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Human Resources Benefit Information and Forms
About Our Plans
- HMO - A Health Maintenance Organization (HMO) plan provides health care from specific doctors and hospitals under contract with the plan. You pay co-payments for some services, but you have no deductible, no claim forms, and a geographically restricted service area.
- PPO - A Preferred Provider Organization (PPO) is similar to a traditional "fee-for-service" plan, but you must use doctors in the PPO provider network or pay higher co-insurance (percentage of charges). You must usually meet an annual deductible before some benefits apply. You’re responsible for a certain co-insurance amount and the plan pays the balance up to the allowable amount.
CalPERS Medical Plans
Anthem HMO
SUMMARY OF BENEFITS AND COVERAGE:
CalPERS HMO Members Anthem Blue Cross Customer Service
(855) 839-4524
www.anthem.com
Anthem PERS Gold PPO
SUMMARY OF BENEFITS AND COVERAGE:
Anthem PERS Platinum
SUMMARY OF BENEFITS AND COVERAGE:
CalPERS PPO Members Anthem Blue Cross Customer Service
(877) 737-7776
Outside the continental US: (818) 234-5141
Blue Shield Access HMO
SUMMARY OF BENEFITS AND COVERAGE:
Health Net of CA
SUMMARY OF BENEFITS AND COVERAGE:
Member Services:
General benefit questions or issues.
(888) 926-4921
www.healthnet.com
Kaiser Permanente
SUMMARY OF BENEFITS AND COVERAGE:
Member Services:
(800) 464-4000
www.kp.org
Western Health Advantage
SUMMARY OF BENEFITS AND COVERAGE:
Member Services:
(888) 942-7377
www.westernhealth.com/calpers
PORAC (PEACE OFFICERS RESEARCH ASSOCIATION OF CALIFORNIA)
SUMMARY OF BENEFTIS AND COVERAGE:
Member Services:
(800) 655-6397
www.ibtofporac.org
CalPERS 2023 Evidence of Coverage and Disclosure Forms
CalPERS 2023 Evidence of Coverage and Disclosure Forms:
Anthem Employee Assistance Program (EAP)
We are excited to introduce Anthem EAP as our Employee Assistance Program (EAP) partner
General Employees: Five counseling session per problem, per year
Safety Employees: Twelve counseling session per problem, per year
EAP Benefit Highlights
- Counseling is available in-person, by telephone, or online via Anthem’s tele-health solution LiveHealth Online and are available to you and your eligible dependents
- Legal: Free 30 minute consultation with a lawyer for a variety of legal concerns such as real estate issues or wills. If the lawyer is retained, you can get 25% discount off rates
- Financial: Receive unlimited telephone consultation for financial concerns such as budgeting, bankruptcy, or retirement planning
- Child/Elder care resources and referrals: Resource information on day care, preparing for college or retirement
Flexible Spending Account (FSA)
www.padmin.com
2023 FSA BROCHURE
Staying Connected
Health Care Expense account cannot exceed $3,050 per plan year
Dependent Care Account Limit Single $5,000 per plan year
Save money on child and Elder Daycare expenses. Eligible dependent expenses of a qualifying child, under 13 years of age or relative, as define in Internal Revenue Code Section 152.
Qualified Transportation/Parking Benefit Account cannot exceed $300 per month
Commuter Account is a pre-tax benefit account used to pay for parking as part of your daily commute to work. It's a great way to put extra money in your pocket each month and make your commute more convenient and affordable.
LegalShield
- Legal Aid Summary Sheet
- LegalShield Overview (Legal Services) - Video
- IDShield Overview (Identity Theft Services) - Video
The Standard Insurance
Employee Leaves
The City of Richmond cares and values its employees and wants to provide time off when it’s needed by the employee. A leave of absence is a way for employees who are experiencing out-of-the-ordinary circumstances to take time off work. Common reasons are childbirth, adoption, caring for an ill family member, serious health conditions or military leave. In cases such as these, employees may be entitled to leave by federal or state law.
Request Leave of Absence using the Employee Center Portal
All leave must be documented by entering the request into the Employee Center portal. The employee must indicate the type of leave to be taken (e.g., vacation, sick, military, jury duty, Family and Medical Leave Act, leave without pay), the dates of the leave and the total hours to be taken from the designated leave category.
Before requesting paid leave, employees must confirm that the leave to be requested is available by checking the leave balances on their most current pay voucher or through the employee self-service system.
Foreseeable leave should be requested online at least two weeks prior to the start of the leave, or as soon as practicable. If the leave is unforeseeable, the leave request and work status report should be submitted to the supervisor and Human Resources as soon as possible.
The employee must enter their accrual usage while they are off from work for their immediate supervisor to approve the leave requests.
Type of Leave
There are different types of leaves given and listed below. The leaves can be categorized as paid leave or unpaid leave. Some leave which are approved and granted to an employee may be taken as unpaid leave or leave with pay.
FMLA
An eligible employee may take job-protected leave to care for a child, spouse, or parent with a serious health condition. Up to 12 weeks per year for all FMLA purposes.
- FMLA Handbook
- Request for FMLA Form
- FMLA: Certification of Health Care Provider for California Family Rights Act (CFRA)
CFRA
An eligible employee may take job-protected leave to care for a child of any age, spouse, domestic partner, parent, grandparent, grandchild, or sibling with a serious health condition. Under AB1041 may take leave for a "Designated Person". A designated person means any individual related by blood or whose association with the employee is the equivalent of a family relationship. The designated person may be identified by the employee at the time the employee requests the leave. I have worked for my employer for 1+ year, I have 1250 hours of service in the past year. Up to 12 weeks per year for all CFRA purposes.
Leave without Pay*
The City Manager may grant leaves of absence without pay for a period not to exceed one (1) year. Read MOU for additional information.
No employee shall be granted a leave of absence without pay for a period in excess of three (3) days for 40 hour a week employee or three duty days for (56-hour employee) unless:
1. The employee makes a written request of their department head stating the reasons.
2. The department head recommends it.
3. The Director of Human Resources recommends favorable action to the City Manager; and
4. The City Manager approves it.
A request for leave of absence without pay for a period of three (3) days or less (40 Hour employee), three duty days or less for (56-hour employee) may be granted to an employee by their department head.
Failure on the part of an employee to report promptly at the expiration of their leave may be considered job abandonment which may cause automatic employment termination as provided by law.
*Not available for SEIU Part-time Group III employees.
Long Term Disability Leave
Standard Insurance - All Miscellaneous Employees , Safety Executive Management.
CLEA – RPOA Members
CAPF – Local 188
Maternity Leave
All Natural mothers, who meet the California Maternity Leave law requirements, shall be granted a leave of absence without pay for a period of up to four (4) months. An additional two (2) months shall be granted with appropriate medical documentation.
Parental Leave**
All fathers or adoptive parents shall be granted thirty (30) days’ leave without pay commencing one week prior to the birth or adoption of the child, during which time the City will continue to pay the premium for the employee’s medical plan.
All parents granted a leave of absence as described above, shall receive one week’s paid leave for 40 hour a week employee as part of their parental leave. Fifty-six hour a week employees shall receive two and a half (2 ) twenty-four (24) hour shifts.
**Not available for Local 21, Executive Management
Catastrophic Leave
The City of Richmond offers a Catastrophic Leave-sharing program to give staff a chance to support their colleagues who are facing a major health crisis, whether their own or that of a family member. The program allows employees to provide assistance in the form of donated vacation leave. It was developed as part of the City of Richmond’s efforts to create a caring environment. While the program establishes a mechanism for leave transfers, participation is entirely voluntary and donation hours are not guaranteed.
Bereavement Leave
Only City employees working full-time and continuously in a regularly established City position shall be eligible for the bereavement leave provisions. In the case of a death within the immediate family of an eligible City employee, that employee shall have a right to leave of absence with full pay to a maximum period of four (4) consecutive workdays for each such death. Such leave must have one or more of these purposes: making arrangements for burial services, enabling employee and family members to recover from emotional upsets, and settling property estate and similar problems.
One (1) day of bereavement leave is available to attend services for relatives not meeting the definition of "immediate family***". These would include nieces, nephews, and cousins.
Usage of the foregoing provisions of this Section shall be subject to the approval of the department head and City Manager or their duly authorized representatives.
***Immediate family shall include: spouse, child, stepchild, parent, step-parent, guardian, grandparent, grandchild, uncle, aunt, sister, brother, stepsister, stepbrother, father-in-law, mother-in-law, sister-in-law, brother-in-law, minors living as a member of the family, and domestic partners.
Open Enrollment Coming Soon!
CalPERS Medical - September 18 - October 13, 2023
Flexible Spending Account (FSA)- November 1 - 30, 2023
Changes made during 2023 Open Enrollment will take effect January 1, 2024.
Health Plan Changes for 2024
View Annual Health Plan Changes for details on health plans, service areas, and benefit design changes for 2024.
Important Health Enrollment Reminders
- Be aware that a medical group ending its contract with a health plan doesn't create a qualifying event to change plans outside of Open Enrollment.
- If you change your health plan, you’ll receive new ID cards from your new health plan.
- You may use your current health plan through December 31, 2023 only. Your new health plan takes effect January 1, 2024.
- ID cards are issued by each health plan, not by CalPERS. Contact your health plan directly if you need additional cards.
- Carefully review your pay warrant to ensure the health plan premium deduction was made when you change health plans, enroll for the first time, or add/delete dependents.
- If your January warrant doesn't show the new premium deduction, you should see the premium payment adjustment in a subsequent pay period.
- If you don't see the correct deduction applied in your February warrant, contact your personnel specialist or health benefits officer in human resources.