<div dir="ltr"><div style="font-size:12.8px"><b>Hello all!</b></div><div style="font-size:12.8px"><b><br></b></div><div style="font-size:12.8px"><b>My sincere apologies to all in my delay getting this compilation out to everyone. I've included the responses and contact information I received to my original post.</b></div><div style="font-size:12.8px"><b><br></b></div><div style="font-size:12.8px"><b>Albion District Library has in the past and will continue in 2016 to offer a Blue Cross/Blue Shield of Michigan Silver $2,000 Plan to our 5 full-time employees at 80% coverage by the Library and to eligible spouses and dependents at </b><b>50% coverage by the Library</b><b>. By offering the plan, which meets the "affordable" guideline of the ACA, spouses and dependents without other coverage are obligated to take it or lose any available subsidy. This has proved upsetting to some of our employees, because it meant that they couldn't choose a less expensive plan that might be more affordable to them. We felt it was generous to offer 50% for non-employees. </b></div><div style="font-size:12.8px"><b><br></b></div><div style="font-size:12.8px"><b>We offer a compensated opt-out plan, but only to employees who have <span class="">insurance</span> available to them by another avenue, usually a spouse's<span class="">insurance</span>, and who opt out their entire family. We do not offer an opt-out stipend to employees who only opt out their spouse or dependents. We have an spousal <span class="">insurance</span> verification form that we use, and I can make that available to any who would like it. </b></div><div style="font-size:12.8px"><b><br></b></div><div style="font-size:12.8px"><b>We considered the BCBS Suite Option, which is new this year. The employer chooses one suite of four. Each includes four options. Your employees to choose which plan of the four in the suite that their employer has selected that they'll use for themselves and any covered spouses and dependents. You can use a percentage or dollar amount that you contribute, but it must be uniform. This was the element that broke this as an option for us. We have some employees that are very young and some that are near retirement. No matter which one we picked, it wouldn't be a cohesive and consistent an option depending on the employee or the plan they chose. </b></div><div style="font-size:12.8px"><b><br></b></div><div style="font-size:12.8px"><b>Please note that I did receive feedback from our attorney that it is against the law for district libraries to opt out of the 80/20 rule for municipal employees contributing to their own <span class="">insurance</span>. If any of you are in that situation, it may be worthwhile to double-check that with your attorney to make sure your benefits are in line with the current law. </b></div><div style="font-size:12.8px"><b><br></b></div><div style="font-size:12.8px"><b>Hope this helps. </b></div><span class="im" style="font-size:12.8px"><div><b><br></b></div><div><div class="gmail_extra"><div dir="ltr"><div dir="ltr"><b>Cynthia Stanczak</b><div><b><span style="font-family:arial">Interim Director</span><br>Head of Adult Services<br>Albion District Library<br>501 S. Superior St.<br>Albion, MI 49224<br><a href="tel:%28517%29%20629-3993" value="+15176293993" target="_blank">(517) 629-3993</a></b></div></div></div></div></div><div><b><br></b></div><div><b>Albion District Library: Transforming Minds, Changing Lives. Online at <a href="http://www.albionlibrary.org/" target="_blank">www.albionlibrary.org</a>, or find us on Facebook! </b><br></div><div><br></div></span><div style="font-size:12.8px">______________________</div><div style="font-size:12.8px"><br></div><div style="font-size:12.8px"><div>The library provides health, vision and dental <span class="">insurance</span> to FT employees -- FT is considered anyone over 30 hrs. (there are only 2 of us). No benefits to spouses or children. FT pay 20% of health only. $1000 deductible, employee pays first $250, library picks up the $750, We have Priority Health, Lincoln Dental (and Lincoln also for disability and life <span class="">insurance</span>) and VSP for vision. We've been using Creative Benefits out of Muskegon for years to negotiate the best deals for us.</div><div> </div><div>Susan Wess, M.L.I.S.</div><div>Director</div><div> </div><div>151 Wabash St.</div><div>Milan, MI 48160</div><div><a href="tel:734.439.1240" value="+17344391240" target="_blank">734.439.1240</a></div><div><a href="tel:734.439.5625" value="+17344395625" target="_blank">734.439.5625</a> -- FAX </div><div><br></div><div>_____________________</div><div><br></div><div>We offer a benefit credit of $5300 and take life <span class="">insurance</span> out of that, which leaves about $5000 for staff to pay for health <span class="">insurance</span> or put into a 457B. We currently still sponsor a plan- Gold level from BCN- and that amount of money covers staff differently depending on how old they are now that all plan are priced by age. It covers the whole cost for younger staff, only about half for older ones. We only have two staff persons still needing our plan so are considering just giving them the money to spend in the Marketplace next year. We would be interested in what others doing.</div><div>-- </div><div>Linda Ballard</div><div>Interim Director</div><div>Chelsea District Library</div><div><a href="tel:734-475-8732" value="+17344758732" target="_blank">734-475-8732</a></div><div><br></div><div>_____________________<br></div><span class="im"><div><br></div><div>We've kept a decent BCBS plan for full time staff and their families. (Total went down .17% for 2016--woo hoo!) Staff used to pay 10% but we went up to the 20% a couple of years ago, and with the increase last year went up to 22.51% (the cost of the total increase for 2015). Vision is included with the BCBS, and we do have Delta Dental as well, with a 10% premium percentage for staff.</div><div><br></div><div>The plan we have has an HRA component, so we pay $1500 for their deductibles. (It used to be the total cost of the out-of-pocket so this is great! And it's all we're allowed to pay by law, I understand.) </div><div><br></div><div>If you get someone who moved to stipend-based, I'd like to hear about it as it's an option we're considering.</div><div><br></div><div>And no, staff was NOT happy with our changes but we did keep a very good plan. It's just costing them more--well, those above a certain age. The younger ones are benefitting from the new method of calculating premiums.</div><div><br></div></span><div>Melissa Malcolm <<a href="mailto:director@lib.lapeer.org" target="_blank">director@lib.lapeer.org</a>></div><div><br></div><div>____________________</div><span class="im"><div><br></div><div>We continue to look at this every year. We just got our renewal information last week. For this current year, we are on the 80/20. I don’t know what the board will decide for the coming year, but with the individual level pricing, 80/20 seems to be the most fair to everyone.</div><div> </div><div>Karen Knox</div><div>Director</div><div>Orion Township Public Library</div><div>825 Joslyn Road</div><div>Lake Orion, MI 48362</div><div><a href="tel:%28248%29%20693-3000%20x305" value="+12486933000" target="_blank">(248) 693-3000 x305</a></div><div><a href="mailto:kknox@orionlibrary.org" target="_blank">kknox@orionlibrary.org</a></div><div><br></div></span><div>____________________</div><span class="im"><div><br></div><div>We have 12 staff members and only 2 are full time and offered <span class="">insurance</span>. The library funds both plans at 100% and the plans cover the employee only- not family. We do not cover any deductibles. We also offer vision and dental-those rates are fairly reasonable. We opt out of the employee contribution rate.</div><div><br></div><div>I think the higher the rates go, the response will continue to be to hire workers part time to avoid having to pay for <span class="">insurance</span> (as has been the trend in libraries for years now). And believe me I don't like that trend, I would prefer to have more full time staff with benefits because it undercuts the profession not to. That being said, the Branch Manager position does not require a college degree. Only my position requires the MLIS. Also, I don't think there is a requirement to pay for employees <span class="">insurance</span> at all even if they are full time? At least if you are under 50 employees. Not that I would go that direction but I don't think it is required.</div><div><br></div><div>Thank you,</div><div><br></div><div>Jami Cromley</div><div>Director</div><div>Community District Library</div><div><a href="tel:989-743-3287" value="+19897433287" target="_blank">989-743-3287</a></div><div><a href="http://www.mycdl.org/" target="_blank">www.mycdl.org</a></div><div><br></div></span><div>____________________</div><span class="im"><div><br></div><div>We have the 80/20 set up for <span class="">insurance</span> here. Library pays 80% and staff pays 20%. There is no buy out offered if you decline the <span class="">insurance</span>. Only those who are full time receive the option of health <span class="">insurance</span> and we only have 2 full time staff; all other staff will be part-time hours only.</div><div> </div><div>We get our <span class="">insurance</span> through the township’s plan but the Library Board does review the costs each year and review options but currently choose to keep it the 80/20 through township’s plan.</div><div> </div><div>BillieJo Bluemer</div><div>Library Director</div><div>Rauchholz Memorial Library</div><div>1140 N Hemlock Rd</div><div>Hemlock MI 48626</div><div><a href="tel:989-642-8621" value="+19896428621" target="_blank">989-642-8621</a></div><div><a href="mailto:billiejo@rauchholzlibrary.org" target="_blank">billiejo@rauchholzlibrary.org</a></div><div><br></div></span><div>____________________</div><span class="im"><div><br></div><div>Remember you cannot give a stipend and let staff buy health <span class="">insurance</span> on the federal exchange. That is against the law. See attached document. </div><div><br></div><div>If you have less than 50 employees you do not have to provide health <span class="">insurance</span>. Of course it may be hard tor recruit new staff. </div><div><br></div><div>I think what everyone has done is raise employee contribution to premium and decreased benefits to keep it affordable. Unfortunately as some point you have a pretty bad health plan. </div><div><br></div><div>Some libraries may have gone around the law prohibiting stipends and gave staff raises instead for them to have more money to buy health <span class="">insurance</span>. This would be taxed though. And check with an attorney, if caught circumventing the law you could have big fines with raises. So this is iffy. </div><div><br></div><div>Sandra Wilson </div><div>Lakeland Library Cooperative Director </div><div><a href="mailto:sandra@llcoop.org" target="_blank">sandra@llcoop.org</a> </div><div><a href="tel:616-559-5253%20x201" value="+16165595253" target="_blank">616-559-5253 x201</a> </div><div><a href="tel:616-559-4329" value="+16165594329" target="_blank">616-559-4329</a> FAX </div><div>4138 Three Mile Rd. NW </div><div>Grand Rapids, MI 49534 </div><div><br></div></span><div>____________________</div><span class="im"><div><br></div><div>Canton Public Library does continue to offer <span class="">insurance</span> to our 16 full-time employees for single, two-person, and family coverage. We used to have several plans to choose from, but now we offer just one healthcare plan, Healthy Blue Living from BCBSM. The library complies with PA 152; we pay 80% of the premium and employees pay 20% through payroll deduction. Deductibles and copays are the employee’s responsibility, though we do offer an optional flexible spending account (125 plan) through BASIC that is funded through employee contributions (no library contributions).</div><div> </div><div>We have optical reimbursement for single, two-person, and families at a maximum of $200 per person per year (we are self-funded)—again, only for the 16 full-time employees.</div><div> </div><div>We offer dental to our 16 full-time employees through Canton Township’s Delta Dental Plan. The Township has a much larger group and so we get good rates as compared to doing it on our own.</div><div> </div><div>As an aside: We use Kapnick <span class="">Insurance</span> in Ann Arbor as our benefit consultant. Dave Huntzicker is our rep. He does an annual analysis and brings us the best options and rates for the medical plan, dental, vision, disability, and employee assistance program. He insures that we are in compliance with all laws and regulations and fills us in on anything coming down the pike. Dave does the open enrollment presentation for staff and answers any questions they have. He is able to explain complexities like the Affordable Care Act and put in context how the library’s healthcare plans stack up against what he’s seeing with other municipalities and governmental units. This helped a lot when we changed our plans. Kapnick has customer service staff who will work with individual employees as they navigate the healthcare coverage bureaucracy and mediate any issues with coverage; this has saved my HR person a ton of time and headache and is a great service. All of this costs us nothing directly, and we are very pleased with Kapnick’s service. I am happy to put you in touch with Dave if you’d like; let me know.</div><div> </div><div>Hope this helps,</div><div>Eva</div><div> </div><div>Eva Davis, Director</div><div>Canton Public Library</div><div>1200 S. Canton Center Rd.</div><div>Canton, MI 48188</div><div><a href="tel:734-397-0999%20x1065" value="+17343970999" target="_blank">734-397-0999 x1065</a></div><div><a href="mailto:davise@cantonpl.org" target="_blank">davise@cantonpl.org</a></div><div><br></div></span><div>__________________</div><div class=""><div id=":2l6" class="" tabindex="0"><img class="" src="https://ssl.gstatic.com/ui/v1/icons/mail/images/cleardot.gif"></div></div><div class=""><span class="im"><div><br></div><div>We do provide health, vision and dental for our full-time staff and their dependents. The library pays the full amount. The employee is responsible for the co-pay costs. It is with Blue Cross/Blue Shield of Michigan. It is not fantastic <span class="">insurance</span>, but we are very grateful that the library pays for it for us.</div><div>Lisa</div><div> </div><div>Lisa Poignant Waskin</div><div>Director</div><div>Superior District Library</div><div>541 Library Drive</div><div>Sault Sainte Marie, MI 49783</div><div><a href="tel:906.632.9331" value="+19066329331" target="_blank">906.632.9331</a> v</div><div><a href="tel:906.635.0210" value="+19066350210" target="_blank">906.635.0210</a> f</div><div><a href="mailto:lisaw@uproc.lib.mi.us" target="_blank">lisaw@uproc.lib.mi.us</a></div><div><a href="http://joomla.uproc.lib.mi.us/SDL/" target="_blank">http://joomla.uproc.lib.mi.us/SDL/</a> </div></span></div></div>
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