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continue thereafter. Eligibility to draw the PERA pension shall take precedent over <br />the duration of employment. <br />• VACATION SEVERANCE: Employees shall, upon separation of employment, <br />contribute 100% of their unused accrued vacation time. <br />BOTH PERA COORDINATED MEMBERS AND PERA POLICE & FIRE <br />MEMBERS <br />• SICK LEAVE (ESST) CONVERSION: Employees shall, at the end of the <br />calendar year, or upon separation of employment, contribute all hours greater than <br />960 at a conversion rate of 2 to 1. <br />• SICK LEAVE (ESST) SEVERANCE: Employees shall, upon separation of <br />employment, contribute 100% of unused eligible accrued sick leave. Eligible sick <br />leave is a percentage of the full balance, based on years of service, as follows: <br />Years of Regular <br />Employment <br />Served <br />Percentage of Unused <br />Accumulated Sick Leave <br />(ESST) Payable <br />Additional 10% With <br />3-Month Notice of <br />Resignation <br />5 years 33% 43% <br />10 years 45% 55°A) <br />15 years and greater 50% 60% <br />Eligible sick leave severance is Earned Sick and Safe Time (ESST) and is defined as a <br />lump -sum payiiicrlt upon termination of employment, contributed to the PEHCSP. <br />To qualify for eligible ESST severance pay, an employee must leave City employment in <br />good standing. <br />All fees, administrative and investment are paid by participants. Post -employment healthcare <br />savings plan policy language listed herein was adopted by resolution 25-056. <br />4.9 Employee Assistance Program <br />The City offers an Employee Assistance Program (EAP) at no cost to assist employees and their <br />families with a variety of services, including mental health and substance abuse counseling to <br />child care resources, etc. The EAP provides confidential counseling services by highly trained <br />clinicians or may suggest other professional resources that could be beneficial to employees and <br />their families. <br />21 <br />