There are three indemnity/PPO options for participation:

• LOW PLAN – This is traditional coverage with $50 deductible. Services are reimbursed according to a specific schedule of benefits. There is $1,000 maximum reimbursement per year, and no orthodontic coverage is provided.
• MIDDLE PLAN – This is traditional coverage with $50 deductible. Preventive services are covered at 100%. Basic services are covered at 70%, and major services are covered at 40%. There is $1,000 maximum reimbursement per year, and orthodontia is limited to children, with a $1,000 lifetime maximum.
• HIGH PLAN – This is traditional coverage with $50 deductible. Preventive services are covered at 100%. Basic services are covered at 80%, and major services are covered at 50%. There is $1500 maximum reimbursement per year, and orthodontia is limited to children, with a $1000 lifetime maximum.

This is a reimbursement plan that allows employees to set aside pre-tax earnings to cover the out-of-pocket cost for eligible health care expenses that are not covered by medical insurance. Participating in this plan is voluntary. The minimum bi-weekly deduction is $15, and the maximum is $135.

This is a reimbursement plan that allows employees to set aside pre-tax earnings to cover out-of-pocket cost for eligible dependent care expenses. Participation in this plan is voluntary. The minimum bi-weekly deduction is $15 and the maximum is $192.

Disability coverage is provided at 60% of the employee's salary, up to a maximum of $10,000 a month. The premium is paid in full by Orange County and benefits are available after 180 days. 

Employees have the option of paying for a Short Term Disability (STD) plan. As with the LTD, the STD Plan will pay employees an amount up to 60% of their pre-disability salary to a monthly maximum of $10,000. Orange County has five Short-Term Disability Plan options for employees to choose from: A 120 day waiting period; a 90 day waiting period; a 60 day waiting period; a 30 day waiting period; and a 15 day waiting period. Benefits are available after the waiting period has been exhausted.

Life insurance is provided at the rate of 100% of an employee's annual salary; accidental death and dismemberment coverage is two times the employee's life insurance amount. The entire premium is paid in full by Orange County. An employee may purchase additional life insurance coverage up to twice the annual salary in increments of $10,000. There is a $340,000 limit on the total value of life insurance.

Optional spouse life insurance may be purchased in $10,000 increments, not to exceed 50% of employee's life insurance. Optional child dependent life insurance coverage may be purchased in amounts of $5,000, or $10,000, not to exceed 50% of employee's life insurance.

This plan allows employees to pay for most health insurance benefits on a "before-tax" basis thereby increasing their net earnings.

Orange County contributes 100% of the cost of the retirement plan with the Florida Retirement System. Employees have a choice between the Pension Plan or the Investment Plan.

Investment Plan

The FRS Investment Plan is a defined contribution plan, in which employer contributions are defined by law, but the ultimate benefit depends in part on the performance of the investment funds.

The FRS Investment Plan is funded by employer contributions that are based on salary and FRS membership class (Regular, Special Risk Class, etc.)  The Investment Plan directs contributions to individual member accounts, and the member allocates the contributions and account balance among various investment funds.  (Participant contributions are not allowed.)

The Investment Plan retirement benefit is the value of the account at termination.  Unlike the Pension Plan, there is no fixed benefit level at retirement. However, a guaranteed lifetime payment option (based on the benefit to be distributed) can be purchased and is available with annual 3% benefit increases, like the Pension Plan.

Pension Plan

The FRS Pension Plan is a defined benefit plan, in which you are promised a benefit at retirement if you meet certain criteria. The amount of your future benefit is determined by a formula, based on your earnings, length of service, and membership class, and is adjusted by a 3% cost-of-living each July. Your benefit is pre-funded by contributions paid by Orange County.

REGULAR Membership Class

Normal Retirement Eligibility Requirements

• At least 6 years of creditable service, and age 62; or
• At least 30 years of creditable service, regardless of age.

Early Retirement Eligibility Requirements

Any age prior to age 62 and less than 30 years of service; there is a 5% penalty per year for each year an employee retires prior to age 62.

The service credit for each year of service is 1.6%.

SPECIAL RISK Membership Class

Normal Retirement Eligibility Requirements

• Age 55 and at least 6 years of special risk creditable service (includes military service); or
• Completed 25 years of special risk creditable service (includes military service) and age 52; or
• Completed 25 years of special risk creditable service regardless of age; or
• At least 30 years of any creditable service (includes credit for up to four years of military service), regardless of age.

Early Retirement Eligibility.  (This can include credit for up to four years of military service)

At least 6 years of creditable service but have not reached normal retirement age. The benefit amount will be reduced 5% for each year the retirement date precedes normal retirement age.

The credit for each year of service is as follows:

1991 – 2.6%
1992 – 2.8%
1993 and to the present – 3.0%

Deferred Compensation is an optional benefit provided by Orange County to assist employees with an additional retirement savings plan. No federal income tax is paid on the salary deferred, or any of the investment earnings until it is drawn out at retirement. There are tax implications for an early withdrawal. The County offers three providers to choose from.

Orange County will reimburse 100% of pre-approved tuition costs, up to $1,500 per fiscal year for non-bargaining employees as well as the Laborers' International Union of North America (L.I.U.N.A.), Local 517, the Fraternal Order of Police, Lodge 86, the Professional Firefighters Association, Local 2057, and the American Federation of State, County, an Municipal Employees, AFL-CIO, Council 79.

Holiday Pay is based on a forty-hour workweek: Ten paid holidays per year, nine fixed and one floating. A floating holiday is taken at the employee's discretion, with prior supervisor's approval.

An employee must satisfactorily complete the initial six months of employment to be eligible for the floating holiday.

Employees are paid their regular pay while serving on Jury Duty. Any money received from the court, excluding mileage and parking fees, is submitted to the County.

Training
An employee may receive full pay for military reserve training, up to seventeen calendar days per year. Additional time off may be taken through an unpaid leave of absence, which can be approved with submittal of military leave orders.

Active Service
An employee may be granted a leave of absence from their respective duties to perform active military service. The employee may be eligible for full pay during the first thirty days, and a supplemental amount up to one year.

This is a paid benefit in which leave is accrued each pay period. The accrual rate for a 40-hour employee with less than five years of service is eighteen days leave per year. This increases by one (1) day periodically to a maximum of twenty-seven days per year. Personal leave can be used for vacation or illness. Personal leave hours are paid at 100% at termination at the current regular hourly rate of pay.

Term leave is a benefit used when an employee is unable to work forty consecutive hours due to illness or injury. Medical verification may be required by the supervisor. This leave is accrued at a rate of .0231 of an hour for each regular hour in a 40-hour workweek, and at a rate of .0269 of an hour for 56-hour week employees, for each paid scheduled hour of work. At termination, with ten years or more of employment, 25% of all unused time will be paid.

Bereavement leave is provided for all regular employees, and is not charged to any leave balance. Bereavement leave may be used for the death of an eligible defined family member. This benefit is 40 hours of paid leave for regular employees and two shifts for 56-hour employees.

This prepaid professional counseling service is designed to help solve personal problems that may be affecting work performance. Employees and/or immediate family members may use this benefit. The Allen Group is a private, off-site company that manages the assistance program. Any assistance received is completely confidential. Evening and weekend appointments are available.

The Orange County Wellness Program offers many opportunities to support and enhance healthy habits and lifestyles. The Wellness Program provides health and wellness education, incentive programs and fitness opportunities at varied locations for County Employees and their families.

Payroll checks can be automatically direct deposited into a checking or savings account.

New employees must sign up for direct deposit of County issued payroll checks within the first pay period after their first day of work.

Discount cards, special offers and promotions are available to all employees for area attractions, restaurants, and retail businesses.