Utilities Journeyman Lineworker

About the Department

Join the City of Stoughton as a Journeyman Lineman

Schedule & Standby Details

• Includes rotating standby duty with additional compensation
• During standby weeks, you’ll respond to after-hours electrical calls*
• Occasional assistance may be requested outside of your standby rotation during major events
• Stoughton Utilities maintains a low volume of standby calls due to proactive maintenance and system reliability
• This is an Essential Position —you may be called in during citywide emergencies
• We’re seeking a self-motivated, responsible individual who thrives in a team environment. This role involves:
• Electrical distribution line construction, maintenance, and repair
• Working in the field for extended periods
• Accessing work areas via foot, ladder, or elevated platforms
• Performing duties in varying and sometimes hazardous environmental conditions

Core Duties and Responsibilities

• The following duties are the primary duties of this position, but do not compose an exclusive or all-encompassing list of duties. Other duties may be assigned or required to achieve the primary objectives of this position. Operates diggers, bucket trucks, and hand tools near and around electrical distribution lines. Operates live-line tools to connect and disconnect distribution lines and components. Operates and maintains the electric SCADA system. Prepares work sites. Erects warning signs and secures areas. Maintains knowledge of and implements safety procedures. Locates underground electric cable faults for repair. Installs primary and secondary overhead and underground electrical systems. Participates in on-call status for emergencies. Plans and directs on-site maintenance/repair tasks. Recommends on-site operational changes. Contacts customers regarding temporary power outages, tree trimming operations, and possible damage. Assists with public education and performs Wires and Fires demonstrations. Repairs and maintains street lights. Performs routine vehicle maintenance. Trims trees and removes and chips brush. Operates loaders, backhoes, dump trucks, jack hammers, wood chippers, chain saws, cutting torch, and welders. Reconnects meters and transfers meters. Receives and responds to customer inquiries and complaints and performs corrective action in response to customer inquiries and complaints. Completes and maintains work orders, staking sheets, outage reports, time sheets, etc. Maintains records and prepares reports as required. Completes weekly/monthly substation readings and inspection reports. Recommends material purchases and maintains material inventories. Provide leadership/training to the Apprentice Lineman. Complies with all Stoughton Utilities Safety programs. While the following tasks are necessary for the work of the unit, they are not an essential part of the purpose of this position and may also be performed by other unit members. Maintains Stoughton Municipal Utilities facilities. Assists the electric, wastewater, and water divisions as required. Paints surfaces. Removes ice and snow from walkways and drives.
• Operates diggers, bucket trucks, and hand tools near and around electrical distribution lines. Operates live-line tools to connect and disconnect distribution lines and components.
• Operates and maintains the electric SCADA system.
• Prepares work sites. Erects warning signs and secures areas. Maintains knowledge of and implements safety procedures.
• Locates underground electric cable faults for repair.
• Installs primary and secondary overhead and underground electrical systems.
• Participates in on-call status for emergencies.
• Plans and directs on-site maintenance/repair tasks. Recommends on-site operational changes.
• Contacts customers regarding temporary power outages, tree trimming operations, and possible damage.
• Assists with public education and performs Wires and Fires demonstrations.
• Repairs and maintains street lights.
• Performs routine vehicle maintenance.
• Trims trees and removes and chips brush.
• Operates loaders, backhoes, dump trucks, jack hammers, wood chippers, chain saws, cutting torch, and welders.
• Reconnects meters and transfers meters.
• Receives and responds to customer inquiries and complaints and performs corrective action in response to customer inquiries and complaints.
• Completes and maintains work orders, staking sheets, outage reports, time sheets, etc.
• Maintains records and prepares reports as required.
• Completes weekly/monthly substation readings and inspection reports.
• Recommends material purchases and maintains material inventories.
• Provide leadership/training to the Apprentice Lineman.
• Complies with all Stoughton Utilities Safety programs.
• Maintains Stoughton Municipal Utilities facilities.
• Assists the electric, wastewater, and water divisions as required.
• Paints surfaces.
• Removes ice and snow from walkways and drives.

Minimum Qualifications

• Education/Training/Certifications High School diploma or equivalent is required. Completion of a four-year electrical lineman apprenticeship, or any combination of education and experience that provides equivalent knowledge, skills, and abilities. Valid Wisconsin Driver’s license. CDL license with tanker and airbrake certification is required. Also required are certifications in CPR, first aid, Hilti gun, and forklift certification. Must pass a background check, driver’s license check, pre-employment physical, and drug screen.
• High School diploma or equivalent is required.
• Completion of a four-year electrical lineman apprenticeship, or any combination of education and experience that provides equivalent knowledge, skills, and abilities.
• Valid Wisconsin Driver’s license.
• CDL license with tanker and airbrake certification is required.
• Also required are certifications in CPR, first aid, Hilti gun, and forklift certification.
• Must pass a background check, driver’s license check, pre-employment physical, and drug screen.

Language Skills and Interpersonal Communication

• Ability to analyze and categorize data and information in order to determine the relationship of the data with reference to established criteria/standards. Ability to compare, count, differentiate, measure and/or sort data; assemble, copy, record and transcribe data and information. Ability to classify, compute, and tabulate data. Ability to explain, demonstrate and clarify to others within well-established policies, procedures, and standards, as well as the ability to follow specific instructions and respond to simple requests from others. Ability to utilize a variety of advisory data and information such as work orders, staking sheets, maps, outage reports, hazardous materials lists, safety manuals and procedures, construction specifications, transformer manuals, PCB manual, time sheets, vehicle logs, accident reports, technical operating manuals, procedures, and guidelines. Ability to communicate effectively with customers, co-workers, law enforcement personnel, electricians, contractors, tree trimmers and other city employees. Mathematical Skills Ability to add, subtract, multiply, divide, calculate percentages, fractions, and decimals. Judgment and Situational Reasoning Ability Ability to use functional reasoning and apply rational judgment in performing diversified work activities. Ability to exercise the judgment, decisiveness, and creativity required in situations involving the evaluation of information against sensory and/or judgmental criteria. Physical and Mental Abilities Required to Perform Essential Position Functions Ability to operate equipment and machinery requiring multiple conditions and making multiple, complex and rapid adjustments, such as Hilti gun, Ampact tool, bucket truck, digger derrick, hooks and belts, air hammers, census, dump truck, wood chipper, forklift, loaders, backhoes, cutting torch, welder, volt meter, hot sticks, extension sticks, hoists and blocks, phasing tool, cable locator, bolt cutters, winches, mechanic's hand tools, carpenter hand tools, slings, hand lines, impact tools, grinders, etc. Ability to repair complex equipment and machinery. Ability to coordinate eyes, hands, feet and limbs in performing skilled movements involved in repair. Ability to exert heavy physical effort in moderate to heavy work, typically involving some combination of climbing and balancing, stooping, kneeling, crouching and crawling, lifting, carrying, pushing and pulling up to 100 pounds. Ability to recognize and identify harmonious or contrasting combinations, as well as recognize individual characteristics of colors, forms, sounds, odors and textures associated with job-related objects, materials, and ingredients. Environmental Adaptability Ability to work under unsafe and uncomfortable conditions where exposure to environmental factors such as temperature variations, odors, toxic agents, noise, vibrations, wetness, machinery, disease, electrical currents, vehicular traffic and/or dust can cause discomfort and where there is risk of serious injury.
• Ability to analyze and categorize data and information in order to determine the relationship of the data with reference to established criteria/standards. Ability to compare, count, differentiate, measure and/or sort data; assemble, copy, record and transcribe data and information. Ability to classify, compute, and tabulate data.
• Ability to explain, demonstrate and clarify to others within well-established policies, procedures, and standards, as well as the ability to follow specific instructions and respond to simple requests from others.
• Ability to utilize a variety of advisory data and information such as work orders, staking sheets, maps, outage reports, hazardous materials lists, safety manuals and procedures, construction specifications, transformer manuals, PCB manual, time sheets, vehicle logs, accident reports, technical operating manuals, procedures, and guidelines.
• Ability to communicate effectively with customers, co-workers, law enforcement personnel, electricians, contractors, tree trimmers and other city employees.
• Ability to add, subtract, multiply, divide, calculate percentages, fractions, and decimals.
• Ability to use functional reasoning and apply rational judgment in performing diversified work activities.
• Ability to exercise the judgment, decisiveness, and creativity required in situations involving the evaluation of information against sensory and/or judgmental criteria.
• Ability to operate equipment and machinery requiring multiple conditions and making multiple, complex and rapid adjustments, such as Hilti gun, Ampact tool, bucket truck, digger derrick, hooks and belts, air hammers, census, dump truck, wood chipper, forklift, loaders, backhoes, cutting torch, welder, volt meter, hot sticks, extension sticks, hoists and blocks, phasing tool, cable locator, bolt cutters, winches, mechanic's hand tools, carpenter hand tools, slings, hand lines, impact tools, grinders, etc. Ability to repair complex equipment and machinery.
• Ability to coordinate eyes, hands, feet and limbs in performing skilled movements involved in repair.
• Ability to exert heavy physical effort in moderate to heavy work, typically involving some combination of climbing and balancing, stooping, kneeling, crouching and crawling, lifting, carrying, pushing and pulling up to 100 pounds.
• Ability to recognize and identify harmonious or contrasting combinations, as well as recognize individual characteristics of colors, forms, sounds, odors and textures associated with job-related objects, materials, and ingredients.
• Ability to work under unsafe and uncomfortable conditions where exposure to environmental factors such as temperature variations, odors, toxic agents, noise, vibrations, wetness, machinery, disease, electrical currents, vehicular traffic and/or dust can cause discomfort and where there is risk of serious injury.

Benefits

• FULL-TIME BENEFITS: 32+ Hours per Week Effective 1-1-2026 The following benefits are offered to regular full-time (32+ hours per week/1664+ annual hours minimum) employees. Please note that this is a summary, and benefits are not guaranteed. Review the GHC HMO Summary of Benefits and Coverage (SBC) document for coverage details or contact GHC directly. HEALTH INSURANCE Coverage is effective the day after hire; premiums are deducted monthly from the 1st payroll of the month. GHC HMO - benefits listed for in-network providers only. Employee responsibility toward monthly premium:Family $75.26Employee & Spouse $50.99Employee & Child(ren) $44.91Single $24.27 GHC PPO – This plan is available exclusively to employees who do not have any GHC locations in their area. Employee responsibility toward monthly premium:Family $101.60Employee & Spouse $68.81Employee & Child(ren) $60.62Single $32.79 In-Network Provider Coverage ONLY - See SBC for details Deductibles are $500/single - $1,000/family $0 co-pay for preventative services $30 co-pay on office visits $30 co-pay on urgent care visits $100 co-pay on emergency room visits (co-pay waived if admitted to hospital) Prescription drug co-pays: $10/Tier 1 $35/Tier 2 $60/Tier 3 $200 Specialty drugs $5 RX Outcomes Out of Pocket Limit $2850 Single/ $5700 Family Note: Employee out-of-pocket qualified medical expenses can be run through the flexible spending plan (Section 125), which is managed through Employee Benefits Corporation (EBC). Enrollment into this plan occurs only during annual enrollment, which is November/December. DENTAL INSURANCE Coverage is effective the day after hire. The City covers 100% of the premium for dental coverage. Note: Full-time employees pay no portion of the dental premium . Delta Dental benefits listed for in-network providers only Delta Dental In-Network Coverage: There is no deductible for dental coverage. Per person, per benefit accumulation period is $1,000. Diagnostic and preventive procedures are paid at 100%; Basic restorative procedures are paid at 80%; Major restorative procedures are paid at 50%; Orthodontic procedures are paid at 0%. Check Up Plus - lets you obtain diagnostic and preventive services – including examinations, X-rays, regular cleanings, and other related treatments without the costs of those services applying to your individual annual maximum. The full value of your annual maximum is applied to the benefits you receive for base and major restorative services. RETIREMENT Provider: Wisconsin Retirement System (WRS) The 2026 Wisconsin Retirement Rate is 14.40% for general employees. The employer and employee shares are equal at 7.20% each. The 2026 Wisconsin Retirement Rate is 22.00% for protective employees. The employer share is 14.80% and the employee share is 7.20%. Eligibility to Participate- from the ETF Your Benefit Handbook (ET-2119) Rev10/13 Depending on when you began your job, your job will have to meet one of these two standards for it to be covered under the WRS. One-third standard -- A position that is subject to the one-third standard meets WRS participation standards if you are expected to work at least one-third of full-time (600 hours for non-teaching employees) for at least one year from date of hire. You will remain eligible even if your job subsequently drops below one-third. Two-thirds standard -- A position that is subject to the two-thirds standard meets WRS participation standards if you are expected to work at least two-thirds full-time (1200 hours for non-teaching employees) for at least one year from date of hire. You will remain eligible even if your job subsequently drops below two-thirds. If you were a continuing employee as of July 1, 2011, your job must meet the one-third standard. You will remain eligible even if your job subsequently drops below one-third. If you were hired after July 1, 2011: If you were a participating employee before July 1, 2011, left WRS service, and did not take A separation benefit, and are now returning in a new job, your job must meet the one-third standard. If you were a participating employee before July 1, 2011, left WRS service, took a separation benefit, and are now returning in a new job, your job must meet the two-thirds standard. If you were not a participating employee before July 1, 2011, your job must meet the two-thirds standard.* If you are not expected to meet these eligibility criteria when you are hired, you will not be enrolled in the WRS at that time. However, if you subsequently work at least 12 months, and in any 12-month period you meet the hours' requirement, you are prospectively enrolled in the WRS. In this situation, your WRS coverage is not retroactive. WRS Mandatory Employee Contributions If your employment is eligible to be covered under the WRS, you must make employee-required contributions. These contributions are credited to your individual WRS account. These contributions are vested immediately. Your contributions are calculated as a percentage of your WRS earnings. The contribution rates are different for each WRS employment category. The rates generally change from year to year based on the recommendation of the consulting actuary. Your employer may have agreed to pay part or all of your employee-required WRS contributions on your behalf, pursuant to a contract or collective bargaining agreement entered into prior to June 29, 2011. In addition, certain employees retained the right to bargain with their employers after that date over who will pay the employee-required contributions. Please contact Human Resources for more information. GROUP LIFE INSURANCE Provider: Employee Trust Funds (ETF)/Securian The city pays for the basic premium: Premium based on salary and age. Each employee will receive $1,000 insurance for each portion of $1,000 in earnings the previous year. Eligibility: First of the month following 30 days of employment (timely enrollment-within 30 days from hire). No evidence of insurability required if the employee files within 30 days from date of hire. Coverage for spouse/dependent and additional units is available, as an employee deduction. INCOME CONTINUATION INSURANCE Provider: Employee Trust Funds (ETF) The city provides the 90-day waiting period without cost to the employee. The 60 or 30-day waiting period is available with the employee paying the cost of the difference between the 90-day waiting period and the period selected. Eligibility: First of the month following 30 days of employment (timely enrollment-within 30 days from hire). ACCIDENTAL DEATH & DISMEMBERMENT Provider Employee Trust Funds (ETF) Coverage is equal to the total amount of your group life insurance under the basic, supplemental and additional coverages. See The Wisconsin Public Employers Group Life Insurance Program Booklet ET-2101 Rev 1/2016 for further details. VACATION 2 weeks + 3 days at hire and less than 4 full years of service (104 hours) 3 weeks + 3 days after 4 full years of service (144 hours) 4 weeks + 3 days after 9 full years of service (184 hours) 4 weeks + 4 days after 10 full years of service (192 hours) 4 weeks + 5 days after 11 full years of service (200 hours) 4 weeks + 6 days after 12 full years of service (208 hours) 4 weeks + 7 days after 13 full years of service (216 hours) 4 weeks + 8 days after 14 full years of service (224 hours) *Vacation is effective as of January 1st each year* **Union-represented Police employees and Dispatchers have a separate vacation schedule. SICK LEAVE is earned per month based on normally scheduled hours per day (i.e. 8 8-hour day earns 8 hours per month – 5-hour day earns 5 hours per month). LENGTH OF SERVICE PAYMENT (longevity) The first length of service payment is $150.00 (for a 40-hour-per-week employee) after the employee has completed three full years of continuous full-time City employment prior to December 1 of the calendar year in which the payment is made. Subsequent length of service payments are increased by $50 for each additional year of continuous full-time employment. This amount is prorated for employees working less than a 40-hour week. HOLIDAYS Employee is eligible for the listed paid holidays (in the Work Rules) based on the employee's normal scheduled hours of work per week. FUNERAL LEAVE Employee may take up to three (3) days for a death in the family based on the employee's normal scheduled hours of work per week (family is defined in the Work Rules). 8 hours scheduled = 8 hours funeral leave per day, 6-hour regular day = 6 hours funeral leave per day. HEALTH CLUB MEMBERSHIP Employees are eligible for a free membership to Anytime Fitness. Anytime also offers spouse and family discounts to City of Stoughton employees’ families that reside in the same household. See the City of Stoughton Employee Health Club Membership Flyer in your new hire orientation packet. *This is not a guaranteed benefit and is subject to change at any time. OTHER BENEFITS AVAILABLE The following benefits are available to employees and are 100% employee-paid if elected. These insurances are offered to complement our existing benefits package and to offer the group rates to all benefit-eligible employees. Flexible Spending (EBC) As stated above, eligibility for this benefit is only during annual enrollment in November/December for the next calendar year. AFLAC Short Term Disability, Accident, Cancer, etc. Legal Shield Legal advice and/ or ID Theft. Delta Vision (EyeMed ) Vision Coverage. T-Mobile Disclosure: Please note that this document serves as an overview and in no way should be used to determine coverage. Please refer to your plan documents and or contact the carrier for coverage, out-of-pocket expenses, co-pays, and insured amounts. This document is subject to change at any time and by no means serves as or is intended to serve as a contract.

FULL-TIME BENEFITS: 32+ Hours per Week

• Effective 1-1-2026 The following benefits are offered to regular full-time (32+ hours per week/1664+ annual hours minimum) employees. Please note that this is a summary, and benefits are not guaranteed. Review the GHC HMO Summary of Benefits and Coverage (SBC) document for coverage details or contact GHC directly. HEALTH INSURANCE Coverage is effective the day after hire; premiums are deducted monthly from the 1st payroll of the month. GHC HMO - benefits listed for in-network providers only. Employee responsibility toward monthly premium:Family $75.26Employee & Spouse $50.99Employee & Child(ren) $44.91Single $24.27

GHC PPO – This plan is available exclusively to employees who do not have any GHC locations in their area.

• Employee responsibility toward monthly premium:Family $101.60Employee & Spouse $68.81Employee & Child(ren) $60.62Single $32.79 In-Network Provider Coverage ONLY - See SBC for details Deductibles are $500/single - $1,000/family $0 co-pay for preventative services $30 co-pay on office visits $30 co-pay on urgent care visits $100 co-pay on emergency room visits (co-pay waived if admitted to hospital) Prescription drug co-pays: $10/Tier 1 $35/Tier 2 $60/Tier 3 $200 Specialty drugs $5 RX Outcomes Out of Pocket Limit $2850 Single/ $5700 Family Note: Employee out-of-pocket qualified medical expenses can be run through the flexible spending plan (Section 125), which is managed through Employee Benefits Corporation (EBC). Enrollment into this plan occurs only during annual enrollment, which is November/December. DENTAL INSURANCE Coverage is effective the day after hire. The City covers 100% of the premium for dental coverage. Note: Full-time employees pay no portion of the dental premium . Delta Dental benefits listed for in-network providers only Delta Dental In-Network Coverage: There is no deductible for dental coverage. Per person, per benefit accumulation period is $1,000. Diagnostic and preventive procedures are paid at 100%; Basic restorative procedures are paid at 80%; Major restorative procedures are paid at 50%; Orthodontic procedures are paid at 0%. Check Up Plus - lets you obtain diagnostic and preventive services – including examinations, X-rays, regular cleanings, and other related treatments without the costs of those services applying to your individual annual maximum. The full value of your annual maximum is applied to the benefits you receive for base and major restorative services. RETIREMENT Provider: Wisconsin Retirement System (WRS) The 2026 Wisconsin Retirement Rate is 14.40% for general employees. The employer and employee shares are equal at 7.20% each. The 2026 Wisconsin Retirement Rate is 22.00% for protective employees. The employer share is 14.80% and the employee share is 7.20%. Eligibility to Participate- from the ETF Your Benefit Handbook (ET-2119) Rev10/13 Depending on when you began your job, your job will have to meet one of these two standards for it to be covered under the WRS.
• One-third standard -- A position that is subject to the one-third standard meets WRS participation standards if you are expected to work at least one-third of full-time (600 hours for non-teaching employees) for at least one year from date of hire. You will remain eligible even if your job subsequently drops below one-third.
• Two-thirds standard -- A position that is subject to the two-thirds standard meets WRS participation standards if you are expected to work at least two-thirds full-time (1200 hours for non-teaching employees) for at least one year from date of hire. You will remain eligible even if your job subsequently drops below two-thirds.
• If you were a continuing employee as of July 1, 2011, your job must meet the one-third standard. You will remain eligible even if your job subsequently drops below one-third. If you were hired after July 1, 2011:
• If you were a participating employee before July 1, 2011, left WRS service, and did not take
• A separation benefit, and are now returning in a new job, your job must meet the one-third standard.
• If you were a participating employee before July 1, 2011, left WRS service, took a separation benefit, and are now returning in a new job, your job must meet the two-thirds standard.
• If you were not a participating employee before July 1, 2011, your job must meet the two-thirds standard.*
• If you are not expected to meet these eligibility criteria when you are hired, you will not be enrolled in the WRS at that time. However, if you subsequently work at least 12 months, and in any 12-month period you meet the hours' requirement, you are prospectively enrolled in the WRS. In this situation, your WRS coverage is not retroactive. WRS Mandatory Employee Contributions If your employment is eligible to be covered under the WRS, you must make employee-required contributions. These contributions are credited to your individual WRS account. These contributions are vested immediately. Your contributions are calculated as a percentage of your WRS earnings. The contribution rates are different for each WRS employment category. The rates generally change from year to year based on the recommendation of the consulting actuary. Your employer may have agreed to pay part or all of your employee-required WRS contributions on your behalf, pursuant to a contract or collective bargaining agreement entered into prior to June 29, 2011. In addition, certain employees retained the right to bargain with their employers after that date over who will pay the employee-required contributions. Please contact Human Resources for more information. GROUP LIFE INSURANCE Provider: Employee Trust Funds (ETF)/Securian The city pays for the basic premium: Premium based on salary and age. Each employee will receive $1,000 insurance for each portion of $1,000 in earnings the previous year. Eligibility: First of the month following 30 days of employment (timely enrollment-within 30 days from hire). No evidence of insurability required if the employee files within 30 days from date of hire. Coverage for spouse/dependent and additional units is available, as an employee deduction. INCOME CONTINUATION INSURANCE Provider: Employee Trust Funds (ETF) The city provides the 90-day waiting period without cost to the employee. The 60 or 30-day waiting period is available with the employee paying the cost of the difference between the 90-day waiting period and the period selected. Eligibility: First of the month following 30 days of employment (timely enrollment-within 30 days from hire). ACCIDENTAL DEATH & DISMEMBERMENT Provider Employee Trust Funds (ETF) Coverage is equal to the total amount of your group life insurance under the basic, supplemental and additional coverages. See The Wisconsin Public Employers Group Life Insurance Program Booklet ET-2101 Rev 1/2016 for further details. VACATION 2 weeks + 3 days at hire and less than 4 full years of service (104 hours) 3 weeks + 3 days after 4 full years of service (144 hours) 4 weeks + 3 days after 9 full years of service (184 hours) 4 weeks + 4 days after 10 full years of service (192 hours) 4 weeks + 5 days after 11 full years of service (200 hours) 4 weeks + 6 days after 12 full years of service (208 hours) 4 weeks + 7 days after 13 full years of service (216 hours) 4 weeks + 8 days after 14 full years of service (224 hours) *Vacation is effective as of January 1st each year*

**Union-represented Police employees and Dispatchers have a separate vacation schedule.

• SICK LEAVE is earned per month based on normally scheduled hours per day (i.e. 8 8-hour day earns 8 hours per month – 5-hour day earns 5 hours per month). LENGTH OF SERVICE PAYMENT (longevity) The first length of service payment is $150.00 (for a 40-hour-per-week employee) after the employee has completed three full years of continuous full-time City employment prior to December 1 of the calendar year in which the payment is made. Subsequent length of service payments are increased by $50 for each additional year of continuous full-time employment. This amount is prorated for employees working less than a 40-hour week. HOLIDAYS Employee is eligible for the listed paid holidays (in the Work Rules) based on the employee's normal scheduled hours of work per week. FUNERAL LEAVE Employee may take up to three (3) days for a death in the family based on the employee's normal scheduled hours of work per week (family is defined in the Work Rules). 8 hours scheduled = 8 hours funeral leave per day, 6-hour regular day = 6 hours funeral leave per day. HEALTH CLUB MEMBERSHIP Employees are eligible for a free membership to Anytime Fitness. Anytime also offers spouse and family discounts to City of Stoughton employees’ families that reside in the same household. See the City of Stoughton Employee Health Club Membership Flyer in your new hire orientation packet. *This is not a guaranteed benefit and is subject to change at any time. OTHER BENEFITS AVAILABLE The following benefits are available to employees and are 100% employee-paid if elected. These insurances are offered to complement our existing benefits package and to offer the group rates to all benefit-eligible employees.
• Flexible Spending (EBC) As stated above, eligibility for this benefit is only during annual enrollment in November/December for the next calendar year.
• AFLAC Short Term Disability, Accident, Cancer, etc.
• Legal Shield Legal advice and/ or ID Theft.
• Delta Vision (EyeMed ) Vision Coverage.
• T-Mobile
• Disclosure: Please note that this document serves as an overview and in no way should be used to determine coverage. Please refer to your plan documents and or contact the carrier for coverage, out-of-pocket expenses, co-pays, and insured amounts. This document is subject to change at any time and by no means serves as or is intended to serve as a contract.