BRIEF OUTLINE OF EMPLOYEE BENEFITS

ATC Health Care Associates (HCAs)
The benefits of becoming an ATC associate
  

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Out of Town Assignments Available Mental Health
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BRIEF OUTLINE OF EMPLOYEE BENEFITS

ATC Health Care Associates (HCAs)

Medical Plan 

Eligible Health Care Associate (HCA) employees may enroll in the Nationwide Life Insurance Company employee benefits program. The Nationwide program includes two (2) medical benefit level plans, namely, a “Premier Plus” plan and a “Standard Plus” plan.  The Nationwide Benefits Brochure summarizes both medical plan levels. A prescription drug plan and term life insurance are included in each medical plan level.

The plan in which eligible employees may participate is based on job title and hours worked. In

order to determine the plan in which an employee may be eligible to participate, based on job title and hours worked, the following job categories should be referenced:

A)   Job Category “A” (Job Titles) ---  (See Attachment “A” for a listing of Job Category “A” Job Titles) 

  1. HCAs assigned to a job title as listed in Job Category “A” and who work a  

      minimum of 390 hours over a three month period are eligible to select either the

      “Premier Plus” or “Standard Plus” plan.       

  1. HCAs assigned to a job title as listed in Job Category “A” and who work a minimum of 260 hours but less than 390 hours over a three month period are eligible to select only the “Standard Plus” plan.

3.   HCAs assigned to a job title as listed in Job Category “A” and who work  

      less than 260 hours over a three month period are not eligible to participate.

B)   Job Category “B” (Job Titles) ---  (See Attachment “B” for a listing of Job Category “B” Job Titles) 

  1. HCAs assigned to a job title as listed in Job Category “B” and who work a minimum of 260 hours over a three month period are eligible to select only the “Standard Plus” plan.
  2. HCAs assigned to a job title as listed in Job Category “B” and who work less than 260

      hours over a three month period are not eligible to participate.

 

Eligible employees may also include coverage for eligible dependents. The employee’s share of the medical plan premium cost is deducted from the weekly paycheck on an after-tax basis.

Dental / Vision Plan   

Employees enrolling in the medical plan have the option to purchase Dental/Vision Insurance so long as they continue to be enrolled in one of the Nationwide medical plans. For further information regarding this optional coverage, please reference the Nationwide Benefits Brochure.

Eligible employees may also include coverage for eligible dependents. The employee’s share of the dental/vision  plan premium cost is deducted from the weekly paycheck on an after-tax basis.

BRIEF OUTLINE OF EMPLOYEE BENEFITS

Flexible Spending Accounts (FSAs)   (Offered to HCAs assigned to Job Category “A” and “B”  job titles) – See Attachments  “A” and “B”

The Health Care Reimbursement Account (HCRA) and the Dependent Care Reimbursement Account (DCRA) allow employees to use pre-tax dollars to pay for eligible out-of-pocket non-reimbursable health care and/or dependent care expenses throughout the year.

Eligibility: All regular full-time and regular part-time employees, who average 30 hours or more per week for three (3) consecutive months (390 hours) are eligible for the flexible spending account benefits. The benefits are effective the first of the month following three consecutive months of employment. After satisfying the average workweek requirement, the HCA must continue to average 30 hours or more per week for every subsequent three (3) month period (390 hours), in order to maintain continued eligibility.  Should the HCA fail to satisfy this requirement, the flexible spending account will cease.  In this event, employees will not be permitted to participate again until January 1 of the following year, providing the eligibility requirements are re-established.

Tuition Reimbursement Program  (Offered to HCAs assigned to Job Category “A” and “B”  job titles) – See Attachments  “A” and “B”

The Tuition Reimbursement Program will provide financial assistance to employees for courses taken at accredited educational institutions that are part of a formal education curriculum leading to a degree in business, management, or other major field of study directly related to the business of the Company. Financial assistance will also be provided to employees for courses, including adult education courses, which will improve their ability to perform the functions and responsibilities of their current position or a future position within the Company that the employee can reasonably expect to achieve.

The cost of tuition, registration fees, and related course fees, i.e., laboratory fees, for an

approved course or degree program course, will be reimbursed up to a maximum of two courses per term.  Reimbursement will not exceed $1,000 per term and $2,000 per calendar year. For each course completed, employees will be reimbursed at 100% for a Grade C and higher, or a passing grade.  Letter grades of D or F are not reimbursable.

No reimbursement will be allowed for books, supplies, equipment, parking fees, or any other incidental costs or fees.  

All courses must be reviewed and recommended by the employee’s department management and approved by the Human Resources Department prior to the registration and commencement of such courses. The Company reserves the right to make the final determination as to the approval of courses and educational institutions based on several factors including, but not limited to, accreditation, course content, associated costs, etc.  

Eligibility: All regular full-time and regular part-time HCA employees, who average 30 hours or more per week, are eligible to participate in the program. HCA employees must have completed six (6) consecutive months of employment as a regular full-time or regular part-time employee and averaged 30 hours or more during this six-month period. Employees may not request course approval and register for a course under this program until the eligibility requirements are satisfied.

In order to receive tuition reimbursement, employees must be actively employed when a course is completed.  In addition, at the time of course completion, HCA employees must maintain their

regular full-time or regular part-time status and continue to average a minimum of 30 hours per week for a three-month period prior to a course’s completion.

401 (K) Savings Program    (Offered to HCAs assigned to Job Category “A” and “B”  job titles) –

                                                                                      See Attachments  “A” and “B”

Employees may elect to defer from 1% to 100% of their gross salary through convenient payroll deductions.  The total employee contributions cannot exceed the maximum limits, as established by federal law. The money contributed is not subject to federal income taxes and, in most cases, state income taxes.

An attractive feature of the plan is the Company’s matching contributions to a portion of the employee’s savings contributions. The Company will match $0.10 for each $1.00 saved up to 6% of salary deferred.   The Company matching contributions are subject to a vesting schedule based on years of service with the Company.

A variety of investment fund options are available to plan participants.  The investment options range from conservative investment funds to higher risk investment funds.

 Eligibility: Employees must complete one year of service from their effective date of employment, and work at least 1000 hours.  Employees must be 21 years of age.

Note:  The aforementioned provides a brief outline of the employee benefit programs offered to eligible employees.  For additional information, the applicable “Summary Plan Descriptions,” provided by the company’s different carriers, or the “Summaries of Employee Benefit Plans” provided by ATC, should be referenced.  Should a discrepancy occur between this brief outline, the “Summary Plan Descriptions” or the “Summaries of Employee Benefit Plans” and the Master Policies/Plan Documents, the Master Policies/Plan Documents will govern.

 

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