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--- wiki:topic_f [2025/10/03 07:43:05] – created - external edit 127.0.0.1
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 ===== Topic F — EMPLOYEE BENEFITS =====
-==== Overview ====
-TOPIC F -  EMPLOYEE BENEFITS: (SECTIONS 17,18)
-SECTION 17. HEALTH AND LIFE INSURANCE
-Taney County Personnel Policy Manual Revision
-Revision of Policies
-The following revision is effective 2018-05-29
-,
-Amendment #2018-01 -#18-071CM
-Topic F - Employee Benefits.
-Section 17. Health and Life Insurance
-A. Retiree M edical Insurance
-Revision #2018-01 - #18-071 CM to the Personnel Policy Manual is hereby submitted and adopted this
-'h'day of May, 2018.
-fyiike Scofield, Presiding Commissioner
-Date
-Date
-Sheila Wyatt, Eastern District Commissioner
-Brandon Williams, Western District Commissioner
-Date
-Taney County Personnel Policy Manual Revision HrlZ
-Revision of Policies
-The following revisions are effective 2018-09-24
-Amendment #2018-02 - #18-0S9HR
-- Section 13-3. Testing Circumstances. 2. Random Testing: (Drugs and Alcohol}.
-- Section 13-10. Road and Bridge Employees.
-Amendment #2018-02 - #18-089HR to the Personnel Policy Manual is hereby submitted and adopted
-this 24th day of September, 2018.
-Sheila Wyatt, Eastern District Commissioner
-Date
-Brandwv AMHttmsrWistem District Commissioner
-Date
--09-24
-Taney County Personnel Policy Manual Revision
-Revision of Policies
-The following revision is effective 2018-11-26
-Amendment B2018-03 - #18-U2J j h r
-- Section 17-1. Group and Voluntary Benefits.
-Amendment #2018-03 -M8-\ViUeHR to the Personnel Policy Manual is hereby submitted and adopted
-this 26th day of November, 2018
-Date
-Date
-branoon "Ti'om s, western uistrict Commissioner
-Date
--11-26
-i
-Revision of Policies
-The following revision is effective on the
-Amendment #2020-03-02
-- Section 17-1 (Group and Voluntary Benefits)
-- Section 17-1 (1A)
-- Topic M in the index
-- Elected Officials and Department Head Page
-■—
-J—
-*
-"" Personnel Policy Manuel is hereby submitte
-i v y v v i i v w /  ■ •
-J
-O  ................. —
-Sheila Wy*Hrf3Steri Commissioner
-BrandonVVTiiams, ’.'estern Commissioner
-R-10
-Qrtis
-A
-The following revision is effective on the _
-»
-day of rn jp i »\r_»2021
-Amendment #2021-08-02
-- Section 26-10. Catastrophic Leave Sharing.
-Revision of Policies
-Amendment #2021-08-02 to the Personnel Policy Manual is hereby submitted and
-adopted this 4 " ^  day of P^\ i
-jsA-______a 2021
-Mike Scofield, Presid
-Mike Scofield, Presiding Commissioner
-i g t f ______________
-Sheila Wyatt, Eastern Commissioner
-Brandon Williams, Western Commissioner
-R-11
-Revision of Policies
-The following revision is effective on the
-/fo
-day of
-Amendment #2021 -08-19
-- Elected Officials and Department Heads
-Amendment #2021-08-19 to the Personnel Policy Manual is hereby submitted and
-adopted this / 9
-day of
-C u t.g u J X ____- 2021
-d
-j
-J
-.
-Mike Scofield, Presiding Com
-idling Commissioner
-Shelly Wyatt Eastern Commissioner
-r
-.__________________
+===== SECTION 17 HEALTH AND LIFE INSURANCE =====
-Brandon Williams, Western Commissioner
-R-12
-The following revision is effective on the
-day of
-'h f i f t e v r f o e j r __________ , 2 0 2 1
-Revision R-13
-- Substance Abuse Policy
-Revision of Policies
-Revision R-13 to the Personnel Policy Manuel is hereby submitted and adopted the
-_
-day of
-c -r _______ , 2 0 2 1 .
-Mike Scofield,
-v S lc iL j
- iV u L tb '
--------------------V--------------
-Sheila Wyatt, Eastern Commissioner
-R-13
-The following revision is effective on the
-\
-day of
-_________________ » 2 0 1 9
-Revision R-14
-- County Wellness and Fitness Center
-Revision of Policies
-Revision R-13 to the Personnel Policy Manuel is hereby submitted and adopted the
-\ ^
-__day of ^
-r u
-a r [ |,__________ , 2019.
-Sheila Wyatt, Eastern Commissioner
-Brandon Williams, Western Commissioner
-R-14
-TANEY COUNTY, MISSOURI
-POLICY -  MILEAGE REIMBURSEMENT
-Mileage Reimbursement
-a.
-Reimbursement Rate
-The mileage reimbursement rate for the County will be equal to the mileage allowance
-adopted by the State of Missouri in accordance with 1 CSR 10-11.030 and as published by
-the State of Missouri Office of Administration for the relevant time periods that the travel
-b.
-Reimbursement Request
-Any employee that is eligible for mileage reimbursement must submit a reimbursement
-request. All requests should include the following:
-- Employee Name.
-- County Department.
-- Supervisor Name.
-- Miles Traveled (round trip).
-- Purpose/Reason for travel.
-c.
-Effective Date. This policy shall be effective as of January 1,2022.
-occurred.
-APPROVED AND ADOPTED BY THE TANEY COUNTY COMMISSION
-ON JANUARY 31,2022.
-Mike Scofield
-Presiding Commission^
-Brandon Williams
-Western District Commissioner
-Sheila Wyatt
-Eastern District Commissioner
-R-15
-/31/2022
-Amendment #2019-0211
-In an effort to promote Employee Physical Health, Taney County has provided its Employees, and certain guests,
-with an in-house Wellness and Fitness Center. All Employees of Taney County may use this Wellness and Fitness
-Center.
-State Employees working in the Judicial Center and Employees contracted through Advanced Correctional
-Healthcare are eligible to use the Wellness and Fitness Center as well. The Wellness Center is open 24 hours per
-day, 7 days per week. If you wish to utilize the facility outside of working hours, which are noted from 8:00 a.m.
-through 5:00 p.m., Monday through Friday, access >s to be gained by swiping the bar-code on the back of your ID
-badge. There is one outside entrance with a reader. This access is located on the lower level of the Administration
-Building (next to Information Technology), facing Highway 160.
-Guests: Certain guests are allowed to use the Wellness and Fitness Center. They are defined as:
-•
-A spouse or significant other of a current Taney County EmpOloyee or a spouse or significant other of a
-current State Employee who is living in the household and is eligible for insurance through that County
-==== Section 17-1. Health and Life Insurance. ====
+==== Section 17-1 Group and Voluntary Benefits ====
-Full Time and regular Part Time Employees with benefits will be enrolled, without cost,
-in the Health Insurance (Medical and Dental) coverage program and the Employee
-Basic Life Insurance coverage program. (Employees must work a minimum of 30 hours
-per week in order to qualify for the 75/25 cost share health benefits plan.) Effective
-/01/2014 Employees are eligible for Medical and Dental and Employee Basic Life
-Insurance, as well as other Voluntary Coverages, on the first day of the calendar month
-following sixty (60) days from date of hire.
-- Medical Insurance. Medical Insurance coverage for spouse and dependents of
-Full Time Employees and Part Time Employees with benefits is optional to the
-Employee, at a determined cost to the Employee, as established by the County
-for each insurance plan year.
-A. Retiree Medical Insurance.
-If vou are eligible for retiree benefits but not eligible for Medicare. Tanev
-Countv offers eligible retirees medical benefits at the retiree’s cost. Medical
-insurance coverage for the retiring employee, as well as gualified
-dependents covered under the plan on the retirement date, will be offered
-coverage at the same cost offered to full-time employees, plus a two (2)
-percent convenience fee. Eligible retiree benefits are available beginning at
-age 55 and can last up through Medicare eligibility. To be eligible. Retirees
-must be at least age 55 and have at least B years of service with Tanev
-County,
-When the covered retiree becomes eligible for Medicare, retiree coverage
-will no longer be available. Retiree covered dependents not vet eligible for
-Medicare will be offered the option of COBRA Continuation Coverage.
-(Revised 03/02/2020)
-- Dental Insurance. Dental Insurance coverage for spouse and dependents of
-Full Time Employees and Part Time Employees with benefits is optional to the
-Employee, at a determined cost to the Employee, as established by the County
-for each insurance plan year.
-- Basic Life Insurance. Basic Life Insurance is life insurance that the County
-provides for the Employee. This coverage may change with each insurance plan
-year.
-- Optional Life Insurance. Optional Life Insurance is currently offered for the
-Employee; Employee’s Spouse; and Employee’s Children.
-The Employee is
-required to pay the premiums for Optional Life Insurance. Information regarding
-premiums for Optional Life Insurance will be in the Employee’s insurance packet.
-This coverage may change with each insurance plan year.
-- Short Term Disability. Short Term Disability is currently offered to the
-Employee.
-The Employee is required to pay the premiums for Short Term
-Disability. Information regarding premiums for Short Term Disability will be in the
-Employee’s insurance packet. This coverage may change with each insurance
-plan year.
-- Long Term Disability. The Employee is required to pay the premiums for Long
-Term Disability. Information regarding premiums for Long Term Disability will be
-in the Employee’s insurance packet.
-This coverage may change with each
-insurance plan year.
-==== Section 17-2. Retirement Plans. ====
+All regular full‐time employees are eligible for group health benefits.  Full‐time employees, as defined under the Affordable Care Act, are employees who work an average of thirty (30) hours per week for more than one hundred‐twenty (120) days in one (1) year.
-Full Time Employees and Part Time Employees working the required minimum number
-of hours or more per year will be enrolled as participating members of the appropriate
-local government retirement plans.
-- LAGERS. Full Time Employees and authorized Part Time Employees who are
-employed in positions normally requiring 1,000 hours of work per year will be
-enrolled in the LAGERS plan after six (6) months of employment. Whereas the
-Taney County Commission will continue to cover in LAGERS all Elected Officials
-that work over 1,000 hours per year, the Commission has voted to opt out of
-covering Part-Time Elected Officials who work less than 1,000 hours per year in
-LAGERS, pursuant to Missouri Statute 70,600 (10). An Employee will be vested
-in LAGERS after completing five (5) years of credited service. The County pays
-the entire cost of the LAGERS Plan.
-- CERF (County Employees’ Retirement Fund). The County Employees’
-Retirement Fund was established by Senate Bill 579 effective August 28, 1994.
-On January 1, 1997, CERF began paying annuity payments to eligible retirees.
-Full Time Employees and authorized Part Time Employees who are employed in
-a position normally requiring 1,000 hours of work each year will be enrolled in the
-CERF plan upon employment.
-The following Employees are not eligible for Cerf:
-- Circuit Clerks or any Deputy Circuit Clerks who are members of
-MOSERS.,
-- Court Employees who are hired, fired, or whose work and
-responsibilities are controlled by a Circuit Judge or Associate
-Circuit Judge,
-- Election Employees -  Directors and Employees of independent
-election boards,
-- Juvenile Services Personnel,
-- Extension Employees,
-- Prosecuting Attorneys,
-- Sheriff.
-An Employee must complete eight (8) years of credited service before being
-vested in CERF. Four percent (4%) of gross wages will be withheld as self
-funding for an Employees retirement plan for all Employees hired after January 1,
-- All funds paid in will be returned to the Employee by CERF if they leave
-County employment before vesting per CERF Policy.
-Employees hired after March 1, 2002 will have four percent (4%) withheld from
-their paycheck pursuant to the CERF legislative change. If the Employee is not
-employed for eight (8) years, the Employee will be entitled to a refund from
-CERF. If an Employee remains employed for eight (8) years, they will be
-considered vested and payments to CERF will go toward their retirement benefit
-per CERF guidelines. For further information regarding CERF, Employees may
-contact the Plan Administrator, Boone County National Bank, at 1-800-357-8557.
-==== Section 17-3. Cafeteria Plan. ====
+Full‐time employees will be enrolled, without cost, in the group health, dental and basic group life insurance programs.  All coverage, which includes any voluntary and dependent coverage paid in full by employee, will begin on the first day of the calendar month following sixty (60) days from the date of hire.  (({{ :wiki:revision_r-9.pdf |Revised 11/02/2020 (R-9)}}))\\
-Employees who are enrolled in the Health Insurance plan may take advantage of
+  - **Medical Insurance:** Medical Insurance coverage for spouse and dependents of Full Time Employees and Part Time Employees with benefits is optional to the Employee, at a determined cost to the Employee, as established by the County for each insurance plan year.\\
-reducing their taxable income through utilization of the cafeteria plan. Additional
+    - **Retiree Medical Insurance:**\\ \\ __If vou are eligible for retiree benefits but not eligible for Medicare, Tanev Countv offers eligible retirees medical benefits at the retiree's cost, Medical insurance coverage for the retiring employee, as well as qualified dependents covered under the plan on the retirement date, will be offered coverage at the same cost offered to full-time employees, plus a two (2) percent convenience fee, Eligible retiree benefits are available beginning at age 49 and can last up through Medicare eligibility. To be eligible, Retirees must be at least age 49 and have at least 8 years of service with Taney County.__\\ \\ __When the covered retiree becomes eligible for Medicare, retiree coverage will no longer be available. Retiree covered dependents not yet eligible for Medicare will be offered the option of COBRA Continuation Coverage.__ (({{ :wiki:revision_r-17.pdf |Revised 03/11/2024 (R-17)}}))\\ \\
-insurance, such as Dental, Cancer, and Life may be available and premium amounts for
+  - **Dental Insurance:** Dental Insurance coverage for spouse and dependents of Full Time Employees and Part Time Employees with benefits is optional to the Employee, at a determined cost to the Employee, as established by the County for each insurance plan year.\\ \\
-these and dependent health insurance are deducted from gross income prior to income
+  - **Basic Life Insurance:** Basic Life Insurance is life insurance that the County provides for the Employee. This coverage may change with each insurance plan year.\\ \\
-tax deductions.
+  - **Optional Life Insurance:** Optional Life Insurance is currently offered for the Employee; Employee’s Spouse; and Employee’s Children. The Employee is required to pay the premiums for Optional Life Insurance. Information regarding premiums for Optional Life Insurance will be in the Employee’s insurance packet. This coverage may change with each insurance plan year.\\ \\
+  - **Short Term Disability:** Short Term Disability is currently offered to the Employee. The Employee is required to pay the premiums for Short Term Disability. Information regarding premiums for Short Term Disability will be in the Employee’s insurance packet. This coverage may change with each insurance plan year.\\ \\
+  - **Long Term Disability:** The Employee is required to pay the premiums for Long Term Disability. Information regarding premiums for Long Term Disability will be in the Employee’s insurance packet. This coverage may change with each insurance plan year.
-==== Section 17-4. Deferred Compensation. ====
+==== Section 17-2 Retirement Plans ====
-Full Time Employees may elect to participate in two separate deferred compensation
-programs offered by the County, including Nationwide and Cerf. The County does not
-participate monetarily in these programs. Interested Employees should contact The
-Benefits’ Coordinator to schedule an appointment with a representative. You are under
-no obligation to participate in these plans and should immediately report any
-harassment to Human Resources by any salesperson involved with said programs.
-==== Section 17-5. Flexible Spending Program. ====
+Full Time Employees and Part Time Employees working the required minimum number of hours or more per year will be enrolled as participating members of the appropriate local government retirement plans.\\
-Employees who are enrolled in the Health Insurance plan may take advantage of
+  - **LAGERS:** Full Time Employees and authorized Part Time Employees who are employed in positions normally requiring 1,000 hours of work per year will be enrolled in the LAGERS plan after six (6) months of employment. Whereas the Taney County Commission will continue to cover in LAGERS all Elected Officials that work over 1,000 hours per year, the Commission has voted to opt out of covering Part-Time Elected Officials who work less than 1,000 hours per year in LAGERS, pursuant to Missouri Statute 70,600 (10). An Employee will be vested in LAGERS after completing five (5) years of credited service. The County pays the entire cost of the LAGERS Plan.\\ \\
-reducing their taxable income through the FLEX Spending Program. This is done by
+  - **CERF (County Employees’ Retirement Fund):** The County Employees’ Retirement Fund was established by Senate Bill 579 effective August 28, 1994. On January 1, 1997, CERF began paying annuity payments to eligible retirees. Full Time Employees and authorized Part Time Employees who are employed in a position normally requiring 1,000 hours of work each year will be enrolled in the CERF plan upon employment.\\ \\ The following Employees are not eligible for Cerf:\\
-the Employee setting aside a designated amount into the plan per calendar year for
+    - Circuit Clerks or any Deputy Circuit Clerks who are members of MOSERS
-dependent child-care and for medical expenses and/or dental expenses. Amounts that
+    - Court Employees who are hired, fired, or whose work and responsibilities are controlled by a Circuit Judge or Associate Circuit Judge
-are set aside by the Employee are deducted from their gross income prior to income tax
+    - Election Employees – Directors and Employees of independent election boards
-deductions.
+    - Juvenile Services Personnel
+    - Extension Employees
+    - Prosecuting Attorneys
+    - Sheriff\\
+An Employee must complete eight (8) years of credited service before being vested in CERF. Four percent (4%) of gross wages will be withheld as self-funding for an Employees retirement plan for all Employees hired after January 1, 2003. All funds paid in will be returned to the Employee by CERF if they leave County employment before vesting per CERF Policy.
+Employees hired after February 25, 2002 will have four percent (4%) withheld from their paycheck pursuant to the CERF legislative change. If the Employee is not employed for eight (8) years, the Employee will be entitled to a refund from CERF.
-==== Section 17-6. Consolidated Omnibus Budget Reconciliation Act (COBRA). ====
+If an Employee remains employed for eight (8) years, they will be considered
+vested and payments to CERF will go toward their retirement benefit per CERF guidelines.
-When specific qualifying events occur, Employees and their Dependents who lose their
+For further information regarding CERF, Employees may contact the Plan Administrator,
-Health or Dental benefits may elect COBRA Continuation Coverage for up to 18
+Boone County National Bank, at 1-800-357-8557. (({{ :wiki:revision_r-17.pdf |Revised 03/11/2024 (R-17)}}))
-months. Certain qualifying events may extend the length of time from 18 months to up
-to 29 months, or up to a maximum of 36 months. Premium payments for COBRA are
-the responsibility of the individual(s) electing COBRA Continuation Coverage.
-The
-individual will pay 100% of the total premium plus 2% administrative fee for a total of
-% of the insurance. All Employees will receive an “Initial COBRA General Notice” at
-the time they become eligible for the County’s Insurance Program. This notice explains
-their rights regarding COBRA, should a qualifying event occur. Individuals that lose
-coverage due to a qualifying event will receive information through the mail of their
-rights to continue coverage.
-This information is referred to as “Continuation of
-Coverage through COBRA”. COBRA is not a County benefit but is administered by the
-Internal Revenue Service.
-SECTION 18. HEALTH INSURANCE PORTABILITY ACCOUNTABILITY ACT
-(HIPAA)
-==== Section 18-1. Description of HIPAA. ====
+==== Section 17-3 Cafeteria Plan ====
-The Health Insurance Portability Accountability Act (HIPAA) is a federal law that covers
-different areas of insurance and privacy. HIPAA limits the release of Personal Health
-Information (PHI).
-Doctor’s offices, Hospitals, etc. will have every patient fill out a
-HIPAA Privacy Act form.
-In following the guidelines of HIPAA, Taney County will
-comply with the guidelines to only share Personal Health Information that is absolutely
-necessary for administrative purposes for our Employee’s insurance purposes.
-In order to comply, the guidelines listed below will be followed:
-- Privacy Officers): The Privacy Officers are within the Human Resources
-Department; these are the current positions of Benefit’s Coordinator and Director
-of Human Resources.
-- Medical information will not be given out to anyone without a signed release from
-the Employee. (Release forms are in the Human Resources Department.) This
-information does not include and is not limited to information for purposes of
-requesting and obtaining group insurance coverage, work restrictions and filing of
-FMLA (Family and Medical Leave Act), and Worker’s Compensation claims.
-- Taney County management (Supervisors and above) and the Human Resources
-Department will not disclose medical information about an Employee or an
-Employee’s family member without his/her signed consent.
-==== Section 18-2. Employee Notification Notice of Privacy Practices. ====
+Employees who are enrolled in the Health Insurance plan may take advantage of reducing their taxable income through utilization of the cafeteria plan. Additional insurance, such as Dental, Cancer, and Life may be available and premium amounts for these and dependent health insurance are deducted from gross income prior to income tax deductions.
-What is “Medical Information”? Medical information is information Taney County
-would receive from a variety of sources concerning your personal health.
-Likely
-sources are you and/or a physician; however, it could include nurses, dentists, insurers,
-and family members.
-How Medical Information may be Used or Disclosed: The most common use of
-medical information is in the payment of health care claims. Therefore, personal health
-information may be shared with our insurers) and/or claims payers. Medical providers
-may request information from us to assist in treatment plans. Retirement Plan
-Administrators may need specific information at times. Taney County may occasionally
-request providers, such as life insurance companies, other insurers, and certain other
-providers to give us rates or quotes on a particular type of coverage. They may use
-consultants or actuaries to whom medical information would be disclosed.
-Three specific descriptions of how medical information might be used:
-- Treatment -  a physician or hospital might inquire and receive information about
-you in planning a course of action for your medical problem;
-- Payment -  a third-party payer may use personal medical information related to
-your use of the health plan to determine whether you have met a deductible; and
-- Health-care operations -  should the organization change insurers, a new set of
-data including your personal health information will be transmitted to the
-subsequent insurer.
-==== Section 18-3. Rights and Responsibilities of the County. ====
+==== Section 17-4 Deferred Compensation ====
-Taney County will use Protected Health Information only in the management of health
-care or other benefit programs. If Taney County is required to, and/or permitted to,
+Full-Time Employees may elect to participate in deferred compensation programs. The County does not participate monetarily in these programs. Interested Employees should contact The Benefits’ Coordinator to schedule an appointment with a representative. You are under no obligation to participate in these plans and should immediately report any harassment to Human Resources by any salesperson involved with said programs.
-make any other disclosure, or use of Protected Health Information, we will notify
+(({{ :wiki:revision_r-17.pdf |Revised 03/11/2024 (R-17)}}))
-Employee of such. If a state or federal law becomes effective or revised, and contains
-more stringent requirements, the County will follow the more stringent law.
+==== Section 17-5 Flexible Spending Program ====
+Employees who are enrolled in the Health Insurance plan may take advantage of reducing their taxable income through the FLEX Spending Program. This is done by the Employee setting aside a designated amount into the plan per calendar year for dependent child-care and for medical expenses and/or dental expenses. Amounts that are set aside by the Employee are deducted from their gross income prior to income tax deductions.
+==== Section 17-6  Consolidated Omnibus Budget Reconciliation Act (COBRA) ====
+When specific qualifying events occur, Employees and their Dependents who lose their Health or Dental benefits may elect COBRA Continuation Coverage for up to 18 months. Certain qualifying events may extend the length of time from 18 months to up to 29 months, or up to a maximum of 36 months. Premium payments for COBRA are the responsibility of the individual(s) electing COBRA Continuation Coverage. The individual will pay 100% of the total premium plus 2% administrative fee for a total of 102% of the insurance. All Employees will receive an “Initial COBRA General Notice” at the time they become eligible for the County’s Insurance Program. This notice explains their rights regarding COBRA, should a qualifying event occur. Individuals that lose coverage due to a qualifying event will receive information through the mail of their rights to continue coverage. This information is referred to as “Continuation of Coverage through COBRA”. COBRA is not a County benefit but is administered by the Internal Revenue Service.
+===== SECTION 18 HEALTH INSURANCE PORTABILITY ACCOUNTABILITY ACT (HIPAA) =====
+==== Section 18-1 Description of HIPAA ====
+The Health Insurance Portability Accountability Act (HIPAA) is a federal law that covers different areas of insurance and privacy. HIPAA limits the release of Personal Health Information (PHI). Doctor’s offices, Hospitals, etc. will have every patient fill out a HIPAA Privacy Act form. In following the guidelines of HIPAA, Taney County will comply with the guidelines to only share Personal Health Information that is absolutely necessary for administrative purposes for our Employee’s insurance purposes.
+In order to comply, the guidelines listed below will be followed:\\
+  - Privacy Officer(s): The Privacy Officers are within the Human Resources Department; these are the current positions of Benefit’s Coordinator and Director of Human Resources.
+  - Medical information will not be given out to anyone without a signed release from the Employee. (Release forms are in the Human Resources Department.) This information does not include and is not limited to information for purposes of requesting and obtaining group insurance coverage, work restrictions and filing of FMLA (Family and Medical Leave Act), and Worker’s Compensation claims.
+  - Taney County management (Supervisors and above) and the Human Resources Department will not disclose medical information about an Employee or an Employee’s family member without his/her signed consent.
+==== Section 18-2 Employee Notification Notice of Privacy Practices ====
+**What is “Medical Information”?** Medical information is information Taney County would receive from a variety of sources concerning your personal health. Likely sources are you and/or a physician; however, it could include nurses, dentists, insurers, and family members.
+**How Medical Information may be Used or Disclosed:** The most common use of medical information is in the payment of health care claims. Therefore, personal health information may be shared with our insurer(s) and/or claims payers. Medical providers may request information from us to assist in treatment plans. Retirement Plan Administrators may need specific information at times. Taney County may occasionally request providers, such as life insurance companies, other insurers, and certain other providers to give us rates or quotes on a particular type of coverage. They may use consultants or actuaries to whom medical information would be disclosed.
+**Three specific descriptions of how medical information might be used:**\\
+  - Treatment – a physician or hospital might inquire and receive information about you in planning a course of action for your medical problem
+  - Payment – a third-party payer may use personal medical information related to your use of the health plan to determine whether you have met a deductible
+  - Health-care operations – should the organization change insurers, a new set of data including your personal health information will be transmitted to the subsequent insurer
+==== Section 18-3 Rights and Responsibilities of the County ====
+Taney County will use Protected Health Information only in the management of health care or other benefit programs. If Taney County is required to, and/or permitted to, make any other disclosure, or use of Protected Health Information, we will notify Employee of such.
+If a state or federal law becomes effective or revised, and contains more stringent requirements, the County will follow the more stringent law.
-==== Section 27-10. County Wellness and Fitness Center. ====
-•
-Dependent(s) of a current Taney County Employee living in the household and is/are between the ages of
-years and 26 years. They must be eligible for insurance through the said Employee. Dependent(s)
-between the ages of 10 years and 12 years must maintain in visual contact of Employee.
-•
-Buddy System: A Full Time County Employee/Dependent must accompany the "Buddy" of their choice,
-provided a waiver has been completed by the "Buddy". Waivers may be obtained from a member of the
-Advisory Committee. Both the Employee and the "Buddy" must agree to adhere to all rules to maintain
-the privilege of the Center. (Rules will be posted in the Wellness Center.)
-Wellness Advisory Committee:
-The Advisory Board for the County Wellness Center is to consist of seven (7) members. Qualifications for being a
-member of the Wellness Advisory Board are as follows:
-.
-Any Full Time Employee of Taney County;
-.
-Any Full Time State Employee within the Judicial;
-.
-Candidate must complete an application required by the Wellness Advisory Committee and submit the
-application to the current Advisory Committee;
-.
-Upon recommendation by the Wellness Advisory Committee, the Commission may appoint new
-member(s);
-.
-Each member appointed to the Wellness Advisory Committee will service until dismissed by the
-Commission or upon their voluntarily resignation or who no longer meets the member criteria.
-Amendment #2019-0211 to the Personnel Policy Manual is hereby submitted and adopted this 11th day of
-February 2019.
-Employee.