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Human Resources

Human Resources

Benefits

County of Monroe Fringe Benefit Package Management and Non-Union  

Effective January 1, 2014

(HOURS OF WORK (Policy#414) – 8.0 hrs. per day, 40.0 hrs. per week, Hours are set by Elected Officials/ Department Head and may fluctuate at any time, based on the needs of the Department.

OVERTIME (Policy#414) – Exempt employees do not receive and are not entitled to compensation or compensatory time for working more than a forty (40) hours per week.
All non-exempt employees shall not work more than the normal work day or normal work week without approval of the Department Head. A non-exempt employee who works more than forty (40) hours in a work week shall receive one and one-half (1 ½) times his or her regular rate of pay or shall receive compensation time off at the rate of time and one-half (1 ½). All compensatory time off must be taken within the next pay period after which the overtime is worked.

HOLIDAYS (Policy#413) - 12 1/2 days per year.

VACATION BENEFITS (Policy#427) - One week after 6 mos. of employment.

(additional hours based on months of service)

SICK BENEFITS (Policy#416) - Six (6) days per year (sick days are pro-rated after 90 days of employment) (Eight (8) sick days per year for Management).

PERSONAL LEAVE DAYS (Policy#416) - Four (4) days per year after one year service. Employees hired on or after January 1, 2011 receive two (2) days per year after one year of service. (1st year of employment personal leave days pro-rated)

HEALTH INSURANCE BENEFITS (Policy#411) - Effective January 1, 2012, each regular, full-time employee may elect coverage for himself/herself and his/her eligible dependents under one of the following health insurance plans:

1. Blue Cross/Blue Shield of Michigan Flexible Blue & RX with HSA
2. Blue Cross/Blue Shield of Michigan Community Blue PPO Option 3 Plan
3. Blue Cross/Blue Shield of Michigan Community Blue PPO Option 6 Plan

PPO Options-Rx generic mandate, 50% co-pay ($5 floor and $5 ceiling)

 Employees shall pay the difference between the cost of the PPO plans and the amount of the Employer's total contribution towards the cost of the Flexible Blue Plan with the HSA.

DENTAL (Policy#404) - Effective on the 91st calendar day of employment (100%/75%/50% coverage) $1,000 limit per year/per person,

OPTICAL (Policy#429) - Effective on the 91st calendar day of employment (eye exam/lenses every 12 months, frames every 24 months)

LIFE INSURANCE BENEFITS (Policy#425) – Effective on the 91st calendar day of employment. $20,000 to $50,000 (based on annual salary)

RETIREMENT BENEFITS (Policy#422 & #442) - Vested after 8 years of service (60/8 or 55/30). Final average compensation based on best three (3) consecutive years of last ten (10). Retirement multiplier: 2.50%. Employees hired on or after January 1, 2011, retirement multiplier 1.5% and contribute three (3%) percent of all earnings to the Retirement System. Employees hired on or after October 28, 2003 shall not be eligible for retiree health care benefits

DEFERRED COMPENSATION – Option to participate in a 457 tax sheltered annuity program through payroll deduction.

FLEXIBLE SPENDING ACCOUNT – Option to participate in Un-Reimbursed Medical or Dependent Care with AFLAC through payroll deduction.