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Pay & Benefits
The City of Wichita is committed to providing a competitive pay and benefits package that helps the City hire and keep good employees. Find out more about what the City offers in the following sections.
Benefits
Pay
Coventry Health Care provides the medical and prescription plans. The medical plan is a large PPO that does not require selecting a physician or referrals for specialty care. A self-referral option is included. The City contributes 80% of the premium, which includes medical, Rx and vision benefits.
Copay for office visits is $20
Retail Pharmacy
Limited to a 30-day supply.
- Generic Formulary Drugs: $5 copay per prescription.
- Name-Brand Formulary Drugs: $15 copay per prescription.
- Non-formulary Drugs: $40 copay per prescription.
Mail Order Pharmacy
Limited to a 90-day supply.
- Generic Formulary Drugs: $10 copay per prescription.
- Name-Brand Formulary Drugs: $30 copay per prescription.
- Non-formulary Drugs: $80 copay per prescription.
Vision benefits are provided through Vision Service Plan (VSP) and provides benefits both in a network of optometrists and out-of-network.
- One Eye Exam each 12-month period
- Spectacle lenses every 12 months
- Frames every 24 months for adults
- Frames every 12 months for children
In the network, there is no charge for the exam and a $40 co-payment for glasses if the frame selected is within the VSP allowance. Out-of-network, you may be reimbursed a portion of the exam and eyewear cost, depending on what is purchased. The allowance toward contact lenses is $150 in the network or outside.
Delta Dental
Two plans available – Traditional and Preferred
- Traditional Plan -- Large group of participating dentists (More expensive)
- Preferred -- Smaller group of participating dentists, but less expensive
- Annual maximum benefit $1000 per covered person
- Preventive services (example: cleanings) paid at 100% of Delta allowance
- Basic services (example: fillings) paid at 80% of Delta allowance
- Major services (example: crowns) paid at 50% of Delta allowance
2005 DELTA PREMIUMS
Traditional Plan:
- Employee Only - $26.56 per month
- Couple ("Employee + One") - $50.30 per month
- Family - $84.04 per month
DeltaPreferred:
- Employee Only - $16.26 per month
- Couple ("Employee + One") - $30.96 per month
- Family - $53.88 per month
- Coverage is always twice your annual income, up to $150,000.
- Premium is based on income and increases as your income increases
- The premium is $.0415 per thousand dollars of coverage
- Dependents can be covered for an additional $0.21 a pay period.
- Spouse and children (ages 6 months to 19 years, 23 years if full-time student) will be covered $4,000 each
- Children 2 weeks to 6 months covered $400 each
This Employee Benefits offers replacement of monthly income lost because of a qualifying disability. Premium based on age and City salary. As your age and salary increase so will the premium.
- Covers approximately 60% of your pre disability salary.
- Will cover work or non-work related disabilities.
- Long term disability payments begin after three months of being disabled
- Minimum Coverage of $500/month
This employee-paid plan offers more A D & D coverage than the Group Life plan. Employees may choose additional amounts on themselves only, or to include family members, ranging from $25,000 up to $500,000.
The Cafeteria plan is a benefit the City offers for deducting medical premiums for health and dental before tax that then generates a savings to you. For example:
Here is a comparison of your paycheck with and without the Cafeteria Plan.
|
With Cafeteria |
Without Cafeteria |
| Gross Pay |
$1,000.00 |
$1,000.00 |
| Before-Tax Medical Premiums (Cafeteria plan) |
- 176.29 |
- 0.00 |
| Taxable Pay |
$ 823.71 |
$ 1,000.00 |
| Social Security (7.65% of taxable pay) |
- 63.01 |
- 76.50 |
| Income Tax (assuming 15% tax bracket) |
- 123.56 |
- 150.00 |
| After-Tax Pay |
$ 637.14 |
$ 773.50 |
| After-Tax Premiums (without the Cafeteria Plan) |
- 0.00 |
- 176.29 |
| Take-Home Pay |
$ 637.14 |
$ 597.21 |
This tax-saving program allows employees to make pre-tax deductions for dependent care and unreimbursed medical expenses, reducing the cost of these services. ASI, the plan administrator, reimburses claims for qualifying and documented expenses on the same day received or the next day, either by check or direct deposit. The maximum yearly election allowed for unreimbursed medical expenses is $5000; for dependent care, $5000.
An Example of ASI Flexible Spending for Dependent Care
The following example shows how you can increase your take-home pay by participating in the ASI Dependent Care Account.
|
With ASI |
Without ASI |
| Gross Pay |
$ 1,000.00 |
$ 1,000.00 |
| Before-Tax Premiums (with ASI) |
- 176.29 |
- 0.00 |
| Dependent Care (with ASI) |
- 208.00 |
- 0.00 |
| Taxable Pay |
$ 615.71 |
$ 1,000.00 |
| Social Security (7.65% of taxable pay) |
- 47.10 |
- 76.50 |
| Income Tax (assuming 15% tax bracket) |
- 92.36 |
- 150.00 |
| After-Tax Pay |
$ 476.25 |
$ 773.50 |
| After-Tax Premiums (without ASI) |
- 0.00 |
- 176.29 |
| Dependent Care (without ASI) |
- 0.00 |
- 208.00 |
| Take-Home Pay |
$ 476.25 |
$ 389.21 |
In this example you save $39.93 per paycheck by paying before-tax premiums, and get an additional $47.11 per pay check. The results is a savings of $2,088.96 for the year.
An Example of ASI for Health Care
The following example shows how you can increase your take-home pay by participating in the ASI Health Care Account.
|
With ASI |
Without ASI |
| Gross Pay |
$ 1,000.00 |
$ 1,000.00 |
| Before-Tax Premiums (with ASI) |
- 176.29 |
- 0.00 |
| Health Care (with ASI) |
- 208.00 |
- 0.00 |
| Taxable Pay |
$ 615.71 |
$ 1,000.00 |
| Social Security (7.65% of taxable pay) |
- 47.10 |
- 76.50 |
| Income Tax (assuming 15% tax bracket) |
- 92.36 |
- 150.00 |
| After-Tax Pay |
$ 476.25 |
$ 773.50 |
| After-Tax Premiums (without ASI) |
- 0.00 |
- 176.29 |
| Health Care (without ASI) |
- 0.00 |
- 208.00 |
| Take-Home Pay |
$ 476.25 |
$ 389.21 |
In this example, you save $39.93 per paycheck by paying before-tax premiums, and get an additional $47.11 per paycheck. The result is a savings of $2,088.96 per year.
How ASI Affects Income Tax and Social Security
ASI affects your taxable earnings for both Federal income tax and Social Security. Since you do not pay income tax on the portion of your salary used to pay for benefits under ASI, you cannot claim those amounts on your Federal income tax return at the end of the year.
Since you do not pay Social Security taxes on the portion of your salary used to pay for benefits under ASI, your participation may affect the benefits you and your family receive from Social Security when you retire. This difference is usually no more than a few dollars each month.
Retirement is through Wichita Employees' Retirement Plan 3 and is a mandatory retirement program. You will contribute 4.7% of each paycheck and the City will match that contribution. The contribution is federally tax deferred. All employees are 25% vested after 3 years, 50% vested after 5 years and fully vested in the City’s contribution to their retirement after 7 years of service. After 7 years there is the option to covert to a defined benefit plan. Its maximum benefit is 75% of final average (last 3 years) salary if the employee meets the length of service and age requirements.
Commissioned Police, Fire and Airport Safety participate in a separate plan:
This plan is a defined benefit plan that also vests after 7 years. Employees contribute 8% of gross pay (pre-tax), and the City approximately 17%. Commissioned officers do not pay Social Security retirement taxes. Benefits accrue at 2.5% of final average salary per year of service. Retirement eligibility is at 20 years of service at least age 50, with 50% of final average salary. Maximum benefit is 75% after 30 years at any age.
This is a voluntary retirement investment program. It is addition to the mandatory retirement and is another way for you to be able to save money towards retirement. The program allows you to save money now and pay taxes later through a 457B program. After enrollment, contributions toward this program are automatically deducted from you paycheck. This program is not matched by the city.
Nursing home and Rehabilitation insurance. This employee-paid plan offers facility and home care benefits for employees, spouses and some other family members. Premium is determined by the coverage options selected, and can be payroll deducted for the employee or spouse. This plan addresses the growing need for parental care, plus the opportunity to provide for self and spouse-care in the future at low cost locked in now.
EMPAC is a free confidential and professional counseling service provided for all current City of Wichita employees and their immediate family. As an employer, The City of Wichita recognizes that troubles in an employee's personal life could adversely affect work performance. This service organization helps with such problems as emotional stress, alcohol abuse, marital concerns, career development, drug abuse, family difficulties, etc.
A discount is available at the City's child care center, operated by LaPetite. Call (316) 265-1037 or visit the LaPetite web site for more information.
To recognize length of employment, the City offers longevity pay to full-time employees in addition to regular base pay. Employee's become eligible upon the completion of six years' cumulative employment. Pay is $4.00 per month times the total years of cumulative service. For example: $4 times 10 years equals $40 per month.
The Learning Quest 529 Education Savings Program is a 529 Plan established by the State of Kansas and offers anyone who is a U.S. citizen or resident an easy way to invest for a college education.
Congress created these types of tax-advantaged plans in 1996 under Section 529 of the Internal Revenue Code. These plans, sometimes called 529 Plans, offer tax-deferred earnings growth and other tax advantages. State-sponsored education savings programs also let you invest larger sums of money than other education savings methods.
After a new employee has completed probation they are eligible to apply for tuition reimbursement for college or vocational education assistance.
Overview of benefit:
- Undergraduate and Graduate Tuition eligible up to 9 credit hours each calendar year.
- $900 total per employee per calendar year for undergraduate classes until funds are depleted
- $1,200 total per employee per calendar year for graduate classes until funds are depleted
- 100% for "A”; 80% for a "B"; and 70% for a "C"
Wichita Area Technical College for a total of $450 per employee per year until funds are depleted. 100% reimbursed for “P” for Passing or “C” or better.
Fill out the 2007 Tuition Reimbursement Application.
There are 11 paid holidays. One is a Personal Holiday that becomes available after the first six months of employment.
- New Year’s Day
- Martin Luther King’s Holiday (3rd Monday in January)
- President’s Day (3rd Monday in February)
- Memorial Day
- Independence Day
- Labor Day
- Veteran’s Day
- Thanksgiving Day
- Day after Thanksgiving
- Christmas
- Personal Holiday
Most employees earn 10 days of vacation per year for their first five years. After that, earning rates increase to varying maximums, depending on work schedule and/or union representation. Maximum accrual allowed before "use it or lose it" status is 30 days. Vacation may be taken after six months of employment.
New employees earn one-half day per month. After five years, it doubles to one day per month. Sick Leave used during the employee's first 6 months is not paid. Employees who use 24 hours (3 days) or less of Sick Leave in a calendar year earn a "Well Day," an extra day of leave that is not charged to any leave accrual.
Human Resources Training offers an extensive selection of courses for both technical and supervisory skills, and for personal development. Check out our Fall 2008 Training Catalog for City employees!
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