I work for an LTC facility that pretty much charges for pto. This is the first time I’ve heard of this. I actually worked for an assisted living facility for 9 years before company sold the property and we did not lose money for pto.
I'm sure your wonder what I mean by paying for pto. This companies starting wage is $35hr but if you want pto your wage will have to drop to $33.50hr. This is were it gets interesting if you want PTO and Benefits your hourly wage is $32.
With a hourly wage of $32 your annual salary would be
Gross Income$66,560.00
Take Home $53,650.46
With an hourly wage of $35 your annual salary would be
Gross Income$72,800.00
Take Home$58,040.30
The take home between the wages is a $5,000 different. I think this policy is outrages. And to top it off the benefits that they offer still come out of your check every two weeks. I feel as it they are forcing you not to want benefits and pto.
I will update you as soon as i find out more but as of now. No one wants to show me the written policy.
When jobs do this it's because it doesn't exist or they're FOS. If I can't see a policy, I want all my money. You know how nurses are trained to think, if it's not documented it didn't happen. I use the same logic on administration,
Of course not thats not the point i was making as stated above the company offer various benefits packages that come out of your paycheck biweekly BUT in addition to that i would also have to take an hourly wage cut which does not make sense to me.
This is not completely accurate. As previously stated, there are costs associated with the administering any benefits packages and the company that you work for is giving the employees who are not enrolling in these packages part of the savings back in the form of a higher hourly salary. Also, with most health insurance packages, there is a % of the premium that is paid by the company and a % that is paid by the employee - this is the reason that you have additional deductions in you wages if you elect the coverage... you are not being charged twice.
Think about other companies and you may come to realize that they are the one's that are actually short changing their employees... If a company hires all employees at the same base wage and you need health coverage - the company pays their share of your premium and deducts your share from your paycheck.. however if a co-worker does not elect to participate in the company health plan then the company does not have to pay any premium for your co-worker saving the company money, yet you and your co-worker still make the same base wage -- effectively meaning that your co-worker is being forced to cover the companies contribution to a health plan in which they are not participating... is this more fair than giving employees how do not participate a part of that savings?
This is not completely accurate. As previously stated, there are costs associated with the administering any benefits packages and the company that you work for is giving the employees who are not enrolling in these packages part of the savings back in the form of a higher hourly salary. Also, with most health insurance packages, there is a % of the premium that is paid by the company and a % that is paid by the employee - this is the reason that you have additional deductions in you wages if you elect the coverage... you are not being charged twice.
Think about other companies and you may come to realize that they are the one's that are actually short changing their employees... If a company hires all employees at the same base wage and you need health coverage - the company pays their share of your premium and deducts your share from your paycheck.. however if a co-worker does not elect to participate in the company health plan then the company does not have to pay any premium for your co-worker saving the company money, yet you and your co-worker still make the same base wage -- effectively meaning that your co-worker is being forced to cover the companies contribution to a health plan in which they are not participating... is this more fair than giving employees how do not participate a part of that savings?
I completely disagree i worked for a united method company for 9 years that offered benefits to be deducted out my check biweekly at the time i opted out of it. I did not see any thing wrong with it. I also accrued hundreds of hours in pto that did not come out my hourly wage and rolled over each year. And we also have the option of cashing out. Bottom line is being that I'm new to the company i will not receive my benefits until after the first year.
This particular company does not offer the roll over option at all.
But assuming that the company has their own PA that comes in i guess it makes sense.
Ps. This LTC facility was sound 4xs from what i hear its under new ownership and the benefit package was not always this way.
Considering the cost of benefits, employers have always calculated them into the compensation.
20 year ago or more, this was not such a big deal as health insurance was relatively cheap. No longer.
What I have learned is that when you are employed, and it doesn't matter where, you automatically pay into the big benefit pot that serves everybody in the company.
A few companies are up front about it, and most are not, but I can assure you that you will inevitably pay into the company benefit pot.
Time off that rolls over in the US is very rare. Only a state job has these benefits in my experience.
Don't let it make you crazy, but do crunch your own numbers.
And yes, health insurance has gotten scary expensive.
I completely disagree i worked for a united method company for 9 years that offered benefits to be deducted out my check biweekly at the time i opted out of it. I did not see any thing wrong with it.
You can disagree, but you essentially helped the company pay their share of the premiums for your co-workers that did participate in the company health plan when you chose not to enroll. On average companies pay around 80% of an employee's health insurance premium.... and this could easily be about 5000/year for each employee covered.... that's a little more than 2/hr working a standard 40 hour week. When you opted out, did you get any of that savings? If the answer is no, then how do you not feel cheated then yet do now?
As far as rolling over PTO balances or chasing out excessive PTO balances - that is purely company specific... never depend on it.
The biggest problem that I have with your last post is that you mention that you would have to remain employed for a year before you were eligible to participate in any benefit package... that is very excessive when the average is only 90 days.
Also to have a PA or NP to both round in the facility and/or take call for the patient's is not uncommon at all.
I completely disagree i worked for a united method company for 9 years that offered benefits to be deducted out my check biweekly at the time i opted out of it. I did not see any thing wrong with it. I also accrued hundreds of hours in pto that did not come out my hourly wage and rolled over each year. And we also have the option of cashing out. Bottom line is being that I'm new to the company i will not receive my benefits until after the first year.
This particular company does not offer the roll over option at all.
But assuming that the company has their own PA that comes in i guess it makes sense.
Ps. This LTC facility was sound 4xs from what i hear its under new ownership and the benefit package was not always this way.
If you opt of benefits that your employer contributes to, then you save the amount that would be deducted from your paycheck but lose the amount the employer contributes on your behalf.
If you opt of benefits that your employer contributes to, then you save the amount that would be deducted from your paycheck but lose the amount the employer contributes on your behalf.
This sounds like the best option or find a job that offers great benefits
You can disagree, but you essentially helped the company pay their share of the premiums for your co-workers that did participate in the company health plan when you chose not to enroll. On average companies pay around 80% of an employee's health insurance premium.... and this could easily be about 5000/year for each employee covered.... that's a little more than 2/hr working a standard 40 hour week. When you opted out, did you get any of that savings? If the answer is no, then how do you not feel cheated then yet do now?
As far as rolling over PTO balances or chasing out excessive PTO balances - that is purely company specific... never depend on it.
The biggest problem that I have with your last post is that you mention that you would have to remain employed for a year before you were eligible to participate in any benefit package... that is very excessive when the average is only 90 days.
Also to have a PA or NP to both round in the facility and/or take call for the patient's is not uncommon at all.
Yes all the facilities i know have an onsite PA or NP. The statement was misinterpreted. The PA that comes handles all the staff member that have benefits so that could be why their is a pay cut. Thanks for your insight you provided.
Specializes in Nurse Leader specializing in Labor & Delivery.
I know of no places in the US that offer maternity leave. You would likely need to move to Canada or Europe, or another place with socialized healthcare to find that.
NurseBlaq
1,756 Posts
When jobs do this it's because it doesn't exist or they're FOS. If I can't see a policy, I want all my money. You know how nurses are trained to think, if it's not documented it didn't happen. I use the same logic on administration,