SVHC Benefits Summary
This is a summary of benefits available to eligible employees of Southwestern Vermont Health Care (SVHC) and its subsidiaries.
All benefits are subject to change. Benefits requiring a payroll contribution from employees will be identified. Employees may select them at their option.
Payroll contributions are based primarily on the costs of the benefit and an employee's Full-Time Equivalency (FTE) status. Employees must be at least a 0.5 FTE to be eligible for most benefits.
Finally, you will become eligible to enroll in benefits on the first day of the calendar month following the date you complete one full month of continuous service as an employee, provided you are regulary scheduled to work at least 20 hours per week.
This outline is strictly a summary of the benefits SVHC offers. More information is available by calling the SVHC Human Resources office at (802) 447-5223.
Employees can select from one of two health insurance plans for them and their dependents. Employees must make a payroll contribution for health insurance coverage. SVHC pays for part of this coverage.
Employees may select one of two dental plans for them and their dependents. Employees are obligated to make a payroll contribution for dental insurance coverage. SVHC pays for part of this coverage.
Life & Accidental Death and Dismemberment Insurance
SVHC provides benefit eligible employees with one times their annual salary of basic life insurance and AD&D coverage up to a maximum of $450,000. Employees can select supplemental life insurance and AD&D coverage up to five times their base annual earnings up to a maximum of $1,025,000 when combined with the basic life insurance.
Dependent Life Insurance
An employee can purchase life insurance for a spouse or dependent children at minimal cost through payroll deduction. An employee's spouse is covered for $10,000 and each child from age six months to age 19 is covered for $5,000.
Short-Term Disability (STD)
Employees can choose one of two STD plans. Both plans provide up to 26 weeks of disability pay. The regular plan provides 35% of gross wages and the plus plan provides 60% of gross wages. Both programs require a payroll contribution and SVHC pays for part of this coverage. This coverage is available to employees who are on the accrual Paid Time Off (PTO) Plan.
Employees who are on the "Use it or Lose It" non-accrual Paid Time Off (PTO) plan will automatically be enrolled at no charge in a Salary Continuation Plan. Should an employee be unable to work because of a disability, this plan provides a combination of full pay and 60% of gross pay, depending on one's years of service.
Long-Term Disability (LTD)
SVHC provides a long-term disability program (LTD) that pays 60% of wages for up to 24 months. Only employees who are classified as 0.9 FTE or greater are eligible to participate in the plan. LTD benefits begin after six months of continuous disability.
403(b) Retirement Savings Plan
SVHC sponsors a retirement savings plan that allows you to make pre-tax contributions and/or after-tax Roth Contributions. SVHC will match your contributions dollar for dollar up to three percent of your annual income and 50 cents on the dollar on the next two percent. (Eligiblity requirements apply.) Employees who participate in the plan get to choose from a variety of invesments to meet their retirement goals.
Paid Time Off (PTO)
SVHC employees receive Paid Time Off instead of vacation, holiday, sick, and personal time. Employees accrue PTO based on their actual hours worked up to a maximum amount per pay period. Employees can build up a maximum of one times the annual accrual of PTO days. If an employee reaches that amount and does not use PTO days, then accrual will stop until the level of PTO is reduced below the maximum. Employees start to accrue PTO days when they begin work at SVHC.
Health Care Flexible Spending Account (HCFSA)
A special provision of the Internal Revenue Code allows employers to set up Health Care Flexible Spending Accounts (HCFSA) for employees. A HCFSA allows employees to set aside money through payroll deduction on a pre-tax basis to pay for health care expenses. By contributing to a HCFSA, employees can completely eliminate taxes on salary used for health care expenses. Any money not used within the calendar year will be lost.
Dependent Care Flexible Spending Account (DCFSA)
The Dependent Care Flexible Spending Account (DCFSA) can save taxes on day care expenses for a dependent child under age 13. Employees can also cover day care expenses for a disabled spouse or other disabled dependent.
Employees have the opportunity to utilize our on-campus SVHC facility for childcare pursuant to the rules and regulations. The Learning Tree is available for dependent children ages six weeks to five years as capacity allows. For more information contact (802) 447-5046 or email@example.com.
Our on-campus credit union offers employees share draft accounts (checking), saving accounts, loans, and other valuable and convenient financial services.
For convenience, employees can arrange for part or all of their biweekly paycheck to be directly deposited in the Credit Union or bank/credit union of their choice.
Benefit eligible employees may apply for tuition assistance for continuing education after one year of employment. Additional information is available by referring to the Tuition Assistance Policy on the SVHC Intranet, or by contacting the Human Resources department.
An employee-operated group sponsors trips, discount tickets, and numerous other activities of interest to employees. For upcoming events, refer to the SVHC Intranet, Keep In Touch — our monthly newsletter — and SVHC bulletin boards.
All SVHC employees receive discounts at the Putnam Café and the Employee Cafeteria. Discounts are also available at local health & fitness centers.
Employee Assistance Program (EAP)
A confidential counseling referral and assessment service is available for all employees and their dependents.