Employee Benefits

Insurance

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MEDICAL, DENTAL, AND VISION INSURANCE

Full-time employees working 30 hours or more per week are eligible for insurance on the first of the month following 60 days of service. To keep coverage in force, every insured employee must work a minimum of 30 hours per week. If an employee declines to participate in these programs
on the initial eligibility date, they may request entry into the plans during open enrollment or a qualifying event such as but not limited to a marriage, having a baby, or losing health coverage. Open Enrollment is held once a year for all employees. Additionally, employees are required to pay a portion of the premiums.
This amount is subject to change upon the company’s discretion. Benefit premiums will payroll deducted weekly.

SHORT-TERM DISABILITY

Short-term disability is offered to full-time employees working a minimum of 30 hours per week. Employees are eligible for this benefit on the first of the month following 60 days of service. Short-term disability is meant to bridge the 90-day period until long-term disability can over an employee. If an employee becomes disabled and cannot work for a short period of time,
this coverage pays 60 percent of the employee’s salary, up to the policy limits. This is a voluntary benefit and is funded solely by the employee. In addition, employees will not be paid vacation or sick leave for approved absences covered by the company’s program, except to supplement the short-term disability benefits.

Short-term disability benefits may run concurrently with FMLA leave and/or any other leave where permitted by state and federal law.

LONG-TERM DISABILITY

Long-term disability benefits are offered to full-time employees working a minimum of 30 hours per week. Employees are eligible for this benefit on the first of the month following 0 days of service. If an employee becomes totally disabled and cannot work for an extended period of time, this coverage pays 60 percent of the employee’s salary, up to the policy limits. This is a benefit that is funded solely by the Company.

Long-term disability benefits will run concurrently with FMLA leave and/or any other leave where permitted by state and federal law.

401K PLAN

CDL employees will be eligible after 60 days of employment to start contributing to the company’s 401(k) plan. After 1 year of employment, the company will start contributing. CDL will match up to 50% of employee contribution, up to 10% of their salary. The company’s 401k is set up as a prorate. Prorated scheduled below for 401K:

• Year One – 0% of CDL’s contributions (employee takes 100% of their
contributions)
• Year Two – 20% of CDL’s contributions (employee takes 100% of their
contributions)
• Year Three – 40% of CDL’s contributions (employee takes 100% of their
contributions)
• Year Four – 60% of CDL’s contributions (employee takes 100% of their
contributions)
• Year Five – 80% of CDL’s contributions (employee takes 100% of their
contributions)
• Year Six – 100% of CDL’s contributions (employee takes 100% of their
contributions)

Eligibility, vesting, and all other matters relating to these plans are explained in the SPD that can be obtained from Human Resources.

PROFIT SHARING

See PDF HERE

WORKERS' COMPENSATION

Workers’ compensation is a “no-fault” system that provides compensation for medical expenses and wage losses to employees who are injured or who become ill because of employment.

CDL pays the entire cost of workers’ compensation insurance. The insurance provides coverage for related medical and rehabilitation expenses and a portion of lost wages to employees who sustain an injury on the job.

The company abides by all applicable state workers’ compensation laws and regulations.

If an employee sustains a job-related injury or illness, it is important to notify the supervisor and Human Resources immediately. The supervisor will complete an injury report with input from the employee and return the form to the Human Resources department. Human Resources will file the claim with the insurance company. In cases of true medical emergencies, report to the nearest emergency room.

Workers’ compensation benefits (paid or unpaid) will run concurrently with FMLA leave, if applicable, where permitted by state and federal law. In addition, employees will not be paid vacation or sick leave for approved absences covered by the company’s workers’ compensation program, except to supplement the workers’ compensation benefits such as when the plan only covers a portion of the employee’s salary as allowed by state law.

Life Insurance provides your named beneficiary with a benefit in the event of your death.

Accidental Death and Dismemberment (AD&D) Insurance

provided specified benefits to you in the event of a covered accidental bodily injury that directly causes dismemberment (i.e. the loss of hand, foot, or eye). In event that your death occurs due to covered accident, both the Life and AD&D benefit would be payable.

Basic Life/AD&D (company paid)

Life/AD&D Insurance

Long-Term Disability

401K

Profit Sharing

Workers' Comp

Contact HR

CONTACT HUMAN RESOURCES

1308 N. Walnut St., Pittsburg, KS 66762

Email: hr@cdl-electric.com

Tel: (620) 231-6420

You can also contact us by using this form:

Life/AD&D Insurance