The Member Assistant Program is free to you and your household members no matter what insurance coverage you have. Highly trained MAP staff can offer information and advice to help you solve a wide range of problems — from relationship and family concerns to anxiety, depression, alcohol and drug abuse, even financial and legal issues. MAP licensed clinicians will answer your calls 24 hours a day, 7 days a week. Rest assured that any contact you have with your MAP is confidential. 1-855-686-5615

MAP Brochure

The Family and Medical Leave Act of 1993 (FMLA) is a United States federal law requiring covered employers to provide employees job-protected and unpaid leave for qualified medical and family reasons.

When you or a loved one experiences a serious health condition that requires you to take time off from work, the stress from worrying about keeping your job may add to an already difficult situation. FMLA may help by providing unpaid, job-protected leave.

Leave may be taken all at once, or may be taken intermittently as the medical condition requires. If your situation qualifies for FMLA, you may be eligible to take up to 12 weeks of FMLA leave in any 12-month period for several reasons including serious health condition, military family leave, expanding your family, etc.

Why is FMLA considered protected leave? If you take FMLA leave, your employer must continue your health insurance as if you were not on leave (you may be required to continue to make any normal employee contributions). As long as you are able to return to work before you exhaust your FMLA leave, you must be returned to the same job (or one nearly identical to it). This job protection is intended to reduce the stress that you may otherwise feel if forced to choose between work and family during a serious medical situation. Time off under the FMLA may not be held against you in employment actions such as hiring, promotions or discipline.

There is a lot more that goes along with the FMLA process so please review the attached employee guide to FMLA. If you have any questions, please contact Josette Duguay at jduguay@rsu10.org or 207-369-5560 ext 8219.

Employee Guide

This form does 2 things; it lets you put money into a health care flexible spending account, or dependent care flexible spending account, AND/OR allows you to take your health, dental, and vision deductions out on a pre-tax basis. I have attached a document that explains the difference between pre-tax and non pre-tax. This form has nothing to do with Horace Mann’s insurance plans, they just handle our Section 125 agreement for pre-tax, and our flex spending accounts.

It is important to know that you MUST fill this form out each year.

Here is the basic breakdown of the form:

Under Section II., Election Information –

Box 1 – Check this box if you wish to participate in the flex spending account/dependent care flex spending account AND have health, dental, vision come out pre-taxed.

Box 2 – Check this box if you wish to participate in the flex spending account/dependent care flex spending account but DO NOT want health, dental, vision to come out pre-taxed.

Box 3 – Check this box if you do not wish to participate in the flex spending account/dependent care flex spending account, but DO want health, dental, vision to come out pre-taxed.

Box 4 – Check this box if you do not wish to participate in the flex spending account/dependent care flex spending account and DO NOT want health, dental, vision to come out pre-taxed.

If you have any questions, please do not hesitate to contact Tracy Wilson at 369-5560 ext. 8201 or twilson@rsu10.org

Payflex Form

As per negotiated agreement, if you would like to take advantage of cash-in-lieu for the upcoming school year, you must provide proof of other medical insurance by the dates indicated below. Please send them to Tracy Wilson.

If you and your spouse both work for the district and one of you carries the health insurance for both of you, you DO NOT need to send a copy of your insurance card.

• Administrators – June 15th

• Central Office/Technology – June 15th

• Nutrition Service Workers – July 1st

• Bus Drivers, Custodians, and Grounds – July 1st

• Teachers – August 15th

• Secretaries – August 15th

• Ed Tech’s – August 15th