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Article VII - Additional Employee Benefits

Section 1. Social Security

Employment with Buncombe County is covered under the Federal Social Security System. Employee contributions to the Social Security Administration are matched equally by the County. Further information about Social Security benefits can be obtained from the local office of the Social Security Administration.

Section 2. Unemployment Compensation

Employees are covered for unemployment compensation benefits as provided under North Carolina State Law. It’s purpose is to provide temporary income to employees who, through no fault of their own, are unemployed. Applications for benefits are made through the State Employment Security Commission Office.

Section 3. Worker’s Compensation

All County employees are covered by the North Carolina Workers’ Compensation Act. Employees must notify their supervisor within 24 hours of any on-the-job injury.

Section 4. Retirement

Every permanent employee who works at least 1,000 hours per year becomes a member of the North Carolina Local Governmental Employees’ Retirement System.

*All new employees who are not currently enrolled in a retirement system that is transferable to the North Carolina Local Governmental Employees’ Retirement System or the North Carolina Local Governmental Employees’ Retirement System for Law Enforcement Officers will not be eligible for enrollment into either system until they have successfully completed their probationary period.

The following are highlights of the Retirement System benefits:

1. The employee and employer pay the cost of retirement benefits.
2. Monthly benefits at retirement are based on the employee’s salary, age, and years of service.
3. Unreduced retirement benefit at age 65 with 5 years of creditable service or at age 60 with 25 years of service or any age after 30 years of service (age 55 with 5 years of creditable service as a law enforcement officer); reduced benefit after age 50 and 20 years of service or at age 60 with 5 years of service or after age 60 (if you reached 60 on or before October 8, 1981) regardless of service (age 50 with 15 years of creditable service as a law enforcement officer).
4. A right to a reduced benefit at age 60 after 5 years of service, regardless of whether the former employee is working.
5. Disability benefits available after 5 years of service.
6. Survivor monthly income if the employee dies in active service with 20 years of service regardless of age; or after age 55 (if the employee reached age 55 on or before July 15, 1983) regardless of service (age 50 with 15 years of creditable service as a law enforcement officer); or after age 60 with 5 years of service (age 55 with 5 years of creditable service as a law enforcement officer).
7. Several payment options available to continue income to the employee’s beneficiary if he/she dies in active service after one year of service.
8. Death benefit paid to employee’s beneficiary if he/she dies in active service after one year of service.

Section 5. Supplemental Retirement Income Plan, 401(k)

As a supplement retirement plan, all employees who are members of the Local Governmental Employees’ Retirement System may participate in the Supplemental Retirement Income Plan of North Carolina, or as it is sometimes referred to as a 401(k) program. The plan is designed to supplement the employee’s retirement income. It allows the employee to contribute by payroll deduction to an investment program which shall defer income taxes on both the employee’s investment and the income in the investment until a later date. Employees may select from a variety of investment plans. Buncombe County contributes a percentage amount of the employee's salary to the plan. Additional employee participation is voluntary. *Probationary employees are not eligible until after successful completion of their probationary period. Refer to Section 21 for additional information specifically for Law Enforcement Officers.

Section 6. Deferred Compensation Plan

Through payroll deduction, employees may defer a portion of their salary on a regular basis. Taxes on the deferred amount and earnings are deferred until they are withdrawn, usually at retirement or termination. The program provides a tax shelter and investment opportunity. Deferred amounts may be invested in one fund or in a combination of funds to maximize the investment return. The amounts deferred to the program are from gross wages. The result is a smaller net income on which to pay federal tax, which reduces current taxes. Both the amount deferred and what it earns are permitted to accumulate tax deferred in the employee’s account. Federal income taxes on the deferred amount and earnings are not payable until payments are received from the accumulated account.

Section 7. N.C. Firemen’s and Rescue Squad Worker’s Pension Fund

Any eligible Emergency Medical Service employee may make application for membership in this pension fund. Membership in the program is on a voluntary basis and requires a monthly payment by the employee. Benefits are payable to retired members who have served 20 years as an eligible Emergency Medical Service Employee in the State of North Carolina, as provided in G.S. 118-38 and G.S. 118-39 and who has attained the age of 55 years.

Section 8. Group Health Insurance

Permanent employees who work at least 1,000 hours per year may participate in the group hospitalization and medical care plan, with costs shared between the employee and the County at varying ratios depending upon the type of coverage selected. *Employees hired on or after July 1, 2003 must work at least 1,560 hours per year to participate. **Effective July 20, 2004, employees placed in a grant-funded position will not be eligible for health and dental insurance coverage, but may be eligible for other employee benefits. Effective July 20, 2004, employees currently in grant-funded positions and currently without benefits will be required to enroll in the North Carolina Local Governmental Employees’ Retirement System.

Section 9. Health Insurance Coverage after Employment Termination

Employees who leave employment with Buncombe County (for reasons other than gross misconduct on their part) shall have the opportunity for a temporary extension of their health insurance coverage benefits that would otherwise end. The insurance coverage may also be available to the employee’s spouse and/or dependents. If the employee, spouse, or dependent chooses this temporary continuation coverage, they must pay the total monthly premium charged Buncombe County for coverage for other employees and dependents. This opportunity is due to a federal law called the Consolidated Omnibus Budget Reconciliation Act or COBRA. Upon employment termination, employees should check with the Human Resources Office for details concerning length of coverage, cost, etc.

***Section 10. Health Insurance Coverage after Retirement

Employees retiring on or after August 1, 2002 must enroll with the County’s Health Maintenance Organization (HMO) Insurance Plan in order for the following benefit to be in effect. Any employee who, upon retirement qualifies for a monthly retirement benefit in accordance with the provisions of the North Carolina Local Governmental Employees’ Retirement System and has been covered by the County group medical/hospitalization plan for the three (3) years immediately next preceding retirement, shall be eligible to remain in the County group medical/hospitalization plan. The cost of such group medical/hospitalization insurance shall be paid entirely by the County for the employee only and shall be paid only until attainment of age sixty-five (65) by the employee. ****Employees hired on or after July 1, 2008 must have 20 years of service with Buncombe County to be eligible for health insurance coverage after retirement. Eligible disabled retirees continued for coverage hereunder eligible for benefits under Title XVIII (Medicare) of the Social Security Act may remain covered hereunder until attainment of age sixty-five (65). Benefits hereunder will be paid with Medicare as the primary coverage and the County group medical/hospitalization plan as secondary coverage.

The qualifying retiree may also continue family coverage for dependents by paying the full difference between the total insurance cost and the cost of the individual coverage provided by the County. Provided, however that qualifying retirees with dependents still entitled to coverage when the retiree reaches age sixty-five (65) shall continue to receive the County paid premium for individual coverage and may continue dependent coverage at their own expense as long as they have eligible dependents.

Effective March 1, 2004, employees retiring with twenty (20) or more years of service with Buncombe County are able to continue health insurance coverage for their dependents at the same premium that active employees pay for dependent coverage. Dependents still eligible for coverage when the retiree reaches age sixty-five (65) may continue coverage at the same premium that active employees pay for dependent coverage. This action will not be retroactive to employees who retired prior to March 1, 2004.

Coverage for dependents may be continued until age sixty-five (65) and/or Medicare coverage entitlement in the case of the spouse and until attainment of age nineteen (19) in the case of minor dependents, except that minor dependents attending college full-time may retain coverage until age twenty four (24). In any case, coverage ceases upon entitlement for Medicare/Medicaid. Upon the death of a retiree, insurance may be maintained by the decedent’s dependents as long as the dependent premium is paid as established above.

Coverage for dependents must be in place on the date of retirement of the employee and no dependents may be added after that date except for newly acquired dependents of the retiree or dependents covered on the date of retirement.

Any individual having held the office of County Commissioner for at least three (3) terms shall be eligible for the same medical benefits as a retiring County employee.

Any employee having completed a minimum of 25 years service with Buncombe County (15 continuous years for those employees required to be appointed by the Buncombe County Board of Commissioners) and having contributed to the North Carolina Local Governmental Employees’ Retirement System for a minimum of 25 years (15 continuous years for those employees required to be appointed by the Buncombe County Board of Commissioners) shall upon retirement be eligible for the same Retirement Incentive benefit options, in accordance with the requirements outlined in the 2006 Buncombe County Cost Reduction Retirement Incentive Plan. Any individual having held elected office for 15 continuous years shall upon employment termination be eligible for the same Retirement Incentive benefit options included in the 2006 Buncombe County Cost Reduction Retirement Incentive Plan as a 25 year retiring employee.

***Effective August 5, 2008, all former and future participants of the 2006 Buncombe County Cost Reduction Retirement Incentive Plan or any other Buncombe County Retirement Incentive Agreement shall be eligible to return to work in temporary non-benefited positions.

Section 11. Basic Life Insurance

All eligible employees **under age 65 are covered for *$30,000 of Basic Life Insurance and for *$30,000 of Accidental Death and Dismemberment. **Eligible employees age 65 to 69 are covered for *$19,500, and age 70 and over covered for *$15,000. The County pays 100% of the premium; there is no cost to the employee.

In addition to the Basic Life Insurance, each eligible employee has the opportunity to enroll for additional life insurance in optional amounts of 10, 25, 50, 75, and 100 thousand dollars. The employee pays the entire cost of the premium, but low group wholesale rates are available on a convenient payroll deduction basis.

Section 12. Spouse Life Insurance

All eligible employees may purchase either a 10 or 25 thousand dollars coverage on their spouse. (Spouse coverage may not exceed ½ of employee coverage).

Section 13. Death Benefit

After completing one year of service an employee shall be eligible for a death benefit payment equal to the calendar year’s salary up to a maximum of **$20,000 $50,000 but no less that $25,000, if the employee is accepted and covered by the Local Governmental Employees’ Retirement System.

Section 14. Employee Assistance Program

The services of the Employee Assistance Program, through the Employee Assistance Network are available to Buncombe County Employees and their immediate family members. The program is designed to assist employees with a variety of problems which may affect their job performance or conduct. The cost of the initial diagnosti1c and referral session is provided at no cost to the employee or their immediate family.

Section 15. Dental Insurance

Employees and their covered dependents can receive up to *$1,500 in dental benefits each year - except for Orthodontics. While there is no yearly maximum for Orthodontics, there is a lifetime maximum of *$1,500 for each eligible member.

For all services except Diagnostic and Preventive there is a $25 per member per calendar year deductible and a $75 per family per calendar year deductible. Coverage pays 100% of the Usual Customary & Reasonable Charges (UCR) for Diagnostic & Prevention Services, 80% of the UCR charges for Maintenance & Surgical Dentistry Services, and 50% of the UCR charges for Periodontal, Prosthetic, Complex Restorative & Orthodontic Services (for all eligible dependent children up to 19 years of age.)

Section 16. Short Term Disability

Benefits are payable due to accident, sickness, or pregnancy. Amount of weekly benefit may be selected up to 70% of gross weekly income ($500 maximum) payable for up to 26 weeks during any one period of disability. Coverage pays beginning on the first day of an accident and the eighth day due to sickness or pregnancy.

Section 17. Dependent Life Insurance

Employee may purchase $5,000 coverage on eligible dependents.

Section 18. Section 125 Pre-tax Premium Plan

Allows employee payments of insurance benefits with before tax dollars. Taxable income is less and take home pay is increased.

Section 19. Dependent Care Reimbursement Plan

Portion of employee income is set aside in a reimbursement account on a pre-tax basis used to reimburse dependent care expenses. Taxable income is less and take home pay is increased.

Section 20. Credit Union

Membership is open to employee and family for various loan services, checking and savings accounts.

Section 21. Supplemental Retirement Income Plan for Law Enforcement Officers

All Law Enforcement Officers participate in the plan beginning at the date of employment. State statute requires the County to contribute each month an amount equal to 5% of each officer’s salary. All amounts contributed are vested immediately.

Section 22. Law Enforcement Officers Special Separation Allowance

Provides separation benefits to Law Enforcement Officers who complete 30 or more years of creditable service or be at least age 55 with 5 years of service, and have not attained age 62.