Employee Benefits Handbook

Transcription

1 Moreland School District March 2011 Employee Benefits Handbook

2 Page 2

3 Table of Contents Introduction... 4 Eligibility/Open Enrollment... 5 Domestic Partner Eligibility... 5 Health Insurance Portability and Accountability Act Privacy Notice... 5 Medicare Part D Certificate of Credible Coverage... 6 Medical Benefits... 6 Dental Benefits... 8 Vision Benefits... 9 Life Insurance... 9 Health Benefits Monthly Payroll Deductions...10 Retiree Benefits Information...11 Section Voluntary Benefits...11 Tax Sheltered Annuity and Deferred Compensation Options...12 Family and Medical Leave Act and California Family Rights Act...13 Paid Family Leave Insurance Program (Classified Employees Only)...14 COBRA Notification for Medical/Dental/Vision Coverage...15 Workers Compensation...15 CalSTRS...16 CalPERS...16 Credit Union...16 Page 3

4 Welcome to Moreland At Moreland School District, we participate in the development of our future and our community through educating children. It is the most worthwhile and valuable activity that we do. By teaching children how to think critically, we prepare them for choices they will make now and for the rest of their lives. The District provides a comprehensive package of benefits to protect you and your family against the cost of injury or illness and to help you prepare for a secure financial future. Whether you teach in the classroom or on the field, work in administration, maintenance or school transportation, your benefit choices are personal decisions that you should carefully consider. Take the time to review all the materials included in your packet to ensure you understand your options and how to make the most of your benefits provided through the District. Page 4

5 Eligibility/Open Enrollment Certificated, Classified, Confidential and Management Employees are eligible for benefits the first of the month following the date of hire. Employees working at least 4 hours per day or 20 hours per week receive an annual District contribution toward medical, dental, and vision benefits. The District contribution varies and is based on job classification and hours worked. Please see a benefits representative to determine your contribution amount. Benefit rates and contributions by the District and employee are posted on the website: The District s open enrollment period is in the fall (generally in September and October). Open enrollment is an opportunity to change your health plan, add and/or drop dependents, or enroll in medical and/or vision benefits, if eligible. Changes made during open enrollment will take effect January 1 following the open enrollment period. Under the Delta Dental and Vision Service Plan contracts, you and your eligible dependents must be enrolled when you first become eligible to participate in the plan. If you or your eligible dependents waive dental coverage through the District, you may be eligible to participate in the plan only if you have a qualifying event (change in life status). A change in life status includes marriage, death, divorce, legal separation, loss of coverage from another employer, or the addition of a family member due to birth, adoption or legal guardianship. Newborn children may be added from birth until age four. Employees have only 31 days after an event to make a change in status. Because the dental and vision plan is a non-voluntary plan (everyone is enrolled unless they decline), there is no open enrollment period for this program. New hires must sign up when hired as they cannot sign up at a later time. Domestic Partner Eligibility Under California law, effective January 1, 2005, group health plans must provide registered domestic partners with coverage that is equal to coverage provided to spouses. Domestic partnership is permitted between two adults of the same sex or between two persons of the opposite sex if one or both is over age 62 (and the over 62 partner meets eligibility requirements for Social Security or Supplemental Security benefits). Domestic Partners must be at least age 18, share a residence, not be married or a member of another domestic partnership, and must not be related by blood in a way that would otherwise prevent them from being married in California. To be eligible for coverage, a domestic partner affidavit from the California Secretary of State must be presented for verification. For more information covering domestic partnerships, please visit the Secretary of State Domestic Partners Registry website at You can request a Domestic Partner affidavit from the District Office. The Patient Protection and Affordable Care Act (Act), as amended by the Health Care and Education Affordability Reconciliation Act of 2010, extends dependent coverage up to the age of 26. Children of CalPERS health benefits, Delta Dental and Vision Service Plan subscribers are eligible for dependent coverage up to the age of 26 effective January 1, Children are eligible even if they are married, do not live with the subscriber, and regardless of student status. They must be enrolled/re-enrolled during this year s Open Enrollment, and you will need to provide the child s social security number and birth certificate. Health Insurance Portability and Accountability Act (HIPAA) Privacy Notice HIPAA regulations require that all employees be notified of their rights regarding privacy practices of Protected Health Information (PHI). Moreland is committed to protecting your personal health information. Any and all files that might contain information are secured and protected. For a complete disclosure of your rights under the HIPAA laws, you may check the Moreland website at Page 5

6 Medicare Part D Certificate of Credible Coverage If you or your spouse is 65 or older, coverage under a Medicare Part D plan is now a requirement, as a major component of the Medicare Modernization Act of Kaiser and Blue Cross both offer prescription drug benefits at a very reasonable cost. Opting for a government plan or plan outside of the District s medical insurance carriers could jeopardize the prescription coverage employees already have through our carriers. Because the existing coverage is on average comparable to standard Medicare prescription drug coverage, employees can keep this coverage and not pay extra if deciding later to enroll in Medicare coverage elsewhere. If you do decide to enroll in a Medicare prescription drug plan and drop your District plan, be aware that you may not be able to get this coverage back. Prescription drug coverage is a part of the total health insurance plan offered by the District and cannot be purchased separately. For more information about your options under Medicare prescription drug coverage visit or call MEDICARE. Medical Benefits Medical benefits give you the power to live a healthier life. They are designed to help maintain wellness and protect you and your dependents from major financial hardship in the event of illness or injury. Health coverage is effective January 1 st through December 31 st of each year. The District participates in the CALPERS health plan. Depending on where you reside or work, you will have one or more of the following Basic Health Plan options: Health Maintenance Organization (HMO) Basic Health Plans Kaiser Permanente Blue Shield Net Value Blue Shield Access+ HMO s offer members a range of health benefits, including preventative care. The HMO will give you a list of doctors from which you select a primary care provider (PCP). Your PCP coordinates all your care, including referrals to specialists. Except for emergency and urgent care, if you obtain care outside the HMO s provider network without a referral from the health plan, you will be responsible for the total cost of services. Preferred Provider Organization (PPO) Basic Health Plans PERS Choice PERS Select PERS Care A PPO is similar to a traditional fee-for-service health plan, but you must use doctors in the PPO provider network or pay higher co-insurance (percentage of charges). Unlike an HMO, where a primary care physician directs all your care, a PPO allows you to select a primary care provider and specialists without referral. In these health plans, you must usually meet an annual deductible before some benefits apply. You are responsible for a certain co-insurance amount, and the health plan pays the balance up to the allowable amount. Except for emergency and urgent care, when you use a non-participating provider you are responsible for any charges above the amount allowed for preferred providers. For more details about specific health plans offered by CALPERS, please refer to the CALPERS Health Benefit Summary which you can get online at: viewtlcategory=action&pageid=searchcatalog&category_code=7 You can also reach CALPERS by phone at (888) Page 6

7 Medical Plan Highlights The following charts summarize benefits for each medical option. A full description of the medical benefits provided under each plan option (including limitations and exclusions) are provided in the evidence of coverage and disclosure documents provided by the carriers. Blue Blue Plan Features Kaiser Shield Shield PERS Select PERS Choice PERS Care Access+ NetValue HMO HMO PPO Non-PPO PPO Non-PPO PPO Non-PPO Calendar Year Deductible Individual N/A N/A N/A $500 $500 $500 $500 $500 $500 Family N/A N/A N/A $1,000 $1,000 $1,000 $1,000 $1,000 $1,000 Annual Out-of-Pocket Maximum Individual $1,500 $1,500 $1,500 $3,000 N/A $3,000 N/A $2,000 N/A Family $3,000 $3,000 $3,000 $6,000 N/A $6,000 N/A $4,000 N/A Lifetime Max N/A N/A N/A N/A N/A N/A N/A N/A N/A Hospital Admission Deductible N/A N/A N/A N/A N/A N/A N/A $250 $250 Inpatient No Charge No Charge No Charge 20-30% 40% 20% 40% 10% 40% Outpatient Facility Services $15 No Charge No Charge 20-30% 40% 20% 40% 10% 40% Outpatient Surgery $15 No Charge No Charge 20-30% 40% 20% 40% 10% 40% Emergency Room Emergency Room Deductible N/A N/A N/A $50 $50 $50 $50 $50 $50 Emerg. Svcs. - Emergency $50 $50 $50 20% 20% 20% 20% 10% 10% Emerg. Svcs. - Non-Emerg. $50 $50 $50 20% 40% 20% 40% 10% 40% Ambulance Services No Charge No Charge No Charge 20% 20% 20% 20% 20% 20% Physician Services Physician Office Visits $15 $15 $15 $20 40% $20 40% $20 40% In/Out-patient Hospital Care No Charge No Charge No Charge $20 40% $20 40% $20 40% Routine Physicals No Charge No Charge No Charge No Charge 40% No Charge 40% No Charge 40% Pregnancy and Maternity Care No Charge No Charge No Charge 20% 40% 20% 40% 20% 40% Well Baby Care No Charge No Charge No Charge No Charge 40% No Charge 40% No Charge 40% Surgery No Charge No Charge No Charge 20% 40% 20% 40% 20% 40% Prescription Drugs Deductible N/A N/A N/A N/A N/A N/A N/A N/A N/A Retail Pharmacy Gen.: $5, Generic: $5, Brand: $15, Generic: $5, Preferred: Generic: $5, Preferred: $15, Non-Preferred: $45 Brand: $15 Non-Formulary: $45 $15, Non-Preferred: $45 Retail Pharmacy - Maintenance Medications filled after 2nd fill N/A Generic: $10, Preferred: $25, Non-Preferred: $75 Mail Order Pharmacy Gen.: $10, Generic: $10, Brand: $25, Brand: $30 Non-Formulary: $75 Generic: $10, Preferred: $25, Non-Preferred: $75 Infertility Testing/Treatment 50% of Covered Charges Not Covered Chiropractic/Acupuncture (limited) Generic: $10, Brand: $25, Non-Formulary: $75 Not Covered Generic: $10, Preferred: $25, Non-Preferred: $75 Generic: $10, Preferred: $25, Non-Preferred: $75 20% 40% 20% 40% 20% 40% Page 7

8 Dental Benefits Dental coverage helps you and your family with the cost of maintaining good dental health and treating dental disease or injury. That s why the District offers you the Delta Dental PPO Delta s Preferred Provider Option. The program provides the maximum benefit when you visit a PPO dentist. PPO dentists are Delta dentists who have agreed to charge patients reduced fees. You may visit any dentist in the network and change dentists at any time. To use your PPO program, just call the dental office of your choice and make an appointment. If you choose a Delta Dental PPO dentist, you will receive all of the advantages of going to a Delta Dental dentist, and you may have a higher level of Benefits for certain services. If you go to a non-delta Dental Dentist, Delta Dental cannot assure you what percentage of the charged fee may be covered. Claims for services from non- Delta Dental dentists may be submitted to Delta Dental at P.O. Box , Sacramento, CA Under the Delta Dental contract, you and your eligible dependents must be enrolled when you first become eligible to participate in the plan. If you or your eligible dependents waive dental coverage that is paid by the District, you may become eligible to participate in the plan, at a later date, only if you have a change in life status. A change of life status includes marriage, death, divorce, legal separation, loss of coverage from another employer, or the addition of a family member due to birth, adoption or legal guardianship. Newborn children may be added from birth until age 4. Employees have only 31 days after an event to make a change in status. If enrollment does not occur within 30 days, enrollment can occur during the next annual open enrollment period within the year the event/ change took place. Because the dental and vision plan are a non-voluntary plans (everyone is enrolled unless they decline), there is no open enrollment period for this program. New hires must sign up when hired as they cannot sign up at a later time. If a spouse or dependent visits the dentist and there is any question as to coverage, they must give the social security number of the employee, in order for Delta to look up the information. Dental Plan Highlights To find a complete list of PPO network dental offices and Delta dentists, call (866) or go to the Delta Dental website at There is no waiting period for this plan. * ** Dental Services Diagnostic and Preventative Services Basic Services Crowns, Inlays, Onlays and Cast Restorations Prosthodontic Services Dental Accident Services Orthodontic Services Delta Dental's Co-Payment Your Co-Payment Calendar Year Maximum* % 30-0% $2,100 for each Enrollee if services are % 30-0% provided by a Delta Dental PPO dentist, % 30-0% $2,000 for each Enrollee if services are 50% 50% provided by other dentists 100% 0% $1,000 for each Enrollee** 50% 50% $1,000 (certificated, confidential, administrator), $500 (classified) lifetime max. for each eligible dependent child In-Network - (using Delta Dental PPO provider) $100 additional annual Maximum and claims paid at incentive level of member (exception: prosthodontics 50%). Out-of-Network - (using Delta Dental Premier provider) claims paid at each member's incentive level without additional $100 annual maximum (exception: prosthodontics 50%). This Benefit is separate from the other Benefits. Page 8

9 Vision Benefits The District offers vision coverage through Vision Service Plan (VSP). Your out-of-pocket costs generally are less if you use a VSP provider. VSP is offered on a non-voluntary enrollment basis. Eligible employees along with their dependents can enroll during the initial enrollment period (within 31 days of hire). There is no open enrollment for the vision program. The only exception would be for a qualifying event or family status change. Enrollment for qualifying events or family status changes should occur within 31 days of the event/change. If enrollment does not occur within 31 days, enrollment can occur during the next annual open enrollment period within the year the event/change took place. No ID cards required. No claim forms. Easy as 1, 2, Find a VSP network doctor at or call Make an appointment and tell the doctor you are a VSP member. 3. Your doctor and VSP will handle the rest. Vision Plan Highlights Plan Features VSP In-Network Out-of-Network Exam Every 12 mo./$5 co-pay $45 Prescription Glasses Lenses covered in full - single vision, lined bifocal and lined trifocal. Every 12 mo./$5 co-pay $45 / $65 / $85 Frame - Up to $120, plus 20% off any out-of-pocket costs Every 12 months $47 Or Contact Lens Care $120 allowance applies to cost of contacts and contact lens exam. Every 12 months $105 Extra Discounts and Savings Prescription Glasses - Up to 20% savings on lens extras such as scratch resistant and anti-reflective coatings and progressives 20% N/A 20% off additional prescription glasses and sunglasses from same eye doctor who provided your eye exam within last 12 months 20% N/A 15% off cost of contact lens exam (fitting and evaluation) 15% N/A * ** Every 12 months does not necessarily equate to a calendar year. Year is dependent on the month of initial appointment. Less any applicable co-payment. Life Insurance The District provides certificated and classified employees with $2,000 of life insurance through Boston Mutual Life Insurance Company at no charge if you enroll within 31 days of hire. In addition, American Fidelity Assurance Company offers a variety of products to enable you to select the best options for you and your family. The plans affordable premiums, require minimal health questions, and are portable when leaving your employment. Products include: Term Life (10 year, 20 year, 30 year), Permanent Life (whole life), Young Advantage Life (modified premium whole life) and permanent, portable life insurance. Page 9

10 Health Benefits Monthly Payroll Deductions Annual Premium Monthly Premium Administrator/ Confidential (1) Monthly Premium Certificated/ Classified (2) Kaiser (HMO) Kaiser Single $6, $ $70.79 Kaiser Two-Party $13, $1, $39.58 Kaiser Family $17, $1, $ Blue Shield (HMO) Blue Shield Single $8, $ $ Blue Shield Two-Party $16, $1, $ Blue Shield Family $21, $2, $ Blue Shield Net Value Single $6, $ $85.49 Blue Shield Net Value Two-Party $13, $1, $68.98 Blue Shield Net Value Family $18, $1, $ Blue Cross (PPO) Pers Choice Single $6, $ $64.08 Pers Choice Two-Party $13, $1, $26.16 Pers Choice Family $17, $1, $ Pers Select Single $5, $ $0.00 Pers Select Two-Party $11, $1, $0.00 Pers Select Family $15, $1, $0.00 Pers Care Single $10, $1, $ Pers Care Two-Party $21, $2, $ Pers Care Family $27, $2, $1, Delta Dental Health Plan $ Certificated/ $ Classified Payroll Deduction for Plan Year 2011 $ $0.00 Certificated/ $3.46 Classified Vision Service Plan $ $28.81 $0.00 Notes: (1) The District contributes up to $1,800 per year to medical, dental, and/or vision benefits for administrative and confidential employees. The Monthly Premium is based on the Annual Premium divided by 10 months. Employees do not pay for benefits in July and August but (2) instead pay for those months during the balance of the year. Page 10

11 Retiree Benefits Information Retirees are offered the opportunity to continue their existing medical, dental and vision coverage until the age of 65. This only applies to existing coverage at the time of separation from the District. The employee must have been on the plan for at least one year to be eligible to continue coverage. Medical may be continued past the age of 65. Employees, who are enrolled in a medical group plan, may continue coverage but must take over the entire cost of the premium. This is true for any classification of employee. It is important for anyone considering retirement to research the various medical plans available. The cost of premiums may be extremely different between group coverage and individual coverage. Compare plans and compare cost before making a final decision. Additional research should be done if planning an out of state move. If moving outside of a service area, the employee may not be eligible for coverage. Section Increase Your Take Home Pay Medical Premium Contribution Through a Section 125 plan, you can actually increase your take-home pay by paying for your medical, dental and vision benefits on a pre-tax basis. All employee contributions are handled in this manner if enrolled in this program. Flexible Spending Accounts The District offers a valuable opportunity for tax savings through two flexible savings accounts (FSAs) administered by American Fidelity: The Healthcare Spending Account The Dependent Care Spending Account Note: Domestic partners are not eligible for participation in the Section 125 program since Flexible Spending Accounts are governed by IRS regulations. This program does not continue automatically each plan year. Employees must re-enroll each year if they wish to continue in the program. Healthcare Spending Account You can deposit tax-free dollars of up to $2,400 per year to pay for eligible healthcare expenses. Examples include co-pays or co-insurance for healthcare and prescriptions, medical, dental, and vision expenses. This is a use it or lose it program. This means that by December 31st of each plan year, all funds credited to the account must be spent or employee will forfeit the remaining amount. If an employee terminates and still has a positive balance, the employee may elect to go on COBRA continuation for the remainder of the current year; however, the contribution amount will then be taken on an after tax basis. Dependent Care Spending Account You can deposit tax-free dollars of up to $5,000 per year to pay for eligible child / elder care expenses so you or your spouse can work or go to school full-time. With this plan, money must be in the account before submitting receipts for reimbursement. Voluntary Benefits The District Insurance Benefits Program is designed to offer competitive, affordable benefits that meet your needs. However, sometimes employees want additional protection. For those coverage needs, you may apply for coverage under voluntary benefits available through American Fidelity. Employees may sign up for Voluntary programs only during Open Enrollment. Life Insurance American Fidelity Assurance Company offers a variety of products to enable you to select the best options for you and your family. The plans have affordable premiums, require minimal health questions, and are portable when leaving your employment. Products include: Term Life (10 year, 20 year, 30 year), Permanent Life (whole life), Young Advantage Life (modified premium whole life) and permanent, portable life insurance. Page 11

12 Disability Insurance Protect your income from a disability occurring on or off the job due to: Accident, Injury, Sickness, Pregnancy, Mental or Nervous Disorders. Benefit amounts are based on monthly earnings. There are two different programs; one is for Certificated staff and the other is for Classified staff. Contact Patty Ivie in Benefits for more information. You pay the full cost of these benefits on an after-tax basis. In addition, because the benefits are individual policies, you may continue them if you change jobs or retire. Voluntary 457/403(b) Plans: Tax Sheltered Annuity and Deferred Compensation Options As an employee of a public school system, you are eligible to participate in a 403(b) and/or 457 retirement plan. Participation in these plans is voluntary and may be done at the employee s discretion. Review the following to understand the retirement plan savings options available to employees. 403(b) Tax Sheltered Annuities: A tax-sheltered plan permits you to defer taxes voluntarily through salary reduction contributions. Though commonly referred to as Tax Sheltered Annuities (TSA s); investment option for public education employees include fixed and variable annuities as well as custodial mutual fund accounts. You may not make direct contributions to individual stocks or bonds. A complete list of available 403(b) vendors can be viewed at the CalSTRS website, If you choose to withdraw or transfer funds contact TDS directly at (866) Plan Deferred Compensation: This option is commonly referred to simply as a 457 plan. The available investment options in this plan differ from those offered under a 403 (b) and are provided by the TDS Group. You can obtain this list by calling (866) or ing planadministrator@tdsgroup.org. You may elect to contribute to the Traditional 403(b), or both plans simultaneously Plan: The District will match up to $525 a year prorated by Full Time Equivalent (FTE) at the third year of service with permanent status granted. IRS Changes to Your Optional 403(b) Benefit Program: Final 403(b) Regulations: For the first time in 43 years, final regulations have been issued under IRC 403(b). Regulations have been mandated from Congress to make 403(b) plans look more like 401(k) plans. The primary purposes of the regulations are to: Organize and consolidate the 403(b) guidance and rules issued since 1964 into one document, and Override prior outdated guidance 2011 Annual Deferral Limits: 403(b) contribution limit $16, Plan contribution limit $16,500 Age 50 catch-up 402(g) and 457(b) catch-up Moreland School District and Tax Deferred Services have worked together to ensure employees are protected and that the new compliance regulations are in place. A tax-sheltered plan permits you to defer taxes voluntarily through salary reduction contributions. Page 12

13 Family and Medical Leave Act of 1993 (FMLA) and California Family Rights Act (CFRA) The Federal Family and Medical Leave Act allows eligible employees to take leave for their own serious health conditions, childcare, or specified family members serious health conditions. Each eligible employee may take up to 12 work weeks of family and medical leave in a 12 month period. The leave is unpaid, but the employer must continue to make its standard contributions toward health coverage. In most cases, employees who take such leaves have rights to reinstatement upon their return to work. The FMLA provides that where state laws grant employees greater family leave rights, they prevail over the federal law. Following enactment of the FMLA, California revised its family leave law (CFRA) to essentially mirror the federal requirements. However, at least two major distinctions must be addressed. 1. Under the FMLA, pregnancy and pregnancy related disabilities are serious health conditions. The CFRA does not include an employee s pregnancy as a serious health condition because female employees in California have the right to pregnancy disability leave (PDL) under Government Code Section Therefore, most CFRA leaves will run concurrently. When an employee takes maternity leave, FMLA leave will run concurrently with PDL, and the employee will be entitled to an additional 12 work weeks of CFRA leave after the birth of the child for bonding. 2. Commencing January 1, 2005, the CFRA included registered domestic partners in its definition of spouse. Thus, an eligible employee may now take CFRA leave to care for a registered domestic partner s ill child (if that child would be otherwise considered a stepchild). FMLA leave does not include domestic partners. Employee Eligibility To be eligible for FMLA or CFRA benefits, an employee must: Have worked for a total of 12 months; Have worked at least 1,250 hours over the previous 12 months A full time unit member who has been employed for one school year is deemed to have met his/ her hours of service requirement. While the twelve months need not be consecutive, employment periods prior to a break in service of seven years or more need not be counted unless the break is occasioned by the employee s fulfillment of his/her National Guard or Reserve military obligation. Leave Entitlement FMLA may only be taken for one of the following reasons: Serious health condition of the employee; or Serious health condition of the employee s child, parent, or spouse; or Birth of a child, or placement of a child in the family for adoption or foster care; or Qualifying exigency arising out of the fact that the employee s spouse, son, daughter, or parent is on active duty or call to active duty status as a member of the National Guard or Reserves in support of a contingency operation. Maintenance of Health Benefits A covered employer is required to maintain group health insurance coverage for an employee on FMLA or CFRA leave whenever such insurance was provided before the leave was taken and on the same terms as if the employee had continued to work. Page 13

14 Leave Requirements Pregnancy Leave The Fair Employment and Housing Act (FEHA) contain provisions relating to pregnancy leave. Leave can be taken before or after birth during any period of time the woman is physically unable to work because of pregnancy or a pregnancy-related condition. Pregnancy leave is available when a woman is deemed disabled by her physician. If an employee is disabled as the result of a condition related pregnancy, childbirth, or associated medical conditions and requests reasonable accommodation upon the advice of her health-care provider, an employer must provide reasonable accommodation. Employees are entitled to take pregnancy disability leave in addition to any leave entitlement they might have under FMLA and CFRA. If possible, an employee must provide her employer with at least 30 days advance notice of the date for which the pregnancy disability leave is sought. Salary and Benefits During Leave The employer must continue to make its standard contributions toward health coverage. The leave is unpaid; employees may use accrued sick leave and sub differential leave per the Collective Bargaining Agreement. After exhaustion of all entitlement to leave under FMLA, CFRA, or pregnancy leave employee may request an unpaid child rearing leave. Return Rights Upon return from pregnancy leave, an employee must be restored to the employee s original job, or to an equivalent job with equivalent pay, benefits, and other terms and conditions of employment. The position is held at the same FTE and title, but not necessarily the same assignment (school/grade). Certificated Employees: Please refer to Article 12 in the MTA contract to ensure that you understand your rights and are in compliance with requirements as specified. Decisions you are making now related to your leaves can impact your retirement. It is highly recommended that you contact a CALSTRS representative before your leave to review the impact of leaves on your retirement. The Santa Clara CALSTRS office can be reached at (408) Classified Employees: Please refer to Article 8 in the MCSEA contract to ensure that you understand your rights and are in compliance with requirements as specified. It is highly recommended that you contact a CALPERS representative before your leave to review the impact of leaves on your retirement. The CALPERS can be reached at (888) Paid Family Leave Insurance Program (Classified Employees Only) There are times in the life of every working person when they need to care for a loved one. Maybe it s a working parent who needs more time to bond with and care for a newborn. Or, it s an employee who needs to care for a seriously ill parent, child, spouse, or registered domestic partner. California s Paid Family Leave Insurance benefit was created for times like these. Fast facts: Provides benefits but does not provide job protection or return rights; Provides eligible workers partial wage replacement when taking time off work to care for parents, children, spouses, and registered domestic partners or to bond with a new minor child; Page 14

15 Covers all employees who are covered by SDI (or a voluntary plan in lieu of SDI) Offers up to 6 weeks of benefits in a 12-month period. Provides benefits of approximately 55% of lost wages. For questions or more information, please contact the Employment Development Department at or COBRA Notification for Medical/Dental/Vision Coverage Important Information About Your COBRA Continuation Coverage Rights Federal law requires that most group health plans give employees and their families the opportunity to continue their health care coverage when there is a qualifying event that would result in a loss of coverage under an employer s plan. Depending on the type of qualifying event, qualified beneficiaries can include the employee covered under the group health plan, a covered employee s spouse, and/or dependent children of the covered employee. Continuation coverage is the same coverage that the Plan gives to other participants or beneficiaries under the Plan who are not receiving continuation coverage. Total cost of the premium must be paid by the employee. How long will continuation coverage last? In the case of a loss of coverage due to end of employment or reduction in hours of employment, coverage may be continued for up to 18 months. Employees have 60 days from 1) the date group health plan coverage is lost or 2) the date Benefits sends the COBRA election form to elect COBRA continuation coverage. Contact Patty Ivie in Benefits for additional information at or pivie@moreland.org. Expanded Cal COBRA California legislation now allows COBRA participants to expand their continuation coverage beyond the federal requirements under certain circumstances. This law provides COBRA qualified beneficiaries expanded continuation coverage up to a total of 36 months. Check with Benefits for further details. Workers Compensation Work related injuries are covered under Workers Compensation Insurance. Moreland School District is dedicated to keeping employees safe, through safety training and issuing safety equipment where needed; however, if an employee is injured on the job, there are specific procedures to follow in order to file a claim. First and foremost, immediately report to the front office and stay there, unless medical attention is needed, until all information is taken by the site staff. You must sign a DWC-1 form as well. If medical attention is necessary, employees have three options to choose from: Go to a district designated clinic; or Go to a Kaiser Occupational Medicine Clinic; or Go to Primary Care Physician or Medical Group of choice (only if a Pre-designated Physician Form has been signed by the employee AND the doctor and is on file at the district office). If medical attention is not necessary, employees still need to immediately report the injury to site staff and complete a SIG form. Any questions concerning Workers Compensation should be referred to Judy Ross at Page 15

16 CalSTRS CalSTRS membership is mandatory for all certificated employees. Employee contributions of 8% of earnings are made through payroll deductions. CalSTRS.com provides current information for members, employers and anyone interested in CalSTRS. The CalSTRS site contains the Retirement Benefit Calculator, which lets you estimate your retirement benefit. You can also order or download forms and publications. us at CalSTRS.com/contactus or through your secure mycalstrs account. mycalstrs When you register for mycalstrs at CalSTRS.com, you can access certain personal account information online in a secure environment. If you are in the Defined Benefit Program, you can access your Form 1099-Rs beginning with the year 2000, and Retirement Progress Reports and benefit payment stubs beginning with If you are in the Cash Balance Benefit Program, you can access your Form 1099-Rs and benefit payment stubs beginning with 2003 and Retirement Progress Reports starting with You can also review, calculate and change your tax withholding choices, view your beneficiary choices and update your address and telephone number. The online messaging feature lets you send and receive confidential information. Contact the local office at or CalPERS CalPERS is a defined benefit retirement plan. It provides benefits based on a member s years of service, age, and highest average compensation. In addition, benefits are provided for disability and death, with payments in some cases going to survivors or beneficiaries of eligible members. Approximately half of our members pay into Social Security. CalPERS manages health benefits for nearly 1.3 million members. It offers members and contracting employers three health maintenance organization (HMO) plans, three preferred provider organization (PPO) plans, and three special PPOs for members who belong to specific employee associations. You must work 20 or more hours per week to be eligible to participate in CalPERS retirement. CalPERS membership is mandatory for classified employees who work 20 hours or more per week. Employee contributions of 7% are made through payroll deductions. Contact the local office at 888-CALPERS or Credit Union School employees are eligible to join the following credit unions: Provident Credit Union Commonwealth Credit Union Santa Clara County Credit Union Alliance Federal Credit Union Contact the credit union of your choice to establish an account. Voluntary deduction forms are available in the Payroll Office. For assistance contact: Benefits Payroll Classified HR Certificated HR Campbell Avenue San Jose, CA Phone: Fax: Page 16