Orange County NC Website
Browse       Search
1 <br />2 <br />3 <br />4 <br />5 <br />6 <br />7 <br />8 <br />9 <br />10 <br />11 <br />12 <br />13 <br />14 <br />15 <br />16 <br />17 <br />18 <br />19 <br />20 <br />21 <br />22 <br />23 <br />24 <br />25 <br />26 <br />27 <br />28 <br />29 <br />30 <br />31 <br />32 <br />33 <br />34 <br />35 <br />36 <br />37 <br />38 <br />39 <br />40 <br />41 <br />42 <br />43 <br />7 <br />Plan Design <br />HMO I <br />PPO <br />I Total <br />Participation <br />764(94%) 148(6%) <br />76(42%) <br />1812(100%) <br />County Cost <br />$434,401 <br />1$25,989 <br />1$460,390 <br />■Retiree Monthiv Health Care Plan <br />Plan Design <br />HMO <br />PPO <br />Medicare <br />Supplement <br />Total <br />Participation <br />76(42%) <br />12(7%) <br />92(51%) <br />180(100%) <br />County Cost <br />$39,741 <br />$6,445 <br />$19,342 <br />$65,528 <br />Budget Considerations for <br />FY 08 -09 Health Care Plan <br />■Continue Current Health Care Plan <br />— 11 -13% premium increase <br />An 11 % annual increase is expected if current trends remain the same ($607,716 <br />County; $725,856 Total) <br />■Options to Minimize Increase in County Costs <br />— Increase prescription co -pays and /or deductible <br />— Implement employee contribution for employee -only coverage <br />—Decrease County contribution for dependent coverage <br />— Increase distinction between the two health care plans <br />Budget Considerations for New Employee Retiree Benefits Plan <br />■Continue Current Retiree Health Care Plans for New Employees <br />■End Health Care and Medicare Supplement Coverage <br />■Increase the Requirements for Retiree Health Care Eligibility <br />■Discontinue the Retiree Dependent Coverage <br />■Set Up Health Savings Account (HSA) <br />Commissioner Nelson asked about the philosophy behind doing COLA one year and in- <br />range increases the next. Laura Blackmon said that it was for a number of reasons (cheaper, <br />budget crunch, etc.). She said that when the staff brings forth the Archer study, implementing it <br />over a three -year phase -in plan as well as going back and forth creates problems with <br />compression and competitive market salaries. The biggest problem is compression. <br />Commissioner Foushee said that in 2005 -06, the 4% in -range was given because of <br />compression. <br />Laura Blackmon said that the staff may need to guesstimate the amount needed for the <br />equalization of the pay plan for the competitive market since the final information will not be <br />available before the summer break. The goal is for a January 16t implementation of this plan. <br />The significance of this is that if this plan is not implemented on July 1s`, then the Board may <br />want to consider a COLA at this time. <br />Continuation of presentation. <br />