Full-Time Employees Benefits
Thank you for being a loyal and dedicated employee of Venezia! Below is information, downloadable forms and web links for all the benefits available to you as a full-time employee.
Driving Towards Wellness – Employee wellness program
We are pleased to introduce the Driving Toward Wellness program to help you achieve better health. Download the forms you need below:
Download the Guidelines for the employee wellness program
Download the Non-Smoker / Non-Tobacco User Certification
New Insurance Website
Independence Administrators has a new and improved website! On this website you’ll be able to better manage your health.
Check out the new website features.
Check out the convenient online tools.
You can also manage your online invoices
Ready to get started? Access the new website
Benefits Enrollment Platform
Venezia has an enrollment platform for employees to access outside of open enrollment for making changes to their personal information and benefits. You can make changes to benefits for life events ONLY such as a marriage, a divorce or having/adopting a child. ALL changes will be reviewed and must be approved by HR. There is no guarantee the change will apply as they must fall within the "change" guidelines. You can also change address, phone numbers and personal information in the enrollment platform.
If you want to enroll a new dependent for benefits as a result of marriage, birth, adoption, or placement for adoption, you may be able to enroll yourself and your new dependents. However, you must request enrollment within 30 days after the marriage, birth, adoption, or placement for adoption. If you request a change within the applicable time-frame, coverage will be effective the date of birth, adoption or placement for adoption.
Access the Online Enrollment Platform Portal
Prescription Drug Plan
Prescription Drug Coverage Benefit Summary
CVS Caremark Mail Service Order Form
CVS Caremark offers a Prescription Savings Guide (PSG) available digitally at Caremark.com and through the CVS Caremark® mobile app. With the digital PSG, members have access to:
- Personalized estimated savings opportunities based on their current plan design
- Brand to Generic, Retail to Mail, Maintenance Choice® Voluntary
- Acknowledgment when they choose lower-cost drugs and/or channels
- The true cost of their prescriptions
- Clear direction on how to take advantage of savings opportunities
TELEDOC is a FREE “telehealth” service that allows you and your family members to receive convenient, quality care from a variety of licensed healthcare professionals via phone, web or mobile app 24 hours a day, 365 days a year. It saves you time and copay costs and avoid going to an office to be treated for “minor” illnesses (sinus infections, ear infections, bronchitis, etc).Download the TELEDOC brochure for more info
Visit the TELEDOC website
Emergency Contact Form
Every employee must have an Emergency Contact Form on file with Human Resources. To update your emergency contacts, complete the form below and return to Human Resources.
|Questions Regarding||Contact||Phone number||Website|
|Medical||Independence Administrators||888-356-7899||Visit Website|
|Pharmacy||CVS Caremark||888-202-1654||Visit Website|
|Basic Life & AD&D, LTD, STD, and Voluntary Products||Unum||800-858-6843||Visit Website|
|Benefit Questions / Claim Issues||Employee Family Protection (EFP)||866-284-2393||Visit Website|
|Identity Theft Recovery Service||Unum||800-984-6812||N/A|
FMLA (Family & Medical Leave)
The Family and Medical Leave Act (FMLA) provides certain employees with up to 12 weeks of unpaid, job-protected leave per year. It also requires that their group health benefits be maintained during the leave.
FMLA is designed to help employees balance their work and family responsibilities by allowing them to take reasonable unpaid leave for certain family and medical reasons. It also seeks to accommodate the legitimate interests of employers and promote equal employment opportunity for men and women.
FMLA applies to all public agencies, all public and private elementary and secondary schools, and companies with 50 or more employees. These employers must provide an eligible employee with up to 12 weeks of unpaid leave each year for any of the following reasons:
- for the birth and care of the newborn child of an employee;
- for placement with the employee of a child for adoption or foster care;
- to care for an immediate family member (spouse, child, or parent) with a serious health condition; or
- to take medical leave when the employee is unable to work because of a serious health condition.
Employees are eligible for leave if they have worked for their employer at least 12 months, at least 1,250 hours over the past 12 months, and work at a location where the company employs 50 or more employees within 75 miles. Whether an employee has worked the minimum 1,250 hours of service is determined according to FLSA principles for determining compensable hours or work.
Time taken off work due to pregnancy complications can be counted against the 12 weeks of family and medical leave.
A final rule effective on January 16, 2009, updates the FMLA regulations to implement new military family leave entitlements enacted under the National Defense Authorization Act for FY 2008.
Special rules apply to employees of local education agencies. The Department of Labor administers FMLA; however, the Office of Personnel Management (OPM) administers FMLA for most federal employees.
If you have questions or need to file for FMLA please contact Rosanne Kunkle in Human Resources at 610-495-5200 ext 250.
COBRA Health Plans & Benefits: Continuation of Health Coverage
The Consolidated Omnibus Budget Reconciliation Act (COBRA) gives workers and their families who lose their health benefits the right to choose to continue group health benefits provided by their group health plan for limited periods of time under certain circumstances such as voluntary or involuntary job loss, reduction in the hours worked, transition between jobs, death, divorce, and other life events. Qualified individuals may be required to pay the entire premium for coverage up to 102 percent of the cost to the plan.
COBRA generally requires that group health plans sponsored by employers with 20 or more employees in the prior year offer employees and their families the opportunity for a temporary extension of health coverage (called continuation coverage) in certain instances where coverage under the plan would otherwise end.
COBRA outlines how employees and family members may elect continuation coverage. It also requires employers and plans to provide notice.Download the COBRA FAQ sheet
401(K) Employee Savings Plan
- All employees, at least 21 years of age, with 90 days of service are eligible to join the plan. Enrollment dates are the first of each month.
- You may ‘set aside” up to 15% of your weekly pay on a pre tax basis.
- The company will match $.50 for every dollar of your contribution up to 3% of your pay.
Download the Fidelity 401(K) FAQ
Download the Getting Started with Fidelity sheet
Visit the Fidelity website
Full time employees will receive paid vacation per the following schedule after meeting service requirements:
|After one (1) year||1 Week|
|After two (2) years||2 Weeks|
|After seven (7) years||3 Weeks|
|After fifteen (15) years||4 Weeks|
|After twenty (20) years||5 Weeks|
Life & Accidental Death and Dismemberment Insurance / Disability Insurance
Life Insurance Beneficiary Designation Form
Life Insurance Claim Form
Short Term/Long Term Disability Claim Form How To
Short Term / Long Term Disability Benefit Forms (To be filled out when requesting premiums be waived due to total disability of employee)