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2 <br />participated in several successful wellness challenges and walking events as well as attended <br />Wellness/Employee Appreciation Day. In addition, over 200 employees attended group <br />meetings to learn more about their benefits and how their individual actions impact the cost of <br />health insurance. <br />Human Resources produced Wellness Weekly emails to provide details about benefits, county <br />employees' health and regulatory communications. Articles in Orange Alive as well as <br />discussions with employees and department directors further informed employees on how to <br />use their health care effectively. Staff was involved in presentations and discussions <br />throughout the year with the Employee Relations Consortium (ERC) and its Pay and Benefits <br />Committee to solicit their opinions regarding employee benefits. A Total Compensation Report <br />was issued to each permanent employee detailing the overall value of 2009 annual salary and <br />benefits. <br />The County benefits package is one way in which the County attracts and retains employees. li <br />is key that County benefits remain competitive to keep and retain qualified employees. <br />However, the need to provide competitive employee benefits must be balanced by an <br />awareness of the impact the costs associated with the benefits have on the County budget. <br />Staff has reviewed employee benefits and is providing a recommendation for benefits in 2011, <br />considering the current financial impact and the sustainability of such benefits going forward. <br />2011 Benefit. Plans <br />The following employee benefits are recommended for implementation for the 2011 calendar <br />year: <br />1. Health Care <br />a. The Affordable Care Act -Early Retiree Reimbursement Program <br />As a result of the heath care reform a component of the newly adopted Affordable Care Act <br />provides for reimbursement for 80% of medical costs through an Early Retiree Reimbursement <br />Program. Reimbursement is available for claims for pre-65 retirees covered by the County <br />Health Plan beginning June 1, 2010. Reimbursements must be used to reduce health benefit <br />premiums or costs; and/or reduce plan participants' health benefit premiums or out of pocket <br />expenses. Based on the County's past claims, it is estimated that the County may be eligible to <br />receive conservatively $150,000 over the next 18 months. The County must apply for this <br />program. Attachment 1 provides more detail related to health care reforms mandated by the <br />Affordable Care Act. <br />b. Renewal of Health Care Plans <br />The County currently provides two fully-insured health insurance plans for employees and pays <br />the employee portion of the coverage as well as a subsidy for dependent coverage. An <br />overview of the current plans, plan participation, and initial recommendations are described in <br />Attachment 2. The County received 2011 renewal rates from the North Carolina Association of <br />County Commissioners (NCACC) for the two fully-insured health insurance plans; with a total <br />increase of 6.5%. This amount is within the 7% increase budgeted by the Board for FY 2010- <br />11. <br />Staff also received rates for a renewal of the same health plan design with potential self-insured <br />funding costs from the NCACC. Staff and benefits consultant, Mark III, closely analyzed the <br />claims and costs of aself-insured health care plan. Adequately funding aself-insured health <br />