Current Positions Available:

Mail Service Coordinator

Real Estate Loan Officer



At Sb1 there are three Stakeholders - the Members, the Staff, and the Institution itself. Under this strategy, our employees are considered a vital part of the health and financial viability of the organization. As such, we strive to make working for Sb1 not only a great experience, but a rewarding one as well. Offering benefits and programs that improve an employee's quality of life, now and in the future, has been a philosophy of ours from the time we were founded.

Medical/Vision/Prescription | Dental | Flexible Spending Arrangements | Disability
Life Insurance | 401k | Parking and Transportation | Education Reimbursement
Time-Off | Flextime | Credit Union Membership | Other Benefits

Benefits at Sb1 are offered on a company-wide basis to full-time exempt and non-exempt employees. Participation in certain benefits is extended to our part-time employees as well. From the newly-hired to the 30+ year "lifers," our employees reap the rewards of one of the best benefits packages in town!



Independence Blue Cross (IBC): Sb1 offers two medical/Rx health insurance plans to its employees. Under the High Deductible Health Plan (HDHP), employees would be responsible for all expenses incurred up to a $2,000 Single or $4,000 Family in-network deductible. After attainment of the deductible, most expenses are then covered 100% by IBC. Under the Direct Point of Service (DPOS), employees are covered by a traditional co-pay plan but must select a Primary Care Physician since certain services require a referral. This plan also incorporates a non-aggregated deductible for services that are primarily considered the most expensive medical care, such as hospitalization. Employees covered under either plan enjoy an expansive list of participating Delaware Valley providers in IBC's network.

Sb1 is also committed to lessening the weight of the both plan's deductibles by:

  1. providing employer contributions into each employee's individual Health Savings Account (H.S.A). This contribution, to employees covered by the HDHP, is a prorated monthly amount that would accumulate to ½ of the employee's respective deductible if employed for an entire calendar year.
  2. providing a Health Reimbursement Arrangement (HRA), up to $2,000, to those employees covered by the DPOS. The HRA is intended to limit the burden to employees who may have a catastrophic claim during the plan year.

Employees who wish to waive participation due to coverage elsewhere will also benefit under Sb1's Waiver Reimbursement Program.



United Concordia (UCCI): When UCCI dental providers are used, generally the out of pocket expenses are lower. Under the plan, Preventative services are covered at 100% with no deductible. Basic services are covered at 80% and Major services (including Dental Implants!) are covered at 50% after the annual deductible has been satisfied ($50 Single or $150 Family). The annual benefit maximum is $2,000 per covered member. Orthodontia services are covered at 50%, to a lifetime maximum of $1,000 per covered member under the age of 19.

Flexible Spending Arrangements


Healthcare Flex Spending Accounts (HCFSA): Sb1 employees who are covered by the DPOS or do not have an H.S.A can enjoy the pre-tax benefits of an HCFSA. The healthcare FSA allows employees to defer up to $2,000 from their paycheck to pay for qualified medical expenses.

Dependent Care Flex Spending Accounts (DCFSA): Sb1 employees with dependent children who use child care services such as after care, babysitting, or summer day camp can defer (on a pre-tax basis) up to $5,000 from their paycheck to reimburse for those qualified expenses.



Short-Term Disability: Provides salary continuance of 50% of pay for employees who become sick or injured and cannot return to work for a short period of time. Coverage is provided at no cost to the employee and enrollment is automatic.

Long-Term Disability: Provides financial protection of 66.7% of pay for employees who are considered disabled and cannot return to work for a long period of time. Coverage is provided at no cost to the employee and enrollment is automatic.

Life Insurance


Group Term Life Insurance (GTL) and Accidental Death and Dismemberment (AD&D): This benefit provides life insurance coverage at 1 times the employee's annual salary as well as a benefit under the AD&D rider should the employee experience a specific injury during an accident. Coverage is provided at no cost to the employee and enrollment is automatic.

Allstate Voluntary Life Insurance: Employees who wish to add extra protection and a little more piece of mind, can enroll with Allstate under a voluntary life insurance plan. This term plan can be purchased in $10,000 increments for not only the employee, but also their spouse and/or dependent children.



Defined Contribution (401(k)) Plan: Employees 18 or older who wish to help fund their own retirement can contribute parts of their compensation on a pre-tax basis to the 401(k) plan. Salary deferrals may be invested in a multitude of mutual funds through Vanguard Investments. Sb1 matches employee contributions at a rate of 100% on the first 3%, and 50% on the next 2% (a full match is 4% on a 5% employee contribution). The match from Sb1 is deposited to employee plans on a biweekly schedule and is immediately fully vested.

Parking and Transportation


Employees working at Sb1's Center City headquarters enjoy free parking at a private garage located one block from office building location. Suburban branch employees also benefit from free parking at each site location.

For those employees who regularly take public transportation to work, Sb1 provides up to $70 per month to help subsidize the costs associated with this form of commuting. Sb1 contracts RideECO, a commuter benefit program from DVRPC, to provide employees with either vouchers or Stored Value Cards (SVC) used to pay for fares in advance of travel.

Education Reimbursement


Sb1 employees are encouraged to develop their knowledge and skills through ways that go beyond in-house training. Under the education reimbursement program after six months of employment, employees can receive up to $6,000 per year for qualified job-related tuition expenses.



Sb1 covers employee absences under a Paid Time-Off (PTO) policy that is intended to cover time out of the office. Employees who do not use all their accrued PTO may sell back or rollover up to 37.5 hrs.

Other Time-Off: Jury duty, bereavement, military leave, family medical care and recognized holidays are examples of other time-off benefits provided by Sb1.



At Sb1, we want to create a sense of balance between career responsibilities and family needs from which both the employee and the credit union benefit. New employees should discuss eligibility with their manager/supervisor during the onboarding process.

Credit Union Membership


All employees of Sb1 and their family members are eligible to join the credit union on the employee's date of hire. As a credit union member you are rewarded with lower rates on loans and higher rates on savings accounts than most traditional financial institutions.

Other Benefits


  • 37.5 Hour Workweek
  • 1-Hour Lunch
  • Direct Deposit
  • Service Awards
  • 1st Friday Breakfast
  • Gym Reimbursement
  • Company Picnic and Holiday Party
  • Family Medical Leave Act (FMLA)
  • Professional Organization Membership
  • Discounted Pet Insurance


*Sb1 FCU is an Equal Opportunity Employer