The City of Richmond is committed to being an employer of choice by offering competitive pay programs, comprehensive benefits and attractive incentives. We take an active role in ensuring our employees have a healthy work/life balance by giving them the tools, resources and materials to achieve excellence in both their professional and personal development.
|“There is nothing better than coming to work knowing that you have job security, good health benefits and a defined pension plan. The City of Richmond lives their values by supporting their employees through personal development.”
Canadian Union of Public Employees (CUPE)All unionized jobs within the City are evaluated against common criteria to determine their relative worth.
International Association of Firefighters (IAFF)Wage schedules for Richmond Firefighters are established through a collective bargaining process.
|“I see the City living up to its values of People, Innovation through Collaboration, Vision, Outstanding Results and Team. I see the actions greater than the words. The values are part of everything we do, they aren’t just something written on the back of a business card.”
Non-Union (Exempt)The City of Richmond’s Exempt Employee Compensation Philosophy & Program is guided by the following principles:
Internal Equity – Job value is equitable, non-discriminatory, fairly assessed and based on objective job rating criteria.
Competitive – The external marketplace is regularly monitored to ensure our employees have pay opportunities consistent with our desired market positioning. Our goal is to deliver a base salary within the 75th percentile of our defined external marketplace.
Performance and Values-Based – Adherence to corporate values and demonstrated levels of performance are factors in the determination of compensation levels for individual employees.
Flexible – The program is revised as business conditions, employee needs and citizen requirements change.
Clear and Understandable – Our program is managed to ensure that there are no surprises for employees, Council, or citizens.
Our employees are the key to the efficient operation of the City of Richmond, therefore we are committed to offering an excellent benefits plan for our staff.
We offer comprehensive health and benefit packages that vary depending upon employee group (whether you are hired into one of our non-union or unionized groups) and status (full-time, part-time, temporary, or casual/auxiliary). Most benefit packages include:
MedicalThe Medical Services Plan insures medically required services provided by physicians and supplementary health care practitioners, laboratory services and diagnostic procedures. All residents of BC must enroll with the plan. The City of Richmond offers group enrolment in the plan and offers administrative support for employees.
Extended HealthOur Extended Health plans are intended to cover most medical expenses not covered by the BC Medical Plan, including all reasonable and customary charges for emergency care incurred while travelling outside BC. Our plans include coverage for such things as: medical equipment and services; prescription drug coverage; hospital and nursing services; emergency dental care; vision care; and paramedical services.
DentalOur Dental plans provide reimbursement of basic, restorative and orthodontic services, subject to some maximums. Depending on employee group and status, our Dental plans include: diagnostic services (such as exams and x-rays); preventive services (such as cleaning and polishing); restorative services (such as fillings); endodontics (including root canal therapy); periodontics (treatment of bones and gums); prosthetic repairs (such as denture repairs); surgical services (such as extractions); and orthodontics.
|"I heard that the City of Richmond was one of the best places to work for, and that, along with seeing all the smiling faces attracted me to come and work for the City. It has a good atmosphere, good team work and good benefits.”
Our Life Insurance coverage provides for a benefit to be paid to a designated beneficiary upon an employee’s death. Benefit maximums vary across employee groups and status. Employees may opt to purchase additional life insurance through payroll deduction.
Sick LeaveThe City of Richmond recognizes the importance of protection of earnings during a period of absence due to illness or injury.
CUPE and Fire employee groups are provided with full pay for up to the total number of sick leave days credited. Depending on employment status and after six months of employment, CUPE and Fire employees may accrue sick leave credits on the basis of one and two thirds (1 2/3) days per month of service.
Regular Full-Time non-union (Exempt) employees are provided with 26 weeks of sick leave time, which is replenished after returning to work for 30 continuous working days.
Long Term DisabilityLong Term Disability coverage is available to Regular Full-Time non-union (Exempt) employees. If illness or injury precludes the employee from working and continues beyond 26 weeks, the plan will pay a percentage amount based on normal earnings for as long as the employee is precluded from working to a maximum specified by the policy.
Accidental Death and DisabilityAccidental Death and Disability insurance plans are available to select employee groups at the City of Richmond. These plans cover accidental death and accidental permanent disability involving irrecoverable loss of certain body parts and functions. Employees may opt to purchase additional Accidental Death and Disability insurance coverage.
Employee Family Assistance ProgramThe City of Richmond recognizes that balancing the demands of one’s personal, family, and work life can be challenging, and that professional counselling can help.
Our Employee Assistance Program is an innovative addition to the traditional benefits package and provides confidential and professional counselling for problems such as: marital and family difficulties; drug abuse; stress; bereavement; and psychological disorders. In addition, the Employee Family Assistance Program helps managers and supervisors deal with workplace violence and other critical events such as accidental death or natural disasters.
VacationVacation entitlement begins at three weeks of employment for CUPE employees, and at four weeks for non-union (Exempt) employees, with additional time accrued based on years of service or time worked.
Firefighters are entitled to vacation time after nine 12-hour shifts of duty (four days on, four days off). Depending on the schedule, taking nine shifts as vacation is the equivalent of approximately three consecutive weeks away from work.
LeavesMaternity, Parental, Adoption, Compassionate Care, Jury Duty, Family and Bereavement Leaves are granted based on provisions within the Collective Agreements and terms and conditions for non-union (Exempt) employees.
|“Working for the City I live in has been a honour for me. They offer great benefits, the people are wonderful, and there are endless opportunities. The compressed work week is great when you are a parent. The City appreciates that I need time to spend with my family.”
Supplemental unemployment benefits may be payable to eligible employees who are on approved maternity leave. Leave of absence without pay may be granted for other reasons.
Compressed Work WeekMost City of Richmond employees are eligible to participate in the compressed work week schedule, which requires an extension of each 7-hour workday to provide for one extra day off (compressed day) within each two-week period. Employees work nine days out of every ten working days.
Statutory HolidaysThe City of Richmond observes twelve statutory holidays throughout the year. Depending in employment status, employees are able to take statutory holidays off with pay. Due to the nature of work in specialized areas, some employees may be given twelve days off with pay to use as their schedules permit.
Employee ParkingMany City of Richmond employees who drive their own vehicles to work are entitled to park at their work site at no cost.
The City of Richmond provides a defined benefit pension plan for its employees through the Pension Corporation of BC. The pension amount is based on the number of years an employee made contributions to the plan and the average of their highest five years of salary. It is not dependent on the contribution amount or on the performance of the plan’s assets. This ensures that the pension is predictable and is not based entirely on the economic conditions that existed during the employee’s working lifetime, nor at their time of retirement.
The Municipal Pension Board of Trustees is fully responsible for the management of the pension fund, including the investment of the assets and plan administration. The Board may amend the pension plan rules as long as changes can be funded by pension fund surpluses. Contribution rate changes require partner approval.
Partners in the Municipal Pension Plan include the Government of BC, the Municipal Pension Employees Committee, the Union of British Columbia Municipalities, and other stakeholders. These partners are responsible for appointing trustees and directing amendments to the plan. The Municipal Pension Plan Joint Trust Agreement outlines the governance of the plan and is available at: www.mpp.pensionsbc.ca
A pension plan member (other than a firefighter) is eligible for an immediate pension when he or she:
- Terminates employment at age 55 or older;
- Reaches age 55 without taking benefit from the plan after terminating employment before age 55.
A member who is a firefighter is eligible for an immediate pension when he or she:
- Terminates employment at age 50 or older;
- Reaches age 50 without taking benefit from the plan after terminating employment before age 50.
|"I was attracted to the City of Richmond because of its large network of opportunities. Friends of mine who already worked for the City were very satisfied with their jobs, their colleagues and the environment."
Transferring Service from Other Pension PlansMore than 600 BC employers are part of the Municipal Pension Plan including municipalities, school districts, colleges, health care, police and fire. If you are considering a move from an employer currently participating in the MPP to the City of Richmond and you are currently an active member of the plan, your membership with the pension plan will continue.
Transfer agreements (also referred to as reciprocal transfer agreements) allow pension plan members to carry pension rights from one plan to another. The MPP has transfer agreements with a number of pension plans across Canada. There are no agreements with plans outside of Canada. Visit www.pensionsbc.ca for more information on transfer agreements.
Purchase of ServicePurchase of Service refers to the process of paying for a period of employment that has not been counted as service with the Municipal Pension Plan, which may increase a plan member’s pension benefit. Examples of service that a member may be eligible to purchase include: probationary periods (not otherwise included in pensionable service); service with an employer prior to their inclusion in the plan; and leave of absence periods including parental or maternity leaves.
Computer Purchase Financing
Low interest loans are available to regular employees who wish to purchase new, or upgrade existing, computers, peripherals, or communications equipment.
|"I grew up in Richmond, I currently live in Richmond and now I work for the City. I feel fortunate to have this job opportunity, and I enjoy coming to work every day. My manager and supervisors have been very positive and supportive. The people I have met here are very friendly and there is a feeling of community."
Upon approval, the City of Richmond covers professional fees and membership dues for employees in work-related associations.
Charitable DonationsThe United Way is the City of Richmond’s chosen charity. Pledge drives are held annually and donations are facilitated through payroll deductions.
The City of Richmond also conducts a multitude of fund-raising activities in support of the Working Poor Fund, which provides assistance to local families in need at Christmas time.
City of Richmond Fire Fighters support Habitat for Humanity through various fundraisers. Habitat for Humanity is an international non-profit housing ministry that seeks to eliminate poverty and homelessness from the world by making decent shelter a matter of conscience and action.
Work Life Balance & Rewards
Career Development Opportunities
The City of Richmond encourages employees to pursue professional development and growth by offering a diverse range of career opportunities in a variety of fields. For more information on career advancement opportunities, please visit our People Development section.
|“I remember when I first started working here I always wanted to be a Supervisor. The City gave me a lot of opportunities to choose where I wanted to go. I’ve gained experience in all kinds of equipment. They sometimes call me Jack around here, as in ‘Jack-of-all-trades’, because I’ve done it all. Then the City helped me get my Class Three with air license, and now I can drive the truck I always wanted to drive.”
TelecommutingThe City of Richmond believes strongly in facilitating a healthy work/life balance for employees. We recognize that many individuals face extraordinary challenges while trying to meet the demands of their personal and professional schedules. In compliance with collective agreements, we may accommodate requests for telecommuting, with approval on a case-by-case basis.
The City of Richmond maintains a fleet of City vehicles assigned to employees for the purposes of carrying out their duties. In the event that a City fleet vehicle is unavailable, City employees are compensated for using their personal vehicles for business use through a pre-determined mileage premium rate.