BENEFITS OPEN ENROLLMENT

Benefits open enrollment ends Monday, November 29th at 11:59pm. Don’t forget to log into UKG.

What important things do I need to know about this year’s open enrollment?

• This is a passive enrollment year. Meaning, you do not need to do anything to your benefits enrollment if you want everything to stay “as is”. The ONLYexceptions to this are if you are enrolled in our Health Savings Account program. This program has government stipulations stating that you MUST enroll in this plan annually every year. If you select passive enrollment, you will still see the new rates starting with your first paycheck of 2022.

• We are switching dental providers for the premium plan only from Delta Dental to United Health Care (UHC). If you were enrolled in the premium dental plan last year and choose the passive enrollment, you will automatically be switched to the premium UHC plan.

• Prescriptions costs will go up slightly in 2022. gone up slightly in cost. A Tier 1 prescription this past year (2021) under UHC Care cost $10. It will now cost $15 in 2022. Additionally, we added a Tier 4 prescription level for UHC for some of the more brand name, expensive prescriptions.

• To avoid employees from using the Emergency Room as a means to receive preventative care or primary care (in which they should be seeing their Primary Care Physician), we have increased our Emergency Care Room fee from $300 to $500 for most plans.

• There is NO cost increase in our supplemental life insurance and disability insurance coverage!

• Deductions will be seen in all 26 paychecks for bi-weekly employees and 52 checks for weekly employees.

Anniversaries & Birthdays

November/December Birthdays

Paul Reynolds - 11/6

Judy Leonard-Darnaby - 11/9

Julie DaWalt - 11/17

Dave Helman - 11/22

Karen Jarboe - 11/25

Bikas Shrestha - 11/26

Paul Reynolds - 11/29

Kelly Schnorrbusch - 11/30

Lynette Savidge - 12/3

Terry Fitch - 12/12

Holly Young - 12/16

Dan Fritz - 12/15

Justin Schnettler - 12/17

Toni Martinez - 12/22

November/December Anniversaries

Vanessa Pennaherrera - 11/3 - 8 years

Jordan Tawney - 11/4 - 2 years

Nicole Carter - 11/5 - 3 years

Jon Campbell - 11/10 - 24 years

Dan Fritz - 11/12 - 38 years

Dave Helman - 11/15 - 34 years

Stephanie Doherty - 11/28 - 16 years

Dawn Marshall - 12/10 - 19 years

Tauri Channell - 12/21 - 8 years

Ethan Wheat - 12/28 - 9 years

PTO Payout Upon Termination

As you are all aware, we entered a new era of PTO policy right after the Labor Day holiday. Effective 9/5/2021, we changed our policy that an employee must officially resign from the company in order to get any accrued and earned PTO paid out upon termination. (Unless otherwise directed by state law).

Coming up on one month since this policy was implemented… we just wanted to update you on a few things.

• First, it is really important that if an employee has notified you that they quit, regardless of how they notified you, you should use the Termination Reason: RESIGNATION when you go to terminate the employee in UKG.

• Keep in mind, under at-will employment law, an employee doesn’t need to give any length of notice - as long as they inform you in some manner that they intend to never come back. So, for example, the employee that says “I quit”, or texts you and says “I won’t be back - can no longer work the schedule”, or leaves you a post it note that says “I resign”… are all examples of someone “giving notice”. While it’s disappointing and not very professional to just up and quit, these could all be used in the unemployment world as “giving notice” and therefore a resignation.

• The employee who stops showing up with no communication, especially after you’ve attempted to call or text them, is definitely NOT a resignation and should be handled as a true no call no show/job abandonment situation and would make them ineligible, if applicable, to not have their PTO paid out. A good practice is to use the Notes field to capture your attempts to contact the employee either via phone or text, (ie. “Called the employee on 9/26, texted on 9/27, have not heard back as of 9/28. TR 9.28.21”). Just be sure to only include facts, not opinions as this information is discoverable.

Remember, this new policy is a cost savings to your location when applied to those who truly abandon their job. If you ever have questions about how a termination should be coded in the system, by all means, just ask your HR team! We are here to help!