What we offer
Insurance
Insurance can be confusing, so this page contains key information in easy-to-understand terms. While we do our best to ensure this page always contains complete, up-to-date information, you should always refer to our official benefit documents or contact Employee Services for clarification and/or confirmation.
Contact Employee Services:
(501) 505-5128
empserv@nabholz.com
Health Insurance
learn more >
Dental Insurance
learn more >
Vision Insurance
learn more >
Life Insurance
learn more >
Long-Term Disability Insurance
learn more >
Accident Recovery Insurance
learn more >
Air Travel Coverage
learn more >
Health Insurance
Health insurance is provided at no cost to every Nabholz employee. Employees are eligible for coverage on their first day of employment. Family coverage is available at an additional cost to the employee — you can add your spouse, your children, or your spouse and your children. The premium is the same whether you have one child or 10 children, and family premiums are deducted pre-tax from your biweekly paycheck. There are two different plans to choose from.
NOTE: This is a condensed version of your benefit information, written so you don’t have to be an insurance expert to know what’s what. As always, your official policy documents trump this information, so always check those or contact Employee Services if you need clarification/confirmation.
PREMIUM: How much you pay for your actual health plan. For Nabholz employees, that is $0 as long as you complete your annual wellness testing by the deadline each year. You only pay a premium when you add family members or do not complete your wellness testing.
DEDUCTIBLE: The amount you owe for covered health care services before your health insurance or plan begins to pay. This usually doesn’t include copays for office visits or prescription medications.
COPAY: A copay or copayment is a set fee you pay for certain common healthcare services, like office visits, ER visits, and prescriptions. Most of the time, the copay is all you pay, but larger expenses (like going to the ER) sometimes require coinsurance, too.
COINSURANCE: This is how much you pay for certain healthcare services. It’s usually 20% of whatever the doctor or hospital charges, kicks in after you’ve met your deductible, and takes the place of copays — though this is not always the case.
IN-NETWORK: This refers to the provider (physician, hospital, or pharmacy). In-network providers have negotiated rates with your health insurance plan to keep costs down. Using an out-of-network provider will almost always cost you more. You might also hear this described as “preferred” vs. “non-preferred” provider/supplier.
OUT-OF-POCKET MAXIMUM: This is the most you will pay for covered services in a calendar year. If you meet this amount, insurance kicks in and foots the whole bill for the rest of the calendar year.
- Fairly standard insurance plan, where you pay copays for doctor’s office visits and medications.
- Tests, procedures, and other care beyond the typical office visit and medication are subject to your deductible and 20% coinsurance.
- The deductible is $2,000 individual / $4,000 family.
This plan also has an optional Flexible Spending Account (FSA):
- Use it to pay for your out-of-pocket medical expenses, like copays, hospital bills, prescriptions, over-the-counter drugs, and more.
- Taken as a pre-tax paycheck deduction every pay period, but funded up front on January 1st of every year you enroll.
- For 2025, the maximum you can contribute is $3,300. This amount is set by the federal government and usually increases a little every year.
- Employees are eligible after six months continuous employment, during open enrollment only.
- You must re-enroll every year during annual open enrollment in November.
PROS
- Copays are predictable and reasonable: $30 primary care / $45 specialist / prescriptions vary (more info)
- Standard preventive care is free to you. This includes your standard annual physical, immunizations, OBGYN appointment, colonoscopy, mammogram, etc.
- Deductible is lower: $2,000 individual / $4,000 family per year
- FSA is funded up front and available on Jan 1st, but you only pay a little each pay period throughout the year.
- FSA contributions reduce your taxable income, which can help you out come tax season.
CONS
- FSA funds are “use it or lose it” — they don’t roll over year to year.
- Copays and coinsurance can add up if you tend to visit the doctor and/or need treatment more frequently.
- Higher premiums for your family if you choose to include them on your plan.
- The out-of-pocket maximum is higher: $8,000 individual / $16,000 family
2025 Rates
Premiums are deducted from your biweekly paycheck.
- Individual: $0
- + Spouse: $265.68 biweekly
- + Children: $217.19 biweekly
- + Family: $373.95 biweekly
- Higher deductible: $3,000 individual/$6,000 family.
- Like the POS/PPO plan, most preventive services are free to you.
- For everything else, you pay the full amount, instead of a copay, until you meet your deductible.
- Once you’ve paid your deductible, insurance kicks in and covers the rest at 80% and you pay 20% coinsurance — up to a maximum amount of $4,000 individual/$8,000 family per year.
- If you meet your maximum, insurance pays 100% of the bill for covered services for the rest of the year.
- All of the above is based on using in-network providers.
The HDHP comes standard with a Health Savings Account (HSA):
- Use your HSA funds to pay for your out-of-pocket medical expenses, like office visits, coinsurance, hospital bills, prescriptions, over-the-counter drugs, and more.
- At the beginning of each year, Nabholz contributes $650 to your individual HSA, or $850 for family plans (prorated for new employees during their first year).
- You can elect to contribute more as a pre-tax deduction from your paycheck. Those funds will be available to you as they are deducted from your paycheck.
- For 2025, the maximum contribution is $4,300 for yourself or $8,550 for you and your family. The $650/$850 the company contributes does count towards that max amount.
- Adults 55+ can contribute an additional $1,000 over those maximums.
- The federal government sets this limit, and it usually goes up a little every year.
PROS
- Standard preventive care is free to you. This includes your standard annual physical, immunizations, OBGYN appointment, colonoscopy, mammogram, etc.
- The out-of-pocket maximum is lower: $4,000 individual / $8,000 family
- Family premiums are lower — roughly $174-235 lower per month, depending on your plan.
- The company contributes to your HSA. Even if you don’t contribute, you’ll still have that money available, beginning January 1st.
- HSA contributions reduce your taxable income, which can help you out come tax season.
- HSA funds roll over from year to year.
CONS
- The deductible is high: $3,000 individual / $6,000 family
- You pay for everything until you meet that higher deductible.
- Coinsurance can add up if you tend to visit the doctor and/or need treatment more frequently.
- Higher deductible for your family if you choose to include them on your plan.
- Your HSA contributions become available as they come out of your check, not up front.
2025 Rates
Premiums listed below are deducted from your biweekly paycheck:
- Individual: $0
- + Spouse: $185.19 biweekly
- + Children: $148.84 biweekly
- + Family: $265.44 biweekly
Prescription medication coverage is included in both the POS/PPO and HDHP plans. It is managed through Liviniti (formerly Southern Scripts), but you will present the same Blue Cross Blue Shield insurance card at the pharmacy and at your doctor’s office.
POS/PPO PLAN PHARMACY BENEFITS (PREFERRED NETWORK)
For covered medications:
- Generic: $10
- Preferred: $30
- Non-Preferred: $60
- Specialty: 20% with $250 max copay
HDHP PHARMACY BENEFITS (PREFERRED NETWORK)
You pay the same percentage for every covered medication:
- YOU PAY 100% coinsurance until deductible is met.
- Then YOU PAY 20% until coinsurance max is met.
- Then INSURANCE PAYS 100%.
When you enroll for the first time, you will receive a card you can use to pay for eligible expenses at the doctor’s office; pharmacy; and even stores like WalMart, Target, and Amazon. You can also request an additional card for your spouse to use. If you enroll in the Dependent Care Savings Account (DCSA), you will use the same card for both.
Paying With Your FSA/HSA
Paying for expenses with FSA/HSA funds is as easy as using the provided card, just as you would your normal debit or credit card. If given the option to choose “debit” or “credit” when paying with your card, choose “credit”.
You can also pay with your own check, cash, or card and submit a claim for reimbursement. The easiest way to do this is on the CAS site, but you can also submit a claim by mail or email. You can choose to receive a check or to have the funds direct deposited into your bank account.
Eligible Expenses
You can use your HSA or FSA funds to pay for eligible healthcare-related expenses for yourself, your spouse, and your dependents. REMEMBER: While HSA funds DO roll over from year to year, FSA funds DO NOT carry over and must be used by the end of the calendar year, or you will lose that money.
VIEW LIST OF ELIGIBLE/INELIGIBLE ITEMS – FSA
VIEW LIST OF ELIGIBLE/INELIGIBLE ITEMS – HSA
Enrolling
You must enroll/re-enroll every year during November open enrollment. You can do so by visiting the employee benefits portal.
We wish we had a simple answer for this one, but only you and your family know what’s best for you and your family! Here are some examples and things to consider when trying to choose. As always, call Employee Services if you have any
questions or need more information.
THINGS TO THINK ABOUT
- Who are you covering? If it’s just you, you don’t pay any premiums. If you’re covering family members, you will have to pay the monthly premiums, which are different for each plan.
- How much will you use your plan? A little, a lot, or somewhere in between?
- How likely are you to meet your deductible? The POS/PPO has copays that don’t count towards your deductible. The HDHP has a higher deductible, but everything you pay goes towards that deductible.
- HSA or FSA? The HDHP comes with an HSA and that $650 individual/$850 family that the company contributes. The PO/PPO plan has an optional FSA with no company contribution.
- How much risk are you comfortable with? You can more or less predict your premiums and costs for routine care, but what happens if someone needs major surgery, has a surprise baby, or becomes seriously ill? Be sure to consider each plan’s out-of-pocket maximums.
EXAMPLE SCENARIOS
Here are some common examples, with in-network care and covered services, to help you crunch your own numbers. Remember, these are just isolated events or conditions to give you an idea — they don’t include family members or the other healthcare services Joe, Mia, and Peg used that year.
| EXAMPLE 1: MANAGING JOE’S TYPE 2 DIABETES |
POS/PPO PLAN | HDHP PLAN |
|---|---|---|
| This example scenario includes a year of routine in-network care of a well controlled condition, with services like the ones below: | $2,000/$4,000 deductible $45 specialist copay 20% coinsurance $8,000/$16,000 out-of-pocket max |
$3,000/$6,000 deductible 20% coinsurance $4,000/$8,000 out-of-pocket max |
|
Cost Sharing Deductibles: $2,000 Copayments: $200 Coinsurance: $600What isn’t covered: Limits or exclusions: $60 |
Cost Sharing Deductibles: $3,000 Copayments: $0 Coinsurance: $500What isn’t covered: Limits or exclusions: $60 |
| TOTAL EXAMPLE COST BEFORE INSURANCE: $5,600 | TOTAL JOE PAYS WITH POS/PPO: $2,820 | TOTAL JOE PAYS WITH HDHP: $3,520 |
| EXAMPLE 2: MIA’S SIMPLE FRACTURE |
POS/PPO PLAN | HDHP PLAN |
|---|---|---|
| This example event includes an in-network emergency room visit and in-network follow up care, with services like the ones below: | $2,000/$4,000 deductible $45 specialist copay 20% coinsurance $8,000/$16,000 out-of-pocket max |
$3,000/$6,000 deductible 20% coinsurance $4,000/$8,000 out-of-pocket max |
|
Cost Sharing Deductibles: $2,000 Copayments: $100 Coinsurance: $100What isn’t covered: Limits or exclusions: $0 |
Cost Sharing Deductibles: $2,800 Copayments: $0 Coinsurance: $0What isn’t covered: Limits or exclusions: $0 |
| TOTAL EXAMPLE COST BEFORE INSURANCE: $2,800 | TOTAL MIA PAYS WITH POS/PPO: $2,200 | TOTAL MIA PAYS WITH HDHP: $2,800 |
| EXAMPLE 3: PEG IS HAVING A BABY |
POS/PPO PLAN | HDHP PLAN |
|---|---|---|
| This example includes 9 months of in-network pre-natal care and a hospital delivery, with services like the ones below: | $2,000/$4,000 deductible $45 specialist copay 20% coinsurance $8,000/$16,000 out-of-pocket max |
$3,000/$6,000 deductible 20% coinsurance $4,000/$8,000 out-of-pocket max |
|
Cost Sharing Deductibles: $2,000 Copayments: $10 Coinsurance: $1,00What isn’t covered: Limits or exclusions: $60 |
Cost Sharing Deductibles: $3,000 Copayments: $0 Coinsurance: $1,000What isn’t covered: Limits or exclusions: $60 |
| TOTAL EXAMPLE COST BEFORE INSURANCE: $12,700 | TOTAL PEG PAYS WITH POS/PPO: $4,060 | TOTAL PEG PAYS WITH HDHP: $4,060 |
Helpful Links
Dental Insurance from Delta Dental
Dental insurance is provided at no cost to every Nabholz employee. Employees are eligible for coverage on the first of the month following your date of hire.
Family coverage is available at an additional cost. Family premiums are deducted pre-tax from your biweekly paycheck:
- Employee Only: NO COST
- Employee + 1: $14.46 biweekly
- Employee + family: $27.41 biweekly
Delta Dental provides a Consumer Toolkit so you can easily access information about your plan and benefits online. Click here to learn more.
Vision Insurance from DeltaVision
Vision insurance is offered to every Nabholz employee at very affordable rates — less than $20/month for the whole family! Employees are eligible for coverage on the first of the month following your date of hire.
Premiums are deducted pre-tax from your biweekly paycheck:
- Employee Only: $3.06 biweekly
- + Spouse: $6.08 biweekly
- + Child(ren): $5.32 biweekly
- + Family: $8.04 biweekly
If you choose to enroll in the vision plan, you will use the same two-sided insurance card for dental and vision.
Life Insurance from USAble
Nabholz provides group term life and accidental death and dismemberment insurance to all employees at no cost. Employees are eligible for coverage after six months of employment, and coverage begins the first of the following month. For example, if you start on May 23rd, your coverage would begin on December 1st.
Group Term Life Insurance
NCC employees are eligible for a $50,000 term life/accidental death and dismemberment (AD&D) policy at NO COST to the employee. VIEW DETAILS
To make beneficiary changes, please visit https://identity.arcoro.com/Account/Login or contact Employee Services at any time during the year.
Voluntary Life Insurance
Employees may purchase additional life insurance to supplement the group policy provided by Nabholz.
All requests for new or increased voluntary life insurance must be submitted during November open enrollment, along with a completed Evidence of Insurability form, which will be reviewed by the carrier for approval or not. If you do not submit your EOI by the deadline, your request will be denied.
Voluntary Accidental Death & Dismemberment
If you are age 69 or younger, you may purchase additional AD&D coverage in units of $10,000, up to $300,000.
Long Term Disability Insurance
Nabholz offers optional long term disability (LTD) insurance to all employees. The company will pay half of the premium, and the remaining half will be deducted from the employee’s biweekly paycheck.
AMOUNT OF COVERAGE
For approved claims, this policy pays 60% of an employee’s base salary (up to $8,000/month) if they become disabled due to illness or injury and can no longer work. Benefits begin on the 91st day of a covered disability.
This plan will not cover any disability which is caused or contributed to by, or results from a pre-existing condition for which treatment was received during the 3 month period immediately preceding the effective date of coverage, and which begins in the first 12 months after the effective date of coverage.
Eligibility & Coverage Start Date
Employees are eligible for LTD coverage after six months of employment, with coverage beginning on the first day of the following month. For example, if you start on May 23, 2025, your coverage would begin on December 1, 2025. Once coverage begins, there is a 90-day waiting period before you can submit a claim.
If you enroll during open enrollment, an EOI is required and must be submitted by the deadline or your requested change will be denied.
Short Term Disability Insurance (NCC only)
Nabholz provides a group short term disability (STD) insurance policy to all NCC employees at no cost to the employee. Group STD insurance is designed to provide partial income replacement should you become temporarily disabled as the result of sickness or injury.
Claims must be approved by USAble. Nabholz has no role in that approval process. For approved claims, the policy pays a benefit of 70% of your base salary to a maximum of $1,000 per week, less offsets for other income. Benefits begin on the 8th day of a covered disability resulting from an accident, and on the 8th day of a covered disability resulting from sickness, and are payable up to a maximum of 12 weeks for any one covered disability. Benefits terminate when you are no longer eligible or your retirement, whichever occurs first.
The STD benefit also includes the following:
- Recurrent Disability
- Return to Work Incentive
- Employee Assistance Program (EAP) – 3 Face to Face Visits (offered through our partnership with New Directions Behavioral Health)
Accident Recovery Insurance from USAble
If you are age 69 or younger, you may purchase Accident Recovery benefits, which provide comprehensive coverage for accidental injuries including hospitalization, rehab and physical therapy. Benefits are paid directly to you and there is no coordination of benefits with your medical plan. Coverage is also available for your spouse and children.
Employees are eligible for coverage after six months of employment, with coverage beginning on the first day of the following month. For example, if you start on May 23rd, your coverage would begin on December 1st. There are three plan options, all paid for by the employee.
Medical Air Travel Insurance
An annual membership provides access to life-saving care for employees and their household members who experience life or limb threatening medical emergencies. Your membership will pay the difference above your medical benefit for air transportation. (No out-of-pocket expenses in connection with your flight if you are flown by the selected provider).
There are two different plans from two different providers. Please check the coverage map carefully to select the plan(s) best for you. You can purchase BOTH plans. Only available during annual Open Enrollment.
Survival Flight Base Locations
The annual membership fee will be deducted in full from your paycheck:
- AirMedCare: $50/year
- Survival Flight: $60/year
Again, use the map to choose your provider.
Paid Time Off
We know how important a healthy work-life balance is, which is why we offer paid vacation, holidays, and parental leave to our employees.
Contact Employee Services:
(501) 505-5128
empserv@nabholz.com
Paid Vacation
learn more >
Paid Holidays
learn more >
Maternity & Parental Leave
learn more >
Family and Medical Leave Act
read the full policy >
Paid Vacation FAQs
If you can answer YES to ALL of these questions, you are eligible to earn and use paid vacation time:
- Are you an employee in good standing (i.e. not on disciplinary probation)?
- Are you a full time employee?
- Have you worked at Nabholz for a year or more?
If you answered NO to ANY of these questions, you are NOT eligible for paid vacation time.
Eligible employees can earn and use up to 10 paid vacation days after first year of employment. If you are in good standing, you may access your paid vacation at the beginning of the calendar year, before your one year anniversary actually is. For example, if an employee is hired in August, they may access their vacation time starting January 1 instead of waiting until the next August.
The longer you work at Nabholz, the more vacation you earn!
| Completed Years of Service | Hours of Paid Time Off per Calendar Year |
|---|---|
| 1 – 4 years | 80 hours |
| 5 – 9 years | 120 hours |
| 10+ years | 160 hours |
Vacation increases are awarded to eligible employees on the January 1st following their five- and ten-year work anniversaries. For example:
- You were hired on May 23, 2024.
- On January 1, 2028 you will be eligible for 120 hours of paid vacation.
- On January 1, 2035 you will be eligible for 160 hours of paid vacation.
NO.
We want you to be able to use your vacation however you like! We just ask that you give as much advance notice as possible so your manager can plan for your absence.
Your manager does have the right to deny a request if it would restrict the company from meeting deadlines. So, the more notice you give, the more likely your manager will approve your request.
To get paid for your vacation time, enter the number of hours you used in the VAC box on your timesheet. This video will show you how to enter vacation time on your timesheet using the mobile app.
- Part-time employees are NOT eligible for vacation benefits.
- Employees on disciplinary probation are NOT eligible for vacation benefits.
- If you are terminated for misconduct, or if you resign without giving a full two weeks (10 working days) of notice, you will NOT receive payment for earned, unused vacation time.
- Employees returning to work following an interruption in service, defined as termination for any reason or a layoff lasting 60 days or more, will be treated as new employees for the purposes of this policy.
Paid Holidays
Who’s eligible
- Full-time regular employees
- Employees in good standing, not on disciplinary probation
- Employees NOT on layoff status
2025 Paid Holidays
- New Year’s Day, Wednesday, January 1
- Memorial Day, Monday, May 26
- Fourth of July, Friday, July 4
- Labor Day, Monday, September 1
- Thanksgiving, Thursday, November 27
- Friday After Thanksgiving, Friday, November 28
- Christmas Eve, Wednesday December 24
- Christmas Day, Thursday, December 25
2026 Paid Holidays
- New Year’s Day, Thursday, January 01, 2026
- Memorial Day, Monday, May 25
- Fourth of July, Friday, July 3
- Labor Day, Monday, September 7
- Thanksgiving, Thursday, November 26
- Friday After Thanksgiving, Friday, November 27
- Christmas Eve, Thursday December 24
- Christmas Day, Friday, December 25
Special Considerations
- If you are scheduled to work the day before or after a holiday and you are absent without your supervisor’s approval, your supervisor will determine if you are eligible for holiday pay. It is not guaranteed.
- When New Year’s Day, Christmas Day, or Independence Day fall on a Saturday, they will be observed on the Friday before the actual holiday. When they fall on a Sunday, they will be observed on the Monday after.
- Employees receive holiday pay for Christmas Eve ONLY when December 24th falls on a Monday, Tuesday, Wednesday, or Thursday. When it falls on a Friday, it is considered a standard working day and employees do not earn holiday pay. When it falls on a Saturday or Sunday, it is considered a standard weekend (non-working) day, and employees do not earn holiday pay.
Paid Maternity and Parental Leave
To qualify for maternity or parental leave, the employee must have at least one full year of consecutive service and must also qualify for FMLA.
Maternity Leave
Nabholz offers eligible employees 25 days (5 weeks) of paid maternity leave for the physical recovery of the birth mother:
- Paid at 100% of employee’s current rate of pay.
- All employee benefits remain in place and unchanged throughout maternity leave.
- Maternity leave is NOT charged against other paid time off the employee may have.
Employees who wish to take additional time off must follow the appropriate leave policies:
- All paid maternity leave runs concurrently with FMLA leave.
- FMLA allows employees up to 12 total workweeks of unpaid leave.
- After the 5 weeks of paid maternity leave, employees can take up to 7 additional workweeks of leave.
- Additional leave will run concurrent with any available paid leave.
- After all available paid leave is used, additional leave will be unpaid.
Parental Leave
Nabholz offers eligible employees 5 days (one week) of paid parental leave to allow mothers and/or fathers to bond with and/or care for their newborn or adoptive child:
- Paid at 100% of employee’s current rate of pay.
- All employee benefits remain in place and unchanged throughout parental leave.
- Parental leave is NOT charged against other paid time off the employee may have.
Employees who wish to take additional time off must follow the appropriate leave policies:
- All paid parental leave runs concurrently with FMLA leave.
- FMLA allows employees up to 12 total workweeks of unpaid leave.
- After the one week of paid parental leave, employees can take up to 11 additional
workweeks of leave. - Additional leave will run concurrent with any available paid leave.
- After all available paid leave is used, additional leave will be unpaid.
Eligibility and Restrictions
- When requesting maternity/parental leave, employees must give their manager 30 days’ notice, or as much as possible if the leave begins unexpectedly, and must fill out and submit the necessary forms to the Employee Services department. Employees will receive these forms and instructions from their manager or Employee Services when they request maternity/parental leave.
- To qualify for maternity or parental leave, the employee must have at least one full year of consecutive service and must also qualify for FMLA.
- If both parents are employees, both may access the paid parental leave benefits. They do not each get a 12-week FMLA leave, per FMLA guidelines. Instead, they are entitled to 12 weeks jointly to be divided any way they choose between the two of them.
To read the full Maternity/Parental Leave policy document, click here.
Health and Wellness
Keeping with Nabholz’ mission to take care of its people, we’ve built an award-winning wellness program with one purpose: to give our employees and families all the tools they need to become healthier. From providing easily accessible medical care to holding monthly reward drawings for those who complete preventive exams, our wellness program and team aim to meet the needs of employees and spouses.
Contact Health & Wellness:
(501) 505-5846
wellness@nabholz.com
Annual Wellness Testing
Mental Health Resources
Clinical Services
First Step Program
Free On-site Gyms
Monthly Gift Card Drawings
Financial Health
Nabholz offers additional benefits to help employees safeguard their financial health and stability. We encourage employees to take full advantage of all the benefits Nabholz offers and to reach out to our employee services team with any questions.
Contact Employee Services:
(501) 505-5128
empserv@nabholz.com
Flexible Retirement Plan Options
Contact Employee Services for more info:
(501) 505-5128
Dependent Care Savings Accounts
you must enroll or re-enroll each year during open enrollment
Employee Assistance Program (EAP)
Contact Employee Services for more info:
(501) 505-5128
NabFund Assistance
Contact Employee Services for more info:
(501) 505-5128
Christmas Club
contact Julia Cunningham for more information: julia.cunningham@nabholz.com or (501) 505-5135
Discounts and Free Stuff
Prescription Safety Glasses
Nabholz employees who wear glasses can order one pair of prescription safety glasses or safety lens replacement per calendar year. You must request authorization from Employee Services before purchase. Nabholz will pay a maximum of $200 per year for safety glasses, with no carryover. You are responsible for the cost of the vision examination.
This funding is separate from your First Step reimbursements.
Questions? Contact Employee Services at empserv@nabholz.com for more information.
Work Boots
As part of the Nabholz First Step Program, you can receive up to $200 reimbursement for work boots that are required PPE on job sites.
Questions? Contact Wellness at wellness@nabholz.com for more information.
Running Shoes
As part of the Nabholz First Step Program, you can receive up to $200 reimbursement for running shoes at approved locations. You can find a list of approved stores to purchase your running shoes here.
Questions? Contact Wellness at wellness@nabholz.com for more information.
Store and Membership Discounts
Nabholz employees with a personal AT&T account can get a 20% discount off your monthly bill and 22% off of accessories.
Nabholz employees with a personal Verizon account can get an 18% discount off your monthly bill and 20% off of accessories.
Nabholz employees can take advantage volume pricing for personal purchases from CDW. Follow these steps to access discounted prices:
1. Go to http://www.cdw.com/epp
2. Enter the EPP Access Number: 217609B8
3. Fill out the form to create an account. Be sure to enter your Nabholz email address in the Approved E-mail Address field.
4. Log in and start shopping!
Get access to special member discounts and promotions through Dell’s Member Purchase Program by shopping online at the Nabholz affiliated link. If prompted for one, our member ID is GS131625282.
Nabholz employees have access to a very beneficial program called the Microsoft Home Use Program (HUP) that provides significant discounts. HUP allows employees who are users of qualifying applications at Nabholz (e.g., Office Enterprise) to acquire a licensed copy of the corresponding Home Use Program software to install and use on your home computer. You may use the HUP software on your home computer as long as you are under Nabholz employment.
Follow these steps to take advantage of the HUP program:
1. Go to http://hup.microsoft.com
2. From the dropdown list, select United States as the country.
3. Enter your Nabholz e-mail address (normally your firstname.lastname@nabholz.com) in the Your work email textbox.
4. Enter the following code in the Program code textbox: 37CE645329. This code is not to be shared with anyone other than Nabholz employees.
5. Click the Submit button.
6. The next page you see will tell you to follow the instructions in the e-mail that is sent to you.
7. Check your Outlook inbox and click on the Buy Now > > link in the email.
8. Provide the information requested on the web page.
As a Nabholz employee, you have access to a number of discounts through AGC’s Membership Discount Program. These include discounts at GM, Fiat Chrysler Automobiles, FedEx, Office Depot, and more. Please note that while some discounts are strictly corporate discounts for business use, there are a number of discount programs available for personal use by employees.
ABC members can take advantage of Business Discounts with ABC’s Business Partners. Employees of member companies can also take advantage of discounts for personal use under the Employee Discounts section.
Blue Cross Blue Shield offers a discount program called Blue365® to participating members. Blue365® provides access to savings from companies around the country as well as some local companies. There are weekly “Featured Deals” and long term “Ongoing Deals” on healthy products, along with discounts on health and fitness clubs, weight-loss programs, healthy travel experiences, Lasik, hearing aids, etc.
Career Development
Nabholz has a flexible career development system with training programs, online courses, and more to meet the ever-changing needs of each Nabholz employee. NCC employees receive an annual evaluation from a general superintendent or manager.
We feel strongly that personal ownership is critical to job satisfaction and professional growth. In this system, you are responsible for driving your career development and taking advantage of information and resources outlined in this section.
Contact Career Development:
(479) 659-7829
chris.kotter@nabholz.com
Available to: Conway, Little Rock, Rogers, Springfield
Contact: Tracy Chambers (Conway/LR); Chris Kotter (other locations)
Available to: All locations
Contact: Chris Kotter
Available to: Rogers & Tulsa
Contact: Justin Clark
Available to: All locations
Contact: Chris Kotter
Available to: Rogers & Conway
Contact: Dan Willcutt (Rogers); Jeremy Nabholz (Conway)
Available to: All locations
Contact: Chris Kotter
Available to: All locations
Contact: Lindsay Gillihan
Available to: All locations
Contact: Greg Fogle
Available to: Tulsa & Rogers
Contact: Justin Clark
Tuition Reimbursement
The Nabholz Tuition Reimbursement Program is intended to provide tuition reimbursement for full-time employees who participate in externally sponsored educational courses. Such support is intended to enhance employees’ professional development, skills, and knowledge as they relate to our business.
Eligible employees are able to receive reimbursement for eligible expenses limited to 50% of tuition expenses up to $1,250 a semester, quarter, or term and up to a maximum of $2,500 for the period from January 1 – December 31 of the current year.
It is important to note that participating in this program does not guarantee nor necessarily lead to a promotion, salary increase, or any other career advantage. Rather, education taken through this program is expected to contribute to the overall development of the employee.
My Career Hub
Nabholz uses My Career Hub to provide video training resources and keep track of professional development. My Career Hub gives you access to online training courses, tutorial videos, webinars, professional certifications, and links to local development resources. You can also complete competency self-assessments, set career development goals with your manager, and explore Nabholz’ development programs.
LOG IN ON A NABHOLZ DEVICE
2. Select "My Career Hub" in the quick links section on the right.
3. Enter your Nabholz email account password.
4. Verify your identity by entering the six-digit code sent to your phone.
5. Click "Verify."
LOG IN ON A PERSONAL DEVICE
2. Use your Nabholz email address as your username.
3. Enter your Nabholz email account password.
4. Verify your identity by entering the six-digit code sent to your phone.
5. Click "Verify."