Company Benefits
Full-time employees who work thirty (30) or more hours per week are eligible for benefits.
Medical, Prescription Drug, Dental, Vision Insurance
Voluntary life Insurance
Voluntary Accidental Death and Dismemberment Insurance
Long Term Disability
Flexible Spending Accounts
401 (k) Retirement Plan
Voluntary Benefits with Employee Family Protection ( EFP)
Employees can enroll for health and welfare coverage effective the 1st of the month following 60 days of employments. If the employee chooses coverage for themselves, they may also cover their eligible dependents.
Employees will also have an opportunity to enroll and make changes if they experience a qualifying life event, benefit class change, status change or during the annual open enrollment period.
401 (K) Plan
All full time and part time employees who ae at least twenty-one (21) years of age are eligible to enroll in the 401 (K) plan on the 1st day of the month following six (6) months of employment.
Employees will receive eligibility information prior to their enrollment month.
Employees contributing 2% or more of their salary during the plan year are eligible.
Other benefits
Employee Assistant Program
The employee Assistant / Work-Life Program (EAP) is a voluntary strictly confidential service that provides professional counselling and referral services designed to help you with personal, job, or family related problems. Your EAP can help you and your dependent family members identify, resolve and gain control over personal problems that may be interfering with work and daily life.
Stress, Anxiety and Depression
Anger Management
Workplace Conflict
Grief and Loss
Coping with Serious Illness
Elder care issues
Problem Drinking
Sexual Harassment
Domestic Violence
Separation and Divorce
And more
Vacation Policy
Eligibility for vacation benefits is defined below and is determined by the employee’s status and length of continuous employment with the company.
Employees who are classified as regular full-time or regular part-time are eligible for vacation benefits under this policy. Employees who are classified as seasonal or temporary are not eligible for vacation benefits.
No vacation is considered earned unless and until regular employees reaches the date required for eligibility.
Employees are not eligible for vacation benefits in the colander year in which they are hired.
For example, Employees hired at any time between January 1 and June 30 are eligible to take vacation as of January 1 of the next year colander year. In this case employee are eligible to take 10 days’ vacation.
Employees hired at any time between July 1 and December 31 are eligible to take vacation benefits as of July 1 of the next colander year. Employee can take a 10-day vacation.
Non- Exempt Employees (full-time and Part-Time)
Employees hired at any time between January 1 and June 30 are eligible to take vacation as of January 1 of the next year calendar year.
Sick Time policy
The company will pay up to five (5) days per calendar year at the employee’s regular bases pay to any full time employee who is absent due to illness, Injury or disability. These days also may be applied to other absences if required by state law. After completion of the first 60 days of employment, each full time employees are eligible for one sick day for every 42 colander days of employment.
Part-time employees are not eligible for sick leave benefits unless mandated by state or municipal law.
The employee must report illness or other reason for absence by contacting their supervisors as far in advance as possible, but in no event less than two hours prior to the scheduled start of the work day (unless extenuating circumstance prevent such notification).
Such a report must be made for each day of absence. The Company may apply an employee’s sick leave to an absence even where an emergency prevents him or her from timely notifying the manager or a supervisor provided the employee provides notification as soon as possible.
Sick days cannot be carried over from year to year unless otherwise permitted by law. The company does not compensate for unused sick days upon termination of employment.
Employees are entitled to receive one (1) sick day every 42 calendar days up to a maximum of five days per colander year.
Holidays
Every employee has the option to pick three (3) days to be off. Employees who wish to observe religious/other holidays not designated has a holiday by the company may do so without loss of pay if the employee has unused vacation days. Employees must provide their supervisors with advanced notice, but not less than seven calendrer days of their intent to take a vacation day for this purpose. Recommended vacation days include but are not limited to the days on the following list:
Option Holidays
Christmas
Thanksgiving
4th of July
Martin Luther
President Day
Labor Day
New Year’s Day
Labor Day
Memorial Day
Easter
Eid al-Fitir
Rosh Hashannah
Yom Kippur
St. Patrick Day
Valentine’s Day
Halloween
Good Friday
Holy Thursday
And many more.
Full time employees who have completed at least 60 days of employment and are actively on the payroll at the time of the holiday will receive a day of pay at straight time without having to perfume work.
Employees who work on a holiday will receive compensation at the rate of one and half times their regularly hourly rate for the hours worked, in addition, to the regular holiday pay that for that holiday.
If a holiday occurs during an employee’s vacation period, the company will pay the employee for the holiday and will not charge the employee for a vacation day.
Any employee who does not follow the rules pertaining to holiday policy is subject to the consequences described on Tardy policy.
Funeral Policy
Each full time and part time employee is eligible to receive:
A maximum of three (3) working days paid off time of bereavement leave, in the event of death of a member of the employee’s immediate family. An employee’s immediate family includes:
Father
Mother
Brother
Sister
Spouse
Domestic partner
Child
Grandchild
Grandfather
Grandmother
Up to two (2) working days of leave will be granted in the event of the death of a member of an employee’s extended family. An employee’s extended family includes: mother-in-law, father-in-law, brother-in-law, sister-in- law, parents of domestic partner, and siblings (brother/sister) of domestic partner. Such paid leave for extended family shall be limited to one occurrences per calendar year.
Leave is paid only for the days that the employee is regularly scheduled to work Bereavement leave must commence either upon the date of death or the date of the funeral.
An employee shall request bereavement leave from his or her supervisor at the earliest practicable time.
An employee may be required to submit satisfactory documentation of the need for bereavement. This includes a copy of a death certificate for the deceased.
Leave of absences may be granted without a proper documentation but this leave of absence will not include compensation.
Time Off Without Pay
After six (6) months of employment, full time and part time employees are eligible to apply for an unpaid leave of absence for personal reasons. Eligible employee may receive a maximum of thirty (30) calendar days of personal leave in any consecutive three (3) year period. If paid or unpaid leave (including Vacation) is available under another policy or program, the employee must first exhaust that other leave. If an employee fails to return to work after the expiration of the approved leave, the employee may be deemed to have voluntarily terminated their employment.
Employee should submit their written request for a Personal leave of absence to their General Manager for approval.
The written request must include the reason for the leave and the requested duration of the leave.
Employees should submit the request at least thirty (30) calendar days in advance of the anticipated commencement of the leave, or as soon as practicable, depending upon the circumstances. Personal leave of absences must be approved in written by the General Manager.
Employee who accept the other employment or operate a business during a Personal leave of absence will be considered to have resigned without notice.
Employees on a Personal leave may be eligible to continue their benefits. Benefits coverage during leaves should be discussed in full with Human Resources.
Employees will not be paid for holidays which occur during a Personal leave of absences.
Worker’s Compensation
The following factors were taken into consideration when creating a pay scale for our employees:
Education level of the employee
Market data analysis
Time with the company
Time in industry
Skills -as determined by performance Evaluations.
The company provides a comprehensive Workers’ Compensation Program at no cost to employees. This program covers any injury or illness sustained in the course of employment that requires medical, surgical, or hospital treatment.
Employees must immediately report any accident or injury on the job, regardless of severity, to their supervisor or General Manager. Failure to do so may affect an employee’s eligibility for benefits and will result in disciplinary action.
The employee may be required to seek medical treatment from a physician selected by the company. Depending Upon State Law, the Company may require the employee to submit to a drug and/or alcohol test.
During the employee’s incapacitation, the Company and/or its insurance company may call or visit the employee at home.
Neither the Company nor the insurance carrier will be liable for the payment of Workers’ Compensation benefits for injuries that occur during an employee’s voluntary participation in any off duty recreational, social, or athletic activity sponsored by the company.
An employee who files a false claim for Workers’ compensation benefits will be subject to disciplinary action up to and including discharge. The Company also may pursue further legal action against the individual.
Reference
http://www.united-church.ca/leadership/church-administration/employee-assistance-program
