Medical insurance
Typically medical insurance covers the costs associated with doctors appointments, regular checkups, and basic medical procedures. It should also cover emergency room visits and some types of surgical procedures. Be sure to research what is included in your medical insurance plan—and where you can use it—so that you get the most from your insurance.
Dental insurance
Depending on your workplace, dental insurance may be included in the overall employee medical benefits, or it could be separate. Typically, dental plans include routine dental exams, cleanings and X-rays, and some routine dental procedures, such as root canals, oral surgery, or fillings. Advanced procedures may be more expensive, or might not even be covered—so be sure you ask for details!
Vision insurance
Vision insurance is typically provided as a separate insurance plan that should come in addition to employee health benefits. These types of plans should cover routine, annual checkups, prescription lenses, or routine procedures.
Disability insurance
Both short-term and long-term disability insurance offer financial support in the event of illness or injury that renders you unable to work. In cases of serious illness or injury that impede your ability to perform your job, these insurance policies typically provide a portion of your income as compensation.
Mental health insurance
Some companies offer separate insurance for mental health care, while others may include it in your medical insurance. These insurance plans may cover appointments with mental health practitioners, behavioral and cognitive therapy services, as well as grief, divorce and family counseling. Your coverage may also take care of prescriptions for medications for mental illnesses.
Life insurance
Most employers will allow you to enroll for coverage when you are first hired without asking questions about your health. This means you will not be declined for coverage. If you wait, you may have to get a full physical check, and may even be denied coverage.
Life insurance offered through your employer is typically known as “group insurance.” This means one policy will cover you and the other employees who work for the same organization. Some employers automatically provide some form of life insurance, typically equivalent to one year of your salary. Some even pay for this coverage on your behalf and do not take it out of your paycheck. Your employer may provide other opportunities to enroll in additional coverage (such as coverage for your dependent family members, or accidental death and dismemberment) that you can pay for by taking money out of your paycheck each pay period. Some employers may also offer you the option to increase coverage when you experience big life changes, such as getting married or having children.
Time off
US law does not require employers to provide any paid time off, so make sure you ask for details on the employer’s leave policy before you accept an offer. There are many different types of time off, with the most common types listed below.
Family and Medical Leave Act (FMLA)
Although the Family and Medical Leave Act covers unpaid leave for some employees, it does not cover any paid leave. FMLA requires specific employers to provide an eligible employee with up to 12 weeks of unpaid leave each year for any of the following reasons:
- For the birth and care of the newborn child of an employee;
- For placement with the employee of a child for adoption or foster care;
- To care for an immediate family member (i.e., spouse, child, or parent) with a serious health condition; or
- To take medical leave when the employee is unable to work because of a serious health condition.
You are only eligible to take FMLA if you meet all of the following conditions:
- You work for either a public agency, a public or private elementary or secondary school, or any company with 50 or more employees.
- You have worked for your employer for at least 12 months.
- You have worked for your employer at least 1,250 hours over the past 12 months.
- You work at a location where the company employs 50 or more employees within 75 miles.
Vacation leave / annual leave
There are three basic types of annual leave:
- Unlimited paid time off (PTO): Your employer does not limit you to a specific number of paid vacation days, but you still have to get your work done and get your supervisor’s approval before taking leave.
- Annual allotment: Your employer gives you a set number of paid days off you can use during the year.
- Monthly/quarterly accrual: You earn hours or days of paid time off for each month or quarter you work.
Public holidays
Some employers provide paid time off for state and federal holidays, or they may provide “floating holidays” you can use as a substitute for holidays when you may have to work. However, paid public holidays generally only apply to salaried employees and not to hourly workers.
Sick leave
Federal law does not require employers to guarantee paid sick leave. However, the FMLA allows many employees unpaid time off for health-related issues. Numerous organizations in the US opt to offer paid sick leave to their employees, either by assigning a set number of designated days or by implementing a comprehensive PTO (Paid Time Off) policy.
Bereavement leave
Some employers provide paid time off for the death or funeral of a loved one. Employers may place requirements on how long you must work for the employer to qualify, or what your relationship was to the deceased.
Parental leave
Parental leave is divided into maternity and paternity leave. Though, many organizations are progressively shifting towards the more inclusive concept of “parental leave” applicable to all individuals.
In several states, employers are not legally obligated to provide paid maternity leave, although the Family and Medical Leave Act (FMLA) affords women the entitlement to take up to 12 weeks of unpaid leave for this purpose, including adoption. Only eight states in the US offer partially paid parental leave for both fathers and mothers (California, New York, New Jersey, Washington, Rhode Island, Oregon, Massachusetts, and Connecticut).
Unpaid leave
In instances where employees lack sufficient paid leave days or face unforeseen personal events, they might opt for unpaid leave. However, there is limited federal regulation on unpaid leave, beyond the FMLA. This leaves it to individual organizations to establish their own guidelines and address each circ*mstance on a case-by-case basis.
Other benefits
Tuition reimbursem*nt
Some employers offer tuition reimbursem*nt, also known as tuition assistance. The employer pays some or all of the costs of your education, as long as the program of study and related expenses fall within the guidelines of your employer’s policy. In most cases, you pay the tuition and fees upfront. Once you complete your courses, you can send receipts to your employer and they will send a partial or full repayment to you. In some cases, the employer will pay for courses you took before you got hired. Be sure to ask what options are available from the specific employer.
Work schedule / flexible work schedule / remote work
Your employer may allow you to choose your own work schedule, or even to have flexible hours as long as your work is done on time. Additionally, some employers offer fully remote work or hybrid work, which allows you to work from home one or more days per week. Be sure to ask about work schedule details before you accept an offer.
Wellness and fitness
A wellness and fitness package is another benefit your employer may offer. This may include discounted or free gym membership, paid time for exercise, and programs to help you lose weight or quit smoking.
Paid training and development
Your employer may offer paid training and development as part of your benefits package. This may include professional certifications, membership in professional associations, attendance at conferences, and professional associations. These can benefit you and your employer, since they help you learn valuable skills you can apply to your work while building your resume and growing in your career.
Relocation expenses
If your new job requires you to move to a new location, your employer may offer to reimburse you for relocation expenses. Be sure to ask how much they will pay for—it may be a dollar limit or a weight limit. Also ask whether they will reimburse you for a do-it-yourself move, whether they contract only with specific moving companies, or whether you need to get multiple bids and go with the lowest bidder.
Ask your employer if they can recommend any specific companies so that you can avoid scams and minimize the risk of lost or damaged items.
Retirement savings plans
Employer retirement plans offer a way for you to save money for retirement. The most common form of employer retirement planning is a 401(k). This is a savings investment plan where money is taken out of your paycheck every time you get paid and invested for you to use after retirement. Employers offer a variety of retirement plans, so be sure to ask about available options. Be sure you clearly understand the risks and potential benefits before choosing an investment plan.
Investment opportunities
In addition to retirement savings plans, some employers also offer ways for employees to invest in company stocks, shares, or other investment opportunities. Check with your employer to see how to get started. Be sure you clearly understand the risks and potential benefits before investing.
Childcare
Employers may offer childcare benefits, such as on-site daycare, subsidies, or referrals. Typically, employer child care benefits will cover the first five years of a child’s life through daycare, preschool, and pre-K school. This can help maintain balance between work and family obligations.
