Paid Days Off (PDO’s)
Paid Days Off is a system of combining all paid benefit time (with the exception of bereavement and obligated jury duty), into a bank of days or time that is to be used for any absence from work which is to be compensated. This includes all vacation, holiday, and sick time.
The calculated number of Paid Days Off varies with the length of service of the employee. Employees with less than five (5) years of service will earn .09231 hours of paid time off per hour worked, up to 80 hours per pay period. Employees with greater than five (5) years of service will earn .1115 hours per hour worked, up to 80 hours per pay period. (80 hours worked/pay period X .09231 = 7.38 PDO hours/pay period; 80 hours worked/pay period X .1115 = 8.92 PDO hours/pay period.)
All Paid Days Off should be scheduled (when possible) and taken with the authorization of the department manager or supervisor. This includes time taken due to illness, vacation, or holidays.
Paid Days Off may be used as they are earned for vacation, sickness, or holidays. PDO’s can be accumulated up to 70 days (560 hours). PDO’s will not be accumulated above this ceiling. Prior to an employee exceeding this total it is his/her responsibility to sell back or use time in excess of 70 days (560 hours).
Since Paid Days Off belong to the employee when earned, they may be sold back to the hospital for cash at any time during the year. If an employee desires to sell back his/her time, he should obtain the sell back from the department manager or supervisor, complete it, and return it back to the department manager or supervisor for processing. Payroll will process the request. and the hours sold back will be paid on the next check (taxes will be deducted based upon the employee’s W-4 Form and the current tax tables and deducted from the employee’s PDO amount total. PDO’s can only be SOLD BACK down to six (6) days (48 hours).
All Paid Days Off which have been earned but not used will be paid to the employee upon termination or changing from full-time status to part-time or PRN status.
Fitness Program Club Reimbursement
The hospital encourages and supports the health and fitness of its employees. Full-time employees will be reimbursed at the rate of $10 per month for participation in a fitness club of their choice. In order to receive the reimbursement, the employee must attend the fitness club a minimum of eight (8) times per month. Reimbursement will be made on a quarterly basis with quarters ending March, June, September, and December.
Employees are permitted to participate in the Employee Fitness Program which is administered through the James T. Cook Cardiac and Pulmonary Rehab Center. Employees must contact the Cardiology Department for evaluation and equipment orientation before utilizing equipment.
Employees have the option to enroll in the hospital’s Direct Deposit program. Direct Deposit automatically deposits the employee’s payroll check into any account at any banking facility designated by the employee. Direct Deposit forms are available in the Human Resources office upon request.
Jackson Hospital is a qualified employer, which makes available to employees the privilege of membership in Tyndall Federal Credit Union of Panama City, FL. Since the credit union is a separate business not connected to the hospital, it is the employee’s responsibility to establish an account with the credit union by applying for membership. Membership forms and information are available in the Human Resources office.
Tax Sheltered Annuities
Jackson Hospital offers a special type of retirement plan that allows employees to put aside before-tax dollars to defer taxes on everything they earn. These special plans are called Tax Sheltered Annuities (TSA’s) and they are offered through payroll deduction. Information on TSA’s is available in the Human Resources office upon request.
A group medical insurance program is available to regularly scheduled full-time employees. Insurance coverage begins with the first day of the month following 30 days from the date of full-time, regular employment. The employee pays a portion of the premium with the hospital paying a portion as well. If family coverage is desired, the employee must pay the additional premium, which applies to the additional insurance.
Medical plan benefits for eligible employees and their dependents are described in detail in the summary plan description, which is available to all eligible employees. Employees should understand that plan eligibility does not necessarily mean coverage for all medical treatments or procedures. In addition, under changed circumstances employees may be responsible for contributing to the cost of increased premiums.
Employees who leave employment with Jackson Hospital may have the option to continue medical benefits under the federal statute known as COBRA. Upon termination, the Human Resources office will attach to the employee’s last paycheck information regarding COBRA options. In certain situations, it will be necessary to mail this information to the employee’s last known address.
Life and AD&D Insurance
Eligible full-time employees are entitled to Term Life and Accidental Death and Dismemberment insurance at no cost to the employee. Employees may purchase additional term life insurance on their spouse and/or children. Effective dates and eligibility are the same as those of the group medical plan.
This insurance is payable in a lump sum or installment basis to beneficiaries in the event of an employee’s death. Employees will be required to notify the Human Resources office of intended beneficiaries or changes in existing beneficiaries.
The hospital also makes available to regularly scheduled full-time and part-time employees, a universal life insurance plan. The plan is administered solely through the company and the hospital does not pay any portion of the premium on behalf of the employee. Enrollment in the plan is offered on a yearly basis with dates and time posted hospital-wide.
The hospital offers a dental plan that is available to all full-time employees. Employees have two options for coverage that they can choose from. The hospital pays 75% of the premium and the employee pays 25% of the premium. The premium is payroll deducted if the employee elects coverage.
Long Term Disability
Long Term Disability insurance is available to all full-time employees who have completed six (6) months of employment. A proposal for coverage is given to the employee at the end of the eligibility period. Information on the Long-Term Disability program is available in the Human Resources office.
The hospital recognizes the value of a well-educated, well-trained, work force. The hospital also recognizes the need to continually update and enhance the knowledge and skills of employees. The hospital supports several methods of knowledge and skill development for employees.
The Inservice Education Director frequently conducts continuing education classes at no charge to the employee. Some of the subjects are open to all employees while others may be of a technical nature offered to specific employee groups.
Watch the bulletin boards for announcements concerning these in-house training programs.
The hospital pays the direct costs related to expenses for employees to attend authorized outside seminars, conventions, courses, and conferences.
Each education/travel request will be evaluated for approval through the employee’s department manager or supervisor.
In general, approval may be given if the course of study:
- Directly relates to the employee’s present job and will enhance knowledge and skills in that area, or
- Will enhance the employee’s potential for advancement with the hospital.
Employees hired prior to January 1, 1996, are covered under the State of Florida Retirement System. Employees hired after January 1, 1996, are eligible to participate in the Valic Annuity Plan Retirement Program. Details are available in the Human Resources office.