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Summary of Health and Welfare Benefit Plans

2020 (January 1 – December 31)

The attached is a summary of the health and welfare benefit plans offered to employees of West Michigan CMH.  This information is not an insurance contract.  Please review the plan documents provided by the carriers who provide the coverage for full details.  In all cases, if there are differences between the information provided in this summary document and the actual plan documents, the plan documents will prevail.  If you have any questions about the plans offered, please contact the Human Resources Department.

 

BENEFIT

PLANS/CARRIERS

DETAILS

COST TO EMPLOYEES

ELIBILITY

Health Insurance w/ Prescription Coverage

Priority Health HMO

 

 

 

 

Priority Health HMO High Deductible Health Plan (HDHP) with Health Savings Account (H.S.A.)

 

 

 

 

 

 

$1,000/$2,000 Deductible (In-Network coverage only), 80% After Deductible, $20 Dr Visit, $10/$40/$80 Rx

 

 

 

$2,000/$4,000 Deductible (In-Network coverage only), 90% After Deductible, $10/$40/$80 Rx after deductible

 

 

 

$3,000/$6,000 Deductible (In-Network coverage only), 90% After Deductible, $10/$40/$80 Rx after deductible

 

 

 

 

*H.S.A. Allows pre-tax money for health care expenses when enrolled in a HDHP

 

 

Hard Cap Limit- Regular Full-Time

100%- Regular Part-Time

 

 

 

Hard Cap Limit- Regular Full-Time

100%- Regular Part-Time

 

 

 

Hard Cap Limit (with contribution to employee’s HSA by WMCMH)- Regular Full-Time

100%- Regular Part-Time

 

 

 

 

 

Regular Full-Time

Regular Part-Time

& Their eligible dependent(s)

 

 

Union Represented employees: Begins the first day of the month after completing 30 days of employment.

Non-Union employees: Begins on the first day of employment.

Opt-Out of Health Insurance

 

 

Single - $2,000/Annually through bi-weekly taxable additions of $76.92

 

Double - $3,000/Annually through bi-weekly taxable additions of $115.38

 

Family - $4,000/Annually through bi-weekly taxable additions of $153.84

 

Regular Full-Time only

*Must provide proof of coverage

Vision Insurance

Blue Cross

$10 Exam Co-pay annually, $15 frames/lenses every 24 months

 

15%- Regular Full-Time

15%- Regular Part-Time

Regular Full-Time

Regular Part-Time

& Their eligible dependent(s)

 

 

Union Represented employees: Begins the first day of the month after completing 30 days of employment.

Non-Union employees: Begins on the first day of employment.

Dental Insurance

Blue Cross

100% Preventive Services, $25 Deductible, 80% Basic services, 50% major services, 50% Orthodontics. $1,200 max per individual and $1,500 lifetime orthodontics.

15%- Regular Full-Time

15% Regular Part-Time

Regular Full-Time

Regular Part-Time

& Their eligible dependent(s)

 

Union Represented employees: Begins the first day of the month after completing 30 days of employment.

Non-Union employees: Begins on the first day of employment.

Flexible Spending Accounts

(Health Care & Dependent Care)

Infinisource

Health Care Annual Max: $2,500

Dependent Care Annual Max: $5,000

100%

Regular Full-Time

Regular Part-Time

& Their eligible dependent(s)

Short-Term Disability

Self-Insured Plan administered by Meritain

Union Represented Employees: Provides for a benefit of 70% of normal earnings to a maximum of $600 / week for up to 26 weeks. Benefits are paid beginning on first day of disability if the disability is due to an accident and on eighth day if due to illness.

 

Non-Union Employees: Provides for a benefit of 70% of normal earnings for up to 26 weeks. Benefits are paid beginning on first day of disability if the disability is due to an accident and on eighth day if due to illness

$0

Regular Full-Time

 

Union Represented employees coverage begins the first day of the month after completing 90 days of employment.

Non-Union employees coverage begins on the first day of employment.

Long-Term Disability Insurance

 

 

 

 

 

 

Hartford Life

For Union Represented Employees: Provides for a monthly benefit of 60% of normal earnings to a maximum of $5,000 / month after a 180-day waiting period is completed. This benefit is payable to age 65.

 

For Non-Union Employees: Provides for a monthly benefit of 60% of normal earnings to a maximum of $9,000 / month after a 180-day waiting period is completed. This benefit is payable to age 65.

$0

Regular Full-Time

Regular Part-Time

 

Coverage begins following the completion of any eligible coverage under the Short Term Disability Plan

Group Term Life Insurance

Sun Life

Benefit is three times the annual salary of the employee (up to a maximum of $300,000 for staff positions / $400,000 for Executives, Directors, and Physicians) while actively working until age 65. Thereafter the benefit level declines as age of employee increases.

$0

Regular Full-Time

Regular Part-Time

 

Coverage begins first day of employment.

Voluntary Life Insurance

Hartford Life

Provides a guaranteed benefit amount for the newly hired employee, his/her spouse, and dependent children. May obtain additional coverage up to specified limits with carrier approval. Those who do not enroll upon hire may apply for coverage at a later date, but coverage will be based on medical underwriting and is not guaranteed.

100%

Regular Full-Time

Regular Part-Time

& Their eligible dependent(s)

Retirement Plan- 401(a) Defined Contribution Plan

ICMA-RC

The Employer contributes 14.5% total (9.5% for pension and 5% in lieu of Social Security) of the employee’s salary to this fund.

The employee will contribute a 6% in lieu of Social Security with an additional 2% contribution, the employer will contribute another 2% as a match. Vesting is one year for employer contributed monies.

6% + Optional 2%

Regular Full-Time

Regular Part-Time

 

Employee Assistance Program (EAP)

ComPsych Ability Assist through Hartford

Telephone, internet, and face-to-face counseling services to help manage work – life balance issues, etc.

$0

Regular Full-Time

Regular Part-Time

Regular Contingent

& Their eligible dependent(s)

Optional Benefits

-Deferred Comp

-Roth IRA

ICMA-RC

An alternative for additional retirement planning.

100%

Regular Full-Time

Regular Part-Time

Regular Contingent

Paid Time Off (PTO)

 

Full-time employees begin accruing paid time off at a rate of 26 days per year upon hire. This accrual rate continues until the fifth year of service at which time an additional day of PTO is added for each additional year of service until the 32 day PTO maximum per year is reached. This accrual rate is prorated for those who are part-time or contingent employees.

0%

Regular Full-Time

Regular Part-Time

Regular Contingent

 

Begins first day of employment

Paid Holidays

 

11 paid holidays each year. Holiday pay is prorated for those who work less than full-time.

New Year’s Eve & Day

Martin Luther King’s Day

Good Friday

Memorial Day

July 4th

Labor Day

Thanksgiving Day

Day after Thanksgiving

Christmas Eve & Christmas Day

 

Regular Full-Time

Regular Part-Time

Regular Contingent

 

Begins first day of employment

 

Health & Wellness Day

 

8 hours for full-time and prorated for part-time and contingent.

Must be used in same calendar year with no payouts or carryovers.

Can be used in a minimum of one-hour increments.

Supervisor approval needed

 

Regular Full-Time

Regular Part-Time

Regular Contingent

 

Begins first day of employment

 

Bereavement Leave

 

The Agency provides either 1, 3 or 5 days of paid bereavement leave depending on the family relationship. Bereavement pay is prorated for those who work less than full time. See Bereavement Policy for more information.

$0

Regular Full-Time

Regular Part-Time

Regular Contingent

 

Begins first day of employment

 

Paid Jury Duty Leave

 

Eligible employees who serve on a jury, must pay the amount of juror’s pay received to the Agency. Wage payment will be made to employee on the regular payday if juror’s pay is turned into the agency. Employees may retain any mileage payment made by the courts.

$0

Regular Full-Time

Regular Part-Time

Regular Contingent

 

For Union Represented Employees: begins following the completion of 60 days of employment

Education Reimbursement

 

The Agency will reimburse eligible employees for up to $1,000 per year toward the cost of taking courses toward a degree from an accredited college or university if a grade of “C” or better is earned in the class. These costs may include tuition, fees, and books.

$0

Regular Full-Time

Regular Part-Time

 

Begins first day of employment

 

Employee Referral Program

 

The Agency will pay $400 to an eligible employee who refers a candidate who is then hired into a position with the Agency.

$0

Regular Full-Time

Regular Part-Time

Regular Contingent

Temporary