Medical – Dental – Vision
SPIE will pay 100% of the cost of medical, dental and vision premiums to cover the employee, and 75% of the cost of premiums to cover dependents for all employees who are regularly scheduled for 40 hours per week.
Medical
Medical benefits are provided through Premera Blue Cross; it is a High Deductible w/HSA PPO Plan. This is a Preferred provider organization (PPO) plan. Within the Premera Heritage network, office visit coverage is 90% after meeting the deductible; preventative care is not subject to co-pay or deductible requirements, for major services including hospital and lab work, coverage is 90% after the deductible. If you do not use a preferred network provider, coverage is 70% after the deductible.
Dental
Dental benefits are provided through Guardian Employee Benefits. You may choose whichever Dentist you prefer. However, to get better pricing and save on your out-of-pocket expenses, you are encouraged to see a Guardian network provider. Preventive and diagnostic services are covered at 100%; basic services are covered at 80% (90% in network) and major services are covered at 40% (50% in network). There is $25 deductible per person; and $75 per family per calendar year (waved for preventive and diagnostic services).
Vision
Coverage applies to eye exams, frames, lenses (including contact lenses, if required), diagnosis and/or treatment of non-surgical eye health problems. The carrier is Guardian Benefits, and the network is Vision Services Plan.
Employee Assistance Program
There are two options available: Health Promotion Northwest provides up to three sessions per issue, per year, for each eligible person. New York Life provides up to 5 telephonic sessions with a counselor per issue, per year, per individual (unlimited toll-free phone access and online resources.) These programs offer free, confidential, professional assistance to help employees, and their families resolve problems that affect their personal lives and job performance.
Life Insurance and Accidental Death and Dismemberment Insurance
Premiums are paid by SPIE and coverage is through New York Life Insurance. Coverage is 2x the employee’s annual salary up to a limit of $700,000.
Long-term Disability
Premiums are paid by SPIE and coverage is through New York Life Insurance. There is a 90-day qualifying period. Schedule amount is 60% of monthly earnings (max. $12,000/month). Maximum duration of benefits: for disability starting before age 65, benefits will not be payable past Social Security normal retirement age.
Section 125 Flexible Spending Accounts (FSA)
This is a Cafeteria Plan with Dependent Care. You can elect to have any money that you pay for dependent care expenses deducted from your paycheck before taxes. Benefit Coordinator’s Corporation (BCC) is the administrator for this benefit, and SPIE pays the administration fees.
Health Savings Accounts (HSAs)
The Health Savings Account is offered to employees who enroll in the High Deductible Health Plan. SPIE currently contributes to the account annually. Employees may also contribute pre-tax earnings to the HSA account, subject to IRS limits.
Health Reimbursement Accounts (HRAs)
The Health Reimbursement Account is offered to employees who enroll in the High Deductible Health Plan AND who cover dependent(s).
Discretionary Bonus Plan
The bonus plan is designed to encourage and reward individual performance in a way which is fair and serves as an incentive to each employee to contribute to SPIE objectives. The SPIE Incentive Bonus Plan is based on individual performance review ratings, achievement of personal and departmental goals, and achievement of the Key Objectives set for each year. All regular part-time and regular full-time staff, except for Sr. Directors, are eligible for a bonus. New staff hired during Quarter’s 1, 2 and 3 are eligible for bonus at a pro-rated amount. Staff hired in Quarter 4 and Temporary staff are not eligible for bonus.
Paid-time-off (PTO)
Paid-time-off begins at 31 days per year for full-time employees. PTO may be used for vacations, sick leave, time-off for inclement weather, holidays and other time off needed. Arrangements for time-off are always scheduled and coordinated with your supervisor. Full-time employees will accrue benefit hours from the date of hire at the rate of 31 workdays each in the first and second year, 36 workdays in the third through ninth years, and 41 workdays after 10 years of employment. Full-time employees who are regularly scheduled for 30 hours or more per week and less than 40 hours per week will accrue benefit hours on a pro-rated basis. Accrued but unused PTO may be rolled over from one year to the next; however, an employee may not exceed cap limits of PTO accrual. Prior to the employee’s anniversary date, the employee may elect to receive pay instead of paid time-off; this option is called a “buy-out.” Buy-outs of PTO hours are permitted up to 40 hours per year after completion of two years and through 10 years of employment; up to 60 hours per year after 10 years of service. Please refer to the PTO policy for further details.
SPIE Retirement Plan
Defined Contribution Plan – Eligibility begins the first day of the month after date of hire. If hired on the first day of the month you become eligible that same day. Temporary employee eligibility is after one year of service with 1,000 hours worked. SPIE contributes an amount equal to 5% of the employees’ earnings up to the Social Security taxable wage base. If for a plan year the employee has compensation above the Social Security taxable wage base, the employee will receive an additional contribution equal to 10% of the employee’s earnings that was more than the Social Security taxable wage base. In addition, SPIE provides a match – $0.50 for each dollar the employee contributes, SPIE’s matching is not to exceed 5% of the employee’s gross earnings. Contributions are 25% vested each year, 100% vested after 4 years.
Tuition Reimbursement
SPIE will provide educational assistance to eligible employees who want to make an additional effort to enhance their careers and professional development by furthering their education outside of normal work hours.
Travel Insurance
All full-time and part-time employees are covered with $250,000 of work-related Travel Accident Insurance during the period of business travel through The Hartford. All full-time employees are covered for personal travel through the New York Life travel policy.
NOTE: Actual benefits are based on full-time employment unless otherwise stated and are subject to change.
