Benefits

• Holidays - There are 11 paid holidays annually.
• Vacation - Vacation accrues based on length of service as well as paid hours ranging from 12 days per year to 24 days per year. Exempt employees accrue up to 24 days per year. Employees may carry up to two times the annual accrual available.
• Sick/Emergency Leave - Employees accrue sick/emergency leave based on paid hours up to 12 days per year. Employees may carry up to 1,040 hours of sick leave.

Retirement/Health Insurance Transition Benefit
Upon retirement, employees age 55 or above who have 15 years of continuous service may be compensated for their accrued sick leave, up to a maximum of 1,040 hours, or use the amount toward purchasing extended health insurance coverage.

Health insurance is available through Highmark of West Virginia. Employees are eligible on the first day of the month following the date of hire. 

Coverage costs to the employee for the plan is as follows:

In any month with three pay periods, no premiums are taken out for the third pay period of that month.

We offer one health insurance plan, Super Blue Plus, through Highmark West Virginia with three network tiers.

• Enhanced Network- this includes all Marshall Health and Cabell Huntington Hospital providers and facilities. The deductible for individual is $300 and $600 for family.
• Standard Network- This includes the national in-network providers and facilities. The deductible for individual is $750 and $1,500 for family. Enhanced Network and Standard Network deductibles cross apply.
• Non-Network- This is the out of network providers and facilities for Highmark. The deductible for individual is $1,500 and $3,000 for family.

Section 125 Flexible Benefit Plan
Employees may choose to have any health insurance premiums deducted from their pay designated as “pre-tax” deduction.  By choosing not to participate in the Section 125 you do not have your premiums deducted “pre-tax”.

Employees may choose to elect dental coverage through Delta Dental. There are two dental plan options - a Basic Plan and an Enhanced Plan. The premium structure is dependent upon the plan and what type of coverage they elect: employee only, employee and child(ren), employee and spouse, family, etc.

Employees may choose vision coverage through Davis Vision, Designer Vision Plan. This plan works with Visionworks as well as other vision providers in the area. The premium structure is dependent upon what type of coverage they elect: employee only, employee and child(ren), employee and spouse, family, etc.

Life insurance coverage is provided by The Standard. 

This begins the first day of the month coinciding with or following date of hire.  This is at no cost to employees.  The life benefit is equal to 1.25 times the annual salary with a minimum $60,000 coverage and a maximum benefit of $210,000 unless the employee is past the age of 65, at which time the benefit is reduced.

Long-term disability coverage is provided through Northwestern Mutual. Coverage begins the first day of the month coinciding with or following date of hire.  This is at no cost to employee. One must be disabled six months before becoming eligible to receive benefits.  It is based on 60% of annual salary up to a maximum of $100,000 annual salary. There is a $5,000 per month maximum payout. This would be offset by an amount received from social security.  This does not include any privately owned policies.

Short-term disability coverage is provided by The Standard. If elected, this benefit begins the first day of the month coinciding with or following date of hire. This is at the cost of the employee. Premiums are based on income and age of the employee. Approved claims have a  weekly benefit and are based on age and 60% of annual salary up to $1,000 maximum weekly benefit.

Retirement is through TIAA (Teachers Insurance Annuity Association). Participation is MANDATORY.  6% is deducted from the employee’s pay on a pre-tax basis and 6% is contributed by the organization, thus making a 12% total contribution to an employee’s retirement fund. 

There is also an option for employees to begin a supplemental retirement account and have additional non-matched funds submitted to the retirement plan. To do this, employees must notify the Benefits Coordinator. To be vested (retain employer’s portion of contributions), employees must remain employed with Marshall Health and be a participant in the plan for three years.

Marshall Health encourages employees who are pursuing job-related undergraduate and graduate educational degrees tuition assistance. Regular full-time employees of Marshall Health who have completed at least one year of continuous employment are eligible to receive 75% of the cost of their tuition up to a maximum of $1,000 during the fiscal period.