Benefits

Saint Francis Hospital and Medical Center offers its employees a comprehensive and competitive benefits package. Benefits include, but are not limited to:

Medical Insurance
Any employee regularly scheduled to work 20 or more hours per week is eligible for coverage under a comprehensive package of medical care benefits. All options for medical insurance provide "in-network" and "out-of-network" coverage. Coverage for employees is effective the first day of the month following 30 days of service. Employees electing coverage are required to pay a share of the premium cost on a pre-tax basis.

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Dental Insurance
Any employee regularly scheduled to work 20 or more hours per week is eligible for coverage under a comprehensive package of dental care benefits. All options for dental insurance provide “in-network” and “out of network” coverage. Coverage is effective the first day of the month following 30 days of service. Employees electing coverage are required to pay a share of the premium cost on a pre-tax basis.

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Disability Insurance
Short-term disability insurance is provided to full-time employees (32 hours or more) at the expense of the hospital. Coverage is effective the first day of the month following six months of employment. After 30 days of continuous and total disability, the plan pays 50% of base salary to a maximum of $350 per week for a period of time not to exceed 22weeks.

Long-term disability insurance is provided to full-time employees (32 hours or more) at the expense of the hospital. Coverage is effective the first day of the month following one year of employment. After 180 days of total or partial disability, the plan pays 60% of base salary to a maximum of $5,000 per month.

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Retirement Plan
The hospital provides eligible employee’s coverage in a defined Contribution plan. There are three components to our retirement benefit:

  • Tax Sheltered Annuity (TSA)
    Prudential offers a variety of investments for employees who wish to take advantage of our 403(b) plan. A 403(b) plan allows for a systematic method of voluntary savings through payroll deductions. Employees will be able to contribute up to the annual pre-tax dollar limits set forth by the IRS. Employees are eligible to contribute the first day of employment.
  • Match Benefit
    The Match is $.50 on every dollar that you save in your TSA (403(b)) up to the maximum allowance of 6% of your base annual salary or to the salary limits as defined by the IRS. In order to receive the annual match, one must be employed on the last day of the plan year. You are 100% vested after completing 3 years of service, in which you worked 1,000 hours or reach age 65.
  • Core Benefit
    The annual core contribution is based on your length of service. Employees with fewer than 10 years of credited service will receive 2% of base annual salary and must be employed on the last day of the plan year. You are 100% vested after completing 3 years of service, in which you worked 1,000 hours or reach age 65.

Employees become plan Participants for the Core and the Match Benefit on the first October 1st or April 1st after a year in which they are scheduled to work more than 19.2 hours per week and worked at least 1,000 hours during that year.  

 

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Life Insurance
Any employee regularly scheduled to work 20 or more hours per week is eligible for coverage under the hospital’s group term life insurance plan. Coverage for employees is effective the first day of the month after 90 days of employment. In the event of an employee’s death while employed, his/her designated beneficiary will receive a benefit equal to the employee’s annual base salary rounded up to the next $1,000 to a maximum benefit of $150,000. The premium cost for this coverage is fully paid by the hospital.

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Vacation and Holidays
Vacation time and holidays are provided under a single paid-time off benefit called ETO (Earned Time Off). All employees regularly scheduled to work 8 or more hours per week accrue such time on a weekly basis. The amount of time that accrues is dependent upon the type of position in which the employee works and the employee’s length of service with the hospital. Most full-time employees initially accrue the equivalent of 22 days of ETO during their first year of employment. Employees are eligible to be paid for such time after 90 days of employment.

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Sick Time
The hospital provides sick paid time off to regular part-time and full-time employees who are unable to work for brief periods or illness or as part of a longer period of illness under the Family and Medical Leave Policy. Regular full-time employees accrue sick leave at the rate of 8 hours per month. Part-time employees accrue sick leave on a pro-rated basis. An employee may accrue up to 1,080 hours of sick time. Sick time is considered insurance and any balance of time is not payable upon termination of employment.

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Reimbursement Accounts
Regular full-time and part-time employees may enroll each year in reimbursement accounts for medical expenses and for dependent care expenses. The employee funds their own accounts with pre-tax dollars through payroll deductions subject to limitations.

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Educational Assistance
Employees have many different programs available to them in educational benefits. In addition to tuition reimbursement for courses, there are extensive opportunities for in-services, seminars, and conferences, some of which are sponsored through The Saint Francis Academy.

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Child Care Center
Saint Francis staffs a child care center for children of employees, ages 6 weeks to 36 months. The Center is located on the south campus and is open from 6:30 a.m. to 5:30 p.m. Monday through Friday.

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Fitness Center
Employees are eligible for discounted membership at The Fitness Center located at 95 Woodland Street.

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Credit Union Membership
A full range of financial services is afforded employees who become members of the Hartford Federal Credit Union with their main office located adjacent to the hospital main campus.

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Miscellaneous Work/Life Benefits
Employees may purchase supplemental life and disability insurances through payroll deductions to supplement the plans provided by the hospital. Coverage can also be purchased for eligible family members. Auto and homeowner’s insurance can also be purchased at reduced rates through payroll deduction, direct billing, or automatic withdrawal from a checking account. The hospital offers an Employee Assistance Program (EAP), which is a voluntary, confidential counseling service designed to assist employees and/or their families with personal problems. Many discounted products and services can be obtained through the hospital’s gift shop, operated by the Women’s Auxiliary. Such include gourmet gift baskets, film developing, floral arrangements, phone cards, movie passes, fruit baskets, etc.

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