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Carlton Senior Living
Community Associates 2016
benefits at a glance
We know benefits are an important component of any total rewards program.
At Carlton Senior Living (CSL), we make a point of taking good care of our people by providing a strong benefits package. CSL offers you (and your eligible family members, including domestic partners and dependents) life insurance, credit union membership, an Associate referral program, computer purchase assistance, associate assistance program, hepatitis B vaccination, resident referral bonus, fitness bonus, direct deposit, work shoe purchase program, commuter benefits program, PTO pay out, anniversary bonus and incentive bonus program.
Life and Long Term Disability Insurance
CSL offers Basic Life and AD&D (accidental death and dismemberment) insurance to all eligible Associates through Cigna. The coverage amount is $25,000 for life insurance. There is no cost to the Associate for this coverage and all Associates are eligible for coverage on the first of the month following their date of hire.
Long term disability insurance is offered to all eligible associates through Cigna. This coverage amount is 60% of base salary to $6,000 maximum monthly benefit. There is no cost to the Associate for this coverage and all Associates are eligible for coverage on the first of the month following their date of hire.
CSL is associated with Patelco Credit Union so you can take advantage of preferred member rates. Refer to your associate handbook for a listing of member benefits.
Associate Referral Program
CSL’s Associate referral program will pay you a cash bonus award when we hire a new regular CSL Associate you refer. Our program will pay you a cash bonus (less applicable taxes) between $200 and $500, depending on the type of position. The bonus is paid after the new Associate has successfully completed their provisional employment period, generally after 90 days.
Computer Purchase Assistance
CSL Associates have the opportunity to purchase computer equipment from approved vendors by simply contacting their supervisor. The $2,000 maximum purchase allowance is repaid via a payroll deduction for up to a six-month period. All purchases require advance approval and limited to one order at a time.
Associate Assistance Plan
The Employee Assistance Plan (EAP) is a resource to assist you in managing issues that affect your daily life. The EAP offers professional counseling sessions, legal and financial resources, and community referrals. When you contact the EAP, it is absolutely confidential. No information is shared with your employer. The EAP benefit is provided through CIGNA. For more information, visit www.cignabehavioral.com/CGI or call 1-800-538-3543.
Hepatitis B Vaccination
This recommended vaccination is offered at no cost to all Associates and it is highly encouraged for Associates who regularly work around residents. Should you decline and later decide to accept the vaccination, you must arrange for the vaccination by contacting your Associate Director.
Resident Referral Bonus
CSL offers Associates an award of $250 for referring someone who becomes a new resident at any location in the Company. Associates must register the name(s) with the Marketing Department prior to the prospective resident contacting the Community. Once the new resident completes their full 70/70 program, the Associate will be awarded $250 on their next paycheck. Refer to the associate handbook for complete details.
CSL understands the importance of maintaining a healthy lifestyle. As such, the company has entered into corporate fitness memberships with selected athletic clubs: the Concord Athletic Club (“The Big C”), California Family Fitness and the Mt. Diablo Region YMCA. Associates are eligible to join and take advantage of reduced rates for initiation and monthly membership. For eligibility, the Associate must present a copy of their membership and payment to their supervisor. CSL will reimburse the Associate membership fee up to approximately 70% of their monthly dues via payroll. Speak with your supervisor for actual costs. Dependents are not eligible for this bonus; however, they are able to take advantage of the rates and amenities.
CSL offers you the opportunity to have your payroll deposited direct to your financial institution. This convenience means you won’t have to make a trip to your bank and your funds get to your account sooner. Simply complete a form noting where and how you’d like your money to be deposited. It will be necessary to provide a voided check and/or direct communication from your financial institution noting the necessary banking information for setup. It is the Associate’s responsibility to notify their payroll administrator of any changes prior to payroll processing. This convenience may be revoked should the funds be returned to CSL.
CSL offers a Flexible Spending (or Section 125) program through Benefit Extras, Inc. to all eligible Associates. Through this program, Associates are able to contribute pre-tax income through payroll deductions toward certain expenses. This reduces the taxable base pay, which increases take-home pay. There are four components of this plan:
Premium Plan – This allows you to use tax-free dollars to pay your monthly contribution for the medical and dental coverage after first of the month following 30 days of employment.
Dependent Care Spending Account – This offers you the chance to save tax dollars on out-of-pocket expenses for childcare or other approved dependent care. The maximum contribution is $5,000 per family per year. Eligible after six months of employment.
Health Care Spending Account – This account allows you to save tax dollars on all approved out-of-pocket medical, dental, and vision expenses. As of January 1, 2011, over-the-counter drugs will not be an eligible expense unless prescribed by a physician. The maximum contribution is $2,550 per year. Eligible after six months of employment.
CSL offers a choice of four options from Kaiser Permanente. Kaiser utilizes a “staff model” approach to medical care. Kaiser members typically receive treatment through one of the Kaiser-owned facilities (medical clinic or hospital). Associates and their dependents are eligible for coverage the first of the month following their 30 days of employment.
• Kaiser High HMO has a $10 per visit co-payment and no annual deductible. Kaiser pays 100% of all claims for visits within the Kaiser network; however, there is no coverage for out-of-network claims, except in the case of an emergency. Prescription drugs, surgery, and hospitalization are all included with minimal co-pays. Vision hardware coverage is included.
• Kaiser Low HMO has a $20 per visit co-payment and $1,000 employee or $2,000 family hospital deductible. Kaiser pays 80% of all claims for visits within the Kaiser network; however, there is no coverage for out-of-network claims, except in the case of an emergency. Prescription drugs, surgery, and hospitalization are all included with minimal co-pays. Vision hardware coverage is included.
• Kaiser Minimum Value / Bronze has a $4,500 employee or $9,000 family deductible. There is a separate drug deductible of $250. Preventive care is covered at 100%. Co-payments and coinsurance apply to some services after you reach your deductible. There is no coverage for out-of-network claims, except in the case of an emergency. Vision hardware is not included.
• Kaiser PPO has a $1,000 employee and $2,000 family in-network deductible. After the deductible is met there is a $25 per visit in-network co-payment for PCP and specialist office visits and 70% coinsurance for most other in-network services. For services outside the Kaiser network the coinsurance is generally 50%. Neither vision exams nor hardware are included.
CSL offers you a choice between two different types of dental plans. You may select either a DHMO or DPPO dental plan. The dental plans are offered through CIGNA. Each plan pays 100% of preventative and diagnostic care, with different coinsurance levels for basic and major services.
Please refer to the Open Enrollment Memo for Medical and Dental Cost.
Voluntary Life Insurance
Associates may elect to purchase additional voluntary life insurance for themselves, their spouse/domestic partner or children. Associates may choose $25,000 increments to a maximum of $150,000 guarantee issue. Spouse coverage is $10,000 or $25,000 guarantee issue and dependent children are eligible for $10,000. If you initially waive this coverage and elect to participate during open enrollment, you will need to be approved through the carrier’s underwriting department by completing their full medical questionnaire for the guaranteed rates to apply. Same is true if you want to increase initial rates selected.
Should you elect not to enroll in a CSL-sponsored insurance plan, it will be necessary to sign the waiver section on the last page of the universal enrollment form. By doing so, this will assist you should you have a change in status such as your spouse becoming unemployed while you are enrolled under his/her medical and/or dental plan. When there is a qualifying event, such as noted above, you can request enrollment into the insurance plans outside of the open enrollment period. Contact your Associate Director or the Benefits Department for further information.
In recognition that the skills and knowledge of its Associates are critical to the success of the organization, regular, full-time Associates are offered assistance up to $1,000 per calendar year to cover expenses relating to continued education. Associates must maintain a “B” grade average or passing, as appropriate. Refer to the associate handbook for detailed
information on this benefit.
Paid Time Off (PTO)
PTO is designed to provide Associates with the opportunity to take time off from their regularly scheduled work week. Full-time and part-time Associates working a minimum of 50 hours per payroll period are eligible. PTO will begin accruing on an Associate’s hire date. PTO may be used after the completion of the provisional period. Associates accrue PTO at the rate of .058 hours for regular hours worked, but not on overtime hours or more than 40 hours per work week. Accrual rate changes are based on the Associate’s anniversary date. An Associate’s PTO balance will stop accruing at 300 hours. The accrual will begin again once their balance goes below this maximum. No PTO shall be paid to an Associate if it is not accrued; it cannot be borrowed. PTO will automatically be used to offset scheduled hours. Associates requesting time off will have PTO hours applied before time off without pay will be considered. PTO pay outs are allowed however it is strongly recommended that the Associate retain one week’s accrual to cover unforeseen instances. Refer to the associate handbook for more detailed information. Accrual rates are:
Year 0 – 1 .058 per hour 5.00 hours per pay period
Year 1 – 4 .077 per hour 6.67 hours per pay period
Year 5 – 9 .096 per hour 8.33 hours per pay period
Year 10+ .142 per hour 12.33 hours per pay period
CSL is a 24/7 business operation and as such does not have designated holidays at community locations. Any time from an Associate’s regularly scheduled work schedule may be offset with advance approved PTO accrual.
Associates working 30+ hours per week are compensated for two work days (without using PTO). If necessary, an additional three days absence from work may be granted. PTO can be used for the additional three days or for extended time needed with supervisor approval.
Associates are eligible for anniversary bonuses provided they worked 500+ hours in the previous year. Anniversary bonuses are paid on the second pay period of the month following the eligibility date.
Year 1 $0.00 Year 6 $200.00
Year 2 $50.00 Year 7 $250.00
Year 3 $75.00 Year 8 $300.00
Year 4 $100.00 Year 9 $400.00
Year 5 $150.00 Year 10+$500.00
Pay Days and Pay Periods
Paydays are scheduled for the 5th and 20th of every month, with 24 pay periods per year.
Time submitted is one week in arrears in order to accurately calculate and pay overtime or reflect “other” work or non-work time. The Company offers direct deposit for all associates (see above).
CSL offers a 401(k) Retirement Savings Plan through Mass Mutual. Associates may elect to contribute a whole percentage of their income with maximum contributions imposed by the IRS for the calendar year.
Associates are eligible to enroll after one year of employment, must be 21 years of age, and work a minimum of 1000 hours per year. Entry dates are in January and July of every year. Eligible Associates are automatically setup at a 2% deferral rate.
For 2016, the maximum amount that anyone may contribute to tax-sheltered savings plans is $18,000. Associates aged 50 and over can have an additional catch-up contribution in the amount of $6,000.
Full time and part time Associates are encouraged to fulfill their civic responsibility by serving jury duty when required. Associates may request unpaid or PTO accrual for the length of absence. PTO accrual benefits are suspended during unpaid jury duty leave extending beyond one week. Refer to the associate handbook for detailed information.
Workers Compensation Insurance
This program covers any injury or illness sustained in the course of employment that requires medical, surgical, or hospital treatment. Associates who sustain work-related injuries or illnesses should inform their supervisor immediately. An associate is required to complete an “Accident/Injury Report” within 24 hours. Refer to associate handbook for detailed information.
Workplace Safety Program
CSL provides you with information about workplace safety and health issues through regular internal communication channels such as meetings, bulletin board postings, memos, or other written communications. You will receive periodic workplace safety training covering potential safety and health hazards and safe work practices and procedures to eliminate or minimize hazards. Associates are expected to obey safety rules and to exercise caution in all work activities. The success of this program depends on the alertness and personal commitment of all Associates.
State of California requirements exist for physical health examinations, tuberculosis testing, first aid training, criminal record checks, and specialty driver’s license and/or certification. The cost associated with required training, testing, and certification will be paid by CSL. Scheduled and pre-arranged time spent away from work attending required licensing, testing or education will be paid to a current Associate as regular time.
Leave of Absences
CSL provides all mandated leaves of absences to eligible Associates. Examples of such leaves are medical, family medical (FMLA), pregnancy disability (PDL), California Family Rights Act (CFRA), or military leave. Refer to your associate handbook for detailed information.
Hourly Incentive Bonus
Non-exempt Associates have the opportunity (based on performance) to receive an Incentive Bonus of $0.50/hour for every regular, overtime or on-call hour worked during any pay period. This is an earned benefit and is not automatically added on to the base rate. It can be removed for performance that falls below expectations.
Certain CSL communities do not have adequate parking available for their Associates. Associates within these communities who use public transportation will be reimbursed, provided they present the required documentation. Please speak with your Associate Director to determine if your community is eligible.
Commuter Benefits Program
CSL offers its Associates the opportunity to participate in a tax deferred commuter program. You can voluntarily enter into this program by completing the required enrollment forms and setting the payroll deduction amount, up to $255 per month (2016 limit). The monthly cap on transit benefits remains fixed by statute at $130 per month. Reimbursement will come in the form of electronic transfer to your checking/savings account once you’ve submitted your claim. For further information please see your community Associate Director.
Work Shoe Program
CSL offers its Associates the opportunity to purchase slip resistant shoes through Shoes for Crews and pay for the purchase via a payroll deduction. Maximum length of repayment is two pay periods and can be no more than one order.