Human Resources

Time Off & Leave Benefits

Vacation Leave

Employees begin accruing vacation time on their first day of employment. During their first year, employees can earn up to 12 days (96 hours) of vacation time, based on the accrual schedule below. Employees may carry a maximum of 160 hours of vacation time. Vacation accrual schedule:

• 12 days after 1 year
• 16 days after 5 years
• 18 days after 10 years
• 20 days after 15 years
• 24 days after 20 years
• 26 days after 25 years

Holidays

The City provides employees 11.5 paid holidays annually including:

• New Year's Day
• Martin Luther King Jr. Day
• Presidents Day
• Good Friday (half day)
• Memorial Day
• Independence Day
• Labor Day
• Veterans Day
• Thanksgiving Day
• Black Friday/Day after Thanksgiving
• Christmas Eve (half day)
• Christmas Day
• New Year's Eve (half day)

Sick Leave

Employees working a standard 40-hour week accrue 12 sick days per year, with a maximum accrual of 720 hours. Employees on a 2,920-hour annual schedule (such as Firefighters) accrue sick leave at a proportional rate based on their schedule.

Parental Leave

Eligible employees—regardless of gender—may receive up to four weeks of paid leave for the birth, adoption, or foster placement of a child.

This benefit is available to all eligible parents and is a City-provided benefit, not required by law.

Bereavement Leave

The City provides up to three paid working days of leave for the death of an immediate family member.

LAGERS Pension

The City of Crestwood participates in the Missouri Local Government Employees Retirement System (LAGERS) and also contributes to Social Security for all employees. After six months of service, employees are enrolled in a non-contributory defined benefit pension plan through LAGERS—meaning the City pays 100% of the cost. Employees are not required to contribute.

Crestwood’s plan is classified as L-7, which includes a 1.5% benefit multiplier. Employees become fully vested after five years of service, ensuring a reliable source of income in retirement. Benefits are calculated using the following formula:

• Final Average Salary × Years of Credited Service × 1.5%

The City is proud to maintain a fully funded pension plan. 

• Click here to learn more about LAGERS

Retirement Savings Plans

In addition to LAGERS and Social Security, employees can choose to further invest in their future through two optional retirement savings plans, administered by MissionSquare:

• 457 Deferred Compensation Plan
• Roth IRA

These voluntary plans provide greater flexibility to help employees meet their individual financial goals.

•  Click here to learn more about these retirement savings options

Sick Leave Payout for Retirees

Employees who retire from the City of Crestwood may be eligible to receive a sick leave payout of up to $10,000. 

To Qualify

• Must have worked for the City for at least 15 years, and
• Must have reached the LAGERS retirement age (55 for police officers and firefighters; 60 for all other employees)

Payout Details

Payout is based on the employee’s unused sick leave balance (maximum of 720 hours). For example:

• 720 hours = $10,000 payout
• 360 hours = $5,000 payout

Healthcare Plans for Retired Employees

Eligible retirees may continue participation in the City’s healthcare plan at the employee-only payroll rate, paid monthly, until age 65.

To Qualify

• Must have worked for the City for at least 15 years, and
• Must have reached the LAGERS retirement age (55 for police officers and firefighters; 60 for all other employees)

This benefit allows for a seamless transition into retirement with continued health coverage.

Health & Insurance Benefits

Medical Insurance (Anthem)

The City of Crestwood provides medical insurance for all employees and pays a significant portion of the premium to keep healthcare affordable.

2025–26 Bi-weekly Premiums (24 pay periods):

• Employee Only: $25.44
• Employee & Spouse: $213.71
• Employee & Children: $169.48
• Employee & Family: $307.84

The City offers a $5,000 high-deductible health plan (HDHP) and contributes $4,000 annually to a Health Reimbursement Arrangement (HRA) to help offset deductible costs. Employees are responsible for the first $1,000 in deductible-related expenses, and the City covers the remainder.

Dental Insurance (Delta Dental)

The City provides dental insurance for all employees. Employee-only coverage is 100% City-paid. Family coverage is partially City-paid.

2025–26 Bi-weekly Premiums (24 pay periods):

• Employee Only: $0
• Employee & Spouse: $13.03
• Employee & Children: $20.18
• Employee & Family: $38.36

Vision Insurance (MetLife)

Vision insurance is optional and available to all employees.

2025–26 Bi-weekly Premiums (24 pay periods):

• Employee Only: $2.70
• Employee & Spouse: $5.39
• Employee & Children: $5.66
• Employee & Family: $7.89

Life Insurance

The City provides complimentary life insurance for all employees. Coverage is equal to 1.5 times your annual salary + $20,000 For example, if you earn $50,000 per year:

• 1.5 × $50,000 = $75,000
• $75,000 + $20,000 = $95,000 in total coverage

Employees may also purchase additional voluntary life insurance.

Accidental Death & Dismemberment (AD&D) Insurance

The City provides complimentary AD&D insurance for all employees. If accidental loss of life occurs, the benefit equals your basic life insurance coverage. For other covered injuries or losses, the benefit is a portion of the total amount, depending on the severity (as outlined in plan details).

Disability Insurance

The City provides group long-term disability insurance for all employees. Coverage replaces 50% of the first $2,000 of your monthly pre-disability earnings. Optional short-term disability insurance is also available.

Other Voluntary Benefits

Flexible Spending & Dependent Care Accounts

Employees may enroll in tax-advantaged accounts during open enrollment:

• Flexible Spending Accounts (FSA): Use pre-tax dollars for qualified medical expenses (e.g., copays, prescriptions). Funds are available upfront and repaid throughout the year.
• Dependent Care Accounts: Use pre-tax dollars for qualified childcare expenses (e.g., daycare). Funds are reimbursed as they are accrued per paycheck.

Accident Insurance & Critical Illness Coverage

Additional voluntary coverage is available for employees seeking extra financial protection:

• Accident Insurance: Helps cover unexpected out-of-pocket costs after an accident.
• Critical Illness Coverage: Provides a lump-sum benefit if diagnosed with a covered serious illness (e.g., heart attack, cancer, stroke).

Other Perks & Programs

Parks & Recreation Benefits

All full-time City employees and their families receive free memberships to both the Crestwood Community Center and the Aquatic Center. Employees also receive resident rates for facility rentals, programs, and event registrations.

Wellness Program

The City encourages employee wellness by allowing on-the-clock access to the on-site workout room at the Government Center for all full-time employees.

Tuition Reimbursement

To support ongoing learning and career development, the City offers up to $2,500 per year in tuition reimbursement for accredited programs related to an employee’s job or educational background.

Employee Assistance Program (EAP)

The City provides access to a confidential Employee Assistance Program for all employees. This no-cost service includes:

• Assessments
• Short-term counseling
• Referrals to additional resources or treatment providers
• Services are confidential and available to both employees and their household members.

Occupational Injury & Illness

Employees who experience a work-related injury or illness in the performance of their duties are eligible for occupational injury pay, effective immediately upon injury.