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HomeMy WebLinkAbout95.Item 5 PPP Administration 09-13-17 - Benefits Program UpdatePresented by: Celia Chandler Director of Human Resources Benefits Overview Organizational Impact •Cost •Compliance •Sustainability Labor Agreements Orange County Employees Association International Union of Operating Engineers - Local 501 Supervisory & Professional Management Group Unrepresented SPMG 43%501 33% OCEA 18% Unrepresented 6% 627 Full-Time Employees Labor Agreements Article 20.1 The District will provide healthcare and welfare insurance benefits. OCSD Healthcare Plans Medical Anthem/Blue CrossPPO / HMO / HDHP KaiserHMO / Bronze SHARED COST Dental Delta Dental PPO SHARED COST Vision Anthem Blue View (2017) VSP Signature (2018) DISTRICT PAID *OCSD is a member of California State Association of Counties –Excess Insurance Authority (CSAC –EIA) for all three plans. –District Paid Disability and Life Insurance Disability Short-Term Disability(All employees) Long-Term Disability(Employees with 5 or more years of service) DISTRICT PAID Basic Life Insurance / AD&D $50,000 (All employees) $100,000 (Employees with 5 or more years of service) DISTRICT PAID Voluntary Insurance Plans •Supplemental Life Insurance •Supplemental Short-Term Disability •Long-Term Disability (employees < 5 years service) •Critical Illness •Legal Plan •Healthcare Flexible Spending Account •Dependent Care Flexible Spending Account •457(b) Deferred Compensation Cost Mitigation •Negotiated premium cost sharing •Contracted with broker to negotiate rates and rate guarantees •Vision –Three-year rate lock through 2020 •Life & Disability –One-year rate lock through 2018 •Employee Assistance Program –Two-year rate lock through 2019 •Negotiated expanded plan offerings to reduce premium costs to District •High Deductible Health Plan (HDHP) •Kaiser Bronze Plan •Moved healthcare plans to CSAC-EIA Average Benefits Cost Alliant Employee Benefits Karen Delaney, Vice President/ Account Executive & Laurinda Newell, Vice President/ Programs Manager Benefit Plan Pricing •Benefit plans are priced and underwritten based on a few underlying factors: •Demographics •Location •Claim Utilization •Trend •Plan Design •Network •Administration Renewals & Timing •EIAHealth provides timeline for Open Enrollment timing based on committee meeting required dates •This ensures that employees are active in the carrier systems as of the effective date •In the private sector, similar timelines apply. •Regardless of whether pooled or direct, benefit administration systems and carriers have deadlines to ensure employees are active in the systems as of the effective date Current Benefit Trends •General Benefit Trends: •High Deductible Health Plans •Telemedicine •Voluntary Benefits •Discount Programs •Flexible Work Schedules / Telecommuting •Accountable Care Organization models •Centers of Excellence •Health & Wellness •Decision Support/Enrollment Tools •Electronic “Go Mobile” Communications Benefit Solutions •Desirable benefits for each sector will vary •Demographic Influence •Typically, Public Sector employers have a population with a higher average age and higher usage rate than Private Sector •Higher demographic populations tend to value benefit plans that offer longer-term stability Benefits at OCSD •Investment in Attracting/ Retaining Talent •Compete in the Labor Market Questions?