Common use of Medical Dental Life and Retirement Benefits Clause in Contracts

Medical Dental Life and Retirement Benefits. The County provides a fringe benefits package described below. Unless expressly stated, all benefits listed in this article are prorated based upon the employee’s regular hire FTE. Hours worked as a contingent hire (i.e., Extra Hire) employee, and/or hours worked in excess of a part-time regular hire FTE, and/or overtime hours do not count toward the accrual of benefits. A. Fringe-Benefit Amount Regular hire employees enrolled in a County medical plan receive bi-weekly fringe benefit payments in calendar year 2018 as follows: Employee Only Employee +1 Dependent Employee + Family Bi-weekly Fringe – Under 70k* (increase to “Under 74k” in 2019) 514.60 596.53 807.29 Bi-weekly Fringe – Over 70k* (increase to “Over 74k” in 2019) 514.60 585.39 785.01 *Annual salary threshold to determine the County’s fringe benefit contributions shall be under/over Effective in December 2018, December 2019 and December 2020, in the pay period in which there will be an increase in health insurance premiums, the County will increase the bi-weekly fringe benefit package by zero percent (0%) to five percent (5%) (based on the premium increase to the Kaiser Silver plan or the County’s lowest cost HMO at that time) for benefitted employees at the employee plus one (1) and employee plus family benefit levels. Any employee enrolling in County medical coverage is eligible to receive up to $100.00 cash back of any remaining unused amount of their bi-weekly fringe benefit package with the exception as expressed below: • Elimination of Cash Back for New Hires and Employees Not Receiving Cash Back as of July 1, 2018: Effective July 1, 2018, there will be no cash back of any remaining unused amount of an employee’s bi-weekly fringe benefit package for employees hired on or after July 1, 2018 and for employees who do not receive cash back as of July 1, 2018. B. Hold Harmless Effective the first pay period of fiscal year 2012/2013, or when effective for all county employees, whichever is later, the County will implement the new IRS 125 plan. In June 2012, the County shall evaluate the employee’s current out of pocket cost as of the employee’s most recent regular pay period. The County agrees that as of the first pay period of fiscal year 2012/2013 or when implemented whichever is later, no employee shall pay an additional cost as a result of the transition to the new plan with the exception of any additional pension and/or tax costs due to the employee receiving cash back. Money received pursuant to this section for each affected employee will be frozen as of the first pay period of fiscal year 2012/2013 or when implemented whichever is later and shall not increase in any subsequent year. Future employee enrollment elections and increases in insurance costs may decrease the amount received by each employee. All amounts received pursuant to this chapter are taxable and pensionable where legally required. This shall not apply to any employee hired after the date of implementation. Effective the end of the final full pay period of the 2018-2021 agreement, the County will eliminate Hold Harmless monies for all represented employees.

Medical Dental Life and Retirement Benefits. The County provides a fringe benefits package described below. Unless expressly stated, all benefits listed in this article are prorated based upon the employee’s regular hire FTE. Hours worked as a contingent hire (i.e., Extra Hire) employee, and/or hours worked in excess of a part-time regular hire FTE, and/or overtime hours do not count toward the accrual of benefits. A. Fringe-Benefit Amount Regular hire employees enrolled in a County medical plan receive bi-weekly fringe benefit payments in calendar year 2018 2022 as follows: Employee Only Employee +1 Dependent Employee + Family Bi-weekly Fringe – Under 70k75k* (increase to “Under 74k” in 2019) 514.60 596.53 807.29 690.56 934.53 Bi-weekly Fringe – Over 70k75k* (increase to “Over 74k” in 2019) 514.60 585.39 785.01 677.66 908.74 *Annual salary threshold to determine the County’s fringe benefit contributions shall be under/over Effective in December 20182022, December 2019 2023 and December 20202024, in the pay period in which there will be an increase in health insurance premiums, the County will increase the bi-weekly fringe benefit package by the same dollar amount as the Kaiser Silver plan increase, from zero percent (0%) to five percent (5%) (based on the premium increase to the Kaiser Silver plan or the County’s lowest cost HMO at that timeplan) for benefitted employees at the employee plus one (1) and employee plus family benefit levels. In December 2022, in addition to the above, the County will add .65 per pay period to the ee only, employee+1 and ee+family fringe payments. Any employee enrolling in County medical coverage is eligible to receive up to $100.00 cash back of any remaining unused amount of their bi-weekly fringe benefit package with the exception as expressed below: • Elimination of Cash Back for New Hires and Employees Not Receiving Cash Back as of July 1package, 2018: Effective July 1, 2018, there will be no cash back of any remaining unused amount of an employee’s bi-weekly fringe benefit package for employees provided that they were hired on or after before July 1, 2018 and for employees who do not receive they received cash back as of July 1, 2018. Adjustment to County Fringe Contribution at the Employee-Only Enrollment Level in Plan Years 2023, 2024 and 2025: If the biweekly premium at the Kaiser Silver employee-only level in plan years 2023, 2024, and 2025 exceeds the County’s biweekly fringe contribution at the employee- only level (i.e., $514.60 biweekly), the County will increase its biweekly fringe contribution at the employee-only level to an amount equal to 100% of the biweekly premiums for employee-only enrollment in Kaiser Silver and mandated employee only dental, vision and basic life insurance, for all represented employees who enroll in employee-only medical plans. B. Hold Harmless Effective the first pay period of fiscal year 2012/2013, or when effective for all county employees, whichever is later, the County will implement the new IRS 125 plan. In June 2012, the County shall evaluate the employee’s current out of pocket cost as of the employee’s most recent regular pay period. The County agrees that as of the first pay period of fiscal year 2012/2013 or when implemented whichever is later, no employee shall pay an additional cost as a result of the transition to the new plan with the exception of any additional pension and/or tax costs due to the employee receiving cash back. Money received pursuant to this section for each affected employee will be frozen as of the first pay period of fiscal year 2012/2013 or when implemented whichever is later and shall not increase in any subsequent year. Future employee enrollment elections and increases in insurance costs may decrease the amount received by each employee. All amounts received pursuant to this chapter are taxable and pensionable where legally required. This shall not apply to any employee hired after the date of implementation. Effective the end of the final full pay period of the 2018-2021 agreement, the County will eliminate Hold Harmless monies for all represented employees.