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At Cigna, our strong, collaborative customer-focused culture drives our ability to be a leader in the health service industry and underpins all other dimensions of talent management, including how we develop and engage employees and how we collaborate and innovate to achieve results.
In 2020, Cigna invested approximately 17 percent of total payroll in health, well-being, and other benefits, including life and disability programs, 401(k) contributions, and retirement-related benefits for its employees in the United States.
Finding and nurturing the best talent is critical to the success of our organization. Tending to our employees’ health, well-being, and peace of mind is more than just our mission – it is a critical business imperative for our company.
At Cigna, we believe that the provision of health and wellness benefits for our employees is our responsibility as an employer and should not be outsourced to the government or other third parties. Ensuring that our employees have comprehensive health and wellness benefits is not only the right thing to do from a societal perspective – it is also one of the most important investments in our enterprise that we make each year. That is because we strongly believe that a healthy workforce is more productive, has fewer absences, and is a critical enabler for us to drive our business and our strategy forward, thereby creating significant shareholder value.
Employee Benefits and Work-Life Balance
Health is our business, so as an employer we recognize the importance of our employees maintaining balanced and healthy lives. We also know that balance is deﬁned diﬀerently by every employee. As such, we provide a wide variety of beneﬁts that our employees can use to navigate work-life balance. For example, in addition to providing traditional medical and pharmacy benefits, we provide mental health support to employees. We believe that positive mental health is the foundation for other dimensions of well-being, and we work to ensure that our employees are aware of the resources we provide and that they feel comfortable taking advantage of them without stigma.
To meet the needs of our employee population, we continued to broaden the number of beneﬁt options for our employees, which include:
Personal Health and Well-being
- Health beneﬁts, including health care, dental, and vision, for employees and dependents with coverage starting on the first date of hire.
- All four medical plan options include integrated Cigna Pharmacy benefits enhanced by Express Scripts, with coverage for specialty medications through Accredo. Employees also have the ability to earn well-being incentives. Spouses, domestic partners, and children up to age 26 are eligible for coverage.1
- All plans come with Cigna’s broad national network, Open Access Plus. Some areas will also have a smaller local network option (LocalPlus or SureFit) to choose from.
- Employer-paid short-term disability (STD) and long-term disability (LTD), with an option to buy additional LTD coverage.
- Onsite health resources for employees
- Onsite clinics*
- Onsite health coaches*
- Onsite ﬁtness centers and classes*
- Onsite meditation rooms and classes*
- Onsite biometric exams*
- Flu prevention program
- Mobile mammography
- Company-wide well-being campaigns – Global Wellness Challenge, Resilience Journey, and mental health training sessions
- Digital apps to support well-being – nutrition, resilience, and virtual fitness and mindfulness classes
- Employees may choose from two options. Both plans cover dependent and adult orthodontia.
- Dental HMO
- No deductible, no annual maximum. Employees pay predictable copays for services.
- Dental PPO
- Annual deductible of $25/$75 with a $2,000 annual maximum.
- Employees pay a portion of costs.
- Cigna offers one vision plan that covers routine preventive exams, lenses, frames, and contacts.
- Mental Health
- Employee Assistance Program (EAP) benefits that are free to all employees and to any member of their household.
- Therapy to help individuals build greater resilience and cope with stress, anxiety, and depression.
- Complimentary programs that support time away from work for restoration.
- Career advising
- Employee education and tuition assistance
- Coaching and mentoring programs
- Employee Recognition Program
- Nine company-recognized paid holidays
- Paid Day of Reflection – added in 2020 to support our diversity, inclusion, and community engagement focus
- Paid Time Off based on employee’s level within the company and years of service, ranging from a minimum of 18 days to a max of 28 days2
- 40 hours of Bought Time Off (BTO) available to employees
- Work schedule flexibility, including, flex-time, job sharing, compressed work week, and working less than full-time
- Paid new-child bonding time (four weeks of paid caregiver leave to bond with a child)
- Paid leave to support seriously ill family member (four weeks of paid caregivers leave* to care for a sick family member)3
- Adoption support
- Dependent care assistance programs
- Eldercare programs – coaches offered to support employees as caregivers
- Flexible work options – ﬂex schedules, telecommuting
- Nursing mothers’ rooms
- Healthy Pregnancies, Healthy Babies® support program
- Moms on the Go program that provides convenient, no-cost breast milk home delivery services for nursing mothers who travel on business
- Parent Partnership Program
- Bereavement leave to cover time away to grieve or attend the funeral of a family member; leave includes bereavement for a miscarriage
- Community Ambassador Fellowship – paid time away with stipend to focus on mission-aligned community work
- Paid Volunteer Day (up to 8 hours)
- Team and curated volunteer opportunities
- Matching grants
- 401(k) program with match
- Financial wellness education (debt and credit counseling, student loan consolidation support, and one-on-one retirement counseling)
- Company-provided and supplemental life insurance
- Short-and long-term disability plans
- Voluntary beneﬁts to provide income protection
- Relocation beneﬁts
- Discount programs
- Auto/Home/Pet insurance
- Legal and identity theft voluntary benefits
- Pre-tax commuter beneﬁts
- Long-term incentive program4
Additional benefits provided to employees during the COVID-19 pandemic are detailed on Cigna’s COVID-19 Response Page and in our Cigna’s Approach to Employee Support during the COVID-19 Pandemic Case Study.
Parental Leave Description
Cigna provides all eligible employees with four weeks of Caregiver Leave, which can be used to bond with a new child. This means that for birth mothers, who generally combine short-term disability with caregiver leave, the total period of time off available is up to 12 weeks.5,6, 7, 8
Remote Working and Flexible Work Schedule Arrangements
Cigna recognizes that we can help our employees balance the demands of work and home by adding flexibility to when work is performed. Work at home (WAH) and flexible work schedule arrangements, on either a full or part-time basis, have the potential to benefit the Company and its employees. Cigna encourages managers to work with employees to discuss such alternative work arrangements, so that they can meet both employee and business needs. We recognize the value of these arrangements to both the business and our employees and are committed to making them successful. During the COVID-19 pandemic, the company has been promoting flexibility wherever possible throughout the organization and encouraged managers and leaders to utilize our flexible work arrangements whenever possible, subject to business need.
48 percent of our total U.S. workforce was in permanent remote work arrangements in 2019 and 2020 pre-pandemic. In response to the COVID-19 pandemic, and consistent with our cultural value of ensuring the well-being of our employees, the vast majority of our global workforce were deployed to working from home at the beginning of the COVID-19 pandemic. Our U.S. work-at-home population increased from 48 percent to 90 percent. The ability of our non-worksite-dependent employees in the U.S. to continue to work from home remains in place at present. Cigna’s established WAH and flexible work schedule programs allowed us to quickly transition in-office resources to WAH settings. In a short period of time, temporary WAH policies, technical support, and additional tools and resources were developed and disseminated to support managers and employees shifting to working remotely and to ensure no disruption to our customers, patients, clients, or other business partners.
During the COVID-19 pandemic, only 4,000 site-dependent staff (i.e. employees who are in roles that physically require them to be on site) continued to work in our office locations and at our pharmacy benefit manager (PBM) facilities. For these employees, we continue to support significant health and safety measures to limit their risks of contracting COVID-19 in the workplace. In addition, we created and implemented various new employee-friendly policies to ensure our workforce could manage through such a difficult time, including providing all employees with 10 extra paid days off for any COVID-related reason – including childcare, schooling of family members, caregiving, testing, and vaccinations – and a new job accommodation process for employee situations impacted by COVID-19.
To support our virtual population, we provide both managers and employees with a comprehensive series of resources and tools that enable a successful transition to WAH. Our goal is to ensure that the employee experience is productive and positive and that our team members remain connected and engaged regardless of location. In order to bolster the connectedness of our WAH employees, Cigna also offers a virtual resource group (vERG). The vERG disseminates information about how employees can enhance connectedness and overcome barriers as we "work together apart."
Each year, Cigna conducts an all-employee Global Engagement Survey, in which employees are invited to share their thoughts on a wide range of topics. We use the survey results to identify ways that we can strengthen our culture, simplify processes, enhance engagement, and improve customer interactions.
In 2020, 83 percent of our employees stated that they feel inspired to “go above and beyond” their normal job duties.9 Our employees overall satisfaction is also reﬂected in 86 percent of our workforce reporting that “they have a supportive network of colleagues at Cigna.” Additionally, 90 percent of our employees said that “the work they do is important and has an impact.” Our employees’ responses10 were all above industry norms and trended positively compared with 2019, which indicates that Cigna was able to deepen its positive and supportive employee culture in 2020. This is especially impressive, because we were able to do this during the COVID-19 pandemic and two years after we began integrating Cigna and Express Scripts.
In 2020, Cigna also sought to understand how employees viewed the company’s response to salient topics, including social justice and racial inequality issues, through employee surveys. 85 percent of employees stated that they felt that employees of all backgrounds could succeed at Cigna.
Historically, we have used our surveys to gain insight into our biggest opportunities for improvement. For example, results from previous surveys informed our enhancement of work processes to alleviate employee stress. Seeing value in increasing our understanding of how we can better work together, we launched a Cigna Connections survey with questions designed to help us improve workstreams and collaborations. The insights from the survey helped us to identify ways to assist employees who feel overloaded, reduce stress, and improve processes. The information that we gather from this and other surveys is instrumental as we strive to be a more connected and inspired workforce. In 2020, we also used our surveys to build a stronger, more uniﬁed culture.
As a result of our investments, and our efforts to build and reinforce a culture of health within the organization, an average of 85 percent of employees who responded to our global surveys over the past two years indicated that Cigna's health and well-being programs encourage them to pursue a healthy lifestyle.
1Below are the highlights of the 2020 medical plan coverage:
- HSA $3,200/$6,400 and HSA $1,700/$3,400
- HSA-based plan
- Automatic HSA funding
- You pay full cost until deductible
- HRA $2,500/$5,000
- HRA-based plan with automatic HRA funding
- Deductible is waived for in-network PCP visits
- Co-pays for prescriptions before the deductible
- Co-pay Plan $1,000/$2,000
- HRA-based plan with no automatic HRA funding
- Co-pays for some physician services and prescriptions before the deductible
2Paid Sick Time (PST) is a part of the Paid Time Off (PTO) bucket for PTO. Eligible employees have 56 hours unless otherwise specified by state and local law.
3In 2020, Cigna eliminated the eligibility requirement, which was previously one year and 1,250 hours, for leave taken to care for a family member due to a COVID-19 diagnosis.
4Long-term incentives are only available to certain Cigna employees.
5Cigna’s Caregiver Leave provides wage replacement of 100 percent for up to four weeks to employees who need time oﬀ to bond with a child. Employees who have worked 1,250 hours in the preceding 12 months may be eligible for Caregiver Leave.
6, 7Cigna’s short-term disability pays eligible employees’ salaries while they are on leave. Depending upon the nature of the birth (vaginal vs. c-section), an employee may be eligible for either six or eight weeks of time off.
- Up to two years of service – 75 percent after seven-day unpaid waiting period
- Two or more years of service – 100 percent for six weeks after seven-day unpaid waiting period and then 75 percent thereafter
8Cigna’s Caregiver Leave and/or short-term disability can also be increased through combination with Paid Time Oﬀ (PTO) and/or Bought Time Oﬀ (BTO).
9There was not a diﬀerence between men’s and women’s responses to this question.
10More than 83 percent of our employees responded to surveys in 2020.