Benefits
Hebrew SeniorLife is committed to matching the dedication and skill of each member of our team with a comprehensive benefits package designed to help them enjoy a satisfying career and a full life. These benefits include:
Health & Dental Insurance
Through Harvard Pilgrim Health Care, we offer an HMO plan and a PPO plan to employees regularly scheduled to work a minimum of 24 hours per week. For full-time employees, we cover 80 percent for HMOand 58 percent for PPO of the insurance premium for both individual and family plans, and employee contributions are paid on a pre-tax basis. Harvard Pilgrim Health Care provides comprehensive coverage, including preventive care benefits, fitness reimbursement, and a prescription drug program. Eligible employees may begin health insurance coverage on the first day of payroll after their first 30 days.
We also offer two dental insurance plans upon date of hire through Delta Dental. Available to employees regularly scheduled to work a minimum of 24 hours per week, our individual and family plans cover 50 percent of the insurance premium. Employee contributions are paid on a pre-tax basis. Eligible employees must enroll within one month of hire date or benefits eligibility date.
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A flexible spending plan is available upon date of hire for employees to deduct pre-tax savings from their earnings to cover eligible unreimbursed medical (e.g. dental and vision) and/or dependent care (e.g. day care) expenses. The plan allows employees to increase their take home pay, reduce taxable income, and pay for qualifying expenses with a debit card. Employees may set aside an annual maximum of $2,500 for medical expenses and $5,000 for dependent care expenses. To participate in the plan, employees must enroll for the plan within one month of hire or benefits eligibility, and must re-enroll each year during open enrollment (April 1).
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After three months of employment, full-time employees become eligible for group term life insurance coverage equal to one time the employee's annual base salary, up to a maximum of $100,000. Eligible employees are also entitled to Accidental Death and Dismemberment (AD&D) insurance at no cost. In addition, eligible employees may purchase additional term life insurance coverage at group rates through the convenience of payroll deduction.
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Long-Term Disability Plan
Long-term disability insurance is available to full-time employees afterthree (3)months of service at no cost. After 180 days of disability, the protection provides 60 percent of pay up to a maximum of $2,500 per month.
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Upon hire, eligible employees may make pre-tax contributions to Hebrew SeniorLife's 403(b) plan up to set IRS limits. After one year of service, HSL will match fifty cents on the dollar for the first 4 percent of employee contributions made to the plan. To be eligible to receive matching contributions, employees must have attained age 21 and have worked 1,000 hours during their first year of employment. If, on their first anniversary of employment, they have not completed 1,000 hours, eligibility becomes the January 1st following completion of 1,000 hours worked in any given Plan Year. The plan is managed and administered by Diversified Investment Advisors, and offers a choice of 13 mutual funds in which employees may invest their contributions and employer match. For those wishing to invest their savings into mutual funds that are not part of HSL's plan, a Schwab window is also available. The Schwab window gives employees access to thousands of mutual funds for an additional fee.
HSL's plan also features a discretionary annual employer contribution. Through this feature, HSL may contribute up to an additional 2 percent of earnings to eligible employees' retirement savings plan accounts. Employees 21 years or older who work a minimum of 1,000 hours a year are eligible for a discretionary contribution even if they chose not to make pre-tax savings contributions of their own through the plan. Employees invest the discretionary contribution in the same 13 mutual funds offered in the salary deferral portion of the plan.
Both company matching and discretionary contributions are vested over a four-year period. Employee contributions are always 100 percent vested.
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*Please note, the following time off benefits do not apply to Orchard Cove, Jack Satter House, Center Communities of Brookline, and Simon C. Fireman Community. For information regarding time off benefits for these sites, please contact the Human Resources Department.
Vacation: The amount of vacation time accrued by full-time employees is determined by their position at the following initial accrual rates: 12 days/year for most non-exempt employees (some non-exempt professional positions requiring state licensure accrue 15 days/year); 15 or 20 days/year for exempt employees (based on position). Vacation time is pro-rated for employees regularly scheduled to work 24-39 hours per week. Vacation time is accrued each pay period. Employees are eligible to draw from their accrued vacation time balances aftersix (6)months of service. Employees may carry a maximum vacation balance equal to 1.5 their annual accrual rate. If vacation balance reaches this limit, employees stop accruing vacation time. Unused vacation time is paid upon termination of employment.
Holidays: HSL provideseight (8)paid holidays per year for full-time employees who are regularly scheduled to work 40 hours per week. Part-time employees regularly scheduled for 24-39 hours per week receive a pro-rated amount of paid holiday time. Eligible employees who work any of the six "major" holidays are paid at time and one-half plus they receive a day off with pay; the remaining two holidays are paid at straight time in addition to a day off with pay.
Personal Days: Afterthree months of service, full-time employees receive two (2) personal days a year, which must be used by December 31 annually or be forfeited. Employees regularly scheduled for 24-39 hours per week receive personal days on a pro-rated basis.
Sick Time - Attendance Incentive Program: HSL offers eligible employees an Attendance Incentive Program (AIP) that features the flexibility of using accrued time off for illness and other personal matters. Employees' accrued AIP time is equally divided into two accounts: AIP and Long-term Illness (LTI). AIP time may be used to pay employees for a period of less than three (3) days. An employee's LTI bank is used for illnesses lasting longer than three (3) days. Employees may cash out unused AIP time. LTI time is forfeited upon termination. AIP and LTI time carry over from year to year. Full-time employees accrue 12 total AIP and LTI days per year. Employees regularly scheduled for 24-39 hours a week receive a pro-rated amount of AIP and LTI days. Eligible staff must be employed forthree months to be eligible to use accrued AIP and LTI time.
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Tuition Reimbursement & Scholarship Programs
After threemonths of service, employees who areregularly scheduled for 36 to 40 hours per weekare eligible for tuition reimbursement of up to $1,000 per fiscal year. Employees regularly scheduled for 24 to 35hours or more per week may receive $500 reimbursement per fiscal year. Pre-approved courses must be career related, offered by an accredited academic institution, or provide continuing education units (CEUs).
Scholarships are also available for HRC employees and children or spouses of HRC employees who are working toward a college degree. Those interested may apply for a Nursing, Allied Health, or Employee Scholarship to receive financial assistance and support in pursuing their careers.
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Group Property & Casualty Insurance
HSL employees have access to quality insurance coverage at affordable group rates for all personal property, including auto, home, condominium, renters, and even boat insurance. Employees may pay for insurance through the convenience of payroll deduction at no cost.
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Verizon: HSL Employees are eligible to receive an exclusive 22 percent discount off regular Verizon Wireless calling plan prices.
Discount Tickets: HSL offers valuable discounts on tickets for Showcase and AMC Cinemas, Loon Mountain, Cranmore Mountain, and Waterville Valley ski parks, as well as Canobie Lake Park, Water Country, and Six Flags amusement parks.
BJ's Memberships: Discounted BJ's Wholesale Club memberships are available to all employees.
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HSL provides free onsite parking to all employees and offers a complimentary valet service when necessary. We also offer an MBTA Program, which enables employees to purchase passes onsite through payroll deduction.
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Career Development Program
HSL offers a dynamic Nursing Career Development Program to staff members interesting in improving their existing skills or preparing to enter a college-level licensed practical nurse (LPN) program. HSL provides program participants with a stipend to cover their salaries for the hours spent in the classroom instead of working.
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The Treasure Chest is a bimonthly employee appreciation program open to regularly scheduled staff at all HSL sites who meet the program's eligibility requirements. The structure of the program is a bimonthly drawing in which incredible prizes will be awarded to all winners. The Treasure Chest is one of the ways in which HSL seeks to recognize the value of its staff and the important role they play in the success and growth of the organization. It is a program not found in any other Boston health-care institution!
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Hebrew SeniorLife's Employee Lifeline Program (H.E.L.P.) was created to help employees who are facing personal hardships that have negative financial consequences. The program provides some financial assistance to employees who meet the program's eligibility requirements. Eligible beneficiaries include allstaffwho have been employed at HSL for a minimum of six months, are in good standing, and work for a minimum of 1,000 hours on an annualized basis.
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We invite disabled applicants who may need assistance in completing an application to do so onsite rather than online, if you prefer.