Alpine Early Retirement Incentives

Alpine School District offers two early retirement incentives for eligible employees.

Stipend

In order to be eligible for a retirement stipend you must meet the following criteria:

  1. Submit a signed Retirement Request to the Human Resource Department by February 1st of the year in which you wish to retire.
  2. Must have a minimum of 15 current, consecutive years with Alpine School District and are or will be at least 60 years of age during the contract year of retirement  OR  have a minimum of 15 current, consecutive years and qualifies with the Utah State Retirement Systems for a full unreduced pension benefit (30 years of service).

You may be eligible to buy future URS service years to qualify.  If the employee qualifies for unreduced Social Security benefits the district retirement stipend is assumed to be fully offset.  Please see the policies below for details on how the stipend is calculated.

Medical Insurance

In order to be eligible for 4, 5 or 6 years of extended medical insurance you must meet the following criteria:

  1. Submit a signed Retirement Request to the Human Resource Department by February 1st of the year in which you wish to retire.
  2. You must be hired before March 1, 2006.
  3. Completed a minimum of 20 years (15 years need to be current and consecutive) and are, or will be 60 years of age during the contract year of retirement  OR completed a minimum of 20 years (15 years need to be current and consecutive) and qualifies for a full unreduced pension benefit with URS (30 years of service).

You may be eligible to buy future service URS years to qualify.  Please see the policies below for details.

Resources:

Last Updated: September 19, 2019

Cobra Insurance

COBRA Overview

COBRA is an acronym for the federal law, the Consolidated Omnibus Budget Reconciliation Act of 1986.  The law is designed to allow eligible employees and/or their covered dependents to continue certain health-related group benefits when coverage is lost for a number of reasons.

Note: The law does not require that COBRA coverage is made available if an employee is terminated for “gross misconduct.”

Responsibilities

Employees and eligible dependents have important notification duties under COBRA, which include the following:
  • Notify your employer within 60 days of a divorce, legal separation or child’s no longer being eligible for coverage, (for example, because of passing the maximum age for coverage).
  • Notify your employer in writing within 60 days of the later of the notification of COBRA option or loss of coverage date that you wish to take COBRA coverage, and then pay within 45 days of that date all back premiums. (No coverage will be in force until the money is paid, but the payment of the money will reinstate coverage back to the Qualifying Event date if paid in a timely manner.)
  • Pay the applicable monthly premium in a timely manner (i.e., within 30 days of the due date) even if you do not receive a bill.
  • Provide proof of disability status from the Social Security Administration (if you or a family member is trying to qualify for possible disability COBRA extension to 29 months). Note: You must notify the plan administrator within 60 days of the formal determination by the Social Security Administration of a disability.
  • Keep the employer who’s sponsoring the group coverage you’re continuing informed of your current mailing address.

Qualifying Events

For Employee / Former Employee:

  • Reduction in your hours of employment or the termination of your employment (for reasons other than gross misconduct on your part).

For Spouse of Employee / Former Employee:

  1. The death of your spouse.
  2. A termination of your spouse’s employment (for reasons other than gross misconduct), or reduction in your spouse’s hours of employment.
  3. Divorce or legal separation from your spouse.
  4. Your spouse becomes entitled to Medicare benefits (if a loss in coverage occurs).
  5. Your spouse is a retiree and your spouse’s employer files for Chapter 11 reorganization.

For Dependent Child of Employee / Former Employee:

  1. The death of a parent.
  2. The termination of a parent’s employment (for reasons other than gross misconduct) or reduction in a parent’s hours of employment.
  3. Parent’s divorce or legal separation.
  4. A parent becomes entitled to Medicare benefits and would lose group coverage (if a loss in coverage occurs).
  5. The dependent ceases to be a “dependent child” under the group health plan.
  6. The parent is a retiree and the parent’s employer files for Chapter 11 reorganization.

Note: If, as an employee, you go out on a qualified leave under the Family and Medical Leave Act of 1993, special rules apply. The COBRA Qualifying Event will not start until you notify the company, during the leave period, that you will not be coming back or if you do not return at the end of the leave period.

Under the law, the employee or a family member has the responsibility to inform the Human Resource Department of your employer (or former employer) of a divorce, legal separation, or a child losing dependent status under the group health plan within 60 days of this Qualifying Event. There is also a 60-day notification requirement for informing the Plan Administrator of a disability award from the Social Security Administration to qualify for the possible disability extension.

Last Updated: September 19, 2019

Resignation

If you are resigning employment with the District, here are some helpful reminders:

  1. Notify both your supervisor and work with your secretary to fill out the appropriate paperwork to turn into the Human Resource Office.
  2. If you are a benefits-eligible employee:
    • Year-round employees or if you terminate your employment before your contract ends your benefits will end on your last day of employment.  If you are a nine-month employee or in a school setting and have completed your contract for that school year, the benefits will run through August 31st of that year.
    • EMI Health will send you correspondence letting you know about your right to continue your medical coverage under the federal law known as COBRA.
    • Contact URS at (800) 695-4877 for information about 401k/457 accounts or pension.
  3. Contact any voluntary benefits providers for options (if any) for post-employment continuation.
  4. Return any district equipment such as laptops, purchasing cards, ID badges, office equipment, keys, etc.
Last Updated: September 19, 2019

Ending District Employment

If you are preparing to leave employment with Alpine School District this information will help guide you through the process whether you are resigning or retiring.

Educators should make every reasonable effort to complete each contracted year.  Educators who find it necessary to terminate employment before the contract year should give notice at least 30 calendar days in advance.  Resignation without 30 calendar day notice may result in a $200 penalty.

Resources:

Last Updated: September 19, 2019