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FY 2016-17 Benefits

Feb 24, 2016 | Read More News
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At the Pima County Board of Supervisors meeting held on February 16, 2016, the Board adopted a few recommendations that will affect our employees who are Benefit Eligible or on a Promotional Probationary Period or who may have an interest in Parental Leave discussion.

I. The Pima County Board of Supervisors confirmed the decision to discontinue the PPO Plan and transition employees to the High Deductible Health Plan (HDHP) without Health Savings Account (HSA). This change takes effect in Fiscal Year 2016/2017. There are no changes to the existing HDHP.  Healthy Lifestyle Premium Discounts have been increased to a bi-weekly total of $35.00, which includes a $20.00 non-tobacco use discount. You will need to certify you are tobacco-free during Annual Enrollment (April 25 – May 13, 2016) to qualify.

Health Savings Account contributions will remain the same next fiscal year as in this fiscal year.  Human Resources staff will be holding Annual Enrollment Presentations and Fairs at various county worksites where they can assist you and answer any questions you may have.  During Annual Enrollment, HSA eligible employees will need to change their coverage to the HDHP with HSA.  Below are the medical rates for Fiscal Year 2016/2017.

 Level of Coverage Employee Employer
Employee only $35.00 $141.62
Employee + Spouse $48.92 $355.22
Employee + Child(ren) $47.86 $345.69
Employee + Family $66.03 $509.18

II. The current Promotion Probation period has been decreased from one (1) year to six (6) months.  Human Resources will take appropriate action to revise existing rules in order to implement the Board’s Decision and you will notice the revision to Pima County Merit System Rule 10 with an effective date of February 16, 2016.

III. Paid Parental Leave has been discussed between Management Staff and various employee groups.  The Board of Supervisors has delayed taking action regarding adopting an additional paid leave at this time.  Staff has been tasked with meeting with the various employee groups in order to present a justifiable parental leave plan that is revenue neutral.