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Benefits


Benefits are an important part of the partnership between an employer and its employees, and at Sprint, we offer a competitive selection of award-winning benefits that encourages healthy, responsible behavior for our employees and their dependents both on and off the job.

Sprint’s benefits include:

  • Heath care programs including a selection of medical/prescription drug plans, two dental plans and vision coverage
  • Life insurance (both company-provided with supplemental group term insurance and universal/portable coverage) and accidental death and dismemberment insurance
  • Short-term and long-term disability protection
  • Wealth building and management, including a 401(k) plan, an employee stock purchase plan offering Sprint stock at a discounted rate, financial planning and workplace financial education
  • Flexible spending accounts for health care and dependent day care expenses
  • Sprint Wellness Program - Sprint Alive!Sprint Alive!,our employee wellness program, and GuidanceResources, our employee assistance program
  • Additional benefits such as a group legal services plan, critical illness insurance, long-term care insurance, auto and home insurance, veterinary pet insurance, medical benefits for retirees, paid time off and paid holidays, business travel accident insurance, travel assistance, medical benefits abroad, leaves of absence, a matching gift program to match employee contributions to charitable causes, adoption assistance, relocation assistance, a top-notch rewards and recognition program, employee discounts to many products and services, and discounts on Sprint products and services for employees and their loved ones

In total, benefits are available for 99.85% of Sprint’s workforce; they are available for all full-time employees (97% of Sprint’s workforce) and most part-time employees. Benefits are also available for employees’ eligible dependents, including spouses, children, and same- and opposite-sex domestic partners. Sprint’s part-time employees (just 3% of the workforce currently) who are regularly scheduled to work between 20 and 39 hours per week, have access to all of the benefits that our full-time employees have with the exception of 3 programs: adoption assistance, relocation assistance and business travel accident insurance. Generally speaking, these employees don’t need relocation and do not travel on business.

Sprint has a small percentage of employees regularly scheduled to work less than 20 hours of work per week. These employees represent just 0.15% of our workforce currently, and they have access to a smaller set of benefits including our voluntary benefits program, financial planning, 401(k), employee assistance program, rewards and recognition program, and our employee discount portal.

A snapshot of Sprint’s benefits offerings can be seen here, and additional information about our overall commitment to employee wellness can be found here.

A history of innovation in benefits

Sprint’s suite of benefits represents a history of innovation in this important area. As times and environments have changed, our benefits have remained progressive and employee-focused.

As early as 1985, we saw the need to provide employees with a safe, convenient place to exercise and become healthy, and opened our first on-site fitness center in Reston, Va. Since that time, we've opened additional fitness centers in other employee locations, and have even opened two health centers (complete with doctors and nurses). For more information on our employee-wellness efforts, click here.

Sprint merged with Nextel in 2005 and took advantage of this opportunity to enhance our benefits with several more innovative options. Sprint became an early adopter of domestic-partner benefits, building on the offering that Nextel already had in place. Sprint also began offering non-smoking employees a discount on their medical premiums. That same year, Sprint began using a pay-based scale when setting benefit premiums, ensuring that even as health care costs were rising across the country, our front-line employees would bear less of the brunt of this increase than higher paid employees.

Sprint’s benefits and related employee-focused programs have helped Sprint receive accolades from many external sources including Conceive Magazine, G.I. Jobs Magazine, the Human Rights Campaign, and the National Business Group on Health.