2023 Legislative Priorities
January 9, 2023
Growing Food Justice Across Washington
January 22, 2020
Our commitment is to promote each of our employees’ ability to thrive. We are authentic. We believe that performance, effort, and learning all matter equally.
At Northwest Harvest we promote a healthy work/life balance by providing the tools for well-being such as comprehensive medical, dental, and vision; helping our staff plan for their futures through our 401(k) retirement plan; and many other great perks and benefits.
If you want a career with an organization that values your talents to make a difference in the world around you, we encourage you to apply to work with us today!
In the spirit of taking care of our employees with a total rewards package, we provide a competitive benefits program. Our health insurance coverage is available to all regular employees working 30 hours a week or more on a regularly scheduled basis. This coverage begins on the first day of the month following date of hire.
Medical Insurance – We offer a base PPO through Cigna that is also incorporated with the ability for employees to “buy-up” to a higher level of coverage than what is provided under the base plan. Employee portions of the premiums are based on 2% of their wage or salary per month. Additionally, the organization pays 75% of the premiums for eligible dependents should the employee choose to provide coverage!
Dental & Vision Insurance – Dental and vison insurance are also through Cigna; both offered to employees at no cost. As with medical, the organization pays 75% of the premiums for eligible dependents should the employee choose to provide coverage.
We believe that having a healthy work-life balance is essential and important for our dedicated, hard-working employees. Employees regularly scheduled to work 30 hours or more per week are eligible for paid time off such as those listed below. All hours are front loaded based on the employee’s yearly accrual rate on the first pay period of the calendar year. Employees entering the organization after the beginning of the calendar year will have prorated hours based on their hire date.
We believe that taking vacation can help prevent burnout, improve productivity, reduce stress and better mental health which in turn promotes a healthy work-life balance. Employees will be front loaded 15 – 20 days of their yearly vacation leave, depending on their length and level of employment, effective the first pay period of the calendar year thereafter. For employees entering the organization after the calendar year has begun, vacation hours will be prorated at a rate of 10 – 13.33 hours per month based on employee’s date of hire.
We understand that by allowing employees to take time away from work to address personal and family illnesses, we are ensuring a workplace that is healthier and productive for all employees. All employees will be front loaded their yearly sick leave accrual of 96 hours effective the first pay period of the calendar year thereafter. For employees entering the organization after the calendar has begun, their sick hours will be prorated at a rate of eight (8) hours per month based on employee’s date of hire.
The organization observes eight (8) paid holidays per year and in general, all buildings are closed. All employees, including temporary and seasonal employees, are eligible for holiday pay.
In addition to holidays that the organization observes, in recognition of the variety of holidays employees may observe, and consistent with our value of inclusivity, all employees will receive up to four (4) floating holidays during the calendar year. Holidays will be prorated based on the employee’s date of hire.
Employees will receive one (1) day of birthday holiday annually which may be used within a 60-day window of the employee’s actual birthday (30 days before to 30 days after) in a full work-day increment. For employees entering the organization after their birthday has passed, they will receive their birthday holiday the next calendar year.
The organization partners with Ascensus to assist the organization in providing 401(k) services to our employees. Employees are eligible to participate in the organization’s 401(k) plan first of the month following completion of six (6) consecutive months of employment after date of hire. The organization contributes 6% of an employee’s gross salary (comprised of a 3% employer discretionary deferral and a 3% employer Safe Harbor contribution). No employee match is required!
Employees will have access to a Flexible Spending Account and Employee Assistance Program (EAP), as well as the option to purchase voluntary supplemental insurance with Aflac and New York Life. Additionally, to help ensure security and peace of mind, the organization pays 100% of the premiums for Basic Life & Accidental Death & Dismemberment (AD&D) and Long-Term Disability Insurance.
Employees will be able to receive discretionary annual bonuses such as an organization wide performance bonus and cost-of-living adjustments to help employees manage rising prices for basic staples such as housing, energy, and food.
This link leads to the machine-readable files that are made available in response to the federal Transparency in Coverage Rule and includes negotiated service rates and out-of-network allowed amounts between health plans and healthcare providers. The machine readable files are formatted to allow researchers, regulators, and application developers to more easily access and analyze data.