F O R Y O U R I N F O R M A T I O N
AGREEMENT ON FRINGE BENEFITS
(2 year term -- 10/1/98 to 9/30/00)
On December 15, 1998, the Board of Supervisors approved the Fringe Benefits Memoranda of Understanding (MOU) for represented employees and related changes for non-represented employees. Following is a summary of these changes.
All impacted employees should read this summary thoroughly to familiarize themselves with their applicable benefit changes.
AGREEMENT ON FRINGE BENEFITS
(2 year term -- 10/1/98 to 9/30/00)
1. Choices and Options Cafeteria Plans
County Contribution to Choices and Options Plans:
1999 2000
Waive Insurance $244 $244
One Party $266 $283
Two Party $437 $467
Family $489 $523
In addition, Choices and Options participants can choose a Kaiser plan with a $5.00 co-
pay, having a lower premium than the current $0 co-pay. Participants can make this
choice during the period February 1 through February 12, 1999.
Additional Benefits for Options Plan Participants
Effective January 1, 2000, the monthly premiums for all health insurance plans for
Options participants will be reduced by $6.00 for the one party rate, $9.00 for the two
party rate, and $11.00 for the family rate. These premium reductions apply only to
Options Plan participants (employees represented by Local 660), and there is no change
to the contribution to those persons who elect to waive health insurance.
- CONTINUED -
/ / BES CONTACT: Annette Shackelford (213) 351-5534
APPROVED: ______
Al Lecesne, Deputy Director
AGREEMENT ON FRINGE BENEFITS
Page 2
Additional Benefits for Choices and Plan Participants
In lieu of premium reductions in Plan Year 2000 for any participant in the Choices program
(employees represented by the Coalition), those who waive health insurance will receive the
contribution for the one party rate, effective on the first of the month following the effective
date of pending legislation to freeze the amount of the contribution, which is pensionable at
$244.00. Also, such persons who waive insurance will receive an additional $22.00 per
month for the number of months between January 1, 1999 and the date the waiver rate
increases to the one party rate.
If legislation to freeze the amount of the contribution at $244.00 per month is not passed, the
contribution for persons who waive insurance will remain at $244.00 per month for the term
of the MOU.
- Section 457 Deferred Compensation Plan (Horizons)
Effective 1/1/99, the County match will increase from $0.75 on the dollar, up to 2.5% of salary to dollar for dollar, up to 3% of salary. Also, on 1/1/99, all assets in the plan will be placed in trust for the benefit of plan participants and their beneficiaries. - Personal Leave
During calendar year 1998, Local 660 employees were allowed to use up to 4 days per year of sick leave for personal reasons, and Coalition employees were allowed to up to 3 days per year. Effective 1/1/99, all employees may use up to 5 days per year of sick leave for personal reasons, and effective 1/1/00, all employees may use up to 6 days per year for personal reasons. There will be no change to the current practice of allowing nurses 6 days of personal leave per year. - Mileage Reimbursement
During 1998, mileage permittees received 26 cents per mile. Effective 1/1/99, the rate goes up to 27.5 cents per mile. The County will continue to pay (as it has since 1993) for all damage to a permittee's vehicle when the damage occurs while driving on County business, and all liability for third party damages. On July 1 of each year, the mileage rate will be adjusted to equal the IRS standard mileage rate, less the value of automobile insurance as determined by the Consumer Price Index (CPI). - Bereavement Leave
Employees currently received 3 days of bereavement leave for the death of a close relative. Effective 1/1/99, the travel distance required to receive 5 bereavement days is reduced to 500 miles from 1,500 in 1998.
AGREEMENT ON FRINGE BENEFITS
Page 3 - Meal Rates
The rates that the County charges to employees who eat their meals in County facilities increase to $2.00 for breakfast, $2.50 for lunch, and $3.00 for dinner. Employees who currently receive such meals at no charge will continue to receive them at no charge. - Other Benefits
The sick leave buy back program (where employees can sell back up to three days of sick leave every six months) was extended for the term of the new MOU's. The special paid leave for certain temporary employees was also extended for the term of the MOU with a change that eliminates daily items ("C" and "E" items) from qualifying for this leave for Local 660 employees. Only hourly employees ("F" and "H" items) now qualify for this special leave.
All other provisions (such as retirement, vacation, sick leave, injury leave, bilingual pay, holidays, and leave donations) remain the same. - Benefits for Non-Represented Employees
The changes in the Horizons plan, personal leave, bereavement leave, mileage reimbursement, sick leave buy back, and meal rates were extended to non-represented employees. In addition, the minimum County contribution to the Flex Plan will increase on 1/1/99 to $489.00 and on 1/1/00 to $534.00. The minimum County contribution to the MegaFlex Plan will increase on 1/1/99 to $675 and on 1/1/00 to $735. There are no changes to the contribution percentages.
Effective 1/1/99, the cost of an elective annual leave day is being reduced to 0.274% of salary per day to reflect the calendar day, rather than the work day cost. Also, effective with plan year 2000, employees who do not use all of their elective leave will have any unused elective leave automatically refunded to them.
The Kaiser Plan offered to non-represented employees already has a $5.00 co-pay. There is no $0 co-pay option for non-represented employees.
Finally, the County will also support legislation to freeze the pensionable amount of the cafeteria plan contribution for non-represented employees on an elective basis at the amount in effect on 12/31/94. If the legislation is passed as proposed by the County, non-represented employees will be able to receive increases in their taxable cash beyond the current cap.
If further clarification is needed, employees should contact Annette Shackelford at the number listed on the first page.
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