FCA In Brief

FCA Board

FCA Offices and Officials

Inspector General

FCS Borrower Rights

Employment Homepage

FCA Job Announcements

About Your Career as an FCA Examiner

Recruiting Schedule

Meet Our Employees

Compensation

Benefits

History

Procurement Opportunities

EEO and Diversity

FAQs

Home > About FCA > Employment Homepage >

Benefits

Although part of the Federal Government, FCA has a more flexible salary and benefits program than most other Government offices. Many benefits are paid for by the Agency, at no cost to employees, while others are generously subsidized. The following provides highlights of FCA’s benefit programs. A printer-friendly version of this information is available in PDF.

Note: This is only a summary, and all benefits are subject to amendments. If a conflict exists between this summary and the full program or plan provisions, the provisions will prevail.

 

Medical
Employees can choose from a wide selection of health insurance plans for themselves and their families. Currently, the Federal Government pays on average 72 percent of the cost of coverage. Unlike a growing number of private-sector workers, Federal employees, under certain conditions, can continue their health insurance into retirement with the same Government contributions that active (that is, unretired) employees receive. As a benefit for its active employees, FCA covers on average an additional 8 percent of their cost of coverage. FCA employees and their families may choose from the following types of plans:

Dental and Vision
Dental and vision benefits are available to eligible Federal employees, retirees, and their eligible family members on an enrollee-pay-all basis. This program allows dental insurance and vision insurance to be purchased on a group basis, which provides competitive premiums and no pre-existing condition limitations. Premiums for enrolled Federal employees are withheld from salary on a pre-tax basis.

Return to top of page

Federal Employees Retirement System
Congress created the Federal Employees Retirement System (FERS) in 1986, and it became effective on January 1, 1987. Since that time, new Federal civilian employees who have retirement coverage are covered by FERS. The plan consists of three tiers:

Employees who have previous Federal service and were hired by a Federal agency prior to January 1, 1984, may be covered by the Civil Service Retirement System (CSRS) or the CSRS Offset.

Return to top of page

Group Life Insurance
All employees are automatically enrolled in Federal group life insurance unless they opt out of the coverage. The basic coverage equals annual pay (rounded to the next $1,000) plus $2,000. Employees pay two-thirds of the cost of basic life coverage and the Government pays one-third. Additional life insurance coverage for employees and their families may be purchased.

Flexible Spending Accounts
Flexible spending accounts allow employees to pay out-of-pocket health and dependent care expenses with tax-free dollars. FCA contributes up to $1,300 to the account of each employee.

Life Cycle Account
A Life Cycle Spending Account helps employees save money for adoption, child care, elder care, fitness/recreation, or insurance premiums not reimbursed under another program or insurance policy. FCA contributes $400 to each employee’s account.

Disability Programs

Return to top of page

Vacation, Sick Leave, Family Leave and Holidays

Return to top of page

Public Transportation Subsidy and Free Parking

Travel Compensation
For every night over 50 nights that an employee is on official travel during the calendar year, the employee receives $50 in travel compensation.

Relocation Allowances
Financial assistance is given to current employees who change locations for the Agency because of new or changing job responsibilities.

Alternative Work Schedule
These are alternatives to the traditional workday. Many employees choose to work eight 9-hour days, one 8-hour day, and have one day off every two weeks. This is referred to as a 5/4/9 schedule.

Telework
Employees, with their supervisors’ approval, may work away from the job site. Whether an employee may telework will generally depend on the characteristics of a task or project, the scheduling arrangement, and other variables.

Return to top of page

Employee Assistance and Work/Life Programs

Return to top of page