Benefits are effective July 1, 2016, are
based upon an 80 hour pay
period in a paid status, and are subject to change.
ACADEMY: Upon successful completion
of a training academy, a Recruit will automatically promote to a PO I or a CO I. Upon
successful completion of 18 months of probation, a PO I/CO I will automatically
progress to a PO II/CO II.
DIFFERENTIAL: After completion of the academy, specific
assignments may qualify for assignment differential pay.
ALLOWANCE: Upon completion of the
academy, Police and Corrections officers may be eligible to receive clothing
allowance, depending on the agreement in effect on July 1 of payment year.
INCENTIVE: Police and Corrections officers possessing an
Associate, Bachelor, or Master Degree from an accredited college or university may
be eligible to receive education incentive, depending on the agreement in
effect on July 1 of payment year.
PAY / COMPENSATORY TIME: Employees who work overtime have the option
of being paid at 1-1/2 times their hourly rate or receiving 1-1/2 hours of
compensatory time. Compensatory time may
not accumulate beyond 48 hours.
DIFFERENTIAL: Employees will receive an additional 4% shift
pay for working a swing shift or a graveyard shift. Employees who have completed their initial
probation and who work a graveyard shift that encompasses the hours of midnight
to 5:00 a.m. will receive an additional 2% shift pay.
PAY: Qualified employees may receive Bilingual Pay
each pay period.
TAXES: State/City – Nevada has no state tax or city income tax.
Social Security – Employees enrolled in PERS do not pay social
Medicare – Medicare
is deducted at the rate of 1.45%.
HOURS: Employees work 80 hours bi-weekly. Depending upon the area of assignment,
employees work an 8-hour, a 9-hour, a 10-hour, or a 12-hour shift per day.
LEAVE AND HOLIDAYS
VACATION LEAVE: Employees begin accruing vacation leave
immediately at the following rates:
– 14 years of service: 4.62
hours per pay period (3 weeks per year)
– 19 years of service: 6.15 hours
per pay period (4 weeks per year)
+ years of service: 7.68
hours per pay period (5 weeks per year)
Vacation leave may be used after 6 months of
On December 31st of each year, employees may
carry over a portion of accrued leave, based upon their years of service.
Employees separating from the Department are
eligible to cash out all accrued vacation if they have completed six months of
BEREAVEMENT LEAVE: Employees may take bereavement leave for
members of their immediate family. This
leave can be deducted from any available accrued leave.
LEAVE: If an employee uses 3 days or less of sick
leave, (including Family Leave), within an employment year, (the year beginning
with the date of hire), s/he will receive 3 shifts of bonus leave. The shifts will be determined by the regular
work schedule at the time of accrual.
The accrued balance may not exceed 240 hours for commissioned employees.
Employees separating from the Department
are eligible to cash out all accrued bonus leave.
LEAVE: At the start of each fiscal year (July 1st), recruits
and commissioned employees receive two professional leave days. Employees must use these days by June 30th of
each fiscal year or they will be forfeited.
Employees must complete 6 months of continuous service to be eligible to
use professional leave. Professional
leave must be taken as full days, and have no cash-out value.
HOLIDAYS: Employees receive
12 paid holidays per year. A holiday
compensation plan is in place for employees who work on a holiday, or when a
holiday falls on an employee’s regular day off.
In June and December of each year, employees may choose holiday straight
time pay or holiday leave accrual as a holiday compensation option.
LEAVE: Employees begin accruing sick leave
immediately at the rate of 4 hours per pay period (104 hours per year), with no
accrual limit. Sick leave may be used as
it is accrued. Employees must have ten
years of continuous service before being eligible to receive a portion of their
sick leave balance upon separation from the Department.
INSURANCE: Employees are eligible for benefits upon date
of hire. LVMPD pays 100% of the
employee’s coverage and a portion of family coverage. Deductions for family coverage will be taken
on a pre-tax basis. The plan includes
coverage for major medical, dental and vision.
EMPLOYEE ASSISTANCE PROGRAM (PEAP): PEAP is an LVMPD counseling and referral
service for employees and their families to help those who are experiencing
personal or job-related problems. This
service is provided at no cost to the employee.
RETIREMENT: Employees are members
of the State of Nevada Public Employees Retirement System (PERS) as an employer
paid agency. Employees are vested upon
completion of 5 years in the retirement system.
INSURANCE AND CAFETERIA PLANS: Various plans are available to employees,
Compensation (457b): Employees may elect
to make pre-tax contributions of their income into an approved deferred
compensation qualified plan.
Spending Accounts: Employees may elect
to make pre-tax contributions to a flexible spending account, to be used for unreimbursed
medical expenses and dependent day care expenses.
Insurance: Supplemental insurance
policies are also available, such as short and long term disability, cancer
insurance, and accident insurance. Deductions for these policies are made on an
after tax basis.