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Employment Benefits
We Have You Covered
As part of its total compensation package, Shentel provides generous benefits to all eligible full-time employees. Benefits are administered through a cafeteria style plan which allows employees to select the type and amount of a benefit that best suits their needs.
Following is a summary of the benefits which are subject to change.
| Retirement Plan 401(k) |
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The company provides a 5% contribution per pay period to all employees. Of the 5% contribution, 3% vests immediately and 2% vests in 3 years. The company matches the employees' deferral the first of the month following one year of employment at an amount equal to 100% of the employee's first 2% of compensation, excluding bonuses and overtime, plus 50% of the employees' next 2%. Employees may contribute pre-tax dollars from their compensation up to the maximum federal limit.
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| Comprehensive Benefits Plan |
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Shentel makes a generous tax-free contribution of $505 per month to each employee which is applied to the employee cost for any benefit chosen from the following:
- Medical Insurance: Three levels of medical coverage for you and your family provided by Cigna.
- Vision Insurance: Supplemental vision care insurance offered by UnitedHealthcare through Spectera.
- Dental Insurance: Two levels of dental coverage provided by Guardian.
- Life and AD&D Insurance: Choice of 1 or 2 times your annual salary in basic coverage. Shentel provides 2 times your annual salary in coverage. Additional voluntary coverage in the amount of 1, 2 or 3 times your annual salary is also available.
- Dependent Life Insurance: Up to $50,000 in term life insurance can be purchased for employee spouses' and $5,000 in coverage is available to purchase for employee dependent children.
- Flexible Spending Accounts: Health care and/or dependent care spending accounts are available so that eligible expenses can be paid for with tax-exempt dollars.
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| Paid Time Off (PTO) |
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PTO is accrued based on years of service and is effective after your 90th day of continuous employment with Shentel. Unused PTO is rolled to a PTO bank.
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| Short Term Disability Insurance |
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Effective after 180 days of service, this plan is designed to replace a portion of your income in the event you are rendered disabled and unable to work. The company pays entirely for this benefit.
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| Long Term Disability Insurance |
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This plan is designed to replace a portion of your income in the event you become disabled and unable to work, beginning on the 181st day (after 6 months of disability) of a qualified illness or injury. The entire cost of this benefit is company-paid.
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| Employee Assistance Plan |
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All employees have free access to 24/7 confidential counseling and referrals to licensed professional psychological, legal and financial counselors as well as many other resources to help employees with non work-related issues.
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| Holidays |
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There are seven paid holidays: New Year's Day, Memorial Day, Independence Day, Labor Day, Veterans Day, Thanksgiving Day and Christmas Day.
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| Educational Assistance |
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Shentel provides financial assistance for employees who wish to pursue further education which will serve to enhance their job-related skills and abilities.
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| Employee Referral |
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Every person that an employee refers to Shentel can potentially earn $300.
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| Employee Discounts |
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PCS Employee Plan
Available immediately for business and personal use. Employees receive Sprint PCS service for only $10.00 per month. Additional discounts are available for family members.
Cable Plan
Available immediately to all employees in the Shentel cable service area. Employees receive a free digital cable package, including all premium cable channels, HD service, and one HD set top box.
Internet Plan
Available immediately to all employees. This plan is available in counties where Shentel has a local access number and provides low monthly charges for Internet service including 5 mailboxes and 5 MB of personal Web space.
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The above list of benefits and discounts is a summary only and is not intended to provide all details. In the event there are any differences in what appears in this summary and the plan document in force that governs the benefit plan in question, the plan document will always prevail. Many benefits have eligibility requirements that must be met, with all policies and plans subject to change. Specific questions concerning anything contained in this summary should be referred to the Human Resources Department.
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