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Employee Assistance Program <br /> Vendor: Magellan Behavioral Health <br /> Type of Plan: Fully Insured EAP <br /> Cost: 2009 Increase from $1.54 to $1.61 per <br /> employee per month (Total increase $672) <br /> Enhancements: <br /> •Increase number of counseling sessions per incident/situation from 3 to 5 <br /> •Add Financial Consultation services to existing Legal Consultation services <br /> Flexible Compensation Plan <br /> Vendor: Tucker Administrators <br /> Type of Plan: <br /> •Tax Sheltering Premiums and Spending Accounts: Medical (max $2,600) and Dependent <br /> Spending Account (max $5,000) <br /> Enhancements: <br /> •Increase limit from $2,600/year to $3,000/year for Medical Spending Account <br /> •Implement a Debit Card for transactions to save employees the out of pocket costs <br /> associated with the plan. <br /> Current Health Care Plan <br /> Vendor: NCACC and CIGNA Administration <br /> Types of Plans: Two Fully Insured Plans <br /> •HMO In-Network Plan (100% coinsurance after deductible of $250) Office Visits $15/$30 <br /> Pharmacy $5/$15/$30 ER $150 <br /> •PPO In and Out of Network Plan (90% coinsurance after$250 deductible) Office Visits <br /> $15/$30 Pharmacy $5/$15/$30 ER $150 <br /> •2008 Cost County Employee Total <br /> $6,380,253 $1,190,056 $7,570,309 <br /> Renewal of Existing Plan Designs (chart) <br /> Renewal of Existing Plans —Keep the same plan design for both HMO and PPO plans <br /> Advantages: <br /> •No change to plan design <br /> •No cost for employees with employee only coverage <br /> •Begins to address the difference in value/cost of the separate plans <br /> •May shift employees with dependents to the PPO plan because cost of dependent coverage <br /> in PPO is less than HMO <br /> Disadvantages: <br />