*SALARY WILL INCREASE BY 3.5% ON 7/1/2023*
Employees hired on or after February 1, 2020, shall be enrolled in the MERS Defined Contribution Plus Plan. The Defined Contribution Plus Plan will include a Defined Contribution (401a) component, as well as, a Deferred Compensation (457b) component.
Defined Contribution (401a) •
-Employer will contribute 7% of the employee’s base wage plus the first 200 hours of overtime on a calendar year basis.
-Employee will be required to contribute 3% of their pre-tax base wage plus the first 200 hours of overtime on a calendar year basis.
-Upon completion of the employees new hire probationary period, the employer will deposit $1,000 into the Defined Contribution (401a) component.
- A graded vesting schedule will apply as follows on the employers contributions into the Defined Contribution (401a) component:
-25% vested at one-year
-50% vested at two years
-100% vested at three years
Deferred Compensation (457b)
Employee voluntary contribution up to the IRS annual limitations of the employee’s total annual wages.
-Employer will match up to 3% of the employee’s base wages plus the first 200 hours of overtime on a calendar year basis.
-Matching will be based on the employee’s voluntary contribution as stated above. The Employer’s matching funds will be deposited into the employee’s Defined Contribution (401a) component.
Employees and their spouses will be eligible to be included in the City’s group health insurance plan following retirement, at the retiree’s expense. The employee must meet the age and years of service requirements (F50/25) to be eligible to purchase the City retirement health care benefit. Employees hired on or after July 1, 2011, are required to contribute 2% of their base wage per pay into the MERS Health Care Savings Program, which will be matched by a City contribution of 2%. The employer’s contribution in this program will have a three (3) year vesting requirement. Both the employer and employee contributions will be contributed and invested tax-free. Upon leaving employment, the account is available to the employee, spouse and eligible dependents for tax-free reimbursement of medical expenses.
The 80/20 dental plan with coverage for Class I, II and III benefits is $1,300 annually. It will continue to include an optional enhanced PPO that provides better coverage for employees who use a PPO member dentist. The enhanced PPO provides 100% coverage for diagnostic and preventive services, emergency palliative treatment and radiographs. The balance of Class I benefits would be covered at the rate of 85%. Coverage under the present dental plan will not change for those employees who continue to use a non participating dentist. The dental plan shall include an orthodontic rider of fifty percent (50%) with a $2,000 lifetime maximum per eligible person.
The 50/50 plan with coverage for Class I, II and III benefits is $1,300 annually. The dental plan shall include an orthodontic rider of fifty percent (50%) with a $2,000 lifetime maximum per eligible person. The new suffix will allow working couples the flexibility in the coordination of dental coverage. The selection of this option will be strictly voluntary except in those cases where the husband and wife work for the city - in this case the employer will automatically place both employees in the 50/50 plan. If a change occurs in marital status, the employee can return to the 80/20 plan at his or her option.
Upon presentation of an original, itemized receipt including the patient’s name, date of service, total vision costs and payment in full, the City will reimburse 50% of the optical costs incurred by the employee for the employee, their legal spouse and eligible dependent children. (Dependent is defined as: family members currently listed on, or eligible to be on, your City of Port Huron BCBS healthcare plan.)
Effective January 1, 2023, each employee, their legal spouse and eligible dependents will qualify for $300 reimbursement per person per calendar year.
Vacations are drawn by seniority on each platoon (4 platoons) to pick a two-week block twice a year. Officers receive 14-24 vacation days per year, with 8 paid holidays and personal days.
Officers are given an annual uniform and boot allowance to purchase new uniform items and/or boots if they are needed. These payments are issued twice over the calendar year.
Uniform Allowance- $2,000.00 per year
Boot Allowance- $350.00 per year
This provides payment of 70% of the employee’s base salary for a non-duty related injury or illness and in accordance with the provisions provided for in the LTD policy. Payment will be made following a sixty (60) calendar day benefit waiting period that begins on the first day of the disability. Employees are required to use their own sick time or any other paid time provision they have available to satisfy the sixty (60) calendar day benefit waiting period.
The department will reimburse employees half of the cost of tuition and books for job related courses as long as adequate funding is available.
Time and one-half will be paid for all overtime to employees of the Police Department with the exception of that overtime made necessary because of training activities. Time worked in excess of the normal work week for the purpose of adjusting rotating shifts shall not constitute overtime.
If officers come in for court on their off time, they will earn four hours minimum of overtime.
Officers are allowed to request for training opportunities, which are paid for by the department. If approved for the training, officers can earn overtime or comp time with any extra hours accumulated during the training.
This voluntary program allows officers to earn comp time to use for time off. The test is done once a year and consists of push-ups, sit-ups, and a 1.5 mile timed run. Please see 40.1 in the contract below for more information.
The city compensates members of specialty units within the department, as they require additional time and training from officers, outside of their normal duties. Please see 37.2 in the contract below for tiers and amounts.
Upon hire, officers are issued all of their equipment at no cost to you. This includes vest, uniforms, hats, gun belt, handcuffs, taser, O/C, Gun, extra magazines, ammunition, radio, flashlight etc.