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10 <br />11 <br />12 <br />13 <br />14 <br />15 <br />16 <br />17 <br />18 <br />19 <br />20 <br />21 <br />22 <br />23 <br />24 <br />25 <br />26 <br />27 <br />28 <br />The cafeteria allowance is established by the City Council. Any changes made to the <br />cafeteria allowance shall be provided to the Confidential Group employees, as is required <br />under IRS Section 125 rules and regulations. <br />Employees who provide the City with satisfactory proof of alternate group health <br />coverage comparable to the City's offered health insurance plans can decline, in writing, <br />coverage on the City's medical insurance plans. The alternative health coverage must meet all <br />requirements of the Affordable Care Act (ACA) and related regulations for an eligible Opt -Out <br />Arrangement. In those instances where the employee's medical insurance premium is less than <br />the City's monthly contribution, the difference between said cafeteria dollar amounts shall be <br />provided in the form of bi-monthly cash disbursements (payable 24 times per year). Cash <br />disbursements to the employee are subject to being taxed, pursuant to the appropriate tax <br />codes. <br />EMPLOYEES HIRED ON OR AFTER JULY 1, 2017 <br />Employees hired on or after July 1, 2017, shall have a maximum cap of $500/mo. for cash in - <br />lieu or for the difference between the medical insurance premium and the cafeteria dollar <br />amount. <br />Section 8. Long -Term Disability Insurance. The City shall provide Confidential <br />Group employees, with the exception of any safety positions, a long-term disability program. <br />The terms of the plan shall be more fully set forth in the plan documents; however, effective <br />November 1, 2003, it shall provide for up to five years of coverage at 66 — 2/3% of the first <br />$7,000 of the employee's base salary, reduced by any deductible benefits. The elimination <br />period is defined as the first 30 calendar days of each period of total disability. The employee <br />may choose to supplement the disability allowance with accumulated paid leave, up to a <br />maximum of 100% of base salary including the disability allowance. However, should the <br />employee elect to use sick leave, the equivalent dollar value shall be deducted from the <br />disability allowance. <br />Section 9. Tuition Reimbursement. All Confidential Group employees may be <br />reimbursed up to five thousand dollars ($5,000) per employee, per fiscal year, for one hundred <br />percent (100%) of tuition and textbook costs, so long as funds are available. Such expenditure <br />must enhance furtherance of City or continuing educational goals. Requests for such <br />reimbursement must be approved by the City Manager after the successful completion of the <br />course. The educational development shall not be considered as time actually worked for <br />purposes of computing overtime, and normally shall not occur during regular work hours <br />unless approved in advance by the City Manager. <br />Section 10. Annual Physical Examination/Medical Reimbursement. The City shall <br />provide an annual (fiscal year) physical allowance of five hundred dollars ($500) to <br />Confidential Group employees, to include reimbursement for non -covered medical, dental, or <br />vision expenses and/or deductibles for employee and covered dependents. <br />Resolution No. R-59-17 <br />Page 7 of 14 <br />