Medical Insurance: *
High Deductible Health Plan offered through Cigna with optional Savings Accounts (HSA) through JP Morgan Chase. With this medical plan, preventive care is covered at 100% with no need to reach a deductible. Preventive medications like cholesterol lowering and blood pressure medications are also available at copay/coinsurance without regard to deductible. However, for all non-preventive care the deductible will apply. Prior to reaching the deductible of either $1,250 for employee-only coverage or $2,500 for family coverage, the member will pay the full Cigna negotiated rate for all non-preventive covered medical and pharmacy benefits. After the deductible is met, the member only pays 20% of the negotiated rate for these services. There is also an out of pocket maximum (safety net) of $3,000 for employee-only coverage or $6,000 for family coverage. All covered medical and pharmacy is paid by the plan 100% for the rest of the calendar year once the out of pocket maximum is met.
To help employees pay for medical and pharmacy expenses, individually owned HSA’s can be set up by eligible employees through JP Morgan Chase, a CIGNA partner. HSA’s reduces your taxes three ways:
- Money deposited can be tax-free
- You pay no tax on the interest you earn
- Withdrawals for eligible expenses are tax-free
Dental Insurance: *
There are three indemnity/PPO options for participation:
- LOW PLAN – This is traditional coverage with $50 deductible. Services are reimbursed according to a specific schedule of benefits. There is $1,000 maximum reimbursement per year, and no orthodontic coverage is provided.
- MIDDLE PLAN – This is traditional coverage with $50 deductible. Preventive services are covered at 100%. Basic services are covered at 70%, and major services are covered at 40%. There is $1,000 maximum reimbursement per year, and orthodontia is limited to children, with a $1,000 lifetime maximum.
- HIGH PLAN – This is traditional coverage with $50 deductible. Preventive services are covered at 100%. Basic services are covered at 80%, and major services are covered at 50%. There is $1500 maximum reimbursement per year, and orthodontia is limited to children, with a $1000 lifetime maximum.
The Vision Plan provides coverage for routine eye examinations every 12 months. It also provides for required corrective lenses every 12 months and frames every 24 months. There is a $15 co-payment for an examination plus a $25 co-payment for frames and/or lenses prescribed when listed providers are used.
Medical Flexible Spending Account:
This is a reimbursement plan that allows employees to set aside pre-tax earnings to cover the out-of-pocket cost for eligible health care expenses that are not covered by insurance. Participating in this plan is voluntary. The minimum bi-weekly deduction is $15 and the maximum is $135 or a total annual deduction of $3,510.
Dependent Care Spending Account:
This is a reimbursement plan that allows employees to set aside pre-tax earnings to cover out-of-pocket cost for eligible dependent care expenses. Participation in this plan is voluntary. The minimum bi-weekly deduction is $15 and the maximum is $192 or a total annual deduction of $4,992.
Employee Long-Term Disability:
Disability coverage is provided at 60% of the employee’s salary, up to a maximum of $10,000 a month. The premium is paid in full by the Office and benefits are available after 180 days.
Employee Short-Term Disability:
Employees have the option of paying for a Short Term Disability (STD) plan. As with the LTD, the STD Plan will pay employees an amount up to 60% of their pre-disability salary to a monthly maximum of $10,000. The Office has five Short-Term Disability Plan options for employees to choose from ranging from a 15 day waiting period to a 120 day waiting period. Benefits are available after the waiting period and/or accrued personal/term leave has been exhausted, whichever is greater and is paid for on an after tax basis.
Employee Life Insurance:
Basic life insurance is provided at the rate of 100% of an employee’s annual salary up to $200,000; accidental death and dismemberment coverage is two times the employee’s life insurance amount. The entire premium is paid in full by the Office. An employee may purchase additional, optional life insurance coverage up to five times the annual salary in increments of $10,000 up to $300,000. There is a $500,000 limit on the total value of life insurance.
Dependent Life Insurance:
Optional spouse life insurance may be purchased in $10,000 increments, not to exceed 50% of employee’s life insurance up to $250,000. Optional child life insurance coverage may be purchased in amounts of $5,000, or $10,000, not to exceed 50% of employee’s life insurance.
This plan allows employees to pay for most health insurance benefits on a “before-tax” basis thereby increasing their net earnings.
The Office contributes 100% of the cost of the retirement plan with the Florida Retirement System. Employees have a choice between the Pension Plan (1) and the Investment Plan (2).
Pension Plan (Option 1) The FRS Pension Plan is a defined benefit plan, in which you are promised a benefit at retirement if you meet certain criteria. The amount of your future benefit is determined by a formula, based on your earnings, length of service, and membership class, and is adjusted by a 3% cost-of-living each July. Your benefit is pre-funded by contributions paid by the Office.
Investment Plan (Option 2) The FRS Investment Plan is a defined contribution plan, in which employer contributions are defined by law, but the ultimate benefit depends in part on the performance of the investment funds. The FRS Investment Plan is funded by employer contributions that are based on salary and FRS membership class (Regular, Special Risk Class, etc.) The Investment Plan directs contributions to individual member accounts, and the member allocates the contributions and account balance among various investment funds. (Participant contributions are not allowed.) The Investment Plan retirement benefit is the value of the account at termination. Unlike the Pension Plan, there is no fixed benefit level at retirement. However, a guaranteed lifetime payment option (based on the benefit to be distributed) can be purchased and is available with annual 3% benefit increases, like the Pension Plan.
For additional detail about class or service eligibility please contact the Florida Retirement System at www.myfrs.com.
Deferred Compensation Plan:
Deferred Compensation is an optional benefit provided by Orange County to assist employees with an additional retirement savings plan. No federal income tax is paid on the salary deferred, or any of the investment earnings until it is drawn out at retirement. There are tax implications for an early withdrawal.
Holiday Pay is based on a forty-hour workweek: Ten paid holidays per year, nine fixed and one floating. A floating holiday is taken at the employee’s discretion, with prior supervisor’s approval. An employee must satisfactorily complete the initial six months of employment to be eligible for the floating holiday.
Jury Duty Leave:
Employees are paid their regular pay while serving on Jury Duty. Any money received from the court, excluding mileage and parking fees, is submitted to the Office.
Military Leave Training:
An employee may receive full pay for military reserve training, up to seventeen calendar days per year. Additional time off may be taken through an unpaid leave of absence, which can be approved with submittal of military leave orders.
An employee may be granted a leave of absence from their respective duties to perform active military service. The employee may be eligible for full pay during the first thirty days, and a supplemental amount up to one year.
This is a paid benefit in which leave is accrued each pay period. The accrual rate for a 40-hour employee with less than five years of service is eighteen days leave per year. This increases by one (1) day periodically to a maximum of twenty-seven days per year. Personal leave can be used for vacation or illness. Personal leave hours are paid at 100% at termination at the current regular hourly rate of pay.
Term leave is a benefit used when an employee is unable to work forty consecutive hours due to illness or injury. Medical verification will be required by the supervisor. This leave is accrued at a rate of .0231 of an hour for each regular hour in a 40-hour workweek. At termination, with ten years or more of employment, 25% of all unused time will be paid.
Bereavement leave is provided for all regular employees, and is not charged to any leave balance. Bereavement leave may be used for the death of an eligible defined family member. This benefit is for up to 40 hours of paid leave for regular employees, must be taken within 30 calendar days from the date of death and be related to the incident.
Employee Assistance Program:
This prepaid professional counseling service is designed to help solve personal problems that may be affecting work performance. Employees and/or immediate family members may use this benefit. The Allen Group is a private, off-site company that manages the assistance program. Any assistance received is completely confidential. Evening and weekend appointments are available.
Employee Wellness Program:
The Office, through the Orange County Wellness Program, offers many opportunities to support and enhance healthy habits, lifestyles and employees desires to mitigate healthcare needs. The Wellness Program provides health and wellness education, programs and fitness opportunities at varied locations for employees and their eligible family members. As a part of the Wellness Program annual, general assessment health screenings are offered to employees
Payroll checks can be automatically direct deposited into a checking or savings account. New employees must sign up for direct deposit of County issued payroll checks within the first pay period after their first day of work as a condition of employment.
Tobacco Use Policy:
In an effort to mitigate the increasing cost of health care the Office has instituted a non-tobacco use policy and is a condition of employment. Prospective employees must be tobacco free prior to employment with the Office and maintain that status during the duration of employment.
New Hire Waiting Period: *
Please note there is a 60 day waiting period for some of the above mentioned benefits.
This information is provided as a guideline only and is not intended to imply or convey benefits