concerns) are encouraged to contact the EAP provider. There are no charges for visits to EAP counselors.

All inquiries to or contacts with EAP personnel are kept strictly confidential by that organization. No specific client information may be disclosed to the City, except that State Law requires the EAP provider to disclose an employee/client's intention to take someone's life or instances of child abuse.

In some instances, a supervisor may refer an employee to the EAP provider if the employee is experiencing performance or behavior problems that indicate such help may be needed. To the extent a problem is identified, the employee may be required to attend further counseling sessions until such time as the EAP provider releases the employee.

If the EAP provider recommends that specialized care or counseling beyond that available through this program is necessary, coverage for the cost of such extra services may be available through the City's health insurance program.

Section 11.2 - Cafeteria Plan. Regular full-time employees are eligible to participate through payroll deduction in a Section 125 Cafeteria Plan after completing six (6) months of employment. The Plan provides medical reimbursement and dependent care accounts in which employees can use pre-tax dollars to pay for qualified medical and dependent care expenses. The amounts set aside in the accounts are not subject to Federal income tax withholding. Additional information and enrollment forms are available through the Personnel Department.

Section 11.3 – Deferred Compensation Plan. Regular full-time and part-time employees may participate through payroll deduction in available deferred compensation plans which offer an array of investment and tax savings opportunities. Details may be obtained through the Personnel Department.

Section 11.4 – Service Awards. In order to formally recognize the faithful service of long-term employees, the City has a Service Award Program to commemorate certain longevity milestones. Awards are provided in 5-year increments and are presented during a biennial luncheon.

ARTICLE 12– SEPARATION

Section 12.1 – Resignation: An employee may resign (as defined in Section 2.13) from the City in good standing at any time by addressing a letter of resignation to the City Manager with a copy to his or her immediate Supervisor, Department Head and the Personnel Officer at least two (2) weeks prior to his or her departure. The City Manager may authorize the resignation of an employee with fewer than two (2) weeks’ notice if there are justifiable reasons to waive this requirement. Department Heads should, except under extraordinary circumstances, provide the City Manager at least four (4) weeks notice prior to his or her departure.

Employees who comply with this provision will be entitled to receive payment for any unused accumulated vacation on the basis of one day's pay for each day of vacation so accumulated.