Update README.md (#1526)

Removing references to TriNet

Co-authored-by: Elizabeth Raley <[email protected]>

employee-benefits/README.md

@@ -105,8 +105,8 @@ Employees who are eligible for any other paid leave under CivicActions policies
 
 Similarly, employees who are eligible for wage replacement benefits while on an approved leave (for example, an employee who is eligible for workers' compensation, short-term disability, or long-term disability) will not receive paid time off compensation except as provided below.
 
-If an employee remains absent for seven or more calendar days due to his or her own illness or injury, the employee must apply for short-term disability benefits through the state-provided plan or, if applicable, a company-provided plan, by contacting People Ops Team at <mailto:[email protected]> to initiate a disability claim. Absences covered by short-term disability, including pregnancy-related disabilities, are not eligible for paid time off under this policy. However, **CivicActions will bridge the otherwise unpaid short-term disability waiting period with paid time off.** If the company becomes aware that an absence may qualify for short-term disability benefits, management or the People Ops Team will direct the employee to contact TriNet to apply for short-term disability benefits.
-Likewise, if an employee is absent for more than three consecutive work days due to a serious health condition or any other reason covered by the federal Family and Medical Leave Act or similar state laws ("FMLA"), the employee should contact the People Ops Team at <mailto:[email protected]> to apply for state and/or federal family medical leave ("FMLA leave"). For exempt employees, absences covered by FMLA leave are not eligible for compensation under this policy. However, **CivicActions will bridge up to thirty days of otherwise unpaid FMLA leave with paid time off.** Otherwise, if the exempt employee is approved for FMLA leave, any future leave taken for the same FMLA-qualifying serious health condition is exempt from time off compensation. Any future leave for the same FMLA-qualifying serious health condition, whether continuous or intermittent, shall also be designated as FMLA leave and counted against the employee's FMLA allotment, not time off. If the company becomes aware that an absence may be protected under the FMLA for reasons other than the employee's own serious health condition, management or **the PeopleOps Team** will direct the employee to contact **TriNet** to apply for FMLA leave.
+If an employee remains absent for seven or more calendar days due to his or her own illness or injury, the employee must apply for short-term disability benefits through the state-provided plan or, if applicable, a company-provided plan, by contacting People Ops Team at <mailto:[email protected]> to initiate a disability claim. Absences covered by short-term disability, including pregnancy-related disabilities, are not eligible for paid time off under this policy. However, **CivicActions will bridge the otherwise unpaid short-term disability waiting period with paid time off.** If the company becomes aware that an absence may qualify for short-term disability benefits, management or the People Ops Team will direct the employee to apply for short-term disability benefits.
+Likewise, if an employee is absent for more than three consecutive work days due to a serious health condition or any other reason covered by the federal Family and Medical Leave Act or similar state laws ("FMLA"), the employee should contact the People Ops Team at <mailto:[email protected]> to apply for state and/or federal family medical leave ("FMLA leave"). For exempt employees, absences covered by FMLA leave are not eligible for compensation under this policy. However, **CivicActions will bridge up to thirty days of otherwise unpaid FMLA leave with paid time off.** Otherwise, if the exempt employee is approved for FMLA leave, any future leave taken for the same FMLA-qualifying serious health condition is exempt from time off compensation. Any future leave for the same FMLA-qualifying serious health condition, whether continuous or intermittent, shall also be designated as FMLA leave and counted against the employee's FMLA allotment, not time off. If the company becomes aware that an absence may be protected under the FMLA for reasons other than the employee's own serious health condition, management or **the PeopleOps Team** will direct the employee to apply for FMLA leave.
 
 For information or questions concerning this policy and the use of time off during otherwise unpaid leaves of absence, short-term disability, or FMLA leave, the employee should contact **the PeopleOps Team** for assistance.
 
@@ -173,7 +173,7 @@ CivicActions is committed to supporting team members during difficult times of p
 
 ## Medical insurance
 
-All full-time regular employees and part-time hourly employees who work at least thirty hours a week are entitled to benefits under CivicActions' medical, dental, vision, life insurance plans. CivicActions pays 100% of the premiums, unless you opt for benefit that is more expensive than the company-covered plans. Then you pay the difference. See your TriNet PassPort account for managing these benefits.
+All full-time regular employees and part-time hourly employees who work at least thirty hours a week are entitled to benefits under CivicActions' medical, dental, vision, life insurance plans. CivicActions pays 100% of the premiums, unless you opt for benefit that is more expensive than the company-covered plans. Then you pay the difference. See your Rippling account to manage these benefits.
 New full-time employees joining CivicActions will be eligible for coverage on the first of the month after the date of employment. If, as a new employee, you do not want the coverage, you will need to tell admin in case it puts us out of compliance with the plan providers or the ACA.
 
 ## Professional development stipend