ACP Benefit Program
Benefits at ACP are world class! We offer competitive salaries and provide our employees with a comprehensive benefits program including:
- First day - Medical, Dental and Vision Benefits for self, spouse/domestic partner, and eligible dependents
- Medical Opt-Out Program
- College-Sponsored 401(k) Plan/Voluntary 401(k) Plan
- Vacation Leave
- Sick Leave
- College Holidays
- Life Insurance/Voluntary Life Insurance
- Long Term Disability /Voluntary Short Term Disability
- Medical, Dependent and Transportation Spending Accounts
- On-site Parking
- Fitness Center
- Business Casual
- Training and Professional Development Opportunities
- Business Travel Accident Insurance
- Tuition Reimbursement
- Employee Assistance Program/Child and Elder Care Referral Programs
- Credit Union
Medical Plan Options
Independence Blue Cross (IBC) Personal Choice
This plan allows you to choose whether to go in-network or out-of-network for your medical care. There is no deductible to meet before your benefits begin. You will pay a minimal cost share for this coverage.
Cost of IBC Personal Choice Benefit Coverage
Bi-weekly cost share for July 1, 2015 through June 30, 2016.
|Coverage Level||Philadelphia Personal Choice||All employees Dental||All employees Vision|
|Parent/Children||$87.92||Max $4.00||Max $1.00|
|Husband & Wife||$93.46||$2.00||$0.50|
|Family||$101.42||Max $4.00||Max $1.00|
Independence Blue Cross High Deductible Health Plan (HDHP)
Under this plan, the members pay the initial cost of medical and pharmacy expenses until the deductible is satisfied, before insurance coverage starts. If you select the Personal Choice High Deductible Health Plan, you do not have a bi-weekly cost share.
Health Savings Account (HSA)
A Health Savings Account (HSA) is available but it must be used in conjunction with a HDHP.
See a Group Health Comparison.
With this plan, you must select a primary care doctor, but you do not need a referral to see a specialist. You also have the option to receive out-of-network care, but you will be responsible for 40% of the allowable charges. See table for plan details.
Cost of Carefirst Benefit Coverage
Bi-weekly cost share for July 1, 2015 through June 30, 2016.
|Coverage Level||Washington Carefirst||All employees Dental||All employees Vision|
|Parent/Children||$48.92||Max $4.00||Max $1.00|
|Husband & Wife||$54.07||$2.00||$0.50|
|Family||$77.25||Max $4.00||Max $1.00|
Medical Opt-Out Program
If you or your dependents are covered under another medical plan, you may wish to waive coverage and receive a quarterly payment. Your domestic partner and/or their children are not eligible for this program.
The College's dental plan provides benefits for 100% of preventive and diagnostic services and 80% for most other services. Orthodontic benefits help pay for braces for your dependent children up to age 19.
You and your eligible dependents will be covered for eye exams and eye wear every 12 months with a copay.
College-Sponsored 401(k) Plan/Voluntary 401(k) Plan
After three months of employment, the College contributes 8% of your base salary to an account established for you. Employees are not required to match this contribution. In addition, you may contribute to the 401(k) plan, through payroll deduction starting with your first paycheck. This program allows you to save for retirement on a tax-deferred basis up to certain IRS limits.
Each pay period, you will accrue a number of vacation hours determined by your exempt/nonexempt status, years of service with the College, and hours worked per pay cycle.
Each year you may earn up to 70 hours of paid sick leave and accrue up to a maximum of 630 sick hours that can be used to provide income continuation during a medical, family, or maternity leave of absence.
The College observes the following 11 holidays:
|Holiday||Number of Paid Days Off|
|New Year's Day||1|
|Martin Luther King Jr. Day||1|
Life Insurance/Voluntary Life Insurance
The College provides you with a life insurance benefit that equals one times your base annual salary up to a maximum of $250,000. You may also elect to purchase a voluntary life insurance benefit. Coverage is based on a multiple of your salary, and your cost is based on your age and amount of coverage.
Long Term Disability/Voluntary Short Term Disability
The College provides you with long term disability insurance. If you become eligible for long term disability, benefits begin after a 90-calendar day waiting period. You may also purchase a voluntary short term disability plan that pays monthly benefits for a disability, offering you protection against accidents occurring off the job and around the clock coverage for sicknesses. This plan offers income protection during the 90 day waiting period for long term disability.
Medical, Dependent Care, and the Transportation Spending Accounts offer you a tax-effective way to pay for eligible medical, vision, dental, child care and transportation expenses. If you choose to join, you contribute pre-tax dollars to your account and you lower your taxable income.
There is a parking garage for staff based on availability. You will have the bi-weekly fees deducted from your pay.
A fitness facility is available for employees who wish to join. Cardiovascular equipment, free weights, and universal systems are available. You pay a biweekly deduction if you choose to participate in the fitness center.
To allow greater comfort and affordability to staff, the College has a "business casual" dress code for Monday-Thursday and Casual Friday. Business casual is defined as professional, yet comfortable attire. No sneakers or jeans are permitted. On Casual Friday, jeans and sneakers are permitted. The College offers employees the ability to "Summer Dress". From approximately Memorial Day through Labor Day, you are permitted to dress "Casual Friday" all week when office business allows.
Training and Professional Development Opportunities
The College supports your learning and development by offering workshops on a variety of topics ranging from communication to time management.
A schedule of workshops is advertised by email to staff and the learning opportunities are posted on Collegenet, ACP's intranet. The topics offered are determined by the needs identified in annual performance evaluation learning goals and surveys completed after workshops. A small library and guidance on seeking external training classes are also available in Human Resources.
Business Travel Accident Insurance
The College provides a benefit of up to $1,000,000 if you accidentally die while traveling on College business.
ACP provides tuition reimbursement to eligible employees for work-related courses and/or study towards a work-related degree.
Employee Assistance Program (EAP)/Child and Elder Care Referral Programs
EAP services are completely free to you--the College pays the entire cost. You and your family members can seek confidential, professional counseling services through Carebridge, the College's employee assistance provider. In addition, Carebridge offers information regarding childcare options, effective parenting, elder care issues, adoption services, balancing work/life issues, college planning and more.
As an employee of ACP, you are entitled to apply for membership with the Philadelphia Federal Credit Union and enjoy the benefits of a credit union member.
A Final Word
ACP is happy to provide you with a brief summary of the College's benefits. ACP reserves the right to modify, change, or discontinue any benefit plans if future business conditions should warrant such action. You will be provided with more specific information regarding these benefits. If you have immediate questions, please contact the Human Resources Department.
ACP's Executive Vice President/CEO
Steven E. Weinberger, MD, MACP, became Executive Vice President and Chief Executive Officer of the American College of Physicians (ACP) in July 2010.
ACP in the News
ACP and ACP leaders regularly make national news on a variety of important topics.