CHOOSING YOUR BENEFIT PATH 2023 Benefit Guide Annual Enrollment 2022: Dec. 1 - Dec 15 Effective January 1, 2023
TABLE OF CONTENTS INTRODUCTION............................................................................................................3 MEDICAL, DENTAL & VISION ELIGIBILITY AND ENROLLMENT............................4 CRACK THE CODE ON BENEFITS TERMS ................................................................5 CHANGE IN STATUS.....................................................................................................6 SECTION 125: PRE-TAX SAVINGS..............................................................................6 MEDICAL PLAN NETWORK INFORMATION...........................................................7 MEDICAL PLAN OPTIONS..........................................................................................8 HEALTH SAVINGS ACCOUNT ...................................................................................9 PHARMACY BENEFIT PROGRAM.............................................................................11 EBMS ANYTIME ACCESS.............................................................................................12 SUPPLEMENTAL DENTAL BENEFIT OVERVIEW........................................................13 RETIREMENT BENEFITS..................................................................................................19 CONTINUING EDUCATION - THERAPIST ONLY......................................................19 STUDENT LOAN REPAYMENT BENEFIT - THERAPIST ONLY....................................19 PHYSICAL THERAPY TREATMENT BENEFIT................................................................20 FAMILY MEDICAL LEAVE ACT (FMLA)....................................................................20 MEDICAL LEAVE OF ABSENCE.................................................................................20 PAID TIME OFF (PTO)...................................................................................................21 HOLIDAYS OBSERVED.................................................................................................21 NOTES.............................................................................................................................22 KEY CONTACTS............................................................................................................23 IMPORTANT NOTICE The Company has made every attempt to ensure the accuracy of the information described in this enrollment guide. Any discrepancy between this guide and the insurance contracts or other legal documents that govern the plans of benefits described in this enrollment guide will be resolved according to the insurance contracts and legal documents. This enrollment guide creates neither an employment agreement of any kind nor a guarantee of continued employment. 3
INTRODUCTION In recognition of your work and contribution as a member of our team, we are happy to be able to offer a comprehensive and competitive benefits package. When determining which benefit options to utilize, consider which best fit your personal needs and complement your life. This guide provides an overview of the benefit options and enrollment information to assist you as you choose your benefits. If you have questions not answered in this guide or need additional details, please contact Teresa Challans at 406-756-1128, ext. 312. OUR BENEFITS PACKAGE INCLUDES: • Medical Insurance • Health Savings Account (HSA) Option • Retirement Benefits • Paid Time Off • Continuing Education for Therapists & Therapist Assistants • Physical Therapy Treatment SUPPLEMENTAL BENEFITS INCLUDE: • Dental • Vision • Short-Term Disability • Life Insurance 3
MEDICAL, DENTAL & VISION ELIGIBILITY AND ENROLLMENT Who’s Eligible for Coverage? Full time employees, who work a minimum of 30 hours per week, and their eligible dependents can participate in Health & Rehab Solutions medical, dental, and vision benefits. Eligible dependents include: • A spouse • Any child under the age of 26 • Any child that is disabled and incapable of self-support, regardless of age If you are covering dependents, you may be required to provide proof of eligibility for your dependents. After you enroll, you will receive all necessary eligibility and documentation requirements. Our benefit representative may conduct a dependent eligibility audit at any time. Eligible dependents are defined as a lawful spouse and/or child(ren). “Child(ren)” include but are not limited to, natural child(ren), legally adopted child(ren), child(ren) for whom the employee is a court-appointed legal guardian, foster child(ren), and/or stepchild(ren) who permanently resides with the employee. Benefits for a dependent child(ren) will continue until the last day of the calendar month in which the limiting age is reached. When am I Eligible for Coverage? For medical, dental and vision insurance, the waiting period is 60 days from the first of the next month immediately following start date. For example, if your first day is January 13th, your benefits would start 60 days from February 1st, i.e. April 1st. When Can I Enroll? There are 3 times in which you are able to enroll in benefits: 1. At start of employment with the company. If you choose not to enroll at the start of your employment, you will be required to wait until the next Open Enrollment to enroll. 2. At Open Enrollment. Open Enrollment occurs in December of each year, at which time, full-time employees are given the opportunity to enroll or make benefit election changes. During open enrollment eligible employees may add or drop dependents, add, or drop coverage, or change current levels of coverage. a. NOTE: Every year prior to Open Enrollment, you will receive an open enrollment flyer as well as be notified via Fuse, announcing the Open Enrollment session. Additionally, email reminders will be sent to managers. Currently enrolled employees will be automatically re-enrolled in the plan closest to their existing coverage unless they request a change in their coverage during Open Enrollment. 3. Due to a qualifying change in status, which is discussed in the “Change in Status” section of the guide. 4 5
CRACK THE CODE ON BENEFITS TERMS Before diving into your benefit choices for this year, here are some definitions of common health insurance terms. Premium Deductible Network Health Savings Account (HSA) Copay Coinsurance In-Network Out-of-Pocket Maximum The person’s monthly cost for the insurance. The dollar amount that must be paid by the individual before the insurance company will begin covering qualified expenses. A group of doctors, hospitals, labs, and other providers that the health insurance company contracts with. In-network providers are typically encouraged through improved access or discounted fees. A personal savings account that can be used for qualified health care expenses. For those who enroll in the HSA medical plan with no other first dollar coverage. A predetermined dollar amount paid by the patient when seeing a provider, purchasing prescriptions, or using other healthcare services. The percentage split, between the insurance company and the patient, paid for covered healthcare services. This is the maximum amount an individual will pay for covered healthcare services for the year. Once the out of pocket max has been met, the plan will cover the remaining qualified medical expenses at 100%. All copays, deductibles and co-insurance accumulated to the out of pocket maximum. 4 5
CHANGE IN STATUS Outside of new hire or open enrollment, the only time an individual can change their plan benefits is when a qualifying event occurs. Below is a list of the various qualifying events that would allow for a change of status: • A change in your legal marital status (such as marriage, divorce, or death of spouse); • A change in the number of dependents (such as birth, adoption of a child, or death of a dependent); • A change in your or your spouse’s employment status, (including commencement or termination of employment, a leave of absence, or a change from full-time to part-time status, and vice-versa); • Your dependent newly satisfying or ceasing to satisfy an eligibility requirement for coverage as a dependent; • Change of address that limits or restricts network access; • Loss of other coverage; • The insured individual or dependent loses coverage under Medicaid or a state child health plan and requests coverage under the group health plan within 60 days of the loss of coverage *; or • The insured individual or dependent has become eligible for a premium assistance subsidy under the group health plan through Medicaid or a state child health plan and requests coverage under the group health plan within 60 days of becoming eligible for assistance.* * These qualifying events were added with the April 2009 enactment of the Children’s Health Insurance Program Reauthorization Act (CHIPRA). A change in election is permitted only if it corresponds with the Change in Status that affects eligibility for coverage under a benefit plan. For example, a change in residence will only entitle an individual to a change in election if, as a result of the change in residency, an affected individual is no longer eligible for a benefit for which they were previously enrolled. If you experience a Change in Status/Qualifying Event and wish to make changes to your current elections, you must notify our company’s benefit representative in writing within 31 days of the Change in Status. SECTION 125: PRE-TAX SAVINGS A section 125 plan allows a company the ability to offer the option to purchase medical, vision, and dental insurance with pre-tax dollars. This rule is named accordingly because it is contained in section 125 of the Internal Revenue Code. (A section 125 plan is also commonly referred to as a premium plan only or a cafeteria plan.) Our company provides you the opportunity to pay your contributions for medical, dental and vision with pre-tax dollars through the Section 125 Premium Only Plan. Those enrolling in these benefits will automatically be enrolled in a section 125 benefit unless otherwise instructed. Should you decide not to participate in this benefit, you are responsible for notifying our company’s benefit representative in writing. 6 7
MEDICAL PLAN NETWORK INFORMATION The next page is a summary of the Medical benefits. Please review this information carefully so that you can make the choice that best meets the needs of you and your family. NETWORK NAME Our medical plan is administered by Employee Benefit Member Services (EBMS). The network provider, specific to each state, is listed below: • Arizona, Georgia, Colorado, Washington Network Provider is: First Health - www.myfirsthealth.com • Montana Network Provider is: First Choice - www.fchn.com If you have any questions regarding your network, please call EBMS at 800-777-3575. FINDING A PROVIDER Using an in-network provider is the most cost-effective way to maximize your benefits. Our medical plans give you access to an extensive network of providers. For the most current provider listing, access the website at www.ebms.com and select “Find a Doctor.” Then enter your zip code to find an in- network provider nearest to you. This is a summary of benefits only. Please refer to the plan summary and Summary Plan Document (SPD) in the enrollment packet for benefit details. 6 7
MEDICAL PLAN OPTIONS The employer will pay approximately 75% of the employee only premium. Dependents are not paid for by the company but can be added to the plan at the employee’s expense. The company provides two options for medical coverage: A traditional plan with a lower deductible or a high deductible plan with a Health Savings Account (HSA). To assist you in deciding which plan option is best for you, a comparison table of the two plans is provided below: 8 9
HEALTH SAVINGS ACCOUNT In conjunction with our qualified High Deductible Health Plan, a Health Savings Account (HSA) through Health Equity can be established. Your contribution to the HSA is made through pre-taxed payroll deductions. In addition to your contribution, the company will match up to $80.00 per month to each eligible employee’s HSA account. An HSA can be used by the individual to pay for any health care expenses that are not paid by the High Deductible Health Plan. In addition, the HSA can be used to pay for other qualified medical expenses such as dental, vision, laser eye surgery, hearing aids and select over-thecounter medications. For more information on eligible expenses, please review IRS Publication 502 on www.irs.gov. Maximum contributions to an HSA per Calendar Year are as follows: • $3,850 for Individual • $7,750 for Family • $1000 Catch Up Contribution for Individuals 55 and Older In addition to payroll contributions, an employee is allowed to make personal deposits into the HSA. However, when doing so, be cautious to avoid over funding the account beyond the annual maximums. Key Benefits of an HSA • Deposits into the HSA are exempt from federal and state income tax. • The money deposited into the HSA belongs to the individual regardless of who deposited it. The money in the HSA stays with the individual even if they change jobs or switch health plans. • HSA funds can be used to pay for current and future qualified medical expenses (there is no “use it or lose it” rule). • You can use your HSA to pay for qualified medical expenses for your spouse and taxable dependents, even if they are not covered under your high-deductible health plan. HSA Eligibility Guidelines IRS guidelines state than an HSA eligible individual is anyone who: • Is covered by an HSA-qualified High Deductible Health Plan (HDHP). • Cannot be claimed as a dependent by another person. • Is not covered by any other health coverage except what is permitted (accident, disability, dental care, vision care, and long-term care) or an additional non-HDHP insurance program such as an HSA plan or traditional insurance (for example: cannot also be covered under spouse’s plan). • Is not enrolled in Medicare. • Following enrollment in Medicare, contributions to HSA must cease. However, the accumulated funds in the HSA up to the point of Medicare enrollment can still be used for expenses as outlined. 8 9
Contributing to Your HSA Estimating your HSA monthly contribution can be somewhat confusing. The below table has been created to assist you in calculating your monthly contribution based on estimated expenses and expenses from the previous year. Tips to Help you Maximize your Savings 1. If you have questions about eligible expenses, the HSA website provides access to a list of available resources www.healthequity.com. 2. Plan ahead for major expenses; HSA is a great way to pay for major expenses such as Lasik surgery or dental work. Annual Expense Actual Expenses Estimated Expenses Estimate Worksheet Last Year New Year MEDICAL Co-pays / Expenses Prescriptions $ $ Physician Visits $ $ Hospital Visit Co-pays/Expenses $ $ (including Emergency) Laboratory testing/Expenses $ $ Deductible Expenses $ $ Over-the-counter prescription $ $ (Prescribed by a doctor) Over-the-counter items $ $ (Ex; Blood Pressure Cuff, Splints, etc.) VISION Eye Examination $ $ Eyeglasses $ $ Contact Lenses and Solution $ $ LASIK Surgery $ $ Other expenses $ $ HEARING Hearing Examination $ $ Hearing Aid & Batteries $ $ DENTAL Co-pays / Expenses Dental Visits $ $ Fillings $ $ Major Work $ $ (root canals, crowns, dentures, etc.) Orthodontia (braces) $ $ Deductible Expenses $ $ Other Expenses $ $ TOTAL ANNUAL AMOUNTS $ $ 10 11
PHARMACY BENEFIT PROGRAM YOUR PHARMACY/PRESCRIPTION BENEFITS THROUGH EBMS Your EBMS medical plan includes pharmacy benefits provided through SmithRx, the chosen pharmacy benefits manager. When you need a prescription filled, present your EBMS ID card at a participating pharmacy. Simply pay the co-payment and get up to a 30-day supply of medication. Visit www.ebms.com to locate a pharmacy and for more detailed information. PHARMACY BENEFIT PROGRAM All prescription drugs are divided into tier groups. Generic, Brand Preferred, Brand Non-Preferred and Specialty. The group your prescription falls into will determine your copayment. Generic substitutions are available for many brand-name drugs. Pharmacy benefits are administered by SmithRx. You can obtain information on plan benefits, locate a participating pharmacy, and access drug information by visiting the EBMS website at www.ebms.com. MAIL ORDER PROGRAM If you take maintenance drugs that are required on an ongoing basis, we recommend that you have them refilled through the mail order program. Using the mail order program is cost effective for both you and your employer. Those savings are passed to you through lower copays. You also have the added convenience of timely delivery to your home. All mail order prescriptions are filled by registered pharmacists and are processed and shipped via UPS or US Mail. Ordering and refill procedures are easy to follow through your choice of Internet access or tollfree telephone assistance. Contact EBMS at [email protected] or toll free at 1-866-894-1496. When starting a new mail order prescription, remember that processing and delivery time may take up to ten days. You may want to ask your doctor to write two prescriptions – one for a one-month supply to fill retail and one for a three-month supply with refills for mail order. DISCOUNTED MEDICATIONS Many retail pharmacies offer discounted generic prescriptions. Check the websites of your favorite retail pharmacies – they may offer these discounts and can potentially cut the cost of your prescription in half. This is a summary of benefits only. Please refer to the plan summary and Summary Plan Document (SPD). 10 11
miBenefits provides enrolled plan members with 24/7 access to their personal benefits and other healthcare information. Utilizing miBenefits, you can obtain real-time information on any of your, or your dependent’s claims. Additionally, you’ll have access to valuable healthcare resources that provide you with the necessary education to make better healthcare choices. A new feature just added to the miBenefits system is EBMS Online Chat. The Online Chat provides instant, online access to the EBMS Client Service Center for answers to any questions normally posed to the call center. EBMS Online Chat will be staffed during normal EBMS Client Service Center hours of operation: Monday-Thursday: 7am- 8pm MST Friday: 7am - 6pm MST EBMS ANYTIME ACCESS TO YOUR PERSONAL BENEFITS AND OTHER HEALTHCARE INFORMATION REGISTRATION IS EASY! • Visit www.ebms.com • Click on the “Log In” link on the top right side of the screen. • Click on the “Not Registered Yet? “Register Now” link and complete the simple registration form. • EBMS will immediately validate your eligibility status. Once verified, you will have instant access to your personal health benefit information. That’s it! Use your own username and password every time you want to visit the miBenefits site! Information Available Within miBenefits Employer Announcements Recent (and Historical) Claims Activity Accumulator Information Listing of All Covered Dependents Links and Contact Information for PPOs (Participating Provider Organizations) View and Print Plan Document Medical and Dependent Care Flex Information (if applicable) Links to Important Sites and Forms (Set Up by your Employer or EBMS) FAQs and Answers for Administered Health Plan Members Things You Can Do Through miBenefits Access FSA, HSA or HRA Balance and Submit Requests for Reimbursement (if applicable) View or Update Your Demographic Information Request A New ID Card Update Your HIPAA Authorizations Submit Documentation/Requested Information to EBMS Use the Flex Savings Calculator to Calculate Savings and Annual Election (if applicable) 13
13 SUPPLEMENTAL DENTAL BENEFIT OVERVIEW Dental insurance is provided through Guardian Life and is a voluntary benefit, where the employee pays the full cost of the premium. Employees can opt to not enroll in this benefit. An overview of dental coverage and monthly premium rates for all employees is listed below. FOR ALL EMPLOYEES Benefits Coverage Deductible | Individual $50 per covered individual Maximum Annual Benefit $1,000 per covered person Preventive 100%; after deductible Basic 80% Major 50% Dental Rates per Month Employee Only $34.44 Employee + Spouse $70.47 Employee + Child(ren) $83.15 Employee + Family $126.87
SUPPLEMENTAL VISION BENEFIT OVERVIEW Vision insurance is also provided through Guardian Life and is a voluntary benefit, where the employee pays the full cost of the premium. Employees can opt to not enroll in this benefit. An overview of vision coverage and monthly premium rates for your state can be found in the following tables. FOR MONTANA, COLORADO, GEORGIA, WASHINGTON EMPLOYEES Insured by: Guardian Life (VSP) Benefits In-Network Coverage Frequency Exam co-pay $10 12 months Materials co-pay $25 Frames Up to a $150 allowance 12 months Lenses Covered in full 12 months Contacts $130 allowance in lieu of 12 months frame/lens benefit Vision Rates per Month Employee Only $13.19 Employee + Spouse $22.19 Employee + Child(ren) $22.83 Employee + Family $35.82 FOR ARIZONA EMPLOYEES Insured by: Guardian Life (Davis) Benefits In-Network Coverage Frequency Exam co-pay $10 12 months Materials co-pay $25 Frames Up to a $150 allowance 12 months Lenses Covered in full 12 months Contacts $130 allowance in lieu of 12 months frame/lens benefit Vision Rates per Month Employee Only $7.22 Employee + Spouse $12.16 Employee + Child(ren) $12.39 Employee + Family $19.61 14 15
14 15 GUARDIAN ONLINE RESOURCES SEARCH FOR VISION/DENTAL PROVIDERS To search for a dental provider, go to www.guardiananytime.com. 1. Select “Find a Dentist” 2. Select Plan Type: PPO 3. Enter Zip or City & State 4. Select Mile Range 5. Click Search To search for a vision provider, go to www.guardiananytime.com. 1. Select “Find a Vision Provider” 2. Select Plan Type: PPO 3. Enter Zip or City & State 4. Select Mile Range 5. Click Search
www.GuardianAnytime.com Overview of our easy-to-use web tools available 24/7 ONLINE TOOLS FOR MEMBERS & DEPENDENTS Enroll & Manage Benefits • Check status of an Evidence of Insurability application • Review benefits information • Access your confirmation of benefits information (summary of all your existing coverages) • Update contact information • Update dependent’s student status • For dental plans, estimate the cost of dental care Claims Information • Submit short term disability claim online • Receive e-mail alerts when a response to a dental claim is available online • View claimsstatus Forms & Plan Materials Online View, print & download or e-mail: • ID cards • Forms • Certificate booklets • Customized provider directories • And more! Discounts & Savings Access significant discounts on goods & services, from home office supplies to flowers! 16 17
16 17 SUPPLEMENTAL SHORT-TERM DISABILITY INSURANCE What is Short Term Disability? Short-Term Disability is insurance coverage for an illness or an injury that prevents a person from working entirely or at full capacity for a period of time that is usually six months or less. Short-term disability insurance provides financial protection for lost wages in the event the insured incurs a short-term disability, including pregnancy. This is a voluntary benefit, and the employee pays the full cost of the premium. Employees can choose to not enroll this benefit. Who is eligible for Short-Term Disability? Employees who are full time and working a minimum of 30 hour. The waiting period is 60 days from the first of the next month immediately following start date. Short Term Disability Overview • If elected, the Short-Term Disability insurance will provide coverage UP to a maximum of 13weeks and will start paying after the 8th days of illness, injury, or birth of a child. • The amount that you elect from the insurance company cannot exceed 60% of your gross monthly salary. • If your disability is due to a pre-existing condition, coverage could be declined. It is important to note that pregnancy is considered a pre-existing condition and therefore you would need to be enrolled in the Short-Term Disability insurance, prior to pregnancy to receive the benefit. The Hartford, the carrier for Short-Term Disability, may make an exception and provide a maximum of 4 weeks of coverage.* *Assumes all eligible employees can enroll in the plan and/or increase existing benefits without providing evidence of insurability during the scheduled initial enrollment period and subsequent enrollment periods occurring annually thereafter. Pre-existing condition limitations apply. Annual Open Enrollment necessitates that pre-defined enrollment experience practices are agreed to be implemented by the employer. Short Term Disability Rates Monthly Rates Per $100 of Weekly Benefit 13 Weeks Benefit Duration UNDER 35 $11.79 36 - 49 $6.69 50 - 59 $10.76 60+ $14.49
SUPPLEMENTAL LIFE INSURANCE Who is eligible for Supplemental Life Insurance? Supplemental Employee Life Insurance may be purchased by full time employees, who work a minimum of 30 hours. This is a voluntary benefit, and the employee pays the full cost of the premium. Employees can choose to not enroll this benefit. When am I Eligible for Coverage? For supplemental life insurance, the waiting period is 60 days from the first of the next month immediately following hire. For example, if your first day is January 13th, your benefits would start 60 days from February 1st, i.e., April 1st. Supplemental Life Insurance Coverage & Rates Insurance coverage must be selected in increments of $10,000. Rates for coverage should be calculated by the amount indicated by your Age Band Rate (see table below) and then multiply by the number of increments. For example, if you are wanting to have $10,000 in coverage, first determine how many increments that would be ($10,000 / $1,000=10). Then using the table below, find your Age Band Rate and multiple the rate by the number of increments. For a 31-year-old, this would be .46 x 10 increments which equals $0.46 a pay period to receive $10,000 in coverage. Supplemental Life - Employee Short Term Disability and Supplemental Life Additional Benefits The following benefits are included at no additional charge when you sign up for STD and/or Supplemental Life: • Ability Assist® Counseling Services PROFESSIONAL SUPPORT FOR YOU AND YOUR FAMILY, INCLUDING SPOUSE AND DEPENDENTS. • Beneficiary Assist® Counseling Services PROFESSIONAL HELP AFTER A LOSS OR TERMINAL ILLNESS. • Estate Guidance® Will Services CREATE A SIMPLE WILL FROM THE CONVENIENCE OF YOUR DESKTOP. • Funeral Planning and Concierge Services RESOURCES TO HELP YOU MAKE CONFIDENT, INFORMED DECISIONS. • Health ChampionSM Health Care Support Service GET THE SUPPORT YOU NEED TO HELP MAKE SMARTER HEALTH CARE DECISIONS. Contact the benefit’s department for further details or brochures for the above services provided by the Hartford. Age Band <25 25 - 29 30 - 34 35 - 39 40 - 44 45 - 49 50 - 54 55 - 59 60 - 64 65 - 69 70 - 74 75+ Rate per $1,000 Smoker/Non-Smoker 0.05 0.05 0.041 0.046 0.068 0.103 0.17 0.273 0.379 0.512 0.741 1.295 3.725 18 19 Rate Guarantee: 3 years
18 19 RETIREMENT BENEFITS The retirement benefit currently available to employees is a 401k plan through American Funds, with DA Davidson as the plan administrator. Any employee at least 21 years of age and with 160 work hours will be eligible for enrollment following the waiting period of 60 days from the first of the next month immediately following start date. Employees can elect to open a 401K account the following quarter in which they become eligible with American Funds through DA Davidson. The company will match contributions up to 3% of compensation, plus 50% of the amount contributed by the employee that exceed 3%, but not exceeding 5% of compensation. To enroll in the Do Life Better 401k Plan, see below instructions or reach out to the benefits department. Please use the link below to go to the American Funds website to register then enroll. https://americanfunds.retirementpartner.com/participant/#/login?accu=AmFund First, you will need to register within the American Funds website: To register will you need: 1. Last 4 of SSN 2. Postal Zip (the zip code in Fuse) 3. Last Name 4. Date of Birth (MM/DD/YYYY) 5. The Numeric Portion of Street Address or P.O. Box Number that is in Fuse Then the system will prompt you to set up your Username and Password. Once logged in to start your enrollment go to the top of the page, select “Selecting Investments”. You can then choose to “Do It Yourself” for the enrollment or have the system “Help You Do it.” CONTINUING EDUCATION - THERAPIST ONLY Continuing Education (CE) is clinical professional development of the therapist as outlined by the state boards of Physical or Occupational Therapy. CE may be delivered during or outside regular working hours and may or may not be held at an employee’s specific clinic and is non-paid time. The company offers a benefit to therapists after 90 days of employment as below for course related expenses: • A full-time (30+ hours) PT/OT/PTA/COTA is entitled to unlimited funds and a $250 travel stipend. • A part-time (20-29 hours) PT/PTA/OT/COTA is entitled to $500 per year and a $250 travel stipend Please refer to the Continuing Education policy for further details on using this benefit. This will be provided to you as part of your new hire paperwork for signature. STUDENT LOAN REPAYMENT - THERAPIST ONLY We have partnered with Peanut Butter® to help our employees tackle student debt. This program is available to all full-time therapists. (PT/PTA/OT/COTA) Eligible employees will receive $10,000 in student loan repayment over 5 years of employment with the company.
20 21 PHYSICAL THERAPY TREATMENT BENEFIT All employees will receive 10 physical therapy treatments at no cost each calendar year to be used by themselves or an immediate family member. There is no waiting period for this benefit. FAMILY MEDICAL LEAVE ACT (FMLA) An employee must work 12 months or 52 weeks in a year with having work at least 1,250 hours to qualify for FMLA. This is unpaid leave for no more than 12 weeks either consecutive or intermittent. PTO can be used in conjunction with FMLA hours. Please see the Policy & Procedure Manual for more comprehensive policy. WA FAMILY MEDICAL LEAVE An employee must work 12 months or 52 weeks in a year with having work at least 1,250 hours to qualify for FMLA. This is paid through the state of Washington through a tax by the employee and employer. Pays up to 90% of the employee’s salary for no more than 12 weeks either consecutive or intermittent. Please see the Policy & Procedure Manual for more information. Also, can reference the WA FMLA website for paperwork and instructions. CO FAMILY MEDICAL LEAVE Once an employee has worked for 6 consecutive months, they are eligible for Colorado Family Medical Leave. This is paid by the state of Colorado through a tax by the employee and employer. Tax will start January 1, 2023 for benefits starting January 1, 2024. Please see the Policy & Procedure Manual or visit the CO Family Leave website for more information. MEDICAL LEAVE OF ABSENCE An employee with a serious medical condition as defined under the FMLA may request a leave of absence for a self-qualifying medical event (where the leave does not qualify for protection under the FMLA). This leave will be considered for employees that have completed at least 90 days of employment with the company. Employees may request up to 8 weeks of leave. Please see the Policy & Procedure Manual for more comprehensive policy.
PAID TIME OFF (PTO) PTO is available to full time employees only and is accrued with each hour worked. You will start accruing 90 days from your full time start date and will not be able to use PTO until it has been accrued. There are 4 tiers for PTO accrual, which are determined by your length of employment. The table below provides details regarding each tier. Benefit Type Accrual Rate Annual Paid Annual Total Annual Accrual / Per Pay Period Holidays Days Available Carryover Max SALARIED CLINICAL STAFF @ 40 HOURS / WEEK PTO Year 1 5.67 0 17 160 PTO Years 2-4 6.67 0 20 160 PTO Years 5-9 7.67 0 23 160 PTO Years 10+ 8.67 0 26 160 HOURLY STAFF @ 40 HOURS / WEEK PTO Year 1 .0654 x hours worked 0 17 160 PTO Years 2-4 .0770 x hours worked 0 20 160 PTO Years 5-9 .0885 x hours worked 0 23 160 PTO Years 10+ .1000 x hours worked 0 26 160 SALARIED ADMIN STAFF @ 40 HOURS / WEEK PTO Year 1 3.67 6 17 160 PTO Years 2-4 4.67 6 20 160 PTO Years 5-9 5.67 6 23 160 PTO Years 10+ 6.67 6 26 160 HOLIDAYS OBSERVED All facilities close for the following 6 Federal holidays: New Year’s Day Memorial Day Independence Day Labor Day Thanksgiving Day Christmas Day If the holiday date falls on a Saturday, then typically the holiday will be observed on Friday. If the holiday date falls on a Sunday, then typically the holiday will be observed on Monday. 20 21
NOTES ____________________________________ ____________________________________ ____________________________________ ____________________________________ ____________________________________ ____________________________________ ____________________________________ ____________________________________ ____________________________________ ____________________________________ ____________________________________ ____________________________________ ____________________________________ ____________________________________ ____________________________________ ____________________________________ ____________________________________ ____________________________________ 22 23
KEY CONTACTS For Questions About Contact Call Visit/Email Medical/Prescription Drug EBMS 800.779.3575 ebms.com Dental Guardian Life 888.482.7342 guardiananytime.com Vision Guardian/VSP 888.482.7342 vsp.com Life Insurance The Hartford 860.624.0670 thehartford.com Short-Term Disability The Hartford 860.624.0670 thehartford.com Health Savings Account Health Equity 866.346.5800 healthequity.com 401k DA Davidson 406.752.6212 [email protected] HRS Benefits Officer Teresa Challans 406.756.1128 payroll@ healthrehabsolutions.com Benefit Advisor Leavitt 877.343.1060 leavitt.com Lanie Plovanich [email protected] 22 23