Hennepin (HCMC) Healthcare has several resources for employees. Hennepin Healthcare offers many resources for their employees, including information about benefits, healthcare providers, and hospital locations.
Table of Contents:
- What Is Hennepin(HCMC) Healthcare?
- Resources For Employees
- How Do All These Tools Provided By Hennepin Healthcare Benefit Employees?
- Hennepin Healthcare Employee Benefits
What Is Hennepin(HCMC) Healthcare?
Hennepin Healthcare is a not-for-profit integrated health care system that includes Hennepin County Medical Center, Park Nicollet Health Services, and Hennepin County Public Health. HCMC delivers high-quality, cost-effective care for people through more than 1,500 physicians and 5,000 employees.
They serve as the safety net hospital provider for their community and a regional destination hospital with a national reach. Hennepin Healthcare has the only Level I Trauma Center and Burn Center in Minneapolis and provides care to more than 2.4 million people annually.
Hennepin Healthcare is one of the largest providers of neurological care in the Upper Midwest. Additionally, it is an international leader in the medical sector.
Mission
Hennepin's healthcare mission is to promote exceptional health by creating an integrated health care system that advances excellence in care for all by supporting excellence in our profession. A primary focus of Hennepin Healthcare is providing excellent care for all of its patients.
The hospital regularly evaluates and seeks to improve its quality performance and expects all staff to be accountable for achieving department goals.
History
Hennepin County Medical Center (HCMC), home of Hennepin Healthcare, is part of the Hennepin County government. The hospital site at 12th & Park was donated to Hennepin County by Minnesota pioneer Dr. Franklin Steele in 1883.
It opened its doors with six beds and three physicians and served as a hospital for the indigent population of Minneapolis. It was the only hospital in the city until 1907 when four others were founded: Jewish (until 1984, today Bethany Hospital), General (today known as Mercy Hospital/St. Paul), Deaconess (today Regions Hospital), and Bethesda (now closed).
Resources For Employees
Employees play a vital role in Hennepin Healthcare's ability to provide exceptional care to its patients. An essential part of that is providing a safe, welcoming, and pleasant environment for their employees and families. Hennepin healthcare offers several resources for employees as follow:
1. Remote Access - Citrix Receiver:
Access your applications from anywhere using your Windows or MAC operating system. Citrix Receiver is a free software program that allows you to access files and applications on your computer from a remote network, such as your company's intranet or the Windows or MAC operating system itself.
Hennepin healthcare provides this service to its employees at no charge. Access is made available to all employees one week after they begin employment.
2. Remote Access – Request:
Hennepin healthcare provides a secure website for employees to perform a secure remote computer access request. It is first available to employees of the Police/Inspector's Training Bureau after being employed at HCMC for 30 days.
After completing an online request, Hennepin healthcare will provide the requested login information to you by email, fax, or phone within 24 hours.
3. AtStaff:
AtStaff is a software program developed to provide remote access to hospital equipment. AtStaff allows for remote control of medical imaging, x-ray, anesthesia, and laboratory. It is available for use by all HCMC employees.
Hennepin Healthcare has partnered with AtStaff to maximize the use and functionality of its human resource and payroll systems. No special software is required. All employees and their dependents (spouse and children under age 26) can enroll in the AtStaff service at no cost.
4. Outlook Web App:
Hennepin Healthcare has partnered with Microsoft to provide its employees with Outlook Web App (OWA) access. This application allows users to securely access their Human Resources, Payroll, and Time and Attendance data. In addition, it provides a means for employees to receive and respond to messages from Hennepin Healthcare.
5. Scanner Calendar:
Scanner Calendar is a program that allows an employee to schedule appointments for physicians or other health care providers. Hennepin healthcare provides an online scanner calendar to increase efficiency and enhance communication among employees, physicians, and patients. Employees can access through the Hennepin healthcare intranet or an internet connection at hh.org/scanner.
6. ServiceNow:
Hennepin Healthcare has partnered with ServiceNow to provide its employees with the ServiceNow portal for registration and authentication purposes. Service now is a web-based application that allows users to register, access user profiles, access pay, view attendance records, view driving logs, and perform other pertinent employee tasks.
How Do All These Tools Provided By Hennepin Healthcare Benefit Employees?
- Hennepin healthcare provides its employees with access to critical health care information, research, and new technology. Hennepin healthcare employees can use all of these tools 24 hours a day during regular business hours.
- Hennepin Healthcare provides employee access to its services, whether it be through remote access, PINs, or the Service Now portal.
- Hennepin Healthcare supports its employees in utilizing its human resource system.
- Hennepin Healthcare provides the resources necessary for its employees to be successful.
- Hennepin Healthcare provides its employees with a safe, welcoming, and pleasant work environment.
Hennepin Healthcare supports its employees in responding to the needs of the community. During COVID-19, Hennepin healthcare provided its employees access to critical health care information, research, and new technology.
Hennepin Healthcare arranged online screening and took digital x-rays of its employees. Hennepin Healthcare provided its employees with time and attendance services. They offered to take care of the employees' appointments during COVID-19. They arranged COVID-19 testing for their employees.
The staff at Hennepin healthcare set up an activity table during COVID-19 for employees to feel more comfortable and provide them with resources. They offered to meet with any employee that needed emotional support during the event. Hennepin healthcare provided soap, hand sanitizer, moisturizers, tinted moisturizer, and facial masks for its employees to use during COVID-19.
In addition, Hennepin healthcare provided a free shuttle service from the Minneapolis/St. Paul International Airport. The Shuttle service was coordinated through the Hennepin County Sheriff's Office and was delivered to all employees who requested it during COVID-19.
Finally, for all employees who were unable to attend COVID-19 due to their health status or responsibilities in the workplace, Hennepin Healthcare provided online access to critical health care information and research during COVID-19.
Hennepin Healthcare Employee Benefits
Hennepin healthcare has made it easy for you to take advantage of the many employee benefit programs offered through the hospital. They provide you with access to their programs that benefit your health, well-being, and productivity. Hennepin healthcare offers the following benefits to the employees:
PROMOTING HEALTH
- Medical/Prescription Insurance:
Hennepin Healthcare provides health care benefits for Medical and Prescription Benefits. Hennepin healthcare employees have the option to purchase medical insurance coverage when they begin employment. It is paid for by the Hennepin county, state, or federal government.
- Employee-dedicated pharmacy:
Hennepin Healthcare has partnered with Hennepin County to provide pharmacy services that are available to all employees. Hennepin Healthcare pharmacy offers the same pharmacy services that are available in retail pharmacies.
They offer a discount on brand name and generic drugs, mail order service, and specialty pharmacy services for some illnesses.
- Dental Insurance:
Hennepin healthcare employees get one dental insurance. Hennepin Healthcare has partnered with Delta Dental of Minnesota to provide its employees with access to Delta Dental.
The Delta Dental of Minnesota program offers dental insurance coverage for all employees at a reasonable cost. Each employee pays $10 per month for dental insurance or $20 per month for family coverage.
Employees can receive reimbursement for most dental services they use, even if their dental insurance plans do not cover them.
- Voluntary Accident Insurance:
Hennepin healthcare offers voluntary accident insurance coverage to all employees. To receive this benefit, the employee must complete the Voluntary Accident Insurance form and have their supervisor sign it.
It may be more comprehensive for your health, life, and disability insurance. When someone is involved in an accident that causes a permanent injury or a death, this coverage kicks in immediately.
It will help pay for lost wages and medical costs for permanent injury or loss of life not covered by the regular Hennepin health care benefits.
- Voluntary Critical Illness Insurance:
Hennepin Healthcare has partnered with United Health Care to provide voluntary critical illness insurance coverage to all employees. Hennepin healthcare will provide $1,000 per month and a maximum of $10,000 per year for each person on the policy.
Employees will receive a critical illness certificate of service at the time of their enrollment in this program. They can use it to pay for emergency room visits and emergency hospital stays for non-life-threatening illnesses such as heart attacks, strokes, or other such medical issues that require immediate attention.
PROMOTING WORK/LIFE BALANCE
- Basic Term Life/AD&D Insurance:
Hennepin healthcare provides basic term life insurance coverage of $35,000 to each employee. This insurance is available at no cost to the employee.
Hennepin healthcare provides basic term life insurance coverage for $10,000 per year through American Corporate Benefits Administrators (ACBA). Employees are allowed to purchase additional coverage if they wish to do so.
- Voluntary Whole Life Insurance:
Hennepin Healthcare has partnered with American Financial Group to provide voluntary whole life insurance coverage to all employees. Employees can purchase additional coverage if they wish to do so.
The basic policy comes with premiums paid for by Hennepin Healthcare. It includes basic insurance up to $1,000,000 of coverage at no cost to the employee.
- Short Term Disability Insurance:
Hennepin healthcare provides short-term disability insurance coverage through TIAA-CREF. It is an insurance policy that covers the employee if they become sick and unable to work for some time. It is a unique program and one that should be investigated and considered by all employees.
- Long Term Disability Insurance:
Hennepin Healthcare has partnered with TIAA-CREF to provide long-term disability insurance coverage to all employees. It is a benefit provided through the TIAA-CREF retirement program.
This program provides income to employees who are no longer able to work due to a disability. If you are disabled, you will receive compensation for lost wages, medical costs, and other miscellaneous expenses related to your disability.
- Employee Assistance:
Hennepin Healthcare has teamed up with TOSALA to provide an Employee Assistance Program (EAP) for all employees. Hennepin Healthcare provides EAP services to the employees free of charge, 24 hours a day.
It is a confidential program that offers employees support and counseling. They can call for advice, information, and referrals regarding any personal issues they are struggling with. It is a convenient means of support available whenever needed.
- Paid Time Off:
Hennepin healthcare provides paid time off to all employees. All full-time employees receive 25 days of paid time off per year. Part-time employees receive proportionate amounts based on the number of hours they work. This amount is accrued a year at a time, not a month at a time, and is available for use after one year of employment.
- Tuition Reimbursement:
Hennepin healthcare provides tuition reimbursement to all employees. Hennepin HA employees who enroll in a class at the Minneapolis College of Art and Design (MCAD) receive a full-tuition refund. Hennepin Healthcare reimburses 75% of the tuition cost for each category taken by the employee.
- Discounted Bus Passes:
Hennepin healthcare provides discounted bus passes to full-time employees. To apply for this benefit, you must fill out a form and have your supervisor sign it. You will then be able to purchase bus passes at a discount.
PROMOTING WELLNESS
- On-Site Fitness Center:
Hennepin Healthcare provides on-site fitness centers for all employees who wish to use them. These are in the form of gym facilities in all locations of the organization. Employees can work out at any time they want to.
- On-Site Chair Massage:
Hennepin Healthcare provides on-site chair massages in all locations for employees who wish to utilize them. These are in the form of massage chairs in some areas.
- Health Assessment:
Hennepin Healthcare offers free health assessments for all employees. If you choose to do so, you will receive a complete physical exam and blood work. It is highly beneficial both mentally and physically.
- Healthy Rewards:
Hennepin Healthcare has partnered with Blue Cross Blue Shield to provide Healthy Rewards to all employees. It is a point system that rewards employees for participating in healthy activities.
Employees can receive points for participating in the following healthy activities: yoga, walking, running, swimming, aerobics, and weight lifting. They can then redeem these points at various local businesses throughout the Twin Cities area.
- Healthy Savings Program:
Hennepin Healthcare has partnered with Aetna to provide a savings account to all employees. If a full-time employee opts into this program, they will receive a savings account that Aetna fully funds. It is a precious benefit and one that should be investigated and considered by all employees.
- Health Club Reimbursement:
Hennepin Healthcare provides a health club reimbursement to all employees. If you wish to use the gym facilities at the Hennepin Healthcare locations, you will receive a full refund for this expense. Hennepin Healthcare employees can't use these facilities on their own time, so they have to compensate for the price of using this facility.
- Tobacco Cessation Services:
Hennepin Healthcare provides tobacco cessation services to all employees. These are in the form of free nicotine replacement products to help you stop smoking. If you wish to take advantage of this benefit, you will need to fill out a short form and turn it into your supervisor for authorization.
PROMOTING SAVINGS
- Pre-tax Reimbursement for Health Care:
Hennepin Healthcare provides a pre-tax benefit to all full-time employees. It is a valuable benefit for any medical expenses out of pocket. If you think you might need it, it is a good idea to save up some money before taking advantage of this program.
- Pre-tax Reimbursement for Dependent Care:
Hennepin Healthcare provides a pre-tax benefit for dependent care to all full-time employees. The benefit is to defray the cost of care for a spouse, a child, or a dependent who is incapable of self-care.
- Pre-tax Reimbursement for Commuter/Parking:
Hennepin Healthcare provides a pre-tax benefit for commuter and parking expenses to all full-time employees. These benefits are to defray the cost of transportation and parking for both your job and other purposes.
- Retirement Savings - 401a:
Hennepin Healthcare provides a 401a retirement savings plan to all full-time employees. The employer will contribute 3% of your base pay into your 401a plan. The employee contributes up to 15% of their base pay into this account, with possible government matching benefits.
It is one of the most important benefits that an employee can take advantage of and should be taken seriously by all employees.
- 529 College Savings Plan:
Hennepin Healthcare provides 529 college savings plans to all full-time employees. The employer will contribute 3% of your base pay into a 529 plan for a child. The employee is responsible for contributing up to an additional 3% to this account. If you have children, this is an excellent benefit that all employees should investigate and utilize.
Conclusion
Hennepin Healthcare has been a very successful company as it provides its employees with excellent benefits and a perfect compensation package. Their health care plan is also one of the best among the many that are available in Minnesota.
Hennepin Healthcare is a significant employer in the Twin Cities. All employees must stop by and talk with their Human Resources Director to find out their benefits and additional money-saving options. Therefore, Hennepin Healthcare's benefits are worth looking into for anybody looking for a new job.
FAQ
How much time do employees get to take off with "Paid Time Off"?
The amount of paid time off given to employees will vary depending on the specific job and department, but it is generally 15 days plus four floating holidays (Thanksgiving, Christmas, New Year, and Labor Day). Some departments will also offer vacation buy-backs during the year if they do not meet their quota.
How much do employees earn when they start?
For new employees at Hennepin Healthcare, they offer a handsome salary and benefits package. The average starting salary in 2014 was $58,000 annually. Hennepin Healthcare also provides employees with a signing bonus of $1000 in addition to any benefits that they may qualify for.
Can employees work part-time?
Yes, but it must be on a limited basis. Certain positions are eligible to work part-time; however, you would have to put in 12 hours per week. If you are working less than this amount, it may be considered part-time, and you may lose some benefits.
Does HCMC conduct background screening?
Yes, HCMC conducts an extensive background screening
Does HCMC conduct drug screening?
HCMC is not known to conduct pre-employment drug test but will definitely conduct drug screening if the employee is suspected of drug abuse.
