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Professional Employment Benefits

Adopted          6-29-76
Revised           9-12-12, 9-11-13, 8-6-14, 6-8-16, 10-8-25
9-14-15 (Combined Policies GCBC-1, GCBC-2, and GCBC-3 with GCBC)
8-11-10 (Combined GCBC-SP with Policy GCBC)

Philosophy—

It is the policy of the South Sanpete Board of Education to provide eligible employees with appropriate benefits, in addition to their base salary, as an integral part of total compensation. This policy establishes guidelines for benefits, payroll procedures, retiree coverage, and the administration of these programs.

Benefits—

The South Sanpete School District recognizes that benefits are an essential component of total employee compensation. In addition to salary, the District provides benefits authorized by law and approved by the Board of Education, such as applicable leave for eligible employees, retirement contributions, social security, health insurance, and long-term disability insurance.

The Business Administrator is responsible for selecting and administering retirement plans, health and accident insurance, and annuity programs as authorized by the Board.

Salary Payment and Payroll Deductions—

  1. Salary Payment Schedule: Professional staff members are paid one-twelfth of their contracted annual salary on the last working day of each month, beginning September 30 and continuing for twelve months
  2. Payroll Deductions: The District permits authorized payroll deductions. With written authorization, deductions may be made for professional association dues, credit union contributions, insurance premiums, or approved annuities. In addition, state and federal law requires the District to honor wage garnishments when issued.
  3. Additional Compensation: Compensation for work such as summer school or extra-duty assignments will be paid either at the conclusion of the program or according to the specific policy governing that assignment.

Insurance Coverage—

  1. Eligibility and Coverage: Employees working thirty or more hours per week are eligible for District-sponsored insurance coverage. The group insurance plan includes hospital, surgical, pharmacy, life insurance for employees and dependents, long term disability and catastrophic coverage.
  1. The District provides a High Deductible Health Insurance Plan (HDHP) for full-time employees who work at least thirty hours per week. Eligible employees also receive a District contribution to either a Health Savings Account (HSA) or a Health Reimbursement Account (HRA). The amount of the employer HSA/HRA contribution will be determined and approved annually by the Board of Education.

The allocation of premium costs between the District and employees will be determined annually at the time of plan renewal, and the employee premium amount will be communicated to all eligible employees.

  1. Coverage Dates: Insurance coverage begins on the first day of the month following the employee’s eligibility date. Employees starting in August will have coverage beginning September 1. Employees who complete their full contract year will remain covered through August 31, unless they become Medicare-eligible prior to that date.

If employment ends before the completion of the contract year due to resignation, termination, or relocation, insurance coverage will terminate on the last day of the month of the employee’s last day of employment.

  1. Employees may choose to waive District-sponsored health insurance coverage if they provide proof of other qualifying health coverage. Employees who waive coverage will receive an employer contribution to a Health Savings Account (HSA) or Health Reimbursement Arrangement (HRA) as part of their salary package. The amount of the employer HSA/HRA contribution will be determined and approved annually by the Board of Education.
  2. Medicare-Eligible Employees: Employees who become Medicare-eligible while employed may retain District coverage as long as they meet insurance eligibility requirements. If a Medicare eligible employee resigns or retires, they can retain District coverage through the last day of the month following their last day of employment, whichever comes first. For example, an employee who turns 65 in May and completes their contract that same month will have coverage through May 31.
  3. COBRA Continuation Coverage: In accordance with federal law, employees and their covered dependents who lose group health insurance coverage due to termination of employment, reduction in hours, or another qualifying event may be eligible to continue coverage under the Consolidated Omnibus Budget Reconciliation Act (COBRA). Employees will receive written notice of their COBRA rights at the time of hire and again upon the occurrence of a qualifying event. The employee or dependent is responsible for paying the full cost of COBRA continuation coverage, including any administrative fees.

Retiree Eligibility and Coverage—

  1. Eligibility Requirements: Licensed Educators, School Administrators, and District Administrative-level positions who were eligible for group coverage during their employment with the District may qualify for retiree group coverage. To qualify, retirees must have completed at least ten years of service with the District and must be eligible for, and apply for, immediate bona fide retirement through the Utah Retirement Systems (URS).
  2. Premium Coverage and Duration: The District will contribute toward retiree premiums at the same rate it contributes for current eligible employees. Retirees may maintain District-paid medical insurance coverage for up to three years following retirement or until they become Medicare-eligible, whichever occurs first.
  3. Dependent Coverage: Retirees may continue to cover eligible dependents under the group plan. Spouses may remain covered until the retiree is no longer eligible, and dependents may remain covered until they reach age 26 or until the retiree is no longer eligible, whichever comes first. Dependents may not remain on the plan after the retiree becomes Medicare-eligible.
  4. Additional Provisions: Employees who do not meet retiree eligibility requirements may not self-pay to remain on the group plan. In addition, the District does not contribute toward Medicare Supplement plans for retirees over age 65.

Administration—

The Business Administrator is responsible for administering all provisions of this policy. This includes ensuring compliance with applicable laws and Board directives, managing enrollment and deductions, and providing employees and retirees with all required notices and information.

pdfPolicy_GCBC-SP_Professional_Employment_Benefits.pdf