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Section 6 benefits ppt

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  • 1. Benefits Universal Employee Handbook Supervisor’s Overview Section 6 This overview is meant to further understanding of Employee Handbook topics and is not all inclusive of topics or content and is not meant to replace the review and comprehension of the Employee Handbook in its entirety.
  • 2. PLANS and ELIGIBILITY (Section 6.1 and 6.2) Embassy provides: •  •  •  •  •  •  •  •  Medical Insurance* (Employer-paid core plan) Employer-paid Short-Term Disability Insurance Dental Insurance Vision Insurance Worker’s Compensation Insurance 401k (optional) Long-Term Disability Insurance (optional) Supplemental Insurance Products (optional) *Eligible employees are required to enroll unless they have other coverage & waive benefits. (Currently, Full-Time employees are eligible for benefit coverage) This overview is meant to further understanding of Employee Handbook topics and is not all inclusive of topics or content and is not meant to replace the review and comprehension of the Employee Handbook in its entirety.
  • 3. BENEFIT INFORMATION (Section 6.1) Questions on eligibility or enrollment? Contact Odetta Webster, Benefits Manager. •  Eligibility begins after 60 days of employment. •  3 opportunities to enroll: Yearly Open Enrollment; Newly Eligible (60 days employment & Full-Time employee); Qualifying Life Event within 31 days. •  Benefits enrollment forms are required to be filled out and returned before the end of the month prior to enrollment. •  Summary Plan Descriptions for each benefit are available in Human Resources and on individual provider websites. Questions on eligibility or enrollment? Contact Odetta Webster, Benefits Manager. This overview is meant to further understanding of Employee Handbook topics and is not all inclusive of topics or content and is not meant to replace the review and comprehension of the Employee Handbook in its entirety.
  • 4. HOLIDAYS and PTO (Sections 6.4 and 6.5) There are 2 types of Holiday benefits: Important Refer to the Employee Handbook for detailed information regarding Holiday and PTO policies. •  Exempt and Hourly Administrative Employees receive Holidays off with pay (up to 8 hours on days they were scheduled to work). •  All other Hourly employees are paid time and a half (1½) for actual hours worked on Holidays. Paid Time Off (PTO): •  Full-Time and Part-Time employees are eligible for PTO. •  On-Call, Contract and Temporary employees are not eligible to receive PTO unless required by state or local law. This overview is meant to further understanding of Employee Handbook topics and is not all inclusive of topics or content and is not meant to replace the review and comprehension of the Employee Handbook in its entirety.
  • 5. USE of PTO (Section 6.5 and 6.9) Employees are required to use PTO prior to unpaid time: •  A formal request for PTO from an employee is desired, but it is necessary to apply this policy. •  Allows supervisors to prioritize PTO requests above leave without pay requests (except for FMLA or other protected leave). No Ceridian Access? For those with employees that do not have regular access to Ceridian to request PTO, the current manual form process is used and the approved PTO entered into the system by their supervisor. Ceridian and PTO Requests: •  Employee requests time off in advance via Ceridian. •  Supervisor determines whether approved or not approved based on scheduling needs, except in the cases of protected leave. •  Ceridian automatically deducts amount from balance. This overview is meant to further understanding of Employee Handbook topics and is not all inclusive of topics or content and is not meant to replace the review and comprehension of the Employee Handbook in its entirety.
  • 6. NON USE of PTO (Section 6.5) PTO cannot be used: •  For the first 3 days of time loss for on-the-job related injuries (required by law). •  For the 1st week of suspension - pending outcome of factfinding or investigation. This overview is meant to further understanding of Employee Handbook topics and is not all inclusive of topics or content and is not meant to replace the review and comprehension of the Employee Handbook in its entirety.
  • 7. UPCOMING PTO POLICY CHANGES SPECIAL NOTICE! Please be advised that there will be upcoming changes to the PTO Policy to better align our policy with system capabilities while maintaining compliance with our various state legal obligations and our desire to provide this benefit to all full-time and part-time employees. Further detail will be provided once the new PTO Policy is finalized. This overview is meant to further understanding of Employee Handbook topics and is not all inclusive of topics or content and is not meant to replace the review and comprehension of the Employee Handbook in its entirety.
  • 8. PTO GIFTING (Section 6.9) Donating Time: •  Employees may donate up to 16 hours of PTO to a companywide pool of hours. •  Limited to 1 donation per year. Requests for Time: •  Request submitted to HR by employee. •  Employee requests hours when they experience a hardship and do not have available PTO. •  Requests approved up to 40 hours, subject to availability in the pool. •  Limited to 1 donation request per year. This overview is meant to further understanding of Employee Handbook topics and is not all inclusive of topics or content and is not meant to replace the review and comprehension of the Employee Handbook in its entirety.
  • 9. LEAVES of ABSENCE (Section 6.9) A Leave of Absence (LOA) is: •  Outside typical PTO, which is used for vacation, illness, etc. •  Leaves may have complex requirements (e.g.: FMLA – time needed must be honored and position held). •  Some LOA’s are optional and require supervisor approval. •  LOA requests should be evaluated on a case-by-case basis. •  Our Employee Handbook is not yet all inclusive of the various types of leaves, but includes the most commonly used. Please contact your HR Partner for more detail. Always coordinate with your HR Partner to discuss eligibility. This overview is meant to further understanding of Employee Handbook topics and is not all inclusive of topics or content and is not meant to replace the review and comprehension of the Employee Handbook in its entirety.
  • 10. What happened to the HRA? YOUR HR RESOURCES “Human Resources” is referred to throughout the handbook. Below are some general who’s who guidelines: Routine Point of Contact: Human Resources Coordinator (HRC) that is assigned to your area Human Resource Associates (HRAs) will become Human Resource Coordinators (HRCs) to establish their role as formal members of the HR Team and help best describe what they do for you. Consultation and Approvals: For these more serious, non-routine matters, partner with the HR Manager for your area or the HR Director Benefits Questions: Manager. Ceridian: Benefits Manager, Odetta Webster, your assigned HRC or HR HRIS Administrator, Ashley Schatz This overview is meant to further understanding of Employee Handbook topics and is not all inclusive of topics or content and is not meant to replace the review and comprehension of the Employee Handbook in its entirety.

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