Our 2013 budget proposes to allocate to each full-time regular employee $935 (Tier I) per month to buy benefits. If the employee does not use the entire $935, the remaining amount goes into a deferred compensation plan. If the cost is greater than $935, the employee moves to Tier II, and is able to receive an additional contribution from the City of up to a total of $1635. The employee pays costs that exceed $1635. (See examples on next page) All benefit allocations are pro-rated for part-time regular staff.
MEDICAL: Optional coverage for employee and dependents effective January 1, 2013.
| Regence Blue Shield PPO |
2012 |
2013* |
| Employee |
617.89 |
652.32 |
| Spouse/Domestic Partner |
622.11 |
657.26 |
| 1st dep |
304.80 |
323.37 |
| 2nd & all others |
252.15 |
267.95 |
*2% WellCity discount equals $38 per month for full family coverage, $456 per year
Regence pharmacy co-pays are $4 (generic), $15 (name brand formulary, preferred) or $35 (name brand not on the formulary) with a limit of a 34-day supply. Prescriptions can be filled through mail order for $8 (generic), $30 (name brand formulary preferred) or $70 (name brand not on the formulary) for a 90-day supply.
| Group Health Co-pay Plan 2 |
2012 |
2013 |
| Employee |
455.01 |
519.69
|
| Spouse/Domestic Partner |
447.37 |
512.05 |
| 1st dep |
226.67 |
261.03 |
| 2nd & all others |
226.67 |
261.03 |
Group Health pharmacy co-pays are $10 and covered in full after payment. Some exclusions apply. $5 discount per 30 day supply for mail order prescriptions.
DENTAL: Optional coverage for employee and dependents effective January 1, 2013.
| Wash. Dental Service Plan F |
2012 |
2013 |
| Employee |
50.89 |
50.73 |
| Employee + 1 dep |
96.19 |
95.95 |
| Employee + 2 dep or more |
151.89 |
150.19 |
| Willamette Dental – $10 Copay |
2012 |
2013 |
| Employee |
61.60 |
58.20 |
| Employee + 1 dep |
115.15 |
109.00 |
| Employee + 2 dep or more |
183.85 |
173.70 |
VISION: Mandatory participation
| Vision Services Plan |
2012 |
2013 |
| Full family - $25 deductible |
16.82 |
16.82 |
TERM LIFE & AD&D: Mandatory coverage, $50,000 cap based on salary (annual salary/1000 x .18); supplemental coverage to additional $100,000 available, based on age. Spouse can purchase up to equivalent of half of employee’s supplemental amount. Coverage for children can also be purchased for a total amount of $2.34 per month.
Sun Life coverage = $9.00 max/month
LONG-TERM DISABILITY: Mandatory coverage, rate based on salary
Annual salary/12/100 x .18
PERS: (Mandatory State retirement)
|
Plan I
|
Employee
Employer
|
6.00%
7.21%
|
| Plan II |
Employee
Employer |
4.64%
7.21% |
| Plan III |
Employee
Employer |
Choice of 5-15%
7.21% |
SOCIAL SECURITY REPLACEMENT: (Mandatory 401a)
Employee
Employer |
6.20%
6.20% |
DEFERRED COMPENSATION PLAN: (Mandatory for any remaining funds from $935 monthly allocation). Investments offered through TIAA-CREF 457 Deferred Compensation Plan; voluntary payroll deduction may be added or created up to $17,500 max for year 2013.
VACATION: Accrued at 8 hours per month for regular full-time employees, with added amounts in future years according to policies in Employee Handbook.
SICK LEAVE: Accrued at 8 hours per month for regular full-time employees.
HOLIDAYS: 10 formal holidays plus two personal days are awarded annually to full-time regular employees. Three additional days of management leave are awarded to FLSA Exempt staff.
EXAMPLES OF 95/5 TIER PLAN
Minimum (Tier I): $935 (through 2013), 2013 maximum contribution increased by 12.9%. City policy is for minimum contribution to increase by 50% of the maximum contribution with a cap of 5%.
Maximum (using Tier I and Tier II): $1635 (for 2013), 95% of the lowest cost total health insurance premiums (Group Health in 2013) for an employee + spouse + 2 or more dependents.
These examples assume Regence and Group Health medical coverage, AWC Plan F dental coverage, Vision coverage, plus an additional $16.50 for life and disability (rates vary depending on pay rate) each month.
|
Employee #1: Chooses coverage only for self:
REGENCE GROUP HEALTH
|
| City’s minimum contribution $935.00 |
$935.00 |
| Total monthly premium costs $736.37 |
$603.74 |
| Unused amount (to deferred comp) $198.63 |
$331.26 |
| Employee contribution 0 |
0 |
Because employee does not use the total minimum City contribution, the remainder goes to deferred comp.
|
Employee #2: Chooses coverage for self and spouse:
REGENCE GROUP HEALTH
|
| City’s minimum contribution $935.00 |
$935.00 |
| Total monthly premium costs $1438.85 |
$1161.01 |
| Additional contribution by City $503.85 |
$226.01 |
| Employee contribution 0 |
0 |
For Regence the minimum does not cover the total premium costs, the employee receives an additional City contribution of $503.85 for a total of $1438.85. The employee pays nothing out-of-pocket for insurance choices.
For Group Health the minimum does not cover the total premium costs, the employee receives an additional City contribution of $226.01 for a total of $1161.01. The employee pays nothing out-of-pocket for insurance choices.
|
Employee #3: Chooses coverage for self, spouse and two children:
REGENCE GROUP HEALTH
|
| City’s minimum contribution $935.00 |
$935.00 |
| Total monthly premium costs $2084.41 |
$1737.31 |
| Additional contribution by City $700.00 |
$700.00 |
| Employee contribution $449.41 |
$102.31 |
For Regence the minimum does not cover the total cost of the benefits, the employee receives an additional City contribution of $700 for a total of $1635 (the maximum). The employee pays out-of-pocket expenses of $449.41 per month for insurance choices. *2% WellCity discount equals $38 per month for full family coverage, $456 per year.
For Group Health the minimum does not cover the total cost of the benefits, the employee receives an additional City contribution of $700 for a total of $1635 (the maximum). The employee pays out-of-pocket expenses of $102.31 per month for insurance choices.