1. HUMAN RESOURCES ADMINISTRATION
LISA TOLSON
V.P. of Human Resources
HUMAN RESOURCES ADMINISTRATION

2. Director Compensation/Travel Employee Benefits Healthcare Update
AGENDA
Director Compensation/Travel
Employee Benefits
Healthcare Update

3. DIRECTOR COMPENSATION REVIEW
Policy Compensation of the Board of Directors
Per Diem as established by the Board of Directors, plus travel from the director’s home and out-of-pocket expenses, will be paid to directors when attending board, committee, member, and other meetings or on official Cooperative business.
Regardless of the number of meetings attended in a single day, only one per diem will be paid.
Directors shall be reimbursed for all legitimate expenses for attendance at such meetings upon submission of a detailed expense account, with appropriate receipts attached. No expenses will be paid for spouses of directors accompanying them to meetings. Travel shall be reimbursed by the most reasonable method of travel. Mileage reimbursement, plus toll costs, for use of personal automobile shall be at the IRS standard mileage rate.
Directors are authorized to use the Cooperative’s credit card to pay for authorized expenses incurred while on business.

4. Policy 203 – Continued
The Cooperative will reimburse for reasonable business and/or casual entertainment expenses which meet all standards of ethical business conduct related to special guests invited by the directors.
Reimbursement of expenses will be made on a monthly basis following the meeting at which expense sheets were submitted.
In order to guarantee accommodations, reservations may be made for directors before they are contacted by the Cooperative and any cost incurred for reservations that are subsequently canceled will be borne by the Cooperative. The director will be responsible for any cancellation fees for their spouse. Any cancellation made by the director after confirming attendance that has any cost associated may be billed to the director with the exception of unforeseeable situations.
Legislative Activities: directors are not eligible to receive a per diem if they attend legislative activities

5. DIRECTOR
TRAVEL
PACKET
EXAMPLE

6. Expense Sheet

7. EXAMPLE

8. Airline Schedule
EXAMPLE

9. Hotel Confirmation
EXAMPLE

10. Meeting Registration
EXAMPLE

11. EXAMPLE
Meeting Agenda

12. EXAMPLE

13. Benefit Package Provided by Cooperative

14. Employee Fringe Benefits
Health Insurance
Current Plan:
100% premium for Employee Only
Deductibles:
Employeee - $1,500 in-network / $3,000 out-network
Family - $3,000 in-network / $6,000 out-of-network
Out-of-Pocket:
Employeee - $1,500 in-network / $4,250 out-network
Family - $3,000 in-network / $8,500 out-of-network
Renewal Rate 2.21% increase
HSA - $1,000 contribution
Statewide Average:
Employee 100% (18 Coops)
Dependent Coops
100% 3
90-99% 1
75-89% 4
50-74% 12
1-49% 3
0% 3
Renewal Rate: 5.11% increase

15. Employee Fringe Benefits
Retirement Security (RS)
Current Plan:
100% employee contribution
2018 Contribution Rate = 29.48%
30 yrs or Age 62
1.5% benefit w/Cost-of-living Adjustment (COLA)
Statewide Average:
1.7 % benefit
Formula:
1.5% X Average Salary X Years of Service
Example:
1.5% X $50,000 X 30 = $22,500 annual

16. Employee Fringe Benefits
401k / SelectRE Pension
Current plan:
2% base salary contribution
Statewide Average:
3% base salary
3% matching

17. Employee Fringe Benefits
Life Insurance
Current Plan:
100% premium – coverage includes:
Employee = three (3) times base salary
Spouse = $25,000
Child = $10,000
Statewide Average: Emp = 100% premium (24 coops)
Dep = 100% (5 coops)

18. Employee Fringe Benefits
Long-Term Disability
Current Plan:
100% premium
50% benefit base salary
(not off-set by SSDI)
Statewide Average:
100% - 19
1-89% - 3
0% - 4
Business Travel Accident (BTA)
Current Plan:
100% premium
$50,000 benefit
Statewide Average:
100% - 26 coops

19. Employee Fringe Benefits
Paid Time Not Worked
Current Plans:
Vacation 320 hrs. maximum
Sick 1,040 hrs. maximum
Holiday 9 days annually
Personal 1 day
Statewide Average:
Vacation 295 hrs. maximum
Sick hrs. maximum
Holiday/Personal 10 days annually

20. Employee Fringe Benefits
Current Policy
Pay for unused vacation leave:
100% at termination of employment

21. Employee Fringe Benefits
Current Policy
Pay for unused sick leave:
25% at retirement

22. Employee Fringe Benefits
Current Policy
Pay for unused personal leave:
0% anytime

23. Employee Fringe Benefits

24. Employee Fringe Benefits
5-Year History of Gross Payroll
These figures do not include wages for overtime or time not worked (ex: holiday, vacation, sick, etc).

25. Employee Fringe Benefits

26. Employee Fringe Benefits

27. Employee Fringe Benefits

28. Employee Fringe Benefits

29. Employee Fringe Benefits

30. Employee Fringe Benefits

31. Employee Fringe Benefits
2018:
59.92%
Statewide Average:
71%

32. HealthCare Update Employee Fringe Benefits
Cadillac Tax - Affordable Care Act
Subject to an excise tax Effective – 2018, 2020, 2022
Thresholds projected - $11,200 for single coverage / $30,150 for family
Equal to 40 percent of health benefits exceeding thresholds projected to be indexed to growth in the consumer price index in subsequent years.
Thresholds will be higher for plans with more-expensive-than-average demographics, retirees ages 55 to 64, and workers in high-risk professions.
Applies not only to health insurance premiums, but also to contributions to health saving accounts, health reimbursement arrangements, and medical flexible spending accounts.

33. QUESTIONS