Providing benefits that help employees feel secure and grow professionally and personally
are all part of recruiting and retaining great employees. The following is an outline
of the benefits available to employees of Arkansas Blue Cross and its family of
A tax-deferred savings/retirement plan is available for employees. Employees may
contribute from 1 to 50 percent of their gross pay each pay period. ABCBS will match
50% to 100% (depending on the employee's years of service) of up to 6% of the employee's
salary, when deferred by the employee as contributions to the 401(k) Savings and
PLU$ retirement plan. For Pinnacle Business Solutions, Inc. employees hired or rehired
after December 31, 2010, ABCBS will match 50% to 100% (depending on the employee's
years of service) of up to 3% of the employee's salary, when deferred by the employee
as contributions to the 401(k) Savings and PLU$ retirement plan. Vesting also is
based on years of service with 100 percent vesting after six years of employment.
Depending on company profitability, ABCBS will make an annual contribution to an
employee's 401(k) PLU$ account for retirement savings. Employees will receive an
annual 401(k) PLU$ contribution equal to a minimum of 2%, of the employee's annual
earnings. The minimum PLU$ contribution for employees of Pinnacle Business Solutions
hired or rehired after December 31, 2010, is 1% of the employee's annual earnings.
Employees will choose how to invest these annual contributions just as they do with
their individual 401(k) retirement savings. An employee must be employed on December
31 in order to receive this contribution. The contribution will be made as soon
as administratively possible after the end of each year.
All amounts contributed to the 401(k) Savings and PLU$ retirement plan by ABCBS
or the employee are tax deferred.
The company observes business-casual dress Monday through Thursday. Casual dress
is allowed on Fridays.
The office hours of Arkansas Blue Cross are 8:00 a.m. to 4:30 p.m.; Monday through
Friday, with a 30-minute lunch break and two 15-minute breaks. Flexible hours are
available in some areas.
A cafeteria is available in the Arkansas Blue Cross South Building at Seventh and
Gaines Street in downtown Little Rock. Vending and break areas are available in
all Arkansas Blue Cross facilities.
During an extended illness or hospitalization, employees may utilize an Arkansas
Blue Cross case manager to work with them and their families to ensure they receive
appropriate, quality care. Case managers can help coordinate home health care, help
ensure quality care and assist employees in maximizing their health benefits.
A monthly newsletter, Blueprint, is distributed internally to all employees. An
intranet site, InsideBlue, keeps employees up to date on late-breaking news and
policy changes. Employee meetings are held and special communications pieces are
distributed on an as-needed basis.
Employees may receive an annual corporate incentive if the employee and the company
meet certain criteria.
Employees may participate in a federal credit union available through Arkansas Blue
Employees will be granted a leave with pay in the event of a death in the immediate
family. The length of the leave period may be up to three days as determined by
the manager. No period of service is required to be eligible.
Each year, employees select a group of their peers to represent them on the Enterprise
Employees' Committee. This group plans employee and community outreach activities
throughout the year. The Employees' Committee provides gifts to participating employees
for the following: baby gift, wedding gift and retirement. A nominal fee is charged
for participation and is paid through payroll deduction.
A strictly confidential service is offered to employees and their families that
provides short-term counseling for stress management and emotional, financial, adolescent,
and substance-abuse programs. The schedule of benefits varies by location.
Wellness Works, the Arkansas Blue Cross employee wellness program, is committed
to assisting employees in achieving and maintaining good health and well-being through
wellness activities and educational sessions. This program is implemented and coordinated
by the Wellness Works Council comprised of employees from throughout the enterprise.
Activities may vary from year to year but generally include the following:
A flexible spending account is available that allows employees to pay certain health
care and child care expenses with pre-tax dollars. Eligibility is immediate.
The following 10 paid holidays per year are observed:
Employees may purchase auto and homeowner insurance with premiums paid through payroll
Employees are provided (at no cost) with life and accident coverage at two times
their annual salary with a maximum of $350,000. This coverage increases proportionately
with earnings. Effective date is the first of the month following date of hire.
The company provides preventive and restorative dental care for employees, with
the option to purchase coverage for dependents. There is a $25 calendar year deductible
per person with a $1,500 per person maximum benefit per year. Orthodontia coverage
is also available for dependents up to age 19 with a $1,500 per person lifetime
maximum. Effective date of coverage is the first of the month following date of
Employees may purchase one of two options for life insurance for spouse and children.
Option 1: Spouse coverage is $15,000 and dependent-child coverage
is up to $5,000 for each child depending on age of child. Option 2:
Spouse coverage is $25,000 and dependent-child coverage is up to $8,000 for each
child depending on age of child. To add coverage at any time other than upon hire,
birth of a child, adoption/legal guardianship or marriage, the completion of an
application, payroll authorization and Evidence of Insurability (EOI) forms are
required, as employee would then have to be approved for coverage. An EOI form and
approval are also required to increase level of coverage. An EOI form and approval
are always required for Option 2.
Employees receive low-cost health insurance coverage and have the option of purchasing
coverage at a nominal fee for their dependents through payroll deduction. Effective
date of coverage is the first of the month following date of hire.
Employees may choose to purchase one of three levels of coverage based on annual
salary. To add coverage at any time other than upon hire, an Evidence of Insurability
(EOI) form is required, as employee would then have to be approved for coverage.
An EOI form and approval are also required to increase level of coverage.
Employees may purchase Term Life and Cancer insurance for themselves and/or their
dependents during open enrollment only.
Employees may purchase a vision insurance plan for themselves or their family through
payroll deduction. The plan covers basic examinations, frames, and lenses for the
employee, spouse and dependents. The effective date of coverage is the first of
the month following date of hire.
Employees may purchase additional 24-hour accident insurance coverage. Employees
may choose either an Employee Plan or a Family Plan for this coverage.
Employees are eligible for this benefit after one year of service. A 180-day elimination
period is required. The amount of Long Term Disability is 60% of earnings payable
to age 65 for qualified disabilities. Employees are removed from the payroll when
they become eligible for Long Term Disability and are no longer considered active
employees. Basic Group Life, Supplemental Group Life and Dependent Life Insurance
will be continued under the Waiver of Premium provision. Group Health Insurance
will be continued according to policy guidelines.
Arkansas Blue Cross is supportive of the various Guard and Reserve commitments which
have been made by employees. Employees voluntarily enlisting in the various Guard
or Reserve units and employees enlisting after their initial obligation may take
Personal Time Off (PTO) or leave without pay to cover any active duty training period.
Employees will receive compensation if a holiday falls during the training period,
and all employee benefits shall continue through the training period.
Employees called to active duty will remain on the payroll for one year. If military
salary is lower than employee's company salary, the company will pay the difference
for up to one year as long as written verification of military service is provided.
If the period of active duty is less than one year, the company will pay the difference
in salary for the actual period of active duty. Basic Group Life Insurance will
continue during the first three months of active duty, then employee may convert
to an individual policy at employee's expense. Group AD&D and Voluntary AD&D will
be canceled at the time the employee becomes activated. Group Health Insurance will
continue for 30 days from the first day of active duty and may be converted to COBRA
at employee's expense after the 30-day period.
Space in a lot or deck is provided for employee parking, if space is available.
A nominal fee is charged and is paid through payroll deduction.
Employees are paid 26 times per year (every other week) on Fridays. Payroll checks
are deposited directly into a checking or savings account.
PTO is acquired every pay period. PTO includes what is traditionally known as vacation
time and time off for illness. PTO may be taken as it is accrued with a supervisor's
approval and scheduling. PTO is accrued each pay period according to the following
PTO may be accumulated up to a 90-day maximum. Employees may sell back PTO hours
three times in a tax year, up to 120 hours per year. (An 80-hour minimum balance
must be maintained). No less than 24 hours can be sold at one time.
Full-time employees who are involuntarily terminated from current employment as
a result of a company decision to reorganize, reduce workforce or eliminate job
functions may be paid severance pay. Certain criteria must be met, and amount of
severance paid is based on completed years of service.
Employees are eligible for this benefit after one year of service. A 20 workday
elimination period is required before benefit begins. This benefit is 60% of base
salary. Available PTO must be used for elimination period. Employee must notify
their supervisor and the Human Resource Department as early as possible. In the
case of pregnancy, employee must give 30 days advance notice.
The company's facilities are smoke-free environments. Designated areas are available
for employees who smoke.
This prenatal care/health pregnancy program uses education, assessment and intervention
to help employees (and spouses or other covered dependents) who are either pregnant
or planning to start a family.
An employee suggestion system is offered so employees can submit ideas for workplace
improvements. Employees are awarded points which are accumulated and redeemed for
Employees may advance their education with the help of the tuition reimbursement
program. For students pursuing a college degree or certification, or who are taking
courses that are needed for their growth or development, Arkansas Blue Cross reimburses
the employee up to 100% of books, tuition and fees provided certain criteria is
met. The maximum payment for this benefit is $5,250 per year. Employees are eligible
immediately upon date of hire, but only for courses enrolled in after that date.
Employees may join the company's political action committee. A nominal fee is charged
and is paid through payroll deduction.
Arkansas Blue Cross and Blue Shield is an Independent Licensee of the Blue Cross
and Blue Shield Association and is licensed to offer health plans in all 75 counties
of Arkansas. Copyright © 2001-2013 Arkansas Blue Cross and Blue Shield