HEALTH INSURANCE - MEDICAL, DENTAL AND VISIONCMHA 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 PROGRAMEmployees eligible for health insurance coverage may receive an annual cash incentive, currently $500 for single and $1,000 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. In addition, CMHA will pay $500 per year to those employees that are eligible for the family plan but elect to utilize single plan coverage. Bonuses are paid out on a yearly basis based upon the date in which the employee waived coverage.
HEALTH SAVINGS / FLEXIBLE SPENDING ACCOUNTS
CMHA’s HSA/FSA (Section 125 Plan) allows employees to voluntarily convert compensation into tax-free benefits to pay for uncovered medical and dependent daycare expenses with pre-tax dollars. The maximum annual employee contributions will be determined at the beginning of each plan year.
LIFE INSURANCECMHA 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. CMHA also provides to each full-time regular employee the option of purchasing supplemental life and accidental death and dismemberment insurance.RETIREMENT PLANAll 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 COMPENSATIONCMHA 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 PROGRAMConfidential, 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. HOLIDAYSThere are eleven paid holidays observed at CMHA:
Full-time employees receive vacation with pay, which accrues according to the following schedule:Years of Service Days of Vacation1 year but less than 5 years 15 days5 years but less than 10 years 18 days10 years but less than 20 years 20 days20 years or more 25 daysVacation 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. 120 hours worked equals one month of service credit for vacation accrual. An employee who has prior service with the state of Ohio or any political subdivision thereof may have the prior service counted as service with CMHA for the purpose of computing vacation credit provided certain conditions are met.
PERSONAL LEAVE / SICK LEAVE
Full-time employees accrue paid personal leave on a bi-weekly basis at a rate equal to 15 days (120 hours) per year. The personal leave balance is reported on each bi-weekly paycheck. Employees shall receive at resignation from employment, for any reason except for termination, 5% of their accumulated sick leave balance per full completed year of service up to a maximum of 50%.
PHAS BONUS PROGRAMThe U.S. Department of Housing and Urban Development evaluates the performance of public housing authorities by way of the Public Housing Assessment System (PHAS). This evaluation tool measures a PHA's performance in areas such as vacant unit turnaround, work order response time, rents collected, operating reserves, resident programs, security, etc. PHA's with scores of at least 90% are designated as "high performers", and as a result are exempted from some regulatory over site requirements. CMHA has received the high performer designation every year but one since 1997. In recognition of the agency's PHAS performance, the Board of Commissioners may, at its discretion, allot an amount of money for employee PHAS bonuses. The Executive Director determines who will receive bonuses, and the amount received, based on exempt employees' overall contribution to the improvement in the agency's performance.TUITION ADVANCEMENT PROGRAM
CMHA offers advanced tuition payment(s) for eligible employees who are taking courses or working toward a degree related to his/her employment with the agency. All full-time, regular employees who have at least six (6) months of continuous full-time service with CMHA, prior to the start of class, are eligible for this program. Employees can receive up to $2,000 per fiscal year. Documentation will be maintained in individual files.
The course/degree pursued must directly relate to either the employees present position or to a logical career progression with CMHA;
COMPUTER PURCHASE PROGRAMEligible 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. DIRECT DEPOSITEmployees 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. MEDICAREOn 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 COMPENSATIONEmployees 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.