Benefits & Perks
Our self-insured group health plan provides coverage with zero-dollar premiums to contract and regular employees who work at least 30 hours per week. We offer voluntary dental insurance, life insurance, and a cafeteria plan which includes medical and dependent care flexible spending accounts.
Coverage begins the first day of the month following the employment eligibility date, and has Mercy as its Preferred Provider Organization (PPO).
|Employee Only||Employer Paid|
|Family Coverage||$449/month (split over 2 paychecks)|
|Deductible (in-network)||$500 per person / $1000 per family|
|Coinsurance (in-network)||80% plan pays / 20% employee pays|
|Out-of-Pocket Maximum(in-network)||$2500 per person / $5000 per family|
Employees and covered family members receive an annual preventive care benefit with no cost each year when using in-network providers. Deductible waived for this benefit.
A voluntary dental insurance plan is available to regular employees who work at least 30 hours per week. This coverage is provided by Sun Life Financial and is employee-paid through payroll deduction. Two plans are offered: Basic and Enhanced.
Term Life Insurance
Voluntary term life insurance is offered to regular employees who work at least 30 hours per week. Premiums are 100% employee paid through payroll deduction and cost is based on age and amount of coverage selected. A maximum amount of five times the employee’s annual salary, not to exceed $500,000, is available. Any coverage amount exceeding the plan’s guaranteed issue amount requires evidence of insurability.
Spouse and dependent coverage may also be purchased.
Cafeteria Plan IRS Section 125
This voluntary plan is available to regular, full-time employees and allows for the payment of Health, Dental, Life and Cancer Insurance premiums and qualified Dependent Care Expenses & Medical Expenses on a pre-tax basis. Elected contributions are not subject to State or Federal income taxes or FICA tax.
A voluntary plan is available through Aflac. Premiums are 100% employee paid.
Prescription Drug Plan
Prescription Drug Plan administered by Elixir. Retail pharmacy coverage: $5 co-pay per 30 day fill plus 20% of the remainder of the prescription cost; maximum fill of 90 days. Mail order coverage: 20% of cost limited to a 90-day supply per prescription. Mandatory generic: If plan participant elects brand name over generic, cost is the $5 co-pay (waived for mail order), plus 20%, plus the difference in price between the generic and brand name. Out-of-Network (filing prescription claim with Med-Pay): after deductible is met, plan pays 60% of covered prescriptions.
The Health Insurance Portability and Accountability Act of 1996 (HIPAA) is a federal law that required the creation of national standards to protect sensitive patient health information from being disclosed without the patient’s consent or knowledge. The US Department of Health and Human Services (HHS) issued the HIPAA Privacy Rule to implement the requirements of HIPAA. The HIPAA Security Rule protects a subset of information covered by the Privacy Rule. Read the City's Notice of Privacy Practices According to HIPAA for additional details.
Local Government Employees Retirement System (LAGERS) Pension Program
We are especially proud of our retirement program, which is 100% paid by the City and requires no employee contribution. The City’s defined benefit pension plan through Missouri LAGERS provides permanent, protected and guaranteed benefits for the lifetime of the LAGERS eligible member. Employees are vested after 5 years and service time in the plan may travel with the member to other public employers in Missouri.
Use this calculator to see what LAGERS is worth to you. Input a salary amount, which represents an employee's final annual salary, select years of service, and calculate an estimated benefit.
This calculator is designed to be an estimate of your future benefit, and is not to be utilized as an official LAGERS benefit calculator. For official calculator, see your benefit statement or speak with a Benefit Specialist.
MissionSquare Retirement Deferred Compensation Plan (457(b) Plan)
The 457(b) Deferred Compensation Plan is offered through MissionSquare Retirement. This plan allows employees to defer wages directly from their paycheck, pre-tax, into a retirement savings account. The City contributes a flat match of $10.00 per pay period when an employee contributes at least $10.00 per pay period.
The City understands the importance of work/life balance and offers generous leave options to employees. Employees begin earning leave time right away, and that time increases with years of service!
|Years of service||Annual vacation|
|1-7 years||80 hours|
|8-15 years||120 hours|
|16+ years||160 hours|
Employees receive 96 hours annually (max accrual of 1440 hours), and can be used for the employee and the employee's immediate family.
The City observes 10 paid holidays each year:
- New Years
- Martin Luther King Day
- Presidents' Day
- Memorial Day
- Independence Day
- Labor Day
- Veteran's Day
- Thanksgiving Day
- Christmas Day
In addition to vacation and holidays, employees earn 4 Floating Holidays per year to be used at the employee's discretion.
*Employees hired on or before September 30th will received Floating Holidays at the time of hire. Those hired after September 30th will receive Floating Holidays the following January.
Positions exempt from overtime payment receive 40 hours of paid leave annually.
*Employees receive Exempt Leave in January. Depending on hire date, employee's first year may have pro-rated leave, based on the month.
A thank you for your service time. One day off is awarded on 5, 10, 15, 20, 25, 30, etc. year anniversaries.
An employee who is a member of the National Guard or any reserve component of the United States Armed Forces is eligible for a total of 120 hours leave per federal fiscal year without a reduction in pay upon furnishing the City with appropriate orders.
An employee may be granted leave with pay when required to be absent from work for jury duty.
Employees may be granted up to 5 working days leave in the event of the death of an eligible relative as listed in the Merit Rules.
The City is committed to promoting and supporting a workplace that encourages health and wellness for our employees and their families. We know that when our employees are well we are able to provide the best and highest quality service for our community.
inBalance is the City of Springfield Employee Wellness Program that provides a wide variety of programs and services to positively influence overall well-being. inBalance was created as a direct response to feedback provided in an employee survey, and is a program that readily adapts to the changing needs and desires of City employees. inBalance serves City employees and their families in such a way that makes the City of Springfield a great place to work.
Employee Assistance Program
The Employee Assistance Program (EAP) is a service the City provides free of charge to employees and their dependents. The EAP is designed to help employees meet life’s challenges, including personal and work-related problems.
Services provided through the EAP are confidential and include counseling for mental wellness support, along with a variety of other resources including referrals, education materials, self-help tools, and self-assessment exercises on a wide array of current topics. Eligible employees may take advantage of the EAP services effective their first day of employment; there is no waiting period.
Some of the additional services offered include:
- Personal money management;
- Childcare and eldercare resources;
- Legal advice and discounts;
- Identity theft assistance;
- ...and more!
The City values development of our employees! One unique thing about our tuition reimbursement program is that we will reimburse employees for any field of study, even if the course is not related to the employee's job. Classes must be taken at an accredited college or university and the reimbursement amount is based on the grade received.
|Passing, but less than C||50%|
*Tuition reimbursement is available to regular, full-time and part-time employees only
The City has a Training section within Human Resources that offers opportunities for all employees, and ongoing development for supervisors. In addition, employees are encouraged and supported in attending industry-specific trainings and conferences as budget allows.
Employees required to purchase clothing items relative to their job duties may receive an annual clothing allowance predicated on budget and approval of the City Manager. Clothing costs are reviewed and allowance rates are adjusted each July.