Employees participating in the company-sponsored 401(k) plan receive a 100% match of the first 5% of eligible compensation (after 1000 hours worked and 12 consecutive months of service).
A portion of the company’s annual profits is placed into a profit sharing plan, and each regular full-time and regular part-time employee receives a share of that money. An employee’s share is based on length of service, not on salary or position.
Salaries are monitored to be competitive with the local and national job markets. Employees may earn merit-based salary increases by exhibiting outstanding performance during the year.
Regular full-time and part-time employees accrue between 15 and 27 days of Personal Time Off annually.
Regular full-time and regular part-time employees are also eligible for the following paid holidays.
New Year’s Day, Good Friday, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Christmas Eve Day, Christmas Day
Regular full-time employees are eligible for up to five days of paid bereavement leave upon a death in the employee’s immediate family.
Regular full-time employees are eligible for up to one week of paid Jury Duty leave in a two-year period.
Health care coverage is available for regular full-time employees and their dependents. The company pays a portion of the stated premium for the following coverage.
Medical Insurance, Dental Insurance, Prescription Drug Coverage, Vision Insurance
Life insurance is provided for regular full-time employees at one and one-half times annual salary (maximum $200,000) under a Group Life Insurance Policy.
Short-term and long-term disability insurance is provided for regular full-time employees at 60% of the employee’s monthly earnings.
The federal Consolidated Omnibus Budget Reconciliation Act (COBRA) provides employees and their qualified beneficiaries the opportunity to continue health insurance coverage under the company’s plan when qualifying events would normally result in a loss of eligibility.
Employees may set aside pre-tax money in a flexible spending account to pay for out-of-pocket medical expenses. Employees may set aside pre-tax money in a dependent care assistance plan to pay for dependent care expenses.
Part-time employees who are undergraduate students are paid an hourly wage and are eligible for tuition assistance for their undergraduate coursework, up to a maximum of $5000 per academic year.
Regular full-time employees are eligible for tuition reimbursement for work-related coursework. Tuition expenses to accredited post-secondary schools, colleges, and universities will be reimbursed, up to a maximum of $5000 per year.
Regular full-time and part-time employees are eligible for reimbursement for attendance at work-related seminars, workshops, and classes that expand an employee’s job knowledge.
Employees who have been employed for at least one year, and have worked at least 1250 hours during the past year, are eligible to take up to twelve weeks of unpaid leave for one or more of the following reasons.
The company will continue to provide health benefits to an employee on FMLA leave under the same terms and conditions applicable to actively working employees.
Employees are eligible for reimbursement for membership fees, up to $30 per month, for participation in (but not limited to) the following programs.
Employees enjoy a comfortable and respectful work environment.
Each building of the Erie, Pennsylvania, campus is compliant with the Americans with Disabilities Act of 1990, including changes made by the ADA Amendments Act of 2008.
Employees receive an annual Christmas bonus and are invited to the company Christmas party featuring games with prizes ranging from $25 to $1000.
A catered lunch is provided monthly for all employees.
Employees may donate at the Community Blood Bank during working hours without taking Personal Time Off.
Each building of the Erie, Pennsylvania, campus has a defibrillator. Employees may take advantage of periodic instruction on the use of a defibrillator.
The company adheres to the Civil Rights Act and the Americans with Disabilities Act, and it follows the guidelines of the Employment Non-Discrimination Act to provide basic protections against workplace discrimination on the basis of sexual orientation or gender identity.
Although determined to be substantially similar, this information may differ from the company’s current benefits policies due to recent changes and is only provided for the purpose of illustration. For a complete list and description of current policies, please consult Human Resources.