Benefits
Section 125 Flexible Benefit Plan
Auld & White provides a Flexible Benefit Plan that allows participants to use pre-tax dollars to pay for a portion of Group Insurance Benefit Plan costs (premium) for Auld & White’s Medical and Dental plans. Auld and White offers three medical plans, all through United Health Care. Plans include two Preferred Provider (PPO) Indemnity Plans, (one plan has Mayo Clinic in Network) and a High Deductible Health Plan (HDHP) which entitles participants to establish a tax qualified Health Savings Account (HSA). Coverage, if elected, is effective on the 1st of the month following 3 months of continuous full-time employment. Currently Auld & White pays a significant percentage of the employee premium. Dependent coverage is paid for by the employee through the Flexible Benefit Plan.
Dental Plan
Auld & White offers a voluntary group PPO dental plan through United Concordia. United Concordia has 63,000 participating providers in their nationwide network. The Plan covers preventative and diagnostic services @ 100% (no deductible). Basic services such as fillings, repairs, root canals, extractions are covered @ 80%. Major services such as crowns and inlays are covered @ 50%. The plan has a calendar year maximum of $1,000 per person and a $50 deductible per person for Basic and Major services.
Vision Plan
Auld & White offers a voluntary vision plan through Humana Vision. In-Network providers: Eye exams-$10; Lenses-$15; Frames-$150 wholesale allowance; Contact Lenses-$150 allowance in lieu of lenses. Coverage, if elected, is effective on the 1st of the month following 3 months of continuous full-time employment.
Group Life Insurance
Auld & White provides employees with $30,000 of group term life insurance. Coverage is effective on the 1st of the month following 3 months continuous full-time employment.
Supplemental Group Life Insurance
Auld & White offers supplemental group life coverage. You may elect an amount up to 4 times your annual pay ($100,000 of this is guarantee issue – no health questions). Participants also have the opportunity to secure coverage on their spouse and children. This coverage is paid for through convenient payroll deduction and, if elected, is effective on the 1st of the month following 3 months of continuous full-time employment.
Short Term Disability Income Insurance
AWC sponsors a top-notch voluntary Short Term Disability Income insurance program. The plan allows you to secure a benefit equal to 60% for up to 13 weeks of your predisability income (maximum $500). Coverage, if elected, is effective on the 7th day of consecutive absence. STD goes into effect on the 8th consecutive day out of work due to serious illness or injury.
Long Term Disability Income Insurance
AWC sponsors a top-notch voluntary Long Term Disability Income insurance program. The plan allows you to secure a benefit equal to 60% of your pre-disability income. Coverage, if elected, is effective on the 1st of the month following 3 months of continuous full-time employment. LTD goes into effect on the 91st consecutive day out of work due to a serious illness or injury.
401(k) Retirement Plan
Auld & White offers a 401(k) program. Employees may elect to contribute a specific dollar amount or a percentage of pay before Federal and State taxes are withheld. These monies are distributed among a variety of funds offered. Auld & White also offers a matching program. For every dollar contributed, up to 4%, AWC will contribute an additional 50¢ to selected fund(s). For every dollar contributed on the next 4%, AWC will contribute an additional 25¢ to selected fund(s). 6-Year Vesting Schedule.
Profit Sharing Plan
Profit Sharing contribution is made each year based on Company profitability. Profit Sharing contributions of any amount are distributed to all participants through the AWC 401(k) Plan.
Educational Assistance
Auld & White will reimburse employees for job-related classes and continuing education programs outside regular working hours. Employees must be employed with AWC for one year and must maintain grades at the level required for graduation or certification. Reimbursement is based on course grade(s). Books are reimbursed at 50%. Maximum yearly reimbursement is $1,500.