PERA retirement plan: www.copera.org

Tax deferred savings plans are special accounts that allow employees to save money for retirement while deferring taxes on that money until withdrawn.  Employees pay lower federal and state income taxes now because this money is deducted from their paycheck before taxes ("tax deferred") and forwarded to their plan account(s). 

The district has established TIAA-CREF as the single vendor for its 403(b) and 457(b) tax deferred plans which, along with PERA's 401(k), are the only Tax Deferred Savings Plans permitted under Board of Education Policy through Littleton Public Schools' payroll deduction.  The numbers refer to the Internal Revenue Code sections that apply to these plans.

Savings Fitness - A Guide to Your Money and Your Financial Future

Cigna Open Access Plus (PPO model)

• Not necessary to select a primary care physician.
• Visit any Cigna Open Access Plus network provider-no referrals.
• Member has coverage beyond urgent/emergency care outside the Cigna Open Access Plus network and out of the service area at a higher deductible and coinsurance level.

Cigna Open Access Plus - In Network (HMO model)

• Each family member has the opportunity to select a primary care physician (PCP) but you can visit any doctor who participates in the Cigna Open Access Plus-In Network plan.
• NO referrals required – members may go directly to another Cigna Open Access  network doctor or specialist.
• No coverage outside the Open Access network or service area other than urgent or emergency care.

Note: The prescription–RX plan is the same for both Cigna plans and includes a mail-order drug plan for maintenance drugs.

Kaiser Permanente- an HMO Plan

• Care is provided through Kaiser facilities and providers. St Joseph's Hospital downtown Denver is the primary hospital.
• Kaiser physician directs all care for the member and provides referrals to specialist care within the Kaiser network.
• No coverage outside the service area other than urgent or emergency care.

Employees may select either employee only, employee/spouse, employee/child(ren), or family health insurance coverage. 

Two options are available to eligible employees under the district's self-funded dental reimbursement plan.  Both the High and Low options provide a scheduled reimbursement for covered dental expenses.  The employee may use the dentist of choice.    

Employees may select either employee only, employee/spouse, employee/child(ren), or family. 

The district does not contribute toward this coverage.  Employees may select from three levels of vision coverage: employee only, employee plus one, or family coverage.

Life insurance coverage equal to two times eligible employee's annual salary to a maximum of $400,000.  Employees may elect to pay for dependent life insurance coverage in the amount of $10,000/spouse, $5,000/child.

Employee insurance premiums, unreimbursed medical and dependent day care expenses may be paid on a pre-tax basis through three options under the Section 125 Plan: Premium Only Plan; Health Care Spending Account; Dependent Care Spending Account.