City Employee Benefits

Retirement Benefits

The City participates in the CERS  (County Employee Retirement System), under the KRS (Kentucky Retirement System). All full-time permanent positions are enrolled at time of employment and are considered non-hazardous employees.  Police and Firefighters are considered hazardous employees. For more information about the CERS you can go to www.kyret.ky.gov to find out the most recent information based on your hire date and years of service.

Deferred Compensation

The City offers supplemental retirement plans through Kentucky Deferred Compensation.  This deduction is taken out payroll deduct and there are limitations as to the minimum amount that can be deducted.  This retirement plan is entirely optional and the City does not make any contributions into this plan.  For more information about Kentucky Deferred Compensation you can go to www.kentuckyplans.com

Medical Benefits

The City is operating under a "self-insured" medical insurance program.  The Third Party Administrator is Meritain Health. The level of employee contributions are set by the Plan Administrator.  The City provides coverage to the employee at no cost to the employee.  If any additional coverage is needed, such as for a spouse, then it is the employee's responsibility to pay for that coverage.  The employee's portion of the premium is deducted from their paycheck each pay period.  The payroll deduction is tax deferred.  (Rate sheets are available)

There is an annual deductible that begins each July 1.  The deductibles are:  Annual Deductible Single is $500 and Family is $1,000 with Maximum out-of-pocket of $1,000 for Single and $2,000 for family.

Once the deductibles have been met, the plan covers 80% of allowed charges, if a network provider is utilized.  Once the out-of pocket limit is met, the plan generally pays at 100% of allowed charges.

If a non-network provider is utilized, without referral from a network provider, the plan will only pay 70% of allowed charges (deductible applies). 

New employee coverage will take effect 60 days after date of hire.  Enrollment period is May of each year with coverage taking affect on July 1.

Life Insurance

The City provides a $25,000 Life Insurance policy for all full-time permanent positions.  This coverage is available to the employee, it does not carry a cash value and coverage will terminate once employment with the City is terminated.  In case of accidental death or dismemberment the policy is then doubled as long as the employee was still working at time of accident.

New employee coverage will take effect 60 days after date of hire.  Enrollment period is May of each year with coverage taking effect on July 1.

Flexible Spending Accounts

The City offers to employees in full-time permanent positions the option to have a flexible spending account.  IRS Code Section 125 referring to pre-taxed insurance premiums allows for the pre-taxed dependent care and medical reimbursement plans.  The employee, through payroll deduction, is allowed to set aside for the fiscal year amounts to be used for either medical reimbursement or dependent care.  This is a projection that the employee must set. 

The employee is issued a debit card at the beginning of the fiscal year with his allotment available from the flexible spending account and must show the debit card at time of purchase to use it. If card is not available at time of purchase, the employee must complete a claim form and provide necessary receipts for reimbursement.  All claims incurred during the previous plan year must be submitted by July 31.  It is the employee's responsibility to retain copies of all documentation for tax purposes. 

Use it or Lose it!!!  If the employee contributes money to a reimbursement account and does not use all of the contribution, they will lose any remaining balance in the amount at the end of the plan year.  Therefore, it is extremely important to estimate expenses as accurately as possible. 

MINIMUM/MAXIMUM CONTRIBUTIONS:
Dependent Care:  $2,500 for married couples filing jointly or for single parents.
Maximums:  $5,000 for married couples filing separately

MEDICAL REIMBURSEMENT:  No minimum contribution per year and $2,550 maximum contribution per year.

A medical reimbursement plan may be used to pay many types of medical expenses not covered under any other plan.  Qualified expenses include:  medical, drug, vision, and dental expenses and co-pays not covered by insurances (excluding premiums), special medical equipment, physicals, braces, immunizations, birth control pills, etc.

Additional Benefits:

PAID VACATION LEAVE

Employees that are considered full-time and hold permanent positions with the City are eligible for the following:

  •  After 1 year of service        2 weeks vacation
  •  After 10 years of service     3 weeks vacation
  •  After 25 years of service     4 weeks vacation

SICK LEAVE

Employees that are considered full-time and hold permanent positions with the City are eligible for the following:

  • 8 hours sick time per month - may accumulate up to 960 hours

PAID HOLIDAYS

The City observes 10 holidays per year.  The following are the holidays observed:

  1. The first day of January (New Year's Day)
  2. The third Monday in January (M. L. King Day)
  3. The last Monday in May (Memorial Day)
  4. The fourth day of July (Independence Day)
  5. The first Monday in September (Labor Day)
  6. The eleventh day of November (Veteran's Day)
  7. The fourth Thursday in November (Thanksgiving Day)
  8. The fourth Friday in November (Day after Thanksgiving)
  9. The twenty-fourth day of December (Christmas Eve)
  10. The twenty-fifth day of December (Christmas Day)

NOTE:  New employees will accrue leave, but will not be allowed to use sick time until after a probationary period of 6 months has been completed. 

PERSONAL DAYS

Full-time employees who work each six month period and do not use any sick time will be rewarded with a personal day.  This day must be used within the next 6 month period or it will be forfeited. 

SICK LEAVE POOL

The purpose of the sick leave pool is to provide sick leave to participating employees who have suffered any unplanned, non-work related personal injury, illness, disability or quarantine, and who have exhausted all accrued leave.  This would help preserve the employee's health insurance coverage while he/she is on extended leave and provides up to six weeks' pay from the sick leave pool.  Only full-time employees in a permanent position are eligible to voluntarily participate in the sick leave pool.  The employee must have accumulated at least 100 hours of sick leave in order to join and must donate a minimum of 16 hours into the pool.

DIRECT DEPOSIT

Payroll checks are issued every two weeks.  Employees must have these checks direct deposited into the bank  of their choice an enrollment form with the Payroll Department, and providing the required information about the bank account. 

 SHORT-TERM DISABILITY & CANCER INSURANCE

Employees will have an option to purchase short-term disability (accident and/or sickness, dental) and cancer insurance through Benefit Concepts during the enrollment period.  If they elect not to participate at that time, then they must wait until the next enrollment period.

 

 

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