Exciting changes are on the horizon! Healthcare Associates Credit Union (HACU) and BCU have announced plans to merge, uniting two healthcare-focused, member driven credit unions to create an even stronger organization that delivers more value, resources, and opportunities — for members and for you.
This decision is about long‑term stability, growth, and protecting the mission, people, and value HACU has created. The combined organization’s scale will allow for higher deposit rates and lower fee reliance, putting millions of dollars back into members pockets every year.
This page is your go-to source for updates, FAQs, and key details about what the merger means for you as part of our team.
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Location: Conference Room Center – 100, in the 2443 building (the building with the cafeteria)
Meeting Topic: Benefits and pay transition matters for 12/31/2026
Presenter: IHA HR and Payroll Teams
Location: Conference Room Center – 100, in the 2443 building (the building with the cafeteria)
Meeting Topic: Onboarding and benefits orientation
Presenter: BCU Team
Location: HACU Lisle
Meeting Topic: Onsite opportunity for staff to meet BCU’s benefit partner representatives and ask questions.
Presenter: BCU Team
This FAQ is designed to provide clarity, reassurance, and transparency for Healthcare Associates Credit Union (HACU) employees as you move forward together with Baxter Credit Union (BCU). We know change brings questions, and it’s important to be clear about what decisions have been made and what work is still underway.
What we know: Information that has been confirmed and can be relied upon.
What’s still being finalized: Items that are still under review or dependent on timing, regulatory approval, or integration planning.
Note: For some questions, the answer is definitive, so you won’t see the response divided between what we know and what’s still being finalized.
HACU is financially strong and sound. This merger is not the result of distress or underperformance. BCU approached HACU because of the strength of what HACU has built — a strong healthcare focus, loyal members, and a talented team. This decision is about long‑term stability, growth, and protecting the mission, people, and value HACU has created. The combined organization’s scale allows for higher deposit rates and lower fee reliance, which translates to putting millions of dollars back into members' pockets every year. The merger enables continued investment in enterprise-grade technology, infrastructure, and cybersecurity, which strengthens our resilience, protects members’ information, and supports a scalable, future-ready banking experience. The strategic rationale for the merger is fully understood, firmly grounded in the promise of bringing two healthcare-focused organizations together, and supported by HACU's leadership and Board.
HACU’s 401(k) plan provides a combined employee and employer contribution of up to 8.5%, with a five-year vesting schedule for employer-matching contributions. BCU’s 401(k)/Retirement Savings Plan (RSP) provides a combined employee and employer contribution of up to 7%, with a three-year vesting schedule that applies only to non-matching contributions.
Both plans are market competitive and allow employees to contribute up to annual IRS limits. No adjustments will be made to offset the differences between the two plans. However, when viewed in total, several of BCU’s compensation and benefits programs provide advantages beyond those currently offered to HACU employees.
You can email Joe Kregul [email protected], your manager, or any member of the HACU senior leadership team, or BCU’s EVP/CHRO, Lisa Baron at [email protected] with questions.
You're also welcome to submit your question to the inbox dedicated to this transition at [email protected].
We promise to respond to every question within one business day.
We're available to our members day and night. Our Help Center is here to assist you with any questions you may have.
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What we know:
Baxter Credit Union is an employee‑first organization built on transparency, respect, and collaborative relationships. It’s closely aligned with HACU’s culture and values. In the interactions HACU leaders had with the BCU leadership team, one thing that stood out: BCU employees describe themselves as family in the same way HACU describes our team as family. That is comforting and reinforces why this merger makes sense.
HACU leaders often tell people it’s hard to describe HACU’s culture unless you’re “in” it. BCU’s leaders feel the same way. The BCU culture is grounded in Purpose & Shared Values. When employees embody them, they grow as individuals, they grow a team, and the whole organization grows. That’s the sign of a thriving, engaged workplace. In fact, BCU’s employee engagement score is 87% (this was measured using the annual Great Place to Work® engagement survey and represents a multi-year trend). Since you’re not yet “in” the combined organization, this may give you a better sense of BCU’s Shared Values:
High-level, the organization can be described as follows: BCU has approximately 760 employees located across the US and Puerto Rico. 67% of the employees work a hybrid schedule (3 days in-office is BCU’s “Rock the Office" (RTO) guideline). Employees are considerate of remote employees with every meeting to ensure a Teams link and meeting room are included, and that remote participants feel included. BCU has a “dress for your day” dress code (this generally means business/business casual if meeting clients; casual when working alone or with colleagues). Most member-facing Branch employees wear brandwear to match their Branch’s respective endorsed brand. Branches inside Partner (aka SEG) locations operate five days/week; Branches in Community locations operate six days/week.
While BCU is larger than HACU, many of the leaders (managers and above) have a lot of tenure with the organization, so they remember when the organization was HACU's size and they wore a lot of hats to make sure the job got done. They still wear many hats; they just have a bigger impact through the development of others now. Growth and scale enable specialization and focus, but no one loses sight of the member-first, service priority. In addition to their daily assignments, employees say that being on Committees, Employee Resource Groups, Taskforces, and sometimes tackling challenges with good old-fashioned grit are ways they find satisfaction in their jobs.
We’ll go deeper into BCU’s benefits and workplace design in some of the other FAQs.
What we know:
We don’t anticipate discontinuing any HACU products because of the merger.
What’s still being finalized:
Now that you’ve been made aware of our intention to combine organizations, BCU and HACU leaders will begin the due diligence process to better understand the specifics behind all our products, services, and operations. Some are more complex than others, and some will require additional time to research next steps. We will communicate all our plans about products and services as soon as new information becomes available.
What we know:
You likely have questions, and we’re here to give you the answers you need. If you have questions about what this merger means to you, please ask Joe Kregul ([email protected]), your manager, or any member of the HACU senior leadership team.
The BCU leadership team is also happy to answer any of your questions directly. You can also email BCU’s EVP/CHRO, Lisa Baron at [email protected], or submit your question to the inbox dedicated to this transition at [email protected]. We promise to respond to every question within one business day.
What’s still being finalized:
Responses to questions that arise after today’s meeting, and the cadence of more all-hands meetings like this (that we will sometimes have with BCU and HACU) between now and the merger date will be communicated in the channels described above and by your manager.
Below is a list of the 2026 BCU Designated Holidays:
Additional Info:
FMLA is an unpaid job protected leave for up to 12 weeks. Employees are required to trade in all PTO days available during the calendar year before the leave becomes unpaid.
BCU provides short term disability and long-term disability to all benefit eligible employees. Short Term Disability is paid up to 100% based on years of service. PTO cannot be used to supplement short term or long-term disability leaves.
| Years of Service | 100% of Regular Salary STD Leave | 70% of Regular STD Leave |
| 0-4 years | 6 weeks | Remainder of STD |
| 5-9 years | 12 weeks | Remainder of STD |
| 10-19 years | 18 weeks | Remainder of STD |
| 20+ | Enite STD Period | Not Applicable |
Basic Long-Term Disability is offered by the company, and Enhanced Long-Term Disability is available as a buy-up option.
| Benefit Plan | Coverage Level | How Coverage is Paid |
| Basic Long-Term Disability Insurance | 60% Annual Base Pay Continued in case of disability (up to $15,000 per month) | BCU paid |
| Enhanced (Supplemental) Long-Term Disability Insurance | 66 2/3% Annual Base Pay Continued in case of disability (up to $20,000 per month) | Employee paid |
FMLA is an unpaid job protected leave for up to 12 weeks. Employees are required to trade in all PTO days available during the calendar year before the leave becomes unpaid.
BCU provides short term disability and long-term disability to all benefit eligible employees. Short Term Disability is paid up to 100% based on years of service. PTO cannot be used to supplement short term or long-term disability leaves.
Basic Long-Term Disability is offered by the company, and Enhanced Long-Term Disability is available as a buy-up option.
You can learn about the MICP or Management Incentive Compensation Program here.
What we know:
You are all being offered continued employment at your current pay with a very competitive, comprehensive benefits package. Most roles are expected to remain similar to what you have today, with opportunities for expanded scope, development, and growth over time.
BCU leadership will have a conversation(s) with you to learn more about your interests and experience. Your role, manager, pay, and benefit details will be communicated on one of two dates. Some notifications will be delivered on Tuesday, July 21. The remainder will be delivered on Tuesday, July 28. All employees will be notified no later than July 29, 2026.
You will receive a retention bonus totaling 22.5% to recognize the extra work and commitment needed to bring our organizations together. 5% will be paid at the time of the merger, with the remaining 17.5% paid to eligible HACU employees one year after the merger closes.
What we know:
You are all being offered continued employment at your current pay with a very competitive, comprehensive benefits package. Most roles are expected to remain similar to what you have today, with opportunities for expanded scope, development, and growth over time.
BCU leadership will have a conversation(s) with you to learn more about your interests and experience. Your role, manager, pay, and benefit details will be communicated on one of two dates. Some notifications will be delivered on Tuesday, July 21. The remainder will be delivered on Tuesday, July 28. All employees will be notified no later than July 29, 2026.
You will receive a retention bonus totaling 22.5% to recognize the extra work and commitment needed to bring our organizations together. 5% will be paid at the time of the merger, with the remaining 17.5% paid to eligible HACU employees one year after the merger closes.
