CITY OF MIRAMAR
This is a union/represented position; the below summary of benefits provided by the City is applicable to all full-time positions covered under the G.A.M.E. Collective Bargaining Agreement (CBA).
PAID TIME OFF
- City-Observed Holidays:Twelve (12) paid full-day holidays and two (2) paid half-day holidays (Christmas Eve and New Year's Eve) per year
- Personal Floating Holidays:Five (5) paid full-day floating holidays to use in addition to the existing observed holidays
- Sick Time:Employees earn sick time at the rate of one (1) day per month.
- Vacation Time:Employees earn vacation time from the date of hire and accrue hours bi-weekly based on the following service schedule:
Years of Service
Vacation Hours per Year
Less than 4 years
80 hours
10 – 19.99 years
160 hours
20 – 29.99 years
200 hours
Note: Accrued time (vacation and sick) begins from the first month of employment but cannot be accessed until after the third month of employment.
INSURANCE
- Medical: The City offers three (3) medical insurance options through Aetna: HMO, POS & HDHP w/HSA. Eligibility date is based on the following schedule:
Hire Date
Eligibility Date
1st – 15th of month
(Ex: October 8th)
1st day of month
(Ex: November 1st)
16th – end of month
(Ex: October 18th)
1st day of next subsequent month
(Ex: December 1st)
Employees electing to waive medical coverage are eligible to receive a conditional opt-out incentive with proof of eligible coverage and completion of the applicable waiver forms.
Medical Bi-weekly Payroll Deductions (2022 Plan Year):
Employee Only
Employee & Spouse
Employee & Child(ren)
Employee & Family
HNO
(Health Network Plan)
$0.00
$145.44
$159.34
$253.02
HDHP w/HSA
(High Deductible Health Plan w/Health Spending Account)
$0.00
$122.17
$133.84
$212.53
POS
(Managed Choice)
$0.00
$212.93
$254.86
$404.70
Note: Completion of an annual preventative care physical is required to avoid an $15.00 per paycheck increase in the rates outlined above.
Health & Wellness - The City sponsors its own Employee Health & Wellness Center with dedicated staff and sponsors a wide variety of wellness initiatives and programs powered by Vitality.
- Dental Coverage: The City offers two (2) dental options thorugh Delta Dental: HMO & PPO
Dental Bi-weekly Payroll Deductions (2022 Plan Year):
Employee Only
Employee & Spouse
Employee & Child(ren)
Employee & Family
HMO Plan
$0.00
$2.11
$2.41
$5.42
PPO Plan
$0.00
$8.81
$7.20
$19.04
- Vision Coverage:The City offers two (2) tiered options through Human Vision: Tier 1 & Tier 2
Vision Bi-weekly Payroll Deductions (2022 Plan Year):
Employee Only
Employee & Spouse
Employee & Child(ren)
Employee & Family
Tier 1
$2.22
$4.23
$4.45
$6.46
Tier 2
$5.76
$10.97
$11.54
$16.74
- Additional City-Paid Benefits:
- Life Insurance (1.5x salary to a max of $150,000)
- Long-Term Disability Insurance
- Additional Voluntary Benefits:
- Flexible Spending Accounts (FSAs) – FSAs provide employees the ability to make pre-tax payroll deposits to be used for qualified expenses. The City offers two types of FSAs: Medical & Dependent Care.
- Supplemental Benefits available through The Standard: Accident Insurance, Hospital Indemnity, Short Term Disability & Critical Illness.
RETIREMENT PLANS
- Defined Benefit (Pension) Plan: A pension plan provides a guaranteed benefit at retirement if certain criteria are met. The amount of your future benefit is determined by a formula, based on earnings, length of service and Plan multiplier. Participation in the Pension Plan is mandatory for all full-time employees.
The Summary Plan Description (SPD) provides more detailed information regarding the eligibility and benefits under the Plan; however, the below chart provides a highlight of the Plan.
Employee Contribution Rate
9.5% of pensionable earnings
Vesting Period
7 Years of full-time service
Normal Retirement Eligibility
The earlier of:
- 20 years of full-time service; or,
- Age 65 with 7 years of service
Early Retirement Eligibility
Age 55 with 7 years of service
(Benefit reduction for early retirement applicable)
Benefit Multiplier
3.25% of average final compensation (AFC) for each year of creditable service
(Example: 20 years of creditable service = 65% benefit)
Average Final Compensation
(AFC)
Average of pensionable earnings for the highest 3 years preceding retirement
Forms of Payment
Life Annuity is the normal form of payment, which provides a monthly benefit for life
(Other optional forms of payment available, if elected)
- Deferred Compensation (457b) Plan: A 457(b) plan is a tax advantaged deferral plan available for state and local government employees. Participating employees are able to defer compensation through regular payroll deductions and deposited into accounts (MissionSquare or Nationwide) that grow on a tax-free basis until withdrawn. Participation in the 457(b) Plan is optional; employees can enroll at any time.
SALARY INFORMATION
- Salary Step Plan: All G.A.M.E. positions follow a progressive Salary Step Plan. Newly hired employees start at Step 1 for their job classification then every year, on the employee's anniversary date, the employee advances to the next Step in the Salary Step Plan, which provides an automatic increase in pay. (Step Schedule outlined in final section of G.A.M.E. CBA)
- Longevity Incentive: Employees are eligible to receive longevity incentive pay based on the following schedule:
After 15 Years of Service
1% to base pay
After 20 Years of Service
2% to base pay
After 23 Years of Service
3% to base pay
- Overtime Eligible - All G.A.M.E. positions are non-exempt and eligible for overtime.
ADDITIONAL
Also available to all City employees:
- Employee Assistance Program (EAP)
- Tuition Reimbursement
- Discounted rates for the City's Early Childhood Centers
- Apple Watch Program through Vitality
- Preference for internal civil-service promotional opportunities
