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15 <br /> <br />City of Little Canada Personnel Policy <br />In an effort to help employees fund health insurance costs after employment, the City provides a Post- <br />Employment Health Care Savings Plan through the International City Management Association- <br />Retirement Corporation (ICMA-RC). All regular full-time, regular part-time employees working a <br />minimum of 20 hours per week on average, with five (5) years of service, are automatically enrolled in <br />this plan. <br /> <br />Post-Employment Health Care Savings Accounts are funded by <br /> Employer contributions (see Severance Pay-Section 20); <br /> Employer contributions equal to one-half a percent (.5%) of an employee’s gross wages. <br /> <br />Employee salary reductions of one-half a percent (.5%) of an employee’s gross wages. <br /> <br />Wellness Reimbursement Program <br /> <br />The Employee Wellness Program, dependent upon annual budget approval, is designed to educate <br />employees on fitness/health issues and to support their efforts to make choices to improve their overall <br />health and wellness. <br /> <br />All regular full-time and regular part-time employees are defined as “wellness participants” and are <br />eligible for the wellness reimbursement program. Probationary, seasonal, and temporary employees, <br />cityCity council members, or independent contractors are not eligible for this benefit. <br /> <br />Eligible employees may be reimbursed for eligible expenses up to $300 per calendar year. Regular <br />part-time employees may be reimbursed for eligible expenses based on prorated annualized budgeted <br />hours. For example, a regular part-time employee working 20 hours per week, is eligible for up to <br />$150.00 per calendar year. Eligible expenses include: <br /> <br /> Employee only/single cost of gym or community center membership <br /> The purchase of household exercise equipment (static cycle bikes, weights, yoga mats etc.) <br /> Nutritional counseling <br /> Quitting smoking programs <br /> Weight/fitness management programs <br /> Fitness/Exercise class passes or “punch passes” <br /> Personal training <br /> Personal health coach <br /> Wellness activities (i.e., aerobics classes, Yoga practice, Pilates, etc.) <br /> <br />All reimbursements will be processed in the following way: <br /> Reimbursement form and corresponding itemized receipt or explanation of benefit (EOB) must <br />be provided by the employee to payroll/HR <br /> If eligible, payroll will process on accordingly <br /> Reimbursements are taxable <br /> Reimbursements do not impact PERA benefits <br /> All reimbursement must be made by the last payroll of the current calendar year in order for the <br />reimbursement to be properly reported on W-2 forms <br /> <br />If a “wellness related material” purchase is not included in the list above, a determination of <br />reimbursement will be made by Human Resources in consultation with the City Administrator.