Frontier Communications
Dallas, TX
see the full file on Frontier Communicationsdocumented benefits (4)
| Promoted from within | Frontier says its field technicians average 19+ years of service and attributes that to promoting from within, and lists 'a culture of promotion from within empowers advancement' as the first career advantage of a field operations job. No percentage figure is published. Covers US field operations staff. |
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| Union contract | Approximately 66% of Frontier's total employees are represented by unions under collective bargaining agreements - the highest union density in this wave. Contracts typically run three years. For a Frontier field technician or call-centre worker the collective agreement, not the careers page, is the document that sets pay and benefits; Frontier's own benefits page carries the footnote that represented employees' benefits are subject to their bargaining agreement. (FY2024 10-K, filed Feb 2025, the company's last before the Verizon acquisition.) |
| Retirement match | 401(k) match of 50% on the first 6% of eligible compensation (so a maximum company contribution of 3% of pay). Frontier's benefits page footnotes that represented employees' benefits are subject to the terms of their specific bargaining agreements, so union field staff should check their contract. |
| PTO | 20 days |
the legal floor where they are
Set by law, not by Frontier Communications. It applies to every employer in Dallas, TX.
| 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.) |
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| 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.
Work at Frontier Communications and something here is wrong or out of date? Tell us at hello@perks.global and we will check it.