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Paid Time Off

Paid Time Bank – Eligibility: 0.2 FTE or 0.4FTE*

LG Health refers to the collection of your paid time off hours as the Paid Time Bank.

You accrue hours in your Paid Time Bank for the purposes of: some holiday pay**, vacation time, personal time and short-term illness or injury.

Employees are not required to differentiate between the categories above when requesting paid time off. The accrued balance may be used in any way the employee chooses.

Paid Time Off is scheduled per department policy to ensure that managers and fellow employees can meet staffing and workload adjustments based on department needs. Be sure to review the Paid Time Bank Policy in the StarNet Policy Center.

Employee PTB accruals begin on their date of hire and employees may utilize PTB accruals immediately for any scheduled absences. Note: Non-exempt employees may not utilize PTB for unscheduled absences within their first 90 days of employment.

Year-end PTB balances are rolled over from one year to the next, up to the PTB accrual maximum. Maximum accrual limits vary based on your position, length of service and your entity at LG Health.

*LGMG employees must be an assigned 0.4FTE or greater to be eligible to accrue PTB.
** MLK Day, Thanksgiving, Christmas, and New Year’s Day are considered Paid holidays and do not require the use of PTB for payment.

Quick Links:
PTB Cash In Opportunity

Short-Term Disability (STD) Benefits – Eligibility: 0.5 FTE

You accrue Short-Term Disability hours beginning with your date of hire, which can be used once you have completed 90 days of service*.

Benefits begin if you miss work for more than seven consecutive calendar days because of an illness or injury for self, spouse or dependent child**. Your STD coverage is designed to replace 100% of your pay per week, if accrued hours are available.

*STD benefits may not be utilized during the first three months of employment.
**The number of STD hours eligible for use varies for employee versus spouse and/or dependent child.

You must use any accrued PTB to cover the first seven consecutive calendar days of your disability. STD benefits may be paid for up to 83 consecutive calendar days (480 STD hours).

Full-time employees can earn up to 2.48 STD hours per bi-weekly pay period; part-time employees earn a pro-rated amount based on hours worked per pay period. STD hours begin accruing from your date of hire.

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Voluntary Short-Term Disability Benefits

Long-Term Disability (LTD) Benefits – Eligibility: 0.8 FTE and 1 year of service**

LTD benefits are provided at no cost. Eligibility for LTD benefits is satisfied one year from date of hire**. If you remain disabled and unable to work after 90 consecutive days of disability, the LTD Plan will provide up to 60% of your total monthly earnings (maximum monthly benefit does apply).

To qualify for LTD benefits, you must be certified as totally disabled by a physician and meet the other requirements of the program. Your LTD benefit is reduced by any disability income you receive from other sources such as Social Security, Workers’ Compensation or qualified retirement programs.

**Eligibility may differ for certain positions.

The Family and Medical Leave Act (FMLA) – Eligibility: 12 months of service, working 1,250+ hours

The Family and Medical Leave Act (FMLA) entitles eligible employees to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. Eligible employees are entitled to twelve workweeks of leave in a 12-month period for:

  • the birth of a child and to care for the newborn child within one year of birth;
  • the placement with the employee of a child for adoption or foster care and to care for the newly placed child within one year of placement;
  • to care for the employee’s spouse, child, or parent who has a serious health condition;
  • a serious health condition that makes the employee unable to perform the essential functions of his or her job
  • any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty”

Quick Links:
DOL Wage and Hour Division Fact Sheet
Expectant Family Resources

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