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Exh 10POLICE OFFICER PAY AND BENEFIT SUMMARY INSURANCE The City has a Premium Only Cafeteria Plan (POP). This plan allows employees with dependent health, dental, or life insurance deductions to exclude them from federal and social security taxation. This results in higher net take home pay. Health AETNA. The City provides all full time employees with health insurance with the City paying 100% of the HMO employee premium and 55%percent of the HMO difference in family, employee/spouse, or employee/child(ren)premium. HMO MONTHLY POS MONTHLY Type Total City Employee Total City Employee Coverage Cost Pays Pays Costs Pays Pays Employee Only 273.68 $273.68 $0.00 298.45 $273.67 $24.78 Employee/Child(ren) $511.97 $404.73 $107.24 558.29 $404.73 $153.56 Employee/Spouse 608.52 $457.84 $150.68 663.61 $457.83 $205.78 Employee/Family 799.35 $562.79 $236.56 871.60 $562.80 $308.80 Dental Fortis. The city offers HMO (Legend Series-Summit) and PPO (Dental Health Alliance- DHA) dental programs with 100% paid by employees. Both are discount programs. Vision VSP. Included with Fortis Dental at 100%paid by employees. BCBS also includes vision programs: Vision One & Tru Vision. Both programs are discount programs. Life ReliaStar. City provides and pays 100% of premium for one time annual salary with a maximum of$50,000 term life insurance. The employee may purchase supplemental life insurance for themselves and family members. FLEXIBLE SPENDING ACCOUNTS (FSA) Florida Combined Life) The City offers both a Health Care Reimbursement Account and a Dependent Care Reimbursement Account. When you open an FSA, you must decide on how much money to be set aside each year for that type of expense. The money is deducted from your pay before Federal Tax Withholding and Social Security taxes. The money from your account can be reimbursed to you as you incur eligible expenses. Dependent Care Reimbursement Account helps pay for expenses such as day-care, nursery school or babysitting while you're at work. Health Care Reimbursement Account helps pay for many expenses not fully covered by your health insurance plan. EMPLOYEE ASSISTANT PROGRAM (EAP) The City recognizes that personal problems and family member problems can affect work performance and quality of life in general. In an effort to provide support and assistant to employees and (EAP) dependents, the City provides a confidential program without cost to employees. Professional consultations cover financial matters, family communications, stress, alcohol/drug problems, emotional and psychological distress and legal problems. The 24-hour helpline for employees to call for EAP assistance is 296-9436. LEAVE City provides Personal Leave only to employees, which is an advancement from the traditional vacation and sick leave system. Personal Leave may be utilized by employees for vacation, their own sickness, or cashed in as specified below. Employees earn Personal Leave based upon number of years of service as follows: Beginning Thru Hours per Total Annual pay period Hours 0 3 5.81 151 4 7 6.78 176 8 11 8.31 216 12 15 9.85 256 16 10.47 272 Other Employees may also be eligible for other leave such as: Bereavement, Military, Jury Duty, etc. (See Other Leave Section) OTHER LEAVES: The City provides employees with other types of leave with the most common being: Bereavement Whenever there is a death of a qualifying family member, an employee may request up to three days bereavement leave off with full pay. Military Employees who are required to perform military duties may be eligible for up to seventeen days of paid military leave per year. Civil Leave Employees who are required to attend court as a witness on behalf of the City or in conjunction with their assigned duties with the City shall receive full pay equal to their normal work schedule for the hours that they attend court. Jury Duty Employees who are required to perform jury duty shall receive full pay equal to their normal work schedule for the hours that they attend court. Workers' The City pays 100% of the employee' s daily average earning for each day missed Comp from the first through the seventh day. After seven days, the City will "advance" the employee 66.67% of pay with the employee endorsing their Workers' Compensation benefit check to the City. The Employee may also take Personal Leave to cover the time not covered by Workers' Comp (33.33%). LEAVE CASH IN PROGRAM The City has a Personal Leave "Cash In"program whereby all employees select a maximum personal leave limit that they may accrue of 120, 240, 360, 480, 600, 720, 840 or 960 hours and leave cash-in date(s) that will best fit their individual needs. Once selected, the employee may change their maximum personal leave limit and/or cash in date(s) in December of each year. All personal leave that exceeds the employees maximum personal leave limit as selected by the employee will be automatically paid to the employee during the cash in date(s) as selected by the employee. PENSION/ RETIREMENT The City provides employees with Social Security and a Defined Benefit retirement plan. A Defined Benefit retirement plan is one in which the benefit that the employee will receive is fixed based upon a formula. The City also offers an optional supplemental tax deferred retirement plan for employees. Social Security The City participates within the Social Security program and contributes 6.2% of employee' s pay for Social Security and 1.45% of employee's pay for Medicare. Employees have the same amount deducted from their pay. Pension Plan The City offers two Defined Benefit plans for full time employees: one for general employees and one for police employees. Employee contributions to these plans are pre-tax and exempt from Federal tax withholding until withdrawn upon termination of employment or retirement. 457 Plan: The City offers an optional supplemental investment plan for employees whereby they can invest pre-tax dollars with taxes on the interest being deferred. The plan provides employees with several investment options, which they may invest. PENSION PLAN —CONTRIBUTIONS AND BENEFIT Union Police members contribute 1% of their salary. Non-Union Police members contribute 4.815% of their salary. Benefit is equal to 3% x Final Average Salary(FAS) x Years of Service (YOS). Eligible to retire at: Age 50 with 20 YOS, or Age 55 with 10 YOS, or Any age with 25 YOS, or Age 60 with 5 YOS. Early Retirement: Age 50 with 5 YOS Benefit reduction of 3%per year. DROP Plan: Eligibility: Upon obtaining normal or early retirement eligibility(see above) Members may continue employment for a maximum of 5 years Member contributions to pension plan cease Reduction for entering DROP prior to normal retirement age at 1/4%per month DROP accounts will be employee self directed for investment purposes DROP members are not eligible for pension plan death or disability benefits PAY Non-Union: Effective 10/01/04 Minimum Mid Maximum Chief of Police 59,904 79,872 99,861 Deputy Chief of Police 52,541 70,075 87,610 Lieutenant 41,891 55,848 69,826 Union Police: Effective 10/01/03 Sergeant 36,317 48,422 60,528 Detective Police Officers appointed as Detective receive a+10% add pay Police Officer 31,720 39,666 47,611 Police union negotiations are still on going for pay increases to be effective ??: The City proposing a+3%pay scale adjustment and the following pay increases for current employees: If less than 6 months of service as of 10/01/04: +3% If more than 6 months of service as of 10/01/04: Sergeant: +6% of the new midpoint for the grade or+ $1.44/hour or+ $2,995 annually. Police Officer: +6% of the new midpoint for the grade or+ $1.18/hour or+ $2,454 annually. The union is proposing, in addition to the above, an additional pay increase for all officer with more than 7 years of service. Direct Deposit Direct deposit is required for all new employees. Pay Employees are paid every two weeks on Friday with the paychecks, or direct deposit summaries, provided to the employee on Thursdays at 4:00 P.M. Increases Annual increases as decided by the City Commission during the budget cycle or union contract negotiations and are normally effective on October 1st of each year. Longevity Employees receive an additional $25.00 per month per each five years of service completed with the City in the form of Longevity Pay with a maximum up to $100.00. Additional Pay for Police Officers: Police Officer assigned as a Detective receive a+10% add-pay Police Officer assigned to the Crime Suppression Unit receive a+5% add-pay, Police officers assigned as Detective or to the Crime Suppression Unit receive an annual clothing allowance of$650. Police Officer assigned as Patrol Investigators /Evidence Technicians receive a+5% add-pay, Police Officer on the SWAT Team receive a+5%while performing SWAT duties, Field Training Officers receive an add-pay of+10%while performing FTO duties, Educational Incentive Pay: In addition to salary incentive monies called for in Florida State Statute 943.22, an employee shall receive a monthly educational incentive from the City as follows: Degree Monthly Amount Associates or documented evidence 50.00 of eligibility for an Associates Degree Bachelors 100.00 TUITION AID Any full time employee who has completed the initial probationary period is eligible. Reimbursable Items. 100% of the tuition, lab fees, registration fees, and costs for books. Non-reimbursable items. 100% of the costs of supplies, transportation, parking, equipment, plus all other fees not listed in this article will be the responsibility of the employee. HOURS WORKED: Police officers work a 2080 hour work year and are paid an annual wage based upon 2,080 hours. The basic workweek for a Police Officer consists of an average of 40 hours per week and 160 hours per 28-day work period. OVERTIME: All hours worked plus all hours paid(leave, holiday, etc.) are counted toward overtime entitlement. Thus, in most cases, overtime is daily. COMPENSATORY TIME: A Police Officer has the option of receiving compensatory time off or overtime pay provided 85% or more or the overtime budget has not been expended at the time the overtime work is performed. However, the maximum amount of compensatory time, which may be accrued is one-hundred (100) hours. Once an employee accrues one-hundred (100) hours of compensatory time, no further accrual of compensatory time will be allowed. Thereafter, a Police Officer will be paid for all overtime hours worked. All compensatory time earned must be taken by the employee or they will be paid for all such compensatory time at the end of September of each year. HOLIDAY: Employees receive 10 holidays with pay. Holidays are equal to the employee's scheduled shift. For most police officers this is 10 hours per holiday and for other employees 8 hours per holiday. New Year's Day January 1st Martin Luther King's Birthday 3rd Monday in January President's Day 3rd Monday in February Memorial Day Last Monday in May Independence Day July 4th Labor Day 1st Monday in September Thanksgiving Day 4th Thursday in November Friday after Thanksgiving Day Christmas Eve December 24th Christmas Day December 25th Any day that the City Commission may designate UNIFORMS The City will furnish all sworn bargaining unit employees who are required to wear uniforms in the performance of their duties, with uniforms and equipment approved for their use. The City will replace or repair the above items as they become torn, worn or unserviceable due to the performance of the employee's official duty. Any claim for a repair or replacement under this Section must be accompanied by a written explanation to the employee's supervisor, setting forth the circumstances necessitating the replacement or repair. The torn, worn, or unserviceable item shall be presented The City agrees to provide for the cleaning of a maximum of forty-eight(48)uniforms sets(shirts and pants) per employee per quarter. TAKE HOME VEHICLES: Officers who have completed their probationary period, and who live within 5 miles of the City of Atlantic Beach, are eligible for a"take home car." Officers are allowed to use the cars for personal and for business purposes within the five mile area, and they are required to meet a dress code and monitor the radio anytime they are in the vehicle, on or off duty. This is established by policy and not by collective bargaining contract.