Tiger Cub Care is a day care service, on-site, for employees' children.


Paid time off (PTO) is provided to all eligible employees in place of regular pay/compensation for vacation and holiday absence from work, for unscheduled absences due to illness or personal emergencies or for any other absence from work (scheduled or unscheduled) unless other benefit related compensation is received for the same hours missed (i.e. short term disability, long term disability, worker's compensation, bereavement, etc.). 

 The PTO policy is not intended to change any of the existing departmental policies and procedures regarding notifications, approvals, scheduling, except as noted.


PTO: Paid time off (PTO) provides eligible employees with paid time away from work that can be used for vacation, personal time, personal illness or time off to care for dependents. PTO is also used for Holidays.

Eligible Employees: An employee classified as a "Regular Full-Time, or Regular Part-Time" employee assigned to a work schedule during any two week pay cycle.

Regular Employee: An employee who is assigned to fill a budgeted position and is not classified as a Resident Physician, Temporary, Contract, Per Diem, or PRN employee.

Exempt Employee (Salary):An employee who is exempt from overtime pay and the minimum wage. Exempt employees are paid not for hours worked but rather for the work that they perform. For an employee to be considered exempt they must earn more than $455 per week.

Non-Exempt Employees(Hourly): Non-exempt employees are entitled to overtime pay or time and a half if they work over 40 hours in a workweek

Medical emergency: a medical condition of the employee or family member of the employee that will require the prolonged absence of the employee from duty and will result in a substantial loss of income to the employee because the employee will have exhausted all paid leave available. An immediate family member is defined as a spouse, child or parent.

Examples of medical emergencies include but are not limited to unexpected hospitalization for an extended period of time for self or family member, premature birth of a child requiring a stay in intensive care, severe injury sustained in an accident requiring prolonged hospitalization or rehabilitation.

PTO bank: The number of accrued PTO hours available to an employee.

PTO Advance Election: Employee is electing to exchange a portion of their future PTO accruals during the new tax year so as to receive the cash compensation in Lieu of using it as paid time off.

AOR: Absent at our request- utilized when the scheduled employee is asked to go home due to a low census of work volume. PTO is continued to accrue on these hours.


All full-time employees can participate after 90 days of employment.

All full-time employees, after 1 year of employment, will be eligible for a 2% match of their wage contribution, effective 1-03-03:

Employer contributions will be vested as follows:
Year 1        20%
Year 2        40%
Year 3        60%
Year 4        80%
Year 5        100%

Periodically a representative from our insurance provider will be available to enroll full-time employees in optional self pay policies.  This may be done by payroll deduction.  These optional insurance plans are self contributing.
  • Accident Insurance
  • Cancer Insurance
  • Critical Illness Insurance
  • Dental Insurance
  • Disability Insurance
  • Flex Plan
  • Hospital Confinement Indemnity
  • Optional Additional Life Insurance
  • Vision Care


A $20,000 life insurance policy and $20,000 accidental death and disability policy is available to all full-time employees at no cost to the employee.


ELIGIBILITY Per the Insurance Plan Document. (For complete details contact Human Resources at 660-465-8511 x1549.)
  1. Must be a full-time employee / per employee contract.
  2. First day of month following a successful completion of ninety (90) days as a full-time employee.
  3. During open enrollment, currently December of each year with effective coverage January 1st.
  4. New eligibility for dependent, i.e. by marriage, birth or adoption.
  5. Per Cobra regulations.
Must be a participant of hospital's health and wellness program, developing a culture designed to lower utilization cost and improve health and wellness for eligible employees.