Yes, you may elect to continue medical coverage through Cobra. Cobra is administered by Allegiance and offers coverage to former employee(s) and/or dependents that were enrolled in medical coverage at the time of separation for up to 18 months. The premium for coverage is increased since the former employee(s) will be responsible for paying their contribution as well as the Spring ISD’s portion of the contribution.

Yes, you are able to add dependents to your insurance plan.

Dependents are defined as:

• Spouse including Common Law or Domestic Partner
• Child(ren) under the age of 26:
  • A Natural Child
  • An adopted child
  • A stepchild
  • A foster child
  • A child under the legal guardianship of the employee
  • A grandchild
  • A disabled child (can cover beyond age 26)

An employee that works 10 or more regularly scheduled hours each week and is currently contributing to the Teacher Retirement System of Texas is eligible for benefits.

No, Spring ISD only makes contributions for employees that elect medical coverage.

Yes, Spring ISD contributes an average of $225 per month for each full-time employee that elects medical coverage. However, feel free to review the Benefits Guide to determine the amount based on your salary and position. 

You may change your insurance benefits during the annual open enrollment period. Changes made during the annual open enrollment will become effective on September 1st. You may also make changes during the plan year if you have a change in family status. Events that qualify for a family status change, according to the Internal Revenue Service are: birth, death, marriage, divorce, adoption, or a change in coverage due to a spouse’s employment. Changes to your coverage due to a family status qualifying event must be made within 31 days of the event and documentation of the event must be provided.

Spring ISD provides a Standard Life Basic Group Life policy at no additional cost to all eligible employees. The amount of life insurance covered by Spring ISD equals to $50,000 for Administrators, Principals, Directors, and Executives, and $20,000 for all others.

Yes, vision and dental coverage are stand-alone plans and any eligible employee may enroll.

In order to contribute to pretax medical reimbursement and dependent care accounts you will need to designate how much money you want to contribute each year. The deductions are then made from your paycheck and deposited into the Medical Reimbursement account of your choice. Dependent Care accounts require a claim to be filed with First Financial for reimbursement. Please be aware that the accounts require annual enrollment and are use-it or lose-it accounts. First Financial now issues a debit card for use on eligible expenses.

You can reach out to Louis Perez  (TCG Retirement Plan Specialist) at lperez@tcgservices.com or visit www.tcgservices.com/lperez to schedule an appointment.

Yes, the maximum limit for both the 457B and 403B is $18,000 per year per plan.  If you are over the age of 50, you may contribute an additional $6,000 per year which allows for a maximum contribution of $24,000 per year. You can change the amount you contribute at anytime during the year. TCG can assist you with any questions about the limits and/or provisions.

Yes, you may contribute to a 457 or a 403(B) account pretax and can use any vendor that is listed on the TRS approved list.