The complaint has been investigated and
resolved to the customer's satisfactionResolved MVP Health Care — MVP has not integrity
resolved to the customer's satisfaction
I've worked for many large corporations over the years. I would have to rank MVP Health care in Schenectady, NY as one of the worst employers I've ever worked for. They want their employees to work with integrity however they can not follow their own advice.
They have 'employee advocates' who only advocate covering the supervisor's behind while throwing the average worker under the bus.
MVP does offer health insurance benefits to their employees starting on day one of employment, however upon termination they continue to deduct health care premiums from your last pay check even after your health care has been terminated. Payroll will state that they do not prorate the premiums however they do prorate premiums when electing Cobra coverage, meaning you will end up paying twice for the same coverage from the day you terminated until the following month.
Additionally MVP offers a Flex Spending Accounts to their employees. This is a pre-tax deduction from your paycheck into a special account to pay for medical expenses not covered by insurance, such as co-payments, prescription drugs, etc. What MVP does not inform you is that any money left in your Flex Spending Account will be forfeited upon your termination date EVEN if you elect to continue coverage via Cobra AND even though they continue to add YOUR money to their FSA. Additionally MVP will continue deducting YOUR money from your last paycheck into this terminated Flex Spending Account, knowing full well that all monies in the account if forfeited. That amount to a legal term called illegal conversion.
MVP does not provide their employees with ANY sick days separate from vacation days. Vacation and sick days are rolled together into what they call PTO (Personal Time Off) for a total of 16 PTO days if you start at the beginning of the calendar year. The payroll department (upon termination) will tell you that they will subtract any PTO not accrued from your last paycheck. In reality they do not, instead they mail you your last paycheck minus health care premiums, Flex Spending Account deductions, and 401k deductions. Then about a month later from your termination date they send you a nasty letter from the legal department informing you that they want you to reimburse them from the personal time off you used but did not accrue.
When it is all said and done you end up giving your previous employer your hard earned money either through double premiums (if you elect Cobra coverage), through forfeiting monies in your Flex Spending Account AND they have the never to threaten legal action for not reimbursing them for PTO just at a time when you have very little resources and find your self looking for a new job.