Benefits Package
The Y provides eligible team members with a comprehensive benefit package allowing for staff to make choices which fit their individual needs and provides coverage, a sense of security and well-being for those situations that occur in daily life.
Compensation - One YMCA Total Rewards Program
The YMCA’s Total Rewards Program is designed to offer competitive total compensation that reinforces and recognizes exceptional performance and rewards mission and financial results in a well-rounded combination of pay, benefits, career development and learning opportunities in a meaningful, healthy work environment.
YMCA Benefits include:
- Health insurance plans (traditional, HRA, HSA) for employees, spouse, partner and dependents
- Consult-A-Doctor (24/7 physician access service)
- Flexible Spending Accounts (medical and dependent care)
- Dental insurance plans
- Life insurance
- Fully Paid Disability insurance (short and long term, accidental death and dismemberment)
- Funded Retirement Plan 12% annual employer contribution after two years of service (employee and employer contribution)
- Employee Assistance Program (EAP)
- Paid Time Off (holiday pay, holiday flex, paid time off)
- Leaves of absence (FMLA, military, care givers, personal)
- Free Y Membership
- Generous Y Program Discounts
- Association of Y Professionals (supports personal development, professional growth and strengthening of the YMCA professional)
Y benefits play a significant part in your overall total compensation. The Y supports its benefit programs with a generous contribution to each team member’s benefit elections each month.
Through the benefit of a Y membership, provided to each team member, we support the Y’s vision to have a healthy workforce and affirm the goals or our mission statement.
The Y believes in shared responsibility for healthy living for all staff by participating in a biometric based wellness program. In doing so staff can further reduce their benefit costs.
The Y encourages staff to plan for their future and offers a retirement plan which enables staff to reduce their current tax base while building towards a comfortable retirement. The YMCA Retirement Fund has delivered on its mission to provide employees with the means to work retirement while dedicating a career of service to the YMCA. “YMCA CEOs nearly unanimously agree—the Retirement Fund is an irreplaceable benefit.” Since the fund began in 1922, account balances have never gone down, and not one annuity payment has been missed.
Staff is encouraged to make individual contributions to the retirement plan. If the YMCA contributes 12% to an employee’s retirement plan, after thirty years of service that employee can expect to replace 53% of their income from a YMCA Retirement Fund annuity. This is supplemented by 21% from Social Security and 11% from personal savings, thereby providing an 85% overall replacement ratio.
Compensation
The YMCA’s Total Rewards Program aligns with YMCA culture and support the achievement of strategic goals, including its commitment to cultivate and support an environment of equal opportunity and diversity.
At the YMCA we:
- Focus on total rewards including cash compensation, traditional benefits and intrinsic benefits such as culture, career growth, learning and recognition
- Establish compensation levels on the basis of external competitiveness and internal equity
- Pay for performance and reward employees on the basis of work performance and fulfillment of core competencies in support of the YMCA’s mission, values and strategic goals through regular, fair and objective performance appraisals
- Allow for selective use of alternative pay programs to motivate and reward individual and/or group success in accomplishing objectives
- Offer a competitive benefits package that is designed to support long-term career commitment
- Create a health promoting workplace that supports growth in spirit, mind and body and encourages smart consumerism in regard to healthcare
- Provide ample opportunity for learning and career development
- Consider budgetary requirements and be financially affordable for the YMCA and its employees, to the extent possible
- Communicate to employees and supervisors through ongoing education and training
