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, your will receive a retiree benefits letter that will include payment information.  Retirees also must complete and return the Retiree Benefits Enrollment form that is included with their retiree benefits letter.

The last day to incur eligible HRA claims is the employee's date of termination/retirement.  They then have 90 days from that date to submit any remaining eligible claims.  If you are eligible/enroll in retiree health benefits, your access to your HRA will continue.

If you are age 65 or older when you retire, 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.  

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.

Retiree premiums are the same as active employee premiums, and are subject to change to coincide with changes to active employee premiums. Quarterly 2024 rates are shown below.

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 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, benefited 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, benefited 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.

CSEA employees retiring between age 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 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 benefited 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 benefited 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.

SVMTA employees retiring between ages 50 and 55:

A Classified SVMTA 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.

A Classified SVMTA employee who has served the District in a benefited 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.

SVMTA Employees retiring on or after attaining age 55:

A Classified or Certificated SVMTA employee who has served the District in a benefited 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.

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 of retirees, 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.

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.  

The last day to incur eligible FSA or HRA claims is the employee's date of termination/retirement.  They then have 90 days from that date to submit any remaining eligible claims.

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.

The last day for a retiree to incur eligible HRA claims is the day of their 65th birthday.  They then have 90 days from that date to submit any remaining eligible claims.

Retirees who age out of retiree benefits and have an enrolled 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.

Yes, your domestic partner must enroll in Medicare when they turn 65.  If the domestic partner does not enroll when they turn 65, they will be subject to penalties when they do go to enroll in Medicare in the future.  Please note that some rules with Medicare are different for domestic partners as compared to a same or opposite sex spouse so it is recommended that you check with Medicare.

Yes, your domestic partner is eligible to continue as a dependent on your retiree health insurance, but your domestic partner should have already enrolled in Medicare when they turned 65.  If they did not enroll in Medicare when they turned 65, it is recommended they contact Medicare immediately to see about enrolling to avoid additional penalties.