Teachers are some of the hardest working people in the world. They put in long hours creating worksheets, printables, and other teaching resources.
They also work on a variety of projects throughout the year to earn extra income. These include tutoring, coaching, and other side jobs.
Paychecks
A paycheck is a key part of your pay package and a great way to keep track of your finances. It helps you stay on top of your bills, save for retirement and meet other personal goals.
In general, teachers get a biweekly or twice-monthly paycheck, depending on the district’s policy. They can also spread their pay over a 12-month period, as in San Diego, where teachers can opt into a school-year savings plan that pays them in the summer.
In addition to wages, teachers receive non-wage benefits that can be very important if they’re ever injured or laid off. That includes workers’ compensation, which can cover medical costs and help teachers retrain for other jobs.
Reimbursement
Teachers spend a significant amount of money each year out of their own pockets for school supplies, instructional materials and other essential items. This is especially true for teachers who work in high-poverty schools, where budget cuts have eroded the salaries of teachers.
Thankfully, there are several tools available to help educators pay for these out-of-pocket expenses. One of these is the educator expense deduction.
This tax deduction is available to teachers who work at least 900 hours during the year at an elementary or secondary school. It applies to public, private and religious schools.
In addition, many school districts offer tuition reimbursement programs to teachers who are interested in taking graduate courses to further their teaching skills. This is an excellent way for teachers to learn more about their profession, while also improving their own education.
Before taking any of these courses, it’s important to check with your school district about their reimbursement plan. Most will have a detailed description of how this program works and what it entails.
Benefits
When compared to other professionals, teachers pay a higher share of their salary in non-wage benefits. These benefits can include prepaid insurance premiums and pensions.
Public school teachers are often eligible for pension plans, which typically offer guaranteed payouts based on service and earnings. These retirement systems vary by state, but are a good way for teachers to save for retirement.
In many states, teacher pensions are similar to 401(k)-style defined benefit plans that employees in private industry participate in. Teachers contribute to their pensions through their salaries, and the state invests that money in a pool to cover teachers’ future pension obligations.
In addition to pensions, most teachers also receive a generous health care plan. This typically includes dental, health and vision coverage. The costs of these programs can be high, however. A growing number of districts are opting to offer subsidized or discounted health insurance to educators. These policies can help improve retention by offering employees more options and better health benefits, while reducing the cost of health care for students.
Retirement
Retirement is a stage in life when you no longer need to work to earn an income, but still have enough saved or investment income to support yourself. This can be accomplished through a variety of financial tools, including pensions, IRAs, employer-sponsored 401k plans, and Social Security benefits.
The most important retirement benefit is a pension. A pension, or defined benefit plan, is a type of employer-sponsored retirement plan that pays you a set amount of money once you have worked a certain number of years.
States should consider changing the way they manage teacher retirement benefits to make them more attractive for teachers. First, they should reduce vesting periods to no more than three years.
Second, they should consider graded vesting, which is common in private-sector pensions. This would allow teachers to receive a growing share of their employer’s retirement contributions over time.
The third, most important thing that states should do is stop using pensions as incentives to push out teachers. The costs of such incentives are high and the rewards too small for them to be effective in attracting and retaining teachers.