2021 Benefits

Other Benefits

Lutheran Senior Services (LSS) is committed to providing you with a comprehensive benefits package that’s an important part of your total compensation. These benefits include a wide range of options designed to meet the financial and health care needs of you and your family. Please find all the information you’ll likely need throughout this comprehensive website, including recorded presentations that provide a narrated overview of each benefit.  (view all of these presentations here.) If you have any questions, contact your Human Resources department.

Other Benefits Pages

Getting Started

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Retirement

Retirement Benefits

AUL OneAmerica

Member website: www.oneamerica.com
Member Customer Service Ph #: 800-249-6269
Plan Number: G62205

LSS partners with our employees to help them prepare for retirement. All employees may voluntarily elect to have money deducted from their paychecks to be invested for their own retirement. Additional details may be found in the “403b & Roth Savings Plans” section below. In addition to employees’ own voluntary contributions, employees eligible for the LSS Retirement Match will receive additional money from LSS as an employer match based on their contribution levels. The amount of the LSS Retirement Match is a way for LSS to partner with our employees to help them prepare for retirement, and additional details may be found in the “LSS Retirement Match Plan” section below.

To access a 13-minute recording of the “LSS Retirement Benefits” educational webinar offered across LSS in June 2019 by AUL OneAmerica, please visit this link.

Overview of LSS Retirement Benefits (Recorded presentation, 9 minutes)
LSS Retirement – Frequently Asked Questions (FAQ)

For More Information or To Enroll… Please visit AUL/OneAmerica’s website, call 800.249.6269, or speak with your Human Resources representative.

403b & Roth Savings Plans +

403b & Roth Savings Plans

With the 403(b) option, employees are able to save and invest money each paycheck using pre-tax dollars. Using “pre-tax” dollars means you’ll see tax savings related to your contributions now, and then when you withdraw money later taxes will be withheld.  Employees can also choose how the money is invested and in what amount according to the plan’s various investment options.

With the Roth option, employees are able to save and invest money each paycheck using post-tax dollars. Using “post-tax” dollars means you will not see tax savings related to your contributions now, but will not be taxed when you withdraw money later.  And just like with the 403b, employees can choose how the money is invested and in what amount according to the plan’s various investment options.

Eligibility Requirements: All employees are eligible to participate in the 403(b)/Roth plans upon employment, by electing to have money deducted from their paychecks to be invested for their retirement.

Plan Entry Date: Employees may enroll or make changes at any time after hire and throughout the year*. All enrollments and/or changes will be effective the first of the following month.

Employee Contributions: Generally you can contribute up to 80% of your wages, salary, earnings (and bonus, if applicable) or $19,500 for the 2021 calendar year, whichever is less, subject to plan and statutory limits.

Catch-up Contributions: Employees who are age 50 or over at the end of the calendar year can also make additional, catch-up contributions of up to $6,500 more in 2021 (in addition to the $19,500.00 limit).

*Our plan includes an Automatic Enrollment feature which allows for employees to participate in the 403(b) and LSS Retirement Match Plan without taking any action. Once an employee becomes eligible for the LSS Retirement Match Plan, they will be automatically enrolled in the pre-tax 403(b) plan at a contribution level of 2% of wages. If an employee prefers to not participate, or would like to participate at a contribution level other than 2%, they must login to AUL’s portal, enroll and either “opt out” (to contribute nothing) or select a different contribution amount.

LSS Retirement Match Plan +

LSS Retirement Match Plan

LSS partners with our employees who participate in the 403(b)/Roth plans to help them better prepare for retirement. Under normal circumstances, if an eligible employee makes a 403(b)/Roth contribution, LSS would make a matching contribution to their retirement account each pay period. Unfortunately due to the global COVID-19 health pandemic, employers across our nation have had to make tough decisions for the financial stability of their organizations and LSS has also experienced significant stress with the reduction of revenue and increased expenses to provide a safe environment during these challenging times.  As a result we made the tough decision to temporarily suspend the LSS retirement match contributions effective July 1, 2020 until further notice. We intend for this to be a short-term measure and will re-evaluate the situation at the end of 2020.

Since it is our intention to restore our LSS Match once conditions improve, below is more information on the LSS Match program.

Eligibility Requirements: Employees who participate in the 403(b) are eligible for the LSS Retirement Match if they have been employed at least one year, worked over 1,000 hours, and attained the age of 21*.

Plan Entry Date: Eligible participants begin to receive the LSS Retirement Match on the first day of a quarter (i.e., January 1, April 1, July 1 or October 1).

*Our plan includes an Automatic Enrollment feature which allows for employees to participate in the 403(b) and LSS Retirement Match Plan without taking any action. Once an employee becomes eligible for the LSS Retirement Match Plan, they will be automatically enrolled in the pre-tax 403(b) plan at a contribution level of 2% of wages. If an employee prefers to not participate, or would like to participate at a contribution level other than 2%, they must login to AUL’s portal, enroll and either “opt out” (to contribute nothing) or select a different contribution amount.

Vesting: You are always 100% vested with the money you have contributed in to your 403b or Roth. For the money LSS contributes through the LSS Match, you can become 100% vested as quickly as 5 years but certain requirements must be met, as outlined below.

You become 20% vested in the LSS match contributions after 1 year of service during which you work at least 1,000 hours, and an additional 20% for each additional year of service with 1,000 or more hours. You will be fully vested after 5 years of vesting credit.

*Years of Service Percent Vested
Less than 1 0%
1 20%
2 40%
3 60%
4 80%
5 100%

 

*A year of service means an employee completed 1000 or more hours of service during the Plan Year (calendar year).

For additional details, please refer to the Lutheran Senior Services Retirement Match Plan enrollment booklet.

Hardship Distributions +

Hardship Distributions

What is a “hardship distribution”?  A “hardship distribution” (sometimes referred to as a “hardship withdrawal”) is defined by the IRS as an "immediate and severe" financial need and establishes the allowable reasons for such a withdrawal, which include the following qualifying circumstances:

  • Payment of unreimbursed medical expenses over 7.5 percent of your adjusted gross income
  • Costs related to the purchase of a principal residence
  • Tuition and related educational fees and expenses for yourself or a dependent for the upcoming 12 months
  • Payments necessary to prevent eviction from, or foreclosure on, your principal residence
  • Burial or funeral expenses for members of your immediate family
  • Repair damage to your principal residence resulting from a natural disaster

You will need to prove financial hardship and that you are unable to meet your financial needs another way, by providing some documentation.  Additional information is available at irs.gov. Other requirements, limitations or fees may apply.

Additional information is provided below in the Question/Answer section below:

Can I take a “hardship distribution” from my 403b and/or Roth plan with LSS?  Yes.  LSS’s plan allows for hardship distributions in accordance with the IRS requirements and limitations.

How much money can I withdraw for my hardship?  The amount of your withdrawal cannot exceed the amount of your need.

Can I use the money from my employer match contributions for my hardship?  No, you may only withdraw money that you have contributed.

Is there a fee for taking a hardship?  Yes, and you will be responsible to pay that fee to AUL.

How can I request a hardship distribution?  If you believe you qualify for a hardship distribution, contact us at 1-800-249-6269, Monday-Friday 8 a.m. - 8 p.m. Eastern Time to request the necessary paperwork.

Does LSS need to sign the hardship paperwork?  No, everything can be completed by you and AUL.

Can I take a loan using my 403(b)/Roth money?  No, LSS’ plan does not offer the option for loans.

Time Off Benefits

Time Off Benefits

Paid Time Off (PTO) +

Paid Time Off (PTO)

Full time and part time employees are eligible to receive this benefit. This program will allow you to accrue “paid time off” to replace the traditional benefits of vacation, holidays, and sick time. For each hour paid per pay period up to a maximum of 80 hours (excludes overtime), the employee will receive PTO credited at the following rates below. Employees accrue PTO during pay periods in which they are paid at least 40 hours.

Years of Service Rate Approx. Days/Year for a FT employee (40 hours/week)
During 1st complete year 0.073 19
After 1 Year Anniversary 0.088 23
After 5 Year Anniversary 0.107 28
After 11 Year Anniversary 0.127 33

 

PTO Sell-Back

The LSS PTO Sell-Back program provides PTO-eligible employees the option to sell back a portion of their unused PTO, to provide employees flexibility for how they use their paid time off benefits.  Eligible employees may cash in (or sell back) up to 20 hours of unused PTO every 3 months (i.e. up to 80 hours per year) as long as they maintain a PTO balance of at least 40 hours.

 

PTO Donation

Employees may donate their available PTO hours to the “PTO Donation Bank”, while also designating that a portion of these donated PTO hours be provided to a specific coworker in need. The PTO Donation Bank may provide eligible employees paid leave time when absent without pay for a serious health condition of their own or an immediate family member.

Employees may choose to make a monetary donation instead if they’d prefer, with a personal check, money order, or a credit/debit card by visiting the Lutheran Senior Services website (“Ways To Give”).

 

Caregiver Me Time

Home and Community Based Services (HCBS) employees in a casual-status “Caregiver” job are eligible for this special paid time off benefit.  This program allows eligible employees to accrue “Caregiver Me Time” hours to replace the traditional benefits of vacation, holidays, and sick time. For each hour paid per pay period up to a maximum of 80 hours (excludes overtime), the employee will receive 0.032 “Caregiver Me Time” hours (which amounts to 2.56 hours for every 80 paid hours).  Employees accrue “Caregiver Me Time” during any pay period in which they are paid at least 40 hours.

Extended Sick Bank (ESB) +

Extended Sick Bank (ESB)

Lutheran Senior Services provides an extended sick bank (ESB) benefit which provides income protection for employees with illnesses or injuries that result in prolonged absence from work.

  • Full-time, weekend-option, or part-time status are eligible.
  • Accrual rate is 0.0345 approximately 2.76 hours accrued for each 80 hours paid.
  • Accrue up to 480 hours.
  • Used for employees personal illness or injury.
  • PTO will need to be used for the first week of illness.
  • Employees will be required to provide physician’s statement verifying their illness or injury, est. length of absence before payment of ESB.

Please contact your Human Resources representative for more information.

Bereavement Pay +

Bereavement Pay

To express the sympathy and support of Lutheran Senior Services towards our employees when a family member passes away, eligible staff may receive bereavement pay (rather than using PTO) to tend to their personal and family needs associated with their loss.  The number of paid bereavement hours provided depends upon the employment classification of the employee and the specific relationship outlined below:

Relationship Full-time

(or HCBS employee with an average of 30 hours/week or 20 visits made)

Part-time

(or HCBS employee with an average of 20 hours/week or 10 visits made)

Spouse (Current) 40 hours 20 hours
Children (Including adopted, foster, legal ward and step) 40 hours 20 hours
Children In-Law (Current) 8 hours -
Parents (Including step) 16 hours 8 hours
Parents In-Law (Current) 8 hours -
Siblings (Including adopted, foster, legal ward and step) 16 hours 8 hours
Siblings In-Law (Current) 8 hours -
Grandparents (Including step) 8 hours -
Grandchildren 16 hours 8 hours

 

For more details about this benefit, please refer to the LSS HR Bereavement Pay Policy on LSSLink.

Jury Duty Pay +

Jury Duty Pay

Full-time employees may receive up to two weeks of pay (per year) for time spent on Jury Duty (rather than using PTO).  To help with the cost of parking, transportation and meals typically incurred because of jury duty, employees are allowed to keep their jury pay received from the court as well.  For more details about this benefit, please refer to the LSS HR Jury Duty Pay Policy on LSSLink.

Employee Assistance Program (EAP)

Employee Assistance Program (EAP)

Mercy

Member website: Mercy EAP
Member Customer Service Ph #:314.729.4650 or 1.800.413.8008 #2.
Username: LSS
Password: meap

LSS has partnered with Mercy Employee Assistance Program (EAP) to provide services to all LSS employees and their household members.  The EAP provides 24/7, free, confidential services to help with all of life's issues, including stress at work or home, strained relationships, parenting/family concerns, conflicts/communication issues, depression/anxiety, budget/financial challenges and many more.  Services include face-to-face and/or telephone counseling, financial and legal consultations, and assistance with finding necessary resources.  All employees (and household members) are eligible to use the EAP starting their first day of employment with LSS.  To contact the EAP, call 314.729.4650 or 1.800.413.8008 #2.

Additional resources, such as “self-help” webinars, are also available online here:

To access the online resources, please enter “LSS” as your username and “meap” as your password.

Education Assistance

Education Assistance

We encourage employees to continue developing their professional skills by providing educational assistance towards LSS-related skills and knowledge, by offering four different educational assistance programs. Below are general overviews of each program for you to review and determine which program is right for you (you may only request assistance from one program at a time). For more detailed information regarding any of the LSS educational assistance programs, please refer to the formal HR Policies for each individual program.

Education Assistance Programs +

Tuition Reimbursement
Under the Tuition Reimbursement program, full-time employees may be eligible to receive up to $10,000 in educational assistance if they are pursuing post-secondary education and working towards a degree and/or a certificate that will prepare for them any LSS position. Educational assistance may be provided to assist with the cost of tuition only, and will be paid after the student successfully completes each class. All requests must be submitted and approved before any classes or programs begin. Additional terms and conditions that apply to this program, including requirements for repayment, may be found in the HR Policy "Tuition Reimbursement" on LSSLink, and it is the employee's responsibility to familiarize themselves with the policy for which they must comply.

Nursing Scholarship Program
Full-time nursing employees may be eligible to receive up to $10,000 in educational assistance if they are pursuing a nursing degree (i.e. LPN, ADN, BSN and/or MSN). Educational assistance may be provided to assist with the cost of tuition only, and may be paid to the student upfront (i.e. prior to the class beginning). All requests must be submitted and approved before any classes or programs begin. Additional terms and conditions that apply to this program, including requirements for repayment, may be found in the HR Policy "Nursing Scholarship Program" on LSSLink, and it is the employee's responsibility to familiarize themselves with the policy for which they must comply.

Educational Assistance – Certified Nursing Assistant (CNA) & Certified Medication Technician (CMT) Programs
Under the CNA & CMT educational assistance program, full-time and part-time employees may be eligible for educational assistance to pursue their C.N.A. and/or C.M.T. certification. For a C.N.A. program, this benefit provides up to $1075 towards the cost of tuition, exams and materials, as well as regular pay for time spent in class (up to 75 hours) and clinicals (up to 100 hours). For a C.M.T. program, this benefit provides up to $600 towards the cost of tuition, exams and materials, as well as regular pay for time spent in class (up to 64 hours) and clinicals (up to 8 hours). All requests must be submitted and approved before any classes or programs begin. Additional terms and conditions that apply to this program, including requirements for repayment, may be found in the HR Policy "Educational Assistance - C.N.A. and C.M.T. Programs" on LSSLink, and it is the employee's responsibility to familiarize themselves with the policy for which they must comply.

Deciding on a CNA or CMT School? The Senior Care Network Academy is a great option for LSS staff who are able to attend a program in the St. Louis metropolitan area. The Senior Care Network was established in 2015 as a partner school of LSS, offering a great education at a significantly discounted price for staff of LSS. Located at LSS Mason Pointe, the costs for tuition and supplies are set a level that will be covered 100% by the LSS educational assistance program described above. To learn more, visit www.cnatrainingacademystl.com.

Ruth & Willis Piehl Educational Awards
Under the Ruth & Willis Piehl Educational Awards program, all LSS employees (except those in a PRN status) may be eligible to receive up to $5,000 in educational assistance for any schooling that will enhance their career options at LSS. The Piehl Awards covers tuition costs (for GED, English as a Second Language, and certification programs), as well as books, supplies, and fees. All requests must be submitted and approved before any classes or programs begin. Additional terms and conditions that apply to this program may be found in the HR Policy “Educational Assistance – Ruth & Willis Piehl Educational Awards”, and it is the employee's responsibility to familiarize themselves with the policy for which they must comply.

PerkSpot Discounts & Deals

PerkSpot Discounts & Deals

PerkSpot is a for all LSS employees that provides you (and your family) with discounts and deals for local and national merchants at no cost to you – just another great perk of working at LSS!

Some of the deals you’ll find on the LSS PerkSpot site are special discounts exclusive to this program, and other deals you’ll find are called Perk Alerts. Perk Alerts are deals that exist outside of PerkSpot’s program, but the PerkSpot site makes them easier to find. These include discounts already available to LSS employees, such as Six Flags and mobile carrier discounts.

This employee discount program helps your dollars go further on purchases large and small – from clothing to automotive, toys to travel, education to entertainment, and more. You can tailor these offerings to your interests; and if you don’t see what you’re searching for, you can ask PerkSpot to add that merchant in the future.

Current deals that are available include retailers such as AMC Movie Theaters, Wal-Mart, Best Buy, most major car brands, Enterprise Rent-A-Car, 1-800-Flowers.com, PODS, Costco, Sam’s Club, World Market, Crocs shoes, and many more. Available deals are always updating so be sure to check back often to see what new deals are listed.

To take advantage of this new LSS discount program, visit the PerkSpot website and create your account using whatever email address you’d like. If you have any questions, PerkSpot has a full-time customer service team. You can reach them at cs@perkspot.com.

Student Loans

Student Loan Forgiveness for Non-Profit Employees

Do you ever want your student loans to end? Thanks to a government student loan forgiveness program for non-profit employers, that could happen for you because you work at LSS. The “Public Service Loan Forgiveness” (PSLF) program forgives the remaining balance on your Direct Loans once you have made 120 qualifying monthly payments under a qualifying repayment plan while working full-time for a qualifying employer. Lutheran Senior Services is a qualifying employer, and so you may be eligible for this benefit as a perk of working at LSS!

How Does the Program Work?

To qualify for student loan forgiveness as a non-profit employee, you must:

  • Have an eligible type of student loan - only “direct loans” qualify
  • Be employed full-time (30+ hours/week) at a non-profit employer, like LSS
  • Make 120 qualified monthly payments (over a 10-year period of time)

What should I do?

Do not wait until you have made the 120 payments – Act NOW in anticipation of being employed by LSS for the next 10 years and of eventually making 120 payments at some point in the future.

To Learn More: Call 1-855-265-4038 and talk with a representative from the PSLF program to answer any questions and make sure you’re fully prepared to take care of this great perk of being an LSS employee.

To Apply:

  1. You can mail this application to U.S Department of Education, FedLoan Servicing, P.O. Box 69184, Harrisburg, PA 17106-9184, or you can create an account on myfedloan.org and upload the form online;

Or…

  1. If your student loans are already with FedLoan Servicing, you can submit your application online through their portal.

Pay Advances

Pay Advances

LSS has partnered with PayActiv to allow you immediate access to the pay you’ve already earned

Have you ever wished that you could access the money that you’ll be paid on your next paycheck but can’t?  Have you ever needed just twenty dollars or sometimes more to pay an expense that can’t wait until the next pay date?  If so, you are not alone.  Approximately 50% of all workers in the United States have less than $400 in savings for unanticipated expenses.

LSS has partnered with a company named PayActiv who provides services designed specifically for these hardships.  We believe the services they offer will help reduce stress caused by short term financial needs like many of us experience.  We are happy to introduce a new service for LSS staff.

What is PayActiv?

PayActiv provides a service that allows staff to receive an “advance” on their wages that they’ve already worked but have not yet been paid.  This is not a loan.  It’s simply an advance on your own earned wages for a “per transaction fee” of $1.00 (with a $5 per pay period cap).  The $1 fee is similar to how we sometimes pay an extra couple of dollars to withdraw cash from an ATM not associated with our primary bank.

How does it work?

Each morning, PayActiv receives a report from our payroll system that tells them the number of hours each employee has worked in that pay period.  Matching the hours we’ve each worked with the monthly demographic report provided to them each week, PayActiv knows how much pay to estimate the employee has earned in that pay period.  PayActiv then reduces this pay estimate by half and displays that lower dollar amount as the amount available for you to receive “on the spot” when you visit their app.  If you want to access that money, you simply pay a flat $1.00 transaction fee.  (There is no interest charged.)  Once you pay the $1 fee, you can make up to 3 transactions against that available balance throughout the rest of that pay period at no additional cost.

For example, an employee who is paid $10/hour visits the PayActiv app on the 4th day of a pay period.  They’ve worked two 8-hour shifts in that pay period so far… 16 hours x $10 = $160.  Half of that $160, minus the $1 transaction fee, would be available for them to get an advance on, i.e. $79.

You may request the money be applied to a pay card of your choosing, transferred to a bank account, and/or withdrawn via participating ATM’s as cash.

How do you pay back the money you’ve accessed?

After each pay period ends, PayActiv will send our Payroll department a report listing all employees and their outstanding balances owed.  The amount owed will be deducted from that next pay slip.  If an employee does not have enough pay to cover their outstanding balance, it will roll over to the next pay slip without any interest or penalties ever being imposed.

For more information, such as how to enroll at no cost, please visit www.PayActiv.com/help or call 1-877-937-6966

 

Need a Ride?

Need a ride but don’t have a credit/debit card?  PayActiv can help with Uber rides – Click here to learn more.

 

Commuter Benefits

Commuter Benefits

LSS strives to provide support to those employees who take alternative modes of transportation beyond simply driving alone in a car. Alternative modes of transportation, such as buses, MetroLink trains, bicycling, carpools/vanpools and walking, can cost much less to do and are also better for the environment. Sometimes it can be challenging and/or scary to try using these alternative modes of transportation though, but these three employee perks provide support and remove some of the risks by rewarding those who already use mass transit or bike/walk to work and providing incentivizes for others to try it out. If you have questions about any of these programs, please contact your HR Director or your ETC (employee transportation coordinator).

Employee Discounts & Perks

Employee Discounts & Perks

Lutheran Senior Services has partnered directly with the following organizations (listed below) to offer special discounts to our LSS employees:

-Six Flags St. Louis

-Club Fitness

-Gold’s Gym

-YMCA

-AT&T Wireless

-Sprint

-Verizon Wireless

-Enterprise Rent-A-Car

To learn more about these special deals for LSS employees, please visit the LSS PerkSpot website here.

In addition to the deals included inside the LSS PerkSpot website, employees enrolled in an LSS Anthem medical plan are eligible for even more discounted products and programs (e.g. FitBit, Jenny Craig, etc.). See their flyer for a complete listing of available perks here: Anthem BCBS Discount Programs

Workers’ Compensation

Workers’ Compensation

LSS’s Commitment to You

Our focus is on you, and our highest priority is to get you the care you need to get back to 100% health when you have experienced a work related injury or illness.

Our focus on safety is based on our concern for your wellbeing as a person and a partner in our mission.  Employees should look out for one another by anticipating and identifying unsafe acts and conditions.  Any and all safety concerns should be brought to your supervisor or one of the members of our safety committees, and all concerns are appreciated and will be evaluated.  The safety of our staff, residents, clients and visitors is fundamental to the future success of our mission.  We affirm our commitment to providing the safest possible work environment for our employees.

Remember:  The most important priority is that you receive the care you need.  We want you to return to work so you can continue sharing your talents and helping older adults live life to the fullest.

What happens if I am injured on the job?

  • Use the link below to find out what you would do “NOW” when faced with an employee work-related injury or illness. It also includes the LSS procedures for reporting and managing work-related injuries and illnesses.

 

 

Learn more about worker’s compensation

Getting injured on the job is never fun. Use the link below to download our 2-page brochure on Worker’s Compensation. The purpose of this brochure is meant to answer some questions you may have about both the steps in the process as well as general questions about the Workers’ Compensation system. If you have additional questions, please don’t hesitate to contact your supervisor or HR Director – We are here to help you.

This website is intended to summarize your eligibility for company sponsored benefits. The information provided does not constitute a legal document and in any case of conflict the legal plan document will prevail.

Need More Information?

Contact your location’s Human Resources representative(s) with any questions you may have about your benefits.