Compensation

Three weeks of vacation, taken in (3) five day blocks.

Emergency/Sick/ Bereavement Leave

Eligible upon date of hire. Five days.

5 days

Bereavement leave includes immediate Family: parent (including step parent, foster parent), mother-in-law and father-in-law; spouse or domestic partner (regardless of gender) please refer to the union contract for more details; children (including step children); son-in-law; daughter-in-law; grandparent; grandparent-in-law; grandchildren; step grandchildren; brother; sister; brother-in-law; sister-in-law; aunt; uncle; aunt-in-law; uncle; uncle-in-law; niece; nephew; first cousin; and any blood relative who was a member of the employee’s family household.
 

Supplemental  Tax Deferred  Annuity Plan –  403(b)  Program

Voluntary  Program

Matching  Program
 

Immediately.  Requires completion of enrollment and salary reduction form.

To receive the employer match, the employee must meet the following criteria:

• 1 year of service, and
• 1,000 hours worked during the first 12 months of service or any subsequent anniversary year.

With the Supplemental Tax Deferred Annuity Plan:

• To participate, the employee must complete a voluntary salary reduction form and an enrollment form for the selected Funding Agent.
• The employee may contribute any dollar amount to a mutual fund product up to 65% of gross wages or the maximum set by law, whichever is less.
• Upon meeting the eligibility requirements, CVPH matches the employee’s contribution into the tax-deferred annuity at the rate of $0.33 1/3 for each dollar contributed.  The match applies to a maximum of 6% of the employee’s gross salary contributed and is vested to the employee immediately.
• Effective 1/1/08, Employer contribution amount based on years of service:
  • Years of Service: 1-10
  • Max Employee Contribution: 6%
  • % Rate Match: 33 1/3%
  • Max Employer Contribution: 2%

The employee can invest employee/employer contributions in a fund of the employee’s choice.

Note:All contributions are subject to the limits and caps on income imposed by the IRS.

• Automatic enrollment after meeting eligibility requirements.
• 100% vesting after completion of 1,000 hours in each of three years (do not need to be consecutive).
• Employer base contribution (based on gross earnings) regardless of employee contribution:
• Years of Service: 1-10
• Amount: 3%

Note:  All contributions are subject to the limits and caps on income imposed by the IRS.

• Life Insurance = 2x Base Annual compensation (excluding premium pay)
• Accidental Death Insurance = 2x Base Annual Compensation as above.
• Please refer to the Life Insurance Certificate for Dismemberment benefit schedule.
• Life insurance maximum of $1,000,000 without proof of insurability.

The Supplemental Life Insurance Plan is a Whole Life Plan.  The employee may purchase additional insurance on him/herself, spouse, children and/or grandchildren.

The premiums are paid through payroll deduction on an after tax basis.

• First of the month following date of hire.
• Representatives are on-site for open enrollment in the fall for an effective date of January 1.
• The employee may also enroll at any time to correspond with a change in status or loss of other coverage.

The employee must complete the H.S.A. enrollment paperwork.  The Employer will fund the employee’s health savings account in the amount equal to fifty percent (50%) of the annual health insurance deductible applicable to the employee’s coverage election, paid in twelve equal monthly payments.

The employee newly hired to the hospital, the first years’ designation is prorated from the first of the month following date of hire until December 31.  

For more information regarding the health savings account refer to IRS publication 969 and Form 8889.

The employee must complete the H.S.A. enrollment paperwork.  The Employer will fund the employee’s health savings account in the amount equal to fifty percent (50%) of the annual health insurance deductible applicable to the employee’s coverage election, paid in twelve equal monthly payments.

The employee newly hired to the hospital, the first years’ designation is prorated from the first of the month following date of hire until December 31.  

For more information regarding the health savings account refer to IRS publication 969 and Form 8889.

Eligible first of the month following date of hire.

• Open enrollment is in the fall for an effective date of January 1.
• Changes in family situation may allow limited changes.  See Human Resources for additional information

The Flexible Benefit Plan is a benefit program to help the employee defray the cost of health insurance premiums, qualified medical expenses (in accordance with IRS Code, Section 125 for the employee and his/her dependents), and qualifying dependent (child or elder) care expenses.

The benefit amount can be used for:

• Employer-sponsored health insurance premium conversion plan (non-Taxable)
• Dental Insurance Plan
• Vision Insurance Plan
• Cancer Insurance Plan
• Medical Reimbursement (non-Taxable)
• Dependent Care Account
• Taxable Cash

On an annual basis, the employee can voluntarily withhold for:

• Additional Medical Reimbursement (maximum of $2,550, including the allocation of the Employer benefit amount for Medical Reimbursement.)
• Dependent Care (maximum of $5000 annually per household)

The annual benefit amount for the regular full-time employee is:

• $1,500.00 OR
• 100% for individual, employee/spouse, parent/child(ren) or family coverage of the current health insurance plan offered.

For the regular part-time employee the benefit amount is prorated based on the regular part-time category.

• First of the month following date of hire.
• Open enrollment in the fall for an effective date of January 1.

• First of the month following date of hire.
• Open enrollment in the fall for an effective date of January 1.

• Cancer
• Short-Term Disability

Eligible first of the month following date of hire.

Open enrollment is during the fall for an effective date of January 1.  AFLAC Representatives are on site for open enrollment.

AFLAC insurance coverage is available on a voluntary basis.  

Premiums for cancer coverage may be paid pre-tax through payroll deduction.  

Premiums for short-term disability are paid through payroll deduction on an after tax basis.

Short-term disability has additional requirements related to hours worked.  See AFLAC representatives for details.

The Resident is eligible for up to $1400.00 per year for CME. Any expense or time away from the program must be approved by the Program Director or his designee.  Up to forty (40) hours of paid CME time is provided afer the first year of Residency.  If an intern chooses to attend a CME conference in their first year of residency, they will need prior approval from the Program Director or his designee.  The intern will also be required to use their PTO time for this absence.  The Resident will receive his/her normal hourly compensation during the hours of CME.  The Resident will be eligible to be reimbursed for our ot pocket expense related to : required certifications and courses (such as ACLS, BLS, ALSO, PALS and NRP) provided by the program.

Pay Period: Two-week period which begins Sunday at 0001 and ends the second Saturday at 2400.

Pay Day: Paycheck or statement is available at 1100 every other Thursday.

Paychecks will be mailed to the employee’s home address.  Direct deposit statements are available on Employee Self-Service.