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  • Yes, your years of service at Olathe Health will be honored by the health system. Employee hire dates at Olathe Health will move to the health system as the continuous service date.

  • Olathe Health’s policy until May 2023 was to continue the service date for time accrual purposes for employees who returned to employment within 90 days of separation.
  • Employees who were gone less than 12 months and rehired in May 2023 or later will retain their service credit.

  • If the employee left the health system on or after January 1, 2023, to join Olathe Health, the employee will retain credit for their years of service with the health system.

  • PTO is accrued based on years of service and FTE. If the prior service is counted in the continuous service credit, it will be counted toward PTO.

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  • Health system medical plans offer three tiers of provider networks:
    • Health system network tier: Because we are proud of the care we provide, using a health system provider is the most affordable option.
      • Beginning January 1, 2024, the health system network tier will expand to include all Olathe Health facilities as well as those providers who are employed by Olathe Health/The University of Kansas Physicians
    • In-network tier: The second-lowest cost option is for in-network providers.
    • Out-of-network tier: These providers and facilities (such as HCA and Saint Luke’s) have not agreed to accept an approved amount for services. That means you pay more for getting care because the rates are likely higher than the discounted health system network and in-network rates. You’ll also pay significantly more toward your deductible, copays, coinsurance and out-of-pocket maximum.
  • Read more about medical plan networks, including which Olathe Health providers are employed and covered in the health system network tier.

  • Children’s Mercy is an in-network provider under the health system’s insurance plans.
  • Read more about medical plan networks.

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  • The health system is proud to provide the It’s About You wellness program free to all employees, regardless of whether they are enrolled in a medical plan or of their benefits-eligibility.
  • Spouses enrolled in a health system medical plan can also participate for free in the wellness program.
  • More information about the wellness program will be shared in March 2024.

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  • The health system’s program is designed with flexibility to meet your need for paid time off, regardless of the reason – vacation, personal time, sick time or holidays outside of the eight provided by the health system.

  • Accrued sick leave balances as of December 23, 2023, will roll over to an Extended Illness Reserve (EIR) bank.
  • Learn more about the PTO program, including EIR, on the “PTO and Holidays” page under “Explore Your 2024 Benefits.”
  • You can also watch the group education session video for details about PTO including the EIR bank for accrued sick-leave hours.

  • Sick time accrual at Olathe Health will end on December 23, 2023, at 11:59 p.m. CT.

  • You do not have to exhaust PTO hours to use hours in your Extended Illness Reserve account.
  • To see how EIR may be used, visit the “PTO and Holidays” page under “Explore Your 2024 Benefits.”
  • You can also watch the group education session video for details about the Extended Illness Reserve (EIR) bank for accrued sick-leave hours.

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  • Yes, if you work 0.5 FTE or more, your accrued PTO as of December 23, 2023, will roll over to your health system PTO bank.
  • If you work less than 0.5 FTE, accrued PTO will be paid out in January 2024.

  • Employees can accrue up to 300 hours of PTO.

  • PTO is accrued as a flat rate per pay period (prorated by FTE).
  • Yes, health system PTO will accrue at a higher amount and also move to a higher accrual level faster based on years of service than the current Olathe Health PTO plan.
  • Olathe Health PTO includes time for 6 holidays in the accrual factor. At the health system, the 8 holidays provided to all benefits-eligible employees are in addition to the PTO bank.

  • Employees who work less than 0.5 FTE will receive a pay-out for accrued paid time off, at 100% of base earnings, within the first 2 pay cycles in January 2024.
  • Those who work 0.5 FTE or more will accrue PTO under the health system’s PTO policy beginning December 24, 2023. All PTO hours accrued at Olathe Health as of December 23, 2023, will roll over to their health system PTO bank.

  • We trust our staff to use their PTO bank responsibly and to make good decisions about when they should stay home to keep patients and co-workers safe.
  • A combined bank with more hours that can be used for any purpose gives employees the most flexibility to take care of themselves as well as personal and family responsibilities. Employees should manage their time away from work and use their PTO hours wisely to ensure available paid time off to meet their needs.

  • PTO sell-back is generally offered in the spring and fall each year.
    • The executive team of the health system may adjust this process, including the timing and percentage paid, at any time based on business needs. There have been times in the past where this opportunity was not made available.

  • When it is offered and presuming eligibility requirements are met, employees may receive up to 90% of hourly pay for each hour of PTO sold back to the health system. The payout is at a reduced rate of pay, in compliance with IRS regulations.

  • When an employee has completed their introductory period and leaves the health system, their accrued PTO is paid at 100% of their base earnings and is usually paid within 1 payroll cycle after their last regular paycheck. The maximum PTO payout is 300 hours.

  • Currently at Olathe Health, holiday pay uses hours from accrued PTO and is only applied if the employee is scheduled to work on the holiday AND the office is closed in observance of the holiday. This is for both non-exempt (hourly) and exempt (salaried) employees.
  • At the health system, holiday credit is applied to all full-time and part-time employees with an FTE of 0.5 or greater, on the observed holiday, regardless of whether they work on the holiday.

  • Holiday credit is applied to all full-time and part-time employees with an FTE of 0.5 or greater, on the observed holiday, regardless of whether they work on the holiday.
  • Non-exempt (hourly) employees who work on the recognized holiday receive 1.5 times their base pay for all hours worked on the holiday.
  • Holiday credit hours are paid for the holiday and cannot be banked for use at a later date.

  • Holiday credit is applied to all full-time and part-time employees with an FTE of 0.5 or greater, on the observed holiday, regardless of whether they are scheduled to work and/or work on the holiday.

  • Please talk to your manager about operating hours for health system holidays.

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  • Short-term disability (STD)
    • Short-term disability (the base plan) is provided by the health system at no cost to employees who work 0.5 FTE or more. This benefit provides a percentage of your weekly income for up to six months while you are out for a nonwork-related accident, pregnancy or illness.
  • Extended illness reserve (EIR)
    • EIR is an account created to hold the balances of legacy sick leave benefits. EIR accounts do not accrue additional hours. The existing hours can be used only in certain circumstances. See the “PTO and Holidays” page under “Explore Your 2024 Benefits” for details about how to use EIR.
    • EIR hours may be used for all qualifying FMLA leaves, continuous or intermittent, approved through The Hartford. This includes approved leaves to care for the employee’s own serious health condition or that of a spouse, son, daughter or parent.
    • If the approved leave is for the employee’s own serious health condition, EIR hours may be used during the 7-calendar day short-term disability waiting period.
    • You can watch the group education session video for an overview of STD and EIR.

  • PTO is accrued as a flat rate per pay period (prorated by FTE).
  • Health system PTO will accrue at a higher amount for most Olathe Health staff. Health system PTO accruals also move to a higher accrual level faster based on years of service than the current Olathe Health PTO plan.
  • Olathe Health PTO includes time for 6 holidays in the accrual factor. At the health system, the 8 holidays provided to all benefits-eligible employees are in addition to the PTO bank.

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      • The health system provides several types of leave that may be available to new mothers. Under the health system’s pregnancy leave policies, employees are eligible for up to six weeks of unpaid leave for medical care for themselves related to pregnancy, miscarriage, abortion and recovery from such conditions. This leave can also be used before giving birth for any pregnancy-related complications.
      • Employees may also qualify for an additional six weeks of unpaid leave through the federal Family & Medical Leave Act (FMLA). To qualify, as of the start date of the leave, employees must have been employed for at least 12 months and worked at least 1,250 hours in those 12 months. Employment at Olathe Health counts toward these eligibility requirements.
      • Employees who are eligible under the health system’s short-term disability (STD) benefit (the base plan, paid for by the health system) will receive STD benefits for a portion of this leave, typically 5 or 7 weeks of STD benefits following delivery of the baby. In addition, employees may be paid for some of the leave time where applicable using PTO or EIR benefits.
      • For more information on these leave and pay options, check out the New and Expecting Parent Resource Guide.

  • Eligible employees may receive up to 12 weeks of unpaid leave under FMLA following the birth of a child and to bond with the newborn child within one year of the birth.
  • To qualify for FMLA leave, as of the start date of the leave, employees must have been employed for at least 12 months and worked at least 1,250 hours in those 12 months. Employment at Olathe Health counts toward these eligibility requirements.
  • Some or all of this leave may be paid using EIR or PTO benefits.

  • The health system provides unpaid, job-protected leave and reinstatement to employment following military service, consistent with the federal Uniformed Services Employment and Reemployment Rights Act (USERRA) and applicable state law.
  • In addition, the health system provides a military pay differential (that is, the difference between the employee’s military and health system pay) in certain situations.

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Watch the group education session video or visit the section about retirement under Explore Benefits.

Yes, the health system contributes to your retirement plan based on years of service (from 3-8.5% of eligible earnings). Learn more the section about retirement under Explore Benefits.

To help you build a secure retirement, our health system offers two retirement savings plans.

  1. In the 401(a), or "Automatic" plan, your contributions – and the health system's – are based on your years of service. For most employees with less than 20 years of service, the employee contribution rate is 4% of base pay. For most with 20 or more years of service, the rate is 5.5% of base pay. (Additional rules may apply to some roles and those will be communicated individually.)
  2. To save more than the automatic contribution rate you will need to use the 457(b) or "Boost" plan. Using this plan, you can save any additional amount up to the 2024 IRS maximum of $23,000 (or 85% of pay, whichever is less).

Here's an example:

  • Previous contribution rate = 10% of base pay (includes the 3% Olathe Health employer match)
  • Less than 3 years of service
  • 4% contribution automatically made to health system 401(a) plan
  • 3% health system contribution for a total of 7%
  • 3% contribution needed in 457(b) plan to match prior contribution rate

To begin or adjust contributions to the 457(b) plan, visit the NetBenefits website or the NetBenefits app. Log in with your current Olathe Health credentials. You will see The University of Kansas Health System Plans alongside your Olathe Health plans.

Employees eligible for health system retirement plans were enrolled in the 401(a) savings plan Jan. 1. Employees and the health system both automatically contribute to this plan based on years of service. Employees are not able to opt out or change 401(a) automatic retirement savings. You can find the contribution rate schedule and other plan details in the section about retirement under Explore Benefits.

The health system retirement program is designed to help employees build a strong financial future. Automatic contributions from employees and the health system to the 401(a) plan help you build a foundation of retirement savings. For this reason, plan documents require contributions from employees and the health system. The available 457(b) "Boost" plan provides a tax-advantaged way to save even more.

Because benefits-eligible employees now participate in the health system retirement program, the Olathe Health plan – also referred to as the Olathe Health 403(b) plan – will be terminated later this year. You will receive a mailing at your home from Fidelity Investments before the end of January with details. It will outline the options available to you and the actions you will need to take to ensure the account is distributed according to your wishes.

There are several required legal and administrative steps in progress related to the termination of the Olathe Health 403(b) plan. Fidelity expects these steps to be complete in mid-February. Plan participants must wait until then before initiating a rollover or distribution of their accounts. Refer to the upcoming Fidelity home mailing for complete details. You may also contact the Fidelity Retirement Service Center at 800-343-0860, weekdays 7 a.m.–11 p.m. (CT).

If you have an outstanding loan and are eligible to participate in the health system retirement program, your Olathe 403(b) Plan balance and outstanding loan will automatically be moved to the health system's 457(b) Plan. If you wish to continue payments, no action is needed. Once the transfer is complete, your loan will be re-amortized based on the outstanding balance and original terms of the loan, and automatically paid via payroll deduction.

You can opt out of having your plan balance and loan moved by choosing “NO” on the NetBenefits website using the process described in the home mailing. Note: Not moving your balance and loan to the health system's 457(b) plan could “default” your loan and the outstanding balance would be considered a distribution, making it subject to income tax and possibly an additional 10% early withdrawal penalty.

If you are not eligible for the health system retirement plan, your loan cannot transfer and must be repaid by April 30, 2024. Those in this situation received additional communication. Consultants from Fidelity Investments can answer questions and confidentially help you explore repayment strategies based on your financial circumstances. To contact Fidelity, call 800-343-0860.

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  • Yes, the health system provides tuition reimbursement to employees at 0.5 FTE and above.
  • Olathe Health employees may begin using this benefit in January 2024. If you currently receive tuition reimbursement at Olathe Health, you will receive details about the transition in late 2023.
  • For an overview of education support available at the health system, watch the group education session video or read about tuition reimbursement under “Explore Your 2024 Benefits.”

  • The health system offers cash awards for professional certifications to all employees, including PRNs. However, to encourage continuous learning, career growth and academic excellence, these cash awards are for certifications not required for your job.
  • For an overview of education support available at the health system, watch the group education session video or read about cash awards for certification under “Explore Your 2024 Benefits.”