In this summary, we are providing general information, which will be helpful to you in evaluating the City of Doral as your premier place to work. If you have questions concerning a specific item or interpretation, please feel free to contact Human Resources at (305) 593-6760.
Employment Benefits for Administrative Employees
The City of Doral offers the following benefits to full-time employees:
Equal Opportunity Employer
The City of Doral is an equal opportunity employer.
Smoke Free/Drug Free Workplace
The City of Doral maintains a smoke free and drug free workplace.
The following employees are classified by the City as "Administrative Salaries" for purposes of the State of Florida Uniform Accounting Code: City Manager, Assistant City Manager, Building Director, Code Compliance Director, Planning Director, Parks & Recreation Director, Human Resources Director, Public Works Director, Finance Director, Information Technology Director, City Clerk, Administrative Aide to the Mayor and Police Chief. These employees will be referred to as "Administrative Employees" for purposes of this section and the Employee Manual.
The City of Doral observes 11 paid holidays per year. In addition, employees receive two personal days. The personal days must be used before the end of the fiscal year. Administrative employees may choose to bank holiday time worked on an hour for hour basis with no cap on leave accrued.
Administrative Employees shall be paid for the designated holidays as provided in Section 9.1 of the Employee Policies and Procedures Manual. Administrative Employees who are scheduled to work on the designated holiday may take an alternative day off from work during the same month in which the holiday occurred or alternatively, they may bank the holiday time and there shall be no limit on holiday hours accrued.
Paid Time Off
Administrative Employees do not accrue sick leave or annual vacation leave. Administrative Employees accrue paid time off (PTO) that can be used for any reason without accrual limits.
Administrative Employees shall start with forty (40) hours of PTO on their date of hire. Forty (40) hours of PTO shall be added to the Administrative Employee's PTO balance on the anniversary of the employee's hire date every year thereafter. Additionally, Administrative Employees accrue PTO on a bi-weekly basis at the following rates:
Years of Service
Maximum Days Per Year
Maximum Hours Per Year
200 (including 40 hours credited on anniversary date)
240 (including 40 hours credited on anniversary date)
10 or more
280 (including 40 hours credited on anniversary date)
PTO shall not be earned or accrued by an Administrative Employee during an unpaid leave of absence, suspension, or when the employee is otherwise on a non-pay status.
In the event that an employee in a job classification earning sick and vacation time is promoted to the classification of director/department head, the employee's accrued vacation and sick time shall be converted to PTO.
PTO Payment Program
An Administrative Employee may elect to be paid for accrued, unused PTO up to a maximum of 200 hours per year, provided that the employee maintains a minimum of one (1) full workweek of PTO (based on the employee's regular work schedule) in his or her PTO balance. An Administrative Employee may also elect not to be paid for accrued, unused PTO and instead, maintain it in his or her PTO balance.
The City requires that each employee make an annual election either to be paid for accrued PTO (and the number of hours) or to maintain accrued PTO in the employee's PTO balance. The election must be made in the year before the employee accrues the PTO and the election will be irrevocable, except for financial hardship circumstances of the employee as determined by the City Manager, except that the Assistant City Manager will be responsible for the determination of a financial hardship request by the City Manager. If the employee does not make a timely election, the City will consider the employee to have elected not to be paid for accrued PTO.
An Administrative Employee who elects to be paid for accrued PTO will be paid at his or her current rate of pay on the date of the payout, less applicable taxes and other authorized deductions. The PTO payment program is subject to budget restrictions and may not be available in certain years.
Accrued Leave Payout Program Upon Separation
Upon separation from employment, Administrative Employees employed by the City for five (5) or more continuous years will be paid up to 200 hours per category of their accrued PTO and holiday time. The maximum number of hours paid shall not exceed 400 hours.
At the City Manager's discretion, Administrative Employees may be provided a vehicle allowance or a take-home vehicle.
Retirement Benefits For Police Chief
The terms of the retirement benefits for the Police Chief are set forth in Policy No. 10.8 of the Employee Policy's and Procedures Manual.
Retirement Benefits For All Other Administrative Staff
Employees shall participate in the City's 401a retirement plan administered through ICMA. The plan requires employees to contribute a mandatory six percent (6%) of their base pay while the City contributes twelve percent (12%) of the employee's base pay.
457 Supplemental Plan
The City of Doral has a voluntary deferred compensation pension program available with ICMA where the employee can make contributions to their retirement. The City does not make any contributions to this plan.
Health Care Benefits
All Healthcare benefits for all employees are effective on the first of the month following 30 days of full-time employment. The City offers HMO, POS, and a High Deductible Health plan with a Health Savings Account.
The City of Doral offers a PPO dental insurance plan.
The City of Doral offers voluntary vision care benefits.
Life, Short-term and Long-term Disability
The City of Doral will cover your life insurance at the rate of three (3) times the employee's annual salary up to a maximum of $500,000.00. In addition, the City offers both short-term and long-term disability plans which act as income protection plans.
The City offers the Educational Reimbursement Program (ERP) established to provide educational assistance to full-time employees participating in training or educational programs designed to strengthen their abilities, which in turn directly benefit the City. The City will pay the State tuition rate to its members based on the letter grade obtained for each class.