Benefits-At-A-Glance: Board of Supervisors
Elected County Supervisors - Bargaining Unit 17 (BU17)
This information summarizes the most common benefits available to unrepresented employees. For complete listings and details of these benefits, please refer to the current Memorandum of Understanding for this employee association.
Review the Employee Benefits webpage for more details on specific healthcare benefits.
Last Updated as of January 2023.
|Premium rates vary by plan selection
|The County of San Luis Obispo offers comprehensive medical coverage to you and your family, including several options with low co-payments and a no-deductible EPO health plan, along with two dental plan options and vision coverage. Additional ancillary and voluntary insurance options are also available through your County benefits. Several benefit programs are free for employees to participate in, including Talkspace and Carrum Health. For the most up-to-date information on plan offerings, visit the Employee Benefits webpage.
|County Cafeteria Contribution for 2023
Monthly amounts the County contributes towards employees' medical expenses:
EE Only: $975.00
EE+2 or More: $1,475.00
All permanent employees receive a monthly employer contribution toward the cost of their medical, dental, and vision expenses that varies by Bargaining Unit (BU) and dependent enrollment. If the monthly cafeteria contribution does not fully cover the cost of your medical, dental, and vision expenses, you pay your portion of premiums with pre-tax wages.
The cafeteria contribution for part-time employees hired after February 25, 2005 will be prorated based on their hours worked. Enrollment in medical, dental and vision insurance is mandatory for employee only coverage. Employees may be permitted to waive medical insurance by providing proof of enrollment in other employer group medical insurance coverage.
|Basic Life and AD&D Insurance
|Employer-paid $50,000 Basic Life and AD&D Insurance benefit
|The County offers both an employer-paid group life and accidental death & dismemberment (AD&D) benefit to eligible employees by Bargaining Unit (BU) and the option to purchase supplemental coverage for all employees. The County's supplemental Life and AD&D plan through Voya Financial provides coverage for you and your family.
|Long Term Disability Insurance
Employer-paid long term disability benefit
Plan pays 66 2/3% of monthly earnings
|Long Term Disability (LTD) coverage replaces a percentage of lost income (up to a maximum monthly benefit of $10,000) due to an injury or illness that prevents performance of any job functions over an extended duration of time. This policy is designed to coordinate with CA SDI or the County’s Voluntary STD and begin paying benefits when STD coverage ends.
|Short Term Disability Insurance
Plan pays 60% of weekly earnings for up to 12 weeks
Maximum weekly benefit of $1,325
|Short Term Disability (STD) coverage through Voya Financial replaces a percentage of lost income due to an injury, illness, or other disability that prevents performance of any job functions for a limited period of time. The cost of short-term disability insurance is paid by the employee through payroll deductions.
Post Employment Health Plan (PEHP)
Employer-paid, pre-tax contribution: $600 per year
|The Post Employment Health Plan (PEHP) is designed to help you cover the cost of health care after separation from County service. The County contributes $600 per year to your account. After separation of service, the PEHP account can be used to pay qualified medical expenses which are not covered by health insurance. This program is administered by Nationwide.
|Tax Spending and Savings Accounts
Varies by plan selection
$750 annual employer contribution for HSA enrollees
The County offers options for financial accounts to help employees save money on taxes for eligible healthcare expenses. Pretax health savings accounts options include: Healthcare Flexible Spending Accounts, Dependent Care/Limited Purpose FSAs, Health Savings Accounts (HDHP only).
To receive the annual employer contribution of $750, employees must enroll in the HDHP and meet the requirements for HSA eligibility.
|Wellness and Development Program
|Up to $500.00 reimbursement per program year
|This program enables employees to improve their health, well-being, and professional development by empowering them to choose the health and education services which best suit their individual needs. Eligible services include health services, fitness equipment, fitness & recreation programs, home ergonomic equipment, childcare, and professional development.
County-Sponsored Benefits Programs
|Available to employees and their dependents enrolled in County medical insurance
The County offers a wide range of free or minimal-cost benefit programs for employees enrolled in County medical insurance. These include but are not limited to:
- Carrum Health- Surgery benefit at Centers of Excellence
- Hinge Health- Personalized exercise therapy program
- Livongo- Personalized diabetes prevention and management
- Amino- Online resource to find and book in-network providers
- Talkspace- Text-based therapy benefit
|Pension Retirement Plan
To be eligible for pension benefits, employees must be vested after five years of County employment at full-time status.
Proration occurs if you work part-time or when you take leaves of absence.
The County’s pension benefit provides outstanding retirement benefits and represents a large portion of an employee's compensation.
The County's pension is a defined benefit plan that provides a guaranteed monthly pension payment for life (and in most cases continuance for elected beneficiaries) based on your time in service, wages, and other factors. The pension plan is administered by the San Luis Obispo County Pension Trust (SLOCPT), an independent retirement system.
Pension Benefit Formula
Contributions deducted on biweekly basis based on age at hire, tier, and classification
Your defined benefit pension formula varies based on your bargaining unit, pension tier, and membership classification. Membership classifications are Miscellaneous (the majority of employees), Probation, or Safety. You are placed into one of three tiers based on your hire date, either Tier 1, Tier 2, or Tier 3. New hires without any prior public service experience are placed into Tier 3.
|County and Employee Pension Cost-Share Arrangement
Per the current contract agreement:
Holiday for Fiscal Years 2022/23-2024/25- No employee pension contribution rate increases for all tiers
The Pension plan has a 50/50 split cost share arrangement between employees and the County for any pension rate increase as the base agreement.
Additional contribution adjustments are negotiated each contract cycle, including holidays and caps to employee contribution rate increases.
Employer Paid Member Contribution (EPMC)
|Contribution rate: 13.59%
|The County pays the EPMC rate for a portion of the Tier 1 and Tier 2 employee Pension Trust contribution. The EPMC is pensionable for Tier 1 members.
Deferred Retirement Option Program (DROP)
|Available to employees in Tier 1 only
|DROP provides employees who are eligible for retirement the option to continue to work for the County after entering in to Deferred Retirement status and all employee/employer contributions to the Retirement Plan end, during which the employee's Service Retirement Allowance will be paid into a DROP account.
|Health Insurance for Retired Employees
|Monthly County contribution amount: $151.00
|The County offers optional medical, dental and vision plans for eligible retirees in coordination with their Pension benefits. Visit the Retiree Benefits page for the most up-to-date information on available plans.
|Social Security and Medicare (FICA)
Employee and Employer Paid: 6.20% (12.4% total)
Employee and Employer Paid: 1.45% (2.9% total)
|Both the County and employees pay FICA taxes which support federal Social Security and Medicare programs. Employees earning above $200,000 pay an additional 0.9% for Medicare.
Deferred Compensation Plan
457(b) Voluntary retirement savings benefit
|The Deferred Compensation Plan, also known as a 457(b), is a voluntary retirement plan separate from the pension plan, administered by Nationwide. You may elect to save additional money for retirement by contributing a portion of your wages to this plan, with options for contributing funds on either a pre-tax or after-tax basis (also known as the Roth option). With either option, you will be presented with a wide variety of investment options to help grow your savings through investment earnings.
Special Pays and Other Benefits
|$450.00 per month
|Varies depending on job classification
|Teleworking options may be available depending on job classification, position, and individual department policy.
If you have additional questions regarding any of these benefits, current employees can contact their assigned Payroll Coordinator, and prospective applicants can contact Human Resources at (805) 781-5959 or via email at [email protected].