MID Provides Multiple Benefits for Employees

Benefit Programs Overview


Medical: The District offers Medical coverage through Blue Shield. There are currently two plans available, the Health Savings Account (HSA) Plan and the Buy Up Plan.  The HSA Plan is paid 100% by the District.  The Buy Up Plan requires shared costs by the employee and the District.  Medical Waiver/OPT OUT is a paid benefit available to eligible employees.  Monthly OPT OUT pay ranges from $310.00 to $840.00.

Dental: The District offers Dental coverage through Delta Dental. This plan is optional.   Currently the cost of coverage is paid 100% by the District for regular employees.  All preventative services are covered 100% from day one. 

Vision: The Vision Service Plan (VSP) will cover employees and their insured dependents. This plan is optional. Currently the cost of coverage is paid 100% by the District for regular employees.

Stay Healthy

  • Medical and Prescription Benefits through Blue Shield
  • Dental Benefits through Delta Dental – Paid 100% by District
  • Vision Benefits through Vision Service Plan (VSP) – Paid 100% by District

Feeling Secure

  • Voluntary Long Term Disability Insurance
  • State Disability
  • Retirement through CalPERS
  • Voluntary Life and Accidental Death & Dismemberment

Work/Life Balance

  • Sick Time – Eight hours earned per month
  • Vacation Time – accrued individually based on years of service
    • 0-4 years = 10 days
    • 5-9 years = 15 days
    • 10-14 years = 17.5 days
    • 15-24 years = 20 days
    • 25+ years = 25 days
  • 11 Holidays Observed Annually
  • Voluntary Deferred Compensation Plans
  • Catastrophic Leave Program
  • Longevity Incentive Program
  • The District provides health, dental, and vision insurance to regular employees of continuous employment. The cost for the insurance coverage for the employee is presently fully paid by the District. The employee and the District share the cost for dependent or family coverage. Coverage provided by these plans is described briefly below but may be subject to change based on renewal provisions. The District does not assume responsibility for the accuracy of these plan descriptions. The plans’ benefits provisions under the current insurance agreements will apply.
  • The employee, spouse, or dependent child has the responsibility to notify the Merced Irrigation District Human Resources Office in writing within thirty (30) days of an event such as a divorce, legal separation, a dependent child losing dependent status under the plan, or you or a covered dependent becoming Medicare eligible. For a complete description on the plan eligibility rules, please read your Evidence of Coverage plan description.

Deferred Compensation:

The District offers employees participation in a deferred compensation plan, otherwise known as a 457(b).  Once enrolled, employees can elect to contribute via bi-weekly payroll deductions to any or all of the tax deferred plan accounts.  Bi-weekly payroll deductions of not less than $20.00 per paycheck may be authorized by the employee. Maximum contributions are in accordance with the Internal Revenue Code Section 457. 

Employee Plan Contribution Limits for 2021:

Regular Limit            $19,500

50+ Catch-up            $26,000 ($6 ,500 + regular limit)

3-Year Catch-up        $39,000 (double the regular limit)

Employer Plan Contribution Limit for is $1,800 per year. 

Advantages of a 457(b) Plan for qualified employers, 457(b) plans provide their employees a number of powerful advantages. These include:

  • Contributions have no impact on 403(b) contributions. Employees can contribute up to the maximum annual limit to both plans.
  • Plan withdrawals are available at any time after severance from employment. Unlike 403(b) and 401(k) plans, 457(b) plans are exempt from the 10% premature distribution (except qualified plan rollovers into a 457(b) plan).
  • Can be more suitable for employees who need flexible distribution options, such as administrators, teachers, counselors and coaches.
  • Greater flexibility for employees than 403(b) programs and can be appropriate for employees who are raising a family, pursuing a graduate degree or within a few years of leaving their employer.
  • Broader catch-up provisions for those nearing retirement and are not aggregated with 403(b) plan catch-up provisions.
  • Upon severance from employment, accumulations can be taken as a lump sum, rolled over into an IRA, another 457(b), a 403(b) program or a 401(a)/(k) plan of a new employer, or periodic payment options can be established. 

Employee Development – Tuition Assistance Program:

Self-Initiated Employee Development

  • The District maintains an Employee Development policy, applicable to regular employees, under which such employees may elect to continue their education. An employee shall be reimbursed for one?half the cost of tuition and/or fees and books when he/she has completed a course of study which is directly related to a present job classification, or when the course of study is directly related to a higher District classification he/she aspires to be promoted to. The District will pay a maximum of $5,000 per calendar year for each employee.
  • The District reserves the right to condition tuition reimbursement upon an employee’s agreement to reimburse the District for tuition payments in the event the employee leaves the District within twenty-four (24) months after receiving the tuition reimbursement. However, the District’s reimbursement of an employee’s tuition in no way guarantees or implies that the employee will receive preferential treatment with regard to future promotions or transfers with the District.


  • Upon hire, permanent employees of the Merced Irrigation District are enrolled in the California Public Employees Retirement System (PERS).  Seasonal or temporary employees are eligible for enrollment upon working 1000 hours within the PERS fiscal year (July 1st through June 31st).
  • The District will enroll all eligible employees in the Public Employees’ Retirement System (PERS) in the miscellaneous category, with a 2% at 60 for Classic members or a 2% at age 62 for PEPRA members, supplemental formula, along with the following optional inclusions:
  • No reduction for full Social Security.
  • Prior service is limited to members employed on the original contract date.
  • Credit for unused sick leave.
  • Industrial disability for miscellaneous members.
  • Post retirement survivor allowance.
  • Improved non-industrial disability allowance.
  • For PEPRA members, effective January 1, 2013, the employee and the District share the cost of the retirement benefit.  The employee contribution is 6.5% of qualifying gross salary.
  • PERS provides an annual statement to all members in the fall of each year. This statement, which is mailed to your home, includes a summary of your contributions, interest earned, and, if applicable, a projected retirement amount since retirement is an option at age 50 and beyond once vesting occurs. The normal retirement age at the District is age 60-62, depending upon your start date.  The District reserves the right to change retirement plans at the sole discretion of the District.

Retiree Health Benefits:

  • Eligible retirees of the District (age 60 with a minimum of five (5) years’ service) and their eligible dependents can elect to remain enrolled under the District’s health plan(s) until they become Medicare eligible at age 65.  If the District offers more than one health plan at the time of retirement, the retiree can elect to remain on that same plan at the time of retirement, continuing to share the cost of premiums with the District.  Eligible retirees may continue dependent coverage on the same basis as current employees of the District.  Dependent eligibility ceases when the retiree becomes eligible for Medicare. 


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