Text FAQs

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Like most Fire Departments in the metropolitan area, we are often asked questions about salaries and benefits for District Members.  Here is some of the information we give out on a regular basis.

Residency requirements:  There are no residency requirements for employment with the District.

Health Insurance:  Currently, the District is served by United Healthcare Choice; we have an HRA Plan.  We have 3 different plans.  Employees can choose either SINGLE coverage, 1 + 1 coverage (spousal coverage or parent/child coverage), or FAMILY coverage. The District pays 75% of the premium and the employee pays the remaining 25% of the premium.  The calendar year for our health insurance begins each July.

Dental Insurance:  Currently, the District is served by Cigna Dental.  We only have HMO coverage at this time.  We have 3 different plans--employees can choose either SINGLE coverage, 1 + 1 coverage (spousal coverage or parent/child coverage), or FAMILY coverage. The employee pays the entire premium.  The calendar year for our health insurance begins each July.

Salary schedule:  The District does not have salary ranges.  All employees at a certain rank gross the same base wage.  Differences in gross pay come from incentive pay and longevity pay. 

Incentive pay/College incentive:  Prior to 1995, the District gave employees additional funds for furthering their educations.  Those funds are paid on a semi-monthly basis.  After 1995, the District began paying for the education of its employees--provided the classes are pre-approved and that the employee's grades meet the standards set down in policy.  The District now pays 100% of tuition and books.

Longevity pay:  At 5 years, employees earn an additional $25 per month; at 10 years, an additional $10 is added for a total of $35 per month; at 15 years, an additional $15 is added for a total of $50 per month; at 20 years, an additional $20 is added for a total of $70 per month; at 25 years, an additional $25 is added for a total of $95 per month; and at 30 years, an additional $30 is added for a total of $125 per month.  Funds for longevity pay are paid on a semi-monthly basis.

Military leave:  The District complies with USERRA (Uniformed Services Employment and Reemployment Rights Act).  Advance notice of military leave of absence must be given to the on-duty Battalion Chief unless advance notice is impossible, unreasonable, or precluded by military necessity.  Military leave will be unpaid except for the 120 hours per year (for Fire Protection personnel) or the 80 hours per year (for Regular and Staff employees) allowed by District policy.  Employees may elect to use accrued vacation benefits during unpaid military leave. 

An employee absent from work for uniformed service will have the right to reemployment if certain conditions are met:  the cumulative period of service did not exceed five years (or any long period of time as required by USERRA); the employee was not released from military service under dishonorable or other punitive conditions; and the employee reports back to work within specified time frames (for service less than 31 days--on the next scheduled shift after release, taking into account travel home plus and 8 hour rest period; for service of 31 to 180 days--within 14 days after release from service; and for service of more than 180 days--within 90 days after release from service).  Generally, the employee will be reemployed in the position he/she left (at the same rate of pay).  If the employee is no longer qualified, he/she will be reemployed in an alternative position as require by USERRA.  A reinstated employee will be entitled to the seniority he/she had on the date military leave commenced plus any additional seniority the employee would have attained. 

Upon reinstatement, service credit for vesting in retirement pay will accrue.  KPERS will be advised and the Optional life benefits will be reinstated with no waiting period. 

An employee on military leave of less than 31 days may maintain health insurance coverage.  An employee on military leave of 31 days of more may elect to continue health insurance under COBRA at their own expense for up to 18 months.  All health insurance benefits will return once the employee returns.  Any service related injuries or illnesses may be excluded by the insurance company.