FAQs

Benefits

No, if a participant has paid their services in full, the member should not incur any additional costs. To obtain specific information regarding your or your dependent’s orthodontia in progress, contact Delta Dental’s Customer Service at (855) 244-7323.

If you have a dependent in his first year of treatment, his services will be considered as Orthodontics in Progress. If you transfer into a Dental HMO plan with Delta Dental (regardless of what plan type you had with the previous dental carrier), remaining Orthodontia services will be covered at a pro-rated monthly allowance until the number of months in treatment cease, up to 24 months of treatment, whichever comes first.
For more information and examples related to Orthodontics in Progress, view the DHMO Orthodontics in Progress Form.

If the member is already banded effective 1/1/2018, then you are able to retain your existing orthodontist through the completion of the existing treatment. Within 30 days of your enrollment in the DeltaCare USA (DHMO) you will need to request that your orthodontist submit to DeltaCare USA an Orthodontia Transition Form on your behalf. A copy of the forms can be found on DHMO Orthodontist Takeover Form.

If you opt-out of County-sponsored coverage or are covered by a County-employed spouse, safe harbor code ‘2F’ will be entered in box 16 of Form 1095-C for the months in which you were a full time employee during the applicable benefit plan year and eligible to receive an offer of coverage.

The amount reported in Form 1095-C box 15 is the out-of-pocket cost for employee-only coverage for the lowest cost plan that the County offers (currently Blue Shield Access + HMO). The County reports this information to the IRS to demonstrate that affordable health coverage has been offered.

The Form 1095-B that you will receive from the medical carrier (Kaiser or Blue Shield) will contain information for all months in the calendar year for which you and any dependents had coverage.

The forms are very similar. The main difference is who sends the form to you. The entity that provides you with health insurance will be responsible for sending a Form 1095.

  • Form 1095-A: If you were covered by a plan through a federal or state marketplace (also called an exchange), you will receive this form from the marketplace.
  • Form 1095-B: If you are enrolled in a fully-insured employer sponsored plan, you will receive this form from your insurance carrier.
  • Form 1095-C: If coverage was offered by your employer, you will receive this form from your employer.
    A detailed explanation of each Form 1095 can be found here.

Yes. Subscribers with full and partial year COBRA continuation coverage will receive Form 1095-C. COBRA subscribers that were also enrolled in an active employee plan for a portion of the year will receive only one form.

Form 1095-C consists of three parts:

  1. Employee and Employer Information (Part I) reports information about you and your employer.
  2. Employee Offer and Coverage (Part II) reports information about the coverage offered to you by your employer, the affordability of the coverage offered, and the reason why you were or were not offered coverage by your employer.
  3. Covered Individuals (Part III) reports information about the individuals (including dependents) covered under a self-insured plan. The County does not offer a self-insured medical plan, so this section does not apply.

If you believe that your Form 1095-C shows incorrect information, please contact the EBSD at ebsd@hr.sbcounty.gov.

Yes. If you were an active employee enrolled in medical coverage during the applicable tax year, you will receive a Form 1095-C (from the County) and a Form 1095-B (from the medical carrier).

Additionally, if you enrolled in the County offered retiree medical plans you will also receive a Form 1095-B from the medical carrier for the time that you were covered under the County retiree plans.

You will receive a Form 1095-C even if you were employed for a part of the year with the County. Form 1095-C will report those months for which you had ACA compliant coverage offered to you.

The amount reported on Form 1095-C represents the employee portion of the premiums for the lowest cost medical plan (currently Blue Shield) for employee only coverage, which may differ from the coverage that you have actually elected.

Form 1095-C will be mailed on or before established IRS deadlines. If you believe you should have received a Form 1095-C but did not, please contact the EBSD at ebsd@hr.sbcounty.gov

If you worked for more than one employer, you may receive a Form 1095-C from each employer.

Form 1095-C will not be required to complete your tax return. It is, however, recommended that you retain it for your records.

It is not recommended that you ignore or disregard Form 1095-C.

If you were not full-time (worked an average of 30 or more hours per week) and were not enrolled in health care coverage through your employer at any time during the applicable tax year, you should not receive a Form 1095-C.

If you were employed by the County, worked an average of 30 or more hours per week and/or were offered medical coverage, then you will receive a Form 1095-C from the County and Form 1095-B from the applicable medical plan carrier.

Medicare plans are not offered in the Health Insurance Marketplace, including Medigap and Part D drug plans.

As a retiree, you and/or eligible dependents may explore your options under the Health Insurance Marketplace. You can maintain your coverage in a County retiree health plan or consider enrolling in the Health Insurance Marketplace. You will need to compare benefit plan options, consider medical needs for you and/or your eligible dependents, and evaluate your household income and tax implications if any. Contact EBSD for information on how to make a change.

Yes. You may stay enrolled in COBRA and change your enrollment level. Contact EBSD at (909) 387-5787 for information on how to make a change.

No. Once you terminate your COBRA coverage with the County of San Bernardino, you cannot re-enroll to complete your original eligibility period.

Yes, you may consider Marketplace health insurance alternatives to COBRA. Subject to household income requirements, qualified beneficiaries may be eligible for tax credits, cost sharing subsidies or Medi-Cal assistance offered by the Marketplace.

Cards will be You may be eligible for health coverage under Covered California. Visit Covered California for additional eligibility information.
four (4) to six (6) weeks effective the date of your enrollment.

The County medical plans meet the Health Care Reform’s Minimum Value and Affordability standards. If you are offered medical plan coverage from the County, you will not be eligible for a tax credit through the Marketplace. As a legal resident, any employee and/or their eligible dependents may consider health coverage options under Covered California since individual and family income and circumstances may vary and can change throughout the coming year.

Yes. It is your responsibility to complete forms and submit them to your Payroll Specialist within 60 days of the date a dependent loses eligibility. If the County is not notified within 60 days, you may be liable for services rendered by the ineligible dependent and COBRA rights could be forfeited.

When you terminate or retire, your County medical and dental insurance coverage will continue for one pay period if you code the required hours.

The County offers employees and their covered family members the opportunity to elect Federal Consolidated Omnibus Budget Reconciliation Act (COBRA) for 18-months. A COBRA notice will be mailed to your home after your termination/retirement date to remind you of this option. Per Federal COBRA, you or your qualified beneficiary is responsible for the full applicable premium plus an administration fee of up to 2%.

After you have exhausted your Federal COBRA (initial 18-months of coverage), Cal-COBRA allows an extension of your current medical coverage for up to an additional 18 months. The Cal-COBRA option is for medical coverage only and the cost may be up to 110% of the premium.  Please contact the medical carrier directly to sign up for Cal-COBRA.

In addition, you may have the option to enroll in a County retiree medical and dental plan. To obtain retiree plan information please contact Employee Benefits at (909) 387-9674.

A covered dependent loses eligibility on the last day of the pay period during which:

  • You become ineligible to receive County benefits
  • Your child attains age 26; an exception is a qualified child who is permanently mentally or physically disabled that is reliant on you for more than half of their financial support
  • The final decree of divorce is granted or Domestic Partnership termination with the State

Note: Your former spouse must be deleted from your medical, dental and/or vision plan coverage even if the divorce settlement requires you to provide coverage. Your former spouse/registered domestic partner will be eligible for COBRA if you provide notice of your divorce/dissolution of domestic partnership within 60 days of the event date.

No, your enrollment in your spouse/domestic partner’s County-sponsored plan satisfies the requirement to be enrolled in a County-sponsored or other employer-sponsored group medical and dental plan insurance. You may elect to waive your medical and/or dental plan by completing the Op-Out/Waiver Election Agreement for Medical and/or Dental Coverage form and submit to your Payroll Specialist. For eligibility for waive dollars, please refer to your applicable Memorandum of Understanding (MOU), Compensation Plan, Salary Ordinance or Employment Contract.

Prior to turning age 65, the County of San Bernardino (County) will send a letter explaining coverage options. Employees and/or dependents who will be turning age 65 or are disabled may choose either a County-sponsored medical plan or Medicare. If you and/or your dependents are eligible for Medicare, yet choose to stay in a County plan, the County-sponsored plan will pay claims first and Medicare will be the secondary payer. If you and/or your dependents choose to drop your County-sponsored medical plan, Medicare will be your primary coverage. To help you decide, call the Social Security office to discuss Medicare options and premiums.

Yes, County employees who elect the MBO are required to enroll in a County-sponsored medical and dental plan, unless they opt-out of or waive County-sponsored medical and/or dental coverage in the same manner as employees who elect the traditional benefit option.

Contact the Employee Benefits and Services Division (EBSD) or your Payroll Specialist for more information and to obtain the required enrollment and/or waiver forms.

Refer to the Modified Benefit Option article in your MOU for a list of eligible classifications.

No, as a part-time employee, you are not eligible to elect the MBO. Only full-time employees (in eligible classifications) in regular positions are eligible to elect the MBO.

Employees may change from MBO to the Traditional Benefit Option during open enrollment or when they experience a qualifying event.

Upon termination of employment for reasons other than retirement, unused PTO will be compensated at employee’s base rate of pay in a lump sum payment for accrued PTO and will not be carried on the payroll.

Terminating employees, except those retiring, shall be compensated at their base rate of pay plus the additional MBO compensation amount for accrued PTO that they were entitled to use as of the date of separation from County employment.

Retiring employees may elect to use PTO or be compensated in a lump sum payment for accrued time, provided that each pay period the employee charges the number of hours he/she is regularly scheduled to work.

NOTE: Employees who have any unused PTO balance upon separation from County employment will not be eligible to cash out such PTO balance to the Retirement Medical Trust, and the employee will be compensated for such unused PTO hours.

County employees who are hired into a position that is not eligible for the MBO, will carry over their existing PTO balance and begin accruing Vacation, Sick, and Holiday leave immediately.

No, employees who elect the Modified Benefit Option (MBO) and who are enrolled in a County sponsored medical plan will not receive the same MPS as an employee with traditional benefits. Employees who elect MBO will receive the MPS amounts specified in their MOU.

Yes, employees who elect the Modified Benefit Option (MBO), are eligible for a dental premium subsidy, and are enrolled in a County-sponsored dental plan will receive the same DPS as an employee with traditional benefits.

Yes, upon separation from the County, the additional hourly compensation amount will be included as part of the base rate of pay for calculating pension.

Employees who:

  • need extra income;
  • are near retirement and want to maximize their pension and lifetime earnings;
  • want the flexibility provided by Paid Time Off (PTO);
  • do not exhaust their leave banks;
  • often work holidays;
  • opt-out/waive medical coverage;
  • are low health-care consumers/have low medical expenses.

Yes. Expenses may be claimed for qualifying dependents who are not on a County sponsored medical plan as long as they are eligible.

Funds that are not claimed by the end of the run-out period will be forfeited and are applied to the cost of administering the plan. Exception: FSA Rollover, please see FSA webpage.

Yes. You will receive notifications on the FSA/DCAP Participant Portal, via email or by letter if you do not have an email address on file with EMACS.

Yes. You will receive notifications on the FSA/DCAP Participant Portal, via email or by letter if you do not have an email address on file with EMACS.

Yes. Keep a copy of your receipts as they are part of your tax record.

You may submit claims beginning on the day in which your enrollment becomes effective.

No. However, claim reimbursements issued by check will not be paid unless requests submitted collectively exceed $10.

Yes

Yes, if you experience an Internal Revenue Code Section 125 Qualifying Midyear Change-in-Status Event.

These could potentially be a qualifying dependent care expense. Tuition and/or tutoring fees covering services rendered specifically for your child’s severe learning disabilities caused by mental or physical impairments (such as nervous system disorders or closed head injuries) that are paid to a special school or to a specially-trained teacher may be reimbursed under the DCAP if prescribed by a physician.

Standard private school tuition is not a qualifying dependent care expense. However, fees paid for before/after school care are considered a qualifying expense. Proof of payment should itemize the costs between tuition and before/after school care.

Yes, as long as the dependent care expenses are being incurred to allow you or your spouse, to work, look for work, or attend school full-time.

No. Overnight camps or day camps that include an overnight stay are not eligible for reimbursement.

Yes. As long as the late fee was incurred to allow you or your spouse, to work, look for work, or attend school full-time.

You must submit a claim for the dates of services in which the dependent care expenses were incurred. Claims cannot be submitted for services that have not yet been received.

If you meet the other requirements to claim the child and dependent care credit, but are missing the social security number or other taxpayer identifying number of a provider, you can still claim the credit by demonstrating “due diligence” in attempting to secure this information.

Eligible childcare providers must provide you with their Social Security Number (SSN) or Tax Identification Number (TIN).

Funds that are not claimed by the end of the run-out period will be forfeited and are applied to the cost of administering the plan. There is no FSA Rollover provision.

No.

Yes, but only if you receive reimbursement via check. Claim reimbursements issued by check will not be paid unless requests submitted collectively exceed $10.

Maybe. Your DCAP plan election cannot be changed unless you experience a Qualifying Mid-Year Change-in-Status Event.

Yes, but your DCAP plan election amount cannot collectively exceed the contribution limits of $5,000 if filing jointly or $2,500 if filing separately.

Yes

Elections for the plan year are irrevocable unless you experience an Internal Revenue Code Section 125 Qualifying Mid-Year Change-in-Status Event.

Yes

You cannot claim the same expenses under the Dependent Care Assistance Plan (DCAP) as a Dependent Care Tax Credit (DCTC) on your tax return.

You can select one of the Blue Shield plans for your medical benefit when you experience a Qualifying Event or during the annual open enrollment period.

You can download a copy of your EOC by visiting the Benefits Plan Documents webpage or you can all your dedicated Blue Shield Member Service team at (855) 256-9404 to request a hard copy be mailed to you.

Call your dedicated Blue Shield member services team at (855) 256-9404. They can assist you with any questions you have regarding claims or bills for service.

You can log on to your account on Blue Shield of California and print a new ID card or call your dedicated Blue Shield member services team at (855) 256-9404 to order a replacement card.

Grandchildren are not considered to be a qualified dependent under the Blue Shield plans and cannot be enrolled for coverage. The only exception to this is if you have court appointed legal custody. Dependents for which you have legal custody are eligible for coverage until they reach the age of 18.

Yes, you can self-refer to an OB/GYN, within your medical group, at any time during the year, for any OB/GYN related services. You do not need a referral and you will not have to pay an additional copay.

You can access Level 2 benefits through self-referral to a Blue Shield PPO physician. Level 2 services cover physician office visits and those procedures that would normally occur in the office during that visit. Level 2 benefits may not be used for services such as outpatient surgery, lab work, x-rays or hospitalizations.

Chiropractic care is only a covered benefit for the Shield PPO and Shield Needles PPO plans, however Blue Shield offers discounted services through their Alternative Care Discount Program. For more information and details, please visit Blueshield California or call your dedicated Blue Shield Member Service team at (855) 256-9404.

An “Initial Certification” is required under the Blue Shield Plans. Coverage for that dependent will continue subject to the Initial Certification and any subsequent annual certifications.
Two criteria are required:

  • The disabled dependent over the age of 26 must be chiefly dependent upon the subscriber for support and maintenance
  • The Subscriber must submit a written certification from the personal physician of the disabled dependent that certifies the disabling condition
    Proof of continuing disability and dependency must be provided as requested by the plan. If you have questions regarding a dependent with a disability that is over the age of 26, please call your dedicated Blue Shield member services at (855) 256-9404.

It’s easy to access the Blue Shield drug formulary to see if your medication is in the list of preferred prescription drugs. Pharmacy for the drug database and formulary selection can be found on the Blue Shield website at Blueshield California.
If you don’t have access to the Internet or need help, simply contact your dedicated Blue Shield member services team at (855) 256-9404 for personal assistance or to request a copy of our formulary.

Mail order prescriptions are completely voluntary with Blue Shield.

If you do not select a personal physician at the time you enroll, Blue Shield will automatically assign a personal physician to you and your enrolled family members based on your home address. You can change your personal physician by calling your dedicated Blue Shield member services team at (855) 256-9404.

Yes, it is likely that this treatment will now need to be authorized as a member of the County’s Blue Shield plan. Inform your personal physician know that your plan coverage has changed to the County’s Blue Shield plan to ensure your services are properly authorized.
For more questions about prior authorization or to initiate a new authorization, simply call your dedicated Blue Shield member services team at (855) 256-9404.

If you are in the middle of receiving treatment for a medical condition under your prior plan coverage, please call Blue Shield at (855) 256-9404 and ask for assistance with transition of care. Blue Shield will assign you a case manager to guide and assist with your specific transition of care needs.

Yes, if your personal physician is in the Blue Shield network you can keep your same doctor.

Loma Linda University Health (LLUH) is part of both the Blue Shield HMO and PPO networks. LLUH includes access to Loma Linda medical centers, urgent cares, and primary care providers. For more information on Loma Linda providers, you may contact Blue Shield member services at (855) 256-9404.

You can call Blue Shield Member Services at (855) 256-9404 or use the provider search tool located on Blue Shield’s website at Blueshield California.
Please note that during open enrollment, you will need to provide the nine digit provider number and the associated nine digit medical group number for your selected physician and medical group. Mid-year provider changes, for existing members, should not be made at open enrollment. To make these changes, please call Blue Shield member services.

Subscriber ID cards should be sent to the mailing address on file for you within two weeks of enrollment.

In order to be eligible to enroll in the Blue Shield 65 Plus (HMO) plan, you must live within the 65 Plus HMO plan service area. To find a listing of the ZIP codes in this service area, please refer to the Blue Shield 65+ (HMO) plan Benefit Summary or Evidence of Coverage (EOC).

It’s easy to find a provider using Blue Shield’s website, just click on the link below for step by step instructions or contact your dedicated Blue Shield Member Services team at (800) 642-6155 or TTY (866) 216-9926 for personal assistance. They are available from 7 a.m. to 7 p.m., Monday through Friday.
Non-Medicare
Medicare

Blue Shield’s Drug Formulary is a list of our preferred prescription drugs. It’s best to check it in advance, since our list may differ from your former health plan’s formulary. Just go to blueshieldca.com and click on Pharmacy to access our drug database and formulary selection.
If you have new prescription, talk with your Doctor about your options for generic, brand, and non-formulary options that Blue Shield has to offer.
If you have an existing prescription, you can visit the website at blueshieldca.com/pharmacy to see if your medication is in the list of preferred prescription drugs or you may also call your dedicated Blue Shield Member Services team for Medicare plans assistance at (800) 776-4466.

If you’re currently receiving care for a medical condition from a provider that’s not in the Blue Shield network– including acute and serious chronic conditions, planned surgeries, and terminal illnesses – Blue Shield will arrange for continuation of your care during the health plan transition to Blue Shield of California. Continuation of care allows you to continue to see your current non-network provider during the course of your treatment while still receiving the network level of benefits.
For more questions about prior authorization or to initiate authorization, simply call your dedicated Blue Shield Member Service team for Medicare plans at (800) 776-4466.

You may contact Blue Shield directly at Toll Free Customer Service for Medicare plans by calling (800) 776-4466.

Member Services team at (855) 256-6404 or TTY (866) 216-9926 for personal assistance. If you don’t select a Personal Physician at the time of enrollment, Blue Shield will automatically assign a Personal Physician to you and your enrolled family members. You can change your Personal Physician by calling Blue Shield Member Services. They are available from 7 a.m. to 7 p.m., Monday through Friday.
Non-Medicare
Medicare

Blue Shield’s Drug Formulary is a list of our preferred prescription drugs. It’s best to check it in advance, since our list may differ from your former health plan’s formulary. Go to blueshieldca.com and click on Pharmacy to access our drug database and formulary selection.
If you have new prescription, talk with your Doctor about your options for generic, brand, and non-formulary options that Blue Shield has to offer.
If you have an existing prescription, you can visit the website at blueshieldca.com/pharmacy to see if your medication is in the list of preferred prescription drugs or you may also call your dedicated Blue Shield Member Services team for Non-Medicare plans assistance at (855) 256-9404.

If you’re currently receiving care for a medical condition from a provider that’s not in the Blue Shield network– including acute and serious chronic conditions, planned surgeries, and terminal illnesses – Blue Shield will arrange for continuation of your care during the health plan transition to Blue Shield of California. Continuation of care allows you to continue to see your current non-network provider during the course of your treatment while still receiving the network level of benefits.
For more information, call Blue Shield Member Services at (855) 256-9404 or TTY (866) 216-9926 for personal assistance. They are available from 7 a.m. to 7 p.m., Monday through Friday.

You may contact Blue Shield directly at Toll Free Customer Service for Non-Medicare plans by calling (855) 256-9404.

A search of DeltaCare USA DHMO or Delta Dental DPPO providers can be conducted on Delta Dental’s website.

If you were unable to locate your provider on either the Delta Dental or County websites, you may submit a provider request form or contact Delta Dental customer service at (855) 244-7323 to request that your provider is contacted by Delta Dental to inquire if they would like to join the Delta Dental provider network.

To assist members in selecting whether the DHMO or DPPO plan best meets you or your dependents dental needs, Delta Dental created a dental plan comparison video. Another useful tool, is the dental plan comparison chart in the Employee Benefits Guide provided by the County’s Employee Benefits.

If you do not select a dental provider at the time you enroll in DeltaCare USA (DHMO) Plan, Delta will automatically assign you and your enrolled dependents to a dental provider. If this occurs, you can change your dental provider by contacting Delta’s Customer Service Line at (855) 244-7323.

Delta Dental dentists will handle all claims and paperwork for you. However, if you visit a non-Delta Dental dentist, you may need to file the claim yourself. If you do need to file a claim form, then please go to the following Delta Dental web page to find out more information on how to file a dental claim: Delta Dental.

You can email PerkSpot at cs@perkspot.com or call PerkSpot at 866-606-6057.

Most discounts are redeemable online only with use of an offer code or special link available through PerkSpot. If a discount is redeemable in-store, it will be clearly stated in the offer details. Please read the full offer details and restrictions carefully, they will provide the necessary information on how to take advantage of a specific discount.

Try searching for the discount by category. Still can’t find what you are looking for? The search feature can be found on tablet and desktop devices in the top right corner labeled “Find a great deal”. On smaller devices such as smart phones the search box can be found by expanding the main menu at the top of the page.

PerkSpot does not, for most discounts, directly handle any payment processing or shipping of products. If you have any questions regarding a recent payment or the shipping of a product you recently bought, you will need to contact the store or merchant directly.
If you paid for a product directly on PerkSpot and have a question please email PerkSpot at cs@perkspot.com or call PerkSpot at 866-606-6057.

Simply fill out the “Suggest a Merchant” from. A Link to this form is located in the top right coroner of your home screen. PerkSpot will review your suggestion and reach out to the merchant.

As your one-stop-shop for discounts, PerkSpot aims to provide as much value to our users as possible. Because of this, you will occasionally see discounts that are not exclusive to PerkSpot. This can include discounts that are limited time, from stores that normally do not offer discounts or simply a great deal we think is worth knowing about.

Your email subscription preferences can be updated at any time from the “My Account” link. Simply check or uncheck the box next to “Keep me informed on new offers” to either subscribe or unsubscribe from all PerkSpot emails.

Health Care Reform & Public Insurance Marketplace

The Employee Benefits and Services Division (EBSD) has developed a list of Frequently Asked Questions (FAQs) to provide County of San Bernardino employees and retirees with helpful information regarding the Patient Protection and Affordable Care Act also known as Health Care Reform. As more guidance is provided to employers, EBSD will update this webpage.
If you have a question regarding Health Care Reform, please email the Employee Benefits and Services Division at ebsd@hr.sbcounty.gov or call us at 909.387.5787.

If you swipe your card for an expense that is ineligible for reimbursement, the transaction will be declined and you will be required to pay for the item with another form of payment.

Depending on your household size and income, you may be eligible for assistance. You may receive tax credits, cost-sharing subsidies or Medi-Cal assistance. If you already have affordable insurance from your employer or a government program, you may not be eligible for these cost-saving programs.

A Minimum Value Plan is a plan that covers at least 60% of the total costs of benefits. The County’s health insurance plans meet the Minimum Value coverage standard.

Medical coverage is affordable if your cost for Employee Only coverage does not exceed 9.5% of your income. Although family coverage might require a larger employee premium, affordability is based on the cost of Employee Only coverage.

The cost of a health plan with the Marketplace will depend on the following:

  • Your household income
  • The level of coverage you need for you and/or your family
  • If you have health insurance from an employer or another government program
  • The plan you chose should you and/or your family enroll in a Marketplace plan

These same factors may also determine whether you are eligible to receive a subsidy to help you pay for coverage.

Health Care Reform requires that the states either set up their own marketplace to offer health insurance or have one set up by the federal government. Marketplaces will provide a place where you can compare health plans and buy health insurance. California chose to set up its own Marketplace called Covered California.
Covered California is the State of California’s Marketplace where legal residents of California can buy affordable, high-quality health coverage. Covered California will conduct an Open Enrollment from October 2013 through March 2014, with coverage effective as early as January 2014.
If you are a resident of Arizona, you can find information for your state on the Arizona Department of Insurance website.
If you are a resident of Nevada, you can find information for your state at the Nevada Health Link website.

If you do not select a dental provider at the time you enroll in the DeltaCare USA (DHMO) Plan, Delta Dental will automatically assign you and your enrolled dependents to a dental provider based on your home address. If this occurs, you can change your dental provider by contacting Delta Dental’s Customer Service Line at (855) 244-7323 or log in to Delta Dental to locate and change to a provider of your choice.

A search of Delta Dental DPPO or DeltaCare USA (DHMO) providers can be conducted on Delta Dental’s website at Delta Dental or by contacting Member Services at (855) 244-7323. Once you are enrolled you may also register and sign in to locate dental providers, view benefits, and prior claims. If you are currently enrolled on the Delta Dental Plan, you are also able to change your primary care dentist.

For new members, the ID card will be mailed within 4-6 weeks of enrollment.

If you were unable to locate your provider on Delta Dental’s website, you may submit a Provider Request Form or contact Delta’s customer service at (855) 244-7323 to request that your provider is contacted by Delta Dental to inquire if they would like to join the Delta provider network.

For assistance contact your department’s IT support or ISD Help Desk at (909) 884-4884.

No, your DCAP claim reimbursement will be deposited into your balance account on file with EMACS.

Yes. Note: Receipts uploaded via the Participant Portal must be formatted in pdf, jpg, or gif.

You can view your account balance(s) via the FSA/DCAP Participant Portal or by contacting EBSD via email at hrfsadcap@hr.sbcounty.gov.

Register to use the portal by visiting Login/Register Page. Click “create your new username and password” and continue by following the instructions.

Password must consist six (6) characters, which includes one (1) of the following:

  • Uppercase letter
  • Lowercase letter
  • Number

The FSA/DCAP Participant Portal is a secure online web portal that allows participants to view and manage their FSA and DCAP account funds 24 hours a day, 7 days a week.

Cards will be mailed four (4) to six (6) weeks effective the date of your enrollment.

You can request a new card via the Participant Portal, by email at hrfsadcap@hr.sbcounty.gov or call the number on the back of your Benefit Card. There is a $10 card replacement fee for each new card requested. The fee will be automatically deducted from your FSA/DCAP account. If you have exhausted your FSA/DCAP funds, the fee will be deducted from your pay warrant.

If you swipe your card for an expense that is ineligible for reimbursement, the transaction will be declined and you will be required to pay for the item with another form of payment.

Your Benefit Card can be used at any eligible dependent care provider that provides dependent care services.

It works like a Visa® Card. At point of sale or service simply select the credit option on the bill payment machine and swipe your Benefit Card to pay for eligible dependent care expenses.

Call the toll-free number on the activation sticker on the front of your card and follow the instructions.

Yes

You will receive two (2) Benefit Cards. The Benefit Card can be used by you, your spouse or qualified dependent. Your cards can be used for three (3) plan years provided that you continue to elect and participate in the DCAP.

The Benefit Card is a Visa® Card that provides participants with a simple and quick way to access DCAP account funds to pay for eligible dependent care expenses.

Center for Employment Health & Wellness

Any County department or Board-Governed Special District employees. In addition, contracts may be established with other agencies or entities.

As the Occupational Medicine Clinic for the County, some of the services provided include:

  • Pre-placement medical examinations. New hires are required to have a pre-placement examination.
  • Medical care for employees that have a work related injury or illness. The Center provides acute medical care for employees that are injured on the job. Employees can come in on a walk-in basis on the day of sustaining an injury during clinics’ hours of operation, otherwise, an appointment should be scheduled by the employee’s department. Please bring in your completed Medical Service Order form which authorizes your medical care.
  • Special evaluations and services for employees that work in jobs that may expose them to chemicals or agents known to cause disease. These are called medical surveillance examinations and these may be completed annually or every two years. Examples are TB testing programs and commercial driver’s license examinations.
  • Evaluations for employees returning to work with job modifications/restrictions. Refer to your Memorandum of Understanding (MOU) and Exempt Compensation Plan.

Fitness-for-duty evaluations are performed when there is a question about the employee’s ability to work per your Memorandum of Understanding (MOU) and Exempt Compensation Plan.

No. All aspects of the pre-placement examination must be completed before medical clearance is given for employment.

Depending on all of the testing that is required, anywhere from 3 days to two weeks, on average, to receive the results of all testing.

Allow three hours for the examination process. Once the pre-placement examination is done, you will need to go to the laboratory for the urine drug test and to other testing facilities depending on what tests are required.

All pre-placement examinations involve completing a medical history questionnaire and having a physical exam performed. Other testing such as blood work, treadmill, hearing test, vision testing, or lung testing is done based on the job that the individual will be doing.

Yes. If the time period from the individual’s last day worked for the County to the new start date exceeds 90 days. Also, if the individual is going from one job classification to another and the new job classification requires a higher level physical activity requirement, they must have a pre-placement physical examination, even if the time period from last day worked to start date does not exceed the 90 days.

New employees hired into the County or Board-Governed Special Districts are required to complete a pre-placement medical examination. Some volunteers may also be required to have a pre-placement examination.

The department would schedule an appointment at the Center for the employee. The employee would need to bring their medical note to the appointment that indicates their work restrictions/limitations. The Center then advises the department of the employees’ work status and a determination would be made by the department if they could accommodate the employee’s restrictions/limitations. The department’s Human Resources Officer may assist in this process.

Classification

A change in a position must be substantial to justify reclassification to a position within a higher salary range. Therefore, not all audits result in reclassification. If you are notified that your position is properly classified and you would like a more detailed explanation, the analyst who conducted the job audit is available to discuss the decision.

Technical title changes generally do not have an impact on incumbents where there has been no substantial change in the relevant duties or job requirements.

If your position is upgraded, you are not automatically promoted. First, the Board of Supervisors must approve a recommendation from Human Resources to reclassify your position. If the Board approves the reclassification, you must participate in an examination and appointment process unless the Civil Service Commission waives the examination. A waiver of examination is appropriate if you have been in the position performing the higher-level duties of the new class for the length of the established probationary period. Human Resources will coordinate the waiver process.

Human Resources does not approve submitted requests, but will conduct a review/study, which may result in a recommendation to the Board of Supervisors’ for their approval. If the outcome of a review/study requires Board of Supervisors’ approval, Human Resources will ensure the recommendation is included on the next appropriate Board Agenda Item.

When a job audit is conducted, the supervisor of the position is contacted first and ultimately an appointment is scheduled between the analyst and the incumbent. Most audits take about an hour and should be scheduled at a time that is convenient for you. You and your supervisor should identify a private office in which the interview can be held. If you forget to mention something in the interview, you can call or e-mail additional information directly to the analyst or supervisor. Some audits may be conducted by telephone.

Job audits involve interviews with both the incumbent and the supervisor of a position. These interviews give Human Resources a detailed description and a broad overview of the position being audited. Job audits are conducted to evaluate the duties that constitute the position, not the performance or qualifications of the incumbent.

The classification of positions is based on analysis of the duties performed, responsibilities, supervision received or exercised, organizational structure, and qualifications necessary to perform those duties. A class may include one or more positions.

Classification is the process used to categorize jobs by representation unit, series, class, and salary range according to similarities and differences in duties, responsibilities, and minimum requirements. Positions are classified in an effort to provide fair and consistent treatment of employees in terms of responsibility and pay. Human Resources also helps in designing organizational structures and recruiting for County departments.

Employment

If our current job openings do not include jobs that you are interested in at this time, you may complete an online job interest card and you will be notified by email when the jobs open for recruitment. There are two ways to sign up for job notifications – either by specific job titles or by job category.

Human Resources cannot reset your password. You must follow the online instructions for resetting your password or contact NEOGOV at (855) 524-5627.

We realize that finding the right job is not easy. You may have additional questions or need other assistance. If you need help, please call 909.387.8304 and you will be directed to the appropriate staff member. You may also contact us via e-mail at employment@hr.sbcounty.gov or visit our office in San Bernardino (7:30 a.m. – 5:00 p.m., Monday through Friday).

View the current job postings on the Current Job Openings page. New postings are added at least once per week. These postings are issued when there are current or expected future job vacancies. Postings contain important information such as minimum job requirements, examination process and application procedures. Some jobs are open for “continuous” recruitment without a specified closing date; however, they are subject to closure at any time. Others are open for a limited time period with a definite closing date and time after which applications will not be accepted. Once you find a position of interest, click on the “Apply” link. Create an account, if you haven’t already done so, and submit your application following the step-by-step process. Applications must be filled out completely and clearly demonstrate that the minimum requirements are met. Applications are only accepted during the recruitment period indicated in the posting. A separate application must be submitted for each position. Résumés are not accepted in lieu of the County application.

Eligible veterans and their spouse or widow(er) who are not current County employees may be awarded additional Veteran’s Preference points. To claim Veterans Preference, you must indicate your request on the application. Unless already on file with Human Resources, all documentation must be submitted by the recruitment filing deadline. For additional information, please refer to the Veteran’s Preference Policy.

Veteran’s preference points will be awarded based on the following criteria:

    • Veteran – Five (5) points:Copy of DD214 or V.A. letter required
    • Spouse of a disabled veteran – Five (5) points: Copy of spouse’s DD214 and evidence of disability (i.e., V.A. letter indicating percentage of disability) required
    • Widow(er) of a veteran – Five (5) points: Copy of DD1300 required
    • Disabled veteran – Ten (10) points: Copy of DD214 and evidence of disability (i.e., V.A. letter indicating percentage of disability) required

It is important that you indicate your location preferences on the application. As vacancies occur in different locations, the names of qualified applicants are referred to the hiring departments.

There is a six (6) month waiting period to re-apply for the same job (title and level.

For most jobs, we accept and encourage online applications. This improves processing time and is easier for hiring departments to review. The job posting includes specific requirements and instructions. Read the posting carefully and only apply for positions in which you meet the minimum requirements.

Information about your experience, including employment dates and hours worked per week, must be provided. Résumés are not accepted as a substitute for a fully completed application form. Do not use statements such as “see/refer to résumé” or “see attached” on the application. Keep a copy of your application for reference as Human Resources is unable to provide photocopies.

Be Honest and Truthful: Misrepresentation or falsification of information on an application or any verification documents is grounds for disqualification and/or termination of employment. The County reserves the right to investigate the accuracy of any information submitted. This may involve contacting educational institutions, former employers, and law enforcement agencies.

Upon submission of the online application, you will see a confirmation message and receive an e-mail confirmation shortly thereafter.

View our List of Current Openings. Once you find a position of interest, click on the “Apply” option located to the right of the job title. You will create an account that must include a unique username and password. Once you have created your account and logged in, follow the step by step application process. This application can be saved and used to apply for more than one job opening. Note: Each applicant must use his/her own e-mail address when setting up an account. Only one account per applicant is allowed. Do not share your username and password with anyone. If you need assistance updating your existing account, complete and submit the Change of Information Request.

Applicants are encouraged to submit applications online. Kiosks are available at the Human Resources office, which is open Monday through Friday from 7:30 a.m. to 5:00 p.m. Paper applications may also be obtained at the office. Résumés will not be accepted in lieu of the County application, but may be attached to a completed application. Note: There is a six (6) month waiting period to re-apply for the same job posting (title and level).

Keep HR updated on any changes to your contact information so that you do not miss out on any opportunities.  It is the sole responsibility of the applicant to immediately notify the Employment Division using the Change of Information Form and click SUBMIT in the lower right hand corner.

IMPORTANT:  Updating your contact information on your online applicant account will not update the information on applications already submitted, so be sure to submit your request for change of information as instructed above.

Candidate are placed in the eligible list for six months, unless otherwise indicated in the job posting or otherwise notified by Human Resources.  Candidates may be removed from the Eligible List before the six-month timeframe for reasons including, but not limited to:  hired into the classification or a higher classification, declined a job offer, failed to appear for an interview, waived three interviews, or County has been unable to reach the candidate with the contact information provided.

Tip:  Make sure Human Resources has updated contact information and if you are unable to make it to a scheduled interview, be sure to call us and cancel. 

County Human Resources is responsible for recruiting to establish lists of eligible candidates to fill vacant positions in all County departments.  Recruitments may be posted (www.sbcounty.gov/jobs) with a specific filing deadline or on a continuous basis as needed to fill vacancies.

  • Applications are received and screened for minimum qualifications by Human Resources Analysts.
  • Candidates who meet the minimum qualifications are advanced and invited to participate in the testing process; candidates who do not meet the minimum requirements will be notified and will not advance.
  • Candidates successful in the testing process are placed on a ranked eligible list based on their test scores and notified of their list placement.  Those who are not successful will also be notified of their results.
  • As vacancies occur, Human Resources will certify lists of top candidates from the eligible list and refer to the hiring department to conduct interviews.
  • The hiring department will select candidates to interview and make a conditional job offer.
  • Candidates who receive a job offer must pass a background investigation and pre-employment physical prior to appointment.
  • Notifications are sent according to your selected notification preference (email) on your application. Applicants will receive one of three types of notifications:
    • Ineligibility (did not meet minimum requirements)
    • Not successful in the examination process
    • Achieved a passing score and placed on the eligible list
  • Applicants successful in the examination process, shall be placed in one of the six following bands:
    • Band 1: 95-100
    • Band 2: 90-94
    • Band 3: 85-89
    • Band 4: 80-84
    • Band 5: 75-79
    • Band 6: 70-74

Individuals with disabilities who require accommodations in the testing process must submit the Special Testing Accommodations Request form within one week of the recruitment filing deadline or prior to taking a test, whichever is sooner.

For questions, contact 909.387.8304 or the California Relay Service: 711 (for TTY users).

Make-up requests for a missed scheduled examination will only be granted in cases where it is legally mandated (i.e., military service), the candidate is fulfilling a civic duty (i.e., jury duty), or is on official San Bernardino County business.  A Make-Up Examination Request form  must be submitted to Human Resources within 7 working days of the missed examination.

Note: A request will not be approved if the scheduled exam was missed due to a vacation.

 

You may prepare  by carefully reviewing the job announcement, particularly the section describing the examination process and areas that will be assessed.  Test/skills related reference materials may be available online or at your public library.

Note: The County does not provide study guides for the written examination 

  • In order to be referred to hiring departments, you must participate and be successful in the established examination process. The examination process may include the following steps:
  1. Submitting a completed County application
  2. Meeting minimum job requirements
    • Achieving a competitive score on one or more of the following:
      A written examination of technical knowledge, skills, and abilities
    • An oral examination
    • A performance examination (i.e., typing, equipment operation, agility/physical fitness)
    • An evaluation of application materials for measurement of education, experience and training
  • Applicants reporting for testing must show government issued personal identification such as a driver’s license, state ID card, military ID card, etc. Your examination notice will include the date, time and location of your scheduled exam. If you have not received an examination notice a week prior to the exam date indicated on the job posting, contact us at 909.387.8304. For a map and directions to our test centers, visit the Testing Location

Equal Employment Opportunity

A retaliation complaint is having a negative impact enforced upon you once you’ve filed an EEO complaint or taken part in an EEO complaint as a witness.

Harassment occurs in many forms. In general, it is unwelcome, unwanted and repeated behavior based upon race, age, national origin, disability, religion, or any other protected class which is abusive, humiliating or threatening. Sexual harassment is a form of harassment involving visual, physical and verbal behavior of a sexual nature.

Unfortunately, no. Due to confidentiality requirements, we are unable to provide a copy of the reports.

There are employment practices that you feel may be unfair but are not illegal. Unless you have information that supports your belief that you have been discriminated against with respect to a basis provided in federal, state, and County EEO law, the EEO Office may not be able to substantiate your complaint. However, a representative from the EEO Office can discuss your concerns with you and may refer you to other County resources.

No, normally you may come in on county time. However, you must make an appointment first, and you must notify your supervisor. An appointment may also be made during a lunch period or before/after normal work hours.

Some departments conduct their own EEO investigations or they can be referred to our office, DFEH or EEOC. This is based on the preference of the complainant. We are neutral fact-finders. We are not for the complainant or for the County department involved. We are for the law.

Our investigator reviews your complaint form, interviews you, the person(s) you allege have discriminated against you, and witnesses you have identified. All written documents are reviewed. The information gathered during the investigation is evaluated with compliance with federal, state and County EEO law to determine if discrimination has occurred.

The EEO Office conducts all investigations in as confidential of a manner as possible. However, legal procedures may require disclosure of certain information.

You may contact EEO to arrange an appointment or you may ask that a complaint form be sent to you.

Contact your supervisor and/or human resources officer to schedule an Interactive Process (IAP) appointment to discuss a possible accommodation.

Under the provisions of the Americans with Disabilities Act, the County will explore reasonable accommodations to your disability throughout the selection process and in the workplace. If you need an accommodation, you should submit a Special Testing Accommodations Request [pdf].

Office of Compliance & Ethics

For assistance, contact the County’s Equal Employment Opportunity (EEO) Office at 909.387.5584. Complaints may also be filed with the California Department of Fair Employment and Housing (DFEH) and the Equal Employment Opportunity Commission (EEOC).

A trained specialist will answer your call, listen to your concerns, and follow up with clarifying questions. At the end of the call, you will receive a unique reference number and a date to call and follow up on the report, if you choose to do so. Your report will be forwarded to the Office of Compliance and Ethics for review and, if necessary, investigation. The appropriate County department and Human Resources may also be involved in the review and/or investigative process.

In the event you notice a County employee or official straying from the County’s commitment to ethical conduct, contact the Helpline or the Office of Compliance and Ethics. Misconduct includes, but is not limited to, criminal conduct, illegal activity, theft, fraud, discrimination, confidentiality breach, misuse or misappropriation of resources, conflict of interest, and retaliation/harassment.

Yes, you can remain anonymous. The Helpline is a toll-free communications line operated by a third party and is not connected to the County’s phone system. It allows you to report and discuss concerns with an independent specialist who does not work for the County. Calls are not recorded and you may choose to remain anonymous.

File a complaint or report a concern using one of the following options:

Send your complaint in writing to:
Office of Compliance and Ethics
157 W. Fifth Street, 1st Floor
San Bernardino, CA 92415-0440

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