The City of Coeur d'Alene offers a comprehensive benefit package designed to provide employees, and their families, with a broad range of employer and employee paid benefit options. Eligibility for the following benefits may vary depending on the employee's employment category or classification and whether they are part-time or full-time employees.

Public Employees Retirement System of Idaho (PERSI)- the state retirement plan is required for employees who are scheduled to work at least 20 hours per week for more than 5 months. The employee contribution for general employees is currently 7.16% and is deducted from each paycheck. The employer contribution is currently 11.94%. The employee contribution for police and fire employees is currently 8.81%; and the employer contribution for police is currently 12.28% and fire is 17.28%. PERSI also offers death and disability benefits.

Medical- The City of Coeur d'Alene offers two plans with Regence Blue Shield of Idaho. The plan includes vision and prescription drug coverage. Employees choosing to waive medical coverage will receive a monthly contribution into their HRA VEBA plan.

Dental- Two dentals plans are available which include a traditional fee for service plan, Blue Cross of Idaho, and a Dental Maintenance Organization (DMO) plan, Willamette Dental, with low co-pays per visit. Orthodontia benefits are available with Willamette dental.

Group Life/AD&D- A term life, accidental death and dismemberment (AD&D) and a line of duty death insurance policy is employer-paid for eligible employees. The employee may purchase additional term life insurance coverage through payroll deduction.

Long Term Disability- A salary replacement policy for a disability sustained is paid for by the city. Benefits are payable at approximately 60% of the employee's earnings prior to the disability. Coverage lasts until the employee returns to work or reaches social security eligibility.

Flexible Spending Accounts (FSA)- Employees may contribute money on a pre-tax basis to a "Medical Expense Spending Account" to pay for out-of-pocket medical/dental expenses not covered by insurance and a "Dependent Care Reimbursement Account" to pay for childcare expenses. 

Health Reimbursement Arrangement (HRA)- The HRA VEBA Plan is a pre-retirement and post-retirement health reimbursement arrangement. The city makes tax-free contributions into the eligible employee's account on a monthly basis.

Tax Deferred, 457 or 401k Plans- Eligible employees may elect to contribute pre-tax deductions for these retirement savings plans.

Employee Assistance Program (EAP)- Comprehensive program that provides face-to-face assessment and counseling. 

Vacation & Sick Leave- Hours based on employee classification accrual rates and hours worked (see chart below).

Holidays- The City recognizes 11 paid holidays.

Tuition Reimbursement- Reimbursement within the constraints of the budget to employees for approved job-related educational courses at accredited colleges, universities and work-force centers.

Wellness Program- Program sponsoring ongoing wellness events including educational information, wellness contests, and flu shots.

Vacation and Sick hours are earned at the following rate:

      All Benefited Employees (except fire and department heads):