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Employee Benefits at RRMC

Employee Benefits at RRMC

At Rutland Regional our strength is in our award-winning team, which is the key to achieving our vision: To be the best community healthcare system in New England. We provide an excellent work environment including a tobacco-free campus, state-of-the-art equipment and the opportunity to practice advanced medicine using the most advanced technology. Our outstanding salary and benefits include:

  • Competitive Salaries
  • Salary Acknowledgement for Work-Related Experience
  • Opportunities for Additional Payments for Career Ladders for Various Positions
  • Health/Vision/Dental/Disability/Long Term Care Insurance
  • Shift Differential Pay for 2nd & 3rd shifts, weekends & holidays
  • 403(b) Retirement Plan with Employer ContributionsContinuing Education & Tuition Reimbursement Plan
  • College Savings Plan
  • Combined Time Off
  • Employee Assistance Plan
  • Jury Duty & Military Leave
  • Family Medical Leave
  • Bereavement Leave
  • Employee Recognition Programs

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Full Benefits Packages for full & part time employees working at least 40 hours per two-week pay period.

Download Applicant Benefits PDF

Benefits

  • Combined Time Off (CTO). Includes vacation/sick time/holidays (see attached chart).
  • Bereavement. Up to 3 days paid days off to arrange for and attend the funeral of an immediate family member (see policy for specifics).
  • Health Insurance. Employee may choose from two health insurance plans – a POS or a PPO. Under each selection you may cover yourself, yourself and one dependent, or yourself and two or more dependents. See benefit summary and rate sheet attached.
    Waiting Period – The first of the month following 30 days of active service
  • Vision. Employee may choose to elect a vision benefit. You may cover yourself, yourself and one dependent, or yourself and two or more dependents. See benefit summary and rate sheet attached.
    Waiting Period – The first of the month following 30 days of active service
  • Dental Insurance. Employee may choose from two dental plans, Preventative or Comprehensive. You may cover yourself, yourself and one dependent, or yourself and two or more dependents. See benefit summary and rate sheet attached.
    Waiting Period – The first of the month following 30 days of active service
  • Short-Term Disability. Two Options: (1) Employee’s may purchase coverage that has a waiting period of 13 days for illness or accident. (2) Employee’s may purchase coverage that has a waiting period of 1 day after an accident or 8 days after an illness. (Both plans provide income paid at 60% of the employee base pay, limited to $1,500/wk. This benefit is paid with after-tax money.)
  • Long-Term Disability. Two Options: (1) Employer provides coverage after 180 days at 60% of pay (limited to $3,500/month). (2) 70% of pay – employee pays difference in premium costs (limited to $4,500/month). Earning $80,000 or more per year: Employer paid benefit through Liberty Mutual after 180 days at 60% of basic monthly earnings not to exceed a Maximum Monthly Benefit of $10,000. Will be offset by benefits from any other income – see explanation in Disability booklet. Granting of time off for illness will fall under the Family and Medical Leave Act (FMLA) and Personal Leave of Absence guidelines. Please refer to those policies on the RRMC Insider under Employee Handbook or contact Human Resources for more information.
  • Differentials. 2nd shift, 3rd shift, weekends and holidays
  • Tax-Free Reimbursement Accounts. Employees may put up to $2,500 in a Health Care Reimbursement Account, or up to $5,000 in a Dependent Care Reimbursement Account. The monies are deducted from the employee’s paycheck on a pretax basis.
  • Life Insurance. Employer provides one times annual base salary to a maximum of $500,000. Additional insurance is available (up to AD & D 6 times base salary) at cost to employee. Maximum coverage $1,000,000. Dependent Life is also available. Spouse benefit in increments of $10,000 to a maximum of $250,000 (not to exceed employee optional life amount). Child Life benefit of $10,000 for children under the age of 26.
  • 403(b) Retirement. Employees may participate in the 403(b) Retirement Savings Plan which offers a variety of investment options through Fidelity Investments. All new hire employees at least 21 years of age are automatically enrolled in RRMC’s 403(b) Retirement Savings Plan at a pretax contribution rate of 3%. Contributions start 30 days after an employee’s date of hire or after they turn 21 years of age, including an employer matching contribution of 25% on the first 2% of an employee’s earnings contributed to the Plan. Employees may opt-out of the program or elect a higher contribution rate. Auto-enrolled participants will have their contribution rates increased by 1% annually (in January) for the first 2 years (up to a rate of 5%).
  • Roth 403(b). Employees may participate in the Roth 403(b) Tax-Free Retirement income option. Unlike a traditional, pretax 403(b), the Roth 403(b) allows you to contribute after-tax dollars and then withdraw tax-free dollars from your account when you retire.
  • Retirement Plan. RRHS will contribute 4% of the employee’s gross pay each pay period to a tax-sheltered annuity 403(b) plan for all employees having an assigned FTE. There is a one-year waiting period from date of hire. Contributions will begin on the first day of the pay period after the waiting period. Vesting is 100% from the time the contributions begin.
  • Continuing Education. Determined by manager based on budget availability.
  • Employee Assistance Plan (EAP). EAP provides free, confidential assistance to employees and their immediate family members to help them resolve problems that affect their personal lives or job performance.
  • Tuition Reimbursement. Full-time employees: $3,600/year after 3 months of employment. Part-time employees: up to $2,700/year (75% of the full-time benefit) after 3 months of employment. More details can be found in our policies located on the hospital portal.
    Tuition reimbursement covers only the cost of tuition, and does not include registration fees, lab fees, the cost of books or other charges associated with a class.
  • 529 College Savings Plan. Scholar’s Choice of Vermont Higher Education Investment Plan. Vermont Higher Education Investment Plan.
  • Long Term Care Insurance. New York Life Insurance Company

Work Life

  • Jury Duty and Military Leave
  • Family Medical Leave
  • Bereavement Leave
  • Employee Recognition Programs

Download Leaders Benefits PDF

Benefits

  • Combined Time Off (CTO). Includes vacation/sick time/holidays (see attached chart).
  • Bereavement. Up to 3 days paid days off to arrange for and attend the funeral of an immediate family member (see policy for specifics).
  • Health Insurance. Employee may choose from two health insurance plans – a PPO or a PPO. Under each selection you may cover yourself, yourself and one dependent, or yourself and two or more dependents. See benefit summary and rate sheet attached.
    Waiting Period – The first of the month following 30 days of active service
  • Vision. Employee may choose to elect a vision benefit. You may cover yourself, yourself and one dependent, or yourself and two or more dependents. See benefit summary and rate sheet attached.
    Waiting Period – The first of the month following 30 days of active service
  • Dental Insurance. Employee may choose from two dental plans, Preventative or Comprehensive. You may cover yourself, yourself and one dependent, or yourself and two or more dependents. See benefit summary and rate sheet attached.
    Waiting Period – The first of the month following 30 days of active service
  • Short-Term Disability. Employer paid benefit, providing income paid at 60% of the employee’s base pay after 8 day wait period for illness and 1 day wait period for accident. Medical documentation must be provided to Liberty Mutual to support payment of this benefit.
  • Long-Term Disability. Two Options: (1) Employer provides coverage after 180 days at 60% of pay (limited to $3,500/month). (2) 70% of pay – employee pays difference in premium costs (limited to $4,500/month). Earning $80,000 or more per year: Employer paid benefit through Liberty Mutual after 180 days at 60% of basic monthly earnings not to exceed a Maximum Monthly Benefit of $10,000. Will be offset by benefits from any other income – see explanation in Plan Summary. Granting of time off for illness will fall under the Family and Medical Leave Act (FMLA) and Personal Leave of Absence guidelines. Please refer to those policies on the RRMC Insider or contact Human Resources for more information.
  • Differentials. 2nd Shift, 3rd shift, weekends and holidays
  • Tax-Free Reimbursement Accounts. Employees may put up to $2,500 in a Health Care Reimbursement Account, or up to $5,000 in a Dependent Care Reimbursement Account. The monies are deducted from the employee’s paycheck on a pretax basis.
  • Life Insurance. Employer provides two times annual base salary to a maximum of $500,000. Additional insurance is available (up to AD & D 6 times base salary) at cost to employee. Maximum coverage $1,000,000. Dependent Life is also available. Spouse benefit in increments of $10,000 to a maximum of $250,000 (not to exceed employee optional life amount). Child Life benefit of $10,000 for children under the age of 26.
  • 403(b) Retirement. Employees may participate in the 403(b) Retirement Savings Plan which offers a variety of investment options through Fidelity Investments. All new hire employees at least 21 years of age are automatically enrolled in RRMC’s 403(b) Retirement Savings Plan at a pretax contribution rate of 3%. Contributions start 30 days after an employee’s date of hire or after they turn 21 years of age, including an employer matching contribution of 25% on the first 2% of an employee’s earnings contributed to the Plan. Employees may opt-out of the program or elect a higher contribution rate. Auto-enrolled participants will have their contribution rates increased by 1% annually (in January) for the first 2 years (up to a rate of 5%).
  • Roth 403(b). Employees may participate in the Roth 403(b) Tax-Free Retirement income option. Unlike a traditional, pretax 403(b), the Roth 403(b) allows you to contribute after-tax dollars and then withdraw tax-free dollars from your account when you retire.
  • Retirement Plan. RRHS will contribute 4% of the employee’s gross pay each pay period to a tax-sheltered annuity 403(b) plan for all employees having an assigned FTE. There is a one-year waiting period from date of hire. Contributions will begin on the first day of the pay period after the waiting period. Vesting is 100% from the time the contributions begin.
  • 457(b) Plan. This plan is intended to constitute an unfunded, eligible deferred compensation plan as
    described in IRC section 457(b) which is maintained by a tax-exempt organization primarily for the purpose of providing deferred compensation for a select group of management or highly compensated employees.
  • Continuing Education. Determined by Leader based on budget availability.
  • Employee Assistance Plan (EAP). EAP provides free, confidential assistance to employees and their immediate family members to help them resolve problems that affect their personal lives or job performance.
  • Tuition Reimbursement. Full-time employees: $3,600/year after 3 months of employment. Part-time employees: up to $2,700/year (75% of the full-time benefit) after 3 months of employment. More details can be found in our policies located on the hospital portal. Tuition reimbursement covers only the cost of tuition, and does not include registration fees, lab fees, the cost of books or other charges associated with a class.
  • 529 College Savings Plan. Scholars Choice of Vermont Higher Education Investment Plan. Vermont Higher Education Investment Plan.
  • Long Term Care Insurance. New York Life Insurance Company

Work Life

  • Jury Duty and Military Leave
  • Family Medical Leave
  • Bereavement Leave
  • Employee Recognition Programs

Download Physician Benefits PDF

Benefits

  • Health Insurance. Employee may choose from two health insurance plans – a POS or a PPO. Under each selection you may cover yourself, yourself and one dependent, or yourself and two or more dependents. See benefit summary and rate sheet attached.
    Waiting Period – The first of the month following 30 days of active service
  • Dental Insurance. Employee may choose from two dental plans, Preventative or Comprehensive. You may cover yourself, yourself and one dependent, or yourself and two or more dependents. See benefit summary and rate sheet attached.
    Waiting Period – The first of the month following 30 days of active service
  • Vision. Employee may choose to elect a vision benefit. You may cover yourself, yourself and one dependent, or yourself and two or more dependents. See benefit summary and rate sheet attached.
    Waiting Period – The first of the month following 30 days of active service
  • Short-Term Disability. Executive Compensation – paid at 100% up to 180 days.
  • Long-Term Disability. Two Options: (1) Employer provides coverage after 180 days at 60% of pay (limited to $3,500/month). (2) 70% of pay – employee pays difference in premium costs (limited to $4,500/month). Earning $80,000 or more per year: Employer paid benefit through Liberty Mutual after 180 days at 60% of basic monthly earnings not to exceed a Maximum Monthly Benefit of $10,000. Will be offset by benefits from any other income – see explanation in Plan Summary. Granting of time off for illness will fall under the Family and Medical Leave Act (FMLA) and Personal Leave of Absence guidelines. Please refer to those policies on the RRMC Insider under Employee Handbook or contact Human Resources for more information.
  • Tax-Free Reimbursement Accounts. Employees may put up to $2,500 in a Health Care Reimbursement Account, or up to $5,000 in a Dependent Care Reimbursement Account. The monies are deducted from the employee’s paycheck on a pretax basis.
  • Life Insurance. Employer provides one times annual base salary to a maximum of $500,000. Additional insurance is available (up to AD & D 6 times base salary) at cost to employee. Maximum coverage $1,000,000. Dependent Life is also available. Spouse benefit in increments of $10,000 to a maximum of $250,000 (not to exceed employee optional life amount). Child Life benefit of $10,000 for children under the age of 26.
  • 403(b) Retirement. Employees may participate in the 403(b) Retirement Savings Plan which offers a variety of investment options through Fidelity Investments. All new hire employees at least 21 years of age are automatically enrolled in RRMC’s 403(b) Retirement Savings Plan at a pretax contribution rate of 3%. Contributions start 30 days after an employee’s date of hire or after they turn 21 years of age, including an employer matching contribution of 25% on the first 2% of an employee’s earnings contributed to the Plan. Employees may opt-out of the program or elect a higher contribution rate. Auto-enrolled participants will have their contribution rates increased by 1% annually (in January) for the first 2 years (up to a rate of 5%).
  • Roth 403(b). Employees may participate in the Roth 403(b) Tax-Free Retirement income option. Unlike a traditional, pretax 403(b), the Roth 403(b) allows you to contribute after-tax dollars and then withdraw tax-free dollars from your account when you retire.
  • Retirement Plan. Defined Contribution Plan – One year waiting / must maintain a .1 FTE or higher. Graduated contributions are made by RRHS each pay period based on the following:
    • Age + years of service
    • < 40
    • 40 – 59
    • 60 – 79
    • 80+
    • Plan Contribution
    • 4%
    • 6%
    • 8%
    • 10%
  • 457(b) Plan. This plan is intended to constitute an unfunded, eligible deferred compensation plan as Described in IRC section 457(b) which is maintained by a tax-exempt organization primarily for the purpose of providing deferred compensation for a select group of management or highly compensated employees.
  • 529 College Savings Plan. Scholars Choice of Vermont Higher Education Investment Plan. Vermont Higher Education Investment Plan.
  • Long Term Care Insurance. New York Life Insurance Company

Work Life

  • Jury Duty and Military Leave
  • Family Medical Leave
  • Bereavement Leave
  • Employee Recognition Programs

CME  

CME Mission Statement 

Rutland Regional Medical Center and its physicians recognize that maintaining the medical knowledge and skills necessary to care for patients is a ongoing process. Educational needs can be expected to change in response to emerging technology, scientific discovery, and new standards of practice. Our objective is to maintain a program of continuing medical education that helps support our physicians and healthcare providers in their response to those advances.

Rutland Regional Medical Center is accredited by The University of Vermont which is accredited by the Accreditation Council for Continuing Medical Education (ACCME) to sponsor continuing medical education for physicians. AMA Category I credit is awarded on an hour-for-hour basis with one hour of participation earning one credit. Every effort is made to ensure that specialty society accreditation is also obtained for appropriate programs, so that physicians attending these courses may earn the credit most useful to them in fulfilling their continuing medical education requirements.

For more information, contact:

Baxter C. Holland, MD
Planning Director, CME Program

Carol Lillegard
CME Coordinator

By Phone: 802.747.3835

By Mail:
Attn: CME Program
Rutland Regional Medical Center
160 Allen Street
Rutland, VT  05701

By Fax: 802.747.6207

Download Mid-Level Benefits PDF

Benefits

  • Combined Time Off (CTO). Includes vacation/sick time/holidays (see attached chart).
  • Bereavement. Up to 3 days paid days off to arrange for and attend the funeral of an immediate family member (see policy for specifics).
  • Health Insurance. Employee may choose from two health insurance plans – a POS or a PPO. Under each selection you may cover yourself, yourself and one dependent, or yourself and two or more dependents. See attached benefit summary and rate sheet.
    Waiting Period – The first of the month following 30 days of active service
  • Vision. Employee may choose to elect a vision benefit. You may cover yourself, yourself and one dependent, or yourself and two or more dependents. See attached benefit summary and rate sheet.
    Waiting Period – The first of the month following 30 days of active service
  • Dental Insurance. Employee may choose from two dental plans, Preventative or Comprehensive. You may cover yourself, yourself and one dependent, or yourself and two or more dependents. See attached benefit summary and rate sheet.
    Waiting Period – The first of the month following 30 days of active service
  • Short-Term Disability. Executive Compensation – paid at 100% up to 180 days.
  • Long-Term Disability. Two Options: (1) Employer provides coverage after 180 days at 60% of pay (limited to $3,500/month). (2) 70% of pay – employee pays difference in premium costs (limited to $4,500/month). Earning $80,000 or more per year: Employer paid benefit through Liberty Mutual after 180 days at 60% of basic monthly earnings not to exceed a Maximum Monthly Benefit of $10,000. Will be offset by benefits from any other income – see explanation in Plan Summary. Granting of time off for illness will fall under the Family and Medical Leave Act (FMLA) and Personal Leave of Absence guidelines. Please refer to those policies on the RRMC Insider under Employee Handbook or contact Human Resources for more information.
  • Tax-Free Reimbursement Accounts. Employees may put up to $2,500 in a Health Care Reimbursement Account, or up to $5,000 in a Dependent Care Reimbursement Account. The monies are deducted from the employee’s paycheck on a pretax basis.
  • Life Insurance. Employer provides one times annual base salary to a maximum of $500,000. Additional insurance is available (up to AD & D 6 times base salary) at cost to employee. Maximum coverage $1,000,000. Dependent Life is also available. Spouse benefit in increments of $10,000 to a maximum of $250,000 (not to exceed employee optional life amount). Child Life benefit of $10,000 for children under the age of 26.
  • 403(b) Retirement. Employees may participate in the 403(b) Retirement Savings Plan which offers a variety of investment options through Fidelity Investments. All new hire employees at least 21 years of age are automatically enrolled in RRMC’s 403(b) Retirement Savings Plan at a pretax contribution rate of 3%. Contributions start 30 days after an employee’s date of hire or after they turn 21 years of age, including an employer matching contribution of 25% on the first 2% of an employee’s earnings contributed to the Plan. Employees may opt-out of the program or elect a higher contribution rate. Auto-enrolled participants will have their contribution rates increased by 1% annually (in January) for the first 2 years (up to a rate of 5%).
  • Roth 403(b). Employees may participate in the Roth 403(b) Tax-Free Retirement income option. Unlike a traditional, pretax 403(b), the Roth 403(b) allows you to contribute after-tax dollars and then withdraw tax-free dollars from your account when you retire.
  • Retirement Plan. RRHS will contribute 4% of the employee’s gross pay each pay period to a tax-sheltered annuity 403(b) plan for all employees having an assigned FTE. There is a one-year waiting period from date of hire. Contributions will begin on the first day of the pay period after the waiting period. Vesting is 100% from the time the contributions begin.
  • Continuing Education. Determined by manager based on budget availability.
  • Employee Assistance Plan (EAP). EAP provides free, confidential assistance to employees and their immediate family members to help them resolve problems that affect their personal lives or job performance.
  • Tuition Reimbursement. Full-time employees: $3,600/year after 3 months of employment. Part-time employees: up to $2,700/year (75% of the full-time benefit) after 3 months of employment. More details can be found in our policies located on the hospital portal.
    Tuition reimbursement covers only the cost of tuition, and does not include registration fees, lab fees, the cost of books or other charges associated with a class.
  • 529 College Savings Plan. Scholars Choice of Vermont Higher Education Investment Plan. Vermont Higher Education Investment Plan.
  • Long Term Care Insurance. New York Life Insurance Company

Work Life

  • Jury Duty and Military Leave
  • Family Medical Leave
  • Bereavement Leave
  • Employee Recognition Programs
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