d1jiktx90t87hr.cloudfront.net · —2 npcc 2012 benefits survey 2012 npcc member employee benefits...

2012 Member Employee Benefits Survey Results In July and August 2012, the Nonprofit Coordinating Committee of New York (NPCC) surveyed its members on benefits offered to their employees. The results from 264 respondents are tabulated in this document. The results are separated into five categories: organizations with 10 or fewer employees, organizations with 11-25 employees, 26-49 employees, 50-99 employees, and those with more than 100 employees. Some responses could not be tabulated; instead, a summary is provided. In some cases, totals don't add up to number of respondents, because not everyone answered every question. The following articles may help clarify some employee benefits issues: To read about the difference between employees exempt from the Federal Wage and Hour Law and those who are not exempt, go to www.npccny.org/members_only/pmei19.htm. Long-term disability versus short-term disability (mandated by New York State): www.npccny.org/members_only/hdi9.htm. An intro to FMLA–the federal Family Medical Leave Act–is at www.npccny.org/members_only/pmei20.htm. NPCC also has other documents in the Information Databank section of its website that may help further guide administrators on employee benefits at www.npccny.org/databank.htm.

CONTENTS

Number of Respondents & Budgets ..... 2 Benefits Ratio ....................................... 2 Paid Time Off ........................................ 3 Holidays ................................................ 4 Sick Days .............................................. 4 Personal Days ...................................... 6 Bereavement Leave .............................. 7 Vacation ................................................ 7 Long-Term Disability ........................... 14 Maternity Leave .................................. 15 Paternity Leave ................................... 16 Parental/Child Care Leave .................. 16 Medical Leave Cap ............................. 17 Health Insurance ................................. 17 Health Insurance Premiums ............... 19 Dental Insurance ................................. 23

Part-time Employee Benefits .............. 24 Domestic Partner Benefits .................. 26 Transit Benefits .................................. 26 Section 125 Plans .............................. 27 Retirement Savings Plans .................. 28 Tuition Reimbursement ...................... 32 Jury Duty ............................................ 33 Long-Term Care ................................. 33 Post-Retirement Benefits ................... 34 Severance .......................................... 34 Flextime .............................................. 35 Telecommute ...................................... 35 Sabbaticals/Leave of Absence ........... 36 Summer Hours ................................... 37 Additional Executive Benefits ............. 38 Other Benefits .................................... 38

Copyright © 2012 Nonprofit Coordinating Committee of New York, Inc. No part of this document may be reproduced without the express permission of the

Nonprofit Coordinating Committee of New York. 1350 Broadway, Suite 1801, New York, NY 10018

phone: 212-502-4191 fax: 212-502-4189 www.npccny.org

www.npccny.org — 2 — NPCC 2012 Benefits Survey

2012 NPCC Member Employee Benefits Survey Results Number of Respondents & Budget Ranges

10 or fewer employees

11-25 employees

26-49 employees

50-99 employees

more than 100 employees

all

# responses (%) 84 54 34 40 50 262 minimum budget $20,000 $125,000 $850,000 $305,000 $25,000

median budget $650,000 $2,050,000 $3,950,000 $6,850,000 $16,050,000 average budget $1,096,983 $2,725,492 $3,915,752 $9,223,153 $28,086,944

maximum budget $7,000,000 $14,203,932 $9,000,000 $74,000,000 $140,000,000 Employee Benefits as A Percentage of Total Personnel Expenses


11-25 employees

26-49 employees

50-99 employees


total

# responses 63 43 28 32 40 206 minimum 1% 2% 1% 3% 4.5%

median 18% 19% 25% 23% 25% average 17.31% 19.5% 22.1% 21.96% 23.72%

maximum 40% 37% 34% 39.34% 38.9% Do you have a Written Personnel Manual?


11-25 employees

26-49 employees

50-99 employees


total

yes 67 (78.8%) 49 (90.7%) 32 (97%) 38 (95%) 49 (98%) 235 (89.7%) no 18 (21.2%) 5 (9.3%) 1 (3%) 2 (5%) 1 (2%) 27 (10.3%) total 85 54 33 40 50 262

34% indicated their personnel manual had been updated in 2012; 28% in 2011; 14% in 2010; and 22% in 2009 or earlier. Number of Hours in Workweek

# of hours


11-25 employees

26-49 employees

50-99 employees


total

35 35 (44.8%) 31 (57.4%) 15 (44.1%) 22 (55%) 38 (76%) 141 (55%) 37.5 2 (2.5%) 3 (5.5%) 2 (5.8%) 2 (5%) 1 (2%) 10 (4%) 40 41 (52.5%) 20 (37%) 15 (44.1%) 14 (35%) 9 (18%) 99 (38.6%)

35 or 40 * 0 0 2 (5.8%) 2 (5%) 2 (4%) 6 (2.3%) total 78 54 34 40 50 256

* Workweek hours depend on exempt or non-exempt status or union vs. non-union.


Paid Time Off Bank A Paid Time Off policy (also known as a time bank) is a combination of the usual paid leave—sick, vacation, personal, and bereavement leave—but generally does not include holidays. The concept of a PTO policy is that employees can use their time as they see fit and as your personnel manual allows. In other words, employees don’t have to “call in sick” if they want a day off, and absences can be planned for. Our survey asked whether employers offered a PTO Bank whereby employees are given a set number of days to use as they see fit: vacation, sick, personal days. Of the 264 respondents, 40 (15.1%) of respondents indicated actual PTO Banks. Number of organizations reporting that they have a PTO


11-25 employees

26-49 employees

50-99 employees


all

Has PTO 11 (27.5%) 9 (22.5%) 4 (10%) 7 (17.5%) 9 (22.5%) 40 Minimum number of PTO Days Maximum number of PTO Days

minimum 0.5 8

average 14.4 26.3

maximum 40 49 37 respondents said PTO included sick days; 36 reported it included vacation; 34 included personal days; 17 said it included bereavement days; 2 said it included jury duty leave; and 1 included leave of absences. Examples of PTO formulas: • Starting is 20 days/year; after 3 years service,

25 days/year; after 7 years service, 30 days/year.

• Earned at a rate of 1.25 per month. • 15 days accrue the first year of employment;

20 days for year 2; 25 days in 4th year; and 30 days in the 7th year of employment.

• At hire, 22 days (additional 5 for managers in lieu of compensation) plus 1 day a year additional (to a max of 10 days additional).

• 2 days per month. • Up to 4 years of service: 6 times # of days

worked per week; 4 to 10 years: 7 times # of days; 8 times # of days over 10 years of

service (example, a 3 day per week person employed for 10 years, 3x8= 24 PTO days).

• 1st year: 6.667 hours of PTO per pay period; 2nd year: 7.33 hours of PTO per pay period; 3rd year: 7.67 hours of PTO per pay period; 4th year: 8.333 hours of PTO per pay period; 5th year+: 10 hours of PTO per pay period.

• Approx. 1 day per month. • Accrues .375 days per calendar week worked,

up to a maximum of 20 days annually. • 15 days year 1; 25 days year 2; 30 days year

3 and thereafter. • 1-5 years: 20 days; 6-10 years: 25 days; 11-20

years: 30 days; 21+years: 35 days. PTO Rollover Allowed? No: 12 (30%); Yes: 28 (70%). The number of days employees are allowed to rollover range from a minimum of 5 to a maximum of unlimited or all; although many report rollover to be capped at 20 or 25 days. Several report that carryover days must be used within 2 or 3 months of the following fiscal year.


Number of Paid Holidays (Memorial Day, July 4, etc., not including vacation):


11-25 employees

26-49 employees

50-99 employees

more than 100

employees

all

0 days 1 (1.1%) 1 (1.85%) 0 0 0 2 (.75%) 5-9 days 18 (21.2%) 8 (14.8%) 4 (11.7%) 9 (21.9%) 8 (16%) 47 (17.8%) 10 days 17 (20%) 20 (37%) 9 (26.4%) 4 (9.7%) 10 (20%) 60 (22.7%) 11 days 15 (17.6%) 9 (16.6%) 7 (20.5%) 11 (26.8%) 7 (14%) 49 (18.5%) 12 days 14 (16.4%) 7 (12.9%) 7 (20.5%) 11 (26.8%) 9 (18%) 48 (18.1%)

13+ days 9 (10.5%) 4 (7.4%) 6 (17.6%) 5 (12.2%) 13 (26%) 37 (14%) no answer 11 (13%) 5 (9.2%) 1 (2.9%) 1 (2.4%) 3 (6%) 21 (7.95%)

total 85 54 34 41 50 264 Do you have a policy for Religious Holidays?


11-25 employees

26-49 employees

50-99 employees


all

yes 31 (36.5%) 11 (20.4%) 10 (29.4%) 13 (31.7%) 8 (16%) 73 (27.7%) no 54 (63.5%) 43 (79.6%) 24 (70.6%) 28 (68.3%) 42 (84 %) 191 (72.3%)

total 85 54 34 41 50 264 Respondents indicated that employees could take religious holidays by: using 1, 2 or 3 personal days; floating holidays could be applied (generally two given, sometimes three); employees could use vacation days; etc. Other responses: All the Jewish holidays given if they are during the week. 10 national, 13 religious (if on weekdays only). Also provides 5 floating days. Several noted days range from: 12-19; 9-15; and 20-21. Number of Paid Sick Days for Exempt Employees:

# of days


11-25 employees

26-49 employees

50-99 employees


all

0 days 3 (3.5%) 1 (1.85%) 1 (2.9%) 0 1 (2%) 6 (2.27%) 1-5 days 8 (9.4%) 5 (9.25%) 1 (2.9%) 0 0 14 (5.3%) 6 days 3 (3.5%) 1 (1.85%) 3 (8.8%) 6 (14.6%) 5 (10%) 18 (6.8%) 7 days 0 2 (3.7%) 0 1 (2.4%) 1 (2%) 4 (1.5%) 8 days 2 (2.3%) 0 1 (2.9%) 2 (4.8%) 0 5 (1.8%) 9 days 0 0 2 (5.8%) 0 1 (2%) 3 (1.1%)

10 days 17 (20%) 14 (25.9%) 5 (14.7%) 4 (9.7%) 4 (8%) 44 (16.6%) 12 days 15 (17.6%) 14 (25.9%) 5 (14.7%) 15 (36.5%) 18 (36%) 67 (25.3%) 13+days 2 (2.3%) 2 (3.7%) 6 (17.6%) 2 (4.8%) 5 (10%) 17 (6.4%)

as needed / unlimited

6 (7%) 0 1 (2.9%) 2 (4.8%) 1 (2%) 10 (3.7%)

no policy / n/a 29 (34.1%) 15 (27.7%) 9 (26.4%) 9 (21.9%) 14 (28%) 76 (28.7%) total 85 54 34 41 50 264


Number of Paid Sick Days for Non-Exempt Employees:

# of days


11-25 employees

26-49 employees

50-99 employees


all

0 days 13 (15.2%) 5 (9.26%) 1 (2.9%) 1 (2.4%) 1 (2%) 21 (7.9%) 1-5 days 7 (8.2%) 5 (9.26%) 1 (2.9%) 0 0 13 (4.9%) 6 days 1 (1.1%) 0 3 (8.8%) 5 (12.2%) 5 (10%) 14 (5.3%) 7 days 0 2 (3.7%) 0 0 1 (2%) 3 (1.1%) 8 days 1 (1.1%) 1 (1.85%) 1 (2.9%) 2 (4.8%) 0 5 (1.9%) 9 days 0 0 2 (5.8%) 0 1 (2%) 3 (1.1%)

10 days 12 (14.1%) 11 (20.3%) 5 (14.7%) 3 (7.3%) 4 (8%) 35 (13.2%) 12 days 12 (14.1%) 14 (25.9%) 6 (17.6%) 15 (36.5%) 17 (34%) 64 (24.2%)

13+ days 1 (1.1%) 1 (1.85%) 4 (11.7%) 2 (4.8%) 4 (8%) 12 (4.5%) as needed /

unlimited 2 (2.3%) 0 1 (2.9%) 2 (4.8%) 1 (2%) 6 (2.2%)

n/a * 36 (42.3%) 15 (27.7%) 10 (29.4%) 11 (26.8%) 16 (32%) 88 (33.3%) total 85 54 34 41 50 264

* not applicable: some groups that indicate that all their employees are exempt (to read about the difference between exempt and non-exempt employees, go to www.npccny.org/members_only/pmei19.htm); based on the number of hours worked; others left the answer blank. Do you allow rollover of accrued sick days?


11-25 employees

26-49 employees

50-99 employees


All

yes 25 (29.4%) 21 (38.9%) 16 (47.1%) 19 (46.3%) 29 (58%) 110 (41.7%) no 60 (70.6%) 33 (61.1%) 18 (52.9%) 22 (53.7%) 21 (42%) 154 (58.3%)

total 85 54 34 41 50 264 If yes, number of sick days employees are allowed to roll over:


11-25 employees

26-49 employees

50-99 employees


all

up to 6 days 2 (8%) 2 (9.5%) 2 (12.5%) 1 (5.2%) 0 7 (6.36%) 7-19 days 9 (36%) 1 (4.7%) 3 (18.75%) 4 (21%) 1 (3.4%) 18 (16.36%)

20-40 days 8 (32%) 5 (23.8%) 4 (25%) 5 (26.3%) 10 (34.4%) 32 (29%) 41-60 days 3 (12%) 4 (19%) 2 (12.5%) 4 (21%) 10 (34.4%) 23 (20.9%) 61-90 days 1 (4%) 0 0 0 2 (6.9%) 3 (2.7%) 91+ days 0 0 0 0 4 (13.8%) 4 (3.6%)

all 1 (4%) 4 (19%) 3 (18.75%) 1 (5.2%) 0 9 (8.1%) unknown 1 (4%) 5 (23.8%) 2 (12.5%) 4 (21%) 2 (6.9%) 14 (12.7%)

total 25 21 16 19 29 110


Do you allow a sick day pool whereby employees can bank their sick days for use by other employees?


11-25 employees

26-49 employees

50-99 employees


All

yes 0 0 2 (5.9%) 3 (7.3%) 3 (6%) 8 (3%) no 85 (100%) 54 (100%) 32 (94.1%) 38 (92.7%) 47 (94%) 256 (97%)

total 85 54 34 41 50 264 Respondent Notes: “Each employee may elect to take up to 5 of their sick leave days per year in excess of thirty (30) days and place these into a sick leave pool. This pool can be used for employees in the event they have exhausted their sick leave days. The employee, upon a showing of need, may make a request to the Executive Director to use days from the pool. This request may not be unreasonably refused. This sick leave pool may not be carried over from year to year.” “They can bank the days and use it in case of hospitalization.” “Must be employed for at least one year to receive donations. Cannot use for work-related injury.” “Available for use by other employees for catastrophic illness.” “In exceptional cases, employees can transfer sick days to colleagues.” Number of Paid Personal Days for Exempt Employees:


11-25 employees

26-49 employees

50-99 employees


all

0 days 20 (23.5%) 10 (18.5%) 2 (5.8%) 8 (19.5%) 8 (16%) 48 (18.2%) 1 day 0 0 1 (2.9%) 1 (2.4%) 2 (4%) 4 (1.5%) 2 days 10 (11.7%) 15 (27.7%) 5 (14.7%) 9 (21.9%) 9 (18%) 48 (18.2%) 3 days 11 (12.9%) 10 (18.5%) 4 (11.7%) 6 (14.6%) 10 (20%) 41 (15.5%) 4 days 4 (4.7%) 1 (1.8%) 2 (5.8%) 1 (2.4%) 7 (14%) 15 (5.7%) 5 days 3 (3.5%) 2 (3.7%) 5 (14.7%) 5 (12.2%) 1 (2%) 16 (6.1%)

6-21 days 1 (1.1%) 0 5 (14.7%) 2 (4.8%) 0 8 (3%) as needed 3 (3.5%) 0 0 0 0 3 (1.1%) no policy or no answer

33 (38.8%) 16 (29.6%) 10 (29.4%) 9 (21.9%) 13 (26%) 81 (30.7%)

total 85 54 34 41 50 264 Number of Paid Personal Days for Non-Exempt Employees:


11-25 employees

26-49 employees

50-99 employees


all

0 days 27 (31.8%) 12 (22.2%) 4 (11.8%) 9 (22%) 8 (16%) 60 (22.7%) 1 day 0 0 1 (2.9%) 0 2 (4%) 3 (1.1%) 2 days 7 (8.2%) 13 (24.1%) 4 (11.8%) 6 (14.6%) 9 (18%) 39 (14.8%) 3 days 9 (10.6%) 11 (20.4%) 6 (17.6%) 7 (17.1%) 10 (20%) 43 (16.3%) 4 days 3 (3.5%) 1 (1.9%) 1 (2.9%) 1 (2.4%) 6 (12%) 12 (4.5%) 5 days 0 1 (1.9%) 5 (14.7%) 5 (12.2%) 1 (2%) 12 (4.5%)

6-15 days 1 (1.2%) 1 (1.9%) 2 (5.9%) 3 (7.3%) 0 7 (2.7%) no policy or n/a *

38 (44.7%) 15 (27.8%) 11 (32.4%) 10 (24.4%) 14 (28%) 88 (33.3%)

total 85 54 34 41 50 264 * some respondents indicated that they had no non-exempt employees. Unlimited, by discretion of ED.


Number of Paid Bereavement Days:


11-25 employees

26-49 employees

50-99 employees


all

0 12 (14.1%) 2 (3.7%) 2 (5.9%) 2 (4.9%) 3 (6%) 21 (8%) 1-5* 1 (1.2%) 0 2 (5.9%) 6 (14.6%) 2 (4%) 11 (4.2%)

1 or 2 days 7 (8.2%) 0 1 (2.9%) 1 (2.4%) 2 (4%) 11 (4.2%) 3 days 16 (18.8%) 17 (31.5%) 11 (32.4%) 12 (29.3%) 10 (20%) 66 (25%) 4 days 3 (3.5%) 2 (3.7%) 1 (2.9%) 1 (2.4%) 4 (8%) 11 (4.2%) 5 days 7 (8.2%) 13 (24.1%) 8 (23.5%) 8 (19.5%) 14 (28%) 50 (18.9%)

6-15 days 2 (2.4%) 1 (1.9%) 0 1 (2.4%) 0 4 (1.5%) no policy 31 (36.5%) 19 (35.2%) 9 (26.5%) 10 (24.4%) 15 (30%) 84 (31.8%)

as needed 6 (7.1%) 0 0 0 0 6 (2.3%) total 85 54 34 41 50 264

* varying combinations: 1-3, 1-5, 3-5, etc. Varies, based on relationship to deceased. Generally, 5 days for immediate relatives; 1 or 3 days for extended family or other close relatives. Is Bereavement Limited to Certain Relatives?


11-25 employees

26-49 employees

50-99 employees


all

yes 29 (34.1%) 34 (63%) 19 (55.9%) 26 (63.4%) 33 (66%) 141 (53.4%) no 23 (27.1%) 6 (11.1%) 6 (17.6%) 5 (12.2%) 3 (6%) 43 (16.3%)

no policy or n/a

33 (38.8%) 14 (25.9%) 9 (26.5%) 10 (24.4%) 14 (28%) 80 (30.3%)

total 85 54 34 41 50 264 Many respondents stated “immediate family.” Others define immediate family to include: husband, wife, domestic partner, same sex partner, father, mother, parent surrogate, brother, sister, aunt, uncle, grandparents, siblings, step-siblings, relatives living within household, in-laws, step-parents, step-children, foster children, immediate including household member not necessarily a relative, immediate family, including any relative living in your home. Several respondents also indicated that the number of leave days allowed depended on the relationship to the deceased -- e.g., 5 days for immediate family, or 1 or 3 days for extended family. Paid Vacation Is there a formula used to accrue vacation?


11-25 employees

26-49 employees

50-99 employees


All

yes 34 (40%) 24 (44.4%) 18 (52.9%) 23 (56.1%) 28 (56%) 127 (48.1%) no 51 (60%) 30 (55.6%) 16 (47.1%) 18 (43.9%) 22 (44%) 137 (51.9%)

total 85 54 34 41 50 264 Vacation formulas noted by respondents were all over the map and cannot be charted, particularly those that depended on the length of employment. We offer the following examples that were most commonly cited by respondents. Vacation accrual formulas—not based on employment length: 1 2/3 days for each full month of full time service 1.0 days per month or 12 days per year

1.6 or 1.66 or 1.67 days per month (6 respondents)


4.25 days/quarter, prorated if employee starts during calendar year.

5 days accrued every quarter 2 weeks (10 days) at the end of the first six

months for employees working a five-day week. Vacation earned is computed at the rate of .83 days per pay period. Annual total of 4 weeks (20 days) at the end of the first year, computed at the rate of 1.67 days per month

Full-time employees are entitled to twenty (20) paid vacation days per year, accrued at the rate of five (5) days every three (3) months of employment. Part-time employees accrue vacation on a prorated basis, based upon their hours (e.g., employees who work 20 hours per week may accrue two and a half (2 ½) days every three (3) months, or ten (10) days per year).

1.67 days per month. Must work 15 days within the month

2 days per month of employment. 24 per year. for year-round hourly employees, vacation =

average hours worked per week x 5 One week every quarter. 1 day per month for new; 15 days after second

year, 2 days per month after third year and thereafter

1.75 days per month accrued at 1¼ days per month one day per month, accrued from date of hire -

new employees not eligible to take vacation until completing 90 day probationary period

total number of vacation days divided by 12 One accrues hours every payroll (26 payrolls per

year) based on your entitlement

Vacation formulas—dependent on employment length: • 0-5 years Employees working >30 hrs/wk accrue

3.08 hrs per bi-weekly pay period or 10 days per year. Over 5 years is 15 days. PT employees working < 30 hrs/wk start to accrue vac. in year 2 in which they can accrue 5 days (pro-rated). Years 3-14: 10 days pro-rated, thereafter 15 days pro-rated.

• .038 days - .077 days for each day worked, depending on length of service

• 1 to 4 years of service: 3 weeks; 5 to 9 years: 4 weeks, 10+: 5 weeks.

• 1 year = 10 days; 2 yrs = 11 days; 3 yrs = 12 days; 4 yrs = 13 days; 5 yrs = 15 days; 6 yrs = 20 days

• 1 year: 1 week; 2-3 year: 2 weeks; 4 year: 3 weeks. • 1-5 years = 15 days per year; 6-10 years = 18

days; 10+ years = 20 days per year. • Beginning 1st year: 3 weeks; 5th year: 4 weeks;

8th year: 5 weeks. • 1.25 days accrued for each month worked for the

first year of employment; 1.67 days accrued for each month worked for the second year of employment and after.

• 1.25 days per month in first and second year of employment, 1.66 days/month in third year and beyond

• 1.25 days per month in year 1-3 of employment; 1.5 days per month in fourth year of employment; 1.66 days per month in fifth year and thereafter.

• 1.25 days/ month until year of 2nd anniversary of hire; starting in that calendar year, increases to 1.67days/month.

• 1.25 vacation days per month for full time employees and .75 for part time employees.

• 1.25/month first year, 1.67/month second year, 2/month third year and beyond.

• 1.66 days/mth up to 8 years; 2.08 days/mth after 8 yrs.

• 10 days 1 - 3 yrs, 15 days 4 - 6 yrs, 20 days 7 - 9 yrs, 25 days - 10+ yrs.

• 10 days for first 3 years; 15 days for the 4th and 5th year; 20 days after that.

• 10 days for first 4 years of employment; 15 days for 4 to 8 years of employment; maximum 20 days for 8+ years of employment.

• 10 days for less than 2 years of service; 15 days for 2-4 years; 20 days for 4+ years.

• 11.69 hours or 1.67 vacation days per month until sixth anniversary of date-of-hire. From the 6th-10th year, one additional day per year, capped at 25.

• 12 days/yr for first and second years; 15 days for third through fifth years ; 20 days for sixth year on

• 15 days/year, increasing by 2 days for each yr of service. Maxing at 25/year.

• 1st year .83 days per month; 2nd year 1.25 days per month ; 3rd year 1.67 days per month

• 1st year- 10 days; 2nd- 4th- 15; 5+ yrs- 20 days. • 2 weeks after first year, 3 after second, 4 thereafter • 2 weeks earned first year; 3 weeks after 5 years • 2 weeks for first year; 3 weeks years 2-4; 4 weeks

for years 5+. • 2 weeks in year 1, 3 weeks in years 2-5, 4 weeks in

years 6 and beyond. In year 1 one week accrues after 6 months, and the second week after 9 months. After the first anniversary, one week accrues every 4 months for 4 years and then every three months thereafter.

• 2 weeks to start; 1 additional day per year of work. • 3 weeks up to 5 years; 4 weeks up to 10 years; 5

weeks over 10 years • 4 weeks per year for senior management. 3 weeks

for other employees after 2 years. 2 weeks for non-senior manager employees up to 2 years.


• 4.04 per biweekly pay period for full-time employee in first year of service. 5.38 per biweekly pay period for full-time employee in second year of service onward. Prorated for part-time employees.

• Up to one 1 year of service: three weeks; from 1-3 years of service: 4 weeks; after 3 years of service: 5 weeks.

• >1 year EE accrues 4.039 hour/pay; 1-4 years EE accrues 5.38 hour/pay; 4-5 years EE accrues 6.73 hours/pay; <9 years EE accrues 7.54 hour/pay.

• FTE’s in 1st year: 15 paid vacation days (1.25 per month), 2nd year+: 20 paid vacation days (1.66 per month). Part-time employees working at least 20 hours per week will receive prorated vacation days based on the hours they are regularly scheduled to work.

• During 1st year of employment, employee earns 1.5 days per month, up to a maximum of 15. During 2nd year of employment (and beyond), employee earns 2 days per month, up to a maximum of 20.

• Executive Director: 15 working days for years 1 through 5, thereafter 20 working days; Other Staff: 10 working days for years 1 and 2; 12 days for year 3; 13 for year 4; 14 for year 5; 15 for year 6+.

• Exempt accrue 15 days for first 3 years, then 20 days. Non-Exempt accrue 10 days for first 3 years; 4-9 years: 15 days; 10 years+ accrue 20 days.

• Exempt employees accrue 1.67 days per month. Non-exempt employees: 1.25 days per month.

• For the first three months of employment, employees do not accrue and may not use annual leave time. Thereafter, annual leave is accumulated at the rate of 1.67 days per month of service, totaling 15 days for the first year for full-time regular employees working at least 35 hours per week. After the first year, full-time regular employees working at least 35 hours per week accumulate annual leave at the rate of 1.67 days per month of service totaling 20 days annually. Regular employees working fewer than 35 hours per week but at least 21 hours per week will be eligible for pro-rated annual leave.

• FTE’s: 10 days/year. 3+ years: 15 days/year. • Full time employees accrue 5.83 hours monthly for

2 weeks vacation, 8.75 hours for 3 weeks, 11.67 hours for 4 weeks and 14.58 for 5 weeks vacation. Vacation for part-timers are pro-rated.

• Full-time employees are entitled to the following annual leave time: Up to two years: 23 work days; more than two years: 28 work days.

• During 1st year : .833 days per month; after 1 year of service: 10 days; 3 years of service: 15 days; After 4 years of service: 20 working days: After 15 years of service: 25 working days.

• Less than 3 years rate of 1 day per month; more than 3 years rate of 1.25 day per month; 4 years or ore rate of 1.66 per day per month.

• Non-exempt (full-time): 1st year through 4th year: 15 days; 5th year through 9th year: 20 days; 10th year onward: 25 days. Exempt (full-time):

• 1st year through 3rd year: 20 days; 4th-8th year: 25 days; 9th year-12th year:30 days; 13th year +: 35 days. Vacation accruals for regular part-time employees (exempt and non-exempt) will be pro-rated based on the schedule above.

• Non-Exempt: 3mths-4yrs=0.83 days per mth; 4-8yrs=1.25 days per mth; 8+yrs=1.67 days per mth. Exempt: 3mths-3yrs=1.25 days per mth, 3-20 yrs=1.67 days per mth, 20+ yrs= 2.08 days per mth.

• Professionals: 1.25 days/month; Support: 0.83 days/month

• Staff: less than 10 years: 12 days; more than 10 years: 15 days; more than 20 years: 20 days. Supervisors: less than 10 years: 15 days; more than 10 years: 20 days

• After an employee completes the Introductory period, vacation days accrue at the rate of 1.667 days per month. Assuming 9 months of service during the first fiscal year of the employee's employment, the employee would earn 15 days of vacation. Over 12 months, the employee would earn 20 days of vacation. This rate of accrual is for 1-4 (inclusive) years of service. Beginning in year 5, vacation days accrue at the rate of 2.083 days per month. Again, assuming 12 months of accrual, the employee would earn twenty five (25) vacation days for a 12 month period. Beginning in year 10, vacation days accrue at the rate of 2.500 days per month. Again, assuming 12 months of accrual, the employee would earn twenty five (30) vacation days for a 12 month period. Part-time employees accrue vacation on a pro-rated basis."

• Time off is accrued as 1.67 days per month. After 10 years of employment, and beginning with the 11th year, employees shall earn one extra vacation day for each year of additional employment, up to a maximum of 25 vacation days.

• Each staff member gets an additional 3 days added to total vacation each year until they reach the max of 25 days.

• up to 3 years: 1.25 days accrued per month worked; 3 years and more: 1.67 days..

• year 1: 5 days/year; year 2: 10 days/year; year 4 and thereafter: 15 days /year (in addition to week btw Xmas-New Years is off).

• Within first year of employment: .833 days per month, equaling 5.83 hours per month, to a maximum of 10 days of paid vacation. After 1 full anniversary year: 1.25 days per month, equaling 8.75 hours per month, to a maximum of 15 of paid vacation days annually. After 5 full anniversary years: 1.667 days per month, equaling 11.66 hours per month, up to a maximum of 20 days of paid vacation annually.

• Years of service, F/T: 10 days for year 1 & 2; 15 days year 3 & 4; 20 days year 5+.


New employees may begin using vacation at:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

1-2 months 7 (8.2%) 2 (3.7%) 0 1 (2.4%) 1 (2%) 11 (4.2%) 3 months 21 (24.7%) 19 (35.2%) 11 (32.4%) 14 (34.1%) 12 (24%) 77 (29.2%)

4-5 months 0 0 0 0 1 (2%) 1 (0.4%) 6 months 12 (14.1%) 7 (13.%) 4 (11.8%) 9 (22%) 15 (30%) 47 (17.8%)

1 year 3 (3.5%) 0 1 (2.9%) 0 1 (2%) 5 (1.9%) as accrued 5 (5.9%) 3 (5.6%) 3 (8.8%) 3 (7.3%) 2 (4%) 16 (6.1%) immediately 4 (4.7%) 4 (7.4%) 4 (11.8%) 1 (2.4%) 2 (4%) 15 (5.7%)

no policy 33 (38.8%) 19 (35.2%) 11 (32.4%) 13 (31.7%) 16 (32%) 92 (34.8%) total 85 54 34 41 50 264

Many respondents noted that vacation time accrued during probation/introductory period, but could not be taken until after introductory period. Several noted exceptions: “unless permission is granted”; “at the discretion of supervisor”; “unless ED approves”. “Employee can borrow against time not yet earned.” Does Vacation Depend on Length of Employment?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 39 (45.9%) 33 (61.1%) 22 (64.7%) 27 (65.9%) 31 (62%) 152 (57.6%) no 46 (54.1%) 21 (38.9%) 12 (35.3%) 14 (34.1%) 19 (38%) 112 (42.4%)

total 85 54 34 41 50 264 If no (paid vacation is not dependent on employment length), number of vacation days for Exempt employees:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

10-14 days 4 (21%) 0 0 0 0 4 (10.2%) 15 -19 days 3 (15.8%) 3 (50%) 0 0 1 (14.2%) 7 (17.9%)

20 days 11 (57.9%) 1 (16.6%) 0 4 (100%) 4 (57.1%) 20 (51.2%) 21-25 days 1 (5.2%) 2 (33.3%) 3 (100%) 0 2 (28.5%) 8 (20.5%)

total 19 6 3 4 7 39 If no (paid vacation is not dependent on employment length), number of vacation days for Non-Exempt:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

5 days 1 (7.6%) 0 0 0 0 1 (3.4%) 10 days 2 (15.3%) 0 0 1 (25%) 1 (16.6%) 4 (13.7%)

15-19 days 3 (23%) 2 (50%) 0 0 0 5 (17.2%) 20 days 6 (46.1%) 1 (25%) 0 3 (75%) 3 (50%) 13 (44.8%)

21-27 days 1 (7.6%) 1 (25%) 2 (100%) 0 2 (33.3%) 6 (20.7%) total 13 4 2 4 6 29


If yes, paid vacation depending on length of service:


Exempt Non-exempt 1 year 3 years 5 years 1 year 3 years 5 years

9 or fewer days 6 (16.7%) 2 (5.6%) 1 (2.8%) 6 (21.4%) 4 (14.3%) 1 (3.6%) 10-14 days 16 (44.4%) 11 (30.6%) 3 (8.3%) 13 (46.4%) 8 (28.6%) 5 (17.9%) 15-19 days 13 (36.1%) 15 (41.7%) 11 (30.6%) 9 (32.1%) 10 (35.7%) 8 (28.6%) 20-24 days 1 (2.8%) 8 (22.2%) 21 (58.3%) 0 6 (21.4%) 13 (46.4%) 25+ days 0 0 0 0 0 1 (3.6%)

total 36 36 36 28 28 28

11-25 Employees


9 or fewer days 3 (10.3%) 1 (3.4%) 1 (3.4%) 3 (10.7%) 1 (3.6%) 1 (3.6%) 10-14 days 10 (34.5%) 3 (10.3%) 1 (3.4%) 10 (35.7%) 4 (14.3%) 0 15-19 days 13 (44.8%) 18 (62.1%) 7 (24.1%) 14 (50%) 17 (60.7%) 9 (32.1%) 20-24 days 3 (10.3%) 7 (24.1%) 19 (65.5%) 1 (3.6%) 6 (21.4%) 17 (60.7%) 25+ days 0 0 1 (3.4%) 0 0 1 (3.6%)

total 29 29 29 28 28 28

26-49 Employees


9 or fewer days 1 (4.5%) 0 0 2 (10.5%) 1 (5.3%) 1 (5.3%) 10-14 days 9 (40.9%) 3 (13.6%) 1 (4.5%) 6 (31.6%) 3 (15.8%) 1 (5.3%) 15-19 days 8 (36.4%) 10 (45.5%) 3 (13.6%) 8 (42.1%) 7 (36.8%) 3 (15.8%) 20-24 days 4 (18.2%) 7 (31.8%) 15 (68.2%) 3 (15.8%) 6 (31.6%) 11 (57.9%) 25+ days 0 2 (9.1%) 3 (13.6%) 0 2 (10.5%) 3 (15.8%)

total 22 22 22 19 19 19

50-99 Employees


9 or fewer days 2 (7.7%) 1 (3.8%) 1 (3.8%) 2 (8.7%) 1 (4.3%) 1 (4.3%) 10-14 days 13 (50%) 3 (11.5%) 0 14 (60.9%) 5 (21.7%) 1 (4.3%) 15-19 days 7 (26.9%) 13 (50%) 7 (26.9%) 5 (21.7%) 11 (47.8%) 8 (34.8%) 20-24 days 4 (15.4%) 7 (26.9%) 11 (42.3%) 2 (8.7%) 5 (21.7%) 8 (34.8%) 25+ days 0 2 (7.7%) 7 (26.9%) 0 1 (4.3%) 5 (21.7%)

total 26 26 26 23 23 23


100+ Employees


9 or fewer days 0 0 0 0 0 0 10-14 days 10 (33.3%) 0 0 16 (55.2%) 4 (13.8%) 0 15-19 days 13 (43.3%) 15 (50%) 3 (10%) 10 (34.5%) 17 (58.6%) 8 (27.6%) 20-24 days 7 (23.3%) 14 (46.7%) 24 (80%) 3 (10.3%) 7 (24.1%) 20 (69.0%) 25+ days 0 1 (3.3%) 3 (10%) 0 1 (3.4%) 1 (3.4%)

total 30 30 30 29 29 29 Maximum number of vacation days for Exempt employees:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

up to 14 days 3 (9.1%) 1 (3.3%) 0 1 (3.8%) 0 5 (3.6%) 15-19 days 3 (9.1%) 3 (10%) 0 0 1 (3.4%) 7 (5%) 20-24 days 15 (45.5%) 18 (60%) 15 (68.2%) 15 (57.7%) 19 (65.5%) 82 (58.6%) 25-30 days 11 (33.3%) 8 (26.7%) 7 (31.8%) 10 (38.5%) 8 (27.6%) 44 (31.4%) 31+ days 1 (3%) 0 0 0 1 (3.4%) 2 (1.4%)

total 33 30 22 26 29 140 Year of employment at which exempt employees are eligible for maximum vacation:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

year 1 3 (8.6%) 1 (3.4%) 1 (4.5%) 1 (4.3%) 3 (10.7%) 9 (6.6%) year 2 6 (17.1%) 2 (6.9%) 2 (9.1%) 0 4 (14.3%) 14 (10.2%) year 3 3 (8.6%) 1 (3.4%) 5 (22.7%) 2 (8.7%) 3 (10.7%) 14 (10.2%) year 4 1 (2.9%) 5 (17.2%) 3 (13.6%) 2 (8.7%) 0 11 (8.0%) year 5 8 (22.9%) 6 (20.7%) 5 (22.7%) 5 (21.7%) 6 (21.4%) 30 (21.9%) year 6 4 (11.4%) 2 (6.9%) 1 (4.5%) 6 (26.1%) 2 (7.1%) 15 (10.9%)

year 7-9 5 (14.3%) 2 (6.9%) 1 (4.5%) 2 (8.7%) 2 (7.1%) 12 (8.8%) year 10 4 (11.4%) 6 (20.7%) 1 (4.5%) 3 (13.0%) 4 (14.3%) 18 (13.1%)

year 11-15 1 (2.9%) 4 (13.8%) 1 (4.5%) 0 3 (10.7%) 9 (6.6%) year 16-19 0 0 1 (4.5%) 0 0 1 (0.7%) year 20+ 0 0 1 (4.5%) 2 (8.7%) 1 (3.6%) 4 (2.9%)

total 35 29 22 23 28 137 Maximum number of vacation days for Non-Exempt employees:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

up to 14 days 1 (3.8%) 1 (3.4%) 1 (5%) 1 (4.3%) 0 4 (3.1%) 15-19 days 9 (34.6%) 3 (10.3%) 1 (5%) 0 2 (6.9%) 15 (11.8%) 20-24 days 9 (34.6%) 17 (58.6%) 13 (65%) 15 (65.2%) 21 (72.4%) 75 (59.1%) 25-30 days 7 (26.9%) 8 (27.6%) 5 (25%) 7 (30.4%) 6 (20.7%) 33 (26%) 31+ days 0 0 0 0 0 0

total 26 29 20 23 29 127


Year of employment at which Non-Exempt employees are eligible for maximum vacation:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

year 1 2 (7.4%) 0 0 0 2 (6.9%) 4 (3.2%) year 2 7 (25.9%) 3 (10.7%) 2 (10%) 0 5 (17.2%) 17 (13.6%) year 3 1 (3.7%) 1 (3.6%) 5 (25%) 2 (9.5%) 0 9 (7.2%) year 4 0 5 (17.9%) 3 (15%) 1 (4.8%) 0 9 (7.2%) year 5 4 (14.8%) 5 (17.9%) 5 (25%) 4 (19%) 5 (17.2%) 23 (18.4%) year 6 4 (14.8%) 2 (7.1%) 1 (5%) 6 (28.6%) 3 (10.3%) 16 (12.8%)

year 7-9 3 (11.1%) 2 (7.1%) 0 3 (14.3%) 4 (13.8%) 12 (9.6%) year 10 5 (18.5%) 6 (21.4%) 1 (5%) 3 (14.3%) 7 (24.1%) 22 (17.6%)

year 11-15 1 (3.7%) 3 (10.7%) 1 (5%) 0 1 (3.4%) 6 (4.8%) year 16-19 0 0 1 (5%) 0 0 1 (0.8%) year 20+ 0 1 (3.6%) 1 (5%) 2 (9.5%) 2 (6.9%) 6 (4.8%)

total 27 28 20 21 29 125 Do you allow annual rollover of accrued vacation days?


11-25 employees

26-49 employees

50-99 employees

100+ employees all

yes 40 (66.7%) 29 (78.4%) 17 (68%) 25 (89.3%) 32 (88.9%) 143 (76.9%) no 14 (23.3%) 6 (16.2%) 7 (28%) 1 (3.6%) 2 (5.6%) 30 (16.1%)

no policy 6 (10%) 2 (5.4%) 1 (4%) 2 (7.1%) 2 (5.6%) 13 (7%) total 60 37 25 28 36 186

Number of vacation days allowed to rollover:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

up to 5 days 15 (38.5%) 12 (46.2%) 4 (23.5%) 3 (12.5%) 6 (19.4%) 40 (29.2%) 6-10 days 8 (20.5%) 7 (26.9%) 5 (29.4%) 9 (37.5%) 6 (19.4%) 35 (25.5%)

11-15 days 5 (12.8%) 0 2 (11.8%) 0 3 (9.7%) 10 (7.3%) 16-20 days 3 (7.7%) 3 (11.5%) 1 (5.9%) 2 (8.3%) 4 (12.9%) 13 (9.5%) 21-40 days 4 (10.3%) 0 1 (5.9%) 2 (8.3%) 4 (12.9%) 11 (8%) 41+ days 0 0 1 (5.9%) 0 1 (3.2%) 2 (1.5%)

.5 yrs worth 0 1 (3.8%) 0 0 1 (3.2%) 2 (1.5%) 1 yrs worth 1 (2.6%) 1 (3.8%) 0 4 (16.7%) 2 (6.5%) 8 (5.8%)

1.5 yrs worth 0 0 0 0 1 (3.2%) 1 (0.7%) 2 yrs worth 1 (2.6%) 0 1 (5.9%) 0 0 2 (1.5%)

no limit 2 (5.1%) 2 (7.7%) 2 (11.8%) 4 (16.7%) 3 (9.7%) 13 (9.5%) total 39 26 17 24 31 137

notes: subject to executive director approval; with written permission


Is there a time limit that accrued vacation must be used within?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 22 (44%) 14 (43.8%) 8 (38.1%) 19 (65.5%) 14 (42.4%) 77 (46.7%) no 16 (32%) 14 (43.8%) 10 (47.6%) 8 (27.6%) 14 (42.4%) 62 (37.6%)

no policy 12 (24%) 4 (12.5%) 3 (14.3%) 2 (6.9%) 5 (15.2%) 26 (15.8%) total 50 32 21 29 33 165

Time limit that accrued vacation must be used by:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

1-2 months 2 (9.5%) 0 1 (7.7%) 0 1 (5.6%) 4 (5.6%) 3 months 6 (28.6%) 2 (15.4%) 5 (38.5%) 2 (28.6%) 3 (16.7%) 18 (25%) 4 months 1 (4.8%) 1 (7.7%) 0 0 1 (5.6%) 3 (4.2%) 6 months 2 (9.5%) 6 (46.2%) 1 (7.7%) 1 (14.3%) 4 (22.2%) 14 (19.4%)

1 year 9 (42.9%) 4 (30.8%) 5 (38.5%) 4 (57.1%) 8 (44.4%) 30 (41.7%) 2 years 1 (4.8%) 0 1 (7.7%) 0 1 (5.6%) 3 (4.2%)

total 21 13 13 7 18 72 Do employees receive payment for accrued, unused vacation days (upon termination of employment)?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 43 (72.9%) 32 (86.5%) 23 (92%) 27 (90%) 34 (94.4%) 159 (85%) no 7 (11.9%) 3 (8.1%) 1 (4%) 1 (3.3%) 1 (2.8%) 13 (7%)

no policy 9 (15.3%) 2 (5.4%) 1 (4%) 2 (6.7%) 1 (2.8%) 15 (8%) total 59 37 25 30 36 187

Approximately 75% of respondents indicating “yes” (that accrued and unused vacation days were paid) noted that employees received payment for all vacation earned. However, several capped payment between 10 and 50 days. Several respondents indicated that payment for unused vacation was only given if adequate notice was given by employees in good standing (2 or 4 weeks written notice); all accrued and unused was paid if separation was involuntary (layoffs or workforce reductions). Several also indicated that accrued and unused vacation was paid if employee had service of 3 or 6 months or introductory period was completed. Several noted that unused vacation was not paid if employee was fired or terminated for cause. Do you offer Long-Term Disability insurance coverage (beyond NYS-mandated short-term disability insurance)?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 15 (21.1%) 16 (33.3%) 20 (69%) 20 (55.6%) 33 (71.7%) 104 (45.2%) no 56 (78.9%) 32 (66.7%) 9 (31%) 16 (44.4%) 13 (28.3%) 126 (54.8%)

total 71 48 29 36 46 230


Number of days of coverage for Long-Term Disability: Responses varied, and are not chartable. Among those received, respondents indicated that their long-term disability policy provided employees with salary replacement coverage for: to age 65 (21 respondents) 2 years (5 respondents) 3 years (2 respondents)

unlimited or indefinite (8 respondents) depends on age & disability (8 respondents)

Waiting Period for Long-Term Disability to begin:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

30 days 1 (11.1%) 2 (14.3%) 1 (5.9%) 3 (21.4%) 2 (7.7%) 9 (11.3%) 60 days 0 1 (7.1%) 0 0 0 1 (1.3%) 90 days 6 (66.7%) 9 (64.3%) 5 (29.4%) 5 (35.7%) 9 (34.6%) 34 (42.5%)

180 days 2 (22.2%) 1 (7.1%) 3 (17.6%) 4 (28.6%) 12 (46.2%) 22 (27.5%) other 0 1 (7.1%) 8 (47.1%) 2 (14.3%) 3 (11.5%) 14 (17.5%) total 9 14 17 14 26 80

Do you offer paid and/or unpaid time for Maternity Leave (if not covered under FMLA)?

10 or fewer employees 11-25 employees 26-49 employees all paid 14 (20.3%) 3 (6.5%) 5 (17.2%) 22 (15.3%)

unpaid 11 (15.9%) 14 (30.4%) 4 (13.8%) 29 (20.1%) both 12 (17.4%) 11 (23.9%) 12 (41.4%) 35 (24.3%) no 3 (4.3%) 6 (13.0%) 0 9 (6.3%)

no policy 22 (31.9%) 7 (15.2%) 2 (6.9%) 31 (21.5%) fmla * 7 (10.1%) 5 (10.9%) 6 (20.7%) 18 (12.5%) total 69 46 29 144

* respondent is part of a larger organization governed by FMLA. To read more about FMLA, go to www.npccny.org/members_only/pmei20.htm. Examples of maternity leave policies: • 5 days paid and up to 30 days unpaid • 6 weeks paid, 6 weeks unpaid • 2 months paid • 5 days paid per year of service, to a max of 20 days;

same with unpaid • 30 days paid except Executive Director • 8 weeks paid • Will pay premium on health insurance if the leave is

30 days or less. • 6 weeks unpaid • offer 10 days paid leave, employee may use unpaid

leave as well • two months paid, up to 12 weeks unpaid leave in any

one-year period • Paid maternity lave: 5 days for each year of

employment, maximum of 10 days. • 3 months leaves up to 10 weeks paid depending on

years employed

• 6 weeks for adoption or 8 weeks for birth paid, total of 12 weeks can be taken, funded by vacation or unpaid

• For people working longer than 1 year - 2 months paid

• 60 days paid, 60 days unpaid • 30 days paid; 20 days unpaid • After exhausting leave balances, employee may

receive up to one week paid for each year of service. Maximum leave is 6 months, whether paid or not.

• 4 weeks paid, plus sick and vacation time accrued • 4 weeks paid after 2 years of employment • Employees can use accrued vacation, personal, sick

time during maternity leave and also take unpaid time. After 5 years of employment the employee receives 6 weeks of paid maternity leave; 8 weeks if delivery is a cesarean.

• 4 weeks paid and you can use any sick and vacation time etc.


Can Maternity Leave be combined with other paid leave?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 35 (52.2%) 35 (77.8%) 27 (93.1%) 30 (88.2%) 37 (84.1%) 164 (74.9%) no 2 (3%) 2 (4.4%) 0 1 (2.9%) 1 (2.3%) 6 (2.7%)

no policy 30 (44.8%) 8 (17.8%) 2 (6.9%) 3 (8.8%) 6 (13.6%) 49 (22.4%) total 67 45 29 34 44 219

Over 90 respondents said that maternity could be combined with any accrued leave; most cited sick, vacation and personal days. Do you offer paid and/or unpaid time for Paternity Leave (if not covered under FMLA)?


unpaid 11 (16.2%) 9 (20%) 4 (13.8%) 24 (16.9%) both 9 (13.2%) 7 (15.6%) 8 (27.6%) 24 (16.9%) no 7 (10.3%) 10 (22.2%) 1 (3.4%) 18 (12.7%)


* respondent is part of a larger organization governed by FMLA Paternity leave formulas cited: • 2 or 3 weeks paid after 2 years of employment • 20 days paid, 40 unpaid • same as maternity (5 respondents) • 4 weeks paid + 4 weeks unpaid • 20 days paid and then a case by case basis

depending on whether employee will be working during leave

• one week paid, 6 weeks unpaid • Paid paternity leave: 5 days for each year of

employment, up to 10 days. • up to 10 weeks paid

Do you offer paid and/or unpaid time for Parental/Child Care Leave (if not covered under FMLA)?


unpaid 7 (10.4%) 6 (13.3%) 4 (13.8%) 17 (12.1%) both 4 (6%) 5 (11.1%) 7 (24.1%) 16 (11.3%) no 9 (13.4%) 15 (33.3%) 5 (17.2%) 29 (20.6%)


* respondent is part of a larger organization governed by FMLA There were far fewer examples of paid days given for parental/child care leave, most citing 5 to 10 days paid. Many noted that employees could use other paid leave, including vacation and in some instances, sick days.


Do you have a cap on the number of days for any medical leave (e.g., maternity or a serious medical reason) with a guaranteed return to employment?

10 or fewer employees 11-25 employees 26-49 employees all yes 18 (26.1%) 9 (20%) 13 (44.8%) 40 (28%) no 14 (20.3%) 15 (33.3%) 4 (13.8%) 33 (23.1%)

no policy 37 (53.6%) 21 (46.7%) 12 (41.4%) 70 (48.9%) total 69 45 29 143

if yes, number of days:


11-25 employees 26-49 employees all

fewer than 60 days 7 (41.1%) 2 (20%) 0 9 (25%) 60-89 days 4 (23.5%) 5 (50%) 4 (44.4%) 13 (36.1%)

90-180 days 6 (35.2%) 3 (30%) 5 (55.5%) 14 (38.8%) total 17 10 9 36

Health Insurance Do you provide health insurance for full-time employees?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 60 (88.2%) 41 (93.2%) 29 (100%) 32 (94.1%) 42 (100%) 204 (94%) no 8 (11.8%) 3 (6.8%) 0 2 (5.9%) 0 13 (6%)

total 68 44 29 34 42 217 Insurance companies:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

Aetna 3 (4.7%) 1 (2%) 3 (8.8%) 5 (12.5%) 8 (16.7%) 20 (8.5%) Atlantis 1 (1.6%) 0 0 0 0 1 (0.4%) Cigna 1 (1.6%) 1 (2%) 0 1 (2.5%) 3 (6.3%) 6 (2.5%)

Emblem 8 (12.5%) 4 (8%) 3 (8.8%) 4 (10%) 7 (14.6%) 26 (11.%) Emipre BCBS 4 (6.3%) 7 (14%) 3 (8.8%) 3 (7.5%) 5 (10.4%) 22 (9.3%)

Guardian Healthnet

1 (1.6%) 1 (2%) 1 (2.9%) 0 1 (2.1%) 4 (1.7%)

HealthPass 4 (6.3%) 4 (8%) 0 0 1 (2.1%) 9 (3.8%) HealthyNY 2 (3.1%) 0 0 0 0 2 (0.8%)

Oxford 26 (40.6%) 22 (44%) 20 (58.8%) 19 (47.5%) 17 (35.4%) 104 (44.1%) United

HealthCare 11 (17.2%) 6 (12%) 2 (5.9%) 6 (15%) 6 (12.5%) 31 (13.1%)

Other * 3 (4.7%) 4 (8%) 2 (5.9%) 2 (5%) 0 11 (4.7%) total 64 50 34 40 48 236

* Christian Brothers; CareFirst (MD); reimburses cost for policy employee arranges; Nippon Life; MVP Health Care; GHI; HIP; Kaiser;


Included in the table above are those who offered two or more insurance carriers:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

2 or more carriers

3 (10%) 9 (30%) 4 (13.3%) 5 (16.6%) 9 (30%) 30

Types of insurance plans:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

EPO 12 (16.4%) 13 (21.3%) 11 (25.6%) 13 (26%) 18 (25.4%) 67 (22.5%) HMO 20 (27.4%) 16 (26.2%) 8 (18.6%) 12 (24%) 11 (15.5%) 67 (22.5%)

HSA or HRA 4 (5.5%) 7 (11.5%) 8 (18.6%) 6 (12%) 3 (4.2%) 28 (9.4%) Indemnity 3 (4.1%) 0 0 0 2 (2.8%) 5 (1.7%)

POS 7 (9.6%) 6 (9.8%) 7 (16.3%) 8 (16%) 15 (21.1%) 43 (14.4%) PPO 27 (37%) 19 (31.1%) 9 (20.9%) 11 (22%) 22 (31%) 88 (29.5%) total 73 61 43 50 71 298

To read about HRAs and HSAs, go to www.npccny.org/members_only/hdi12.htm. Included in the table above are those who offered more than one type of health insurance plan:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

2 or more plans 10 (14%) 13 (18.3%) 10 (14%) 14 (19.7%) 24 (33.8%) 71 Types of coverage offered:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

single/individual 1 18 (31%) 8 (20%) 3 (11.1%) 3 (9.4%) 0 32 (16.1%) all types offered 2 29 (50%) 27 (67.5%) 22 (81.5%) 25 (78.1%) 32 (76.2%) 135 (67.8%)

combination 3 11 (19%) 5 (12.5%) 2 (7.4%) 4 (12.5%) 10 (23.8%) 32 (16.1%) total 58 40 27 32 42 199

1: offers coverage only for single/individual policies. 2: offers insurance for all policies (single/individual; employee/spouse; parent/child; and family). 3: offers either: single/individual; employee/spouse; parent/child; family; but not all four.


Monthly Health Insurance Premiums Respondents were asked to provide data on their least expensive and their most expensive premiums for health insurance plans. 10 or fewer employees – Least expensive premiums

single/individual employee/spouse parent/child family 34 respondents 21 respondents 17 respondents 15 respondents

minimum $322 $420 $665 $665 median $518 $1,024 $1,200 $2,000 average $571 $1,120 $1,203 $1,871

maximum $966 $2,036 $1,854 $3,017 10 or fewer employees – Most expensive premiums



maximum $953 $2,036 $1,715 $2,965 11-25 employees – Least expensive premiums


minimum $312 $424 $254 $876 median $504 $1,066 $955 $1,508 average $510 $1,018 $945 $1,476

maximum $685 $1,448 $1,338 $2,124 11-25 employees – Most expensive premiums



maximum $972 $2,201 $1,866 $3,037 26-49 employees – Least expensive premiums


minimum $360 $780 $670 $1,000 median $520 $1,165 $992 $1,635 average $526 $1,203 $1,034 $1,654

maximum $700 $1,541 $1,300 $2,177


26-49 employees – Most expensive premiums single/individual employee/spouse parent/child family 21 respondents 15 respondents 14 respondents 16 respondents

minimum $487 $900 $900 $1,100 median $600 $1,480 $1,245 $2,079 average $638 $1,423 $1,245 $2,003

maximum $1,014 $2,028 $1,946 $3,168 50-99 employees – Least expensive premiums


minimum $305 $751 $633 $1,061 median $544 $1,115 $971 $1,592 average $557 $1,202 $1,050 $1,767

maximum $922 $1,889 $1,603 $2,795 50-99 employees – Most expensive premiums


minimum $341 $751 $633 $1,061 median $626 $1,380 $1,135 $1,951 average $649 $1,359 $1,175 $2,018

maximum $922 $1,889 $1,603 $2,900 100+ employees – Least expensive premiums


minimum $400 $256 $203 $495 median $565 $1,099 $991 $1,596 average $559 $1,093 $993 $1,628

maximum $723 $1,705 $1,483 $2,207 100+ employees – Most expensive premiums



maximum $1,125 $2,687 $2,420 $3,916 Do employees contribute to their health insurance premium payment?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 25 (41.7%) 21 (51.2%) 16 (55.2%) 21 (67.7%) 36 (87.8%) 119 (58.9%) no 35 (58.3%) 20 (48.8%) 13 (44.8%) 10 (32.3%) 5 (12.2%) 83 (41.1%)

total 60 41 29 31 41 202


Percentage employees contribute toward health insurance premiums:

of premium


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

1-9% 1 (5.9%) 4 (40%) 1 (12.5%) 1 (9.1%) 4 (15.4%) 11 (15.28%) 10-19% 6 (35.3%) 2 (20%) 3 (37.5%) 5 (45.5%) 10 (38.5%) 26 (36.11%) 20-50% 10 (58.8%) 4 (40%) 4 (50%) 5 (45.5%) 12 (46.2%) 35 (48.61%) total * 17 10 8 11 26 72

* various ranges include: • Employees contribute depending on longevity: 40%

2 months to 2 years; 35% 2-5 years; 30% 5+ years. • range from 15 to 25% • ranges from 8 to 25% of premium, based on salary • 10%, 15% or 20% - depending on employee's

salary • 20% for individual coverage, 30% for other

categories • 16-35% • 1% of annual salary • depends of salary • 6% for EPO; 17% for PPO • Management pays 30% of total, other staff pay 10%

of total

• Based on employee salary and health insurance tier: employee pays 0-13% of premium

• Based on salary (8 respondents) • Based on salary and plan chosen (4 respondents) • Varies depending on EPO (14%) or PPO (24%)

participation • Organization pays $5,000, employee pays

everything above that • Employee pays 50% (up to $250/month) • 2% of salary or 20% of premium, whichever is a

lesser amount • Employee cost of PPO Premium (15%) is applied to

all plans (HSA, PPO and POS)

Dollar amount employees contribute toward health insurance premiums. The responses could not be charted: Respondents notes: 10 or fewer employees: • $120/month • $25 per pay period ($600.00/year) for individual;

$60/pay period for family • $400/month • $5 per month • all costs above $365 • fixed dollar amount; 40 per individual covered • 11-25 employees: • $120 per month Single; $140 Parent/Child or

Spousal; $280 family • $25/month for individual; $125 for employee +

ch/sp; $200/month for family • $50 per month • Org. pay first $575 toward any plan in cafeteria

style plan

26-49 employees: • $49-$260 depending on plan • $20/month • $5/month 50-99 employees: • $10/month • $35 or $85/month depending on plan • HMO-$432 annual; EPO-$1188 annual; POS-

$1920 annual • Single: $432.90, Employee+Spouse: $865.80,

Employee+Child: $779.20, Family: $1298.70 100+ employees: • $10, $15 or $27.50 depending on employees salary • $70 for Low Plan and $107 for High plan per month • $103.44 and 175.77 • 25.59/week for single coverage

Other health insurance premium payment notes: Employee pays difference between EPO and POS

premiums only if POS chosen HMO is 100% employer covered. PPO, POS % ee-

covered Max of $4,500 agency provided for health insurance,

employee pays any balance over elected amount

Org pays for individual. Employee pays the difference for anything above that.

Agency pays 100% of base plan and employees can opt to buy up


Do employees contribute toward family health insurance premiums?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 32 (66.7%) 30 (81.1%) 17 (58.6%) 29 (93.5%) 41 (97.6%) 149 (79.7%) no 16 (33.3%) 7 (18.9%) 12 (41.4%) 2 (6.5%) 1 (2.4%) 38 (20.3%)

total 48 37 29 31 42 187 Percentage employees contribute toward family health insurance premiums:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

1-25% 4 (23.5%) 4 (30.8%) 5 (55.5%) 11 (84.6%) 18 (72%) 42 (54.5%) 26-50% 4 (23.5%) 1 (7.6%) 2 (22.2%) 0 4 (16%) 11 (14.3%) 51-99% 0 1 (7.6%) 0 1 (7.6%) 0 2 (2.6%) 100% 9 (53%) 7 (53.8%) 2 (22.2%) 1 (7.6%) 3 (12%) 22 (28.5%) total 17 13 9 13 25 77

Additional responses and ranges on payment for family health insurance premiums: Max of $4,500 agency provided for health insurance,

employee pays any balance over elected amount 30% of the difference between single and other tiers 2% of salary or 20% of premium whichever is the

lesser amount. HMO is 100% employer covered. PPO, POS % ee-

covered. ee pays the full amount above the individual premium

for each plan amount above the employee's own coverage Employee cost of PPO Premium(15%) is applied to

all plans Full amount above single/individual coverage

10% premium, and more if they want to cover their spouse. We cover children, they cover spouse.

ranges from 8 to 25% of premium, based on salary 10% & 14.5% of premium depending on plan

selected 10%, 15% or 20% - depending on employee's salary 16-35% of premium 3% of salary 6% for EPO / 17% for PPO 30% of the difference between single and other tiers Employees pay the difference between the single

coverage that the family coverage.

Family health coverage based on $ amount: 10 or fewer employees: • $25.00 per pay period ($600.00/year) for individual

and $60.00 per pay period for family • all costs above $365 plus 90% of $365 • entire cost above single rate • Full amount above single/individual coverage • Management pays 30% of total, other staff pay 10%

of total • Organization pays $5,000, employee pays

everything above that

11-25 employees: • $280 family • 25% of difference between monthly premium and

single coverage paid by the company • Employee pays anything over the amount of single

coverage (5 respondents) • employees pay total premium

• Reimburses employees 50% of the additional cost for coverage of dependent children

• employee pays total above $514/month • Plus any additonal amount over a base plan- if

higher plans is elected • We pay first $575 toward any plan in cafeteria style

plan 26-49 employees: • $231 • 30% of the difference between single and other

tiers • depends on salary range • Max of $4,500 agency provided for health

insurance, employee pays any balance over elected amount

• No increase for family coverage: employee pays 2% of salary or 20% of premium whichever is the lesser amount.


50-99 employees: • $2.00 per paycheck • 190-320/month depending on which plan they

are in • 34.62 per pay period 100+ employees: • $226.63

• $10, $15 or $27.50 depending on the employees salary

• $129.47/week • $400 for Low Plan and $515 for High Plan per

month • fixed dollar-varies according to coverage selected • ee pays the difference between single and family

coverage

Do you offer Dental Insurance coverage?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 39 (61.9%) 37 (90.2%) 24 (82.8%) 31 (93.9%) 37 (90.2%) 168 (81.2%) no 24 (38.1%) 4 (9.8%) 5 (17.2%) 2 (6.1%) 4 (9.8%) 39 (18.8%)

total 63 41 29 33 41 207 Do employees contribute toward their own dental coverage premiums?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 12 (31.6%) 9 (25.0%) 9 (37.5%) 20 (64.5%) 26 (70.3%) 76 (45.8%) no 26 (68.4%) 27 (75.0%) 15 (62.5%) 11 (35.5%) 11 (29.7%) 90 (54.2%)

total 38 36 24 31 37 166 Percentage employees contribute toward dental premiums:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

1-25% 3 (30%) 3 (42.8%) 6 (85.7%) 5 (29.4%) 6 (26.1%) 23 (35.9%) 26-50% 0 0 0 0 3 (13%) 3 (4.6%) 51-99% 2 (20%) 0 0 0 0 2 (3.1%) 100% 1 (10%) 2 (28.5%) 0 9 (52.9%) 3 (13%) 15 (23.4%) other * 4 (40%) 2 (28.5%) 1 (14.3%) 3 (17.6%) 11 (47.8%) 21 (32.8%) total 10 7 7 17 23 64

• % of their salary can be used in a cafeteria plan

towards a variety of benefits; employees can pay pre-tax for the rest

• amount above DMO coverage of $16 per month • any total premium amount over $400 • Management 30%, Other Staff 10% • $10, $15 or $27.50 depending on employee’s salary • $5 biweekly • 10%, 15% or 20% - depending on employee's salary • $24 per month • based on salay $2.00 up to $13.31 per pay

• depends on whether it is the Basic or Buy-Up plan - fixed amounts for each employee/family category

• HIP plan is free, Aetna offers buy up fully paid by EE • $11.26 / pay period • included in health coverage • 0 for DMO; employee pays difference if elects DPPO • above single cost • DMO is 100% employer covered; PPO % ee-covered • $1 Indv. $2 Fam incl medical • $3 single, $7 family coverage per month • Only on buy-up; $5


Do employees contribute toward family dental coverage premiums?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 14 (29.2%) 21 (55.3%) 11 (44%) 21 (67.7%) 34 (89.5%) 101 (56.1%) no 15 (31.3%) 13 (34.2%) 11 (44%) 8 (25.8%) 3 (7.9%) 50 (27.8%)

don’t offer 19 (39.6%) 4 (10.5%) 3 (12%) 2 (6.5%) 1 (2.6%) 29 (16.1%) total 48 38 25 31 38 180

Percentage employees contribute toward family dental premiums:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

1-25% 2 (18.2%) 3 (21.4%) 3 (33.3%) 6 (31.5%) 8 (28.5%) 22 (27.1%) 26-50% 2 (18.2%) 0 4 (44.4%) 0 1 (3.5%) 7 (8.6%) 51-99% 0 0 0 0 1 (3.5%) 1 (1.2%) 100% 1 (9%) 5 (35.7%) 2 (22.2%) 10 (52.6%) 4 (14.2%) 22 (27.1%) * other 6 (54.5%) 6 (42.8%) 0 3 (15.8%) 14 (50%) 29 (35.8%) total 11 14 9 19 28 81

• Management pays 30% of total, other staff pay 10%

of total • entire cost above single rate (6 respondents) • $10, $15 or $27.50 depending on the employees

salary • 10%, 15% or 20% - depending on employee's salary • HIP plan is free, Aetna offers buy-up fully paid by EE • included in health coverage • 10% of their salary can be used in a cafeteria plan

towards a variety of benefits; employees can pay pre-tax for the rest

• anything over $14.95/month • 30% of the difference between single and other tiers • $28.83 per pay • $3 single, $7 family coverage per month • Employee pays difference between individual plan

and family plan (7 respondents)

Do you provide Health Insurance Coverage for Part-Time Employees?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 19 (27.5%) 18 (41.9%) 15 (51.7%) 14 (41.2%) 22 (53.7%) 88 (40.7%) no 45 (65.2%) 24 (55.8%) 14 (48.3%) 20 (58.8%) 19 (46.3%) 122 (56.5%)

no p/t ees 5 (7.2%) 1 (2.3%) 0 0 0 6 (2.8%) total 69 43 29 34 41 216

Types of health coverage offered to Part-Time Employees:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

single/individual 1 8 (42.1%) 3 (17.6%) 0 2 (14.3%) 1 (4.5%) 14 (16.1%) all types offered 2 8 (42.1%) 10 (58.8%) 15 (100%) 11 (78.6%) 15 (68.2%) 59 (67.8%)

combination 3 3 (15.8%) 4 (23.5%) 0 1 (7.1%) 6 (27.3%) 14 (16.1%) total 19 17 15 14 22 87

1: offers coverage only for single/individual policies. 2: offers insurance for all types (single/individual; employee/spouse; parent/child; and family). 3: offers either: single/individual; employee/spouse; parent/child; family; but not all four.


Do part-time employees contribute toward their health insurance premiums?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 16 (84.2%) 15 (83.3%) 8 (53.3%) 9 (75.0%) 20 (90.9%) 68 (79.1%) no 3 (15.8%) 3 (16.7%) 7 (46.7%) 3 (25.0%) 2 (9.1%) 18 (20.9%)

total 19 18 15 12 22 86 Percentage part-time employees contribute toward health insurance premiums:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

1-25% 3 (23%) 6 (75%) 3 (60%) 4 (57.1%) 10 (52.6%) 26 (50%) 26-50% 4 (30.7%) 0 0 1 (14.3%) 1 (5.26%) 6 (11.5%) 51%+ 1 (7.7%) 1 (12.5%) 0 1 (14.3%) 1 (5.26%) 4 (7.7%)

varies * or unknown

1 (7.7%) 1 (12.5%) 2 (40%) 1 (14.3%) 6 (31.5%) 11 (21.1%)

based on # hours worked

4 (30.7%) 0 0 0 1 (5.26%) 5 (9.6%)

total 13 8 5 7 19 52 • 2 months - 2 years of employment: not eligible; 2-5 yrs

40%; over 5 years 35%. • Part-time employees who work at least 20 hours per

week are eligible for full health care benefits and holidays, vacations, and sick time on a pro-rated basis according to the number of regularly scheduled hours of work.

• Pro-rated against cost and difference between single and other coverages.

• 10%, 15% or 20% - depends on employee's salary. • 6% and proportionate share based on 40 hour week . • 90% of cost of “base” plan. • $50 per month. • 1% of annual salary. • Employee pays all above $350. • Employee cost of PPO Premium (15%) is applied to all

plans (HSA, PPO and POS).

Number of hours, per week, part-time employees must work to get health insurance:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

15-19 hours 2 (11.1%) 0 3 (20.0%) 0 1 (4.3%) 6 (6.9%) 20 hours 3 (16.7%) 4 (22.2%) 4 (26.7%) 6 (46.2%) 7 (30.4%) 24 (27.6%) 21 hours 6 (33.3%) 8 (44.4%) 4 (26.7%) 2 (15.4%) 7 (30.4%) 27 (31.0%)

22-24 hours 4 (22.2%) 1 (5.6%) 2 (13.3%) 3 (23.1%) 1 (4.3%) 11 (12.6%) 25-29 hours 1 (5.6%) 2 (11.1%) 1 (6.7%) 2 (15.4%) 4 (17.4%) 10 (11.5%)

30 hours 2 (11.1%) 3 (16.7%) 1 (6.7%) 0 3 (13.0%) 9 (10.3%) total 18 18 15 13 23 87

notes: 20 hours/week for individual; 30 for family. 21 (non-union); 11 (union);


Do part-time employees receive pro-rated benefits (vacation, holidays, sick days – not health insurance)?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 39 (69.6%) 26 (68.4%) 20 (74.1%) 22 (78.6%) 29 (74.4%) 136 (72.3%) no 17 (30.4%) 12 (31.6%) 7 (25.9%) 6 (21.4%) 10 (25.6%) 52 (27.7%)

total 56 38 27 28 39 188 The majority of respondents indicated that part-time employees received prorated sick and vacation days, and in some cases personal days based on the number of hours worked. Several indicated paid holidays were given if a part-time employee worked on the day the holiday fell. Several indicated pension plan was not open to part time employees. Several noted that pension was for part-time employees who worked more than 700 hours per year; 1,000 hours/year. How many hours must part-time employees work to receive pro-rated benefits?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

15-19 hours 2 (5.4%) 4 (14.8%) 3 (16.7%) 2 (8.7%) 4 (11.8%) 15 (10.8%) 20 hours 12 (32.4%) 8 (29.6%) 4 (22.2%) 7 (30.4%) 7 (20.6%) 38 (27.3%) 21 hours 9 (24.3%) 5 (18.5%) 4 (22.2%) 3 (13%) 12 (35.3%) 33 (23.7%)

22-24 hours 6 (16.2%) 3 (11.1%) 1 (5.6%) 3 (13%) 1 (2.9%) 14 (10.1%) 25-29 hours 3 (8.1%) 3 (11.1%) 3 (16.7%) 4 (17.4%) 5 (14.7%) 18 (12.9%)

30 hours 3 (8.1%) 3 (11.1%) 1 (5.6%) 4 (17.4%) 2 (5.9%) 13 (9.4%) any 2 (5.4%) 1 (3.7%) 2 (11.1%) 0 3 (8.8%) 8 (5.8%) total 37 27 18 23 34 139

notes: different for different benefits. 21 for paid days, 19 for pension. 21 for non-union employees; 11 for union. 25 for pension. Do you provide Benefits for Domestic Partners?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 21 (30.4%) 23 (54.8%) 19 (65.5%) 25 (75.8%) 37 (90.2%) 125 (58.4%) no 19 (27.5%) 8 (19%) 6 (20.7%) 5 (15.2%) 4 (9.8%) 42 (19.6%)

no policy 29 (42%) 11 (26.2%) 4 (13.8%) 3 (9.1%) 0 47 (22%) total 69 42 29 33 41 214

The majority of respondents, particularly larger employers, indicated that domestic partners were treated the same as spouses and received health insurance; health and dental insurance; in some cases health, dental, and vision. Many respondents noted that they must provide supporting documentation and be registered with the City. Several noted that employee must pay the difference in policies. Do you provide a transit commuter benefit (i.e., TransitCheks)?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 30 (45.5%) 26 (60.5%) 21 (72.4%) 28 (82.4%) 36 (87.8%) 141 (66.2%) no 36 (54.5%) 17 (39.5%) 8 (27.6%) 6 (17.6%) 5 (12.2%) 72 (33.8%)

total 66 43 29 34 41 213


If yes, who pays for transit commuter benefit?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

employee 23 (76.7%) 23 (88.5%) 18 (85.7%) 26 (92.9%) 33 (91.7%) 123 (87.2%) organization 7 (23.3%) 3 (11.5%) 3 (14.3%) 2 (7.1%) 3 (8.3%) 18 (12.8%)

total 30 26 21 28 36 141 Do you offer a Section 125 (Flexible Benefits) Plan?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 22 (33.3%) 25 (58.1%) 18 (62.1%) 25 (73.5%) 34 (82.9%) 124 (58.2%) no 44 (66.7%) 18 (41.9%) 11 (37.9%) 9 (26.5%) 7 (17.1%) 89 (41.8%)

total 66 43 29 33 41 212 If yes, for what: Section 125 plan covers:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

health insurance premiums

12 (19.4%) 13 (15.5%) 6 (12.8%) 11 (13.3%) 26 (19.5%) 68 (16.6%)

flexible spending account

18 (29.0%) 19 (22.6%) 14 (29.8%) 23 (27.7%) 28 (21.1%) 102 (24.9%)

transit/parking 9 (14.5%) 12 (14.3%) 7 (14.9%) 13 (15.7%) 21 (15.8%) 62 (15.2%) dependent care 7 (11.3%) 15 (17.9%) 8 (17.0%) 15 (18.1%) 25 (18.8%) 70 (17.1%) unreimbursed medical expenses

9 (14.5%) 13 (15.5%) 5 (10.6%) 10 (12.0%) 18 (13.5%) 55 (13.4%)

child care 7 (11.3%) 11 (13.1%) 5 (10.6%) 8 (9.6%) 15 (11.3%) 46 (11.2%) other * 0 1 (1.2%) 2 (4.3%) 3 (3.6%) 0 6 (1.5%) total 62 84 47 83 133 409 * Aflac; Aflac Accident & DBL; Dental & Vision; 403(b). To read more about FSAs, go to www.npccny.org/members_only/pmei10.htm.


Do you have a Retirement Savings Plan?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 49 (70%) 33 (75%) 25 (86.2%) 31 (91.2%) 39 (95.1%) 177 (81.2%) no 21 (30%) 11 (25%) 4 (13.8%) 3 (8.8%) 2 (4.9%) 41 (18.8%)

total 70 44 29 34 41 218 Types of retirement plans:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

403(b) 33 (55.9%) 21 (53.8%) 18 (54.5%) 26 (61.9%) 35 (53.8%) 133 (55.9%) 401(k) 11 (18.6%) 9 (23.1%) 6 (18.2%) 6 (14.3%) 8 (12.3%) 40 (16.8%) IRA/SEPP 8 (13.6%) 1 (2.6%) 2 (6.1%) 0 0 11 (4.6%) Defined Contribution * 2 (3.4%) 7 (17.9%) 5 (15.2%) 6 (14.3%) 16 (24.6%) 36 (15.1%) other ** 5 (8.5%) 1 (2.6%) 2 (6.1%) 4 (9.5%) 6 (9.2%) 18 (7.6%) total 59 39 33 42 65 238 * may be either a 401(k) or a 403(b). ** 457b - top hat; Simple IRA; 457F and 457B; Defined Benefit; Profit Sharing - employee must be on staff for one year (contribution is 3% of annual salary, 100% vested); 403(b) Thrift Plan; Tax Deferred Annuity; also, several noted “frozen” defined benefit plans. Do you make employer contributions to 403(b) plans?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 14 (42.4%) 13 (61.9%) 12 (66.7%) 16 (61.5%) 15 (42.9%) 70 (52.6%) no 19 (57.6%) 8 (38.1%) 6 (33.3%) 10 (38.5%) 20 (57.1%) 63 (47.4%)

total 33 21 18 26 35 133 Employer contributions to 403(b) plans:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

1-2% of salary 2 (16.7%) 1 (9.1%) 3 (21.4%) 5 (33.3%) 0 11 (16.9%) 3-5% of salary 5 (41.7%) 7 (63.6%) 4 (28.6%) 5 (33.3%) 4 (30.8%) 25 (38.5%) 6-10% of salary

3 (25%) 1 (9.1%) 2 (14.3%) 2 (13.3%) 5 (38.5%) 13 (20%)

11-12% of salary

1 (8.3%) 0 3 (21.4%) 0 0 4 (6.2%)

varying % 0 1 (9.1%) 1 (7.1%) 1 (6.7%) 4 (30.8%) 7 (10.8%) fixed dollar amount

1 (8.3%) 1 (9.1%) 1 (7.1%) 2 (13.3%) 0 5 (7.7%)

total 12 11 14 15 13 65 Employer contribution formulas are not as simple as the chart above. Many are straightforward one-to-one matches. Other formulas vary drastically, and cannot be charted. Responses included: 3% match of gross salary after two years of

employment 5% of base salary after one year of employment 5% after 2 years employment

after 1 year of employment, ER contributes 5% of salary IF EE is contributing at least 3%.

6% for 1st year, 8% for 2nd year, 10% for 3+ years

Employer will pay a maximum of $5,000/year


$4,500 annual agency contribution 1-1 match up to 2% of employee's salary 1:1. Up to 5.775% of annual salary Matched up to $2,000 on a 1:1 ratio. Also

contributes (regardless of EE contributions): up to 3 years of service: 4% of salary, 3 to 5 years: 5%; 5 to 7 years: 6%; 7 to 10 years: 7%; over 10 years: 8%.

2.5% for employee w/ 1 year of service who defer 5% of their salary into the plan

Discretionary decision by Board 3/5/6% dependent upon years of service; up to

2% match fixed percentage of salary depending upon

budget for employees making less than $60,000/year:

for any contribution made up to 10% of salary, agency will make a 130% matching contribution.

Waiting period for employer contributions to 403(b) plans:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

1-3 months 2 (16.7%) 3 (25.0%) 2 (16.7%) 2 (14.3%) 1 (6.7%) 10 (15.4%) 6 months 2 (16.7%) 0 1 (8.3%) 0 0 3 (4.6%) 1 year 7 (58.3%) 6 (50.0%) 5 (41.7%) 6 (42.9%) 7 (46.7%) 31 (47.7%) 2 years 0 2 (16.7%) 1 (8.3%) 2 (14.3%) 1 (6.7%) 6 (9.2%) 3 -5 years 0 0 0 0 1 (6.7%) 1 (1.5%) immediately 1 (8.3%) 1 (8.3%) 3 (25.0%) 4 (8.6%) 5 (33.3%) 14 (21.5%) total 12 12 12 14 15 65 How long before an employee is fully vested in 403(b) plan?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

3-6 months 5 (20.8%) 1 (7.1%) 1 (6.3%) 1 (4.5%) 0 8 (7.5%) 1 year 1 (4.2%) 0 3 (18.8%) 0 1 (3.2%) 5 (4.7%) 2 years 0 1 (7.1%) 0 1 (4.5%) 2 (6.5%) 4 (3.7%) 3 years 2 (8.3%) 0 0 3 (13.6%) 5 (16.1%) 10 (9.3%) 4-5 years 0 3 (21.4%) 2 (12.5%) 3 (13.6%) 7 (22.6%) 15 (14%) 6-10 years 0 0 0 0 0 0 immediately 16 (66.7%) 9 (64.3%) 10 (62.5%) 14 (63.6%) 16 (51.6%) 65 (60.7%) total 24 14 16 22 31 107 Do you make employer contributions to 401(k) plans?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 7 (63.6%) 6 (66.7%) 4 (66.7%) 5 (83.3%) 8 (100%) 30 (75%) no 4 (36.4%) 3 (33.3%) 2 (33.3%) 1 (16.7%) 0 10 (25%)

total 11 9 6 6 8 40


Employer contributions to 401(k) plans:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

1-2% of salary 1 (16.7%) 0 1 (25%) 0 1 (14.3%) 3 (11.1%) 3-5% 3 (50%) 4 (66.7%) 3 (75%) 4 (100%) 4 (57.1%) 18 (66.7%) 6-10% 1 (16.7%) 1 (16.7%) 0 0 0 2 (7.4%) 11-15% 0 0 0 0 0 0 varying % 1 (16.7%) 1 (16.7%) 0 0 1 (14.3%) 3 (11.1%) fixed $ amount 0 0 0 0 1 (14.3%) 1 (3.7%) total 6 6 4 4 7 27 Responses included: Minimum of 3% to maximum of 6% contingent upon Employee participating in the 403(b) plan when there is an operating profit in the previous year 3% after one year of employment Waiting period for employer contributions to 401(k) plans:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

1-3 months 2 (28.6%) 2 (33.3%) 1 (25%) 0 2 (25%) 7 (23.3%) 6 months 3 (42.9%) 1 (16.7%) 0 0 0 4 (13.3%) 1 year 1 (14.3%) 1 (16.7%) 3 (75%) 2 (40%) 6 (75%) 13 (43.3%) 2 years 0 0 0 0 0 0 3 years 0 0 0 1 (20%) 0 1 (3.3%) immediately 1 (14.3%) 2 (33.3%) 0 2 (40%) 0 5 (16.7%) total 7 6 4 5 8 30 How long before an employee is fully vested in 401(k) plan?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

3-6 months 0 0 0 0 0 0 1 year 1 (10%) 0 1 (20%) 2 (40%) 0 4 (11.1%) 2 years 2 (20%) 0 0 1 (20%) 1 (11.1%) 4 (11.1%) 3 years 0 0 0 0 2 (22.2%) 2 (5.6%) 4-5 years 2 (20%) 1 (14.3%) 1 (20%) 1 (20%) 4 (44.4%) 9 (25%) 6-10 years 2 (20%) 0 0 0 1 (11.1%) 3 (8.3%) immediately 3 (30%) 6 (85.7%) 3 (60%) 1 (20%) 1 (11.1%) 14 (38.9%) total 10 7 5 5 9 36 Do you make employer contributions to IRA/SEPP plans?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 8 (100%) 1 (100%) 2 (100%) 0 0 11 (100%) no 0 0 0 0 0 0

total 8 1 2 0 0 11


Employer contributions to IRA/SEPP plans:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

1-2% of salary 1 (16.7%) 0 1 (50%) 2 (22.2%) 3-5% of salary 1 (16.7%) 1 (100%) 2 (22.2%) 6-10% of salary 0 1 (50%) 1 (11.1%) 11-15% of salary 3 (50%) 3 (33.3%) varying % 1 (16.7%) 1 (11.1%) fixed dollar amount 0 0 total 6 1 2 0 0 9 Waiting period for employer contributions to IRA/SEPPplans:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

1-3 months 3 (37.5%) 1 (100%) 4 (36.4%) 6 months 1 (12.5%) 1 (9.1%) 1 year 4 (50%) 2 (100%) 6 (54.5%) 2 years total 8 1 2 0 0 11 How long before an employee is fully vested in IRA/SEPP plan?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

3-6 months 2 (25%) 2 (18.2%) 1 year 2 (25%) 1 (50%) 3 (27.3%) immediately 4 (50%) 1 (100%) 1 (50%) 6 (54.5%) total 8 1 2 0 0 11 Do you make employer contributions to Defined Contribution plans? (may be either a 401(k) or a 403(b))


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 1 (50%) 7 (100%) 4 (80%) 6 (100%) 15 (93.8%) 33 (91.7%) no 1 (50%) 1 (20%) 1 (6.3%) 3 (8.3%)

total 2 7 5 6 16 36 Employer contributions to Defined Contribution plans: (may be either a 401(k) or a 403(b))


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

1-2% salary 1 (11.1%) 1 (12.5%) 2 (5.3%) 3-5% 1 (100%) 5 (55.6%) 1 (25%) 4 (50%) 7 (43.8%) 18 (47.4%) 6-10% 2 (22.2%) 2 (50%) 4 (25%) 8 (21.1%) 11-15% 2 (25%) 2 (5.3%) varying % 1 (11.1%) 1 (25%) 1 (12.5%) 1 (6.3%) 4 (10.5%) other 4 (25%) 4 (10.5%) total 1 9 4 8 16 38


Responses included: 6% for 1st year, 8% for 2nd year, 10% for 3+ years Employed 2-4 yrs = 3%, 4-6 yrs = 6%. 6-12 yrs = 9%,

12-25 yrs = 12%, 25+ yrs = 14% subject to collective bargaining Up to 3.5% depending on operating results for the

year

3% match of gross salary after two years of employment

employer pays entire cost, % raises with longer term employees

Minimum of 3% to Maximum of 6%

Waiting period for employer contributions to Defined Contribution plans: (may be either a 401(k) or a 403(b))


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

1-3 months 3 (37.5%) 2 (13.3%) 5 (14.3%) 1 year 3 (37.5%) 5 (100%) 4 (66.7%) 7 (46.7%) 19 (54.3%) 2 years 1 (12.5%) 1 (16.7%) 4 (26.7%) 6 (17.1%) immediately 1 (100%) 1 (12.5%) 1 (16.7%) 2 (13.3%) 5 (14.3%) total 1 8 5 6 15 35 How long before an employee is fully vested in Defined Contribution plan? (may be either a 401(k) or a 403(b))


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

1 year 1 (16.7%) 1 (2.9%) 2 years 3 (37.5%) 4 (26.7%) 7 (20.6%) 3 years 1 (16.7%) 4 (26.7%) 5 (14.7%) 4-5 years 1 (25%) 1 (16.7%) 3 (20%) 5 (14.7%) immediately 1 (100%) 5 (62.5%) 3 (75%) 3 (50%) 4 (26.7%) 16 (47.1%) total 1 8 4 6 15 34 Do you offer an Education Assistance/Tuition Reimbursement program?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 6 (9.1%) 6 (14.3%) 6 (21.4%) 12 (36.4%) 11 (26.8%) 41 (19.5%) no 60 (90.9%) 36 (85.7%) 22 (78.6%) 21 (63.6%) 30 (73.2%) 169 (80.5%)

total 66 42 28 33 41 210 Examples of tuition reimbursement cited: $1,000 per semester after 1 year of service $1000-2000 per year for qualfying programs $125 annual $500/year $2,000 annually After satisfying 3 months of service, employees

are eligible for $3,000 per fiscal year in tuition reimbursement

3 credits per semester with maximum of $600.00 per credit, work one year with organization to become eligible

80% for an "A", 70% for a "B", 50% for a "C", $0.00 for anything below

After 1 year of continuous employment and prior written approval, FT employees are eligible for work-related courses/programs.

if funds are available (6 respondents) case by case basis (3 respondents)


Matriculated courses ER pays 75% of the tuition expense to a maximum of $3,000 annually.

up to $6000/yr textbook reimbursement Tuition grant if relevant to job function

up to $900 annually for full time employees 3 credits per semester with maximum of

$600.00 per credit, work one year with organization to become eligible

Do you provide full pay for Jury Duty absence?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 55 (82.1%) 37 (86%) 28 (100%) 32 (97%) 40 (97.6%) 192 (90.6%) no 10 (14.9%) 5 (11.6%) 0 1 (3%) 1 (2.4%) 17 (8%)

no policy 2 (3%) 1 (2.3%) 0 0 0 3 (1.4%) total 67 43 28 33 41 212

If yes, for how many days:


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

3-5 days 5 (29.4%) 7 (38.9%) 3 (33.3%) 8 (38.1%) 3 (13.6%) 26 (29.9%) 7-10 days 6 (35.3%) 9 (50%) 3 (33.3%) 5 (23.8%) 10 (45.5%) 33 (37.9%)

11-15 1 (5.9%) 0 0 0 1 (4.5%) 2 (2.3%) 20-30 0 0 0 1 (4.8%) 0 1 (1.1%)

unlimited 3 (17.6%) 2 (11.1%) 3 (33.3%) 4 (19%) 4 (18.2%) 16 (18.4%) no policy/unknown 2 (11.8%) 0 0 3 (4.3%) 4 (18.2%) 9 (10.3%)

total 17 18 9 21 22 87 Responses include: • 10 days after one year of service. • No policy, but exceptions made. • We will pay all Regular Full-time employees their

regular rate of pay for the first ten (10) days of jury duty provided the employee has successfully completed the first three (3) months of employment, and complies with other rules.

• The organization is committed to insuring that employees are allowed to discharge their civic duties at no loss of job security or compensation. Therefore, the organization will permit employees to serve on juries at their normal rates of pay during the period of

jury or witness duty. If the court in which the employee serves as a juror or acts as a witness provides any compensation for such service, the employee is required to reimburse the organization for the amount received from that court.

• Exempt: pay 2 weeks; non-exempt pay regular pay 1st 2 weeks if employed for more than 12 months.

• No limit, ee must provide proof. • Employees called to serve on jury duty are paid the

difference between their juror’s fee and their regular salary. The employee should return to work if excused from jury duty for at least half a day.

Do you provide Long-Term Care Insurance?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 5 (7.5%) 3 (7%) 3 (11.5%) 6 (18.2%) 6 (14.6%) 23 (11%) no 62 (92.5%) 40 (93%) 23 (88.5%) 27 (81.8%) 35 (85.4%) 187 (89%)

total 67 43 26 33 41 210


If yes, who pays for long-term care insurance premium?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

employee 2 (40%) 1 (33.3%) 3 (100%) 1 (16.7%) 4 (66.7%) 11 (47.8%) organization 3 (60%) 2 (66.7%) 5 (83.3%) 2 (33.3%) 12 (52.2%)

total 5 3 3 6 6 23 Do you offer Post-Retirement benefits?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 2 (3.2%) 2 (4.8%) 2 (7.1%) 3 (9.7%) 5 (12.2%) 14 (6.8%) no 45 (71.4%) 25 (59.5%) 22 (78.6%) 23 (74.2%) 32 (78%) 147 (71.7%)

no policy 16 (25.4%) 15 (35.7%) 4 (14.3%) 5 (16.1%) 4 (9.8%) 44 (21.5%) total 63 42 28 31 41 205

Examples of post-retirement benefits offered: $5,000 towards health insurance if retired at

medicare age AARP Medical Full health benefits (and for covered

spouses/domestic partners), paid for by the employer

DC37 union memebrs receive health insurance benefits

Executive Director can opt to stay on health plan post retirement

Health care to which employee contributes on a sliding scale based on years of service.

health/dental and vision Do you offer Severance?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 18 (27.7%) 12 (28.6%) 16 (55.2%) 8 (24.2%) 20 (48.8%) 74 (35.2%) no 24 (36.9%) 13 (31%) 8 (27.6%) 17 (51.5%) 13 (31.7%) 75 (35.7%)

no policy 23 (35.4%) 17 (40.5%) 5 (17.2%) 8 (24.2%) 8 (19.5%) 61 (29%) total 65 42 29 33 41 210

Examples of severance policies: One week for every year of service Only if not terminated for cause. After 2 yrs

employment, 2 weeks to anyone who did not receive prior written notice of their incompatibility or poor performance. One week if they did receive notice.

Upon elimination of a position For all staff leaving on good terms with

organization (not fired) Severance pay equal to one week for each year

of service over six months, to be capped at a maximum amount of 10 weeks severance (prorated accordingly for part time employees).

Reason for dismissal may affect the granting of severance pay.

When all outstanding obligations to the organization are complete, e.g., returning keys, files, reports, funds or other property, a final check for the final pay period plus unused vacation time up to fifteen (15) days will be issued to the employee. The organization may withhold accrued vacation pay until such time as the above-delineated outstanding obligations are met.

Depending on budget and performance, we aim for 1 year of service = 1 week of severance pay

Case by case (7 respondents)


An employee who resigns after completion of at least 10 years of service shall be given severance pay consisting of one day’s pay for each of the first 10 years service and two days pay for each year of service thereafter.

Employees who are laid off shall be entitled to one month of severance pay and to continuation of health insurance through the third month following the month of layoff.

For layoffs: 1 month for each year varies (5 respondents)

Do you offer Flextime?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 29 (43.3%) 15 (34.9%) 14 (50%) 12 (37.5%) 15 (36.6%) 85 (40.3%) no 7 (10.4%) 6 (14%) 3 (10.7%) 5 (15.6%) 6 (14.6%) 27 (12.8%)

no policy 31 (46.3%) 22 (51.2%) 11 (39.3%) 15 (46.9%) 20 (48.8%) 99 (46.9%) total 67 43 28 32 41 211

Examples of flextime policies: Employees can flex their schedules and vary

start and end times each day as long as they work the minimum of 35 hourse per week.

On a case by case basis (4 respondents) When feasible Depends on position Employees are permitted to choose their start

and quitting times within parameters set by management, at either end of "core time" during which all employees must be present.

Starting time may be anywhere from 8 am to 10am depending on employee circumstances

allowed to work an 8 hour day between the hours of 8am and 6pm Monday-Friday.

in certain circumstances for specific projects with approval of supervisor

to be determined by employee and supervisor key employees whose duties don't require being

physically present are eligible

Do you allow employees to Telecommute?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 35 (51.5%) 19 (44.2%) 18 (62.1%) 13 (39.4%) 12 (29.3%) 97 (45.3%) no 7 (10.3%) 7 (16.3%) 6 (20.7%) 5 (15.2%) 11 (26.8%) 36 (16.8%)

no policy 26 (38.2%) 17 (39.5%) 5 (17.2%) 15 (45.5%) 18 (43.9%) 81 (37.9%) total 68 43 29 33 41 214

Examples of telecommute policies: case by case (11 respondents) based on nature of work, performance and

mutual needs For mothers and fathers who have children

younger than 1 years old For certain categories of employee no more than 10 days a month

on special projects with permission of Exec Dir with approval of dept head & HR On a very limited basis determined by the

circumstances senior staff only when necessary/needed (6 respondents) No formal policy, but it is a practice.


Do you offer Sabbaticals and/or Leaves of Absence (separate from FMLA)?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 14 (20%) 6 (13.6%) 11 (37.9%) 12 (36.4%) 16 (39%) 59 (27.2%) no 13 (18.6%) 19 (43.2%) 10 (34.5%) 10 (30.3%) 13 (31.7%) 65 (30%)

no policy 43 (61.4%) 19 (43.2%) 8 (27.6%) 11 (33.3%) 12 (29.3%) 93 (42.9%) total 70 44 29 33 41 217

If yes, what do you offer?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

sabbatical 1 (7.7%) 2 (33.3%) 0 1 (9.1%) 0 4 (7.4%) leave 8 (61.5%) 3 (50%) 7 (77.8%) 3 (27.3%) 14 (93.3%) 35 (64.8%) both 4 (30.8%) 1 (16.7%) 2 (22.2%) 7 (63.6%) 1 (6.7%) 15 (27.8%) total 13 6 9 11 15 54

Number of years of service required for sabbatical or leave?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

1 yr 4 (33.3%) 1 (25%) 2 (28.6%) 0 8 (61.5%) 15 (35.7%) 2 yrs 1 (8.3%) 0 0 1 (16.7%) 0 2 (4.8%)

3-4 yrs 2 (16.7%) 1 (25%) 0 1 (16.7%) 0 4 (9.5%) 5-9 yrs 3 (25%) 0 1 (14.3%) 4 (66.7%) 1 (7.7%) 9 (21.4%) 10 yrs 0 0 1 (14.3%) 0 1 (7.7%) 2 (4.8%)

other * / unknown

2 (16.7%) 2 (50%) 3 (42.9%) 0 3 (23.1%) 10 (23.8%)

total 12 4 7 6 13 42 * case by case; organization’s discretion. Do you continue payment for health insurance (for sabbatical or leave of absence)?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 8 (57.1%) 3 (50%) 2 (20%) 4 (33.3%) 4 (26.7%) 21 (36.8%) no 3 (21.4%) 2 (33.3%) 6 (60%) 6 (50%) 9 (60%) 26 (45.6%)

no policy 3 (21.4%) 1 (16.7%) 2 (20%) 2 (16.7%) 2 (13.3%) 10 (17.5%) total 14 6 10 12 15 57


Length of time for continuing health insurance payment (for sabbatical or leave of absence):


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

2 wks -1 month 2 (28.6%) 2 (12.5%) 2 months 1 (100%) 1 (6.3%) 3 months 3 (42.9%) 1 (50%) 2 (100%) 2 (50%) 8 (50%) 6 months 1 (50%) 2 (50%) 3 (18.8%) other * / unknown

2 (28.6%) 2 (12.5%)

total 7 2 2 1 4 16 Sabbatical and Leave Policy examples include: Employees may take 3 month leave of absence

without pay after 3 years of continuous service. Up to 4 months in any 18 month period after 2

years of service. No pay, health insurance coverage continues for 3 months with 50% employee contribution.

Reasonable requests for a leave of absence involving illness, education, death in the family, etc., will be considered at the organization's discretion.

granted on case by case basis. Employee must use Cobra and cover all costs to continue health insurance. Annual and medical leave to not accumulate while absent.

Employees with 12 months or more of service may apply for 6 months personal leave.

case by case (4 respondents)

Do you have Summer Hours?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 24 (36.9%) 14 (32.6%) 13 (44.8%) 10 (34.5%) 13 (31.7%) 74 (35.7%) no 31 (47.7%) 23 (53.4%) 16 (55.2%) 17 (58.6%) 24 (58.5%) 111 (53.6%)

no policy 10 (15.4%) 6 (13.9%) 0 2 (6.9%) 4 (9.8%) 22 (10.6%) total 65 43 29 29 41 207

Examples of summer hours policies: 1/2 day Fridays (5 respondents) close at 2 on Fridays 8am-6pm M-Th, off on Fridays closed on Fridays, July 1 through Labor Day half-day Fridays or 4-day work week (35 hours

in 4 days) allowed Half-day on Fridays or every other Friday off When feasible, we leave at 3 on Fridays Where permitted by work schedules, employees

can work a half day on Fridays or Mondays in July and August.

Close at 1pm, or 2pm or 3pm Fridays (17 respondents) between Labor Day and Memorial Day; or July and August.

For administrative staff only

work an extra hour Mon-Thurs and leave early on Fridays, or take every other Friday off

Employees may leave at 3 p.m. on all summer Fridays or take four Fridays off

Close early on Fridays in the winter to allow for observing the Jewish sabbath.

Employees may take Fridays off between Independence Day and Labor Day, as workload permits. Any employee that works on a Summer Friday will earn a compensatory leave day to be used at any point during the remainder of the fiscal year.

Each full-time employee receives 4 paid Fridays off during the summer.


Do you provide Additional Benefits for Executives beyond those for other employees?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 11 (16.4%) 4 (9.5%) 3 (10.3%) 6 (20.7%) 17 (42.5%) 41 (19.8%) no 40 (59.7%) 33 (78.6%) 26 (89.7%) 20 (69%) 17 (42.5%) 136 (65.7%)

no policy 16 (23.9%) 5 (11.9%) 0 3 (10.3%) 6 (15%) 30 (14.5%) total 67 42 29 29 40 207

Additional executive benefits include: Additional PTO days Additional retirement package Auto allowance and life & disability insurance

allowance Cell phone/data bill covered by organization Fully paid family health plan Health insurance for spouse Smart phone reimbursement; executive

coaching Additional vacation (5 respondents)

457 Plan Reimbursement for health coverage Enhanced or additional life insurance SERP merit based bonuses 1 extra personal day per year and additional

retirement savings Full medical / dental premiums paid for

dependents car and parking

Are there Other Benefits not covered in this survey that are offered to employees?


11-25 employees

26-49 employees

50-99 employees

100+ employees

all

yes 11 (17.2%) 16 (38.1%) 20 (69%) 19 (67.9%) 33 (80.5%) 99 (48.5%) no 53 (82.8%) 26 (61.9%) 9 (31%) 9 (32.1%) 8 (19.5%) 105 (51.5%)

total 64 42 29 28 41 204 Additional benefits cited include: Life Insurance & AD&D (66% of respondents) life insurance, vision, community service day

(one day off), free checking up to $1,000 toward professional development /

conferences every year Life, AD&D, EAP EAP; gym reimbursement, wellness initiatives,

additional employee-paid life insurance, range of AFLAC coverages.

data plan for smart phone for employees who need to respond to e-mails outside of work hours

Life Insurance; Eye Insurance (employee pays); cell phone - $40/month reimbursement for employees who are out of the office more than 25%

EAP, Life Insurance ($50K) Life Insurance: All full time, active employees

are insured for 1 times your annual salary, up to

a maximum of $250,000. Benefits will reduce starting at age 65; AD&D

Employer paid 100% group life insurance and AD&D; employee paid supplemental life insurance. Cover Vision 100% for employees.

Life Insurance - 1 times salary to a maximum of $50,000

term life insurance with a benefit of 2 times annual salary up to a maximum of $225,000

Life insurance 3X annual salary, paid by employer, optical paid by employee

Life Insurance. Voluntary Life Insurance, AD&D, Voluntary AD&D, EAP, Aflac, Travel Insurance, Identity Theft, Bereavement Counseling

Employees receive 1.5 times their annual salary to a max of $150K in life insurance

Housing to the President Aflac, Supplemental Insurance for part time staff Complete AFLAC Coverage


This document can be found at www.npccny.org/members_only/2012BenefitsSurvey.pdf.

The Nonprofit Coordinating Committee of New York, Inc., (NPCC) is the voice and information source for New York nonprofits. Established in 1984, NPCC informs and connects nonprofit leaders, saves nonprofits money, and strengthens the nonprofit sector’s relations with government. NPCC publishes a monthly newsletter, New York Nonprofits, offers workshops and roundtables on management issues, provides cost-saving vendor services, manages a Government Relations Committee that works on sector-wide government and legislative issues, and maintains a website loaded with information on operating a nonprofit. NPCC has 1,600 dues-paying members in the New York City area.

Copyright © 2012 Nonprofit Coordinating Committee of New York, Inc. No part of this document may be reproduced without the express permission of the Nonprofit Coordinating

Committee of New York. 1350 Broadway, Suite 1801

New York, NY 10018 phone: 212-502-4191

fax: 212-502-4189 www.npccny.org

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