2024 Full-Time (and Reduced Schedule Professional/RSP) Benefits and Programs — Overview

Benefit Key Features
Medical & Prescription Drug

Select Health Choice 1 or Health Choice 2. Both options offer the same features:

  • A Health Savings Account (HSA) (if eligible), which lets you set aside pretax money to pay for current and future eligible health care expenses.
  • Use any doctor you choose. You’ll save money with in-network providers.
  • In-network preventive care (according to federal guidelines) is paid at 100% up to the allowable amount and not subject to the deductible.
  • Annual deductible: All non-preventive covered expenses — medical and prescription drug — go toward meeting the deductible.
  • Out-of-pocket maximum (OOP maximum): Protects you from unexpected high health care costs in any given year.
  • Comprehensive fertility treatment coverage through Progyny, subject to the annual deductible and out-of-pocket maximum.
  • Prescription drug coverage through CVS Caremark: Certain covered preventive care drugs are covered at 80% or 100% and not subject to the deductible.
  • Includes access to Castlight’s health care cost and quality tools, in addition to the well-being program available to all employees.
  • Diabetes management and clinical weight loss programs through Virta.

If you’re enrolled in PNC’s medical coverage, you and your covered family members have access to convenient, affordable and in-network board-certified doctors by phone or video. Highmark and UHC partner with multiple telehealth providers for easy access to convenient care. Services and prices will vary based on the carrier, telehealth provider and type of service selected.

No-cost in-network telehealth has been extended through Dec. 31, 2024.

Note: Limitations apply in some states.

Spring Health

PNC's medical coverage includes access to Spring Health for faster, easier access to comprehensive mental health resources. Employees enrolled in a PNC medical option and their covered family members ages 6 and up can access a diverse network of quality therapists, including child therapists and couples' counselors, as well as on-demand guided exercises to manage stress, anxiety, sadness or whatever you're experiencing in life right now.

Forty-five percent of Spring Health's providers identify as BIPOC and 30% specialize in LGBTQ+ issues.

Online resources and concierge services are available at no cost; in-network virtual counseling is available at no cost through Dec. 31, 2024; in-person counseling is subject to your in-network medical deductible and coinsurance.

Virta Health

PNC’s medical coverage includes access to Virta Health (Virta) — a virtual clinic that helps members manage type 2 diabetes, type 1 diabetes, prediabetes and obesity (defined as having a BMI of 25 or greater). Some participants may even reverse their type 2 diabetes and be able to reduce or stop their current diabetes-related medication; services are available at no cost through Dec. 31, 2024. Learn more about Virta.

Dependent Care Reimbursement Account (DCRA)
  • Contribute up to $5,000 pretax to use for eligible child, adult or elder care expenses so you (and your spouse, if applicable) can work.
  • The value of any child or elder care services provided by PNC through Bright Horizons back-up child care will also apply to the IRS annual $5,000 pretax limit. Amounts incurred from Bright Horizons use over the $5,000 tax-free limit will be considered imputed income and taxed as regular wages.
  • Note: Although the maximum contribution is $5,000, those who meet the IRS definition of highly compensated typically have a lower contribution limit, per IRS rules. Any necessary adjustment will be determined during the plan year and communicated to impacted employees.
  • Deposits are made on a per-pay-period basis throughout the year, and you have access to the funds as they are deposited into your account.
  • The deadline to incur eligible expenses is Dec. 31, 2024, or you’ll forfeit unused funds. You will have until March 31 of the following year to submit claims.

Options include:

  • Preventive Preferred Dental Organization (PPDO) with an annual benefit maximum of $1,000 per person
  • Preferred Dental Organization (PDO) with an annual benefit maximum of $2,000 per person
  • Dental Maintenance Organization (DMO), where available, which requires that you select and use a primary-care dentist in order to receive benefits. There is no annual benefit maximum in this plan.

The PDO and DMO plans include orthodontic services for children. The PDO includes orthodontia for adults as well. The PPDO plan does not cover orthodontia for children or adults.


Coverage for exams, frames, and lenses or contacts with both in- and out-of-network coverage levels.

Life Insurance: Basic and Optional
  • You receive a company-provided Basic Life Insurance benefit of 1x eligible compensation up to $1.5 million.
  • You may enroll for Optional Life Insurance for yourself of 1x to 7x eligible compensation.*
  • Depending on the timing and amount of your election, you may need to provide Evidence of Insurability.
  • If you purchase Optional Life Insurance through PNC for yourself, coverage includes will preparation and estate resolution services from MetLife Legal Plans for you and your spouse/domestic partner, at no extra charge. (This service is not included if you elect spouse or child optional life coverage only.)

*The combined maximum for Basic and Optional Life is $4 million.

Spouse/Domestic Partner Life Insurance
  • Coverage options of $10,000, $25,000, $50,000, $75,000 or $100,000. Evidence of Insurability is required for coverage of $50,000 or greater.
  • When you are first eligible, you may elect any level of coverage available, up to the maximum.
  • You can increase coverage by only one level during annual enrollment.
Child Life Insurance

You may elect coverage of $10,000, which applies to each of your covered children.

Maternity Leave

Maternity Leave is covered under PNC’s Short-Term Disability (STD) program. Birth mothers who have at least one year of full-time or Reduced Schedule Professional (RSP) continuous service as of the date of leave are eligible for 10 work-weeks of Maternity Leave, payable at 100% of eligible compensation, starting with the first day off work (no elimination period is required). Birth mothers who are not eligible for 10 weeks of Maternity Leave may be eligible for six weeks of Standard STD as described in the Standard STD section below.

Maternity Leave and/or STD is in addition to Parental Leave for eligible new parents as described below. Please refer to Time Away from Work for eligibility and other details.

Paid Parental Leave (for births or adoptions)

Eligible new parents of any gender are provided with eight work-weeks of time off, paid at 100% of regular salary, to bond with a new baby or child. Employees must meet eligibility requirements, including 90 days of continuous service before the date of a birth or in conjunction with an adoption. Time must be taken within one year after a birth or in conjunction with an adoption, and it must be taken in whole work-week increments. Parental Leave is in addition to Maternity Leave and/or STD available to birth mothers.

Standard Short-Term Disability (STD)

Full-time employees and Reduced Schedule Professionals (RSPs) have company-provided STD coverage as follows:

  • If you have at least 90 days but less than one year of full-time continuous service and have satisfied the seven-day elimination period, you are eligible for 60% of eligible compensation for up to six work-weeks of disability.
  • If you have at least one year of full-time continuous service and have satisfied the seven-day elimination period, you are eligible for up to six work-weeks at 100% of eligible compensation, then up to an additional six work-weeks at 60% of eligible compensation.
Long-Term Disability (LTD)

Full-time employees (including RSPs) have LTD coverage as follows:

  • Company-provided LTD coverage of 60% of eligible compensation starts after completing 90 days of full-time continuous service. Benefits are payable after you have been totally disabled for 91 calendar days and approved by the administrator.
  • You can elect to buy an additional 10% of coverage by choosing the 70% LTD option during annual enrollment.
  • The monthly benefit maximum is $10,000.
Personal Accident Insurance

This coverage pays a benefit in the event of accidental death or dismemberment.

  • You may elect coverage from $10,000 to $500,000 (up to 10x your annual salary, on coverage options of $300,000 or greater).
  • You also may elect family coverage, which pays a percentage of your employee coverage benefit.
  • When you elect this coverage, it includes a benefit of $10,000 for a covered loss sustained by you as the result of a criminal act of violence that occurs while you are working.
Paid Occasional Absence Days (OA)/Personal Day These days can be used for personal illness, care of immediate family members or personal business that cannot be scheduled during non-working hours. Full-time (including RSP) employees are eligible for eight OA days per year and one personal day after 90 days of continuous service. OA days are prorated during the year that you are hired, rehired or change employment status to full time. Employees in the state of California do not have OA days but do have Paid Sick Days instead. Refer to the OA days policy on Pathfinder for details.
Paid Family Leave

All eligible employees may use up to two work-weeks* of Paid Family Leave per year (taken in full-day increments) to care for a seriously ill immediate family member. You may use Paid Family Leave for situations that qualify for FML, such as:

  • Your spouse or partner is hospitalized with a serious illness or injury;
  • Your child requires outpatient surgery and needs care when they get home;
  • A parent is moving to hospice care and you want to be by their side; or
  • You need to take your partner or child to and from lengthy physical therapy appointments.

Requests for Paid Family Leave must be approved by Lincoln Financial, entered in your Workday Absence Calendar, and reported to your manager and through the HR Service Center; time taken is applied toward your 12-week FML allowance.

* Paid Family Leave for RSP employees (who work less than a typical full-time schedule) will be prorated, based on their typical schedule over a two-week period.

Education Benefit

PNC partners with Guild to offer a best-in-class education experience that includes a curated catalog of hundreds of fully funded professional certificates, college prep courses, and associate and bachelor’s degrees in a wide range of fields of study that can support your growth and our success as a company. In addition to the Fully Funded program, Partially Funded and Reimbursement options (reimbursing up to $5,250 per year for eligible expenses) are also available.

Visit the Education Benefit policy on Pathfinder to learn more.

Living Well

Living Well is available to all employees, and includes programs, tools and resources to support all aspects of your well-being: health, money and life. Some benefits and programs are also available to spouses/domestic partners and/or family members in the home.

All employees have access to Castlight — a platform that empowers you to manage your well-being in one place. Spouses/domestic partners covered by a PNC medical option also have access to Castlight.

The Wellness Rewards Program rewards you with points when you take certain steps to maintain or improve your well-being. If you (and your spouse/domestic partner, as applicable) are enrolled in a PNC medical option with a PNC BeneFit Plus Health Savings Account (HSA), you can redeem your points for up to $800 in your HSA, plus your spouse/domestic partner can earn up to an additional $400. If you’re not enrolled in a PNC medical option or don’t have an associated HSA, you can redeem your points for up to $100 in gift cards.

Learn more about Living Well

Employee Assistance Program (EAP)

Free confidential assistance, through GuidanceResources, offers support for daily challenges and crisis situations, ranging from parenting and elder care to mental health counseling. It is available 24/7 to you and your family members. Call GuidanceResources at 888-999-6768 or visit the Living Well page in Pathfinder for more information. Learn more about the EAP.

Just In Case Care

In partnership with Bright Horizons, a national network of back-up child and elder/adult care services can help you make it to work when your regular arrangements are unavailable.

Note: The IRS limits the amount employers can exclude from an employee’s income for dependent care assistance to $5,000 per year. Amounts over the $5,000 tax-free limit will be considered imputed income and taxed as regular wages. This limit applies to the value of any child or elder care services provided by PNC through Bright Horizons.

Visit the Just in Case Care page on Pathfinder to learn more.

Wellthy Caregiver Support

Wellthy is a caregiving concierge service providing personalized support to help you tackle the logistical and administrative tasks of caring for the ones you love, including yourself. They can research options and connect you with appropriate services — such as financial, medical, legal, in-home services, housing and social/emotional needs — related to care for you, your spouse, children, parents, grandparents or another loved one.

Wellthy is available to full-time employees (including Reduced Schedule Professionals), part-time employees and employees on an approved leave (except long-term disability and personal leave) who are paid through PNC's U.S. payroll.

PNC pays 100% of the fees associated with the services Wellthy provides. However, Wellthy is a taxable benefit, which means you will be responsible for all income taxes on the value of the benefit (the benefit is valued at $300 per month for each active care plan). Refer to the Wellthy page in Pathfinder for full details.

Fertility Coverage through Progyny

Progyny provides comprehensive fertility coverage for all paths to parenthood, leveraging the latest technologies and treatments, access to high-quality care through a premier network of fertility specialists, and personalized support and guidance from dedicated Patient Care Advocates (PCAs).

Fertility treatment through Progyny is automatically included in both of PNC's Health Choice medical options for you and/or your enrolled spouse or domestic partner if applicable and is available through all carriers. Covered services will be subject to the same deductible and out-of-pocket maximum that apply to other eligible medical and prescription drug expenses.

Family Building Reimbursement Programs through Progyny

Family Building Reimbursement Programs are available to eligible employees after six months of continuous service:

Birth and Postpartum Doula Reimbursement: Up to $2,000 per pregnancy for eligible birth and postpartum doula expenses. Any reimbursement amount is considered taxable income.

Adoption Reimbursement: Up to $20,000 per lifetime for eligible adoption-related expenses. Reimbursement amounts above the IRS pretax limit ($16,810 for 2024) are taxable to employees.

Surrogacy Reimbursement: Up to $20,000 per lifetime for eligible surrogacy-related expenses. Any reimbursement amount is considered taxable income. Includes birth and/or postpartum doula expenses, as described above, for the surrogate (limited to $2,000 per pregnancy for eligible full-time employees, within the overall surrogacy lifetime reimbursement limit of $20,000 for eligible full-time employees).

Visit the Family Building Reimbursement Programs page on Pathfinder to learn more.

Ovia Health Family-Building Services

Ovia Health is a collection of easy-to-use apps that provide daily confidential support for your entire parenthood journey.

Features include fertility tracking, personalized health data and insights, unlimited in-app messaging with experts, including registered nurses, lactation consultants and health coaches; a variety of physician-developed health programs, including menopause support; information about PNC's family benefits and programs; and much more.

All three Ovia apps (Ovia, Ovia Pregnancy and Ovia Parenting) and related services are available to PNC employees and their families at no cost. You don't need to be enrolled in a PNC medical option to take advantage of Ovia. Note: Ovia coaches educate participants about options, answer questions, help navigate patient advocacy conversations and connect members to care. They will not diagnose, prescribe or act in a medical capacity.

Commuter Benefits Program

Pay for eligible parking or transit expenses with pretax dollars, with convenient debit cards or home-delivered transit passes, among other options. You may enroll or change your contribution through Pathfinder (via WageWorks/HealthEquity) at any time.

Voluntary Coverage: Pet, Home and Auto Insurance, and Identity Theft Protection

Pet insurance is available through MetLife and home and auto coverage is available through MetLife via Farmers. Call MetLife directly at 800-438-6388 any time to enroll at group rates as a PNC employee and pay for coverage through convenient payroll deductions. (Enrollment is not limited to a specific enrollment period.)

Learn more at metlife.com/PNC.

Identity Theft Protection is available through Allstate. You can enroll and make changes to coverage through UPoint via Pathfinder any time during the year. Payments are made through convenient payroll deductions.

Business Travel/Criminal Acts Insurance

Covers death and dismemberment while you travel on company business, or resulting from the criminal acts of others that occur while you travel and are functioning in your capacity as a PNC employee.

Employee Stock Purchase Plan (ESPP) If you have at least six months of service, as of the first day of the next offering period (Jan. 1 or July 1), you may contribute 1% to 10% of your regular pay to purchase PNC common stock at a 5% discount from the fair market value on the purchase date.
Incentive Savings Plan (ISP) 401(k)

Full-time employees are eligible to participate immediately. You’ll be automatically enrolled at a pretax contribution rate of 4% in the BlackRock LifePath® Target Date Fund according to your date of birth, unless you make different contribution/investment choices or decline the enrollment within 30 days of your hire date. For more information about which fund is applicable to you based on your birth year, refer to the QDIA notice available on Pathfinder (from Quick Links on PNC’s intranet or directly at pncpathfinder.com); go to the Information Center and select Retirement & Investments and then choose 401(k) and then Related Links.

  • You may contribute from 1% to 75% of your eligible compensation on a pretax basis and/or through Roth after-tax contributions up to the IRS maximums.
  • Starting with the first of the month following six months of service from your most recent hire date, PNC will match your pretax and/or Roth after-tax contributions dollar for dollar up to 4% of your eligible compensation (combined). You are vested in the company match after three years of service.
  • There is a minimum company match of $2,000 if you contribute at least 4% every pay period throughout the year and remain employed by PNC on the last business day of that year. (The minimum match is prorated for those who are match-eligible for less than a full year.)

You choose from a variety of investment options to suit your personal savings and retirement goals.

Pension Plan

Full-time employees become participants the first of the month following six months of service. The plan provides a retirement benefit that is company-funded. Your benefit accrues with earnings credits in an amount equal to a percentage of your eligible compensation each quarter, along with interest credits earned on your account balance each quarter. The benefit vests after three years of service.

  • If you were covered by the PNC Pension Plan — including active participation in the National City portion — as of Dec. 31, 2009, you will be maintained at the earnings credit level you had attained on that date (from 3% to 8%, which was based on your age and years of service). Your earnings credit level will not increase in the future.
  • If you first became a participant in the plan on or after Jan. 1, 2010, you will receive a fixed 3% earnings credit after becoming eligible for the plan.
  • Effective Jan. 1, 2018, eligible employees receive a minimum $2,000 in earnings credit annually. (The minimum earnings credit is prorated for those who are participants for less than a full year.)

Full-time employees (including RSPs) accrue vacation time based on a schedule that includes your length of service as of your most recent hire date and your career level.

Vacation Buy All full-time and Reduced Schedule Professional (RSP) employees — regardless of career level — can purchase up to five additional eight-hour vacation days, as long as they will have completed two years of continuous service by the start of the calendar year for which they’re enrolling.
Vacation Carry-Over

Carry over up to three accrued, unused regular (company-provided) vacation days to the following year. Carry-over days must be used before current year company-provided accrued vacation and before the end of the first quarter of that year. For example, if you carry over three unused vacation days from 2023, you must use those days by March 31, 2024. Any carry-over days remaining at the end of the first quarter will be forfeited.*

Carry-over is available for regular vacation days only. You cannot carry over purchased vacation days. (If you are unable to use all of your purchased vacation before the end of the calendar year, you may request reimbursement of unused, purchased vacation by following the instructions provided on News Online each fall.)

*Certain state laws, such as in California and Colorado, may require specific handling of vacation allowance and vacation accrual. Where this is the case, state law will prevail.

Holidays The corporate holiday schedule has 11 paid days per year, plus four hours of paid time off for cultural observance.