A. Eligibility

 

To become a participant, home care workers (HCW) must have 100 or more “hours worked” per month for two consecutive calendar months. HCW will then become a participant one calendar month later.

All home care employees and their children who are eligible for benefits will be covered directly by the 1199 SEIU National Benefit Fund for Home Care Employees. They will need to pay a $10 weekly premium contribution to continue this coverage.

 

B. Wages

 

1. Effective January 1, 2024, Home Care Workers shall receive a base wage rate of pay of $19.15 per hour worked, including hours worked on weekends (Saturday and Sunday) for single and mutual clients under the collective bargaining agreement, regardless of the number of hours completed with the Employer, provided that additional State and Federal funding is approved to support the Wage Increase.

2. HCWs assigned to clients designated as “Live-In” cases shall be paid at least 13 hours for each 24-hour period, excluding eight (8) hours of unpaid uninterrupted sleep time and three (3) hours unpaid for mealtime or break periods. If a HCW does not receive 8 hours of uninterrupted sleep, the HCW must be paid for all 8 hours, If the HCW does not receive meal periods free from duty, the HCW must be paid for all 3 hours designated for meals.

3. Overtime Pay Rate: $28.73 per hour if working over 40 hours per week.

4. Seventh day worked – Those employees who had verified schedules for 7 consecutive days, which would make them eligible for overtime for all the hours worked on the 7th day, regardless of the total number of hours worked during the week.

 

C. Fringes

1. Paid Time Off Effective January 1, 2024, HCWs who have completed the 90 days probationary period from their initial date of employment shall accrue up to seventy (70) Personal Time Off  Hours (PTO), per year.

PTO will be accrued at a rate of one hour for every thirty (30) hours worked,  excluding overtime hours worked to a maximum of seventy (70) hours per year. “Live-in” cases will accrue PTO based on a twelve (12) hour workday.

PTO not used or carried over at the end of the calendar year will be automatically paid out. PTO cannot be forfeited for any reason.

 

2. Annual Leave Annual Leave is replaced with Paid Time Off.

 

3. Sick Leave Sick Leave is replaced with Paid Time Off.

 

4. Termination All accrued and unused PTO hours will be paid to the HCW

on termination of employment.

5. Holidays Effective January 1, 2024, eligible HCWs who actually work on the following

six (6) holidays shall be paid at the rate of one and a half (1.5) times their regular hourly rate of pay for all hours worked on the holiday. HCWs who do not work on the Holiday do not receive holiday pay.

 

• New Year’s Day

• Martin Luther King Day

• Independent Day

• Labor Day

• Thanksgiving Day

• Christmas Day

 

If a HCW scheduled to work on a holiday wish to take the day off, each HCW must notify his/her Immediate Supervisor, Personnel Specialist at least five (5) business days in advance.

Holiday pay will continue to be inclusive of any overtime premium.

 

 

6. Jury Duty HCWs are required to serve on jury duty

shall receive pay for scheduled work time upon submission

of written proof executed by the administrator of the court

at the amount equal to their base pay less their pay for

jury duty.

 

7. Bereavement HCWs may, upon request, receive a maximum of

three consecutive days off with pay in the event of death of an

immediate family member upon submission of sufficient

verification of death.

 

8. Training The HCW will receive up to twelve (12)- hour in-service

training with pay annually.

 

9. Family & Medical Leave

 

In accordance with the Family and Medical Leave Act of 1993 (FMLA), the

Agency will grant up to 12 weeks of unpaid family and medical care leave

during a 12-month period to eligible HCWs.

To be eligible for a family and medical care leave, a HCW

must have more than twelve (12) months of employment with

the Agency and at least one thousand two hundred fifty (1250) hours of

service during the previous twelve months. Eligible HCWs

may take an unpaid leave of absence under the following circumstances:

1. the birth of the HCW’s child;

2. the placement of a child with the HCW for adoption of foster care;

3. the care of the HCW’s spouse, parent or child who has a serious health condition;

4.  because of the HCW’s own serious condition. Leave taken in connection with the birth of placement of a child must conclude within twelve (12) months of the birth or placement.

 

10. Workers’ Compensation

 

Home care employees become insured if they meet the statutory

requirements.

 

 

11. Disability Benefits

Home care employees become insured if they meet the statutory

requirements

 

12. Paid Family Leave –

 

On 1/1/2018, Paid Family Leave launches in New York State. All CPCHAP eligible Employees will be entitled to the Paid Family Leave that is added to our existing disability insurance policy at the expense of employer.

 

Eligibility

 

For Full-time employees- employees with a regular work schedule of 20 or more hours per week- are eligible after 26 consecutive weeks of employment.

Part-time employees- employees with a regular work schedule of less than 20 hours per week- are eligible after working 175 days, which do not need to be consecutive.

All eligible employees shall be provided through a short-term disability carrier, Standard Life Insurance Security Health Plan

Provide up to 12 weeks of paid family leave to eligible employees who take time off from work to care for family members.

 

13. COVID-19 Sick Leave

COVID-19 sick leave paid up to 14 days, 80 hours to home care workers who are directed to quarantine or isolate by their employer or their doctors.

 

D. Others

 

1. Medical Eligible HCWs shall be provided Hospital, Medical/Surgical, Optical and Prescription Drugs  through  the 1199SEIU National Benefit Fund for Home Care Employees. Co-pay: $10/25 per office visit (PCP/Other). Note: Starting 11/1/11, HCW will have the choice of two different plans:

                             Plan A: Member Choice Home Care Select- no co-payments for medical services or prescriptions.

Plan B: Panel Provider Plan- Co-pay; $5 per office visit.

1. Hospital – Full in-patient hospital care up to 365 days each year. This includes medical/surgical care, maternity care, neonatal care, kidney dialysis, physical therapy and physical medicine. Limited hospital cares for alcohol and/or drug detoxification and mental and nervous disorders. Outpatient hospital care includes emergency room treatment, outpatient surgery, pre-surgical tests, alcohol and drug rehabilitation, chemotherapy and kidney dialysis. Hospice care (up to 210 days) is also provided. Co-pay: $25 per day for inpatient hospital stays, $3 per non-urgent emergency room visit.

2. Medical/surgical –Inpatient and outpatient physician visits, surgical care (outpatient surgery- copay-$0), laboratory testing (copay-$0) and radiology services (copay-$0).Additional benefits include Podiatry (up to 12 visits per year), Home Health Care (up to 200 home health care visits each calendar year Hospice Care up to 210 days), and Mental Health Care (up to 25 visits per year for psychotherapy and counseling).

 

3. Prescription Drugs – prescription drug benefits for Home Attendants. Co-pay: $6 for brand name, $3 for generic name.

 

4. Vision Care – complete eye examination frames and prescribed lenses once every two years.

 

5. Dental Care – Basic and preventative services, oral exam and X-rays once every six months, dental emergencies, major restorative work, oral surgery, crowns, bridge, dentures andperiodontal once every sixty-month period per tooth.  Healthplex fee per dental service visit.

  f. Life Insurance - $20,000 Term life insurance coverage per employee.

 

 

2. Pension The maximum pension available is $250.00 per month after twenty-five years of service. A HCW is eligible after two years of service with 1000 hours of service in a plan year. Minimum $100 per month after 10 years of service.

Revised 1-1-2024

A. Eligibility

 

To become a participant, Personal Assistant must have 80 or more “hours worked” per month for three (3) consecutive calendar months. Personal Assistant will then become a participant one calendar month later. As long as Personal Assistants are eligible, their spouses and dependent children are covered for many (but not all) of the benefits to which Personal Assistant is entitled.

Employee Contribution: $18 per pay period

Family and Dependents Premium:

General Health Insurance: Spouse: $110 per pay period

Child(ren): $100 per pay period

Spouse + Child(ren) $160 per pay period

Dental: Spouse: $4 per pay period Vision: Spouse: $3 per pay period

Child(ren): $4 per pay period Child(ren): $3 per pay period

Spouse + children: $8 per pay period Spouse + child(ren): $5 ppp

 

B. Wages

 

1. Effective January 1, 2024 Personal Assistants (PAs) shall receive a base wage rate of pay of $19.15 per hour worked, including hours worked on weekends (Saturday and Sunday) for single and mutual consumers, regardless of the number of hours completed with the consumer, provided that additional State and Federal funding is approved to support the Wage Increase.

2. PAs assigned to consumers designated as “Live-In” cases shall be paid at least 13 hours for each 24-hour period, excluding eight (8) hours of unpaid uninterrupted sleep time and three (3) hours unpaid for mealtime or break periods. If a PA does not receive 8 hours of uninterrupted sleep, the PA must be paid for all 8 hours, If the PA does not receive meal periods free from duty, the PA must be paid for all 3 hours designated for meals.

3. Overtime Pay Rate: $28.73 per hour if working over 40 hours per week.

4. Seventh day worked – Those employees who had verified schedules for 7 consecutive days, which would make them eligible for overtime for all the hours worked on the 7th day, regardless of the total number of hours worked during the week.

 

C. Fringes

 

1. Pay Time Off

 

Effective January 1, 2024, PAs who have completed the 90 days probationary period from their

initial date of employment shall accrue up to seventy (70) Personal Time Off Hours (PTO), per

year. PTO will be accrued at a rate of one hour for every thirty (30) hours worked, excluding

overtime hours worked to a maximum of seventy (70) hours per year. “Live-in” cases will accrue

PTO based on a twelve (12) hour workday. PTO not used or carried over at the end of the

calendar year will be automatically paid out. PTO cannot be forfeited for any reason.

 

2. Holidays

 

Effective January 1, 2024, eligible Personal Assistants who actually work on the following

six (6) holidays shall be paid at the rate of one and a half (1.5) times their regular hourly rate of

pay for all hours worked on the holiday. PAs who do not work on the Holiday do not receive

holiday pay.

• New Year’s Day

• Martin Luther King Day

• Independent Day

• Labor Day

• Thanksgiving Day

• Christmas Day

 

3. Jury Duty Personal Assistants are required to serve on jury duty

shall receive pay for scheduled work time upon submission

of written proof executed by the administrator of the court

at the amount equal to their base pay less their pay for

jury duty.

 

4. Bereavement Personal Assistants may, upon request, receive a maximum of three

consecutive days off with pay in the event of death of an

immediate family member upon submission of sufficient

verification of death.

 

5. Training The Personal Assistant will receive 40 or 60-hour basic training or certification with pay.

 

6. Other Benefits If Personal Assistants meet the statutory requirements, you become insured under:

• Worker’s Compensation

• New York State Disability

• New York State Unemployment Insurance

• Family & Medical Leave

 

7. Paid Family Leave

 

On 1/1/2018, Paid Family Leave launches in New York State. All CPCHAP eligible Employees will be entitled to the Paid Family Leave that is added to our existing disability insurance policy at the expense of CPCHAP.

Eligibility

For Full-time employees- employees with a regular work schedule of 20 or more hours per week- are eligible after 26 consecutive weeks of employment.

Part-time employees- employees with a regular work schedule of less than 20 hours per week- are eligible after working 175 days, which do not need to be consecutive.

All eligible employees shall be provided through a short-term disability carrier, Standard Life Insurance Security Health Plan

Provide up to 12 weeks of paid family leave to eligible employees who take time off from

work to care for family members.

 

8. COVID-19 Sick Leave

COVID-19 sick leave pays up to 14 days, 80 hours to home care workers (HCW) who are directed to quarantine or isolate by their employer or their doctors.

D. Others

 

1. Medical

Eligible Personal Assistants shall be provided Hospital, Medical/Surgical, Optical, Vision, Dental and Prescription Drugs through the Major Medical with Anthem Blue Cross Blue Shield, Term Life Insurance/AD&D with Aetna Life Insurance Co. The Benefit Fund coverage is also extended to an eligible employee’s spouse and children. Co-pay: $25 per doctor office visit 

 

 

1. Hospital – Full in-patient hospital care up to 365 days each

year. This includes medical/surgical care, maternity care,

neonatal care, kidney dialysis, physical therapy and physical

medicine. Limited hospital cares for alcohol and/or drug

detoxification and mental and nervous disorders. Outpatient

hospital care includes emergency room treatment, outpatient

surgery, pre-surgical tests, alcohol and drug rehabilitation,

chemotherapy and kidney dialysis. Hospice care (up to 210

days) is also provided. Co-pay: $100 per Emergency Room Visit (waived if

admitted as inpatient, $250 per inpatient admission, $0 for Outpatient

Hospital Facility Services.)

b. Medical/surgical – (Comprehensive coverage by Emblem Health)

                                            Inpatient Hospital Services/Skilled Nursing Facility: $250 co-pay per admission

Outpatient Hospital facility services (including Ambulatory surgery): $100 copay per service/event.

Preventative Adult Care (Physical exam, pap smear, mammogram, prostate cancer screening): Covered in full.

Well Childcare: Covered in full.

Mental Health: $250 co-pay per admission.

Home health care: 200 visits per year. Covered in full.

c. Prescription Drugs – prescription drug benefits for Personal

Assistants and covered spouse /dependents. Co-pay: Tier 1- $15

Tier 2- $35, Tier 3- $75

$50 Individual Deductible $100 Family Deductible

Deductible must be met before copay applies.

d. Vision Care – Annual eye examination and provides a $240 allowance for

frames and prescribed lenses once every two years. Co-pay: $10

e. Dental Care – Basic and preventative services, oral exam and X-rays once every six months, dental emergencies, major restorative work, oral surgery, crowns, bridge, dentures and periodontal once every sixty-month period per tooth. Co-payments from $ 0.00 to some.

6. Life Insurance – $10,000 Term life insurance coverage per employee.

 

2. Pension Eligibility requirements for allocation of CPCHAP contribution:

Only Personal Assistants who complete at least 1000 hours of service and are in the employ of CDPAP as of the last day of the Plan Year will receive an allocation; 100% immediate vesting. Vested benefits will be paid to Plan participants in a single lump sum amount.

 

This Personal Assistant Wage and Benefit Policy is intended as a general guide for Personal Assistants and the Agency and is subject to change or modification at any time.

Revised 1/1/2024

• Comprehensive health plan coverage (plus dental, vision, and life insurance)
• Prescription drug coverage
• Paid vacation, sick leave, and major holidays
• 401(a)