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- Comprehensive Benefits Package
- Flexible Spending Accounts
- Life Insurance
- Short-Term Disability Insurance
- 401(k) Plan
- Wellness Program
- Warehouse Club Membership
- Tuition Reimbursement
- Clothing Allowance
- Employee Recognition
- Rigorous Hiring Process
Comprehensive Benefits Package. NLC offers a comprehensive benefits package that includes medical insurance, dental insurance, and optional vision insurance. NLC pays a large portion of the premiums, and also buys down the deductible so that each enrolled participant is only responsible for the first $500. Employees are eligible to enroll on the first of the month following their first 30 days of employment.
Flexible Spending Accounts. Employees can set aside pretax dollars through payroll deductions into a health care and/or dependent care savings account to use for qualified expenses.
Life Insurance. NLC provides $20,000 in life insurance coverage for each employee, $2,000 in coverage for the employee’s spouse, and $2,000 for each dependent. Employees may purchase additional coverage for themselves and their dependents.
Short-Term Disability Insurance. In Idaho, Texas and Florida, NLC provides a $100/week short-term disability benefit for each employee, with additional disability coverage available for purchase.
401(k) Plan. Employees are eligible to participate in NLC’s 401(k) plan after completing their first six months of employment. After one year of employment, employees are eligible to take advantage of company matching options equal to up to 6% of the employee’s annual salary. Employees are fully vested in NLC’s 401(k) after completing two years of employment.
Wellness Program. NLC recognizes that if employee physical health is at its best, this will lead to a more motivated and productive workforce. NLC’s company-wide Wellness Program provides up to $250 per year in reimbursements for qualified wellness expenses. Qualified expenses include fitness club memberships, lifestyle coaching, weight reduction and dietary aids and health screenings.
Warehouse Club Membership. NLC covers annual membership dues for Costco, Sam’s Club or BJ’s Wholesale Club.
Tuition Reimbursement. NLC will reimburse employee tuition costs up to $2,000 annually for qualified educational courses.
Clothing Allowance. NLC’s clothing allowance is issued to help employees pay for the clothes they wear to work. NLC will reimburse employees up to $500 per year (amount dependent upon position) for the purchase of approved clothing items.
Employee Recognition. More than 65% of employees never receive recognition in the workplace. NLC understands the value and importance of recognizing its employees, and has implemented a variety of ways to achieve this goal. For example, our “Treasure Chest” provides an opportunity for any employee to recognize another for a job well done, or for going above and beyond the call of duty. Nominees receive a gift card of their choice, and their good deed is published for all to see. Perhaps the recognition program we are proudest of is our annual Crystal Awards, where one deserving person is awarded the coveted Benchmark Award. Other awards include the Unwavering Commitment Award, Educator of the Year, and Blue-Chip Innovation Award, all custom-made from stunning crystal. Winners become members of the elite Crystal Club.
Rigorous Hiring Process. At Northwest Lineman College, we always hire the very best applicant, regardless of race, religion, sex, color, age, or national origin. To ensure we only hire the best, candidates interested in working for NLC participate in an extensive and competitive process. However, anyone who has made it to the other side will tell you that it was worth it! Since we only hire the best, when you work for NLC you get to work with the greatest people on earth!
WINNER of WHEN WORK WORKS AWARD
2012 2013 2014 2015 2016
“Effective workplaces recognize that employees are an organization’s greatest resource and make a critical difference in the organization’s ability to not merely survive, but to thrive. To be truly effective, a workplace—its design, practices and policies—must benefit both the organization and its employees.” http://www.whenworkworks.org