We offer the following plans through Blue Cross Blue Shield of Illinois:
Each plan offers low or no deductibles and out-of-pocket expense maximums. ASCM pays for approximately 90% of the premiums, although that percentage may be higher depending on the plan selected.
Regardless of which plan an employee chooses, most prescription medications are covered by Blue Cross Blue Shield. Employees enjoy low co-pays for their prescription medicines. Employees may also choose to obtain 90-day supplies of prescriptions to reduce their co-pays even further.
Our dental plan is provided by Blue Cross Blue Shield, with most of the monthly premium paid by ASCM. Preventive services are not subject to the deductible and are covered at 100%. The plan includes orthodontia coverage.
ASCM vision coverage is also provided through Blue Cross Blue Shield.
Annual Flu Shots — As flu season approaches, ASCM arranges for on-site flu vaccinations at no cost to employees.
On-Site Free Gym Membership — Employees may choose to work out in the well-appointed on-site health club facilities at no cost.
Life insurance coverage for all full-time employees is provided through New York Life and begins on an employee’s first date of employment. All employees receive at least $50,000 of life insurance coverage, paid for solely by ASCM. Directors and executives are eligible for additional coverage at ASCM expense. Employees may also supplement their life insurance coverage or purchase life insurance for their dependents by paying low-cost premiums.
In case an employee requires prolonged medical absence because of illness or injury, ASCM provides full-time employees with short- and long-term disability coverage, which reimburses the employee a percentage of basic monthly earnings after satisfying the eligibility requirements for each type of insurance.
Flexible spending accounts (FSAs) allow employees to apply pre-tax dollars to certain kinds of expenses. ASCM offers three kinds of FSAs:
The Health Care FSA can be used to reimburse an employee for eligible medical and dental expenses that are not covered or reimbursed by the health insurance plans. This includes deductibles and co-payments. The Dependent Care FSA can be used to reimburse employees for dependent care services provided by babysitters, day care centers and after-school programs. The transit fare FSA reimburses the bus and train fares of employees using public transportation in Chicago to commute to and from work.
ASCM offers employees both a 401(k) savings plan and a Roth retirement plan. Immediately upon employment, full-time employees may direct part of their pay to the plan or plans of their choice, administered through One America. After six months of continuous employment, ASCM will match the employee’s contribution at 100% up to the first 6% of annual savings to either a 401K or a Roth account. Employee contributions are fully vested immediately; ASCM contributions are subject to a generous three-year vesting schedule.
ASCM contracts with a financial advisor who will meet with employees at their request, to answer questions about their retirement planning and how to get the most from their investments.
New York Life, our life insurance and disability vendor, provides numerous programs to employees at no additional cost. These Value Add Programs include Health Advocacy Services, a Financial Wellness Program and a Life Assistance Program.
Life Assistance Program
New York Life provides employees with a confidential free service available to assist employees and their families with a multitude of issues that may interfere with their personal and/or private lives, such as relationships, legal problems, financial issues and elder care issues. Monthly webinars on a multitude of wellness topics are available at no cost to employees.
ASCM management understands that an investment in staff development can pay big dividends in the long run. Therefore, ASCM offers a range of support to employees who want to further their education and enhance their skills.
After three months of continuous employment, full-time employees are provided with a free ASCM Membership. Employees may also request funds from their supervisors to pay for memberships to professional organizations that may help them succeed at ASCM, as well as subscriptions to work-related publications.
After completing six months of employment, full-time employees may be eligible to take advantage of ASCM’s Educational Assistance Program, which reimburses employees up to $1500 in a calendar year for undergraduate-level work and up to $3000 per calendar year for graduate-level education costs. Education must be related to the employee’s work at ASCM to be reimbursable. The reimbursement may be applied to tuition, books and fees for courses taken at accredited colleges and universities. Employees must meet certain grade criteria in order to receive reimbursement.
Each year, ASCM budgets a sum of money to cover training courses and opportunities for employees. ASCM pays for various work-related webinars and purchases online training licenses through entities such as Lynda.com. ASCM offers in-house training sessions to eligible staff members, and supervisors may send employees to external conferences or training seminars or workshops, as appropriate. Employees may also request funds to attend training programs or conferences that will further their career at ASCM. Training opportunities are available to employees immediately upon hire.
For those employees who are interested in pursuing a professional certification through APICS, ASCMpro vides funds for certification preparation courses, self-study materials and certification exams. In addition, for those already certified through APICS, ASCM provides funds for recertification fees. ASCM may also provide funds for certifications through other associations or programs, where such certification may enhance an employee’s value to the organization.
Employees thrive when they have healthy lives and interests outside their work. ASCM has a number of policies and programs designed to help employees balance their work and personal lives.
Employees are annually awarded with vacation leave. Depending on their level of employment, employees' paid time off to enjoy personal pursuits amounts to at least three weeks. That number is enhanced as the employee remains with the company.
Full-time employees accrue 10 days of sick leave each year of employment to use for periods of temporary absence due to illness, injury or medical appointment — or due to the illness, injury or medical appointment of a spouse, child or parent. Sick leave benefits are calculated on the basis of a benefit year, the 12-month period that begins when the employee starts to earn sick leave benefits. Sick leave begins to accrue upon employment and may be used immediately.
ASCM observes 13 paid holidays per calendar year, including the Friday after Thanksgiving, Christmas Eve and New Year’s Eve.
The ASCM office is conveniently located steps from the Cumberland stop on the Blue Line. Free covered parking is available for those that drive to work.
Some employees may have the option of adjusting their regular work hours, depending upon their job functions. Supervisors must approve an adjusted work schedule.
Dress Code — ASCM employees enjoy a relaxed dress code on most days, depending on work responsibilities.
Casual Work Environment — The ASCM ping-pong table gets a daily workout, as employees are encouraged to put their work down for a while and just take a break. Occasional friendly competitions around the ping-pong table, NCAA tournament, or just a simple chili cook-off are offered.
Lactation Room/Wellness Room — Mothers can take care of lactation needs in the privacy of a quiet room with reclining chairs. And when mothers aren’t in need of the room, employees can take breaks in the quiet environment.
Freebies —ASCM provides free tea and coffee to employees and occasional lunches or breakfasts to show how much we appreciate our staff.
