This webpage represents general information intended to serve as a resource for you to better understand the benefits available and assist with enrollment in the City of Largo Benefits Program. Please be reminded that not all plan provisions, limitations, and exclusions are included. In the event of any conflict between the information contained in this webpage and the actual plan documents, union contracts, Administrative Policies, Team Member Employment Guidelines, and/or insurance contracts will govern.
Important Things to Know
- Read the following material carefully and decide which benefit plans are best for you.
- Make your online benefits elections in Workday. Be sure to complete the dependent information for those who will be covered by your Health, Dental, Vision and Life plans.
- If you are enrolling your spouse or dependent child(ren) you must provide Human Resources with a certified copy of your marriage certificate and/or birth certificate for your dependents.
- If increasing or enrolling in supplemental and/or spouse life insurance, you must submit an Evidence of Insurability (EOI) form. This form will automatically route to your Workday inbox for competition. If the EOI is not completed, submitted, and approved, your coverages will default to current elections.
- Print out the Benefit Confirmation Sheet (for your records.)
- Remember to update beneficiary information.
- Spouse - A copy of the notarized marriage license is required.
- Dependent - A copy of each dependent’s birth certificate (or another legal document, Department of Children and Families support order, or divorce decree, etc.) is required to identify the team member as the biological parent or legal guardian. A dependent child may be covered up to the end of the calendar year within which they turn 26.
- Extended coverage – Florida State Statute 627.6562 requires policy plans that offer dependent child coverage under a group health plan to also offer the option to insure a child of the policyholder or certificate holder until the end of the calendar year in which the child reaches the age of 30, if the child is unmarried and does not have dependents of his or her own; is a resident of Florida or a Student (full or part-time), AND does not have coverage of his or her own, or is not entitled to benefits under Medicare.
If you have any questions about whether an event qualifies, contact Human Resources. Just remember, no matter what the event is, you only have 30 days to contact Human Resources for benefit changes. Documentation is always required.
- Reach early retirement age or normal retirement age; or
- Have 10 years of service with the City; AND
- Are enrolled in the City’s health plan on the date of retirement.
For team members subject to a collective bargaining contract, please refer to the contract for details on your reimbursement benefit.
Policy questions may be directed to the Finance Department Payroll Technician: 727-587-6719 x7505
Health Plans
- Think about how you and your family’s health care needs might change during the upcoming year.
- Consider the coverage of each plan and which option works best for you – too much, too little, or just right?
- Review your health spending for last year including premiums, out-of-pocket medical costs, and prescription drug costs.
- Coverage for adult wellness, child wellness, immunizations, and routine checkups are covered at 100%.
- A large selection of quality physicians and hospitals with no referrals required.
- A national network for coverage wherever and whenever you need it.
- Access to help when you need it (online, over the phone, or face-to-face at a Florida Blue Center).
- Personalized care and support for you and every covered family member.
Tax Savings Plans
Along with a wide range of health plans, the City of Largo also offers tax-free options to pay for some out-of-pocket health care expenses. Financial accounts that work with specific health plans, such as a Flexible Spending Account (FSA), or a Health Savings Account (HSA) allows you to set aside tax-free money to use for qualified medical expenses.
Please note: In order to contribute to an HSA plan you must be enrolled in the High Deductible Health Plan (HDHP). If an HSA is used to pay for unqualified medical expenses, the tax penalty is 20% of the HSA distribution.
HSA contribution limit (employer + employee):
- 2022 limit for individuals is $3,650 and family is $7,300
- 2021 limit for individuals is $3,550 and family is $7,100
- 2021 was $1,000 and 2022 there is no change.
** Unlike other limits, the HSA catch-up contribution amount is not indexed, any increase would require statutory change.
Annual Deductible (Calendar Year):
- CORE: $0 Single & $0 Family
- High Deductible Health Plan (HDHP): $1,500 Single & $3,000 Family
- Minimum Coverage Plan (MCP): $2,000 each covered member
- Co-Insurance (applies after the deductible has been met): Florida Blue pays 50% and Team member pays 50% after plan deductible
- CORE: $1,500 Single & $3,000 Family (OOP Accumulators: Copays & Rx Costs)
- HDHP: $1,500 Single & $3,000 Family (OOP Accumulators: Deductibles & Rx Costs) (Deductible Accumulators: Rx Costs)
- MCP: $6,350 Single & $12,700 Family (OOP Accumulators: Deductibles, Coinsurance, Copays, & Rx Costs) (No Deductible Accumulators)
Co-Pays per plan:
- CORE :
- Physician OV: $10 co-pay
- Specialist OV: $20 co-pay
- Laboratory (diagnostic): $0 co-pay
- Urgent Care: $20 co-pay
- Emergency Room: $50 co-pay
- Complex Imaging (MRI, CAT Scan, PET Scan, etc.): $50 co-pay
- Outpatient - Hospital/Facility: Option 1 - $100 co-pay, Option 2 - $200 co-pay
- Hospitalization: Option 1 - $250 co-pay, Option 2 - $500 co-pay
- Durable Medical Equipment (crutches, cane, wheelchair, etc): $0 co-pay
- Prescriptions (30 day supply): Generic - $10, Preferred - $25, Non-Preferred - $60
- Prescriptions (Mail Order - 90 day supply): Generic - $20, Preferred - $50, Non-Preferred - $120
- HDHP: 100% coverage after plan deductible met on all listed below
- Physician OV
- Specialist OV
- Laboratory (diagnostic)
- Urgent Care
- Emergency Room
- Complex Imaging (MRI, CAT Scan, PET Scan, etc.)
- Outpatient - Hospital/Facility
- Hospitalization
- Durable Medical Equipment (crutches, cane, wheelchair, etc)
- Prescriptions (30 day supply after deductible): Generic - $0, Preferred - $0, Non-Preferred - $0
- Prescriptions (Mail Order - 90 day supply after deductible): Generic - $0, Preferred - $0, Non-Preferred - $0
- MCP:
- Physician OV: $35 co-pay
- Specialist OV: $75 co-pay
- Laboratory (diagnostic): $0 co-pay
- Urgent Care: $75 co-pay
- Emergency Room: 50% after plan deductible
- Complex Imaging (MRI, CAT Scan, PET Scan, etc.): $200 co-pay
- Outpatient - Hospital/Facility: Option 1 - $300 co-pay, Option 2 - $400 co-pay
- Hospitalization: Option 1 - $2,000 co-pay, Option 2 - $3,000 co-pay
- Durable Medical Equipment (crutches, cane, wheelchair, etc): 50% after plan deductible
- Prescriptions (30 day supply): Generic - $10, Preferred - $60, Non-Preferred - $100, Specialty - $160
- Prescriptions (Mail Order - 90 day supply): Generic - $30, Preferred - $180, Non-Preferred - $300
Core
HDHP
Minimum Coverage Plan
Online Resources
It's quick and easy to use:
- Schedule an appointment
- Talk with a doctor
- Feel better faster
- Visit teladoc.com
- Call 1-800-Teladoc (1-800-835-2362)
- Download the app at teladoc.com/mobile
- Join them at facebook.com/teladoc
Teladoc doesn't replace the primary care physician. Teladoc does not guarantee that a prescription will be written. Teladoc operates subject to state regulation and may not be available in certain states. Teladoc does not prescribe DEA controlled substances, non-therapeutic drugs, and certain other drugs which may be harmful because of their potential for abuse. Teladoc physicians reserve the right to deny care for potential misuse of services. Teladoc phone consultation are available 24 hours, 7 days a week while video consultations are available during the hours of 7 am to 9 pm, 7 days a week.
If you haven't already registered—it's easy! Just visit FloridaBlue.com. All you need is your member number (located on your member ID card). You'll have access to all the information you need to take control of your health—right at your fingertips!
FloridaBlue.com gives you personal health information when you need it.
- Review your plan benefits and find out where you stand with your deductible.
- Find a doctor or hospital in your plan's network and details such as hospital quality ratings, or special programs doctors participate in, the doctor's age and gender, and reviews by patients.
- Compare and estimate your costs for office visits, imaging services, and surgeries so you know before you go.
- Compare drug prices with the Pharmacy Shopping Tool.
- View claim activity, status, and history.
- Create a Personal Health Record so your doctor visits and lab results are all in one secure place.
- Access your monthly health statement—which gives you an overview of savings, claims, and expenses.
- Print a temporary ID card or request a new member ID card.
- Take your Personal Health Assessment to get a clear picture of your health status and create action plans that work with your personal needs and lifestyle.
- Use the Health Assistant to set personal health goals, choose activities, create plans, and track your progress in areas like exercise, nutrition, stress, and weight management.
- Research health topics from A-Z with the aid of pictures, videos, and a variety of tools.
- Get access to health-related member discounts such as gym memberships, weight loss programs, vision, and hearing care.
Express Scripts Pharmacy Home Delivery is one of the largest home delivery pharmacies in the nation and offers consumers a high level of service. Members will have access to Express Scripts’ mobile apps, free standard delivery in weather-proof packaging, specialty-trained pharmacists, nurses and insurance representatives and automatic refills.
Home delivery from Express Scripts Pharmacy is a convenient way to get your maintenance medications; prescription drugs you take regularly to treat ongoing conditions. Most maintenance medications can be filled at Express Scripts Pharmacy. For short-term medications, like antibiotics, continue to use your retail pharmacy.
Member co-payments will remain the same. For members with coinsurance or who pay out-of-pocket until a deductible is met, costs could be lower. With Express Scripts, you can order up to 90 days of maintenance medicine for two copays and have it shipped directly to you by mail. Home delivery offers you safe, convenient and contactless prescription delivery.
Plus, Express Scripts Pharmacy offers:
• 24/7 access to a team of knowledgeable pharmacists and support staff
• Free standard delivery
• Tamper-proof, unmarked packaging
• Refill reminder notices through your phone or email, whichever you prefer
• Multiple locations across the U.S., for fast processing and dispensing
Express-scripts.com
If you haven’t used home delivery yet, call 1-866-230-7261 to get started
Dental Plans
- DMO S700B/D1068: None
- PPO: $50 per individual
- DMO S700B/D1068: Unlimited
- PPO: $1,250 per individual
- DMO S700B/D1068: NETWORK DENTIST ONLY Pre-Selected Provider Not Required
- PPO: Any Dentist (PPO network dentists will not balance bill)
There is $0 co-pay for office visits and co-pay for in-network specialists.
Preventive Care (Exam once every 6 months)
- DMO S700B/D1068: No Charge
- PPO: Covered at 100%*
- DMO S700B/D1068: Co-pay Schedule**
- PPO: 90% In-Network, 80% Out-of-Network
- DMO S700B/D1068: Co-pay Schedule**
- PPO: 60% In-Network, 50% Out-of-Network
- DMO S700B/D1068: Co-pay Schedule Adults and Children**
- PPO: Covered at 50%, $500 Lifetime Maximum
*Percentage paid is based on usual and customary charges.
** Co-pay schedule is located in the City’s form folder: Home/largo/lg/largo_information/department_forms/hr/benefits
- If you are a new member, expect to receive your dental ID card within 10 days of when your employer enrolls your group. If this is not your first year as a UnitedHealthcare dental member, you may not get a new dental ID card. Simply continue to use the one you have.
- Your dental ID card will only list the name of the person who signed up for the dental plan (the subscriber)
- Bring your dental ID card with you each time you see the dentist.
- If you need more copies of your ID card, call Customer Care or order them on your member website, myuhcdental.com
- You must receive your care from a dentist who is part of the Solstice network. You can find a network dentist by calling UHC at the number on the back of your ID card or by using the Provider Locator tool on myuhcdental.com
- If your plan covers specialty care and you need to see a specialist, get a written authorization from us before receiving care to reduce your out-of-pocket costs.
- Your plan fully covers most preventive care. You'll pay a co-pay at the time of your visit for other types of care.
- There's a website just for you—myuhcdental.com
- Call us at the number on the back of your ID card at any time you have a question.
CLICK HERE TO VIEW DMO SCHEDULE OF BENEFITS
- You can see any dentist in or outside of our large national network.
- You can save money if you see a dentist who is part of the network.
- You don't need a referral to see a specialist.
- Preventive services are covered at little or no cost to you and help keep your teeth and gums healthy.
- Getting an estimate for dental services that may cost more than $500 is a good idea.
- There's a website just for you—myuhcdental.com
- Call us at the number on the back of your ID card any time you have a question.
Vision Plan
At the start of the program, if authorized by your employer you may receive identification cards with participating providers in your zip code area listed on the back. At the time of your appointment, you must indicate that your benefit is administered by NVA. The provider will contact NVA to verify eligibility.
Be sure to inform the provider of your medical history and any prescription or over-the-counter (OTC) medications you may be taking.
To verify your benefit eligibility prior to calling or visiting your eye care professional, please visit our website at e-nva.com or contact NVA's Customer Service Department toll-free at 1-800-672-7723 (TDD line 1-888-820-2990) or NVA's Interactive Voice Response (IVR). Customer Service is available 24 hours a day, 7 days a week, 365 days a year. Any questions at any time.
If you are not a registered subscriber, you can still search our providers online by selecting the "Find a Provider" link on our homepage. Enter group number 5088000001 or the group number on the identification card and enter in your search parameters. It's that easy!
- Participating Provider: Covered 100%, after $10 co-pay
- Non-participating Provider: Reimbursed Amount up to $40
- Participating Provider:
- Standard Glass or Plastic
- Single Vision - Covered 100%
- Bifocal, Trifocal, & Lenticular - After $25 co-pay
- Standard Scratch Coating - Covered 100%
- Non-participating Provider: Reimbursed Amount
- Single Vision - Up to $40
- Bifocal - Up to $60
- Trifocal - Up to $80
- Lenticular - Up to $75
- Standard Scratch Coating - Up to $5
- Participating Provider: Retail Allowance up to $130 (20% discount off balance)*
- Non-participating Provider: Reimbursed Amount up to $45
- Participating Provider
- Elective Contact Lenses - Up to $105 Retail (15% discount (conventional) or 10% discount (disposable) off balance)**
- Medically Necessary*** - Covered 100%
- Contact Lens Evaluation/Fitting**** - Covered 100% after $20 co-pay
- Non-participating Provider: Reimbursed Amount
- Elective Contact Lenses - Up to $105
- Medically Necessary*** - Up to $210
- Contact Lens Evaluation/Fitting**** - Up to $50 (Reimbursement varies depending on type of Evaluation/Fitting)
*Does not apply to Wal-Mart/Sam's Club locations or for certain proprietary brands
**Does not apply to Wal-Mart/Sam's Club, Contact Fill (NVA Mail Order), or the following locations: Target, Sears, JC Penney, Boscov's, Pearle, K-Mart, & Macys and may be prohibited by some manufacturers.
***Pre-approval from NVA required
****Fittings vary at Wal-Mart/Sam's Club locations are only covered if you choose Contact Lenses.
Due to their everyday low prices (EDLP) the amounts listed below may not be applicable at Wal-Mart/Sam's Club.
Lens options purchased from a participating NVA provider will be provided to the member at the amounts listed in the fixed option pricing list below:
- $10 Solid Tint
- $12 Fashion/Gradient Tint
- $75 Polarized
- $12 Ultraviolet Coating
- $40 Standard Anti-Reflective
- $20 Glass Photogrey (Single Vision)
- $30 Glass Photogrey (Multi-focal)
- $100 Progressive Lenses Premium*
- $50 Progressive Lenses Standard*
- $65 Transitions Single Vision Standard
- $70 Transitions Multi-Focal Standard
- $25 Polycarbonate (Single Vision)
- $30 Polycarbonate (Multi-Focal)
- $30 Blended Bifocal (Segment)
- $55 High Index
Options not listed will be priced by NVA providers at their R&C retail price less 20%.
Participating providers are not contractually obligated to offer sale prices in addition to outlined coverage. Regardless of medical or optical necessity, vision benefits are not available more frequently than specified in your policy.
Life Insurance
Basic Life Insurance Coverage Amount: Basic life insurance coverage is equivalent to the employee’s basic annual salary rounded up to the nearest $500, with a minimum of $15,000 ($30,000 for CWA employees) and a maximum of $500,000. Salary is defined as the total annual earnings excluding bonuses, overtime pay, or any other compensation.
Note: Police Officers receive an additional $30,000 of coverage per the PBA contract. The Mayor and Commissioners receive $15,000 of Basic Life and AD&D insurance.
Effects of Salary Change: Basic Life Insurance is calculated on annual earnings. Therefore, salary changes result in an automatic increase to the policy amount. Any change in the amount of insurance due to a change in earnings takes effect on the first day of the month following the salary change.
Reduction Schedule: The amount of Basic Life and Employee Supplemental Life is reduced by 50% when an employee reaches age 70.
Supplemental Life Insurance Coverage Amount: Employee Supplemental Life Insurance may be selected in addition to the City of Largo’s paid Basic Life Insurance. This benefit can be selected at the beginning of employment and is renewable annually during the City’s Annual Open Enrollment period.
Spouse and Child Supplemental Life Insurance: Spouse and Child Supplemental life insurance coverage may be chosen.
Note: The total amount of spouse life may not exceed 100% of the employee’s supplemental coverage, up to a maximum of $250,000.
- Newly eligible employees who elect more than $250,000;
- Spouse coverage selected is more than $50,000;
- Coverage is selected for the first time during open enrollment;
- Existing Supplemental coverage is increased.
Employee Supplemental Life Rate (Coverage rates per age) Guaranteed Issue - $250,000 at the time of eligibility
- 18-29 on 10/01/2020
- $25,000.00 - $0.88 per pay period
- $50,000.00 - $1.75 per pay period
- $100,000.00 - $3.50 per pay period
- $150,000.00 - $5.25 per pay period
- $175,000.00 - $6.13 per pay period
- $250,000.00 - $8.75 per pay period
- $275,000.00 - $9.63 per pay period
- $500,000.00 - $17.50 per pay period
- 30-39 on 10/01/2020
- $25,000.00 - $1.13 per pay period
- $50,000.00 - $2.25 per pay period
- $100,000.00 - $4.50 per pay period
- $150,000.00 - $6.75 per pay period
- $175,000.00 - $7.88 per pay period
- $250,000.00 - $11.25 per pay period
- $275,000.00 - $12.38 per pay period
- $500,000.00 - $22.50 per pay period
- 40-44 on 10/01/2020
- $25,000.00 - $1.88 per pay period
- $50,000.00 - $3.75 per pay period
- $100,000.00 - $7.50 per pay period
- $150,000.00 - $11.25 per pay period
- $175,000.00 - $13.13 per pay period
- $250,000.00 - $18.75 per pay period
- $275,000.00 - $20.63 per pay period
- $500,000.00 - $37.50 per pay period
- 45-49 on 10/01/2020
- $25,000.00 - $3.13 per pay period
- $50,000.00 - $6.25 per pay period
- $100,000.00 - $12.50 per pay period
- $150,000.00 - $18.75 per pay period
- $175,000.00 - $21.88 per pay period
- $250,000.00 - $31.25 per pay period
- $275,000.00 - $34.38 per pay period
- $500,000.00 - $62.50 per pay period
- 50-54 on 10/01/2020
- $25,000.00 - $5.63 per pay period
- $50,000.00 - $11.25 per pay period
- $100,000.00 - $22.50 per pay period
- $150,000.00 - $33.75 per pay period
- $175,000.00 - $39.38 per pay period
- $250,000.00 - $56.25 per pay period
- $275,000.00 - $61.88 per pay period
- $500,000.00 - $112.50 per pay period
- 55-59 on 10/01/2020
- $25,000.00 - $9.38 per pay period
- $50,000.00 - $18.75 per pay period
- $100,000.00 - $37.50 per pay period
- $150,000.00 - $56.25 per pay period
- $175,000.00 - $65.63 per pay period
- $250,000.00 - $93.75 per pay period
- $275,000.00 - $103.13 per pay period
- $500,000.00 - $187.50 per pay period
- 60-64 on 10/01/2020
- $25,000.00 - $10.38 per pay period
- $50,000.00 - $20.75 per pay period
- $100,000.00 - $41.50 per pay period
- $150,000.00 - $62.25 per pay period
- $175,000.00 - $72.63 per pay period
- $250,000.00 - $103.75 per pay period
- $275,000.00 - $114.13 per pay period
- $500,000.00 - $207.50 per pay period
- 65-69 on 10/01/2020
- $25,000.00 - $20.38 per pay period
- $50,000.00 - $40.75 per pay period
- $100,000.00 - $81.50 per pay period
- $150,000.00 - $122.25 per pay period
- $175,000.00 - $142.63 per pay period
- $250,000.00 - $203.75 per pay period
- $275,000.00 - $224.13 per pay period
- $500,000.00 - $407.50 per pay period
- 70-75 on 10/01/2020
-
- $25,000.00 - $37.13 per pay period
- $50,000.00 - $74.25 per pay period
- $100,000.00 - $148.50 per pay period
- $150,000.00 - $222.75 per pay period
- $175,000.00 - $259.88 per pay period
- $250,000.00 - $371.25 per pay period
- $275,000.00 - $408.38 per pay period
- $500,000.00 - $742.50 per pay period
- 18-29 on 10/01/2020
- $10,000.00 - $0.35 per pay period
- $20,000.00 - $0.70 per pay period
- $25,000.00 - $0.88 per pay period
- $30,000.00 - $1.05 per pay period
- $40,000.00 - $1.40 per pay period
- $50,000.00 - $1.75 per pay period
- $100,000.00 - $3.50 per pay period
- $150,000.00 - $5.25 per pay period
- $175,000.00 - $6.13 per pay period
- $250,000.00 - $8.75 per pay period
- 30-39 on 10/01/2020
- $10,000.00 - $0.45 per pay period
- $20,000.00 - $0.90 per pay period
- $25,000.00 - $1.13 per pay period
- $30,000.00 - $1.35 per pay period
- $40,000.00 - $1.80 per pay period
- $50,000.00 - $2.25 per pay period
- $100,000.00 - $4.50 per pay period
- $150,000.00 - $6.75 per pay period
- $175,000.00 - $7.88 per pay period
- $250,000.00 - $11.25 per pay period
- 40-44 on 10/01/2020
- $10,000.00 - $0.75 per pay period
- $20,000.00 - $1.50 per pay period
- $25,000.00 - $1.88 per pay period
- $30,000.00 - $2.25 per pay period
- $40,000.00 - $3.00 per pay period
- $50,000.00 - $3.75 per pay period
- $100,000.00 - $7.50 per pay period
- $150,000.00 - $11.25 per pay period
- $175,000.00 - $13.13 per pay period
- $250,000.00 - $18.75 per pay period
- 45-49 on 10/01/2020
- $10,000.00 - $1.25 per pay period
- $20,000.00 - $2.50 per pay period
- $25,000.00 - $3.13 per pay period
- $30,000.00 - $3.75 per pay period
- $40,000.00 - $5.00 per pay period
- $50,000.00 - $6.25 per pay period
- $100,000.00 - $12.50 per pay period
- $150,000.00 - $18.75 per pay period
- $175,000.00 - $21.88 per pay period
- $250,000.00 - $31.25 per pay period
- 50-54 on 10/01/2020
- $10,000.00 - $2.25 per pay period
- $20,000.00 - $4.50 per pay period
- $25,000.00 - $5.63 per pay period
- $30,000.00 - $6.75 per pay period
- $40,000.00 - $9.00 per pay period
- $50,000.00 - $11.25 per pay period
- $100,000.00 - $22.50 per pay period
- $150,000.00 - $33.75 per pay period
- $175,000.00 - $39.38 per pay period
- $250,000.00 - $56.25 per pay period
- 55-59 on 10/01/2020
- $10,000.00 - $3.75 per pay period
- $20,000.00 - $7.50 per pay period
- $25,000.00 - $9.38 per pay period
- $30,000.00 - $11.25 per pay period
- $40,000.00 - $15.00 per pay period
- $50,000.00 - $18.75 per pay period
- $100,000.00 - $37.50 per pay period
- $150,000.00 - $56.25 per pay period
- $175,000.00 - $65.63 per pay period
- $250,000.00 - $93.75 per pay period
- 60-64 on 10/01/2020
- $10,000.00 - $4.15 per pay period
- $20,000.00 - $8.30 per pay period
- $25,000.00 - $10.38 per pay period
- $30,000.00 - $12.45 per pay period
- $40,000.00 - $16.60 per pay period
- $50,000.00 - $20.75 per pay period
- $100,000.00 - $41.50 per pay period
- $150,000.00 - $62.25 per pay period
- $175,000.00 - $72.63 per pay period
- $250,000.00 - $103.75 per pay period
- 65-69 on 10/01/2020
- $10,000.00 - $8.15 per pay period
- $20,000.00 - $16.30 per pay period
- $25,000.00 - $20.38 per pay period
- $30,000.00 - $24.45 per pay period
- $40,000.00 - $32.60 per pay period
- $50,000.00 - $40.75 per pay period
- $100,000.00 - $81.50 per pay period
- $150,000.00 - $122.25 per pay period
- $175,000.00 - $142.63 per pay period
- $250,000.00 - $203.75 per pay period
- 70-75 on 10/01/2020
- $10,000.00 - $.14.85 per pay period
- $20,000.00 - $29.70 per pay period
- $25,000.00 - $37.13 per pay period
- $30,000.00 - $44.55 per pay period
- $40,000.00 - $59.40 per pay period
- $50,000.00 - $74.25 per pay period
- $100,000.00 - $148.50 per pay period
- $150,000.00 - $222.75 per pay period
- $175,000.00 - $259.88 per pay period
- $250,000.00 - $371.25 per pay period
- Child (one or more can be covered for the same premium)
- $10,000.00 - $0.60
- $15,000.00 - $0.90
Wellness Program/EAP
All part-time and full-time regular employees, employee spouses, retirees, and their spouses (who are enrolled in the City of Largo’s health plan) are eligible to participate in Wellness Programming.
Support services include:
- Licensed Professional Counselors to help with:
- Depression, anxiety, or stress;
- Marital or family issues;
- Work stress or conflicts; AND
- Anger, grief, loss, or substance abuse.
- Work/Life Specialists can assist with:
- Legal or financial problems;
- Childcare, eldercare, adoption or parenting concerns;
- Time management issues or relocation support.
Long Term Disability
An employee is considered to be disabled under the plan when injury or sickness causes physical or mental impairment to such a degree of severity rendering the employee unable to perform the material and substantial duties of the employee’s regular occupation during the elimination period and the following 24 months. Refer to the Certificate of Insurance for complete plan details.
- Class I: More than 1 and less than 3 years of employment
- Class II: More than 3 and less than 5 years of employment
- Class III: 5 or more years employment
- Class I: 40% of Monthly Earnings
- Class II: 50% of Monthly Earnings
- Class III: 60% of Monthly Earnings
- Class I: $4,000/month*
- Class II: $5,000/month*
- Class III: $5,000/month*
- Age 62 or younger: Greater of SSNRA *, or to age 65, or the 42nd monthly disability benefit
- Age 63: 36 months
- Age 64: 30 months
- Age 65: 24 months
- Age 66: 21 months
- Age 67: 18 months
- Age 68: 15 months
- Age 69 and over: 12 months
Leave Time
For IAFF employees, accumulated vacation leave is available for use after 6 months of service. Accumulated sick leave is available for use after 1 month of service.
For PBA employees, accumulated vacation leave is available for use after 6 months of service. Accumulated sick leave is available for use after 1 month of service.
Non Represented full-time and part-time (budgeted to work 20 or more hours per week) regular employees, are eligible to use accrued vacation leave within the first 6 (six) months of employment, with Department Director, or designee, approval. Accumulated sick leave is available for use after 1 month of service.
Temporary or seasonal team members are not entitled to leave time.
For full-time professional/technical and operational management, vacation leave accrual is based on the number of years worked. For example, during the completion of the first 2 years would result in 80 hours of vacation time per year, accruing 3.08 hours per pay period*.
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0-2 Years - 80 hours per year (3.08 per pay period*)
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2 Years - 88 hours per year (3.39 per pay period*)
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3 Years - 96 hours per year (3.7 per pay period*)
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4 Years - 104 hours per year (4 per pay period*)
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5 Years - 120 hours per year (4.62 per pay period*)
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6 Years - 128 hours per year (4.94 per pay period*)
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7 Years - 136 hours per year (5.24 per pay period*)
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8 Years - 144 hours per year (5.54 per pay period*)
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9 Years - 152 hours per year (5.86 per pay period*)
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10 Years - 160 hours per year (6.16 per pay period*)
Part-time
Part-time employees' vacation leave accrual is based on their regular hours worked x per pay multiplier (refer to the employee handbook). The maximum vacation annual accrual for part-time employees is 160 hours.
CWA
CWA employees accrue 80 vacation hours per year (3.08 per pay period*) as a base. After a certain number of years of service, there is a lump sum on the hire date in addition to the base accrual.
After completion of:
- 5 Years - 16 hours per year
- 6 Years - 24 hours per year
- 7 Years - 32 hours per year
- 8-10 Years - 40 hours per year
- 11 Years - 48 hours per year
- 12 Years - 56 hours per year
- 13-16 Years - 64 hours per year
- 17-18 Years - 72 hours per year
- 19 Years - 80 hours per year
- 20-24 Years - 88 hours per year
- 25 Years - 96 hours per year
The maximum vacation annual accrual for part-time CWA employees hired on/after 10/01/07 is 200 hours. The maximum vacation annual accrual for part-time CWA employees hired prior to 10/01/07 is 320 hours.
IAFF
IAFF employees accrue 104 vacation hours per year (4 per pay period*) as a base. After a certain number of years of service, there is a lump sum on the hire date in addition to the base accrual.
After completion of:
- 5-9 Years - 36 hours per year
- 10-14 Years - 84 hours per year
- 15-19 Years - 120 hours per year
- 20 Years and each year thereafter - 144 hours per year
PBA
PBA employees hired on/after 10/01/96 accrue 80 vacation hours per year (3.08 per pay period*) as a base. After a certain number of years of service, there is a lump sum on the hire date in addition to the base accrual.
After completion of:
- 5 years - 16 hours per year
- 6 years - 24 hours per year
- 7 years - 32 hours per year
- 8-10 years - 40 hours per year
- 11 years - 48 hours per year
- 12 years - 56 hours per year
- 13-16 years - 64 hours per year
- 17-18 years - 72 hours per year
- 19 years - 80 hours per year
*Based on 80 regular hours worked in a pay period.
Full-time employees (non-represented) receive 3.70 hours per pay period* with a total of 96 hours per year. They have a maximum annual accrual of 720 hours. These are available for use after 1 month of service.
Part-time employees have a maximum annual accrual of 360 hours.
CWA
CWA employees receive 3.70 hours per pay period* with a total of 96 hours per year. Full-time employees hired on/after 10/01/13 have a maximum annual accrual of 720 hours. Full-time employees hired prior to 10/01/13 have a maximum annual accrual of 1440 hours. Part-time employees hired on/after 10/01/13 have a maximum annual accrual of 360 hours. Part-time employees hired prior to 10/01/13 have a maximum annual accrual of 720 hours. These are available for use after 1 month of service.
IAFF
Scheduled shift employees shall earn 11.26 hours of sick leave for every calendar month worked (5.20 hours per biweekly payroll draw).
Scheduled forty (40) hour employees shall earn eight (8) hours sick leave for every calendar month worked (3.70 hours per biweekly pay period).
Employees shall be eligible for sick leave after one (1) month of service.
Sick leave may be accumulated to a maximum of nine hundred (900) hours by scheduled shift employees
and seven hundred and twenty (720) hours by scheduled forty (40) hour employees.
PBA
PBA employees receive 3.70 hours per pay period* with a total of 96 hours per year. They have a maximum sick leave annual accrual of 1440 hours.
*Based on 80 regular hours worked in a pay period.
CWA full-time employees receive 32 personal option hours per year, 1.23 hours per pay period*. Part-time employees earn personal option hours proportionate to their work schedule.
PBA employees hired between 10/1 to 12/31 have 40 personal option hours per year. PBA employees hired between 1/1 to 3/31 have 30 personal option hours per year. PBA employees hired between 4/1 to 6/30 have 20 personal option hours per year. PBA employees hired between 7/1 to 9/30 have 10 personal option hours per year.
*Based on 80 regular hours worked in a pay period.
- Exigency Leave may be used for only the following examples:
- short-notice deployment (less than 7 days);
- military events and related activities;
- childcare and school activities;
- financial and legal arrangements;
- counseling activities;
- rest and recuperation activities;
- post-deployment activities;
- activities that arise out of the military member’s active duty/call to active duty, and the City and employee mutually agree on both the timing and duration of the leave.
- Military Caregiver Leave, enacted effective January 16, 2009, may be used, up to 26 weeks, by an employee who is the closest blood relative caregiver of a service member in the regular armed forces, National Guard, or Reserves who has incurred a serious injury or illness in the line of duty while on active duty.
*Please refer to your governing agreement contract for details (ie: Union Contract, Personnel Rules and Regulations) found on largo.com/hr.
- New Year’s Day
- Martin Luther King Day
- President’s Day
- Memorial Day
- Independence Day
- Labor Day
- Veterans Day
- Thanksgiving
- Day after Thanksgiving
- Christmas Eve
- Christmas Day
Retirement Planning
- Log on and select Register
- Choose the I have a plan enrollment code tab if you were provided a separate password by your employer to begin.
- Follow the prompts to create your username and password.
If we don't have your email or phone number on file from your employer, or if you have another account with Empower (with a former employer, for example), you will need to call to access your new plan account.
Visit your plan website to quickly and easily see how much you've saved and more. Simply log in to your account to:
- View your estimated monthly retirement income and see if your future savings are on track.
- Model different savings scenarios and view the possible outcomes.
- Make changes to your account with just one click.
- Find out how much income you may have retirement.
- See the effects of any changes you make in real-time if you made adjustments.
- Put your savings in context.
- Request changes immediately
- See your balance
- Get fund information
- View your statements
- And more
4. Quickly link to Me & My Money. Here you will find the Empower Wellness and Financial Center with information, videos, and calculators to help you address important financial needs. Me & My Money is organized into four key areas—Spending, Saving, Investing, and Protecting—and suggests next steps.
5. Access your personal profile. Click your name to:
- Choos electronic communications
- Make or update a beneficiary designation, if applicable to your plan.
- Update your contact information.
- Make sure your communication preferences and email are up to date.
View and manage your plan anywhere, anytime with the Empower Retirement app for your mobile device or Apple Watch. Available in the App Store from Apple for iOS or on Google Play for Andriod.
To experience all these features and more, visit empowermyretirement.com
For more help, call 800-444-9412. Live representatives available Monday through Friday 8am-10pm Eastern time and Saturdays 9am-5:30pm Eastern time.
The vesting schedule, based on the number of years of employment, beginning on an employee’s date of hire and each succeeding anniversary in which a participant provides 1,000 hours of service to the City, shall be as follows:
- Less than 2 years - 0%
- 2 years - 25%
- 3 years - 50%
- 4 years - 75%
- 5 years - 100%
Reach Christina at (727)282-7048 or [email protected]
Fire
The Average Final Compensation (AFC) used to determine the employee’s pension is the highest three (3) years of the last ten (10) years of service. The normal retirement date is the first of the month following twenty-three (23) years of credited service. The benefit factor used in the calculation of the employee’s pension is 3.25%.
Police
The Average Final Compensation (AFC) used to determine the employee’s pension is the highest of five (5) years of the last ten (10) years of service. The normal retirement date is the first of the month following twenty-five (25) years of credited service. The benefit factor used in the calculation of the employee’s pension is 2.75%.
The plan allows for a Deferred Retirement Option Plan (DROP) for a term no longer than seven (7) years for eligible police officers and firefighters.
For a more detailed description, please refer to the City of Largo’s Municipal Police Officers’ and Firefighters’ Retirement Summary Plan Description.
The Plan’s Administrative Director is Caleb Hynson and he can be reached at 727-559-7333 or [email protected].
The Roth 457(b) Deferred Compensation plan offers an after-tax method. What this means is that your Roth contributions will be subject to income taxes before they are invested. In exchange, you may be able to withdraw your contributions and any earnings tax-free when you retire (qualifying factors apply), which could mean more retirement income.
Employees must establish an account with Empower before payroll contributions may begin.
An Empower representative is available at City Hall monthly to provide employees assistance with enrollment, retirement planning, and to answer employee questions.
New accounts can be opened by contacting the City’s Empower representative, Christina Constantine, at (727)282-7048 or [email protected].
Please contact Human Resources at (727) 587-6716 for current contribution limits.
The “Special Section” catch-up provision permits you to make additional contributions to your 457(b) and/or Roth 457(b) plans in order to make up for years in which you did not contribute the maximum allowable.
The retirement “catch-up” provision and the “age 50” catch-up may not be combined and used in the same year.
Important Notices
Florida Blue has determined that the prescription drug coverage offered by The City of Largo is on average, for all plan participants, expected to pay out as much as the standard Medicare prescription drug coverage will pay.
Because your existing coverage is on average, at least as good as standard Medicare prescription drug coverage, you can keep this coverage and not pay extra if you later decide to enroll in Medicare coverage.
Pay Dates
FY23 No benefit deductions for 12/30/22, 6/30/23
Important Telephone Numbers
Customer Service
1-800-392-7295
Caleb Hynson, Plan Administrative Director
727-559-7333
Plan # 100021-02
Client Services at (800)444-9412
Website: empowermyretirement.com
Plan # 100021-01
Client Services at (800)444-9412
Website: empowermyretirement.com