employee - vail unified school district · tions, and some voluntary benefits will be pre-taxed...

EMPLOYEE BENEFITS GUIDE

2019 - 2020 Plan Year

[email protected] vailschooldistrict.org mvp.vail.k12.az.us

2 2019-2020 Vail School District Benefits Guide

What’s Inside . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2Elgibility & Enrollment . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3Maximizing Health Care Cost Savings . . . . . . . . . . . . . . . . . . . . . .4Info to Come . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5Info to Come . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6Info to Come . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7Info to Come . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8Info to Come . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .9Info to Come . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .10Info to Come . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11Info to Come . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12Info to Come . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13Info to Come . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .14Info to Come . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .15Info to Come . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .16Info to Come . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .17Info to Come . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .18

This Booklet is an overview of your benefits to help you review your options. Please refer to each plan document if you need more details or have specific questions to help you make informed benefit elections. As an employee of the Vail School Dis-trict, you have access to a comprehensive package of benefits for you and your family.

All plan documents, summaries, and SBC’s (Summary of Benefits and Coverage) can be found online at mvp.vail.k12.az.us.

ELIGIBILITY

Benefits are offered to professional and teacher employees working in a regular position 115 days or more or the equivalent of .60 full-time equivalent (FTE). Support staff working in a position at the equivalent of .60 FTE if regularly scheduled to work fewer than 240 days per year or at .50 FTE if regularly scheduled to work 240 or more days per year.

Eligible dependents include your:

• Spouse• Dependent child(ren) under age 26• Disabled dependent child(ren) may

qualify for coverage if the child is enrolled before age 26 with documentation.

• Medical• Teladoc w/ Medical Enrollment• Dental• Vision

• Group Life and Accidental Death & Dismemberment

• Voluntary Life Insurance• Short Term Disability• Long Term Disability

• Flexible Spending Accounts• Voluntary AFLAC Plans• Employee Assistance Programs (EAP)• Retirement Savings Plans

• Enrollment must be completed within 30 days of benefits eligibility.

• The coverage you elect begins the first of the month following your date of hire.

• You will not have coverage if you fail to enroll within 30 days of benefits eligibility. Your next opportunity to enroll will be during the next annual enrollment period or if you experience a qualifying event.

• The annual open enrollment period occurs during 4th quarter of every school year. During this time you can make changes to your benefits without a Qualifying Event.

• Changes will be effective July 1 of every year.

ENROLLMENT FOR BENEFITS ELIGIBLE EMPLOYEES

Welcome to Your Vail School District Benefits

Annual Open EnrollmentNew Hires / Newly Eligible Employees

Dependent Social Security Number (SSN) and date of birth will be needed in order to enroll your dependent(s) in benefits and to designate your life insurance beneficiary.

When you are first eligible, after being hired or during Open Enrollment, it is important that you elect or waive benefits. You are required to go on-line to:

• enroll in benefits• waive coverage• confirm or update your contact information • add/update beneficiary information for the life insurance

provided by the District

Your benefit elections will remain in place throughout the entire plan year unless you experience a Qualifying Event. (See page 3)

2019-2020 Vail School District Benefits Guide 3

CAN I CHANGE MY ELECTION - QUALIFYING EVENT

SECTION 125 PRE-TAX PROGRAM

If you have a Qualifying Event during the plan year, you may make changes to your benefits within 30 days of the Qualify-ing Event. In most cases, only changes consistent with the Qualifying Event can be made. For example, you can add your newborn child to your current medical insurance coverage, but you cannot elect a benefit that you previously waived because that benefit change is not related to the Qualifying Event. In addition, if you experience any new special enroll-ment events, such as changes to Medicaid or Arizona Health Care Cost Containment System (AHCCCS) eligibility, you have 60 days to make medical benefit changes.

Part of the Section 125 Internal Revenue Code allows you to pay for certain insurance benefits before tax, which saves you money. The taxes are returned to you as increased take home pay. Your premiums for medical, dental, vision, HSA contribu-tions, and some voluntary benefits will be pre-taxed unless you elect to “opt-out” of this benefit by notifying HR Benefits.

PLEASE NOTE: It is the responsibility of the employee or qualified beneficiary to notify the District’s Human Resources office of qualifying events.

• Marriage or Divorce• Birth, adoption of dependent child or child reaching age 26• Loss of other coverage• Becoming eligible or ineligible for Medicare or Medicaid• Changes made by a spouse or dependent child during his/her

annual enrollment period with another employer.

Examples of Qualifying Event:



MEDICAL BENEFITSYour medical benefit plan is provided by the Arizona School Boards Association Insurance Trust (ASBAIT). You have three medical plans to choose from as illustrated below. Use the DocFind directory by visiting http://www.aetna.com/docfind/custom/mymeritain/ and select the Aetna Choice POS II Network under Select a Plan.

There are two In-Network choices for each plan. You can utilize the full Aetna Choice POS II Network or you can elect to use the Banner network. If you elect to utilize a Banner provider, you will have lower out-of-pocket costs. Out-of-network benefits are not illustrated and will cost you the most out of pocket.

In-network and annual out-of-pocket maximums are accumulated based upon each calendar year (January 1 - December 31). Deductibles and out-of-pocket maximums cross apply between Banner/Aetna and Aetna Choice POS II Networks.

MEDICAL Preferred Buy Up HDHP with HSA

Description of CoverageValue Gold Classic Gold HDHP w/ $800 in HSA

Banner/Aetna Aetna Choice POSII Banner/Aetna Aetna Choice

POSII Banner/Aetna Aetna Choice POSII

Deductible (Individual ♦Family) *If you have family coverage, the family deductible must be satisfied before the plan will pay any benefits

$600 / $1,200 $750 / $1,500 $240 / $720 $300 / $900 $2,080 /$4,160*

$2,600 / $5,200*

Coinsurance 25% after deductible 15% after deductible 20% after deductible

Out of Pocket Maximum (Includes Deductibles, Coinsurance, Medical/Pharmacy Copays, & precertification penalties)

$4,000 /$8,000

$5,000 /$10,000

$3,200 /$6,400

$4,000 / $8,000

$5,080 / $10,160

$6,350 / $12,700

Medical Services Banner/Aetna Aetna Choice POSII Banner/Aetna Aetna Choice

POSII Banner/Aetna Aetna Choice POSII

Primary Care Physician (PCP) $28 $35 $20 $25 20% after deductible

Specialist $36 $45 $28 $35 20% after deductiblePreventive Care - Wellness / Well Child Care / Immunizations

First $300 per year - Routine Care100% Covered 100% Covered 100% Covered

Chiropractic Care (20 visit max per cal. year) $28 $35 $20 $25 20% after deductible

Physical Therapy (Outpatient; 60 days max per calendar year) $28 $35 $20 $25 20% after deductible

Inpatient / Outpatient 25% after deductible 15% after deductible 20% after deductible

Hospital Admission $200 then25%

$250 then25%

$200 then15%

$250 then15%

$200 then20% after

deductible

$250 then 20% after deductible

Lab / X -Ray (performed in a freestanding laboratory) 25% no deductible $20 $25 20% after deductible

Lab / X-Ray / Complex Diagnostic Testing 25% after deductible 15% after deductible 20% after deductible

Teladoc $0 $0 $40

Urgent Care $40 then25%

$50 then25%

$40 then15%

$50then 15%

$40 then 20% after deductible

$50 then20% after

deductibleEmergency Room 25% after deductible 15% after deductible 20% after deductiblePharmacy Benefits **PREVENTIVE DRUGS 100% COVERED** In Network In Network In Network

Mandatory Generic $15 $15 20% after deductiblePreferred Brand (when NO

Generic available)20% copay (minimum $25-

maximum $80)20% copay (minimum $25-

maximum $80) 20% after deductible

Non-Preferred Brand (when NO Generic available)

40% copay (minimum $40-maximum $110)

40% copay (minimum $40-maximum $110) 20% after deductible

Specialty Drug 20% copay ($100 minimum-maximum $150)

20% copay ($100 minimum-maximum $150) 20% after deductible

Mail Order (90-day supply): 2 copays 2 copays 20% after deductible


WHAT IS AN HSA?A Health Savings Account (HSA) is a tax-advantaged savings account that can be used for your health care expenses. Your contribution comes out of each paycheck on a pre-tax basis, and is deposited into your HSA account for future use.

If you have a high deductible health insurance plan, an HSA can help provide some security for your health care costs and limit out-of-pocket expenses.

HSA?TAXTAX $$

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Advantages of an HSAHSAs are designed to offer triple tax benefits—meaning you put your money in tax-free, it gains interest tax-free and you can withdraw it tax-free for qualified medical expenses. In addition, many employers will contribute to an employee’s HSA account. To boost your savings for future medical expenses, contribute as much as you can up to the HSA combined employer and employee contribution limit.

YEAR 1 YEAR 2 YEAR 3

Is an HSA Right For You?An HSA is a good option for someone who is young and generally healthy. If you have a high deductible health insurance plan and are able to come up with a reasonable estimate of your health care expenses each year, you could potentially save a great deal of money with an HSA.

If you have a chronic condition but know your annual expenses and are able to budget enough money to cover your health care costs, an HSA could also be beneficial.

Eligibility

Build For The FutureHSA’s enable you to build an incredible financial resource for health care stability. The huge tax advantages and rollover policies of an HSA make it ideal for anyone looking to take control of their health care finances.

Consumers who are between the ages of 55 and 65 also have the opportunity to make additional “catch-up” contributions of up to $1,000 to the fund. Increased access to this fund begins at age 65.


HSA Contribution Limits

2019INDIVIDUAL$3,500

FAMILY $7,000

You can enroll in an HSA if: • You are covered under a qualified HDHP and not covered by any other health plan, Medicare, AHCCCS or TRICARE.

(Contributions to an HSA must stop if you enroll in Medicare. However, you can keep the money in your HSA and use it to pay for medical expenses tax-free.) • You are not claimed as a dependent on someone else’s tax return.


You have two options to choose from: Employers Dental Services (EDS) or Delta Dental.

In-Network BenefitsEDS

Copay examples are provided below, based on procedure codes . A full list can be found

in the EDS Schedule of benefits.

Delta DentalPPO

Delta DentalPremier

Annual Maximum No maximums $1,500 per covered member $1,500 per covered member

Deductible (Jan 1 - Dec 31) No deductible $50 Employee / $150 Family $50 Employee / $150 Family

Exams ADA Code 9431 - $5 copay 100% covered 80% covered

Cleanings ADA Code 120 - No chargeADA Code 1120 - $5 copay 100% covered 80% covered

X-Rays ADA Code 210 - $23 copayADA Code 274 – No charge 100% covered 80% covered

Fillings ADA Code 2330 - $32 copay 90% covered after deductible 80% covered after deductible

Root Canal ADA Code 3330 - $305 copay 90% covered after deductible 80% covered after deductible

Crowns ADA Code 2721 - $465 copay 60% covered after deductible 50% covered after deductible

Orthodontic Services See schedule of benefits 50% with $1,000 Lifetime MaxChildren to age 19

50% with $1,000 Lifetime MaxChildren to age 19

DENTAL BENEFITS

Employers Dental Services (EDS) - PreferredBenefit Features: • No deductibles • No claim forms• No calendar year maximums (there is no dollar limit to the amount of dental work you may have)• Coverage for pre-existing conditions• Orthodontics for child(ren) and adults

How the EDS Dental plan works:Employees choose an EDS general dentist from the largest provider network in the state. A directory of EDS providers can be accessed on the EDS website at www.mydentalplan.net. Your chosen dentist may be changed at any time by contacting EDS Customer Service. All member costs are listed in the EDS Schedule of Benefits for services provided by your chosen EDS general dentist. Once you have paid the contracted member cost, there are never any additional charges billed. EDS specialists offer up to 25% off their normal fees for services described in the schedule of benefits.

Delta Dental - Buy UpBenefit Features: • PPO provides the lowest out-of-pocket costs.• Premier provides a wider selection of dentists while keeping out-of-pocket costs affordable.• You may visit any network dentist, but will save the most money by visiting a PPO dentist.• To find a dentist in network, either the Delta Dental PPO or Premier Network, go to www.deltadentalaz.com.


VISION BENEFITSThe vision program includes a routine vision exam once every 12 months. You will receive preferred pricing and/or discounts on eyeglasses and contact lenses if purchased through participating retailers. You can quickly look up any provider in the EyeMed network by going to the MVP portal at mvp.vail.k12.az.us and clicking the EyeMed Vision Provider Directory link.

These charts reflect basic summary information only. Please talk to your HR specialist if you have any questions. Full plan summary and document can be found at mvp.vail.k12.az.us.

EyeMedIn Network

Examination (Once Every 12 Months) $10 CopayContact Lens Exam (Once Every 12 Months) Standard Fit and Follow Up Premium Fit and Follow Up

$55 Max Copay90% of retail price

Lenses (Once Every 12 Months)* Single Bifocal Trifocal Standard Progressive

$25 Copay$25 Copay$25 Copay$90 copay

Frames (Once Every 12 Months)* $0 copay + 80% of balance over $130Contact Lenses (Once Every 12 Months)* Conventional Disposables Medically Necessary

$0 copay + 85% of balance over $130$0 copay + 100% of balance over $130

$0 Copay, Paid in FullLaser Vision Correction 85% of retail price

* The Eyemed Vision Benefit covers frames OR contact lenses once every 12 months.



LIFE & SUPPLEMENTAL LIFE BENEFITS

Employee & Spouse Coverage

Employee Only $10,000 increments to $500,000 ($100,000 Guarantee Issue within first 30 days of eligibility)

Spouse $5,000 increments to $100,000 ($25,000 Guarantee Issue within first 30 days of eligibility), not to exceed 50% of the employee benefit

Child(ren) $5,000 coverage per child

Supplemental Life with AD&D

AGE MONTHLY RATES per $10,000of Benefit with AD&D

0-29 $0.7530-34 $0.8535-39 $1.1540-44 $1.6545-49 $2.6550-54 $3.9555-59 $5.7560-64 $8.7565-69 $15.25

70 & over $22.55Child $1.00 p/family

Benefit Summary

Life Benefit $10,000

Accelerated Benefit Up to 75% of benefit if terminally ill with life expectancy of less than 12 months; remainder paid at death.

Benefit Age Reduction Benefits reduce to 75% of the original amount at age 65 and 50% of the original amount at age 70

Legal Documents & Grief Support Will, living will, health care power of attorney and more. 24/7 grief guidance, coping strategies and more.

Basic Life and Accidental Death & Dismemberment (AD&D)Vail School District pays the entire cost of this plan for benefits eligible employees. Basic Life Insurance protects your family or beneficiaries in the event of your death. Accidental Death & Dismemberment (AD&D) provides an additional benefit in the event of an accidental injury that results in your death or dismemberment. The basic life policy may be converted to a whole life policy within 30 days of separation. Be sure to keep your beneficiary information up to date!

Supplemental Life & Accidental Death & Dismemberment (AD&D)You may purchase additional Life and AD&D insurance for yourself and eligible dependents. Premiums are paid through payroll deduction. Evidence of Insurability is required for approval if you did not enroll when you were first eligible. You must enroll as an employee to cover your spouse and/or your children.

As a newly eligible employee, it is important to know that you are guaranteed coverage up to $100K with no medical un-derwriting approval needed. In addition, if you enroll in the minimum amount of $10K when you are first eligible, you can increase the amount by $10K at annual enrollment, up to the guarantee issue amount.

You will require medical underwriting and can be declined coverage in the future if you do not enroll when first eligible.


FLEXIBLE SPENDING ACCOUNT - GET MORE OUT OF YOUR PAYCHECK

Full Health Care Spending Account (Full FSA):You may contribute up to $2,700 per plan year for out-of-pocket qualified medical/dental/vision/pharmacy expenses for yourself, your spouse or eligible dependents. Some quali-fied expenses include:• Copays to doctors & pharmacies• Contact lenses/solutions, prescription glasses• Hearing aids and devices• Orthodontic & dental expenses• Orthopedic shoes and orthotics• OTC medications - a prescription or letter of medical necessity will

be required for OTC medications to be reimbursed through an FSA.• Deductibles and/or coinsurance• Eye exams & LASIK• Chiropractic Care• Cosmetic Procedures not covered

Dependent/Daycare Expense Plan (Dependent Care FSA): You may deposit up to $5,000 per Plan Year ($2,500 if single or married, filing separately) to pay for qualified dependent/daycare expenses. The expenses are for the care of a child under the age of 13 years, or a dependent who is not capable of self-care. You are reimbursed only up to the amount you have contributed at any given time.

Limited Health Care Spending Account (Limited FSA):If you are enrolled in a HDHP, you are not eligible to participate in the Full FSA. However, you are eligible to participate in a Limited FSA. The money in the Limited FSA can be used to pay for dental and vision expenses only. You may contribute up to $2,700 per plan year for out-of-pocket qualified dental and vision expenses for yourself, your spouse or eligible dependents.

Short Term Disability

Short Term Disability Benefits66.67% of pre-disability weekly earnings$2,000 maximum weekly benefit$15 minimum benefit

Elimination (waiting) Period 60 calendar days

Max Benefit Period 18 weeks after the benefit payment period begins

All monies an employee contributes into a FSA are on a pre-tax basis. This reduces your taxable income and saves you money!

DISABILITY BENEFITSShort Term Disability

Long Term Disability Long Term Disability Insurance is provided through the Arizona State Retirement System. Employees pay premiums through mandatory contributions to the Arizona State Retirement System (ASRS). All employees who work twenty (20) or more hours per week, twenty (20) or more weeks per year, must contribute to the ASRS Long Term Disability plan. Contribution rates for 2019-2020 are 0.17% of salary for the employee and 0.17% for the district. This plan provides benefits after 180 days of continuous disability and the benefits payable are approximately 66.67% of the employee’s regular wage. You will enroll in this coverage when newly hired or you become eligible to participate.

Vail School District pays the entire cost of this plan for benefits eligible employees. Short Term Disability provides income if you cannot work due to an illness or injury. You do not have to be permanently disabled or unable to work at all to qualify for benefits. You may qualify as disabled during the elimination period and benefit payment period if due to sickness, injury or pregnancy.

The amount of time you must be disabled before receiving benefits is called the elimination period. It can be satisfied with days of total or partial disability. Short Term Disability benefits begin on the 61st day of disability when your disability is due to illness or injury. Contact Vail Benefits to file a claim.

FSA guidebook and examples are available at mvp.vail.k12.az.us. The Flexible Spending Account (FSA) allows you to set aside money for future medical and child care costs on a pre-tax basis.


How to use your FSA:Debit CardUpon inital enrollment you will receive a debit card linked to your FSA. The full amount of your medical election is available for reimbursement upon the first day of your plan year. Some expenses will still require that you provide documentationn, so keep your receipts.or

Healthcare Reimbursement Pay for any eligible expenses, and then submit a FSA claim to BASIC, the District’s FSA Administrator. You may go online to view your FSA claims, check the status of your FSA reimbursement checks and view your FSA account balance anytime you want. It’s quick and easy!

Carryover Provision and Submitting Claims for Reimbursement: If you have a balance in the Healthcare FSA or Limited Purpose FSA at the end of the plan year, you may carry over up to $500 of these unused funds to use in the new plan year. If you are changing to the HDHP, during open enrollment you will enroll in the Limited Purpose FSA (dental & vision only) in order to use those carryover dollars and be eligible to contribute into an HSA. If no new FSA account is elected, only balances $15 or greater will move into the next plan year.

Dependent DayCare Reimbursement, please keep in mind some of the following IRS rules• Dependent daycare and before and after school care expenses can be submitted for children under the age of 13, or

dependents over the age of 13 if the individual is incapable of self-support• Dependent daycare may include elder care• The caregiver cannot be someone you can claim as a dependent on your income taxes• Overnight camps are not an eligible expense; only day camps are eligible• Using a dependent care FSA reduces your eligibility for the Federal Child Care Tax Credit• You can change Dependent Daycare contributions if the cost of care changes during the plan year

BASIC even has an “app for that.”

First ensure you have activated your account access at the Employee Portal Website https://basic.Ih1ondemand.com, then search the app store for “Benefits by BASIC” and install. You will use the same user name and pass-word that you set up online.

SECTION 125 PRE-TAX PROGRAM & FSA

Employees have 90 days after the end of the plan year to submit claims for reimbursement. Up to $500 in carryover funds become available after the close of the prior year or mid-October.

Example of Savings Without FSA With FSA

Gross income $30,000 $30,000FSA contributions $0 -$2,700Gross income $30,000 $27,300Estimated taxesFederal -$2,550* -$1,776*State -$900** -$750**FICA -$2,295 -$1,913

After-tax earnings $24,255 $22,861

Eligible out-of-pocket medical and dependent care expenses

-$3,000 -$300

Remaining spendable income $21,255 $22,561

Spendable income increase -- $1,306


ASBAIT Employee Assistance Program (EAP)Alliance Work Partners (AWP) is your Employee Assistance Program (EAP) offering all employees and their household members valuable, confidential services at no cost. It is designed to help you manage daily responsibilities, life events, work stresses, or issues affecting your quality of life. AWP is available to take your call 24 hours-a-day, 7 days-a-week. For further EAP assistance and/or Nurseline support call Alliance Work Partners toll free at (800) 343-3822, Teen Help Line (800) 334-8336, TDD (800) 448-1823 or email at [email protected].

• 1-5 short-term counseling sessions per problem, per year• Legal and financial services - Provided by a lawyer or financial professional specializing

in your area of concern. Available online or by telephone• WorkLife services - Resources and referrals for everyday needs available by telephone• Nurseline - Expert advice on health issues and when/how to address them• Teen Help Line - Call toll-free at any time at 800.334.TEEN (800.334.8336)• HelpNet services - Customized EAP website featuring resources, skill-building tools, online assessments and referrals • SafeRide - Reimbursement for emergency cab fare for eligible employees and dependents that opt to use a cab service

instead of driving while impaired or for times eligible employees or dependents are not able to safely drive• Will Prep Services through NOLO - Quicken Willmaker provides an $80 coupon

Principal Employee Assistance Program (EAP)Benefit eligible employees can receive help coping with life’s everyday, and not so everyday, challenges with an Employee Assistance Program (EAP) from Magellan Health Services. Visit www.MagellanHealth.com/member or call 800-588-8412. Must be benefits eligible employees.

Principal Travel AssistanceAs a benefits eligible employee covered by a group term life insurance policy from Principal Life Insurance Company, you are eligible for travel assistance services provided by AXA Assistance. You, your spouse, and dependent children (whether traveling together or separately) have access to travel, medical, legal and financial assistance plus emergency medical evacuation benefits when traveling domestically or internationally 100 or more miles away from home for up to 120 consecutive days. Visit www.principal.com/travelassistance.com for more information. For assistance call 888-647-2611 (U.S) or 630-766-7696 (International).

Principal Will and Legal Document CenterYou have free access to resources from the Will & Legal Document Center and Personal Information Organizer provided by ARAG® Services, LLC. Visit www.aragwills.com, register using your group policy #1042920. If you need help with registration, call ARAG Customer Care at 800-546-3718. Or if you have questions about the services, call Principal Life at 866-539-1728.

The ASBAIT EAP offers all employees and their household members valuable,

confidential services at no cost.

ADDITIONAL DISTRICT-PAID BENEFITS

Go to https://www.awpnow.comSelect “Access Your Benefits”Reigstration Code: AWP-ASBAIT-2811


RETIREMENT SAVINGS PLANS

Arizona State Retirement System (ASRS): Provides a fixed monthly benefit upon retirement. All eligible employees working twenty (20) or more hours per week for twenty (20) or more weeks per year must contribute to the ASRS Retirement plan. Both employer and employee contribute to each member’s retirement during employment. The 2019-2020 employee and district contribution are each 11.94%. Please visit www.azasrs.gov for more information.

Vail Voluntary Retirement Savings Plan: The District has selected the National Public Pension Fund Association (NPPFA) as the administrator, and Diversified Investment Advisors as the approved vendor for the Vail Voluntary Retirement Savings Plan. The program is a combination of 457(b), 403(b) 457(b) Roth and 403(b) Roth plans. Below are some of the most commonly asked questions about the Vail Voluntary Retirement Savings Plan.

• What is a 457(b) Plan? A 457(b) plan is a non-qualified tax-deferred compensation plan that works very much like other retirement plans such as the 403(b) and 401(k).

• Are contributions to the 457(b) still on a tax-deferred basis? Yes, money is deferred into the 457(b) plan on a pretax basis through a salary deferral agreement. The 457(b) contributions grow tax-deferred until withdrawal at retirement or termination of employment.

• What is different about the Roth plan? In a Roth plan you can make after-tax contributions. At the time of distribution you do not get taxed and you do not have a penalty.

• Why contribute to a 457(b) Plan? To save for retirement, reduce taxable income, contributions and earnings grow tax-deferred.

For registration and information regarding the Vail Voluntary Retirement Savings Plan, contact Debby Karton at, 847-441-5911 or email at divinvest.com.



AFLAC VOLUNTARY BENEFITSThe AFLAC voluntary benefits listed below are available to you and share these important features:• Provides immediate, additional income for your initial out-of-pocket expenses (i.e. high deductibles and coinsurance) • If you terminate your employment, you may continue your coverage with no increase in premiums• Benefits are paid directly to you, unless you specify otherwise• Coverage is available for your spouse and children up to age 26 for most products• In the event of a claim, your benefits are paid regardless of any other insurance benefits or sick leave you may be

receiving

Plans available:

Accident Indemnity PlanMaximum Difference CancerShort-Term DisabilityHospital Protection - HSA Option & Hospital Essentials Protection

For more information call the Aflac representative, Seth Knowlton at 520-989-0661 or email at [email protected].

ADDITIONAL PROGRAMSIndividual Types of Benefits (no payroll deductions)

VPI - Pet InsuranceVPI is the leader in pet insurance. Employees of Vail School District will receive an automatic 5% group discount on your pet’s policy. Plus, you can receive up to 15% in discounts on multiple pet policies. To enroll or for more information, call 1-866-838-7387 or go online at www.petinsurance.com.

Liberty Mutual - Auto & HomeLiberty Mutual offers Vail School District employees Auto at 10% discount and Home/Renters at 5% discount. For a free quote, please contact Liberty Mutual representative Silvia Cuevas, at 520-745-1661 ext. 09503 or [email protected].

Info ArmorPrivacyArmor Plus® is InfoArmor’s leading proactive monitoring service that alerts you at the first sign of fraud. Get alerts for credit inquiries, accounts opened in your name, compromised credentials, financial transactions, and more. [Enrolling your family extends that protection to anyone in your household.]

In the event of fraud, dedicated Privacy Advocates® fully manage and restore your identity, and an identity theft insurance policy covers out-of-pocket fees for identity restoration.

PrivacyArmor Plus features include: Dark web monitoring Rapid alerts Financial transaction monitoring Investment account monitoring Monthly updated credit score and annual credit report from TransUnion

Social media reputation monitoring Digital wallet storage and monitoring Data breach notifications Full-service 24/7 fraud remediation with a dedicated Privacy Advocate

Go to Infoarmor.com/VailSchoolDistrict to enroll (you and your family) in PrivacyArmor Plus!

Individual Plan - $9.95 per person/per month Family Plan - $17.95 per family/per month


Dental/Vision Rates Preferred - EDS Buy Up - Delta Dental EyeMed Vision

Per Pay Period Rates 24 Pay Periods

16 Pay Periods

24 Pay Periods

16 Pay Periods

24 Pay Periods

16 Pay Periods

Employee Only $5.59 $8.38 $15.84 $23.76 $3.09 $4.64Employee + Child(ren) or + Spouse $11.37 $17.06 $29.46 $44.19 $5.83 $8.74

Employee + Family $15.17 $22.76 $50.12 $75.18 $8.53 $12.79

Medical Rates Preferred - Value Gold Buy Up - Classic Gold HDHP with HSA Contribution

Per Pay Period Rates 24 Pay Periods

16 Pay Periods

24 Pay Periods

16 Pay Periods

24 Pay Periods

16 Pay Periods

Employee Only $183.00 $274.50 $203.00 $304.50 $152.80 $229.20

Employee + Child(ren) $383.00 $574.50 $425.50 $638.25 $319.30 $478.95

Employee + Spouse $392.00 $588.00 $435.00 $652.50 $326.30 $489.45

Employee + Family $533.50 $800.25 $592.50 $888.75 $443.80 $665.70

2019 - 2020 DISTRICT CONTRIBUTIONSThe District provides a contribution towards each eligible employee’s benefits. The employee is responsible for the remainder of the premium. District contributions can be applied to Medical, Dental and/or Vision. District contributions cannot be applied toward voluntary benefits.

• 250 days worked or less = 16 pay period deductions • 251 days worked or more and teachers who elect year round pay = 24 pay period deductions

Annual District Contributions Preferred Buy Up HDHP HSA

Employee Only $4,803 $4,803 $4,485 $800

Employee + Child(ren) or + Spouse $5,163 $4,803 $4,485 $800

Employee + Family $6,303 $5,643 $5,324 $800

District Premium Contribution Preferred - Value Gold Buy Up - Classic Gold HDHP with HSA

Contribution

Per Pay Period Contribution 24 Pay Periods

16 Pay Periods

24 Pay Periods

16 Pay Periods

24 Pay Periods

16 Pay Periods

Employee only $200.13 $300.19 $200.13 $300.19 $186.88 +$33.33 HSA

$280.31 +$50 HSA

Employee + Child(ren) or + Spouse $215.13 $322.69 $200.13 $300.19 $186.88 +

$33.33 HSA$280.31 +$50 HSA

Employee + Family $262.63 $393.94 $235.13 $352.68 $221.83 +$33.33 HSA

$332.75 +$50 HSA


EMPLOYEE RESPONSIBILITY CALCULATOR

Type of Coverage Explanation Cost

A Medical Choose Medical Plan and indentify coverage level by pay-period (24 or 16) $

B Dental Choose Dental Plan and identify coverage level by pay-period (24 or 16) $

C Vision Identify coverage level by pay-period (24 or 16) $

D Total cost by pay-period = A + B + C TOTAL $

E District Contribution District per pay-period contribution based on level of coverage Employee, Employee + Child(ren) or + Spouse, or Employee + Family $

F TOTAL EMPLOYEE PER PAY-PERIOD DEDUCTION (D - E) $

G Supplemental Life If electing see table on page 8. Enter premium. Repeat for spouse coverage. Add $1.00 per month if Child coverage is desired. $

H Health Savings Account Add per pay-period amount of tax-free dollars you wish to contrib-ute into your HSA. $

I Healthcare/MedicalFlex Account*

Add the amount of your per pay-period contributions for Medical Care account. $

J Dependent Care** Add the amount of your per pay-period contributions for Dependent Care account. $

K EMPLOYEE RESPONSIBILITY Add G through J TOTAL $

L EMPLOYEE COST Total employee pay-period cost for elections (F + K) TOTAL $

* Flex AccountFull Medical FSA (not eligible w/HSA)• Maximum = $2,700 annual• Divide $ by # of pay-periods (24-16)

Limited Purpose FSA (eligible with HSA)• Dental and Vision expenses only • Maximum $2,700• Divide $ by # of pay-periods (24-16)

**Dependent Care Flex Account• Dependent Care FSA - childcare expenses• Account maximum = $5,000 annual• Divide $ by # of pay periods (24-16)


Important Benefit Contacts

Carrier Plan Phone Email/Website

ASBAIT Meritain - MedicalScriptWorld - Pharmacy 800-762-2234 mymeritain.com

Teladoc w/Medical 800-362-2667 MyDrConsult.com

EDS Dental Preferred Dental Plan 800-722-9772520-696-4343 mydentalplan.net

Delta Dental PPO Plan/Premier 800-352-6132 deltadentalaz.com

EyeMed Vision 866-939-3633 eyemedvisioncare.com

Principal Basic Life / AD&D, Supplemental Life Short Term Disability 800-903-5402 principal.com

Alliance Work Partners (AWP) EAP 800-343-3822 awpnow.com

HealthEquity Health Savings Account (HSA) 866-346-5800 healthequity.com

BASIC Flexible Spending Account (FSA) 800-444-1922 basiconline.com

AFLACAccident Indemnity Plan, Hospital

Indemnity Plan, Cancer Protection, Lump Sum Critical Illness

Seth - 520-989-0661800-992-3522

[email protected]

AZ State Retirement System Retirement / Long Term Disability 520-239-3100 azasrs.gov

National Public Pension Fund Assoc. Debby Karton Supplemental Retirement Savings Plan 847-441-5911 divinvest.com

Name Title Phone Email

Debbie Burns HR Specialist 520-879-2023 [email protected]

Melissa Grossheim HR Specialist 520-879-2083 [email protected]

Sabrena Hunter HR Specialist 520-879-2017 [email protected]

Angela Schlosser - CBIZ (broker) Claims Advocate 520-321-7503 [email protected]

Jena Privette Assistant Director of HR 520-879-2018 [email protected]

About this Booklet. This booklet highlights important features of Vail School District’s benefits for it’s eligible employees. While efforts have been made to ensure the accuracy of the information presented, in the event of any discrepancies your actual coverage and benefits will be determined by the legal plan documents and the contracts that govern these plans. Benefit plans may be changed for any reason, to the extent allowed by law. Your participation in these benefits is not a contract of employment and does not guarantee future employment.

CBIZ Benefits & Insurance Services1765 East Skyline Drive

Tucson, AZ 85718

Final 4.22.2019