Employee Benefits

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The contents of this website are not intended to substitute any discussions with the Human Resources Division.  This webpage is a summary of general information only.  Information may be subject to further interpretation of state and federal laws.  To discuss personal requests and needs and for further information, contact the Human Resources Division.  The Human Resources Division does not give financial or legal advice.

Group Health Insurance

All full-time employees are eligible for the Group Health Insurance program.  Chippewa County has a fully insured plan with an independent Third Party providing Administrative services.  Employees are generally eligible for health insurance the first day of the month following a 30 calendar days waiting period.  A spouse and/or dependent child are eligible for coverage as well.  
There may be circumstances the employee experiences called “Qualifying Events” requiring an employee to make a change to their health plan.  Qualifying Events include marriage, divorce, legal separation, birth, death, or child losing eligibility to be a dependent.  In these situations, it is the employee’s responsibility to notify the Human Resources Division within 30 calendar days of the “event” in order to be given the opportunity to make any changes on the plan.  Events that are reported after the 30 day window may be considered a late entrant and may not be allowed to make changes at that time.  Depending upon the qualifying event, the employee may start a health plan, add a dependent, drop a dependent or drop the entire plan.  

The County also offers full time employees an Open Enrollment period annually to allow employees to switch plans, enroll in a new plan, or add dependents to a current plan.

Upon termination from the County, employees and their spouse/dependents may be eligible to continue their health insurance coverage under the same plan by the covered person(s) by paying the full cost of the premium under the provisions of the Consolidated Omnibus Reconciliation Act of 1986 (COBRA).  

Long Term Disability 

Eligible Regular Status County employees are mandated to participate in the long term income protection plan.  This plan provides payment of up to 60% of the covered employee annual wages (maximum caps are specified in the plan).  Employee premiums are determined by his or her accrued and unused paid time off balance.  This benefit is generally available the first day of the month following date of hire.  

This benefit is voluntary for employees covered under the WPPA Collective Bargaining Agreement.

Short Term Disability

Eligible Regular Status County employees are offered a voluntary short term income protection plan.  This plan provides payment up to 66 2/3% of the covered employee annual wages (maximum caps are specified in the plan).  Employee premiums are determined by his or her age and salary and are paid 100% by the employee.  This benefit is generally available the first day of the month following the date of hire.

This benefit is not available for employees covered under the WPPA Collective Bargaining Agreement.

Wisconsin Retirement System (WRS)

The County participates in the State Retirement plan that is offered to Public employees, and administered in accordance with Wisconsin State Statutes.  

In order to qualify for participation in the Wisconsin Retirement System, employees hired after July 1, 2011, must normally work at least 1,200 hours annually.  Employees who are regular status (1200 hours or greater each year) are mandated to participate starting on their date of hire.  The County and employees are required to pay “one-half of the actuarially required contributions.”  Employee contributions are pre-tax.  

Employees who are employed on a limited term basis, seasonal or less than part time are mandated to participate after they have worked a minimum of one (1) year and have met the qualifying hours requirement.

The percentage of contribution made each year is set by the State Retirement Board of Trustees.  The percentage varies each year according to the category of job the employee holds.  

Group Life Insurance

Chippewa County participates in the Life Insurance program through the State Retirement System.  All employees who are eligible to participate in the Wisconsin Retirement System (WRS) are also eligible to enroll in this life policy.  Life coverage, if elected, will begin on the first day of the month following thirty (30) days participation in WRS.  

The amount of insurance an employee may purchase directly correlates with the employees estimated wages.  The premium paid for the policy is determined by the employee's age.  There is also an opportunity to cover the employee’s spouse and/or dependent children under the Life program.

IRS Section 125/129 Flexible Spending Plan

All regular status employees are eligible to participate in the County’s Flexible Spending Plan.  This benefit allows the employee to set aside tax exempt dollars each pay period to pay for uninsured medical expenses, and/or child care.  An employee may defer up to $2,500 each year for medical expenses, and $5,000 each year for dependent care expenses.  Once elected, the flex plan will start for an employee on the first of the month following a 30 calendar day waiting period.  

There may be circumstances the employee experiences called “Qualifying Events” requiring an employee to make a change to their flex plan.  Qualifying Events include marriage, divorce, legal separation, birth, death, or child losing eligibility to be a dependent.  In these situations, it is the employee’s responsibility to notify the Human Resources Division within 30 days of the “event” in order to be given the opportunity to make changes on the plan.  Events that are reported after the 30 day window will not be allowed to make changes at that time.  

The County also offers employees an Open Enrollment period once a year to allow employees to re-enroll in this benefit for the next calendar year.

Once funds are authorized for payroll deductions, the employee must spend the full amount on accrued expenses that occur within the plan year (calendar year).  There is no payback or carryover of unspent funds.  

Deferred Compensation

Deferred compensation is a program that allows an employee to invest additional dollars for retirement.  Federal, State, and Local taxes are deferred until the assets are withdrawn, usually at retirement.  

Under Section 457 of the IRS Code, an employee may defer a dollar amount to an established plan (there are maximum limits set by the Code).  Because participation is handled through a payroll deduction, the employee’s taxable income is reduced by that amount each pay period.  

The County provides access to two voluntary non-profit deferred compensation plans (ICMA and NACo).  Each organization has a representative to assist the employee in determining investment options.  Participation is limited to regular status employees.  The benefit can be initiated by the employee at any time during their employment with the County.  There is no County contribution to this benefit.

Employee Assistance Program

The County offers an Employee Assistance Program (EAP), a voluntary and confidential no cost counseling, coaching, management support, and referral service for County employees.  The employee and immediate family household members may access EAP to help identify and overcome bumps in the road or strive to be their best.  

Paid Time Off 

The Paid Time Off (PTO) plan provides regular full time and regular part-time employees a flexible means to carefully plan their time away from work and maximize time spent on the job.  PTO can be utilized for any purpose, subject to necessary request and approval procedures consistent with County policies and written departmental procedures.

This benefit is not available to employees covered under the WPPA Collective Bargaining Agreement.

Holidays

 All regular full-time and part-time employees are eligible to receive compensation for the paid holiday benefit.  Part-time employees will be compensated on a prorated basis.  The following holidays shall be paid holiday for eligible employees:  New Year’s Day, Spring Holiday (Friday before Easter), Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Day after Thanksgiving, December 24, and December 25th. If a holiday lands on a weekend, an observed holiday is recognized.

Vacation Time- Public Safety Employees represented by the WPPA Collective Bargaining Unit

Vacation time accrues each pay period based on the number of hours worked (5-2, 5-2 rotation or 5-2, 5-3 rotation) and length of service.  

Sick Time- Public Safety Employees represented by the WPPA Collective Bargaining Unit

Sick time accrues each pay period based on the number of hours worked (5-2, 5-2 rotation or 5-2, 5-3 rotation).  Sick time may be used for the employee’s illness only.