NOTE: The term administrator as used throughout the newsletter refers to administrators and professional-technical employees.
SENATE BILL 544 / PUBLIC EMPLOYEES BENEFIT PROGRAM (PEBP)
Senate Bill 544, passed during the 2007 Nevada Legislative Session, amended the law allowing employees of the Clark County School District , as well as other non-state governmental agencies, to join the Public Employees Benefit Plan (state insurance plan) at retirement.
The passage of this bill was anticipated before the start of the legislative session this past February. Prior to the session, an interim committee on benefits recommended that non-state governmental entities that did not have their active employees insured with the state would no longer be eligible to enroll their retirees in the state health insurance plan after November 30, 2008 . Since the state plan has a two month waiting period, it requires a retirement date prior to September 1, 2008 , to maintain eligibility for a retiree to enroll in the state health insurance program.
As you may be aware, the passage of this bill has created a great deal of anxiety for teachers because upon retirement the only option for teachers at the present time is to enroll in the state health insurance plan or to seek private insurance. At retirement, teachers are not allowed to remain enrolled in the Teachers Trust Insurance Program.
UNLIKE TEACHERS, RETIRING ADMINISTRATORS HAVE ALWAYS BEEN AND WILL CONTINUE TO BE ABLE TO ENROLL IN ANY OF THE HEALTH BENEFIT PROGRAMS OFFERED THROUGH THE SCHOOL ADMINISTRATORS’ AND PROFESSIONAL-TECHNICAL EMPLOYEES’ WELFARE TRUST.
It is true, however, that Senate Bill 544 will preclude administrative retirees from enrolling in the state health insurance program. This enrollment option will end effective September 1, 2008 . It is important that all active administrators and administrative retirees know that CCASAPE has always and remains committed to providing the best possible benefit program to not only active administrators and their eligible dependents, but also to retirees and their eligible dependents. ADMINISTRATIVE RETIREES WILL ALWAYS BE WELCOME TO PARTICIPATE IN THE VARIOUS BENEFIT PROGRAMS OFFERED THROUGH THE WELFARE TRUST.
Questions or concerns regarding Senate Bill 544 or any aspect of retiree health benefits should be directed to Allin, Mark, or Stephen at the CCASAPE office, 796-9602.
FULL-TIME STUDENT ENROLLMENT STATUS REQUIRED FOR HEALTH PLAN ELIGIBILITY
With the fall semester soon to begin, health plan participants are reminded that an unmarried child who is under the age of 27 and enrolled in an accredited school is eligible to receive health benefits as a dependent on any of the health benefit plans offered through the Welfare Trust. Students must be enrolled in 6 credit hours to be eligible to participate. In the past, Sierra Health required an annual letter from the registrar’s office verifying that the student is enrolled in a minimum of 6 credit hours.
HEALTH PLAN PARTICIPANTS ARE REMINDED THAT THIS ANNUAL VERIFICATION IS NO LONGER REQUIRED. ADMINISTRATORS AND RETIREES MUST PROVIDE A STUDENT STATUS VERIFICATION ONLY ONCE (WHEN A DEPENDENT TURNS 19, OR AT THE TIME OF COLLEGE ENROLLMENT IF THE CHILD IS 19 OR OLDER). PLAN PARTICIPANTS ARE REMINDED THAT SIERRA HEALTH EXPECTS THAT EACH ADMINISTRATOR AND RETIREE WILL INFORM THE DISTRICT’S BENEFITS OFFICE (799-5418) WHEN ANY DEPENDENT IS NO LONGER ELIGIBLE FOR HEALTH BENEFITS COVERAGE.
STUDENTS CURRENTLY ENROLLED IN THE HEALTH BENEFITS PLAN AS A DEPENDENT WHO DO NOT RETURN TO SCHOOL IN THE FALL ARE NOT ELIGIBLE FOR COVERAGE BEYOND SEPTEMBER 30, 2007 .
Even though student status verification is no longer required by Sierra Health, the student must remain enrolled throughout the school year, with the exception of the summer months, to maintain health benefits eligibility. Failure to notify the District’s Benefits Office when a student dependent is no longer enrolled as a full-time student will result in Sierra Health terminating health benefits eligibility for that dependent retroactively to the date when the student became ineligible. Claims incurred during the ineligible period will be denied by Sierra Health and the other health care providers.
HEALTH PLAN OPEN ENROLLMENT
Once each year, during the months of October and November, the School Administrators’ and Professional-technical Employees’ Welfare Trust 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, although this can be done at any time.
- You can transfer your enrollment into any of medical plan options offered through the Trust. There are two Point of Service plans, an HMO plan, and a Medicare Eligible Point of Service Plan which is available for actives and retirees who are 65 years of age and who meet eligibility requirements for Medicare Parts A and B and live in Nevada . The Trust also offers an Out-of-Area PPO Plan for retirees who live outside of Nevada .
- If you are currently an active administrative employee and receiving your health coverage from CCEA, ESEA, or from another provider, you can join any of the medical plan options offered by the Trust during the two month open enrollment period.
Any changes you make in your benefit election will become effective on January 1, 2008 . The CCASAPE labor agreement provides that the CCSD Benefits Office assist you with these changes (799-5418).
The School Administrators’ and Professional-technical Employees’ Welfare Trust has scheduled a series of seven benefit information meetings (5 for actives / 2 for retirees) to be held during October and November to provide administrators and retirees an opportunity to discuss the five medical plan options that are available through the Trust, make changes in their benefit election, and to review changes in premium rates.
As you know, effective July 1, 2007 , a 9% increase occurred in the medical benefit provided by Sierra Health. Fortunately, through the collective bargaining process, sufficient state health insurance money was negotiated to cover the 9% increase for all employees with the exception of employees with families on POS Plan 1 who experienced a very small out-of-pocket increase.
Your Welfare Trust is currently in contract negotiations with the following benefit providers. These providers include UNUM (long term care coverage), Standard ($100,000 and $50,000 life insurance policies, long term disability, and dental coverage) and VSP (vision benefits). The Trust is pleased to inform plan participants there will be no premium increases for vision, life insurance, long term disability, and long term care. Current rates for these benefits will remain unchanged through June 30, 2010 . As of this time, discussions are continuing with the dental provider, Standard Insurance Company. The current dental contract with Standard expires on December 31, 2007 . We have a commitment from Standard to extend the contract to June 30, 2008 , with no rate increase, followed with a one year agreement with a 5% rate increase.
Additionally, on behalf of the School Administrators’ Welfare Trust, Allin, Mark, and Stephen have reopened negotiations with Sierra Health. The current contract with Sierra began July 1, 2007 , and will end June 30, 2008 . It is our goal to negotiate a multiple year contract with Sierra with favorable rates for each of the five medical plan options offered through the Trust. When negotiations are completed,additional information will be communicated by the School Administrators’ Welfare Trust through the Unifier.
CURRENT WELFARE TRUST ACTIVE AND RETIREE HEALTH BENEFIT RATES CAN BE VIEWED HERE:
VIEW 2007-08 HEALTH BENEFITS RATES
WELFARE TRUST 2007 OPEN ENROLLMENT MEETING SCHEDULE
DATE |
TIME |
LOCATION |
MEMBERS |
Oct. 16, 2007
Tuesday
|
3:45p.m. |
Education Center
Board Room
|
Active
Employees
|
Oct. 16, 2007
Tuesday
|
6:30 p.m.
|
Education Center
Board Room |
Retirees |
Oct. 17, 2007
Wednesday
|
|
Cimarron-Memorial HS Room 200
|
|
|
|
|
|
|
|
|
|
|
Education Center
Board Room
|
|
|
|
|
|
|
|
|
|
|
|
|
CHANGE OF BENEFICIARY REMINDER
Administrators are reminded of the importance of periodically reviewing beneficiary designations for the Standard life insurance policies ($100,000 and $50,000 policies) and for CCSD payroll warrants. When life changing events occur which may necessitate a change in beneficiary designations, it is necessary for the administrator to contact the CCASAPE office to make the necessary changes to the $100,000 and $50,000 Standard life insurance policies. Administrators wishing to make beneficiary changes to payroll warrants must do so by calling Administrative Personnel at 799-5484. When beneficiary designations are not periodically reviewed and updated, it is possible that the financial benefits from these policies and payroll warrants (final paycheck and vacation payoff) will not go where they are needed and/or desired.
ADDRESS CHANGES – ATTENTION ACTIVE ADMINISTRATORS & RETIREES
As you know, the Clark County School District requires that all professional organizations communicate with their members through the U.S. Postal Service rather than the CCSD mail. In order for you to receive the CCASAPE and the Welfare Trust communications, it is critical that we be notified when you have a change of address. If you have moved recently, please call Debbie or Sadie in the CCASAPE office (796-9602) and provide your new address. This information will be communicated by CCASAPE staff to the Welfare Trust, the District, and to the medical benefit providers.
ANNUAL REVIEW OF SITE BASED PRINCIPAL POSITIONS
All principals are reminded that Article 20-11-5 of the Negotiated Agreement between the Clark County School District and the Clark County Association of School Administrators and Professional-technical Employees outlines the process and procedure for the required annual review of the classification of each principal position in the District. The review occurs annually, following count day (September 21 for the 2007-2008 school year). Human Resources will complete the analysis of all required data and will notify those principals who have changes in their classification point factors prior to October 25, 2007 . Any change in classification factors which results in a salary increase will be paid beginning on the November 9 th pay date and will be retroactive to the first day of the contract (July 1 or August 1). Reclassification point factors for principals can be viewed on the CCSD website.
RETIREMENT
Please be reminded that any administrator planning to retire on or before December 31, 2007, must schedule a meeting with the CCASAPE staff and complete the form to participate in the Welfare Trust’s retiree unused sick leave payout, retiree medical reimbursement payout, retiree health benefit programs, and retiree life insurance / retiree long term care programs. THE FORM MUST BE COMPLETED AND FILED WITH THE CCASAPE OFFICE PRIOR TO NOVEMBER 1, 2007 , IN ORDER TO PARTICIPATE IN THE JANUARY 2008 PAYOUT. Please call the CCASAPE office at 796-9602 if you have any questions.
AUGUST REPRESENTATIVE COUNCIL MEETING |
On August 9, 2007 , the CCASAPE Representative Council held its regular monthly meeting. The major items discussed, reviewed, and/or actions taken during the regular meeting included the following:
1. The revenue, expenditures, and balances within the CCASAPE Association and the School Administrators’ Trust Fund Accounts were reviewed;
2. The status of:
A.
School Administrators’ and Professional-technical Employees’ Welfare Trust – Stephen outlined the status of the operational changes that will allow the Trust to become an entity separate from the Association. This process will be finalized early this fall and will result in the Welfare Trust Trustees assuming responsibility for all decision-making regarding the health and welfare benefits provided to administrators and retirees and eligible dependents through the Trust;
B. 2007-2009 Negotiations – The status of current discussions between the District and CCASAPE were outlined. Negotiations are currently at a standstill. Informal discussions with the District are occurring, but formal sessions have not yet been rescheduled;
3. New Business:
A. Officers’ and Directors’ Liability Insurance – The status of the CCASAPE Officers’ and Directors’ liability insurance was reviewed. Competitive bids are being requested from various providers. The Trust and the Association will purchase separate officers’ and directors’ policies;
B. Resolutions and Signature Cards for CCASAPE General Operating Account – Resolutions were approved which authorize the CCASAPE President (Charles Anderson), CCASAPE Treasurer, (Bev Mathis), CCASAPE Past-President, (Bart Mangino) and CCASAPE staff ( Allin Chandler, Mark Coleman, and Stephen Augspurger) to transact business for the various CCASAPE Association accounts;
C. CCASAPE Sick Leave Pool – During this past June, administrators donated 44 days to the CCASAPE sick leave pool. The Representative Council also approved a request from an administrator to be granted days out of the sick leave pool;
D. Administrators’ Advisory Council Meeting Schedule – The 2007-2008 meeting schedule has not yet been finalized. Tentative discussion topics will be identified at the September Representative Council meeting;
E. Representative Council At-Large Vacancy – The retirement of Phyllis Meckley this past summer created a vacancy on the Representative Council. The CCASAPE Constitution stipulates that the Executive Board will make a direct appointment to fill the vacancy. The Executive Board will complete this action prior to the September meeting;
F. 2006-2007 General Operating Account Legal Fees – Legal expenses paid out of the general account for 2006-2007 were reviewed;
4. Committee Reports:
A. CCAESP – Leroy Espinoza, CCAESP President, reported the progress made for organizing and scheduling activities for the 2006-2007 school year;
B.
CCASSP – Jeff Geihs, CCASSP President, also reported the planning efforts thus far for the new school year;
C.
Legal Committee – Ron Montoya, Legal Committee Chairperson, reported there was no Legal Committee activity; and
D.
Executive Director’s Report – Stephen provided a review of the accountant report, the membership report, and the various CCASAPE activities and the types of assistance provided to CCASAPE members.
SHELTERING VACATION PAYOFFS
As you know, upon retirement or separation from the District, administrators who are 55 or older or who will turn 55 during the calendar year they retire or separate from the District will automatically have some or all of their vacation payoff deposited into the 403(b) Special Pay Plan. Up to $45,000 may be sheltered, but the amount to be sheltered may not exceed plan year income. The amount eligible to be sheltered will also be reduced by the amount already sheltered in your 403(b) voluntary tax shelter plan. Participating administrators will avoid the payment of Medicare tax, if applicable, and will postpone and possibly reduce the payment of federal income tax. As you are aware, administrators who are younger than 55 during the year they retire or separate from the District are not eligible to participate in this 403(b) Special Pay Plan. Many administrators retiring or separating from the District and younger than 55 have expressed concern that they are not able to participate in the 403(b) Special Pay Plan, but yet would like to shelter a portion or all of the final vacation payoff.
Administrators younger than 55 may be eligible to shelter all or part of the vacation payoff by establishing a voluntary 403(b) account or a 457(b) account through the District Benefits Office. Administrators 50 or older can shelter up to $20,500 in a voluntary 403(b) account and an additional $20,500 in a 457(b) account ($41,000 total). Administrators under 50 can shelter up to $15,500 in each account ($31,000 total). In this manner, some or all of the vacation payoff at retirement or separation can be sheltered if these accounts do not exceed the maximum contributions during the plan year coinciding with retirement or separation. Staff in the Benefits Office can assist administrators with establishing these accounts. Administrators are encouraged to meet with a tax professional prior to making changes that may impact their tax obligation.
If you have questions or would like additional information regarding any aspect of the 403(b) Special Pay Plan, please do not hesitate to contact the CCASAPE office or Paul Larson at VALIC, 796-0047.
SCHOOL ADMINISTRATORS’ AND PROFESSIONAL-TECHNICAL EMPLOYEES’ WELFARE TRUST HEALTH BENEFITS PROGRAM
The School Administrators’ and Professional-technical Employees’ Welfare Trust offers a comprehensive health benefits program. In order to receive the maximum benefits possible at the lowest possible cost, it is important that retirees, administrators and professional-technical employees and their dependents are familiar with the various components and benefit levels offered through the plan. Each participant is encouraged to periodically review the health plan benefits binder. Additionally, the PPO and HMO Provider Directories from Sierra Health should be examined carefully to ensure the appropriate selection of medical providers. It is recommended that plan doctors be verified online through the CCASAPE website . The website listing will be more up-to-date than the printed HMO and PPO provider directories that you have received.
VIEW CCASAPE/CCSD HEALTH INSURANCE MEDICAL PROVIDER LINKS
Included is a link to view a color-coded summary of three medical plans offered through the School Administrator’s and Professional-technical Employees’ Welfare Trust for actives and retirees living in the HPN service area, defined as the State of Nevada . The Trust also offers a Medicare Eligible Point of Service Plan for participants with Medicare A and B with benefits identical to POS Plan 1. An Out-of-Area PPO Plan is also provided for participants living outside of Nevada . Administrators are encouraged to review the summary. VIEW SCHOOL ADMINISTRATORS' MEDICAL PLAN OPTIONS
Since there are many new administrators and professional-technical employees enrolling in one of the comprehensive health benefits plans, the Trust is pleased to provide a brief overview of the various benefits provided to plan participants. It is important to note that CCASAPE retirees have the same level of benefits as active employees, with the exception that there is no long term disability benefit for retirees. Additionally, retirees do not receive a District contribution to offset the cost of health coverage and thus are responsible for paying for the full cost of health benefits.
For active administrators, CCASAPE’s goal is to negotiate a sufficient District health benefit contribution to cover the full cost of health benefits for the employee and to provide maximum benefits for the lowest possible cost for dependents and retirees. There continues to be a number of influences which cause health benefit costs to increase. These influences include rising hospital costs, medical malpractice insurance, escalating pharmacy expenses and costs associated with providing benefits to an increasingly older population. Additionally, member utilization plays a significant role when negotiating new health benefit premiums.
The School Administrators’ and Professional-technical Employees’ Welfare Trust provides a comprehensive health benefit plan that consists of five separate components that are provided by three different providers:
Medical Benefits – Sierra Health
Administrators and retirees have five excellent medical benefit plan options from which to choose. The five plans are listed below:
-Point of Service Plan 1 (for active administrators and retirees living in Nevada )
-Point of Service Plan 2 (for active administrators and retirees living in Nevada )
-HMO Plan 3 (for active administrators and retirees living in Nevada )
-Medicare Eligible Point of Service Plan (for active administrators and retirees living in Nevada )
-Out-of-Area PPO Plan (for retirees living outside the State of Nevada )
While each of the medical plans is different, they each provide a rich array of benefits and are provided to allow the retirees, the administrators and their dependents to save a significant amount of money. For example, an active administrator and family onthe POS Plan 1, annually pays $4740.24 out-of-pocket for dependent coverage. Onthe POS Plan 2, the annual out-of-pocket cost for family coverage is $2764.56, a reduction annually of $1975.68. The out-of-pocket cost is reduced to $1388.16 if the administrator and family enroll in the HMO Plan 3, a reduction annually of $3352.08 from the cost of POS Plan 1. Administrators with a spouse only or children only will also enjoy significant reductions if POS Plan 2 or HMO Plan 3 is selected. Retirees living in Nevada will also see significant savings if they enroll in either Plan 2 or Plan 3. Retirees living outside the State of Nevada must be enrolled in the Out-of-Area PPO Plan which is priced the same as the POS Plan 1.
The selection of a medical benefit option must not be taken lightly or based on what your colleagues may do. It should be based on the medical and pharmacy needs of your family. A primary difference between the plans is the pharmacy benefit. The pharmacy benefit for POS Plan 2 and HMO Plan 3 requires two co-payments for a 90 day supply of drugs purchased through mail order (Express Scripts) while POS Plan 1, Medicare Eligible Plan, and the Out-of-Area PPO Plan requires only one co-pay for the 90-day supply ordered through Express Scripts. However, non-preferred brand name drugs, those drugs which have a $20 co-pay on these three plans, are not available for a 90-day supply through mail order (Express Scripts) in POS Plan 2 or HMO Plan 3, but must be purchased for the applicable co-pay on a monthly basis. Participants selecting the HMO Plan 3 will, of course, be limited to seeing HMO providers only. Regardless of which medical benefit plan you choose, every active administrator has the same vision, dental, life insurance and long term disability plans. Eligible retirees will also have the same vision, dental and life insurance plans, but do not receive long term disability.
Active administrators who do not have dependents on the plan should enroll in POS Plan 1, since the Welfare Trust continues to offer this plan with no out-of-pocket cost to the employee. Administrators with college student dependents attending school out-of-state should enroll in POS Plan 1 since the PPO (tier 2) coverage levels will apply. In POS Plan 2, college student dependents attending school out-of-state will receive coverage in the out-of-network (tier 3) only which will cost significantly more for services. HMO Plan 3 provides no coverage for college student dependents attending school out-of-state. Administrators and retirees who are 65 and meet the eligibility requirements for Medicare (Part A and B) may want to consider enrolling in the Trust’s Medicare Eligible POS Plan. This plan has the same or enhanced benefit levels as the benefits in the Trust’s POS Plan 1, but at a significantly reduced cost. Participants in this plan must live in the State of Nevada .
Retirees who move outside the State of Nevada must enroll in the Out-of-Area PPO Plan negotiated with Sierra Health. Premiums for this plan are the same as the premiums for the POS Plan 1 and can be used anywhere in the United States .
Please refer to your health benefit binder for specific benefit coverage for the various covered services. The dedicated member services number at Sierra Health for each of the five medical benefit plans negotiated with Sierra is 702-562-8077.
If you have ANY problems with the HPN Point of Service Plans 1 or 2, the HMO Plan 3, the SHL Out-of-Area PPO Plan, or the Medicare Eligible Point of Service Plan, please contact the CCASAPE office at 796-9602.
Dental Benefits – Standard Insurance Company
Dental benefits are provided by the Standard Insurance Company. A summary of benefits is as follows. The deductible for each new enrollee is a $100 lifetime deductible. The deductible does not apply to preventive services. Diagnostic and preventive services are paid at 100% if a plan dentist is utilized. Basic benefits are covered at 80% and crowns, 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. A Maxbuilder feature will allow your $1500 annual maximum benefit to be increased to as much as $2500. The customer service number for Standard is 800-547-9515.
Vision Benefits – VSP
Vision benefits are provided by 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 co-pay to member doctors at the time services are provided. Services can be obtained from non-member providers and a fixed reimbursement schedule is utilized. The customer service number for VSP is 800-877-7195.
Group Life Insurance – Standard Insurance
Each administrator and retiree (except for a few retirees in the Medicare Eligible POS Plan) currently participating in a health benefits plan offered through the Trust has a $50,000 life insurance policy from Standard. This policy also contains an additional $50,000 Accidental Death and Dismemberment (AD&D) benefit. Both the original amount and the AD&D benefit will reduce to $32,500 when active employees reach age 70 and to $25,000 when active employees reach age 75. The benefit reduction actually occurs on January 1 st following the 70 th and 75 th birthday. For eligible retirees who remain enrolled in a health benefit plan offered through the Trust at retirement, both the original amount and the AD&D benefit reduce to $25,000 on January 1 st following the 70 th birthday. The policy also provides $2,000 life insurance coverage for the spouse and each dependent child of an active or retired administrator. Dependent coverage includes unmarried children from live birth through age 18, or through age 26 if the child is a full-time, registered student. Dependent coverage decreases in the same ratio as the administrator or retiree. The customer
service number for Standard is 800-547-9515.
Long Term Disability – Standard Insurance
A long term disability benefit is provided by the Standard 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 only available for active employees and is not available to retirees or dependents. The customer service number for Standard is 800-547-9515.
In addition to the comprehensive benefits outlined above, the School Administrators’ and Professional-technical Employees’ Welfare Trust has negotiated other health related benefits for administrative and professional-technical employees. These benefits are provided at no cost to the employee and include the following:
$100,000 Life Insurance Policy – Standard Insurance
The Trust administers a $100,000 life insurance policy for all active employees and those eligible 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 $65,000 when the active employee reaches age 70 and to $50,000 when the active employee reaches age 75. This policy is currently provided through the Standard Insurance Company. This policy is provided by the School Administrators’ and Professional-technical Employees’ Welfare Trust to active district administrators with contributions negotiated in the CCASAPE labor agreement. There is no negotiated life insurance contribution provided once an administrator retires. However, the Trust, as a free service to its eligible retirees, will collect the premium and transfer the premium to the Standard Insurance Company. For eligible retirees who elect to continue this insurance, the original amount and the AD&D benefit reduce to $50,000 on January 1 st following the insured retiree’s 70 th birthday. The premiums for eligible retirees are the same as those of active administrators for this policy.
Long Term Care – UNUM
The Trust also provides to each active administrator and professional-technical employee 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. There is no cost to active administrators. Retirees may continue this basic long term care policy at retirement by paying the premiums themselves. Active administrators and retirees, who have had no lapse in long term care coverage, may apply to purchase additional long term care coverage from UNUM. Please contact the CCASAPE office for an application packet if you are interested in purchasing additional coverage.
In order to succeed, you must know
what you are doing, like what you are doing
and believe in what you are doing.
−Will Rogers
|
|
MEMBERSHIP |
|
CCSD |
ADMINISTRATIVE EMPLOYEES |
1061 |
CCSD |
PROFESSIONAL-TECHNICAL EMPLOYEES |
232 |
CCASAPE |
MEMBERS |
1267 |
CCASAPE |
AFFILIATES (RETIREES) |
297 |
