It is D19 CSB's policy to offer a comprehensive benefits package for its employees. Full‑time salaried employees are eligible for all D19 CSB benefits.
Part‑time salaried employees are eligible for healthcare benefits at the group hospitalization rate. For qualifying part-time salaried employees, the cost of health benefits will be shared by the employee and employer, with D19 CSB paying one-half of the amount normally paid for a full-time employee. Part-time salaried employees will also accrue prorated annual and sick leave benefits.
For hourly and temporary employees, only workers' compensation and professional liability are available, if appropriate; no other benefits are granted nor are leave credits earned.
It is the policy of D19 CSB to carry liability insurance for claims which may arise from malpractice, personal injury, accidents on premises, and errors and omissions resulting from actions of the governing board.
For those employees who handle and or have responsibility for financial accounting, D19 CSB carries liability insurance accordingly.
8.3 HEALTHCARE INSURANCE AND FLEXIBLE BENEFITS PLAN
District 19 Community Services Board participates in a group hospitalization plan. For full-time, salaried employees, coverage for the individual employee, only, is provided by the Board at no cost to the employee. Additional family coverage is available through the Board's group policy through payroll deductions.
Enrollment in D19 CSB's group hospitalization plan is scheduled for the first working day of each month. For new employees who begin on other than the first working day of the month, enrollment in the group hospitalization plan will become effective on the first day of the following month. Employees who begin on the first working day of the month will be eligible for immediate enrollment.
District 19 Community Services Board is required to remit the monthly hospitalization premium one month in advance of the coverage. Therefore, doubled payroll deductions for newly enrolled employees who desire additional family coverage may be required for a period of up to one month. This will be explained to employees at the time of enrollment or requested change of coverage.
District 19 Community Services Board also offers salaried, full-time employees an expanded benefits package through Colonial Life and Accident Insurance Company. The program adds value to employee benefits with payroll marketing capabilities, innovative programs, and employee-paid products. These programs enhance benefit plans and help control costs. The plans are completely voluntary, and costs associated with the administration of these accounts will be paid for by D19 CSB. The following flexible benefits are offered:
Employees may enroll in flexible benefits plans within 60 days of employment or during open enrollment. Employees will be able to enroll or change their subscriber status for health insurance and the Colonial employee-paid products only during the open enrollment period (June of each year) or if a change in family status, as defined by the IRS, is experienced. The requested change must be consistent with the family status change, and must be submitted within 31 days of the family status change.
Examples of family status change include the following:
8.4 RETIREMENT AND LIFE INSURANCE
Participation in the Virginia Retirement System (VRS) is mandatory for full‑time regular employees. District 19 Community Services Board has elected to pay both the employer's and employee's contributions to retirement and group life insurance through the VRS, thus eliminating any employee payroll deductions for this purpose.
Retirement contributions paid by D19 CSB are based on a percentage of an employee's gross salary, matched with an additional employer share. The percentage amounts are established and amended from time to time by the VRS.
Group life insurance benefits are also made available through the VRS. The amount of group life insurance for each employee is his/ her annual salary rounded up to the next higher thousand and doubled. The group life insurance contribution is a percentage of the employee's annual salary. The percentage amounts are established and amended by the VRS from time to time. Additional life insurance may be purchased through VRS. For additional information, please contact the Human Resources Office for details.
Enrollment for new employees in the VRS retirement and group life insurance plans occurs on the individual's hire date.
When an employee retires from D19 CSB with 15 or more years of service, they will be eligible for a retiree health insurance credit. Under this program, D19 CSB pays a portion of the retiree's health insurance premium. The credit will be a dollar amount, set by the General Assembly, for each year of state service, up to a maximum of 30 years.
If the employee is not covered under D19 CSB's group health insurance plan, but is covered under some other plan, the employee will be eligible for the Alternate Health Credit if they have at least 15 years of service credit with the VRS when they retire. The amount of credit is the same as that available under D19 CSB's existing group health insurance plan.
If the employee has family coverage, either under D19 CSB's group health insurance plan or an alternate plan, the credit received will be applied to the employee's portion of the premium only.
The employee may leave their job and defer their retirement (not drawing a benefit until a later date), and still be eligible for a credit towards their health insurance premium, provided they do not return to covered employment with a non-state employer prior to retirement. The employee will be not be eligible to enroll in D19 CSB's group health insurance plan for retirees if they defer retirement.
Revised 10/23/03
Revised 3/28/02
Revised 12/11/97
District 19 CSB generally observes the same holidays as does the DMHMRSAS. Days designated by special proclamation of the Governor as State holidays will also be observed.
District 19 CSB will observe the following holidays:
New Year's Day |
January 1 |
Lee-Jackson Day |
3rd Friday in January |
Martin Luther King Day |
3 rd Monday in January |
Presidents' Day |
3rd Monday in February |
Memorial Day |
Last Monday in May |
Independence Day |
July 4 |
Labor Day |
1st Monday in September |
Columbus Day |
2nd Monday in October |
Veteran's Day |
November 11 |
Thanksgiving Day |
4th Thursday in November |
Friday after Thanksgiving |
Day after Thanksgiving |
Christmas Day |
December 25 |
Employee's birthday |
Taken during the month of the employee's birthday |
If a holiday falls on a Sunday, the following Monday will be observed as the holiday. If a holiday falls on a Saturday, the preceding Friday will be observed as the holiday.
District 19 Community Services Board's, Board of Directors, in any given year, may make a one-time modification to the above schedule of holidays, which will supersede this policy.
An employee who is on Leave Without Pay for any reason will not receive pay for any Holiday during that pay period.
An employee who is terminating employment and whose last day worked immediately precedes an agency holiday will not receive holiday pay.
8.5.1 Pay Processing When Staff Required to Work on Holiday.
In order to be compensated, approval must be granted in advance by the Disability/ Division Director.
OR
will continue to receive pay at their normal hourly rate for any hours worked on a holiday.
8.6 VIRGINIA WORKERS' COMPENSATION
It is D19 CSB's objective that all D19 CSB employees receive benefits provided by the Virginia Workers Compensation Act (referred to in this policy as "WCA") if they suffer a work-related injury or disease, and that covered employees who are entitled to benefits under the WCA also are eligible for supplemental benefits provided by D19 CSB.
8.6.2 Benefits to Which Employees are Entitled Upon Positive Determination of Claims
All employees who suffer injuries or occupational diseases are entitled to benefits required by the WCA.
Covered employees who suffer injuries or occupational diseases also are entitled to supplemental benefits provided by D19 CSB as described below.
8.6.3 Supplemental Benefits Provided by District 19 Community Services Board to Covered Employees
In addition to payments for lost wages that are required by the WCA, covered employees who are on workers' compensation leave are eligible to receive payments for lost wages as described below.
During the first seven calendar days of employees' absences on workers' compensation leave, leave with full pay will be allowed.
Employees who are absent from work on workers' compensation leave for more than seven calendar days will receive supplements in the form of the difference between payments required by the WCA and their regular salaries, for a period of up to 92 calendar days from the beginning of their absences from work on workers' compensation leave. Earned compensatory and sick leave credits will be used to pay the supplements (difference between the partial pay granted when under WCA and an employee's regular salary). Once these leaves have been exhausted, the employee has the option of using accrued annual leave. For the period of time that an employee is on workers' compensation leave in combination with some other earned leave, the employee will continue to accrue leave credits for a period of 60 days and receive fringe benefits accordingly.
The Executive Director must approve any expended LWOP which occurs under the workers' compensation leave policy. Employees may be eligible for additional benefits depending on the severity of the work related injury or disease in coordination with the WCA and D19 CSB's workers' compensation carrier.
When employees receive payments as required by the WCA for permanent losses to their bodies, they also are entitled to receive D19 CSB-provided supplements described above, such that they will receive the permanent loss payments as well as their regular salaries.
Employees' accumulated leave may be used to supplement payments for lost wages required by the WCA only up to the amount necessary to pay their regular salaries, except that employees may receive more than their regular salaries if the excess amount is a result of payments for permanent losses to their bodies.
8.6.4 Authority and Interpretation
An employee's gross salary is subject to payroll deductions. Federal and State income taxes must be withheld from each paycheck. Contributions for Social Security (FICA) are also mandatory payroll deductions. At the end of the calendar year, each employee will receive a statement of his/ her total earnings and tax withholdings (W-2 Form).
District 19 Community Services Board, as employer, has elected to pay the full cost of Retirement contributions and Group Life Insurance contributions through the VRS, thus eliminating any employee payroll deduction for this purpose.
Employees have the option of having additional healthcare insurance premiums (through the Board's group hospitalization plan), United Way Fund contributions, credit union deductions, and certain other plans approved by the Board, deducted from their pay. All full-time employees, because they are VRS members, are eligible to join the Virginia Credit Union, Inc.
The employee is responsible for ensuring that his/ her paycheck reflects the correct amount of pay to be received. In the event of an error, which results in an overpayment, D19 CSB will recover the overpayment amount over the next four pay periods, or in the case of employee termination, from the employee's final paycheck.
8.8 DEFERRED COMPENSATION PROGRAM
Under Section 457 of the IRS Code, the Board allows salaried employees to participate in a Deferred Compensation Plan. This plan allows employees to defer income and have it invested by an outside agency contracted by the Board. Such funds are available for withdrawal by the employee upon retirement. Participation in the Deferred Compensation Plan is strictly voluntary and the investments are not guaranteed or endorsed in any way by the Board.
A Deferred Compensation Plan is available to all eligible D19 CSB employees pursuant to Section 457 of the IRS Code permitting such plans.
Multiple vendors may be allowed to participate in this plan.
Vendors wishing to present their products to D19 CSB staff must make arrangements through the Human Resources Director.
Vendors wishing to have payroll deduction set up through D19 CSB payroll must obtain at least a 5% participation rate of all eligible employees. District 19 Community Services Board does not endorse any vendor in any capacity. Employees are responsible for verifying all references or related information presented by vendors.