Los Alamos National Laboratory

Los Alamos · founded 1943

see the full file on Los Alamos National Laboratory

documented benefits (8)

HSA	yes
Birthing-parent leave	12 weeks
Partner leave	4 weeks
Adoption leave	4 weeks
How leave is framed	birthing_partner
Tuition reimbursement	offered
Degree paid upfront	In-state tuition for eligible dependents at the University of California and Texas A&M University
Retirement plan	yes

notable perks

A best-in-class 401(k) Retirement Plan is offered by Fidelity to help employees save and invest for future financial goals.
Tax-advantaged accounts offered through HSA Bank offer the opportunity to use pre-tax dollars to save and pay for qualified medical, dental, vision, commuter, dependent care or adoption expenses.
A variety of programs to help employees establish and maintain good health are available, as well as on site Wellness Centers, and fitness classes.
It helps cover the costs for injuries and illnesses of your pet.
The Lab provides 100 percent of pay to eligible employees for up to four consecutive weeks for bonding with their newborn or a child newly placed in their home for adoption.
This includes assistance for degree or non-degree classes, continuing education, professional development, or certification courses taken at an accredited post-secondary educational institution.
Your kids get in-state tuition at any University of California campus, or Texas A&M
Twelve weeks at full pay for the birth of a baby
Tuition help that covers your books, not just the fees

the legal floor where they are

Set by law, not by Los Alamos National Laboratory. It applies to every employer in Los Alamos.

IVF cycles the state covers	THERE IS NO FEDERAL MANDATE. No US law requires an employer health plan to cover IVF or any infertility treatment, so coverage comes either from the insurance mandate in the state where the plan is written or from the employer's own choice. And the state mandates reach less far than they look: they bind fully insured plans bought from a state-regulated carrier, while a self-funded employer plan is governed federally under ERISA and is preempted from state insurance regulation. KFF's 2025 employer survey puts 67% of covered workers in a self-funded plan, and 80% of those at firms of 200 or more — so at the size of employer this site mostly covers, the state mandate usually does not apply, and any fertility benefit is a genuine company choice rather than a restatement of law. That is precisely why it belongs on a benefits page here. Perks has not yet read this employer's own state insurance mandate from an official source; the states that have been read carry their own entry. (No federal statute requires an employer health plan to cover infertility treatment or IVF. The Employee Retirement Income Security Act of 1974 (ERISA) preempts state insurance regulation as applied to self-funded employer plans, which is why a state mandate does not reach them.)
Adoption leave the law gives	12 workweeks of UNPAID job-protected leave in any 12-month period on the placement of a child for adoption or foster care, and only for employees who meet the FMLA eligibility test. There is no federal paid adoption leave. (Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(B) and 2612(c); eligibility at 29 U.S.C. 2611(2) and (4). Quoted from the 2023 edition of the US Code.)
Pay when you are ill	No federal law requires any paid sick leave. The FLSA does not require payment for time not worked, and the FMLA gives 12 workweeks of UNPAID job-protected leave in any 12-month period for a serious health condition, and only for employees who meet the FMLA eligibility test. Any paid sick time comes from a state or city law, or from the employer's own choice. (Fair Labor Standards Act, per the Department of Labor's statement on payment for time not worked; Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(D) and 2612(c). Quoted from the 2023 edition of the US Code on govinfo.gov.)

Every claim above is sourced and dated. See sources on the full page.

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