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HomeMy WebLinkAboutAgenda - 09-09-2008- 4ORANGE COUNTY BOARD OF COMMISSIONERS ACTION AGENDA ITEM ABSTRACT Meeting Date: September 9, 2008 Action Agenda Item No. '-f- SUBJECT: Employee Pay and Benefits Update DEPARTMENT: Human Resources PUBLIC HEARING: (Y/N) No ATTACHMENT(S): 1. Dental Insurance Table of Allowances 2. Dental Fund Projection 3. Health Insurance Participation 4. Health Insurance Considerations 5. Health Insurance Options 6. Health Insurance Current and Renewal Costs INFORMATION CONTACT: Michael McGinnis, HR Director, 245-2552 Diane Shepherd, Benefits Manager, 245- 2558 PURPOSE: To update the Board of Commissioners on the status of The Archer Company pay study and current employee benefits and to receive feedback on potential benefit recommendations for the January 1, 2009 plan year. BACKGROUND Archer Pay and Classification Study The Pay and Classification Study with The Archer Company was approved by the Board in October 2007. The Archer Position Questionnaire was developed and training classes were held with all employees in November of 2007. Employees completed their respective position questionnaires and the results were reviewed by the respective departmental management teams and Human Resources staff prior to forwarding to The Archer Company. From the completed questionnaires, job descriptions were developed and submitted to the County for review and comment by appropriate employees, supervisors, department directors and Human Resources. These reviewed and revised job descriptions were then returned to the Archer Company. The job descriptions are currently being incorporated into The Archer Company salary and classification matrix, and Archer representatives will be meeting with Human Resources staff in mid-September to share the results. County staff will continue to work with Archer to ensure accuracy and address any necessary revisions. The FY 08-09 Budget does not provide funding for recommended implementation. Implementation costs have been estimated for the FY 09-10 budget of $4,100,000. 2 Benefits The Human Resources Department and other County staff annually review the County employee benefits package and advise the Manager regarding a recommendation to the Board on benefit plans that become effective for the next calendar year. In the past there have been relatively few design changes to employee benefit plans. The cost for benefits provided by the County such as dental care, term life insurance, employee assistance, flex spending and 401 k have remained fairly consistent. Costs associated with the County Health Care plan, currently with CIGNA provided through the North Carolina Association of County Commissioners (NCACC) pool, has consistently increased. Significant premium increases over the last several years have made it difficult for the County to continue coverage at the same plan level and employees face increased costs for dependent coverage. A driving factor in this increase is the County practice to pay the entire employee premium and a significant amount of dependent care coverage. Currently, the County pays $445.06 or $522.08 each month for Employee Only coverage. Because health insurance is such an essential part of the total compensation package that attracts and retains employees, input from Commissioners will assist in formulating recommendations for this year's plan as well as establish a direction for the future. The current County benefits include: Term Life/Accidental Death and Dismemberment Insurance The County has provided for many years an employer-paid life insurance benefit at the employee's annual salary (rounded to the next thousand dollars) with a maximum benefit of $50,000. An employee also has the option to purchase additional coverage. Effective January 2008, MetLife became the carrier for athree-year contract. The Plan design for 2009 has no changes. The County pays 22.5 cents for every thousand dollars of coverage per month for life and accidental death and dismemberment insurance. Dental Insurance The County provides aself-insured dental plan with Delta Dental of N.C. serving as the third party administrator. Premiums earned in FY 07-08 were $443,500 and claims and fees paid were $368,800. The dental plan's fund balance at the end of FY 07-08 was in excess of $300,000. There is no increase in Delta Dental's administrative fee of $2.00 per member per month. All claims are paid based on a Table of Allowances (TOA) which Orange County establishes. Although the County reimburses preventative services at 100% of the TOA, the current Table has lagged behind standard rates of reimbursement, causing employees to pay an increasing amount for services. This has reduced the value of the benefit and only a third of employees are taking advantage of the preventive and diagnostic care. Staff reviewed the TOA and identified the most common preventive and diagnostic services that could be reimbursed at the Maximum Payable Amount (MPA). Attachment 1 provides a comparison of the current and proposed TOA. Based on experience, this change will increase the County's claims by approximately $48,000 annually and can be absorbed by the current funding over the next several years. Attachment 2 is a projection showing that the Dental Fund will continue to be adequately funded over five years. Staff will continue to regularly monitor the dental fund. Flexible Compensation Plan The County provides a Section 125 Flexible Compensation Plan administered by Tucker Administrators. This Plan consists of a tax sheltering of health and dental premiums and two Flexible Spending Accounts (a medical spending account and dependent/child care spending account). These accounts enable employees to save money and increase their take home pay by eliminating income taxes and Social Security taxes on contributions employees make to the Spending Accounts. It also allows the County to reduce payroll taxes on employee contributions. Employees effect these reductions in taxes by setting aside a specific amount of funds into a spending account that are used for health related and/or dependent care expenses, resulting in a tax savings for both the employee and the County. The maximum contribution employees may currently make to the Medical Spending Account is $2,600 each benefit year. Federal regulations allow employees to contribute $3,000. Maximizing the amount of potential contributions allows Orange County to take full advantage of all possible tax savings. The County maximum allowable contribution to the Dependent/Child Care Spending Account is already at the Federal maximum of $5,000 per year. An enhancement to the 2009 Plan incorporates a new debit card feature which enables employees to pay for expenses at time of service with the funds from their accounts. This enhancement will increase employee participation in the Flexible Compensation Plan. Employee Assistance Program (EAP) Magellan Behavioral Health provides the County's EAP for County employees and their dependents. This benefit includes a number of services such as confidential assessment and counseling services, 24/7 emergency services, and legal consultation. Several changes that would greatly enhance the EAP can be made with an increase in cost of 7 cents per month per employee which would bring the overall cost to $1.61 per employee per month. The 2009 recommendation includes increasing the number of counseling sessions from three to five, the removal of the LifeManagement Resource and Referral Service, and the addition of financial consultation services to the legal consultation services. The Resource and Referral Service provides members with referrals for dependent or senior care, and is duplicated by County departments. Increasing the number of counseling sessions will allow employees more treatment and a greater continuity of care in dealing with personal, emotional and financial issues. The EAP is a complement to services provided through the County Health Plan at no cost to employees. Health Currently the County offers two fully insured health insurance plans. Both health plans are contracted through the NCACC Health Insurance Trust and administered by CIGNA. One plan is a Health Maintenance Organization (HMO) that requires participants to use a vendor network of physicians and facilities. The second plan is a Preferred Provider Organization (PPO) that allows both in and out of network services. When using out-of-network services,. the employee pays a higher portion of the cost. Both plans offer an in-network wellness benefit at no cost, which includes physicals, health screenings and immunizations. The current number of employees enrolled in each plan, rate changes, and plan changes to the health insurance are shown on Attachment 3. Staff has considered several options for the 2009 plan year that will stay within .the 8% increase budgeted for FY 08-09. The health care trend (percentage increase in claims costs that actuaries expect to see in the next 12-month period) would require a premium increase of 10- 4 12% over the 2008 rates. Because Orange County's actual medical experience in health care claims in FY 07-08 was under this 10-12% trend, staff was able to negotiate the renewal rate to a lower rate than the annual trend. Considerations used in preparing the renewal rates, including claims information, is provided at Attachment 4. The County currently pays the entire monthly premium for employee and retiree only coverage for both the HMO and PPO plans. The County also subsidizes the premium cost for the employee's dependent coverage, based on the lower priced plan (which has been the HMO plan for the past several years). One of the issues facing the County is the pricing for the HMO has not kept pace with actual claims expenses. The result has been much higher increases for the PPO, resulting in higher increases for the County and for employees with dependent coverage. Staff has reviewed the current plan and two options for the 2009 calendar year renewal. These are: Renewal of Current Plan Design-No Changes. Renewing with no change to plan designs results in an increase to the County of approximately $262,960 for FY 08-09. The County and members of the PPO with dependents pay a substantially higher proportion of the premiums compared to the amounts paid per employee for the HMO. PPO employees will also continue to have higher out of pocket expenses because this plan has a maximum out of pocket cost of $1,000/year per member (to a maximum of $3000 per family). Option 1 Buy up Plan. This option delivers the same plans, but requires employees to pay an additional premium for the higher priced plan. For the first time, the HMO would be the higher priced plan, and consequently, if employees currently in the HMO wished to continue in this plan, they would have to pay an additional premium. Costs to the County would stabilize and the existing gap between pricing would be rectified. Because of the low claims in FY 07-08, this is a good year to consider actions that will close the gap between the HMO and PPO pricing. Should the County be faced with a high claims year, the cost of premiums could easily jump to over 25%, as it did in FY 04-05, and the dependent's premium would be priced out of reach of many employees. Implementing a "buy-up" plan in a year when employees received a 2.25% increase COLA and have seen increased gas prices would not be well received, but it would help the County control its health insurance costs. This option would result in an increase for the County of approximately $224,000 for FY 08-09. The increase in premiums for employees would be $79,510, assuming that only 25% of employees (based on NCACC projections) chose to stay with the HMO and pay the additional monthly premium. Currently 93% of employees participate in the HMO. Only those employees who chose the PPO would see a smaller increase in premiums, but they would see higher out of pocket increases, if such services were required. Option 2 One Plan. This option is a renewal with only a PPO plan. It eliminates the HMO plan, and all participating employees would be able to access providers both in and out of network. This plan would affect employees with major medical expenses by requiring a 5% co-insurance, up to a maximum of $500 per member ($1500 for a family) per year. This is an improved benefit for current PPO members, who currently have a $1000 per member co-insurance maximum, but less of a benefit for current HMO members who have $0 co-insurance. 5 This option would result in an increase for the County of approximately $195,660 for FY 08-09. The increase in premiums for employees would be a significantly lower amount than renewing the plan with no change. Advantages and disadvantages of the renewal and options are shown on Attachment 5. A more detailed breakdown of the current plan and each of the options are also included in Attachment 6. The County and employee premium rates continue the current 52.0% dependent subsidy. When applicable, this is based on the lower cost Plan. Continuation of the subsidy at this level maintains a "family friendly" policy offered by the County that is highly valued by the 45% of employees with dependent coverage, however, it does present an equity issue for employees without dependent coverage. This policy provides health insurance coverage for dependents (spouse, domestic partner, children, or entire family) more affordable, and thus, accessible. It particularly benefits lower salaried employees for whom dependent health insurance coverage is a significant cost. An added component of the health insurance for all options is Health Advisor, a CIGNA program which provides each healthy and at-risk employee with a health coach who can assist an employee in improving his or her health. This opportunity is incorporated into each option. Additionally, Orange County has partnered more closely with NCACC to resurrect the Wellness Committee and wellness activities. Because healthier employees have a higher quality of life, are more productive, and require less health care, wellness activities will continue to be an important benefit for County employees and retirees. FINANCIAL IMPACT: During this Work Session, the Human Resources Director plans to share fiscal information related to health insurance options. The 2009 Benefit Recommendations all meet the County budget for FY 08-09. Term Life: There is no budget impact. Premiums will remain the same for 2009. Dental: There is no budget impact in the FY 08-09 approved budget. Premiums will remain the same for 2009. The proposed changes will reduce the balance in the dental account over time. Projections for the use of funds for the next five years are provided in Attachment 2. This is a conservative projection, with assumptions of increases in both premiums and claims. No administrative increases are anticipated at this time. Flexible Spending Account: This is within the FY 08-09 approved budget. There is a potential for tax savings, based on the amount of contributions employees make of a minimum 7.65 cents savings for both the County and the employee for each $1.00 contributed). Losses are possible when an employee claims and receives funds prior to making the full contribution, and then leaves County employment prior to fulfilling their obligation to the Medical Spending Account for the plan year ($30.60/per employee contributing at the maximum). Employee Assistance Pro rq am: This is within the FY 08-09 approved budget. The contract renewal is at a rate of $1.61 per employee per month, which includes a 7 cents per month increase from the previous plan year. The estimated annual cost for the EAP is $15,456, including a projected increase of $675 a year ($337.50 for FY 2008-09) for the added services. The recommended changes are within the amount allocated in the FY 08-09 budget. Health: Within the FY 08-09 approved budget. With the Commissioners' input, the Manager will be able to determine the fiscal impact of the recommended option for the FY 08-09 Budget. Options Renewal with No Changes Option I Buy Up Plan Option 2 One Plan County Cost (Calendar Year) $6,877,746 $6,604,372 $6,776,097 RECOMMENDATION(S): The Manager recommends that the Board of Commissioners receive an update on the status of The Archer Company pay study and current and future employee benefits and provide feedback on potential benefit recommendations for the January 1, 2009 plan year. A final recommendation will be presented to the Commissioners on October 7. TABLE OF ALLOWANCES attachment 1 Costs for most frequently reported dental procedures ~.%~c/,~~J DIAGNOSTIC AND PREVENTIVE Orange Co. 2006-2008 Recommende Difference Amount 2009 00120 Periodic oral exam $31 $37 $6 00140 Periodic oral exam $98 $98 $0 00150 Periodic oral exam $35 $65 $30 00210 Full Series x-ra s $109 $128 $19 230 X-ra s $11 $11 $0 00272 2 Bitewin s $30 $35 $5 00274 4 Bitewin s $39 $50 $11 00330 Panorex x-ra s $65 $88 $23 01110 Pro h taxis adult $62 $68 $6 01120 Pro h taxis child to a e 14 $43 $53 $10 01203 Fluoride Treatment $23 $27 $4 01351 Sealants limitation child $40 $45 $5 * These services were at or higher than the Usual t~ customary mates and will remain at those levels. RESTORATIVE 02140 Amal am Fillin s $97 02150 Amal am Fillin s $128 02160 Amal am Fillin s $155 02161 Amal am Fillin s $170 02330 Com osite Fillin s $100 02331 Com osite Fillin s $125 02332 Com osite Fillin s $160 2330 Resin-One Surface Anterior $100 2720 Crown-Resin with Hi h Noble $370 2750 Crown-Porcelain Fused $370 ENDODONTICS 03310 One Canal, anterior $485 03320 Two Canals, bicus id $640 03330 Three Canals, molars $765 PERIODONTICS 04210 Gin ivetom $400 04341 Root Planin $200 04342 Periodontal scalin former) 434 $100 ORAL SURGERY 07111 Deciduous tooth $90 07140 Extraction, eru ted tooth $102 DENTURE REPAIR 05610 Re air base $105 05630 Broken clas $150 05640 Re lace tooth $127 05650 Add tooth $155 05660 Add clas $150 GOLD AND CAST RESTORATIONS (Crowns) 02752 Porcelain/metal $753 02790 Full Cast $775 PROSTHODONTICS (Dentures) 05110 Com lete u er $950 05120 Com lete lower $950 05211 U er artial $550 05212 Lower artial $550 05213 U er cast artial $875 05214 Lower cast artial $875 Attach ent 2 Dental Projections Based on Modifications to ~~ Table of Allowances 2007-2008 Beginning Balance $ 224,949.00 This chart projects that dental claims will initially Premium Earned $ 443,517.00 increase as employees utilize more services, but Interest $ 9,800.00 will generate savings long term because problems Claims/Fees Paid $ 368,807.00 will be handled at earlier and less costly stages. Ending Balance $ 309,459.00 FY 2008-2009 Premium Earned $ 443,517.00 Year 1 Interest $ 9,800.00 Anticipated claims/Fees $ 437,070.99 15% inc for last 1/2 of FY08-09 Ending Balance $ 325,705.01 FY 2009-2010 Premium Earned Year 2 Interest Anticipated claims/Fees Ending Balance FY 2010-2011 Premium Earned Year 3 Interest Anticipated claims/Fees Ending Balance FY 2011-2012 Premium Earned Year 4 Interest Anticipated claims/Fees Ending Balance FY 2012-2013 Premium Earned Year 5 Interest Anticipated claims/Fees Ending Balance Does not include July- Dec. 2008 premiums/claims which have been resulting in $5,000- $12,000 balances per month $ 482,189.40 5% inc in premiums $ 9,900.00 $ 480,778.09 10% inc $ 337,016.32 $ 506,298.87 5% inc in premiums $ 9,000.00 $ 528,855.90 10% inc $ 323,459.29 $ 531,613.81 5% inc in premiums $ 9;000.00 $ 581,741.49 5% inc $ 282,331.61 $ 558,194.50 5% inc in premiums $ 9,000.00 $ 610,828.56 5% inc $ 238,697.55 Attachment 3 Participants in Health Plans Health Plan # Enrolled Active Employees Retirees Open Access Plus In-Network Co-Pay (HMO) 788 89 Open Access Plus Co-Pay (PPO) 53 12 Health Insurance Rate Changes The chart below lists past increases implemented by the NCACC Health Insurance Trust: Calendar Year Percentage Increase Cost of Employee Only month) remium Difference (per month er em to ee Changes to the Plan 2008 9.7% $445.06 $39.42 Increased office visit co- a s $10/$20 to $15/$30 2007 1.9% $405.64 $7.40 2006 16.5% $398.24 $55.47 $250 deductible added to HMO 2005 -3.6% $342.77 -$12.84 2004 13.8% $355.61 $43.17 Increase in ER co-pay $100 to $150 2003 25.0% $312.44 $62.50 2002 8.0% $249.94 $18.41 2001 18.9% $231.53 ORANGE COUNTY GROUP BENEFITS RENEWAL HIGHLIGHTS For 2009 Plan Year WHAT OUR RECENT CLAIMS SHOW Atta ent 4 ro 1. 56% of total claim costs are incurred by members between ages of 40 - 64. This is consistent in counties across the State. Given that our employee's average age is 41, we can expect to see costs continue to rise because of employee and retiree age. 2. There was a 25% increase in cost of Dependent claims for both Family and EE + Spouse tiers. 3. Prescription claim costs remains stable, however, prescriptions are 26% of total claim costs at $1,755,361 over past 12 months (average is 18% - 20% in other NC counties). Increasing use of the Mail Order Program would reduce Orange County's prescription costs. 4. The Top 3 Diagnostic Categories are conditions which can frequently be helped with improvements in lifestyle: exercise and nutrition: A. Musculoskeletal claims = $846,727 B. Digestive claims = $613,359 C. Circulatory claims = $444,405 5. Top 3 Maintenance Drugs (those taken daily) also reflect conditions often helped by changes in lifestyle: A. Nexium (heartburn and acid reflux) B. Lipitor (high cholesterol) C. Actos (diabetes) 6. Low usage of mail-order on prescriptions (4.76%) although better than prior year. Mail Order saves the Employee a full co-pay every three months for every Rx filled and allows for a larger rebate from Caremark to NCACC, passed on to Orange County at renewal by reducing total claim cost when rating. OTHER FACTORS 1. Net paid claims decreased by $84,790 over prior year. 2. As a result, the renewal will be under the 10% trend (inflationary cost). 3. Overall increase for apples-to-apples renewal is 7.9% ($601,005 more for a full calendar year, including all costs (retiree, non-General Fund employees). 4. Each option continues the 100% Preventive Care benefits (no co-pays). Every employee and dependent is able to receive a complete head-to-toe annual exam and blood work at no charge, as well as age-appropriate screenings (colonoscopy, PSAs, mammograms, immunizations, etc.) at no cost to the employee. NCACC will continue educational program toward these visits, helping employees maintain health with a focus on preventing serious, chronic conditions in the future. 5. Implementation of Cigna's Health Advisor program for all employees is included in each option. This program provides a personal Health/Wellness Coach to every employee who completes a Health Risk Assessment and includes proactive outreach to employees with personal one-on-one coaching. on getting/staying fit. NCACC will assist in communications and awards for getting Health Risk Assessments completed for program success. NCACC COUNTY HEALTH PLAN COMMITMENT (ll 1-. The County will continue Employee Education through Lunch & Learns on utilization of the plan, being a smart provider/service consumer, Stress management sessions, Nutrition/activity sessions, Rx mail order education etc. Utilization reports for Orange County determine topics for these sessions so the areas most significantly driving costs are discussed. 2. Michelle Love from NCACC and Taemi Prapuolenis, Health Education Coordinator for NCACC County Health Plan, will serve as Co-Chairs for the county Wellness Committee until the vacant Senior Health Educator position is filled. This will keep the initiative moving forward. 3. Taemi will provide a 16-month calendar of all health/wellness initiatives by month to bring us through 12131/09. These will be tailored to Orange County specific utilization info and trends captured. 4. The County and the NCACC will continue educating employees on actual costs of claims and how individual employees have a role in keeping costs down so that health insurance will face minimal changes year-to-year. ~1~ Attachment 5 COMPARISON OF RENEWAL AND OPTIONS Renewal-No Changes Pros Cons No change to plan design Continues to increase the cost to the County and to employees with dependent coverage, particularly those in the PPO No cost for employees with employee Requires employees with dependents only coverage to pay more for their health insurance than the actual usa e Drives more employees to the lower cost plan because of the inequity in premiums for dependent coverage. Results in 95% employees in HMO, 5% in PPO Does not address the situation where the higher benefit (HMO) costs less than the lower benefit PPO . Option 1 Buy Up Plan Pros Cons Addresses the inequity between the Affects all employees. cost of the two plans Provides greater equity for the cost of Requires employees in the HMO who dependent coverage (affects 45% of wish to keep the same benefits to pay employees) additional premiums for employee onl covera e. Allows employees to choose the plan The County saves but the employees' that best meets his/her individual benefits are reduced in the no-cost needs o tion, Cost sharing (paying for a premium or Increases the costs for dependents co-insurance) is an effective means of more than the straight renewal. controlling claims costs because more attention is paid to out of pocket costs. )3 Option 2 One Plan Pros Cons Eliminates the inequity between the Affects all employees. cost of the two plans for dependent coverage because their would be only one level for de endent remiums Dependent premiums would be Change: Employees in HMO would reduced for increase less have a maximum co-insurance of $500 vs. no co-insurance. This will affect only employees with medical claims above $500 (exclusive of office visits). (Projected to be about 15% of employees.) Employees in PPO would have a Cost to County is slightly higher than better benefit ($1000 maximum co- Option 1. insurance decreases to $500 . Cost increase to employees with dependents is the lowest of all o tions. HMO employees would gain access to out of network providers. Would allow better claims mans ement Sets the stage for returning to a two level benefit that could require employees to share premium costs in the future Cost to County is lower than renewal with no Chan e. l ~ Attachment 6 North Carolina Association of County Commissioners Group Benefits Pool Rates Effective January 1, 2009 to January 1, 2010 for Orange County Q-nCQ ~ en -ee.J ~.~ ~Q Current Program Current Rates Current Membershi Coun Pas Em to ee Pa s PPO HMO Total PPO HMO Total PPO HMO Total PPO HMO Total Employee $522.08 $445.06 55 481 536 $522.08 $445.06 $0.00 $0.00 Employee/Spouse $1,101.52 $938.66 6 119 125 $823.39 $701.73 $278.13 $236.93 Employee /Child $730.90 $623.06 3 95 98 $630.67 $537.62 $100.23 $85.44 Employee /Children $1,007.54 $858.98 0 76 76 $774.52 $660.30 $233.02 $198.68 Family 1566.18 1335.18 1 106 107 1065.01 907.92 501.17 427.26 Annual/Total $468,989 $7,101,320 $7,570,309 65 877 942 $439,341 $5,940,911 $6,380,253 $29,648 $1,160,409 $1,190,056 Renewal Program - Renewal Rates Current Membershi Coun Pas Emplo ee Pa s Core PPO Buy-Up Core Buy-Up Core Buy-Up Core Buy-Up HMO Totat PPO HMO Total PPO HMO Total PPO HMO Total Employee $465.40 $485.88 55 481 536 $465.40 $485.88 $0.00 $0.00 Employee /Spouse $981.98 $1,025.20 6 119 125 $734.02 $766.32 $247.96 $258.87 Employee /Child $651.56 $680.22 3 95 98 $562.20 $586.93 $89.36 $93.28 Employee /Children $898.22 $937.74 0 76 76 $690.46 $720.85 $207.75 $216.89 Family 1396.18 1457.62 1 106 107 949.41 991.18 446.78 466.44 Annual/Total $418,077 $7,753,247 $8,171,324 65 877 942 $391,646 $6,486,101 $6,877,746 $26,431 $1,267,121 $1,293,552 Increase Overall -10.9% 9.2% 7.9% 7.8% 8.7% U fib n ( ~3 ttr ~ ~ ~ ~ F - --~ Renewal Rates Renewal Membershi Coun Pas Em to ee Pa s ~ Core PPO Buy-Up .Core Buy-Up Core Buy-Up Core Buy-Up ~ HMO Total PPO HMO Total PPO HMO Total PPO HMO Total Employee $465.40 $485.88 402 134 536 $465.40 $465.40 $0.00 $20.48 Employee /Spouse $981.98 $1,025.20 94 31 125 $734.02 $734.02 $247.96 $291.18 Employee /Child $651.56 $680.22 74 24 98 $562.20 $562.20 $89.36 $118.02 Employee /Children $898.22 $937.74 57 19 76 $690.46 $690.46 $207.75 $247.28 Family 1396.18 1457.62 80 27 107 949.41 949.41 446.78 508.21 Annual/Total $5,886,064 $2,044,646 $7,930,710 707 235 942 $4,956,006 $1,648,366 $6,604,372 $930,060 $396,280 $1,326,341 Increase Overall 4.8% 3.5% 11.5% DIP ~`~~ ~ Una ~[ ~~ ~ '--` - Alternate 6 ( - Rates Membership Countv Pavs ` Emolovee Pavs' PPO Total PPO PPO Employee $477.50 536 $477.50 $0.00 Employee /Spouse $1,007.52 125 $753.11 $254.41 Employee /Child $668.48 98 $576.81 $91.67 Employee /Children $921.58 76 $708.42 $213.16 Family 1 432.50 107 974.10 458.40 Annual/Total $8,048,503 942 $6,776,097 $1,272,406 Overall Increase 6.3% 6.2% 6.9% This information is confidential and cannot be reproduced, distributed or printed without written permission from NCACC.