Staff and faculty members are issued warrants once a month.  Warrants can be picked up in the SBS building, room 285.

Yes, Direct Deposit is available to employees.  To enroll, complete the Direct Deposit Enrollment Authorization Form and return the form to the Payroll office for processing.  ONce your form has been received it will take effect in approximately 45 days.

New employees will receive their warrants (not paychecks) at the end of the month.  Under certain circumstances, new employees will receive their first warrant at the beginning of the month following their hire date.  Warrants can be picked-up at the Student Financial Services office located in the SBS building, room 285.

To familiarize yourself with the Humboldt campus, you are welcome to sign-up for a campus tour.  There tours are offered year round Monday through Friday from 10:00 AM to 2:00 PM.  The weekend tour is offered on Saturdays at 12:00 PM.  To schedule a tour to familiarize yourself with the campus, please call 707-826-6270 or visit the Admissions Office.  You can also download a campus map online to help you navigate around the Humboldt campus.

Please refer to the Key/Access Card Questions on the Facilities Management website.

Human Resources will provide new employees with an ID request form.  Once new employees receive this form, they can take it to the library to have their photograph taken.  ID's are usually available within five minutes.

No, extended education courses are not covered through the Fee Waiver Program. However, many extended education courses are cross‐listed as regular University courses.

Yes, the CSU offers online professional development courses to all employees for free through our online portal, Skillport.  To learn more and find , please visit Humboldt's training site at https://training.humboldt.edu

Yes. You may change your medical plan and add/delete dependents by contacting CalPERS at (888) 225-7377 during the annual CalPERS Open Enrollment period or within 60 days of a qualifying status change.

The Dependent Fee Waiver Program allows eligible employees to transfer their benefit to a spouse, domestic partner or dependent child, in lieu of participation by the employee, subject to the following conditions:

• Spouse, domestic partner or dependent child must be a regularly‐admitted student pursuing (matriculated toward) a degree or credential;
• The course(s) enrolled in on a fee‐waiver basis must be for credit toward the degree or credential requirements;
• The administration determines that there is space available in such course offerings for the spouse, domestic partner or dependent child;
• Employees in class E99 are not eligible to transfer this benefit

Yes, an employee may be granted reasonable release time for one course per semester that is taken through the Fee Waiver Program, provided that the supervisor determines that the operational needs of the department will be met. It may be necessary to arrange an alternative work schedule to satisfy the operational needs of the department.

The fees that are waived or reduced are specific to your bargaining unit or employee class. The part‐time State University Fee is waived for all fee waiver program participants. In addition, the application fee is waived if the fee waiver participant is applying for admission to the University as a regular (matriculated) student during that term.

For the list of fees assessed by Cal Poly Humboldt, please visit the fee section here:

Fee Waiver Program

At any time of year you can find your benefits summary on the MyHumboldt portal  by clicking View Paycheck and Benefits, then View Benefits

The selection of your retirement date is one of the most important decisions to make when planning your retirement.

• The first factor to consider is the calculation of service credit. Based on full time employment, you earn a full year of service credit when you have worked for 10 months during a fiscal year (calculation is prorated for part time service). If you are appointed less than full time you will continue to accrue service credit up to 12 months. You may only accrue up to 1.0 service credit per fiscal year. Any unused sick leave may be converted to service credit (2,000 hours equals one year).
• The second factor to consider is your age. The calculation of the age factor for your retirement benefit increases each quarter year from your birthday at age 50 or 52, depending on your retirement tier. The benefit factor will remain constant at age 63 or 67, again depending on your retirement tier. Please see the retirement tier charts at www.calpers.ca.gov
• The third factor affecting your retirement benefit is average salary, computed on the basis of your highest 12 months of earned salary (36 months if hired after January 2011). The amount of salary will be reduced by a Social Security factor. (Final compensation minus $133.33)
• Another aspect of choosing a retirement date is the following:
  Do you want to retire mid-semester, the end of the academic year, the end of the calendar year, the end of the fiscal year, the end of the pay cycle, or on your birthday? Whether you are staff or instructional faculty will also have a bearing on your decision.
  For example:
  • Staff employees will typically retire at an age quarter (usually the end of a pay cycle) or the end of the calendar year. 1
  • Faculty will generally retire at the end of the spring semester or academic year (depending on an age quarter).
    This decision is a personal decision you will have to make. Each date will result in varying estimate calculations.

To create a retirement estimate based on the factors of service, age and salary, see the CalPERS retirement calculator at: http://www.calpers.ca.gov and go to “online calculator”. For a more comprehensive estimate, employees are encouraged to register for a MyCalPERS account which is a secure self-service website where you may access real-time details and balances of your individual CalPERS accounts.

If you enroll in the CSU Retiree Voluntary Vision Plan, you are required to maintain enrollment for a minimum period of 12 months. You will be required to maintain enrollment for the balance of the plan year in which you enroll and for 12 months in the following plan year, unless a permitting event occurs to change your enrollment. If you enroll in COBRA, you may continue coverage for up to 18 months.

If you retire less than 30 days after your separation date from employment, your medical coverage will continue automatically. If you retire between 30 and 120 days after your separation date from employment, contact Human Resources for more information.

You may request coverage within 30 days before or after your retirement date. To enroll before your retirement date, contact HR Benefits. To enroll after your retirement date, contact CalPERS at (888) 225-7377. If you do not enroll within 30 days before or after your retirement date, you must wait until the next annual CalPERS Open Enrollment period to enroll unless you experience a qualifying status change.

If both parents are employees and are eligible to transfer their fee waiver benefit, it is possible for one child to receive both benefits and be eligible to enroll in up to 4 courses or 12 units, whichever is greater.

The Fee Waiver Benefit is taxable for 

• domestic partners
• spouses and dependent children taking post‐baccalaureate classes
• employees taking graduate/doctoral level courses (see details below) 

Beginning with the 2019 tax year (January 1, 2019 through December 31, 2019), all graduate/doctoral level courses taken by employees (job-related or Career Development Plan) that exceed the threshold of $5,250 will be considered taxable income. The taxes will be withheld in a lump sum from the employee’s pay warrant following census each semester.  Census is generally mid-September for Fall term, and mid-February for Spring term on our campus.  The withholding amount would likely be deducted on the following pay warrant, but it can take up to 2 months to process.

Full Time Example:*

Total value of Fee Waiver (total tuition waived in a calendar year) = $9,098
$9,098 - $5,250 (threshold) = $3,848 in tuition waived beyond the threshold
Flat Tax Rate = 36.25%
Total taxes withheld from employee’s pay warrant = $1,394.90 

Part Time Example:

Total value of Fee Waiver (total tuition waived in a calendar year) = $5,644
$5,644 - $5,250 (threshold) = $394 in tuition waived beyond the threshold
Flat Tax Rate = 36.25%
Total taxes withheld from employee’s pay warrant = $142.83

The tax withheld for fee waiver is in addition to any other taxes the employee is subject to have withheld form their pay warrant.  The Flat Tax Rate of 36.25% represents 22% federal withholding, 6.6% state withholding, and 7.65% Social Security and Medicare.

 Please Note:

• Employees, in consultation with a personal income tax advisor, can evaluate whether their fee waiver qualifies for the “job related” fringe benefit exception to taxation in Internal Revenue Code § 132(d), and if applicable, claim the deduction on an individual income tax return.
• Undergraduate fees for employees will remain nontaxable pursuant to IRC § 117(d).
• Graduate/ Doctorate fees for employees will also remain nontaxable if expenses do not exceed $5,250 (in a calendar year) pursuant to IRC § 127. 

*Tax Rate Information is current as of posting, June 5, 2020.

Fee Waiver Forms should be submitted to Human Resources at least three weeks prior to the first day of instruction each term. Humboldt and other CSU deadlines may affect you or your dependent's ability to register for classes. For this reason, we encourage you to view the calendar of activities and deadlines at the campus of attendance.

Yes, benefits eligible retirees may continue coverage by enrolling in the CSU Retiree Voluntary Vision Plan or COBRA. Enrollment information is mailed to the retiree's home address.

Please visit the Fee Waiver Instructions page for instructions.

As a CalPERS retiree, you and/or your dependents must enroll in Medicare Part B when your reach age 65.

Do not enroll in Medicare Part D as you already have a CalPERS prescription drug plan. If you enroll in Medicare Part D, your CalPERS health plan will be canceled until you are dis-enrolled.

You and your dependents must certify your Medicare status with CalPERS when you each become eligible for Medicare and change from the Basic medical plan to a supplemental to Medicare or Managed Medicare plan at that time. Contact CalPERS at (888) 225-7377 to change your plan.

You may enroll in the CSU Retiree Voluntary Vision Plan during any subsequent open enrollment period following your COBRA eligibility end date or COBRA cancellation due to non-payment.

If you are currently enrolled in the DeltaCare Enhanced (HMO) plan your dental coverage as a retiree will be reduced to the DeltaCare Basic plan. If you are enrolled in the Delta Dental Enhanced Level II (PPO) plan your dental coverage as a retiree will be reduced to the Delta Dental Basic plan.

You can refuse enrollment in the basic dental coverage upon retirement and instead opt to continue your enhanced coverage under COBRA for up to eighteen (18) months. You pay the full cost for coverage under COBRA. Once COBRA ends, you can immediately enroll in a basic dental plan to avoid a lapse in coverage, or during any subsequent open enrollment period that follows the expiration date of COBRA coverage by contacting the CSU Chancellor’s Office for enrollment at (562) 951-4411.

The California State University offers eligible employees the opportunity to enroll in the CSU Employee Fee Waiver and Reduction Program. This program provides for the waiver or reduction of certain fees for employees who enroll in work‐ related courses offered by the CSU for the purpose of improving skills for existing jobs, or advancement in accordance with a career development plan. This program also provides eligible employees with the option of transferring their fee waiver benefit to an eligible dependent.

The Employee Wellness Program is an on-campus program that incorporates exercise into the workplace.  It works by allowing employees time to visit with the Kinesiology and Recreation departments to exercise and learn about keeping fit.  Employees are also eligible to register in an array of exercise classes offered throughout the semester.  The Employee Wellness Program also offers staff different health services such as the body composition analysis and aerobic fitness assessment.

Currently, CSU pays the full cost of the Basic level dental coverage for eligible retirees and their eligible dependents.

Retirees may enroll in the CSU Retiree Voluntary Vision Plan at the time of retirement, within 60 days of their retirement, within 60 days of loss of coverage on another vision plan, or during any subsequent open enrollment period.

Retirees may enroll in COBRA within 60 days of their separation date from employment.

To find a full listing of forms ranging from health benefit enrollment forms to Whistle blower Complaint Forms, please visit the Benefits Forms page on the Human Resources section.

Eligible dependents include spouse, domestic partner, children under age 26, and disabled children over age 26. Certain restrictions apply.

Eligibility for the Fee Waiver Program differs by employee bargaining unit/class (see below). Please note that employees who are on an approved full or partial leave of absence with or without pay remain eligible.

• Unit 1 (Physicians):
  • All members
• Units 2, 5, 7, 9 (CSUEU), Unit 4 (Academic Professionals), Unit 6 (Skilled Trades), Unit 10 (IUOE):
  • All full-time employees (i.e. permanent, temporary, and probationary)
  • Part-time permanent employees
• Unit 3 (Faculty):
  • Tenured and probationary faculty (Please note: Faculty participating in the Faculty Early Retirement Program (FERP) are eligible for the fee waiver benefit only during the semesters when they are actively employed.)
  • Temporary faculty with three-year appointments (pursuant to Article 12 of the CBA)
  • Coaches with at least six years of service in the department
• Unit 8 (Public Safety), C99 (Confidential), E99 (Excluded), M98 (Executive):
  • Full-time or part-time permanent employees
  • Full-time probationary employees
  • Temporary employees are not eligible
  • Please note: class E99 is not eligible to transfer the benefit to a dependent spouse, child or domestic partner
• M80 (MPP)
  • Full-timeemployees(includes temporary)

The monthly premium will be fully paid by the enrolled retiree and deducted from their warrant issued by CalPERS.

Currently, Payroll's practice is to notify the department whose hours fell at the end of the week puting the employee in the overtime situation. Kin d of a "last in approach"

Anyone who is interested in teaching during the upcoming academic year, who is not an incumbent (current) lecturer.

Requests for In-Range Progression are reviewed in the order that they are received. Employees can expect to receive a written response detailing the outcome of the review from Human Resources within ninety (90) days from the time the request is received in Human Resources.

An In-Range progression can be requested by the employee every twelve (12) months. An appropriate administrator can request an In-Range progression on an employee's behalf at any time.

If an employee's position is reclassified to a classification whose minimum salary is greater than the minimum salary of the previous classification, then the employee will receive the new base salary of the higher classification, or, a minimum of five (5) percent increase to their base salary.

An In-Range Progression is a change in salary within the employee's current classification salary range based on specific criteria defined in the employee's Collective Bargaining Agreement.

A Reclassification is appropriate when a position has changed significantly so as to justify a change in classification. Classifications are defined in the CSU Classification Standards.

In-Classification Progression is appropriate for classifications with defined skill levels or ranges when a position has changed significantly so as to justify progression to the next skill level or range. For example: Progression from Information Technology Consultant – Foundation Level to Information Technology Consultant – Career Level.

A position description update should be requested any time there is a significant change to a position. This could include changes to the position summary, essential job functions, reporting structure (org chart) or working conditions.

Stipends are typically requested by the appropriate administrator on an employee's behalf. The criteria and provisions for stipends vary widely by bargaining unit. Please refer to your collective bargaining agreement to determine if you are eligible to receive a stipend and the specific criteria governing stipends for your unit.

An employee can correct an absence up to the point when the supervisor approves the absence. Simply delete the entry using the trash can symbol. If the supervisor has already approved then the supervisor must delete. When in “Report and View Absences,” make sure that the “From” and “Through” dates are appropriate for the period you are reviewing. Click on the “Absence Status” hyperlink for “Existing Absence Events” to see details about the status.

The status of a reported absence can be seen through “Report and View Absences.”Detailed Timekeeper instructions are located in the Timekeeper guide. 

There is currently no difference. The “Approve Reported Absences” page will be going away.

“Current” to the system means most recently entered. The column really looks at the most recent absence entered and considers this entry as current. The entry could be 2 months into the future. If you are using this field to double check that a specific month’s time has been approved, you will need to click on the details located in the Report and View Absences page for any marked as submitted to verify it is the correct month.

COVID-19 has impacted the availability of candidates as well as the employees serving on search committees. As such, Committee Chairs should reach out to their appropriate Vice President to determine whether specific searches are moving forward or are suspended. 

Employees are currently not being reimbursed for any incidental costs for working at home. 

Faculty began telecommuting and teaching from home no later than Thursday, March 26 (Note: Faculty do not need to submit the telecommuting agreement). TAs who are an instructor of record should follow protocols similar to faculty as far as moving their courses to a virtual format.  They should consult with their department chair and faculty for assistance. Humboldt’s Information Technology Services and Center for Teaching and Learning have been working hard to help the campus switch to alternate modes of instruction. Please consult the Working from Home and  Keep Teaching website for all of the latest information.

Employees are encouraged to carefully follow CDC guidelines, as well as national, state and local directives to mitigate their risk of contracting COVID-19. You may also find additional information in the Guidelines for Events, Meetings, and Social Distancing.  

Employees who wish to enroll in the program must complete form STD 699, Direct Deposit Authorization Form. This enrollment form includes the following banking information: 

• Type of Account (checking or savings)
• Routing Number (9-digit bank transit number normally located in the bottom left corner of your check)
• Depositor Account Number 

In order to ensure that the correct data is entered on the form, you may wish to verify the above information with your financial institution prior to submitting the form to the University Payroll Office. Due to the sensitive nature of this information, please contact paa7001@humboldt.edu regarding delivery. 

Your personnel/payroll office will verify your form for completeness and send it to the State Controller's Office (SCO) for processing. Once the SCO verifies that you have an active account at your designated financial institution, all payments you receive through the payroll system (e.g., regular pay, overtime, adjustments, etc.) will be made by direct deposit. Be advised, it will take 30 to 45 days for this process.

As a California State University (CSU) employee, your pay check/direct deposit advice and annual W-2 are issued (hard copy) by the State Controller’s Office (SCO).  These hard copy documents have been the only means made available to you by the SCO as a record of your earnings, until now.

Cal Poly Humboldt employees now have the opportunity to access this information through Cal Employee  Connect. 

The State Controller’s Office (SCO) has produced a tool that will allow employees to view their earnings statements and W-2’s, along with personal information. Cal Employee Connect will ultimately reduce state costs and workload by providing a tool for all state employees to access their information electronically.

1. Have a recent paper pay stub in hand. It has information you will need that is not available from Payroll; you must be a state-side employee.
2. Go to Cal Employee Connect Select Register.
3. Follow the prompts with these helpful tips:
   • Select the Department "CSU - Humboldt"
   • Enter the Agency Code "225"
   • Enter the Earnings Statement Number of the pay stub from step 1. If using the View Paycheck      feature in myHR, this number is referred to as the Warrant #. You will need to enter this number with a leading zero and in the format shown in CEC
   • Enter the Total Deductions on the pay stub from step 1. If using the View Paycheck feature in myHR add “Total Taxes” and “Total Deductions” together to get the deduction total needed for the verification
4. Once registered, you will be able to login to view and print your earnings statements/paychecks: current tax year and 2 tax years prior and view and print W-2 information: 3 years are available

Student and Intermittent hourly employees are being directed to reach out to your department coordinators who will be collecting all hours worked and submitting them to the payroll department per the instructions on our website.

Student Employees may work up to 20 hours per week during school sessions without negatively impacting their financial aid. Contact your appropriate administrator with questions regarding your schedule.

All other staff work their regular schedule. As usual, employees may not work overtime without approval of their appropriate administrator. 

Hourly intermittent employees will only be paid for time worked. These employees are not eligible for COVID-19 Paid Administrative Leave. 

Yes, student employees may be reassigned to a position that has the same funding source. Academic Student Employees (Unit 11 ISAs, GAs, TAs) should continue to perform the work for which they were appointed (or similar work) and at their appointed time base.  They should work closely with their appropriate administrator to determine their responsibilities while telecommuting.  

For those who are unable to return to campus on check distribution days, the University can mail state paychecks to intended recipients. 

Please email Humboldt-cash@humboldt.edu if you would like your paycheck mailed to you, as we need your authorization. Please include your mailing address in the email and we will verify that against the current address on record in your PeopleSoft Human Resources account.

Yes! Visit the Training website for online courses and other resources to help you work successfully with your virtual team and maintain your well-being.

Student employees whose work is not essential to critical operations of the campus are to telecommute, at the direction of their appropriate administrator. Please continue to work with your appropriate administrator on your work assignments and technology support needs.

The CDC says, "Quarantine is used to keep someone who might have been exposed to COVID-19 away from others. Someone in self-quarantine stays separated from others, and they limit movement outside of their home or current place. A person may have been exposed to the virus without knowing it (for example, when traveling or out in the community), or they could have the virus without feeling symptoms. Quarantine helps limit further spread of COVID-19."

In the absence of reasonable safety or legal reasons, employees must follow the directives of their appropriate administrators or they will be considered to be insubordinate. Insubordination may result in disciplinary action up to and including termination. 

Employees who show no signs of illness, but need to care for a family member at home who is diagnosed with COVID-19, may use their available leave credits including the 256 hours of COVID-19 Paid Administrative Leave to cover their period of absence when telecommuting is not an option. If the family member is someone the employee would typically be able to use sick leave for, then the employee may also be eligible for catastrophic leave, NDI, and FMLA at a future time. 

Employees who show no signs of illness, but report that their child(ren)’s school or day care as closed due to concerns related to COVID-19, may use their available leave credits including the 256 hours of COVID-19 Paid Administrative Leave (CPAL) when telecommuting is not an option or cannot be carried out in conjunction with the childcare commitment. 

The health and safety of all our employees is one of the main priorities during this time. Employees working on campus should continue to use social distancing and hygienic precautions such as washing their hands frequently. The university will work to ensure that employees reporting to campus will have easy access to hand washing facilities and/or hand sanitizer and be able to practice social distancing in their workspace. Please contact your appropriate administrator or any department-specific exposure mitigation measures. For more information please click on the following link: Guidelines on Events, Meetings, and Social Distancing.  

You can also learn more by taking this COVID-19 Social Distancing Guidelines Course in CSULearn.  

Employees who are not eligible for the COVID-19-related leave as outlined here, have exhausted that leave, or who will be out for medical reasons not related to COVID-19, still have their personal leave available and may have other leave options. 

Please contact Benefits in HR at mca33@humboldt.edu for any questions regarding leave types.

Humboldt employees have access to the Employee Assistance Program (EAP), provided through Humboldt Family Service Center.  They are currently using telehealth for their appointments. 

Employees also have access to mental health services through their health plans.  The best way to find a provider is to use the "find a doctor" tool on the Anthem website or the Blue Shield website. 

Additional special resources for Anthem members can be found at the Anthem COVID-19 website.

While employees are not eligible to use Humboldt's Student Health and Counseling Services, employees may find the links and resources available on their website helpful. 

Mental health issues related to COVID-19 may be qualifying events for COVID-19 Paid Administrative Leave (CPAL). For more information visit the CPAL webpage.

Employees who show no signs of illness but are concerned about previous exposure (and that exposure is unconfirmed) should speak with their appropriate administrator to discuss telecommuting. Such employees may use their available leave credits including the 256 hours of COVID-19 Paid Administrative Leave to cover their period of absence when telecommuting is not an option. 

Only employees who are essential to maintaining critical campus operations should be working on campus. If you are unsure if you need to work on campus, please check with your appropriate administrator.

All staff not identified as essential for critical functions on campus should telecommute given the order from the Governor for all California residents to shelter in place. If you have any questions about telecommuting, please contact your appropriate administrator. The ITS website has multiple resources for working from home. 

Starting with the May 1 paycheck, monthly payroll deductions for staff and faculty parking permits will be suspended until further notice. 

Staff and faculty who purchased a Spring parking permit will automatically be refunded 25% of the purchased price. Please allow 2-4 weeks for refunds to be processed. You will receive an email from the Humboldt Cashier’s Office when your refund has been processed.