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Benefits, Interviewing and Coaching & Counseling. All employees are eligible the 1 st day of the month following 60 days of employment Hired 05/12/2008 Benefits effective date 08/01/2008 Deductions are taken out of pay one month ahead of benefits effective date Effective 05/01/2008
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All employees are eligible the 1st day of the month following 60 days of employment Hired 05/12/2008 Benefits effective date 08/01/2008 Deductions are taken out of pay one month ahead of benefits effective date Effective 05/01/2008 Deductions start coming out the first check in April Benefits will continue until the last day of the month upon termination Last day worked 05/12/2008 Benefits end 05/31/2008 Employees can only add and/or cancel coverage: At their initial eligibility date Within 30 days of a life event Marriage, divorce, birth, adoption or death Within 30 days of a loss of other coverage At Open Enrollment (10/01) BENEFITS
Health In-Network Benefits • Annual deductible • $1000 per individual / $2000 per family • Out-of-pocket maximum • $3000 per individual / $6000 per family Office visit = $25.00 per visit Specialist Office visit = $40.00 per visit Urgent care visit = $50.00 per visit Emergency care visit = $250.00 per visit Hospital inpatient = 20% after ded Mental Health / Rehabilitation out patient = $40.00 per visit Employees can view their benefits, find a physician, print temporary ID Cards and much more at www.myuhc.com Biweekly cost of Health Benefits Employee Only - $40.80 Employee + One - $113.73 Employee + Family - $156.73
Dental • Annual deductible of $50/person and $150/family (waived for Preventative and Orthodontics) • WITH Orthodontia - Network Benefits • 100% of Preventative Care • Exam, Cleaning & X-Ray once every six months • 90% of Basic Dentistry • Fillings, Extractions, Oral Surgery, Endodontics (root canal therapy) and Periodontal • 50% of Major Dentistry & Orthodontics • Annual Max • - $1500 dental • - $1000 for orthodontia • WITHOUT Orthodontia – Network Benefits • 100% of Preventative Care • 80% of Basic Dentistry • 50% of Major Dentistry • Annual Max • - $1000 dental Employees can find an in-network dentist at www.totaldentaladmin.com Biweekly cost of Dental Benefits WITH Orthodontia Employee Only - $13.51 Employee + One - $28.02 Employee + Family - $43.27 WITHOUT Orthodontia Employee Only - $11.28 Employee + One - $22.16 Employee + Family = $34.22
Vision • Network Benefits • $10 co-pay / office exam • Every 12 months • Frames • $100 allowance plus 20% of balance over $100 • Every 24 months • Lenses • $10 co-pay • Every 12 months • Contact Lenses • $115 allowance plus 15% of balance over $115 • Every 12 months • 15% discount off of Lasik or PRK Employees can view their benefits and find providers at www.eyemedvisioncare.com Biweekly cost of Vision Benefits Employee Only - $3.09 Employee + One - $5.85 Employee + Family - $8.58
Life Insurance & Short Term Disability Mutual of Omaha Life Insurance Maximum Guaranteed Coverage Amounts Employee - $130k (not to exceed 5 times annual salary) May elect up to 5x annual salary but not to exceed $500k in increments of $10k Spouse - $25k May elect up to 100% of employee coverage in increments of $5k Child - $10k per child Any amount elected over the guaranteed coverage amount will require Evidence of Insurability and approval by Mutual of Omaha. • Short Term Disability • Covers 60% of employees base wages while out for an extended period of time due to an illness • Waiting period 7 days • Covers up to 12 weeks of leave • Pre-existing conditions will not be covered under this plan
401k Employees can view their account balance, manage and check the status of their account at www.principal.com All employees working 20+ hours per week are eligible to contribute Starting the first quarter following 6 full months of employment (must be 21 years of age to contribute) Employees can rollover contributions at any time Annual maximum amount of contributions for 2013 = $15,500
EFFECTIVE REFERENCE CHECKS • Always get permission from the employee to check references • DO NOT check references until you have made a conditional offer of employment • Ask for professional references • Avoid personal references • Professional references will be more accurate than a personal reference • Previous supervisors should know the applicants working habits • The more references, the better • Do all reference checks by phone • A persons tone of voice can tell a lot • Reference checks should cover the most recent 5-7 years • Ask open ended questions • Ask follow up questions • If a reference won’t talk, ask the applicant for another reference • The burden is on the applicant to provide references
INTERVIEW TIPS • Interview with another person. It is best to have at least two opinions on the applicant • Take good notes • Don’t volunteer information when asking questions • Always ask Open Ended Questions • “Tell me about yourself.” • “Give an example of when your persistence had the biggest payoff?” • Look for positive answers • Never ask questions pertaining to: • Marital status, Parental status, Age, National Origin, Race or Skin color, Religion or Creed, Criminal Record and Disability.
Test their skills • Leasing Applicants: Role play with yourself as a prospective resident • Maintenance: A resident known as a chronic complainer calls late at night to report a gas odor in their building. How should you respond? • Assistant Manager: Ask them to complete a “non-confidential” task in the rent tracking system • Be accurate in describing the position • Have a list of job duties for the employee to view • You can ask if they are able to perform the specific duties of this job • Thank the applicant for their time • Send a letter to all interviewees once you have filled the position
COACHING & COUNSELING • Recognize the good things your employees do (prevent the need for counseling & reward good behavior) • Let them know when they have done something good • Make others aware of their achievement • Don’t wait until you are ready to fire someone to counsel them • Provide coaching & counseling at the first sign of a problem • Be clear as to what it is that they are doing incorrectly • Don’t be afraid to use more than one page to list needed improvements • Give “constructive” criticism • Give your employees goals • Set a date or timeframe for the goals to be completed by • Give your employee consequences if they do not meet their goals • Decline vacation, Probation, Termination
Get the employees feedback • Find out what they need to improve their job performance • Follow up with your employees • Discuss their improvements or continued need for improvement • Make sure the counseling form is signed by both the employee and supervisor. • Try to have a witness (do not use a peer as a witness) • If they refuse to sign it, indicate this on the form • Speak to your employees confidentially • Three write-ups = termination • 1st = Verbal Warning (document all verbal counseling's) • 2nd = Written Warning • 3rd = Suspension • Termination • Be a good example to your employees • Always try to suspend an employee before termination • This proves that they know their job is in jeopardy • The employee should have already terminated themselves
Questions? Always feel free to contact Sheena at (801)676-1646 or email s.arb@amcllc.net.