This is a tool that will help control health care costs by verifying and removing any ineligible dependents from the City's plan. So start gathering your dependent documents now. If you need to re-order a birth certificate or marriage certificate, now is the time to do so. If you cannot verify a dependent, they will not be eligible to remain on the plan.
Get your dependent documents ready! Everyone will be required to submit dependent verification during the open enrollment period if you have dependents on your benefits. But don't worry, you will have multiple convenient ways to submit your documents.
Passive enrollment means that employees are not required to re-elect benefits for the upcoming year. If an employee takes no action, benefits will remain the same, except for flexible spending accounts.
When sending verification documents that contain sensitive financial and/or personal identification information, please black out the information using the sample tax form attached as a guide. Please note that it is a felony to falsify IRS tax forms in any way. Be careful not to obscure information that will be needed to verify your dependent's eligibility.
Yes. A printout of page one of your electronically submitted tax return showing your claimed dependent(s) is acceptable documentation as a substitute for the full tax return. It is not acceptable in place of any other documentation, including marriage or birth certificates.
Your former spouse does not qualify as a dependent under City of Tuscaloosa BCBS Alabama Medical & Dental and/or VSP Vision Plan(s) and must be removed from coverage on or before the deadline date. City of Tuscaloosa has arranged for Hodges-Mace, LLC to help all removed dependents find alternative coverage. Depending on when the divorce was final, your former spouse may be eligible for COBRA.
Please do not submit original documents to Alight, only photocopies. Once Alight receives your documentation, the paper documentation is converted to an electronic image, which will be stored on secure systems with password-protected access. Your documents will be kept confidential and secure.
Yes. Hodges-Mace, LLC will provide a confirmation postcard via the US Postal Service once your verification is complete. If your required documents were processed but were determined to be incomplete, Hodges-Mace, LLC will send a reminder postcard stating you have not completed the process and should contact them for additional assistance.
Dependents dropped from coverage should seek the assistance of Hodges-Mace, LLC to find alternative coverage. Hodges-Mace, LLC has access to a broad range of affordable alternatives for a variety of situations. Some dependents may be eligible for COBRA coverage due to a qualified event if it occurred recently (such as divorce, legal separation, or aging out). If eligible, dependents will receive a COBRA package. However, receipt of the package does not automatically entitle them to COBRA coverage. For example, parents, grandparents, and siblings of members were never considered eligible dependents under the health plan are not eligible for COBRA coverage. City of Tuscaloosa reserves the right to request documentation proving prior eligibility status such as a divorce agreement, school registration, or court order from individuals who enroll in COBRA.
Yes. You are not being asked to submit sensitive personal information such as social security numbers and financial account numbers. You may black out any such information before you submit a copy of the required documentation.
If you do not return the Dependent Verification Affidavit and required documentation, your dependents will be removed from coverage on the City of Tuscaloosa BCBS Alabama Medical & Dental and/or VSP Vision Plan(s). You may also be responsible for claims incurred for ineligible dependents.
You must respond by the Deadline Date listed on the first page of this packet to certify that your dependents meet all eligibility criteria. If you have an ineligible person enrolled as a dependent, you must remove that person during this period by indicating the box in Column 'D' on the Dependent Eligibility Affidavit.
You must check the box in column 'D' next to the dependent's name and fill in the date in column 'E' on the Dependent Verification Affidavit. Your ineligible dependents will be removed from coverage. You may contact Hodges-Mace, LLC to discuss coverage alternatives.
Yes, dependent verification is a legal process. City of Tuscaloosa has the responsibility to ensure everyone enrolled in the plan meets the eligibility criteria. The specified documentation listed in the matrix will be needed to establish eligibility for your dependents. If Hodges- Mace, LLC does not receive this documentation, you risk your dependents not being covered by the health plan.
This dependent verification project is for US employees that have dependents on the City of Tuscaloosa BCBS Alabama Medical & Dental and/or VSP Vision Plan(s). No one person is being singled out for this.
No. Please send verification documents to Hodges-Mace, LLC via fax, mail or by securely uploading your documents on the web portal. Hodges-Mace, LLC will review your documents and confirm verification of your dependents.
If you read the Dependent Eligibility Matrix and still have questions, there is a customized web site available at www.depconfirm.com/COT You can also call Hodges- Mace, LLC toll free at 1 (855) 210-1938. Representatives are available from 8 A.M. to 8 P.M. EST Monday through Friday.
Faxed documents are entered into a HIPAA secured system as electronic images and are not printed to paper. Paper documents submitted are converted into electronic images and the paper is saved in a secure facility until they are destroyed upon completion of the project.
Alight is an independent third-party company located in Atlanta, GA. City of Tuscaloosa has contracted with Alight to audit the eligibility of dependents currently covered under its medical, dental and/or vision plan(s). City of Tuscaloosa has also retained the services of Alight to help find displaced dependents alternative health coverage for their particular situation.
City of Tuscaloosa, as defined by the plan, is required by law to administer its health care plan so that it benefits only eligible individuals. The company is also sensitive to the rising cost of health care and recognizes that covering ineligible participants drives up the cost of health care for all eligible employees. As such, City of Tuscaloosa must ensure that benefit dollars are being spent only on eligible participants. Dependent eligibility verification of health plan enrollments is a standard business practice.
Access the Time and Attendance system (KRONOS). You can access KRONOS by clicking on the KRONOS icon on your desktop if applicable. You will enter your username and password, which are the same username and password that you use to access your desktop computer. Once you are logged in the system, click on the My Information tab and then "My Reports." A listing of all the reports you can run will appear. Click on the report and the system will highlight it and give a description of that report. You will notice an "as of" field where you may select a date range or select from the numerous options of dates. Note some reports will not allow you to select since there may only be one option in this field.
It is best to check with your supervisor or department head to determine your interdepartmental policy. Your department may like for you to request time off in the Time and Attendance system (KRONOS). You can access KRONOS by clicking on the KRONOS icon on your desktop if applicable. You will enter your username and password, which are the same username and password that you use to access your desktop computer. Once you are logged in the system, click on the My Information tab and then “My Requests” from the drop-down list.
In the Time Period fields, make sure that your range will include all days that you would like to request off. You can select a two week or more period of time, but the system will only deduct your accrual time on the dates that you have a schedule in place. Remember to never select the holiday(s) in your date range. The system will only show holidays within a 12-week period from the day you're in the system. You may have to look in the My Links tab to see when the City observes the holiday before requesting time off. You can click on a day in the calendar or you can select a range of dates, but they have to be in consecutive order; you can’t randomly check different dates. If you want to take two consecutive days off after a holiday, you can select those dates in the calendar, scroll down and under the Requests tab (at the bottom of this page under the calendar), select "Time off Request–Full Day." If you don’t choose a day(s) in the calendar, you can enter your date(s) once you are in the Time-Off Request–Full Day screen. Choose your pay code you want to use and you will notice that your accrual balances will be to the right hand side of this screen. This will let you know how much time you have available on that day.
On a partial day request, it is best to make all of your punches for the day and enter your partial day request the next business day because you can look at your timecard on that day and note exactly what time you punched out and in the shift column you can note exactly how many hours and minutes you worked. Then, when you go to enter your partial day request, you can enter your start time as your actual punch out time and add hours and minutes to your shift column hours and minutes to make up for your scheduled shift that day.
Access the Time and Attendance system (KRONOS) by clicking on the KRONOS icon on your desktop if applicable. You will enter your username and password, which are the same username and password that you use to access your desktop computer. Once you are logged in the system, click on the My Information tab and then click on "My Timecard." You will then need to click on a certain day in your timecard. At the bottom of your timecard you will see an Accruals tab; click on this and it will give you all of your balances as of the date you selected in the timecard. You can select a different day in your timecard to see the balance on each day you select.
Access the Time and Attendance system (KRONOS) by clicking on the KRONOS icon on your desktop if applicable. You will enter your username and password, which are the same username and password you use to access your desktop computer. Once you are logged in the system, click on the My Information tab and then click "My Timecard."
Full-time employees accrue paid time off, or AVAIL, to be used for vacation and minor illnesses and injuries subject to certain terms and conditions. Full-time employees also accrue paid time off, or SAIL, for qualifying medically related absences that prevent employees from performing the essential functions of their jobs for more than 40 regularly scheduled working hours. Paid time off is outlined in Chapter 19, Article X and XI of the City Code.
Overtime is the amount of time an employee works beyond normal working hours. Compensatory time, or comp time, is time off with pay in lieu of overtime pay. Overtime and compensatory time are outlined in Chapter 19, Article III, Section 19-61 of the City Code.
If your regular off day falls on a holiday, you can receive holiday pay at time and a half for each regular schedule hour up to eight hours, or you can choose to take the holiday another day as regular compensatory time for your approved scheduled hours on that day. Please note: Any nonexempt full-time employee who is not working on a recognized city holiday, which falls on their regularly scheduled off day during the week, in lieu of holiday pay, a department head may permit or require department employees to be awarded one hour of compensatory time for each scheduled hour up to a maximum of eight hours or 10 hours for employees working an approved work schedule.
If you work on a holiday, you have two options: You can receive holiday pay at time and a half for each hour that you work up to eight hours, or you can choose to take the holiday another day as regular compensatory time for your approved scheduled hours.
If a holiday falls on a Saturday or Sunday, it will be taken on the preceding Friday or following Monday as determined by the mayor. The council reserves the right to reschedule a holiday as conditions warrant.
The paid City holidays are New Year’s Day, Martin Luther King Jr. Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Veterans Day, Thanksgiving Day, Day following Thanksgiving, Christmas Eve and Christmas Day.
KRONOS is the City’s time and attendance software system that accounts for all city employees' time and effectively addresses authorized leaves, sick time, vacations, overtime and applicable federal laws to ensure overall efficiency and delivery of services.
Alt-duty is a program that allows employees return to work with restrictions to help them recover. The employee is given less demanding work duties to help him or her recover. Although it’s not full duty, it helps the employee return in a limited capacity and helps keep workers’ comp costs down, which benefits all City of Tuscaloosa employees.
If an employee suffers a work-related injury and is required to go home, he or she is paid for the rest of the day that the injury occurred. The City of Tuscaloosa pays the employee for the following three full days after the injury date. After three days, the employee's pay is split between the City (33 percent) and workers’ comp (66 percent), so he or she still receives full pay. Once the employee returns to work, the case is closed, and his or her normal pay schedule resumes.
Any employees who need training should first contact their supervisors to receive training. If the supervisor does not have the pertinent training available, employees must then contact the safety director to receive the appropriate training.
If you are a retiree who was already enrolled in the plan on Oct. 1, 2009 or if you retired on or after Oct. 1, 2009, you will be allowed to enroll or re-enroll in the plan at any time prior to reaching age 65.
Family status changes are marriage; divorce; childbirth; adoption of a child; death of a spouse or dependent; or a dependent child or dependent adult reaching the coverage age limit.
Employment status changes are if your employment status with the City changes to a benefit-eligible or non-eligible status, or your spouse’s or adult dependent’s employment changes and affects benefit coverage.
Notify the Human Resources Department within 30 days of the event that you wish to make benefit changes if you experience any of the events listed.
Note on dental plans: The Blue Cross Dental Plan will not allow enrollment of dependents that were previously eligible for coverage but declined the coverage in the past. Periodically, Blue Cross will announce a special enrollment period to allow such enrollments. Human Resources will communicate such periods to employees during the City’s annual benefits open-enrollment period.
New employees must enroll in benefits within 30 days of hire date. Coverage will be effective on the first of the month following hire date. The election for coverage will remain in effect for the remainder of the calendar year unless an employee experiences a qualifying life event or family status change. Employees may choose dependent coverage at initial enrollment or later in the year if experiencing a qualifying life event. Employees may revise previous coverage elections to accommodate the life change if the request for change is submitted to the Human Resources Department within 30 days of the event. In order to add dependent coverage at hire or following a qualifying life event, documentation of relationship to the employee must be submitted. Employees must provide copies of birth certificates for dependent children and copies of marriage certificates to add coverage for a spouse.
Call-out pay is when a nonexempt employee is called out by being ordered to return to duty after scheduled working hours to perform work on behalf of the city as directed by his or her supervisor. The employee will be paid or may elect compensatory time for the actual time worked at the overtime rate with a guaranteed minimum of two hours.
Occasionally, a temporary vacancy will occur within certain city departments engaged in construction activity or utility operations. In these instances, the temporary absence of a key employee can hamper the operations of a crew or facility. Such situations are not in the best interest of the city or the public. Therefore, a mechanism is needed to establish a process and to compensate certain city employees who are directed by their supervisors to assume duties in the absence of certain higher-ranking employees ("step up") to ensure that departmental operations and work activities continue at a normal pace.
Step-up pay does not establish or grant any increase of base pay to any employee. Step-up pay is to be paid to an employee only so long as that employee meets the requirements herein and is subject to modification at any time. Step-up pay is not considered overtime pay or part of an employee's base pay.
A crew worker, equipment operator, sanitation worker or senior or heavy equipment operator who is directed by his or her supervisor to "step up" to a vacant higher job in that department shall receive additional compensation at the rate of 1 1/2 hours per day at the employee's current hourly rate of pay provided however the following conditions are met: The provisions hereof only apply to employees involved in construction or operations activities in the Department of Transportation (TDOT), Environmental Services Department and the Water and Sewer Department. The provisions hereof do not apply to office or clerical personnel in any city department. The employee must be directed by his or her supervisor to "step up" to the vacant job. Stepping up shall consist of the performance of work by the employee in the capacity of the job classification of any employee in a higher job classification within the same department for a complete shift. The step up may not continue for a period of more than two continuous work weeks. The employee must be otherwise qualified to "step up" to the vacant job, including possessing any required training certifications and/or licenses. The vacant job must involve essential job functions which are not outside the scope of the general job classification and/or duties of the employee stepping up to that job.
Employees who work a qualifying shift are eligible for shift differential pay of $0.40 per hour subject to a maximum of 80 hours per pay period. A qualifying shift is a regularly scheduled work shift that is at least eight hours but not more than 12 hours and begins between 1:30 p.m. and 1 a.m. Employees will also receive shift differential pay when using paid time off (AVAIL, SAIL, compensatory time, military paid time off) during a pay period the employee is scheduled for a qualifying shift for the entire pay period unless he or she is working a rotating shift.
The base pay of an employee may be adjusted within the range of the employee’s assigned pay by the department head recommending to the human resource director an adjustment of an employee’s salary with justification based upon the prevailing market conditions and/or internal or external equity, with supporting documentation. The Human Resource Department will review the recommendation of the department head and confirm the supporting documentation for appropriateness. If the human resource director concurs that an adjustment is warranted, he or she may forward the request to the mayor and/or Finance Committee (if funds are needed) for further review and action.
When an employee is promoted to a job with higher pay grade, he or she will receive an increase in base pay equivalent to the greater of: An increase of 6 percent added to employee's current base pay and then placed in the new job classification pay grade at the equivalent step amount; however, if no equivalent step amount then employee shall be placed at the next highest step. If any increase as a result of a promotion exceeds step 20 pay of the new job classification pay grade, then employee shall be placed at step 20. Step 1 pay of the higher pay grade.
If the duties and responsibilities of a position have changed significantly and are now more in line with another job classification than that to which it is assigned, the position may be reassigned to the other job classification through a process called reallocation. A reallocation pertains solely to a certain position. Requests for reallocations are made in writing to the Human Resource Department in the following manner:
A written request outlining the specific reasons for the request to reallocate an existing position to another classification must be sent to the human resource director.
A Comprehensive Position Questionnaire (CPQ) may need to be completed by the supervisor, the incumbent or others familiar with the job to identify the specific duties and responsibilities of the position.
Staff from the Human Resource Department may perform a job audit or interview the supervisor(s) or possible incumbent(s) of the job if more information is needed.
Additionally, the human resource director may forward his or her recommendation to the mayor and/or Finance Committee (if funds are needed) for further review and action.
If it is necessary to modify any portion of an existing classification specification, submit the changes in writing to the Human Resource Department for consideration and review. Job analysis and job evaluation procedures may then be performed before any final recommendation is made by the Human Resource Department. Additionally, the human resource director may forward his or her recommendation to the mayor, Administrative Committee and/or Full Council for further review and action.
If it is determined that the duties and responsibilities of a particular position are not covered by an existing classification specification within the current pay plan exhibits, it may be necessary to establish a new classification and/or revise an existing job classification accordingly. New classifications are established in the following manner:
1. A Comprehensive Position Questionnaire (CPQ) may be completed by the supervisor or others familiar with the job to identify the specific duties and responsibilities of the position.
2. A draft classification specification will be developed by the Human Resource Department to include the proposed title of the classification and salary grade; the summary or purpose; a listing of the essential and marginal functions or duties; and the minimum qualifications and requirements.
A new classification request may also include a request for assignment to a particular salary grade. This request should be supported by salary survey data from comparative labor markets but may also include internal comparisons of other city jobs requiring comparable levels of expertise and qualifications. The request and supporting information should be submitted to the Human Resource Department for consideration and review. Human Resource Department staff members may contact the department to conduct a job audit with the supervisor(s) and/or incumbent(s). Job analysis and job evaluation procedures may then be performed before any final recommendation is made by the Human Resource Department. Additionally, the human resource director may forward his or her recommendation to the mayor, Administrative Committee, Finance Committee (if funds are needed) and/or Full Council for further review and action.
If a job classification is upgraded to a higher pay grade, all employees within the job classification shall be placed in the higher pay grade at the equivalent step amount (salary). However, if there is no equivalent step amount (salary), then the employees shall be placed at the next highest step. If any increase as a result of an upgrade exceeds step 20 pay of the new job classification pay grade, then employees shall be placed at step 20.
An upgrade of a job classification is when the pay grade of an existing job classification is changed to a higher pay grade or pay range. To change the pay grade of a particular job classification, a request must be made in writing from the department head to the Human Resource Department. This request should be supported by data such as salary survey information from comparative labor markets and/or internal comparisons to other city jobs with comparable levels of expertise and qualifications. This data should document why such a change is necessary to be competitive. This material will be reviewed and confirmed by Human Resource Department staff members for appropriateness. Consideration will be given to the impact on multiple departments with positions in the same classification. Job analysis and job evaluation procedures may then be performed before any final recommendation is made by the Human Resource Department. Additionally, the human resource director may forward his or her recommendation for approval by the mayor, Administrative Committee, Finance Committee (if funds are needed) and/or Full Council to amend the pay plan exhibits.
Employees reaching step 20 of any pay grade shall be topped out for purposes of step raises. However, employees at step 20 shall remain eligible for COLA adjustments. No employee of the City will receive any increase in base pay at any point of the pay plan or by pay adjustment that would result in that employee's base pay exceeding step 20 of the pay grade for the employee's job classification.
If approved in the fiscal year budget, step raises for all eligible employees shall be considered based upon employee performance appraisal results. Employees who meet or exceed expectations shall receive an increase of two steps (maximum step 20) or approximately 3 percent of base pay. Employees who fail to meet or exceed expectations shall not receive a step increase in the year the employee fails to meet or exceed expectations. Step raises shall be considered on the employee's anniversary date of hire each year and any step increases shall be effective the first full pay period after the employee's anniversary date of hire. Any employee that has received final disciplinary action in the form of two or more written reprimands, a suspension without pay or an involuntary demotion in the preceding year measured from the employee's anniversary date of hire, or from the employee's last previous increase in base pay pursuant to the pay plan, whichever is longer, shall not be entitled or eligible to receive any pay increases provided for herein for that year; but shall remain eligible for cost of living adjustment (COLA) increase.
At the first full pay period after the beginning of each fiscal year, pay plan exhibit C of section 19-42 of the City Code shall be automatically adjusted to provide a cost of living adjustment (COLA) to each step of each pay grade equal to the annualized consumer price index (CPI) using the south urban CPI from the U.S. Department of Labor released in January of each year. This will increase employees' base pay equal to the COLA effective at the beginning of the first pay period with a pay date on or after Oct. 1 of each year. Part-time employees shall receive a COLA effective at the beginning of the first pay date on or after Oct. 1 of each year equal to the annualized CPI using the south urban CPI from the U.S. Department of Labor released in January of each year.
Exempt employees are employees assigned to job classifications who shall not receive overtime pay on the basis that the job classification has been determined to be professional, administrative or executive personnel within the meaning of the Fair Labor Standards Act.
Non-Exempt employees are those who can receive overtime pay.
As the pay plan exhibits are updated, the job description listings and pay ranges are also updated. Moreover, updated pay plan exhibits are kept in the Human Resource Department Public Folders in Microsoft Outlook.
Covered employees who have successfully completed the established probationary period are considered regular status and are entitled to the privileges and protections afforded by the Personnel Board pursuant to Ala. Act 2006-233.
During a covered employee's probationary period, a department head may discharge a probationer under his or her supervision by stating in writing the reasons to the mayor. If the mayor disagrees with the discharge, mayor may, within five (5) days of receipt of the written statement, notify the department head and the probationer of the time and place of a hearing to be conducted in regard to the discharge. Upon failure of the mayor to so notify within five (5) business days, the mayor shall be deemed to have consented to the discharge. In the event that such a hearing is scheduled, the department head may suspend the probationer without pay pending the hearing.
All appointments to covered jobs, including promotions and transfers, shall be on a probationary basis for a period of one year from the date of appointment. For those jobs in which the individual is required to meet state minimum standards, the probationary period shall conclude upon fulfillment of the standards or the passage of one year, whichever is later.
A probationary status employee shall not be entitled to the privilege and protection of that afforded regular status employees by the provisions of Ala. Act 2006-233.
Yes. Each position has a unique position and requisition number, and some job titles are used across several departments. For example, if you applied for an Equipment Operator posting in Transportation (TDOT), and there is currently another posting for an Equipment Operator in TDOT or another department that you’d like to be considered for, then you need to submit your application for that positing as well. However, if a position is reposted that you have previously applied for, our system will not allow you to reapply.
The qualifications for each position are listed in the Minimum Qualifications section of the posting. Some positions allow for a substitution of additional work experience in lieu of educational requirements or vice versa. If a position allows for substitution, it will be stated in the minimum qualifications. Also, some positions allow for obtaining certain credentials or licensures within a time period after hire. Again, if this is permissible, it will be stated in the minimum qualifications.
After interviews, the hiring department will make a recommendation to the Human Resource Department, and the pre-employment hiring process begins. This process will include verification of credentials (diplomas/degrees/certifications), criminal history background and reference checks. In some job classifications your credit history may be checked. The findings are then reviewed by Human Resource staff and the hiring department head and/or his or her designee to approve the pre-employment findings. If approved, the selected candidate is then notified of the conditional offer of employment. The conditional phase will include a physical examination and drug screen, depending on the job.
Log in to Govermment Jobs to review the status of your application. Your status will be either “Application Received," “Department Review" or “Interview.” Once your application has been submitted, the status will be “Application Received.” After screening, applications are referred to the hiring department for further review. Your application status will indicate “Department Review” if you were referred. Once the hiring department has reviewed applications and determined those to interview, your status is changed to “Interview.” The chosen candidates are notified by telephone call or email of the interview date and time.
Click on “I Forgot My Username and/or Password” and follow the prompts. If you no longer have the email account that was used to establish your account, you will need to create a new account. If further assistance is needed, please call the Government Jobs help line at 1-855-524-5627.
Click "Employment Opportunities" to view currently open positions and "Job Descriptions" to view the qualifications and duties of all City positions. Note: We don't take applications for jobs that we are not currently advertising or after the closing date has expired. You can't submit a resume in lieu of an application, but you can upload and attach a resume to your application that is submitted through our online application system.
After determining that you are qualified for a job posted in Employment Opportunities, you may submit an application through our online applications system by clicking "Apply." If you have previously applied with us, you do not have to create another application; your information will be stored, and you should login with the username and password you’ve previously created.
Applications are accepted for public safety positions at the City of Tuscaloosa when posted regardless of whether or not there is a vacancy. However, the date we receive your application will determine the testing date for which you are eligible. If your application is considered complete, an entry level written test is the initial step in the hiring process for all public safety positions.
You may apply for a position online at tuscaloosa.com/government/work-with-us or using a City computer in the Human Resource Department lobby at City Hall. If you have any questions, call the Human Resource Department at 205-248-5230.
Information about each job can be found using the links below:
With the exception of public safety positions and certain labor type positions, applications are only accepted when there is an existing vacancy. When there is a vacancy the job is generally posted for five (5) working days. You may apply for a position with the City of Tuscaloosa two ways. You may apply online from anywhere you can obtain internet access. You may apply online at the Human Resources office in City Hall. More information can be obtained at Hiring Procedures.