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Human Resources Communications Newsletter

Special Edition February 6, 2008

Over the past few months, the Chancellor's Office has released several Memoranda of Understanding ("tech letters") . This notice contains summaries of those tech letters.

Questions or comments, contact marianne.hudz@csun.edu

Note: to print all or part of this document, either copy and paste the text into a Microsoft Word document, or open this page using Mozilla Firefox.

Summaries of Tech Letters

Benefits Administration

 

Update on Same-sex Marriages and Benefits Eligibility

Proposition 8 was passed on November 4, 2008, eliminating same-sex marriage in the State of California. As a result, the CSU is no longer able to provide spousal benefits for same-sex marriages that occur after November 4, 2008. However, same-sex couples married between June 16, 2008 and November 4, 2008 continue to be eligible for medical, dental and vision benefits. If the marriage occurred from June 16, 2008 through November 4, 2008 (inclusively) and you are enrolled in the Health Care Reimbursement Account (HCRA) plan, you may continue to claim medical expenses for your eligible spouse under Internal Revenue Code Section 152. For more information, refer to http://www.irs.gov/irb/2008-02_IRB/ar14.html or consult your tax advisor.

This change has no effect on same-sex partners under domestic partnership with the Secretary of State. For more information, see http://www.calstate.edu/HRAdm/pdf2008/TL-BEN2008-19.pdf and
http://www.sos.ca.gov/dpregistry/.

 

Employee Relations

 

Administrative Leave - MPP

Title 5 of the California Code of Regulations has been amended to include new leave options for MPP employees.  Under the new provisions, the President or her designee may grant or place an MPP employee on paid administrative leave.  The leave may be granted or implemented for several reasons, but generally for the preparation of an MPP to retreat back to a faculty position or during the pending investigation of alleged misconduct.  

Employees continue to earn leave credits (e.g. sick, vacation) while on paid administrative leave.

For more information, please refer to http://www.calstate.edu/HRAdm/pdf2008/TL-LVS2008-01SUP1.pdf.

 

Professional Development

 

 

Updates to the Fee Waiver Program

This technical letter clarifies the following procedures, many of which are already practiced at CSUN:

  1. Fee waiver applies to all CSU general fund courses, including those offered during the summer term.
  2. For fee waiver participants in the CSU’s Educational Doctoral degree program, the full EDSUF (CSU Educational Doctorate State University Fee) is waived.  Other fees for the program are subject to regular fee waivers as stated in the Collective Bargaining Agreements or Executive Order 712, http://www.calstate.edu/EO/EO-712.pdf.   For these students, the general unit limitation of two (2) courses or six (6) units per term, whichever is greater, does not apply; units for the Ed.D program are determined independently.
  3. Eligibility: Faculty (Unit 3 employees) must have three (3) year appointments to be eligible. Coaches must have at least six (6) years of full-time equivalent service in the department.
  4. For CSUEU employees (units, 2, 5, 7 and 9), Unit 3 (faculty) and Unit 4 (AP): in addition to the application fee, identification card fee, instructionally related activity fee, health service fee and State University Fee, mandatory fees set by the system or the campus are now also waived. Non-residents should consult the technical letter below for restrictions.
  5. Unit 10 employees (IUOE) will now have their health fees waived.
  6. For CSUEU employees (units 2, 5, 7 and 9):
    1. The age limit for dependent children is 25 (eligibility ends on the child’s 25th birthday).
    2. Dependents (spouse, domestic partner, or dependent child) are exempt from the provision that requires campus administration to determine that space is available in a particular course before accommodating the CSUEU employee in the course.
    3. The Educational Doctoral State University Fee (EDSUF) is fully waived for dependents.

For additional information, please refer to http://www.calstate.edu/HRAdm/pdf2008/TL-BEN2008-15.pdf
 

Recruitment Services

 

 

Background Checks - CSU Employees Working at Sports Camps and Clinics

The Chancellor’s Office has issued an updated policy on CSU employees working at sports camps and clinics.  Effective January 1, 2009, background checks (including criminal records, motor vehicle records and sex offender registries) are required for all individuals hired to perform any work at a sports camp/clinic operated by CSU, CSU auxiliary or by an outside entity.  This requirement also applies to CSU volunteers. 

For more information, please review Technical Letter HR 2008-25.