The City of Saint Paul has a number of separate unions and bargaining units and the exact nature of benefits varies with each one of these contracts. This is a brief description of benefits that apply generally. Contracts and salaries are available at the Labor Relations website at http://www.stpaul.gov/index.aspx?NID=292
for more specific information.
The salary varies with the bargaining unit, grade, position, seniority, etc. The salary range is included in the relevant job announcements and at the website listed above. (The salary range indicates that employees normally progress to higher salary “steps” or higher salary levels over time and with satisfactory performance.) Employees are paid every two weeks (bi-weekly). You can view salary schedules at http://www.stpaul.gov/index.aspx?NID=292
New employees generally earn ten (10) days of vacation per year. This increases with seniority and varies with bargaining unit. Fifteen (15) or more days of vacation is generally earned after five (5) years with the City.
Most City employees receive 10 paid scheduled holidays.
The majority of City employees earn 14 sick days per year and this accrues with no limit.
When eligible, each employee receives City-paid term life insurance; the exact amount depends on the bargaining unit. Additional life insurance is available at a group rate.
Health Insurance Benefits
HealthPartners is the City’s current health care insurance provider. The employer (City) makes a contribution beginning the first of the month following 30 days of employment. The amount of the City’s contribution varies with the bargaining unit. In general, the City pays the vast majority of the premium for the health plans offered. The employee's contributions are automatically deducted with pre-tax dollars. Two preventive dental visits per year are included under the medical plans.
Subsidized Metro Bus Plan
The City subsidizes a significant portion of bus passes for employees.
There is a modest tuition reimbursement program and there are other training opportunities. Promotion opportunities are also available commensurate with qualifications.
A tax deferred 457 compensation plan is available through the State of Minnesota's Deferred Compensation Plan and ING, Inc. This is available immediately upon hiring.
Flexible Spending Accounts
Medical expenses not covered by insurance, parking expenses, and child care expenses can be paid out of “pre-tax” dollars through flexible spending accounts. The City pays the administrative costs associated with flexible spending accounts.
Dental insurance is available for purchase at a group rate. Although the provider is HealthPartners, medical insurance is not a prerequisite in order to enroll in dental coverage. Dental premiums will automatically be deducted as pre-tax dollars if you elect this plan.
Additional life insurance above the amount provided by the City is available for the employee, spouse, and dependents at a group rate after eligibility.
Short-term disability insurance and long-term disability insurance is also available for purchase at a group rate.
Accidental Death and Dismemberment Insurance
Employees may purchase this insurance at a minimum monthly charge. Spousal coverage is also available under this plan.
Long Term Care Insurance
New employees may purchase this insurance without proving evidence of insurability. Coverage is also available for spouses, parents, in-laws and grandparents; however, they are subject to underwriting.
Most City employees are covered by the Public Employee's Retirement Association (PERA) which is also the retirement system of other public jurisdictions and most State employees. Employees contribute and the City matches your contribution to PERA. PERA is “transportable” to many other public jurisdictions in Minnesota. For the Coordinated Plan
, the employee contribution is currently 6.25% of gross income and is deducted automatically every pay period. The City's contribution is 7.25% of gross income. For new members after 6-30-2010, vesting is after Five (5) years of service.
1/1/11 – 6.25%
1/1/11 – 7.25%
Police and Fire Plan
1/1/11 – 9.6%
1/1/11 – 14.4%
Contribution rates periodically change to reflect changes in benefits and funding needs.
FICA (Social Security) also applies to Saint Paul. The employee’s contribution is 5.65%, and the City’s contribution is 7.65%.