Employee Benefits

EMPLOYEE BENEFITS

1.0 Benefits

On the first month following completion of the orientation period, Mecosta Osceola Transit Authority (MOTA) will offer a comprehensive package of fringe benefits as specified below.

MOTA recognizes the importance of providing fringe benefits for its employees and the value of the benefits described in the Operations Manual. In any situation where insurance or other benefits are provided, the terms of the insurance policy or benefit plan control regardless of any statement contained in any section of the Operations Manual. MOTA reserves the right at any time to alter, modify, amend or terminate these benefits prospectively.

For the purpose of determining benefit eligibility, an exempt employee is an employee earning a weekly salary, and a non-exempt employee is an employee earning an hourly wage.

1.1 Health Care Coverage

MOTA offers a paid health care benefit program to full-time employees and their dependents. MOTA also offers a health care benefit program to part-time employees and their dependents. Part-time employees may participate by payroll deduction by paying the total amount of the premium. Group insurance coverage is provided according to the master plan and/or group benefits contract. Each participant will receive a benefit guide issued by the health care provider which provides a summary description of the benefits offered. Any full-time employee choosing to waive the insurance coverage must sign a waiver indicating the employee does not need the coverage offered to the employee. For specific coverage details, see the benefit guide issued by the health care provider.

1.2 Dental Coverage

MOTA offers a paid dental care benefit program to full-time employees and their dependents. MOTA also offers a dental care benefit program to part-time employees and their dependents. Part-time employees may participate by payroll deduction by paying the total amount of the premium. Any full-time employee choosing to waive the insurance coverage must sign a waiver indicating the employee does not need the coverage offered to the employee. For specific coverage details, see the benefit guide issued by the dental coverage provider.

1.3 Vision Coverage

MOTA offers a paid vision care benefit program to full-time employees and their dependents. MOTA also offers a vision care benefit program to part-time employees and their dependents. Part-time employees may participate by payroll deduction by paying the total amount of the premium. Any full-time employee choosing to waive the insurance coverage must sign a waiver indicating the employee does not need the coverage offered to the employee. For specific coverage details, see the benefit guide issued by the vision coverage provider.

1.4 Life Insurance

MOTA offers a paid $10,000.00 life insurance policy plus a $10,000.00 accidental death and dismemberment insurance policy to all full-time employees. MOTA also offers a $10,000.00 life insurance policy plus a $10,000.00 accidental death and dismemberment insurance policy to all part-time employees. Part-time employees may participate by payroll deduction by paying the total amount of the premium. For specific coverage details, see the benefit guide issued by the life insurance coverage provider.

1.5 Paid Vacation Time

MOTA offers paid vacation time to full-time employees. Following completion of the orientation period, vacation time is awarded to full-time employees at the beginning of each calendar year. Vacation time is also awarded on a pro-rated basis for the remainder of the calendar year following the first anniversary of full-time employment. Requests to utilize vacation time should be submitted at least one (1) week in advance. Vacation time may be used as paid time off because of lack of work, sick time, personal reasons, vacation, and/or inclement weather days. Vacation time can be paid to non-exempt employees in two (2) hour increments. Vacation time is paid to exempt employees in one (1) week increments. A form must be filled out stating that the employee would like to use vacation time for the time off. All unused vacation time remaining at the end of a calendar year will be paid in the first pay period of the next calendar year. Vacation time does not count toward overtime pay, if eligible. Any employee who voluntarily terminates their service will not forfeit their earned vacation time, provided that at least two (2) weeks advance notice is provided by the terminating employee to MOTA and the employee is available to work for the entire two (2) week notice period.

Vacation time will be scheduled on a first come, first served basis according to the date the vacation time is requested and by seniority. Every effort will be made to respect the wishes of the employee as to the vacation dates requested. MOTA reserves the right to close for a vacation period.

In the event that a holiday occurs during an eligible employee’s vacation time, the employee shall be paid for the holiday and not charged with vacation time on the day of the holiday. If an employee is hospitalized during his/her vacation time, every effort will be made to reschedule the vacation time for a later date, if so desired by the employee.

The amount of vacation time to be received will depend upon the number of years of full-time employment with MOTA as of the preceding anniversary date, as follows:

Under 1 year Pro-rated

1-2 years 1 week (40 hours)

3-4 years 2 weeks (80 hours)

5-10 years 3 weeks (120 hours)

Over 10 years 4 weeks (160 hours)

1.6 Paid Sick Leave

MOTA offers paid sick leave to full-time employees. Eligible employees will be credited with a half (½) day of sick leave for each full month worked. Sick leave may not be used until it is actually earned. Advance use of future sick leave is not permitted. Accumulated sick leave may be taken in the event of illness or injury of the employee. Additionally, sick leave may be used for an illness or injury of an immediate family member which requires an employees’ assistance. An immediate family member is defined as follows: spouse, mother, father, mother-in-law, father-in-law, step-parents, son, daughter, son-in-law, daughter-in-law, step-children, brother, sister, grandparents, grandchildren, or member of the employee’s household. Sick leave may not be used for vacation leave. An employee absent from work for sickness or injury may be required to submit a physician’s written release indicating that the employee is able to return to work. An employee absent from work due to sickness or injury for three (3) consecutive days or more shall be required to submit a physician’s written verification that the employee is unable to work. Falsification of the reasons for the absence shall subject the employee to discipline, up to and including termination.

Unused paid sick leave may accumulate up to a maximum of three hundred sixty (360) hours, after which time no more paid sick leave will be accumulated except to the extent of restoring paid sick leave used.

In the event that a holiday occurs while an eligible employee is on paid sick leave, the employee shall be paid for the holiday and not charged with sick leave on the day of the holiday.

1.7 Paid Holidays

MOTA offers paid holidays to full-time non-exempt employees. MOTA recognizes eight (8) official paid holidays, as listed below:

New Year’s Day Good Friday

Memorial Day Independence Day

Labor Day Thanksgiving Day

Day after Thanksgiving Day Christmas Day

Each holiday will be observed on the actual day the holiday falls unless officially recognized on another day. If a holiday falls on a Saturday it shall be celebrated on the preceding Friday. If a holiday falls on a Sunday, it shall be celebrated on the succeeding Monday. Following completion of the orientation period, each full-time employee will qualify for eight (8) hours of pay at the employees’ regular hourly rate if the employee has worked the full schedule of the last day prior to the holiday and/or the full schedule of the next work day after the holiday. Employees on leave of absence or layoff at the time of the holiday are not eligible for holiday pay. Employees on vacation leave are eligible for holiday pay.

In the event that a holiday occurs during an eligible employee’s vacation time, the employee shall be paid for the holiday and not charged with vacation time on the day of the holiday. In the event that a holiday occurs while an eligible employee is on paid sick leave, the employee shall be paid for the holiday and not charged with sick leave on the day of the holiday.

1.8 Paid Personal Days

MOTA offers paid personal days to full-time non-exempt employees. Following completion of the orientation period, personal days are awarded to full-time employees at the beginning of each calendar year. Each eligible full-time employee will receive five (5) days in the amount of eight (8) hours per day. Requests to utilize a personal day should be submitted at least one (1) week in advance. Personal days may be used as paid time off because of lack of work, sick time, personal reasons, vacation, and/or inclement weather days. Personal days can be paid in two (2) hour increments. A form must be filled out stating that the employee would like to use a personal day for the time off. All unused personal days remaining at the end of a calendar year will be paid in the first pay period of the next calendar year. Personal days do not count toward overtime pay, if eligible. Any employee who voluntarily terminates their service will not forfeit their earned personal days, provided that at least two (2) weeks advance notice is provided by the terminating employee to MOTA and the employee is available to work for the entire two (2) week notice period.

1.9 Paid Funeral Leave

MOTA offers paid funeral leave to full-time non-exempt employees. An employee shall be allowed three (3) working days as paid funeral leave, not to be deducted from sick leave, for a death in the employees’ immediate family. An employee shall be allowed one (1) working day as paid funeral leave, not to be deducted from sick leave, for a death in the employees’ extended family. Additional time may be allowed based on extenuating circumstances and will be unpaid; employees may also use sick, personal and/or vacation days for additional time, if available. Immediate family is defined as follows: spouse, mother, father, mother-in-law, father-in-law, step-parents, son, daughter, son-in-law, daughter-in-law, step-children, brother, sister, grandparents, grandchildren, or member of the employee’s household. Extended family is defined as follows: sister-in-law, brother-in-law, aunt, uncle, or the spouse of a grandchild. Funeral days do not count toward overtime pay.

1.10 Jury Duty Pay

MOTA offers jury duty pay to full-time non-exempt employees. An employee who has been summoned and reports for jury duty shall be paid by MOTA for that portion of the day spent in performing jury duty, less any jury duty pay or fees, providing such employee was scheduled to work on the hours and days in question. In order to receive this payment an employee must give prior notice of summons and must furnish proof that jury duty was performed. If a holiday falls during the course of jury duty, the holiday will be paid to the employee, provided that the employee is eligible for holiday pay. Jury duty pay does count toward overtime pay.

If an employee is only required to serve a half day or less of jury duty, the employee is expected to report for regularly scheduled work.

1.11 Leaves of Absence

MOTA offers leaves of absence to full-time and part-time employees. Personal leaves of absence will be granted without pay at the discretion of the Executive Director. An unpaid personal leave of absence may be for a period not to exceed six (6) months. Requests for a personal leave of absence shall be in writing, signed by the employee, and given to the Executive Director. Such requests shall state the reason for the leave. An extension of personal leave of absence may be granted by the Employer, in its sole discretion, provided the extension is requested within five (5) working days in writing prior to the termination of the original leave period. The employee will be required to pay all medical, dental, and life insurance premiums for this period of absence if they wish to retain insurance coverage.

Employees required to perform active duty for training or to perform emergency duty in any reserve component of the Armed Forces of the United States or the National Guard shall be granted a leave of absence without pay for the period of such training or emergency duty upon request and with proper documentation from the employee’s Commanding Officer in writing.

An employee will be considered to have quit if the employee is absent for two (2) consecutive working days after the completion of a leave of absence without reporting in as stipulated, unless satisfactory reasons are given both for the absence and the failure to report the absence.

1.12 Shutdown Pay

MOTA offers shutdown pay to full-time and part-time non-exempt employees when a shutdown period is authorized by the MOTA Board of Directors. MOTA reserves the right to close for a period of time that the MOTA Board of Directors deems feasible. When offered, shutdown pay is seven (7) hours per day for full-time employees and five (5) hours per day for part-time employees. Shutdown pay shall not be considered hours actually worked for the purpose of overtime computation. Employees receiving shutdown pay may not be eligible for unemployment benefits.