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2.02 – Employee Benefits

Employee Benefits:

Employee Benefits are offered to eligible employees (those working full-time statuses which require a minimum of 30 hours per week).  While Open Door makes every effort to share in the cost of paying the premiums for employee insurance plans, the precise amount and percentage of the premiums that employees will be required to contribute may change from time-to-time.  Changes in the cost of insurance to employees will be made at the discretion of Open Door and be based upon factors that may include budget/funding, increased premiums, and other economic factors.  Open Door will make every effort to provide employees with at least 30-day notice before it alters any plan document or cost to employees.

In addition, the eligibility, benefits, decisions, vesting, and all other aspects of the benefit plans offered by Open Door are fully stated in the actual plans and/or policies.  While we will make available to you all plans and assist you with respect to the plans, all determinations under the plans will be made by the insurers and not Open Door.

In addition, the eligibility, benefits, decisions, vesting, and all other aspects of the benefit plans offered by Open Door are fully stated in the actual plans and/or policies.  While we will make available to you all plans and assist you with respect to the plans, all determinations under the plans will be made by the insurers and not Open Door.

Benefits Continuation (COBRA):

The Federal Consolidated Omnibus Reconciliation Act (COBRA) gives employees and their qualified beneficiaries the opportunity to continue medical, vision, and dental insurance coverages when a qualifying event would normally result in the loss of eligibility.  Common qualifying events include resignation from employment, termination of employment, a reduction in work hours below the weekly minimum required for eligibility, a leave of absence, divorce or legal separation, and/or dependent child no longer meeting eligibility requirements.  Under COBRA, the employer or beneficiary pays the full cost of the premium plus an administrative fee.  The American Recovery and Reinvestment Act (ARRA) was signed on February 17, 2009, and gives “Assistance Eligible Individuals” the right to pay reduced COBRA premiums for periods of coverage beginning on or after February 17, 2009, and can last up to 9 months.  Employees who are involuntarily terminated may be eligible for assistance.

Medical Insurance:

Medical insurance for full-time employees working a minimum of 30 hours per week becomes effective on the first of the month following the 60th day of employment.  Employees who do not wish to participate are required to sign a waiver (if an employee doesn’t respond to the various notices for insurance, it will be considered voluntarily waiving their benefits).  A reclassification change must be made by the employee within 30 days of a qualifying status change such as marriage, divorce, or change in dependent status

Dental and Vision Insurance:

At the employee’s expense, all eligible employees may opt to enroll in dental and vision insurance.  Dental and Vision insurance becomes effective on the first day of the month following the 60th day of employment.

Voluntary Life, Gap, Accident, and Critical Illness Insurance:

Voluntary Life, Gap, Accident, Critical Illness Insurance coverage is offered to all eligible employees and becomes effective on the first day of the month following the 60th day of employment.  Employees have the option at their own expense to purchase additional life coverage through a payroll deduction.

Voluntary Long-Term Disability Insurance:

At the employee’s expense, they can elect to enroll for Long Term Disability coverage through Open Door.  Long-term disability insurance for full-time employees become effective on the 1st of the month following the 60th day of employment.  After the required waiting period, covered employees with an approved verified long-term disability may be eligible for partial payment for lost wages.

Employee Deduction for Benefits:

Open Door will allow employees to utilize the Employee Deduction for Benefits for pre-tax option for medical premiums per election.

Voluntary Short-Term Disability Insurance:

At the employee’s expense, all eligible staff may opt to enroll in a short-term disability plan.  Short-term disability coverage is designed to help replace lost income and offset nonmedical expenses not covered by health insurance in case of disability.  Premium costs may be directly payroll deducted.

Employee Assistance Program:

Employees can receive confidential help in coping with family problems, substance abuse, financial difficulties, or other concerns.  The Employee Assistance Program offers problem assessment, brief counseling, and referral to appropriate resources.  The Employee Assistance Program is available to all employees.

Employer-Sponsored Qualified Plan 401K:

Section 401(K) of the Internal Revenue Code allows an employee to contribute a percentage of his/her pay to an Employer-sponsored qualified plan on a pre-tax basis.  Open Door offers employees an opportunity to participate through payroll deduction for employees working over one year, at least 1000 hours, and be 21 years of age or older.  For additional information, employees should review the plan document and contact the Benefits Manager or Accounting Department.

Social Security:

As mandated by Federal law, all employees participate in the Social Security System through payroll deduction.  The agency provides payment in an amount equal to the employee’s contribution.

Unemployment Compensation:

Under Ohio Federal Law, all employees are protected by unemployment insurance at no cost to the employee.  Unemployment compensation benefits are paid from a payroll tax by the agency.  Application for benefits must be filed with the Ohio Bureau of Employment Services.

Workers Compensation Insurance:

Workers Compensation is designed to cover an injury or illness sustained in the course of employment that requires medical, surgical, or hospital treatment.  If approved, coverage may pay for both medical costs and lost wages after a short waiting period. Workers Compensation is a federally mandated benefit and paid for in full by the agency.  Employees voluntarily participating in a recreational or fitness activity on company premises may be required to sign a waiver of Workers Compensation benefits pursuant to Section 4123.01(C)(3) of the Ohio Revised Code.

Tuition Assistance:

Open Door, through a working relationship with the Columbus State Community College (CSCC), earns credit hours for every student intern that completes coursework related to a field placement at Open Door.  These bank credit hours may be used by eligible employees for educational assistance.  Credit hours will be distributed on a first come first serve basis to eligible employees.  A maximum of five credit hours will be distributed per employee per quarter (based on availability).  Use of additional credit hours during subsequent quarters or terms may be distributed if employees meet a passing grade criterion and no other eligible employee has made an application for use of the credit hours. 

In order to be eligible for educational assistance, employees must meet the following requirements at the time of application for the credits:

1. Be actively employed in a full-time or part-time position

2. Have successfully completed 24 consecutive months of employment from date of hire

3. Have no more than the one corrective actions on file

4. Earn a minimum grade point average 2.5 per quarter for undergraduate course work

5. Take classes outside of regularly scheduled work hours on the employee’s personal time. Employees will not be paid by Open Door while attending classes at CSCC

The employee must complete the Educational Assistance Application Form online through the Open Door employee hub.  Transcripts or other official documentation showing proof of completion of the coursework and accumulated grade point average will be required for use of additional credit hours during subsequent quarters or terms and for record keeping of the available credit hours, use, and results.  Approval for use of the credit hours may only be provided for course work completed at CSCC.  Employees who utilize the credit hours but drop the course will not be eligible for future credit hours unless unusual circumstances are verified.  The Residential Director is responsible for verifying the employee’s eligibility and will review for approval or denial.  If approved, the Residential Director will electronically authorize the use of the credit hours and will notify the employee of completion.  Credit hours must be transmitted two weeks prior to the CSCC fee payment deadline.

Last Revised: 8/24/21

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