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General Benefits <br />Following is an overview of benefits available to eligible employees. The descriptions <br />provided are not intended to be comprehensive and all questions regarding eligibility and <br />benefit levels should be directed to Human Resources. The plan documents govern any <br />inconsistencies between plan documents and the information provided in this section. <br />Benefits and eligibility requirements are subject to change, and such changes may not be <br />reflected in this description. <br />The city reserves the right, in its sole discretion, to change, modify or eliminate benefits at <br />any time, except to the extent prohibited by law. <br />Insurance <br />Various insurance policies, including group medical insurance, may be available for eligible <br />city employees and their dependents. Information about the benefits an employee is <br />eligible for pis provided to them during their orientation. Questions about benefits <br />should be directed to Human Resources. <br />The eligibility requirements and benefits provided are specified in materials provided by <br />the respective insurance carriers. Carriers may have different requirements concerning <br />eligibility and they will govern eligibility. <br />Under some circumstances, eligible employees and their dependents may have the option <br />of continuing coverage under certain city employee insurance plans for a limited time at <br />the employee's own expense when coverage would otherwise end. This continuation right <br />is provided in accordance with the Consolidated Omnibus Budget Reconstruction Act of <br />1985 (COBRA) and applicable state law. <br />Retirement/PERA <br />The city participates in the Public Employees Retirement Association (PERA) to provide <br />pension benefits for its eligible employees to help plan for a successfu/and secure <br />retirement. Participation in PERA is mandatory for most employees, and contributions into <br />PERA begin immediately. The city and the employee contribute to PERA each pay period as <br />determined by state law. Most employees are also required to contribute a portion of each <br />paycheck for Social Security and Medicare (the city matches the employee's Social Security <br />and Medicare withholding for many employees). For information about PERA eligibility and <br />contribution requirements, contact Human Resources. <br />Post Employment Health Care Savings Plan <br />Upon retirement, Department Directors and City Administrator shall contribute 100% of <br />their Severance Pay, as paid according to policy, to their Post Employment Health Care <br />Savings Plan (HCSP) unless the Employee has opted out of the program which is approved <br />due to a qualified exemption rule: this provision is irrevocable as set forth by law. Should <br />an Employee choose this opt -out provision, it will be paid to the Employee as severance. <br />Page 47187 <br />Page 118 of 447 <br />