The talent of our employees drives Community Medical Centers’ success and makes our organization a great place to work. So in addition to your pay, our benefit offerings are here to say THANK YOU to our employees and their families. We support our employees in many ways with health benefits, financial security and other programs that assist employees in everyday life.
All full-time and part-time employees are eligible for health benefits the first of the month following 30 days of employment. Per diem employees may become eligible for medical benefits only for themselves, and applicable children, under the ACA. They must meet the applicable required hours during the standard measurement period of 12 months.
Community Medical Centers provides robust benefit plans with competitive premiums for medical, dental/vision and additional supplemental benefits. All employees have the option of choosing between three health plans including Community’s own Community Care Health Plan HMO that offers quality, affordable care within the Santé network of physicians in addition to being self-insured on two PPO plans; one with a high deductible and out of pocket maximum and the other with a low deductible and out of pocket maximum. We also offer free medical coverage under the high-deductible PPO plan for employee-only coverage. All medical plans include the same prescription coverage.
Community offers two combined dental and vision plans: a Preferred Provider Organization (PPO) plan that allows both in-network and out–of-network dental coverage with a corresponding high coverage vision plan and a Dental Health Maintenance Organization (DHMO) plan with a corresponding lower coverage vision plan.
Health Flexible Savings: Employees can set up this account to receive reimbursement for eligible medical, dental and vision care expenses such as deductibles, co-pays and coinsurance for themselves or a family member. This is done on a pre-tax basis, and offers a great way for employees to save anywhere between 10 and 30% on eligible health expenses.
Dependent Care Savings: Employees can set up this account to receive reimbursement for dependent day care expenses for their children under age 13 or elder day care expenses. This is done on a pre-tax basis and offers a great way for parents to save while working outside of the home.
Life Insurance: Community provides a basic life and accidental death and dismemberment plan at no cost to employees. There also is an option to purchase additional supplemental term life insurances for an employee. Supplemental life insurance coverage also is available for a spouse and/or dependent children up to age 26.
Long Term Disability: Provides income protection of up to 60% of base salary when employee becomes disabled for more than 180 days. This is an employer-sponsored benefit at no cost to employees.
Long Term Care: Optional benefit that offers financial protection in case employee or family member can no longer perform daily living activities, such as eating, bathing, or dressing. This kind of care is usually not covered by medial, disability insurances, or Medicare.
A great career comes with great balance – like being able to take a break when you need it. Full-time and part-time employees accrue paid time off which allows staff to take time off on recognized holidays to spend time with loved ones, take a vacation, or for personal reasons throughout the year. Employees are also provided the equivalent of three sick days per year (after 90 days of employment) to use for your own illness or the illness of a family member. In addition, full-time and part-time employees accrue extended sick leave for illness that may extend past three days.
Jury Duty: Full-time and part-time employees receive their base salary equivalent for a maximum of 30 days while serving as a juror and per diem employees are granted this leave without pay.
Bereavement: Full-time and part-time employees may take up to three days of leave with full pay in case of death in the immediate family, including grandchildren, grandparents, mothers-in-law and fathers-in-law. One day of leave with full pay is granted in case of death of brothers-in-law, sisters-in-law and spouse's grandparent.
In accordance with California state law and Federal Law, Community offers a variety of leave programs for unique employee situations for a variety of reasons (i.e., medical, maternity, organ/bone marrow donation, etc) for themselves and/or their family members. In addition, Community also offers personal leaves of absence for qualified employees.
We also highly encourage all employees to continue professional development through certification and education reimbursement. In 2015 alone, we invested more than $770,000 in certification and education reimbursement.
All Community employees may access the Employee Fitness Center onsite at the Community Regional Campus. The fitness center provides available use of cardio machines, free weights, strength & endurance machines, and additional amenities such as showers, lockers, and towel service.
When there is a problem, big or small, these worries can absorb a lot of time and make finding balance really difficult. However, all Community employees and members of their household are eligible for the Employee Assistance Program that helps them get answers for any area of life that matters to them most. This includes emotional, marital, financial and legal information and advice. It provides up to three free visits and referrals to local professionals every six months.
Community employees also can take advantage of discounts and coupons for a wide variety of goods and services such as movie tickets, amusement parks, shows, etc. In addition, activity planning, gift services, car services, jewelry services, dry cleaning and parcel services are available services to help employees accomplish errands while they work, providing them with more personal time when they are off the clock.
All Community Medical Centers' employees are eligible to enroll in Community's Contributory 403(b) retirement plan. Employees can immediately enroll and begin deferring their own pay contributions immediately. Then, after one year of service, working at least 1,000 hours, employees will be eligible to receive matching CMC funds. For employees who contribute at least 2% either pre-tax or after-tax, Community will contribute 5%. This amount can increase over time to a maximum of 8%. See enrollment materials for more details. The employee assumes the investment risk by choosing how to invest funds. If a fund is not chosen, the employee will default to a “target date fund” which assumes investments for the employee based upon a targeted retirement date. Upon retirement, employees have the money they contributed, the money Community contributed and the investment earnings/loss depending upon market conditions. Employees become vested after three years if they work at least 1,000 hours in each calendar year. Employees also may take their account balance with them if they leave Community before retiring.
All employees are eligible to participate in a 403(b) Tax Sheltered Annuity Plan (TSA) immediately upon hire and they may contribute in two ways; pre-tax option and/or after-tax through a Roth option. Contribution limits are set by the Federal Government annually. There are catch-up provisions for those who are 50 years or older or have at least 15 years of continuous service with Community.