At Family HealthCare Network we believe in taking care of our own. We recognize that our staff is our most valuable asset and that is why we offer one of the most competitive and affordable benefits packages in the County. FHCN offers benefits to full-time staff in an effort to help keep staff and their families healthy as well as offering programs to help plan for their family’s future.

Earnings and Savings Programs
Profit Sharing Plan                                             
Annual Performance Review
Sick Time Benefit (12 paid sick days per year)
Supplemental Voluntary Plans
Paid Vacations (based on tenure)
Paid Holidays (nine (9) paid Holidays and one (1) floating holiday per year)

Coverage for staff and dependents offer thru Preferred Provider Organization (PPO) plans for dental, health, and vision

*Dependent coverage provided for unmarried dependents age 19 or over but less than 25 with dependent eligibility verification.

Group Term Life Insurance
The benefit payable to beneficiaries under the Group Term Life Insurance for Staff is equal to 150% of annual earnings rounded to the next higher $1,000, unless already an even $1,000.  The maximum amount is $150,000.  Dependent Life Insurance Coverage for Spouse is $5,000.00 and for Children 6 months to age 19 (26 in school) is $2,000.00. Except that, such amount will be $1,000.00 for dependent children from live birth to 6 months of age. Employer sponsored.

Accidental Death & Dismemberment Insurance (AD&D)
The payable benefit is equal to the amount of insurance provided for Group Term Life Insurance.  AD&D benefits coverage is provided along side with Group Term Life Benefits.  Employer sponsored

Long Term Disability
Benefits payable to staff for each full month of a Total Disability Payment Period will be the smallest of 66 2/3% of employee covered monthly compensation at the time of the total disability.  There is a 90-day waiting period for Long Term Disability coverage, which must be accumulated within a 360-day period.  Employer sponsored

Profit Sharing Plan
Benefit provided to eligible staff who have attained age 21 and who have completed one (1) year of service as defined by the plan.  Within budgetary constraints, an annual contribution of Network profitability and approved by the Board of Directors is contributed to the plan in the employee's name. Vesting in the plan is over a five year period.  Employer sponsored

Staff Incentive Plan
Designed to meet the needs of the organization while, at the same time, meeting the short and long-term individualized needs of staff.  The Staff Incentive is based both on productivity and participation in a team setting.  Incentivepolicy requirements must be met in order to qualify.

Direct Deposit
Available to all staff free of charge with access of uptothree (3) accounts.
 

ADDITIONAL VOLUNTARY (Supplemental) BENEFIT OPTIONS
Voluntary Plans are offered to staff with deductions set up thru payroll.      
POST-TAX                            

• Accident Insurance
• Critical Injury Insurance
• Disability Insurance
• Critical Injury Insurance with Cancer rider
• Voluntary Life Insurance

PRE-TAX   Flexible Spending Account (FSA) for Health:

Health (Medical): 
Benefit is designed to help pay for out-of-pocket medical expenses while increasing your spendable income.  Staff can take a tax advantage by starting an FSA with a minimum coverage election of $250 to a maximum of $3,000 annually.
 
Dependent Care Account:
Benefit is designed to assist with child care expenses provided by a license care provider.  The minimum election is $250 to a maximum of $5,000 annually.
NOTE:  FSA accounts are renewed by employee annually.

The “USE IT OR LOSE IT” rule for the Flex Spending Accounts (FSA): 
The IRS has established strict guidelines on plans with tax advantages.   Contributions are based on a calendar year from (January to December) and money contributed to these accounts needs to be used during the plan year or the use it or lose rule will apply at the end of the year.

403(b) Retirement Program:
Plan provided by The Hartford Life Insurance Company with program funded by a group of variable annuity contracts. Participation in the plan is voluntary with a minimal contribution of one (1) % of annual income and a maximum contribution of $16,500.  NOTE:  If you are over 50 years old you may choose to do the Catch-Up-Plan.
ENROLLMENT:  Staff can enroll, decrease or increase contributions anytime during the year.

VOLUNTARY TERM LIFE INSURANCE:  Coverage available to staff and dependents at a low cost; with minimum election coverage of $10,000 and up to five (5) times staff annual salary also available with dependent coverage for spouse of 50% of elected coverage and minor children up to $10,000 of coverage.
Enrollment period:  During New Hire Orientation and annually.
 

WORKERS’ COMPENSATION:
Staff is provided with medical care if an injury or illness is related to employment.

PAID HOLIDAYS:                          
*NEW YEAR'S DAY                           
*PRESIDENT'S DAY                          
*MEMORIAL DAY                               
*INDEPENDENCE DAY
 *LABOR DAY                          
*THANKSGIVING DAY                       *DAY AFTER THANKSGIVING                           
*CHRISTMAS EVE                              *CHRISTMAS DAY
*1 FLOATING HOLIDAY

2/28/10