UnitedHealthcare’s plans offer employees the choice of a traditional PPO or a PPO with HSA. Both options offer employees a comprehensive nationwide network of physicians and hospitals to visit without referrals. Benefits are maximized within network, but coverage is also available out-of-network. Premiums are cost-shared with the employer. Bi-weekly contributions vary based on the plan selection. Pharmacy and mail-order prescription coverage is included.

IDC offers an HMO option to its California employees. Under an HMO, employees choose a primary care physician to coordinate their care through the Kaiser network. Premiums are cost-shared with the employer. Pharmacy and mail-order prescription coverage is included.

UnitedHealthcare’s dental plan is designed to help employees and their families maintain good dental health through routine preventive measures and to assist them with dental expenses that fall under basic and major care as well as orthodontia. Coverage is based on negotiated network rates and reasonable and customary out-of-network rates. Premiums are cost-shared with the employer.

IDC extends its health care offerings to qualified domestic partners of all health plan participants. Premiums are cost-shared with the employer and are subject to IRS plan guidelines.

Short-Term Disability coverage provides up to 13 weeks of salary and benefit continuation for employees who are away from work for 3 or more consecutive days due to injury, illness, or childbirth. Certification from the attending physician is required to be eligible for this coverage. Salary continuation is based on an employee’s length of service and ranges from 0% – 100% of the employee’s pre-disability earnings (base pay only).

IDC provides a long-term disability benefit to its employees through Guardian Life Insurance Company. Employees are eligible to apply for long-term disability coverage once they have exhausted the short-term disability benefit. If approved, this benefit provides 60% of base pay earnings to a maximum of $15,000 per month.

New Parenting Leave provides employees who are new parents with 1 week of paid leave at 100% of base salary. This leave can be taken at any time during the first 90 days following the birth or adoption of a child.

IDC provides employees who are the primary caregiver of a newly adopted child(ren) with up to 4 weeks of paid leave to care for their new child(ren). Longer leave amounts are available where required by local law. This leave must be taken within the first 90 days following the placement. Salary continuation for this leave is based on the same schedule as the short-term disability policy.

All regular full-time and part-time employees are eligible for reimbursement for adoption-related expenses. IDC will reimburse up to $4,000 per instance up to a maximum of $10,000.

The FMLA entitles eligible employees to take 12 weeks of unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave. The FMLA also entitles eligible employees to take 26 weeks of leave to care for a covered servicemember with a serious injury or illness if the eligible employee is the servicemember’s spouse, son, daughter, parent, or next of kin (military caregiver leave). The FMLA may run concurrently with any applicable state leave laws.

Employees may take up to 3 working days with full pay as bereavement leave if they experience a death in their immediate family.

All IDC employees who are voluntarily or involuntarily called to serve in the United States uniformed services (including active duty and inactive duty training) are granted certain benefit and reemployment rights. Employees may receive paid leave and benefit continuation for up to 13 weeks during military leave. Pay is coordinated with military pay from the government.

Employees may take time off from work to serve on a municipal, county, or federal jury. Your absence will be excused for the full or partial day(s) you are required to serve. You will receive the difference, if any, between the amount the government pays you for jury duty and your salary for a regular workday, for up to 30 calendar days.