EMPLOYEE BENEFITS SUMMARY
FOR MANAGEMENT/EXEMPT EMPLOYEES OF THE WASHINGTON DC OFFICE
This summary is a brief description of benefits available to full-time employees. Part time employees may be
eligible for some of the benefits on a pro-rated basis. For plan specifics, please refer to the appropriate Summary
Plan Descriptions, where available.
HEALTH INSURANCE
Eligibility
Date of hire or annual open enrollment.
Benefits
Medical, Dental, Vision, Audio and Prescription Drugs
Your Cost
Employees contribute to the cost of their health insurance through weekly pre-tax payroll
deductions.
2022 EMPLOYEE MONTHLY CONTRIBUTIONS
Plan
Contribution
Advantage
PPO
2022 Salary Bands
$60,000 $100,000
Up to $59,999
to
to
$99,999
$149,999
Tier
Employee Only
$84.76
$100.17
$115.58
$111.13
+ Spouse
$194.93
$230.38
$265.82
$255.59
+ Child(ren)
$131.03
$190.31
$219.59
$211.14
+ Spouse + 1 or more Child(ren)
$271.21
$320.53
$369.84
$355.60
$128.82
$296.29
$144.93
$333.33
$140.15
$322.34
$161.03
$370.36
$244.76
$412.23
$275.36
$463.76
$266.28
$448.47
$305.95
$515.29
Employee Only
$143.00
$160.87
$155.57
$178.74
+ Spouse
$328.89
$271.69
$457.59
$370.00
$305.65
$514.79
$357.81
$295.58
$497.82
$411.11
$339.62
$571.99
Employee Only
Select HMO
+ Spouse
+ Child(ren)
+ Spouse + 1 or more Child(ren)
Copay Advantage
PPO
Dental
$150,000
and above
+ Child(ren)
+ Spouse + 1 or more Child(ren)
Employee Only
+ Spouse
+ Child(ren)
+ Spouse + 1 or more Child(ren)
$11.32
$22.63
$24.90
$36.21
Employees must notify the People and Culture department within 31 days of a change to family status including
marriage, divorce, birth, death, or for any other reason.
*Children include your biological children, your adopted children and any other child you support who lives with you
in a parent-child relationship. Children may be covered to the end of the month in which they turn 26, regardless of
student status.
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Option To Waive
Employees who can provide proof of other health coverage for themselves and their covered dependents have the
option of waiving their Consumer Reports medical insurance coverage in exchange for a taxable cash payment.
The cash payment will be $1,000 per year for employees enrolled in single coverage and $1,500 per year for those
employees who are enrolled for employee plus one or family coverage.
The following conditions apply to the waiver provision:
 Employees must be scheduled to work more than 24 hours per week in order to be eligible for the cash
payment.
 Cash payment will be made after CR receives and verifies your proof of other coverage. Acceptable forms
of proof include: copy of enrollment confirmation from spouse’s or domestic partner’s employer or a copy of
a valid health insurance identification card.
 Proof of other coverage must be provided at each subsequent enrollment period.
 Cash payment will be subject to all applicable income and payroll taxes.
 Employees who switch coverage options from single to employee plus one child or family during an open
enrollment period must remain in the new coverage tier for a minimum of two years before becoming
eligible for the $1,500 waiver payment. This limitation does not apply to employees who change coverage
within 31 days of a qualified change in family status.
 Cash payments will be made weekly through payroll.
 No payment will be made for opting out of dental or vision benefits.
COMPREHENSIVE MEDICAL BENEFITS
Employees may choose from two Aetna PPO plans or an Aetna HMO plan.
Aetna PPO
Employees and their dependents enrolled in the Aetna Copay Advantage or Aetna Contribution Advantage Plan
have access to providers that participate in the Aetna Choice POS II Open Access network. The rate of coverage is
higher for health services provided by in network providers than for services from out of network providers.
Deductible: A comprehensive medical benefit calendar year deductible will apply depending on category of
coverage and whether the service provider is in or out of network
Aetna Select HMO
Employees and dependents in the Aetna Select HMO have to stay in network and have access to providers in the
Aetna Select Open Access network. There are no out of network benefits.
$15.00 PCP office co-pay
$30.00 specialist co-pay
Deductible: A comprehensive medical benefit calendar year deductible will apply depending on category of
coverage. Other out of pocket costs are minimal.
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OTHER HEALTH COVERAGE
Spring Health Mental Healthcare
Consumer Reports understands the importance of mental well-being to overall health. We provide all
CR employees (and their dependents at least 6 years of age) with Spring Health as a benefit for Mental
Health and Wellness support.
Spring Health provides personalized mental health and wellness services that are confidential, convenient and
available virtually anytime, anywhere.
You can find a range of services including therapy (CR covers up to 12 visits per year), medication, coaching, wellness
exercises and more including dedicated support from a personal Care Navigator.
Spring Health also provides work/life balance assistance and support from legal guidance to financial services,
childcare/eldercare resources and more.
Dental, Vision, Audio benefits provided by Aetna:
Aetna Dental
Deductible (per calendar year)*
Class I
Class II
Class III
Class IV
$50.00 (employee only)
$100.00 (employee and one dependent, or family)
In Network
100%
80%
80%
50%
Diagnostic & Preventative*
Basic
Major Services
Orthodontics
Out of Network
100%
75%
60%
50%
*The deductible does not apply to Class I services.
The maximum benefit for Class I, II and II is $2,500.00 per person, per calendar year. The maximum benefit for Class
IV is $1,250.00 per person, per lifetime.
Aetna Vision Preferred*
Comprehensive Vision Exam
Frames
Lenses**
-Single Vision
-Lined Bifocal
-Lined Trifocal
Contacts**
In Network
Every 12 months
$10 Copay
$150 Allowance
(Additional 20% off balance
over allowance)
$10 Copay
$150 Allowance (Additional 15%
off balance over allowance
Out of Network
$25 Reimbursement
$75 Reimbursement
$20 Reimbursement
$40 Reimbursement
$65 Reimbursement
$105 Reimbursement
*Vision benefits are 100% employer paid
**You may use your Lens coverage once every rolling 12 months to purchase either 1 pair of eyeglass lenses or
1 order of contact lenses
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Audio Benefit*
Audiometric Exam
Hearing aid exam
Retesting exam
Hearing aid
$15.00
$40.00
$15.00
Based on Medical Plan Option
*No payment will be made for more than one of the same type of exam, or hearing aid, during any one period of 36 months.
AETNA COPAY ADVANTAGE PPO AND AETNA SELECT HMO PRESCRIPTION COVERAGE
Prescription Coverage is provided by Costco Health Solutions. Employees may visit a Costco pharmacy (no
membership required) or any of their participating network pharmacies. Mail order prescriptions must be ordered
through the Costco Mail Order Pharmacy.
The cost of prescription drugs for staff and dependents on the Aetna Copay Advantage PPO and Select HMO are:
Retail (30 day supply)
Generic Drugs
Preferred Brand*
Non Preferred Brand*
Mail Order (90 day supply) Generic Drugs
Preferred Brand*
Non Preferred Brand*
$10.00 co-pay
$25.00 co-pay
$50.00 co-pay
$20.00 co-pay
$50.00 co-pay
$100.00 co-pay
*Costs for preferred or non-preferred Brand prescription when a Generic is available are the difference between the Brand name and the Generic plus applicable
copay
Specialty Pharmacy (30 day supply)
Generic Drugs
Preferred Brand
Non Preferred Brand
20% co-pay (max $75)
20% co-pay (max $75)
20% co-pay (max $75)
AETNA CONTRIBUTION ADVANTAGE PPO PRESCRIPTION COVERAGE
Retail (30 day supply)
%
Generic Drugs
20%
Preferred Brand*
30%
Non Preferred Brand* 50%
Mail Order (90 day supply) Generic Drugs
20%
Preferred Brand*
30%
Non Preferred Brand* 50%
Min
n/a
$25
$50
Max
$50
$100
$250
n/a
$62.50
$125
$125
$250
$300
*Costs for preferred or non-preferred Brand prescription when a Generic is available are the difference between the Brand name and the Generic plus applicable
copay
Specialty Pharmacy (30 day supply)
Generic Drugs
Preferred Brand
Non Preferred Brand
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20%
20%
20%
n/a
n/a
n/a
$75
$75
$75
MAINTENANCE /COORDINATION OF BENEFITS
Maintenance of Benefits for PPO medical plans: PPO medical plans include a maintenance of benefits provision.
Maintenance of benefits coordinates reimbursement when another plan is the primary carrier and pays less than the
percentage provided under the Consumer Reports medical plan. The Consumer Reports medical plan will then add
the amount necessary to bring coverage under both plan in the aggregate up to the percentage provided under the
Consumer Reports medical plan. Coverage is limited to that provided by the Consumer Reports medical plan.
Coordination of Benefits HMOs, Dental, Vision, Audio, and Prescription Drugs: Our other plans contain a
coordination of benefits provision. Coordination of benefits can provide up to 100% reimbursement of expenses in
the case where an individual is insured under two group insurance plans. An HMO member must use all HMO
authorized services.
Birthday Rule: When dependent children are covered under the plans of both parents, the plan of the parent
whose date of birth occurs earlier in the calendar year will be primary insurance. This is known as the “Birthday
Rule.”
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FLEXIBLE SPENDING ACCOUNTS
Eligibility
Date of hire or annual open enrollment
Accounts
Health Care, Dependent Care, Transportation, Parking
Benefits
Employees can use any of these accounts for certain out-of-pocket qualified Health,
Dependent Care, Transit or Parking expenses with pre-tax dollars.
Enrollment
Participants estimate expenses for the calendar year and have equal portions of their election
deducted weekly through automatic payroll deductions. Participants must re-elect prior to the start
of each calendar year.
Reimbursement
Employees who enroll in an FSA or Commuter plan receive a Benefits debit card that can be used to
pay for eligible expenses. For Health Care and Dependent Care, employees may also submit claims
for reimbursement. Qualified Transit and Parking expenses can only be paid by using the Benefits
card).
Taxes
Participants’s taxable income is reduced by the amount of the FSA election.
Forfeiture of
Funds
Pursuant to IRS regulations, unused Health and Dependent Care flexible spending plan money will be
forfeited if not used by March 15th following the end of that calendar year.
401(k)
Eligibility
New employees are auto enrolled after 30 days of employment at 6% of salary. Employees may
change the amount at any time. Employer contribution begin on the first of the month after six
months of employment; must be at least 21 years old.
Employee
Contributions Employees may contribute up to the IRS limit for the current plan year. The IRS limit for 2022 is
$20,500. Contributions may be made on a Pre-tax, Roth, or Post-tax basis.
Catch-up
Employees who turn 50 or older during the plan year may contribute an additional $6,500 in 2022 of
their base annual salary in Pre-tax or Roth contributions.
Employer
Contributions Employer contributions begin the first of the month following six months of employment. CR
currently matches $.333 per $1.00 of employee pre-tax and/or Roth contributions capped at 2% of
the employee’s basic annual salary. CR will also make a non-matching contribution of 8% of the
employee’s basic annual salary.
Vesting
Employees are immediately 100% vested on all employee contribution and the employer matching
contribution. The 8% contribution is vested 20% each year until the fifth year of service; 100%
vested after 5 years of service.
Rollover
Employees are immediately eligible to rollover a 401(k) account from a prior employer’s 401(k) plan.
Investment
Employees may choose from various diversified investment vehicles. Please visit vanguard.com for
more information.
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SHORT TERM DISABILITY INSURANCE
Short Term Disability and Sick Time
If you have an extended illness, accident or disability, including maternity leave, you are eligible to receive shortterm disability. The short term disability program is paid as salary continuation. The amount of pay depends on
your tenure. See the short-term disability salary continuation schedule below.
Short-Term Disability Salary Continuation Schedule
Years of Service
<1.0
1.0 to < 3.0
3.0 to < 5.0
5.0 to < 8.0
8.0 to < 20.0
20.0+
Weeks
at Weeks
at Total Covered
100% Pay**
66 2/3% Pay
Weeks
3
5
9
15
20
26
23
21
17
11
6
0
26
26
26
26
26
26
** includes the first week of sick leave
Employees absent more than 4 days are required to present a doctor’s note in order to return to work.
LONG TERM DISABILITY INSURANCE
Eligibility
First of the month following date of hire.
Benefits
Long Term Disability Plus – Long term disability benefits will provide up to 66-2/3% of basic monthly
earnings, less other income, up to a monthly maximum of $20,000. Additional benefits may be
payable in the event of a cognitive impairment or the loss of two or more activities of daily living (as
defined by the Plan). The benefits will begin after the employee has been disabled for 180 days and
will continue for as long as the employee remains disabled (as defined by the Plan) up to age 65,
depending on the age in which the disability began.
Tax Choice
In an effort to reduce that burden, there is an IRS Revenue Ruling (a “Tax Choice” option) that allows
an employee to make an annual irrevocable election to include employer paid disability premiums
with their gross W-2 income so they can receive LTD benefits tax-free.
Your Cost
$0.00
Eligibility
GROUP LIFE INSURANCE AND AD&D INSURANCE
First of the month following date of hire
Benefits
Your Cost
Tax Liability
Group Term Life Insurance Coverage provides $70,000 plus three times the employee’s annual
earnings, rounded to the next highest multiple thereof, subject to a total maximum of $750,000.
AD & D insurance provides a benefit of one times your total life insurance benefit.
You have an option to accept a non-taxable minimum benefit of $50,000.
$0.00
Subject to federal and state taxes associated with having a group term life insurance benefit in
excess of $50,000.
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BUSINESS TRAVEL/ACCIDENT LIFE INSURANCE
Eligibility
Date of hire
Benefits
$500,000 death benefit for the following:
- Death caused due to commutation (meaning your travel to and from work each day)
- 24 Hour Accidental Death Protection while on a Business Trip including family coverage of
$50,000 (spouse) and $25,000 (each child)
- Death caused by on-premises felonious assault
- Death caused by on-premises bomb scare/search/explosion
EMERGENCY TRAVEL ASSISTANCE
Eligibility
First of the month following date of hire
Purpose
WorldNet provides comprehensive information to assist with most emergency medical care
situations as well as pre-trip assistance when traveling more than 100 miles away from home.
LEAVE TIME
Personal & Family
Sick Days
For the first calendar year of employment, new employees will earn personal days and family sick
days as per the below schedule. Thereafter, on each January 1, employees will be credited with 21
hours of personal time and 21 hours of family sick time.
First Calendar Year of Employment
Hire Date
Vacation
Personal
Family Sick
Total
Jan 1 to Feb
29
21 Hours
21 Hours
42 Hours
Mar 1 to Jun
30
14 Hours
28 Hours
42 Hours
Jul 1 to Oct 31
7 Hours
35 Hours
42 Hours
Nov 1 to Dec
31
0 Hours
42 Hours
42 Hours
Vacation is credited annually on January 1 using the following schedule:
Years of Service (as of January 1)
Less than 3 years
3 – 9 years
10 – 19 years
20+ years
Weeks/Hours
3 weeks/105 hours
4 weeks/140 hours
5 weeks/175 hours
6 weeks/210 hours
New employees will be credited with vacation hours on a prorated basis for the months in the calendar year in
which they were hired. The vacation policy should be reviewed for vacation carryover/cashout options and
restrictions.
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Maternity and
Paternity
Full time Management/Exempt employees who become new parents with at least one year of
tenure at CR are eligible for up to 12 weeks of Parental Leave at full pay following the birth or
adoption of a child. The parental leave period shall follow any disability absence due to pregnancy.
This leave can be taken either consecutively or intermittently in a minimum of one-day increments
during the 12 months following birth or adoption.
Holidays
Our company calendar includes 13 paid holidays for all employees.
Flex Time
With permission of your supervisor, an employee may adjust his/her work schedule to include a
range of different start/leave time. The 35-hour work week must not be affected.
DEPENDENT CARE REIMBURSEMENT PROGRAM
Eligibility
Must be employed on or before June 1 of that calendar year and be continuously employed by
December of the same year.
Purpose
To help eligible employees meet the expenses incurred for the care of dependent children and
adults.
Reimbursement The amount of funding by Consumer Reports varies each year. The funds available are divided
into shares. The shares are pro-rated among the number of eligible dependents. Dependents are
defined as legally dependent children up to the age of 13, legally dependent children of any age who
have a handicap, and dependent adults who are in need of ongoing custodial care.
TUITION REIMBURSEMENT
Eligibility
After 90 days of consecutive employment as a full-time core employee
Purpose
To encourage employees to acquire additional job-related skills that will increase potential for
development within Consumer Reports and increase contributions to the organization.
Reimbursement Courses must be taken at an accredited educational institution and must be related to the
employee’s job. Once you have satisfactorily completed the course with a grade of "B-” or better or a
“pass” for certificate programs, CR will reimburse you up to an annual maximum of $5,250 for the
cost for registration and tuition. Any registration and tuition costs beyond $5,250 annually will be
your responsibility. Books and all fees such as parking, transportation, student activity, and late
registration, will also be your responsibility.
NEW YORK TIMES FEDERAL CREDIT UNION
Eligibility
After six months of employment
Purpose
All employees are eligible for the New York Times Employee Federal Credit Union for saving and
borrowing at reasonable rates of interest. Deposits up to $250,000 are insured by the National
Credit Union Administration. Please visit their website at https://www.nytimescu.org/ for more
information..
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OTHER PROGRAMS
Adoption
Upon satisfactory documentation of costs, an employee who adopts a child shall receive
Reimbursement a lump sum payment in the gross amount of up to $ 7,500 to help defray the cost of adoption.
Mother’s Retreat Consumer Reports has a private room for nursing mothers.
Volunteer
Activities
CR has a program to encourage volunteer activities in local communities. Programs
range from contributions of money or food to spending a day painting at a local children’s home.
Free
On-line Access Employees receive complimentary access to our website: ConsumerReports.org®
(www.ConsumerReports.org)
In case of conflict between anything contained in this summary and the official Plan documents, the Plan
documents always prevail.
Updated 2/11/2022
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