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The last piece of the current picture is the leave donation progarn that allows current staff to donate some of heir accrued paid leave time to someone on an approved leave of absence to help them stay whole financially. An employee who is approved to participate to this plan is able to have up to 400 hours of paid time donated to there. With regard to potential benefit offerings or changes made to the current package surrounding this issue there are many options. The first option would of course be to change nothing. This method may however, not beep in pace with the changing marketplace or the changing and ever evolving employee population. Secondly, we could tweak current benefits to better cover holes in current leave policy. This would be options such as lowering long term disability eligibility to 30 days versus the current 60 days. Thus, lessening employee risk and stretching out there paid leave time usage. Also, under this option the City could change its procedure to pay the City contribution during granted extended leaves even if the employee is out of paid leave time. This option however, appears to most benefit those that use all of their paid leave time and not allow it to accumulate for emergency purposes. Also, a Stanton group 5 survey conducted by Human Resources shows that this is not how other Cities within our marketplace are handling this situation. I have included this survey as exhibit A for your review. The last option would be to include additions to our current package either as voluntary (employee paid) options, as mandatory (City paid) options, or as a combination of a City paid base and an optional supplemental addition. There are several options in this arena. Two of the options that stand out the most are Long Term Care and Short Tenn Disability. These two options are summarized in the attached documentation labeled exhibit 13, �p D. and-9. Finally, please beep in mind that if the Council wants to move forward with any of these last options a full underwriting process and probably an RF P would need to occur in order to get final costs. Also, the statistics that we have on hand from MN employers (Public & Private) with over 100 employees show that approximately 11 % offer long terra care insurance. It does not say who pays for the benefit. Our Broker's experience has been that most companies that are looping to offer LTC are doing so primarily on a voluntary bads (employee paid). The majority of their clients do however offer employer paid short term disability or long term disability beginning at 30 days to coincide with their PTO policies. I have also included 2003 survey data from the Stanton 5 group on benefit package offerings above and beyond the basic package of Medical and Dental. I have called this exhibit E. Let me know if you have questions or if there are further directives on this issue. Lastly, I would be happy to present this with you to Council if you would like.