Health and wellness*
Blue Cross Blue Shield
- PPO (Preferred Provider Organization) or
- High Deductible Plan/HSA
Coverage begins the first of the month after hire date. There is a premium contribution required for medical and dental, which will vary depending on choice of plan and level of coverage. The medical preferred provider option plan (which provides in or out-of-network options) and the High Deductible Health Plan/HSA is provided though Blue Cross Blue Shield.
- PPO (Preferred Provider Organization) or
- HMO (Health Maintenance Organization)
Coverage begins the first of the month after hire date. There is a premium contribution required for dental, which will vary depending on choice of plan and level of coverage Comprehensive coverage through CIGNA.
Coverage begins the first of the month after hire date. There is a premium contribution required which will vary depending on level of coverage. The vision plan is provided through Vision Service plan (VSP).
FSA - Flex Spending Accounts
Employees may contribute up to $5,000 in pre-tax dollars to be used during the calendar year to pay for un-reimbursed medical expenses, such as eyeglasses, medical deductibles and medical co-payments. Contributions of up to $5,000 in pre-tax dollars can be used for dependent care expenses. New employees may enroll in the plan the first of the month following hire date. The plan is administered through SHPS.
EAP – Employee Assistance Program
Services for employees and their dependents include free short-term counseling, legal consultations, and financial counseling. A limit of 5 sessions per household applies.
Life insurance becomes effective on the first of the month after hire date. The Institute provides life insurance of two times your annual salary or two times your annual salary up to a maximum of $50,000 at no cost to the employee. The insurance is provided through Prudential.
Supplemental Life Insurance
Option to purchase additional life insurance for self or spouse.
Short Term Disability
The institute provides short-term disability (STD) coverage at 66 2/3% of pay due to illness or disability. The cost of the insurance is paid by the AICPA. The insurance is provided through the Hartford.
Long Term Disability
The Institute provides long-term disability (LTD) coverage at 60% of salary. The cost of the insurance is paid by the AICPA. However, for purposes of lowering tax liability in the event of total disability, employees have the option of including the value of the premium in their gross income. The insurance is provided through the Hartford.
Salary Continuance Plan
The Institute provides a salary continuance benefit for employees who become disabled by illness or injury. This benefit is based on an employee’s length of service and coordinates with state disability benefit.
Retirement and savings*
AICPA 401(k) Plan
Employees may contribute pre-tax funds to the 401(k) during the first year of employment. After the first full year of employment, the Institute will contribute 100% match on the first two percent of the employee’s contribution, and contribute 50% match on the next four percent of the employee’s contribution. That is, if the employee contributes the 6% of his/her gross annual salary, the Institute contributes 4%. Employees are immediately vested in the Institute’s contribution. The plan is administered through Schwab.
Effective August 1, 2009, 401K matching contribution and automatic contribution will change from fixed to discretionary. Discretionary contributions, if any will be determined after July 31, 2010 and allocated to accounts no later than October 15, 2010.
Automatic Savings Plan
Every pay period, employees receive an automatic contribution to their 401K account; The amount is based on when you were hired and your salary. Plan participants hired prior to 5/1/04 receive 0.75%. Plan participants hired after 5/1/04 receive 1.25%.
The AICPA staff pension plan is non-contributory and provides 100% vesting after five (5) years of service. An employee becomes a member of the plan on the first of the month that falls on or follows the later of the employee’s date of hire or 21st birthday. No future accruals of pension benefits after 4/30/2017.
- For non-exempt staff, two weeks vacation is accrued over 12 months. (6.667 hours/month)
- For exempt staff, three weeks vacation is accrued over 12 months. (10 hours/month)
- For exempt director level and above, four weeks vacation is accrued over 12 months. (13.334 hours/month)
The Institute provides 11 paid holidays each year (including floating holidays).
Incidental Sick Time Policy
The Institute will compensate up to six (6) incidental sick days during any calendar year. New employees are allotted a number of sick days up-front on a pro-rated basis. Sick-days allotment starts with benefits coverage (1st of the following month).
Benefits … beyond the basics*
Less any grants and/or scholarships received (excluding student loans), staff can receive up to $5,250 in reimbursement per calendar year for job-related courses or required courses leading to a job related degree in an undergraduate program.
Less any grants and/or scholarships received (excluding student loans), staff can receive up to $10,000 in reimbursement per calendar year for job-related courses or required courses leading to a job related degree in a post-undergraduate program.
A maximum of nine (9) credits per semester can be taken. Eligibility begins after your four-month orientation period is completed. Eligible staff working towards an Associate’s, Bachelor’s, Master’s or Ph.D. degree programs, Executive MBA programs, or credentials and certifications (including certification review courses) must earn a minimum grade of “C” (or an appropriate passing grade, based on the course) from an accredited institution (which includes accredited remote/e-learning programs/institutions) in order to be reimbursed for tuition.
Employee Referral Program
Good people know other good people. Many of our employees have been hired through referrals. The AICPA encourages you to recommend candidates for opportunities here and will award you a bonus if your referral accepts our offer and remains employed for at least 4 months.
Benefits … way beyond the basics*
Food (Durham Only)
Hungry? Check out our onsite Diner – our café creates a wide variety of healthy and delicious meals every day.
We offer a wide variety of training opportunities: for example, management training, presentation skill workshops, computer applications and in-house CPE.
At the AICPA we offer a variety of other services including dry cleaning pickup and drop off and gym membership reimbursement.
Other Great Benefits
Health fair, Lunch & Learns, Meet & Greets, Community events.
The Tax Relief Act of 1997 has made it possible for employers to reimburse their employees for parking, from their salary, on a tax-free basis. The parking benefit is exempt from Social Security/Medicare (FICA) tax, Federal Income Tax (FIT), and in some cases state and local taxes. It is treated as a pre-tax benefit. The amount you choose to set aside is automatically reduced from your base pay before FICA, FIT and, where applicable, state and local taxes are withheld.
TransitChek - Metro Check
Under this plan you can pay for TransitChek - Metro Check using "before tax" dollars. This reduces your cost of the benefit by the amount of tax that you would have paid on salary or wages if you had paid for the benefits with "after tax" dollars.
Employees are encouraged to apply for internal positions. Position postings are updated frequently and are listed on the Institute’s Intranet.
Business Casual Dress
At the AICPA, we strive to be known as an organization where employees enjoy their work environment while creating extraordinary results, as well as a place where an open communication occurs comfortably across all levels. The AICPA has Business Casual Dress Code as our every day dress standard.
Flexible Work Arrangements
At the AICPA, we understand that balancing the needs of professional and personal life can be one of the greatest challenges employees face today. The Flexible Work Arrangements (FWA) Policy is designated to provide AICPA team members with an opportunity to develop flexible work schedules which help employees meet the demands of conflicting obligations while ensuring that members continue to receive quality products and services. Currently, we offer Flextime (staggered start and end times), compressed work weeks (4-day and 9/80 schedules), part-time employment with and without benefits, as well as telecommuting.
Paid Parental Leave
In order to support new parents and to assist with balancing work and family obligations, the AICPA offers paid parental leave. This benefit provides both new mothers and fathers with a period of paid time off to care for their newborn or newly adopted child.
Adoption Expense Reimbursement
To assist those individuals who are adopting a child, the AICPA offers expense reimbursements for qualified adoption-related expenses for foreign, domestic and foster care adoptions.
Performance Management and Merit Increases
The AICPA Performance Management and Appraisal System (COMPASS) is aligned with the Institute’s business goals, and provides a link to each day-to-day team’s operating plan. It includes evaluation of accountabilities and objectives as well as business competencies. Additionally, it provides a career development plan. Eligible employees are reviewed on an annual basis (common date of July 31). Merit increases are determined based on performance and awarded October 1.
* Benefits may vary depending on location and are subject to change without notice. Please check with Human Resources for more information.