PROBATIONARY PERIOD: The probationary period for employees is six months.  Sworn law enforcement personnel serve a one-year probationary period. 

VACATION: Ten (10) vacation days per year are earned during the first two years of employment.  After two years, the formula used is ten days per year plus an additional day for every year over two years with a maximum of 25 days.  Vacation leave may be taken in fifteen-minute increments.

SICK LEAVE:  Twelve (12) days of sick leave are earned per year.  Sick leave may be taken in fifteen-minute increments. The Town accepts sick leave transfers from other N.C. local government employers.

HOLIDAYS: Twelve (12) or thirteen (13) paid holidays per year determined by the Town Council for full-time employees.  Part-time employees who regularly work twenty hours or more each week will receive pay for one-half day for each authorized holiday.  Full-time employees receive one (1) floating holiday per fiscal year to use at their discretion.

HOSPITALIZATION/HEALTH INSURANCE: Presently medical insurance is paid by the Town of Garner for all full-time employees.  The Town contributes toward the cost of dependent coverage.  Dependent coverage is a pre-tax payroll deduction. The coverage is effective thirty days following the date of employment. 

DENTAL INSURANCE: Presently the Town pays for dental insurance for all full-time employees. Employees may elect to cover their eligible dependents at their expense through payroll deduction and on a pre-tax basis.  The coverage is effective thirty days following the date of employment. 

VISION INSURANCE: Presently the Town offers comprehensive vision insurance which employees may elect to cover themselves and eligible dependents at their expense through payroll deduction and on a pre-tax basis.  The coverage is effective thirty days following the date of employment. 

PRETAX PREMIUMS:  The Town deducts the employee portion of dependent health and dental insurance premiums (if applicable) on a pre-tax basis. Employees’ take-home pay is increased because the premium is deducted from their gross pay, reducing their taxable income, thus reducing the amount of Social Security, Federal, and State taxes that are withheld.

FLEXIBLE SPENDING ACCOUNTS: The Town offers Medical and Dependent Care Flexible Spending Accounts to cover the employee and his/her family members.  This plan allows employees to set aside money on a PRE-TAX basis for any anticipated medical and childcare costs that the employee expects to incur during the year.

LIFE INSURANCE: Presently all full-time employees receive a term life insurance policy. The benefit amount is equal to the employee’s base annual salary.  This benefit is paid for by the Town and is also effective thirty days following employment.  The employee may purchase up to the lesser of $500,000 or 5 times the annual salary of additional coverage for themselves, up to the lesser of $500,000 or 5 times the annual salary of coverage for a spouse, and up to $10,000 of coverage for a child or children.

Supplemental life insurance coverage up to $150,000 is also available through Colonial Life at the employee’s expense.  Dependent and/or supplemental coverage is paid through payroll deduction. 

SHORT-TERM DISABILITY INSURANCE:  Presently all year-round employees working 30 hours per week are provided with a short-term disability policy.  The policy pays 60% of the employee’s base weekly wage beginning on day 8 of disability.  The maximum payment period is 26 weeks of coverage.  The Town allows employees to use vacation pay to supplement the short-term pay by up to 25%, for a total combined benefit of 85% of the employee’s base weekly wages.  It is the option of the employee to file and activate the short-term disability policy.  Employees may choose to use their accrued sick leave instead.  The coverage is effective thirty days following the date of employment.

SUPPLEMENTAL DISABILITY INSURANCE: The Town offers supplemental disability insurance through AFLAC and it is available each year during open enrollment or within 15 days of employment at the employee’s expense.  Premiums are payroll deducted with pre-tax dollars.

RETIREMENT:  All full‑time employees and part-time employees working 1000 hours/year are covered under the North Carolina Local Governmental Employees' Retirement System.  The employee contributes 6% of his/her paycheck into their own retirement account.  This is a pre-tax deduction that reduces the amount of Federal and State taxes employees pay helping to minimize the impact their contribution has on their earnings. 

SUPPLEMENTAL RETIREMENT PLAN 401(k):  The Town makes a 5% contribution to the State administered 401(k) plan for all employees participating in the North Carolina Local Governmental Employees’ Retirement System.  Employees may make additional pre-tax or Roth contributions within the limits of the plan's guidelines through payroll deduction.  Employees are able to select the investment options for these contributions.

SUPPLEMENTAL RETIREMENT PLAN 457: The Town offers an additional retirement account through the State administered tax-deferred 457 retirement account and allows employees to make pre-tax or Roth contributions within the limits of the plan’s guidelines through payroll deduction.  The Town does not contribute to this plan and employee participation is optional.   

PAID PARENTAL LEAVE: Full-time employees meeting eligibility criteria are eligible for six (6) weeks of paid leave for the birth of a child, legal placement of a child under age 18 for adoption, foster care, or legal guardianship.

PAID FAMILY ILLNESS LEAVE: Full-time employees meeting eligibility criteria are eligible for three (3) weeks of paid leave for the FMLA-qualifying serious illness of an immediate family member.

PAID COMMUNITY INVOLVEMENT LEAVE: Full-time employees are eligible for sixteen (16) hours of paid leave to allow employees to volunteer in schools, communities, and non-profit organizations.

CREDIT UNION:  Town of Garner employees are eligible to join the North Carolina Local Government Federal Credit Union (LGFCU) at any State Employees Credit Union branch.  Employees must provide proof of eligibility to join.  LGFCU offers a variety of very competitive accounts, services, and programs.  Loans through the LGFCU may be payroll deducted.

DIRECT DEPOSIT: The Finance Department offers payroll check direct deposit to all employees. The amount of the payroll check can be deposited into any checking or savings account or the amount may be split to deposit into multiple accounts.

EDUCATIONAL ASSISTANCE: Full-time employees off probation may apply for educational assistance and educational leave. Courses relating to the present job or a future position within the Town or to further an employee's education are considered eligible courses to pursue.  Benefits may not exceed $1,100 in a fiscal year.

WELLNESS PROGRAM:  Health and wellness programs and services are offered to employees and participation is strongly encouraged.  Free on-site wellness center with fitness equipment and locker rooms.

PAID WELLNESS LEAVE: Full-time employees are eligible for two (2) workdays of paid leave per fiscal year to support employees’ mental wellness.

MERIT PAY:  Full-time and regular part-time employees may be eligible for merit pay increases on an annual basis.

EMPLOYEE ASSISTANCE PROGRAM (EAP): The Town sponsors an Employee Assistance Program (EAP) to assist employees and their family members who have family, health, or personal problems. This is a free confidential counseling and referral service provided for problems such as stress, marital/family problems, chemical/alcohol dependency, or financial trouble.

WORKERS’ COMPENSATION:  All employees are covered from the date of employment.  Employees injured on the job must report it to the supervisor immediately or as soon as it is practical. The Town’s group medical health insurance does not cover on-the-job injuries or illnesses. Employees who have lost time and are injured on the job, and their injury is determined to be compensable under NC Workers' Comp law, are eligible for Workers' Comp pay which begins on the 8th full calendar day of absence. Workers' Comp pay is two-thirds (66%) of the average weekly wage at the time of the injury.