September 2003

VOL. 14 NO. 2

The Agreement between the Clark County School District and the Clark County Association of School Administrators and Professional-technical Employees for 1997-99 established a pool of days available to administrators who have no other available leave days. The pool of days is created by administrators who voluntarily designate a half day or a full day of vacation for which they would otherwise be compensated under Article 18-4.

It is believed that this pool of days will continue to grow each year until it contains several hundred days. In June 1998, ten CCASA members contributed 7 1/2 days to the pool. In June 1999, twelve CCASA members contributed 9 1/2 days to the pool. In June 2000, twenty-four CCASA members contributed 20 1/2 days to the pool. In June of 2001, twenty-nine CCASA members contributed 27 days to the pool. In June 2002, thirty-one administrators donated 26 days to the pool. During the 2001-2002 school year, the CCASA Representative Council approved the use of 15 days by an administrator who had no other leave available. In June of 2003, 26 administrators donated 23 days to the sick leave pool. During the 2002-2003 school year, the CCASA Representative Council approved the use of 10 days by an administrator who had no other leave available. Currently there are 88.5 days in the pool.

CCASA members will continue to add to this pool each year. Mark your calendar for next June now. Your colleagues and perhaps you will be very thankful for these days some day. CCASA expresses its appreciation to all administrators who have donated days to the sick leave pool.

Once each year, during the months of October and November, the District holds an open enrollment period. This is the time for you to review your benefit election to ensure that it meets the needs of you and your family. During the open enrollment period, you will have the opportunity to make the following changes to your benefit election:

• You can add eligible dependents.
• You can drop covered dependents.
• You can join the CCASA / CCSD Health Insurance Plan if you are currently an active administrative employee and receiving your health insurance from CCEA, ESEA, or from another provider.

The changes will be effective on January 1, 2004. The Benefits Office at 799-5418 will assist you with these changes. If you have questions or require additional information regarding your health benefits, please call the CCASA office at 796-9602.

As a result of recent contract negotiations between CCASA and the District, an additional $32 was negotiated which was applied to the District’s contribution for each administrator to purchase health insurance. With this additional $32, the total District monthly contribution for administrator health insurance is $462.17.

On the October 10, 2003 paycheck, administrators on the CCASA / CCSD Health Insurance Plan who have out-of-pocket expenses for dependent coverage will receive a one time refund or a one time reduction in out-of-pocket expenses of between $88.32 and $96.00. The amount will vary slightly based on out-of-pocket expenses currently being paid by you. The refund or premium reduction will represent a retroactive payment of approximately $32.00 per month back to July 1, 2003. Also beginning on October 10, administrators with dependent coverage will receive a reduction in their out-of-pocket expense of up to $16.00 per pay check. This reduction will continue through December 31, 2003, when there will likely be changes in the premiums due to new dental and life insurance contracts. Premium changes occurring from these new contracts will become effective on January 1, 2004.

The CCASA / CCSD Health Insurance Plan is a comprehensive health and medical insurance program. In order to receive the maximum benefits possible through the current point of service plan at the best possible cost, it is important that administrators and their dependents are familiar with the various components and benefit levels offered through the plan. Each administrator is encouraged to carefully review the CCASA / CCSD Health Insurance Plan benefits binder. Additionally, the PPO and HMO Provider Directories from Sierra Health should be examined to verify the contracting of the selected medical provider. It is recommended that plan doctors be verified online through the CCASA web site (www.CCASA.net). The web site listing will be more up-to-date than the printed HMO and PPO doctor directories.

Since, at this time of the year, there are many new administrators enrolling in the CCASA / CCSD Health Insurance Plan, a brief plan overview is being provided. It is important to note that CCASA retirees have the same level of benefits as active employees, with the exception that there is no long term disability benefit for retirees. Retirees do not receive a District contribution to offset the out-of-pocket cost of insurance.

The comprehensive health insurance plan negotiated by CCASA consists of five components that are provided by five different providers:

Medical Coverage - Sierra Health
Dental Coverage - Delta Dental
Vision Coverage - VSP
Life Insurance - Cigna
Long Term Disability - UNUM

Medical Coverage – Sierra Health

The CCASA / CCSD Health Insurance Plan is a “point of service” plan which allows all participants to secure health services from either an HMO, PPO, or MCI provider each time health services are needed. Participants can move between the HMO, PPO, or MCI provider as desired for each medical need. Benefits received through the HMO portion of the plan will result in the lowest out-of-pocket cost and will generate the greatest savings for the individual and family.

There is no calendar year deductible to see a doctor. There are only copayments of $5.00 (HMO generalist) and $10.00 (HMO specialist), $10.00 (PPO generalist) and $20.00 (PPO specialist), and the amount charged by an MCI doctor that is in excess of 70% of the eligible medical expense (EME). Please refer to your health benefits booklet for specific benefits under each tier of the point of service plan. Services received under the HMO benefit are not subject to calendar year deductibles or coinsurance payments. Some services under the PPO benefit are subject to a calendar year deductible and coinsurance of 20%. All services under the MCI benefit are subject to the calendar year deductible and coinsurance of 30% of EME.

Prescription copayments are $5, $10, and $20. You should never be charged for anything more than one of these amounts. Any other copay is incorrect. There is no preauthorization required for prescriptions. The $5, $10, and $20 copays also apply to 90 day supplies of maintenance drugs ordered through Express Scripts.

Rene Bernier continues to serve as the Sierra Health Services account executive for the CCASA / CCSD Health Insurance Plan. If you have ANY problems with the HPN Point of Service Plan or the SHL Out-of-Area Plan, you can give Rene a call at 702-304-6964 or contact the CCASA office at 796-9602.

Dental Coverage – Delta Dental

Dental care is provided by the Delta Dental Insurance Company. A summary of benefits is as follows: The deductible for each enrollee is a $100 lifetime. Diagnostic and preventive services are generally paid at 100%. Basic benefits are covered at 80% and crowns are covered at 55%. Bridges and dentures are covered at 50%. There is a maximum $1500 benefit per patient per calendar year and a lifetime $1500 orthodontic benefit for dependent children to age 19. The current contract with Delta Dental will expire on January 1, 2004. CCASA is currently negotiating dental coverage with a variety of providers.

Vision Coverage – VSP

The provider for vision care is Vision Services Plan (VSP). Examinations and lenses will be provided every 12 months and frames will be provided every 24 months. The plan includes a $10 copay to member doctors at the time services are provided.

Cigna Group Insurance

Each administrator currently participating in the CCASA / CCSD Health Insurance Plan has a $50,000 life insurance policy through Cigna. This policy also contains an additional $50,000 Accidental Death and Dismemberment (AD&D) Benefit. This policy reduces to a $25,000 life insurance policy with an additional $25,000 accidental death benefit at age 70. The policy also provides $2,000 life insurance coverage for the spouse of an active or retired administrator, and a $2,000 benefit for an active administrator’s dependent children through age 19 or 26 if enrolled as a full time student.

Long Term Disability

This benefit is provided by the UNUM Life Insurance Company. The benefit is effective 180 days after an individual becomes disabled. The benefit is 60% of an individual’s salary. The premium is paid with after taxed money which makes the full 60% benefit tax free. This benefit is not available to retirees participating in the plan.

Hartford Life Insurance / UNUM Long Term Care

In addition to the comprehensive insurance plan outlined above, the Clark County Association of School Administrators and Professional-technical Employees has negotiated other health related benefits for administrative employees. These benefits are provided at no cost to the active employee and include the following:

Hartford $100,000 Life Insurance Policy

The Clark County Association of School Administrators and Professional-technical Employees administers a $100,000 life insurance policy for all active employees and those retirees who elect to continue the policy after retirement. The policy also contains an additional $100,000 Accidental Death and Dismemberment (AD&D) benefit. Both the original amount and AD&D benefit reduce to $50,000, respectively, when the insured reaches age 70. This policy is currently provided through Hartford Life Insurance Company of America. This policy is a negotiated benefit provided by CCASA to active district administrators. There is no cost to active administrators. There is no negotiated life insurance contribution provided once an administrator retires. However, CCASA, as a free service to its members, does collect the premium from the retiree and transfers the premium to the Hartford Company. The benefit levels and premiums for retirees are the same as those of active administrators.

UNUM Long Term Care

CCASA also provides to each active administrator a basic long term care policy. This policy pays $1000 per month for a long term care facility, $600 per month for an assisted living facility, and $500 per month if receiving professional home care from a licensed practitioner. This basic LTC plan pays a maximum lifetime benefit of $60,000. This policy is a negotiated benefit through CCASA and there is no cost to active administrators. The policy can be continued by administrators after retirement, but the premium must be paid by the retiree. Active administrators and retirees, who have had no lapse in long term care coverage, may also elect to purchase additional long term care coverage from UNUM. Please contact the CCASA office for an application packet.

On September 11, 2003, the CCASA Representative Council held its regular monthly meeting. The major items discussed and/or actions taken during the meeting included the following:

1. The revenue, expenditures, and balances within the CCASA Association and Trust Fund Accounts;

2. A review of the status of :

A. Officers’ and Directors’ Insurance – the premium history for the officers’ and directors’ insurance policy was reviewed. The current policy was renewed at an annual premium of $11,200;

B. CCASA / CCSD Health Insurance Plan – Current contracts for Delta Dental and Cigna Life will expire in January 2004. CCASA is currently shopping these plans with various providers. Stephen outlined a recent CCASA / Sierra Health meeting in which CCASA raised a number of concerns regarding Sierra’s customer service. The current medical contract with Sierra will terminate in January 2005. CCASA is in the process of developing a comprehensive member health insurance survey that will be distributed to administrators in late October or early November. This information will be utilized to make decisions regarding the negotiation of a new medical contract with Sierra or with another health insurance provider;

C. Assembly Bill 286 – This bill was passed during the last legislative session and will require CCSD to pay an insurance premium subsidy for retirees who elected to, or who elect to, enroll in the state health insurance plan. CCASA opposed this bill during the session for two reasons; (1) it will be very costly to the school districts; and (2) it is discriminatory in that it does not require a subsidy for retirees who elected to, or who elect to, stay in the CCASA / CCSD Health Insurance Plan, or any other health insurance plan. An attorney general’s opinion has been requested regarding the intent of this bill. CCASA will continue to monitor this situation;

D. Administrative Reclassification – All administrators will be notified of their salary / range placement for the 2003-2004 school year on or about September 24, 2003. CCASA is continuing to work with the District to facilitate the implementation of this procedure. General membership meetings to discuss reclassification have been identified and will be communicated to the membership in the September Unifier;

E. 401A Retirement Plan – Mr. Joe Rollins, President of TSA Consulting Group, and a consultant to CCSD for contract compliance for 403B and 457 tax shelter plans made a presentation regarding a proposed new plan which will allow employees to shelter up to $40,000 of vacation pay at the time of retirement or resignation from the District. The plan has both positive and negative features. After hearing the presentation, the Representative Council voted to move forward with the development of an RFP (request for proposal), and will make a final decision regarding administrator participation after proposals are presented from interested providers;

F. Proposed CCASA Constitution Amendments _ During contract negotiations between the Clark County School District and the Clark County Association of School Administrators and Professional-technical Employees, a new category of Clark County School District employees, professional-technical employees, was defined. The professional-technical employees will include the majority of the nonlicensed administrators currently represented by CCASA and approximately 50 professional-technical employees currently represented by ESEA. All professional-technical employees and administrators will be represented by the same bargaining unit and will receive the same benefits. Placement in the professional-technical category will not result in any loss of salary or benefits.
Since the bargaining unit will represent administrators and the professional-technical employees, the existing CCASA Constitution must be amended prior to submitting the new agreement to the Nevada Employment Management Relations Board (EMRB) as is required annually. On or about September 18, 2003, all CCASA members will receive through the U.S. Mail, the proposed CCASA Constitution amendments along with a ballot. Completed ballots will be returned to CCASA for tabulation; and

G. Lawsuit – Stephen provided an update on the lawsuit between CCASA and a former member. CCASA was recently awarded attorneys fees and costs. The Representative Council reiterated its position that no money will be authorized to settle this suit.

3. New Business:

A. Administrators’ Advisory Council Meeting – The first Advisory Council meeting will be held October 14, 2003, at 3:00 pm in the CCASA office. Tentative agenda items were identified. The agenda will be finalized at the October 9, 2003, Representative Council meeting;

B. Office Technology Purchase – The Representative Council reauthorized the purchase of a lap top computer and a second printer for the CCASA office. These items had previously been approved when the 2003-2004 budget was developed;

C. No Child Left Behind – A number of concerns were expressed regarding No Child Left Behind. It was agreed that this item would be placed on the Administrators’ Advisory Council meeting agenda with Mr. Garcia; and

D. Association Account Audit – Meetings will be held with the new and outgoing CCASA presidents and the new and outgoing CCASA treasurers to review the association financial accounts.

4. Committee Reports:

A. CCAESP – Sue Steaffens, President, reported that brown bag lunch meetings will be held with elementary administrators during November to foster communication;

B. CCASSP – Linda Archambault, President, announced that a fall social has been scheduled for October 22, 2003, from 4pm-6pm at Desert Pines High School; and

C. Legal – Joe Murphy, President Elect, reported that there was no activity for the Legal Committee.

5. Executive Director’s Report – Stephen Augspurger provided an overview of the accountant’s report, the membership report, and a review of the various CCASA activities and the types of assistance provided to CCASA members.

On or about September 24, 2003, each CCSD administrator received a personalized letter from the Human Resources Division which outlined his or her salary/range placement for the 2003-2004 school year. The letter also outlined the payment schedule for the stipend payments for those administrators not receiving a salary increase through reclassification, and outlined the reclassification information which will be available for review on the District web site.
The listing of the general membership meetings that have been scheduled to provide administrators an opportunity to discuss reclassification with District and CCASA representatives is provided below. Four meetings have been scheduled for school based administrators, and two meetings have been scheduled for non school based administrators. One additional meeting has been scheduled for outlying school administrators. It is important that administrators attend the meeting appropriate for their classification, i.e. school based, nonschool based, and outlying administrator.