ATTACHMENT A County Offered PPO Medical Insurance Plans Effective July 2007

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1 SECTION 15 - HEALTH BENEFITS 15.1 County Offered PPO Medical Insurance Plans Effective July 2007 COUNTY HEALTH PLAN #2 For individuals covered under this Salary Resolution, the County Health Plan (CHP) PPO plan has been re-designed, and will be referred to as CHP #2. The new benefit provisions are outlined in the revised County Health Plan Summary Plan Description, to be approved by the Board of Supervisors. COUNTY HEALTH PLAN #3 For individuals covered under this Salary Resolution, the County will offer an additional PPO plan, and will be referred to as CHP #3. The benefit provisions of CHP #3 are outlined in the County Health Plan Summary Plan Description, to be approved by the Board of Supervisors County Offered HMO Medical Insurance Plans Effective July 2007 The County may offer up to two (2) HMO medical plans to eligible employees and their eligible dependent(s). Specific reference to a vendor listed below does not obligate the County to continue to offer a medical plan offered by a specific vendor. The HMOs shall have the following co-pays: Benefit Type Co-pay Kaiser Office Visit $10 Kaiser Prescription Drug $5 generic/ $10 formulary brand name PacifiCare Office Visit $10 PacifiCare Prescription Drug $5 generic/ $15 formulary brand name/ $30 non-formulary brand name 15.3 Contributions Toward Medical Insurance for Employees Effective July 2007, the County shall contribute towards the cost of County offered medical insurance for any eligible employee and their eligible dependent(s), in the following manner: Page 1 of 13

2 A. For fiscal year , the County shall contribute eighty-five percent (85%) of the total premium of any medical plan offered. B. Beginning fiscal year , the County shall contribute a set dollar amount equal to eighty-five percent (85%) of the total premium of the lowest cost medical plan offered for each level of coverage (employee only, employee plus one (1) dependent, and employee plus two (2) or more dependents), regardless of the medical plan selected; 1. Employees may elect to enroll in any County offered medical plan and shall pay for all costs in excess of the County contribution dollar amount specified in Section 15.3(B), above, however; 2. Any County contribution dollar amount for a higher cost medical plan that exceeds the contribution amount specified in Section 15.3(B), shall be frozen at the 2007/2008 County contribution dollar amount, until such time as the amount in Section 15.3(B), meets or exceeds that frozen contribution dollar amount Medical Insurance Eligibility & Contributions for Retirees - Employed Before January 1, 1990 The County provides contributions towards the payment of health care benefits for retirees as follows: a) Permanent employees hired before January 1, 1990 are eligible to receive a County contribution towards the cost of a County offered medical plan for the eligible retiree and their eligible dependent(s), if they meet the following conditions: i. Are continuously employed without a break in service before retirement, and ii. Are a contributing member to Sonoma County s Retirement System. b) Permanent employees hired before January 1, 1990, who were subsequently laid off and restored after January 1, 1990 as a permanent employee, are eligible to receive County contribution towards the cost of a County offered Page 2 of 13

3 medical plan for the eligible retiree and their eligible dependent(s), if they meet the following conditions: i. Are continuously employed without a break in service before retirement, and ii. Are a contributing member to Sonoma County s Retirement System. c) The County shall contribute towards the cost of County offered medical insurance for any eligible retiree and their eligible dependent(s), in the same manner as specified for eligible employees in Section 15.3(A, B) Medical Insurance Eligibility & Contributions for Retirees - Employed After January 1, 1990 The County provides contributions towards the payment of health care benefits for retirees as follows: a) Permanent employees hired or rehired after January 1, 1990 are eligible to receive County contribution towards the cost of a County offered medical plan for the eligible retiree only, if they meet the following conditions: i. Have been employed with the County for a period of at least ten (10) years (consecutive or non-consecutive), or twenty thousand eight hundred seventy (20,870) regular service hours, which may include employment with the County prior to January 1, 1990, and ii. Have been a contributing member (or a contribution was made on their behalf) to Sonoma County s Retirement System for the same length of time. The retiree with ten (10) or more years of County service may enroll additional eligible dependent(s) in the County offered medical plan covering the retiree, but the retiree is responsible for the total dependent(s) premium(s). b) Permanent employees hired or rehired after January 1, 1990 are eligible to receive County contribution towards the cost of a County offered medical plan for the eligible retiree plus one eligible dependent, if they meet the following conditions: i. Have been employed with the County for a period of at least twenty (20) years (consecutive or non-consecutive), or forty one thousand seven hundred forty (41,740) regular service hours, Page 3 of 13

4 which may include employment with the County prior to January 1, 1990, and ii. Have been a contributing member (or a contribution was made on their behalf) to Sonoma County s Retirement System for the same length of time. The retiree with twenty (20) or more years of County service may enroll additional eligible dependent(s) in the County offered medical plan covering the retiree, but the retiree is responsible for the total dependent(s) premium(s). c) The County shall contribute towards the cost of County offered medical insurance for any eligible retiree and eligible dependent(s), in the same manner as specified for eligible employees in Section 15.3(A, B). d) Appointed and Elected Department Heads hired or rehired after January 1, 1990 are eligible to receive County contribution towards the cost of a County offered medical plan for the retiree plus all eligible dependent(s), if they meet the following condition: i. Have been employed with the County for a period of at least ten (10) years (consecutive or non-consecutive), or twenty thousand eight hundred seventy (20,870) regular service hours, which may include employment with the County prior to January 1, Surviving Dependent of Retiree With Medical Insurance Upon the death of a retiree enrolled in a County offered medical plan, the County will continue to pay the health plan premium contribution for one eligible surviving dependent who is already receiving the County contribution for their medical insurance under Article 15.4 or Dental Benefits The County will provide dental and orthodontic benefits to active employees and their dependent(s). The following employee contribution will apply: 15.8 Vision Benefits Employee Contribution: $9.00 per pay period The County will provide vision benefits to active employees and their Page 4 of 13

5 dependent(s). The County will pay the entire cost of the premium for vision benefits. Part-time employees must participate and must pay their pro-rated contribution, in accordance with Section VDT (Video Display Terminal) Optical Benefit The County will offer a VDT benefit. Full-time and part-time employees who are assigned to use a VDT, as a part of their regular job assignment, for twenty hours (20) per week or more on an ongoing basis will be eligible to the VDT benefit. Eligible employees will receive a VDT eye examination and, if prescribed, VDT lenses and frames through arrangement with the County s VDT vendor Dental and Vision Benefits for Retired Appointed and Elected Department Heads Appointed and Elected Department Heads who have served a minimum of eight (8) years of Sonoma County service shall be eligible to receive for himself/herself and his or her spouse, domestic partner and/or any eligible dependents, dental and vision benefits, after a service retirement from their respective office. The County will make the same contribution towards the total premium cost as is made towards active employee coverage Domestic Partner Medical, Vision, and Dental Coverage The County agrees to offer medical, dental and vision coverage to the domestic partners of eligible employees who have provided the County with a signed domestic partner affidavit Part-Time Employee Benefits a. Part-time employees shall be eligible to participate in a medical plan, vision plan and/or the dental plan on a prorata basis. Proration shall be based on the number of hours worked in the pay period. b. Part-time employees who began receiving full-time insurance benefits on or before June 30, 1983 shall continue to receive those benefits. c. A part-time employee covered under this Salary Resolution, whose regularly assigned work schedule is sixty (60) hours or greater in a bi-weekly pay period, shall receive medical, dental and vision coverage as if the part-time employee were a full-time employee. Said part-time Page 5 of 13

6 employee shall receive life insurance and long-term disability insurance in accordance with the employee's regularly assigned schedule. d. Except for part-time employees referred to in this Section 15.12(b), part-time employees shall not be eligible to participate in the County's life insurance program Long-Term Disability The County will continue to provide a Long Term Disability Program as described in the plan document and will include part-time employees (0.4 FTE minimum) and will not require the exhaustion of an employee's sick leave before LTD benefits would be paid to an eligible employee. An employee who chooses to use sick leave after the sixtieth (60th) day of disability will not receive any LTD benefits until the employee stops using sick leave. Sick leave cannot supplement LTD benefits. The LTD plan would continue to offset against any outside income, including any short-term disability plan the employee may have available. The waiting period for benefit eligibility will be sixty (60) calendar days and the maximum benefit level will be seven thousand dollars ($7,000) per month. The benefit for part-time employees will be sixty-six and two-thirds percent (66-2/3%) of the average salary over the last twenty-six (26) pay periods or the employee's most recent continuous County service, whichever is less. The LTD plan was modified to add a preexisting condition clause for employees hired on or after January 1, The cost of the LTD Program will be entirely paid by the County Continuation of Insurance Contributions During Unpaid Absence or Leave Without Pay If an employee is on an unpaid absence or goes on leave without pay, either of which reduces the employee's time in pay status to less than fifty percent (50%) of the employee's allocated full-time equivalent (FTE) in a pay period, the County will cease to pay its normal benefit contributions. The employee must pay the total benefit premiums if the employee desires to continue any coverage. If an employee is on an unpaid absence or goes on leave without pay, either of which reduces the employee's time in pay status to not less than fifty percent (50%) of the employee's allocated full-time equivalent (FTE) in a pay period, the County will continue to pay its normal benefit contributions Medical/Pregnancy Disability Leave When an employee exhausts all but forty (40) hours of sick leave and goes on Page 6 of 13

7 medical or pregnancy disability leave without pay, the County will make its normal contribution to the employee's health, dental, vision care, life insurance and LTD benefits for a period not to exceed thirteen (13) pay periods per illness. Beginning with the fourteenth (14th) pay period, the employee will be entitled to continue coverage by paying the full cost of the insurance premiums. Prior to the exhaustion of the thirteen (13) pay periods, the County will provide reasonable advance notice of the employee's obligations regarding the opportunity to continue employee-paid benefits. An employee who returns to work from medical or pregnancy disability leave without pay prior to the exhaustion of the thirteen (13) pay periods of entitlement under this Section shall not have the thirteen (13) pay period entitlement reduced for any pay period in which the employee is in pay status for at least fifty percent (50%) of the employee's allocated full time equivalent as specified in this Section (Medical or Pregnancy Disability Leave). If the employee returns to medical or pregnancy leave without pay for the same condition, the thirteen (13) pay period time frame will continue where it left off and will be reduced only for those pay periods when the employee's pay status hours fall below fifty percent (50%) of the allocated full-time equivalent. The County's thirteen (13) pay period Medical Leave without pay benefit entitlement shall run concurrent with Family Medical Leave Act (FMLA), California Family Rights Act (CFRA), and California Pregnancy Disability Leave (CPDL). The employee's eighteen (18) month entitlement under COBRA law shall begin when FMLA/CFRA/CPDL has been exhausted and the employee goes on an unpaid leave, which is less than fifty percent (50%) of the employee s allocated hours. When an employee returns to work and has at least fifty percent (50%) of the employee's allocated full time equivalent in pay status in any pay period and subsequently goes out on Medical or Pregnancy Disability Leave, the eighteen (18) month COBRA time period starts over again. A new eighteen (18) month COBRA period begins again from the pay period in which the employee has a reduction of hours below fifty percent (50%) of the employee's allocated full time equivalent, as this would constitute a new qualifying event under COBRA Employee Notification Obligations An employee who is entitled to continued benefit coverage as specified in Page 7 of 13

8 15.14 and 15.15, must notify the Auditor-Controller no later than five (5) County business days after the first (1st) day of the leave of absence, of the employee's intent to continue insurance coverage. The employee must apply for a leave by completing a Leave of Absence Form. If the Department authorizes the leave, the Department shall forward the completed Leave of Absence Form to the Auditor-Controller s Office. To assure continued insurance coverage, premiums shall be paid by the employee to the Auditor-Controller's office no later than the last day of the pay period. This premium provides coverage for the two (2) week period from the next pay date. If the employee fails to pay the premium by the last day of the pay period, he/she will receive one (1) reminder notice. In order to reinstate coverage, the employee shall pay a late charge in addition to the premium amount by the date specified in the reminder notice. Only one (1) reminder notice will be sent. If the employee fails to make proper payment to the Auditor-Controller by the end of the second (2 nd ) pay period, the employee's continued health, dental, vision, life insurance and LTD coverage shall be terminated. Under no circumstances will the County be obligated to pay premiums for dependent coverage under Sections and Temporary Disability Indemnification An employee not entitled to the benefits of Labor Code Section 4850 who is absent from work by reasons of industrial injury, compensable by temporary disability indemnity shall supplement such compensation with enough paid leaves to increase his/her gross earnings to equal his/her regular base salary as follows: All sick leave shall be taken until the remaining sick leave balance is forty (40) hours or less. Once the sick leave balance is forty (40) hours or less, the employee may elect to supplement by taking any combination of the remaining sick leave, vacation, and/or compensatory time off up to his/her base salary. Employees whose sick leave balance is forty (40) hours or less may also elect not to supplement at all. An employee shall accrue vacation leave and sick leave only during such portion of absence from work due to industrial injury for which the employee uses previously earned vacation leave, sick leave or compensatory time off. Page 8 of 13

9 15.18 Plan Documents and Other Controlling Documents While mention may be made in this Resolution of various provisions of benefit programs, including dispute resolution, specific details of benefits provided under County offered health plans shall be governed solely by the plan documents or insurance contracts and/or policies maintained by the County Participation Election to participate in a County offered health plan will take place during the first full pay period following employment or it shall be made during an annual open-enrollment period of at least three (3) weeks (twenty-one (21) days) Tax-Deferred Retirement Contribution - 414(h)(2) All employees who belong to the County s Retirement System shall continue to have their wages adjusted according to Section 414(h)(2) of the Internal Revenue Code that will have the effect of deferring Federal and State income taxes on the employee's retirement contributions Health Care Premium Conversion Plan Effective January 3, 1990, all employees who have health, dental or vision insurance premium contributions deducted from their salary, shall have their taxable wages adjusted according to Section 125 of the Internal Revenue Code, which has the effect of diverting health care premium contributions from taxable wages Health Care Reimbursement Account (HCAP) An HCAP account, governed by Internal Revenue Code Section 105, will be offered to eligible employees to set aside pre-tax salary contributions for reimbursement of covered medical expenses, as prescribed in Internal Revenue Code Section Dependent and Child Care Assistance Page 9 of 13

10 The County will offer the Dependent and Child Care Assistance plan under Internal Revenue Code Section PST/457 Deferred Compensation Retirement Plan Part-time (less than twenty (20) hours per week) and extra-help employees who are hired on or after October 1, 1991, shall participate in the PST/457 Deferred Compensation Retirement Plan authorized by Internal Revenue Code Section 457 in lieu of Social Security. The County shall contribute to the employee's PST/457 deferred compensation account according to the following schedule: FISCAL YEAR EMPLOYEE COUNTY 2006/ % 4.0% 2007/ % 4.0% The Sonoma County Water Agency employees are not included in the PST/457 Deferred Compensation Plan as they are presently covered by Social Security Extra-Help Employees - Medical Benefits Eligibility and Contributions The County will offer a medical benefit plan to eligible extra-help employees. The extra-help employee must meet the following eligibility criteria: 1) Be employed with the County for at least eleven (11) consecutive pay periods, and 2) Work at least four hundred forty hours (440) hours, and 3) Work at least one hundred sixty (160) hours in the previous four (4) pay periods, and 4) Work an average of at least forty (40) hours per pay period. For each pay period in which the employee works at least forty (40) hours, the biweekly County contribution towards extra-help medical insurance is eighty percent (80%) of the total premium cost for the employee s coverage only. For each pay period in which the extra-help employee works at least twenty (20) hours, but less than forty (40) hours, the above County contribution Page 10 of 13

11 amount shall be prorated in proportion to the number of hours worked in the pay period. For each pay period in which the extra-help employee fails to work at least twenty (20) hours in any pay period, the County will not contribute towards their medical insurance. Only benefits required by law and the following sections apply to extra help employees: (Plan Documents and Other Controlling Documents), and (Extra-Help Employees-Medical Benefits) Extra-Help Employees - Medical Benefits - Dependent Coverage Covered extra-help employees may purchase dependent coverage for their eligible dependent(s) at their own expense through pre-tax payroll deduction, as allowed by Internal Revenue Code Section Extra-Help Employees-Medical Benefits Enrollment Approximately two (2) months before the anticipated eligibility date, the County shall provide enrollment materials to the extra-help employee notifying them of their potential initial eligibility. The extra-help employee has twenty-one (21) calendar days to complete and submit the enrollment forms to the County. If coverage is waived, or the forms are not submitted within twenty-one (21) calendar days, the extra-help employee must wait to enroll until the next open enrollment period designated by the County Extra-Help Employees-Medical Benefits - Continued Coverage An extra-help employee who is covered by the medical plan, who fails to work at least twenty (20) hours in any pay period in which a premium is due, will be eligible to continue their coverage by paying the full amount of the premiums by payroll deduction if sufficient funds are available. If sufficient funds are not available to take the payroll deduction for the premium amount, the extra-help employee can elect to continue coverage at full cost. Premium payments are paid directly to the Auditor-Controller s Payroll Office and are due by the last day of the pay period. A late fee will apply for each payment not received by the due date. Page 11 of 13

12 Premium payments paid directly to the Auditor-Controller s office may be continued for a maximum of three (3) months or upon the exhaustion of any approved CPDL, CFRA, or FMLA benefit period, whichever is later. a) Extra-help employees who pay timely premiums directly to the Auditor- Controller s Office without a lapse in coverage shall resume premium payment by payroll deduction on the first (1 st ) available pay date following return to work. b) Extra-help employees who temporarily lapse their coverage during a period of absence may do so by notifying the Auditor-Controller s Payroll Office in writing no later than seven (7) days after the premium due date. Extra-help employees who lapse their coverage are not eligible for benefits during the months not paid. When extra-help employees return to work, their benefits become effective once a full month of premiums are paid. Premium payment by payroll deduction shall restart following return to work on the first (1 st ) pay date of a month with sufficient funds. c) Payroll deduction for premiums shall continue until discontinued in writing, non-payment of premiums, a temporary lapse in coverage in accordance with this section, or separation from employment. d) Extra-help employees may cancel their coverage at any time. e) Extra-help employees who fail to make any of the above elections or who fail to pay premiums when due shall receive one (1) payment due notice and shall have their coverage canceled for failure to respond or remit timely payment. f) The County reserves the right to cancel an extra-help employee s coverage if the extra-help employee lapses coverage more than three times, or a similar frequency that is determined to be an administrative burden. g) Extra-help employees who lose coverage under d, e, or f must wait until the next open enrollment to re-enroll and must meet the eligibility criteria at that time Extra-Help Employees - Medical Benefits Family and Medical Leave Act (FMLA), California Family Rights Act (CFRA), or California Pregnancy Disability Leave (CPDL) Eligible extra-help employees who are off work on an FMLA, CFRA or CPDL qualifying leave shall receive a County contribution toward medical insurance equal to the average amount received in the two (2) pay periods immediately preceding the first (1 st ) pay period of eligible leave. Extra-help employees must pay their contribution towards medical benefits in order to maintain coverage and to continue to be eligible for a County contribution. Page 12 of 13

13 Extra-help employees must file an Extra Help FMLA/ CFRA/CPDL Request for Leave form, along with appropriate medical documentation, with their department. Upon approval, the leave form signed by the extra-help employee and his/her appointing authority shall be forwarded to the Auditor- Controller s office. An extra-help employee who is eligible for this continued benefit shall notify the Auditor-Controller s payroll division of the employee s intent to continue medical insurance coverage no later than five (5) County business days after the first (1 st ) day of the leave. To ensure continued medical insurance coverage, premiums shall be paid by the extra-help employee as stated in Section Premiums for the plan will be paid in advance on the first 1 st ) two (2) pay dates of the month prior to the coverage effective date and on the first (1 st ) two (2) pay dates of every month thereafter. When payment has been made in full, coverage will take effect on the first of the month following payment and shall end on the last day of the same month. Coverage will be month to month and is dependent on full payment of premiums and subject to continued eligibility Long-Term Care Insurance-Payroll Deduction The County agrees that employees may purchase CalPERS Long Term Care Insurance at their own expense through bi-weekly payroll deduction as long as the County is eligible to participate in the CalPERS payroll deduction program. Each employee is responsible to submit his/her own application and any subsequent membership changes directly to CalPERS, as CalPERS Long Term Care is not a County program or under County direction. CalPERS may directly invoice employees for missed payroll deductions or premiums due prior to start-up of payroll deduction. Page 13 of 13