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:
12 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 the Norfolk office.
Discounts:
All staff members are entitled to an additional 25 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, 2022, they will be eligible for health insurance and flexible spending account (FSA) benefits on November 11, 2022.
- 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.
- 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 Dental | Orthodontia 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 | $1.75 |
| Employee + Child(ren) | $3.50 |
| Employee + Spouse | $3.33 |
| Employee + Family | $5.16 |
Medical
Three choices are available through United Healthcare:
In-Network:
| Traditional | Standard Health Reimbursement Arrangement (HRA) | Savings Plan with Optional Savings Account (HSA) | |
| Preventive Care | 0% (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 deductible | PCP or specialist: 20% after deductible |
| Urgent Care | $50 copayment | 20% after deductible | 20% after deductible |
| Emergency Room (ER) | $250 copayment | 20% after deductible | 20% after deductible |
| Inpatient Hospital Stay | $300 copayment after deductible | 20% after deductible | 20% after deductible |
| Major Diagnostics (CT, MRI) and Outpatient Surgery | 20% after deductible | 20% after deductible | 20% 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:
| Traditional | Standard 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:
| Traditional | Standard 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)
| Traditional | Standard 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.
