CLASSIFIED COMPENSATION PLAN

Transcription

1 COMPREHENSIVE COMPENSATION PLAN FOR THE CLASSIFIED STAFF EMPLOYEES OF THE BIG SPRING SCHOOL DISTRICT July 1, June 30, 2019 Approved by the Board of School Directors on 20 June,

2 Contents I. INTRODUCTION: 3 II. PURPOSE: 3 III. TERM: 3 IV. MEMBERSHIP: 3 V. GENERAL DUTIES AND RESPONSIBILITIES: 3 VI. EVALUATION: 3 VII. PROBATIONARY PERIOD: 3 VIII. PAY: 4 A. Pay Scale 4 B. Change in Duties 4 C. Direct Deposit. 4 IX. EMPLOYMENT BENEFITS: 4 A. Term Life Insurance: 5 B. Vacation: 5 C. Paid Holidays 5 D. Payment for Unused Vacation Days: 6 E. Sick Leave 6 F. Personal Days: 6 F. Bereavement Leave: 6 G. Illness and/or Injury: 7 H. Emergency Leave: 7 I. Child Rearing Leave: 8 J. Jury Duty Leave: 8 K. Leave With Out Pay (LWOP): 8 L. Travel Reimbursement: 8 M. Severance Allowance: 8 N. Health Care Insurance 9 O. Prescription Plan 11 S. Dental Care Plan. 13 U. Vision Care Plan. 14 V. Influenza Vaccination: 14 W. Non Resident Student Tuition 14 X. 403(b) Plan: 14 Appendix A Pay Scale & Healthcare Rates 15 Old Pay Scale (for employees prior to July 1, 2012) 15 New Pay Scale (for employees Starting July 1, 2012 or later) 16 Healthcare Rates and Premium Share 17 Appendix B Wellness 18 Appendix C Paid Vacation Day Transition 19 Appendix D Paid Vacation Day Listing 20 2

3 I. INTRODUCTION: This document represents a summary of the compensation and benefits package for Classified Staff from July 1, 2016 to June 30, Some portions of this document present an overview of the Big Spring School District Board Policy manual for the convenience of Classified Staff and the District. In the event of any differences between the language in this summary and Board Policy, the Board Policy shall control. Board Policies not mentioned or summarized in this document remain in full force and effect. The Board has the right to revise its policies at any time. In the event of any differences between the language in this summary and documents other than Board Policy, this summary shall control. This document will change automatically to match any federal healthcare legislation such as PPACA. Periodically, and at a minimum of once each year, staffing needs for classified positions will be reevaluated and decisions will be made regarding staffing levels. Positions may be eliminated at that time with retention of personnel based upon job performance and other factors. II. PURPOSE: This plan is designed with the intent of helping the Board attract, develop, and retain capable, Classified Staff members. The Board of School Directors of the Big Spring School District will strive to offer a plan of compensation, based upon responsibility, which will provide fair and adequate incentives for Classified Staff members. III. TERM: This plan is effective as of July 1, 2016 and shall continue in full effect until June 30, IV. MEMBERSHIP: For the purposes of this plan, the Big Spring Classified Staff shall be defined as those full and part time employees who do not fall under either the professional staff collective bargaining agreement or the administrative staff Act 93 plan and are not in leadership positions including but not limited to superintendent and business manager (see Appendix A Pay scale for list). V. GENERAL DUTIES AND RESPONSIBILITIES: On July 1 st, 2012 all 12 month positions lost 8 days during the summer period as part of the energy savings schedule. Secretaries went from 240 day schedule to 232 day and maintenance/custodian went from 260 to 252 days. Please refer to respective job descriptions and Board policies for specific job responsibilities. VI. EVALUATION: All members of the Classified Staff will be evaluated annually by their respective supervisors, and copies of all evaluations shall be submitted to the Superintendent of Schools not later than July 15th each year. VII. PROBATIONARY PERIOD: 3

4 All classified employees newly employed by the Big Spring School District shall serve on a probationary or trial basis during their first ninety (90) days of employment. Employees are given an opportunity to learn their new job. New employees are not only expected to demonstrate their best ability and cooperation, but they are also expected to have excellent attendance. Employees who fulfill these requirements will successfully complete their probationary period. The District may extend the probationary period beyond ninety (90) days where circumstances warrant. During this probationary period employees may terminate their employment for cause or no cause at any time, and the District may elect to sever the employment relationship for cause or no cause at any time. Medical benefits are not provided during the probationary period(s). VIII. PAY: The following pay and benefits shall apply to the members of the Classified Staff as specified under the terms and conditions of this agreement. The Classified Staff will be compensated as per the attached pay schedule. The standard pay increases will be an average of 20 per hour increase in 2016/17, and 25 per hour increase in 2017/18 and 2018/19. A. PAY SCALE. Any new employee, or an employee returning after a break in service, as of July 1 st, 2012, shall be paid according to the new pay scale at Appendix A. B. CHANGE IN DUTIES. Any new member to the Classified Staff, or any member who changes titles or duties on or after the effective date of this plan, may have his or her compensation determined by the Board of School Directors from a board approved pay scale, based on a recommendation from the Superintendent. C. DIRECT DEPOSIT. All Classified Staff members shall participate in the District s direct deposit payroll plan. The financial institution for the direct deposit must participate in the Federal Reserve System. Otherwise, the Classified Staff member may select or change, in writing to the payroll office, the financial institution of his or her choice. The payroll office may require a Classified Staff member to provide a voided blank check to document the bank routing number and account number along with a signed authorization form. Classified employees who elect to change their direct deposit accounts are responsible to ensure that their new direct deposit accounts have received their first pay before closing their old direct deposit accounts. Otherwise, Classified Staff members may wait at least one full pay cycle before receiving their missed direct deposit. Pay stubs are available online only for regular employees; subs may request a paper print out. IX. EMPLOYMENT BENEFITS: The following benefits will apply to eligible members of the Classified Staff. Those Classified Staff members who are hired or re hired by the District, or transferred from any position on or after July 1, 2007 must have a regularly scheduled work week of 30 or more hours to establish eligibility for health care and related employee benefits. The recording and use of vacation, personal and other leaves will revert to half day or full day only 4

5 for all classified employees. A. TERM LIFE INSURANCE: Each health care eligible Classified Staff member shall receive term life insurance coverage in the amount of $50,000. All other Classified Staff members shall receive term life insurance coverage in the amount of $10,000. B. VACATION: The District affords a paid vacation for twelve month employees. The length of vacation shall be determined based upon years of completed, continuous service. Listed below is the vacation schedule for twelve month employees. Years of completed Service Earned Vacation Days 1 month to 11 months one half day per month worked 1 fiscal year (July June) 8 days 2 to 5 years 10 days 6 years or more 10 days + 1 extra day per year not to exceed 20 days Example: 6 years 11 days 7 years 12 days 8 years 13 days Vacation accrual is based on the fiscal year of July 1 June 30th. There shall be a maximum of twenty (20) days per year of vacation for an employee. Vacation earned during a fiscal year must be taken no later than September 15 immediately following the end of the fiscal year. Vacation may be used on an "as earned basis" only. For example, an employee with one month of service may not use ten days of vacation at that point in time. Employees may sell back a maximum of five unused vacation days annually. Part Time 11 month custodians who work a full school year (July June) for 222 days ( ) at the schedule are eligible to earn 5 vacation days. These vacation days will be paid at the hours assigned in the 190 day school year. Part Time 11 month custodians will be required to work their assigned hours at time of hiring for 190 school days plus an additional 32 summer days for 8 hours per day to be eligible. Additional summer days/hours may be assigned based on district needs. Example: If you are a 5 hour per day person for 190 days then work 8 hours per day for 32 summer days you will earn 5 days of vacation at the 5 hour per day pay. If you use a vacation day in the summer you will be paid for 5 hours per day. C. PAYMENT FOR UNUSED VACATION DAYS: Classified Staff members may schedule vacation days which are unused from the prior school year between July 1 and September 15. The District will reimburse Classified Staff members at their existing rate for each unused vacation day, up to a maximum total of five (5) days per year provided that such request is made to the Business Manager in writing not later than September 15. This amount shall be paid as an employer contribution into a 403(b) tax sheltered annuity or Health Savings Account (if eligible). There shall be no cash option. 5

6 D. PAID HOLIDAYS: Each twelve month health care eligible classified employee shall be eligible for paid holidays per Appendix C& D. E. SICK LEAVE. Classified employees are expected to request a sick day in Aesop. The District reserves the right to request a physician's note in the event of an employee's absence. Sick leave will be paid at the employee's current wage rate. Sick days are based on the normal hours worked in a day. All support staff employees shall be entitled to sick leave with pay as follows: 12 days for twelve month employment, 10 days for fulltime nine and one half month employment, 6 days for part time nine and one half month employment (see Appendix C). Sick days for full time and parttime employees are cumulative indefinitely. New full time employees shall be granted one sick day per month worked during their first year of employment. Classified employees are required, upon request of the department director, building principal or Superintendent, to present a doctor's certificate for three or more consecutive days of absence because of illness. Absenteeism or an absence without available sick days can require a daily doctor certificate from the employee. Sick leave is to be used ordinarily for the employee's personal illness or a doctor's appointment. However, full time employees may use up to five sick days per year as flex days for medical or personal reasons. Those part time employees who receive 6 sick days per year are permitted to use three of those as flex days for medical or personal reasons. Abuse of sick leave provisions may result in termination from employment. F. PERSONAL DAYS: Each health care eligible Administrative Assistant, and health care eligible Instructional Aide, after two full years of service to Big Spring School District, is eligible for two (2) days of Personal Leave during any given school year without reduction of pay. Beginning in 2017/18 the 252 day Maintenance and Custodial staff will be eligible for personal days per Appendix C. Further, the employee may carry over unused personal leave days from year to year up to a maximum of five (5) days. If a Classified Staff member does not use accumulated personal days above the maximum of five (5) between July 1 and September 15, the District shall convert such days into sick days. Part time employees who receive 6 sick days per year are permitted to use three of those as flex days for medical or personal reasons. If required to report for work due to unforeseen circumstances, the employee will become eligible for comparable compensated leave in exchange. F. BEREAVEMENT LEAVE: Five (5) consecutive days of leave without loss of pay shall be granted to a health care eligible Classified Staff member and three (3) days for other Classified Staff members who lose, through death, an immediate family member. Immediate family shall be governed by Section 1154(c) of the PA School Code of 1949, as amended. On approval by the Superintendent, additional days may be awarded using Emergency Leave. Members of the 6

7 immediate family shall be defined as father, mother, brother, sister, son, daughter, husband, wife, parent in law, or near relative of the employee, or the employee s spouse, who resides in the same household, or any person with whom the employee has made his home. Near relative shall be governed by Section 1154(c) of the PA School Code of 1949, as amended. A total of three (3) days will be granted to a health care eligible Classified Staff member and one (1) day to other Classified Staff members. On approval of the Superintendent, additional days may be awarded using Emergency Leave. A near relative shall be defined as first cousin, grandfather, grandmother, aunt, uncle, niece, nephew, son in law, daughter in law, brother in law, or sisterin law of the employee, or the employee s spouse. G. ILLNESS AND/OR INJURY: See Board Policy #534 Sick Leave. Illness, injury, or sick leave shall be administered as provided in Section 1154(a) of the PA School Code of 1994, as amended, with the following exceptions: A classified employee may use up to five (5) family sick days per year to care for the employee s spouse, child, parent, son in law, daughter in law, father in law, mother in law, brother, sister, grandparent, grandchild, and any other member of the immediate household in the event of a Family sickness. Family sick days are days when the employee herself or himself is not ill and is able to report to work but elects to remain at home to care for a family member as defined above. Family sick days may not be accumulated from year to year. If the Family sick days are not used, the days revert back to sick days for the employee. Family sick days may not be used for prearranged health care appointments unless the appointment is required because of an immediate illness or injury. Proration for less than a full year of employment shall be determined on the same basis as for other District employees. Section 1154(a) states the following:...in any school year whenever an employee is prevented by illness or accidental injury from following his/her occupation, the school district shall pay to said employee for each day of absence the full salary to which the employee may be entitled as if said employee were actually engaged in the performance of duty for a period of days as indicated above. Any such unused leave shall be cumulative from year to year in the school district of current employment or its predecessors without limitation. All or any part of such accumulated unused leave may be taken with full pay in any or more school years. No employee shall receive pay if an accident or injury incurred while the employee is engaged in remunerative work not associated with the school district prevents the employee from fulfilling his/her work obligations. Classified Staff members may accumulate unused sick leave from year to year. H. EMERGENCY LEAVE: Emergency leave is subject to the approval of the Superintendent. A classified employee who is granted emergency leave shall be paid his or her regular pay with no deduction from sick leave. Severe illness or injury to a member of an employee s immediate family (including the birth of a child) or similar situation over which the employee has no control shall 7

8 constitute an emergency under this section. Emergency leave shall ordinarily be limited to one (1) day per year, but the Superintendent may extend the Emergency Leave because of extenuating circumstances. Emergency leave will not be given unless all personal leave has first been exhausted. I. CHILD REARING LEAVE: The Board of School Directors may grant child rearing leave without pay or other benefits, unless provided for by the Family and Medical Leave Act of J. JURY DUTY LEAVE: It is the intent of the parties that the policy regarding jury duty leave that has been in effect in the Big Spring School District since August 26, 1975, will remain in effect for the term of this plan. K. LEAVE WITH OUT PAY (LWOP): The Board of School Directors discourages the use of Leave With Out Pay (LWOP) and believes that employees should schedule their absences based on the calendar and the availability of vacation and personal leave time. Any Classified Staff member who takes or receives leave without pay (LWOP) shall, in addition to the loss of pay, reimburse the district s cost for providing health and dental care to the employee during the LWOP. The health care reimbursement for each day of LWOP shall be equal to the difference between the district s annual COBRA cost for the employee s health care plan and the employee s annual premium share at the time of the leave divided by 360. The dental care reimbursement for each day of LWOP shall be equal to the district s annual per employee contribution to the dental plan carrier at the time of the leave as divided by 360. The District may collect any reimbursement owed under this section by payroll deduction. The reimbursements described above do not apply to absences eligible for coverage under the Family and Medical Leave Act (FMLA) of 1993 or other related legislation. L. TRAVEL REIMBURSEMENT: Employees required to use personal vehicles in the course of employment with the Board shall be reimbursed at the maximum rate allowable by the Internal Revenue Service. Course of employment shall not be deemed to include traveling to and from employment. The employer shall provide insurance coverage for each member who is expected to use a motor vehicle in the course of employment or who is specifically requested or authorized by a member of the administration to use a personally owned motor vehicle on school business. The excess coverage shall protect the staff member against personal liability claims arising out of a motor vehicle accident to the limits of $500, each person, $1,000, each occurrence for personal injury and $100, property damage, provided that such staff member has basic coverage of $250, maximum each person, $500, for all injuries, $100, each occurrence for property damage, or, in lieu of the three aforementioned limits, a $300, Combined Single Limit (CSL) policy. Those Classified Staff members who regularly use a personal automobile for school purposes shall furnish the employer with a certificate for such insurance coverage. M. SEVERANCE ALLOWANCE: Classified Staff members hired prior to July 1, 2007, continuously 8

9 employed since then, and eligible for health care benefits at the time of PSERS qualified retirement or death while in school district service, shall receive, or their beneficiary(ies) shall receive, a severance allowance determined by one of the following options: By multiplying $186 by the number of full years of service in the Big Spring School District since the beginning of the Big Spring School District on July 1, or, By multiplying $53 by the number of accumulated, unused sick leave days. The maximum severance is $10,081 for either option. The Classified Staff member or the member s beneficiary(ies) shall have the privilege to choose one of the above options. Unless otherwise specified in writing by the member and on file in the payroll office, any beneficiary(ies) shall mean the primary beneficiary(ies) designated by the employee to the Pennsylvania Public School Employees' Retirement System. Classified Staff members who qualify for a severance allowance under this section shall have the payments deposited into a 403(b) tax sheltered annuity account established by the eligible employee. The 403(b) account must be established prior to separation of service. This is an employer contribution and no cash option is available. Contributions are limited in any one year to Section 415 limits. Excessive contribution amounts shall be made to the employees in the next and subsequent tax years up to the 415 limit until the eligible employer contribution amount has been transmitted to the employee s 403(b) account. The design of the plan is intended to provide tax savings to the District and the employees of the District by depositing amounts hereunder directly into a 403(b) program, while permitting the employees to exercise investment control over the accounts until employees elect to withdraw amounts from the accounts. To receive the benefit in case of retirement, the employee must give notice by April 1 of the year of retirement. An employee who has a major life change such as spouse relocation more than fifty (50) miles, death of a member of the immediate family or serious illness of the employee or a family member, requiring the employee to provide physical care will not be required to abide by the April 1 deadline for notification. In case of extraordinary circumstances not outlined above, on a non precedential basis, the Superintendent may waive the notice requirement. Classified Staff members hired or re hired on or after July 1, 2007, and eligible for health care benefits at the time of retirement or death while in school district service, shall be eligible for this severance benefit after twenty (20) or more years of total service to the Big Spring School District. N. HEALTH CARE INSURANCE. All employees who work at least 30 hours per week, and her/his dependents, including children who are less than age twenty six (26), shall have their medical benefits covered by the plan outlined below. Beginning July 1, 2015 Married couples working for the District may choose a single contract or separate contracts based on their needs. 9

10 Big Spring School District will make coverage for insurance benefits available to spouses of employees in limited circumstances. Spouses who work for and are eligible for medical coverage from any of the following entities will not be eligible for BSSD medical coverage: Federal Government, Federal Courts and Military Commonwealth of Pennsylvania County government Public School Districts, charter and cyber schools, higher education and other public school entities Spouses of a BSSD employee not employed by the entities noted above are eligible for BSSD medical coverage at premium share below. As of July 1, 2015, the Plan will convert to a five contract rate structure as shown below. Those bargaining unit members participating in the plan will contribute, via payroll deduction, a percentage of the annual premium as shown below. Contract Type 2015/16 Employee (EE) 5.0% EE + Child 5.0% EE + Children 5.0% EE + Spouse 9.0% Family 9.0% Beginning July 1, 2015, Big Spring School District will provide a Capital Blue Cross Qualified High Deductible Health Plan (QHDHP) with a Health Savings Account (HSA). All payments to the HSA will be made on the first pay of August for current employees and the first pay in September for new employees. Any fees for the account shall be the responsibility of the individual who owns the account. The plan shall have the following components: Deductible will be $1400 for single coverage and $2800 for family coverage. Note that QHDHP defines family deductible for those plans with two or more individuals. If required by IRS action, the QHDHP deductible amount shall increase to match the minimum IRS guidance to maintain a qualified plan. In network deductible, coinsurance and Rx expenses accumulate to the in network out of pocket maximum. The employee shall pay a 10% coinsurance after the deductible for medical services until the innetwork out of pocket of maximum is met. After deductible, the prescription drug coinsurance with min/max as outlined in also applies to the in network out of pocket maximum until met. Out of Network coinsurance shall be 20%. In Network Out of Pocket Maximum is $2,000 for single coverage and $4,000 for family coverage. 10

11 Out of Network Out of Pocket Maximum shall be $4,000 for single and $8,000 for family coverage. Employee payroll deposits into the HSA are restricted to a single third party administrator that is mutually agreed upon by the Association and Board. Employees shall annually set their payroll contribution amount during the open enrollment period with changes restricted to life changing events or as approved by the Superintendent or Assistant Superintendent. The District shall make a contribution each year into the Employee s HSA: For 2016/2017 (Deposited on the 1 st pay of August 2016): Single $350 / Family $700 Subsequent amounts set by the Board with annual healthcare rates. The District will provide the prescribed healthcare as defined above and make an additional annual $300 HSA contribution per contract for those employees who choose to participate and qualify in the previous year Wellness Program. The School District shall establish the medical plan described above in a manner consistent with and to meet all requirements of Section 125 of the Internal Revenue Code, as amended. Employees who participate in the plan are eligible to participate in a Section 125 Health Savings Account (HSA) or a medical Flexible Spending Account. HSA plans may also participate in a Dependent Care Plan. Employees will contribute pre tax funds, where applicable and permissible, through payroll deduction for the premium share payment. Employees may contribute pre tax funds, where applicable and permissible, through payroll deduction for permissible options that may include a medical spending account or a health savings account, a dependent care account, universal life insurance, term life insurance (in addition to employer provided coverage), and disability insurance. Other options for voluntary benefits may be added to this menu from time to time. The District will provide at least one annual enrollment period for employees to make health care choices. Those individuals who opt out entirely from District provided medical coverage and who subsequently lose their medical coverage from another source may be re enrolled in Districtprovided medical coverage during the life of this contract. Changes during the plan year are restricted to qualified life events. O. PRESCRIPTION PLAN. The prescription plan will become integrated into the QHDHP beginning with the 2015/16 and 2016/17 plan year per IRS guidelines. The cost for prescription drugs will now apply to the QHDHP deductible, as per IRS guidelines. The separate prescription drug $50 deductible will no longer apply. When the deductible is satisfied, a 20% coinsurance with minimums and maximums will apply (as noted below) until the out of pocket maximum has been met. Rx coinsurance and minimum/maximums after medical deductible is met: Retail and Specialty (up to 30 day supply): 11

12 Generic: 20% $10 min/$40 max Preferred Brand: 20% $10 min/$40 max Non Preferred Brand: 40% Mail Order (up to 90 day supply): Generic: 20% $20 min/$80 max Preferred Brand: 20% $20 min/$80 max Non Preferred Brand: 40% There is a 40% coinsurance that will apply where you or your doctor want a brand name drug (non preferred) even though an equivalent generic is available or the step therapy process is not followed or for non formulary drugs purchased. Mandatory Mail Order is required for chronic care prescriptions listed on the maintenance list provided by the pharmacy benefit manager selected by Capital Blue Cross for the plan. Prescriptions will be classified as for chronic care when they are continuing and have remained unchanged for a three month period. Prior authorization for retail pharmacies will be provided for vacations and as urgent changes or unanticipated needs become known. Step Therapy will be initiated for newly identified situations where drugs are not currently being prescribed. Step Therapy will not be employed where the drug substitution may be expected to compromise your medical condition nor where the medication is being taken for emergency situations. P. WELLNESS PROGRAM DESCRIPTION. Active employees who are medical plan participants will have the ability to receive an additional $300 HSA contribution per contract type for each year by participating in approved wellness activities and earning points for those activities. The activities are designed to encourage better physical, mental and emotional health and assist with the reduction in health care costs through the promotion and adoption of healthy behaviors. Participants will be required to reach 100 points to receive the $300 contribution to their HSA. To be eligible for the HSA payment, employees must submit a scorecard of activities that took place during the reporting period of May 16 through May 15 of the following year. The HSA payment is made on first pay of August following the reporting period. For subsequent plan years, the specific May deadline will be determined by the wellness committee. Those participating in the wellness program will be given a paper scorecard that outlines eligible activities and the point total associated with each activity. Participants will record their activities on the scorecard and once they have reached 100 points they will go to a secure website to enter the information from their scorecard. Q. RETIREMENT HEALTH CARE INSURANCE. For Classified Staff members hired prior to July 1, 2007, and continuously employed thereafter, and eligible for health care benefits at the time of 12

13 retirement, the Board will provide for continuance of health care benefits after retirement until age 65 based on the terms detailed in the master policies. The health care benefits will be at the retiree s expense, except for Classified Staff members who retire after thirty (30) years of service at Big Spring, in which case health care benefits will be provided on the basis of the Board paying 50% of the cost of a single plan for 2011/12 not to exceed $4,000 per year for the Capital Blue Cross Qualified High Deductible Plan, years and the retiree paying the balance of the cost. Classified Staff members, hired or re hired on or after July 1, 2007 and eligible for health care benefits at the time of retirement, may also receive continuance of health care benefits to age 65 after thirty (30) or more years of total service to the Big Spring School District. However, the retiree shall provide 100% of the cost. The Board shall provide no payment. No HSA payment(s) are made to retirees. The District does not provide medical, dental or vision coverage beyond age 65. R. OPTING OUT OF DISTRICT PROVIDED HEALTHCARE. If any member of the classified staff elects to opt out of District provided health care coverage effective with the 2015/2016 plan year and for the period of time associated with this plan, the District will compensate said employee an additional $1000 per year, paid over 18 pays from September through May, during each year that this plan is in effect. Effective with the 2015/2016 plan year, the District will no longer provide the opt out compensation to a spouse in the event two members (under one insurance contract) are employed by the District and electing health care coverage. Any employee who chooses to opt out of District provided health care coverage must first provide the District s Business Office with documented proof that the employee has other health insurance coverage. The School District shall establish the plan described above in a manner consistent with and to meet all requirements of Section 125 of the Internal Revenue Code, as amended. S. DENTAL CARE PLAN. The Board will pay a maximum of $43.15 per month per eligible Classified Staff member for a program and carrier, currently provided by Delta Dental of Pennsylvania, for a dental care plan. Dependents are eligible until they reach age eighteen (18); if a full time student, they may be covered up to age twenty three (23). The District shall collect the remaining premium via payroll deduction on a pro rated basis. The District shall have the option of replacing Delta Dental with a dental plan of comparable benefit level during the term of this plan. T. DENTAL CARE INSURANCE. The Board will pay a maximum of $43.15 per month per employee for a dental care insurance program covering the employee and spouse. Dependents are eligible until they reach age eighteen (18); if a full time student, they may be covered up to age twenty 13

14 three (23). The employer will deduct the remaining premium in twenty four (24) equal installments. U. VISION CARE PLAN. The Board shall provide a vision care plan through National Vision Administrators (NVA) to eligible Classified Staff members. Coverage shall include both employees and dependents. Dependents are eligible until they reach age eighteen (18); if a full time student, they may be covered up to age twenty three (23). The Board s contribution during the course of this plan shall not exceed $10.00 per month. The District shall have the option of replacing NVA with a vision plan of comparable benefit level during the term of this plan. No medical, dental or vision coverage is provided beyond the age of 65. V. INFLUENZA VACCINATION: The Board of School Directors shall provide the annual influenza vaccination at no cost to the employee for those that request it from the school nurse. W. NON RESIDENT STUDENT TUITION: The District shall waive non resident tuition fees for nonresident employees who choose to send their children to the Big Spring School District. The waiver will apply only to those children who attend a school building within the Big Spring School District on a daily basis. Transportation shall be the responsibility of the employee. If the child is of elementary age, building assignment will be determined by the District. X. 403(B) PLAN: A 403(b) plan, also known as a tax sheltered annuity (TSA) plan, is a retirement plan for eligible school district employees. The Board will provide a 403(b) plan for salary deferrals into a retirement investment account with the following requirements: Employees must use one of the four district approved vendors. Employees may enroll at any time. All contributions must be in accordance with IRS guidelines and made through the District s 403(b) administrator, PenServ Plan Services, Inc. No deferral payments will be made until the employee sends a copy of the PenSrv enrollment form to that payroll department. 14

15 Appendix A Pay Scale & Healthcare Rates OLD PAY SCALE (FOR EMPLOYEES PRIOR TO JULY 1, 2012) 15

16 NEW PAY SCALE (FOR EMPLOYEES STARTING JULY 1, 2012 OR LATER) 16

17 HEALTHCARE RATES AND PREMIUM SHARE Medical & Rx rates: Dental & Vision rates: 17

18 Appendix B Wellness Wellness Reporting Information from the secure website will be managed by First Niagara Benefits Consulting. The information received will be compiled and First Niagara Benefits Consulting will determine which participants have reached the 100 points required to qualify for $300 payment into the family HSA. Documentation requirements and guidelines will be developed by the wellness committee and provided during the open enrollment period. Each year, First Niagara Benefits Consulting will collect all wellness data, and then provide Big Spring School District with the names of participants that should receive the $300 HSA payment. This notification is the only information Big Spring School District will receive. No personal health information will be included in data shared with the district. Third Party Involvement and Accountability For Future Years First Niagara Benefits Consulting will continue to collect data, provide reports and work in conjunction with the BSSD medical insurance carriers, currently Capital Blue Cross, to provide aggregate group data on the health risk assessments offered though the carrier websites. The carriers will not provide any individual information and the District will not receive any personal health related information in conjunction with the wellness program. Dependent Spouse Involvement Spouse involvement in the wellness program is not required for the HSA payment. Dependent Child Involvement As most employer based wellness programming is designed specifically for adults, the wellness committee has determined that dependent children will not be included in program activities. 18

19 Appendix C Paid Vacation Day Transition 19

20 Appendix D Paid Vacation Day Listing Maintenance & Custodians 2016/ / /19 New Year s Day Good Friday Memorial Day Independence Day Labor Day Thanksgiving Thanksgiving Friday Thanksgiving Monday Christmas Eve Christmas Day New Year s Day Good Friday Easter Monday Memorial Day Independence Day Labor Day Thanksgiving Thanksgiving Friday Thanksgiving Monday Christmas Eve Christmas Day New Year s Eve New Year s Day Good Friday Memorial Day Independence Day Labor Day Thanksgiving Thanksgiving Friday Christmas Day Clerical Staff New Year s Day Christmas Day New Year s Day Memorial Day Labor Day Christmas Day New Year s Day Memorial Day Independence Day Labor Day Thanksgiving Day Christmas Day 20