SUMMARY OF BENEFITS
Professional, Administrative & Technical and
Crafts, Trades & Labor
Health coverage is provided at no cost to full-time regular and contract status 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 $1000 individual out-of-network deductible.
Employees and covered family members receive an annual preventative care benefit with no cost sharing each calendar year when using in-network providers. Deductible waived for this benefit.
Prescription Drug Plan administered by Express Scripts (ESI). Retail pharmacy coverage: $5 co-pay per 30 day fill, plus 20% of 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.
A voluntary, employee paid dental insurance plan is available through payroll deduction. The coverage is provided through Assurant and includes two options: Freedom Basic and Freedom Advance.
Premiums are 100% employee paid. Deductions occur on the 2nd paycheck of the month to pay for the following month's coverage.
|Freedom Basic||Freedom Advance|
|Employee + One||$39.23||$77.00|
|Employee + Family||$73.49||$124.29|
Term Life Insurance
A voluntary term life insurance program is available through payroll deduction. Premiums are 100% employee paid and are based on age and amount of coverage selected. A maximum basic insurance coverage of 3 times employee's annual salary, not to exceed $100,000, is available.
Supplemental and dependent coverage may also be purchased.
Cancer/Intensive Care Coverage
A voluntary plan available through AFLAC. Premiums are 100% employee paid.
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 2013 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.
12 days / 96 hours (3.69 hours per pay period) accrue each year. Maximum accrual of 180 days (1440 hours).
5 accrued sick days may be used per calendar year for serious illness, injury, preventative 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.
Employees hired before 7/1/98 may redeem up to 54 hours and not less than 8 hours.
The City offers the following 9 scheduled holidays per year:
- New Year's Day
- Martin Luther King, Jr. Day
- Presidents' Day
- Memorial Day
- Independence Day
- Labor Day
- Veteran's Day
- Thanksgiving Day
- Christmas Day
Continuous Operation Holidays
(Eligible employees work in positions are assigned to 24/7 operations.)
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 hired prior to July 1, 2004: Payouts at retirement or separation of service for Continuous Operation Holiday are capped according to the schedule below. Please note this does not place a cap on the amount an individual employee can accrue.
|Retirements and Separations||Continuous Operation Holiday Payout Allowed|
|Until 12/31/2005||No cap on payout|
|From 1/1/2006 through 12/31/2007||400 hours maximum payout|
|From 1/1/2008 through 12/31/2009||200 hours maximum payout|
|From 1/1/2010 forward||2 times annual accrual maximum payout*|
*For employees on a 40-hour workweek, 8-hour day schedule, this equates to a 144-hour maximum payout.
4 per calendar year - Eligible for 3 after completing three months of service and earn the 4th after completing 1 year of service. (NOTE: must be used during the calendar year or the hours are lost.)
|Length of Service||Annual Accruals||Per Pay Period|
|After 6 months||1 week (40 hours)|
|1 year - 7 years||2 weeks (80 hours)||3.08 hours|
|8 years - 15 years||3 weeks (120 hours)||4.62 hours|
|16 years +||4 weeks (160 hours)||6.16 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.
(Employees eligible for this benefit are in positions that are exempt from overtime payment.)
40 hours per calendar year will be credited in one lump sum in January and must be used by the end of the last pay period in December of the same calendar year. Exempt leave not taken during the calendar year will be lost. Exempt leave does not accumulate.
New employees in exempt positions will receive a pro-rated number of exempt leave hours for the calendar year in which they start work for the City. The number of hours is determined by the initial employment date and the length of time remaining in the current calendar year.
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.
A mandatory retirement plan is provided to all regular status, full time PAT and CTL employees through the Local Government Employees Retirement System (LAGERS).
Effective July 1, 2013, the City contributes 17.60% of wages toward this benefit.
Pension rules: fully vested in 5 years; 2% x final average salary (average of 36 highest consecutive months in the last 120 months) X years of service = monthly benefit.
Normal retirement: age 60 with 5 years service. Employees may retire as early as age 55 with reduced benefits.
Optional Rule of 80: This optional early retirement provision in which an employee may retire with an unreduced benefit is only applicable to employees hired on or before January 1, 2005, and who remain employed until their retirement date. Employees eligible for the “80 and Out” provision may retire when the sum of their age and years of service equal 80.
Travel & Conferences
The City encourages travel and attendance at professional organization conferences. This benefit is subject to the availability of Department funds and must be approved in advance by Department management.
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.
Automobile Reimbursement Allowance
51 cents per mile for employees using their privately owned vehicles in the conduct of City business.
Employees required to purchase clothing items relative to their job duties may receive an annual clothing allowance predicated on budget and approval of the City Manager. Clothing costs are reviewed and allowance rates are adjusted each July.
The City Manager or his designee may grant up to $70 per month as deemed appropriate for purposes necessary to fulfill the functions of the position for which the allowance is recommended.
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.