This policy applies to full-time employees who meet the defined eligibility requirements in the individual plans.
Centerplate strives to make available to full-time employees comprehensive and cost-effective health insurance and fringe benefits for the employees and their covered dependents. These benefits represent a significant portion of an employee’s total compensation.
Group insurance benefits are described more fully in the web-based benefits link, which is obtainable at www.hrbenefitsadvantage.com. Under these plans, employees are generally permitted to customize benefit selections to meet their needs and priorities.
Current benefits plans include:
- Health Care, including the Medical Plan, Dental Plan, Vision Plan and the Medical Spending Account (cafeteria plan).
- Security, including Long Term Disability Insurance, Employee Life Insurance, Additional Employee Life Insurance, and Accidental Death and Dismemberment Insurance.
- Dependent Care Spending Account (cafeteria plan).
Enrollment
During the first 30 days of a qualified employee’s employment at Centerplate, the employee will be sent information by Centerplate’s benefits consultant with enrollment instructions. Each year, employees have the opportunity to stop or change their elected coverage during a specific “open enrollment” period. At other times during the year, employees may not make changes to their benefits coverage unless they have a “qualifying family status change,” as defined in the plan documents.
Summary Plan Descriptions
Full descriptions of the benefits plans are contained in Summary Plan Descriptions, which are available from the Corporate Human Resources Department. All questions should be directed to the Corporate Human Resources Department.
401(k) Plan
This policy applies to full-time and part-time employees who meet the defined eligibility requirements in the individual plans.
Centerplate’s 401(k) plan provides qualified employees with income after retirement. The plan may also provide retirement income to the surviving spouse of a qualified, retired employee, in the event of the death of such retiree. The details of this plan are set forth in greater detail in the Summary Plan Description, which can be obtained from the Corporate Human Resources Department.
Questions regarding this benefit should be directed to the Corporate Human Resources Department.
Short-Term Disability
This policy applies to all full-time, salaried employees, unless covered by a collective bargaining agreement.
A full-time salaried employee who is absent for more than five (5) consecutive regularly scheduled working days due to a medical condition may be eligible to continue to receive his or her base pay during an approved medical leave of absence, pursuant to the short term disability (“STD”) program, as follows:
| Amount of Current Continuous Service | 100% of Base | 50% of Base |
|---|---|---|
| Less than 6 months | None | None |
| More than 6 months to 1 year | Up to 1 week | Up to 12 weeks |
| More than 1 year to 3 years | Up to 4 weeks | Up to 22 weeks |
| More than 3 years to 5 years | Up to 8 weeks | Up to 18 weeks |
| More than 5 years | Up to 20 weeks | Up to 6 weeks |
An employee may receive no more than 52 weeks of pay continuation (either 100% or 50%) in any two year period, regardless of whether the cumulative absences arise from related or unrelated conditions, or whether absences were full or partial days of absence. Moreover, in the event an employee exhausts eligibility for pay continuation and returns to work, he or she will be eligible for additional paid leave only upon the accrual of additional medical leave weeks. Any questions about the STD program should be directed to the Corporate Human Resources Department, which coordinates medical leaves.
Request for Leave
To request a paid medical leave of absence, an employee must provide you and the Corporate Human Resources Department information sufficient to approve and monitor a paid medical leave of absence. The Company may require an independent medical examination to verify the necessity and duration of a leave.
Domestic Partner Benefits
This policy does not apply to those employees covered by a collective bargaining agreement.
Consistent with Centerplate’s policy of equality in the workplace, all spousal benefits will be extended, to the extent allowable under applicable state law, to same sex domestic partners and their eligible children.
To apply for same sex domestic partner benefits, a Declaration of Domestic Partnership must be signed by both partners establishing the criteria required by the medical benefits provider. Enrollment in same sex domestic partner benefits is governed by the same enrollment periods as those for spouse and/or children of the employee. Subject to Internal Revenue Code and State law, additional taxes may be required depending on the eligibility of the domestic partner.
Applications for same sex domestic partner benefits and the information provided in the Declaration of Domestic Partnership will be kept confidential to the extent permitted by business necessity and the law.
Please contact the Corporate Human Resources Department for more information.
Genetic Information Nondiscrimination Act of 2008 (GINA)
The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits employers and other entities covered by GINA Title II from requesting or requiring genetic information of an individual or family member of the individual except as specifically allowed by this law. To comply with this law, we are asking that you not provide any genetic information when responding to this request for medical information. “Genetic information,” as defined by GINA, includes an individual’s family medical history, the results of an individual’s or family member’s genetic tests, the fact that an individual or an individual’s family member sought or received genetic services, and genetic information of a fetus carried by an individual or an individual’s family member or an embryo lawfully held by an individual or family member receiving assistive reproductive services.