Human Resources (HR) & Payroll

2025-2026 

Employee HSA Benefit Plan

Health, Pharmacy, Vision and Dental

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2025-2026

Employee Standard Benefit Plan

Health, Pharmacy, Vision and Dental

Click here to download this document. 

Eligible employees at the Weiser School District are automatically enrolled in the Public Employee Retirement System of Idaho (PERSI).  PERSI is a defined benefit plan, meaning your retirement income is calculated based on your salary and years of service, not market performance. Both you and the District contribute to this plan, ensuring steady growth over time. This reliable and predictable retirement benefit is just one of the many ways we invest in your long-term well-being.

You can learn more about PERSI by visiting www.persi.idaho.gov

You can set up a myPersi account at www.persi.idaho.gov. 

Contact PERSI Member Services at (800) 451-8228 or local (208) 334-3365.

At the Weiser School District, each regular, full-time employee shall be eligible for district-paid and approved term life insurance coverage, the amount being $20,000.

Each regular full-time employee shall be eligible for district-paid and approved dependent life insurance coverage, the amount being two thousand five hundred dollars ($2,500.00).

Each regular full-time employee will be offered the Section 125 ‘Cafeteria Plan’ to enhance the fringe benefit package.

The Weiser School District offers 2 options for dental plans:

1. Willamette Dental is offered to employees.  The employee will be responsible for $ 13.69 of the premium.
2. Delta Dental of Idaho for dental coverage, employee will pay additional $-0- for premiums.

At the beginning of each new employment year, each certified employee shall be entitled to sick leave without loss of pay of one (1) day for each month of service.

See District Policy 5400 for addition details. 

All certified employees of Weiser School District No. 431 may participate in the Sick Leave Bank. To participate, each employee shall contribute a prescribed number of his earned sick leave days. Sick leave days contributed shall be deducted from the individual’s sick leave entitlement. The contributed sick leave days shall form a fund of sick leave days that will be available to all eligible participating employees upon recommendation of the Sick Leave Bank Committee for the purpose of alleviating the hardship caused by absence from work necessitated by extended or recurring illness, extending beyond the employee’s accumulated sick leave. 

Each eligible certified employee shall be granted two (2) personal leave days with full pay each school year. 

Upon receipt of the initial official notification to serve on a jury, an employee must submit a copy of such notice to the immediate supervisor and to the District office as soon as possible so that appropriate substitute needs can be met. Jury duty leave is paid for up to ten work days. Employees must submit all compensation paid by the Court to be eligible for compensated jury duty leave.

See District Policy 5412 for full details. 

Personnel shall be granted leave of absence, deductible from sick  leave, to attend funerals.

See District Policy 5400 for addition details. 

Professional Leave without loss of pay may be granted employees to attend professional meetings or to visit other schools, if such is recommended by the employee’s immediate supervisor and approved by the Superintendent.  A written request for approval of professional leave must be filed in the Superintendent’s office at least one week prior to the requested leave. No professional leave will be authorized during test weeks or parent-teacher conferences. 

Eligible employees (employed for at least 12 months or 1,250 hours during a 12 month period) may be granted up to 12 weeks during a 12 month period. FMLA eligible reasons are:

• The birth of a child
• Placement of a child for adoption or foster care with the employee.
• A serious health condition that makes the employee unable to perform the functions of the job.
• To care for the employee's spouse, child, or parent with a serious health condition.
• For any qualifying exigency arising out of the fact that a spouse, son, daughter, or parent of the employee is on active duty status, or has been notified of an impeding call to active duty status, in the Armed Forces. 

See District Policy 5410 for full details.