Human Resources

3.0 Fringe Benefits

 

Riverside offers a comprehensive program of fringe benefits to permanent employees who are regularly scheduled to work half-time (0.50 FTE) or more. Eligibility for coverage in Riverside’s plans may include employees, their children and spouses. Participating employees contribute through payroll deduction for the monthly premium of the benefit plan(s) chosen. All Riverside contributions are pro-rated for eligible part-time employees.

For the most part, employees can only enroll in benefits upon hire, or during the annual open enrollment period. However, these provisions may be waived under special circumstances, such as loss of benefits due to divorce or a spouse/partner's loss of work.

This section is intended to provide general information on a variety of employee benefit programs, which are more fully described in other literature available from Human Resources. In the event of any conflict between the information contained here and the actual plan documents, the plan documents will govern in all cases. For more complete information regarding any benefit program, please contact Human Resources.


3.1 Mandated Payroll Contributions

As required by law, Riverside contributes to the federal Social Security program and deducts the employee's matching contribution each payroll. In addition, Riverside participates in the Massachusetts Unemployment Compensation and Universal Health Insurance programs. Riverside provides Worker's Compensation insurance to cover employee wages in the event of a work-related injury (see Section 2.7.10).


3.2 Group Insurance Coverage

Riverside offers several group insurance options to eligible employees. Premiums and co-payment amounts are determined on an annual basis. Current information is available from Human Resources.

Employees may elect to have their contributions to group health, dental, and disability insurance plans deducted before taxes are calculated, thereby reducing their tax liability. A "Pre-Tax Premium Election" form must be signed within thirty days of employment or during the annual open enrollment period. Pre-tax elections may not be changed or canceled during the plan year. In accordance with federal tax code, withholdings for domestic partners and the dependents of domestic partners must occur on an after-tax basis.

3.2.1 Health Insurance

Eligible employees may choose from three group health insurance plans and coverage options. Coverage begins on the first day of the first full month following election of coverage and cannot be purchased for less than one full month.

3.2.2 Dental Insurance

Group dental insurance is available. Coverage begins on the first day of the first full month following election of coverage and cannot be purchased for less than one full month.

3.2.3 Life Insurance

Riverside provides group term life insurance equal to an employee's annualized salary up to a maximum of $100,000. This benefit is provided to employees who are regularly scheduled to work 0.50 FTE or more at no cost to the employee.

3.2.4 Disability Insurance

Long-term disability insurance is available to employees working 0.75 FTE or more per week. Short-term disability insurance is available to employees who work 0.50 FTE or more per week. Both long-and short-term coverage are at the employee’s expense.

 

3.3 Dependent Care Assistance Plan

Riverside provides a Dependent Care Assistance Plan to employees who work 0.50 FTE or more per week. Under this plan, employees may elect a pre-tax payroll deduction of up to $5,000 per year. The payroll deductions are used to reimburse the employee for his/her out-of-pocket dependent care costs. Dependent care deductions may not be changed or canceled during the plan year. As outlined by federal tax regulations, the pre-tax benefits of this plan do not apply for the children of domestic partners.


 3.4 Tax-Sheltered Annuity (TSA)

All employees who work regularly scheduled hours of 1 to 40 per week may participate in a tax-sheltered annuity (403B plan) to save for retirement. Federal and Social Security taxes are calculated after deductions for the TSA are made, reducing the employee's current tax liability. The amount of contribution made by employees must meet the minimum or maximum requirements of the 403(b) plan. Withdrawals from the plans are taxable. Withdrawals made prior to age 59 1/2 may also be subject to tax penalties. Withdrawals made after age 59 1/2 are not subject to tax penalties.


3.5 COBRA (Consolidated Omnibus Budget & Reconciliation Act)

COBRA is a federal law which allows an employee and/or qualified dependents to continue group health and dental insurance coverage after employment is terminated, or if regularly scheduled hours are reduced to less than 0.50 FTE per week. COBRA rights may also apply to an employee's qualified dependents in the event of the employee's death; as a result of divorce or legal separation; upon a child's loss of dependent status; or if the employee becomes entitled to Medicare. Employees dismissed for willful, gross misconduct are not eligible for COBRA benefits.

COBRA group coverage may be continued for a period of up to eighteen months, or up to thirty-six months, depending on the specific circumstances . A "COBRA Election" form must be completed, signed and delivered to Human Resources within sixty days of termination of employment, or other qualifying event. To remain enrolled, a qualifying individual is responsible for paying the full group monthly premium plus a small administrative fee.

 

3.6 Professional Growth and Development

Riverside supports the professional growth and development of staff through a variety of training opportunities including organization-wide and program-specific seminars, consultations, and access to conferences, workshops and courses. An Organization Training Committee, consisting of staff representatives from each Division/Department, meets regularly to provide recommendations and consultation on the trainings offered. The Director of Training is responsible for arranging and scheduling training. A regular training calendar is published and distributed to all employees. A training series for new/aspiring managers is offered to promote advancement from within.

Licensed employees are expected to maintain their licensure by obtaining required Continuing Education Units (CEU's). Many Organization-sponsored trainings offer CEU's. In-service training is provided on a regular basis to insure compliance with regulatory requirements.

Each year, programs/departments establish a training budget for internal programmatic training and/or to reimburse benefits eligible employees for external training expenses related to the employee’s job.  Requests for training allowance/reimbursement, including conference fees, registration, etc. must be approved by the individual’s Division Director/designee.

Employees who are regularly scheduled to work at least .50 FTE per week and wish to attend trainings during work time must seek approval from their supervisor in advance of the training.

      

3.6.1 Tuition Reimbursement

 

Riverside is committed to encouraging employees to further their education. Tuition reimbursement is available for employees who are taking courses at accredited colleges, junior colleges or in other certified programs of higher learning during hours when employees are not scheduled to work.

Tuition reimbursement is subject to funding availability and to the following eligibility requirements:

Eligibility

To be eligible for tuition reimbursement an employee must:

  • Complete 6 months of employment, and
  • Be regularly scheduled to work at least 20 hours per week before, during and after taking the course, and
  • Be in good standing within the Organization by demonstrating and maintaining satisfactory job performance and,
 
  • Apply for tuition reimbursement at least 30 days prior to beginning the course.

To qualify for tuition reimbursement, the course of study must be:

  • Job-related college course, or
  • Degree-related college course, or
  • Certificate course that is directly job-related.

Within 60 days of the completion of the course, employees must show evidence of payment for the course and must obtain a grade of "C" or better, or "Pass" on a pass/fail system for undergraduate courses. A grade of "B" or better must be obtained for graduate courses.

The maximum reimbursement an employee may receive per semester is $500, not to exceed $1,000 per fiscal year, i.e., no more than $1000 paid between July 1 and June 30. This amount is prorated for part-time employees based on their FTE.

Tuition reimbursement covers tuition costs only, and does not include registration fees, books, lab fees and other incidental charges. If an employee receives financial aid for a course from another source (e.g. grant, scholarship) then s/he will only be eligible for reimbursement for the difference between course tuition and the amount received from the other source.

Selection Criteria

If demand exceeds available funding, priority will be given based on the following information:

  • Employees who applied and have not received funds within the past 3 semesters will be given 1st priority.
  • Employees applying for the first time will be given 2nd priority.
  • Employees who previously received tuition reimbursement will be given 3rd priority.
  • If more than one employee qualifies as outlined in criteria 1, 2 and 3, but funding is limited, seniority will be used as the deciding factor.

Taxability

Tuition reimbursement for courses required for the employee’s position will not be subject to federal, state and FICA taxes if all of the following conditions are met:

  1. The course must be related to the employee’s current job.
  2. The course must be related to the business of the Organization.
  3. The course must maintain or improve skills the employee needs in their present work.
  4. The course must not prepare the employee for an entirely new job or profession.
  5. The employee’s supervisor and Senior Manager certifies that the courses were taken to improve the employee’s job skills or was required for current position.

Tuition reimbursement for courses not required for the employee’s position will be subject to federal, state and FICA taxes.

 

 

Riverside Community Care, 450 Washington Street, Dedham, Massachusetts 02026 781-329-0909