Health insurance

Note: Sempra Energy offers domestic-partner benefits for all health/welfare plans, such as medical, dental and vision.


You have a choice of up to five medical plans for you and your eligible dependents:

  • Blue Cross HMO,
  • Blue Cross Plus,
  • Health Care Plus + with Health Savings Account or
  • Kaiser

You share the cost of medical insurance with the company.


You have a choice of up to two dental plans for you and your eligible dependents:

  • Delta Dental or
  • SafeGuard.

The company pays the full premium for SafeGuard dental insurance. You share the premium cost for Delta Dental insurance.


Vision Service Plan (VSP) provides coverage for exams, lenses, frames and contact lenses. You can choose to go to a VSP provider or non-VSP provider. If you go to a VSP provider, after your deductible, the plan pays the full cost for an exam and lenses every year. Contact lenses are in lieu of glasses, and you can get them every two years, rather than every year.

The yearly deductible is $40 maximum ($15 co-payment for exam and $25 co-payment for materials). The company pays for your coverage. You pay the full cost for dependent coverage.

Life insurance

Basic employee life: Company-paid coverage provides one times your salary with the option to reduce this amount to $10,000 or 50 percent of your yearly salary. You can buy supplemental coverage for up to six times your salary through MetLife's Group Variable Universal Life (GVUL). You may need to provide evidence of insurability for coverage in excess of the guaranteed amount (two times your yearly salary).

Dependent life (available through the GVUL Plan):

  • Spouse: option to purchase $10,000 to $100,000 worth of coverage. You may have to provide evidence of insurability.
  • Children: option to purchase $5,000 or $10,000 worth of coverage per child.

Long-term disability

The company provides long-term disability coverage at no cost to you. After three months of continuous disability, and upon your disability claim being approved, the plan provides 60 percent of your monthly salary from all sources of disability income up to $12,000 per month. You're automatically enrolled on the first day of the month after your hire date.

Long-term care

Long-term care covers nursing home or similar custodial-care costs that aren't covered by your medical plan or Medicare. You may choose from four plans to cover you and your eligible dependents. Approval of coverage is automatic if you enroll within 31 days of your hire date. You may enroll your spouse during this time with simplified approval procedures. After 31 days, your application is subject to standard underwriting procedures.

Accidental death & dismemberment (AD&D)

Employee AD&D: Company-paid coverage provides one times your yearly salary, up to a maximum of $750,000 with the option to reduce this coverage amount to $10,000 or 50 percent of your yearly salary. You can buy supplemental AD&D coverage for up to 10 times your yearly salary, to a maximum coverage of $1,000,000.

Dependent AD&D: You can only get this coverage if you buy supplemental AD&D coverage. Coverage amounts depend on the structure of your family:

  • Spouse only: 60 percent of employee benefit.
  • Spouse and children: 50 percent and 20 percent of your coverage amount.
  • Children only: 25 percent of your coverage amount. Child coverage may not exceed $75,000 per child.

Cash Balance Plan

During every month you work, the company credits your Cash Balance account with a percent of your eligible earnings (base pay and incentive pay). As a regular employee with one year of eligibility service (defined as working 1,000 hours or more during a 12-month period), your account is set up and keeps growing.

After three years of employment or service, your Cash Balance account is vested. This account is portable, and/or in the event of your death, payable to your beneficiary. The plan provides vested employees with a range of payment options, if you leave or retire from the company:

  • you can leave the account in the plan,
  • you can take a lump-sum distribution or
  • you can receive a monthly annuity.

The company pays for this plan entirely; no employee contribution is required or allowed. Your account grows by the monthly contribution credits and monthly interest payments tied to the 30-year Treasury bond.

401(k) Savings Plan (with company match)

Upon your hire date, you become eligible to take part in the company's 401(k) Savings Plan. You can contribute up to 50 percent of your eligible earnings (base pay and incentive pay) as a before-tax or after-tax contribution, or a combination of the two, as long as the total doesn't exceed 50 percent up to the IRS dollar limit per year. If you're 50 or older, you may contribute an extra “catch-up contribution” as prescribed by federal law.

The company will match a portion of your contributions and the match begins as soon as your contributions begin. You are vested in company matching contributions after one year of service.

Unless you elect not to take part, the company automatically enrolls you in the 401(k) plan after 30 days of employment, at the 6-percent pretax-contribution level.

You can exceed the IRS 401(k) contribution limit if you've made 401(k) contributions in another employer's plan during a calendar year. Because we don't refund 401(k) contributions, it's your responsibility to monitor your contributions in regard to this IRS limit so that these two sources of contributions when totaled don't exceed the IRS yearly maximum.

Note: After your first year, Sempra Energy ensures that you won't exceed the IRS limits.

Tuition reimbursement: $5,250 per year

Full-time employees enrolled in classes to complete an associate degree, bachelor's degree, master's degree, professional certificate or individual foreign-language classes are eligible as of their hire date to get paid back up to $5,250 per year for these expenses:

  • registration,
  • tuition,
  • required books and software,
  • lab fees and
  • campus parking fees.

After one year of service, part-time employees are eligible to get paid back up to $800 per year for the expenses listed above.

Paid time off: vacation/flex days/holidays/sick leave


Completed years of employment Vacation accrual rate
Less than one year Up to 10 days per year
At least one year, but less than five years 10 days per year
At least five years, but less than 10 years 15 days per year
10 or more years 20 days per year

Vacation is accrued monthly based on the above schedule. You may carry over any unused vacation at the end of each year, up to a maximum of 120 hours. Vacation hours over 120 hours will be cashed out to you in the first pay period of January.

Sick-leave policy

Ten days (80 hours) of sick leave is provided per calendar year. Unused sick leave carries over to the next calendar year (up to a maximum of 90 days or 720 hours) for use during a short-term disability. Sick leave is prorated the first year based on your hire date.


The company observes 10 holidays per year.

Flex days

Regular full-time employees are awarded three flex days on Jan. 1 of each year. Flex days are prorated for new hires.

Employee Assistance Program (EAP)

All full-time employees and their eligible family members can use the EAP at no cost, whether or not you enroll in a medical plan.

The EAP provides these services:

  • clinical counseling,
  • financial consultation,
  • pre-retirement counseling,
  • child-care consultations,
  • elder-care consultations and
  • legal counseling.

These services are provided to you or your eligible dependents for five sessions per person per incident per year.

Volunteer/giving incentive programs

Sempra Energy and the Sempra Energy Foundation support employees who are active in our communities by offering the following programs:

Sempra Employee Giving Network - A 501(c)(3) public charity run by employees and for employees. This programs lets employees donate to the charity of their choice through one-time or on-going payroll deductions. Employees can also donate to their local Sempra Employee Giving Network fund. 100% of all contributions made by employees are directed to the charities of choice. Annually, over $700,000 has been raised each year and donated to charities in communities where employees work and live.

Matching Gift Program - When an employee makes a contribution to an eligible education or arts and culture charitable organization, the Sempra Energy Foundation will match those contributions dollar-for-dollar starting at $25 and up to certain limits. This program is for U.S.-based full time regular employees having at least twelve months of service.

Volunteer Incentive Program (VIP) - When employees volunteer with an eligible public charity or school for at least ten hours per calendar year, the Sempra Energy Foundation will donate $10 per hour for every hour of volunteer service to that charity (max 25 hours). Employees may qualify for up to two different organizations per calendar year. This program is for U.S.-based employees having at least twelve months of service.

Scholarship Program for Children of Employees - This program provides scholarships to children of full-time employees during their senior year of high school. Winners can receive a $1,500 scholarship for a technical school or a $4,000 or $16,000 scholarship to a 4-year university. This program is for all full-time regular employees.

Mass-transit/parking subsidy

The mass-transit subsidy provides all full- and part-time employees with up to $100 per month that you can apply toward the cost of a monthly pass to the trolley, bus, train or van pool.

Sempra Energy provides parking in the Supplemental Garage near the San Diego headquarters building at no cost to employees. If you choose not to park in the garage and either walk, bike, or are dropped off at the building, you may be eligible for a $50 subsidy for waiving a parking spot.