Frequently Asked Questions (FAQ)

Health, Dental, and Vision & Life Insurance.

 

All full-time employees are eligible for health insurance. A part-time employee can purchase insurance, which is pro-rated based on the number of hours the employee works per day. Eligibility for part-time classified employees is at least (6) hours per day, certificated employees must work at least 50% of a full-time contract.

 

Each bargaining unit has at least one plan which requires no contribution on the employee's behalf. There are several "buy–up" plans that do require an employee contribution.

 

No. Health, dental, and vision are a package and cannot be purchased separately.

 

Employee portion (if required) of premiums are taken through payroll deductions on a 10-month basis. Currently, those deductions are taken on the September through June payrolls.

 

Contact Kim Carlson ([email protected])

 

The premiums are a composite fee, which means that the price does not vary as members are added to or removed from the plan. Some additions are subject to Open Enrollment.

 

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The dependent is removed on the first of the month following their 26th birth month.

 

The first of the month following the marriage provided the paperwork is turned in to the Insurance Office in a timely manner. Paperwork will not be accepted prior to the marriage. As of January 1, 2005, the employee must provide the District with a copy of the Marriage Certificate. Insurance coverage will not be activated until a copy is on file.

 

A newborn's coverage begins immediately at the time of birth. In the case of adoption, guardianship or custody the effective date begins once the court documents are finalized. Additions are not automatically done; it is necessary for the employee to contact the Insurance Office to add a dependent. Social security numbers on newborns can be added at a later date since there is often a delay in receiving the documentation. A copy birth certificate or birth record from the hospital must accompany any addition.

 

SISC guidelines state within 31 days.

 

Yes, but not any family members.

 

The dependent's coverage continues, as long as the dependent still qualifies, but the baby is NOT covered.

 

Coverage may continue for a Dependent child who is mentally or physically handicapped. Proof of the Dependent's handicap will be required, generally every (2) year but can be yearly.

 

If I adopt a child, does that child qualify as a dependent?

Adoption, legal guardianship or custody is an acceptable reason for coverage. It will be necessary to provide a legal document from the courts in order to add a dependent to the insurance. The dependent still must fall into one of the categories listed above.

 

No, their age would prohibit coverage.

 

Only if they have been adopted, or the employee has legal guardianship or is the dependent's custodian and they qualify under the terms of the policy. Proof of court documentation is required.

 

Yes

 

SISC offers coverage through COBRA for the period of (36) months. Call Kim Carlson@ (661) 589-3830 ext. 210 or SISC @ (661) 636-4651, 30-days before the termination date.

 

Failure to remove a dependent can have severe consequences; the employee will be responsible for any monies paid out for the dependent and will be required to repay benefits, paid on the dependent's behalf, that occurred after the first of the month following the loss of dependent status.

 

No, failure to remove can have severe consequences; the employee will be responsible for any monies paid out for the spouse and will be required to repay benefits, paid on the spouses' behalf, that occurred after the first of the month following the divorce.

 

Coverage can be purchased through COBRA for a period up to 36 months or the party responsible for providing coverage can buy coverage through a private insurance agent.

 

As of January 1, 2005, the law was changed to include domestic partners. Effective October 1, 2004, they can be added to the employee's benefit package, if they meet specific qualifications. The benefits are subject to Federal Tax liability, but Not State Tax liability.

 

The domestic partner must be 18 years of age and the same sex. In addition, they must be registered with the State of California, and provide the District with a copy of the Declaration of Domestic Partnership. At the age of 62, the qualification changes to include the opposite sex. Insurance coverage will not be activated until a copy is on file.

 

Yes, under The Family Medical Leave Act, your insurance is kept intact. If at the time the FMLA began and you were full-time, your premiums will continue to be paid on your behalf. If you were part-time when you went out on your FMLA, you would be responsible for your portion of the payment.

 

Yes, the Benefit Plan provides for covered services anywhere in the world, although it may be necessary to pay for the services render and then submit a claim once you return to the area. Keep in mind if an out-of-network provider is used it can result in a substantial reduction of covered benefit amounts.

 

Available on the web www.anthem.com go to the visitor section.

 

No, Anthem Blue Cross is the only card that will be issued. This card is also used for prescription purchases. Dental and Vision services do not require a card, only the employee's social security number for all eligible members of the family is necessary.

 

Insurance Begins and Ends
When does my insurance begin if I am hired for a new school year that begins in August?

September 1st.

 

Your insurance will end the last day of the month in which you leave employment or if you are a 10-month employee (August –June) and complete the school year, your insurance will end on August 31st.

 

No. You must enroll in the insurance package at the time you are eligible. Otherwise, you must wait for the Open Enrollment period, which is the month of September, effective October 1st.

 

Yes. If your status changes and the employee is given a change of hours, a permanent position, or loss of coverage.

 

If you complete the school year the insurance terms are September 1st. If you leave during the year it ends the first of the month following your resignation.

 

Yes, SISC offers COBRA for a period of (18) months under the Federal Cobra laws and an additional (18) months under Cal Cobra. Contact the SISC Office @ (661) 636-4651 for price quotes.

 

It is the same insurance that you had while employed by the District. Under Cobra guidelines, Health insurance can be purchased without dental and vision. Payment is made directly to SISC at the Kern County Superintendent's Office. The SISC contact number is (661) 636-4651.

 

Limitations
How does health insurance handle pre-existing illnesses?

Since a pre-existing clause does not appear in the Medical Benefit Summary Plan Description, it is not an issue and will not result in denial of coverage.

 

Disability
Am I covered by state disability?

NO, if you wish to purchase disability insurance, there are several companies the district uses. Please contact Kim Carlson@ (661) 589-3830 ext. 210 for information on these plans.

 

Address changes are made through the District Office. Please contact Kim Carlson@ at (661) 589-3830 ext. 210.