Organizations and charitable projects fiscally sponsored by NOPI can have employees with access to group benefits.
Costs related to employment are paid by the program's budget, with NOPI as the employer of record.
Scroll down to the bottom of this article or click here to complete the New Employee & Contractor Setup form. Employees will be invited to complete the necessary forms online.
updated 8/20/24
- Employees must be located in the US and be allowed to legally work in the US.
- NOPI can support salaried, exempt, part-time, or full-time employees.
- Full-time employees are eligible for benefits and PTO after the 1st of the month, 30 days after hire.
- All full-time employees have flexible PTO; however, we do not track or payout PTO or accrued time.
- Sponsored programs must maintain a budget of at least 2x monthly employment costs to ensure funds are available to pay employees.
- Employees and contractors have to agree to the terms of NOPI's confidentiality, e-workplace, and non-solicitation agreements.
- All employees are required to abide by the policies outlined in the NOPI Employee Handbook, which includes guidelines on non-harassment, statutory leave, health, safety, and more. It is important to note that the handbook may differ slightly depending on the state in which you work.
NOPI welcomes anyone who meets the requirements to be employed with us. However, there are situations where the law mandates that we classify someone as an employee rather than a contractor. This determination is known as worker classification.
There are state-specific regulations in place to prevent worker exploitation and ensure that workers receive the necessary protections and benefits. For example, in California, employment may be required for certain individuals, while in Texas, they may be allowed to work as contractors for the same job.
Read this guide to learn more about classification. It's a complex topic, and we regularly run scenarios past our lawyer to be sure. If you have any questions about classification, please contact us.
Medical Benefits
- Fiscally sponsored programs cover up to 100% of the premium of PPO - Preferred Blue or PPO Saver $3,000 - (HDHP).
- Employees pay the difference in premium if they select a more expensive plan.
- Employees pay the whole premium for dependents.
- Fiscally sponsored programs are subject to federal COBRA and state continuation after termination of employment ends.
PPO PPO - Preferred Blue PPO $1,500 Deductible →
PPO PPO - Preferred Blue PPO Saver $3,000 - (HDHP) →
Dental Benefits
- Employees pay for the whole premium.
- Fiscally sponsored programs are subject to federal COBRA and state continuation after termination of employment ends.
PPO Guardian 1500 with Child Ortho (UCR) →
Vision Benefits
- Employees pay for the whole premium.
- Fiscally sponsored programs are subject to federal COBRA and state continuation after termination of employment ends.
Basic Life
- Fiscally sponsored programs pay for the whole premium.
60% Monthly Income up to $6,000 →
- Fiscally sponsored programs pay for the whole premium.
60% Monthly Income up to $6,000 →
401(k)
- Our Safe Harbor 401(k) plan ensures that non-discrimination tests are met without any additional effort from you. This plan automatically satisfies requirements for Top-Heavy, Actual Deferral Percentage (ADP), and Actual Contribution Percentage (ACP) testing.
- Fiscally sponsored programs contribute 3% of each employee's pay to their 401(k).
Paid Time Off
- Employees receive unlimited/flexible PTO up to 10 business days at a time with no time accrued.
- PTO can be taken for various reasons, including planned vacations, personal days off, illness, bereavement, etc.
- Employees receive 12 paid holidays annually, including one week between December 24 and January 1.