Trinity Operating Procedures - TOPs

TOP-BENFT: Synopsis of Benefits for Trinity Forge Employees

Rev: 03/16/2020

Scope: Employee benefit summary.

Procedure:

OVERVIEW

To make you (the employee) aware of the benefits of being an employee at Trinity Forge, we have prepared this summary of benefits. This synopsis provides only general information and there may be additional requirements besides those listed. To determine actual legal rights and obligations, refer to actual plan documents. For any situation not covered, the VP-Manufacturing and CFO will make a final decision.

These benefits are subject to changes, additions or deletions that can occur at any time without notice. For final authority always refer to the "Trinity Forge Operating Procedures" (TOPs) on the Internet. You are encouraged to check the bulletin boards regularly for important notices and other announcements.

For more basic guidelines about being an employee at Trinity Forge see TOP-GUIDE. 

If you have any questions about these benefits contact the Human Resources office at (817) 473-1515.

SENIORITY

Seniority: “Seniority” is based on your date of hire at Trinity Forge. The longer you have been employed at Trinity Forge the more seniority you have. Benefits are vacation time and service awards that are given out for certain intervals of employment (2, 5, 10, 15, 20 years etc.). See the “Vacations” section under “Benefits after One Year” for more information.

Seniority within Department: Seniority within each department is based on the perceived ability to do a higher job. The primary uses of seniority within each department at Trinity Forge are bidding for day/night shift work and bidding for vacation time. An employee, who is moved or hired into a department, may have superior abilities because of education and/or previous experience and even though new to the department will have seniority within that department. For example:

Jerry Jackson has worked in the Machining Department for 6 years. He has worked in all phases of machining parts including Q.C. checks on all parts. He has excellent math skills and a strong ability for using all types of measuring equipment. Jerry was moved from the Machining Department to the Q.C. Department to strengthen that department. At a later time, someone had to be moved from that department to the night shift. The supervisor looks at every member of the department and moves the one he considers to be the best candidate to go to nights. Jerry might not be that candidate, because others in the department might be less qualified and subject to be moved to nights. This would be done at the discretion of the supervisor, and the decision would best serve the interest of the company.

Seniority and Promotion: Seniority is one of the aspects of each employee we take into consideration when promoting employees and filling empty job slots. But we also take into consideration other factors like attitude and special abilities. We strive to promote, advance and move to different shifts employees whose performance is superior in each position. The following is an example of how promoting is decided:

Joe Smith has worked for the company for 15 years. He has not made much progress in bettering himself. He has a bad attitude and has not been a good team player. On the other hand, Tom London, has been on the job for 4 years and has been very enthusiastic and very helpful and a good team player. He has been very positive and has increased production in both quantity and quality. Tom London would be better qualified for promotion.

BENEFITS FROM DATE OF HIRE

401k Investment Plan: After 90 days of employment you become eligible to make compensation deferral contributions for retirement. If you do not complete the opt-out election, the Automatic Enrollment process makes it easy with 4% of your payroll being withheld automatically.

Employee Injury Benefits Plan: If you are injured on the job, you are eligible for certain medical and wage compensation. For specific information contact HR Manager.

Jury Duty Leave: If you are called to serve jury duty, Trinity Forge will pay the difference between the jury pay and straight time pay for the number of hours that your shift worked the day you were on jury (Provided you bring the jury duty forms and a copy of the check given to you for jury duty). For example, if your wage was $8.00 an hour and your department worked 10 hours then your pay would have been $80.00. If the total jury pay was $6.00, then Trinity Forge would pay you $74.00. Another option is to endorese your jury pay check to Trinity Forge and receive the gross calculated pay for the day(s) missed.

BENEFITS AFTER PROBATIONARY PERIOD

Health Benefits: On the 1st day of the month following 60 days of employment, full-time hourly employees become eligible for health insurance. Click below for quick summaries of benefits:

• Medical Plan AG1K
• Medical Plan AG3L
• Medical Plan AGZZ

Uniforms: After you’ve been employed 90 days, if you chose to buy your uniform instead of rent it, Trinity Forge will pay $2.00 of the cost for each uniform, but you will have to pay the remainder.

Part-time employees will receive 4 hours pay for each holiday provided they work at least 20 hours per week.

Full-time employees whose regular work day is 10 hours will receive 10 hours pay for eligible holidays. Full-time employees whose regular work day is 8 hours will receive 8 hours pay on eligible holidays.

All holidays are paid at regular time.

At Trinity Forge there are 7 paid holidays per calendar year. 7 of these holidays are preset (New Year's Day, Memorial Day, 4th of July, Labor Day, Thanksgiving Day, the Friday after Thanksgiving, Christmas Day).

BENEFITS AFTER 1 YEAR

Vacations: You become eligible for 1 week paid vacation (40 hours) after your first year of service, 2 weeks paid vacation after 3 years, 3 weeks paid vacation after 10 years.

Only 15% of the employees in any department are eligible to be off work for vacation at the same time. Seniority within department (see description at top of page) will determine who receives preference for desired vacation times assuming the employee with the most seniority within the department isn’t asking for more than 2 weeks of vacation at one time. The further in advance you request time off for vacation, the more likely it is that the department can make the proper arrangements. A change in vacation dates is allowed assuming the new vacation time does not conflict with the 15% rule. Another possibility to keep in mind is that you can trade vacation dates with another employee in the same department. The Supervisor and/or Manager of a department will have final say on requested time off for vacation. The following is an example of the 15% rule:

A certain department has 13 employees, and two employees have already been scheduled to go on vacation during the week of July 7. A third employee wants to be off the same week, but will not be able because this exceeds the 15 percent rule for that department.

Vacation benefits for rehired employees:

• Employees with 10 years of service or more will be eligible for 1 week vacation after 6 months: 2 weeks vacation after first rehire anniversary date; and 3 weeks after second anniversary date.
• Employees with between 3 and 10 years of service will be eligible for 1 week vacation after 6 months; 2 weeks vacation after anniversary date of latest hire date. To qualify for 3 weeks vacation, all accumulated service time will be taken into account.
• Employees with 30 to 36 months of service will be eligible for 2 weeks vacation after 1st anniversary date and all accumulated service time will be considered to qualify for 3 weeks vacation.
• Employees with 12 to 30 months of service will be eligible for 1-week vacation after 1st anniversary date and the cumulative length of service will be considered to qualify for 2 weeks vacation.
• Any employee with less than 12 months service who is rehired will begin as a new employee.

Part time employees do not qualify for any vacation time.

Any employee who is off of work for an extended period of time will not accrue vacation time for the time that he/she is off of work.

Any accrued vacation time will be paid at the time of termination of employment.

Family & Medical Leave: For more information on family and medical leave see TOP-FMLAP.

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