There are two options for participation:
- 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%. It has an annual deductible, 20% co-insurance and out-of-pocket maximum.
- Low Deductible Health Plan: Offered through Cigna, this plan is made up of two parts – co-pays for doctor office visits and a co-insurance. With this medical plan, preventive care is covered at 100%. It has an annual deductible, 20% co-insurance and out-of-pocket maximum.
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 $100 or a total annual deduction of $2,600.
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 $5,000.
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 Orange County Comptroller participates in the Florida Retirement System (FRS) which provides retirement benefits for employees. The Office pays a contribution for its employees in order to provide retirement income in addition to social security benefits. An FRS handbook providing plan descriptions, information on creditable and continuous service, designation of beneficiary, normal retirement requirements, vesting, retirement options, early retirement, disability and death benefits are available for your review.
Additional information on FRS can be found on the Florida Retirement website or see your Human Resources Representative. You can also speak to your Human Resources Representative about deferred compensation programs.
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.
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.
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
This information is provided as a guideline only and is not intended to imply or convey benefits.