Intranet


Employee Intranet Area



Health Insurance

Health Insurance Options/Cost
PEIP Value Plan Option Summary
PEIP Advantage HSA/HRA Plan Option Summary

Prescription Step by Step Search Guide
PEIP Fitness Discount Program

PEIP Value Plan Cost Level 2 Scenario
PEIP Advantage HSA-HRA Single Cost Level 2 Scenario
PEIP Advantage HSA-HRA Family Cost Level 2 Scenario

Additional information, including PEIP Clinic Directory can be found online at – http:/www.innovomn.com/public_employees_insurance.html  

Children’s Health Insurance Program (CHIP) Notice

Women’s Health and Cancer Rights Act (WHCRA) Notice

Medical Savings Accounts

Medical FSA (Flex) Essential Guide
Dependent Care FSA Essential Guide
Heath Savings Account (HSA) (used with Advantage HSA Plan option above)
Health Reimbursement Arrangement (HRA) (used with Advantage HRA Plan option above)

What’s the difference between HSA, FSA and HRA?

Medical Savings Account Debit Card

Registering Your Debit Card Online
Using Your Debit Card

Additional information, including account balances can be found online at – https://hellofurther.com/

Optional Vision Insurance

Optional Dental Insurance

For additional information, finding network providers and member log-in links go to – To Log-In Go to: www.hrconnection.com  Userid = Austin   Password = Austin5

The City pays for the cost of basic term life insurance in the amount of either $20,000, $30,000 or $40,000 for all regular, fulltime and paid on-call firefighter employees, as determined by either City policy or appropriate labor agreement.

Additional life insurance information and forms can be found at – www.hrconnections Userid = Austin  Password = Austin5

Long Term Disability (LTD) – The City has in place a group long-term disability policy for all regular fulltime employees.  It is a cost shared, required participation benefit.  The City pays 40% of the premium cost and the employee is responsible for 60% of the premium, which is deducted through the employee’s payroll.  Following a 90-day qualifying period, the benefit provides 60% of an employee’s basic monthly salary to them (overtime and other cash compensation is excluded from this).  Additionally, income from other sources, including worker’s compensation, social security, PERA will also be deducted from this benefit.

Long Term Disability summary
Long Term Disability application form

Additional information on LTD can be found at – www.hrconnections Userid = Austin  Password = Austin5.

Sick Leave Summary (see full sick leave policy under the Employee Handbook tab – Chapter Six, and where appropriate, employee’s applicable labor agreement) – Employees are our most valuable resource: our sick leave policy is a form of insurance provided to reduce the financial burden of non-occupational illness and injury and to ensure the well-being of the employee.  Regular and consistent attendance helps us to work effectively as a team and is necessary to provide our customers, the public, with efficient, cost-effective public service. Sick leave may be used for personal illness or for personal doctor visits.  You should get prior approval from your supervisor for doctor’s appointments.  Whenever possible, appointments should be scheduled during off-hours.

Regular fulltime employees earn eight (8) hours of sick leave per month (173.3 hours) with no limit as to the total accumulation.  Regular, part-time employees, who have worked at least 1,040 hours and work at least twenty (20) hours per week, will accrue sick leave on a pro-rated basis of eight (8) hours for each 173.3 hours worked. 

Employees hired prior to January 1, 2005 (or as outlined in the employee’s applicable labor agreement) will receive 100% sick leave payout.  Those employees hired January 1, 2005 and after will receive a 50% payout of sick leave.  Payment of accumulated sick leave, with accumulated vacation leave, shall not exceed an amount equivalent to one-year present rate of pay at time of retirement (as defined by the appropriate retirement fund) or involuntary layoff.  Layoff shall include any termination enacted by the City, which is not a disciplinary action.

Sick leave for insurance deductible form
Sick leave for fitness form

Vacation – The City provides paid vacation time for all regular full-time employees. We believe that this time off from work is beneficial to the health and welfare of our employees and should be taken each year in accordance with this policy. Regular, part-time employees who have worked at least 1,040 hours and work at least twenty (20) hours per week will receive vacation time on a pro-rated basis.

  • After one (1) year of service – Two (2) weeks vacation (80 hours)
  • After five (5) years of service – Three (3) weeks vacation (120 hours)
  • After twelve (12) years of service – Four (4) weeks vacation (160 hours)
  • After twenty (20) years of service – Five (5) weeks vacation (200 hours)
  • After twenty-five (25) years of service – Six (6) weeks vacation (240 hours)

Worker’s Compensation Insurance – Any employee injured on the job and covered by Worker’s Compensation Insurance will receive the difference between his or her compensation check and his or her regular wages for the first thirty (30) days following the injury. The time shall not be charged against the employee’s vacation leave or other accumulated benefits. After the first thirty days, the employee may apply any unused portion of his or her accumulated sick leave or vacation upon any part of his or her disability for which the employee is not entitled to draw Worker’s Compensation Insurance.

Deferred Compensation – Regular full-time employees are invited to participate in the Deferred Compensation Plan. This voluntary supplemental retirement program allows you to have part of your salary withheld and invested for payment to you upon termination. The deferred amount and the interest earned on investment are not subject to current State or Federal income tax. When you receive the money, it will be taxed as ordinary income based on regular W-4 withholdings. The City’s Deferred Compensation Plan is regulated by the Internal Revenue Service (IRS 457). You may defer up to twenty-five (25%) of your salary up to an I.R.S. maximum in any one calendar year. Three years prior to retirement, you may defer an additional amount under a catch-up provision

Public Employees Retirement Association (PERA) – City employee’s retirement program is provided by the PERA. Employees contribute a percentage of their total salary to PERA through payroll deduction. The City matches these deductions and contributes an additional percentage to that amount. PERA contributions are refundable upon termination regardless of how many years of service credit you have in the fund. Employer contributions are not refundable. Currently Employees pay Employer 7.5%; Employee 6.5% and Police/Fire – Employer 16.95%; Employee 11.3%.

For more information go to – www.mnpera.org

Credit Union – The Credit Union offers a variety of financial programs and packages including:

  • Payroll deductions for savings and payments
  • Interest-earning savings accounts
  • Low-cost loans
  • Home equity loans
  • Certificate of Deposit

For more information go to – www.austincityecu.org

Flexible Benefits Plan – Regular employees who work at least thirty (30) hours per week on a regular basis are eligible for participation in the Flexible Benefits Plan. This program allows employees to use pre-tax dollars to pay for eligible medical and dependent care expense. The result is an increase in your net take-home pay. The City’s plan year is January 1 and ends on March 15, the following year.  To be eligible, employees must complete an enrollment form at time of hire or during annual open enrollment.

What’s the difference between HSA, FSA and HRA?

Additional information can be found online at – https://hellofurhter.com/

Health Care Savings Plan (HCSP)

The majority of employees contribute to the Health Care Savings Plan (HCSP) administered by Minnesota State Retirement System (MSRS).  Contributions vary by either Council resolution or by an employee’s applicable labor agreement.  The HCSP is an employer-sponsored program authorized by Minnesota State Statute, 352.98. Employees invest in a tax-free medical savings account while employed by the City of Austin.

After the employee leaves public employment, they can access the money in their HCSP account, regardless of age, to reimburse eligible medical expenses incurred by the employee, employee’s spouse, legal tax dependents and adult children up to age 26.

Additional information, including additional forms can be found at – https://www.msrs.state.mn.us/about-hcsp

Employee Assistance Program – All regular employees and their family members will have access to a confidential Employee Assistance Program. This program is designed to assist employees and their families by providing information and/or guidance during stressful or crisis situations. The employee’s supervisor or Human Resources may provide you with additional information.

The City of Austin will provide up to two (2) visits of one-hour duration for the employee and immediate family members per calendar year.  Any visits beyond a total of two (2) billed hours to the City of Austin for the employee and/or their immediate family will be the responsibility of the employee for payment to the provider.

The City of Austin currently has contracts with both Cedar River Counseling Services, telephone 433-6482 and Mayo Health System – Behavioral Health Services, telephone 434-1856.  When calling, please specify EAP.  This service is completely confidential.