SUMMARY OF BENEFITS FOR EXECUTIVE, MANAGEMENT, & TECHNICAL EMPLOYEES
Executive, Management, and Technical level employees shall accrue two hundred (200) hours of vacation leave per vacation year, except for vacation leave directly approved by the City Commission (the vacation leave year shall begin on October 1st and end on the following September 30th). Employees shall be required to utilize sixty (60) hours of vacation during the vacation year for which it is earned, or it will be lost at the end of the vacation year (In individual circumstances, the City Manager may determine that vacation that is unable to be used may be paid out rather than lost or may remain in the employee’s bank). The remaining days may be carried forward and must be used within fifteen (15) months following the vacation year in which the leave is earned or be liquidated by cash payment at the end of the fifteen (15) month period.
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Executive, Management & Technical employees accrue eight (8) hours of sick leave per month with no limit on the amount that is accumulated. Accrued sick leave shall be terminally paid at the following rates in relationship to years of service with the City:
Accrued Sick Leave Payout
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Less than five (5) year 20% sick leave
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Five (5) to ten (10) years 40% sick leave
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Ten (10) or more years 80% sick leave
Upon the accumulation of 200 sick leave hours, all employees have the option of converting up to forty (40) hours of sick leave to vacation leave.
Employees may participate in the City’s Sick Leave Pool Program upon the completion of one year of employment and with a minimum accumulation of ninety-six (96) hours of sick and/or vacation leave. This program entitles eligible employees to participate in extended sick leave benefits for cases involving non-work related catastrophic or long-term illnesses or injuries.
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Executive, Management & Technical employees shall accrue forty (40) personal leave hours per fiscal year. The personal leave year shall begin on October 1st and end on the following September 30th. Personal leave days will not accumulate from year to year and cannot be liquidated by cash payment. In the first year, employees hired October 1 through January 31st will accrue 30 hours personal leave. Employees hired February 1 through May 31st will accrue 20 hours of personal leave during their first year. Employees hired on or after June 1 will not accrue any personal leave during their first personal leave year.
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Executive, Management & Technical employees may receive the following paid holidays:
New Year's Day
Martin Luther King,Jr.'s Birthday
President's Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Veteran's Day
Thanksgiving Day
Day after Thanksgiving
Christmas Eve
Christmas Day
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Executive, Management & Technical employees will receive two paid workdays each fiscal year (either 8 or 10-hour days) of use-it-or-lose-it time off in recognition of the importance of mental health well-being. During their first fiscal year of employment, employees will receive wellness days prorated as follows: Hired on or after October 1st but before January 31st = two paid workdays; hired on or after February 1st but before June 1st = one paid workday; hired on or after June 1st = 0 wellness days until the new fiscal year.
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Executive, Management & Technical employees will be granted 40 hours of paid bereavement leave for the demise of a close family member.
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Executive, Management & Technical employees shall be eligible to request one paid day off (can be used in half day increments), to volunteer at a charitable organization or school event (that is scheduled on the employee’s normal work day and is of a duration that justifies a full or one-half day off), subject to advance approval by the City and at the sole discretion of the Department Director.
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Executive, Management & Technical employees will receive longevity compensation added to their base salary for the following cumulative years of service with the City:
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1 year of service 2%
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3 years of service 3%
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5 years of service 2%
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7 years of service 3%
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10 years of service 3%
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12 years of service 3%
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15 years of service 4%
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Executive, Management & Technical employees and families shall be provided with the option of coverage in the City’s health insurance plans. The City will contribute 80% of the premium for employees electing single or dependent coverage on the OAP plan and the employee will be responsible for contributing 20% of the premium; The City will contribute 100% of the premium for employees electing single coverage on the OAPIN plan. For employees adding dependents, the City will contribute 90% toward the premium and the employee will be responsible for contributing 10% of the premium. The biweekly rates are as follows:
Enrollment Tier
Medical OAP
Medical OAPIN
Employee +1
$175.78
$39.34
Employee+2 or More
$281.24
$86.56
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Each employee and their dependents enrolled in the City’s medical insurance plan shall have access to the City of Hollywood Employee Health Center, allowing them to conveniently and exclusively access services ranging from routine primary care, urgent care, preventative care, lab work, vaccines, pediatric care for ages 6 months and older, x-rays, health coaching, and much more. All services at the City’s Employee Health Center are free and at no charge to the employee/dependent, with the City paying 100% of the cost of services.
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Each employee shall have the option of completing an annual comprehensive wellness physical through the City of Hollywood Employee Health Center with the costs of the visit paid for by the City, including a comprehensive medical evaluation, ultrasound imaging, cardio-pulmonary assessments, vision and hearing test, and extensive laboratory blood profiles.
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The City's medical insurance covers Regenexx services with copays based on plan tier. Regenexx is a minimally invasive, needle-based procedure that is an alternative to orthopedic surgery. It uses the body's own healing agents, offers lower risk, and reduces recovery times. Regenexx procedures treat a wide range of common joint injuries and degenerative joint conditions, such as arthritis, rotator cuff tears, ACL sprain or tear, and much more.
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Executive, Management & Technical employees shall be provided with group dental with $19.00 of the monthly premium costs paid by the City. There are three benefit offerings. The biweekly rates are as follows:
Enrollment Tier
Dental DPPO Low
Dental DPPO High
Dental DPPO Buy UP
Employee Only
$5.17
$21.37
$25.11
Employee +1
$14.80
$40.68
$46.82
Employee + 2 or More
$23.69
$58.51
$66.86
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Executive, Management & Technical employees shall have the option to purchase vision coverage through payroll deductions. Three plans are offered, and the biweekly rates are as follows:
Enrollment Tier
VSP Option 1
VSP Option 2
VSP Option 3
Employee Only
$2.36
$3.87
$4.44
Employee +1
$4.73
$7.73
$8.87
Employee+ 2 or More
$7.61
$12.45
$14.28
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Executive, Management & Technical employees will receive from the City a “use it or lose it” Health Reimbursement Account annually. The amount to the employee is determined by the employee’s medical enrollment status or if no coverage is elected then it will default to the lowest level. The level of the City contribution will be reevaluated once a year. The levels are: Single or no coverage = $400; Employee plus and Employee plus two or more = $1000. This benefit is contingent upon the employee completing a biometric visit at the City’s Employee Health Center. In addition, the employee may establish and contribute to a Flexible Spending Account.
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The following fixed/regular contributions shall be made into each full-time Executive, Management & Technical employees’ deferred retiree health savings account, based on the employee's years of service, by the City and by each employee as follows.
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From 1 – 9 years of service = $25 bi-weekly
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From 10 – 19 years of service = $40 bi-weekly
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20 or more years of service = $50 bi-weekly
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Executive, Management & Technical employees shall be provided with term life insurance of $100,000 with all premium costs paid by the City. Employees shall have the option of purchasing additional term life insurance at group rates up to an additional maximum amount of $475,000.
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Executive, Management & Technical employees receive Disability Salary Replacement Insurance that will provide for a 60% base salary benefit after a ninety (90) day waiting period. During the ninety (90) day waiting period, an employee may utilize accrued sick and vacation leave. Upon entering the program, the employee may continue to use sick and vacation leave to make up the difference between 60% of salary and 100% of salary.
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Executive, Management & Technical employees (excluding police and fire) shall receive pension benefits according to the provisions of The City of Hollywood Employees’ Retirement Fund (COHERF) in Chapter 33 of the City’s Ordinances which can be found in the online library here. Employees may choose to participate in the COHERF Pension Plan and contribute 8% pretax dollars biweekly with a seven-year vesting period, or employees may instead elect to enroll in a Defined Contribution (DC) plan or a hybrid plan. Click here to retrieve a copy of the Summary Plan Description (SPD), and call the COHERF Pension Office for more information: 954-921-3333.
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The City is a qualifying employer for the Public Service Loan Forgiveness Program. Full-time service at the City contributes to the 120 months of payment for certain federal student loans to be forgiven.
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Executive, Management & Technical employees are eligible to apply for tuition reimbursement in accordance with the following guidelines:
Graduate Benefit
Grade of B or Better 100% Reimbursement
Grade of Pass 100% Reimbursement
Undergraduate Benefit
Grade of C or Better 100% Reimbursement
Grade of Pass 100% Reimbursement
Postgraduate (for Senior Executives) Benefit
Grade of A 100% Reimbursement
Grade of Pass 100% Reimbursement
To be considered for Educational Reimbursement, all coursework must be properly approved prior to the beginning of the class by the Department/Office Director and the City Manager or designee.
Reimbursement may not exceed $3,000 for any employee in any one fiscal year. Any coursework eligible for reimbursement must have a direct relationship to the job requirements of the employee’s position.
Reimbursement may only be provided for attendance at an accredited college or university. Employees enrolled in a technical or vocational institution shall not be eligible for tuition reimbursement under this program.
Reimbursement shall be available for books and course fees subject to the approval of the Department/Office Director and City Manager or designee. Tuition is subject to the approval of the Department/Office Director and City Manager or designee.
Employees who receive benefits under this program, who voluntarily leave the City's employment within two (2) years of receiving such benefit, shall be responsible for reimbursing the City for the entire cost of this benefit.
- The City's award-winning wellness program, Hollywood Wellness, offers opportunities to earn incentives such as gift cards (taxable), gym reimbursements, iWatches, BBQ grills, water tumblers, lunch boxes, duffel bags, and other items for participating in wellness initiatives. Hollywood Wellness is powered by specific funding received by the City’s Third-Party Administrator, Cigna, to improve the health and well-being of City employees, and may be discontinued or limited at any time based on availability of funds and discretion of HR Director. Some features of Hollywood Wellness include:
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Access to the BenTek Wellness Hub, where employees may earn gift cards for completing wellness activities such as preventative exams, dental exams, flu shots, health coaching, or for participating in wellness events such as health seminars and wellness challenges.
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Monthly health seminars/webinars, quarterly challenges, on-site health screenings, confidential counseling sessions, and communication campaigns.
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Access to free state-of-the-art fitness facilities throughout City Departments.
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Partnerships with local community vendors to offer reduced fitness memberships for employees, i.e., OrangeTheory Hollywood, YogaJoint Hollywood, and F45 Hollywood.
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Flexible Fitness Reimbursement Program to reimburse employees for fitness facility memberships after proof of consistent attendance and payment.
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Zen Room for employees to enjoy an ambiance of solitude, where they can refresh themselves with a massage, red light therapy, or just quiet time.
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A mobile lactation pod and dedicated lactation rooms throughout the City.
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Executive, Management & Technical employees may be provided with the use of a City vehicle or a car allowance of $300-$600 per month.
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Executive, Management & Technical employees may be provided with a cellular phone allowance of $70-$100 per month. Such benefit shall be determined at the sole discretion of the City Manager. Senior Executive or Executive employees may receive reimbursement for the purchase of cellular telephones and accessories every three years, with proper purchase receipts, of an amount not to exceed $1,000.00. Such benefit shall be determined at the sole discretion of the City Manager.
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Executive, Management & Technical employees have the option of joining the Sun Credit Union.
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Executive, Management & Technical employees have the option of participating in payroll Direct Deposit.
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Executive, Management & Technical employees may enter a Deferred Compensation Program through payroll deduction.
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Executive, Management & Technical employees have the option of participating in the BeyondMed Plan for elective/cosmetic services, Pre-paid Legal/ID Theft Protection Plans, and AFLAC Plans through voluntary payroll deductions
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Executive, Management & Technical employees are eligible to participate in the City’s Work/Life Assistance Program offering a wide range of services and support, including 10 free face-to-face or virtual visits with licensed counselors, 24/7 telephonic support, free 30-minute consultations with legal or financial advisers, online tools and webinars.
