Benefits

Vacation:

  • 60 days – 23 months of full-time employment*: (Accrues at 0.0385 x no. hrs. worked per pay period)
  • 24-59 months of full-time employment: 15 days (Accrues at 0.05775 x no. hrs. worked per pay period)
  • 60+ months of full-time employment: 20 days (Accrues at 0.076875 x no. hrs. worked per pay period)

Sick Leave:* Accrues at 0.0385 x no. hrs. worked per pay period

*Staff members begin accruing paid vacation time on the first pay date that includes the 60th day of employment. Staff members begin accruing sick leave on their first day of employment.

Holidays:

11 days per year, including one birthday holiday

Payroll:

Biweekly (26 pay periods per year)

Training:

PETA/FSAP is committed to the professional development of staff members and offers various in-house training courses.

Lunches:

Three subsidized vegan lunches per week are provided in all offices.

Petplan:

Staff members are eligible for a 15 percent discount on Petplan insurance if they enroll online.

Discounts:

All staff members are entitled to an additional 15 percent discount off member prices for PETA merchandise.

Benefits:

New staff members will be eligible for these benefits on their 60th day of employment. For example, if a staff member starts on September 13, 2021, he or she will be eligible for health insurance and flexible spending account (FSA) benefits on November 12, 2021.

  • United Healthcare: Three medical plans are offered, and all provide medical and prescription coverage. Dental and vision are also provided.
  • American Benefits Group: Three pre-tax FSA plans (medical, dependent, and transportation) are offered. D.C.-area transportation is administered by HR through the Washington Metropolitan Area Transit Authority system.
  • Mutual of Omaha: Life/accidental death insurance policy, long-term disability, and short-term disability (not available for staff members who reside in a state that offers a state-run plan) coverage. Premiums are provided at a group rate and are taken post-tax through payroll deduction.
  • Guardian: Accident, Critical illness, and hospitalization coverage are offered.

401(k):

Staff members are eligible to enroll at open enrollment after one year of service if 21 years of age or older. Effective April 1, 2019, employer match is a rate of $0.25 per $1 of deferral up to a 9 percent contribution, not to exceed 2.25 percent of gross wages. Staff members are fully vested after six years of employment. The plan offers numerous investment options.

Other:

The consumption and wearing of animal products in PETA offices is prohibited. A “No Smoking” policy is also in effect in PETA offices.

We are an equal opportunity employer.

Insurance Benefits

United Healthcare Dental

100/90/60% in-network benefit

100/80/50% out-of-network

(preventive/basic/major services)

Costs (per pay period)

 Standard DentalOrthodontia Dental
Employee$10.72$12.43
Employee + Child(ren)$14.69$17.11
Employee + Spouse$19.12$22.32
Employee + Family$26.28$30.78

United Healthcare Vision (frequency of services is once/12 months)

Exam: $10 copayment

Frames: $130 allowance or $105 on contact lenses

Standard plastic lenses: $25 copayment

Costs (per pay period)

Vision Insurance Cost
Employee$1.69
Employee + Child(ren)$3.40
Employee + Spouse$3.24
Employee + Family$5.00

Medical

Three choices are available through United Healthcare:

In-Network:

TraditionalStandard Health Reimbursement Arrangement (HRA)Savings Plan with Optional Savings Account (HSA)
Preventive Care0% (Plan pays 100%, deductible does not apply)0% (Plan pays 100%, deductible does not apply)0% (Plan pays 100%, deductible does not apply)
Physician’s Office

Primary Care Physician (PCP): $25 copayment

Specialist: $50 copayment

PCP or specialist: 20% after deductiblePCP or specialist: 20% after deductible
Urgent Care$50 copayment20% after deductible20% after deductible
Emergency Room (ER)$250 copayment20% after deductible20% after deductible
Inpatient Hospital Stay$300 copayment after deductible20% after deductible20% after deductible
Major Diagnostics (CT, MRI) and Outpatient Surgery20% after deductible20% after deductible20% after deductible
Deductible

$750 Individual

$1,500 Family

(Member copayments do not accumulate toward deductible.)

$3,000 Individual

$6,000 Family

(Subsidized by HRA: $750 Employee; $1,000* Employee and dependents after meeting the first portion of the deductible)

$3,000 Individual

$6,000 Family

(Subsidized by HSA: $400*

Includes pharmacy)

Out-of-Pocket Maximum

$4,000 Individual

$8,000 Family

(Member copayments do contribute toward Out-of-Pocket Maximum.)

$5,000 Individual

$10,000 Family

$5,000 Individual

$10,000 Family

Out-of-Network:

TraditionalStandard Health Reimbursement Arrangement (HRA)Savings Plan with Optional Savings Account (HSA)
Deductible

$1,500 Individual

$3,000 Family

$4,000 Individual

$8,000 Family

$8,000 Individual

$16,000 Family

Coinsurance

40% after deductible

(ER covered at 100% after $250 copayment)

40% after deductible

(ER covered at 20% co-insurance after in-network deductible)

40% after deductible

(ER covered at 20% co-insurance after in-network deductible)

Out-of-Pocket Max

$6,000 Individual

$12,000 Family

$8,000 Individual

$16,000 Family

$8,000 Individual

$16,000 Family

Rx Coverage Deductible:

TraditionalStandard Health Reimbursement Arrangement (HRA)Savings Plan with Optional Savings Account (HSA)

$100 Individual / $300 Family

Copayment $10/35/60

$100 Individual / $300 Family

Copayment $10/35/60

Medical deductible must be met then

copayment $10/35/60

Costs (per pay period)

TraditionalStandard Health Reimbursement Arrangement (HRA)Savings Plan with Optional Savings Account (HSA)
Employee$152.94$117.40$67.95
Employee + Child(ren)$334.73$273.85$204.99
Employee + Spouse$367.03$296.64$244.45
Employee + Family$505.87$426.91$339.96

*HRA and HSA funding is prorated monthly, based on the number of months remaining in the plan year. Employer contribution to HSA is based on annual salary at enrollment.

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 Ingrid E. Newkirk

“Almost all of us grew up eating meat, wearing leather, and going to circuses and zoos. We never considered the impact of these actions on the animals involved. For whatever reason, you are now asking the question: Why should animals have rights?” READ MORE

— Ingrid E. Newkirk, PETA President and co-author of Animalkind