1 COUNTY DEPARTMENTS RICK FRENCH, COUNTY MANAGER 828-632-9332 SANDRA GREGORY, HR DIRECTOR 828-632-1132 KIM STINE, HR BENEFITS SPECIALIST 828 635-8033 WEB SITE ADDRESS: www.co.alexander.nc.us OVERVIEW OF ORIENTATION PROCESS 2  NEW YEAR’S DAY  MARTIN LUTHER KING, JR. BIRTHDAY  GOOD FRIDAY  MEMORIAL DAY  INDEPENDENCE DAY  LABOR DAY  VETERAN’S DAY  THANKSGIVING (2 DAYS)  CHRISTMAS (2 DAYS) 3 Years of Service Less than 2 2 to 5 5 to 10 10 to 15 15 to 20 20 +    Hours Per Month 7.83 hrs 9.17 hrs 11.17 hrs 13.17 hrs 15.17 hrs 17.17 hrs EMS 11.5 hrs. 13.5 hrs. 15.5 hrs. 17.5 hrs. 19.5 hrs. 21.5 hrs. Must use compensatory time first Dec. 31st hrs. above 240 convert to sick time Hired on or before 15th? Earn AL for month 4 SICK LEAVE One (1) day per calendar month (EMS=11 hrs. Per calendar month) Must use compensatory time first Accumulation is unlimited Can be used toward retirement Claiming sick leave under false pretences to obtain a day off with pay shall subject the employee to disciplinary action 5 Unused sick leave earned from another North Carolina State or Local Governmental Agency and/or entity will be accepted and transferred to the County as followed: Complete 6-month probationary period Provide letter from prior employer Leaving Alexander County Employment? Sick leave balances are not paid out at time of separation Returning to Alexander County Employment? If returning within 3 years of the date of separation, sick leave can be reinstated 6 Available for hardship cases due to catastrophic injury or illness of the employee or immediate family member One year of employment Positive rating on the most recent performance evaluation May not exceed 160 hours Must be approved by the County Manager Must be “repaid” and may not use annual leave until the advancement is repaid Annual leave, sick time, and compensatory time must be exhausted 7 Employed with Alexander County at least twelve months Worked at least 1,250 hours in the previous 12 month period Eligible twelve (12) workweeks, paid or unpaid, as appropriate Rolling “12-month period” to measure backward from the date an employee uses any FMLA leave Annual Leave/Sick Leave will run concurrent with FMLA 8  To care for employee’s newborn child, or placement of a child through adoption or foster care  To care for employee’s spouse, child, or parent (not including in-laws) who has a serious health condition.  For a serious health condition that makes the employee unable to perform his/her job  A serious health condition is defined as: a condition that requires inpatient care at a hospital, hospice, or residential medical facility, or a condition, which will require continuing care by a licensed health care provider 9 (continuation page) Generally, a chronic or long-term health condition, which results in a period of incapacity for more than 3 days, would be considered a serious health condition Birth of a child may use paid sick leave for the period based on medical certification and should use all paid vacation for the remainder of the 12 week period If a husband and wife both work for the County, husband and wife together may only take a total of 12 weeks under FMLA for the birth of a child 10  Employee is required to provide 30 days advance notification and no later than 15 days from the date of the employee’s request to qualify for FMLA  For the employee’s own health condition, medical certification should state that the employee is unable to perform the essential functions of his/her position and the length of time projected to be out of work  Seriously ill family member, certification must include a statement that the patient requires assistance and employee’s presence would be beneficial or desirable  Return to work at the end of the time frame stated in the medical certification  Contact Department Head or H.R if FMLA is needed 11 • Health coverage will be maintained during FMLA Leave for employee only • Failure to return to work for reasons other than a continued serious health condition will require the employee to reimburse the County for health insurance premiums Other benefit premiums are the responsibility of the employee (dep. medical/dental, AFLAC, Life, etc.) Annual and sick leave benefits continue to accrue at the same rate as when employee is actively at work. • • • Will be returned to same position or a position entailing equivalent skill, effort, responsibility and authority while under FMLA Seniority or seniority based benefits protected 12 • May be granted leave of absence without pay up to six (6) months Shall be used for personal disability after both sick leave and annual leave have been exhausted, sickness or disability of immediate family members, continuing education, or for other reasons deemed justified by the County Manager Employee is obligated to return to duty within or at the end of time determined appropriate by the County Manager Vacation and sick leave credits will not be accrued 13 (continuation page) • May continue health and dental coverage and other benefits at the employee’s expense • Employee will be returned to the position they left when the leave began or to an equivalent position with the same benefits, pay, and other terms and conditions of employment as before the leave • Failure to report for duty upon expiration will be considered a resignation 14 The purpose of this policy is to allow employees to donate sick leave/annual leave to the Shared Leave Pool to benefit other employees who are unable to work due to a prolonged catastrophic illness or injury Guidelines for donating employee: Must have one (1) year of employment prior to July 1st • Minimum donation = Four (4) hours • Maximum donation = 96 hours • Donations above 4 hrs. must be approved by department head and donor must maintain an ending balance of 240 hrs. for personal use • Donated time is irrevocable 15 Guidelines for receiving employee: All avenues of earnings must be exhausted Used for catastrophic illness or injury only Unused portion of donated sick leave will be returned to the Shared Leave Pool Must have doctor’s note Maximum days available = 90 Evaluation of two (2) year sick leave history Must be a member of Shared Leave Pool ***If pool is low or without hours, notice will be posted in all departments*** 16 Allowed ten (10) workdays of partial compensation. Possibly qualify for total of 20 work days If salary is less than the salary that would have been earned during this time period as an active employee, the employee shall receive partial compensation equal to the difference in the base salary earned pay that would have been earned during this same period as County employee Leave credits and other benefits continue to accrue Job rights defined in the Vietnam Veterans Readjustment Assistance Act and the Uniformed Services Employment and Re-employment Rights Act (USERRA) 17 • Jury duty or as a court witness for federal or state government, or subdivision shall receive leave with pay only for the period of absence • Employee is entitled to regular compensation, plus fees received for jury or witness duty • While on Court Leave, benefits and leave shall accrue as if on regular duty • Employee must return to work immediately after being excused from duty 18 Leave may be approved if the courses will better equip the employee’s performance in his/her duties With approval from the County Manager, leave of absence is at full or partial pay (50% of current salary) and not to exceed 60 working days By approval of Board of County Commissioners, partial pay may be granted up to a maximum of nine (9) months Continue to earn leave credits and other benefits Partial pay shall earn proportional leave credits Employee must pledge at least 3 months service to the County for every 30 days of educational leave 19 On January 1st of each year – Dec. 31st, Full-time employees are credited with 4 hours paid leave time to attend school activities. Employees may take leave to: Meet with teacher or administrator of school or child care program Attend any functions (excluding athletic functions) sponsored by school or child care program concerning employees’ children, step children, or foster child Volunteer work approved by teacher, school or program administrator 20 Child Involvement Leave (continuation page) Employees may take said leave under the following policy: Leave time will be taken at a mutually agreed upon time between immediate supervisor and the employee Employees will provide a request at least 48 hours before the leave is taken, unless exempted by the department head Employees will provide evidence they attended a school event if requested by department head Leave will be documented on time sheets Leave not taken in the year will be forfeited 21 Effective date starts first of the month following a 30-day waiting period. Plan Year = July 1st through June 30th Physician Office Services Primary Care Provider Specialist In-network $20 co-payment $40 co-payment Out-of-network 70% after deductible 70% after deductible Preventive Care Primary Care Provider Specialist $20 co-payment $40 co-payment Not Available* Not Available* *Pap Smears, Mammograms, and PSAs are covered Out-of-network. Therapies Short-term Rehabilitative Therapies (Maximums apply to Home, Office and Outpatient Settings): Physical/Occupational: 30 visits per Benefit Period Speech Therapy: 30 visits per Benefit Period Primary Care Provider Specialist $20 co-payment $40 co-payment 70% after deductible 70% after deductible 22 HEALTH INSURANCE BENEFITS (continuation page) Urgent Care Centers and Emergency Room Urgent Care Centers $40 co-payment Emergency Room Visit $150 co-payment $30 co-payment $150 co-payment (Inpatient Hospital benefits apply if admitted. If held for observation out patient benefits apply. See “Inpatient and Outpatient Hospital Services”.) Ambulatory Surgical Center 80% after deductible 70% after deductible Inpatient and Outpatient Hospital Services Hospital and Hospital Based Services 80% after deductible Outpatient Clinic Services 80% after deductible Professional Services 80% after deductible Hospital and Professional Outpatient Labs and Mammograms with surgery or other services. 80% after deductible Outpatient Labs and Mammograms without surgery or other services. 100% EEG’s and EKG’s CT scans, MRI’s, MRA’s, and PET scans in any location, including Physician’s office. 80% after deductible 70% after deductible 70% after deductible 70% after deductible 70% after deductible 70% after deductible 70% after deductible 23 HEALTH INSURANCE BENEFITS (continuation page) Other Services Skilled Nursing Facility (60 days per Benefit Period) Home Health Care, Ambulance, Durable Medical Equipment and Hospice 80% after deductible 70% after deductible 80% after deductible 70% after deductible Maternity Maternity Delivery includes Prenatal and Post-delivery care Hospital Services (Delivery) 80% after deductible Professional Services (Delivery) 80% after deductible Transplants Hospital Services 80% after deductible Professional Services 80% after deductible Infertility and Sexual Dysfunction Services Up to $5,000 per Lifetime Primary Care Provider $20 co-payment Specialist $40 co-payment Hospital Services 80% after deductible Inpatient Outpatient Professional Services 80% after deductible Vision Care Comprehensive Eye Exam $20 co-payment 70% after deductible 70% after deductible 70% after deductible 70% after deductible 70% after deductible 70% after deductible 70% after deductible 70% after deductible Benefit Not Available 24 HEALTH INSURANCE BENEFITS (continuation page) Blue Options SM Benefits Highlights (PPO) Lifetime Maximum, Deductibles & Coinsurance Maximums In-network Out-of-network (The following deductibles and Coinsurance Maximums only apply to the services on the previous page): Lifetime Benefit Maximum Unlimited Unlimited Deductibles Individual (per Benefit Period) Family (per Benefit Period) $2,500 $5,000 $5,000 $10,000 25 HEALTH INSURANCE BENEFITS (continuation page) Coinsurance Maximum Individual (per Benefit Period) Family ( per Benefit Period) Prescription Drugs Up to 30 day supply. 31-60 day supply is two co-payments and 61-90 day supply Is three co-payments. Infertility Drugs up to $5,000 Lifetime Maximum. MAC B Pricing, Brand Penalty Tier 1 (Generic) $10 co-payment Co-payment + charge over In-network allowed amount Co-payment + charge over In-network allowed amount Co-payment +charge over In-network allowed amount 75% of the cost of medications 26 $2,000 $4,000 $4,000 $8,000 Tier 2 (Preferred Brand) $35 co-payment Tier 3 (Brand) $50 co-payment Tier 4 (Specialty Drugs) HEALTH INSURANCE BENEFITS (continuation page) Mental Health and Substance Abuse Services Certified *Inpatient/Outpatient Certification is required. Mental Health Services Office (20 visits per Benefit Period) Inpatient/Outpatient (30 Days per Benefit Period Substance Abuse Services Office Visit Inpatient/Outpatient Benefit Period Maximum Lifetime Maximum Not-Certified $40 co-payment 80% Coinsurance $40 co-payment 80% Coinsurance 70% coinsurance 70% coinsurance 70% coinsurance 70% coinsurance $8,000 $16,000 27 HEALTH INSURANCE BENEFITS (continuation page) Employee Only: $0 (per pay period) Employee/Spouse: $101.52 (per pay period) Employee/1Child: $27.61 (per pay period) Employee/Family: $231.26 (per pay period) 28 Health Reimbursement Arrangement • County pays $2,000.00 of deductible • Show BCBS and HRA card for costs beyond co-pay amounts • Submit claim for reimbursement after EOB received from insurance company Plan Year = January 1st through December 31st Effective date starts first of the month following a 30-day waiting period. Guardian Dental Services Diagnostic & Preventive Care 100% Basic Restorative Care 80% after Dental deductible Major Restorative Care 50% after Dental deductible Individual Dental Deductible (per Benefit Period) $25 Family Dental Deductible (per Benefit Period) $75 Combined Benefit Period Maximum $1,000 (Includes Diagnostic and Preventive, Basic and Major Restorative Care) Orthodontic Care Lifetime Orthodontic Maximum 50% $1,000 30 DENTAL INSURANCE (continuation page) Employee only: $0 (per pay period) Employee/Spouse: $11.79 (per pay period) Employee/Child(ren): $18.96 (per pay period) Family: $30.77 (per pay period) 31 If at any time during your Plan Year, any of the following events occur, you can change your Health Insurance, Dental Insurance and other pre-taxed benefits coverage for the remainder of the year with pre-tax rights Marriage Divorce or legal separation Death of a spouse/dependent You or your spouse changes from pt/ft You or spouse take unpaid leave of absence Spouse becomes employed/unemployed Dependent loses eligibility Other changes as permitted by IRS & State Birth 32 *Make change within 30-days of the event or wait until open enrollment* LIFE INSURANCE Effective first of the month following a 30-day waiting period Employee Coverage = $12,500 ($0 per pay period) Optional Employee Coverage = $10,000 $50,000 (prices vary) Family Option = $5,000 ($0.58 per pay period) *Late enrollees or those wishing to increase life insurance amount must complete application and be pre-approved 33 *Can enroll anytime Counseling service is available to all County employees and eligible dependants to assist in the treatment of any problems affecting work performance May be used for personal non-work related problems Services are provided in a private and confidential setting County provides coverage for the first five visits 34 Cash Points ATM Telephone and Internet Access Access Card Visa Check Card Payroll Deductions Wire Transfer Funds Transfer Direct Deposit Payroll Pickup Automated Account Draft 35 Effective first day of month following 60-day waiting period Payment = $100 per week up to maximum 26 weeks Must pay premiums while on disability leave  Enroll within 1st 30-days or during open enrollment  Cannot drop until open enrollment Waiting Period During Disability:  Due to Accident……………………………..No Waiting  Due to Sickness………………………… 8 Week Days  Maximum Benefit Period……………………26 Weeks ***See policy for exclusions, limitations, and provisions*** 36 Available for employee and family No Joining Fee Rates Adult - $17.08 per pay period Adult w/dep. - $20.31 per pay period Family/Household - $22.62 per pay period 37 Contact Gary Goble 632-6886 within 1st 30 days of employment Disability Policies Cancer Policies ICU Policies Flex Plan 38 Automatically enrolled when working 1,000 hrs. per year Employee Contribution = 6% Eligibility for retirement: Unreduced Benefits • • • • Age 65 and 5 years of service Age 60 and25 years of service Any Age and 30 years of service Sworn Law Enforcement Officers age 55 and 5 years of service Reduced Benefits • • • Age 50 and 20 years of service Age 60 and 5 years of service Sworn Law Enforcement Officers age 50 and 15 years of service 39 If you die while still in active service (receiving paid salary) after one year as a contributing member, your beneficiary will receive a single lump sum payment. Highest 12 months’ salary In a row during the 24 Months before you die. (Minimum: $25,000 Maximum: $50,000) $ Your Beneficiary $ Benefit is also paid if you die within 180 days of the last day you were paid salary. 40 RETIREMENT BENEFITS (continuation page) May be eligible for disability retirement May be eligible to restore your “refund of contributions” to gain service lost Part-time service may be purchased after 5 years full-time employment Contributions may be transferred between LGRS and TSERS, but must be member of system transferring to One month of credit allowed for every 20 days of sick time available 41 If you Leave the System Before Retirement... Employee Contributions ONLY Less than 5 Years = 5 Years or More = Employee Contributions AND Interest Employees can choose to leave their contributions in the System and keep all the creditable service that they 42 have earned to that date. Both Deferred Comp & NC401(k) are taxdeferred supplemental retirement plans that allow County Local Government employees to contribute a portion of their salary to a retirement account. Your contributions to the Plans are pre-tax payroll deductions which reduces your current taxable income County contributes 5% to 401(K) for Sworn Law Enforcement Officers 43 Must have 5 years of continuous County service 1.5% - 4% of yearly salary on anniversary date Must be employed on or before date longevity is due or be on payroll while exhausting vacation if approved – Exemption= Retirees An employee who leaves County service for any reason will lose their accumulated longevity and must begin over if they return to County employment 44