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3 <br />HEALTH INSURANCE <br />Currently the County offers two fully insured health insurance plans contracted through <br />UnitedHealthcare. Over 75% of employees participate in the Point of Service (POS) Choice <br />Plus plan, which is frequently referred to as a traditional plan. The second plan is a High <br />Deductible Health Plan paired with a Health Savings Account. Both plans allow services in and <br />out of network and have the same health care services. <br />Both plans provide coverage for health care services as well as some additional programs that <br />help employees and the County save money. These include the United Healthcare 24 hour <br />nurse referral, which has helped employees get the most appropriate type of care while saving <br />money. <br />The 2014 plan options available are a) Point of Service Plan (POS), referred to as a traditional <br />plan because of its co -pays, deductible and co- insurance, and b) a High Deductible Plan (HDP) <br />which is paired with a Health Savings Account (HSA). Health Savings Accounts provide a way <br />to pay for medical expenses during the plan year, and in the future with portable, tax - <br />advantaged funds. The premium for the POS is more expensive than the HDP. In 2012 and <br />2013, the County contributed $1,237.20 ($103.10 /month) to the HSA. In 2014, the contribution <br />increased to $1,416 ($118 /month) so that the total County contribution for both plans was <br />comparable. <br />The County currently pays the cost of coverage for employees and retirees for both the HDP <br />and POS plans. The plan funding provides the same County contribution regardless of the plan <br />an employee selects. Each plan offers advantages and disadvantages to employees, <br />depending on the individual or family health care needs. Employees' semi - monthly premiums <br />are higher for the POS. <br />The County's contribution of $1,416 to a health savings account for each employee who <br />enrolled in the High Deductible Plan is a significant factor in the success of the High Deductible <br />Plan, (24% of employees participate in the HDP). When paired with the lower premiums, this <br />plan becomes more attractive to employees with dependents. <br />The following chart provides additional information regarding the two plans. <br />MWA <br />