Federal, State and Local Labor and Employment Postings

Federal, State and Local Labor and Employment Postings includes posters for display in the workplace. The link to these materials appears below. 

https://mandatoryview.com/9a734ba0-a7d4-4a91-b499-f2b55a45902b

Families First Coronavirus Response Act (FFCRA)

The Families First Coronavirus Response Act (FFCRA) requires certain employers to provide their employees with paid sick leave and expanded family and medical leave for specified reasons related to COVID-19. These provisions will apply from April 1, 2020 through December 31, 2020.  

Download the FFCRA flyer

E-Verify Participation information

PMHCC Inc. participates in the E-Verify program. The following flyers offer additional details. 

E-Verify participation notice

Right to work guidance document

Documento de orientación de derecho a trabajar 

2020 Benefits Guidebook 

Click here to review the interactive benefits guidebook for the 2020-2021 plan year.


PMHCC Policy Emergency Closings

Should you need to determine if PMHCC is closed due to inclement weather or other emergencies, please call 215-546-4110 and dial extension 411. PMHCC Policy 610, Emergency/ Early Closings addresses this matter.

Childrens Health Insurance Program Reautorization Action (CHIPRA)

 Premium Assistance Under Medicaid and the Children’s Health Insurance Program (CHIP)

Health & Welfare Plan - Summary Annual Report

2019 SAR Notification

Notice of Privacy & Security Practices of PMHCC Health & Welfare Plan

Detailed Notice of Privacy and Security Practices of the PMHCC Health and Welfare Plan (HIPPA)

Important Notice about Prescription Drug Coverage and Medicare

Medicare Part D Creditable Coverage Notice

Principal 403(b) Fee Disclosure

Principal 403(b) Fee Disclosure

COBRA (Consolidated Omnibus Budget Reconciliation Act of 1985)

When group health coverage ends, PMHCC allows certain individuals to continue their health coverage through COBRA. COBRA is a health benefit provision, regulated by the Department of Labor (DOL) that allows the right to temporary continuation of health coverage when coverage is lost.

The DOL defines the circumstances in which coverage is lost and COBRA should be offered as "Qualifying Events." Qualifying Events could include voluntary or involuntary termination, no longer being eligible for insurance (i.e. reduction of hours), or in the case of a dependent, divorce from a spouse or a child aging out of a plan. When you or your dependent has a Qualifying Event, information is sent to you (and/or your dependent) by the COBRA administrator.

Once you elect COBRA, you will be billed for the premium. COBRA regulations state that the cost for COBRA cannot exceed 102% of the total cost of the benefit ("total cost" meaning employer portion + employee portion + 2% for administrative costs).

For more information about COBRA coverage, you may click on the link below which will take you to the Department of Labor’s website, specifically, "FAQs about COBRA Continuation Health Coverage."

Click here for COBRA FAQs

Employee Resources