Benefits

We are pleased to offer our employees a comprehensive benefits package. Below is a summary of our current benefits.

Benefit offerings are reviewed regularly in an effort to harmonize all practices and programs. Modifications and/or changes to CMP MH/DS benefits are subject to change at any time and will be promptly communicated to employees.

Vacation

  • 10 days per year during first year of employment – earned at five-sixth of a day per month.
  • 15 days per year starting 2nd year through 15 years – earned at one & one-quarter days per month.
  • 20 days per year over 15 years – earned at one & two-third days per month.
  • Vacation time may be used after 6 months of employment.
  • May be accrued to a maximum of 15 days as of December 31 of each calendar year.  Any unused vacation time in excess of this maximum shall be forfeited.
  • Employee with over 15 years of service shall earn an additional 1/12 day per month in which they are in a compensable status 10 or more working days during the month.
  • Vacation accruals shall be earned by an employee for any month in which the employee is in compensable status for 10 or more working days service with the employer.

Sick

  • 12 days per year – earned at one day per month.
  • May be accumulated to 120 days as of December 31 of each calendar year. Any unused sick time in excess of this maximum shall be forfeited.
  • Sick time accruals shall be earned by an employee of any month in which the employee is in compensable status for ten (10) or more working days service with an employer.

Holidays

* New Year’s Day  *  Martin Luther King Jr.  *  Presidents’ Day  *  Good Friday  *  Memorial Day  *  Independence Day   *   Labor Day   *   Columbus Day   *   Veterans’ Day  *   Thanksgiving Day  *                 Friday after Thanksgiving  * Christmas Eve  *  Christmas Day  * Employee’s Birthday

Personal Days

  • First year – One (1) personal day if hired before July 1; none if hired after July 1.
  • Second Year – Two (2) personal days after first year.

Retirement Plan – Effective on Date of Hire

  • 2.2% deducted from each pay.  This contribution is matched by 7.8% employer contribution.
  • Vesting in employer share is at 20% per year.
  • Additionally, there is a Deferred Compensation plan through AFG, (Employee only contributions – there is not an employer match for this voluntary retirement plan).

AETNA Health Insurance – Effective the 1st of the month after 60 days of hire*

  • High Deductible Plan
    • Employee is responsible for $500 individual deductible or a $1000 deductible for all other coverage (Spouse, Parent-child/Family).

Employees hired on or after 9/1/2012 –

  • Individual Plan only – Employee monthly contribution of 8% of individual plan rate. (bi-weekly payroll deductions of 4% of the individual rate will be deducted from each pay).
  • Dependent Coverage (Spouse/Parent-Child/Family) – Employees may purchase dependent coverage. The employee will pay the monthly contribution of 8% of the individual plan rate as well as the difference between the individual rate and the rate of the chosen coverage.
    • EXAMPLE – Jane wishes to purchase coverage for herself and her spouse.
    • Jane is responsible for 8% of individual rate plus the difference between the spouse coverage rate and the individual coverage rate.
    • Individual coverage is $740.25 per month. 8% of the individual coverage is $59.22. Spouse coverage is $1776.61 per month.
    • Jane’s total monthly cost will be 59.22 (8% individual coverage) + difference between Spouse Coverage and Individual Coverage ($1776.61 – 740.25 = 1036.36) = $1095.58. Jane’s biweekly deduction will be $547.79.

Insurance Opt Out – Effective the 1st of the month after 60 days of hire***

  • Employees insured elsewhere, and therefore opting not to receive the medical insurance provided by the employer, shall receive a monthly payment equal to 30% of the highest current premium for individual coverage under the employer-provided medical insurance plan.

Dental Plan – Effective the 1st of the month after date of hire **

  • A basic Dental plan through Delta is available to employee and dependents at employee expense via payroll deduction.

Vision – Effective the 1st of the month after 90 days of hire **

  • Coverage for employees and family paid by employer (exam, frames, and lenses or contact lenses every year).

Life Insurance – Effective the 1st of the month after 90 days of hire **

  • Equal to nearest upward $500 of salary to a maximum of $60,000. (e.g., for salary of $17,232. face amount of insurance would be $17,500.  Fully paid by employer.

AFLAC Cafeteria Plan

  • Effective 1st of the month after 30 days after hire.  Annual open enrollment period Mid November – Mid December; plan effective January 1. (Optional – at employee expense).

Allstate Cafeteria Plan

  • Effective 1st of the month after 30 days after hire. Annual open enrollment period Mid November – Mid December; plan effective January 1. (Optional – at employee expense).

FSA Medical/Child care

  • Employees may enroll in a Flexible Savings Account for medical or child care expenses. Effective 1st of the month after 30 days after hire. Annual open enrollment period Mid November – Mid December: plan effective January 1. (Optional – At employee expense).

MISC

  • VERIZON CELL PHONE DISCOUNT – 18% Discount on personal Verizon Cell Phone plan.
  • NEXTELL PHONE DISCOUNT – Discounts change monthly.
  • EMPLOYEE ASSISTANCE PROGRAM – Administered by Mazzitti & Sullivan.

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*Medical Insurance and OPT OUT – Due to Affordable Care Act laws the waiting period for health insurance for new employees cannot exceed 90 days. Therefore, health insurance for new employees will be effective the 1st of the month following 60 days of hire.

  • A person is hired on 3/5/13. The 60 day effective date would be 5/5/13. Coverage would begin on the first of the following month – 6/1/13.
  • A person is hired on 3/17/13. The 60 day effective date would be 5/17/13. Coverage would begin on the first of the following month – 6/1/13.
  • A person is hired on 3/29/13. The 60 day effective date would be 5/28/13. Coverage would begin on the first of the following month – 6/1/13.

*** The opt out payment is paid on the first paycheck of the month in which the employee is eligible.