If already in a same-sex marriage prior to the Court's decisions and had your spouse enrolled on your benefits, the state was obligated to report those benefits as income and withhold additional federal income taxes, social security and Medicare from your paycheck. If this applies to you, you must notify your departmental personnel office and have them assist you to stop the additional federal tax withholding.
Please contact your departmental personnel office for further assistance. Consistent with the July 31, State of California passed SB 30 which eliminates the limitations on who may form domestic partnerships, allowing opposite-sex couples under the age of 62 to be eligible to form a domestic partnership. After the employee registers the partnership with the Secretary of State, they may enroll a domestic partner into health, dental and vision.
Please contact your personnel specialist for assistance. Your children are only eligible for dependent dental coverage up to age 26 unless disabled. Please see FAQs for more information. Any changes to your dependent eligibility must be reported to your departmental personnel office within 60 days of the event taking place.
Dependent children employed by the state and eligible for state-sponsored dental plans are also eligible to enroll in their parent's state-sponsored dental plan. State employees who are dependents on their parents' benefits, whether or not the parent is a state employee, are eligible to receive the cash in lieu of dental coverage. Contact your departmental personnel office if you have questions regarding your eligibility for enrollment in the state's Dental Program.
You may enroll your legal spouse, domestic partner, and dependent children up to age 26, when you experience a family status change, or during the annual Open Enrollment period.
If you elect not to enroll a newborn within 60 days from birth, you can enroll the child within 60 days of each birthday until the age of six or during a dental Open Enrollment period. These are events where you're required to inform your departmental personnel office so they can assist you in removing the ineligible dependents from your dental plan if enrolled. When the divorce is finalized, you're required to inform your departmental personnel office of the finalization and provide a copy of the final divorce decree.
Dependent Re-verification DRV is the triennial process of re-verifying the eligibility of spouses, domestic partners, children, stepchildren, and domestic partner children family members enrolled for state health, dental, and premier vision benefits. You have 60 days from your date of hire or the date you became eligible to enroll in a dental plan. Departmental personnel offices are reminded to review their employees' enrollment and remove ineligible dependents, including dependent children who are not disabled and have reached age Please see Dental Frequently Asked Questions for more information.
DeltaCare USA www. The amount of your monthly premium is deducted from your monthly pay warrant according to the number of enrolled dependents. Delta Dental www. The following charts provides a comparison of costs for certain procedures covered by the state-sponsored dental plans.
Find your Delta Dental Connect with us The national network of Delta Dental companies protects more smiles than any other dental insurance company. I receive dental insurance via my employer. Please contact the Delta Dental company below for more information. I purchase dental insurance on my own. Need a dentist? Delta Dental has the largest network of dentists nationwide. Delta Dental Patient Direct coverage is not available in all 50 states. Delta Dental Medicare Advantage.
Search by current location:. Yes No. Find dentists. Please enable your browser to allow this site to use your location. Cost matters How much is it going to cost? This ZIP code does not exist. May include both bite-wing and periapical x-rays. Ranges from 8 to 16 x-rays depending on patients age. Typically only covered once every five years. Cost Estimator terms of use Please scroll down and accept to proceed. Information regarding the Cost Estimator content If you are experiencing a medical or dental emergency, you should seek appropriate emergency medical or dental assistance, such as calling " General information regarding your health care The information and content collectively, "Content" on this website is for your general educational information only.
General information regarding your dental benefits Nothing on this website guarantees eligibility, coverage, or payment, or determines or guarantees the benefits, limitations or exclusions of your coverage.
For a complete description of the details of your coverage, please refer to your coverage documents. Estimates may vary depending on your benefit plan and the state you live in. Claims will be processed when received according to your plan provisions. You may be responsible for the cost of procedures or services not covered by your plan.
Use of this website in no way increases or decreases the benefits available under a dental benefit plan. If there is any conflict or discrepancy between the Content on this website and your coverage documents, your coverage documents will control.
Pre-authorizations or referrals are required for certain benefit plans and certain dental care providers. Refer to your benefit plan to determine whether these requirements apply to you.
Preventive services are included in this tool. Preventive care coverage varies by plan and by demographic considerations such as age. For employees in Bargaining Units BU 5 or 6, all the conditions stated above apply.
However, personnel offices should send the person or persons being deleted off the employee's dental plan under this event, notice of the cancelation of benefits. This notification would be sent to the last address on record of your employee taking the action to delete the dependent s , but addressed to the person s being deleted. Consider that further action may be necessary if your office receives a court order to place the dependent s back on the employee's plan prior to the finalization of legal action divorce or separation.
Personnel offices may, at the time your employee is taking this action to delete a dependent s , ask whether there is a pending divorce or legal separation. Eligible employees appointed permanent, LT or TAU with a time base of half-time or more and six months or more, have 60 days from the effective date of their appointment to complete and submit a STD. It is the department's responsibility to advise each employee of the 60 day enrollment time limitation and to ensure that employees are provided information on the dental plans available.
Eligible employees, who do not wish to enroll in a dental plan within the 60 day limit, must be advised that they will not be able to enroll until the next open enrollment period. This document, declining coverage, should be retained in the employee's personnel file. No further action is required by the department.
A PI employee who meets the eligibility criteria described in Section may enroll in a state-sponsored dental plan. The earliest possible effective dates of enrollment are August 1st or February 1st, based upon the end of the control period, ending June 30th or December 31st.
Completed STD. Unit 6 cadet PI employees will be eligible for dental benefits following graduation from the Academy of the California Department of Corrections and Rehabilitation. The earliest possible effective date will be the first of the month following submission of the STD. For enrollment, use PEC Eligibility for a PI employee to continue enrollment is based upon qualification at the end of the next control period. To continue enrollment, a PI employee must receive credit for paid hours in the current control period or a total of paid hours in two consecutive prior and current control periods.
If the employee does not qualify, coverage must be cancelled effective August 1, or February 1, depending on the non-qualifying control period. An eligible PI employee has 60 days after the end of the qualifying control period to complete and sign a STD. A PI employee cannot enroll during an open enrollment period unless the open enrollment period corresponds with the completion of a control period and a portion of the 60 day time limit.
Retired state employees that reinstate as a PI employee and have dental coverage, may reenroll within 60 days after appointment, and do not have to wait until the end of the qualifying control period. However, if the employee does not qualify, coverage must be cancelled effective August 1, or February 1, depending on the non-qualifying control period.
It is the responsibility of each department to inform employees of the requirements for making changes to their dental enrollment. The rules governing the changes listed below vary in time limits, therefore, employees should be advised to report changes to their personnel office as soon as possible after the event occurs.
This means the event must occur first before the employee can file a change to their dental plan. The following deletions are processed administratively. The department is responsible for notifying the employee of administrative deletions.
An employee may only change enrollment from one dental plan to another under the following conditions:. Employees enrolled in either Delta plan or SafeGuard who move from represented to excluded or excluded to represented will automatically have their dental benefit coverage level changed to either the Basic or Enhanced level of coverage.
The effective date of the new plan will be contingent upon when the Personnel Action Request is keyed. Employees moving from represented to excluded will be automatically moved into the enhanced level of coverage effective the first day of the month following their first full month as an excluded employee. For example, if the CBID identifier change over to an excluded designation is effective March 7, coverage would be effective May 1, April pay period, first full month as excluded.
Because this change is processed automatically by SCO, departments are encouraged to process PAR documents as quickly as possible so that employees receive their correct level of dental benefit coverage. The SCO runs a program each month normally two days prior to the master payroll cutoff.
Any changes not processed for the current master payroll cutoff will be processed during the next pay period. Employees moving from an excluded to a represented classification will be automatically moved into the basic level of coverage effective the first day of the month following the change to represented. Because of this new option, if your employee chooses to enroll in one of the state-sponsored plans they must complete a new STD.
Personnel offices must continue to complete a STD. Represented employees in Unit 5 who are union members are unable to enroll in Delta. The effective date of some actions may occur in accordance with bargaining unit MOU requirements.
There are two types of effective date rules that are applied to all dental enrollment transactions: Mandatory and Standard. The type of permitting event determines which effective date rule should be applied. Events, such as loss of coverage, deletion of dependents due to death or marriage, etc. Those events that do not require immediate action would come under the standard effective date rule, i.
Employees must be advised not to use their dental plan prior to the effective date shown on the STD. A brief memo along with the completed STD. CalHR can request other types of documentation to support an appeal.
Since deductions are not taken from revolving fund checks, employees who receive a revolving fund salary check will not have dental eligibility established with their respective dental carrier until a regular salary warrant is issued by SCO.
Personnel office staff should contact CalHR in instances when an employee receiving a revolving fund check requires emergency dental treatment either for self or an eligible dependent so CalHR can assist in verifying eligibility with the employee's dental carrier.
Coverage in the same dental plan is automatically restored, effective the first of the month after the first pay warrant is issued by SCO, provided no cancellation was processed prior to, or during the leave of absence. However, if the employee cancelled coverage, the employee must wait until the next open enrollment period to re-enroll. In certain situations, if the employee is off pay status for more than one pay period, an enrollment document STD.
Departments should check the monthly payroll register to see if the employee's dental deduction is shown. If the deduction is not shown, it will be necessary to contact SCO. The effective date can be current or retroactive, depending on the direction in the reinstatement stipulation. Coverage continues for an employee who separated from state service, but who is reinstated without a break in service of more than one pay period.
The department should confirm that the proper dental deduction is shown on the employee's first payroll warrant issued after reinstatement. If not shown, contact SCO for assistance to reinstate deductions. In certain non-mandatory reinstatements with a break of more than one pay period, the dental deduction may show on the employee's warrant, and the personnel office should ensure that the employee is eligible for the coverage.
If not eligible, a STD. Retired annuitants who temporarily return to state employment are not eligible to enroll in a dental plan as active employees; their dental eligibility is established and maintained based on their retirement status through CalPERS. A new STD. Open enrollment periods are scheduled annually during the month of September through mid-October. Departments will be notified of open enrollment procedures prior to each open enrollment period.
The following permitting event codes should be used when completing the STD. Forms to SCO must be stapled together. Eligible employees, who are off active pay status during the entire open enrollment period, may contact their personnel office during the open enrollment period to make changes in their dental enrollment or may wait and make changes within 60 days after returning to active pay status.
All correctly completed open enrollment documents that are submitted to the SCO within the prescribed time frames, will be effective January 1 of the following calendar year. CalHR will send a PML memo to departments prior to the scheduled open enrollment period which will contain document processing instructions. Corrective action is required when an error has been made by the department in completing the STD. For errors that do not pertain to a payroll deduction i. Employees enrolling or making changes to their dental coverage during the open enrollment period may cancel or change their election until the end of the open enrollment period.
In the remarks section of the new STD. Employees may not cancel or change a dental election after the end of the open enrollment period unless they experience a valid change in status. Employees on non-pay status may elect to continue dental coverage by paying the total premium directly to the dental carrier. During the period of non-pay status, the state contribution towards the dental premium is not paid, therefore, employees must be advised that they can elect to continue their dental coverage through direct payment of the total premium to the dental carrier in order to maintain coverage.
The employee's enrollment may not exceed the duration of the state's contract or one year, whichever comes first. However, in the event of an approved extension to the leave of absence, the carrier will accept direct payments beyond the normal one-year period. For employees with an approved leave extension beyond one year, the employing department must notify the carrier that direct payment of premiums will be continuing beyond one-year.
Also, another STD. If an employee on direct pay has a status change, the employing office must complete a STD. SCO will manually update the payroll master file and upon the employee returning to work, the update will be in place.
An employee who does not elect direct payment must complete section B of the STD. A copy should be retained in the employee's personnel file. In this instance, do not send a copy of the STD. Instructions for the completion of the STD.
Personnel staff should verify that all information is completed correctly. Do not forward the original document or copies of the STD. Upon return to pay status if an employee is still enrolled , the state premium contributions will commence with the first pay warrant issued by SCO.
The personnel office should check the employee's pay warrant to verify that the dental plan name is reflected. If the dental deduction is not shown, contact SCO to establish. For exempt employees who are separating from state service, and have not reached retirement age, but desire to continue their dental benefits until they reach minimum retirement age, the conditions listed below will be applicable.
Exempt employees who have at least ten 10 years of state service which includes at least two 2 years of credited service while an exempt employee, who permanently separate from state service on or after January 1, , and at the time of separation have more than 10 years before they would attain their minimum age for service retirement from state service, may elect to continue or not continue their dental benefits until their date of retirement.
Should an exempt employee elect to continue dental benefits at the time of separation, the following information on enrollment procedures is being provided. The following statement should be written across the top of each form, "Based on Section of the Government Code".
The premiums must be paid on a quarterly schedule. After the initial enrollment, subsequent premiums are sent directly to Delta and due by the first day of the month that the quarter begins January, April, July and October.
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