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Benefits
Employees of the company enjoy a comprehensive and competitive package of paid time off, health and income protection benefits and other attractive options. Benefits begin the first day of active work and end the last day of active work. Components of the benefits package include:
The information included in this document was compiled to provide a summary of employee benefits offered to URC employees. URC reserves the right to add, modify or delete any aspects of the benefits package at any time, at its sole discretion.
Paid Time Off: All regular employees working at least 60 percent time will be eligible to earn leave as shown below. Leave accruals begin the first day of active work and are prorated based on the number of hours worked during a biweekly payroll period.
Annual Leave: Full-time employees earn up to 15 days per year in the first five years of employment. Accruals increase in the sixth and eleventh year of employment. Annual leave can be carried forward at the end of each fiscal year to a maximum of 26 days or 208 hours. Full-time employees hired to work in an overseas field office accrue leave subject to their Special Conditions of Employment.
Holiday Leave: 10 paid holidays per year.
Sick Leave: 3 days of sick leave per year. A maximum of 5 days of sick leave or 40 hours can be carried forward at the end of each fiscal year.
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HEALTH AND WELFARE PLANS
Health Insurance: Health insurance coverage is provided through CareFirst, Blue Cross Blue Shield. CareFirst Blue Choice and Blue Preferred plans received the highest “full” National Committee on Quality Assurance Accreditation rating. CareFirst Blue Cross Blue Shield is the largest health care delivery system serving the greater Washington, D.C./Baltimore metropolitan area. Health plan coverage begins the first day of active work and ends the last day of active work. The program incorporates three separate benefit plans: (1) HMO and (2) Point of Service (POS) and (3) Preferred Provider Option (PPO). New subscribers choose their plan coverage only once a plan year. All plan options offer coverage for a domestic partner. CareFirst offers employees the following benefits:
HMO Plan: Covered members obtain all health services using a CareFirst primary care physician, paying a $15.00 co-payment per visit. The co-payment for visits to a specialist through a written referral from the primary care physician is $25.00. No medical claim forms need to be completed and there is no deductible. There is no coverage for services received outside the HMO. Out-of-area Medical Emergencies or Urgent Care situations will be covered subject to plan provisions. The out-of-pocket limit for HMO providers is $2,000 per person, and $6,000 per family.
POS Plan: Offers covered members both an in-network HMO and an out of network Major Medical Plan in one interchangeable program. Members can switch between the two plans whenever they choose. When members use their own non-participating doctor, they will be responsible for deductibles and coinsurance.
In the Major Medical Plan—CareFirst Opt Out Plus Open Access, the 2008 calendar year per person deductible is:
- $300 per person, $300 maximum each family member
- $600 maximum per family.
After the deductible, the insurance company reimburses the lesser of 80 percent or 100 percent of the fee maximum of covered medical expenses. The POS out of pocket limit in network is $2,100 per individual and $6,500 per family, out of network is $2,000 per person, and $4,000 per family.
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PPO Plan: Covered members access the Blue Preferred plan’s national provider network without written referrals. Members may choose to use any participating provider, pay only a $15.00 co-payment and a 10 percent coinsurance. For visits to non-participating providers, members must meet a plan year deductible of $500 per person, $500 maximum each family member, limited to a $1,000 family maximum, plus a 30 percent coinsurance. The PPO out of pocket limit per person in network is $1,500 and out of network, $3,000. For a family, it is $3,000 in network and $6,000 out of network.
A Prescription Drug Card: Using the health plan I.D. card, members pay a plan year $100.00 deductible. After the deductible, the prescription plan co-payments are: $15.00--generic; $35.00--formulary brands and $60.00 non-formulary brands at participating pharmacies, such as CVS, Giant, Rite Aid, Safeway, Target, Wal-Mart and more. A mail order program for maintenance prescriptions is available. These prescription benefits apply to the HMO, POS and PPO plans.
Dental Insurance: Comprehensive dental benefits, including preventive, basic and major services are covered up to $1,000 per calendar year. The calendar year deductible for basic and major services is $50.00 per person/$150 per family. One hundred percent coverage up to the fee allowance is provided for two visits in a calendar year for an oral exam and prophylaxis, 80 percent coverage for routine dental treatments, and 50 percent coverage for major restoration. A $1,000 lifetime benefit for orthodontic treatment is available.
Vision Discount Plan: CareFirst offers vision benefits in the Blue Vision program via the Davis vision provider network. An alternate discount program, For Eyes Optical Vision, will provide comprehensive eye care services including eyeglasses, contact lenses, and eye examinations at preferred pricing discounts for employees and their immediate family members.
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INCOME PROTECTION
Short-Term Disability Coverage: An employee who has an accidental injury or extended illness may receive income replacement benefits. Short-term disability benefits cover the lesser of 67 percent of salary or $2,000 a week for 90 days. Benefits begin on the first calendar day off work following an accident or the eighth calendar day off work due to an illness. Coverage for third country national employees is subject to insurance company approvals.
Long-Term Disability: If an employee is disabled for more than 90 days (as certified by the attending physician), the employee is eligible for monthly benefits at the lesser of 60 percent of salary or a maximum of $10,000 per month until the employee is able to resume work or attains age 70. Long-term disability benefits are provided only to employees who work at least 30 hours per week. Coverage for third country national employees is subject to insurance company approvals.
Life Insurance: Life insurance coverage is provided at two times the employee's annual salary up to a maximum benefit of $50,000 and a seat belt benefit of $50,000. The policy includes an accidental death benefit of $50,000. Coverage for third country national employees is subject to insurance company approvals.
Voluntary Life Insurance: Life insurance coverage is provided at two times the employee's annual salary up to a maximum benefit of $50,000 and a seat belt benefit of $50,000. The policy includes an accidental death benefit of $50,000. Coverage for third country national employees is subject to insurance company approvals.
401(k) Retirement Plan: All employees in active work status will be eligible to participate in the retirement plan. Participation in the 401(k) plan begins the first of the month following the first day of active work. An automatic employer contribution of 1 percent of pre-tax gross earnings is contributed to establish an individual’s account. A voluntary automatic enrollment employee contribution of 1 percent pre-tax gross earnings is withheld through payroll deduction unless the employee opts out through a signed waiver. The employee may also switch the pre-tax salary deferral auto enrollment contribution to an after-tax 401(k) ROTH contribution. These employer and employee contributions are immediately 100 percent vested. Through payroll deduction, the employee may elect to voluntarily contribute additional money to this plan through pre-tax salary deferrals and/or after-tax 401(k) ROTH contributions up to 90 percent of gross earnings limited to a maximum of $15,500 annually in 2008. The company matches employee salary deferrals and 401(k) ROTH employee contributions on a pre-tax basis at 75 percent towards the first 5 percent of salary. An unmatched extra “catch-up contribution” of $5,000 in 2008 for participants over age 50 is allowable under the Economic Growth and Tax Relief Reconciliation Act (EGTRRA). Plan vesting in the company matching account is based on an elapsed time method at the anniversary of employment. One full year of service at the end of each anniversary of employment earns vesting credit as follows: 20 percent in the first year, 60 percent in the second year and 100 percent in the third year. Vesting only applies to company matching funds. In addition, a discretionary company optional profit sharing contribution may be made.
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OTHER BENEFITS
Bonus Plan: All employees are eligible to participate in the several corporate bonus plans offered to encourage and reward staff efforts in business development, cost savings, recruitment, and publishing.
Business Travel Insurance: Additional life insurance coverage provides $250,000 in benefits if an employee is killed or maimed while traveling on company business.
Compressed Work Week (CWW): The CWW program offers five different flexible work schedules in a biweekly payroll period to allow up to two Fridays off per month. (The most popular schedule is four ten hour days with one Friday off.) All regular full time employees are eligible to designate their preferred CWW, unless excluded for necessary business reasons.
Education Assistance Benefit: The Company provides full reimbursement up to $1,000 per fiscal year in expenses and books for work-related classes and courses. Approval from Senior Management and the HR Department is necessary prior to enrolling in a course.
Flexible Spending and Dependent Care Assistance Plan: All employees may enjoy significant tax savings by participating in this plan. Out of pocket medical and/or dependent care expenses can be reimbursed in exchange for a reduction in gross salary, without affecting the value of other benefits received. Annual open season to enroll or change allocations is held once a year in December. Only new employees who join the Company between January and June may enter the plan mid-year effective July 1.
Legal Plan: Legal services benefits are available through a local and national provider network for a variety of commonplace legal needs. Examples of reimbursed services include legal representation for will preparation, credit warranty disputes, uncontested divorce, traffic court representation or selling a primary residence.
NIH Federal Credit Union: All employees are eligible to join the National Institutes of Health Federal Credit Union (NIH-FCU). Founded in 1940, the NIH-FCU has 46,000 members, holds $365 million in assets, and is federally insured to $100,000 per depositor. For a $25 deposit, the benefits of a full-service financial institution include: free checking, conventional savings, investment accounts, low-interest loans and credit--including the Stafford Education Loan Programs, ATM cards, and online banking. NIH-FCU operates numerous branch offices.
Parking/Metro: Parking is provided for employees in or near the workplace for a payroll deduction administered pre-tax. URC-CHS also participates in the Montgomery County public transit FARE-SHARE project, which provides a significant subsidy for Metro system commuters. The company contributes 50 percent towards the monthly employee costs.
Premium Conversion Plan: All employees who participate in the Company's medical, dental and transportation programs contribute to their health care and transportation benefits with pre-tax dollars. The company reduces the employee’s salary by the cost of group coverage before federal income taxes, social security, or state taxes are taken out. This plan results in the employee’s payroll taxes being calculated on a lower amount, which means the employee pays less tax.
Additional Information: If either you or your family members have any questions concerning employee benefits, or would like additional information concerning any of the benefits listed above, please call our URC-CHS Human Resources Department. In the Washington, D.C. area, call (301) 654-8338. Outside the area, call toll-free 1-800-444-2969.
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