Benefits Strategic Planning Presentation

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BenefitsStrategic Planning Presentation
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Introduction

• Benefits Administration for 12 entities
  Retirees
• 4,200 Employees and Retirees
• 8,900 Total participants covered with dependents

• BoCC
• Clerk of Courts
• Court Administration
• Port Authority
• Tax Collector
• Office of Elections
• Property Appraiser

• Captiva Fire Dept
• Sanibel Fire Dept
• Fort Myers Shores Fire Dept
• East County Water Control District
• Fort Myers Beach Mosquito Control
• Retirees

The Lee County Sheriff does not participate in
our health plan, but the BoCC funds the Sheriffs
health plan.
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Programs and Services
Introduction

• Benefits provided in WHOLE or subsidized by the
  BOCC.
• Medical Insurance (Self-funded)
• Dental Insurance (Self-funded)
• Long Term Disability (Fully Insured)
• Life Insurance (Fully Insured)
• Sick Pool (Self-funded)
• Florida Retirement System
• Retirees Health Coverage

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Programs and Services
Introduction

• Benefits offered but not provided or subsidized
• by the BOCC.
• Flexible Spending Accounts
• Short Term Disability (Fully Insured)
• Optional Life Insurance (Fully Insured)
• Deferred Compensation
• Vision Service Plan (Fully Insured)

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Where have we been?
Participation in this plan is optional.
Employees with other insurance may choose to opt
out and be paid 50 per month to use their
outside plan.
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Where have we been?
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Where are we today?

• Medical Insurance (Self-funded)
• Four-Tier premium plan as follows
• The employee is responsible for monthly premiums
  (for the family tiers of coverage) and co-pays
  for services rendered. There is currently no
  annual deductible required.
• Participation in this plan is optional.
  Employees with other insurance may choose to opt
  out and be paid 50 per month to use their
  outside plan.

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Where are we today?

• Dental Insurance (Self-funded)
• Two-Tier premium plan as follows
• BoCC pays 37 per month for either single or
  family enrollment, PLUS claims up to a maximum of
  1,500 per covered individual on an annual basis.
• Employee is responsible for annual deductible
  (50), monthly premiums, and co-pays for services
  rendered.

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Where are we today?

• Retirees Health Coverage
• The BoCC pays 50 of the retirees total cost of
  coverage for all members already retired or
  employed at or prior to 12-31-07.
• The BoCCs financial responsibility in addition
  to the 50 subsidy, is payment in full of all
  claims, since we are a self-funded plan.
• The retirees financial responsibility is their
  monthly premiums and co-pays for services
  rendered.

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Where are we today?

• Long Term Disability Insurance (Fully Insured)
• This benefit is provided in total to employees by
  the BoCC at no cost to them. This coverage is
  available to EMPLOYEES ONLY. Participation is
  NOT OPTIONAL. New hires may not waive this
  coverage, but are automatically enrolled when
  their benefits become effective (on the first of
  the month following one full month of service).
• The plan provides 60 of pre-disability income to
  the out-of-work employee after three months of
  being out of work. Since the employee has not
  paid these premiums, benefit payments are taxed
  when received.

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Where are we today?

• Life Insurance (Fully Insured)
• This benefit is also provided in total to
  employees by the BoCC at no cost to them, and is
  available to EMPLOYEES ONLY.
• Participation is NOT OPTIONAL. New hires may not
  waive this coverage, but are automatically
  enrolled when all their elected benefits become
  effective (on the first of the month following
  one full month of service).
• Life insurance is provided to employees at two
  different levels, depending upon their pay grade.
• Employees in pay grades 20 and below are provided
  with 1X their annual salary.
• Employees in pay grades 21 and above are provided
  with 2X their annual salary.

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Where are we today?

• Florida Retirement System
• The BoCC makes contributions to the Florida
  Retirement System on behalf of all full-time
  regular and part-time benefited employees.
• Levels of coverage/contribution are as follows,
  and depend upon the individual employees status

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Where are we today?

• Sick Leave Pool (Self-funded)
• Established in August, 2000, to provide employees
  with an objective, unbiased method of donating
  unused sick leave hours to other employees with a
  serious illness or injury who have run out of
  sick leave and vacation time.
• The plan is optional and has requirements for
  membership, and limitations of use which were
  established via BoCC policy.
• The annual premium is the employees donation
  of one day of accumulated unused sick leave time.
• Sick Leave Pool statistics at the last
  reconciliation
• A total of 33,000 hours have been donated to the
  sick leave pool
• 14,500 have been paid out to members
• Leaving a total of 18,500 hours available.
• Membership continues to grow on an annual basis,
  with a total of 682 members enrolled in plan year
  2009.

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Where are we going?

• 3 year projections for health care inflation.

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Major Issues
Where are we today?

• Develop alternatives for containing benefit
  costs.
• National Health Care Reform
• Currently Health Care is not mandated for
  employers, this may change in the near future.

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Where are we going?
Costs Management Options

• Plan Design Changes
• Cost Sharing of Premiums