Actuaries, comparable firms, online services: we look to several sources when designing our compensation and benefits packages. But the information we value most comes straight from – who else? – our very own employees.
Every year, we survey our staff with a few questions to get an honest idea of their overall job satisfaction. Then we do something pretty amazing: we answer them. Many features and improvements in our benefits and compensation programs are in direct response to what our employees have asked for.
So when we make you an offer, it will be competitive in the marketplace and take into consideration your needs and career potential within our firm. And year after year, we'll keep pace with the changes that drive those very things.
Compensation
We don't adjust salaries on a whim. LeMaster Daniels has set up some straightforward performance metrics at all levels of the organization, making it easy to identify and reward the top performers. We make sure we understand each other's expectations and goals and plainly delineate them, and we believe in compensation that is commensurate with achievement. It's pretty simple: do more, earn more.
Benefits
Those working at least 1,000 hours per year are eligible for our entire benefits package.
Medical Insurance
We've worked with Premera Blue Cross to design a program with two primary goals in mind:
- Protect our employees and their families against financial hardship in the event of a serious injury or illness.
- Acknowledge and encourage employees' responsibility to take an active role in their health and wellness.
Employees contribute a small portion toward their insurance premium cost on a pre-tax basis, and LeMaster Daniels pays the balance. We heavily subsidize spouse and family coverage.
Dental Insurance
Delta Dental/Washington Dental Service is our provider. Employees contribute a small portion toward their insurance premium cost on a pre-tax basis. LeMaster Daniels pays the balance and subsidizes spouse and family coverage.
Disability and Life Insurance
We pay the entire premium on disability and life insurance for all eligible employees.
Flexible Schedules
Families matter more than anything. We know; we have them too. Personal and family considerations are a priority in everyone's life, and our culture not only makes room for this reality, but is built on it. Whenever possible, we offer alternative, reduced, and part-year flexible schedules for many of our employees. And things like doctor appointments, funerals, and parent-teacher conferences can be worked into your day. We don't rigidly separate work from life – we strike a balance.
Paid Time Off
Depending on your position and the number of years of eligible employment, employees receive varying levels of paid time off. Beginning with staff accountants, all salaried staff, including non-client services personnel (other than administrative professionals), receive four weeks of personal time off per year. This amount increases to five weeks after five years of service. Administrative professionals receive time off depending on their position and number of years of eligible service, up to a maximum of five weeks.
Retirement
It would be difficult, if not embarrassing, to advise our clients on investing for the future if we weren't committed to investing in our own employees' future, so we offer solid retirement options for all eligible employees.
401(k)
Our 401(k) is a voluntary plan, designed to help employees save for retirement in a tax-effective manner. After one month of service during which at least 80 hours are worked, employees may contribute a percentage of their compensation, tax-deferred, up to the maximum amount allowed by law. After one year of employment, we'll match 25% of your contribution (up to 12% of your income), with immediate vesting.
Profit Sharing
After two years of employment, you may participate in our profit-sharing program, where we contribute a portion of our profits to your retirement account. The amount would be a percentage of your base salary figured on firm profitability. This is a discretionary benefit and is not annually guaranteed.
Flexible Spending Plan
If you wish, you may set aside up to $5,000 of your yearly pre-tax compensation for medical and dental expenses not covered by our plans, such as co-payments and deductibles. You may also set aside up to $5,000 of your pre-tax compensation to pay for dependent care expenses, such as daycare. The flexible spending plan helps you minimize your income tax liabilities. If you choose to enroll in our health insurance coverage, your portion of those premiums is automatically withdrawn as a part of this plan, but is done so in addition to the $5,000 you set aside for other expenses.
Employee Assistance Program
Employees and their dependents can take advantage of fully covered and confidential assistance
through HorizonCare's 24-hour hotline or face-to-face counseling on issues including child and elder care, alcohol and drug abuse, relationships, depression, stress and anxiety, financial and legal concerns, smoking cessation, etc. HorizonCare also offers referrals on education, adoption resources, summer camps and recreation programs, health clubs, etc.
Other Benefits
Business Casual
You don't have to be stuffy to be professional. LeMaster Daniels is a year-round "business appropriate" firm. Of course, if you want to wear a suit, that's great, but the rest of us want to be a little more comfortable.
Professional Association Expenses
The annual dues to the Washington Society of CPAs (WSCPA) for all our full- and part-time CPAs are on us. We also pay annual dues to the American Institute of Certified Public Accountants (AICPA) for qualified staff at the senior and higher levels.
CPA Exam
We'll foot the fees associated with the CPA exam, subsidize the cost of study materials, and provide time during the initial months of employment for you to study for the exam on the job.