Paid Leave & Longevity
The City observes, and pays full-time employees for the following 10 holidays: New Year's Day, Martin Luther King, Jr. Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Friday following Thanksgiving Day, Christmas Eve, Christmas Day, and a floating holiday.
Regular full-time employees accrue vacation at the rate of 8 hours (8.5 hours for Fire Department 48/96 shift employees) per month of employment for the first 5 years, up to a maximum accumulation of 240 hours. After 5 years, vacation is accrued at the rate of 12 hours (12.75 hours for Fire Department 48/96 shift employees) per month, with a maximum accumulation of 360 hours and 480 hours after 20 years. After 3 years of employment, with the City Manager's approval, an employee may, during the months of March and September only, sell up to 120 hours of accumulated annual leave per year back to the City at the employee's current salary rate if at least 15 days are preserved.
SICK LEAVEFull-time employees accrue sick leave at the rate of 8 hours (8.5 hours for Fire Department 48/96 shift employees) per month of employment. There is no limit on the amount of sick leave that may be accrued. After 5 years of employment, with the City Manager's approval, an employee with more than 480 sick leave hours may sell excess days back to the City at ½ of the employee's current salary rate.
ATTENDANCE BONUSIn July of each year, full-time employees who have used none of their accumulated sick leave during the previous 12 months receive a $250 bonus. Those employees who have used no more than 8 (8.5 for Fire Department 24/48 shift employees) sick leave hours receive a $150 bonus.
LONGEVITYFull-time employees with 5 or more years of continuous employment receive $40 per year for each year of service, paid in December.
Group Health & Life Insurance Program
The City provides all regular full-time employees and regular part-time employees who consistently work an average of over 30 hours per week over a 12 month period, a health care insurance plan, currently with Blue Cross Blue Shield. The City pays the employee's premium and half the additional cost of any dependent coverage.
In conjunction with the City’s health insurance program, the City provides vision care benefits through Vision Blue. Eye exams are available from Vision Blue providers once every 12 months ($10 copayment per visit), frames are available every 24 months while lenses and or contacts are available once every 12 months (portion of cost covered varies depending upon selected items and whether contacts are “necessary” to correct vision).
For all regular full-time employees and all regular part-time employees working over 30 hours per week, the City will reimburse certain dental expenses after the employee or his or her eligible dependents have incurred them. No premium payments or payroll deductions are to be incurred by the employees for this program. The coverage includes 100% of the cost of routine preventive dental care up to a maximum of $100 per person every 6 months, plus 50% of the cost of any remaining or other dental or orthodontic expenses up to a maximum of $500 per person per fiscal year, for a total maximum reimbursement of $700 per person per fiscal year.
LIFE and AD&D INSURANCE
The City provides regular full-time employees term life insurance with a $50,000 benefit and term accidental death and dismemberment insurance with a $100,000 benefit for a total accidental death benefit of $150,000. Premiums are paid entirely by the City.
SHORT-TERM DISABILITYFull-time employees with two or more years service who suffer from non-job-related injury or continuous illness which prevents them from working and who have used all of their accumulated sick leave, vacation and earned compensatory time may be paid 60% of their normal salary for up to 26 weeks in any 2-year period. Coverage begins after the 1st day of disability due to an injury and after the 8th day of continuous disability due to illness or when accumulated paid leave is depleted, whichever occurs last.
LONG-TERM DISABILITYThe City provides, at no cost to the employee, a long-term disability insurance program for full-time employees who have completed at least two years of service to the City. Disability benefits, if payable, will become payable only following a six-month period of total disability, and will provide up to 50% of the employee’s base salary including a combination of social security disability, workers compensation, disability pensions, and any other sources of income. Benefit eligibility for the first ten years of total disability will be based on the employee’s inability to perform the material and substantial duties of the employee’s own occupation. For disabilities that are more than ten years in duration, the employee’s disability eligibility will be determined by his or her inability to perform a similar job for which the employee is reasonably qualified by education, training and experience.
RETIREMENT (PENSION) PROGRAMThe City contributes, for full-time employees, to the Tennessee Consolidated Retirement System (TCRS). Employees become vested after 5 years and are eligible for benefits upon retirement, based on their age, number of years of employment and average salary for the five highest consecutive years. Employees hired after January 1, 2010 are required to contribute 5% of earnings, on a pre-tax basis, towards their TCRS pension benefit through payroll deduction.
DEFERRED COMPENSATIONThe City makes the Empower Retirement deferred compensation program available to full-time employees through which the employee may deposit pre-tax dollars through payroll deduction into tax-deferred, access-restricted retirement savings accounts. The City will match dollar-for-dollar the employee's contributions up to a maximum 2% of salary and the employee is vested after two years of employment.
TUITION REIMBURSEMENT PROGRAMAll full-time employees with a minimum of one year of service are eligible. The employee must show that the course relates to or benefits his/her employment with the City. Tuition and associated fees (but not books) will be reimbursed upon completion of the course as follows: 100% for an "A", 80% for a "B" and 60% for a "C". Advance approval by the department head and City Manager is required. Employees participating in this program may be required to refund money to the City if he/she leaves City employment within one year of receiving tuition reimbursement.
EDUCATION PAY SUPPLEMENT PROGRAMApplies only to sworn personnel of the police and fire departments. Supplement pays employee at the rate of $50 per month for each year of successfully completed acceptable college credit over and above what is required in the employee’s job description (up to a maximum of $200 per month) and is added to the employee’s base salary. Approval by the department head and City Manager is required.
EMERGENCY MEDICAL TECHNICIAN PAY INCENTIVEApplies only to sworn personnel of the police and fire departments. The purpose of this incentive pay program is to encourage and compensate employees for emergency medical training and certification. It provides supplemental pay ranging from $75 to $375 per month for employees who become certified as an EMT, Advanced EMT, or Paramedic. Employees must maintain certified status to continue receiving the pay incentive.
Through City sponsorship of YMCA programs, all employees are eligible for free memberships at the Brentwood YMCA. Family memberships are available at a discounted rate.
WILLIAMSON COUNTY REC CENTER MEMBERSHIPFull-time employees are eligible for discounted memberships at Williamson County Rec Centers.
CREDIT UNION MEMBERSHIPAll employees are eligible for membership and free checking at Southeast Financial Credit Union. Fifth Third Banks also offer free checking for City employees.
EMPLOYEE ASSISTANCE PROGRAM
Confidential professional assistance is offered to any employee or family member who feels an experienced counselor could help resolve a personal problem. The EAP can assist in the areas of marital, family, children, financial, legal, alcohol abuse, drug and substance abuse, grief, anxiety, depression, stress, and any other personal or emotional problems. Although there is no charge for this service, costs may be incurred if your counselor recommends outside help; however, the EAP will work to minimize the employee’s costs by locating a qualified referral source that may be covered in part or completely by insurance.