Updated 2023-02-15
GTN Technical Staffing offers an excellent benefits package to full-time employees who are scheduled to work 30 hours or more each week. GTN Technical Staffing offers a wide variety of benefits ranging from group sponsored plans to voluntary benefits. GTN Technical Staffing also offers different options and levels of coverage giving employees the opportunity to purchase the benefits that work for them. All of the health insurance benefits are effective on the first of the month following 30 days of employment. This document contains a brief summary of benefit options available to GTN Technical Staffing employees and is intended solely for the use of candidates considering an offer of employment from GTN Technical Staffing.
- Payroll Schedule
- Health Insurance (through the United Health Care network of providers)*
- Dental Insurance (through Principal)*
- Vision Insurance (through Principal)*
- Long Term Short Term Disability Insurance (through Principal)*
- Short Term Disability Insurance (through Principal)*
- Life Insurance (through Principal)*
- 401(k) Plan (through Fidelity Investments) – available after one-year employment
- Employee Policy Manual
* These insurance benefits will be effective on the first of the month following 30 days of employment and will be deducted every two weeks starting in the month before they are effective. GTN pays most people biweekly, so there are 26 pay periods per year, and there will be two pay periods with no health insurance deduction.
PAYROLL SCHEDULE AND TIMESHEETS
Biweekly pay schedule – 2022
Biweekly pay schedule – 2023
Weekly pay schedule – 2023
Online time sheet
HEALTH INSURANCE
Since we are self-insured we can choose not to have a year-end on December 31. To leverage the best rates our health insurance year end is February 28. Our plan starts over on March 1. That means your health claims and deductibles carry over until March 1 and then start over. Our open enrollment is in February, and all W-2 contractors and employees will receive emails from Ease Central letting them know about it a week before it starts, on the day it starts, and then the day before it ends.
You can select from two medical plan options through the United Health Care network of providers. You can select from four levels of coverage; employee only, employee + children, employee + spouse, or employee + family. The primary differences between the two options are the premium amount, cost for office visits, annual deductible amount and annual out-of-pocket maximum. With both options, you may receive health care services from a list of network providers (PPO) or from any health care provider. When you use network providers (PPO), you pay a smaller percentage of the health care costs. The High Deductible Health Plan (HDHP) plan is a qualified high deductible health plan which allows you to open a health saving account (HSA) to grow your money tax-free. The following chart generally describes the employee’s costs for each option which is effective March 1 through February 28. The rates below reflect semi-monthly employee deductions. Because these are semi-monthly deductions, you will see deductions in 24 paychecks out of the 26 paychecks in a year. There will be two paychecks per year with no deductions.
| Standard PPO Rates | High Deductible Health Plan Rates | |
| Premium (semi-monthly) | Employee Only–$54.42 Employee + Spouse–$230.37 Employee + Children–$207.07 Employee + Family–$419.63 |
Employee Only–$41.92 Employee + Spouse–$217.87 Employee + Children–$207.07 Employee + Family–$432.13 |
You are eligible for the group medical insurance on the first of the month following 30 days of service, and you have 30 days after your eligibility date to enroll for the group medical insurance.
To locate a United Health Care provider, please go to https://uhss.umr.com. For questions about the insurance not covered here call Assured Benefits Administrators at 1-800-247-7114.
Detailed PPO Summary of Benefits (PPO health insurance)
Detailed HSA Summary of Benefits (HDHP health insurance – with this plan you generally pay 100% of the discounted contract rate until you meet your deductible, then the insurance pays 100% – no co-insurance)
A special note on Health Savings Accounts: When you enroll in a qualified high deductible health plan, you are covered for serious illness or injury by a high deductible (lower premium costs) insurance plan. You can then set up a health savings account (HSA) on your own. You can make tax-deductible contributions to an HSA to pay for qualifying medical expenses. The maximum amount per year you can put in this account is limited to the lower of the plan’s annual deductible amount or the statutory maximum as adjusted annually (up to $7,200 for a family in 2021). The best thing about a health savings account is that it can function like an IRA: you can put money in and let it grow tax-deferred until you use it. You don’t have to use the HSA to pay for uncovered medical expenses, but if you do then you can withdraw the money tax-free.
For those of you who are new to our insurance or who are considering electing coverage please read the useful information below.
WE USE A THIRD-PARTY ADMINISTRATOR
It is important to remember that we use a third-party administrator for our insurance who uses the United Health Care network of providers. Your doctor/clinic will not be able to find your policy by calling UHC. They will have to call the phone number on your card for Assured Benefits Administrators. That is our third-party administrator who will verify insurance benefits.
FIND A DOCTOR IN NETWORK EASILY
Before you go to the doctor take advantage of the services offered online at https://uhss.umr.com to find a doctor or to see if you doctor is In-Network. Here you can search for urgent care, hospitals, group specialty practices, family doctors, etc…
NOT EVERYONE IN A DOCTOR OFFICE UNDERSTANDS ALL INSURANCE PLANS
Someone recently went to the doctor and had trouble using the insurance card because the receptionist did not understand the insurance is administered by a third-party. The billing department lady understood exactly, called Assured Benefits Administrators and verified benefits. So it is best just to keep it simple and tell them your insurance works with the United Health Care network of providers but to call the phone number on the card to confirm benefits.
ERRORS HAPPEN – CALL US FOR HELP
One employee had trouble using VersusRx because they had her date of birth wrong. She called GTN and we were able to get it corrected within an hour.
Please note: You will not be able to call United Health Care and confirm how much a procedure or prescription will cost. This is something your doctor or pharmacy has to do because only they have the billing codes needed to confirm actual contracted rates. You can call Assured Benefits Administrators to confirm your coverage but they will not be able to tell you what surgery or prescription will cost you.
DENTAL INSURANCE
You can select from two dental plan options through Principal (https://www.principal.com). You can select from four levels of coverage; employee only, employee + children, employee + spouse, or employee + family. The following chart generally describes the employee’s costs for each option which is effective December 1 through November 30. The rates below reflect semi-monthly employee deductions. Because these are semi-monthly deductions, you will see deductions in 24 paychecks out of the 26 paychecks in a year. There will be two paychecks per year with no deductions.
| Dental Gold DHMO Rates | Dental Platinum PPO Rates | |
| Premium (semi-monthly) | Employee Only–$6.49 Employee + Spouse–$13.71 Employee + Children–$14.83 Employee + Family–$19.45 |
Employee Only–$17.52 Employee + Spouse–$46.63 Employee +Children –$47.94 Employee + Family–$69.06 |
For questions about the insurance not covered here call Principal @ 800-986-3343 (group # 1059772).
Detailed summary of benefits for both dental plans
VISION INSURANCE
You can select vision coverage through Principal. You can select from four levels of coverage; employee only, employee + children, employee + spouse, or employee + family. The following chart generally describes the employee’s costs for each option which is effective December 1 through November 30. The rates below reflect semi-monthly employee deductions. Because these are semi-monthly deductions, you will see deductions in 24 paychecks out of the 26 paychecks in a year. There will be two paychecks per year with no deductions.
| Premium (semi-monthly) | Employee Only–$4.86 Employee + Spouse–$10.38 Employee + Children–$11.12 Employee + Family–$18.21 |
Detailed summary of benefits (vision insurance)
Look up a Provider – https://www.vsp.com/find-eye-doctors.html
SHORT TERM DISABILITY INSURANCE
If you elect Short Term Disability insurance through Principal you can elect coverage in increments of $10 per week with a maximum benefit of $500 per week. Coverage is limited to a maximum of 60% of your weekly salary. Short Term Disability provides benefits for up to 12 weeks. The maximum weekly benefit for all levels of coverage is $500.
- Benefit Percent – 60%
- Maximum Weekly Benefit – $500
- Minimum Weekly Benefit – $15
- Day Benefits Start (accident/sick) – 8th day
- Benefit Duration – 12 weeks
- Pre-existing exclusion – 3 months prior / 12 months insured – 6 week limitation
- Maternity – Included
- Does not cover work illness/injury
- Contribution – 100% employee paid
To calculate your premium (based on weekly salary to a maximum weekly benefit of $500):
Weekly salary X 60% = maximum weekly benefit (maximum $500)
The following chart generally describes the employee’s costs per month which is effective December 1 through November 30. The cost per paycheck = the cost per month X 12 / 2.
| Age Band | Monthly Rate Per $10 Weekly Benefit |
| 0 – 24 | $0.38 |
| 25 – 29 | $1.19 |
| 30 – 34 | $0.11 |
| 35 – 39 | $0.34 |
| 40 – 44 | $0.26 |
| 45 – 49 | $0.20 |
| 50 – 54 | $0.24 |
| 55 – 59 | $0.31 |
| 60 – 64 | $0.49 |
| 65 – 69 | $0.55 |
| 70+ | $0.58 |
Detailed summary of benefits (short term disability insurance)
Example of short term disability rate calculation
LONG TERM DISABILITY INSURANCE
If you elect Long Term Disability insurance through Principal, you can elect coverage in increments of $100 per month with a maximum benefit of $6,000 per month. Coverage is limited to a maximum of 60% of your monthly salary.
- Benefit Percent – 60%
- Maximum Monthly Benefit – $6,000
- Minimum Monthly Benefit – $100 or 10% gross monthly benefit
- Benefit Duration – Reducing benefit duration – To age 65
- Pre-existing exclusion – 6 months prior / 12 months treatment free / 24 months insured
- Mental Illness Limit – 24 months
- Drug and Alcohol Limit – 24 months
- Survivor Benefit – 3 months monthly benefit
- Covers work and non-work related illness/injury
- Definition of Earnings – Base wage
- Integration – Full family
- Elimination Period – 90 days
- Contribution – 100% employee paid
To calculate your premium (based on monthly salary to a maximum benefit of $6,000):
Monthly salary X 60% = maximum monthly benefit (maximum $6,000)
The following chart generally describes the employee’s costs per month which is effective December 1 through November 30.
| Age Band | Monthly Rate Per $100 Monthly Benefit |
| 0 – 24 | $0.16 |
| 25 – 29 | $0.33 |
| 30 – 34 | $0.24 |
| 35 – 39 | $0.31 |
| 40 – 44 | $0.51 |
| 45 – 49 | $0.60 |
| 50 – 54 | $0.85 |
| 55 – 59 | $0.78 |
| 60 – 64 | $0.89 |
| 65 – 69 | $0.38 |
| 70 – 74 | $0.18 |
Detailed summary of benefits (long term disability insurance)
Example of long term disability rate calculation
LIFE / ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE
Basic term life/AD&D is offered through Principal with a benefit of $15,000. This insurance is paid by GTN Technical Staffing. Additional life insurance is not available due toa consistent lack of interest over the years. This plan is effective December 1 through November 30.
401(K) PLAN
After completing one year of employment, you can participate in the GTN Technical Staffing 401(k) plan through Fidelity Investments by contributing pre-tax dollars to the plan. GTN Technical Staffing provides a company match of up to 4% of your gross income for each pay period that contributions are made. You are automatically vested in all employee & employer contributions. The amount of the employee contribution can range from 1% – 85% of annual compensation, to a maximum annual amount of $22,500 for the tax year 2023. There is also a catch-up option available to those employees 50 years of age and older (an additional $7,500 for the tax year 2023).
