City of Merriam
City of Merriam History:
The community of Merriam dates back to between 1826 and 1833 when Shawnee Indians were moved into this region from Ohio and Missouri. Quakers, who had worked among the Shawnee in Ohio, followed them and built a mission in 1836, located near 61st and Hemlock in Merriam.
Incorporation & Beyond:
Fast forward to 1950 and the residents of Merriam were anxious to become an incorporated city. They petitioned the governor and Carl Engle Sr. served as the first mayor of the newly incorporated city of the third class, Merriam. Just few short years later in 1957, Merriam become a city of the second class.
Today, Merriam is a vibrant community, nestled just eight miles south of downtown Kansas City and minutes from anywhere in the metro. Although our transportation methods have progressed from trolley lines and railroads to automobiles, our area continues to grow and develop within the region.
You can also download more detailed version of the History of Merriam at http://ks-merriam.civicplus.com/DocumentCenter/Home/View/39
City of Merriam Summary of Employee Benefits (effective January 1, 2018 - December 31, 2018)
All employee benefits are effective the first of the month following employment (unless stated otherwise)
PERFORMANCE BASED PAY PLAN: Your job performance will determine the amount of your pay increases. You will be evaluated following the first year of employment and annually thereafter.
SECTION 125 FLEXIBLE BENEFITS PLAN: The Section 125 Flex Plan allows you to pay certain out-of-pocket expenses such as medical premiums, unreimbursed medical expenses, office visit and prescription co-pays and dependent day-care expenses with before-tax income, thereby reducing your taxable income and increasing your take home pay. For the year 2018 the maximum you can defer for dependent day-care expenses is $5,000.00, and the maximum for unreimbursed medical expenses is $2,650.00.
HEALTH CARE COVERAGE: As a full-time or regular part-time employee of the City, you can enroll in one of the two UnitedHealthcare - Choice Plus Plans: Premier-20/250/80% (2T2-BuyUp Plan) and Premier-25/500/80% (2T3-Base Plan). Employee contributions range depending on the plan type and coverage, as well as employee type (fulltime, 3/4 time, or 1/2 time).
The City also offers a High Deductible Health Plan (HDHP) with a Health Savings Account (HSA) through UnitedHealthcare. The directory of providers is the same as the ChoicePlus plans. Each employee who enrolls in the HDHP will enroll in an HSA through Optum Bank and will received and employer contribution consistent with past practice.
HEALTH INSURANCE OPTION: All full-time employees can elect to discontinue coverage under the City’s Medical plan and receive a payment from the City in-lieu of taking health insurance. Proof of insurance coverage by another Group Health Care Plan must be provided each new plan year in order to qualify, or continue to qualify, for this option.
VISION CARE COVERAGE: As a full-time or regular part-time employee of the City, you are eligible for vision coverage through the UnitedHealthcare for you and your family. Employee contributions range depending on the plan tpe and coverage, as well as employee type (fulltime, 3/4 time, or 1/2 time).:
DENTAL INSURANCE: As a full-time employee or regular part-time employee of the City, you are eligible for dental coverage through SunLife for you and your family. Employee contributions range depending on the plan type and coverage as well as empoyee type (fulltime, 3/4 time or 1/2 time.
LIFE INSURANCE: Active members of KPERS receive a death benefit equal to 1.5 times their final average salary. Members of KP&F receive a benefit equal to 100% of their final salary. Additionally, the City provides you with a $20,000 life/$20,000 AD&D policy through the KC Life Insurance Company at no cost. Employees have the option to buy up life insurance coverage for their spouse and dependents through KC Life and KPERS/KPF.
DISABILITY INSURANCE: Disability income is provided to members of KPERS and KP&F. There are several variables in this benefit depending on the applicable plan. The City also provides a long- term disability policy through Lincoln Financial for full and regular part-time employees that pays 60% of the employee's salary beginning on the 91st day of disability.
RETIREMENT: All full-time and regular part-time employees must enroll in the Kansas Public Employees Retirement System (KPERS). Police employees are covered by the Kansas Police and Fire Retirement System (KP&F), effective upon employment. KPERS members contribute 6% and KP&F members contribute 7.15%. For KPERS members, the City contributes 8.39% of their salaries and 1.00% for group life and disability insurance, and KP&F members the City contributes 20.09%.
401(A) PLAN: KPERS members are eligible to contribute to this supplemental retirement plan provided by ICMA-RC. Employees have the irrevocable option to contribute 0% or 3% of their base pay. The City will match the employee's 0% with 3.54% of bas pay; the City will match the employee's 3% contribution with 10% of base pay. All contributions are tax-sheltered. Employees are 20% vested in this plan after 3 years of service, 40% vested after 4 years of service, 60% vested after 5 years of service, 80% vested after 6 years of service, and 100% after 7 years of service.
DEFERRED COMPENSATION: You may save for retirement while sheltering a portion of your salary from income taxes by deferring an amount, through payroll deduction, into a deferred compensation account. The city offers two companies to choose from, ICMA-RC and NATIONWIDE, which feature a variety of investment options. Up to $18,000 or up to 50% of the employee’s income can be deferred for calendar year 2018. In addition, employees who are eligible for the “catch-up provision” may contribute up to an additional $6,000, for a total of $24,000 if they are age 50 or older.
ROTH IRA: New in 2018, the City is offering an opportunity to participate in a Roth IRA through payroll deduction. ICMA-RC manages the account and offers a variety of investment options. The Roth IRA contributions are after-tax and allow up to $5,500 annual contribution. (YOu may contribute and additional $1,000 annually if over the age of 50.)
EMPLOYEE ASSISTANCE PROGRAM: The Employee Assistance Program provides confidential professional assistance to help employees and their family members to resolve problems that affect their personal lives and/or job performance. Problems commonly handled include marital difficulties, parent-child relationships, alcoholism, drug addiction, stress, etc. The program includes up to eight free visits to help resolve a crisis in your life. The program is confidential and can be used by calling the professional counselors directly. The fee for the Employee Assistance Program is paid by the City.
TUITION REIMBURSEMENT: The City encourages you to take advantage of educational and vocational courses, which will improve your job performance and prepare you for promotional opportunities. Employees may be reimbursed for the cost of tuition (up to $2,500 per calendar year) provided you meet the guidelines for reimbursement.
HOLIDAYS: The City recognizes the following paid holidays for 2018: New Year's Day, Martin Luther King Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Day after Thanksgiving Day, Christmas Eve and Christmas Day.
PERSONAL LEAVE DAYS: If you are employed on January 1, or hired during the months of January through April, you will receive 24 hours personal leave which may be used for any reason during the year. Employees hired in the months of May through August will receive 16 hours personal leave; and employees hired in the months of September through the end of the last pay period in December will receive 8 hours of personal leave. Personal leave is prorated for regular part time employees consistent with the number of hours worked per week, and their start date..
VACATION LEAVE: Employees accrue vacation per pay period accourding to the attached schedule. Employees may carry over to the next payroll year the following accrued vacation; full time employees 240 hours; regular part time employees 120 hours and 3/4 time employees 180 hours. No paid vacation leave may be taken by any employee until s/he has been in the service of the City for a continuous period of 6 months.
SICK LEAVE: Employees accrue sick leave per pay period according to the following schedule: full-time employees 3.70 hours; regular 3/4 time employees 2.78 hours, and regular part time employees 1.85 hours. Sick leave may be used if you are sick, if you have a doctor or dentist's appointment, or if a member of your immediate family is ill. Employees are compensated for unused sick leave at retirement only with 120 months of full-time service at 30%.
Full-time employees may accrue up to 520 hours of sick leave; 3/4 regular employees may accrue 390 hours; and regular part time employees may accrue 260 hours. On December 31st of each year, full-time employees will receive a payout base at their January 1st rate pay, for hours above the carry over limit, at a rate of 20%. Employees will receive the sick leave payout on their 2nd payroll check issued in February.
FMLA LEAVE: Employees can receive up to 480 hours in a 12 month period of job protected leave and continuing pre-existing health coverage to “eligible” employees for certain family and medical reasons. Employees are eligible if they have worked for the City for at least one year (does not have to be consecutive, unless there is a break in employment of more than seven years), and for 1,250 hours (approx. 24 hrs. per week) over the previous 12 months. Employees must use all applicable paid leave (sick leave followed by personal & vacation) before an unpaid leave will be authorized.
DIRECT DEPOSIT: Employees will have payroll direct deposit to the bank of their choosing. If a bank account is not indicated employees will set up a paycard through Human Resources.
AQUATIC CENTER and P&R MEMBERSHIPS: All employee and/or family members may receive memberships at the Merriam Aquatic Center and the Irene B. French Community Center. Membership is free, although employees will need to purchase and ID card for themself and/or each participating ember of their family. According to IRS regulations the value of the membership is a taxed and noted on employees' W-2 as a fringe benefit.
An employee handbook, with detailed information regarding benefits and policies is available on the City of Merriam web site. For clarification on any employee benefit or policy, please contact Human Resources Manager.
The City of Merriam is commited to providing a safe and healthy work place and prohibits smoking in city facilities and vehicles.