Union employees

The benefits information that applies to employees represented by the bargaining units below is detailed in the links.

Local 11

Local 11 Open Enrollment starts Nov. 1-Nov. 30. Should employees have any questions or concerns, they can reach out to Santa Monica Unite Here 866-345-5189.

A list of available forms is available here.

Medical and dental

USC employees who are members of UNITE HERE Local 11 are provided medical and dental benefits through Santa Monica UNITE HERE Health Benefit Fund. Visit the Santa Monica UNITE HERE Health Benefit Fund for more information regarding the medical plans offered. USC Local 11 employees are covered under the Hotel plan.

Approximately three months after their USC hire date, USC Local 11 employees will receive a benefits package from Santa Monica UNITE HERE Health Benefit Fund. The packet will include explanatory materials, an enrollment card, a medical plan choice card, and a pre-addressed postage paid envelope to return the completed materials.

Initial eligibility requirements

Employees become eligible for benefits coverage after meeting the minimum monthly hours worked requirement (60 hours per month for banquet servers, 80 hours per month for all other employees) for five consecutive months after their date of hire. Once eligible, there is a two-month waiting period for processing hours and applications. Coverage begins the month following the waiting period. For example, an employee hired on Jan. 1 and who meets the minimum monthly hours worked requirement for January through May would become benefits-eligible May, have a two-month waiting period in June and July, and would have coverage begin on Aug. 1.

Maintaining eligibility

Eligibility is maintained as long as the employee meets the minimum monthly hours requirement (60 hours per month for banquet servers, 80 hours per month for all other employees) in a calendar month; if the employee works less than that in any given month, eligibility ends after two additional months. Note that after four or more consecutive months of not meeting the minimum monthly hours requirement, employees will need to rebuild their eligibility just as they did when they were newly hired.

For more information, contact:

Health & Welfare

Santa Monica UNITE HERE Health Benefit Fund

1200 Wilshire Blvd, Fifth Floor

Los Angeles, CA 90017

1-866-345-5189

santamonicauniteherefunds.org

Note that some benefit changes are generally limited to USC’s open enrollment period each year – those are noted in bold in the chart below.

Enroll in these benefit choices in Workday – within 30 days of hire – OR during open enrollment:

Enroll any time at vendor site:

Additional benefit information:

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Local 30

Your benefits mirror those of full-time or part-time faculty/staff.

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CNA (Keck/Norris)

The benefits information that applies specifically to you is linked in the material below, if you are represented by CNA at Keck or Norris.

Enroll in these benefit choices in Workday – within 30 days of hire, upon a qualifying life event, OR during Open Enrollment

Medical

Dental

Other

Additional benefit information

Opt out options

Eligible healthcare benefited employees may voluntarily “opt out” of benefits as follows:

Option 1 – opt out of all USC medical benefits (not dental, vision, life, or AD&D insurance)

  • Employee will receive a flat rate of $2 per budgeted hour per pay period.
  • Example: 80 hours x $2 = $160 per pay period

Option 2 – opt out of all USC medical benefits as indicated above and PTO

  • Employee will receive a flat rate of $6.13 per hour.
  • Example: 80 hours x $6.13 = $490.40 per pay period

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CNA (USC Verdugo Hills)

If you are represented by CNA at USC Verdugo Hills Hospital (VHH), medical, dental, and vision information is in the chart. Scroll down for additional benefits.

2025 biweekly cost for plans (pretax)USC Verdugo Hills PPO medical planUSC Verdugo Hills dental planUSC Verdugo Hills vision plan
Employee$43.22$4.42$1.25
Employee + 1 adult or Employee + 1 child$116.30$9.05$2.50
Employee + 2 children or Employee + adult + children$173.42$13.54$5.00

Note: USC VHH offers a voluntary opt-out of medical insurance benefits in exchange for additional pay of $50 per pay period. USC VHH employees opting out of coverage must provide, annually, reasonable evidence of proof of coverage consistent with the Affordable Care Act. No opt-out will be paid if USC VHH knows or has reason to know that the employee or a member of the employee’s family does not have alternate coverage.

Resources

Flexible Spending Accounts 

Retirement 

Life, AD&D, and voluntary insurance benefits 

Tuition assistance for your family  

Tuition assistance for employees  

Tuition assistance for your family  

Tuition assistance for employees  

Additional education benefits

Eligibility

Tuition assistance is available and may be granted, after six months of employment, to benefits-eligible employees (i.e., a full-time employee (F) or Part-time (P1 – regularly scheduled to work at least 32 hours per week)). To receive reimbursement, employees must pursue a course of study at an accredited university, college, or other approved education provider that leads to licensure, degree, and certification and/or meets the criteria of business or operational necessity related to their current position or another position within USC VHH. In this educational partnership, the employee is encouraged to work for at least one year at USC VHH directly following satisfactory completion of the course(s).

Conditions

1. The maximum annual tuition reimbursement allowance for satisfactory course completion is:

a. $1,000 for undergraduate courses 

b. $2,000 for graduate courses

Based on the calendar year in which the reimbursement is disbursed.

2. Satisfactory completion of approved courses is: a “C” or better for Undergraduate courses; a “B” or better for Graduate courses; for Pass/Fail courses, a “P” grade accompanied by a letter from the instructor indicating the equivalent letter grade.

3. An employee whose status changes to other than active, full-time, or part-time, 32 hours or more prior to completion of any course is not eligible for reimbursement for those courses.

4. Employee must have received a satisfactory rating on last performance review and have no current or recent (within one year of application for reimbursement) disciplinary actions on file.

5. Employee must take the courses at times that do not conflict with work schedule.

6. Employee must be actively employed at the time reimbursement is submitted, unless termination occurs prior to the completion of the courses due to a position elimination or mutual agreement between the employee and the Hospital.

Approved educational institutions

USC VHH will recognize only accredited technical, vocational, and post-secondary educational institutions in the Los Angeles metropolitan area, or in the geographic area of the employee’s legal residence. If it is outside of this area, exceptions to this may be made, provided the employee’s director or manager approves the course of study and submits a written explanation of the necessity for the course outside the geographic area to University Human Resources.

Courses

Courses for credit and internet courses are covered under the policy, provided that such coursework leads to licensure, certification, or a degree. Correspondence courses, seminars, or conferences are not covered by this policy. Reimbursement for such programs will be the responsibility of the department if it deems such training necessary. Non-credit courses that are required as part of the curriculum leading to a degree or licensure will be considered on a case-by-case basis subject to the approval of the Human Resources Director (e.g., Microsoft Word, Excel, and Access are not covered under the Tuition Assistance Policy). Challenge exams for courses toward a degree program will be considered for reimbursement as individual courses.

1. Business Necessity

a. For purposes of this policy, business necessity is defined as a course(s) needed to maintain or enhance skills in current job. Non-degree courses taken at accredited institutions for self-improvement must be job related to qualify for reimbursement.

2. Operational Necessity

a. For purposes of this policy, operational necessity is defined as a course(s), which meets the operational needs of USC VHH. Such coursework requires the approval of the department’s director or manager.

Forms

Tuition reimbursement is payment made after completion of an approved course. A Tuition Reimbursement Form must be completed and approved by the department director or manager prior to beginning the course. Following successful completion of the course, but no later than six months following the end of the semester/quarter, the completed Tuition Reimbursement Form is forwarded to University HR with the employee’s grades, an itemized bill, and proof of payment. A new Tuition Reimbursement Form must be completed each semester/quarter. Proof of payment consists of a canceled check (copy of the front and back), bank statement, credit card statement, and/or a paid receipt from the college/university.

PROCEDURE

1. Employee

  • Completes Tuition Reimbursement Form and for department director’s review.

2. Department Director

  • Reviews request and discusses educational development plan.
  • Approves/denies request and returns form to employee.

3. Employee

  • Submits completed application to University HR at the end of the semester/quarter, but no later than six months following completion of the semester.

4. Human Resources

  • Processes/reimbursement. (Per the CBA, the BSN program applies only to the California Nurses Association (CNA) employees)

In lieu of the reimbursement provided for in the Tuition Assistance Policy, Registered Nurses enrolled in the BSN program will receive tuition reimbursement of: 

  • 50% of the total cost of the program (up to $4,500 per year) for all full-time nurses, including nurses currently enrolled in a BSN with less than three years of service with the VHH. 
  • 50% of the total cost of the program (up to $7,500 per year) for full-time Registered Nurses, who have worked at VHH for a minimum of three years.  
  • 75% of the total cost of the program (up to $10,000 per year) for full-time Registered Nurses who have worked at VHH for a minimum of five years or more.  

These reimbursements will be made upon submission of grades after each quarter/ semester.

  • A Registered Nurse must have completed at least six months of continuous service at the VHH at the time of registration to be eligible for education assistance under this policy.
  • The VHH will reimburse eligible Registered Nurses for tuition for authorized courses taken toward earning a BSN degree from a hospital approved program. The university/college needs to be an accredited institution.  
  • Termination of employment or change to per diem or non-benefited status, for any reason, prior to the completion of the course will cancel eligibility for tuition reimbursement.
  • Employees taking courses paid for by any other organization (e.g., grants) are not eligible for tuition reimbursement under this policy.
  • An employee must first discuss the proposed course of study with his/her immediate supervisor to determine whether reimbursement is applicable under the provisions of the policy.
  • A Tuition Reimbursement Form specifically designated for the BSN college degree program must be completed and submitted to the department director for review and approval with all required supporting documentation attached. The employee is responsible for forwarding the approved request to University HR a minimum of 30 calendar days prior to the start of the course or seminar for final review to allow adequate time to process the request and notify the employee of approval or denial.
  • After final review, University HR will provide the employee with a copy of approval or denial as applicable. The application will be reviewed for adherence to policy and procedure requirements. Employees whose applications are denied will be notified via hospital e-mail. The signing director will be cc’d on this e-mail.
  • Note: University HR has agreed to reimburse Registered Nurses per contract language regarding Article 18 – Education Benefits, sections A and B, by accepting student loans from the specific approved university/college for payment/receipt for the specific courses taken for the BSN program.
  • Human Resources will forward the application and supporting documentation to Accounts Payable for payout.

Other perks

VHH employees are also entitled to:

  • Free onsite annual certification renewals
  • Free onsite parking
  • Employee discounts in the VHH cafeteria, gift shop, pharmacy, and entertainment activities

COVID-19 resources

  • Screening and testing – The health plan will pay 100% for only medically necessary screening and testing of COVID-19. Beginning Jan. 15, 2022, members covered by private health insurance or a group health plan are now able to purchase over-the-counter (OTC) COVID-19 tests authorized by the U.S. Food and Drug Administration (FDA) at no cost without a prescription. The reimbursement of OTC COVID-19 tests will remain in effect until the Public Health Emergency (PHE) is rescinded.
    • COVID-19 test kits can be purchased at network pharmacies at $0 member out-of-pocket, with a quantity limit of eight tests per covered individual every 30 days. This eight-test limit does not apply to such test kits ordered with a prescription. COVID-19 test kits must be purchased at the pharmacy counter with your medical/RX insurance card to ensure that they are processed properly. View Navitus’ list of network pharmacies.
    • Members can also submit a claim for reimbursement for COVID-19 OTC test kits purchased on or after Jan. 15, including those from non-network pharmacies and non-pharmacy locations. The COVID-19 OTC Test Claim Form is also available for download at navitus.com/members. For more detailed information, please view the COVID-19 OTC Testing FAQ.
  • Please see the Coronavirus FAQ and the Anthem Coronavirus member information sheet.
  • Your Anthem health plan will cover the care you receive if you’re diagnosed with COVID-19. Anthem will also waive out-of-pocket expenses for the focused test used to diagnose COVID-19.
  • Visit anthem.com/ca/blog or the CDC website at cdc.gov/coronavirus to learn more.

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NUHW (Keck and Norris)

The benefits information that applies specifically to you is linked in the material below, if you are represented by NUHW at Keck or Norris.

Enroll in these benefit choices in Workday – within 30 days of hire, upon a qualifying life event, OR during Open Enrollment

Medical

Dental

Other

Opt out options

Payment in lieu of health benefits (medical only – not dental or vision insurance):

A regular full-time or part-time NUHW Keck or NUHW Norris employee may waive benefits (medical only) and receive $35 per pay period.

A regular full-time LVN, Radiology Technician or Respiratory Therapist may waive medical (only) and receive a flat rate of $2 per budgeted hour per pay period.

Example: 80 hours x $2 = $160 per pay period

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NUHW (Ambulatory and Alhambra Call Center)

The benefits information that applies specifically to you is linked in the chart and material below, if you are represented by NUHW in the USC Care Ambulatory Operations group.

Enroll in these benefit choices in Workday – within 30 days of hire, upon a qualifying life event, OR during Open Enrollment

Medical

Dental

Other

Opt out option – payment in lieu of all health benefits

A regular full-time or part-time NUHW-Ambulatory employee may waive medical, dental, and vision benefits and receive $35 per pay period.

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SEIU (International Academy)

Your benefits mirror those of full-time or part-time faculty/staff.

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