Employee Benefits Summary
- The following information highlights the benefits program that is currently offered to employees of the Town of Oro Valley who work 20 or more hours per week on a regular basis.
- (Part-time employees working at least 20 hours per week may qualify for participation in the individual plans, dependent upon the specific terms of coverage.)
- Throughout this document, “employees” are defined as non-temporary, non-contract personnel. The benefits described herein are subject to change on a periodic basis, at the sole discretion of the Town of Oro Valley.
- While the Town is committed to extending to our employees a competitive fringe benefit program, we are also strongly committed to doing so in a logical and cost effective manner.
The Town of Oro Valley currently offers two separate retirement programs. Participation in one of the two plans is determined based on your job classification.
Most of the Town’s employees will be participants in the Town’s primary retirement program, Arizona State Retirement System (ASRS) beginning the first day of employment. ASRS is administered by the State of Arizona and is a defined benefit plan providing participants with a specific benefit amount at the time of their retirement. The benefit amount is based on a formula that is derived from the employee’s number of years of service and salary level during their participation in the program. The employee and the Town of Oro Valley contribute equally to the plan, based on actuarial assessments which are determined periodically by ASRS. The contribution levels change from time to time, based on the performance of the plan. The employee and the Town both contribute to the plan on a pre-tax basis through payroll deductions.
Most certified, or “sworn” police personnel are covered by the Public Safety Personnel Retirement System (PSPRS). The PSPRS is a defined benefit plan providing participants with a specific benefit amount at the time of their retirement. The benefit amount is based on a formula that is derived from the employee’s number of years of service and salary level during their participation in the program. The employee and the Town of Oro Valley contribute to the plan, based on actuarial assessments which are determined periodically. The contribution levels from the Town change from time to time, based on the performance of the plan. By state law, participation in PSPRS begins with the employee’s first day of eligibility.
TUITION REIMBURSEMENT PROGRAM
The Town of Oro Valley encourages employees to further their careers through ongoing educational opportunities. To assist in that effort, the Town offers regular, full-time employees (who have been employed by the Town for a minimum of six months) tuition reimbursement of college courses offered through accredited colleges and universities. Under the terms of the policy, employees must obtain pre-approval for applicable courses, and attain “C” grades, or better. The Town’s reimbursement amount is up to $3,000 per fiscal year, per employee, with the exclusion of books. Employees who leave the employment of the Town within one year of a reimbursement will be required to pay back that reimbursement.
Employees may have their pay deposited directly into their bank or credit union accounts by completing direct deposit forms that may be obtained from the Human Resources Department. A voided check should be attached to the form to facilitate the transfer of funds.
EMPLOYEE DISCOUNT PROGRAMS
The Town participates with various vendors in providing discounts to our employees. The number and scope of these programs will change periodically.
ATTENDANCE/TIME OFF BENEFITS
While hours of work vary depending upon the work assignment of the employee, and the department to which they are assigned, all employees of the town are expected to maintain professional levels of attendance as Town employees receive generous paid-time off benefits which include:
Annual leave must be granted in advance by the appropriate Department Head. While every effort will be made to accommodate employee wishes in granting time off for annual leave, it must be coordinated with the needs of the department. Only employees who have completed 90 days of service with the Town are eligible to use paid annual leave benefits. For additional clarification you should read and familiarize yourself with the appropriate personnel policy regarding Annual Leave Benefits.
Full-time employees earn annual leave benefits according to the following schedule:
|Years of Service||Regular Work Week||Earned Vacation per Year of Service Hours|
|11 or more||40||176|
|Exempt Employees||1-5 years employed||136|
|6+ years employeed||176|
Sick Leave Benefits:
Full-time employees of the Town (those who are budgeted to work 32 hours, or more per week) earn sick time at a rate of 3.6923 hours per pay period. Part-time employees (those working 20-31 hours per week on a regular basis) earn sick time at a rate of half the rate of a full time employee. Newly-hired employees accrue sick time from their date of hire, and are allowed to use paid sick time as accrued.
Unused sick time is carried forward from year-to-year. Fifty percent (50%) of the amount of accrued sick time exceeding 480 hours will be paid to the employee at the time of their separation from service.
The Town offers employees budgeted to work at least 20 hours per week, twelve paid Holidays per year. Recognized Holidays are:
New Year’s Day Labor Day
Civil Rights Day Veteran’s Day
Presidents Day Thanksgiving Day
Memorial Day Day after Thanksgiving
Independence Day Christmas Eve
Christmas Day New Year's Eve
When a Holiday falls on a Saturday, the preceding Friday will be recognized. When the Holiday falls on a Sunday, the following Monday will be recognized. (In the interest of public safety, or for the best interest of the Town, employees may be required to work on a designated Holiday. Employees, who work on a designated Holiday, will be paid in accordance with existing policies.)
Part-time and full-time employees budgeted to work at least 20 hours per week are eligible to take their birthday off or a day off during their birth month as an additional holiday. This additional holiday must be taken during the employee’s birth month, is not accruable, must be approved in advance by the appropriate supervisor, and will be forfeited if not used.