Our employees are dedicated and committed to providing the highest standards of excellence.In turn, we are committed to caring for you and your future. Our focus is to provide you with the tools and resources that allow you and your family to stay healthy and lead a healthy lifestyle.
The comprehensive benefits program we offer employees is an important part of your total compensation.
Full-time and part-time benefit-eligible employees have two traditional PPO medical plans and a High Deductible Health Plan option to choose from through Blue Cross Blue Shield of Texas. The Core and Plus traditional PPO medical plans and the Choice (HDHP) plan include prescription drug coverage and require an annual deductible be met before the coinsurance coverage is applied. The premium for the medical plan and prescription drug coverage appear as one deduction amount on the paycheck.
Encompass Health offers flexibility with four coverage tiers: Employee Only, Employee + Spouse/Domestic Partner, Employee + Child(ren) or Employee + Family
Encompass Health’s dental benefits are offered to full-time and part-time benefit-eligible employees and are administered by MetLife. The plan includes a core dental plan and several buy-up options. Orthodontic benefits are available for your children up to age 19 as a buy-up option.
Encompass Health offers full and part-time benefit-eligible employees a choice of two vision carriers–Vision Service Plan (VSP) and Superior Vision Plan.
The Encompass Health Retirement Investment Plan is qualified by the IRS and operating under Department of Labor regulations. The plan allows employees to contribute up to 100% of their pay on a pre-tax basis into their individual retirement account subject to the normal maximum limits set by the IRS. If you are age 50 or older, you are eligible to make an additional pre-tax “catch-up” contribution. Encompass Health matches 50% of the first 6% of pay contributed to the plan.
The Encompass Health Employee Stock Purchase Plan (ESPP), administered by UBS Financial Services, allows employees to purchase Encompass Health common stock through payroll deduction. This is a voluntary plan and can be a great supplement to your existing portfolio. Encompass Health pays the brokerage fees associated with the purchase of the stock.
Encompass Health does not sponsor or otherwise endorse these benefits. If you choose to enroll in any of these benefits, Encompass Health will remit your premiums to the provider on your behalf. Download the booklet below for full supplemental benefit information or see the short descriptions below.
A health savings account (HSA) is an individually owned, tax-advantaged account that employees can use to pay for current or future IRS-qualified medical expenses. This plan can be only be paired with the Choice (HDHP) medical plan.
The flexible spending accounts allow eligible employees to set aside pre-tax deductions to build up cash for eligible expenses (daycare or healthcare expenses). These plans allow you to reduce your taxable income by the amount of the spending account contributions.
Additional insurance is available to full-time employees. The additional insurance plans are group term life insurance and dependent life insurance.
Voluntary accidental death and dismemberment insurance (AD&D) is available to full-time employees. AD&D insurance provides around-the-clock protection in the event of an accident.
LifeLock® offers a full suite of products and services to help safeguard employees from identity theft. As the industry leader, they provide cutting-edge technology, 24/7 vigilance and a relentless commitment to protect employees’ identity–all backed by its $1 million total service guarantee.
The Auto and Home Insurance Program through MetLife is available to full- and part time employees. This program is designed to help employees get a better value on their auto and/or home insurance at group rates and discounts. Policies available include: auto, rental, condo, mobile home, recreational vehicle, boat and personal excess liability (“umbrella”) policies.
MetLife Legal Plans offers a legal service benefit made available by Encompass Health to its employees, their spouse (or domestic partners) and dependent children up to age 26 at an affordable rate. MetLife Legal provides telephone and office consultations for an unlimited number of matters with the attorney of your choice.
Purchasing Power, an online purchasing program, makes it easy for employees to purchase a variety of products and pay for them over time with zero interest, no credit check and no hidden fees.
CollegeBound 529 is available to employees as a convenient way to save for college. Employees can set up a regular college savings program for themselves, a child or a grandchild. This plan is available to full-time and part-time employees.
Because special circumstances may arise from time to time, Encompass Health offers Unum supplemental insurance plans to full-time and part-time employees. There are four group plans to choose from. Some of the plans include a cash benefit payable to the employee if a qualified claim is incurred.
Encompass Health provides basic term life insurance benefits to full-time employees in an amount equal to one times your annual base pay at no cost to you.
Our exempt employees (plus RN, LPN, LVN, PT, LPTA, OT, COTA, RRT, CRT, SLP, SLPA, pharmacist, med lab techs, med techs, sleep lab technologists and radiology technologists) enjoy generous PTO based on their tenure with Encompass Health.
Our non-exempt employees enjoy generous paid timed off (PTO) based on their tenure with Encompass Health.
Full-time employees are granted seven paid holidays within a calendar year in addition to PTO. Your location will establish a list of the scheduled holidays each year. Holidays are used in the calendar year and cannot be paid in lieu of time off. Part-time employees will receive one-half of a full-time employee’s annual holiday amount. Pool, PRN and temporary employees are excluded from holiday time. Hospitals must ensure adequate staffing to meet patient needs on a scheduled holiday. Employees who are required to work on a holiday will be compensated by another day off in lieu thereof, within the same pay period, if possible, at the discretion of the supervisor. Please discuss any questions with your supervisor and/or human resources director.