Your benefits are a valuable part of your total pay. During last year, American Bank paid about 35% of your base pay in benefits. Our benefits plans are designed to provide flexibility for you to select the programs and contributions which best fit your needs and the needs of your family. This summary is provided for your information as a quick reference to the benefits available to you. Details of the plans are available by clicking on any link to a Plan Document, or you may contact your Human Resources office by phone at (904) or e-mail at (button)

Each of the benefits summarized below is established by a written policy or insurance contract. Although the editors of this website believe all information to be complete and accurate, in case of any disparity between the information provided here and that found in the original documents, the original documents will be considered correct. All statements of insurance coverage are subject to the terms, conditions, restrictions, and other eligibility requirements set forth in the plan documents, which is the final word in terms of eligibility and coverage.

Eligibility Period: American Bank has a 90-day eligibility period for most benefits, including Group Health, Life, and Disability Insurance. Other benefits may have different eligibility periods, which are stated at the benefit description.

Section 125 Flex Benefit Plan
The bank has implemented a "Flex Benefit Plan" as part of your benefit program. Section 125 of the Internal Revenue Code allows employees to convert a taxable cash benefit (your salary) into non­taxable benefits (such as medical insurance). Under this program you may pay qualified benefit premiums before taxes are deducted from your paycheck. You and the company both gain from this program, because neither you nor the bank pays taxes on benefits covered by this program.

If you elect to enroll in the "Flex Benefit Plan" your health/dental coverage (single/dependents) must remain the same until the beginning of the next plan year unless there is a qualified change in your family status.

 

 

Group Health Insurance

American Bank sponsors a health insurance plan, contracted with the Principal Health Care of Florida, Inc., to protect you and your family if you incur medical expenses.

Eligibility

Full­time and prime­time, non­officer employees become eligible for insurance on the first day of the month following the completion of 90 days of continuous employment. Part or peak­time employees transferring to a full or prime­time status will be eligible on the first of the month following 30 days in their new position. Officers become eligible for insurance on the first day of employment.

Enrollment Procedures
To become insured you must complete the required enrollment forms within 31 days after becoming eligible. You must also enroll your eligible family members within the first 31 days of your own eligibility or within 31 days of their becoming eligibility by marriage or birth.

If you are not actively at work on the date your insurance would otherwise become effective or benefits levels increased, and you are then disabled or under a physician's care due to sickness or injury, your insurance will not become effective or be increased until the date you resume full or prime­time work with American Bank.

If one of your dependents is confined in an institution as a result of sickness or injury on the date his/her insurance would otherwise become effective or be increased, his/her insurance will not become effective or be increased until the day following his/her discharge from the institution. This provision will not defer the original effective date of insurance for your newborn child, providing you elect dependent coverage within 31 days of birth.

Your Insurance Cost
Your contributions for medical and dental coverage will automatically be deducted semi-monthly from your pay, based on the coverage you select. Current monthly medical/dental premiums are:

	Select Plus	Secure HMO
Employee Only	$20	$10
Employee & Spouse	$90	$65
Employee & Child(ren)	$80	$55
Family Coverage	$95	$70

Medical Plan Summary
You have a choice of two plans:

1. the Principal "Select Plus", which is a "preferred provider" plan with an option for coverage outside the network, or
2. the Principal "Secure", which is an HMO.

Those covered by Select Plus have the option to go in and out of the HMO network of physicians and hospitals each time they seek medical care. Those covered by Secure must select from the HMO network to be covered.

With each plan, employees and dependents must select a Primary Care Physician (PCP) from the list of providers. By using the services of their PCP, those insured meet no deductibles and pay only minimal co­payments for medical care. The PCP will coordinate all medical care, including referral to a specialist when necessary.

Principal Select Plus
You and your insured dependents must select a Primary Care Physician (PCP) from the list of providers. The PCP will coordinate all medical care, including referral to a specialist when necessary.

In-network services: No deductible; $XXXX co-payment for office visits. Maximum $1,000 per insured each calendar year, or $2,000 per family.

Out of network services: $250 annual deductible and 70%/30% co­insurance on covered expenses. The maximum out­of­pocket expense per year for each insured will be $2,500, or $5000 per family. Pre­certification is required for certain procedures.

Preventive care and certain other special services are only provided within the network.
Detailed Plan Description

Principal Secure

This is an HMO and you must seek treatment from your PCP anytime you need medical attention. Employees selecting this plan pay lower premiums and must receive medical care from their PCP or a PCP referred specialist. Only in emergency situations are exceptions made.

Preventive care and certain other special services are only provided within the network.
Detailed Plan Description

Principal HMO Member Handbook

Prescriptions for either plan may be filled at any participating pharmacy. Participants pay $7 for generic and $14 for name brand drugs.

 

 

 

 

Dental Insurance

The American Bank Dental Insurance Plan provides 100% reimbursement, twice each calendar year, for preventive dental care.

General dental procedures, including fillings, extractions, and root canals, are covered at 90% if you utilize the PPO providers, or at 80% when a dentist is used who is not in the network, after satisfying a $50 deductible. Major dental and orthodontia procedures are covered at 60% inside the network. There is a $500 first year maximum benefit per insured; $1500 calendar year maximum benefit each year thereafter, and a lifetime maximum of $10,000. Certain reductions apply to employees who do not elect coverage when initially eligible.

Detailed Plan Description.

 

 

 

 

 

 

Life Insurance

Each full and prime­time employee has life insurance and matching accidental death and dismemberment insurance equal to two times your basic annual earnings not to exceed $450,000. Amounts of coverage are reduced beyond age 65. The bank pays the full cost of this coverage.

Detailed Plan Description.

 

 

 

 

 

 

Long-Term Disability Insurance

Long­term disability insurance is provided completely at company expense to full and prime­time employees. The insurance provides income when you are absent from work continuously for more than 90 days due to total disability resulting from non­occupational accidents or sickness.

The benefit amount shall be 70% of your basic monthly earnings not to exceed the maximum benefit of $5000, less other income benefits (e.g. Social Security).

Detailed Plan Description.

 

 

 

 

 

 

Travel Accident Insurance

You are insured for accidental death or dismemberment which occurs as a result of a business trip. A business trip means travel or a temporary stay for the purpose of conducting bank business.

 

 

 

 

 

 

 

Optional Insurance Plans

Long Term Care (LTC) ­ LTC is the type of care you or members of your family may need if you can no longer take care of yourself. Employees may purchase LTC insurance on a voluntary basis for themselves, immediate family members, parents and in-laws.

Supplemental Insurance ­ Supplemental insurance plans may be purchased on a voluntary basis through American Heritage Life in the areas of life, disability and dread disease insurance.

Choice Plan 401(k)

The Choice Plan 401(k) is designed to provide American Bank employees an attractive opportunity to build funds for retirement, or certain other future capital needs.

Choice Plan allows employees to save conveniently through payroll deduction, and save on taxes. When an employee elects to participate in the 401(k), contributions are deducted from pay before income taxes are calculated, resulting; in less taxable income. Another very attractive feature of the Choice Plan is the Bank matching contributions. For each $1.00 an employee contributes (up to 5% of pay) American Bank will make a matching contribution of $.75.

All Bank employees may participate when they have reached age 21 and have worked at least 1,000 hours during a consecutive 12 month period. The plan entry dates are January 1 and July 1 each plan year.

Participants may invest their salary deferrals in any one or combination of the five investment accounts. These accounts are as follows:

Guaranteed Long Term Account ­ This account invests in longer term fixed income securities. Contributions and earned interest are guaranteed against loss by Connecticut General Life Insurance Company (CIGNA), and interest rates are declared in advance each year.

Balanced Account ­ The investments in this account are balanced through the selection of appropriate assets to achieve long­term growth, income, and preservation of capital. The assets in this account are invested in common stock, publicly traded bonds and short­term cash (money market) accounts. There are no guarantees with this account.

Fidelity Advisor Growth & Income Account ­ This investment seeks both income and growth of capital. While the account offers no guarantees and carries an element of risk, it does offer long­term investment growth and potentially less volatility.

Standard & Poor's Index Account ­ This account is designed to reflect the Standard & Poor Composite Index, better known as the S&P 500, however it does not invest in CIGNA companies' stock. While it offers no guarantee and carries an element of risk, the account does provide the opportunity for higher returns.

Fidelity Advisor Growth Opportunities ­ The objective of this account is to provide capital growth. Because stock prices fluctuate, there are no guarantees of either principal or interest. As a result, there is an element of risk, but also the potential for greater reward.

Detailed Plan Description.

Employee Stock Ownership Plan (ESOP)

The American Banks of Florida, Inc. Employee Stock Ownership Plan and Trust (ESOP) makes each employee an owner of the bank. Each employee plays an important role in the bank's financial success, primarily through providing the best possible service and quality products to our customers in the spirit of One­to­One banking. As the Bank does well and grows in value, so will the value of your ESOP Stock, and the amount of benefits you will receive upon retirement.

To be eligible to enter the plan, you must complete a year of service (1000 hours) with the bank and be at least 21 years of age. Once you meet these requirements, you are automatically enrolled.

ESOP is provided at no cost to you. American Banks of Florida, Inc. makes discretionary contributions to the plan which are invested primarily in Company Stock. At retirement, you will be entitled to receive the funds which have accumulated in your account in the form of Company Stock and/or cash. The combined efforts of all employees contribute to the profitability and growth of the bank and thereby increase the value of the Company Stock.

Detailed Plan Description.

 

 

 

 

 

 

Holidays

The holidays observed by the bank are scheduled annually by the Sixth Federal Reserve District. The holidays generally observed are:

New Year's Day	Labor Day
Martin Luther King Day	Columbus Day
President's Day	Veteran's Day
Memorial Day	Thanksgiving Day
Independence Day	Christmas Day

If you are a prime or part­time employee, you will receive holiday pay at your regular rate of pay if a holiday falls on your normally scheduled work day. Peak­time employees are ineligible for holiday pay.

If you are a full or prime­time employee and a holiday coincides with your vacation, an extra day will be granted for the holiday. The extra day must be scheduled and taken at a time that is mutually agreeable to you and your supervisor.

 

 

 

 

 

 

 

Vacation

Vacation Time ­ Eligibility for paid vacation depends upon length of service and level of employment.

During the first year of employment, vacations for employees will be provided in accordance with the following guidelines:

New Employees

*Must complete six (6) months of continuous service to be eligible.

Beginning with the second year of employment the following schedule will apply:

Full and Prime­time Employees

       6 Months to 4 Years Service ­ 2 weeks
       5 Calendar Years to 13 Years ­ 3 weeks
     14 Full Calendar Years and Over ­ 4 weeks

Officers

       6 Months through 8 Full Calendar Years ­
          3 weeks
       5 Full Calendar Years and Over ­ 4 weeks

Vice President

       6 Months through 4 Full Calendar Years ­
          3 weeks
       5 Full Calendar Years and Over ­ 4 weeks

Senior Vice President

       6 Months and Over ­ 4 weeks

Part­Time Employees

       6 Months through 4 Full Calendar Years ­ 1 week
       5 Full Calendar Years through 8 Years ­ 2 weeks
       9 Full Calendar Years and Over ­ 3 weeks

Amount of Vacation Pay.

Vacation pay for all prime and part­time employees is determined by their scheduled weekly hours. If part­time and prime­time employees split their vacation into days, with approval as explained below, they will be paid for the number of days they regularly work each week. (Example: If a part­time employee works Monday, Wednesday, and Friday each week but takes 5 days off, only 3 will be with pay based on their authorized scheduled hours as defined above.)

Vacation Pay upon Termination of Employment.

If employment is voluntarily terminated proper written notice of at least two (2) weeks by an employee, the number of vacation days to which such an employee is entitled to will be reduced for each month between the first day of the month following the date of termination and November 1st. Employees eligible for one week vacation will be reduced 1/2 day a month; two weeks eligible employees will be reduced one (1 ) day a month, 1 1/2 days for those eligible for 3 weeks, and 2 days for those eligible for 4 weeks. Pay for any earned but unused days of vacation, as determined above, will be included in the employee's final compensation.

No vacation pay will be granted if the employee was dismissed for cause or failed to give at least two weeks written notice of resignation.

Vacation Scheduling.

Vacation choices will be granted based on level of employment and seniority within the level. Once employees with the longest service time have selected their vacation dates, they may not require employees with less service time to exchange dates except by mutual agreement of those involved AND approval of the team leader.

Vacation is a benefit intended to provide rest and diversion from the work routine, and employees are generally encouraged to take two consecutive weeks of vacation each year. Exceptions to this policy may be approved by the division head. Managers who supervise "sensitive" areas should minimize exceptions to this policy due to internal control considerations. Two consecutive years of split vacations for sensitive positions are not allowed except in emergencies. These positions have been evaluated for the relative ease of asset manipulation due to the liquidity or physical characteristics of the assets handled. A list of sensitive positions will be maintained in Human Resources and will be communicated to the appropriate team leader each year.


Pay for Unused Vacation/Carryover

An employee may not receive pay instead of vacation. Employees may not carry any unused vacation days from one year to another. Additionally, terminating employees may not use vacation in lieu of two weeks' notice.

Employees, other than senior officers, are not to come in and handle any of their normal work during their scheduled vacation unless they have been requested to do so by their manager.

 

 

 

 

 

 

Sick/Personal Leave

The nature of bank work is such that a dependable attendance record is extremely important. Most jobs are technically and professionally oriented so that they cannot be filled properly by substitutes. At the same time, you are not expected to work when ill or when a personal emergency makes an absence necessary.

Illness ­ Paid sick days are granted solely for the purpose of protecting you from loss of income during periods of illness or injury, or required care for an immediate family member due to illness. In the event you must be absent from work, you must notify your supervisor by no later than regular reporting time.

During your new employee 90 day initial employment period you will not be paid for absences, except for jury duty or injury on the job. In the first year of employment, beginning after the 90 day initial employment period is completed, the number of eligible sick days will be accrued at the rate of 1/2 day per month (computed using the regular number of hours worked per day.)

Your supervisor is responsible for determining whether or not you are paid for absences, based upon the guidelines of this policy. You may be required to present a doctor's note before sick time is granted. If you should resign, a doctor's note may be required prior to receiving pay for a sick day during your two week notice of termination.

Full and prime­time employees may only receive sick pay for up to six absences due to illness, injury, or family illness within a calendar year. Additional absences, or absences not approved by your supervisor, will be without pay.

Part­time and peak­time employees are ineligible for paid sick time. Officers will be paid for absences at the discretion of their supervisor.

Five or more days of absence within any one calendar quarter, or nine or more days in a calendar year is considered unsatisfactory attendance and may warrant appropriate disciplinary action.

Medical/Dental Appointments ­ Every attempt should be made by you to schedule medical/dental appointments outside of working hours. However, with prior approval of the supervisor, time off with pay will be granted to full and prime­time employees.

Personal Business ­ As with medical/dental appointments, every attempt should be made by employees to handle personal business outside of working hours. However, with prior approval of the supervisor, time off with pay to attend to personal business will be granted to full and prime­time employees for the following reasons:

- Legal appointments (divorce, closing on home, etc.)

- Personal emergency such as automobile breakdown,
   emergency home repair, etc.

- Appointments for personal business such as required
   parent/teacher conferences

- Any tardiness or need to leave early to attend to an
   essential personal matter which cannot be handled
   outside of working hours

- Religious holiday, other than those observed by
   the bank

- Funerals

Up to 16 hours of paid personal time will be granted to full­time employees, and 12 hours for prime­time employees, within any one calendar year. For new employees, personal hours will be accrued, beginning after completion of the initial employment period, at the rate of 4 hours per calendar quarter for full­time and 3 hours per calendar quarter for prime­time during the first year of employment. Part and peak­time employees are ineligible for paid personal time. In addition, full and prime­time employees with unsatisfactory attendance are not eligible for paid personal time.

Personal time will not be granted for the purpose of additional sick or vacation days.

 

 

 

 

 

 

 

Medical Leaves of Absence

Paid Leave

The bank provides compensation according to the schedule below, for full and prime­time employees who must be absent from work because of illness or injury. The maximum length of such compensation is thirteen (13) weeks, (91 days). The period of salary continuation is based on length of service as follows:

Full and Prime­Time Employees

Amount of leave available if medically necessary

Length of Service	Full Pay For	+ 60% Pay For	Maximum Benefits
6 months & up to3 years	3 weeks	5 weeks	*up to 8 weeks
4 years	4 weeks	6 weeks	*up to 10 weeks
5 years	5 weeks	7 weeks	*up to 12 weeks
6 years	6 weeks	7 weeks	*up to 13 weeks
7 years	7 weeks	6 weeks	*up to 13 weeks
8 years	8 weeks	5 weeks	*up to 13 weeks
9 years	9 weeks	4 weeks	*up to 13 weeks
10 years	10 weeks	3 weeks	*up to 13 weeks

*Employee will be paid according to amount of time medically prescribed by a physician

Officers who are vice presidents or above will receive five (5) weeks of full pay and seven (7) weeks of 60% pay immediately upon hire. After five (5) years of service they will follow the schedule for full­time employment.

Unpaid Leave

In accordance with the Family & Medical Leave Act (FMLA), if you have been employed for one year in which at least 1,250 hours were worked, you are eligible for 12 weeks of unpaid leave in the event of a serious medical condition, or birth of your child, which requires absence from work. You will receive accrued paid leave, as applicable, will continue during an approved leave of absence. You will be responsible for remitting your normal medical/dental premium contribution to Human Resources each pay date once you are on unpaid leave status.

If you do not return to work after the end of your leave, and it is not due to the serious health condition of a family member, or possibly other circumstances beyond your control, you will be responsible for reimbursing the bank for the cost of your insurance benefits for the period of time during which you took family leave.

If you are absent because of any temporary illness or injury which exceeds one work week (5 consecutive days), i.e., a medical leave of absence, you must provide your supervisor with a statement from a physician stating the nature of your illness or injury and expected date of return. You must update the supervisor periodically as to your status and intention to return to work.

The bank holds the right to investigate your absence. If the investigation findings are unsatisfactory, leave with pay may be denied.

In cases where a medical leave of absence is necessary due to being involved in an auto accident, the bank will not pay compensation since the auto insurance carrier will compensate for the wages lost.

 

 

 

 

 

 

Family Leave

On occasion it may be necessary for you to be absent from work for a period of time due to personal reasons, including the adoption of a child, or serious illness of a close family member (spouse, child, parent) requiring your care. Leaves of absence without pay for up to 12 weeks will be granted in accordance with the Family & Medical Leave Act (FMLA) under the following circumstances:

1. You have been on the payroll for a minimum of one year (at least 1,250 hours worked.)
2. You provide your supervisor with 30 days' notice for foreseeable leaves. In all cases, you must make efforts to schedule leave so as not to disrupt bank operations.
3. You provide your supervisor with medical certification that justifies the need when the reason for the leave is to provide care for a close family member who is ill. The certification must include the date on which the serious health condition commenced; the probable duration of the condition; and an estimate of the amount of time you will need to provide care. Subsequent re-certification may also be required during the period of leave, and you must update your supervisor periodically as to the status and your intention to return to work.

Intermittent Leave. Family leave of absence may be taken intermittently for providing care to a close family member. In the case where intermittent leave is required, you may be required to transfer temporarily to another position, with equivalent pay and benefits, which better accommodates recurring periods of absence or a part­time schedule.

Use Paid Time First. Unused vacation time and paid illness days (if leave is related to illness) must be taken by you as a means to cover the absence before changing to unpaid leave status. Insurance benefits, as applicable, will be continued for the period of leave granted. You will be responsible for remitting your normal medical/dental premium contribution each pay date to the Human Resources department.

Reinstatement. Employees who return to work from a family leave of absence will be reinstated to the same or an equivalent position, with the possible exception of key employees..

Failure to Return. If you fail to return to work after an approved leave of absence expires, you will be considered to have resigned from the bank. If your failure to return is not due to the serious health condition of a family member, or possibly other circumstances beyond your control, you will be responsible for reimbursing the bank for the cost of your insurance benefits for the period of time during which you took family leave.

 

 

 

 

 

 

Death in the Family Leave

It may be necessary to be away from the office because of the death of a close relative (child, spouse, parent, brother/sister, grandchild/grandparent, mother/ father­in­law, brother/sister­in­law.) Your supervisor will work with you in every way to accommodate your request for a leave of absence for this type of emergency.

With the approval of your supervisor, the policy of American Bank is to give a leave of absence with pay for this kind of emergency on the basis of travel time (for out­of­town funerals), plus two days. Those eligible are full and prime­time employees who have completed the 90 day initial employment period. If additional unpaid leave is required or desired for personal business matters, it must be approved by your supervisor.

 

 

 

 

 

 

Military Leave

Full­Time Active Duty

A military leave of absence without pay will be granted to full, prime, part, or peak­time employees who enlist in the armed forces (Army, Navy, Marine Corps, Air Force, or Coast Guard, but excluding Merchant Marine) in response to an order or call to active service. A copy of the employee's military orders must be submitted for inclusion in the employee's personnel file. The employee will be given accrued vacation pay upon leaving for military duty or be allowed to take earned vacation days with pay prior to the beginning of his/her military leave. While on military leave of absence, the employee will not accrue vacation time. Time spent on military leave of absence will be counted, however, in determining the employee's length of employment for purposes of calculating how much vacation time the employee will be entitled to accrue once the employee is reinstated. Group benefit plans will cease upon the termination of active employment for periods in excess of thirty (30) days.

Short­Time Active Duty for Training

A military leave of absence without pay will be granted to full, prime, part, or peak­time reservists or National Guardsmen who are ordered to perform an initial period of active duty for training of not less than twelve (12) consecutive weeks. A copy of the employee's military orders must be submitted for inclusion in the employees personnel file. If an employee leaving for military duty will not be returning to work that year, the employee will receive accrued vacation pay or be allowed to take earned vacation with pay prior to the beginning of his/her military leave of absence. If by virtue of the employees he/she has not worked sufficient time to be eligible for a vacation or vacation pay, he will not receive either benefit that year.


Weekly Drill, Weekend Drills, or Summer Training Duty

A military leave of absence without pay will be granted to full., prime, part, or peak­time reservists or National Guard employees to participate in weekly drills, weekend drills, or summer training duty. An employee will not be required to use his/her vacation time to pursue such training.

 

 

 

 

 

Jury Duty

Jury duty is a civic responsibility and will be treated as an absence with pay. The bank encourages you to fulfill this responsibility, However, the bank reserves the right to request an excuse from jury duty for you if, in the opinion of your supervisor, your services are vital to the operation of the department at that time.

Upon receipt of a summons to serve on jury duty, you should present a copy of the notice to your supervisor as soon as possible.

When the jury is not meeting, you are required to report to work. Additionally, you will be required to report to work before and/or after jury duty as time and circumstances warrant. You are entitled to retain any payment which you receive for jury duty.

 

 

 

 

Attendance Bonus

American Bank will award a $200 bonus to full and prime­time employees (non­officers) who achieve perfect attendance in a calendar year in which they were continuously employed from January 1 through December 31. You will achieve perfect attendance when you are present on all scheduled workdays during regular working hours. Days which are missed, but made up, will count as absences for purposes of the Attendance Bonus Program. Medical/dental appointments (of less than 1/2 day), funeral leave, and jury duty will not count as absences when calculating attendance bonuses. In an effort to extend this benefit to all employees with above average attendance records, the following scale will apply:

Days Missed	Bonus Full & Prime	Part-time
None	$200	$100
One	$150	$50
Two	$100	$0

Officers and peak­time employees are ineligible for the Attendance Bonus Program. Bonuses will be paid in February of each year following the calendar year in which they were earned.

 

 

 

 

 

 

Educational Assistance

Tuition Reimbursement

American Bank encourages you to continue to develop your skills and effectiveness on the job. Eligible employees are provided reimbursements for the cost of tuition for work­related study programs offered by accredited organizations. A course is work­related if it is designed to enable you to handle your current position more effectively or efficiently, or provide you with the necessary qualifications for advancement within the company. It does not apply to basic non­business courses that are not directly related to your job. Full and Prime­time employees who have completed 3 months of employment are eligible for educational assistance for bank­related courses taken through a nationally recognized business school, junior college, or university.

Prior to registration, you must complete an "Educational Assistance Request" form which can be obtained from Human Resources. The request must be signed by your supervisor and returned to Human Resources. You will be notified whether or not each course is approved for reimbursement.

If approved, reimbursement will be provided after successful completion of a course for tuition costs at the rate presently charged by state institutions of higher learning. Reimbursement will be provided for two (2) courses per semester.

American Institute of Banking

American Bank supports the Jacksonville Chapter of the American Institute of Banking and the functions and programs it provides.

All employees are eligible to enroll in AIB courses after successful completion of the 90 day initial employment period. Your tuition for AIB classes will be paid in full by the bank, providing you complete each course with a grade "C" or above. You will be responsible for obtaining textbook(s). If you do not successfully complete an AIB class in which you enroll, you will be responsible for reimbursing the bank for the total enrollment fee.

When an AIB class is offered in­house, you are required to enroll in that class rather than one offered outside of the bank.

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Employee Assistance Program

The EAP is a program wherein professional counselors are readily available to you and your family for free, short­term counseling help to resolve problems.

There is no cost for the services provided by the EAP, including preliminary evaluation, short­term counseling, and/or referral. This benefit is provided to full and prime­time employees and immediate family members, even if you have elected not to enroll in the bank's health insurance plan. Generally, up to six (6) sessions are provided by the EAP. If you are in need of further treatment, the counselor will refer you to a provider that will be covered under our group medical insurance. All visits are strictly confidential; the bank does not have knowledge of which employees may be in treatment.

You may call 281­0623 to schedule an appointment.

 

 

 

 

 

Bank Services

As an employee, officer, or director of American Bank, the following services are offered free:

1. Two free standard personal checking accounts
2. Free Notary Public services
3. Free Traveler's Checks & Cashier's Checks
4. Free safe deposit boxes for employees of at least 10 years service
5. Set­up fee for safe deposit box is waived
6. Savings Bonds may be purchased through payroll deduction
7. Two savings accounts, free of service charges may be maintained through payroll deduction
   
   
   
   

 

 

 

 

 

Discounts

As an American Bank employee, you may receive the following discount cards by calling Human Resources:

Magic Kingdom Club ­ Reduced admission prices on Walt Disney World tickets (Magic Kingdom, EPCOT, and MGM)

Universal Studios ­ 10% discount on admission tickets

Anheuser­Busch Theme Parks ­ 15% discount on admission tickets to Sea World, Busch Gardens, Adventure Island, and Cypress Gardens

Six Flags Over Georgia ­ Special discount rates apply for each day of the week

St. Augustine Fun Club ­ Discounts on admissions at select attractions in St. Augustine


These cards will also provide you with discounts on various hotels and car rentals including but not limited to:

Car Rentals ­ National Rental Car (mention Magic Kingdom Club or Anheuser Busch card)

Hertz Car Rental (Universal Studio card)

Hotels ­ 25% discount at Ramada Resort Main Gate (Disney World) seasonal rates

10% discount at Walt Disney World Resorts

10% discount at Choice Hotels (Universal card)

Up to a 50% discount on available room rates at the Sheraton Lakeside Inn, Orlando

American Travel Agency ­ 5% discount on vacation packages which include cruises and tours
(does not apply when purchasing airline tickets only)

Sun Tire ­ 10% discount on the purchase of tires and certain auto repairs

Paul Lewis Tire ­ 5% discount on tires and 10% discount on service

Goodyear (Dison's) ­ 10% discount on tires and service

Childtime Children's Centers, a childcare facility, offers American Bank employees a 10% discount on weekly tuition.

La Petite Academy, a child care facility, offers you a 10% discount on weekly tuition when you identify yourself as an employee of American Bank.

 
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