JOB CHANGE IMPACT on BENEFITS
Changing from one job to another, for any reason (e.g. reallocation, transfer
between departments, promotion, demotion, non-permanent to permanent, etc.)
may change your employment status and benefits. Employees who move to a
different job class will adopt the participation structure of the employee group into
which they move. Supervisors and employees should discuss these items prior
to the job change. Questions may be directed to the HR Service Center at 612348-7855.
Listed below are items to review when considering a job change.
PERMANENT OR NON-PERMANENT: Your status as a permanent employee
means that you have certain rights that non-permanent employees do not have.
Non-permanent positions include unclassified, limited duration, grant, and
seasonal positions.
EXEMPT OR NON-EXEMPT: Your exemption status will impact whether you
are eligible for overtime, comp time, etc. Exemption from overtime pay is
determined based on criteria in the Fair Labor Standards Act.
UNION OR NON-UNION: Some job classes are represented by a bargaining
unit and others are not represented. Union status will determine if you pay union
dues, your eligibility for vacation/sick leave or PTO and other benefits.
SENIORITY: May be impacted by job class changes and movement into and out
of bargaining units.
VACATION / SICK LEAVE OR PTO: Specific program participation and/or
accrual rates may change with a job change and are dependent on eligibility for
vacation/sick leave or PTO. Eligibility is dependent upon most recent hire date
and labor contract, if the job class is represented by a union.
STABILITY PAY: Permanent employees are eligible for stability pay after five
years of full time service. Changes to position type (grant, limited duration,
permanent, etc.) may affect eligibility for stability pay.
TUITION REIMBURSEMENT: Availability can vary by department.
HEALTH CARE SAVINGS PLAN (HCSP): Participation in the HCSP is defined
by union or non-union status and job class. Employees who move to a different
job class will adopt the participation structure of the employee group into which
they move.
PUBLIC EMPLOYEES RETIREMENT ASSOCIATION (PERA): Most benefitearning employees are required to participate and are eligible for PERA benefits.
An employee’s job class determines the PERA fund to which they contribute.
EARLY RETIREE HEALTH INSURANCE PROGRAM (ERHIP): Permanent,
benefit-earning employees of the County who meet specific age, years of
service, and/or disability status (if applicable) are eligible for a County
contribution toward health coverage as though they are actively working and
enrolled in single coverage. County-sponsored health coverage must be in force
on the date of employment termination. Eligibility for ERHIP can change when
employees change jobs and/or union status.
DENTAL INSURANCE: All benefit-earning employees with standard hours of 20
or more per week are eligible for the voluntary HealthPartners Dental plan.
Employees in certain bargaining units may also participate in their union dental
plans.
SHORT TERM & LONG TERM DISABILITY (STD & LTD): All employees
scheduled for 30 or more standard hours per week are eligible for STD and LTD
(except job classes represented by the IUOE, Local # 49 bargaining unit, which
does not participate in STD).
OTHER CONSIDERATIONS:

Performance review schedules and probationary periods can differ by job
class.

Background checks and pre-employment tests may be required when
changing jobs, assignments or departments. These may include: criminal
conviction checks; credit history checks; driver’s license checks;
background investigations; drug tests; medical exams; psychological tests;
or skills and abilities tests.
Please discuss these items prior to the job change with the hiring supervisor. If
you have any question, you may contact the HR Service Center at 612-3487855.