Medical Surgical Specialists: Employee Benefits.

PRMC Employee Benefit Summary

Updated: March 2006
VACATION TIME:
Full-Time Employees (minimum of 64 hours/pay period)

Two weeks - First through fourth years of service completed (3.077 hours per pay period)

Three weeks - fifth through ninth years of service completed (4.615 hours per pay period)

Four weeks - Beyond ninth year of service completed (6.154 hours per pay period)

Part-Time Employees (minimum of 40 hours per pay period)

One week - First through fourth years of service completed (1.539 hours per pay period)

One and one half weeks - Fifth through ninth years of service completed (2.308 hours per pay period)

Two weeks - Beyond ninth year of service completed (3.077 hours per pay period)

Time accrues each pay period.

SICK TIME:
Full-time employees (minimum of 64 hours per pay period) accumulate one 8-hour day per month of sick time.
Employees may accumulate up to 130 days (1040 hours). Sick leave will not be paid for less than four (4) hours.

Part-time (40 hours per pay period) accumulate one 4-hour day per month of sick time.

HOLIDAY TIME:
Full-time employees are entitled to seven (7) holidays at eight (8) hours each. (If the Holiday falls on a regularly scheduled day off, an alternate day off with approval within 30 days of the day of observation).

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

New Year's Day

Memorial Day

Independence Day

Labor Day

Thanksgiving

Christmas

Birthday

MEDICAL INSURANCE:
(Self Insured Medical Plan)

Eligible Employees: Full-time employees (minimum of 64 hours per pay period) and current Part-time employees (minimum of 40 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
$250 deductible ($500 family deductible)
80% / 20% co-insurance

Out-of-pocket maximums:

$2,000 individual

$4,000 family
$250 per admission co-pay to HMA facility
Plan B
$500 deductible ($1,000 family deductible)
70% / 30% co-insurance

Out-of-pocket maximum:

$2,400 individual

$4,800 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.

You may also use any other HMA hospital to receive 100% benefits.

You may use any physician you choose. Participants that visit a network provider will have a lower co-payment responsibility than if they visit a non-network provider.

You must use your hospital for outpatient procedures over $500 if service is available or plan pays zero (excluding outpatient surgery in a physician’s office).

All hospital services (such as lab, x-ray, ER, etc.) provided by your hospital are paid at 100%, with no deductible.

Pre-certification required, details on I.D. card.

Employee Premiums – Full-time employees

Plan A
Employee Only - $32.00/pay period
Employee and children - $83.50/pay period
Family - $100.00/pay period

Plan B
Employee Only - $27.00/pay period
Employee and children - $62.50/pay period
Family - $79.00/pay period

Employee Premiums – Part-time employees
Plan A
Employee Only - $94.77/pay period
Employee and children - $169.94/pay period
Family - $227.92/pay period

Plan B
Employee Only - $79.96/pay period
Employee and children - $127.20/pay period
Family - $180.06/pay period

PRESCRIPTION DRUGS:
Express Scripts 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): $8

Preferred Brand Prescription (if generic is not available): $20

Non-Preferred Brand Prescription (if generic is not available): $35

A mail order pharmacy program is available for those who wish to receive 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): $16

Preferred Brand Prescription (if generic is not available): $40

Non-Preferred Brand Prescription (if generic is not available): $70

The prescription drug card program is tailored around the use of generic drugs. You will still be able to receive Brand Name Drugs but, when a generic is available, you must use it or it will cost more.

DENTAL INSURANCE:
(Self Insured)

Eligible Employees: Full-time employees (64 hours per pay period) and current Part-time employees ( 40 hours per pay period)

$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 CIGNA. Participants can visit any dentist in or out of the CIGNA Preferred Provider network. Participants that visit a network provider will have a lower co-payment responsibility than if they visit a non-network provider. There is no referral required to see a specialist.
Employee Premiums – Full-time employees
Employee Only - $9.50 per pay period
Employee and children - $15.25 per pay period
Family - $21.25 per pay period

Employee Premiums – Part-time employees

Employee Only - $14.40 per pay period
Employee and children - $25.00 per pay period
Family - $35.38 per pay period

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:
Eligible employees: full-time employees: spouse $25,000, children $10,000 each. Cost is $3.23 per pay period.

LONG-TERM DISABILITY:
Eligible Employees: Full-time employees (minimum of 64 hours/pay period).
UNUM plan. Employer Paid.

VISION INSURANCE:
VSP plan (Vision Service Plan).
Eligible Employees: Full-time employees (64 hours per pay period) and Part-time employees ( 40 hours per pay period).

401(k) RETIREMENT:
Eligibility: All full-time and part-time 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 (877-PRU-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 25%).

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.
401k continued
Vesting: Past service credit will be given towards vesting.

A participant is credited with a year of service for vesting purposes for each plan year (calendar year) in which he or she works 1,000 hours. All hours for which an employee is paid, sick, vacation, etc. Vesting begins on the employee's original date of hire. The following is the vesting schedule for the plan:

Years of Vesting Service
Less than 2
2, but less than 3
3, but less than 4
4, but less than 5
5, but less than 6
6 or more

Vested % of Employer Contribution
0%
20%
40%
60%
80%
100%

Employer Match: You will become eligible to begin receiving an Employer Match following one (1) year of service (12 consecutive months from the date of hire) provided that you are making a payroll deduction (Salary Deferral Contribution). The Employer Match is 1/3 of your contributions up to your first 6% of contributions.

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) or more years of service; courses must be pre-approved by the Human Resources Department.

100% of the tuition paid with a $2,500 maximum each calendar year.

Must receive a grade of “C” of better.

AFLAC BENEFITS:

Cancer

Accident

STD

FLEX Spending – Non covered Medical, Dependent Care