Full Text
Human Resources - General Administration Mission Statement - Whv We Exist The City of Salem Human Resources Department is responsible for negotiating and administering various collective bargaining agreements; interpreting agreement language and mediating grievances; reviewing, drafting and enforcing personnel policies and lrocedures; posting vaõant pãsit-ions, scheduling anjconducting interviews, and hiring full and part-time employees. The Department is also responsible to ensuring all personnel actions are made in accordance with applicable laws, policies and collective bargaining agreement. \üe are looking forward to our second year of working with the Group Insurance Commission to continue ìo provide affordable, quality health io aU õf our employees and retirees. Along with MIIA, we oversee our workers' compensation plan and utilization for the Cþ ànd the School Department. Human Resources is responsible for administering unemployment claims, developing programs and procedures to ensure the City's "ornþliun." with the ADÀ and acting as a liaison to the Commission on Disabilities, maintaining the employee salary and classification schedules, and administering City-wìde employee benefits such as hãalth, dental and life insurance to all benefit eligible employees. The Department is also a confidential resource for employees, and the Director acts as a liaison and mediator between employees and their supervisors as needed. Significant Budeet & Staffins Chanees for FY 2014 This year I am requesting a part-time position to the Human Resources budget be added for a switchboard operator at City Hall. This position was, at one time, a full-time position within this budget, with benefits, along with a part-time position without benefits. Four years ago boih of these poìition, were removed from this budget. Since then we have utilized volunteers participating in the Senior Work off Program, as well as regulaÑolunteers, to staff the busy switchboard at 93 Washington Street and offer person alized assistance to City Hall visitors. Staffìng that position with volunt""rs hu, proven to be challenging and, unfortunately, at times just not possible. As such, when that office is not staffed, guests and residents eniering City Hall are not greetèd by a person upon entry, and all switchboard calls are routed to the Human Resources office for answering. A part-time employee in that position will guarantee nineteen hours per *"àk of coverage in that vital role. Recent Accomplishments It has been a busy year so far for new hires! Since July of 2012, we have recruited, hired, and trained new employees throughout various City departments, ranging from entry-level clerical employees to Department Heads. We have new clerical staff in the Collector's Office, the City Clerk's office, the Àssessor,s office the Planning Department and the Engineering Department. We also have a new Purchasing Agent, a ne\ry Park, Recreãtion, and Community Services Director' and as of this writing, a ne\¡/ Director of Public Services. Before this fiscal year ends, *itt also have a new Chief Administrative Aide in the a ---PAGE BREAK--- Mayor's Office and a new Finance Director. While it is always sad to see co-workers leave, we are excited for them and are even more excited to see the number of candidates who are interested in working for the City of Salem when we post a vacant position! ¡ Participated in the hiring for the School Department's Director of Human Resources. I was pleased to be involved in this process with the Superintendent and the Business Manager' As I stated last year, we have developed a strong relationship with the School Department and havô opened up lines oicommunication where our paths cross, especially with Unemployment and Workers' Compensation benefits. We no longer operate as "us and them,,, it is much more of a "we" arrangement. Having a Human Resources Director has only served to enhance our role with the Schoól unà hau" a key person on site there. o Met the deadline for city-wide enrollment in the Group Insurance Commission for July l, Z0l2. o Continued to comply with the requirements of the Massachusetts Health Care Reform Act. This includes completing the Fair Share Contribution filing with the Department of Unemployment Administration, annual completion of Employee Health Insurance Responsibility-Disclosure Form on a timely basis, and developing the City Census for the Mass Health Care Connector. ¡ Routinely promoted Employee Assistance Program with MIIA, a completely free and confidential program for all employees. Reviewed our EAp utilization with MIIA to maximize our usage of this benefit. The EAP is a resource for employees with any number of needs for aisiitance. . Updated salary schedule for non-union employees o Worked with the Treasurer to develop and distribute, for the first time, Total Compensation Reports for all employees. These reports illustrate an employee,s complete compensation, taking into consideration his or her employer paid benefits which include vacation, sìckand personal lèave, as well as bereavement leave, and jury duty. These reports also demonstrate to the employee the City's contributions to the employee's health and life insurance, employer paid benefits that often get lost in the discussion of benefits and total compensation discussions. o Entered into an agreement with Aramark, a uniform provider from the State Bid List. V/e have been unhappy for years with the prior vendor. This agreement will likely cost us less in the long run, while still allowing us to provide contractually required uniforms to employees. ' Along with the Finance Department and the City Solicitor, were able to negotiate and settle fair and affordable three year agreements with the police Patrolman's Union, the Superior Officers Association, the Fire Fighters, and AFSCME Union. We are very pleased thât all ãf these agreements have provisions for the elimination of Sick Leave Buyback for all new hires after January 1,2013. ¡ Additionally, these agreements contain terms for mandatory Direct Deposit for all employees. We have had this on the table with our bargaining units in the pas! we are pleased we were able to agree on this term. FY 2014 Goals & Obiectives ¡ Educate employees about our transfer to the GIC and assist them in enrolling in the most affordable and quality healthcare offered by the Commission. Open enrollment is rapidly approaching and we need to make sure that employees again have all of the information they need to make informed choices for their health insurance. ¡ Meet with our Public Employee Committee to discuss health insurance utilization, trends, and reimbursement policies. We agreed to do this when we joined the GIC, and this is important to keep our communication open. o Explore alternative options for wellness activities within and outside of the GIC. o Continue to work with the Treasurer to streamline our internal payroll and deduction procedures. o Continue to maintain salary schedule for non-union employees current on an annual basis. o Continue to put even more information relative to the Human Resources Department online, for employees as well as the public. In this day and age, people have come to expect to find information online, and it is important for us to keep our employees and the public up to date. ---PAGE BREAK--- a Work with the Commission on Disabilities to wisely use the funds generated from the Handicap Violations. I attend their meetings on a regular basis and I am excited with the enthusiasm this group has along with the ideas they have for the funds. I 000.00 1 000.00 1 00.00 400 1 4 65 135 200 10 10 40 Allcity 9 000.00 170 468.00 7 010.60 335 6 10 6 nla 1 4 2 90 l5 50 120 195 12 26 39 Allcity em 25 4 Actual FY 2011 Actual FY 2012 Actual FY 20r3 Estimated FY 2014 Outcomes and Performance Measurers Workers costs LA decreased this unsure as to Oct. '11 Workers'Com 1+ cases Salaries on FY'09 claims Medicals on tailclaims MIIA ium FY'13 Trainin sesslons actualand estimates Pa I Law F and MMA seminars ations Miscellaneous for MllA Rewards Credit Health fairs for GIC enrollment and education lncluded sun cholesterol and BP enrollments Health Dental udi retiree dental Life Unem current us estimate School Job ications Labor service Seasonal CORI checks Volunteers New Em time Coordinate d for SBWB school em Audit rammt lation for audit and MUNIS Accrual com ---PAGE BREAK--- H 2014 Goals 's Overall Short Term S The Human Resources Department's goals of maximizing savings while still providing affordable and quality health care and benefits to employees and retirees are directly related those of the City of Salem. The City is committed to maximizing saving and spend-ing funds wisely for not only heaith care, but also for the City's other needs. Here in Human Resources we strive to maximize our productiõn and ¡¡ini¡¡ire costJ, in all that we do. Employee and retiree benefits will continue to require our constant focus, especially in these difficult economic times. We need to continue to work with our employees, our unions and our retirees and educate them on the mutual benefit of not only our move to the GIC last July, but also encourage them to become even more aware of their affordable choices with the GIC. Whether it is health insurance, workers' compensation, unemployment, or simply office supplies, our goals in the Human Resources Department are directly related to those of the City of Salem: to provide quality services at an affordable cost, and do as much as we possibly can with sometimes limited resources. o o a ---PAGE BREAK--- CITY OF SALEM - FY 2OI4 OPERATII{G BUDGET Expenditures Adopted Budget Adjusted Budget Y-T-D Expenses Department FY 2012 FY 2013 Fy 2013 Fy 2013 Fy 2014 Mayor FY 2014 Council FY 2014 Human Resources-Personnel 11521 5I I I SALAzuES-FULL TIME II52I 5I 13 SALAzuES-PART TIME 11521 5I7I COLLECTIVE BARGANING RESERVI Total HumanResources-Personnel Human Resources-Expenses 11522 53OO PURCHASE OF SERVICES 11522 5303 LEGAL SERVICES/ABzuTRATION 11522 5306 ADVERTISING 11522 5317 EDUCATIONAL TRAINING 11522 5320 CONTRACTED SERVICES 11522 538I PRINTING AND BINDING tts22 s42t OFFICE SUPPLTES (cEN 11522 57IO IN STATE TRAVEL/MEETINGS 11522 5730 DUES AND SUB Total Human Resources-Expenses 221,954.53 0.00 0.00 221,954.53 226,452.00 0.00 525,000.00 751,452.00 226,452.00 0.00 476,927.00 703,379.00 2t3,325.19 0.00 431,182.00 644,507.19 227,323.00 23,751.00 0.00 251,074.00 23 I,869.00 23,151.00 0.00 255,620.00 231,869.00 23,15t.00 0.00 255,620.00 8,033.93 675.00 215.00 2,504.94 t5,495.06 450.00 1,957.12 145.65 215.00 29,75I-70 6,000.00 1,000.00 2,000.00 5,000.00 12,800.00 4s0.00 3,000.00 200.00 500.00 30,950.00 1,089.16 760.00 683.00 3,400.00 15,673.10 158.90 2,710.84 200.00 275.00 30,950.00 6,562.83 760.00 683.00 2,681.32 14,077.00 158.90 ¿-zt t.z't tgg.71 275.00 27,630.99 6,000.00 1,000.00 2,000.00 5,000.00 12,800.00 150.00 3,300.00 400.00 300.00 30,950.00 6,000.00 1,000.00 2,000.00 5,000.00 12,800.00 150.00 3,300.00 400.00 300.00 30,950.00 6,000.00 l,000.00 2,000.00 5,000.00 12,800.00 150.00 3,300.00 400.00 300.00 30,950.00 130 152 Department Total 251,706.23 782,402.00 734,329.00 672,t3g.19 282,024.00 286,570.00 286,570.00 ---PAGE BREAK--- FY 2014 MANAGEMENT, BOARD MEMBERS AND PART-TIME SALARIES Counc¡l Voted FY 2014 Mayor Propsed FY 2014 s2.2 Mayor Rate FY 2014 2.Oo/. Dept Request FY 2014 52.2 Prop Rate FY 2014 o.o% Current Rate FY 2013 2-Oolo # Board Meet¡ngs # Houß WklY F T E Dod. Voted By Counc¡l FY 2013 s2 Hire Date Job Desc org/ob¡ Dept Name Name BRADY CAMMARATA DEVEREUX DOMINGUEZ PEREIRA 130 HUIVIAN RESOURCES 130 HUMAN RESOURCES 13O HUMAN RESOURCES 130 HUMAN RESOURCES 130 HUMAN RESOURCES 11521-5111 oFFrcE MANAGER 1 1521 -511 1 PERSoNNEL DrREcroR 'I 1 521.51 1 1 BENEFITS MANAGER 'I 1 521 -51 1 1 PERSoNNEL AIDUASST 11 521-51'11 BENEFITS MANAGER-PT 3t5to7 '1109'1998 2t1to4 211t2008 10 10 10 o7 08 100% 1000/6 lOOo/o 100% lOOo/" ALICiA LISA BEATRICE MONICA LINDA 44,69226 75,846 63 45,795 57 30,386 08 29,73104 1 1 1 28 30 859 47 1,458 59 880.68 584_35 571 75 859 47 't,458 59 880 68 584 35 571 75 44,86415 76,138 35 45,971 70 30,502 95 29,845 39 227,322.ss 12,493 40 10 857 60 23,751.OO 2S'1.O73.55 876 66 1,447 76 898 30 596 03 583 19 45,761.44 77,661.1'l 46,891 14 31,1 1 3,01 30,44230 231,869.00 23.751.00 255.620-00 45,761 44 77,æ1 11 46,891 14 31,113 01 30,44230 231,869.00 '12,893 40 10 857 60 23.751.00 255-620.00 226.45l.54 4-S Total Full T¡me - 5l l'l Total Part Time - 5113 130 HUMAN RESOURCES 130 HUMAN RESOURCES 1''t 521 -51 1 1 PT 1'l 52'l -51 1 I PT P P 19 13 00 13 00 '13 00 13 00 13 00 13 00 .12,893 40 '10 857 60 130 HUMAN RESOURCES 11521-5171 colledjve Barsanins Ræerue 525,000 00 525 ooo oo Deoartment Total 7E1 Lç1 E 4S DeDeÉment Totâl FY 2012 FY 2013 FY 2014 Variance FUILT¡re 45 45 45 00 ---PAGE BREAK--- HUMAN RESOURCES - 130 ORG OBJECT 1't522 5300 TOTAL 11522 5303 TOTAL 11522 5306 TOTAL 11522 5317 TOTAL 11522 TOTAL 5320 FY 2014 DETAILED BUDGET REPORT EXPENSES DESCRIPTION Purchase of Service Drug/Alcohol Testing Pre-employment phys¡cals Shredding services with Heritage lndustries, Employee background checks Legal Sevices Fees to AAA (Abitration) $300 per case and Arbitrator Fee between $500 and $1,000 per case. Advertising Advertising of vacant positions within the City via various media: Boston Globe, Salem News, MMA, position-related publications, and on-line Educational Training Management Tuition Reimbursement, miscellaneous licenses for City employees Miscellaneous training courses for employees Contracted Serv¡ces Weekly uniforms for City employees contractually required to wear them Dept Request Approved by Mayor Approved by Council 2,500 3,500 6,000 1,000 1,000 2,000 2,000 2,000 3,000 5,000 12,800 2,500 3,500 6,000 1,000 1,000 2,000 2,000 2,000 3,000 5,000 12,800 2,500 3.500 6,000 1,000 1,000 2,000 2,000 2,000 3,000 5,000 12.800 1 TOTAL 11522 TOTAL 11522 TOTAL 11522 TOTAL 5421 5710 5730 3,000 3,300 3,000 3,300 r00 200 300 150 150 400 3,000 300 3,300 I Printing ng HR Personnel Action Forms (PAFs) Off¡ce Suppl¡es General office supplies as needed ADA Supplies 150 150 150 150 300 300 ln State Travel/Meetings Periodic MMPA conferences Dues and Subscriptions MMPA Dues Subscription to legal reports 400 400 400 400 400 100 200 100 200 300 300 ---PAGE BREAK--- a a a Human Resources - Workers' Compensation Recent Accomolishments Workers' Compensation is on everyone's radar screen. Our practices and continued accomplishments with WC have not varied much since last year, however, that does not mean we have not made progress with this very important area of our responsibility. We still meet with our WC rep. from MIIA on a regular basis in person and have numerous discussions over the phone to monitor the progress of our injured employees. We encourage MIIA to pursue all claims aggressively to assist our employees in returning to work in a timely manner. This year we actually fought long and hard against a claim we knew was meritless - and we prevailed! ! Judge Preston heard the case and determined there was no compensable injury sustained by the employee. Four witnesses testified against their co-worker that day; I was pleased and encouraged that there were people who were willing to literally take the stand and testifu on the City's behalf. Attended meeting with School Superintendent, Business Manager, and School leaders to instruct supervisors on proper reporting of injuries. Stressed the need for completion of supervisory form by the supervisor and immediate reporting to the Human Resources Department. This meetìng was extremely and will take place again as often as necessary. Secured Quadrant Health Strategies for the City's first referral for an injured employee. This not only nearly guarantees an injured employee to be seen sooner but also qualifies the City for MIIA Rewards. Using Quadrant Health for pre-employment physicals also allows the City to earn Rewards. Completed the MIIA Risk Analysis Took Kit to assist us in indentiffing where we can not only minimize our losses, but also earn valuable Rewards Credits on our premiums. FY 2014 Goals & Obiectives Continue to meet as often as necessary with our representative from MIIA, and continue to meet with the schools to promote training to prevent on the job injuries that ultimately affect our premium rates. With a victory at the Department of Industrial Accidents under our belt, I am more confident than ever in our efforts to stay on top of claims and work with our insurer to fight meritless claims. Meet with the leaders of the school department and the City of Salem on an even more frequent basis to reinforce the need for accurate and timely reporting of injuries, as well as engage the school department in a discussion of how we can minimize our school-related claims. Attend as many MIIA trainings as allowable to maximize the MIIA Rewards Program to obtain the highest possible percentage off our annual premium. This means attending leadership trainings and continuing with our timely processing of claims to MIIA. Promote the MIIA Rewards Program via MIIA sponsored safety trainings, which will help keep employee injuries to a minimum, which will ultimately and hopefully have an effect on our annual premium with MIIA. Work closely with MIIA on our renewal for FY 14 to ensure our rate is as low as it can be. That means making sure our audited payroll is accurate along with the risk codes that factor into our premium. In the alternative, explore a move back to self-insurance for workers' compensation. a a a a a a a a ---PAGE BREAK--- CTTY OF SALEM . FY 2OI4 OPERATII{G BUDGET Expenditures Adopted Budget Adjusted Budget Y-T-D Expenses Department FY 2012 FY 2013 Fy 2013 Fy 2013 Fy 2014 Mayor FY 2014 Council FY 2014 Workmensr Comp-Personnel 19121 5II1 SALAzuES-FULL TIME I9I2I 5172 WORKMENS'COMP-MEDIC I9I2I 5179 WORKERS COMP-MIIA PREMIUM Total Workmens' Comp-Personnel 169,17 t.42 16,869.78 270,000.00 456,641.20 160,000.00 15,000.00 260,000.00 435,000.00 172,989.40 15,000.00 374326.60 562,316.00 164,885.13 9,471.18 335,010.60 509,372.91 180,000.00 15,000.00 675,000.00 870,000.00 180,000.00 15,000.00 675,000.00 870,000.00 180,000.00 15,000.00 675,000.00 870,000.00 130 9t2 D Total 456,64L.20 435,000.00 562,316.00 509,372.91 g70,000.00 870,000.00 g70,000.00 ---PAGE BREAK--- FY 2014 DETAILED BUDGET REPORT EXPENSES HR/WORKMEN'S COMP - 130 ORG OBJECT 1912',1 511',I TOTAL 19't2',1 5172 TOTAL 19121 5179 TOTAL 1 80,000 180.000 15,000 15.000 675,000 675,000 180,000 1 80.000 15,000 '15,000 675,000 675,000 Approved by Council 180,000 180.000 15,000 15.000 675,000 675,000 by DESCRIPTION Workers' Com pensation Wages Wages paid to employees injured on the job prior to 7l'll20Ù8 lncrease due to COLA Workers' Compensation Medicals Medical invoices for injuries incurred priot lo 71112008 Workers' Com pensation I nsurance Prem ium to M I lA Annual premium to MllA for Workers' Compensation lnsurance Deot Reouest Mavor ---PAGE BREAK--- Human Resources - Unemployment Compensation Recent Accomolishments ¡ Attended six unemployment hearings so far this fiscal year, and we prevailed in all six. ¡ We have protested others that have not resulted in live hearings. We have prevailed on those as well. ¡ We are in the process of appealing three decisions of DUA on awards. All three are terminations of employment, one within the City and two within the School Department. No hearing dates have been set as of yet. ¡ Obtained seasonal certification from the state for several positions last summer, thereby eliminating our unemployment exposure for those positions. We actually were able to use that certification to prevail on three claims. 2014 Goals & Ob ¡ We will continue to aggressively contest meritless unemployment claims. o Maintain open and continuous communication with the school department to ensure we are minimizing our unemployment liability. We have already implemented a procedure to track substitute teacher refusals, and by the time this budget is presented to the Council, we will have already met to discuss and implement procedures to monitor lay-offs from the school department. ¡ Continue to work with department heads in personnel procedures regarding termination and job cessation, which would include proper documentation for progressive discipline. ¡ Obtain certification for the City of Salem as a seasonal employer again this year for as many seasonal positions as possible, which in turn holds us harmless for unemployment liability. o Attend Unemployment Training Sessions when they are offered to be aware of changes within the Department. . Keep in touch with the DUA via the Designated Municipal Line to stay up to date with the Department. . Keep our Unemployment costs as low as we can via our aggressive efforts. We have seen a drop in our costs this year, and while that can be attributed to the lack ofmandated extensions, I am convinced that our efforts, here and at the school, have affected this decrease as well. ---PAGE BREAK--- CITY OF SALEM - FY 2OI4 OPERATING BUDGBT Expenditures Adopted Budget Adjusted Budget Y-T-D Expenses Department FY 2012 Fy 2013 Fy 2013 Fy 2013 Fy 2014 Council FY 2014 Mayor FY 2014 IJnemployment Comp-Personnel I9I31 5173 LINEMPLOYMENT COMPENS Total UnemploymentComp-Personnel 349,377.95 349,377.95 356,000.00 356,000.00 356,000.00 356,000.00 146,929.96 t46,929.96 300,000.00 300,000.00 300,000.00 300,000.00 300,000.00 300,000.00 349,377 -95 356,000.00 356,000.00 t46,929.96 300,000.00 300,000.00 300,000.00 Total 130 913 ---PAGE BREAK--- FY 2014 DETAILED BUDGET REPORT EXPENSES HR/UNEMPLOYMENT COMP - 130 ORG OBJECT 19131 5173 DESCRIPTION Unemployment compensat¡on Payments to MA DET for unemployment compensation paid to former employees Dept Request 300,000 Approveo Þy Mayor 300,000 Approved by Council 300,000 TOTAL I L, IAL TÑ\ TIJùEIJ 300 SUU,UUU JUU.UUU SUU.UUU ---PAGE BREAK--- Human Res ources - Group lnsurance Sienificant Budset & Staffins Chanqes for FY 2014 Effective July l, 2012 all employees and retirees, including retired municipal teachers, were enrolled in health insurance plans under the Group Insurance Commission. This was a long process, and for some, a difficult process; however, given our utilization and trends with rate increases, moving to the GIC has been the best move for the City of Salem with regards to health insurance. \üe expect an increase in insurance rates from the GIC in early March. We anticipate nothing more than a 5Yo increase; last year the GIC's rates increased 1.45%o. I am cautiously optimistic for a low rate increase! Recent Accomolishments o Since I started here nearly six years ago, every year, and even before that, the City has worked tirelessly and aggressively to promote ways to lower health care costs. The City's move to the GIC last year for three years has allowed us to do that. For the first time, we sa\À/ employees offered a host of plans, and employees chose plans based on individual needs and costs. We are no longer required to negotiate plan design changes with each individual union, and employees will again this year have a choice of several health insurance plans that will allow them to still have quality health care atan affordable rate. . Happy to learn from many employees that the cost of their prescriptions under the GIC has actually decreased. . Implemented the largest number of employees opting out of health insurance and receiving a financial incentive. . Expanded our Section 125 Cafeteria Plan to offer the Benny Card to participants. Employees have wanted this for many years, and we were able to offer this benefit with the 125 Plan this year. No more sending in receipts for reimbursements! FY 2014 Goals & Obiectives Continue to educate myself, my staff, employees, and retirees as to the plans and their benefits under the GIC. Realizing that health insurance is a very personal matter and decision, and each person's needs are different from the next, we plan to assist employees to make affordable health care choices over the next couple of Explore ways to promote wellness programs now that we are in the GIC and offer any programs promoted by the GIC to our employees. a a ---PAGE BREAK--- CITY OF SALEM . FY 2OI4 OPERATING BUDGBT Expenditures Adopted Budget Adjusted Budget Y-T-D Expenses Department FY 2012 FY 2013 Fy 2013 Fy 2013 Fy 2014 Mayor FY 2014 Council FY 2014 Group Insurance-Personnel 19141 5174 MEDICAL INSURANCE 19141 5174A RETIRED TEACHERS INSURANCE 19141 518I DENTAL INSURANCE 19141 5182 LIFE INSURANCE 19141 5186 OPT OUT PROGRAM Total Group Insurance-Personnel 10,886,437.70 0.00 28,498.14 74,898.45 150,000.00 11,139,834.29 9,3 88,955.00 2,343,21t.00 32,902.00 120,000.00 0.00 11,885,068.00 9,281,055.00 2,343,211.00 32,902.00 120,000.00 107,900.00 11,885,068.00 9,251,786.12 1,881,988.85 25,600.37 98,980.59 114,200.00 11,372,555.93 12,050,695.00 0.00 32,902.00 120,000.00 128,400.00 12,331,997.00 11,514,395.00 0.00 30,000.00 I10,000.00 128,400.00 11,782,795.00 I1,514,395.00 0.00 30,000.00 110,000.00 128,400.00 11,782,795.00 130 914 Department Total ll'139,834.29 11,885,068.00 11,885,068.00 11,372,555.93 12,33L,997.00 11,782,795.00 1I,782,795.00 ---PAGE BREAK--- HR/GROUP ]NSURANCE - 130 ORG OBJECT 19141 5174 TOTAL 1914',I 5'174A TOTAL 19',t4',1 51 8l TOTAL 19141 5182 TOTAL 1914',1 5186 TOTAL IUIAL P](UPUt'ts,U FY 20'14 DEÏAILED BUDGET REPORT EXPENSES DESCRIPTION Medical lnsurance City share of health insurance costs for City and School employees and Retirees Less Fringe from WlB, School Grants, CDBG, etc. RETIRED TEACHERS INSURANCE City share of health/dentaUlive for retired teachers previously administered by GIC lncreased 5% RETIRED TEACHERS INSURANCE COMBINED IN ACCT 5174 ABOVE Dental lnsurance City share of dental insurance costs for City and School employees Life lnsurance City share of employee basic term life insurance premiums Opt Out Program Program to pay for employees who opt-out of City Medical lnsurance lndividual = 1,200.00 Family = 3,000.00 Dept Request 12,050,695 12,050,695 32,902 32,902 120,000 120,000 128,400 128,400 12,331,997 Approved by Mayor Approved by Council 12,050,695 (536,300) 1 1 .514.395 30,000 30,000 110,000 110.000 128,400 128,400 11,782,795 12,050,695 (536,300) 1 1 .514.395 30,000 30.000 1 10,000 1 10.000 '128,400 128,400 11,782,795