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Unemployment insurance benefits are managed and determined by the State of Minnesota.
CentraCare does not determine whether a team member is eligible for unemployment. Your best resource for any questions will be the Minnesota Unemployment Insurance program.
Contact information, questions/answers, applications, and more can be found on this website.
So long as proper notice is provided, accrued but not used PTO will be paid out on the next regular pay date following the termination date.
Accumulated PTO may not be used in lieu of proper notice. The last day of employment must be a day worked.
Accrued but not used PTO will be paid out on your final regular earnings paycheck.
Team members who change from an eligible employee status to either temporary or casual will be paid their accrued and unused PTO as of the effective date of the change and start accruing at the rate required by MN statute.
If a team member transfers to another entity of CentraCare, their PTO will transfer to their PTO bank at the new entity. Team members transferring to CentraCare - Monticello contract positions will have their PTO balances paid out as of the date of their transfer.
Note: If you had frozen sick leave hours, please be aware that they will not be paid out.
If you're hired back by the same legal employer, your seniority date will be adjusted based on the length of your absence. If you're hired by a different legal entity, your seniority date will reset to your new start date.
COBRA is a continuation of the same insurance plan you have as an employee of CentraCare when you leave employment.
There is not an obligation to accept any employment offer made as part of the priority status process.
There is no obligation to actively participate in the priority status process.
A key rationale in offering severance is to assist in providing a bridge to other employment. Therefore, if CentraCare is offering an impacted person different employment it can impact that person’s eligibility for severance. CentraCare desires to be fair during this process and doesn’t want to impact a person’s eligibility for severance by offering a non-comparable position simply to make a person ineligible for severance.
What is a comparable positions will be determined on a case by case basis because of the uniqueness of each role. Guiding principles include:
A position that has a shift start time that is 15 minutes different from the prior start time (and nothing else changes) is likely be considered a comparable position and if the offer is declined it will impact a person’s eligibility for severance.
A person that has worked straight days and is asked to work a D/N rotation (and nothing else changes) will not be considered a comparable position and therefore will still be eligible for severance if they decline the position.
Differences in pay of less than 10% are considered a comparable position.
Impacted team members will not be eligible for merit increases, and merit will not be included in severance calculations.
If you resign and leave before your final day in the notice period, you will not be eligible for severance.
Recruitment will work with both your current leader and your new leader to determine the best transfer date.
CentraCare reserves the right to modify, amend, or discontinue any benefit, compensation, employment program, or other information described on this website at its sole discretion, at any time, and without prior notice.
