Goldman Sachs publishes comprehensive employee guide to benefits and internal resources

The firm’s employee materials lay out concrete retirement, health and family benefits: the retirement section labeled "January 2024 Retirement 401(K)" says employee 401(k) contributions may be made on a before-tax, Roth and/or after-tax basis through salary deductions and/or year-end discretionary cash bonus, and that the firm provides dollar-for-dollar matching contributions up to 6% of annual Total Compensation capped at $12,500. Employees with Total Compensation less than $125,000 receive an additional 2% fixed contribution, and the materials state employees are 100% vested in firm contributions.

Virtual care is identified by vendor name: "DOCTOR ON DEMAND BY INCLUDED HEALTH" and the document specifies it "Provides employees and their covered dependents with 24/7 access to virtual healthcare from board-certified physicians, therapists and psychiatrists." The materials do not list copays or appointment procedures, but the vendor name and the 24/7 coverage promise are explicit for eligible employees and their covered dependents.

Wellness benefits include a fitness reimbursement and on-site centers. The guide states: "All US employees and their eligible dependents (ages 12 and over), who are enrolled in a Goldman Sachs US medical plan, are eligible to receive up to a $250 reimbursement ($150 per dependent) per six-month reimbursement period for eligible fitness or recreational activities that promote cardiovascular wellness." On-site fitness centers are listed for New York, Jersey City, and Chicago; membership "includes access to state-of-the-art fitness equipment, group fitness classes such as boxing and yoga, complimentary fitness consultation, workout clothing, private permanent locker and shower amenities." Personal Training and Pilates Reformer are noted as "NY only" and "available by appointment only, on a fee-for-service basis."

Mental-health and related supports are listed explicitly. The document identifies an "Employee Assistance Program (with on-site services in New York, Jersey City, Salt Lake City and Dallas)" and a "telephonic smoking cessation program." It also describes an "LGBTQ+ Health concierge" that "provides access to dedicated care coordinators specialized in LGBTQ+ healthcare matters to provide guidance, provider matching, advocacy and education."

Child and adult care services are described in part. The materials reference "Adult Care Coordinator services which provides personalized support to employees in navigating the firm’s comprehensive adult care offerings and assistance with accessing adult care evaluations, referrals, and legal guidance." The back-up family care paragraph reads in the source: "Back-up family care program provides access to on-site (New York) or near-site (Salt" and is truncated in the copy provided to staff.

Legal and workplace-accommodation items are explicit. The guide includes "self-help legal forms and access to send questions directly to attorneys" and the line "No copay, deductibles or claim forms when using a network attorney for a covered matter." It also lists "Ergonomics program," "Medical leaves of absence and occupational health," and "Accommodations for disabilities and special needs."

Several sections in the employee materials contain ellipses or truncated sentences, including the teams and leagues line, parts of the 401(k) vesting sentence, and the back-up family care location list. For practical use, staff should confirm specific enrollment steps, contact points, fee schedules for NY fee-for-service items, and whether any items extend to alumni by consulting HR/Benefits, which can provide the full program text and the navigation steps referenced in the guide.