The E.W. Scripps Company
The E.W. Scripps Company Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about The E.W. Scripps Company and has not been reviewed or approved by The E.W. Scripps Company.
How are the compensation & benefits at The E.W. Scripps Company?
Strengths in retirement, family support, and lifestyle-oriented benefits are accompanied by challenges in compensation competitiveness, pay progression, and healthcare cost. Together, these dynamics suggest a package that is comprehensive in scope but often perceived as average to below market on pay and less compelling when medical cost-sharing is considered.
Key Insight for Candidates
Defining tradeoff: a standard big‑company benefits bundle (often HDHP‑centric with an average 401(k) match) paired with below‑market cash pay. Coverage is broad but out‑of‑pocket costs and modest raises blunt total compensation, so pay‑focused candidates should benchmark aggressively.Evidence in Action
- HDHP-First Medical Design — High-deductible health plans (HDHPs) are the dominant medical option, shaping coverage with higher employee out-of-pocket costs. This steers employees toward HSA planning and cost-conscious care decisions, making premiums and deductibles a central part of total compensation value.
- Scripps Howard Matching Gifts — The Scripps Howard Fund matching-gift program provides up to $1,000 twice per year for eligible employee donations. This rewards and normalizes community engagement, adding mission-aligned value to total rewards beyond cash pay and standard benefits.
Positive Themes About The E.W. Scripps Company
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Retirement Support: A 401(k) with company match is part of the standard package, and retirement planning is highlighted in company materials. This provides a conventional savings vehicle that aligns with large‑company norms.
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Parental & Family Support: Adoption assistance is offered, and eligibility includes spouses and domestic partners. Parental leave is described as standard, with specifics varying by role and location.
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Wellbeing & Lifestyle Benefits: Offerings include an Employee Assistance Program, mental health resources, ID protection, and pet programs, alongside community giving perks via the Scripps Howard Fund. Some roles also note flexible schedules, remote options, or an optional four‑day work week.
Considerations About The E.W. Scripps Company
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Unfair & Opaque Compensation: Pay is considered okay to below market on average, with several roles described as under local market rates. Compensation competitiveness is frequently questioned, particularly in newsroom and producer roles.
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Stagnant Pay & Limited Progression: Raises and bonuses are portrayed as limited, with instances of minimal increases over multi‑year periods amid restructuring. These conditions constrain pay growth even when other benefits are present.
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High Benefits Costs: Medical coverage is dominated by high‑deductible plan designs, and out‑of‑pocket costs are often regarded as high. The cost structure can diminish the perceived value of otherwise comprehensive coverage.
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