Employment

Employment Opportunities

Micropump offers exciting career challenges and growth opportunities. Find out about our current openings.

Employment Environment

It is the policy of Micropump to provide equal opportunities to all qualified employees and applicants without regard to race, color, religious creed, sex, national origin, ancestry, marital status, age, medical condition, disability or veteran status. This policy applies, but is not limited, to hiring, placement, promotion, transfer, demotion, compensation, benefits, educational assistance, termination, social and recreational activities.

The working environment at Micropump is comprised of a team of positive, high energy individuals that take pride in the important parts they play in our company operations. This is an environment that encourages and allows all employees to develop and grow to their full potential.

Micropump feels strongly that effective communication promotes understanding between employees and management regarding objectives, policies and procedures, accomplishments, concerns and related matters of mutual interest. Our commitment to strong communication is evidenced by top management's actions. For example, our Company President, Jeff Hohman, regularly meets with small groups of employees in a casual setting to discuss company goals and how each employee can contribute to the success of Micropump. In addition we hold All-Employee Update meetings, Departmental meetings and strongly believe in and practice Open Door Policies.

Our commitment to communication is further evident by our usage of Company bulletin boards located throughout the company to keep the employee updated on announcements, items of Company interest, newsworthy articles, employment laws and regulations. A Company newsletter is also published quarterly with articles written by Micropump employees. Employees are consistently updated by a monthly Human Resources flyer informing them about upcoming events, benefits, etc.

Employee Benefits

The benefit program at Micropump provides a comprehensive, balanced and very competitive package. Micropump's benefits address both the immediate needs of our employees and their families as well as their long-term needs. Micropump reviews its health program each year, and changes are announced in November, to be effective January 1st of the following year.

Insurance coverage for new employees begins the first of the month following one (1) full month of continuous employment.

IDEX/Micropump's primary objective is to offer a quality comprehensive benefit program to our employees. Over the years, we have strived to be in the forefront of American manufacturing companies in terms of the employee benefits provided. We believe our Personal ChoiceComp Plan, Retirement Plan, Saving Plan, and other Company-provided benefits constitute a complete benefit program that allows us to attract and retain talented people.

Another important goal is flexibility. All of us recognize that different individuals have different benefit needs and personal objectives. The Company believes that, to allow for those different needs and objectives, it's important to allow individuals to have a personal input in how their benefit dollars are spent. That's why the Personal ChoiceComp Plan was designed. It is a flexible plan that allows employees to customize the benefits and levels of protection each year.

In addition to making a wide array of coverage available under the Personal ChoiceComp Plan, the Company believes that all employees should have a basic level of benefit protection in certain important areas such as health care and life insurance. So, even if employees don't choose to enhance their level of protection under ChoiceComp with Choice benefits, they are still protected by the Core benefits.

Cost for the Micropump employee coverage will vary based on the options they choose. The minimal employee cost sharing premiums may be paid on a pre-tax basis.

Highlights of Employee Benefits

Effective 1/1/2004

Medical  - Enrollment, first of month following date of hire.  Please refer to plan documents in HR for complete details and plan descriptions.
	Blue Cross/Blue Shield PPO - Option A		$1000/$2000 ded. in network
			$15 office visit copay
			80% co-insurance in network
	Blue Cross/Blue Shield PPO - Option B		$250/$500 ded. in network
			$15 office visit copay
			90% co-insurance in network
	Kaiser (HMO)		$10/office visit
	Opt Out Credits		$600 to $1200
Prescription Drug
	Advance Rx		$10 copay generic
	Retail Pharmacy (30 day supply)		$20 copay preferred brand
	(30 day supply)		$35 copay non preferred
	Mail Order (90 day supply)		$20 copay generic
	(90 day supply)		$40 copay preferred brand
			$70 copay non preferred
Dental
	Delta Dental		100% Preventive/Diagnostic in network
			$50/$150 deed. 80% Basic Care
Insurance - Enrollment, first of month following date of hire
	Life Insurance & Accidental Death and Dismemberment		One times your annual base pay Enhancement options with ChoiceComp
	Dependent Life Insurance		$2,000 for each dependent
	Long Term Disability		Enhancement options with ChoiceComp
	Short Term Disability		1st - 90th day = 100% coverage - after required waiting period
Other
	Sick Leave		Non-exempt and hourly employees
	Paid Vacation		2 to 5 weeks depending on years of service
			Years 1 through 4 10 days/yr.
			Years 5 through 9 15 days/yr.
			Years 10 through 19 20 days/yr.
			Year 20 + 25 days/yr.
	Holidays/Floating Holidays		10 days/year
	Incentive programs		Based on 3 top-level processes: Marketing, Selling, & Order Fulfillment. Incentive paid on performance to metrics. 1% - 15% depending on process metric performance. Payable monthly
	401(k)/Savings Plan		Company match ($.50 on the dollar – first 2%, $.30 on dollar -8%), vesting on company contribution 20%/year Eligible at next open enrollment after one full calendar quarter of employment
	Retirement /Pension Plan		Company funded, contribution depending upon age and years of service - 5 year vesting. Eligible first of the month coincident or following date of hire
	Spending Accounts		Health Care - $3000 maximum Dependent Care - $5000 maximum * Debit Card Program * Debit Card Program
	Stock Purchase		Eligible at next open enrollment after one full calendar quarter of employment. Through payroll deduction.
	Personal Accident Insurance		Optional coverage available through Personal ChoiceComp
	Business Travel Accident Insurance		$100,000 of life insurance coverage payable in the event of accidental death while traveling on Company business
	Retiree Life Insurance		$2,000 life insurance benefit for retirees
	Tuition Reimbursement Program		100% related; 50% non-related - from an accredited college or university
	Matching Gift Program		A program to encourage you to support the academic programs of educational institutions by providing a Company match, with certain limitations, on contributions you makes.
	Employee Assistance Program		Employees and family members

Vancouver, WA Information and Links

Vancouver USA sits on the north bank of the magnificent Columbia River in Clark County, Washington. Framed by the picturesque Cascade Mountains to the east and the Columbia River to the south and west, Clark County is the southern gateway to Washington State.

Just a bridge away from metropolitan Portland, Oregon, Vancouver is located on the Interstate 5 corridor which links all major west coast cities from Canada to Mexico.

The Pacific Ocean and its expansive beaches are a quick 100 miles to the west. The startling beauty of Mount St. Helens, the challenging ski slopes of Mt. Hood, and the scenic Mt. Adams Recreation Area are all just a short drive away.

Wet, mild winters and moderately dry summers are typical of Southwest Washington. With an annual average temperature of 50 degrees Fahrenheit, Clark County offers year-round enjoyment of the beauty that is the Pacific Northwest.

Learn more about the Vancouver, WA area with these links:

• The Columbia River Economic Development Council
• The City of Vancouver
• Clark County Community
• Vancouver Chamber of Commerce