Largo Lifeline

1. Read the following material carefully and decide which benefit plans are best for you.
2. 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.
3. 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.
4. 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.
5. Print out the Benefit Confirmation Sheet (for your records.)
6. Remember to update beneficiary information.

City of Largo employees who are regularly scheduled to work a minimum of 30 hours weekly are eligible for benefits.

PIC are an option for certain pay plan groups (Executive Management, Sr. Management, Supervisory, Professional, IAFF) of the City of Largo. PIC can be used to pay for team member benefit premiums. Unused PIC will be added to the team member’s paycheck, considered income, and taxed accordingly.

Benefit premiums are calculated on a 24 pay period cycle. There are 2 paychecks per year (in months with 3 pays) when team member benefit costs are not deducted and personal insurance credits are not paid.

New team members are eligible for benefits the 1st of the month following 30 days of employment. Team members are required to make benefit selections (during the eligibility period). If no benefit selection is made, the team member will automatically be enrolled in “default benefits” (employee-only coverage in the CORE medical plan); and will have deemed to decline any other available benefit options.

Team Members may add eligible dependents to benefit plans if they meet the following criteria:

1. Spouse - A copy of the notarized marriage license is required.
2. 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.
3. 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.

The effective date of coverage for the City of Largo Plan Year is October 1st through September 30th. Team members are able to make changes to their benefit elections during the City’s annual open enrollment period.

If a team member experiences a qualifying event (marriage, divorce, birth or adoption of a child, death, employment status change) the team member can make changes to his or her benefits consistent with the type of event. The team member has 30 days from the date of the event to contact Human Resources to elect a change. Documentation supporting the change request is required.

The City of Largo benefit offerings are governed by Section 125 of the Internal Revenue Code. Section 125 allows eteam members to pay for many benefit elections on a pre-tax basis. In exchange, the team member is “locked-in” to the benefits selections, unless the team member experiences a qualifying event or makes changes during Open Enrollment, which is covered in the Section 125 plan.

A qualifying event can also be called a life status change. The most common life status changes are marriage, divorce, birth/adoption, and death. However, a change in employment status can also be considered a qualifying event. For example, if an team member goes from full-time to part-time (or part-time to full-time) employment, the event is a status change and therefore considered a qualifying event. An event can also be triggered if the spouse of a City of Largo employee becomes eligible (or loses eligibility) for coverage with their employer, members become newly eligible for Medicare or Medicaid; or any other status changes as governed and approved by the Internal Revenue Service (IRS). Documentation of the qualifying event is required.

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. 

Coverage ends on the last day of the month in which termination with the City of Largo occurs; or if a team member is no longer benefits eligible.

An active team member is covered until the last day of the month of the retirement date. Retiree benefits are available to those team members who:

• 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.

Please contact Human Resources to request Important Things To Know Retiree Benefit Selection Information.

When a team member, spouse, and/or eligible dependent child loses coverage due to termination of employment, reduction of work hours, or loss of dependent eligibility, coverage may be continued through COBRA for 18 to 36 months, depending on the reason for losing health coverage. The City of Largo will notify the COBRA plan administrator that a qualifying event has occurred and each qualified beneficiary will be notified of the right to choose the continuation of coverage.

Non Represented Full time and Part time team members can refer to the Educational / Tuition Cost Reimbursement policy found in the Administrative Policies and Procedures Manual on TeamLargo.com. Reimbursements are limited per calendar year according to each bargaining unit agreement, Administrative policies and procedures and applicable benefit plan.

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

Section 125
Personal Insurance Credits (PIC)

• 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.

Florida Blue plans offer flexibility and affordability with access to an extensive network of independent, contracting physicians, hospitals, and pharmacies. Team members also enjoy:

• 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.

IMPORTANT: You can find more details regarding the plan designs by referring to the Benefit Summaries, which include the covered benefits and the expenses you may have to pay out of your pocket (ie: co-pays, coinsurance or deductibles).

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.

Contribution Limits for Health Saving Accounts and High-Deductible Health Plans

 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

HSA catch-up contributions limit (age 55 and older)*

• 2021 was $1,000 and 2022 there is no change.   

* Catch-up contributions can be made any time during the year in which the HSA participant turns 55.
** 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

Out-of-Pocket (OOP) Maximum:

• 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)

Preventative care including Adult office visits, Well Child to age 15 office visits, Mammogram, PAP, PSA, and Immunizations are all 100% covered under all three plans. There is an unlimited lifetime maximum under all three plans.

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

Click below to view Core, High Deductible Health Plan (HDHP), and Minimum Coverage Plan.

Core

HDHP

Minimum Coverage Plan

Teladoc connects you 24/7/365 to a board-certified doctor via web, phone or mobile app. Within minutes, a doctor will contact you ready to listen and resolve your issue. If medically necessary, a prescription will be sent to your pharmacy of choice. It's a more convenient and affordable way to get the care you need. Consults are $40 or less. 

It's quick and easy to use:

1. Schedule an appointment
2. Talk with a doctor
3. Feel better faster

Request a consult 24/7/365

• 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. 

Wherever you go, whenever you need it, you have access to your Florida Blue personal health care information. As a member, you can log in anytime and find everything you need to know about your health plan, plus free tools and resources.

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. 

And remember, we're here to answer any questions you may have. Just call the toll-free number on the back of your member ID card!

• EXPRESS SCRIPTS PHARMACY
• HOME DELIVERY ORDER FORM

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

Calendar Year Deductible:

• DMO S700B/D1068: None
• PPO: $50 per individual

Annual Maximum Paid by Insurance:

• DMO S700B/D1068: Unlimited
• PPO: $1,250 per individual

Selection of Dentist:

• DMO S700B/D1068: NETWORK DENTIST ONLY Pre-Selected Provider Not Required
• PPO: Any Dentist (PPO network dentists will not balance bill)

There is no waiting period for either plan.

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%*

Basic Care (One surface resin (white) filling, simple extraction)

• DMO S700B/D1068: Co-pay Schedule**
• PPO: 90% In-Network, 80% Out-of-Network

Major Care (Crown, Upper Denture)

• DMO S700B/D1068: Co-pay Schedule**
• PPO: 60% In-Network, 50% Out-of-Network

Orthodontia (Braces)

• DMO S700B/D1068: Co-pay Schedule Adults and Children**
• PPO: Covered at 50%, $500 Lifetime Maximum

Important Note: These are only examples of co-pays and fees. Refer to each Dental Benefits Schedule for specific plan information.
*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

1. 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
2. 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.
3. Your plan fully covers most preventive care. You'll pay a co-pay at the time of your visit for other types of care.
4. There's a website just for you—myuhcdental.com
5. 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

1. You can see any dentist in or outside of our large national network.
2. You can save money if you see a dentist who is part of the network.
3. You don't need a referral to see a specialist.
4. Preventive services are covered at little or no cost to you and help keep your teeth and gums healthy.
5. Getting an estimate for dental services that may cost more than $500 is a good idea.
6. There's a website just for you—myuhcdental.com
7. Call us at the number on the back of your ID card any time you have a question. 

CLICK HERE TO VIEW PPO COVERED DENTAL SERVICES

Eligible members and dependents are entitled to receive a vision examination and one (1) pair of lenses once every 12 months and a frame once every 24 months or contact lenses and contact lens evaluation/fitting once every 12 months from the last date of service. (If you choose a frame, you will not be eligible for contact lenses for 24 months)

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!

Examination - Once Every 12 Months:

• Participating Provider: Covered 100%, after $10 co-pay
• Non-participating Provider: Reimbursed Amount up to $40

Lenses - Once Every 12 Months:

• 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

Frame - Once Every 24 Months

• Participating Provider: Retail Allowance up to $130 (20% discount off balance)*
• Non-participating Provider: Reimbursed Amount up to $45

Contact Lenses - Once Every 12 Months In lieu of Lenses & Frame

• 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

*Fixed Pricing not available on certain brands.

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.

VIEW BENEFIT SUMMARY

The City of Largo provides Basic Life and Accidental Death and Dismemberment (AD&D) insurance for active benefit-eligible employees at no cost. Coverage begins the first of the month following thirty days (30) of active employment and ends on the employee’s last day of active employment.

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.

The City of Largo offers Employee Supplemental Life Insurance to active benefit-eligible employees. Employee Supplemental life insurance costs are paid for by the employee through payroll deduction.

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.

At enrollment, a Personal Health Application (medical evidence of insurability form) will be required if:

1. Newly eligible employees who elect more than $250,000;
2. Spouse coverage selected is more than $50,000;
3. Coverage is selected for the first time during open enrollment;
4. Existing Supplemental coverage is increased.

No person can be insured at the same time as both an employee and dependent, nor as a dependent of more than one employee.

The annual cost is based on the employee’s age as of the enrollment effective date, and the amount of the policy selected. (Please note: This is Term Life Insurance, therefore, the premium will increase as you get older). The following lists the cost of Supplemental life insurance on an annual and per pay period basis for each age bracket and coverage level.

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

Spouse Supplemental Life Rate (Coverage Rates per employee's age) Guaranteed Issue - $50,000 at the time of eligibility

• 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 Supplemental Life Rate (Coverage Rates per employee's age) Guaranteed Issue

• Child (one or more can be covered for the same premium)
• $10,000.00 - $0.60
• $15,000.00 - $0.90

The goal of the Wellness Program is to promote health by encouraging employees to focus on a healthy lifestyle. A healthy lifestyle is essential in the prevention of illness. Wellness programming requires long term commitment from management and a well-planned program that suits all employees’ needs. The program is designed to assist employees in their effort to make permanent changes in their lifestyles to improve their health and well-being.

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.

Preventive inoculations are provided annually in the fall at no cost to employees, retirees, and their spouses covered by the City of Largo’s health insurance plan.

Yes, reimbursement for smoking cessation is available to team members based on their wellness allowance per fiscal year. The process requires the team member to purchase the smoking cessation items (i.e: the Patch, Zyban, gum, inhalers, etc.) and submit the receipt(s) via their Workday expense portal and select under Wellness Reimbursement. The reimbursement is then processed and goes back into the team members' check.

City of Largo employees have access to three state-of-the-art fitness centers complete with showers and locker rooms. The Highland Recreation facility is open 24 hours a day, 7 days a week for use by employees only during non-working hours. The Environmental Services Department fitness center is located in the administration building, and the Public Works fitness center is located in the Solid Waste building. Environmental Services and Public Works facilities are for employee use only.

A variety of screenings are offered throughout the year, such as blood pressure checks, cholesterol test, glucose test, skin cancer screenings, etc. This information is advertised in the Monday Morning Briefing (MMB), the City’s weekly electronic newsletter, as well as the Benefit Posters that are posted at various locations throughout the City.

The City of Largo offers an Employee Assistance Program (EAP) at no cost to employees as well as those who are living in the employee’s household. This benefit is through HealthAdvocate who provides confidential personal and professional counseling and assistance to help balance family and work responsibilities.

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.

Employees can contact HealthAdvocate directly at 1-877-240-6863 or visit their website for helpful information at healthadvocate.com/members.

The City of Largo provides Long-Term Disability (LTD) coverage for benefit-eligible general employees (CWA, Professional Technical, and Operational Management) after completing one year of service at no cost to the employee. LTD pays a benefit, based on a percentage of salary, directly to employees who by plan definition are disabled.

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.

Eligible employees are those general employees who work a minimum of 30 hours per week, are actively at work, and have completed one year of employment. Part-time employees who work less than 30 hours per week, seasonal, temporary employees, and volunteers are not eligible.

Benefits are available after 90 days of continuous disability, and satisfactory completion of a disability application with approval of LTD by the insurance company.

If a job absence of 6-8 weeks has occurred due to a non-work-related illness or injury, please notify Human Resources as soon as possible so that a Long Term Disability claim can be considered. The claim form is to be completed and signed by the employee, the City of Largo, and the employee’s doctor. Written notice of the disability must be sent within 90 days of the date of disability, or as soon as reasonably possible.

The carrier must receive written proof of disability within 90 days after the end of each period for which the plan administrator is liable. If it is not possible to give the carrier written proof of disability within 90 days, the claim is not affected if the proof is given as soon as possible. However, unless the employee is legally incapacitated, written proof of disability must be given no later than one year when proof is otherwise due. Required proof of disability is supplied at the employee’s expense.

Benefits are paid directly to the employee on a monthly basis. In the event of death while a claim is open, any due and unpaid disability benefit will be paid to the named beneficiary, if any.

A Survivor Income Benefit shall be payable on a monthly basis immediately after the plan administrator receives written proof of the employee’s death. The benefit is equal to the amount the employee was last entitled to receive for the month preceding death and payable for 3 months.

Eligibility:

• 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

LTD Monthly Benefit:

• Class I: 40% of Monthly Earnings
• Class II: 50% of Monthly Earnings
• Class III: 60% of Monthly Earnings

Maximum Benefit:

• Class I: $4,000/month*
• Class II: $5,000/month*
• Class III: $5,000/month*

*Subject to reduction by deductible sources of income or Disability Earnings.

Other sources of income may affect the disability benefits payable under the plan. For a complete list of sources of income that do and do not affect benefits, please refer to the certificate of insurance.

Age on Date Disability Starts: Maximum Period Payable

• 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

*SSNRA means the Social Security Normal Retirement Age as figured by the 1983 amendment or any later amendment to the Social Security Act. 

For CWA employees, accumulated vacation leave is available for use after 3 months of service. Accumulated sick leave is available for use after 1 month of service. 

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.

Full-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*. 

• 0-2 Years - 80 hours per year (3.08 per pay period*)
• 2 Years - 88 hours per year (3.39 per pay period*)
• 3 Years - 96 hours per year (3.7 per pay period*)
• 4 Years - 104 hours per year (4  per pay period*)
• 5 Years - 120 hours per year (4.62 per pay period*)
• 6 Years - 128 hours per year (4.94 per pay period*)
• 7 Years - 136 hours per year (5.24 per pay period*)
• 8 Years - 144 hours per year (5.54 per pay period*)
• 9 Years - 152 hours per year (5.86 per pay period*)
• 10 Years - 160 hours per year (6.16 per pay period*)

The maximum vacation annual accrual for full-time employees is 320 hours.

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 full-time CWA employees hired on/after 10/01/07 is 400 hours. The maximum vacation annual accrual for full-time CWA employees hired prior to 10/01/07 is 640 hours. 

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

The maximum annual vacation accrual for IAFF employees is 400 hours.

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

The maximum annual vacation accrual for PBA employees is 320 hours.

*Based on 80 regular hours worked in a pay period.

Non-Represented
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.

For full-time and part-time employees, each day is 8 hours. And each hour is based on an hourly rate.

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.

As part of the City’s Leave of Absence policy and in accordance with the Family and Medical Leave Act of 1993 (FMLA), employees with at least one year of service and have worked a minimum of 1250 hours may be granted up to twelve weeks of leave during a continuous twelve-month period for childbirth/placement of a child, to care for a seriously ill child, spouse, or parent, or for the employee’s own serious illness. 

Military Exigency Leave, enacted effective January 16, 2009, may be authorized for an employee whose parent, spouse, or child of any age in the National Guard or Reserves is Federally called to or on active military duty.

1. Exigency Leave may be used for only the following examples:
1. short-notice deployment (less than 7 days);
2. military events and related activities;
3. childcare and school activities;
4. financial and legal arrangements;
5. counseling activities;
6. rest and recuperation activities;
7. post-deployment activities;
8. 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.
2. 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. 

Personal Leave, Jury Duty, Bereavement, and Military Leave are other leaves of absence*.

*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 

You can find a complete listing with dates by visiting the "Resources" tab at the top of TeamLargo.com and clicking on "Paid Holiday Schedule"

Service awards are presented based upon the Team Member’s 5 year incremental (5, 10, 15, 20, …) anniversary of regular City employment. An additional day off with pay is also granted at each increment of five years for regular team members (variable team members are not eligible for the time off). The selected day off must have prior supervisory approval and be taken within the Fiscal year of the anniversary date, or otherwise will be forfeited.

Start by registering your account

• 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.

CLICK HERE TO VIEW FLYER

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.

Get your score, see how you compare, and view the next steps
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.

1. Know your estimated monthly income in retirement. Your retirement plan can help you work toward an estimated monthly income in retirement to:

• 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

2. Get your account details. Click on your plan name to: 

• See your balance
• Get fund information
• View your statements
• And more

3. Receive plan messaging. Bulletins posted to your home page help you stay up to date on plan events and changes.

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.

Get the mobile app and connect to your plan whenever, wherever
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. 

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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 City of Largo offers general employees a defined contribution plan for the purposes of retirement. General employees (CWA Bargaining Unit, Professional/Technical, and Operational Management Pay Plans) are required to contribute 5% of salary, each pay period. The City of Largo matches the employee contribution at a rate of 6% of salary, each pay period. Contributions are deducted on a pre-tax basis. Employees are 100% vested at all times in their own contributions and earnings.

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%

Upon entrance into the plan, employees will automatically be enrolled in the Target Date Fund. Employees may change investment options at any time online at empowermyretirement.com or by calling Client Services at (800)444-9412

Christina Constantine, Retirement Plan Advisor
Reach Christina at (727)282-7048 or [email protected]

The Police/Fire Retirement Plan is administered by the Police Officers’ and Firefighters’ Board of Trustees. As of October 1, 2013, an employee’s pre-tax contribution is 8% of credited service salary.

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].

All City of Largo employees may participate in the voluntary 457(b) Deferred Compensation plan and/or the Roth 457(b) Deferred Compensation plan. The plans are administered by Empower.

The 457(b) Deferred Compensation plan offers an IRS-approved method for deferring Federal Income Taxes on savings until retirement. Taxes are paid on the savings and earnings when withdrawn, usually during retirement when the employee may be in a lower tax bracket. In addition, saving for retirement through the City of Largo Deferred Compensation plan with Voya offers the convenience of pre-tax payroll deduction.

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. 

Click Here to view 457 flyer

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].

Empower offers 24-hour access to your account through on-line services at empowermyretirement.com. You can also contact a live representative Monday-Friday 8am-10pm and Saturday 9am-5:30pm, Eastern time at 800-444-9412.

The Empower Deferred Compensation plan offers numerous investment options with a wide range of risk levels. Employees can change investment choices at any time by contacting Empower online at empowermyretirement.com or at (800)444-9412.

457(b) and Roth 457(b) Deferred Compensation Plan contributions may be changed at any time. Employees have the flexibility to increase, decrease, stop, and restart payroll contributions without fees or penalties. To change your Deferred Compensation contribution during the plan year, visit empowermyretirement.com or contact Human Resources at (727) 587-6716.

Please contact Human Resources at (727) 587-6716 for current contribution limits. 

Employees over the age of 50 may contribute additional monies per year, every year until retirement. 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.

Quarterly combined account statements and performance summaries, and a quarterly newsletter are available to employees. 

Both the 401(a) (general employee retirement) and the 457(b) plans provide for a loan option. The employee must pay back the loan within five (5) years and have an account balance of at least $4,000. The minimum loan amount is $2,000 and the maximum amount is $50,000 or 50% of the account balance, whichever is less, to include the vested employee share of the 401(a) account balance. Loan re-payment is made through payroll deduction. A $25 annual fee will apply. Please contact Empower directly to request a loan application at (800) 444-9412. 

Starting January 1, 2006, new Medicare prescription drug coverage is available to everyone with Medicare.

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.

If you and/or your dependents are eligible but not enrolled in the City of Largo group health coverage and lose eligibility under Medicaid or CHIP, you have 60 days from the date of the Medicaid/ CHIP event to contact Human Resources to request enrollment in the City of Largo’s group benefit plan. 

HIPAA’s special enrollment provisions may apply to those who have elected COBRA. HIPAA, a federal law, gives a person already on COBRA certain rights to add dependents if such person acquires a new dependent, or if an eligible dependent declines coverage because of alternative coverage and later loses such coverage due to certain qualifying reasons. Spouse or dependents who are added under this paragraph do not become Qualified Beneficiaries and their coverage will end at the same time coverage ends for the person who elected COBRA and later added them. 

The Newborns’ Act and its regulations provide that health plans and insurance issuers may not restrict a mother’s or newborn’s benefits for a hospital length of stay that is connected to childbirth to less than 48 hours following a vaginal delivery or 96 hours following a delivery by cesarean section. However, the attending provider (who may be a physician or nurse-midwife) may decide, after consulting with the mother, to discharge the mother or newborn child earlier. 

The Women’s Health and Cancer Rights Act (WHCRA) includes protections for individuals who elect breast reconstruction in connection with a mastectomy. WHCRA provides that group health plans and health insurance issuers that provide coverage for medical and surgical benefits with respect to mastectomies must also cover certain post-mastectomy benefits, including reconstructive surgery and the treatment of complications (such as lymphedema).

Notwithstanding any provision of this Plan to the contrary, contributions, benefits and service credit with respect to qualified military service shall be provided in accordance with the Uniform Services Employment and Reemployment Rights Act (USERRA) and the regulations thereunder. Effective January 1, 2009, a Participant who meets the requirements of Code Section 125(h) shall be allowed to withdraw all amounts contributed to the Health Flexible Spending Account or Limited Flexible Spending Account as of the date requested minus any reimbursement received as of the date requested.

FY23 No benefit deductions for 12/30/22, 6/30/23

View Pay Dates for 2021/2022

View Pay Dates for FY23

Group # 98790
1-800-352-2583
Website: bcbsfl.com

Health Savings Account & Flexible Spending Account
1-877-223-5329
Website: myhealthequity.com

Group #742789
PPO 1-877-816-3596
DHMO 1-800-955-4137
Website: myuhcdental.com 

National Vision Administrators (NVA)
Group #5088 000001
1-800-672-7723
Website: e-nva.com

Minnesota Life
Customer Service
1-800-392-7295

HealthAdvocate
1-877-240-6863 
Website: healthadvocate.com/members

Municipal Police Officers’ & Firefighters’ Retirement Plan
Caleb Hynson, Plan Administrative Director
727-559-7333

Empower, Plan Administrator
Plan # 100021-02
Client Services at (800)444-9412
Website: empowermyretirement.com

Empower, Plan Administrator,
Plan # 100021-01
Client Services at (800)444-9412
Website: empowermyretirement.com

Christina Constantine
Retirement Plan Advisor
(727)282-7048
[email protected]