Administrative Assistant 28 (Parks Administration)

Job Advertisement The Parks & Recreation Department within the City of Lansing is seeking an Administrative Assistant to showcase their exceptional skills and abilities that will contribute to the success of their team. This is a perfect opportunity crafted for an individual who possesses administrative support skills and specializes in Accounting, Bookkeeping Payroll functions as areas of expertise. If you are confident in those areas and thrive in a public, customer friendly environment, we encourage you to apply. Responsibilities Include But Not Limited To Serves as a Department liaison between Department Director, Managers, Finance and Human Resource Departments. Oversees account payables, establish vendors, verify invoices, enter data in financial software program, process payment, generate and maintain payment reports. Oversees the Temporary Employment Agreement and Independent Contractors contracts, W9 forms on file, expiration dates and the filing system. Receives, balances hours and inputs all payroll including Temporary Employment Agreements (TEA), sports, hourly, and salaried employees. Ensures that correct accounts are charged for payroll. Prepares Personnel Action Forms and sends to City Human Resources in a timely manner. Provides administrative assistance to the Parks and Recreation Department, such as creating reports, memos, letters, and special projects as needed. Generates reports on various topics, such as payroll, retro pay, and other budget issues. Monitors the department’s expenditure, revenue and general accounts and generates reports as needed. Ideal Candidates Will Possess Associate Degree in Business with an emphasis in Accounting or a related field AND At least Three (3) years of comprehensive experience in Accounting, Bookkeeping, Payroll, use of a personal computer with word processing, spreadsheet, electronic filing and financial software An equivalent combination of training and experience may be considered Additional Special Requirements Include Must be able to obtain and maintain a Notary Public Certification while in this position Must be able to be placed under the terms of the City of Lansing’s blanket bond The City of Lansing is an Equal Opportunity Employer The City of Lansing provides reasonable accommodation to applicants and employees with disabilities where appropriate. If you need reasonable accommodation for any part of the application and hiring process, or during employment, notify the Department of Human Resources at View phone number on click.appcast.io. Determination on requests for reasonable accommodation will be made by case‑by‑case basis.

POSTED FOR INTERNAL CITY EMPLOYEES ONLY

Contract and Temp Workers are considered external employees and are currently not eligible to apply for this position. City of Lansing Teamsters Local 243 CTP & Supervisory Health Insurance Fringe Benefit Summary Effective August 1, 2014 The City of Lansing shall offer at the time of hire the following choice of medical insurances. Coverage will be effective the first day of the month following the date of hire. If an employee chooses the Base plan, they will be eligible for a $400 cash bonus annually. Cost of the Option 1 plan will be based upon the State Mandated Hard Cap amount, which changes annually. You may choose coverage under either Blue Cross Blue or PHP. Current plans offered are: Base - includes a $40.00 co‑pay for office visits. Prescription drug co‑pays are $10/$40/$80. This plan includes a $1000/single and $2000/family in network deductible and 80% co‑insurance. Emergency room services have a $250 co‑pay and Urgent Care visits have a $60 co‑pay. Option 1 - includes a $30.00 co‑pay for office visits. Prescription drug co‑pays are $10/$40/$80. This plan includes a $500/single and $1000/family in network deductible and 80% co‑insurance. Emergency room services have a $150 co‑pay and Urgent Care visits have a $50 co‑pay. Option 2 - includes a $15.00 co‑pay for office visits. Prescription drug co‑pays are $0/$15/$40. Emergency room services with a $50 co‑pay, and a 50% co‑pay for mental health and substance abuse services. If the employee chooses to “buy up” to Option 1, they will pay the difference between the premium cost and the State Mandated Hard Cap amount. If an employee chooses the Option 2 plan, they will be responsible for the premium cost difference between Option 1 and Option 2. Benefit summaries and rate sheets are available in the Department of Human Resources. Vision Plan: Effective February 1, 2013 employees will be eligible for Blue Cross Blue Shield VSP 12/12/12 Vision Plan. This plan provides vision exams, lenses and frames, and contact with a co‑pay. Opt Out: Members of the bargaining unit, up to a maximum of fifteen percent (15%) of the bargaining unit, will be allowed to opt out of the City’s health care plan annually, during the City’s open enrollment period provided the employee provides written proof of coverage from another source. Any employee who opts out of the City’s health care plan will be eligible to receive $1800 in any year which they receive coverage from another source. In addition, such payments will be made twice a year, by separate check, following the period of time the employee had alternate coverage. City employees married to City employees are entitled to one coverage only and are not entitled to opt out payments. Dental Insurance: The City pays the full premium costs for the Dental plan provided by the City, coverage includes the employee and family members. Coverage includes 100% coverage for cleaning; 50% coverage for treatment costs with an $1,500 maximum per person per contract year. Employees and dependents will also receive orthodontic coverage which provides fifty percent (50%) of treatment costs with a $3,000.00 lifetime maximum per person. Coverage is effective the first day of the month following thirty calendar days of service. Booklets and summaries are available in the Personnel Department. City Of Lansing 125 Cafeteria Plan Medical and Dependent Care Reimbursement: Employees have the opportunity to pay for unreimbursed medical expenses, and dependent care costs with pretax dollars through AFLAC. AFLAC also offers supplemental insurances that may purchased on a pretax basis through payroll deduction. Unreimbursed medical will be limited to $2,500 per plan year. Life Insurance: The City pays the premium for $50,000 of group life and $50,000 Accidental Death and Dismemberment Insurance for full-time regular employees. Life insurance coverage for dependents is available for a reasonable cost to the employee, in accordance with the following schedule: Spouse $25,000 Unmarried child, age 14 days to 6 months $ 500 6 months to 23 years $ 2,000 Coverage is effective one (1) month and one (1) day following the date of hire. Summaries are available in the Personnel Department. Probationary Employees: All newly hired employees, other than detention officers, will be considered probationary employees for six (6) calendar months after hire. An additional six (6) month extension may be considered, with notification to the Union. Detention Officer’s probationary period is twelve (12) calendar months. Vacation: A new employee shall be credited with (10) ten days vacation available for use after the completion of one (1) year of service. In subsequent years two (2) years through five (5) years of service, employees receive 10 days vacation per year. Thereafter, employees will receive one (1) additional day per each year of additional full-time service, not to exceed a maximum vacation leave of 20 work days. Bereavement: At the time of the death of a spouse, child, step-child, parent, step-parent, and parent of a current or deceased spouse, an employee will be entitled to use a maximum of the next five (5) working days with pay, to arrange for and/or attend the funeral. Additional time may be taken off with the approval of the department head and charged to vacation, personal leave or compensatory time. An employee will be entitled to use a maximum of three (3) working days with pay, to make arrangements and attend the funeral for brother, sister, brother-in-law, sister-in-law, grandparents, grandparents-in-law, grandchild, niece, nephew, aunt, and uncle. Holidays New Year's Day Martin Luther King Birthday Good Friday Memorial Day Juneteenth Independence Day Labor Day Veterans Day Thanksgiving Day Friday After Thanksgiving Day Day Before Christmas Christmas Day Day Before New Year's Day Longevity: Longevity bonuses shall be paid to employees as follows: 5 but less than 10 years service 2% 10 but less than 15 years service 4% 15 but less than 20 years service 6% 20 or more years 8% 25 or more years 10% Following completion of five (5) years of continuous full time service by October 1 of any year and continuing in subsequent years, each employee will receive annual longevity payments as provided in the schedule. Payments to employees will be paid by December 1. No longevity payment as above scheduled shall be made for that portion of an employee's regular salary or wage which is in excess of the negotiated maximum base wage, which is currently $25,000. Personal Leave: Employees receive three (3) personal leave days annually on January 1 or at time of hire. Personal days must be used by December 31 or they shall be forfeited. Sick Leave: Employees shall be credited with 3.7 hours of sick leave each pay ending (approximately (1) one day per month). Employees may use sick leave for absences due to his/her illness or injury, including pregnancy, or an illness or injury in his/her immediate family. No sick leave credit shall be accrued by an employee during an unpaid leave of absence. Employees who have accumulated sick leave bank of at least four hundred eighty (480) hours of sick leave shall have the option each year to receive reimbursement for up to four (4) unused sick days. The annual period for review for entitlement to this benefit is the period between October 1 and September 30. Sick leave reimbursement is based upon the employees' bargaining unit seniority date. Parking/Transportation Subsidy: An employee shall be eligible for a monthly CATA bus pass at the City's expense or elect to receive a parking subsidy. Deferred Compensation: Employees are eligible to participate in the City’s 457 Deferred Compensation Plans. Currently the City contracts with two vendors that employees may choose from; these plans are Voya and T. Rowe Price. Employee may contribute up to a maximum allowable by law annually through payroll deduction. For a bi-weekly employee the minimum contribution is $25.00 per pay period. Summaries are available in the Personnel Department. Retirement Employees hired after May 19, 2014 will belong to the City of Lansing General Employees Retirement System (ERS) and the Defined Contribution Plan. Vesting, retirement factor multipliers and effective dates for calculation are all governed by Ordinance Chapter 292. Commencing September 1, 2012 the retirement multiplier for full time members that retire after that date will be one and two and one half tenths percent (1.25%). Employee contributions for retirement will be five percent (5.00%) and deducted on a pretax basis. Vesting in after completion of eight (8) years of service. In Addition The City Of Lansing And The Employee Will Each Contribute Three (3) Percent Of The Employee’s Gross Pay On a Bi-weekly Basis To The Defined Contribution Plan. The Plan Will Be Administered By Principal Bank. Employees Will Enroll And Self Direct Their Investment Options. Failure To Enroll Shall Result In The City Transferring Monies Into The Plan Which Shall Default To The Target Date Fund. At The End Of Eight Full Years Of Service Members Will Be Vested For All City Contributions. Should The Member Leave At The End Of Eight Full Years The Member Will Have The Following Options Lump sum payment subject to applicable taxes; Rollover monies into another tax deferred investment option; or Leave monies in the plan and continue to be invested tax deferred. Retirement Healthcare All employees hired after May 19, 2014 will receive a defined contribution healthcare savings account funded by the City of Lansing at the rate of 4% of the employee’s wages per year. The account will be established to allow for portability in the event that the employee separates from the City after a three (3) year vesting period. NOTE: The benefits listed above reflect the current benefits for Teamster 243 bargaining unit members. These benefits are subject to change depending upon the terms and conditions that are negotiated in future collective bargaining agreements between the City of Lansing and Teamsters Local 243. Department of Human Resources, 4th Floor City Hall, 124 West Michigan Avenue, Lansing MI 48933. Phone: 483-4014 #J-18808-Ljbffr City of Lansing, Michigan