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Benefits Strategic Planning Presentation. Introduction. BoCC Clerk of Courts Court Administration Port Authority Tax Collector Office of Elections Property Appraiser. Benefits Administration for 12 entities + Retirees 4,200+ Employees and Retirees
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Introduction • BoCC • Clerk of Courts • Court Administration • Port Authority • Tax Collector • Office of Elections • Property Appraiser Benefits Administration for 12 entities + Retirees • 4,200+ Employees and Retirees • 8,900+ Total participants covered with dependents • Captiva Fire Dept • Sanibel Fire Dept • Fort Myers Shores Fire Dept • East County Water Control District • Fort Myers Beach Mosquito Control • Retirees The Lee County Sheriff does not participate in our health plan, but the BoCC funds the Sheriff’s health plan.
Introduction Programs and Services Benefits provided in WHOLE or subsidized by the BOCC. • Medical Insurance (Self-funded) • Dental Insurance (Self-funded) • Long Term Disability (Fully Insured) • Life Insurance (Fully Insured) • Sick Pool (Self-funded) • Florida Retirement System • Retirees Health Coverage
Introduction Programs and Services Benefits offered but not provided or subsidized by the BOCC. • Flexible Spending Accounts • Short Term Disability (Fully Insured) • Optional Life Insurance (Fully Insured) • Deferred Compensation • Vision Service Plan (Fully Insured)
Where have we been? Participation in this plan is optional. Employees with other insurance may choose to “opt out” and be paid $50 per month to use their outside plan.
Where are we today? Medical Insurance (Self-funded) • Four-Tier premium plan as follows: • The employee is responsible for monthly premiums (for the family tiers of coverage) and co-pays for services rendered. There is currently no annual deductible required. • Participation in this plan is optional. Employees with other insurance may choose to “opt out” and be paid $50 per month to use their outside plan.
Where are we today? Dental Insurance (Self-funded) • Two-Tier premium plan as follows: • BoCC pays $37 per month for either single or family enrollment, PLUS claims up to a maximum of $1,500 per covered individual on an annual basis. • Employee is responsible for annual deductible ($50), monthly premiums, and co-pays for services rendered.
Where are we today? Retiree’s Health Coverage • The BoCC pays 50% of the retiree’s total cost of coverage for all members already retired or employed at or prior to 12-31-07. • The BoCC’s financial responsibility in addition to the 50% subsidy, is payment in full of all claims, since we are a self-funded plan. • The retiree’s financial responsibility is their monthly premiums and co-pays for services rendered.
Where are we today? Long Term Disability Insurance (Fully Insured) • This benefit is provided in total to employees by the BoCC at no cost to them. This coverage is available to EMPLOYEES ONLY. Participation is NOT OPTIONAL. New hires may not waive this coverage, but are automatically enrolled when their benefits become effective (on the first of the month following one full month of service). • The plan provides 60% of pre-disability income to the out-of-work employee after three months of being out of work. Since the employee has not paid these premiums, benefit payments are taxed when received.
Where are we today? Life Insurance (Fully Insured) • This benefit is also provided in total to employees by the BoCC at no cost to them, and is available to EMPLOYEES ONLY. • Participation is NOT OPTIONAL. New hires may not waive this coverage, but are automatically enrolled when all their elected benefits become effective (on the first of the month following one full month of service). • Life insurance is provided to employees at two different levels, depending upon their pay grade. • Employees in pay grades 20 and below are provided with 1X their annual salary. • Employees in pay grades 21 and above are provided with 2X their annual salary.
Where are we today? Florida Retirement System • The BoCC makes contributions to the Florida Retirement System on behalf of all full-time regular and part-time benefited employees. • Levels of coverage/contribution are as follows, and depend upon the individual employee’s status:
Where are we today? Sick Leave Pool (Self-funded) • Established in August, 2000, to provide employees with an objective, unbiased method of “donating” unused sick leave hours to other employees with a serious illness or injury who have run out of sick leave and vacation time. • The plan is optional and has requirements for “membership,” and limitations of use which were established via BoCC policy. • The annual “premium” is the employee’s donation of one day of accumulated unused sick leave time. • Sick Leave Pool statistics at the last reconciliation: • A total of ~33,000 hours have been donated to the sick leave pool; • ~14,500 have been “paid out” to members; • Leaving a total of ~18,500 hours available. • Membership continues to grow on an annual basis, with a total of 682 members enrolled in plan year 2009.
Where are we going? 3 year projections for health care inflation.
Where are we today? Major Issues • Develop alternatives for containing benefit costs. • National Health Care Reform • Currently Health Care is not mandated for employers, this may change in the near future.
Where are we going? Costs Management Options • Plan Design Changes • Cost Sharing of Premiums
