• Employee coverage paid by the District (up to the cost of the OAPIN). Employees selecting PPO must pay “buy-up” cost.
• Choice of OAPIN (Open Access Plus-In Network) or OAP (PPO)
• Family coverage is optional and may be purchased through payroll deductions.
• Administered by CIGNA HealthCare

• Outpatient: $10 co-payment per visit. Maximum of 30 visits per contract year.
• Inpatient: $200 co-payment per admission. Maximum of 30 days per contract year. (excluding substance abuse)
• Administered by CIGNA Behavioral Health

Employee Assistance Program
(available to all employees and dependents)

• A resource for employees and their covered dependents who feel they need to talk to a professional who can help them identify and resolve their personal or family problems.
• Up to five (5) visits per year paid by the District
• Administered by CIGNA Behavioral Health

• Employee coverage paid by the District
• Choice of DHMO, Low Option PPO or High Option PPO
• Family coverage is optional and may be purchased through payroll deductions
• Administered by CIGNA Dental

• Employee coverage paid by the District
• Family coverage is optional and may be purchased through payroll deductions
• Administered by Davis Vision

• Paid by the District
• Term Policy with Accidental Death & Dismemberment (AD&D)
  $35,000 value for teachers and non-instructional employees
  Two times salary (max of $75,000) for administrators
• Provided by The Standard Insurance Company

• Provides $200 per year for full-time employees and $100 per year for part-time employees to use in the following ways:
• Option 1 – 100% to offset the cost of pre-tax medical, dental or vision premiums
• Option 2 – 100% to Medical Flexible Spending Account (FSA)

Automatic Benefit Enrollment

(For employees who do not enroll during a benefits orientation.)

• Full-time employees – OAPIN Medical, Low PPO Dental, Vision, Core Life, and Medical Flexible Spending Account (FSA) plan for benefit dollars.
• Part-time employees – EAP (Employee Assistance Program) only

• Provides 60% weekly income replacement after sick leave benefits are exhausted beginning on the 14^th day up to the 91^st day. Premium is post-tax to allow for tax-free benefits.
• Choose from $275 a week or $1150 a week policy
• Provided by CIGNA

• Provides 60% monthly income replacement after sick leave benefits are exhausted beginning on the 91st day. Premium is post-tax to allow for tax-free benefits.
• Choose from $1,200, up to $5,000 a month policy
• Provided by CIGNA

• Supplements core life insurance policy provided by MCSD (employee must have core life to purchase additional policy)
• Choose from 10,000 to 100,000 (increasing in 10,000 increments)
• Provided by The Standard Life Insurance Company

• Family unit policy covers Spouse $10,000/Child(ren) $5,000 each
• Provided by The Standard Life Insurance Company

• Medical Care Flexible Spending Account – Allows employees to set aside pre-tax dollars to pay for medical, dental, vision, prescription costs and certain over-the-counter medications not covered by insurance.
• Dependent Care Flexible Spending Account – Allows employees to set aside pre-tax dollars to pay for dependent care expenses.
• Administered by Eagles Benefits by Design.

• Choose from the following AFLAC individual policies to supplement your insurance needs:
• Personal Sickness Indemnity
• Specific Health Event
• Personal Accident Indemnity Plan
• Personal Cancer Indemnity Plan
• Life Protector (Whole and Term Life)

• One (1) day for every month worked
• Sick leave bank. Voluntary program established to protect employees from catastrophic illness, accident, or injury. Administered by Personnel Office.

• Six (6) days per year for personal business (from accrued sick leave)

Annual Leave
(248-day + employees only)

• 0-5 years - 8 hours per month
• 5-10 years - 10 hours per month
• More than 10 years - 12 hours per month

• Florida Retirement System (FRS). District contributes a percentage of gross salary per paycheck toward retirement. Employee has choice of pension plan or investment plan (administered by Personnel).
• 403(B) Annuity Programs and 457(B) Deferred Compensation programs offered for voluntary participation
• 401(A) Plan is a mandatory program designed to save Social Security and Medicare taxes on all special pay (unused sick leave, vacation pay, or bonuses) upon termination of employment or for employees in the Deferred Retirement Option Program (DROP) with FRS.

• All employees receive six (6) paid holidays