Flexible schedules, generous paid time off, no nights or weekends at work, working from home...
If this sounds appealing to you, then Council on Aging of Southwestern Ohio is the place you want to be!
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Our Values
Council on Aging of
Southwestern Ohio is committed to building strong
relationships
with our customers to enable us to continue to
meet the needs of senior adults and caregivers.
We value...
- Teamwork and Collaboration
- Responsiveness and Availability
- Results and Quality
- Efficiency and Accountability
- Innovation
- Caring Attitude
- Communication
Click here to learn more about Council on Aging.
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Employment Application:
Click here to download Council on Aging's employment application.
Please mail or fax completed copy of application to:
Angela D. Leonard, HR Generalist
Council on Aging of Southwestern Ohio
175 Tri County Parkway, Suite 175
Cincinnati, OH 45246
(513) 721-4152 (fax)
e-mail aleonard@help4seniors.org
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Job Openings:
MANAGER OF PROCUREMENT AND CONTRACT COMPLIANCE will develop and implement procurement and contract compliance strategies that are consistent with COA’s mission, vision and core values and facilitate and support procurement and contract compliance strategies that ensure the financial health, viability and integrity of COA. The primary function of the position is to oversee the functional operation of COA’s contracting services. The position is responsible for developing agency contracting services including contract procurement, monitoring and auditing procedures. Click here to read the full job description for Manager of Procurement and Contract Compliance.
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Summary of Benefits:
PAID TIME OFF
Council on Aging has a very generous paid time off policy. New, full-time employees immediately start accruing 5.2 hours of time off each pay period (every two weeks). This totals 18 days a year. The rate changes to 23 days per year after six years and to 28 days per year after fifteen years. Employees may even carry the time over from year to year, as long as their bank does not exceed 6 weeks. If the six week maximum is reached, then the time is rolled into the employee’s extended illness time bank.
EXTENDED ILLNESS TIME (EIT)
Employees immediately begin accruing 1.73 hours per pay of EIT (sick time). This totals 6 days per year. EIT may be carried over from year to year until 180 days are accumulated.
FLEX-TIME POLICY
COA offers great flexibility in its 37.5 hour work week. Among other options, employees can split their work day or work four day work weeks. Exempt employees can flex their schedule over the 75 hour pay period and non-exempt employees can flex their schedule over the 37.5 hour work week. Employees may begin work as early as 6:30 a.m. and work as late as 7:00 p.m. Employees are allowed to work up to 10 hours a day and are given a one hour unpaid lunch break.
DRESS CODE
COA’s dress code is business-casual Monday thru Thursday. Employees have the choice of dressing down and wearing jeans on Friday.
EDUCATIONAL WORKSHOPS/SEMINARS
Continuing education is promoted by Council on Aging which sponsors in-house seminars and attendance at specific community seminars. COA pays the fees for all approved training as well as the employee’s salary while attending.
HOLIDAYS
Council on Aging observes the following nine paid holidays each calendar year:
PENSION PLAN
Council on Aging sponsors a pension plan for all employees. Each month, Council on Aging contributes the equivalent of six (6) percent of each employee’s salary into the pension plan. Employees are vested after three (3) years in the plan, if the employee has worked at least 1000 hours in each vesting year. Pension funds are self-directed and portable (after vesting is complete). All employees become eligible for the pension plan the first day of the month following 90 days of employment.
TAX SHELTER ANNUITIES
Although COA fully funds employee pension plans, employees can invest their own pretax dollars for retirement through tax sheltered annuities. This can be conveniently done through a payroll deduction. There are six companies to choose from. COA also offers Roth IRA investing as well as bond purchasing through payroll deductions.
HEALTH CARE
Council on Aging offers a high deductible medical plan through UnitedHealthcare. The deductible is $1500.00 for single and $3000.00 for family plans. COA pays 80% of premiums for singles and 72.5% of premiums for families and also contributes $500 to the employee’s H.S.A. (see below). The insurance pays for 100% of health care expenses after the deductible is met. The biweekly rates are $39.29 single, $102.67 employee and child(ren), $108.08 employee and spouse and $172.92 family. All employees become eligible for the health insurance coverage the first day of the month following 30 days of employment provided the employee works a minimum of 30 hours per week.
HEALTH SAVINGS ACCOUNT (HSA)
To help lessen deducible expenses, COA will contribute $500.00 per calendar year to an employee’s HSA provided the employee participates in an online health risk assessment and contributes $10.00 per pay period to the employee’s own H.S.A. The combined COA and employee contribution to the H.S.A. enable the employee with single coverage to meet half of their deductible expenses. The HSA account is a Fifth Third bank account in the employee’s name used for medical expense reimbursements. Growth on the account is tax free. Employees enrolled in the HSA may also participate in a limited MFSA for dental and vision expenses and the dependent care flexible spending account. Employees not taking the HSA are eligible for the unlimited medical flexible spending account (MFSA). DENTAL PLAN
Council on Aging offers a voluntary dental plan through Dental Care Plus. Biweekly rates are $10.73 for single, $24.38 employee plus one dependent, and $34.68 for family coverage. All employees working 20 hours per week or more become eligible for dental insurance coverage the first of the month following 30 days of employment. VISION PLAN
Council on Aging offers a voluntary vision plan through Vision Care Plus. Biweekly rates are $3.76 for single, $6.20 for employee and child(ren), $6.95 for employee and spouse and $9.77 for family coverage. All employees working 20 hours per week or more become eligible for dental insurance coverage the first of the month following 30 days of employment.
FLEXIBLE BENEFITS PLAN
Employees may participate in the agency’s Flexible Benefits Plan, which allows them to pay their portion of the health and dental insurance premiums with pre-tax dollars, thereby reducing their real costs by 25% to 30%. Employees may also participate in one or both Flexible Spending Accounts (FSAs). The Medical Reimbursement FSA allows employees to reimburse themselves with pre-tax dollars for any medical bill which was not paid for by health or dental insurance. The Dependent Care FSA allows employees to be reimbursed with pre-tax dollars for childcare and adult dependent care expenses. New employees are eligible to participate in the Flexible Benefits Plan the first of the month after 30 days of employment, provided they work a minimum of 20 hours per week. LIFE INSURANCE
COA purchases a life insurance policy for all employees working at least thirty (30) hours a week. The insurance benefit is equivalent to twice the employee’s salary up to a maximum of $50,000. All employees become eligible for life insurance coverage the first day of the month following 90 days of employment. LONG TERM DISABILITY
Council on Aging gives all employees working at least 30 hours per week a long term disability (LTD) plan. The plan offers a benefit of sixty (60) percent of the employee’s salary while on disability, with a maximum of $6000 per month. Employees become enrolled in LTD the first day of the month following 90 days of employment. Benefits initiate after six months of continuous disability. SUPPLEMENTAL LIFE INSURANCE
Council on Aging offers guaranteed issue voluntary supplemental life insurance through Assurant. Employees may purchase this benefit for themselves, their spouses and dependent children up to the maximum levels listed without any medical certification or underwriting. There is a guaranteed issue amount of $150,000 for employees, one half of the amount of the employee’s coverage, up to $75,000 for a spouse and $10,000 for each dependent child. Employees who work at least twenty-five (25) hours a week on a continuous basis become eligible for this benefit the first of the month following 30 days of employment. SHORT TERM DISABILITY
Council on Aging offers a voluntary short term disability (STD) plan through AFLAC. Employees may purchase a benefit that would pay them up to sixty (60) percent of their salary while on disability. Benefits are paid beginning on the 31st day of the disability. Rates vary based on age and occupation. Employees who work at least thirty (30) hours a week on a continuous basis become eligible for STD insurance coverage the first of the month following 30 days of employment. This benefit can be used for injuries, surgeries, sickness, maternity leave or to bridge the gap to long term disability.
CRITICAL ILLNESS INSURANCE
Council on Aging offers a voluntary critical illness plan. Employees may purchase a benefit from $10,000 to $50,000 that will be paid in a lump sum upon diagnosis of a critical illness. The plan is designed to protect employees from financial hardship as a result of being diagnosed with a critical illness. Rates vary based on the employee’s age and the amount of coverage purchased. Employees who work at least twenty (20) hours a week on a continuous basis become eligible for critical illness insurance coverage the first of the month following 30 days of employment.
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