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18 <br /> <br />SECTION 5: EMPLOYEE BENEFITS <br /> <br />5.1 Health Care Benefits <br />The City provides a combination of health care benefits, such as medical, dental, long-term <br />disability, and life insurance. Regular full-time and part-time employees who work at least 30 <br />hours per week on a regular basis are eligible for the health care benefit package commencing <br />on the first of the month following date of hire. Benefits for regular part-time employees are pro- <br />rated. Employees are responsible for participating in the cost of health care benefits pursuant to <br />the City's annual review of participation levels. <br />Employees who provide proof of insurance through an immediate family member, or who are <br />eligible for Medicare, may waive insurance coverage and receive a monthly cash payment, which <br />is established by the City Council annually. <br /> <br />5.2 Pre-Tax Benefits <br />On the first day of the month following date of hire, employees are eligible to participate in the <br />City’s Health Care and Dependent Day Care Expense Reimbursement Plan. Under this program, <br />employees may authorize the City to deduct, before taxes, expenses associated with the <br />following: <br />1. Premium Conversion. This plan allows you to automatically pay your portion of the <br />premiums for the City’s health and dental insurance program with pre-tax dollars. <br />2. Health Care Flex Account. The employee may pay eligible “uncovered” medical and dental <br />expenses with pre-tax dollars (e.g. deductibles and eyewear). <br />3. Dependent Day Care Flex Account. The employee may pay day care expenses with pre- <br />tax dollars. <br />Employees will be reimbursed for expenses incurred during the plan year, which runs from <br />January 1 to December 31. Employees will be advised that money not spent during the plan year <br />will be forfeited according to federal law. <br /> <br />5.3 Health Insurance Continuation (COBRA) <br />The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) gives employees and their <br />qualified beneficiaries the opportunity to continue health insurance coverage under the City’s <br />health plan when a “qualifying event” would normally result in the loss of eligibility. <br />Qualifying events include resignation, termination of employment, death of an employee, a <br />reduction in an employee’s hours, a leave of absence, an employee’s divorce or legal separation, <br />and a dependent child no longer meeting eligibility requirements. Under COBRA, the employee <br />60