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Benefits
URC-CHS employees 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. Please note: 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: Full-time employees earn up to 15 days per year in the first (5) 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.
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 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:
HMO Plan: Covered members obtain all health services using a CareFirst primary care
physician paying a $20 co-payment per visit. The co-payment for visits to a specialist through a
written referral from the primary care physician is $30.
No medical claim forms need to be completed. The inpatient hospital deductible per
admission is $300. The emergency room deductible is $50. 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: This 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. No referrals are needed. When members use an in-network
provider, the primary care per visit co-pay is $30; the specialist per visit co-pay is $40. 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 2010 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. The limit for out-of-network is $2,000
per person, and $4,000 per family.
PPO Plan: In this plan, covered members have access to 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 nonparticipating
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.
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 per person or $150 per family. One hundred (100) percent coverage
up to the fee allowance is provided for two (2) 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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EMPLOYEE ASSISTANCE PLAN
URC-CHS is pleased to offer you the benefits of an Employee Assistance Program. The
program, called Your Advocate is available to you and your eligible dependents. Three (3) free
counseling sessions are provided in person or by telephone. The EAP is most typically known
for providing confidential counseling services and support for managing stressful life events or
significant life changes through the use of trained, qualified counselors.
Several other types of services are also available to you, including 1) financial and legal
referrals; 2) child care and elder care resources; and 3) online tools. This free-of- charge
benefit is designed to promote wellness in the workplace. Your Advocate EAP covers regular
full-time and part-time employees based in the United States. Another plan, CIGNA
International Expatriate EAP Benefit Plan, covers U.S. national and third-country national
benefits-eligible expatriates overseas.
Your Advocate EAP is administered by LifeWork Strategies, based in Rockville, MD and an
entity of Adventist HealthCare. For the past 20 years, LifeWork Strategies has served diverse
clients in Fortune 500 companies, non-profit organizations, healthcare organizations and
government agencies at the local, state and federal levels. LifeWork counselors are certified in
their areas of expertise.
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: Employees may purchase up to the lesser of $500,000 or five (5)
times annual salary of additional life insurance coverage through payroll deduction. The first
$50,000 of coverage is available by guarantee issue with no evidence of insurability.
401(k) Retirement Plan: All employees in active work status are 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.
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 $16,500 annually in 2010.
URC-CHS matches employee salary deferrals and 401(k) ROTH employee contributions on a
pre-tax basis at 75 percent toward the first 5 percent of salary. An unmatched extra “catch-up
contribution” of $5,500 in 2010 (with a total limit of $22,000) 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.
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 common 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 into an NIH-FCU account, employees reap the benefits of a full-service
financial institution: 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.
URC is an E-Verify Employer
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