Monthly Premiums

• Premium Chart & Coverage Highlights

Plan Information

• ActiveCare details from TRS-ActiveCare

Provider Search

• Blue Cross Blue Shield - select the specific plan for which you want to search providers
  • How to Select a PCP - for the Primary and Primary + plans

Offered to Employees/TRS Members working 25 or more hours per week (63%-100%)

• Premium & Basic Dental Plans

• Premium Chart

• www.deltadentalins.com
  • You can use dentists in either the Delta Dental PPO (greatest savings) or Delta Dental Premier networks.
  • If you use a non-network dentist, the dentist may bill you for an additional amount above Delta's allowable charge.

Offered to Employees/TRS Members working 25 or more hours per week (63%-100%)

Both Vision Service Plan (VSP) and Davis Vision offer low & high plan options, with different coverage levels.  Each company has different strengths, so you have the flexibility to choose the best fit for you.

Summaries & Premiums

• Premium Charts & Coverage Comparisons

PPO Search

• VSP - www.vsp.com
• Davis - www.davisvision.com

ID Cards

• VSP does not issue ID cards, although you can print a membership card from their website if needed.  You'll tell your optometrist that your coverage is through VSP, and they will submit your claims.
• Davis Vision will mail you an ID card, which you can present to your optometrist.

Offered to Employees/TRS Members working 25 or more hours per week (63%-100%)

For Employees

Group term life insurance is available through Dearborn Life Insurance (owned by Blue Cross Blue Shield). You may apply for life insurance at any time. Applications for new or increased coverage will require a health questionnaire and will be effective the first of the month following underwriting approval. This premium cannot be deducted pre-tax.

Monthly Premium Chart

Application Form - email completed form to PISD Benefits Department

When you reach age 70, the value of the life insurance is half the original value.  For example, if you apply for $150,000, at age 70 the coverage will reduce to $75,000.

For Dependents

You may purchase life insurance on your spouse and/or children; however, you must be enrolled in employee life insurance in order to request dependent life insurance. Spouses are eligible until age 70, and children are eligible until age 26. New applications are subject to evidence of insurability and will be effective the first of the month following underwriting approval. This premium cannot be deducted pre-tax.

Two plans are available:

Plan A - $5,000 for spouse / $2,000 for each child - Total Monthly Cost $2.12
Plan B - $10,000 for spouse / $4,000 for each child - Total Monthly Cost $5.10

Extra Features

• Beneficiary Resource Services - will preparation, funeral planning, counseling for beneficiaries regarding grief, legal, and financial issues after a death
• College Assistance Plan - helping you plan for, pay for, and reduce the cost of college
• Travel Resource Services - emergency assistance when traveling 100 or more miles from home
• Office Depot Discount - 10% discount on most office supplies - contact PISD benefits office for details

Offered to Employees/TRS Members working 25 or more hours per week (63%-100%)

Disability insurance is available through New York Life.  Coverage may only be added within the first 31 days of employment or during the annual open enrollment period.  Proof of good health is not required, but pre-existing condition limitations will apply.

Disability insurance can replace a portion of your income if you are unable to work due to illness or injury.  When accidents or long-term illness arise, most people see their expenses go up, and their income go down.  Disability income protection can be very beneficial, and is most appreciated when the unexpected happens.

You may choose from 4 elimination periods (7 days, 14 days, 30 days, or 90 days), which is the length of time you must be off work before benefit payments can begin. The 7, 14, and 30 day plans also include a first-day hospital benefit, which begins benefit payments immediately following a 24-hour inpatient hospital admission with room & board charges.  Benefits are paid directly to you, and are not subject to taxes.  Premiums are based on your age, benefit level, and elimination period.

Why enroll in disability insurance?

Coverage Highlights

Monthly Premium Charts

• 7-day elimination period
• 14-day elimination period
• 30-day elimination period
• 90-day elimination period

Please Note:

• Pregnancy: The disability plan will cover pregnancy claims if the coverage took effect prior to conception. Benefits will be based on the lower of the coverage you had at the time you became pregnant or the time your claim begins.
• Other income offsets: If you also receive certain types of other income (such as social security, retirement, or workers compensation), any benefit payments from the disability plan will be offset by the amount of the other income.
• You may select any benefit level up to two-thirds of your gross monthly salary. You are responsible for requesting annual coverage increases. If your benefit level is not at the maximum allowed, any increase you make in future years will be subject to pre-existing limitations. 

Offered to Employees/TRS Members working 25 or more hours per week (63%-100%)

The District offers various accounts for you to set aside part of your pay on a pre-tax basis to pay for eligible expenses. While all of these accounts help with pre-tax expenses, there are significant differences. If you choose to enroll, be sure to choose the account that is right for your circumstances.

Health Savings Account

• Can be chosen only if you are enrolled in a High Deductible Health Plan (HDHP), such as ActiveCare HD
• Cannot be chosen if you are enrolled in Medicare or Tricare, or if anyone else claims you as a dependent on their tax return
• Cannot be chosen if either you or your spouse is enrolled in a traditional/general FSA
• For medical, dental, and vision expenses
• For you, your spouse, and dependent children, even if not covered on insurance
• No minimum contribution
• Maximum $4,150 annually if HDHP medical plan enrollment is for employee only, or $8,300 annually if HDHP medical plan enrollment includes any family members
• Maximum contributions are combined if both you and your spouse each have an HSA
• Money is not available up front
• Account balance rolls over from year to year, earns interest along the way, and stays with you even if you leave PISD
• Contribution amount can be changed during the year
• Monthly fee $2.00 will be paid from your account balance (additional fee of $1.25 if you do not select e-statements)

Resources

• HSA Resources
• Frequently Asked Questions
• Myths vs Facts
• Eligible Expenses - select "HSA" from the drop-down box
• Over-the-counter expenses

Flex Card

The flex card can provide added convenience for paying eligible expenses from your FSA or HSA, although you still have the option to submit paper claims. The card allows immediate access to the funds in your account at the time you need them. The card will work only at specific merchants based on the type of account you are enrolled in.

Use of the flex card does not remove your responsibility to keep all receipts and documentation to prove the eligibility of an expense. For HSA, you are responsible for using the account appropriately within IRS regulations.

Contributions to your HSA through payroll deductions may take up to 1 week to appear in your account due to processing time.

Offered to Employees/TRS Members working 25 or more hours per week (63%-100%)

The District offers various accounts for you to set aside part of your pay on a pre-tax basis to pay for eligible expenses. While all of these accounts help with pre-tax expenses, there are significant differences. If you choose to enroll, be sure to choose the account that is right for your circumstances.

FSA Information

Health Care FSA

      General Health FSA

• Cannot be chosen if you enroll in a Health Savings Account
• For medical, dental, and vision expenses - click here to review eligible expenses & select "FSA" in the drop-down box
• For you, your spouse, and dependent children, even if not covered on insurance
• Minimum $25 per month
• Maximum $263 per month
• Full annual amount is available up front
• Use it or lose it - only contribute what you know you will spend within the plan year
• Enrollment is irrevocable for the rest of the plan year, except in limited circumstances
• Monthly administration fee $3.00 will be payroll-deducted

      Limited Purpose FSA

• Can be chosen if you enroll in a Health Savings Account, but is not required - Limited FSA Flyer
• For dental and vision expenses only - click here to review eligible expenses & select "Limited Purpose FSA" in the drop-down box
• For you, your spouse, and dependent children, even if not covered on insurance
• Minimum $25 per month
• Maximum $263 per month
• Full annual amount is available up front
• Use it or lose it - only contribute what you know you will spend within the plan year
• Enrollment is irrevocable for the rest of the plan year, except in limited circumstances
• Monthly administration fee $3.00 will be payroll-deducted

Dependent Care FSA

• For dependent care expenses such as day care for children or a disabled spouse - Frequently Asked Questions
• Minimum $25 per month
• Maximum $413 per month (or $205 if married filing separate tax returns)
• Take summer months into consideration when calculating contributions - payroll deductions continue in the summer
• Electing this account may affect your eligibility for the Federal Income Tax Credit
• Use it or lose it - only contribute what you know you will spend within the plan year
• Enrollment is irrevocable for the rest of the plan year, except in limited circumstances
• Monthly administration fee $3.00 will be payroll-deducted

Flex Card

The flex card can provide added convenience for paying eligible expenses from your FSA or HSA, although you still have the option to submit paper claims. The card allows immediate access to the funds in your account at the time you need them. The card will work only at specific merchants based on the type of account you are enrolled in.

Use of the flex card does not remove your responsibility to keep all receipts and documentation to prove the eligibility of an expense. For FSA, the IRS requires the administrator to audit every transaction so they may request copies of your documentation to validate a transaction.