meet all of the following criteria at the time of retirement:
- Retired prior to July 1, 1991
- Retired and receiving income under the "SDSU Research Foundation Defined Contribution Retirement Plan" offered through TIAA-CREF.
- Receiving benefits as of July 1, 1991, under SDSU Research Foundation's "Health Insurance at Retirement Policy" (approved by the Board of Directors on May 14, 1984).
Premium Contributions: SDSU Research Foundation will pay the same percentage of the premium it pays for active employees. For example, if SDSU Research Foundation pays 100% of the cost of coverage for active employees, it will pay 100% of the cost of coverage for a retired employee. Retirees will be required to make the same contribution for spousal or domestic partner coverage, if any, that is paid by active employees to cover one dependent.
General Policy Provisions Applicable To All Retirees
Benefits and Plan Options: Eligible retirees have the same choice of health and dental insurance providers offered to active employees, however, some plan differences may exist, depending upon the products made available by the carriers. For Medicare eligible retirees, plan benefits will be coordinated with Medicare using the Medicare "carve-out" approach. For plans where the Medicare "carve-out" approach is not an option, retirees eligible for Medicare are required to participate in the programs designed to integrate benefits with Medicare.
Dependent Coverage: Dependent coverage is available for legally married spouses who are married to the employee on the date of the employee's retirement. Effective January 1, 2003, coverage is also available to a retiree's same sex or opposite sex domestic partner who meets the definition of domestic partner and is able to certify the partnership as described in the Domestic Partner Guide and who is a domestic partner of the employee on the date of the employee's retirement. Dependent coverage is not provided for children or any other dependents
TIAA-CREF Retirement: To be eligible for this coverage, an employee must be retired and receiving benefits under the "SDSU Research Foundation Defined Contribution Retirement Plan" offered through TIAA-CREF, or be retired under SDSU Research Foundation's long term disability provisions. Continued eligibility for health and dental insurance coverage is contingent upon the employee remaining retired or disabled.
Medicare Enrollment: Upon reaching the age of Medicare eligibility or becoming eligible for Medicare due to disability, retirees must enroll in both Parts A and B of Medicare. Retirees must convert to SDSU Research Foundation provided health insurance that interfaces with both Parts A and B of Medicare
Medicare Supplement: Retirees eligible for Medicare may choose not to participate in a SDSU Research Foundation sponsored health plan and, instead, may participate in an individually obtained Medicare Supplement Plan, such as those offered through the American Association of Retired Persons (AARP). SDSU Research Foundation will pay for the cost of an individual Medicare Supplement Plan up to the amount which would have been contributed to a SDSU Research Foundation sponsored plan. Once the choice to terminate participation in a SDSU Research Foundation sponsored health plan has been made, the retiree may not elect to later re-enroll in a SDSU Research Foundation sponsored plan.
Years of Service: Credit for years of service under this policy is given for the period of time an employee is a Regular Salaried employee of SDSU Research Foundation's Central Staff under the programmatic direction of the Chief Executive Officer, or a Regular Salaried employee of KPBS, Extended Studies, University Advancement, or Aztec Athletic Foundation. Service credit is not counted for other SDSU Research Foundation employment such as employment as an hourly, "additional employment", project, or student employee. Credit is not given for employment with San Diego State University. In the event that a Regular Salaried employee of SDSU Research Foundation's Central Staff, KPBS, Extended Studies, University Advancement, or Aztec Athletic Foundation terminates employment and is rehired by one of these organizations within a period of twelve months, prior eligible service will be counted towards the employee's years of service. If the break in service is longer than twelve months, prior service will not be counted even if the employee is re-employed into an eligible class. Time spent on an approved leave of absence will be counted towards the employee's years of service.
Funding Source: The source from which an eligible employee's benefits are paid (SDSU Research Foundation Central Staff, KPBS, Extended Studies, University Advancement, Aztec Athletic Foundation) must pre-fund the contingent liability for an employee's post retirement health and dental insurance benefits in order for the employee to be eligible. Funds are held in trust by the SDSU Research Foundation Health VEBA Trust for Post Retirement Health Care Benefits.
Administration Of This Policy
San Diego State University Research Foundation is the Administrator of SDSU Research Foundation's employee health and dental plans and as such shall have the authority to control and manage the operation and administration of this policy, subject to the provisions of the applicable group insurance policies and service agreements. The Administrator has designated the Human Resources Office to be responsible for enrolling eligible employees and distributing information on plan benefits.
Reservation of Right To Change This Policy
SDSU Research Foundation reserves the right to modify coverage, add or eliminate plan options, add or eliminate insurance carriers or providers, modify employer/employee/retiree contributions, cancel, modify or reduce this coverage, or to make any changes to this policy it may later deem necessary. Additionally, SDSU Research Foundation may authorize the deletion of any group or program named in this policy, or the addition of any new group or program.
October 11, 1991
Updated April 2002
Updated January 2003