Human Resources Department
FAQs

Contact HR Customer Service  

Mailing Address
P.O. Box 839966
San Antonio, TX 78283-3966

Physical Address
Riverview Towers Building
111 Soledad, Suite 100
San Antonio, TX 78205

Phone
210.207.8705

Hours
Monday - Friday
7:45 a.m. - 4:30 p.m.

Contact HR Customer Service Email

 

Open Enrollment

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Open enrollment is the one time each year when employees can make changes to their health benefits without experiencing a Qualifying Life Event. Employees can add or remove dependents, as well as select a different health plan during open enrollment. Employees can also establish or re-establish a Flexible Spending Account. The City has an active enrollment each year. This means that every employee who wishes to be covered under the plans must enroll and be sure your dependent(s) if any are also listed for coverage. This is true even if you have insurance coverage for the current year.
You can enroll online by logging into the Employee Self Service (ESS) System. You will be asked to enter your User ID and password. For open enrollment instructions, click on the Enrollment Instructions icon on the Open Enrollment One-Stop Shop.
Yes, employees will have the opportunity to receive one-on-one assistance during open enrollment assistance sessions this year. The schedule is as follows:

Location: Alamodome, 100 Montana St, San Antonio, TX 78203

October 21:     noon - 5 p.m.
October 22:     8 a.m. - 5 p.m.
October 23:     8 a.m. - 5 p.m.
October 24:     8 a.m. - 5 p.m.
October 25:     8 a.m. - 1 p.m.
Yes. Employees who are enrolled in a City medical plan can get their annual flu shot at an open enrollment assistance session. You will need to have your Blue Cross and Blue Shield of Texas I.D. card with you to obtain your flu shot.   

My Insurance Options at Open Enrollment

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You have three plan options to consider – Consumer Choice PPO, Blue Essentials HMO, and New Value PPO.
Additional details regarding the medical plans can be found at www.sanantonio.gov/openenrollment.

Applied Behavioral Analysis (ABA) Therapy - This treatment option is for individuals who have autism spectrum disorders. It is intended to provide improvement in a variety of skill areas, including looking, listening, imitating, language, behavioral, and social.

Consumer Medical - Through this benefit, you have access to customized, evidenced-based support, educational materials, and assistance from a team of health care professionals throughout your health journey.

Livongo - This program helps those with diabetes better manage their condition through no-cost access to treatment supplies, face-to-face pharmacist-led counseling at CVS locations, and coaching from certified diabetes educators. If eligible for this program, Livongo will contact you.

Travel & Lodging - This benefit provides reimbursement for those traveling to receive treatment for a transplant or inpatient/outpatient cancer treatments.

All of these benefits are available under the three medical benefit plans at no cost to you.

New for 2020, the Blue Essentials HMO provides you with a third medical plan option to choose from. Under this plan, you are connected to a smaller group of qualified health care providers, with your care directed by a primary care provider (PCP). The plan design is similar to the New Value PPO, as it features deductibles and co-pays; however, the bi-weekly premiums are lower. This plan covers in-network services in Texas only.
Click here to find a PCP in your area.  

Consumer Choice is a medical plan that meets the IRS definition of a high-deductible health plan. The Consumer Choice plan allows you to have more control over how your health care dollars are spent. It includes a higher deductible and a Health Savings Account (HSA). The plan requires you to meet an annual deductible before you and the City share the costs of services. The City’s payment is 80%, and you will pay 20% of costs of service You can read more about the Consumer Choice plan in the Civilian Benefit Matters Guide or watch the video in our video information library.

Think about your total costs for health care; this includes your premium and anticipated costs you pay after the insurance pays.

You pay a monthly bill for your health plan (a "premium"), even if you do not use medical services. Based upon how you use the plan, decide if you want to pay less in premiums and more when you use the plan or more in premiums and less when you pay for services.

Know your out-of-pocket costs. You pay out-of-pocket costs, including a deductible, co-pay, and co-insurance when you get care. These costs do not include premium.

Use the following formula for calculating your potential annual out-of-pocket costs.

  • Assume you will have the worst year possible and add your maximum out of pocket and the annual premium for your medical plan of choice. The result is your potential total out-of-pocket costs.
  • Apply the same formula to the remaining plan and compare results.

There are several tools and resources you can access on the Human Resources website:

  • Benefits Information Video Library – The library features informative videos covering topics such as open enrollment, Flexible Spending Accounts, your medical plan options, and more.

You will also have access to tools and resources online through the Open Enrollment One-Stop Shop, and can speak with their department’s Employee Relations Business Partner, or contact Human Resources at 207.8705 for assistance during open enrollment.    

The City offers two plans for dental coverage: Citident PPO and Dental Health Maintenance Option (DHMO). Both plans offer comprehensive coverage. The PPO allows you see any dentist, while the DHMO requires you to see a dentist within the Delta Care network.

Additional details regarding the dental program can be found at www.sanantonio.gov/openenrollment.
Basic life and accidental death and dismemberment coverage of one times annual salary is provided at no cost to you. You can enroll in supplemental life insurance coverage equal to 1X, 2X, 3X, 4X, or 5X your annual salary. You will need to send an application for coverage to Dearborn National for their review and consideration before the insurance becomes effective.
Davis Vision is the administrator for the optional vision program. Coverage details can be found at www.sanantonio.gov/openenrollment.



Health Savings Accounts (HSA)

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An HSA is a savings account that allows you to pay for health care expenses and / or save for your future health care needs. The HSA is available to those who are enrolled in the Consumer Choice health plan.

To be an eligible individual and qualify for an HSA, you must meet the following requirements.

  • You are covered under Consumer Choice.
  • You have no other health insurance other than dental, vision, or critical illness coverage.
  • You are not enrolled in Medicare.
  • You cannot be claimed as a dependent on someone else's tax return.    
The City will make a one-time contribution per year to your HSA account of $500 for individual coverage or $1,000 if you are covering one or more dependents. The City’s contribution is made the first payday in January. If you also make additional contributions to your HSA, your bi-weekly payroll deductions will begin with the first paycheck in January.
The funds you accumulate in your HSA will always be yours, even if you switch plans.
Yes. You may use your HSA account to pay for the eligible expenses of your tax dependents.
Yes. You must obtain and complete the rollover or transfer form. Check with your bank for additional information.
For 2020, you can contribute up to $3,550 for an individual and $7,100 for a family. This also includes the City’s contribution and any rewards that you might receive through the Employee Wellness Program.
After you reach age 55, you are allowed to make an additional $1,000 over and above the annual contribution limit of $3,550 for an individual and $7,100 for family for calendar year 2020.
A schedule of fees will be provided to you by HSA Bank in your welcome kit.
You can obtain the form from the Employee Benefits Office. You may also make after-tax payments to your HSA account through HSA Bank.
An after-tax contribution can be submitted directly through HSA Bank.
Your HSA account is available for use as funds are deposited into the account. However, if you have remaining funds in an FSA, you will not have access to your HSA account until April 1.

Health Care Flexible Spending Account (FSA)

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An FSA is a pre-tax benefit account used to pay for eligible medical, dental, and vision care expenses that are not covered by your insurance plan or elsewhere. It is a smart, simple way to save money while keeping you and your family healthy and protected.

The primary differences between an HSA and an FSA are:

Question HSA FSA
Do the funds carry over from one year to the next? Yes. Funds will roll over from year to year. No. Funds do not roll over and must be used by the end of each calendar year or they will be lost.
Is the account valid if you leave the City? Yes. The funds belong to you and are available to you as long as your account is valid.  No. If you have money available at the time you leave service, you can withdraw funds for services rendered to your last day of work.
How much can I spend from my account? You can only use the money in your account. As of our first payday in January, the only money you will be able to use is what the City has contributed ($500 for an employee-only plan and $1,000 for a family plan) and your first bi-weekly payroll deduction, if any. Yes. The full amount you pledge to your FSA will be available to you on January 1, 2019.
The IRS prohibits a spouse/certified domestic partner from participating in an HSA and FSA simultaneously.
Yes. You are eligible to enroll in the Health Care FSA and Daycare/Elder Care FSA benefit at the same time. 

You may not rollover any spending account dollars into an FSA. FSA accounts are funded through payroll deductions only.

For 2020, you can contribute up to $2,700 into a Health Care FSA. 

Mid-year changes to an FSA election can be made in the event of a Qualifying Life Event (ex: marriage, divorce, birth/adoption, etc.).

You may spend your entire Health Care FSA pledged amount on January 1 or thereafter even though you may not have completed your annual contributions.
Eligible expenses incurred between January 1, 2020 and March 15, 2021 may be reimbursed from your FSA. All claims for reimbursement must be filed by March 31, 2021. Any remaining money will be forfeited.

Daycare/Elder Care Flexible Spending Account

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The annual maximum contribution is $5,000.
Your spending is limited to the amount you have contributed beginning the first pay period in January.
Mid-year changes to an FSA election can be made in event of a Qualifying Life Event (ex: marriage, divorce, birth/adoption, etc.).
The IRS “use-it-or-lost it” provision requires the funds to be forfeited if not used by December 31.
The IRS requires funds to be forfeited if not used for eligible services by December 31, 2020.

Employee Rewards Through Virgin Pulse Wellness Program

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By participating in the Virgin Pulse Program, full-time civilian employees enrolled in a City medical health care plan can earn contributions, up to $500, to their Health Savings Account or Health Care FSA in 2020 by becoming or remaining active throughout the year. Physical activity and program participation are tracked through a pedometer and online account.

Awards are earned on a quarterly basis and deposited in your HSA or Health Care FSA at the end of each quarter. Contact the Employee Wellness Division to learn more about how the Virgin Pulse Program works. Click here to enroll in the Virgin Pulse Program. 

Note: All money deposited into your HSA by the City is subject to a 6% contribution to your Texas Municipal Retirement System (TMRS) account. Because of the City’s contribution is recognized as income, it is subject to the deduction just like your bi-weekly earnings.  

Tobacco User Fee

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The tobacco user fee is an after-tax deduction of $20 per pay period.
Anyone who has used tobacco products during the past 60 days is a tobacco user. Tobacco products include, but are not limited to: cigarettes, cigars, pipes, all forms of smokeless tobacco (chewing tobacco, snuff, dip, or any other product that contain tobacco), clove cigarettes or any other smoking devices that use tobacco such as hookahs. Electronic and smoke-free cigarettes are included in the definition of a tobacco product.
If it is discovered that you are a tobacco user when you have declared that you are not, you could be subject to discipline for misrepresentation on City documents.
The bi-weekly Tobacco User Surcharge will be discontinued once you have successfully completed a tobacco cessation program. The City offers two cessation programs - the Quit for Life Program and tobacco cessation classes offered through the Employee Assistance Program. You must remain tobacco-free for 60 consecutive days, AND submit an updated Tobacco Declaration Form along with your certificate of completion from your tobacco cessation program to the Employee Benefits Office. The bi-weekly deduction will cease the first pay day following receipt of the documents. Retroactive refunds cannot be made.
 

Open Enrollment

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Open enrollment is the one time each year when employees can make changes to their health benefits without experiencing a Qualifying Life Event. Employees can add or remove dependents, as well as select a different health plan during open enrollment. Employees can also establish or re-establish a Flexible Spending Account. The City has an active enrollment each year. This means that every employee who wishes to be covered under the plans must enroll and be sure your dependent(s) if any are also listed for coverage. This is true even if you have insurance coverage for the current year.

You can enroll online by logging into the Employee Self Service (ESS) System. You will be asked to enter your User ID and password. For open enrollment instructions, click on the Enrollment Instructions icon on the Open Enrollment One-Stop Shop.

Yes, employees will have the opportunity to receive one-on-one assistance during open enrollment assistance sessions this year. The schedule is as follows:

Location: Alamodome, 100 Montana St, San Antonio, TX 78203

  • October 21:     noon - 5 p.m. 
  • October 22:     8 a.m. - 5 p.m. 
  • October 23:     8 a.m. - 5 p.m. 
  • October 24:     8 a.m. - 5 p.m. 
  • October 25:     8 a.m. - 1 p.m.
Yes. Employees who are enrolled in a City medical plan can get their annual flu shot at an open enrollment assistance session. You will need to have your Blue Cross and Blue Shield of Texas I.D. card with you to obtain your flu shot.

My Insurance Options at Open Enrollment

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You have two plan options to consider: Police - CDHP PPO and Police - Value PPO. Additional details regarding the medical plans can be found at www.sanantonio.gov/openenrollment.

Applied Behavioral Analysis (ABA) Therapy - This treatment option is for individuals who have autism spectrum disorders. It is intended to provide improvement in a variety of skill areas, including looking, listening, imitating, language, behavioral, and social.

Consumer Medical - Through this benefit, you have access to customized, evidenced-based support, educational materials, and assistance from a team of health care professionals throughout your health journey.

Livongo - This program helps those with diabetes better manage their condition through no-cost access to treatment supplies, face-to-face pharmacist-led counseling at CVS locations, and coaching from certified diabetes educators. If eligible for this program, Livongo will contact you.

Travel & Lodging - This benefit provides reimbursement for those traveling to receive treatment for a transplant or inpatient/outpatient cancer treatments.

All of these benefits are available under the three medical benefit plans at no cost to you.

Police - CDHP is a medical plan that meets the IRS definition of a high-deductible health plan. The Police - CDHP plan allows you to have more control over how your health care dollars are spent. It includes a higher deductible and a Health Savings Account (HSA). The plan requires you to meet an annual deductible. You pay 0% of the costs of service once the deductible is met. You can read more about the Police-CDHP plan in the Uniform Police Benefit Matters guide. 

Think about your total costs for health care; this includes bi-weekly premiums (if any) and anticipated costs you pay after the insurance pays.

Depending on the health plan you choose, you may pay a bi-weekly bill (a "premium") for your health plan even if you do not use medical services. Based upon how you use the plan, decide if you want to pay no premiums and more when you use the plan or premiums and less when you pay for services.

Know your out-of-pocket costs. You pay out-of-pocket costs, including a deductible, co-pay, and co-insurance when you get care. These costs do not include premium, if any.

Use the following formula for calculating your potential annual out-of-pocket costs.

  • Assume you will have the worst year possible and add your maximum out of pocket and the annual premium, if any, for your medical plan of choice. The result is your potential total out-of-pocket costs.
  • Apply the same formula to the remaining plan and compare results.
Basic life and accidental death and dismemberment coverage of one times your annual salary, for each, is provided at no cost to you. 

There are several tools and resources you can access on the Human Resources website:

  • Police Benefit Matters Guide – This document provides you with an overview of your health benefits.
  • Benefits Information Video Library – The library features informative videos covering topics such as open enrollment, Flexible Spending Accounts, your medical plan options, and more.

You will also have access to tools and resources online through the Open Enrollment One-Stop Shop, and can speak with their department’s Employee Relations Business Partner, or contact Human Resources at 207.8705 for assistance during open enrollment.    

Health Savings Accounts (HSA)

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An HSA is a savings account that allows you to pay for health care expenses and / or save for your future health care needs. The HSA is available to those who are enrolled in the Police - CDHP health plan.

To be an eligible individual and qualify for an HSA, you must meet the following requirements.

  • You are covered under Police - CDHP.
  • You have no other health insurance other than dental, vision, or critical illness coverage.
  • You are not enrolled in Medicare.
  • You cannot be claimed as a dependent on someone else's tax return.    
The City will make a one-time contribution per year to your HSA account in the amount of $1,500. The City’s contribution is made the first payday in January. If you also make additional contributions to your HSA, your bi-weekly payroll deductions will begin with the first paycheck in January.

The funds you accumulate in your HSA will always be yours, even if you switch plans.

Yes. You may use your HSA account to pay for the eligible expenses of your tax dependents.

Yes. You must obtain and complete the rollover or transfer form. Check with your bank for additional information.

For 2020, you can contribute up to $3,550 for an individual and $7,100 for a family. 
After you reach age 55, you are allowed to make an additional $1,000 over and above the annual contribution limit of $3,550 for individual and $7,100 for family for calendar year 2020.

A schedule of fees will be provided to you by HSA Bank in your welcome kit.

You can obtain the form from the Employee Benefits Office. You may also make after-tax payments to your HSA account through HSA Bank.

An after-tax contribution can be submitted directly through HSA Bank.

Your HSA account is available for use as funds are deposited into the account. However, if you have remaining funds in a Health Care FSA, you will not have access to your HSA account until April 1.

Health Care Flexible Spending Account (FSA)

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An FSA is a pre-tax benefit account used to pay for eligible medical, dental, and vision care expenses that are not covered by your insurance plan or elsewhere. It is a smart, simple way to save money while keeping you and your family healthy and protected.

The primary differences between an HSA and an FSA are:

Question HSA FSA
Do the funds carry over from one year to the next? Yes. Funds will roll over from year to year. No. Funds do not roll over and must be used by the end of each calendar year or they will be lost.
Is the account valid if you leave the City? Yes. The funds belong to you and are available to you as long as your account is valid.  No. If you have money available at the time you leave service, you can withdraw funds for services rendered to your last day of work.
How much can I spend from my account? You can only use the money in your account. As of our first payday in January, the only money you will be able to use is what the City has contributed ($1,500) and your first bi-weekly payroll deduction, if any. Yes. The full amount you pledge to your FSA will be available to you on January 1, 2020.
The IRS prohibits a spouse/certified domestic partner from participating in an HSA and FSA simultaneously.
Yes. You are eligible to enroll in the Health Care FSA and Daycare/Elder Care FSA benefit at the same time. 
You may not roll over any spending account dollars into an FSA. FSA accounts are funded through payroll deductions only.
For 2020, you can contribute up to $2,700 into a Health Care FSA.  
Mid-year changes to an FSA election can be made in the event of a Qualifying Life Event (ex: marriage, divorce, birth or adoption of a child, etc.).
You may spend your entire FSA pledged amount on January 1 or thereafter even though you may not have completed your annual contributions.
Eligible expenses incurred between January 1, 2020 and March 15, 2021 may be reimbursed from your FSA. All claims for reimbursement must be filed by March 31, 2021. Any remaining money will be forfeited.

Daycare/Elder Care Flexible Spending Account

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The annual maximum contribution is $5,000.

Your spending is limited to the amount you have contributed beginning the first pay period in January.

Mid-year changes to an FSA election can be made in event of a Qualifying Life Event (ex: marriage, divorce, birth or adoption of a child, etc.).

The IRS “use-it-or-lost it” provision requires the funds to be forfeited if not used by December 31.

The IRS requires funds to be forfeited if not used for eligible services by December 31, 2020.
 

Health

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Your enrollment in the medical, dental, and vision plans will end as of your last day of work.

You will receive a mailing from Blue Cross and Blue Shield of Texas regarding your eligibility to continue enrollment in your medical, dental, and vision plans. This is referred to as COBRA coverage or continuation coverage. You will have 60 days from the date of the letter to enroll in the eligible plan(s). The coverage you select will become effective on the date that your active employee coverage ended.

If you do not enroll in coverage within 60 days, you will forfeit your right to COBRA coverage. The cost of COBRA coverage varies by plan and tier selected. You are responsible for 102% of the premium, as the City does not provide a subsidy for coverage under COBRA.

Example: Joe Cosa was enrolled at the employee-only level in the City's medical, dental, and vision plan coverage when his employment ended on June 1. The coverage he had ended as of 12:01 a.m. on the day after his service ended. Within three weeks, Joe received his COBRA information in the mail and decided to continue his medical coverage. He submitted his enrollment form before August 1 (the end of the 60-day enrollment period). As a result, Joe's medical coverage became effective on June 2, and he will need to pay the monthly medical premium for the month he enrolled, including any back premium.

Life

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Your group basic coverage under the life insurance program will end as of your last day of work.
 If you participate in the optional supplemental life insurance plan, you may convert up to the full amount to a term-life policy. You are responsible for 100% of the cost of this coverage, and the cost will be based upon your personal information (age, sex, etc). An application for this coverage can be obtained from the Employee Benefits Office.

HSA or FSA

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An HSA is your personal bank account. The account remains available to you as long as you maintain a balance. You can continue to fund it even after your employment ends with the City as long as you have an HSA-compatible health plan coverage including enrolling in the Consumer Choice plan under COBRA. The City will no longer make a contribution to your HSA when your employment ends.
Your health care FSA will terminate on the date that your employment ends. Eligible health care services provided before your employment with the City ends will still be eligible for reimbursement, but services provided after that date will not be eligible unless you elect to continue coverage under COBRA. You will have 90 days from the date your employment ends to request reimbursement.
Your Dependent Care FSA balance will continue to be available for reimbursement of eligible services provided at any time within the plan year. However, you may only use the amount available in the account as of the end of your employment. You will have 90 days from the date your employment ends to request reimbursement.

Retirement Benefits

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You are eligible to request distribution of the funds in your 457 or leave the money in the account until you reach age 70-1/2. You will not be able to make contributions to the account following the end of your employment with the City. Contact your account representative at ICMA or Nationwide to learn more about your options.
If you are age 60 with at least 5 years of service or have 20 years of service at the time your employment ends, you are eligible to receive a monthly benefit from TMRS. You are not required to take your monthly TMRS benefit.
Although you may be eligible to receive a monthly TMRS benefit, you are not required to take it. You can choose to defer payment until as late as your attainment of age 60. You are also eligible to enroll in one of the City’s retiree medical plans or you can waive enrollment until a later date.

If you have less than 5 years of service when you leave employment with the City and do not go to work for another TMRS city, you can request to have your personal contributions and interest refunded to you. The refunded amount will not include any matching contributions from the City. Click here for the TMRS Refund Application.

If you have at least 5 years of service, but less than 20 years and not age 60 with 5 years of service, you will have two options regarding your TMRS account: 

  • Leave your personal contributions, City contributions, and interest in the account until you reach 60. Once you reach age 60, you are eligible to receive a monthly pension payment OR
  • Receive a lump sum payment of your personal contributions and interest. You are not eligible to receive City contributions and interest if you receive payment of your account prior to age 60.

Other Benefits

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On your last day of work, if you have Personal Leave available and not used prior to your last day of work, it will be lost. Additionally, any non-accrued leave (Incentive Leave, banked holidays, and Attendance Floating Holiday) balances will be forfeited. On the other hand, your remaining Annual Leave will be paid out to you in your final paycheck, up to 400 hours.
Your request for tuition reimbursement must be received 30 days in before your final paycheck. Requests for tuition reimbursement received after this period may not be paid. Questions concerning your benefits at the end of service with the City can be answered by contacting your department's Employee Relations Team or AskHR at 210.207.8705 or AskHR@sanantonio.gov.
Funds earned through the Virgin Pulse Program are deposited into your HSA or FSA each quarter while you are an active employee. You will not forfeit any of these funds following the end of your employment with the City.

Final Paycheck

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Your final paycheck from the City will not be direct deposited into your bank account. It will be a paper check that will be mailed to the home address we have on file for you. This check will include any working time prior to your termination date, compensatory time, and any remaining Annual Leave days. Remaining Personal Leave and Family Wellness/Education Leave hours will not be paid out. In order to ensure a smooth end-of-employment process, be sure to:

  • Update address in ESS to ensure you last paycheck is mailed to the correct location 
  • Submit resignation letter to your supervisor 
  • Return your City I.D. badge, City-issued equipment, parking pass, etc. to your supervisor