Police Dispatcher Lateral Job at City of Azusa
Definition
Police Dispatcher Lateral New-Hires Now Eligible for a
$10,000
Bonus (paid in 2 installments)!
$5,000 upon successful completion of the required 12-month Probationary Period, $5,000 upon 36-Months of consecutive employment.
Offering Excellent Benefits
10% COLA (Cost of Living Adjustment) over a four (4) year contract
2021 -
4% COLA Increase to Base Pay
2022 -
3
% COLA Increase to Base Pay
2023 -
3
% COLA Increase to Base Pay
$1,500 - Monthly Flexible Benefit Plan Contribution for Medical Benefits.
Bilingual Incentive Pay, Longevity Pay & so much more!
The salary range for full time Police Dispatcher is $4,747.72-$5,770.89 per month.
The salary range for part-time Police Dispatcher is $27.39-$33.29 per hour.
We currently have two (2) part-time and two(2) full time vacancies in our Police Department. The eligibility list established from this recruitment may be used to fill future part-time and full time vacancies as they occur.
Part-time employees typically work up to 19 hours a week, cannot work more than 28 hours a week, serve at will, and are exempt from the Civil Service System. Please note the benefits listed under the benefits tab do not apply to part-time employees. Only full time employees are eligible for benefits.
A VALID TYPING CERTIFICATE VERIFYING A TYPING SPEED OF 40 NET WORDS PER MINUTE IS REQUIRED AT THE TIME OF APPLICATION.
The typing certificate must be dated no earlier than 12 months from the date you submit the application and must indicate the testing source and must indicate that the typing test was a five (5) minute timed test. Failure to adhere to these requirements will result in disqualification for this position.
PLEASE NOTE: WE DO NOT ACCEPT ONLINE TYPING TESTS.
Certification may be in the form of a certificate, letter, or test results form and must clearly state the following:
- Your name
- Name of the issuing agency. Agencies acceptable are a government agency, a temporary employment agency, a business college, an adult school, or a public school system
- The date of your test. The test must be dated within 1 year of the final filing date of the recruitment
- Gross typing speed, errors and net typing speed of the test. The minimum net typing requirements for these positions are stated on the job announcement.
Acceptable Issuing Agencies
Olympic Personnel Services
588 South Grand Avenue
Covina, CA 91722
Ph: (626) 967-5255
Walk in available
Call for fee inquiry
Glendora Employment Agency, Inc.
203 So. Glendora Ave., Suite C.
Glendora, CA 91741
Ph: (626) 335-4081
Call for an appointment and fee
Azusa Adult School
1134 S. Barranca Ave Rm 17B
Glendora CA 91740
(626) 852-8400
Time: Monday and Wednesday
9 AM to 12 Noon
6 PM to 9 PM
Call for fee inquiry
Under general supervision, receives requests for law enforcement services and dispatches units via radio; maintains contact with department personnel in the field; performs related duties as required.
This is a journey level class and incumbents are required to perform the full range of dispatching duties. In addition, Police Dispatchers may assist with the training of less experienced personnel.
Essential Functions
Receives requests for police or other emergency services over the phone; answers 911 calls; screens incoming calls to determine necessity, priority, and type of response required; monitors other radio frequencies to be aware of incidents elsewhere that may affect City police operations; monitors cameras throughout the building.
Dispatches, as necessary, police units in response to calls for service or request from officers in the field; uses law enforcement terminology and cites Code sections by number; calls public and private agencies, such as allied law enforcement, hospitals, towing services, and utilities and requests mutual assistance when necessary.
Keeps track of police unit locations and status; maintains constant radio communication with personnel in the field; runs warrant checks on subjects, registration checks on vehicles, and property checks; relays information and instructions to personnel in the field.
Maintains accurate log of incoming service requests and actions taken; prepares other reports and records as directed; maintains files necessary for dispatch as assigned; enters, updates, and retrieves information from the computer and teletype networks.
Provides general information to the public; as necessary, refers callers to appropriate agencies; calms angered or distraught callers; maintains calm in radio transmissions during hectic, tense, and dangerous situations; may assist citizens and police officers with translation related needs.
Provides temporary and vacation relief for other staff as necessary; may search prisoners on an as needed basis and supervise and care for infants and children awaiting transportation.
Marginal Functions:
These are position functions which may be changed, deleted or reassigned to accommodate an individual with a disability.
Qualification Guidelines
Education and/or Experience:
Any combination of education and/or experience that has provided the knowledge, skills, and abilities necessary for satisfactory job performance. Example combinations include graduation from high school or equivalent
AND two (2) years of experience in typing and general clerical work including one year of experience with required considerable public contact.
Preferred Knowledge, Skill and Abilities :
Considerable knowledge of office procedures, record keeping system, forms correspondence, reports and other materials common to operation of a police department; police dispatching procedures and the laws and regulations governing the use of dispatching equipment in a law enforcement agency; agencies involved with police activities; Penal Code, Vehicle Code, and local municipal code; 911 system and TDD Deaf Translation System; computerized systems used in municipal law enforcement agencies.
Ability of communicate clearly and concisely, both orally and in writing; type accurately at a speed of not less than 40 net words per minute; understand and follow oral and written instructions; learn and follow standard broadcasting procedures and rules; learn and utilize a wide variety of codes and computer commands; spell accurately; work various shifts; operate computer terminal and other office equipment quickly; accurately, and at times, concurrently; respond to emergency and problem situations in an effective manner; understand, explain and apply policies and procedures; dispatch police units quickly and effectively; speak clearly and precisely; work under pressure and exercise good judgment; effectively communicate and elicit information from upset and irate citizens; work with minimum supervision.
SPECIAL REQUIREMENTS
THE COMPLETE EXAMINATION PROCESS INCLUDES A ONE-YEAR WORKING TEST PERIOD (PROBATIONARY PERIOD), DURING WHICH THE SELECTED CANDIDATE MUST SUCCESSFULLY COMPLETE A P.O.S.T. PUBLIC SAFETY DISPATCHER BASIC COURSE BEFORE A REGULAR APPOINTMENT CAN BE CONSIDERED.
A VALID TYPING CERTIFICATE VERIFYING A TYPING SPEED OF 40 NET WORDS PER MINUTE IS REQUIRED AT THE TIME OF APPLICATION.
The typing certificate must be dated no earlier than 12 months from the date you submit the application and must indicate the testing source and must indicate that the typing test was a five (5) minute timed test. Failure to adhere to these requirements will result in disqualification for this position.
NOTE: THIS POSITION REQUIRES WORKING ROTATING SHIFTS WITH VARYING WORK HOURS, INCLUDING NIGHTS AND WEEKENDS. CIVILIAN UNIFORMS WILL BE REQUIRED.
SELECTION PROCEDURE: At the conclusion of the testing process, the top scoring candidates will be placed on an eligibility list. Candidates may be invited to begin the background process after the list is approved. Candidates who are selected will undergo an extensive background process including polygraph, criminal history, credit history, driving record, military history, civil records check, past & current employers, drug & alcohol abuse, education, and reference contacts. Candidates who successfully pass the background investigation may be selected for a position and receive a conditional offer of employment contingent upon psychological and medical examinations by City selected medical professionals.
Special Requirements/Physical, Mental, Environmental Conditions
This position also requires extensive and repetitive physical activity involving the arms, wrists, and hands, including writing and using a keyboard and mouse to operate a personal computer. Position requires sitting for long periods of time. It also requires physical abilities associated with the ability to read, write and communicate orally clearly and effectively. Work environment does not require any extraordinary physical strength, heavy lifting, or other special physical qualifications. These requirements may be accommodated for qualified individuals requiring and requesting an accommodation
Below is a summary of Civilian Association of Police Personnel (CAPP) benefits. For a detailed description of benefits, please visit the City of Azusa webite at www.ci.azusa.ca.us under Human Resources and Salary Information/MOU's.
Term of Contract: August 1, 2020 through July 31, 2024
Term of Contract: August 1, 2020 through July 31, 2024
21.CalPERS City Contribution/Employee Contribution
The City shall continue its contract with the California Public Employees' Retirement System (CalPERS), and for the 2% @ 55 Full Formula plan. The City shall also maintain the increased level of the 1959 Survivor Benefit of Level 4.
In accordance with the California Public Employees' Pension Reform Act of 2013 (PEPRA), effective February 1, 2016, all unit members other than "New Members" as defined by PEPRA and/or California Government Code section 7522.04(f) shall individually pay an additional 2%, resulting in a total of 7%, of "compensation earnable" as defined in Government Code section 20636, representing the member employee's contribution to CalPERS. These contributions shall, at the time of termination, belong to the employee. All other required contributions for unit members other than "new members" as defined by the PEPRA and/or California Government Code section 7522.04(f) shall be made by the City. The members contribution shall be made on a "cost sharing" basis and be a contribution toward the employer's contribution.
Unit members who are "New Members" as defined by PEPRA and/or California Government Code section 7522.04(f), shall be required to pay a PERS member contribution in an amount equal to 50% of the normal cost rate, up to a maximum of 12%, for the Defined Benefit Plan provided for by PEPRA, in which the new member is enrolled, rounded to the nearest quarter of 1% or the current contribution rate of similarly situated employees, whichever is greater, pursuant to Government Code section 7522.30.
"New Members" are new hires who are brought into CalPERS for the first time on or after January 1, 2013, and who have no prior membership in any California public retirement system; a new hire who is brought into CalPERS membership for the first time on or after January 1, 2013, and who is not eligible for reciprocity with another California public retirement system; or a member who first established CalPERS membership prior to January 1, 2013, and who is rehired by a different CalPERS employer after a break in service of greater than six months are also considered "New Members."
Social Security:
No contributions are paid by the City or employee into Social Security
Medicare(Employees hired after 4/1/86)1.45% of salary paid by City and 1.45% by employee (2.9% total)
19.Life Insurance: (City Paid)
Lincoln Financial Group
Policy Effective Date: February 1, 2016
City pays 100% of employee's premium. Benefit equal to 12 months base salary to employee's designated
beneficiary.
5.Short Term/Long Term Disability
Lincoln Financial Group
Policy Effective Date:
February 1, 2016Weekly benefit 66 2/3% of pre-disability earnings as of the date of disability, reduced by deductible income. 29 day waiting period for illness; 1 day waiting period for accident. Maximum weekly benefit $2,492./wk. before reduction by deductible income.
Deferred Comp (City Paid)
Effective August 1 2020, the City shall provide one hundred ($100) per month in deferred compensation to each employee.
Longevity Premium At the completion of:
7 Yrs = $80/month
10 Yrs = $100/month
15 Yrs = $200/month
20 Yrs = $300/month
Bilingual Stipend
The City shall pay an additional $125 per month to personnel demonstrating a proficiency in a foreign language if they are assigned and required to speak and translate a foreign language in performance of their duties. An additional payment of $125 per month shall be paid to those who are proficient in writing in the foreign language as well.
Holidays
10 holidays per year.
Floating Holidays
2 floating holidays ( 10 hrs. each)- floating holidays shall accrue on July 1 and must be taken by the following June 30, or the hours will be forfeited.
17.5.1.Vacation Days per Calendar Year
Unit members hired before 2/1/2016 accrue 90 hours of vacation per year thru 4th year to a maximum of 210 hours/yr. thru 16th year. An employee shall be required to use one half (½) of his/her annual vacation accrual yearly and shall be able to carry over one half (½) of one year's vacation accrual from one year to the next, cumulatively, up to a maximum of fifty two (52) times the then-current pay period rate of vacation accrual.
New unit members, hired on or after February 1, 2016, will accrue up to a maximum of three hundred (300) hours.
Personal Business
Personal Business not to exceed a maximum of thirty (30) hours during any one (1) calendar year. Personal Business means those items of personal business that can only be taken care of during regular working hours of the employee. Employees must provide advance notice for Personal Business Leave whenever possible. Personal Business Leave shall be approved or disapproved by the department head in accordance with this section.
Departments are to use the earning code PB for this purpose. Personal Business shall be debited against the employee's Sick Leave balance but Sick Leave taken as Personal Business Leave shall not be taken into consideration for the purposes of the Sick Leave Cash-In program or with regard to employee performance evaluations.
Sick Leave
Unit members hired on or before December 31, 2015 , sick leave with pay shall accrue to employees at the rate of ten hours per month for each calendar month of paid employment, with unlimited accumulation. Sick leave shall not be taken in units of less than one-half hour.
New unit members, hired on or after January 1, 2016, will not be entitled to any pay out of sick leave; sick leave accruals will simply stop after accrual of 960 hours. No more than 960 hours of sick leave may be accrued.
17.4.8.Unused Sick Leave Credit
Balances accrued but unused at the time of an employee's retirement may be converted for PERS service credit pursuant to PERS guidelines.
Bereavement Leave
Up to 40 hours for death of a member of his or her immediate family herein defined as mother, father, step parents, brother, sister, step siblings, spouse, domestic partner, child, mother-in-law, father-in-law, grandparents, grandparents in-law, or relative living within the employee's household. Person in loco parentis may also be considered under certain circumstances. Such leave shall not be charged against the employee's Sick Leave or Vacation. In addition to Bereavement Leave, an employee may request up to two (2) days of Sick Leave in the event of the death of an immediate family member. Such leave shall be charged against the employee's accrued Sick Leave balance and shall be considered in calculating his/her ability to convert the balance.
Comp Time
Employees shall be entitled to Overtime Pay or Compensatory Time off for all hours worked in excess of ten (10) hours in one work day or forty (40) hours within the employee's regular work week. For the purposes of this document, Holiday Pay, Sick Leave, and other Compensated Time off shall count for the hours. Compensatory Time may be accumulated at the appropriate rate for each hour of overtime worked to a maximum accrual of two hundred forty (240) hours. Compensatory Time may be used by employees in the same manner and for the same reasons as if it were vacation leave under the City's policies.
Uniform Allowance $800 paid in November for all employees who are required to wear or maintain a uniform.
Training Pay
5% in addition to base salary while assigned to train persons in their respective divisions
Retiree Health Benefit
Beginning with the first month after retirement, for Association employees who had at least twenty (20) years of service with the City of Azusa, and who enroll or continue in the City's health insurance program, the City will reimburse monthly the amount of one-half (½) of the premiums for such health insurance, regardless of how many family members are enrolled. In the event that the employee is single or widowed, and has no dependents, the City's contribution shall be equal to 100% of such premium. In the event that the employee passes away and is survived by an eligible spouse, the benefit shall continue. But, if the employee passes away and has no surviving spouse the benefit shall not carryover to the surviving dependents. This plan shall remain in effect until the retiree, or eligible spouse, passes away, whichever occurs later. Otherwise the benefit shall terminate. Once an individual has qualified for this provision, he or she shall retain this eligibility. The minimum contribution (currently $108 per month) that the City pays directly to CalPERS shall be considered to be part of the portion paid by the City.
Tuition Reimbursement
The City's Tuition Reimbursement Administrative Policy, as of February 1, 2016, is incorporated herein and applied to unit members for tuition reimbursement.
License Renewal
The City agrees to pay the cost of maintaining certifications and licenses that are within the minimum requirements for the licensee's job
Flexible Benefit Plan (FBP):
Effective August 1, 1993, the City's existing Cafeteria Benefit Plan (CBP) was converted to an IRS Section 125 Flexible Benefit Plan (FBP) administered by either the City or its designee. This plan can be used by the employee to pay, to the extent available, for qualified benefits as determined by the IRS. The employee understands that, in the event the total premiums and/or expenses for qualified benefits selected by him/her exceed the amount of the FBP; the excess shall be deducted from pre-tax wages of the employee. As of February 1, 2016, the City added vision plan applicability to the FBP.
Amount of Monthly Benefit
Effective August 1, 2020, the City and the CAPP Association agrees to make the following changes to the monthly flexible benefit allowance and excess cap for cash out:
15.2.1 For employees hired on or before January 31, 2016, the City’s Flexible Benefit Plan contribution will increase from one thousand four hundred fifty four ($1,454) to one thousand five hundred dollars ($1,500) per month for each employee.
15.2.2 Effective January 1, 2020, for employees hired on or before January 31, 2016, the City will continue to provide a cashout option up to a cap of one thousand dollars ($1,000) per month for any employee who provides proof of other coverage for themselves and their dependents or otherwise does not use the entire FBP amount. The cash out amount plus the remaining benefit may be used to purchase other benefits, at the employee’s option.
The City shall continue its contract with the California Public Employees' Retirement System (CalPERS), and for the 2% @ 55 Full Formula plan. The City shall also maintain the increased level of the 1959 Survivor Benefit of Level 4.
In accordance with the California Public Employees' Pension Reform Act of 2013 (PEPRA), effective February 1, 2016, all unit members other than "New Members" as defined by PEPRA and/or California Government Code section 7522.04(f) shall individually pay an additional 2%, resulting in a total of 7%, of "compensation earnable" as defined in Government Code section 20636, representing the member employee's contribution to CalPERS. These contributions shall, at the time of termination, belong to the employee. All other required contributions for unit members other than "new members" as defined by the PEPRA and/or California Government Code section 7522.04(f) shall be made by the City. The members contribution shall be made on a "cost sharing" basis and be a contribution toward the employer's contribution.
Unit members who are "New Members" as defined by PEPRA and/or California Government Code section 7522.04(f), shall be required to pay a PERS member contribution in an amount equal to 50% of the normal cost rate, up to a maximum of 12%, for the Defined Benefit Plan provided for by PEPRA, in which the new member is enrolled, rounded to the nearest quarter of 1% or the current contribution rate of similarly situated employees, whichever is greater, pursuant to Government Code section 7522.30.
"New Members" are new hires who are brought into CalPERS for the first time on or after January 1, 2013, and who have no prior membership in any California public retirement system; a new hire who is brought into CalPERS membership for the first time on or after January 1, 2013, and who is not eligible for reciprocity with another California public retirement system; or a member who first established CalPERS membership prior to January 1, 2013, and who is rehired by a different CalPERS employer after a break in service of greater than six months are also considered "New Members."
Social Security:
No contributions are paid by the City or employee into Social Security
Medicare(Employees hired after 4/1/86)1.45% of salary paid by City and 1.45% by employee (2.9% total)
19.Life Insurance: (City Paid)
Lincoln Financial Group
Policy Effective Date: February 1, 2016
City pays 100% of employee's premium. Benefit equal to 12 months base salary to employee's designated
beneficiary.
5.Short Term/Long Term Disability
Lincoln Financial Group
Policy Effective Date:
February 1, 2016Weekly benefit 66 2/3% of pre-disability earnings as of the date of disability, reduced by deductible income. 29 day waiting period for illness; 1 day waiting period for accident. Maximum weekly benefit $2,492./wk. before reduction by deductible income.
Deferred Comp (City Paid)
Effective August 1 2020, the City shall provide one hundred ($100) per month in deferred compensation to each employee.
Longevity Premium At the completion of:
7 Yrs = $80/month
10 Yrs = $100/month
15 Yrs = $200/month
20 Yrs = $300/month
Bilingual Stipend
The City shall pay an additional $125 per month to personnel demonstrating a proficiency in a foreign language if they are assigned and required to speak and translate a foreign language in performance of their duties. An additional payment of $125 per month shall be paid to those who are proficient in writing in the foreign language as well.
Holidays
10 holidays per year.
Floating Holidays
2 floating holidays ( 10 hrs. each)- floating holidays shall accrue on July 1 and must be taken by the following June 30, or the hours will be forfeited.
17.5.1.Vacation Days per Calendar Year
Unit members hired before 2/1/2016 accrue 90 hours of vacation per year thru 4th year to a maximum of 210 hours/yr. thru 16th year. An employee shall be required to use one half (½) of his/her annual vacation accrual yearly and shall be able to carry over one half (½) of one year's vacation accrual from one year to the next, cumulatively, up to a maximum of fifty two (52) times the then-current pay period rate of vacation accrual.
New unit members, hired on or after February 1, 2016, will accrue up to a maximum of three hundred (300) hours.
Personal Business
Personal Business not to exceed a maximum of thirty (30) hours during any one (1) calendar year. Personal Business means those items of personal business that can only be taken care of during regular working hours of the employee. Employees must provide advance notice for Personal Business Leave whenever possible. Personal Business Leave shall be approved or disapproved by the department head in accordance with this section.
Departments are to use the earning code PB for this purpose. Personal Business shall be debited against the employee's Sick Leave balance but Sick Leave taken as Personal Business Leave shall not be taken into consideration for the purposes of the Sick Leave Cash-In program or with regard to employee performance evaluations.
Sick Leave
Unit members hired on or before December 31, 2015 , sick leave with pay shall accrue to employees at the rate of ten hours per month for each calendar month of paid employment, with unlimited accumulation. Sick leave shall not be taken in units of less than one-half hour.
New unit members, hired on or after January 1, 2016, will not be entitled to any pay out of sick leave; sick leave accruals will simply stop after accrual of 960 hours. No more than 960 hours of sick leave may be accrued.
17.4.8.Unused Sick Leave Credit
Balances accrued but unused at the time of an employee's retirement may be converted for PERS service credit pursuant to PERS guidelines.
Bereavement Leave
Up to 40 hours for death of a member of his or her immediate family herein defined as mother, father, step parents, brother, sister, step siblings, spouse, domestic partner, child, mother-in-law, father-in-law, grandparents, grandparents in-law, or relative living within the employee's household. Person in loco parentis may also be considered under certain circumstances. Such leave shall not be charged against the employee's Sick Leave or Vacation. In addition to Bereavement Leave, an employee may request up to two (2) days of Sick Leave in the event of the death of an immediate family member. Such leave shall be charged against the employee's accrued Sick Leave balance and shall be considered in calculating his/her ability to convert the balance.
Comp Time
Employees shall be entitled to Overtime Pay or Compensatory Time off for all hours worked in excess of ten (10) hours in one work day or forty (40) hours within the employee's regular work week. For the purposes of this document, Holiday Pay, Sick Leave, and other Compensated Time off shall count for the hours. Compensatory Time may be accumulated at the appropriate rate for each hour of overtime worked to a maximum accrual of two hundred forty (240) hours. Compensatory Time may be used by employees in the same manner and for the same reasons as if it were vacation leave under the City's policies.
Uniform Allowance $800 paid in November for all employees who are required to wear or maintain a uniform.
Training Pay
5% in addition to base salary while assigned to train persons in their respective divisions
Retiree Health Benefit
Beginning with the first month after retirement, for Association employees who had at least twenty (20) years of service with the City of Azusa, and who enroll or continue in the City's health insurance program, the City will reimburse monthly the amount of one-half (½) of the premiums for such health insurance, regardless of how many family members are enrolled. In the event that the employee is single or widowed, and has no dependents, the City's contribution shall be equal to 100% of such premium. In the event that the employee passes away and is survived by an eligible spouse, the benefit shall continue. But, if the employee passes away and has no surviving spouse the benefit shall not carryover to the surviving dependents. This plan shall remain in effect until the retiree, or eligible spouse, passes away, whichever occurs later. Otherwise the benefit shall terminate. Once an individual has qualified for this provision, he or she shall retain this eligibility. The minimum contribution (currently $108 per month) that the City pays directly to CalPERS shall be considered to be part of the portion paid by the City.
Tuition Reimbursement
The City's Tuition Reimbursement Administrative Policy, as of February 1, 2016, is incorporated herein and applied to unit members for tuition reimbursement.
License Renewal
The City agrees to pay the cost of maintaining certifications and licenses that are within the minimum requirements for the licensee's job
Flexible Benefit Plan (FBP):
Effective August 1, 1993, the City's existing Cafeteria Benefit Plan (CBP) was converted to an IRS Section 125 Flexible Benefit Plan (FBP) administered by either the City or its designee. This plan can be used by the employee to pay, to the extent available, for qualified benefits as determined by the IRS. The employee understands that, in the event the total premiums and/or expenses for qualified benefits selected by him/her exceed the amount of the FBP; the excess shall be deducted from pre-tax wages of the employee. As of February 1, 2016, the City added vision plan applicability to the FBP.
Amount of Monthly Benefit
Effective August 1, 2020, the City and the CAPP Association agrees to make the following changes to the monthly flexible benefit allowance and excess cap for cash out:
15.2.1 For employees hired on or before January 31, 2016, the City’s Flexible Benefit Plan contribution will increase from one thousand four hundred fifty four ($1,454) to one thousand five hundred dollars ($1,500) per month for each employee.
15.2.2 Effective January 1, 2020, for employees hired on or before January 31, 2016, the City will continue to provide a cashout option up to a cap of one thousand dollars ($1,000) per month for any employee who provides proof of other coverage for themselves and their dependents or otherwise does not use the entire FBP amount. The cash out amount plus the remaining benefit may be used to purchase other benefits, at the employee’s option.
15.2.2.1 For example, a member whose flexible benefit allowance is $1,500 uses $300 for medical, dental, vision, and/or supplemental products will be eligible for $1,000 taxable cash payment and can use the remaining $200 for supplemental products.
15.2.3 For employees hired on or after February 1, 2016, the City’s Flexible Benefit Plan contribution will increase from one thousand four hundred dollars ($1,400) per month to one thousand five hundred dollars ($1,500) per month for each employee effective January 1, 2021, with no cash out provision. These members may, however, opt out of the Flexible Benefit Plan and receive three hundred dollars ($300) in lieu of participation.
15.2.4 Effective January 1, 2021 and each year during the open enrollment period employees whose premiums exceed their FBP contribution amount have the option to redirect the City paid deferred compensation contribution of one hundred ($100) and have that amount added to their FBP (see Section 12.4). This plan can be used by the employee to pay, to the extent available, for qualified benefits as determined by the IRS. The employee understands that, in the event the total premiums and/or expenses for qualified benefits selected by him/her exceed the amount of the FBP, the excess shall be deducted from pre-tax wages of the employee.
15.3 Opt out or Opt for Less Coverage
Effective January 1, 2020, for employees hired on or before January 31, 2016, the City will continue to provide a medical opt-out option up to a cap of one thousand dollars ($1,000) per month for any employee who provides proof of other coverage for themselves and their dependents or otherwise does not use the entire FBP amount. Employees may use the excess of the FBP to purchase vision, dental or other supplemental benefits at the employee’s option. For employees hired on or after February 1, 2016, the City will provide a medical opt-out (waiver) program for employees who provide proof of other coverage for themselves and their dependents. Employees waiving coverage for themselves and their dependents will receive three hundred dollars ($300) per month in lieu of such coverage. The medical waiver amount may be applied toward the purchase of any pre-tax optional benefits such as Deferred Compensation or paid as a taxable cash benefit.
15.2.4 Effective January 1, 2021 and each year during the open enrollment period employees whose premiums exceed their FBP contribution amount have the option to redirect the City paid deferred compensation contribution of one hundred ($100) and have that amount added to their FBP (see Section 12.4). This plan can be used by the employee to pay, to the extent available, for qualified benefits as determined by the IRS. The employee understands that, in the event the total premiums and/or expenses for qualified benefits selected by him/her exceed the amount of the FBP, the excess shall be deducted from pre-tax wages of the employee.
15.3 Opt out or Opt for Less Coverage
Effective January 1, 2020, for employees hired on or before January 31, 2016, the City will continue to provide a medical opt-out option up to a cap of one thousand dollars ($1,000) per month for any employee who provides proof of other coverage for themselves and their dependents or otherwise does not use the entire FBP amount. Employees may use the excess of the FBP to purchase vision, dental or other supplemental benefits at the employee’s option. For employees hired on or after February 1, 2016, the City will provide a medical opt-out (waiver) program for employees who provide proof of other coverage for themselves and their dependents. Employees waiving coverage for themselves and their dependents will receive three hundred dollars ($300) per month in lieu of such coverage. The medical waiver amount may be applied toward the purchase of any pre-tax optional benefits such as Deferred Compensation or paid as a taxable cash benefit.
Employee Assistant Program (EAP)
The City will continue to maintain the Employee Assistance Plan.
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