Benefits & Employee Opportunities

Fair, market-informed pay

Base pay is established using factors such as role, credentials, experience, assignment requirements, local market conditions, and internal consistency. Eligible shifts may receive a stated premium for evenings, nights, weekends, holidays, or difficult-to-fill assignments.

Travel-related pay

When an HHA or other staff member has an extended travel requirement, Proxima may, at the employer’s discretion, approve additional travel pay or another arrangement. Approval must be documented in advance and may depend on distance, assignment need, funding, payer rules, and policy. Ordinary commuting is not automatically reimbursable.

Continuing education and tuition assistance

Required training and approved continuing education may be supported based on role, licensing requirements, available funds, and prior written approval. Tuition assistance is a selective program and is not automatically available to every employee or degree.

Minimum tuition-assistance requirements

• The employee must have completed at least 12 continuous months of employment with Proxima before assistance is approved.
• The program or course must be relevant to Proxima’s workforce needs and approved in writing before enrollment or expense.
• The employee must remain in good standing, meet performance and attendance expectations, and provide grades, receipts, and other requested documentation.
• The employee must remain employed by Proxima for at least 12 months after completing the assisted degree or approved program.

Repayment obligation

If the employee voluntarily leaves, is terminated for policy or performance reasons, or otherwise fails to complete the required post-completion service period, the employee may be required to repay a prorated portion of tuition assistance, subject to the signed agreement and applicable law. No payment is promised until a written agreement is approved.

Flexible scheduling where assignments allow

Proxima considers employee availability when matching assignments, but schedules are driven by patient needs, authorized hours, continuity of care, location, credentials, and staffing. Full-time, part-time, per-diem, evening, night, weekend, and extended-shift opportunities may not be available in every location or at every time.

Employees are responsible for maintaining accurate availability, accepting only shifts they can reliably work, and following call-off and schedule-change procedures. A requested schedule is not guaranteed.

Health, dental, and vision options

Eligible employees may be offered medical, dental, or vision coverage under the terms of the applicable plan. Eligibility may depend on employment classification, average hours, waiting periods, timely enrollment, employee premium contributions, and other plan requirements.

Plan availability, carriers, networks, costs, and coverage can change. Formal plan documents and enrollment materials provide the controlling details.

Training and career growth

Employees may be considered for additional training, specialized assignments, lead responsibilities, or open positions when they meet qualifications and demonstrate reliable performance, sound judgment, required credentials, and alignment with patient-care standards.

Advancement is not automatic and depends on business needs, available positions, competitive selection, and successful completion of any required education or competency review.

A respectful, accountable care culture

Proxima aims to provide clear supervision, timely feedback, recognition, safe reporting channels, and respectful communication. Employees are expected to protect privacy, follow the care plan, report concerns promptly, maintain professional boundaries, and support dependable handoffs.

Employees should contact their supervisor or Human Resources when they need clarification, support, a workplace accommodation, or help resolving a concern.