The Shasta County Office of Education offers a benefit package to eligible employees. Benefits may differ by number of hours worked, classification and/or bargaining unit. For more information on eligibility, participation requirements, benefits, cost, and employer/employee contributions, please contact the Human Resource Service office at 225-0200.
- Employees less than 4 hours, Seasonal, Temporary, Substitutes and Short Term
- Employees more than 4 hours
Plan year October 1, 2019 through September 30, 2020
** New requirements: You will be required to provide dependent verification documents if you choose to enroll children in your health benefits. Benefit enrollment forms will not be accepted without dependent verification documents.
Two-tier Anchor Bronze Medical Plan - Anthem Blue Cross
All part time (less than 4 hours per day/.5 FTE), seasonal and temporary employees have the ability to purchase health insurance through the Shast County Office of Education for themselves and their eligible dependent children.
You are eligible for the Anthem Blue Cross 2 Tier Anchor Bronze Plan, click here for a plan summary. This plan mirrors the Affordable Care Act. This plan is a qualified high deductible plan that can be paired with a health savings account for qualified participants. There is no employer contribution. The monthly cost for the current plan year is $431.00 for employee only and $777.00 for employee plus child(ren). This is the only plan offered by SCOE to our part time, seasonal and temporary employees. You cannot put a spouse or domestic partner on this plan, it is for yourself and your eligible dependent children only. This plan does not include dental or vision coverage.
A completed enrollment form must be submitted to the Human Resources office within 30 days of your hire date, even if you choose to decline coverage. Coverage begins on the first day of the month following your hire date or first day of work. SCOE can tell you what your effective date of coverage will be.
Insurance payments are due on the 1st of each month to the payroll department at the Shasta County Office of Education. You are responsible for the entire insurance premium. Payments not received by the 5th of each month will result in the cancellation of your insurance back to the last day of the previous month.
Please contact the Human Resources Department at 225-0200 if you have any questions.
Plan Year October 1, 2019 through September 30, 2020
Health Benefit selections for new hires are made through the Human Resource Service Department during the new hire process. If you have just become eligible for benefits, you will also be required to fill out a selection form through the Human Resource Service Department.
SCOE benefits are provided through the Shasta Trinity Schools Insurance Group. We are self insured and offer the following seven health care options. Please select a plan below to view the plan details or view the 2019-20 Medical Plan Comparison Summary.
- 80-C PPO
- 80-G PPO
- 80-K PPO
- 80-M PPO
- HSA-A (high deductible plan)
- HSA-B (high deductible plan)
- Minimum Value Plan
** New requirement: You will be required to provide dependent verification documents if you choose to enroll a spouse, domestic partner or children in your health benefits. Benefit enrollment forms will not be accepted without dependent verification documents.
2019-20 STSIG Health Savings Account Contribution for High Deductible Health Plan
- All first-time enrollees in either the HSA-A or HSA-B plans (high deductible health plans - HDHP) will be eligible for $500 (individual) or $1,000 (family-more than one enrolled) for 2018/19. STSIG HSA contribution with a 100% payment at the end of November.
The JPA contribution will be deposited into the employee's Payflex HSA Account in November. For new members, once the deposit has been made, you will receive information from Payflex to obtain your new debit card to use for your qualified medical expenses.
Navitus for all the PPO and High Deductible Plans (navitus.com)
Tiered Premium & Employee Annual Fixed Dollar Amounts
The following is the amount that SCOE pays on your behalf for Health, Dental, and Vision coverage, based on full time employment for 2019-20:
- Employee Only $4500
- Employee & Spouse $9450
- Employee & Child(ren) $8100
- Employee & Family $13,500
Part time employees are given pro-rated fixed dollars according to how many hours they work.
Remember that full time employees cannot opt out of Health, Dental or Vision coverage unless the employee is already enrolled in MediCal, Tri-Care for Life, or Covered California (with subsidy) and has proof of that coverage.
Caution! If you are PART time and opt out of dental and/or vision, you will not be able to insure your spouse, children, or family for dental and vision. Your membership is required in order to insure your family. In addition, if you drop your benefits during the school year you cannot switch plans or pick up insurance until open enrollment UNLESS you have had a qualifying event.
- Employee Share of Health Insurance Costs -Plan year October 1, 2019 through September 30, 2020
- MidAmerica Health Reimbursement Account
- Payflex Health Savings Account
- MDLIVE Online
- Wellness Incentive
- Prestige Urgent Care
- Advance Medical
Health Reimbursement Account
To specifically address employee health care costs including retiree health insurance premiums and qualified medical expenses, the Health Reimbursement Account (HRA) provided by MidAmerica was created to assist in providing a source of funds.
This benefit is available to all staff who participate in SCOE's medical plans and receive a stipend throughout the year.
The plan is also available to certificated and classified retirees who qualify for a health care stipend upon retirement.
The HRA also offers a pretaxable benefit for those employees who are retired, but buy only Dental and Vision insurance from the JPA through SCOE.
And last, but certainly not least, the HRA also has a limited purpose eligibility classification for those active employees who participate in the high deductable health policy and have an HSA.
Where the Funds Come From
All funds for your HRA plan come exclusively from SCOE as part of a bargaining unit agreement. For active participants, a monthly contribution aggregating $500 per fiscal year is made to an account (Please note that the annual contribution is based on a full-time position and is pro-rated accordingly for positions that are less than full-time). Funds also paid by SCOE are stipends owed to the employee for years of service upon separation from service.
Most importantly, the amounts contributed into your HRA account can accumulate and roll over unspent funds from year-to-year for future use for you and your family.
If you participate in the Section 125 Plan as well, all available funds within the Section 125 plan must be expended prior to utilizing the HRA funds for unreimbursed medical expenses. In addition, if you are one of the employees who has a High Deductible health plan and an HSA, and potentially a Section 125, your deductible must be met before you can access funds in the HRA and funds in the Section 125 must be exhausted as well.
More Information about Retiree Medical Cost Stipends
As of January 1, 2014, the retiree classification was separated from the existing eligible active employees. It includes Classified, Certificated, and Management Retirees who are eligible for a stipend of either $150 or $300 per month. This classification was added to allow retirees to receive their stipends tax free rather than as taxable income at the end of the calendar year. Health Care Reform has now designated that retirees be separated from the active classification, but it does not change the plan itself.
Plan Highlights have been updated to reflect Bargaining Unit Agreements as of 01/01/2015
Plan Highlights: Active Class A: Active employees who receive health benefits and an in-service stipend of $500 per year or a pro-ration of that amount. Money from this account can only be used for qualified medical, dental and vision expenses while actively employed.
Plan Highlights: Active Class B: Active employees who are enrolled in the High Deductible Health Plan and a continuing Health Savings Account and receive an in-service stipend of $500 per year or a pro-ration of that amount. If participant has a Health Savings Account, eligible expenses from the HRA will be limited to dental and vision expenses until the participant has reached his or her high deductible.
Plan Highlights: Retiree Class A: Former employees not participating in SCOE Medical plans. Former employees who qualify under their bargaining unit agreement for a monthly post employment stipend of $150 or $300.
Plan Highlights: Retiree Class B: Former employees who qualified under his or her bargaining agreement for a monthly post employment stipend of $150 or $300 to be used for qualified medical expenses, and/or health, dental and vision premiums, but do not particpate in SCOE medical plans and only participate in SCOE dental and/or vision plans.
Useful Links and Forms
Health Savings Account
To specifically address employee health care costs including retiree qualified medical expenses, the Health Savings Account (HSA) provided by Payflex was created by the Shasta Trinity Schools Insurance Group to assist in providing a source of funds for those members enrolled in a High Deductible Health Plan.
With an HSA funds can be contributed by the employer, employee or anyone interested. Funds go into the account on a non-taxable basis. Once in the account the funds can be invested and any earnings are also tax free. If qualified medical expenses are incurred, the money used from the Health Savings Account continues to be tax free.
The only time HSA money can be taxed is if it is used for something other than a qualified medical expense. If the money is used for something other than a qualified medical expense by a person who is not 65 years old there is also an additional 20% penalty charged to the tax payer.
This benefit is available to all staff who participate in SCOE's High Deductible Health Plan and receive a stipend throughout the year. Currently the High Deductible Plans are the HSA-A, HSA-B and Minimum Value Plan.
Payflex provides the administrative services for your HSA, and can be helpful in providing information to you on how this benefit works and how to pay health expenses.
Where the Funds Come From
Funds can come from any source. Currently the JPA is contributing an amount to the HSA. And as part of several bargaining unit agreements, SCOE is contributing a negotiated amount. For active participants, a monthly contribution aggregating $500 per fiscal year is made to either an HRA or an HSA account (Please note that the annual contribution is based on a full-time position and is pro-rated accordingly for positions that are less than full-time).
Most importantly, the amounts contributed into your HSA account can accumulate and roll over from year-to-year for future use for you and your family.
If you participate in the Section 125 Plan as well, all available funds within the Section 125 plan can only be used for dental and vision expenses prior to utilizing the funds for unreimbursed medical expenses. Your deductible must be met before you can touch funds in an HRA if you also have an HSA.
More Information about Retiree Medical Cost Stipends
As of January 1, 2014, Retirees who have not yet reached the age of 65 may still place contributions into their HSA, if they are in a high deductible health plan, not covered by any other health insurance, or are a dependent on someone's tax return. They may also elect to place the stipend in an HRA. This includes Classified, Certificated, and Management Retirees who are eligible for a stipend of either $150 or $300 per month. However, once an employee has reached the age of 65, is separated from service, and receiving medicare, the stipend must be placed in an HRA. If an employee is age 65 and still working, but not receiving medicare, the employee may still contribute to the HSA if they are in a high deductible health plan, not covered by any other health insurance, or are a dependent on someone's tax return.
Shasta Trinity Schools Insurance Group has contracted with MDLIVE Online to provide online access to a health care provider. MDLIVE allows you to video conference or live chat with a health care provider who can make a diagnosis and even prescribe basic medication. Click here for details. MDLIVE Online fees for STSIG Members are as follows:
- Copay for service is $5 for all enrolled SISC PPO members and Anthem HMO members.
- Copay for service is $40 for all enrolled in a High Deductible Health Plan.
SCOE has a safety and wellness committee (SWAG) and offers health and safety challenges throughout the school year for wellness credit. The Shasta Trinity Schools Insurance Group also concentrates on Wellness and offers Wellness Credits during the year.
To be eligible for the 2020 Wellness incentives, the primary subscriber must complete THREE incentive activities, one of which MUST be a wellness exam. Please use the new Wellness Incentive Tracking form to verify completion of each requirement. This form may be turned in as you complete each incentive or you can wait and turn it in when all three incentive are met. For those that complete wellness incentive requirements for 2020, a onetime gift card of $100 will be given in December 2020. New enrollees have the same opportunity and deadlines to earn the wellness incentive. Click here for complete program requirements. A subscriber's spouse may also earn the 2020 wellness incentive by completing the same requirements and submitting a separate wellness tracker.
Prestige Urgent Care is offering LOW or NO-COST urgent care walk-in service and scheduled primary care visits to all active employees and their covered dependents on plans 80C, G, K or M. Members on the HSA-A, HSA-B or Minimum Value plan will pay a nominal fee for each visit ($20) due to IRS regulations. This membership is also extended to pre-Medicare retirees and their covered dependents as a benefit of belonging to STSIG.
- Access to medical care with extended and weekend hours.
- Urgent care, wellness care, chronic disease management, digital ex-rays.
- For PRIMARY CARE and WELLNESS visits all members will need to call and make an appointment. In most cases, a same day appointment is available.
- For urgent care/walk-in visits it is requested that members call ahead of time. This allows the staff to anticipate your needs and reduce wait time even further.
Prestige has two (2) locations at:
Prestige Urgent Care
3689 Eureka way, Redding, CA.
Mon-Sat: 9am to 9pm
Sunday 10am to 6pm
Prestige Urgent Care
85 Hartnell Avenue
Redding, CA. 96002
Monday-Friday: 9am to 4:30pm
Free benefit for you and your family, 100% covered by SISC. Use this service to receive second opinions and schedule office visits with top doctors. Learn about a new diagnosis, confirm a course of treatment or find a great specialist in your insurance network.
It's free, it's easy, it's 100% confidential. Call Advance Medical at 855-201-9925 or go online at advance-medical.net/sisc for more information.
Delta Dental provides a network of dental care professionals used by JPA employees and monitors claims filed for appropriateness and compliance with the fee schedule set by Delta Dental. For benefit detail, please contact the Human Resources department or Delta Dental directly.
In plan year 2018/19 plan year a third cleaning per calendar year has been added to all plans. This rules continues to apply.
Delta Dental Claims/Customer Service: 1-866-499-3001
CalPERS: Public Employee Retirement System
CalPERS provides a variety of retirement and health benefit programs and services, and administers other programs dedicated to protecting the financial security of its members.
A CalPERS Benefits Counselor is occasionally available at the Shasta County Office of Education. To make an appointment please send an email to email@example.com. You will need to list your full name, date of birth, last 4 digits of your social security number and the reason for the appointment. A confirming email will be sent to you directly from CalPERS. Appointments are on a first come, first served basis and cannot be made through the Shasta County Office of Education. You must contact CalPERS directly.
Other available resources regarding your CalPERS membership may be obtained from their at calpers.ca.gov or you may call toll free 888-225-7377
CalSTRS: State Teachers Retirement System
Keenan & Associates: Investment Advisors for present Alternative Social Security Plan
Life Investors Insurance Company of America: Pension Accrual Provider for Alternative Social Security Plan Life Investors/TransAmerica Annuities
Life Insurance Company of the Southwest: Pension Accrual Provider for Alternative Social Security Plan
MidAmerica Administrative & Retirement Solutions -Third Party Administrators (TPA)
- Alternative Social Security Plan
- Voluntary 403(b) Plan
- Voluntary 457 Plan
Procedure for withdrawls from retirement account:
Employees (active and inactive) often request withdrawls from their 403(b) and other retirement accounts. These requests are handled through a third party administator-MidAmerica. All requests need to be submitted to MidAmerica for approval.
Please contact the Account Services Department at (888) 796-3786.
- American Fidelity Flexible Spending Account
- Catastrophic Leave Bank
- Employee Assistance Program
- Employer Sponsored Alternative to Social Security Plan
The Catastrophic Leave bank provides leave benefits to participating members under qualifying conditions, so that the member continues in paid status during their absence, thereby maintaining their benefits once they have liquidated their own compensated absence balances. An employee may make the one time election during SCOE's annual Open Enrollment period of May 1st through June 15th. The election is valid throughout your continuous employment with SCOE.
The Catastrophic Leave Bank is available to members:
- who are victims of an illness or accident that results in the inability to return to work for an extended period of time.
- whose immediate family member is incapacitated which requires the employee to take time off from work to care for that family member.
To become a member:
- You must have a balance of earned sick leave equivalent to one full year's accrual, i.e. 12 month employees=12 days; 10 month employees=10 days.
- You must donate two (2) sick leave days to the Bank by completing a donation form during the annual Open Enrollment period of May 1st through June 15th.
If you are not sure of your sick leave balance, please refer to your paystub.
Please contact the Human Resources for a Catastrophic Leave Bank form.
EAP is a service available to you and memebers of your household at no extra cost. It's designed to help you with everyday problems and questions, big or small. No need to fill out paperwork or make an appointment to speak with an EAP staff member. Just call 800-999-7222 or visit anthemEAP.com. You'll be connected in an instant, and they are there 24 hours a day, every day, to help you.
Adoption of Plan
This plan was designed and adopted by the Shasta County Superintendent of Schools Office located at 1644 Magnolia Avenue, Redding, CA 96001 as an alternative to Social Security and was initially effective February 1, 1981.
Purpose of Plan
Social Security is designed to provide benefits to a worker in the event of disability; benefits to certain beneficiaries in the event of pre-mature death; and benefits for retirement after reaching retirement age. This plan was established to provide similar if not better benefits than available through Social Security. This benefit is in addition to the Public Employees Retirement System (CalPERS) benefits. It does not coordinate with CalPERS like social security does. This benefit is provided to employees who work 4 or more hours per day and do not pay into social security. This benefit does not include certificated staff who are in CalSTRS.
Plan Insurance Providers
The long term disability benefits and the survivorship benefits are currently provided by The Standard Insurance Company, and the Retirement Benefits by SCOE/Keenan/MidAmerica. Plan Highlight information is available in the Human Resources office.
The retirement benefit plan is a defined contribution plan, unlike Social Security which is a defined benefit plan. Employer and Employee contributions are made on employee compensation, subject to 401(a)(17) compensation limits, excluding taxable employee benefits.
Mandatory employee contributions of 6.65% are made for compensation up to the Social Security Taxable Wage base. Employer discretionary contributions of 6.65% are made for compensation up to the Social Security Taxable Wage base and are divided amongst the 3 plan components, survivor benefits, long term disability, and pension accrual retirement benefits. This means that SCOE pays the premium on the policies for the long term disability and the survivor benefit up to the $29,700 cap and then the entire employer portion is contributed to the employee retirement plan.
Human Resources Analyst