Summary of Major Benefits for New Employees
View the Fire Protection Salary Schedule for current base salary information.
Health coverage is provided at no cost to full-time regular employees. The City paid premium is currently $466 per month. Coverage begins the first day of the month following the employment or eligibility date.
Coverage for dependents is $449 per month and paid 100% by the employee. Deductions of $224.50 are made from the first and second checks of each month to pay for the next month's coverage. Newly enrolled dependents are required to remain in the Plan for a minimum of 6 months.
The City's Plan is self-insured and has Mercy as its Preferred Provider Organization (PPO). The in-network annual deductible is $500 per person/$1000 per family. Preferred provider coverage 80% after deductible; non-preferred provider coverage is 60% after the individual $1000 out-of-network deductible.
Employees and covered family members receive an annual preventive care benefit with no cost sharing each calendar year when using in-network providers. Deductible waived for this benefit.
Prescription Drug Plan administered by MedTrak. Retail pharmacy coverage: $5 co-pay per 30 day fill, plus 20% of the remainder of the prescription cost; maximum fill of 90 days. Mail order coverage: 20% of cost limited to a 90-day supply per prescription. Mandatory generic: If plan participant elects brand name over generic, cost is the $5 co-pay (waived for mail order), plus 20%, plus the difference in price between the generic and brand name. Out-of-Network (filing prescription claim with Med-Pay): after deductible is met, plan pays 60% of covered prescriptions.
Cafeteria Plan (IRS Section 125)
Voluntary employee participation. This plan allows for the payment of Health, Dental, Life and Cancer Insurance premiums and qualified Dependent Care Expenses & Medical Expenses on a pre-tax basis. Elected contributions are not subject to State or Federal income taxes or FICA tax.
Deferred Compensation Plan
(IRS Section 457(B) Plan)
Voluntary employee participation. Maximum $17,500 for 2014 calendar year - multiple investment options available. The City contributes $10.00 per pay period for each employee's contribution of at least $10.00 per pay period.
Six 24-hour shifts/144 hours (5.54 hours per pay period) accrue each year. Maximum accrual of 2,160 hours for all firefighters on a 56-hour week. Fire Department personnel on a 40-hour week earn 12 days/96 hours per year and accumulate a maximum of 1,440 hours.
Firefighters may use sick leave for serious illness, injury, preventive health, or other medical needs for the employee's spouse, children or parent.
Sick Leave Redemption
Employees having a sick leave balance over 720 hours may request the City redeem a portion of their sick leave balance at 75% of their hourly rate.
Employees hired on or after 7/1/98 may redeem up to 16 hours and not less than 8 hours. The employee must not have used more than 5 days (40 hours) of personal sick leave during the 12 months prior to the request. In addition, the sick leave balance must not be reduced below 720 hours.
Employees may utilize this provision only one time per fiscal year.
Continuous Operation Holidays
The City offers the equivalent time off of 9 one-half shifts per year for 56-hour week firefighters.
Employees hired on or after July 1, 2004, may accumulate a maximum of 2 times the amount of such holiday leave accruable in 12-month period. Holiday leave time earned but not used, which exceeds this amount, shall be forfeited by the employee.
Employees may refer to the Merit Rules for details of payment due upon separation from the City.
Equivalent time off of 3 and one-half shifts per year for 56-hour week firefighters.
|Length of Service||Annual Accruals||Per Pay Period|
|After 6 months||2.5 24-hour shifts (60 hours)|
|1 year - 7 years||5 24-hour shifts (120 hours)||4.62 hours|
|8 years - 15 years||7 24-hour shifts (168 hours)||6.46 hours|
|16 years +||10 24-hour shifts (240 hours)||9.23 hours|
NOTE: Per General Ordinance 4527, employees hired after July 10, 1995 may accumulate a maximum of two times the annual vacation rate. Vacation NOT taken will be forfeited.
48 hours per calendar year for employees on 24-hour shift schedule.
New employees on 24-hour shift schedule who start employment prior to July 1 of a calendar year will earn 48 hours for the current year; those employees starting between July 1 and December 15 earn 24 hours for the current calendar year.
Any person who holds a position listed upon the Fire Protection Schedule (FPS) and has been certified by the State of Missouri as being qualified as an Emergency Medical Technician is eligible for $300 annually.
Employees assigned to the Water Rescue or Hazardous Materials Teams are eligible for $300 annually (upon completion of appropriate training) for each team assignment.
(Paid to employees hired prior to 1/1/2005)
|Length of Service||Annual Amount||Per Pay Period|
|After 5 years||$300 per year||$11.51|
|After 10 years||$600 per year||$23.02|
|After 15 years||$900 per year||$34.53|
|After 20 years||$1200 per year||$46.04|
A pin day is a day off with pay based on length of service. These occur only for specific years of service. Pin days are earned on the 5, 10, 15, 20, 25, 30, etc. year anniversaries. A pin day must be used within one year of the time it is earned.
Firefighters receive a semi-annual clothing allowance of $343.34 within the pay periods in which September 15 and March 15 occur. In addition, the City furnishes each Firefighter their turnout gear and other items such as helmet, hood, turnout pants and coat, leather gloves, badge and nametag, boots, and PPE pouch.
New firefighters are advanced a pro-rated payment calculated from hire date to the next semi-annual installment. Anyone leaving City service within 6 months of receiving an advance must pay back 50% of the advance.
Clothing costs are reviewed and allowance rates are adjusted each July.
Retirement - Police and Fire Pension
Employees hired on or after February 1, 2010 are provided a retirement plan through the Local Government Employees Retirement System (LAGERS). The current Benefit Program is L-11. The City of Springfield makes the full contribution to LAGERS for this benefit. Effective January 1, 2014, the contribution rate for Firefighters is 19.60%.
Pension calculation: 2.5% x final average salary (average of 36 highest consecutive months in the last 120 months) x years of service credit = monthly benefit.
A LAGERS member is vested (guaranteed a benefit) after 5 years of service credit within the LAGERS system. Firefighters are eligible to retire with unreduced benefits at age 55. A vested employee may elect to retire with reduced benefits up to 5 years earlier than the normal retirement age.
More information is available at www.molagers.org or by calling 800-447-4334.
Employees in this benefit program do not participate in Social Security.
Tuition Reimbursement Program
Must be approved by the Human Resources Department at least seven days prior to start of the class. Must satisfactorily complete probationary period to be eligible; courses may be approved based on the availability of funds; and reimbursement is based on the grade received.
A - 100%
B - 90%
C - 80%
Passing, but less than C - 50%
Pass/fail classes reimbursed at - 80%
Reimbursement applies to tuition only; does not apply toward cost of books, registration fees, or incidental fees. Maximum $2,500 per fiscal year. An employee leaving City employment will be required to pay back 100% of tuition reimbursement payments received during the last 6 months of employment.
Employees may be granted up to 3 working days leave in the event of the death of an eligible relative as listed in the Merit Rules.
An employee who is a member of the National Guard or any reserve component of the United States Armed Forces is eligible for a total of 120 hours leave per federal fiscal year without a reduction in pay upon furnishing the City with appropriate orders.
An employee may be granted leave with pay when required to be absent from work for jury duty.
Medicare, Workers' Compensation, and Unemployment Compensation.
NOTE: The above information is only a generalized description of benefits. If there is any conflict between the information contained above and the provisions of the City Charter, Merit Rules, ordinance and specific laws they will prevail relative to this data. The above data is subject to change.