Retiree Health Insurance
Bargaining Unit Benefit
Commerce
CCEA Full Time
Unrepresented-Exempt The City will reimburse retirees the Standard Medicare Premium Part B (medical insurance) for retiree and his/her spouse or domestic partner. The City shall continue reimbursement of these premiums to the spouse or domestic partner of the retiree after the death of the retiree.
CCEA Part Time None
Bell Gardens
City Employees Association
Public Works Association
Public Works Supervisory
Unrepresented Mid-Management
Unrepresented Confidential Group City pays employee only medical insurance premiums based on years of service, span ranges from 10 years of service = 50% premium paid by City to 20 years of service = 100% of premium paid by City
Spouse and dependent medical coverage: For employees hired after October 3, 2011: Employee pays the premium if they complete 10 years of service. For employees hired before October 3, 2011: City pays the premium for an employee's spouse and dependent coverage, but only after employee completes 10 years of service.
Medicare: At age 65, premium payment will be reduced to provide a supplemental policy integrated with Medicare. Retiree continuing medical benefits will be available to normal retirees (not disability retirees) who have reached normal retirement age as specified by PERS retirement plan in effect for bargaining unit.
Part-Time None
Carson
AFSCME Employee Group
Confidential-Exempt Management
Confidential-Non Exempt
CPSA Exempt
CPSA Non-Exempt
Management For employees hired before 1/1/14, Retiree receives the same monthly amount as active Unit member receives (currently $1594/month)
For employees hired after 1/1/14, the City contributes a percentage of the monthly amount based on years of service. Span ranges from 10 years of service = 50% contribution to 20+ years of service = 100% contribution (currently $1594/month) Part-Time None
Cerritos
AFSCME, Local 619, Non-Exempt FT For employee's hired after 6/30/04 (PERS Amendment): the City contributes a percentage of the monthly amount based on years of service. Span ranges from 10 years of service = 50% employer contribution to 20+ years of service = 100% of employer contribution (currently $2244.76/month).
Part-Time None
City of Los Angeles
Management
MOU 1, 2, 3, 4, 6, 8, 12, 11, 14, 15, 16, 18, 19, 20, 21, 36, 64 Part-Time
Unrepresented Regardless of Tier, City pays a retiree health contribution for the Kaiser HMO 2-party plan - currently $1438.24 County of Los Angeles
Units 111, 112, 121, 122, 201, 431, 432, 811
Units 411, 412, 501, 511, 512
Units 995, 996, 999
Unit 2 Affects Tier 2 Retirees hired after 6/30/14, County contribution for Retiree only; Retirees with 10 years of retirement service credit receive a County contribution of 40% of the plan premium (amounts vary based on plan chosen; current most expensive medical + dental/vision plans = $1709.23/month; 40% paid by County = $1025.54).
County contributes an additional 4% per year of plan premium for each year of retirement service credit beyond 10 years up to a maximum of 100% for a retiree with 25 years of service credit. Retirees are responsible for any premium difference each month on premiums exceeding the benchmark amounts (including those with 25 years of service).
Downey
Confidential/Exempt
Middle Mgmt
DPSAA
$74.50/month (current amount)
DCEA-Maintenance For employees retiring on or after 7/1/12, entitled to participate in the Kaiser HMO or Kaiser Senior Advantage Plans; City shall contribute up to a maximum of $98/month for employee only coverage. Employee must have a minimum of 10 years of service or is granted a service-connected disability retirement; employed by City at time of retirement; and granted a retirement allowance by CalPERS.
DCEA-Miscellaneous City contributes maximum of $98/month, deposited on a quarterly basis to the retiree’s RHS account for the reimbursement of qualified medical expenditures. Employee must have a minimum of 10 years of service or is granted a service-connected disability retirement; employed by City at time of retirement; and granted a retirement allowance by CalPERS.
Part-Time None
Lakewood
Lakewood City Employees Association
UnRep-Management and Admin Officers
UnRep-Supervisory and Jr Admin Employees $149 (current PEMHCA minimum) Part-Time None
Montebello
MCEA
Unrepresented Non-Management Hired prior to 7/28/19: $25/year up to 25 yrs. ($625 maximum) offset by contribution made to PERS medical. Requires direct retirement from City. Minimum years of service is 15 yrs. (10 yrs. disability). Payable until employee qualifies for Medicare. Hired after 7/28/19 receive the PEMCHA minimum (currently $149/month).
MMMA
MSA Full-time employees will be enrolled in the 40l(a) and (h) retirement plan upon achieving their one year anniversary of employment with the City. Vesting in the 401 (a) and (h) plan will occur at the employee's 5 year anniversary of recognized full time employment with the city. City Contribution ranges from $10/month for 1-12 years of service up to $125/month for 24+ years of service.
MMPA Hired prior to 6/12/19: $25/year up to 25 yrs. ($625 maximum) offset by contribution made to PERS medical. Requires direct retirement from City. Minimum years of service is 15 yrs. (10 yrs. disability). Payable until employee qualifies for Medicare. Hired after 6/12/19 receive the PEMCHA minimum (currently $149/month).
SMART-TD Hired prior to 4/10/19: $25/year up to 25 yrs. ($625 maximum) offset by contribution made to PERS medical. Requires direct retirement from City. Minimum years of service is 15 yrs. (10 yrs. disability). Payable until employee qualifies for Medicare. Hired after 4/10/19 receive the PEMCHA minimum (currently $149/month).
PT Unrepresented None
Norwalk
Management Pursuant to State Law Cal Gov't Code 22892, City will continue to provide the same contribution for PERS retirees as for active employees. Currently maximum contribution is $2560.01 for Medical, Dental, and Vision NCEA Pursuant to State Law Cal Gov't Code 22892, City will continue to provide the same contribution for PERS retirees as for active employees. Currently maximum contribution is $1709.87 for Medical, Dental, and Vision NCEA Part-Time Pursuant to State Law Cal Gov't Code 22892, City will continue to provide the same contribution for PERS retirees as for active employees. Currently maximum contribution is $464.87 for Medical, Dental, and Vision. Employee must work an average of 25 hours per week.
Pasadena
AFSCME
LIUNA
Non Represented Management (Level 1, 2, 4)
Non-Represented Non-Management Hourly
Non-Represented Non-Management (Technical and Administrative) PMA None
Pico Rivera
Mid-Managers, Professional, and Confidential
SEIU (Non-Supervisory) Hired prior to 7/1/2012: City pays 100% of retiree's health insurance premium
Hired on/after 7/1/2012: City pays minimum contribution required by PEMCHA SEIU (Hourly, Represented) None
Santa Fe Springs
Employees Association
Executive-Management-Confidential Employee must be vested in CalPERS and retires from the City; the City pays the insurance premium up to the applicable medical cap, currently $1,871.43/month which is the 2022 Kaiser Region 3 / Family Coverage premium Part-Time Non Benefitted None
Santa Monica
ATA
Confidential Unrepresented (ATA)
Management
Municipal Employees Association
SMART
Supervisory Team Associates
Teamsters None
Torrance
EXMG-B (Executive and Management Employees, Group B)
CFTSH
TCEA
TLEA (Applies to all benchmark matches in this group except Library Page)
TME-AFSCME
TPPREO
TPSA
TRREO (Part-Time) $149 (current PEMHCA minimum)
TFEA-Engineers
TFEA-Fiscal $149 (current PEMHCA minimum)
Dental Insurance: Receives City contribution for 2-party coverage, current maximum is $68.80/month.
Vision Insurance: Receoves City contribution for 1-part coverage, current maximum is $3.33/month.
Whittier
Management (Middle)
Management (Supervisory)
WCEA $415/month for employees who retired after 7/1/85
Hourly (Part-Time) None
Sick Leave
Bargaining Unit Accrual Buy-Back, Cash-Out During Employment Cash-out at termination or monetary conversion Commerce
CCEA Full Time
Unrepresented-Exempt 96 hours/year, no cap Beginning of fiscal year, employee may cashout out 1/2 of their unused sick leave as long as they have 240 hours of accrued leave; None CCEA Part Time State mandate (1 hour per 30 hours worked with a cap of 24 hours per year per Healthy Workplace Healthy Family Act of 2014) Beginning of fiscal year, employee may cashout out 1/2 of their unused sick leave as long as they have 240 hours of accrued leave None Bell Gardens
City Employees Association
Public Works Association
Public Works Supervisory
Unrepresented Mid-Management
Unrepresented Confidential Group 96 hours/year, no cap for active employees. Only valid for accumulated hours over 620 hours: Up to 96 hours per year may be cashed out, deposited into deferred compensation, or kept in sick leave bank.
Up to 620 hours
Part-Time State mandate (1 hour per 30 hours worked with a cap of 24 hours per year per Healthy Workplace Healthy Family Act of 2014) None None Carson
AFSCME Employee Group 120 hours/year
1200 hours cap Redemption: Can redeem up to 75 hours of accumulated leave per year. Sick leave will be paid at a rate of 1 hour of pay for each 2 hours of sick leave redeemed.
Incentive: Employees using 50 hours or less during preceding calendar year, may elect to receive 50% of the sick leave earned (at one hour pay for one hour converted), less the amount of sick leave used during the same period. May be converted to annual leave. Employees must have a minimum of 240 yours of sick leave remaining on December 31 of each year to qualify for conversion. Employees must be a full-time employee for at least two years and have a minimum of 240 yours of sick leave remaining on December 31 of each year to qualify for conversion. 1/2 the value up to 760 hours provided employee has completed 5 years of service (1,825 days) CPSA Exempt
CPSA Non-Exempt 120 hours/year
750 hours cap if hired after 6/19/18 Redemption: Can redeem up to 100 hours of accumulated leave per year. Sick leave will be paid at a rate of 1 hour of pay for each 2 hours of sick leave redeemed.
Incentive: Employees hired after 6/19/18 and using 50 hours or less during preceding calendar year may elect to receive pay for 50% of sick leave earned (at one hour paid for every 4 hours converted) during the calendar year. Sick leave may only be converted to annual leave on a 4:1 basis, 4 sick leave hours equaling 1 annual leave hour. Employees must be a full-time employee for at least two years and have a minimum of 240 yours of sick leave remaining on December 31 of each year to qualify for conversion. 1/2 the value up to 750 hours Confidential - Exempt Management
Confidential - Non-Exempt 120 hours/year
1100 hours cap if hired after 11/7/18 Redemption: Can redeem up to 100 hours of accumulated leave per year. Sick leave will be paid at a rate of 1 hour of pay for each 2 hours of sick leave redeemed.
Incentive: Employees using 50 hours or less during preceding calendar year, may elect to receive 50% of the sick leave earned (at one hour pay for one hour converted), less the amount of sick leave used during the same period. May be converted to annual leave. Employees must be a full-time employee for at least two years and have a minimum of 240 yours of sick leave remaining on December 31 of each year to qualify for conversion. 1/2 the value of accured sick leave Management 120 hours/year
50 hours cap if hired after 6/19/18 Redemption: Can redeem up to 100 hours of accumulated leave per year. Sick leave will be paid at a rate of 1 hour of pay for each 2 hours of sick leave redeemed.
Incentive: Employees hired after 6/19/18, and using 50 hours or less during preceding calendar year may elect to receive pay for 50% of sick leave earned (at one hour paid for every 4 hours converted) during the calendar year. Sick leave may only be converted to annual leave on a 4:1 basis, 4 sick leave hours equaling 1 annual leave hour. Must have 240 hours of sick leave credits on December 31 of each year in order to qualify fo rhte conversion benefit. up to 750 hours Part-Time State mandate (1 hour per 30 hours worked with a cap of 24 hours per year per Healthy Workplace Healthy Family Act of 2014) None None Cerritos
AFSCME, Local 619, Non-Exempt FT 96 hours/year, no cap Incentive Program: Employees who have accumulated more than 360 hours may sell all or part of those hours in excess of 360 back to the City at a rate of 1/2 to one. 1/2 the value of accured sick leave Part-Time State mandate (1 hour per 30 hours worked with a cap of 24 hours per year per Healthy Workplace Healthy Family Act of 2014) None None City of Los Angeles
Management
MOU 1, 2, 3, 4, 6, 8, 12, 11, 14, 15, 16, 18, 19, 20, 21, 36, 64 Unrepresented 96 hrs per year/800 hr cap Hours in excess of the 800 hr cap is compensated at 50% of base salary at the end of the calendar year. Up to 800 hours at 50% of base salary Part-Time Sick hours are paid based on the # of hours normally scheduled Hours in excess of the 800 hr cap is compensated at 50% of base salary at the end of the calendar year. Up to 800 hours at 50% of base salary County of Los Angeles
Units 111, 112, 121, 122, 201, 431, 432, 811
Units 411, 412, 501, 511, 512
Unit 2 96 hours per year (based on Rule 3 employee) Employees can cash out up to 3 days of sick leave accrual if employee does not use any sick leave from January 1 to June 30 and another 3 days of sick leave accrual if employee does not use any sick leave from July 1 to December 31. Employees must have completed 12 consecutive months of service before each time period in order to qualify. Paid for all unused sick leave hours Units 995, 996, 999 Not applicable; Employees receive annual leave and do not accruse sick leave or vacation leave Not applicable Not applicable Downey
Confidential/Exempt
Middle Mgmt 96 hours/year, no cap Employee may convert accrued sick leave at the rate of 2 hours to 1 hour additional vacation leave, but only after having accumulating 640 hours of sick leave; not more than 40 hours of additional vacation days may be converted in any 1 fiscal year. Retirement or Death: Employees hired before 10/25/11, unused leave at or above 1575 hours but at or below 1900 hours shall have the difference (325 hours) deposited into an RHS account. Employees hired on or after 10/25/11, can deposit up to 500 hours of unused leave into an RHS account.
DCEA-Maintenance
DCEA-Miscellaneous
DPSAA 96 hours/year, no cap Employee may convert accrued sick leave at the rate of 2 hours to 1 hour additional vacation leave, but only after having accumulating 640 hours of sick leave; not more than 40 hours of additional vacation days may be converted in any 1 fiscal year. Retirement or Death: Unused leave up to a maximum of 1900 hours shall be deposited into the employee's Retirement Health Savings (RHS) Plan Part-Time State mandate (1 hour per 30 hours worked with a cap of 24 hours per year per Healthy Workplace Healthy Family Act of 2014) None None Lakewood
Lakewood City Employees Association
96 hours/year (see column C for cap information) Employees are given an option to elect a sick time cap of either 240, 320 or 350 hours. Each November, employees may receive a cash out of any excess sick leave accumulated. If the cap is 240 hours - 60% rate of excess is paid, if electing 320 or 350 hour cap, employee. receives 70% of said excess. Upon separation, those with a 240 hour cap will be paid 50% of regular pay, those with a 320 or 350 hour cap will receive 75%. Payments are made into the 401(a) account if employee hired before 12/31/12. Employees hired after 1/1/13 will receive payment on final paycheck.
UnRep-Management and Admin Officers
UnRep-Supervisory and Jr Admin Employees 96 hours/year (see column C for cap information) Employees are given an option to elect a sick time cap of either 240, 320 or 350 hours. Each November, employees may receive a cash out of any excess sick leave accumulated. If the cap is 240 hours - 60% rate of excess is paid, if electing 320 or 350 hour cap, employee receives 70% of said excess. Upon retirement, those with a 240 hour cap will be paid 50% of regular pay, those with a 320 or 350 hour cap will receive 75%. Payments are made into the 401(a) account.
Part-Time State mandate (1 hour per 30 hours worked with a cap of 24 hours per year per Healthy Workplace Healthy Family Act of 2014) None None Montebello
MCEA
MMMA
MMPA
MSA
SMART-TD
Unrepresented Non-Management 96 hours/year
1040 hours cap None Upon Separation: Cashout up to 720 hours based on years of service:
<5 yrs-0%; 5-9 yrs-25%; 10-14 yrs-50%; 15-19 yrs-75%; 20+ - 100%
Part-Time Unrepresented None None None
Norwalk
Management
NCEA 96 hrs/year
720 hours cap Employees paid for excess of 720 hours on employment anniversary If employee has 5+ years of service at termination, leave may be cashed out according to years of service:
5-9 = 25%; 10-14=50%; 15-19=75%; 20+ = 100%
NCEA Part-Time <3000 hrs worked = .033 for each hour worked >3000 hrs worked = .046 for each hour worked
720 hours cap None Employee may not cash out at termination, but if employees retires with 5+ years of service, may receive 25% of unused sick Pasadena
AFSCME
LIUNA
Non Represented Management (Level 1, 2, 4)
Non-Represented Non-Management (Technical and Administrative) PMA 80 hours/year
2080 hours cap None May convert up to 2080 hours to CalPERS service credit upon retirement Non-Represented Non-Management Hourly Accrue pro-rated hours based on number of hours scheduled to work (i.e. 30 hours per week accrue 75% of FT accrual None May convert up to 1200 hours to CalPERS service credit upon retirement Pico Rivera
Mid-Managers, Professional, and Confidential 105 hours/year 800 hours cap May cashout up to 81 hours of annual accrual once per year at 100%. Paid out 100% at time of separation or converted to service credit with PERS at time of retirement.
SEIU (Non-Supervisory) 81 hours/year
800 hours cap May cashout up to 81 hours/annually at 100%. Paid out 100% at time of separation or converted to service credit with PERS at time of retirement.
SEIU (Hourly, Represented) 24 hours/year
320 hours or no cap based on classification. An employee may opt to cash out any accrued leave time, annually, that exceeds 100 hours. A minimum balance of 100 hours must remain on the books. Some classifications have a maximum accrual of 320 hours.
Santa Fe Springs
Employees Association 96 hours/year, no cap Annually each November, receives 1/2 of accumulated leave in excess of 960 hours Remaining excess leave after cash out each November will be placed into an individual retirement credit account. Balance in this account along with any other accumulated sick leave shall be applied to Retirement Sick Leave Credit benefit at the time of retirement Executive-Management-Confidential 96 hours/year, no cap Annually each November, receives 1/2 of accumulated leave in excess of 960 hours Remaining excess leave after cash out each November will be placed into an individual retirement credit account. Balance in this account along with any other accumulated sick leave shall be applied to Retirement Sick Leave Credit benefit at the time of retirement Part-Time Non Benefitted State mandate (1 hour per 30 hours worked with a cap of 24 hours per year per Healthy Workplace Healthy Family Act of 2014) None None Santa Monica
Teamsters 96 hours/year
No cap Employees have annual option to be paid for certain unused sick leave or to “bank” unused sick leave. Employees can elect to split the number of sick leave days subject to buy back and can designate that a portion of those days be placed in the employee’s sick leave “bank” as opposed to being cashed out. Employeee must have a sick leave “bank” of 12 days. Less than 10 Days of Service: Days Used vs Days Payable at the end of a fiscal year ranges from 2 days used = 6 days payble to 8 days used = 0 days payable
More than 10 Years of Service: Days Used vs Days Payable at the end of a fiscal year ranges from 2 days used = 12 days payable to 14 days used = 0 days payable None ATA
Confidential Unrep - ATA
Management
Municipal Employees Association
Supervisory Team Associates
Teamsters 96 hours/year
No cap None None
SMART 96 hours/year
No cap Employees have annual option to be paid for certain unused sick leave or to “bank” unused sick leave. Employees can elect to split the number of sick leave days subject to buy back and can designate that a portion of those days be placed in the employee’s sick leave “bank” as opposed to being cashed out. Employeee must have a sick leave “bank” of 12 days. Less than 10 Days of Service: Days Used vs Days Payable at the end of a fiscal year ranges from 2 days used = 6 days payble to 8 days used = 0 days payable
More than 10 Years of Service: Days Used vs Days Payable at the end of a fiscal year ranges from 2 days used = 12 days payable to 14 days used = 0 days payable Retirement: if employee has 50+ days of unused sick leave, may convert all unused accrued sick leave to dollars, which can be used to purchase medical insurance coverage for the employee and his/her spouse.
Torrance
EXMG-B (Executive and Management Employees, Group B) 72 hours/year Employees may select to convert any sick leave granted but unused over 300 hours into cash or into the 457 deferred compensation plan at the rate of one hour of pay for each hour of unused sick leave each December.
Any sick leave in excess of 500 hours on the books as of December 1st will be automatically deferred into the 401 (a) plan for employees who have elected to participate in the 401 (a) program at the rate of one hour of pay for each hour of unused sick leave.
For employees who have elected not to participate in the 401 (a) plan any accrued sick leave in excess of 600 hours on the books as of December 1 shall be converted into cash. Upon separation or retirement, any hours under or equal to 500 will be deposited into the Retiree Health Savings Plan (RHSP). The remaining balance to be paid in cash will be disbursed into the City’s 401(a) plan for participating employees. Employees without a 401(a) plan may either deposit the balance of hours into their 457 plan or take cash.
CFTSH
TCEA 72 hours/year
500 hours cap Employees may convert any accrued sick leave in excess of 300 hours into cash or deferred income at the rate of one hour of pay for each hour of unused sick leave. Election must be made prior to December 1.
Any hours of sick leave which would have been granted over 500 hours of accrued sick leave shall be converted into cash payable in December of each year on the basis of 1 hour pay for each hour of unused sick leave. At time of separation:
After 1 Year of Service: each hour of sick leave equals 1/4 hour pay After 7 Years of Service: each hours of sick leave equals 1/2 hour pay
Retirement: cash out hour for hour (100%)
Upon separation or retirement, employee has option to convert sick leave to deferred comp and is exclusive of $100/month City contribution toward employee or eligible annuitant's medical insurance.
TFEA-Engineers
TFEA-Fiscal 72 hours/year
600 hours cap Employees may select to convert any sick leave granted but unused over 300 hours into cash or 457 plan deferred savings. Conversion will be at the rate of one hour of pay for each hour of unused sick leave.
Any hours of sick leave which would have been granted over 600 hours accrued sick leave shall be converted into cash payable once a year on basis of one hour pay for each unused hour. At time of separation:
After 7 Years of Service: each hour of sick leave equals 1/2 hour of pay
Retirement: cash out hour for hour (100%)
Upon separation, the employee shall have the option to defer the sick leave balance into the City's 457 plan up to the annual limit of deferred savings allowable for that year under federal law.
Employees have the option for any hours under or equal to 600 can be deposited into the Retirement Health Savings Program (RHSP Plan). The remaining balance up to limits allowed by law will be disbursed into the City's 457 plan or be paid in cash.
TLEA (Applies to all benchmark matches in this group except Library Page) 72 hours/year
600 hours cap Applies to all benchmark matches in this group except Library Page:
Employees may select to convert sick leave in excess of 300 hours into cash at rate of one hour of pay for each hour of sick leave, one time per year.
Any hours of sick leave which would have been granted over 600 hours accrued sick leave shall be converted into cash payable once a year on basis of one hour pay for each unused hour.
Employees who cash out sick leave may convert one shift of sick leave that would have been cashed out and add it to vacation balance. Applies to all benchmark matches in this group except Library Page:
At time of separation:
After 1 Year of Service: each hour of sick leave equals 1/4 hour pay After 7 Years of Service: each hours of sick leave equals 1/2 hour pay Retirement: cash out hour for hour (100%)
Upon separation or retirement, employee has option to convert sick leave to deferred comp and is exclusive of $100/month City contribution toward employee or eligible annuitant's medical insurance.
TME-AFSCME
72 hours/year
600 hours cap Employees may select to convert sick leave in excess of 300 hours into cash at rate of one hour of pay for each hour of sick leave, one time per year.
Any hours of sick leave which would have been granted over 600 hours accrued sick leave shall be converted into cash payable once a year on basis of one hour pay for each unused hour.
Employees who cash out sick leave may convert one shift of sick leave that would have been cashed out and add it to vacation balance. At time of Separation: after 5 years of service, an employee shall have accumulated sick leave converted into permanent income insurance upon following basis.
Used less than 89% of sick leave hours, may cash out at 80% of current rate.
Maintained between 56% to 89% of sick leave hours, may cash out at 65% of current rate.
Maintained less than 56% of sick leave hours, may cash out at 50% of current rate.
Retirement: cash out hour for hour (100%)
Upon separation or retirement, employee has option to convert sick leave to deferred comp and is exclusive of $100/month City contribution toward employee or eligible annuitant's medical insurance.
TPPREO
72 hours/year
500 hours cap Employees may select to convert sick leave in excess of 300 hours into cash at rate of one hour of pay for each hour of sick leave, one time per year.
Any hours of sick leave which would have been granted over 600 hours accrued sick leave shall be converted into cash payable once a year on basis of one hour pay for each unused hour. At time of separation:
After 1 Year of Service: each hour of sick leave equals 1/4 hour pay After 7 Years of Service: each hours of sick leave equals 1/2 hour pay Retirement: cash out hour for hour (100%)
Upon separation or retirement, employee has the option for any hours under or equal to 500 can be deposited into the Retirement Health Savings Program (RHSP Plan). The remaining balance up to limits allowed by law will be disbursed into the City's 457 plan or be paid in cash.
TPSA 72 hours/year
600 hours cap Employees may select to convert any sick leave granted but unused over 300 hours into cash or 457 plan deferred savings. Conversion will be at the rate of one hour of pay for each hour of unused sick leave.
Any hours of sick leave which would have been granted over 600 hours accrued sick leave shall be converted into cash payable once a year on basis of one hour pay for each unused hour. At time of separation:
After 1 Year of Service: each hour of sick leave equals 1/4 hour pay After 7 Years of Service: each hours of sick leave equals 1/2 hour pay Retirement: cash out hour for hour (100%)
Upon separation or retirement, employee has the option for any hours under or equal to 300 can be deposited into the Retirement Health Savings Program (RHSP Plan). The remaining balance up to limits allowed by law will be disbursed into the City's 457 plan or be paid in cash.
TRREO (includes Part-Time)
TLEA (Library Page only)
State mandate (1 hour per 30 hours worked with a cap of 24 hours per year per Healthy Workplace Healthy Family Act of 2014) None None Whittier
Management (Middle)
Management (Supervisory)
WCEA 96 hours per year None Upon separation, employees receive cash compensation for unused sick leave hours only for accrued hours at the 501 hours to 860 hours level. A maximum of 360 accured hours can be converted to cash.
Hourly (Part-Time) State mandate (1 hour per 30 hours worked with a cap of 24 hours per year per Healthy Workplace Healthy Family Act of 2014) None None
Agency Paid Part Time Benefits
(other than Retiree Health Insurance and Sick Leave)
Commerce
Deferred Compensation: City provides matching contribution not to exceed 3% of gross salary.
Holiday Pay: receives 8 hours of Birthday "Holiday" Pay Vacation Pay: receives 8 hours for every 173 hours worked Bell Gardens
None
Carson
Holiday Pay: Receive 5 hours of holiday pay for each of the following holidays: New Year's Day, Memorial Day, Thanksgiving Day, and Christmas Day. Employees will receive holiday pay only if they are scheduled to work during the pay period in which the holiday falls.
Health Insurance: Medical and Dental City Contribution only after 8 years of consecutive service and currently working 1000 hours or more. Current contribution is $314/month.
Class A and B Driver's License Pay: Unit members who work an average of 20 hours or more per week throughout the fiscal year, and are required to use this skill in the course of their job, will receive $35/month.
Cerritos
Health Insurance: City contributes $520/month toward PERS Health Insurance premium City of Los Angeles
Health Insurance: Employees must work 20 hours per week to qualify for pro-rated benefit of City paid Employee only medical, dental, or vision premiums. Current City contribution totals $745.81/month.
Holiday Pay: Prorated based on the number of hours normally scheduled to be worked in relationship to the number of hours required for full-time employment in the class of position. Example: if employee works 20 hours per week, would receive 50% of the 112 holiday hours provided to full-time employees
Personal Leave: Hours are accrued based on hours worked in the prior calendar year, up to 40 hours
Vacation Leave: Prorated based on the number of hours normally scheduled to be worked in relationship to the number of hours required for full-time employment in the class of position. Example if employee works 20 hours per week, would receive 50% of the vacation hours received by the full-time employees (number of hours varies by Bargaining Unit).
County of Los Angeles
Health Insurance: Affects part-time employees in Unit 121 (based on benchmark matches); Employees receive the current monthly County contribution of $1983.04 (for family coverage) if the employee works at least 20 hours per week for 3 consecutive months priot to enrollment.
Deferred Compensation: 457 Plan (not eligible to enroll in LACERA Retirement Plan): County pays 3% and employee minimum contribution is 4.5% Downey
Retirement: PT/Temp employees pay 5% into PARS with the City contributing 2.5% after 1000 hours of employment Lakewood
None
Montebello
Employees must work over 1000 hours to be eligible for the following benefits:
Health Insurance: City contributes 50% of the employee only rate for Kaiser Medical (current contribution is $386.58)
Personal Leave: Once PERS eligible, employees accrue 9 hours of personal leave each month (maximum accrual is 80 hours).
Norwalk
Holiday Pay: Paid 6 hours for each holiday; 8 hrs if worked (maximum received is 72 hours per year)
Vacation: Accrues .046 hour for each hour worked after 3,000 hours Pasadena
For eligible employees:
Health Insurance: $149/month City contribution toward Medical premium only
Holiday Pay: Accrue pro-rated hours based on number of hours scheduled to work (i.e. 30 hours per week accrue 75% of FT accrual
Vacation: Accrue pro-rated hours based on number of hours scheduled to work (i.e. 30 hours per week accrue 75% of FT accrual Pico Rivera
Annual Leave: accrue leave time at the rate of 6 minutes per hour worked.
Health Insurance: City contributes 30% of the employee only premium for employees in Group A (who regularly work up to 20 hours per week) and in Group B (who regularly work work between 21-30 hours per week). City contributes 100% of the employee only premium for employees in Group C (who regularly work 31 or more hours per week).
Holiday Pay: 5 days (40 hours) per year
Longevity Bonus: Employees hired prior to 7/1/13 shall receive a longevity bonus of $1,000 paid the first full pay period in July. Employees hired on or after 7/1/13 shall receive a longevity bonus paid the first full pay period in July in an amount not to exceed one thousand dollars ($1,000) based on years of service on the following schedule:
After 5 Years of service: $300; After 10 Years of service: $600; After 15 Years of service: $1,000
Retirement: 401(a) plan in lieu of PERS/PARS retirement; City and Employee each contribute 3.75% Santa Fe Springs
None
Santa Monica
Retirement: 457 plan in lieu of PERS retirement; City and Employee each contribute 3.75% Torrance
Health Insurance Contribution: TRREO Group; City contributes current 1 party Cafeteria Plan for active employees (currently $328.66/month)
Holiday Pay: TRREO Group: 4 hours pay for Christmas Day (December 25), New Year's Day (January 1 ), Martin Luther King, Jr.'s Birthday and Veteran's Day. Employee must work at least 12 hours during the pay period in which Christmas, New Year's Day, Martin Luther King Jr.'s Birthday, and Veteran's Day falls. TLEA Group (Library Page only): 55 hours per year, In order to be paid for the holiday, an employee must work at least one hour in the pay period or use one hour of approved paid leave time in the pay period.
Special Pay: TLEA Group (Library Page only): receives an extra $75/month after completion of four years of employment
Vacation: TLEA Group (Library Page only): 24 hours/year of employment; 44 hours/year after completion of 5-9 years of employment; 64 hours/year after 10+ years of employment
Whittier
None