¨ Benefits for full-time and regular part-time employees (24 hours or more) include health insurance, Paid Time Off, Extended Sick Leave, pharmacy discount, employee wellness program, pension plan, life insurance
¨ Benefits for part-time employees (less than 24 hours) include Paid Time Off, Pharmacy benefit and wellness center discount.
This page is for informational purposes only. Plan documents are controlling in all facets of benefit administration. Please contact Human Resources at (402) 729-3351, extension 4499, for more information.
*Your portion of these benefits is deducted from your pay on a pre-tax basis. Because of this, coverage changes can only be made if there is a Qualifying Status Change related to a change in family status or a change in the benefited employment status.
Qualifying Status Change
• A “change in family status” includes marriage, divorce, death of a spouse or child, birth or adoption of a child, or a change in your spouse’s employment or benefit status. New benefit choices must be requested within 30 days of the status change.
• A “change in benefited employment status” means changing your Employment Classification from PRN or part-time (less than 24 hours per week) status TO full-time or regular part-time (regularly scheduled for 24 hours or more per week) or vice versa. New benefit choices must be requested within 30 days of the status change.
JCHC offers a traditional health insurance (Plan A) and a Health Savings Account (HSA) plan (Plan B) to employees in a qualified employment classification as of the first the month after thirty (30) days of employment. JCHC will pay a percentage of your health insurance premium if your Employment Classification is Full Time (minimum of 36 hours per week) or regular Part-Time (regularly scheduled less than 36 hours but at least 24 hours per week).
If you opt out of utilizing the health insurance plan offered by JCHC, you will not be able to enter the health insurance plan unless there is a Qualifying Status Change or during open enrollment which is Jan. 1 of each year. For more information on health insurance benefits please contact the Human Resources Department.
FLEXIBLE SPENDING ACCOUNTS*
Flexible Spending Accounts are a way for you to save money on dependent day care expenses and/or medical expenses that are not covered by insurance. If you have these kinds of expenses, you can set up an account to which you contribute a portion of your pay on a pre-tax basis through payroll deduction. Then as you incur these expenses, you file a claim and the money is paid back to you – tax-free. If you have predetermined medical or dependent care expenses, the accounts can result in significant savings to you.
• Use it or lose it! So plan carefully. Expenses need to be incurred in the year in which you have pledged funds. You have until January 30 of the following year to actually file expense claims to be reimbursed for the previous year. If you do not have expense claims (dated on or before December 31 of that year) for the amount pledged, you will be able to roll over up to $500 into the next calendar year. Any money above and beyond the $500 will not be carried into the next year or refunded to you, so plan carefully.
• You cannot change the amount pledged unless you have a Qualifying Status Change during the year as defined on page 4.
• When electing the Health Spending Account (HSA) high deductible insurance option (Plan B), the medical flexible spending account will reimburse only those expenses not covered by the HSA plan. See the plan for more details.
Medical Flexible Spending Account:
Employees with Employment Classifications of full and regular part-time can contribute up to $2,550 on a pre-tax basis each year. For example, you can use the money in your Medical Flexible Spending Account to pay for medical and dental deductibles and out-of-pocket expenses or expenses not covered by insurance plans; such as co-pays, vision exams and eyeglasses.
Dependent Day Care Flexible Spending Account:
Employees with Employment Classifications of full and regular part-time can contribute up to $5,000 on a pre-tax basis to the Dependent Day Care Flexible Spending Account. If you are married, you and your spouse must work, be full-time students or be incapable of self-care in order to enroll in the Dependent Day Care Flexible Spending Account. If you are married and file taxes separately, you can deposit up to $2,500 on a pre-tax basis to the Dependent Day Care Flexible Spending Account.
EMPLOYEE LIFE INSURANCE
JCHC provides group life insurance coverage to employees with an Employment Classification of full-time or regular part-time. Coverage is effective on the first day of the month following the employee’s 30 days of employment. Employees must be in a paid status on the effective date of coverage. Please contact the Human Resources Department for more information.
A variety of insurances are available on a voluntary basis through The Olson Group via payroll deduction to active employees after 30 days of employment with an Employment Classification of full-time or regular part-time (24 or more hours per week). Participation is voluntary and the full premium is paid by the employee. For more information, contact Human Resources. The available insurances include:
Group Critical Illness
Voluntary Short Term Disability
Voluntary Life and AD&D
403b Savings Plan
You are eligible to participate (and may begin making salary deferral contributions) in the 403b Savings Plan upon hire. You may enter the 403b Savings Plan following your start date and voluntarily defer a portion of your salary into the plan each pay period. Contributions to the pension plan are made on a pre-tax basis. Please be aware of the personal maximum contribution limits that are established by the IRS.
You are always 100% vested in the amount you have contributed to your 403b Savings Plan should you terminate your employment or retire.
You may change the amount of your voluntary contribution percentage at anytime through Human Resources. You may stop your voluntary contribution as of the start of any pay period after the written notice of change is received.
Employees who have worked at least 1000 hours and are 18 years or older are eligible for a matching contribution as a percentage of your voluntary contribution to your 403b Savings Plan by JCHC. The matching contribution begins the first of the month following your eligibility date. The following matching schedule applies:
• After one year of service, your voluntary contributions will be matched at 2.5% per pay period
• 5 years of service and more, your voluntary contributions will be matched at 5.0% per pay period
Employees are fully vested in the plan after 6 years. Employees age 62 or older are vested regardless of years of service. Employees must meet 1,000 hours of worked hours per year.
PAID LEAVE PLAN
Paid Time Off (PTO) – The PTO Bank gives eligible employees paid work hours that may be used for vacation, holidays, appointments, funeral/bereavement time, short-term illness, FMLA for a parent, family military leave and personal time to do the things you enjoy. Excluded from the PTO bank are hours utilized for civic/jury duty and military leave.
Extended Illness Bank (ESL) – As a supplement to the PTO Bank, the ESL is designed to provide peace of mind should the need for a medical leave of absence occur. The Extended Illness Bank provides you with income protection when you are on a medical leave of absence in accordance with the Family Medical Leave Act and the Leave of Absence – Family Medical policy.
PTO is available to all employees with an Employment Classification of full-time and part-time, up to a maximum of 240 hours. New employees begin accruing PTO upon employment, but may not use PTO until after 90 days of employment. PTO may be used in increments of a tenth of an hour.
All PTO time must be pre-approved by the supervisor and will be dependent upon other leave requested in the department as well as the departmental workload.
The amount of PTO available will appear on the ADP HR portal. The maximum accumulation of PTO is 240 hours. PTO cannot be used before it is accrued and may not be utilized over and above the employee’s regular schedule.
The Extended Sick Leave (ESL) provides employees with paid leave time while on an approved medical leave of absence. A Leave of Absence form with a Healthcare Provider Certification Statement is required to receive benefits. Contact your manager or Human Resources for details. ESL benefits are available only for the period of a medically certified leave by the employee’s health care provider, in accordance with the Leave of Absence-Family Medical policy.
ESL Accrual Rates
Full-time and regular part-time employees regularly scheduled 24 hours per week or more are eligible to accrue ESL benefits at the rate of .04231 times the number of hours actually worked. This is calculated on up to 40 hours worked per week. ESL benefits may accrue up to a maximum of 240 hours. Once the maximum of 240 hours has been reached, no further accrual of ESL benefits will occur unless the balance falls below the maximum.
Unused ESL accrued hours will not be paid as cash upon ineligibility or termination. However, employees transferring back to an eligible employment category within one year will have their ESL account balances reinstated at the level of accrued benefits that existed before becoming ineligible.
JCHC recognizes the following national holidays:
New Year’s Day
Non-exempt employees who are not working up to their regular schedule and exempt employees are required to use PTO for the above named holidays. Working the holiday in lieu of using PTO is not normally an option for exempt employees.
Non-exempt employees who work the actual holiday will be paid at a rate of one-and-one-half times the employee’s base wage for the hours worked on the actual holiday. In the event a shift covers part of a non-holiday and a holiday, the employee shall be paid regular time for the non-holiday portion of their shift.
Jefferson Community Health Center believes it is in the best interest of its employees and of the facility to encourage employees to pursue continuing education opportunities, particularly in areas in which there are worker shortages and anticipated future worker shortages.
Financial assistance MAY be available via two separate programs, Loan Forgiveness or Tuition Reimbursement. Part-time and full-time employees may qualify to apply for the loan forgiveness or the tuition reimbursement program. Employees must have completed six months of employment, have no active corrective actions in their file, and average at least 20 hours of work per week, before applying for either program.
A Loan Forgiveness program is offered for designated shortage-area positions, as determined by facility need and approved by the CEO and Human Resources. This program reimburses full tuition, books and fees up to $5,000 per year for employees in an approved program of study in an accredited college, university or post-secondary school.
In agreeing to the Loan Forgiveness program, you are committing to work for JCHC for a specified period of time (1 year for $5,000, 2 years for $10,000) after successful completion of your studies. If you do not work for JCHC for the committed period of time for any reason, JCHC will require you to repay the loan plus 15 percent interest, as specified in the Acceptance Agreement. If you do not maintain a passing grade point average (C or better), JCHC will require you to repay the loan plus 15 percent interest, as specified in the Acceptance Agreement.
Contact Human Resources for an application and further program details. JCHC reserves the right to modify or end this program at any time.
The Tuition Reimbursement program is available for any program of study that might mutually benefit the employee and JCHC. This program reimburses employees up to $1,000 per semester for coursework completed at an accredited college, university or post-secondary school. The program recognizes a maximum of two semesters per year.
Coursework must be completed with at least a C (passing) grade in order to qualify for reimbursement. This program reimburses for the cost of tuition only. It does not cover books, student fees, etc.
With a passing grade in an approved program, the employee will be reimbursed 75 percent of the cost of tuition (not to exceed the maximum of $1,000). One year later, the employee will be reimbursed the remaining 25 percent of the cost of tuition (not to exceed the maximum of $1,000.)
Contact Human Resources for an application and further program details. This program is subject to annual review. JCHC reserves the right to modify or end this program at any time.
EMPLOYEE ASSISTANCE PROGRAM
Jefferson Community Health Center employees and immediate family members are eligible for participation in the facility’s Employee Assistance Program (EAP). A total of six (6) sessions will be provided to the employee at no cost by Directions EAP. If additional sessions are needed, a fee for any sessions beyond the initial six (6) is the responsibility of the employee. The EAP is based on a calendar year and services may be renewable each calendar year.
All employee participation in the EAP is held in the strictest confidence. JCHC is not informed of the names of employees receiving assistance nor are they given any identifying information about employees unless the employee gives written permission.
You are welcome to utilize the Directions EAP office in Lincoln or you may select a provider closer to you for your counseling needs. For a list of providers in your area, contact Directions EAP at their toll free number 1-800-563-8201.
Brochures are available in your department or in Human Resources.
WELLNESS CENTER & DISCOUNT
JCHC is proud to offer a full-service Wellness Center to our community and our employees. Employees are encouraged to take advantage of the wellness center facility and are eligible for a reduced membership rate — or free individual membership when you utilize the facility at least 10 times per month. (Please see personnel in the Bob and Wauneta Burkley Wellness Center for details.)
JCHC offers several discounts and programs focused around maintaining good health because your health and wellness is important. As a current employee, you are encouraged to take part in the following offerings:
• A free Lab draw – Once per year as a part of the SimplyWell employee wellness program. (See below.) MUST participate in SimplyWell to receive the free lab work.
• Annual physical – Reimbursed up to $50 per year. Please see Human Resources.
• SimplyWell Program– This is an on-line program available to all employees and spouses over age 18, with an annual enrollment period in October each year. Includes a free lab draw and free health screening! Please see Kristina Dux in Human Resources for more information.
VARIOUS DISCOUNTS AND OTHER BENEFITS
A variety of discounts are available to current employees of JCHC. These discounts include:
JCHC hospital and clinic discount: Once insurance payments are received, a 10% discount is available on the remaining balance for current employees. Contact the Business Office to inquire about this discount.
Purchasing: Various products can be ordered at a reduced cost through the Purchasing department. See the Purchasing department for a list of products.
Cafeteria: Employees have the opportunity to purchase items through the Nutrition Services Department (example: cookies, cinnamon rolls, etc.). If interested in purchasing items please see the Nutrition Services Department or cafeteria personnel.
Pharmacy: Reduced rates are available to current employees and IRS defined immediate family members on over-the-counter medications and most prescription drugs.
Seasonal Influenza Vaccinations: Offered to all employees annually, if available.
Employee Emergency Fund: Provides assistance to an employee who has suffered a loss of income, loss of home, or loss of belongings. A memorial is provided to an employee who has lost a family member. Employees may donate to the fund through payroll deduction or a cash donation. See Gloria Everhart in Human Resources.
Verizon Discount: Verizon Wireless offers discounts to Jefferson Community Health Center employees for their personal calling or data plans, phones and accessories. For details, contact Human Resources.