And the survey says....From the last Benefits Survey we conducted we received some great comments, questions and feedback regarding our benefit programs. As an ongoing effort, we will address the comments we received and provide responses that we hope answers your questions and concerns. We value your feedback and encourage you to please contact HR Customer Service if there are additional items you have questions about. All Q&A’s will be posted on our Total Rewards Site at www.integrisokbenefits.com. It is our goal to continue to provide a competitive total rewards program that meets the needs of our caregivers.
Q. Why do we have to use PPL for holidays and sick days?
A. Because health systems are 24/7 operations, it is most common for them to offer one bank of hours since they don’t close for the holidays. A paid time off bank offers more flexibility, especially if you are fortunate enough to not have to use sick days.
For a new INTEGRIS Health caregiver, the breakdown of PPL if it was divided into three separate buckets would be, based on 22 days/176 hours of PPL:
A. Because health systems are 24/7 operations, it is most common for them to offer one bank of hours since they don’t close for the holidays. A paid time off bank offers more flexibility, especially if you are fortunate enough to not have to use sick days.
For a new INTEGRIS Health caregiver, the breakdown of PPL if it was divided into three separate buckets would be, based on 22 days/176 hours of PPL:
- 10 days vacation time (80 hours)
- 6 days holiday pay (48 hours)
- 5 days sick time (40 hours)
- 1 day floating holiday (8 hours)
Q. How are pay ranges/salaries determined? What is the process if caregivers feel their pay is too low?
A. INTEGRIS Health participates in multiple local, regional, and national salary surveys to gauge the competitiveness of our pay versus the marketplace. Human Resources analyzes the appropriate data, and, if our average pay or midpoint is behind market, recommendations are made to the Executive Leadership Team to increase pay for those positions that are below the market. These adjustments, referred to as market adjustments, can affect caregiver pay, grade assignment, or both. INTEGRIS Health is committed to remaining competitive in its Total Rewards offerings including direct pay. If you have specific question we encourage you to reach out to your supervisor.
A. INTEGRIS Health participates in multiple local, regional, and national salary surveys to gauge the competitiveness of our pay versus the marketplace. Human Resources analyzes the appropriate data, and, if our average pay or midpoint is behind market, recommendations are made to the Executive Leadership Team to increase pay for those positions that are below the market. These adjustments, referred to as market adjustments, can affect caregiver pay, grade assignment, or both. INTEGRIS Health is committed to remaining competitive in its Total Rewards offerings including direct pay. If you have specific question we encourage you to reach out to your supervisor.
Q. Why do we have to use IHP providers and INTEGRIS Health pharmacies?
A. As you have learned in your daily huddles, Stewardship is one of our key strategic pillars. All of us have a responsibility to be mindful of the dollars we spend so that we can continue to be a financially sound health system and deliver the highest quality care and services. In 2017 we paid out more than $20 million to our competitors for healthcare related services for our caregivers and their families. By directing these dollars to INTEGRIS Health we strengthen our financial resources so that we can continue to provide highly reliable care, meet our mission of improving the health of the communities we serve and advance our position as a market leader and the most trusted name in health care.
A. As you have learned in your daily huddles, Stewardship is one of our key strategic pillars. All of us have a responsibility to be mindful of the dollars we spend so that we can continue to be a financially sound health system and deliver the highest quality care and services. In 2017 we paid out more than $20 million to our competitors for healthcare related services for our caregivers and their families. By directing these dollars to INTEGRIS Health we strengthen our financial resources so that we can continue to provide highly reliable care, meet our mission of improving the health of the communities we serve and advance our position as a market leader and the most trusted name in health care.
Q. Why do we have a waiting period before we can use EIAB? Why can't we use EIAB for a sick family member?
A. EIAB is a self-insured short-term disability plan provided by INTEGRIS Health to full-time caregivers to use for their own serious illness. Just like the fully-insured short-term disability program with Cigna, EIAB has a waiting period (five (5) days/40 hours) before it will pay out. Caregivers can use 40 hours of PPL to be paid for the five (5) days/40 hours waiting period. As with any short-term disability policy, it can only be used when you need to be off work because of your own illness and cannot be used if a family member is sick (spouse, parent, child(ren), etc.).
A. EIAB is a self-insured short-term disability plan provided by INTEGRIS Health to full-time caregivers to use for their own serious illness. Just like the fully-insured short-term disability program with Cigna, EIAB has a waiting period (five (5) days/40 hours) before it will pay out. Caregivers can use 40 hours of PPL to be paid for the five (5) days/40 hours waiting period. As with any short-term disability policy, it can only be used when you need to be off work because of your own illness and cannot be used if a family member is sick (spouse, parent, child(ren), etc.).
Q. Why is our Retirement Savings Plan match so low?
A. According to the Bureau of Labor Statistics, the median matching contribution is approximately 3%. INTEGRIS Health matches 50% of the first 5% that you contribute for a maximum match of 2.5% of your pay. However, in addition to the matching contribution, INTEGRIS Health also contributes 3% - 6% of your annual earnings, regardless of whether you are contributing to the plan or not. This means that INTEGRIS Health's total contribution is from 3% - 8.5% of your pay, based on your contribution rate and tenure.
A. According to the Bureau of Labor Statistics, the median matching contribution is approximately 3%. INTEGRIS Health matches 50% of the first 5% that you contribute for a maximum match of 2.5% of your pay. However, in addition to the matching contribution, INTEGRIS Health also contributes 3% - 6% of your annual earnings, regardless of whether you are contributing to the plan or not. This means that INTEGRIS Health's total contribution is from 3% - 8.5% of your pay, based on your contribution rate and tenure.
Q. Why do we have a spouse surcharge if my spouse is eligible for coverage through their employer?
A. A growing number of employers have implemented spouse surcharges when a covered spouse is eligible for coverage through their own employer as a way to reduce plan costs. Studies show that spouses often incur higher healthcare costs.
A. A growing number of employers have implemented spouse surcharges when a covered spouse is eligible for coverage through their own employer as a way to reduce plan costs. Studies show that spouses often incur higher healthcare costs.
Benefits OverviewWith the INTEGRIS Health benefits program, you have a range of options in several benefit areas. Our program of benefits provides you financial protection during times when you need it the most.
INTEGRIS Health helps caregivers by providing a comprehensive program with many benefit choices to meet diverse needs. As your needs change, you can change your benefits.To enroll or view your current benefit elections, click here.
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Contact InfoIf you have questions about your benefits, contact the HR Customer Service number below. Additional phone numbers have been provided for each of the specific benefits as well.
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