Thursday, April 24, 2014   

Benefits

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 Leave 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 4 hours.  Leave is pro-rated based as of date of hire in the first calendar year of employment.

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 – HORIZON HEALTH

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 2013

New Year’s Day

Tues-Jan 1, 2013

Labor Day

Mon-Sep 02, 2013

Dr. Martin Luther King, Jr. Day

Mon-Jan 21, 2013

Veteran’s Day

Mon-Nov 11, 2013

Good Friday

Fri-Mar 29, 2013

Thanksgiving

Thu/Fri-Nov 28-29, 2013

Memorial Day

Mon-May 27, 2013

Christmas (3 days)

Tues/Wed/Thurs-Dec 24,25 & 26 2013

Independence Day

Thurs-July 04, 2013

 

 

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  (LGERS)

Employees eligible for full benefits are eligible to participate in the NC Local Governmental Employees Retirement System on the date of employment.  Mandatory contribution of 6%.  County also contributes to the plan.  Vested at 5 years as a contributing member.  After one year contributing membership in the system, a death benefit is available if you die while still in active service or within 180 days of your last day of service. 

 

NC 401(k) PLAN - (Supplemental Retirement Plan)

 

Employees eligible for full benefits are enrolled in the Pre-tax 401(k) plan upon hire; Brunswick County contributes 5%. 

Additionally, employees may make additional contributions in the following options:

Traditional Plan (Pre-tax Contribution) - Employees may make pre-tax contributions up to $17,000 in 2012.  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) – Employees may opt for additional after tax contributions.  The County does not make a contribution to the after-tax plan.

457 DEFERRED COMPENSATION PLAN - (Supplemental Retirement Plan)

 

Employees eligible for full benefits may enroll in this voluntary pre-tax supplemental retirement plan offered through Nationwide.

 


 

MetLife LIFE INSURANCE – (Term Life Coverage)

County Paid - Basic Life and AD&D coverage:  $10,500 to $24,500 Benefit Amount - determined by salary.

Employee Paid - (Supplemental Term Life) - 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

$21.38

$14.25

$7.13

$5.70

$4.28

$2.85

$1.43

Employee +Children Rate

$21.98

$14.85

$7.73

$6.30

$4.88

$3.45

$2.03

Employee + Spouse Rate

$22.61

$15.48

$8.36

$6.93

$5.51

$4.08

$2.66

Employee + Family Rate

$23.21

$16.08

$8.96

$7.53

$6.11

$4.68

$3.26

LONG TERM DISABILITY – County Paid – offered through The Standard Insurance Company.  Eligible employees are covered on the 1st day of month following 30th day of employment.  Plan has a 180 day elimination period meaning you must be disabled (as defined by the plan) for a period of 6 months before you can apply for this benefit.  Once approved, the plan pays 60% of pre-disability earnings reduced by other sources of income.    

FLEXIBLE SPENDING ACCOUNTS – Medical and Dependent Care– (Paid by the Employee)

Make voluntary pre-tax contributions to a spending account for reimbursement of medical expenses not covered by health insurance (as defined by the IRS) ($2400 annual max) and dependent care expenses ($5000 annual max);  Debit Card  provided.  Plan Year: July 1- June 30. 

CANCER INSURANCE – Assurity Life Insurance Company (pre-tax) – (Paid by the Employee)

Optional cancer and specified disease plan available to employee and dependents, pending underwriter approval.   

Plan Year: July 1- June 30.

SHORT TERM DISABILITY – American United Life Insurance Company (post tax only) – (Paid by the Employee)

Optional income replacement benefit plan available to employee only, pending underwriter approval.       Plan Year: July 1- June 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: July 1 – June 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). 

 


 


Group Health Insurance – BCBSNC HealthCare

Employees are eligible for coverage on the 1st day of month following 30th day of employment.  Coverage for spouse and/or child(ren) is also available.  Spouses who are actively employed and have health insurance available through their employer are not eligible to participate in the Brunswick County plan.

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/Healthstat 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    

 

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

 

GROUP HEALTH INSURANCE PLANS

July 01, 2013– June 30, 2014 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 (Indiv / Family)

$500/$1,500

$1,000/$3,000

Co-insurance Max  (Indiv / 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 plan year. All payments are based on usual and customary charges (UCR).  For Basic services, plan pays 80% UCR after Dental Deductible.  For Major services, plan pays 50% after Dental deductible .  When proposed charges for a course of treatment are expected to be over $250, obtain Pre-Treatment Estimate of Benefits before services are performed.