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Human Resources - Benefits
The City of Gulfport values our employees and their families. Recognizing the impact of benefits in our employees’ lives, and striving to meet employees’ needs, the City makes a significant investment in employee benefits as an important part of each employee's total compensation.
Additional Rates of Pay
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Educational Pay
The City of Gulfport recognizes the importance of higher education and awards employees who have achieved professional certification or advanced degrees with Educational Pay.
An employee’s highest eligible degree will be recognized for Educational Pay according to the approved amounts. -
Longevity Pay
Longevity Pay is awarded to employees beginning after the first year of service and on a graduated schedule for each year following.
EAP (Employee Assistance Program)
The City of Gulfport is interested in the health and well being of all its employees and feels that the Employee Assistance Program provides invaluable resources when you and/or family members are having difficulties dealing with certain serious life issues.
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Effective January 1, 2010 our Employee Assistance Program is now with Cigna Behavioral Health. For more information, click here to view the new Cigna brochure so you will have access to the website and the toll free number which can be utilized 24/7. Should you have any questions or concerns please do not hesitate to contact Human Resources. The Cigna information will also available on the COG website.
- Cigna Website - http://www.cignabehavioral.com/CGI
Cigna FlyerEducation Assistance
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The City of Gulfport is committed to helping employees of the City continue their education and develop in their professional careers. In keeping with this philosophy, the City has established an Educational Assistance Program to recognize the motivation of employees who choose to pursue higher and continuing education by reimbursing them for expenses incurred through approved accredited colleges or universities.
FSA (Flexible Spending Account)
Sometimes referred to as a cafeteria plan, or a Section 125 Plan, a Flexible Spending Account (FSA) lets employees set aside a certain amount of each paycheck into an account – before paying income taxes.
During the year, participants have access to this account for reimbursement of expenses – not covered by insurance – which they regularly pay for such as:
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Deductibles, co-pays, and other eligible expenses not covered by insurance (see the attached list for more detailed information)
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Prescription drugs and medical supplies
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Over-the-counter drugs that are medically necessary
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Dietary supplements and vitamins
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Dental services, orthodontics, and dentures
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Eyeglasses, contacts, solutions, and eye surgery
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Psychiatric care and psychologists’ fees
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Smoking cessation programs and over-the-counter drugs
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Pre-school and child daycare expenses (for dependents under age 13)
FAQ’s
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How much can I contribute to my FSA?
You may contribute as little as $5 per pay period up to $3000 per year for your FSA Health account and as mush as $5000 per year for your FSA Dependent Care Account. -
How do I get my money back?
Debit cards are issued in place of filing for FSA medical reimbursements. Should you wish not to use the debit card, you can file a paper claim to Select Administrative Services for reimbursement. You pay up front for your medical/dependent care and submit a claim form and receipts for reimbursement. A check is issued to you in the amount of eligible expenses, up to your annual election. Checks are issued weekly by SAS. Claim forms are submitted in the plan year, which begins January 1st and ends December 31st. All claim forms must be received by March 31st. -
What happens if I don’t use all the money in my account?
Each time you submit a claim, you will receive a report that tells you how much money you have left in your FSA. If you haven't used all your money by the last month of the year, it may be a good time to buy new glasses, restock your medicine cabinet, or get that dental work you've been putting off. If at the end of the plan year you still have money remaining in your account, this money is forfeited back to your employer.
When estimating your expenses, use this worksheet to help. It is best to estimate low the first year you participate in the FSA to ensure that you don’t contribute more than you will spend. You can always increase your contributions next year.
When employees use tax-free dollars to pay for these expenses, they realize an increase in their spending power and substantial tax savings!
SAS - FSA Claim FormInsurance
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Health
The City of Gulfport has a self-funded medical plan that pays for 95% of the premiums costs for employees and 55% of the premium costs for dependants. Our plan utilizes a PPO network, includes a prescription drug benefit, and becomes effective after eligible employees complete a 90 day waiting period. See the benefits summay (option I, option II, option III) and the summary plan description for more information.-
Select Administrative Services - https://www.selectadministrativeservices.com/
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PPO Directory - http://www.firstchoicems.com
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Dental
Dental insurance covers plan participants’ dental services including preventative, basic, & major services. See the dental benefits summary (option I, option II) and the summary plan description for more information.-
Select Administrative Services - https://www.selectadministrativeservices.com/
- Dental Claim Form
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Life
The City of Gulfport covers each employee with $50,000 term life or accidental death & dismemberment insurance. This benefit is provided at no cost to employees.-
Vision
Vision insurance includes exams, glasses (frames & lenses) and contact lenses.-
VSP - Website
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Online Provider Directory - Find a VSP Doctor
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Supplemental Insurance
The City of Gulfport has partnered with AFLAC to offer supplemental insurance to employees at discounted rates. If an employee chooses to enroll in an AFLAC policy, insurance premiums can be payroll deducted. Employees must self-enroll by calling 228.832.8853.
Paid Time Off
Holiday Pay
City employees received 10 paid holidays per year observed on the following dates. Employees who are scheduled to work on these holidays are compensated by receiving two times their regular hourly pay rate during those hours worked.
Fire & Police shift personnel may accrue Holiday Comp Time – or paid time off in lieu of holiday pay. Holiday Comp Time can be used as annual leave, but cannot be cashed out upon resignation.
Annual Leave
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City employees accrue 2 weeks of annual leave per year. After an employee’s 5th anniversary, the accrual rate is graduated according to the specified accrual rate.
An employee who leaves the City may “cash out” up to 240 hours of annual leave upon their resignation date.
Sick Leave
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Employees accrue sick leave at the rate of 8 hours per month after the first 30 days of employment.
Sick leave cannot be “cashed out” upon an employee’s resignation, but can be certified to PERS.
Bereavement Leave
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In the event of the death of an immediate family member, an employee may receive 24 hours of bereavement leave to be taken on the day of the funeral service and to make necessary arrangements beforehand.
An employee may not take Bereavement Leave in the days following the funeral service, but may take Annual Leave as approved by his or her Department Director.
School Leave
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Employees with school-aged dependents are eligible for 4 hours of School Leave per year. School Leave is designed to allow employees time to attend school functions with his or her children.
Military Leave
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Employees who serve in the Armed Forced either on active duty or in reserves are granted Military Leave when they receive orders to report for duty.
Employees taking Military Leave should present a copy of their orders to their Department Directors and to the Human Resources Department.
Employees on Military Leave will receive 15 days of paid leave not experience a loss of seniority or pay during their service time and will continue to accrue benefits while on paid leave (including Annual and Sick Leave).
PERS/Deferred Comp Overview
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The Public Employees' Retirement System of Mississippi (PERS) is the retirement system for eligible public employees who work as regular employees for state agencies, universities, community colleges, public schools, as well as certain counties and cities in the state of Mississippi.
Membership in PERS is a benefit afforded to eligible public employees of member agencies, and is financed by contributions made by the employees and their employers and the earnings on these contributions.
Participation in PERS is required for all full-time and part-time plus employees of the City of Gulfport. Certain part-time employees may also be required to participate in the plan.
Workman’s Comp
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If you are injured on the job, it is important to let us know. Immediately report the injury to your manager or supervisor, or if he/she is not available, the next person in your chain of command. If the injury requires non-emergency medical attention, report to the employee clinic. If you require emergency care, report to the nearest hospital’s emergency room.
You must also complete a first report of injury form within 24 hours of the injury and forward it to Human Resources.
