Status Qualifier Code (SQC)

The SQC is used to explain why an employee's out-of-compliance condition is justified. Only certain specified situations allow an employee to be out-of-compliant. Utilization of a Status Qualifier Code will prevent an employee from appearing on the BELI Out of Compliance report. Enter an applicable SQC on the EPER screen.

SQC Qualified
Categories
Qualifying Condition

20

Average Appointment
Percent Employee
An academic year appointment (July 1 through June 30 with different levels of percent time (greater than zero) in each quarter should be treated as a variable time appointment and welfare benefits eligibility based on the average percent time for the total year's appointment. Averaging the appointment does not affect UCRP eligibility. If the appointment is made for two or more years, each year (July 1 through June 30) should be averaged individually with benefits for the year based on the average for that year. The processor should assign a BELI consistent with the average level of the appointment for the academic year. (July 1 through June 30). If the employment commitment is quarter-by-quarter, the initial appointment for the fall quarter must be evaluated separately with additional appointments.

30

Extended Sick
Leave Recipient
While on extended sick leave (80% of regular pay) for a work-related disability covered by Workers Compensation, an employee may continue benefits up to the six-month maximum period for extended sick leave. If 80% of the normal pay status results in the 12-month average time reporting to fall below 17.5 hours per week, the status code of 30 should be assigned. It should be deleted at the end of six months or when the employee's 12-month average time reporting returns to 17.5 hours per week or more  whichever is earlier. Note: Continued benefits for both extended sick leave and special rehabilitation cannot exceed a combined total period of six months.

40

Employee
Rehabilitation
Campus and laboratory officials may approve continuation of benefits during a period of formally approved rehabilitation for up to six months. This code should be assigned at the beginning of the rehabilitation period and deleted at the end of the period. In this context, rehabilitation refers to an employee who has returned to work part-time at the University as part of a formally approved plan and whose time worked is such that benefits would otherwise be lost during the rehabilitation attempt. For example, the approved plan might consist of one month at 25% time, two months at 40% and subsequent periods at greater than 43.75% until normal schedule resumes. To avoid loss of benefits if the approved plan causes the 12-month average time reporting to fall below 17.5 hours per week, the status code of 40 should be assigned. Note: Continued benefits for both extended sick leave and special rehabilitation cannot exceed a combined total period of six months.

60

Seasonal
Employee
Individuals who work seasonally each year for less than three months (e.g. agricultural workers) may be excluded from Core benefits. Seasonal employees typically are hired around the same time each year on a temporary basis. The seasonal employee category does not apply to someone who has a series of short-term appointments, with or without breaks in service, during the year. Status code 60 should be assigned in addition to the BELI code. The special status code should be deleted if the employee transfers to a non-seasonal position.

90

Sabbatical/Leave for
Professional Renewal
Faculty or staff enrolled in medical, dental, optical and/or University-paid Career or Core life insurance who go on sabbatical leave or leave for professional renewal at reduced pay may continue the coverage for up to 24 months so long as each month's paycheck cover any required deductions. For dental, optical and University-paid Career life insurance, earnings during the leave also must be covered compensation for retirement plan purposes.
If the reduced pay status will cause the 12-month average to fall below 17.5 hours per week, status code 90 should be assigned at the beginning of the period and deleted at the end of the period or at the end of 24 months from the date the leave originally began, whichever is earlier.