7-Eleven store associates

· founded 1927

see the full file on 7-Eleven store associates

documented benefits (6)

Hours a week to qualify	7-Eleven publishes no qualifying-hours figure for store crew. Its careers site says only that benefits vary by position and location, and its corporate-operated store-crew postings gate paid time off on unstated eligibility requirements. Most 7-Eleven stores in the US are run by independent franchisees who set their own store employees' pay and benefits, so a corporate benefits list does not describe the person behind the counter.
Shift differential	Premium pay for holidays worked, in corporate-operated store crew roles (7-Eleven and Speedway brands); no night or weekend differential is published
Works around classes	Corporate-operated store crew roles are advertised with schedules built around the rest of your life; no guaranteed-availability or class-schedule commitment is published
Promoted from within	Stated promote-from-within philosophy covering all levels, in corporate-operated 7-Eleven and Speedway stores; no promotion rate is published
Paid training	Training programmes for store crew with no prior experience; 7-Eleven does not publish the length of training or whether it is paid at the full rate
No experience needed	Store crew is an entry-level role: retail, cashier or foodservice experience is welcome but not required

the legal floor where they are

Set by law, not by 7-Eleven store associates. It applies to every employer in this place.

IVF cycles the state covers	THERE IS NO FEDERAL MANDATE. No US law requires an employer health plan to cover IVF or any infertility treatment, so coverage comes either from the insurance mandate in the state where the plan is written or from the employer's own choice. And the state mandates reach less far than they look: they bind fully insured plans bought from a state-regulated carrier, while a self-funded employer plan is governed federally under ERISA and is preempted from state insurance regulation. KFF's 2025 employer survey puts 67% of covered workers in a self-funded plan, and 80% of those at firms of 200 or more — so at the size of employer this site mostly covers, the state mandate usually does not apply, and any fertility benefit is a genuine company choice rather than a restatement of law. That is precisely why it belongs on a benefits page here. Perks has not yet read this employer's own state insurance mandate from an official source; the states that have been read carry their own entry. (No federal statute requires an employer health plan to cover infertility treatment or IVF. The Employee Retirement Income Security Act of 1974 (ERISA) preempts state insurance regulation as applied to self-funded employer plans, which is why a state mandate does not reach them.)
Adoption leave the law gives	12 workweeks of UNPAID job-protected leave in any 12-month period on the placement of a child for adoption or foster care, and only for employees who meet the FMLA eligibility test. There is no federal paid adoption leave. (Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(B) and 2612(c); eligibility at 29 U.S.C. 2611(2) and (4). Quoted from the 2023 edition of the US Code.)
Pay when you are ill	No federal law requires any paid sick leave. The FLSA does not require payment for time not worked, and the FMLA gives 12 workweeks of UNPAID job-protected leave in any 12-month period for a serious health condition, and only for employees who meet the FMLA eligibility test. Any paid sick time comes from a state or city law, or from the employer's own choice. (Fair Labor Standards Act, per the Department of Labor's statement on payment for time not worked; Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(D) and 2612(c). Quoted from the 2023 edition of the US Code on govinfo.gov.)

Every claim above is sourced and dated. See sources on the full page.

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