Transit Operator Trainee - Part Time

What You’ll Do

Why Join Us?

Rates of Pay

During Training

After Graduating

Work Locations

• Transit Operators must be available to work at any of the King County Metro transit bases while the initial Training takes place at the Norfolk Training Center in Tukwila.

Position Duties

• Provide safe, professional, and courteous on-time bus service for customers in King County Follow all traffic laws and regulations Communicate effectively with all customers regarding fares, routes, schedules, and transfer points Effectively operate transit vehicles and equipment, including wheelchair lifts and the securing of personal mobility devices Successfully communicate with Transit Control Center via radio Accurately complete verbal and written reports
• Provide safe, professional, and courteous on-time bus service for customers in King County
• Follow all traffic laws and regulations
• Communicate effectively with all customers regarding fares, routes, schedules, and transfer points
• Effectively operate transit vehicles and equipment, including wheelchair lifts and the securing of personal mobility devices
• Successfully communicate with Transit Control Center via radio
• Accurately complete verbal and written reports

Minimum Qualifications

• Strong customer service skills Must be able to report to assigned work location in a timely, reliable manner. Willingness to learn and try new things The ability to learn new routes and procedures and to follow them reliably Flexibility to work split shifts and a varied schedule and weekends and holidays Reliability and motivation Knowledge of English, sufficient to communicate, read and follow road signs, and to comprehend written instructions and standard operating procedures, notices and memos Necessary Special Requirements All applicants must be 21 years old at time of application A valid driver license and the ability to obtain a Washington State Commercial Learner's Permit (CLP) with the Air Brake restriction removed and a Passenger endorsement Ability to obtain a valid Washington State Commercial Drivers License(CDL) class "B", with passenger endorsement and air brake restriction lifted. Applicants without a valid Commercial Drivers License must obtain a Commercial learner's permit before the first day of training A cceptable five-year driving record at the time of an offer of employment – any of the following violations in the last five years will automatically disqualify candidates under consideration: Reckless or negligent driving Driving Under the Influence or Driving While Intoxicated Hit and Run accident citation Vehicular homicide or vehicular assault Open container citation More than one at-fault accident (does not include non at-fault accidents) Any, 1 suspension for a moving violation No more than 2 moving violations within the last 5 years. Within the last 5 years, no license suspension, revocation, cancellation or disqualification based on a traffic or moving violation. No license restrictions (such as an ignition interlock device requirement) within the last 5 years. No convictions within the last 5 years for reckless or negligent driving, hit and run, leaving the scene of an accident, driving while under the influence of alcohol or drugs, vehicular assault or homicide. No alcohol, drug or test refusal related occurrences within the last 5 years. No other driving record incidents or occurrences within the last 5 years that provide a reasonable basis to question the applicant's ability to provide safe and public transportation. Please Note: To obtain a CLP in Washington State, you must be able to provide a current non-expired drivers license, Social Security number and proof of U.S. Citizenship or Lawful Permanent Residency to a Washington State Department of Licensing Testing Facility. For more information visit DOL CLP Testing Background Check Review Criteria: Where the criminal conviction relates reasonably to the fitness to perform the job duties, Metro Transit has a responsibility to ensure a safe and reliable public transportation system for its passengers and its employees. The following criminal convictions may establish an impermissible nexus with positions that require interaction with the general public and/or, unsupervised access to other employees or the general public and/or, responsibility for the maintenance and safety of Metro Transit property: Crimes of a sexual nature committed against an individual including, but not limited to, rape, child molestation, and unlawful sexual acts. Any crime of a sexual nature that results in inclusion on the national sex offender registry. Crimes involving violent or assaultive behavior including, but not limited to, murder, manslaughter, rape, robbery, assault, battery, kidnapping, extortion, carrying or use of a deadly weapon. Crimes involving the physical control, sale, use, transportation of controlled substances, and/or operating a motor vehicle while under the influence of drugs or alcohol. Note – the nexus of prior misdemeanor and gross misdemeanor convictions related to marijuana should be evaluated carefully in light of SB 5605, Misdemeanor Vacating for Marijuana. Crimes involving dishonesty such as fraud, embezzlement, the mishandling, theft, and/or the misappropriation of funds or property, or possession of stolen property. Crimes involving serious or repeated discrimination or harassment based on race, creed, color, religion, sex, gender identity, disability, or sexual orientation (municipal law applies in Seattle) The above do not constitute a comprehensive list of convictions with a potential nexus to Metro Transit classifications, nor do they automatically disqualify an applicant from further employment consideration. For additional information please refer to: RCW 43.43.830
• Strong customer service skills
• Must be able to report to assigned work location in a timely, reliable manner.
• Willingness to learn and try new things
• The ability to learn new routes and procedures and to follow them reliably
• Flexibility to work split shifts and a varied schedule and weekends and holidays
• Reliability and motivation
• Knowledge of English, sufficient to communicate, read and follow road signs, and to comprehend written instructions and standard operating procedures, notices and memos
• All applicants must be 21 years old at time of application
• A valid driver license and the ability to obtain a Washington State Commercial Learner's Permit (CLP) with the Air Brake restriction removed and a Passenger endorsement
• Ability to obtain a valid Washington State Commercial Drivers License(CDL) class "B", with passenger endorsement and air brake restriction lifted.
• Applicants without a valid Commercial Drivers License must obtain a Commercial learner's permit before the first day of training
• A cceptable five-year driving record at the time of an offer of employment – any of the following violations in the last five years will automatically disqualify candidates under consideration:
• Reckless or negligent driving
• Driving Under the Influence or Driving While Intoxicated
• Hit and Run accident citation
• Vehicular homicide or vehicular assault
• Open container citation
• More than one at-fault accident (does not include non at-fault accidents)
• Any, 1 suspension for a moving violation
• No more than 2 moving violations within the last 5 years.
• Within the last 5 years, no license suspension, revocation, cancellation or disqualification based on a traffic or moving violation.
• No license restrictions (such as an ignition interlock device requirement) within the last 5 years.
• No convictions within the last 5 years for reckless or negligent driving, hit and run, leaving the scene of an accident, driving while under the influence of alcohol or drugs, vehicular assault or homicide.
• No alcohol, drug or test refusal related occurrences within the last 5 years.
• No other driving record incidents or occurrences within the last 5 years that provide a reasonable basis to question the applicant's ability to provide safe and public transportation.
• Please Note: To obtain a CLP in Washington State, you must be able to provide a current non-expired drivers license, Social Security number and proof of U.S. Citizenship or Lawful Permanent Residency to a Washington State Department of Licensing Testing Facility. For more information visit DOL CLP Testing

Background Check Review Criteria

Other Qualifications

• How to Start Preparing: We recommend you start preparing for the WA State Commercial Learner's Permit exam as soon as you apply. Visit the DOL's Website and refer to the CDL guide to start studying today! Application Process, Forms and Materials: An application must be completed to be considered for this position; online applications are preferred. No resumes or cover letters will be referenced during the application/screening review. To apply online, go to www.kingcounty.gov/jobs and find the Transit Operator (Part-Time Bus Driver) job announcement, click the "Apply" link on the Job Announcement Page. If you do not currently have an account with GovernmentJobs.com, you will be prompted to create one. Please write down your log-in information for future reference. Applicants meeting the minimum qualifications will be screened based upon the clarity and completeness of their application information. No attachments will be referenced during the application/screening review process. Safety: Responsible for understanding this policy and their role in safety Report all safety concerns Follow safety practices and procedures as necessary to maintain a safe work environment and in conformance with applicable regulations, policies, and training Report safety and security concerns and ideas to supervisors or anonymously through data collection system Steps of the Application Process: 1. Apply Online - Applicants should begin studying for the Commercial Learner's Permit (CLP) through the Department of Licensing (DOL) 2. Minimum Qualification Review - Recruitment team reviews application for accuracy, completeness and special requirements. 3. Competitive Review - Our team of subject matter experts will review applicant materials and select a pre-determined number of applicants to invite to interview based on previous transit and customer service experience. 4. Interviews/Testing 5. Conditional Offer -Passing applicants receive a Conditional Offer of Employment with requirement to Complete the Pre-Employment Process (PEP) within 30 Days of Conditional Offer: a. Applicants complete the DOT Physical at a local Concentra office and are awarded a DOT Medical Clearance card. b. Applicants will complete Drug and Alcohol screening via Urine Sample Analysis. c. Applicants complete Commercial Learner's Permit testing at a DOL location (Must provide copy of DOT Medical Card) Applicants should begin studying for the Commercial Learner's Permit (CLP) through the Department of Licensing (DOL) at time of Application. 6. After completing the first 3 steps of Pre-employment process applicants complete Background check review via Accusource (online link provided). 7. Applicants will complete a Driving Abstract via Accusource 30 days prior to their scheduled class date. 8. PTTO Training Class-Applicants successfully complete the Pre-Employment Process and are placed into a training class. Who to Contact: For assistance with the online application process, please contact NeoGov Customer Support toll free at 877.204.4442 or www.governmentjobs.com. Applicants who are unable to apply online should follow the instructions under Application Tips and FAQs at www.kingcounty.gov/jobs. If you need an accommodation in the recruitment process, or an alternate format of this announcement, please inquire directly with the Transit Operator recruiting team at DriveForMetro@kingcounty.gov. Union Membership The Transit Operator position is represented by Amalgamated Transit Union Local 587 (upon successful completion of training.) Class Code: 9611100 King County is an Equal Employment Opportunity (EEO) Employer King County is an equal employment opportunity employer. We value diversity, inclusion and belonging in our workplace and workforce. To reach this goal we are committed to workplace and workforce equity. Equitable recruiting, support, and retention is how we will obtain the highest quality workforce in our region; a workforce that shares and will help advance our guiding values--we are one team, we solve problems, we focus on the customer, we drive for results, we are racially just, we respect all people, we lead the way, we are responsible stewards. We welcome and encourage people of all backgrounds to apply, including Native American and people of color, immigrants, refugees, women, LGBTQ+, people living with disabilities, and veterans. No person is unlawfully excluded from employment opportunities based on race, color, religion, national origin, sex (including gender identity, sexual orientation and pregnancy), age, genetic information, disability, veteran status, or other protected class. Our EEO policy applies to all employment actions, including but not limited to recruitment, hiring, selection for training, promotion, transfer, demotion, layoff, termination, rates of pay or other forms of compensation. Workplace Culture: Together, with leadership and our employees, we're changing the way government delivers service and winning national recognition as a model of excellence. Are you ready to make a difference? Come join the team dedicated to serving one of the nation's best places to live, work and play. Guided by our "True North" , we are making King County a welcoming community where every person can thrive. We value diversity, inclusion and belonging in our workplace and workforce. To reach this goal we are committed to workforce equity. Equitable recruiting, support, and retention is how we will obtain the highest quality workforce in our region; a workforce that shares and will help advance our guiding principles--we are one team; we solve problems; we focus on the customer; we drive for results; we are racially just; we respect all people; we lead the way; and we are responsible stewards. We encourage people of all backgrounds and identities to apply, including Native American and people of color, immigrants, refugees, women, LGBTQ+, people living with disabilities, and veterans.

How to Start Preparing

Application Process, Forms and Materials

• An application must be completed to be considered for this position; online applications are preferred. No resumes or cover letters will be referenced during the application/screening review. To apply online, go to www.kingcounty.gov/jobs and find the Transit Operator (Part-Time Bus Driver) job announcement, click the "Apply" link on the Job Announcement Page. If you do not currently have an account with GovernmentJobs.com, you will be prompted to create one. Please write down your log-in information for future reference.
• Applicants meeting the minimum qualifications will be screened based upon the clarity and completeness of their application information. No attachments will be referenced during the application/screening review process.
• Responsible for understanding this policy and their role in safety
• Report all safety concerns
• Follow safety practices and procedures as necessary to maintain a safe work environment and in conformance with applicable regulations, policies, and training
• Report safety and security concerns and ideas to supervisors or anonymously through data collection system

Steps of the Application Process

• 1. Apply Online - Applicants should begin studying for the Commercial Learner's Permit (CLP) through the Department of Licensing (DOL)
• 2. Minimum Qualification Review - Recruitment team reviews application for accuracy, completeness and special requirements.
• 3. Competitive Review - Our team of subject matter experts will review applicant materials and select a pre-determined number of applicants to invite to interview based on previous transit and customer service experience.
• 4. Interviews/Testing
• 5. Conditional Offer -Passing applicants receive a Conditional Offer of Employment with requirement to Complete the Pre-Employment Process (PEP) within 30 Days of Conditional Offer:
• a. Applicants complete the DOT Physical at a local Concentra office and are awarded a DOT Medical Clearance card.
• b. Applicants will complete Drug and Alcohol screening via Urine Sample Analysis.
• c. Applicants complete Commercial Learner's Permit testing at a DOL location (Must provide copy of DOT Medical Card) Applicants should begin studying for the Commercial Learner's Permit (CLP) through the Department of Licensing (DOL) at time of Application.
• 6. After completing the first 3 steps of Pre-employment process applicants complete Background check review via Accusource (online link provided).
• 7. Applicants will complete a Driving Abstract via Accusource 30 days prior to their scheduled class date.
• 8. PTTO Training Class-Applicants successfully complete the Pre-Employment Process and are placed into a training class.

Who to Contact

Union Membership

King County is an Equal Employment Opportunity (EEO) Employer

Workplace Culture

• Together, with leadership and our employees, we're changing the way government delivers service and winning national recognition as a model of excellence. Are you ready to make a difference? Come join the team dedicated to serving one of the nation's best places to live, work and play.
• Guided by our "True North" , we are making King County a welcoming community where every person can thrive. We value diversity, inclusion and belonging in our workplace and workforce. To reach this goal we are committed to workforce equity. Equitable recruiting, support, and retention is how we will obtain the highest quality workforce in our region; a workforce that shares and will help advance our guiding principles--we are one team; we solve problems; we focus on the customer; we drive for results; we are racially just; we respect all people; we lead the way; and we are responsible stewards. We encourage people of all backgrounds and identities to apply, including Native American and people of color, immigrants, refugees, women, LGBTQ+, people living with disabilities, and veterans.

Benefits

• Part-Time Transit Operators King County provides benefits for eligible jobs -- Career Service Part Time Transit Operators work a minimum of 12.5 hours/week -- effective on the first calendar day of the month following the month in which the employee is hired; except if the employee's hire date is the first calendar day of the month, benefits begin on the day of hire. More information about employee benefits is available on the county's website at: http://www.kingcounty.gov/employees/benefits.aspx Partial Benefits Plan (For PTTO working the minimum 12.5 hours per week) County Paid Benefits -- no employee contribution toward cost of benefit is required Bus pass and other alternative transportation incentives Employee Assistance Program Making Life Easier Program Voluntary Benefits -- available as employee option and at employee expense Medical Plan (choice of three plans effective 1/1/2018) Dental Plan Vision Plan Basic Life Insurance -- lump sum equal to $25,000 Basic Accidental Death and Dismemberment (AD&D) -- lump sum equal to $25,000 Basic Long Term Disability (LTD) -- replaces up to 60% of earnings (limited to $6,000/month) after 180-day waiting period Supplemental Life Insurance -- $25,000/$50,000/$75,000/$100,000 for yourself and 50% of your supplemental amount for your spouse/domestic partner, and $10,000 for each child Supplemental Accidental Death and Dismemberment (AD&D) coverage for employee and family -- $50,000 to $500,000 for yourself and 50% or 100% of your supplemental amount for your spouse/domestic partner, and 10% for each child Supplemental Long Term Disability (LTD) -- reduces waiting period to 90 days/increases monthly benefit (limited to $7,200/month) Deferred Compensation Plan (no employer match) -- IRS 457 Plan Credit Union membership Flexible Spending Accounts -- Health and Dependent Care HRA Voluntary Employee Beneficiary Association (VEBA) Trust upon retirement Full Benefits Plan You become eligible for the Full Benefits Plan when: You select a work assignment of four or more hours during any pick through the calendar year. The start date and end of your Full Benefits eligibility depends on the time of year you pick the assignment of four or more hours. Contact King County Benefits for questions regarding your eligibility. You receive 1040 paid hours or more in the 26 pay periods ending with the pay period that includes June 30. You will be eligible for fully-paid benefits effective the following year beginning January 1 through December 31. This information is current as of 11/6/2017. Please note eligibility criteria for the Full Benefits Plan are subject to change. Contact King County Benefits for more information regarding eligibility and for any questions regarding differences between Part Time and Full Time Benefits Plans. County Paid Benefits -- no employee contribution toward cost of benefit is required Medical Plan (choice of three plans effective 1/1/2018) Dental Plan Vision Plan Basic Life Insurance -- lump sum equal to $25,000 Basic Accidental Death and Dismemberment (AD&D) -- lump sum equal to $25,000 Basic Long Term Disability (LTD) -- replaces up to 60% of earnings (limited to $6,000/month) after 180-day waiting period Bus pass and other alternative transportation incentives Employee Assistance Program Making Life Easier Program Voluntary Benefits -- available as employee option and at employee expense Supplemental Life Insurance -- $25,000/$50,000/$75,000/$100,000 for yourself and 50% of your supplemental amount for your spouse/domestic partner, and $10,000 for each child Supplemental Accidental Death and Dismemberment (AD&D) coverage for employee and family -- $50,000 to $500,000 for yourself and 50% or 100% of your supplemental amount for your spouse/domestic partner, and10% for each child Supplemental Long Term Disability (LTD) -- reduces waiting period to 90 days/increases monthly benefit (limited to $7,200/month) Deferred Compensation Plan (no employer match) -- IRS 457 Plan Credit Union membership Flexible Spending Accounts -- Health and Dependent Care HRA Voluntary Employee Beneficiary Association (VEBA) Trust upon retirement Other benefits for part-time transit operators Retirement: Employees are covered under retirement plans provided through the Washington State Department of Retirement Systems and are covered by Social Security. Holidays: 8 paid holidays per year, plus 1 additional floating holiday administered through the vacation plan. Vacation with Pay: Hire date through end of year 5: accrual at 12 days per year (available after first 6 months of employment) Beginning of year 6: accrual at 15 days per year Beginning of year 9: accrual at 16 days per year Beginning of year 11: accrual at 20 days per year Beginning of year 17: accrual at 21 days per year Beginning of year 18: accrual at 22 days per year Beginning of year 19: accrual at 23 days per year Beginning of year 20: accrual at 24 days per year Beginning of year 21: accrual at 25 days per year Beginning of year 22: accrual at 26 days per year Beginning of year 23: accrual at 27 days per year Beginning of year 24: accrual at 28 days per year Beginning of year 25: accrual at 29 days per year Beginning of year 26: accrual at 30 days per year Sick Leave is accumulated at the rate of one day per month. There is no restriction on the amount of sick leave that can be accumulated and carried over to subsequent years. At retirement, an employee will be paid 35% of their unused, accumulated sick leave. Non-represented employees and employees in certain bargaining units will receive this benefit as a payment to a VEBA account, which pays for post-retirement health benefits on a pre-tax basis. Other leaves include: Bereavement leave (up to 3 days/year) Military leave Family medical leave King County medical leave Domestic violence leave Jury duty leave Organ donor leave Executive Leave (for eligible FLSA-exempt employees) NOTE: This is a general description of the benefits offered through employment with King County, and every effort has been made to ensure its accuracy. If any information on this document conflicts with the provisions of a collective bargaining agreement, the CBA prevails.
• Bus pass and other alternative transportation incentives Employee Assistance Program Making Life Easier Program
• Employee Assistance Program Making Life Easier Program
• Making Life Easier Program
• Medical Plan (choice of three plans effective 1/1/2018) Dental Plan Vision Plan Basic Life Insurance -- lump sum equal to $25,000 Basic Accidental Death and Dismemberment (AD&D) -- lump sum equal to $25,000 Basic Long Term Disability (LTD) -- replaces up to 60% of earnings (limited to $6,000/month) after 180-day waiting period Supplemental Life Insurance -- $25,000/$50,000/$75,000/$100,000 for yourself and 50% of your supplemental amount for your spouse/domestic partner, and $10,000 for each child Supplemental Accidental Death and Dismemberment (AD&D) coverage for employee and family -- $50,000 to $500,000 for yourself and 50% or 100% of your supplemental amount for your spouse/domestic partner, and 10% for each child Supplemental Long Term Disability (LTD) -- reduces waiting period to 90 days/increases monthly benefit (limited to $7,200/month) Deferred Compensation Plan (no employer match) -- IRS 457 Plan Credit Union membership Flexible Spending Accounts -- Health and Dependent Care HRA Voluntary Employee Beneficiary Association (VEBA) Trust upon retirement
• Dental Plan Vision Plan Basic Life Insurance -- lump sum equal to $25,000 Basic Accidental Death and Dismemberment (AD&D) -- lump sum equal to $25,000 Basic Long Term Disability (LTD) -- replaces up to 60% of earnings (limited to $6,000/month) after 180-day waiting period Supplemental Life Insurance -- $25,000/$50,000/$75,000/$100,000 for yourself and 50% of your supplemental amount for your spouse/domestic partner, and $10,000 for each child Supplemental Accidental Death and Dismemberment (AD&D) coverage for employee and family -- $50,000 to $500,000 for yourself and 50% or 100% of your supplemental amount for your spouse/domestic partner, and 10% for each child Supplemental Long Term Disability (LTD) -- reduces waiting period to 90 days/increases monthly benefit (limited to $7,200/month) Deferred Compensation Plan (no employer match) -- IRS 457 Plan Credit Union membership Flexible Spending Accounts -- Health and Dependent Care HRA Voluntary Employee Beneficiary Association (VEBA) Trust upon retirement
• Vision Plan Basic Life Insurance -- lump sum equal to $25,000 Basic Accidental Death and Dismemberment (AD&D) -- lump sum equal to $25,000 Basic Long Term Disability (LTD) -- replaces up to 60% of earnings (limited to $6,000/month) after 180-day waiting period Supplemental Life Insurance -- $25,000/$50,000/$75,000/$100,000 for yourself and 50% of your supplemental amount for your spouse/domestic partner, and $10,000 for each child Supplemental Accidental Death and Dismemberment (AD&D) coverage for employee and family -- $50,000 to $500,000 for yourself and 50% or 100% of your supplemental amount for your spouse/domestic partner, and 10% for each child Supplemental Long Term Disability (LTD) -- reduces waiting period to 90 days/increases monthly benefit (limited to $7,200/month) Deferred Compensation Plan (no employer match) -- IRS 457 Plan Credit Union membership Flexible Spending Accounts -- Health and Dependent Care HRA Voluntary Employee Beneficiary Association (VEBA) Trust upon retirement
• Basic Life Insurance -- lump sum equal to $25,000 Basic Accidental Death and Dismemberment (AD&D) -- lump sum equal to $25,000 Basic Long Term Disability (LTD) -- replaces up to 60% of earnings (limited to $6,000/month) after 180-day waiting period Supplemental Life Insurance -- $25,000/$50,000/$75,000/$100,000 for yourself and 50% of your supplemental amount for your spouse/domestic partner, and $10,000 for each child Supplemental Accidental Death and Dismemberment (AD&D) coverage for employee and family -- $50,000 to $500,000 for yourself and 50% or 100% of your supplemental amount for your spouse/domestic partner, and 10% for each child Supplemental Long Term Disability (LTD) -- reduces waiting period to 90 days/increases monthly benefit (limited to $7,200/month) Deferred Compensation Plan (no employer match) -- IRS 457 Plan Credit Union membership Flexible Spending Accounts -- Health and Dependent Care HRA Voluntary Employee Beneficiary Association (VEBA) Trust upon retirement
• Basic Accidental Death and Dismemberment (AD&D) -- lump sum equal to $25,000 Basic Long Term Disability (LTD) -- replaces up to 60% of earnings (limited to $6,000/month) after 180-day waiting period Supplemental Life Insurance -- $25,000/$50,000/$75,000/$100,000 for yourself and 50% of your supplemental amount for your spouse/domestic partner, and $10,000 for each child Supplemental Accidental Death and Dismemberment (AD&D) coverage for employee and family -- $50,000 to $500,000 for yourself and 50% or 100% of your supplemental amount for your spouse/domestic partner, and 10% for each child Supplemental Long Term Disability (LTD) -- reduces waiting period to 90 days/increases monthly benefit (limited to $7,200/month) Deferred Compensation Plan (no employer match) -- IRS 457 Plan Credit Union membership Flexible Spending Accounts -- Health and Dependent Care HRA Voluntary Employee Beneficiary Association (VEBA) Trust upon retirement
• Basic Long Term Disability (LTD) -- replaces up to 60% of earnings (limited to $6,000/month) after 180-day waiting period Supplemental Life Insurance -- $25,000/$50,000/$75,000/$100,000 for yourself and 50% of your supplemental amount for your spouse/domestic partner, and $10,000 for each child Supplemental Accidental Death and Dismemberment (AD&D) coverage for employee and family -- $50,000 to $500,000 for yourself and 50% or 100% of your supplemental amount for your spouse/domestic partner, and 10% for each child Supplemental Long Term Disability (LTD) -- reduces waiting period to 90 days/increases monthly benefit (limited to $7,200/month) Deferred Compensation Plan (no employer match) -- IRS 457 Plan Credit Union membership Flexible Spending Accounts -- Health and Dependent Care HRA Voluntary Employee Beneficiary Association (VEBA) Trust upon retirement
• Supplemental Life Insurance -- $25,000/$50,000/$75,000/$100,000 for yourself and 50% of your supplemental amount for your spouse/domestic partner, and $10,000 for each child Supplemental Accidental Death and Dismemberment (AD&D) coverage for employee and family -- $50,000 to $500,000 for yourself and 50% or 100% of your supplemental amount for your spouse/domestic partner, and 10% for each child Supplemental Long Term Disability (LTD) -- reduces waiting period to 90 days/increases monthly benefit (limited to $7,200/month) Deferred Compensation Plan (no employer match) -- IRS 457 Plan Credit Union membership Flexible Spending Accounts -- Health and Dependent Care HRA Voluntary Employee Beneficiary Association (VEBA) Trust upon retirement
• Supplemental Accidental Death and Dismemberment (AD&D) coverage for employee and family -- $50,000 to $500,000 for yourself and 50% or 100% of your supplemental amount for your spouse/domestic partner, and 10% for each child Supplemental Long Term Disability (LTD) -- reduces waiting period to 90 days/increases monthly benefit (limited to $7,200/month) Deferred Compensation Plan (no employer match) -- IRS 457 Plan Credit Union membership Flexible Spending Accounts -- Health and Dependent Care HRA Voluntary Employee Beneficiary Association (VEBA) Trust upon retirement
• Supplemental Long Term Disability (LTD) -- reduces waiting period to 90 days/increases monthly benefit (limited to $7,200/month) Deferred Compensation Plan (no employer match) -- IRS 457 Plan Credit Union membership Flexible Spending Accounts -- Health and Dependent Care HRA Voluntary Employee Beneficiary Association (VEBA) Trust upon retirement
• Deferred Compensation Plan (no employer match) -- IRS 457 Plan Credit Union membership Flexible Spending Accounts -- Health and Dependent Care HRA Voluntary Employee Beneficiary Association (VEBA) Trust upon retirement
• Credit Union membership Flexible Spending Accounts -- Health and Dependent Care HRA Voluntary Employee Beneficiary Association (VEBA) Trust upon retirement
• Flexible Spending Accounts -- Health and Dependent Care HRA Voluntary Employee Beneficiary Association (VEBA) Trust upon retirement
• HRA Voluntary Employee Beneficiary Association (VEBA) Trust upon retirement
• You select a work assignment of four or more hours during any pick through the calendar year. The start date and end of your Full Benefits eligibility depends on the time of year you pick the assignment of four or more hours. Contact King County Benefits for questions regarding your eligibility. You receive 1040 paid hours or more in the 26 pay periods ending with the pay period that includes June 30. You will be eligible for fully-paid benefits effective the following year beginning January 1 through December 31.
• You receive 1040 paid hours or more in the 26 pay periods ending with the pay period that includes June 30. You will be eligible for fully-paid benefits effective the following year beginning January 1 through December 31.
• Medical Plan (choice of three plans effective 1/1/2018) Dental Plan Vision Plan Basic Life Insurance -- lump sum equal to $25,000 Basic Accidental Death and Dismemberment (AD&D) -- lump sum equal to $25,000 Basic Long Term Disability (LTD) -- replaces up to 60% of earnings (limited to $6,000/month) after 180-day waiting period Bus pass and other alternative transportation incentives Employee Assistance Program Making Life Easier Program
• Dental Plan Vision Plan Basic Life Insurance -- lump sum equal to $25,000 Basic Accidental Death and Dismemberment (AD&D) -- lump sum equal to $25,000 Basic Long Term Disability (LTD) -- replaces up to 60% of earnings (limited to $6,000/month) after 180-day waiting period Bus pass and other alternative transportation incentives Employee Assistance Program Making Life Easier Program
• Vision Plan Basic Life Insurance -- lump sum equal to $25,000 Basic Accidental Death and Dismemberment (AD&D) -- lump sum equal to $25,000 Basic Long Term Disability (LTD) -- replaces up to 60% of earnings (limited to $6,000/month) after 180-day waiting period Bus pass and other alternative transportation incentives Employee Assistance Program Making Life Easier Program
• Basic Life Insurance -- lump sum equal to $25,000 Basic Accidental Death and Dismemberment (AD&D) -- lump sum equal to $25,000 Basic Long Term Disability (LTD) -- replaces up to 60% of earnings (limited to $6,000/month) after 180-day waiting period Bus pass and other alternative transportation incentives Employee Assistance Program Making Life Easier Program
• Basic Accidental Death and Dismemberment (AD&D) -- lump sum equal to $25,000 Basic Long Term Disability (LTD) -- replaces up to 60% of earnings (limited to $6,000/month) after 180-day waiting period Bus pass and other alternative transportation incentives Employee Assistance Program Making Life Easier Program
• Basic Long Term Disability (LTD) -- replaces up to 60% of earnings (limited to $6,000/month) after 180-day waiting period Bus pass and other alternative transportation incentives Employee Assistance Program Making Life Easier Program
• Supplemental Life Insurance -- $25,000/$50,000/$75,000/$100,000 for yourself and 50% of your supplemental amount for your spouse/domestic partner, and $10,000 for each child Supplemental Accidental Death and Dismemberment (AD&D) coverage for employee and family -- $50,000 to $500,000 for yourself and 50% or 100% of your supplemental amount for your spouse/domestic partner, and10% for each child Supplemental Long Term Disability (LTD) -- reduces waiting period to 90 days/increases monthly benefit (limited to $7,200/month) Deferred Compensation Plan (no employer match) -- IRS 457 Plan Credit Union membership Flexible Spending Accounts -- Health and Dependent Care HRA Voluntary Employee Beneficiary Association (VEBA) Trust upon retirement
• Supplemental Accidental Death and Dismemberment (AD&D) coverage for employee and family -- $50,000 to $500,000 for yourself and 50% or 100% of your supplemental amount for your spouse/domestic partner, and10% for each child Supplemental Long Term Disability (LTD) -- reduces waiting period to 90 days/increases monthly benefit (limited to $7,200/month) Deferred Compensation Plan (no employer match) -- IRS 457 Plan Credit Union membership Flexible Spending Accounts -- Health and Dependent Care HRA Voluntary Employee Beneficiary Association (VEBA) Trust upon retirement
• Hire date through end of year 5: accrual at 12 days per year (available after first 6 months of employment) Beginning of year 6: accrual at 15 days per year Beginning of year 9: accrual at 16 days per year Beginning of year 11: accrual at 20 days per year Beginning of year 17: accrual at 21 days per year Beginning of year 18: accrual at 22 days per year Beginning of year 19: accrual at 23 days per year Beginning of year 20: accrual at 24 days per year Beginning of year 21: accrual at 25 days per year Beginning of year 22: accrual at 26 days per year Beginning of year 23: accrual at 27 days per year Beginning of year 24: accrual at 28 days per year Beginning of year 25: accrual at 29 days per year Beginning of year 26: accrual at 30 days per year
• Beginning of year 6: accrual at 15 days per year Beginning of year 9: accrual at 16 days per year Beginning of year 11: accrual at 20 days per year Beginning of year 17: accrual at 21 days per year Beginning of year 18: accrual at 22 days per year Beginning of year 19: accrual at 23 days per year Beginning of year 20: accrual at 24 days per year Beginning of year 21: accrual at 25 days per year Beginning of year 22: accrual at 26 days per year Beginning of year 23: accrual at 27 days per year Beginning of year 24: accrual at 28 days per year Beginning of year 25: accrual at 29 days per year Beginning of year 26: accrual at 30 days per year
• Beginning of year 9: accrual at 16 days per year Beginning of year 11: accrual at 20 days per year Beginning of year 17: accrual at 21 days per year Beginning of year 18: accrual at 22 days per year Beginning of year 19: accrual at 23 days per year Beginning of year 20: accrual at 24 days per year Beginning of year 21: accrual at 25 days per year Beginning of year 22: accrual at 26 days per year Beginning of year 23: accrual at 27 days per year Beginning of year 24: accrual at 28 days per year Beginning of year 25: accrual at 29 days per year Beginning of year 26: accrual at 30 days per year
• Beginning of year 11: accrual at 20 days per year Beginning of year 17: accrual at 21 days per year Beginning of year 18: accrual at 22 days per year Beginning of year 19: accrual at 23 days per year Beginning of year 20: accrual at 24 days per year Beginning of year 21: accrual at 25 days per year Beginning of year 22: accrual at 26 days per year Beginning of year 23: accrual at 27 days per year Beginning of year 24: accrual at 28 days per year Beginning of year 25: accrual at 29 days per year Beginning of year 26: accrual at 30 days per year
• Beginning of year 17: accrual at 21 days per year Beginning of year 18: accrual at 22 days per year Beginning of year 19: accrual at 23 days per year Beginning of year 20: accrual at 24 days per year Beginning of year 21: accrual at 25 days per year Beginning of year 22: accrual at 26 days per year Beginning of year 23: accrual at 27 days per year Beginning of year 24: accrual at 28 days per year Beginning of year 25: accrual at 29 days per year Beginning of year 26: accrual at 30 days per year
• Beginning of year 18: accrual at 22 days per year Beginning of year 19: accrual at 23 days per year Beginning of year 20: accrual at 24 days per year Beginning of year 21: accrual at 25 days per year Beginning of year 22: accrual at 26 days per year Beginning of year 23: accrual at 27 days per year Beginning of year 24: accrual at 28 days per year Beginning of year 25: accrual at 29 days per year Beginning of year 26: accrual at 30 days per year
• Beginning of year 19: accrual at 23 days per year Beginning of year 20: accrual at 24 days per year Beginning of year 21: accrual at 25 days per year Beginning of year 22: accrual at 26 days per year Beginning of year 23: accrual at 27 days per year Beginning of year 24: accrual at 28 days per year Beginning of year 25: accrual at 29 days per year Beginning of year 26: accrual at 30 days per year
• Beginning of year 20: accrual at 24 days per year Beginning of year 21: accrual at 25 days per year Beginning of year 22: accrual at 26 days per year Beginning of year 23: accrual at 27 days per year Beginning of year 24: accrual at 28 days per year Beginning of year 25: accrual at 29 days per year Beginning of year 26: accrual at 30 days per year
• Beginning of year 21: accrual at 25 days per year Beginning of year 22: accrual at 26 days per year Beginning of year 23: accrual at 27 days per year Beginning of year 24: accrual at 28 days per year Beginning of year 25: accrual at 29 days per year Beginning of year 26: accrual at 30 days per year
• Beginning of year 22: accrual at 26 days per year Beginning of year 23: accrual at 27 days per year Beginning of year 24: accrual at 28 days per year Beginning of year 25: accrual at 29 days per year Beginning of year 26: accrual at 30 days per year
• Beginning of year 23: accrual at 27 days per year Beginning of year 24: accrual at 28 days per year Beginning of year 25: accrual at 29 days per year Beginning of year 26: accrual at 30 days per year
• Beginning of year 24: accrual at 28 days per year Beginning of year 25: accrual at 29 days per year Beginning of year 26: accrual at 30 days per year
• Beginning of year 25: accrual at 29 days per year Beginning of year 26: accrual at 30 days per year
• Beginning of year 26: accrual at 30 days per year
• Bereavement leave (up to 3 days/year) Military leave Family medical leave King County medical leave Domestic violence leave Jury duty leave Organ donor leave Executive Leave (for eligible FLSA-exempt employees)
• Military leave Family medical leave King County medical leave Domestic violence leave Jury duty leave Organ donor leave Executive Leave (for eligible FLSA-exempt employees)
• Family medical leave King County medical leave Domestic violence leave Jury duty leave Organ donor leave Executive Leave (for eligible FLSA-exempt employees)
• King County medical leave Domestic violence leave Jury duty leave Organ donor leave Executive Leave (for eligible FLSA-exempt employees)
• Domestic violence leave Jury duty leave Organ donor leave Executive Leave (for eligible FLSA-exempt employees)
• Jury duty leave Organ donor leave Executive Leave (for eligible FLSA-exempt employees)
• Organ donor leave Executive Leave (for eligible FLSA-exempt employees)
• Executive Leave (for eligible FLSA-exempt employees)

Supplemental Questions