The Benefits Administration function is responsible for overseeing the provision and administration of benefits programs to employees. Services include the full range of health benefit programs including medical, dental, vision, long-term disability and life insurance programs for eligible employees, dependents, and retirees. The Division works with the City’s insurance broker and Health Benefits Committee to aggressively negotiate the health benefits renewals with the major insurance carriers in an effort to maintain quality benefits programs at a reasonable cost.
Please use the links below to view the City's Salary Schedule and Range Table.
CalPERS Retirement Plan – The City participates in the California Public Employees’ Retirement System (PERS)
- 2% @ 60 for Classic members
- 2% @ 62 for Public Employees' Pension Reform Act (PEPRA) members.
The employee pays their respective PERS retirement contribution (7% for Classic members, 6.25% for PEPRA members).
Cafeteria Benefit Package – the City offers a $1,600 per month cafeteria benefit for full-time employees and a $800 per month for part-time employees that can be used to purchase medical, dental, and vision premiums, and health and dependent flexible spending programs. Employees have the option to cash-out any monies not used in their monthly cafeteria benefit.
The City offers various HMO health plans to choose from through CalPERS. Coverage is effective the first day of the month following the date of hire.
The City offers a voluntary dental plan with Principal Financial Group. Coverage is effective the first day of the month following the date of hire.
The City offers a voluntary vision plan with VSP. Coverage is effective the first day of the month following the date of hire.
Life & Accidental Death and Dismemberment (AD&D) Insurance
City Manager and Management - 2x annual salary to a maximum of $400,000
All Other Benefited Employees - 2x annual salary with a minimum of $100,000
City Council Members - $25,000
Additional supplemental insurance programs are available to employees through American Fidelity Assurance Company (i.e. Life, Disability, Accident, and Cancer insurance coverage).
Deferred Compensation Plan
A 457(b) Deferred Compensation Plan is available to employees through CalPERS.
Employee Assistance Program (EAP)
Services include assessments, counseling, and referrals, for additional services to employees with personal and/or work related concerns. Up to six sessions per occurrence.
Long Term and Short Term Insurance
The City does not participate in the State of California's Disability Insurance. We offer a private sector program offered by The Standard paid by the City.
Accumulation Program for Part-Time and Limited Service Employees (APPLE)
A retirement savings program for part-time employees that do not qualify for CalPERS retirement benefits.
The City offers 11 paid holidays per year. Employees also receive one floating holiday each calendar year.
Exempt Management Employees receive 80 hours per year.
Full-time employees will earn 80 hours per year. Part-time employees will earn 40 hours per year.
Full-time employees will earn 90 hours per year. Part-time employees will earn 45 hours per year.
The City will provide regular full-time, and at-will employees with tuition reimbursement for courses which relate to their job assignment or the completion of a degree in a field related to City operations, subject to funding availability. An employee may be reimbursed for up to $2,500 a year, not to exceed a cumulative total of $10,000.
To be eligible, an employee must satisfactorily complete 12 months of employment prior to qualifying for course approval and subsequent reimbursement. If eligible, an employee must do the following to obtain reimbursement: 1) receive course approval prior to registration from Talent Attraction and Development; 2) provide Talent Attraction and Development with evidence of satisfactory ("C" grade or better) completion of the approved course; 3) submit receipts for tuition, enrollment fees, and/or books within 60 days of course completion; and 4) sign a form agreeing to repay the City the reimbursed amount if the employee voluntarily separates from the City or is terminated for cause within 24 months of the date of the reimbursement.
If there is insufficient funding to pay for all pending or anticipated future reimbursement requests, the City Manager may devise a fair and equitable manner for allocating the funds available amongst the eligible employees.