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Employee Benefits

Last updated on Apr 08, 2024

At California College of the Arts (CCA), we understand that providing healthcare benefits is one important way we care for our employees and their families. Please review the benefit guides for the 2024 benefit plan years for more information. Make sure to also check out the Total Staff Compensation page to understand your total compensation package so that you are able to take full advantage of all college benefits!

The guides below provide specific plan information so you can make the choices that are right for you and your eligible dependents.

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Overview of CCA Benefits Available for Benefit Eligible Employees

Accessing Your Benefits

Once you've made your elections in Workday and are active in your plans, you can search for providers by following the information below:

**Please note that you will not receive cards for dental or vision; instead your provider will verify you by date of birth and social security number.**

Access your benefit carrier information on the go! Click here to access you benefit carrier information from your mobile device.

CCA Benefits Guide

  • 2024 CCA Benefits Guide (please note you can now do a limited text search in the 2024 Benefits Guide FlipBook but if you download it, you will be able to select text and do a full text search of the content)

Blue Shield Medical Plans

Kaiser Medical Plans

MetLife Dental Plans

VSP Vision Plan

Claremont Employee Assistance Plan (EAP)

Flexible Spending Accounts (FSAs)

MetLife Basic Life and AD&D

MetLife Long-Term Disability

Tuition Remission

Tuition Exchange

  • More information about Tuition Exchange and how to apply can be found here. For frequently asked questions about the program, please click here.

Retirement Plans

TIAA ScholarShare 529 Plan

  • CCA partners with TIAA-CREF's ScholarShare 529 program to offer you a way to maximize your college savings. Click here for program details and enrollment information.
  • Sick Time/Kin Care: All regular staff working 20 hours or more are eligible to receive paid time under the Standard Paid Sick Leave plan. Full-time benefit eligible employees accrue 3.75 hours per pay period, which equals 12 days per year. Unused accrued time under this policy carries over each year to a maximum of 225 hours.
  • Vacation Time: Regular staff members are eligible for vacation based on their percentage of full-time employment and years of service. Full-time benefit eligible employees accrue 10 days in year 1, 15 days in years 2-4 and 20 days in years 5 and on. Earned vacation time accrues to a maximum of 230 hours (30.67 days) until the fourth-year anniversary date of employment; thereafter the maximum is 300 hours (40 days). Vacation ceases to accrue when vacation is at the maximum of 300 hours (40 days) until it falls below that amount. Any accrued unused vacation leave will be paid at the time of separation or termination.
  • Make sure to also check out the Total Staff Compensation page to understand your total compensation package so that you are able to take full advantage of all college benefits.

Overview of CCA Benefits Available for Non-Benefit Eligible Employees

Retirement Plans

Transportation Resources and Options

  • All currently payrolled employees may contribute to transit and parking flexible spending accounts. This allows you to pay for transit (Clipper for BART, Muni, Ferries) and qualified parking on a pre-tax basis. Click here for how to make these elections in Workday. 
    • More information can be found here on transportation resources, which includes the Mission Bay Shuttle.
  • CCA provides paid sick time to staff, temporary and student workers who are not covered under the Standard Paid Sick Leave plan, under the plan for Paid Sick Leave for Non-Regular Employees. This covers staff working less than 20 hours week.
    • Covered employees earn 1 hour of paid sick leave for every 30 hours worked. The paid sick leave accrues in one-hour increments; there is no prorated or partial accrual for any time worked less than 30 hours. For example, an employee who has worked 30 hours has accrued one hour of paid sick leave, an employee who has worked 60 hours has accrued two hours of paid sick leave, etc. Unused accrued time under this policy carries over each year to a maximum of 72 hours of accrued sick leave per calendar year. Accrual begins immediately; however employees may start drawing time after completing 90 days of successful employment.

San Francisco Health Care Security Ordinance (HCSO)

HCSO requires CCA to make health care expenditures on a covered employee's behalf, even if the employee already has health insurance and/or receives health care services from another employer.

CCA chooses to participate in the SF City Option program and makes payments on a covered employee's behalf each quarter. Once this deposit is made each quarter an email notification is sent to the employee with instructions on how to access these funds.

With some exceptions, an employee is covered by the Health Care Security Ordinance if the Employee works for an Employer covered by the HCSO and:

  1. Is entitled to be paid the minimum wage
  2. Has been employed by the Employer for at least 90 calendar days; and
  3. Works at least 8 hours per week in San Francisco

If you have questions or concerns please contact Human Resources at 415-703-9550, option 1 or email

Overview of Benefits for Outside of Local Area Employees

Employees Who Permanently Live (Or Plan To Live) Out Of State

  • Update your home address in Workday with your primary residence
  • Email and indicate which city and state or US territory you are (or will be) living in (so that we can make sure you are set up properly for tax and benefits purposes)


  • You will lose access to California state disability insurance (SDI). This means that if you are unable to work due to a matter that would qualify under SDI, you will not receive income replacement benefits until after 180 days, which is when CCA’s paid long-term disability insurance would commence (for benefits eligible employees).
    • Some US states require the employer to purchase an SDI plan in that state to be in compliance. You will be notified if this applies to you.
  • If you are in a benefits eligible position, you may need to adjust your benefit elections so that they are accessible in your state of residence. If this applies to you, you will receive a task in your Workday inbox to make the benefit changes.
    • You will need to select the Blue Shield PPO or HDHP to access medical care in your area. Your dental and vision plans should remain effective outside of the local area. Please review the benefits guide linked above for more information.
  • You will be registered for Worker’s Compensation in your state of residence

Medicare Webinar and Resources

Check out the CCA Medicare 101 Webinar!

CCA partnered with our benefits broker, Burnham Benefits, to bring you a session led by Medicare guru Elliot Martin. Click here to access the webinar and slides.

The session covers:

  • What your original Medicare benefits are
  • The difference between Medicare Supplement vs. Medicare Advantage
  • Medicare deadlines and avoiding penalties
  • How to shop for prescription drug coverage
  • What to do if planning to work past age 65

Do you have questions about Medicare or do you need a benefit related employment verification? Please email

COBRA Continuation of Benefits - After Employment with CCA

If CCA employment terminates, you and your dependents may have the right to continue group medical benefits temporarily under the federal statute called the Consolidated Omnibus Budget Reconciliation Act (COBRA). The Office of Human Resources will notify Wex, the third-party administrator handling COBRA, who will mail information regarding COBRA rights within 14 days of the your departure from CCA. More information about when your benefits will end be found in the CCA After Employment Guide.

Feel free to email HR’s Benefits Support Team at if you have any further questions.