Paid Time Off(PTO): Regular full-time employees earn paid time off for active full-time service. Employees begin accruing PTO time from their hire date. They will be eligible to take accrued PTO time the pay period following the completion of six months of continuous active service. The table below shows PTO hours earned based on years of service.

When employment is terminated, accrued but unused paid time off will be paid if the employee has completed at least one year of continuous service. Employees who terminate before completing one year of continuous service are not eligible for a PTO pay out.

Catastrophic Time Off:

Catastrophic time off is paid time that eligible employees can use if they need to be absent from work for an extended period of time. CTO may be used for any of the following:

• an employee's own serious and/or chronic health condition
• the birth of a child
• to care for a child, spouse or parent with a serious and/or chronic health condition
• bereavement for an immediate family member

Regular full-time employees earn 24 hours of catastrophic time off each calendar year. CTO can accrue until a maximum of 160 hours is obtained. Accrued CTO is immediately available for qualified absences. Employees will not be paid for unused CTO when they terminate employment.

Medical Benefits: Group health coverage is available to regular full-time employees and their dependents through the County's self-insured plan. If elected, coverage becomes effective the first day of the month following the completion of 90 days of continuous active service. There are two different medical plans offered by the County. These plans are administered by UnitedHealthcare. There is minimal cost to the employee for employee-only coverage.*Vision is included with the medical plan.

Dental Benefits: Regular full-time employees may elect dental coverage for themselves and/or their dependents. Elected coverage becomes effective the first day of the month following the completion of 90 days of continuous active service. The dental plan includes orthodontia benefits.

NOTE: Part-time employees may elect medical and dental coverage, but they assume responsibility for the entire cost of the coverage.

Short Term Disability: The first of the month following 90 days of continuous active service, regular full-time employees may be eligible for short-term disability benefits due to a non-occupational illness or injury. Payment percentage is 67% of gross salary and may continue for up to 26 weeks. There is a 15-day qualifying period before eligibility for payment begins. Collin County pays 100% of this cost - there is no charge to employees for this benefit.

Long Term Disability: The first of the month following 90 days of continuous active service, regular full-time employees may be eligible for long-term disability coverage. If medically unable to work for more than 180 days due to a non-occupational illness or injury an eligible employee may be eligible for long term disability payment of 67% of gross salary. This benefit may continue to age 69 with reduced benefits after age 65. Collin County pays 100% of this cost - there is no charge to employees for this benefit.

Employee Assistance Program: Collin County offers a confidential employee assistance program (EAP). This program is designed to provide employees with resources and referrals to assist with life challenges that may be encountered such as: child care and elder care, alcohol and drug abuse, difficulties in relationships, stress and anxiety, depression, financial and legal concerns as well as coping with grief or loss.

Basic Term Life Insurance: Regular full-time employees are automatically covered by $50,000 term life insurance coverage the first day of the month following the initial 90 days of continuous active service. Employees also receive an additional $50,000 of accidental death coverage. The County pays the entire cost of this coverage. Benefits continue at a reduced level after age 65.

Optional Term Life Insurance: Additional optional life insurance coverage is also available for regular full-time employees in the amount of 1 or 2 times annual salary up to $400,000. The employee is responsible for entire cost of the optional coverage. If elected, this coverage becomes effective on the first of the month following completion of 90 days of continuous active service. Benefits continue at a reduced level after age 65.

Optional coverage for spouses and dependents is also available. The employee is responsible for the entire cost of the coverage

Long Term Care: The County provides long term care insurance coverage at no cost to regular full-time employees with at least eight years of eligible service. This insurance provides nursing and custodial care benefits to employees who require assistance with daily life activities such as dressing and eating.

Employees with less than eight years of service may elect to enroll; however, they are responsible for paying the full cost of the coverage elected. Employees may also elect coverage for their spouse and other eligible family members. Evidence of good health for the employee and their family members may be required.

Cafeteria (Flex/Section 125) Plan: Regular full-time employees may enroll in a group of benefits permitted by Section 125 of the Internal Revenue Code. This plan allows employees to pre-tax the payments they make for health plan contributions, childcare payments, unreimbursed medical expenses, and some optional supplemental insurance. Employees may sign up for the Section 125 plan at employment or during open enrollment. If an employee elects to participate in either the health care or dependent care flexible spending account, contributions begin on the first of the month following completion of 30 days of continuous active service.

Holidays: The County schedules holidays each fiscal year. Designated holidays generally include New Year's Day, Martin Luther King Day, Good Friday, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Day after Thanksgiving, Christmas Eve, and Christmas Day. Other days may be scheduled. Fiscal year 2008 includes ten holidays.

Family Medical Leave: Collin County employees who have been employed for one year and who have worked 1250 hours in the preceding year may be eligible for up to twelve weeks of FMLA leave.

The FMLA provides for up to 12 weeks of job-protected leave

• for the birth, adoption, or placement of a child for foster care
• to care for a child, spouse, or parent with a serious health condition
• for an employee with a serious health condition

Employees who will be away from work for one of these reasons should contact Human Resources for additional information. When possible, an employee should provide at least 30 days advance notice. In the case of an emergency, notification should be made as soon as possible.

Retirement (TCDRS): The County participates in the Texas County and District Retirement System (TCDRS), which is a retirement and disability pension system for county employees in the State of Texas. Participation in TCDRS is mandatory for all regular full-time and part-time employees regardless of age. Employee contributions to TCDRS begin immediately. Employees contribute 7% of gross pay and become vested after eight years of service. The County matches employee contributions at a ratio of 2 ½ to 1. The plan is designed to provide retirement income for life, as well as disability and death benefits to employees and their beneficiaries. Employees receive the County's contributions only at retirement in a monthly annuity check. There are many provisions of TCDRS, which may affect individual employees such as credit for prior service, military service, and service with other retirement systems. To be eligible for retirement, employees must: (1) have at least eight years of credited service and be age 60; OR (2) have any combination of age plus years of service which equals 75; OR (3) have at least 30 years of service at any age. This plan coordinates with other statewide systems.

Retirement (Deferred Compensation): Collin County offers three deferred compensation plans as allowed by Section 457 of the Internal Revenue Code. The plans are administered by Hartford Life Insurance Company, Nationwide Insurance, and AIG VALIC These are optional retirement plans that allow employees to make tax-deferred contributions to supplement their retirement plans. Employees may defer up to 25% of taxable income, or a maximum amount allowed by the IRS (currently $15,500 for 2008), whichever is less, to the plan through payroll deductions. Employees can participate immediately upon employment and can select from a variety of options to invest their money. The county does not contribute to these plans.

Retirement (Social Security): Regular full-time and part-time employees participate in Social Security and Medicare and have payroll deductions for these programs as required by federal law.

Retiree Health Insurance Benefits: Collin County offers a health insurance program for eligible employees who retire from Collin County. Retirees must meet specific criteria in order to be eligible to participate in this program. Under this program, Collin County pays a set percentage towards the cost of each eligible retiree's monthly insurance premium. The retiree is also responsible for paying a set percentage of their monthly insurance premium.

Tuition Reimbursement: Regular full-time employees are eligible to apply for educational assistance for eligible college courses. After completing the course(s) and achieving minimum established grades (C for undergraduate and B for graduate), employees may apply for reimbursement of 100% of tuition and text books (not to exceed that which would be payable at The University of Texas at Dallas). Refund to the County is required if employees leave the County within one year from the date the course work is completed.

For Collin County Contribution Rates for year 2008, click here.

For Collin County HIPAA Privacy Policy Practices click here.