INSURANCE:
HEALTH
Health insurance is provided at no cost to employees working 30+ hours per week and after completion of the training period. The eligible employees wishing for family coverage may do so at their expense through payroll deduction with pre-tax dollars. Pre-tax dollars are defined as money deducted from the paycheck prior to federal income tax. During a leave of absence, an employee may make arrangement to have their health insurance coverage extended through the Business Office. In such cases the entire cost of the policy will be borne by the employee.
DENTAL
Dental insurance is available to all employees meeting the same eligibility requirements as for health insurance. Premiums are at the expense of the employee at pre-tax dollars. Family coverage is also available.
LIFE
Life insurance is provided at no cost to employees meeting the eligibility requirements of working 30 hours per week and completion of 520 hours of service.
SUPPLEMENTAL
Supplemental insurance is available to employees at their cost with pre-tax dollars. Contact the personnel director for more information.
EMPLOYEE PAYMENT OF HOSPITAL CHARGES:
To allow employees to pay hospital charges without causing undue hardship, you may set up a payroll deduction with a minimum $10.00 deduction per pay period to be applied toward you or your immediate family's hospital bill.
EMPLOYEE DISCOUNT
After the training period, all employees and their dependant family members are eligible for a 10% discount of the charges not covered by insurance. The discount applies only to hospital services provided to the employee or dependant when he/she is treated at Chadron Community Hospital and Health Services. The discount does not apply to physician services.
HEALTH CARE COVERAGE OPT OUT
Employees who meet the health insurance guidelines and maintain health coverage on their own have the ability to withdraw from our plan and receive a cash incentive for doing so.
OPT OUT GUIDELINES
- Employee must meet the minimum hour guidelines and be employed past the training period ninety days (90).
- Employee must provide written verification of personal coverage through another health insurance carrier.
- Verification of coverage will be conducted through the Personnel Department.
After verification of coverage is substantiated, the employee will be granted a monthly salary increase of $40.00. It shall be the responsibility of the employee to inform the Personnel Department of any changes in their health insurance coverage and to request admission, if necessary, into the Chadron Community Hospital and Health Services self-funded program. Admission into the hospital program will negate the monthly salary adjustment.
CAFETERIA PLAN & FLEX SPENDING
Upon the completion of the training period and after having worked 520 hours, employees are eligible to participate in the Cafeteria Plan.
MEDICAL REIMBURSEMENT
May elect to have up to $1,200 of compensation deducted from their pay.
CHILD CARE EXPENSE
May elect to have up to $5,000 of compensation deducted from their pay.
BENEFIT PAYMENTS
During the plan year, eligible employees may submit requests for reimbursement of expenses they have incurred. Claims submitted by the first of the month will be paid by the tenth of the month.
INSURANCE PREMIUMS
Will be deducted bi-weekly. Eligibility: Any eligible employee who was employed on the Effective Date of this plan shall be eligible to participate as of such date. Other eligible employees shall be eligible to participate upon completion of 520 hours of service and training period.
CREDIT UNION
The services of the Chadron Federal Credit Union Membership are available to all employees of Chadron Community Hospital and Health Services.
LEAVES
FAMILY MEDICAL LEAVE
Up to 12 weeks of unpaid job protected leave in any 12 month period may be taken for the following reasons:
- To care for a child upon birth, upon placement for adoption or foster care.
- To care for a parent, spouse, or child with a serious health condition.
- When an employee is unable to work because of a serious health condition.
Eligible employees are employees who:
- Have worked at the hospital for at least 12 months.
- Have worked at least 1250 hours in the previous 12 months.
- Work or report to a work site which has 50 or more employees.
Employees who want to take FMLA:
- Must provide the hospital at least 30 days notice of the need or as much notice as is practicable.
- Must provide medical certification of the seriousness of the health condition. A second or third opinion may be required (at Hospital expense).
- Periodic re-certification of the serious health condition.
- Must use any accrued paid vacation, personal and sick leave for ones own serious health condition.
- Must use any accrued paid vacation or personal leave days (but not sick days) during leave to care for a newborn or newly placed child.
- Forms for the FMLA can be obtained from the Personnel Director and must be completed prior to the leave being granted.
Employees taking leave under the FMLA are entitled to receive health benefits during the leave at the same level and terms of coverage as if they had been working throughout the leave. In addition, the Hospital must reinstate and employee returning from FMLA to the same or equivalent position with equivalent pay, benefits, and other employment terms.
BEREAVEMENT
In case of death of any employee's immediate family*, you may request up to three (3) days bereavement leave of absence without loss of pay. Request the bereavement leave from your department head, fill out a Change of Status form and return it to the personnel director. Be prepared, if necessary; to verify the facts involved. This benefit applies only to an employee who has completed the training period of employment. Benefits will be prorated according to the prorate hour scale. *Immediate family defined as: mother, father, guardian, wife, husband, sister, brother, children, mother-in-law, father-in-law, grandparents, grandchildren, or brother/sister-in-law of the employee.
SHORT TERM ABSENCE
A short-term absence is any absence continuing two weeks or less. Absences longer than two weeks must be converted to a leave of absence if employment rights are to be maintained. In order for short-term absences to be considered authorized and, therefore; eligible for compensation, employees must obtain approval for the absence from their Department Director. Employees should give their supervisor as much advance notice of an absence as possible. Unauthorized absences and absences in excess of that allowed under this policy, except for an approved leave of absence, will be considered abuses of the policy and are ground for disciplinary action.
All employees are eligible to be compensated for regular base wages lost during periods of authorized absence to the extent that they have accumulated days of paid days off (PTO). However, no compensation will be paid for absences covered by workers' compensation.
Examples of short term absences:
- Marriage of the employee or a member of his/her immediate family.
- Personal business which cannot be conducted outside of normal working
hours.
- Voting in local, state, or national elections.
- Religious observance required by the employee's religion.
- Approved voluntary participation in community projects.
- Jury Duty.
LONG TERM ABSENCE
Employees are eligible for leaves of absence if they have completed at least one year of service or a lesser amount if specified by law. The granting and duration of each leave of absence and the compensation received by the employee, if any, during the leave of absence will be determined by Chadron Community Hospital and Health Services in conjunction with applicable federal and state law. The following types of leaves will be considered:
 | SICK LEAVE OF ABSENCE. Employees who are unable to work because of a serious health condition or disability and who need to take leave beyond the coverage afforded in Chadron Community Hospital and Health Services' policy on short-term absences, may be granted a sick leave of absence This type of leave covers disabilities caused by pregnancy, childbirth, or other related medical conditions. The facility requires certification of an employee's need for sick leave, both before the leave begins and on a periodic basis thereafter, by the employees health care provider. |
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| PARENTAL LEAVE OF ABSENCE. Female employees, when not disabled by pregnancy or childbirth, and male employees may be granted a parental leave of absence to care for a child upon birth or upon placement for adoption or foster care. |
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| FAMILY CARE LEAVE OF ABSENCE. Employees may be granted a family care leave of absence for the purpose of caring for a child, spouse, or parent who has a serious health condition. The Hospital requires certification of the family member's serious health condition, both before the leave begins and on a periodic basis, by the family member's health care provider. |
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| PERSONAL LEAVE OF ABSENCE. Employees may be granted a leave of absence to attend to personal matters in cases in which Chadron Community Hospital and Health Services determines that an extended period of time away from the job will be in the best interests of the employee and Chadron Community Hospital and Health Services. |
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MILITARY LEAVE OF ABSENCE. A military leave of absence will
be granted if an employee enlists, is inducted, or is recalled to active duty in
the Armed Forces of the United States for a period of up to four years; plus any
involuntary extension for not more than one year. Employees who perform and
return from military service in the Armed Forces, the military Reserves, or the
National Guard will retain such rights with respect to reinstatement, seniority,
vacation, layoffs, compensation, and length of service pay increases as required
by applicable federal or state law. Employees with one year or more of service will be protected against loss of income as a result of participation in annual encampment or training duty in the U.S. military Reserves or the National Guard. In these circumstances, the Hospital will pay the difference between what the employee would have earned as normal straight-time earnings on the job. This difference will be paid for up to two weeks in a calendar year. |
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| EDUCATIONAL LEAVE OF ABSENCE. Employees who want to continue their education in preparation for added responsibilities with Chadron Community Hospital and Health Services may be granted an educational leave of absence. |
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PUBLIC SERVICE LEAVE OF ABSENCE. Employees who want to
accept temporary employment in federal, state, or local government or with an
organization devoted to community service may be granted a public service leave
of absence.
When possible, requests for a leave of absence or any extension of a leave
should be submitted in writing to the employee's deportment director thirty days
prior to commencement of the leave period, or as soon as is practical. The
department director will forward the request to the Personnel Director
recommending approval or denial. The final decision concerning the request will
be made by the Administrator. All employees on approved leave are expected to
report any change of status in their need for a leave or their intention to
return to work to the Personnel Director. |
JURY DUTY / WITNESS FEE
Employees summoned for jury duty or as subpoenaed
witness on behalf of Chadron Community Hospital and Health services must give
reasonable notice of same. Chadron Community Hospital and Health Services will
pay employees the difference between their hourly base pay and the hourly pay
received for witness fee or jury duty service up to a maximum of eight (8) hours
per day, depending upon the number of hours normally worked.
The employee may sign over his or her jury service check to the employer.
The employer may deduct the juror fee from the employee's wages. (Please keep
in mind that the county may not be able to send the employee their juror check
for several weeks after their service.)
An employee testifying for purposes unrelated to Chadron Community Hospital
and Health Services will not be paid for time absent, but may retain the witness
fee.
The information should be submitted to your department head on a change of
Status Form and then to the personnel director for payment.
Short-term absences resulting form jury duty or testifying as a subpoenaed
witness. Nonexempt employees will be paid their regular base rate for authorized
absences to serve as a juror or subpoenaed witness up to a limit of two
workweeks per calendar year. Exempt employees are subject to the same two-week
limitation.
PAID TIME OFF (PTO)
Purpose: The purpose of Paid Time Off (PTO) and Extended Illness Bank (EIB), is to provide a framework for employees to utilize these benefits and at the same time to provide the facility with the necessary control to maintain its function at an effective level. Paid Time Off (PTO), and Extended Illness Bank (EIB) is time for which an employee may become eligible to be absent from work with pay. It should be so noted that these potential benefits have a time-at-work clause, that the employee must have completed their training period, 90 days on the job, prior to benefits being granted. Exception to this clause, Paid Holidays, if the employee has sufficient PTO hours accumulated, they may be authorized for use on Facility Recognized Holidays only.
RESPONSIBILITY:
It shall be the responsibility of the Chief Executive Officer, Personnel Director and all Departmental Directors to ensure that this policy is being administered within the intent and established guidelines.
SCOPE:
The scope of the policy is Facility wide, and will effect all employees. This policy will not be enforced for contract, temporary, or summer employees. Only regular full-time and/or part-time employees are eligible to accrue PTO/EIB benefits.
POLICY:
Paid All requests for Paid Time Off are subject to Departmental Director approval. Every effort will be made to permit employees to take Paid Time Off on dates they desire, after employment guidelines are met, i.e., completion of their training period, but the needs of the facility must be considered first. Granting of Paid Time Off may have to be limited to maintain adequate staff. Conflicts in scheduling will be resolved at the discretion of the department director. The amount of Paid Time Off approved will be based upon an employee's regular schedule. Employees with at least one year service will be required to take sufficient Paid Time Off, as may be necessary, to have seven (7) consecutive calendar days off annually.- Paid Time Off, Extended Illness Bank (except for illness or emergency), must be requested seven or more days in advance according to the departmental procedures. Excessive requests for Paid Time Off without advance approval will normally not be granted. Excessive unscheduled Paid Time Off requests are defined as more than six (6) in a twelve (12) month period.
- PTO Sell back: employees who prefer to sell back their PTO accumulated without taking time off work may do so once a year at the discretion of the employee. Employees who sell back their PTO hour will not be eligible for sell back again for 1 year and 1 day of the sell back date. Full time employees must retain in their PTO bank a minimum of 80 hours. Part time employees must retain a minimum of 40 hours. The hourly salary and the PTO balance in the employee's account will be those in effect the last pay period prior to the sell back. Hours sold back will be at the value of 100% of the current hourly wage.
- Paid Time Off in excess of five (5) consecutive working days, except for an emergency; must be requested thirty (30) or more working days in advance. An employee must work their last scheduled days before Paid Time Off hours are taken and the first scheduled day afterward to receive pay, unless an illness or an emergency arises.
- Illness. For absence due to illness or disability, except for hospitalization, the PTO account will be used for the first 24 consecutive hours of scheduled work. Staring with the 25th consecutively scheduled work hour, Extended Illness Bank (EIB) hours will be used to continue the employee's regular pay provided the illness is verified by a physician's statement. In the case of medically necessary hospitalization, EIB benefits may be used starting with the day of hospitalization, irrespective of any prior use of PTO benefits. Medically necessary procedures are those that would be approved for payment under the terms of the Chadron Community Hospital Plan. Hospitalization means any inpatient admission, or an outpatient admission for a surgical procedure. Emergency room visits and other outpatient procedures are not considered hospitalizations. To be placed on PTO or EIB status due to illness, the employee will call or otherwise notify the Department Director prior to the employee's designated starting time in accordance with departmental policies.
- A total of no more than 360 hours (45 working days, nine (9) weeks) will be accumulated in the employee's PTO/EIB accounts at any point in time.
- Paid Time Off taken will be considered as hours worked for the purpose of determining the amount of Paid Time Off for which an employee is eligible. Paid Time Off taken will not be considered hours worked for calculating overtime, providing the employee takes the time off. Paid Time Off will not accrue while working overtime.
- PTO hours will only be granted in four (2) hour increments. No Exceptions.
- Voluntary Staff Reduction (VSR) hours will be considered in determining the number of paid time off for which an employee is eligible.
- Non-compensable leaves will not be granted until Paid Time Off is exhausted, unless approved by the Department Director or the Personnel Director.
- Pay will not be substituted for PTO hours not used, except as terminal pay, sell-back, or in the event of reclassification from a status eligible for PTO accrual to in ineligible status.
- Transfer from one accrual schedule to another will occur at the start of the next pay period following the effective date of change.
- Jury Duty Pay and Bereavement Pay are separate policies and shall not be considered as Paid Time Off.
- Employees who terminate will be paid accumulated Paid Time Off. Employees discharged for either misconduct or failure to abide by the rules of Chadron Community Hospital and Health Services will not be paid for accumulated Paid Time Off hours.
- The facility recognizes six (6) holidays: New Year's Day Labor Day Thanksgiving Memorial Day Independence Day Christmas An employee who is scheduled to work on a recognized holiday and fails to report to work will be charged PTO without pay for the number of hours scheduled. In case of emergency or if an employee is legitimately ill, they may be paid subject to Departmental approval. All employees should follow their department's holiday request procedures. Employees who have the day off in recognition of the holiday will automatically be paid for the holiday, provided it was a normally scheduled work day, all eligibility requirements have been met and the employee has the necessary accumulation of credit.
- New employees during their three-month training period may be eligible to be paid for recognized holidays given adequate PTO accumulation. Employees will not receive Paid Time Off, other than for recognized holidays, prior to the successful completion of their probationary period.
- The maximum paid time off that can be taken at one time may not exceed the total accumulated Paid Time Off for the employee.
- PTO (Paid Sick Time) Employees may use accumulated PTO hours to cover income lost during periods of illness that are not compensated under the EIB Benefits. Employees who have completed their training period (90 days of employment) are able to use any accumulated PTO hours to cover periods of brief illness.
- EXTENDED ILLNESS BANK: EIB benefits are accrued at the rate of .046 of
actual hours paid (up to a maximum of 80 hours per pay period) each pay period
to full-time employees up to a maximum of 360 hours (approximately 45 scheduled
work days). Part-time employees will accrue EIB benefits on an actual hour
worked basis up to a maximum of 360 hours (approximately 45 scheduled work
days). EIB benefits are not available during the probationary period of
employment. EIB benefits may not be used to supplement Worker compensation
benefits in an amount which exceeds the employee's regular earnings.
Employee Illness or Injury, any time EIB hours are used, a Physician's statement indicating that the employee may return to work is required before the employee will be allowed to resume scheduled duties. This "Return to Work" form from the Physician must be given to either your Department Director or the Personnel Director. Employees who resume work duties without this release will be sent home until such release is obtained. This release is the employee's responsibility and not the facility.
Chadron Community Hospital and Health Services reserves the right to request periodic physician certification while the employee is using EIB hours. When the employee's physician indicates the employee is able to return to work, payment of EIB hours will discontinue. When a gradual resumption of duties is recommended by the physician, and the work performed by the employee can be arranged to accommodate part-time hours, employees will be encouraged to reduce their draw upon EIB benefits by working part of their shift. During this period of phasing in to full employment, payment for hours worked and payment from the EIB benefit account can occur simultaneously up to an amount equal to their normal schedule.
At the discretion of the Departmental Director, an employee may be required to present a physician's statement for any unscheduled absence due to illness. In such cases, the employee will be advised in advance that a physician's statement will be required to support any future claimed sick leave. Failure to comply with this requirement would result in the employee's absence being carried as a non-excused absence.
Full-time employees who move from full-time to part-time status will not lose EIB benefits. Those Extended Illness Bank hours are available while the employee is on a part-time status, and will accrue on an hour worked basis.
Except for medically necessary hospitalization, EIB may be used only after 24 consecutively scheduled work hours have been taken, and will commence on the 25 consecutively scheduled work hour. If the EIB account has been exhausted, the employee will take PTO hours unless those hours have been exhausted also. If all PTO/EIB hours have been exhausted, the employee will take absent hours, without pay. EIB hours will be paid only for scheduled work hours. Hours remaining in the EIB will not be paid at termination.PAID TIME OFF
Full-time Employees
Eligibility Length of Service
- Date of Hire - 4 years
21 days per year. Prorated at .0808 of hours worked. Not to exceed 80 hours per hours per pay period. Part-time Employees Prorated at .0808 of hours worked. Not to exceed 80 hours per pay period. - 5 years - 14 years
26 days per year. Prorated at .1000 of hours worked. Not to exceed 80 hours per pay period. Part time employees Prorated at .1000 of hours worked. Not to exceed 80 hours per pay period. - 15+ years
31 days per year. Prorated at .1193 of hours worked. Not to exceed 80 hours per pay period. Part time employees Prorated at .1193 of hours worked. Not to exceed 80 hours per pay period.HOLIDAYS
Department heads have the responsibility to maintain staff adequate to provide the services expected of their respective areas.
Chadron Community Hospital and Health Services recognizes six holidays. They are as follows:
New Year's Day - 3:00 p.m. Dec. 31 to 11:00 p.m. Jan
Christmas Day - 3:00 p.m. Dec. 24 to 11:00 p.m. Dec. 25
Memorial Day - Last Monday in May - 11:00 p.m. Sunday to 11:00 p.m. Monday
Independence Day- 11:00 p.m. July 3 to 11:00 p.m. July 4
Labor Day- First Monday in September- 11:00 p.m. Sunday to 11:00 p.m. Monday
Thanksgiving Day- Fourth Thursday in Nov.- 11:00 p.m. Wednesday to 11:00 p.m. Thursday
*3:00 p.m. to 11:00 p.m. applies to those who are affected by the shift.We wish that everyone could observe each of the holidays, however, due to the nature of the hospital staffing needs it is obvious all cannot be off at the same time.
Department heads have the responsibility to maintain a staff adequate to provide the services expected in their respective areas. They therefore have the authority to limit the granting of requests for days off as necessary to fulfill their responsibility. Departments that are scheduled to be open on a holiday, whether with staff in house or on call shall rotate holidays between employees.
Should a holiday observed by the hospital fall on Saturday or Sunday the following procedure shall be followed by any department that is not usually open on a holiday or weekend. If the observed holiday falls on Saturday, it will be observed on the Friday preceding the day. If the observed holiday falls on Sunday, it will be observed on the Monday following the day.
Any employee required to work and observed holiday will receive pay at 1 ½ times their regular rate of pay for hours worked.ADVANCES IN PAY
The hospital will not issue paychecks to employees in advance of the regularly scheduled paydays.
OVERTIME PAY
Occasionally you may be asked to stay after your regular working hours.
The following overtime schedule is: Forty (40) hour week: those eligible for overtime will be paid time and one-half for all hours worked over forty (40) hours per week.
All overtime must be authorized and initialed on the time card by your supervisor.
You are exempt from the wage/hour law when you qualify by reason of your salary status and nature of duties as an executive (managerial and supervisory), administrative, (technical), or professional staff member.
You will be informed whether or not your are subject to the wage/hour law and will be kept informed of any change in your status.CALL PAY
A non-exempt (hourly) employee is on scheduled, unrestricted call if not required to remain at the hospital, but is required to keep the hospital informed as to where the employee can be reached, or be available through radio paging, and when called, return within a reasonable time (fifteen (15) to thirty (30) minutes), for a job to be performed.
The time spent working at the hospital during "call time" is considered as time worked and must be recorded on the time card. The rate of pay for "call time" actually worked will be the regular base pay. Hours spent on call and call back must be recorded on the call sheet or time card and submitted for payment bi-weekly.
Call pay: $1.00 per hour for the time spent in this status.
Call Back Pay: $15.00 per call back (regardless of cases or treatments done).
Hourly Rate: Hourly base pay for actual hours worked, time and one-half if over (40) hours in one week.
Exempt positions are expected to be available for call and are eligible for on call and call back.
An employee on call who is found to be unavailable, manipulating, or in violation of the above policy will forfeit on call pay and is subject to further disciplinary action, up to and including dismissal.PAYDAY
Employees of Chadron Community Hospital and Health Services will be paid every two (2) weeks. The pay will cover time worked in a two (2) week pay period.
All paychecks will be received by Direct Deposited. Payroll vouchers will be mailed to employees.
WORKER'S COMPENSATION
Employees who are injured on-the-job must notify their Department Director of the injury or accident within 24 hours and submit an approved, completed, "Employee Incident Report", to the Personnel Department.
All alleged incidents will be reported to, and reviewed by the Department Director, Personnel Director and by the Worker's Compensation Insurance Carrier as needed.
It shall be the responsibility of the Personnel Director to notify the Worker's Compensation Insurance Carrier on all injuries.
Time lost from work, which is covered by Worker's Compensation, will not be deducted from PTO/EIB time, nor will EIB payments be made to the employee during the time they are receiving Worker's Compensation payments.
Worker's compensation payments are not made until the employee has been absent from the work place for a total of seven (7) days.
To aid the injured employee during this seven (7) day period they must elect to use accumulated PTO hours for the first 24 hours and EIB hours for the next 16 hours. This will maintain their income prior to the start of Worker's Compensation Insurance payments.UNEMPLOYMENT COMPENSATION
The hospital is covered by the Unemployment Compensation laws of the State of Nebraska and does provide insurance for this purpose.
EMPLOYEE EDUCATION
Employees wishing to attend continuing education programs offered outside Chadron Community Hospital and Health Services are encouraged to do so.
IN-SERVICE EDUCATION PROGRAM
POLICY:
It is the policy of this organization to provide ongoing educational programs that will educate or enhance our employees in the day-to-day performance of their job duties. These educational opportunities include required certifications and other classes pertinent to the employee/position and needs, to maintain their licensor and/or certifications as required by the State of Nebraska, Medicare, Medicaid or Hospital Policy.
It is the responsibility of our licensed/certified employees to see that they receive adequate continuing education hours to maintain their license or certification.
INSERVICE RESPONSIBILITIES:
· Each department director is responsible for providing current and factual information to his/her employees regarding educational needs of their job duties. New methods, procedures or policies governing such duties shall be conveyed to the employees in a manner that is understandable and reasonable to all involved. Proper documentation is required of all such programs. Departmental mandatory in-services will be maintained and communicated to all employees by their Department Director and/or the Personnel Director.
· The Director of Personnel will provide up-to-date and factual information to all employees regarding policies, procedures and benefits. In most cases, policies and procedures will be conveyed to department directors who will convey such information to their employees. Information regarding benefits will be distributed to the employees as deemed proper and reasonable by the Personnel Director. Information about the benefit plans is available on the Hospital's www.chadronhospital.com.
· In-service information shall be posted and placed in Directors Mailbox for distribution, to inform employees of upcoming in-services at the facility.
PROCEDURE – IN-SERVICE – MEETING ATTENDANCE:
Mandatory In-Service Meetings:
· The following are mandatory for all staff on a yearly schedule:
o Infection Control
o Body Mechanics
o Fire and Safety
o Confidentiality
o Bloodborne pathogens, TB
o Sexual Harassment
o HIPAA
· The following are mandatory for all persons in direct patient care:
o CPR- all nursing and non-nursing personnel who work in the following departments Lab, X-Ray, RT, PT, Home Health, Prairie Pines Lodge, and Legend Buttes.
· Those in-service- meetings which have been determined necessary for employees within a particular department or group of common interest are considered to be mandatory. Mandatory attendance is at the discretion of the department director with approval of the Chief Executive Officer.
· Mandatory in-service – meetings are generally those which will provide vital and necessary information to the employees involved, and attendance will be requested with prior notice to all those required to attend. Employees will receive their regular rate of pay for attendance at mandatory in-service. Mandatory in-services will be communicated by each Department as warranted.
o Employees who are unable to attend mandatory meetings/in-services are required to contact their director to re-schedule the meeting/in-service within a reasonable amount of time (determined by your director or supervisor).
Educational/Required for Job Description In-Service Meetings:
· Educational/Required for Job Description In-Service – meetings outside of the Chadron Area the following compensation above salary will be paid.
o Mileage, by direct route to and from Chadron. Mileage will be paid at the rate established by the Internal Revenue Service (IRS).
o All employees attending mandatory/educational in-services/meetings will receive their normal rate of pay for in-service hours, plus travel time to and from in-services out of the Chadron area.
§ Examples
· Workshop is 4 hours, Travel Time is 4 hours, and paid hours will be 8 hours.
· If in-service hours cause an employee to be short paid hours, then paid hours for the workshop will be equivalent to days pay.
o Workshop is 4 hours, Travel Time is 4 hours, you normally work a 12 hour shift you will be at regular rate compensated for 12 hours.
o Workshops will not be substituted for scheduled work hours unless prior approval is received
· Overtime will not be accrued on time spent for educational in-services, to include travel time.
o Meals at actual cost, not to exceed the listed amounts;
Breakfast, (must leave Chadron before 7:00am)
$6.00
Lunch
$7.00
Dinner, (must return home after 7:00pm)
$12.00
o Per-diem food allowances will be granted. However, actual receipts must be submitted for food reimbursement, any adjustments will be made. Reimbursement above the listed amounts will be made based upon the location of the educational meeting.
o Motel rates will be paid at actual costs. Please make arrangements with the Chief Financial Officer to see if direct billing for your room is available. All rooms will be paid at occupancy rates for employees only. Receipts showing days of stay and total cost must be submitted for reimbursement.
o The fee for the Educational program, or required meeting.
APPROVAL OF ALL EDUCATIONAL and/or MEETING EXPENSES
· Prior approval of all educational programs, must receive approval from the Department Director and the Chief Executive Officer. This approval must be on the Employee Payment Request form and be approved prior to attendance and the expenditure of funds. The educational program must be job/department related.
· For our Professional Employees whose position requires licensor or certification, the facility will only pay for the minimum number of educational hours required to maintain the license or certification. For our Registered Professional Nurses (RN) this will be paid to a maximum of ten (10) CEU’s or two in-services per licensing year (November 1 to October 31, this would include two programs beyond the required certification requirements.
· No Payments for education or meetings will be granted without the prior approvals as listed above.
Voluntary In-Service Meetings:
· Those meetings for which attendance is not deemed necessary and vital to a particular department or group of common interest are considered to be voluntary. These meetings are offered to you for personal benefit.
· Attendance at voluntary meetings is not considered as “Time Worked”, and no pay will be granted for such attendance.
· Notices of meetings will appear most usually on the employee bulletin board located by the time clock, or will be posted in the Nursing Services conference room. Notices will also be placed in all Directors mailboxes for distribution to their employees.
Record keeping for In-service programs:
· Record keeping for in-service programs is to be maintained by each department director. Proper record keeping will contain the following information:
o Each employee who attended the program will have a record sheet to record programs attended, date, and number of CEU’s awarded.
o Title of the program, name of the individual conducting the program, dates and times the program was conducted and location of the program.
o The objectives of the program, its relevance to the department and/or employees, voluntary status of the program.
· In-service records for individual employees will be considered valid on either a card made for that employee showing dates and subjects of programs attended, or on a written facility form or other sheet of paper containing such information placed in the employee’s Personnel File. Individual cards for employee in-service attendance shall be placed in the Personnel File upon termination of employment for permanent records.
General Information
· Chadron Community Hospital & Health Services has determined that the flat mileage payments will reimburse the employee for business mileage to their destination. The flat mileage rates are as follows, these are ONE WAY:
Nebraska Distance
South Dakota Distance
Wyoming Distance
Alliance
54
Fort Meade
137
Cheyenne
200
Crawford
25
Hot Springs
60
Gering
102
Rapid City
100
Gordon
50
Grand Island 360 Harrison
20
Kearny 330 Kimball
140
Lincoln 443 Norfolk 320 North Platte
225
Ogallala
175
Omaha 430 Scottsbluff
100
Sidney
140
Valentine
138
· All other destinations will be figured by the Chief Financial Officer utilizing the Microsoft Automap Road Atlas software. All trips outside of Chadron will be figured at the shortest route rate.
PENSION PLAN
All employees of Chadron Community Hospital and Health Services meeting set criteria are eligible for the pension plan. To be eligible the following criteria must be met:
1. Be the age of 21.
2. Completed one year service
3. Completed 1000 hours service.Pension Plan requires 3% mandatory employee contribution, matched by 3% employer contribution.
TAX DEFERRED/SHELTERED ANNUITIES
Chadron Community Hospital and Health Services provides the opportunity for all eligible employees to purchase tax sheltered annuities.
Employees are eligible to participate from the first day of employment. Information may be obtained from the Personnel Director regarding proper forms for enrolling