Employee Benefits

Employees participate in either a department- or company-wide incentive program to increase our efficiencies and to attain our organizational goals.

Depending on length of service with Healthfirst and/or position within the company, employees are entitled to a set amount of PTO hours per calendar year.

Healthfirst employees receive 9 paid holidays per year.

Healthfirst offers one (1) times your annual earnings (up to a maximum benefit of $500,000). Spouses and domestic partners are covered at $10,000, and children at $4,000.

Healthfirst offers employees a short term disability plan. Healthfirst makes contributions for the employee each year, regardless of whether or not the benefit is utilized.

In the event an employee is disabled for longer than six months, the long term disability plan provides coverage for 60% of base earnings, up to a maximum of $10,000 per month. Healthfirst makes an annual contribution for each employee, per year.

After one year of employment, employees are eligible for salary continuation. Employees must be approved for short-term disability, or approved to receive workers’ compensation payments. If the employee meets the eligibility criteria, the benefit amount is the difference between the employee’s bi-weekly gross salary and the short term disability (STD), voluntary short-term disability (VSTD), or workers compensation (WC) payment(s).

Healthfirst offers voluntary vision, supplemental short term disability, and supplemental life insurance programs.

Our EAP is a 24-hour resource for counseling and support services for every Healthfirst employee and their household members on a range of topics including emotional distress, substance abuse, and work-life issues. EAP also provides referrals for child care, elder care, legal, financial, and educational service.

Healthfirst’s base compensation structure provides a link between individual performance expectations and organizational goals. We compensate fairly, based on job requirements, industry standards, and employee performance levels. We are consistent with the company’s equal opportunity policies and applicable laws.

Healthfirst seeks parity in compensation with new and existing employees. Depending on hire date, employees’ compensation is reviewed at least once a year during the annual review process.

It is Healthfirst’s goal to use promotions and transfers to reward and motivate employees.

Healthfirst provides employees with high quality, comprehensive health care coverage to minimize the financial impact of medical costs for employees and their family members.  An employee’s contribution is calculated based on plan election, who is being insured, and a percentage of his or her annual salary. Healthfirst makes a substantial contribution per employee/per year for both medical and dental benefits. Vision coverage is voluntary (see Voluntary Programs below).

Healthfirst offers Health Care Reimbursement and Dependent Care Reimbursement account options. These reimbursement accounts work like a savings account – each pay period a pre-tax payroll deduction is deposited into your Health Care and/or Dependent Care Reimbursement account. When you need money to cover an eligible expense, you make a pre-tax “withdrawal” by completing a claim form and providing proper documentation.

Healthfirst offers a generous plan for its employees, who may begin deferring a portion of salary to the 401(k) retirement plan immediately after date of hire. Employees’ 401(k) deferrals are always 100% vested. After one year of service, Healthfirst will match dollar for dollar up to 6% of an employee’s contribution.  For example, if an employee contributes 8% of his or her base salary, Healthfirst will match 6%. The match is immediately vested.