As a benefit eligible employee, the Pendergast School District offers you a comprehensive benefits program that is an important part of your total compensation. The ASBAIT PPO Plan includes medical and dental coverage. The District pays the total premium cost of the employee's medical/dental coverage and basic life coverage. Optional benefit plans include pre-paid dental, vision, voluntary life, short-term disability, cancer, accident, flexible spending accounts, tax sheltered annuities, and a deferred compensation plan. Under Section 125 of the Internal Revenue Code, employees use pre-tax dollars to pay uninsured medical expenses, dependent care expenses and their portion of the District insurance for dependent coverage. Employee contributions are taken from gross wages before taxes, which reduces taxable income and gives you more take home pay.

ASBAIT (Arizona School Boards Association Insurance Trust) Medical / Dental / Prescription Insurance

ASBAIT (Arizona School Boards Association Insurance Trust) - This PPO plan is part of a group of hospitals, physicians and other health card providers contracted to furnish medical care at negotiated costs. Use of PPO providers is referred to as "In-Network." ASBAIT contracts with the Blue Cross / Blue Shield of Arizona PPO network. By receiving your care and services from a provider in the network, you will receive a higher level of benefits and, therefore, have fewer out-of-pocket expenses. With this plan, participants do not have to select a primary care physician and can select specialist care as needed without a referral. This plan allows participants to use both in-network and out of network physicians, hospitals or facilities. If you choose a physician from the Blue Cross / Blue Shield of Arizona network, your office visit co-pay is $25.00. If you choose a provider that is NOT part of the PPO network, the services received may result in a higher out-of-pocket expense to the insured.

The ASBAIT Dental plan allows you to access any licensed dental provider. By using an "In-Network" dentist, you will receive two (2) routine oral exams and cleanings and one (1) set of bite-wing x-rays covered at 100% per calendar year. The individual deductible per calendar year is $50.00 and the family deductible per calendar year is $150.00. The maximum benefit per calendar year is $1500.

Prescription drugs may be obtained through Walgreens Health Initiatives Prescription Card system. Your personalized Walgreens Health Initiatives Prescription Card can be used at your local Pharmacy or you may obtain your prescriptions by mail order. Your ASBAIT medical / prescription ID card can be used for both medical, dental and prescriptions.

The District pays 100% of the premium for employee coverage. Employees are responsible for dependent coverage. The current annual cost to cover dependent(s) is $5046.00.

MUTUAL OF OMAHA Life Insurance

The District provides all eligible employees with basic life and accidental death and dismemberment insurance at no cost to you. You are provided with one times your annual salary up to $200,000 with a minimum coverage of $20,000.

ARIZONA STATE RETIREMENT SYSTEM - LONG TERM DISABILITY

Eligible employees have long term disability benefits through their membership in the Arizona State Retirement System (ASRS). Eligibility for long term disability benefits begins after six months of disability, subject to approval. VPA, Inc. administers the ASRS long term disability benefit program.

ASSURANT DENTAL

This dental program is a "managed care" plan offering comprehensive benefits through a network of plan dentists. The features of the plan include: no deductibles, no claims to file, no annual dollar maximum, no waiting periods for covered members, no coverage for pre-existing conditions, worldwide emergency coverage, and a wide range of covered procedures. The program also includes a Specialty Benefit Amedment. Should you need the services of a dental care specialist, you may do so without a referral from your plan dentist. You will simply pay the member co-payment amount at the time of service. There is no annual maximum for procedures performed by a plan specialist.

VISION SERVICE PLAN

Vision benefits offered through Vision Service Plan (VSP) is a PPO plan. That means when you use an in-network provider you receive a higher level of benefits without claims to file. If you're considering laser surgery, VSO offers an average 15% off the normal price when you use a VSP contracted laser center.

MUTUAL OF OMAHA Voluntary Life Insurance

Eligible employees may purchase additional life insurance for yourself at a maximum of five times your annual salary up to $500,000. If you elect coverage for yourself, you may also cover your spouse up to $150,000 and dependent child(ren) up to $10,000, (not to exceed 50% of your benefit). If coverage is waived during the initial enrollment period, satisfactory evidence of insurability including a completed health application will be required. A physical examination may also be required. The plan is portable, meaning participants may retain it at the same premium rate upon leaving District employment.

ASSURANT - SHORT TERM DISABILITY INSURANCE

Employees working 20 hours or more per week can purchase a monthly short-term disability insurance benefit. You may participate in the policy under any one of the benefit levels outlined in the Rate Schedule, provided the monthly disability benefit of the level selected does not exceed 66 2/3% of your regular monthly salary. If you become insured under the short-term disability policy, you will be eligible to receive benefits after you have been continuously disabled for 5 days. This plan provideds benefits up to a maximum of 26 weeks from the date of disability. No benefits are payable for disabilities that commence within 12 months of your effective date if you receved medical treatment, consultation, care or services, including diagnostic measures, or took prescribed drugs or medicines for the disabling condition in the 12 months just prior to your effective date. You may continue coverage if your employment ends.

AMERICAN HERITAGE Cancer / Accident Insurance

Allstate Workplace Division is the marketing name used by American Heritage Life Insurance Company. American Heritage Life Insurance Company pays you benefits that can be used for non-medical cancer-related expenses that health insurance might not cover. The policy is quaranteed renewable for life, subject to change in premiums by class. The benefits are paid directly to you unless assigned. Benefits are paid in addition to any other coverage. Individual or family coverage is available.

The accident insurance can pay you a lump sum benefit for on-or-off-the-job accidental injuries, plus some medical benefits. Because accident insurance is supplemental, it works in addition to other insurance you may have. You can use this policy on its own or to fill a gap left by your other coverage. Guarantee renewable untill age 70. Subject to change in premiums by class.

Participation in American Heritage is only available at the beginning of the school year. Employees hired mid-year must wait until the next open enrollment period to enroll in this plan.

SHEAKLEY UNISERVICE, INC. Flexible Spending Account

Sheakley Uniservice, Inc. administers the flexible spending accounts for the District. The flexible spending account plan allows certain qualified benefits for dependent care and health care reimbursement to be deducted directly from your paycheck before taxes, therefore, reducing your taxable income. Employees can set aside a portion of their salary into a flexible spending account to pay medical, dental and vision expenses not covered by insurance. Over-the-counter and non-prescription medications are both now excludible from your income and may be considered a covered medical expense through the flexible spending account. The healthcare expenses is limited to $2000.00 and thedependent childcare (day care) or elder care expenses is limited to $5000.00 a year per family before tax.

Participation in the flexible spending account is only available at the beginning of the school year. Employees hired mid-year must wait until the next open enrollment period to enroll in this plan.

The Internal Revenue Code Section 125 governs the administration of flexible spending accounts. These regulations specify that:

1. Any unused money in flexible spending accounts at the end of the plan year must be forfeited.
2. Amounts deposited in a Medical Reimbursement Account cannot be used for dependent care expenses and vice versa. Expenses in these two categories are reimbursed separately. Once monies are assigned to an account, they cannot be transferred to the other account.
3. Once a flexible spending account is selected, it is irrevocable during the plan year unless the employee has a qualifying event and notifies Human Resources to change his / her benefits within 31 days of this event.
   
   

ING 457(b) DEFERRED COMP & 403(b) TAX SHELTERED ANNUITIES

Contributions which are pre-tax dollars can be invested in either a 457(b) deferred compensation plan or 403(b) tax sheltered annuity through the convenience of payroll deduction. ING Financial Advisors is the exclusive provider of our 457(b) deferred compensation plan. The 403(b) plan may be set up with any qualified annuity plan provider.