Big benefits are the business of this financial services company, which provides military families with everything from insurance to credit cards and IRAs. Internally, it spends more than $400 million annually on benefits for its own employees—and it shows. Every person, regardless of hours worked, receives medical insurance, and the company pays 93% of the cost if workers participate in Healthy Points, a wellness program that rewards them for healthy behavior. To help with out-of-pocket medical expenses, the company gives each employee an account with up to $1,000 in it annually ($3,000 for a family), which can be rolled over at year’s end. In January, USAA expanded its domestic partner benefit, so that perks like these now cover significant others of the opposite sex and their children. Keeping families in mind, this company offers NAEYC-accredited child-care centers at four primary office facilities, along with discounts and tuition aid. If needed, employees can tap up to 60 hours of backup care to help with kids or elders, paying $2 per hour to use a child-care center or $4 per hour for home care. Employees’ teens may apply for college scholarships of up to $2,500 per year; their parents can tap $5,250 in annual tuition aid to pursue their own goals. Increases of up to $10,000 per year are available.

Hourly workers 69%

President & CEO Joe Robles

Executive VP, People Services Shon Manasco

Female hourly workers 64%

Work hours required for family health insurance No minimum

Job skills training during work hours for hourly workers Yes

Encourage breaks so nursing moms can breast-pump Yes

Average annual paid time off taken by hourly workers 27 days

Minimum job-guaranteed maternity leave offered to hourly workers 12 weeks

Minimum paid maternity leave offered to hourly workers 7 weeks at partial pay