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The Water Cooler
General Discussion
Do teachers "really" have it that bad???
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<blockquote data-quote="Poke78" data-source="post: 2994230" data-attributes="member: 4333"><p>I see you've not received a reply on this question yet so thought I'd chime in.</p><p></p><p>Like most employment questions, the answer is "it depends." School boards have flexibility in these areas to a certain degree. Paid medical for the teacher/employee - the answer is typically yes, there may be some division of cost, and it is a negotiating point for those represented by an association/union. They do not pay for spouses/dependent coverage.</p><p></p><p>Retirement can also be a shared contribution and varies by district. It would require some research but I think most districts pay all of this but there may be some that don't and state law allows that. All teachers and administrators MUST be a member of the teacher retirement system but support staff is optional under the law.</p><p></p><p>Using my wife as an example: she is a retired speech pathologist that worked for a school district for 29 years. Her retirement contribution was fully paid by the district. For many years, she declined school medical insurance and was under mine when I worked for a private employer. During her final 10 years, I worked in a career-tech school so my wife picked up her own medical coverage through her school. This also ensured her ability to get that same coverage as a retiree. At that time, I recall it was a 50/50 split of the cost but I could be wrong about that. In retirement, she pays it all. When she goes under Medicare at age 65, she can convert the coverage to Medi-Gap.</p><p></p><p>Using myself as an example: I continue to work for a career-tech school (18 years but not in the classroom) and the retirement contribution is fully paid, as is the health insurance. A stipend is offered for dependent coverage and I take that as salary (taxable).</p></blockquote><p></p>
[QUOTE="Poke78, post: 2994230, member: 4333"] I see you've not received a reply on this question yet so thought I'd chime in. Like most employment questions, the answer is "it depends." School boards have flexibility in these areas to a certain degree. Paid medical for the teacher/employee - the answer is typically yes, there may be some division of cost, and it is a negotiating point for those represented by an association/union. They do not pay for spouses/dependent coverage. Retirement can also be a shared contribution and varies by district. It would require some research but I think most districts pay all of this but there may be some that don't and state law allows that. All teachers and administrators MUST be a member of the teacher retirement system but support staff is optional under the law. Using my wife as an example: she is a retired speech pathologist that worked for a school district for 29 years. Her retirement contribution was fully paid by the district. For many years, she declined school medical insurance and was under mine when I worked for a private employer. During her final 10 years, I worked in a career-tech school so my wife picked up her own medical coverage through her school. This also ensured her ability to get that same coverage as a retiree. At that time, I recall it was a 50/50 split of the cost but I could be wrong about that. In retirement, she pays it all. When she goes under Medicare at age 65, she can convert the coverage to Medi-Gap. Using myself as an example: I continue to work for a career-tech school (18 years but not in the classroom) and the retirement contribution is fully paid, as is the health insurance. A stipend is offered for dependent coverage and I take that as salary (taxable). [/QUOTE]
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