Benefits at a Glance
Compensation
- ComResource offers very competitive salary and W2 hourly wages to all of our associates
- Additional compensation is offered for hours worked over the normal billable hours for the given month
- Associates are eligible for recruiting and client referral bonuses
- Associates may receive a year-end discretionary bonus
- Eligible six months after hire date – must be actively employed on the last day of the year to receive
Paid Time Off
- Greater flexibility to accommodate a healthy work/life balance by incorporating vacation, sick, and personal time off
- Vacation Days – based on years of service
- Paid Holidays – 8 days
- Bereavement Days
- Jury Duty Days
Professional Development
- ComResource, Inc. allocates a significant amount of its budget per year for professional education
- Professional certifications, professional memberships, and conferences & journals
- Tuition reimbursement – Pre-approved classes will be reimbursed based on employee’s length of service up to $2500 per calendar year
Health Benefits
- Benefits start day 1 – no waiting period
- ComResource pays 60% of premiums for:
- Medical
- Out of Pocket Maximum for Individual: $2,500, Family: $5,000 per year (In-Network)
- Prescription (3-tier co-pay)
- Vision
- Dental
- ComResource pays 100% of premiums for:
- Life Insurance ($100,000 per employee)
- Accidental Death & Dismemberment ($100,000 per employee)
- Short-Term Disability (66 2/3% weekly pay – 13 weeks. Max benefit applies.)
- Long-Term Disability (60% monthly earnings – TAX FREE. Max benefit applies.)
- Additional group, voluntary term-life insurance is available for employee, spouse and children.
- Supplemental insurance available including Accident Protection, Hospital Protection, and Cancer Care
ComResource 401(k) Retirement Plan
- Eligible after six full months of service. Enrollment 1st of: Jan/Apr/July/Oct
- Deferral amount capped by current government policies
- 100% vested upon enrollment.
- Safe Harbor Matching contribution equals 100% of a participant’s first 3% of salary deferral and an additional 50% of participant’s next 2% of salary deferral (a maximum safe harbor match of 4% for any participant who defers 5% or more).