Medical Insurance

The Medical Insurance Plan provides three options for participation:

HMO – Under this plan all medical care is limited to in-network service providers and hospitals. There is a $15.00 co-payment per office visit. The co-payment charges for prescription drugs are $10/$30/$50, and $300 per admission to a hospital.
POS – (Point of Service) – This plan provides the following:

Out of network coverage is provided with $500/$1000 deductibles, co-insurance coverage is provided at 20% for in-network, and 40% when using out-of-network.
Maximum out-of-pocket is $1,500 per person providing participating providers are utilized, then coverage is at 100%.
Out of network maximum is $3,000 per person, and the deductible and lifetime cap is $1,000,000.
There is a $15 co-payment per office visit when using a participating physician.
Out-of-network prescription drugs are 40% after deductible.
There is a co-payment charge for in-network prescription drugs of $10/$30/$50 at participating pharmacies.

There are three indemnity/PPO options for participation:

LOW PLAN – This is traditional coverage with $50 deductible. Services are reimbursed according to a specific schedule of benefits. There is $1,000 maximum reimbursement per year, and no orthodontic coverage is provided.
MIDDLE PLAN – This is traditional coverage with $50 deductible. Preventive services are covered at 100%. Basic services are covered at 70%, and major services are covered at 40%. There is $1,000 maximum reimbursement per year, and orthodontia is limited to children, with a $1,000 lifetime maximum.
HIGH PLAN – This is traditional coverage with $50 deductible. Preventive services are covered at 100%. Basic services are covered at 80%, and major services are covered at 50%. There is $1500 maximum reimbursement per year, and orthodontia is limited to children, with a $1000 lifetime maximum.

The Vision Plan provides coverage for routine eye examinations every 12 months. It also provides for required corrective lenses every 12 months and frames every 24 months. There is a $15 co-payment for an examination plus a $25 co-payment for frames and/or lenses prescribed when listed providers are used.

Medical Flexible Spending Account

This is a reimbursement plan that allows employees to set aside pre-tax earnings to cover the out-of-pocket cost for eligible health care expenses that are not covered by medical insurance. Participating in this plan is voluntary. The minimum bi-weekly deduction is $15, and the maximum is $135.

Dependent Care Spending Account

This is a reimbursement plan that allows employees to set aside pre-tax earnings to cover out-of-pocket cost for eligible dependent care expenses. Participation in this plan is voluntary. The minimum bi-weekly deduction is $15 and the maximum is $192.

Employee Long-Term Disability

Disability coverage is provided at 60% of the employee's salary, up to a maximum of $10,000 a month. The premium is paid in full by the Office and benefits are available after 180 days.

Employee Short-Term Disability

Employees have the option of paying for a Short Term Disability (STD) plan. As with the LTD, the STD Plan will pay employees an amount up to 60% of their pre-disability salary to a monthly maximum of $10,000. The Office has five Short-Term Disability Plan options for employees to choose from: A 120 day waiting period; a 90 day waiting period; a 60 day waiting period; a 30 day waiting period; and a 15 day waiting period. Benefits are available after the waiting period and/or accrued personal/term leave has been exhausted, whichever is greater.

Employee Life Insurance

Life insurance is provided at the rate of 100% of an employee's annual salary; accidental death and dismemberment coverage is two times the employee's life insurance amount. The entire premium is paid in full by the Office. An employee may purchase additional life insurance coverage up to twice the annual salary in increments of $10,000. There is a $340,000 limit on the total value of life insurance.

Dependent Life Insurance

Optional spouse life insurance may be purchased in $10,000 increments, not to exceed 50% of employee's life insurance. Optional child dependent life insurance coverage may be purchased in amounts of $5,000, or $10,000, not to exceed 50% of employee's life insurance.

Premium Conversion

This plan allows employees to pay for most health insurance benefits on a "before-tax" basis thereby increasing their net earnings.

Retirement

The Office contributes 100% of the cost of the retirement plan with the Florida Retirement System. Employees have a choice between the Investment Plan (1) and the Pension Plan (2).

Investment Plan (Option 1)

The FRS Investment Plan is a defined contribution plan, in which employer contributions are defined by law, but the ultimate benefit depends in part on the performance of the investment funds.

The FRS Investment Plan is funded by employer contributions that are based on salary and FRS membership class (Regular, Special Risk Class, etc.) The Investment Plan directs contributions to individual member accounts, and the member allocates the contributions and account balance among various investment funds. (Participant contributions are not allowed.)

The Investment Plan retirement benefit is the value of the account at termination. Unlike the Pension Plan, there is no fixed benefit level at retirement. However, a guaranteed lifetime payment option (based on the benefit to be distributed) can be purchased and is available with annual 3% benefit increases, like the Pension Plan.

Pension Plan (Option 2)

The FRS Pension Plan is a defined benefit plan, in which you are promised a benefit at retirement if you meet certain criteria. The amount of your future benefit is determined by a formula, based on your earnings, length of service, and membership class, and is adjusted by a 3% cost-of-living each July. Your benefit is pre-funded by contributions paid by Orange County.

REGULAR Membership Class

Normal Retirement Eligibility Requirements

At least 6 years of creditable service, and age 62; or
At least 30 years of creditable service, regardless of age.

Early Retirement Eligibility Requirements

Any age prior to age 62 and less than 30 years of service; there is a 5% penalty per year for each year an employee retires prior to age 62.

The service credit for each year of service is 1.6%.

SPECIAL RISK Membership Class

Normal Retirement Eligibility Requirements

Age 55 and at least 6 years of special risk creditable service (includes military service); or
Completed 25 years of special risk creditable service (includes military service) and age 52; or
Completed 25 years of special risk creditable service regardless of age; or
At least 30 years of any creditable service (includes credit for up to four years of military service), regardless of age.

Early Retirement Eligibility. (This can include credit for up to four years of military service)

At least 6 years of creditable service but have not reached normal retirement age. The benefit amount will be reduced 5% for each year the retirement date precedes normal retirement age.

The credit for each year of service is as follows:

1991 – 2.6%
1992 – 2.8%
1993 and to the present – 3.0%

Deferred Compensation Plans

Deferred Compensation is an optional benefit provided by Orange County to assist employees with an additional retirement savings plan. No federal income tax is paid on the salary deferred, or any of the investment earnings until it is drawn out at retirement. There are tax implications for an early withdrawal. The County offers three providers to choose from.

Educational Assistance Program

The Office will reimburse 100% of pre-approved tuition costs, up to $1,500 per fiscal year at the posted public institution rate.

Holidays

Holiday Pay is based on a forty-hour workweek: Ten paid holidays per year, nine fixed and one floating. A floating holiday is taken at the employee's discretion, with prior supervisor's approval.

An employee must satisfactorily complete the initial six months of employment to be eligible for the floating holiday.

Jury Duty Leave

Employees are paid their regular pay while serving on Jury Duty. Any money received from the court, excluding mileage and parking fees, is submitted to the Office.

Military Leave

Training
An employee may receive full pay for military reserve training, up to seventeen calendar days per year. Additional time off may be taken through an unpaid leave of absence, which can be approved with submittal of military leave orders.

Active Service
An employee may be granted a leave of absence from their respective duties to perform active military service. The employee may be eligible for full pay during the first thirty days, and a supplemental amount up to one year.

Personal Leave

This is a paid benefit in which leave is accrued each pay period. The accrual rate for a 40-hour employee with less than five years of service is eighteen days leave per year. This increases by one (1) day periodically to a maximum of twenty-seven days per year. Personal leave can be used for vacation or illness. Personal leave hours are paid at 100% at termination at the current regular hourly rate of pay.

Term Leave

Term leave is a benefit used when an employee is unable to work forty consecutive hours due to illness or injury. Medical verification will be required by the supervisor. This leave is accrued at a rate of .0231 of an hour for each regular hour in a 40-hour workweek. At termination, with ten years or more of employment, 25% of all unused time will be paid.

Bereavement Leave

Bereavement leave is provided for all regular employees, and is not charged to any leave balance. Bereavement leave may be used for the death of an eligible defined family member. This benefit is for up to 40 hours of paid leave for regular employees, must be taken within 30 calendar days from the date of death and be related to the incident.

Employee Assistance Program

This prepaid professional counseling service is designed to help solve personal problems that may be affecting work performance. Employees and/or immediate family members may use this benefit. The Allen Group is a private, off-site company that manages the assistance program. Any assistance received is completely confidential. Evening and weekend appointments are available.

Employee Wellness Program

The Office, thru the Orange County Wellness Program, offers many opportunities to support and enhance healthy habits, lifestyles and employees desires to mitigate healthcare needs. The Wellness Program provides health and wellness education, programs and fitness opportunities at varied locations for employees and their eligible family members.

Direct Deposit

Payroll checks can be automatically direct deposited into a checking or savings account.

New employees must sign up for direct deposit of County issued payroll checks within the first pay period after their first day of work.