Employee Benefits

The City of Concord provides exceptional benefits to attract and retain a qualified and highly skilled workforce. Full-time employees are provided with the following benefits:

Insurance Plans

Paid Time Off

Other Benefits

Management Benefits

For detailed information on the above benefits, please refer to the applicable Policy and Procedure and/or the Memorandum of Understanding (MOU).

Health Insurance

Full-time employees may elect to participate in a health plan available through CalPERS Health. CalPERS Health offers Health Maintenance Organizations (HMOs) and Preferred Provider Organizations (PPOs) to choose from. The City of Concord pays up to the Kaiser rate for full-time employees and their eligible dependents. New additions to the family may be enrolled within 30 days of birth, adoption or marriage. Open enrollment takes place annually in the Fall with the changes becoming effective the following January. During open enrollment full-time employees may change from one health plan to another or add existing dependents who may not have been previously covered. Please note that upon retirement from the City of Concord, this coverage has a retiree medical continuation if you are eligible for retirement under the CalPERS system and will be receiving a monthly retirement benefit allowance from CalPERS. For specific details on the retiree medical continuation coverage, please contact Human Resources.

For more information regarding CalPERS Health Benefits, you may visit the CalPERS web site at http://www.calpers.ca.gov or call (888) 225-7377.

If you are covered as a dependent under another health plan, you may elect to receive the health waiver. The health waiver allows you to receive an in-lieu monthly payment equivalent to the Kaiser single monthly rate.

Dental Insurance

The City is insured through Delta Dental. The City pays the entire premium cost for eligible employees and their dependents.

Full-time employees are eligible for dental coverage the first month following a six-month waiting period. Delta Dental provides a benefit up to the amount of $1,000 per each Enrollee in each calendar year. Payment for orthodontic benefits are limited to a lifetime maximum of $2,000 ($5,000 for sworn peace officers and $4,000 for sworn police management). For additional information, please contact Delta Dental toll-free at (888) 335-8227.

Vision Care Plan
(Sworn Police Officers and Sergeants Only)

The City provides a Vision Care Plan with VSP for sworn police officers only, pursuant to Section 7.4.8 of the Peace Officers Association MOU. The City pays the entire premium cost for eligible sworn peace officers and their dependents.

Eligible sworn officers and their dependents have the option of electing to see a VSP provider or a non-network provider. If a VSP provider is elected, exams and lenses are covered at 100% after a $20 co-payment every 12 months; frames are covered up to $120 with no co-payment every 12 months plus 20% off any out-of-pocket costs; and contact lenses in lieu of frames are covered up to $105 with no co-payment every 12 months. For additional information, please contact VSP toll free at (800) 877-1795 or visit their web site at www.vsp.com.

COBRA Health and Dental Coverage

If you have health and/or dental coverage through the City of Concord and you leave employment with the City, you may be eligible to continue your coverage for up to eighteen months under federal law referred to as COBRA. If your spouse or dependent covered under your plan loses coverage due to divorce, your death, or loss of dependency status, your spouse or dependent may be eligible for continuing coverage for up to thirty-six months following the event. For information regarding the cost, requirements, and sign-up deadlines for COBRA, contact the Human Resources Department.

Insurance Premium Conversion Program

The Insurance Premium Conversion Program enables eligible employees to pay for their monthly health insurance contribution with pre-tax dollars. Traditionally your pay is taxed and then the insurance contributions are withheld. By taking advantage of the Insurance Premium Conversion Program, the insurance premium contribution is taken when you are paid, and then you are taxed on the reduced salary. Your Federal, State, and Social Security taxes are all automatically reduced since your taxable salary has been reduced by the amount of your insurance premium contribution. Election for this program can be made upon employment or each December for the following tax year.

Long Term Disability Insurance

The City of Concord provides full-time employees with long-term disability insurance and pays the total premium for this income protection. This insurance provides benefits in the event you are disabled for more than 30 calendar days due to an injury or illness. Your benefit will equal 66 2/3% of your monthly base pay up to a maximum of $5,000 (less any deductible benefits, see Human Resources for details).

To be eligible to receive long-term disability benefits, you must be disabled from performing the work required by your position; furnish proof of such disability on a continuing basis; and be under medical care. If, after two years you are found to be unable to work in any reasonable employment, benefits may continue up to age 65.

Life Insurance

The City pays the entire premium for life insurance to protect your survivors in the event of your death prior to retirement. The amount of the insurance is twice your annual salary rounded to the next highest $1,000 to a maximum of $400,000.

As an option, additional life insurance may be purchased for yourself, spouse and dependent children. This plan allows you to choose the amount of coverage needed and to pay for it conveniently through payroll deductions. You may enroll in this plan within 31 days of your start date or any time thereafter upon completion and acceptance of an Evidence of Insurability Form.

Accidental Death and Dismemberment Insurance

Optional Accidental Death and Dismemberment Insurance is available for you to purchase. This coverage protects your family against financial hardships that can occur when death is the result of an accident, and can also help during a recovery and rehabilitation period if you suffer an accidental dismemberment. Coverage can be selected for yourself and your dependents and paid for through payroll deductions.

Holidays

The following days are observed as holidays for full-time employees:

Holiday
Date
New Year's Day January 1st
Martin Luther King, Jr. Day 3rd Monday in January
Lincoln's Birthday 2nd Monday in February for all non-sworn employees
February 12th for sworn peace officers
Washington's Birthday 3rd Monday in February
Memorial Day Last Monday in May
Independence Day July 4th
Labor Day 1st Monday in September
Veteran's Day November 11th
Thanksgiving Day As Proclaimed
Day Following Thanksgiving  
Christmas Eve December 24th (holiday for sworn peace officers and sworn police management only)
Christmas Day December 25th

Holidays that fall on Saturday are observed on the preceding Friday; and holidays that fall on Sundays are observed the following Monday. If you are regularly and routinely scheduled to work the day the City observes the holiday, you will receive an extra eight hour's pay at straight-time, payable at the discretion of your department head as either compensatory time off or cash.

Vacation

The accrual of vacation time varies and is determined by your length of service. The accrual is credited at the end of each full two-week pay period during which you receive 56 hours straight-time pay.

Employees in classifications assigned to the Administrative, Technical & Clerical, Field & Operations, Professional and Peace Officer Representation Units accrue vacation as noted below. Sworn peace officers receive an additional 10 hours credited to the vacation balance on the first pay period of each calendar year:

 

Vacation Accrual Rate Each Bi-Weekly Pay Period
Accrual Years During Accrual Year Approx. Annual Vacation Accrual
1st 3.077 hours 10 days
2nd 3.692 hours 12 days
3rd - 7th 4.615 hours 15 days
8th - 9th 4.923 hours 16 days
10th - 12th 5.231 hours 17 days
13th - 14th 5.846 hours 19 days
15th - 19th 6.462 hours 21 days
20th & thereafter 6.769 hours 22 days


Managerial employees and employees assigned to the Police Managerial Representation unit shall accrue vacation as follows:

 

Vacation Accrual Rate Each Biweekly Pay Period
Accrual Years During Accrual Year Approx. Annual Vacation Accrual
1st 4.615 hours 15 days
2nd 5.231 hours 17 days
3rd - 7th 6.154 hours 20 days
8th - 9th 6.462 hours 21 days
10th - 12th 6.769 hours 22 days
13th - 14th 7.385 hours 24 days
15th - 19th 8.000 hours 26 days
20th & thereafter 8.308 hours 27 days

 

On September 9 of each calendar year, eligible employees accrue an additional eight (8) hours of vacation in lieu of an Admission's Day holiday.

Sick Leave

Paid sick leave is available as it accrues at the end of each pay period. The accrual rate is 3.692 hours credited at the end of each full two-week pay period during which you receive 56 hours straight-time pay; the total is equivalent to 12 days per year.

Unused sick leave at the time of retirement from the City of Concord can be used to either extend service credit (for every 8 hours of sick leave, you receive .004/year service credit) or a maximum of 800 hours may be cashed out at a 4:1 ratio (providing a maximum benefit of 200 hours paid at your hourly rate). You can also choose to do a combination of these, for example: If you have 1,200 hours of unused sick leave at retirement, you can cash out 200 hours (giving you 50 hours of pay) and then apply the remaining 1,000 towards extending your service credit. (1,000 hrs. divided by 8 x .004 = .5 years service credit (6 months).

In case of injury or illness in your immediate family, you may make arrangements with your supervisor to take time off. Such time is taken as sick leave; however, there is a maximum of 80 hours of sick leave allowable each calendar year for care of immediate family. Depending on the need, up to 80 hours of sick leave is allowable for death in your immediate family. For most representation units, those considered to be within the immediate family are: employee's spouse, parent, parent-in-law, brother, sister, child (including legally adopted child), grandparent, grandparent-in-law, and, if living within the employee's home, grandchild.

Bereavement Leave

You are entitled to a maximum of three days of bereavement leave per calendar year due to death of your immediate family or death of a parent-in-law, grandparent, or grandchild. This benefit is available to all representational units except the Police Officers Association.

General Leave Of Absence Without Pay

You may request a leave of absence without pay through your supervisor if you have a compelling reason. Leaves for up to five working days may be approved by your department head; leaves for periods greater than five days but for no more than two years may be granted by the City Manager upon recommendation of your department head and the Director of Human Resources.

Family Medical Leave/Pregnancy Disability Leave

Under the federal Family and Medical Leave Act and the California Family Rights Act, eligible employees are entitled to take up to 12 work weeks of leave for covered purposes in any 12-month period. Eligible employees are those who have been employed for at least 12 months and have worked at least 1,250 hours during the 12-month period immediately preceding the requested leave.

In general, family and medical leave may be taken for the following reasons:

  • To care for the employee's newborn child
  • To care for a child placed with the employee for adoption or foster care
  • To care for the employee's spouse, child, or parent who has a serious health condition
  • The employee's own serious health condition that makes the employee unable to perform the essential functions of the employee's position

Under the California Pregnancy Disability Act, female employees are eligible for a reasonable period of leave of absence up to four months, as needed, for the period of time the woman is actually disabled by pregnancy, childbirth, or related medical conditions.

The above description of these leave benefits is necessarily general. For more detailed information, please contact the Human Resources Department.

Military Leave

If you are a member of the Armed Forces, National Guard or Military Reserve, you will be allowed time off for temporary military duty or training in accordance with the California Military and Veterans Code. The period of temporary military leave shall not exceed 180 calendar days. Employees who have one or more years of service with the City at the time the leave begins shall receive the same vacation, sick leave, and holiday privileges and the same rights and privileges to promotion, continuance in office, employment, reappointment to office, or reemployment that the employee would have enjoyed had the employee not been called for military duty, except that an uncompleted probationary period, if any, must be completed upon reinstatement. In addition, employees who have one or more years of service with the City at the time the leave begins will be paid for the scheduled workdays missed during the first 30 calendar days of active military duty (not to exceed 30 days in any one fiscal year).

For purposes of this section, in determining the one year of service with the City, all service of the employee in recognized military service shall be counted as service with the City.

If you receive orders to report for military duty, provide a copy of your orders to your supervisor.

Jury Duty

If you receive a jury summons, notify your supervisor. When you are required to serve on a jury, you will receive your regular pay from the City by turning over to the City those jury duty fees received (other than mileage allowance paid for providing your own transportation). If you prefer, you may take vacation leave, compensatory leave, or leave without pay and retain all jury fees and allowances. During your period of jury duty you will be expected to perform your regular job when not required to be in court.

Deferred Compensation Plans

The City has 401(K) and 457 deferred compensation plans in which you may voluntarily participate in several tax-shelter investment programs. By signing a payroll deduction authorization, you can have the City withhold a certain portion of your salary (minimum of $15 each pay period) to a maximum established by Law. The maximum 401(K) contribution for calendar year 2007 is $15,500 for employees under age 50, and $20,500 for employees over age 50 in calendar year 2007. The 457 plan maximum is $15,500 for employees under age 50, and $20,500 for employees over age 50 in calendar year 2007. This money is then invested in a program you choose. Your investment is payable to you when you terminate or retire, or to your beneficiary in the event of your death. The amount of your salary that has been withheld is the deferred amount and is not subject to taxes during your employment; however, the deferred compensation, to include interests and dividends earned as a result of investment, is subject to taxes when it is actually received.

The City does not add to the amount deferred from the employee's salary. Also, the City in no way guarantees the success of any investment program selected and is not liable for any losses that might be incurred under the Deferred Compensation program. For additional information, you may contact:  ICMA Retirement Corporation at (800) 669-7400 or InvestorServices@icmarc.org or,  you may contact ICMA Retirement Plans Specialist Randi Carmen at (800) 620-6068 or rcarmen@icmarc.org.

Employee Assistance Programs

Each full-time employee and his or her eligible dependents (those claimed for income tax purposes) may participate in an Employee Assistance Program provided by the City. It is entirely voluntary and confidential. This program provides counseling and consultation services designed to help you and your eligible family members with a wide range of personal issues. You and your dependents may each have up to six (6) counseling sessions (eight [8] sessions for sworn peace officers) each calendar year with the cost paid by the City. The EAP can help with:

  • Relationship & Family issues
  • Alcohol & Drug Dependency
  • Financial and credit concerns
  • Legal issues and questions
  • Emotional problems
  • Child/Elder care
  • Pre-retirement planning
  • Federal taxpayer problems

If desired, more sessions may be scheduled at a cost. For more information, you may contact Managed Health Network at (800) 227-1060.

Professional Employees Educational Incentive Program (EIP)

This voluntary program provides a monetary incentive to eligible employees of the Concord Association of Professional Employees (CAPE). The City may award a lump-sum one-time bonus in September of each year for pre-approved coursework that is taken during the employee's own time and is successfully completed according to criteria established between the City and CAPE.

Tuition Reimbursement

Employees are encouraged to advance job skills or prepare themselves for promotion through outside study. Expenses for tuition and textbooks are reimbursed by the City for those who receive prior approval of courses and satisfactorily complete a course of study on their own time. Various arrangements exist regarding reimbursement for textbooks and tuition.

Dependent Care Assistance Plan (DCAP)

The Dependent Care Assistance Plan is a program that allows employees to save money on eligible dependent care expenses (i.e., child care, elder care) by paying for them with pretax dollars. You may elect to contribute a portion of your income, before taxes, into a DCAP account in your name for future reimbursement of dependent care expenses. Enrollment forms and a detailed explanation of the terms and conditions of the DCAP are available in Human Resources. Elections are made each December for the following tax year. You may also enroll upon employment.

Social Security and Medicare

The City pays the employer's portion (6.2%) of Federal Social Security Insurance contributions on salary up to $90,000 and the employer's portion (1.45%) of Federal Medicare Insurance contributions. This amount is set by Federal law and may change each year.

Your retirement benefit from CalPERS (upon retiring directly from the city) will not be reduced by a social security offset. You will be eligible to receive both your retirement and social security benefits. For more information on Social Security and Medicare, please contact the Social Security Administration at (800) 772-1213 or visit their web site at http://www.ssa.gov.

Retirement Benefits

Both full-time employees and the City contribute to the California Public Employees Retirement System (CalPERS). Depending upon the classification, the City may pay a portion or all of the retirement contribution. To retire out of CalPERS, you must meet the minimum age and service requirement (age 50 and 5 years of service credit). The benefit factors are as follows:

  • 3% at 50 - Sworn Peace Officers
    In addition the City contracts with CalPERS to report the value of the Employer Paid Member Contribution (EPMC) as additional compensation for all sworn employees. EPMC raises the employee's final compensation for retirement calculation purposes.
  • 2.5% at 55 - Miscellaneous/General Employees
    In addition, the city contracts with CalPERS to report the value of the Employer Paid Member Contribution (EPMC) as additional compensation for all members of Local One, Concord Association of Professional Employees (CAPE), and Confidential employees. (Please note: miscellaneous/general employees may retire as early as age 50 taking a reduced retirement benefit.)

For additional information regarding CalPERS retirement benefits, please contact CalPERS directly at (888) 225-7377 or visit their web site at http://www.calpers.ca.gov

Workers' Compensation

The City of Concord is self-insured for Workers' Compensation Insurance. The third party administrator is Claims Management, Inc., P.O. Box 3042, Sacramento, CA 95812. Their phone number is (800) 843-0661. If an injury or illness is determined to be job-related, benefits are available to cover costs for medical treatment, prescription drugs, mileage reimbursement for treatment, temporary disability payments, and, when applicable, permanent disability awards and approved rehabilitation plans.

All City employees have protection under Workers' Compensation, including part-time employees. If you believe you have sustained a work related injury or illness, you must contact your supervisor immediately (within 24 hours) for further instructions and to complete the required paperwork. This will ensure we are not penalized and you receive your benefits. Forms may also be requested from the Human Resources Department.

Safety Glasses

If there is a danger of eye injury on your job, you will be required to wear some type of eye protection. Safety glasses are recommended for all those who normally wear glasses. The City will provide one pair of prescription safety glasses, but you will be responsible for the cost of securing the prescription. Broken eye glasses may be replaced when you turn in the damaged glasses. Replacement glasses may be provided if your prescription changes. The City will not pay for lost or stolen glasses. Order forms for safety glasses are available in the Human Resources Department.

Employee Computer Purchase Plan

This program is managed by the Human Resources Department. The Employee Computer Purchase Plan is to promote computer literacy and productivity by providing low cost loans to full-time permanent employees for the purchase of computer hardware and software. Each loan (up to $3000) is issued with a simple interest rate of four percent and repaid through payroll deductions. The total loan amount may be repaid in twelve, twenty-four or thirty six months depending on amount of the loan. For additional information, please contact Human Resources.

Management Benefits

Flex Benefit Program

The Flexible Benefit Program provides management personnel with an additional $2,000 per year that may be used toward reimbursement for medical, dental, and vision care expenses not covered by your insurance plans, reimbursement for dependent care expenses or received as taxable cash compensation. The allocation decision must be made upon employment and re-certified prior to the beginning of a new calendar year. Newly hired employees, or employees promoted to the management classifications will be eligible on the date of hire or promotion and will receive a pro-rated share of their flexible benefits. For additional information or program specifics, contact the Human Resources Department.

3% Deferred Compensation Contribution

The City provides an employer-paid 401(K) contribution equal to 3% of pay for all management employees. The contributions will be made on a per pay-period basis. This is not an "employer match"; rather, this will be straight 3% contribution made on your behalf to the deferred compensation plan of your choice. Additional contributions into a deferred compensation plan may be made on a voluntary basis. For information on the 401(K) and 457 deferred compensation plans, contact:

(800) 735-7202

ICMA Retirement Corporation
http://www.icmarc.org

 

CalPERS Employer Paid Member Contribution

The City, on behalf of all management employees, pays the entire 8% (or 9% for sworn management) of the employee contribution to the California Public Employees' Retirement System (CalPERS). In addition, the City contracts with CalPERS to report the value of the 8% (or 9% as applicable) Employer Paid Member Contribution (EPMC) as additional compensation for all management personnel. This benefit raises the employee's final compensation for retirement calculation purposes.

Administrative Leave

Recognizing that managerial employees may be required to periodically or routinely work long or irregular hours to fulfill the responsibilities of their positions, Department Heads may grant (on a discretionary basis) up to 40 hours of paid leave to eligible managerial employees. An additional 40 hours may be granted with the approval of the City Manager. Administrative leave applies to full-time permanent employees who are exempt from overtime.