MANAGEMENT BENEFITS
Medical
High Deductible Health Plans (HDHP)
- Union Pacific offers two high deductible plans (HDHP1 and HDHP2). You pay lower monthly premiums paired with a higher annual deductible. UP puts “seed” money into a Health Savings Account (HSA) for you to help pay for the deductible.
- In addition, in-network preventive care services are paid at 100% as required by the Affordable Care Act (healthcare reform law).
Non-HDHP PPO Plan
- Union Pacific offers one Non-HDHP PPO plan. With the PPO, you pay higher monthly premiums, but pay less when you access services at the point of care in the form of lower deductibles and out-of-pocket maximums. This plan is not paired with an HSA.
- Prescription drug coverage is not subject to the deductible. This means the plan’s prescription drug coinsurance benefit is available on day one.
- Similar to the HDHPs, in-network preventive care services are paid at 100% as required by the Affordable Care Act (healthcare reform law).
- Depending on the zip code in which the employee lives, either UHC or BCBS is the medical network provider.
- Kaiser HMO available in certain West Coast locations.
Medical
High Deductible Health Plans (HDHP)
- Union Pacific offers two high deductible plans (HDHP1 and HDHP2). You pay lower monthly premiums paired with a higher annual deductible. UP puts “seed” money into a Health Savings Account (HSA) for you to help pay for the deductible.
- In addition, in-network preventive care services are paid at 100% as required by the Affordable Care Act (healthcare reform law).
Non-HDHP PPO Plan
- Union Pacific offers one Non-HDHP PPO plan. With the PPO, you pay higher monthly premiums, but pay less when you access services at the point of care in the form of lower deductibles and out-of-pocket maximums. This plan is not paired with an HSA.
- Prescription drug coverage is not subject to the deductible. This means the plan’s prescription drug coinsurance benefit is available on day one.
- Similar to the HDHPs, in-network preventive care services are paid at 100% as required by the Affordable Care Act (healthcare reform law).
- Depending on the zip code in which the employee lives, either UHC or BCBS is the medical network provider.
- Kaiser HMO available in certain West Coast locations.
Prescriptions
Prescription coverage is bundled with your medical plan and administered by OptumRx.
Mail order is available.
Minimums/maximums apply.
What the employee will pay is based on the assigned tier of the drug and whether purchased at retail or through mail order.
Tier 1
- Non-HDHP: $10 - $25 co-pay
- HDHP1: $10 - $25 co-pay
- HDHP2: $10 - $25 co-pay
- Tier 1 drugs are generally limited to generic drugs.
Tier 2
- Non-HDHP: $10 - $25 co-pay
- HDHP1: $10 - $25 co-pay
- HDHP2: $10 - $25 co-pay
- Tier 2 drugs are generally the preferred brand.
Tier 3
- Non-HDHP: $10 - $25 co-pay
- HDHP1: $10 - $25 co-pay
- HDHP2: $10 - $25 co-pay
- Tier 3 drugs are generally the non-preferred brand.
Annual deductible applies to Rx expenses only for HDHP2 Plan
Prescriptions
Prescription coverage is bundled with your medical plan and administered by OptumRx.
Mail order is available.
Minimums/maximums apply.
What the employee will pay is based on the assigned tier of the drug and whether purchased at retail or through mail order.
Tier 1
- Non-HDHP: $10 - $25 co-pay
- HDHP1: $10 - $25 co-pay
- HDHP2: $10 - $25 co-pay
- Tier 1 drugs are generally limited to generic drugs.
Tier 2
- Non-HDHP: $10 - $25 co-pay
- HDHP1: $10 - $25 co-pay
- HDHP2: $10 - $25 co-pay
- Tier 2 drugs are generally the preferred brand.
Tier 3
- Non-HDHP: $10 - $25 co-pay
- HDHP1: $10 - $25 co-pay
- HDHP2: $10 - $25 co-pay
- Tier 3 drugs are generally the non-preferred brand.
Annual deductible applies to Rx expenses only for HDHP2 Plan
Health Savings Account (HSA)
An HSA is a savings account that lets you set aside money on a pre-tax basis to pay for qualified medical expenses.
The following provides an overview of annual HSA contributions available to employees enrolled in a High Deductible Health Plan medical option.
Employee Only HDHP Coverage
- IRS Maximum Annual Contribution (assuming HDHP enrollment for all 2024): $4,150
- Company Contributions: $900
- Employee Contributions: Up to $3,250 (assuming full company contribution has been received and enrolled in HDHP coverage for the entire calendar year)
- Additional Catch-up Contributions (55 or older)
- Employee: $1,000
- Spouse (If HSA eligible): $0
Family HDHP Coverage
- IRS Maximum Annual Contribution (assuming HDHP enrollment for all 2024): $8,300
- Company Contributions: $2,100
- Employee Contributions: Up to $6.200 (assuming full company contribution has been received and enrolled in HDHP coverage for the entire calendar year)
- Additional Catch-up Contributions (55 or older)
- Employee: $1,000
- Spouse (If HSA eligible): $1,000 (must open separate account)
Fund your account: Deposit as much as you can into your HSA – up to the IRS annual contribution maximum.
Carry over your balance: Whatever you don’t spend carries over year after year; the money is always yours. Spend less than you save to start building your safety net.
Target a savings goal: Set a goal to save the annual out-of-pocket maximum for your health plan. That way in any given year you can cover your maximum share of costs.
Health Savings Account (HSA)
An HSA is a savings account that lets you set aside money on a pre-tax basis to pay for qualified medical expenses.
The following provides an overview of annual HSA contributions available to employees enrolled in a High Deductible Health Plan medical option.
Employee Only HDHP Coverage
- IRS Maximum Annual Contribution (assuming HDHP enrollment for all 2024): $4,150
- Company Contributions: $900
- Employee Contributions: Up to $3,250 (assuming full company contribution has been received and enrolled in HDHP coverage for the entire calendar year)
- Additional Catch-up Contributions (55 or older)
- Employee: $1,000
- Spouse (If HSA eligible): $0
Family HDHP Coverage
- IRS Maximum Annual Contribution (assuming HDHP enrollment for all 2024): $8,300
- Company Contributions: $2,100
- Employee Contributions: Up to $6.200 (assuming full company contribution has been received and enrolled in HDHP coverage for the entire calendar year)
- Additional Catch-up Contributions (55 or older)
- Employee: $1,000
- Spouse (If HSA eligible): $1,000 (must open separate account)
Fund your account: Deposit as much as you can into your HSA – up to the IRS annual contribution maximum.
Carry over your balance: Whatever you don’t spend carries over year after year; the money is always yours. Spend less than you save to start building your safety net.
Target a savings goal: Set a goal to save the annual out-of-pocket maximum for your health plan. That way in any given year you can cover your maximum share of costs.
Additional Benefits: Life & Family
Life and Accident Death & Dismemberment (AD&D) Insurance: Union Pacific provides financial protection via core life and AD&D insurance of 1x Basic Annual earnings, up to $50,000 for each, in the event of injury or death. Employees can also purchase optional voluntary coverage for themselves and/or their dependents.
Adoption/Surrogacy Assistance Program: The Program will reimburse covered adoption expenses or covered surrogacy expenses up to a maximum of $6,000 per child.
Child Development Center: Full time and part time care for infants through preschool children. Conveniently located near the Union Pacific headquarters building.
Diversity Councils & Inclusion Groups: Volunteer organizations to help develop and sustain a strong, diverse organization.
Caregiver Support: Family First is a 100% confidential, caregiving benefit that provides you access to a team of Care Experts to support you in your caregiving journey.
Holidays: Eleven paid holidays. In general, observed holidays align with federal holidays. You may exchange a designated religious holiday to celebrate another religious holiday significant to you.
Matching Gifts Program: The company will match two-to-one (2:1) gifts to qualified educational institutions and one-to-one (1:1) to qualified non-profit 501(c)(3) public charity or governmental entity.
Maternity Leave: 14 to 16 weeks total: 8 weeks for Maternity Leave plus 6 to 8 weeks for STD (Short Term Disability).
Maven: Virtual concierge service for navigation, education, and resources for fertility and family building.
Milk Stork: Breast milk delivery service for business traveling moms, providing no-fuss, refrigerated, express shipping or easy toting of breast milk home to baby.
Military Leave: Pay differential and leave of absence to National Guard and Reserve service members.
Mother’s Rooms: On-site lactation rooms comfortably furnished. If no room on site a pop-up lactation pod for a comfortable and private environment to pump can be requested.
Operation Redblock: This ongoing program is designed to educate, intervene, and refer workers to appropriate support services to attain healthier, substance-free lifestyles in lieu of disciplinary action.
Parental Leave: 4 weeks paid leave for non-birth parents, including foster and adoptive parents.
Peer Support: When crisis occurs, whether at work or home, the Union Pacific Peer Support Program offers friendship and support to peers who experience a disabling injury, family illness, death, or other crises that might arise.
Union Pacific Benefits Marketplace: Access to voluntary benefits that include critical illness, hospital indemnity, auto insurance, home/renters’ insurance, identify theft protection and pet insurance.
Will Preparation Service: Employees who elect voluntary employee life insurance coverage are eligible for free will preparation service and free probate service.
Additional Benefits: Life & Family
Life and Accident Death & Dismemberment (AD&D) Insurance: Union Pacific provides financial protection via core life and AD&D insurance of 1x Basic Annual earnings, up to $50,000 for each, in the event of injury or death. Employees can also purchase optional voluntary coverage for themselves and/or their dependents.
Adoption/Surrogacy Assistance Program: The Program will reimburse covered adoption expenses or covered surrogacy expenses up to a maximum of $6,000 per child.
Child Development Center: Full time and part time care for infants through preschool children. Conveniently located near the Union Pacific headquarters building.
Diversity Councils & Inclusion Groups: Volunteer organizations to help develop and sustain a strong, diverse organization.
Caregiver Support: Family First is a 100% confidential, caregiving benefit that provides you access to a team of Care Experts to support you in your caregiving journey.
Holidays: Eleven paid holidays. In general, observed holidays align with federal holidays. You may exchange a designated religious holiday to celebrate another religious holiday significant to you.
Matching Gifts Program: The company will match two-to-one (2:1) gifts to qualified educational institutions and one-to-one (1:1) to qualified non-profit 501(c)(3) public charity or governmental entity.
Maternity Leave: 14 to 16 weeks total: 8 weeks for Maternity Leave plus 6 to 8 weeks for STD (Short Term Disability).
Maven: Virtual concierge service for navigation, education, and resources for fertility and family building.
Milk Stork: Breast milk delivery service for business traveling moms, providing no-fuss, refrigerated, express shipping or easy toting of breast milk home to baby.
Military Leave: Pay differential and leave of absence to National Guard and Reserve service members.
Mother’s Rooms: On-site lactation rooms comfortably furnished. If no room on site a pop-up lactation pod for a comfortable and private environment to pump can be requested.
Operation Redblock: This ongoing program is designed to educate, intervene, and refer workers to appropriate support services to attain healthier, substance-free lifestyles in lieu of disciplinary action.
Parental Leave: 4 weeks paid leave for non-birth parents, including foster and adoptive parents.
Peer Support: When crisis occurs, whether at work or home, the Union Pacific Peer Support Program offers friendship and support to peers who experience a disabling injury, family illness, death, or other crises that might arise.
Union Pacific Benefits Marketplace: Access to voluntary benefits that include critical illness, hospital indemnity, auto insurance, home/renters’ insurance, identify theft protection and pet insurance.
Will Preparation Service: Employees who elect voluntary employee life insurance coverage are eligible for free will preparation service and free probate service.
Additional Benefits: Health
Dario: Employees and their dependents enrolled in an HDHP or PPO plan will have access to a free program great for anyone who is dealing with diabetes, high blood pressure, or wants to lose weight and keep it off.
Employee Assistance Program (EAP): The first visits with a licensed, master’s-level therapist or psychologist are free – that’s six free visits for you and six free visits for any of your eligible dependents who receive newly initiated treatment.
Fitness Center (at Omaha Headquarters): On-site gym with weightlifting equipment, cardio machines, and staffed with fitness professionals.
Fitness Centers (outside of Omaha Headquarters): Union Pacific contracts with fitness facilities system wide, free for you to use.
Quantum Health: Navigation and troubleshooting support to aid with your medical and pharmacy benefit questions and needs.
Virgin Pulse: Earn incentives (up to $600 in Virgin Pulse Cash), lose weight, feel energized, or live healthier than ever, Virgin Pulse can help you get there!
Additional Benefits: Health
Dario: Employees and their dependents enrolled in an HDHP or PPO plan will have access to a free program great for anyone who is dealing with diabetes, high blood pressure, or wants to lose weight and keep it off.
Employee Assistance Program (EAP): The first visits with a licensed, master’s-level therapist or psychologist are free – that’s six free visits for you and six free visits for any of your eligible dependents who receive newly initiated treatment.
Fitness Center (at Omaha Headquarters): On-site gym with weightlifting equipment, cardio machines, and staffed with fitness professionals.
Fitness Centers (outside of Omaha Headquarters): Union Pacific contracts with fitness facilities system wide, free for you to use.
Quantum Health: Navigation and troubleshooting support to aid with your medical and pharmacy benefit questions and needs.
Virgin Pulse: Earn incentives (up to $600 in Virgin Pulse Cash), lose weight, feel energized, or live healthier than ever, Virgin Pulse can help you get there!
Additional Benefits: Financial & Career
401(k)/Thrift Plan: Saving for the future is important! UP matches 100% of the first 6% that the employee contributes to the plan. In addition, UP contributes 3% of base salary paid in the prior year, whether the employee contributes to their own 401(k) or not.
Dependent Care Flex Spending Account (DCFSA): Allows you to pay for eligible dependent care expenses, such as daycare, nursing care or caregiver services, on a “before” tax basis.
Pay for Performance: Salary ranges are set above market to attract and retain talent, annual review and benchmark of salary ranges, merit increases driven by individual performance, and bonus awards driven by company and individual.
Financial Planning: Financial wellness tool offered by Prudent combines digital learning and interactive tools with personalized content to help you act.
Employee Discounts: Shop thousands of employee discounts on brands you love. Discounts are available through the Union Pacific Voluntary Benefits Marketplace portal.
Transportation Spending Account (TSA): This program allows you to pay for work-related parking and commuter expenses on a before-tax basis.
Learning Resources: Includes access to LinkedIn learning and leadership development classes.
Service Awards Program: Awards recognizing company service on certain anniversary dates.
Tuition reimbursement through the University of Nebraska at Omaha (UNO): Tuition and registration fees paid directly by Union Pacific, expedited admissions process.
Tuition reimbursement at other Institutions (not through UNO): Union Pacific will reimburse employees’ tuition up to an annual maximum.
Values Line: A confidential resource for the reporting of business conduct issues.
Child Care Programs: Union Pacific has a company-owned Child Development Center near its headquarters office location to bring subsidized childcare to employees.
Lactation Support: Union Pacific provides lactation rooms at our corporate headquarters for all employees and makes a reasonable effort to provide a private, sanitary place near the employee’s work area in our field locations. Exempt employees who are travelling have the Milk Stork benefit to provide free shipment of breast milk.
Sick Leave: Paid Sick Leave when ill or to care for an ill child or parent. In general, employees are not limited on the numbers of days they may take Sick Leave. Select departments may have additional specific requirements.
Flexible Scheduling: Flexible work options (reduced hours, job share, etc) are available for exempt employees, which includes the number of hours worked and flexibility regarding when employees start and end their workday. Part-time work options require departmental approval are not feasible for all types of positions.
Additional Benefits: Financial & Career
401(k)/Thrift Plan: Saving for the future is important! UP matches 100% of the first 6% that the employee contributes to the plan. In addition, UP contributes 3% of base salary paid in the prior year, whether the employee contributes to their own 401(k) or not.
Dependent Care Flex Spending Account (DCFSA): Allows you to pay for eligible dependent care expenses, such as daycare, nursing care or caregiver services, on a “before” tax basis.
Pay for Performance: Salary ranges are set above market to attract and retain talent, annual review and benchmark of salary ranges, merit increases driven by individual performance, and bonus awards driven by company and individual.
Financial Planning: Financial wellness tool offered by Prudent combines digital learning and interactive tools with personalized content to help you act.
Employee Discounts: Shop thousands of employee discounts on brands you love. Discounts are available through the Union Pacific Voluntary Benefits Marketplace portal.
Transportation Spending Account (TSA): This program allows you to pay for work-related parking and commuter expenses on a before-tax basis.
Learning Resources: Includes access to LinkedIn learning and leadership development classes.
Service Awards Program: Awards recognizing company service on certain anniversary dates.
Tuition reimbursement through the University of Nebraska at Omaha (UNO): Tuition and registration fees paid directly by Union Pacific, expedited admissions process.
Tuition reimbursement at other Institutions (not through UNO): Union Pacific will reimburse employees’ tuition up to an annual maximum.
Values Line: A confidential resource for the reporting of business conduct issues.
Child Care Programs: Union Pacific has a company-owned Child Development Center near its headquarters office location to bring subsidized childcare to employees.
Lactation Support: Union Pacific provides lactation rooms at our corporate headquarters for all employees and makes a reasonable effort to provide a private, sanitary place near the employee’s work area in our field locations. Exempt employees who are travelling have the Milk Stork benefit to provide free shipment of breast milk.
Sick Leave: Paid Sick Leave when ill or to care for an ill child or parent. In general, employees are not limited on the numbers of days they may take Sick Leave. Select departments may have additional specific requirements.
Flexible Scheduling: Flexible work options (reduced hours, job share, etc) are available for exempt employees, which includes the number of hours worked and flexibility regarding when employees start and end their workday. Part-time work options require departmental approval are not feasible for all types of positions.