Crouse Benefits for Non-Union Employees

The majority of these positions are considered non-union, but there are exceptions. Your Human Resources recruiter can verify your status as a union or non-union employee.

Some examples of non-union positions include:

• Managers
• Physicians
• Physician Assistants
• School of Nursing Faculty
• Care Coordinators
• Chemical Dependency
• Educational Services
• Finance/Payroll
• Human Resources
• Information Technology
• Pharmacists
• Physical Therapists
• Security Officers

Medical Insurance
New employees are offered the Crouse Choice Plan. Benefits are available the first of the month following the date of hire if signed up for within ten days of orientation. Employees can add or modify health benefit elections during the hospital’s annual open enrollment period. To view a list of preferred providers, see the How to Find a Crouse Domestic Network Provider link below or contact our health insurance administrator, Excellus BlueCross BlueShield at 1-855-737-0760.

Non-Union Medical Plan

Non-Union Insurance Rate Chart 2024

Non-Union Choice Plan Single and Family Summary of Benefits

Non-Union Choice Plain Employee + 1 Summary of Benefits

How to Find a Crouse Domestic Network Provider

Creditable Coverage Disclosure for 2024

Children’s Health Insurance Program Notice

Summary of Material Modification

CAA Transparency

Blue Cross Blue Shield Global Core

Hospital Discount
Employees receive a 25% discount on their gross bill for inpatient and outpatient services performed at Crouse Hospital. This discount is applied toward an employee’s cost after the employee’s insurance company has paid its portion of the bill. This discount extends to services provided for employees and dependents residing in the same household.

Dental Insurance
Employees are offered a choice of dental plans. For new employees, dental benefits are available the first of the month following the date of hire if signed up for within ten days of orientation. Employees can add or modify dental benefit elections during the hospital’s annual open enrollment period.

Non-Union Dental Comparison

Non-Union Insurance Rate Chart 2024

Vision Coverage

For new employees, vision benefits are available the first of the month following the date of hire if signed up for within ten days of orientation. Employees can add or modify vision benefit elections during the hospital’s annual open enrollment period. To view a list of preferred providers, contact our vision insurance administrator, Davis Vision, at 1-800-999-5431.

Non-Union Vision Plan

Non-Union Insurance Rate Chart 2024

Allowable Benefit Changes

After the initial sign up period for new hires, employees may make changes in their coverage in the hospital-sponsored medical, dental, and flexible spending plans during the hospital’s designated enrollment periods. In addition, employees may be allowed to make certain benefit changes as a result of experiencing a change in family status, including

• Marriage
• Divorce
• Separation
• Death
• Birth/Adoption
• Spouse/Dependent loss of coverage

Notification of a qualifying event must be made within 30 days of experiencing the event. Proof of qualifying event will be required.

Onsite Employee Pharmacy
Crouse Hospital’s Employee Pharmacy is conveniently located on the basement level of the Memorial unit. Purchases can be made with cash, check, credit card or through payroll deduction. Employees who do not participate in hospital medical coverage may purchase prescriptions at hospital cost.

Employee Health Office
Crouse Hospital’s onsite Employee Health Office provides quality care for employees, while also promoting occupational health and safety.

Services include:

• Evaluation of work injuries including exposures to blood-borne pathogens
• Annual Flu Vaccines
• RTW (Return to Work) clearance
• Evaluation and treatment of minor illnesses
• Ergonomic referrals

New hires will have an allotment of PTO days given to them on date of hire. The number of PTO days will be based on the total number of PTO days for the position based on year 0-1. (See charts below)

PTO days will be prorated based on the number of pay periods left in the calendar year of hire. On January 1st of the next year, the full allotment of days for the position based on the 0-1 years of service amount will be issued.

Part-time employees will have their allotted PTO days prorated based on their FTE value.

Employees may carry over up to a maximum of 40 hours of unused PTO days each year.

Physician PTO days are allotted based upon individual contracts.

College of Nursing Faculty will receive 10 PTO days (12 for 12 month employee) annually.

Hourly – Full Time

Exempt and Supervisors – Full Time

Managers/Directors/Chiefs – Full Time

Holidays
Full-time employees are eligible for 6 paid holidays beginning the first of the month following the date of hire. The holidays are: New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day and Christmas.

Bereavement Leave
Full-time and part-time employees may take up to three days for the death of an immediate family member. An additional two days of paid or unpaid time may be taken in the event of the death of the employee’s spouse, domestic partner, parent or child.

Military Leave
Full-time employees only who are in the National Guard or Reserves are paid the difference between their base-rate wages and their military pay for mandatory annual military reserve training duty.

Jury Duty
Upon completion of the probationary period, full-time employees only are paid their full base-rate salary to serve as jurors to a maximum of 10 scheduled workdays per year. Part-time employees will be paid on a pro-rated basis.

Life Insurance & Accidental Death & Dismemberment Coverage (AD & D)
Full-time and part-time employees working 20 hours per week or more receive no cost life insurance and accidental death & dismemberment benefits that equal 1.5 times their annual salary, up to a maximum of $100,000. The life insurance benefit is reduced by 67% of coverage at age 70 and 50% at age 75.

Non-Union Basic Life and AD&D Full Time and Part Time over 20
Non-Union Basic Life and AD&D Part Time less than 20 hours

Non-Union Accelerated Death Benefit
Accelerated Benefit Form
Accelerated Death Benefit NYS Amendment
FT after 8/12/19 Non-Union Life Insurance Policy
FT prior 8/11/19 Non-Union Life Insurance Policy
PT Non-Union Life Insurance Policy

Optional Employee & Dependent Life & Accidental Death & Dismemberment (AD & D)
At the time of hire, employees may also purchase additional protection for themselves for up to 3 times their basic annual earnings without evidence of insurability or up to $500,000 with evidence of insurability for low per paycheck costs. Evidence of insurability will be required for enrollment, following employee’s initial date of hire.

At the time of hire, employees may also purchase additional protection for their spouse at 50% of the employee’s option amount up to $25,000 without evidence of insurability or $150,000 with evidence of insurability for low per paycheck costs. Employees may also purchase up to $10,000 for each dependent child. Evidence of insurability will be required for initial enrollment, following an employee’s initial date of hire.

Non-Union Optional Life Highlights
Non-Union Optional ADD Highlights
Non-Union Farmington Supplemental Life

Short-Term Disability
Full-time and part-time employees working 20 hours or more per week will be provided at no cost a short term disability policy for non-work related illness or injuries. The benefit pays 40% of the employee’s base weekly earning to a maximum of $1,000 after a 14-day waiting period. The benefit is payable to a maximum of 26 weeks. At the time of hire, employees have the option to purchase up to an additional 20% or 30% in short term disability coverage at low per paycheck costs without evidence of insurability. Evidence of insurability will be required for enrollment following an employee’s initial date of hire.

STD Disabililty Core and Buy-Ups
Non-Union Farmington Supplemental Disability

Tuition Assistance
Crouse Hospital will reimburse employees for a maximum of 15 credit hours per calendar year for approved courses in accredited educational programs. Full-time employees are eligible to apply for reimbursement up to $500 per credit hour for graduate degree courses and up to $400 per credit hour for undergraduate degree courses. One hundred percent (100%) of the first $1,000 and 50% of the remaining cost will be paid for non-credit certification course (i.e., CASAC, Microsoft Certification) up to a maximum of $1,750.

Part-time employees working a regular schedule of at least 20 hours per week are eligible to apply for reimbursement up to $400 per credit hour for graduate degree courses and up to $300 per credit hour for undergraduate degree courses. One hundred percent (100%) of the first $500 and 50% of the remaining cost will be paid for non-credit certification course (i.e., CASAC, Microsoft Certification) up to a maximum of $1,250.

Employees must work one year after the date tuition aid was last granted or the tuition aid must be refunded to the hospital.

Non-Union Tuition Discounts Offered to Crouse Employees

Non Union Tuition Aide Program Summary

Non-Union Tuition Aid Application

Tuition Assistance for Crouse Hospital College of Nursing
Full or partial reimbursement is available for employees, their spouses, and any dependent children in the Crouse Hospital College of Nursing. Benefits and eligibility are based on the employee’s number of years of service on a full-or part-time basis.

Full-time Employees

• 50% paid tuition for those employed up to 4 years.
• 100% paid tuition for those employed 4 years or more.

Part-time Employees

• 50% paid tuition for those employed 4 to 8 years.
• 100% paid tuition for those employed more than 8 years.

Healthcare Flexible Spending Accounts
Employees may elect to contribute up to $3,200 each calendar year to the Health Care Flexible Spending Account to be used for out-of-pocket medical, dental, and vision expenses. Expenses that are reimbursed through the Health Care Flexible Spending Account are not subject to federal or New York State income tax or Social Security tax (FICA). Any health expenses (except premium payments) that are deductible for federal income tax purposes and cannot be paid under any health insurance plan are eligible for reimbursement.

Internal Revenue Service Publication 502 lists these eligible expenses. Any money left in your Health Care Flexible Spending Account following the end of any calendar year cannot be returned to the employee or carried over to meet the following year’s expenses. IRS regulations stipulate that remaining balances must be forfeited. However, claims for expenses that are incurred during the previous calendar year can be submitted until March 31 of the following year.

Examples of eligible expenses include, but are not limited to:

• Items not covered by your medical dental and vision insurance, such as deductibles, co-insurance amounts, excess over reasonable and customary charges, excess over scheduled or annual maximums, routine physicals, immunizations, and over the counter drugs.
• Vision expenses, including exams, prescription eyeglasses, contact lenses and Seeing Eye dogs.
• Hearing expenses, including exams and hearing aids.
• Mental health or substance abuse treatment provided by a licensed practitioner.

Non-Union Flexible Spending Account Overview

How Your FSA Supports Healthy Living

Dependent Care Flexible Spending Accounts

Employees may elect to contribute up to $5,000 each calendar year to the Dependent Care Reimbursement Account.

Expenses that are reimbursed through the Dependent Care Reimbursement Account are not subject to federal or New York State income tax or FICA tax. The Dependent Care Reimbursement Account can only provide reimbursement for dependent care expenses incurred so that employees (and their spouses, if applicable) can work, look for work, or attend school full-time. Employees may also use the account to pay for dependent care expenses incurred while they work if their spouse is disabled. Any money left in either the Health Care Reimbursement Account or the Dependent Care Account following the end of any calendar year cannot be returned to the employee or carried over to meet the following year’s expenses. IRS regulations stipulate that remaining balances must be forfeited. However, claims for expenses that are incurred during any calendar year can be submitted until March 31 of the following year.

Eligible dependents include: dependent children under the age of 12, a disabled spouse or another disabled dependent and elderly parents who are physically or mentally unable to care for themselves. However, to be reimbursed through the Plan an employee must claim a personal exemption for the dependent(s) for federal income tax purposes.

The dependent care expenses that can be reimbursed through a Dependent Care Reimbursement Account are the same as those eligible for the federal dependent care tax credit. Qualified dependent care expenses cannot be applied to both the reimbursement account and tax credits. Examples of eligible expenses include payments to: day care centers, nursery schools, personal baby-sitters, live-in help (whose primary function is dependent care) and elder care providers. Payments to the employee’s own child age 19 or younger or to any other dependent they claim for tax purposes are not eligible expenses.

Transportation Reimbursement Account

Each calendar year, employees may elect to contribute up to $315 for parking and $315 for mass transit to a Transportation Reimbursement Account. Amounts allowable are increased annually by indexing the original amounts stated under Code Section 132.

Expenses that are reimbursed (expenses for gasoline are not reimbursed) through a Transportation Reimbursement Account are not subject to federal or New York State income tax or FICA tax.

Qualified expenses include parking facilities not sponsored by Crouse Hospital and any pass, token, fare card, voucher or similar item entitling you to use mass transit to commute to work.

401(k) Benefits
Employees of Crouse Hospital have the opportunity to contribute a portion of their income, subject to tax code limits, to a 401(k) Plan. Contributions to the 401(k) Plan, as well as interest accumulating,  are tax-deferred—employees do not pay federal income tax on 401(k) savings until they receive benefits.

Automatic Enrollment
New employees will have 4 percent of their pay automatically withheld from their paychecks and will have 30 days from the date of hire to either cancel or increase their contribution amount. The plan includes a matching feature from the Crouse Hospital, as well as an annual profit sharing contribution. For employees who choose not to make contributions to the plan, they are still eligible for the annual profit sharing contribution as long as they meet the standard requirements. The 401(k) has a vesting schedule related to the hospital’s contributions. You are always 100% vested with your individual contributions. For complete details about this plan, please contact Human Resources at 315-470-7521.

Automatic Escalate
Following one (1) year of participation in the plan, the contribution will automatically increase by 1% on the 1st of January following completion of one (1) year. The contribution will increase by 1% each supplemental year up to a maximum of 8%.

Non-Union 401k Enrollment Instructions

Shift Differentials
Hourly non-union employees are paid shift differentials, which are calculated as a percentage of the base hourly rate.

Call Time Pay
Call time pay is $6.00 per hour. If called into work, non-union employees must work a minimum of four hours at the regular pay rate, plus applicable shift differential.

Overtime Pay
Hourly employees will be paid time-and-one-half of their regular hourly pay rate for all hours worked in excess of eight, ten or 12-hour shifts or 40 hours per week (or the normal full-time schedule for other than eight-hour shifts). Overtime pay is received in the next paycheck.

Pay Period
Employees are paid every other Monday. The amount paid includes all hours worked during the two weeks prior to the preceding week, beginning on a Sunday and ending on a Saturday.

Direct Deposit
Direct deposit is available at a number of local banks and credit unions. Direct deposit can be made to more than one bank account. Click here to obtain a direct deposit form.

Crouse Hospital Credit Union
The Crouse Hospital Federal Credit Union offers many services, including savings, loans, draft checking and holiday clubs. They also organize quarterly out-of-town, overnight sightseeing bus trips.

Optional Voluntary Benefits
Employees can purchase auto, homeowner and pet insurance at discounted rates through Liberty Mutual.  Call Liberty Mutual for a quote at 315-233-9518.  Employees can also purchase supplemental life, disability, critical illness and group legal coverage at discounted rates through the Farmington Company.  Call Farmington for a quote at 1-800-621-0067.  Payroll deductions are available for these benefit options.

Employee Assistance Program (EAP)
HelpPeople, the hospital’s employee assistance program, provides free, confidential assistance and counseling for a wide range of personal issues to employees and their dependents. Free shuttle service is provided from the hospital to HelpPeople during regular business hours

Helping Our Own
Monetary assistance and loans are available for employees facing certain hardships. Please contact Human Resources at 315-470-7521 for details.

Parking
Parking and shuttle bus service is available at Crouse Hospital sponsored parking lots. Employees may pay for parking through payroll deduction and can elect to have the deduction withdrawn on a pre-tax basis.

Cafeteria Discount
Employees receive a discount on all items sold at the Clocktower Café. Payroll deduction is available for all purchases. Employees working on Thanksgiving and/or Christmas receive a free meal on those days.

Employee Health Office

Crouse Hospital’s onsite Employee Health Office provides quality care for employees, while also promoting occupational health and safety. Services include:

• Evaluation of work injuries including exposures to blood borne pathogens
• Annual Flu Vaccines
• RTW (Return to Work) clearance
• Evaluation and treatment of minor illnesses
• Ergonomic referrals

Employee Recognition Program
Recognizing team members for a job well done is tightly woven into the Crouse culture. Employees are recognized all year long for going “above and beyond” with the Simply the Best awards program. During employee recognition week each May, employees who’ve reached milestone years of employment service are acknowledged. A festive picnic is also held for all employees to celebrate the hospital’s teamwork and accomplishments.

When do I select my benefit plans?
A benefits presentation will be provided during your hospital orientation and you will select your benefits plan at that time.

How do I find a list of providers for my health plan?
How to Find a Crouse Domestic Network Provider

How can I find out about what my insurance covers?
Click here for coverage information.

If I am a new employee, how soon will I receive my insurance cards?
Generally, Excellus will mail out the insurance cards within 10 days from the date the coverage is effective.  For example, if your coverage is effective Oct. 1, you should have your Excellus cards no later than Oct. 10.  If you have any issues, please contact Human Resources at extension 17521.

Health Benefits, Flexible Spending, Life Insurance, Retirement and 401k
Michelle Murphy – 315-470-2301

Disability, Family Medical Leave Act, Paid Family Leave Act, Workers’ Compensation
 Tracey Tortorello – 315-470-2986