Section 125 Cafeteria Plan
The following benefit premiums - Health, Vision, and Dental - are deducted on a pre-tax basis per Section 125 of the Internal Revenue Code. The benefit premiums for Optional Group Life Insurance and Group Short Term Disability Insurance are deducted on a post-tax basis.
Flexible Spending Account
All full-time regular and budgeted part-time employees working at least 25 hours per week may participate in the Flexible Spending Account program for unreimbursed medical and dependent care expenses. Deductions are made from an employee's paycheck on a pre-tax basis. There is a $2,750 maximum per year for unreimbursed medical expense accounts and a $5,000 maximum for dependent care expense accounts.
All full-time regular employees are covered under a Preferred Provider Option Group Health Plan. Effective October 1, 2021, the per pay period deductions are as follows:
- Employee: $50
- Spouse: $281.75
- Child(ren): $257.52
- Family: $474.98
The Healthcare coverage an employee selects is effective on the first of the month following completion of 30 days of employment. The elections must be made within the first 30 days of employment.
Employees who sign a Tobacco / Nicotine Free Affidavit, stating they do not use tobacco or nicotine products, have the $50 per pay period deduction waived.
TRANSPARENCY IN COVERAGE
This link leads to the machine readable files that are made available in response to the federal Transparency in Coverage Rule and includes negotiated service rates and out-of-network allowed amounts between health plans and healthcare providers. The machine-readable files are formatted to allow researchers, regulators, and application developers to more easily access and analyze data.
Employee Health & Wellness Center
Employees and their dependents, over age 10 that are covered on the City’s health insurance plan, are eligible to use the Health and Wellness Center at no cost for doctor’s visits, labs, x-rays, and generic brand prescriptions.
The City sponsors a Group Term Life Insurance and Accidental Death and Dismemberment Policy for full-time regular employees in the amount of one time the annual salary rounded to the next $1,000. Employees have the option to purchase additional voluntary and dependent life insurance(s) at group rates. The coverage is effective on the first of the month following 30 days of employment.
Long-Term Disability Insurance
The City provides all full-time regular employees with Long-Term Disability Insurance (LTD). The coverage is effective on the first of the month following completion of 30 days of employment.
All full-time regular and budgeted part-time employees may voluntarily participate in one of three Dental Plans. If elected, the coverage is effective on the first of the month following 30 days of employment.
All full-time regular and budgeted part-time employees may voluntarily participate in the Vision Plan. If elected, the coverage is effective on the first of the month following 30 days of employment.
All full-time regular and budgeted part-time employees may voluntarily participate in Short-Term Disability Insurance. If elected, the coverage is effective on the first of the month following 30 days of employment.
Employee Assistance Program
This program provides confidential, professional assistance to employees and all members of their households to help resolve problems that may affect their personal life situations or job performance. There is no cost to the employee for this service.
Voluntary Retirement Plan
A voluntary 457 deferred compensation plan is available for all full-time regular and budgeted part-time employees. A voluntary Roth IRA plan is also available for all employees.
All regular non-public safety, full-time employees working 32 hours per week are enrolled in the 401(a) Defined Contribution Plan effective within the first 15 days from the date of employment. Employees may make an irrevocable election to contribute between 1% - 10% (pre-tax) of their annual salary. The City will match up to 5% of the employee’s contributions. The plan is a defined contribution (except for sworn police officers/certified firefighters) with a 5-year incremental vesting schedule.
Sworn Police Officers and Certified Firefighters are enrolled in a defined benefit pension plan. The sworn police officers contribute 6% of their salary to the defined benefit pension plan, and the certified firefighters contribute 7% of their salary to their defined benefit pension plan.
Educational Reimbursement (for JOB-SPECIFIC courses)
Full-time employees are eligible for educational reimbursement upon completion of the six-month probationary period. The reimbursement maximum per employee each fiscal year is $1,500. All reimbursement approvals are contingent upon compliance with all requirements and the availability of funds.
Employees are paid biweekly (every two weeks). For employee convenience, the City offers direct deposit services to checking/savings accounts at banking institutions/credit unions. Employees are encouraged to participate.
Recreational Facilities & Activities
The City of Oviedo Recreational Facilities may be used by full-time and part-time regular (budgeted) employees and their dependents at no cost/reduced cost, on a space-available basis.
Employees of the City of Oviedo are eligible for membership in the Fairwinds Credit Union and/or the Florida Central Credit Union.
The following holidays are the official paid holidays for non-bargaining unit employees. Holiday schedules and holiday pay for represented employees are outlined in the respective collective bargaining agreements.
- New Year’s Day
- Thanksgiving Day
- Day after Thanksgiving
- Martin Luther King, Jr. Day
- Memorial Day
- Christmas Eve Day
- Christmas Day
- Independence Day
- Labor Day
- Floating Holiday*
*Full time employees only
Employees accrue vacation leave each pay period based on years of service and work schedule or applicable union contract.
Full-time regular employees accrue sick leave each pay period at a rate of 12 days per year, budgeted part-time employees accrue 6 days per year.
Employees may convert a designated amount (depending on their work schedule) of sick leave per fiscal year to personal leave. Note: New hires may not use Vacation/Sick/Personal Leave or Floating Holiday during their initial six (6) month probationary period.
Exempt employees (executive, managerial, or professional positions) as defined by FLSA, are required to work the hours necessary to complete their assignments. Additional hours worked in excess of the regular work week are not compensable under FLSA. Exempt employees (including probationary status exempt employees) are provided up to 48 hours per fiscal year of administrative leave, pending supervisory approval.
All benefits listed are based on budget constraints and are subject to change. These benefits were approved in August 2021. This document is designed to be a condensed informational brochure of the City’s benefits for employees and does not replace any Certificates of Insurance, Summary Plan Descriptions, or City Personnel Policies. Detailed Benefit Certificates, Summary Plan Descriptions, etc. are available in Human Resources. All specific questions concerning benefits should be directed to the City of Oviedo’s Human Resources Department or the appropriate provider.
Revised October 2021