Fairfax County Benefits Summary
Below is a summary of the benefits programs offered to merit system Fairfax County employees. For details, view the current Employee Benefit Summary Handbook . The handbook shows current rates for all benefit programs, including health, dental and life insurance.
- Health Insurance
- Dental Insurance
- Vision Plan
- Annual Leave
- Sick Leave
- Paid Holidays
- Periodic Salary Reviews
- Group Term Life Insurance
- Contributory Retirement Plan
- Deferred Compensation
- Two Flexible Spending Programs
- Long-Term Disability Insurance
- Employees' Child Care Center
(Premiums are tax exempt)
- Individual, two party, and family coverage available.
- County pays 85 percent of cost for individual coverage, and 75 percent of cost for two-party or family coverage for employees scheduled to work more than 30 hours per week. Beginning with the 2010 premiums, the County will pay half that amount for part-time merit employees hired or rehired after July 3, 2009 who are scheduled to work 30 hours or less per week.
- To assist in evaluating health insurance options, view this important notification regarding new health insurance marketplace coverage options.
Open Access Plus Co-Pay Plan (OAP-Co-pay): The OAP-Co-pay plan is managed by CIGNA. The plan features a national network of providers and a co-pay structure for office visits and other services. This plan allows members to see any licensed provider they choose but benefits are higher when they receive care from a provider in the OAP network. In addition, while members are encouraged to choose a primary care physician (PCP) to coordinate their care, no referrals are needed to access care from specialists.
Open Access Plus 90% Coinsurance Plan (OAP-90%): The OAP-90% plan is managed by CIGNA. The plan features a national network of providers and uses co-insurance and modest deductibles to help reduce the cost of the plan for participants. The annual out-of-pocket maximum protects you in the event of serious illness, injury or chronic conditions. This plan allows members to see any licensed provider they choose but benefits are higher when they receive care from a provider in the OAP network. In addition, while members are encouraged to choose a primary care physician (PCP) to coordinate their care, no referrals are needed to access care from specialists.
Open Access Plus 80% Coinsurance Plan (OAP-80%): The OAP-80% plan is managed by CIGNA. The plan features a national network of providers and uses co-insurance and deductibles to help reduce the cost of the plan for participants. This plan does not provide the full range of covered benefits provided by the other Cigna managed plans, but offers a lower payroll contribution option for employees. The annual out-of-pocket maximum protects you in the event of serious illness, injury or chronic conditions. . This plan allows members to see any licensed provider they choose but benefits are higher when they receive care from a provider in the OAP network. In addition, while members are encouraged to choose a primary care physician (PCP) to coordinate their care, no referrals are needed to access care from specialists.
Health Maintenance Organization (HMO): The HMO plan is managed by Kaiser Permanente. In this plan, each member must select a Primary Care Physician at the Kaiser center where they will receive most of their care. Centers are located in communities throughout the area. Patient records are maintained at the Center and decisions about patient care are made by the physicians there.
MyChoice Consumer Directed Health Plan: The MyChoice Plan is a Consumer Directed Health Plan (CDHP), which is sometimes referred to as a high deductible health plan, and comes with a tax-free Health Savings Account (HSA). Although plan deductibles and out-of-pocket maximums are higher, the benefits provided by the MyChoice Plan are similar to the Cigna 90% Co-insurance plan featuring a co-insurance structure. Both medical and pharmacy charges contribute to the annual deductible and out-of-pocket maximums. Please note: Family deductible must be completely met before any benefits are paid.
The Health Savings Account or HSA is funded in part by county contributions with additional pre-tax contributions made by you. The funds in your account may be used to pay for plan deductibles and other eligible medical, dental and vision expenses. This can significantly reduce the actual cost of your health care. Additionally, any funds remaining at the end of the year may be used for future medical expenses, may be carried forward, and even taken with you to another job or into retirement.
(Premiums are tax exempt)
The county currently offers Delta Dental DPPO in addition to the limited dental coverage available with two of the health plans. Individual, two party and family coverage is offered. The county pays 50% of the premium for employees scheduled to work more than 30 hours per week. Beginning with the 2010 premiums, the county will pay half that amount for part-time merit employees hired or rehired after July 3, 2009 who are scheduled to work 30 hours or less per week.
The Davis Vision plan is provided at no cost to employees covered by county health insurance. It offers low cost eye exams and discounts for eyeglasses and contact lenses with both in-network and out-of-network benefits. Discounts are also available for laser vision correction services.
Employees with less than 3 years of service earn 13 days of annual leave per year; between 3 and 15 years of service, 19 ½ days per year, over 15 years of service, 26 days per year. Employees may accumulate 30 days of annual leave (40 days after 10 years of service).
Employees earn 13 days per year with unlimited accumulation.
Employees receive 12.5 paid holidays per year.
This is to ensure competitive salary structure.
All benefit eligible employees receive county-paid term life insurance coverage equal to their annual salary (rounded to the next higher thousand). Employees have the option of an additional one, two, three, or four times annual salary, rounded up to the next higher thousand, at age-banded rates. (Note: Only one and two times coverage applied for during the first 30 days of employment are guarenteed.) Employees can choose between two dependent coverage options:
LOW - Monthly Premium = $2.64; Spouse/Child Coverage Amount = $10,000 / $5,000
HIGH - Monthly Premium = $5.30; Spouse/Child Coverage Amount = $15,000 / $7,500
(Contributions are tax deferred)
Fairfax County administers three defined benefit retirement systems:
- The Fairfax County Employees' Retirement System
- The Fairfax County Police Officers Retirement System
- The Fairfax County Uniformed Retirement System
Each of these plans includes disability provisions and survivors benefits. The amount of employee contribution is determined by the provisions of the plan. For detailed information on the county's retirement plans, visit the Retirement System home page.
(Contributions and earnings may be pre-tax, post tax or a combination of both.)
For 2017, you may contribute up to $18,000 per year. If you are age 50 or older, you may contribute an additional $6,000 (total $24,000) per year. Contributions must be earnings deducted from your paycheck. Newly eligible employees will receive an enrollment kit in the mail from T. Rowe Price.
- Effective June 1, 2014 all newly hired employees and re-hired employees will be automatically enrolled in the Deferred Compensation Plan with a 1% contribution.
- These participants will also be enrolled in auto-increase, so that on the anniversary date of their enrollment their contribution rate will increase by 1% each year, until the contribution percentage reaches 10%.
- If new employees do not wish to participate in auto-enrollment or auto-increase, they should contact T. Rowe Price at 1-888-457-5770 or log in to rps.troweprice.com within 30 days of employment to decline participation.
Health Care Spending Account
A flexible spending account that is designed to help pay for out-of-pocket health and dental expenses. Employees can set aside up to $2,550 pre-tax to pay for these expenses.
Dependent Care Assistance Program
A flexible spending account which allows employees to set aside up to $5,000 pre-tax for child care expenses resulting in a lower taxable income for the employee.
The plan pays a benefit of up to 60% of your monthly basic earnings up to $5,000. Premiums are based on age and monthly salary.
Located at the Government Center complex, the Child Care Center serves children from six weeks until kindergarten age. All county employees working 20 or more hours per week are eligible to enroll their age-eligible children, space permitting.
Questions about benefits with Fairfax County? Email us or call HR Central at 703-324-3311 (TTY 703-222-7314).