Retirees Info

SVUSD offers an extension of health benefits to retirees who meet specific criteria, as outlined in the sections below.

I'm getting ready to retire, what do I need to know?

Retiree health benefits are provided to employees who are enrolled in health benefits, have not attained the age of 65, and meet the early retiree health benefit criteria outlined in the sections below. Early retiree health benefits are the same as active employee benefits, and require the same annual contribution paid on a quarterly basis. If you are eligible for early retiree benefits, payment information will be mailed to you and enrollment will be automatic, provided payment is received.

If you are age 65 or older when you retiree, health benefits will terminate for you and your dependents at the end of the month in which you retiree, or as of August 31, whichever applies. At that time, 65+ retirees will be offered COBRA, and may also be eligible for the Hartford. For more information on these plans, visit the "COBRA" and "65+ Benefit" tabs on the left.

How do I pay for my benefits once I retire?

Retirees must pay their premiums via check, money order, or online bill pay. Payment may be dropped off during regular business hours, or mailed to the attention of the Benefits Department. Payment is due on a quarterly basis (January 1, April 1, July 1, October 1), and retirees are given a 15 day grace period. Payment coupons with the amount owed and due date will be mailed to you during your initial enrollment, and in December each year thereafter. Please be advised payment is only considered received if it is issued in the correct amount; any under or over payments will be returned.

What is the cost of my retiree medical benefits?

Retiree premiums are the same as active employee premiums, and are subject to change to coincide with changes to active employee premiums. Annual rates, shown below, will be broken down into the number of quarters remaining in the calendar year at the time the retiree enrolls.

Benefit Selection:
Employee Only
Employee + 1
Employee + Family
SVEA PPO$1,000$2,250$3,350
SVEA HMO$500$750$1,000
SVPSA PPO$1,200$2,250$3,350
SVPSA HMO$500$750$1,000
CSEA/SVMTA PPO$3,080$4,330$5,430
CSEA/SVMTA HMO$500$750$1,000
CSEA Part Time HMO$640$9,780$18,930


I'm a certificated employee getting ready to retire. Do my benefits continue?

SVEA employees retiring between ages 50 and 55: An employee who has served the District in a credentialed, benefited position for a period of not less than twenty (20) years and has attained the age of 50 but has not attained the age of 55 may extend coverage for a period of ten (10) years.

SVEA and SVPSA employees retiring on or after attaining age 55: An employee hired in the District before July 1, 2012 who has served the District in a credentialed, benefitted position for a period of not less that five (5) full-time years and has attained the age of 55 but has not attained the age of 65 may extend coverage to age 65.

An employee hired on or after July 1, 2012 who has served the District in a credentialed, benefitted position for a period of not less than ten (10) full-time years and has attained the age of 55 but has not attained the age of 65 may extend coverage to 65.

I'm a regular classified employee (CSEA) getting ready to retire. Do my benefits Continue?

CSEA employees retiring between age 50 and 55: An employee who has served the District in a benefitted position for a period of not less than ten (10) full-time years and who has attained the age of 50 but has not attained the age of 55 may extend coverage for a period of eight (8) years.

An employee who has served the District in a benefitted position for a period of not less than fifteen (15) full-time years and who has attained the age of 50 but has not attained the age of 55 may extend coverage for a period of fifteen (15) full-time years or until age 65, whichever occurs first.

CSEA employees retiring on or after attaining age 55: An employee who has served the District in a benefitted position for a period of not less than ten (10) full-time years and who has attained the age of 55 but has not attained the age of 65 may extend coverage to 65.

The employee may extend the entire health benefits package (medical, mental health, dental, vision, life) only if the employee has been eligible to receive the entire benefits package for a period of not less than ten (10) full-time years. An employee who has not been eligible for the entire benefits package for ten years, but has been eligible for the part-time package for ten years (or a combination of both) may extend the part-time medical and mental health benefits for ten years.

I'm a management employee (SVMTA) getting ready to retire. Do my benefits continue?

SVMTA employees retiring between ages 50 and 55: An employee who has served the District in a benefited position for a period of not less than ten (10) full-time years and has attained the age of 50 but has not attained the age of 55 may extend coverage for a period of eight (8) years or until age 65, whichever occurs first.

An employee who has served the District in a benefitted position for a period of not less than fifteen (15) full-time years and has attained the age of 50 but has not attained the age of 55 may extend coverage for a period of fifteen (15) years or until age 65, whichever occurs first.

Employees retiring on or after attaining age 55: An employee who has served the District in a benefitted position for a period of not less than five (5) full-time years and has attained the age of 55 but has not attained the age of 65 may extend coverage to age 65.

I'm getting ready to retire and my spouse is over 65. Will coverage for my spouse continue?

Yes. Your spouse is eligible to continue as a dependent on your coverage as a retiree, however, your spouse will need to meet with Medicare to enroll. For spouses 65 and older, Medicare is primary coverage and the District's medical plan is secondary coverage. The District strongly encourages employees with spouses who are 65 or older to meet with Medicare prior to retirement or the spouse turning 65, whichever occurs first, to clarify requirements and avoid penalties.

I'm getting ready to retire and do not qualify for benefits as outlined above. When do my benefits end?

If you do not qualify for retiree benefits and retire during the months of June, July, or August, your health benefits will remain in effect through August 31. If you retiree during any other month, your benefits will remain in effect through the end of that month. Once your employee benefits end, you and/or your dependents will have the opportunity to continue coverage for up to 18 months via COBRA. Click on the COBRA tab on the left for more information.

I'm a retired employee receiving retiree health benefits through SVUSD and will be turning 65 soon. What happens next?

Coverage for retirees and their dependents enrolled in the District's retiree benefits will end on the last day of the month in which the retiree turns 65. At that time, the retiree will need to enroll in Medicare, and will be offered the opportunity to extend coverage via COBRA. For more information on COBRA, please click on the tab on the left. Additionally, some retirees and their spouses may qualify for the District sponsored Medicare Advantage Plan offered through the Hartford. For more info, click on the "65+ Benefit" tab on the left.

I'm a retired employee turning 65 and my spouse is younger than me. What options do they have?

Retirees who age out of retiree benefits and have a dependent spouse who is younger than them may apply for Spouse as Primary coverage. To be eligible, the spouse must be covered on the plan at the time the retiree turns 65, and be between the ages of 55 and 65. If eligible, the spouse will be enrolled in the same coverage at the same rate until they turn 65. Please be advised that dependent children are not eligible to continue coverage under the Spouse as Primary plan. For information on how to enroll in Spouse as Primary coverage, please contact the benefits department prior to the retiree's 65th birthday.

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