Question About Operations

We pay full coverage for the employee with Blue Cross/Blue Shield for health and dental. There's also a vision plan that pays a fixed amount for glasses or contacts. The employee's family can also get coverage for a nominal cost. The actual cost isn't for publication but it basically covers the cost of administrating the plan and the paperwork involved. It's not much. We pick up what's left.
We also have a 401k program and a longevity bonus.
This isn't an entirely altruistic. A few years ago the drivers were being heavily courted by Teamsters and if we wanted to keep control of our company we needed to be competitive with what Teamsters was offering. With the family insurance coverage and the longevity bonus we're actually offering more than Teamsters as far as benefits go. The wages are slightly below Teamster scale but overtime helps make up for that.
And yeah, it's a lot of money. The tradeoff is that we get a good stable bunch of workers that stay with us. You can't just throw some fender banger fresh out of truck driving school into our trucks and have them do a decent job. We do a lot of off-road work in the mountains and a guy has to know what he's doing from day one. We want mature, experienced guys that we don't have to worry about. We have them. Too keep them we throw money and benefits down.
Like I said in my previous post, it works. People stay with us.

 

@Deere hunter and @REO6205
Those sound like good operations.

I really felt like something substantial would naturally grow out the quarry i was at, since i was given so much freedom to just go run with it almost however i wanted and things were at times great. Seemed like he and i could've been good partners and made a killing by putting our strengths and resources together like mentioned above. disappointed that it didnt pan ou that way. Pondering next move. The old what ya know vs who ya know.