Methodist Children’s Home, Waco, Texas
(as of July 2012)
Group life insurance coverage is provided and paid for by Methodist Children's Home for all active full-time employees the first of the month following 60 days of continuous service. The coverage is through Unum. Coverage is based on two times the annual earnings rounded to the next higher $1,000, subject to a maximum of $250,000.
Accidental Death and Dismemberment Insurance
Accidental death and dismemberment coverage is provided and paid for by Methodist Children’s Home for all active full-time employees the first of the month following 60 days of continuous service. This coverage is through Unum and pays twice the annual earnings rounded to the next higher $1,000 in the event of accidental death. A cash benefit will be paid for certain losses not resulting in death.
Long Term Disability
Long term disability coverage is provided and paid for by Methodist Children’s Home for all active full-time employees the first of the month following 60 days of continuous service. This coverage is through Unum. The plan pays the employee when the employee has an accident or injury which prevents the employee from performing the duties of his/her job. The plan pays the employee as long as the employee is disabled, until age 65 if disabled at an age less than 60 or on a decreasing duration if disabled after age 60. The payment is 60 percent of the employee’s basic monthly earnings to a max of $6,000.
Medical Coverage/Dental/Eye Care
Medical and dental coverage are provided by Methodist Children’s Home for all active full-time employees the first of the month following 60 days of continuous service. Employees are provided Medical and Pharmacy care through United Health Care (UHC). All employees are covered through Methodist Children’s Home's Self-Insured Dental Plan. A detailed summary of benefits is provided for the employee in the Human Resources Department. The premium is paid by the Home with the exception of a small employee contribution, which is pre-taxed and calculated at 1 percent of bi-weekly income to a maximum amount of $40 biweekly. Dependent coverage is also available (pretax premium) with discounts at 5 years' tenure.
Flex Spending Account (FSA)
Flex Spending Accounts are offered by Methodist Children’s Home to all active full time employees on the first of the month after 60 days of continuous service. Employees may elect to enroll in the Health and/or the Dependent Care FSA. Both plans allow the employee to use pre-tax dollars for qualifying expenses. The payroll deduction has a maximum of $2,500 for Health and $5,000 for Dependent Care which can be set aside to use during the plan year. The third party administrator for the Flex Spending Accounts is PB&H Benefits.
Employee 401(k) Plan
After completion of one year of service with Methodist Children’s Home, an employee may join the retirement plan provided by the Home. Detailed information concerning the retirement plan is available in the Human Resources Department.
After completion of six months service, Methodist Children’s Home will pay for membership in one professional organization related to the employee’s job. The Vice President for Finance or Vice President of Human Resources must approve exceptions.
Educational Assistance Program for Employees (EAPE)
An educational assistance program is available to assist an employee with educational academic expenses. Methodist Children’s Home recognizes the need to keep and develop quality staff, and to prepare qualified staff to assume additional job and leadership responsibilities. The program is available to all full-time employees with a minimum of one year service, acceptable performance review and recommendation by his/her direct supervisor. Detailed information regarding the program is provided for the employee in Human Resources.
When approved by the Board of Directors, Methodist Children’s Home pays a Christmas Bonus based on the employee’s salary and years of service.
Methodist Children’s Home contributes 100 percent of the premium toward the employee’s workers’ compensation insurance. Should the employee become injured while on duty, workers’ compensation insurance covers the employee during the time off due to the injury after seven days. Salary, during disability, is determined by the Workers’ Compensation Act approved into law by the State of Texas.
Methodist Children’s Home grants funeral leave to all regular employees which is intended to allow the employee to attend the funeral without loss of wages. The number of days off is determined by the degree of relationship to the employee and the location of the funeral. Normal funeral leave consists of one day to three days for an immediate family member.
Additional days off without pay or PTO may be used but must be approved by the Department Vice President, Campus Administrator, Vice President of Human Resources or Methodist Children’s Home President.
Methodist Children’s Home grants leave for jury duty to all regular employees which is intended to allow the employee to fulfill the jury duty commitment without loss of wages.
When possible, departments establish breaks for the employees. This allows employees no more than two 15-minute breaks during the day. Comfort breaks are taken as needed.
Credit Union Membership
Methodist Children’s Home is a member of Educator’s Credit Union and all employees are eligible to participate in the Educator’s Credit Union programs.
Youth Care Worker/Counselor Training
Youth Care Workers/Counselors participate in the first year basic child care training courses taught by McLennan Community College. The cost is paid by Methodist Children’s Home. Additional college courses which lead to an Associates Degree in Child Care are available through McLennan Community College. Youth Care Workers are encouraged to attend.
In-service training programs are held during the year, including Willson-Johnson Lectures. Staff is expected to participate in these opportunities. On-the-job training is provided by supervisory staff when needed.
Other job-related training courses will be reimbursed with approval of the Vice President for Programs after successful completion of preapproved courses.
All regular, full-time and regularly scheduled part time employees will receive 10 holidays each year with the exception of Youth Care Workers (live-in staff) where the holidays have been incorporated within their work schedules. Part-time employees will receive 4 hours of pay for each scheduled holiday provided the employee is regularly scheduled to work at least 20/hrs. per week.
New Year's Day
Martin Luther King Day
Friday after Thanksgiving
Holidays will be observed on the day the holiday falls. Holidays falling on Saturday will be observed on the Friday before and holidays falling on Sunday will be observed on the Monday following. Employees who are unable to take the day off due to their job responsibilities will be given another day off within a 60-day period usually scheduled 30 days prior or 30 days after the observed holiday. Employees unable to schedule a holiday off will be paid the holiday in addition to hours worked. However, the decision to pay the holiday (versus actual time taken off the job) must be approved by the Administrator (due to an additional hours placed on the time sheet). Holiday pay is paid at the employee’s regular rate of pay and is never considered for time and one-half pay.
Paid Time Off
PTO is available for use by the employee to cover vacation, illness and other personal time away from the job after 6 months of continuous employment. Regular full-time and part-time employees are eligible to earn PTO based on their years of service to MCH. Employees begin accruing PTO from date of hire and accruals are credited each pay period. Employees must receive approval from their immediate supervisor prior to taking PTO unless otherwise stated by state or federal laws.
All regular, full-time employees earn PTO according to the schedule below which shows the number of hours earned per pay period and per year. Regular, part-time employees who work at least 20 hours a week earn PTO at one-half the rate of regular full-time employees. Seasonal or temporary employees are not eligible to earn PTO.
At the end of each calendar year eligible employees may carry over 80 hours of accrued, unused PTO. Any accrued, unused PTO balance over 80 hours, remaining at the end of a calendar year will be credited to the employee’s Major Medical Leave Account.
Major Medical Leave
PTO accrued may be used to cover the first five days of an accident or illness. Hours from the Major Medical Leave may be used to cover leave due to major illnesses or accidents beginning on the 6 th day of absence. Employees may accumulate up to a maximum of 528 hours in their Major Medical Leave Account. Employees leaving (resigning) employment in good standing will be eligible to receive part of their unused Major Medical Leave. Qualifying employees are:
- Employees who have worked three years but less than five years for MCH facility will be paid 1/3 of unused accrued Major Medical Leave
- Employees who have worked five years and above for MCH facility will be paid ½ of unused accrued Major Medical Leave
Payment of Accumulated Leave at Termination
Upon termination of employment, unused PTO will be paid to the separating employee based on their current rate of pay. Employees who do not submit a written notice of two or more weeks prior to termination, who do not work their scheduled time during the two-week notice period or who are terminated for misconduct or failure to comply with agency policies are not eligible to receive pay for accrued, unused PTO.