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2024 DHMF BENEFITS SUMMARY

SEIU REPRESENTED EMPLOYEES

BENEFIT ELIGIBILITY PRINCIPAL FEATURES
HEALTH & WELFARE BENEFITS
Eligibility Requirements Part-Time Benefited = 40-62 hours per pay period

Full-Time Benefited = 64-80 hours per pay period
Benefits start on the 1st of the month following 30 days of employment.
Eligible Dependents Spouse or registered domestic partner and dependent children up to age 26 regardless of student status.  
Effective Date for Internal Transfers Inter-Facility Transfers: Benefits under new facility are effective the 1st of the month following the date of transfer. (Employee will remain covered under previous facility’s benefit plans until end of month.). Your Recruiter will notify you if your job transfer has impact to your benefits.
Medical Plans Medical Benefits start at the first of the month following 30 days. HMO & PPO plan options available

Fully Employer paid coverage for employee, spouse and eligible dependants
*Plan options may vary based on where employees work.
Dental Plans New Employees - Eligible first of month following 30 days Dental Plan Options:
CIGNA & Delta
Fully Employer paid coverage for employee, spouse and eligible dependants
*Plan options and/or pricing may vary based on where employees work.


Vision Plans New Employees - Eligible first of month following 30 days Plan Administred by: VSP
Website: www.vsp.com
(800) 877-7195

Life & AD&D Insurance New Employees - Eligible first of month following 30 days Plan Administred by: Prudential
Website: prudential.com
(800) 524-0542
LTD Insurance New Employees - Following 180-day elimination period. Plan Administered by: Lincoln Financial Group
Website: lfg.com
(855) 832-9300

Short Term Disability
(STD) – Employer Paid Plan
Covers up to 60% of your salary for up to 26 weeks.  
Employee Assistance Program (EAP) Immediately Designed to provide a resource to employees and their families. Provides confidential professional counseling up to (8) sessions per year.

The EAP Program to help you and members of your immediate family resolve personal problems. The EAP Program is offered at no charge.
Health Care & Dependent Care
Spending Account
Full-time first of month following 30 days Employees may elect to contribute up to the IRS’s allowable limits:

Maximum contribution up to $2,850 per year of pre-tax dollars into this account for eligible non-reimbursed health care expenses.

Maximum contribution up to $5,000 per year of pre-tax dollars into this account for eligible dependent care expenses.



RETIREMENT PLANNING BENEFITS
Pension Plan You become a participant in the CHI Pension Plan on the first of the month after you complete a year of eligibility service, which is 1,000 hours in the twelve consecutive months following your hire date. Defined Benefit Account Balance Plan. All employees become participants after one year of employment and 1,000 hours worked.

5 year cliff vesting. One year of vesting service credited for each calendar year of 1,000 hours worked. Fully vested after 5 years of vesting or upon reaching age 65 while at CHI.

Annual credits based on compensation and age. Four percent through age 44; 5% age 45-54; 6% age 55 and older. Annual interest credit of 5%.

Normal Retirement date is first of month following 65th birthday. Early retirement at age 55 or older and before age 65 with at least 10 years of vesting.
Retirement Savings Plan Immediately Plan Administered by: Fidelity Investments
Website: netbenefits.com/atwork
(800) 343-0860
Employees can voluntarily elect pre-tax deferrals up to the IRS maximum (max varies by year). Additional deferral opportunities for employees aged 50 or older.

Employer match is 50% of employee contribution up to 6% of pay. Eligible after 1 year of service and 1,000 hours worked. Employees become 20% vested in the matched contributions each year; fully vested at 5yrs


HR POLICY BASED BENEFITS
Paid Time Off (PTO) Eligible employees begin accruing PTO on their first day of employment.

Accrual tier based on anniversary date. Accrual totals shown below are based on assumed 80 eligible hours reported per pay period.
Paid Time Off (PTO) starts accruing on the first day of employment, but may not be used until after 30 days of service.

PTO Accrual Rates are as Follows: (Based on 80 Hour Pay Period)

0-1 Years of Service: 6.616 Hours Per Pay Period/ 21.5020 Days accrued per year
2-3 Years of Service: 6.928 Hours Per Pay Period/ 22.5160 Days accured per year
4-10 Years of Service: 8.464 Hours Per Pay Period/ 27.5080 Days accrued per year
11-20 Years of Service: 10 Hours Per Pay Period/ 32.5 Days accrued per year
21+ Years of Service: 11.544 Hours Per Pay Period/ 37.5180 Days accrued per year
Holidays Holidays are factored into PTO accrual rates and are paid out of the employee’s PTO accruals. Observed Holidays Include:
New Year's Day, Martin Luther King Jr Day, Memorial Day, Fourth of July, Labor Day, Thanksgiving Day, and Christmas Day.
Bereavement Leave   You are eligible for up to 40 hours (based off regularly scheduled hours per week) of bereavement leave per loss in the event of a death in your immediate family.
Jury Duty Employees are eligible for up to a maximum of twenty (20) days
(at the employee’s normally scheduled FTE) to serve on a jury.

Eligible Employees: All regular employees regularly scheduled 20+ hours per week that have completed their orientation period are eligible for pay during jury service as follows.
 
Tuition Reimbursement Plan All benefits-eligible employees who have completed 180 days of employment and are in good standing.

Tuition Reimbursement is available for payment of tuition, books and eligible academic fees incurred for taking coursework as part of the approved program. Up to $5,250 per calendar year for full time employees or $2,625 for part-time. Courses must be related to career field.
 

Equal Opportunity

CommonSpirit Health™ is an Equal Opportunity/Affirmative Action employer committed to a diverse and inclusive workforce. All qualified applicants will be considered for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, marital status, parental status, ancestry, veteran status, genetic information, or any other characteristic protected by law. For more information about your EEO rights as an applicant, please click here.

CommonSpirit Health™ will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c). External hires must pass a post-offer, pre-employment background check/drug screen. Qualified applicants with an arrest and/or conviction will be considered for employment in a manner consistent with federal and state laws, as well as applicable local ordinances, ban the box laws, including but not limited to the San Francisco and Los Angeles Fair Chance Ordinances. If you need a reasonable accommodation for any part of the employment process, please contact us by telephone at (415) 438-5575 and let us know the nature of your request. We will only respond to messages left that involve a request for a reasonable accommodation in the application process. We will accommodate the needs of any qualified candidate who requests a reasonable accommodation under the Americans with Disabilities Act (ADA). CommonSpirit Health™ participates in E-Verify.