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Environmental Research Group, LLC (ERG) is an 8(a) certified, service-disabled veteran-owned (SDVO), economically disadvantaged woman-owned (EDWO) small business (SB).

DOT MBE/DBE certified


ERG is a small business (SB) under the following NAICS Codes:


Primary: 541620










CAGE Code: 1P0W9







employee benefits All employees should be able perform their jobs without distraction. To that end, we have developed a robust benefits program designed to encourage efficiency, innovation and a strong sense of teamwork. During your time with us, we will do all we can to contribute to your good health and prosperity. Raises Raises and bonuses are based on employee performance, responsibilities, attitude, length of employment, and time since the last raise, as well as the company’s ability to pay increased salaries. Salaries are reviewed annually and are pro-rated if employees have only worked part of the year. Holidays ERG recognizes the following 10 paid holidays each year for all employees. These holidays reflect the federal government holiday schedule. • New Year’s Day • Dr. Martin Luther King, Jr. Day • Presidents Day • Memorial Day • Independence Day • Labor Day • Columbus Day • Veterans Day • Thanksgiving Day • Christmas Day Vacation, Personal, or Sick Leave Each full-time employee accrues three weeks (120 hours) of paid leave per year. After four years of service, employees accrue four weeks (160 hours) of paid leave per year. After eight years of service, employees accrue five weeks (200 hours) of paid leave per year. No more than two weeks of leave should be taken at any one time without approval from the President of ERG. We value hard work and know the importance of downtime as well. To encourage rest and relaxation, no more than four weeks (160 hours) unused accrued leave may be carried over to the next year. Upon termination of employment, ERG will pay for no more than four weeks (160 hours) of accrued leave. Health Insurance (Premium paid by ERG) Group health insurance is available from United Healthcare to eligible employees. There are two plans to choose from: an HSA-compatible plan and a low deductible plan. ERG pays 100 percent of the premium cost for the HSA-compatible plan. The employee pays the difference between that premium and the lower deductible plan premium, if selected. The employee is responsible for less than half of the total premium cost for coverage beyond employee-only. Dental and Vision (Premium shared with ERG) An annual eye exam is included in the health insurance plans described above. 1) Vision plan. ERG offers vision insurance from EyeMD, and pays 50 percent of the premium cost for employees. The employee is responsible for the difference in premium cost to cover family members. 2) Dental plan. ERG offers dental insurance from United Healthcare, and pays 50 percent of the premium cost for employees. The employee is responsible for the difference in premium cost to cover family members. Short-term and Long-term Disability Insurance (Paid by ERG) Both short-term and long-term disability insurance are provided for each eligible employee. ERG pays 100 percent of these costs. Life Insurance (Paid by ERG) Each eligible employee will be provided a life insurance policy for the duration of his or her employment. Employees may opt to purchase more insurance for self and family members. Retirement Plan ERG hosts a Safe Harbor 401k Retirement Plan through American Funds Group. ERG contributes at least three percent of every eligible employee’s annual salary regardless of whether the employee contributes to the plan or not. Employees may contribute up to IRS contribution limits through payroll deduction. Employer contributions are immediately 100 percent vested. Profit Sharing Each employee is eligible for end-of-year bonuses, during years that the company is profitable. The amount of bonus is based on the employee’s responsibility level, performance, and length of employment with ERG. Cafeteria Plans (Code 125) and Dependent Care Expense Account ERG offers qualified benefit plans for pre-tax savings. The employee contributes through payroll deduction, and the amount is not included in the employee’s gross income for taxation. The employee then submits receipts to reimburse qualified expenses. Dependent Care Expense Account Childcare up to age 13 and/or care for a disabled dependent are eligible costs for this pre-tax offer. The contribution limit is $5,000 per year. If the employee does not apply receipts to reimburse qualified expenses under this plan, the contributions are not recoverable. Fit 360 We strive to foster holistic wellness in the ERG community by subsidizing activities that contribute to physical fitness. Eligible employees are reimbursed.