Benefits of a Career at the Cellular Medicine Association

EMPLOYEE BENEFIT PLANS

CMA values the contributions of each employee and shows it by providing a
comprehensive benefits package. We offer two different types of employee benefits:

1. State and federally mandated benefits, which are paid for by both employee and employee
taxes

2. Company sponsored benefits.

Insurance

Health
All employees classified by CMA as full-time employees are eligible to participate in the Company’s basic health insurance plan through Blue Cross Blue Shield starting the first day of the month following 60 days of full-time employment. CMA pays the premiums for this coverage.

Dental Insurance
All employees classified by CMA as full-time employees are eligible to participate in the Company’s basic health insurance plan through Blue Cross Blue Shield starting the first day of the month following 60 days of full-time employment. CMA pays the premiums for this coverage.

Gym Membership
All employees classified by CMA as full-time employees are eligible to participate in the Company’s Gym Membership program.

Education Reimbursement
One of CMA’s core values is, “Always be Learning and Growing.” Our feeling is that a well-rounded education inside and outside of the working environment enhances an employee’s skill set and makes him/her more engaged with the organization and more valuable to the company. To support this value, we offer the benefit of educational reimbursement to all employees, according to the following guidelines:

• We will reimburse employees for 50% of tuition costs for any accredited coursework in any
subject, granted that:

– The employee submits a request for reimbursement no later than three months after
completion of the class.

– The employee completes the course with a grade of B- or better and provides an official
copy of his/her transcript to HR.

• If the employee can demonstrate a direct benefit to his/her current role, he/she may request a 100% reimbursement of tuition costs. This will be considered by his/ her manager and then the management team. Such a request will include a written, one-page proposal detailing how the skills obtained will enhance his/her skill set in his/her current position and/or how the skills will allow the employee to take on new responsibilities. This document is to be signed by the
employee and the manager.

• If the tuition/registration fees for any request are cost-prohibitive, the employee may request an advance in his/her reimbursement, which will be considered (but not guaranteed) by the management team. The amount advanced shall not exceed the amount of the employee’s monthly salary.

• If an advance reimbursement is granted, and the employee fails to meet reimbursement criteria listed above for ANY reason, he/she will repay the advance in value increments deducted from his/her paycheck as determined by the Management team.

Each employee is eligible to receive a maximum reimbursement of $1,500.00 per year

Company Provided Time Off
(Vacation, Holidays & Sick Days)
CMA’S VACATION POLICY

As a benefit to exempt employees, CMA offers two weeks of Paid Time Off.
The goal of this PTO
Policy is:
1. To provide flexibility and autonomy to each employee, supporting a culture of work/life balance
2. To encourage a motivated, performance-driven work environment. As such, this policy supports our goals of promoting a culture of personal responsibility and mutual trust.
CMA encourages its employees to take time off to relax and recharge when needed; time off helps individuals return to work invigorated and ready to produce their best work. However, exempt employees often must monitor and manage their work load at all times. CMA also trusts its employees to make reasonable decisions regarding PTO. Commitment to one’s job responsibilities is a key component to the success of this PTO Policy.

The Company realizes that exempt employees, as needed, check email and voicemail or perform other forms of work, when necessary, while away from the office.
According to CMA’s Vacation Policy, an employee may request two weeks off with the following stipulations:
• This benefit is only available to salaried, full-time employees who have reached 90- days of
employment at CMA.
• In line with CMA’s value of “Own Your Results,” this PTO policy necessitates that each
employee is committed to, and held responsible for, the duties outlined in his/ her particular role.
Regardless of the number of PTO days taken, each employee will be held to the performance
expectations of his/her job, as documented by individual and department KPIs. This means that if performance is suffering, a particular PTO request may not be granted until KPIs improve, and
disciplinary action may be taken.
• PTO days need to be requested in advance in writing and approved by one’s manager.

HOLIDAYS

Due to the nature of our business, we have customers all over the world. Although there are several universal holidays, many are limited to the United States. In order to accommodate our business needs, our Company observes both paid and unpaid holidays.
The office will be closed on the following paid holidays:

Paid Holidays
• New Year’s Day
• Thanksgiving Day
• Christmas Day
• Memorial Day
• Independence Day
• Labor Day
If a holiday falls on a weekend, the Company will inform you when/if the holiday will be observed.
Ordinarily, holidays falling on a Saturday will be observed the preceding Friday; holidays falling on a Sunday will be observed the following Monday. Management has the right to amend paid holidays at management’s discretion.

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