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IDC offers HMO options to its Massachusetts and California employees. Under an HMO, employees choose a primary care physician to coordinate their care through the HMO network. Coverage is available through Tufts Health Plan (MA) and Kaiser Permanente (CA.) Premiums are cost-shared with the employer. Bi-weekly contributions vary based on the plan chosen. Pharmacy and mail-order prescription coverage is included.

Cigna's dental plan is designed to help employees and their families maintain good dental health through routine preventive measures and to assist them with dental expenses that fall under basic and major care as well as orthodontia. Coverage is based on negotiated network rates and reasonable and customary out-of-network rates. Dental premiums are included in the cost of medical premiums. Dental-only coverage is also available.

Vision Service Plan (VSP) provides a comprehensive eye care program to participants and covered dependents of IDC's health plans (PPA & HMO). The vision plan provides coverage for one eye exam every 12 months, contact lenses and frames every 12 months and discounts on certain cosmetic or elective eyewear options. Vision premiums are included in the cost of medical premiums.

IDC extends its health care offerings to qualified domestic partners of all health plan participants. Premiums are cost-shared with the employer and are subject to IRS plan guidelines.

IDC's maternity leave policy provides new mothers up to 13 weeks of paid leave with benefit continuation to care for their newborn child. Salary continuation is based on an employee's length of service and ranges from 0% - 100% of the employee's pre-disability earnings (base pay only).

The new parenting leave provides new parents one week of paid leave at 100% of base salary to be taken during the first 90 days following the birth or adoption of a child. New mothers may use this week at the end of their maternity leave to receive 100% pay for their final week of leave. New fathers may use this week anytime during the 90-day period.

IDC provides employees who are the primary caregiver of a newly adopted child(ren) up to four weeks of paid leave to care for their new child(ren). This leave must be taken within the first 90 days following the placement. Salary continuation for this leave is based on the same schedule as the short-term disability and maternity leave policies.

IDG and IDC provide reimbursement to all regular full-time and part-time employees for adoption-related expenses. The amount of reimbursement is up to $4,000 per event to a combined lifetime maximum of $10,000.

The new parenting leave provides new parents one week of paid leave at 100% of base salary to be taken during the first 90 days following the birth or adoption of a child. New mothers may use this week at the end of their maternity leave to receive 100% pay for their final week of leave. New fathers may use this week anytime during the 90-day period.

Employees may take up to three working days with full pay as bereavement leave if they experience a death in their immediate family.

All IDC employees who are voluntarily or involuntarily called to serve in the United States uniformed services (including active duty and inactive duty training) are granted certain benefit and reemployment rights. Employees may receive paid leave and benefit continuation for up to 13 weeks during a military leave. Pay is coordinated with military pay from the government.

IDC provides a long term disability benefit to its employees through Guardian Life Insurance Company. Employees are eligible to apply for long term disability coverage once they have exhausted the short-term disability benefit. If approved, this benefit provides 60% of base pay earnings to a maximum of $15,000 per month.