Careers at WWF
WWF Benefits
World Wildlife Fund's (WWF) Employee Benefits Program offers both core and optional benefits. Core benefits are provided at no cost to the employee and include such coverage as life and disability insurance as well as paid time off. The program also allows each employee to choose from a variety of optional benefits including but not limited to: three medical plans, a dental plan, long-term care insurance, and two types of flexible spending accounts.
Core Benefits and Paid Time Off
Leave:
Leave benefits are intended to cover many different situations and needs for leave.
Annual Leave
- 15 days in the first two years of employment
- 20 days in the third year of employment
- Employees can carry over 50% of their current annual accrual from one calendar year to the next.
- 10 days each year, no limit on carry over yearly.
- 9 regular days and 1 floating day.
Life Insurance: Employer paid
Basic Life Insurance- Coverage is equal to two times your base salary up to $300,000.
- Coverage for an accidental death is equal to three times your base salary up to $400,000.
Disability Insurance: Employer paid
Short-Term Disability Insurance- Effective after six months of service, income replacement of 70% - 80% of base salary is paid depending on disability period.
- After six months of service, effective the 181th day of disability; income replacement of 60% of base salary is paid.
Other Services:
Emergency Evacuation and travel assistance
- Emergency evacuation and travel assistance is provided to all employees traveling for business with WWF. It includes assistance with medical consultation, medical evacuation, referrals, and prescription assistance. It also provides emergency travel arrangements and emergency translation and interpretation services.
Optional Benefits
Pre-tax benefits:
Health Care Options: Care First (Blue Cross Blue Shield)
WWF pays a significant portion of the medical cost for our employees. We offer three health insurance options through Blue Cross Blue Shield: a Health Maintenance Organization (HMO), a Point-of-Service plan (POS) and a Preferred Provider Organization (PPO). WWF pays 100% of the premium for single coverage in the HMO and POS plans.
All three plans provide basic hospital, surgical and major medical benefits. Under all three plans the member has access to vision and prescription benefits.
- HMO:
The member must select a primary care physician who is a participating member of the HMO's network. Primary care physician co-pay is $20. Specialist co-pay is $30. - POS:
The member must obtain medical care from participating providers through referral from the primary care physician. Primary care physician co-pay is $20. Specialist co-pay is $30. - PPO:
No primary care physician or referral required. Co-pay for both office and specialist visits is $20 when care is obtained from participating providers. Out-of-Network:
After a $300/$600 individual/family deductible, the plan pays 80% of usual, customary, and reasonable (UCR) charges. The member may obtain medical care from a covered health care provider who is not a participating provider of the POS or PPO network.*Out-of-Network coverage is available for HMO participants only with Emergency Room visits.
Prescription Drug Co-Pay: (HMO, POS, and PPO)
- $10 for generic
- $25 for preferred brand name
- $40 for non-preferred brand name
Dental Insurance: DentaQuest
WWF offers dental insurance through DentaQuest (PPO) a preferred provider plan.
- Level 1 - preventive and diagnostic services
- Level 2 - basic services
- Level 3 - major services
- Level 4 - orthodontia services for children
The level of benefits paid and the amount of the deductible varies based on two factors: the type of service received (listed) and whether a dentist in the network is selected.
Vision Insurance: United Health Care
This plan provides benefits for eye exams and contact lenses, a retail allowance for eyeglass frames, as well as discounts on laser vision correction and mail order contact lenses.
Additional Paid Time Off:
In addition to the annual leave provided by WWF, an employee may purchase up to five days of paid time off per year.Flexible Spending Accounts:
Health Care Flexible Spending Account- Designed to cover the cost of qualified health care services/expenses not covered by health insurance. An employee may elect to deposit a portion of their salary (pre-tax) into a Health Care Flexible Spending Account to pay for the many health care-related services and items that would otherwise be purchased with after-tax dollars.
Dependent Care Flexible Spending Account
- An employee may elect to deposit a portion of their salary (pre-tax) into a Dependent Care Flexible Spending Account to help pay the cost of qualified expenses for the care of eligible dependents.
Tax Deferred Pension Plan (403(b))
Each employee is eligible to make pre-tax contributions to the plan at any time. Employees have a choice of 30+ funds to invest their monies. WWF's Tax-Deferred Pension Plan, administered by Principal Financial Group, has three contribution components:
1.) Employee pre-tax contributions
2.) An employer matching contribution. The matching contribution is equal to 100% of the employee's voluntary pre-tax contribution, up to a maximum of 3% of the employee's salary. An employee who has at least one year of service at WWF is eligible to receive a matching contribution.
3.) An employer contribution is equal to 6% of the employee's salary. An employee who has at least two years of service at WWF is eligible to receive the employer contribution.
Transportation: Metro/Parking
MetroChek
- Any employee may elect to have up to $230 per month deducted pre-tax from his/her paycheck for the purchase of Metro tickets for subway, bus and train travel or parking.
- Daily parkers must pay upon entering the garage. The daily rate is $11.00. The monthly parking pass is paid for with bi-monthly payroll deductions of $82.59 pre-tax, for a total of $165.18.
After tax benefits:
Supplemental Life Insurance
- Employee - An employee may purchase additional life insurance in an amount from 1 to 5 times the employee's salary to a maximum of $500,000 to supplement the WWF-paid coverage.
- Spouse/Dependents - An employee may purchase supplemental life insurance for both a spouse and/or dependents. Up to $500,000 for the spouse and $20,000 for dependents.
Supplemental Income Protection
An employee may purchase supplemental long-term disability coverage to add to the WWF-provided disability benefit.
Long-Term Care Insurance
An employee may purchase long-term care insurance. In addition, the employee's spouse, parents, and grandparents may participate in the program.
Employee Assistance Program
The EAP provides counseling services for employees and their families for problems ranging from workplace frustration to alcohol or drug abuse. This is a confidential service to employees and members of their households. Because searching for resources can be time-consuming and stressful, the work life service is designed to provide employees with referrals for the following services:
- Childcare and adoption resources
- Elder care resources
- College planning and private school resources
- Health and wellness resources
- Pet services
- Convenience services
The EAP and work life service provides the tools and expertise to effectively help employees balance personal responsibilities and work-related issues.
Legal Resources
Legal Resources offers a service plan which provides legal advice and legal and courtroom representation for a myriad of services from local law firms. The plan includes 100% coverage on advice, preparation of wills, traffic court representation, uncontested divorce, buying/selling a home, landlord/tenant disputes, defense of juveniles, credit and warranty disputes, identity theft, and other services. The after-tax payroll deduction will be $9.00 per pay period.
WWF Membership
Employee’s choice (employee contribution)
For more information regarding WWF's Employee Benefits Program, please call Stefanie Haigh, Manager,Compensation & Benefits, at 202-495-4785.
Although every effort has been made to make this summary accurate, should any discrepancies between the summary and the plan occur, plan documents will govern.
