The monetary value of benefits can add up to more than 20% of your total compensation. Benefits along with salary, equity & bonus comprise what's commonly referred to as 'Total Rewards'. Understanding a company's benefits and their value can help you negotiate competing offers. When faced with two offers with equivalent monetary compensation, benefits can provide the leverage you need to negotiate a higher offer.
On this page, we help you measure and compare benefits across companies. We calculate a monetary value estimate based on commonly used perks. Everyone has specific needs and may use benefits differently. Use these comparisons to evaluate your situation and estimate the value of each company's Total Rewards to you.
Up to $16,000 to cover your medical, dental and vision plan The pre-tax amount you pay per paycheck for health insurance premiums. Cost calculator: https://benefits.netflix.com/united-states/health
Carrot: a fully elective fertility program, reimbursed at 80% of incurred costs, up to an annual max of $10,000 and a lifetime max of $20,000. Egg Freezing
Your coverage offers 1 SMART Cycle per lifetime subject to all applicable plan copays, coinsurance, and deductible requirements on your Collective Health medical plan. Further SMART Cycles are granted if the previous were not successful. Fertility benefits will not be covered unless you receive services from Progyny and the Progyny Patient Care team.
Doordash will reimburse employees and/ or their partners up to $20,000 annually and $20,000 lifetime for claims. Egg Freezing: Carrot fertility benefit
100% of the cost of employee healthcare coverage and 80% of the cost of dependent care coverage in the U.S.; 90% of dependent care coverage for non-U.S.
Up to $20,000 non-taxable lifetime maximum. Includes gender confirmation surgery, Egg-freezing and embryo-freezing. You must be employed at Gusto for 1 year.
LendingClub picks up roughly 90% of the total cost. For dependent coverage โ you plus a spouse and/or child(ren) โ LendingClub pays 50% of the monthly premium.
Annual Out-Of-Pocket Maximum:If your annualized base pay is $50,000 or less: $2,500 for single coverage, $5,000 per family. If your annualized base pay is over $50,000: $4,000 for single coverage, $8,000 per family. Preventive Care is covered 100%, no deductible.
Anthem PPO (annual out-of pocket max: $3,500 per individual, up to $7,000 per family); Anthem HDHP (annual out-of pocket max: individual - $3,000, family - $3,000 per individual, up to $6,000 family); Kaiser HMO (annual out-of pocket max: $2,000 per individual, up to $4,000 per family)
Employees can choose from three national medical plans: a PPO, HRA, or HSA, all administered by BlueCross BlueShield (BCBS) of Illinois. Wellness program: a variety of resources to help employees and their dependents get healthy, stay healthy and make informed decisions. Free, confidential resources.
Medical services include prescription drugs, preventive services covered at 100%, emergency care, vision and hearing, Doctor and hospital visits, including maternity and well-baby care.
All of the options cover preventive care, inpatient and outpatient care, routine office visits, prescription drugs, physical therapy, home healthcare, mental health/substance abuse treatment and hospice care.
We offer high-quality medical, dental, and vision care for all US-based full-time employees and their dependents. We cover 99% to 100% of premiums for employees and all of their dependents for each.
Groq will contribute 100% toward the Medical, Dental and Vision premiums for employees and 80% of the premium for Medical, Dental and Vision for qualified dependents.
16 weeks. Birthing parents qualify for additional pregnancy leave entitlements before birth, covered under Stripeโs medical leave policy for up to 8 weeks.
21 days. Stripe office shuts down during the Holidays (week between Christmas and New Year). The numbers of allowable vacation days vary from year to year, depending on the holidays.
16 weeks. 2 weeks for secondary caregivers; primary caregivers may work locally for one year following their return from the birth or adoption of a child.
8 weeks. 2 weeks for secondary caregivers; primary caregivers may work locally for one year following their return from the birth or adoption of a child.
15 days. Additionally get 1 floating holiday and 2 personal days per year. PTO varies by tenure. 15 days for years 0-4, 20 days for years 5-20, and 25 days for 21 years or more. Company holidays follow NYSE holiday schedule (9 per year).
Short-term counseling for a variety of life events and everyday challenges including Work Stress; Coping with Change; Family/Parenting Issues; Grief or Bereavement; Anxiety or Depression; and Communicating Effectively.
Paternity leave top-up plan pays 50% of the difference between Employment Insurance maternity benefits and our associateโs salary for their entire maternity leave up to 52 weeks.
6 weeks. Paternity leave top-up plan pays 50% of the difference between Employment Insurance parental benefits and our associateโs salary for their entire parental leave up to 35 weeks.
10 days. Yearly PTO increases by 5 days after 3 years with the company and another 5 days after 7 years *unless otherwise negotiated at time-of-hire*. 40 hours of PTO can be carried over to the next year regardless of seniority.
To help you with things like stress, anxiety, depression, chemical dependency, relationship issues, legal issues, parenting questions, financial counseling, and dependent care resources.
Unlimited. Sick days are meant for short term absences of 5 days or fewer. If you are absent for greater than 5 days, you may be eligible for STD, LTD, or a medical leave of absence.
0 โ 9 years of service: 120 hours. 10+ years of service: 160 hours. Flex time provides flexibility in individual work schedules and allows time off for personal life, and may be used on an as needed, temporary basis.
15 days. Vacation time increases to four weeks at five years of service, five weeks at 15 years of service and six weeks at 25 or more years of service.
Vacation leave is based on years of service. The number of vacation days increases with continuous employment, up to a maximum of five weeks of vacation annually.
10 days. Sick hours are provided on your first day of employment and are pro-rated based on your date of hire. There is no waiting period before you may utilize Sick Time.
Problem assessment, short-term counseling (up to six sessions), information about and referral to community resources and treatment programs, educational materials and follow-up.
18 weeks. For new parents, regardless of gender, parenting role, or family formation all part-time and full-time employees are eligible from day one at Canva for 18 weeks' Paid Parental Leave. Leave can be taken flexibly or in blocks up to 2 years after the addition to your family (where legally able to). If you take a block of 12+ weeks, you will be eligible for Return to Work Support for your first 4 weeks back-meaning you can return on a part-time basis, while still receiving your pre-leave salary.
18 weeks. For new parents, regardless of gender, parenting role, or family formation all part-time and full-time employees are eligible from day one at Canva for 18 weeks' Paid Parental Leave. Leave can be taken flexibly or in blocks up to 2 years after the addition to your family (where legally able to). If you take a block of 12+ weeks, you will be eligible for Return to Work Support for your first 4 weeks back-meaning you can return on a part-time basis, while still receiving your pre-leave salary.
6 weeks. Pays up to 70% of an employee's salary for up to six weeks to bond with a newborn, or following placement of a child for adoption or foster care.
6 weeks. Pays up to 70% of an employee's salary for up to six weeks to bond with a newborn, or following placement of a child for adoption or foster care.
20 days. As a new hire, the time will not be available to you until you have completed 90 days of service. Need to keep 4 days of PTO aside for mandatory Winter Break.
28 days. PatientPoint offers 4 weeks of FTO, frontloaded each year. Additionally, we want each teammate to have time off to celebrate moments that matter, and each teammate has 5 Yay! Days to use.
6 weeks. Maternity leave is a 100% paid benefit. The first five (5) days are covered by IntelliGenesis. Then short-term disability kicks in and covers 60% of your pay and IntelliGenesis covers the remaining 40%.
EOG offers regular full-time employees vacation based on years of EOG service. Employees are eligible to carry over up to 40 hours of vacation each year.
Employees and family members can call 24 hours a day / 7 days a week to speak to a counselor. Employees can also receive up to three face-to-face sessions per issue, per year.
Google expects that 60% of its employees will be on-site for a few days a week, with 20% working in new office locations and 20% working from home. Work-from-anywhere: 4 weeks per year. Google also offers opportunities to apply for completely remote work.
In their newest policy, Amazon decided to adopt some version of a return-to-work policy that requires workers to report in person to the office at least three days a week beginning in May.
Most employees spend at least half of their work time in the office, with Tuesday and Thursday as โanchor daysโ across the company. Work-from-anywhere: 4 weeks per year. Some employees can be fully remote, depending on their role and location.
A one time adoption allowance of INR 50,000; flexible working hours for 4 months after adoption; 6 months paid leave for children under 12 months and 3 months for children above 12 months for women; 6 weeks for men.
IBM pays 100% of eligible expenses related to the adoption of a minor child/ children or the attempts to have a child / children through surrogacy, up to a lifetime maximum of $20,000 per family.
Tech roles can be fully remote from 20+ states or hybrid from one of the three offices (NYC, LA, Tempe); remote for other teams depends on the decision of each team's leadership.
The policy encourages employees to work from home 2/3 days per week, while providing flexibility to accommodate different work from home patterns based on their need. Monthly allowance to compensate internet, electricity, heating/air condition and any other costs associated with working from home + equipment โโโโโโโ(desk, chairs, monitors, ergonomics and so on..)
Work Anywhere policy, which means you can work in an office or at home on any given day. Customer-facing roles should be near customers. Product roles should be within two time zones of the product office for that product.
All of our roles will be considered to be eligible for virtual/hybrid work, with exception of roles required to be physically on-site due to facilities or technology-related nature of the work.
Deere offers a variety of flexible work arrangements. These arrangements, ranging from flexible work hours to telecommuting, are dependent on the position held.
We are an all-remote team so you have flexible work hours, work with the best people worldwide, and never waste time commuting. We give you a budget to either work from a coworking space or set up your home office. Your paycheck automatically includes a fixed reimbursement for $50 of internet expenses monthly.
The company will reimburse 100% of documented out-of-pocket adoption expenses up to a total benefit of $10,000 per adoption for full-time team members.
Health reimbursement account to support the growing families of our team. 100% of the cost of qualifying procedures (in vitro & cryopreservation) up to $10,000 lifetime max.
$5000 per year. Body & Mind, books, PC building tools, musical instruments, language classes, art supplies, charitable giving & donations, - pet care costs, child care costs, travel, accommodation, etc.
15% off. 50% for accessories, 80% for first-party software (including Microsoft 365 subscriptions), and 75% on LinkedIn Premium, free Game Pass Ultimate and $150/mo Azure credit, discounts for Bose, Sonos, Herman Miller
Up to $7,500 per year for graduate degrees. American Express Scholarship Program helps employees fund their children's undergraduate college education.
100% tuition reimbursement after successful completion of courses taken at an accredited university. Citadel also reimburses employees for job-related seminars, workshops, certifications and professional memberships.
Up to $700 per credit/unit and 100% of the costs of any books for courses directly related to your role, as well as up to $100 for course-related material.
SoFi refinancing is available to IBMers, their spouses or domestic partners, children, grandchildren and other family members and friends at a 0.25% discount.
Opportunity to earn a bachelorโs degree with 100% tuition coverage, coaching, counseling and advising through Arizona State Universityโs top-ranked online degree programs.
For job-related courses, leading to a degree (AA/AS, BA/BS, MBA, PhD) from an accredited college or university. Engineering/Computer Science Continuing Education: up to $10,000 per calendar year.
An annual stipend of $2,000 to be used for conference attendance, workshops, tuition reimbursement and other professional development learning sources.
$5,500 Tuition Reimbursement for year 1. Increases after year 2. If you leave the firm within year 1, you will have to pay 100% of the cost, if you leave within year 2, you will have to pay 50% of the cost.
50% off. 50% off regular-priced merchandise at Gap, Banana Republic, Athleta and Old Navy, 30% off at Outlet and 10% off markdowns for all employees and their spouses or domestic partners.
The Discover College Commitmentโa fully funded bachelor degree program. In addition, Discover provides tuition reimbursement for Associate, Bachelorโs and Graduate Degrees.
Provided for courses offered by approved accredited institutions of learning. Eligible expenses include 75% tuition and book expenses up to $2,000 for hourly full-time employees and $5,000 for salaried full-time employees per calendar year.
Continuing education and student loans as part of reimbursed wellness program; course reimbursements, in-house sharing sessions, language program reimbursements.
Blue Origin will provide up to $10,000 per year, up to a maximum of $40,000 over the lifetime of your career at Blue Origin, to cover the cost of tuition, books, and lab fees.
Undergraduate: 80% of tuition expenses up to a $5,000 max per year. Graduate: 80% of tuition expenses up to a $5,000 max per year with a $15,000 lifetime maximum.
The Company will reimburse full time employees up to a maximum of $5,250 (for undergraduate or graduate degree granting courses) per calendar year for all approved courses, subject to limitations.
Provided for courses offered by approved accredited institutions of learning. Eligible expenses include 75% tuition and book expenses up to $2,000 for hourly full-time employees and $5,000 for salaried full-time employees per calendar year.
Pre-Tax Commuter Benefits, $270 per month for bus, ferry, rail (all public transportation), $270 per month for qualified parking, $540 per month for both public transportation and qualified parking
Commuter Benefits Program โ allows eligible employees to use pre-tax dollars to purchase transportation passes, tickets or vouchers, pay a parking facility.
50% match on employee's contribution up to $19500. Google will match up to the greater of (a) 100% of your contributions up to $3,000 or (b) 50% of your contributions up to the IRS limit per calendar year. Every dollar of the match is fully vested
Google will match 100% of your student loan contributions up to a $2,500 annual cap, with those contributions applying towards the principal of your student loan
50% match on the first 4% of base salary. Match vests only after 3 years. You can contribute up to 90% of your salary on a pre-tax basis, a Roth 401(k) after-tax basis, or both up to the annual IRS limit.
100% match on employee's contribution up to $6000. 100% match on employeeโs contribution up to $6000. $1500 disbursed per quarter with true-up at the end of the year if you miss any matches.
As an employee, you can convert any amount of your base salary to stock options. Options are priced at 40% of the exercise price. Options can then be used to purchase actual shares of Netflix stock. Your options will expire 10 years after the grant date, regardless of your employment
Allows contributions up to 10% of base salary. 15% discount on purchase price of stock. 24-month look back period . Minimum is 2 %, Maximum is 10% of total comp, or $25K (whichever is lower) into the ESPP per year.
Healthcare (max contribution of $2,750 per year), Dependent Care (max contribution of $5,000 per year), Commuter (up to $270 per month for transit / parking)
Allows contributions up to 15% of base salary. 15% discount on purchase price of stock. Maximum contribution capped at 25K USD. The look-back period: 24 months. Each offering consists of four purchase periods. Shares can be sold right away or held.
Day Care Flexible Spending Account allows you to put aside up to $5,000 annually in pre-tax dollars to pay for daycare expenses for eligible family members, so that you can work.
Allows contributions up to 10% of base salary. 15% discount on purchase price of stock. Up to $7,500 of base salary per Offering Period. Open Enrollment period occurs twice a year, in September and March respectively for the two Offering Periods beginning in November and May.
100% match on the first 7% of base salary. Capital One gives you 3% even if you don't contribute, then matches 100% of the first 3% that you contribute, plus 50% of the next 3%.
100% match on the first 3% of base salary. EPAM provides 100% match on your contribution up to 2% of your compensation and a 50% match on your next 2% contribution.
50% match on employee's contribution up to $6000. 401 contributions are for US employees and vest immediately. For Dublin employees: 100% match up to 5% of the salary. For London employees: a contribution of 5% of base salary.
100% match on the first 5% of base salary. Eligible employees have at least three ways to save: before-tax, after-tax, or through a Roth 401(k) option โ or all three. After 1 year of service IBM contributes 1% to your account regardless of your savings levels.
Allows contributions up to 15% of base salary. 15% discount on purchase price of stock. Two 6-month offering periods per year, two 3-month purchase periods for each. Offer lookback price (within an offering period).
100% match on the first 10% of base salary. 6% automatic and 50% match on first 8% of employee contribution to give a total of 10% employer contribution
Allows contributions up to 15% of base salary. 15% discount on purchase price of stock. You cannot purchase more than 1,000 shares in each approximately six-month purchase period.
100% match on employee's contribution up to $1500. 100% match on first $1500, 50% match on next $1500, 33% match on next $7500, 10% match the rest. 50% vest after 1 year. 100% vest after 2 years.
100% match on employee's contribution up to $3000. Reddit will match 25% of all contributions thereafter up to the IRS maximum. (Total maximum company contribution of $7,000).
100% match on the first 4% of base salary. You can contribute up to 75% of your regular earnings, and up to 85% of your bonus earnings. T-Mobile matches: first 3% at 100%, next 2% at 50%
Dependent Care Spending Account: employee contribution up to $5000 per year; T-Mobile contributes $200/month if your AHI is $63,000 or less, $125/month if your AHI is between $63,000.01 and $99,000.
100% match on the first 6% of base salary up to $6000. You can contribute from 1% to 90% of your eligible compensation (base salary, bonuses and commission) up to IRS limits.
Allows contributions up to 15% of base salary. 15% discount on purchase price of stock. Up to $10,000 and 4,000 shares per purchase period. Lookback period: 2 years.
100% match on the first 6% of base salary. The annual matching contributions are immediately vested and you must be an active employee on the last day of the plan year, December 31.
87% match on the first 8% of base salary. Match will be contributed annually in a lump sum by the end of the January following the calendar year in which you contribute.
25% match on employee's contribution up to $19500. Match 25% of all your contributions (max amount is the IRA limit for 2021). Contributions vest immediately.
You may set aside up to $5,000 before tax per year for a Dependent Care FSA if you are unmarried or married and filing a joint tax return, or up to $2,500 before tax per year if you are married and filing separately
Allows contributions up to 25% of base salary. 15% discount on purchase price of stock. 6 month windows with lookback, sale will be subject to frequent blackout periods
For healthcare FSA: if you are enrolled in the HDHP with HSA, you cannot participate in the FSA. For dependent care FSA: you can set aside up to $5,000 per household per year. You must enroll into the program for every year and use all the money, otherwise it will be lost.
100% match on the first 5% of base salary up to $5000. Marvell will match 100% of the first 4% of your eligible salary contributed and 50% of the next 2% of eligible salary contributed.
Health Care FSA: up to $2,750 each year for out-of-pocket dental and vision expenses; Day Care FSA: up to $5,000 per year for childcare (children up to age 13) and adult care expenses.
125% match on the first 10% of base salary. 5% free base contribution + 75% match results in a 125% overall match if you contribute 10%. Provider is TRowe Price.
Allows contributions up to 10% of base salary. 15% discount on purchase price of stock. Discount is 15% off the lower of the beginning and ending prices of purchase period.
10% added to your 401k all at once in March, but you have to have worked there for at least 6 months (cutoff is 1/31), the employee doesn't have to contribute anything to get this 10% contributed by GEICO.
100% match on the first 3% of base salary. 50% match on the next 2% (4% maximum match if you contribute 5% or more). Contributions are 100% vested immediately.
Allows contributions up to 10% of base salary. 15% discount on purchase price of stock. For every 6 shared you keep for a year, company gives 1 matching shares for free
Freedom 2 Save Program: employees who contribute at least 2% of their salary to repaying a student loan will receive a 5% company match deposited into their Abbott Stock Retirement Plan account without having to make contributions to the SRP.
100% match on the first 4% of base salary. Discovery matches dollar for dollar on your contribution up to 3%, then $0.50 on the dollar for every $1 you contribute, up to 6%.
100% match on the first 4% of base salary. CalAmp matches your first 3% contribution at 100%, then 50% of the next 2%. All contributions are 100% vested.
Allows contributions up to 15% of base salary. 15% discount on purchase price of stock. Discount of lowest value on first and last day of period, 2 purchase periods per year.
100% match on the first 4% of base salary. + an annual company contribution of 6%. Employees are eligible for company contributions after one year of service.
100% match on the first 3% of base salary. The company offers 100% match on the first 3% of compensation deferred, then 50% match on 3% to 5% of compensation deferred.
100% match on the first 7% of base salary. In addition to company match, Ridgeline will contribute 3% of employee's base salary and make an employer contribution in that amount.
Basic coverage at 3 times your annual base salary including commissions, to a maximum of $2,500,000. Survivor Income Benefit which provides spouses/partners with 50% of, your income up to 10 years (maximum $12,500 per month) and children up to $1,000 per month.
Short-Term Disability with 60% of base salary for California employees and 85% of base salary coverage for non-California employees. Long-Term Disability with up to 66 2/3% of your annual salary (up to $20,000 per month).
Short-Term Disability plan lasts up to 180 days and provides 100% base pay replacement for the first 10 weeks and 80% of base pay up to a weekly benefit of $5,000 for weeks 11-26. r Long-Term Disability plan, you are eligible for a 60% salary replacement up to $18,000 per month.
Short-Term Disability with 60% of weekly earnings to a $3,000 weekly maximum for 13 weeks. Long-Term Disability with 60% of monthly earnings to a $20,000 monthly maximum.
$100 per month contributed by employer. Must be enrolled in the Cigna HDHP Plan and must not have disqualifying coverage. IRS Max Contribution: $3,550 Ind. / $7,100 Fam.
Basic Life insurance 100% company paid is 2x Base Salary. AD&D 100% company paid is 2x Base Salary. Both have max $1M. There are supplemental Life insurance employee can get for Employee, Spouse and Child.
STD: 100% of your base salary for the first 30 days of disability, then 60%, up to $2,500 per week for up to 13 weeks. LTD: 60%, up to $12,000 per month.
2 dental plans: a higher paycheck deduction and deductible (both in-network and out-of-network dentist); a lower paycheck deduction and no deductible (in-network dentist)
Basic Life Insurance at 2x your annual salary up to a maximum of $1,000,000 plus you may buy supplemental Term Life Insurance on an after-tax basis up to 5X your annual salary st a maximum of $1,000,000
1.5x total annual earnings up to a maximum amount of $500,000 each for basic life and for AD&D. In addition, spouses or domestic partners are covered for $10,000 and each child for $5,000.
After 3 months of employment, your salary will continue during an approved disability at either 100% or 60% depending on length of service for a maximum of 12 weeks.
Short term: Guardian โ 60% of your salary up to $2,500/week while approved by treating physician; long term: Guardian โ 60% of your salary up to $12,000/month while approved by treating physician
EPAM Systems provides all benefit eligible employees with 1x annual salary (a minimum of $100,000) up to a $500,000 maximum of Basic Term Life and Accidental Death and Dismemberment (AD&D) coverage. These benefits are provided to you at no cost and enrollment is automatic.
For a medical plan with HSA: up to $300 in tax-free HSA contributions for self-only coverage or $850 for family coverage in addition to the company contribution ($500 for self-only or $750 for family).
One times your annual eligible pay, up to a maximum of $1 million. The IBM GLI plan includes a feature that allows terminally ill employees to have access to twenty-five percent (25%) to eighty percent (80%) of their benefits (up to $500,000).
IBM offers two options for vision care: the IBM Vision Plan, which provides benefits for eye exams and eyewear, and the free EyeMed Vision Discount Plan, which helps you save money on eyewear purchases.
STD: 100% of your base pay for the first 8 weeks, with no weekly maximum, and 70% of your base pay for the next 17 weeks, up to $4,615 per week. LTD: 66 2/3% of your base pay, up to $30k per month.
Short-term: 66.67% of your target weekly earnings, up to a maximum weekly benefit of $2,770. Long-term: 66.67% of your monthly target salary, up to a maximum monthly benefit of $12,000.
Short term: 75% of your weekly earnings up to a maximum weekly benefit of $2,884. Long term: 60% of your base earnings, up to a maximum of $15,000 per month.
$500 per year contributed by employer. HS Standard Plan: 500 for employee only, 1000 for employee + dependants. HS Premium Plan: 750 for employee only, 1500 for employee + dependants.
STD; LTD: for $0.24 per $100 of your covered monthly salary, LTD will replace 60% of your monthly income โ tax free โ up to a maximum benefit of $15,000 per month.
Short Term Disability with 66.7% of their base salary up to a maximum of $3,000 per week and Long Term Disability with 60% of their monthly base salary for a maximum of $10,000 per month.
STD: salary payments based upon your pre-disability earnings, up to 26 weeks. LTD: up to 60% of your pre-disability annual earnings ($25,000 maximum monthly benefit).
$250 per year contributed by employer. The company contributes for Platinum and Gold plans. Platinum: $250 for an individual, $500 for a family; Gold: $150 for an individual, $300 for a family.
The IRS maximum allowable annual HSA contributions for 2020 are $3,550 for single coverage and $7,100 for family coverage. If you are age 55 or older by December 31, 2020, you can contribute an additional annual catch-up contribution of $1,000. In case you or a household member is newly diagnosed with cancer, you can receive $500 contribution
Cignaโs Dental PPO plan. 100% coverage for diagnostic and preventive care, 100% coverage for all basic restorative work, 60% for all major restorative work.
Sort-term: 100% of base earnings for the first six weeks and 66 2/3% for the remaining 20 weeks. Long-term: 60% of base earnings, up to a monthly maximum of $15,000.
A flat $50,000 coverage option (no imputed income taxes); or Coverage equal to two times your direct pay, up to a maximum of $1 million (with imputed income taxes for cost of coverage above $50,000).
Short Term Disability (STD) and Long Term Disability (LTD). Non-maternity STD provides 70% of your base pay up to a max of $2,500/week. Maternity or pregnancy-related STD provides 100% of base pay for six weeks, and 70% of base pay for the remainder of your STD disability period. Long Term Disability provides 60% of your base pay up to a max of $10,000 per month, after 26 weeks of disability.
$600 per year contributed by employer. HSA is offered only with CDHP high-deductible health plan, the company will pay-in $600 for individuals and $1200 for single dependent/family CDHP plans.
Short Term Disability with Covers 70% up to $3,000 per week for a maximum of 25 weeks. Long Term Disability with 60% income replacement up to $9,000 per month.
Short-Term Disability ( a percentage of base salary up to 25 weeks); Long-Term Disability (pays 60% of Health and Welfare Eligible Earnings up to $20,000 a month).
If enrolled in the DISH Medical Plan, the company pays for AD&D insurance up to $15,000. Additional coverage can be purchased for extra financial protection.
Company provides coverage for disability benefit for up to 13 weeks. Additional short-term disability and long-term disability coverage can be purchased for extra financial protection.
$520 per year contributed by employer. DISH contributes to HSA if the employee completes the Tobacco-Free Pledge and/or contribute at least $10 per pay period or $260 annually of their own contributions.
If enrolled in the DISH Medical Plan, the company pays for life insurance up to $15,000. Additional coverage can be purchased for extra financial protection.
STD: 60% of your base earnings, up to a maximum of $2,308 per week. Max 12 weeks. LTD: o 60% of your monthly base earnings to a maximum of $10,000 per month.
LTD is effective six months after disability is incurred. 60% of the employeeโs salary is paid, up to a maximum amount per month, and until the maximum benefit period is reached.
The contribution made by the company is based on your health care coverage level (employee only, employee and spouse, etc.) and may be pro-rated depending on your eligibility or date of hire. If you do not have an HSA, the companyโs annual contribution will be made through payroll, net of applicable taxes.
Short-Term Disability with 75% of weekly earnings up to $2,000. Long-Term Disability with 66.67% of the first $3,000 plus 55% of the next $5,000 plus 45% of the remainder, up to $10,000 monthly.
Short-term disability with 60% of gross earnings, up to $2,000 per week . Long-term disability with 60% of monthly base salary up to $10,000 per month.
Short-term: 60% of your salary up to a $3,000 weekly; long-term: 60% of your salary after 90 days of disability, with a maximum benefit of $15,000 per month.
Short Term Disability: 60% of weekly salary to maximum of $2,308 / week for 24 weeks. Long Term Disability: 60% of monthly salary to maximum of $12,500 / month. MetLife
Short-Term Disability: There is a waiting period of five working days. Long-Term Disability: After 26 weeks of a qualified short-term disability leave, employees are eligible to apply for Long Term Disability (LTD) Benefits. If approved for LTD, the benefit is 60% of your base salary to a monthly maximum of $15,000. Employees are enrolled in the Long Term Disability Program on the first of the month following 90 days of employment.
Short-term: up to 50% of your salary (max $2,308/week for up to 25 weeks); Long-term: up to 50% of your salary (max $12,500/month, after a 180-day waiting period).
Groq will contribute 100% toward the Medical, Dental and Vision premiums for employees and 80% of the premium for Medical, Dental and Vision for qualified dependents.
Short Term Disability with 60% of pre-tax earnings up to $3,464 maximum per week. Long Term Disability with 60% of pre-tax earnings up to $14,500 maximum per month.
Groq will contribute 100% toward the Medical, Dental and Vision premiums for employees and 80% of the premium for Medical, Dental and Vision for qualified dependents.
Short Term Disability with 100% salary continuation up to three months, then 80% for the next three months. Long Term Disability with 60% fo pre-disability earnings
Short-Term Disability with 60% of your earnings to a $5,000 maximum per week. Long-Term Disability with 60% of your earnings to a $20,000 maximum per month.
Short Term Disability coverage with 66% of weekly earning up to $2,500 per week. y Long Term Disability coverage with 60% of pre-disability earnings, up to $10,000 per month.
Short Term Disability with 60% of eligible earnings, up to maximum $15,000/month and Long Term Disability with 66% of eligible earnings, up to a maximum of $20,000/month.
Short-Term Disability with 60% of covered weekly earnings up to $2,500 weekly. Long-Term Disability with 70% of covered monthly earnings up to $12,500 monthly.
We offer a Life/AD&D benefit of 2 x Salary to $300,000 with a guarantee issue of $300,000 (no medical underwriting). The premium cost for this benefit is paid 100% by IntelliGenesis.
We offer a Life/AD&D benefit of 2 x Salary to $300,000 with a guarantee issue of $300,000 (no medical underwriting). The premium cost for this benefit is paid 100% by IntelliGenesis.
If enrolled in the DISH Medical Plan, the company pays for AD&D insurance up to $15,000. Additional coverage can be purchased for extra financial protection.
Company provides coverage for disability benefit for up to 13 weeks. Additional short-term disability and long-term disability coverage can be purchased for extra financial protection.
$520 per year contributed by employer. DISH contributes to HSA if the employee completes the Tobacco-Free Pledge and/or contribute at least $10 per pay period or $260 annually of their own contributions.
If enrolled in the DISH Medical Plan, the company pays for life insurance up to $15,000. Additional coverage can be purchased for extra financial protection.
Short Term Disability coverage with 60% of basic earning, for up to 25 weeks. Long Term Disability coverage through Cigna with 60% of monthly income, up to $10,000 per month.
$1000 per year contributed by employer. EOG will contribute $250 per quarter if employee elect to contribute and remain enrolled as of the last paycheck of each quarter.
If birth / adoption occurs after you have completed at least one year of employment with Dropbox: Up to 20 weeks for Birthing Parents and up to 12 weeks for Non-Birthing Parents.
Perks Allowance
Up to $5,000/y on wellness, caregiver support, productivity, ergonomics, learning, groceries and more.
Salesforce employees are eligible to take up to 7 days of paid Volunteer Time Off per year. The top 100 eligible volunteers will be rewarded with a $10,000 grant to the nonprofit organisation of their choice.
Helps mothers-to-be have healthier pregnancies and longer-term babies (Anthem members only)
Legal Benefit
Provides access to 1,000+ self-service legal docs, one free 30-min phone consultation per issue, unlimited online Q&A, and discounted rates for Licensed On Callยฎ Attorneys
Provider: Chubb. Up to USD $500,000 medical benefit maximum, medical evacuation and repatriation included (when traveling outside of your assigned work country).
Health coaching, virtual doctor visits, Cancer Support Program, diabetes management program, free second-opinion service, 24/7 NurseLine for health advice
Employees are encouraged to take a break from normal work duties and spend time bonding and getting to know one another both individually, and as a team, outside of the office.
8-week-long summer camp at EPAMโs facilities, Family day, Father-Daughter day, a Santa Party, and many more other activities for employees' kids.
Education & Development
EPAM offers internal and external courses, academy programs, webinars, coaching programs, professional international and domestic conferences, meet-ups, and language courses in 9+ languages.
Lightweight loaner laptops for pregnant and nursing mothers, free unlimited access to Care.com, Breastmilk shipping, parking for expectant mothers in Chicago
Up to $5,000 for every successful referral who is hired by IBM.
IBM MoneySmart
A comprehensive program providing financial education and planning designed to help U.S. IBMers โget smartโ about personal finance, is offered at no cost to you.
Transgender-inclusive health insurance coverage and provides same-sex partner benefits.
Military Benefits
Employees enlisted in any branch of the U.S. Military Reserve or National Guard who are called for training or active duty receive their full salary for up to 24 months and a continuation of benefits.
Digital credentials for mastery of in-demand tech skills, including digital acumen, data visualization, business analytics, and artificial intelligence
"Bi-weekly pairings with teammates, weekly new hire coffee chats, Plearnings (employee-led classes), Plaiderdays (company-wide hackathons 3x per year), quarterly virtual team outings and offsites."
"Life Virtually"
"Monthly Diversity initiatives, employee-led activity groups, community groups, e.t.c."
There is a $50 monthly tobacco surcharge for associates and covered spouses/ domestic partners who certify as Tobacco Users and are enrolled in the ADP Medical Plan.
50,000 miles to a charity of your choice if you volunteer 50 hours/year. Max donation 100,000 miles for 100 hours of volunteering. Several miles matching programs for $ or miles donated
Unlimited space available travel for free for all employees, domestic partners/spouses, children, parents/in-laws (small fee) and 16 buddy passes/year (small fee). Can travel anywhere, anytime on AA, Delta, United and all other partner airlines.
FactSet provides eligible US employees up to 16 weeks of unpaid job protected leave for qualified family and medical reasons on a rolling 24-month basis.
Focus rooms, golf putting ranges, bocce areas, basketball courts, Electric vehicle charging stations, fresh, healthy breakfast and lunch menu options available daily at our cafeteria.
All full-time regular employees are eligible for up to $10,000 annually in gender-affirming care reimbursements, and $3,000 annually for eligible travel expenses related to receiving gender-affirming care if you are not able to obtain care locally.
Referral Bonus
Up to $10,000 when Datadog hires a candidate you referred
Social Events
Company-sponsored monthly and annual events
Spring Health
Personalized mental health solution in the form of 6 free appointments per year
Company-provided financial counseling services are free of charge for MassMutual employees and their spouses or domestic partners.
Pension Plan
The pay credit percentage is based on age and years of service. Employees become fully vested after completing three years of service.
Retiree Health Reimbursement Arrangement
An account is established for employees beginning at age 45 (or upon hire, if already age 45 or older). MassMutual applies a monthly credit of $208.34 (up to $2,500.08 per year) โ and interest โ to the account.
Corporate new pup parents can work from home for 2 weeks after bringing a new dog home.
Pet Adoption Reimbursement
Up to $250 per adoption (not to exceed adoption cost)/ $500 lifetime reimbursement for eligible pet adoptions from not-for-profit shelters and rescues along with not-for-profit breeders.
16 weeks of 100% paid leave in a 12-month period, includes: parental bonding, serious health condition, family care, military care, and military emergency.
Mental health (Kip)
Blend covers 100% of your first session, the next four sessions are covered by Blend at 75%
Center-based and in-home care is available 24/7 for loved ones of any age, in any U.S. location, whether they are healthy or mildly ill. Gilead covers the majority of costs and provides up to 80 hours of care per year.
An expert medical consultation and navigation service for all employees (regardless of medical plan enrollment), spouses, children, parents, grandparents, and siblings.
$250 per month. Mobile phone and at-home internet stipend
Back-Up Care
Employees are eligible for 15 days per year, which includes center-based childcare, in-home care for well and mildly ill children, and in-home adult/elder care.
Primary Care Concierge Service
Jane Street employees and eligible dependents have free access to an innovative primary care doctorโs office that provides high-quality care and telemedicine services.
Union Leave
5 days of paid leave to celebrate a new marriage or registered domestic partnership within one year of the event.
Up to $1000 one time to help set up your home office, $50 a month to pay for the internet, and $75 per week for food.
Dependent Care Flexible Spending Account
Account may be used to help pay for the care of elderly dependents or a disabled spouse or dependent. Up to $10,500 can be set aside per calendar year.
Employees receive $150 per month to use towards services that fit their personal needs, including Wellness, Commute, Education, Lifestyle, and Charity Donation.
One Medical Membership
Notion covers annual membership to One Medical, a primary care practice built on respect for your time, your feelings, and your needs.
On-demand access to professional counselors in the areas of depression, marital and family concerns, alcohol and drug problems, and grief and traumatic events.
Remote Work Benefits
Funds to level up your home office and internet, a weekly lunch allowance, free Headspace access, monthly snack boxes delivered to your door.
Support networks for women, members of the LGBTQ community, colleagues from minority ethnic groups, parents of special-needs children, and colleagues with disabilities.
Take part in employee-led groups that are centered around fostering a diverse and inclusive workplace through events, dialogue and advocacy. Current groups include Amplify BiPoC, Amplify Women, Amplify LBGTQ+, Amplify Family, and Amplify Veterans
Company-sponsored, employee-run organizations that are built around common interests or experiences to build a better, more inclusive business environment.
Financial Wellness Program
Available through Fidelity to help you set and achieve personal financial goals.
Hearing Coverage
Hearing coverage provides for hearing exams and allowances for hearing aids.
HibernationDuty Week is when everyone at PagerDuty, with the exception of a small, coverage crew, will be asked to take a much needed break each year. We want to allow everyone an opportunity to truly disconnect and recharge, without worrying about the emails and work piling up while away.
For eligible children of employees, makes available scholarships of $5,000 per year.
The S&P Global Wellbeing Program
You can be reimbursed 100% up to $500 annually for eligible wellbeing activities
ProfitSharing
Historically, contributions are a percentage of employees' eligible salary and have ranged from one percent to nearly 16 percent over the past 10 years.
2 weeks of unpaid, job-protected leave in a 12-month period.
Freedom 2 Save
Employees who are currently repaying a student loan, and these payments equal at least two percent of their eligible pay, will receive a five percent company match deposited into their Abbott Stock Retirement Plan (SRP) account without having to make contributions to the SRP.
Legal Services
Milk Stork
Free, convenient breast milk delivery service for Abbott moms traveling domestically or internationally on business.
Wellness Programs
Seminars and online resources on health-related topics; health fairs and fitness events.
Whether you are relocating to join us or just moving places after you have already joined, we give you a yearly $1,000 stipend for hiring professional movers to reduce the stress associated with moving.
Travel
We have generous company, team, and individual travel budgets to encourage you to connect face to face with your teammates regularly.
Celebrate 5 years at Canva with an additional 20 days off and a budget.
Flex Leave
Access to an additional 5 days of paid leave to support family and inclusiveness, and to provide additional flexibility for Canvanauts experiencing hardship.
Flexible hours
Learning & Growth
Internal Canva University to help everyone develop their skills.
ITOPiA (our introverted people-led team), Women's EDGE, Allyship In Action, Men for Equality
Flexible working hours
Your daily schedule is up to you. Everyone works differently and we respect that. We care about doing awesome work, not dictating your calendar.
Streamlined collaboration
Virtual โcoffee chatsโ and team lunches, an AV setup specifically tailored for remote experience, recorded meetings for folks who canโt make it, and more.
Onโdemand access to behavioral health coaching, video therapy, video psychiatry and clinically validated content proven to reduce the symptoms of stress, anxiety and depression.
To help you manage your passwords and add a layer of security, LexisNexis has partnered with 1Password to offer employees a 40% discount off the standard cost of a family plan.
Annual Digital Pass to The New York Times
Bereavement Leave
Up to 3 days off.
Bright Horizons Family Assistance
Services include Back-Up Child/Adult/Elder Care, College Coaching, Support for Children Who Need Extra Help, Tutoring & Tuition Help, and more.
Commuter Spending Account
The commuter pre-tax limit is $280 a month for mass transit and $280 for parking.
Critical Illness Coverage
Several coverage options available, ranging from $5,000 โ $30,000 (rates are based on age).
Huntress staff who have been at the company for 5 years can take a 2-week unpaid career break to pursue a personal goal in addition to their annual leave.
Employees have a choice of five program options to meet their commuting needs. Options are parking, mass transit, rideshare, fast potomac and vanpool
Virgin Pulse Wellness Program
Earn up to $50 per quarter to redeem for prizes or gift cards
Paid Family Leave
ZT Systems provides employees 66 2/3% of their weekly salary up to $1,000 per week for up to 12 weeks. Leave must be used to care for yourself or for a child regardless of age, sibling, grandparent, grandchild, parent-in-law, foster parent, any individual related by blood, or any other individual with a close association equivalent to a family relationship.
While we expect a 40-hour work week and for at least 32 of those hours to occur Monday-Thursday, you have the option to adjust your schedule or be completely offline on Fridays.
Meet up Meals
Meeting up with a team member for the first time? Have a meal on us!
$2,500 / year to spend on training. This can be applied to non-job-specific trainingโfor example, Golf Lessons, Pilot Training, language classes, etc.
The Chairmanโs Award Program has two components: Founder's Awards, which are paid at the announcement of a discovery, and Production Milestone Awards. Both components have economic criteria that must be met. The award provides a cash bonus and a possible stock grant to eligible employees.
Up to $5,000 for Engineering, Geoscience, IS and Land professionals.
Fidelity Stock Plan Services
EOG grants Restricted Stock to employees upon hire and on an annual basis, if eligible.
Flexible Work Hours
Flexible work hours may allow employees to begin work from 6:00 a.m. to 9:00 a.m. and end work from 3:00 p.m. to 6:00 p.m. Early Friday schedules allow employees an 8.5 or 9 hour workday Monday through Thursday and a 6 or 4 hour workday on Friday, subject to business needs and management approval.
Personal Best Awards
PBAs reward an individual employee or groups of employees for outstanding contributions to EOG.
Service Awards
EOG is devoted to recognizing regular full-time and regular part-time employees for one, three, five and every five-year service anniversary thereafter with a certificate and an award.
Regular full-time and regular part-time employees are eligible for up to 8 hours of volunteer pay annually.
Flexible Fridays
Unless time-sensitive or customer-related, no meetings will be held on Fridays. In addition, employees can end every Friday at 3PM. It is also encouraged to take up to 2 Fridays off every month.
Google
Facebook
Microsoft
Amazon
Apple
LinkedIn
Yahoo
Uber
Lyft
Airbnb
Dropbox
Pinterest
Salesforce
Oracle
Twitter
Netflix
Tesla
Intercom
eBay
SoFi
Adobe
Cruise
Roblox
Robinhood
Shopify
Opendoor
Rubrik
Stripe
Slack
Bloomberg
Walmart Global Tech
Snap
Affirm
Electronic Arts
Palantir
Twilio
Okta
PayPal
Workday
Autodesk
Nvidia
Atlassian
Twitch
Yelp
Klarna
Zalando
Akamai
American Express
Arm
Bank of America Merrill Lynch
ByteDance
Cisco
Citadel
Coinbase
Credit Karma
DoorDash
IBM
Intuit
Lockheed Martin
Nextdoor
Nutanix
Raytheon
Riot Games
Splunk
Squarespace
T-Mobile
Wayfair
Yandex
Niantic
Flexport
Figma
Micron Technology
Capgemini
The Home Depot
Zoox
Verily
Thomson Reuters
Interactive Brokers
Deutsche Bank
Caterpillar
Automattic
Xandr
Hippo
Ubisoft
OpenAI
Chief
Shopee
Activision
LeanTaaS
Fetch
RBC
Susquehanna International Group
Fastly
FLIR Systems
Clear Street
Dominion Energy
Lookout
Ivanti
E2open
NYSE
Unigroup
Millennium Space Systems
Grammarly
Grafana
Squarepoint Capital
NTT
Text-Em-All
Upwork
Nubank
BlockFi
Sberbank
TELUS
Bolt
Paxos
Ad Hoc
SiFive
Mercado Libre
SK Hynix
Aquatic
Schonfeld
Recharge
U.S. Department of Defense
Crane Co
Norfolk Southern
Chesapeake Energy
Nomad Health
PatientPoint
Kognitiv
Applied Research Solutions
Jobcase
Postlight
IntelliGenesis
Kasada
Going
Hightouch
Ridgeline International
Spark Investment Management
Teragonia
Rockwood Capital
Latitude AI