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SUMMARY OF NON-EXEMPT EMPLOYEE BENEFITS
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 13.70%
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:
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New Year's Day January 1 |
Columbus Day 2nd Monday in
October |
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Martin Luther King Day 3rd Monday in
January |
Veteran’s Day November 11 |
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President’s Day 3rd Monday in
February |
Thanksgiving Day 4th Thursday in
November |
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Memorial Day Last Monday in May
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Day after Thanksgiving 4th Friday in
November |
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Independence Day July 4
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Christmas Day December 25 |
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Labor Day 1st Monday in September |
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VACATION
AFSCME Members
| Full-time employees hired
after February 28, 1992receive
vacation with pay, which accrues accordingto
the following schedule: |
Full-time employees continuously employed prior
to February 28, 1992 receive vacation with pay according to the following
schedule: |
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AFSCME Years of Service: Days of Vacation |
AFSCME Years of
Service: Days of Vacation |
| Less than 5 years: 10 days |
Less than 10 years: 15 days |
| 6 years but less than 10 years:
15 days |
10 years but less than 11 years:
18 days |
| 11 years but less than 20 years:
20 days |
11 years but less than 20 years:
20 days |
| 20 years or more: 25 days |
20 years or more: 25 days |
TRADES Members
| Full-time employees hired
after February 28, 1992
receive
vacation with pay, which accrues accordingto
the following schedule: |
Full-time employees continuously
employed prior to February 28, 1992 receive vacation
with pay according to the following schedule: |
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TRADES Years of Service: Days of Vacation |
TRADES Years of
Service: Days of Vacation |
| 0 years through the end of 4
years: 10 days |
0 years but less than 10 years:
15 days |
| 5 years through the end of 10
years: 15 days |
10 years but less than 11 years:
18 days |
| 11 years through the end of 15
years: 20 days |
11 years through the end of 15
years: 20 days |
| 16 years or more: 25 days |
16 years or more: 25 days |
IUOE Members
| Full-time employees
hired after February 28, 1992
receive
vacation with pay, which accrues according
to the following schedule: |
Full-time employees
continuously employed prior to February 28, 1992
receive vacation
with pay
accordingto the following schedule: |
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IUOE Years of Service: Days of Vacation |
IUOE Years of Service: Days of Vacation |
| 0 years but less
than 6 years: 10 days |
0 years but less
than 10 years: 15 days |
| 6 years but less
than 11 years: 15 days |
10 years but less
than 11 years: 18 days |
| 11 years but less
than 20 years: 20 days |
11 years but less
than 20 years: 20 days |
| 20 years or more: 25
days |
20 years or more: 25
days |
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:
The course/degree pursued must directly relate
to either the employees present position or to a logical career progression with
CMHA;
All courses must be taken on the employee’s
own time; any exceptions must be approved by the Executive Director upon
recommendation from the department director;
The employee must formally apply for tuition
advancement and have the request approved by both the department director and
the Human Resources Department at least two weeks prior to the course start
date.
COMPUTER PURCHASE PROGRAM
Eligible employees may
receive a $1200 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 $1,200 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.
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