Haltom City Benefits Summary
Questions about the benefits provided by the City should be directed to the Human Resources Department at 817-222-7737, 817-222-7742, or 817-222-7741.
The benefits outlined herein are for summary purposes only. All benefits are administered in accordance with specific plan documents and/or City policies and procedures.
Medical insurance coverage is available through Cigna Open Access Plus. Employees are offered a PPO plan which offers in-network and out-of-network benefits. The City pays 100% of the cost for employees who participate in the plan.
Dependent coverage is also available and the City contributes 55% toward dependent coverage. Medical insurance coverage begins after 30 days of employment.
Dental insurance coverage is available through UNUM for DHMO and BlueCross BlueShield for PPO. Employees may choose between a DHMO plan which generally offers lower out-of-pocket expenses with no maximum benefit per year and a PPO plan which offers greater flexibility in provider selection with benefits capped at $1500 each calendar year.
The City pays 100% toward employee cost for the DHMO and employees choosing the indemnity plan pay the set amount. Dependent coverage is also available. Dental insurance coverage begins after 30 days of employment.
Vision insurance coverage is available through Superior Vision (previously Block). The plan provides benefits for examinations, eyeglasses, and contact lenses. The City pays 100% toward employee cost and dependent coverage is available. Vision insurance coverage begins after 30 days of employment.
Haltom City and its employees are members of the Texas Municipal Retirement System (TMRS). Employees contribute 7% of their pay on a pre-tax basis towards retirement. The City matches this contribution at the rate of 2-to-1. Vesting occurs at 5 years, and retirement eligibility options include 20 years of service, or age 60 and 5 years of service.
Life Insurance & Long-Term Disability
The City provides life insurance in an amount equal to one times the employee’s annual salary (up to $75,000) in the event of your death. Accidental Death & Dismemberment coverage is also provided and is paid at two times the life amount. Additional life insurance and accidental death and dismemberment insurance can be purchased for the employee and dependents. In addition to the life insurance provided by the City, the Texas Municipal Retirement System (TMRS) provides a death benefit equal to one times the employee’s annual salary. Long-term disability coverage is provided to full-time employees in order to offer financial protection in the event of severe injury or extended illness.
Life insurance, accidental death and dismemberment, and long-term disability coverage benefits are provided at no cost to the employee. Coverage becomes effective after 30 days of employment.
Employees are eligible to take vacation after the completion of six months of employment. Accrual rates:
|Initial employment through completion of year 4||2 weeks|
|Year five through completion of year nine||3 weeks|
|Beginning of year ten and up||4 weeks|
|Initial employment through completion of year 9||3 weeks|
|Beginning of year ten and up||4 weeks|
In the late 1970's the City opted out of Social Security for full-time employees but 1.45% is deducted for Medicare taxes for all new employees.
Tuition reimbursement is offered to assist employees in obtaining additional education to improve performance and further their careers within the City. Funding is subject to annual budget approval and requests are handled on a first-come first-serve basis.
Employees accrue sick leave at a rate of eight hours per month. Sick leave may be taken after the completion of the probationary period (6 months for non-sworn employees and 12 months for sworn employees) for illness, injury or preventive care. A portion of the employee’s sick leave can be used for the illness, injury or preventive care of a dependent. Annually, the City provides a payout of sick leave in excess of 240 hours (30 days) to eligible employees.
Employees who have completed the probationary period (6 months for non-sworn employees and 12 months for sworn employees) are provided 16 hours (48 hours for Fire employees on 24-hour shifts) of personal leave each fiscal year beginning October 1. Personal leave may be used for any reason an employee chooses.
- New Year’s Day
- Presidents' Day
- Good Friday
- Memorial Day
- Independence Day
- Labor Day/9-11-01 Observance
- Thanksgiving Day and the day after Thanksgiving
- Christmas Eve
- Christmas Day
The City offers various supplemental insurance products to employees through payroll deductions including accident insurance, short-term disability, critical illness, dependent life, and cancer insurance. Employees may enroll at any time.
Section 125 Cafeteria Plan
Authorized by IRS Section 125, the TaxSaver Plan allows employees to set aside a portion of their salary as pre-tax dollars to be used for unreimbursed medical expenses and dependent daycare costs. Certain insurance premiums are also deducted before taxes.
Employee Assistance Program
The City realizes the pressures of today’s world and provides for an Employee Assistance Program (EAP) through Deer Oaks which allows for up to six free visits annually per issue. The following topics are covered: marital/family concerns, individual issues, substance abuse, stress, legal/financial concerns, health and wellness issues and others. Access to the EAP is available to employees and dependents living in the employee’s home.
Employees receive six dollars per month longevity pay for each full year of continuous active service as a regular full-time employee of the City. The annual amount of longevity pay due to an employee is disbursed over each pay period.
Deferred Compensation Plans
The City provides employees the option to defer salary on a pre-tax basis to one of four deferred compensation plans offered through Mass Mutual (previously Hartford), Nationwide, and ICMA. Deferred compensation provides an opportunity to supplement an employee’s retirement while reducing the employee’s current income tax burden.
Employees are provided the optional convenience of payroll direct deposit to participating financial institutions. Funds may be deposited into both checking and savings accounts.
Credit Union membership is available through the Educational Employees Credit Union with multiple locations throughout Tarrant County for the employee’s banking convenience.
This voluntary program is offered to employees to provide legal services for non-work related issues with an option to purchase identity theft protection.