3Employee Performance Management System 400.06 Universal review date of April 1st each yearPerformance reviews will be made in a fair and objective manner and will measure the employee’s work performance in relation to the performance requirements of the employee’s assigned position.Performance reviews will become a permanent part of an employee’s official personnel file.
4Disciplinary Action Policy 400.08 Employees of DPS will conduct themselves in accordance with applicable laws, regulations, department policies and generally acceptable work behaviors. Employees in supervisory positions will set an example by their conduct, attitude, and work habits.Disciplinary actions in the form of Level I and Level II reprimands, suspensions, demotions, involuntary reassignments and terminations may be taken for the purpose of correcting or punishing inappropriate work behavior.
5Grievance PolicyGrievances or appeals shall include terminations, suspensions, involuntary reassignments in excess of thirty (30) miles from the prior work station, and demotions.Compensation and failure to be selected for a promotion are not grievances.Prior to filing a formal grievance, the employee must first attempt to resolve the matter with his immediate supervisor.
6Harassment – Free Workplace 400.13 The Department of Public Safety will not tolerate harassment based on race, national origin, religion, age, disability, color, or gender.Harassment is defined as any unwelcome verbal comments, gestures or physical contacts and includes retaliation for confronting or reporting harassment.Managers and supervisors are required to take immediate action to stop harassment, to protect the people targeted by the harasser, and to take all reasonable steps to ensure that no further harassment or retaliation occurs.
7Equal Employment Opportunity 400.11 It is the policy of the department to provide equal employment opportunity to all individuals regardless of race, color, religion, sex, age, disability or national origin.The director expects full cooperation from every employee in the implementation of this policy.
8Affirmative Action Policy 400.12 SCDPS seeks to ensure equal employment opportunity for all individuals.DPS has developed an Affirmative Action Plan as a management tool to be utilized in achieving the goal of equal employment opportunity.Equal employment is the objective; affirmative action is the instrument used to achieve that objective.
9Nepotism and Conflicts of Interest 200.05 In order to prevent even the appearance of impropriety, the hiring of family members within the same administrative unit is prohibited. Further, employees shall not knowingly use their employment at the department to obtain any benefits not generally available to the public.
10Outside Employment Policy 200.01 SCDPS personnel may engage in outside employment under certain conditions and limitations. Any outside employment must be approved through written request.The director possesses the authority to order cessation of outside employment where the employment creates the appearance of impropriety to the public or where the employment interferes with the employee’s ability to perform his job duties.
11Media Relations Policy 200.31 The Public Information Officer is centrally responsible for the coordination of information disseminated by the departmentNo employee will accept an engagement to speak on behalf of the Department of Public Safety without prior approval.
12Appropriate Use of Computing Resources 500.04 Authorized UsesAll purposes related to the administration of departmental business and enhancement of public safety.Utilization of computing resources and information systems for expanding or advancing an employee’s professional knowledge and skills.Incidental personal uses of the INTERNET and if it does not conflict with other provisions of this policy.
13Use of Computing Resources Cont’d Prohibited UsesStoring files or using the computer resources for illegal, fraudulent, pornographic, or malicious activitiesEngaging in partisan political activity.Engaging in political or religious lobbyingEngaging in activities on behalf of organizations having no affiliation with SCDPS.For personal or commercial financial gainAccessing another employee’s account without permission*See policy for complete list of prohibited uses.
15Leave and Attendance Policy 400.19 Falsification of any attendance or leave record shall be cause for disciplinary action up to and including dismissal.Supervisors have the authority to request verification of sick leave used, particularly in cases of suspected abuse or excessive use of leave.Employees must submit requests for leave as far in advance as possible for scheduling purposes.Employees may use up to 30 days of annual leave in one year except in cases of emergency or extreme hardship.
16Code of EthicsAs a public service employee, demonstrate the highest standards of personal integrity, truthfulness, honesty, courtesy and fortitude in all public activities to inspire public confidence and trust in public institutions.Enforce the law courteously and appropriately without fear, favor, malice or ill will.Oppose discrimination in all aspects of personnel policy.
17Alcohol and Drug Deterrence Program 200.04 The critical mission of law enforcement requires the maintenance of an alcohol and drug free work environment.The public has the right to expect that those sworn to serve the public in a law enforcement capacity are at all times both physically and mentally prepared to fulfill those duties.In order to ensure the integrity of the department and to preserve public trust and confidence in a fit and drug-free law enforcement profession, the department will maintain a drug deterrence program to detect prohibited drug use by employees.
18Alcohol and Drug Deterrence Program This program includes applicant testing, random drug testing, reasonable suspicion testing, accident or unsafe practice testing and testing as part of, or as a follow-up to, rehabilitation.An employee shall be disciplined and may be terminated for refusing to take the drug test when required and for attempting to alter or substitute the specimen provided.
19Employee Assistance & Chaplaincy Program 200.23 As an employer, the department is concerned with the well-being of its employees, the maintenance of work productivity, and the preservation of a safe and secure workplace.DPS is a member of, and participates in the South Carolina Law Enforcement Assistance Program (SCLEAP) which provides traditional employee assistance services as well as a volunteer chaplaincy program.
20Violence in the Workplace 200.29 All forms of workplace violence are prohibited. These include, but are not limited to; attack, the use of force in order to harm; threats, expressions of intent to inflict injury; harassment, behaviors designed to trouble or worry the victim; and property damage, intentional damage to property owned by the state, employees, visitors, or vendors.All employees who observe or experience violent, threatening, harassing, intimidating, or other disruptive behavior by employees or other persons on DPS property have a duty to immediately report such behavior to their immediate supervisor, deputy director/office head or their designees.
21Dress CodeDPS is committed to projecting a positive image in all interactions with the public.All DPS employees are expected to dress in a neat, professional, businesslike manner during working hours, especially in situations requiring contact with the public.All uniformed personnel will be subject to the standards defined by their law enforcement division or office.
22Our Mission:The mission of the South Carolina Department of Public Safety is to protect and serve the public with the highest standard of conduct and professionalism; to save lives through educating its citizens on highway safety and diligent enforcement of laws governing traffic, motor vehicles, and commercial carriers; and to ensure a safe, secure environment for the citizens of the state of South Carolina and its visitors.
23DPS ValuesAs a main component of fulfilling its mission, the South Carolina Department of Public Safety values:IntegrityExcellenceAccountabilityEmployeesLeadership
24DPS Background Created in 1993 due to restructure of state government DPS was once a part of the S.C. Department of Transportation and was commonly known as the Highway DepartmentDPS is made up of the Highway Patrol, State Transport Police, Bureau of Protective Services, Office of Highway Safety & Justice Programs, Immigration Enforcement Unit and the S.C. Hall of Fame
25Law Enforcement Accreditation SCDPS has voluntarily chosen to undergo a rigorous process of demonstrating its professional commitment to public safety and delivering a high level of service to the citizens of S.C. by participating in national law enforcement accreditation. DPS must comply with a comprehensive set of written standards covering every aspect of law enforcement policies, procedures, practices and operations. Every year data is gathered and every three years a review is conducted to maintain accreditation. It is a stamp of approval for our law enforcement.
26Insurance Benefits SC Public Employee Benefit Authority All new employees will be given an Insurance Benefits Guide. You may refer to this guide at any time for detailed information and questions pertaining to State Health Plans, Life Insurance, MoneyPlu$, Supplemental Long Term Disability, Vision and Dental benefits.
27Provider DirectoryTo access go online to EIP’s website or southcarolinablues.comDoctor’s listed have agreed to accept the plans allowable charges as payment in full and they will not balance bill you.
28PEBA Insurance Benefits Programs Health PlansDental PlansVision PlanLife InsuranceLong Term DisabilityMoneyPlu$ (Pre-tax programs)
29Eligibility Full-time permanent and non-permanent employees Must work at least 30 hours a weekVariable-hour employeesMust work an average of 30 hours per week over a defined measurement period.*Full-time non-permanent and variable hour employees are only eligible for health, dental, vision, the pre-tax premium feature and a Health Savings Account.
30EligibilitySpouseCurrent spouse or former spouse if coverage is court-orderedSpouse employed by PEBA Insurance-covered employer or eligible to be covered as a funded retiree cannot be covered
31Eligibility Children Natural child Stepchild Adopted child Child placed for adoptionFoster childChild for whom employee has legal custody
32Eligibility Eligible Children Under age 26* Coverage may continue beyond age 26 if the child is approved as incapacitated.If employee and employee’s spouse both work for a State Covered Entity, then their children can only be covered by one of them.*To be eligible for Dependent Life-Child insurance, dependent children age must be full-time students, unmarried and not employed on a full-time basis.
33Dependents Under Age of 26 If employee chooses to enroll as dependent childOnly eligible for benefits offered to childrenNOE refusing all coverage as an employee is required.When child loses coverage, may enroll due to loss of state coverageHealth, dental, visionOptional Life and SLTD with medical evidence
34Eligibility Documentation Needed Required to cover spouse or any childrenMust be submitted when enrolling a spouse or childRequired for Special Eligibility situationsAlso required by audit
35Insurance Enrollment and Coordination of Benefits
36Enrollment Enroll Within 31 days of Hire or retirement dateSpecial eligibility situationDuring October enrollment periods effective the following January 1.
37Enrollment October Enrollment Periods (October 1-31) Change health plansEnroll in or drop health and visionEnroll or re-enroll in MoneyPlu$ programsAdd or drop eligible dependents (from health & vision)Every Odd-Numbered Year (i.e. 2015, 2017, etc.)Enroll in or drop Dental or Dental Plus
38Coordination of Benefits Health and DentalPlan that covers person as employee is primary to plan that covers person as dependentChildren – Plan of parent whose birthday occurs earliest in year is primaryDeductible and coinsurance linked for married PEBA Insurance Benefits subscribers enrolled in the same health plan
39Health Plans Health Plan Options State Health Plan Standard PlanSavings PlanAMRA TRICARE Supplement
40Standard Plan and Savings Plan State Health Plan (SHP) Insured by State of South Carolina, claims administered by BlueCross BlueShield of South CarolinaStandard Plan and Savings PlanCommon to BothWorldwide coverageIn- and out-of-network benefitsPharmacy networkMental health networkMedi-CallMy Insurance ManagerProvider files claimsSubscriber pays deductibles and coinsurance
41State Health Plan Standard Plan and Savings Plan PreauthorizationRefer to Insurance Benefits Guide for information regardingMedi-CallCertain procedures require preauthorization; failing to call Medi-Call may result in a $200 penalty and you may have to pay out of pocket for the procedureNational Imaging AssociatesCompanion Benefit AlternativesCatamaran
42State Health Plan Standard Plan and Savings Plan Provider NetworkProvider files claims and accepts allowed amount as payment in fullMember pays deductibles and coinsuranceOut-of-networkNo benefits paid for out-of-network prescription drugsSubscriberMay have to file claimsMay be balance billedPays higher coinsurance
43State Health Plan Standard Plan and Savings Plan Limited Preventive Benefits (Refer to Insurance Benefits Guide for plan details)Routine mammogramOne baseline mammogram during ages 35-39; one per calendar year for ages 40-74Pap testWomen ages 18-65Well child careCheck-ups for covered children under age 18Routine colonoscopy – Once every 10 years starting at age 50
44Deductibles and Coinsurance SHP Standard PlanDeductibles and CoinsuranceAnnual Deductible$445 individual$890 familyIn-network CoinsurancePlan pays 80%Subscriber pays 20%Out-of-network CoinsurancePlan pays 60%Subscriber pays 40%Coinsurance Maximum$2,540 individual$5,080 familyCoinsurance Maximum$5,080 individual$10,160 family
45Per-occurrence Deductibles SHP Standard PlanPer-occurrence Deductibles$12 Office visit$95 Outpatient facility services$159 Emergency room visit (waived if admitted to the hospital)
46Network Retail Pharmacy Retail Maintenance Network SHP Standard PlanNetwork Retail Pharmacy(up to 31-day supply)$ 9 Tier 1$ 38 Tier 2$63 Tier 3Mail Order(up to 90-day supply)$ 22 Tier 1$ 95 Tier 2$158 Tier 3Retail Maintenance Network$2,500 maximum copay per person
47SHP Standard PlanThe Standard Plan is geared towards “Medically Necessary Services”.With the Standard Plan you have the freedom to choose which doctors and specialists you visit without a referral.However, with the Standard Plan a yearly physical is not covered.
48Deductibles and Coinsurance SHP Savings PlanDeductibles and CoinsuranceAnnual Deductible$3,600 individual$7,200 familyIn-network CoinsurancePlan pays 80%Member pays 20%Out-of-network CoinsurancePlan pays 60%Member pays 40%Coinsurance Maximum$2,400 individual$4,800 familyCoinsurance Maximum$4,800 individual$9,600 family
49SHP Savings Plan Rules Added benefits Annual flu shot Member pays 100% ofAllowed amount in-networkActual charges out-of-networkAllowed amount at network pharmaciesAfter deductible is met, Plan will reimburse member 80% of allowed amount for in-network servicesAdded benefitsAnnual flu shotAnnual physical that includes specific servicesEligibility to contribute to Health Savings Account (HSA)
502015 Active Employee Monthly Health Premiums SHP Savings PlanSHP Standard PlanTRICARESupplementEmployee Only$ 9.70$ 97.68$62.50Employee/Spouse$ 77.40$253.56$121.50Employee/Children$ 20.48$Full Family$113.00306.56$162.50Information current as of January 1, 2015
51Tobacco Surcharge Details $40 per month for subscribers $60 per month for subscribers who cover at least one dependentAutomatically charged unless you certify that no one uses tobaccoCertification Regarding Tobacco Use Form
52Tobacco Surcharge Avoiding the Surcharge Must be tobacco free for at least 6 monthsAll health plans offer free tobacco cessation programDetailed info in your Insurance Benefits GuideReasonable Alternative StandardPhysician provides a letter stating that it is unreasonably difficult or medically inadvisable for you to attempt to stop using tobacco, you can avoid surcharge
53Tobacco Cessation Benefit Free & Clear Program SHP Subscribers and their covered dependents who would like to stop using tobacco may participate in the Free & Clear Program.No costWill provide nicotine replacement products if necessaryDependents under age 18 must have parental consent.For more information go to
54Behavioral Health Benefit Office visits to a mental health or substance abuse provider are covered under your plan and don’t require authorizationAdministered by Companion Benefit AlternativesRefer to Insurance Benefits Guide for details and services that may require preauthorization
55Employee Assistance Employee Assistance Program Chaplaincy Service Assists employees with personal, medical, or addictive problems, to find treatment, assist with recovery and rehab and remain healthyProvided by the Department of Vocational Rehabilitation’s Employee Intervention ProgramChaplaincy Service
56Wellness Incentive Program Members meeting certain criteria who have diabetes, cardiovascular disease or congestive heart failure may qualify for copayment waiver for certain generic drugsWeight Management Program – Designed to help employees meet weight loss goalsMigraine Program – To help migraine sufferers identify triggers and manage pain
57MyBenefits Access your benefits information online with MyBenefits Must register as a first time user atReview benefits, change beneficiaries, update contact info, make changes during enrollment period
58Blue Card ProgramAllows you to choose doctors/hospitals when away from homeIn an emergency, use State Health Plan ID card to show you are a Blue Card Program memberReceive highest level of benefits with no balance billing
59State Dental PlanInsured by State of South Carolina, claims administered by BlueCross BlueShield of South Carolina
60Orthodontics (only children younger than 19; $1,000 lifetime maximum) State Dental PlanFree to choose dentistNo pre-existing conditions exclusionsMay not drop or change until next open enrollment (every two years)$1,000 maximum benefit per yearClass IPreventive Services100% of fee scheduleClass IIIProsthodontics50% of fee scheduleClass IIBasic Services80% of fee scheduleClass IVOrthodontics (only children younger than 19; $1,000 lifetime maximum)
61State Dental Plan Monthly Premiums Employee Only $0 Employee/Spouse $7.64Employee/Children$13.72Full Family$21.34
62Dental Plus Insured and administered by BlueCross BlueShield of South Carolina Supplement to Basic DentalHigher allowance for Class I, II and III servicesCombined maximum benefit of $2,000 per yearMay enroll in or cancel coverage during open enrollment
63Dental Plus Monthly Premiums Category Basic Dental Dental Plus Total PremiumEmployeeNone$24.58Employee/Spouse$7.64$49.66$57.30Child$ 13.72$57.26$70.98Full Family$ 21.34$74.22$95.56
64State Vision Plan Services Eye exams (Once a year with $10 copay) Frames (Once every two years with $150 allowance)Lenses (Once a year with $130 allowance)Contact lens services and materialsDiabetic Eye Care benefitDiscounts on LASIK and PRK vision correction
65State Vision Plan Monthly Premiums Employee only $7.00 Employee/Spouse $ 14.00Employee/Children$14.98Full Family$ 21.98Please refer to your Insurance Benefits Guide for detailed information on Vision Care.
66Vision Care Discount Program No enrollment or premium – discount programParticipating providers only$60 for routine eye exam – excludes contact lens exam20% discount on eyewear except disposable contact lenses
67Life Insurance Insured and administered by Minnesota Life
68Life Insurance Basic Life $3,000 term life insurance to all eligible employees under age 70Premium paid by employerEmployees enrolled in any health plan are covered
69Life Insurance Optional Life Premium based on amount of coverage and employee’s ageCoverage up to three times salary if enrolled within 31 days of employmentMedical evidence required for additional coverageMaximum coverage level of $500,000
70Dependent Life Child Coverage Spouse Coverage $15,000 per child Premiums - $1.10 per month, regardless of number of children coveredCan enroll eligible children throughout the year without medical evidence of good healthSpouse CoverageNew hire can enroll spouse for $10,000 or $20,000 without medical evidence of good healthMay enroll in up to 50% of employee’s Optional Life coverage with medical evidenceNot available to full-time military personnel
71Long Term Disability Insurance Basic Long Term DisabilityPremiums paid by employerEmployee automatically enrolled with selection of a health plan62.5% benefit, up to $800 per month90-day waiting period
72Long Term Disability Insurance Supplemental Long Term Disability (SLTD)Provides protection for employee if annual salary exceeds $15,360Benefit – 65% of monthly salary up to $8,000 per monthChoice of two plans90-day benefit waiting period180-day benefit waiting period
73Long Term Disability Insurance Enrollment in SLTDNew hire may enroll without medical evidence of good healthLate entrant must provide medical evidence of good health to enrollEmployee pays premium – based on monthly salary, plan chosen and age
74MoneyPlu$ Administered by Fringe Benefits Company, a Division of WageWorks (FB-WW) FeaturesPre-tax premiumsMedical Spending Account (MSA)Dependent Care Spending Account (DCSA)Health Savings Account
75MoneyPlu$ Pre-tax Premiums Health Dental and Dental Plus State Vision PlanFirst $50,000 of Optional LifeTobacco Surcharge$0.28 monthly administrative fee
76MoneyPlu$ Medical Spending Account (MSA) Employed for one year before participating$2,550 maximum annual contribution$3.14 monthly administrative fee“Use it or lose it” accountEligible ExpensesDeductibles, coinsurance and copaymentsMedically necessary expensesPrescription medications and approved over-the-counter medications with prescription
77MoneyPlu$ Dependent Care Spending Account (DCSA) $5,000 maximum contribution$3.14 monthly administrative feeEligible ExpensesDay care facility feesCare for qualified individuals in your home or someone else’s homeSummer day camps
78MoneyPlu$ Health Savings Account (HSA) Employee must be enrolled in the SHP Savings PlanMoney deposited into account carries forward from year to yearAccount is portable$3,300 maximum contribution for individuals$6,550 maximum contribution for familyAdditional $1,000 catch-up provision for individuals age 55 and olderFees$1.50 per month to FB-WW$2 per month to Wells Fargo
79COBRAApplies to health, dental, vision and MoneyPlu$ Medical Spending AccountsMust have been covered at time of termination to continue coverage under COBRA
80Attendance & LeaveAccrue 9.38 hours per month of sick and annual leave for employees in 37.5 hr/week positions; 10 hours per month of sick and annual leave for employees in 40 hr/week positionsCan only use 30 days of annual leave each year except in cases of emergencyMaximum amount of annual leave you can carry over each year is 45 daysMaximum amount of sick leave to carry over is 180 days
81Attendance & LeaveEmployees can use 10 days of sick leave to take care of a sick family member3 consecutive days of administrative leave can be taken for the death of an immediate family memberIf employees accrue more leave than they can use or carry over, they may donate it to the leave pool.12 State holidays a year
82Payroll Paid on the 1st and 16th of each month If pay date falls on a weekend, paid the Friday beforeEmployees are asked to sign up for payroll direct deposit
83Worker’s Compensation As a state employee, you’re eligible for worker’s compensation if injured on the job.It is your responsibility to report any work related injuries to your direct supervisor ASAP.Contact Human Resources for questions pertaining to worker’s compensation.The State Accident Fund handles worker’s compensation claims.Compendium determines which doctors you can see while receiving worker’s compensation.
84ParkingPlease refer to the designated parking memo in your packet regarding parking at headquarters.When parking at headquarters, avoid any visitor parking or other designated areas.
85Outside Employment & State Service Any outside employment must be approved through your supervisorThis is to prevent any potential conflict of interest, mainly for law enforcement officers.If you have prior state service, fill out a form with HR to transfer service credit and any applicable leave balances.
86*All active employees are required to contribute to a retirement plan. Retirement PlansSCRS, ORP, PORS*All active employees are required to contribute to a retirement plan.
87SCRS Plan Defined benefit plan Plan bears investment risk After retiring, you will receive a monthly retirement check for life – cannot outlive your benefitMonthly survivor benefit for your beneficiary if you die in service with 15 or more years of serviceCost of living adjustmentsDisability benefitsTwo payment options that provide monthly payment to survivor in the event of your death.
88SCRS Plan Employee contributes 8% Employer contributes 10.75% EligibilityClass Two Members – employees with memberships before 7/1/2012Class Three Members – employees gaining membership on or after 7/1/2012
89SCRS – Retirement Eligibility Class Two MembersNormal Retirement (Unreduced benefit)28 years of service, at least 5 years earned serviceAge 65 or older with at least 5 years earned serviceEarly Retirement (Reduced benefit)Age 60 with at least 5 years earned service; benefit reduced 5% for each year of age less than 65Age 55 or older with 25 years of service, 5 years must be earned service; benefit reduced for each year of service less than 28TERI Program – ending July 1, 2018
90SCRS Retirement Eligibility Class Three Members (Membership on or after 7/1/2012)Must have at least 8 years of earned service to be considered “vested” and eligible to receive a benefitRetire with unreduced benefits once your age and years of service total 90Example – If you’re 56 years old and have 34 years of earned serviceRetire early with reduced benefit at age 60 and with at least 8 years of earned service
91SCRS – Disability Retirement Class 2 membersEligible for disability retirement with at least 5 years of earned service and are under age 65Disability must be total and likely to be permanentClass 3 membersEligible for disability retirement with at least 8 years earned service credit (unless disability is result of injury in the performance of your job duties
92SCRS Plan If you leave before retirement, you may: Request a refund of your contributionsYou will only be refunded your contributions, not the employer contributionsLeave your money in retirement systems and retain years of service credit should you later become employed with the state againMoney left in retirement systems will accrue interest for one year after account is inactive (no contributions in preceding 12 months)
93ORP Retirement Plan Defined contribution plan You choose and direct your investments in professionally managed mutual funds and other investment productsYou bear the investment risk and are responsible for managing investmentsPotential to increase retirement income based on investment decisions
94ORP Retirement PlanYour retirement benefit is limited to the balance in your account when you retireNot a guaranteed monthly benefitNo option for disability retirement or survivor benefitsEmployee/employer contribution rates are same as SCRSIf you leave employment, you take your contributions and the employer contributions
95ORP Retirement PlanOpen enrollment period from January 1-March 1 during which a State ORP participant mayChange investment providers; or,Irrevocably switch to SCRS membership if the participant is between the first and fifth anniversary of his initial State ORP enrollment.If a State ORP participant does not transfer to SCRS within five years, he must continue enrollment in ORP and may not change to SCRS.
96PORS Retirement Defined benefit plan Member Contribution Rate: 8.41% of Gross PayAvailable to police officers and firefighters in the stateProvides service retirement benefits for lifeDisability retirement benefitsCost of living adjustmentsSurvivor benefits – two payment options that provide a monthly benefit to survivor in the event of your death
97PORS Retirement Eligibility Class Two Members25 years of service, 5 years must be earned serviceAge 55 or older with at least 5 years earned serviceClass Three Members27 years of service with 8 years earned serviceAge 55 or older with 8 years earned service
98Deferred Compensation Administered through Great-West Financial,Two savings plan options designed to supplement existing retirement and pension benefits401K457
99Types of Beneficiaries for form 1102 Multiple beneficiaries share equally in survivor benefits.Primary beneficiaries for your in-service death benefit. (Refund of retirement account or lifetime annuity if member had 15 years of earned service).Contingent beneficiaries in case of death of the primary beneficiaries. All primary beneficiaries must be deceased before any contingent beneficiaries are paid.Incidental death benefit beneficiaries: Will receive the amount of the deceased employees annual salary at time of passing.