Summary of Benefits

The City of Coeur d'Alene offers a comprehensive benefit package designed to provide employees, and their families, with a broad range of employer and employee paid benefit options. Eligibility for the following benefits may vary depending on the employee's employment category or classification and whether they are part-time or full-time employees.

Public Employees Retirement System of Idaho (PERSI)- the state retirement plan is required for employees who are scheduled to work at least 20 hours per week for more than 5 months. The employee contribution for general employees is currently 6.79% and is deducted from each paycheck. The employer contribution is currently 11.32%. The employee contribution for police and fire employees is currently 8.36% and the employer contribution for police is currently 11.66% and fire is 16.66%. PERSI also offers death and disability benefits.

Medical- The City of Coeur d'Alene offers two plans with Regence Blue Shield of Idaho. The plan includes vision and prescription drug coverage. Employees choosing to waive medical coverage will receive a contribution into their HRA VEBA account.

Dental- Two dentals plans are available which include a traditional fee for service plan and a Dental Maintenance Organization (DMO) plan with low copays per visit. Orthodontia benefits are available through one of the plans.

Group Life/AD&D- A term life and accidental death and dismemberment (AD&D) insurance policy is employer-paid for eligible employees. The employee may purchase additional term life insurance coverage through payroll deduction.

Long Term Disability- A salary replacement policy for a disability sustained is paid for by the city. Benefits are payable at approximately 60% of the employee's earnings prior to the disability. Coverage lasts until the employee returns to work or reaches social security eligibility.

Flexible Spending Accounts (FSA)- Two tax savings accounts are available: a "Medical Expense Spending Account" to pay for out-of-pocket medical/dental expenses not covered by insurance and a "Dependent Care Reimbursement Account" to pay for childcare expenses. Employees may contribute money to these accounts on a pre-tax basis.

Health Reimbursement Arrangement (HRA)- The HRA VEBA Plan is a pre-retirement and post-retirement health reimbursement arrangement. The city makes tax-free contributions into the eligible employee's account.

Tax Deferred, 457 or 401k Plans- Eligible employees may elect to contribute pre-tax deductions for these retirement savings plans.

Employee Assistance Program (EAP)- Comprehensive program that provides face-to-face assessment and counseling. 

Vacation & Sick Leave- Hours based on employee classification accrual rates and hours worked (see chart below).

Holidays- Specific holidays are designated paid time off. The city recognizes 11 paid holidays.

Tuition Reimbursement- Reimbursement within the constraints of the budget to employees for approved job-related educational courses at accredited colleges, universities and work-force centers.

Wellness Program - Program sponsoring ongoing wellness events including educational information, wellness contests, and flu shots.

Vacation and sick leave are earned at the following rate:

All City Employees Except Fire & Department Heads
1-3 years of service 8 hours per month
4-5 years of service 12 hours per month
6-10 years of service 16 hours per month
11+ years of service 20 hours per month
Sick leave is accumulated at 10 hours per month.
Fire Employees Only (56 Hr Employees)
1-3 years of service ½ shift (12 hours)
4-10 years of service ¾ shift (18 hours)
11-15 years of service (22 hours)
16+ years of service 1 shift (24 hours)
Sick leave is accumulated at 24 hours per month.
Fire Employees Only (40 Hr Employees)
1-3 years of service 8 hours per month
4-10 years of service 12 hours per month
11-15 years of service 16 hours per month
16+ years of service 20 hours per month
Sick leave is accumulated at 10 hours per month.