403(b) Retirement Plan
The 403(b) can be an excellent way to save money for retirement and supplement your TRS Annuity. The 403(b) is a tax deferred retirement plan available to employees of educational institutions and certain non-profit organizations as determined by section 501(c)(3) of the Internal Revenue Code.
How a 403(b) Works
You will need to work with a Retirement Planner to complete the enrollment forms with the appropriate vendor. Once these are completed, you will submit a Salary Reduction Agreement (SRA) to the Districts Third-Party Administrator. Contributions to a 403(b) are made pre-tax basis or post-tax based upon the 403b type your setup.
Contribution Limits:
Participants may contribute up to $20,500 in 2022.
Employees who are age 50 or over at the end of the calendar year can also make catch-up contributions of $6,500 in 2022 beyond the basic limit on elective deferrals.
Additional policy information and links:
First Financial Administrators, Inc. – 403b Third Party Administrator
Customer Service: 1-800-523-8422
Distribution Fax: 1-866-265-4594
First Financial website (Opens in new window)
Eligibility
As a newly hired employee of Amarillo ISD, you will be eligible for all benefits beginning on the first of the month following 28 (Contract) days after the first day of employment. For example, if you start your new position on August 15, your benefits would begin on October 1.
Dependent Eligibility Verification
The definition of a dependent with respect to insurance is as follows:
- The participant’s legal spouse who is a resident of the same country in which the participant resides. Such spouse must have met all requirements of a valid marriage contract in the state of marriage of such parties. A marriage license or common law certificate may be required.
- The participant’s child who meets all of the following conditions:
- Is a resident of the same country in which the participant resides;
- Is unmarried or married;
- Is a natural child, step-child, legally adopted child, for whom legal adoption proceedings have been initiated if such child has been placed in your home, or a child who has been placed under the legal guardianship of the participant. A natural child qualifies as a dependent at the time of birth. A natural child means a child that is related by birth and is not an adopted child, a step-child, a foster child, niece, nephew or grandchild.
- A participant’s child who is less than 26 years of age. The age requirement is waived for any mentally retarded or physically handicapped child, provided that the child is incapable of self-sustaining employment and is chiefly dependent upon the participant for support and maintenance. Proof of incapacity must be furnished to the company, and additional proof may be requested from time to time
- As required by the federal Omnibus Budget Reconciliation Act of 1993, any child of a plan participant who is an alternate recipient under a Qualified Medical Child Support Order (QMCSO) and has a right to enroll in the plan as a dependent of a participant.
Those situations specifically excluded from the definition of a dependent are:
- A spouse who is legally separated or divorced from the participant. Such spouse must have met all requirements of a valid separation or divorce contract in the state granting such separation or divorce;
- Any person on active military duty;
- Any person eligible for coverage under this plan as an individual participant;
- Any person who is covered as a dependent by more than one participant with Amarillo ISD.
All changes to Benefits outside of Open Enrollment need to be made in the Benefits Department at the Education Support Center.
There are only two occasions you may have the opportunity to made changes to your benefit elections. Those occasions are: Open Enrollment or if you experience a qualifying Life Event.
Open Enrollment
Open Enrollment (usually in May of each year) provides a period of time that allows employees to make changes to their benefits. Changes made during Open Enrollment will become effective July 1.
Life Event
Changes to benefits outside of Open Enrollment are regulated by the Department of Labor/ Insurance Contracts. Because of this, you are allowed 30 days (from event date) to make changes and provide documentation supporting your request during the plan year.
Life Events Are Defined As:
- Marriage
- Childbirth and Adoption
- Death, Legal Separation or Divorce
- Loss of other Insurance Coverage (New Job, Job Loss or Retirement)
- Age
Documentation is required for specific change. See the following requirements for each event in order for the Benefits Office to process your request:
- Family Status Change - Other than birth of a child, documents that will be needed are: Marriage License, Divorce Decree, Court Document, etc.
- Loss of Coverage - When coverage is lost due to a change in job status, a “Certificate of Creditable Coverage” is sent to you (typically after coverage terminates) which needs to be provided to the benefits office within 30 days from the loss of coverage or Medicaid. If loss of coverage is due to eligibility of a plan or Medicaid the letter needs to be provided to the Benefits Office. Please note, voluntary drop during Open Enrollment under another plan is not a qualifying event to make changes to your benefits during the plan year.
Copies of required documentation will be needed before changes can be finalized.
What is COBRA Continuation Coverage?
COBRA is a continuation of plan coverage when coverage would otherwise end because of a life event known as a “qualifying event.” Specific qualifying events are listed later in this notice.
After a qualifying event, COBRA continuation coverage must be offered to each person who is a “qualified beneficiary.” You, your spouse and your dependent children could become qualified beneficiaries if coverage under the plan is lost because of the qualifying event.
When is COBRA Coverage Available?
The plan will offer COBRA continuation coverage to qualified beneficiaries only after the plan administrator has been notified a qualifying event has occurred. When the qualifying event is the end of employment or reduction of hours of employment, death of the employee or the employee becomes entitled to Medicare benefits (under Part A, Part B or both), the employer must notify the plan administrator of the qualifying event.
Additional policy information and links:
Contact Information
Amarillo ISD Benefits Office
7200 I-40 West
Amarillo, TX 79106
(806) 326-1479
Dental insurance makes dental care more affordable! With a focus on prevention, the dental insurance plan covers routine check-ups, cleanings and exams at 100% when using an In-Network dentist.
Using the MetLife PDP Plus network also allows you to pay only what you owe at the time of service. This helps reduce out-of-pocket costs, so you pay less for the dental care you need. If you visit an out-of-network dentist, you don’t get the maximum savings/benefits from a dentist in your plan’s network and you may be responsible for paying the entire bill right away and receiving reimbursement later.
Dental Reimbursement Plan (Grandfathered 6/30/2020)
The dental reimbursement plan reimburses subscriber expenses on procedures performed in a dental office. This plan reimburses claims on preventative, basic, major and orthodontic services with no lifetime max towards any procedures. The reimbursement schedule is 80 percent on the first $250 and 50 percent on the next $1,600 spent during the plan year on dental procedures.
What is Covered
All procedures performed by, or under the direction of, a dentist licensed by the state in which they practice are covered by this plan. Orthodontic treatments are covered subject to dental plan reimbursement limits. Dental prescriptions for medication, take home treatments or late finance charges are not covered by this plan. The program will not reimburse for dental services covered under any current health and/or accident plan.
Under our Employee Assistance Program, you can receive no-cost, confidential help for a wide variety of needs of concerns like Alcohol or Drug Addictions, Anxiety, Childcare, Depression, Eating Disorders, Eldercare, Family Conflict and much more.
View the EAP PDF to learn more (web page opens in a new window).
Insurance Management Services (IMS) - Medical Insurance
- Customer Service: (806) 373-5944
- Browse the IMS website’s Provider Search web page to find providers (Opens in new window)
- Click “Non Member Search” if you don’t have your own member number yet.
- Enter your Member information found on your IMS card. If you don’t have a member number yet, use RABC1230002.
- Enter the zip code for the area you would like to search.
- When searching zip codes outside of the OMNI Network area you will be redirected to the Cigna website. Enter your search location again and click “Continue as Guest.”
- When asked to select a plan, click “PPO.”
Elixir Solutions – Prescription Drug Insurance
Amarillo ISD Dental Reimbursement Plan
- Customer Service: 806-326-1479
- Employees and dependents may go to any dentist licensed in his/her practicing state.
MetLife – Dental Insurance Provider
- Customer Service: 800-942-0854
- Find a Dentist (Opens in new window) Read the instructions below!
- On the MetLife Dental Plans web page, click the Find A Dentist link
- Then choose PDP Plus from the drop down window
- A new screen will appear
- Enter your zip code and adjust the Find A Dentist search filters for finding a dentist according to your criteria
MetLife – Vision Insurance Provider
Amarillo ISD provides a comprehensive benefit package which meets employees’ financial security needs at an affordable cost. The programs described within are designed to promote and maintain good health, to provide for retirement, to help meet the cost of illness and accident, and to help provide financial security for employees and beneficiaries.
What is a Section 125 Plan and How Does It Work?
As a district employee, you are eligible to participate in a Section 125 Flexible Benefit Plan. Enrollment opportunities are limited to the plan year dates for your district.
A Section 125 Flexible Benefit Plan allows you, the employee, to select from a list of available benefits which will meet your family’s benefits needs. Certain benefit premiums are deducted from your gross earnings before federal withholding taxes are calculated. The amount you elect to have deducted pre-tax actually lowers your taxable income. By implementing this plan, your employer is helping you reduce your taxes and increase your take home pay. The example below illustrates how the "Cafeteria Plan" can work for you.
Medical Reimbursement
Almost every person has a number of necessary and predictable expenses not paid by their insurance plans. You can save money by putting that amount directly into your Unreimbursed Medical FSA. The FSA will help you pay for these predictable expenses with your pre-tax dollars. Your district allows employees to contribute up to $2,500 per plan year ($208.33 per month) into an Unreimbursed Medical FSA.
Dependent Care Reimbursement
A Dependent Care Reimbursement account allows you to pay for dependent care expenses with “pre-tax” dollars. The maximum contribution amount is $5,000 per plan year. Dependent daycare center expenses are eligible if the care is for your dependent under age 13 and for any other qualifying dependent (including adult dependents) who regularly spend at least 8 hours each day in your household. Child support payments and childcare payments qualifying as alimony are not qualified expenses for reimbursement.
Additional policy information and links:
First Financial Group of America - Medical/Dependent Care FSA & Voluntary Benefits
1-888-580-8015
Email: amarillo@ffga.com
First Financial website (Opens in new window)
Health Savings Account (HSA)
An HSA allows you to pay your routine health care expenses directly from a prefunded spending account and to have a high-deductible health insurance policy to protect you from catastrophic medical expenses. If the balance on this account runs out, you pay the claim just like under a regular deductible. You may keep any unused balance, or "roll over" at the end of the year to increase future balances or to invest for future expenses.
To be eligible to participate in our HSA plan, you must:
- Be enrolled in our CDHP.
- Not be covered by any other health plan that is not a CDHP.
- Be under the age of 65 (this is an IRS and not a company requirement).
- Not be claimed as a dependent on another person’s tax return.
HSA funds can pay for any “qualified medical expense,” even if the expense is not covered by your HDHP. You need not substantiate your claims, but we advise you to keep receipts for your expenses in the event you are audited. Funds may be used for medical expenses of your spouse or any of your dependents, even if these individuals are not covered by the HDHP. The funds in your account roll over automatically each year and remain until used. There is no time limit on using the funds.
Contact your local financial institution to get started, and a tax advisor for tax-related information.
Additional policy information and links:
As a new hire, when do my benefits start?
Your coverage will begin 28 days after the first day of employment, on the first of the following month.
I already have medical insurance and I do not want to elect insurance through Amarillo ISD. Do I have to take the district’s insurance?
No you do not have to take the district’s insurance. In lieu of medical insurance, the district will provide you with an In-Hospital Indemnity Plan.
Will I have one insurance card for both medical and prescription coverage?
You will receive one card from IMS with information on both medical and pharmacy.
If I do not enroll my family on my health coverage when I am first hired, when may I have the opportunity to enroll them?
You may enroll family members during Open Enrollment or if you have a qualified status change. A qualified status change is defined as such: marriage, divorce, birth of a child, adoption or loss of coverage with spouse. Status changes must be reported to the Benefits Office within 31 days of the qualifying event.
Will I receive vision cards and dental cards?
No. Please tell your vision or dental provider that you have MetLife and they will be able to look up your coverage with your Social Security Number.
If I do not enroll into the dental program when I first begin my job, when will I have the opportunity to do so?
You may enroll yourself and family members during two times of the year; either during Open Enrollment or if you have a qualified status change. A qualified status change is defined as such: marriage, divorce, birth of a child, adoption or loss of coverage with spouse. Status changes must be reported to the Benefits Office within 31 days of the qualifying event. If the employee does not enroll upon hire, but enrolls during Open Enrollment, they will be subject to a six-month waiting period.
What is the age limit on child dependents?
You may carry any child up to age 26. The child is not required to be a full-time student. Once your child turns 26 or obtains his/her own insurance, please contact the Benefits Office to take him/her off.
Glossary
Allowable Amount - The maximum amount determined by the health plan to be eligible for consideration of payment for a particular service, supply or procedure.
Allowable Charge - The maximum amount a health plan will reimburse a doctor or hospital for a given service.
Annual Deductible - The amount of eligible expenses you are required to pay annually before reimbursement by your health plan begins.
Annual Limit - An insurance plan may limit the dollar amount it will pay during one year for a certain treatment or service, or for all benefits provided in a year.
Annual Out-of-Pocket - The maximum amount, per year, you are required to pay out of your own pocket for covered health care services.
Coinsurance - A percentage of an eligible expense that you are required to pay for a service covered by your health plan.
Coordination of Benefits (COB) - An arrangement where, if you or your dependents are covered under more than one group health plan, the plans work together to coordinate reimbursement for the medical services you received.
Copayment - A fixed dollar amount you are required to pay for a covered service at the time you receive care.
Covered Service - A service that is covered according to the terms in your health care policy.
Deductible - A fixed amount of the eligible expenses you are required to pay before reimbursement by your health plan begins.
Dependent - A person, other than the member/subscriber (generally a spouse or child), who receives health care coverage under the member's/subscriber's policy.
Drug Formulary - A list of commonly prescribed drugs (also known as a prescription drug list). Not all drugs listed in a plan's prescription drug list are automatically covered under that plan.
Exclusions - Specific medical conditions or circumstances that are not covered under a health plan.
Explanation of Benefits (EOB) - The form sent to you after a claim has been processed by your health plan. The EOB explains the actions taken on the claim such as the amount paid, the benefit available, and reasons for denying payment and the claims appeal process.
Generic Substitute - A prescription drug that is the generic equivalent of a drug listed on your health plan's formulary.
In-Network - Covered services provided or ordered by your primary care physician (PCP) or another network provider referred by your PCP.
Inpatient Services - Services provided when a member/subscriber is registered and treated as a bed patient in a health care facility such as a hospital.
Maximum Allowance - A fixed amount that providers agree to accept as payment in full for a particular covered service.
Out-of-Network - Services not provided, ordered or referred by your primary care physician (PCP).
Out-of-Pocket Maximum - The maximum amount you have to pay for eligible expenses under your health plan during a defined benefit period.
Outpatient Services - Treatment that is provided to a patient who is able to return home after care without an overnight stay in a hospital or other inpatient facility.
Pre-Determination - The process by which a member/subscriber or their primary care physician (PCP) notifies the health plan, in advance, of plans for the member/subscriber to undergo a course of care such as a hospital admission or a complex diagnostic test.
Preferred Drug List - A list of commonly prescribed drugs (also known as a prescription drug list). Not all drugs listed in a health plan's prescription drug list are automatically covered under that plan.
Basic Life
This benefit is provided by the district (at no cost to the employee) consisting of a $50,000 term-life and $50,000 accidental death and dismemberment policy.
Supplemental Life
Full-time employees may purchase supplemental life with a minimum purchase of $50,000, then in increments of $50,000 up to $200,000 not to exceed $300,000. There is a Guaranteed Issue amount of $200,000. Any employee applying for an amount over $200,000 will need to complete an Evidence of Insurability form, subject to approval by the Carrier. Late Enrollees (anyone applying more than 30 days after hire date) applying for any amount will need to complete an Evidence of Insurability form, subject to approval by the Carrier. Premiums automatically increase at certain age levels.
Dependent Life
Full-time employees may elect dependent term life insurance of $10,000 for a spouse and $5,000 for each eligible dependent to age 26. This is the only spouse/dependent life insurance provided through Amarillo ISD.
Spousal Life Insurance
Employees who have elected a supplemental life policy may purchase a policy for their spouse at half the amount of the policy held by the employee. Policy values are in increments of $25,000 with a maximum of $150,000.
Please note that if both spouses work for the District, they cannot cover each other under spousal life but can still list each other as beneficiaries on supplemental life.
Long-Term Disability
The district provides each full-time employee with a long-term disability benefit equal to 40 percent of his/her pre-disability income. Employees may “buy-up” to 60 percent or 66.67 percent within the first 30 days of employment without proof of insurability. The benefits are subject to a 90-day elimination period or the employee’s sick days, whichever is longer. Premiums automatically increase at certain age levels.
Additional policy information and links:
Amarillo ISD offers two medical insurance plans to eligible employees. Each plan is unique and requires employees to choose the best option for themselves and/or their family.
Consumer Driven Health Plan (CDHP)
The Consumer Driven Health Plan (CDHP) is designed for employees (and dependents) to have a lower premium, but pay full discounted price for office visits, prescriptions and procedures until the individual deductible of $3,000 has been met ($6,000 for family). After meeting the deductible, all in-network allowable charges are paid at 80% by the plan until the employee has reached a maximum out of pocket of $4,500 ($9,000 for family). Employees are encouraged on this plan to “shop” around to find best price for procedures, prescriptions, etc.
PPO
The PPO is a traditional health plan which allows employees (and dependents) to have co-pays towards basic office visits and prescription drugs. All in-patient/out-patient procedures would be applied towards a deductible of $3,000 ($9,000 for family). Once the deductible is met, the plan will pay 80 percent until the maximum out-of-pocket is reached of $6,000 (including deductible/$12,700 for family).
Additional policy information and links:
Insurance Management Services (IMS) – Medical Insurance
Elixir Solutions – Prescription Benefit Provider
- RxBin #: 009893
- RxPCN#: ROIRX
- RxGrp#: AISD
- Customer Service: 800-361-4542
- Specialty Rx: 877-437-9012
The MetLife vision plan provides employees and dependents low-cost basic eye exams and a reduced cost towards eye glasses or contacts.
You will need to make an appointment with an in-network provider and tell them you are a MetLife member.
You do not need an ID card, the provider can access your benefits with your SSN and DOB.
Additional Policy Information
Overview
Workers’ Compensation provides medical treatment for on-the-job injuries or occupational illness and provides wages missed if an injury prevents an employee from working.
When an on-the-job injury or occupational illness occurs, it must be reported immediately to your campus secretary or supervisor in order to complete necessary paperwork. Many providers in the Amarillo area will not treat Workers’ Compensation cases, and the district’s medical plan will not cover on-the-job injuries.
Forms & Resources
PDFs in English
PDFs en Español
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