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GROUP INSURANCE - MEDICAL, DENTAL & VISION

 


Our Company not only provides basic wages for work performed but also offers a balanced, comprehensive benefits program. Our program includes options to elect medical, dental & vision care. Group health benefits are offered to regular full-time employees upon the first of the month following 60 days of active work.

 

Please note -- Employees are required to participate in the group medical plan unless they can provide proof of other coverage.

 

The Company contributes a set amount per month toward the employee’s group benefits. The employee may elect to add an additional contribution toward spouse/dependent coverage.
 
All eligible employees will complete enrollment forms at orientation and receive a packet of information shortly after that will give them an opportunity to add dependent coverage. This packet will include enrollment forms to make changes from the initial election at orientation, benefit highlights, premium amounts, and information about voluntary benefits. Changes to benefit application forms must be completed and received by the Human Resources Department no later than the first day of the month the employee becomes eligible. The Company will not be responsible for expenses incurred due to the employee not turning in the completed application forms on time.

 

Changes to medical, dental and/or vision enrollments -- A new Group Employee Application must be received within 31 days for changes in enrollment status such as the addition or removal of dependents coverage due to a qualifying event such as the following examples: marriage, divorce, birth, adoption, spouse's new job or loss of job.

 

Please be sure to read your plan information carefully. It is your responsibility to understand the provisions of the plan and to ask for assistance from the Human Resources Department if further clarification is needed.

HEALTH REIMBURSEMENT ARRANGEMENT

 

In addition to the Medical, Dental and vision plan, the Company offers a Health Reimbursement Arrangement (HRA). The HRA is funded by the Company to reimburse employees for a portion of their (and one covered dependent’s) medical plan expenses. Expenses eligible for reimbursement are those covered expenses which are subject to the in-network health plan deductible. If you are an active employee and receiving health insurance benefits, you are eligible for the HRA. 

In order to request reimbursement, once the covered employee and/or one covered dependent has incurred up to $1,000 in deductible expenses, simply request a claim form from Human Resources and return it with the Explanation of Benefits (EOB) form which shows the deductible expense incurred for the year to date. 

View the HRA Summary Plan Description. For information on the current reimbursable amounts please contact hr@walshtruckingco.com.

FLEXIBLE SPENDING ACCOUNT

As part of the Company’s benefits program, we currently offer an employee-funded Flexible Spending Account to regular full-time benefit eligible employees. Employees may elect an annual amount of flexible dollars (which will be pro-rated and deducted on a pre-tax basis from each paycheck) to pay for eligible health care or dependent daycare expenses.

 

Please contact the Human Resources Department for more information on this program.

401(k) RETIREMENT SALARY SAVINGS PROGRAM

 

Employees are encouraged to participate in the 401(k) retirement program.  Convenient pretax payroll deductions can be deposited to your account.  When deposits are made to your account, the Company will match a percentage of what you put in.

This is a great way to save money for retirement and take advantage of the pre-tax benefits. Employees are eligible to join the 401(k) following 6 months of employment.

For more information on this program, please contact the Human Resources representative.

VACATION

 

After one full year of employment, an employee becomes eligible for paid vacation. Vacation pay is only earned upon the anniversary date of hire for regular full-time employees. The employee then has the remainder of the anniversary year to use it. Vacation time may not be accrued from year to year without the permission of an officer of the Company.

 

Because vacation time is only earned upon the anniversary date of hire, there is no prorated vacation pay. The employee can either take time off with pay or receive payment in lieu of time off. Anniversary dates may be adjusted for time not worked (such as a leave of absence) for purposes of vacation eligibility. Bonuses are not included in calculating vacation pay. The amount of paid time off or additional pay the employee shall be eligible for is based on the following schedule.

All time off is scheduled with staffing needs in mind. To ensure you are able to reserve your preferred time off, you should turn in a request to your supervisor as soon as possible.

PAID HOLIDAYS

 

The following is a list of holidays observed by the Company:

 

  • New Year's Day - January 1

  • Memorial Day - Last Monday in May

  • Independence Day - July 4

  • Labor Day - First Monday in September

  • Thanksgiving Day

  • Christmas Day - December 25

 

Each time a holiday falls on Sunday, the succeeding Monday shall be a paid holiday. Each time a holiday falls on Saturday, the preceding Friday shall be a paid holiday.

 

To be eligible for paid holidays, employees must have been employed by the Company for one (1) month or more immediately preceding the holiday, be available for work on the last day prior to the regular holiday, and the first scheduled work day after the holiday. Only regular active full-time employees receive holiday pay.

 

All full-time employees are paid a flat rate per holiday. Ask your terminal manager or the payroll department for the current rate. Employees who are required to work on an actual holiday are paid time and a half for worked hours in addition to the holiday pay.