Benefit

Description

Medical Insurance

See Health Plan Summary Sheet

Medical insurance is provided at no cost to full-time regular and contract status employees.  The City paid premium is currently $390 per month.  Coverage begins the first day of the month following the employment or eligibility date.

Coverage for dependents is $375 per month and paid 100% by the employee.  Deductions of $187.50 are made from the first and second checks of each month to pay for the next month’s coverage.

The City is self-insured and has St. John’s Health Systems as its Preferred Provider Organization (PPO).  Annual deductible is $350 per person/$600 per family.  Preferred provider coverage 80% after deductible; non-preferred provider coverage is 60% after deductible. 

Covered employees receive an annual physical exam benefit of $300 per calendar year when using an in-network provider/deductible waived for this benefit.

Prescription Drug Plan administered by Express Scripts.  Retail pharmacy coverage:  $5 co-pay per 30 day fill plus 20% of total 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.

The City of Springfield Health Plan does have pre-existing condition exclusions for new enrollees.

Dental

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 2^nd paycheck of the month to pay for the following month’s coverage.

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 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 $16,500 for 2009 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.  

Sick Leave

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 Incentive

The City pays $100 to any regular employee who uses four hours or less of personal sick leave within a designated six-month period.   Regular part-time employees who use no more than 10% of their regularly scheduled hours of work per week shall also be eligible for the incentive. 

The two six-month periods run from the beginning of the pay period which coincides with the first pay date in July and the second six month period commences with the beginning of the pay period which coincides with the first pay date in January.  An employee must be in an active status and not on any leave without pay during the entire six-month period to be eligible.

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.

Scheduled Holidays

The City offers the following 9 scheduled holidays per year:

Continuous Operation Holiday

(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.

*For employees on a 40-hour workweek, 8-hour day schedule, this equates to a 144-hour maximum   payout.

Floating Holidays

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.)

Vacation

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.

Exempt Leave

(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 it is credited 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.

Compensation

An employee may advance within a salary range on an annual basis provided they have a satisfactory performance rating.  Ranges may be adjusted from time to time.

Direct deposit of bi-weekly paychecks is available.

Longevity Pay

(Paid to employees hired prior to 1/1/2005)

Pin Day

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.

LAGERS Retirement

A mandatory retirement plan is provided to all regular full time PAT and CTL employees through the Local Government Employees Retirement System (LAGERS).

Effective July 1, 2008, the City contributes 18.5% 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.

Rule of 80 Provision:  Employees who were hired or who worked in a LAGERS covered position between 10/1/98 and 12/31/04 who have a combination of age and years of service which totals 80 or more may retire with unreduced benefits.

Computer Purchase Assistance Plan

The City will reimburse 15% of the purchase price for a computer system (central processing unit, monitor, keyboard, preloaded software and printer) up to $600; which is equal to a $4,000 system.  You must be a full time (40 hours per week) regular or contract employee.  Reimbursement for a second or follow-up system must be at least 36 months from the previous purchase.

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. One course per semester may be approved based on the availability of funds. Reimbursement is based on the grade received. 

Reimbursement applies to tuition only; does not apply toward cost of books, registration fees, or incidental fees.  Maximum $2,000 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.

Funeral Leave

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.

Military Leave

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.

Jury Duty

An employee may be granted leave with pay when required to be absent from work for jury duty.

Automobile Reimbursement Allowance

Effective July 6, 2008, 53 cents per mile for employees using their privately owned vehicles in the conduct of City business.

Clothing Allowance

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.

Statutory Requirements

Medicare, Workers' Compensation, and Unemployment Compensation.