Employee Fringe Benefits
Brunswick County employees are the county’s most valuable asset. Therefore, it is the county’s desire to offer a very rich and generous menu of fringe benefits. Employees should regularly review booklets, brochures, publications, and notices to stay abreast of changes that may affect benefits. The county Human Resources staff are always available to answer benefit questions.
All new employees of the county will be on a probationary period for a minimum of three (3) months, but not to exceed nine (9) months.
Pay Checks and Direct Deposit
Employees are paid on a bi-weekly basis and are required to deposit their paycheck into the bank account of their choice through direct deposit. Funds are available the first banking day following pay day.
Vacation (Annual Leave)
Employees accrue annual leave monthly and may use accrued leave upon approval after the probationary period is completed. There is a maximum accumulation of 240 hours per year. Hours over 240 are converted to a Sick Leave at the end of the calendar year. Years of service transferred from eligible NC Governmental Agencies (written documentation required) and the employee’s work schedule are used to determine the rate of earning.
|Years of Service||Annual Leave Hours Earned Per Month||Days per Year|
|0 but less than 5||8 hours||12 days|
|5 but less than 10||10 hours||15 days|
|10 but less than 15||12 hours||18 days|
|15 years or more||14 hours||21 days|
Employees earn eight (8) hours per month (accumulation is unlimited) – may transfer in accumulated sick leave from other state/local governmental entities in North Carolina (Written documentation required).
Employees earn fourteen (14) hours per calendar year. May use in increments of 15 minutes. Leave is pro-rated as of date of hire in the first calendar year of employment. Petty leave must be used within the calendar year.
Family and Medical Leave Act (FMLA)
The Family and Medical Leave Act of 1993 (FMLA) requires employers to provide up to 12 workweeks of unpaid, job-protected leave to “eligible” employees for qualifying medical and family reasons. Paid leave can be substituted for unpaid leave upon approval. Must be employed with Brunswick County at least 12 months and actively worked 1250 hours in the 12 months prior to the leave request or designation. Please refer to the FMLA Employee Rights Notice enclosed in your benefit packet.
Employee Assistance Program
Provided by The Standard through an arrangement with Bensinger, DuPont & Associates.
Telephone consultation and online access 24 hours 7 days a week. Call 1-888-293-6948 or visit www.eapbda.com. Includes (3) face-to-face assessments and counseling sessions at no cost.
|New Year's Day||Monday||January 1|
|Martin Luther King Jr. Birthday||Monday||January 15|
|Good Friday||Friday||March 30|
|Memorial Day||Monday||May 28|
|Independence Day||Wednesday||July 4|
|Labor Day||Monday||September 3|
|Veteran's Day||Monday||November 12|
|Thanksgiving||Thursday and Friday||November 22-23|
|Christmas||Monday, Tuesday and Wednesday||December 24-26|
Longevity is paid on the payroll in which the employee’s anniversary date falls. Years of service transferred to Brunswick County from other NC Governmental Units (written documentation required) is used to determine rate.
|Years of Service||Longevity Rate|
|5 but less than 10 years||1.00%|
|10 but less than 15 years||1.50%|
|15 but less than 20 years||2.25%|
|20 but less than 25 years||3.25%|
|25 or more years||4.50%|
Retiree Health Insurance
|Hire Date||Service Requirement||Benefits|
|Hired before 12/31/2011|| |
|Hired/Rehired on or after 1/1/2012|| |
|Hired/Rehired on or after 7/1/2015|| |
Retirement Plan – NC Local Governmental Employee’s Retirement System (LGERS)
Employees eligible for full benefits are eligible to participate in the NC Local Governmental Employees Retirement System on the date of employment. Mandatory contribution of 6%. County also contributes to the plan. Vested at 5 years as a contributing member. After one year contributing membership in the system, a death benefit is available if you die while still in active service or within 180 days of your last day of service.
NC 401(k) Plan (Supplemental Retirement Plan)
Employees eligible for full benefits are enrolled in the Pre-tax 401(k) plan upon hire; Brunswick County contributes 5%. Additionally, employees may make additional contributions in the following options:
Traditional Plan (Pre-tax Contribution) – Employees may make pre-tax contributions up to $17,500 in 2014. A minimum of $10.00 per pay period is required for employee contribution. If you are age 50 or older, you are eligible for a catch-up contribution of up to $5,500.
Roth Plan (After-tax contribution) – Employees may opt for additional after tax contributions. The County does not make a contribution to the after-tax plan.
457 Deferred Compensation Plan (Supplemental Retirement Plan)
Any employee may enroll in this voluntary pre-tax supplemental retirement plan offered through Nationwide.
MetLife Life Insurance (Term Life Coverage)
County Paid – Basic Life and AD&D coverage: $10,500 to $24,500 Benefit Amount – determined by salary.
Employee Paid – (Supplemental Term Life) – Must purchase minimum of $10,000 employee coverage before supplemental may be offered to spouse and dependents. Maximum spousal coverage $10,000. Child Coverage: $5,000 to age 19 and age 15 days to 6 months $500. *Written Authorization Required to Change Employee or Dependent Coverage.
Long Term Disability – County Paid
Offered through The Standard Insurance Company. Eligible employees are covered on the first day of the month following the 30th day of employment. Plan has a 180-day elimination period, meaning you must be disabled (as defined by the plan) for a period of 6 months before you can apply for this benefit. Once approved, the plan pays 60% of pre-disability earnings reduced by other sources of income.
Short Term Disability
VOYA (post-tax only) – Paid by the Employee
Optional income replacement benefit plan available to employee only, pending underwriter approval. Plan year: July 1 – June 30.
Flexible Spending Accounts
Medical and Dependent Care – Paid by the Employee
Make voluntary pre-tax contributions to a spending account for reimbursement of medical expenses not covered by health insurance (as defined by the IRS) ($2,400 annual max) and dependent care expenses ($5000 annual max); debit card provided. Plan year: July 1 – June 30.
Effective July 1, 2015, Brunswick County will offer employees a vision benefit program insured through EyeMed Vision Care. In- and out-of-network benefits are available. For a complete list of providers near you, use the provider locator on www.eyemed.com and choose the INSIGHT network.
|Vision Care Benefit||In-Network||Out-of-Network Reimbursement|
|Eye Exam (every 12 months)||$10 copay||$40|
|Standard Contact Lens Fit & Follow-Up||Up to $55||N/A|
|Premium Contact Lens Fit & Follow-Up||10% off Retail Price||N/A|
|Frame Allowance (every 24 months)||$120 Allowance; 20% off balance over $120||$84|
|Lenses (every 12 months):|
|Single Vision||$25 copay||$30|
|Standard Progressive||$90 copay||$50|
|Contact Lenses (in lieu of eyeglasses, every 12 months)|
|Elective Contact Lenses||$120 Allowance; 15% off balance over $120||$120|
|Lasik Surgery||15% off Retail or 5% off promotional price||N/A|
|Discounts Above Allowance||20% (glasses); 15% (contacts)||N/A|
|Multiple Glasses||40% Discount||N/A|
|Employee & Spouse||$10.65|
|Employee & Child(ren)||$11.21|
Universal Life Insurance
Trustmark’s portable Universal Life permanent life insurance is available to Brunswick County employees, their spouses and children. Employees do not have to have coverage on themselves to purchase universal life insurance for their family members.
Universal Life insurance allows employees to adjust their death benefit, cash value and premiums as their financial needs change. Insureds can use Living Benefits during their lifetime.
Critical Illness with Specified Disease (including cancer)
Offered through Voya Employee Benefits, critical illness insurance pays a lump sum benefit amount upon the diagnosis of a covered disease or illness. The money can be used for any purpose, including expenses not covered by the medical plan, lost wages, child care, travel, home health costs, or regular household expenses. There are no medical questions or tests to get coverage.