- Group Health Insurance
- Long Term Disability
- Short Term Disability
- Wisconsin Retirement System (WRS)
- Group Life Insurance
- IRS Section 125/129 Flexible Spending Plan
- Deferred Compensation
- Employee Assistance Program
- Paid Time Off
- Vacation Time - Public Safety Employees Represented by WPPA
- Sick Time - Public Safety Employees Represented by WPPA
The County also offers full time employees an Open Enrollment period annually to allow employees to switch plans, enroll in a new plan, or add dependents to a current plan.
Upon termination from the County, employees and their spouse/dependents may be eligible to continue their health insurance coverage under the same plan by the covered person(s) by paying the full cost of the premium under the provisions of the Consolidated Omnibus Reconciliation Act of 1986 (COBRA).
Eligible Regular Status County employees are mandated to participate in the long term income protection plan. This plan provides payment of up to 60% of the covered employee annual wages (maximum caps are specified in the plan). Employee premiums are determined by his or her accrued and unused paid time off balance. This benefit is generally available the first day of the month following date of hire.
This benefit is voluntary for employees covered under the WPPA Collective Bargaining Agreement.
This benefit is not available for employees covered under the WPPA Collective Bargaining Agreement.
In order to qualify for participation in the Wisconsin Retirement System, employees hired after July 1, 2011, must normally work at least 1,200 hours annually. Employees who are regular status (1200 hours or greater each year) are mandated to participate starting on their date of hire. The County and employees are required to pay “one-half of the actuarially required contributions.” Employee contributions are pre-tax.
The percentage of contribution made each year is set by the State Retirement Board of Trustees. The percentage varies each year according to the category of job the employee holds.
The amount of insurance an employee may purchase directly correlates with the employees estimated wages. The premium paid for the policy is determined by the employee's age. There is also an opportunity to cover the employee’s spouse and/or dependent children under the Life program.
All regular status employees are eligible to participate in the County’s Flexible Spending Plan. This benefit allows the employee to set aside tax exempt dollars each pay period to pay for uninsured medical expenses, and/or child care. An employee may defer up to $2,500 each year for medical expenses, and $5,000 each year for dependent care expenses. Once elected, the flex plan will start for an employee on the first of the month following a 30 calendar day waiting period.
There may be circumstances the employee experiences called “Qualifying Events” requiring an employee to make a change to their flex plan. Qualifying Events include marriage, divorce, legal separation, birth, death, or child losing eligibility to be a dependent. In these situations, it is the employee’s responsibility to notify the Human Resources Division within 30 days of the “event” in order to be given the opportunity to make changes on the plan. Events that are reported after the 30 day window will not be allowed to make changes at that time.
The County also offers employees an Open Enrollment period once a year to allow employees to re-enroll in this benefit for the next calendar year.
Once funds are authorized for payroll deductions, the employee must spend the full amount on accrued expenses that occur within the plan year (calendar year). There is no payback or carryover of unspent funds.
Under Section 457 of the IRS Code, an employee may defer a dollar amount to an established plan (there are maximum limits set by the Code). Because participation is handled through a payroll deduction, the employee’s taxable income is reduced by that amount each pay period.
The County provides access to two voluntary non-profit deferred compensation plans (ICMA and NACo). Each organization has a representative to assist the employee in determining investment options. Participation is limited to regular status employees. The benefit can be initiated by the employee at any time during their employment with the County. There is no County contribution to this benefit.
This benefit is not available to employees covered under the WPPA Collective Bargaining Agreement.