HEALTH INSURANCE - MEDICAL, DENTAL AND VISION CMHA provides health benefits coverage to regular, full-time employees and their eligible dependents. Medical coverage includes a prescription drug card. Enrollment in medical coverage automatically enrolls the employee and dependent(s) in the dental and vision plan. Coverage commences on the first day of the month following employment. Coverage terminates at 12:00 Midnight on the last day of the month of termination. HEALTH INSURANCE WAIVER BONUS PROGRAM Employees eligible for health insurance coverage may receive an annual cash incentive, currently $300 for single and $600 for family, for declining coverage through CMHA. The employee must provide proof of coverage for the specified time period in order to receive this bonus. Bonuses are paid out on a yearly basis based upon the date in which the employee waived coverage. LIFE INSURANCE CMHA provides each full-time regular employee with group life insurance coverage at no cost to the employee, in the amount of $10,000. At age 65, the coverage level reduces to $6,500; at age 70, the coverage reduces to $5,000. The Life insurance policy takes effect on the day following date of employment. The coverage terminates at 12:00 Midnight on the last day of the month of termination. RETIREMENT PLAN All employees participate in the Ohio Public Employees Retirement System (OPERS). As a member, employees are required to make contributions to the system through payroll deduction. The current contribution rate for employees is 10%, which is matched by a 14% employer contribution. The employee’s contribution is deducted on a pre-tax basis. A statement of the retirement savings in an employee’s account as of the previous December 31 is mailed in the first quarter of the new year. Retirement is available at age 60 with 5 years of service, age 55 with 25 years of service, or any age with 30 years of service. DEFERRED COMPENSATION CMHA employees can elect to participate in the Public Employees Deferred Compensation Program to supplement future retirement benefits. An employee can specify a portion of his/her bi-weekly pay, which is deferred on a pre-tax basis and invested on his/her behalf until retirement. Deferred pay is exempt from federal and state income taxes until it is received back from the Plan at the time of retirement. Employees age forty-nine (49) and under may defer up to $12,000 per year. Employees age fifty (50) and over may defer up to $14,000 per year. EMPLOYEE ASSISTANCE PROGRAM Confidential, professional counseling services are available for CMHA employees and their immediate family members through the Public Employees Assistance Program (PEAP). There is no cost to employees for these services.
HOLIDAYS
There are eleven paid holidays observed at CMHA:
VACATION
AFSCME Members
TRADES Members
IUOE Members
Vacation credit accrues bi-weekly. Employees on absences without pay, authorized or not, do not accrue vacation. The vacation leave balance is reported on each bi-weekly paycheck. Part-time employees accrue vacation based on total hours of service credit, which is based on the number of hours worked.
SICK LEAVE
Sick leave is accrued at the rate of fifteen (15) days per year. An employee has the ability to earn a sick leave incentive bonus when the employee uses two (2) or less sick leave days (16 hours) in a six-month period. The first six month period begins with pay period 1 through the end of pay period 13. The second six-month period begins with pay period 14 through the end of pay period 26.
TUITION ADVANCEMENT PROGRAM
All regular employees who have at least six months of continuous full-time service with CMHA prior to the start of a course are eligible for this program. During the agency’s fiscal year (July 1st – June 30th), the total amount of tuition payable to an individual shall not exceed $1,500. Completion of the course(s) with a grade of "C" or better is required for undergraduate courses, and a grade of "B" or better is required for graduate course work. In order for an employee to qualify for tuition advancement, all of the following requirements must be met:
COMPUTER PURCHASE PROGRAM
Eligible employees may receive a $1,000 interest-free advance for the purchase of a home computer system. CMHA will determine an employee’s eligibility for participation in the program based on his/her personnel record. As funds are available, the program is open to all employees who may or may not use computers on the job and whom learning the technology may provide additional promotional opportunities. Employees may seek an additional advance of $1,000 if their prior advance is paid in full. Employees may be denied participation in the program based on unsatisfactory job performance or disciplinary record. Employees must have completed their initial probationary period, if applicable, in order to be eligible.
DIRECT DEPOSIT
Employees may choose to have their paychecks deposited directly into their checking or savings account. This program can accommodate any bank, credit union or financial institution of the employee’s choice, and will become effective the second pay period following sign-up.
MEDICARE
On behalf of all employees hired after October 1996, CMHA pays a 1.45% federal mandated Medicare tax. The entire amount of this tax goes to a trust fund that pays for some of the costs of hospital and related care of all Medicare beneficiaries.
WORKERS COMPENSATION
Employees are covered by the workers’ compensation laws of the State of Ohio, administered through the Ohio Bureau of Workers’ Compensation (BWC), for injuries received on the job. The BWC has the final word on all workers’ compensation claim allowances or denials.