Human Resources
Mission Statement:
"To provide high quality HR services through value-added and innovative initiatives that meet the needs of our employees, agencies and clients, consistent with modeling and inspiring the core leadership values of integrity, trust, excellence, teamwork, vision and communication."
Full-time employees enjoy ten paid holidays. We will close for business and uniformly observe eight of these holidays as follows:
| Holiday | Date Observed |
|---|---|
| New Year’s Day Observed | Monday, January 2, 2023 |
| President’s Day | Monday, February 20, 2023 |
| Memorial Day | Monday, May 29, 2023 |
| Independence Day | Tuesday, July 4, 2023 |
| Labor Day | Monday, September 4, 2023 |
| Thanksgiving Day | Thursday, November 23, 2023 |
| Day After Thanksgiving | Friday, November 24, 2023 |
| Christmas Day | Monday, December 25, 2023 |
Each full-time employee may observe two other holidays throughout the year, subject to the approval of their immediate supervisor and/or Agency Manager.
Accruals listed below are for employees who work 30+ hours per week.
| Years of Employment | Maximum Accrual Per Year |
|---|---|
| 0 - 2 years | 10 days |
| 3 - 4 years | 12 days |
| 5 - 9 years | 15 days |
| 10 - 14 years | 18 days |
| 15+ years | 20 days |
Vacation will stop accruing once you have met the maximum accrual, and no more vacation will be earned until previously accrued vacation time is used.
*Vacation time is not tracked for Sales Producers and Co-owners of the agency.
After 30 days of service, employees who work a minimum of 37.5 hours per week earn 1/2 day of sick leave per month. Employees who work 30-37.5 hours per week will accrue a partial benefit of 2.7 hours per month. Maximum sick leave accrual is 90 days.
*Sick Time is not tracked for Sales Producers and Co-owners of the agency.
*Sick time accrual may vary based on applicable state or local laws or regulations.
LGAA provides the following human resources services to affiliated agencies through its centralized facilities:
Benefit Services
- Health and Welfare Benefits—GBS
- Retirement Planning Education
- FMLA Record-Keeping
- COBRA—GBS
- Online Open Enrollment and Benefit Adminstration
Employee Relations
- Coaching and Counseling
- Performance Evaluations
- Progressive Discipline
- Alternative Dispute Resolution
Legal Compliance
- I-9
- Employment Applications
- Recruiting
- State and Federal Posting Requirements
- EE0-1 Reporting
- Employee Handbook
- Job Classifications—Exempt/Non-Exempt
- ADA Compliant Job Descriptions
- Interviewing Questions
- Termination Assistance
- Exit Interviews
Transparency in Coverage Rule
The following is a link provided by UMR and Surest transparency-in-coverage.uhc.com. The purpose of this link is to provide machine-readable files that are made available in response to the federal Transparency in Coverage Rule and includes negotiated service rates and out-of-network allowed amounts between health plans and healthcare providers. The machine readable files are formatted to allow researchers, regulators, and application developers to more easily access and analyze data.