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Equal opportunity employer
Centura Health is an Equal Opportunity Employer. We respect the dignity and diversity of individual work force members. We also recognize the value of diversity in our organizations and wish to employ a workforce that is as diverse as the communities and people we serve. It is our policy to comply with applicable federal, state, and local laws governing Equal Employment Opportunity (EEO). Unlawful discrimination in employment because of race, religion, color, sex, age, national origin, ancestry, disability, veteran status, or other characteristics protected by applicable laws is strictly prohibited.Diversity and inclusion
Centura Health is committed to recruiting, employing and retaining the most qualified individuals with the necessary competencies and values to provide cost-effective and dedicated service to people and communities served. Successful candidates should possess strong values of professional and technical competency and demonstrate the Centura Health Standards of Behavior.Centura Health fosters work environments that draw upon strength in the diversity of our workforce to meet and exceed the expectations of our patients and residents. We promote an inclusive environment where the individual differences among us are recognized, understood and valued.Drug-free workplace
Centura Health is dedicated to activities and services that promote health and wellness. Therefore, all associates must abide by applicable drug-related laws and must perform their responsibilities unencumbered by the improper possession, distribution, or use of drugs, narcotics, controlled substances, or alcohol.
In 2012, Centura Health is smoke and tobacco free at every entity and facility. The decision to not hire tobacco users (effective Jan. 1, 2015) takes this to the next level and aligns with precedents set by other leading health care systems. A positive test for tobacco will eliminate a potential job candidate from consideration. This change to our existing policies does not apply to associates hired on or before Dec. 31 2014. For more information please refer to our applicant frequently asked questions about non-tobacco hiring.We do not prohibit prescribed drugs when used in the manner, combination, and quantity intended, unless job performance could be or is affected. The objective is to provide a safe, hazard free environment where patient care can take place under optimum conditions without exposing patients, associates, and others to unnecessary risk or harm.By accepting or continuing employment each associate (1) consents to drug and alcohol testing, including the collection of appropriate body substances (blood and/or urine specimens are the most common) and (2) agrees to submit to searching of the associate's person, automobile and any other place or container when there exists a suspicion that the associate possesses or brought illegal drugs or alcohol in the workplace.Failure to consent and to cooperate fully in testing and searches is grounds for corrective action including termination. Local operating unit drug testing policies and practices must be in compliance with all federal, state, and local laws. Types of drug testing may include pre-employment, reasonable suspicion, post-incident/accident, follow-up and random.E-Verify
If you have a legal right to work in the United States, there are laws to protect you against discrimination in the workplace. You should know that no employer can deny you a job or fire you because of your national origin. Unless mandated by law or government contract, employers cannot require you to be a U.S. Citizen or permanent resident or refuse any legally acceptable documents. If any of these things have happened to you, you may have a valid charge of discrimination that can be filed with the OSC. Contact the OSC for assistance in your own language.Call 1-800-255-7688. TDD for the hearing impaired is 1-800-237-2515.In the Washington, D.C., area, please call 202-616-5594, TDD 202-616-5525Or write to:U.S. Department of Justice Office of Special Counsel - NYA950 Pennsylvania Ave., N.W. Washington, DC 20530
Family Medical Leave – Employee Rights and Responsibilities under the Family Medical Leave Ac
Please see the attached U.S. Department of Labor booklet (link to PDF document) that describes in detail:
Continuation of Coverage
Centura Health’s Benefits Plan Year runs from July 1, 2013 through June 30, 2014. If you would like to continue your medical and/or dental coverage under the Continuation of Coverage program, you must complete the enclosed 2013-2014 Continuation of Coverage form and forward it to Centura Health Benefits at P.O. Box 370718, Denver, CO 80237 by May 31, 2013. For the upcoming year, we will continue to offer the UnitedHealthcare HRA Medical Plan and UnitedHealthcare HSA Medical Plan. UnitedHealthcare will continue to administer these two plans. For the new year, both medical plans will offer a two-tier benefit structure for physician services. Both plans will continue to offer Preferred Providers, which offer enhanced medical benefits. The Preferred Primary Care Provider network is composed of Centura Health employed physicians, Colorado Health Neighborhood physicians and all UnitedHealthcare pediatricians. UnitedHealthcare Premium designated Primary Care Providers are no longer part of the Preferred provider network unless they are a Centura Health employed physician or are participating in Colorado Health Neighborhoods. The Preferred Specialist Provider network continues to include all physicians that are Centura Health employed physicians, Colorado Health Neighborhood physicians and all UnitedHealthcare Premium designated specialists. Both plans have the same covered services, however there have been changes made to some of the deductibles, co-insurance, and prescription co-pays. UnitedHealthcare HRA Medical Plan: The UnitedHealthcare HRA Medical plan will have the same deductibles as the current plan year. Your deductible is waived anytime you see a Preferred Primary Care Physician from the Preferred Provider Network, making you responsible for only 20% coinsurance. After you meet your deductible, Centura Health pays 80% of covered expenses and you pay 20% for all preferred Provider services. Centura Health reimburses covered services by non-preferred providers at 60% and you pay 40%. Covered outpatient services at non-Centura Health facilities are reimbursed at 60% and you pay 40%. If you reached your maximum coinsurance, Centura Health pays 100%. Prescription copays for this plan will increase to $15, $30, and $60. UnitedHealthcare HSA Medical Plan: The UnitedHealthcare HSA deductible for the 2013-2014 plan year remains the same. The deductible for the UnitedHealthcare HSA Medical Plan is $1,500 for single coverage, and $3,000 for two-party and family coverage. Please note, under the UnitedHealthcare HSA Medical Plan you pay the full cost of prescription medications and mental health/substance abuse services until your deductible is met. After you meet your deductible, Centura Health will pay 80% of covered expenses and you pay 20% for all Preferred Provider Services. Centura Health reimburses covered services by non-preferred providers at 60% and you pay 40%. Covered outpatient services at non-Centura Health facilities are reimbursed at 60% and you pay 40%. If you reach your maximum coinsurance, Centura Health then pays 100% of covered expenses for the remainder of the plan year. If you are considering the UnitedHealthcare HSA Plan, please be aware that by enrolling in this plan you may be able to open a Health Savings Account (HSA) that provides tax benefits and the opportunity to set aside monies for future medical expenses. Under Continuation of Coverage, participants in this plan do not receive any Health Savings Account contributions from Centura Health. For more information on opening an HSA, please contact your tax professional. Dental Plan: MetLife will continue to provide dental coverage for the 2013-2014 plan year. You may select from two dental plan options offered by MetLife. Regardless of the plan you choose, you pay no deductible for preventive services, and if you use a MetLife network dentist for preventive services there is no out-of-pocket cost to you and no dental claim to file for these services. Making Changes to Your Plans: You may make changes to your plans; however, you may not add dependents that were not originally covered. Additionally, you may not add medical or dental coverage if you (or your eligible dependents, if applicable) have not been covered under the plan since your termination date. For example, if you are a medical COC participant, but you did not continue your dental plan, you may not add dental coverage at this time. Be sure to remit the correct payment for the current plan year through June 2013. Please note that the new premiums for the 2013-2014 plan year aren’t due until July 1, 2013. The address to mail the form and premium payment is: Centura HealthP.O. Box 370718Denver, CO 80237 Plan Reference Guides: Below, you will find electronic versions of the plan reference guides that outline the details of the available plans under Continuation of Coverage. You can also find electronic copies of the materials that were mailed to you in your Continuation of Coverage Open Enrollment Packet. If you have any questions, please contact the Benefits Service Center at 1-888-622-1111.
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