Chapter 6 - Benefits

Print
Press Enter to show all options, press Tab go to next option
CHAPTER 6- BENEFITS

6.1 RETIREMENT BENEFITS

(a) On behalf of all eligible employees, the City contributes to Social Security, to Medicare, and to Washington State Department of Retirement Systems.

(b) All commissioned uniformed employees in the police department are covered by the Law Enforcement Officers and Firefighters Retirement System (LEOFF). Benefit levels and contribution rates are set by the State of Washington.

(c) All regular full-time and eligible part-time non-commissioned employees are covered under the Public Employees Retirement System (PERS). Benefit levels and contribution rates are set by the State of Washington.

(d) Employees intending to retire should notify their department head of their intent to retire at least three months prior to the date of retirement.

(e) The City will cash out a retiring employee’s sick leave at a rate of 25%. To qualify for this benefit, the retiring employee must show proof to the City’s satisfaction that he or she has requested that the Washington State Department of Retirement Systems make scheduled payments of his or her defined contribution funds. At his/her discretion, the Mayor may waive this requirement.

6.2 DISABILITY BENEFITS

(a) The State Industrial program (worker’s compensation) covers all employees, except those covered by LEOFF I. Worker’s compensation covers employees in case of on-the-job injuries or job-related illnesses. Employees shall immediately report all job-related accidents to their supervisor. Supervisors shall ensure that an accident report is completed and submitted to the Payroll Department within eight hours of the accident.

(b) When an employee is absent for one or more days due to an on-the-job accident, he/she is required to file a claim for Worker’s Compensation. If the employee files a claim, the City will continue to pay (by use of employee’s unused sick leave) the employee’s regular salary pending receipt of Worker’s Compensation Benefits.

(c) If the employee receives Worker’s Compensation Benefits, he/she is required to repay the City the amount covered by Worker’s Compensation and previously advanced by the City.
This policy is to ensure that employees will receive prompt and regular payment during periods of injury or disability so long as accrued sick leave is available, while ensuring that no employee receives more than he/she would have received had the injury not occurred.

Upon the repayment of funds advanced, the City shall restore the appropriate amount of sick leave to the employee’s account.

(d) The City may require an examination, at its expense, performed by a physician of its choice, to determine when the employee can return to work and if he/she will be capable of performing the essential duties and responsibilities of the position.

(e) The City’s long-term disability policy covers all employees, except those covered by LEOFF 1.

(f) If an employee is unable to continue working for the City because of a disability, as defined by state law, the City will cash out his or her sick leave at a rate of 25%.

6.3 INSURANCE BENEFITS

(a) As outlined in this section, employees are eligible to participate in the City’s insurance programs on the first of the following month after hire date. A City representative will explain the programs criteria for eligibility at the time the employee becomes eligible to join. The City reserves the right to make changes in the carriers and providers of these programs when deemed necessary or advisable.

(b) Medical Insurance. Full family medical coverage for an employee’s family is available through the City’s insurance carrier. The City pays the full premium for a regular full-time employee and his or her spouse, eligible domestic partner or first dependent. The City pays 50% of the premium for additional dependents. The City pays the full premium for a regular part-time employee. If he or she wishes, a regular part-time employee may pay the full premium for his or her spouse/eligible domestic partner and for additional dependents.

(c) Dental Insurance. Full family dental coverage for an employee’s family is available through the City’s insurance carrier. The City pays the full premium for a regular full-time employee and his or her spouse/eligible domestic partner and dependents. The City pays the premium for regular part-time employees. If he or she wishes, a regular part-time employee may pay the full premium for his or her spouse/eligible domestic partner and for additional dependents.

(d) Orthodontia Insurance. Full family orthodontia coverage for an employee’s family is available through the City’s insurance carrier. The City pays the full premium for a regular full-time employee and his or her spouse/eligible domestic partner and dependents. The City pays the premium for regular part-time employees. If he or she wishes, a regular part-time employee may pay the full premium for his or her spouse/eligible domestic partner and for additional dependents.

(e) Vision Insurance. Full family vision coverage for an employee’s family is available through the City’s insurance carrier. The City pays the full premium for a regular full-time employee and his or her spouse/eligible domestic partner and dependents. The City pays the premium for regular part-time employees.

(f) Long Term Disability Insurance. Long term disability insurance for an employee is available through the City’s insurance carrier. The City pays the full premium for a regular full-time employee. The City pays the premium for regular part-time employees.

(g) Life Insurance. Life insurance is available in an amount allowed by the City’s policy through the City’s insurance carrier. The City pays the full premium for a regular full-time employee. The City pays the premium for regular part-time employees. Employees may purchase additional coverage at their own expense.

(h) Except for when an employee takes family and medical leave, as set out herein, and upon mutual agreement between the City and the employee and in accordance with the terms and conditions of the City’s insurance policy, the City will continue health insurance coverage at the employee’s expense during an approved unpaid leave of absence. COBRA continuation rights may apply in the event coverage is not extended through the City.

During an approved family and medical leave of absence, the City will continue to pay its pro-rata share of the employee’s medical insurance coverage for the first twelve (12) weeks of FMLA leave in accordance with the City’s family and medical leave policy.

(i) While an employee is receiving Worker’s Compensation Benefits, the City will pay the employee’s medical insurance premiums for one month, after which the employee may choose to use his/her COBRA rights and self-pay insurance premiums.

(j) Upon an employee’s termination from City employment, at the employee’s option and expense, the employee may elect to continue medical insurance benefits to the extent provided by COBRA.

6.4 EMPLOYMENT RECOGNITION AND SERVICE AWARDS

The City recognizes employee contributions and service to the City by presenting employee recognition and service awards to eligible employees according to the guidelines below:

(a) The City may reward outstanding performance and productivity by presenting recognition awards to eligible employees. Generally, the Mayor will be responsible for setting eligibility requirements and implementing the different programs. Department Heads and supervisors may assist in determining award recipients for the Mayor's Award. In most cases, the Mayor will present the award at a City Council meeting following the retirement/resignation of an award recipient. The Mayor is responsible for identifying employees who will be honored, notifying the presenter, ordering the awards, and arranging for appropriate announcements and publication of awards, both internally and externally

All regular full-time and regular part-time employees are eligible to receive a Pride in Service award after each five consecutive years of service for the City.