Summary Page: 2017 EMPLOYEE BENEFITS Electronic: 2017 OPEN ENROLLMENT PRESENTATION w/AUDIOYouTube video: 2017 OPEN ENROLLMENT PRESENTATION W/ AUDIO.2017 BENEFITS GUIDE 2017 OPTIONAL PLANS GUIDE2017 PLAN COSTS2017 COBRA RATES.
- Changes to medical deductibles and ER and Rx copays.
- The addition of a Preventative Care dental plan
- Accident policy move from Trustmark to Allstate.
- Spousal surcharge will increase to $50 per pay ($100 per month).
For 2017 our medical coverage and prescription drug costs were predicted to increase upwards of 10.5% unless we made some significant changes. This meant that the County needed to make some difficult choices – either make significant contribution increases to the plan through both increased County contributions and employee payroll deductions or make plan design changes to offset some of the projected increase. The decision was to impact the least number of people by making strategic plan design changes. In making the recommended changes the County was able to lower the expected plan cost increase from 10.5% to approximately 3.5%. Additionally, the County has taken on more liability by increasing stop loss exposure by an additional $50,000; this action lowered the expected increase to around 3.4%. Following is a list of the changes to the medical plan for 2017…
- Copay plan: from $1,000/$2,000 to $2,000/$4,000*
- CDHP: from $2,600/$5,200 to $3000/$6,000
Medical Maximum Out-of-Pockets:
- Copay plan: from $3,000/$6,000 to $4,000/$8,000*
- CDHP: from $2,600/$5,200 to $3,000/$6,000*
*In-network benefits listed / out of network benefits will be double the in-network amounts.
- ER Copay increased from $200 to $300 – Urgent Care/Office Visits/Specialist Office visits will not change.
- Prescription Drugs: Copays for the middle and top tier increased to $10/$40/$60
Effective 1/1/2017: Bariatric Surgery will no longer be a covered benefit.
Note: Those currently in-process may apply to be grandfathered in.
Spousal surcharge: there is a $50 per pay surcharge if the spouse has coverage available through their own employer but elects County coverage.
Primary Care Physician Initiative 2017: Forms for 2018 are due by Nov. 7th 2017.
Tobacco Program: The Clermont County Public Health Department is offering free tobacco cessation classes throughout 2017 to employees and dependents. As part of the “wellness initiative” the County anticipates offering a benefit credit in 2018 to non-tobacco users and to those who participate in tobacco cessation programs/classes.
DENTAL COVERAGE: Remains with Dental Care Plus. The County added a “Preventative Care” dental plan along side the original "Core Plan". The preventative plan covers cleanings and routine x-rays.
VISION: No plan or deduction changes.
FSA: Remains with Chard-Snyder – no plan changes
HSA: 2017 County Contributions: $25 per pay single/$50 per pay all other tiers.
LIFE INSURANCE AND COUNTY PAID LTD: Remains with Symetra.
Optional Coverage Plans:
Accident, Cancer, Critical Illness, Short-Term Disability (STD) and Long Term Disability plans. These plans are paid with post-tax deductions so may be cancelled at any time. Once elected, the rates for these plans are locked-in for the life of the policy. Accident, Critical Illness and Cancer policies pay an annual wellness benefit for those covered by the plan.
This year the enrollment for these plans will be incorporated into the open enrollment site.
ALLSTATE VOLUNTARY ACCIDENT INSURANCE: Accident Insurance is supplemental coverage which helps cover unexpected costs due to injuries suffered as a result of an accident. Allstate offers two options for coverage – a high or low plan.
ALLSTATE CRITICAL ILLNESS AND/OR CANCER INSURANCE: These plans provide a relatively inexpensive way to provide yourself with some security in the event that you or a covered family member suffers a critical illness, cancer or an accident.
HUMANA SUPPLEMENTAL SHORT TERM (STD) and SUPPLEMENTAL LONG TERM (LTD) coverage: These plans provide specified income allowance during covered absences from work for illness or injury. The benefit begins after an initial 30 day absence, regardless of county paid time off availability.
ADDITIONAL INFORMATIVE VIDEOS w/AUDIO: