| BENEFIT PLAN |
SUMMARY OF BENEFITS |
| Medical Insurance |
| Medical Coverage |
Eligibility for medical coverage is dependent upon bargaining unit and is available to part-time (working at least 20 hours per week) and full-time employees. Levels of coverage include employee only, employee plus one dependent and family coverage. Premiums vary depending upon bargaining unit.
You can choose to enroll in one of the three HealthPartners plans:
HealthPartners Distinctions Plan:
This plan offers an open-access network. You do not need to get referrals to access specialty care. The Distinctions Plan places clinics and hospitals in one of two tiers, with each tier offering a different level of coverage. Tier One includes providers with the lowest total cost of care and highest quality ratings. Tier Two includes providers with higher costs and/or lower quality scores. This plan highlights the cost and quality differences between clinics and hospitals so members can make informed, cost-effective choices about their health care.
HealthPartners Primary Clinic Deductible Plan:
This plan is a lower-cost option offered to Saint Paul Public Schools employees. The Deductible Plan has 100% coverage for preventive services; the deductible does not apply. The deductible does not apply to prescriptions either. All other services are subject to a calendar year deductible for each covered person. Once the deductible is met, the plan covers 80% (you pay 20%). If your cost reaches an annual out-of-pocket maximum in a calendar year, including your deductible and co-payments, you are covered at 100%. This plan is a way to save money in the monthly premium and still have coverage for services.
HealthPartners Health Savings Account Qualified Deductible Plan:
The High Deductible Plan is similar to the Primary Clinic Deductible Plan with a few key exceptions. This plan is a Health Savings Account (HSA) qualified plan which pairs a high deductible health plan along with a tax advantaged savings account. This plan has 100% coverage for preventive services; the deductible does not apply. The deductible does apply to prescriptions on this plan. All other services are subject to a calendar year deductible. Once the deductible is met, the plan covers 80% (you pay 20%). If your cost reaches the annual out-of-pocket maximum, you are covered 100%. This plan offers an open-access network. You do not need to get referrals to access specialty care.
A Health Savings Account (HSA) is a tax advantaged health savings account. It is often referred to as a Health Care IRA. Funds contributed to a (HSA) can be used to reimburse medical expenses not covered by your health plan. Funds roll over from year to year, earn interest, and accumulate for future health care needs. Contributions, earnings and eligible withdrawals are all tax-free. HSA contributions are federal and state tax deductible. You can elect the HSA Qualified Deductible Plan and set up an HSA account through an arrangement HealthPartners has with Wells Fargo, provided your only medical coverage is a High Deductible Health Plan. |
| Dental Insurance |
| Dental Coverage |
Eligibility is dependent upon bargaining unit. Levels of coverage include employee and family coverage.
Delta Dental Plan: Provides benefits for a full-range of dental care including preventive, restorative, and orthodontics up to an annual maximum benefit payable of $1,000.00 You may receive care from either participating providers or non-participating providers; however, the level of benefit payable is higher if you access care from a Delta Dental provider. |
| Life Insurance |
| Basic Life and Additional Life |
Eligibility and the amount of coverage is dependent upon bargaining unit. A term life insurance policy is offered to all employees through Minnesota Life with premiums paid by the District. |
| Optional Life for Employee and Spouse |
All benefit eligible employees may participate. You may purchase up to $300,000 in term life insurance for yourself and your spouse through Minnesota Life. |
| Dependent Life for Children |
All benefit eligible employees may participate. You may purchase a $10,000 term life insurance policy that will cover all eligible dependent children up to age 21 (25 for full-time students). |
| Accidental Death and Dismemberment |
All benefit eligible employees may participate. This is an optional plan for employees and their spouse through Assurant that provides for a lump sum payment in the event of the accidental loss of life, dismemberment or loss of sight. You may purchase up to $100,000 in coverage and your spouse may purchase up to half your amount of coverage. |
| Disability Insurance |
| Short-term Disability |
All benefit eligible employees may participate. This is an optional insurance program that replaces a portion of your pay while you are out of work due to illness or injury. The plan pays up to 66.667% of your monthly salary or $3,000, whichever is less, for each month you are on short-term disability. The maximum short-term disability period is determined by bargaining unit. |
| Long-term Disability |
This is an employer provided benefit for some employees. The District-provided program pays you a monthly income if you are disabled longer than 90 days. You receive a monthly benefit equal to 60% of your pre-disability salary up to a maximum benefit of $6,000 per month. |
| Additional Benefits |
| Public Employee Retirement Association (PERA) |
All employees in non-licensed positions participate in the Public Employees Retirement Association. You contribute a fixed percentage to the pension fund every paycheck. The District also contributes a fixed percentage every paycheck. Minnesota State law determines the percentage contribution. |
| Saint Paul Teachers' Retirement Fund Association (SPTRFA) |
Employees in positions requiring a license participate in the Saint Paul Teachers' Retirement Fund Association. You contribute a fixed percentage to the pension fund every paycheck. The District also contributes a fixed percentage every paycheck. Minnesota State law determines the percentage contribution. |
| Tax-deferred Retirement Savings Plans 403(b) and 457 |
All benefit eligible employees may participate in a tax deferred retirement savings plan. You must initiate enrollment by contacting a representative from a list of eligible providers. Employees may be eligible for a District Match Program after three years employment. |
| Flexible Spending Account |
All benefit eligible employees may participate. The HealthPartners Empower Flexible Spending Account (FSA) plan allows participants to set aside pre-tax dollars for health and dependent care expenses. Each year, participants can chose to allocate money to one or both of the following accounts:
Health Care Expense Reimbursement Account - For expenses not covered by your medical and dental plans such as deductibles, coinsurance prescription drugs, eyeglasses, and other out-of-pocket expenses. You may allocate up to $5,000 each year to this account.
Dependent Care Expense Reimbursement Account: For expenses associated with caring for a dependent (as defined by the IRS regulations) while you (and your spouse, if applicable) work. The maximum allocation for this account each year is defined by IRS rules as $5,000.
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