United Services Automobile Association, corporate roles

see the full file on United Services Automobile Association, corporate roles

documented benefits (19)

Median filed wage	$150,000
Help paying for childcare	yes
On-site childcare	yes
On-site health clinic	yes
On-site gym	yes
On-site cafeteria	yes
Campus or amenities	Office locations carry child development centers, cafeterias and restaurants, a health clinic and pharmacy, fitness centres, a company store, outdoor walking and running trails and 'relaxation and energize zones'. USAA notes not every office has all of them.
Commuter benefit	yes
Dental	yes
Vision	yes
FSA	yes
Life insurance	yes
Disability	yes
Mental health	yes
Fertility support	yes
Pays for certification exams	yes
Casual dress code	yes
Employee discount portal	yes
How leave is framed	USAA lists a 'Paid parental benefit' in its time-off section but publishes no number of weeks, and no split between birthing and non-birthing parents.

what United Services Automobile Association, corporate roles pays

Median of 22 certified wages filed with the US Department of Labor: $150,000.

Half of United Services Automobile Association, corporate roles's certified filings fall between $132,552 and $173,854.

role	median	filings	range
software engineer i	$132,552	4 filings	$129,792 to $139,152
software engineer senior	$149,781	3 filings	$148,892 to $173,854
vp, application development	$340,000	3 filings

Source: US Department of Labor, FY2025 Q4. Read 2026-07-29.

notable perks

Discretionary holiday bonus, listed as a standing part of the rewards package
College admissions assistance for employees' children
On-site company store, recreational programs and 'relaxation and energize zones' at office locations

the legal floor where they are

Set by law, not by United Services Automobile Association, corporate roles. It applies to every employer in this place.

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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