You might think that in this tough economy, benefits packages aren’t all that important. After all, lots of folks are looking for work, and it’s a buyer’s market, right? Well, not so much, actually. A Pew Research Center study showed that, as far back as 2004, Americans on the whole are disinclined to work in the service sector, with only 15 percent of U.S. workers actually employed there.
And the disenchantment with service jobs might be keener in the liquid waste industry, where workers perform what are considered less-than-glamorous duties and work long, grueling hours. What do contractors have to say about retaining skilled technicians and offering benefits packages?
Headquartered at the Ohio-West Virginia border, Gregg Excavation & Sanitation Inc. provides septic pumping and maintains an inventory of 400 portable restrooms to service its rural area. With about 550 residents, Reedsville is a tiny town surrounded by a few institutions of higher learning and other small businesses.
Gregg is happy with his benefits package for employees, since he’s managed to hold onto a steady crew for quite a few years. The package consists of a week’s paid vacation annually, and all major holidays paid. The one benefit he’d like to offer that has remained out of reach is an affordable health insurance package. “I’ve been trying to get it for them, but it’s tough,” he admits. And with the new health care initiatives not kicking in for another two years, it’s likely to remain that way for the time being.
Darrin Forte’s company serves New York City’s five boroughs plus Nassau, Suffolk and Westchester counties with septic pumping, sewer cleaning and grease trap services. He offers three weeks paid vacation and major holidays paid for his employees. Forte believes his policy is comparable to his market competitors.
Even in the current economy, he finds that competition for qualified labor, especially for drain cleaning, is stiff. So he’s willing to offer richer compensation packages to hold onto his help. “They cost too much to train not to hold onto them. Plus, they’re good guys,” he says.
His technicians also receive fully paid medical insurance. “We used to have an IRA plan, too, but no one contributed to it,” he says, explaining that his crews are typically made up of younger workers who don’t yet see the value in retirement savings. When the market deflated late in 2008, the company eliminated the benefit.
He’d like to offer another pension plan, but won’t do so until he can find one that doesn’t require employee contribution. “Anything else just doesn’t make sense for us,” he explains.
Richard White & Sons provides septic pumping and installation, drain cleaning and portable restrooms in the southeast corner of the state. Gloria White says the company’s employee benefits include partially paid health and dental plans. Staff are paid for five major holidays: Christmas, Thanksgiving, Fourth of July, Labor Day and Memorial Day. Though it can’t afford a paid vacation package, the company allows unpaid time off.
“Most of our people, if they choose to take a vacation, take two weeks off,” White reports. “We just ask that they give us a week’s notice” to be able to shuffle other employees’ schedules around to fill any empty spots.
“If we could, I’d like to be able to offer them a week’s paid vacation,” she says.
