• Provide a letter or email to your principal or hiring manager stating:
  • That you are retiring
  • Your last day of work 
• In your letter, please also indicate if you plan to remain active in any capacity, such as a licensed substitute.

• Upon completion of your last work day, your final check will be issued on the last day of your contracted pay cycle. 
• Certified and Classified < 248 Annualized Employees: Last Pay Cycle is July. 
• APT, Classified 248 and Classified < 248 Time Card Employees: Last Pay Cycle is June. 
• If you do not work until the last day of your employee work calendar for the fiscal year, your final check will be issued on the last day of the current or following month’s pay cycle.

Upon retirement, and provided you have worked until the last day of your employee work calendar,  your benefits will end on the following: 

• Last Day Paid June 30^th, Benefits End June 30^th  
• Last Day Paid July 31^st, Benefits End July 31^st 

Benefits are not extended for any extra duty assignments, i.e. summer school or seasonal work. If you did not work until the last day of your employee work calendar, benefits will end on the last day of the month in which your final day of employment falls.

• The SVVSD Payroll Department will complete your PERA Final Six-Month Salary Report after your final paycheck.
• Once PERA receives this report:
  • Your first PERA retirement payment should arrive at the end of the month.

• If you choose to enroll in PERA Care coverage please know that PERA is waiting for receipt of the Final Six Month Salary Report to activate PERA Care.
  • Your PERA Care insurance may be temporarily suspended while waiting for the report.
  • This does not change your PERA Care coverage effective date.
  • During this period, you may need to pay for medical or dental expenses out of pocket.
  • After your PERA Final Six-Month Salary Report is processed, you may submit claims for possible reimbursement, according to PERA Care plan provisions.

• If you have not already done so, contact PERA to discuss your retirement benefits:
  • Phone: (800) 759-7372
  • Schedule an appointment to review what your retirement benefits will look like.

For questions or additional information, contact Amy Keen, Human Resources Director at 303-702-7555 or keen_amy@svvsd.org.

In the context of the Public Employees’ Retirement Association (PERA), a “110” typically refers to the 110-day work limit for retirees. It is the maximum number of days a PERA retiree can work for a PERA-covered employer in a calendar year without their pension benefits being reduced.

Key details of the PERA 110-day rule include:

• Day Definition: A day is generally defined as more than four hours of work in a single day. If you work four hours or less, the limit converts to 720 hours per calendar year.
• Penalties: If you exceed the 110-day (or 720-hour) limit without proper designation, your monthly pension benefit will be reduced according to a set formula.

• Employees interested in returning to work after PERA retirement must submit a retirement letter to Human Resources.
• The letter must include:
  • The employee’s specific retirement date.
  • A request to return to employment with the District following retirement.
• A copy of the letter must also be provided to the employee’s immediate supervisor.
• The requested submission timeline is on or about April 15 of the retirement year.
• The PERA Final Six Month Salary Report will be submitted to PERA electronically by the Payroll Department after the employee’s last paycheck so that all salary and any leave payout is included.

• Requests for reemployment are reviewed on a case-by-case basis by the Assistant Superintendent of Human Resources.
• Reemployment is not guaranteed and is solely at the District’s discretion.
• Approved reemployment is intended for up to one year, with the expectation that the employee will fully retire from the District at the conclusion of the reemployment period.

Employment Eligibility

• Employee must possess the required certification or licensure for the position.
• Most recent performance evaluation must reflect satisfactory performance.

Compensation – Certified and Classified

• For Certified and Classified employees, hourly pay is calculated using the employee’s salary prior to retirement, reduced by a percentage equal to the District’s required employer PERA contribution. 
• Employees are paid only for actual hours worked. 
• If a Certified employee works extended hours for conferences, they are paid at their hourly rate. 
• If a Certified employee attends staff meetings outside their normal workday, they are paid at the $30/hr Certified Extra Duty Rate. 
• Classified employees retain previously earned longevity and professional development pay in the hourly rate calculation.

Compensation – Administrative and Professional/Technical

• For Administrative and Professional/Technical employees, annualized pay is calculated using the employee’s salary prior to retirement, reduced by a percentage equal to the District’s required employer PERA contribution. 
• For Administrative employees, PERA requires a one-month break in service which includes a one-month break in pay. The first paycheck for the 110 assignment will be in August. The salary will be spread over 11 months, August – June, instead of 12 months, July – June. 

Benefits

• Employees may elect District insurance for employee-only coverage at the full unsubsidized premium for up to one year.
• Sick leave accrual follows the Healthy Families and Workplaces Act:
  • One hour of paid sick leave for every 30 hours worked.
  • Maximum accrual of 48 hours during the reemployment period.

Employment Status

• Reemployment is on an as-needed (at-will) basis.
• Either the District or the employee may end the employment relationship at any time without cause.
• The District establishes the beginning and ending dates of the reemployment agreement.

Compliance

• Reemployment is subject to:
  • Colorado state law.
  • PERA rules and regulations.
  • St. Vrain Valley Schools Board of Education policies.
  • Applicable administrative procedures.

Retirement Benefit Responsibility

• Employment Eligibility
  • Employee must possess the required certification or licensure for the position.
  • Most recent performance evaluation must reflect satisfactory performance.
• Compensation – Certified and Classified
  • For Certified and Classified employees, hourly pay is calculated using the employee’s salary prior to retirement, reduced by a percentage equal to the District’s required employer PERA contribution. 
  • Employees are paid only for actual hours worked. 
  • If a Certified employee works extended hours for conferences, they are paid at their hourly rate. 
  • If a Certified employee attends staff meetings outside their normal workday, they are paid at the $30/hr Certified Extra Duty Rate. 
  • Classified employees retain previously earned longevity and professional development pay in the hourly rate calculation.
• Compensation – Administrative and Professional/Technical
  • For Administrative and Professional/Technical employees, annualized pay is calculated using the employee’s salary prior to retirement, reduced by a percentage equal to the District’s required employer PERA contribution. 
  • For Administrative employees, PERA requires a one-month break in service which includes a one-month break in pay. The first paycheck for the 110 assignment will be in August. The salary will be spread over 11 months, August – June, instead of 12 months, July – June. 
• Benefits
  • Employees may elect District insurance for employee-only coverage at the full unsubsidized premium for up to one year.
  • Sick leave accrual follows the Healthy Families and Workplaces Act:
    • One hour of paid sick leave for every 30 hours worked.
    • Maximum accrual of 48 hours during the reemployment period.
• Employment Status
  • Reemployment is on an as-needed (at-will) basis.
  • Either the District or the employee may end the employment relationship at any time without cause.
  • The District establishes the beginning and ending dates of the reemployment agreement.
• Compliance
  • Reemployment is subject to:
    • Colorado state law.
    • PERA rules and regulations.
    • St. Vrain Valley Schools Board of Education policies.
    • Applicable administrative procedures.
• Retirement Benefit Responsibility
  • The District is not responsible for any effect reemployment may have on the retiree’s PERA or Social Security benefits.