Comparison Of Fringe Benefits And Personnel Practices
For
City Of Eden & Other North Carolina Municipalities
Prepared By:
Brad Corcoran, City Manager
August, 2009
Introduction 3
Paid Holidays 3
Paid Vacation 4
Paid Sick Leave 4-5
Retirement System 5-6
Group Life Insurance 6
Group Health & Dental Insurance 6-14
Short Term & Long Term Disability 14
Tuition Assistance 14
Military Leave 15
Civil Leave 15
Bereavement Leave 15
Pretax Deduction Program 16
401k Or 457 Plans – Non-Law Enforcement Officials 16
Employee Assistance Program 16
Wellness Program 17
Classification & Compensation Plan 17
Performance Appraisal & Performance Increases 18
Longevity Pay 18
Non-Traditional Work Schedules 18-19
Compensatory Time Off 19
Call Back & On-Call Policies 19-20
Hours In The Work Period 20
Probationary Period 20-21
Grievance Procedure 21
Employment & Budgeted Positions 22-23
Police Auxiliary 23
Volunteer Firefighters 23-24
Shared Leave 24
Volunteer Rescue Squad 24
Miscellaneous Provisions Recommended For Change 25
In Chapter 10 “Personnel” Of Eden City Code
Introduction
Recently, I was asked to do some research to see how the fringe benefits and other personnel policies for the City of Eden compared to other municipalities throughout the State of North Carolina. This report and the included recommendations is the result of that effort.
In December, 2008 the North Carolina League of Municipalities (NCLM) published report number 403B “North Carolina Municipal Fringe Benefits & Personnel Practices As Of July 2008”. The report was compiled on the basis of specific capsule descriptions of each benefit category so that the user can make a reasonable and legitimate comparison of fringe benefits. In each of the categories presented I have included the information compiled by the NCLM and in italicized print I have outlined the information applicable to the City of Eden. Finally, I have met with various members of staff to review the entire content of Chapter 10 “Personnel” of the Eden City Code. A series of recommended changes have been highlighted for your review and consideration.
Paid Holidays
The minimum number of holidays offered by communities in the 10,000 – 24,999 population range was 10 and the maximum was 12 with an average of 11.3 holidays being observed.
Paid Holidays
TotalResponding / New
Year’s Day / MLK / Easter / Memorial
Day / Independence
Day / Labor
Day / Veteran’s
Day
273 / 100% / 83% / 98% / 99% / 99% / 100% / 65%
Thanksgiving Christmas
1 day 2 days / 1 day / 2 days / 3 daysRespondents 9 264 / 5 / 97 / 171
Percentage 3.3% 96.7% / 1.8% / 35.5% / 62.7%
• 37 respondents (13.6%) provide one or more holidays not listed above.
The City of Eden observes 11 holidays when Christmas falls on a Friday, Saturday, Sunday or Monday and 12 holidays when Christmas falls on a Tuesday, Wednesday or Thursday.
Staff Recommendation Concerning Paid Holidays – No change
Paid Vacation
The most common number of annual vacation days (average days) for full-time employees with various years of service offered by communities in the 10,000 – 24,999 population range compared with the City of Eden is as follows:
Paid VacationGroup / 1 / 3 / 5 / 10 / 15 / 20 / 25
City of Eden / 10 / 10 / 15 / 15 / 18 / 18 / 20
Survey Average / 10 / 10 / 15 / 15 / 18 / 20 / 20
• 165 (61.8%) of the 267 total responding municipalities allow a maximum of 30 days carryover of vacation days each year (14.7% allow more than 30 days) and 6.4% don’t allow any carryover. The City of Eden allows a maximum of 30 days carryover of vacation days each year.
• 186 (70.0%) of the 266 responding municipalities allow the conversion of vacation leave above the maximum carryover to sick leave. The City of Eden allows the conversion of vacation leave above the maximum carryover to sick leave on an annual basis.
Staff Recommendation Concerning Paid Vacation & Related Policies
No change.
Paid Sick Leave
• 202 (75.0%) of the 269 responding municipalities accumulate 12 days of sick leave each year (5.2% accrue more). The City of Eden awards its employees with 12 days of sick leave each year.
• 235 (87.4%) of the 269 responding municipalities allow unlimited accumulation of sick leave. The City of Eden allows for the unlimited accumulation of sick leave.
• 195 (72.5%) of the 269 responding municipalities allow new employees to transfer sick leave from all of the other governmental employers they have worked for in a previous capacity. This helps the employee in terms of calculating the time they have available for retirement purposes and does not cost the municipality any additional money. The City of Eden has a policy that was adopted on January 17, 2002 that was amended on January 17, 2006 that allows for the transfer of sick leave under some specific circumstances.
Staff Recommendation Concerning Paid Sick Leave & Related Policies
Amend Section 10-6.15 Transfer Of Sick Leave as follows:
Any former employee of an agency or organization which is a member of a Statewide Local Governmental Employees’ Retirement System or a Statewide Teachers’ and Statewide Employees’ Retirement System or other systems under a Department of State Treasurer, who is hired by the city within 12 months of the termination with the former agency shall be eligible to transfer the balance of sick leave available to the employee at the time of termination with the past employer. a previous employer. A written request for transfer of sick leave must be made to the Director of Finance and Personnel. within the first year of employment by the city. Proper documentation as determined by the City Manager verifying accumulated sick leave hours must be received with the request. The Director of Finance and Personnel will forward the request with documentation to the City Manager for approval. If the request is approved, the transferred sick leave will be added to the employee’s balance of available sick leave for use as needed. The amount of transferred sick leave is fully creditable for sick pay if needed and can also be used in terms of calculating retirement with the North Carolina Local Government Retirement System.
Retirement System
• 249 (91.9%) of the 271 responding municipalities cover their employees by the North Carolina Local Government Employees Retirement System (NCLGERS). The City of Eden covers its employees in the NCLGERS.
• 187 (72.2%) of the 259 responding municipalities also provide the optional death benefit (one times annual salary, maximum of $50,000) provided by NCLGERS. The City of Eden does not provide the optional death benefit provided by NCLGERS due to providing other life insurance coverage.
• 118 (75.6%) of the 156 responding municipalities contribute to Social Security (FICA) for Fire Personnel in addition to Medicare. The City of Eden contributes to Social Security (FICA) for Fire personnel in addition to Medicare.
• 201 (89.3%) of the 225 responding municipalities contribute to Social Security (FICA) for Police Personnel in addition to Medicare. The City of Eden contributes to Social Security (FICA) for Police personnel in addition to Medicare.
• 216 (85.4%) of the 253 responding municipalities contribute to Social Security (FICA) for Other (non Fire/Police) Personnel in addition to Medicare. The City of Eden contributes to Social Security (FICA) for other (non Fire/Police) personnel in addition to Medicare.
Staff Recommendation Concerning Retirement System
No change.
Group Life Insurance
In addition to the death benefit offered by the retirement system, 97.2% of the communities in the 10,000 – 24,999 population range and 86.1% of all 236 responding communities offer additional group life insurance coverage for their employees. The City of Eden provides group life insurance coverage for its full-time employees.
· 207 (87.7%) of the 236 responding municipalities who provide group life insurance coverage pay the entire premium for their employees. The City of Eden pays the entire premium for its full-time employees.
· 153 (64.8%) of the 236 responding municipalities who provide group life insurance coverage also offer the insurance for dependents. The City of Eden offers supplemental insurance for dependents.
· 19 (12.4%) of the 153 responding municipalities who offer dependent group life insurance coverage contribute to the cost of the benefit premium. The City of Eden does not contribute to the cost of dependent group life insurance coverage.
Staff Recommendation Concerning Group Life Insurance
No change.
Group Health & Dental Insurance
A survey of twenty-eight communities with populations ranging from 11,316 – 23,729 (average of 17,531) during March, 2009 in preparation of the FY 2009-10 budget revealed the following:
1. Do your full-time employees pay anything for their own (not dependents) health or dental insurance coverage? If yes – how much per month?
Yes (Health) – 2 Respondents = 7.14%
Average Contribution = $ 11.00 Per Month
No (Health) – 26 Respondents = 92.86%
Yes (Dental) – 5 Respondents = 17.86%
Average Contribution = $ 20.66 Per Month
No (Dental) – 23 Respondents = 82.14%
The City of Eden through a reduction in various benefits is requiring its full-time employees to contribute $ 50.00 per month.
2. What do your employees pay each month for the following dependent coverages?
Spouse: High - $ 617.00 Low - $ 182.00 Average - $ 393.77
Family: High - $ 809.75 Low - $ 257.79 Average - $ 600.24
Children: High - $ 373.00 Low - $ 128.18 Average - $ 239.56
Employees for the City of Eden are currently paying $ 315.00 for spouse dependent coverage, $ 450.00 for family dependent coverage and $ 200.00 for children dependent coverage.
3. What does the municipality contribute each month per employee for employee health and dental coverage?
Health: High - $ 810.00 Low - $ 303.00 Average - $ 471.59
Dental: High - $ 33.00 Low - $ 20.00 Average - $ 26.51
Combined: High - $ 838.00 Low - $ 326.00 Average - $ 490.61
The City of Eden contributes $ 525.00 each month for health coverage and $ 25.00 each month for dental coverage for each full-time employee and eligible retirees. The City also includes an additional lump sum allocation of $ 218,100 under the Special Appropriations Department within the General Fund (179 plan participants) and
$ 57,450 under the Special Appropriations Department within the Water & Sewer Fund (47 plan participants) under a special “holding account – self insurance fund” for use if needed prior to the end of FY 2009-10.
4. Does your municipality provide health insurance coverage for retirees beyond COBRA?
Yes – 24 Respondents – 85.71%
No – 4 Respondents – 14.29%
The City of Eden provides group health and dental insurance coverage for its retirees under the provisions of Section 10-6.3 (B) of the Eden City Code. At twenty-five years of total service (1/2 of which must be with the City of Eden) the City will pay 50% or up to a maximum of $ 275.00 per month, whichever is less towards the established monthly premiums. At thirty years of total service (1/2 of which must be with the City of Eden) the City will pay 100% or up to a maximum of $ 550.00 per month, whichever is less towards the established monthly premiums. The City’s payment of premiums for group health and dental coverage for retirees is discontinued when the retiree becomes eligible for Medicare (65th birthday) or disability.
5. If you provide health and/or dental insurance to your retirees do they pay anything for the coverage on a monthly basis? If yes – how much per month?
Yes – 19 Respondents – 67.86%
Average Contribution = Varies Based On Service (See Below)
No Common Methodology On How This Is Approached
No –9 Respondents – 32.14%
· Many Communities Require A Contribution Of 50% For 10-20 Years Of Service
· Most Of The Communities Pay 100% Once Total Public Service Exceeds 20 Years
· A Couple Communities Allow Retirees To Stay On Plan But They Pay The Cost
· One Community Requires Retirees To Pay 50% Of The Monthly Premium
· One Community Requires Retirees To Pay For The Dental Coverage
· Some Communities Have Higher Monthly Premiums On Dependent Coverage For Retirees Compared To Dependent Coverage For Current Employees
· A Couple Communities Pay 50% At 15 Years Of Total Public Service & Then An Additional 2.5% - 5.0% Subsidy For Each Additional Year Of Service
· One Community Was 50% @ 20 Years, 75% @ 25 Years & 100% @ 30 Years
· One Community has 100% coverage after 20 Years Of Total Service.
The City of Eden requires its eligible retirees (excluding disability related) to contribute a total of $ 100 per month for health insurance coverage and $ 8 per month for dental insurance coverage.
6. If you provide health and/or dental insurance to your retirees what are the eligibility requirements for coverage – i.e. 30 years of service with at least 15 in that community, etc…?
Least Restrictive – 5 Years Of Service.
Most Restrictive – 30 Years Of Service Of Which All Must Be With City.
Average – 15 Years Of Total Public Service Of Which Half Must Be With City = 50% Coverage & 20 Years Of Total Public Service Of Which Half Must Be With City = 100% Coverage
Rockingham County – 10 Years of Service = 50% Coverage
15 Years of Service = 75% Coverage
20 Years of Service = 100% Coverage
Mayodan - 15 Years of Service = 33% Coverage
20 Years of Service = 66% Coverage
30 Years of Service = 100% Coverage
Reidsville - 25 Years of Service = 50% Coverage
30 Years of Service = 100% Coverage
Only 10 Years Of Service Must Be With Reidsville
Eden - 25 Years of Service = 50% Coverage To Max Of
$ 275
30 Years of Service = 100% Coverage To Max Of
$ 550
Note: The Survey Results Indicated That Communities Do Not Allow Changes To Dependent Coverage For Life Altering Events After An Employee Retirees.
7. Do you provide health and/or dental insurance beyond COBRA to employees who become disabled due to a worker’s compensation issue? If yes – please explain your coverage offered, who pays, for how long, etc…