We offer a comprehensive benefit plan for eligible employees. Benefits include:
- health (HMO and PPO options)
- dental, vision
- basic life
- short-term and long-term disability insurance
- 401(k) retirement plan with a generous matching contribution
- flexible spending accounts (medical, dependent care and commuter)
Additionally, we offer supplemental products that employees can purchase through payroll deduction. These include supplemental life insurance and long-term care insurance.
Medical, Dental and Vision
Employees who work a minimum of 20 hours/week have the option of electing an HMO through UnitedHealthcare or Kaiser Permanente, or a PPO through UnitedHealthcare. DRC offers coverage for the employee plus eligible dependents. DRC pays about 90% of the medical premium for employees, and about 65% of the medical premium for dependents. (Percentages may vary depending on the employee’s salary.)
Employees who work a minimum of 30 hours/week have the option of electing a Dental HMO or PPO plan through Delta Dental. DRC offers coverage for the employee plus eligible dependents. DRC provides flex credits which employees can use to purchase the HMO plan, with an option to buy-up to the PPO.
Voluntary Vision Coverage
Employees who work a minimum of 20 hours/week may enroll in the vision plan through VSP. DRC offers coverage for the employee plus eligible dependents.
Employees must contribute at least 3% of their salary in order to participate in the 401(k). They are eligible to contribute from the first day of employment. After successfully completing six months of employment, DRC will match the employee’s contribution at the rate of “+1%”, to a maximum of 7%.
Example: Employees who contribute 3% receive a 4% match. Employees who receive 6% receive a 7% match. Employees who contribute 10% receive a 7% match. There is no vesting schedule for the matching contribution.
Life and Disability
Employees who work a minimum of 30 hours/week will be enrolled in the Basic Life and Disability plans (Short and Long Term) through Cigna.
Employees work a minimum of 20 hours/week who wish to purchase additional life insurance may buy in increments of $10,000, up to the guarantee issue. Amounts over the guarantee issue require evidence of insurability.
Employees may also enroll in spousal coverage in $5,000 increments up to the guarantee issue. Coverage for children is also offered in increments of $2,000 up to the guarantee issue.
Flexible Spending Accounts
Health Care and Limited Purpose FSA
Employees may enroll in the Health Care FSA or Limited Purpose FSA if they wish to be reimbursed for qualifying out-of-pocket health care, dental or vision expenses for themselves or their eligible dependents.
Dependent Care FSA
Employees may enroll in the Dependent Care FSA if they wish to be reimbursed for qualifying child care expenses for their eligible dependents.
Employees may enroll in either the Parking, Transit or both accounts if they wish to be reimbursed for qualified commuter expenses. Dependent on the employee’s regular work location, some employees may be eligible for the employer’s contribution. All FSA and Commuter plans are administered by a Third Party Administer. Currently our TPA is ADP.
Vacation and Holiday and Time Off
Full time employees accrue vacation time off based on their length of service, starting at 13 days per year.
Part time employees accrue vacation time off based on their length of service and on a pro-rata basis consistent with their percentage of full time equivalency (FTE).
Full time employees receive 12 agency observed holidays and part-time employees will receive the agency observed holidays on a pro-rata basis based on their percent of full time equivalency (FTE).
Full time employees receive 7.5 hours of sick time per month. Part time employees accrue sick time off based on a pro-rata basis consistent with their percentage of full time equivalency (FTE).