- All elections made during the 2018-2019 Annual Enrollment period are effective September 1, 2018.
- It is important you check your September 14, 2018 paycheck to verify all premiums are accurate.
- TRS is still currently processing NEW medical enrollments and changes.
- If you changed your plan and/or added or dropped dependents during annual enrollment, you should receive your new ID card within 7-10 business days.
New hires have 31 days from the employment start date to enroll or decline benefits. Please visit Online Benefits Enrollment for information on how to log in to the benefits enrollment system and to enroll or decline coverage. The Employee Benefits Guide is available on the Benefits Plans page.
For ID Card information, please visit the Frequently Asked Questions (FAQ) page.
For all Family Status Change or Special Enrollment Events, please visit the Family Status Change page for more information regarding the requirements. Remember, all documents must be received by the Benefits Office within 31 days of qualifying event date.
Benefit Plan Overviews
For covered accidental injuries, benefits are paid directly to you, according to a fixed schedule, regardless of other coverage you may have. You may spend it any way you choose.
This plan pays a set amount for early detection and treatment of certain kinds of cancer, including expenses such as screenings, hospital stay, radiation, chemotherapy and surgery. Benefits are paid directly to you regardless of other coverage you may have. You may spend it any way you choose.
This plan replaces lost income -- up to 60 percent -- because of a disabling illness or injury.
Flexible Spending Account(FSA):
The district allows employees to pay for medical, dental and vision expenses with pre-tax dollars through an FSA Healthcare Account and dependent care expenses through an FSA Dependent Care Account.
Health Savings Account(HSA):
An HSA, or health savings account, is a unique tax-advantaged account that employees can use to pay for current or future healthcare expenses.
Group Life Insurance:
The district provides eligible employees with $20,000 in life insurance. Additional coverage is available thru the Voluntary Life Insurance plan.
This plan gives employees access to plan attorneys with discounted rates.
Voluntary permanent life insurance can be an ideal complement to the group term and optional term your employer might provide. Designed to be in force when you die, this voluntary universal life product is yours to keep, even when you change jobs or retire, as long as you pay the necessary premium.
Sick & Personal Leave:
Full-time employees qualify for state personal leave days, consisting of five days maximum per year with no accumulation limit. In addition, employees may earn five days of local sick leave.
Two different PPO vision plans are available to employees. These plans provide an eye exam, contacts or lenses and frames after co-pay. The allowed amount for contacts or lenses is $130.
Voluntary Life Insurance:
Employees may elect additional life insurance for themselves and/or dependents. Voluntary Life Insurance offers coverage up to five times your annual salary, not to exceed $500,000. A health statement may be required.
Voluntary Accidental Death & Dismemberment (AD&D) Insurance:
In conjunction with the Voluntary Life Insurance plan, employees may elect AD&D coverage. AD&D pays an amount equal to your life benefit if you die as a direct result of an accident. In the case of accidental dismemberment (loss of hand, foot or sight), this policy would pay a certain percentage of the AD&D benefit.
The Consolidated Omnibus Reconciliation Act (COBRA) entitles all covered participants to continue their health coverage for up to 18 months after terminating employment with the district. This option requires the employee, or the employee's dependents, to pay both the employee's and the district's contribution for group premiums.
Critical Illness Insurance:
This supplemental insurance to your medical plan directly pays you a sum of money upon initial diagnosis of a covered critical illness event such as a heart attack, stroke, major organ failure (excluding heart failure) or cancer.
Three different dental plans are available to employees; PPO Low, PPO High or DHMO. The Low and High PPO plans offer freedom of choice of dentists. The DHMO has a set network of dentist to choose from and benefits are paid using a set schedule.
Employee Assistance Program:
An employee assistance program (EAP) is a work-based intervention program designed to identify and assist employees in resolving personal problems (e.g., marital, financial or emotional problems; family issues; substance/alcohol abuse) that may be adversely affecting the employee's performance. Your EAP provides immediate, and confidential assistance for any work, health, or life concern.
Hospital Confinement Indemnity Gap Insurance provides supplemental benefits to existing major medical or comprehensive health insurance plans. You must be enrolled in the Group Health Insurance to be eligible for Gap coverage.
Group Health Insurance (TRS Active Care – Aetna):
Employees may select coverage from one of three plans. The district makes a contribution of $225/month for each employee's health plan. The employee's cost depends on the plan he/she selects. The three health plans include TRS AC 1 HD (PPO), TRS AC 2 (PPO), and TRS AC Select (HMO). All plans provide coverage for the employee and his/her family.
403b & 457 Deferred Compensation Plan:
Pearland ISD offers a voluntary 457(b) Deferred Compensation Plan for all district employees. Your contributions are made on a pre-tax basis to allow for more retirement savings. This plan can be used in conjunction with or in lieu of the 403(b) plan. This program is permitted under Section 457(b) of the Internal Revenue Code.
FICA Alternative Plan:
Pearland ISD offers a voluntary 457(b) FICA Alternative Plan (Plan) for all part-time, seasonal and temporary employees. The Plan provides an alternative benefit to Social Security and exempts you from FICA (Social Security) payroll taxes.