The health insurance is a High Deductible Health Plan in conjunction with a Health Savings Account (HSA). The Company pays 90% of the insurance premiums, and employees are responsible for the other 10%. Employees are encouraged to fund the amount of their annual deductible to their HSA through pre-tax payroll deductions. Any unused funds can be used to offset future years’ medical costs or to build towards a medical retirement account with pre-tax dollars.

The current annual deductible is $1,500 per year for individuals and $3,000 per year for family coverage. Once the deductible is met, employees are responsible for paying a 20% coinsurance until the out-of-pocket maximum is met. The out-of-pocket maximum is $4,000 for individuals and $8000 for families.  This plan is subject to revision on an annual renewal basis.

Dental and vision insurance premiums are shared expenses between the employee and the company with 80% of the premium paid by Saunders Construction.

An EAP is a solution-focused program for personal and professional issues. The EAP assists organizations in addressing productivity issues, helps employees identify and resolve personal concerns, and enables employers and employees to take a pro-active approach in managing wellness.

This is an employer-sponsored benefit plan, which allows an employee to select from a list of available benefits — benefits specifically needed by the employee. This program means that current after-tax expenditures for items such as insurance premiums, dependent care costs, and some vision and dental expenses not covered by insurance, can now be paid for with pre-tax dollars. The bottom line is that employees may have increased take-home pay or more dollars available to purchase other benefits they may need.

Following a six-month eligibility period, all newly eligible employees will be automatically enrolled in the 401(K) Retirement Plan and set up to make contributions of 6% of their base salary. Eligible employees will also receive a Safe Harbor contribution from the Company in the amount of 3% of their base salary. The Company will match 100% of your combined elective deferral to a maximum of 2%. We also offer a Roth 401(k) which allows employees to contribute funds on a post-tax elective deferral basis in addition to or instead of pre-tax elective deferrals.

Saunders Construction offers a generous paid time off program. Employees are eligible for 15 days of vacation during the first year of employment; 19 days of vacation annually in years 2–4; 23 days annually in years 5–9 and 28 days after 10 years.

Saunders Construction offers seven paid holidays throughout the year.

Employees are eligible for parental leave after having worked for the company for at least 12 months. Primary caregivers may receive 13 weeks of 100% paid parental leave when welcoming a child through birth, adoption or foster care. Secondary caregivers may take a two-week paid parental leave within the first 13 weeks when welcoming a child through birth, adoption or foster care.

Contingent upon the profitability for the year and after consideration for the long-term viability of the company, a percentage of the profit may be made available to pay employees a merit bonus.

Saunders Construction provides life insurance, STD, and LTD insurance on behalf of its employees. The life insurance will provide a lump-sum payment to the employee’s designated beneficiaries. Short-term disability coverage replaces a portion of lost income for a specified period of time for employees who are ill or have non-work-related injuries. The long-term disability insurance replaces a portion of the employee’s lost income after short-term disability coverage ends.

*All benefits listed above are for non-signatory, full-time personnel.

Other benefits include service awards, a sabbatical leave, tuition assistance, a wellness program, and casual dress code.