benefits-handbook-2026.pdf

1/6/26

Pinellas County Employee Benefits Summary

2026 Benefits Handbook

Pinellas County Human Resources Employee Benefits 400 South Fort Harrison Avenue, 1st Floor Clearwater, FL 33756 Phone: (727) 464-3367, option 1 Fax: (727) 453-3573 Email: employee.benefits@pinellas.gov www.pinellas.gov/benefits mailto:employee.benefits%40pinellas.gov?subject= https://pinellas.gov/benefits

Welcome to Pinellas County Government!

Benefits choices can have a significant impact on both the health of our employees and their families and are a critical component of the County’s strategy to be a top-tier employer. We value our employees and believe in rewarding you for the contributions you make to the County.

The value of employee benefits is an important part of your total compensation. This handbook is designed to provide you with general information on benefits programs for which you may be eligible. Please take time to review the options and links to tools and resources, so you can choose the benefits that best fit your needs and lifestyle.

For full plan details, refer to the Human Resources website at www.pinellas.gov/benefits which includes links to plan documents or contact the particular benefits partner for specific coverage information (see page 23).

Enrollment Tips

Timing The opportunities you have to enroll or make changes to your benefits are:

divorce, birth, dependent gain or loss or other coverage, etc. (see page 3).

Deadlines

for birth or adoption to make changes (supporting documentation is required).

Do not wait to receive documentation before submitting the form or you may miss the enrollment window.

Important Reminders � Before you enroll, please make sure you understand the plans. If you have questions, contact the benefits partner or Benefits.

being deducted and all of the benefits you elected are included.

� If corrections are needed, they must be made within the first 30 days of enrollment. Contact Benefits for information.

http://www.pinellas.gov/benefits

CONTENTS

� ���If you have questions about your benefits or eligibility, visit the Benefits web page at www.pinellas.gov/benefits or contact Benefits at (727) 464-3367, option 1 or by email at employee.benefits@pinellas.gov.

� If you have specific claim questions, see our benefits partners’ contact information on page 23.

� Important legal notices including the HIPAA Notice of Privacy are found at www.pinellas.gov/legal-notices.

Important Information

For your convenience, this handbook is interactive. All of the blue underlined items and the contents page items are live hyperlinks.

Enrollment Eligibility Domestic Partner Coverage Medical Plan Opt Out When Can I Enroll in Benefits or Make Changes to My Coverage?

How Do I Enroll?

Plan Premiums, Tobacco Premium, Biometric Screening/Health Assessment Preferred Premium Pre-Tax Premium Option

Medical Plan Options High Deductible Health Plan with HSA Preferred Provider Organization (PPO) Plan

Prescription Coverage Employee Assistance Program (EAP) Vision Coverage Pinellas County Plan Comparison Chart Dental Coverage Voluntary Benefits Wellness Program Life Insurance Flexible Spending Accounts (FSA) Leave Time Other Benefits Glossary Onsite Resources Legal Notices Benefits Partners’ Contact Information http://www.pinellas.gov/benefits mailto:mailto:employee.benefits%40pinellas.gov?subject= http://www.pinellas.gov/legal-notices

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Eligibility � Permanent and long-term temporary classified and exempt employees scheduled to work 20 hours or more per week are eligible to enroll in certain coverage.

� �Dependents eligible for coverage varies by plan and may include spouse, domestic partner, and children.

Eligibility for Dependent Children*

which they turn 26 *��� In addition, you may cover over-age dependents between

26 and 30 years for medical at full premium cost, and disabled children may quality for coverage regardless of age.

� ��If you and your dependent (spouse, partner, child, etc.) both work for Pinellas County, you must each enroll separately in the plans for which you are eligible. Dependent children may be covered by 1 parent only.

� �When you enroll using EBS (OPUS), only the plans you are eligible for will be listed.

Domestic Partner Coverage Employees who are unmarried and in a committed relationship may cover their domestic partner and their child(ren) on medical, vision, dental, and voluntary benefits plans only.

� �Domestic partners and their children are eligible for a Health Savings Account (HSA) or Healthcare Flexible Spending Account (FSA) if they are considered a tax dependent.

� �Submit a completed Affidavit of Domestic

Partnership & Certification for Dependent Tax Status and the required documentation to Benefits by the end of your enrollment period each year.

� �You pay the cost of domestic partner coverage with after-tax dollars and the value of the domestic partner coverage may be added to your pay as imputed income.

� For more information see the Domestic

Partner FAQs.

Medical Plan Opt Out � �Employees who are enrolled in other qualified medical benefit coverage may opt out of Pinellas County’s medical plan.

� Not all plans are considered alternate coverage for this benefit.

� �By selecting “Opt Out” in EBS (OPUS), which indicates that you have eligible alternate medical coverage, you may be eligible to receive $98.00 monthly.

� To receive payments, submit a notarized

Opt Out Summary and Affidavit annually.

� Employees who opt out will still be enrolled in the Employee Assistance Program (EAP), and may choose to enroll in:

� Employees who opt out are not eligible for medical, prescription, vision, or behavioral/ mental health benefits.

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For more information, visit:

www.pinellas.gov/benefits-enrollment.

Proof of Eligibility You need to provide documentation of eligibility (such as a marriage certificate) for new dependents and qualifying events.

https://pinellas.gov/affidavit-of-domestic-partnership/ https://pinellas.gov/affidavit-of-domestic-partnership/ https://pinellas.gov/affidavit-of-domestic-partnership/ https://pinellas.gov/domestic-partnership-faqs https://pinellas.gov/domestic-partnership-faqs https://pinellas.gov/opt-out-incentive-summary-and-affidavit/ http://www.pinellas.gov/benefits-enrollment

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When Can I Enroll in Benefits or Make Changes to My Coverage?

The benefits you select during your initial enrollment period or at Annual Enrollment will remain in effect for the calendar year. The IRS allows you to make changes to your coverage during the year only if you experience a qualifying event and notify Benefits as outlined:

� Initial Enrollment Period: New hires and newly eligible employees have 30 days from their date of hire or the date they move into a benefit-eligible position to make their benefit elections in EBS (OPUS).

� Annual Enrollment Period: You must enroll each fall during Annual Enrollment for the upcoming year. You will designate whether you use tobacco, and have the opportunity to select benefits; enroll or remove dependents;

and make selections for a Flexible Spending Account (FSA), life insurance, and annual leave exchange.

� �Qualifying Event: If you have a qualifying event during the plan year, you may make corresponding changes to your elections.

You have 31 days from the date of the qualifying event, or 60 days for birth or adoption, to submit the Qualifying Event Status Change Form along with supporting documentation to Benefits. If you are unsure if something is a qualifying event, please contact Benefits.

Qualifying Event Examples

How Do I Enroll?

1. Enroll for benefits in EBS (OPUS).

2. Be prepared with a list of full legal names, Social Security numbers, dates of birth, and addresses (if different from yours) for your dependents and beneficiaries. This information is supplied to the IRS and must match their records.

3. � Log in to EBS (OPUS) at home or at work to complete your benefits enrollment. If you are new, your department will provide your username and password instructions.

� �Go to http://opus.pinellascounty.org.

You can also find the EBS (OPUS) link at the bottom of every Pinellas County webpage in the Employee Access menu.

� �Once logged in, select PIN Employee

Self Service, Benefits, and Benefits Enrollment. Make your selections.

Save or print a Confirmation Statement for your records.

4. Payroll deductions will begin in the pay period your elections are effective or as quickly as possible if elections are made after the effective date. Following Annual Enrollment, your elections become effective on January 1st.

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Benefits Start & End Start: Your benefits are effective on the first of the month following 30 days of service for eligible individuals.

End: Benefits end on the last day of the pay period in which you no longer meet eligibility requirements, or you fail to make the required contributions.

https://pinellas.gov/qualifying-event-status-change-form/ https://pinellas.gov/qualifying-event-status-change-form/ http://opus.pinellascounty.org http://www.pinellas.gov/benefits-enrollment

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Medical Plan Premiums Biweekly Premiums � �Employees and the County share the total cost of healthcare coverage.

� Premiums in both medical plans are identical:

Biweekly Premiums*

Coverage Biweekly Cost

Employee Only $ 13.09

Employee and Spouse or Domestic Partner $151.16

Employee and Child(ren) $120.60

Family $247.67

*��� The same premiums apply to both medical plans (High Deductible Plus HSA and PPO). The premium includes medical care, prescription coverage, behavioral/mental health, and vision care.

Tobacco Premium � �Employees who attest that they used tobacco products at least once a week in the past 3 months will pay an additional $500 annual premium for medical coverage.

� The premium will be discontinued if the employee successfully completes a tobacco cessation program between August 1, 2025, and March 31, 2026.

� See www.pinellas.gov/tobacco-premium.

Preferred Premium: Biometric Screening and Health Assessment � Employees who complete an annual biometric screening and online health assessment earn a preferred plan premium which will save $500 in the upcoming year.

� A biometric screening measures blood pressure, height, weight, total cholesterol, HDL cholesterol, LDL cholesterol, triglycerides, and fasting glucose.

� Biometric information is 100% confidential and never shared with Pinellas County.

� After completing the health assessment, you will receive a personalized plan to help achieve your health and wellness goals.

� Employees who opt out of medical coverage or those whose coverage begins on July 1 or later are exempt from completing the biometric screening and health assessment for the current calendar year.

� See www.pinellas.gov/biometric for more information.

Pre-Tax Premium Option � The County’s Cafeteria Plan/Section 125 allows you to make pre-tax payroll deductions for medical and dental coverage.

� �Your payroll deductions can be taken pre-tax or post-tax. Make the selection when completing your EBS (OPUS) enrollment. See www.pinellas.gov/pre-tax.

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Need Help Enrolling?

� �Visit the Benefits website at www.pinellas.gov/benefits.

� �For questions about your benefits or eligibility, contact Benefits at employee.benefits@pinellas.gov or

(727) 464-3367, option 1.

� �For questions about using EBS (OPUS) to enroll, contact the BTS Operations Center Monday to Friday, 7:00 a.m. to 5:00 p.m. at (727) 453-HELP (4357) or email btsoc@pinellas.gov.

http://www.pinellas.gov/tobacco-premium http://www.pinellas.gov/biometric https://pinellas.gov/cafeteria-plan-with-flexible-spending-arrangements/ http://www.pinellas.gov/pre-tax http://www.pinellas.gov/benefits-enrollment http://www.pinellas.gov/benefits mailto:mailto:employee.benefits%40pinellas.gov?subject= mailto:mailto:btsoc%40pinellas.gov?subject=

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Medical Plan Options Choose between 2 medical plans, both administered by UMR (UnitedHealthcare):

� High Deductible Health Plan with HSA (Health Savings Account) � Preferred Provider Organization (PPO)

Both plans provide 100% coverage for preventive medical care and encourage a commitment to wellness, a core component of the County’s long-term strategy for the group medical plan.

Using UMR’s in-network providers may save you money.

Higher out-of-pocket costs are associated with using out-of-network providers and facilities.

This includes separate higher deductibles, coinsurance and out-of-pocket maximums.

Both plans provide access to UMR’s customer service and website at UMR.com. Take advantage of the many health management tools and consumer resources available.

View the Plan Comparison Chart on page 10 to compare the 2 plans including the deductibles, copays and premiums.

High Deductible Health Plan (HDHP) with HSA This plan offers the greatest opportunity to be involved in your healthcare and manage costs.

� All provider visits and services (routine and diagnostic) under this plan are applied to the deductible.

� If your deductible is met, you then pay coinsurance for services and prescriptions.

� Pinellas County contributes to your Health

Savings Account (HSA) to offset a portion of the expenses. You may elect to make pre-tax contributions through payroll deductions to this account.

HDHP Preventive Care � Preventive services, including your annual physical and lab work, are covered at 100% .

HDHP Deductible and Coinsurance � Routine and diagnostic services, including lab work, X-rays, MRIs and prescription drugs, apply to the deductible.

� The HDHP has a pooled family deductible.

This means that routine or diagnostic medical, behavioral/mental health, and prescription drug expenses for all covered family members are applied to the same deductible.

� The individual deductible for the HDHP is

$1,700 and the family deductible is $3,400.

� Once the deductible is met, you pay 20% coinsurance when using an in-network provider, undergoing lab procedures, and purchasing prescriptions.

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www.pinellas.gov/medical.

https://www.uhc.com/health-and-wellness/preventive-care https://www.uhc.com/health-and-wellness/preventive-care https://www.umr.com/ https://www.uhc.com/health-and-wellness/preventive-care http://www.pinellas.gov/medical

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� Your deductible and coinsurance count toward your annual out-of-pocket maximum.

� Once you reach the out-of-pocket maximum, services are covered at 100% by the plan.

This out-of-pocket maximum applies to combined medical and pharmacy out-of-pocket expenses.

Health Savings Account (HSA) � HSA is a pre-tax savings account that can be funded by both the employee and employer up to the IRS maximum for the year.

IRS Maximum Contributions Coverage Amount

Employee only coverage $4,400*

All other coverage levels $8,750*

Age 55+ catch up Addtl. $1,000

*��� Includes Pinellas County contribution of $500 or $1,200

� The County contributes $500 for single coverage, or $1,200 if you have elected to cover your spouse and/or child(ren). You may use HSA funds for a domestic partner or their children if they qualify as a tax dependent under the Internal Revenue Code.

� The money in your HSA can be used to help pay your medical plan deductible and qualified expenses for medical, dental, prescription, behavioral/mental health and vision.

� �In order to receive or make contributions to an HSA, you cannot have coverage through another non-high deductible plan nor coverage under Medicare or Tricare.

� HSA funds are used first to pay healthcare and prescription expenses until the deductible is met. At that time, a Limited Purpose FSA may be used for qualified healthcare expenses.

� Your funds roll over from year to year, so you can pay for expenses now, or save for future healthcare expenses. Think of an HSA as a savings plan for future healthcare expenses.

� You may also earn interest on the funds in your HSA account, depending on the balance.

� You may enroll, change or cancel your contribution at any time during the plan year using EBS (OPUS).

� An HSA account is an individually owned account and belongs to the employee, even when their employment with the County ends.

� HSA funds may be used on a tax-free basis for medical expenses at any age, but contributions may no longer be made once an employee no longer has coverage under the HSA Plan or has signed up for Medicare Part A or Part B.

� The IRS requires that the HSA account holder retains receipts for HSA expenses. The receipts will be required if audited by the IRS.

HDHP Prescription Coverage See page 8.

HDHP Behavioral/Mental Health Benefits Behavioral/mental health is covered the same as any other medical expense, subject to the deductible and 20% coinsurance after the deductible is met.

You need an open, active HSA account with Optum Bank to receive the Pinellas County contribution to your HSA and to make your own pre-tax payroll contributions. Sign the Authorized Agent Agreement Form provided by Benefits to open an account.

Health Savings Account (HSA) with Optum Bank

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Preferred Provider Organization (PPO) Plan With this plan, you will pay physician and emergency room copays, and coinsurance after meeting your individual or family deductible.

PPO Preventive Care � Preventive services including an annual physical and lab work are covered at 100%.

PPO Copays, Deductible, Coinsurance � For routine or diagnostic office visits, a copay is required.

� Routine or diagnostic services, including lab work, X-rays and MRIs, are applied to the deductible and coinsurance at a discounted rate.

� The individual deductible is $600 and the family deductible is $1,200.

• For individuals who have more than

2 people enrolled in coverage, there is a maximum family deductible equivalent to 2 individual deductibles.

• Once the family deductible is met, the remaining family member deductibles are waived.

� Once the deductible is met, you pay 20% of the plan’s discounted rates when using an in-network provider. Your deductible and 20% coinsurance are applied to your annual out-of-pocket maximum.

� Once you reach the out-of-pocket maximum, services are covered at 100% by the plan.

This out-of-pocket maximum applies to combined medical and pharmacy out-of-pocket expenses.

PPO Plan Copays (In-Network)

Visit/Treatment Copay

Preventive Medical $0

Primary Care Physician $25

Behavioral/Mental Health $25

Specialist $35

Virtual Doctor (for Teledoc sick visits only) $15

Convenience Care/Urgent Care $25

Emergency Room $250

PPO Prescription Coverage See page 8.

PPO Behavioral/Mental Health Benefits Behavioral/mental health is covered the same as any other medical expense. For outpatient visits, there is a $25 copay, and inpatient care is handled as a hospitalization, subject to the deductible and 20% coinsurance.

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https://www.uhc.com/health-and-wellness/preventive-care

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Prescription Coverage Prescription medication coverage is administered by Express Scripts and their specialty pharmacy Accredo is included in your plan premium deduction. The cost for your prescription medications depends on the plan you have chosen (HDHP or PPO) and the type of medication.

High Deductible Health Plan with HSA Prescription Coverage � Preventive drugs: The HDHP provides 100% coverage for specified preventive drugs on the Preventive Medications List including many cholesterol and blood pressure medications.

In order to be covered at 100%, preventive medications must be filled in 90-day supplies by Walgreens or Express Scripts home delivery.

� Routine or diagnostic drugs: There are no copays. Instead, all routine or diagnostic medications are charged at the plan’s discounted rates until the deductible has been met, after which 20% coinsurance is charged until your out-of-pocket maximum is met. Your pharmacy costs are applied to your deductible.

HDHP Prescriptions Type Your Cost Preventive drugs No charge*

Routine or diagnostic drugs

The contracted rate up to the deductible, then

20% coinsurance

* Medications on the list are free of charge for 30-day supplies at the pharmacy of your choice, except Walgreens and Express Scripts home delivery which require 90-day supplies per the Smart90 Program.

Preferred Provider Organization (PPO) Plan Prescription Coverage

� Generic prescriptions have a $15 copayment.

Brand drugs are subject to coinsurance within a specified minimum and maximum range as shown:

PPO Prescriptions (up to 30 days) Type Your Cost Min Max Generic (Tier 1) $15 copay N/A N/A

Preferred Brand (Tier 2)

20% coinsurance $30 $60

Non-Preferred Brand (Tier 3)

40% coinsurance $45 $90

Specialty Drugs (Tier 4)

20% coinsurance $60 $120

Rx www.pinellas.gov/prescription.

Smart90 Program for a 90-Day Supply

� The Smart90 Program applies to both medical plans.

� Smart90 requires that prescriptions for long term maintenance medications, such as blood pressure medicine, be filled for 90 days at a Walgreens store or through Express Scripts home delivery or you will pay the full retail cost of the medication unless you find a lower cost alternative.

� For more information, see the Smart90

Program FAQs.

https://pinellas.gov/consumer-directed-healthcare-preventive-medications-list/ https://pinellas.gov/consumer-directed-healthcare-preventive-medications-list/ https://pinellas.gov/prescription https://pinellas.gov/smart90-faqs/ https://pinellas.gov/smart90-faqs/

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Employee Assistance Program (EAP) The Employee Assistance Program is administered by Optum. Services include assessment, counseling, and referrals.

EAP benefits are available at no cost for all employees and their eligible dependents.

� The EAP offers confidential short-term assistance for you and your eligible family members to help you manage a variety of life issues.

� Support is available for personal and work-life issues, such as stress, relationship conflicts, job pressures, grief, substance use disorder, legal or wellness matters, traumatic events, etc.

� Counselors offer support by phone, in-person, and online.

� You are eligible for up to 6 EAP visits per issue per year at no cost for initial assessment counseling and early intervention treatment.

� If you need more than 6 EAP visits, your EAP counselor will work with Optum to transition your care to the Behavioral/Mental Health Program.

Lorelei Keif provides referrals, coping tips, and counseling services to employees.

� To find a provider in the Optum network, visit www.liveandworkwell.com.

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www.pinellas.gov/vision.

Vision Coverage Vision coverage is administered by EyeMed.

You must be enrolled in a Pinellas County medical plan. To locate a provider, visit eyemed.

com and select Insight Network. The network includes LensCrafters and Target Optical. Use the PLUS provider network for discounts up to 90% and up to $100 allowance for a second pair of glasses. Coverage includes:

plastic lenses (single, bifocal, trifocal or lenticular prescription)

provider) and 20% off the balance

provider) and 15% off the balance for conventional (or 100% for disposable)

price, in addition to a one-time allowance of up to $1,125 (or $562.50 per eye)

� Out-of-Network benefits are also available.

� �See the EyeMed FAQs and Benefits Summary.

https://pinellas.gov/meet-our-eap-counselor/ http://www.liveandworkwell.com https://pinellas.gov/eap http://www.pinellas.gov/vision http://eyemed.com http://eyemed.com https://pinellas.gov/vision/#faqs https://pinellas.gov/eyemed-benefits-summary

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Medical Plans Comparison Key HDHP = High Deductible Health Plan with HSA PPPO = Preferred Provider Organization Biweekly Premiums (same for HDHP and PPO) Employee only - $13.09 Employee and Spouse/Domestic Partner - $151.16 Employee and Child(ren) - $120.60 Family - $247.67 Annual Deductible Employee only

HDHP -$1,700

PPO - $600

Employee + 1 or more HDHP - $3,400 (pooled deductible for all family members on the plan) PPO - $1,200 (two individual deductibles of $600 each) County HSA Contribution (must have Optum Bank account) Employee only

HDHP - $500

PPO - not applicable Employee +1 or more

HDHP - $1,200

PPO - not applicable Out-of-Pocket Maximum (includes medical and RX; after you spend this amount, the health plan pays 100%) Employee only

HDHP - $3,400

PPO - $2,600

Family

HDHP - $6,800

PPO - $5,200

IN-NETWORK BENEFITS

(Out-of-network benefits are also available.

Deductibles, coinsurance and out-of-pocket maximums are higher.)

Preventive Medical Cost (in-person, virtual or Teladoc Primary360)

HDHP - $0

PPO - $0

Primary Care Physician Cost (in-person, virtual, or Teladoc Primary360) HDHP - 20% after deductible PPO - $25 copay Specialist Cost HDHP - 20% after deductible PPO - $35 copay BehavioralHealth Cost HDHP - 20% after deductible PPO - $25 copay

Convenience Care Clinic/Urgent Care HDHP - 20% after deductible PPO - $25 copay Emergency Room HDHP - 20% after deductible PPO - $250 copay Non-Preventive Medical (labs and imaging) HDHP - 20% after deductible PPO - 20% after deductible Preventive Rx HDHP - $0 (view a list of preventive medications) PPO - $15 copay for generic or coinsurance for preferred or non-preferred (see below) Rx Generic (up to 30 days) HDHP - 20% after deductible PPO - $15 copay Rx Preferred Brand (up to 30 days) HDHP - 20% after deductible PPO - 20% coinsurance, minimum $30 (or $60 for specialty medications), maximum $60 (or $120 for specialty medications)

Rx Non-Preferred Brand (up to 30 days) HDHP - 20% after deductible PPO - 40% coinsurance, minimum $45 (or $90 for specialty medications), maximum $90 (or $180 for specialty medications)

Rx (up to 90 days) (use Smart90 Program at Walgreens or home delivery) HDHP - 20% after deductible PPO - Cost of 30-day supply for specialty medication, or 2 times the cost of 30-day supply for non-specialty medication

Pinellas County Medical Plan Comparison Chart https://pinellas.gov/consumer-directed-healthcare-preventive-medications-list/

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Dental Coverage You have a choice of 3 plans: a Dental Health Maintenance Organization (DHMO) plan and 2 Dental Preferred Provider Organization (DPPO) plans. The same company, Cigna, administers all plans, but the networks are different. Please verify your dentist’s network status before selecting a plan or scheduling an appointment.

For details and a comparison chart, see Dental Plans.

Dental PPO Plans: Basic or With Orthodontia Highlights include:

� You can use any dentist or specialist, or choose a Cigna Radius Network provider to reduce your costs.

� There are no pre-existing condition limitations.

� Coverage for preventive care includes

2 cleanings and 2 exams per year.

� For non-preventive care, the deductible is $50 for employee only and $150 for family.

� The annual coverage maximum is $2,000.

� PPO with Orthodontia covers child and adult orthodontia care at 50% after the deductible, with a separate $1,500 lifetime maximum coverage. The $1,500 lifetime maximum is a separate maximum just for orthodontia coverage and does not count against the $2,000 annual maximum.

HMO Dental Plan (DHMO) Highlights of this plan include:

� You do not pay any premiums for yourself or covered dependents.

� Only in-network benefits are covered. You are required to choose a dentist from the Cigna DHMO network. Visit mycigna.com for the most current listing of providers.

Specialists are not covered except in-network pediatric dentists for children up to age 13.

� Before scheduling an appointment, contact

Cigna Member Services at (800) 244-6224 to select your dentist.

� Preventive services such as an annual exam, X-rays, and cleanings are at no cost.

the established fee schedule.

to 4 exams per year as described in the established fee schedule.

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Dental Plan Employee Only

Employee +1

Employee +2 or more

PPO Basic $7.07 $21.47 $29.07

PPO with Orthodontia $8.21 $24.94 $33.76

HMO $0 $0 $0

Dental Biweekly Premiums https://pinellas.gov/dental-plan https://pinellas.gov/dental-plan http://www.cigna.com/web/public/hcpdirectory http://mycigna.com https://pinellas.gov/cigna-dhmo-patient-charge-schedule/ www.pinellas.gov/dental

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Voluntary Benefits: Supplemental Medical You have a choice of 3 medical-related voluntary benefits plans from Aflac: Accident, Hospital and Critical Illness. If you experience a covered issue under 1 or more of these plans, you file a claim and receive a lump sum payout to use however you wish. The benefits are 100% employee-paid.

There is a low and high option for each plan as well as individual and family coverage tiers.

Children age out the end of the month in which they turn 26. Example: Child turns 26 on October 20; they would be terminated on October 31.

Accident Plan � The benefits are payable in case of an accident which occurs on or off the job.

� The plan includes treatment for both inpatient and outpatient services along with a hospital benefit if the admittance is due to an injury or accident.

� The plan covers a wide range of events including broken bones, burns, concussions, lacerations, eye injuries, and more.

� Example: Sue selects the Accident Plan with employee only, high payout coverage for $3.00/per paycheck. She injures her leg in an accident, goes to the hospital by ambulance, and is treated by the ER doctor for a leg fracture. The Aflac plan pays Sue $3,310 which includes ambulance, emergency room, X-ray, fracture diagnosis, crutches and 3 follow-up doctor visits.

Hospital Plan � The benefits are payable for hospitalizations due to accident, sickness or maternity coverage.

� Benefits include stays in the hospital and intensive care unit related to physical, mental/nervous or substance use issues.

� Example: John selects the Hospital Plan with employee only, high payout coverage for $6.25/per paycheck. He goes to the emergency room with a high fever and is admitted to the hospital. He’s released from the hospital after 2 days. The Aflac plan pays John $1,400 for the hospital admission and 2-day stay.

Critical Illness Plan � The benefits are payable for covered conditions such as heart attack, stroke, cancer, coronary bypass and kidney failure.

� COVID-19 is covered if the individual is hospitalized for 4 or more days.

� This is a lump sum benefit paid directly to the insured for a covered illness. It is paid based on a schedule of conditions and percent of benefit paid.

� This benefit can be used to cover out-of-pocket or unexpected expenses such as copays, lost wages, transportation, childcare or even groceries.

� You can select a $10,000 or $20,000 benefit.

The employee or spouse/domestic partner would receive the full amount while a child receives 50% (i.e., $5,000 or $10,000).

� Example: Martin selects the Critical Illness

Plan. He is a 35 year old non-smoker so his rate is $2.49/per paycheck for employee only $10,000 benefit coverage. He goes to the emergency room with chest pains and is diagnosed with a heart attack. The Aflac plan pays Martin $10,000.

For more information, payout amounts and rates, visit www.pinellas.gov/voluntary.

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For more information, visit:

www.pinellas.gov/voluntary http://www.pinellas.gov/voluntary https://pinellas.gov/voluntary

2026 BENEFITS HANDBOOK | 13 |

Voluntary Benefits: Legal Plan The Legal Plan, offered through ARAG, covers a wide range of legal needs. Legal insurance is a benefit for the expected and unexpected times in your life.

� This plan covers you, your children, your spouse/domestic partner, and extended family (your parents, grandparents and parents-in-law). Children are covered until age 30, whether married or unmarried.

� Work with a network attorney and the attorney fees are 100% paid in full for most covered matters. Meet with the attorney over the phone, virtually, or in person.

� Access a nationwide network of more than

15,000 attorneys who average 20 years of experience.

� Address your covered legal situations with a network attorney who is only a phone call away for legal help and representation.

� Use DIY Docs to create a variety of legally valid documents, including state specific templates.

� The network attorney can prepare documents such as a will, review documents such as a lease, write letters on your behalf, advise you on legal issues, and represent you including if you go to court.

Legal Plan Biweekly Premium

Coverage Level Biweekly Premium

Employee and extended family (including parents, grandparents and parents-in-law)

$10.62

Voluntary Benefits: Identity Protection The Identity Protection Plan, offered through Allstate Identity Protection, provides comprehensive identity monitoring, cyber features, and fraud resolution to help protect you and your family against today’s digital threats.

� This plan covers you and/or your family depending on the coverage level you select.

Family coverage includes any person who lives with you (sometimes referred to as “under roof”) or is financially dependent on you (“under wallet”) regardless of age.

� Services include:

monitoring

no additional cost

• Elder fraud care resources and specialized support for older family members

• Full service, U.S.-based remediation support

• Up to $1 million identity theft expense reimbursement

Identity Protection Plan Biweekly Premium

Coverage Level Biweekly Premium

Employee only $3.46

Employee and Family $6.23

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For more information, visit:

www.pinellas.gov/voluntary

For both plans, the benefits are 100% employee-paid. To learn more, see www.pinellas.gov/voluntary.

https://www.araglegal.com/ https://www.myaip.com/pinellascounty https://pinellas.gov/voluntary http://www.pinellas.gov/voluntary

2026 BENEFITS HANDBOOK | 14 |

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S www.pinellas.gov/wellness.

Wellness Program Pinellas County is committed to creating a culture of health and well-being in which our employees and their families can improve and/ or maintain their overall health. Establishing a culture of wellness helps us stay healthy, which keeps medical costs down for employees and the County. Wellness staff members manage the program and assist employees as needed.

Wellness Incentives � The Wellness Incentive Program offers education and activities that help you achieve your wellness goals while earning rewards points or cash.

� Incentive activities include:

� Log in to UMR.com to track your wellness incentive activities and complete your health assessment.

Fitness Centers and Gyms � The Wellness Center in downtown Clearwater is available to all employees at no charge.

discounts. The County partners with local municipal recreation centers and Tampa Bay area gyms through YouDecide.

Wellness Champions � Wellness Champions volunteer their time to advocate wellness and answer employee questions at their worksite.

� Champions assist with coordinating wellness activities and screenings at their location by posting flyers, tracking attendance, and collecting evaluations.

� Visit Wellness Champions to find your

Champion or to volunteer as a Champion.

Other Resources � UMR provides onsite assistance including a claims/customer service representative, nutrition health coach, and Employee Assistance Program (EAP) counselor (see page 23).

� The To Your Health newsletter provides informative articles, exercise tips, employee testimonials, and more. Look for it each month in your email.

� �Our wellness programs provide support across 4 pillars of wellness which represent different areas of life: physical, emotional, social and financial.

� �All 4 pillars are needed for total well-being, reduced stress, life satisfaction and good physical health.

� �Imbalance in 1 or 2 areas, even if strong in the other areas, increases stress and risk of disease and reduces quality of life.

Four Pillars of Wellness https://pinellas.gov/wellness https://pinellas.gov/wellness-incentives https://www.umr.com/ https://pinellas.gov/discounts-on-local-gyms/ https://pinellas.gov/discounts-on-local-gyms/ https://pinellas.gov/wellness-champion/ https://pinellas.gov/onsite-reps https://pinellas.gov/publications-and-newsletters/#TYH

2026 BENEFITS HANDBOOK | 15 |

Life Insurance

Basic Coverage � The County provides basic Group Term Life

Insurance from Securian Financial at no cost to you in an amount based on your annual salary rounded up to the next $1,000.

� This coverage will change based on any increase or decrease in your annual salary.

� There is a reduction in coverage for members beginning at age 65 (see below).

Basic & Supplemental Life Coverage Reduction

Age Value of Policy with Age Reduction <65 No reduction (e.g. $60,000) 65-69 65% of original value (e.g. $39,000) 70-74 45% of original value (e.g. $27,000) 75-79 30% of original value (e.g. $18,000) 80+ 20% of original value (e.g. $12,000)

� It is important to name a beneficiary for your life insurance plan. You may change your life insurance beneficiary at any time in EBS

(OPUS).

Supplemental Coverage � The maximum supplemental life insurance coverage you may purchase is $250,000.

Supplemental life insurance may be purchased in increments of $5,000.

� At initial enrollment, you may elect up to 3 times your annual salary, not to exceed $250,000, without the need for proof of insurability. Any additional amount over 3 times your annual salary requires approval of a Medical History Statement.

� During Annual Enrollment, you may purchase up to $20,000 additional coverage without underwriting as long as your total supplemental life coverage does not exceed 3 times your base salary. If you apply during a non-enrollment period or request more than $20,000 coverage, you need to submit Securian’s Evidence of Insurability Form.

� Rates and coverage for life insurance are based on age groups. The premium and/or age reduction is automatically adjusted when you move to a new age group.

Accidental Death & Dismemberment (AD&D) � An AD&D benefit is included with both the employee’s County-paid basic coverage and employee-paid supplemental coverage.

Dependent Life Insurance Coverage for Spouse and/or Child(ren)

coverage.

� AD&D coverage does not apply to spouse/ children optional coverage.

� If you and your dependent (spouse or child) both work for the County, you may not cover each other for dependent life insurance.

� If both parents work for the County, your dependent children can only be covered by 1 parent, not both.

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www.pinellas.gov/life.

https://assetlibrary.securian.com/content/dam/doc/grp/online-eoi-submittal-instructions-010035.pdf https://pinellas.gov/life

| 16 | 2026 BENEFITS HANDBOOK

Flexible Spending Accounts (FSA) Flexible Spending Accounts, which are administered by P&A Group, allow you to contribute pre-tax dollars from your paycheck to pay for qualified expenses that you or your qualified dependents expect to incur, up to the annual Internal Revenue Service (IRS) limit.

There are 2 types of flexible spending accounts:

a Healthcare FSA and a Dependent Care (child or adult care) FSA.

Contributions

IRS Limits Type of FSA Minimum Maximum

Healthcare FSA $260 $3,400

Dependent Care FSA (combined contribution for both spouses)

$260 $7,500

� Your FSA payroll deduction is equal to the full election amount divided by the number of pay periods remaining in the payroll calendar year. For example, if your benefits begin on June 1 and you elect to contribute $400, you will pay $26.67 per pay period ($400 divided by 15 pay periods).

� Your FSA contributions and the expenses you pay from your FSA are never taxed.

� You do not need to be enrolled in the medical or dental plans to participate in either of the FSA accounts.

� Employees enrolled in the High Deductible

Health Plan may elect a Limited Purpose Healthcare FSA account in addition to their Health Savings Account (HSA). The Limited Purpose FSA funds may only be used for dental and vision expenses until the medical plan annual deductible is met.

Healthcare FSA � Your full plan year election is available on your effective date.

� When you incur a qualified healthcare expense (e.g., medical, dental or vision), you may pay with cash, check or credit card and request reimbursement from P&A, or use the P&A Group card, which acts as a debit card, to immediately pay the expense at the time of service.

� The P&A Group card may be used for both

Healthcare FSA and Dependent Care FSA, and it is smart enough to know the difference!

The card is convenient because it pays your expenses up front. However, because of IRS regulations, P&A Group may need to request substantiation of your expenses, so save all itemized receipts.

Eligible Healthcare FSA Expenses Examples*

� Medical plan deductible, coinsurance, copays, and prescriptions

� Vision exams, eyeglasses, and contact lenses

� Dental exams, fillings, crowns, and orthodontia

� All over-the-counter drugs and medicines (no prescription needed)

� Over-the-counter healthcare items such as blood pressure monitors, bandages, contact lenses solutions, and hearing aid batteries

� Menstrual care products

* This list is not all-inclusive.

� View Healthcare Eligible Expenses for a detailed list.

FS

A www.pinellas.gov/fsa.

https://www.fsafeds.gov/explore/hcfsa/expenses http://www.pinellas.gov/fsa

2026 BENEFITS HANDBOOK | 17 |

Limited Purpose FSA � Employees enrolled in the High Deductible

Health Plan may contribute to a Limited Purpose Healthcare FSA in addition to the Health Savings Account (HSA).

� The Limited Purpose FSA may only be used for eligible dental and vision expenses until you meet your medical plan’s annual deductible.

� Once you have met the deductible, contact

Benefits to request that your Limited Purpose FSA funds be used for eligible medical expenses.

Dependent Care FSA � This is a pre-tax benefit account used to pay for dependent care services that make it possible for the employee to work.

� Examples are preschool, summer day camp, before and after school programs as well as child and adult daycare. See Dependent Care Eligible Expenses.

� Eligible dependents are children under age

13 who reside with you or for whom you are entitled to a personal tax exemption. Other eligible dependents include spouses and adult relatives who reside with you, including adult children, who are physically or mentally incapable of self-care.

� Funds are not available at the beginning of the year. Funds are deducted from your biweekly paycheck and available for use only after the deduction has been made and credited to your account.

� Use the P&A Group website to pay for qualifying dependent care expenses.

Reimbursement requests must include an itemized statement from the dependent care provider.

� Funds must be used for eligible expenses within the calendar year they are incurred.

FSA Carryover Provisions � Per the IRS, the carryover of unused

Healthcare FSA funds is limited to $660 from 2025 to 2026, and $680 from 2026 to 2027.

� There is no carryover available for unused

Dependent Care FSA funds.

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FSA Savings www.pinellas.gov/fsa.

� �P&A Group offers an FSA Savings Calculator to estimate your potential savings.

� �If your eligible expenses add up to at least $260 per year, you could save up to 30% through tax-free contributions by participating in an FSA.

https://www.fsafeds.gov/explore/dcfsa/expenses https://www.fsafeds.gov/explore/dcfsa/expenses http://www.pinellas.gov/fsa https://padmin.com/tools/fsa-calculator/ https://padmin.com/tools/fsa-calculator/

| 18 | 2026 BENEFITS HANDBOOK

Leave Time Pinellas County offers generous paid time off to its employees, adding up to approximately 5 weeks in the first year. The following is a brief summary of leave time available. For details, see Personnel Rule 4: Time Off.

Annual Leave � Annual leave with pay is provided for vacations, personal business, emergencies, illness, medical/dental appointments, etc.

� Annual leave is earned throughout the year and may be used as accrued.

� Employees earn and accrue annual leave at increasing rates based on tenure. For example, annual leave is accrued at a rate of at least 120 hours per year for new full-time employees, while an employee in their fifth year of service accrues at least 160 hours of annual leave per year.

� Annual leave may be rolled over from 1 year to the next. There is no limitation on the maximum number of hours accrued.

Compensatory Time � Compensatory (comp) time may be granted if a classified employee works more than their regularly scheduled hours.

� Comp time is accumulated at a rate of 1.5.

For example, a classified employee who works 42 hours in 1 week will accumulate 3 hours of compensatory time.

Donation of Leave (A Friend in Need) � This voluntary program allows employees to donate leave time to assist a fellow employee on an approved leave of absence.

� The recipient needs to exhaust all available leave and be ineligible for disability benefits before a donation of leave time may be used.

� Visit A Friend in Need Program to learn more.

FMLA

� The Family and Medical Leave Act (FMLA) provides up to 12 weeks of unpaid leave time for certain family or medical reasons per rolling 12 month look-back period.

� To be eligible, an employee must have worked for the County at least 12 months and at least 1,250 hours in the prior rolling 12 month look-back period.

Funeral Leave � Employees receive up to 3 days with pay in the event of the death of any person residing in the employee’s household or any member of the employee’s immediate family.

Holidays / Floating Holidays � Employees receive 9 to 11 paid holidays per year, depending on how the holidays fall on the calendar.

� Employees receive up to 2 paid floating holidays per year. Those with 25 years of continuous service are granted 2 additional floating holidays.

� Unused floating holidays do not carry over to the next year.

Jury Duty & Witness Duty � �A leave of absence with pay shall be granted to an employee to perform jury duty or testify as a witness when legally required unless the employee is the plaintiff or defendant.

Personal Day � Employees receive up to 2 personal days per year to use without prior approval.

� Unused personal days do not carry over to the next year.

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https://pinellas.gov/rule-4-time-off/#page=3 https://pinellas.gov/programs/a-friend-in-need-program/ https://pinellas.gov/family-and-medical-leave-act/ http://www.pinellas.gov/leave

2026 BENEFITS HANDBOOK | 19 |

Other Benefits

Retirement Pinellas County offers group medical, dental and life insurance plans to retirees and participates in the Florida Retirement System (FRS). See www.myfrs.com.

� �The FRS sends information packets to new employees within 3 months of hire date.

� �Both the County and employees make contributions to fund retirement benefits.

� �The County contributes to employees’ retirement plan savings, and employees contribute 3% of their pretax pay.

Employees have a choice of 2 FRS retirement plans:

� �Pension Plan - The Pension Plan provides a guaranteed monthly benefit based on a formula that factors in your 8 highest years of compensation and your total years of creditable service (or your 5 highest years if you enrolled in the FRS prior to July 1, 2011).

An employee is vested in the FRS Pension Plan upon completing 8 years of creditable service (or 6 years if you enrolled prior to July 1, 2011).

� Investment Plan (default) - The retirement benefit is the value in the employee’s account. There is no fixed benefit level. Your future retirement benefit depends on the performance of your investment options. An employee is vested in the FRS Investment Plan upon completion of 1 year of creditable service.

Discounts � �The YouDecide Program offers discounts on items such as theme park tickets, hotels, and cell phones.

Deferred Compensation (457) � �Employees may choose to contribute to a deferred compensation plan of their choice to augment retirement savings.

Disability Insurance: Short- and Long-Term � Disability insurance can replace part of an employee’s income when unable to work due to a non work-related illness or injury.

� Short-term disability benefits are provided to permanent employees working at least 20 hours per week at no cost. New employees are eligible for up to 6 weeks of benefits, with 5 weeks added each successive year, up to a maximum benefit of 26 weeks.

� Long-term disability benefits can replace up to 60% of income if an employee has been disabled for at least 6…