This enclosure, which merely highlights some of the Project’s policies, practices and/or benefits, is not a contract or a legal document. Prolonged funding uncertainties and/or other circumstances may require that the policies, practices and benefits of the Project be changed from time to time. Consequently, the Project reserves the right to amend, supplement, or cancel any provision of this enclosure as may be deemed necessary. Prospective staff members must assume the responsibility for clarifying specific applications in varying circumstances.
Benefits described are based on full-time employment. Benefits for part-time employees will be pro-rated.
* Indicates a benefit which is prorated if employment is part-time status.
Annual Leave
For each full month of employment, annual leave will accrue as follows:
| Experience Level | Monthly Accrual |
|---|---|
| 0 – 1 through 2 – 3 years | 1.25 days (15 days per year) |
| 3 – 4 years | 1.50 days (18 days per year) |
| 4 – 5 and above | 1.75 days (21 days per year) |
Sick Leave
Sick leave will accrue at the rate of one day per full month of employment.
Parental Leave
An employee is entitled to leave for the birth, adoption, or other new arrival of a child, under the following terms: A full-time employee is entitled to fourteen (14) weeks of paid parental leave at their current rate of pay provided the employee has been a full-time NJP employee at least six (6) months before beginning parental leave. A part-time employee is entitled to paid parental leave on a pro-rata basis under the same terms and conditions as a full-time employee.
Medical / Dental / Vision
NJP provides employer paid Medical, Dental and Vision coverage for all employees with options for a buy up plan and optional dependent coverage (with modest premium cost sharing by the employee).
Section 125 Flexible Benefits – Options
- A Dependent Care Flexible Spending Account, under IRC §125, which enables staff to contribute “pre-tax” for (both FICA (Social Security) and Federal Income Tax on qualifying child and dependent care expenses (max $7500).
- A Health Care Flexible Spending Account, under IRC §125, which enables staff to contribute “pre-tax” dollars to pay for certain out of pocket health care expenses that are not covered by health insurance or the HRA. The money contributed to this account can be used to reimburse the employee or employee family member co-pays, Rx, deductibles, coinsurance, out of pocket dental costs, vision costs, etc. (max $3,400).
- Commuter/Mass Transit Reimbursement Account, under IRC §132: This allows the employee to fund up to $340 per month pre-tax for the purchase of a bus pass, mass transit vouchers or other qualified transit expenses.
- Commuter/Parking Reimbursement Account, under IRC §132: This allows the employee to fund on a pretax basis up to $340 per month for parking expenses.
Employee Assistance Program (EAP)
We recognize that a wide range of personal problems affect staff’s performance in the workplace. Emotional or mental stress, marital, legal and financial difficulties, and drug and alcohol abuse and dependency can affect an employee’s work performance, safety and general welfare. Before a problem becomes a crisis the EAP can provide private professional assistance to aid the employee in recognizing and taking care of personal difficulties. The EAP is an NJP funded benefit.
This is a confidential service. No information about staff is released to anyone without written authorization except as required by law. No names are reported to NJP. We are given a quarterly report showing the use of the EAP program but without names or locations.
Life Insurance
NJP carries employer funded group term life insurance policies, which provides an initial death benefit of $100,000.
Voluntary Life Insurance
NJP offers employees the opportunity to purchase voluntary life insurance. If you elect coverage for yourself, you may also elect coverage for your spouse/partner and/or child(ren). New hires have a one‐time opportunity to purchase up to the Guaranteed Issue amount of $200,000 for yourself without answering medical questions. If you apply outside of your initial eligibility date or elect more than the Guaranteed Issue amount, you will need to answer some basic health questions and coverage may be denied. The cost is based on your age, and the coverage amount that you elect.
Long Term Disability Insurance
NJP carries employer funded mandatory group long-term disability insurance policy.
403(b) Thrift Pension Plan *
NJP offers a 403(b) thrift retirement program for employee and employer contributions. The plan allows for employee directed pre-tax salary deferral contributions, up to IRS limits, and provides for quarterly employer contributions, subject to eligibility requirements and annual board approval.
Investment options include a range of funds offered by Mutual of America (for both salary deferral and employer contributions) and Vanguard Investments (salary deferrals only).
Paid Holidays *
- New Year’s Day, First day of January
- Martin Luther King’s Birthday, Third Monday of January
- President’s Day, Third Monday of February
- César Chavez Day, 31st day of March
- Memorial Day, Last Monday of May
- Juneteenth, 19th day of June
- Independence Day, Fourth day of July
- Labor Day, First Monday of September
- Indigenous Peoples’ Day, Second Monday of October
- Veterans Day, 11th day of November
- Thanksgiving Day, 4th Thursday of November
- Day after Thanksgiving Day, Fourth Friday of November
- Christmas Eve Day, 24th day of December
- Christmas Day, 25th day of December
- New Year’s Eve, 31st day of December
Personal Days *
Depending on the date of hire, employees will be entitled to up to two “personal days” off per year in addition to annual leave. These days may not be carried from one calendar year to the next.
Washington State Bar Association Dues
All attorney staff must maintain active membership in the WSBA and all staff are encouraged to be active in local professional and community groups, as appropriately related to their work. The Project pays or reimburses for mandatory WSBA bar dues.
Law School Loan Repayment Assistance
The Project has established a Law School Loan Repayment Assistance Program. Upon receipt of satisfactory evidence concerning the existence and amount of loan obligations undertaken to pay for law school, and as a part of an eligible employee’s compensation, the Project reimburses up to Eight Hundred Dollars ($800) per calendar quarter towards the law school loan debt. Such payments end on the date the employee reaches Level 25 on the salary scale. Prospective participants are required to explore and exercise any options they may have to receive repayment assistance from, or to have loans forgiven by, their law school. Participants are required to recertify each calendar year.