PERSONNEL, PAYROLL & EMPLOYEE BENEFITS
The Town of Wilkesboro is an Equal Opportunity Employer.
Our personnel department is located in Town Hall and our staff is happy to answer questions that may arise. Please scroll down for employee benefits, personnel booklet and personnel forms. The benefits chart is to be used as a guide to help prospective and current employees know about their benefits and who to contact for additional information in each area.
We are a drug-free and alcohol-free workplace and random testing is done pre-employment, post-accident, at random, if reasonable suspicion exist, return to duty, and follow-up testing. We also have an electronics communications policy to help keep our digital information safe and secure. You willl be asked to sign an employee agreement for both of these policies and this information is located in our personnel booklet located under the forms on this webpage.
The Town participates in the United States Department of Homeland Security E-Verify program. The E-Verify program is an Internet-based employment eligibility verification system operated by the U.S. Citizenship and Immigration Services. The Town is an Equal Opportunity Employer committed to creating a diverse workforce.
As you read over the summary of benefits and have questions, please contact one of the persons to the left for more information.
To view current job openings available, click here.
We also post job openings with the
NC Dept of Commerce Division of Employment Security or NC Works Center.
EMPLOYEE NEEDS TO SEE
| Payroll &
|Employee's paychecks MUST be direct deposited into the bank account of their choosing. Employee can have up to 2 direct deposits. 1st account is an exact amount (no %) & 2nd account will be the balance remaining.||Town||Jim Byrd|
|Retirement||Local Governmental Employees' Retirement System ~ Full retirement benefits after 30 years of service at any age or 60 with 25 years of service or 65 with 5 years of service. Reduced retirement benefit at age 50 with at least 20 years of service or Age 60 with at least 5 years of service.||Employee must contribute 6% of annual salary and the Town contributes an actuarially determined amount. Additional benefits for law enforcement officers according to GS 128-21(11d) or GS 143-166.50(a)(3) or GS128-27(a).||Jim Byrd (eligible one month after intial hire & works a minimium of 1,000 hours per year)|
|Sick Leave||8 hours per month for regular, full-time employees. Unlimited accumulation. May be used for employee's illness, medical appointments, or for the illness of a relative as defined in personnel handbook/policy.||Town||Supervisor|
|Annual Leave -
(except full-time fire
|Each regular, full-time employee occupying a permanent established, budgeted position shall earn annual leave on a monthly basis in accordance with the following schedule. A supervisor needs to turn time sheets in bi-annually. **On Dec 31st of each year, any employee with more than five days or 40 hours of accumulated annual leave shall have the excess accumulation rolled over to sick time.|
|Years of Service||Hours/Days earned per month||Days/Hours earned per year|
up to 1 year
0.417 day/3.33 hrs
|5 days/40 hrs
10 days/80 hrs
15 days/120 hrs
18 days/144 hrs
21 days/168 hrs
24 days/192 hrs
25 days/200 hrs
|Annual Leave -
Fire Fighters only
|Each regular salaried Fire Fighter occupying a permanently established budgeted position shall earn annual leave on a monthly basis in accordance with the following schedule of total service. **On Dec 31st of each year, any employee with more than five days or 40 hours of accumulated annual leave shall have the excess accumulation rolled over to sick time**.|
|WFD Vacation multiplier
Vacation hours earned per year
|up to 1 year
> 25 years
|Holidays||10 paid holidays
New Years Day,
Martin Luther King Jr. Day,
Fourth of July,
Thanksgiving (2 days),
Christmas (2 days)
|Adverse Weather Conditions||Town offices and departments shall remain open for the full scheduled working day unless authorization for late openings, early closing or other deviation is received from the Town Manager’s office. All departments and offices will be given sufficient advance notice of any authorized early closings. Employees who leave work before an official early closing time, as well as employees who report for work late or not at all, will be required to use earned annual leave for days or hours taken.|
Dental & Vision
|We are self-insured and Tucker Administrators Inc. manages our claims. Claims are paid on a calendar year, Jan - Dec of each year.
Tel: (704) 525-9666 website
|Town pays 100% for regular, full-time employee and their dependents coverage.||Bob - begins 1st day of the month after 30 day waiting period from hire. Open enrollment is July of each year.|
|Basic Life &
|Employee ~ 1.5 times salary for employee (Life & AD&D)
Spouse ~ $10,000 (Life only)
Dependants ~ $5,000 (Life only)
|Town pays 100% for regular, full-time employees and their dependents coverage and is included with your medical insurance. The Life and AD&D is through Mutual of Omaha at Tel: 800-769-7159, Fax: 402-997-1992 or email: email@example.com||Bob - begins 1st day of the month after 30 day waiting period from hire with Medical/Dental insurance.|
|Flex Plan or
|Pre-tax dollars can be set aside to cover uninsured health care expenses and/or dependent care offered through Tucker Administrators Inc.
Notice dates: Claims must occur and be submitted for payment between July - June of each year. Keep your receipts. Tel: (704) 525-9666 website
|Employee contributes voluntarily.||Bob - begins 1st day of the month after 30 day waiting period from hire and during open enrollment each July 1st.|
|Urgent Care with $0 co-pay||Rock Creek Medical Facility is the only urgent care with this zero co-pay. This is a medical insurance benefit through an agreement between Town, Wilkes Regional & Tucker Administrators.
Town. If you are charged a co-pay bring paperwork to Bob for reimbursement.
Bob - begins 1st day of the month after 30 day waiting period from hire and during open enrollment each July 1st.
|Employees are eligible for supplemental policies such as short term disability, accident, cancer, intensive care, life insurance, specified health event, critical care, etc. and is offered through AFLAC and guaranteed whole life insurance through Municipal Benefits & Humana.||Employee contributes voluntarily and pays through payroll deduction.||Jim Byrd - upon hire and during open enrollment. AFLAC's open enrollment is July each year & Humana open enrollment is Sept. of each year.|
|A 457 Plan is offered as supplemental retirement savings options to public employees by payroll deduction and is through Prudential.||Employee contributes voluntarily and pays through payroll deduction.||Jim Byrd|
|401(K)||401(K) plan is offered through Prudential.||Employees contributes voluntarily. Town will match up to 5% of contributions if eligible budgeted funds are available and makes 401K contribution for law enforcement officers according to GS 128-21(11d) or GS 143-166.50(a)(3) or GS128-27(a).||Jim Byrd - begins 1st day of the month after 30 day waiting period from hire.|
|Credit Union||Eligible membership in State Employee Credit Union - Local Gov't for checking, savings, loans, IRA, etc.||Employee contributes voluntarily||State Employee's Credit Union|
|YMCA||Town pays half of the employee's YMCA Membership fees.||PT & FT employees contributes voluntarily and pays through payroll deduction.||Sign up with YMCA first, then see Bob|
|Town will pay for the program.||FT employees and adult dependents (no children) must attend 85% of program.||Bob|
|United Way||Employees may contribute during annual fundraiser drive.||Employee will pay through payroll deduction and depending on contribution level, you may receive 1-2 days paid time off.||Bob or Ken.|
|Town abides by FMLA of 1993 and must be for one of the 3 reasons:
1) Employee's serious health condition
2) Birth or adoption of child
3) Employee's need to care for a child, spouse or parent with serious health condition.
|Employee is granted up to 12 week unpaid leave per year.||Jim Byrd|
|Court Leave||Employee called for jury duty or as a court witness for federal or state government is entitled to leave with pay.||Employee may retain the fees received for such duty if a normal shift was worked on that day, otherwise, any fees will be turned over to the Town.||Supervisor|
|Military Leave||The employee who is a member of the National Guard or Armed Forces will be allowed 10 working days of military training leave annually.||Employee will receive partial compensation equal to the difference between base salary earned as a reservist and the salary that would be earned during the same period as a town employee.||Supervisor|
|Some employees are required to wear a uniform and steel toe boots for work safety. Town pays for uniforms & uniform laundering (does not include Police Dept). $150 annual boot allowance for Public Works, WTP, WWTP, and full-time Fire Dept. employees. See employee handbook below.||Town pays directly to our current vendors only. If any other company is used, the Town will reimburse employee for this expense, if required for job. Supervisor will make final determination.||Supervisor for an employee expense form and PO #.|
|Some employees are required to have a CDL Driver's License to operate town motor vehicles/equipment.||Town will reimburse employee for this expense, if required for job. Does not pay for other endorsements that are not job related. (ex: motorcycle, etc)||Supervisor for an employee expense form and PO #.|
|Job-related Travel Reimbursement||Some employees are required to travel for required training and meetings.||Town will reimburse employee for this expense, if required for job. Your supervisor will determine the amounts to be reimbursed. When at all possible, please keep expenses to a minimum. Mileage is paid at the IRS rate.||Supervisor for an employee expense form and PO #.|
|Organizational Dues||Some employees are required to join an association or professional organization for future updates to certifications and re-certifications.||Town will pay the organization directly for this expense, if required for job. Your supervisor will determine the need to join the association or organization.||Give the original assoc./org.'s invoice to your Supervisor for payment processing and it requires a PO#.|
|Employees have two safety incentives -
1) personal safety &
2) department member's safety
|Town will give employee a pre-paid VISA credit card according to their safety for each year.||Bob
Jason Smithey is the Town Safety Director.
|Based on employees years of employment starting with 5 years service & then in 5 year increments||Framed Award & Garments (Garments are from a specific vendor.)||Town Hall Receptionist|
Tucker Administrators forms
Disclaimer: Personnel information on this website is subject to change without notice.