Join Our Mailing List

To apply for a position at Community Care-A-Vans you may e-mail, fax, or mail your resume to:

E-Mail: kgregg@communitycareservices.org

Fax: 508.828.9017

Mail: Community Care Services, Inc.
Attn: Human Resources
70 Main Street
Taunton, MA 02780

Don't have a resume? Download an application: pdf or word

Health Insurance

Community Care-A-Vans offers employees a choice of Blue Cross/Blue Shield Premium Health Plan, Blue Cross/Blue Shield Enhanced Value Health Plan or Blue Cross/Blue Shield High Deductible Plan. Employees are eligible for coverage during the first pay period after 60 days of employment.
Employees help pay for Healthcare by paying a percentage of the monthly premiums. The agency makes its contribution based on the costs of the Value Plan. If the employee chooses the Premium Plan, they must pick up the difference in costs. During the first five years of employment, the agency pays 70% of the costs of the Value Plan for full-time employees (30-40 hrs/wk); the agency pays 50% of the costs of the Value Plan for part-time employees (20-29 hrs/wk). Once an employee reaches five years of service the agency will pay more of the monthly healthcare costs; see chart below.

Please see the Plan Description to compare plans and make an educated choice.

Chiropractic Visits

Unlimited visits with a Blue Cross provider.

Dental Insurance

Guardian Insurance covers employees at Community Care-A-Vans with a PDO (Preferred Dental Organization) plan. Preventative and Basic Services are covered 100% when an in-network dentist is seen. Employees are eligible for coverage during the first pay period after 60 days of employment.

Flexible Benefit Plan

Pursuant to Section 125 of the IRS Code, Community Care-A-Vans sponsors a conversion plan. This plan allows employees to pay health and dental premium costs, deduct medical expenses, dependent care and private insurance premiums with pre-tax wages. Participating in this plan reduces an employee’s taxable income. It is an automatic enrollment for health and dental premiums. For all other options you must enroll. See the full description of Section 125 Benefits for details.

Life Insurance

Employees who work 30 or more hours per week are provided with life insurance through CIGNA and are insured for the amount of their annual salary with a minimum of $10,000 and a maximum of $200,000. Community Care-A-Vans pays the entire cost of this premium. Employees are eligible the first of the month after 90 days of employment.

Long Term Disability Insurance

Employees who work 30 or more hours per week are provided with LTD insurance through CIGNA. Should an employee be disabled for more than 90 days, they are eligible to receive 60% of their salary during the period of disability. This coverage becomes effective on the first of the month after 90 days of employment.

Holidays

Employees who work 20 or more regular hours per week receive the following days as paid holidays:

New Year’s Day
Martin Luther King’s Birthday
President’s Day
Patriot’s Day
Memorial Day
Independence Day
Labor Day
Columbus Day
Veteran’s Day
Thanksgiving Day
Christmas Day

Holiday time is pro-rated for any employee working less than 40 hours per week. The pro-ration is based on the employee’s regularly scheduled hours per week. Due to contractual obligations, there may be occasions where an employee has to transport clients on a holiday. If/when this occurs, the employee will be paid for hours worked in addition to their regular holiday pay.

Personal Time Off (PTO)

Community Care-A-Vans has designed a unique time-off package combining sick, vacation, personal, and bereavement time to support the needs of staff. Regular full-time and regular part-time accrue up to ten (10) days per year. All eligible employees who are regularly scheduled to work 20 or more hours/week but less than 40 hours/week will receive a prorated amount of PTO hours based on their regularly scheduled hours.

Extended Medical Leave (EML)

Employees fund this bank of time with excess PTO and may use this time for any purpose that is authorized by the Family Medical Leave Act (FMLA) such as the disability or the medical needs of the employee, spouse, domestic partner, parent, or child. The employee must first use 5 consecutive days of PTO.

Community Extended Medical Leave (CEML)

This is a bank of time is donated by employees in order to support other employees who are in need of assistance due to an unforeseeable catastrophic illness or medical crisis.

Family Medical Leave (FMLA)

Full time employees who have completed 12 months of employment and 1,250 hours of work during the previous 12 months of employment are eligible for up to twelve weeks of leave for the purpose of maternity, adoption, foster placement or other family medical emergencies. Contact HR for more information.

Mileage Reimbursement

Employees who use his/her vehicle for work purposes are reimbursed at the rate of forty and one half cents (.405) per mile. All employee business expenses follow the IRS code rules for reimbursement.

Tuition Reimbursement

Effective July 1, 2000 the agency instituted a Pilot Program to make funds available for tuition reimbursement. See the Personnel Binder on “Tuition Reimbursement” for details and eligibility requirements. The State of Massachusetts has also created a Tuition Remission program (free tuition) for staff that qualify and are accepted to attend a State University.

Employee Assistance Program (EAP)

A confidential assistance program sponsored by Community Care-A-Vans to aide our employees and their families in solving their personal/family problems. Occasionally we feel overwhelmed by financial, legal, or family problems and feel there is nowhere to turn. Outlook EAP, will serve you cost-free and confidentially. There is no information given to the employer. For more information on this service call Human Resources x745 or Outlook EAP directly at 1-800-327-2723. Outlook EAP is available for consultation 24 hours a day, 365 days a year for crisis or just a question.

This benefits summary is written to serve as a helpful reference to our employee benefits and policies. Please recognize that this is not a comprehensive explanation and that Community Care-A-Vans reserves the right to change, modify or delete any of the benefits at its discretion. In addition, some of the benefits listed are not applicable to all positions. Please check with Human Resources for more details.

Back to the top