garner

PROBATIONARY PERIOD: The probationary period for employees is six months. Sworn law enforcement personnel serve a one-year probationary period.

PAY FOR PERFORMANCE: Full-time and regular part-time employees may be eligible for performance pay increases every six months while in the developmental segment of our awards chart, then on an annual basis on their anniversary. These performance awards include lump sum awards ranging from 1 – 2% and base pay increases ranging from 1.5 – 4% of annual pay.

COST of LIVING ADJUSTMENT: Pending Town Council approval each fiscal year, employees may receive a cost-of-living increase. The amount of this increase varies.

VACATION: Ten (10) vacation days per year are earned the first two years of employment. After two years, the formula used is ten days per year plus an additional day for every year over two years with a maximum of 36 days. Vacation leave may be taken in fifteen-minute increments. Probationary employees are not eligible to use vacation time.

SICK LEAVE: Twelve (12) days of sick leave are earned per year. Sick leave may be taken in fifteen-minute increments. The Town accepts sick leave transfers from other N.C. local government employers.

HOLIDAYS: Eleven (11) or twelve (12) paid holidays per year determined by the Town Council for full‑time employees. Part‑time employees who regularly work twenty hours or more each week will receive pay for one‑half day for each authorized holiday.

PRETAX PREMIUMS: The Town deducts your portion of dependent health and dental insurance premiums (if applicable) on a pre-tax basis. Your take home pay is increased because the premium is deducted from your gross pay, reducing your taxable income, thus reducing the amount of Social Security, Federal, and State taxes that are withheld.

FLEXIBLE SPENDING ACCOUNTS: The Town offers Medical and Dependent Care Reimbursement Accounts to cover the employee and his/her family members. This plan allows employees to set aside money on a PRE-TAX basis for any anticipated medical and childcare costs that the employee expects to incur during the year. The plan can save an employee up to 30% in taxes.

HOSPITALIZATION / HEALTH INSURANCE: Medical insurance is paid by the Town of Garner for all full-time employees. The Town offers an insurance plan through Blue Cross Blue Shield of NC. The Town contributes 25% toward the cost of dependent coverage. Dependent coverage is a pre‑tax payroll deduction. The coverage is effective thirty days following the date of employment.

Medical Insurance Premiums (per month)

Type of Coverage	Town Share	Employee Share
Employee Only	$406.44	$0
Employee + Child(ren)	$480.54	$222.28
Employee + Spouse	$541.98	$406.62
Employee + Family	$619.30	$638.60

DENTAL INSURANCE: The Town pays for dental insurance for all full-time employees. Employees may elect to cover their eligible dependents at their expense through payroll deduction and on a pre‑tax basis. The coverage is effective thirty days following the date of employment.

Dental Insurance Premiums (per month)

Type of Coverage	Town Share	Employee Share
Employee Only	$21.94	$0
Employee + Child(ren)	$21.94	$39.48
Employee + Spouse	$21.94	$27.92
Employee + Family	$21.94	$62.40

LIFE INSURANCE: All full‑time employees receive a term life insurance policy. The benefit amount is equal to your base annual salary. This benefit is paid for by the Town, which is also effective thirty days following employment. The employee may purchase $5,000 coverage for a spouse and $2000 for each eligible dependent child for $ .65 per month.

Supplemental life insurance coverage up to $150,000 is also available through COLONIAL Life at the employee’s expense. Dependent and/or supplemental coverage is paid through payroll deduction. Please contact Human Resources if you would like supplemental life insurance.

SHORT TERM DISABILITY INSURANCE: Year round employees working 30 hours per week are provided with a short term disability policy through UNUM. The policy pays 60% of the employee’s base weekly wage beginning on day 8 of disability. The maximum payment period is 26 weeks of coverage. The Town allows employees to use vacation pay to supplement the short term pay in up to 25%, for a total combined benefit of 85% of your base weekly wages. It is the option of the employee to file and activate the short term disability policy. The coverage is effective one month following the date of employment. Employees may choose to use sick leave instead of the short term disability program.

SUPPLEMENTAL DISABILITY INSURANCE: The Town offers supplemental disability insurance through AFLAC and it is available each year during open enrollment or within 15 days of employment at the employee’s expense. Premiums are payroll deducted with pre-tax dollars. Please contact Human Resources within 15 days of employment if you would like disability or accident/sickness insurance.

RETIREMENT: All full‑time employees and part-time employees working 1000 hours year are covered under the North Carolina Local Governmental Employees' Retirement System beginning after 90 days of employment. Active members transferring directly from another NC Retirement System participating employer are enrolled immediately. The employee contributes 6% of his/her paycheck into their own retirement account. This is a pre-tax deduction that reduces the amount of Federal and State taxes you pay helping to minimize the impact your contribution has on your earnings. The Retirement System handbook can be accessed by clicking here.

SUPPLEMENTAL RETIREMENT PLAN 401(k): The Town makes a 5% contribution to the State administered 401(k) plan for all full‑time employees concurrent to the effective date in the Retirement System. Employees may make additional pre-tax contributions within the limits of the plan's guidelines through payroll deduction. Employees are able to select the investment options for these contributions.

SUPPLEMENTAL RETIREMENT PLAN 457: The Town offers an additional retirement account through ICMA-RC. The plan is a tax-deferred 457 retirement account and allows you to make pre-tax contributions within the limits of the plan’s guidelines through payroll deduction. The Town does not contribute to this plan and employee participation is optional.

CREDIT UNION: Town of Garner employees are eligible to join the North Carolina Local Government Employees Credit Union (LGCU) at any State Employees Credit Union branch. You must provide a pay stub for employment verification in order to join. The Credit Union offers a variety of very competitive services and programs. Loans through the LGFCU may be payroll deducted.

DIRECT DEPOSIT: The Finance Department offers payroll check direct deposit to all employees. The amount of the payroll check can be deposited into any checking or savings account or the amount may be split to deposit into multiple accounts.

EDUCATIONAL ASSISTANCE: Full‑time employees off probation may apply for educational assistance and educational leave. Courses relating to the present job or a future position within the Town or to further an employee's education are considered eligible courses to pursue. Benefits may not exceed $750 in a fiscal year.

WELLNESS PROGRAM:Special programs and incentives are offered as a part of the Wellness Program (i.e., health screenings, wellness center discounts, “lunch & learn” sessions, and wellness subscriptions)

EMPLOYEE DISCOUNT PROGRAM: Employee discounts are available at a variety of companies, including local merchants, vacation attractions, and financial institutions.

EMPLOYEE ASSISTANCE PROGRAM (EAP): The Town sponsors an Employee Assistance Program (EAP) to assist employees and their family members who have family, health, or personal problems. This is a free confidential counseling and referral service provided for problems such as stress, marital/family problems, chemical/alcohol dependency, or financial trouble.

WORKERS’ COMPENSATION: All employees are covered from the date of employment. Employees injured on the job must report it to the supervisor immediately or as soon as it is practical. Your health insurance does not cover on-the-job injuries or illnesses. Employees who have lost time and are injured on the job, and their injury is determined to be compensable under NC Workers' Comp law, are eligible for Workers' Comp pay which begins on the 8th full calendar day of absence. Workers' Comp pay is two thirds (66%) of average weekly wage at the time of the injury. Sick leave (vacation and/or comp if sick leave is insufficient) must be used during any normal workdays that fall within the 1st seven calendar days from the date of injury.