WELCOME TO ALEXANDER COUNTY GOVERNMENT

1. WELCOME TO ALEXANDER COUNTY GOVERNMENT

2. OVERVIEW OF • COUNTY DEPARTMENTS • RICK FRENCH, COUNTY MANAGER 828-632-9332 • SYLVIA TURNMIRE, HR DIRECTOR 828-632-1132 • KIM STINE, ASSISTANT HR DIRECTOR 828 635-8033 • WEB SITE ADDRESS: www.co.alexander.nc.us • OVERVIEW OF ORIENTATION PROCESS

3. Paid Holidays Observed • 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)

4. ANNUAL LEAVE ACCRUAL RATE • Years of Service Hours Per Month EMS • Less than 2 7.83 hrs 11.5 hrs. • 2 to 5 9.17 hrs 13.5 hrs. • 5 to 10 11.17 hrs 15.5 hrs. • 10 to 15 13.17 hrs 17.5 hrs. • 15 to 20 15.17 hrs 19.5 hrs. • 20 + 17.17 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

5. 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 • Three consecutive days absent w/no call in = voluntary resignation

6. SICK LEAVE: TRANSFER FROM OTHER GOVERNMENTAL AGENCIES 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 bereinstated

7. ADVANCED LEAVE 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

8. FAMILY AND MEDICAL LEAVE ACT • Employed with Alexander County at least twelve months • Worked at least 1,250 hours in the previous 12 month period • Eligible 12 – 26 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

9. FMLA MAY BE TAKEN FOR THE FOLLOWING • For birth of a son or daughter, and to care for the newborn child. • For placement with the employee of a son or daughter for 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: an illness, injury, impairment or physical or mental condition that involves inpatient care or continuing treatment by a health provider.

10. FMLA MAY BE TAKEN FOR THE FOLLOWING • Because of any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on active duty (or has been notified of an impending call or order to active duty) in support of a contingency operation. • To care for a covered servicemember with a serious injury or illness if the employee is the spouse, son, daughter, parent or next of kin of the servicemember.

11. FMLA MAY BE TAKEN FOR THE FOLLOWING (continuation page) • Generally, a chronic or long-term health condition, which results in a period of incapacity or treatment for more than 3 consecutive full calendar 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

12. FMLA: MEDICAL CERTIFICATION • 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

13. FMLA: RETENTION AND CONTINUATION OF BENEFITS • 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, Colonial, 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

14. LEAVE WITHOUT PAY • 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

15. LEAVE WITHOUT PAY (continuation page) • May continue health and dental coverage and other benefits at the employee’s expense • Have the option to cancel benefits while on leave • See Kim Stine to process paperwork for qualification • 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 • Must provide medical certification for unrestricted duty if applicable

16. SHARED LEAVE POOL 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

17. SHARED LEAVE POOL (continuation page) 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***

18. MILITARY LEAVE • 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)

19. COURT LEAVE • 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 • Employee must provide documentation with timesheet • Employee must return after court duty or will result in voluntary resignation

20. CHILD INVOLVEMENT LEAVE On January 1st of each year – Dec. 31st, Full-time employees are credited with 8 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

21. 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

22. HEALTH INSURANCE BENEFITS Effective date starts first of the month following a 30-day waiting period. Plan Year = July 1st through June 30th Physician Office ServicesIn-network Out-of-network Primary Care Provider $25 co-payment 70% after deductible Specialist $50 co-payment 70% after deductible Preventive Care Primary Care Provider $25 co-payment Not Available* Specialist $50 co-payment 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 $25 co-payment 70% after deductible Specialist $50 co-payment 70% after deductible

23. HEALTH INSURANCE BENEFITS (continuation page) Urgent Care Centers and Emergency Room Urgent Care Centers $ 50 co-payment $ 50 co-payment Emergency Room Visit $150 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 70% after deductible Outpatient Clinic Services 80% after deductible 70% after deductible Professional Services 80% after deductible 70% after deductible Hospital and Professional Outpatient Labs and Mammograms with surgery or other services. 80% after deductible 70% after deductible Outpatient Labs and Mammograms without surgery or other services. 100% 70% after deductible 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

24. HEALTH INSURANCE BENEFITS (continuation page) Other Services Skilled Nursing Facility 80% after deductible 70% after deductible (60 days per Benefit Period) Home Health Care, Ambulance, Durable Medical Equipment andHospice 80% after deductible 70% after deductible Maternity Maternity Delivery includes Prenatal and Post-delivery care Hospital Services (Delivery) 80% after deductible 70% after deductible Professional Services (Delivery) 80% after deductible 70% after deductible Transplants Hospital Services 80% after deductible 70% after deductible Professional Services 80% after deductible 70% after deductible Infertility and Sexual Dysfunction Services Up to $5,000 per Lifetime Primary Care Provider $25 co-payment 70% after deductible Specialist $50 co-payment 70% after deductible Hospital Services 80% after deductible 70% after deductible Inpatient Outpatient Professional Services 80% after deductible 70% after deductible Vision Care Comprehensive Eye Exam $25 co-payment Benefit Not Available

25. 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) $3,500 $7,000 Family (per Benefit Period) $7,000 $14,000

26. HEALTH INSURANCE BENEFITS (continuation page) Coinsurance Maximum Individual (per Benefit Period) $2,000 $4,000 Family ( per Benefit Period) $4,000 $8,000 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 Tier 2 (Preferred Brand) $40 co-payment Co-payment + charge over In-network allowed amount Tier 3 (Brand) $55 co-payment Co-payment +charge over In-network allowed amount Tier 4 (Specialty Drugs) 75% of the cost of medications

27. HEALTH INSURANCE BENEFITS (continuation page) Mental Health and Substance Abuse Services Certified Not-Certified *Inpatient/Outpatient Certification is required. Mental Health Services Office /Outpatient 100% 70% coinsurance Inpatient80% Coinsurance 70% coinsurance Substance Abuse Services Office Visit/Outpatient 100% 70% coinsurance Inpatient 80% Coinsurance 70% coinsurance

28. HEALTH INSURANCE BENEFITS (continuation page) • Employee Only: $0 (per pay period) • Employee/Spouse: $161.58 (per pay period) • Employee/1Child: $66.66 (per pay period) • Employee/Family: $326.93 (per pay period)

29. Health Reimbursement Arrangement • County pays $3,000.00 of deductible • Show BCBS and HRA card for costs beyond co-pay amounts • Submit claim for reimbursement after EOB received from insurance company to Benefit Solutions

30. WELLNESS INCENTIVE • Employee must complete a Health Screening and follow up visit onsite with Health Xpressions or complete Health Screening with your doctor by June 30, 2011. • Health Xpressions Perform Screening: • Convenient for employee • No co-pay • Completely confidential • No sick time used • Must attend on-site follow-up session for results • Personal Doctor Perform Screening: • Inconvenient for employee • Employee pays co-pay • Completely confidential • Must use sick time • Must obtain a form from HR to take with you to the Doctor stating screening was completed by June 30, 2010 • What screenings will be required: • Lipid panel, glucose • PSA blood test for males • Blood pressure check • Height & weight check • Body fat percentage • Dependents (Age 18 and up) must complete a Health Screening with their doctor by June 30, 2011.

31. WELLNESS INCENTIVE(Continuation Page) • Complete BCBS Health Risk Assessment Survey online during the month of September

32. What Happens If Me or My Dependent Chooses Not To Complete The Wellness Incentive? • Beginning 1st payroll in July 2011, begin deducting $25.00 per pay period for a portion of employee’s insurance for each one not in compliance.

33. DENTAL INSURANCE Plan Year = January 1st through December 31st Effective date starts first of the month following a 30-day waiting period. United Healthcare Diagnostic & Preventive Care 100% Basic Restorative Care 80% after Dental deductible Major Restorative Care 50% after Dental deductible Individual Dental Deductible (per Benefit Period) $50 Family Dental Deductible (per Benefit Period) $150 Combined Benefit Period Maximum $1,000 (Includes Diagnostic and Preventive, Basic and Major Restorative Care) Orthodontic Care 50% Lifetime Orthodontic Maximum $1,000

34. (Continued) Maximum Rollover Rollover Threshold $500 Rollover Amount $250 Rollover In-network Amount $350 Rollover Account Limit $1000 DENTAL INSURANCE 34

35. DENTAL INSURANCE (continuation page) Employee only: $0 (per pay period) Employee/Spouse: $12.55 (per pay period) Employee/Child(ren): $15.30 (per pay period) Family: $29.88 (per pay period)

36. QUALIFYING FAMILY STATUS EVENT 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 You or your spouse changes from pt/ft Divorce or legal separation You or spouse take unpaid leave of absence Death of a spouse/dependent Spouse becomes employed/unemployed Dependent loses eligibility Other changes as permitted by IRS & State Birth *Make change within 30-days of the event or wait until open enrollment*

37. COMMUNITY Eye Care • COMPREHENSIVE PLAN • Eye Exam once a year ($10 co-pay) • A $130 allowance for eyewear annually ($10 co-pay) • A standard contact lens fitting for new fits or re-fits, as needed ($10 co-pay) • EYEWEAR-ONLY PLAN • A $130 allowance for eyewear annually ($10 co-pay) • Comprehensive Plan Rates: • Employee Only Paid by county • Per Dependent $ 3.37 per pay period • Eyewear Only Rates: • Employee Only N/A • Per Dependent $2.55 per pay period

38. 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 *Can enroll anytime

39. EMPLOYEE ASSISTANT PROGRAM • 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

40. STATE EMPLOYEE CREDIT UNION • Cash Points ATM • Telephone and Internet Access • Access Card • Visa Check Card • Payroll Deductions • Wire Transfer • Funds Transfer • Direct Deposit • Automated Account Draft

41. SHORT TERM DISABILITY 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***

42. Colonial Life • They will contact you within 1st 30 days of employment • Disability Policies • Cancer Policies • ICU Policies • Flex Plan

43. RETIREMENT BENEFITS • 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 and 25 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

44. Death Benefits 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. Your Beneficiary (Minimum: $25,000 Maximum: $50,000) $ Benefit is also paid if you die within 180 days of the last day you were paid salary.

45. 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

46. If you Leave the System Before Retirement... Employee Contributions ONLY Less than 5 Years = Employee Contributions ANDInterest 5 Years or More = Employees can choose to leave their contributions in the System and keep all the creditable service that they have earned to that date.

47. Supplemental Retirement Options (Deferred Comp & NC401(k) • Both Deferred Comp & NC401(k) are tax-deferred 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

48. WELLNESS PROGRAM • Participate in the following programs and your name is entered each time into the drawing for door prizes at Wellness Fair.

49. Available for employee and family No Joining Fee Rates Full time and Part time with benefits Employee Only - $0 per pay period Full time and Part time with benefits Family - $6.92 per pay period YMCA BENEFITS 49

50. THE STILLPOINT CENTER15% DISCOUNT • All Services • Present ID Badge or Blue Cross Card • Massages • Bio-Clense Footbath • Bioenergetic Assessment • Infrared Sauna