Classified Bargaining Updates

*If you need this in a different format or language, please contact GAPS Communications at communications@albany.k12.or.us. 

While reviewing the comparison, the following definitions and considerations may be helpful:

• A composite rate means the employer pays the same insurance premium amounts regardless of whether an employee covers only themselves or themselves and their dependents. 
• A tiered rate means contribution amounts vary based on the coverage level chosen by the employee, such as employee-only, employee plus spouse, employee plus children, or family coverage.
• GAPS currently uses a composite rate structure. Other districts may use different structures, which can affect how costs appear in comparisons.

Pooling

• When employees “Opt Out” of district insurance, the remainder of their insurance amount is “pooled” and added to the insurance funds for those employees who are still enrolled. This increases the amount available to each enrolled employee and can reduce the employees out of pocket costs.
• Districts may differ in how their pools are structured, which can influence employee benefit amounts.

Opt-Out

• An opt-out option allows employees who have coverage elsewhere to decline district-provided insurance, sometimes in exchange for a stipend or contribution.
• Opt-out provisions vary by district and can affect overall insurance costs and participation rates within a pool.  
• If an eligible classified employee opts out of medical, dental, and vision insurance, then the District shall contribute $570/month into a Health Reimbursement Account (HRA) on behalf of the employee. The HRA contribution rates range from $445/month to $570/month, depending on opt-out choices. Opt-out selections also affect available pooling dollars.

The comparison reflects how GAPS insurance offerings align with regional practices, recognizing that plan design, contribution structure, pooling, and opt-out options all influence how costs are represented.