Benefits

Medical Insurance

Employees working a minimum of 20 hours per week are eligible for medical insurance. Coverage begins the first of the month following the first 30 consecutive days of benefits eligible employment. Heartland Alliance offers three options for medical insurance in 2007:

Blue Cross Blue Shield Blue Advantage (an HMO Plan): includes a vision discount program.
Blue Cross Blue Shield HMO – Illinois: includes a vision discount program.
Blue Cross Blue Shield PPO: includes a vision discount program.

If an employee chooses not to participate in a Heartland Alliance medical plan, an opt out provision is offered of $100 for each benefits eligible quarter of non-participation.

Dental Insurance

Employees working a minimum of 20 hours per week are eligible for dental insurance. Coverage begins the first of the month following the first 30 consecutive days of benefits eligible employment. Heartland Alliance offers two options for dental insurance in 2007:

Guardian/First Commonwealth HMO
Guardian/First Commonwealth PPO

Employee Assistance Program

An Employee Assistance Program (EAP) is provided by Heartland Alliance for the purpose of preventing or easing personal problems through early intervention. There is no cost to use this program.

Life Insurance (Basic) and Accidental Death and Dismemberment

Heartland Alliance offers employees working a minimum of 30 hours per week, free basic life and accidental death and dismemberment insurance. Coverage begins the first of the month following the first 30 consecutive days of benefits eligible employment.

Non Bargaining Unit Employees benefit equals one (1) time the employee's annual salary
Bargaining Unit Employees benefit equals $30,000

Voluntary Life Insurance

Heartland Alliance offers employees working a minimum of 30 hours per week an opportunity to purchase additional group life insurance for themselves and their spouse, approved domestic partner and/or dependent children. Coverage begins the first of the month following the first 30 consecutive days of benefits eligible employment.

Long Term Disability (LTD) and Short Term Disability (STD) Insurance

Heartland Alliance offers employees working a minimum of 30 hours per week, free long term and short term disability insurance. Both STD and LTD insurance guarantees a percentage of your income (66 2/3%) if you meet the disability requirements set forth by the insurance company due to a sickness or injury. Coverage begins the first of the month following the first 30 consecutive days of benefits eligible employment.

Retirement

Heartland Alliance will contribute 3% of the employee’s gross annual salary to the 401(k) Profit Sharing after 12 months of continuous employment. An employee becomes vested after working a minimum of 1000 hours for 3 plan years. The employee has the right to contribute up to $15,000 per calendar year to the 401(k) Salary Deferral. The employee can begin contributions after 6 months of employment.

Paid Time Off (PTO)

PTO is a benefit offered to eligible employees who work at least 20 hours per week. Heartland Alliance offers Vacation, Personal Business, Holiday and Sick time.

Vacation:

Before vacation time can be used, a waiting period of 90 calendar days fro non-bargaining unit employees and 6 months for bargaining unit employees must be completed. After that time, employees can request use of earned vacation time including that accrued during the waiting period. Paid vacation amounts shown below are pro-rated for part-time employees based on their full-time equivalence.

Upon initial eligibility non-bargaining unit employees are entitled to three vacation days, bargaining unit employees are entitled to five vacation days, and continues to accrue vacation time monthly at the rate of 0.833 days.
After two years of eligible service the employee is entitled to 15 vacation days each year, accrued monthly at the rate of 1.250 days.
After three years of eligible service the employee is entitled to 20 vacation days each year, accrued monthly at the rate of 1.667 days.

Personal Business:

A maximum of five personal business days and one floating holiday are accrued. Each year two personal business days and one floating holiday are credited on January 1, one on March 31, one on June 30, and one on September 30 each year. Personal business days cannot be used in increments of less than two hours, and must be scheduled with the prior approval of the employee's supervisor. Once during the calendar year, an employee may request to sell-back one day of accrued personal business leave.

Holiday:

To be eligible for holiday pay, employees must work the last scheduled day immediately preceding and the first scheduled day immediately following the holiday, or be on an approved paid leave. Heartland Alliance will grant holiday time off to all employees, except those working at drop-in and residential centers, on the holidays listed below:

New Year's Day (January 1)
Martin Luther King, Jr. Day (third Monday in January)
Presidents' Day (third Monday in February)
Memorial Day (last Monday in May)
Independence Day (July 4)
Labor Day (first Monday in September)
Thanksgiving (fourth Thursday in November)
Day after Thanksgiving
Christmas Eve (December 24)
Christmas (December 25)
New Year's Eve (December 31)

Sick:

Eligible employees will accrue sick leave benefits at the rate of 15 days per year (1.25 days for every full month of service). Sick leave benefits are calculated on the basis of a "benefit year," the 12-month period that begins when the employee starts to earn sick leave benefits. Non-bargaining unit employees may elect to "sell back" a maximum of five earned sick days, provided they have worked the full fiscal year; bargaining unit employees may elect to exchange a maximum of five sick days for incentive days provided they have worked the full six months prior to the period of exchange.

Direct Deposit

Employees may direct deposit their payroll checks at any banking institution of their choice.

Flexible Spending Accounts (FSA)

Employees scheduled for at least 20 hours per week are eligible to enroll for Medical and/or Dependent Care Flexible Spending Accounts (FSA). These accounts are a way to save for expenses on a pre-tax basis. The maximum an employee can set aside for the Health Care FSA is $2,000 per calendar year; the maximum for the Dependent Care FSA is $5,000 per calendar year.

Credit Union

Heartland Alliance offers a credit union in conjunction with the North Side Community Federal Credit Union. Since 1974, North Side Community Federal Credit Union has built unique relationships with more than 30 companies and organizations in Lakeview, Uptown, Edgewater, and Rogers Park. These companies and organizations are able to provide their employees with a variety of free credit union services, including savings accounts, Christmas Club accounts, checking accounts, loans (e.g., personal, car, and home), ATM cards, certificates of deposit, and credit cards. The North Side Community Federal Credit Union is regulated by the National Credit Union Administration (NCUA), a U.S. government agency. Deposits are insured up to $100,000 by NCUA.

Because Heartland Alliance has programs in the area served by the North Side Community Federal Credit Union, all employees, regardless of where they work or live, are eligible to enroll.

Tuition Reimbursement

Provided sufficient funds are available, Heartland Alliance will provide educational assistance to a maximum of $1,500 every 12 months to all eligible Non Bargaining Unit employees who have completed 90 calendar days of service or Bargaining Unit employees who have completed six (6) months of service in an eligible employment classification. Individual courses or courses that are part of a degree, licensing, or certification program must be related to the employee's current job duties or a foreseeable future position in the organization in order to be eligible for educational assistance. Application must be submitted prior to the beginning of the course.

Mass Transit

Under the Mass Transit Benefit, eligible employees are able to pay for commuting expenses to and from work with tax-free dollars through employee salary reduction. The cost of the CTA pass or transit check is deducted from the employee’s payroll check the first and second pay periods each month.

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