Our commitment to you:

Since the founding of the American Diabetes Association in 1940, our employees have been steadfastly committed to fulfilling our mission. Just as the population we serve has diverse needs, we recognize our workforce does as well. With that in mind, we offer benefits that are designed to recognize the individual needs of our employees.

Our plan provides:

  • competitive and comprehensive benefits that enable you to choose the options that meet your needs best
  • long-term financial security for you and your family

Take a closer look...

  1.  Core Benefits 
  2.  Choice Benefits 
  3.  Plans & Programs 
  4.  Paid Time Off   
  5.  FAQ

 Core Benefits

Basic Life and Accidental Death & Dismemberment (AD&D) Insurance

Life Insurance is an important part of your financial security, especially if others depend on you for support. Even if you are single, your beneficiary can use your life insurance to pay off your debts — like credit cards, mortgages and other final expenses. AD&D insurance is similar to life insurance; however, the plan is also designed to provide a benefit in the event of an accidental death or dismemberment.

Basic Life and AD&D Insurance is provided to all eligible employees at no cost. You also have the option to purchase additional coverage through the Supplemental Life and AD&D plan for you, your spouse and dependent children.

Disability Insurance

Chances are you do not see yourself as becoming disabled when you think about your life five or ten years from now. Surprisingly, a number of people across the country find themselves hurt or sick and unable to work each year due to a non-work related illness or injury. That is why the Association provides core Short-Term (STD) and Long-Term (LTD) Disability Insurance benefits to all eligible employees at no cost. Supplemental LTD coverage is also available.

Short-Term Disability (STD)

STD provides an eligible employee 60% of their earnings (not to exceed the maximum STD benefit amount) for a period up to 12 weeks after satisfying an elimination period of 7 days from the onset of illness or injury.

Long-Term Disability (LTD)

LTD provides a percentage of your income for a disability that lasts 90 or more days and continues until you recover, are able to replace your income in a similar or other occupation, or reach normal retirement age. Supplemental LTD coverage provides an increased percentage of income and a higher monthly maximum benefit.

Employee Assistance Program (EAP)

Don't overlook our Employee Assistance Program (EAP) as a source of free support services. With services available both to you and your family, you pay no out-of-pocket expense, co-insurance or deductible to get assistance to deal with challenges that affect your health, finances and family. Because the program is administered by Aetna, confidentiality is strictly maintained. You contact Aetna directly to arrange for counseling and, if needed, referrals to additional resources.

Resources are also available online at Our EAP includes a variety of support services, including:

  • Up to five (5) Assessment and Referral sessions per participant per problem per calendar year with a Participating Provider
  • Access to WorkLife Services — Use the EAP when you need help with: family/marital problems, alcohol/drug dependency, stress/emotional issues, work-related problems and legal or financial concerns.

Business Travel Accident

The Business Travel Accident Insurance Program provides 24-hour worldwide accidental death and dismemberment business travel protection. The payable benefit is determined by your annual base earnings and the type of loss. This benefit is in addition to your Basic Term Life and AD&D Insurance. A business trip does not include your normal commute to and from your workplace.

 Choice Benefits

Medical Coverage

To best meet your needs, we provide medical plan options to choose from through Aetna. Each plan also includes prescription coverage. Your plan choices are:

Exclusive Provider Organization Plan (EPO) [Aetna Select Open Access EPO Plan]

The EPO is a preferred provider (in-network) only plan. This plan provides no coverage if you seek care from a provider not in the network, unless you are seeking emergency care for a life or limb-threatening situation. However, under this plan your out-of-pocket costs will be lowest of the two medical plans offered by ADA. Under the EPO Plan, you do not have to select a Primary Care Physician (PCP); however, it is recommended.

Point of Service Plan (POS) [Aetna Choice POS II Plan]

The POS Plan provides you the choice to see both preferred (in-network) and non-preferred (out-of-network) providers; however, it is your responsibility to verify your providers are in-network to benefit from the lower out-of-pocket costs. Your out-of-pocket costs will be higher, possibly significantly, if you choose to seek care out-of-network. Under the POS plan, you do not have to select a Primary Care Physician (PCP); however, it is recommended.

Out-of-Area Indemnity Plan

The Indemnity Plan only is provided to employees who reside outside of a network area.

Dental Coverage

You have two dental plan options through Aetna. With both plans, you may choose at the time of service either a participating (in-network) dentist or any non-participating (out-of-network) dentist.

Under the Passive Dental Plan [Aetna Passive PPO] when you use a participating dentist, your cost of care will be lower than the cost of a non-participating dentist. Savings are possible because Aetna participating dentists have agreed to provide care based on a negotiated fee schedule. Fees of non-participating dentists are reimbursed based on reasonable and customary industry charge limits. Additionally, under the Incentive Dental Plan [Aetna Active PPO] fees of non-participating dentists are also covered at a lower rate. In other words, because the fees charged by participating dentists are lower than those of nonparticipating dentists, your dental dollars for the same procedures will go further when you receive care from a participating dentist.

Vision Coverage

We are pleased to provide you a vision plan through VSP that allows you to not only receive routine eye care, but also helps to pay for glasses and contacts if you need them.

 Supplemental Life and AD&D

For you:

  • 1x, 2x, 3x, 4x or 5x salary to $650,000 maximum benefit
  • $300,000 guarantee issue when first eligible (AD&D 100% guarantee issue)
  • After initial eligibility, all amounts require evidence of insurability

For your spouse and dependent children:

  • Flat $25,000, $50,000 or $75,000 benefit ($25K is the Guarantee Issue Amount)
  • After initial eligibility, all amounts require evidence of insurability
  • Flat $10,000 or $20,000 benefit ($100 for children 14 days to 6 months)

Supplemental Long-Term Disability Insurance

Additional Long-Term disability options are available to you, should you foresee the need to increase your coverage. Options include 60% of basic monthly earnings up to $7,500 or 66.67% of basic monthly earnings up to $12,000.

Flexible Spending Accounts

Did you know that payroll deductions used to fund your Flexible Spending Account (FSA) are not taxed? ADA offers flexible spending accounts that allow you to use pre-tax dollars to pay for healthcare expenses not covered by health plans, as well as dependent care expenses. As payroll deductions put into FSA accounts are tax-free, you save on income taxes at the end of the year. Savings on payroll and federal withholding taxes can quickly add up, leaving you with more money in your pocket at the end of the year. Under the healthcare FSA, you will receive a debit card providing you a convenient method of paying for eligible expenses and reduced reimbursement paperwork.

Commuter Benefits

The Commuter Benefits Program allows you to pay for certain work-related transportation expenses on a pretax basis. There are two types of Commuter Benefits: Parking and Transit. With this program you'll pay less in taxes, because this money is deducted from your paycheck before federal and state income or Social Security taxes are withheld. In most cases, your money is exempt from local and state taxes as well. Check with your tax advisor to learn more. The IRS determines allowable monthly reimbursement amounts, adjusted periodically for inflation.

Parking Benefits

The parking benefit allows you to set aside pretax dollars for work-related parking expenses, including:

  • Parking expenses at or near your worksite
  • Parking expenses at a location from which you commute to work, either by mass transit, qualifying commercial or noncommercial highway vehicle or carpool

Transit Benefit

Purchase passes or vouchers on a tax-free basis to cover the cost of traveling to and from work. Eligible expenses include costs for mass transit, such as a subway, train or bus. Vanpool costs are also eligible. Purchasing passes and vouchers is as easy as going online and placing an order.

 Plans & Programs

Retirement Plans

The Association supports your retirement through our 401(a) Retirement Plan and an optional 403(b) Savings Plan.

401(a) Retirement Plan

The Association will automatically enroll you in the 401(a) Retirement Plan when you have met the following eligibility requirements:

  1. completed one (1) year of employment service,
  2. worked 1000 hours, and
  3. reached the age of twenty-one years.

Once you are enrolled in the Plan, each calendar month, the Association will contribute on your behalf to the Plan a percentage of your compensation. You direct how these contributions are invested. Employees become fully vested in all contributions after three (3) years of service.

403(b) Salary Savings Plan

You are eligible to become a participant in the 403(b) Plan immediately. Through this plan you can save for your retirement by contributing up to 100% of your eligible income until you reach the annual limit imposed by the Internal Revenue Service. As financial circumstances permit, ADA provides matching contributions. The 403(b) Plan provides you with the following benefits and features:

  • You reduce your current income taxes while you boost your retirement investments
  • You have the ability to rollover your savings to another employer if you change employers
  • Pre-tax contributions are not subject to federal and (in most cases) state income taxes until withdrawn
  • Earnings accumulate tax-deferred


Both of these Plans are administered through Fidelity Investments. To help you meet your investment goals, there is a wide range of investment options. You can select a mix of investment options that best suits your goals, time horizon, and risk tolerance. The investment options available through the Plan include conservative, moderately conservative, and aggressive funds. Making changes to your investment mix is easily accomplished through Fidelity's web site.


Both Plans allow you to borrow up to 50% of your vested account balance. The minimum loan amount is $1,000 and a loan must not exceed $50,000. You then pay the money back into your account, plus interest, through after-tax payroll deductions.


Withdrawals from the Plans are generally permitted when you terminate your employment, retire, reach age 59 1/2, become permanently disabled, or have severe financial hardship as defined by the Plan.

Group Legal Plan

The Association provides a Group Legal Plan through which you, your spouse and eligible children have access to a network of attorneys for assistance with a variety of legal needs, including:

  • Legal counsel and advice for all covered services
  • Traffic court representation
  • DUI court representation (1st offense)Will preparation
  • Credit/warranty disputes
  • Reviewing a financial contract or lease
  • Tenant disputes with landlords
  • Uncontested divorce representation
  • Uncontested domestic adoption
  • Purchase and sale of a primary residence
  • Defending a civil action in district court
  • Defending your child in juvenile court (misdemeanor)

The Plan also assists with other covered services. For additional information, and to enroll in the program, contact

Bank of America at WorkTM

Special programs and banking services are available to you as an Association employee. Through these programs, you are offered savings on a variety of banking services including:

  • Checking accounts
  • No fee credit cards
  • Cash back options
  • Discounted safe deposit rental
  • Maintenance-fee free savings account
  • Interest rate bonuses on CDs and IRAs

For more information on this program, contact; to learn about Bank of America services and products, visit or drop by a Bank of America banking center.

Part-Time Employment

You are eligible for insurance benefits if you are an active part-time employee scheduled to work at least 20 hours per week.

Fitness Assistance Program

To encourage you to get and remain fit, the association will reimburse you up to $100 in annual fitness membership dues and exercise, or weight loss class fees once per calendar year. If the cost of membership is less than $100, the reimbursement will be the actual cost of membership. The cost of several memberships or classes during the year can be combined to get the full $100, as long as they are submitted at the same time.

To receive your annual reimbursement, complete the Fitness Assistance Reimbursement Form that can be found on the web site under the Employee Services section (click on the Forms tab) prior to December 31 of the year in which the expenses were incurred. You must include your receipts for documentation.

Virgin Pulse (Previously Virgin Health Miles)

Do you need motivation to get started with an exercise program? Want to be rewarded for the exercise you complete? As a full time or part time employee working at least 20 hour per week) ADA you can participate in the Virgin Pulse plan and get the motivation and rewards you need. By tracking your daily activity, taking your measurements, completing a fitness assessment and more, you'll earn reward points. As your reward points add up, you'll proceed through a series of Reward Levels, where you can receive more cash, bigger rebates, and other items. The higher the level, the more you get when you get there.

 Paid Time Off


The Association observes the nine holidays listed below:

  • New Year's Day
  • Martin Luther King Day
  • President's Day
  • Memorial Day
  • Independence Day
  • Labor Day
  • Thanksgiving
  • Friday after Thanksgiving
  • Christmas Day


Full-time employees accrue vacation on a semi-monthly basis. Employees with 0-3 years of service receive 15 days (3 weeks). Employees with more than 3 years of service receive 20 days (4 weeks). Regular part-time employees accrue the same number of days of vacation as regular full-time employees. However, vacation days are pro-rated vacation, e.g., the number of hours paid to the employee per week of vacation is based on the average hours worked per week up to 37.5 hours.

Sick Leave

Full-time employees begin to accrue sick leave from the date of hire. Sick leave days are earned at the rate of one (1) per month (12 per year) and are available for use, as accrued, after thirty (30) days of employment. Unused sick leave may be accrued and carried over into the next calendar year to be held in reserve for an unforeseen extended illness. Up to ninety (90) days of unused sick leave may be accumulated.

Personal Leave

After 30 days of service, full-time employees are allotted up to seven personal days throughout the calendar year to use for personal business, appointments, religious observances or other purposes. Part-time employees are not eligible for personal leave. Employees are allotted personal time based on the following schedule.

Dates                    Personal Leave Amount
January 1                           3 days
May 1                                2 days
September 1                      2 days

Newly hired employees will be allocated days based on the period following their hire day. Employee must be an active employee on the first day of each period in order to be allocated the additional days in the period. Employees hired after September will not have personal day until January 1 of the following year.

Personal time may not be carried over into a new calendar year. If employees leave the Association, any unused personal time is forfeited.


How do I know if I am eligible for benefits?
You are eligible for the insurance benefits if you are an active, full-time employee scheduled to work at least 30 hours per week, or a part time employee scheduled to work at least 20 hours per week. Benefits, unless stated otherwise, are available on the first of the month following your date of hire.

How do I enroll for my benefits?
You will enroll in your benefits through our online enrollment system. For complete enrollment instructions and to enroll online, visit and click on the ADA Employee Self Service portal.

When can I enroll for benefits?
Each year you have the opportunity to enroll in the ADA benefits plan or make changes to your benefits during the annual Open Enrollment period. New Hires will be provided with an opportunity to enroll once they meet eligibility requirements. Once you elect your benefit options, your elections remain in effect until the end of the plan year (through December 31). The association encourages you to review all your benefits and make your choices wisely.

You can change your benefit elections during the year only if you experience a Qualified Life Event. Qualified Life Events include:

  • Marriage
  • Divorce or legal separation
  • Birth of your child
  • Death of your spouse or dependent child
  • Adoption of/placement for adoption of your child
  • Termination or commencement of your spouse's employment
  • Change of employment status by you or your spouse
  • A significant change in your or your spouse's health coverage due to your spouse's employment
  • Qualification by the Plan Administrator of a Medical Child Support Order
  • Entitlement to Medicare or Medicaid

If you experience a Qualified Life Event, you must notify HR within 31 days of the change. Depending on the type of change, you may need to provide proof of the change. If you do not contact HR within 31 days, you will have to wait until the next annual enrollment period to make changes, unless you have another Qualified Life Event.

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  • Last Reviewed: October 14, 2013
  • Last Edited: July 17, 2014