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This report analyzes and compares TRUGREEN's employee health insurance and employee benefits with its industry and in Tennessee State.
Providing a smart employee benefits package is critical for attracting top talent and retaining valuable employees. Today, employee benefits play a vital role when candidates consider accepting a job offer.
Many companies offer today over-the-top perks, like yoga classes, haircuts, catered meals, and acupuncture. In this report, we focus however on traditional benefits. It's a work in progress that we will expand and update on a regular basis.
This report contains the following sections
Career benefits
TRUGREEN has top-notch career benefits that have a great impact on employees' career. There are several coaching and mentoring programs, as well as onboarding program for new employees to help them fit in the TRUGREEN. top-notch tuition reimbursement programs are available for employees who want to get a work-related degree or a certificate.
- CAREER PLANNING: TRUGREEN offers superb possibilities for career planning to its team members. Whether it's an expert position or an entry-level position, TRUGREEN makes sure that every single team member takes the full advantage of superb career planning programs.
- COACHING AND MENTORING: TRUGREEN offers first-class coaching and mentoring programs through which every employee gets the support and resources to become a valuable member of the team.
- DEVELOPMENT RESOURCES: TRUGREEN offers top-notch development resources to enable its employees to grow on a personal and a professional plan. With access to top-notch intern programs and seminars, employees can learn new skills and stay at the top of their fields.
- GED REIMBURSEMENT: TRUGREEN has an outstanding GED policy and offers to pay full costs for employees who want to obtain a GED.
- LEADERSHIP PROGRAMS: TRUGREEN offers a wide variety of superb courses and seminars for every team member who aspires to a leadership position. Employees are encouraged by TRUGREEN to grow as leaders and learn how to make tough calls.
- ONBOARDING: TRUGREEN does not offer onboarding.
- RECOGNITION PROGRAMS: TRUGREEN knows that dedicated team members are hard to come by so it has an extraordinary Recognition program for those who stand out and continually contribute to TRUGREEN.
- TUITION REIMBURSEMENT: TRUGREEN has a remarkable Tuition Reimbursement Program and pays 50% of costs for college degrees or courses that will benefit employee's current or future role at TRUGREEN.
Benefit | TRUGREEN | Industry | Tennessee |
---|---|---|---|
Career planning Benefits | |||
Coaching and mentoring Benefits | |||
Development resources Benefits | |||
GED reimbursement Benefits | |||
Leadership programs Benefits | |||
Onboarding Benefits | |||
Recognition programs Benefits | |||
Tuition reimbursement Benefits |
Healthcare benefits
TRUGREEN offers top-notch health benefits to its employees, of which some can be used by employee's family members. Besides an affordable healthcare insurance and a dental plan that includes recounstruction surgery, team members can enjoy TRUGREEN's top-notch maternity support program, nutritional and psychological counseling, and health plan incentives.
- COUNSELING: TRUGREEN does not offer counseling.
- DENTAL PLAN: TRUGREEN cares about its team members' dental health so it offers an exceptional dental plan for employees and their family members that fully covers all sorts of preventative dental care as well as reconstructive surgeries and other orthodontia services.
- HEALTH INSURANCE: TRUGREEN offers a top-notch health insurance for every employee. Various exams and procedures are covered, as well as comprehensive health plans.
- HEALTH PLAN INCENTIVES: TRUGREEN is aware of the fact that a healthy employee is a productive employee so it offers exceptional health plan incentives for its team members. Some of the perks are lowered premium rates, individual consultations with nutritionists and physicians, and regular checkups.
- HEALTHCARE SPENDING ACCOUNTS: To financially help its team members with medical emergencies, TRUGREEN offers a great healthcare spending account where employees can deposit a part of their paycheck, free of taxes, and use it to pay hospital bills or other eligible expenses. Any remaining funds left at the end of the year are forfeited.
- MATERNITY SUPPORT PROGRAM: Aware of the challenges that come with pregnancy, TRUGREEN has created a superb maternity support program to support its expecting team members.
- TELEHEALTH: TRUGREEN has implemented a top-notch telehealth policy for its members to use any time of the day, every single day. TRUGREEN covers all expenses of exams, doctor's opinions, and other services that can be done over the phone or via video call.
- VISION PLAN: TRUGREEN has an impressive Vision Plan for its team members who can count on coverage of a wide variety eye exams and procedures, as well as vision-related medical devices.
Benefit | TRUGREEN | Industry | Tennessee |
---|---|---|---|
Counseling Benefits | |||
Dental Plan Benefits | |||
Health Insurance Benefits | |||
Health Plan Incentives Benefits | |||
Healthcare Spending Accounts Benefits | |||
Maternity support program Benefits | |||
Telehealth Benefits | |||
Vision Plan Benefits |
Financial benefits
TRUGREEN offers remarkable financial benefits for employees and their family members. A remarkable 401(k) plan makes sure that employees have a secure retirement, while a generous, fully paid parental leave allows expecting mothers and fathers to enjoy their child's first year. 4 music channel persian. Along with paid vacations, employees can enjoy fully paid commuting as well.
- 401(K) PLAN: TRUGREEN has an impressive 401(k) plan is designed in such way that suitable team members can get the most out of it and enjoy many perks that come with it. For each employee's contribution of up to 6% of salary, TRUGREEN offers an impressive program that matches it 100%, which is among the highest matches on the market. This way, 401(k) is the best option for employees who want to have a financial stability in their late years. There is no vesting period, so the contributions are immediately for the employee to keep right from the start. For those who need help managing their 401(k) plan, TRUGREEN offers individual financial consultations so that each employee can create a personalized investment plan.
- ADOPTION ASSISTANCE REIMBURSEMENT: TRUGREEN does not offer adoption assistance reimbursement.
- BONUS PAY: TRUGREEN has a suitable bonus plan that takes into account the individual efforts of a certain team member, as well as the results that those efforts generated.
- CHILDCARE DISCOUNT: TRUGREEN has an impressive childcare discount policy for its employees and offers attractive rates for eligible childcare centers.
- COMMUTER BENEFIT: TRUGREEN offers impressive commuter benefits for its team members and enables them to pay for all sorts of transportation fees, regardless of their distance from the place of work and the costs involved.
- DAYCARE FLEXIBLE SPENDING ACCOUNT: TRUGREEN offers an exceptional daycare program for its employees. Team members can withdraw funds from a flexible spending account to cover all sorts of expenses related to daycare or eldercare.
- DISABILITY: TRUGREEN has a solid disability program in place that takes care of team members who sustained an injury or suffer from an illness that causes them disability. Eligible team members are offered a solid coverage for a short-term disability that replaces a certain percentage of salary for a certain period of time.
- LIFE INSURANCE: TRUGREEN has a top-notch life insurance program and offers fully paid life insurance policies for its team members. The policy pays around two years worth of salary to employees' beneficiaries. Option to buy additional coverage is available for every team member.
- PAID TIME OFF: TRUGREEN wants for its team members to lead a happy and fulfilled life so it has a valuable vacation policy for every employee. The number of paid vacation days depends on how long has a certain member been part of the team.
- PAID VOLUNTEER TIME OFF: TRUGREEN recognizes the importance of giving back to the community so it offers a valuable volunteer time off program for its team members. Employees are encouraged to spend up to 20 working hours per year, paid by TRUGREEN, on volunteer work of their choice.
- PARENTAL LEAVE: TRUGREEN has an outstanding parental leave policy for eligible team members like new mothers and fathers, including adoption, surrogacy and foster care.
Benefit | TRUGREEN | Industry | Tennessee |
---|---|---|---|
401(k) plan Benefits | |||
Adoption assistance reimbursement Benefits | |||
Bonus pay Benefits | |||
Childcare discount Benefits | |||
Commuter benefit Benefits | |||
Daycare flexible spending account Benefits | |||
Disability Benefits | |||
Life insurance Benefits | |||
Paid time off Benefits | |||
Paid volunteer time off Benefits | |||
Parental leave Benefits |
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NOT FOR PUBLICATION WITHOUT THE
APPROVAL OF THE APPELLATE DIVISION
SUPERIOR COURT OF NEW JERSEY
APPELLATE DIVISION
Trugreen Employee W 2
DOCKET NO. A-4902-11T1
NARENDRA R. BUDHAN,
Plaintiff-Respondent,
v.
Cheap cgi software. TRUGREEN CORPORATION,
TRUGREEN LIMITED PARTNERSHIP,
Trugreen Employee Benefits
and SCOTT HEIST,
Defendants-Appellants.
_____________________________________________
May 16, 2013
Argued February 25, 2013 Decided
Before Judges Graves, Ashrafi, and Guadagno.
On appeal from the Superior Court of New Jersey, Law Division, Middlesex County, Docket No. L-3751-11.
Robert F. Friedman (Littler Mendelson, P.C.) of the Texas bar, admitted pro hac vice, argued the cause for appellants (Littler Mendelson, P.C., attorneys; Jedd Mendelson, Michele Malloy, and Jeannine R. Idrissa, on the brief).
Neal M. Unger argued the cause for respondent.
PER CURIAM
Defendants TruGreen Corporation, TruGreen Limited Partnership, (collectively TruGreen), and Scott Heist appeal from an April 30, 2012 order of the Law Division, granting plaintiff's motion for reconsideration of an order entered March 19, 2012, which had granted summary judgment to defendants. The April 30, 2012 order vacated the earlier order and reinstated plaintiff's complaint. Defendants claim the Law Division judge erred in granting reconsideration of her earlier order and in concluding that plaintiff is not obligated to arbitrate his dispute. After review of the parties' arguments, in light of the record and applicable law, we affirm the order entered by Judge Heidi Willis Currier, which vacated her prior order and reinstated plaintiff's complaint.
We glean the following facts from the record. Narendra R. Budhan, who was born and raised in Guyana and is of Asian Indian descent, began employment with TruGreen in March of 2009 as a sales and telemarketing representative. Plaintiff was supervised by, and reported to, TruGreen manager, defendant Scott Heist. Heist terminated plaintiff's employment on July 7, 2009.
Plaintiff learned of an employment opportunity at Terminix through an online posting found on Craigslist, an Internet bulletin board. On November 11, 2009, plaintiff accepted a job with Terminix. On his first day at Terminix, plaintiff signed a ServiceMaster1 form acknowledging that he was given a copy of a booklet describing ServiceMaster's employee dispute resolution program known as 'We Listen.' The form provides:
I acknowledge that I have been given the We Listen booklet and that it describes important information concerning ServiceMaster's internal dispute resolution program. I also acknowledge that, as a term and condition of my employment with The ServiceMaster Company, I will use the program to address any employment-related concerns and complaints.
I further understand that the program is considered a free benefit to ServiceMaster associates, with the exception of the one-time $50 mediation fee. Further, I also will be responsible for any cost of legal representation should I choose to hire legal counsel to assist in the resolution process.
Finally, I understand that if I have an employment-related dispute, including any dispute surrounding separation of my employment, it will be submitted to binding arbitration in accordance with the National Rules for the Resolution of Employment Disputes of the American Arbitration Association that are current at the time I raise the dispute.
On January 26, 2010, plaintiff signed another ServiceMaster form acknowledging that he had been given access to the ServiceMaster Associate Handbook and again agreed 'to utilize ServiceMaster's alternative dispute resolution program, We Listen, to resolve any and all work-related disputes/concerns and to arbitrate such disputes if they are not resolved.'
Mount and blade warband merchant ledger. May 7, 2010, was the last day plaintiff worked for Terminix. Plaintiff's termination notice, dated May 14, 2010, indicates that plaintiff resigned his position over the phone telling his supervisor that he was 'pursuing his own business possibilities' and would not be returning to work.
On May 18, 2011, plaintiff commenced suit against TruGreen and Scott Heist, alleging he was subjected to a hostile work environment, was discriminated against and wrongfully discharged on the basis of his race and/or national origin in violation of the New Jersey Law Against Discrimination (LAD), N.J.S.A. 10:5-1 to -34. In his complaint, plaintiff demanded a jury trial.
On March 19, 2012, Judge Currier granted defendants' motion for summary judgment, dismissing plaintiff's complaint with prejudice and directing plaintiff to pursue arbitration. Plaintiff moved for reconsideration and on April 30, 2012, Judge Currier granted the motion, vacated her prior order and reinstated plaintiff's complaint. Defendants filed a notice of appeal and Judge Currier granted defendants' motion for a stay of the trial court proceedings.
On appeal, defendants raise the following points for our consideration:
I. THE FEDERAL ARBITRATION ACT MANDATES ENFORCEMENT OF THE WE LISTEN PROGRAM.
II. THE COURT ERRED IN CONCLUDING THAT PLAINTIFF IS NOT BOUND TO THE ARBITRATION AGREEMENT WITH RESPECT TO HIS EMPLOYMENT WITH TRUGREEN.
III. THE COURT ERRED IN GRANTING RECONSIDERATION TO CONSIDER A NEW THEORY PREMISED ON FACTS AVAILABLE TO PLAINTIFF WHEN RESPONDING TO DEFENDANT'S MOTION FOR SUMMARY JUDGMENT.
The primary question presented on appeal is whether plaintiff's agreement to submit to ServiceMaster's dispute resolution program, signed as a condition of his employment at Terminix, compels him to waive his right to a jury trial and arbitrate a claim against a former employer, simply because that employer is a subsidiary of ServiceMaster.
Our review of the trial court's decision is de novo. See Fastenberg v. Prudential Ins. Co. of Am., 309 N.J. Super. 415, 420 (App. Div. 1998). 'A trial court's interpretation of the law and the legal consequences that flow from established facts are not entitled to any special deference.' Manalapan Realty, L.P. v. Twp. Comm. of Manalapan, 140 N.J. 366, 378 (1995).
An arbitration agreement is subject to the same basic principles as other forms of contract formation. Leodori v. Cigna Corp., 175 N.J. 293, 302, cert. denied, 540 U.S. 938, 124 S. Ct. 74, 157 L. Ed. 2d 250 (2003). In Garfinkel v. Morristown Obstetrics & Gynecology Associates, our Supreme Court recognized '[t]hat parties to an agreement may waive statutory remedies in favor of arbitration[.]' 168 N.J. 124, 131 (2001). The Court stressed, however, that '[t]o enforce a waiver-of-rights provision in this setting, the Court requires some concrete manifestation of the employee's intent as reflected in the text of the agreement itself.' Id. at 135.
Garfinkel involved a waiver-of-rights provision in an employment agreement between a physician and his employer that provided the parties would resolve 'any controversy or claim' that arose from the agreement by submitting it to arbitration. Id. at 134. Two years after signing the agreement, the physician claimed that his employer had terminated him in violation of the LAD. The Court found that the agreement was insufficient to constitute a waiver of remedies under the LAD. Ibid. The Court reasoned that the language in the waiver provision suggested that the parties had intended only to arbitrate 'those disputes involving a contract term, a condition of employment, or some other element of the contract itself.' Ibid. The language did not signal an intention to arbitrate disputes that were governed more broadly by the LAD or by similar statutes. Ibid.
Martindale v. Sandvik, Inc., 173 N.J. 76 (2002), involved a waiver-of-rights agreement contained in an application for employment that the plaintiff had completed and signed prior to being hired by the defendant corporation. The relevant provision indicated that the plaintiff had agreed 'that all disputes relating to my employment with [the corporation] or termination thereof shall be decided by an arbitrator[.]' Id. at 81-82. The provision also stated, '[a]s a condition of my employment, I agree to waive my right to a jury trial in any action or proceeding related to my employment with [the corporation].' Id. at 81.
In resolving whether the arbitration agreement was enforceable as a matter of law, the Court examined the Federal Arbitration Act through which Congress has sought 'to place arbitration agreements upon the same footing as other contracts.' Id. at 84. The Court held that an agreement to arbitrate contained in an application for employment 'is binding, as would be any other contractual term not contrary to public policy contained in a signed employment application that led . . . to employment.' Id. at 89. The Court concluded that the waiver-of-rights provision in Martindale 'not only was clear and unambiguous, it was also sufficiently broad to encompass reasonably [the] plaintiff's statutory causes of action.' Id. at 96.
Applying these principles to the present case, we determine that the waiver-of-rights provision executed by plaintiff when he joined Terminix did not reflect an unambiguous intention to arbitrate claims he may have had against his former employer, TruGreen. '[A] valid waiver results only from an explicit, affirmative agreement that unmistakably reflects the employee's assent.' Leodori, supra, 175 N.J. at 303.
Judge Currier found that while plaintiff waived his right to a jury trial regarding disputes with Terminix, he did not waive those rights as to disputes with his prior employer:
I don't think that this plaintiff or any employee would realize that this [waiver] would have applied to the job they held several months earlier for another company, another division. . . . He only received this handbook in November 2009. His employment at Trugreen was from March until July of 2009.
I don't find that he could have waived his jury trial rights to an employment that he had already left 4 months previously.
These findings are well-supported in the record. The only indication that the waiver applies to past disputes is in the definition of disputes contained in the ServiceMaster 'We Listen' Plan and Rules:
'Dispute' includes all such matters regardless of when the events on which they are based occurred (except as otherwise provided herein with respect to legal and equitable claims barred as untimely), including matters based on events occurring before the Associate became subject to this Plan (so long as such disputes were not previously asserted in a judicial forum) or after termination of the employment relationship.
Only two references in the 'We Listen' booklet indicate that the ServiceMaster waiver includes disputes with TruGreen. A footnote on page four indicates that the ServiceMaster dispute resolution 'includes all ServiceMaster business units, including . . . TruGreen . . . .' Also, the cover of the booklet lists all of the ServiceMaster 'family of brands' and includes both Terminix and TruGreen. The 'We Listen' booklet is a reference document provided to ServiceMaster employees and 'intended as a summary of the major features of the 'We Listen' program.' Defendants argue that by signing the two 'We Listen' acknowledgment forms and receiving the informational booklet, 'plaintiff agreed to arbitrate all disputes relating to his employment with any ServiceMaster company, including TruGreen.' We disagree. Defendants have failed to demonstrate that plaintiff has executed an enforceable waiver of his right to a jury trial on a statutory discrimination claim arising from his employment with TruGreen.
We find the remainder of defendants' arguments lack sufficient merit to warrant more than a brief comment. R. 2:11-3(e)(1)(E).
'Reconsideration should be utilized only for those cases which fall into that narrow corridor in which either 1) the Court has expressed its decision based upon a palpably incorrect or irrational basis, or 2) it is obvious that the Court either did not consider, or failed to appreciate the significance of probative, competent evidence . . . .' Cummings v. Bahr, 295 N.J. Super. 374, 384 (App. Div. 1996) (quoting D'Atria v. D'Atria, 242 N.J. Super. 392, 401-02 (Ch. Div. 1990)).
'It is well established that 'the trial court has the inherent power to be exercised in its sound discretion, to review, revise, reconsider and modify its interlocutory orders at any time prior to the entry of final judgment.' Lombardi v. Masso, 207 N.J. 517, 534 (2011) (quoting Johnson v. Cyklop Strapping Corp., 220 N.J. Super. 250, 257 (App. Div. 1987), certif. denied, 110 N.J. 196 (1988)). Rule 4:42-2, 'like the jurisprudence on which it is based, sets forth no restrictions on the exercise of the power to revise an interlocutory order.' Ibid.
Trugreen Employee Benefits Page
In her April 30, 2012 decision, Judge Currier gave careful consideration to the facts before her and determined that any waiver plaintiff had executed as to his right to a jury trial did not apply to his former employment. As the Lombardi Court held, when a 'judge later sees or hears something that convinces [her] that a prior ruling is not consonant with the interests of justice, [she] is not required to sit idly by and permit injustice to prevail.' Lombardi, supra, 207 N.J. at 537.
Trugreen Employee Handbook Pdf
A
Trugreen Employee Website
ffirmed.Trugreen Employee Handbook
1 Terminix is a subsidiary of ServiceMaster Corp., as is TruGreen.