|
Fringe Benefits for Brunswick County Employees
Brunswick County employees are the County’s most valuable asset. Therefore, it is the County’s desire to offer a very rich and generous menu of fringe benefits. Employees should regularly review booklets, brochures, publications, notices to stay abreast of changes that may affect benefits. The County Human Resources Staff are always available to answer benefit questions.
|
|
PROBATIONARY PERIOD
All new employees are required to work in a probationary status for a minimum of six (6) months, but not to exceed nine (9) months.
|
|
RESIDENCY REQUIREMENT
The county Manager, Assistant County Manager, Clerk to the Board and all Department Heads must establish permanent legal residency within the County within twelve (12) months from the date of initial employment.
|
|
PAY CHECKS and DIRECT DEPOSIT
Employees are paid on a bi-weekly basis and are required to deposit their paycheck into the bank account of their choice through direct deposit. Funds are available the first banking day following pay day.
|
|
VACATION (Annual Leave)
Employees accrue annual leave monthly and may use accrued leave upon approval after the probationary period is completed. There is a maximum accumulation of 240 hours per year. Hours over 240 are converted to a Sick Reserve Account at the end of the calendar year. Years of service transferred from eligible NC Governmental Agencies (written documentation required) and the employee’s work schedule is used to determine rate of earning.
|
|
Years of Service
|
Annual Leave Hours Earned Per Month
Basic Workweek
|
Days per Year
|
|
0 but less than 5 years
|
8 hours
|
12 days
|
|
5 but less than l0 years
|
10 hours
|
15 days
|
|
10 but less than 15 years
|
12 hours
|
18 days
|
|
15 years or more
|
14 hours
|
21 days
|
|
SICK LEAVE
Employees earn eight (8) hours per month (accumulation is unlimited) - may transfer in accumulated sick leave from other state/local governmental entities in North Carolina (Written documentation required).
|
|
PETTY LEAVE
Employees earn fourteen (14) hours per calendar year. May use in increments of 15 minutes up to 3 hours. Leave is pro-rated based as of date of hire.
|
|
FAMILY AND MEDICAL LEAVE ACT (FMLA)
The Family and Medical Leave Act of 1993 (FMLA) requires employers to provide up to 12 workweeks of unpaid, job-protected leave to “eligible” employees for qualifying medical and family reasons. Paid leave can be substituted for unpaid leave upon approval. Must be employed with Brunswick County at least 12 months and actively worked 1250 hours in the 12 months prior to the leave request or designation. Please refer to the FMLA Employee Rights Notice enclosed in your benefit packet.
|
|
EMPLOYEE ASSISTANCE PROGRAM – SOLUTIONS and HORIZON HEALTH
Solutions: Assistance to employees in handling temporary life challenges which may affect their personal/work life; up to three (3) free confidential screening and counseling sessions per year for employee or anyone in household at no cost. Access 24 hours/7 days a week.
Horizons Health EAP Services: Telephone consultation and online access 24 hours 7 days a week.
Call 1-888-293-6948.; Includes (3) face to face assessments and counseling sessions at no cost.
|
|
HOLIDAYS OBSERVED – Calendar Year 2011
|
|
New Year’s Day
|
Mon – Jan 2, 2012
|
Labor Day
|
Mon—Sep 05, 2011
|
|
Dr. Martin Luther King, Jr. Day
|
Mon--Jan 17, 2011
|
Veteran’s Day
|
Fri—Nov 11, 2011
|
|
Good Friday
|
Fri--Apr 22, 2011
|
Thanksgiving
|
Thu/Fri—Nov 24-25, 2011
|
|
Memorial Day
|
Mon--May 30, 2011
|
Christmas (3 days)
|
Fri/Mon/Tues—Dec 23, 26, 27 2011
|
|
Independence Day
|
Mon—Jul 04, 2011
|
|
|
|
LONGEVITY PAY
Longevity is paid on the payroll in which the employee’s anniversary date falls. Years of service transferred to Brunswick County from other NC Governmental Units (written documentation required) is used to determine rate.
|
|
Years of Service
|
Longevity Rate
|
|
5 but less than l0 years
|
1.00%
|
|
10 but less than 15 years
|
1.50%
|
|
15 but less than 20 years
|
2.25%
|
|
20 but less than 25 years
|
3.25%
|
|
25 or More Years
|
4.50%
|
|
RETIREMENT PLAN – NC Local Governmental Employee’s Retirement System
Employees eligible for full benefits are eligible to participate in the NC Local Governmental Employees Retirement System (NCLGERS) at date of employment. Mandatory contribution of 6%. Vested at 5 years as a contributing member. After one year contributing membership in the system, a death benefit.
|
|
NC 401(K) PLANS – (Supplemental Retirement Plan) -Employees eligible for full benefits are participants.
Traditional Plan (Pre-tax Contribution): Brunswick County contributes 5%. Employees may make pre-taxed contributions up to $16,500 in 2010. A minimum of $10.00 per pay period is required for employee contribution. If you are age 50 or older you are eligible for a catch-up contribution of up to $5,500.
ROTH Plan (After Tax contribution): All voluntary after-tax contributes. No contribution by the County.
|
|
MetLife LIFE INSURANCE – (Term Life Coverage)
Employee Coverage: (Employer Paid) - Basic Life and AD&D coverage: $10,500 to $24,500 Benefit Amount –determined by salary.
MetLife Insurance – (Supplemental Term Life Bi-weekly Rates) (Employee Paid) - Must purchase minimum of $10,000 employee coverage before supplemental may be offered to spouse and dependents. Maximum spousal coverage $10,000. Child Coverage: $5,000 to age 19 and age 15 days to 6 months $500. *Written Authorization Required to Change Employee or Dependent Coverage.
|
|
METLIFE Supplemental Term Life Bi-weekly Rates
|
|
BENEFIT AMOUNT
|
$150,000
|
$100,000
|
$50,000
|
$40,000
|
$30,000
|
$20,000
|
$10,000
|
|
Employee Only Rate
|
$21.39
|
$14.26
|
$7.13
|
$5.70
|
$4.28
|
$2.85
|
$1.43
|
|
Employee +Children Rate
|
$21.99
|
$14.86
|
$7.73
|
$6.30
|
$4.88
|
$3.45
|
$2.03
|
|
Employee + Spouse Rate
|
$22.62
|
$15.49
|
$8.36
|
$6.93
|
$5.51
|
$4.08
|
$2.66
|
|
Employee + Family Rate
|
$23.22
|
$16.09
|
$8.96
|
$7.53
|
$6.11
|
$4.68
|
$3.26
|
|
LONG TERM DISABILITY – The Standard Insurance Company: County paid: Eligible employees are covered on the 1st day of month following 30th day of employment; Six (6) month complete disability period upon approval; must report all other sources of income received to The Standard while receiving this benefit.
|
|
FLEXIBLE SPENDING ACCOUNTS – Medical and Dependent Care
Make voluntary pre-taxed contributions to a spending account for reimbursement of uninsured medical expenses ($2400 annual max) and dependent care expenses ($5000 annual max).; Debit Card provided. Plan Year: Jul 1- Jun 30.
|
|
CANCER INSURANCE – Assurity Life Insurance Company (pre-taxed)
Optional cancer and specified disease plan available to employee and dependents, pending underwriter approval.
Plan Year: Jul 1- Jun 30.
|
|
SHORT TERM DISABILITY – American United Life Insurance Company (post tax only)
Optional benefit plan available to employee only, pending underwriter approval. Plan Year: Jul 1- Jun 30.
|
|
TEXAS LIFE INSURANCE– (Whole Life Insurance – Paid by the Employee)
This is an optional portable permanent life insurance plan available to employee and dependents. Plan Year: Jul 1 – Jun 30.
|
|
LAW ENFORCEMENT OFFICERS BENEFITS
Benefits are available to sworn full-time law enforcement officers with the power of arrest & primary duty of enforcing criminal laws on public property.
Separate Insurance Benefit Plan: Automatic enrollment. The plan provides certain temporary disability and death benefits to qualified active and retired participants. The company that currently provides coverage is the Hartford Insurance Company. Their toll-free telephone number is 1-888-232-5340.
Separation Allowance for Local Officers: § 143‑166.42. Special separation allowances for local officers.
(a)On and after January 1, 1987, every sworn law enforcement officer as defined by G.S. 128‑21(11b) or G.S. 143‑166.50(a)(3) employed by a local government employer who qualifies under this section shall receive, beginning in the month in which the officer retires on a basic service retirement under the provisions of G.S. 128‑27(a), an annual separation allowance equal to eighty‑five hundredths percent (0.85%) of the annual equivalent of the base rate of compensation most recently applicable to the officer for each year of creditable service. The allowance shall be paid in equal installments on the payroll frequency used by the employer. To qualify for the allowance, the officer shall:
(1) Have (i) completed 30 or more years of creditable service or (ii) have attained 55 years of age
and completed five or more years of creditable service; and
(2) Not have attained 62 years of age; and
(3) Have completed at least five years of continuous service as a law enforcement officer as herein defined immediately preceding a service retirement. Any break in the continuous service required by this subsection because of disability retirement or disability salary continuation benefits shall not adversely affect an officer's qualification to receive the allowance, provided the officer returns to service within 45 days after the disability benefits cease and is otherwise qualified to receive the allowance.
(b)As used in this section, "creditable service" means the service for which credit is allowed under the retirement system of which the officer is a member, provided that at least fifty percent (50%) of the service is as a law enforcement officer as herein defined.
(c)Payment to a retired officer under the provisions of this section shall cease at the first of:
(1) The death of the officer;
(2) The last day of the month in which the officer attains 62 years of age; or
(3) The first day of reemployment by a local government employer in any capacity.
Notwithstanding the provisions of subdivision (3) of this subsection, a local government employer may employ retired officers in a public safety position in a capacity not requiring participation in the Local Governmental Employees' Retirement System, and doing so shall not cause payment to cease to those officers under the provisions of this section.
(d) This section does not affect the benefits to which an individual may be entitled from State, local, federal, or private retirement systems. The benefits payable under this section shall not be subject to any increases in salary or retirement allowances that may be authorized by local government employers or for retired employees of local governments.
(e) The governing body of each local employer shall determine the eligibility of employees for the benefits provided herein.
(f) The governing body of each local employer shall make the payments set forth in subsection (a) of this section to those persons certified under subsection (e) of this section from funds available. (1985 (Reg. Sess., 1986), c. 1019, s. 2; 2009‑396, s. 1.)
State Death Benefits: Benefit to eligible survivor (spouse, children or parent of LEO killed in line of duty).
Educational Benefits: Automatic enrollment. Tuition waiver for eligible survivor of LEO killed in line of duty or sustaining traumatic injury on or after 10. Additional information may be found in the retirement handbook for Local Law Enforcement Officers or the County Human Resources Office.
|
|
|
Group Health Insurance – BCBSNC HealthCare
|
|
|
Eligible for coverage on the 1st day of month following 30th day of employment. Services are subject to limitations and exclusions. (Refer to Benefit Booklet for details). (Upon separation of service, coverage may continue by paying full premium under the COBRA Option.). In order to participate in the Wellness Plan, employees must contact LivingWell Health Solutions for a Personal Health Evaluation at 1-866-959-9355.
|
|
|
Register Online to View your Medical Plan Information with BCBSNC HealthCare : http://www.BCBSNC.com
|
|
|
Wellness Plan Rates
|
Employee
Only
|
Employee
Children
|
Employee
Spouse
|
Family
|
|
|
Employee Monthly
|
No Premium
|
$207.00
|
$317.00
|
$451.00
|
|
|
Employee Premium -24 pay period deductions
|
No Premium
|
$103.50
|
$158.50
|
$225.50
|
|
|
|
|
|
|
|
|
|
Basic Plan Rates
|
Employee
Only
|
Employee
Children
|
Employee
Spouse
|
Family
|
|
|
Employee Monthly
|
$30.00
|
$237.00
|
$347.00
|
$481.00
|
|
|
Employee Premium- 24 pay period deductions
|
$15.00
|
$118.50
|
$173.50
|
$240.50
|
|
|
|
|
|
GROUP HEALTH INSURANCE PLANS
July 01, 2011– June 30, 2012 Plan Year
|
|
|
Health Benefits
|
IN NETWORK
|
OUT OF NETWORK
|
|
|
PCP Co-pay
|
$20
|
70% after deductible
|
|
|
Specialist Co-pay
|
$40
|
70% after deductible
|
|
|
Urgent Care Co-pay
|
$40
|
$40
|
|
|
Emergency Room Co-pay
|
$200
|
$200
|
|
|
Preventive Care Program
|
100%
|
Not covered
|
|
|
Inpatient/Outpatient Facility
|
90% after deductible
|
70% after deductible
|
|
|
Deductible (Ind/Family)
|
$500/$1,500
|
$1,000/$3,000
|
|
|
Co-insurance Max (Ind / Family)
|
$1,000/$3,000
|
$2,000/$6,000
|
|
|
Total Out of Pocket
|
$1,500/$4,500
|
$3,000/$9,000
|
|
|
Rx Co-pay - Retail
|
$10-45-60/25%
|
Co-pay + charge over in-network allowed amount
|
|
|
Rx Mail Order (90 day supply)
|
$25-112.50-150
|
N/A
|
|
|
Routine Eye Exam ( 1 annually)
|
100%
|
Not Available
|
|
|
Vision Hardware
|
n/a
|
n/a
|
|
|
BCBS DENTAL: Diagnostic & Preventive paid at 100% two visits per plan year. $50 deductible per individual. Maximum Deductible $150 per year per family. Maximum coverage $1000, per individual, per calendar year. Pays 80% USUAL, REASONABLE, CUSTOMARY CHARGES after Dental Deductible, on routine services. Pays 50% on replacements. When proposed charges for a course of treatment are expected to be over $250, obtain Pre-Treatment Estimate of Benefits before services are performed.
|
| |
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|