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Benefits
Middle Management
(Benefit Category 009)
General information
UNIT CODE 008 ORGANIZATION REPRESENTATIVE City Manager APPROX. # EMPLOYEES 352 SALARY PLAN 013, 014, & 024 CHANGE FROM 2006 - 2007 3.35% (3.5% for Fire middle managers) range adjustment:
performance review retroactive to 7/2/2007STEP PROGRESSION No steps - only minimum and maximum established.
Pay increases are performance-based.WORKING HOURS Time required to accomplish work. (AR 2.21) (AR 2.14) BENEFIT CATEGORY 009 - General
016 - Police
017 - FirePAY CALL OUT (CALL BACK) Exempt COMPENSATORY TIME LIMITATION Exempt COURT INTERPRETATION & TRANSLATION $4 per half-day when exceeds 15-minute minimum, for sustained, word-for-word oral and written assignments. (AR 2.241) MILEAGE ALLOWANCE SEE "TRANSPORTATION SUBSIDY" OUT-OF-CLASS Exempt OVERTIME Exempt PAY FOR PART-TIME EMPLOYEES Part-time employees, excluding seasonal employees, may be considered for pay advancement after completing 1,040 hours of work. Advancement in a grade may be considered after 2,080 hours. (Pay Ord. 11m) When working a City holiday, part-time employees, who are non-exempt, shall be paid 1½ x Regular Rate for time worked, up to a maximum of 8 hours (AR 2.11). SHIFT DIFFERENTIAL Exempt STANDBY Exempt SUPERVISOR/MANAGEMENT RECOGNITION Police Management Recognition Program provides a monthly payment for Police employees. UNIFORMS/CLOTHING ALLOWANCE $1,450 annual allowance for sworn Police employees. (AR 2.26) $925 annual allowance for sworn Fire employees. (AR 2.26)
LEAVE OF ABSENCE BEREAVEMENT LEAVE Up to 3 days for death of immediate family member with additional time for air travel if out-of-state. (Personnel Rule 15g) EDUCATIONAL LEAVE 2½ days per year (AR 2.51) FAMILY LEAVE Up to 12 weeks of unpaid leave upon the birth/adoption of a child or to care for a seriously ill immediate family member. (Personnel Rule 15e5) Dependent Care Up to 5 incidents/40 hours of unscheduled accumulated vacation or compensatory time per calendar year for the dependent care of an immediate family member without the leave being considered a negative factor. (AR 2.30) Emergency Family Care Up to 1 shift (8 or 10 hours) of unscheduled sick leave per incident for sudden illness or accident of an immediate family member, or up to 5 days or 40 hours (additional 2 days if out-of-state travel required) per incident for care of an immediate family member experiencing life threatening illness or injury. (AR 2.30) (Personnel Rule 15) Family Leave Management Employees shall be limited to a maximum of 7 incidents total per calendar year for the combination of Dependent and Emergency Family Care without the leave being considered a negative factor (unless the leave qualifies as FMLA leave). (AR 2.30) FAMILY/MEDICAL LEAVE Up to 12 weeks for the birth/adoption of a child, to take care of a seriously ill immediate family member, or employee's serious health condition. This includes maternity leave taken. (AR 2.143) (Personnel Rule 15c7) HOLIDAYS & PERSONAL LEAVE 11 ½ legal holidays*, 3 personal leave days. Six-month wait for new employees to take personal leave. *The Christmas Eve holiday is granted only when December 24 falls on the employee's regularly scheduled work day. In the case of continuous or 7-day operations, holidays shall be observed only on the calendar days on which they fall. (AR 2.11)
JURY DUTY No loss of regular pay -- may keep jury pay. (AR 2.24) MILITARY TRAINING An employee must be given time off for up to 240 hours/30 days in any two consecutive years. For National Guard and Military Reserve, only workdays are counted. (AR 2.39) SICK LEAVE Salaried: 1.25 days/month accumulated; unlimited accumulation. (Personnel Rule 15c) (AR 2.30) For employees who have a 56-hour workweek, accrual rates are computed by multiplying equivalent 40-hour rate by 1.4.
See also "SICK LEAVE PAYOUT AT RETIREMENT" below Upon the in-line-of-duty death of a City employee (or active work/approved leave status for sworn Police employees), the City will pay the full cash value of accrued sick leave existing at the time of the employee's death. (AR 2.43) (Pay Ord. 20j and 20k) VACATION
EXEMPT (SALARIED) EMPLOYEES
Years
of ServiceAnnual Accrual Rate
(based on 8-hour days)Maximum
CarryoverMaximum Accrual That Can Be Compensated
at Separation0-5th 12 days 24 days 30 days 6th-10th 15 days 30 days 37.5 days 11th-15th 16.5 days 33 days 41.25 days 16th-20th 19.5 days 39 days 48.75 days 21st+ 22.5 days 45 days 56.25 days New employees must wait 6 months before using vacation. (Personnel Rule 15b) (AR 2.18)
For employees who have a 56-hour workweek, accrual rates are computed by multiplying equivalent 40-hour rate by 1.4.
VACATION SELL BACK May be paid up to a maximum of two weeks of accumulated vacation after using a minimum of two weeks of vacation during the same calendar year. (AR 2.18) (Pay Ord. 17a) VACATION PAYOUT -- PUBLIC SAFETY Members of Arizona Public Safety Personnel Retirement System who have accrued maximum vacation carryover, with 17 years of service, can be paid for additional vacation leave for a 3-year period. The employee may receive a one-time extension for up to 3 years. An employee may stop and restart this benefit one time. Additionally, 80 hours/10 days of vacation can be accumulated above maximum vacation carryover into the last 3 years of service. These hours must be used as paid time off prior to retirement. The retirement maximum payout allowance is not affected. (AR 2.171) VOTING TIME OFF Maximum time allowable is time necessary to provide 3 consecutive hours between opening of polls and start of work or end of work and closing of polls, as required by state law. Must be requested in writing to supervisor three days prior. (AR 2.16) BENEFITS BEHAVIORAL/MENTAL HEALTH Provided under one of the three medical insurance plans:
CIGNA HMO -- services provided by
CIGNA Behavioral Health, 1 (800) 343-2183Blue Cross Blue Shield HMO -- services provided by
Biodyne, 1 (800) 224-2125Blue Cross Blue Shield PPO -- services provided by
BCBS of Arizona, 1 (800) 232-2345CHILD CARE -- MONTHLY FINANCIAL AID Monthly assistance with childcare expenses for City employees with a gross household income of $32,500 or less, and one or more children younger than 13 living in the home. Other qualifying criteria will also apply; participants must reapply annually. For information or an application, call the Benefits Office at (602) 262-4777. COMMUNICATIONS ALLOWANCE $100 per month DEFERRED COMPENSATION PROGRAM 457 Program provides employees with voluntary investment options designed to supplement income at retirement. Employees may choose to defer the lesser of 100% of includable income for 457 deferrals, or $15,500 during calendar year 2007 and 2008. All City contributions being deferred to 457 will continue through the end of calendar year 2007. Contact Nationwide Retirement Solutions: www.phoenixdcp.com or (602) 266-2733 or the Benefits Office at (602) 256-3282. DEFINED CONTRIBUTION PLAN 401(a) Program provides employees with additional option for tax-deferred retirement savings. Eligible employees may make personal contributions to the City 401(a) Plan by electing to defer a designated percentage of their salary to the Plan. 401(a) personal contribution elections are irrevocable. For active employees, the 2007 annual maximum is $45,000 and the 2008 maximum is $46,000. Contact Nationwide Retirement Solutions: www.phoenixdcp.com or (602) 266-2733 or the Benefits Office at (602) 256-3282. Effective 1/1/08, City contributes to 401(a) on employee’s behalf an amount equal to 9.6% of employee’s gross salary. If the 9.6% of gross annual salary does not equal at least 60% of the federal maximum allowed for 457 deferred compensation plan contributions excluding catch-up provisions, the City will contribute 60% of the federal maximum allowed for 457 deferred compensation plan contributions excluding catch-up provisions. (Pay Ord. 19i)
ELDER CARE Referrals, in-home assessments, transition care management, care management, counseling, and consultations for City employees, retirees, and their immediate family members. Call Elder Care Connection at 1 (888) 315-3011. EMPLOYEE ASSISTANCE PROGRAM (EAP) Professional counseling for full and part-time employees for personal, family, and work-related problems, and Supervisor Referrals for work performance issues. *All Fire Department Employees and their families contact Ron Tapscott at (602) 495-7551 or the contracted EAP provider, CONTACT Behavioral Health Services, at (602) 993-6077 or 1 (800) 222-8335. Fire supervisors who want to consult with the EAP about an employee’s work performance issues or have questions about a supervisor referral to the EAP can contact Ron Tapscott.
- Confidential counseling services for personal and work-related problems are available to employees and their immediate household members. For questions about EAP counseling services or to schedule an appointment, contact the contracted EAP provider, EAP Preferred, (602) 534-5433*, the City EAP Coordinator, (602) 262-7216*, or the EAP Personnel Analyst, (602) 534-3135*.
- Supervisors who want to consult with the EAP about an employee’s work performance issues or have questions about a supervisor referral to the EAP can contact any of the above numbers.
FLEXRAP Flexible Spending Accounts provide pre-tax dollars for eligible health care and dependent care expenses. Contact the Benefits Office at (602) 495-5710. HEALTH EXAMINATIONS Voluntary, annual MORTGAGE ASSISTANCE The "Welcome to Phoenix!" program offers discounts on mortgage financing as well as home products and services for employees who buy a new home or refinance their present home within Phoenix. Call Chase Manhattan Mortgage Corporation directly: (602) 956-6454. PREPAID LEGAL PLAN Provides employees and their families access to legal representation at an affordable price. While not all legal services are covered, the reasonable monthly rate allows employees to have an “attorney on retainer.” Coverage includes wills, powers of attorney, living wills, trusts, and other personal legal services. Contact Hyatt Legal Plans at www.legalplans.com or 1 (800) 821-6400 or the Benefits Office at (602) 262-4777. TRANSPORTATION SUBSIDY Free Bus Card (100% subsidy) available to all part-time and full-time employees; contact your payroll clerk or Central Payroll, (602) 262-6555. Emergency Ride Home program provides cab vouchers for employees who ride the bus, car-pool, van-pool, bike or walk to and from work a minimum of 1 day a week. For more information call Transportation Coordination at (602) 262-7786.
$280 per month if City car not assigned.
INSURANCE INSURANCE FOR PART-TIME EMPLOYEES Year-round part-time employees can become eligible for commuter life insurance only after working 12 consecutive months, with at least 24 pay periods with hours worked/paid. Refer to the SelectCare® Life and AD&D Benefits booklet. MEDICAL INSURANCE ACTIVE EMPLOYEES City pays 80% of the monthly premium
($333.26 per month for employee-only SelectCare® HMO medical coverage and $960.46 per month for family SelectCare® HMO medical coverage)
($358.42 per month for employee-only SelectCare® PPO medical coverage and $1,032.96 per month for family SelectCare® PPO medical coverage)MEDICAL INSURANCE SURVIVORS OF BENEFIT- ELIGIBLE EMPLOYEES City pays 100% of monthly premium to continue existing medical insurance coverage for dependents of deceased benefit-eligible employees due to in-line-of-duty death; limitations apply. (Pay Ord. 20i) (AR 2.451) DENTAL INSURANCE City pays 100% of the monthly premium ($41.74 per month) for employee-only coverage and 75% of the monthly premium ($86.64 per month) for family coverage for either SelectCare® indemnity dental coverage with a $2,000 annual benefit maximum or SelectCare® prepaid dental coverage with no annual benefit maximum. LIFE INSURANCE (City coverage includes a provision for continuation of term group life under certain conditions.)
City pays for 1½ x base annual salary basic life, same basic life amount for accidental death & dismemberment, and $35,000 on-duty protection; employees may purchase additional coverage for themselves and their dependents. Sworn Police: City pays for $100,000 on-duty protection.
Sworn Fire: City pays for $45,000 on-duty protection.Public Safety Officers' Benefits paid by federal govenment for public safety employees, under duty-related circumstances.
COMMUTATION POLICY City provides coverage for employees commuting directly between home and their job location. Employees have a $200,000 death benefit and a reduced dismemberment benefit, if the accident occurs within two hours of leaving their home or work. In the event of such death, the City will pay the full monthly medical insurance premium to continue existing coverage for the surviving spouse or qualified domestic partner and eligible dependents. Part-time employees (excluding seasonal & temporary) may qualify for the commuter life benefit. Refer to the SelectCare® Life and AD&D Benefits booklet for eligibility requirements. (AR 2.451) INDUSTRIAL INSURANCE Industrial insurance pays 2/3 of base wage up to $2,400 per month and for first year City pays remaining to equal regular net take-home pay. (AR 2.32) LONG-TERM DISABILITY INSURANCE 66 2/3% of base wage, starting after 3 months, continuing to age 75. (AR 2.323) UNEMPLOYMENT INSURANCE When unemployment is beyond the control of the employee, terminated individual is entitled to apply for benefits from Department of Economic Security. PERSONNEL ACTIONS CIVIL SERVICE APPEAL Employees have 7 calendar days after date of service of notice of dismissal, suspension, or demotion to file an appeal (14 days if discipline was served by certified mail). Probationary employees who are being dismissed or suspended are not eligible unless they have completed probation in a previous classification, have had continuous full-time regular employment, and are serving a probationary period in a new class; or have not completed probation in any class but have completed 12 months of continuous full-time regular service in no more than 2 classifications. Unclassified employees also not eligible. Phone Personnel Administration at (602) 262-6609. (Personnel Rules 10 and 22) EEO CONFLICT RESOLUTION Complaint concerning discrimination as a result of race, religion, sex, age, disability, sexual orientation, or national origin. Also applies to applicants. Phone the Equal Opportunity Department at (602) 262-7716. (AR 2.35 and 2.35A) GRIEVANCE Complaint concerning interpretation or application of rules and regulations governing personnel practices, departmental work rules, working conditions, or alleged improper treatment of an employee. Phone Labor Relations at (602) 262-6607. (AR 2.61) (Personnel Rule 22h) RETIREMENT RETIREMENT PROGRAM General employees are covered by Social Security and City's General Retirement Fund. For City retirement, employee contributes 5% of total wages, while City's contribution is based on actuarial need. To qualify: age 60 with 10 or more years of service; age 62 with 5 or more years of service; combined age and credited service equals 80 ("rule of 80"); or if totally and permanently disabled after 10 years of service (no minimum service requirement if duty-related). Employees may purchase service credits in other public retirement systems to be used towards City of Phoenix retirement. (“Public retirement system” means an organization providing a formal program of retirement benefits for employees of the federal government, states, their political subdivisions, or territories of the United States.) Pension is calculated on highest 3 consecutive years of the last 10 years salary, and total time of service. The benefit increment is 2% for each year up to 32 ½ years of credited service and for all unused sick leave. The benefit increase for credited service in excess of 32 ½ years is at a lesser rate of 1% each year between 32 ½ and 35 ½ and ½ % each year thereafter. Call the Retirement Office at (602) 534-4400. Public Safety employees are covered by Arizona Public Safety Personnel Retirement System. Employee contributes 7.65% of total wages, while City's contribution is based on actuarial need. Employees become eligible for normal retirement benefits after 20 years of service, or at age 62 with 15 years of service. Pension is 50% of highest 3 consecutive years out of the last 20 years of credited service. Percentage increases in amount after 20 years to a maximum of 80% after 32 years of service.
The City will reimburse middle management and executive employees an amount equal to 0.5% of retirement-applicable gross wages for the employee's contribution to the City's General Retirement Fund or Arizona Public Safety Personnel Retirement System.
MEDICAL EXPENSE REIMBURSEMENT PLAN (MERP) Employees eligible to retire in 15 years or less from August 1, 2007, will receive a monthly subsidy from the City’s Medical Expense Reimbursement Plan (MERP) when they retire, just as current retirees do. The monthly subsidy checks are generated through the Personnel Department’s Benefits Office. If you have City health insurance coverage as a retiree, the City will reduce the health insurance premium deducted from your pension check with Qualified City Contribution ranging from $90 to $325, depending upon your type of coverage. Any questions regarding MERP should be directed to the Benefits Office at (602) 262-4777. MEDICAL INSURANCE
RETIREESCity pays up to $202* per month to benefit-eligible retirees. An additional contribution is calculated if gross annualized pension amount is $25,000 or less. The City also contributes an amount between $90 and $375, which may include a $50 City credit for family coverage. These credits are applied directly to the retiree's premium deduction. *For Supervisory & Professional, Middle Managers, and Executives (excluding Public Safety), the City also provides an additional $100 per month toward City retiree family medical coverage for those who continue SelectCare® and who retire on or after July 1, 1998. This $100 payment continues until the retiree or his/her covered dependent (s) become(s) Medicare-eligible, or City family medical coverage is dropped by the retiree. (This benefit is intended to assist employees using the retirement "Rule of 80.")
POST EMPLOYMENT HEALTH PLAN (PEHP) This is a 100% employer-paid benefit. Program provides employees eligible to retire in more than 15 years from August 1, 2007, who have a payroll deduction for City medical insurance coverage (single or family) with a PEHP account. This account is to be used by the employee when he/she retires or separates employment with the City for qualified medical expenses (including health insurance premiums). The current administrator of the City’s PEHP is Nationwide Retirement Solutions. Any questions regarding PEHP should be directed to Nationwide at (602) 266-2733 or toll-free at 1 (877) 677-3678. SICK LEAVE PAYOUT AS SALARY FOR PUBLIC SAFETY Sworn Police and Fire Middle Managers and Executives: Optional monthly conversion of sick leave accrual to pay, for minimum of 3 years, if at least 1,714 unused hours (2,400 hours for 56-hour employees). Six-year maximum. (AR 2.44) SICK LEAVE PAYOUT AT RETIREMENT Upon retirement, general employees with a minimum of 750 hours of accrued and unused sick leave may elect to be paid for up to 20% of the unused hours at base hourly wage. (AR 2.441) SICK LEAVE PAYOUT AT RETIREMENT -- SWORN PUBLIC SAFETY EMPLOYEES Upon retirement, public safety employees paid 40% of base hourly wage for all accrued sick leave hours exceeding 500 (700 for 56-hour employees) if a minimum of 1,000 (1,400 for 56-hour employees) has been accrued. Percentage is increased by 1% for each full year of service in excess of 20 full years to a maximum of 50%. OR POLICE: 60% of base hourly wage for all accrued sick leave hours exceeding 450 hours if a minimum of 1,400 hours has been accrued.
OR POLICE: 60% of base hourly wage for all accrued sick leave hours if a minimum of 1,872 hours has been accrued.
OR FIRE: 60% of base hourly wage for all accrued sick leave hours exceeding 386 hours (540 for 56-hour employees) if a minimum of 1,286 hours (1,800 for 56-hour employees) has been accrued.
OR FIRE: 60% of base hour wage for all accrued sick leave hours if a minimum of 1,714 hours (2,400 hours for 56-hour employees) has been accrued.
TRAINING AND EDUCATION CITY-SPONSORED TRAINING Entry and periodic job-related training may be required. Other special training available based on supervisor's recommendation (see Employee Training and Development Catalog). TUITION REIMBURSEMENT
Seminar/Professional Membership Reimbursement:Maximum payment for tuition reimbursement through Management Development Fund for FY 2007 - 2008 is $4,822. (Full $4,822 is available if a manager or executive is using the funds to pursue a higher educational degree). (AR 2.281) The amount of above reimbursement fund up to which employees may use for personal development (professional memberships, seminars, workshops, education classes not tied to a degree, etc.,) remains at $2,006 for FY 2007 - 2008.
MISCELLANEOUS CAREER CONSULTATION Career consultation services available to City employees. For information call Employment Services at (602) 495-5703. JOB INFORMATION Consult alphabetical or numerical pay plan listing for job titles and rates, and job specifications for description of work performed. For current information on jobs open for recruitment, call the job line at (602) 534-5627. PARKING Low cost parking available to car-pools in downtown area. Other spaces available on first-come, first-served basis with cost comparable to other similarly located lots. Phone Employee Parking at (602) 262-6022. SERVICE AWARDS
Given upon completion of 5 years of full-time employment. Additional awards given at 5-year intervals. Given upon completion of 5 years of full-time employment. Additional awards given at 5-year intervals. For information, call Personnel Administration at (602) 534-9969. SUGGESTION PROGRAM Cash (up to $3,500) and other awards are made for suggestions that improve productivity or cut costs (AR 2.27). For information, call Employee Development at (602) 262-6401. OTHER APPLICABLE DOCUMENTS Personnel Rules
Administrative Regulations
Pay Plan
Management Procedures
Personnel Department Letters
City Manager Letters
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