Benefits

VACATION TIME

  • Full-Time Employees (minimum of 64 hours/pay period)
  • Two weeks - Fewer than 5 years of continuous service (3.077 hours per pay period)
  • Three weeks - At least 5 years but fewer than 10 years of continuous service (4.615 hours per pay period)
  • Four weeks - 10 years or more of continuous service (6.154 hours per pay period)
  • Time accrues each pay period
  • Part-Time Employees (minimum of 40 hours per pay period)
  • One week - Fewer than 5 years of continuous service (1.539 hours per pay period)
  • One and 1/2 weeks - At least 5 years but fewer than 10 years of continuous service (2.308 hours per pay period)
  • Two weeks - 10 years or more of continuous service (3.077 hours per pay period)
  • Time accrues each pay period

SICK TIME

Employees may accumulate up to 130 days (1040 hours). Sick leave will not be paid for less than four (4) hours.

  • Full-time employees (minimum of 64 hours per pay period) accumulate one 8-hour day per month of sick time.
  • Part-time (40 hours per pay period) accumulate one 4-hour day per month of sick time.

HOLIDAY TIME

If the Holiday falls on a regularly scheduled day off, an alternate day off with approval within 30 days of the day of observation.

  • Full-time employees are entitled to seven (7) holidays at eight (8) hours each.
  • Part-time employees are entitled to seven (7) holidays at four (4) hours each.

  • New Year's Day * Thanksgiving
  • Memorial Day * Christmas
  • Independence Day * 3 Personal Days
  • Labor Day

TUITION REIMBURSEMENT

  • Applications for tuition reimbursement are submitted to the Human Resources Department.
  • Course must be job related.
  • Employees must be full-time with one (1) year of service; courses must be pre-approved by the Human Resources Department.
  • 100% of the tuition paid with a $1,500 maximum each calendar year.
  • Must receive a grade of “C” or better for undergraduate and “B” or better for graduate.

LIFE INSURANCE

  • (Basic Term Insurance and AD&D)
  • Eligible Employees: Full-time employees (minimum of 64 hours/pay period).
  • One times base salary (non-exempt employees).
  • Two times base salary (exempt employees).
  • Benefit provided at no cost to employee.

OPTIONAL LIFE

  • (Term Life Insurance)
  • Eligible Employees: Full-time employees (minimum of 64 hours/pay period).
  • Two times annual base salary.
  • Employee pays cost of $.21 per $1000 of coverage per month. (Example: Salary of $20,000 provides $40,000 of coverage per year at $3.88 per pay period.)
  • Dependent life for full-time employees: spouse $25,000, children $10,000 each. Cost is $4.52 per pay period.

VISION INSURANCE

  • VSP plan (Vision Service Plan) In-network and out-of-network benefits. Eye exam every 12 months.
  • Employee $3.63
  • Employee + Spouse $5.91
  • Employee + Child(ren) $6.06
  • Family $9.39

SHORT-TERM DISABILITY

UNUM Plan. 30 day elimination period. 60% of monthly income to $1,000 maximum. Employee paid.

LONG-TERM DISABILITY

UNUM plan. 180 day elimination period. 60% of monthly income to $5,000 maximum. Employee paid.

MEDICAL INSURANCE

  • (Self Insured Medical Plan)
  • Eligible Employees: Full-time employees (minimum of 64 hours per pay period)
  • Premiums are on a pre-tax basis, which effectively reduces the cost to the employee.
  • Major Medical Plan: Two choices -- Plan A or Plan B. The plans are exactly the same except for deductible, co-insurance and out-of-pocket maximum. A brief comparison of the deductibles, co-insurance and out-of-pocket maximums is included for your review.
Plan A
$425 deductible ($850 family deductible)
80% / 20% co-insurance
Out-of-pocket maximums:
$2,200 individual
$4,400 family
$250 per admission co-pay to HMA facility

Plan B
$770 deductible ($1,550 family deductible)
70% / 30% co-insurance
Out-of-pocket maximum
$2,600 individual
$5,200 family
$250 per admission co-pay to HMA facility
  • Can only change A to B or B to A each November to be effective January 1.
  • Must use your health care facility for non-emergency admission if services are available or plan pays zero.
  • If an emergency, you may use any hospital.
  • For services not available at your hospital, you must use The Blue Cross/Blue Shield Network or you are penalized to 60%/40% coverage, 50%/50% for Plan B and the out of pocket limit is doubled.
  • You may also use any other HMA hospital to receive 100% benefits.
  • You may use any physician you choose.
  • Must use your hospital for outpatient procedures over $500 if service is available or plan pays zero.
  • All hospital services (such as lab, x-ray, ER, etc.) provided by your hospital paid at 100%, with no deductible.
  • Benefits subject to pre-existing conditions. Proof of prior coverage may waive pre-existing limitation.
  • Pre-certification required, details on I.D. card.

EMPLOYEE PREMIMUMS

Employee Only -
Plan A $43.05/pay period
Plan B $37.80/pay period

Employee and children -
Plan A $102.38/pay period
Plan B $80.33/pay period

Family -
Plan A $124.95/pay period
Plan B $102.90/pay period

PRESCRIPTION DRUGS

  • Caremark provides a separate prescription drug card program for all eligible employees with health insurance coverage. Payment for prescription drugs occurs at the time the prescription is filled at a participating pharmacy, subject to a:
  • $50 annual deductible ($100 family deductible), and the following co-payments:
  • Generic Prescription (must use if available): $10
  • Preferred Brand Prescription (if generic is not available): $32.50
  • Non-Preferred Brand Prescription (if generic is not available): $50
  • Maintenance medication must be filled at CVS or a mail order pharmacy program is available.  The medications are filled in a 90-day supply of covered medications. Once the deductible is met, you pay the following co-payment per mail order prescription:
  • Generic Prescription (must use if available): $20
  • Preferred Brand Prescription (if generic is not available): $65
  • Non-Preferred Brand Prescription (if generic is not available): $100

DENTAL INSURANCE

  • (Self Insured)
  • Eligible Employees: Full-time and Part-time employees.
  • $50 deductible per individual up to three per family.
  • Premiums paid on a pre-tax basis, which effectively reduces cost to employee.
  • The self insured dental plan is a Dental PPO administered by Dearborn National. Participants can visit any dentist in or out of the Dearborn National Preferred Provider network. Participants that visit a network provider will have a lower copayment responsibility than if they visit a non network provider. There is no referral required to see a specialist.
                • Dental Premiums per pay period:                                    Dental + Ortho Premiums per pay period:
                • Employee Only $12.50                                                     Employee Only $14.03
                • Employee and Spouse $24.48                                         Employee and Spouse $28.92
  • Employee and child(ren) $22.13                                      Employee and child(ren) $27.64
    • Family $31.62                                                                   Family $37.70

401(k) RETIREMENT

Eligibility: All full-time, part-time and PRN employees will automatically be enrolled in the HMA Retirement Savings Plan for a 4% Pre-Tax contribution.

  • You can call the Prudential AnswerLine to make changes regarding Automatic Enrollment. You must wait until the second payroll period before you can call. You have 45 days from your date of hire to decline your participation; otherwise the following will take place:
  • 4% of your gross pay will be deducted from your paycheck and will be contributed to your Retirement Savings Plan account.
  • Unless you direct otherwise, all contributions will be invested in the Prudential Charter Guaranteed Income Fund.
  • Note: To make a different contribution election, or to decline enrollment, you must call Prudential’s toll-free AnswerLine (1-877-778-2100). You may choose to:
  • Begin to contribute Pre-Tax contributions immediately, rather than wait for the automatic payroll deductions to begin after the 45-day waiting period.
  • Contribute more than the automatic 4% of your eligible pay (up to a maximum of 75% subject to IRS limits).
  • Contribute less than the automatic 4% (the minimum contribution is 1% of your pay).
  • Allocate your contributions to a fund or fund(s) other than the Prudential Charter Guaranteed Income Fund.
  • Decline participation in the Plan.

 

Rollovers: HMA will accept rollovers from other qualified plans.