Full-Time Employment and Benefits Eligibility Policy

Full-time employment is defined as maintaining a workload that meets or exceeds 15 session hours with patients per week on average. Employees meeting this criteria are considered benefits eligible and entitled to all associated benefits offered by Nourish.

To qualify as benefits-eligible, an employee must maintain a weekly average of at least 15 session hours with patients over a designated period. Any accrued PTO can be used to supplement the weekly requirement at the employee’s discretion.

Benefits eligibility is assessed every 13 weeks on the following dates December 1st, March 1st, June 1st, and September 1st.

If an employee fails to maintain a weekly average of at least 15 session hours with patients during a benefits eligibility assessment period, their benefits eligibility will cease in the first month of the subsequent quarter.

Example: If an employee fails to meet the required average from December through June, benefits eligibility will end on June 30. Likewise, if an employee fails to meet the required average from June through December, benefits eligibility will end on December 30th.

Upon ceasing benefits eligibility, the employee's status will change to part-time. They will no longer be entitled to full-time benefits until they meet the criteria outlined in Section 2 for reinstating full-time status.

To regain full-time employment status and associated benefits eligibility, an employee must demonstrate, over a period of six months, their ability to meet the minimum requirement of 15 sessions per week on average.

Full-time status and benefits eligibility can be restored in July and January, provided the employee meets the weekly average requirement during the preceding six-month period.

Employees who are part-time and wish to transition to full-time employment must maintain a weekly caseload average of at least 15 session hours over the course of the previous 2 months before their transition. Transitions can happen at any time throughout the year, so long as the session average requirement is met.

The People Team will monitor and evaluate employees' session counts regularly to ensure compliance with the requirements outlined in this policy.

Any exceptions to this policy must be approved by the People Team in consultation with relevant department heads or supervisors.

This policy will be communicated to all employees upon hiring and will be made available in the employee handbook. Any updates or revisions to this policy will be communicated promptly to all affected employees.

This policy will be reviewed annually to ensure its effectiveness and relevance to the organization's needs. Any necessary updates or revisions will be made accordingly.

• I started with Nourish or switched employment status to full-time, benefits-eligible in the middle of a designated benefits eligibility period. How will my average caseload be calculated?

  If you have been employed with Nourish for less than 6 months (or have had less than 6 months of full-time status) at the designated benefits eligibility period, your weekly average caseload (inclusive of any used PTO) during the time of your full-time employment will be calculated and surfaced to you. The following conditions apply:

  1. If you have 2 months or less of full-time, benefits-eligible status as of the audit date, your weekly average caseload will be calculated based on the number of weeks of service:

     1. Meeting the average weekly caseload: Great! Keep doing what you’re doing!

     2. Not meeting the average weekly caseload: We recommend reviewing the Help Center documentation related to Caseload Management and/or going to office hours for support. We also encourage you to review Nourish’s Patient Referral Program information as a way to increase your caseload.

  2. If you have 4 months or greater of full-time, benefits-eligible status as of the audit date, your weekly average caseload will be calculated based on the number of weeks of service:

     1. Meeting average weekly caseload: Great! Keep doing what you’re doing!

     2. Not meeting weekly average caseload: A warning email will be issued alerting you that you are not meeting caseload requirements for full-time status. Your caseload will be reevaluated during the next benefits eligibility audit. Additionally, we recommend reviewing the Help Center documentation related to Caseload Management and/or going to office hours for support. We also encourage you to review Nourish’s Patient Referral Program information as a way to increase your caseload.

• I took a Nourish-approved leave of absence during the benefits eligibility period. How will my average caseload be calculated?

  If you have taken a Nourish-approved leave of absence for any reason throughout the benefits eligibility period (you have received documentation from the People Team that your leave has been approved), your average weekly caseload will be calculated based on the number of weeks you saw patients in that period. Any PTO you take while on leave will not be applied to your caseload average for the benefits period and your weeks on leave will not be used while calculating your average caseload.

• I took unpaid time off during the benefits eligibility period and that time off brought my average down to under 15 sessions per week. How will my average caseload be calculated?

  Your schedule is yours at Nourish and you can structure your working hours to fit your life. Full-time, benefits-eligible employees commit to at least 15 sessions per week. If you have taken unpaid time off that has not been designated as a formal leave, your weekly average will include weeks when you took unpaid time off. Nourish’s PTO / Holiday / Sick policy is in place to help you maintain your weekly average caseload while not working.

  We encourage you to set up your schedule any way that you’d like while honoring the average 15 sessions per week commitment.