Employment Benefits

The following is a brief summary of the benefit programs for the City’s non-represented employees. Benefits for employees represented by a collective bargaining agreement may have different benefits.

Benefits

Eligibility

As a new hire your coverage begins on the first calendar day of the month if your hired date is on the first of that month. Otherwise your coverage begins on the first of the following month.

Eligible dependents

• Your spouse or domestic partner
• The following unmarried dependent children are defined as eligible for coverage if they are under age 21 or under age 23 if a full-time student: your natural or adopted children or children placed for adoption, children of your domestic partner, step children who live with you, and any child for whom you are legal guardian or for whom coverage is required by a Qualified Medical Support Order.
• Disabled dependent children may continue past the maximum age provided the disability began prior to the maximum age and s/he is primarily dependent on you for support and maintenance.

Premiums for the following health and welfare benefits are paid entirely by City of Seattle

Dental

Employees may select from two dental plans – Washington Dental Service, an incentive plan or Dental Health Services, a managed care plan. Our dental plans include coverage for eligible dependents.

Vision

The City has vision coverage through Vision Service Plan (VSP). The plan allows for an annual eye exam after $10 copay. Prescription eye glasses or contact lenses are covered every other year. Lenses are covered in full after $25 copay and frames are covered up to $120. For contact lenses, you will receive a $150 allowance to be applied towards the exam, lens evaluation, fitting, and materials. Our vision plan includes coverage for eligible dependents.

Long Term Disability

If you become disabled, after a 90-day waiting period, the plan will pay you a basic benefit of $400 month while you are unable to work. You have the option to purchase supplemental long-term disability benefits (see below).

Employee Assistance Program (EAP)

EAP is a referral and counseling service where employees and family members can get confidential assistance with personal issues, such as stress, depression, family/relationship problems, and financial counseling. Each family is eligible for six free one-hour sessions per calendar year without having to use sick leave or work time.

Premiums for the following optional health and welfare benefits are shared by the employee and City of Seattle.

Medical

Employees may select from four medical plans – the Group Health Cooperative Standard Plan, Group Health Cooperative Deductible Plan, City of Seattle Preventive Plan, and City of Seattle Traditional Plan.
The monthly cost for each of the Plans are as follows:

• Group Health Standard Plan is $48.40 with or without children or $99.90 with spouse/domestic partner with or without children
• Group Health Deductible Plan is $25.00 with or without children or $56.92 with spouse/domestic partner with or without children
• City of Seattle Preventive Plan is $48.12 with or without children or $98.50 with spouse/domestic partner with or without children
• City of Seattle Traditional Plan is $0 with or without children or $32.34 with spouse/domestic partner with or without children

Group Term Life (GTL)

You can select from one of two plans – Basic GLT which is one-and-a-half times your annual earnings or Limited Basic GTL of $50,000. The City will contribute 40% of the cost for the GTL insurance. You have the option to purchase Supplemental GTL (see below).

Premiums for the following optional health and welfare benefits are paid by the employee.

Flexible Spending Account (FSA)

The City sponsors a Health Care FSA and Day Care FSA. The Health Care FSA allows for you to use pre-tax dollars to receive reimbursement for eligible expenses relating to medical, dental, and vision. The Dependent Care FSA allows for you to receive reimbursement for eligible day care expenses for your dependent child up to age 13, disabled spouse/domestic partner, or dependent parent. You can elect a minimum of $300 up to $5,000 per year for each Plan. If you elect to participate in this plan and want to continue your participation, you will need to re-enroll each year during the City’s open enrollment period.

Supplemental Long Term Disability

You may purchase supplemental long term disability coverage to provide you with up to 60% of your base salary over $667 up to a maximum of $8,333 per month.

Supplemental Term Life Insurance

If you have elected Basic Group Term Life you may purchase supplemental term life insurance for yourself, spouse/domestic partner, and dependent children. The maximum amount of life insurance available is four times your annual income for the employee, 50% of the amount of coverage you elect for the spouse, and $2,000, $5,000 or $10,000 for children.

Accidental Death and Dismemberment Insurance (AD&D)

You may purchase AD&D insurance for yourself, or for you and your family. Coverage is available from $25,000 to $500,000.

Long Term Care Insurance (LTC)

LTC insurance helps pay for nursing home care and cost for assistance with activities of daily living. You may purchase LTC insurance for yourself or other eligible family members.

Retirement Benefits

Seattle City Employees’ Retirement System (SCERS)

Participation is mandatory for non-exempt employees. Participation is optional for exempt employees. As a participant you contribute 8.03% of your salary towards your retirement. Contributions and earnings are tax deferred. You are 100% vested in your contributions and their earnings. The City also pays 8.03% of your salary towards your retirement. You become vested (eligible for a monthly benefit at retirement age) at five years of service. If you leave City employment before retirement and withdraw your contributions, you will not be entitled to any of the City’s contributions.

SCERS has reciprocal agreements with the Washington State Retirement System and with the retirement plans for Cities of Tacoma and Spokane employees. Your total service under all retirement plans is included to qualify for retirement and the final average salary will be based on your highest salary, regardless of which system you are on at the time you retire. A withdrawal of your benefits from any of the plans voids inclusion of your service. If already withdrawn, you may be able to restore your benefits by contacting the applicable plan administrator.

Deferred Compensation Plan

Enrollment in the City sponsored 457 Deferred Compensation Plan (DCP) administered by Prudential Retirement is voluntary. Contributions and earnings are tax deferred (not taxed until taken out). You may enroll or change your contribution at any time. You may contribute as little as $20 per month or as much as 50% of your annual income (subject to IRS annual limitations). To allow for flexibility, the DCP has loan and hardship withdrawal provisions. The City does not match your contributions.

Work-Life Programs

Transportation

The City offers a $15 month subsidy for transit passes or selected carpool parking. You can pay for transit and parking on a pre-tax basis through payroll deductions. The following IRS maximums apply: $100/month for transit passes, and $175/month for parking. As part of the commute trip reduction program, the City has a guarantee ride home for employees that use the transit system, carpool, and/or bike to work.

City employees are also eligible to receive discounted membership in Flexcar. The City will pay the $35 application fee; membership is $40 per year. Your monthly cost as a member will depend on how much you use the Flexcar vehicles.

Holidays

The City observes 10 official holidays and 2 personal holidays. An official holiday that falls on a Saturday will be observed on the preceding Friday. An official holiday that falls on a Sunday will be observed on the Monday immediately following. Employees may take their personal holidays at any time with supervisory approval.

Vacation

Eligible City employees accrue vacation based on hours on regular pay status. The amount of vacation earned depends on the employee's length of service—from 12 days per year for a new employee to 30 days per year after 29 years of employment.

Sick Leave

City employees accrue sick leave based on the number of regular hours worked. Full time employees earn 96 hours of sick leave per year. You may carry over your unused sick leave, there is no maximum accumulation.

The City has a sick leave transfer program where employees can donate sick leave to an employee who has exhausted their sick leave.

Other Policies

The City also has the following paid and unpaid leaves: funeral leave, Family and Medical Leave, pregnancy disability, jury duty, military duty leave, leave for employee assistance plan counseling, transplant donor leave, unpaid personal leave, and sabbatical leave.