King County Metro Transit
Seattle, WA
see the full file on King County Metro Transitdocumented benefits (5)
| Paid training | Transit Operator training is paid at $23.32/hour. Trainees must first hold a Washington Commercial Learners Permit (3 written tests: general knowledge, air brakes, passenger endorsement) obtained within 30 days of the conditional offer; Metro pays for the DOT physical. Classes run weekdays and weekends, attendance required every day, with a choice of morning or afternoon class. Graduates hold a Class B CDL with air brake and passenger endorsements and go to $31.39/hour. No repayment or clawback clause is published. |
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| No experience needed | Transit Operator (bus driver): no previous experience and no CDL required to start - you are paid $23.32/hour while you earn the CDL. You do need to pass three written knowledge tests for a Commercial Learners Permit, a DOT physical, a 5-year driving record review, drug screening (includes marijuana) and a criminal background check. Metro is recruiting part-time operators. |
| Union contract | Transit Operators are members of Amalgamated Transit Union Local 587, listed by King County Metro among the pay and benefits of the job. |
| Schedule protection | Operators choose their schedule through a seniority-based pick: Metro lists 'flexible schedule with choices based on seniority' as a term of the job, meaning the longer you are there the more control you have over which run and days off you hold. |
| Benefits while part-time | yes |
the legal floor where they are
Set by law, not by King County Metro Transit. It applies to every employer in Seattle, WA.
| 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.
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