What's in it for you?
When it comes to our benefits, the AICPA offers everything you'd expect from most companies, like health insurance, retirement benefits and so on. But we are not your traditional non-profit from down the street. We offer much more than the basics. Our benefits are designed to take care of the whole you and keep you healthy, whether physically, emotionally or financially.
All the basics are covered with comprehensive medical, dental, vision, life and disability insurance. You have a choice of two medical plans, a PPO plan or a high deductible plan with a health savings account (HSA), depending on your needs and preference.
We also offer diverse coverage options to accommodate all family types, including domestic partner and same-sex spouse coverage.
At the AICPA we believe prevention is vital to maintaining health and wellbeing. We offer a gym membership program which makes it easier for our employees to adopt and maintain a healthy lifestyle.
AICPA advocates saving for a financially secure retirement as an important part financial health. Our 401(k) plan offers automatic enrollment to make it easy to participate, as well as an annual automatic contribution increase to help employees reach their savings goals.
Matching contributions are made on 100% of the first 2% of your contributions, and 50% of the next 4%, for a total match of 4% of pay. In addition, the AICPA makes an automatic contribution of 1.25% every pay period whether you contribute to the plan or not.
An extra annual contribution of up to 1.5% may also be made based on company performance for the year. The total possible AICPA contribution is 6.75%.
The AICPA also has Flexible Spending Accounts (medical & dependent care) and a Health Savings Account, linked to the high deductible medical plan, to save on taxes and help build savings for the future. The Health Savings Account includes a generous employer contribution to boost your savings from the get go.
If you experience a short term disability, we have a generous salary continuation plan to help cover the gap in lost wages.
Having time away from work is essential to relax, recharge and maintain emotional wellbeing. In addition to vacation, sick pay and paid holidays, we also offer paid parental leave for both mothers and fathers to care for their newborn or newly adopted child.
Sometimes you may need a little extra support and the AICPA Employee Assistance Program (EAP) will be there. Services for employees and their dependents include free short-term counseling, legal consultations, and financial counseling.
Career growth and development is encouraged at the AICPA. We have a long tradition of promoting from within, including four of our six executives who have advanced through the ranks. Our generous tuition reimbursement program includes both undergraduate and graduate coursework. Once on board, employees never stop learning through our many internal and external training programs to shore up skills needed on the job or to prepare for the next move.
We consider it our responsibility to make a positive impact in the communities we serve. Employee teams provide multiple community service opportunities throughout the year including food collection drives, and volunteer days at homeless shelters, animal shelters, food pantries, and other community service organizations. Employees also receive a full day of pay each year to spend on an additional community service project of their choice.
We understand that flexible work arrangements help in managing the many conflicting demands of business and family life. Taking some of that stress away with flexibility goes a long way to achieving emotional wellbeing.
But wait, there’s more… Some extras the AICPA offers include Adoption Expense Reimbursement, pre-tax commuter benefits, and gratis AICPA dues for those who qualify.
Benefits may vary depending on location, length of service and are subject to change without notice. The exact terms and conditions of the benefits are governed by Benefit Plan Documents. Any differences between this summary and the plan documents are not intended, but if any differences are found to exist, the documents will govern. Please contact Human Resources for more information.