We’ve built Andrews Cooper intentionally: seeking visionary people who take pride in their work, who are relentlessly curious, and who know that success on missions that matter is always delivered as a team.
The strength of our community is the engine that drives us forward, together.
If you are really good at what you do, thrive on collaboration, and never want to stop learning, AC would love to meet you.
We’d love to learn about the opportunities you are looking for and if AC may be the right place for you.
At AC, the well-being & alignment of our community is our core foundational principle. It’s why we offer what we believe is the most generous & comprehensive benefits package in our industry. We consider our Benefits package to be an important way we demonstrate our unwavering commitment to our people & our community.
If you’re thinking about joining AC, we encourage you to browse the summary descriptions below & see how our benefits fit your family’s specific needs.
For our Employee Handbook and complete benefits program details, please reach out to recruiting@andrews-cooper.com
We strive to provide competitive and comprehensive health, dental, vision, and disability insurance plans* to all regular full-time employees.
Currently, at a $1000 deductible plan (our baseline), AC pays 100% of the employee’s healthcare plan cost and 50% or more of their family member’s healthcare plan cost. Additionally, we offer three alternate insurance plans, including PPOs and HSA accounts, to cater to our employees’ unique healthcare needs. HR is happy to consult with new hires on what plan might make the most sense for them financially.
For full-time employees who opt out of our health insurance plans, AC pays $100 a month.
*These plans may change from time to time and may vary by state.
AC offers comprehensive dental insurance plans to all regular full-time employees. These plans may change from time to time and may vary by state.
AC offers comprehensive vision insurance plans to all regular full-time employees. These plans may change from time to time and may vary by state.
AC’s PTO policy provides paid time off from work that can be used for vacation, absence due to illness, or personal business that requires time away from work.
All regular full-time employees become eligible to accrue PTO starting on their first day of employment.
Part-time employees accrue at the same rate, but the accrual is based on the reduced number of hours worked (versus accruing from a standard 40-hour workweek).
The amount of PTO each employee accrues depends on the length of service with AC, as indicated in the table below. The following schedule shows the PTO hours earned in each pay period for employees who work 40 hours a week:
Maternity/Paternity leave under this policy is a paid leave benefit associated with the birth of an employee’s own child or the placement of a child with the employee in connection with an adoption. Parental leave taken for maternity or paternity purposes under this policy runs concurrently with state and federal family leave rights and benefits (e.g., OFLA, WFLA, and FMLA) and will be designated accordingly.
Maternity/Paternity leave is not charged against the employee’s paid time off, and the amount of paid days received is two weeks. Each week of paid parental leave is compensated at 100 percent of the employee’s regular, straight-time weekly pay. Paid parental leave will be paid on regularly scheduled pay dates.
To be eligible for Maternity/Paternity Leave, employees must:
An AC Holiday Calendar will be provided to our employees at the beginning of each calendar year. AC offers ten (10) paid holidays each year, which generally includes eight (8) traditional holidays and two (2) floating holidays. The number of floating holidays can fluctuate between one or two days (depending on the way traditional holidays fall on the calendar), but the annual total will always add up to ten (10) holidays.
Employees can use any workday in the calendar year for their floating holidays. Floating holidays cannot be carried over from one calendar year to the next. New employees are not eligible for floating holidays until after six-months of employment with AC.
A Health Savings Account (HSA) can be selected only by eligible AC employees who are enrolled in a High Deductible Health Plan (HDHP). (Employees who are not enrolled in a HDHP can enroll instead in the alternate FSA described below.)
In general, the HSA enables pre-tax contributions that can be used on a broad range of medical and health expenses, allows modification of the contribution amount throughout the year, and allows unused balances to roll over each year – all of which are designed to offset the higher out-of-pocket costs associated with HDHPs.
A Flexible Spending Account (FSA) is available to all eligible AC employees, provided they are not enrolled in a High Deductible Health Plan (HDHP). Employees are not required to participate in any AC health care plan to be eligible for an FSA.
In general, the FSA allows pre-tax contributions for certain medical expenses; contribution amounts are specified during the enrollment period, cannot be modified during the calendar year, and must be used by the end of each calendar year (and any applicable grace period). Unused FSA balances at the end of the year are not refunded and do not roll over into the next year.
A Dependent Care Account (DSA) is a type of Flexible Spending Account (FSA) that allows all eligible AC employees to use pre-tax dollars to pay for dependent care services incurred while they are at work. Contributions are allowed up to a certain amount – depending on the year.
Eligible dependent care expenses include fees charged by:
• Qualified childcare centers and nursery schools
• In-home babysitters and nannies
• After-school programs that enable the employee and spouse to hold gainful employment
• Non-nursing care of a dependent age 13 or older who is physically or mentally incapable of self-care
• Non-medical care of an elderly dependent whose caregiver spends at least 8 hours a day at the taxpayer’s home
All eligible AC employees can apply for a Short Term Disability (STD) benefit provided by MetLife.
This coverage helps provide compensation for situations such as the bridging the gap before Long Term Disability (LTD) benefits pay out and assisting with maternity/paternity leave.
Long Term Disability Insurance
All eligible AC employees are automatically covered by Long Term Disability (LTD) insurance through MetLife, which is a 100% employer paid benefit.
Long Term Disability (LTD) insurance helps replace a portion of your income for an extended period of time (generally with claims over 90 days) and pays a monthly benefit.
Basic Term Life Insurance
All eligible AC employees are automatically covered by Basic Term Life and Accidental Death and Dismemberment (AD&D) insurance through MetLife, which is a 100% employer paid benefit.
Accidental Death & Dismemberment (AD&D) coverage supplements your Basic Life insurance coverage and helps protect your family.
AC offers a 401(k) plan to all eligible employees to enable them to contribute a portion of their pay to pre-tax or post-tax investment plans. In addition, AC makes a Safe Harbor contribution to the eligible employee’s 401(k) plan, regardless of whether the employee contributes, generally in the amount of 3% of their base salary, commissions, and bonuses.
To be eligible for the 401(k) benefit, the employee must complete six (6) months of full-time employment with AC. Once eligible, the employee must enroll to open an account for the Safe Harbor contribution. Employees can also login to their 401(k) account to set up additional SEP, IRA, lump sum, or salary percentage contributions.
This offering is subject to governmental and tax laws applicable to 401(k) offerings.
AC believes that education is a vital part of an employee’s professional development. Well-educated employees with up-to-date professional skills provide the best benefits to our customers, and we encourage ongoing professional development. In cases where an eligible full-time employee wishes to improve their professional skills, AC may provide financial assistance.
According to current Internal Revenue Service guidelines, education assistance reimbursements are not taxable to the employee.
To be eligible for the employee education assistance program, employees must:
• Be a full-time, regular employee for six (6) months prior to applying for educational assistance (temporary employees and interns are not eligible for this benefit).
• Submit an Educational Assistance Request in advance and receive AC approval.
• Ensure that the approved education does not conflict with the peak work schedule and other work-related responsibilities, or create a need for overtime, or cause conflicts with other AC employee schedules.
Benefit coverage:
• The maximum reimbursement amount per calendar year is $5,250.
• Eligible courses may be conducted through traditional classwork or online and should generally be scheduled.
Benefit reimbursements:
• The cost of the approved education is paid for by the eligible employee and then submitted to AC for reimbursement.
• To obtain reimbursement, the employee must submit an Educational Assistance Reimbursement Request together with supporting documentation (receipts, grade report, etc.) within 30 days of completing the eligible course or issuance of grades, whichever is longer.
• If an employee leaves AC voluntarily within twelve (12) months of receiving educational assistance reimbursement, AC is entitled to reimbursement (refund) of any amounts paid and may seek reimbursement, up to and including deductions from wage payments.
We respect the personal lives and obligations of our employees. With the approval of your manager, flexible start/finish times may be allowed Monday through Friday. Start times can generally begin between 6:00 AM to 10:00 AM, as long as customer and other business needs are met.
We additionally allow part-time work for employees upon their request with manager approval. We believe in a good work-life balance.
AC is committed to providing a positive workplace culture in which employees feel valued and appreciated. Our goal is to both incentivize and reward our team for their hard work. To that end, we anticipate distributing annual Performance Bonuses to all eligible employees.
AC considers key factors that impact our overall financial performance and profitability, such as overall company utilization with respect to the bonus plan, future financial outlook and prospective health of the coming period, industry changes, market demands, and other fiscal and business-related considerations. AC determines at our discretion what factors to consider and how much weight to allocate to each in order to identify and calculate actual bonus amounts.
AC strives to hire the very best people to represent the Company. Employees are encouraged to network with qualified professionals, and if any of these individuals are interested in joining AC, to present them for current or future consideration to the HR team. This Referral Bonus Plan aims to identify potential employees and accelerate the hiring timeline. AC offers a $1,000.00 referral bonus to any current AC employee who refers an individual hired directly by AC. Additional details on this policy are included in the AC Handbook.
At AC, the well-being and alignment of our community is our core foundational principle. It’s why we offer what we believe is the most generous and comprehensive benefits program in our industry. We consider our benefits program to be an important way we demonstrate our unwavering commitment to our people and our community.
If you’re thinking about joining AC, we encourage you to browse the summary descriptions on the desktop and tablet versions of our website and see how our benefits fit your family’s specific needs.
For our Employee Handbook and complete benefits program details, please reach out to recruiting@andrews-cooper.com
