The Office of Human Resources Management oversees the implementation of various compensation and benefits program for its employees. Its main philosophy is to continuously ensure that the Metropolitan Washington Council of Governments attracts and retains highly qualified staff and to maintain its competitive position in the marketplace. Below is some information regarding COG's pay and benefits. The information contained in this section is a general description of the benefits provided, is subject to the terms and conditions of the various contracts, policies, and plans, and may be modified or changed with or without advance notice at any time. Specific information may be obtained from OHRM.
Benefits
COG's Fringe Benefit Program provides all regular employees with a valuable package of benefits to supplement their annual salary. View a summary of benefits in COG's Total Rewards brochure.
- Health Insurance
- Dental Program
- Retiree Health Insurance
- Vision Insurance
- Employer-paid Life Insurance
- Travel Liability Insurance
- Contributory Pension Plan
- Disability Income Insurance
- Short-term, and long-term disability Insurance
- Public Transit Subsidy: COG will reimburse employees who are public transit users at the rate of up to $280 per month
- Bike benefit: COG will reimburse employees who bike to work at the rate of up to $75 per quarter
- Education/Tuition Assistance Program
- Reimbursable Professional Association Dues
- Credit Union
- Tax-Deferred Annuity/Compensation Programs
- Direct deposit
- Annual leave: 13 days per year with 0-3 years of service; 20 days per year with 4-14 years of service; 26 days per year with 15 years of service or more.
- Sick leave: 13 days per year
- Sick Leave Bank for Extended Illness
- Family Medical Leave
- Military Leave
- Parental Leave
- Administrative Leave
- Jury Duty Leave
- Voluntary Leave of Absence
- Paid holidays: 12 days per year as follows. The Executive Director may declare a holiday on any other day.
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COG'S LEGAL HOLIDAYS
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| New Year's Day |
January 1 |
| Martin Luther King, Jr |
3rd Monday of January |
| Inauguration Day (U.S.) |
January 20/After election* |
| Washington's Birthday |
Third Monday of February |
| Memorial Day |
Last Monday of May |
| Juneteenth |
June 19 |
| Independence Day |
July 4 |
| Labor Day |
1st Monday of September |
| Indigenous People’s Day |
2nd Monday of October |
| Floating Holiday |
The Floating holiday may be substituted for the day after Thanksgiving. |
| Veteran's Day |
November 11 |
| Thanksgiving Day |
4th Thursday/November |
| Christmas Day |
December 25 |
| * At the discretion of the Executive Director, Inauguration Day may be designated as a COG optional holiday. |
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Compenstation
COG's Pay Plan Structure
The Office of Human Resources is responsible for administering COG's overall compensation system as prescribed by the Board of Directors of COG. The Executive Director through its designee, the Director of Human Resources, is authorized to determine the appropriate grade in which each position or category of positions shall be classified. COG’s pay structure is reviewed each year through a market-based salary survey. Any changes to the pay structure on a given year is subject to budgetary and COG Board of Director’s approval.
Employee’s pay is also affected by the following: 1) Introductory increase may be granted following successful completion of introductory period; 2) Annual merit increases may be awarded within each grade ranging from zero (0%) to four (4.0%) percent based on the employee's performance evaluation score; 3) An employee may also be considered for other incentives such as bonus and outstanding performance awards.
Pay Periods
All employees are paid on a biweekly basis and there shall be 26 pay periods per annum. Pay periods shall begin on Sunday and end on the following second Saturday. The first Friday following the Saturday that ends a pay period shall be payday.
Payment of Leave
Employees do not receive pay for any form of accrued leave during the course of their employment with COG. Upon termination of employment, an employee shall be paid for the annual and compensatory leave (if accrued prior to October 31, 1982) that he/she has accrued. All regular and limited tenure employees who become temporary employees shall receive pay for annual leave accrued in a regular status as soon as their regular status is terminated.
Personnel Actions Affecting Compensation
The personnel actions listed below, usually affect compensation to employees. However, in connection with employee reclassification, there may not be an immediate change in compensation depending on the particular circumstances associated with the action. In addition, outstanding performance awards may be accompanied by a fixed, one-time payment. A lateral transfer shall not affect compensation.
- Introductory Merit Increase
- Annual Merit Increase
- Demotion
- Longevity Pay Increment
- Outstanding Performance Increment
- Outstanding Performance Award
- Executive Bonus Award
- Promotion
- Reclassification