Fire – Summary of Benefits

Health Insurance

$250/$500 Deductible

$750/$1,500 Out-of-Pocket Maximum

$10 co-pay for office visits

$5 co-pay for Rx Generic

$15 co-pay for Rx non-generic

$3 generic drug co-pay reimbursement (7/1/06–12/31/07)

-Employees contribute $15.00/month for family coverage ($17.00/month effective 7/1/07).

-No contribution required for single coverage

*Fire union employees also have a HMO option available.  Contact Human Resources for information.

Dental Insurance

$1,000/year/person benefit

-Employees contribute $1.00/month for family coverage.

-No contribution required for single coverage

Group Term Life

$10,000

FSA

Medical and Dependent Care Flex Spending Plans Available

Deferred Comp Plans

457, 2% City match (2.5% effective 7/1/08)

Longevity

Years of Service

%

5

1%

10

2%

14

3%

18

4%

22

5%

26

6%

Retirement

Municipal Police and Fire Pension System of Iowa (411)

Tuition reimbursement

$1,200 per fiscal year

Sick Leave Accrual Rate

1-day per month

Vacation Leave Annual Accrual Rates

Years of Service

Vacation Hours

< 7

80

> 7 <12

120

>12 <19

160

>19

200

Holiday Leave

11 paid holidays

For positions other than Regular Full-Time please consult the contract for benefit levels.

CIPEC – Summary of Benefits

Health Insurance

$250/$500 Deductible

$750/$1,500 Out-of-Pocket Maximum

$10 co-pay for office visits

$5 co-pay for Rx Generic

$15 co-pay for non-generic

$3 generic drug co-pay reimbursement (7/1/06– 6/30/08)

-No contribution required for single or family coverage

Dental Insurance

$1,000/year/person benefit

-No contribution required for single or family coverage

Group Term Life

< 5 years $10,000

>5 years 1x Annual Wage

LTD

90 day wait, 66 2/3 benefit

$5,000 max per month

FSA

$40.00 per month  Medical City Contribution

Dependent Care Flex Spending Plans Available

Deferred Comp Plans

457, 2% City match (2.5 % Effective 6/18/07)

PEHP

$1,305 per year ($1,350 effective 6/18/07)

Longevity

Years of Service

%

5

1%

9

2%

13

3%

17

4%

21

5%

25

6%

Retirement

IPERS

Tuition reimbursement

$1,200 per year

Sick Leave Accrual Rate

1-day per month

Vacation Leave Annual Accrual Rates

Years of Service

Vacation Hours

< 7

80

> 7 <12

120

>12 <19

160

>19

200

Holiday Leave

11 paid holidays

For positions other than Regular Full-Time please consult the contract for benefit levels.

Library Unit 10 – Summary of Benefits

Health Insurance

$250/$500 Deductible

$750/$1,500 Out-of-Pocket Maximum

$20 co-pay for office visits

$5 co-pay for Rx Generic

$20 co-pay for non-generic

-Employees contribute 5% of the difference between the monthly single and family rate less $17.00/month for family coverage.

-No contribution required for single coverage

Dental Insurance

$1,000/year/person benefit

-Employees contribute $1.00/month for family coverage.

-No contribution required for single coverage

Group Term Life

< 5 yrs of service   $10,000

> 5 yrs of service  $25,000

FSA

Medical and Dependent Care Flex Spending Plans Available

Deferred Comp Plans

457

Longevity

Years of Service

%

5

1%

9

2%

13

3%

17

4%

21

5%

25

6%

Retirement

IPERS

Tuition reimbursement

$600 per year

Sick Leave Accrual Rate

1-day per month

Vacation Leave Annual Accrual Rates

Years of Service

Vacation Hours

0 - 3

80

3 – 5

120

5 – 20

160

> 20

200

*Part-time employees normally working more than 20 hours/week but less than 40 hours/week receive 50% of the paid vacation schedule set forth above.

Holiday Leave

11 paid holidays

For positions other than Regular Full-Time please consult the contract for benefit levels.

AFSCME – Summary of Benefits

Health Insurance

$250/$500 Deductible

$750/$1,500 Out-of-Pocket Maximum

$20 co-pay for office visits

$5 co-pay for Rx Generic

$20 co-pay for non-generic

-Employees contribute 5% of the difference between the monthly single and family rate less $17.00/month for family coverage.

-No contribution required for single coverage

Dental Insurance

$1,000/year/person benefit

-Employees contribute $1.00/month for family coverage.

-No contribution required for single coverage

Group Term Life

$10,000

LTD

6 month wait, 60% benefit,

$5,000 max per month

FSA

Medical and Dependent Care Flex Spending Plans Available

Deferred Comp Plans

457, 2% match

Longevity

Years of Service

%

5

1%

9

2%

13

3%

17

4%

21

5%

25

6%

Retirement

IPERS

Sick Leave Accrual Rate

1-day per month

Vacation Leave Annual Accrual Rates

Years of Service

Vacation Hours

< 7

80

> 7 <12

120

>12 <19

160

>19

200

Holiday Leave

11 paid holidays

For positions other than Regular Full-Time please consult the contract for benefit levels.

Library Unit 11 – Summary of Benefits

Health Insurance

$250/$500 Deductible

$750/$1,500 Out-of-Pocket Maximum

$20 co-pay for office visits

$5 co-pay for Rx Generic

$20 co-pay for non-generic

-Employees contribute 5% of the difference between the monthly single and family rate less $17.00/month for family coverage.

-No contribution required for single coverage

Dental Insurance

$1,000/year/person benefit

-Employees contribute $1.00/month for family coverage.

-No contribution required for single coverage

Group Term Life

1 X Employee’s annual salary

FSA

Medical and Dependent Care Flex Spending Plans Available

Deferred Comp Plans

457, 2% City match

Longevity

Years of Service

%

5

1%

9

2%

13

3%

17

4%

21

5%

25

6%

Retirement

IPERS

Tuition reimbursement

$600 per year

Sick Leave Accrual Rate

1-day per month

Vacation Leave Annual Accrual Rates

Years of Service

Vacation Hours

Librarian

0 - 20

160

>20

200

Library Assistants

0 – 1

120

1 – 20

160

> 20

200

*1/2 time employees received 50% of the paid vacation schedule set forth above and ¾-time employees receive 75% of above paid vacations schedule.

Holiday Leave

11 paid holidays

For positions other than Regular Full-Time please consult the contract for benefit levels.

MEA – Summary of Benefits

Health Insurance

$250/$500 Deductible 

$750/$1,500 Out-of-Pocket Maximum

$15 co-pay for office visits

$5 co-pay for Rx Generic

$20 co-pay for non-generic

$3 generic drug co-pay reimbursement (7/1/06–12/31/07)

-Employees contribute 5% of the difference between the monthly single and family rate less $17.00/month for family coverage.

-No contribution required for single coverage

Dental Insurance

$1,000/year/person benefit

-Employees contribute $1.00/month for family coverage.

-No contribution required for single coverage

Group Term Life

< 5 years $10,000

>5 years 1x Annual Wage

Supplemental Term Life Insurance

Additional 1 or 2x Annual Base Pay @ nominal fee based on age.  Spouse and dependent coverage available.

LTD

90 day wait, 66 2/3 benefit

$5,000 max per month

FSA

Medical and Dependent Care Flex Spending Plans Available

Deferred Comp Plans

457, 2% City match

Longevity

Years of Service

%

5

1%

9

2%

13

3%

17

4%

21

5%

25

6%

Retirement

IPERS

Tuition reimbursement

$1,200 per year (tuition, lab fees, books)

Sick Leave Accrual Rate

1-day per month

Vacation Leave Annual Accrual Rates

Years of Service

Vacation Hours

< 7 years

80

> 7 <12

120

>12 <19

160

>19

200

Holiday Leave

11 paid holidays

For positions other than Regular Full-Time please consult the contract for benefit levels.

SPM – Summary of Benefits

Health Insurance

$250/$500 Deductible

$750/$1,500 Out-of-Pocket Maximum

$10 co-pay for office visits

$5 co-pay for Rx Generic

$15 co-pay for non-generic

$3 generic drug co-pay reimbursement (7/1/06– 6/30/08)

-Elected officials contribute 2% of their annual City salary for family coverage.

-Appointed officials (City Manager, City Attorney, and Human Rights Director) contribute 1.5% of their annual salary for family coverage (City Clerk 1%).

-Department Directors contribute 15% of the difference between the monthly single and family rate less $17.00/month for family coverage.

-Non-directors contribute 5% of the difference between the monthly single and family rate less $17.00/month for family coverage.

-No contribution required for single coverage

Dental Insurance

$1,000/year/person benefit

-No contribution required for single coverage

Group Term Life

2x Annual Base Pay

Supplemental Term Life Insurance

Additional 1 or 2x Annual Base Pay and spouse & dependent coverage options.

LTD

90 day wait, 66 2/3 benefit, $6,000 max per month

FSA

$480.00 per year City Medical contribution

Dependent Care Flex Spending Plan Available

Deferred Comp Plans

457 and 401(a), 4.5% City match

PEHP

$750 per year

Longevity

Years of Service

%

5

1%

9

2%

13

3%

17

4%

21

5%

25

6%

Retirement

IPERS

Tuition reimbursement

$1,200 per year including books

Sick Leave Accrual Rate

1-day per month

Vacation Leave Annual Accrual Rates

Years of Service

Vacation Hours

< 7

80

> 7 <12

120

>12 <19

160

>19

200

Holiday Leave

11 paid holidays

For positions other than Regular Full-Time please consult the handbook for benefit levels.

Police – Summary of Benefits

Health Insurance

$250/$500 Deductible 

$750/$1,500 Out-of-Pocket Maximum

$10 co-pay for office visits

$  5 co-pay for Rx Generic

$15 co-pay for non-generic

$  3 generic drug co-pay reimbursement (7/1/06–12/31/07)

-No contribution required for single or family coverage

*Police union employees also have a HMO option available.  Contact Human Resources for information.

Dental Insurance

$1,000/year/person benefit

-No contribution required for single or family coverage

Group Term Life

$25,000

FSA

Medical and Dependent Care Flex Spending Plans Available

Deferred Comp Plans

457, 2% City match (2.5% effective 7/1/07)

Longevity (Effective 6/18/07)

Years of Service

$ per year

5

$  577

10

$1,059

14

$1,517

18

$1,977

22

$2,428

26

$2,949

Retirement

Municipal Police and Fire Pension System of Iowa (411)

Tuition reimbursement

$1,200 per year (tuition, lab fees, books)

Sick Leave Accrual Rate

1-day per month

Vacation Leave Annual Accrual Rates

Years of Service

Vacation Hours

< 7

80

> 7 <12

120

>12 <19

160

>19

200

Holiday Leave

11 paid holidays

For positions other than Regular Full-Time please click here for the contract benefit levels.

Health Insurance Top

The City of Des Moines provides you with health care options designed to help you and your family receive the best possible care.

Eligibility:  Permanent and Active full-time or 3/4-time* Employment Status.

Benefit:  The health insurance package provides coverage for inpatient hospital, surgery, X-ray and laboratory, emergency room, prescription drugs, major medical, dental and mental health.

Medical and prescription benefit design (co-pays, co-insurance, deductibles, and out-of-pocket maximums) vary by employee group.  For further information and/or a summary plan description, please contact the Human Resources Office at 283-4213.

FLEXIBLE SPENDING ACCOUNTS (FSA) Top

Are you interested in getting more money out of your paycheck?  The City offers you this opportunity.  FSAs allow you to set aside part of your salary before Social Security, federal and state taxes to pay for health care and/or dependent care expenses.  The City may make contributions to this account on your behalf depending on your assigned employee group.

POST EMPLOYMENT HEALTH PLAN (PEHP) Top

This plan is intended to help employees offset medical expenses, including health insurance premiums after severing employment with the City.  The City contributes money into an account of each eligible employee.  While employed, participants direct the investments of their account, however employees cannot access their account assets for reimbursement until they have separated service from the City.  Following separation of service, employees can use their PEHP money for qualified medical expenses.  Contributions, earnings and reimbursements are tax-free

Upon the death of a member, fund assets will be available to the employee's spouse for similar expenses.  If no spouse, assets available to qualified dependents.  If no spouse or qualified dependents, plan assets are distributed to the employees within the particular group.

Retirement Health Savings Account Top

The VantageCare Retirement Health Savings (RHS) Plan (administered by ICMA-RC) is a health benefit savings vehicle that allows employees to defer eligible sick and vacation leave in a trust account at separation on a tax preferred basis to pay for post-employment medical expenses for the employee, spouse and dependents.  RHS offers a number of benefits, including tax-deferred accumulation of earnings and, when account assets are used to pay for tax qualified medical benefit, the additional benefit of tax-free withdrawals.  This benefit is only available to employees covered by a collective bargaining agreement through 12/31/2009.

LONG TERM DISABILTY Top

This benefit provides income replacement for eligible employees who become disabled and cannot perform their job.  Employee group determines waiting/elimination period and benefit level.

LIFE INSURANCE Top

You and your dependents rely on your income to help meet daily expenses, so your death could create financial hardship.  To give you piece of mind and to protect your survivors; we offer life insurance to your beneficiary(s).

LONGEVITY PAYMENT SCHEDULES Top

In recognition of continuing City service, permanent employees are eligible to receive compensation in addition to their regular pay based on their years of continuing years of service.

DEFERRED COMPENSATION Top

You are eligible to defer a portion of your income into a deferred compensation plan sponsored by the City.  The City offers a 457 plan to all employees and a 401(a) plan to SPM employees.  Both plans are deferred compensation programs offered under Section 457 and 401(a) of the Internal Revenue Service Code.  Participation in these programs is voluntary.

Participation in this plan allows you to set income aside for retirement and shelters the deferred income from federal and state income tax.

Contributions into the 457 plan cannot exceed an amount allowed by the IRS ($15,500 in 2007 and incrementally increasing $500.00/year thereafter).  The deferral reduces your amount of gross taxable income.  Federal and state income tax on the contribution, and the interest earned on its investment, will be deferred until the time benefits are paid.  The amount deferred is subject to IPERS and Social Security at the time of the deferred income is earned.  Contributions into the 401(a) plan are a mandatory 4%.  Your election to participate in the 401(a) plan is irrevocable.

457 plan assets are typically only payable upon your retirement, termination of employment, or death.  The only exception is for an unforeseeable, severe financial hardship or loan.  401(a) plan assets are only accessible at separation of service and age 59 1/2 or a loan.

RETIREMENT Top

Planning for the future is just as important as making certain that you have benefits that will serve your needs today. Employees are required to participate in the Iowa Public Employees Retirement System (IPERS).  The plan is administered by the IPERS board (a State agency) and has been designed to provide you with the financial base for a comfortable retirement when you complete your career.

Eligibility:  Participation is mandatory for permanent employees* effective the first day of employment.  Through payroll deduction you are required to contribute 3.7% of covered wages to the IPERS.  As your employer, the City contributes 5.75% of covered wages to the fund.  Covered wages are the amount of your wages in each calendar year from which both employer and employee contributions to IPERS are made.

You are vested in the plan after four years of service.   Upon separation, other than retirement, you can apply to receive your contribution plus the interest it has accrued or you can leave your contribution in the System, earning additional interest and interest dividends until you apply for retirement benefits.

*Sworn Police and Fire permanent employees are exempt from IPERS.  These employees are covered under Chapter 411 of the Iowa Code-Municipal Fire and Police Retirement System.  Please refer to the Iowa Code if applicable.

Benefit:  The principal focus of IPERS is to provide you a retirement plan.  Retirement benefits will not begin until a completed benefit application has been reviewed and approved by IPERS.  Applications should be submitted to IPERS at least 2-3 months in advance of retirement to allow sufficient processing time.  Contact IPERS at 281-0020 for more complete and detail information.

Holidays Top

Eleven holidays are observed each year.

Eligibility:  Permanent (normally at least 20 hours worked weekly on a regular basis throughout any given year) and Active Employment Status on the holiday and in paid status both the day before and day after the holiday.  Holiday credit for permanent part-time employees is one-half the accrual of permanent full-time employees.  One-half holiday credit is allowable when the holiday falls on the day in which the employee is normally scheduled to work.

Benefit:  The eleven paid holidays observed are:

• New Year's Day
• Martin Luther King Holidy
• Memorial Day
• Independence Day
• Labor Day
• Veteran's Day
• Thanksgiving Day and the Friday following
• Cristmas Day and an additional Christmas Holiday
• Employee's Birthday

Your birthday holiday can be taken anytime after your actual birthday during the year.  However, you must receive management approval in advance for the day you choose.

Sick Leave Top

Sick leave is allowed for recovery from an illness or injury, medical appointments or an emergency illness of a member of your immediate family.   You are responsible for notifying your supervisor when you need to take sick leave.  If you fail to contact your supervisor within the designated time period of your starting time, you may not be paid for the day.

Eligibility:  Permanent employment status (normally at least 20 hours worked weekly on a regular basis throughout any given year).  You start earning sick leave during your first pay period and there is no waiting period before new employees can use accrued sick leave.  Sick Leave is prorated for permanent part-time employees.

Benefit:  Twelve days are accumulated yearly with no maximum accrual. Partial credit for unused sick leave is paid out at retirement or death at the rate of 50% of the unused sick leave credit you have accrued up to a maximum of 1500 hours.

Tuition Reimbursement Top

Eligibility:  Permanent Full-time Employees.  Application to be made 30 days prior to the start of classes.  Reimbursement is applicable only to classes completed after an employee’s probationary period is completed.

AFSCME Employees are not eligible for this benefit.

Vacation Top

You start earning vacation during your first pay period.  Use of earned vacation needs advance management approval.

Eligibility:  Permanent employment status (normally at least 20 hours worked weekly on a regular basis throughout any given year) and satisfactory completion of probationary period.  Vacation rates are prorated for permanent part-time employees.