Vacation
Anchor QEA offers the following annual vacation accruals for regular, full-time employees working 40 hours per week:

Years of Service     Accrual
0 to 2                       10 days
3                              12 days
4                              13 days
5 to 7                       15 days
8                              17 days
10+                          20 days

Full-time employees working fewer than 40 hours per week and part-time employees accrue vacation on a pro-rated basis.  Vacation accruals cap at 200 hours.  Part-time is defined as employees who work less than 25 hours per week.

Vacation Donor Program
An employee may transfer vacation accruals to another employee experiencing financial hardship due to a severe health condition or family emergency.

Personal Health Days
Regular, full-time employees are eligible for a maximum of 6 personal health days per year.  Employees hired after July 1 of a given year are eligible for a maximum of 3 personal health days for that year.  Regular, full-time employees working fewer than 40 hours per week and part-time employees receive personal health days on a pro-rated basis.  Personal health accounts cap at 80 hours.

Holidays
Anchor QEA recognizes 9 paid holidays: New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving, the day after Thanksgiving, Christmas Day, and two floating holidays of the employee’s choice.  Employees hired after July 1 of a given year receive 1 floater holiday for that year.  Regular, full-time employees working fewer than 40 hours per week and part-time employees receive holiday pay on a pro-rated basis.

Transportation Subsidy
Public transportation between work and home for Anchor QEA employees is subsidized at a rate equivalent to a Seattle one-zone peak hour Metro bus pass (currently $81 per month).  The subsidy may be applied to any federal, state, county, or city sponsored public transit option (e.g., buses, ferries, and rail).

Educational Assistance
Anchor QEA offers reimbursement for certain educational costs that benefit both the employee and the company. Eligible educational courses are directly related to improving skills and have a measurable impact on the employee’s contribution.

Gym Membership Subsidy
Anchor QEA offers a gym membership subsidy of $10 per month, payable at year end, to be used at the gym of the employee’s choice.

Professional Development
Anchor QEA offers numerous opportunities for professional growth and learning.  Benefits include professional memberships, off-site training, in-house presentations, well-being presentations, and opportunities to present at conferences.  (See HR for specific details.)

Health Care Coverage (Medical, Dental, and Vision)
Anchor QEA provides medical, dental, and vision coverage to all full-time employees, covering 90% of employee premiums and 70% of employees plus dependent(s) premiums.  Coverage begins the first day of the month following or coinciding with date of hire.

401(k) Plan
Anchor QEA’s 401(k) plan is available to regular, full-, and part-time employees who meet the eligibility requirements.  Employee contributions are matched by Anchor QEA up to 3 percent of the employee’s gross eligible wages.  (See HR for enrollment and match eligibility requirements)

Flexible Spending Account (FSA)
FSA plans are IRS regulated accounts that allow employees to pay for out of pocket expenses with pre-tax dollars.  Anchor QEA offers FSA plans for uncovered medical expenses and dependent care.

Short- and Long-term Disability Insurance
Anchor QEA provides short- and long-term disability insurance to regular, full-time employees.  Insurance pays 60 percent of an employee’s salary while unable to work due to an accident or illness.  (See HR for plan terms and limits).

Life and Accidental Death & Dismemberment Insurance (AD&D)
Anchor QEA provides Life and AD&D insurance for regular, full-time employees.  The life benefit pays 3 times the employee’s annual salary up to $200,000.

Benefits Buffet Program
Anchor QEA has two voluntary (employee pays) benefit plans that leverage the group rates available to the company.  The two plans include a supplemental Life insurance plan and a Long Term Care (LTC) plan.  Both of these benefits are available to the employee and their spouse or domestic partner, and children.  The LTC plan is also available to any family member of the employee (siblings, parents, etc).  Both benefit plans are portable.

College Savings Plan (Section 529)
The College Savings Plan offers employees a tax advantaged benefit to save for higher education costs.  Investments in a Section 529 plan grow tax-deferred and are free of federal taxes when distributions are used for higher education.