INTRODUCTION
This portion of your Employee Handbook describes in general terms the benefit plans
available to County employees. In most cases, benefits are described in more detail
in the actual plan documents themselves. If there is a conflict between the description
of benefits in the handbook and the plan documents, the description in the plan
documents will control.
ELIGIBILITY FOR EMPLOYEE BENEFITS Full-Time Employees
If you are in a position that is budgeted as full-time with benefits, you are eligible
for all the benefits described in this handbook.
Part-Time Employees
If you are in a position that receives part-time benefits, they are as follows:
Employee Assistance Program
Shared Leave (see policy in this section of the handbook)
Pro-rated annual leave
Pro-rated sick leave
Holiday pay for the hours you would normally work during official County holidays
Pay for performance increases as described in Section II of the handbook
Mandatory participation in the North Carolina Local Government Employees’ Retirement
System
Optional participation in the 401(k) and/or 457 plan
Optional participation in the Credit Union
Optional participation in health insurance (at a higher premium)
HEALTH INSURANCE
Blue Cross/Blue Shield of North Carolina is the current carrier for the County’s
health insurance plan. The plan, which is available only to full-time employees
and part-time employees with benefits and their eligible dependents, is summarized
below. There is no limit or waiting period for coverage of pre-existing conditions.
The County pays a share of the premiums for both employees and their dependents.
Eligible dependents include your legal spouse and your unmarried children (natural,
adopted, foster and step-children) until their 19th birthday, or until age 26 if
dependent is a full-time student. Dependent children certified with a disability
prior to reaching the limiting age may continue to be covered regardless of age.
For information about adding and deleting dependents from health insurance, see
the Making Changes to Health or Dental Insurance section.
Most routine questions about your health insurance coverage can be answered by referring
to your member guide, the Blue Book. If your questions are not answered in this
handbook, visit the Blue Cross/Blue
Shield of North Carolina website or call their customer service department
at 1-877-258-3334. If you still have questions, please call the Human Resources
Department.
Blue Cross/Blue Shield PPO Plan
The PPO plan has two levels of benefits within one plan for flexibility in meeting
your family’s medical needs. At any time that you need medical care, you can choose
to use the In-Network coverage with its emphasis on preventive care and copayment
structure. Alternatively, you can choose to go outside the network with higher out-of-pocket
costs. More detailed information is available in the Blue Book on FCNet or by calling
the Human Resources Department. Back to Top
DENTAL INSURANCE
Type of Charge
Benefit Reimbursement
Deductibles
TYPES I & II
exams, cleanings,
fillings and oral surgery
70% during 1st calendar year
80% during 2nd calendar year
90% during 3rd calendar year
100% 4th calendar year on
$50.00 lifetime
per insured
TYPE III
dentures, crowns and bridges
50% of UCR (usual,
customary and reasonable)
$50.00 per insured
per calendar year
TYPE IV
orthodontics
50% of UCR (usual,
customary and reasonable)
NONE
The County’s dental carrier is Ameritas. The dental plan is available only to full-time
employees and their eligible dependents. Eligible dependents include your legal
spouse and your unmarried children (natural, adopted, foster and step-children)
until their 19th birthday, or until age 26 if dependent is a full-time student.
Forsyth County pays the entire premium for employee coverage and one-half of the
premium for dependent coverage.
For Type I and II services, an insured person must visit the dentist at least once
per calendar year and have all prescribed treatment done in order to move up to
the next higher benefit percentage. Combined benefits for Type I, II and III services
are limited to $1200 per insured person per calendar year. Orthodontics have a lifetime
maximum of $1200 per insured person.
For benefit information or problems with a claim, call Ameritas at 1-800-487-5553
or visit their website at www.ameritasgroup.com. Back to Top
MAKING CHANGES TO HEALTH OR DENTAL INSURANCE
Forsyth County Government has established a Section 125 Benefit Plan allowable by
the IRS, which allows you to avoid paying state, federal and FICA taxes on your
portion of the health and dental premiums. All full-time employees are automatically
enrolled in this pre-tax premium plan. You must request and sign a waiver if you
do not want to pay your premiums with pre-tax dollars. The Section 125 Plan also
allows you the option to set up reimbursement accounts to pay for certain eligible
medical and daycare expenses tax-free. (See the Reimbursement Accounts
section.)
In exchange for this tax-favorable treatment, the IRS requires that you have a valid
family status change in order to change the amount of your pre-tax premium or reimbursement
account. Any change you request must also be consistent with the actual family status
change that has occurred. Valid family status changes, as defined by the IRS, include:
Change in legal marital status (marriage, divorce, legal separation, annulment,
death of spouse)
Change in number of tax dependents (birth, adoption or placement for adoption, death)
Change in work schedule (including reduction or increase in hours by employee, spouse
or dependent
Dependent satisfies or ceases to satisfy dependent eligibility requirement (attainment
of age, student status, etc.)
Change in residence or worksite of employee or dependent (moving out of HMO service
area)
Termination or commencement of employment by employee, spouse or dependent
Change in the coverage of a spouse under another employer’s plan
Receipt of a legal court order specifically requiring insurance coverage for a dependent
child.
If you wish to make a change to health or dental coverage, you must complete and
sign the appropriate paperwork within 31 days of one of the valid family status
changes listed above. In most cases you will be required to provide written proof
of the family status change. Because health and dental premiums are deducted in
advance, if you do not complete the required paperwork at least one month in advance
you will be required to pay missed premiums.
If adding a newborn, the paperwork should be completed a month in advance of the
baby’s due date even if you already have a family policy in effect. Call the Human
Resources Department as soon as possible after the birth with the pertinent information.
During the annual open enrollment for Section 125 benefits, you may add or delete
dependents without a valid family status change. (See the Annual Open Enrollment
for Section 125 Benefits section below.) Back to Top
ANNUAL OPEN ENROLLMENT FOR SECTION 125 BENEFITS
The annual open enrollment period for Section 125 benefits is normally held during
the first few weeks of May. Section 125 benefits include health and dental insurance,
and medical and daycare reimbursement accounts. For health and dental changes made
during open enrollment, the new premium is deducted from the June paychecks with
coverage changes effective July 1. Deductions for medical and daycare reimbursement
accounts begin with the first paycheck in July with an effective date of July 1.
The following is a description of how the annual open enrollment impacts each Section
125 benefit:
Health Insurance
The annual open enrollment period is the only time you may add or delete eligible
dependents to the health insurance with no valid family status change required.
There is no limit or waiting period for coverage of pre-existing conditions.
Dental Insurance
During the annual open enrollment period, you may change your level of coverage
(individual, individual + one, family) even if there has not been a family status
change. However, for dependents added more than 31 days after first becoming eligible,
the dental plan will only pay for cleanings, exams and fluoride applications for
the first 12 months of coverage.
Reimbursement Accounts
Open enrollment is the time when you may enroll in medical or daycare reimbursement
accounts (see below) for the coming year. Exception: You may enroll in a daycare
reimbursement account or a medical reimbursement account within 31 days of a valid
family status change. Reimbursement accounts are not automatically renewable from
one plan year to the next and you must complete a new enrollment form during each
open enrollment. (See the Reimbursement Accounts section below.) Back to Top
REIMBURSEMENT ACCOUNTS
Full-time Forsyth County employees are eligible to participate in a benefit plan
called Reimbursement Accounts. These accounts are allowed under Section 125 of the
IRS Code and give you the opportunity to pay eligible daycare and/or unreimbursed
medical expenses (e.g., deductibles, co-pays, eyeglasses, etc.) tax-free. Enrollment
is only for one year and can be renewed each year.
You may enroll in a medical and/or daycare reimbursement account as a new employee,
during the annual open enrollment period, or within 31 days of an applicable family
status change. (See the Making Changes to Health or Dental Insurance
section for a list of valid family status changes.)
To participate, you need to carefully calculate your annual eligible expenses and
then authorize pro-rated amounts to be deducted from your pay before state, federal
or Social Security taxes are withheld. Then, after you have incurred eligible expenses,
you will file claims for reimbursement from the account. Please note that you may
not use funds from the daycare account to pay medical expenses and vice versa.
While these accounts provide significant tax-breaks, there are also some very strict
IRS regulations governing these accounts. You must be conservative in calculating
the amount you will deposit into a reimbursement account because any money left
over in the account at the end of the plan year is forfeited. Careful planning will
minimize your risk.
COBRA CONTINUATION OF HEALTH/DENTAL INSURANCE
Forsyth County Government is covered under Public Law 99-272, Title X (COBRA), which
requires employers sponsoring group health plans to offer employees and their families
the opportunity to temporarily extend their health and/or dental coverage (called
“continuation coverage”) at group rates in certain circumstances listed below. If
you choose continuation coverage, Forsyth County will offer you coverage that is
identical to the coverage being provided to current employees.
Your Rights as an Employee
If you are an employee of Forsyth County, covered by one of our group health plans,
you have the right to choose continuation coverage for yourself and any covered
dependents for up to 18 months if:
Your employment is terminated for any reason other than gross misconduct
Your work hours are reduced, causing you to be ineligible under the terms of the
plan
EXCEPTION: The maximum continuation period may be extended to 29 months if
the Social Security Administration determines you were totally disabled under Title
II or XVI of the Social Security Act on the day of the qualifying event. If you
qualify under these conditions, you must provide the Human Resources Department
with a copy of the Social Security determination notice before the end of the initial
18-month period. This copy must be sent to the Human Resources Department within
60 days of the date of the determination notice.
Your Dependents' Rights
If your dependents are covered by one of our group health plans, they have the right
to choose continuation coverage for up to 36 months when any of the following events
occur:
Your death
Your divorce or legal separation
You become entitled to Medicare benefits
Your dependent child ceases to be eligible under the terms of the plan due to age,
marriage, etc.
Under the law, you, your spouse, or another family member has the responsibility
to inform the Forsyth County Human Resources Department within 60 days of the event
if a dependent becomes ineligible for coverage for any reason (e.g., divorce, legal
separation, aging out, marriage, becoming eligible for Medicare at any age, etc.).
Cost of Continuation Coverage
You do not have to provide evidence of insurability to elect continuation coverage.
However, if continuation coverage is elected, you will be responsible for paying
100% of the premium rates (including any portion that Forsyth County now pays for
you). This will include a 2% administrative charge. Your premium rates are subject
to change whenever Forsyth County’s premiums change. During open enrollment, you
have the right to add or delete dependents.
Termination of Continuation Coverage
Continuation coverage may be terminated for any of the following reasons:
Forsyth County no longer provides group health coverage for its employees
The premium for the continuation coverage is not paid within the required time frame
The continuing person becomes entitled to Medicare
The continuing person becomes covered by another group health plan due to their
employment, remarriage, etc.
NOTE: If a continuing person becomes covered by another group health plan
which has a waiting period for pre-existing conditions, that person will be allowed
to remain on the County’s group health plan until their new plan covers pre-existing
conditions.
Conversion Privilege
If you elect continuation coverage for the maximum duration allowed by law, you
will then have the right to convert to an individual health plan at the end of the
continuation period without evidence of insurability.
Contact the Human Resources Department if you have questions about continuation
coverage or need to inform us of a qualifying event. Back to Top
LIFE INSURANCE
Basic Term Life Benefit
Forsyth County pays the full cost of a term life insurance benefit for each full-time
employee in the amount of one and one-half times the annual salary rounded up to
the nearest $1,000. The coverage amount is based on annual salary and will increase
as salary increases. Employees must pay FICA taxes on the premium amounts for employer-paid
life insurance coverage in excess of $50,000. The amount of employer-provided life
insurance is reduced for active employees over age 69. See your life insurance certificate
booklet for more information.
Employee Supplemental Term Life Insurance
If you are covered by the basic life insurance benefit provided by the County, then
you are eligible to purchase additional term life insurance coverage in the amount
of one, two, or three times your annual salary. The cost for this coverage is favorable
because we can offer group rates.
Dependent Supplemental Term Life Insurance
If you are covered under the basic life insurance provided by the County, then you
are also eligible to purchase term life insurance for your eligible dependents according
to the schedule below. Eligible dependents include your legal spouse and unmarried
children from 15 days of age to age 19 (or to age 25 if a full-time student). Dependent
children with a certified disability may continue to be covered regardless of age.
Dependent Supplemental Term Life Insurance Schedule
SPOUSE COVERAGE
$10,000 ON SPOUSE
SPOUSE PLUS COVERAGE
$20,000 ON SPOUSE (medically underwritten)
CHILDREN COVERAGE
$5,000 ON EACH CHILD
(Rates are available from the Human Resources Department)
Applications for employee or dependent supplemental term life insurance submitted
more than 90 days after becoming eligible will normally be subject to medical underwriting
and may or may not be approved. However, you can increase your coverage by one times
your basic annual salary without evidence of insurability within 31 days of the
following:
Marriage or divorce
Death of a spouse or dependent child
Birth or adoption of a dependent child
Change in employment status for you or your spouse
Conversion of Life Insurance
When your employment ends, you may purchase, without evidence of insurability, any
individual insurance policy except a term policy, in any amount up to the amount
of your life coverage in effect on your last day of employment. You must apply within
31 days of the date you end employment. This option applies to Supplemental Life
Insurance and Supplemental Dependent Life Insurance as well as Basic Life Insurance.
Portability of Life Insurance
When your employment ends, the portability provision allows you to continue your
optional life coverage. You must apply within 31 days of the date you end employment.
Call the Human Resources Department for the provisions that apply.
Accelerated Benefits Option
Under the Accelerated Benefits Option, if you are diagnosed as having a terminal
illness, you may be eligible to receive a portion of your group life benefits at
that time. Call the Human Resources Department for more information. Back to Top
SHORT-TERM DISABILITY
Forsyth County offers a voluntary short-tem disability policy with group rates to
all full-time employees. This is an individual policy designed to provide you with
a monthly income when you are totally disabled as a result of an off-the-job accidental
injury or sickness. You can select benefits of 3 months or 6 months, and from $400
to $2000 a month with the maximum being 60% of your monthly salary. The premiums
are payroll deducted monthly. New employees have 30 days from employment to enroll
in this benefit with guarantee issue. You may apply for an increase or begin coverage
at open enrollment, subject to medical underwriting. Open enrollment is also the
only time you may decrease coverage. You may terminate coverage at any time. Maintaining
short-term disability insurance does not provide additional job protection beyond
the Family Medical Leave Act (FMLA). Contact the Human Resources Department for
detailed information. View/Print a Claim Form for Disability Income Insurance Policy. Back to Top
RETIREMENT
Forsyth County is a participating member of the North Carolina Local Governmental Employees’ Retirement System (NCLGERS).
Participation is mandatory for full-time and part-time employees with benefits.
Both you and the County contribute to the retirement system each payday. Your contribution
to the retirement system is deducted before state and federal taxes are withheld
and therefore your taxable income is reduced.
All of your accumulated sick leave in Forsyth County’s system at the time you retire
will be added to your service time for benefits computation. Therefore, saving sick
leave can significantly increase retirement benefits. Employees who have in excess
of 30 days vacation at the time of retirement can have this excess converted to
sick time which will be added to the amount reported to the retirement system.
Retirement benefit payments are based on the number of years you have contributed
to the system and your 4 consecutive years of highest annual salary. It is worth
noting that, at the time of retirement, the lump sum you are paid for accrued annual
leave is added to your last year of pay. Therefore, before retiring it can be to
your advantage to accumulate leave up to the maximum of thirty days.
The first $4,000 of retirement benefits you receive each year is exempt from North
Carolina State taxation. All remaining benefits received at retirement are subject
to normal taxation. If you had five years of participation in the retirement system
by August 12, 1989 your entire retirement benefit is exempt from North Carolina
State taxation.
If you terminate your employment before completing 5 years of participation in NCLGERS,
you will receive only a refund of your contributions. After 5 years of participation
in NCLGERS, you are vested and can receive your contributions plus interest upon
termination. Once you are vested, you may also opt to leave your money in the retirement
system and receive benefit payments when you qualify. NOTE: Early withdrawal of
retirement contributions is subject to a 10% excise tax unless rolled over to another
certified retirement plan.
After 5 years of participation in NCLGERS, you are eligible to apply for disability
retirement benefits if you become totally and permanently disabled from your job.
For further information on the retirement program, please refer to the NCLGERS booklet, or call the Retirement System at 1-877-733-4191.
The Retirement System web site provides a calculator for estimating your retirement.
You can access it on the website by selecting “estimate your retirement.”
Retirement Procedure
If you are retiring under the provisions of the North Carolina Local Governmental
Employees’ Retirement System (NCLGERS), your retirement must be effective on the
first day of a month and you may not work or take paid leave on or after your retirement
effective date. State law allows you to retire if the completed paperwork is received
in Raleigh one day before the end of the month prior to the month you are retiring.
However, for timely processing of your initial benefit payment, it is to your advantage
to provide Human Resources with at least four months notice.
As soon as you make the decision to retire, you should contact the Human Resources
department to notify them of your anticipated retirement date and to let them know
how much accrued leave you plan to use prior to your retirement date. An appointment
will be scheduled to sign your retirement paperwork and to discuss your post-retirement
benefits. Human Resources will submit the required paperwork to the Retirement System
on your behalf. As with resignations, a minimum of a two-week notice to your department
of your intent to retire is considered appropriate.
Post Retirement Benefit Options Health Insurance
If you qualify to retire under the guidelines for the North Carolina Local Governmental
Employees’ Retirement System, and you were employed prior to July 1, 2007, Forsyth
County allows you to continue your health insurance at the same premium as active
employees until you become eligible for Medicare. You may continue to cover eligible
dependents who were on your policy the day before you retired. Although you may
add dependents at any open enrollment prior to your retirement date, no one may
be added to your policy after your retirement. A spouse or dependent removed from
your policy for any reason may not be reinstated. A spouse or dependent who is still
covered when you turn 65 or otherwise become entitled to Medicare, will be eligible
to continue coverage for up to 36 months under the COBRA law. (See the
COBRA Continuation of Health/Dental Insurance section.) Health insurance
premiums will be deducted from your retirement check beginning the second month
after retiring.
Your dependents become ineligible for health care coverage when you die, become
eligible for Medicare; or your dependent becomes eligible for Medicare; or upon
divorce or legal separation; or upon loss of eligible dependent status under the
terms of the plan. When any of these events occur that do not result in the dependent
having other health care coverage, the dependent will be eligible for COBRA health
care coverage for 36 months. Under COBRA, a dependent can continue on Forsyth County’s
health insurance by paying the total cost of the coverage. This will include a 2%
administrative fee.
If you qualify to retire under the guidelines for the North Carolina Local Governmental
Employees’ Retirement System, and you became employed on or after July 1, 2007,
the eligibility requirement to participate in Forsyth County’s post retirement health
insurance plan is to attain a cumulative total of at least twenty years of service
with Forsyth County.
Life Insurance
For retirements other than disability, your employer-provided group term life insurance
will end at retirement. However, you have the option to convert to an individual,
non-term life insurance policy if you apply within 31 days from date you end employment
or retirement. (See the Life Insurance section on converting or porting
coverage.)
For disability retirements, your employer-provided life insurance will be continued
at the County’s expense, subject to the age reductions described in the policy booklet.
If you retire on disability, you may keep your supplemental life insurance in effect
by continuing to remit the applicable premium to Forsyth County. This benefit will
end should your disability retirement status end. Employees who retire with a service
retirement who subsequently convert to a disability retirement will not be eligible
for the County-provided life insurance continuation.
The County provides a $2,000 death benefit for all employees retiring with a service
retirement and at least 15 years of continuous full-time Forsyth County service. Back to Top
LEAVE WITH PAY Annual Leave
You are provided with annual leave that you may take subject to the approval of
your supervisor. New full-time employees, not those being re-employed (see the Re-employment section), begin their County
employment with 6 days available to use as paid leave. The regular accrual of annual
leave for full-time employees begins the first pay period following the employee’s
6 month anniversary date according to the schedule below. New part-time employees
with benefits begin accruing pro-rated annual leave in direct proportion to their
workweek each pay period. They are not advanced any leave. Increase in accrual rates
will be effective beginning with the first pay period following completion of 4,
7, 12 and 17 years of service.
ANNUAL LEAVE ACCRUAL SCHEDULE (40 hour week)
Years of Service
Earned Days
*Earned Hours
7th month - end of first year
6
48
2nd year through 4th year
12
96
5th year through 7th year
14
112
8th year through 12th year
17
136
13th year through 17th year
20
160
18th year and after
23
184
*NOTE: If you are a non-exempt, full-time employee whose regular workweek exceeds
40 hours, your annual leave will be calculated in direct proportion to your work
week. However, if your workweek changes, the sick and annual leave hours you have
accumulated will be converted accordingly. The number of days you have earned remains
the same.
If you are a full-time employee, your leave balance may exceed 30 days during the
calendar year. Annual leave in excess of 30 days will be converted to regular sick
leave each year at the end of the pay period that includes January 1st. Converted
sick leave can be used the same as any other sick leave and is eligible to be reported
to the retirement system. Annual leave in excess of 30 days will also be converted
to sick leave at the time of retirement. If you are a part-time employee with benefits,
no more than 240 hours may be carried forward to the next calendar year.
Employees whose County employment is terminated within their first 6 months will
not be paid for any remaining available annual leave. For employees with more than
6 months of service, no more than 30 days of annual leave will be paid out if you
separate from service for any reason, including retirement or death.
ANNUAL LEAVE - YEAR END MAXIMUM
Work Week
Maximum Hours
40
240
42
252
42.75
256.50
56
336
Holidays
Full-time employees have the following paid holidays:
New Year’s Day
Martin Luther King’s Birthday
Good Friday
Memorial Day
Independence Day
Labor Day
Thanksgiving Day
Christmas Day (plus 1 1/2 days as determined by the County Manager)
One additional day designated by the County Manager (normally the day after Thanksgiving
If a holiday falls on Saturday, the previous Friday will be observed. If a holiday
falls on Sunday, the following Monday will be observed.
If you are a non-exempt, full-time employee whose regular workweek exceeds 40 hours,
you will earn holiday leave in direct proportion to your work schedule. If your
workweek changes, your accrual rate will change but your existing holiday balance
will not be affected. If you are a part-time employee with benefits, you will be
paid for the hours you would normally be scheduled to work during official County
holidays.
Employees required to work on an observed holiday will receive an alternate day
off with pay, on an hour-for-hour basis.
County employees who accrue holiday leave within any 12-month period of November
1st through October 31st must use that leave within that same 12-month period. Each
year at the end of the pay period that includes October 31st, all unused holiday
leave will be forfeited.
Employees are required to use accumulated holiday leave before using annual leave
at all times
Sick Leave
Sick leave benefits are a privilege and not a right that an employee may demand.
New full-time employees (not including those being re-employed) begin their County
employment with 6 days available to use as paid sick leave. The regular accrual
of sick leave will begin the first pay period following the employee’s six-month
anniversary date. New part-time employees with benefits will begin accruing sick
leave immediately but will not be advanced leave. After the first 6 months, all
full-time employees accrue sick leave at a rate of 12 days per year.
Non-exempt, full-time employees whose regular workweek exceeds 40 hours per week
and part-time employees with benefits who work less than 40 hours will earn sick
leave in direct proportion to their workweek. However, if your workweek changes,
the sick and annual leave hours you have accumulated will be converted accordingly.
The number of days you have earned remains the same.
There is no limit to the number of sick leave days an employee may accrue. NOTE:
At the end of the first pay period of the calendar year, annual leave in excess
of 30 days will be converted to sick leave.
For purposes of this sick leave policy, "family members" will normally mean your
parents, spouse and children.
Sick leave may be used for the following purposes for you or your family member,
(normally meaning your parents, spouse and children). Your supervisor may require
you to provide a health care provider statement related to your absence.
Your personal illness, injury, or disability (including maternity for the period
of actual disability resulting from childbearing and subsequent recovery)
Illness or injury of a family member when your care is required
Required physical or dental examinations or treatments for you or a family member
Death of a family member (See the Funeral Leave section)
If you must be absent unexpectedly due to a personal or family illness or injury,
you need to notify your supervisor within 30 minutes of your normal reporting time.
Your Department Head may require that you obtain a physician’s statement describing
the nature of your illness and/or attesting to your capacity to resume your duties.
If you are on annual leave and become sick, your supervisor may allow you to use
sick leave if you would have been too ill to report to work for that day.
If you resign, retire or are dismissed from County employment, you will not be paid
for accrued sick leave. (See End of Employment section.) However, if you retire
under the provisions of the North Carolina Local Governmental Employees’ Retirement
System (NCLGERS), unused sick leave may be added to your service time for benefits
computation.
The former Advance of Sick Leave program was eliminated effective July 1,
2007.
Transfer of Sick Leave
Employees hired or re-employed into a position with benefits after February 5, 2000,
may transfer to the County hour-for-hour their unused sick leave accumulated from
their previous employer, if that employer participates in the North Carolina Retirement
System. The transfer of sick leave is contingent upon the employee having no longer
than a one-year break in the Retirement System and Human Resources receiving sick
leave verification directly from the previous employer. Transferred sick leave can
be used by employees when needed and is eligible to be reported to the Retirement
System at retirement.
Maternity Leave
You may use accrued sick leave for maternity purposes during the period of actual
disability as a result of childbearing and subsequent recovery. When adopting a
child a physician may designate a period of time that is necessary for the care
of the child that would be covered by sick leave. After depleting your paid sick
and annual leave, you may request a leave of absence without pay extending beyond
the period of actual disability resulting from childbirth or upon the adoption of
a child. (See also the Leave of Absense Without Pay and Family and Medical Leave sections.)
Paternity Leave
Paternity leave is protected by the Family and Medical Leave Act (FMLA). See the
FMLA section for details. Sick leave would be used only with
certification from a doctor.
Funeral Leave
You may request a maximum of 3 days of accrued sick leave in the event of a death
in the family. Any additional time off will be charged as annual leave if such leave
is available or sick leave with a doctor’s statement. When there is a death of a
County employee every effort will be made to allow as many employees as possible
to attend the funeral. Leave would normally not be charged.
For purposes of funeral leave, “family member” will normally mean parent, spouse,
child, sibling, grandparent, grandchild or parental guardian of you or your spouse.
Also included are the step and half relationships of the above and people living
within the same household.
Civil Leave
If you are called for jury duty or as a witness for the federal or state government,
you will be entitled to report and serve without any charge to your accrued leave.
You may keep all jury fees received.
Blood Donation Leave
Donating blood is important and your supervisor will normally permit you to take
a reasonable amount of time off with pay to perform this community service. Back to Top
UNPAID LEAVE
LEAVE OF ABSENCE WITHOUT PAY
When all leave is exhausted, you may submit a written request to your Department
Head for a leave of absence without pay for a specified period of time up to 6 weeks.
Your request must include a statement of your intention to return to work by the
end of your leave of absence. A leave of absence without pay may not be requested
or taken on an intermittent basis. This is in addition to the 12 weeks of protected
leave (with or without pay) discussed in the section on FMLA. This leave of absence
would be for reasons of personal or family illness, maternity or paternity leave
or completing education. A 2-month leave of absence is given to public health nurses
who regularly work 10 months a year.
Requests for reasons other than those listed above must be approved by the County
Manager and will only be granted for reasons deemed in the best interest of both
you and the County. Your job will be held for you during an approved leave of absence.
Failing to return to work at the end of the granted leave will be considered a voluntary
resignation.
Any employee in a position with benefits may request a leave of absence without
pay. Your request will be granted if it is reasonable for your department to manage
the workload in your absence. If the request is denied and you are unable to return
to work this will be considered the end of your employment with Forsyth County.
If you are re-employed at a later date, you will receive credit for previous service.
(See the
Re-employment section.)
No benefits are accrued (e.g. paid sick and annual leave, holidays, retirement)
during an unpaid leave of absence.Contact the Human Resources Department to arrange
for continuing your health, dental and life insurance by paying 100% of the premium
rates (including any portion that Forsyth County now pays for you.) Upon your return
to work, your evaluation date and service date will be adjusted to reflect your
leave. Back to Top
PARENTAL SCHOOL LEAVE
All Forsyth County employees who are parents or guardians of, or who act as parents
to, a school-age child have always had the right to request annual leave to attend
or otherwise be involved in that child’s school. North Carolina law also allows
for up to four hours of unpaid leave a year for this purpose. If you choose to have
unpaid leave for this purpose, you would put the hours in the column for unpaid
leave on your time sheet. Under unusual circumstances, your supervisor may need
to deny the requested leave if your absence at that time would adversely affect
your department’s operations.
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MILITARY LEAVE
If you participate in the armed services you will be granted a leave of absence
without pay during such participation and will be treated in accordance with state
and federal law, including but not limited to the Uniformed Services Employment
and Reemployment Rights or its successor. You have the option to use accrued annual
leave instead of leave without pay for the duration of such military time. You will
need to provide the County with a copy of the orders requiring your military service.
If you are called to military service, other than routine training and you do not
have (or choose not to use) accrued annual leave, you shall be eligible for additional
military benefits, some of which are more generous than required by law. These include:
Supplemental compensation
Health insurance premiums the same as active employees
Dental insurance premiums the same as active employees
Continued basic life insurance paid by the County
Credit for the time spent in military service for annual leave accrual purposes
Credit for the time spent in military service for retirement purposes
Law enforcement 401(k) contribution with honorable discharge
FAMILY AND MEDICAL LEAVE
FMLA requires employers to provide up to 12 weeks of paid or unpaid, job-protected
leave to eligible employees for certain family and medical reasons. Employees are
eligible if they have worked for Forsyth County for at least 12 months and at least
1250 hours during the previous 12 months. The FMLA permits, and Forsyth County requires,
that while utilizing FMLA leave employees exhaust all accrued paid sick leave consistent
with current County policy and all annual leave and holiday leave, as applicable,
prior to using any unpaid leave. Employees are not required to use compensatory
time. All leave (paid or unpaid) taken for FMLA reasons will count toward the employee’s
annual FMLA leave entitlement. In determining how much remaining FMLA leave an employee
has, Forsyth County looks at your usage in the previous 26 pay periods.
Forsyth County has the right to ask questions of you when you are absent from work
to identify if the leave is protected by the Family and Medical Leave Act of 1993
(FMLA). All leave that qualifies will be recorded as protected time. You will complete
and sign FMLA leave time sheets as well as regular time sheets during your absence.
Reasons for Taking
FMLA leave will be granted for any of the following reasons:
To care for the employee’s child after birth, or placement of a child with an employee
for adoption or foster care (Sick leave can only be used for the period of disability
designated by a doctor.)
To care for the employee’s spouse, son or daughter (up to age 18 unless disabled),
or parent, who has a serious health condition
A serious health condition that makes the employee unable to perform his/her job
To care for the employee’s spouse, son, daughter, parent or next of kin who is a
covered service member recovering from a serious illness or injury sustained in
the line of duty and while on active duty (up to a total of 26 workweeks of leave
during a single 12-month period).
Advance Notice and Medical Certification
The employee shall provide advance leave notice and medical certification. The leave
request may be denied if the following requirements are not met:
The employee shall provide 30 days advance notice to his/her Department Head when
the need for leave is foreseeable. If unable to give 30 days notice, the employee
shall provide notice as soon as practical.
Forsyth County requires acceptable medical certification to support a request for
leave because of a serious health condition or birth or adoption of a child. Medical
recertification may be required every 30 days. In certain cases, the County may
require a second or third opinion of a health care provider at County expense.
Forsyth County may require the employee to provide a fitness-for-duty certification
to his/her Department Head prior to returning to work if the leave involves an employee’s
serious health condition.
Job Benefits and Protection
You will not be penalized for absences which are FMLA-qualified or for any decreases
in productivity that result directly and solely from taking FMLA-qualified leave.
For the duration of the FMLA leave, Forsyth County will maintain your health insurance
coverage under the employee group health insurance plan so long as you meet your
obligation for payment of premiums. You will pay the employee portion of your insurance
premiums: (1) through normal payroll deductions while on paid FMLA leave; and/or
(2) by direct payment to the County during any period of unpaid leave. Direct payments
are due in the Human Resources Department by the 20th of each month to pay for the
next month’s coverage.
With certain exceptions, upon return from FMLA leave, you will be restored to your
original position or to an equivalent position with equivalent pay, benefits, and
other terms and conditions of employment. Any unpaid employee insurance premiums
will be deducted from your paycheck.
The use of unpaid FMLA leave will not result in the loss of any employment benefit
that accrued prior to the start of FMLA leave.
While on FMLA leave, you are required to contact your supervisor at least once per
month and indicate your intention to return to work as scheduled.
If you do not return to work at the end of the FMLA leave period for any reason
other than your continuing serious health condition, you will need to reimburse
the County for all insurance premiums paid by the County on your behalf during the
unpaid portion of the FMLA leave.
End of FMLA Protected Leave
If you exhaust all FMLA protected and/or paid leave and are still unable to return
to work, you may request up to a 6-week leave of absence through your Department
Head. (See the Leave of Absence Without Pay section.) If you
do not request a leave of absence without pay or if the leave is not granted, the
last day of FMLA or the last day of paid leave, whichever is later, will be considered
the last day of your employment and your separation will be considered a voluntary
resignation. COBRA benefits will be offered. (See the COBRA
section.) At any point in the future, past employees are welcome to apply for openings.
If selected for re-employment, credit will be given for previous service. (See the
Re-employment section.)
SHARED LEAVE PROGRAM
The Shared Leave Program provides an opportunity for County employees to share and/or
receive leave donations during periods of prolonged absences from work due to a
catastrophic medical condition, resulting in exhaustion of all paid leave.
In cases of a catastrophic medical condition, you may apply for leave donations
from other County employees and/or from the shared leave “bank.” Consenting employees
may agree to have leave donations transferred from their accumulated sick, annual
and/or holiday leave balances to the sick leave account of an employee who has been
approved by the Shared Leave Committee or to the leave “bank.” Coercion and/or intimidation
are prohibited, and should be reported to the Human Resources Director. Administration
of this program will be by the Shared Leave Committee and there is no right to appeal.
The Shared Leave Program is employee to employee and is being offered in addition
to the benefits provided by the County. Shared Leave is not “accrued” or “earned”
under this program. All full-time and part-time employees with benefits who have
been employed with the County for the previous 12 months are eligible for this program.
Definitions Catastrophic Medical Condition: A non-job related illness/injury that is
extremely serious, totally incapacitating, or life-threatening and for which the
employee anticipates being absent from work for at least six weeks.
Immediate Family Member: Immediate family member includes parent, spouse
and children.
Shared Leave Bank: A holding account for leave. Leave can be donated directly
to this account by employees to unnamed recipients. Excess leave donated to individuals
and unused leave is also deposited into this account. Donation drives to the Shared
Leave Bank will be held periodically.
Direct Donations: Leave donated from an employee to a qualifying named recipient.
Shared Leave Committee: A committee of 7 voting members from various County
departments whose job is to review applications for Request to Receive Donated Leave
and to administer the Shared Leave Program. The Benefits Analyst from Human Resources
will be a non-voting permanent member of the committee.
Terminating employment: Ending employment for any reason.
Recipients may request shared leave donations for a catastrophic medical condition
when they anticipate being absent from work for at least six weeks. The catastrophic
medical condition can be the employee’s own or for their immediate family member.
All applications to receive shared leave must first be submitted to the recipient’s
Department Head for his/her comments before forwarding to the Human Resources Department.
The employee’s completed shared leave request must be delivered to the Human Resources
department prior to the exhaustion of paid or unpaid leave.
The Recipient’s current performance must be at an acceptable level (meets expectations
or higher).
Recipients must exhaust all paid leave (sick, annual, holiday, and compensatory
time) before receiving leave from direct donation or from the Shared Leave Bank.
The application process can be started prior to the actual depletion of leave.
A
Request to Receive Donated Leave form must be completed. If the Recipient is
unable to complete the application, their supervisor may do so upon verbal permission
of the employee. No medical information can be released without the signature of
the Recipient.
A Recipient who does not receive adequate leave from direct donations may be eligible
for leave available in the Shared Leave Bank.
A Recipient may not receive more than 4 months donated leave per occurrence.
Upon returning to work or terminating employment, any unused leave received under
this policy will be removed from the Recipient’s sick leave account and placed in
the Shared Leave Bank. The Recipient will be able to retain any sick or annual leave
accrued in their account while on paid leave.
Donor
Employees donating leave must maintain a combined balance of 12 days of annual and
sick leave (not to include holiday time).
Sick, annual and/or holiday leave may be donated to a qualifying named recipient
or to the Shared Leave Bank. Leave must be donated in one-hour increments.
A Donor Information Sheet must be completed. A specific form has
been designed for this purpose.
Direct donations in excess of requested leave will be deposited in the Shared Leave
Bank.
Terminating employees may donate annual leave, but are not eligible to donate sick
leave.
This policy and all required forms are available on the Human Resources web page
under policies. Back to Top
OTHER BENEFITS
Wellness Programs
Healthkick
The Forsyth County Department of Public Health administers a wellness program called
“Healthkick” for County employees. The wellness program includes an exercise incentive
plan, lunchtime seminars and discounts to various local health clubs. A committee
made up of volunteers from various County departments meets regularly to plan special
fitness events and to provide input into the wellness program. A quarterly wellness
newsletter and periodic information about Healthkick events are sent to all employees.
If you are interested in volunteering or have questions about Healthkick, contact
the Wellness Coordinator at 703-3216.
Wellness Screening and Health Risk Assessment
Because Forsyth County is committed to helping employees take charge of their health,
the County offers a voluntary, free and confidential Wellness Screening and Health
Risk Assessment (HRA) for employees participating in the County’s health insurance.
The Wellness Screening includes:
- Height, weight and blood pressure
- a blood test to determine risk factors for heart disease, stroke, and diabetes
The Health Risk Assessment is a health survey that you complete online. After you
complete the Health Risk Assessment, you will receive an easy-to-read, comprehensive
report with your laboratory results, descriptions of tests, and healthy tips. This
information will be mailed to your home address and your individual results will
not be shared with the County.
Employees who complete both the Wellness Screening and Health Risk Assessment (HRA)
will receive a discount to their bi-weekly health insurance premium once the screening
process has been finalized. Employees hired after the screening cutoff or employees
who declined to participate will have the opportunity to participate during the
next screening.
Your Confidentiality is Assured
All information gathered in the screening and the laboratory report is personal
and confidential, as protected by federal law. Forsyth County will not have access
to your individual results. We value your privacy and understand its importance.
There are many steps in place to assure confidentiality. For more information, contact
Human Resources at 703-2400.
Deferred Compensation
Forsyth County offers 2 different plans which are designed to help you save systematically
and conveniently to supplement your retirement income.
The plans offered are the State 401(k) and the Nationwide Retirement Solutions (NRS)
457. The 401(k) and 457 plans are regulated by separate sections of the IRS Code
and, therefore, have some differences. However both plans offer you the opportunity
to shelter contributions and earnings from taxes until you withdraw the funds at
retirement or when you leave employment.
You may enroll in or make changes to your 401(k) and/or 457 plan at any time during
the year. More detailed information about enrollment in each of these plans is available
from the Human Resources Department. As of December 1, 2002, we no longer allow
enrollment into the ICMA 457 plan.
Once enrolled, you may contact your plan directly at:
401(k) Plan
ICMA 457 Plan
NRS 457 Plan
1-800-722-4015
1-800-669-7400
1-877-677-3678
Social Security
Forsyth County participates in Social Security and matches your mandatory contributions.
Social Security is the nation’s basic method of assuring a continuing income for
you and your family when earnings stop or are reduced due to retirement, disability
or death. Social Security payments are not intended to replace all lost earnings
and should be supplemented by retirement plans, deferred compensation plans, personal
savings, investments and insurance. Forsyth County will take precautions to protect
the privacy of your social security number and will only require that you provide
it where there is a valid business need.
Further information can be obtained by visiting the Social Security Website or calling 1-800-772-1213.
Workers' Compensation
As required by the North Carolina Workers’ Compensation Act, Forsyth County provides
Workers’ Compensation insurance for all employees. Forsyth County has a self-insured
Workers’ Compensation program that provides coverage for lost wages and medical
costs defined as “reasonable and necessary” for work-related injuries and illnesses.
The schedule for wage replacement benefits is established annually by the North
Carolina Industrial Commission.
Work related claims should not be filed under the County’s regular group health
plan. If you are injured at work or become ill as a result of your work, follow
these procedures:
Notify your supervisor immediately.
Complete the Employee Injury/Illness Report form within 24-hours. If you
cannot complete the form, your supervisor shall complete it for you.
If medical assistance is necessary, the employee must go to an approved Primary
Care Provider. Medical care by other than an approved provider will not be covered.
If the injury occurs after hours, the injured employee should go to Baptist Medical
Center. In the case of serious or life threatening injury, the employee should be
sent directly to the nearest emergency room.
The Primary Care Provider must authorize all additional medical treatment and all
referrals to an approved specialist.
If you lose time from work as a result of an eligible work-related injury or illness
you will receive a weekly benefit payment, based on your earnings, subject to the
following:
Worker’s Compensation pays approximately 2/3 of an employee’s lost wages if the
injury or illness requires an absence of work for eight or more days. No compensation
is allowed for the first seven days except the benefits provided for approved medical
or surgical treatment.
The employee who is absent from work as authorized by the treating physician may
use available sick or annual leave during the seven day waiting period.
The employee who is working and/or on restricted duty and is receiving medical care
for a work related injury or illness must use sick or annual leave for time away
from work for doctor visits or treatment appointments.
Beginning on the 8th day of absence, you may elect to supplement your Workers’ Compensation
benefits with paid sick or annual leave, up to but not exceeding your normal salary
before the injury.
Return to Work Program for Injured Persons
The County has an active Return to Work Program to benefit employees with a work-related
injury resulting in a temporary disability. The Return to Work program is designed
to provide temporary, transitional duty assignments, consistent with the Primary
Care Provider’s recommendations, to promote quick recovery, improve morale and allow
the injured worker to earn their normal wage.
Return to work transitional duty assignments are coordinated by the Risk Manager
and the employee’s supervisor who strive, whenever possible, to have the employee
returned to their normal work unit with appropriate modifications or may place the
employee in another temporary assignment.
Tuition Reimbursement
The County has a tuition reimbursement program to assist you in furthering your
education and expanding your skills. Financial assistance is generally available
to cover courses that will improve your present job skills or enhance your potential
for advancement.
This program is not designed for those who wish to undertake a complete program
of study leading to an undergraduate or other degree. Courses that are not job-related
or are primarily avocational will not be approved. Therefore, reimbursement consideration
will be given on a course-by-course basis and not based on a general curriculum
or educational program.
The County will pay 100% of the first $400 per employee per fiscal year. Reimbursements
will be limited to actual costs for registration, tuition, books and supplies. Reimbursement
can only be made for successful completion (grade "C" or better). Original receipts
are required to qualify for reimbursement.
If tuition reimbursement requests exceed the budgeted funds, disbursements will
be made on a first-come, first-served basis. Therefore, it is possible to reserve
funds before you take the course by submitting a Request for Tuition Reimbursement form to the Human Resources
Department.
After the course is completed, a reimbursement request should be submitted on the
Request for Tuition Reimbursement form along with a grade report and all original
receipts for payment of expenses incurred. Additional information and forms are
available from the Human Resources Department.
Training
Just as the many functions of County Government are diverse, so are the training
needs of County employees. For this reason, the assessment of training needs and
program planning to meet these needs is handled at the departmental level when possible.
If you have an interest or need to participate in a developmental program that is
relevant to your present or future responsibilities with the County, discuss this
with your supervisor.
The Human Resources Department periodically conducts or sponsors training programs
that are of a general nature or applicable to employees in more than one department.
Information about these programs is provided through Department Heads.
Service Awards
The Forsyth County Commissioners and the County Manager demonstrate appreciation
to full-time employees who have completed landmark years of service by presenting
them with a service award.
Active full-time employees as of December 31st of each year who complete 10 years
of service during that year and every five years thereafter, will receive a service
award of their choice and are honored at a luncheon. Employees who retire during
the year and complete the landmark years of service will also receive a service
award of their choice and are honored at the luncheon.
Employee Assistance Program
Few of us escape serious personal problems during our lifetime. These problems can
harm us personally, affect job performance and impact our service to citizens.
Forsyth County recognizes that some problems require professional help and therefore
contracts with REACH Employee Assistance Program (EAP) to provide confidential,
professional assistance to employees and their families. Examples of situations
for which you may need assistance include depression, alcoholism, drug abuse, emotional
crisis, marriage and family problems, and financial and legal problems. There is
no charge for services provided by the EAP. If the problem requires long-range treatment
or therapy, the EAP counselor will refer you to affordable services in the community.
You and your family members become eligible for participation on your first day
of employment. You or your family member may contact the EAP counseling office by
calling 748-0830 or 1-800-950-3434 to make an appointment for a confidential session.
Your Department Head or your supervisor may make an appointment for you when personal
problems are adversely affecting your job performance. They will then be told only
whether or not you kept the appointment and whether you are following through with
recommended treatment, if applicable.
You will not be charged leave for the initial visit to EAP, providing you are willing
to tell your supervisor that you have scheduled the appointment. Subsequent appointments
would require the use of sick or annual leave.
Forsyth County’s contract with REACH includes internet resources on work and family
issues. For instructions on how to access this information, click here. These instructions allow you to access these
resources from both County and non-County computers. If you would like more information
on the EAP, feel free to contact the Human Resources Department, the EAP office,
or ask your supervisor.
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EMPLOYEE SERVICES
Credit Union
The Forsyth County Employees’ Credit Union is a state-chartered savings and loan
institution established for the employees of Forsyth County, CenterPoint Human Services,
and the Airport Commission of Forsyth County. The Credit Union is sponsored by Forsyth
County and operates under the supervision of the North Carolina Credit Union Administration
and the National Credit Union Administration. A seven-member Board of Directors
elected by the Credit Union members establishes Credit Union policy. Savings accounts
are insured up to $100,000 by the National Credit Union Administration, an agency
of the United States Government.
Full-time and part-time employees with benefits of the above agencies and their
spouses, children and parents are eligible for membership. Prospective members may
call or come by the Credit Union for membership applications. New members must pay
a $1 membership fee and either make a $50.00 deposit to Regular Shares or sign up
for a payroll deduction of at least $10.00 per pay period. A $50.00 minimum balance
in Regular Shares is a condition of membership and a requirement for other services.
The Credit Union offers a variety of services and benefits to its members, including:
Competitive loan rates (Members are eligible to apply for a loan thirty days after
joining the Credit Union.)
Competitive rates on savings accounts
Holiday Share Accounts, Jr. Super Shares, Sr. Super Shares and Certificates of Deposit
Twenty-four hour access to account information through an audio response system,
FCCU24 Phone Teller, and internet access through FCC24 Internet at http://www.forsythccu.com
The Credit Union is located in the Liberty Street Plaza building. Member business
hours are 9:00 a.m. to 2:00 p.m., Monday through Friday. Thirty minutes of free
parking in the Liberty Street Parking Deck is provided with ticket validation.
U.S. Savings Bonds
You may purchase U.S. Savings Bonds conveniently through payroll deduction. You
may begin a Savings Bond deduction or change an existing Savings Bond deduction
at any time during the year. U.S. Savings Bonds earnings are exempt from all state
and local taxes. Under certain circumstances, the earnings are also exempt from
federal taxation when used to purchase higher education. More detailed information
is available from the Human Resources Department upon request. View/Print a Savings Bond Action Form.
United Way
Because of the valuable service the United Way provides to the citizens of Forsyth
County, the County sponsors an annual United Way fund drive. You may make voluntary
contributions to the United Way through payroll deduction.
Arts Council
In support of the cultural arts in our community, Forsyth County allows employees
to authorize payroll deductions for contributions to the Arts Council.
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