Arbor Research strives to provide employees with a rich, comprehensive, and competitive benefits package.
All regular employees with an appointment of at least 0.5 FTE are eligible to receive and/or participate in the benefits listed as of their first day of employment. Health (medical/RX) insurance coverage is offered to temporary employees with an appointment of at least 0.5 FTE upon completion of a sixty (60) day waiting period beginning on their first day of employment.
Arbor Research’s benefit plan year runs January through December, with open enrollment in November. The benefits described below are in effect from January 1, 2017 through December 31, 2017.
Arbor Research contributes an amount equal to 10% of the employee’s compensation (annual base salary and overtime) to a 401(k) Retirement Plan on the employee’s behalf; this Plan is administered by TIAA-CREF. There is no contribution or match requirement for the employee to receive this benefit. All plan participants are 100% vested as of their enrollment in the plan. Additionally, employees have the opportunity to make pre-tax contributions to the 401(k) Plan.
All employees, regardless of FTE, are eligible to participate in the 401(k) Plan and receive the employer contribution.
Paid Time Off (PTO)
Arbor Research utilizes one type of Paid Time Off (PTO), which includes time off for holidays, vacation, sick time, and personal time. Employees accumulate 11.08 hours per bi-weekly pay period, totaling thirty-six days (7.2 weeks) of PTO per year. PTO may be taken as chosen by the employee, coordinated with work load and their supervisor. Accumulated PTO may be carried over from one pay period to the next, up to a maximum balance of 240 hours.
PTO accumulation rate and balance limit shall be prorated per FTE basis.
Health (medical/RX) insurance coverage is provided through three plans: 2 - Blue Care Network HMO plans and 1 - Blue Cross/Blue Shield of Michigan PPO plan. Arbor Research pays 74% - 95% of the premium costs, depending on the selected plan and coverage type (single, two-person, or family).
Employees may decline health coverage and receive a cash opt-out. Evidence of alternative health insurance is required.
We also offer Dental Insurance through Mutual of Omaha and VSP Vision Insurance. Arbor Research pays 50% of the premium costs for both of these benefits regardless of coverage type selected.
Life Insurance, Short- and Long-term Disability Benefits
Arbor Research provides and pays for life insurance and accidental death and dismemberment (AD&D) coverage through Mutual of Omaha in the amount equal to the employee’s annual salary, with a minimum benefit of $50,000.
Employees also have the option to purchase additional life insurance and accidental death and dismemberment coverage for employee, spouse, and dependent children. Optional coverage amount limits are $250,000, $125,000, and $10,000, respectively.
Arbor Research provides and pays for short-term and long-term disability insurance. Coverage amounts are 60% of Arbor Research salary up to $2,500 per week and $13,000 per month; respectively.
Critical Illness & Accident Benefits
Employees have the option to purchase critical illness insurance for themselves, spouse, and dependent children. Optional coverage amounts are $5,000, $5,000, and $1,250, respectively.
Employees also have the option to purchase accident insurance for themselves, spouse, and dependent children. This insurance covers a wide variety of injuries and accident related expenses, including but not limited to catastrophic accident.
Reimbursement Accounts – often referred to as flexible spending accounts - for health care, dependent care and parking/transit expenses are available. These accounts offer employees the opportunity to pay for eligible out-of-pocket expenses with pre-tax dollars, contributed via payroll deductions.
All benefits listed may be subject to a Summary Plan Description (SPD) or Arbor Research policy; these documents are not superseded by the information contained in this synopsis. Cost and coverage amounts listed herein reflect a 1.0 FTE appointment. Except as noted, in cases where an appointment of less than 1.0 FTE is in effect, the Arbor Research share of benefit premium is prorated according to FTE (with the difference made up in the employee’s premium share).