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Human Resources Department

2012 Summary of Benefits (PDF Version)

Health Insurance:  There are four medical plan options. Three medical plans are offered through Humana. These plans offer a variety of biweekly premium contributions, deductibles, coinsurance, and copayments, as well as the same prescription drug coverage: $15 copayment for Level One, a $30 copayment for Level Two, a $50 copayment for Level Three. Level Four prescriptions require 25% coinsurance up to $250 per prescription with an annual out-of-pocket maximum of $2500. Each plan offers a mail order pharmacy benefit that provides a three month supply for two co-pays.

The fourth option is a Medical Expense Reimbursement Plan (MERP). The MERP is available to employees who enroll in alternate coverage they have available. The plan provides reimbursement for eligible expenses incurred by the employee under the alternate coverage, including premiums, office visit co-payments, co-insurance as defined in the plan document.

*The additional cost for a 26 or 27 year old dependent rate is based on Ohio Health Care Reform legislation. If you choose to cover an eligible dependent age 26 or 27, the rate is added to the regular premium for your coverage. FOR EXAMPLE:  If you as the employee choose to enroll yourself and your eligible 26 year old dependent in Coverage First 2500, your total bi-weekly deduction would be the Single Rate of $8.22 PLUS the 26/27 Dependent rate of $181.88, for a total bi-weekly deduction of $190.10.

Working Spouse Provision:  When an employee chooses to cover his/her spouse on the health insurance plan, and the spouse has coverage available through his/her employer, the employee is required to pay a $35/bi-weekly surcharge in addition to the rates listed above.

Dental Insurance:  There are two options to choose from with Dental Care Plus: 1) Dental Care Plus - Basic; and 2) Dental Care Plus - Premium.  Both plans cover preventive services at 100% without a deductible or copayment. Other dental services are covered at varying percentages.  Coverage is effective the first of the month following 90 days of continuous service. Employee contributions are deducted bi-weekly on a pre-tax basis as follows:

Vision Insurance:  Employees may elect vision insurance, which provides coverage for eye exams, eyeglasses (lenses and frames), and contact lenses at participating providers. Employee contributions are deducted bi-weekly on a pre-tax basis as follows:

Ohio Public Employees Retirement System (OPERS):  Employee contribution is 10% of pay on a pre-tax basis. Employer contribution is 14%. (Contributions may vary for law enforcement employees.)  Retirement benefit eligible after 5 years of service. Retirement available at age 60 with 5 years service, age 55 with 25 years service, or any age with 30 years service.  Ohio PERS understands the importance of health care benefits at retirement, and will provide it to the extent Ohio PERS resources permit.

Holidays:  Ten paid days consisting of: New Year's Day, Martin Luther King Day, Presidents' Day, Memorial Day, Independence Day, Labor Day, Veterans' Day, Thanksgiving and the Friday after, and Christmas. In addition, an 8-hour personal holiday may be requested annually by full-time employees who have completed the initial probationary period.

Sick Leave:  Fifteen days per year are accrued. Conversion option on two for one basis (up to 90 days) at retirement with 10 years of Ohio public service.

Earned Personal Days:  Full-time employees may earn up to three Earned Personal Days, per year. One day is earned for each period where sick leave (excluding FML approved and bereavement absences) is not used, January-April, May-August, and September-December. (The Earned Personal Days provision described above is for departments under the jurisdiction of the Board of County Commissioners, and may vary by Appointing Authority.)

Supplemental Life Insurance:  An optional supplemental plan that provides additional life insurance benefits. Coverage is available for employee, spouse, and children. Group rates based on age and tobacco-use status. Coverage may be portable or converted at termination of employment. Offered through The Hartford.

Flexible Spending Accounts:  Separate Health Care and Dependent Care accounts are available allowing employees to annually elect to set aside pre-tax funds to pay out-of-pocket health care expenses, or employment-related dependent care expenses. The annual maximum contribution is $4000 for health care and $5000 for dependent care.

$martCommuter Program:  Employees may elect to set aside pre-tax dollars through payroll deduction to be reimbursed for eligible parking, transit, and van pooling expenses related to commuting to and from work.

Critical Illness Insurance / Accident Insurance:   Employees have the opportunity to purchase additional insurance to provide financial stability in the event of critical illness or accident. An Open Enrollment period for these two plans is held once annually. Employee payroll contributions vary based on personal factors and the coverage level elected.

College Advantage Savings Plan:  State of Ohio sponsored plan through the Ohio Tuition Trust Authority will allow you to set aside money for future college tuition with the convenience of payroll deduction.  Some tax savings are available with this account.

Credit Union:  The Cinfed Credit Union offers a full range of banking services and payroll deduction.