Central Counties Services Benefits Summary
Central Counties Services (CCS) offers a comprehensive benefits package to meet individual and family needs to eligible employees. This is a summary of benefits only; policies and summary plan documents pertaining to these benefits are on file in the Human Resources Department. The purpose of this information is to provide prospective employees with general information about benefits programs available to employees of CCS. As a result, precise interpretations of policy should not be made from this document. If you have any questions, please contact firstname.lastname@example.org.
Employees hired to work 20 or more hours a week (greater than or equal to 50% FTE) will be eligible for most benefits on the first of the month following sixty days of employment and are considered benefit-eligible employees. Benefits will be pro-rated depending on the number of hours scheduled to work.
Core Benefitsback to top
- • Bereavement Leave: CCS grants paid Bereavement Leave for the employee’s immediate family.
• Direct Deposit: Employees are required to have their net payroll check direct deposited to any bank or financial institution of the employee’s choice.
• Educational Leave: Education Leave may be approved by the Program Director when licensed or credentialed staff request time off to obtain required CEU’s for maintaining licensure, up to 40 hours of educational leave per year.
• Holidays: CCS provides ten paid holidays and one volunteer time off day to benefit-eligible employees.
• Family and Medical Leave: CCS provides leave to eligible employees in accordance with the Family and Medical Leave Act (FMLA).
• Life Insurance: Benefit-eligible employees are provided with $50,000 Life Insurance and $50,000 Accidental Death and Dismemberment (AD&D) Insurance. Additional Life Insurance may be elected by the employee through a payroll deduction.
• Long Term Disability Insurance: CCS provides benefit-eligible employees that become seriously ill or sustain a serious injury requiring absence from work for over 90 days Long Term Disability (LTD) Insurance. There is no cost to employees associated with this program. The insurance carrier determines whether an employee is disabled based on information received from an employee’s physician and the job being performed at the start of the disability.
• Longevity Pay: CCS provides eligible employees a longevity incentive based on length of service.
• Paid Time Off (PTO): Paid Time Off is an earned benefit intended to provide time away from the work environment to pursue activities that will promote the well-being of the individual. Employees hired to work twenty or more hours a week (greater than or equal to 50% FTE) may accrue Paid Time Off on a per pay-period basis. Accruals vary depending on length of service and designated PTO categories.
Retirement Plansback to top
- • 401A Plan: All benefit-eligible employees are required to participate in the Retirement Plan (401A Plan). After six months of employment, employees contribute 2% of their base pay before taxes and the Center contributes 6%. Employees are fully vested after 5 years of continuous employment.
• 457 Deferred Compensation Plan: Deferred Compensation is a voluntary retirement savings account. Through payroll deductions, employees can elect to contribute either on a “pre-tax” or “post-tax” basis a portion of their salary. The minimum contribution is $10 per pay period. The maximum contributions are set by the Internal Revenue Service (IRS) each year.
Medical Plansback to top
- • Medical Insurance: Blue Cross Blue Shield is the provider for CCS’ health and prescription plan. The self- funded plan allows benefit-eligible employees and eligible dependents to enroll in either the PPO or High Deductible Medical Plan. For non-tobacco users, there is no premium charge for the High Deductible Health Plan for full-time “employee only” coverage. Part-time employees (scheduled to work 20-29 hours per week) will be eligible for medical insurance benefits and will be required to pay a percentage of the contribution premium. Virtual Care through MD Live, is offered through the medical plan.
• Waiver of Medical Insurance: Benefit-eligible employees can decline Center sponsored medical insurance and be paid up to $75 per month. (Amount varies depending on full time equivalency status). To be eligible, employees must have written proof of other medical insurance. After written proof has been verified with the Benefits Office, payment will be made in accordance with and through the Center’s payroll schedule on the 1st of the month following 60 days of employment. At no time, will this payment be made retroactively.
• Dental and Vision Benefits: Dental and vision insurance is available for purchase at a group rate for benefit-eligible employees and medical insurance is not a prerequisite to enroll in dental and vision coverage. Premiums will automatically be deducted as pre-tax dollars for employees that elect these plans.
Flexible Spending Accountsback to top
- • Health Savings Account (HSA): The HSA benefit allows employees to set aside pre-tax dollars to spend on medical expenses including medical, pharmaceutical, dental, vision, as well as some medical supplies. Dollars in an HSA carry over from year to year. Participants must enroll in the High Deductible Health Plan in order to contribute to an HSA. The HSA is a personal bank account, and it is the responsibility of the account holder to manage his/her eligibility to contribute to the HSA.
o Employees are not eligible to contribute to an HSA if:
• enrolled in any part of Medicare (including part A, which is automatic with Social Security retirement income benefits)
• receive health benefits under TRICARE
• received Veterans Administration (VA) benefits within the past 3 months
• can be claimed as a dependent on another person’s tax return
• can have medical expenses reimbursed under employee’s or their spouse’s healthcare Flexible Spending Account (FSA)
• Flexible Spending Account/IRS Section 125 (FSA): By taking advantage of the Health Care FSA, employees can set money aside before federal income and FICA taxes are withheld for reimbursement of health care expenses that are not reimbursed under the medical, dental, and/or vision plans offered by CCS. Benefit-eligible employees may participate in the Flexible Spending Account Benefit Plan, which corresponds to Section 125 of the IRS Code. Dollars into an FSA account may be carried over from year to year at a maximum amount of $500 per year.
Statutory Benefitsback to top
- • Social Security: Social Security is financed by FICA payroll taxes and is paid by both the employee and CCS. The maximum is adjusted annually.
• Unemployment Compensation: This program may be available to employees if they are terminated (includes reduction in force) through no fault of their own. The Texas Workforce Commission determines eligibility for benefits. CCS pays the full cost of this insurance protection.
• Workers’ Compensation: Workers’ Compensation is a state-regulated insurance program that provides covered employees with income and medical benefits if they sustain a work-related injury or illness.
Insurance Value Addsback to top
- • Travel Assistance with ID Theft Protection
• Counseling Services
• Health Care Navigation Services
• Short Term Disability Insurance
• Critical Illness Insurance
• Accident Insurance
• ALEX – An interactive online benefits counselor who will explain Center benefits in simple language in a fun and entertaining way. ALEX can help employees choose the benefits and coverage options that will meet both their needs and budget.