9. Disability
Off The Job injury or
Illness
Short term
Waiting period
Cash benefits
No Medical benefits
Return to Work
10. Workers’ Compensation
On The Job Injury or
Illness
Procedure for
reporting
Waiting period
Cash Benefits – % of
disability
Medical Payments
Return to Work
11. FMLA
Eligibility
The birth of a son or daughter
The placement of a son or daughter through
adoption or foster care
To care for a spouse, child, or parent with a
serious health condition
A serious health condition (runs concurrently
with disability and workers’ compensation)
3 Sick Days after completing 1 year of employment.
3 Personal Days after completing 1 year of employment.
14 Vacation Days after completing 1 year of employment.
12 Paid Holidays.
3 Days for Jury Duty.
Health Insurance Coverage, BCBS of WNY, CDPHP, and MVP.
To be eligible for health benefits, the employee must be of 18 years of age, work 20 or more hours per week, be of Federation status and must have successfully passed the 90-day probationary period. The effective date for health insurance is 90 days of continuous employment from their original date of hire
Employees who enroll in health insurance for individual coverage pay a small percentage of the monthly premium through a pretax payroll deduction
XYZ pays 100% of the cost for individual coverage for employees who wish to enroll in dental coverage. To be eligible for dental benefits, employees must be of 18 years of age, work 20 or more hours per week and must have successfully passed the 90-day probationary period. The effective date for dental insurance is 90 days of continuous employment from their original date.
Dependent dental coverage is available. Family dental deductions are considered pretax and will be withheld through a payroll deduction
The agency’s vision plan is completely voluntary. If the employee elects vision coverage through the agency, the employee pays 100% of the cost for individual and family coverage through a biweekly payroll deduction. Employees who enroll in the vision plan are required to stay on the plan for a minimum of one (1) year.
To be eligible for vision benefits, employees must be of 18 years of age, work 20 or more hours per week and must have successfully passed the 90-day probationary period. The effective date for vision insurance is 90 days of continuous employment from their original date of hire.
Dependent vision coverage is available through Vision Care. Categories that would be considered dependents under the agency’s plan would include spouses, unmarried children, stepchildren, natural children and legally adopted children. The cost of dependent vision insurance to the employee is 100% of the premium. Family vision deductions are considered pretax and will be withheld through a payroll deduction.
TERM LIFE INSURANCE
Employees enrolled in basic life receive a $10,000 policy through Unum Provident that is 100% paid by XYZ. This policy, however, decreases over time. When an employee reaches the age of 70, the policy decreases to $5,000. In order to be eligible for basic life, the employee must work 20 hours or more per week, is of 18 years of age, and has successfully completed one year of continuous service. The effective date for basic life is the first of the month following one year of employment. The effective date for life insurance is the first of the month following one year of employment.
GROUP TERM SUPPLEMENTAL LIFE
Upon initial enrollment, employees who wish to increase their policy by $25,000, $50,000, $75,000 or $100,000 can do so by purchasing a voluntary supplemental life policy. Supplemental life deductions are categorized by age and the desired additional coverage amount. All supplement life deductions are made through a biweekly payroll deduction.
CANCELLATION
Life insurance is cancelled the day an employee separates from employment or has a change in status where they are no longer eligible for benefits. Money that was contributed to a supplemental life insurance policy will not be reimbursed.
The life insurance policy sponsored by XYZ is portable. This means that upon termination, retirement or if the employee is no longer eligible, they may choose to continue their current life insurance policy though a direct billing.
WHOLE LIFE
One of the newest benefits offered by XYZ is the option to enroll in a whole life insurance policy. The difference between whole life insurance and group term life insurance is the portability factor. Employees enrolled in term life are only covered in the policy during their tenure with the company. Once employment has ended or there is a status change where an employee is no longer eligible for benefits, coverage for term life ends on the last day of employment or date of status change regardless of the amount of money invested in the policy.
Enrollment in whole life is completely voluntary. To be eligible for these benefits, an employee must be of Federation status, work 20 hours or more per week and must have completed one year of continuous employment
A 403(b) plan is a tax advantaged retirement savings plan available for public education organizations, some non-profit employers and church ministries in the United States and has tax benefits similar to a 401(k) plan.
Employee contributions are made before income tax is paid on it, and allows to grow tax deferred until the money is taxed as income when withdrawn from the account.
XYZ contributes 5% of a employee’s earnings towards their individual annuity account after successfully completing one (1) full year of continuous service to the agency.
Eligible employees may choose to make voluntary contributions to the plan with no waiting period to fulfill, following the 15% limit set forth by the IRS
Short-term disability benefits are paid to employees who suffer an off-the-job injury or illness. The injured employee will receive a copy of the Statement of Rights under the Disability Benefit Law which explains their rights during their disability period. The costs of medical care are not covered under the Disability Law. If an employee has personal insurance through the agency or through an outside source, they are entitled to use those medical benefits to cover costs incurred by their disability.
Cash benefits are 50% of an employee’s average weekly wage, but no more than the maximum benefit of $170 per week. The average weekly wage is determined by the employee’s previous eight weeks of earnings. Cash benefits paid to the employee are subject to FICA tax (Social Security tax and Medicare tax). These wages are reported in the employee’s W-2 at the end of the year. Benefits are paid for a maximum of 26 weeks of disability within a 52 consecutive week period. Disability benefits are not paid the first 7 days an employee is out and are required to use available leave credits to cover that initial waiting period.
Employees are required to provide notice on their intent to return to work as stated on the DB-450 form. A written note provided by the attending physician must be submitted to their supervisor in charge that clears the employee of injury and is able to return to work with no restrictions.
If an employee submits a doctor’s note clearing them of disability but sets restrictions on performing the daily functions of their job according to their job description, denial of returning to work may be made. If there is work available which accommodates the employee’s restrictions, they may be placed in the modified position temporarily.
Short-term disability and the Family Medical Leave Act (FMLA) are interconnected. If an employee meets the eligibility requirements set forth under FMLA, the employer will maintain individual health insurance coverage for a maximum period of 12 weeks. At the end of that period, the employee will be given the opportunity to continue coverage under COBRA.
XYZ offers the option to enroll in supplemental short-term disability benefits. These benefits help cover the cost of temporarily loss of wages, childcare expenses, special equipment and medication and home care. In order to receive these benefits, the employee must have suffered an off-the-job injury or illness. These benefits are paid in addition to New York State disability payments. Supplemental disability benefits are not paid the first 14 days an employee is out and are strongly encouraged to use available leave credits.
Workers’ Compensation is insurance that provides cash benefits and/or medical care for workers who are injured or become ill as a direct result of their job. Weekly cash benefits and medical care are paid by XYZ’s workers’ compensation carrier as directed by the Workers’ Compensation Board.
Employees who suffer an on-the-job accident at the center or on agency property must report the incident to their Center Director or supervisor in charge as soon as possible, but within 30 days, by completing an Accident/Incident report. Witnesses, place(s) of treatment and name(s) of doctor issuing the treatment must also be documented on the accident report and sent to the Benefits Coordinator. If the employee fails to report the accident and medical attention is needed in the future, they may lose their right to benefits and medical care under the Workers’ Compensation Law.
Cash benefits are not paid the first seven (7) calendar days of the injury or illness, unless it extends beyond fourteen (14) days. In that case, the worker may receive cash benefits from the first work day off the job.
Upon their return to work, a written note provided by the attending physician must be submitted to their supervisor in charge that clears the employee of injury and is able to return to work with no restrictions.
The Family Medical Leave Act of 1993 entitles eligible employees to take up to 12 weeks of unpaid, job-protected leave in a 12-month period for a specified family and/or medical reason.
To be eligible for FMLA, an employee must:
Have worked for XYZ a minimum of one (1) year
Have worked at least 1,250 hours over the previous 12 months prior to their intended leave date.
An EAP is a voluntary, work-based program that offers free and confidential assessments, short-term counseling, referrals, and follow-up services to employees who have personal and/or work-related problems.
The development of a life-long engaged learner is a positive factor for our organization
The Federal Consolidated Omnibus Budget Reconciliation Act (COBRA) provides employees and their covered dependents with the option of continuing group health for a maximum for 36 months by paying 102% of the required premium due from the time coverage would have ended. Group dental and vision insurance may continue up to 18 months.
